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AREA WAGE SURVEY
Trenton, New Jersey, Metropolitan Area,
September 1972
Bulletin 1775-12




U.S. DEPARTMENT OF LABOR
Rnrpaii of Labor Statistics




Preface
This bulletin provides results of a September 1972 survey of occupational
earnings and supplementary wage benefits in the Trenton, New Jersey, Standard
Metropolitan Statistical Area (Mercer County). The survey was made as part of
the Bureau of Labor Statistics' annual area wage survey program. The program
is designed to yield data for individual metropolitan areas, as well as national
and regional estimates for all Standard Metropolitan Areas in the United States,
excluding Alaska and Hawaii, (as defined by the U.S. Office of Management and
Budget through November 1971).
A major consideration in the area wage survey program is the need to
describe the level and movement of wages in a variety of labor markets, through
the analysis of (l) the level and distribution of wages by occupation, and (2) the
movement of wages by occupational category and skill level. The program de­
velops information that may be used for many purposes, including wage and
salary administration, collective bargaining, and assistance in determining plant
location. Survey results also are used by the U.S. Department of Labor to make
wage determinations under the Service Contract Act of 1965.
Currently, 96 areas are included in the program. (See list of areas on
inside back cover.)
In each area, occupational earnings data are collected
annually. Information on establishment practices and supplementary wage bene­
fits, collected every second year in the past, is now obtained every third year.
Each year after all individual area wage surveys have been completed,
two summary bulletins are issued.
The first brings together data for each
metropolitan area surveyed. The second summary bulletin presents national and
regional estimates, projected from individual metropolitan area data.
The Trenton survey was conducted by the Bureau's regional office in
New York, N .Y., under the general direction of Alvin I. Margulis, Assistant
Regional Director for Operations. The survey could not have been accomplished
without the cooperation of the many firms whose wage and salary data provided
the basis for the statistical information in this bulletin. The Bureau wishes to
express sincere appreciation for the cooperation received.

Note:
Also available for the Trenton area are listings of union wage rates for
building trades, printing trades, local-transit operating employees, local truckdrivers and helpers, and grocery store employees. Free copies of these are
available from the Bureau's regional offices. (See back cover for addresses.)

AREA WAGE SURVEY

Bulletin 1775-12

U.S. D E P A R T M E N T O F LA B O R , James D. Hodgson, Secretary

December 1972

B U R EA U OF LABOR S TA TIS TIC S, Geoffrey H. Moore, Commissioner

Trenton, New Jersey, Metropolitan Area, September 1972
C O NTENTS
Page

2 Introduction
6 Wage trends for selected occupational groups
T ables:
5
7
8
10
11
12

13
14

15
16
17
18
19
20

23

1. Establishments and workers within scope of survey and number studied
2. Indexes of earnings for selected occupational groups, and percents of increase for selected periods
A. Occupational earnings:
A -l.
Office occupations: Weekly earnings
A -2 .
Professional and technical occupations: Weekly earnings
A -3 .
Office, professional, and technical occupations: Average weekly earnings, by sex
A -4 .
Maintenance and powerplant occupations: Hourly earnings
A -5 .
Custodial and material movement occupations: Hourly earnings
A - 6. Maintenance, powerplant, custodial, and material handling occupations:
Average hourly earnings, by sex
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 .
Annual paid holidays
B -4a. Identification of major paid holidays
B -5 .
Paid vacations
B -6 .
Health, insurance, and pension plans

25 Appendix. Occupational descriptions




F o r sale b y th e S u p e rin te n d e n t o f D o c u m e n ts , U .S . G o v e rn m e n t P rin tin g O ffic e , W a s h in g to n , D .C ., 2 0 4 0 2 — P rice 5 5 ce n ts

1

In tro d u c tio n
This area is 1 of 96 in which the U.S. Department of Labor's
Bureau of Labor Statistics conducts surveys of occupational earnings
and related benefits on an areawide b asis.1 In this area, data were
obtained by personal visits of Bureau field economists to representa­
tive 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 of insufficient employment in the occupations studied. Sepa­
rate tabulations are provided for each of the broad industry divisions
which meet publication criteria.

the A -series tables, because either (1) employment in the occupation
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 electronics
technicians, secretaries, 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 are rounded
to the nearest half dollar.

These surveys are conducted on a sample basis. The sam­
pling procedures involve detailed stratification of all establishments
within the scope of an individual area survey by industry and number
of employees. From this stratified universe a probability sample is
selected, with each establishment having a predetermined chance of
selection. To obtain optimum accuracy at minimum cost, a greater
proportion of large than small establishments is selected. When data
are combined, each establishment is weighted according to its proba­
bility of selection, so that unbiased estimates are generated. For ex­
ample, if one out of four establishments is selected, it is given a
weight of four to represent itself plus three others. An alternate of the
same original probability is chosen in the same industry-size classifi­
cation if data are not available for the original sample member. If
no suitable substitute is available, additional weight is assigned to a
sample member that is similar to the missing unit.

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 aver­
ages for individual jobs are affected by changes in wages and employ­
ment patterns. For example, proportions of workers employed by
high- or low-wage firms may change or high-wage workers may ad­
vance 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.

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 combined.
Earnings data for some of the occupations listed and described, or
for some industry divisions within occupations, are not presented in

Average earnings reflect composite, areawide estimates. In­
dustries and establishments differ in pay level and job staffing, and
thus contribute differently to the estimates for each job. Pay aver­
ages may fail to reflect accurately the wage differential among jobs in
individual establishments.
Average pay levels for men and women in selected occupa­
tions should not be assumed to reflect differences in pay of the sexes
within individual establishments. Factors which may contribute to
differences include progression within established rate ranges, since
only the rates paid incumbents are collected, and performance of spe­
cific duties within the general survey job descriptions. Job descrip­
tions used to classify employees in these surveys usually are more
generalized than those used in individual establishments and allow for
minor differences among establishments in specific duties performed.

1 Included in the 96 areas are 10 studies conducted by the Bureau under contract. These areas
are Austin, Tex. j Binghamton, N .Y . (New York portion only); Durham, N. C . ; Fort Lauderdale—
Hollywood and West Palm Beach, F la.; Huntsville, A la .; Lexington, K y .; Poughkeepsie—Kingston—
Newburgh, N .Y . ; Rochester, N .Y . (effice occupations only); Syracuse, N .Y. ; and Utica—R ome, N.Y.
In addition, the Bureau conducts more limited area studies in approximately 70 areas at the request
of the Employment Standards Administration of the U. S. Department of Labor.




2

3
Occupational employment estimates represent the total in all
establishments within the scope of the study and not the number actu­
ally surveyed. Because occupational structures among establishments
differ, estimates of occupational employment obtained from the sample
of establishments studied serve only to indicate the relative impor­
tance of the jobs studied. These differences in occupational structure
do not affect materially the accuracy of the earnings data.
Establishment Practices and Supplementary Wage Provisions
Information is presented (in the B -series tables) on selected
establishment practices and supplementary wage provisions for plantworkers and officeworkers. Data for industry divisions not presented
separately are included in the estimates for "all industries." Admin­
istrative, executive, and professional employees, and construction
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 func­
tions. "Officeworkers" include working supervisors and nonsuper­
visory 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
only to the establishments visited. (See table B -l.) Because
optimum sampling techniques used and the probability that large
lishments are more likely than small establishments to have
entrance rates above the subclerical level, the table is more
sentative of policies in medium and large establishments.

relate
of the
estab­
formal
repre­

Shift differential data are limited to plantworkers in manu­
facturing industries. (See table B -2.) This information is presented
in terms of (1) establishment policy2 for total plantworker employ­
ment, and (2) effective practice for workers actually employed on the
specified shift at the time of the survey. In establishments having
varied differentials, the amount applying to a majority is used; if no
amount applies to a majority, the classification "other" is used. In e s­
tablishments having some late-shift hours paid at normal rates, a dif­
ference is recorded only if it applies to a majority of the shift hours.
The scheduled wec-kly hours and days of a majority of the
first-shift workers in an establishment are tabulated as applying to
all of the plantworkers or officeworkers of that establishment. (See
table B -3.) Scheduled weekly hours and days are those which a m a­
jority of full-time employees £>re expected to work, whether they are
paid straight-time or overtime rates.
2 An establishment is considered as having
tions: (1) Operated late shifts at the time of the
shifts. An establishment was considered as having
during the 12 months before the survey, or (2) had




a policy if it met either
survey, or (2) had formal
formal provisions if it (1)
provisions in written form

of the following condi­
provisions covering late
had operated late shifts
for operating late shifts.

Paid holidays; paid vacations; and health, insurance, and pen­
sion plans are treated statistically on the basis that these are appli­
cable to all plantworkers or officeworkers if a majority of such work­
ers are eligible or may eventually qualify for the practices listed.
(See tables B -4 through B -6.) Sums of individual items in tables B-2
through B -6 may not equal totals because of rounding.
Data on paid holidays are limited to holidays granted annu­
ally on a formal basis; i.e ., (1) are provided for in written form, or
(2) are established by custom. (See table B -4.) Holidays ordinarily
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. Table B-4a reports the incidence of the most
common paid holidays.
The summary of vacation plans is a statistical measure of
vacation provisions rather than a measure of the proportion of workers
actually receiving specific benefits. (See table B -5.) Provisions apply
to all plantworkers or officeworkers in an establishment regardless
of length of service. Payments on other than a time basis are con­
verted to a time period; for example, 2 percent of annual earnings
are considered equivalent to 1 weeks' pay. Only basic plans are in­
cluded. Estimates exclude vacation bonuses, vacation-savings plans,
and "extended" or "sabbatical" benefits beyond basic plans. Such
provisions are typical in the steel, aluminum, and can industries.
Health, insurance, and pension plans for which the employer
pays at least a part of the cost include those (1) underwritten by a
commercial insurance company or nonprofit organization, (2) provided
through a union fund, or (3) paid directly by the employer out of cur­
rent operating funds or from a fund set aside for this purpose. (See
table B -6.) An establishment is considered to have such a plan if the
majority of employees are covered under the plan even if less than a
majority elect to participate because employees are required to con­
tribute toward the cost of the plan. Excluded are legally required
plans, such as workmen's compensation, social security, and railroad
retirement.
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 con­
tributes. However, in New York and New Jersey, which have enacted
temporary disability insurance laws requiring employer contributions,3
plans are included only if the employer (1) contributes more than is
legally required, or (2) provides the employee with benefits which ex­
ceed the requirements of the law. Tabulations of paid sick leave plans
3
contributions.

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

4
are limited to formal plans 4 which provide full pay or a proportion of
the worker's pay during absence from work because of illness. Sepa­
rate tabulations are presented according to (1) plans which provide full
pay and no waiting period, and (2) plans which provide either partial
pay or a waiting period. In addition to the presentation of proportions
of workers provided sickness and accident insurance or paid sick
leave, an unduplicated total is shown of workers who receive either
or both types of benefits.

tbo end of the disability, a maximum age, or eligibility for retire­
ment benefits. Full or partial payments are almost always reduced by
social security, workmen's compensation, and private pension benefits
payable to the disabled employee.

Major medical insurance plans protect employees from sick­
ness and injury expenses beyond the coverage of basic hospitalization,
medical, and surgical plans. Typical features of major medical plans
are (1) a "deductible" (e.g., $50) paid by the insured before benefits
Long-term disability insurance plans provide payments to
begin; (2) a coinsurance feature requiring the insured to pay a portion
totally disabled employees upon the expiration of their paid sick leave
(e.g., 20 percent) of certain expenses; and (3) stated dollar maximum
and/or sickness and accident insurance, or after a predetermined
benefits (e.g., $ 10,000 a year). Medical insurance provides complete
period of disability (typically 6 months). Payments are made until
or partial payment of doctors' fees. Dental insurance usually covers
4
A n establishm ent is considered as having a form al plan i f it established at least the m inim um fillings, extractions, and X -ra ys. Excluded are plans which cover only
oral surgery or accident damage. Retirement pension plans provide
num ber o f days o f sick le a v e a v a ila b le to each e m p lo y e e .
Such a plan need not be w ritten, but
payments for the remainder of the worker's life.
inform al sick le a v e allow an ces, determ ined on an individual basis, are exclu ded.




5

T a b le 1. E s ta b lis h m e n ts an d w o rk e rs w ith in s c o p e o f s u rv e y and n u m b e r s tu d ie d in T r e n to n , N .J .,1 by m a jo r in d u s try d iv is io n ,2 S e p te m b e r 1 9 7 2
W o r k e r s in esta b lish m en ts

N um ber o f esta b lish m e n ts
M inim um
em ploym en t
in e s t a b lis h ­
m ents in s c o p e
o f study

Industry d iv is io n

W ithin s c o p e o f study
W ithin s c o p e
o f s tu d y 3

Studied
T o t a l4

Studied

Plant
N um ber

A ll d i v i s i o n s __________________________________
M a n u fa ctu rin g _____________________________________
N on m a n u fa ctu rin g _________________________________
T r a n s p o rta tio n , co m m u n ic a tio n , and
oth er p u b lic u tilitie s 5____________ _________
W h o le s a le tr a d e ________________________________
R eta il t r a d e -------------------------------------------------------F in a n ce , in s u r a n c e , and r e a l e sta te_________
S e r v ic e s 8_______________________________________

O ffic e

P ercen t

T o t a l4

192

88

4 9 .5 6 5

100

3 1 .6 2 2

7. 855

3 5 ,5 4 4

50
-

101
91

45
43

3 4 ,1 9 4
15,371

69
31

2 2 ,9 0 6
8, 716

5 ,0 5 6
2 ,7 9 9

2 4 ,9 2 5
10, 619

50
50
50
50
50

10
13
33
8
27

8
3
11
6
15

3, 750
1, 102
4 ,3 9 7
2, 249
3, 873

8
2
9
4
8

2, 008

(‘ )
(6)
(J
)
(6)

3 ,6 2 0
344
2, 287
1,996
2, 372

929
(*)

c>
(>
(6)

1 T h e T ren ton Standard M etro p o lita n S ta tis tic a l A r e a , as d efin ed b y the O ffic e o f M anagem ent and B udget th rou gh N o v e m b e r 1971, c o n s is t s o f M e r c e r County. Th e "w o r k e r s within s c o p e of
stu dy" es tim a te s shown in th is table p r o v id e a re a s o n a b ly a c c u r a te d e s c r ip tio n o f the s iz e and c o m p o s itio n o f the la b o r f o r c e in clu d e d in the su rv e y . The e s tim a te s a r e not in ten ded, h o w e v e r , to
s e r v e as a b a s is of c o m p a r is o n w ith o th er e m p lo y m e n t in d e x e s f o r the a re a to m e a s u r e e m p lo y m e n t tre n d s o r le v e ls s in c e (1) planning of w age su r v e y s re q u ir e s the use of esta b lish m en t data
c o m p ile d c o n s id e r a b ly in advance o f the p a y r o ll p e r io d stu died, 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 the s c o p e o f the su rv e y .
2 Th e 1967 edition o f the Standard In d u stria l C la s s ific a t io n M anual w as used in c la s s ify in g e s ta b lis h m e n ts by in d u stry d iv is io n .
3 Inclu des a ll e sta b lish m e n ts w ith to ta l e m p lo y m e n t at o r a b o v e the m in im u m lim ita tio n . A l l ou tlets (within the a r e a ) o f c o m p a n ie s in such in d u s tr ie s as t r a d e , fin a n ce, auto r e p a ir s e r v ic e ,
and m otion p ic tu re th ea te rs 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 clu d es e x e c u tiv e , p r o fe s s io n a l, and o th e r w o r k e r s e x clu d e d fr o m the s e p a ra te plant and o ffic e c a t e g o r ie s .
5 A b b rev ■ I to "p u b lic u t ilit ie s " in the A - and B - s e r i e s ta b le s .
T a x ic a b s and s e r v ic e s in cid e n ta l to w a te r tr a n s p o r ta tio n w e r e e x clu d ed .
6 T h is in d u stry d iv isio n is re p r e s e n te d in e s tim a te s f o r " a ll in d u s t r ie s " and "n o n m a n u fa ctu rin g " in the S e r ie s A t a b le s , and f o r " a ll in d u s t r ie s " in the S e r ie s B ta b le s . S epa ra te presen ta tion
o f data fo r th is d iv isio n is not m ade f o r one o r m o r e o f the fo llo w in g r e a s o n s : (1) E m ploym en t in the d iv is io n is t o o s m a ll t o p r o v id e enough data to m e r it sep a ra te study, (2) the sam ple w as not
d esig n ed in itia lly t o p e r m it s e p a ra te p r e s e n ta tio n , (3) r e s p o n s e w as in s u ffic ie n t o r inadequ ate to p e r m it s e p a ra te p r e s e n ta tio n , and (4) th e r e is p o s s ib ilit y o f d is c lo s u r e o f individ ual esta b lish m en t data.
7 W o r k e r s fr o m th is e n tire in d u stry d iv is io n a r e r e p r e s e n te d in e s tim a te s fo r " a ll in d u s t r ie s " and "n o n m a n u fa ctu rin g " in the S e r ie s A t a b le s , but fr o m the r e a l estate portion only in estim a te s
fo r " a l l in d u s t r ie s " in the S e r ie s B ta b le s . S epa ra te p r e s e n ta tio n o f data f o r th is d iv isio n i s not m ade f o r one o r m o r e o f the r e a s o n s given in footn ote 6 above.
8 H otels and m o t e ls ; la u n d rie s and o th er p e r s o n a l s e r v ic e s ; b u s in e s s s e r v ic e s ; a u to m o b ile r e p a ir , re n ta l, and park in g; m o tio n p ic tu r e s ; n on p rofit m e m b e r s h ip org a n iz a tion s (exclu d in g re lig io u s
and c h a r ita b le o r g a n iz a tio n s ); and e n g in e e rin g and a r c h ite c t u r a l s e r v ic e s .

In d u stria l c o m p o s itio n in m an u factu rin g
A lm o s t tw o -t h ir d s o f the w o r k e r s within s c o p e o f the s u r v e y in the T re n to n a r e a w e re
em p lo y e d in m an u factu rin g f ir m s .
Th e fo llo w in g p r e s e n ts the m a jo r in d u s try 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 an u factu rin g:
Industry g ro u p s
E l e c t r ic a l equipm ent and
s u p p lie s _________________________
F a b r ic a t e d m e ta l p r o d u c ts _____
M a ch in e r y , e x ce p t
e l e c t r i c a l _______________________
R u bber and p la s t ic s
p r o d u c ts _________________________
P r in tin g and p u b lis h in g _________
C h e m ic a ls and a llie d
p r o d u c ts _________________________
S ton e, c la y , and g la s s
p r o d u c ts _________________________

S p e c ific in d u s trie s

22
16
12
11
8

C u tle r y , h a n d to o ls, and
h a r d w a r e ______ ________________ 11
C o m m u n ica tio n equipm ent_____ 10
E le c t r ic ligh ting and
w ir in g equipm ent______________ 8
F a b r ic a t e d ru b b e r
p r o d u c t s ________________________ 8
B o o k s _____________________________ 5

7
5

T h is in fo r m a tio n is b a s e d on e s tim a te s o f to ta l em p lo ym e n t d e r iv e d fr o m u n iv e r s e
m a te r ia ls c o m p ile d p r io r to a ctu 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 stry d iv is io n s m ay
d iffe r fr o m p r o p o r tio n s b a s e d on the r e s u lts o f the s u rv e y as shown in ta b le 1 a b o v e .




