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• ?•3 <
S
- S’ S

AREA WAGE SURVEY
Memphis, Tennessee—Arkansas—Mississippi,
Metropolitan Area, November 1975
B u lletin 1 8 5 0 -8 5




U.S. DEPARTMENT OF LABOR
_ _ Bureau of Labor Statistics




Preface
This bulletin provides results of a N o v e m b e r 1975 su r v ey o f occupational earnings
in the M em ph is , Tennessee— rk an s as —M i s s is s ip p i , Standard Metropoli tan Statistical A r e a
A
(Shelby and Tipton Counties, Tenn.; Crittenden County, A r k . ; and DeSoto County, M i s s . ) .
The survey w as made as part of the Bureau of L a b o r Statistic s' annual a r e a w age survey
p ro g r a m .
The p r o g r a m is designed to yield data fo r individual metropolitan a r e a s , as w e l l
as national and regio nal estimates for all Standard M etr opoli ta n Statistical A r e a s in the
United States, excluding A la sk a and Hawaii.
A m a j o r consideration in the a r e a wage su r v e y p r o g r a m is the need to d e s c r i b e the
lev el and movement of wages in a variety of la b o r m a r k e t s , through the analy sis of ( l ) the
level and distribution of wages by occupation, and (2) the movement of w a g e s by occupational
catego ry and skill le vel.
The p r o g r a m develops information that m ay be used fo r many
p u rp o ses, including wage and sa la ry administration, collective b argain ing, and ass is ta nce in
determining plant location.
Survey re sults also a r e used by the U.S. Depar tm ent of L a b o r
to make w age determinations under the Service Contract Act of 1965.
Currently , 83 a r e a s are included in the p r o g r a m .
(See lis t of a r e a s on inside back
cover .)
In each a r e a , occupational earnings data ar e co llected annually.
Information on
establishment p ractic e s and supplementary w age benefits is obtained ev e r y third y ear.
Each year after all individual a r e a wage survey s have been completed, two s u m m a r y
bulletins ar e issued.
The first brings together data for each metropolit an a r e a sur veyed.
The second su m m ary bulletin presents national and re gio nal es timates, p roje cte d fr o m
individual metropolitan a r e a data.
The M emph is sur vey was conducted by the B u r e a u 's regio nal office in Atlanta, Ga.,
under the gen eral direction of J e r r y G. A d a m s , A s sis tan t Reg ional C o m m i s s i o n e r fo r
Operations.
The survey could not have been ac com plis hed without the cooperation of the
many f i r m s whose w age and sa la ry data provided the b a s is fo r the statistical information
in this bulletin.
The B ureau wishe s to ex pre ss s in c e re appr eciation fo r the cooperation
re ceived.

Note:
Curr ent re port s on occupational earnings in the M em ph is a r e a ar e availa b le fo r
the laundry and dry cleaning and moving and sto ra ge in dustri es.
A l s o av aila b le a r e listings
of union w age rates fo r building trad es , printing t r a d e s , l o c a l- t r a n s it operating em plo yees,
local t r u c k d r iv e r s and helpers, and g r o c e ry store em plo yees.
F r e e copies of these ar e
available fr o m the B u r e a u 's regional offices.
(See ba ck co v er fo r a d d r e s s e s .)

AREA WAGE SURVEY

B u lle tin 1 8 5 0 - 8 5
May 1976

U.S. DEPARTMENT OF LABOR, W. J. Usery, Jr., Secretary
BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner

Memphis, Tennessee—
Arkansas—Mississippi, Metropolitan Area, November 1975
CONTENTS

Pag

Introduction ________________________________________________________________________________________________________ ______________________________ __

2

T ab les :
A.

E arn in gs:
A -1. W e e k ly earnings of office w o r k e r s ___________________________________ ____________________________ ______________________________
A -2 . W e e k ly earnings of professional and technical w o r k e r s __________________________________________________________________
A - 3 . A v e r a g e weekly earnings of office, p ro fes s io nal, and technical w o r k e r s , by s e x _________________________
A - 4 . H o urly earnings of maintenance and powerplant w o r k e r s ____________________________________________________________
A -5. H o urly earnings of custodial and m aterial movement w o r k e r s _________________________________________________________
A - 6 . A v e r a g e hourly earnings of maintenance, powerplant, custodial, and m aterial movement w o r k e r s , by s e x __________
A -7. Pe rcen t in crea se s in average hourly earnings for selected occupational gr oups, adjusted fo r employment shifts..

