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AR EA WAGE SURVEY
T h e O k la h o m a City, O k la h o m a ,
M etropolitan A rea, July 1971

BUREAU

OF

LABOR

S T A T IS T IC S

R E G IO N A L

O F F IC E S

PUERTO RICO
Region I

Region II

Region III

Region IV

1 6 0 3 -A Federal Building
Governm ent Center

341 N inth Ave., Rm. 1 0 25

4 0 6 Penn Square Building

N ew Y o rk , N .Y . 10001

13 17 F ilb e rt S t.

1371 Peachtree S t. N E .

Boston, Mass. 0 2 2 0 3

Phone: 9 7 1 -5 4 0 5 (Area Code 21 2)

Philadelphia, Pa. 19 107

A tla n ta , Ga. 3 0 3 0 9

Phone: 5 9 7 -7 7 9 6 (Area Code 2 1 5 )

Phone: 5 2 6 -5 4 1 8 (Area Code 404)

Phone: 2 2 3 -6 7 6 1 (Area Code 61 7)
Region V

Region V I

Regions V II and V I I I

S uite 5 4 0

Regions IX and X
4 5 0 Golden Gate A ve.

2 1 9 South Dearborn S t.

1 1 0 0 Commerce S t., Rm . 6B 7

Federal O ffice Building

Chicago, III. 6 0 6 0 4

Dallas, T e x . 7 5 2 0 2

911 W alnut S t., 10th Floor

Box 3 6 0 1 7

Phone: 3 5 3 -7 2 3 0 (Area Code 312)

Phone: 7 4 9 -3 5 1 6 (Area Code 2 1 4 )

Kansas C ity , M o . 6 4 1 0 6

San Francisco, C alif. 9 4 1 0 2

P hone: 37 4-2 4 8 1 (A rea Code 81 6 )

Phone: 5 5 6 -4 6 7 8 (Area Code 415)

Regions V II and V I I I w ill be serviced by Kansas C ity .
Regions IX and X w ill be serviced by San Francisco.




AREA WAGE SURVEY

B u lle tin 1 7 2 5 -8
N o v e m b e r 197 1

U.S. DEPARTM ENT OF LABOR, J. D. Hodgson, Secretary
B U R EA U OF LABOR S TA TIS TIC S, Geoffrey H. Moore, Commissioner

T h e O k la h o m a City, O k la h o m a , M e tro p o lita n A re a , J u ly 1971
CONTENTS
Page

1.
5.

Introduction
W age trends fo r sele c te d occupational groups

T a b les:
4.

1.
2.

E stablishm ents and w o rk e rs w ithin scope o f su rvey and number studied
Indexes o f standard w eek ly s a la rie s and s tra ig h t-tim e hou rly earnings fo r s e le c te d occupational grou p s,
and p ercen ts o f change fo r s e le c te d p eriod s

A.

O ccupational earnings:
A - l . O ffic e occupations—
men and wom en
A -2 . P r o fe s s io n a l and tech n ical occupations—
men and wom en
A - 3. O ffic e , p ro fe s s io n a l, and tech n ical occupations-^men and wom en com bined
A -4 . M aintenance and pow erplan t occupations
A - 5. C ustodial and m a te ria l m ovem en t occupations

B.

6.

Establishm ent p ra c tic e s and supplem entary w age p ro v is io n s :
B - l . M inim um entrance s a la rie s fo r women o ffic e w o r k e r s
B -2 . Shift d iffe re n tia ls
B -3 . Scheduled w eek ly hours and days
B -4 . P a id holidays
B -5 . P a id vacations
B -6 . H ealth, in su ran ce, and pension plans

7.
10.

11.

12 .
13.

14.
15.
16 .

17.
18.
20.
23.

Appendix.

O ccupational descrip tion s




For sale by the Superintendent o f Documents, U S . Government Printing O ffice, Washington, D.C., 204 02 — Price 35 cents

Preface
T h e Bureau o f L a b o r S ta tistics p ro g ra m o f annual occu pa­
tion a l w age su rvey s in m e tro p o lita n a rea s is design ed to p ro v id e data
on occu pation al ea rn in gs, and establish m en t p ra c tic e s and su pple­
m e n ta ry w age p r o v is io n s .
It yie ld s d eta iled data by s e le c te d in ­
du stry d iv is io n fo r each o f the a rea s studied, fo r geogra p h ic re g io n s ,
and fo r the U nited States. A m a jo r co n sid era tion in the p ro g ra m is
the need fo r g r e a te r in sigh t into (1) the m ovem en t o f w ages by occu ­
pational c a te g o ry and s k ill le v e l, and (2) the stru ctu re and le v e l o f
w ages am ong a re a s and indu stry d iv is io n s .
A t the end o f each s u rv e y , an individual a rea bu lletin p r e ­
sents the re s u lts .
A ft e r com p letion o f a ll individual a re a bu lletins
fo r a round o f s u rv e y s , two su m m ary bulletins a r e issu ed.
The
f i r s t b rin gs data fo r each o f the m etro p o lita n areas studied into one
bu lletin .
Th e second p resen ts in fo rm a tio n which has been p ro je c te d
fr o m in dividu al m e tro p o lita n a r e a
data to re la te to geogra p h ic
re g io n s and the U nited States.
N in ety a re a s c u rre n tly a r e included in the p ro g ra m .
In each
a r e a , in fo rm a tio n on occupational earnings is c o lle c te d annually and on
estab lish m en t p ra c tic e s and su pplem en tary w age p ro v is io n s b ien n ia lly.
T h is b u lletin p resen ts re s u lts o f the su rvey in Oklahoma C ity ,
O kla. , in July 1971. T h e Standard M e tro p o lita n S ta tistica l A r e a , as
d efin ed by the O ffic e o f M anagem ent and Budget (fo r m e r ly the Bureau
o f the Budget) through January 1968, con sists o f Canadian, C levela n d ,
and Oklahom a C ounties.
T h is study was conducted by the B u reau 's
re g io n a l o ffic e in D a lla s , T e x . , u n d e r the g e n e ra l d ire c tio n o f
B oyd B. O 'N e a l, A s s is ta n t R egio n a l D ir e c to r fo r O p eration s.




Note:
S im ila r re p o rts a re a v a ila b le fo r oth er a re a s .
back c o v e r .)

(See in sid e

Union w age r a t e s , in d ica tive o f p re v a ilin g pay le v e ls in
the Oklahom a C ity a r e a , a re a lso a v a ila b le fo r building con ­
stru ction; p r i n t i n g ; lo c a l-tr a n s it op era tin g em ployee*1: and
lo c a l t^” c k d riv e rs a n d T ie fp e rs .

In tro d u c tio n
T h is a re a is 1 o f 90 in w hich the U.S. D epartm ent of L a b o r's
B u reau o f L a b o r S ta tis tic s conducts su rveys o f occupational earnings
and re la te d b en efits on an a rea w id e b a s is .1 In this a rea , data w e re ob­
tained by p e rs o n a l v i s i t s o f B ureau fie ld econ om ists to re p re s e n ta tiv e
estab lish m en ts w ithin th ese b road industry d ivisio n s: M anufacturing;
tra n sp orta tion , com m unication, and other public u tilitie s ; w h olesa le
tra d e ; r e t a il tra d e ; fin an ce, insu rance, and re a l estate; s e r v ic e s ; and
crudp P e tro le u m and natural gas. M a jo r in du stry groups excluded fro m
tflese studies a re govern m en t operation s and the con stru ction and
m ining in d u stries.
E stab lish m en ts having fe w e r than a p re s c r ib e d
num ber o f w o r k e r s a re o m itted because they tend to fu rnish in su fficien t
em ploym en t in the occupations studied to w a rra n t inclusion. Separate
tabulations a re p ro v id e d fo r each o f the broad industry d ivisio n s which
m e e t pu blication c r it e r ia .
T h e s e su rveys a re conducted on a sam ple basis because of
the u n n ecessary cost in vo lved in su rveyin g a ll establish m en ts. T o
obtain optim um a ccu ra cy at m inim um cost, a g r e a te r p ro p o rtio n of
la rg e than o f sm a ll establish m en ts is studied. In com bining the data,
h o w e v e r, a ll establishm ents a re given th e ir ap p rop riate w eigh t. E s t i­
m ates based on the establishm ents studied a re p resen ted , th e r e fo r e ,
as rela tin g to a ll establishm ents in the in du stry grouping and a rea ,
excep t fo r those b elow the m inim um s iz e studied.
Occupations and E arnings
The occupations sele c te d fo r study a re com m on to a v a r ie ty
o f m anufacturing and nonm anufacturing in d u stries, and a re o f the
fo llo w in g typ es:
(1) O ffic e ’ c le r ic a l; (2) p ro fe s s io n a l and tech n ical;
(3) m aintenance and pow erplant; and (4) cu stodial and m a te r ia l m o v e ­
m ent. O ccupational c la s s ific a tio n is based on a u n iform set o f job
d escrip tio n s designed to take account o f in teresta b lish m en t v a ria tio n
in duties w ithin the sam e job .
The occupations sele c te d fo r study
a re lis te d and d escrib ed in the appendix. U nless oth erw ise in dicated,
the earnings data fo llo w in g the jo b title s a re fo r a ll in d u stries c o m ­
bined. E arn in gs data fo r som e o f the occupations lis te d and d esc rib e d ,
o r fo r som e in du stry d ivisio n s w ithin occupations, a re not presen ted
in the A - s e r ie s ta b le s , because e ith e r (1) em ploym ent in the occu pa­
tion is to o sm a ll to p ro v id e enough data to m e r it p resen ta tion , or
(2) th e re is p o s s ib ility o f d is c lo s u re o f in dividu al establish m en t data.
E arn in gs data not shown se p a ra te ly fo r in du stry d ivisio n s a re included
in a ll in d u stries com bined data, w h ere shown.
L ik e w is e , data a re
included in the o v e r a ll c la s s ific a tio n when a su b cla ssifica tio n o f s e c ­
r e ta r ie s o r tru c k d riv e rs is not shown o r in fo rm a tio n to su b cla ssify
is not a v a ila b le .

O ccupational em ploym ent and earnings data a re shown fo r
fu ll-tim e w o rk e rs , i.e ., those h ired to w ork a re g u la r w eek ly schedule.
E arn in gs data exclude p rem iu m pay fo r o v e rtim e and fo r w ork on
w eekends, h o lid a ys, and la te sh ifts. N onproduction bonuses a re e x ­
cluded, but c o s t - o f- liv in g a llow an ces and in cen tive earnings a re in ­
cluded. W h ere w eek ly hours a re re p o rte d , as fo r o ffic e c le r ic a l occu ­
pations, r e fe r e n c e is to the standard w ork w eek (rounded to the n ea rest
h alf hour) fo r which em p lo yees r e c e iv e th e ir re g u la r s tra ig h t-tim e
s a la rie s (e x c lu s iv e o f pay fo r o v e r tim e at reg u la r and/or prem iu m
r a te s ).
A v e r a g e w eek ly earnings fo r th ese occupations have been
rounded to the n e a re s t h alf d o lla r.

T h ese su rveys m ea su re the le v e l of occupational earnings in
an a re a at a p a rtic u la r tim e . C om p arison s o f individual occupational
a v e ra g e s o v e r tim e m ay not r e fle c t expected w age changes.
The
a v e ra g e s fo r individual jobs a re affected by changes in wages and
em ploym en t p attern s. F o r exam p le, prop ortion s o f w o rk e rs em ployed
by high- o r lo w -w a g e fir m s m ay change or h igh -w age w o rk ers m ay
advance to b e tte r jobs and be re p la c e d by new w o rk e rs at lo w e r ra te s .
Such shifts in em ploym en t could d e c re a s e an occupational a vera ge even
though m o st establish m en ts in an a re a in c re a s e w ages during the y e a r.
T ren d s in earn in gs o f occupational groups, shown in table 2, a re
b etter in d ic a to rs o f w age tren ds than individual jobs within the groups.

The a v e ra g e s p resen ted r e fle c t com p osite, areaw ide e s ti­
m a te s .
In d u stries and establish m en ts d iffe r in pay le v e l and job
staffin g and, thus, contribute d iffe r e n tly to the estim ates fo r each job.
The pay rela tio n sh ip obtainable fr o m the a v e ra g e s m ay fa il to r e fle c t
a c c u ra te ly the w age spread o r d iffe r e n tia l m aintained among jobs in
individual estab lish m en ts. S im ila rly , d iffe re n c e s in a v e ra g e pay le v e ls
fo r m en and w om en in any o f the s e le c te d occupations should not be
assum ed to r e fle c t d iffe re n c e s in pay treatm en t o f the sexes within
individual estab lish m en ts.
O ther p o s s ib le fa c to rs which m ay con ­
trib u te to d iffe re n c e s in pay fo r m en and wom en include: D ifferen ces
in p ro g r e s s io n w ithin estab lish ed rate ran ges, since only the actual
ra tes paid incum bents a re c o lle c te d ; and d iffe re n c e s in sp e c ific duties
p e rfo rm e d , although the w o rk e rs a re c la s s ifie d a p p ro p ria tely within
the sam e su rvey jo b d es c rip tio n . Job d escrip tio n s used in c la s s ify in g
em p loyees in th ese su rveys a re usually m o re g e n e ra lize d than those
used in in dividu al establish m en ts and allow fo r m in or d iffe re n c e s
among establish m en ts in the s p e c ific duties p e rfo rm e d .
O ccupational em ploym en t estim a tes rep re s e n t the total in a ll

1
Included in the 90 areas are four studies conducted under contract with the New York State
establish m en ts within the scope o f the study and not the number actu­
Department of Labor. These areas are Binghamton (New Yorit portion only); Rochester (office occupa­
a lly su rveyed . B ecau se o f d iffe re n c e s in occupational structure among
tions only); Syracuse; and U tica—Rome. In addition, the Bureau conducts more lim ited area studies
estab lish m en ts, the estim a tes o f occupational em ploym ent obtained
in 65 areas at the request of the Employment Standards Administration of the U. S. Department of Labor.




2
fr o m the sam ple o f establish m en ts studied s e r v e only to indicate
the r e la tiv e im p orta n ce o f the job s studied.
T h ese d iffe re n c e s in
occu pational stru ctu re do not a ffe c t m a te r ia lly the a ccu racy o f the
earn in gs data.
E stab lish m en t P r a c tic e s and Supplem entary W age P ro v is io n s
In fo rm a tio n is p resen ted (in the B - s e r ie s ta b les) on selected
estab lish m en t p ra c tic e s and su pplem en tary w age p ro v is io n s as they
re la te to plant- and o ffic e w o r k e r s .
Data fo r industry d ivisio n s not
p resen ted s e p a ra te ly a re included in the e stim a tes fo r " a ll in d u s trie s ."
A d m in is tra tiv e , e x e c u tiv e , and p ro fe s s io n a l em p lo yees, and con stru c­
tion w o rk e rs who a re u tiliz e d as a sep arate w ork fo rc e a re excluded.
"P la n tw o r k e r s " include w orkin g fo re m e n and a ll n on su p ervisory w o rk ­
e rs (including leadm en and tra in e e s ) engaged in non office functions.
" O ffic e w o r k e r s " include w o r k i n g s u p e rv is o rs and n o n su p ervisory
w o rk e rs p e rfo rm in g c le r ic a l o r re la te d fu nctions. C a fe te ria w o rk e rs
and rou tem en a re excluded in m anufacturing in d u stries, but included
in nonm anufacturing in d u stries.
M inim u m entrance s a la r ie s fo r w om en o ffic e w o rk e rs (table
B - l ) re la te only to the establish m en ts v is ite d . B ecause o f the optim um
sam pling techniques used, and the p ro b a b ility that la r g e es ta b lis h ­
m ents a re m o r e lik e ly to have fo r m a l entrance rates fo r w o rk e rs
above the s u b c le ric a l le v e l than s m a ll estab lish m en ts, the table is
m o r e - r e p r e s e n ta tiv e o f p o lic ie s in m edium and la r g e estab lish m en ts.
Shift d iffe r e n tia l data (tab le B -2 ) a re lim ite d to p lan tw ork ers
in m anufacturing in d u stries.
T h is in fo rm a tio n is p resen ted both in
te r m s o f (1) estab lish m en t p o lic y , 2 p resen ted in te rm s o f tota l plantw o rk e r em p loym en t, and (2) e ffe c tiv e p r a c tic e , presen ted in te rm s
o f w o rk e rs a ctu a lly em p loyed on the s p e c ifie d shift at the tim e o f the
su rv e y . In estab lish m en ts having v a r ie d d iffe r e n tia ls , the amount
applying to a m a jo r ity was used o r , i f no amount applied to a m a jo rity ,
the c la s s ific a tio n " o th e r " was used. In establish m en ts in which som e
la te -s h ift hours a re paid at n orm a l ra te s , a d iffe re n tia l was re c o rd e d
only i f it applied to a m a jo r ity o f the shift hours.
The scheduled w eek ly hours and days (table B -3 ) o f a m a ­
jo r it y o f the fir s t - s h ift w o rk e rs in an establish m en t a re tabulated as
applying to a ll o f the plant- o r o ffic e w o r k e r s of that establishm ent.
Scheduled w e e k ly hours and days a re those which a m a jo r ity o f fu ll­
tim e em p lo y e e s w e re expected to w ork , w hether they w e re paid fo r at
s tra ig h t-tim e o r o v e rtim e ra te s .
P a id h olid ays; paid vacation s; and health, insu rance, and pen­
sion plans (ta b les B -4 through B -6 ) a re tre a te d s ta tis tic a lly on the
basis that th ese a re ap p licab le to a ll plant- or o ffic e w o r k e r s i f a

m a jo r ity o f such w o rk e rs a re e lig ib le or m a y even tu ally qu alify fo r
the p ra c tic e s lis te d . Sums o f in d ivid u al item s in tab les B -2 through
B -6 m ay not equal to ta ls because o f rounding.
Data on paid h olidays (tab le B -4 ) a re lim ite d to data on h o li­
days granted annually on a fo r m a l b asis; i.e ., (1) a re p rovid ed fo r in
w ritte n fo rm , o r (2) have been estab lish ed by custom . H olidays o r d i­
n a rily granted a re included even though they m ay fa ll on a nonworkday
and the w o rk e r is not granted another day o ff. The f ir s t part o f the
paid h olidays tab le p resen ts the num ber o f whole and h a lf h olidays
actu ally granted.
The second p a rt com bines w hole and h alf holidays
to show tota l h olid ay t im e .
The su m m ary o f vacation plans (table B -5 ) is lim ite d to a
s ta tis tic a l m e a s u re o f vacation p ro v is io n s .
It is not intended as a
m ea su re o f the p ro p o rtio n o f w o rk e rs actu ally r e c e iv in g s p e c ific b en e­
fits .
P r o v is io n s o f an establish m en t fo r a ll lengths o f s e r v ic e w e re
tabulated as applying to a ll plant- o r o ffic e w o r k e r s o f the es ta b lis h ­
m ent, re g a r d le s s o f length o f s e r v ic e .
P r o v is io n s fo r paym ent on
oth er than a tim e basis w e re c o n verted to a tim e b asis; fo r exam p le,
a paym ent o f 2 p ercen t o f annual earn in gs was c o n sid ered as the eq u iv­
alent o f 1 w e e k 's pay. Only b a sic plans a re included. E stim a tes e x ­
clude vacation bonus and v a c a tio n -s a v in g s plans and those which o ffe r
"e x te n d e d " o r "s a b b a tic a l" b en efits beyond b a sic plans with qu alifyin g
lengths of s e r v ic e . Such exclu sion s a re ty p ic a l in the ste e l, aluminum,
and can in d u stries.
Data on health, in su ran ce, and pension plans (tab le B -6 ) in ­
clude those plans fo r which the e m p lo y e r pays at le a s t a p art o f the
cost. Such plans include th ose u n d erw ritten by a c o m m e rc ia l insurance
com pany and those p ro vid ed through a union fund o r paid d ir e c tly by
the e m p lo y e r out o f cu rren t op era tin g funds o r fr o m a fund set aside
fo r this pu rpose. An establish m en t was con sid ered to have a plan i f
the m a jo r ity o f e m p lo y ees was e lig ib le to be c o v e re d under the plan,
even i f le s s than a m a jo r ity e le c te d to p a rtic ip a te because em p loyees
w e re re q u ire d to contribute tow a rd the cost o f the plan. L e g a lly r e ­
qu ired plans, such as w o rk m en 's com pensation, s o c ia l secu rity , and
ra ilro a d re tire m e n t w e re excluded.
Sickness and accident insurance is lim ite d to that type of in ­
surance under which p re d e te rm in e d cash paym ents a re m ade d ir e c tly
to the insu red during te m p o ra ry illn e s s o r acciden t d is a b ility . In fo r ­
m ation is p resen ted fo r a ll such plans to which the em p lo y e r c o n trib ­
utes.
H o w e v e r, in N ew Y o rk and N ew J e r s e y , which have enacted
te m p o ra ry d is a b ility insu rance law s which re q u ire e m p lo y e r con tribu ­
tion s, 3 plans a re included only i f the e m p lo y e r (1) contributes m o re
than is le g a lly re q u ire d , o r (2) p ro v id e s the em p lo yee with ben efits
which ex ceed the req u irem en ts o f the law .
Tabulations o f paid sick

2
An establishment was considered as having a policy if it m et either of the following condi­
tions: (1) Operated late shifts at the tim e of the survey, or (2) had formal provisions covering late
3
shifts. An establishment was considered as having form al provisions if it (1) had operated late shifts
during the 12 months prior to the survey, or (2) had provisions in written form for operating late shifts.
contributions.




