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t
AREA WAGE SURVEY
Oklahoma City, Oklahoma, Metropolitan Area
August 1975
Bulletin 1850-51




U S. DEPARTMENT OF LABOR
. . . B u r e a u of Labor Statistics




Preface
This bulletin provides results of an August 1975 Survey of occupational earnings in
the Oklahoma City, Oklahoma, Standard Metropolitan Statistical Area (Canadian, Cleveland,
McClain, Oklahoma, and Pottawatomie Counties). 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 Statistical Areas in the United States, excluding Alaska and Hawaii.
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 (1) the
level and distribution of wages by occupation, and (2) the movement of wages by occupational
category and skill level. The program develops 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, 83 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 benefits is 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 estim ates, projected from individual
metropolitan area data.
The Oklahoma City survey was conducted by the Bureau's regional office in Dallas,
Tex., under the general direction of Boyd B. O'Neal, Associate 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:
A current report on occupational earnings in the Oklahoma City area is available
for the moving and storage industry. Also available are listings of union wage rates for
building trades, printing trades, local-transit operating em ployees, 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

B ulletin 1850-51
November 1975

v

113 | U.S. D E P A R TM E N T OF LA BO R, John T . Dunlop, Secretary
S.VJ BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner

Oklahoma City, Oklahoma, Metropolitan Area, August 1975
CONTENTS

D
Pag

Introduction_______________________________________________________________________________________________________________________________

2

Tables:
A.

Earnings:
A - l , Weekly earnings of office workers________________________________________________________________________________________
A -2 . Weekly earnings of professional and technical w orkers________________________________________________________________
A -3 , Average weekly earnings of office, professional, and technical workers, by se x ____________________________________
A -4 . Hourly earnings of maintenance and powerplant w orkers_______________________________________________________________
A -5 . Hourly earnings of custodial and material movement w orkers_________________________________________________________
A -6 , Average hourly earnings of maintenance, powerplant, custodial, and material movementworkers, by se x ________
A -7 . Percent increases in average hourly earnings for selected occupational groups, adjusted for employmentshifts..
10

Appendix A . Scope and method of survey_______________________________________________________________________________________________
Appendix B. Occupational descriptions_________________________________________________________________________________________________




For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D. C. 20402, G P O Bookstores, or
BLS Regional Offices listed on back cover. Price 65 cents. M a k e checks payable to Superintendent of Documents.

3
5
6
7
8
9

11
13

Introduction
and material movement. In the 31 largest survey areas, tables A -l a
through A -6a provide similar data for establishments employing 500
workers or more.

This area is 1 of 83 in which the U.S. Department of Labor's
Bureau of Labor Statistics conducts surveys of occupational earnings and
related benefits on an areawide basis. In this area, data were ob­
tained by a combination of personal visit, mail questionnaire, and
telephone interview. Representative establishments within six broad
industry divisions were contacted: Manufacturing; transportation, com­
munication, and other 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. Establishments having fewer
than a prescribed number of workers are omitted because of insufficient
employment in the occupations studied. Separate tabulations are provided
for each of the broad industry divisions which meet publication criteria.

Following the occupational wage tables is table A - 7 which
provides percent changes in average earnings of office clerical work­
e r s, electronic data processing workers, industrial nurses, skilled
maintenance workers, and unskilled plant workers. This measure of
wage trends eliminates changes in average earnings caused by employ­
ment shifts among establishments as well as turnover of establishments
included in survey samples. Where possible, data are presented for all
industries, manufacturing, and nonmanufacturing. Appendix A discusses
this wage trend measure.

A -series tables

Appendixes

Tables A - 1 through A -6 provide estimates of straight-time
hourly or weekly earnings for workers in occupations common to a
variety of manufacturing and nonmanufacturing industries. Occupations
were selected from the following categories: (a) Office clerical, (b) pro­
fessional and technical, (c) maintenance and powerplant, and (d) custodial

This bulletin has two appendixes. Appendix A describes the
methods and concepts used in the area wage survey program and
provides information on the scope of the survey.
Appendix B provides
job descriptions used by Bureau field economists to classify workers in
occupations for which straight-time earnings information is presented.




A. Earnings
Table A-1. Weekly earnings of office workers in Oklahoma City, Okla., August 1975
Number of workers receiving straight-time weekly earnings of—
Occupation and industry division

Number
of
workers

$

$

Average
weekly

75
Mean ^

(standard

Median ^

Middle ranged

$

$

$

$

S

S

$

S

$

$

5

S

S

S

s

s

$------------1---------

80

85

90

95

lo o

n o

120

130

140

150

160

170

180

190

200

220

240

260

280

300

85

90

95

100

n o

120

130

140

150

160

170

180

190

200

220

240

260

2d0

300

over

and
under
80

ALL WORKERS
BILLERS. MACHINE (BOOKKEEPING
MACHINE) --------------------b o o k k e e p i n g -m a c h i n e

$

$

$

26

3 9 .5

117.50

1 1 5.00

9 4 .0 0 -1 3 8 .5 0

$

75

3 9 .5
3 9 .5

1 1 6.50

1 1 0.00

1 0 7 .0 0 -1 2 8 .0 0

_

_

1 1 4.50

11 0.00

1 0 6 .0 0 -1 2 B .0 0

-

-

-

8

-

operators

CLASS B ----------------------NONMANUFACTUPING ----------

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

51

4

2

2

2

8

20
11

16
11

3

16
14

7
7

3

3

8

7

3 9 .5
3 9 .5

17 4.00

168.50

-

-

-

-

16 9.50

1 6 8.00

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

-

154

-

-

1
-

31
-

20
8

21
6

23

52
9

3 9 .5

1 7 6.00

1 7 2.50

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

-

-

-

-

350

-

-

1

31

12

15

31

43

4U
39

100

4 0 .0

2 2 1.50

226.00

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

-

-

-

-

-

-

-

2

-

1

5

9

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

1 ,18 2

3 9 .5

124
-

192

16

5

89

124

121

66

12
56

18
1

13

17

107

4 0 .0

16 6.00

159.00

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

30
84

17
4

11 3.50

25
167

95
29

3 9 .0

32
142

163
42

114

-

89
-

174

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

5
-

72

4 0 .0

116.00
12 6.00

_

191
991

1 2 1.00
1 3 2.00
11 9.00

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

-

-

-

-

-

3

5

2

18

11

16

5

11

11
11

CLERKS, FILE, CLASS A ------NONMANUFACTURING ----------

44
42

3 9 .5
3 9 .5

11 9.00

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

-

-

_

-

1

21

3

11

2

-

-

-

-

1

21

3

4
4

2

11 7.50

112.00
1 0 9.50

2

11

-

-

-

CLERKS, FILE, CLASS B ------NONMANUFACTURING ----------

251
236

3 9 .5

10 6.00
10 5.50

10 1.00
1 0 1.00

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

2
2

15
12

41

50
50

64

39

47
47

60

8
8

18
12

4
4

2
2

CLERKS, FILE, CLASS C ------NONMANUFACTURING ----------

190
188

3 9 .0
3 9 .0

8 8 .5 0

8 4 .5 0
8 4 .5 0

86

4
4

20
20

1

9

1

2

86

57
57

1

9

1

CLERKS, ORDER ----------------m a n u f a c t u r i n g ------------n o n m a n u f a c t u r i n g ----------

196
47
149

4 0 .0
4 0 .0

1 2 9.00

1
-

2

7

18

29

-

-

-

36

151.00

4 0 .0

122.00

c l e r k s , p a y r o l l -------------m a n u f a c t u r i n g ------------n o n m a n u f a c t u r i n g ----------

116

4 0 .0

15 5.50

46
70

4 0 .0
4 0 .0

16 4.50
15 0.00

o p erators, class a MANUFACTURING -------------------- -

keypunch

nonmanufacturing

keypunch o p erators, class a m a n u f a c t u r i n g -------------

NONMANUFACTURING ----------

MESSENGERS -------------------NONMANUFACTURING ---------PUBLIC UTILITIES -------SECRETARIES ------------------MANUFACTURING ------------n o n m a n u f a c t u r i n g ---------PUBLIC UTILITIES -------SECRETARIES, CLASS A -----MANUFACTURING ------------NONMANUFACTURING — --------

See footnotes at
 end of tables.


504

3 9 .0

8 8 .0 0

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

_
-

8 4 .0 0 -

8 8 .5 0

8 4 .0 0 -

8 8 .0 0

10
10

1 2 4.00

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

-

151.00
110.00

1 2 6 .0 0 -1 6 8 .5 0
1 0 0 .0 0 -1 4 1 .5 0

1 5 0.00

1 2 0 .0 0 -1 8 2 .0 0

166.50
130.50

-

1

2

7

18

36

-

4

4

12

1 4 0 .0 0 -1 8 7 .0 0

-

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

-

-

-

4

4

-

-

-

186
58

4 0 .0
4 0 .0

1 4 4.00
1 5 0.00

136.00
14 7.00

-

1 4 1.00

13 2.00

1 2 3 .0 0 -1 5 9 .0 0
1 3 3 .5 0 -1 6 8 .0 0
1 2 1 .0 0 -1 4 6 .0 0

_
-

4 0 .0

-

-

405

3 9 .5

1 2 5.00

12 1.00

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

-

100
305

3 9 .5
3 9 .5

12 6.50
1 2 4.50

126.00
119.00

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

131

3 9 .5

1 0 4.00

108
32

3 9 .5

1 0 3.50

100.00
9 8 .5 0

9 0 .0 0 -1 1 9 ,0 0
9 0 .0 0 -1 1 8 .0 0

4 0 .0

1 1 6.50

11 9.00

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

1 ,40 2
481

4 0 .0
4 0 .0

15 9.00

151.00
15 3.00

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

921

15 8.00
204.00

1 4 9.50

187

4 0 .0
4 0 .0

1 3 9 .0 0 -1 7 4 .0 0
1 2 9 .0 0 -1 7 6 .0 0

205.00

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

118
52
66

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

179.00

1 7 2.50

1 8 7.00

182.00
172.50

1 4 8 .0 0 -2 0 1 .5 0
1 4 7 .5 0 -2 1 4 .0 0
1 4 9 .5 0 -1 7 3 .5 0

1 7 3.00

-

-

128

16 1.50

1
71

-

-

-

-

3

11

10

24

-

5

10

19

31

26

84

118

40

6

41

78

77

21
19

17
13

17

10

-

12

8

13
48

10

31

9

21

10

15
15

22

7

-

-

5

20
5

15

27

-

-

-

20

n

3

4
35

4

38
12

9
8

27
5

35
14

19
7

25
-

15
-

3
-

17

22

12

25

15

3

3

6

-

21
2(>

11

25

15

3

10
10
-

21

2
-

-

2
-

21

-

2

-

21

2
2

-

2

-

-

5

-

-

-

r

-

10

3
7

11

-

-

-

-

-

2

7

_

6

7
3

-

-

-

-

1

4

2

i

7

-

7

3

a

1

-

11
5
6

2

-

n

1

6

16

n

1

6

9
3

ia
12

6

6

1

_
-

8

5
9

5

-

14

3

30
11
19

.