Appendix A .
App en dix B.




Scope and method of s u r v e y _________________________________ _ _______________________________________________________ _______ ___
Occupational d e s c rip t io n s ________________________________________________________________ ___ ____________________________________

For sale by the Superintendent o f Documents, U. S. Government Printing O ffic e, Washington, D. C. 20402, GPO Bookstores, or
BLS Regional Offices listed on back cover. Price 45 cents. Make checks payable to Superintendent o f Documents.

3
5
6
7
8
10
11
12
14

Introduction
and m aterial movement.
In the 31 l a r g e s t survey a r e a s , tables A - l a
through A - 6 a provide s i m i la r data fo r es ta bli sh m ents em ploying 500
w o r k e r s or m ore.

This a r e a is 1 of 83 in which the U.S. Department of L a b o r ' s
B u r e a u of L a b o r Statistics conducts survey s of occupational earnings and
related benefits on am areaw id e b a s is .
In this a r e a , data w e r e o b­
tained by a combination of p e rs o n a l vis it, m a il questionnaire, and
telephone interview.
Rep resentative establishments within six b ro a d
industry divisions w e r e contacted: Manufacturing; transportation, co m ­
munication, and other other public utilities; who lesale trade; retail
tr ad e; finance, insu ra nce, and re a l estate; and s e rv i c e s . M a j o r industry
groups excluded fr o m these studies ar e government operations and
the construction and extractive indu stries. Establis hm en ts having few e r
than a p r e s c r i b e d num ber of w o r k e r s are omitted bec ause of insufficient
employment in the occupations studied. Separate tabulations are provided
fo r each of the b r o a d industry divisions which meet publication crite ria .

Following the occupational w age ta b le s is table A - 7 which
pro vid es percent changes in a v erage earnin gs of office c l e r i c a l w o r k ­
e r s , electronic data p ro ces s in g w o r k e r s , in dustri al n u r s e s , skilled
maintenance w o r k e r s , and unskilled plant w o r k e r s .
T his m e a s u r e of
wage trends eliminates changes in av er a g e earnin gs cau sed by em p lo y ­
ment shifts among establishments as w e l l as tu rn o v e r of es ta blish m en ts
included in survey sam ples. W h e r e p o s s ib l e , data are p re s e n t e d f o r all
in du stries, manufacturing, and nonmanufacturing. Appendix A d is cu s s es
this wage trend m easure .

A - s e r i e s tables

Appendixes

T a b l e s A - 1 through A - 6 provide estimates of straigh t-time
hourly or w eekly earnings fo r w o r k e r s in occupations common to a
v ariety of manufacturing and nonmanufacturing indu stries.
Occupations
w e r e selected fr o m the following catego ries :
(a) Office c l e ri c a l, (b) p r o ­
fe s s io n a l and technical, (c) maintenance and powerplant, and (d) custodial

This bulletin has two appendixes.
Appendix A d e s c r i b e s the
methods and concepts used in the a r e a wage su r v e y p r o g r a m and
pro vid es information on the scope of the survey .
App en dix B p ro v id es
job descriptions used by B u r e a u field eco no m ists to c l a s s ify w o r k e r s in
occupations fo r which str aig h t-t im e earnin gs in formation is pres ented .




A. Earnings
Table A-1. Weekly earnings of office workers in Memphis, Tenn.—Ark.—Miss., November 1975
Number of workers receiving straight-time weekly earnings of—
N ber
um
of

Average
w
eekly
h 1
ours
(stan ard)
d

»