The temporary disability laws in California and Rhode Island do not require employer

3
le a v e plans a re lim ite d to fo rm a l plans 4 which p ro v id e fu ll pay o r a
p ro p o rtio n o f the w o r k e r 's pay during absence fro m w ork because of
illn e s s .
S eparate tabulations a re p resen ted accord in g to (1) plans
which p ro v id e fu ll pay and no w aitin g p e rio d , and (2) plans which p r o ­
vid e e ith e r p a rtia l pay o r a w aitin g p e rio d . In addition to the p re s e n ­
tation o f the p rop ortion s o f w o rk e rs who a re p rovid ed sickn ess and
acciden t insu rance o r paid sick le a v e , an unduplicated tota l is shown
o f w o rk e rs who r e c e iv e e ith e r o r both typ es o f b en efits.

the d is a b ility , a m axim u m age, o r e lig ib ilit y fo r re tire m e n t b en efits.
Paym ents m a y be at fu ll o r p a rtia l pay but a re alm ost alw ays r e ­
duced by s o c ia l se c u rity , w o rk m en 's com pensation, and p riv a te pension
benefits payable to the d isab led em p lo yee.

M a jo r m e d ic a l insu rance includes those plans which a re d e ­
signed to p ro te c t em p loyees in case o f sickness and in ju ry in volvin g
expenses beyond the c o v e ra g e o f basic h osp italization , m e d ic a l, and
su rg ica l plans. M e d ic a l insurance r e fe r s to plans p rovid in g fo r c o m ­
L o n g -te rm d is a b ility plans p ro vid e paym ents to to ta lly d is ­
p lete or p a rtia l paym ent o f d o c to rs ' fe e s .
Dental insurance usually
abled em p lo yees upon the ex p ira tion o f th e ir paid sick le a v e and/or
c o v e rs fillin g s , extra ctio n s, and X - r a y s .
Excluded a re plans which
sickn ess and accident insu rance, o r a fte r a p red eterm in ed p e rio d o f
c o v e r only o r a l s u rg e ry o r acciden t dam age.
Plan s m ay be u n der­
d is a b ility (ty p ic a lly 6 m onths).
Paym en ts a re m ade until the end o f
w ritte n by c o m m e ric a l insu rance com panies o r nonprofit organ ization s
o r they m ay be paid fo r by the e m p lo y e r out o f a fund set aside fo r
4
An establishment was considered as having a formal plan if it established at least the mini­ this pu rpose. Tabulations o f re tire m e n t pension plans a re lim ite d to
those plans that p ro v id e re g u la r paym ents fo r the rem a in d er o f the
mum number of days of sick leave available to each employee. Such a plan need not be written,
w o r k e r 's life .
but informal sick leave allowances, determined on an individual basis, were excluded.




4

T a b le 1.

E s ta b lis h m e n ts an d w o r k e r s w ith in s c o p e o f s u rv e y an d n u m b e r s tu d ie d in O k la h o m a C ity , O k la .,1 by m a jo r in d u s try d iv is io n ,2 J u ly 1971
Number of establishments

Industry division

Minimum
employment
in establish­
ments in scope
o f study

Workers in establishments
Within scope of study

Within scope
of study3

Studied

T o ta l4

Studied

Plant
Number

Office

Percent

T o ta l4

A ll divisions________________________________

_

495

133

90, 767

100

53, 148

17,530

50, 119

Manufacturing___________________________________
N onmanufacturing_______________________________
Transportation, communication, and
other public u tilitie s 5 _____ ______________
Wholesale tra d e ______________________________
R etail trade__________________________________
Finance, insurance, and rea l esta te_______
S ervices 8 ____________________________________
Crude petroleum and natural gas__________

50
-

121
374

39
94

31, 549
59,218

35
65

21,238
31,910

4,532
12,998

21,017
29,102

50
50
50
50
50
50

50
57
117
64
59
27

18
12
24
12
19
9

14,515
6,476
19,945
8, 117
6,582
3,583

16
7
22
9
7
4

6,771
(6)
(6)
(J)
(6 )
(‘ )

2, 229
(6)
(6)
(6)
(6)
(6)

10,890
1,833
8,661
2, 751
2, 609
2,358

‘ The Okianoma City Standard Metropolitan Statistical A re a , as defined by the O ffice of Management and Budget (fo rm e rly the Bureau of the Budget) through January 1968, consists of
Canadian, Cleveland, and Oklahoma Counties. The "w ork ers within scope of study" estim ates shown in this table provide a reasonably accurate description of the size and composition of th(
labor fo rc e included in the survey. The estim ates are not intended, however, to serve as a basis of comparison with other employment indexes fo r the area to measure employment trends or
lev els since (1) planning of wage surveys requires the use of establishment data compiled considerably in advance of the payroll period studied, and (2) sm all establishments are excluded from
the scope of the survey.
2 The 1967 edition of the Standard Industrial C lassification Manual was used in classifying establishments by industry division.
3 Includes a ll establishments with total employment at or above the minimum lim itation. A ll outlets (within the area) of companies in such industries as trade, finance, auto repair service,
and motion picture theaters are considered as 1 establishment.
4 Includes executive, professional, and other w orkers excluded from the separate plant and office categories.
5 Abbreviated to "public u tilities" in the A - and B -s e rie s tables. Taxicabs and services incidental to w ater transportation w ere excluded. Oklahoma C ity's transit system is municipally
operated and is excluded by definition from the scope of the study.
6 This industry division is represented in estim ates fo r " a ll industries" and "nonmanufacturing" in the Series A tables, and fo r " a ll industries" in the Series B tables. Separate presentation of
data fo r this division is not made fo r one or m ore of the following reasons: (1) Employment in the division is too sm all to provide enough data to m erit separate study, (2) the sample was not
designed in itially to perm it separate presentation, (3) response was insufficient or inadequate to perm it separate presentation, and (4) there is possibility of disclosure of individual establishment data.
7 W orkers from this entire industry division are represented in estimates fo r " a ll industries" and "nonmanufacturing" in the Series A tables, but from the rea l estate portion only in estimates
fo r " a ll industries" in the Series B tables. Separate presentation of data fo r this division is not made fo r one or m ore of the reasons given in footnote 6 above.
8 Hotels and m otels; laundries and other personal services; business services; automobile rep air, rental, and parking; motion pictures; nonprofit mem bership organizations (excluding religious
and charitable organizations); and engineering and architectural services.




Over one-third of the w orkers within scope of the survey in the Oklahoma City area
w ere employed in manufacturing firm s. The following presents the m ajor industry groups and
specific industries as a percent of a ll manufacturing:
Industry groups
E le ctrica l equipment and
supplies_______________________ 28
Machinery, except electrical__ 12
Fabricated m etal products____ 11
Printing and publishing________ 7

Specific industries
Communications equipment____ 25
Fabricated structural
10
6
6
Motor vehicles and
equipment_____________________ 6
Newspapers_____________________ 5

This information is based on estim ates of total employment derived from universe
m aterials compiled p rior to actual survey. Proportions in various industry divisions may
d iffe r from proportions based on the results of the survey as shown in table 1 above.

W a g e T re n d s fo r S e le c te d O c c u p a tio n a l G ro u p s
shows the p ercen ta ge change. The index is the product o f multiplying
the base y e a r r e la t iv e (100) by the r e la t iv e fo r the next succeeding
y e a r and continuing to m u ltiply (compound) each y e a r 's re la tiv e by the
previou s y e a r ' s index.

P r e s e n t e d in table 2 a re indexes and p ercen tages of change
in a v e r a g e s a la r ie s o f o ffic e c l e r i c a l w o r k e r s and industrial nurses,
and in a v e r a g e earnings of s e lected plantw orker groups. The indexes
a r e a m e a s u re of w a ges at a given tim e, exp re s s e d as a percen t of
w ages during the base period . Subtracting 100 fr o m the index yields
the p e rc e n ta g e change in w ages fr o m the base p erio d to the date of
the index.
The p e rc e n ta g e s of change or in c re a s e relate to wage
changes between the indicated dates. Annual rates of in c r e a s e , w h ere
shown, r e f l e c t the amount o f in c re a s e fo r 12 months when the tim e
p e r io d between su rveys was other than 12 months. T h ese computations
w e r e based on the assumption that wages in c re a s e d at a constant rate
between surveys. T h e s e estim ates a re m ea su res of change in a v e r ­
ages fo r the a r e a ; they a re not intended to m easu re a v e ra g e pay
changes in the establishments in the area.

F o r o ffic e c l e r i c a l w o r k e r s and industrial nurses, the wage
trends relate to r e g u la r w e e k ly sa la rie s fo r the norm al workweek,
e x c lu sive of earnings fo r o v e r t im e .
F o r pla ntworker groups, they
m e a s u re changes in a v e r a g e s tr a ig h t-tim e hourly earnings, excluding
p re m iu m pay fo r o v e r t im e and f o r w o r k on weekends, holidays, and
late shifts. The p e rcen ta g es a re based on data f o r sele cted key o c c u ­
pations and include m o s t of the n u m e r ic a lly important jobs within
each group.
L im ita tio n s o f Data

Method of Computing
The indexes and p ercen ta ges o f change, as m easu res of
change in a re a a v e r a g e s , a re influenced by:
( l ) g e n e ra l sa la ry and
w age changes, (2) m e r i t or other in c r e a s e s in pay r e c e iv e d by indi­
vidual w o r k e r s w hile in the same job, and (3) changes in a v e ra g e
w ages due to changes in the labor f o r c e resulting fr o m labor turn­
o v e r , f o r c e expansions, f o r c e reductions, and changes in the p r o p o r ­
tions of w o r k e r s em ployed by establishments with differen t pay le v e ls .
Changes in the labor f o r c e can cause in c re a s e s o r d ec re a s e s in the
occupational a v e r a g e s without actual wage changes. It is conceivable
that even though a ll establishments in an a rea gave wage in c re a s e s ,
a v e r a g e w ages m ay have declined because lo w e r-p a y in g establishments
entered the a r e a o r expanded th eir w o r k fo r c e s .
S im ila rly , wages
m a y have rem ain ed r e l a t i v e l y constant, yet the av e ra g e s fo r an a rea
m a y have r is e n c o n s id e ra b ly because hig h er-payin g establishments
entered the area.

Each of the follow in g k ey occupations within an occupational
group was assigned a constant weight based on its proportionate e m ­
ploym ent in the occupational group:
Office clerical (men and women): Office clerical (men and women)— Skilled maintenance ( men):
Bookkeeping-machine
Carpenters
Continued
Electricians
operators, class B
Secretaries
Clerics, accounting, classes
Machinists
Stenographers, general
Stenographers, senior
A and B
Mechanics
Mechanics (automotive)
Switchboard operators, classes
Clerics, file, classes
Painters
A , B, and C
A and B
Pipefitters
Clerics, order
Tabulating-machine operators,
Tool and die makers
Clerks, payroll
class B
Comptometer operators
Typists, classes A and B
Unskilled plant (men):
Keypunch operators, classes
Janitors, porters, and
A and B
Industrial nurses (men and
cleaners
Messengers (office boys or
women):
Laborers, material handling
girls)
Nurses, industrial (registered)

The use o f constant em ploym ent weights elim in ates the effect
of changes in the p rop ortion o f w o r k e r s r ep resen ted in each job i n ­
cluded in the data.
The p e rcen ta ges of change r e f l e c t only changes
in a v e r a g e pay f o r s tra ig h t-tim e hours.
T h e y a re not influenced by
changes in standard w o r k schedules, as such, o r by prem iu m pay
fo r o v e r t im e . W h e r e n e c e s s a r y , data w e r e adjusted to re m o v e fr o m
the indexes and p e rcen ta ges of change any significant effect caused
by changes in the scope o f the survey.

The a v e r a g e (mean) earnings fo r each occupation w e r e m u lt i­
plied by the occupational weight, and the products fo r a ll occupations
in the group w e r e totaled.
The a g g re g a te s fo r 2 consecutive y e a rs
w e r e rela ted by dividing the a g g reg a te fo r the la t e r y e a r by the a g g r e ­
gate f o r the e a r l i e r year.
The resultant r e la tiv e , less 100 percent..




5

6




T a b le 2 .

In d e x e s o f s ta n d a rd w e e k ly s a la r ie s an d s tra ig h t-tim e h o u rly e a rn in g s fo r s e le c te d

o c c u p a tio n a l g ro u p s

in O k la h o m a C ity , O k la ., J u ly 1 9 7 0 and J u ly 1 9 7 1 , and p e rc e n ts o f c h a n g e 1 fo r s e le c te d p e rio d s
Manufacturing

A ll industries
P eriod

O ffice
cle rica l
(men and
women)

Industrial
nurses
(men and
women)

Skilled
maintenance
trades
(men)

Unskilled
plantw orkers
(men)

O ffice
c le rica l
(men and
women)

Industrial
nurses
(men and
women)

Skilled
maintenance
trades
(men)

Unskilled
plantwo rkers
(men)

(2)
(2)

(?)
(2)

113.7
129.4

(?)
(?)

(?)
(*)
(

4.5
3- . l
4.0
2.4
2.3
38.0

Indexes (July 1967-100)
July 1970-------------------------------- ------------- ----July 1971_____________________ _________________

113.9
121.1

(?)
(2)

118.9
129.1

113.6
122.3

116.8
125.3

Percents of change 1
August 1960 to August 1961 . .
August 1961 to August 1962. __________________
August 1962 to August 1963____________________
August 1963 to August 1964____________________
August 1964 to August 1965____________________
August 1965 to August 1966____________________
August 1966 to July 1967:
11-month increase---------------------------------Annual rate of in c re a s e.
___ __________

3.8
3.0
3.3
2.8
2.8
4.5

()
(?)
(>
(?)

<}
(2)

5.4
5.9

July
July
July
July

5.2
4.6
3.5
6.3

1967
1968
1969
1970

to
to
to
to

July
July
July
July

1968--------------------------------1969__________________________
1970__________________________
1971__________________________

3.5
(2)

(2)
3.4
2.1

3.0
1.8
4.7
J- . l
1.0
4.5

2.9
2.2
3.0
1.7
3.6
2.5

(2)
(2)

5.1
5.6

8.7
9.5

4.5
4.9

(?)

(?)
(2)

6.2
6.8

(2)
(?)
()
(2)

5.7
5.3
6.8
8.6

6.2
2.9
3.9
7.7

4.8
5.8
5.3
7.3

(2)
()
)
(2)

4.2
8.5
(?)
(2)

4.2
5.2
3.7
13.8

(>

< >
(?
( )
(2)
(2)

(
(2)

1 A ll changes are increases unless otherwise indicated.
2 Data do not m eet publication criteria .
3 These unusual changes la rg e ly reflect changes in proportions of workers employed in high- and low-wage establishments.

7

A.

Occupational earnings

T a b le A -1 .

