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*\REA WAGE SURVEY
—R o m e , N e w Y o r k , Metropolitan Area,
July 1971

B u l le t in 1 7 2 5 - 9

U.S. DEPARTMENT OF LABOR

BUREAU OF LABOR STATISTICS

BUREAU

OF

LABOR

S T A T IS T IC S

R E G IO N A L

O F F IC E S

ALASKA

Region I

Region II

Region III

Region IV

1 6 0 3 -A Federal Building
G overnm ent Center

341 N inth Ave., Rm. 1 0 2 5
N ew Y o rk , N .Y . 10001

4 0 6 Penn Square Building
13 17 F ilb ert S t.

1371 Peachtree S t. N E .

Boston, Mass. 0 2 2 0 3

Phone: 9 7 1 -5 4 0 5 (A rea 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 (A rea Code 21 5)

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

Phone: 2 2 3 -6 7 6 1 (Area Code 6 1 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 Ave.

2 1 9 South Dearborn S t.

1 1 0 0 Commerce S t., R m . 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 31 2)

Phone: 7 4 9 -3 5 1 6 (Area Code 21 4 )

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

San Francisco, C alif. 9 4 1 0 2

Phone: 3 7 4-24 81 (A rea Code 81 6)

Phone: 5 5 6 -4 6 7 8 (A rea Code 41 5)

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 l le t in 1 7 2 5 - 9
N o v e m b e r 1971

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

T h e U t i c a —R o m e . N e w Y o r k . M e t r o p o l i t a n A r e a , J u ly 1971
CO NTENTS
Page

1.
5,

Introduction
W age tren ds fo r sele c te d occupational groups

T ab les:
E stablishm ents and w o rk e rs within scope of su rvey and num ber studied
P e rc e n ts o f in c re a s e in standard w eek ly s a la rie s and s tra ig h t-tim e h ou rly earnings fo r sele c te d
occupational groups fo r s e le c te d period s
Occupational earnings:
A - l . O ffice occupations— om en
w
A -2 . P r o fe s s io n a l and tech n ica l occupations— en and wom en
m
A -3 . O ffic e , p ro fe s s io n a l, and tech n ica l occupations— en and w om en
m
com bined
A -4 . M aintenance and pow erplant occupations
A - 5. C ustodial and m a te r ia l m ovem en t occupations

B.

6.

1.
2.

A.

4.

E stablishm 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 w om en o ffic e w o rk e rs
B -2 . Shift d iffe re n tia ls
B -3 . Scheduled w eek ly hours and days
B -4 . P a id h olidays
B -5 . P a id vacations
B - 6 . H ealth, in su ran ce, and pension plans

7.

8.
9.
10.
11.
12 .

13.
14.
15.
16.
19.

21. Appendix.

O ccupational d escrip tio n s




For sale by the Superintendent of Documents, U S . Government Printing O ffice, Washington, D.C., 2 0402 — Price 35 cents

Preface
The Bureau of L a b o r S tatistics p ro g ra m of annual occupa­
tion a l w age su rveys in m etro p o lita n a re a s is designed to p ro vid e data
on occupational earn in gs, and establish m en t p ra c tic e s and supplem en­
ta r y w age p ro v is io n s .
It y ie ld s d etailed data by s e le c te d industry
d iv is io n fo r each o f the a re a s studied, fo r geograp h ic reg io n s, and
fo r the U nited States. A m a jo r con sid era tion in the p ro g ra m is the
need fo r g r e a te r insight into (1) the m ovem en t of w ages by occupa­
tion a l c a te g o ry and s k ill le v e l, and (2) the structure and le v e l of
w ages am ong a re a s and indu stry d ivisio n s.

N o te :
S im ila r re p o rts
in sid e back c o v e r .)

A t the end of each su rvey, an individual a rea bu lletin p r e ­
sents the re s u lts . A ft e r com pletion o f a ll individual a re a bulletins
fo r a round o f su rv e y s , two su m m ary bulletins are issued. The fir s t
b rin g s data fo r each of the m etrop olita n a rea s studied into one bulletin.
Th e second p resen ts in form a tion w hich has been p ro je c te d fr o m in ­
divid u al m etro p o lita n a re a data to re la te to geograp h ic regio n s and the
U nited States.
N in ety a rea s c u rre n tly a re included in the p ro g ra m . In each
a re a , in fo rm a tio n on occupational earn in gs is c o lle c te d annually and on
establish m en t p ra c tic e s and supplem entary w age p ro v is io n s b ien n ially.
T h is b u lletin p resen ts resu lts o f the su rvey in U tica—R om e,
N .Y ., in July 1971, under a con tract with the N ew Y o r k State D ep a rt­
m ent o f L a b o r.
Th e Standard M etro p o lita n S ta tistica l A r e a , as d e ­
fin ed by the O ffic e of M anagem ent and Budget (fo r m e r ly the Bureau
of the Budget) through January 1968, con sists o f H e rk im e r and Oneida
Counties.
T h is study was conducted by the B u reau 's re g io n a l o ffic e
in N ew Y o r k , N .Y ., under the g e n e ra l d ire c tio n of A lv in I. M a rg u lis ,
A s s is ta n t R eg io n a l D ir e c to r fo r O perations.




ii

a re

a va ila b le

fo r

other

a re a s .

(See

In tro d u c tio n
T h is a rea is 1 o f 90 in which the U.S. D epartm ent o f L a b o r's
Bureau o f L a b o r S tatistics conducts su rveys o f occupational earnings
and re la te d b en efits on an area w id e b a s is .1 In this a rea , data w e re ob­
tained by p erso n a l v is its of Bureau fie ld econ om ists to re p re s e n ta tiv e
establish m en ts within six broad industry d iv is io n s : M anufacturing;
tra n sp orta tion , com m unication, and other public u tilitie s ; w h olesale
tra d e; r e ta il tra d e; finance, insurance, and re a l estate; and s e r v ic e s .
M a jo r in du stry groups excluded fro m these studies a re governm ent
operation s and the constru ction and e x tra c tiv e in d u stries. E sta b lish ­
m ents having fe w e r than a p re s c rib e d number of w o rk e rs a re om itted
because they tend to furnish in su fficien t em ploym ent in the occupations
studied to w arran t inclusion.
Separate tabulations a re p ro vid ed 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 .
Th ese su rveys a re conducted on a sam ple basis because o f
the u n n ecessary cost in volved in su rveyin g a ll establish m en ts. To
obtain optim um a ccu racy at m inim um cost, a g re a te r p ro p o rtio n of
la r g e than o f sm all establishm ents is studied. In com bining the data,
h o w ever, a ll establishm ents a re given th e ir ap p rop riate w eight. 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 re la tin g to a ll establishm ents in the in du stry grouping and area ,
except fo r those below the m inim um s iz e studied.
Occupations and Earnings
The occupations s elected 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 of 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 ria l m o v e ­
m ent.
Occupational c la s s ific a tio n is based on a u n iform set o f job
d escrip tion s designed to take account o f in teresta b lish m en t v a ria tio n
in duties within the sam e job.
The occupations s elected fo r study
a re lis te d and d escrib ed in the appendix. U nless oth erw ise indicated,
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 arnings data fo r som e of the occupations lis te d and d e scrib ed ,
o r fo r som e industry d ivisio n s within occupations, are not p resen ted
in the A - s e r ie s ta b les, because eith er (1) em ploym ent in the occu pa­
tion is too sm all to p ro vid e enough data to m e r it p resen tation , or
(2) th e re is p o s s ib ility o f d is c lo s u re of individu al establishm ent data.
E arn in gs data not shown sep a ra tely fo r in du stry d ivision 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 are
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 form a tion to su b cla ssify
is not a v a ila b le .

O ccupational em ploym ent and earnings data are shown fo r
fu ll-tim e w o rk ers, 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
weekends, h olid ays, and late sh ifts.
Nonproduction bonuses a re e x ­
cluded, but c o s t- o f- liv in g allow an ces and in cen tive earnings a re in ­
cluded. W here w eek ly hours a re rep o rted , 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 earest
h alf hour) fo r which em p loyees r e c e iv e th e ir reg u la r stra igh t-tim e
s a la rie s (e x c lu s iv e o f pay fo r o v e rtim e at regu la r and/or prem ium
ra te s ).
A v e r a g e w eek ly earnings fo r these occupations have been
rounded to the n ea rest 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 parison 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 wage changes. The
a v e ra g e s fo r individual jobs a re affected by changes in wages and
em ploym ent pattern s. F o r exam ple, prop ortion s o f w o rk ers em ployed
by high- o r lo w -w a g e fir m s m ay change or high -w age w ork ers m ay
advance to b e tter jobs and be rep la ced by new w o rk e rs at lo w e r ra tes.
Such shifts in em ploym ent could d e c re a s e an occupational avera ge even
though m ost establishm ents in an a rea in c re a s e wages during the y e a r.
T ren d s in earn in gs o f occupational groups, shown in table 2, a re
better in d ica tors o f w age trends 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 tes.
In du 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 tion sh ip obtainable fro m the a v e ra g e s m ay fa il to re fle c t
a ccu ra tely the w age spread o r d iffe re 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 vera g e pay le v e ls
fo r m en and wom en in any o f the selected occupations should not be
assum ed to r e fle c t d iffe re n c e s in pay treatm en t of the sexes within
individual establish m en ts.
O ther p o ssib le fa c to rs which m ay con­
tribu 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 re s s io n within establish 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 ecific 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 job d escrip tio n . Job d escrip tio n s used in c la ssify 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 individual establishm ents and allow fo r m in or d ifferen ces
among establish m en ts in the s p e c ific duties p e rfo rm e d .
Occupational em ploym en t estim a tes rep resen t the total in a ll

