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AR EA WAGE SURVEY
T h e H u n ts v ille , A la b a m a , M e tro p o lita n A re a ,
F e b ru a ry 1972

B u lle tin 1 7 2 5 - 5 0
U.S. DEPARTMENT OF LABOR / Bureau of Labor Statistics

Government Center
Boston, Mass. 02203
Phone: 223-6761 (Area Code 617)

N e w York, N.Y. 10036
Phone: 971-5405 (Area Code 212)

1317 Filbert St.
Philadelphia, Pa. 19107
Phone: 597-7796 (Area Code 215)

1371 Peachtree St. NE.
Atlanta, Ga. 30309
Phone: 526-5418 (Area Code 404)

Region VI
Region V
8th Floor, 300 South Wacker Drive
1100 Commerce St., Rm. 6B7
Chicago, II 60606
I.
Dallas, Tex. 75202
Phone: 353-1880(Area Code 312)
Phone: 749-3516 (Area Code 214)

Regions VII and VI11
Federal Office Building
911 Walnut St., 10th Floor
Kansas City, Mo. 64106
Phone: 374-2481 (Area Code 816)

Regions IX and X
450 Golden Gate Ave.
Box 36017 '
San Francisco, Calif. 94102
Phone: 556-4678 (Area Code 415)

••

Regions VII and VIII will be serviced by Kansas City.
Regions IX and X will be serviced by San Francisco.




AREA WAGE SURVEY

B u lle tin 1 7 2 5 - 5 0
June 197 2

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

T h e H u n ts v ille , A la b a m a , M e tr o p o lita n A r e a , F e b r u a r y 1 9 7 2
CONTENTS
Page
1.

Introduction
Tables:

4.

5.

6.
7.
8.
9.

10.
11.
12 .
13.
14.
16.

1. Establishments and workers within scope of survey and number studied
A. Occupational earnings:
A-l. Office occupations—
women
A-2. Professional and technical occupations—
men
A-3. Office, professional, and technical occupations—
men and women combined
A-4. Maintenance and powerplant occupations
A-5. Custodial and material movement occupations
B. Establishment practices and supplementary wage provisions:
B-l. Minimum entrance salaries for women officeworkers
B-2. Shift differentials
B-3. Scheduled weekly hours and days
B-4. Paid holidays
B-5. Paid vacations
B-6. Health, insurance, and pension plans

19. Appendix. Occupational descriptions




For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 2 0 4 0 2 —Price 35 cents

Preface
The Bureau of Labor Statistics program of annual occupa­
tional wage surveys in metropolitan areas is designed to provide data
on occupational earnings, and establishment practices and supplemen­
tary wage provisions. It yields detailed data by selected industry
division for each of the areas studied, for geographic regions, and
for the United States. A major consideration in the program is the
need for greater insight into (1) the movement of wages by occupa­
tional category and skill level, and (2) the structure and level of
wages among areas and industry divisions.
At the end of each survey, an individual area bulletin pre­
sents the results. After completion of all individual area bulletins
for a round of surveys, two summary bulletins are issued. The first
brings data for each of the metropolitan areas studied into one bulletin.
The second presents information which has been projected from indi­
vidual metropolitan area data to relate to geographic regions and the
United States.
Ninety-four areas currently are included in the program. In
each area, information on occupational earnings is collected annually
and on establishment practices and supplementary wage provisions
biennially.
This bulletin presents results of the survey in Huntsville,
Ala., in February 1972. The Standard Metropolitan Statistical Area,
as defined by the Office of Management and Budget (formerly the
Bureau of the Budget) through January 1968, consists of Limestone
and Madison Counties. This study was conducted by the Bureau's
regional office in Atlanta, Ga., under the general direction of Donald M.
Cruse, Assistant Regional Director for Operations.




N ote:
Similar reports are available for other areas.
back cover.)

(See inside

In tro d u c tio n
This area is 1 of 90 in which the U.S. Department of Labor's
Bureau of Labor Statistics conducts surveys of occupational earnings
and related benefits on an areawide basis.1 In this area, data were ob­
tained by personal visits of Bureau field economists to representative
establishments within six broad industry divisions: Manufacturing;
transportation, communication, and other public utilities; wholesale
trade; retail trade; finance, insurance, and real estate; and services.
Major industry groups excluded from these studies are government
operations and the construction and extractive industries. Establish­
ments having fewer than a prescribed number of workers are omitted
because they tend to furnish insufficient employment in the occupations
studied to warrant inclusion. Separate tabulations are provided for
each of the broad industry divisions which meet publication criteria.
These surveys are conducted on a sample basis because of
the unnecessary cost involved in surveying all establishments. To
obtain optimum accuracy at minimum cost, a greater proportion of
large than of small establishments is studied. In combining the data,
however, all establishments are given their appropriate weight. Esti­
mates based on the establishments studied are presented, therefore,
as relating to all establishments in the industry grouping and area,
except for those below the minimum size studied.
Occupations and Earnings
The occupations selected for study are common to a variety
of manufacturing and nonmanufacturing industries, and are of the
following types: (1) Office clerical; (2) professional and technical;
(3) maintenance and powerplant; and (4) custodial and material move­
ment. Occupational classification is based on a uniform set of job
descriptions designed to take account of interestablishment variation
in duties within the same job. The occupations selected for study
are listed and described in the appendix. Unless otherwise indicated,
the earnings data following the job titles are for all industries com­
bined. Earnings data for some of the occupations listed and described,
or for some industry divisions within occupations, are not presented
in the A-series tables, because either (1) employment in the occupa­
tion is too small to provide enough data to merit presentation, or
(2) there is possibility of disclosure of individual establishment data.
Earnings data not shown separately for industry divisions are included
in all industries combined data, where shown. Likewise, data are
included in the overall classification when a subclassification of sec­
retaries or truckdrivers is not shown or information to subclassify
is not available.

Occupational employment and earnings data are shown for
full-time workers, i.e., those hired to work a regular weekly schedule.
Earnings data exclude premium pay for overtime and for work on
weekends, holidays, and late shifts. Nonproduction bonuses are ex­
cluded, but cost-of-living allowances and incentive earnings are in­
cluded. Where weekly hours are reported, as for office clerical occu­
pations, reference is to the standard workweek (rounded to the nearest
half hour) for which employees receive their regular straight-time
salaries (exclusive of pay for overtime at regular and/or premium
rates). Average weekly earnings for these occupations have been
rounded to the nearest half dollar.

These surveys measure the level of occupational earnings in
an area at a particular time. Comparisons of individual occupational
averages over time may not reflect expected wage changes. The
averages for individual jobs are affected by changes in wages and
employment patterns. For example, proportions of workers employed
by high- or low-wage firms may change or high-wage workers may
advance to better jobs and be replaced by new workers at lower rates.
Such shifts in employment could decrease an occupational average even
though most establishments in an area increase wages during the year.
Trends in earnings of occupational groups, shown in table 2, are
better indicators of wage trends than individual jobs within the groups.

The averages presented reflect composite, areawide esti­
mates. Industries and establishments differ in pay level and job
staffing and, thus, contribute differently to the estimates for each job.
The pay relationship obtainable from the averages may fail to reflect
accurately the wage spread or differential maintained among jobs in
individual establishments. Similarly, differences in average pay levels
for men and women in any of the selected occupations should not be
assumed to reflect differences in pay treatment of the sexes within
individual establishments. Other possible factors which may con­
tribute to differences in pay for men and women include: Differences
in progression within established rate ranges, since only the actual
rates paid incumbents are collected; and differences in specific duties
performed, although the workers are classified appropriately within
the same survey job description. Job descriptions used in classifying
employees in these surveys are usually more generalized than those
used in individual establishments and allow for minor differences
among establishments in the specific duties performed.

1
Included in the 94 areas are eight studies conducted by the Bureau under contract.
These
areas are Binghamton, N .Y . (New York portion only); Durham, N. C . ; Fort Lauderdale—Hollywood and
Occupational employment estimates represent the total in all
West Palm Beach, F la.; Huntsville, A la .; Poughkeepsie—Kingston—Newburgh, N .Y .; Rochester, N .Y .
establishments within the scope of the study and not the number actu­
(o ffice occupations only); Syracuse, N .Y .; and Utica—Rome, N .Y . In addition, the Bureau conducts
ally surveyed. Because of differences in occupational structure among
more lim ited area studies in 64 areas at the request o f the Employment Standards Administration of
establishments, the estimates of occupational employment obtained
the U. S. Department of Labor.




1

2
from the sample of establishments studied serve only to indicate
the relative importance of the jobs studied. These differences in
occupational structure do not affect materially the accuracy of the
earnings data.
Establishment Practices and Supplementary W
age Provisions
Information is presented (in the B-series tables) on selected
establishment practices and supplementary wage provisions as they
relate to plant- and officeworkers. Data for industry divisions not
presented separately are included in the estimates for "all industries."
Administrative, executive, and professional employees, and construc­
tion workers who are utilized as a separate work force are excluded.
"Plantworkers" include working foremen and all nonsupervisory work­
ers (including leadmen and trainees) engaged in nonoffice functions.
"Officeworkers" include working supervisors and nonsupervisory
workers performing clerical or related functions. Cafeteria workers
and routemen are excluded in manufacturing industries, but included
in nonmanufacturing industries.
Minimum entrance salaries for women officeworkers (table
B-l) relate only to the establishments visited. Because of the optimum
sampling techniques used, and the probability that large establish­
ments are more likely to have formal entrance rates for workers
above the subclerical level than small establishments, the table is
more representative of policies in medium and large establishments.
Shift differential data (table B-2) are limited to plantworkers
in manufacturing industries. This information is presented both in
terms of (1) establishment policy, 2 presented in terms of total plantworker employment, and (2) effective practice, presented in terms
of workers actually employed on the specified shift at the time of the
survey. In establishments having varied differentials, the amount
applying to a majority was used or, if no amount applied to a majority,
the classification "other" was used. In establishments in which some
late-shift hours are paid at normal rates, a differential was recorded
only if it applied to a majority of the shift hours.
The scheduled weekly hours and days (table B-3) of a ma­
jority of the first-shift workers in an establishment are tabulated as
applying to all of the plant- or officeworkers of that establishment.
Scheduled weekly hours and days are those which a majority of full­
time employees were expected to work, whether they were paid for at
straight-time or overtime rates.
Paid holidays; paid vacations; and health, insurance, and pen­
sion plans (tables B-4 through B-6) are treated statistically on the
basis that these are applicable to all plant- or officeworkers if a

majority of such workers are eligible or may eventually qualify for
the practices listed. Sums of individual items in tables B-2 through
B-6 may not equal totals because of rounding.
Data on paid holidays (table B-4) are limited to data on holi­
days granted annually on a formal basis; i.e., (1) are provided for in
written form, or (2) have been established by custom. Holidays ordi­
narily granted are included even though they may fall on a nonworkday
and the worker is not granted another day off. The first part of the
paid holidays table presents the number of whole and half holidays
actually granted. The second part combines whole and half holidays
to show total holiday time.
The summary of vacation plans (table B-5) is limited to a
statistical measure of vacation provisions. It is not intended as a
measure of the proportion of workers actually receiving specific bene­
fits. Provisions of an establishment for all lengths of service were
tabulated as applying to all plant- or officeworkers of the establish­
ment, regardless of length of service. Provisions for payment on
other than a time basis were converted to a time basis; for example,
a payment of 2 percent of annual earnings was considered as the equiv­
alent of 1 week's pay. Only basic plans are included. Estimates ex­
clude vacation bonus and vacation-savings plans and those which offer
"extended" or "sabbatical" benefits beyond basic plans with qualifying
lengths of service. Such exclusions are typical in the steel, aluminum,
and can industries.
Data on health, insurance, and pension plans (table B-6) in­
clude those plans for which the employer pays at least a part of the
cost. Such plans include those underwritten by a commercial insurance
company and those provided through a union fund or paid directly by
the employer out of current operating funds or from a fund set aside
for this purpose. An establishment was considered to have a plan if
the majority of employees was eligible to be covered under the plan,
even if less than a majority elected to participate because employees
were required to contribute toward the cost of the plan. Legally re­
quired plans, such as workmen's compensation, social security, and
railroad retirement were excluded.
Sickness and accident insurance is limited to that type of in­
surance under which predetermined cash payments are made directly
to the insured during temporary illness or accident disability. Infor­
mation is presented for all such plans to which the employer contrib­
utes. However, in New York and New Jersey, which have enacted
temporary disability insurance laws which require employer contribu­
tions, 3 plans are included only if the employer (1) contributes more
than is legally required, or (2) provides the employee with benefits
which exceed the requirements of the law. Tabulations of paid sick

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




The temporary disability laws in California and

Rhode Island do not require employer

3
leave plans are limited to formal plans4 which provide full pay or a
proportion of the worker's pay during absence from work because of
illness. Separate tabulations are presented according to (1) plans
which provide full pay and no waiting period, and (2) plans which pro­
vide either partial pay or a waiting period. In addition to the presen­
tation of the proportions of workers who are provided sickness and
accident insurance or paid sick leave, an unduplicated total is shown
of workers who receive either or both types of benefits.

the disability, a maximum age, or eligibility for retirement benefits.
Payments may be at full or partial pay but are almost always re­
duced by social security, workmen's compensation, and private pension
benefits payable to the disabled employee.

Major medical insurance includes those plans which are de­
signed to protect employees in case of sickness and injury involving
expenses beyond the coverage of basic hospitalization, medical, and
surgical plans. Medical insurance refers to plans providing for com­
Long-term disability plans provide payments to totally dis­
plete or partial payment of doctors' fees. Dental insurance usually
abled employees upon the expiration of their paid sick leave and/or
covers fillings, extractions, and X-rays. Excluded are plans which
sickness and accident insurance, or after a predetermined period of
cover only oral surgery or accident damage. Plans may be under­
disability (typically 6 months). Payments are made until the end of
written by commerical insurance companies or nonprofit organizations
or they may be paid for by the employer out of a fund set aside for
4
An establishment was considered as having a formal plan if it established at least the mini­ this purpose. Tabulations of retirement pension plans are limited to
those plans that provide regular payments for the remainder of the
mum number of days of sick leave available to each employee. Such a plan need not be written,
worker's life.
but informal sick leave allowances, determined on an individual basis, were excluded.




4

T ab le 1.

Establishm ents and w orkers within scope of survey and num ber studied in Huntsville, A la .,1 by m ajor industry division,2 F eb ru ary 1 9 7 2
N u m b e r o f e s ta b lis h m e n ts

In d u s tr y d iv is io n

M in im u m
e m p lo y m e n t
in e s t a b li s h ­
m e n ts in s c o p e
o f s tu d y

W o r k e r s in e s ta b lis h m e n ts
W ith in s c o p e o f stu dy

W ith in s c o p e
o f s tu d y 3

Studied
T o ta l4

Stu d ied

P la n t
N u m ber

A l l d iv is io n s ______________________________________
M a n u fa c tu rin g _________________________________________
N o n m a n u fa c tu rin g _____________________________________
T r a n s p o r t a t io n , c o m m u n ic a tio n , and
o th e r p u b lic u t ilit ie s 5 ________________________
W h o le s a le t r a d e ___________________________________
R e t a il t r a d e ________________________________________
F in a n c e , in s u r a n c e , and r e a l e s t a t e _________
S e r v ic e s 9 _________________________________________

_
50
-

50
50
50
50
50

O ffice

P ercen t

T otal4

106

53

2 6 ,0 3 9

100

15,541

3, 235

19,421

42
64

20
33

1 1 ,606
1 4 ,4 3 3

45
55

8 ,4 9 9
7 ,0 4 2

958
2, 277

8, 835
10, 586

2
1
29
5
27

2
1
9
2
19

715
124
3, 724
650
9 ,2 2 0

3
( 7)
14
3
35

( 6)
( 6)
( 6)
( 8)
( 6)

( 6)
( 6)
( 6)
( 6)
( 6)