O f f ic e o c c u p a tio n s —m en and w o m e n

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry divioxon, Oklahoma City, Okla., July 1971)
Weekly earnings 1
( standard)

S e x , o c c u p a t io n , and in d u s t r y d iv is io n

Number
of
workers

N u m b e r o f w o r k e r s r e c e iv i n g s t r a ig h t -t im e w e e k ly e a r n in g s o f—

S

$
Average
M ean2

M edian2

Middle range2

(standard)

$

I----- i------i----- r ~ ~ s ----- *----- $
----- i----- $
----- $
----- S
----- *

$

60

65

70

100

110

120

130

140

150

160

170

180

190

200

210

65

70

75

110

120

130

140

150

160

170

180

190

200

210

ov er

18
13
3

35
30
13

12

6

12

16

31
26
4

7

32

5

2

2
2
2

18
18
18

19
15
7

10
9
9

13
10
10

2
2
2

14

13
8

73
72

1

8

55

71
17

71
22
49

46
16
30

21

22

2

and
under
60

MEN
179
155
74

4 0 .0
4 0 .0
4 0 .0

$
$
$
$
1 4 5 .5 0 1 4 0 .0 0 1 2 1 .0 0 -1 6 5 .0 0
1 4 8 .0 0 1 4 2 .0 0 1 2 1 .5 0 -1 7 1 .5 0
1 6 1 .5 0 1 5 7 .5 0 1 2 8 .5 0 -2 0 5 .0 0

ACCOUNTING, CLASS B ---------------------------------------------PUBLIC U T I L I T I E S ----------------------------

86
71
39

4 0 .0
4 0 .0
4 0 .0

1 1 2 .0 0
1 1 1 .5 0
1 2 0 .0 0

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

CLERKS, ORDER --------------------------------------------NONMANUFACTURING --------------------------------

120
107

4 0 .0
4 0 .0

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

1 3 2 .0 0
1 3 2 .0 0

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

MESSENGERS (O F F IC E BOYS) --------------------MANUFACTURING --------------------------------------NONMANUFACTURING -------------------------------PUBLIC U T I L I T I E S ---------------------------

116
28
88
28

3 9 .5
4 0 .0
3 9 .5
4 0 .0

8 1 .0 0
8 0 .5 0
8 1 .0 0
8 3 .5 0

8 2 .5 0
7 9 .5 0
8 2 .5 0
8 6 .0 0

7 4 .0 0 - 9 0 .0 0
7 3 .0 0 - 9 0 .0 0
7 4 .5 0 - 9 0 .0 0
7 7 .0 0 - 9 3 .0 0

52
43

3 9 .5
3 9 .5

8 0 .5 0
8 0 .0 0

8 2 .0 0
8 1 .5 0

BOOKKtEPING-MACHINE OPERATORS,
CLASS A ----------------------------------------------------

27

4 0 .0

1 0 3 .5 0

CLERKS, ACCOUNTING, CLASS A ----------MANUFACTURING ----------------------------------NONMANUFACTURING ---------------------------PUBLIC U T I L I T I E S ------------------------

364
68
296
26

4 0 .0
4 0 .0
4 0 .0
4 0 .0

1 2 0 .0 0
1 2 9 .0 0
1 1 8 .0 0
1 2 3 .0 0

CLERKS, ACCOUNTING, CLASS B ----------MANUFACTURING ----------------------------------NONMANUFACTURING ---------------------------PUBLIC U T I L I T I E S ------------------------

987
144
843
109

4 0 .0
4 0 .0
4 0 .0
4 0 .0

CLASS A ---------------------------------------------------

47
44

CLERKS, F I L E , CLASS B -----------------------MANUFACTURING ----------------------------------NONMANUFACTURING ----------------------------

CLERKS, ACCOUNTING, CLASS A -------------NONMANUFACTURING -------------------------------PUBLIC U T I L I T I E S ---------------------------CLERKS,

n o n m a n u f a c t u r in g

-

-

-

_

-

-

-

-

-

3
3

15

-

-

15
5

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

1
1

“

1 0 2 .0 0

9 5 .0 0 - 1 0 5 .0 0

-

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

1 0 7 .0 0 - 1 3 1 .5 0
1 1 9 .0 0 -1 3 4 .0 0
1 0 5 .5 0 -1 3 0 .0 0
9 9 .0 0 - 1 5 6 .0 0

-

9 2 .0 0
9 8 .5 0
9 1 .0 0
1 0 2 .0 0

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

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

3 9 .5
3 9 .5

1 0 1 .0 0
1 0 0 .5 0

9 5 .0 0
9 2 .5 0

8 4 .0 0 - 1 1 5 .0 0
8 3 .5 0 - 1 2 1 .0 0

271
41
230

3 9 .5
4 0 .0
3 9 .5

8 5 .5 0
9 3 .0 0
8 4 .5 0

8 3 .5 0
9 2 .0 0
8 2 .5 0

7 9 .0 0 - 9 1 .5 0
8 6 .5 0 - 1 0 6 .5 0
7 8 .0 0 - 8 9 .0 0

-

CLERKS, F I L E , CLASS C -----------------------NONMANUFACTURING ----------------------------

237
233

3 9 .5
3 9 .5

7 3 .5 0
7 3 .5 0

7 4 .0 0
7 4 .0 0

6 9 .5 0 6 9 .5 0 -

7

CLERKS, ORDER -----------------------------------------NONMANUFACTURING ----------------------------

49
46

4 0 .0
4 0 .0

1 0 1 .5 0
9 9 .5 0

1 0 4 .0 0
1 0 3 .0 0

8 9 .0 0 - 1 1 6 .5 0
8 8 .0 0 - 1 1 6 .0 0

CLERKS, PAYROLL ------------------------------------MANUFACTURING ----------------------------------NONMANUFACTURING ----------------------------

93
40
53

4 0 .0
4 0 .0
3 9 .5

1 1 0 .0 0
1 1 0 .0 0
1 1 0 .5 0

1 1 5 .0 0
1 1 6 .0 0
1 0 9 .0 0

9 6 .5 0 - 1 2 0 .0 0
9 B .0 0 -1 2 0 .0 0
9 4 .5 0 - 1 2 1 .0 0

B IL L E R S , MACHINE (BOOKKEEPING
MACHINE) ------------------------------------------------NONMANUFACTURING ----------------------------

CLERKS,

F IL E ,

n o n m a n u f a c t u r in g

See footnotes at end of tables.




7 7 .5 0
7 7 .5 0

-

30
23
11

15
7
8

6
6

8
8

-

-

-

-

-

-

-

-

-

-

-

-

-

~

_

_

-

_

-

-

-

-

-

54
2
52
3

_

_

233

78
27

217

-

-

177

106
24
82

2

20

68

68

15

10

21
15

_

3

-

-

-

“

3

31

44
4
40

84
4
80

16
16

40
40

74
70

82
82

13
13

-

-

4
4

4
4

2
2

7
“
-

_

-

1

5

-

-

1

5

32
9
23

33
11
22

5
2
3

28
16
12

12
8
4

1

20

1

13

1

3
3

16
16

-

31

5
16
2

82

-

-

54

8
T a b le

A -1.

O ffic e

o c c u p a tio n s —m en

a n d w o m e n ------C o n t i n u e d

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Oklahoma City, Okla., July 1971)
Weekly earnings *
( standard)

Number of workers receiving straight-time weekly earnings of—
t

Number
of

$

t

t

t

$

t

i

t

S

$

t

$

$

$

t

t

$

S

*

t

60

65

70

75

80

85

90

95

100

110

120

130

140

150

160

170

180

190

200

210

60

Sex, occupation, and industry division

Average
weekly
hours1
(standard)

65

70

75

80

85

90

95

100

110

120

130

140

150

160

170

180

190

200

210

ov er

-

-

2

13

14

6

16

16
7
9

27
9
18

9
1
8

-

13

16

27
21
6

-

-

6

13
5
8

2
2

14

-

2
2

33
3
30

41
4
37
1

54
3
51
2

58
14
44
-

84
37
47
5

29
21

18
2
16
6

8
4
4
4

2
1
1
1

4
3
1
1

-

-

-

-

21
4
17

-

4
4

55
Mean2

Median2

Middle range2

and
under

and

W EN - CONTINUED
OM
COMPTOMETER OPERATORS ---------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

1 AT
47
100

$
$
$
$
4 0 .0 1 0 5 . 5 0 1 0 4. 00
9 0 .5 0 -12 1.0 0
4 0 .0 1 1 5 . 5 0 1 0 9 . 5 0 1 0 5 . 5 0 - 1 2 5 . 0 0
4 0 .0 1 0 0. 50
9 5. 0 0
83.50-120.50

KEYPUNCH OPERATORS, CLASS A -----------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC UTI LITIES ----------------------

339
92
247
29

9 8 .5 0
91.0 0-105.50
4 0 .0 1 0 1 . 0 0
9 9 .5 0 -113 .5 0
4 0 .0 10 6 . 5 0 1 0 3 . 5 0
4 0 .0
99 .0 0
95.50
89.00-103.00
4 0 .0 1 2 7 . 5 0 12 8 . 0 0 1 0 9 . 0 0 - 1 5 2 . 5 0

KEYPUNCH OPERATORS, CLASS B ----------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

372
80
292

40 .0
4 0 .0
4 0 .0

90.00
96 .00
88.00

8 8 .5 0
95.50
88.00

8 4 .0 0 - 96 .00
87.5 0-101.50
8 2 . 5 0 - 93 . 5 0

-

3

1

7

-

-

-

-

3

1

7

40
40

52
8
44

118
27
91

50
3
47

47
20
27

29
14
15

MESSENGERS (OFFICE GIRLS) ---------------;
n o nm a n u f a c t u r i n g --------------------------

31
28

4 0 .0
4 0 .0

80.5 0
7 8 .0 0

78 .50
77.0 0

7 0 . 0 0 - 90.00
6 9 . 5 0 - 87 .00

1
1

-

7
7

4
4

6
6

2
2

4
4

2
2

1
1

4
i

SECRETARIES ---------------------------------------m a n u f a c t u r i n g -------------------------------

4 0 .0 1 2 2 . 0 0 1 1 7 . 0 0 1 0 3 . 5 0 - 1 3 4 . 5 0
40 .0 12 4 .0 0 1 1 9 . 0 0 1 0 5 . 0 0 - 1 3 9 . 5 0
40.0 121.00 1 1 6 . 5 0 1 0 3 . 0 0 - 1 3 2 . 5 0
4 0 .0 1 3 9 . 5 0 1 4 0 . 5 0 1 1 3 . 0 0 - 1 6 4 . 5 0

-

-

-

-

-

-

17
7
10

47
5
42

75
24
51
8

58
13
45
3

256
75

-

~

PUBLIC UTILI TI ES ----------------------

1,207
348
859
12 1

SECRETARIES, CLASS A -------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

89
40
49

4 0 .0 15 0 .0 0 1 3 7 . 0 0 1 2 1 . 5 0 - 1 7 4 . 0 0
40 .0 1 5 8 . 5 0 1 3 5 . 0 0 1 1 4 . 0 0 - 2 0 3 . 0 0
4 0 .0 1 4 3 . 5 0 1 3 7 . 0 0 1 2 4 . 0 0 - 1 6 2 . 5 0

-

-

-

-

-

i

“

i

SECRETARIES, CLASS B -------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC UTIL ITIE S ----------------------

280
73
207
29

4 0 .0 12 8 . 0 0 12 0 . 0 0 1 0 5 . 0 0 - 1 5 0 . 0 0
4 0 .0 1 3 2 . 5 0 14 0 .0 0 1 0 9 . 0 0 - 1 5 4 . 0 0
4 0 .0 12 6 . 5 0 1 1 8 . 5 0 1 0 4 . 5 0 - 1 4 8 . 0 0
4 0 .0 16 3 . 0 0 1 6 6 . 5 0 1 4 4 . 5 0 - 1 7 7 . 5 0

17
6
ii

SECRETARIES, CLASS C -------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC UTI LITIES ----------------------

394
109
285
51

4 0 .0 12 6 . 5 0 1 2 6 . 0 0
4 0 .0 1 2 3 . 5 0 1 2 7 . 0 0
40 .0 1 2 7 . 5 0 1 2 5 . 5 0
4 0 .0 1 4 5 . 5 0 1 4 7 . 0 0

14
3
11
3

SECRETARIES, CLASS D -------------------m a n u f a c t u r i n g ------------------------------n o n m a n u f a c t u r i n g -------------------------PUBLIC UT ILI TI ES ----------------------

444
126
318
38

4 0 .0
4 0 .0
4 0 .0
4 0 .0

STENOGRAPHERS, GENERAL -------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC U T I L I T I E S ---------- -----------

299
75
224
75

98 .00
4 0 .0 10 0.0 0
4 0 .0 10 4. 00 10 3. 0 0
99 .0 0
4 0 .0
96 .0 0
4 0 .0 1 0 6 . 5 0 1 0 1 . 0 0

STENOGRAPHERS, SENIOR ---------------------NONMANUFACTURING -------------------------PUBLIC UT ILI TI ES ----------------------

384
310
80

SWITCHBOARD OPERATORS, CLASS A ------

26

SWITCHBOARD OPERATORS, CLASS B -----NONMANUFACTURING --------------------------

113
92

n o n m a n u f a c t u r in g

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

* Workers were distributed as follows:
See footnotes at end of tables.




-

-

2

-

-

-

-

-

“

*

-

“

“

-

~

*

-

_
-

-

_
-

-

9

_

-

3
6

-

_
“

-

-

2

-

-

-

-

9
3

*

-

2

6

_

-

-

6

-

-

38

-

*

-

92.0 0-109.0 0
9 7 .0 0 -113 .0 0
9 1.0 0-105.00
94.00-114.00

-

-

-

-

-

4 0 .0 1 1 8 . 5 0 1 1 6 . 0 0 1 0 6 . 0 0 - 1 2 7 . 0 0
4 0 .0 1 1 9 .0 0 1 1 4 . 5 0 1 0 4 . 5 0 - 1 3 3 . 5 0
9 7 .0 0-138 .00
4 0 .0 12 2 . 0 0 1 1 4 . 0 0

-

4 0 .0 1 0 3 . 0 0

95.50

91.0 0-107.0 0

80 .5 0
76.50

7 7 .50
75.00

6 3 . 5 0 - 92 .5 0
6 2 . 5 0 - 83.00

40.5
4 0 .5

10 8. 0 0
109.50
107.50
10 8 . 5 0

110 .5 0 -1 39 .0 0
10 7.50-136 .0 0
110 .50 -143.0 0
127.50-162.00

10 7 . 0 0
98.00-120.00
10 8.0 0 1 0 1 . 0 0 - 1 1 9 . 0 0
105.50
9 7 .0 0-120 .0 0
110.00 10 1.0 0 -114 .5 0

1 at $ 220 to $ 230 and 6 at $ 250 to $ 260.

-

-

4

_
“

-

-

-

-

-

-

10
10

28
28

2
2

6

86
39
47
16

1

15
11
4

18
7
11

15
15

6
3
3

11
11

55
10
45

49
9
40

26

10

3

6

23
1

4
“

6
6

63

68
56

57
21
36
6

8

32
8
24
-

10
8
2
-

-

12
3
2

*

16
47
1

”

80
27
53
12

135
47
88
11

72

66

22

13
53
6

49
26
23

2

15

36
-

28
5

24
3
21
13

69
8
61
8

53
20
33
14

58

5

30
30
5

-

4
-

10
-

-

-

-

.

114
35
79

2

-

11

-

190
50
140
19

4

10

3

204
54
150
12

181

41
7
34
3

“

11

43

8

12

50
12

6

-

-

-

6
6

~

52
18
34
10

46
8
38
12

2

6

-

-

16
3
13
8

14
3
11
8

11
1
10
4

2

3

3

7

3

-

1

-

6

3

2

2

3

i

34
14
20
8

20
12
8
3

26
4

1
1
-

5
5
1

36
14

30

22

24
7

6

_
-

7
2

7

4

5

14
1
13
5

5

4

6

-

_

-

-

-

-

5

4

6

-

-

-

_
-

5

4

2

3

-

_

1

-

-

-

-

-

-

-

-

-

-

-

1
1

-

-

-

*

6

_

_

-

_

-

-

-

-

-

-

-

-

-

"

-

-

-

7
7
7

1

-

-

-

6
6

74
62
13

121
76
11

45
30
10

34
32
6

27
27
9

12
12
-

4
4
-

-

1
1
1

-

2

-

-

-

-

1

1

3

8

4

5

1

-

6
6

23
19

9
8

7

i

4
4

13
5

4

6
4

3

-

-

-

-

1
1

-

-

5

8
*7
1

3
6

2
2

2

9
7
2
i

9

7

-

-

22

_

-

2

2

_

14
44
19

12
6
6

-

2

“

3

-

13
4
9
6

24
24
16

-

2
2

-

_
-

-

9
T a b le

A -1 .

O ffic e

o c c u p a tio n s —m en

a n d w o m e n ----- C o n t i n u e d

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Oklahoma City, Okla., July 1971)
Weekly earnings
(standard)

Sex, occupation, and industry division

Number
of
woikers

1

Number of workers receiving straight-time weekly earnings of—

$
55

weekly
M ean2

M edian2

Middle range2

(standard]

*

t

60

s

S

65

70

S

75

S

S

80

85

i

S

90

95

$

s

100

11 0

S

120

*

*

130

140

*
150

t

16 0

i

170

$

t

180

190

$
200

and
under

210

and

60

65

70

75

80

85

90

95

100

110

120

12
12
”

13
3
10

35
3
32

49
12
37

42
5
37

12
1
11

24
9
15

4
1
3

130

14 0

9

6
6

4

*

4

150

160

170

180

190

200

210

over

W EN - CONTINUED
OM
$

SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING ------------------------------NONMANUFACTURING -------------------------

222
54
168

3 9 .5
4 0 .0
3 9 .5

$

$

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

8 9 .0 0
8 8 .0 0
8 9 .5 0

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

TRANSCRIBING-MACHINE OPERATORS,
GENERAL --------------------------------------------NONMANUFACTURING -------------------------

122
109

3 9 .5
3 9 .5

9 1 .0 0
9 0 .0 0

8 9 .0 0
8 8 .5 0

TYPISTS, CLASS A ------------------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

126
59
67

4 0 .0
4 0 .0
3 9 .5

9 2 .5 0
1 0 0 .5 0
8 6 .0 0

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

TYPISTS, CLASS B ------------------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

298
32
266

3 9 .0
4 0 .0
3 9 .0

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

8 2 .0 0
8 8 .5 0
8 1 .5 0

See footnotes at end of tables.




8 5 .5 0 8 5 .0 0 -

$

9 5 .0 0
9 3 .5 0

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

8 4 .5 0
9 7 .0 0
8 4 .0 0

-

-

2
2

“

8

~

_

_

-

8

-

_
9

-

8

-

7
7

21
19

44
44

20
18

10

7

9
5

11

17
2
15

16

11
2

9
8
1

136
13 6

9

-

9

-

_

-

-

8

11

25
-

35

40

25

27

8

3
37

7
9

9

8

5

23
2

1

5

21

10

8

-

9

7

1
-

38
37
1

1
1

2
2

16

4
4

14

2

“

1
1

-

_

-

1

*

1

-

“

“

_

.

.
-

-

_

-

-

1

_
_

“

-

“

-

-

4

-

1

_

1
1

4

-

-

'

10
T a b le

A -2 .

P r o fe s s io n a l

and te c h n ic a l o c c u p a tio n s —m e n

and

wom en

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Oklahoma City, Okla. , July 1971)
Weekly earnings 1
( standard)

Sex, occupation, and industry division

Number of workers receiving straight-time weekly earnings of—
*

Number
of
workers

*
80

Mean2

Median2

Middle range2

(standard)

90

$

$

$

95

100

105

*

$
11 0

115

$
120

T
130

I
140

5
150

I

i

200

210

%

i
220

230

240

90

95

100

105

110

115

120

130

140

150

160

170

180

190

200

210

220

230

240 over

4

6

5

1

3

-

-

-

-

28
24

4
2

1

-

-

-

-

-

-

-

4 0 .0 1 1 2 . 0 0 1 0 5 . 5 0 1 0 2 . 0 0 - 1 1 8 . 0 0
4 0 .0 1 0 6. 00 1 0 4. 00 1 0 1 . 0 0 - 1 1 3 . 0 0

-

4

77
33
44

4 0 .0 1 7 7 . 5 0 1 7 8 . 0 0 1 6 4 . 5 0 - 1 8 5 . 5 0
4 0 .0 1 8 4 . 5 0 1 8 4 . 5 0 1 7 9 . 0 0 - 1 9 7 . 5 0
4 0 .0 1 7 2 . 0 0 16 8 .0 0 1 6 2 . 5 0 - 1 8 0 . 5 0

2
2

6
6

23
2
21

10
4
6

6
6
-

5
5

2
1
1

2
1
1

.

.

