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I 7 2.T

V

2 .




Dayton & Montgomery Co.
Public Library

FE 101972
B
DOCUMENT COLLECTION

AREA WAGE SURVEY
T h e T re n to n , N e w Jers e y , M e tro p o lita n A re a ,
S e p te m b e r 1971

Bul l e t i n 1 7 2 5 -1 2
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
1603-J F K Federal Building

Region II

Region III

Region IV
S uite 54 0

4 0 6 Penn Square Building

G overnm ent Center

341 N inth Ave., Rm. 1 0 25
N ew Y o rk , N .Y . 10001

1317 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 (Area Code 21 2)

Philadelphia, Pa. 19107

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

Phone: 5 9 7 -7 7 9 6 (Area Code 215)

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

Phone: 2 2 3-67 61 (Area Code 61 7)
Region V




Region VI

Regions V II and V III

Regions IX and X
4 5 0 Golden Gate Ave.

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

Federal O ffice Building

Chicago, III. 6 0 6 0 6

Dallas, T e x . 7 5 2 0 2

911 W alnut S t., 10th Floor

Box 3 6 017

Phone: 3 5 3 - 1 8 80 (Area Code 312)

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: 374-2481 (Area Code 81 6)

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

8th Floor, 3 0 0 South Wacker Drive

Regions V II and VI11 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 i n 1 7 2 5 - 1 2

U.S. DEPARTMENT OF LABOR, J. D. Hodgson, Secretary

D e c e m b e r 1971

BUR EA U OF LABOR STATIS TIC S, Geoffrey H. Moore, Commissioner

T h e T re n to n , N e w J e rs e y , M e tro p o lita n A r e a , S e p te m b e r 1971
C O N TEN TS
Page

1.
4.

Introduction
W age trends fo r s e le c te d occupational groups

T a b les:
3,
5.

6.
8.
9.
10
11

13.

1.
2.

A.

E stablishm ents and w o rk e rs within scope o f su rvey and number studied
Indexes o f standard w eek ly s a la rie s and s tra ig h t-tim e hou rly earnings fo r s e le c te d occupational
grou ps, and p ercen ts o f in c re a s e fo r s e le c te d period s
Occupational earnings:
A - l . O ffic e occupations— en and women
m
A - 2. P ro fe s s io n a l and tech n ical occupations—
men and women
A - 3- O ffic e , p ro fe s s io n a l, and tech n ical occupations— en and women com bined
m
A -4 . M aintenance and pow erplant occupations
A - 5. Custodial and m a te ria l m ovem en t occupations

Appendix.

Occupational descrip tion s




For sale by the Superintendent of Documents, U S . Government Printing Office, Washington, D.C., 20402 — Price 3 0 cents

Preface
Th e Bureau o f L a b o r S tatistics p ro g ra m o f annual occu pa­
tion al w age su rveys in m etro p o lita n a rea s is designed to p ro v id e data
on occupational earn in gs, and establishm ent p ra c tic e s and supplem en­
ta ry w age p ro v is io n s .
It yie ld s d eta iled data by s e le c te d industry
d iv is io n fo r each o f the a rea s studied, fo r geograp h ic re g io n s , and
fo r the United States. A m a jo r con sid eration 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 o f w ages by occu pa­
tion al c a te g o ry and s k ill le v e l, and (2) the stru ctu re and le v e l o f w ages
among a rea s and indu stry d ivisio n s.
A t the end o f each su rv e y , an individual a re a bulletin 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 s u rv e y s , two su m m ary bulletins a re issued.
Th e fir s t
brin gs data fo r each o f the m etro p o lita n a rea s studied into one bulletin.
T h e second presen ts in form ation which has been p ro je c te d fro m in d i­
vidual m etro p o lita n a re a data to re la te to geograp h ic region s and the
United States.
N in e ty a rea s cu rren tly a re included in the p ro g ra m . In each
a re a , in form a tion on occupational earnings is c o llected annually and on
establish m en t p ra c tic e s and supplem entary w age p ro visio n s b ien n ially.
T h is b u lletin p resen ts resu lts o f the su rvey in T ren to n , N . J.,
in S ep tem b er 1971.
Th e Standard M etro p o lita n S ta tistica l A r e a , as
defined by the O ffic e o f M anagem ent and Budget (fo r m e r ly the Bureau
o f the Budget) through January 1968, con sists o f M e r c e r County. This
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 o f A lv in I. M a r g u lis , A ssista n t R egion al
D ir e c to r fo r O p eration s.




N ote:
S im ila r tabulations
in side back c o v e r .)

a re

a v a ila b le fo r

other a rea s.

(See

Union w age ra te s , in d ica tive o f p re v a ilin g pay le v e ls in
the T ren ton a re a , a re also a v a ila b le fo r building construction;
prin tin g; lo c a l-tr a n s it operatin g em p loyees; lo c a l tru c k d riv e rs
and h elp ers; and g r o c e r y s to re em p loyees.

In tro d u c tio n
T h is a re a 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 ta tistics conducts su rveys of occupational earnings
and re la te d b en efits on an areaw id e b a s is .1

the A - s e r ie s ta b les, because e ith e r ( l ) em ploym ent in the occupation is
too s m a ll to p ro v id e enough data to m e r it p resen tation , o r (2) th ere is
p o s s ib ility of d is c lo s u re o f in d ividu al establishm ent data. Earnings
data not shown se p a ra te ly fo r in du stry d ivision s a re included in the
o v e r a ll c la s s ific a tio n when a su b cla ssifica tio n o f s e c r e ta r ie s o r tru ckd r iv e r s is not shown o r in fo rm a tio n to su b cla ssify is not availab le.

T h is bu lletin presen ts cu rren t occupational em ploym ent and
earn in gs in fo rm a tio n obtained la r g e ly by m a il fro m the establishm ents
v is ite d by Bureau fie ld econ om ists in the la st p reviou s su rvey fo r
occupations rep o rted in that e a r lie r study. P e r s o n a l v is its w e re m ade
to nonrespondents and to those respondents rep ortin g unusual changes
since the p reviou s su rvey.

O ccupational em ploym ent and earnings data a re shown fo r
fu ll-tim e w o r k e r s , i.e ., those h ire d to w o rk a reg u la r w e e k ly schedule.
E arn in gs data exclude p rem iu m pay fo r o v e rtim e and fo r w ork on
w eekends, h olid a ys, and late shifts. Nonproduction bonuses a re e x ­
cluded, but c o s t- o f- liv in g allow an ces and incentive earnings a re in ­
cluded.
W h ere w e e k ly hours a re re p o rte d , as fo r o ffic e c le r ic a l
occupations, re fe r e n c e is to the standard w ork w eek (rounded to the
n ea rest h a lf hour) fo r which em p lo yees r e c e iv e th e ir regu la r stra igh ttim e s a la rie s (e x c lu s iv e o f pay fo r o v e rtim e at reg u la r and/or p r e ­
m ium ra te s ). A v e r a g e w e e k ly earnings fo r these occupations have
been rounded to the n ea rest h a lf d o lla r.

In each a re a , data a re obtained fro m re p re s e n ta tiv e esta b ­
lishm ents within six broad in du stry d ivis io n s : M anufacturing; tra n s ­
p ortation , com m unication,
other public u tilitie s ; w h o lesa le trad e;
r e ta il trade; finance, insu rance, and re a l estate; and s e r v ic e s . M a jo r
industry groups excluded fro m these studies a re govern m en t o p e ra ­
tions and the constru ction and e x tra c tiv e in d u stries. E stablishm ents
having fe w e r than a p re s c r ib e d num ber 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 a rra n t inclusion. Separate tabulations a re p ro vid ed fo r each of
the broad industry d ivision s which m eet publication c r ite r ia .

ad
n

T h ese su rveys m ea su re the le v e l of occupational earnings in
an a rea at a p a rtic u la r tim e. C om p arison s o f individual occupational
a v e ra g e s o v e r tim e m ay not r e fle c t expected w age changes.
The
a v e ra g e s fo r in dividu al jobs a re a ffe c te d by changes in w ages and
em ploym ent pattern s. F o r exam p le, prop ortion s of w o rk e rs em ployed
by h igh- or lo w -w a g e fir m s m a y change o r h igh -w age w o rk e rs m ay
advance to b e tte r jobs and be rep la ced by new w o rk e rs at lo w e r rates.
Such shifts in em ploym ent could d e c re a s e an occupational a vera g e even
though m ost establish m en ts in an a re a in c re a s e w ages during the year.
Tren ds in earnings o f occupational grou ps, shown in table 2, are b etter
in d icators o f w age trends than individual jobs w ithin the groups.