L a b o r -m a n a g e m e n t a g reem en t c o v e r a g e
Th e fo llo w in g tabu lation show s the p e r c e n t o f p la n tw ork ers and o ffic e w o r k e r s
e m p lo y e d in e sta b lis h m e n ts in w h ich a c o n tr a c t o r c o n tr a c ts c o v e r e d a m a jo r it y of the w o r k e r s
in the r e s p e c t iv e c a t e g o r ie s , T r e n to n , N .J ., S e p tem b er 1972:
P la n tw o r k e r s
A ll in d u s t r ie s ___________________
M a n u fa ctu rin g _______________
P u b lic u t ilit ie s _________________

80
85
100

O ffic e w o r k e r s
15
4
91

A n e s ta b lis h m e n t is c o n s id e r e d to have a c o n tr a c t c o v e r in g a ll p la n tw ork ers o r
o ffic e w o r k e r s i f a m a jo r it y o f such w o r k e r s a r e c o v e r e d by a la b o r -m a n a g e m e n t a g re e m e n t.
T h e r e f o r e , a ll o th e r p la n tw o rk e rs o r o ffic e w o r k e r s a r e e m p lo y e d in es ta b lis h m en ts that eith er
d o not have la b o r -m a n a g e m e n t c o n t r a c ts in e f fe c t , o r have c o n t r a c ts that app ly to fe w e r than
h a lf o f th e ir p la n tw o rk e rs o r o f fic e w o r k e r s .
E s tim a te s a r e not n e c e s s a r il y re p re s e n ta tiv e
o f the extent to w h ich a ll w o r k e r s in the a r e a m ay be c o v e r e d by the p r o v is io n s of
la b o r -m a n a g e m e n t a g r e e m e n ts , b e c a u s e s m a ll e s ta b lis h m e n ts a r e e x clu d e d and the in d u stria l
s c o p e o f the s u r v e y is lim ite d .

W a g e T re n d s fo r S e le c te d O c c u p a tio n a l G ro u p s
Presented in table 2 are indexes and percents of change in
average weekly salaries of office clerical workers and industrial
nurses, and in average hourly earnings of selected plantworker groups.
The indexes are a measure of wages at a given time, expressed as a
percent of wages during the base period. Subtracting 100 from the
index yields the percent change in wages from the base period to the
date of the index. The percents of change or increase relate to wage
changes between the indicated dates. Annual rates of increase, where
shown, reflect the amount of increase for 12 months when the time
period between surveys was other than 12 months. These compu­
tations are based on the assumption that wages increased at a constant
rate between surveys. These estimates are measures of change in
averages for the area; they are not intended to measure average pay
changes in the establishments in the area.

The index is a measure of wages at a given time and is ex­
pressed as a percent of wages in the base year. The base year is
assigned the value of 100 percent. The index is computed by multi­
plying the base year relative (100 percent) by the relative (the percent
change plus 100 percent) for the next succeeding year and then con­
tinuing to multiply (compound) each year's relative by the previous
year's index.
For office clerical workers and industrial nurses, the wage
trends relate to regular weekly salaries for the normal workweek,
exclusive of earnings for overtime. For plantworker groups, they
measure changes in average straight-time hourly earnings, excluding
premium pay for overtime and for work on weekends, holidays, and
late shifts. The percents are based on data for selected key occu­
pations and include most of the numerically important jobs within
each group.

Method of Computing
Each of the following key occupations within an occupational
group is assigned a constant weight based on its proportionate em­
ployment in the occupational group:
O ffice clerical (men and
women):
Bookkeeping-machine
operators, class B
Clerks, accounting, classes
A and B
Clerks, file, classes
A , B, and C
Clerks, order
Clerks, payroll
Keypunch operators, classes
A and B
Messengers (o ffice boys or
girls)

O ffice clerical (men and
wom en)— Continued
Secretaries
Stenographers, general
Stenographers, senior
Switchboard operators, classes
A and B
Tabulating-machine operators,
class B
Typists, classes A and B
Industrial nurses (men and
women):
Nurses, industrial (registered)

Limitations of Data
The indexes and percents of change, as measures of change
in area averages, are influenced by: (1) General salary and wage
changes, (2) merit or other increases in pay received by individual
workers while in the same job, and (3) changes in average wages due
to changes in the labor force resulting from labor turnover, force
expansions, force reductions, and changes in the proportions of work­
ers employed by establishments with different pay levels. Changes in
the labor force can cause increases or decreases in the occupational
averages without actual wage changes. It is conceivable that even
though all establishments in an area gave wage increases, average
wages may have declined because lower-paying establishments entered
the area or expanded their work forces. Similarly, wages may have
remained relatively constant, yet averages for an area may have risen
considerably because higher-paying establishments entered the area.

Skilled maintenance (men):
Carpenters
Electricians
Machinists
Mechanics
Mechanics (automotive)
Painters
Pipefitters
Tool and die makers
Unskilled plant (men):
Janitors, porters, and
cleaners
Laborers, material handling

NOTE: Comptometer operators, used in the computation of previous trends, are no longer
surveyed by the Bureau.

The use of constant employment weights eliminates the effect
of changes in the proportion of workers represented in each job in­
cluded in the data. The percents of change reflect only changes in
average pay for straight-time hours. They are not influenced by
changes in standard work schedules, as such, or by premium pay
for overtime. Where necessary, data are adjusted to remove from
the indexes and percents of change any significant effect caused by
changes in the scope of the survey.

The average (mean) earnings for each occupation are multi­
plied by the occupational weight, and the products for all occupations
in the group are totaled. The aggregates for 2 consecutive years are
related by subtracting the aggregate for the earlier year from the
aggregate for the later year and dividing the remainder by the aggre­
gate for the earlier year. The result times 100 shows the percent
of change.




6




T a b le 2 . In d e x e s o f e a rn in g s fo r s e le c te d o c c u p a tio n a l g ro u p s in T re n to n , N .J., S e p t e m b e r 19 71 an d S e p te m b e r 1 9 7 2 ,
an d p e rc e n ts o f in c re a s e fo r s e le c te d p e rio d s
A l l in d u s t r ie s
W e e k ly e a rn in g s
P e rio d

O ffic e
cle r ic a l
(m e n a n d
w om en)

I n d u s t r ia l
n u rses
(m e n a n d
w om en)

M a n u fa c t u r in g

H o u r ly e a r n i n g s
S k ille d
m a in t e n a n c e
tra d e s
(m e n )

U n s k i ll e d
p la n t w ork ers
(m e n )

W e e k ly e a rn in g s
O ffic e
cle r ic a l
(m e n and
w om en)

I n d u s t r ia l
n u rses
(m e n and
w om en)

H o u r ly e a r n i n g s
S k ille d
m a in t e n a n c e
tra d es
(m e n )

U n s k ille d
p la n t w ork ers
(m e n )

I n d e x e s (N o v e m b e r 1967 = 100)
S e p t e m b e r 197 1 ______________________________________ _
S e p t e m b e r 1 9 7 2 _______________________________________

1 2 8 .0
1 3 3 .9

1 2 1 .6

1 3 2 .2

1 2 5 .5
1 3 4 .2

1 2 0 .7
1 2 9 .8

1 2 6 .7
1 3 1 .0

121.6

1 3 2 .2

1 2 4 .2
1 3 2 .6

1 2 0 .3
1 2 9 .7

2 .6

2 .6

2.1

P e r c e n ts o f in c r e a s e
D e c e m b e r I 9 6 0 t o D e c e m b e r 1961 . . . _____________
D e c e m b e r 1961 t o D e c e m b e r 1 9 6 2 _______________
D e c e m b e r 1962 t o D e c e m b e r 1 9 6 3 _______________
D e c e m b e r 1963 t o D e c e m b e r 1 9 6 4 _______________
D e c e m b e r 1964 t o D e c e m b e r 1 9 6 5 _______________
D e c e m b e r 1965 t o D e c e m b e r 1 9 6 6 _______________
D e c e m b e r 1966 t o N o v e m b e r 1 9 6 7 :
1 1 - m o n t h i n c r e a s e _______________________________
A n n u a l r a t e o f i n c r e a s e _________________________

2 .0

2 .2

4 .2
4 .3
1.7
3 .3

2 .3

2.2

3.1
2 .3
1 .9
2 .9
3 .3
4 .8

6 .6

1 .4
3 .5
3 .7

3 .4
3 .7

8 .5
9 .3

6 .5
7 .1

5 .2
5 .7

N o v e m b e r 1 96 7 t o O c t o b e r 1 9 6 8 :
1 1 -m o n t h i n c r e a s e ____________________________
A n n u a l r a t e o f i n c r e a s e _________________________

4 .6
5 .0

4 .3
4 .7

5 .0
5 .5

O c t o b e r 1968 to S e p te m b e r 1969:
1 1 -m o n t h i n c r e a s e ________________________________
A n n u a l r a t e o f i n c r e a s e _________________________

6 .3
6 .9

4 .9
5 .4

S e p t e m b e r 1 9 6 9 t o S e p t e m b e r 1 9 7 0 _______________
S e p t e m b e r 1970 t o S e p t e m b e r 1 9 7 1 _______________
S e p t e m b e r 1971 t o S e p t e m b e r 1 9 7 2 _______________

6 .7
7 .8
4 .6

6 .2

8 .7

6 .9

2 .6
2 .2
1.6

3.1
3 .5
4 .7

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

4 .7

7 .7
5 .1
4 .9
.9
2 .2

3 .2
5 .0

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

3 .5
3 .8

8 .5
9 .3

6 .7
7 .3

6 .0

5 .4
5 .9

4 .5
4 .9

4 .3
4 .7

4 .7
5 .1

5 .3
5 .8

2 .8

2 .8

3.1

3 .1

5 .1
5 .6

4 .9
5 .4

2 .5
2 .7

3 .0
3 .3

7 .5

2 .6

8 .5
7 .5

7 .9
6 .9
3 .4

4 .7

8.2

.8

6 .0

2 .2
2 .8

5 .5

7 .0

4 .4

6 .2

8.2

6 .2

8 .7

6 .8

7 .8

8

A. Occupational earnings
T a b l e A -1 . O f f i c e o c c u p a ti o n s : W e e k l y e a r n in g s
(A v e r a g e s t r a ig h t - t im e w e e k ly h o u r s and e a r n in g s o f w o r k e r s in s e l e c t e d o c c u p a t io n s b y in d u s tr y d i v is i o n , T r e n t o n , N .J ., S e p te m b e r 1972)
Weekly earnings *
(standard)______

O cc upa tio n and in du st r y divis

N u m b e r of w o r k e r s receiving straight-time w e e k l y earnings of—

t

Average
weekly

I
70

(standard)

$

s

$

90

95

100

105

110

115

120

125

130

140

150

160

170

180

190

200

210

95

$

100

105

110

115

120

125

130

1 4 0 1 5 0

160

170

180

190

200

210

over

14
14

12

11

38
36

30
24

45

43
5
38

18
4
14

16
4

12
12

10
8

10 8
85
23

115
98
17

t

75

80

85

80

8 5 9 0

(

t

S

t

I

t

s

I

s

s

s

*

$

under
75

MtN AND W fcM CUMBINfcU
lJM

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

85.001 3 0. 00 12 6. 50 -

154.00
154.00

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

10 5. 50 98.501 1 8. 00 -

130.00
131.00
130.00

88.00-

104.00

168
155

3 9 .0
3 9 .0

144.00
143.50

CLER KS, ACCOUNTING, CLASS B --------------MANUFACTURING --------------------------------------NONMANUFACTURING --------------------------------

306
1 61
145

3 8 .0
3 9 .0
3 6 .5

118.00
1 2 6 .5 0

FIL E ,

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

112.00

141 .0 0
140.50

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

CLE RK S,

108.50
123 .0 0

46
3 8 .0
3 9 .5

93.5 0
103 .5 0

9 0 .5 0

79.50-

102.50

94.50

9 1 .0 0 -

1 3 2 .0 0

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

3 9 .5
3 9 .5

145.00
1 45.50

1 52.50
152.50

1 1 9. 00 1 1 7. 50 -

CLE RK S, PAYROLL -------MANUFACTURING -----

3 9 .0
3 9 .5

125 .0 0
124.50

1 2 7 .0 0
1 2 7 .5 0

10 6. 50 1 0 2. 00 -

3 9 .0
3 9 .5

119.50
1 21.50

116.50
1 1 8.00

10 4. 50 1 0 6. 00 -

3 8 .0
3 9 .5
3 7 .0

104.00
1 03.50
1 05.00

1 0 0 .0 0
98.5 0
103 .5 0

91.5092.5089.50-

687
551
136

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

143.50
143.00
144.00

14 1 .0 0
1 4 1.50
1 3 9.00

12 4. 50 12 4. 50 12 3. 00 15 2. 00 -

134
84
50

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

160.50
1 62.50
157.00

15 6 .5 0
1 6 1.00
1 4 7 .5 0

141.501 4 5. 50 13 3. 00 -

223

3 9 .5
3 9 .5

1 47.00
14 6 .0 0

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

13 3. 50 1 3 3. 00 -

296
240

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

1 29.50
1 31.50
120.50

1 2 7.00
128.50
123.00

1 1 5. 50 116.50111.50-

136
108
28

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

123.00
125.50
1 13.00

121.50
123 .0 0
110.50

1 0 6. 00 1 0 9. 50 1 0 2. 00 -

142.00
143.00
119.50

2

12

6
2

20
2

142.50
144.50
134.50

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

12
33

159.00
158.00

SE C R E T A R IE S, CLASS 0
MANUFACTURING -----------NONMANUFACTURING -----

3

181.00
180.00
189.00

SE C R E T A R IE S, CLASS C
MANUFACTURING ------------

25
22
3

21

187.50

S E C R E T A R IE S , CLASS B - MANUFACTURING ---------------NONMANUFACTURING ----------

24

1

130.50
132.50

108
47
61

1

147.00
151.50

KEYPUNCH OPERATOR S, CLASS A --------------MANUFACTURING ---------------------------------------

5
5

163.50
163.00

C LER KS, F I L E , CLASS C
MANUFACTURING ----------

KEYPUNCH OPERATOR S, CLASS B --------------MANUFACTURING --------------------------------------NONMANUFACTURING -------------------------------MESSENGERS

(O FFICE

CLASS

A

See fo ot n ot es at end o f tabl<




82.00-

BOYSI

SE CRETARIES ---------------MANUFACTURING ----NONMANUFACTURING
S E C R E T A R IE S ,

73

211

$

119.50
107.50
122.50

8
1
7

27
20
7

9
3
6

118.00
159.50
159.00
166.00

30
26
4

78
67

30
26

26

22
4

4

25

2

20

2

5

42
30
12
29
27

43
34

11

15
14

53
50

17
17

63
57
6

26
19
7

38
33
5

30
29

11

8
3

17
17

45
35

10
41
39

2

1

9

T a b le A -1. O ffic e occu p atio n s: W e e k ly e arn in g s — C o ntin u ed
(A verage straigh t-tim e w eekly hours and earnings o f w ork ers in s elected occupations by industry division , Trenton, N .J., Septem ber 1972)
Weekly earnings
(standard)
Number

Occupation and industry division
workers

1

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 -t i m e w e e k ly e a r n in g s o f ---

*
70

weekly
(standard

Mel" 2

Median 2

Middle ranged

$

%
75

$
80

t
85

$
90

t
95

»

»

*

100

105

110

t
115

$

120

i

*

125

130

*

$

140

150

$
160

t

*
170

180

$
190

t
200

and
u n d er

210
and

100

105

2

2

-

-

2

3
2
1

75

80

85

90

95

$
$
$
$
39.0 131.00 127.00 118.50-143.00
39.5 133.00 125.50 117.50-145.00
38.5 129.50 128.00 119.50-142.50

*

-

-

“

-

1
1

2

110

115

120

125

130

140

150

160

170

4
4

8
7
1

24
10
14

21
12
9

22
8
14

20
8
12

14
5
9

15
5
10

6

-

1

7

-

3

2

-

11
1G

5
3

3
3

11
11

3
“

2
2

_
“

5
5

180

190

200

210 o v e r

M E N A N D W O M E N CUM U I JtU—
CONTINUED

STENOGRAPHERS, SENIOR --------------MA NU FA CT UR IN G --------------------NONMAN UF AC TU RI NG ----------- -----

148
71
77

SWITCHBOARD OPERATORS, CLASS B ----

25

38.0 119.00 122.00

89.50-139.00

-

-

1

6

1

1

-

-

-

SWITCHBOARO OPERATOR-RECEPTI ONISTSMA NU FA CT UR IN G ---------------------

71
48

39.0 116.50 115.00 105.00-128.50
39.0 119.50 118.00 112.00-131.00

_

-

_

4
2

1

“

2
2

11
3

i
i

17
11

TR AN SC RI BI NG -M AC HI NE OPERATORS,
37.5 102.50 104.00 98 .5 0- 10 9. 50
38.0 106.50 107.00 102.50-112.50

_

_

-

"
_

M A N U F A C T U R I N G ---------------------

58
39

TYPISTS, CLASS A ---------- ----- ■
---MA NUFACTURING ---------------------

100
46

37.5 108.00 106.00
39.0 108.50 104.00

99 .0 0- 11 8. 00
94.00-118.50

_

TYPISTS, CLASS B
MANUFACTURING

167
84

37.5
38.5

83.50-105.50
84.00-109.50

1

See footnotes at end o f tables.