-

2 4 7 . 5 0 24 6 .5 0 2 2 9 . 5 0 - 2 6 5 . 5 0

o
o

204. 00 2 0 1 . 0 0 1 9 5 . 5 0 - 2 1 8 . 5 0
12

20

10

10
2

17
3

4

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

COMPUTER OPERATORS, CLASS C
NONMANUFACTURING ------------

50
42

COMPUTER PR0GRAMERS,
BUSINESS, CLASS B -------------MANUFACTURING ----------------NONMANUFACTURING -----------COMPUTER SYSTEMS ANALYSTS,
BUSINESS, CLASS A --------------

*

119
96

38

*

COMPUTER SYSTEMS ANALYSTS,
BUSINESS, CLASS B --------------

27

4
*

DRAFTSMEN, CLASS A -------------MANUFACTURING ----------------NONMANUFACTURING ------------

107
63
44

DRAFTSMEN, CLASS B -------------MANUFACTURING -----------------

139
66

4 0 .0 1 5 9 .0 0 1 5 6 . 5 0
40 .0 1 6 1 . 0 0 1 5 7 . 0 0

DRAFTSMEN, CLASS C -------------MANUFACTURING ----------------NONMANUFACTURING ------------

86
49
37

38
30

4 0 .0 1 9 5 .0 0 1 8 6 . 5 0 1 7 5 . 5 0 - 2 1 6 . 0 0
4 0 .0 1 8 7 . 0 0 1 7 8 . 0 0 1 6 3 . 5 0 - 1 9 0 . 0 0
4 0 .0 206. 00 208.00 1 9 6 . 0 0 - 2 3 0 . 5 0
13 9 .0 0 -17 4 .50
14 7 .5 0 -16 9 .5 0

32
11

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

15

W EN
OM
27

O
o




190

16
14

COMPUTER OPERATORS, CLASS B
NONMANUFACTURING ------------

Workers were distributed as follows:

t

T

180

12

31

See footnotes at end of tables.

1
17 0

and

$
$
$
1 6 0. 00 1 4 8 . 0 0 - 1 7 6 . 0 0

COMPUTER OPERATORS, CLASS A

COMPUTER OPERATORS, CLASS C

5
160

O
o

O
O

85

*

and
under
85

$
16 1.5 0

$

10 0 . 5 0 10 0 . 5 0

96 .50 -10 5.0 0

9 at $240 to $250; 2 at $250 to $260; 7 at $260 to $270; 3 at $270 to $280; and 3 at $280 and over.

10

5

23
17

19
13

20
11
9

*

11
T a b le

A -3 .

O ffic e , p ro fe s s io n a l, a n d te c h n ic a l o c c u p a tio n s — m e n

and w o m e n

c o m b in e d

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Oklahoma City, Okla., July 1971)
Average

Average

Occupation and industry division

Number
of

Number
Weekly
earnings 1
[standard) (standard)
Weekly

25

BILLERS, MACHINE (BOOKKEEPING
MACHINE) ------------------------------------NONMANUFACTURING -------------------

52
A3

$
1 2 5 .0 0

Weekly
hours 1
(standard)

8 0 .0 0

1 0 9 .0 0

4
4
4
4

1
1
1
1

0 .0
0 .0
0 .0
0 .0

MESSENGERS (OFFICE BOYS AND GIRLS)—
MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC UTILITIES ----------------------

28
28
28
51

.5 0
.5 0
.5 0
.5 0

Occupation and industry division

8 1. 0 0
83.00
80.00
8 3. 50

TY PI ST S, CLASS A ------------------------------MANUFACTURING ------------------------------NONMANUFACTURING-------------------------

126
59

TYP IST S, CLASS B ------------------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

298

1 ,0 7 3
159

4 0 .0
4 0 .0

914

4 0 .0

9 2 .5 0

148

4 0 .0

CLERKS, FI LE, CLASS A ---------------NONMANUFACTURING -------------------

47
44

3 9 .5

1 0 1 .0 0

3 9 .5

1 0 0 .5 0

CLERKS, FI LE, CLASS B ---------------MANUFACTURING ------------------------NONMANUFACTURING -------------------

272

3 9 .5
4 0 .0
3 9 .5

9 3 .0 0
8 4 .5 0

CLERKS, FILE, CLASS C ---------------NONMANUFACTURING -------------------

42
230
237
233

3 9 .5
3 9 .5

39.5
40 .0
39.5
40 .0

SECRETARIES ---------------------------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC UTILITIES ----------------------

1,207
348
859
121

SECRETARIES, CLASS A -------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

89
40
49

4 0 .0 150 .0 0
4 0 .0 1 5 8 . 5 0
4 0 .0 1 4 3 . 5 0

SECRETARIES, CLASS B -------------------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------PUBLIC UTILITIES ----------------------

280
73
207
29

4 0 .0 128 .0 0
4 0 .0 1 3 2 . 5 0
4 0 .0 1 2 6 . 5 0
40 .0 16 3 . 0 0

4 0 .0
40 .0
4 0 .0
4 0 .0

12 2 . 0 0
12 4 . 0 0
121.00
139.50

1 2 2 .0 0
1 2 1 .5 0

CLERKS, PAYROLL -------------------------MANUFACTURING -----------------------NONMANUFACTURING -------------------

108
43

4 0 .0
4 0 .0
3 9 .5

1 1 2 .0 0

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

4 0 .0
4 0 .0

1 1 5 .5 0

4 0 .0

8 2 .0 0

PROFESSIONAL AND TECHNICAL
OCCUPATIONS
COMPUTER OPERATORS, CLASS A ----------COMPUTER OPERATORS, CLASS B ----------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

32

1 6 1 .0 0

127

4 0 .0

25
102

4 0 .0

1 3 6 .5 0
1 3 7 .5 0

4 0 .0

1 3 6 .5 0

COMPUTER OPERATORS, CLASS C ----------NONMANUFACTURING -------------------------

77
60

4 0 .0
4 0 .0

1 0 8 .0 0
1 0 5 .0 0

COMPUTER PROGRAMERS,
BUSINESS, CLASS A ---------------------------

26

4 0 .0

2 1 3 .0 0

86
39

4 0 .0

1 7 8 .0 0

4 0 .0

1 8 4 .0 0

47

4 0 .0

1 7 2 .5 0

SECRETARIES, CLASS 0 -------------------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------PUBLIC UTILITIES ----------------------

444
126
318
38

4 0 .0
40 .0
40 .0
40 .0

108.00
10 9 . 5 0
107.50
10 8. 50

STENOGRAPHERS, GENERAL -------------------MANUFACTURING ------------------------------NONMANUFACTURING-------------------------PUBLIC UTILITIES ----------------------

303
75
228
79

40 .0 100.00
4 0 .0 10 4. 00
40 .0
99 .00
40 .0 10 6. 00

COMPUTER SYSTEMS ANALYSTS,
BUSINESS, CLASS A ---------------------------

44

4 0 .0

2 4 5 .0 0

STENOGRAPHERS, SENIOR ---------------------NONMANUFACTURING -------------------------PUBLIC UTILITIES ----------------------

384
310
80

40 .0 1 1 8 . 5 0
40 .0 1 1 9 . 0 0
40 .0 1 2 2 . 0 0

COMPUTER SYSTEMS ANALYSTS,
BUSINESS, CLASS B --------------------------NONMANUFACTURING --------------------------

34
28

4 0 .0
4 0 .0

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

10 3. 0 0

DRAFTSMEN, CLASS A --------------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

108
63
45

4 0 .0
4 0 .0
4 0 .0

1 8 7 .0 0
2 0 6 .0 0

DRAFTSMEN, CLASS B --------------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

144
67
77

4 0 .0
4 0 .0

1 5 8 .0 0
1 6 0 .5 0

4 0 .0

1 5 5 .5 0

DRAFTSMEN, CLASS C --------------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

94

1 0 0 .5 0

COMPUTER PROGRAMERS,
BUSINESS, CLASS B --------------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

1 0 5 .5 0

100

8 2 .5 0
8 9 .0 0

3 9 .0

1 1 2 .0 0

147
47

3 9 .0
4 0 .0

126.50
123.50
127.50
1 4 5 .5 0

KEYPUNCH OPERATORS, CLASS A ----MANUFACTURING ------------------------NONMANUFACTURING ------------------PUBLIC UTILITIES ---------------KEYPUNCH OPERATORS, CLASS B ----MANUFACTURING ------------------------NONMANUFACTURING -------------------

See footnote at end of tables




65

1 1 2 .5 0

339
92
247

4 0 .0
4 0 .0
4 0 .0

1 0 1 .0 0
1 0 6 .5 0

29

4 0 .0

1 2 7 .5 0

372
80

4 0 .0
4 0 .0

9 0 .0 0
9 6 .0 0

292

4 0 .0

8 8 .0 0

9 9 .0 0

SWITCHBOARD OPERATORS, CLASS A ------

26

SWITCHBOARD OPERATORS, CLASS B -----NONMANUFACTURING --------------------------

11 3
92

4 0 .5
4 0 .5

80.5 0
7 6 .5 0

SWITCHBOARD OPERATOR-RECEPTION I ST SMANUFACTURING ------------------------------NONMANUFACTURING --------------------------

222
54
168

39.5
40 .0
39.5

92.0 0
91.50
92 .00

TRANSCRIBING-MACHINE OPERATORS,
GENERAL -------------------------------------NONMANUFACTURING -------------------

122
109

39.5
39.5

9 1 .0 0
90.00

O

4 0 .0
4 0 .0

32
266

40 .0
40 .0
4 0 .0
4 0 .0

o

169
153

67

9 2 .5 0
1 0 0 .5 0
8 6 .0 0

394
109
285
51

*

CLERKS, ORDER -----------------------------NONMANUFACTURING -------------------

$
4 0 .0
4 0 .0
3 9 .5

SECRETARIES, CLASS C -------------------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------PUBLIC UTILITIES ----------------------

8 5 .5 0

7 3 .5 0
7 3 .5 0

Weekly
earnings 1
(standard)

OFFICE OCCUPATIONS - CONTINUED
147
31
11 6
36

1 0 7 .0 0

9 4 .0 0
1 0 0 .0 0

Weekly
hour* 1
(standard)

o
o
*

CLERKS, ACCOUNTING, CLASS B ----MANUFACTURING -----------------------NONMANUFACTURING ------------------PUBLIC UTILITIES ----------------

Average
Number
of

Weekly
earnings 1
(standard)

8 0 .5 0

3 9 .5
3 9 .5

*
o
o

92
451
100

O

29
543

O

CLERKS, ACCOUNTING, CLASS A ----MANUFACTURING -----------------------NONMANUFACTURING ------------------PUBLIC UTILITIES ----------------

of

OFFICE OCCUPATIONS - CONTINUED

OFFICE OCCUPATIONS
BILLERS, MACHINE (BILLING
MACHINE) -------------------------------------

BOOKKEEPING-MACHINE OPERATORS,
CLASS A ---------------------------------------

Occupation and industry division

4 0 .0

1 9 5 .0 0

1 2 5 .5 0

56

4 0 .0

1 2 3 .5 0

38

4 0 .0

1 2 8 .0 0

12

T a b le A -4 .

M aintenance and pow erplant occup atio n s

( A v e r a g e s t r a ig h t - t i m e ho u rly earnings for s e le c t e d occupations studied on an a r e a b a s is by industry div is ion , Oklahoma C it y , Okla. , Jul y 1971)
Nu m ber of w o rk e rs re c e i v in g s t r a ig h t - t i m e hou rly earnings of—

Hourly earnings3

S ex , occupation, and industry division

$

Number
of

S

2.50 2.60
Mean 2

Median2

Middle range 2

S
t
t
2 . 70 2. 80 2 . 9 0

*

*

s
$
S
*
i
*
3.8 0 4 . 0 0 4 . 2 0 4 .4 0 4 . 6 0 4. 8 0

.0 0

5.20 5.40 5.60

.50 3 .6 0 3 .7 0 3.8 0 4 .0 0 4 . 2 0 4 . 4 0 4 . 6 0 4. 8 0 5. 00

.2 0

5 . 4 0 5 . 6 0 ov er

I

$

3 .0 0 3 . 1 0 3 .2 0

*

5.30 3 .4 0 3 . 5 0

$
$
3.6 0 3 . 7 0

t

*

*

and
under

and

2 . 6 0 2 . 7 0 2 . 80 2 . 9 0 3 .0 0 3 . 1 0

3.2 0 3 .3 0

1. 40

M
EN
CARPENTERS, MAINTENANCE ------------------NONMANUFACTURING--------------- ----------

50
*5

$
4.51
4 .61

$
4 .0 9
4.09

$
$
3 .9 3 - 5.45
3 .9 6 - 5.45

ELECTRICIANS, MAINTENANCE --------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

85
51
34

3.8 0
4 .11
3.3 4

3 .9 9
4. 08
2.98

3 .1 8 - 4.33
3 .6 9 - 4.38
2 .6 9 - 4.23

_

10

~

10

HELPERS, MAINTENANCE TRADES ------------

37

3 .7 5

3 .3 7

2 .8 8 - 4.93

-

-

MACHINISTS, MAINTENANCE -------------------

28

4.33

4.30

4 . 2 3 - 4.38

-

MECHANICS, AUTOMOTIVE
(MAINTENANCE) ----------------------------------MANUFACTURING---------------------------NONMANUFACTURING -------------------------PUBLIC UTILI TI ES ----------------------

398
58
340
301

4.32
3.56
4.44
4.52

4.62
3 .46
5.12
5.15

3 .2 2 3 .2 3 3 .2 23 .10 -

3
3

MECHANICS, MAINTENANCE --------------------MANUFACTURING -------------------------------

145
11 4

4.15
4.05

4.34
4.32

3 . 7 5 - 4.46
3 . 5 7 - 4.38

See footnotes at end of tables




5.23
3 .9 4
5.26
5.28

1

_

4
4

1

-

-

“

"

“

-

-

-

-

-

12

-

-

-

-

-

1

2

19

2

3

-

-

-

-

23
17

13

2
2

12
1

-

105
105

5
5
5

-

-

75
75
75

105

-

13
13

28

-

_

-

-

-

-

-

-

-

-

2

-

7

-

-

-

4

-

-

-

-

-

-

-

-

-

1

-

12

3

4

68
2
66

3
3

12
6
6

6
6

8
8

-

4
4
4

_

_

_

_

-

58

-

~

-

-

-

1
1

3
3

13
13

9
9

4
4

4
4

-

-

-

-

-

i
i

-

-

12
12

20
20

7
7
”

12

19
19
19

*

4

-

-

6

“

5

~

_

5
5

“

2
2

3
3
“

2

1
“

“

2

2

11
10

19
14
5

2

11
11

10
10

3

_

10

2
2
2

_

-

10

3

_

-

_

-

_

1

9

6

2
11

-

-

3

17
17
17

5
5

7
4

1
1

57
51

-

1

16
4

6

-

-

-

~

-

*

13
T a b le A - 5 .

C u s to d ia l a n d m a te ria l m o v e m e n t o c c u p a tio n s

(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, UKiahoma City, Okla.

N u m b er o f w o r k e r s r e c e iv in g s tr a ig h t-tim e h o u rly ea rn in gs o f—

Hourly earnings ^

$
S
S
~i----- 1 ----- *
*
*
t
S
t
1
$
$
t
*
$
$
S
*
$
1.60 1.70 1.80 1.90 2.00 2 .10 2.20 2.30 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60
Mean 2

Median2

Middle range 2

O
0
0

Sex, occupation, and industry division

Number
of
woricers

July 1971)

t
»
5.00 5.2

and
un der

O
o
*

1.70 1.80 1.90 2.00 2.10 2.20 2.30 2.40i 2.60 2.80 3.00 3.20 3.40 3.60 3.80

4.2p 4.40 4.60 4.80 5.00 5.20 5.4

M
EN
GUARDS AND NATCHMEN ------------------------MANUFACTURING -------------------------------

322
e i

$
2 .0 9
2 .7 1

$
1 .8 7
2 .6 9

JANITORS, PORTERS, AND CLEANERS ---MANUFACTURING ------------------------------NONMANUFACTURING ------------------------PUBLIC UTILITIES ----------------------

980

1 .9 9

169
811

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

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

LABORERS, MATERIAL HANDLING ----------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

73
948
310
638

2 .5 2

$
1 .7 4 -

$
2 .2 7

1 .9 3 -

3 .2 5

1 .6 9 -

2 .0 7

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

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

40
“

100
16

33
2

15
8

31
-

12
~

17
4

15
3

12
1

7
7

*

15
15

12
12

7
7

*

-

-

6
6

-

-

-

280
2
278
~

194
5
189
~

128
2
126
4

80
29
51
5

72
18
54
2

16
7
9
2

27
5
22
11

26
11
15
5

36
5
31
30

40
25
15
6

11
5
6
1

6
3
3
3

6
6
-

41
40
1
1

9
6
3
3

-

8

-

_

-

-

_

-

8

-

-

-

-

-

6

4
4

28
28
“

27
15
12

39
14
25

6
4
2

31
26
5

101
27
74

71
68
3

381
48
333

92
2
90

17
4
13

17
17

2
2

29
29

-

-

-

_
-

-

-

45
9
36

67
27
40

12
12

25
3
22

27
1
26

10
4
6

21
21
-

64
64
“

43
27
16

66
2
64

35
35

_
-

262
22
240

-

_
-

_

_

_

-

-

-

-

5
3
2

23
21
2

8
4
4

_

19
19

32
18
14

30
30

44
38
6

39
19
20

-

-

-

13
3
10

-

12
12

7
3
4

13
13

8
8

6
6
-

-

14
3
11

6
6
-

6
6

5
4
1

7
2
5

1
1

13
1
12

-

-

2 .8 0

3 .0 2

2 .6 0 -

3 .1 0

24

2 .6 7
2 .8 6

2 .7 8
3 .0 5

2 .1 3 2 .6 7 -

3 .0 2
3 .1 3

24

73
45
28

6

16
16

8
8

15
3
12

ORDER FILLERS ---------------------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

716

3 .2 1

3 .4 1

2 .3 7 -

4 .0 3

183
533

2 .9 8
3 .2 9

3 .0 4

2 .7 7 2 .3 4 -

3 .2 9
4 .0 4

PACKERS, SHIPPING ----------------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

217
155

2 .8 4
2 .7 9

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

*
4

-

2 .7 3 -

_
“

-

2 .9 5

2 .8 9
2 .8 7
3 .0 9

2 .5 7 2 .5 5 -

62

3 .0 3

2 .3 4 2 .7 6 -

3 .7 1
3 .6 8

-

-

-

-

2 .3 2 -

3 .8 1

RECEIVING CLERKS ------------------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

98

3 .7 3

-

-

-

-

-

25

3 .0 3
3 .1 7

73

2 .9 8

3 .2 2
2 .4 9

SHIPPING CLERKS --------------------

34

3 .0 8

3 .2 5

2 .4 8 -

3 .4 7

-

-

-

-

-

-

2

-

8

-

4

1

5

9

4

-

1

-

-

-

-

-

TRUCKDRIVERS -----------------------------------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------PUBLIC UTILITIES ----------------------

1 ,4 6 2
293
1 ,1 6 9

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

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

8
3
5
4

3 .0 4 -

5 .1 2

10

19

-

20

27
17
10

89
8
81

13
11
2
2

21
4
17
14

228
181
47
20

64
8
56
12

73
73

94
94
12

-

-

5 .1 7

199
9
190
3

22
7
15

5 .1 0 -

17
10
7
1

3

19

59
19
40

407

10

42
9
33

73

3 .7 7
5 .1 4

20
8
12

20

3 .0 3 3 .0 4 -

8
2
6

407
407

3
3

2 .4 4
2 .4 9

2 .1 5 2 .1 2 -

3 .1 3
3 .1 4

10
10

—

6
6

4

12
12

7
1

11
8

10
10

6
2

36
35

3 .7 0
2 .4 9

2 .7 9 -

5 .1 4

_

19

8
8

35
3
32

48
16
32

17
17

13
11
2
2

14
1
13
13

73

12

_

_

_

315

3

81

163
8
155
3

10

-

7
2
5
1

19

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

16
8
8

81

2 .3 3 3 .0 1 4 .2 5 -

19
19

10

73
73

12
12

-

-

-

315
315

3
3

8

4

_

_

4
4

28
28

46
46

82
62

15
15

_

_

25

12

3
3

14
3
11

_

-

-

-

-

-

574

TRUCKDRIVERS, LIGHT (UNDER
1 - 1 / 2 TONS) ---------------------------------NONMANUFACTURING --------------------------

102
88

2 .5 3

TRUCKDRIVERS, MEDIUM ( 1 - 1 / 2 TO
AND INCLUDING A TONS) ----------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC UTILITIES ----------------------

882
68
814
468

3 .8 4

TRUCKDRIVERS, HEAVY (OVER 4 TONS,
TRAILER TYPE) ------------------------------NONMANUFACTURING -------------------------

279

4 .3 5

4 .2 6

3 .8 6 -

4 .4 2

4 .2 7

3 .8 8 -

-

-

-

5 .1 3

267

-

~

5 .1 3

TRUCKERS, POWER (FORKLIFT) ------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

2 .5 3

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

4 .1 3
5 .1 4

-

-

-

19

236

3 .1 5

3 .1 2

2 .7 0 -

3 .7 6

_

158

3 .0 2

2 .7 7

2 .4 3 -

3 .5 8

-

78

3 .4 3

3 .5 5

2 .8 7 -

1 .7 6

1 .8 2

1 .7 2

1 .7 1
1 .7 0

1 .6 5 -

198

1 .6 5 -

1 .7 9

_
-

-

_

4

-

_

-

3 .7 6

212

-

2
2
-

_

8
8

-

8
8

6
6

15
15

19
19

33
33

See footnotes at end o f tables




-

27

W EN
OM
JANITORS, PORTERS, AND CLEANERS ---NONMANUFACTURING --------------------------

27

98
98

57
57

29
29

1

5

4
4

10
10

8

8
8

22
22

-

25

-

12

-

_
-

36
36

-

92
92
-

14

B.