T h ese surveys a re conducted on a sam ple basis because of
the u n n ecessary cost in volved in su rveyin g a ll establishm ents.
To
obtain optimum a ccu racy at m inim um cost, a g re a te r p ro p o rtio n of
la rg e than of s m a ll 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 ­
tim a tes based on the establishm ents studied a re p resen ted , th e re fo re ,
as rela tin g to a ll establishm ents in the indu stry grouping and a rea ,
excep t fo r those b elow the m inim um s ize studied.
Occupations and Earnings
The occupations selected fo r study a re com m on to a v a r ie ty
o f m anufacturing and nonmanufacturing in d u stries, and a re o f the
fo llo w in g typ es: ( l ) O ffic e c le r ic a l; (2) p ro fe s s io n a l and tech n ical;
(3) m aintenance and pow erplant; and (4) cu stodial and m a te r ia l m o v e ­
m ent. O ccupational c la s s ific a tio n is based on a u n iform set of job
d escrip tio n s design ed to take account of in ter establish m en t v a ria tio n
in duties w ithin the sam e job.
The occupations sele c te d fo r study
a re lis te d and d e s c rib e d in the appendix. U nless o th erw ise indicated,
the earnings data fo llo w in g the job title s a re fo r a ll in d u stries co m ­
bined. E arn in gs data fo r som e of the occupations lis te d and d escrib ed ,
o r fo r som e in du stry d ivision s w ithin occupations, are not p resen ted in

Th e a v e ra g e s p resen ted r e fle c t com p osite, areaw ide e s t i­
m ates.
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 fr o m the a v e ra g e s m ay fa il to r e fle c t
a c c u ra te ly the w age spread or d iffe r e n tia l m aintained among job s in
individu al establish m en ts. S im ila r ly , d iffe re n c e s in a v e ra g e pay le v e ls
fo r m en and w om en in any o f the s e le c te d occupations should not be
assum ed to r e fle c t d iffe re n c e s in pay treatm en t o f the sexes w ithin
in dividu al establish m en ts. O th er 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 w om en include: D iffe re n c e s
in p ro g r e s s io n w ithin estab lish ed rate ran ges, since only the actual
1
Included in the 90 areas are four studies conducted under contract with the New York State
rates paid incum bents a re c o lle c te d ; and d iffe re n c e s in sp e c ific duties
Department of Labor. These areas are Binghamton (New York portion only) Rochester (office occupa­
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
tions only); Syracuse; and Utdca-Rome. In addition, the Bureau conducts more lim ited area studies in
the sam e su rvey job d escrip tion . Job d escrip tion s used in cla s s ify in g
65 areas at the request of the Employment Standards Administration of the U .S. Department of Labor.




1

2
em p lo yees in these su rveys a re u su ally m o re g e n e ra liz e d than those
used in in divid u al establish m en ts and a llo w fo r m in o r d iffe re n c e s
am ong estab lish m en ts in the s p e c ific duties p erfo rm e d .
O ccupational em ploym en t estim a tes rep resen t the total in a ll
estab lish m en ts w ithin the scope o f the study and not the number actu­
a lly su rveyed . B ecau se o f d iffe re n c e s in occupational stru ctu re among
estab lish m en ts, the estim ates o f occupational em ploym ent obtained from
the sam ple o f establish m en ts studied s e r v e only to indicate the re la tiv e
im p orta n ce o f the job s studied.
T h ese d iffe re n c e s in occupational
stru ctu re do not a ffe c t m a te r ia lly the a ccu ra cy of the earnings data.




E stablish m en t P r a c tic e s and Supplem entary W age P ro v is io n s

Tabulations on sele c te d establish m en t p ra c tic e s and supple­
m en ta ry w age p ro v is io n s (B - s e r ie s tab les) a re not presen ted in this
bulletin.
In form ation fo r these tabulations is c o lle c te d b ien n ially.
T h ese tabulations on m inim um entrance s a la rie s fo r in exp erien ced
w om en o ffic e w o r k e r s; shift d iffe re n tia ls ; scheduled w eek ly hours;
paid h olid ays; paid vacation s; and health, insu rance, and pension
plans a re p resen ted (in the B - s e r ie s tab les) in p reviou s bu lletins
fo r this area.

3

T a b le

1.

E s t a b lis h m e n t s

and

w o rk e rs

w it h in

scope

of s u rve y

and

num ber

s t u d ie d

in T r e n t o n , N . J . , 1

b y m a j o r in d u s tr y d i v i s i o n ,2 S e p t e m b e r 1 9 7 1
Minimum
employment
in establish­
ments in scope
of study

Industry division

Number of establishments

Workers in establishments
Within scope of study4

Within scope
of study3

Studied

Studied

Number

Percent

A ll divisions________________________________

_

211

89

53,445

100

36, 137

Manufacturing___________________________________
N onmanufa cturin g_______________________________
Transportation, communication, and
other public utilities 5 „ __________________
Wholesale trade 6 ___________________________
Retail trade 6_________________________________
Finance, insurance, and rea l estate 6______
Services 6 7 _________________________________

50
-

109
102

47
42

35,730
17,715

67
33

25,092
11, 045

50
50
50
50
50

10
15
37
10
30

7
5
9
6

3, 863
1, 113
6, 867
2,285
3,587

7
2
13
4
7

3,555
513
2,328
2,047
2,602

__________________ ________” ________
1 The Trenton Standard Metropolitan Statistical A rea, as defined by the Bureau of the Budget through January 1968, consists of M ercer County.
The "w orkers within scope of study" estim ates shown in this table provide a reasonably accurate description of the size and composition of the labor
force included in the survey. The estim ates are not intended, however, to serve as a basis of comparison with other employment indexes for 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 of the Standard Industrial Classification Manual was used in classifying establishments by industry division.
3 Includes all establishments with total employment at or above the minimum lim itation. A ll outlets (within the area) of companies in such
industries as trade, finance, auto repair service, and motion picture theaters are considered as 1 establishment.
4 Includes all workers in a ll establishments with total employment (within the area) at or above the minimum lim itation.
5 Abbreviated to "public u tilities " in the A -s e r ie s tables. Taxicabs and services incidental to water transportation w ere excluded.
6 This industry division is represented in estimates fo r " a ll industries" and "nonmanufacturing" in the Series A tables. Separate presentation
of data for this division is not made fo r one or m ore of the following reasons: (1) Employment in the division is too sm all to provide enough data
to m erit separate study, (2) the sample was not designed initially to perm it separate presentation, (3) response was insufficient or inadequate to
permit separate presentation, and (4) there is possibility of disclosure of individual establishment data.
7 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.




Over two-thirds of the workers within scope of the survey in the Trenton area w ere
employed in manufacturing firm s. The following presents the m ajor industry groups and
specific industries as a percent of a ll manufacturing:
Industry groups
E le ctrica l equipment and
supplies________________________18
Fabricated m etal products_____ 15
Machinery, except
electrical______________________ 11
Rubber and plastics
products_______________________ 11
Printing and publishing_________ 9
Stone, clay, and glass
products_______________________ 9
Chemicals and allied
products_______________________ 7
Apparel and other textile
products_______________________ 5

Specific industries
Cutlery, hand tools, and
hardw are______________________
Communication equipment_____
Pottery and related
products______________________
Fabricated rubber products___
E lectric lighting and
w iring equipment_____________
Engines and turbines___________
P e rio d ic a ls _____________________

10
8
8
7
6
5
5

This information is based on estim ates of total employment derived from universe
m aterials compiled p rior to actual survey. Proportions in various industry divisions may
d 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 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 stria l nurses,
and in a v e ra g e earn in gs o f s e le c te d p la n tw ork er groups. The indexes
a re a m ea su re o f w ages at a given tim e , ex p re s s e d as a p ercen t of
w ages during the base p erio d . Subtracting 100 fro m the index yield s
the p ercen ta ge change in w ages fr o m the base p e rio 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 wage
changes betw een the in dicated dates. Annual ra tes of 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 w as oth er than 12 m onths. T h ese computations
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 a re not intended to m easu re a v e ra g e pay
changes in the establish m en ts in the area.

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 r e la tiv e (100) by the re 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.
F o r o ffic e c le r ic a l w o rk e rs and in d u strial n u rses, 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 p lan 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 eeken ds, h olid ays, and
late shifts. The p ercen ta ges a re based on data fo r sele c te d k ey o ccu ­
pations and include m ost o f the n u m e ric a lly im portan t jobs within
each group.
L im ita tio n s o f Data

M ethod o f Com puting
The indexes and p ercen ta ges o f change, as m ea su res of
change in a re a a v e ra g e s , a re influ enced by: ( l ) g e n e ra l s a la ry and
w ig e changes, (2) m e r it o r other 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 sam e job , and (3) changes in a v e ra g e
w ages due to changes in the la b or fo r c e resu ltin g fro m la b or tu rn ­
o v e r, fo r c e expansions, fo r c e redu ction s, and changes in the p r o p o r ­
tions o f w o rk e rs em p loyed by establish m en ts w ith 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 o r d e c re a s e s in the
occupational a v e ra g e s without actual w age changes. It is con ceivab le
that even though a ll establishm ents in an a re a 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 r ly , w ages
m ay have rem a in 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 igh er-p a yin g establishm ents
en tered the area.

E ach o f the fo llo w in g k ey occupations w ithin an occupational
group was a ssign ed a constant w eigh t based on its p rop ortion a te etnp loym en t in the occupational group:
Office clerical (men and women): Office clerical (men and women)— Skilled maintenance ( men):
Carpenters
Continued
Bookkeeping-machine
Electricians
Secretaries
operators, class B
Machinists
Stenographers, general
Clerks, accounting, classes
Mechanics
Stenographers, senior
A and B
Mechanics (automotive)
Switchboard operators, classes
Clerks, file , classes
Painters
A , B, and C
A and B
Pipefitters
Tabulating-machine operators,
Clerks, order
Tool and die makers
class B
Clerks, payroll
Typists, classes A and B
Comptometer operators
Unskilled plant (men):
Keypunch operators, classes
Janitors, porters, and cleaners
Industrial nurses (men and women):
A and B
Laborers, material handling
Nurses, industrial (registered)
Office boys and girls

The use o f constant em ploym en t w eigh ts elim in a tes the e ffe c t
o f changes in the p ro p o rtio n o f w o rk e rs re p resen ted in each job in ­
cluded in the data.
The p ercen ta g es 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 schedules, as such, or by prem 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 s ign ifica n t e ffe c t caused
by changes in the scope o f the su rvey.

The a v e ra g e (m ean) earn in gs fo r each occupation w e re m u lti­
p lie d by the occu pation al w eigh t, and the products fo r a ll occupatibns
in the group w e r e totaled .
The a g g re g a te s fo r 2 con secu tive y e a rs
w e r e re la te d by d ivid in g the a g g re g a te fo r the la te r y e a r b y the a g g r e ­
gate fo r the e a r lie r y e a r.
The resultant r e la tiv e , le s s 100 p ercen t,




4




5

T a b le 2 .