96.00
99.00

91.50
95.00

9
7

2
2

-

-

-

i

2

-

-

-

-

-

-

-

*

*

-

_

*

1
1

7
1

4
“

4
2

16
12

14
11

6
6

1
1

4
1

13
10

3
1

7
3

22
10

8
3

12
3

11

7
2

8
2

2
2

2
2

_

_

6

-

-

-

-

-

1
1

-

43
17

23
4

25
15

13
7

11
4

12
11

5

4

1

12
11

4
3

4

-

_

-

-

-

-

-

2

3

_

10
T a b le A -2 . Professional and technical occupations: W eekly earnings
(Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Trenton, N.J., September 1972)
Weekly earnings 1
(standard)

Occupation an d industry division

Number
of
workeis

N u m b e r of workers receiving straight-time weekly earnings of—
*
120

weekly
(standard)

t

Mean ^

Median £

Middle ranged

130

$

%

t

160

150

*

*

160

170

$
180

S

190

*

S

t

200

210

220

$

t

230

260

t

250

*

t

260

270

<

S

280

290

t

300

and
under

*
120

130

310
and

160

150

160

170

180

190

200

210

220

230

5
3

2
2

15
16

12
8

6
6

8
7

4
3

2
2

—

-

—

-

~

-

8
8

9
6

5
3

3
3

2
2

6

4
3

3

3

5

1

2

3

~

8
8

3
3

1
1

1
l

-

1
1

3
2

260

250

260

270

280

290

300

1
1

1
1

310

over

MEN AND WOMEN C O MBINED

$
$
$
$
179.00 176.00 165.50-192.00
181.50 178.00 165.50-192.50
160.00 161.00 127.50-156.00
162.50 163.00 130.50-156.00

-

3

COMP UT ER P R O G R A M E R S »
198.50 193.00 169.00-227.50
206.50 222.00 170.00-232.50

1
13
9

_

-

8
7
_

“

2

COMP UT ER SYSTEMS ANALYSTS,

_

3 9 *0

282.50 290.00 259.50-304.50
286.00 296.50 260.00-305.00

4 0 *0

228.50 226.50 197.00-252.50
228.50 226.50 197.00-252.50

-

-

*

,
”

_

100

203.50 195.50 176.00-236.00
4 0 * 0 203.50 195.50 176.00-236.00

2

1
1

JJ
68

153.00 151.00 136.00-172.00
■vo.o 153.00 151.00 136.00-172.00

-

6
6

22
22

8
8

9
9

36
36

3 9 .5
3 9 .5

-

-

1
1

5
5

® 1 1J■ LI,f vLN 33 ^
<
93

NURSES, INDUSTRIAL (REGISTERED) ---

168.50 162.50 151.50-179.00
168.50 162.50 151.50-179.00

* W o rk er s we r e distributed as follows; 3 at $ 310 to $ 320; and 1 at $ 330 to $ 340.
See footnotes at end of tables,




-

-

_

2

n
ii

1
1

-

-

-

-

-

-

-

_

2
2

*

5

1
1

6
3

6
6

3
3

11
11

*6
6

5

*

3
3

5

6
6

16
16

11
11

6
6

11
11

6
6

7
7

13
13

3
3

*

1
1

3
3

8
8

-

5

6

26
26

10
10

12
12

6

9
9

1
1

7
7

5

9
9

8
8

-

•
-

-

-

-

-

-

6

7
7

9
9

1
1

2
2

5
5

5
5

6
6

1
1

1
1

_

_

-

•

-

-

-

-

_

6

6

6

5

3
3

“

1
1
T a b le A -3 . O ffic e , p ro fe s s io n a l, and te c h n ic a l o c c u p a tio n s : A v e ra g e w e e k ly e a rn in g s , by sex
(Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Trenton, N. J. , September 1972)
Average

Sex, occupation, and industry division

Number
of
workers

Weekly
(standard)

Weekly
earnings 1
(standard)

OFFICE OCCUPATIONS - MEN
54

$
156.00
39.5 153.50

Average

Sex, occupation, and industry division

Average
Number
of
workers

Weekly

Weekly
earnings 1
(standard)

(standard)

Sex, occupation, and industry division

55
45

$
38.5 179.50
38.5 181.50

CO MPUTER OPERATORS, CLASS B --------

46

38.0 140.50

39.0 160.50
39.0 162.50
38.0 157.00

COMPUTER PR0GRAMERS,

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

223
211

39.5 147.00
39.5 146.00

CO MPUTER PROGRAMERS,

SECRETARIES, CLASS D

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

296
240
56

39.0 129.50
39.0 131.50
38.0 120.50

CO MPUTER SYSTEMS ANALYSTS,

108
28

39.5 125.50
36.5 113.00

148
71

39.0 131.00
39.5 133.00
129.50

25

38.0 119.00

71

39.0 116.50

39

38.0 106.50

37.5 103.50

110
101

46

39.0 172.00

134
84
50

SECRETARIES, CLASS C

283
152

30

SECRETARIES* CLASS B --MA NU FACTURING ------------------------------------------------NONMAN UF AC TU RI NG ----------------------------------------47

138.00
137.50
37.5 119.00
39.0 117.00
37*5

NC NM AN UF AC TU RI NG

■***"

38.0

93.50
104.00

41

MANUFA CT UR IN G — — — — — — — — — — —— — ——
NONMAN UF AC TU RI NG
-^
—

39.5 130.50
NONM AN UF AC TU RI NG

44
46

39.0 120.00
39.5 117.50

72

———————————————

DRAFTSMEN, CLASS C

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

39.0 286.00
40.0 228.00

68

40.0 153.00
40.0

36

39.5 168.50
168.50

34.5 121.50

Sw i t c h b o a r d o p e r a t o r s * c l a s s

b

— —

SWITCHBOARD OPER AT OR -R EC EP TI ON IS TS MA NUFACTURING — —— — —— —— — —— — — — — — — —
106

38.0 104.50
39.5 103.50

TRAN SC RI BI NG -M AC HI NE OPERATORS,

39.0 143.50
39.5 143.00
38.0 144.00

PROFESSIONAL AND TECHNICAL
NURSES.

|J
A|
100

SO

687
551
136




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

33
91

MANU FA CT UR IN G

9,* .00

72

See footnote at end of tables.

Weekly
earnings1
(standard)

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

SECRETARIES - CO NTINUED
SECRETARIES, CLASS A --------------

BOOKKE EP IN G- MA CH IN E OPERATORS,

Weekly
standard)

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - MEN

OFFICE OC CUPATIONS WO ME N— CONTINUED
$

OFFICE OCCUPATICNS - WOMEN

Number
of
workers

MANUF ACT UR IMG
167

37 '
39.0
37.5

1UB.

0U

96.00
99.00

INDUSTRIAL (REGISTERED)

--------

12
T a b le A -4 . M a in te n a n c e and p o w e rp la n t o c c u p a tio n s : H o u rly e a rn in g s
(A v e r a g e s t r a i g h t - t im e h o u r ly e a r n in g s o f w o r k e r s in s e l e c t e d o c c u p a t io n s by in d u s tr y d i v is i o n , T r e n t o n , N .J ., S e p te m b e r 1972)

N u m b e r of workers receiving straight-time hourly earnings of—
t
t
I
I
t
$
*
$
»
s
$
3.20 3.30 3.40 3.50 3.60 3.70 3.80 3.90 4.00 4. 10 4.20 4.30 4. 40 4.60 4. 80 5.00 5.20

Hourly earnings ^

Occupation and industry divisi

Number
of
workers

s

Mean 2

M edian 2

Middle range 2

s

s

$

s

t
t
t
(
>
5.40 5.60 5.80 6.00 6.20

s

Unde
♦
and
3*20 under

3.30 3.40 3.50 3.60 3.70 3.80 3.90 4.00 4.10 4.20 4.30 4.40

4. 60 4.80 5.00 5.20 5.40 5.60 5.80 6.00 6. 20

over

MEN AND W U M t N COMBINED
49
46

$
4.45
4.48

$
4.29
4.32

$
$
4.15- 4.78
4.15- 4.83

-

202
191

4.85
4.77

4.65
4.59

4.23- 5.66
4.19- 5.17

“

ENGINEERS, ST AT IO NA RY ----MANU FA CT UR IN G -----------

53
42

4.80
4.69

4.49
4.43

4.15- 5.25
4.06- 4.71

-

-

-

-

*

*

FIREMEN, ST ATIONARY BOILER
MANUFA CT UR IN G -----------

129
128

3.85
3.85

3.87
3.88

3.56- 3.98
3.57- 3.98

1
*

_
“

MACHINISTS, MAINTENANCE MA NU FA CT UR IN G -----------

186
186

4.89
4.89

4.64
4.64

4.32- 5.91
4.32- 5.91

“

MECHANICS, AU TO MO TI VE
(MAINTENANCE) ------------N O NM AN UF AC TU RI NG —
PUBLIC UT IL IT IE S -

82
59
52

4.67
4.82
4.91

4.26
4.29
4.70

4.14- 5.54
4.22- 5.55
4.23- 5.57

MECHANICS, MA INTENANCE —
MA NU FACTURING --------

234
215

4.35
4.20

4.16
4.10

4.00- 4.75
3.94- 4.49

MI LLWRIGHTS -------------MA NU FA CT UR IN G --------

66
66

5.34
5.34

5.80
5.80

4.97- 5.85
4.97- 5.85

PAINTERS, MA INTENANCE MANUFA CT UR IN G --------

30
30

4.50
4.50

4.10
4.10

4.03- 5.62
4.03- 5.62

_

-

-

-

~

PIPEFITTERS, MA INTENANCE
MANU FA CT UR IN G --------

92
86

5.08
5.06

5.24
5.22

4.33- 5.85
4.34- 5.84

-

-

_

-

314
314

5.52
5.52

6.02
6.02

4.72- 6.07
4.72- 6.07

CARPENTERS. HAIN7ENANCE
MA NU FACTURING --ELECTRICIANS. MA IN TE NA NC E ■
MANU FA CT UR IN G -----------

TOOL AND DIE MAKERS ----MA NU FA CT UR IN G --------

v

All workers we r e at $ 7 to $7-20.

S ee fo o t n o t e s at en d o f t a b le s .




“

-

-

_

-

2
2

-

~

-

-

“

3
3

16
13

9
9

1
1

3
3

3
3

1
1

4
4

_
*

3
3

“

*

_

4

6
6

_

37
37

3
3

31
31

12
12

20
20

11
11

22
22

-

2
2

7
7

33
32

_

*

11
1

8
8

1
*

*

-

7

*

-

*

*6
6

53
53

A

-

A

-

-

-

-

-

-

7
7

-

-

2
2

2
2

-

5
5

3
3

3
3

-

4
4

12
9

3
3

21
21

12
12

12
12

8
8

11
11

38
38

-

1
1

-

9
9

13
13

“

_

_

-

2
2

_

2
2

-

40
40

-

14
14

14
14

49
49

“

7
7

1
1

_

_

“

*

*

_

_

—

-

“

*

5
5
4

11
-

23
23
17

1
“

*

-

5
5
5

1
1
1

11
11
11

2
2
2

5

-

5
5
5

-

~

7
7
7

-

2
2

_

30
30

19
19

_

-

15
15

1
1

49
49

5
5

19
19

14
14

1
1

6
2

“

4
*

-

-

50
50

-

“

8
8

_

-

11
*

6
6

3
3

2
2

_

-

_

-

-

-

13
13

-

-

*

11
11

1
1

1
1

2
2

1
1

-

-

8
8

2
2

10
10

5
3

16
16

-

-

_

*

_

*

_

6

-

“

-

-

_

-

-

1
1

3
3

-

-

1
1

-

-

-

-

_

_

-

“

_

-

-

1
1

“
~

-

-

_

_

-

-

-

1
1

_

-

-

-

-

8
8

_

1
1

-

-

1
1

6
6

3
3

-

14
14

78
78

32
32

_

-

*
7
7

•

_

_

-

1
1

4

_
*

34
34

*

*

-

-

-

“

*
41
37

-

2
2

163
163

-

“
23
23

13
T a b le A -5 . C u sto d ial and m a te ria l m o v e m e n t o ccu p atio n s: H o u rly e arn in g s
(A v e r a g e s t r a ig h t - t im e h o u r ly e a r n in g s o f w o r k e r s in s e l e c t e d o c c u p a t io n s b y in d u s tr y d iv is io n , T r e n t o n , N .J ., S e p t e m b e r 1972)
Hourly earnings^

Occupation and industry division

Number
of
woikers

%

%

%

%

$

%

1

I

1.70 1.80 1*90 2*00 2.10 2.20 2.40
Mean

2

M edian 2

Middle range 2

and
under

_

—

*

*

t

$
*
*
i
$
*
$
*
I
i
i
*
3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5.20 5.40 5.60

2.60 2.80 3.00 3.20

—

—

-

—

—

—

—

—

-

-

an(j

1,80 1,90 2,00 2,10 2.20 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4. 40 4.60 4.80 5.00 5.20 5.40 5.60 over

MEN AN0 WOMEN COMBINED
$

bUARUj ArlU MA 1LnHtn
SA nU rA wl UK ln b —

$

$

$
11
9

3
1

3

3
2

15
14

5
3

17
16

7
7

9
9

_
*
*

18
18

-

-

24
24

GUARDS

-

-

-

-

-

6

2.33

1.87- 3.22

31
6

-

1

11

1

13

7

7

-

18

-

-

24

-

-

-

-

-

4
3

21
12

20
13

37
33

70
62

61
54

42
30

8
1

18
“

1

26
21

4
”

7

-

*

-

-

7

_
-

-

-

-

-

1

5

10

7

17

1

5

4

-

-

-

-

-

-

1
1

3.68
2.60

-

-

70
70

6
6

48
48

45
45

21
13

10
10

6
6

12
12

8
8

1
1

8

22

*

-

8

*

8

”

54
54

-

637
250

35
8
"

88
JANITORS. PORTERS. AN0 CLEA NE RS ---

-

-

-

-

-

-

8

-

-

-

-

-

-

-

8

22

-

-

10
10

8

_

32
22

10
5

5
5

13
13

-

2
2

-

_
“

_
*

_

_
“

_
*

-

8

14
4

21
18

13
13

23
23

-

94
96

“

15
15

4
4

_

1

10
10

5
4

8
3

9
9

7

1

-

-

_

-

-

-

-

_
”

_

7
7

2
2

4
4

-

4
1

3
3

1
1

3
3

_

-

-

"

”

3
3

2
2

3

7
7

-

1
1

2
2

*

8
8

-

“

-

-

3

1
*

5
4
1
“

21
11
10
“

26
21
5
~

8

9
2

-

-

5
5

-

-

-

90

-

4

20
10

26

_

6

21

“

6
6

20
20

47
47

151
150

22
21

6
4

36

1

NO NM AN UF AC TU RI NG

^

^

^

NONMANUF AC TU RI NG
9
9
4

3
3

_
3*61
36
33
SHIPPING AND RECEIVING CLERKS -----

MA NUFACTURING ---------------------

3.67
3.61

in
3.53

2.97- 6.36
2.97 4.15

27

3.99

3.79

3.50- 4.64

3.52

3.46

-

57
103

5.33

5.5^

3.31- 3.78
5.51

-

5.57

-

“

2
2

-

-

“

10
10

5
5
-

*

_

TRUCKORIVERS, ME0IUM (1-1/2 TO
^2
391

1
1

3.32- 3.54
3.72

3.40- 4.09

_

-

-

9
9

18

18

16

See footnotes at end of tables




1

7
3

4
4

*

7

6
2
2

7
7

~

—

90
90

-

'
”

33
32

1

10
10

.

71
71

-

-

6

-

-

14




T a b le A -6 . M ain te n a n c e , p o w erp lan t, custodial, and m a te ria l
h andling o ccu p atio n s: A v e ra g e hourly earn in g s, by sex
(Average straight-time hourly earnings of workers in selected occupations by industry division,
Trenton, N.J., September 1972)

Sex, occupation, and industry division

Number
of

A verage
hourly
earnings

$

CA RPENTERS* MA INTENANCE ------------MANUFA CT UR IN G ---------------------

*9
46

4.45
4.48

ELECTRICIANS* MA INTENANCE ---------MA NU FA CT UR IN G ---------------------

202
191

4.85
4.77

ENGINEERS* ST ATIONARY --------------MANU FA CT UR IN G ---------------------

53
42

4.80
4.69

FIREMEN. ST ATIONARY BOILER --------MA NU FA CT UR IN G ---------------------

129
128

3.85
3.85

MACHINISTS* MAINTE NA NC E ------------MANUFA CT UR IN G ---------------------

186
186

4.89
4.89

MECHANICS, AUTOMOTIVE
(MAINTENANCE) ------------N O NM AN UF AC TU RI NG ------PUBLIC UT ILITIES -----

82
59
52

4.67
4.82
4.91

MECHANICS, MA IN TE NA NC E --MANUFA CT UR IN G -----------

234
215

4.35
4.20

MI LLWRIGHTS ----------------MA NU FA CT UR IN G -----------

66
66

5.34
5.34

PAINTERS, MAINTENANCE MANUFA CT UR IN G -------

30
30

4.50
4.50

PIPEFITTERS, MAINTENANCE ----------MANUFA CT UR IN G ---------------------

92
86

5.08
5.06

TOOL ANO DIE MAKERS ----------------MANUFA CT UR IN G ---------------------

314
314

5.52
5.52

135
111

3.28
3.52

88

3.77

CUSTODIAL AND MATERIAL HANDLING
OCCUPATIONS - MEN

GUARDS
MA NUFACTURING
S e e fo o t n o t e s at en d o f t a b le s .

Number
of
workers

Average
(m ean 2 )
hourly
earnings3

CUSTODIAL AND MATERIAL HANDLING
OCCUPATIONS - MEN--CUNT INUED

MAINTENANCE AND POWERPLANT
OCCUPATIONS - MEN

GUARDS AND WA TCHMEN MA NU FA CT UR IN G -----

occupation, and industry division

$

JANITORS, PORTERS, AND CLEA NE RS --MANUFA CT UR IN G --------------------NONM AN UF AC TU RI NG
PUBLIC UT ILITIES ---------------

435
228

2.83
3.17

46

3.81

LABORERS, MATERIAL HAND LI NG -------MANUFA CT UR IN G --------------------NONM AN UF AC TU RI NG
PUBLIC UTILITIES ---------------

314
276

3.33
3.11

38

4.91

ORDER
FILLERS ----------------------MA NU FACTURING ---------------------

79
54

3.36
3.42

PACKERS, SH IPPING --------------------

147

3.23

RE CEIVING CL ER KS --------------------MANUFA CT UR IN G ---------------------

41
33

3.41
3.41

SH IPPING C L ER KS ---------------------MANUFA CT UR IN G ---------------------

34
31

3.74
3.68

SHIPPING AND RECEIVING CLERKS ----MANUFA CT UR IN G ---------------------

27
26

3.99
3.92

TR UC KDRIVERS
------------------------MA NU FA CT UR IN G --------------------N O NM AN UF AC TU RI NG ----------------PUBLIC UTILITIES ---------------

176
57
119
103

4.56
3.52
5.06
5.33

TR UCKDRIVERS, MEDIUM (1-1/2 TO
ANO INCLUDING 4 TONS) -------MA NU FA CT UR IN G ------------------

57
42

3.39
3.42

TRUCKERS, POWER (FORKLIFT) -----MA NU FACTURING ------------------

390
381

3.72
3.70

55

3.51

35
29

2.65
2.75

WAREHOUSEMEN
CUSTODIAL AND MATERIAL HANDLING
OCCUPATIONS - WOMEN

PACKERS, SHIPPING
MANUFA CT UR IN G ■

15

B. E sta b lis h m en t practices and su p p lem en tary w a g e provisions
T a b le B -1 . M in im u m e n tra n c e s a la r ie s f o r w o m e n o ff ic e w o r k e r s
(Distribution of establishments studied in all industries and in industry divisions by m i n i m u m entrance salary for selected categories
of inexperienced w o m e n officeworkers, Trenton, N.J., S e p t e m b e r 1972}
In e x p e r ie n c e d ty p is ts

M in im u m w e e k ly s t r a i g h t - t im e s a l a r y 4

E s ta b lis h m e n t s h a v in g a s p e c ifie d m in im u m
$ 6 5 .0 0
$ 6 7 . SO
$ 7 0 00
$ 7 2 .5 0
$ 7 5 .0 0
$ 7 7 .5 0
$ 8 0 .0 0
$ 8 2 .5 0
$ 8 5 .0 0
$ 8 7 .5 0
$ 9 0 .0 0
$ 9 2 .5 0