Establishm ent practices and supplementary w age provisions

T a b le B -1 .

M in im u m e n tra n c e s a la r ie s fo r w o m e n o f fic e w o rk e rs

(Distribution of establishments studied in a ll industries and in industry divisions by minimum entrance salary fo r selected categories
of inexperienced women officew ork ers, Oklahoma City, Okla., July 1971)
Inexperienced typists
Manufacturing
Minimum weekly straight-tim e sa la ry 4

Other inexperienced cle rica l workers

A ll
schedules

Manufacturing

Nonmanufacturing
A ll
industries

Based on standard weekly hours6 of—

A ll
industries

40

A ll
schedules

A ll
schedules

40

Nonmanufacturing

Based on standard weekly hours6 of—
40

A ll
schedules

40

Establishments studied_________________________________

133

39

XXX

94

XXX

133

39

XXX

94

XXX

Establishments having a specified minimum_______________

32

12

12

20

16

65

22

22

43

36

5
2
1
2
3
1

_
1
1
1
3
3
2

_
4
2
1
2
3
3
3
1
-

_
4
1
1
2
2
1
3
1
-

2
12

6
1
3
2

_
1
1
1
3
3
2

-

-

-

-

-

3
7
2
2
2
2

-

2
-

1
-

1
-

1
*

1
-

6

-

XXX

6

95

27

XXX

68

$ 60.00
$62.50
$ 65.00
$ 67.50
$70.00
$ 72.50
$75.00
$ 77.50
$80.00
$82.50
$ 85.00
$ 87.50
$ 90.00
$ 92.50
$ 95.00
$ 97.50

and
and
and
and
and
and
and
and
and
and
and
and
and
and
and
and

under
under
under
under
under
under
under
under
under
under
under
under
under
under
under
over

$ 62.50 __ __________________ ______
$65.00______ - _______________ ____
$ 67.50_______ ._________________________
$ 70.00______ _______________________
$72.50_________________________________
$ 75.00 _________________ ____ ____
$77.50_________________________________
$ 80.00_______ ___
__________ ____
$ 82.50__ __________________________
$ 85.00___ _
_ _____ ____________
$ 87.50 ___ _____
_____ _______
$ 90.00_________________________________
$ 92.50 ____ _________________________
$ 95.00
____
____ _ ____
_ .
$97.50________ _______________________
_____ ____
_______________ - — -

Establishments having no specified minimum

____________

Establishments which did not em ploy w orkers
in this c a te g o r y _____
__________________________________

See footnotes at end of tables.




4

_

2
10
3
6
3

_

2
1
2
1
3
1

2
1
2
1
3
1

4

4

1
1
2
2

1
1
2
2

-

-

-

-

-

-

-

4
2

2
-

2
-

2
2

2
2

XXX

31

7

XXX

24

XXX

XXX

37

10

XXX

27

XXX

4

6
5
5

7

4
4

2
3
1
1
_

10
1
6
2
4
2
2
3
1
1
_




15

T a b le

B -2 .

S h i f t d if fe r e n t i a ls

(La te-sh ift pay provisions fo r manufacturing plantworkers by type and amount of pay differential,
Oklahoma City, Okla., July 1971)
^ A U _ ^ la n tw o r k e ^ _ in ^ ia n u fa c tu r in g _ = ^ 0 0 _ £ e r c e n tj_ ^ _ ^ ^ _ _ _ _ _ i_ ^ _ _ _ _ ^ _ ^ _ ^ _ _ _ _ _ _ > _ _ _ _ _ ^ _ ^ _ _ _ _ _ ^ _ _
_

Percen t o f manufacturing plantworkers—
In establishments having provisions 7
for late shifts

T,ate-shift pay provision

Actually working on late shifts

Second shift

Total_______________________

_____

—

-----

Third or other
shift

Second shift

Third or other
shift

83.3

63.1

22.6

2.9

2.5

2.5

0.6

0.2

_______

80.8

60.6

22.0

2.7

Uniform cents (per hou r)---------------------

39.3

24.1

7.8

1.4

5 cents—_______________________________
7 cents____________________ ___________
10 cents________________________________
IE cents ___________ — ___
___
14 cents__ ____________ ___________ 15 cents _________________ ___ ____
18% cents ____________________________
18%* cents—____________________________
25 cents-----------------------------------------

6.2
19.8
1.1
5.7
1.9
2.7
1.9
-

1.8
1.7
2.8
1.1
5.7
6.4
2.7
1.9

.6
4.3
1.3
1.3
.3
-

.8
.3
.1
.2
-

No pay differential fo r work on late shift____
Pay differential fo r work on late shift
Type and amount of differential:

-

____________ _______

38.4

34.3

13.9

1.1

7 percent__________ ____ — - - — 10 percent--------------------------------------

2.7
35.7

34.3

1.0

12.9

1.1

Other form al pay differentia]----------------

3.1

2.2

.2

.2

Uniform percentage

See footn ote at end o f ta b les.

16

T a b le

B -3 .

S c h e d u le d

w e e k ly h o u rs and d a y s

(P ercen t distribution of plant- and officew orkers in a ll industries and in industry divisions by scheduled weekly hours and days
of firs t-s h ift w orkers, Oklahoma C ity, Okla. , July 1971)
O ffice workers

Plantworkers
Weekly hours
A ll industries

A ll w orkers_________________________________
Under 37 V2 hours----------------------------------------5 da ys________________________________________
5 V2 days------------------------------------------------37 l hours— 5 d a y s______________________________
/z
O ver 37 V2 and under 40 hours--- 5 days-----------40 hou rs______ __ ___ __________ ___ _____________
4 d a y s________________________________________
4 V2 days________ _______ ________ _____________
5 d a y s_________________________________ _____
O ver 40 and under 44 hours _____ ____ - —
5 d a y s________________________________________
5 V2 days- __________________ ___________ ___
7 d a y s---------------------------------------------------44 hou rs_____ ____________________ _______ ________
5 d a y s________________________________________
5 V2 days------------------------------------------------6 da ys______________________________________ _—
45 hou rs_______________________________ ________
5 d a y s_______________________________ -________
5 V2 days-------------------------------------- --------48 hou rs_____________________________ ________
5 V2 days_______________________________________
6 d a y s_______________________ _______________
O ver 48 hours___________________________________
5 V days_______________________________________
2

S ee fo otn otes at end o f tables




100
5
5
1
3
73
1
72
2
1
(’ )
5
1
1
3
4

2
2
4
1
4
3
2
2

Manufacturing

Public utilities

A ll industries

100

100

100

3
84
2
82
3
3
3
3
-

96
96
-

1
1
7
2
89
(9)
89
(’ )
(!)
(9)
-

4
4

4

1

4
-

-

-

-

2
2
2
2

>
-

1

-

(9)
(9)
-

Manufacturing

Public utilities

100

100

100
1
99
-

97
97
3
3
-

-

-

17

T a b le

B -4 .

P a id

holid ay s

(P e rcen t distribution of plant- and officew orkers in a ll industries and in industry divisions by number of paid holidays provided annually, Oklahoma City, Okla,, July 1971)
Plantworkers

O fficew orkers

Item
A ll industries

A ll w orkers_________________________________
Workers in establishments providing
paid holidays_______— _____________ ___________
Workers in establishments providing
no paid holidays ______ ____ _______ _______

Manufacturing

Public utilities

A ll industries

Manufacturing

Public utilities

100

100

100

100

100

100

86

100

100

99

100

100

14

-

2
3
1
32
1
1
14

-

2
3
27
3
“
14

11
4
18

14
18
(’ )

15
36
1

45
22
*

( 9)
18
32
32
46
48
79
81
84
84
86

1
37
52
52
65
68
95
98
100
100
100

22
68
68
89
89
100
100
100
100
100

( 9)

-

Number of days
1 holiday_________________
_______ ___________
2 holidays_______________________________________
3 holidays_____________ _____ ____ ____ ______
5 holidays
_________________
______ _____
6 holidays ___ — __ ____
...
— ____ __
6 holidays plus 1 half day________________ _____
6 holidays plus 2 half days— ___ ________ —
7 holidays_______ ________ ____ __ ________
7 holidays plus 1 half day_______________________
7 holidays plus 4 half days_____________________
8 holidays
___ _________ ___ ____ 9 holidays__ ______________________ - _______
10 holidays- - ---- - - ___

-

1
( 9)
1
1
34
1
( 9)
15
2
( 9)
24
20
2

23
37
3

“
11
“
3
22
45
19
"

3
40
63
63
71
73
98
99
100
100
100

19
64
64
89
89
100
100
100
100
100

-

1
1
24
2
8

Total holiday time 1
0
10 days ~
___ ____
— --- --------------9 days or m o r e _________ —
_______________
8 days or m o r e _________ _________ —
____
7Yi days or m o r e _______________________________
7 days or m o r e _________________________________
6Vz days or m o r e _______________________________
6 days or m o r e _________________________________
5 days or m o r e ------------------------------------------3 days or m o r e ... -------------------------------------2 days or m o r e ------------------------------------------1 day or m ore

See footnotes at end of tables.




-

2
21
46
47
63
64
97
98
98
98
99

-

18

T a b le

B -5 .

P aid

v a ca tio n s

(P e r c e n t d istrib u tio n o f p la n t- and o ffic e w o r k e r s in a ll in d u stries and in in du stry d iv is io n s by va ca tio n pa y p r o v is io n s , O klahom a C ity , O kla. , July 1971)

Plantworkers
Vacation policy

A ll workers

A ll industries

Manufacturing

O fficew orkers
Public utilities

A ll industries

Manufacturing

Public utilities

100

100

100

100

100

100

99
98
2

100
96
4

100
100
-

99
99
-

100
100
-

100
100
-

1

-

-

(9)

-

*

13
10
1

32
(9)
1

_
50
5

1
19
6

_

_

4
3

51
8

2
73
(9)
23
-

4
85
10
-

_
25
3
72
-

_
27
(9)
71
(’ )

_

_

40
59
-

15
1
84
-

30
3
66
(9)

34
3
63
"

8
89
3
“

4
1
94
(9)
1

6
3
92
"

3
96
1

10
3
86
(9)
-

7
7
86
-

_
97
3
-

1
1
97
(9)
1

3
3
95
-

99
1
-

10
1
88
(9)
-

7
3
91
-

97
3
-

1
1
97
(9)
1

3
3
95
-

_
99
1
-

5
88
1
6

2
93
5

_
82
3
15

(9)
83
(9)
16

(9)
78
22

89
1
10

Method of payment
Workers in establishments providing
paid vacations__________________________________
Len gth-of-tim e payment - __________________
Percen tage payment___________ _____________
W orkers in establishments providing
no paid vacations________ ____________________
Amount o f vacation pay 1
1
A fter 6 months o f service
Under 1 week____________________________________
1 wepk
O ver 1 and under 2 w eek s ----------------------- _
A fter 1 year of service
Under 1 week____________________________________
1 week_______________________________ __________
O ver 1 and under 2 w eek s______________________
2 w eek s__________________________________________
O ver 2 and under 3 w eek s______________________
A fter 2 years of service
1 week------------ ----------------------------------------O ver 1 and under 2 w eek s___ _________________
2 w eek s_____ __________________ - --------------O ver 2 and under 3 w eek s______________________
3 w eek s-----------------------------------------------------A fte r 3 years of service
1 week___________________________________________
Over 1 and under 2 w eek s______________________
2 w eek s-----------------------------------------------------O ver 2 and under 3 w eek s______________________
3 w eek s__________________________________________

_

A fte r 4 years of service
1 week-------------------------- ,---------------------------O ver 1 and under 2 w eek s______________________
2 w eek s------------------- -------------------------------O ver 2 and under 3 w eek s______________________
3 w eek s________ ________________________ — —
A fter 5 years o f service
] week
? w^^ks
.
Over 2 and under 3 w eek s______________________
3 w eek s____________________ _____ — ---------

See footnotes at end of tables.




19

T a b le

B -5 .

P aid

v a c a t i o n s ----- C o n t i n u e d

(P ercen t distribution of plant- and office-workers in a ll industries and in industry divisions by vacation pay provisions, Oklahoma C ity, Okla. , July 1971)
Plantworkers
Vacation policy

A ll industries

Manufactur ing

O fficeworkers
Public utilities

A ll industries

Manufacturing

Public utilities

Amount of vacation pav 1— Continued
1
A fter 10 years of service
1 week__________
____________________________
2 w eek s_________________________________________
Over 2 and under 3 w eek s______________________
3 w eek s__________ _______________________
Over 3 and under 4 weeks „
______ __________
4 weeks _ _________ ___ ______________ _______

5
42
(’ >
52
n
i

2
34
65
-

.
7
90
3
-

(9)
31
6
51
(9)
12

(9)
28
61
11

.
4
_
95
1
-

5
39
(9)
55
(9)
1

2
27
71
-

_
7
90
3
-

(9)
23
10
54
(9)
12

(9)
25
63
11

_
4
95
1
-

5
34
(9)
51
9
(9)

2
20
68
10
-

69
28
3

(9)
16
(9)
63
21
(9)

(9)
21
55
24
-

5
33
(9)
23
35
(9)
3

2
20
28
44
6

22
71
3
5

(9)
15
(9)
33
39
(9)
12

(9)
21
22
41
15

5
33
(9)
20
20
(9)
21

2
20
26
13
39

8
52
3
37

(9)
15
(’ )
25
37
(9)
22

(9)
21
22
22
34

A fter 12 years o f service
1 week
2 w eek s__-__________ _________________________
Over 2 and under 3 w eek s______________________
3 w eek s_________________________________________
Over 3 and under 4 w eek s______________________
4 w eek s_________________________________________
A fter 15 years o f service
1 week___________________________________________
2 w eek s_____________ _______ ________________
O ver 2 and under 3 w eek s---------------------------3 weeks
4 w eek s___________ ___ ______________ _______
O ver 4 and under 5 w eek s_______ _____
_ —

_

_
1
70
28
1

A fter 20 years of service
1 Week___________________________________________
2 w eek s__________________________________________
Over 2 and under 3 w eek s______________________
3 weeks _____ ________ ______ ,_______ _______ ____„
4 w eek s__________________________________________
Over 4 and under 5 w eek s______________________
5 w eek s-----------------------------------------------------

_

-

_
1
26
65
1
7

Maximum vacation available *
1 week
2 w eek s_____ __ ______ ___ ____ _____
Over 2 and under 3 w eek s______________________
3 w& s
*k
4 w eek s_______ _______ ___________________ —
O ver 4 and under 5 w eek s______________________
5 w eek s__________________________________________

* Estim ates of provisions fo r 25 and 30 years of service are identical.
See footnotes at end of tables,




_

_
1
7
51
1
40

20

T a b le

B -6 .

H e a lt h ,

in s u r a n c e , a n d

pen sion

plan s

(P ercen t of plant- and officew ork ers in a ll industries and in industry divisions employed in establishments providing
health, insurance, or pension benefits, Oklahoma City, Okla., July 1971)
Plantworkers
Type of benefit and
financing 1
2

A ll industries

Manufacturing

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

100

100

W orkers in establishments providing at
lea st 1 of the benefits shown b elow ___________

A ll w orkers_________

_____

—

O fficew orkers
Public utilities

A ll industries

Manufacturing

Public utilities

100

100

100

100

89

95

100

99

100

100

L ife insurance ______________________________
Noncontributory plans____________________
Accidental death and dismemberment
insurance___________________________________
Noncontributory plans------------------------Sickness and accident insurance or
sick leave or both 1 ________________________
3

81
47

95
66

100
81

96
42

99
56

100
81

69
37

86
57

96
82

79
33

72
42

97
89

71

86

92

81

86

90

Sickness and accident insurance-----------Noncontributory plans
— - ----------Sick leave (fu ll pay and no
--------waiting period) ------------ _ _
Sick leave (partial pay or
waiting period) __ - _

32
14

41
25

37
19

43
10

45
19

26
11

28

24

27

50

46

37

28

39

43

14

23

32

L on g-term disability insurance_____________
Noncontributory plans____________________
Hospitalization insurance____________________
Noncontributory plans------------------------Surgical insurance_____ ___
Noncontributory plans — . — - —
M edical insurance____ ____ — - ----------Noncontributory plans-------------M ajor m edical insurance____________________
Noncontributory plans . __
- ------- Dental insurance_____________ - — —
Noncontributory plans------------------------Retirem ent pension---------------------------------Noncontributory plans. — — — —

29
20
83
42
82
42
78
41
77
40
4
2
63
46

48
37
94
64
94
64
.92
63
91
62
1
1
77
70

51
42
100
82
100
82
100
82
100
82
14
11
92
67

31
16
94
36
94
36
89
35
83
35
11
9
87
59

35
26
87
55
89
55
85
52
86
53
3
3
86
72

49
40
100
78
100
78
100
78
100
78
8
7
95
72

See fnntnntec af end of tables.




21

F o o tn o te s
A l l o f these standard footnotes m ay not apply to this bulletin.