7

1

5

1

-

-

94
45
49

44

25

13
5

29

22

8

10
1
9

9
1
8

27

18

5

9

8

4
4

1

2

71

156
55

160
49

43
18

35
13

124

121
9

100
19

70

101

111

25

22

3

-

2

11
8
3

2

13

3

10

-

_
-

141

-

_

3

-

79

-

3

_

16

63

-

-

5

-

47

-

s

_

_

1
1

13
63

I

_

5
-

179

24

-

6
11
7
4

11
14

_

3
3

4

14

25

14

7

7
4

13

184

15

-

11

171

7

_

-

76

20

-

7
3

32
15

63

11
6

-

3

10

90
27

5

-

-

7

-

-

-

9
14

12

-

-

23

1

61

-

_

-

8

10
11
15

-

3

26

68

79

*

21

3

10

12

3

54

1
1

8
3
5

4
9
5
4

31

8

8

23

8

20

-

3

11

5

30

7
5

4
2
2

17

2

13

4

15

4
4

3

5

1
4

1

1
1

Weekly earnings *
(standard)

Occupation and industry division

Number
of
workere

Number
s

Average
weekly
hours1
(standard

s
75

Mean 2

Median 2

Middle range2

S
80

85

S

*

*
90

95

100

receivin g

of w o rk e rs
S

*
110

t

S
120

130

straigh t -tim e
S

140

150

w eek ly

s

I
160

earn in gs

i
170

I
180

of—
I

S
190

200

i

*
220

240

$
260

$
280

and
under
80

300
and

85

90

95

100

110

120

130

140

150

160

170

180

190

200

220

32
7
25

8
4
4

14
6

34
18

8

16
14

240

260

280

300

over

18

5

1
•

4

5
13

1

i
3

4
-

5

12

5

1

3

4

8

4
-

i
-

4
4

i
i
2
-

ALL WORKERS—
CONTINUED
SECRETARIES -

CONTINUED
$

SECRETARIES, CLASS B -----------MANUFACTURING ------------------NONMANUFACTURING --------------PUBLIC UTILITIES ------------SECRETARIES, CLASS C -----------MANUFACTURING ------------------NONMANUFACTURING --------------PUBLIC UTILITIES -------------

333
74
259
43
529

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

$

$

1 6 4.50
178.50

1 6 1.00
177.00

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

$

1 6 0.50
230.00

155.50
2 2 6.00

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

149.50
1 5 1.00
145.50

-

-

-

-

-

-

-

12

-

•
-

23
-

47

-

23

44

-

-

-

-

-

-

-

-

22
4

1 3 2 .5 0 -1 7 4 .0 0
1 4 1 .5 0 -1 6 8 .5 0

-

-

-

4
-

27
8

59

74

-

4
-

17

-

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

-

-

-

4

4

15
44

36
38

265
264

4 0 .0

1 5 8.50
157.00
1 5 9.50

60

4 0 .0

212.00

211.00

4 0 .0
4 0 .0

15 0.00
1 4 5.00

1 4 6.00
1 4 0.00

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

1 5 1.50

147.00
166.50

1 3 1 .5 0 -1 6 5 .0 0
1 4 9 .0 0 -2 0 5 .0 0
1 1 8 .5 0 -1 4 9 .5 0
1 1 8 .5 0 -1 4 9 .5 0

SECRETARIES, CLASS D -----------MANUFACTURING ------------------NONMANUFACTURING --------------PUBLIC UTILITIES -------------

422

STENOGRAPHERS, GENERAL -----------MANUFACTURING ------------------NONMiiNUFACTURING--------------PUBLIC UTILITIFS -------------

348

90
332
82

1 8 2.00

4 0 .0
4 0 .0

1 3 4.50

133.00

117

1 3 5.50

127.50

231

4 0 .0

134.50

134.00

82

4 0 .0

152.50

1 4 1.50

21

69
18

73
8

42
16

33

51

65

-

-

-

3

5

15

26
4

51

75
24

-

“

-

-

1
1
1
1

_

-

_

2
-

115.00
1 1 2.00

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

SWITCHBOARD OPERATOR-RECEPTIONISTS
MANUFACTURING ------------------NONMANUFACTURING ---------------

219
58

3 9 .5

1 2 1.00
12 4.50

1 1 8.00
1 2 4.00

120.00

-

31

11

38

40
25

10
17
-

30

21
11

10
-

4
-

-

i
-

9

10

4

-

i

2

23

-

5

2

8

10

4

*

i

2

5
-

1
-

_

2
-

-

-

5

1
1

3
3
-

10
-

5

12
-

10
5

30

7

11
19

7
-

26

3

26
12
14

8

5

5

40
d

47
7

-

2

17

~

-

-

-

-

-

6

30
9

10
2

-

6
6

6
6

26
26

4

-

2

5
3

17
14

10
3

9
6

16
16

3
3

7
4

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

1
-

-

31

28
6

36
16

49
18

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

1

”

2

17

22

20

31

3
19

10
6
4

2
-

1 1 6.00

3
28

17
-

22

-

2
-

2

6

14

14

10

-

6

14

14

4
4

8

_

_

8
-

23
18

9

-

12

8

1
14

10
4

31

-

12
-

15

-

6

5

13
18

15

30

45

91

10

4

15

30

45

80

37
37

10

2

H 0 .0 P -1 A 1 .0 0
1 0 9 .5 0 -1 2 3 .0 0

TYPISTS, CLASS A ------------------MANUFACTURING ------------------NONMANUFACTURING ---------------

114
41

3 9 .5
3 9 .5

1 2 4.00
133.00

1 2 3.00
125.50

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

-

73

3 9 .5

1 1 8.50

1 1 5.00

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

-

TYPISTS, CLASS B ------------------NONMANUFACTURING ---------------

241

3 9 .0
3 9 .0

1 0 7.00
104.00

106.00
106.00

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

_
-

.

i
7
4

9
-

-

123.00
115.00

11
2
9
9

8

-

1 3 3.50
1 2 3.00

3

6
5

8
-

-

3 8 .0

12
6

10
3
7

51

1
7

34
14
20
8

11
28

-

73
49




69

30
14

8

12
6

4

52
8
44

-

4 0 .0
3 9 .5

219

44

lu
b

-

161

3 8 .5

-

-

1 2 4.50
121.50

-

54

-

4 0 .0
4 0 .0

5
4

5

-

119
95

9

6

19

31

SWITCHBOARD OPERATORS ------------NONMANUFACTURING ---------------

18

24

31
-

168.00

66
28
38

10

20

1 7 4.00

46
38

10
-

20
-

16 5.00

53
46
7

23
4

1 1

-

4 0 .0

80
57

11
-

-

4 0 .0

-

4

-

0
0
0
0

"

4
-

-

.5
.0
.0
.0

-

-

-

2
6
4
0

-

-

-

-

-19
-1 9
-1 8
-2 0

-

-

-

.0C
.0 0
.0 0
.0 0

-

-

-

8
5
9
3

48
9
39

4

-

-

3
4
2
3

37
33

-

-

61

166.00
168.50

19

18
11
7

_

_

165.00
1 6 3.00
165.00

See footnotes at end of tables.

28
6

-

-

237
55
182

4 0 .0
4 0 .0

3
14

1 1 5 .5 0 -1 4 8 .0 0
1 3 6 .0 0 -1 5 2 .0 0

STENOGRAPHERS, SENIOR ------------MANUFACTURING ------------------NONMANUFACTURING --------------PUBLIC UTILITIES -------------

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

3

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

4 0 .0
4 0 .0

12
-

39

20

12
3

5

11
9

1

5

10
10
22
8
14
8

-

.

-

-

-

-

“

*

12
-

3
-

7
-

-

-

-

-

7
7

-

-

2
2

-

-

-

-

'

-

-

1?
1

3
1
_

1

4

1

-

2

-

14
6

_

4
_

-

-

_

.

3
-

tt

-

4

-

-

-

-

3

2
-

-

-

2
2

2

_

“

.

.

-

-

-

-

-

-

-

-

7

3

2

2

-

-

-

-

-

-

-

3

_

_

-

-

3
3

_

-

3
1

_

1
8

-

-

-

-

-

-

2

-

-

-

-

2

2

1

4

8

3

_

-

_

Weekly earnings 1
(standard)
Number
of
work ere

N um ber of w orkers

S

S

S

$

S

$

receivin g

s

S

$

3tra igh t-tim e w e e k ly

S

s

s

$

earn in gs

$

of—

s

I

weekly
hours1
(standard)

*

$

$

$

lio

120

130

140

150

160

170

180

190

200

210

220

230

no

Occupation and industry division

120

130

140

150

160

170

180

190

200

210

220

230

240

-

-

-

6
3

13

12
7

3
1

2
2

1

4

3

-

10

-

2

3

-

1
1

_

_

4

1

-

-

-

4

1

-

-

4
4

1

7

7

"

3

7

10
8

2
2

Mean ^

Median ^

Middle ranged

$

*

100

240

260

280

-2 6 0 . -■£80

.3 0 0

300

320

340

360

3£0_

340

360

3o0

-

-

-

-

-

-

-

-

-

-

*

”

and
under

ALL WORKERS
$
53
34

4 0 .0
4 0 .0

203.50
204.50

$
1 9 5.50
19 5.50

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

-

177
44

3 9 .5

1 6 6.00

158.00

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

_

-

4 0 .0
3 9 .5

17 3.00

17 0.00

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

-

-

133

16 3.50

155.50

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

-

COMPUTER OPERATORS, CLASS C ------NONMANUFACTURING ----------------

67
52

3 9 .0
3 9 .0

13 0.00
1 2 5.50

126.50
126.00

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

7
7

COMPUTER PROGRAMMERS,
BUSINESS, CLASS A -----------------NONMANUFACTURING ----------------

33
25

4 0 .0

263.50

270.00

4 0 .0

268.50

278.00

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

COMPUTER OPERATORS, CLASS A ------NONMANUFACTURING ---------------COMPUTER OPERATORS, CLASS B ------MANUFACTURING --- ----------------NONMANUFACTURING ------------ ----

-

1

4

4

-

-

3

3

28

27
8

8

8

17

6

6

2

2

3
14

8

4
2

5

22
11

-

2
6

49
-

2

49

23

11

19

14
11

17
14

15
14

1

6
6

3

4

“

2
1

COMPUTER PROGRAMMERS,
BUSINESS. CLASS B -----------------NONMANUFACTURING ---- ----------—

70
49

4 0 .0

210.00

211.00

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

4 0 .0

210.00

211.00

1 8 4 .0 0 -2 2 1 .0 0

COMPUTER PROGRAMMERS.
BUSINESS. CLASS C ------------------

28

4 0 .0

154.50

149.50

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

-

-

2

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

36

3 9 .0

324.50

323.50

2 9 9 .0 0 -3 3 5 ,0 0

-

-

-

COMPUTER SYSTEMS ANALYSTS.
BUSINESS. CLASS B -----------------MANUFACTURING -------------- -----

35

3 9 .5

263.00

264.50

2 4 5 .0 0 -2 8 0 .5 0

27

3 9 .5

274.50

269.00

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

DRAFTERS, CLASS A ------------------MANUFACTURING --------------------

68
38

4 0 .0
4 0 .0

2 3 3.50
202.00

2 2 1.00
209.00

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

DRAFTERS. CLASS B ------------------M A N U F A C T U R I N G ----------— ----- —

4 0 .0
4 0 .0

193.00
1 7 7.50

4 0 .0

208.50

19 0.00
17 7.00
208.00

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

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

115
57
58

DRAFTERS, CLASS C ------------------M A N U F A C T U R I N G -------- -— — -----

53
32

4 0 .0
4 0 .0

1 5 3.50
148.00

149.50

1 3 2 .0 0 -1 7 4 .0 0

142.50

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

-

ELECTRONICS TECHNICIANS ------------

194

4 0 .0

212.50

218.00

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

-

118

4 0 .0

2 0 7.00

210.00

1 8 8 .0 0 -2 3 1 .0 0

-

-

nonmanufacturing

electronics

technicians, class

See footnotes at end of tables.




b-

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

_

-

_

_

_

-

_
*

.

5

5

8

5

8

4

4

3

-

-

-

-

-

“

-

_

-

-

-

-

-

“
-

-

12

7

1

3

1

12

2

“

8

2

1

-

-

-

-

-

-

1

12

2

13

2

6

.

4

5

13

8

13

8

i
i

-

-

-

7
1

4

2

-

-

-

-

4

2

-

5
4

5

7

“

2

4

5

“

_
_

-

3

12
12

5

4

4

4

4

9

15

5

7

5

-

-

-

2

10

3

8

9
4

7

7

1

6

4

-

-

18

6

7

-

15

5

5

-

-

5
3

3
3

-

-

-

10

10

5
5

1
1

7
7

17
9

11

15

8

4

10
10

12

7
5

5
1

4

9

1
1

8

-

-

8
-

“

_

_

10

10
5
5

1

1

20

18

19

21

42

20

11

1

-

-

-

-

14

12

15

6

23

13

4

-

-

-

-

-

7

7

5

1

8

-

3
-

-

-

•

-

-

8

3

-

-

-

-

-

3
11

6

Average
(m ean 2 )

A verage
(m ean 2 )

Sex, occupation, and industry division

Number
of
workers

W eekly
hours 1
[standard)

OFFICE OCCUPATIONS - MEN

W eekly
earnings1
(standard)

48

40.0 It'' 0(
40.0 160.00
39.5 107.00
39.5 107.00

nonmanufacturing

72
51
— —

b t u K t 1 AK i t o

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

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

nonmanufacturing

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

39.5
39.5
39.5
40.0

167.00
168.50
166.00
218.00

1,134
176
958
83

39.5
40.0
39.0
40.0

119.50
128.00
118.00
166.50

99.50
99.50

219

39.0
39.0 104.00

50
32

40.0 204.00
40.0 205.50

120
31

39.5 165.00
39.5 174.50

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

49

39.0 130.00

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

63
44

40.0 212.00
40.0 212.00

33

39.3 324.00

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - MEN

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

40.0 158.00
40.0 204.00
40.0 187.00
173.00

333
74
259
43

PUBLIC UTILITIES

921
187

164.50

COMPUTER OPERATORS, CLASS A ------------------NONMANUFACTURING ---------------- -----------------------L U n r U 1 LH

U r L H f l 1 UK*!,,

v L ACj o

—

M A N U F A C T U R I N G ------- -- ------------------------- -------------COMPUTER OPERATORS. CLASS C

230.00

COMPUTER PROGRAMMERS,
tlU .3 i N L ^ j f

LL A uu

A

n o n m a n u f a c t u r i n g ----------------------------------------p u b l i c u t i l i t i e s ------------------------------------