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

in T r e n to n , N J ., S e p t e m b e r 1 9 7 0 an d S e p t e m b e r 1 9 7 1 , an d p e rc e n ts o f in c re a s e fo r s e le c te d p e rio d s
A ll industries
O ffice
clerica l
(men and
women)

Period

Industrial
nurses
(men and
women)

Manufacturing

Skilled
maintenance
trades
(men)

Unskilled
plant
workers
(men)

O ffice
clerica l
(men and
women)

Industrial
nurses
(men and
women)

Skilled
maintenance
trades
(men)

Unskilled
plant
workers
(men)

Indexes (Novem ber 1967=100)
September 1970_________________________________
September 1971_______________ ______________ .

118.7
128.0

114.5
121.6

116.0
125.5

1 111.2
120.7

118.5
126.7

114.5
121.6

114.8
124.2

1 113.3
120.3

Percen ts of increase
Decem ber 1960 to Decem ber
Decem ber 1961 to Decem ber
Decem ber 1962 to December
Decem ber 1963 to December
Decem ber 1964 to December
Decem ber 1965 to December
December 1966 to Novem ber
11-month increase— ____
Annual rate of in crease-

1961__—_________
1962_____________
1963- - ________
1964
___
1965_____________
1966_____ ________
1967:
________ ________
--- ------ -------

2.6
2.2
1.6
3.1
3.5
4.7

7.8
5.2
4.4
.9
7.0
2.2

3.1
2.3
1.9
2.9
3.3
4.8

2.0
4.2
4.3
1.7
3.3
6.6

2.2
2.3
.8
1.4
3.5
3.7

7.7
5.1
4.9
.9
6.0
2.2

2.6
2.1
2.2
2.8
3.2
5.0

2.6
3.7
3.8
2.4
5.0
3.2

3.4
3.7

8.5
9.3

6.5
7.1

5.2
5.7

3.5
3.8

8.5
9.3

6.7
7.3

5.5
6.0

Novem ber 1967 to October 1968:
11-month increase__-_____________ -____—
____
Annual rate of in c re a s e_____________________

4.6
5.0

4.3
4.7

5.0
5.5

5.4
5.9

4.5
4.9

4.3
4.7

4.7
5.1

5.3
5.8

October 1968 to September 1969:
11-month increase___________________________
Annual rate of in crease---------------------------

6.3
6.9

4.9
5.4

2.8
3.1

2.8
3.1

5.1
5.6

4.9
5.4

2.5
2.7

3.0
3.3

September 1969 to September 1970— ------September 1970 to September 1971____________

6.7
7.8

4.7
6.2

7.5
8.2

12.6
8.5

7.9
6.9

4.7
6.2

7.0
8.2

14.4
6.2

Revised estimate.

6

A.

Occupational earnings

T a b le A-1.

O ffic e 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, Trenton, N.J., September 1971)
Weekly earnings 1
( standard)

Sex, occupation, and industry division

Number
of
woikers

Numbei of workers receiving straight-time weekly earnings o:
1

Average

*
70

Mean 2

M edian2

Middle range2

|
standard)

*
75

80

80

85

*

i

*

*

S

%

*

s

$

$

S

*

$

$

%

t

$

%

85

90

95

100

105

110

115

120

125

13 0

135

140

150

160

170

180

190

200

90

95

100

10 5

110

115

12 0

125

130

135

140

150

160

17 0

180

190

20 0

over

9
9

1
1

5
5

10
9

18
17

5
5

2
1

“

3
2

3
3

3
3

1

4

3

1

2

1

5

and
under
75

and

MEN

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

59
55

39 . 5 1 4 6 .0 0
3 9 .5 1 4 5 .0 0

1 4 1 .0 0

$
$
1 3 0 .0 0 -1 5 7 .0 0
1 2 9 .0 0 -1 5 6 .0 0

CLERKS,

28

3 9 .0

1 4 1 .5 0

1 3 8 .0 0

1 1 0 .5 0 -1 7 4 .5 0

ACCOUNTING,

CLASS B

2

1

3

1

3

1
'

WOMEN

BOOKKEEPING-MACHINE OPERATORS,
CLASS B --------------------------------------------------------

50

3 7 .5

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

118
106

3 9 .0
3 9 .0

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

298
146

37 . 5 1 1 1 .0 0
3 8 .5 1 1 3 .0 0

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

44
25

3 8 .5
3 9 .5

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

63
29

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

9 6 .5 0

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

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

9 9 .5 0

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

6

i

5

8
8

16
13

3
2

3

8

1

9

15

1

l

4

2

2

3

4
2

-

5
5

6
6

12
11

18
15

7
5

24
23

3
3

20
18

9
9

8
7

-

-

-

-

18

13
3

3
i

6

5
5

12
12

5
5

_

3
3

6

3

_

-

6

-

-

_

-

_

-

-

-

i
i

_

*

3
3

-

“

-

-

_

-

2
2

1
*

“

6
6

i
i

3
3

i
i

i
i

-

16
12

23
15

62
25

72
21

26
10

8

5

-

4

10
10

5
5

2
2

2
1

5
5

1
1

-

-

_

6

-

-

-

4
4

2
2

1

_

3
2

_

4

“

3
2

2

~

~

-

4

5
4

7
7

1
-

5
5

6
5

_

5
5

7
7

7
6

1
1

7
4

5
3

2
1

6
5

-

_

3
3

4
2

15
11

20
17

9
9

8
8

7
6

2
2

16
16

2
2

12
3
9

11
5
6

22
3
19

12
1
11

15

1

-

-

-

15

4
1
3

1

-

5
5

22
16
6

3
3

8
8

8
6
2

25
18
7

49
41
8

72
56
16

54
43
11

59
49
10

51
35
16

2

-

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

9 0 .5 0
9 7 .0 0

9 1 .5 0
9 8 .0 0

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

2
-

8

3 7 .5
3 9 .0

8 8 .5 0
1 0 2 .0 0

8 1 .5 0
9 9 .0 0

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

22
1

9
2

35
29

3 9 .0
3 8 .5

1 1 8 .5 0 1 2 4 .0 0
12 0 . 50 1 2 6 .0 0

1 0 3 .5 0 -1 3 2 .0 0
104. 0 0 -1 3 3 .0 0

-

-

-

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

65
54

3 8 .5
3 9 .0

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

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

-

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

92
82

3 9 .0
3 9 .0

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

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

1 0 0 .5 0 -1 2 5 .5 0
1 0 1 .5 0 - 1 2 6 .5 0

-

-

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

114
32
82

3 8 .0
4 0 .0
3 7 .0

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

9 5 .0 0 - 1 2 9 .0 0
94 . 0 0 -1 3 3 .5 0
9 5 .5 0 - 1 0 9 .5 0

-

1

-

-

-

1

S E C R E T A R I E S -------------------------------------------------MANUFACTURING --------- r---------------------------NONMANUFACTURING --------------------------------

663
5 32
131

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

1 3 8 .0 0
1 3 8 .0 0
1 3 7 .5 0

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

1 2 0 .0 0 -1 5 2 .0 0
120. 0 0 -1 5 2 .0 0
1 1 9 .5 0 -1 5 3 .5 0

-

-

-

_

4

-

-

-

-

-

-

-

3
1

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

34

3 9 .0

1 6 6 .0 0 1 6 3 .0 0

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

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

115
72
43

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

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

1 3 3 .5 0 -1 7 0 .0 0
142. 0 0 -1 7 1 .0 0
1 2 6 .0 0 -1 6 0 .0 0

SECRETARIES, CLASS C ------------------------MANUFACTURING --------------------------------------NCNMANUFACTURING --------------------------------

251
223
28

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

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

124. 5 0 -1 4 6 .0 0
125. 5 0 -1 4 7 .0 0
116. 5 0 -1 3 7 .0 0

SECRETARIES,

See footnotes at end of tables.




1
1

1
i

1
1

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

1
“

-

1

1

4
1
3

-

-

-

7

13
12

_

-

4
4

-

-

-

-

-

-

3
3

2
2
-

-

-

-

-

-

-

-

22
17

-

-

-

-

-

-

-

~

56
43
13

97
90

77
61
16

39
29
10

27
23

10
6

7

4

4

5
4
i

2

1

3

5

9

3

2

2

5

15
14
1

12
10
2

6
3
3

1
1

-

9
5
4

1

1

-

l

1
1

2
2

8
8

6

4

10

11

8

5
5

5
6

3

6

1
3

19
15

1

5
5

_

-

1

-

-

5

4

13
10
3

18
12

16
12

26
22

23
18

40
36

6

4

19
18
1

4

5

4

56
54
2

28
27
1

1

5

7

T ab le A-1.