1
Standard hours r e fle c t the w o rk w eek fo r which em p lo yees r e c e iv e th e ir re g u la r s tra ig h t-tim e s a la r ie s (e x c lu s iv e o f pay fo r o v e rtim e
at re g u la r and/or prem iu m ra te s ), and the earnings co rresp o n d to these w e e k ly hours.
2
The m ean is com puted fo r each job by totalin g the earn in gs o f a ll w o r k e r s and divid in g by the num ber o f w o rk e rs .
The m edian
design ates p osition — h alf o f the em p lo yees su rveyed r e c e iv e m o re than the rate shown; h alf r e c e iv e le s s than the rate shown.
The m iddle
range is defin ed by 2 rates o f pay; a fourth o f the w o rk e rs earn le s s than the lo w e r o f these ra tes and a fourth earn m o re than the h igher rate.
3
E xclu d es p rem iu m pay fo r o v e rtim e and fo r w o rk on w eekends, h olid a ys, and late shifts.
4
T h ese s a la rie s re la te to fo r m a lly estab lish ed m inim um startin g (h irin g ) re g u la r s tra ig h t-tim e s a la rie s that are paid fo r standard
w ork w eek s.
5 E xclu d es w o rk e rs in s u b c le ric a l jobs such as m e s s e n g e r.
6
Data a re p resen ted fo r a ll standard w ork w eek s com bined, and fo r the m ost com m on standard w o rk w eek s rep orted .
7 Includes a ll p la n tw ork ers in establish m en ts c u rre n tly operatin g late sh ifts, and establish m en ts w hose fo r m a l p ro v is io n s c o v e r late
sh ifts, even though the establish m en ts w e re not cu rre n tly operatin g late shifts.
8
L e s s than 0.05 p ercen t.
9
L e s s than 0.5 p ercen t.
10
A l l com binations of fu ll and h alf days that add to the sam e amount a re com bined; fo r exam p le, the p ro p o rtio n o f w o rk e rs r e c e iv in g a
to ta l o f 9 days includes those w ith 9 fu ll days and no h alf days,
8 fu ll days and 2 h alf days, 7 fu ll days and 4 h alf days, and so on. P ro p o rtio n s
then w e re cumulated.
11
Includes paym ents other than "le n g th o f t im e , " such as p ercen ta ge o f annual earn in gs o r fla t-s u m paym ents, con verted to an equivalent
tim e b a s is ; fo r exam p le, a paym ent o f 2 p ercen t of
annual earnings w as co n sid ered as 1 w e e k 's pay. P e r io d s o f s e r v ic e w e re chosen a r b itr a r ily
and do not n e c e s s a r ily r e fle c t the individual p ro v is io n s fo r p ro g re s s io n . F o r exam p le, the changes in p ro p o rtio n s indicated at 10 y e a rs ' s e rv ic e
include changes in p ro v is io n s o c c u rrin g betw een 5 and 10 y e a rs . E s tim a te s a re cum ulative. Thus, the p ro p o rtio n e lig ib le fo r 3 w eek s' pay or
m o r e a fte r 10 y e a rs includes those e lig ib le fo r 3
w ee k s ' pay o r m o re a fte r fe w e r y e a rs o f s e r v ic e .
12
E stim a tes lis te d a fte r type o f b en efit a re fo r a ll plans fo r which at le a s t a p a rt o f the cost is borne b y the em p lo y e r. "N on con trib u tory
p la n s" include only those plans financed e n tir e ly by the e m p lo y er. E xclu ded are le g a lly re q u ire d plans, such as w o rk m en 's com pensation, so cia l
se c u rity , and ra ilro a d re tire m e n t.
13
Unduplicated to ta l of w o rk e rs re c e iv in g sick le a v e o r sickness and acciden t insurance shown s e p a ra te ly below . Sick le a v e plans a re
lim ite d to those which d e fin ite ly estab lish at le a s t the m inim um num ber o f days' pay that can be exp ected by each em ployee.. In form a l sick
le a v e allow an ces d eterm in ed on an individu al b a sis a re excluded.







■

-

-

A p p e n d ix . O c c u p a tio n a l D e s c rip tio n s
The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate
occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and
from area to area. This perm its the grouping of occupational wage rates representing comparable job content. Because of this emphasis on
interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may d iffer significantly from those in use in
individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed
to exclude working supervisors; apprentices; learn ers; beginners; trainees; and handicapped, part-tim e, tem porary, and probationary workers.

O F F IC E
CLERK, ACCOUNTING— Continued

B IL L E R , MACHINE
Prepares statements, bills, and invoices on a machine other than an ordinary or electrom atic typew riter. May also keep records as to billings or shipping charges or perform other
clerica l work incidental to billing operations. F or wage study purposes, b ille rs, machine, are
classified by type of machine, as follows:
B ille r, machine (billing m achine). Uses a special billing machine (combination typing
and adding machine) to prepare bills and invoices from custom ers' purchase orders, in ter­
nally prepared orders, shipping memorandums, etc. Usually involves application of p re ­
determined discounts and shipping charges and entry o f necessary extensions, which.may or
may not be computed on the billing machine, and totals which are automatically accumulated
by machine. The operation usually involves a large number of carbon copies of the b ill being
prepared and is often done on a fanfold machine.
B iller, machine (bookkeeping machine). Uses a bookkeeping machine (with or without
a typew riter keyboard) to prepare custom ers' bills as part of the accounts receivable opera­
tion. Generally involves the simultaneous entry o f figures on custom ers' ledger record. The
machine automatically accumulates figures on a number of vertical columns and computes
and usually prints automatically the debit or credit balances. Does not involve a knowl­
edge of bookkeeping. Works from uniform and standard types of sales and credit slips.
BOOKKEEPING-MACHINE OPERATOR
O p e r a te s a b o o k k e e p in g m a c h in e (w ith o r w ith o u t a t y p e w r i t e r k e y b o a rd ) to k e e p a r e c o r d
o f b u s in e s s t r a n s a c t i o n s .

Class A. Keeps a set of records requiring a knowledge of and experience in basic
bookkeeping principles, and fam iliarity with the structure of the particular accounting .system
used. Determines proper records and distribution o f debit and credit item s to be used in each
phase of the work. May prepare consolidated reports, balance sheets, and other records
by hand.
Class B. Keeps a record of one or m ore phases or sections of a set of records usually
requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable,
payroll, custom ers' accounts (not including a simple type of billing described under b ille r,
machine), cost distribution, expense distribution, inventory control, etc. May check or assist
in preparation of tria l balances and prepare control sheets fo r the accounting department.
C LERK, ACCOUNTING
P e rform s one or m ore accounting cle rica l tasks such as posting to registers and ledgers;
reconciling bank accounts; verifying the internal consistency, completeness, and mathematical
accuracy of accounting documents; assigning prescribed accounting distribution codes; examining
and verifyin g fo r cle rica l accuracy various types of reports, lists, calculations, posting, etc.;
or preparing simple or assisting in preparing m ore complicated journal vouchers. May work
in either a manual or automated accounting system.
The work requires a knowledge o f cle rica l methods and office practices and procedures
which relates to the cle rica l processing and recording of transactions and accounting information.
With experience, the worker typically becomes fam iliar with the bookkeeping and accounting tbrms
and procedures used in the assigned work, but is not required to have a knowledge of the form al
principles of bookkeeping and accounting.




Positions are classified into levels on the basis of the following definitions.
Class A . Under general supervision, perform s accounting cle rica l operations which
require the application of experience and judgment, for example, cle rica lly processing com­
plicated or nonrepetitive accounting transactions, selecting among a substantial variety of
prescribed accounting codes and classifications, or tracing transactions through previous
accounting actions to determine source of discrepancies. May be assisted by one or m ore
class B accounting clerks.
Class B . Under close supervision, following detailed instructions and standardized pro­
cedures, perform s one or m ore routine accounting cle rica l operations, such as posting to
ledgers, cards, or worksheets where identification of items and locations of postings are
clearly indicated; checking accuracy and completeness o f standardized and repetitive records
or accounting documents; and coding documents using a few prescribed accounting codes.
CLERK, F IL E
F iles , cla ssifies, and retrieves m aterial in an established filing system. May perform
cle rica l and manual tasks required to maintain file s. Positions are classified into levels on the
basis of the following definitions.
Class A . C lassifies and indexes file m aterial such as correspondence, reports, tech­
nical documents, etc., in an established filin g system containing a number of varied subject
m atter file s. May also file this m aterial. May keep records of various types in conjunction
with the file s. May lead a small group of low er lev el file clerks.
Class B . Sorts, codes, and file s
ings or partly classified m aterial by
cro s s-referen ce aids. As requested,
wards m aterial. May perform related

Class C . P erform s routine filing of m aterial that has already been classified or which
is easily classified in a simple serial classification system (e.g., alphabetical, chronological,
or num erical). As requested, locates readily available m aterial in files and forwards m a­
terial; and m ay fill out withdrawal charge. May perform simple clerica l and manual tasks
required to maintain and service file s.
C LER K, ORDER
R eceives custom ers' orders fo r m aterial or merchandise by m ail, phone, or personally.
Duties involve any combination of the follow in g: Quoting prices to customers; making out an order
sheet listing the items to make up the order; checking prices and quantities of items on order
sheet; and distributing order sheets to respective departments to be filled. May check with credit
department to determine credit rating o^ customer, acknowledge receipt of orders from customers,
follow up orders to see that they have been filled , keep file of orders received, and check shipping
invoices with original orders.
CLERK, P A Y R O L L
Computes wages of company employees and enters the necessary data on the payroll
sheets. Duties involve: Calculating w orkers' earnings based on time or production records; and
posting calculated data on payroll sheet, showing information such as w orker's name, working
days, tim e, rate, deductions fo r insurance, and total wages due. May make out paychecks and
assist paymaster in making up and distributing pay envelopes. May use a calculating machine.

NOTE: The Bureau has discontinued collecting data for oilers and plumbers.

23

unclassified m aterial by simple (subject m atter) head­
finer subheadings. Prepares simple related index and
locates clearly identified m aterial in file s and fo r ­
cle rica l tasks required to maintain and service files.

24
C O M PTOM ETER OPERATOR

SECRETARY— Continued

P rim a ry duty is to operate a Comptometer to perform mathematical computations. This
job is not to be confused with that o f statistical or other type of clerk, which may involve fr e ­
quent use of a Comptometer but, in which, use of this machine is incidental to perform ance of
other duties.

N O TE : The term "corporate o ffice r, " used in the lev el definitions following, refers to
those officia ls who have a significant corporate-w ide policymaking role with regard to m ajor
company activities. The title "v ic e presiden t," though norm ally indicative of this role, does not
in all cases identify such positions. Vice presidents whose p rim ary responsibility is to act p e r­
sonally on individual cases or transactions (e.g., approve or deny individual loan or credit actions;
administer individual trust accounts; d irectly supervise a cle rica l staff) are not considered to be
"corporate o ffic e r s " for purposes o f applying the following level definitions.

KE YPU NC H OPERATO R
Operates a keypunch machine to record or v e rify alphabetic and/or numeric data on
tabulating cards or on tape.
Positions are classified into levels on the basis of the following definitions.

1. Secretary to the chairman of the board or president of a company that employs, in
all, over 100 but few er than 5,000 persons; or

Class A . Work requires the application o f experience and judgment in selecting proce­
dures to be followed and in searching fo r, interpreting, selecting, or coding item s to be
keypunched from a va riety of source documents. On occasion m ay also perform some routine
keypunch work. May train inexperienced keypunch operators.
Class B . Work is routine and repetitive. Under close supervision o r following specific
procedures or instructions, works from various standardized source documents which have
been coded, and follows specified procedures which have been prescribed in detail and require
little or no selecting, coding, or interpreting of data to be recorded. R efers to supervisor
problem s arising from erroneous item s or codes or m issing information.

2. Secretary to a corporate o ffice r (other than the chairman of the board or president)
of a company that employs, in all, over 5, 000 but few er than 25, 000 persons; or
3. Secretary to the head, im m ediately below the corporate o ffice r level, of a m ajor
segment or subsidiary of a company that employs, in all, over 25, 000 persons.
Class B
1. Secretary to the chairman o f the board or president of a company that employs, in
all, few er than 100 persons; or
2. Secretary to a corporate office r (other than the chairman of the board or president)
of a company that employs, in all, over 100 but few er than 5,000 persons; or

MESSENGER (O ffice Boy or G irl)
P erform s various routine duties such as running errands, operating m inor office m a­
chines such as sealers or m a ile rs, opening and distributing m ail, and other m inor clerica l work.
Exclude positions that require operation o f a m otor vehicle as a significant duty.
SECRETARY
Assigned as personal secretary, norm ally to one individual. Maintains a close and highly
responsive relationship to the day-to-day work of the supervisor. Works fa ir ly independently r e ­
ceiving a minimum of detailed supervision and guidance. P e rform s varied cle rica l and secretarial
duties, usually including m ost of the follow in g:
a. Receives telephone ca lls, personal ca llers, and incoming m ail, answers routine in­
quiries, and routes technical inquiries to the proper persons;
b.

Establishes, maintains, and revises the su pervisor's file s;

c.

Maintains the su pervisor's calendar and makes appointments as instructed;

d.

Relays m essages from supervisor to subordinates;

e. Reviews correspondence, memorandums, and reports prepared by others fo r the
su pervisor's signature to assure procedural and typographic accuracy;
f.

Class A

3. Secretary to the head, im m ediately below the o ffice r le v e l, over either a m ajor
corporate-w ide functional activity (e.g., marketing, research, operations, industrial r e la ­
tions, etc.) m- a m ajor geographic or organizational segment (e.g ., a regional headquarters;
a m ajor division) o f a company that employs, in all, over 5,000 but few er than 25,000
em ployees; or
4. Secretary to the head o f an individual plant, factory, etc. (or other equivalent le v e l
of officia l) that employs, in all, over 5,000 persons; or
5. Secretary to the head of a la rge and important organizational segment (e.g., a middle
management supervisor of an organizational segment often involving as many as several
hundred persons) or a company that em ploys, in all, over 25,000 persons.
Class C
1. Secretary to an executive or m anagerial person whose responsibility is not equivalent
to one o f the specific level situations in the definition for class B, but whose organizational
unit norm ally numbers at least several dozen employees and is usually divided into organiza­
tional segments which are often, in turn, further subdivided. In some companies, this level
includes a wide range of organizational echelons; in others, only one or two; or
2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level
of officia l) that employs, in all, few er than 5,000 persons.
Class D

P erform s stenographic and typing work.

May also perform other cle rica l and secretarial tasks of comparable nature and difficulty.
The work typically requires knowledge of office routine and understanding o f the organization,
program s, and procedures related to the work of the supervisor.
• Exclusions
Not all positions that are titled "s e c re ta ry " possess the above characteristics.
of positions which are excluded from the definition are as follows:
a.

Positions which do not m eet the "personal"

b.

1. Secretary to the supervisor or head of a small organizational unit (e.g., few er than
about 25 or 30 persons); m2. Secretary to a nonsupervisory staff specialist, professional employee, adm inistra­
tive o ffic e r, or assistant, skilled technician or expert. (NOTE: Many companies assign
stenographers, rather than secretaries as described above, to this level of supervisory or
nonsupervisory w orker.)

Examples

secretary concept described above;

Stenographers not fully trained in secreta ria l type duties;

c. Stenographers serving as office assistants to a group o f professional, technical, or
m anagerial persons;
d. Secretary positions in which the duties are either substantially m ore routine or sub­
stantially m ore complex and responsible than those ch aracterized in the definition;

STENOGRAPHER
P rim a ry duty is to take dictation using shorthand, and to transcribe the dictation. May
also type from written copy. May operate from a stenographic pool. May occasionally transcribe
from voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-M achine
O perator, General).
N O TE : This job is distinguished from that of a secretary in that a secretary norm ally
works in a confidential relationship with only one m anager or executive and perform s m ore
responsible and discretionary tasks as described in the secreta ry job definition.
Stenographer, General

e. Assistant type positions which involve m ore difficult or m ore responsible tech­
nical, adm inistrative, supervisory, or specialized cle rica l duties which are not typical of
se creta ria l work.




Dictation involves a normal routine vocabulary. May maintain file s, keep simple records,
or perform other rela tiv ely routine cle rica l tasks.

25
TAB U LA TIN G -M A C H IN E O PERATO R (E le ctric Accounting Machine Operator)— Continued

STENOGRAPHER— Continued

Positions are classified into levels on the basis of the following definitions.

Stenographer, Senior
Dictation involves a varied technical or specialized vocabulary such as in legal briefs
or reports on scientific research. May also set up and maintain file s, keep records, etc.
OR
P e rform s stenographic duties requiring significantly greater independence and respon­
sib ility than stenographer, general, as evidenced by the following: Work requires a high
degree of stenographic speed and accuracy; a thorough working knowledge of general business
and o ffice procedure; and of the specific business operations, organization, policies, p roce­
dures, file s , workflow, etc. Uses this knowledge in perform ing stenographic duties and
responsible c le rica l tasks such as maintaining followup file s; assembling m aterial fo r reports,
memorandums, and letters; composing simple letters from general instructions; reading and
routing incoming m ail; and answering routine questions^ etc.
SWITCHBOARD OPERATOR
Class A . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. P erform s full telephone information service or handles
complex calls, such as conference, co llect, overseas, or sim ilar calls, either in addition to
doing routine work as described fo r switchboard operator, class B, or as a fu ll-tim e
assignment. (" 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 fo r ca lls.)
Class B . Operates a single- or m ultiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. May handle routine long distance calls and record tolls.
May perform lim ited telephone information service. ("L im ite d " telephone information service
occurs i f the functions of the establishment serviced are readily understandable fo r 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.)
These classifications do not include switchboard operators in telephone companies who
assist customers in placing calls.
SWITCHBOARD OPE RATO R -RE CE PTIO N IST
In addition to perform ing duties of operator on a single-position or m onitor-type switch­
board, acts as receptionist and may also type or perform routine cle rica l work as part of regular
duties. This typing or cle rica l work may take the m ajor part of this w orker's tim e while at
switchboard.
TA B U LATIN G -M AC H IN E OPERATOR (E lectric Accounting Machine Operator)
Operates one or a variety of machines such as the tabulator, calculator, collator, in ter­
p reter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors.
A lso excluded are operators of electronic digital computers, even though they may also operate
EAM equipment.

Class A . P erform s complete reporting and tabulating assignments including devising
difficult control panel w iring under general supervision.- Assignments typically involve a
variety o f long and complex reports which often are irregu la r or nonrecurring, requiring
some planning of the nature and sequencing of operations, and the use of a variety of m a­
chines. Is typically involved in training new operators in machine operations or training
low er lev el operators in waring from diagram s and in the operating sequences o f long and
complex reports. Does not include positions in which waring responsibility is lim ited to
selection and insertion of prew ired boards.
Class B. P erform s work according to established procedures and under specific in­
structions. Assignments typically involve complete but routine and recurring reports or parts
of la rg e r and m ore complex reports. Operates m ore difficult tabulating or electrica l ac­
counting machines such as the tabulator and calculator, in addition to the sim pler machines
used by class C operators. May be required to do some w iring from diagrams. May train
new em ployees in basic machine operations.
Class C. Under specific instructions, operates simple tabulating or electrical accounting
machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments
typically involve portions of a work unit, fo r example, individual sorting or collating runs,
or repetitive operations. May perform simple waring from diagram s, and do some filin g work.
TRANSCRIBING-MACHINE O PERATOR, G ENERAL
P rim a ry duty is to transcribe dictation involving a normal routine vocabulary from
transcribing-m achine records. May also type from written copy and do simple cle rica l work.
Workers transcribing dictation involving a varied technical or specialized vocabulary such as
legal briefs or reports on scientific research are not included. A worker who takes dictation
in shorthand or by Stenotype or sim ilar machine is classified as a stenographer.
T Y P IS T
Uses a typew riter to make copies of various m aterials or to make out bills after calcula­
tions have been made by another person. May include typing of stencils, mats, or sim ilar m ate­
rials fo r use in duplicating processes. May do c le rica l work involving little special training, such
as keeping simple records, filin g records and reports, or sorting and distributing incoming m ail.
Class A . P erform s one or m ore of the following: Typing m aterial in final form when
it involves combining m aterial from several sources; or responsibility fo r correct spelling,
syllabication, punctuation, etc., of technical or unusual words or foreign language m ate­
rial; or planning layout and typing of complicated statistical tables to maintain uniformity
and balance in spacing. May type routine form letters, varying details to suit circumstances.
Class B . P erform s one or m ore of the followdng: Copy typing from rough or clear
drafts; or routine typing of form s, insurance policies, etc.; or setting up simple standard
tabulations; or copying m ore complex tables already set up and spaced properly.