264
60

40.0 159.50 COMPUTER PROGRAMMERS,
40.0 212.00

v LL M j u "t/ *
MANUFACTURING --------------------------------------------------

422
90
332
82

40.0 145.00 COMPUTER SYSTEMS ANALYSTS,
40.0 151.50

STENOGRAPHERS* GENERAL
MANUFACTURING -------------------NONMANUFACTURING ----------------

348
117
231
82

40.0
40.0
40.0
40.0

j t L K L 1 AK i L J

nonmanufacturing

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

nonmanufacturing

COMPUTER SYSTEMS ANALYSTS,
BUSINESS, CLASS 8 --------------------------------------------134.50
135.50
DRAFTERS* CLASS A —
134.50
MANUFACTURING -------------------152.50

CLERKS. FILE, CLASS A -----------------------------------NONMANUFACTURING -----------------------------------------

44
42

39.5 119.00
39.5 117.50

CLERKS, FILE, CLASS B -------------NONMANUFACTURING ----------------

241
226

39.5 106.50
39.0 106.50

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

190
188

39.0
39.0

88.50
88.00

STENOGRAPHERS, SENIOR -------------MANUFACTURING -------------------NONMANUFACTURING ---------------rUHLI v Ul 11 1 1its
_

236
55
181

40.0 165.50
40.0 168.50
40.0 164.50

152
35
117

40.0 119.50
40.0 145.00
40.0 111.50

SWITCHBOARD OPERATORS --------------

116

SWITCHBOARD OPERATOR-RECEPTIONISTS-

213

39.5 122.00

32

39.5 263.00

68
38

40.0 233.50
40.0 202.00

55
51

40.0 178.00
40.0 207.50

40.0 125.00

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

MANUFACTURING
uTr UriL'' U' L K n 1UH j j

63
v LA j o

^

185
127

TRANSCRIBING-MACHINE OPERATORS,




40.0 152.50
148.00

ELECTRONICS TECHNICIANS, CLASS B-

118

40.0 207.00

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - WOMEN
73
49

38.5 133.50

NOTE: Earnings data in table A -3 relate only to workers whose sex identification was provided by the establishment.
to all workers in an occupation. (See appendix A for publication criteria.)
See footnotes at end of tables.

MANUFACTURING -------------------NONMANUFACTURING —————————— —————

212.50

39.5 163.00
40.0 139.00
144.00
40.0 150.00
40.0 141.00

W eekly
earnings 1
(standard)

$
39.5 124.00
39.5
39.5 118.50

1,401

—

39.5 115.50
39.5 114.50

403
137
266
48

Weekly
hours 1
standard)

114
41
73

52
66

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

PUBLIC UTILITIES
MANUFACTURING

—

OFFICE OCCUPATIONS WOMEN— CONTINUEO

50
49

OFFICE OCCUPATIONS - WOMEN
operators.

Number
of
workers

li-4. j 0

' 0 0
40 » 0 156.00

81
59

CLERKS* ACCOUNTING* CLASS A

Weekly
earnings1
(standard)

$

401

40.0 207.50
40.0 224.50

32

b o o k k e e p i n g -m a c h i n e

Weekly
hours 1
(standard)

A verage
(m ea n 2 )

Sex, occupation, and industry division

OFFICE OCCUPATIONS WOMEN— CONTINUED

$
52

Sex, occupation, and industry division

Number
of
workers

Earnings data in tables A - l and A -2 ,

40.0 167.50
40.0 167.00
on the other hand, relate

Hourly e arn ngs3

O ccu p a tion and in du stry

d ivision

Number
of
workers

Num ber
$

Median'2

Middle range 2

S

$

$

3.20
M e an 2

$

1

3 .3 0

3.40

3.50

3.80

3

3 .4 o

3 .5 0

3.60

3.7()

3 .8 p

3.90

4

of w ork er s receivin g

stra ig h t-tim e h ou rly

earn in gs

of—

S

s

r

$

$

$

I

I

1

I

$

$

90

4.0 0

4.1 0

4.2 0

4.4 0

4 .6 0

4 . 80

5 .0 0

5.20

5 .4 0

5.60

5.80

6.20

" 5 ---------- i —
!
3.60
7.00
7.40

00

4 .1 0

4.2 0

4 .4 0

4 .6 0

4.8 0

5 , SlQ_ 5 . 2 0

5 .4 0

5 .6 0

5 .8 0

6.20

6 »60

r.o o

S

3.6 0

S
3 .7 0

and
under
3 .3 0

7.40

7.8o

ALL WORKERS
$

$
4 .8 8

$

$
1

1

54
4^ 56-

s' . b
3

4 .9 7 -

38

*

*

13

10
10

it.
5

7.01

*

5

12
* Q«
4*00

11

12

10

3

1

“

MECHANICS. AUTOMOTIVE
MANUFACTURING

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

82

4 .9 2

4.8 9

4 .4 6 -

5.46

7

-

“

3

-

3

3

g

3

8
-

14
-

8

6

15
12

-

14

8

9

14
14

99

See footnotes at end of tables.




6*66

7*47

12
12

2

11

^8

5*48

-

8

tj

fiO

14

10
10

11

-

2

17
_

20
16

5
42
24

10

257
257

17
17

63

22

“

20
-

61
2

6

7
7
-

1
1

53
53

Hourly earnings 3

Number of workers receiving straight-time hourly earnings of—

_
S
T
5
T~
T
1 ---- $
1 ---- S
f --- T
%
$
$
s
%
S
T ----S --S
$
2.00 2.10 2.20 2.30 2.40 2.50 2.60 2 .80 3 .00 3 .20 3.40 3 .60 3 .80 4.00 4.20 4.40 4» 6( 4.80 5.20 5.60 6.00 6.40 6 . 8 0

Number
O ccu pation and

industry d ivision
workers

Mean2

Medi an2

Middle range 2

and
under

2.10 2.20 2.30 2.40 2.50 2.60 2.80 3 .00 3 .20 3 .40 3.60 3 .80 A .00 4.20 4.40 4.60 4.80 5.20 5.60 6.00 6. h 0 6.80 7.20
ALL WORKERS
!,r , A
,\ ,

68

JANITORS. PORTERS. AND CLEANERS ---

1,567
145
75
845
288

^

rr.--r

$
$
2.13- 2.65

t.t-k
guards:

$

$

t.13

2.39

3.66
3.63

3.89
3.67

r -- ,a
178

24

343

151

24

339

2

10

30
10
20

21

40
14
26
20

12
10

58
23
35

57
26
31

37
27
10

15
9

3

18
12

5

151

2.75- 4.21
2.81- 4.25
2.75- 4.21

50
48

16
16

17

45

87

17

45

87

21

12
12

77
26
51

18

77
69l

4.52

3.80

3.60- 5.27
3.35- 5.85

4 05
4.51

4.24
4,69

17
13

56

3.71
_ _
/ T1

3.89

13
13

_

2

6

30

5

21
15

22
16

*

*

*

*

“

*

5

71
48
23
15
15

5

284

34
27

19
19

41

3.71

TRUCKDRIVERS. MEDIUM (1-1/2 TO

2.83- 3.7l
2.83- 3.71
3.10- 7.13
3.10- 3.6o

84

j.9o
TRUCKDRIVERS, HEAVY (OVER 4 TONS,

inn
00

39
31

*

1H
_
21
3

-

10

6

8
8

-

1

23

40

77

40

30

13

25
8

6

8
7

2

-

.

1

-

55

See footnotes at end of tables.




4.67
4.67
5.88

3.60- 5.94
3.60- 4.67
3.60- 6.57

28

49
29
20

17

**

8

32
12

3.39
4.07
3.27

3.13
4.02
3.04

2.88- 3.6o
3.83- 4.43
2.85- 3.6 q

10

53
33
20

17
14

-

32
26

14

8
8

36

9

50

91

14

36

50

91

14

t>

"

14
14

74
70

“

“

205
197

35

148

436

32
32

8

172
3
169
93

34

8

34
32

148
"

436
436

.

.

_

~

IJ

14

i

7

14

-

1

8
8

2

11

66
31
35
8

22
IS

71

13

62

A

-

*

*

~

8

32

8
8

11
11

-

10

32
32

*

14

341

*

85
15
70

77

16

341

18

7.13

4.61
4.27
5.20

“

12

10

*

198

21

32

6,00- 6.69
540

57
2?

i .

‘
-

22
22

la

3

41

3.35

12
9

12

6.00- 7.13

J* JJ

*

12
12

5

5.01

613

“

_

1?
14
14

3.30- 3.95

175

12
12

18

3.28- 4.78
4.24- 4.99

1

18

12

41

TRUCKDRIVERS. LIGHT (UNDER
1-1/? TONS) ----------------------

12

3

52
10
42
22

16

manufacturing

12
12

156
30
126

209

91

ril,nnTllA

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

10

14
13

37

371
15
356

2.55
3.9o
2.5?
3.54

12

54

_ f. j r*
2.80- 5.17

*C

15

12

3.08- 5.21
2.202.632.182.84-

54

202

t.So

3.72
2.54

54
30
24

226

22
22

*
“

16

16

102
102

48
39

5
2

17
14
3

*
”

A

3
i

_

99

2

244

9 i

2

6

84

2

244
244

2
2
2

73
73

i
i

6b
38
28

9

15
14

_

3

30

148
148

60
d0
80

21

60

8

21

60

a

6

9

-

b

“
9

-

“

3

32
32




Table A-6. Average hourly earnings of maintenance, powerplant,
custodial, and material movement workers, by sex.
in Oklahoma City, Okla., August 1975
Sex, occupation, and industry division

maintenance

and

Number
of
woikers

Average
( me an * )
hourly
earnings3

30

$
4.73

38

5.25
5.15

37
as

MECHANICS. AUTOMOTIVE

526
82
444

6.66

112
77

3.90

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

88
69

4.57

6.21
4.92
6.45
5.53
5.48

$
MANUFACTURING --------------------

5.24
4.80

99

nw1.U i nv, 1 U fxjlr . o

4.51
53

3.71
2.35

TRUCKDRIVERS. LIGHT (UNDER
3.35
TRUCKDRIVERS. MEOIUM (1-1/2 TO

68

4.05

965

TRUCKDRIVERS. HEAVY (OVER 4 TONS.
6.42

2.65
2.52
3.29
_ AA
TAT
3 68

r 1LLLK j

3.42
5.06

6.69

829
64

UKUt K

5.36
6.70

7^

98
A70

JANITORS. PORTERS. AND CLEANERS ---

3.73

1.343

CUSTODIAL ANO MATERIAL MOVEMENT
OCCUPATIONS - MEN

GUARDS *

Average
( me an 2 )
hourly
earnings3

3.86

AO
27

171
135

MACHINISTS. MAINTENANCE ------------

Number
of
workers

CUSTODIAL AND MATERIAL MOVEMENT
OCCUPATIONS - MEN— CONTINUED

powerplant

OCCUPATIONS - MEN

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

Sex, occupation, and industry division

^90

TRUCKERS* POWER (FORKLIFT) --------

540

4.61
4.27
5.20

WAREHOUSEMEN

CUSTODIAL AND MATERIAL MOVEMENT
OCCUPATIONS - WOMEN

2
U K U tK

rlLLLno

_

NOTE: Earnings data in table A -6 relate only to workers whose sex identification was provided by the
establishment. Earnings data in tables A -4 and A -5, on the other hand, relate to all workers in an occupation.
(See appendix A for publication criteria.)
See footnotes at end of tables.

Table A-7. Percent increases in average hourly earnings for selected
occupational groups, adjusted for employment shifts.
in Oklahoma City, Okla., for selected periods
Industry and occupational
group

July 1972
to
July 1973

A ll industries:
5.5
Office clerical (men and women)___________________
Electronic data processing (men and women) ---------------------- *
**
Industrial nurses (men and w om en)_____________ .
Skilled maintenance trades (m en )... ______________
7.9
4.7
Unskilled plant workers (men)_____________________
Manufacturing:
Office clerical (men and women)__________________ _
Electronic data processing (men and wom en)____
Industrial nurses (men and women) „______________
Skilled maintenance trades (men)---------------------------Unskilled plant workers (men)---------------------------------

6.2
*
**
**
4.1

Nonmanufacturing:
Office clerical (men and women)___________________
Electronic data processing (men and w om en)------Industrial nurses (men and w om en)_______________
Skilled maintenance trades (men)__________________
Unskilled plant workers (men)_____________________

5.4
*
**
**
4.8

*
**

July 1973 to August 1974
13-month
increase

Annual rate
of increase

August 1974
to
August 1975

8.9
7.6
**
9.3
10.9

8.2
7.0
**
8.6
10.0

8.8
7.6
8.7
10.6

11.7
**
12.6
10.3

10.8
**
**
11.6
9.5

8.9
**
**
9.8
13.2

8.1

7.5

8.8

**
**
11.2

**
**
10.3

9.6

Data not available.
Data do not meet publication criteria.