1
Included in the 90 areas are four studies conducted under contract with the New York State
establishm ents within the scope o f the study and not the number actu­
Department of Labor. These areas are Binghamton (New York portion only); Rochester (office occupa­
a lly su rveyed . B ecause 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
fro m the sam ple o f establishm ents studied s e rv e only to indicate
the r e la tiv e im p orta n ce o f the jobs studied.
Th ese d iffe re n c e s in
occupational stru ctu re do not a ffe c t m a te r ia lly the a ccu ra cy 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 form a tion 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 supplem entary 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 , ex e c u tiv e , and p ro fe s s io n a l em p loyees, and con stru c­
tion w o rk e rs who a re u tiliz e d as a sep arate w ork fo r c 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 n on 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 on su p ervisory
w o rk e rs p e rfo rm in g c le r ic a l or re la te d fu nctions. C a fe te ria w o rk e rs
and routem 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 rie 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 ecau se o f the optimum
sam pling techniques used, and the p ro b a b ility that la r g e e s ta b lis h ­
m ents a re m o r e lik e ly to have fo r m a l entrance ra tes 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 establish m en ts, the tab le 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 (table B -2 ) a re lim ite d to plan 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 rm s o f (1) establish m en t p o lic y , 2 p resen ted in te rm s o f total 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 actu ally em p loyed on the s p e c ifie d shift at the tim e o f the
su rvey .
In establish 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 r ity ,
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 al 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 e e k 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 o f that establish m en t.
Scheduled w eek ly hours and days a re those which a m a jo r ity o f fu ll­
tim e em p lo yees 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 tes.
P a id h olid ays; paid vacation s; and health, insu rance, and pen ­
sion plans (tab les B -4 through B -6 ) a re tre a te d s ta tis tic a lly on the
b asis that th ese a re ap p licab le to a ll plant- o r 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 ividu 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 olid ays (table 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 ritten 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 fir s t part of the
paid h olidays table p resen ts the num ber o f whole and h alf h olidays
actu ally granted.
The second p art com bines w hole and half h olidays
to show tota l h oliday t im e .
The su m m ary o f vacation plans (table B -5 ) is lim ite d to a
sta tis tic a l m ea su re o f vacation p ro v is io n s .
It is not intended as a
m ea su re of 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 e s ta b lis h ­
m ent, r e 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
other than a tim e basis w e re co 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 con 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 ca tio n -sa vin 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 q u alifyin g
lengths of s e r v ic e . Such exclu sion s a re ty p ic a l in the s te e l, alum inum ,
and can in d u stries.
Data on health, in su ran ce, and pension plans (table B -6 ) in ­
clude those plans fo r which the e m p lo y e r pays at le a s t a part o f the
cost. Such plans include those 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 em p lo yees 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 to w a rd the co st 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 insu rance 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 in su 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 e m p lo y e r co 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 em 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 loyee with ben efits
which exceed 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 formal provisions if it (1) had operated late shifts
contributions.
during the 12 months prior to the survey, or (2) had provisions in written form for operating late shifts.




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 p la n s 4 which p ro vid 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 .
Separate tabulations a re p resen ted accord in g to (1) plans
which p ro v id e fu ll pay and no w aiting p e rio d , and (2) plans which p r o ­
vid e eith er p a rtia l pay o r a w aitin g p erio d . In addition to the p re s e n ­
tation of the p ro p o rtio n s o f w o rk e rs who a re p rovid ed sickness and
accident insu rance o r paid sick le a v e , an unduplicated total is shown
o f w o rk e rs who r e c e iv e e ith e r o r both types o f b en efits.

the d is a b ility , a m axim um age, o r e lig ib ilit y fo r re tire m e n t ben efits.
Paym ents m ay be at fu ll o r p a rtia l pay but a re alm ost always r e ­
duced by so cia l s e c u rity , w o rk m en 's com pensation, and p riv a te pension
benefits payable to the d isabled em p loyee.

M a jo r m e d ic a l insurance 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 of basic h osp italization , m ed ica 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 co m ­
L o n g -te r m 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 of 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
sickness and acciden t in su ran ce, 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 accident dam age. Plans m ay be under­
d is a b ility (ty p ic a lly 6 m onths).
Paym ents a re m ade until the end o f
w ritten by c o m m e ric a l insurance com panies or nonprofit organizations
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 purpose. Tabulations o f re tire m e n t pension plans a re lim ited 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 rk e rs 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 U t ic a —R o m e , N . Y . , 1 b y m a jo r in d u s try d iv is io n ,2 J u ly 19 71
Number of establishments
Industry division

Minimum
employment
in establish­
ments in scope
of study

Workers in establishments
Within scope of study

Within scope
of study3

Plant
Number

Office

Percent

T o ta l4

171

65

47,957

100

33,215

7,090

35,649

-

92
79

34
31

35,627
12,330

74
26

26,142
7,073

4,064
3,026

28,124
7,525

50
50
50
50
50

16
7
34
9
13

8
3
7
6
7

3, 383
420
4,233
2,745
1,549

7
1
9
6
3

2,350

A ll divisions_________________________________
Manufacturing____________________________________
Nonmanufacturing________________________________
Transportation, communication, and
other public utilities 5____________ _________
W holesale tra d e ______________________________
R etail trade___________________________________
Finance, insurance, and real esta te----------Services 8
______________________________________

Studied

T o ta l4

Studied

50

0
(6)
(J)
(6)

422
(‘ )

0
0
(6)

2,936
177
1, 184
2, 364
864

1 The Utica—
Rome 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 H erkim er
and Oneida Counties. The "w orkers within scope of study" estimates shown in this table provide a reasonably accurate description of the size and composition o f the labor fo rc e included in the
survey. The estimates are not intended, however, to serve as a basis of comparison with other employment indexes fo r the area to measure employment trends or levels 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 o f the Standard Industrial Classification 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) o f companies in such industries as trade, finance, auto repair s e rvice ,
and motion picture theaters are considered as 1 establishment.
4 Includes executive, professional, and other workers excluded from the separate plant and office categories.
5 Abbreviated to "public u tilities " in the A - and B -se rie s tables. Utica's transit system is municipally operated and is excluded by definition from the scope of the study. Taxicabs and
services incidental to water transportation w ere excluded.
6 This industry division is represented in estimates for "all 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 for 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 Workers from this entire industry division are represented in estimates fo r "a ll industries" and "nonmanufacturing" in the Series A tables, but from the real estate portion only in estimates
for "a ll industries" in the Series B tables.
Separate presentation of data fo r this division is not made for 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 membership organizations (excluding
religious and charitable organizations); and engineering and architectural services.




Alm ost three-fourths of the workers within scope of the survey in the Utica—
Rome
area w ere employed in manufacturing firm s.
The following presents the m ajor industry
groups and specific industries as a percent of all manufacturing:
Industry groups
Machinery, except ele ctrica l__24
E le ctrica l equipment and
supplies________________________ 17
P rim a ry metal industries_____ 13
Miscellaneous manufacturing
industries_____________________ 7
Transportation equipment___ — 6
Fabricated metal products------ 5

Specific industries
O ffice and computing
m achines_____________________ 16
Communication
equipment______________________12
Nonferrous rolling and
Metalworking m achinery_______
A irc ra ft and p a rts _____________
J ew elry, silverw are, and
plated w a re ------------------------

7
6
6

This information is based on estimates of total employment derived from universe
m aterials compiled p rior to actual survey.
Proportions in various industry divisions may
d iffer 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
P r e s e n te d in table 2 a re indexes 1 and p ercen ta ges o f change
in a v e ra g e s a la rie s o f o ffic e c le r ic a l w o rk e rs and in d u strial nurses,
and in a v e ra g e earnings of sele c te d p lan tw ork er groups. The indexes
a re a m easu re of w ages at a given tim e , e x p ressed as a p ercen t of
w ages during the base p erio d . Subtracting 100 fro m the index y ield s
the p ercen ta ge change in w ages fro m the base p erio d to the date of
the index.
The p ercen ta ges of change o r in c re a s e re la te to w age
changes betw een the in dicated dates. Annual ra tes o f in c re a s e , w h ere
shown, r e fle c t the amount o f in c re a s e fo r 12 months when the tim e
p e rio d betw een su rveys was other than 12 months. T h ese com putations
w e re based on the assum ption that w ages in c re a s e d at a constant rate
betw een su rveys. T h ese estim a tes a re m ea su res of change in a v e r ­
ages fo r the a re a ; they are not intended to m easu re a vera g e pay
changes in the establishm ents in the a rea.

shows the p ercen ta ge change. Th e index is the product o f m u ltiplyin g
the base y e a r re la tiv e (100) by the r e la tiv e fo r the next succeeding
y e a r and continuing to m u ltip ly (compound) each y e a r 's re la tiv e by the
p revio u s y e a r 's index.

Method o f Computing

L im ita tio n s of Data

F o r o ffic e c le r ic a l w o rk e rs and in d u strial nurses, the w age
trends re la te to re g u la r w e e k ly s a la rie s fo r the n orm al w orkw eek,
e x clu sive o f earnings fo r o v e rtim e .
F o r plan tw ork er groups, they
m easu re changes in a v e ra g e s tra ig h t-tim e h ou rly earn in gs, excluding
p rem iu m pay fo r o v e rtim e and fo r w o rk on w eekends, holidays, and
late shifts. The p ercen ta ges a re based on data fo r selected key o ccu ­
pations and include m ost o f the n u m e ric a lly im portant jobs within
each group.

Each o f the fo llo w in g k ey occupations w ithin an occupational
group was assign ed a constant w eigh t based on its prop ortion ate e m ­
ploym ent in the occupational group:

The indexes and p ercen ta ges o f change, as m easu res of
change in a re a a v e ra g e s , a re influenced by: (1) g e n e ra l sa la ry and
w age changes, (2) m e r it or oth er in c re a s e s in pay r e c e iv e d by in d i­
vidu al w o rk e rs w h ile in the same job , and (3) changes in a vera g e
w ages due to changes in the la b or fo r c e resu ltin g fro m labor tu rn ­
o v e r , fo r c e expansions, fo r c e reductions, and changes in the p r o p o r ­
tions o f w o rk e rs em ployed by establishm ents with d iffe re n t pay le v e ls .
Changes in the la b o r fo r c e can cause in c re a s e s or d ecrea ses in the
occupational a v e ra g e s without actual w age changes. It is con ceivable
that even though a ll establish m en ts in an a rea gave w age in c re a s e s ,
a v e ra g e w ages m ay have d eclin ed because lo w e r-p a y in g establishm ents
en tered the a re a o r expanded th e ir w o rk fo r c e s .
S im ila rly , w ages
m ay have rem ain ed r e la t iv e ly constant, yet the a v e ra g e s fo r an area
m ay have ris e n c o n sid era b ly because h ig h er-p a yin g establishm ents
en tered the a rea.

Office clerical (men and women): Office clerical (men and women)— Skilled maintenance (men):
Bookkeeping-machine
Continued
Carpenters
operators, class B
Secretaries
Electricians
Clerks, accounting, classes
Stenographers, general
Machinists
A and B
Stenographers, senior
Mechanics
Clerks, file, classes
Switchboard operators, classes
Mechanics (automotive)
A, B, and C
A and B
Painters
Clerks, order
Pipefitters
Tabulating-machine operators,
Clerks, payroll
class B
Tool and die makers
Comptometer operators
Typists, classes A and B
Keypunch operators, classes
Unskilled plant (men):
A and B
Industrial nurses (men and
Janitors, porters, and
Messengers (office boys or
women):
cleaners
girls)
Laborers, m aterial handling
Nurses, industrial (registered)

Th e use o f constant em ploym ent w eights elim in ates the effe c t
o f changes in the p ro p o rtio n o f w o rk e rs rep resen ted in each job in ­
cluded in the data.
The p ercen ta ges o f change r e fle c t only changes
in a v e ra g e pay fo r s tra ig h t-tim e hours.
T h e y a re not influenced by
changes in standard w o rk schedu les, as such, o r by p rem iu m pay
fo r o v e rtim e . W h ere n e c e s s a ry , data w e re adjusted to rem o ve fro m
the indexes and p ercen ta ges o f change any sign ifican t effe c t caused
by changes in the scope o f the su rvey.