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

under
under
under
under
under
under
under
under
under
under
under
under

$ 6 7 . SO
.
$ 7 0 .0 0
_
$ 7 2 . 5 0 ___________ _______________________________
$ 7 5 . 0 0 _____ _____
_____________ ___ _____
$ 7 7 .5 0
„
$ 8 0 .0 0
, _____ _______
$ 8 2 . 5 0 ___________________________________________
$ 8 5 .0 0 _ _ _
_
, T
$ 8 7 . 5 0 ____________________
__________ ______
$ 9 0 . 0 0 __________ ______________ ________ _________
$ 9 2 . SO
.
. .
$ 9 5 . 0 0 ___________________________________________

M a n u fa c t u r in g

B a s e d o n sta n d a rd w e e k ly h o u rs 6 o f—

A ll
in d u s t r ie s

A ll
s c h e d u le s

A ll
s c h e d u le s

E s ta b lis h m e n t s s tu d ie d

O th e r in e x p e r ie n c e d c l e r i c a l w o r k e r s 5

N o n m a n u fa c tu r in g

M a n u fa c t u r in g

40

88

45

XXX

27

20

1
-

1

3 7 Vz

A ll
sc h e d u le s

40

N o n m a n u fa ctu r m g

B a s e d on sta n d a rd w e e k ly h o u r s 6 o f-

A ll
in d u s t r ie s

40

A ll
s c h e d u le s

3 7 Vi

40

43

XXX

XXX

88

45

XXX

43

XXX

XXX

15

7

3

2

37

26

19

11

4

4

-

-

-

-

1

-

-

-

-

1

1
-

-

-

-

1

-

9
2
4
1
4
1
2
1

4
2
2
1
4
1
2

2
2
2
-

5
-

2
-

2
“
-

2

1

-

1

-

-

-

-

-

-

-

1
-

2
2
1
1
1

1
1
1
1
1

1
1
1
1

1
1
-

-

1
-

-

4

4

4

-

-

2
-

2
-

2

1
1
-

3

-

1
-

-

1

-

-

-

-

1
2
1
1

1
1
1

1
-

1

1
1
"

-

-

-

3

3

3

“

Establishments having no specified m i n i m u m _________ , __
_

15

8

XXX

7

XXX

XXX

30

13

XXX

17

XXX

XXX

Establishments wh ic h did not e m p l o y w o r k e r s
in this category__________________________________________

46

17

XXX

29

XXX

XXX

21

6

XXX

15

XXX

XXX

$
$
$
$
$
$
$
$

9 5 .0 0 a n d u n d e r $ 1 0 0 .0 0
1 0 0 . 0 0 a n d u n d e r $ 1 0 5 . 0 0 _____________________ _________________
1 0 5 . 0 0 a n d u n d e r $ 1 1 0 . 0 0 ____________________ ________ __________
1 1 0 . 0 0 a n d u n d e r $ 1 1 5 . 0 0 _______________________________________
1 1 5 . 0 0 a n d u n d e r $ 1 2 0 . 0 0 _______________________________________
1 2 0 . 0 0 a n d u n d e r $ 1 2 5 . 0 0 ___________________ ___________________
1 2 5 . 0 0 a n d u n d e r $ 1 3 0 . 0 0 ______ ____ ____________________ ____
1 3 0 . 0 0 and under $ 1 3 5 . 0 0 _______________________ ___ _
___

S ee fo o tn o te s

at end o f t a b le s .




~
-

-

6
1
2
1
3
1
3
1

4
1
1
-

3
1
1
-

3
1
3

-

-

*

-

1
-

-

3

"

-

-

-

2

“

1
1
-

-

-




T a b le B - 2 . S h if t d iffe r e n tia ls
( L a t e - s h i f t p a y p r o v i s i o n s f o r m a n u fa c t u r in g p l a n t w o r k e r s b y t y p e a n d a m o u n t o f p a y d i f f e r e n t i a l ,
T r e n t o n , N . J . , S e p t e m b e r 1 97 2)

(All^lantworkers in manufacturing = 100 percent)
Percent of manufacturing plantworkers—
Late-shift pay provision

In establishments having provisions 7
for late shifts
Se co nd shift

Third or other
shift

Actually working on late shifts
Se co nd shift

Third or other
shift

Total---------------------------------------

87.7

87.7

N o pay differential for w o r k on late shift------

0.8

0.8

P a y differential for w o r k on late shift---------

86.9

96.9

17.9

U n i f o r m cents (per ho ur )________________

39.8

39.0

8.6

3.0

5 c ents-------------------------------6 cents-------------------------------7 cents-------------------------------7 * 2 cents-----------------------------/
8 cents-------------------------------9 cents-------------------------------10 cents------------------------------11 cents------------------------------12 cents------------------------------13 cents------------------------------13l cents—
/3
------------------------14 cents_______________________________
15 cents------------------------------16 cents------------------------------17 cents------------------------------20 cents-------- -----------------------

3.9
1.7

-

-

8 .6

-

1.5
1.2
2.8
8.0

2.5
1.7
2.1
2.9
5.0
2.4
1.2
.8
12.1

.9
.5
1.6
.3
.6
.8
1.9

17.9
-

4 .4

_
4 .4

T y p e and a m o u n t of differential:

-

.9
.8
1.1
4.1
4.3

_

1 .1

-

.2
.2
.2
.5
-

-

.3
.4
.1
.1
.2
.2
.8

.1

.7

.8

.8

7.1
*

.1

-

U n i f o r m perc en ta ge----------------------

45.6

40.5

8 .9

4 percent-----------------------------5 percent------------------------------

6.3

.7

15.5

6 pe rc en t-----------------------------8 percent-----------------------------10 percent-----------------------------

6.1
17.7

12.5

4.6
1.0
-

2 8 .1

2 .7

Other formal pa y differential------------

1.5

See fo o tn o te a t en d o f t a b le s .

7.4

.3

.9

.
.4

.6
.5

17

T a b le B - 3 . S c h e d u le d w e e k ly h o u rs and d a y s
(Percent of plantworkers and officeworkers in all industries and in industry divisions b y scheduled weekly hours and days
of first-shift workers, Trenton, N.J., S e p t e m b e r 1972)
Plantworkers
W e e k l y hours and days

All industries

Officewprkers

Manufacturing

Public utilities

All industries

100

1
10
10

2
2

70
70

( 9)

-

-

7

1
28

1
1
34

-

100

1 00

100

100

342
/3 hours— 5 da ys_____________________________
3 5 h o u r s -------------------------------------------------------------- ------

1
2
2

3
3

-

5 d a y s ------------- - __________________________
5 Vz d a y s ------------------------------------------------------------------3 6 V hours— 5 days_____________________________
4
3 7 hours— 5 da ys --------------------------------------------------------3 7 Vz hours — 5 da ys ---------------------------------------------------3 8 hours — 4 days --------------------------------------------------------383
/4 hours — -5 days. ________________________________
4 0 hours — 5 days --------------------------------------------------------4 2 hours — 5 Vz days ----------------------------------------------------4 Z l hours ---- 5 days----------------------------h
4 4 hours — 5 Vz days_____________________________
4 5 hours — 5 Vz days- --- —
- — ----

See footnote at end of tables.




(9)
5
1
2

85
2

5
2
3
85
3

1

( 9)
1

-

"
-

Public utilities

100

All w o r k e r s ----------------------------------------------------------

-

Manufacturing

-

-

-

6

6

97

47

56
-

3

"
-

-

30

-

18

T a b le B - 4 . A n n u a l p a id h o lid a y s
( P e r c e n t o f p l a n t w o r k e r s a n d o f f i c e w o r k e r s in a l l in d u s t r i e s a n d in in d u s t r y d i v i s i o n s b y n u m b e r o f p a id h o l i d a y s , T r e n t o n , N . J . , S e p t e m b e r 1 972)

Plantworkers
It em

All w o r k e r s ________________________________
W o r k e r s in establishments providing
paid holidays__________________________________
W o r k e r s in establishments providing
no paid holidays------------------------------

All industries

Officeworkers

Manufacturing

Public utilities

All industries

100

100

100

100

100

100

98

100

100

99

100

100

2

Manufacturing

Public utilities

-

(*>

-

-

(9)
2
(9 )
3
4
(’ )
33
4
18
20
12
(9 )
3
1
(9 )

-

-

N u m b e r of days
1 holiday---------------------------------------6 holidays--------------------------------------6 holidays plus 2 half d a y s --------------------7 holidays_______________________________________
8 holidays_______________________________________
8 holidays plus 1 half da y ----------------------9 holidays--------------------------------------9 holidays plus 2 half d a y s --------------------10 holidays-------------------------------------11 holidays-------------------------------------12 holidays______________________________________
12 holidays plus 1 half d a y _____________________
13 holidays------ ------------------------------13 holidays plus 1 half d a y --------------------14 holidays--------------------------------------

1
6

-

-

7
8
1
33
5
24
2
3
n
8
1

5
3
1

6

39

8
30
2
n
1

a
1

9

37
8
40
"
“

4
(9 )
36
6
23
26
(9 )
(9)
4

2
2
1
68
1
26
-

“
(9 )

Total holiday t i m e 10
14 days__________________________________________
1 3 V 2 days or m o r e -----------------------------13 days or m o r e ________________________________
12 l days or m o r e -----------------------------h
12 days or m o r e --------------------- ------ ---11 days or m o r e -------------------------------10 days or m o r e -------------------------------9 days or m o r e _________________________________
8 V 2 days or m o r e -----------------------------8 days or m o r e --------------------------------7 days or m o r e --------------------------------6 days or m o r e _________________________________
1 da y or m o r e ----------------------------------

See footnotes at end of tables.




1
1
8
9
12
14
43
76
76
84
91
97
98

1
1

u

-

"
-

12
12

40

15
52
91
92
95
100
100
100

48
48
85
85
91
100
100
100

(9 )
1
3
3
15
35
57
91
91
94
98
98
99

(!)
(9 )
4
4
4

31
60
96
96
96
100
100
100

-

-

26
27
27
95
95
96
100
100
100

19

T a b le B -4 a . Id e n tific a tio n o f m a jo r p a id h o lid a y s
(Percent of plantworkers and officeworkers in all industries and in industry divisions by paid holidays, Trenton, N.J., S e p t e m b e r 1972)
Plantworkers
Holiday

All w o r k e r s -------------------------------N e w Year's D a y -------------------------------Lincoln's Birthday-----------------------------Washington's Birthday-------------------------G o o d F r i d a y --------------- --- ----------- Easter M o n d a y ---------------------------------M e m o r i a l D a y - --------------------------------Fourth of July---------------------------------L a b o r D a y ______________________________________
C o l u m b u s D a y ---------------------------------Veterans D a y ----------------------------------Election D a y -----------------------------------Thanksgiving D a y -----------------------------D a y after Thanksgiving------------------------C h ri st ma s E v e --------------------------------C h ri st ma s Eve, half da y ----------------------C h ri st ma s D a y --------------------------------All working days be tw ee n C h ri st ma s D a y
and N e w Year's E v e 11------------------------N e w Year's E v e -------------------------------N e w Year's Eve, half d a y ---------------------E m p l oy ee 's birthday— -------------------------Floating holiday, 1 day------------------------Floating holiday, 2 d a y s -----------------------

S e e f o o t n o t e s a t en d o f t a b l e s .




All industries

Manufacturing

Officeworkers
Public utilities

All industries

Manufacturing

Public utilities

100

100

100

100

100

96
3
36
65
18
95
96
97
9
6
9
97
47
36
6
94

98
(’ )
35
83
20
100
98
99
5
1
8
100
61
49
8
93

100
40
91
54

99
14
57
78
10
99
99
99
42
24
14
99
59
19
5
99

100
(’)
49
91
14
100
99
98
29
(’)
2
100
85
27
6
99

100
26
96
28

8
25
5
8
17
4

11
33
6
9
23
2

3
11
3
5
19
3

4
15
4
5
25
1

100

-

100
100
100
85
77
54
100
-

100
-

11
-

-

100
100
100
95
94
28
100
2
100
•
.
-

1
-

20

T a b le B - 5 . P a id v a c a tio n s
( P e r c e n t o f p l a n t w o r k e r s a n d o f f i c e w o r k e r s in a l l in d u s t r ie s a n d in in d u s t r y d i v i s i o n s b y v a c a t i o n p a y p r o v i s i o n s , T r e n t o n , N . J . , S e p t e m b e r 1972)

Officeworker s

Plantworkers
Vacation policy
All industries

All w o r k e r s --------------------

---

----

Manufacturing

Public utilities

All industries

Manufacturing

Public utilities

100

100

100

100

100

100

100
81
19

100
74
26

100
100
-

100
100
-

100
100
-

100
100

■

■

■

6
76
3
7

6
87
-

73
22
-

15
(9 )
85
-

5
95
-

M e t h o d of p a y m e n t
W o r k e r s in establishments providing
paid vacations--------------------------------Length-of-time p a y m e n t -------------------Percentage p a y m e n t ------------------------W o r k e r s in establishments providing
no paid vacations-----------------------------A m o u n t of vacation p a y 1
3
After 6 m o n t h s of service
U n d e r 1 w e e k ___________________________________
1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 w e e k s -----------------------------------------

_

19
31
3
-

24
33
1

45
32

-

-

63
13
18
3
2

63
18
12
4
3

23
69
9

13
(9 )
87
-

38
23
33
3
2

42
30
21
5
3

12
3
76

5
2
77
17
-

2
21
69
1
4
2

1
28
63
1
5
3

-

_

After 1 year of service
1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 w e e k s ----------------------------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ----------------------

-

-

After 2 years of service
1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 w e e k s ----------------------------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ----------------------

-

9

After 3 years of service
1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 w e e k s ----------------------------------------O v e r 2 and under 3 w e e k s ---------------------3 we e k s ----------------------------------------O v e r 3 and under 4 w e e k s ----------------------

3
88
-

9

V)

2
78
3
18
-

5
2
66
26
-

.. ...........
2
67
4
26
-

5
(9 )
95
-

-

2
(9 )
97
-

-

After 4 vears of service
1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 we ek s
O v e r 2 and under 3 w e e k s ---------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ----------------------

See footnotes at end of tables.




2
19
71
1
4
2

1

_

25

-

65
1
5
3

91
-

9

(9 )
2
78
3
18

_
2

67
4
26

2
-

98
-

21

T a b le B - 5 . P a id v a c a tio n s ----- C o n tin u e d
( P e r c e n t o f p l a n t w o r k e r s a n d o f f i c e w o r k e r s in a l l i n d u s t r i e s a n d in in d u s t r y d i v i s i o n s b y v a c a t i o n p a y p r o v i s i o n s ,

T ren ton ,

N. J . , S e p t e m b e r 1 97 2)

Officeworkers

Plantworkers
Vacation policy

All industries

Manufacturing

Public utilities

All industries

Manufacturing

Public utilities

A m o u n t of vacation p a y 1 3 - Continued
After 5 years of service
1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 we e k s ----------------------------------------O v e r 2 and under 3 w e e k s ---------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ----------------------

_

i
5
72
5
15
2

6
75
6
10
3

1
5
8
9
73
3
1

6
4
12
72
3
2

1
5
6
9
74
3
3

6
1
12
73
4
4

_
_
85
-

6
9

(9 )
69
1
30

.

_
63
_
37
*

2

_
97
_
1
-

After 10 years of service
1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 we ek s ----------------------------------------O v e r 2 and under 3 w e e k s ---------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 w e e k s -----------------------------------------

_

_
91
9
-

_

_

11
(9 )
65
3
21

3
(9)
62
4
31

_
2
_
98
•_
-

After 12 years of service
1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------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 -------------------------------------- -—
O v e r 3 and under 4 w e e k s ---------------------4 w e e k s ----------------------------- ------------

_

_
91
9
-

_

_

10
(9 )
66
3
21

(9 )
( )
9
64
4
31

_
_
2
98
_
-

After 15 years of service
1 w e e k -----------------------------------------2 w e e k s ----------------------------------------3 weeks ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 w e e k s _________________________________________
O v e r 4 and under 5 w e e k s ---------------------5 w e e k s _________________________________________

1
6
62
5
25
(9 )
1

_
1
59
7
32

_
91
-

1

9
-

_

_

-

_
3
58
3
37

_
(9 )
43
3
54

_
2
98
_
_
-

-

-

-

-

*

_

_

(9 )
5
57
37

2
7
90
1

After 20 years of service
1 w e e k -----------------------------------------2 w e e k s ----------------------------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 we e k s ----------------------------------------O v e r 4 and under 5 w e e k s ---------------------5 w e e k s -----------------------------------------

1
6
22
2
65
(’ )
4

1
16
3
75
5

1
6
16
2
44
4
27

1
9
3
57
4
26

-

9
75
9
8

_
2
15
58
24

After 25 years of service
1 w e e k -----------------------------------------2 w e e k s ----------------------------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 w e e k s ----------------------------------------O v e r 4 and under 5 w e e k s ------------- ------ —
5 w e e k s ----------------------------------------See footnotes at end of tables,




.

.

9
6
9
76

_
2
5
45
3
44

_
(9 )
3
45
3
48

.
2
7
1
89

22

T a b le B - 5 . P a id v a c a tio n s -----C o n tin u e d
( P e r c e n t o f p l a n t w o r k e r s a n d o f f i c e w o r k e r s in a ll in d u s t r i e s a n d in in d u s t r y d i v i s i o n s b y v a c a t i o n p a y p r o v i s i o n s , T r e n t o n , N . J . , S e p t e m b e r 1972)

Plantworkers

Officeworkers

Vacation policy
All industries

Manufacturing

Public utilities

All industries

Manufacturing

Public utilities

A m o u n t of vacation pay 13— Continued

After 30 years of service
1 w e e k -----------------------------------------2 we e k s ----------------------------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 w e e k s ----------------------------------------O v e r 4 and under 5 w e e k s ---------------------5 we e k s ----------------------------------------6 we e k s -----------------------------------------

i
6
16
2
30
4
40
1

_

_

_

_

i

9

2
5

( )
9

9
3

_

3

2
7

-

-

-

-

37
4
44
2

6

37
2
51

32
3
58

2

3

1
89
-

9

76
-

M a x i m u m vacation available
1 w e e k ------------------------------------------2 we e k s ----------------------------------------3 we e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 we ek s ----------------------------------------O v e r 4 and under 5 w e e k s ---------------------5 we e k s ----------------------------------------6 we e k s ----------------------------------------O v e r 6 w e e k s -----------------------------------

_

1
6
16
2
30

1
9
3
37

4
40

4
44

1

2

_
9

6
9

76
-

_
2
5
37
2
51

1
1

_

_

(9 )
3
32
3
58

2
7
-

2

1

89
-

1

See footnotes at end of tables.




I

T a b le B -6 .