P R O F E S S IO N A L A N D T E C H N IC A L
COMPUTER OPERATOR
Monitors and operates the control console of a digital computer to process data according
to operating instructions, usually prepared by a program er. Work includes m ost of the followdng:
Studies instructions to determine equipment setup and operations; loads equipment wdth required
items (tape reels, cards, etc.); swatches necessary auxiliary equipment into circuit, and starts
and operates computer; makes adjustments to computer to co rrect operating problem s and m eet
special conditions; review s erro rs made during operation and determines cause or refers problem
to supervisor or program er; and maintains operating records. May test and assist in correcting
program.
F or wage study purposes, computer operators are classified as follows:
Class A . Operates independently, or under only general direction, a computer running
program s wdth most of the following characteristics: New program s are frequently tested
and introduced; scheduling requirements are of critica l importance to m inim ize (Jowmtime;
the program s are of complex design so that identification of e rro r source often requires a
working knowledge of the total program , and alternate program s may not be available. May
give direction and guidance to low er lev el operators.
Class B . Operates independently, or under only general direction, a computer running
program s with most of the following characteristics: Most of the program s are established
production runs, typically run on a regu larly recurring basis; there is little or no testing




COMPUTER OPERATOR— Continued
of new program s required; alternate program s are provided in case original program needs
m ajor change or cannot be corrected udthin a reasonable tim e. In common erro r situa­
tions, diagnoses cause and takes co rrective action. This usually involves applying previously
program ed co rre ctive steps, or using standard correction techniques.
OR
Operates under direct supervision a computer running program s or segments of programs
wdth the characteristics described fo r class A. May assist a higher level operator by inde­
pendently perform ing less difficult tasks assigned, and perform ing difficult tasks following
detailed instructions and wdth frequent review of operations perform ed.
Class C . Works on routine program s under close supervision. Is expected to develop
working knowledge o f the computer equipment used and ability to detect problems involved in
running routine program s. Usually has received some form al training in computer operation.
May assist higher lev el operator on complex program s.
COMPUTER PROGRAMER, BUSINESS
Converts statements o f business problem s, typically prepared by a systems analyst, into
a sequence of detailed instructions which are required to solve the problems by automatic data
processing equipment. Working from charts or diagram s, the program er develops the precise in­
structions which, when entered into the computer system in coded language, cause the manipulation

26
COM PUTER PROGRAM ER, BUSINESS— Continued
of data to achieve desired results. Work involves most of the follow ing: Applies knowledge of
computer capabilities, mathematics, logic employed by computers, and particular subject matter
involved to analyze charts and diagrams of the problem to be programed; develops sequence
of program steps; w rites detailed flow charts to show order in which data w ill be processed;
converts these charts to coded instructions fo r machine to follow; tests and corrects program s;
prepares instructions fo r operating personnel during production run; analyzes, review s, and alters
program s to increase operating efficiency or adapt to new requirements; maintains records of
program development and revisions. (NOTE: Workers perform ing both systems analysis and p ro ­
graming should be cla ssified as systems analysts i f this is the skill used to determine their pay.)
Does not include em ployees p rim a rily responsible fo r the management or supervision of
other electronic data processing em ployees, or program ers p rim a rily concerned with scientific
and/or engineering problem s.
F or wage study purposes, program ers are classified as follows:
Class A . Works independently or under only general direction on complex problems which
require competence in all phases of program ing concepts and practices. Working from dia­
gram s and charts which identify the nature of desired results, m ajor processing steps to be
accomplished, and the relationships between various steps of the problem solving routine;
plans the full range o f programing actions needed to efficiently utilize the computer system
in achieving desired end products.
At this lev el, programing is difficult because computer equipment must be organized to
produce several interrelated but diverse products from numerous and diverse data elements.
A wide variety and extensive number of internal processing actions must occur. This requires
such actions as development of common operations which can be reused, establishment of
linkage points between operations, adjustments to data when program requirements exceed
computer storage capacity, and substantial manipulation and resequencing of data elements
to form a highly integrated program .
May provide functional direction to low er level program ers who are assigned to assist.
Class B . Works independently or under only general direction on rela tively simple
program s, or on simple segments o f complex program s. Program s (or segments) usually
process information to produce data in two or three varied sequences or form ats. Reports
and listings are produced by refining, adapting, arraying, or making m inor additions to or
deletions from input data which are rea d ily available. While numerous records may be
processed, the data have been refined in p rior actions so that the accuracy and sequencing
of data can be tested by using a few routine checks. Typically, the program deals with
routine record-keeping type operations.
OR
Works on complex program s (as described fo r class A ) under close direction of a higher
level program er or supervisor. May assist higher level program er by independently p e r­
form ing less difficult tasks assigned, and perform ing m ore difficult tasks under fa irly close
direction.
May guide or instruct low er le v e l program ers.
Class C . Makes practical applications of programing practices and concepts usually
learned in form al training courses. Assignments are designed to develop competence in the
application of standard procedures to routine problem s. R eceives close supervision on new
aspects o f assignments; and work is review ed to v e r ify its accuracy and conformance with
required procedures.
C O M PUTER SYSTEMS A N A L Y S T , BUSINESS
Analyzes business problem s to formulate procedures fo r solving them by use of electronic
data processing equipment. Develops a complete description of all specifications needed to enable
program ers to prepare required digital computer program s. Work involves m ost of the follow ing:
Analyzes subject-m atter operations to be automated and identifies conditions and criteria required
to achieve satisfactory results; specifies number and types of records, file s , and documents to
be used; outlines actions to be perform ed by personnel and computers in sufficient detail for
presentation to management and for programing (typically this involves preparation of work and
data flow charts); coordinates the development of test problems and participates in tria l runs of
new and revised systems; and recommends equipment changes to obtain m ore effective overall
operations. (NOTE: W orkers perform ing both systems analysis and programing should be clas­
sified as systems analysts if this is the skill used to determine their pay.)
Does not include em ployees p rim a rily responsible fo r the management or supervision
of other electronic data processing em ployees, or systems analysts p rim a rily concerned with
scientific or engineering problem s.
F or wage study purposes,

systems analysts are classified as follows:

Class A . Works independently or under only general direction on complex problems in­
volving all phases of systems analysis. Problem s are complex because of diverse sources of
input data and m ultiple-use requirements of output data. (F o r example, develops an integrated
production scheduling, inventory control, cost analysis, and sales analysis record in which




COMPUTER SYSTEMS A N A L Y S T , BUSINESS— Continued
every item of each type is automatically processed through the full system of records and
appropriate followup actions are initiated by the computer.) Confers with persons concerned to
determine the data processing problems and advises subject-m atter personnel on the im plica­
tions of new or revised systems of data processing operations. Makes recommendations, if
needed, fo r approval of m ajor systems installations or changes and fo r obtaining equipment.
May provide functional direction to low er lev el systems analysts who are assigned to
as sist.
Class B . Works independently or under only general direction on problems that are
rela tively uncomplicated to analyze, plan, program , and operate. Problem s are of lim ited
complexity because sources of input data are homogeneous and the output data are closely
related. (F o r example, develops systems for maintaining depositor accounts in a bank,
maintaining accounts receivable in a retail establishment, or maintaining inventory accounts
in a manufacturing or wholesale establishment.) Confers with persons concerned to determine
the data processing problems and advises subject-m atter personnel on the implications of the
data processing systems to be applied.
OR
Works on a segment of a complex data processing scheme or system, as described for
class A . Works independently on routine assignments and receives instruction and guidance
on complex assignments. Work is review ed fo r accuracy of judgment, compliance with in ­
structions, and to insure proper alinement with the o verall system.
Class C. Works under immediate supervision, carrying out analyses as assigned, usually
of a single activity. Assignments are designed to develop and expand practical experience
in the application of procedures and skills required for systems analysis work. F or example,
m ay assist a higher le v e l systems analyst by preparing the detailed specifications required
by program ers from information developed by the higher le v e l analyst.
DRAFTSM AN
Class A . Plans the graphic presentation of complex items having distinctive design
features that d iffe r significantly from established drafting precedents. Works in close sup­
port with the design originator, and may recommend m inor design changes. Analyzes the
effect of each change on the details of form , function, and positional relationships of com ­
ponents and parts. Works with a minimum o f supervisory assistance. Completed work is
review ed by design originator fo r consistency with p rio r engineering determinations. May
either prepare drawings, or direct their preparation by low er lev el draftsmen.
Class B. P e rform s nonroutine and complex drafting assignments that require the appli­
cation of m ost of the standardized drawing techniques regu larly used. Duties typically in­
volve such work as: Prepares working drawings of subassemblies with irreg u la r shapes,
multiple functions, and precise positional relationships between components; prepares a rch i­
tectural drawings fo r construction of a building including detail drawings of foundations, wall
sections, flo or plans, and roof. Uses accepted formulas and manuals in making necessary
computations to determine quantities o f m aterials to be used, load capacities, strengths,
stresses, etc.
R eceives initial instructions, requirements, and advice from supervisor.
Completed work is checked for technical adequacy.
Class C. P repares detail drawings of single units or parts fo r engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isom etric projections
(depicting three dimensions in accurate scale) and sectional views to cla rify positioning of
components and convey needed information. Consolidates details from a number o f sources
and adjusts or transposes scale as required. Suggested methods of approach, applicable
precedents, and advice on source m aterials are given with initial assignments. Instructions
are less complete when assignments recur. Work may be spot-checked during progress.
D R A FTSM AN -TRACE R
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 lim ited to plans p rim a rily
consisting of straight lines and a large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized item s. Work is closely supervised,
during progress.
ELEC TRO N IC TECHNICIAN
Works on various types of electronic equipment or systems by perform ing one or m ore
of the following operations: Modifying, installing, repairing, and overhauling. These operations
require the perform ance of m ost or all of the following tasks: Assem bling, testing, adjusting,
calibrating, tuning, and alining.
Work is nonrepetitive and requires a knowledge o f the theory and practice of electronics
pertaining to the use o f general and specialized electronic test equipment; trouble analysis; and
the operation, relationship, and alinement of electronic system s, subsystems, and circuits having,
a variety of component parts.

27
ELEC TRO N IC TECHNICIAN— Continued

NURSE, IND USTRIAL (R egistered )

E lectronic equipment or systems worked on typically include one or m ore of the follow ing:
Ground, vehicle, or airborne radio communications system s, relay systems, navigation aids;
airborne or ground radar systems; radio and television transmitting or recording systems; e le c ­
tronic computers; m iss ile and spacecraft guidance and control systems; industrial and m edical
measuring, indicating and controlling devices; etc.

A registered nurse who gives nursing service under general m edical direction to i l l or
injured employees or other persons who become i l l or suffer an accident on the prem ises of a
factory or other establishment. Duties involve a combination of the following; Giving firs t aid
to the i l l or injured; attending to subsequent dressing of em ployees' injuries; keeping records
of patients treated; preparing accident reports fo r compensation or other purposes; assisting in
physical examinations and health evaluations of applicants and employees; and planning and c a rry ­
ing out program s involving health education, accident prevention, evaluation of plant environment,
or other activities affecting the health, w elfa re, and safety of a ll personnel. Nursing supervisors
or head nurses in establishments employing m ore than one nurse are excluded.

(Exclude production assem blers and testers, craftsm en, draftsmen, designers, engineers,
and repairm en of such standard electronic equipment as office machines, radio and television
receivin g sets.)

M A IN T E N A N C E A N D P O W E R P L A N T
C AR PE N TER , MAINTENANCE

MACHINIST, M AINTENANCE

P erform s the carpentry duties necessary to construct and maintain in good repair build­
ing woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors,
stairs, casings, and trim made of wood in an establishment. Work involves most of the following:
Planning and laying out of work from blueprints, drawings, m odels, or verbal instructions; using a
variety of carpenter's handtools, portable power tools, and standard measuring instruments; mak­
ing standard shop computations relating to dimensions of work; and selecting m aterials necessary
for the work. In general, the work of the maintenance carpenter requires rounded training and
experience usually acquired through a form al apprenticeship or equivalent training and experience.

Produces replacement parts and new parts in making repairs of m etal parts of mechanical
equipment operated in an establishment. Work involves most of the following: Interpreting written
instructions and specifications; planning and laying out of work; using a variety of machinist's
handtools and precision measuring instruments; setting up and operating standard machine tools;
shaping of m etal parts to close tolerances; making standard shop computations relating to dimen­
sions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of
the common metals; selecting standard m aterials, parts, and equipment required for his work;
and fitting and assembling parts into mechanical equipment. In general, the m achinist's work
norm ally requires a rounded training in machine-shop practice usually acquired through a form al
apprenticeship or equivalent training'and experience.

ELE C TRIC IAN , MAINTENANCE
P erform s a variety of electrica l trade functions such as the installation, maintenance, or
repair of equipment for the generation, distribution, or utilization of electric energy in an estab­
lishment. Work involves most of the follow ing: Installing or repairing any of a variety of ele c­
tric a l equipment such as generators, transform ers, switchboards, controllers, circuit breakers,
m otors, heating units, conduit systems, or other transmission equipment; working from blue­
prints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrica l
system or equipment; working standard computations relating to load requirements of w iring or
electrica l equipment; and using a variety of electrician 's handtools and measuring and testing
instruments. In general, the work of the maintenance electrician requires rounded training and
experience usually acquired through a form al apprenticeship or equivalent training and experience.
ENGINEER, STATIONARY
Operates and maintains and may also supervise the operation of stationary engines and
equipment (mechanical or ele ctrica l) to supply the establishment in which employed with power,
heat, refrigeration, or air-conditioning. Work involves: Operating and maintaining equipment
such as steam engines, air com pressors, generators, m otors, turbines, ventilating and r e fr ig ­
erating equipment, steam boilers and b o iler-fe d water pumps; making equipment repairs; and
keeping a record of operation of machinery, tem perature, and fuel consumption. May also su­
pervise these operations. Head or chief engineers in establishments employing m ore than one
engineer are excluded.
FIREM AN , STATIO N A RY BOILER
F ires stationary boilers to furnish the establishment in which employed with heat, power,
or steam. Feeds fuels to fir e by hand or operates a mechanical stoker, gas, or oil burner; and
checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment.
H ELPE R , M AIN TEN AN CE TRADES
A ssists one or m ore w orkers in the skilled maintenance trades, by perform ing specific
or general duties of les se r skill, such as keeping a w orker supplied with m aterials and tools;
cleaning working area, machine, and equipment; assisting journeyman by holding m aterials or
tools; and perform ing other unskilled tasks as directed by journeyman. The kind of work the
helper is permitted to perform varies from trade to trade: In some trades the helper is confined
to supplying, lifting, and holding m aterials and tools, and cleaning working areas; and in others
he is permitted to perform specialized machine operations, or parts of a trade that are also
perform ed by w orkers on a fu ll-tim e basis.
M A CHINE-TOOL OPERATOR, TOOLROOM
Specializes in the operation of one or m ore types of machine tools, such as jig b orers,
cylindrical or surface grinders, engine lathes, or m illing machines, in the construction of
machine-shop tools, gages, jig s , fixtures, or dies. Work involves most of the follow ing; Planning
and perform ing difficult machining operations; processing items requiring complicated setups or
a high degree of accuracy; using a variety of precision measuring instruments; selecting feeds,
speeds, tooling, and operation sequence; and making necessary adjustments during operation
to achieve requisite tolerances or dimensions. May be required to recognize when tools need
dressing, to dress tools, and to select proper coolants and cutting and lubricating oils. F or
cross-industry wage study purposes, machine-tool operators, toolroom , in tool and die jobbing
shops are excluded from this classification.




MECHANIC, AUTO M O TIVE (Maintenance)
Repairs automobiles, buses, m otortrucks, and tractors of an establishment. Work in­
volves most of the follow ing: Examining automotive equipment to diagnose source of trouble; dis­
assembling equipment and perform ing repairs that involve the use of such handtools as wrenches,
gages, d rills , or specialized equipment in disassembling or fitting parts; replacing broken or
defective parts from stock; grinding and adjusting valves; reassembling and installing the various
assem blies in the vehicle and making necessary adjustments; and alining wheels, adjusting brakes
and lights, or tightening body bolts. In general, the work of the automotive mechanic requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience.
This classification does not include mechanics who repair custom ers' vehicles in auto­
m obile rep air shops.
MECHANIC, M AIN TEN AN CE
Repairs m achinery or mechanical equipment of an establishment. Work involves most
of the follow ing: Examining machines and mechanical equipment to diagnose source of trouble;
dismantling or partly dismantling machines and perform ing repairs that mainly involve the use
of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained
from stock; ordering the production of a replacement part by a machine shop or sending of the
machine to a machine shop for m ajor repairs; preparing written specifications for m ajor repairs
or fo r the production of parts ordered from machine shop; reassem bling machines; and making
all necessary adjustments fo r operation. In general, the work of a maintenance mechanic requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience. Excluded from this classification are w orkers whose prim ary duties
involve setting up or adjusting machines.
M ILLW RIG H T
Installs new machines or heavy equipment, and dismantles and installs machines or heavy
equipment when changes in the plant layout are required. Work involves m ost of the following:
Planning and laying out of the work; interpreting blueprints or other specifications; using a variety
of handtools and rigging; making standard shop computations relating to stresses, strength of
m aterials, and centers of gravity; alining and balancing of equipment; selecting standard tools,
equipment, and parts to be used; and installing and maintaining in good order power transmission
equipment such as drives and speed reducers. In general, the m illw righ t's work norm ally requires
a rounded training and experience in the trade acquired through a form al apprenticeship or
equivalent training and experience.
P A IN TE R , M AIN TEN AN CE
Paints and redecorates w alls, woodwork, and fixtures of an establishment. Work involves
the follow ing: Knowledge of surface peculiarities and types of paint required for different applica­
tions; preparing surface fo r painting by rem oving old finish or by placing putty or fille r in nail

28
PA IN T E R , M AIN TEN A N C E— Continued

S H E E T -M E T A L WORKER, M AINTENANCE— Continued

holes and interstices; and applying paint with spray gun or brush. May m ix colors, oils, white
lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the
maintenance painter requires rounded training and experience usually acquired through a form al
apprenticeship or equivalent training and experience.

up and operating all available types o f sheet-m etal working machines; using a va riety of handtools
in cutting, bending, form ing, shaping, fitting, and assembling; and installing sheet-m etal articles
as required. In general, the work o f the maintenance sheet-m etal w orker requires rounded
training and experience usually acquired through a form al apprenticeship or equivalent training
and experience.