715
124
1 ,637
380
7 ,7 3 0

1 T h e H u n ts v ille S ta n d a rd M e t r o p o lit a n S t a t is t ic a l A r e a , as d e fin e d b y th e O f f ic e o f M a n a g e m e n t and B u d g et ( f o r m e r l y th e B u re a u o f th e B u d g et) th ro u g h J a n u a ry 1968, c o n s is ts o f L im e s t o n e
and M a d is o n C o u n tie s .
T h e " w o r k e r s w ith in s c o p e o f s tu d y " e s tim a te s sh ow n in th is ta b le p r o v id e a r e a s o n a b ly a c c u r a t e d e s c r ip t io n o f th e s iz e and c o m p o s it io n o f th e la b o r fo r c e in c lu d e d in
th e s u r v e y . T h e e s t im a t e s a r e n ot in te n d e d , h o w e v e r ,
to s e r v e a s a b a s is o f c o m p a r is o n w ith o th e r e m p lo y m e n t in d e x e s f o r th e a r e a to m e a s u r e e m p lo y m e n t t r e n d s o r le v e l s s in c e (1 ) p la n n in g
o f w a g e s u r v e y s r e q u ir e s the u s e o f e s ta b lis h m e n t d ata c o m p ile d c o n s id e r a b ly in a d v a n c e o f th e p a y r o ll p e r io d s tu d ie d , and (2 ) s m a ll e s ta b lis h m e n ts a r e e x c lu d e d f r o m th e s c o p e o f th e s u r v e y .
2 T h e 1967 e d itio n o f th e S ta n d a rd In d u s tr ia l C la s s if ic a t io n M a n u a l w a s u s e d in c l a s s if y in g e s ta b lis h m e n ts b y in d u s tr y d iv is io n .
3 In c lu d e s a l l e s ta b lis h m e n ts w ith t o ta l e m p lo y m e n t at o r a b o v e th e m in im u m lim it a t io n . A l l o u tle ts (w ith in th e a r e a ) o f c o m p a n ie s in su ch in d u s tr ie s a s t r a d e , fin a n c e , auto r e p a ir s e r v i c e ,
and m o tio n p ic t u r e t h e a t e r s a r e c o n s id e r e d as 1 e s ta b lis h m e n t.
4 In c lu d e s e x e c u t iv e , p r o f e s s io n a l, and o th e r w o r k e r s e x c lu d e d fr o m th e s e p a r a te p la n t and o f f i c e c a t e g o r ie s .
5 T a x ic a b s and s e r v i c e s in c id e n t a l to w a t e r tr a n s p o r t a t io n w e r e e x c lu d e d . H u n t s v ille 's e l e c t r i c and g a s u t ilit ie s a r e m u n ic ip a lly o p e r a te d and a r e e x c lu d e d b y d e fin it io n f r o m the s c o p e o f
th e stu dy.
6 T h is in d u s tr y d iv is io n is r e p r e s e n t e d in e s t im a t e s f o r " a l l in d u s t r ie s " and "n o n m a n u fa c tu r in g " in th e S e r ie s A t a b le s , and f o r " a l l in d u s t r ie s " in th e S e r ie s B ta b le s . S e p a r a te p r e s e n ta tio n
o f d a ta f o r th is d iv is io n i s n ot m a d e f o r on e o r m o r e o f th e fo llo w in g r e a s o n s : (1 ) E m p lo y m e n t in th e d iv is io n is to o s m a ll to p r o v id e en ou gh d ata to m e r i t s e p a r a te stu d y , (2 ) th e s a m p le w a s not
d e s ig n e d i n i t i a l l y to p e r m it s e p a r a t e p r e s e n ta tio n , (3 ) r e s p o n s e w a s in s u ffic ie n t o r in a d e q u a te to p e r m it s e p a r a te p r e s e n t a t io n , and (4 ) t h e r e is p o s s ib ilit y o f d is c lo s u r e o f in d iv id u a l e s ta b lis h m e n t d ata.
7 L e s s th a n 0.5 p e r c e n t .
8 W o r k e r s f r o m th is e n t ir e in d u s tr y d iv is io n a r e r e p r e s e n t e d
in e s t im a t e s f o r " a l l in d u s t r ie s " and "n o n m a n u fa c tu r in g " in th e S e r ie s A ta b le s , but f r o m th e r e a l e s t a t e p o r t io n o n ly in e s t im a t e s
fo r
" a l l in d u s t r i e s " in th e S e r ie s B t a b le s .
S e p a r a te
p r e s e n t a t io n o f d ata f o r th is d iv is io n is n ot m a d e f o r on e o r m o r e o f th e
re a s o n s g iv e n in fo o tn o te 6 a b o v e .
9 H o te ls and m o t e ls ; la u n d r ie s and o th e r p e r s o n a l s e r v i c e s ; b u s in e s s s e r v i c e s ; a u to m o b ile r e p a ir , r e n t a l, and p a r k in g ; m o tio n p ic t u r e s ; n o n p r o fit m e m b e r s h ip o r g a n iz a t io n s (e x c lu d in g r e lig io u s
and c h a r it a b le o r g a n iz a t io n s ); and e n g in e e r in g and a r c h it e c t u r a l s e r v i c e s .




A lm o s t o n e - h a lf o f th e w o r k e r s w ith in s c o p e o f th e s u r v e y in th e H u n ts v ille a r e a
w e r e e m p lo y e d in m a n u fa c tu rin g f i r m s .
T h e fo llo w in g p r e s e n t s th e m a j o r in d u s tr y g ro u p s
and s p e c ific in d u s tr ie s as a p e r c e n t o f a ll m a n u fa c tu rin g :
In d u s try g ro u p s
E l e c t r i c a l e q u ip m e n t and
s u p p lie s ------------------------30
T e x t i l e m i l l p r o d u c t s --------------- 11
F o o d and k in d r e d p r o d u c t s ------- 10
O rd n a n c e and a c c e s s o r i e s -------9
L e a t h e r and le a t h e r p r o d u c ts —
7
M a c h in e r y , e x c e p t e l e c t r i c a l —
6
F a b r ic a t e d m e t a l p r o d u c t s ------- 5

S p e c ific in d u s tr ie s
C o m m u n ic a tio n e q u ip m e n t_______ 26
W e a v in g m i l l s , c o t t o n ____________ 10
O r d n a n c e _______
9
F o o t w e a r , e x c e p t r u b b e r _______ 7

T h is in fo r m a tio n is b a s e d on e s t im a t e s o f t o t a l e m p lo y m e n t d e r iv e d fr o m u n iv e r s e
m a t e r ia ls c o m p ile d p r i o r to a c tu a l s u r v e y .
P r o p o r t io n s in v a r io u s in d u s tr y d iv is io n s m a y
d i f f e r f r o m p r o p o r tio n s b a s e d on th e “r e s u lt s o f the s u r v e y as sh ow n in t a b le 1 a b o v e .

5

A.

Occupational earnings

T a b le

A -1 .

O ffic e

o c c u p a tio n s — w o m e n

(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 occupations studied on an a re a b a sis by in d u stry d iv is io n , H u n ts v ille , A la ., F e b r u a r y 1972)
Weekly earnings 1
( standard)

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

Number
of
workers

N u m b er o f w o r k e r s r e c e iv in g s tr a ig h t-tim e w e e k ly earn in gs of—
S

Average
weekly
Median2

Middle range2

(standard)

s

$

$

t

*

$

t

*

1

*

$

i

$

$

l

t

70

80

90

100

110

120

130

140

150

160

170

180

190

200

210

220

23C

240

250

80

90

100

110

120

130,

140

150

160

170

180

190

200

210

220

230

240

250

260

-

6
4

6
4

4
-

2
2

3
2

1
1

1
1

-

-

-

-

-

-

-

-

1
1

-

-

60
Mean 2

S

t

3
3

_

-

and
under
70

WOMEN

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

24
15

4 1 .0
4 2 .0

$
$
$
$
1 1 7.50 1 1 2 .5 0 1 0 0 .0 0 -1 3 4 .0 0
1 2 1 .5 0 1C 5.00 1 0 0 .0 0 -1 4 0 .0 0

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

47
30
17

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

9 8 .0 0
9 5 .0 0
1 0 3 .0 0

9 9 .0 0
9 6 .0 0
1 0 8 .0 0

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

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

40
34

4 0 .0
4 0 .0

119 .0 0
1 2 0 .5 0

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

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

-

9
6
3

4
3
1

12
11
1

14
8
6

1
1

5
5

-

-

_

-

-

-

5
2

13
12

4
4

6
6

8
6

“

2
2

-

-

-

-

1
1

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

42

4 0 .0

9 9 .0 0

9 3 .0 0

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

4

7

4

17

4

2

-

1

-

-

-

-

-

-

-

3

-

-

SECRETARIES -----------------------------------------MANUFACTURING -------------------------------NONMANUFACTURING ---------------------------

234
54
180

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

1 4 6 .5 0
1 6 7 .5 0
1 4 0 .5 0

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

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

-

-

13
1
12

34
7
27

28
4
24

16
2
14

45
8
37

30
5
25

15
1
14

11
1
10

5

4

-

3

4

3

-

3

-

3
3

7

-

5
3
2

7

-

4
1
3

3

5

1

6
1

3

4

SECRETARIES, CLASS A ---------------------

17

o

O

1 5 5 .0 0

1 5 2 .5 0

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

-

-

-

1

-

-

2

-

4

7

1

-

-

-

-

-

-

1

-

1

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

40
28

4 0 .0
4 0 .0

1 5 9 .5 0
1 4 6 .0 0

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

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

-

-

-

2
2

2
2

3
3

1
1

-

-

-

3

-

7
5

4

3

4
4

1

*

4
4

-

-

2
1

4

-

“

*

SECRETARIES. CLASS C --------------------NONMANUFACTURING ---------------------------

101
77

4 0 .0
4 0 .0

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

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

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

-

-

2
2

1
1

6
6

15
12

16
14

7
6

5
3

12
12

11
10

5

2

3

-

3

2

*

“

~

SECRETARIES, CLASS D --------------------NONMANUFACTURING ---------------------------

76
64

4 0 .0
4 0 .0

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

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

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

-

-

*

2
1

1
-

3

-

2

15
12

6
6

9
8

29
25

10
9

1
1

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

60
48

4 0 .0
4 0 .0

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

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

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

-

~

7
4

6
4

9
4

8
8

14
12

13
13

2
2

1
1

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

94
60

4 0 .0
4 0 .0

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

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

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

-

-

_

-

-

-

2
2

5
5

9
9

13
9

28
10

20
17

8
8

SWITCHBOARD OPERATOR-RECEPTIONISTS-

20

4 1 .0

8 6 .5 0

8 7 .5 0

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

-

8

T Y P IS T S , CLASS A -------------------------------NONMANUFACTURING ---------------------------

119
78

4 0 .0
4 0 .0

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

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

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

_

-

13
13

5
5

1
1

1
1

T Y P IS T S , CLASS B -------------------------------NONMANUFACTURING ---------------------------

41
35

4 0 .0
4 0 .0

8 8 .0 0
8 9 .5 0

9 0 .5 0
9 2 .0 0

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

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




“

-

14
9

4

3
41
20

25
21

6
6

13
12

5
5

7
7

2

-

-

-

-

-

9

-

_

-

-

-

3

-

_

1

3
*

-

-

*

*

-

-

-

-

-

-

6

5

19
8

3

-

u
9
3
3

T a b le A -2 .

P rofessional and technical occupations—men

(A v e ra g e straigh t-tim e w eekly hours and earnings fo r selected occupations studied on an a re a ba sis by industry division, Huntsville, A la ., F e b ru a ry 1972)
Weekly earnings
dard)

1

Mumbe r o f vworkers r e c e iv in g s tr a ig h t-tim e w e e k ly ea rn in gs of—
$

t7d!iy*

Mean ^

Median ^

Middle range ^

(standard)

105

110

115

120

%
125

105

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

Number
of
workers

$

110

115

120

125

6
6

7
7

7
7

100
U nder
%
and
100
under

*

$

i

t

t

$

t

$

$

S

$

$

$

t

S

%
$
250
260

130

140

150

160

170

180

190

200

210

220

230

240

130

140

150

160

170

180

190

200

210

220

230

240

250

260

over

6

3

5

-

-

-

-

-

-

2

3

6

1

5

7

8

8

5

3

_

_

_

_

.

-

-

-

-

-

3
-

_

-

6
-

6

3

and

1 6 5 .0 0

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

*

4 0 .0
4 0 .0

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

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

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

1
1

48

4 0 .0

2 2 5 .0 0

2 3 0 .5 0

2 0 6 .0 0 - 2 4 5 .0 0

21
19

4 0 .0
4 0 .0

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

1 7 1 .0 0
1 7 1 .0 0

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

DRAFTSMEN, CLASS B ---------------NONHANUFACTURING ---------------

84
66

4 0 .0
4 0 .0

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

1 3 7 .5 0
1 3 4 .5 0

DRAFTSMEN, CLASS C ----------------

51

1 2 5 .5 0

ELECTRONIC TECHNICIANS -----------NONHANUFACTURING ---------------

70
56

4 0 .0
4 0 .0

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

41

COMPUTER OPERATORS, CLASS B -----NONHANUFACTURING ---------------

37
36

COHPUTER PROGRAHERS,
BUSINESS, CLASS A ---------------COHPUTER PROGRAHERS,
BUSINESS, CLASS B ---------------NONHANUFACTURING ---------------

See footnotes at end of tables.




o

$

1 6 1 .0 0

COMPUTER OPERATORS > CLASS A ------

O

$

*
O
o

HEN
2

_

_

*

-

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

-

2
2

1 2 6 .0 0

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

2

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

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

2

5

5

3

2

5

3

1
1

_

-

2
2

1
1

10
10

1
1

1

_

“

6
6

_

_

-

“

*

-

8
5

6
5

-

2
2

1
1

2
2

5
A

7
7

-

1
1

2
1

1
1

23
21

13
11

A
3

3
3

7
7

3
3

_

_

-

-

-

12

8
7

3
3

4

8

3

3

4

8

3

6

_

-

-

4
4

-

7
6

7
6

16
14

_

~

_

_

10

2

_

-

2

12

_

1
1

1

1

_

7

T a b le A -3 .

O ffice, professional, and technical occupations—men and women combined

(A v e r a g e s tr a ig h t-tim e w e e k ly hours and earn in gs fo r s e le c te d occupations studied on an a r e a b a sis by in du stry d iv is io n , H u n ts v ille , A la . , F e b r u a r y 1972)
A v erage

Av erage

O ccupation and in d u stry d iv is io n

Number
of

Weekly

Weekly

O ccupation and in du stry d iv is io n

Number
of

(standard) (standard)

OFFICE OCCUPATIONS

OFFICE OCCUPATIONS
CLERKS, ACCOUNTING, CLASS A —
MANUFACTURING -----------------------NONMANUFACTURING ------------------

38
19
19

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

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

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

54
32
22

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

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

40
34

4 0 .0
4 0 .0

SECRETARIES -

-

Weekly
hours 1
(standard

Weekly
eamings 1
(standard)

CONTINUED

4 0 .0
4 0 .0

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

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

SECRETARIES, CLASS 0 --------------------NONMANUFACTURING ---------------------------

76
64

4 0 .0
4 0 .0

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

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

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

60
48

4 0 .0
4 0 .0

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

4 0 .0
4 0 .0

9 8 .5 0
8 9 .5 0

SECRETARIES --------------------------------MANUFACTURING -----------------------NONMANUFACTURING ------------------

234
54
180

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

1 4 6 .5 0
1 6 7 .5 0
1 4 0 .5 0

SECRETARIES, CLASS A -------------

17

4 0 .0

Weekly
hour! 1
(standard)

Weekly
earnings 1
(standard)

PROFESSIONAL AND TECHNICAL
OCCUPATIONS

101
77

43
32

Number
of
worked

CONTINUED

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

KEYPUNCH OPERATORS, CLASS B —
NONMANUFACTURING ------------------

Aveng,

O ccupation and industry d iv is io n

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

94
60

COMPUTER OPERATORS, CLASS A -----------NONMANUFACTURING ---------------------------

45
39

4 0 .0
4 0 .0

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

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

39
37

4 0 .0
4 0 .0

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

COMPUTER PR0GRAMERS,
BUSINESS, CLASS A -----------------------------

66

4 0 .0

2 2 4 .0 0

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

26
24

4 0 .0
4 0 .0

1 7 1 .0 0
1 7 0 .0 0

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

84
66

4 0 .0
4 0 .0

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

DRAFTSMEN, CLASS C

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

52

4 0 .0

1 2 6 .0 0

ELECTRONIC TECHNICIANS --------------------------NONMANUFACTURING ----------------------------------

70
56

4 0 .0
4 0 .0

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

1 5 5 .0 0

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

See footnote at end of tables




40
28

4 0 .0
4 0 .0

1 5 9 .5 0
1 4 6 .0 0

4 0 .0
4 0 .0

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

SWITCHBOARD OPERATOR-RECEPTIONISTS-

20

4 1 .0

8 6 .5 0

T Y P IS T S , CLASS A ----------------------------------------NONMANUFACTURING ----------------------------------

119
78

4 0 .0
4 0 .0

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

T Y P IS T S , CLASS B ----------------------------------------NONMANUFACTURING ----------------------------------

41
35

4 0 .0
4 0 .0

8 8 .0 0
8 9 .5 0

8
T a b le A - 4 .

M a in te n a n c e a nd p o w e r p la n t o c c u p a tio n s

(A v e r a g e s tr a ig h t-tim e h o u rly ea rn in gs fo r s e le c te d occupations studied on an a re a b asis by in d u stry d iv is io n , H u n ts v ille , A la ., F e b r u a r y 1972)
N u m b er o f w o r k e r s r e c e iv in g s tr a ig h t-tim e h o u rly ea rn in gs of—

Hourly earnings3

%

S ex , occu pation , and in d u stry d iv is i

U n der
Middle range 2

2 .6 0

ELE C TR IC IAN S, MAINTENANCE -----------MANUFACTURING -----------------------------

$

4 .4 2

$
4 .2 9
4 .2 9
4 .2 6

4 .2 2 4 .2 1 -

6 .2 3
4 .3 9

4 .1 9 -

5.8 5

MACHINE-TOOL OPERATORS, TOOLROOM —
MECHANICS, AUTOMOTIVE
I M A IN T E N A N C E )----------------MECHANICS, MAINTENANCE -----------MANUFACTURING--------------------- TOOL AN0 DIE MAKERS ---------------------------

See footnotes at end of tables.