H e a lth , in s u ra n c e , and p e n s io n p la n s

(Percent of plantworkers and officeworkers in all industries and in industry divisions e m p l o y e d in establishments providing
health, insurance, or pension benefits, Trenton, N. J. , S e p t e m b e r 1972)
Officeworkers

Plantworkers
T y p e of benefit and
financing1
4

All w o r k e r s --------------------------------

W o r k e r s in establishments providing at
least 1 of the benefits s h o w n b e l o w _

All industries

Manufacturing

100

100

Public utilities

All industries

Manufacturing

Public utilities

100

100

100

100

100

100

100

100

100

100

Life in su ra nc e-----------------------------Noncontributory pl an s------------------Accidental death and d i s m e m b e r m e n t
insurance---------------------------------Noncontributory pl an s------------------Sickness and accident insurance or
sick leave or bo th15-----------------------

95
90

99
99

100
68

99
78

99
91

100
79

68
66

74
74

61
61

62
53

63
55

78
78

63

62

94

92

96

97

Sickness and accident insurance--------Noncontributory pl an s ---------------Sick leave (full pay and no
waiting period)------------------------Sick leave (partial pay or
waiting period)--------------------------

50
50

58
58

46
46

66
53

86
66

23
23

20

13

43

67

87

27

5

3

37

14

3

68

L o n g - t e r m disability insurance------------Noncontributory pl an s------------------Hospitalization insurance------------------Noncontributory pl an s------------------Surgical insurance-------------------------Noncontributory plans------------------Medical insurance-------------------------Noncontributory pl an s------------------M a j o r me di ca l insu ra nc e------------------Noncontributory plans------------------Dental i n su ra nc e---------------------------Noncontributory pl an s------------------Retirement pension__________________________
Noncontributory pl a n s -------------------

30
22
99
89
99
89
97
88
47
43
3
3
91
78

36
25
100
92
100
92
99
92
48
47
3
3
98
82

39
39
100
100
100
100
100
100
75
75
6
6
94
87

50
13
99
71
99
71
99
70
90
58
1
1
88
49

69
14
100
62
100
62
100
62
88
46
i
i
89
42

22
22
100
100
100
100
100
100
97
97
-

S e e f o o t n o t e s a t e n d o f t a b le s .




-

97
96

24

F o o tn o te s
A ll of th ese

standard footnotes m ay not apply to this bu lletin .

1 Standard hours r e fle c t the w orkw eek for which em p lo y ee s r e c e iv e their reg u lar s tr a ig h t-tim e s a la r ie s (e x c lu siv e of pay fo r o vertim e
at regu lar a n d /o r p re m iu m r a t e s ), and the earnings co rresp o n d to th ese w eekly h o u r s.
2 The m ean is com puted for each job by totaling the earnings of a ll w o rk ers and dividing by the num ber o f w o r k e r s . The m edian
design ates position— h alf of the em p lo y e e s su rveyed r e c e iv e m o r e than the rate shown; half r e c e iv e le s s than the rate shown.
The m iddle
range is defined by 2 ra tes of pay; a fourth of the w o rk ers earn le s s than the low er of th ese ra te s and a fourth earn m o r e than the higher ra te .
3 E xclu des p re m iu m pay for o v ertim e and for w ork on w eek en d s, h o lid a y s, and late sh ifts.
4
T h e se s a la r ie s rela te to fo r m a lly esta b lish e d m in im u m startin g (hiring) reg u lar s tr a ig h t-tim e s a la r ie s that a re paid for standard
w o rk w eek s.
5 E xclu des w o rk ers in s u b c le r ic a l jo b s such as m e s s e n g e r .
6
Data a re p rese n te d for a ll standard w orkw eeks com b in ed, and for the m o st com m on standard w orkw eeks rep o rted .
7 Includes a ll plan tw o rk ers in esta b lish m en ts c u rren tly operating late sh ifts, and e sta b lish m en ts w hose fo r m a l p ro v isio n s cov er late
s h ifts, even though the e sta b lish m en ts w ere not cu rren tly operating late sh ifts.
8
L e s s than 0 .0 5 p e rce n t.
9
L e s s than 0 .5 p e rce n t.
10 A ll com bin ation s of fu ll and h alf days that add to the sa m e amount are com bin ed; for ex a m p le , the proportion of w o rk ers receiv in g a
total of 9 days in clu des th ose with 9 fu ll days and no h alf d a y s, 8 fu ll days and 2 half d a y s, 7 fu ll days and 4 h alf d a y s, and so on. P rop ortion s
then w ere cum ulated.
1 T h e se days a re provided as part of a C h ristm a s—
1
New Y e a r holiday p eriod which ty p ica lly begins with C h ristm a s E ve and ends with
New Y e a r 's D ay. Such a holiday p eriod is com m on in the a u to m o b ile, a e r o s p a c e , and fa r m im p lem en t in d u s trie s . B eca u se of y e a r -t o -y e a r
variation in the num ber of w orkdays during the p e rio d , pay fo r a Sunday in D e c e m b e r , frequ ently r e fe r r e d to as a "b o n u s h o l i d a y ," m ay be
provided to eq u a lize each y e a r 's total holiday pay.
12 " F lo a t in g " holidays v a ry fr o m y ear to y ear accord in g to em p lo y er or em p loy ee c h o ic e.
13 Includes paym ents other than "le n g th of t i m e , " such as p ercen ta ge of annual earnin gs or fla t -s u m p a y m e n ts, con v erted to an equivalent
tim e b a s is ; for e x a m p le , 2 percen t of annual earnings was co n sid e red as 1 w e e k 's pay. P e rio d s of s e r v ic e are ch osen a r b itr a r ily and do not
n e c e s s a r ily r e fle c t individual p ro v isio n s for p r o g r e s s io n ; fo r e x a m p le , changes in p ro portion s at 10 y e a r s include changes betw een 5 and 10
y e a r s . E s tim a te s a re cu m u lative. T h u s, the proportion elig ib le for at le a s t 3 w e e k s ' pay after 10 y e a r s in clu des th ose elig ib le for at le a st 3
w eeks.' pay a fter few er y e a r s of s e r v ic e .
14 E s tim a te s liste d a fter type of ben efit a re for a ll plans for which at le a st a part of the cost is borne by the e m p lo y e r . "N o n con trib u to ry
p la n s " include only th ose financed en tire ly by the e m p lo y e r .
E xclu ded a re le g a lly req u ired p la n s, such as w o r k m e n 's com p en sation , s o c ia l
se c u r ity , and r a ilr o a d r e tir e m e n t.
1 Unduplicated total of w o rk e rs re c e iv in g sick leav e or sic k n e ss and accident in su ran ce shown s ep a ra tely b elo w . Sick le a v e plans are
lim ite d to th ose which d efin itely e sta b lish at le a st the m in im u m num ber of d a y s ' pay that each em p loy ee can ex p ect.
In form al sick leave
allow an ces d eterm in ed on an individual B a sis a r e excluded.




A p p e n d ix . O c c u p a tio n a l D e s c r ip tio n s
T h e p r i m a r y purpose of preparing job descriptions for the Bureau's w a g e surveys is to assist its field staff in classifying into appropriate
occupations w o r k e r s w h o are e m p l o y e d under a variety of payroll titles and different w o r k a r r a ng em en ts f r o m establishment to establishment and
f r o m area to area. This permits the grouping of occupational w a g e rates representing c o mp ar ab le job content. B e ca us e of this em ph a s i s on
interestablishment and interarea comparability of occupational content, the Bureau's job descriptions m a y differ significantly f r o m those in use in
individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed
to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-time, temporary, and probationary workers.

OFFICE
C L E R K , A C C O U N T I N G — Continued

BILLER, M A C H I N E
Prep ar es statements, bills, and invoices on a m a c h i n e other than an ordinary or electromatic typewriter. M a y also keep records as to billings or shipping charges or p e r f o r m other
clerical w o r k incidental to billing operations. F o r w a g e study purposes, billers, machine, are
classified by type of machine, as follows:
Biller, m a c h i n e (billing m a c h i n e ) . U s e s a special billing m a c h i n e (combination typing
and adding machine) to prepare bills and invoices f r o m customers' purchase orders, inter­
nally pr epared orders, shipping m e m o r a n d u m s , etc. Usually involves application of p r e ­
determined discounts and shipping charges and entry of necessary extensions, which m a y or
m a y not be c o m p u t e d on the billing machine, and totals which are automatically accumulated
by machine. T h e operation usually involves a large n u m b e r of carbon copies of the bill being
prepared and is often done on a fanfold machine.
Biller, m a c h i n e (bookkeeping m a c h i n e ) . U s e s a bookkeeping m a c h i n e (with or without
a typewriter keyboard) to prepare customers' bills as part of the accounts receivable o p e r a ­
tion. Generally involves the simultaneous entry of figures on customers' ledger record. T h e
m a c h i n e automatically accumulates figures on a n u m b e r of vertical c o lu mn s and c o mp ut es
and usually prints automatically the debit or credit balances. Do es not involve a kn o w l ­
edge of bookkeeping.
W o r k s f r o m uniform and standard types of sales and credit slips.
BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping m a c h i n e (with or without a typewriter keyboard) to keep a record
of business transactions.
Class A. K e e p s a set of records requiring a knowledge of and experience in basic
bookkeeping principles, and familiarity with the structure of the particular accounting sy st em
used. De te rm in es proper records and distribution of debit and credit items to be used in each
phase of the work.
M a y prepare consolidated reports, balance sheets, and other records
by hand.
Class B. K e e p s a record of one or m o r e phases or sections of a set of records usually
requiring little knowledge of basic bookkeeping. Ph as es or sections include accounts payable,
payroll, customers' accounts (not including a simple type of billing described under biller,
machine), cost distribution, expense distribution, inventory control, etc. M a y check or assist
in preparation of trial balances and prepare control sheets for the accounting department.
CLERK, ACCOUNTING
P e r f o r m s one or m o r e accounting clerical tasks such as posting to registers and ledgers;
reconciling bank accounts; verifying the internal consistency, completeness, and mathematical
accuracy of accounting documents; assigning prescribed accounting distribution codes; examining
and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.;
or preparing simple or assisting in preparing m o r e complicated journal vouchers. M a y w o r k
in either a m a n u a l or automated accounting system.
T h e w o r k requires a knowledge of clerical m e t h o d s and office practices and procedures
which relates to the clerical processing and recording of transactions and accounting information.
With experience, the w o r k e r typically b e c o m e s familiar with the bookkeeping and accounting t e r m s
and procedures used in the assigned work, but is not required to have a knowledge of the formal
principles of bookkeeping and accounting.




Positions are classified into levels on the basis of the following definitions.
Class A . U n d e r general supervision, p e r f o r m s accounting clerical operations which
require the application of experience and judgment, for example, clerically processing c o m ­
plicated or nonrepetitive accounting transactions, selecting a m o n g a substantial variety of
prescribed accounting codes and classifications, or tracing transactions through previous
accounting actions to determine source of discrepancies. M a y be assisted by one or m o r e
class B accounting clerks.
Class B . U n d e r close supervision, following detailed instructions and standardized pr o ­
cedures, p e r f o r m s one or m o r e routine accounting clerical operations, such as posting to
ledgers, cards, or worksheets w h e r e identification of items and locations of postings are
clearly indicated; checking accuracy and completeness of standardized and repetitive records
or accounting documents; and coding d o cu me nt s using a few prescribed accounting codes.
CLERK,

FILE

Files, classifies, and retrieves material in an established filing system. M a y p e r f o r m
clerical and m a n u a l tasks required to maintain files. Positions are classified into levels on the
basis of the following definitions.
Class A . Classifies and indexes file material such as correspondence, reports, tech­
nical documents, etc., in an established filing sy st em containing a n u m b e r of varied subject
matter files. M a y also file this material. M a y keep records of various types in conjunction
with the files. M a y lead a small group of lower level file clerks.
Class B . Sorts, codes, and files unclassified material by simple (subject matter) he a d ­
ings or partly classified material by finer subheadings. Prep ar es simple related index and
cross-reference aids. A s requested, locates clearly identified material in files and for­
w a r d s material. M a y p e r f o r m related clerical tasks required to maintain and service files.
Class C . P e r f o r m s routine filing of material that has already been classified or which
is easily classified in a simple serial classification sy s t e m (e.g., alphabetical, chronological,
or numerical). A s requested, locates readily available material in files and forwards m a ­
terial; and m a y fill out withdrawal charge. M a y p e r f o r m simple clerical and m a n u a l tasks
required to maintain and service files.
CLERK, OR D E R
Receives customers' orders for material or m e r c h a n d i s e by mail, phone, or personally.
Duties involve any combination of the following: Quoting prices to customers; m a k i n g out an order
sheet listing the items to m a k e up the order; checking prices and quantities of items on order
sheet; and distributing order sheets to respective departments to be filled. M a y check with credit
department to determine credit rating o( customer, acknowledge receipt of orders f r o m customers,
follow up orders to see that they have been filled, keep file of orders received, and check shipping
invoices with original orders.
CLERK,

PAYROLL

C o m p u t e s w a g e s of c o m p a n y e m pl oy ee s and enters the necessary data on the payroll
sheets. Duties involve: Calculating workers' earnings based on time or production records; and
posting calculated data on payroll sheet, showing information such as worker's na m e , working
days, time, rate, deductions for insurance, and total w a g e s due. M a y m a k e out paychecks and
assist p a y m a s t e r in m a k i n g up and distributing pay envelopes. M a y use a calculating machine.

NOTE:
Since the last survey in this area, the B u r e a u has (1) discontinued collecting data for C o m p t o m e t e r operators, (2) changed
the electronics technicians classification f r o m a single level to a three level job, and (3) begun collecting data for w a r e h o u s e m e n .

26
KEYPUNCH OPERATOR

S E C R E T A R Y — Continued

Operates a keyp un ch m a c h i n e
tabulating cards or on tape.

to record or verify alphabetic

and/or n u m e r i c

data on

Positions are classified into levels on the basis of the following definitions.
Class A . W o r k requires the application of experience and ju dgment in selecting p r o c e ­
dures to be followed and in searching for, interpreting, selecting, or coding items to be
ke yp un ch ed f r o m a variety of source documents. O n occasign m a y also p e r f o r m s o m e routine
k e yp un ch work.
M a y train inexperienced k e yp un ch operators.

N O T E : T h e t e r m "corporate officer, " used in the level definitions following, refers to
those officials w h o have a significant corporate-wide policymaking role with regard to m a j o r
c o m p a n y activities. T h e title "vice president," though no rmally indicative of this role, does not
in all cases identify such positions. Vice presidents w h o s e p r i m a r y responsibility is to act p e r ­
sonally on individual cases or transactions (e.g., approve or deny individual loan or credit actions;
administer individual trust accounts; directly supervise a clerical staff) are not considered to be
"corporate officers" for purposes of applying the following level definitions.
Class A
1. Secretary to the c h a i r m a n of the board or president of a c o m p a n y that employs, in
all, over 100 but fewer than 5,000 pe rs on s; or*
1

Class B . W o r k is routine and repetitive. U n d e r close supervision or following specific
procedures or instructions, w o r k s f r o m various standardized source do c u m e n t s which have
been coded, and follows specified procedures w hich have been prescribed in detail and require
little or no selecting, coding, or interpreting of data to be recorded. Refers to supervisor
p r o b l e m s arising f r o m erroneous items or codes or missing information.

2. Secretary to a corporate officer (other than the c h a i r m a n of the board or president)
of a c o m p a n y that employs, in all, over 5,000 but fewer than 25,000 p e rs on s; or
3. Secretary to the head, im mediately below the corporate officer level, of a m a j o r
s e g m e n t or subsidiary of a c o m p a n y that employs, in all, over 25,000 p e r s o n s .
Class B

M E S S E N G E R (Office B o y or Girl)
P e r f o r m s various routine duties such as running errands, operating m i n o r office m a ­
chines such as sealers or mailers, opening and distributing mail, and other m i n o r clerical work.
Exclude positions that require operation of a m o t o r vehicle as a significant duty.
SECRETARY
As signed as personal secretary, n o rm al ly to one individual. Maintains a close and highly
responsive relationship to the day-to-day w o r k of the supervisor. W o r k s fairly independently re­
ceiving a m i n i m u m of detailed supervision and guidance. P e r f o r m s varied clerical and secretarial
duties, usually including m o s t of the following:
a. Receives telephone calls, personal callers, and incoming mail,
inquires, and routes technical inquiries to the proper persons;

answers

b.

Establishes, maintains,

c.

Relays m e s s a g e s f r o m supervisor to subordinates;

2. Secretary to a corporate officer (other than the c h a i r m a n of the board or president)
of a c o m p a n y that employs, in all, over 100 but fewer than 5,000 p e rs on s; or
3. Secretary to the head, im mediately below the officer level, over either a m a j o r
corporate-wide functional activity (e.g., marketing, research, operations, industrial rela­
tions, etc.) o r a m a j o r geographic or organizational s e g m e n t (e.g., a regional headquarters;
a m a j o r division) of a c o m p a n y that employs, in all, over 5,000 but fewer than 25,000
e m p l o y e e s ; or
4. Secretary to the head of an individual plant, factory, etc. (or other equivalent level
of official) that employs, in all, over 5,000 p e r s o n s ; or
5. Secretary to the head of a large and important organizational s e g m e n t (e.g., a middle
m a n a g e m e n t supervisor of an organizational s e g m e n t often involving as m a n y as several
hundred persons) or a c o m p a n y that employs, in all, over 25,000 p e r s o n s .

Maintains the supervisor's calendar and m a k e s appointments as instructed;

d.

routine

1. Secretary to the c h a i r m a n of the board or president of a c o m p a n y that employs, in
all, fewer than 100 p e r s o n s ; or

and revises the supervisor's files;
Class C

e. R e v i e w s correspondence, m e m o r a n d u m s , and reports pr epared
supervisor's signature to assure procedural and typographic accuracy;
f
.

by

others for the

1. Secretary to an executive or managerial person w h o s e responsibility is not equivalent
to one of the specific level situations in the definition for class B, but w h o s e organizational
unit no rmally n u m b e r s at least several dozen e m pl oy ee s and is usually divided into organiza­
tional s e gm en ts w hich are often, in turn, further subdivided. In s o m e companies, this level
includes a wide range of organizational echelons; in others, only one or two; o r
2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level
of official) that employs, in all, fewer than 5,000 p e r s o n s .

P e r f o r m s stenographic and typing work.

M a y also p e r f o r m other clerical and secretarial tasks of co mp a r a b l e nature and difficulty.
T h e w o r k typically requires knowledge of office routine and understanding of the organization,
p r o g r a m s , and procedures related to the w o r k of the supervisor.

Exclusions
Not all positions that are titled "secretary" possess the above characteristics.
of positions which are excluded f r o m the definition are as follows:

Examples

Class D
1. Secretary to the supervisor or head of a small organizational unit (e.g., fewer than
about 25 or 30 persons); o £
2. Secretary to a nonsupervisory staff specialist, professional employee, administra­
tive officer, or assistant, skilled technician or expert. ( N O T E :
M a n y comp an ie s assign
stenographers, rather than secretaries as described above, to this level of supervisory or
nonsupervisory worker.)
STENOGRAPHER

a.