O ffic e occupations—men and w om en---- Continued

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Trenton, N.J., September 1971)
W eekly earnings 1
(standard)

S ex, occupa tion, and industry division

Number
of
workers

Number of w o r k e r s re c ei vi ng s t ra ig h t -t i m e week ly earnings of—

%

Average
weekly

70
Mean *

Median^

Middle range ^

(standard)

75

80

85

s

90

95

105

110

115

120

125

$

$

$
100

130

135

140

150

160

S
$
180
170

s

»

190

and
under
75

WOMEN -

%

t

200

and
80

85

90

ov er

95

100

105

110

115

120

125

130

135

140

150

160

170

180

23
22
1

15
12
3

7
3
4

19
18
1

28
20
8

14
10
4

11
11
“

-

9
9

27
24
3

“

1
1
“

2
2

1
1

*

-

-

“

18
5
13

10
4
6

10
2
8

7
2
5

_
-

_
-

4
4

4
4

-

“

190

200

CONTINUED

S E C R E TA R IE S - CONTINUED
SECRETARIES, CLASS 0 --------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING ----------------------------------

259
216
43

3 9 .0
3 9 .5
3 7 .5

$
$
1 2 8 .5 0 1 2 3 .0 0
1 2 8 .5 0 1 2 2 .5 0
1 2 8 .5 0 1 2 5 .0 0

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

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

157
119
38

3 9 .0
3 9 .5
3 6 .5

113.50
1 1 5 .5 0
1 0 8 .0 0

1 1 4 .0 0
1 1 6 .0 0
1 0 6 .0 0

1 0 2 .0 0 -1 2 6 .0 0
1 0 3 .5 0 -1 2 8 .5 0
9 6 . 5 0 -1 1 5 .5 0

STENOGRAPHERS, SENIOR ----------------------MANUFACTURING -------------------------------NONMANUFACTURING---------------------------

137
68
69

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

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

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

$

$
-

-

-

-

-

-

-

-

-

4
3
i

4
4
-

5
3
2

20
13
7

30
29
1

50
44
6

29
24
5

-

1
1

7
1
6

22
14
8

26
22
4

11
8
3

15
8
7

35
31
4

-

i
i

1
1

i
i

9
2
7

10
8
2

6
5
1

17
13
4

26
14
12

13
9
4

-

-

-

—
-

”

-

“

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

30

3 8 .0

1 1 6 .0 0

1 1 9 .5 0

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

3

-

2

1

-

1

-

2

2

5

6

1

2

1

1

-

3

-

-

-

-

SWITCHBOARD OPERATOR-RECEPT IO N IS TS MANUFACTURING --------------------------------

84
54

3 9 .0
3 9 .5

1 0 5 .5 0 1 0 5 .5 0
1 1 1 .5 0 1 1 2 .5 0
9 3 . JU 1 uu. -»u

9 6 .0 0 - 1 1 9 .0 0
98 . 5 0 -1 2 6 .0 0

-

9
-

-

5
4

5
5

12
7

11
6

7
1

10

6
6

_
-

15
14

2
-

-

-

2
2

_
-

-

-

-

-

58
43

3 7 .5
3 8 .0

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

1 0 4 .0 0
1 0 6 .5 0

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

-

1
1

~

4
4

-

-

-

-

-

-

-

-

-

-

158

1 0 3 .5 0 1 0 0 .0 0
99 . 00
105. 50

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

2
2

8
8

_

-

_

i

_

_

-

77

3 8 .5
3 9 .5

206
81
125

3 7 .5
3 9 .0
3 7 .0

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

i

_

-

-

-

-

-

-

TRANSCRIBING-MACHINE OPERATORS,
GENERAL ----------------------------------------------MANUFACTURING -------------------------------T Y P IS T S , CLASS A ------------------------------MANUFACTURING ------------------------------T Y P IS T S ,

CLASS B ------------------------------

n on ma n uf a ct ur in g

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

See footnotes at end of tables




J
U

9 3 .0 0
9 7 .0 0
9 0 .5 0

9 0 .0 0
9 6 . 50
8 8 .5 0

1
-

-

2

i

5

0

9

1

1

3
2

4
2

8
1

4
2

14
11

14
14

“

i
i

5
5

4

1
1

11
2

13
3

52
43

27

15
5

10

8

3

“

5
1

1
1

28
8
20

20
10
10

55
8
47

29

19
10
9

u

19

7

5

2

8
8

6

5

1

2

ii
18

7

5

i

-

1

-

8

T a b le A -2 .

Professional and technical occupations—men and wom en

(A v e r a g e s tr a ig h t- tim e w e e k ly hours and ea rn in gs fo r s e le c te d occu pation s studied on an a r e a b a sis by in d u stry d iv is io n , T ren to n , N .J ., S ep tem b er 1971)
W eekly earnings
(standard)
Number
of
workers

*

N u m ber o f w o rk e rs r e c e iv in g s tr a ig h t-tim e w e e k ly ea rn in gs o f—

t
Average
weekly

s

$

$

Middle range2

t

S

»

t

*

t

*

t

t

i

t

$

t

t

$

$

(standard)

130

140

150

160

170

180

190

200

210

220

230

240

250

260

270

280

290

300

120

130

140

150

160

170

180

190

200

210

220

230

240

250

260

270

280

290

300

over

”

“

*

-

6
6

-

5
3

9

7
7

*

l

-

-

i
i

“

i
i

-

1

-

-

8

“

3
2

10

14
10

7
6

2

2

1

1

_

_

_

1
1

4
4

1
1

2

2
1

i
*

4

2
2

3
3

2
2

5

1

5

5
5

2

i

-

3

1

4

2

6

1

-

-

-

-

-

2

M edian2

120

2

Mean 2

110

110

S e x , o ccu p a tion , and in d u stry d iv is io n

100

$

i
i

7

1

3
2

4

*

5
5

1

1

4

7

8
8

2
2

_

_

_

2
2

2
2

~

and
under

MEN
$

$

$

$

27

25

3 8 .5

1 3 5 .0 0

1 3 5 .0 0

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

29

3 8 .5

2 5 0 .0 0

2 6 2 .5 0

2 0 7 .5 0 -2 8 7 .5 0

“

25

30. 5 < 00.
.

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

-

3d

3 8 .5

2 76* 00 2 8 2 *0 0

00

L U " r U 1LK Ur LnA 1UK j f L L A j j u
MANUFACTURING ---------------------------------

39* 0 176* 50 178* 00

'0 0

2 1 1 * '0

COMPUTER PROGRAMERSt
MANUFACTURING ---------------------------------

_

5

_

_

_

*"

~

“

-

1

3

_

4

“

_

COMPUTER PROGRAMERS,
jO

-

-

1

COMPUTER SYSTEMS ANALYSTS »
260. 0 0 -2 9 5 .0 0

-

119
UKAr 1 u n til f L L A j j L
*
MANUFACTURING ---------------------------------

^ 0 *0

19C* 50

2 1 6 *0 0

-

-

_

“

1 9 2 .5 0

“

-

49

4 0 .3

1 4 9 .5 0

1 4 7 .5 0

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

35

4 0 .0

1 5 5 .0 0

1 5 6 .0 0

1 3 8 .0 0 -1 6 0 .0 0

2
2

5
5

17
16

5
5

8
8

6
6

9
9

11
11

7
7

16
16

11
ii

2
2

2
2

4
4

7

2
2

-

2
2

-

-

“

/

*

“

6 QQ

-

6
6

7
4

23
22

15
15

4
4

23
23

8

6
6

9
9

_

-

4
4

3
3

12
12

2
2

2
2

2
2

-

-

-

*

7

_

10
9

7

9
9

1
1

11
11

3
3

19
19

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

WOMEN

NURSES,

INDUSTRIAL

(REGISTERED! -----

-

-

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




-

9

T a b le A -3 .

O ffice, professional, and technical occupations—men and wom en combined

(Av er ag e s t ra ig h t -t i m e we ek ly hours and earnings for se le c te d occupations studied on an a r e a b as is by indu stry division, Trenton, N.J., S ep tem be r 1971)
Average

Occupation and industry divis io n

Number
of
workers

Weekly
Weekly
earnings 1
(standard) (standard)

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

Av erage

Occupation and industry divis io n

OFFICE OCCUPATIONS -

50

3 7. 5

$
99. 50

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

177
161

39.0
39 .0

1 37 .0 0
137 .50

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

326
162

3 7 .5
39 .0

113.50
114.50

CLERKS, F I L E , CLASS 8
MANUFACTURING-------

44
25

3 8 .5
39 .5

90. 50
9 7. 0 0

CLERKS, F IL E , CLASS C
MANUFACTURING-------

63
29

3 7. 5
88. 50
3 9. 0 1 02. 00

CLERKS, ORDER ---MANUFACTURING

50
43

CLERKS, PAYROLL MANUFACTUR ING

72

SECRETARIES -

KEYPUNCH OPERATORS, CLASS A -----------MANUFACTURING -------------------------------KEYPUNCH OPERATORS, CLASS B
MANUFACTURING -----------------NGNMANUFACTURING ------------MESSENGERS (OFFICE BOYS AND G1RLSISE C RET ARI ES -------------------MANUFACTURING ----------NUNMANUFACTUR I N G -----SECRETARIES,

CLASS A

See footnotes at end of tables




Weekly
hours *
(standard

Weekly
earnings 1
(standard)

CONTINUED
115
72
43

$
3 9.0 153. 00
3 9 .5 1 5 8. 0 0
3 8 .0 1 44 .5 0

SECRETARIES,

251
223
28

39.5
3 9 .5
38.5

136.50
1 3 8. 0 0
1 2 7. 0 0

259
216
43

3 9.0
3 9 .5
3 7 .5

128. 50
128. 50
1 28 .5 0

3 9 .0
39.5
3 6 .5

113.50
1 15 .5 0
108 .0 0

CLASS C

manufacturing

SECRETARIES,

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

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

CLASS D

nonmanufacturing

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

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

39.0

1 3 9. 0 0

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

157
119
38

3 9 .0
39 .0

123. 50
12 5 .0 0

STENOGRAPHERS, SENIOR ----------------------MANUFACTURING -------------------------------NONMANUFACTURING---------------------------