3 .0 0

3 .1 0

3 .2 0

3 .4 0 3 .6 0 3 .6 0

2 .8 0

2 .9 0

3 .0 0

3 .1 0

3 .2 0

3 .4 0

%

%

t

t

*

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

4 .2 4
4 .2 3

4 .0 6

3 .4 6 3 .4 5 -

4 .3 0
4 .2 9

4 . 1 7 - 4 .6 5

i

*

I

*

4 .0 0 4 .2 0 4 .4 0 4 .6 0 4 .8 0

5 .0 0 5 .2 0

4 .2 0

5 .2 0

t

$

$

i

5 .4 0

5 .6 0

5 .8 0

6 .0 0 6 .2 0

?

and
2 *6 0 under
3 .6 0

3 .8 0 4 .0 0

4 .4 0

$
$
3 . 5 3 - 5 .5 7

4 .8 4
4 .2 3

2 .9 0

%

%

2 .7 0

CARPENTERS, MAINTENANCE ------------

i

2 .8 0

%

*

s

1

2 .7 0

%

25
17

4 .6 0

4 .6 0

5 .0 0

5 .4 0

5 .6 0

5.8 C 6 .0 0

6 .2 0

6 .4 0

9
T a b le

A -5 .

C u s to d ia l

and

m a te ria l

m o v e m e n t o cc u p a tio n s

(A verag e straight-tim e hourly earnings fo r selected occupations studied on an area basis by industry division, Huntsville, A la ., February 1972)
Number o f workers receivin g straight-tim e hourly earnings of—

Hourly earnings3

Sex, occupation, and industry division

Number
of
workers

s
*
i
$
$
$
$
S
*
S
$
t
t
$
s
$
$
$
t
$
»
S
$
1.60 1.70 1.80 1.90 2.00 2.10 2.20 2.30 2.40 2 .50 2.60 2.70 2.80 2.90 3.00 3.10 3.20 3.40 3.60 3. 80 4.00 4.20 4.40
Mean 2

Median2

Middle range 2

and
under
1.70 1.80 1.90

2.00 2.10 2.20

2.30 2.40 2.50 2 .60 2.70 2.80 2.90 3.00 3.10 3.20 3.40 3.60 3.80 4. CO 4.20 4.40 4.60

HEN
GU A R D S AND WA TCHMEN
H a N U r w C 1U K 1Nv

$

$
$
1.95- 2.45

561
139
422

2.03
2.16
1.98

2.10
2.11

1.80- 2.17
1.92- 2.62
1.75- 2.16

59

2.36

2.37
2.36

2.13- 2.76
2.09- 2.71

i;*59

2

3*4'

69

JANITORS, PORTERS, AND CL EANERS ---

$
2.31

0?

1.98

103
18
85

39

34

39

32

74
62

1
2

29

212

24

208

1
MANU FA CT UR IN 6
i
1
1
1

1

9

5

7

33
25

8

8
8

2

5

19

1

1

3

5

15

^*06

x

TRUCKORIVERS, MEDIUM (1-1/2 TO

1

15

2.37- 3.05

1

1

-

-

2*86
57

2.39

2.56
2.39

2.10- 2.91
2.05- 2.65

29

1.78
1.77

1.74
1.74

1.67- 1.95
1.67- 1.88

8
8

2
2

-

1

1
0
1
0

1
0

5

1
1

8
8

1
1

i

-

-

-

WOMEN
JANITORS, PORTERS, AND CL EANERS ---

See footnotes at end of tables.




1
1
1
1

1
0
1
0

i
i

5

-

-

1
1

-

-

-

-

-

-

-

-

-

10
B.

E s ta b lis h m e n t practices and s u p p le m e n ta ry w a g e provisions

Table B-1.

Minimum entrance salaries for women officeworkers

(D istrib u tion o f establish m ents studied in a ll in d u stries and in du stry d ivision s by m in im u m entrance s a la ry fo r s ele cted c a te g o rie s
o f in exp erien ced wom en o ffic e w o r k e r s , H u ntsville, A la ., F e b ru a ry 1972)
Inexperienced typists

Minimum w eekly s tra ig h t-tim e s a la r y 4

Based on standard w eek ly h ou rs6 o f—

A ll
industries

A ll
schedules

E stablish m ents studied___________________________________

Other in exp erien ced c le r ic a l w ork ers 5
Nonmanufacturing

Manufacturing

40

Manufacturing
A ll
industries

A ll
schedules

40

Nonmanufacturing

Based on standard w eekly h ou rs6 o f—
A ll
schedules

A ll
schedules

40

XX X

33

XX X

40

53

20

XXX

33

XXX

53

E stablish m ents having a s p e c ifie d m in im u m ________________

8

4

4

4

3

16

7

7

9

7

$62 50 and under $65.00___________________________________
$65.00 and under $67.50___________________________________
$67.50 and under $70.00___________________________________
$70.00 and under $72.50___________________________________
$72.50 and under $75.00___________________________________
$75.00 and under $77.50___________________________________
$77.50 and under $80.00___________________________________
$80.00 and under $82.50___________________________________
$82.50 and under $85.00___________________________________
$85.00 and under $87.50--------------- ------- ---------------------$87.50 and under $90.00______________________________ _____
$90.00 and under $92.50--------------------------------------------$ 92.50 and under $95.00___________________________________
$95.00 and under $97.50___________________________________
$97.50 and under $100.00_________________________________
$100.00 and o v e r ____________________________________________

2
-

2
-

2
-

_
-

-

_
-

3
1
2
1
_
1
2

-

-

-

-

-

1
1
1
1
2

2

2

1
1
1
1
-

1
1
1
-

1
2
3

2
1
_
1
1
2

1
1
1
1
_
1
_
1
2
-

1
1
_
1
_
_
1

-

2
1
1
1
2

_
2
-

-

-

E stablish m ents having no s p e c ifie d m in im u m ------------------

8

3

XXX

5

XXX

14

6

XXX

8

XXX

Establish m ents which did not em p loy w o rk ers
in this c a te g o ry _______________________________________________

37

13

XXX

24

XXX

23

7

XXX

16

XX X

See footnotes at end o f t a b le s .




-

-

20

1

-

1




11

T a b le

B -2 .

S h ift d iffe re n tia ls

(L a t e - s h ift p a y p r o v is io n s fo r m a n u fa ctu rin g p la n tw o rk e rs by typ e and amount o f pay d iffe r e n t ia l,
H u n ts v ille , A la ., F e b r u a r y 1972)
( A l l p la n tw o rk e r s in m an u factu rin g = 100 p ercen t)
P e r c e n t o f m an u factu ring p la n tw o rk e rs —

L a t e - s h ift pay p r o v is io n

In esta b lish m e n ts having p r o v is io n s 7
fo r la te sh ifts

A c tu a lly w ork in g on la te sh ifts

Second sh ift

T h ir d o r o th er
sh ift

Second sh ift

T h ir d o r o th er
sh ift

T o t a l __________________________________________

81.6

68.2

14.1

4.7

No pay d iffe r e n t ia l fo r w o rk on la te s h ift _____

18.5

_

5.3

_

P a y d iffe r e n t ia l fo r w o rk on la te s h ift _________

63.1

68.2

8.8

4.7

U n ifo rm cen ts (p e r h o u r )_________________

57.8

63.0

8.2

4.6

5 c e n t s ___________________________________
8 c e n t s ___________________________________
10 cen ts__________________________________
15 cen ts__________________________________

2.1
8.8
41.6
5.3

13.3
8.8

_

4.1

U n ifo rm p e r c e n t a g e ----------------------- ----- -

5.3

5 p e r c e n t -----------------------------------------6 p e r c e n t ________________________________
9 p e r c e n t -----------------------------------------10 p e r c e n t________________________________

1.7
3.6

T y p e and am ount o f d iffe r e n t ia l:

See fo otn ote at end o f ta b le s .

-

-

40.9

7.1
1.1

5.3

.6

.1

-

-

-

-

.6
-

-

-

3.6
1.7

.6

.1

12




T a b le

B -3 .

S c h e d u le d w e e k ly h o u rs a n d d a y s

( P e r c e n t d is trib u tio n o f p la n tw o rk e rs and o ffic e w o r k e r s in a l l in d u s trie s and in in d u s try d iv is io n s b y sch edu led
w e e k ly h ou rs and days o f fi r s t - s h i f t w o r k e r s , H u n ts v ille , A la ., F e b r u a r y 1972)
P lan tw ork ers

O ffic e w o rk e rs

W eekly hours and days
A ll industries

A ll w o r k e r s ____________________________________

35 hours— 5
3 7 V2 hours—
40 hours— 5
42 V2 hours—
45 hours— 6
4 7 V2 hours—
48 hours— 6

days___________________________________
5 days_________________________________
days-------------------------------------------------5 days_________________________________
days-----------------------------------------------5 days_________________________________
days___________________________________

100

M anufacturing

A ll industries

100

100

-

-

83

87
-

5
93
1
-

2
2
8

100

1

5

-

Manufacturing

-

13

-

100
-




13

T a b le

B -4 .

P a id

h o lid a y s

(P e r c e n t d is t r ib u t io n o f p la n t w o r k e r s and o ff ic e w o r k e r s in a l l in d u s t r ie s and in in d u s t r y d iv is io n s
b y n u m b e r o f p a id h o lid a y s p r o v id e d a n n u a lly , H u n t s v ille , A l a . , F e b r u a r y 1972)

Plantwo r ke r s

O fficew ork ers

Item
A ll industries

A ll w o rk e rs____________________________________

W o rk e rs in establishm ents providing
paid h o lid a y s-----------------------------------------------------W o rk ers in establishm ents providing
no paid h o lid a y s_________________________________

Manufacturing

A ll industries

M anufacturing

100

100

100

100

96

100

100

100

4

-

-

-

2

4

-

25
2
8
1
15
3
27

18

8
1
14

N um ber of days
h o lid a y s ------------------------------------------------------------h o lid a y s------------------------------------------------------------holidays plus 1 half day_________________________
h o lid a y s___________________________________________
holidays plus 1 h alf day_________________________
h o lid a y s------------------------------------------------------------holidays plus 2 h alf d a y s --------------------------------8 h o lid a y s------------------------------------------------------------9 h o lid a y s___________________________________________
10 holidays___________________________________________
11 holidays-----------------------------------------------------------12 holidays.........-......................... -...................... —

2
5

5
6
6
7
7

10
2

12
2
17
5
40
1

-

(9)
1

(’ )
2

1

2
2
2
3

5
16

-

-

15
1

10

19
21

27

9
7
5

3
(9)

-

23
16

Total holiday tim e 1
0
days-----------------------------------------------------------------days o r m o re --------------------------------------------------days or m o re ____________________________________
9 days o r m o r e _____________________________________
8 days o r m o re --------------------------------------------------7 days o r m o r e ---------------------------------------------------6*/j days o r m o r e __________________________________
6 days o r m o r e ---------------------------------------------------5V 2 days o r m o r e ------------------------------------------------5 days o r m o r e .... .............------------ ---------------------2 days or m o r e _____________________________________
12
11
10

See foo tn o tes at en d o f t a b le s .

1
3
13

43
58
59

47

64
66

67

78

69
94

78
96

96

100

62
77
77
91
92

16
39
39
39
69
79
79
95
95

100
100

100
100

5
11
20
42

14




T a b le

B -5 .

P a id v a c a tio n s

(P e r c e n t d is t r ib u t io n o f p la n t w o r k e r s an d o ff ic e w o r k e r s in a l l in d u s t r ie s and in in d u s try d iv is io n s
b y v a c a tio n p a y p r o v i s i o n s , H u n t s v ille , A l a . , F e b r u a r y 1972)

P lan tw ork ers

O ffic e w o rk e rs

Vacation policy
A l l industries

A ll w o rk e rs

------

-

-

—

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

---------

Manufacturing

A l l industries

M anufacturing

100

100

100

100

99
80
18

100
67
33

99
99
1

100
97
3

1

-

(’ )

-

17
23
3

24
11
(’ )

8
53
10

3
28
17

1
74

90

Method o f payment
W o rk e rs in establishm ents providing
paid vacation s ------------------------------------------------------------------L e n g th -o f-tim e paym ent ----------------------------------------P erc e n ta g e paym ent -------------------------------------------------W o rk e rs in establishm ents providing
no paid vacation s__________________________________
Am ount of vacation pay 1
1
A fter 6 months of se rv ic e
Under 1 week________________________________________
1 we gk—..... ....................... .—. - T T_________ T_r _T
__
O v e r 1 and under 2 w e e k s -------------------------------------------A fte r 1 year of se rv ic e
Under 1 week________________________________________
1 w eek.
____
O v e r 1 and under 2 w e e k s ___
- — 2 w e e k s _______________________________________________ __ __________ __
3 weeks _ — ___

.

_

.

25
7
68

46

-

-

-

-

-

24
(’ )

9
(’ )

1
58
39

_

_

85
14

9
84
7

21
79

(’ )

-

54

A fter 2 y e a rs o f se rv ic e
Un der 1 w eek _______________________________________________________
1 w eek. ________
_________
—
______
2 w e e k s ---------------------. — _ _
_ _______________ _________ __ _
O v e r 2 and under 3 w e e k s __________________________________
3 w e e k s ----------------------------------------------------------------------------------

_

-

.

(’ )

(’ )

29
1
68

41
2
57

-

-

(’ )

(’ )

28
2
69

41
2

4

57

84

74

A fte r 3 y e a rs of se rv ic e
1 week ___________________________________________________________________
O ver 1 and under 2 w e e k s -----------— -----------------------------2 w e e k s __________________ — ------ -------------- ---------------------O ver 2 and under 3 w e e k s -------------------------------------------3 w e e k s -----------------------------------------------------------------------------------

5

10

-

-

84
11
(’ )

74
16
-

A fter 4 y e a rs of se rv ic e
1 w eek ---------------------------------------------------- -----------------------------O v er 1 and under 2 w e e k s __________________________________
2 w e e k s _____________________________________ ___ __________ __ ______
O ver 2 and under 3 w e e k s _________________________
3 w e e k s ----------------------------------------------------------------------------------

-

10
-

-

_

1
1

16

(’ )

(’ )

(’ )

-

5

6

1

-

-

93

66

.

15
19

A ft e r 5 y e a rs of service
1 week
O v er 1 and under 2 w e e k s -------------------------------------------2 w e e k s ----------------------------------------------------------------------------------O v er 2 and under 3 w e e k s -------------------------------------------3 weeks

S ee fo o tn o tes at end o f ta b les.

1
89
(’ )
3

(’ )

2
-

59
23
16




15

T a b le

B -5 .

P a id v a c a t io n s ----- C o n tin u e d

(P e r c e n t d is trib u tio n o f plant-w orkers and o ffic e w o r k e r s in a ll in d u stries and in in d u stry d iv is io n s
by va ca tio n pay p r o v is io n s , H u n ts v ille , A l a . , F e b r u a r y 1972)
P la n tw o rk e r s

O ffic e w o r k e r s

V a ca tio n p o lic y
A l l in d u stries

M a n u factu rin g

A l l in d u stries

M a n u factu rin g

A m ou nt o f va c a tio n pay 1 — Continued
1
A f t e r 10 y e a r s o f s e r v ic e
5
42
1
51

6
43
2
48

(’ )

(’ )

5
35
1
57

6
31
2
61

(*>
(’ )

(’ )

5
28
7
48
5
5

5
28
7
20
5
33
(’ )

1
13
7
75
5

2
16
66
16

A ft e r 12 y e a r s o f s e r v ic e
i

1
12
7
68
13

2
11
48
39

6
18
13
54
9
(’ )

1
11
7
51
9
21

2
10
1
44
25
17

6
18
13
18
9
36
(’ )

1
11
7
30
1
46

2
10
1
17
2
52

5

16

1
11
7
30
31

2
10
1
17
54

20

16

1
11
7
30
25

2
10
1
17
54

26

16

A ft e r 15 y e a r s o f s e r v ic e

A ft e r 20 y e a r s o f s e r v ic e
1

V

A ft e r 25 y e a r s o f s e r v ic e
5
28
7
20
32
(’ )
6

6
18
13
18
45

5
28
7
20
30
(’ )
8

1 w e e k --------------------------------------------------------------

6
18
13
18
45
(’ )

(’ )

M a x im u m va c a tio n a v a ila b le *

*

E s tim a te s o f p r o v is io n s fo r 30 y e a r s o f s e r v ic e a r e id en tica l.

S ee footn otes at end o f ta b le s .




T a b le

B -6 .