Positions

which

do

not m e e t

the

"personal"

secretary concept

b.

described

above;

Stenographers not fully trained in secretarial type duties;

c. Stenographers serving as office assistants to a group of professional, technical, or
manage ri al persons;
d. Secretary positions in which the duties are either substantially m o r e routine or
substantially m o r e c o m p l e x and responsible than those characterized in the definition;

P r i m a r y duty is to take dictation using shorthand, and to transcribe the dictation. M a y
also type f r o m written copy. M a y operate f r o m a stenographic pool. M a y occasionally transcribe
f r o m voice recordings (if p r i m a r y duty is transcribing f r o m recordings, see Transcribing-Machine
Operator, General).
N O T E : This job is distinguished f r o m that of a secretary in that a secretary no rmally
works, in a confidential relationship with only one m a n a g e r or executive and pe rf o r m s m o r e
responsible and discretionary tasks as described in the secretary job definition.
Stenographer, General

e. Assistant type positions which involve m o r e difficult or m o r e
nical, administrative, supervisory, or specialized clerical duties which
secretarial work.




responsible tech­
are not typical of

Dictation involves a n o r m a l routine vocabulary. M a y maintain files, keep simple records,
or p e r f o r m other relatively routine clerical tasks.

27
S T E N O G R A P H E R — C o n t in u e d

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 l e c t r i c A c c o u n t i n g M a c h in e O p e r a t o r ) — C on tin u e d

Stenographer, Senior

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

Dictation involves a varied technical or specialized vocabulary such as in legal briefs
or reports on scientific research. M a y also set up and maintain files, keep records, etc.
OR
P e r f o r m s stenographic duties requiring significantly greater independence and r e sp on­
sibility than stenographer, general, as evidenced by the following:
W o r k requires a high
degree of stenographic speed and accuracy; a thorough working knowledge of general business
and office procedure; and of the specific business operations, organization, policies, p r o c e ­
dures, files, workflow, etc. U s e s this knowledge in performing stenographic duties and
responsible clerical tasks such as maintaining followup files; assembling material for reports,
m e m o r a n d u m s , and letters; co m p o s i n g simple letters f r o m general instructions; reading and
routing incoming mail; and answering routine questions, etc.
SWITCHBOARD OPERATOR
Class A . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. P e r f o r m s full telephone information service or handles
c o m p l e x calls, such as conference, collect, overseas, or similar calls, either in addition to
doing routine w o r k as described for switchboard operator, class B, or as a full-time
assignment. ("Full" telephone information service occurs w h e n the establishment has varied
functions that are not readily understandable for telephone information purposes, e.g., because
of overlapping or interrelated functions, and consequently present frequent p r o b l e m s as to
which extensions are appropriate for calls.)
Class B . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. M a y handle routine long distance calls and record tolls.
M a y p e r f o r m limited telephone information service. ("Limited" telephone information service
occurs if the functions of the establishment serviced are readily understandable for telephone
information purposes, or if the requests are routine, e.g., giving extension n u m b e r s w h e n
specific n a m e s are furnished, or if c o m p l e x calls are referred to another operator.)
T h e s e classifications do not include switchboard operators in telephone c o mp an ie s w h o
assist c u st om er s in placing calls.
SWITCHBOARD OPERATOR-RECEPTIONIST
In addition to performing duties of operator on a single-position or monitor-type switch­
board, acts as receptionist and m a y also type or p e r f o r m routine clerical w o r k as part of regular
duties. This typing or clerical w o r k m a y take the m a j o r part of this worker's time while at
switchboard.
TABULATING-MACHINE OPERATOR

(Electric Accounting M a c h i n e Operator)

Operates one or a variety of m a c h i n e s such as the tabulator, calculator, collator, inter­
preter, sorter, reproducing punch, etc. Excluded f r o m this definition are working supervisors.
Also excluded are operators of electronic digital computers, even though they m a y also operate
E A M equipment.

Class A . P e r f o r m s complete reporting and tabulating assignments including devising
difficult control panel wiring under general supervision. A s si gn me nt s typically involve a
variety of long and c o m p l e x reports which often are irregular or nonrecurring, requiring
s o m e planning of the nature and sequencing of operations, and the use of a variety of m a ­
chines. Is typically involved in training n e w operators in m a c h i n e operations or training
lower level operators in wiring f r o m di ag r a m s and in the operating sequences of long and
c o m p l e x reports.
Do es not include positions in which wiring responsibility is limited to
selection and insertion of pr ewired boards.
Class B . P e r f o r m s w o r k according to established procedures and under specific in­
structions. As s i g n m e n t s typically involve complete but routine and recurring reports or parts
of larger and m o r e c o m p l e x reports. Operates m o r e difficult tabulating or electrical a c ­
counting m a c h i n e s such as the tabulator and calculator, in addition to the simpler ma ch i n e s
used by class C operators. M a y be required to do s o m e wiring f r o m diagrams. M a y train
n e w e m pl oy ee s in basic m a c h i n e operations.
Class C . U n d e r specific instructions, operates simple tabulating or electrical accounting
m a c h i n e s such as the sorter, interpreter, reproducing punch, collator, etc. A s s i gn me nt s
typically involve portions of a w o r k unit, for example, individual sorting or collating runs,
or repetitive operations. M a y p e r f o r m simple wiring f r o m diagrams, and do s o m e filing work.
TRANSCRIBING-MACHINE

OPERATOR,

GENERAL

P r i m a r y duty is to transcribe dictation involving a n o r m a l routine vocabulary fr o m
transcribing-machine records.
M a y also type f r o m written copy and do simple clerical work.
W o r k e r s transcribing dictation involving a varied technical or specialized vocabulary such as
legal briefs or reports on scientific research are not included. A w o r k e r w h o takes dictation
in shorthand or by Stenotype or similar m a c h i n e is classified as a stenographer.
TYPIST
U s e s a typewriter to m a k e copies of various materials or to m a k e out bills after calcula­
tions have been m a d e by another person. M a y include typing of stencils, mats, or similar m a t e ­
rials for use in duplicating processes. M a y do clerical w o r k involving little special training, such
as keeping simple records, filing records and reports, or sorting and distributing incoming mail.
Class A . P e r f o r m s one or m o r e of the following: Typing material in final f o r m w h e n
it involves combining material f r o m several sources: or responsibility for correct spelling,
syllabication, punctuation, etc., of technical or unusual w o r d s or foreign language m a t e ­
rial; or planning layout and typing of complicated statistical tables to maintain uniformity
and balance in spacing. M a y type routine f o r m letters, varying details to suit circumstances.
Class B . P e r f o r m s one or m o r e of the following: C o p y typing f r o m rough or clear
drafts; or routine typing of forms, insurance policies, etc.; or setting up simple standard
tabulations; or copying m o r e c o m p l e x tables already set up and spaced properly.

P R O F E S S IO N A L A N D T E C H N IC A L
COMPUTER

COMPUTER

OPERATOR

Monitors and operates the control console of a digital c o mp ut er to process data according
to operating instructions, usually prepared by a pr og r a m e r . W o r k includes m o s t of the following:
Studies instructions to determine equipment setup and operations; loads equipment with required
items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts
and operates computer; m a k e s adjustments to c o m p u t e r to correct operating p r o b l e m s and m e e t
special conditions; reviews errors m a d e during operation and determines cause or refers p r ob le m
to supervisor or p r og ra me r; and maintains operating records. M a y test and assist in correcting
pr og r a m .
F o r w a g e study purposes,

co mp u t e r operators are classified as follows:

Class A. Operates independently, or under only general direction, a c o m p u t e r running
p r o g r a m s with m o s t of the following characteristics:
N e w p r o g r a m s are frequently tested
and introduced; scheduling requirements are of critical importance to m i n i m i z e downtime;
the p r o g r a m s are of c o m p l e x design so that identification of error source often requires a
working knowledge of the total p r o g r a m , and alternate p r o g r a m s m a y not be available. M a y
give direction and guidance to lower level operators.
Class B . Operates independently, or under only general direction, a c o m p u t e r running
p r o g r a m s with m o s t of the following characteristics: M o s t of the p r o g r a m s are established
production runs, typically run on a regularly recurring basis; there is little or no testing




O P E R A T O R — Continued

of n e w p r o g r a m s required; alternate p r o g r a m s are provided in case original p r o g r a m needs
m a j o r change or cannot be corrected within a reasonable time.
In c o m m o n error situa­
tions, diagnoses cause and takes corrective action. This usually involves applying previously
p r o g r a m e d corrective steps, or using standard correction techniques.
OR
Operates under direct supervision a co mp u t e r running p r o g r a m s or se gments of p r o g r a m s
with the characteristics described for class A. M a y assist a higher level operator by inde­
pendently performing less difficult tasks assigned, and performing difficult tasks following
detailed instructions and with frequent review of operations performed.
Class C . W o r k s on routine p r o g r a m s under close supervision.
Is expected to develop
working knowledge of the co mp u t e r equipment used and ability to detect p r ob le ms involved in
running routine p r o g r a m s . Usually has received s o m e formal training in c o mp ut er operation.
M a y assist higher level operator on c o m p l e x p r og ra ms .
COMPUTER

PROGRAMER,

BUSINESS

Converts statements of business problems, typically prepared by a systems analyst, into
a sequence of detailed instructions which are required to solve the p r o b l e m s by automatic data
processing equipment. W o rk in g fr o m charts or diagrams, the p r o g r a m e r develops the precise in­
structions which, w h e n entered into the c o m p u t e r sy st em in coded language, cause the manipulation

28
COM PU TER

P R O G R A M E R , B U S IN E S S — C o n t in u e d

C O M PU TER SYSTEM S A N A LYST,

of data to achieve desired results. W o r k involves m o s t of the following: Applies knowledge of
c o m p u t e r capabilities, ma th em at ic s, logic e m p l o y e d by computers, and particular subject matter
involved to analyze charts and d i a g r a m s of the p r o b l e m to be pr og r a m e d ; develops sequence
of p r o g r a m steps; writes detailed flow charts to s h o w order in which data will be processed;
converts these charts to coded instructions for m a c h i n e to follow; tests and corrects p r og ra ms ;
prepares instructions for operating personnel during production run; analyzes, reviews, and alters
p r o g r a m s to increase operating efficiency or adapt to n e w requirements; maintains records of
p r o g r a m develo pm en t and revisions. ( N O T E : W o r k e r s p e rf or mi ng both s y st em s analysis and p r o ­
g r a m i n g should be classified as sy st em s analysts if this is the skill used to determine their pay.)
Do e s not include e m pl oy ee s primarily responsible for the m a n a g e m e n t or supervision of
other electronic data processing employees, or p r o g r a m e r s primarily concerned with scientific
and/or engineering problems.
F o r w a g e study purposes, p r o g r a m e r s are classified as follows:
Class A. W o r k s independently or under only general direction on c o m p l e x p r o b l e m s which
require c o m p e t e n c e in all phases of p r o g r a m i n g concepts and practices. W o rk in g f r o m dia­
g r a m s and charts which identify the nature of desired results, m a j o r processing steps to be
accomplished, and the relationships be tw ee n various steps of the p r o b l e m solving routine;
plans the full range of p r o g r a m i n g actions n e eded to efficiently utilize the c o m p u t e r s y st em
in achieving desired end products.
At this level, p r o g r a m i n g is difficult because c o m p u t e r equipment m u s t be organized to
produce several interrelated but diverse products f r o m n u m e r o u s and diverse data elements.
A wide variety and extensive n u m b e r of internal processing actions m u s t occur. This requires
such actions as de velopment of c o m m o n operations which can be reused, establishment of
linkage points be tw ee n operations, adjustments to data w h e n p r o g r a m requirements exceed
c o m p u t e r storage capacity, and substantial manipulation and resequencing of data elements
to f o r m a highly integrated p r o g r a m .
M a y provide functional direction to lower level p r o g r a m e r s w h o are assigned to assist.
Class B.
p rogram s,

or

Works
on

independently or

s im p le

se g m e n ts

under

o f c o m p le x

only general direction on
p rogram s.

P rogram s

(o r

relatively simple
se g m e n ts)

u s u a lly

process information to produce data in two or three varied sequences or formats. Reports
and listings are pr oduced by refining, adapting, arraying, or m a k i n g m i n o r additions to or
deletions f r o m input data which are readily available.
While n u m e r o u s records m a y be
processed, the data have been refined in prior actions so that the accuracy and sequencing
of data can be tested by using a fe w routine checks. Typically, the p r o g r a m deals with
routine record-keeping type operations.
OR
W o r k s on c o m p l e x p r o g r a m s (as described for class A) under close direction of a higher
level p r o g r a m e r or supervisor.
M a y assist higher level p r o g r a m e r by independently p e r ­
forming less difficult tasks assigned, and pe rforming m o r e difficult tasks under fairly close
direction.
M a y guide or instruct lower level pr o g r a m e r s .
Class C. M a k e s practical applications of p r o g r a m i n g practices and concepts usually
learned in formal training courses. A s s i g n m e n t s are designed to develop c o m p e t e n c e in the
application of standard procedures to routine problems. Receives close supervision on n e w
aspects of assignments; and w o r k is reviewed to verify its accuracy and c o nf or ma nc e with
required procedures.
COMPUTER

SYSTEMS ANALYST,

BUSINESS

Analyzes business p r o b l e m s to formulate procedures for solving t h e m by use of electronic
data processing equipment. Develops a complete description of all specifications needed to enable
p r o g r a m e r s to prepare required digital c o m p u t e r pr o g r a m s . W o r k involves m o s t of the following:
Analyzes subject-matter operations to be automated and identifies conditions and criteria required
to achieve satisfactory results; specifies n u m b e r and types of records, files, and do c u m e n t s to
be used; outlines actions to be p e r f o r m e d by personnel and comp ut er s in sufficient detail for
presentation to m a n a g e m e n t and for p r o g r a m i n g (typically this involves preparation of w o r k and
data flow charts); coordinates the de velopment of test p r o b l e m s and participates in trial runs of
n e w and revised systems; and r e c o m m e n d s equipment changes to obtain m o r e effective overall
operations. ( N O T E : W o r k e r s performing both s y st em s analysis and pr o g r a m i n g should be clas­
sified as s y st em s analysts if this is the skill used to determine their pay.)
Do e s not include e m pl oy ee s primarily responsible for the m a n a g e m e n t or supervision
of other electronic data processing employees, or sy st em s analysts primarily concerned with
scientific or engineering problems.
F o r w a g e study purposes,

sy st em s analysts are classified as follows:

Class A.
W o r k s independently or under only general direction on c o m p l e x p r o b l e m s involving all phases of sy st em s analysis. P r o b l e m s are c o m p l e x because of diverse sources of
input data and multiple-use requirements of output data. (For example, develops an integrated
production scheduling, inventory control, cost analysis, and sales analysis record in which




B U S IN E S S — C o n t in u e d

ev er y item of each type is automatically p r oc es se d through the full s y s t e m of records and
appropriate followup actions are initiated by the computer.) Confers with persons conc er ne d to
determine the data processing p r o b l e m s and advises subject-matter personnel on the implica­
tions of n e w or revised s y s t e m s of data processing operations. M a k e s reco mm en da ti on s, if
needed, for approval of m a j o r s y s t e m s installations or changes and for obtaining equipment.
M a y provide functional direction to lower
assist.

level s y s t e m s analysts w h o are assigned to

Class B . W o r k s independently or under only general direction on p r o b l e m s that are
relatively uncomplicated to analyze, plan, p r o g r a m , and operate. P r o b l e m s are of limited
complexity because sources of input data are h o m o g e n e o u s and the output data are closely
related. (For example, develops s y s t e m s for maintaining depositor accounts in a bank,
maintaining accounts receivable in a retail establishment, or maintaining inventory accounts
in a manufacturing or wholesale establishment.) Confers with persons co ncerned to determine
the data processing p r o b l e m s and advises subject-matter personnel o n the implications of the
data processing s y st em s to be applied.
OR
W o r k s on a s e g m e n t of a c o m p l e x data processing s c h e m e or system, as described for
class A. W o r k s independently on routine assignments and receives instruction and guidance
on c o m p l e x assignments.
W o r k is reviewed for accu ra cy of judgment, compliance with
instructions, and to insure pr op er alinement with the overall system.
Class C . W o r k s under i m m e d i a t e supervision, carrying out analyses as assigned, usually
of a single activity. A s s i g n m e n t s are designed to develop and ex pa nd practical experience
in the application of pr ocedures and skills required for sy st em s analysis work. F o r example,
m a y assist a higher level s y s t e m s analyst by preparing the detailed specifications required
by p r o g r a m e r s f r o m information developed by the higher level analyst.
DRAFTSMAN
Class A . Plans the graphic presentation of c o m p l e x items having distinctive design
features that differ significantly f r o m established drafting precedents. W o r k s in close sup­
port with the design originator, and m a y r e c o m m e n d m i n o r design changes.
Analyzes the
effect of each change on the details of form, function, and positional relationships of c o m ­
ponents and parts.
W o r k s with a m i n i m u m of supervisory assistance.
C o m p l e t e d w o r k is
reviewed by design originator for consistency with prior engineering determinations.
May
either prepare drawings, or direct their preparation by lower level draftsmen.
Class B . P e r f o r m s nonroutine and c o m p l e x drafting as signments that require the appli­
cation of m o s t of the standardized drawing techniques regularly used.
Duties typically in­
volve such w o r k as: Pr ep a r e s wo rk in g drawings of su bassemblies with irregular shapes,
multiple functions, and precise positional relationships between components; prepares archi­
tectural drawings for construction of a building including detail drawings of foundations, wall
sections, floor plans, an d roof. Us e s accepted formulas an d m a n u a l s in m a k i n g necessary
computations to determine quantities of materials to be used, load capacities, strengths,
stresses, etc.
Receives initial instructions, requirements, and advice f r o m supervisor.
C o m p l e t e d w o r k is ch ec ke d for technical adequacy.
Class C . Pr ep a r e s detail drawings of single units or parts for engineering, construction,
manufacturing, or repair purposes. Types of drawings prep ar ed include isometric projections
(depicting three dimensions in accurate scale) and sectional views to clarify positioning of
c o m p o n e n t s and convey ne ed ed information. Consolidates details f r o m a n u m b e r of sources
and adjusts or transposes scale as required. Suggested m e t h o d s of approach, applicable
precedents, and advice on source materials are given with initial assignments. Instructions
are less complete w h e n assignments recur.
W o r k m a y be spot-checked during progress.
DRAFTSMAN- TRACER
Copies plans and drawings pr epared by others by placing tracing cloth or paper over
drawings and tracing with pe n or pencil. (Does not include tracing limited to plans primarily
consisting of straight lines and a large scale not requiring close delineation.)
AND/OR
Pr ep a r e s simple or repetitive drawings of easily visualized items.
during progress.
ELECTRONICS

W o r k is closely supervised

TECHNICIAN

W o r k s on various types of electronic equipment and related devices by pe rf or mi ng one
or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting,
modifying, constructing, and testing. W o r k requires practical application of technical kn owledge
of electronics principles, ability to determine malfunctions, and skill to put equipment in required
operating condition.