$

$

S

$

%

S

S

S

%

s

$

%

S

S

80

90

100

no

120

130

140

150

160

170

180

190

80

Occupation and industry division

90

100

no

120

130

140

150

160

170

180

190

200

-

-

11

5

*

-

8

-

-

-

-

39
13
26

29
19
10

20
11
9

29
14
15

23
7
16

23
15
8

31
16
15

27
4
23

15
3
12

25
3
22

_

5
5

-

-

-

1
1

M""2

M
iddle ranged

S

_

70
M
edian^

$
S
%
$
S
230 240 250 260 280

200

210

220

210

220

230

240

-

-

-

18
9
9

11
7
4

5
3
2

_

_
-

and
under

and
280 over

250

260

-

1

-

2

-

5
.
5

b
3
3

5
3
2

14
5
9

6
4
2

2
2

1
1
-

-

-

-

-

-

5
5

-

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

38

----------

CLERKS, ACCOUNTING, CLASS tJ-----------MANUFACTURING --------------NONMANUFACTURING ----------

o
o

ALL WORKERS
BILLERS, MACHINE (BILLING
MACHINE) ------------------------

$
$
$
$
131.50 111.00 100.00-160.00

13
13

87
2
8b

65
10
55

133
46
87

111
51
60

96
34
62

48
25
23

88
40
48

5
3

24
4

-

11
3

2
2

3
3

.

-

20
20

35
33
2

14
3
11

15
10
5

20
1
19

16
5
11

21
6
15

9

-

•

1

-

15
15

31

-

31

9

1

-

_

-

-

2
2

12
3
9

14
9
5

19
7
12

15
7
8

14
3
11

7
7

10
7
3

3
3

-

9
6
3

34

-

-

34

8
36

30
5
25

36
9
27

9
3
6

6
1
5

5
2
3

7
5
2

4

~

52
1
51

44

-

_
-

-

22
4
18

_
-

_
-

95
1
94

168
27
141

78
19
59

13
3
10

t
t
-

19
_

•

•

16

13
3
10

13
9

-

34
10
24

20

"

18
4
14

4

tt

19

-

-

1

47
42

42
41

20
19

5
5

11
8

6
6

3
3

5
5

3
3

c

1
1

1
1

2
2

_

-

9
3

-

-

_

8

-

101

-

-

8

-

43
4
39

-

-

-

183
40
143
8

172
23
149

-

206
31
175
2

166
36
130
-

141
38
103
-

131
46
85
2

41
7
34
2

42
11
31
8

17
7
10
1

27
11
16
2

17
9
8
2

_
-

-

-

3

3

5

-

-

4

3

1

17
12
5

17
9
8

3
5

13
2
11

8
8

1
1

4
4

3

14
5
9

-

6
5
1

22

19
2
17

62
8
54

59
16
43

59

55
14
41

23
4
19

11
11

6
3
3

4

55

8
6
2

2
2
-

-

39.0 126.00 118.50
38.5 127.50 98.00

8
8

184
59
125

40.0 138.00 138.00 lO * .00-168.00
40.0 116.50 106.00 100.00,-121.60
40.0 148.50 148.50 1 2 -.00-168.00

CLERKS, PAYROLL ----------------MANUFACTURIN'*,--------------NONMANUFACTURING --------

160
74
86

40.0 159.50 148.50 1?r .00-180.00
40.0 164.00 164.30 13o.0C-192.00
40.0 155.50 137.00 113.50-171.50

280
52
228

40.0 150.00 135.SO 117.50-167.00
40.0 173.00 164.5(1 137.50-203.50
40.0 145.00 123.50 115.00-146.50

KEYPUNCH OPERATORS, CLASS r j -------------MANUFACTURING ---------------NONMANUFACTURING ---------

485
80
405

40.0 131.00 124.50 117.00-133.30
40.0 132.50 129.00 12-.00-133.00
39.5 130.50 124.50 I l f .00-133.00

MESSENGERS ----------------------------NONMANUFACTURING -----------

158
140

39.5 114.00 104.50
39.5 114.50 104.50

SECRETARIES --------------------------MANUFACTURING ----------------NONMANUFACTURING ----------PlJPLIC U T IL IT IE S ------

1.403
315
1.088
37

SECRETARIES. CLASS A —
.
MANUFACTURE-,----------------NONMANUFACTURING ---------

102
45
57

39.5 182.00 175.00 165.00-198.ou
40. U 180.00 172.50 165, 0 0 -19o. 00
39.0 183.50 177.50 15 .5G -19 m.0G

SECRETARIES. CLASS B —
MANUFACTURING -------------NONMANUFACTURING ---------

353
70
£tt3

39.5 163.00 161.00 14 •• 30-174.00
40.0 179.00 173.50 15-.50-197.50
39.5 159.00 158.50 147.50-172.50