137
68
69

39.0
3 9.5
38.5

1 2 2 .0 0
1 2 0 .0 0
123 .5 0
116 .0 0

92
82

39.0
3 9 .0

114
32
82
42

GENERAL

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

1 1 2 .0 0
1 13 .5 0

SWITCHBOARD OPERATORS,

CLASS B -------

30

38.0

3 8 .0

107. 00

SWITCHBOARD OPERATOR-RECEPTIONISTS-

3 7 .0

103. 00

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

84
54
30

3 9 . 0 1 0 5. 5 0
3 9 . 5 1 11.50
38.5
95.50

37.5

9 8. 0 0

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

58
43

37.5
38.0

663
532
131

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

1 38 .0 0
1 38 .0 0
13 7 .5 0

34

3 9. 0

166. 00

TYP IS TS , CLASS A -------------------------------MANUFACTURING --------------------------------

Average

Occupation and industry division

OFFICE OCCUPATIONS

CONTINUED

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

STENOGRAPHERS,

58

Number
of

-

Weekly
hours 1
(standard)

Weekly
earnings 1
(standard)

206
81
125

3 7. 5
3 9 .0
37.0

93.00
9 7 .0 0
90. 50

CONTINUED

T Y PI S TS , CLASS B -------------------------------MANUFACTURING -------------------------------NONMANUFACTURING --------------------------PROFESSIONAL AND TECHNICAL
OCCUPATIONS
COMPUTER OPERATORS,

CLASS A

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

35
32

3 8 .5

1 7 5. 50
176 .0 0

COMPUTER OPERATORS,

CLASS B

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

52

3 8 .0
38.5

13 6.00
138 .5 0

32
29

3 8 .5 2 4 6. 50
3 8. 5 2 5 0 . 0 0

COMPUTER PROGRAMERS,
BUSINESS, CLASS B -----------------------------

29

3 8 .5 2 0 2 .0 0

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

33
31

3 8 .5 2 7 4 .0 0
3 8 .5 2 76.00

92
91

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

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

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

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

158
77

Number
of

103. 50
1 07 .0 0

MANUFACTURING -------------------------------3 8 .5 1 0 3. 5 0
3 9 . 5 1 0 5. 5 0 NURSES, INDUSTRIAL (REGISTERED! ----MANUFACTURING
--------------------------------

124
120

40.0
40.0

195.50
197 .0 0

51
49

4 0 .0
40.0

149 .0 0
149 .5 0

35
35

4 0 . 0 15 5 .0 0
4 0 . 0 155 .0 0

10

Tab le A -4 .

M aintenance and pow erplant occupations

(A v e r a g e 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 occupations studied on an a re a b a sis b y in d u stry d iv is io n , T ren to n , N .J ., S ep tem b er 1971)

Number of w o r k e r s re c ei vi ng s t ra ig h t -t i m e ho u rly ea rni ng s of

Hourly earnings^

S ex , occupation, and indu stry division
Middle range 2

$
I
Under3* 20 3* 30
S
and
3. 20 under
_______ 3 ,3 0

3 .4 0

$
$
t
$
$
%
$
$
$
s
I
i
$
I
3* 40 3* 50 3* 60 3* 70 3 * 80 3#90 4* 00 4 * 10 4 * 20 4# 30 4 , 4 0 4 * 50 4* 60 4* 70
-

-

3 ,5 0

-

3 ,6 0

-

-

-

3 ,7 0

3 ,8 0

3 .9 0

-

-

4 ,0 0 ^ 1 0

-

-

-

4 ,2 0 4 . 3 0 4 .4 0

-

-

%
%
t
%
$
$
4 , 8 0 5 , 0 0 5 , 2 0 5 ,4 0 3,60 5 , 8 0

5, 00 5 , 2 0 5 , 4 0 5 ,6 0 5,80 over

4 ,5 0

4 .6 0

4 ,7 0

4 ,8 0

-

2
2

3
3

4
4

-

_
~

22
22

6
6

-

-

-

-

-

-

MEN

52
45

$
4 .2 1
4 .2 9

$
4. 10
4. 14

$
$
3 .8 6 - 4.63
3 .9 6 - 4.68

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

172
162

4. 6 1
4 .5 4

4 .4 8
4,44

4 . 0 0 - 5 .4 1
3 .9 6 - 5.35

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

55
48

4.43
4 .3 3

4 .0 8
4 .0 1

3 .6 7 - 4.98
3,66— 4,47

FIREMEN, STATIONARY BOILER -------------MANUFACTURING ---------------------------------

128
127

3. 77
3 .7 7

3 .6 6
3, 6 6

3 . 4 5 - 4 .1 2
3 .4 5 - 4.12

1

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

179
179

4.73
4 .7 3

4 .5 0
4 .5 0

4.4 0 4.4 0 -

5.52
5 .5 2

-

MECHANICS, AUTOMOTIVE
(MAINTENANCE I -----------------------------------NCNMANUFACTURING ---------------------------

65
46

4 ,4 8
4 .6 7

4 .9 9
5. 02

3.763.79-

5 .0 8
5 .0 8

-

CARPENTERS, MAINTENANCE-------------------MANUFACTURING --------------------------------e le c t r ic ia n s ,

maintenance

3

*

.u

*

-

-

-

-

-

-

-

2
2

2
2

7
“

4
4

6
6

5
5

11
11

-

-

-

-

-

-

-

2
2

1
1

2
2

5
5

28
28

5
5

7
7

8
8

13
13

4
4

15
15

-

-

-

-

5
5

5
5

-

-

5
5

1

-

4
4

-

-

4
4

13
13

10
10

-

-

8
8

24
24

4
4

-

-

-

2
2

5
5

3
3

1

1
1

1

-

-

-

1
1

17
17

9
9

24
24

11
11

-

-

-

-

~

*

8
-

-

14
14

-

-

3
3

14
14

12
12

5
5

-

-

-

-

5
1

-

-

13
13

-

-

-

-

-

243
225

4.09
3. 9 8

3. 9 9
3, 79

3 .6 7 - 4.59
3 .6 1 - 4.28

2
2

-

48
48

-

6
6

7
7

56
56

-

~

~

3
3

1
1

7
7

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

82
82

4.81
4 .8 1

5. 15
5. 15

3 .9 9 - 5.44
3 .9 9 - 5.44

*

_

-

-

-

14
14

-

3
3

4
4

-

-

PAINTERS, MAINTENANCE ----------------------MANUFACTURING --------------------------------

29
29

4 . 29
4.29

3 .9 9
3 .9 9

3 .7 7 - 5.32
3 . 7 7 - 5 .3 2

-

_
-

1
1

2
2

P IP E F IT TE R S, MAINTENANCE -----------------MANUFACTURING -------------------------------

103
95

4, 6 6
4 ,6 6

4, 3 8
4 .3 8

4.0 6 4.0 8 -

5.44
5.44

_
*

9
9

TOOL AN0 DIE MAKERS -------------------------MANUFACTURING ---------------------------------

410
410

4.99
4.99

4.80
4 .8 0

4.4 2 4.4 2 -

5.65
5.65

-

4
4




-

-

-

-

-

-

_
“

-

-

_
-

“

i
i

3
3

5
5

4
4

2
2

-

-

12
12

1
1

8
4

-

_
-

"

1
1

-

-

-

~

“

~

-

-

-

-

2
2

-

36
35

_

-

6
5

4
4

1
-

5
-

-

_

-

-

-

4
4

_

_

_

-

-

-

57
57

1
1

-

-

-

-

-

-

47
47

_

24
24

-

5
5

1
1

-

-

-

-

-

-

-

-

-

-

4
4

23
23
23

-

-

-

-

3

-

3
3

3
3

11
11

1
1

1
1

6
6

~

1
1

2
2

-

-

-

-

19
19

-

4
4

-

-

-

7

56
56

21
21

62
62

7

3
3

-

-

47
47

3
3

-

-

3
3

*

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

See footnotes at end of tab les.

-

16
16

-

_

4
3

4

-

6
6

-

13
13

-

-

-

_

-

-

-

8
8

2
2

-

i
-

7

_

7

-

38
38

_

32
32

-

-

-

-

_

“
10
2
6
6

_
-

_

*

28
28

-

9
4

-

-

_
-

5

_

8

-

-

-

34
34

-

_

-

-

_

-

_

-

-

-

40
37

-

_
-

-

150
150

23
23

11

T a b le A -5 .

C u stod ial and material m ovem ent occup ations

(Av er ag e st ra ig h t -t i m e ho u rly earnings for s ele ct ed occupations studied on an ar e a ba s is by indu stry division, Trenton, N.J ., September 1971)
Number of w or k e rs re c ei vi ng s tra ig ht -ti m e hou rly earnings of—

Hourly earnings3

S ex , occupation, and indu stry division

Num
ber
of
workers

Mean 2 Median2

Middle range 2

$
1.80

$
1 .9 0

$
2.0 0

1.90

2 .0 0

2. 10 2 .2 0

8

s
$
1* 60 1.7 0

t
%
t
2 .1 0 2 .2 0 2 .3 0

3

52

15

%
$
2 40 2 .6 0

$
t
$
2 80 3 • 00 3 .2 0

$
t
$
$
$
3. 40 3 .6 0 3. 80 4. 00 4. 20 4 .4 0

s

S

$
J
4. 60 4.8 0

5 .0 0 5 .2 0

3. 60 3. 80 4. 00 4 . 20 4 .4 0 4 .6 0 4. 80 5 .0 0

5. 20 5 .4 0

and
under
1.70

1.80

2 .3 0

2 .4 0 2 60 2. 80 3 .0 0

3 .2 0 3 .4 0

MEN
$

$

$ _

104

3 .2 4

3.31

2 .4 5 - 3 .9 8

$ _

03

3 .4 9

3*36

2 .8 0

480

2 .6 7

2 .7 9

2 .0 4 - 3 .1 3

1

1

29

3

j!
5

9

9

73

37

re

26

GUARDS

JA N ITO R S,

PORTERS, ANC CLEANERS ----

ZZ3
3 41

TAD
57
54

PUBLIC U T IL IT IE S

8B

.,

w.