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

p la n s

(P e r c e n t o f p la n t w o r k e r s an d o f f ic e w o r k e r s in a l l in d u s t r ie s an d in in d u s try d iv is io n s e m p lo y e d in e s t a b lis h m e n t s
p r o v id in g h e a lth , in s u r a n c e , o r p e n sio n b e n e fit s , H u n t s v ille , A l a . , F e b r u a r y 1972)

P la n tw o rk e rs
T y p e o f b e n e fit and
fin a n cin g 1
2

A l l in d u stries

A l l w o r k e r s ____________________________________

r k e r s in e s ta b lish m e n ts p r o v id in g at
Bast 1 o f th e b en e fits shown b e lo w ______

O ffic e w o r k e r s

100

100

A l l in d u stries

M a n u factu rin g

100

100

96

100

99

100

L i f e in s u r a n c e __________________________________
N o n co n trib u to ry p la n s ______________________
A c c id e n t a l death and d ism e m b e rm e n t
in su ra n c e-------------------------------------------------N o n c o n trib u to ry p la n s ______________________
S ick n ess and a ccid e n t in su ra n c e o r
s ic k le a v e o r both 13_____ ___________________

94
54

97
49

99
72

98
70

56
32

49
19

77
54

66
43

64

55

86

89

S ick n ess and a ccid e n t in su ra n ce__________
Non c o n trib u to ry p la n s __________________
S ick le a v e (fu ll pay and no
w a itin g p e r io d )_____________________________
S ick le a v e (p a r t ia l pa y o r
w a itin g p e r io d )_____________________________

44
30

53
37

59
30

80
45

33

18

59

60

8

-

8

-

L o n g - t e r m d is a b ilit y in su ra n c e_______________
N o n co n trib u to ry p la n s ______________________
H o s p ita liza tio n in su ra n c e_________ __________
N o n co n trib u to ry p la n s ______ ________________
S u r g ic a l in su ra n c e______________________________
N o n co n trib u to ry p la n s ______________________
M e d ic a l in s u ra n c e _______________ ____________
N o n co n trib u to ry p la n s ______________________
M a jo r m e d ic a l in s u r a n c e ______ ____________
N o n co n trib u to ry p la n s ______________________
D en tal in s u ra n c e ________________________________
N o n co n trib u to ry p la n s ______________________
R e t ir e m e n t pen sion ________________________l. ___
_
N o n c o n trib u to ry p la n s ______________________

34
23
95
46
95
46
89
46
79
39

45
33
100
49
100
49
91
49
82
39

38
29
99
67
99
67
97
67
87
55
16

51
44
100
70
100
70
98
70
80
52
23
23
91
86

S e e fo o tn o tes at end o f t a b le s .

„

M a n u factu rin g

( 9)
68

60

(’ )
(’ )

75
71

8
90
80

17

Footnotes
A l l of these standard footnotes m ay not apply to this bulletin.

1 Standard hours r e f l e c t the w o rk w e e k f o r which e m p lo yees r e c e i v e their re g u la r stra ig h t-tim e s a la r ie s (ex c lu s iv e of pay fo r o v e r tim e
at re g u la r and/or p rem iu m r a te s ), and the earnings c o rresp o n d to these w e e k ly hours.
2 The mean is computed f o r each job by totaling the earnings of a ll w o r k e r s and dividing by the number of w o r k e r s .
The median
designates position— half o f the em p lo y e e s surveyed r e c e i v e m o r e than the rate shown; half r e c e i v e le s s than the rate shown.
The middle
range is defined by 2 rates o f pay; a fourth o f the w o r k e r s earn less than the lo w e r of these rates and a fourth earn m o r e than the higher rate.
3 E xcludes p re m iu m pay fo r o v e r t im e and fo r w o rk on weekends, holidays, and late shifts.
4 T h e s e s a la r ie s re la te to f o r m a l l y established m inim um starting (hiring) re g u la r s tra ig h t-tim e sa la rie s that are paid fo r standard
w ork w eek s.
5 Exclu des w o r k e r s in su b c le ric a l jobs such as m e s s e n g e r.
6 Data a re p resented f o r a ll standard w o rkw eeks combined, and fo r the m ost com m on standard w orkw eeks reported.
Includes a ll p lan tw orkers in establishments c u rre n tly operating late shifts, and establishments whose f o r m a l provision s c o v e r late
I
shifts, even though the establishments w e r e not c u rre n tly operating late shifts.
8 L e s s than 0.05 percent.
9
L e s s than 0.5 percent.
1 A l l combinations of full and half days that add to the same amount are combined; fo r example, the prop ortion of w o r k e r s re c e iv in g a
0
total of 9 days includes those with 9 full days and no half days,
8 full days and 2 half days, 7 full days and 4 half days, and so on. P ro p o rtio n s
then w e r e cumulated.
II Includes payments other than "le n g th of t i m e , " such as percen tage o f annual earnings o r fla t-s u m payments, converted to an equivalent
tim e b asis; fo r exam ple, a payment o f 2 percen t of
annual earnings was con sidered as 1 w e e k 's pay. P e r i o d s of s e r v ic e w e r e chosen a r b i t r a r i l y
and do not n e c e s s a r ily r e f l e c t the individual p ro v is io n s fo r p r o g re s s io n . F o r exam ple, the changes in proportio ns indicated at 10 y e a r s ' s e r v ic e
include changes in p ro v is io n s o c c u rrin g betw een 5 and 10 y ears. E s tim a te s a re cumulative. Thus, the proportion elig ib le fo r 3 w eeks' pay or
m o r e a fte r 10 ye a rs includes those e lig ib le fo r 3
w eek s' pay o r m o r e after f e w e r y e a r s o f s e r v ic e .
1 E s tim a te s lis te d a fte r type of benefit a re fo r all plans fo r which at lea st a part of the cost is borne by the em p lo y er. "Noncontributory
2
plans" include only those plans financed e n t ir e ly by the e m p loyer. Exclu ded are l e g a lly re q u ire d plans, such as w o rk m e n 's compensation, social
secu rity , and r a ilr o a d re tire m e n t.
1 Unduplicated total o f w o r k e r s r e c e iv in g sick le a v e o r sickness and accident insurance shown se p a ra te ly below. Sick leave plans are
3
lim it e d to those which d e fin ite ly establish at least the minimum number of days' pay that can be expected by each em plo yee.
Info rm al sick
le a v e allowances determ in ed on an individual basis are excluded.







t

A p p en d ix. O c c u p atio n al D e s c rip tio n s
The p r im a ry purpose o f p rep a rin g jo b d es crip tio n s fo r the Bu reau's w age su rveys is to a s s is t its fie ld sta ff in cla s s ify in g into appropriate
occupations w o rk ers who a re em ployed under a v a r ie ty o f p a y ro ll title s and d iffe re n t w ork arran gem en ts fro m establish m ent to establishm ent and
fr o m a rea to a rea . Th is p erm its the grouping o f occupational w age ra tes re p res en tin g co m parab le jo b content. Because o f this em phasis on
in terestablish m ent and in te ra re a c o m p a ra b ility o f occupational content, the B u reau's jo b d es crip tio n s m ay d iffe r sig n ific a n tly fr o m those in use in
individual establishm ents o r those p rep a red fo r oth er pu rposes. In applying these jo b d es crip tio n s , the Bu reau's fie ld econ om ists a re in stru cted
to exclude w orking s u p erviso rs; a ppren tices; le a rn e r s ; beginn ers; tra in e e s ; and handicapped, p a rt-tim e , tem p o ra ry, and prob a tio n a ry w o rk ers.

O F F IC E
C L E R K , A C C O U N TIN G — Continued

B IL L E R , M A C H IN E
P r e p a re s statem ents, b ills , and in voic es on a m achine oth er than an o rd in a ry o r e le c tr o m a tic ty p e w r ite r. M ay also keep re co rd s as to billin gs o r shipping ch arges o r p e rfo rm other
c le r ic a l w ork in ciden tal to h illin g o peration s. F o r w age study pu rposes, b ille r s , m ach in e, a re
c la s s ifie d by type o f m achine, as fo llo w s:
B ille r , machine (b illin g m a ch in e). Uses a specia l b illin g machine (com bination typing
and adding m achine) to p rep a re b ills and in vo ic es fro m cu sto m ers' purchase o rd e r s , in te r ­
n ally p rep a red o rd e r s , shipping m em orandum s, etc. U su ally in vo lv es application o f p r e ­
determ in ed discounts and shipping ch arges and en try o f n e c e s s a ry exten sion s, which m ay o r
m a y not be computed on the b illin g m ach in e, and totals which a re au tom a tica lly accum ulated
by m achine. The operation u su ally in volv es a la rg e num ber o f carbon co p ies o f the b ill being
p rep a red and is often done on a fanfold m achine.
B ille r , m achine (bookkeeping m a ch in e). U ses a bookkeeping m achine (with o r without
a ty p e w r ite r keyboard) to p rep a re cu sto m ers' b ills as part o f the accounts re c e iv a b le o p e ra ­
tion . G en era lly in volv es the sim ultaneous en try o f fig u re s on cu sto m ers' le d g e r re c o r d . The
m achine a u tom atically accum ulates fig u res on a number o f v e r tic a l columns and computes
and usually prints a u tom a tica lly the debit o r cred it balances. Does not in vo lv e a know l­
edge o f bookkeeping.
W orks fr o m u niform and standard types o f sales and c re d it slip s.

O perates a bookkeeping machine (w ith o r without a ty p e w r ite r keyboard) to keep a re c o rd
o f business tran saction s.
C lass A . Keeps a set o f re c o rd s re q u irin g a know ledge o f and ex p erien c e in basic
bookkeeping p rin c ip le s , and fa m ilia r ity with the stru ctu re o f the p a rticu la r accounting system
used. D eterm in es p rop e r re co rd s and distribu tion o f debit and cred it item s to be used in each
phase o f the w ork. M ay p rep a re consolidated re p o r ts , balance sheets, and oth er re co rd s
by hand.
C lass B. K eeps a re c o r d o f one o r m o re phases o r section s of a set o f re co rd s usually
re q u irin g lit t le know ledge o f b asic bookkeeping. Ph ases o r sections include accounts payable,
p a y ro ll, cu sto m ers' accounts (not including a sim p le type o f b illin g d e s crib e d under b ille r ,
m a ch in e), co st distribu tion , expense distribu tion , in ven to ry con trol, etc. M ay check o r a ssist
in p rep a ra tion o f t r ia l balances and p re p a re co n trol sheets fo r the accounting departm ent.
C L E R K , A C C O U N TIN G
P e r fo r m s one o r m o re accounting c le r ic a l tasks such as posting to r e g is te r s and le d g e rs ;
re con cilin g bank accounts; v e r ify in g the in tern al con sisten cy, com pleten ess, and m ath em atical
a ccu ra cy o f accounting documents; a ssignin g p r e s c r ib e d accounting distribu tion codes; exam ining
and v e r ify in g fo r c le r ic a l a ccu racy va rio u s types o f re p o r ts , lis ts , calcu lation s, posting, etc.;
o r p rep a rin g sim ple o r a ssistin g in p rep a rin g m o re com p licated journal vou chers.
M ay w ork
in eith er a manual o r automated accounting system .
The w ork re q u ire s a know ledge o f c le r ic a l methods and o ffic e p ra c tic e s and procedu res
which re la te s to the c le r ic a l p ro ce ssin g and re c o rd in g o f tran saction s and accounting in form ation .
With ex p erien c e, the w o rk er ty p ic a lly becom es fa m ilia r with the bookkeeping and accounting term s
and p roced u res used in the assigned w ork, but is not re qu ired to have a knowledge o f the fo rm a l
p rin c ip le s o f bookkeeping and accounting.




C la ss A . Under ge n era l su p ervision , p e r fo rm s accounting c le r ic a l operations which
re q u ire the a pplication o f ex p erien c e and judgm ent, fo r exam ple, c le r ic a lly p roce ssin g co m ­
p lica ted o r n on rep etitive accounting tra n sa ction s, sele ctin g among a substantial v a rie ty o f
p r e s c r ib e d accounting codes and c la s s ific a tio n s , o r tra c in g tran saction s through p reviou s
accounting actions to determ in e sou rce o f d isc rep a n cies. M ay be a ssisted by one o r m o re
cla ss B accounting c le r k s .
C lass B . U nder clo se su pervision , fo llow in g deta iled in stru ction s and standardized p r o ­
ced u res, p e r fo rm s one o r m o re routine accounting c le r ic a l o p era tio n s, such as posting to
le d g e rs , ca rd s, o r w orksh eets w here id en tifica tion o f item s and location s o f postings a re
c le a r ly in dicated; checking a ccu ra cy and com pleteness o f stand ardized and re p e titiv e re c o rd s
o r accounting documents; and coding documents using a few p r e s c r ib e d accounting codes.
C L E R K , F IL E
F ile s , c la s s ifie s , and r e tr ie v e s m a te r ia l in an establish ed filin g system . M ay p e r fo rm
c le r ic a l and manual tasks re qu ired to m aintain file s . P o sition s a re c la s s ifie d into le v e ls on the
basis o f the fo llo w in g d efin ition s.
C lass A . C la s s ifie s and indexes file m a te r ia l such as corresp o n d en ce, re p o rts , tech ­
n ical docum ents, e tc ., in an establish ed filin g system containing a number o f v a rie d subject
m a tter file s . M ay also file this m a te r ia l. M ay keep re c o rd s o f variou s types in conjunction
with the file s . M a y lead a sm all group o f lo w e r le v e l f ile c le r k s .

B O O K K E E P IN G -M A C H IN E O P E R A T O R

NOTE:

P o sitio n s a re c la s s ifie d into le v e ls on the b asis o f the fo llo w in g d efin ition s.

C lass B . S orts, codes, and file s
ings o r p a rtly c la s s ifie d m a te r ia l by
c r o s s - r e fe r e n c e aids. A s requ ested,
w ards m a te r ia l. M ay p e r fo rm re la ted

C la ss C . P e r fo r m s routine filin g o f m a te r ia l that has a lrea d y been c la s s ifie d o r which
is e a s ily c la s s ifie d in a sim ple s e r ia l cla s s ific a tio n system (e .g ., alph abetical, ch ro n o lo gica l,
o r n u m eric a l). A s requ ested, lo ca tes re a d ily ava ila b le m a te r ia l in file s and forw a rds m a ­
te r ia l; and m ay f i l l out w ithdraw al ch arge. M ay p e r fo rm sim ple c le r ic a l and manual tasks
re q u ired to m aintain and s e r v ic e file s .
C L E R K , O RD ER
R e c e iv e s cu sto m ers' o rd e rs fo r m a te r ia l o r m erch an dise by m a il, phone, or p erso n a lly.
Duties in volve any com bination o f the fo llo w in g : Quoting p ric e s to cu stom ers; making out an o rd e r
sheet listin g the item s to m ake up the o rd e r ; checking p ric e s and quantities o f item s on o rd e r
sheet; and d istribu tin g o rd e r sheets to re s p e c tiv e departm ents to be fille d . M ay check with cred it
departm ent to determ in e c re d it rating o ( cu stom er, acknow ledge re c e ip t o f o rd e rs from cu stom ers,
fo llo w up o rd e r s to see that they have been fille d , keep file o f o rd e rs re c e iv e d , and check shipping
in vo ic es with o rig in a l o rd e r s .
CLERK, PA Y R O LL
Computes w ages o f company em p loyees and en ters the n ec e s s a ry data on the p a y ro ll
sheets. Duties in volv e: C alcu lating w o r k e r s ' earnings based on tim e o r production re c o rd s : and
posting calcu lated data on p a y ro ll sheet, showing in form a tion such as w o r k e r 's name, w orking
days, tim e, ra te, deductions fo r insurance, and total w ages due. M ay m ake out paychecks and
a ssist pa ym a ster in m aking up and distribu tin g pay en velopes. M ay use a calcu lating m achine.

The Bureau has discontinued c o llectin g data fo r o ile r s and plu m bers.

19

u n c las sified m a te r ia l by sim ple (su bject m a tter) head­
fin er subheadings. P r e p a re s sim ple related index and
lo ca tes c le a r ly iden tified m a te r ia l in file s and f o r ­
c le r ic a l tasks re q u ired to m aintain and s e r v ic e file s .

20
CO M PTO M ETER O PER ATO R

S E C R E T A R Y — Continued

P r im a r y duty is to o pera te a C om p tom eter to p e r fo rm m ath em atical com putations. This
jo b is not to be confused w ith that o f s ta tistica l o r other type o f c le r k , which m ay in volve f r e ­
quent use o f a C o m p to m eter but, in which, use o f this m achine is incidental to p erfo rm a n ce o f
oth er duties.

N O T E : The t e rm "c o rp o ra te o ffic e r , " used in the le v e l d efinitions follow in g, r e fe r s to
those o ffic ia ls who have a sign ifican t c o rp o ra te -w id e p olicym akin g r o le with re ga rd to m a jo r
company a c tiv itie s . Th e t it le " v ic e p r e s id e n t ," though n o rm a lly in d ica tive o f this ro le , does not
in a ll cases id en tify such position s. V ic e presid en ts whose p r im a ry re s p o n s ib ility is to act p e r ­
sonally on individual ca ses o r tran saction s (e .g ., approve o r deny individual loan o r c re d it actions;
a dm in ister individual tru st accounts; d ir e c t ly su p ervise a c le r ic a l sta ff) a re not con sidered to be
"c o rp o ra te o ffic e r s " fo r purposes o f applying the fo llo w in g le v e l d efin itio n s .