SECRETARIES. CLASS C —
MANUFACTURING -------------NONMANUFACTURING --------

341
80
2ol

39.5 164.5f 155.5c 133.50-179.50
40.0 176.5(1 171.5(1 145.00-187.00
39.5 161.00 149.50 1 3 ".00-172.50

SECRETARIES, CLASS 0 —
MANUFACTURING ---------------NONMANUFACTURING ---------

n97
110
487

39.5 141.00 133.00 121.0C-15c.00
40.0 145.50 138.00 12->.50-165.50
39.5 140.00 131.00 121.00-150.00




66
1
65

39.5 130.00 126.00 l i e . 00-150.00
40.0 136.00 132.00 12'i.00-151.00
39.5 127.00 121.00 107.00-148.00

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

See footnotes at end of tables.

-

30
2
28

74
11
63

742
237
505
84
b4

----------

3
31
31

39.5 156.50 140.00 125.50-184.00
40.0 181.50 172.50 15^.00-200.00
39.5 146.50 136.00 121.00-166.00

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

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

8
12
12

446
127
319

39.5
40.0
39.5
39.5

156.00
168.50
152.00
202.50

149.50
163.50
149.00
205.00

9*.50-139.50
9 -.5 0 -1 5 5 .SO

9c, 50-120.00
9*.50-119.50
129.50-172.50
135.00-182.00
12»-.50-167.50
135.00-249.50

-

"
_

_

*

-

n

90
*

-

-

4

-

51
20
31
-

a

-

-

-

-

1
1

•

_

-

-

-

6
6

_

5
5

-

-

-

7
1
6

6
6

4

.

8

-

8
8

-

4

8

-

-

1
3

.

1

-

-

-

-

1

4

-

1
1

_

-

11
2
9
3

“

-

-

16
6
10
1

19
10
9
5

11
3
8
1

_

3

4

50
8
42

22
7
15

34
17
17

n
lo
l

7
1
6

4

5
1

5
1

-

12

4

4

40
4
36

83
11
72

137
22
115

101
25
76

73
8
65

43
7
36

43
15
28

25
6
19

9

8
2
6

10
2
8

7
4
3

10
-

-

-

-

5
5

32
3
29

10

4
-

13
6
7

60
13
47

J

-

1

9
3
6

5
39

b

-

a

7
1
6

44

-

-

-

8

•

8

4

14
14

16

8

*

3
3
-

3
3

_

-

-

11
3
8

3
1
2

18

-

_
_
-

5
1
4

4

-

-

10
2
8

_

-

_

-

5
2
3

•
-

4

-

-

5

2
2

_

2
2

_

-

1
1
-

_
-

4

5

1

-

-

4

-

_

-

“
8
8

1

_

_

4

-

i

-

-

-

3

3

-

-

1

1

Weekly earnings 1
(standard)

Number of workers receiving straight-time weekly earnings of--s

Median *

Middle range*

s

*

$

90

100

110

120

130

1A0

150

160

170

18o

190

$
200

210

220

230

100

no

120

130

1A0

150

160

170

180

J9Q

200

210

220

230

2An

37
17
20
1

AA
31
13
2

38
26
12
2

35
2A
11

23
1A
9
3

22
7
15
6

11
7
A
"

19
5
1A
10

.

2

26
4
22

A9
3
A6

22

17

25
5
20

19
15
A

13
8
5

7
4
3

-

_

S
S
$
$
2A0 250 260 280
and

I

Mean *

o
O
'

of

I

S

70
and
under
80

Occupation and industry division

weekly
hours1
(standard]

o
0
0

Number

250

g6Q

280 over

ALL WORKERS—
CONTINUED
$
155.00
150.00
159.50
205.00

$
1A7.50
1A6.00
150.00
190.00

STENOGRAPHERS. GENERAL --------------------MANUFACTURING -------------------------------NONMANUFACTURING --------------------------PURLIC UTILITIES -----------------------

270
132
138
A3

39.5
A0 • 0
39.0
38.5

$
$
13,;. 50-170.00
13^.50-160.00
123.50-186.50
17A.50-2AJ.00

-

-

A

9

8

4

-

.