NOTE: The percent increases presented in this table are based on changes in average
hourly earnings for establishments reporting the trend jobs in both the current and previous
year (matched establishments). They are not affected by changes in average earnings
resulting from employment shifts among establishments or turnover of establishments
included in survey samples. The percent increases, however, are still affected by factors
other than wage increases. Hirings, layoffs, and turnover may affect an establishment
average for an occupation when workers are paid under plans providing a range of wage rates
for individual jobs. In periods of increased hiring, for example, new employees enter at the
bottom of the -range, depressing the average without a change in wage rates.
These wage trends are not linked to the wage indexes previously published for this
area because the wage indexes measured changes in area averages whereas these wage trends
measure changes in matched establishment averages. Other characteristics of these wage
trends which differ from the discontinued indexes include (1) earnings data of office clerical
workers and industrial nurses are converted to an hourly basis, (2) trend estimates are
provided for nonmanufacturing establishments where possible, and (3) trend estimates are
provided for electronic data processing jobs.
For a more detailed description of the method used to compute these wage trends, see
"Improving Area Wage Survey Ind exes," Monthly Labor Review, January 1973, pp. 52-57.

Footnotes
1 Standard hours reflect the workweek
to these weekly hours.
2 The mean is computed for each job
and half receive less than the rate shown.
3 Excludes premium pay for overtime




for which employees receive their regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates), and the earnings correspond
by totaling the earnings of all workers and dividing by the number of workers. The median designates position— half of the employees surveyed receive more
The middle range is defined by 2 rates of pay; a fourth of the workers earn less than the lower of these rates and a fourth earn more than the higher rate.
and for work on weekends, holidays, and' late shifts.

Appendix A
Area wage and related benefits data are obtained by personal visits of Bureau field represent­
atives at 3-year in terva ls.1 In each of the intervening years, information on employment and
occupational earnings is collected by a combination of personal visit; mail questionnaire, and telephone
interview from establishments participating in the previous survey.
In each of the 8 3 2 areas currently surveyed, data are obtained from representative estab­
lishments 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. Establishments having fewer than a prescribed number of workers are omitted
because of insufficient employment in the occupations studied. Separate tabulations are provided for
each of the broad industry divisions which meet publication criteria.

Average earnings reflect composite, areawide estimates. Industries and establishments differ
in pay level and job staffing, and thus contribute differently to the estimates for each job.
Pay
averages may fail to reflect accurately the wage differential among jobs in individual establishments.
Average pay levels for men and women in selected occupations 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 specific duties within the general survey job descriptions. Job
descriptions 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.
Occupational employment estimates represent the total in all establishments within the scope
of the study and not the number actually surveyed. Because occupational structures among establish­
ments differ, estimates of occupational employment obtained from the sample of establishments studied
serve only to indicate the relative importance of the jobs studied. These differences in occupational
structure do not affect materially the accuracy of the earnings data.

These surveys are conducted on a sample basis. The sampling 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 probability of selection, so that unbiased estimates are generated. For
example, 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
classification 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.

Wage trends for selected occupational groups

Occupations and Earnings

Occupations used to compute wage trends are:

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 movement. Occupational classification is
based on a uniform set of job descriptions designed to take account of interestablishment variation
in duties within the same job. Occupations selected for study are listed and described in appendix B.
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 the A -s e rie s 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. Separate m en's and women's earnings data are not presented when the
number of workers not identified by sex is 20 percent or more of the men or women identified in an
occupation. 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 sub­
classification 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 excluded, but cost-of-living allowances
and incentive bonuses are included. Weekly hours for office clerical and professional and technical
occupations refer to the standard workweek (rounded to the nearest half hour) for which employees
receive 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 measure the level of occupational earnings in an area at a particular time.
Comparisons of individual occupational averages over time may not reflect expected wage changes.
The averages for individual jobs are affected by changes in wages and employment patterns. For
example, proportions of workers employed by high- or low-wage firms may change, or high-wage
workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts In
employment could decrease an occupational average even though most establishments in an area
increase wages during the year. Trends in earnings of occupational groups, shown in table A - 7,
are better indicators of wage trends than individual jobs within the groups.

The
Annual rates
span between
increased at

percents of change in table A - 7 relate to wage changes between the indicated dates.
of increase, where shown, reflect the amount of increase for 12 months when the time
surveys was other than 12 months. Annual rates are based on the assumption that wages
a constant rate between surveys.

Office 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
Secretaries
Stenographers, general
Stenographers, senior
Switchboard operators
Tabulating-machine operators,
class B
Typists, classes A and B
Electronic data processing
(men and women):
Computer operators, classes A, B, and C
Computer program m ers, classes A, B,
and C
Percent changes for individual areas in the prograj

Electronic data processing (men
and women)— Continued
Computer systems analysts, classes A,
B, and C
Industrial nurses (men and women):
Nurses, industrial (registered)
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
are computed as follows:

1. Each occupation is assigned a weight based on its proportionate employment in the selected
group of occupations in the base year.
2. These weights are used to compute group averages. Each occupation's average (mean)
earnings is multiplied by its weight. The products are totaled to obtain a group average.
3. The ratio of group averages for 2 consecutive years is computed by dividing the average
for the current year by the average for the earlier year. The results— expressed as a percent— less 100
is the percent change.
Establishment practices and supplementary wage provisions

1 Personal visits were on a 2-y e a r c y c le before July 1972.
2 Included in the 83 areas are 13 studies condu cted by the Bureau under contract.
These areas are Akron, Ohio; Austin, T e x .; Binghamton,
N .Y . —P a .; Birmingham, A l a . ; Fort Lauderdale—H ollyw ood and West Palm Beach—Boca Raton, F l a .; Lexington—Fayette, K y .; M elbourne—T itu sville—
C oco a , F la .; N orfolk—V irgin ia Beach-^-Portsmouth and Newport News—Hampton, V a. —N. C . ; Poughkeepsie—Kingston—Newburgh, F L Y .; R aleigh—
Durham, N. C . ; Syracuse, N . Y . ; U tica—R om e, N. Y . ; and W estchester County, N .Y . In addition, the Bureau conducts more lim ited area studies in
approxim ately 70 areas at the request o f the E m ploym ent Standards Administration o f the U. S. Department o f Labor.




Tabulations on selected establishment practices and supplementary wage provisions (B -series
tables) are not presented in this bulletin. Information for these tabulations is collected at 3-year
intervals. 1 These tabulations on minimum entrance salaries for inexperienced office workers; shift
differentials; scheduled weekly hours and days; paid holidays; paid vacations; and health, insurance, and
pension plans are presented (in the B -s e rie s tables) in previous bulletins for this area.

Establishments and workers within scope of survey and number studied
in Oklahoma City, Okla.,1August 1975
Industry division2

All divisions ___________________________ ____
Manufacturing___________________________________
Nonmanufacturing_____________________________ Transportation, communication, and
other public utilities * ___ _ _______________
Wholesale trade 6 _____________________________
Retail trade 6__________________________________
Finance, insurance, and real estate 6 ______
Services 6 7 ___________________________________

Minimum
employment
in establishments in scope
of study

_

Number of establishments

Workers in establishments
Within scope of study4

Within scope
of study *

Studied

Studied
Number

Percent

586

159

102,554

100

57.443

50
~

139
447

48
111

32,189
70,365

31
69

22,1 6 9
35,274

50
50
50
50
50

56
71
165
85
70

21
15
33
17
25

15,909
7,443
28, 155
12, 086
6, 772

16
7
27
12
7

11,751
2, 544
13,681
4 ,0 2 5
3,273

1 The Oklahoma City Standard Metropolitan Statistical Area, as defined by the Office of Management and Budget through February 1974, consists
of Canadian, Cleveland, McClain, Oklahoma, and Pottawatomie Counties. The "workers within scope of study" estimates shown in this table provide
a reasonably accurate description of the size and composition of the labor force included in the survey. Estimates are not intended, however, for
comparison with other employment indexes to measure employment trends or levels since (1) planning of wage surveys requires establishment data
compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded from the scope of the survey.
2 The 1967 edition of the Standard Industrial Classification Manual was used in classifying establishments by industry division.
3 Includes all establishments with total employment at or above the minimum limitation. All outlets (within the area) of companies in industries
such as trade, finance, auto repair service, and motion picture theaters are considered as 1 establishment.
4 Includes all workers in all establishments with total employment (within the area) at or above the minimum limitation.
5 Abbreviated to "public utilities" in the A -s e rie s tables. Taxicabs and services incidental to water transportation were excluded. Oklahoma
City's transit system is municipally operated and is excluded by definition from the scope of the study.
6 This division is represented in estimates for "a ll industries" and "nonmanufacturing" in the A -se rie s tables. Separate presentation of data
is not made for one or more of the following reasons: (1) Employment is too small to provide enough data to merit separate study, (2) the sample
was not designed initially to permit separate presentation, (3) response was insufficient or inadequate to permit separate presentation, and (4) there
is possibility of disclosure of individual establishment data.
7 Hotels and m otels; laundries and other personal services; business services; automobile repair, rental, and parking; motion pictures;
nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services.




Appendix B. Occupational Descriptions
The primary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate
occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and
from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on
interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in
individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed
to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-tim e, temporary, and probationary workers.

O F F IC E

BILLER, MACHINE

CLERKS, ACCOUNTING

Prepares statements, b ills, and invoices on a machine other than an ordinary or electromatic
typewriter. May also keep records as to billings or shipping charges or perform other clerical work
incidental to billing operations. For wage study purposes, billers, machine, are classified by type of
machine, as follows:

Performs one or more 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 more complicated journal vouchers. May work in either a manual or automated
accounting system.

B iller, machine (billing machine). Uses a special billing machine (combination typing and
adding machine) to prepare bills and invoices from customers' purchase orders, internally prepared
orders, shipping memorandums, etc. Usually involves application of predetermined discounts and
shipping charges and entry of necessary extensions, which may or may not be computed on the billing
machine, and totals which are automatically accumulated by machine. The operation usually involves a
large number of carbon copies of the bill being prepared and is often done on a fanfold machine.
B iller, machine (bookkeeping machine). Uses a bookkeeping machine (with or without a
typewriter keyboard) to prepare custom ers' bills as part of the accounts receivable operation.
Generally involves the simultaneous entry of figures on customers' ledger record. The machine
automatically accumulates figures on a number of vertical columns and computes and usually prints
automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from
uniform and standard types of sales and credit slips.

The work requires a knowledge of clerical methods and office practices and procedures which
relates to the clerical processing and recording of transactions and accounting information. With
experience, the worker typically becomes familiar with the bookkeeping and accounting terms 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.
Glass A. Under general supervision, performs accounting clerical operations which require
the application of experience and judgment, for example, clerically processing complicated or
nonrepetitive accounting transactions, selecting among a substantial variety of prescribed accounting
codes and classifications, or tracing transactions though previous accounting actions to determine
source of discrepancies. May be assisted by one or more class B accounting clerks.

BOOKKEEPING-MACHINE OPERATOR

Operates a bookkeeping machine (with or without a typewriter keyboard) to keep a record of
business transactions.

Class B . Under close supervision, following detailed instructions and standardized procedures,
performs one or. more routine accounting clerical operations, such as posting to ledgers, cards, or
worksheets where identification of items and locations of postings are clearly indicated; checking
accuracy and completeness of standardized and repetitive records or accounting documents; and coding
documents using a few prescribed accounting codes.

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

CLERK, FILE

C lass B . Keeps a record of one or more phases or sections of a set of records usually
requiring little knowledge of basic bookkeeping. Phases 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. May check or assist in preparation of trial
balances and prepare control sheets for the accounting department.




F iles, classifies, and retrieves material in an established filing system. May perform
clerical and manual tasks required to maintain files. Positions are classified into levels on the basis
of the following definitions.
Class A. Classifies and indexes file m aterial such as correspondence, reports, technical
documents, etc., in an established filing system containing a number of varied subject matter files.
May also file this material. May keep records of various types in conjunction with the files. May
lead a small group of lower level file clerks.