KEYPUNCH O PERATO R
O perates a keypunch m achine to re c o r d
tabulating card s o r on tape.

o r v e r ify

alphabetic and/or num eric

data on
C la ss A

P o sitio n s a re c la s s ifie d into le v e ls on the basis o f the fo llow in g d efin ition s.
a ll,
C lass A . W ork re q u ire s the application o f ex p erien c e and judgment in sele ctin g p r o c e ­
dures to be fo llo w ed and in searchin g fo r , in te rp retin g , selectin g, o r coding item s to be
keypunched fr o m a v a r ie ty o f sou rce documents. On o cca sio n m ay also p e r fo rm som e routine
keypunch w ork. M ay tra in in exp erien ced keypunch o p era to rs.
C lass B . W ork is routine and re p e titiv e . Under clo s e su pervision o r fo llo w in g s p e cific
procedu res o r in stru ction s, w orks fr o m va riou s standardized source documents which have
been coded, and fo llo w s sp e cified p roced u res which have been p r e s c r ib e d in d etail and re q u ire
lit t le o r no sele ctin g , coding, o r in te rp retin g o f data to be re cord ed . R e fe rs to su p erviso r
prob lem s a ris in g fr o m erron eou s item s o r codes o r m is sin g in form ation .

2. S e c re ta r y to a co rp o ra te o ffic e r (oth er than the ch airm an o f the board o r p residen t)
o f a company that em p loys, in a ll, o v e r 5,000 but fe w e r than 25,000 p erso n s; o r
3. S e c re ta r y to the head, im m e d ia te ly b elo w the c o rp o ra te o ffic e r le v e l,
segm ent o r su bsid iary o f a company that em p loys, in a ll, o v e r 25,000 p ers o n s .

of a m a jo r

C la ss B

a ll,

1. S e c re ta r y to the chairm an o f the board o r p resid en t o f a company that em ploys, in
fe w e r than 100 p ers o n s ; o r

2. S e c re ta r y to a co rp o ra te o ffic e r (o th er than the ch airm an o f the board o r p resid en t)
o f a com pany that em ploys, in a ll, o v e r 100 but fe w e r than 5,000 p e rs o n s ; o r

M ESSENGER (O ffic e Boy o r G ir l)
P e r fo r m s va rio u s routine duties such as running erra n d s, o peratin g m in o r o ffic e m a ­
chines such as s e a le rs o r m a ile r s , opening and distribu tin g m a il, and other m in o r c le r ic a l w ork.
Exclude position s that re q u ire opera tion o f a m o to r ve h ic le as a significan t duty.

SECRE TARY
A ssig n ed as p erso n a l s e c re ta ry , n o rm a lly to one in dividu al. Maintains a clo se and high ly
re sp o n sive relatio n sh ip to the d a y -to -d a y w ork o f the su p erviso r. W orks fa ir ly independently r e ­
ceiv in g a m inim u m o f d eta iled su p ervision and guidance. P e r fo r m s v a rie d c le r ic a l and s e c re ta ria l
duties, usually including m o st o f the fo llo w in g :
a. R e c e iv e s telephone c a lls , person a l c a lle r s , and in com ing m a il, answ ers routine in ­
q u irie s , and routes tech nical in qu iries to the p ro p e r persons;
b.

E sta b lish es, m ain tain s,

c.

M aintains the s u p e r v is o r's calendar and m akes appointments as instructed;

d.

and re v is e s the s u p e r v is o r's file s ;

R ela y s m e ssa g es fr o m

by oth ers fo r the

M ay also p e r fo rm oth er c le r ic a l and s e c re ta ria l tasks o f com parable nature and d ifficu lty .
Th e w ork ty p ic a lly re q u ires know ledge o f o ffic e routine and understanding o f the orga n ization ,
p ro g ra m s , and p roced u res re la ted to the w ork o f the su p erviso r.
Exclusions
Not a ll position s that a re title d " s e c r e t a r y " possess the above c h a ra c te ris tic s .
o f position s which a re exclu ded fr o m the definition a re as fo llo w s:
"p e r s o n a l"

4. S e c re ta ry to the head o f an individual plant, fa c to ry , etc . (o r oth er equ ivalent le v e l
o f o ffic ia l) that em p loys, in a ll, o v e r 5,000 p erso n s; o r
5. S e c re ta r y to the head o f a la rg e and im portan t o rga n izatio n a l segm ent (e .g ., a m id dle
m anagem ent s u p erviso r o f an orga n izatio n a l segm ent often in volvin g as m any as s e v e ra l
hundred p erso n s) o r a company that em p loys, in a ll, o v e r 25,000 p e r s o n s .
C lass C

2. S e c re ta r y to the head o f an individual plant, fa cto ry , etc. (o r oth er equivalent le v e l
o f o ffic ia l) that em ploys, in a ll, fe w e r than 5,000 p e r s o n s .
C lass D

P e r fo r m s stenographic and typing w ork.

which do not m e et the

3. S e c re ta r y to the head, im m e d ia te ly below the o ffic e r le v e l, o v e r eith er a m a jo r
co rp o ra te -w id e functional a c tiv ity (e .g ., m a rk etin g , re s e a rc h , opera tio n s, in du strial r e la ­
tion s, etc .) o r a m a jo r geogra ph ic o r orga n iza tio n a l segm en t (e .g ., a re g io n a l h eadquarters;
a m a jo r d ivis io n ) o f a company that em p loys, in a ll, o v e r 5,000 but fe w e r than 25,000
em p lo y e e s ; or

1. S e c re ta ry to an ex ecu tive o r m a n a geria l person whose re s p o n s ib ility is not equ ivalent
to one o f the sp e c ific le v e l situations in the definition fo r cla ss B, but whose orga n ization a l
unit n o rm a lly num bers at le a s t s e v e ra l dozen em p loyees and is u su ally divid ed into o rg a n iz a ­
tional segm ents which a re often, in turn, fu rth er subdivided. In som e com pan ies, this le v e l
includes a w ide range o f o rga n izatio n a l echelons; in o th ers, on ly one o r tw o; o r

su p erviso r to subordinates;

e. R ev iew s co rresp o n d en c e, m em orandum s, and re p o rts p repa red
s u p e r v is o r's signatu re to a ssu re p roced u ra l and typographic a ccu racy;
f.

1. S e c re ta r y to the chairm an o f the board o r p resid en t o f a com pany that em ploys, in
o v e r 100 but fe w e r than 5,000 p e rs o n s ; o r

a.

P o sition s

s e c re ta ry

b.

1. S e c re ta r y to the s u p erviso r o r head o f a sm all o rga n izatio n a l unit (e .g ., fe w e r than
about 25 o r 30 p erso n s); c>r
2. S ecre ta ry to a n on su p erviso ry sta ff s p e cia list, p ro fe ssio n a l em p loy ee, a d m in istra ­
tiv e o ffic e r , o r a ssistan t, sk ille d technician o r ex p ert. (N O T E : Many com panies assign
sten ograph ers, ra th er than s e c re ta rie s as d es crib e d above, to this le v e l o f su p e rv is o ry o r
n on su p erviso ry w o r k e r .)

Exam ples

concept d escrib ed

STE N O G R A P H E R
above;

S tenographers not fu lly train ed in s e c re ta ria l type duties;

c. Stenographers servin g as o ffic e assistants to a group o f p ro fe ssio n a l, tech n ical, or
m a n a geria l persons;
d. S e c re ta r y position s in which the duties a re eith er substantially m o re routine o r sub­
sta n tia lly m o r e com p lex and resp o n sib le than those ch a ra c te riz e d in the definition;

P r im a r y duty is to take dictation using shorthand, and to tra n s c rib e the dictation. M ay
also type fr o m w ritten copy. M ay o p era te fr o m a stenographic pool. M ay o cca s io n a lly tra n scrib e
fro m v o ic e re cord in gs ( i f p r im a ry duty is tra n scrib in g fro m re c o rd in g s , see T ra n scrib in g-M a ch in e
O p era to r, G en era l).
N O T E : Th is jo b is distinguished fr o m that o f a s e c re ta ry in that a s e c re ta ry n o rm a lly
w orks in a confiden tial relatio n sh ip with only one m a n a ger o r ex ecu tive and p erfo rm s m o re
respon sib le and d is c re tio n a ry tasks as d e s crib e d in the s e c r e ta r y job definition.
S tenographer, G en eral

e. A ssista n t type position s which in volv e m o re d iffic u lt o r m o re resp o n sib le tech ­
n ica l, a d m in istra tive, s u p erviso ry , o r sp e c ia lize d c le r ic a l duties which a re not typ ic a l of
s e c re ta ria l w ork .




D ictation in volv es a n orm al routine voca bu la ry. M ay m aintain file s , keep sim ple re c o r d s ,
o r p e rfo rm oth er r e la t iv e ly routine c le r ic a l tasks.

21
S T E N O G R A P H E R — Continued

T A B U L A T I N G - M A C H I N E O P E R A T O R (E le c t r ic A ccounting M achine O p e ra to r)— Continued

S tenographer, Senior

P o sition s a re c la s s ifie d into le v e ls on the basis o f the fo llow in g definitions.

D ictation in vo lv es a v a rie d tech n ical o r sp e cia lize d vocabu lary such as in le g a l b rie fs
o r re p orts on scie n tific re s e a rc h . M ay also set up and m aintain file s , keep re c o r d s , etc.
OR
P e r fo r m s stenographic duties re q u irin g sig n ific a n tly g r e a te r independence and resp o n ­
s ib ility than sten ograph er, ge n era l, as evidenced by the follow in g:
W ork re q u ires a high
d e g re e o f stenographic speed and a ccu racy; a thorough w orkin g knowledge o f ge n era l business
and o ffic e procedu re; and o f the s p e c ific business o pera tion s, orga n ization , p o lic ie s , p r o c e ­
du res, file s , w ork flo w , etc. U ses this know ledge in p erfo rm in g stenographic duties and
resp o n sib le c le r ic a l tasks such as m aintaining follow u p file s ; a ssem blin g m a te r ia l fo r rep orts,
m em orandum s, and le tte rs ; com posing sim ple le tte rs fr o m gen era l in stru ction s; read ing and
routing in com ing m a il; and answ erin g routine qu estions, etc.
S W ITC H B O A R D O P E R A T O R
C lass A . O perates a sin gle- o r m u ltiple-p osition telephone sw itchboard handling incom ing,
outgoing, intraplant o r o ffic e c a lls . P e r fo r m s fu ll telephone in form a tion s e r v ic e o r handles
com p lex c a lls , such as co n feren ce, c o lle c t, o v e rs e a s , o r s im ila r c a lls , eith er in addition to
doing routine w ork as d es crib e d fo r sw itchboard o p era to r, class B, o r as a fu ll-tim e
assignm ent. ( " F u ll" telephone in form a tion s e r v ic e occu rs when the establishm ent has v a rie d
functions that a re not re a d ily understandable fo r telephone in form ation pu rposes, e.g ., because
o f o verla p p in g o r in te rre la te d functions, and consequently presen t frequent prob lem s as to
which extensions a re a p propriate fo r c a lls .)
C la ss B . O perates a single- o r m u ltiple-p osition telephone sw itchboard handling incom ing,
outgoing, intraplant o r o ffic e c a lls . M ay handle routine long distance c a lls and re c o r d to lls .
M ay p e r fo rm lim ite d telephone in form a tion s e r v ic e . (" L im it e d " telephone in form a tion s e r v ic e
o ccu rs i f the functions o f the establish m ent s e r v ic e d a re re a d ily understandable fo r telephone
in form a tion pu rposes, o r i f the requ ests a re routine, e.g ., giving extension numbers when
sp e c ific names a re furnished, o r i f co m p lex ca lls a re r e fe r r e d to another o p era to r.)
T h ese cla ss ific a tio n s do not include sw itchboard o p era to rs in telephone com panies who
a s s is t cu stom ers in placin g ca lls.
S W ITC H B O AR D O P E R A T O R -R E C E P T IO N IS T
In addition to p erfo rm in g duties o f o p era to r on a s in gle-p o sitio n o r m o n ito r-ty p e sw itch ­
board, acts as recep tio n ist and m ay also type o r p e r fo rm routine c le r ic a l w ork as part o f regu la r
duties. Th is typing o r c le r ic a l w ork m ay take the m a jo r part o f this w o r k e r 's tim e w hile at
sw itchboard.
T A B U L A T IN G -M A C H IN E O P E R A T O R (E le c tr ic A ccounting M achine O p era to r)
O perates one o r a v a rie ty o f m achines such as the tabu lator, ca lcu la tor, c o lla to r, in te r ­
p r e te r, s o rte r , reprodu cin g punch, etc. Excluded fro m this definition a re w orkin g s u p erviso rs.
A ls o excluded a re o p era to rs o f ele c tro n ic d ig ita l com pu ters, even though they m ay also operate
E A M equipment.

C la ss A . P e r fo r m s com plete rep ortin g and tabulating assignm ents including devisin g
d ifficu lt con trol panel w irin g under gen era l su pervision. A ssignm ents ty p ic a lly in volve a
v a rie ty o f long and com p lex re p o rts which often a re irr e g u la r o r n on recurrin g, requ irin g
som e planning o f the nature and sequencing o f operations, and the use o f a v a rie ty o f m a ­
chines. Is ty p ic a lly in volved in train in g new o p era to rs in machine operations o r train in g
lo w e r le v e l o p era to rs in w irin g fr o m dia gra m s and in the operatin g sequences o f long and
co m p lex re p o rts .
Does not include positions in which w irin g re s p o n sib ility is lim ited to
sele ction and in sertio n o f p r e w ire d boards.
C la ss B . P e r fo r m s w ork accordin g to establish ed procedu res and under sp e c ific in ­
stru ctions. A ssignm ents ty p ic a lly in volve com plete but routine and re c u rrin g re p orts o r parts
o f la r g e r and m o re com p lex re p o rts. O perates m o re d ifficu lt tabulating o r e le c tr ic a l a c ­
counting m achines such as the tabulator and ca lcu la tor, in addition to the sim p ler machines
used by cla ss C o p era to rs. M ay be requ ired to do som e w irin g fr o m d ia gra m s. M ay tra in
new em p loy ees in basic m achine operations.
C la ss C . Under sp e c ific in stru ction s, o pera tes sim ple tabulating o r e le c tr ic a l accounting
m achines such as the s o rte r , in te rp r e te r, reprodu cing punch, c o lla to r, etc. Assignm ents
ty p ic a lly in volve portions o f a w ork unit, fo r exam ple, individual sortin g o r collatin g runs,
o r re p e titiv e o p era tio n s. M ay p e r fo rm sim ple w irin g fr o m d ia gra m s, and do some filin g w ork.
T R A N S C R IB IN G -M A C H IN E O P E R A T O R , G E N E R A L
P r im a r y duty is to tra n scrib e dictation in volvin g a n orm al routine vocabu lary fro m
tra n scrib in g -m a ch in e re c o r d s . M ay also type fro m w ritten copy and do sim ple c le r ic a l w ork.
W ork ers tra n scrib in g dictation in volvin g a v a rie d tech nical o r sp e c ia lize d vocabu lary such as
leg a l b r ie fs o r re p o rts on s cie n tific re s e a rc h a re not included. A w o rk er who takes dictation
in shorthand o r by Stenotype o r s im ila r machine is c la s s ifie d as a sten ograph er.
T Y P IS T
Uses a ty p e w r ite r to m ake copies o f va riou s m a te ria ls o r to m ake out b ills a fter c a lcu la ­
tions have been m ade by another person. M ay include typing o f sten cils, m ats, o r s im ila r m a te ­
r ia ls fo r use in duplicating p ro c e s s e s . M ay do c le r ic a l w ork in volvin g little specia l train ing, such
as keeping sim p le re c o r d s , filin g re co rd s and re p o rts , o r sortin g and distribu tin g incom ing m a il.
C la ss A . P e r fo r m s one o r m o re o f the fo llo w in g : Typing m a te ria l in fin al fo rm when
it in volves com bining m a te ria l fro m s e v e ra l sou rces; o r re s p o n sib ility fo r c o rr e c t spellin g,
sy llab ica tion , punctuation, etc., o f tech nical o r unusual w ords o r fo re ig n language m a te ­
ria l; o r planning layout and typing o f com plicated sta tistica l ta bles to m aintain u n iform ity
and balance in spacing. M ay type routine fo rm le tte rs , va ry in g deta ils to suit circu m stan ces.
C lass B . P e r fo r m s one o r m o re o f the fo llo w in g : Copy typing fro m rough o r c le a r
d rafts; o r routine typing o f fo rm s , insurance p o lic ie s , etc.; o r setting up sim ple standard
tabulations; o r copying m o re com plex tables a lrea d y set up and spaced p ro p e rly .