The a v e ra g e (m ean) earnings fo r each occupation w e re m u lti­
p lied by the occupational w eigh t, 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 con secu tive yea rs
w e re re la te d by d ividin g the a g g re g a te fo r the la te r y e a r by the a g g r e ­
gate fo r the e a r lie r yea r.
The resultant r e la tiv e , le s s 100 p ercen t,
Indexes of earnings referred to in this standard text are published for most areas but not in
U tica-R om e because the area was not surveyed in the base year of the index series.




5

6




T a b le 2 . P e r c e n ts o f in c re a s e in s ta n d a rd w e e k ly s a la r ie s an d s tr a 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 U t ic a —R o m e , N .Y ., fo r s e le c te d p e rio d s
Manufacturing

A ll industries
Period

O ffice
clerica l
(men and
women)

Industrial
nurses
(men and
women)

Skilled
maintenance
trades
(men)

Unskilled
plantw orkers
(men)

O ffice
cle rica l
(men and
women)

Industrial
nurses
(men and
women)

Skilled
maintenance
trades
(men)

Unskilled
plantw orkers
(men)

Percents of increase
July 1968 to July 1969___________________ _____
July 1969 to July 1970__________________________
July 1970 to July 1971. ________________________

6.7
8.3
4.3

5.6
7.8
7.6

6.2
5.4
9.0

6.8
8.9
6.3

6.1
8.0
4.2

5.6
7.4
7.3

6.4
5.1
8.7

7.1
10.2
4.9

7

A.

Occupational earnings

T a b le A -1 .

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

( A v e r a g e s t r a i g h t - t i m e w e e k ly h o u r s

and earnings for selected occupations studied on an area basis by industry division, Utica—
Rome, N. Y. , July 1971)
Weekly earnings 1
(standard)
Number
of
workers

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 w e e k ly earn in gs o f—

$

*

Average
weekly

t

$

$

8

*

*

$

*

i

75

80

85

90

95

100

105

110

115

120

125

130

140

150

70

S ex , occu p ation , and in d u stry d iv is io n

70

75

80

85

90

95

100

105

110

115

120

125

130

140

150

3 9 . 5 12 4 . 0 0 12 0. 00 1 0 9 . 0 0 - 1 3 9 . 0 0
40 .0 1 2 3 . 5 0 1 1 9 . 5 0 1 0 7 . 5 0 - 1 4 1 . 0 0

-

-

-

_

2

-

-

-

-

-

2
2

1
1

8
8

8
6

3
3

15
8

9
9

8
2

1
1

9 5.50-118.00
101.50-125.50
84.50 -112.00

-

2
2

4

9

4

9

5
5

8
5
3

12
6
6

19
15
4

20
13
7

5
2
3

7
5
2

3
1
2

14
10
4

-

-

-

-

65
Mean2

Median2

Middle range2

(standard)

--- 1----- 1------ 11--- 1

-

160

170

180

190

200

160

170

180

190

200

210

8
7

5
3

3

2

1

2

3
3
-

4
2
2

2
1
1

4
4

-

-

and
under

W EN
OM
$

BOOKKEEPING-MACHINE OPERATORS,
tL A ii 0

C*

$

$

$

1•

CLERKS, ACCOUNTING, CLASS A -----------MANUFACTURING --------------------------------

76
54

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

117
63
54

3 9 . 5 1 0 6. 00 10 5. 00
40 .0 1 1 1 . 5 0 1 0 7 . 5 0
99 .00
3 8 . 5 100.00

CLERKS, FI LE, CLASS C ---------------------NONMANUFACTURING-------------------------

137
123

39.0
38.5

7 8 .5 0
7 8 .5 0

7 7 .0 0
76 .0 0

7 3 . 5 0 - 80.50
7 3 . 0 0 - 80.00

3
3

48
48

49
44

25
19

7
4

1
1

“

“

-

-

CLERKS, ORDER -----------------------------------MANUFACTURING -------------------------------

32
32

39.5
39.5

91.50
91.50

85.0 0
85.0 0

8 1.0 0 -111.0 0
8 1.0 0 -111.0 0

-

1
1

5
5

11
11

3
3

-

-

3
3

1
1

5
5

1
1

-

*

-

2
2

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

57
40

3 9 . 5 10 6. 00 10 5. 0 0
40 .0 10 8 . 5 0 1 0 7 . 5 0

89.50-124.00
94.00-125.00

“

1

4
1

3
3

7
3

7
4

1
1

6
6

5
5

~

5
2

6
6

5
5

6
3

-

1
1

KEYPUNCH OPERATORS, CLASS A ----------MANUFACTURING -------------------------------

93
72

40 .0
40.0

110.00
113.00

10 9.00 1 0 3 . 0 0 - 1 1 7 . 0 0
113.00 10 6 .50 -118 .50

_

“

-

-

2

3
*

8
1

18
13

19
15

13
13

19
19

2
2

7
7

1
1

1
1

-

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

104
60

39.5
40 .0

9 8 .5 0
98 .5 0

9 1.50 -10 5.5 0
92 .0 0-106 .50

“

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

382
282
100
44

3 9 . 5 12 9 .0 0 1 2 7 . 0 0 1 1 5 . 0 0 - 1 3 9 . 5 0
40 .0 1 2 8. 00 12 9 . 0 0 1 1 7 . 0 0 - 1 3 8 . 0 0
3 8 .5 1 3 2. 0 0 1 2 1 . 5 0 1 1 0 . 5 0 - 1 5 1 . 5 0
3 8 . 5 14 5 .0 0 1 4 1 . 0 0 1 2 0 . 0 0 - 1 7 7 . 0 0

SECRETARIES, CLASS B -------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

59
31
28

SECRETARIES, CLASS C -------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

128
86
42

39.5
40.0
38.5

SECRETARIES, CLASS D -------------------MANUFACTURING -------------------------------

173
152

3 9 . 5 1 2 3. 0 0 1 2 2 . 5 0 1 1 2 . 0 0 - 1 3 2 . 5 0
40 .0 12 0 . 5 0 1 2 2 . 5 0 1 1 2 . 0 0 - 1 3 1 . 5 0

STENOGRAPHERS, GENERAL -------------------MANUFACTURING -------------------------------

87
64

40 .0 1 1 1 . 0 0
40 .0 1 1 0 . 5 0

98 .5 0-122.0 0
111.0 0
113.00 10 1.0 0 -12 2.50

STENOGRAPHERS, SENIOR -----------------------

163

40 .0 1 1 5 . 0 0

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

40
30

-

2
2

10
6

9
2

19
14

27
10

10
10

12
6

6
4

3
2

4
3

1
1

-

1

-

*

“

-

-

2
2
-

17
16
1
*

8
1
7
1

16
12
4
1

26
14
12
2

25
12
13
6

40
31
9
1

46
33
13
5

31
27
4
3

82
77
5
3

26
21
5
3

26
17
9
7

132.50 10 5.00 -152 .0 0
143.50
9 4.50 -158 .5 0
122.50 107.00-143.00

-

-

-

-

-

10
9
1

3
3

2

3

-

2

3

5
1
4

1
1
“

3
3

2
1
1

5
2
3

9
6
3

8
5
3

1 3 4 . 5 0 1 3 4. 00 1 2 2 . 0 0 - 1 4 7 . 0 0
137.50 136.50 12 9.50 -148 .0 0
128 .0 0 1 1 9 . 5 0 1 1 0 . 5 0 - 1 4 2 . 5 0

-

-

3
3

3
1
2

5

10
3
7

6
1
5

14
8
6

13
10
3

37
36
1

8
8
“

15
11
4

1

1

5

1

1

4

3 9 . 5 12 9 . 5 0
40 .0 1 3 3 .5 0
3 9 . 5 12 5 .0 0

97.50
98.00

-

_
-

“

-

_

-

_
-

-

*

2
2

7
7

2
1

11
11

18
14

10
8

22
22

29
25

16
16

39
39

9
7

_

5
1

10
7

7
7

11
8

5
4

14
10

10
10

5
5

2
2

1
1

7
2

3
3

1
1

4
3

2

-

113.00

106.00-123.00

-

-

-

-

-

8

11

18

23

36

18

15

12

12

3

7

38.0 1 0 1 . 5 0 1 0 2 . 0 0
38.0 10 5. 00 1 0 9. 00

8 9.0 0 -119.0 0
91.0 0-122.0 0

-

-

3
3

4
4

4
2

3
3

4
4

1
1

6
6

1
1

2
2

-

-

#*

3
3

4

“

5
1
2

“

2

7

3

2

1

2

2

2

2

1

1

“

-

-

2
2

13
11

15
11

16
13

15
14

5
4

7
7

3
3

2
2

2
2

4
2

1

_

16
10

31
8

28
4

14
7

12
7

9
5

11
11

3
3

5
5

6
5

1
1

27

39.0

104.00 10 0. 00

92.00-120.00

TYP IST S, CLASS A -------------------------------MANUFACTURING -------------------------------

85
71

39.5
40.0

1 0 1. 0 0
10 0. 50

99 .00
9 9 .5 0

92.0 0-108 .50
92.50 -10 9.00

-

TY PI ST S, CLASS B ------------------------------MANUFACTURING -------------------------------

138
66

38.5
38.0

92 .5 0
98.00

88. 50
98.00

82.50-100 .50
8 4 .0 0 - 1 0 9 .0 0

-




-

“

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

See footnotes at end of tables

*

1
1

“
“

2

S
3
2

8
1

1

7
7

1
1

8

T a b le A -2 .

P ro fe ssio n a l and tech n ica l o ccu p a tio n s— men and wom en

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Utica—
Rome, N. Y. , July 1971)
W eekly earnings 1
(standard)

Sex, occupation, and industry division

Number
of
workers

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

Average

*
115

weekly
Middle range2
(standard)

$

$

$

$

$

$

S

S

1 20 1 2 5

1 30

135

$

1 40

$

1 45

*

1 50

155

1 60

165

170

180

190

200

2 10

220

230

2 40

250

260

125 130

1 35

140

145

1 50

155

160

1 65

1 70

180

1 90

200

210

220

230

2 40

250

260

270

3

6

6

-

-

-

-

$

S

$

6

S

*

$

S

and
under
1 20

COMPUTER OPERATORS, CLASS B ----

1 3 9 .0 0

1 3 3 .5 0

123.00-

159.50

3

2

5

4

2

COMPUTER PR0GRAMERS,
BUSINESS, CLASS B —

1 8 7 .0 0

1 9 4 .0 0

171.00-

210.00

-

2

1

5

2

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

1

2 1 9 .0 0

220.00 2 0 5 . 0 0 -

235.00

-

-

-

-

1

3

5

4

4

3

1

3

2

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

4 0 .0
4 0 .0

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

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

171.00170.00-

ie 8 .5 0
184.50

1
1

2
2

9
9

15
13

17
15

4
3

4
2

2
1

2
2

-

_

_

-

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

4 0 .0
4 0 .0

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

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

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

163.00

3
3

2
2

18
15

2

14 3 .0 0 -

9
7

NURSES, INDUSTRIAL (REGISTERED)
MANUFACTURING -------------------------

4 0 .0
4 0 .0

1 4 1 .5 0
1 4 0 .5 0

1 4 2 .5 0
1 4 2 .0 0

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

1 4 9 .5 0
1 4 9 .0 0

See footnotes at end of tables.