P IP E F IT T E R , M AIN TEN A N C E
Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an
establishment. Work involves most of the following: Laying out of work and measuring to locate
position of pipe from drawings or other w ritten specifications; cutting various sizes of pipe to
co rre ct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading
pipe with stocks and dies; bending pipe by hand-driven or pow er-driven machines; assembling
pipe with couplings and fastening pipe to hangers; making standard shop computations relating to
pressu res, flow , and size of pipe required; and making standard tests to determine whether fin­
ished pipes m eet specifications. In general, the work of the maintenance pipefitter requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience. W orkers p rim a rily engaged in installing and repairing building sanitation
or heating systems are excluded.
SH E E T -M E T A L WORKER, M AIN TEN AN CE
Fabricates, installs, and maintains in good repair the sheet-m etal equipment and fixtures
(such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, m etal
roofing) of an establishment. Work involves m ost of the follow in g: Planning and laying out all
types o f sheet-m etal maintenance work from blueprints, m odels, or other specifications; setting

TO O L AND DIE MAKER
(Die maker; jig m aker; tool m aker; fixture m aker; gage m aker)
Constructs and repairs machine-shop tools, gages, jig s,’ fixtures or dies for forgings,
punching, and other m etal-form ing work. Work involves most of the following; Planning and
laying out of work from models, blueprints, drawings, or other oral and written specifications;
using a va riety of tool and die m aker's handtools and precision measuring instruments; under­
standing of the working properties of common metals and alloys; setting up and operating of
machine tools and related equipment; making necessary shop computations relating to dimensions
of work, speeds, feeds, and tooling of machines; heat-treating of m etal parts during fabrication
as w ell as of finished tools and dies to achieve required qualities; working to close tolerances;
fitting and assembling o f parts to prescribed tolerances and allowances; and selecting appropriate
m aterials, tools, and processes. In general, the tool and die m ak er's work requires a rounded
training in machine-shop and toolroom practice usually acquired through a form al apprenticeship
or equivalent training and experience.
F or cross-industry wage study purposes, tool and die m akers in tool and die jobbing
shops are excluded from this classification.

C U S T O D IA L A N D M A T E R IA L M O V E M E N T
GUARD AND WATCHMAN

PAC KE R, SHIPPING— Continued

Guard. P e rform s routine police duties, either at fixed post or on tour, maintaining order,
using arms or fo rc e where necessary. Includes gatemen who are stationed at gate and check
on identity of em ployees and other persons entering.

and size of container; inserting enclosures in container; using ex celsior or other m aterial to
prevent breakage or damage; closing and sealing container; and applying labels or entering
identifying data on container. Packers who also make wooden boxes or crates are excluded.

Watchman. Makes rounds of prem ises periodically in protecting property against fire ,
theft, and illeg a l entry.

SH IPPING AND RECEIVING CLERK

JANITOR, PO R TE R, OR CLEAN ER
(Sweeper; charwoman; janitress)
Cleans and keeps in an ord erly condition factory working areas and washrooms, or
prem ises of an office , apartment house, or com m ercial or other establishment. Duties involve
a combination of the follow in g; Sweeping, mopping or scrubbing, and polishing floors; rem oving
chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing m etal fix ­
tures or trim m ings; providing supplies and m inor maintenance services; and cleaning lavatories,
showers, and restroom s. Workers who specialize in window washing are excluded.

P repares m erchandise fo r shipment, or receives and is responsible fo r incoming ship­
ments of m erchandise or other m aterials. Shipping work involves: A knowledge o f shipping p ro­
cedures, practices, routes, available means of transportation, and rates; and preparing records
of the goods shipped, making up bills of lading, posting weight and shipping charges, and keeping
a file of shipping records. May direct or assist in preparing the m erchandise for shipment.
Receiving work in volves: V erifyin g or directing others in verifyin g the correctness of shipments
against bills of lading, invoices, or other records; checking fo r shortages and rejecting dam­
aged goods; routing merchandise or m aterials to proper departments; and maintaining necessary
records and file s .
F or wage study purposes, w orkers are classified as follows:
Receiving clerk
Shipping clerk
Shipping and receivin g clerk

LABORER, M A T E R IA L HANDLING
(Loader and unloader; handler and stacker;
warehouseman or warehouse helper)

shelver; trucker;

stockman or stock helper;

TRUCKDRIVER

A w orker employed in a warehouse, manufacturing plant, store, or other estaDiisn.nent
whose duties involve one or m ore of the follow ing: Loading and unloading various m aterials and
m erchandise on or from freigh t cars, trucks, or other transporting devices; unpacking, shelving,
or placing m aterials or m erchandise in proper storage location; and transporting m aterials or
merchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are
excluded.

D rives a truck within a city o r industrial area to transport m aterials, merchandise,
equipment, or men between various types of establishments such as: Manufacturing plants, freight
depots, warehouses, wholesale and retail establishments, or between retail establishments and
custom ers' houses or places of business. May also load or unload truck with or without helpers,
make m inor mechanical rep airs, and keep truck in good working order. D river-salesm en and
over-th e-road d rivers are excluded.

ORDER F IL L E R

follows:

(O rder picker; stock selector; warehouse stockman)
F ills shipping or transfer orders fo r finished goods from stored merchandise in a ccord­
ance with specifications on sales slips, custom ers' orders, or other instructions. May, in addition
to fillin g ord ers and indicating item s fille d or omitted, keep records of outgoing orders, requi­
sition additional stock or report short supplies to supervisor, and perform other related duties.

F or wage study purposes, tru ckdrivers are classified by size and type of equipment, as
(T r a c to r -tr a ile r should be rated on the basis of tra ile r capacity.)
Tru ckdriver
Tru ckdriver,
Tru ckdriver,
Tru ckdriver,
Tru ckdriver,

(combination of sizes listed separately)
light (under IV 2 tons)
medium (l'/z to and including 4 tons)
heavy (over 4 tons, tra ile r type)
heavy (over 4 tons, other than tra ile r type)

TRUCKER, POWER
PAC KE R, SHIPPING
Prep a res finished products for shipment or storage by placing them in shipping con­
tainers, the specific operations perform ed being dependent upon the type, size, and number
o f units to be packed, the type of container employed, and method o f shipment. Work requires
the placing o f item s in shipping containers and may involve one or m ore of the follow in g:
Knowledge o f various item s of stock in order to v e r ify content; selection of appropriate type




Operates a manually controlled gasoline- or electric-pow ered truck or tractor to transport
goods and m aterials of all kinds about a warehouse, manufacturing plant, or other establishment.
F or wage study purposes, workers are classified by type o f truck, as follows:
Trucker, power (fo rk lift)
Tru cker, power (other than fo rk lift)

A v a i l a b le O n R e q u e s t ----The follow ing areas are surveyed p e rio d ic a lly fo r use in adm inistering the S ervice Contract A c t of 1965.
available at no cost while supplies last from any of the BLS regional o ffic e s shown on the inside front cover.

Alaska
Albany, Ga.
Alpena, Standish, and Tawas C ity, Mich.
A m a rillo , Tex.
A sh eville, N.C.
Atlantic City, N.J.
Augusta, G a —
S.C.
Austin, Tex.
B ak ersfield , C alif.
Baton Rouge, La.
B iloxi, Gulfport, and Pascagoula, M iss.
B ridgeport, Norwalk, and Stam ford, Conn.
Charleston, S.C.
C la rk s v ille , Tenn., and Hopkinsville, Ky.
Colorado Springs, Colo.
Columbia, S.C.
Columbus, G a —
Ala.
Crane, Ind.
Dothan, Ala.
Duluth—
Superior, Minn.—W is.
Durham, N.C.
E l Paso, Tex.
Eugene, O reg.
F argo— oorhead, N. Dak.—
M
Minn.
F a y etteville, N.C.
F itch b u rg-L eo m in ster, M ass.
F o rt Smith, A rk.—
Okla.
F re d e ric k —
Hagerstown, M d - P a - W . Va.
Great F a lls, Mont.
Greensboro—
Winston Salem—
High Point, N.C.
H arrisbu rg, Pa.
Huntsville, Ala.
K n oxville, Tenn.

Copies o f public releases are

Lared o, Tex.
Las V egas, Nev.
Lexington, Ky.
Low er Eastern Shore, Md.—
Va.
Macon, Ga.
M arquette, Escanaba, Sault Ste. M a rie , Mich.
M eridian, M iss.
M iddlesex, Monmouth, Ocean and Som erset
Cos., N.J.
M obile, A la ., and Pensacola, Fla.
M ontgom ery, A la.
N ash ville, Tenn.
New London-G roton-N orw ich, Conn.
Northeastern Maine
Ogden, Utah
Orlando, Fla.
Oxnard-Ventura, C alif.
Panama City, Fla.
Pine Bluff, A rk .
Portsm outh, N.H.—
Maine—
Mas *
Pueblo, Colo.
Reno, Nev.
Sacramento, C alif.
Santa Barbara, C alif.
Shreveport, La.
Springfield—
Chicopee—
Holyoke, Mass —Conn.
Stockton, C alif.
Tacom a, Wash.
Topeka, Kans.
Tucson, A r iz .
V a lle jo —
Napa, C alif.
Wichita F a lls , Tex.
Wilmington, D e l—
N.J.—
Md.

The eleventh annual rep ort on salaries fo r accountants, auditors, chief accountants, attorneys, job analysts, d irecto rs o f personnel,
buyers, chem ists, engineers, engineering technicians, draftsm en, and c le r ic a l em ployees. O rder as BLS Bulletin 1693, National
Survey o f P ro fession a l, A dm in istrative, Technical, and C le ric a l Pay, June 1970, $1.00 a copy, from the Superintendent o f Documents,
U.S. Government Prin tin g O ffice, Washington, D .C., 20402, or any o f its regional sales o ffices.







■

•

' •
•
.

. ••

A r e a W a g e S u rv ey s
the r e c e e V ^ the
th T " T id ”

T *

“ on t c o v e r “ m “ t 3 '

**“

A rea
Akron, Ohio, July 1970____________________
Albany—
Schenectady—T ro y , N .Y ., M ar. 1971*"_____
Albuquerque, N. M e x ., M ar. 1971_______________
Allentown-Bethlehem —Easton, Pa.—
N.J., M ay 1971
Atlanta, G a ., M ay 1971__________________________
B altim ore, M d ., Aug. 1970 1___________________
Beaum ont-Port A rth u r-O ran ge, T ex., M ay 1971 1
Binghamton, N .Y ., July 1971 1___________________
Birm ingham , A la ., M ar. 1971 1___________________
Boise City, Idaho, Nov. 1970 1 _____________ "
Boston, M ass., Aug. 1970 1 ___________
Buffalo, N .Y ., Oct. 1970 1
_________
Burlington, V t., M ar. 1971 1______________________
Canton, Ohio, M ay 1971______________________
Charleston, W. Va., M ar. 1971__________
~
Charlotte, N .C ., Jan. 1971_________________ ~
Chattanooga, Tenn.-G a., Sept. 1970 1____________ ~
Chicago, 111., June 1970___________________________
Cincinnati, Ohicr-Ky.—Ind., Feb. 1971 1
____________
Cleveland, Ohio, Sept. 1970 1________________________
Columbus, Ohio, Oct. 1970 1
______________________
Dallas, T ex ., Oct. 1970 1 _______________________
D avenport-Rock Island-M oline, Iowa—
111.,
Feb. 1971_____________________________________
Dayton, Ohio, D ec..1970 1
____________________________
Denver, Colo., Dec. 1970____________________________
Des M oines, Iowa, M ay 1971____________________
D etroit, M ich., Feb. 1971 1______________
F o rt Worth, T ex ., Oct. 1970 1____________________~ ”
Green Bay, W is ., July 1971__________________________
G reen ville, S.C., May 1971 1________________________
Houston, T ex ., Apr. 1971 1_______________________ ~__"
Indianapolis, Ind., Oct. 1970 1
_______________________
Jackson, M iss., Jan. 1971 1
_________________
Jacksonville, F la ., Dec. 1970 1
____________________
Kansas City, Mo.—
Kans., Sept. 1970 1______________ I
Law rence— averh ill, M a ss.-N .H ., June 1971______ I
H
L ittle Rock-N orth L ittle Rock, A rk ., July 1971_____
Los Angeles—Long Beach and Anaheim—
Santa AnarGarden G rove, C a lif., M ar. 1971 1
_________________
L ou isville, K y .—Ind., Nov. 1970______________________
Lubbock, T ex ., M ar. 1971___________________ ______ _
M anchester, N.H ., July 1971_______________ _____
Memphis, T erm — rk ., Nov. 1970_____________________
A
M iam i, F la ., Nov. 1970 1
___________ ________________
Midland and Odessa, T ex., Jan. 1971________________I
Milwaukee, W is., May 1971_______________________
M inneapolis-St. Paul, Minn., Jan. 1971_____I________ |
l

■«

Bulletin number
and price
1660-88,
1685-54,
1685-58,
1685-75,
1685-69,
1685-18,
1685-68,
1725-6,
1685-63,
1685-21,
1685-1 1,
1685-43,
1685-59,
1685-71,
1685-57,
1685-48,
1685-10,
1660-90,
1685-53,
1685-28,
1685-33,
1685-22,

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




30 cents
35 cents
30 cents
30 cents
40 cents
50 cents
35 cents
35 cents
40 cents
35 cents
50 cents
50 cents
35 cents
30 cents
30 cents
30 cents
35 cents
60 cents
45 cents
50 cents
40 cents
50 cents

1685-51, 30 cents
1685-45, 40 cents
1685-41, 35 cents
1685-70, 30 cents
1685-77, 50 cents
1685-25, 35 cents
1725-3,
30 cents
1685-78, 35 cents
1685-67, 50 cents
1685-31, 40 cents
1685-39, 35 cents
1685-37, 35 cents
1685-16, 45 cents
1685-83, 30 cents
1725-4,
30 cents
1685-66,
1685-27,
1685-60,
1725-2,
1685-30,
1685-29,
1685-40,
1685-76,
1685-44,

“

W ash ington ,

50 cents
30 cents
30 cents
30 cents
30 cents
40 cents
30 cents
35 cents
40 cents

D .C .,

2040Z,

,

c o v e te d

at

on , „ m any’ o f the B L S S t f E S

A rea
M u s k e g o n - M u s k e g o n H e i g h t s , M i c h . , June 1971
N e w a r k and J e r s e y C i t y , N . J . , Jan. 1971_________
N e w H a v e n , C o n n ., Jan. 1971___________________
N e w O r l e a n s , L a . , Jan. 1 9 7 1 * _____________ "
N e w Y o r k , N . Y . , A p r . 1 9 7 0 1________________
N o r f o l k — o r t s m o u t h and N e w p o r t N e w s —
P
H a m p t o n , V a . , Jan. 1971 1 _______________________
O k l a h o m a C i t y , O k l a . , J u l y 1971 1_____________ ""
O m a h a , N e b r . - I o w a , Sept. 1970 1 ___________
P a t e r s o n - C l i f t o n - P a s s a i c , N . J . , June 1971.” . "
P h i l a d e l p h i a , P a . —N . J . , N o v . 1970__________________
P h o e n i x , A r i z . , Jun e 1971___________________
............................
P i t t s b u r g h , P a . , Jari. 1971 1.....
P o r t l a n d , M a i n e , N o v . 1970_________________
P o r t l a n d , O r e g . —W a s h . , M a y 1971__________________
P r o v i d e n c e —P a w t u c k e t ^ W a r w i c k , R . I . —M a s s
M a y 1971 1 _________________________
R a l e i g h , N . C . , A u g . 1971........ ........................
R i c h m o n d , V a . , M a r . 1 9 7 1 __________________ ____
R o c h e s t e r , N . Y . (o ff ic e occup ations on ly),
J u l y 1971 1 __________________________________ __________
R o c k f o r d , 111., M a y 1971______________ —
-St. L o u i s , M o .—111., M a r . 1971 1_____________________
S a lt L a k e C i t y , U tah , N o v . 1970 1__________________ I
S an A n t o n i o , T e x . , M a y 1971 1______________ ~
San B e r n a r d i n o - R i v e r s i d e - O n t a r i o , C a l i f
D e c . 1970 1______________________________________________
San D i e g o , C a l i f . , N o v . 1970___________________ ~
_
San F r a n c i s c o — a k l a n d , C a l i f . , O c t . 1970_________
O
San J o s e , C a l i f . , A u g . 1970___________________~
S av an n ah , G a . , M a y 1 9 7 1 ____________________
S c r a n t o n , P a . , J u l y 1971____________________
S e a t t l e —E v e r e t t , W a s h . , Jan. 197 1 1
S i o u x F a l l s , S. D a k . , D e c . 1970 1
________
South B e n d , In d ., M a r . 1971_________________
S p o k a n e , W a s h . , June 1970 1 ___________
S y r a c u s e , N . Y . , J u l y 1 9 7 0 ____________ ________________
T am p ar- S t. P e t e r s b u r g , F l a . , N o v . 1970_________
T o l e d o , O h i o —M i c h . , A p r . 1971 1 _______________
T r e n t o n , N . J . , S ep t. 1970 1 _________________~~~~
U t i c a —R o m e , N . Y . , J u l y 1 9 7 0 ____________________
W a s h i n g t o n , D . C . - M d . - V a . , A p r . 1971___
~
W a t e r b u r y , C o n n ., M a r . 1971________________
W a t e r l o o , I o w a , N o v . 1970 1
__________________
'
W i c h i t a , K a n s . , A p r . 1971_________________
W o r c e s t e r , M a s s . , M a y 1 9 7 1 ________________
Y o r k , P a . , F e b . 1971____________________~~~_____ _
Y o u n g s t o w n —W a r r e n , O h i o , N o v . 1970_____________ I

', 'Z

™

Bulletin number
and price
1685-82,
1685-47,
1685-35,
1685-36,
1660-89,

30
40
30
40
75

cents
cents
cents
cents
cents

1685-46,
1725-8,
1685-14,
1685-84,
1685-34,
1685-86,
.685-49,
1685-19,
1685-85,

35
35
35
35
50
30
50
30
35

cents
cents
cents
cents
cents
cents
cents
cents
cents

1685-80, 10 cents
1725-5,
30 cents
1685-62, 30 cents
1725-7,
1685-79,
1685-65,
1685-26,
1685-81,
1685-42,
1685-20,
1685-23,
1685-13,
1685-72,
1725-1,
1685-52,
1685-38,
1685-61,
1660-86,
1685-8,
1685-17,
1685-74,
1685-15,
1685-9,
1685-56,
1685-55,
1685-32,
1685-64,
1685-73,
1685-50,
1685-24,

35
30
50
35
35

cents
cents
cents
cents
cents

40 cents
30 cents
40 cents
30 cents
30 cents
30 cents
35 cents
35 cents
30 cents
35 cents
30 cents
30 cents
40 cents
35 cents
30 cents
40 cents
30 cents
35 cents
30 cents
30 cents
30 cents
30 cents

U.S. DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS
W A S H IN G T O N , D .C . 2 0 2 1 2

O F F IC IA L B U S IN E S S

PE NALT Y FOR PRIVATE USE, $300




FIRST CLASS MAIL
P O S TA G E A N D FE E S P A ID

U.S. DEPARTMENT OF LABOR

U.S. MAIL

V.

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