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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