mw . w '

1A/
140

»'w

3 ; \

31^

3. 10

PUBLIC U T IL IT IE S

2 .9 4

2-3

re

4 .4 1
9

32

9

32

37

42

81

1

4

1
1

3
26

2 .6 1 - 3 .4 4

3 60

19

8

78

32

94
94

24
**
■

4 .2 7
4 .3 3

4« /Z

"
3*Z9

*
4 « fo

1

3 .2 2
3.3 4

3* '3

3 33

3*73

to

1

2 .9 8
3.0 1

2 .8 2 - 3 .1 9
2 .8 6 - 3 .1 9

8

3 .1 4

14
14

,

tft

,

2

1

7

6

17
15

8

3 .3 9
3 .5 4

3 .0 6 - 3 .7 3

39
34

3 .3 4
3* 27

I" f t
3 .4 5

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

6

2J

ANC RECEIVING

3 .3 0
3 .3 6

• 03

4* 07

3*3

L L L K5
i

1

7

77
77

i

16

17

16
16

3

* 09
y*

7 2
*8

*24

*
y *n,

3
3

8

20
2-0

8

£

10
1

??
5.0 1

f* n 7
5*QT

6

7

3 .2 5
3 .4 0

3 .0 4 - 3 .4 4
3 .1 3 - 3 .4 8

11

8

-

-

-

38
38

1

8

8

1

10

I
5

3
3

rz

8

i
i

f
1

J
6

23
5

TRUCKDRIVERS, MEDIUM < 1-1/2 TO
9'

TRUCKCRIVERS*

54
36

3.2 2
3 .2 9

15

HEAVY (OVER A TONS,
1

NGNMANUFACTURING
104

8
368

3*39

3*~28

3*00

3*93

42
39

2 .8 3
2 .8 7

2 .8 6
2 .8 7

2 .3 8 - 3 .3 2
2 .3 8 - 3 .3 3

8

48

98

WOMEN

JAN ITO R S,

PORTERS, AND CLEANERS -----

See footnotes at end of tables




1

12
i

-

30

f?

8

9
0
2

10

J

-

i
i

3

no
C* 7
3
5* O1
k

25

5

1
8

0

5

J?
re

1-9
19

13

j:
PUBLIC U T IL IT IE S

3

17
1-6

6

10

1-0

1
23

,„

57
38

SH IPPIN G

22
58
58

7

12

16

^4

7 re

2

8

J
104

-

12

Footnotes

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 reg 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 corresp o n d to these w e e k ly hours.
2 The m ean is com puted fo r each jo b by totalin g the earnings o f a ll w o rk e rs and d ividin g b y the num ber o f w o rk e rs .
The m edian
design ates p osition — h a lf o f the em p loyees su rveyed 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 defin ed by Z rates of pay; a fourth of the w o rk e rs earn le s s than the lo w e r o f th ese rates and a fourth earn m o re than the high er rate.
3 E xclu d es p rem iu m pay fo r o v e rtim e and fo r w o rk on w eekends, h olid a ys, and late shifts.




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 com parability o f occupational content, the Bureau's job descriptions may differ significantly from those in use in
individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are 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 LE R , MACHINE

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

Prepares statements, bills, and invoices on a machine other than an ordinary or electrom atic typew riter. May also keep records as to billings or shipping charges or perform other
clerica l work incidental to billing operations. F or wage study purposes, b ille rs, machine, are
classified by type of machine, as follows:

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.

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 r e ­
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.

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
clea rly indicated; checking accuracy and completeness of standardized and repetitive records
or accounting documents; and coding documents using a few prescribed accounting codes.

B iller, machine (bookkeeping machine). Uses a bookkeeping machine (with or without
a typew riter keyboard) to prepare custom ers' bills as part of the accounts receivable opera­
tion. Generally involves the simultaneous entry o f figures on custom ers' ledger record. The
machine automatically accumulates figures on a number of vertical columns and computes
and usually prints automatically the debit or credit balances. Does not involve a knowl­
edge of bookkeeping. Works from uniform and standard types of sales and credit slips.

C LERK, F IL E
F iles , cla ssifies, and retrieves m aterial in an established filing system. May perform
clerica l and manual tasks required to maintain file s. Positions are classified into levels on the
basis of the following definitions.
Class A . C lassifies and indexes file m aterial such as correspondence, reports, tech­
nical documents, etc., in an established filin g system containing a number of varied subject
m atter file s . May also file this m aterial. May keep records of various types in conjunction
with the file s. May lead a small group of low er level file clerks.

BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typew riter keyboard) to keep a record
o f business transactions.

Class B . Sorts, codes, and file s
ings or partly classified m aterial by
cro s s-referen ce aids. As requested,
wards m aterial. May perform related

Class A. Keeps a set of records requiring a knowledge o f and experience in basic
bookkeeping principles, and fam iliarity with the structure of the particular accounting system
used. Determines proper records and distribution o f debit and credit item s to be used in each
phase of the work. May prepare consolidated reports, balance sheets, and other records
by hand.

Class C . P erform 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 may f i l l out withdrawal charge. May perform simple clerica l and manual tasks
required to maintain and service files.

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




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

C LER K, ORDER
R eceives custom ers' orders for m aterial or merchandise by m ail, phone, or personally.
Duties involve any combination of the follow in g: Quoting prices to customers; making out an order
sheet listing the item s to make up the order; checking prices and quantities of items on order
sheet; and distributing order sheets to respective departments to be filled. May check with credit
department to determine credit rating o( customer, acknowledge receipt of orders from customers,
follow up orders to see that they have been filled , keep file of orders received, and check shipping
invoices with original orders.
CLERK, P A Y R O L L
Computes wages of company employees and enters the necessary data on the payroll
sheets. Duties involve: Calculating w orkers' earnings based on time or production records; and
posting calculated data on payroll sheet, showing information such as w orker's name, working
days, tim e, rate, deductions fo r insurance, and total wages due. May make out paychecks and
assist paymaster in making up and distributing pay envelopes. May use a calculating machine.

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

13

14
C OM PTOM ETER O PERATOR

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

KEYPU NC H O PERATOR
Operates a keypunch machine to record or v e rify alphabetic and/or numeric data on
tabulating cards or on tape.

Class A . Work requires the application of experience and judgment in selecting proce­
dures to be followed and in searching fo r, interpreting, selecting, or coding items 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 o ffice r lev el, of a m ajor
segment or subsidiary o f 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 minor office m a­
chines such as sealers or m a ile rs, opening and distributing m ail, and other m inor clerica l work.
Exclude positions that require operation o f a m otor vehicle as a significant duty.
SECRETARY
Assigned as personal secretary, norm ally to one individual. Maintains a close and highly
responsive relationship to the day-to-day work o f 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 follow ing:
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
su pervisor's signature to assure procedural and typographic accuracy;
f.

C la s s A
1. Secretary to the chairman of the board or president of a company that em ploys, in
all, over 100 but few er than 5,000 persons; or

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

3. Secretary to the head, im m ediately below
corporate-w ide functional activity (e.g., marketing,
tions, etc.) or a m ajor geographic or organizational
a m ajor division) of a company that employs, in
em ployees; or

the o ffice r lev el, over either a m ajor
research, operations, industrial r e la ­
segment (e.g., a regional headquarters;
all, over 5,000 but few er than 25,000

4. Secretary to the head of an individual plant, factory, etc. (or other equivalent level
of o fficia 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 of 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 for class B, but whose organizational
unit norm ally numbers at least several dozen em ployees 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; m:
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 ch aracteristics.
of positions which are excluded from the definition are as follows:
a.

Positions which do not m eet the "person al"

b.

1. Secretary to the supervisor or head of a sm all organizational unit (e.g., few er than
about 25 or 30 persons); or
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 secreta ria l type duties;

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

STENOGRAPHER
P rim a ry duty is to take dictation using shorthand, and to transcribe the dictation. May
also type from written copy. May operate from a stenographic pool. May occasionally transcribe
from voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-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 secreta ry job definition.
Stenographer, General

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




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

15
TAB ULA TIN G -M A C H IN E O PERATO R (E lectric Accounting Machine Operator)— Continued

STENOGRAPHER— Continued
Stenographer, Senior

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

Dictation involves a varied technical or specialized vocabulary such as in legal briefs
or reports on scientific research. May also set up and maintain file s, keep records, etc.
OR
P e rform s stenographic duties requiring significantly greater independence and respon­
sibility than stenographer, general, as evidenced by the following: Work requires a high
degree of stenographic speed and accuracy; a thorough working knowledge of general business
and o ffice procedure; and of the specific business operations, organization, policies, p roce­
dures, file s, workflow, etc. Uses this knowledge in perform ing stenographic duties and
responsible cle rica l tasks such as maintaining followup files; 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 O PERATOR
Class A . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. Perform s full telephone information service or handles
complex calls, such as conference, collect, overseas, or 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 of regular
duties. This typing or cle rica l work may take the m ajor part of this w orker's tim e while at
switchboard.
TA B U LATIN G -M AC H IN E OPERATOR (E lectric Accounting Machine Operator)
Operates one or a variety of machines such as the tabulator, calculator, collator, in ter­
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 lar 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 . P erform s work according to established procedures and under specific in­
structions. Assignments typically involve complete but routine and recurring reports or parts
of la rg e r and m ore complex reports. Operates m ore difficult tabulating or electrica l ac­
counting machines such as the tabulator and calculator, in addition to the sim pler machines
used by class C operators. May be required to do some wiring 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, fo r example, individual sorting or collating runs,
or repetitive operations. May perform simple w iring from diagram s, and do some filing work.
TRANSCRIBING-MACHINE OPERATO R, 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 clerica l work.
Workers transcribing dictation involving a varied technical or specialized vocabulary such as
legal briefs or reports on scientific research are not included. A worker who takes dictation
in shorthand or by Stenotype or sim ilar machine is classified as ef 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 circum stances.
Class B . Perform s one or m ore of the follow ing: Copy typing from rough or clear
drafts; or routine typing o f 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
item s (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts
and operates computer; makes adjustments to computer to correct operating problems and m eet
special conditions; review s erro rs made during operation and determines cause or refers problem
to supervisor or program er; and maintains operating records. May test and assist in correcting
program .
F or wage study purposes, computer operators are classified as follows:
Class A . Operates independently, or under only general direction, a computer running
program s with most of the following ch aracteristics: New programs 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 r r o r source often requires a
working knowledge of the total program , and alternate program s may not be available. May
give direction and guidance to low er lev el operators.
Class B . Operates independently, or under only general direction, a computer running
program s with most of the following characteristics: Most o f the programs 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 program s 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 o f the computer equipment used and ability to detect problems involved in
running routine program s. Usually has received some form al training in computer operation.
May assist higher lev el operator on complex program s.
COMPUTER PROGRAMER, BUSINESS
Converts statements 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