18
18

-

-

9

T a b le A -3 .

O f f i c e , p r o fe s s io n a l, a n d t e c h n ic a l o c c u p a t i o n s — m e n a n d w o m e n c o m b i n e d

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Utica—
Rome, N.Y., July 1971)
Average

Occupation and industry divis ion

Number
of

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

Occupation and industry division

OFFICE OCCUPATIONS -

OFFICE OCCUPATIONS
BOOKKEEPING-MACHINE OPERATORS,
CLASS B ---------------------------------------------

Avenge
Number
of

NONMANUFACTURING ------------------------PUBLIC UTILITIES ----------------------

100
44

SECRETARIES. CLASS B -------------------MANUFACTURING ---------------------------------------NONMANUFACTURING ---------------------------------

59
31
28

39.5 129.50
40 .0 1 3 3 . 5 0
3 9 . 5 1 2 5 .0 0

MANUFACTURING ---------------------------------------NONMANUFACTURING ---------------------------------

128
86
42

39.5
40 .0
38.5

SECRETARIES, CLASS D -------------------------MANUFACTURING ----------------------------------------

173
152

STENOGRAPHERS, GENERAL -------------------------MANUFACTURING -------------------------------

88
64
163

94

3 9 . 5 12 8. 00
40 .0 1 2 5 .5 0
38.5 132.00

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

128

CLERKS, F IL E , CLASS C
NONMANUFACTURING -

137
123

3 9. 0
38.5

7 8 .5 0
7 8 .5 0

CLERKS, ORDER ------MANUFACTURING -

50
46

39.5
39.5

107.50
10 3. 0 0

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

57
40

3 9 . 5 10 6. 00
40 .0 10 8. 50

KEYPUNCH OPERATORS, CLASS A
MANUFACTURING -----------------NONMANUFACTURING ------------

100
72
28

40 .0 1 1 2 . 5 0
4 0 .0 1 1 3 . 0 0
39.5 1 1 1 .5 0

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

41
31

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

104
60

39.5
40 .0

98 .5 0
9 8 .5 0

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

27

MESSENGERS (OFFICE BOYS AN0 GIRLS)—

31

3 8. 5

84.00

MANUFACTURING -------------------------------

71

_________________________________________________________

See footn ote at end o f ta b le s .




Weekly
earnings 1
(standard)

$
130

38.5

39.5 123.00
40 .0 12 0 . 5 0

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

60

Weekly
hours *
(standard)

38.5 132.00
3 8 . 5 14 5 .0 0

3 9. 0

3 9 . 5 10 7. 0 0
40 .0 1 1 3 . 0 0

Number
of

OFFICE OCCUPATIONS - CONTINUED
39.5

STENOGRAPHERS, SENIOR ----------------------

90.00

Avenge

Occupation and industry division

$

382

32

68

Weekly
earnings 1
(standard)

CONTINUEC

otLKt 1AK1 to

62
32

Weekly
hours 1
(standard'

134.50
137.50
128 .0 0

PROFESSIONAL AND TECHNICAL
OCCUPATIONS
161.50
COMPUTER OPERATORS, CLASS B --------------MANUFACTURING ----------------------------------------

COMPUTER PROGRAMERS,
BUSINESS, CLASS B ----------------------------------40 .0 1 1 1 . 5 0
40 .0 1 1 0 . 5 0 COMPUTER SYSTEMS ANALYSTS,
BUSINESS, CLASS B
--------------------------40 .0 1 1 5 . 0 0
DRAFTSMEN, CLASS A --------------------------38 .0 10 2.0 0
MANUFACTURING ------------------------------38. 0 106. 00
DRAFTSMEN, CLASS B --------------------------MANUFACTURING ------------------------------3 9. 0 10 4. 00
NURSES, INDUSTRIAL (REGISTERED! ----1 0 4. 00
W N 1" AL 1 UK 1 M ~ — — —— —— — — —
A U
b
— — — — — —
40 .0 10 0 . 5 0

58
26

40 .0 13 8 .5 0
40 .0 1 53 .0 0

37

3 9 . 5 180.5 0

29

3 9 . 5 2 1 5 .5 0

60
52

40 .0 180.5 0
40 .0 17 9. 0 0

89
81

40 .0 153 .0 0
40 .0 1 5 1 . 5 0

42

40.0

141.50
14 0 .5 0

10
T a b le A -4 .

M a in te n a n c e and p o w e rp la 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, Utica—
Rome, N. Y., July 1971)
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 earnings3

t
t
3 .0 0 3 . 1 0

Sex, occupation, and industry division
Median^

Middle range

^

i
$
S
i
i
$
$
*
t
t
$
3 .2 0 3. 30 3 .4 0 3 . 5 0 3 .6 0 3 .7 0 3.8 0 3 .9 0 4 . 0 0 4 . 1 0 4 . 2 0

$
*
$
*
$
S
$
*
$
4 . 3 0 4 . 4 0 4 . 5 0 4 . 60 4 . 7 0 4. 80 4 . 9 0 5. 00 5 . 1 0

$
5.20

and
under

3 .10

3 .2 0 3 .3 0 3 . 40 3 . 5 0 3 .6 0

3 .7 0 3.80 3 .9 0 4 .0 0 4 . 1 0 4 .2 0 4 . 3 0 4 . 4 0 4 . 5 0 4 . 6 0 4 . 70 4. 80 4 .9 0 5 . 0 0 5 . 1 0 5 . 2 0 5 . 3 0

M
EN
$
3 .8 5
3.8 8

$
3 .7 9
3 .8 5

$
$
3.6 6- 4.13
3.6 9- 4.14

1
1

-

-

1

*

1
1

9
7

6
6

2
2

4
4

4.04
4.04

4.14
4.14

3 .9 2 - 4.25
3 . 9 3 - 4 .2 5

1
1

-

-

11 7

-

*

2
2

8
8

1
1

5
4

1
1

8
8

17
17

ENGINEERS, STATIONARY ---------------------MANUFACTURING -------------------------------

40
32

3 .9 6
3 .9 0

3 .8 7
3 .8 5

3 .7 3 - 4.18
3 . 7 3 - 4. 08

-

2
-

“

-

3
3

4
4

-

4
4

11
11

MACHINE-TOOL OPERATORS, TOOLROOM —
MANUFACTURING -------------------------------

35
35

3 .8 9
3 .8 9

3 .9 9
3 .9 9

3 . 3 5 - 4. 3 3
3 .3 5 - 4.33

-

6
6

2
2

2
2

-

-

-

“

1
1

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

11 5
115

4.05
4.05

4.12
4.12

4 . 0 2 - 4 .2 0
4 . 0 2 - 4 .2 0

-

2
2

-

-

8
8

1
1

1
1

CARPENTERS, MAINTENANCE ------------------MANUFACTURING ------------------------------ELECTRICIANS, MAINTENANCE --------------MANUFACTURING -------------------------------

34
31
lie

“

8
8

-

-

1
1

1
1

-

-

9
9

19
19

39
39

3
3

-

5
5

-

2
2

_

6
4

1
1

_
-

_

-

3
3

1
1

7
7

2
2

-

“

5
5

3
3

6
6

3
3

3
3

7
7

26
26

35
35

22
22

6
6

_

-

-

-

—
-

-

_

-

-

_

_

_

-

~

“

-

-

-

4
-

-

_

-

~

-

-

-

-

1
1

-

-

-

_

_

_

_

“

“

*

MECHANICS, AUTOMOTIVE
(MAINTENANCE) -----------------------------------

38

4.78

5.10

4.54-

5.25

-

-

1

2

-

-

-

-

-

-

1

4

-

-

-

4

4

-

3

-

-

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

122
112

4 .0 0
4.05

4.04
4.07

3 .9 3 - 4 .15
3 .9 5 - 4.16

_

4
-

2

_

2
2

-

-

8
7

5
5

32
30

19
19

37
37

2
2

1
-

2
2

8
8

-

_

_

_

_

_

-

-

-

-

-

MILLWRIGHTS ---------------------------------------MANUFACTURING -------------------------------

38
38

3.8 8
3 .8 8

3 .9 1
3 .9 1

3 .6 3 - 4.18
3 .6 3- 4.18

-

-

-

8
8

1
1

3
3

6
6

1
1

7
7

-

4
4

5
5

1
1

1
1

1
1

_

*

-

PIPEFITTERS, MAINTENANCE ----------------MANUFACTURING -------------------------------

51
51

4.01
4.01

4.05
4.05

3 .9 2 - 4.16
3.9 2- 4.16

-

-

-

-

_

-

-

2
2

2
2

3
3

4
4

10
10

11
11

12
12

5
5

2
2

TOOL AND DIE MAKERS -------------------------MANUFACTURING -------------------------------

346
346

4.29
4.29

4.32
4.32

4 .2 3 - 4.43
4 . 2 3 - 4 .4 3

-

6
6

-

-

-

8
8

17
17

2
2

10
10

104
104

91
91

35
35

40
40

See footnotes at end of tables.




_

~
-

12
12

_

_

-

_

18
18

_

-

_

-

~

-

-

-

2
2

1
1

_

_

19

_

11
T a b le A -5 .

C u s t o d i a l a n d m a t e r ia l m o v e m e n t o c c u p a t i o n s

(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Utica—
Rome, N. Y . , July 1971)
H
ourly earnings3
of
workers

M 2 Median2
ean

M
iddle range 2

*
O
O

S ex , occupation, and industry division

Num ber of w o r k e r s re cei vin g s t ra ig ht -t im e hou rly earnings of—
S
%
S
$
S
$
$
$
s
$
$
$
S
1 . 8 0 1 . 9 0 2.0 0 2 . 1 0 2 . 2 0 2 . 3 0 2 .4 0 2 .5 0 2 .6 0 2 . 7 0 2.80 3 .00 3 .2 0

$
$
*
s
3 .4 0 3 .6 0 3.8 0

S
$
*
*
$
i
4 . 2 0 4 .4 0 4 . 6 0 4 .8 0 5.00 5 . 2 0

3.6 0 3.8 0

4 .2 0

4 . 4 0 4 .6 0 4 . 8 0 5.00 5. 20 5 . 4 0

and
under
2.60 2 . 7 0 2 .8 0 3.0 0 3 .20 3 .4 0

O
O
*

1 . 9 0 2.0 0 2 . 1 0 2 . 2 0 2 . 3 0 2 . 4 0 2.5 0

M
EN
$

$

r
17 j

2.96

$
2.14 2.13

$
3 .11

2*12

11 4

3 .0 4

3.07

2 . 95-

3 .2 2

2.46

2 . 00-

18

15

14

13
9

1

8

J

33

33

r
1

GUARDS
27

44

33

32

38

7

1

30

c

MATCHMEN
61

2.12

496
277

2.49

LABORERS, MATERIAL HANDLING ----------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC UTILITIES ----------------------