SECRETARY— Continued
Class B . Sorts, codes, and files unclassified material by simple (subject matter) headings
or partly classified material by finer subheadings. Prepares simple related index and cross-reference
aids. As requested, locates clearly identified material in files and forwards material. May perform
related clerical tasks required to maintain and service files.
Class C . Perform s routine filing of material that has already been classified or which is
easily classified in a simple serial classification system (e.g., alphabetical, chronological, or
numerical). As requested, locates readily available material in files and forwards material; and may
fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and
service files.
CLERK, ORDER
Receives customers* orders for material or merchandise by m ail, phone, or personally.
Duties involve any combination of the following: Quoting prices to customers; making out an order
sheet listing the items to make up the order; checking prices and quantities of items on order sheet;
and distributing order sheets to respective departments to be filled. May check with credit department
to determine credit rating of customer, acknowledge receipt of orders from customers, follow up
orders to see that they have been filled, keep file of orders received, and check shipping invoices
with original orders.
CLERK, PAYROLL
Computes wages of company employees 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 name, working days, tim e,
rate, deductions for insurance, and total wages due. May make out paychecks and assist paymaster
in making up and distributing pay envelopes. May use a calculating machine.
KEYPUNCH OPERATOR
Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating
cards or on tape.
Positions are classified into levels on the basis of the following definitions.
Class A. Work requires the application of experience and judgment in selecting procedures
to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a
variety of source documents. On occasion may also perform some routine keypunch work. May train
inexperienced keypunch operators.
Class B. Work is routine and repetitive. Under close supervision or following specific
procedures or instructions, works from various standardized source documents which have been coded,
and follows specified procedures which have been prescribed in detail and require little or no selecting,
coding, or interpreting of data to be recorded. Refers to supervisor problems arising from erroneous
items or codes or missing information.
MESSENGER

•Exclusions
Not all positions that are titled "se cre ta ry " possess the above characteristics.
positions which are excluded from the definition are as follows:

Examples of

a.

Positions which do not meet the "person al" secretary concept described above;

b.

Stenographers not fully trained in secretarial type duties;

c. Stenographers
managerial persons;

serving

as

office

assistants

to a group of professional, technical,

d. Secretary positions in which the duties are either substantially more
stantially more complex and responsible than those characterized in the definition;

or

routine or sub­

e. Assistant type positions which involve more difficult or more responsible technical,
administrative, supervisory, or specialized clerical duties which are not typical of secretarial
work.
NOTE: The term "corporate o ffic e r ," used in the level definitions following, refers to those
officials who have a significant corporate-wide policymaking role with regard to m ajor company
activities.
The title "vice president," though normally indicative of this role, does not in all cases
identify such positions. Vice presidents whose primary responsibility is to act personally 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 chairman of the board or president of a company that employs, in all,
over 100 but fewer than 5, 000 persons; or
2. Secretary to a corporate officer (other than the chairman of the board or president) of a
company that employs, in all, over 5, 000 but fewer than 25 ,0 0 0 persons; or
3. Secretary to the head, immediately below the corporate officer level, of a major segment
or subsidiary of a company that employs, in all, over 25,0 0 0 persons.
Class B
1. Secretary to the chairman of the board or president of a company that employs, in all,
fewer than 100 persons; or
2. Secretary to a corporate officer (other than the chairman of the board or president) of a
company that employs, in all, over 100 but fewer than 5 ,0 0 0 persons; or
3. Secretary to the head, immediately below the officer level, over either a major corporate­
wide functional activity (e.g., marketing, research, operations, industrial relations, etc.) 0£ a major
geographic or organizational segment (e.g., a regional headquarters; a major division) of a company
that employs, in all, over 5,000 but fewer than 25,0 0 0 employees; or

Performs various routine duties such as running errands, operating minor office machines
such as sealers or m ailers, opening and distributing m ail, and other minor clerical work. Exclude
positions that require operation of a motor vehicle as a significant duty.

4. Secretary to the head of an individual plant, factory, etc. (or other equivalent
official) that employs, in all, over 5,000 persons; or

SECRETARY

5. Secretary to the head of a large and important organizational segment (e.g., a middle
management supervisor of an organizational segment often involving as many as several hundred
persons) or a company that employs, in all, over 2 5,000 persons.

Assigned as personal secretary, normally to one individual. Maintains a close and highly
responsive relationship to the day-to-day work of the supervisor. Works fairly independently
receiving a minimum of detailed supervision and guidance. Performs varied clerical and secretarial
duties, usually including most of the following:
a. Receives telephone calls, personal callers, and incoming m ail, answers routine inquires,
and routes technical inquiries to the proper persons;
b.

Establishes, maintains, and revises the supervisor's files;

c.

Maintains the supervisor's calendar and makes appointments as instructed;

d.

Relays m essages from supervisor to subordinates;

e. Reviews correspondence, memorandums, and reports prepared by others for the super­
visor's signature to assure procedural and typographic accuracy;
f.

Performs stenographic and typing work.

May also perform other clerical and secretarial tasks of comparable nature and difficulty.
The work typically requires knowledge of office routine and understanding of the organization, programs,
and procedures related to the work of the supervisor.




level of

Class C
1. Secretary to an executive or managerial person whose responsibility is not equivalent to
one of the specific level situations in the definition for class B, but whose organizational unit
normally numbers at least several dozen employees and is usually divided into organizational segments
which are often, in turn, further subdivided. In some companies, this level includes a wide range of
organizational echelons; in others, only one or two; ojr
2. Secretary to the head of an individual plant, factory,
official) that employs, in all, fewer than 5, 000 persons.

etc. (or other equivalent level of

Class D
1. Secretary to the supervisor
about 25 or 30 persons); or

or head of a sm all organizational unit (e.g.,

fewer than

2. Secretary to a nonsupervisory staff specialist, professional employee, administrative
officer, or assistant, skilled technician or expert.
(NOTE: Many companies assign stenographers,
rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.)

STENOGRAPHER

T ABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator)

Primary duty is to take dictation using shorthand, and to transcribe the dictation. May also
type from written copy. May operate from a stenographic pool. May occasionally transcribe from
voice recordings (if primary duty is transcribing from recordings, see Tran scribing-Machine
Operator, General).

Operates one or a variety of machines such as the tabulator, calculator, collator, interpreter,
sorter, reproducing punch, etc. Excluded from this definition are working supervisors. Also excluded
are operators of electronic digital computers, even though they may also operate EAM equipment.

NOTE: This job is distinguished from that of a secretary in that a secretary normally works
in a confidential relationship with only one manager or executive and performs more responsible and
discretionary tasks as described in the secretary job definition.

Class A. Performs complete reporting and tabulating assignments including devising difficult
control panel wiring under general supervision. Assignments typically involve a variety of long and
complex reports which often are irregular or nonrecurring, requiring some planning of the nature and
sequencing of operations, and the use of a variety of machines. Is typically involved in training new
operators in machine operations or training lower level operators in wiring from diagrams and in
the operating sequences of long and complex reports.
Does not include positions in which wiring
responsibility is limited to selection and insertion of prewired boards.

Stenographer, General
Dictation involves a normal routine vocabulary.
or perform other relatively routine clerical tasks.

May maintain files, keep simple records,

Stenographer, Senior
Dictation involves a varied technical ,or specialized vocabulary such as in legal briefs or
reports on scientific research. May also set up and maintain files, keep records, etc.
OR
Perform s stenographic duties requiring significantly greater independence and responsibility
than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic
speed and accuracy; a thorough working knowledge of general business and office procedure; and of
the specific business operations, organisation, policies, procedures, files, workflow, etc. Uses this
knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup
files; assembling m aterial for reports, memorandums, and letters; composing simple letters from
general instructions; reading and routing incoming mail; and answering routine questions, etc.
SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private branch exchange (PBX)
system to relay incoming, outgoing, and intra-system calls. May provide information to callers,
record and transmit m essages, keep record of calls placed and toll charges. Besides operating a
telephone switchboard or console, may also type or perform routine clerical work (typing or routine
clerical work may occupy the m ajor portion of the worker's time, and is usually performed while at
the switchboard or console). Chief or lead operators in establishments employing more than one
operator are excluded. For an operator who also acts as a receptionist, see Switchboard OperatorReceptionist.
SWITCHBOARD OPERATOR-RECEPTIONIST
At a single-position telephone switchboard or console, acts both as an operator— see Switch­
board Operator— and as a receptionist. Receptionist's work involves such duties as greeting visitors;
determining nature of visito r's business and providing appropriate information; referring visitor to
appropriate person in the organization, or contacting that person by telephone and arranging an
appointment; keeping a log of visitors.

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

Class B . Performs work according to established procedures and under specific instructions.
Assignments typically involve complete but routine and recurring reports or parts of larger and more
complex reports. Operates more difficult tabulating or electrical accounting machines such as the
tabulator and calculator, in addition to the simpler machines used by class C operators. May be
required to do some wiring from diagrams. May train new employees in basic machine operations.
Class C . Under specific instructions, operates simple tabulating or electrical accounting
machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments typically
involve portions of a work unit, for example, individual sorting or collating runs, or repetitive
operations. May perform simple wiring from diagrams, and do some filing work.
TRANSCRIBING:-MACHINE OPERATOR, GENERAL
Primary duty is to transcribe dictation involving a normal routine vocabulary from tran­
scribing-machine records. May also type from written copy and do simple clerical work. Workers
transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or
reports on scientific research are not included. A worker who takes dictation in shorthand or by
Stenotype or sim ilar machine is classified as a stenographer.
TYPIST
Uses a typewriter to make copies of various materials or to make out bills after calculations
have been made by another person. May include typing of stencils, m ats, or similar materials for
use in duplicating processes. May do clerical work involving little special training, such as keeping
simple records, filing records and reports, or sorting and distributing incoming mail.
Class A . Performs one or more of the following: Typing material in final form when it
involves combining material from several sources; or responsibility for correct spelling, syllabication,
punctuation, etc., of technical or unusual words or foreign language material; or planning layout and
typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine
form letters, varying details to suit circumstances.
Class B . Performs one or more of the following: Copy typing from rough or clear drafts;
or routine typing of form s, insurance policies, etc; or setting up simple standard tabulations; or
copying more complex tables already set up and spaced properly.

P R O F ES SIO N A L A N D TECHNICAL
COMPUTER OPERATOR

COMPUTER OPERATOR— Continued

Monitors and operates the control console of a digital computer to process data cccording to
operating instructions, usually prepared by a programmer. Work includes most of the following:
Studies instructions to determine equipment setup and operations; loads equipment \?ith required
items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and
operates computer; makes adjustments to computer to correct operating problems and meet special
conditions; reviews errors made during operation and determines cause or refers problem to
supervisor or programmer; and maintains operating records. May test and assist in correcting

Class B . Operates independently, or under only general direction, a computer running
programs with most of the following characteristics: Most of the programs are established production
runs, typically run on a regularly recurring basis; there is little or no testing of new programs
required; alternate programs are provided in case original program needs major change or cannot be
corrected within a reasonably time. In common error situations, diagnoses cause and takes corrective
action. This usually involves applying previously programmed corrective steps, or using standard
correction techniques.

program.

OR
For wage study purposes, computer operators are classified as follows:
Class A . Operates independently, or under only general direction, a computer running
programs with most of the following characteristics: New programs are frequent-ly tested and
introduced; scheduling requirements are of critical importance to minimize downtime; the programs
are of complex design so that identification of error source often requires a working knowledge of the
total program, and alternate programs may not be available. May give direction and guidance to
lower level operators.




Operates under direct supervision a computer running programs or segments of programs
with the characteristics described for class A. May assist a higher level operator by independently
performing less difficult tasks assigned, and performing difficult tasks following detailed instructions
and with frequent review of operations performed.
Class C. Works on routine programs under close supervision. Is expected to develop working
knowledge of the computer equipment used and ability to detect problems involved in running routine
programs. Usually has received some form al training in computer operation. May assist higher level
operator on complex programs.