16
COMPUTER PROGRAMER, BUSINESS— Continued
of data to achieve desired results. Work involves most 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 for 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 classified as systems analysts if this is the skill used to determine their pay.)
Does not include em ployees p rim a rily responsible for 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 of programing actions needed to efficiently utilize the computer system
in achieving desired end products.
At this level, 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 variety and extensive number of internal processing actions must occur. This requires
such actions as development of common operations which can be reused, establishment of
linkage points between operations, adjustments to data when program requirements exceed
computer storage capacity, and substantial manipulation and resequencing of data elements
to form a highly integrated program .
May provide functional direction to low er level program ers who are assigned to assist.
Class B. Works independently or under only general direction on rela tively simple
program s, or on simple segments o f complex program s. Program s (or segments) usually
process information to produce data in two or three varied sequences or form ats. Reports
and listings are produced by refining, adapting, arraying, or making m inor additions to or
deletions from input data which are 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 for class A ) under close direction of a higher
level program er or supervisor. May assist higher level program er by independently p e r­
form ing less difficult tasks assigned, and perform ing m ore difficult tasks under fa irly close
direction.
May guide or instruct low er level program ers.
Class C . Makes practical applications of programing practices and concepts usually
learned in form al training courses. Assignments are designed to develop competence in the
application of standard procedures to routine problem s. R eceives close supervision on new
aspects of assignments; and work is review ed to ve rify its accuracy and conformance with
required procedures.
COMPUTER SYSTEMS A N A L Y S T , BUSINESS
Analyzes business problems to formulate procedures for 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 following:
Analyzes subject-m atter operations to be automated and identifies conditions and criteria required
to achieve satisfactory results; specifies number and types of records, file s , and documents to
be used; outlines actions to be perform ed by personnel and computers in sufficient detail for
presentation to management and for programing (typically this involves preparation of work and
data flow charts); coordinates the development of test problems and participates in tria l runs of
new and revised systems; and recommends equipment changes to obtain m ore effective overall
operations. (NOTE: 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, develops an integrated
production scheduling, inventory control, cost analysis, and sales analysis record in which




COMPUTER SYSTEMS A N A L Y S T, BUSINESS— Continued
every item of each type is automatically processed through the full system of records and
appropriate followup actions are initiated by the computer.) Confers with persons concerned to
determine the data processing problem s 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 for 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 for
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 o verall system.
Class C . Works under immediate supervision, carrying out analyses as assigned, usually
of a single activity. Assignments are designed to develop and expand practical experience
in the application of procedures and skills required for systems analysis work. For example,
may assist a higher lev el systems analyst by preparing the detailed specifications required
by program ers from information developed by the higher lev el 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 erform s nonroutine and complex drafting assignments that require the appli­
cation of most 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 a rch i­
tectural drawings for construction of a building including detail drawings of foundations, wall
sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary
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 cla 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.
DRAFTSM AN- TRACER
Copies plans and drawings prepared by others by placing tracing cloth or paper over
drawings and tracing with pen or pencil. (Does not include tracing lim ited to plans p rim a rily
consisting of straight lines and a large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized item s.
during progress.

Work is closely supervised

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 most or all of the following tasks: Assem bling, testing, adjusting,
calibrating, tuning, and alining.
Work is nonrepetitive and requires a knowledge of 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.

17
ELECTRONIC TECHNICIAN— Continued

NURSE, IND USTRIAL (R egistered)

Electronic 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 medical
measuring, indicating and controlling devices; etc.

A registered nurse who gives nursing service under general m edical direction to ill or
injured employees or other persons who become ill or suffer an accident on the prem ises of a
factory or other establishment. Duties involve a combination of the following: Giving firs t aid
to the ill or injured; attending to subsequent dressing of employees* 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 ca rry ­
ing out programs involving health education, accident prevention, evaluation of plant environment,
or other activities affecting the health, w elfa re, and safety of all 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 ARPENTER, MAINTENANCE

MACHINIST, MAINTENANCE

Perform 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, models, 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 , M AINTENANCE
P erform s a variety of electrica l trade functions such as the installation, maintenance, or
repair of equipment for the generation, distribution, or utilization of electric energy in an estab­
lishment. Work involves most of the follow ing: Installing or repairing any of a variety of e le c ­
trical equipment such as generators, transform ers, switchboards, controllers, circuit breakers,
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 fire 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 ELPER , MAINTENANCE TRADES
A ssists one or m ore w orkers in the skilled maintenance trades, by perform ing specific
or general duties of lesser skill, such as keeping a worker supplied with m aterials and tools;
cleaning working area, machine, and equipment; assisting journeyman by holding m aterials or
tools; and perform ing other unskilled tasks as directed by journeyman. The kind of work the
helper is permitted to perform varies from trade to trade: In some trades the helper is confined
to supplying, lifting, and holding m aterials and tools, and cleaning working areas; and in others
he is permitted to perform specialized machine operations, or parts of a trade that are also
perform ed by w orkers on a fu ll-tim e basis.
M ACHINE-TOOL 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, m otortrucks, and tractors of an establishment. Work in­
volves most of the following: Examining automotive equipment to diagnose source of trouble; dis­
assembling equipment and perform ing repairs that involve the use of such handtools as wrenches,
gages, d rills , or specialized equipment in disassembling or fitting parts; replacing broken or
defective parts from stock; grinding and adjusting valves; reassembling and installing the various
assem blies in the vehicle and making necessary adjustments; and alining wheels, adjusting brakes
and lights, or tightening body bolts. In general, the work of the automotive mechanic requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience.
This classification does not include mechanics who repair custom ers' vehicles in auto­
mobile repair shops.
MECHANIC, M AINTENANCE
Repairs machinery or mechanical equipment of an establishment. Work involves most
of the follow ing: Examining machines and mechanical equipment to diagnose source of trouble;
dismantling or partly dismantling machines and perform ing repairs that mainly involve the use
of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained
from stock; ordering the production of a replacement part by a machine shop or sending of the
machine to a machine shop for m ajor repairs; preparing written specifications for major repairs
or fo r 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 w orkers whose prim ary duties
involve setting up or adjusting machines.
M ILLW RIGHT
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 follow ing: Knowledge of surface peculiarities and types of paint required for different applica­
tions; preparing surface for painting by removing old finish or by placing putty or fille r in nail

18
PA IN TE R , M A IN TEN AN CE— Continued

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

holes and in terstices; 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 of 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 worker requires rounded
training and experience usually acquired through a form al apprenticeship or equivalent training
and experience.

P IP E F IT T E R , M AIN TEN AN CE
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.
SH E E T -M E T A L WORKER, M AINTENANCE
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 in g: Planning and laying out all
type8 of 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 maker; 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 most of the following: Planning and
laying out of work from m odels, blueprints, drawings, or other oral and written specifications;
using a va riety o f tool and die m aker's handtools and precision measuring instruments; under­
standing of the working properties of common metals and alloys; setting up and operating of
machine tools and related equipment; making necessary shop computations relating to dimensions
of work, speeds, feeds, and tooling of machines; heat-treating of m etal parts during fabrication
as w ell as of finished tools and dies to achieve required qualities; working to close tolerances;
fitting and assembling 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.
For 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 rc e where necessary. Includes gatemen who are stationed at gate and check
on identity of em ployees and other persons entering.

and size of container; inserting enclosures in container; using ex celsior or other m ateria l 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 CLERK

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 flo ors; 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. Workers who specialize in window washing are excluded.

Prepares merchandise for shipment, or receives and is responsible fo r incoming ship­
ments of merchandise 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 for shipment.
Receiving work in volves; V erifyin g or directing others in verifyin g the correctness of shipments
against bills of lading, invoices, or other records; checking for shortages and rejecting dam­
aged goods; routing merchandise or m aterials to proper departments; and maintaining necessary
records and file s.
F or wage study purposes, w orkers are classified as follows:
Receiving clerk
Shipping clerk
Shipping and receivin g clerk

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

shelver; trucker;

stockman or stock helper;

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 m erchandise in proper storage location; and transporting m aterials or
m erchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are
excluded.
ORDER F IL L E R
(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 item s fille d or omitted, keep records of outgoing orders, requi­
sition additional stock or report short supplies to supervisor, and perform other related duties.