418
370
48
29

3 .0 3
2.94
3 .7 0
4.60

2.92
2.91
3.18
5.04

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

167
139

3.12
3 .17

RECEIVING CLERKS -------------------------------

44
33

3.12

29
28
TRUCKDRIVERS -----------------------------------MANUFACTURING ------------------------------PUBLIC UTILITIES ----------------------

2.18

18

15

2.92
J.IHt

88
23

38

2.67- 3 .2 1
2 .6 7 - 3 .15
2 .6 3 - 5.07
3.80- 5.33

6
6
-

3 .1 2
3 .2 5

2.712.77-

3 .4 3
3 .4 5

3 .19
3.18

3 .0 5 - 3.36

3 .3 7

3 .41
->•

3 .18 J. 1

3 .5 5

273
98

4.21
3 .2 0

4.36
3.18

3 .2 5 2.72-

5.27
3 .3 8

-

-

132

5^24

5.28

5.17-

5.35

-

-

51

3 .14

3 .5 1

2.49

3 .56

5.06

5 .2 1

84

JANITORS. PORTERS, AND CLEANERS -----

5.25

5.25

j.16

5 .3 4

75
53

4.69
4.96

5.19
5.28

4.34 - 5 . 3 3

1

0
73

10

9

0

3

_
-

-

-

-

-

-

-

1

-

-

-

-

-

-

-

41
41
“

11
11
-

-

-

5
5
5

-

-

8
8
8

9
9
9

20
20

31
31

8
8

3
3

6
6

-

1
1

1
1

-

_

-

-

-

12

4

2

-

2

-

-

-

-

_

-

2
2

9
9
-

32
32
-

14
14
-

19
16
3
-

35
31
4
*

54
50
4
-

97
97
-

44
37
7
7

31
31
-

-

-

5
5

7
7

6
6

7
3

16
12

7
3

8
4

41
29

3

-

3

_

-

-

-

2

1

15

3

20

9

13

4

1

28
ru

31

95

**

1

3

1
1

*
8

-

-

6
6

-

7
7

-

-

-

-

-

5

15
15

31
23

31
3

4
2

1
1

-

17
17

-

_
-

-

46
-

84
-

-

-

-

-

-

2

-

-

-

-

-

-

46

84

'

4

8
8

2

26

56

-

46

10
10

36

to

36

9

4

10
7

-

-

TRUCKDRIVERS, MEDIUM ( 1 - 1 / 2 TO
6

7

TRUCKDRIVERS, HEAVY (OVER A TONS,
NONMANUFACTURING
TRUCKDRIVERS, HEAVY (OVER A TONS,
OTHER THAN TRAILER TYPE) ----------NUNHANUt At 1 UK I Nb — — — — — —
— — — —
TRUCKERS, POWER ( F O R K L I F T ) ------------MANUFACTURING -------------------------------

-

3

231
231

3.31
3 .31

3 .3 1
3 .31

3 . 0 9 - 3.3 8
3 . 0 9 - 3 .3 8

-

103
87

2.16
2. 08

1.95
1.90

1.8 6 - 2.63
1 . 8 5 - 2. 09

46
46

-

-

-

-

-

1
1

» *

2

3

-

8
8

20
20

69
69

1

9

1

"

5

W EN
OM
JANITORS, PORTERS, AND CLEANERS ---NONnANUFACTURING *

See fo o tn o tes at end o f tab les.




12
12

9

1

_

4

-

-

20
16

2

-

17

“

-

-

*
98
98

2
2

23
23

-

-

10
10

-

-

-

'

12

B.

E s t a b l i s h m e n t practices and s u p p l e m e n t a r y w a g e provisions

T a b le

B -1 .

M in im u m

e n tra n c e

s a la rie s fo r w o m e n

o ffic 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
o f inexperienced women officew ork ers, Utica—
Rome, N .Y ., July 1971)
Inexperienced typists
Manufacturing
Minimum weekly straight-tim e sa la ry 4

Other inexperienced c le ric a l workers 5

Nonmanufacturing

Manufacturing

Based on standard weekly hours 6 of—

A ll
industries

A ll
schedules

40

A ll
schedules

37 V2

A ll
industries
A ll
schedules

40

Nonmanufactur mg

Based on standard weekly hours 6 of40

A ll
schedules

Establishments studied_________________________________

65

34

XXX

31

XXX

XXX

65

34

XXX

31

Establishments having a specified minimum-------------------

22

12

12

10

6

4

33

18

16

1
1
1
1
1
1

l
l
l
l

2
4
1
1
3

1
4
1
3

-

-

-

-

-

-

2
1
1
-

l
l
-

1
1
-

4
9
3
2
3
1
2
4
1
2
2

2
2
1
2

2
2
1

40

XXX

XXX

15

6

7

2
5
2
1
1
2
1
1
-

2
l
l
1
l
-

.
4
1
-

$72.50_________________________________
$75.00_________________________________
$77.50-----------------------------------------$80.00____________________
_______
$82.50_________________________________
$85.00_________________________________
$87.50_________________________________
$90.00-----------------------------------------a n d u n d e r $92.50— — --- ------—
- - and under $ 95.00-----------------------------------------and under $97.50_________________________________

1
3
2
2
4
1
1
3
1
2
2

_

_

2
1
1
3
1
1
1
2

2
1
1
3
1
1
1
2

Establishments having no specified m inim um -----------------

6

5

XXX

1

XXX

XX X

13

7

XXX

6

XXX

XXX

Establishments which did not employ workers
in this category--------------------------------------------------------

37

17

XXX

20

XXX

XXX

19

9

XXX

10

XXX

XXX

$70.00
$72.50
$75.00
$77.50
$80.00
$82.50
$ 85.00
$87.50
$90.00
$92.50
$95.00

and
and
and
and
and
and
and
and

under
under
under
under
under
under
under
under

See footnotes at end of tables.




_

37*/2

1
1
-

2

-

1
1
-




13

T a b le

B -2 .

S h ift

d iffe re n tia ls

(Late-sh ift pay provisions fo r manufacturing plantworkers by type and amount of pay differential,
Utica—
Rome, N .Y ., July 1971)
(A ll plantworkers in manufacturing - 100 percent)
Percen t of manufacturing plantworkers—
Late-shift pay provision

In establishments having provisions 7
for late shifts
Second shift

Total_______________________________________
No pay differential fo r work on late shift------Pay differential fo r work on late shift________

Third or other
shift

81.5

74.6

Actually working on late shifts
Second shift

Third or other
shift

15.8

4.7

1.9

1.9

0.4

0.4

79.6

72.7

15.4

4.2

45.1

42.9

9.2

2.9

Type and amount of differential:
Uniform cents (per hou r)________________

_

5 cen ts________________________________
7 cents________________________________
10 cents_______________________________
12 cents---------------------------------------13 cents---------------------------------------14 cents_______________________________
15 cents---------------------------------------I 7 V3 cents---------------------- -------------19 cents-------------------------------------20 cents_______________________________
25 cents---------------------------------------

1.7
.8
2.1
22.6
2.3
8.7
.7
6.3
-

11.7
3.7
8.8
1.6
1.9
.7
1.4
12.3
.8

Uniform percen tage---------------------------

34.5

5 percen t-------------------------------------6 percen t_____________________________
7 percen t-------------------------------------8 percen t-------------------------------------10 percent_____________________________

3.3
1.8
8.2
4.6
16.5

2 V2 cents_____________________________

See footnotes at end of tables.

-

_
.3
.5
4.2
.2
-

1.5
.6
-

_
-

.9
.4
1.1
.4
( 8)

2.0
-

.1
-

29.8

6.2

1.3

1.5

.1
.4
1.1
1.6
2.9

-

-

1.8
26.5

-

.4
.9

14

T a b le

B -3 .

S c h e d u le d

w e e k ly

h o u rs

and days

(Percen t distribution of plant- and officew orkers in all industries and in industry divisions by scheduled weekly hours and days
of firs t-s h ift w o rk ers, Utica—
Rome, N .Y ., July 1971)
Plantworkers

O fficew orkers

Weekly hours and days
A ll industries

A ll w orkers_________________________________
35 hours— 5 days________________________________
36 hours— 6 days________________________________
3 7 V2 hours— 5 days-------------------------------------38 hours— 5 days________________________________
3 8 V2 hours— 5 days______________________________
40 hours— 5 days----------------------------------------46 hours— 5 V2 days-------------------------------------48 hours— 6 days. -------------------------------------54 hours— 5 days________________________________

See footnote at end o f tables.




100
8
1
9
1
77
1
1
(9)

Manufacturing

Public utilities

100

100

5
10
1
80
2
2

100
-

A ll industries

100
7
21
(9)
72
-

Manufacturing

Public utilities

100

100

(9)
3
96
-

9
40
50
-

15

T a b le

B -4 .

P a id

h o lid a y s

(Percent distribution of plant- and officew orkers in all industries and in industry divisions by number of paid holidays provided annually, Utica—
Rome, N .Y ., July 1971)
Plantworkers

Officeworkers

Item
A ll industries

Manufacturing

Public utilities

A ll industries

Manufacturing

Public utilities

A ll w orkers________________________________

100

100

100

100

100

100

W orkers in establishments providing
paid holidays_________________________________
W orkers in establishments providing
no paid holidays _
.

97

100

100

100

100

100

3

-

-

-

-

-

4
9
3
1
14
4
7
1
23
5

5
2
3
2

3
1
2
(9)
11
1
1
7
(9)
38
9

_
15

14
5
6
1
28
7

-

-

13
4
4
2
3

16
6
5
1

23
27

2
7
2
(9 )
7
1
1
7
(9)
23
5'
9
11
3
21
1
2

3
4
13
13
26
31
55
55
62
66
81
84
93
97

1
1
11
11
28
35
64
64
69
74
90
93
95
100

27
50
50
50
50
50
59
59
93
93
100
100
100
100

Number of days
5 holidays plus 1 half day______________________
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 3 half days ____________________
8 holidays _____________________________________
8 holidays plus 2 half days____________________ .
9 holidays______________________________________
9 holidays plus 1 half day______________________
9 holidays plus 3 half days____________________
10 holidays_____________________________________
10 holidays plus 2 half days___________________
11 holidays_________________ __________________
11 holidays plus 1 half day__________
_______
12 h olid a y s____________________________________

-

_
-

7
34
9
-

-

-

37
8
-

-

-

18
5
2
1

24
16

1
1
8
8
26
35
73
75
81
82
94
96
97
100

16
40
40
40
40
40
48
48
85
85
85
85
100
100

T otal holiday tim e 1
0
12 days_________________________________________
IIV 2 days or m ore_____________________________
11 days or m ore________________________________
IOV2 days or m ore_____________________________
10 days or m ore________________________________
9 V2 days or m o r e ______________________________
9 days or m o r e ________________________________
8 V2 days or m o r e ______________________________
8 days or m o r e ________________________________
7 V2 days or m o r e ______________________________
7 days or m o r e _________________________________
6 V2 days or m o r e ______________________________
6 days or m ore
______________________________
5V2 days or m o r e ______________________________

See footnotes at end of tables.