29
E L E C T R O N IC S

E L E C T R O N IC S

T E C H N I C I A N — C o n t in u e d

T h e equipment— consisting of either m a n y different kinds Of circuits or multiple repetition
of the s a m e kind of circuit— includes, but is not limited to, the following: (a) Electronic trans­
mitting and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational
aids), (b) digital and analog co mputers, and (c) industrial and m e di ca l m e a s u r i n g and controlling
equipment.
This classification excludes r e p a i r m e n of such standard electronic eq ui pm en t as c o m m o n
office m a c h i n e s and household radio and television sets; production as se m b l e r s and testers; w o r k ­
ers w h o s e p r i m a r y duty is servicing electronic test instruments; technicians w h o have a d m i n i s ­
trative or supervisory responsibility; and draftsmen, designers, and professional engineers.
Positions are classified into levels on the basis of the following definitions.
Class A . Applies advanced technical knowledge to solve unusually c o m p l e x p r o b l e m s
(i.e., those that typically cannot be solved solely by reference to manufacturers' m a n u a l s or
similar documents) in working on electronic equipment. E x a m p l e s of such p r o b l e m s include
location and density of circuitry, electro-magnetic radiation, isolating malfunctions, and
frequent engineering changes. W o r k involves: A detailed understanding of the interrelation­
ships of circuits; exercising independent j u dg me nt in pe rforming such tasks as m a k i n g circuit
analyses, calculating w a v e forms, tracing relationships in signal flow; and regularly using
c o m p l e x test instruments (e.g., dual trace oscilloscopes, Q - m e t e r s , deviation meters, pulse
generators).
W o r k m a y be reviewed by supervisor (frequently an engineer or designer) for general
compliance with accepted practices. M a y provide technical guidance to lower level technicians.
Class B . Applies c o m p re he ns iv e technical kn owledge to solve c o m p l e x p r o b l e m s (i.e.,
those that typically can be solved solely by properly interpreting manufacturers' m a n u a l s or
similar documents) in working on electronic equipment. W o r k involves: A familiarity with
the interrelationships of circuits; and judg me nt in determining w o r k sequence and in selecting
tools and testing instruments, usually less c o m p l e x than those us ed by the class A technician.

T E C H N I C I A N — C o n t in u e d

Receives technical guidance, as required, f r o m supervisor or higher level technician,
and w o r k is reviewed for specific compliance with accepted practices and w o r k assignments.
M a y provide technical guidance to lower level technicians.
Class C . Applies working technical knowledge to p e r f o r m simple or routine tasks in
working on electronic equipment, following detailed Instructions which cover virtually all
procedures.
W o r k typically involves such tasks as: Assisting higher level technicians by
pe rf or mi ng such activities as replacing components, wiring circuits, and taking test readings;
repairing simple electronic equipment; and using tools and c o m m o n test instruments (e.g.,
multimeters, audio signal generators, tube testers, oscilloscopes). Is not required to be
familiar with the interrelationships of circuits. This knowledge, however, m a y be acquired
through assignments designed to increase co mp e t e n c e (including c l a s s r o o m training) so that
w o r k e r can advance to higher level technician.
Receives technical guidance, as required, f r o m supervisor or higher level technician.
W o r k is typically spot checked, but is given detailed re vi ew w h e n n e w or advanced assignments
are involved.
N U R S E , I N D U S T R I A L (Registered)
A registered nurse w h o gives nursing service under general me di ca l direction to ill or
injured em p l o y e e s or other persons w h o b e c o m e ill or suffer an accident o n the p r e m i s e s of a
factory or other establishment. Duties involve a combination of the following: Giving first aid
to the ill or injured; attending to subsequent dressing of employees' injuries; keeping records
of patients treated; preparing accident reports for co mp ensation or other purposes; assisting in
physical examinations and health evaluations of applicants and employees; an d planning and ca rr y­
ing-out p r o g r a m s involving health education, accident prevention, evaluation of plant environment,
or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors
or he ad nurses in establishments employing m o r e than one nurse are excluded.

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

MAINTENANCE

P e r f o r m s the carpentry duties ne cessary to construct and maintain in good repair build­
ing w o o d w o r k and equipment such as bins, cribs, counters, benches, partitions, doors, floors,
stairs, casings, and trim m a d e of w o o d in an establishment. W o r k involves m o s t of the following:
Planning and laying out of w o r k f r o m blueprints, drawings, models, or verbal instructions; using a
variety of carpenter's handtools, portable p o w e r tools, and standard m e a s u r i n g instruments; m a k ­
ing standard shop computations relating to dimensions of work; and selecting materials ne cessary
for the work.
In general, the w o r k of the maintenance carpenter requires rounded training and
experience usually acquired through a formal apprenticeship or equivalent training and experience.

ELECTRICIAN, M A I N T E N A N C E
P e r f o r m s a variety of electrical trade functions such as the installation, maintenance, or
repair of eq uipment for the generation, distribution, or utilization of electric en ergy in an estab­
lishment. W o r k involves m o s t of the following: Installing or repairing any of a variety of elec­
trical equipment such as generators, transformers, switchboards, controllers, circuit b r e a k e r s ,
motors, heating units, conduit systems, or other transmission equipment; working f r o m blue­
prints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical
sy s t e m or equipment; wo rk in g standard computations relating to load requirements of wiring or
electrical equipment; and using a variety of electrician's handtools and m e a s u r i n g and testing
instruments. In general, the w o r k of the ma intenance electrician requires rounded training and
experience usually acquired through a formal apprenticeship or equivalent training and experience.

ENGINEER, ST AT IO NA RY
Operates and maintains and m a y also supervise the operation of stationary engines and
equipment (mechanical or electrical) to supply the establishment in which e m p l o y e d with power,
heat, refrigeration, or air-conditioning.
W o r k involves: Operating and maintaining equipment
such as st e a m engines, air co m p r e s s o r s , generators, motors, turbines, ventilating and refrig­
erating equipment, s t e a m boilers and boiler-fed water p u m p s ; m a k i n g equipment repairs; and
keeping a record of operation of machinery, temperature, and fuel consumption. M a y also s u ­
pervise these operations.
H e a d or chief engineers in establishments employing m o r e than one
engineer are excluded.




FIREMAN, STATIONARY

BOILER

Fires stationary boilers to furnish the establishment in which e m p l o y e d with heat, power,
or steam. F e e d s fuels to fire by ha nd or operates a me ch an ic al stoker, gas, or oil burner; and
checks water and safety valves. M a y clean, oil, or assist in repairing boilerroom equipment.
HELPER,

MAINTENANCE

TRADES

Assists one or m o r e w o r k e r s in the skilled ma in te na nc e trades, by performing specific
or general duties of lesser skill, such as keeping a w o r k e r supplied with materials and tools;
cleaning wo rk in g area, ma chine, and equipment; assisting j o u r n e y m a n by holding materials or
tools; and pe rf or mi ng other unskilled tasks as directed by journeyman.
T h e kind of w o r k the
helper is permitted to p e r f o r m varies f r o m trade to trade: In s o m e trades the helper is confined
to supplying, lifting, and holding materials and tools, and cleaning working areas; and in others
he is permitted to p e r f o r m specialized m a c h i n e operations, or parts of a trade that are also
p e r f o r m e d by w o r k e r s on a full-time basis.

MACHINE-TOOL OPERATOR,

TOOLROOM

Specializes in the operation of one or m o r e types of m a c h i n e tools, such as jig borers,
cylindrical or surface grinders, engine lathes, or milling ma ch in es , in the construction of
m a c h i n e - s h o p tools, gages, jigs, fixtures, or dies. W o r k involves m o s t of the following: Planning
and pe rforming difficult m a ch in in g operations; processing items requiring complicated setups or
a high degree of accuracy; using a variety of precision m e a s u r i n g instruments; selecting feeds,
speeds, tooling, and operation sequence; and m a k i n g ne cessary adjustments during operation
to achieve requisite tolerances or dimensions.
M a y be required to recognize w h e n tools need
dressing, to dress tools, and to select pr op er coolants and cutting and lubricating oils. Fo r
cross-industry w a g e study purposes, machine-tool operators, toolroom, in tool and die jobbing
shops are excluded f r o m this classification.
MACHINIST, M A I N T E N A N C E
Pr od u c e s replacement parts and n e w parts in m a k i n g repairs of me ta l parts of mechanical
equipment operated in an establishment. W o r k involves m o s t of the following: Interpreting written
instructions and specifications; planning and laying out of work; using a variety of machinist's

30
M A C H I N I S T , M A I N T E N A N C E — Continued

PAINTER, M A I N T E N A N C E

handtools and precision m e a s u r i n g instruments; setting up and operating standard m a c h i n e tools;
shaping of me ta l parts to close tolerances; m a k i n g standard shop computations relating to d i m e n ­
sions of work, tooling, feeds, and speeds of machining; knowledge of the wo rk in g properties of
the c o m m o n metals; selecting standard materials, parts, and equipment required for his work;
and fitting and as sembling parts into me ch a n i c a l equipment.
In general, the machinist's w o r k
no rmally requires a rounded training in m a c h i n e - s h o p practice usually acquired through a formal
apprenticeship or equivalent training and experience.

Paints and redecorates walls, w o o d w o r k , and fixtures of an establishment. W o r k involves
the following; K n o w l e d g e of surface peculiarities and types of paint required for different applica­
tions; preparing surface for painting by r e m o v i n g old finish or by placing putty or filler in nail
holes and interstices; and applying paint with spray gun or brush. M a y m i x colors, oils, white
lead, and other paint ingredients to obtain proper color or consistency. In general, the w o r k of the
ma in te na nc e painter requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience.
PIPEFITTER, M A I N T E N A N C E

MECHANIC, A U T O M O T I V E

(Maintenance)

Repairs automobiles, buses, motortrucks, and tractors of an establishment. W o r k in­
volves m o s t of the following: E x a m i n i n g automotive equipment to diagnose source of trouble; dis­
assembling equipment and pe rf or mi ng repairs that involve the use of such handtools as w renches,
gages, drills, or specialized equipment in disassembling or fitting parts; replacing broken or
defective parts f r o m stock; grinding and adjusting valves; reassembling and installing the various
assemblies in the vehicle and m a k i n g n e ce ss ar y adjustments; and alining wheels, adjusting brakes
and lights, or tightening body bolts. In general, the w o r k of the automotive m e c h a n i c requires
rounded training and experience usually acquired through a formal apprenticeship or equivalent
training and experience.
This classification does not include m e c h a n i c s w h o repair customers' vehicles in auto­
mobile repair shops.
MECHANIC,

MAINTENANCE

Repairs m a c h i n e r y or m e c h an ic al eq uipment of an establishment.
W o r k involves m o s t
of the following: E x a m i n i n g m a c h i n e s and mech an ic al equipment to diagnose source of trouble;
dismantling or partly dismantling m a c h i n e s and pe rf or mi ng repairs that ma i n l y involve the use
of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained
f r o m stock; ordering the production of a re placement part by a m a c h i n e shop or sending of the
m a c h i n e to a m a c h i n e shop for m a j o r repairs; preparing written specifications for m a j o r repairs
or for the production of parts or de re d f r o m m a c h i n e shop; reassembling machines; and m a k i n g
all ne cessary adjustments for operation. In general, the w o r k of a ma intenance m e c h a n i c requires
rounded training and experience usually acquired through a fo rmal apprenticeship or equivalent
training and experience.
Excluded f r o m this classification are w o r k e r s w h o s e p r i m a r y duties
involve setting up or adjusting machines.
MILLWRIGHT
Installs n e w m a c h i n e s or he av y equipment, and dismantles and installs m a c h i n e s or heavy
equipment w h e n changes in the plant layout are required. W o r k involves m o s t of the following:
Planning and laying out of the work; interpreting blueprints or other specifications; using a variety
of handtools and rigging; m a k i n g standard shop computations relating to stresses, strength of
materials, and centers of gravity; alining and balancing of equipment; selecting standard tools,
equipment, and parts to be used; and installing and maintaining in good order p o w e r transmission
equipment such as drives and speed reducers. In general, the millwright's w o r k no rmally requires
a rounded training and experience in the trade acquired through a fo rm al apprenticeship or
equivalent training and experience.

Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an
establishment. W o r k involves m o s t of the following; Laying out of w o r k and m e a s u r i n g to locate
position of pipe f r o m drawings or other written specifications; cutting various sizes of pipe to
correct lengths with chisel and h a m m e r or oxyacetylene torch or pipe-cutting ma chines; threading
pipe with stocks and dies; bending pipe by hand-driven or power- dr iv en machines; assembling
pipe with cbuplings and fastening pipe to hangers; m a k i n g standard shop computations relating to
pressures, flow, and size of pipe required; and m a k i n g standard tests to determine whether fin­
ished pipes m e e t specifications. In general, the w o r k of the ma intenance pipefitter requires
rounded training an d experience usually acquired through a fo rm al apprenticeship or equivalent
training and experience. W o r k e r s primarily engaged in installing and repairing building sanitation
or heating s y s t e m s are excluded.
SHEET-METAL

WORKER,

MAINTENANCE

Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures
(such as m a c h i n e guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal
roofing) of an establishment. W o r k involves m o s t of the following: Planning and laying out all
types of sheet-metal ma in te na nc e w o r k f r o m blueprints, models, or other specifications; setting
up and operating all available types of sheet-metal working machines; using a variety of handtools
in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-metal articles
as required. In general, the w o r k of the ma intenance sheet-metal w o r k e r requires rounded
training and experience usually acquired through a formal apprenticeship or equivalent training
and

e x p e r ie n c e .

TOOL AND

DIE M A K E R

Constructs and repairs m a c h i n e - s h o p tools, gages, jigs, fixtures or dies for forgings,
punching, and other metal- fo rm in g work.
W o r k involves m o s t of the following: Planning and
laying out of w o r k f r o m models, blueprints, drawings, or other oral and written specifications;
using a variety of tool and die m a k e r ' s handtools and precision m e a s u r i n g instruments; un d e r ­
standing of the working properties of c o m m o n metals and alloys; setting up and operating of
m a c h i n e tools and related equipment; m a k i n g nece ss ar y shop computations relating to dimensions
of work, speeds, feeds, and tooling of machines; heat-treating of metal parts during fabrication
as well as of finished tools and dies to achieve required qualities; wo rk in g to close tolerances;
fitting and as sembling of parts to prescribed tolerances and allowances; and selecting appropriate
materials, tools, and processes. In general, the tool and die m a k e r ' s w o r k requires a rounded
training in m a c h i n e - s h o p and tool ro om practice usually acquired through a formal apprenticeship
or equivalent training and experience.
F o r cross-industry w a g e study purposes,
shops are excluded f r o m this classification.

tool and die m a k e r s in tool and die jobbing

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

LABORER, MATERIAL HANDLING

WATCHMEN

Guard. P e r f o r m s routine police duties, either at fixed post or on tour, maintaining order,
using a r m s or force w h e r e necessary. Includes g a t e m e n w h o are stationed at gate and check
on identity of e m pl oy ee s and other persons entering.
Watchman.
M a k e s rounds of p r e m i s e s periodically in protecting property against fire,
theft, and illegal entry.
JANITOR, P O R T E R ,

OR

A w o r k e r e m p l o y e d in a warehouse, manufacturing plant, store, or other establishment
w h o s e duties involve one or m o r e of the following: Loading and unloading various materials and
m e r c h a n d i s e on or f r o m freight cars, trucks, or other transporting devices; unpacking, shelving,
or placing materials or m e r c h a n d i s e in proper storage location; and transporting materials or
m e r c h a n d i s e by handtruck, car, or wh ee lbarrow. L o n g s h o r e m e n , w h o load and unload ships are
excluded.

CLEANER
ORDER

Cleans an d keeps in an orderly condition factory working areas and w a s h r o o m s , or
p r e m i s e s of an office, apartment house, or c o m m e r c i a l or other establishment. Duties involve
a combination of the following: Sweeping, m o p p i n g or scrubbing, and polishing floors; r e mo vi ng
chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fix­
tures or trimmings; providing Supplies and m i n o r ma in te na nc e services; and cleaning lavatories,
showers, an d restrooms. W o r k e r s w h o specialize in w i n d o w wa sh in g are excluded.




FILLER

Fills shipping or transfer o rders for finished goods f r o m stored me r c h a n d i s e in a c c o r d ­
ance with specifications on sales slips, customers' orders, or other instructions. Ma y , in addition
to filling orders and indicating items filled or omitted, keep records of outgoing o r d e r s , requi­
sition additional stock or report short supplies to supervisor, and p e r f o r m other related duties.

31
PA CK ER , SHIPPING

T R U C K D R I V E R — Continued

P r e p a r e s finished products for shipment or storage by placing t h e m in shipping c o n ­
tainers, the specific operations p e r f o r m e d being dependent upon the type, size, and n u m b e r
of units to be packed, the type of container employed, and m e t h o d of shipment. W o r k requires
the placing of items in shipping containers and m a y involve one or m o r e of the following:
K n ow le dg e of various items of stock in order to verify content; selection of appropriate type
and size of container; inserting enclosures in container; using excelsior or other material to
prevent breakage or d a m a g e ; closing and sealing container; and applying labels or entering
identifying data on container.
Packers w h o also m a k e w o o d e n boxes or crates are excluded.
SHIPPING A N D

follows:

F o r w a g e study purposes, truckdrivers are classified by size a nd type of equipment, as
(Tractor-trailer should be rated on the basis of trailer capacity.)
Truckdriver
Truckdriver,
Truckdriver,
Truckdriver,
Truckdriver,

(combination of sizes listed separately)
light (under IV 2 tons)
m e d i u m (IV 2 to and including 4 tons)
he av y (over 4 tons, trailer type)
he a v y (over 4 tons, other than trailer type)

RECEIVING CL ER K
TRUCKER,

P r e p a r e s m e r c h a n d i s e for shipment, or receives and is responsible for incoming ship­
m e n t s of m e r c h a n d i s e or other materials. Shipping w o r k involves: A knowledge of shipping p r o ­
cedures, practices, routes, available m e a n s of transportation, and rates; and preparing records
of the goods shipped, m a k i n g up bills of lading, posting weight and shipping charges, and keeping
a file of shipping records. M a y direct or assist in preparing the m e r c h a n d i s e for shipment.
Receiving w o r k involves: Verifying or directing others in verifying the correctness of shipments
against bills of lading, invoices, or other records; checking for shortages and rejecting d a m ­
aged goods; routing m e r c h a n d i s e or materials to proper departments; and maintaining ne cessary
records and files.
F o r w a g e study purposes,

w o r k e r s are classified as follows:

Receiving clerk
Shipping clerk
Shipping and receiving clerk
TRUCKDRIVER
Drives a truck within a city or industrial area to transport materials, me rc handise,
equipment, or m e n between various types of establishments such as: Manufacturing plants, freight
depots, wa re ho us es , wholesale and retail establishments, or between retail establishments and
customers' houses or places of business. M a y also load or unload truck with or without helpers,
m a k e m i n o r me ch an ic al repairs, and keep truck in good working order.
Dr iv e r - s a l e s m e n and
over-the-road drivers are excluded.