P R O F E S S IO N A L A N D T E C H N IC A L
C O M P U T E R O P E R A T O R — Continued

CO M PUTER OPERATOR
M o n ito rs and op era tes the control console o f a digita l com puter to p ro ce ss data accordin g
to operatin g in stru ction s, usually p rep a red by a p r o g ra m e r . W ork includes m ost of the fo llo w in g :
Studies in stru ction s to determ in e equipment setup and operations; loads equipment with requ ired
item s (tape r e e ls , card s, e tc .); sw itches n ecess a ry a u x ilia ry equipment into c ir c u it, and starts
and op era tes com puter; m akes adjustments to com puter to c o rr e c t operatin g problem s and m eet
sp ecia l conditions; re view s e r r o r s m ade during operation and determ in es cause o r r e fe r s p roblem
to s u p erviso r o r p ro g ra m e r; and m aintains operatin g re c o r d s . M ay test and a ssist in c o rrectin g
p ro g ra m .
F o r w age study pu rposes,

com puter o p era to rs a re c la s s ifie d as follow s:

C lass A . O perates independently, o r under only gen era l d irection , a com puter running
p rog ra m s with m ost o f the fo llow in g c h a ra c te ris tic s :
New prog ra m s a re frequently tested
and introduced; scheduling requ irem en ts a re o f c r itic a l im portan ce to m in im ize downtime;
the p ro g ra m s a re o f com plex design so that iden tifica tion o f e r r o r sou rce often re q u ires a
w orkin g know ledge o f the total p ro g ra m , and altern ate p rog ra m s m ay not be a va ila b le. May
g iv e d ire c tio n and guidance to lo w e r le v e l o p era to rs.
C lass B. O perates independently, o r under only gen era l d irection , a com puter running
p ro g ra m s with m ost o f the fo llow in g c h a ra c te ris tic s ; M ost o f the p rog ra m s a re established
production runs, ty p ic a lly run on a r e g u la rly re c u rrin g basis; there is little o r no testin g




o f new p rog ra m s requ ired ; a ltern a te p rog ra m s a re provid ed in case o rig in a l program needs
m a jo r change o r cannot be c o rr e c te d within a reasonable tim e. In comm on e r r o r situa­
tion s, diagnoses cause and takes c o r r e c tiv e action. This usually in volv es applying p revio u s ly
p rog ra m ed c o r r e c t iv e steps, o r using standard c o rr e c tio n techniques.
OR
O perates under d ir e c t su p ervision a com puter running p rog ra m s o r segments o f p rogra m s
with the c h a ra c te ris tic s d escrib ed fo r cla ss A . M ay a ssist a h igh er le v e l o p era to r by in de­
pendently p erfo rm in g less d ifficu lt tasks assigned, and p erfo rm in g d ifficu lt tasks fo llow in g
deta iled in stru ction s and with frequent re v ie w o f operations p erfo rm e d .
C lass C . W orks on routine p rog ra m s under clo s e su pervision . Is expected to d evelop
w orking know ledge o f the com puter equipment used and a b ility to detect problem s in volved in
running routine p ro g ra m s . U su ally has re c e iv e d som e fo rm a l tra in in g in com puter operation.
M ay a ssist h igh er le v e l o p era to r on com plex p ro g ra m s.
C O M P U T E R P R O G R A M E R , BUSINESS
C on verts statem ents o f business p rob lem s, ty p ic a lly p rep a red by a system s analyst, into
a sequence o f deta iled instructions which a re re qu ired to so lve the p roblem s by automatic data
p ro ce ssin g equipment. W orking fro m charts o r d ia gra m s, the p ro g ra m e r develop s the p r e c is e in ­
structions which, when en tered into the com puter system in coded language, cause the manipulation

22
COM PUTER

P R O G R A M E R , B U S IN E S S — Continued

o f data to a ch ieve d e s ire d re su lts . W ork in volv es m o st o f the fo llo w in g : A p p lies know ledge o f
com puter ca p a b ilitie s , m a th em a tics, lo g ic em ployed by com pu ters, and p a rticu la r subject m a tter
in volved to analyze charts and dia gra m s o f the p rob le m to be p rog ra m ed ; d evelop s sequence
o f p ro g ra m steps; w rite s d eta iled flo w charts to show o rd e r in which data w ill be p ro ce ssed ;
con verts these ch arts to coded in stru ction s fo r m achine to fo llo w ; tests and c o r r e c ts p ro g ra m s;
p rep a res in stru ction s fo r o pera tin g person n el during production run; a n a lyzes, re v ie w s , and a lters
p ro g ra m s to in c re a s e o p era tin g e ffic ie n c y o r adapt to new requ irem en ts; m aintains re c o rd s o f
p ro g ra m d evelop m en t and re v is io n s . (N O T E : W ork ers p e rfo rm in g both system s analysis and p r o ­
gra m in g should be c la s s ifie d as system s analysts i f this is the s k ill used to d eterm in e th e ir pay.)
Does not include em p loy ees p r im a r ily re sp o n sib le fo r the m anagem ent o r su p ervisio n o f
oth er e le c tro n ic data p ro c e s s in g em p lo y ees, o r p r o g ra m e r s p r im a r ily concern ed with s cie n tific
and/or en gin eerin g p ro b le m s.
F o r w age study pu rp oses, p r o g ra m e r s a re c la s s ifie d as fo llo w s:
C la ss A . W orks independently o r under only ge n era l d ire c tio n on co m p lex p rob le m s which
re q u ire com petence in a ll phases o f p ro g ra m in g concepts and p ra c tic e s . W orking fro m d ia ­
gram s and ch arts which id en tify the nature o f d e s ire d re su lts , m a jo r p ro c e s s in g steps to be
accom plish ed , and the relation sh ips betw een va rio u s steps o f the p rob lem so lvin g routine;
plans the fu ll ran ge o f p rog ra m in g actions needed to e ffic ie n tly u tilize the com puter system
in ach ievin g d e s ire d end produ cts.
A t this le v e l, p ro g ra m in g is d ifficu lt because com pu ter equipment m ust be o rga n ized to
produce s e v e ra l in te rre la te d but d iv e rs e products fr o m num erous and d iv e rs e data elem en ts.
A w ide v a r ie ty and ex ten sive num ber o f in tern al p ro c e s s in g actions m ust o ccu r. Th is re q u ires
such actions as developm en t o f com m on o p era tion s which can be reused, establish m ent of
lin kage points betw een o p era tio n s, adjustm ents to data when p rog ra m requ irem en ts ex ceed
com pu ter sto ra ge ca pa city, and substantial m anipulation and re sequencing o f data elem en ts
to fo rm a h igh ly in te gra ted p r o g ra m .
M ay p ro vid e functional d ir e c tio n to lo w e r le v e l p r o g ra m e r s who a re assigned to a ssist.
C la ss B . W orks independently o r under only ge n era l d irectio n on r e la t iv e ly sim ple
p ro g ra m s , o r on sim p le segm en ts o f co m p lex p ro g ra m s .
P ro g ra m s (o r segm en ts) usually
p ro c e s s in form a tion to produce data in two o r th ree v a rie d sequences o r fo rm a ts. R ep orts
and listin g s a re produced by re fin in g , adapting, a rra y in g , o r making m in o r additions to o r
deletion s fr o m input data which a re re a d ily a va ila b le.
W hile numerous re c o r d s m a y be
p ro c e s s e d , the data have been re fin e d in p r io r actions so that the a ccu ra cy and sequencing
o f data can be tested by using a fe w routine checks. T y p ic a lly , the p ro g ra m deals with
routine re c o rd -k e e p in g type opera tio n s.
OR
W orks on co m p le x p ro g ra m s (as d e s crib e d fo r cla ss A ) under clo se d ire c tio n o f a h igh er
le v e l p r o g ra m e r o r s u p e rv is o r. M ay a s s is t h igh er le v e l p ro g ra m e r by independently p e r ­
fo rm in g le s s d iffic u lt tasks a ssigned , and p e r fo rm in g m o re d ifficu lt tasks under fa ir ly clo se
d irectio n .
M ay guide o r in stru ct lo w e r le v e l p r o g ra m e r s .
C lass C . M akes p r a c tic a l applications o f p rog ra m in g p r a c tic es and concepts usually
lea rn ed in fo rm a l tra in in g co u rses . A ssign m en ts a re design ed to d evelop com petence in the
application o f standard p roced u res to routine p rob le m s. R e c e iv e s clo se su p ervisio n on new
aspects o f assignm ents; and w ork is re v ie w e d to v e r ify its a ccu racy and conform ance with
re q u ired p roce d u res.
C O M P U T E R S YSTEM S A N A L Y S T , BUSINESS
A n a ly ze s business p rob le m s to fo rm u la te proced u res fo r so lvin g them by use o f ele c tro n ic
data p ro c e s s in g equipm ent. D evelops a com plete d es crip tio n o f a ll specifica tion s needed to enable
p r o g ra m e r s to p re p a re re q u ired d ig ita l com puter p ro g ra m s . W ork in volv es m ost of the fo llo w in g :
A n a ly ze s s u b jec t-m a tter operation s to be automated and id en tifies conditions and c r ite r ia requ ired
to a ch ieve s a tis fa c to ry re su lts ; s p e c ifie s num ber and types o f r e c o r d s , file s , and documents to
be used; outlin es action s to be p e r fo rm e d by personn el and com puters in su fficien t detail fo r
p resen tation to m anagem ent and fo r p rog ra m in g (ty p ic a lly this in volv es p rep a ra tion o f w ork and
data flo w ch a rts); coordin ates the develop m en t o f te s t problem s and p a rticip a tes in t r ia l runs of
new and re v is e d system s; and recom m en ds equipment changes to obtain m o re e ffe c tiv e o v e r a ll
o p era tio n s. (N O T E : W o rk ers p e rfo rm in g both system s analysis and prog ra m in g should be c la s ­
sifie d as system s analysts i f this is the sk ill used to d eterm in e th e ir pay.)
Does not include em p loy ees p r im a r ily resp o n sib le fo r the m anagem ent o r su p ervision
o f oth er e le c tro n ic data p ro c e s s in g em p lo y ees, o r system s analysts p r im a r ily concern ed with
s c ie n tific o r en gin eerin g p ro b le m s.
F o r w age study pu rp oses,

system s analysts a re c la s s ifie d as fo llo w s:

C la ss A . W orks independently o r under only gen era l d ire c tio n on com p lex prob lem s in ­
vo lv in g a ll phases o f system s a n a ly sis. P ro b le m s a re co m p lex because o f d iv e rs e sou rces o f
input data and m u ltip le -u s e requ irem en ts o f output data. (F o r exam ple, develop s an in tegrated
production scheduling, in ven to ry co n tro l, co st a n a ly sis, and sa les analysis r e c o r d in which




COM PUTER

S Y S T E M S A N A L Y S T , B U S IN E S S — Continued

e v e r y item o f each type is au tom a tica lly p r o ce ssed through the fu ll sy stem o f re cord s and
a p propriate follow u p actions a re in itiated by the com puter.) C o n fers with person s concerned to
determ in e the data p ro c e s s in g prob lem s and advises su b je c t-m a tte r person n el on the im p lic a ­
tions o f new o r r e v is e d system s o f data p ro c e s s in g o p era tio n s. M akes recom m en dation s, i f
needed, fo r a p proval o f m a jo r system s in stalla tio n s o r changes and fo r obtaining equipment.
M ay p rovid e fu nctional d ire c tio n to lo w e r
a ssist.

le v e l system s analysts who a re assigned to

C la ss B . W orks independently o r under only g e n era l d ir e c tio n on problem s that are
r e la t iv e ly uncom plicated to ana lyze, plan, p ro g ra m , and o p era te. P r o b le m s a re o f lim ited
co m p le xity becau se sou rces o f input data a re hom ogeneous and the output data a re c lo s e ly
related .
(F o r exa m ple, develop s system s fo r m ain tain in g d e p o sito r accounts in a bank,
m aintaining accounts re c e iv a b le in a r e ta il establish m ent, o r m ain tain in g in ven tory accounts
in a m anufacturing o r w h o lesa le establish m en t.) C o n fers with p erso n s concern ed to determ in e
the data p ro ce ssin g prob lem s and advises su b jec t-m a tter person n el on the im p lica tio n s o f the
data p ro ce ssin g system s to be applied.
OR
W orks on a segm ent o f a co m p lex data p ro ce ssin g schem e o r sy stem , as d e s crib e d fo r
cla ss A . W orks independently on routine assignm ents and re c e iv e s in stru ction and guidance
on com p lex assignm ents. W ork is re v ie w e d fo r a ccu ra cy o f judgm ent, com plian ce w ith in ­
stru ctions, and to in su re p ro p e r alinem ent with the o v e r a ll sy stem .
C la ss C . W orks under im m edia te su p ervision , c a rr y in g out a n alyses as a ssigned, usually
o f a sin gle a c tiv ity . A ssign m en ts a re design ed to d ev elop and expand p r a c tic a l e x p erien c e
in the application o f proced u res and sk ills re q u ired fo r system s an a lysis w ork . F o r exam ple,
m ay a s s is t a h igh er le v e l system s analyst by p rep a rin g the d eta iled sp e cifica tion s re q u ired
by p r o g ra m e r s fro m in form a tion develop ed by the h igh er le v e l analyst.
D RAFTSM AN
C la ss A . Plan s the graphic presen tation o f com p lex item s having d istin ctive design
fea tu res that d iffe r s ig n ific a n tly fro m esta blish ed d raftin g p reced e n ts. W orks in c lo s e sup­
p o rt with the design o rig in a to r , and m ay recom m en d m in o r design ch anges. A n a ly ze s the
e ffe c t o f each change on the deta ils o f fo rm , function, and p o sition a l relation sh ips o f c o m ­
ponents and p a rts .
W orks with a m inim um o f s u p e rv is o ry a ssista n ce. C om pleted w ork is
re v ie w e d by design o rig in a to r fo r con sisten cy with p r io r en gin eerin g determ in a tion s. M ay
eith er p re p a re draw in gs, o r d ir e c t th e ir p rep a ra tion by lo w e r le v e l draftsm en .
C la ss B . P e r fo r m s nonroutine and com p lex draftin g assignm ents that re q u ire the a p p li­
cation o f m o st o f the standardized draw in g techniques re g u la rly used. Duties ty p ic a lly in ­
v o lv e such w ork as: P r e p a re s w orkin g draw in gs of su b assem blies with ir r e g u la r shapes,
m u ltip le functions, and p r e c is e p o sition al relation sh ips betw een com ponents; p rep a res a rc h i­
tectu ra l draw in gs fo r constru ction o f a building including d eta il draw in gs o f foundations, w a ll
section s, flo o r plans, and ro o f. Uses accep ted fo rm u la s and m anuals in m aking n ece s s a ry
com putations to d eterm in e quantities o f m a te r ia ls to be used, load ca p a c itie s , strength s,
s tre s s e s , etc.
R e c e iv e s in itia l in stru ction s, re q u irem en ts, and a d vice fr o m su p e rv is o r.
C om pleted w ork is checked fo r tech n ical adequacy.
C lass C . P r e p a re s d eta il draw ings o f sin gle units o r parts fo r en gin eerin g , construction,
m anufacturing, o r re p a ir pu rp oses. Types o f draw in gs p rep a red include is o m e tr ic p rojectio n s
(dep ictin g th ree dim ension s in a ccu rate sc a le ) and sectio n al view s to c la r ify position in g o f
components and convey needed in form a tion . C on solid ates d eta ils fro m a num ber o f sou rces
and adjusts o r tra n sp o ses sca le as re q u ired . Suggested m ethods o f approach, a p plicable
p reced en ts, and advice on sou rce m a te r ia ls a re giv en with in itia l assignm ents. Instructions
a re le s s com plete when assignm ents re cu r.
W ork m ay be spot-ch ecked during p r o g re s s .
D R A F T S M A N -T R A C E R
C opies plans and draw ings p rep a red by oth ers by p lacin g tra c in g cloth o r paper o v e r
draw in gs and tra cin g with pen o r pen cil.
(Does not include tra cin g lim ite d to plans p r im a r ily
con sistin g o f straigh t lin es and a la rg e sca le not re q u irin g clo s e delin ea tion .)
AND/OR
P r e p a re s sim p le o r re p e titiv e draw in gs o f e a s ily vis u a liz e d ite m s .
during p r o g re s s .

W ork is c lo s e ly su p ervised

E L E C T R O N IC T E C H N IC IA N
W orks on va riou s types of ele c tro n ic equipm ent o r sy stem s by p e r fo rm in g one o r m o re
o f the fo llo w in g o pera tion s: M o d ifyin g, in stallin g, re p a irin g , and overh a u lin g. T h ese operation s
re q u ire the p erfo rm a n ce o f m o st o r a ll o f the fo llo w in g tasks: A ssem b lin g , testin g, adjusting,
ca lib ra tin g, tuning, and alining.
W ork is n on rep etitive and re q u ires a know ledge o f the th e o ry and p ra c tic e o f e lec tro n ics
pertain in g to the use o f ge n era l and s p e c ia lize d e le c tr o n ic te s t equipm ent; tro u b le an alysis; and
the operation, relatio n sh ip , and alinem en t o f e le c tro n ic sy stem s, su bsystem s, and circ u its having
a v a rie ty o f component pa rts.