2
3
27
36
47
52
75
76
83
83
90
91
98
100

16

T a b le

B -5 .

P a id

v a c a tio n s

(Percen t distribution of plant- and officew ork ers in all industries and in industry divisions by vacation pay provisions, Uticar-Rome, N .Y ., July 1971)
Plantworkers

O fficew orkers

Vacation policy
A ll industries

A ll w orkers_________________________________

Manufacturing

Public utilities

A ll industries

Manufacturing

Public utilities

100

100

100

100

100

100

100
89
5
6

100
86
7
7

100
100
-

100
99
(9)

100
99
(9)

100
100
-

-

-

-

24
15
5

30
12
1

59
15
26
-

Method of payment
Workers in establishments providing
paid vacations_________________________ ________
Len gth-of-tim e payment____________________
Percentage payment_________________________
O ther_________________________________________
Workers in establishments providing
no paid vacations______________________________

-

“

-

31
27

7
52
14

13
43
7

31
16

62
20
18
-

14
86
-

7
1
86
5

8
2
90
-

13
87
-

35
17
48
(9)

41
21
38
-

100
-

3
2
90
5

4
3
93
-

5
95
-

18
20
59
1
2

21
25
51
2

100
-

3
2
87
6
3

3
3
89
4

95
5

18
20
59
1
2

21
25
51
2

100
-

3
2
78
15
3

3
3
89
-

4
4

3
5
68
13
11

_
93
7

(9)

(’ )

70
20
10

Amount of vacation pay 1
1
A fte r 6 months o f service
Under 1 week---------------------------------------------1 week___________________________________________
O ver 1 and under 2 w eek s______________________

_

_

A fter 1 year 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______________________
A fter 2 years of service
1 week___________________________________________
O ver 1 and under 2 w eek s______________________
2 w eek s__________________________________________
Over 2 and under 3 w eek s______________________
A fter 3 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 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 weeks _________________________________________

_

_
95
5

4

A fter 5 years of service
1 week___________________________________________
O ver 1 and under 2 w eek s______________________
2 weeks _________________________________________
O ver 2 and under 3 w eek s______________________
3 w eek s__________________________________________

See footnotes at end of tables.




69
11
12

79
9
12

_
78
22

17

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

(Percen t distribution of plant- and officew orkers in all industries and in industry divisions by vacation pay provisions, Utica—
Rome, N .Y ., July 1971)
Plant worke r s

O fficeworkers

Vacation policy
A ll industries

Manufacturing

Public utilities

A ll industries

Manufacturing

Public utilities

Amount of vacation p a y 1
1— Continued
A fter 10 years of service
1 week___________________________________________
O ver 1 and under 2 weeks _____________________
2 w eek s_________________________________________
Over 2 and under 3 w eek s______________________
3 w eeks_________________________________________
Over 3 and under 4 w eek s______________________
4 w eeks_________________________________________

_

4
4
12
(9)
70
5
6

3
5
12
67
6
7

100
-

4
4
12
( 9)
70
5
6

3
5
12
67
6
7

100
-

4
4
8
(9)
43
12
29
1

3
5
8
36
15
31
1

_
87
13
-

4
4
8
(9)
10
2
56
10
5
1

3
5
8
8
3
53
12
7
1

_
7
93
-

4
4
8
(9)
6
2
51
10
14
1

3
5
8
5
3
53
12
10
1

(9)

(9)

12
15
70
1
2

(9)

(9)

_

6
89
1
4

_
_
_
100
_
-

A fter 12 years of service
1 week___________________________________________
Over 1 and under 2 w eek s______________________
2 w eeks_________________________________________
Over 2 and under 3 w eek s______________________
3 w eeks_________________________________________
Over 3 and under 4 w eek s______________________
4 w eeks_________________________________________

_

_

100
-

12
15
70
1
3

6
88
1
5

(9)

(9:

3
5
60
5
26
-

5
46
9
39
-

92
8
-

(9)

(9)

_

3
5
13
1
71
4
2
-

5
2
1
79
8
4
-

(9)
3
5
11
1
69
4
6

(9)
5
2
1
79
8
5

A fter 15 years of service
1 week___________________________________________
Over 1 and under 2 w eeks______________________
2 w eeks_________________________________________
Over 2 and under 3 w eek s______________________
3 w eeks_________________________________________
O ver 3 and under 4 w eeks---------------------------4 w eek s_________________________________________
5 w eeks_________________________________________

.

A fter 20 years o f service
1 week___________________________________________
Over 1 and under 2 w eek s______________________
2 w eeks_________________________________________
Over 2 and under 3 w eek s______________________
3 weeks _________________________________________
O ver 3 and under 4 w eeks______________________
4 w eek s_________________________________________
Over 4 and under 5 w eeks______________________
5 w eek s_________________________________________
6 w eek s_________________________________________

15
85
*

A fter 25 years of service
1 week___________________________________________
Over 1 and under 2 weeks _____________________
2 w eek s_________________________________________
Over 2 and under 3 w eek s______________________
3 w eek s_________________________________________
O ver 3 and under 4 w eek s______________________
4 w eeks_________________________________________
O ver 4 and under 5 w eek s______________________
5 w eek s_________________________________________
6 w eek s_________________________________________

See footnotes at end of tables.




_
7
43
50

_
15
45
40

18

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

(Percen t distribution of plant- and officew orkers in all industries and in industry divisions by vacation pay provisions, Utica—
Rome, N .Y ., July 1971)
Plantworkers

O fficew orkers

Vacation policy
A ll industries

Manufactur ing

P ublic u tilities

A ll in du stries

M anufacturing

Public utilities

Amount o f vacation pay 1 — Continued
1
A fter 30 years o f 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__________________________________________
O ver 3 and under 4 w eek s______________________
4 w eek s__________________________________________
Over 4 and under 5 w eek s______________________
5 w eek s__________________________________________
6 w eek s__________________________________________

4
4
8
(’ )
6
2
38
10
26
2

3
5
8
5
3
37
12
25
3

4
4
8
(’ )
6
2
38
10
21
7

3
5
8
5
3
37
12
18
9

-

_
7
43
50
-

_

(9)

(9)

3
5
11
1
49
4
25
-

5
2
1
45
8
38
-

15
45
40
-

n
3
5
11
1
49
4
24
2

(9)
5
2
1
15
8
35
4

_
15
45
40

-

Maximum vacation available
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__________________________________________
Over 3 and under 4 w eek s______________________
4 w eek s__________________________________________
O ver 4 and under 5 w eek s---------------------------5 w eek s__________________________________________
6 w eek s-----------------------------------------------------

See footnotes at end of tables.




7
~
43
50

19

T a b le

B -6 .

H e a lt h , in s u r a n c e , a n d p e n s i o n

plan s

(P ercen t of plant- and officew orkers in all industries and in industry divisions employed in establishments providing
health, insurance, or pension benefits, Utica—Rome, N .Y ., July 1971)
Plantworkers
Type of benefit and
financing 1
2

A ll industries

Manufacturing

O ffice workers
Public utilities

A ll industries

Manufacturing

Public utilities

-----------

100

100

100

100

100

100

Workers in establishments providing at
least 1 of the benefits shown below ___________

100

100

100

99

99

100

98
80

99
86

100
49

99
72

99
78

100
48

69
50

66
53

100
26

64
43

65
54

100
25

A ll w orkers----------------------------

L ife insurance_______________________________
Noncontributory plans_____________ ____
Accidental death and dismemberment
insurance.---- --------------------------------------Noncontributory plans—__________________
Sickness and accident insurance or
sick leave or both 1 ______________________
3

81

79

94

98

98

91

Sickness and accident insurance_________
Noncontributory plans________________
Sick leave (fu ll pay and no
waiting period)__ . ____ ____ _______
Sick leave (partial pay or
waiting period) ___________
____ __

75
61

79
68

70
43

87
81

87
80

53
37

30

74

48

80

81

91

2

1

2

1

Long-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____________________

11
3
96
77
92
73
88
69
69
52
13
6
82
7?

37
15
98
63
98
63
95
61
88
54
15
1
84
75

28
8
99
70
99
70
98
68
82
53
26
1
93
84

See footnotes at end of tables




9
1
99
82
94
77
90
74
68
53
10
1
84
84

31
31
100
73
100
73
100
73
92
65
20
20
94
94

“
23
23
91
69
91
69
91
69
99
68
1
1
87
48

20

Footnotes
A ll

o f th e s e

s ta n d a rd fo o tn o te s

m a y n o t a p p ly to t h is

b u lle t in .

1
Standard hours r e fle c t the w ork w eek fo r which em p loyees 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 of pay fo r o v e rtim e
at re g u la r and/or p rem iu m r a 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 totaling the earnings o f a ll w o rk e rs and d ividin g by the num ber o f w o rk e rs .
The m edian
d esign ates p osition — h a lf o f the em p lo yees surveyed r e c e iv e m o re than the rate shown; h a lf r e c e iv e le s s than the rate shown.
The m id d le
range is d efin ed by 2 ra tes o f pay; a fourth o f the w o rk e rs earn le s s than the lo w e r of these rates 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 weekends, h olid a ys, and late shifts.
4
T h e s e s a la rie s re la te to fo r m a lly establish ed m inim um starting (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 o rk 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 es s e n g e r.
6
Data a re p resen ted fo r a ll standard w orkw eeks com bined, and fo r the m ost com m on standard w ork w eek s rep o rted .
Includes a ll p la n tw o rk ers in establishm ents cu rre n tly operatin g la te 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 c u 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 o f 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 re 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 a lf days, and so on. P ro p o rtio n s
then w e r e cum ulated.
11
Includes paym ents other than "le n g th o f t im e ," such as p ercen ta ge o f annual earnings o r fla t-s u m paym ents, co n verted to an equ ivalent
tim e b a s is ; fo r exam p le, a paym ent of 2 p ercen t of annual earnings was 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 r e chosen a r b it r a r ily
and do not n e c e s s a r ily r e fle c t the individu al 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 rop ortion s in dicated at 10 y e a r s ' s e r v 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 e e 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 s tim a te s lis te d a fte r type of 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 by the e m p lo y e r. "N o n co n trib u to ry
p la n s" include only those plans financed e n tir e ly by the em p lo yer. E xclu ded a re le g a lly re q u ire d plans, such as w o rk m en 's com pensation, so c ia l
s e c u rity , and ra ilr o a d re tire m e n t.
13
U nduplicated to ta l of w o rk e rs r e 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 w hich d e fin ite ly estab lish at le a s t the m inim um number o f days' pay that can be expected by each em p lo yee.
In fo rm a l sick
le a v e allow an ces d eterm in ed on an in dividu al basis a re excluded.

i




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; learners; 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 electromatic 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 iller, 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 ille r, 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 of 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
Operates a bookkeeping machine (with or without a typew riter keyboard) to keep a record
of business transactions.
Class A. Keeps a set of records requiring a knowledge o f and experience in basic
bookkeeping principles, and fa m iliarity with the structure of the particular accounting system
used. Determines proper records and distribution of 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 biller,
machine), cost distribution, expense distribution, inventory control, etc. May check or assist
in preparation of tria l balances and prepare control sheets for the accounting department.
CLERK, ACCOUNTING
P erform s one or m ore accounting clerica 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 verifying for clerica 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 of clerica l methods and office practices and procedures
which relates to the clerica l processing and recording of transactions and accounting information.
With experience, the worker typically becomes fa m iliar with the bookkeeping and accounting term s
and procedures used in the assigned work, but is not required to have a knowledge o f 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 clerica 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 p ro­
cedures, perform s one or m ore routine accounting clerica 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 of 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 filing 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 level file clerks.
Class B . Sorts, codes, and file s
ings or partly classified m aterial by
cross-referen ce aids. As requested,
wards m aterial. May perform related

Class C . Perform s routine filin g 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 f i l l out withdrawal charge. May perform simple clerica l and manual tasks
required to maintain and service files.
CLERK, ORDER
Receives custom ers' orders fo r m aterial or merchandise by m ail, phone, or personally.
Duties involve any combination of the follow ing: 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 fo r oilers and plumbers.