POWER

Operates a m a nu al ly controlled gasoline- or electric-powered truck or tractor to transport
goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment.
F o r w a g e study purposes, w o r k e r s are classified by type of truck, as follows:
Trucker, p o w e r (forklift)
Trucker, p o w e r (other than forklift)

WAREHOUSEMAN
A s directed, p e r f o r m s a variety of warehousing duties which require an understanding
of the establishment's storage plan. W o r k involves m o s t of the following: Verifying materials
(or me rc handise) against receiving documents, noting and reporting discrepancies and obvious
d a m a g e s ; routing materials to prescribed storage locations; storing, stacking, or palletizing
materials in ac cordance with prescribed storage methods; rearranging and taking inventory of
stored materials; ex amining stored materials and reporting deterioration and da ma ge ; remo vi ng
material f r o m storage and preparing it for shipment.
M a y operate hand or p o w e r trucks in
pe rforming wa rehousing duties.
Exclude w o r k e r s w h o s e p r i m a r y duties involve shipping and receiving w o r k (see shipping
and receiving clerk and packer, shipping), order filling (see order filler), or operating po w e r
trucks (see trucker, power).

A v a i l a b le O n R e q u e s t ---The following areas are surveyed periodically for use in adm inistering the Service Contract A ct of 1965.
will be available at no cost while supplies la st fro m any of the BLS regional offices shown on the back cov er.
Alam ogordo—
Las C r u c e s, N . M ex.
Alaska
Albany, G a.
A m a r illo , T ex .
Atlantic C ity , N . J.
Augusta, G a .— C.
S.
B a k ersfie ld , C alif.
Baton Rouge, La.
B ilo x i, G ulfport, and P ascagou la, M is s .
B rid geport, N orw alk, and Stam ford, Conn.
Cedar R apids, Iowa
Champaign—
Urbana, 111.
C h arleston , S .C .
C la rk sv ille , Tenn. , and H opkinsville, Ky.
Colorado Sp rin gs, C olo.
C olum bia, S. C.
C olum bus, G a .— la .
A
Corpus C h risti, T ex.
C ran e, Ind.
Dothan, A la .
Duluth— p erior, M in n .—W is.
Su
El P a so , T ex .
Eugene—
Springfield, O reg.
Fargo— oorhead, N . D a k .—
M
Minn.
F a y e ttev ille, N . C.
Fitchburg— e o m in ste r , M a s s .
L
F red erick — agerstow n, M d . - P a . - W . V a.
H
F r e sn o , C alif.
Grand F o rk s, N . Dak.
Grand Island— astin gs, N ebr.
H
G reen sboro—Winston Salem —
High Point, N . C.
H arrisb u rg, Pa.
K n oxville, Tenn.

Copies of public re le a se s are or

L a re d o , T e x .
L as V e g a s , N ev.
Lower E astern Sh ore, M d .-V a ,
M acon, Ga.
M arquette, E scan ab a, Sault Ste.
M a r ie , M ich.
M elbourne— itu sv ille — o c o a , F la .
T
C
(B revard C o .)
M erid ian , M is s .
M id d le sex , Monmouth, O cean, and Som erset
C o s. , N . J.
M o b ile, A la . , and P e n sacola, F la .
M on tgom ery, A la.
N a sh v ille, Tenn.
N ortheastern Maine
N orw ich -G roton —
New London, Conn.
Ogden, Utah
Orlando, F la .
Oxnard—
Sim i V a lley —
Ventura, C alif.
P a n a m a C it y , F l a .

Portsm ou th , N . H .—
Maine— a s s .
M
P u eblo, C olo.
R eno, N ev.
Sacram en to, C alif.
Santa B arbara—
Santa M a ria — o m p o c, C alif.
L
Sherman— en ison , T ex .
D
Shreveport, L a .
Springfield—
Chicopee— olyoke, M a s s . —
H
Conn.
Topeka, Kans.
T u cson , A r iz .
V a lle jo — a irfield —
F
Napa, C alif.
W ilm ington, D e l. — . J. —
N
Md.
Y u m a, A r iz .

Reports for the following surveys conducted in the prior year but since discontinued are also available:
Alpena, Standish, and Tawas C ity, M ich .
A sh e v ille , N . C .
A u stin, T e x .*
F o rt Sm ith, A rk. —
OklaL
G reat F a lls , Mont.
*

Expanded to an area wage survey in fisc a l year

197 3.

Lexington, Ky. *
Pine B lu ff, A rk.
Stockton, C alif.
T a co m a , Wash.
Wichita F a lls , T ex .
See inside back cover.

The twelfth annual report on sa la ries for accountants, auditors, chief accountants, attorn eys, job a n a ly sts, directors of person n el, b u y e rs, ch e m ists,
en gin eers, engineering tech n ician s, dra ftsm en , and c le ric a l em p loyees.
O rder as BLS Bulletin 1742, National Survey of P ro fe s s io n a l, A d m in istrative,
T ech n ical, and C le ric a l P a y, June 1971, 75 cents a copy, from any of the BLS regional sales offices shown on the back c o v e r, or from the
Superintendent of D ocu m en ts, U .S . Governm ent Printing O ffic e , Washington, D . C . , 20402.




U. S. GOVERNMENT PRINTING OFFICE:

1972— 7 4 6 -1 8 5 / 4 5

A r e a W a g e S u rveys
A list of the latest available bulletins is presented below. A directory of area wage studies including m ore lim ited studies conducted at the
request of the Em ploym ent Standards Adm inistration of the Department of Labor is available on request. Bulletins m ay be purchased from any of the BLS
regional sales offices shown on the back cov er, or from the Superintendent of D ocum ents, U .S. Government Printing O ffice, Washington, D .C ., 20402.
A rea
A k r o n , O h i o , J u l y 1 9 7 1 1 _________________________________________
A l b a n y —S c h e n e c t a d y —T r o y , N . Y . , M a r . 1 9 7 2 ---------------------A l b u q u e r q u e , N . M e x . , M a r . 1 9 7 2 1 ___________________________
A l l e n t o w n —B e t h l e h e m —E a s t o n , P a . —N . J . , M a y 1 9 7 2 1 _
_
A t l a n t a , G a . , M a y 1 9 7 2 1 _________________________________________
A u s t i n , T e x . , D e c . 1 9 7 2 1 (t o b e s u r v e y e d )
B a l t i m o r e , M d . , A u g . 1 9 7 1 ______________________________________
B e a u m o n t —P o r t A r t h u r - O r a n g e , T e x . , M a y 1 9 7 2 ________
B i n g h a m t o n , N . Y . , J u l y 1 9 7 2 ___________________________________
B i r m i n g h a m , A l a . , M a r . 1 9 7 2 __________________________________
B o i s e C i t y , I d a h o , N o v . 1 9 7 1 ___________________________________
B o s t o n , M a s s . , A u g . 1 9 7 1 _______________________________________
B u f f a l o , N . Y . , O c t . 1 9 7 1 _________________________________________
B u r l i n g t o n , V t . , D e c . 1 9 7 1 ______________________________________
C a n t o n , O h i o , M a y 1 9 7 2 * ________________________________________
C h a r l e s t o n , W . V a . , M a r . 1 9 7 2 1 ______________________________
C h a r l o t t e , N . C . , J a n . 1 9 7 2 1 ____________________________________
C h a t t a n o o g a , T e n n . - G a . , S e p t . 1 9 7 1 __________________________
C h i c a g o , 111., J u n e 1 9 7 2 __________________________________________
C i n c i n n a t i , O h i o —K y . —I n d . , F e b . 1 9 7 2 ________________________
C l e v e l a n d , O h i o , S e p t . 1 9 7 1 _____________________________________
C o l u m b u s , O h i o , O c t . 1 9 7 1 ______________________________________
D a l l a s , T e x . , O c t . 1 9 7 1 __________________________________________
_
D a v e n p o r t —R o c k I s l a n d — o l i n e , I o w a —111., F e b . 1 9 7 2 1 _
M
D a y t o n , O h i o , D e c . 1 9 7 1 1 __ *.___________________________________
D e n v e r , C o l o . , D e c . 1 9 7 1 1 ______________________________________
D e s M o i n e s , I o w a , M a y 1 9 7 2 1 _________________________________
D e t r o i t , M i c h . , F e b . 1 9 7 2 _______________________________________
D u r h a m , N . C . , A p r . 1 9 7 2 1______________________________________
F o r t L a u d e r d a l e —H o l l y w o o d an d W e s t P a l m
B e a c h , F l a . , A p r . 1 9 7 2 1 _______________________________________
F o r t W o r t h , T e x . , O c t . 1 9 7 1 ____________________________________
G r e e n B a y , W i s . , J u l y 1 9 7 2 1 ___________________________________
G r e e n v i l l e , S . C . , M a y 1 9 7 2 _____________________________________
H o u s t o n , T e x . , A p r . 1 9 7 2 ________________________________________
H u n t s v i l l e , A l a . , F e b . 1 9 7 2 1 ___________________________________
I n d i a n a p o l i s , I n d . , O c t . 1 9 7 1 ____________________________________
J a c k s o n , M i s s . , J a n . 1 9 7 2 _______________________________________
J a c k s o n v i l l e , F l a . , D e c . 1 9 7 1 __________________________________
K a n s a s C i t y , M o . - K a n s . , S e p t . 1 9 7 1 __________________________
L a w r e n c e —H a v e r h i l l , M a s s . —N . H . , J u n e 1 9 7 2 1 ----------------L e x i n g t o n , K y . , N o v . 1 9 7 2 1 (t o b e s u r v e y e d )
L i t t l e R o c k —N o r t h L i t t l e R o c k , A r k . , J u l y 1 9 7 2 1 ________
L o s A n g e l e s —L o n g B e a c h an d A n a h e i m —S a n t a A n a G a r d e n G r o v e , C a l i f . , M a r . 1 9 7 2 ____________________________
L o u i s v i l l e , K y . —I n d . , N o v . 1 9 7 1 1 ___________ _ ________________
L u b b o c k , T e x . , M a r . 1 9 7 2 1 --------------------------------------------------------M a n c h e s t e r , N . H . , J u l y 1 9 7 2 1 _________________________________
M e m p h i s , T e n n . —A r k . , N o v . 1 9 7 1 1 __________________________
M i a m i , F l a . , N o v . 1 9 7 1 ___- ___________ ___________________________
M i d l a n d an d O d e s s a , T e x . , J a n . 1 9 7 2 1 _____________________


l
Data
http://fraser.stlouisfed.org/on establishment
Federal Reserve Bank of St. Louis

Bulletin number
and price
1 6 8 5-87,
1 7 2 5-49,
1725-59,
1 7 2 5-87,
1 7 2 5-77,

40
30
35
35
45

cents
cents
cents
cents
cents

1725-16,
1 7 2 5-69,
17 7 5 -5,
1 7 2 5-58,
1725-27,
1725-11,
1 7 2 5-34,
1725-25,
1725-75,
1 7 2 5-63,
1725-48,
1 7 2 5-14,
1725-92,
1 7 2 5-56,
1 7 2 5-17,
1725-19,
1725-26,
1725-55,
1725-36,
1 7 2 5-44,
1 7 2 5-86,
1 7 2 5-68,
1 7 2 5-64,

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

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

1725-74,
1725-21,
1775-1,
1725-66,
1 7 2 5-79,
1725-50,
1725-23,
1 7 2 5-38,
1 7 2 5-39,
1 7 2 5-18,
1 7 2 5-81,

35
30
55
30
35
35
30
30
30
35
35

cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents

1775-2,

55 cen ts

1 7 2 5-76,
1 7 2 5-29,
1725-57,
1775-8,
1 7 2 5-40,
1725-28,
1725-37,

45
35
35
55
35
30
30

practices and supplementary w a g e provisions are also presented.

cents
cents
cents
cents
cents
cents
cents

Area
M ilw aukee, W i s ., M ay 1972 1----------------------------------------------Minneapolis—St. P au l, M inn., Jan. 1972 1 ________________
Muskegon—
Muskegon H eights, M ich ., June 1972 1 ______
Newark and J ersey C ity, N .J ., Jan. 1972 1 _______________
New Haven, Conn., Jan. 1972 1-------------------------------------------New O rlean s, L a ., Jan. 1 9 7 2 ----------------------------------------------New York, N .Y ., Apr. 1972 1________________________________
N orfolk—
Virginia Beach—
Portsm outh and
Newport News—Hampton, V a ., Jan. 1 9 7 2 -----------------------Oklahoma City, O k la ., July 1 9 7 2 __________________________
Omaha, N eb r.-Io w a , Sept. 1971 1__________________________
P a terso n -C lifton — a s s a ic , N .J ., June 1972 1 -----------------P
Philadelphia, P a .-N .J ., Nov. 1971 1 _______________________
Phoenix, A r i z ., June 1972 1_________________________________
Pittsburgh, P a ., Jan. 1 9 7 2 _________________________________
P ortland, M aine, Nov. 1971 1_______________________________
P ortland, O reg.—W a sh ., M ay 1972 1 _______________________
Poughkeepsier-Kingston—
Newburgh, N .Y .,
June 1972 1 ___________________________________________________
P roviden ce-W arw ick-P aw tuck et, R. I.—M as s .,

Bulletin number
and price
1 7 2 5 -8 3 ,
1 7 2 5 -4 5 ,
1 7 2 5 -8 5 ,
1 7 2 5 -5 2 ,
1 7 2 5 -4 1 ,
1 7 2 5 -3 5 ,
1 7 2 5 -9 0 ,

45
50
35
50
35
30
50

cents
cents
cents
cents
cents
cents
cents

1 7 2 5 -4 2 ,
1 7 7 5 -6 ,
1 7 2 5 -1 3 ,
1 7 2 5 -8 8 ,
1 7 2 5 -6 2 ,
17 2 5 -9 4 ,
1 7 2 5 -4 6 ,
1 7 2 5 -2 2 ,
1 7 2 5 -8 9 ,

30
45
35
40
50
55
40
35
35

cents
cents
cents
cents
cents
cents
cents
cents
cents

1 7 2 5 -8 0 ,

35 cents

1 7 2 5 -7 0 ,
Raleigh, N .C ., Aug. 1 9 7 2 ------------------------------------------------------ 1 7 7 5 -7 ,
Richmond, V a ., M ar. 1972 * ------------------------------------- -—__ — 1 7 2 5 -7 2 ,
R iverside—
San Bernardino— ntario, C a lif.,
O
1 7 2 5 -4 3 ,
R och ester, N .Y . (office occupations only), July 1 9 7 2 ___ 1 7 7 5 -4 ,
Rockford, 111., June 1972 1 --------------------------------------------------- 17 2 5 -8 4 ,
St. L ou is, M o.—111., M ar. 1 9 7 2 _____________________________ 1 7 2 5 -6 1 ,
Salt Lake City, Utah, Nov. 1 9 7 1 ------------------------------------------ 1 7 2 5 -2 4 ,
San Antonio, T e x ., M ay 1 9 7 2 _______________________________ 1 7 2 5 -6 7 ,
San D iego, C a lif., Nov. 1971 1______________________________ 17 2 5 -3 2 ,
San F ran cisco —
Oakland, C a lif., Oct. 1971 1 ______________ 17 2 5 -3 3 ,
San J ose , C a lif., M ar. 1972_________________________________ 1 7 2 5 -6 5 ,
Savannah, G a ., M ay 1972 1 __________________________________ 1 7 2 5 -7 3 ,
Scranton, P a ., July 1972-------------------------------------------------------- 1 7 7 5 -1 0 ,
Seattle— v erett, W a sh ., Jan. 1 9 7 2 -------------------------------------- 1 7 2 5 -4 7 ,
E
Sioux F a lls , S. D ak., Dec. 1971------------------------------------------- 1 7 2 5 -3 0 ,
South Bend, Ind., M ay 1972 1 ----------------------------------------------- 1 7 2 5 -6 0 ,
Spokane, W a sh ., June 1972 1------------------------------------------------- 1 7 2 5 -9 1 ,
Syracu se, N .Y ., July 1972___________________ ______________ 1 7 7 5 -1 1 ,
Tampa—
St. P e te rsb u rg, F la ., Aug. 1972__________________ 1 7 7 5 -9 ,
Toledo, Ohio— ic h ., A p r. 1972 1 ---------------------------------------- 1 7 2 5 -7 8 ,
M
Trenton, N .J ., Sept. 1972 1--------------------------------------------------- 1 7 7 5 -1 2 ,
Utica— om e, N .Y ., July 1972----------------------------------------------- 1 7 7 5 -3 ,
R
Washington, D .C .—Md.—V a ., M ar. 1972 1 --------------------------- 1 7 2 5 -9 3 ,
W aterbury, Conn., M ar. 1972 1 ____________________________ 1 7 2 5 -5 3 ,
W aterloo, Iowa, Nov. 1 9 7 1 __________________________________ 1 7 2 5 -2 0 ,
W ichita, K a n s., Apr. 1972 1-------------------------------------------------- 1 7 2 5 -8 2 ,
W o r c e ste r, M a s s ., M ay 1972 1_____________________________ 1 7 2 5 -7 1 ,
York , P a ., Feb. 1 9 7 2 1 ______________________________________ 1 7 25 -5 4,
Youngstowrr-Warren, Ohio, Nov. 1971 1 __________________ 1 7 2 5 -5 1 ,

30 cents
45 cents
35 cents
30
45
35
35
30
30
35
50
30
35
45
30
25
35
35
45
45
35
55
45
70
35
30
35
35
35
35

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

FIRST

U.S. DEPARTMENT OF LABOR

CLASS

MAIL

BUREAU OF LABOR STATISTICS
WASHINGTON, D C. 20212
OFFICIAL BUSINESS
PENALTY FOR PRIVATE USE $300

POSTAGE AND FEES PAID

U.S. DEPARTMENT OF LABOR
LAB-4 4 6

B U R E A U O F L A B O R S T A T IS T IC S R E G IO N A L O F F IC E S
Region 1
1603 JFK Federal Building
Government Center
Boston, Mass. 02203
Phone: 223-6761 (Area Code 617)
Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont

Region II
1515 Broadway
New York, N.Y. 10036
Phone: 971-5405 (Area Code 212)
New Jersey
New York
Puerto Rico
Virgin Islands

Region III
406 Penn Square Building
1317 Filbert St.
Philadelphia, Pa. 19107
Phone: 597-7796 (Area Code 215)
Delaware
District of Columbia
Maryland
Pennsylvania
Virginia
West Virginia

Region IV
Suite 540
1371 Peachtree St. N.E.
Atlanta, Ga. 30309
Phone: 526-5418 (Area Code
Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee

Region V
8th Floor, 300 South Wacker Drive
Chicago, III. 60606
Phone: 353-1880 (Area Code 312)
Illinois
Indiana
Michigan
Minnesota
Ohio
Wisconsin

Region VI
1100 Commerce St. Rm. 6B7
Dallas, Tex. 75202
Phone: 749-3516 (Area Code 214)
Arkansas
Louisiana
New Mexico
Oklahoma
Texas

Regions V II and V III
Federal Office Building
911 Walnut St.. 10th Floor
Kansas City, Mo. 64106
Phone: 374-2481 (Area Code 816)
V II
V III
Iowa
Colorado
Kansas
Montana
Missouri
North Dakota
Nebraska
South Dakota
Utah
Wyoming

Regions IX and X
450 Golden Gate Ave.
Box 36017
San Francisco, Calif. 94102
Phone: 556-4678 (Area Code
IX
X
Arizona
Alaska
California
Idaho
Hawaii
Oregon
Nevada
Washington




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