23
E L E C T R O N IC TE C H N IC IA N — Continued

NU RSE, IN D U S T R IA L (R e g is te re d )

E le c tr o n ic equipment o r system s w orked on ty p ic a lly include one o r m o re of the fo llo w in g :
Ground, v e h ic le , o r a irb o rn e ra dio com m unications sy stem s, r e la y sy stem s, navigation aids;
a irb o rn e o r ground ra d a r system s; radio and te le v is io n tra n sm ittin g o r re cord in g sy stem s; e le c ­
tro n ic com pu ters; m is s ile and sp a ce cra ft guidance and co n trol system s; in d u stria l and m e d ica l
m easu rin g, indicating and co n trollin g d ev ices; etc.

A re g is te r e d nurse who g iv es nursing s e r v ic e under ge n era l m e d ica l d irection to i l l or
in jured em p loyees o r oth er persons who becom e i l l o r su ffer an accident on the p re m is e s o f a
fa c to ry o r oth er establish m ent. Duties in volve a com bination o f the fo llo w in g ; G iving fir s t aid
to the i l l o r in jured; attending to subsequent d ressin g o f em p lo y ees' in ju ries; keeping re c o rd s
o f patients trea ted ; p rep a rin g accident rep orts fo r com pensation o r other purposes; a ssistin g in
ph ysical exam inations and health evaluations o f applicants and em p loyees; and planning and c a r r y ­
ing but p rog ra m s in volvin g health education, accident p reven tion , evaluation o f plant en viron m en t,
or other a c tiv itie s a ffec tin g the health, w e lfa r e , and safety o f a ll personn el. Nursing su p erviso rs
o r head nurses in establish m ents em ploying m o re than one nurse a re excluded.

(E xclu de production a s s e m b le rs and te s te r s , cra fts m en , draftsm en , d es ig n e rs , en gin eers,
and rep a irm en of such standard e le c tr o n ic equipment as o ffic e m achines, ra d io and tele v is io n
re c e iv in g s e ts .)

M A IN T E N A N C E A N D P O W E R P L A N T
C A R P E N T E R , M A IN T E N A N C E

M A C H IN IS T , M A IN T E N A N C E

P e r fo r m s the ca rp en try duties n ece s s a ry to construct and maintain in good re p a ir bu ild­
ing w oodw ork and equipment such as bins, c rib s , cou nters, benches, p a rtitio n s, d o ors, flo o r s ,
s ta irs , casin gs, and t r im m ade o f wood in an establish m ent. W ork in volves m ost o f the fo llo w in g :
Planning and layin g out o f w ork fro m blu eprints, draw in gs, m o d els , o r v e r b a l in stru ction s; using a
v a rie ty o f ca rp e n te r's handtools, portable p ow er to o ls , and standard m easuring in stru m en ts; m a k­
ing standard shop computations relatin g to dim ensions o f w ork; and selectin g m a te ria ls n ece s s a ry
fo r the w ork. In g e n e ra l, the w ork o f the m aintenance ca rp en ter re q u ires rounded tra in in g and
ex p erien c e usually acqu ired through a fo rm a l a pprenticeship o r equ ivalent tra in in g and ex p erien c e.

Prod u ces rep la cem en t parts and new parts in making re p a irs o f m eta l parts of m echan ical
equipment operated in an establishm ent. W ork in volv es m ost of the fo llo w in g : In terp retin g w ritten
in stru ction s and sp e cifica tio n s; planning and layin g out o f w ork; using a v a rie ty o f m a ch in ist's
handtools and p recisio n m easu ring in stru m en ts; setting up and o peratin g standard m achine too ls;
shaping o f m e ta l parts to clo s e to le ra n c es; m aking standard shop computations relatin g to dim en ­
sions o f w ork, too lin g, fee d s, and speeds o f m achining; knowledge o f the w orkin g p ro p e rtie s of
the com m on m e ta ls; sele ctin g standard m a te r ia ls , p a rts, and equipment requ ired fo r his w ork;
and fittin g and a ssem blin g parts into m ech a n ica l equipment. In ge n era l, the m a ch in ist's w ork
n o rm a lly re q u ire s a rounded tra in in g in m ach in e-sh op p ra c tic e usually acqu ired through a fo rm a l
apprenticeship o r equ ivalent tra in in g and ex p erien c e.

E L E C T R IC IA N , M A IN T E N A N C E
P e r fo r m s a v a rie ty o f e le c tr ic a l tra d e functions such as the in stallation , m aintenance, or
re p a ir of equipment fo r the gen era tio n , distribu tion , o r u tiliza tio n o f e le c tr ic en erg y in an esta b ­
lish m en t. W ork in volv es m ost o f the fo llo w in g : In sta llin g o r re p a irin g any o f a v a r ie ty of e le c ­
t r ic a l equipment such as g e n e ra to rs , t ra n s fo rm e rs , sw itch boards, c o n tr o lle r s , circ u it b r e a k e r s ,
m o tors, heating units, conduit sy stem s, o r other tra n sm ission equipment; w orkin g fr o m blu e­
prin ts, draw in gs, layouts, or other sp ecifica tion s; locatin g and diagnosing trou ble in the e le c tr ic a l
system o r equipment; w orkin g standard computations relatin g to load requ irem en ts o f w irin g o r
e le c tr ic a l equipment; and using a v a rie ty o f e le c tr ic ia n 's handtools and m easu ring and testin g
instrum ents. In ge n era l, the w ork of the m aintenance e le c tr ic ia n re q u ires rounded tra in in g and
ex p erien ce usually acqu ired through a fo rm a l apprenticeship o r equ ivalent train in g and ex p erien c e.
E N G IN E E R , S T A T IO N A R Y
Operates and maintains and m ay also su p ervise the operation o f station ary engines and
equipment (m echan ical o r e le c t r ic a l) to supply the establish m ent in which em ployed w ith pow er,
heat, re frig e ra tio n , o r a ir-co n d ition in g . W ork in vo lv es:
O perating and m aintaining equipment
such as steam engines, a ir c o m p r e s s o rs , g e n era to rs , m o to rs, tu rbines, ven tilatin g and r e f r i g ­
eratin g equipment, steam b o ile rs and b o ile r - fe d w a ter pumps; making equipment re p a irs ; and
keeping a re c o rd o f operation o f m a ch in ery , tem p era tu re, and fu el consumption. M ay also su­
p e r v is e these operations. Head or c h ie f en gin eers in establishm ents em ploying m o re than one
en gin eer a re exclu ded.
F IR E M A N , S T A T IO N A R Y B O IL E R
F ir e s station ary b o ile rs to furnish the establishm ent in which em ployed with heat, pow er,
o r steam . Feed s fu els to fir e by hand o r op era tes a m echan ical stoker, gas, o r o il bu rn er; and
checks w a te r and sa fety v a lv e s . M ay clean , o il, o r a ssist in re p a irin g b o ile rr o o m equipment.
H E L P E R , M A IN T E N A N C E TRA D ES
A s s is ts one o r m o re w o rk ers in the s k ille d m aintenance tra d es , by p erfo rm in g s p e c ific
o r ge n e ra l duties o f le s s e r s k ill, such as keeping a w o rk er supplied w ith m a te ria ls and to o ls;
cleaning w orkin g a re a , m achine, and equipment; a ssistin g journeym an by holding m a te r ia ls or
too ls; and p erfo rm in g other u nskilled tasks as d ire c te d by journeym an. The kind o f w ork the
h elp er is p erm itted to p e r fo rm v a rie s fro m tra d e to tra d e: In som e trades the h elp er is confined
to supplying, liftin g , and holding m a teria ls and to o ls , and cleaning w orking a re a s ; and in others
he is p erm itted to p e r fo rm sp e cia lize d machine opera tio n s, o r parts of a tra d e that a re also
p e rfo rm e d by w o rk e rs on a fu ll-tim e basis.
M A C H IN E -T O O L O P E R A T O R , TO O LR O O M
S p ecia liz es in the operation o f one o r m o re types o f machine to o ls , such as jig b o r e r s ,
c y lin d r ic a l o r su rface g r in d e rs , engine lathes, o r m illin g m achines, in the construction o f
m ach in e-sh op to o ls , g a g es, jig s , fix tu re s , o r d ies. W ork in volv es m ost o f the fo llo w in g : Planning
and p erfo rm in g d ifficu lt m achining operations; p rocessin g item s requ irin g com plicated setups or
a high d e g re e o f accu ra cy; using a v a r ie ty o f p recisio n m easu ring instrum ents; sele ctin g fee d s,
speeds, to o lin g, and operation sequence; and m aking n e c e s s a ry adjustments during operation
to a ch ieve re q u isite tole ra n c es o r d im ension s. M ay be requ ired to re co g n iz e when too ls need
d ressin g, to d ress to o ls , and to s ele ct p ro p e r coolants and cutting and lu bricatin g o ils .
For
cro s s -in d u s try w age study pu rp oses, m a ch in e-to o l o p era to rs, to o lro o m , in to o l and die jobbing
shops a re excluded fr o m this cla ssifica tio n .




M E C H A N IC , A U T O M O T IV E (M aintenance)
R ep a irs au tom obiles, buses, m o tortru ck s, and tra c to rs o f an establishm ent. W ork in ­
vo lv e s m ost of the fo llo w in g : Exam ining autom otive equipment to diagnose sou rce of tro u b le; d is ­
a ssem blin g equipment and p erfo rm in g re p a irs that in volve the use o f such handtools as w ren ch es,
ga ges, d r ills , o r s p e c ia lize d equipment in disa ssem b lin g o r fitting parts; replacing broken or
d e fe c tiv e parts fr o m stock; grinding and adjusting v a lv e s ; reassem b lin g and in stallin g the variou s
a ssem b lies in the v e h ic le and making n e c e s s a r y adjustments; and alining w h eels, adjusting brakes
and ligh ts, o r tightening body bolts. In ge n era l, the w ork o f the au tom otive m echanic re q u ires
rounded tra in in g and ex p erien c e usually acqu ired through a fo rm a l apprenticeship o r equivalent
train in g and ex p erien c e.
Th is cla s s ific a tio n does not include m echan ics who re p a ir cu sto m ers' veh icles in auto­
m o b ile re p a ir shops.
M E C H A N IC , M A IN T E N A N C E
R ep a irs m a ch in ery o r m ech an ical equipment o f an establishm ent. W ork in volves m ost
o f the fo llo w in g : Exam ining m achines and m echan ical equipment to diagnose sou rce o f trou ble;
dism antling o r p a rtly dism antling m achines and p erfo rm in g re p a irs that m a in ly in volve the use
o f handtools in scra pin g and fittin g p a rts; replacin g broken o r d efe c tiv e parts with item s obtained
fro m stock; o rd erin g the production o f a replacem en t part by a machine shop o r sending o f the
m achine to a m achine shop fo r m a jo r re p a irs; p rep a rin g w ritten sp e cifica tion s fo r m a jo r rep a irs
o r fo r the production o f parts o rd ered fr o m machine shop; reassem b lin g m achines; and making
a ll n ece s s a ry adjustm ents fo r operation. In ge n era l, the w ork of a maintenance m echanic re q u ires
rounded tra in in g and e x p erien c e usually acqu ired through a fo rm a l apprenticeship or equivalent
train in g and ex p erien c e.
Excluded fr o m this cla s s ific a tio n a re w o rk ers whose p rim a ry duties
in volve setting up o r adjusting m achines.
M IL L W R IG H T
In sta lls new m achines o r h eavy equipm ent, and dism antles and in stalls machines o r heavy
equipment when changes in the plant layout a re requ ired . W ork in volv es m ost o f the fo llo w in g :
Planning and laying out o f the w ork; in terp retin g blueprints o r other sp ecifica tion s; using a v a rie ty
o f handtools and rig g in g ; making standard shop computations relatin g to s tre s s e s , strength of
m a te r ia ls , and cen ters o f g ra v ity ; alining and balancing of equipment; sele ctin g standard to o ls ,
equipment, and parts to be used; and in stallin g and m aintaining in good o rd e r pow er tra n sm iss ion
equipment such as d r iv e s and speed red u cers . In ge n era l, the m illw rig h t's w ork n orm a lly re q u ires
a rounded train in g and ex p erien c e in the trade acqu ired through a fo rm a l apprenticeship or
equivalent tra in in g and ex p erien c e.
P A IN T E R , M A IN T E N A N C E
Pain ts and re d eco ra tes w a lls , w oodw ork, and fix tu res of an establish m ent. W ork in volves
the fo llo w in g : Kn ow ledge o f su rface p ec u lia ritie s and types o f paint re qu ired fo r d ifferen t a p p lica ­
tion s; prep a rin g su rface fo r painting by rem o vin g old fin ish o r by placin g putty or f i l l e r in nail

24
P A I N T E R , M A I N T E N A N C E — Continued

S H E E T -M E T A L

h o les and in te rs tic e s ; and applying paint with sp ra y gun o r brush. M ay m ix c o lo r s , o ils , white
lead, and other paint in gred ien ts to obtain p ro p e r c o lo r o r con sisten cy. In gen era l, the w ork o f the
m aintenance pain ter re q u ire s rounded tra in in g and ex p erien c e usually acqu ired through a fo rm a l
apprenticeship o r equ ivalent tra in in g and e x p erien c e.

up and operatin g a ll a va ila b le types o f sh eet-m eta l w orkin g m ach in es; using a v a r ie ty o f handtools
in cutting, bending, fo rm in g , shaping, fittin g , and assem b lin g; and in sta llin g sh eet-m e ta l a rtic le s
as re q u ired . In g e n era l, the w ork o f the m aintenance s h eet-m e ta l w o r k e r re q u ire s rounded
tra in in g and e x p erien c e u su ally acq u ired through a fo rm a l appren ticesh ip o r equ ivalen t train ing
and ex p erien c e.

W O R K E R , M A I N T E N A N C E — Continued

P IP E F I T T E R , M A IN T E N A N C E
In sta lls o r r e p a irs w a te r, steam , ga s, o r oth er types o f pipe and pip efittin gs in an
establish m en t. W ork in vo lv es m o st o f the fo llo w in g : L a yin g out o f w ork and m easu rin g to loca te
p o sition o f pipe fr o m draw ings o r oth er w ritten sp e cifica tio n s; cutting va rio u s siz e s o f pipe to
c o r r e c t lengths with c h isel and h am m er o r o xy acetylen e torch o r pipe-cu ttin g m ach in es; threading
pipe w ith stocks and d ies; bending pipe by h an d-driven o r p o w e r-d r iv e n m ach in es; a ssem blin g
pipe w ith couplings and fasten ing pipe to h an gers; m aking standard shop com putations re la tin g to
p r e s s u re s , flo w , and s iz e o f pipe re q u ired ; and m aking standard tests to d eterm in e w hether fin ­
ish ed pipes m e e t s p e cifica tio n s. In g e n era l, the w ork o f the m aintenance p ip e fitte r re q u ires
rounded tra in in g and e x p erien c e usually acq u ired through a fo rm a l apprenticeship o r equivalent
tra in in g and ex p erien c e. W o rk ers p r im a r ily engaged in in stallin g and re p a irin g building sanitation
o r heating system s a re exclu ded.
S H E E T -M E T A L W O RKER, M A IN T E N A N C E
F a b r ic a te s , in s ta lls , and m aintains in good re p a ir the sh eet-m eta l equipm ent and fix tu res
(such as m achine gu ards, g re a s e pans, sh elves, lo c k e r s , tanks, ven tila to rs , chutes, ducts, m eta l
ro o fin g ) o f an establish m en t. W ork in vo lv es m o st o f the fo llo w in g : Planning and la yin g out a ll
ty p e s -o f s h eet-m e ta l m aintenance w ork fr o m blu eprints, m o d els , o r other sp e cifica tio n s; setting

T O O L A N D DIE M A K E R
(D ie m a ker; j i g m a k er; too l m a k e r; fix tu re m a k e r; gage m a k e r)
Constructs and re p a irs m ach in e-sh op to o ls , ga g es, jig s ,' fix tu res o r dies fo r fo rg in g s ,
punching, and oth er m e ta l-fo rm in g w ork.
W ork in vo lv es m o st o f the fo llo w in g : Planning and
la yin g out of w ork fro m m o d els , blu eprints, d raw in gs, o r oth er o ra l and w ritten sp e cifica tion s;
using a v a r ie ty o f to o l and die m a k e r's handtools and p r e c is io n m ea s u rin g in stru m en ts; u nder­
standing o f the w orkin g p r o p e rtie s o f com m on m eta ls and a llo y s ; settin g up and operatin g o f
m achine too ls and re la ted equipment; m aking n ece s s a ry shop com putations re la tin g to dim ensions
o f w ork, speeds, fee d s, and toolin g o f m ach in es; h ea t-trea tin g o f m e ta l parts during fa b rica tio n
as w e ll as o f fin ish ed too ls and dies to a ch ieve re q u ired q u alities; w orkin g to c lo s e to le ra n c es;
fittin g and a ssem blin g o f parts to p r e s c r ib e d to le ra n c es and allow a n ces; and s ele ctin g a ppropriate
m a te r ia ls , to o ls , and p r o c e s s e s . In ge n era l, the too l and die m a k e r's w ork re q u ire s a rounded
tra in in g in m ach in e-sh op and too lro o m p ra c tic e u su ally acq u ired through a fo rm a l a pprenticeship
o r equ ivalent tra in in g and ex p erien c e.
F o r c r o s s -in d u s tr y w age study pu rp oses,
shops a re excluded fr o m this cla s s ific a tio n .

tool and die m a k e rs in too l

and die jobbin g

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
GU ARD A N D W A T C H M A N

P A C K E R , S H IP P IN G — Continued

Guard. P e r fo r m s routine p o lic e du ties, e ith er at fix ed post o r on tou r, m aintaining o rd e r ,
using a rm s o r fo r c e w h ere n e c e s s a ry . Includes gatem en who a re stationed at gate and check
on iden tity o f em p loy ees and oth er p erso n s en te rin g .

and siz e o f contain er; in sertin g en clo su res in contain er; using e x c e ls io r o r other m a te r ia l to
preven t breakage o r dam age; clo sin g and sealin g con tain er; and applying la b els or en terin g
id en tifyin g data on contain er.
P a ck e rs who also m ake wooden boxes o r cra te s a re ex clu d ed .