Converts statements of business problems, typically prepared by a systems analyst, into a
sequence of detailed instructions which are required to solve the problems by automatic data processing
equipment. Working from charts or diagrams, the programmer develops the precise instructions which,
when entered into the computer system in coded language, cause the manipulation of data to achieve
desired results. Work involves most of the following: Applies knowledge of computer capabilities,
mathematics, logic employed by computers, and particular subject matter involved to analyze charts
and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed
flow charts to show order in which data will be processed; converts these charts to coded instructions
for machine to follow; tests and corrects programs; prepares instructions for operating personnel
during production run; analyzes, reviews, and alters programs to increase operating efficiency or
adapt to new requirements; maintains records of program development and revisions, (NOTE: Workers
performing both systems analysis and programming should be classified as systems analysts if this is
the skill used to determine their pay.)
Does not include employees primarily responsible for the management or supervision of other
electronic data processing employees, or programmers primarily concerned with scientific and/or
engineering problems.
For wage study purposes, programmers are classified as follows:
Class A. Works independently or under only general direction on complex problems which
require competence in all phases of programming concepts and practices. Working from diagrams
and charts which identify the nature of desired results, major processing steps to be accomplished,
and the relationships between various steps of the problem solving routine; plans the full range
of programming actions needed to efficiently utilize the computer system in achieving desired
end products.
At this level, programming is difficult because computer equipment must be organized to
produce several interrelated but diverse products from numerous and diverse data elements. A wide
variety and extensive number of internal processing actions must occur. This requires such actions as
development of common operations which can be reused, establishment of linkage points between
operations, adjustments to data when program requirements exceed computer storage capacity, and
substantial manipulation and resequencing of data elements to form a highly integrated program.
May provide functional direction to lower level programmers who are

Class A. Works independently or under only general direction on complex problems involving
all phases of system analysis. Problems are complex 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 every item of each type is
automatically processed through the full system of records and appropriate followup actions are initiated
by the computer.) Confers with persons concerned to determine the data processing problems and
advises subject-matter personnel on the implications of new or revised system s of data processing
operations. Makes recommendations, if needed, for approval of major systems installations or changes
and for obtaining equipment.
May provide functional direction to lower level system s analysts who are assigned to assist.
Class B. Works independently or under only general direction on problems that are relatively
uncomplicated to analyze, plan, program, and operate. Problems are of limited complexity because
sources of input data are homogeneous and the output data are closely related. (For example, develops
systems 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 concerned to determine the data processing problems and advises subjectmatter personnel on the implications of the data processing systems to be applied.
OR
Works jon a segment of a complex data processing scheme or system , as described for class A.
Works independently on routine assignments and receives instruction and guidance on complex
assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure
proper alignment with the overall system.
Class C. Works under immediate supervision, carrying out analyses as assigned, usually
of a single activity. Assignments are designed to develop and expand practical experience in the
application of procedures and skills required for system s analysis work. For example, may assist a
higher level systems analyst by preparing the detailed specifications required by programmers from
information developed by the higher level analyst.

assigned to assist.

Class B . Works independently or under only general direction on relatively simple programs,
or on simple segments of complex programs. Programs (or segments) usually process information to
produce data in two or three varied sequences or formats. Reports and listings are produced by
refining, adapting, arraying, or making minor additions to or deletions from input data which are
readily available. While numerous records may be processed, the data have been refined in prior
actions so that the accuracy and sequencing of data can be tested by using a few routine checks.
Typically, the program deals with routine record-keeping type operations.
OR
Works on complex programs (as described for class A) under close direction of a higher
level programmer or supervisor. May assist higher level programmer by independently performing
less difficult tasks assigned, and performing more difficult tasks under fairly close direction.
May guide or instruct lower level programmers.
Glass C. Makes practical applications of programming practices and concepts usually learped
in formal training courses. Assignments are designed to develop competence in the application of
standard procedures to routine problems. Receives close supervision on new aspects of assignments;
and work is reviewed to verify its accuracy and conformance with required procedures.
COMPUTER SYSTEMS ANALYST, BUSINESS
Analyzes business problems to formulate procedures for solving them by use of electronic
data processing equipment. Develops a complete description of all specifications needed to enable
programmers to prepare required digital computer programs. Work involves most of the following:
Analyzes subject-matter operations to be automated and identifies conditions and criteria required to
achieve satisfactory results; specifies number and types of records, files, and documents to be used;
outlines actions to be performed by personnel and computers in sufficient detail for presentation to
management and for programming (typically this involves preparation of work and data flow charts);
coordinates the development of test problems and participates in trial runs of new and revised systems;
and recommends equipment changes to obtain more effective overall operations. (NOTE: Workers
performing both systems analysis and programming should be classified as systems analysts if this is
the skill used to determine their pay.)
Does not include employees primarily responsible for the management or supervision of other
electronic data processing employees, or system s analysts primarily concerned with scientific or
engineering problems.




For wage study purposes, systems analysts are classified as follows:

DRAFTER
Class A. Plans the graphic presentation of complex items having distinctive design features
that differ significantly from established drafting precedents. Works in close support with the design
originator, and may recommend minor design changes. Analyzes the effect of each change on the
details of form, function, and positional relationships of components and parts. Works with a
minimum of supervisory assistance. Completed work is reviewed by design originator for consistency
with prior engineering determinations. May either prepare drawings, or direct their preparation by
lower level drafters.
Class_B. Performs nonroutine and complex drafting assignments that require the application
of most of the standardized drawing techniques regularly used. Duties typically involve such work as:
Prepares working drawings of subassemblies with irregular shapes, multiple functions, and precise
positional relationships between components; prepares architectural drawings for construction of a
building including detail drawings of foundations, wall sections, floor plans, and roof. Uses accepted
formulas and manuals in making necessary computations to determine quantities of materials to be
used, load capacities, strengths, stresses, etc. Receives initial instructions, requirements, and
advice from supervisor. Completed work is checked for technical adequacy.
Class C . Prepares detail drawings of single units or parts for engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isom etric projections
(depicting three dimensions in accurate scale) and sectional views to clarify positioning of components
and convey needed information. Consolidates details from a number of sources and adjusts or
transposes scale as required. Suggested methods of approach, applicable precedents, and advice on
source materials are given with initial assignments. Instructions are less complete when assignments
recur. Work may be spot-checked during progress.
DRAFTER-TRACER
Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings
and tracing with pen or pencil. (Does not include tracing limited to plans primarily consisting of
straight lines and a large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized item s.
during progress.

Work is closely supervised

Works on various types of electronic equipment and related devices by performing one or a
combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying,
constructing, and testing. Work requires practical application of technical knowledge of electronics
principles, ability to determine malfunctions, and skill to put equipment in required operating condition.

Class B. Applies comprehensive technical knowledge to solve complex problems (i.e., those
that . typically can be solved solely by properly interpreting manufacturers' manuals or similar
documents) in working on electronic equipment. Work involves: A familiarity with the interrelation­
ships of circuits; and judgment in determining work sequence and in selecting tools and testing
instruments, usually less complex than those used by the class A technician.

The equipment— consisting of either many different kinds of circuits or multiple repetition of
the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting
and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational aids), (b)
digital and analog computers, and (c) industrial and medical measuring and controlling equipment.

Receives technical guidance, as required, from supervisor or higher level technician, and
work is reviewed for specific compliance with accepted practices and work assignments. May provide
technical guidance to lower level technicians.

This classification excludes repairers of such standard electronic equipment as common office
machines and household radio and television sets; production assemblers and testers; workers whose
primary duty is servicing electronic test instruments; technicians who have administrative or
supervisory responsibility; and drafters, designers, and professional engineers.

Glass G. Applies working technical knowledge to perform simple or routine tasks in working
on electronic equipment, following detailed instructions which cover virtually all procedures. Work
typically involves such tasks as: Assisting higher level technicians by performing such activities as
replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment;
and using tools and common 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, may be acquired through assignments designed to increase competence (including classroom
training) so that worker can advance to higher level technician.

Positions are classified into levels on the basis of the following definitions.
Glass A. Applies advanced technical knowledge to solve unusually complex problems (i.e.,
those that typically cannot be solved solely by reference to manufacturers' manuals or similar
documents) in working on electronic equipment. Examples of such problems include location and
density of circuitry, electro-m agnetic radiation, isolating malfunctions, and frequent engineering
changes. Work involves: A detailed understanding of the interrelationships of circuits; exercising
independent judgment in performing such tasks as making circuit analyses, calculating wave form s,
tracing relationships in signal flow; and regularly using complex test instruments (e.g., dual trace
oscilloscopes, Q -m eters, deviation m eters, pulse generators).
Work may be reviewed by supervisor (frequently an engineer or designer) for general
compliance with accepted practices.
May provide technical guidance to lower level technicians.

Receives technical guidance, as required, from supervisor or higher level technician. Work
is typically spot checked, but is given detailed review when new or advanced assignments are involved.
NURSE, INDUSTRIAL (Registered)
A registered nurse who gives nursing service under general medical direction to ill or injured
employees or other persons who become ill or suffer an accident on the premises 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 compensation or other purposes; assisting in physical examinations and
health evaluations of applicants and employees; and planning and carrying out programs involving health
education, accident prevention, evaluation of plant environment, or other activities affecting the health,
welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing
more than one nurse are excluded.

M A IN TE N A N C E AND POWERPLANT
BOILER TENDER

HELPER, MAINTENANCE TRADES

Fires stationary boilers to furnish the establishment in which employed with heat, power,
or steam.
Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil burner; and
checks water and safety valves.
May clean, oil, or assist in repairing boilerroom equipment.

Assists one or more workers in the skilled maintenance trades, by performing specific or
general duties of lesser skill, such as keeping a worker supplied with materials and tools; cleaning
working area, machine, and equipment; assisting journeyman by holding materials or tools; and
performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted
to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting,
and holding materials and tools, and cleaning working areas; and in others he is permitted to perform
specialized machine operations, or parts of a trade that are also performed by workers on a
full-time basis.

CARPENTER, MAINTENANCE
Performs the carpentry duties necessary to construct and maintain in good repair building
woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs,
casings, and trim made of wood in an establishment. Work involves most of the following: Planning
and laying out of work from blueprints, drawings, models, or verbal instructions; using a variety of
carpenter's handtools, portable power tools, and standard measuring instruments; making standard
shop computations relating to dimensions of work; and selecting materials necessary for the work. In
general, the work of the maintenance carpenter requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience.
ELECTRICIAN, MAINTENANCE
Performs a variety of electrical trade functions such as the installation, maintenance, or
repair of equipment for the generation, distribution, or utilization of electric energy in an establishment.
Work involves most of the following: Installing or repairing any of a variety of electrical equipment
such as generators, transform ers, switchboards, controllers, circuit breakers, motors, heating units,
conduit system s, or other transm ission equipment; working from blueprints, drawings, layouts, or
other specifications; locating and diagnosing trouble in the electrical system or equipment; working
standard computations relating to load requirements of wiring or electrical equipment; and using a
variety of electrician's handtools and measuring and testing instruments. In general, the work of the
maintenance electrician requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience.
ENGINEER, STATIONARY
Operates and maintains and may also supervise the operation of stationary engines and
equipment (mechanical or electrical) to supply the establishment in which employed with power, heat,
refrigeration, or air-conditioning. Work involves: Operating and maintaining equipment such as
steam engines, air com pressors, generators, m otors, turbines, ventilating and refrigerating equipment,
steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation
of machinery, temperature, and fuel consumption. May also supervise these operations. Head or
chief engineers in establishments employing more than one engineer are excluded.




MACHINE-TOOL OPERATOR, TOOLROOM
Specializes in operating one or more than one type of machine tool (e.g., jig borer, grinding
machine, engine lathe, milling machine) to machine metal for use in making or maintaining jigs,
fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic
material (e.g., plastic, plaster, rubber, glass). Work typically involves:
Planning and performing
difficult machining operations which require complicated setups or a high degree of accuracy; setting
up machine tool or tools (e.g., install cutting tools and adjust guides, stops, working tables, and other
controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and
operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of
precision measuring instruments; making necessary adjustments during machining operation to achieve
requisite dimensions to very close tolerances. May be required to select proper coolants and cutting
and lubricating oils, to recognize when tools need dressing, and to dress tools. In general, the work
of a machine-tool operator, toolroom, at the skill level called for in this classification requires
extensive knowledge of machine-shop and toolroom practice usually acquired through considerable
on-the-job training and experience.
For cross-industry wage study purposes, this classification does not include machine-tool
operators, toolroom, employed in tool-and-die jobbing shops.
MACHINIST, MAINTENANCE
Produces replacement parts and new parts in making repairs of metal parts of mechanical
equipment operated in an establishment. Work involves m ost of the following: interpreting written
instructions and specifications; planning and laying out of work; using a variety of machinist's handtools
and precision measuring instruments; setting up and operating standard machine tools; shaping of metal

parts to close tolerances; making standard shop computations relating to dimensions of work, tooling,
feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting
standard materials, parts, and equipment required for this work; and fitting and assembling parts into
mechanical equipment. In general, the machinist's work normally requires a rounded training in
machine-shop practice usually acquired through a formal apprenticeship or equivalent training
and experience.

Paints and redecorates walls, woodwork, and fixtures of an establishment. Work involves the
following: Knowledge of surface peculiarities and types of paint required for different applications;
preparing surface for painting by removing old finish or by placing putty or filler in nail holes and
interstices; and applying paint with spray gun or brush. May mix colors, oils, white lead, and other
paint ingredients to obtain proper color or consistency. In general, the work of the maintenance
painter requires rounded training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.