21

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

22
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 officer, " used in the lev el definitions following, refers to
those officials 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. V ice presidents whose prim 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; directly supervise a c le rica l staff) are not considered to be
"corporate o ffic e rs " for purposes of applying the following level definitions.

KEYPU 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 o f a company that em ploys, in
all, over 100 but few er than 5,000 persons; or

Class A . Work requires the application of experience and judgment in selecting p roce­
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 or 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 office 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 em ploys, in
all, few er than 100 persons; or
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 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 cle rica 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 erform s varied c le rica l and secretarial
duties, usually including most of the following:
a. R eceives 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 supervisor's files;

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 for the
supervisor's signature to assure procedural and typographic accuracy;
f.

Class A

3. Secretary to the head, im m ediately below the office r le v e l, over either a m ajor
corporate-w ide functional activity (e.g., marketing, research, operations, industrial r e la ­
tio n s ]e tc .) or a m ajor geographic or organizational segment (e.g., a regional headquarters;
a m ajor division) of 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 lev el
of officia l) that employs, in all, over 5,000 persons; or
5. Secretary to the head of a large and important organizational segment (e.g., a middle
management supervisor o f an organizational segment often involving as many as several
hundred persons) or a company that employs, 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 fo r 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 of the organization,
program s, and procedures related to the work of the supervisor.
Exclusions
Not a ll 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); 0£
2. Secretary to a nonsupervisory staff specialist, professional employee, adm inistra­
tive o ffic e r, or assistant, skilled technician or expert. (NO TE: 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 secretarial 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 characterized in the definition;

STENOGRAPHER
Prim a ry duty is to take dictation using shorthand, and to transcribe the dictation. May
also type from w ritten copy. May operate from a stenographic pool. May occasionally transcribe
from voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-Machine
Operator, 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 manager or executive and perform s m ore
responsible and discretionary tasks as described in the secretary 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
secreta ria l work.




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

23
STENOGRAPHER— Continued

TA B U LATIN G -M AC H IN E O PERATO R (E lectric Accounting Machine Operator)— Continued

Stenographer, Senior

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

D ic ta tio n in v o lv e s a v a r ie d t e c h n ic a l o r s p e c ia l iz e d v o c a D u la ry su c h a s in le g a l b r ie f s
o r r e p o r t s on s c i e n t if ic r e s e a r c h .
M a y a ls o s e t up and m a in t a in f i l e s , k e e p r e c o r d s , e t c .

OR
P e rform s stenographic duties requiring significantly greater independence and respon­
sibility than stenographer, general, as evidenced by the following: Work requires a high
degree o f stenographic speed and accuracy; a thorough working knowledge of general business
and o ffice procedure; and of the specific business operations, organization, policies, proce­
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 for 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 m ultiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. P erform s full telephone information service or handles
complex calls, such as conference, collect, 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 calls.)
Class B . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. May handle routine long distance calls and record tolls.
May perform lim ited telephone information service. ("L im ite d " telephone information service
occurs i f the functions of the establishment serviced are readily understandable for telephone
information purposes, or if the requests are routine, e.g., giving extension numbers when
specific names are furnished, or i f 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 clerica l work as part o f regular
duties. This typing or cle rica l work may take the m ajor part of this w orker's time while at
switchboard.
TAB U LATIN G -M AC H IN E OPERATOR (E lectric Accounting Machine Operator)
Operates one or a variety o f machines such as the tabulator, calculator, collator, in ter­
preter, 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 of 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 w iring from diagrams and in the operating sequences of long and
complex reports. Does not include positions in which wiring responsibility is lim ited to
selection and insertion of prew ired boards.
Class B. Perform 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 electrical 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 employees 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, for example, individual sorting or collating runs,
or repetitive operations. May perform simple w iring from diagrams, and do some filing work.
TRANSCRIBING-MACHINE OPERATOR, 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 clerical work.
Workers transcribing dictation involving a varied technical or specialized vocabulary such as
legal briefs or reports on scientific research are not included. A worker who takes dictation
in shorthand or by Stenotype or sim ilar machine is classified as a stenographer.
TY 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 for use in duplicating processes. May do clerica l work involving little special training, such
as keeping simple records, filing records and reports, or sorting and distributing incoming m ail.
Class A . P erform s one or m ore o f 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 . Perform s one or m ore of the following: 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 most of the follow ing:
Studies instructions to determine equipment setup and operations; loads equipment with required
items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts
and operates computer; makes adjustments to computer to correct operating problems and meet
special conditions; review s e rro 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 with most of the following ch aracteristics: New program s are frequently tested
and introduced; scheduling requirements are of critica l importance to m inim ize downtime;
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 programs may not be available. May
give direction and guidance to low er lev el operators.
Class B . Operates independently, o r 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 O PERATO R— Continued
of new program s required; alternate program s are provided in case original program needs
m ajor change or cannot be corrected within a reasonable tim e. In common e rro r situa­
tions, diagnoses cause and takes corrective action. This usually involves applying previously
programed co rrective steps, or using standard correction techniques.
OR
Operates under direct supervision a computer running programs or segments of programs
with the ch aracteristics 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 with frequent review of operations perform ed.
Class C . Works on routine program s under close supervision. Is expected to develop
working knowledge of 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 of 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

24
COMPUTER PROGRAM ER, BUSINESS— Continued
of data to achieve desired results. Work involves m ost of the following: Applies knowledge of
computer capabilities, m athematics, logic employed by computers, and particular subject matter
involved to analyze charts and diagram s 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 programs;
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 programing concepts and practices. Working from dia­
grams 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, program ing is difficult because computer equipment must be organized to
produce several interrelated but diverse products from numerous and diverse data elements.
A wide va riety 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 readily available. While numerous records may be
processed, the data have been refined in prior 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 le v e l 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 lev el 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. Receives 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.
COM PUTER SYSTEMS A N A L Y S T , BUSINESS
Analyzes business problems 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 most 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 fo r program ing (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 ov era ll
operations. (NOTE: Workers perform ing both systems analysis and programing should be cla s­
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 o f 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, tjevelops an integrated
production scheduling, inventory control, cost analysis, and sales analysis record in which




COM PUTER 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, for approval of m ajor systems installations or changes and fo r obtaining equipment.
May provide functional direction to low er level systems analysts who are assigned to
assist.
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 fo r 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 im plications of the
data processing systems to be applied.
OR
Works on a segment of a complex data processing scheme or system, as described fo r
class A . Works independently on routine assignments and receives instruction and guidance
on complex assignments. Work is review ed for accuracy of judgment, compliance with in­
structions, and to insure proper alinement with the overall 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,
may 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 iffer 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 for consistency with p rior engineering determinations. May
either prepare drawings, or direct their preparation by low er level draftsmen.
Class B. P e rform s nonroutine and complex drafting assignments that require the appli­
cation o f m ost of the standardized drawing techniques regu larly used. Duties typically in ­
volve such work as: Prepares working drawings of subassemblies with irregu la r shapes,
multiple functions, and precise positional relationships between components; prepares archi­
tectural drawings for construction of a building including detail drawings o f 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 . Prepares detail drawings of single units or parts for engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isom etric projections
(depicting three dimensions in accurate scale) and sectional views to c la rify positioning of
components and convey needed information. Consolidates details from a number of 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 RAFTSM 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 la rge scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized item s. Work is closely supervised
during p rogress.
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 systems, subsystems, and circuits having
a variety of component parts.

25
ELECTRONIC TECHNICIAN— Continued

NURSE, IND USTRIAL (R egistered )

E lectronic equipment or systems worked on typically include one or m ore of the following:
Ground, vehicle, or airborne radio communications systems, 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 premises of a
factory or other establishment. Duties involve a combination of the following: Giving fir s t aid
to the ill 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
receiving 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 NTER , MAINTENANCE

MACHINIST, MAINTENANCE

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 m etals; selecting standard m aterials, parts, and equipment required for his work;
and fitting and assembling parts into mechanical equipment. In general, the machinist'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 fo r 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 e le c ­
trical equipment such as generators, transform ers, switchboards, controllers, circuit break ers,
motors, 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
electrical equipment; and using a variety of electrician 's handtools and measuring and testing
instruments. In general, the work of the maintenance electrician requires rounded 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-fed 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 ARY 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 AINTENANCE 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 perm itted 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 perm itted 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 AC H INE -TO O L OPERATOR, TOOLROOM
Specializes in the operation of one or m ore types of machine tools, such as jig borers,
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 following: 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, motortrucks, and tractors of an establishment. Work in­
volves most of the follow ing: Examining automotive equipment to diagnose source of trouble; d is­
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
assemblies in the vehicle and making necessary adjustments; and alining wheels, adjusting brakes
and lights, or tightening body bolts. In general, the work of the 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
mobile repair shops.
MECHANIC, M AINTENANCE
Repairs machinery or mechanical equipment of an establishment. Work involves most
of the following: 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 for the production of parts ordered from machine shop; reassembling 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 workers 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 most of the following:
Planning and laying out of the work; interpreting blueprints or other specifications; using a variety
of handtools and rigging; making standard shop computations 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 right's work normally requires
a rounded training and experience in the trade acquired through a form al apprenticeship or
equivalent training and experience.
PA IN TE R , M AINTENANCE
Paints and redecorates w alls, woodwork, and fixtures of an establishment. Work involves
the following: 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

26
P A IN TE R , M AIN TEN AN CE— Continued

SH 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 variety of handtools
in cutting, bending, form ing, shaping, fitting, and assembling; and installing sheet-metal articles
as required. In general, the work of 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 AINTENANCE
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 written specifications; cutting various sizes of pipe to
co rrect 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. Workers p rim a rily engaged in installing and repairing building sanitation
or heating systems are excluded.
S H E E T-M E T A L WORKER, MAINTENANCE
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 most of the follow ing: 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 maker; tool maker; fixture m aker; gage m aker)
Constructs and repairs machine-shop tools, gages, jigs,' fixtures or dies for forgings,
punching, and other m etal-form ing work. Work involves m ost 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 m etals 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 of parts to prescribed tolerances and allowances; and selecting appropriate
m aterials, tools, and processes. In general, the tool and die m aker'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

PACKER, SHIPPING— Continued

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

and size o f 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.