TRUCKDRIVER
Drives 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 rep airs, and keep truck in good working order. D river-salesm en and
over-th e-road d rivers are excluded.
follows:

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

(combination of sizes listed separately)
light (under l*/2 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
Prep a res finished products for shipment or storage by placing them in shipping con­
tainers, the specific operations perform ed being dependent upon the type, size, and number
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 in g:
Knowledge of various item s of stock in order to v e r ify content; selection of appropriate type




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

A r e a W a g e S u rveys
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 is 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 f f i c e , W a s h i n g t o n , D . C . , 20402, o r f r o m any o f the B L S r e g i o n a l s a l e s o f f i c e s show n on
the i n s i d e f r o n t

cover.

Bulletin number
and price

Area
Akron, Ohio, July 1971 1_______________________________
Albany—
Schenectady—T ro y, N .Y ., Mar. 1971 1---------Albuquerque, N. M e x . , Mar. 197 1--------------------------Allentown—
Bethlehem—
Easton, Pa.—
N.J., May 1971__
Atlanta, G a ., May 1971_________________________________
Baltimore, M d ., Aug. 1970 1 ___________________________
Beaumont— o rt Arthui—
P
Orange, Tex., May 1971 1 ---Binghamton, N .Y ., July 1971 1 _________________________
Birmingham, Ala., Mar. 1971 1______________________ —
Boise City, Idaho, Nov. 1970 1 ________________________
Boston, Mass., Aug. 1971--------------------------------------Buffalo, N .Y., Oct. 1970 1______________________________
Burlington, V t., Mar. 1971 1 ___________________________
Canton, Ohio, May 1971 ---------------------------------------Charleston, W. V a ., Mar. 1971----------------------------Charlotte, N.C., Jan. 1971____________________________
Chattanooga, Tenn.-G a., Sept. 1970 1 ---------------------Chicago, 111., June 1970________________________________
Cincinnati, Ohio—
Ky.—Ind., Feb. 1971 1--------------------Cleveland, Ohio, Sept. 1970 1--------------------------------Columbus, Ohio, Oct. 1970 1
---------------------------------Dallas, Tex., Oct. 1970 1 -------------------------------------Davenport—
Rock Island—
Moline, Iowa—111.,
Feb. 1971--------------------------- — --------------- ----------Dayton, Ohio, Dec. 1970 1--------------------------------------Denver, Colo., Dec. 1970--------------------------------------Des Moines, Iowa, May 1971__________________________
Detroit, Mich., Feb. 1971 1_____________________________
Fort Worth, Tex., Oct. 1970 1-------------------------------Green Bay, W is ., July 1971____________________________
Greenville, S.C., May 1971 1--------------------------------Houston, Tex., Apr. 1971 1------------------------------------Indianapolis, Ind., Oct. 1970*_________________________
Jackson, M iss., Jan. 1971 1
____________________________
Jacksonville, Fla., Dec. 1970 1
------------------------------Kansas City, Mo.-Kans., Sept. 1970 1---------------------Lawrence—
Haverhill, Mass.—
N.H., June 1971----------Little Rock—
North Little Rock, Ark., July 1971-------Los Angeles—Long Beach and Anaheirrr-Santa AnaGarden Grove, Calif., Mar. 1971 1
-----------------------Louisville, Ky.—Ind., Nov. 1970________________________
Lubbock, T e x . , Mar. 1971------------------------------------Manchester, N.H., July 1971__________________________
Memphis, T e n n .-A rk ., Nov. 1970---------------------------Miami, F l a . , Nov. 1970 1
_______________________________
Midland and Odessa, Tex., Jan. 1971----------------------Milwaukee, W i s . , May 1971 ---------------------------------Minneapolis—
St. Paul, Minn., Jan. 1971_______________
1

 Data on establishment practices and supplementary wage


1685-87,
1685-54,
1685-58,
1685-75,
1685-69,
1685-18,
1685-68,
1725-6,
1685-63,
1685-21,
1725-11,
1685-43,
1685-59,
1685-71,
1685-57,
1685-48,
1685-10,
1660-90,
1685-53,
1685-28,
1685-33,
1685-22,

40
35
30
30
40
50
35
35
40
35
40
50
35
30
30
30
35
60

cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
45 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,

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

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

50
30
S
30
30
40
30
35
40

provisions are also presented.

cents
cents
cents
aents
cents
cents
cents
cents
cents

Area
M u s k e g o n —M u s k e g o n H e i g h t s , M i c h . , June 1 9 7 1 ______
N e w a r k and J e r s e y C i t y , N . J . , Jan. 1971-------------------N e w H a v e n , C o n n . , Jan. 197 1_______________________________
N e w O r l e a n s , L a . , Jan. 1971 1
_____________________________
N e w Y o r k , N . Y . , A p r . 1 9 7 0 1_______________________________
N o r f o l k ^ P o r t s m o u t h and N e w p o r t N e w s —
H a m p t o n , V a . , Jan. 1971 1 ----------------------------------------O k l a h o m a C i t y , O k l a . , J u l y 1971 1________________________
O m a h a , N e b r . - I o w a , Sept. 1970 1 _________________________
P a t e r son — l i f t o n - P a s s a i c , N . J . , June 1971_____________
C
P h i l a d e l p h i a , P a . —N . J . , N o v . 1970________________________
P h o e n i x , A r i z . , June 1971-------------------------------------------P i t t s b u r g h , P a . , Jan. 197 1 1----------------------------------------P o r t l a n d , M a i n e , N o v . 1970-----------------------------------------P o r t l a n d , O r e g . —W a s h . , M a y 1971------------------------------P r o v i d e n c e —P a w t u c k e t r - W a r w i c k , R . I . —M a s s . ,
M a y 1971 1 ------------------------------------------------------------------R a l e i g h , N . C . , A u g . 1971---------------------------------------------R i c h m o n d , V a . , M a r . 1971 -----------------------------------------R o c h e s t e r , N . Y . (o ff ic e occupations only),
J u l y 1971 1-------------------------------------------------------------------R o c k f o r d , 111., M a y 1971---------------------------------------------St. L o u i s , M o .—111., M a r . 1971 1___________________________
S a lt L a k e C i t y , U ta h, N o v . 1970 1-------------------------------San A n t o n i o , T e x . , M a y 1971 1_____________________________
San B e r n a r d i n o —R i v e r s id e —O n t a r i o , C a l i f . ,
D e c . 1970 1------------------------------------------------------------------San D i e g o , C a l i f . , N o v . 1970----------------------------------------San F r a n c i s c o — a k l a n d , C a l i f . , O c t . 1970_______________
O
San J o s e , C a l i f . , A u g . 1970-----------------------------------------S a v a n n a h , G a . , M a y 1 9 7 1 ___________________________________
S c r a n t o n , P a . , J u l y 1971---------------------------------------------S e a t t le —E v e r e t t , W a s h . , Jan. 197 1 1______________________
S i o u x F a l l s , S. D a k . , D e c . 1970 1
__________________________
South B e n d , In d., M a r . 1971----------------------------------------S p o k a n e , W a s h . , June 1971-----------------------------------------S y r a c u s e , N . Y . , J u l y 1971 1________________________________
T a m p a —St. P e t e r s b u r g , F l a . , N o v . 1970_______________ _
_
T o l e d o , O h io —M i c h . , A p r . 1971 1 _________________________
T r e n t o n , N . J . , S ep t. 1971--------------------------------------------U t ic a —R o m e , N . Y . , J u l y 1971 1_____________________________
W a s h i n g t o n , D . C . —M d . —V a . , A p r . 1971___________________
W a t e r b u r y , C o n n . , M a r . 1971______________________________
W a t e r l o o , I o w a , N o v . 1970 1
________________________________
W ich ita, K a n s ., A p r.
1971— ---------------------------------------W o r c e s t e r , M a s s . , M a y 1971 --------------------------------------Y o r k , P a . , F e b . 1971---------------------------------------------------Y o u n g s t o w n —W a r r e n , O h i o , N o v . 1970____________________

Bu lletin num b er
and p r i c e
1 68 5-82,
168 5-4 7 ,
168 5-3 5 ,
168 5-3 6 ,
1 66 0-89,

30
40
30
40
75

cents
c e n ts
c en ts
c en ts
c e n ts

1 68 5-4 6 ,
1 72 5-8,
1 68 5- 14,
168 5-84,
168 5-3 4 ,
168 5-86,
1 68 5-4 9 ,
1 68 5-1 9 ,
168 5-85,

35
35
35
35
50
30
50
30
35

c e n ts
c e n ts
c e n ts
cents
c en ts
c e n ts
c e n ts
cen ts
c e n ts

1 6 8 5 -8 0 ,
1725-5,
1 68 5-6 2 ,

40 c e n t s
30 c e n ts
30 c e n t s

1725-7,
1 68 5-7 9 ,
1 68 5 -6 5 ,
1 68 5-26,
168 5-8 1 ,

35
30
50
35
35

c e n ts
c e n ts
c e n ts
c e n ts
c e n ts

168 5-4 2 ,
1 68 5-2 0 ,
1 68 5- 23,
1 68 5-13,
168 5-7 2 ,
172 5-1 ,
168 5-5 2 ,
168 5-3 8 ,
1 68 5-6 1 ,
168 5-88,
172 5-10,
168 5-1 7 ,
168 5-7 4 ,
172 5-12,
1 72 5-9,
1 68 5-5 6 ,
1 68 5 -5 5 ,
1 68 5-3 2 ,
1685 -6 4,
1 68 5- 73,
1 68 5- 50,
1 68 5-24,

40
30
40
30
30
30
35
35
30
30
35
30
40
30
35
40
30
35
30
30
30
30

c e n ts
c ents
c en ts
c e n ts
c e n ts
c e n ts
cen ts
c en ts
c en ts
cents
c e n ts
cents
c e n ts
c e n ts
c e n ts
c en ts
c e n ts
c en ts
c e n ts
c e n ts
c en ts
c en ts

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 PRIVATE USE, $300




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

U.S. DEPARTMENT OF LABOR

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