W atchm an. M akes rounds o f p r e m is e s p e r io d ic a lly in p rotectin g p ro p e rty against fir e ,
theft, and ille g a l en try.

S H IP P IN G A N D R E C E IV IN G C L E R K

J A N IT O R , P O R T E R , OR C L E A N E R
(S w eeper; charwom an; ja n itr e s s )
Cleans and keeps in an o r d e r ly condition fa c to ry w orkin g areas and w ashroom s, o r
p r e m is e s o f an o ffic e , apartm ent house, o r c o m m e rc ia l o r oth er establishm ent. Duties in volve
a com bination o f the fo llo w in g : Sweeping, m opping o r scrubbing, and polishing flo o r s ; rem o vin g
chips, tra sh , and o th er refu se; dusting equipm ent, fu rn itu re, o r fix tu res; polish in g m eta l fi x ­
tu res o r trim m in g s ; p rovid in g supplies and m in o r m aintenance s e r v ic e s ; and clean ing la v a to r ie s ,
sh ow ers, and r e s tro o m s . W ork ers who s p e c ia liz e in wdndow washing a re exclu ded.

P r e p a re s m erch a n d ise fo r shipment, o r re c e iv e s and is re sp o n sib le fo r incom ing ship­
m ents o f m erch a n d ise o r other m a te r ia ls . Shipping w ork in v o lv e s : A kn ow ledge o f shipping p r o ­
ced u res, p r a c tic e s , rou tes, a va ila b le m eans o f tra n sp o rta tio n , and ra tes; and p rep a rin g re c o rd s
o f the goods shipped, m akin g up b ills of ladin g, posting w eigh t and shipping ch a rge s, and keeping
a file o f shipping re c o r d s . M ay d ir e c t o r a s s is t in p rep a rin g the m erch a n d ise fo r shipment.
R ec eivin g w ork in v o lv e s ; V e r ify in g o r d ire c tin g oth ers in v e r ify in g the c o rr e c tn e s s o f shipments
against b ills o f ladin g, in v o ic e s , o r oth er r e c o r d s ; checking fo r sh ortages and re je c tin g dam ­
aged goods; routing m erch a n dise o r m a te r ia ls to p ro p e r dep artm en ts; and m aintaining n ece s s a ry
re co rd s and file s .
F o r w age study p u rp oses, w o rk e rs a re c la s s ifie d as fo llo w s:
R e c e iv in g c le r k
Shipping clerk
Shipping_ and r e c e iv in g clerk

L A B O R E R , M A T E R IA L H A N D L IN G
(L o a d e r and unloader; handler and sta cker;
w arehousem an o r w arehouse h elp er)

s h elver;

tru ck e r;

stockman o r stock h elp er;

T R U C K D R IV E R

A w o r k e r em p loyed in a w areh ou se, m anufacturing plant, sto re, o r oth er establishm ent
w hose duties in v o lv e one o r m o re o f the fo llo w in g : Loading and unloading va rio u s m a te r ia ls and
m erch a n dise on o r fr o m fr e ig h t c a rs , tru cks, o r oth er tra n sp o rtin g d ev ices: unpacking, sh elvin g,
o r p lacin g m a te r ia ls o r m erch a n d ise in p ro p e r sto ra ge location ; and tra n sp ortin g m a te r ia ls o r
m erch a n dise by handtruck, c a r, o r w h e elb a rrow . L ongshorem en , who load and unload ships a re
exclu ded.

D riv e s a truck w ithin a city o r in du strial a rea to tra n sp o rt m a te r ia ls , m erch a n dise,
equipment, o r m en betw een va rio u s types o f establish m ents such as: M anufacturing plants, fre ig h t
depots, w areh ou ses, w h o lesa le and r e ta il establish m ents, o r betw een r e ta il establish m ents and
c u sto m ers' houses o r pla ces o f business. M ay a lso load o r unload tru ck with o r without h elp ers,
m ake m in o r m ech an ical r e p a irs , and keep tru ck in good w orkin g o r d e r .
D riv e r-s a le s m e n and
o v e r - th e - r o a d d r iv e r s a re exclu ded.

ORDER F IL L E R

fo llo w s:

(O rd e r p ick er; stock s e le c to r ; w areh ou se stockman)
F ills shipping o r tra n s fe r o rd e r s fo r fin ish ed goods fr o m stored m erch an dise in a c c o rd ­
ance with specifica tion s on sales s lip s , c u s to m e rs ' o rd e r s , o r oth er in stru ction s. M ay, in addition
to fillin g o rd e r s and indicating item s fille d o r om itted, keep re c o rd s o f outgoing o rd e r s , re q u i­
sitio n additional stock o r re p o rt short supplies to s u p erviso r, and p e rfo rm oth er re la ted duties.

F o r wage study pu rposes, tru c k d riv e r s a re c la s s ifie d by s iz e and type o f equipment, as
(T r a c t o r - t r a ile r should be rated on the basis o f t r a ile r ca p a city.)
T r u c k d riv e r
T r u c k d riv e r,
T r u c k d riv e r,
T r u c k d riv e r,
T r u c k d riv e r,

(com bin ation o f s iz e s lis te d s e p a ra te ly)
ligh t (under 1 V2 tons)
m edium ( I V 2 to and including 4 tons)
h eavy (o v e r 4 tons, t r a ile r type)
heavy (o v e r 4 tons, oth er than t r a ile r type)

T R U C K E R , PO W ER
P A C K E R , S H IP P IN G
P r e p a re s fin ish ed products fo r shipment o r sto ra ge by placin g them in shipping con­
ta in e r s , the sp e c ific operations p e r fo rm e d being dependent upon the type, s iz e , and number
o f units to be packed, the type o f contain er em ployed, and m ethod o f shipment. W ork re q u ires
the placin g o f item s in shipping contain ers and m ay in vo lv e one or m o re of the fo llo w in g :
K n ow led ge o f va rio u s item s o f stock in o rd e r to v e r ify content; selection o f appropriate type




O perates a m anually c o n tro lled gasoline- o r e le c tr ic -p o w e re d tru ck o r tr a c to r to tra n sp o rt
goods and m a te r ia ls o f a ll kinds about a w arehou se, m anufacturing plant, o r oth er establishm ent.
F o r w age study pu rp oses,
T r u c k e r,
T r u c k e r,

w o rk ers a re c la s s ifie d by type o f tru ck,

p ow er (fo r k lift)
pow er (oth er than fo r k lift)

as fo llo w s:

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

Alaska
Albany, Ga.
Alpena, Standish, and Tawas City, Mich.
A m a rillo , Tex.
A sh eville, N.C.
Atlantic City, N.J.
Augusta, G a —
S.C.
Austin, Tex.
B akersfield , C alif.
Baton Rouge, La.
B iloxi, Gulfport, and Pascagoula, M iss.
B ridgeport, Norwalk, and Stamford, Conn.
Charleston, S.C.
C la rk sville, Tenn., and H opkinsville, Ky.
Colorado Springs, Colo.
Columbia, S.C.
Columbus, Ga.—
Ala.
Crane, Ind.
Dothan, Ala.
Duluth-Superior, Minn.—W is.
Durham, N.C.
E l Paso, Tex.
Eugene, O reg.
F argo—
Moorhead, N. Dak.—
Minn.
F a yetteville, N.C.
Fitchburg— e o m in s te r, M ass.
L
F o rt Smith, A rk.—
Okla.
F red erick —
Hagerstown, Md.—Pa.—W. Va.
Great F a lls, Mont.
Greensboro—
Winston Salem—
High Point, N.C.
H arrisburg, Pa.
Huntsville, Ala.
K n oxville, Tenn.

Copies o f public releases are

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

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




☆ U. S. GOVERNMENT PRINTING OFFICE:

1972— 7 4 5 - 104/77




.

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1

A r e a W a g e S u rveys
A lis t of the latest available bulletins is presented below. A d irecto ry of area wage studies including m ore lim ited studies conducted at the request
of the Employment Standards Adm inistration of the Department of Labor is available on request. Bulletins may be purchased fro m the Superintendent
of Documents, U.S. Government Printing O ffice, Washington, D.C., 20402, or fro m any of the BLS regional sales offices shown on the inside front cover.
A re a
Akron, Ohio, July 1971 1 ___
Albany—
Schenectady^Troy, h
Albuquerque, N. M ex., M ar. 1971
Atlanta, G a ., May 1971______________
B a ltim o re, M d., Aug. 1971__________
Beaumont— o rt Arthur—
P
Orange, Tex.
Birm ingham , A la.
B oise City, Idaho,
Boston, M ass., Ai
Buffalo, N .Y ., Oci

M ar. 1971 *_

Charleston, W. V a., M ar. 1971_____
Charlotte, N .C ., Jan. 1972 1________
Chattanooga, Tenn.—
Ga. Sept. 1971.
Chicago, 111., June 1971 1
Cincinnati, Ohio—
Ky.—
Ind. Feb. 1971
D allas, T e x ., Oct. 1971__________________________
Davenport—Rock Island— oline, Iowa—
M
111., Feb. 1971.
Dayton, Ohio, Dec. 1971 1_______________________
Denver, C olo., Dec. 1971 1______________________
Des M oines, Iowa, May 1971____________________
D etroit, M ich., Feb. 1971 1______________________
Durham, N.C. (to be surveyed in 1972)
F o rt Lauderdale—
Hollywood and W est Palm
Beach, F la . (to be surveyed in 1972)
F o rt W orth, T e x ., Oct. 1971____________________
Green Bay, W is ., July 1971_____________________
Houston, T e x ., A p r. 1971 1_
H untsville, A la ., Feb. 1972*,
Indianapolis, Ind., Oct. 1971.
Jackson, M is s ., Jan. 1972__
Jackson ville, F la ., Dec. 197]
Law ren ce— averh ill, M ass.— .H ., June 1971.
H
N
Los A ngeles—Long Beach and Anaheim —
Santa A n aGarden G rove, C a lif., M ar. 1971 1 _________ ______
L o u is v ille , Ky.—
Ind., Nov. 1971 1___________________
Lubbock, T e x ., M ar. 1971___________________________
M anchester, N.H ., July 1971________________________
M em phis, T e n n — rk ., N ov. 1971 1__________________
A
Midland and Odessa, T e x ., Jam. 1972 1______________
l

Bulletin number

1685-87,
1725-49,
1685-58,
1685-75,
1685-69,
1725-16,
1685-68,
1725-6,
1685-63,
1725-27,
1725-11,
1725-34,
1725-25,
1685-71,
1685-57,
1725-48,
1725-14,
1685-90,
1685-53,
1725-17,
1725-19,
1725-26,
1685-51,
1725-36,
1725-44,
1685-70,
1685-77,

40
30
30
30
40
35
35
35
40
30
40
45
25
30
30
35
30
70
45
40
30
35
30
35
35
30
50

cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents

1725-21,
1725-3,
1685-78,
1685-67,
1725-50,
1725-23,
1725-38,
1725-39,
1725-18,
1685-83,
1725-4,

30
30
35
50
35
30
30
30
35
30
30

cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents

1685-66,
1725-29,
1685-60,
1725-2,
1725-40,
1725-28,
1725-37,
1685-76,

50
35
30
30
35
30
30
35

cents
cents
cents
cents
cents
cents
cents
cents

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




A re a
Minneapolis—
St. Paul, Minn., Jan. 1972 1
Muskegon—
Muskegon H eigh ts, M ich., June 1971— ____
Newark and J ersey City, N.J., Jan. 1971______________
New Haven, Conn., Jan. 1972*__________________________
New Orleans, L a ., Jan. 1972____________________________
New Y o rk , N .Y ., A p r. 1971_____________________________
N orfolk^Portsm outh and Newport News—
Hampton, V a., Jan. 1972_______________________________
Oklahoma City, O kla., July 1971 1
_______________________
Omaha, N ebr.—
Iowa, Sept. 1971 1____________________ __
Paterson—
Clifton— a ssa ic, N .J., June 1971____________
P
Philadelphia, Pa.— .J., Nov. 1970______________________
N
Phoenix, A r iz ., June 1971_______________________________
Pittsburgh, P a., Jan. 1972______________________________
Portland, Maine, Nov. 1971 1____________________________
Portland, O reg.—
Wash., May 1971______________________
Poughkeepsie—
Kingston—
Newburgh,
N .Y . (to be surveyed in 1972)
P rovid en ce—
Pawtucket— a rw ick , R.I.— a ss.,
W
M
May 1971 1
________________________________________________
Raleigh, N .C ., Aug. 1971________________________________
Richmond, V a., M ar. 1971_____________ *
___ _____
R ochester, N .Y . (o ffic e occupations only), July 1971
Rockford, 111., May 1971_________________________________
St. Louis, M o.—
111., M ar. 1971 1_________________________
Salt Lake City, Utah, Nov. 1971_________________________
San Antonio, T e x ., May 1971 1__________________________
San Bernardino— iv e rs id e —
R
Ontario, C a lif.,
Dec. 1971________________________________________________
San Diego, C a lif., Nov. 1971 1______________ ___________
San F ra n cisco—
Oakland, C a lif., Oct. 1971 1____________
San Jose, C a lif., Aug. 1971 1 ____________________________
Savannah, Ga., M ay 1971— ____________________________
Scranton, P a ., July 1971______ _________________________
Seattle— verett, Wash., Jan. 1972______________________
E
Sioux F a lls , S. Dak., Dec. 1971______________________
South Bend, Ind., M ar. 1971 _
Spokane, W ash., June 1971--------------------------------------Syracuse, N .Y ., July 1971*__________________________ __
Tampa—
St. P etersb u rg, F la ., Nov. 1971*______________
T oledo, Ohio— ich., A p r. 1971 1______________ ________
M
Trenton, N .J., Sept. 1971------------------------------------U tica-R om e, N .Y ., July 1971 1..........................................
Washington, D.C.— d .^ V a., A p r. 1971______________
M
W ater bury, Conn., M ar. 1971— ______________ ________
W aterloo, Iowa, Nov. 1971______________________________
W ichita, Kans., A p r. 1971_______________________________
W o rc e s te r, M ass., M ay 1971____________________________
Y o rk , P a., Feb. 1971..........................................................
Youngstow n-W arren, Ohio, Nov. 1970_______________ —

Bulletin number

1725-45,
1685-82,
1685-47,
1725-41,
1725-35,
1685-89,

50
30
40
35
30
65

cents
cents
cents
cents
cents
cents

1725-42,
1725-8,
1725-13,
1685-84,
1685-34,
1685-86,
1725-46,
1725-22,
1685-85,

30
35
35
35
50
30
40
35
35

cents
cents
cents
cents
cents
cents
cents
cents
cents

1685-80,
1725-5,
1685-62,
1725-7,
1685-79,
1685-65,
1725-24,
1685-81,

40
30
30
35
30
50
30
35

cents
cents
cent 8
cents
cents
cents
cents
cents

1725-43,
1725-32,
1725-33,
1725-15,
1685-72,
1725-1,
1725-47,
1725-30,
1685-61,
1685-88,
1725-10,
1725-31,
1685-74,
1725-12,
1725-9,
1685-56,
1685-55,
1725-20,
1685-64,
1685-73,
1685-50,
1685-24,

30
35
50
35
30
30
30
25
30
30
35
35
40
30
35
40
30
30
30
30
30
30

cents
cents
cents
cents
cents
cent 8
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents

U.S. DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS
W ASHING TO N, D.C. 20212
O F F IC IA L BUSINESS
PE NALTY FOR P R IV A TE USE, $300




FIRST CLASS MAIL
POSTAGE A N D FEES PAID

U.S. DEPARTMENT OF LABOR

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