SHIPPING AND RECEIVING C LER K

JANITOR, PORTER, OR C LEANER
(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; removing
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. W orkers who specialize in window washing are excluded.

Prepares m erchandise fo r shipment, or receives and is responsible fo r incoming ship­
ments of m erchandise or other m aterials. Shipping work in volves: A knowledge of 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 merchandise fo r 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, workers 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 establishment
whose duties involve one or m ore of the following: Loading and unloading various m aterials and
merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving,
or placing m aterials or merchandise in proper storage location; and transporting m aterials or
m erchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are
excluded.

D rives a truck within a city or 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 repairs, and keep truck in good working ord er. D river-salesm en and
over-th e-road drivers 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 accord­
ance with specifications on sales slips, custom ers' orders, or other instructions. May, in addition
to fillin g orders and indicating items 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, truckdrivers are classified by size and type of equipment, as
(T ra c to r-tra ile r should be rated on the basis of tra ile r capacity.)
Truckdriver
Tru ck driver,
Tru ckdriver,
Tru ckdriver,
Tru ckdriver,

(combination of sizes listed separately)
light (under lV2 tons)
medium (IV 2 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
PACKER, SHIPPING
P repares 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
of units to be packed, the type of container employed, and method of shipment. Work requires
the placing o f item s in shipping containers and may involve one or m ore of the follow ing:
Knowledge of various item s of stock in order to v e rify 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, w orkers are classified by type of truck, as follows:
Trucker, power (fo rk lift)
Trucker, power (other than fo rk lift)

A re a W a g e S u rv ey s
A l i s t o f th e l a t e s t a v a i l a b l e b u l l e t i n s i s p r e s e n t e d b e l o w .
A d i r e c t o r y o f a r e a w a g e s tu d i e s i n c l u d i n g m o r e l i m i t e d s tu d ie s c o n d u c te d at
the r e q u e s t o f the E m p l o y m e n t S t a n d a r d s A d m i n i s t r a t i o n o f th e D e p a r t m e n t o f L a b o r is a v a i l a b l e on r e q u e s t . B u l l e t i n s m a y be p u r c h a s e d f r o m the
S u p e r in t e n d e n t o f D o c u m e n t s , U.S . G o v e r n m e n t P r i n t i n g O ffic,e, W a s h i n g t o n , D . C . , 204 02, o r f r o m any o f the BLS r e g i o n a l s a l e s o f f i c e s show n on
th e i n s i d e f r o n t c o v e r .

Area

Akron, Ohio, July 1970_________________________________
Albany—
Schenectady— ro y , N .Y ., M ar. 1971 1________
T
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 ___________________________
Beaumont— o rt Arthui—Orange, T ex ., May 1971 1 ---P
Binghamton, N .Y ., July 1971 1 ________________________
Birm ingham , A la ., M ar. 1471 1________________________
B oise City, Idaho, Nov. 1970 1 ________________________
Boston, M ass., Aug. 1970 * ____________________________
Buffalo, N .Y ., Oct. 1970 1______________________________
Burlington, V t., M ar. 1971 1---------------------------------Canton, Ohio, M ay 1971---------------------------------------Charleston, W. V a ., M ar. 1971----------------------------Charlotte, N.C ., Jan. 1971----------------------------------Chattanooga, Tenn.— a., Sept. 1970 1 _________________
G
Chicago, 111., June 1970________________________________
Cincinnati, Ohicr-Ky.—Ind., Feb. 1971 1--------------------Cleveland, Ohio, Sept. 1970 1--------------------------------Columbus, Ohio, Oct. 1970 1---------------------------------Dallas, T e x ., Oct. 1970 1 -------------------------------------Davenport—
Rock Island— oline, Iowa—111.,
M
Feb. 1971----------------------------------------------------------Dayton, Ohio, Dec. 1970 1
______________________________
Denver, Colo., Dec. 1970--------------------------------------Des M oines, Iowa, May 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.— an s., Sept. 1970 1---------------------K
Law rence— averh ill, M ass.— .H ., June 1971----------H
N
L ittle Rock—
North L ittle Rock, A rk ., July 1971-------Los Angeles—Long Beach and Anaheim—
Santa A n aGarden G rove, C a lif., M ar. 1971 1
-----------------------L ou isville, Ky.—Ind., Nov. 1970-------------- --------------Lubbock, T ex., M ar. 1971-------------------------------------M anchester, N .H ., July 1971---------------------------------M em phis, Tenn.— r k ., Nov. 1970---------------------------A
M ia m i, F la ., Nov. 1970 1
_______________________________
Midland and Odessa, T ex., Jan. 1971----------------------M ilw aukee, W is ., May 1971 ----------------------------------Minneapolis—
St. Paul, Minn., Jan.1971--------------------

B u lletin num ber
and p r i c e

1660-88,
1685-54,
1685-58,
1685-75,
1685-69,
1685-18,
1685-68,
1725-6,
1685-63,
1685-21,
1685-11,
1685-43,
1685-59,
1685-71,
1685-57,
1685-48,
1685-10,
1660-90,
1685-53,
1685-28,
1685-33,
1685-22,

30cents
35cents
30cents
30cents
40cents
50cents
35cents
35cents
40 cents
35cents
50 cents
50cents
35cents
30cents
30cents
30cents
35cents
60cents
4 5 cents
50 cents
40 cents
50 cents

1685-51,
1685-45,
1685-41,
1685-70,
1685-77,
1685-25,
1725-3,
1685-78,
1685-67,
1685-31,
1685-39,
1685-37,
1685-16,
1685-83,
1725-4,

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

1685-66,
1685-27,
1685-60,
1725-2,
1685-30,
1685-29,
1685-40,
1685-76,
1685-44,

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

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


Area

B u lletin num ber
and p r i c e

M u s k e g o n —M u s k e g o n H eigh ts , M i c h . , June 1971______
1685-82,
N e w a r k and J e r s e y City, N . J . , Jan. 1971---------------------- 1685-47,
N e w H av en , C o n n . , Jan. 1971_______________________________
1685-35,
N e w O r l e a n s , L a . , Jan. 1971 1_____________________________
1685-36,
N e w Y o r k , N . Y . , A p r . 1 9 7 0 1 _______________________________
1660-89,
N o r f o lk r - P o r t s m o u t h and N e w p o r t N e w s —
H am pton, V a . , J an. 1971 1 --------------------------------------------- 1685-46,
O k la h o m a City, O k l a . , July 1971 1 ________________________
1725-8.
O m a h a , N e b r . - I o w a , Sept. 1970 1 _________________________
1685-14,
P a t e r son— li fto n — a s s a i c , N . J . , June 1971_____________ 1685-84,
C
P
P h i l a d e l p h i a , P a . —N . J . , No v. 1970________________________
1685-34,
P h o e n ix , A r i z ., June 1971__________________________________ 1685-86,
P i t t s b u r g h , P a . , Jan. 197 1 1 ---------------------------------------------- 1685-49,
P o r t l a n d , M a i n e , N o v . 1970----------------------------------------------- 1685-19,
P o r t l a n d , O r e g . —W a s h . , M a y 1971________________________ 1685-85,
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 -------------------------------------------------------------------------- 1685-80,
R a l e i g h , N . C . , Aug . 1971____ _______________________________
1725-5,
R ichm ond , V a . , M a r . 1971 ----------------------------------------------- 1685-62,
R o c h e s t e r , N . Y . (o f fi c e occu pa tio ns o nly ),'
J u ly 1971 1 -------------------------------------------------------------------------- 1725-7,
R o c k f o r d , 111., M a y 1971____________________________________ 1685-79,
St. L o u i s , M o .—111., M a r . 1971 1___________________________
1685-65,
Salt L a k e Ci ty, Utah , No v. 1970 1 _________________________
1685-26,
San A n t o n i o , T e x . , M a y 1971 1 _____________________________
1685-81,
San B e r n a r d i n o —R i v e r s i d e — n t a r i o , C a l i f . ,
O
D e c . 1970 1-------------------------------------------------------------------------- 1685-42,
San D i e g o , C a l i f . , No v. 1970---------------------------------------------- 1685-20,
San F r a n c i s c o — ak la n d , C a l i f . , Oct. 1970_______________ 1685-23,
O
San J o s e , C a l i f . , A u g . 1970_________________________________ 1685-13,
Savann ah, G a . , M a y 1971___________________________________ 1685-72,
Scr an ton , P a . , Ju ly 1971____________________________________
1725-1,
Seattle—E v e r e t t , W a s h . , J an. 197 1 1_____________________ 1685- 52,
1685-38,
Siou x F a l l s , S. D a k . , D e c . 1970 1__________________________
South B end , In d ., M a r . 1971--------------------------------------------1685-61,
Spokane, W a s h . , June 1970 1 _______________________________
1660-86,
S y r a c u s e , N . Y . , July 1970-----------------------------------------------1685-8,
Tampar-St. P e t e r s b u r g , F l a . , N o v . 1970________________ _
_ 1685-17,
T o le d o , O h i o ^ M i c h . , A p r . 1971 1 _________________________
1685-74,
T r e n t o n , N . J . , Sept. 1970 1 _________________________________ 1685-15,
Utica—R o m e , N . Y . , July 1971 1---------------------------------------- 1725-9,
W a sh in g t o n , D . C . —M d .—V a . , A p r . 1971___________________ 1685-56,
W a t e r b u r y , C o n n . , M a r . 1971------------------------------------------- 1685-55,
W a t e r l o o , Io wa, N o v . 1970 1________________________________
1685- 32,
W i c h i t a , K a n s . , A p r . 1971-----------------------------------------------1685-64,
W o r c e s t e r , M a s s . , M a y 1971 ------------------------------------------- 1685-73,
Y o r k , P a . , F e b . 1971----------------— -------------------------------------- 1685- 50,
Y o u n g s t o w n - W a r r e n , O h io , N o v . 1970____________________ 1685-24,

30cents
40cents
30cents
40 cents
75 cents
35cents
35 cents
35cents
35cents
50cents
30 cents
50cents
30cents
35cents
40 cents
30 cents
30 cents
35cents
30cents
50cents
35cents
35 cents
40 cents
30cents
40 cents
30cents
30cents
30cents
35cents
35cents
30cents
35cents
30cents
30 cents
40 cents
35cents
35cents
40 cents
30cents
35 ce nts
30cents
30cents
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

PENALTY FOR P R IV A TE USE, $300




r

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

U.S. DEPARTMENT OF LABOR

U.S.MAIL

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