MECHANIC, AUTOMOTIVE (Maintenance)
PIPEFITTER, MAINTENANCE
Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work involves
most of the following: Examining automotive equipment to diagnose source of trouble; disassembling
equipment and performing repairs that involve the use of such handtools as wrenches, gauges, drills,
or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from
stock; grinding and adjusting valves; reassembling and installing the various assemblies in the vehicle
and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body
bolts. In general, the work of the automotive mechanic requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience.
This classification does not include mechanics who repair customers' vehicles in automobile
repair shops.
MECHANIC, MAINTENANCE
Repairs machinery or mechanical equipment of an establishment. Work involves most of the
following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling
or partly dismantling machines and performing repairs that mainly involve the use of handtools in
scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering
the production of a replacement part by a machine shop or sending of the machine to a machine shop
for major repairs; preparing written specifications for major repairs or for the production of parts
orderfed from machine shops; reassembling machines; and making all necessary adjustments for
operation. In general, the work of a maintenance mechanic requires rounded training and experience
usually acquired through a formal apprenticeship or equivalent training and experience. Excluded from
this classification are workers whose primary duties involve setting up or adjusting machines.
MILLWRIGHT
Installs new machines or heavy equipment, and dismantles and installs machines or heavy
equipment when changes in the plant layout are required. Work involves most of the following:
Planning and laying out of the work; interpreting blueprints or other specifications; using a variety of
handtools and rigging; making standard shop computations relating to stresses, strength of materials,
and centers of gravity; aligning and balancing of equipment; selecting standard tools, equipment, and
parts to be used; and installing and maintaining in good order power transmission equipment such as
drives and speed reducers. In general, the millwright's work normally requires a rounded training and
experience in the trade acquired through a formal apprenticeship or equivalent training and experience.

Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establish­
ment. Work involves most of the following: Laying out of work and measuring to locate position of
pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths
with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and
dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and
fastening pipe to hangers; making standard shop computations relating to pressures, flow, and size of
pipe required; and making standard tests to determine whether finished pipes meet specifications. In
general, the work of the maintenance pipefitter requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience. Workers primarily
engaged in installing and repairing building sanitation or heating system s are excluded.
SHEET-M ETAL WORKER, MAINTENANCE
Fabricates, installs, and maintains in good repair the sheet-m etal equipment and fixtures (such
as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing)
of an establishment. Work involves most of the following: Planning and laying out all types of sheetmetal maintenance work from 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-m etal articles as required. In general,
the work of the maintenance sheet-metal worker requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience.
TOOL AND DIE MAKER
Constructs and repairs jig s, fixtures, cutting tools, gauges, or metal dies or molds used in
shaping or forming metal or non-metallic m aterial (e.g ., plastic, plaster, rubber, glass).
Work
typically involves: Planning and laying out work according to m odels, blueprints, drawings, or other
written or oral specifications; understanding the working properties of common metals and alloys;
selecting appropriate m aterials, tools, and processes required to complete task; making necessary
shop computation; setting up and operating various machine tools and related equipment; using various
tool and die maker's handtools and precision measuring instruments; working to very close tolerances;
heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and
assembling parts to prescribed tolerances and allowances. In general, tool and die m aker's work
requires rounded training in machine-shop and toolroom practice usually acquired through formal
apprenticeship or equivalent training and experience.
For cross-industry wage study purposes, this classification does not include tool and die
makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies (die sinkers).

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

LABORER, MATERIAL HANDLING

Guard. Performs routine police duties, either at fixed post or on tour, maintaining order,
using, arms or force where necessary. Includes guards who are stationed at gate and check on
identity of employees and other persons entering.

A worker employed in a warehouse, manufacturing plant, store, or other establishment whose
duties involve one or more of the following: Loading and unloading various materials and merchandise
on or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing
materials or merchandise in proper storage location; and transporting materials or merchandise by
handtruck, car, or wheelbarrow. Longshore workers, who load and unload ships are excluded.

Watchman.
and illegal entry.

ORDER FILLER

Makes rounds of prem ises periodically in protecting property against fire, theft,

JANITOR, PORTER, OR CLEANER
Cleans and keeps in an orderly condition factory working areas and washrooms, or premises
of an office, apartment house, or commercial or other establishment. Duties involve a combination of
the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other
refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trimmings; providing
supplies and minor maintenance services; and cleaning lavatories, showers, and restrooms. Workers
who specialize in window washing are excluded.




Fills shipping or transfer orders for finished goods from stored merchandise in accordance
with specifications on sales slips, custom ers' orders, or other instructions. May, in addition to
filling orders and indicating items filled or omitted, keep records of outgoing orders, requisition
additional stock or report short supplies to supervisor, and perform other related duties.
PACKER, SHIPPING
Prepares finished products for shipment or storage by placing them in shipping containers,
the specific operations performed being dependent upon the type, size, and number of units to be
packed, the type of container employed, and method of shipment. Work requires the placing of items
in shipping containers and may involve one or more of the following: Knowledge 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 damage; closing and
sealing container; and applying labels or entering identifying data on container. Packers who also make
wooden boxes or crates are excluded.

follows:

For wage study purposes, workers 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, merchandise, equipment,
or workers between various types of establishments such as: Manufacturing plants, freight depots,
warehouses, wholesale and retail establishments, or between retail establishments and customers'
houses or places of business. May also load or unload truck with or without helpers, make minor
mechanical repairs, and keep truck in good working order. Sales-route and over-the-road drivers
are ekcluded.




as

Truckdriver (combination of sizes listed separately)
Truckdriver, light (under 1 V tons)
2
Truckdriver, medium (IV2 to and including 4 tons)
Truckdriver, heavy (over 4 tons, trailer type)
Truckdriver, heavy (over 4 tons, other than trailer type)

SHIPPING AND RECEIVING CLERK
Prepares merchandise for shipment, or receives and is responsible for incoming shipments
of merchandise or other m aterials. Shipping work involves: A knowledge of shipping procedures,
practices, routes, available means of transportation, and rates; and preparing records of the goods
shipped, making up bills of lading, posting weight and shipping charges, and keeping a file of shipping
records. May direct or assist in preparing the merchandise for shipment. Receiving work involves:
Verifying or directing others in verifying the correctness of shipments against bills of lading, invoices,
or other records; checking for shortages and rejecting damaged goods; routing merchandise or
materials to proper departments; and maintaining necessary records and files.

For wage study purposes, truckdrivers are classified by size and type of equipment,
(Tractor-trailer should be rated on the basis of trailer capacity.)

TRUCKER, POWER
goods

Operates a manually controlled gasoline- or electric-powered truck or tractor to transport
and materials of all kinds about a warehouse, manufacturing plant, or other establishment.
For wage study purposes, workers are classified by type of truck, as follows:
Trucker, power (forklift)
Trucker, power (other than forklift)

WAREHOUSEMAN
As directed, performs a variety of warehousing duties which require an understanding of
the establishment's storage plan. Work involves most of the following: Verifying mate rials (or
merchandise) against receiving documents, noting and reporting discrepancies and obvious damages;
routing materials to prescribed storage locations; storing, stacking, or palletizing materials in
accordance with prescribed storage methods; rearranging and taking inventory of stored materials;
examining stored materials and reporting deterioration and damage; removing material from storage
and preparing it for shipment. May operate hand or power trucks in performing warehousing duties.
Exclude workers whose primary duties involve shipping and receiving work (see shipping and
receiving clerk and packer, shipping), order filling (see order filler), or operating power trucks (see
trucker, power).

Available On Request—
The following areas are surveyed periodically for use in administering the Service Contract Act of 1965.
any of the BLS regional offices shown on the back cover.
Alaska
Albany, Ga.
Albuquerque, N. Mex.
Alexandria, La.
Alpena, Standish, and Tawas City, Mich.
Ann Arbor, Mich.
Asheville, N.C.
Atlantic City, N.J.
Augusta, Ga.—
S.C.
Bakersfield, Calif.
Baton Rouge, La.
Battle Creek, Mich.
Beaumont—Port A rthui^Orange, Tex.
Biloxi—
Gulfport and Pascagoula, M iss.
Boise City, Idaho
Bremerton, Wash.
Bridgeport, Norwalk, and Stamford, Conn.
Brunswick, Ga.
Burlington, Vt.—N.Y.
Cape Cod, Mass.
Cedar Rapids, Iowa
Champaign—Urbana—
Rantoul, 111.
Charleston, S.C.
Charlotte—
Gastonia, N.C.
Cheyenne, Wyo.
Clarksville—
Hopkinsville, Tenn.—
Ky.
Colorado Springs, Colo.
Columbia, S.C.
Columbus, Ga.—
Ala.
Columbus, M iss.
Crane, Ind.
Decatur, III.
Des Moines, Iowa
Dothan, Ala.
Duluth—
Superior, Minn.—Wis.
El Paso, Tex., and Alamogordo—Las Cruces, N. Mex.
Eugene—
Springfield, Oreg.
Fayetteville, N.C.
Fitchburg—Leominster, Mass.
Fort Smith, Ark.—Okla.
Fort Wayne, Ind.
Frederick—
Hagerstown, Md.—
Chambersburg, Pa.—
Martinsburg, W. Va.
Gadsden and Anniston, Ala.
Goldsboro, N.C.
Grand Island—
Hastings, Nebr.
Great F alls, Mont.
Guam, Territory of
Harrisburg—Lebanon, Pa.
Huntington—
Ashland, W. Va.—
Ky.—
Ohio
Knoxville, Tenn.
La C ro sse , Wis.
Laredo, Tex.
Las Vegas, Nev.
Lawton, Okla.
Lima, Ohio
Little Rock—North Little Rock, Ark.

Copies of public releases are or will be available at no cost while supplies last from

Logan sport—Peru, Ind.
Lorain—
Elyria, Ohio
Lower Eastern Shore, Md.—Va.—
Del.
Lynchburg, Va.
Macon, Ga.
Madison, Wis.
Mansfield, Ohio
Marquette, Escanaba, Sault Ste. Marie, Mich.
McAllen—
Phari^-Edinburg and Brownsville—
Harlingen—
San Benito, Tex.
Medford—
Klamath Falls—
Grants Pass, Oreg.
Meridian, Miss.
Middlesex, Monmouth, and Ocean C os., N.J.
Mobile and Pensacola, Ala.—
Fla.
Montgomery, Ala.
Nashville—Davidson, Tenn.
New Bern—
Jacksonville, N.C.
New London—Norwich, Conn.—
R.I.
North Dakota, State of
Orlando, Fla.
Oxnard—
Simi Valley—Ventura, Calif.
Panama City, Fla.
Parker sburg—
Marietta, W. Va.—
Ohio
Peoria, III.
Phoenix, Ariz.
Pine Bluff, Ark.
Pocatello—
Idaho Falls, Idaho
Portsmouth, N.H.—
Maine—
Mass.
Pueblo, Colo.
Puerto Rico
Reno, Nev.
Richland—
Kennewick—
Walla Walla—
Pendleton, Wash.—
Oreg.
River side—
San Bernardino—
Ontario, Calif.
Salina, Kans.
Salinas—
Seaside—
Monte rey, Calif.
Sandusky, Ohio
Santa Barbara—
Santa Maria—Lompoc, Calif.
Savannah, Ga.
Selma, Ala.
Sherman—
Denison, Tex.
Shreveport, La.
Sioux Falls, S. Dak.
Spokane, Wash.
Springfield, 111.
Springfield—
Chicopee—
Holyoke, M ass.—
Conn.
Stockton, Calif.
Tacoma, Wash.
Tampa—
St. Petersburg, Fla.
Topeka, Kans.
Tucson, Ariz.
Tulsa, Okla.
Vallejo-Fairfield—
Napa, Calif.
Waco and Killeen—
Temple, Tex.
Waterloo—
Cedar Falls, Iowa
West Texas Plains
Wilmington, Del.—
N.J.—Md.

An annual report on salaries for accountants, auditors, chief accountants, attorneys, job analysts, directors qf personnel, buyers, chem ists, engineers, engineering technicians, drafters, and
clerical employees is available. Order as BLS Bulletin 1837, National Survey of Professional, Administrative, Technical, and Clerical Pay, March 1974, $1.40 a copy, from any of the BLS regional sales
offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402.




Area Wage Surveys
A list of the latest available bulletins or bulletin supplements is presented below. A directory of area wage studies including more limited studies conducted at the request of the Employment
Standards Administration of the Department of Labor is available on request. Bulletins may be purchased from any of the BLS regional offices shown on the back cover. Bulletin supplements may be
obtained without cost, where indicated, from BLS regional offices.
Area

Bulletin number
and price*

Akron, Ohio, Dec. 1974 _______________________________________________________________ Suppl.
Free
Albany-Schenectady—
Troy, N .Y ., Sept. 1974 ________________________________________ Suppl.
Free
Albuquerque, N. Mex., M ar. 1974 2 -----------------------------------------------------------------------------Suppl.
Free
Free
Allentown—
Bethlehem—Easton, Pa.—N .J., May 1974 2 ________________________________ Suppl.
Anaheim—
Santa Ana-Garden Grove, C alif., Oct.1974 1 _____________________________ 1850-9, 85 cents
Atlanta, Ga., May 19751 ___________________________________„__________________________ 1850-25, $1.00
Austin, Tex., Dec. 1974 ______________________________________________________________ Suppl.
Free
Baltimore, Md., Aug. 1974____________________________________________________________ Suppl.
Free
Beaumont—
Port Arthur—Or ange, T ex., May 1974 2 _________________________________ Suppl.
Free
Billings, Mont., July 1975_____________________________________________________________ 1850-46, 65 cents
Binghamton, N.Y.—Pa., July 1975___ _________________________________________________ 1850-50, 65 cents
Birmingham, Ala., M ar. 1975_________________________ ______________________________ Suppl.
Free
Free
Boston, M ass., Aug. 1974 ____________________________________________________________ Suppl.
Buffalo, N .Y ., Oct. 1974 _______________________________________________________________ Suppl.
Free
Suppl.
Free
Canton, Ohio, May 197 5 ______
Charleston, W . V a ., M ar. 1974 2 ______________________ ____ _________________________ Suppl.
Free
Charlotte, N .C ., Jan. 1974 2 __________________________________________________________ Suppl.
Free
Chattanooga, Tenn.-G a., Sept. 1974 _________________________________________________ Suppl.
Free
Chicago, 111., May 1975________________________________________________________________ 1850-33, 85 cents
Free
Cincinnati, Ohio—
Ky.—Ind., Feb. 1975 _________________________ _ ____________________ Suppl.
Cleveland, Ohio, Sept. 1974 1 _________________________________________________________ 1850- 17, $1.00
Columbus, Ohio, Oct. 1974 ______________________. . . __________________________________ Suppl.
Free
Corpus Christi, Tex., July 1975_____________ -__________ —___________________________ 1850-37, 65 cents
Dallas—Fort Worth, T ex., Oct. 1974 _____________
Suppl.
Free
Davenport—
Rock Island—Moline, low a-111.,Feb. 1975 ________________________________ Suppl.
Free
Dayton, Ohio, Dec. 1974 1_____________________________________________________________ 1850- 14, 80 cents
Daytona Beach, F la., Aug. 1975—_________________ -__________________________________ 1850-47, 65 cents
Denver—
Boulder, Colo., Dec. 19741 _________________________________________________ 1850- 15, 85 cents
Des Moines, Iowa, May 1974 2 ____
Suppl.
Free
Detroit, M ich., M ar. 1975______ _____________________________________________________ 1850-22, 85 cents
Hollywood and W est Palm Beach—
Fort Lauderdale—
Boca Raton, F la ., Apr. 1975 1______________________________________________________ 1850-26, 80 cents
Fresno, C a lif.1 3 _______________________________________ ______________________________
Gainesville, F la., Sept. 1974 1 _________ ______ ___________________________ ___________ 1850- 11, 75 cents
Green Bay, W is., July 1975 1 ____________________________________________ —___________ 1850-44, 80 cents
Greensboro—
Winston- Salem—
High Point, N .C ., Aug. 1975__________________________ 1850-49* 65 cents
Greenville, S.C ., June 1975.,____________________ -_____________________________________ 1850-42, 65 cents
Hartford, Conn., Mar. 1975 1 __________________________________ ____________________ __ 1850-28, 80 cents
Houston, Tex., Apr. 1975_____________________________________________
Suppl.
Free
Huntsville, Ala., Feb. 1975 ______________________________ ___ _________________________ Suppl.
Free
Indianapolis, Ind., Oct. 1974 ____________________________
Suppl.
Free
Jackson, M iss., Feb. 1975_____________
Suppl.
Free
Jacksonville, F la., Dec. 1974 ___________________
.Suppl.
Free
Kansas City, Mo.—
Kans., Sept. 1974 __________________________________________________Suppl.
Free
Lawrence-Haverhill, Mass*—
N.H ., June1974 2 _____________________
Suppl.
Free
Lexington-Fayette, Ky., Nov. 1974 ________________________________
Suppl.
Free
Los Angeles—
Long Beach, C alif., Oct. 1974 ________________
Suppl.
Free
Louisville, Ky.—Ind., Nov. 19741 _____________________________________________________ 1850-12, 80 cents
Lubbock, T ex., M ar. 1974 2 _______________________
Suppl.
Free
Melbourne—
Titusville—
Cocoa, Fla., Aug. 1974 1 __________ _________________________ 1850-5, 75 cents
Memphis, Tenn*—A rk*-M iss., Nov. 1974 _____ ____________________________________ __Suppl.
Free
Suppl.
Free
Miami, F la., Oct. 1974 __________
*
1
2
3

Prices are determ ined by the Government Printing O ffice and are subject to change.
Data on establishment practices and supplementary wage provisions are also presented.
No longer surveyed.
T o be surveyed.




Area

Bulletin number
and price*

Midland and Odessa, Tex., Jan. 19742 ________________________________________________ Suppl.
Free
Milwaukee, W is., Apr. 19751___________________________________________________________ 1850-21, 85 cents
Minneapolis—
St. Paul, Minn.—W is., Jan 1975 1 _______________________________ _________ 1850-20, $1.05
Muskegon—
Muskegon Heights, Mich., June 1974 2 ____________________________________ Suppl.
Free
Nassau—
Suffolk, N .Y ., June 1975 1______________________________________________________ 1850-39* $1.00
Newark, N.J., Jan. 19751_______________________________________________________________ 1850- 18, $1.00
Newark and Jersey City, N.J.. Jan. 1974 2 ____________________________________________ Suppl.
Free
New Haven, Conn., Jan. 1974 2 _________________________________________________________ Suppl.
Free
New Orleans, La., Jan. 1975 _________________________________________ ________________ Suppl.
tre e
New York, N .Y .-N .J ., May 1975 1_________________ __________ _____________ _______ ____ 1850-45, $1.10
New York and Nassau-Suffolk, N .Y ., Apr. 1974 2 _____________________________________ Suppl.
Free
Norfolk—
Virginia Beach—
Portsmouth, Va.—N. C ., May 1975 ------------- -------------------------- 1850-29, 65 cents
Portsmouth and Newport News—
Norfolk—
Virginia Beach—
Hampton, V a .-N .C ., May 1975 _______________________________________________________ 1850-30, 65 cents
Northeast Pennsylvania, Aug. 19 741 __________________________________________________ 1850-8, 80 cents
Oklahoma City, Okla., Aug. 1975________________________________________________________ 1850-51, 65 cents
Omaha, Nebr^Iowa, Oct. 19741 ______________________________ _________________________ 1850-10, 80 cents
Pater son—
Clifton—
Pas s aic, N.J., June 1975 1___________________________________________ 1850-38, 80 cents
Philadelphia, P a ^ N .J ., Nov. 1974 _____________________________________________________ Suppl.
Free
Phoenix, Ar iz., June 1974 2 ____________________________________________________________ Suppl.
Free
Pittsburgh, Pa., Jan. 197 5 ______________________________________ _______________________ Suppl.
Free
Free
Portland, Maine, Nov. 1974_____________________________________________________________ Suppl.
Portland, Oreg.—
Wash., May 1975_______________________________________________________ 1850-40, 75 cents
Poughkeepsie, N .Y . 1 3__________________________________________________________________
Poughkeepsie—
Kingston—
Newburgh, N .Y ., June 1974 ________________ ________________ Suppl.
Free
Providence—
Warwick—Pawtucket, R.I*— ass., June 1975 ____________________________ 1850-27, 75 cents
M
Raleigh—
Durham, N .C ., Feb. 1975 _____________________________________________________ Suppl.
Free
Richmond, V a., June 1975_________________________________________ ____________________ 1850-41, 65 cents
Rockford, 111., June 1974 2 _____________________________________________________ ________Suppl.
Free
Free
St. Louis, M o —111., M ar. 1975 _________________________________________________________ Suppl.
Sacramento, Calif., Dec. 19741 _______________________________________________________ 1850- 19, 80 cents
Saginaw, Mich., Nov. 19741_____________________________________________________________ 1850-16, 75 cents
Ogden, Utah, Nov. 1974 _______________________________________________ Suppl.
Free
Salt Lake City—
San Antonio, Tex., May 1975 ___________________________________________________________ 1850-23, 65 cents
San Diego, Calif., Nov. 19741 __________________________________________________________ 1850- 13, 80 cents
San Francisco—
Oakland, Calif., Mar. 1975 1____________________ —_____—______________ 1850-35, $1.00
San Jose, Calif., Mar. 1975 1 ___________________________________________________________ 1850-36, 85 cents
Savannah, Ga., May 1974 2 __________________________________________ ___________________ Suppl.
Free
Seattle—
Everett, Wash., Jan. 1975 _____________________________________________________ Suppl.
Free
South Bend, Ind., Mar. 1975 __________________________ _________________________________ Suppl.
Free
Spokane, W ash., June 1974 2 ______ ____________________________________________________Suppl.
Free
Syracuse, N .Y ., July 1975—__ __ ___ ______________________________________ —------------------ 1850-43, 65 cents
Toledo, Ohio— ich., May 1975 1________________________________________________________ 1850-34, 80 cents
M
Trenton, N.J., Sept. 1974 ______________________________________________________________ Suppl.
Free
Utica-Rom e, N .Y ., July 1975 1 _________________________________ ________________________ 1850-48, 80 cents
Washington, D.C.—Md.— a., Mar. 1975 1____ ___________________________ _______________ 1850-31, $1.00
V
Waterbury, Conn., M ar. 1974 2 ________________________________________________________ Suppl.
Free
Westchester County, N .Y .1 3 _______________________________________ ___________________
Wichita, Kans., Apr. 1975____ ______ _________________________ _________________________ Suppl.
Free
Worcester. M ass., May 1975 1 ___ ______________________________________________________ 1850-24, 80 cents
York, P a., Feb. 19751 __________________________________________________________________ 1850-32, 80 cents
Youngstown—
Warren, Ohio, Nov. 1973 2 _________________________________________ _____ Suppl.
Free

THIRD CLASS MAIL
U.S. DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS
WASHINGTON, D C. 20212

POSTAGE AND FEES PAID

U.S. DEPARTMENT OF LABOR

OFFICIAL BUSINESS
PENALTY FOR PRIVATE USE $300

LAB • 441

B U R E A U O F L A B O R S T A T I S T I C S R E G IO N A L O F F IC E S
R e gion I

R e g io n II

1603 J F K F e d e ra l B u ild in g
G o v e rn m e n t C e n te r
B o sto n , Mass. 0 2 2 0 3
P h o n e :2 23-6 76 1 (A re a C o de 6 1 7)

S u ite 3 40 0
15 1 5 B ro a d w a y
N e w Y o rk , N .Y . 100 3 6
P h o n e : 9 7 1 -5 4 0 5 (A re a C o de 2 1 2 )

C o n n e c tic u t
M aine
M assachusetts
N e w H a m p sh ire
R h o d e Isla n d
V e rm o n t

N e w Jersey
N ew Y o rk
P u e rto R ic o
V ir g in Islands

R e gion V
9 th F lo o r, 2 30 S. D e a rb o rn St.
C hicago, III. 606 04
P h o n e :3 5 3 -1 880 (A re a C o d e 3 1 2 )
Illin o is
In d ia n a
M ic h ig a n
M in n e s o ta
O h io
W iscon sin




R e g io n V I

R e gion I II

R e g io n IV

P.O. B o x 13 309
P h ila d e lp h ia , Pa. 19101
P h o n e : 5 9 6 1 154 (A re a C o de 2 1 5 )
D e la w a re
D is tr ic t o f C o lu m b ia
M a ry la n d
P e n n s y lv a n ia
V irg in ia
W est V irg in ia

R egions V I I a n o V I I I

S e c o n d F lo o r
5 5 5 G r i f f in S quare B u ild in g
D allas, T e x . 7 52 02
P h o n e : 7 49-351 6 (A re a C o d e 2 1 4 )

F e d e ra l O ff ic e B u ild in g
911 W a ln u t S t., 15 th F lo o r
Kansas C ity , M o. 6 4 1 0 6
P h o n e :3 7 4 - 2 4 8 1 (A re a C o de 8 1 6 )

L o u is ia n a
Jew M e x ic o
O k la h o m a
T exas

V II
Io w a
Kansas
M is s o u ri
N e bra ska

V III
C o lo ra d o
M o n ta n a
N o rth D a k o ta
S o u th D a k o ta
U ta h
W y o m in g

S u ite 54 0
1371 Peachtree St. N .E.
A tla n ta , Ga. 30 309
P h o n e :5 26-541 8 (A re a C ode 404 )
A labam a
F lo rid a
G eorgia
K e n tu c k y
M ississippi
N o rth C a ro lin a
S o u th C a ro lin a
T ennessee
R egions IX a n d X
45 0 G o ld e n G ate Ave.
B o x 360 17
San F rancisco, C a lif. 9 4 1 0 2
P h o n e :5 5 6 -4 6 7 8 (A re a C o de 4 1 5 )
IX
A riz o n a
C a lifo rn ia
H a w a ii
Nevada

X
A laska
Id a h o
O regon
W a s h in g to n

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