9

8

-

-

-

-

-

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

27A
5A
220

39.5 169.50 150.50 136.50-196.00
39.0 178.50 179.50 162.0C-189.50
A0 • 0 167.50 1A9.00 130.50-202.50

6

6

-

-

-

-

10

-

-

6

6

10

26
1
25

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

57
50

39.5 126.50 12A.50 116.00-13A.50
AO.O 125.00 12A.50 11^.50-131.50

8
8

4

-

2
2

7
7

15
15

9
7

A
A

4
i

2
2

-

SWITCHBOARD operator - r e c e p t io n is t s m anufacturing -------------------------------n o n m a n u f a c t u r in g --------------------------

278
80
198

39.5 127.00 122.50 10S.5C-133.00
AO.O 1A1.50 136.00 129.50-1A6.50
39.5 121.50 112.50 10C.00-126.30

13

68

8

10
10

28
8
20

62
8
5A

3A
27
7

15
1A
1

10
3
7

7
7
-

2
2
-

TRANSCRIBING-MACHINE OPERATORS,
general -----------------------------------------------

55

AO.O 128.50 125.00 105.50-1AA.30

-

TYPISTS. CLASS A --------------------------------

70

39.0 151.50 151.00 116.50-190.00

-

TYPISTS. CLASS 8 -------------------------------MANUFACTURING -------------------------------NONMANUFACTURING --------------------------PURLIC UTILITIES -----------------------

2A1
90
151
32

39.5
AO.O
39.5
AO.O

-

-

See footnotes at end of tables.




137.50
112.50
152.50
251.50

115.00
106.00
122.00
252.00

103.50-1A1.50
1 0 r.00-123.30
107.50-182.00
252.00-273.00

8
-

2

-

-

5

-

4

13

6A

-

9

10

5

10

5

7

6

1

5

5

6

7

3

7

2

6

6

9

13
9
4

77
50
27

38
6
32

2A
15
9

17
2
15

10
3
7

7
4
3

-

9

b
6
3

.

2
2

5
3
2

3
1
2

-

2
2

-

7
•

7

2
1
1
1
7
3
A

-

9
9

4
A

3
3

22
1
21

8
1
7

13
13

-

3

_

-

-

-

4

A

5

4

1
1
-

-

-

1

8

_

-

-

d

-

-

-

_

-

-

1

-

-

-

-

-

18

-

-

-

-

-

2

A
-

-

-

-

J
i

_

9
-

_

4
4

-

2

2

-

•

1

_

8

-

-

-

4

5

-

-

-

2

-

1

-

1

-

-

16

13

-

•

16
16

13
13

.

.

Weekly earnings 1
(standard)

Number of workers receiving straight-time weekly earnings of—

Average
weekly
hours1
(standard)

loo
and
under

110

120

l3o

190

150

160

170

180

190

200

21u

S
220

no

Occupation and industry division

Number
of
workers

120

130

190

150

160

170

180

190

200

210

220

23o

_29U_

2
2

1
1

1
1

8
8

2
1

8
7

9
3

2
2

3
1

-

6
5

s
1

27

21

23
3
20

16
5
11

15
1
19

23
6
17

12
5
7

_
-

1
1

2
2

_

-

-

-

-

-

-

-

-

-

2
J
?

-

4
4

-

i

I
Mean >
■

Median *

Middle range*

$

S

$

$

i

&

S

230

320

S
1 ---390 360

390

360 over

S

5

290

260

280

260 .

280

300 -3 2 0 -

300

and

ALL WORKERS
59
92

$
$
$
$
90.0 220.00 200.00 171.00-299.00
90.0 207.00 189.00 152.00-227.6o

COMPUTER OPERATORS, CLASS B -----------MANUFACTURING --------------------------------n on m anufactur ing ---------------------------

209
29
175

COMPUTER OPERATORS. CLASS C -------------NONMANUFACTURING ---------------------------

-

90.0 160.50 158.50 133.00-183.30
90.0 185.00 180.00 160• 00-203.00
90.0 156.50 151.00 132.50-176.50

12

26

-

_
-

-

-

-

12

-

26

27

21

22
6
16

99
92

90.0 163.50 155.00 1A?«00“ 156*00
90.0 167.50 155.50 193.00-156.00

_

7

-

-

4

5
5

6
6

23
19

COMPUTER PROGRAMMERS.
BUSINESS. CLASS A ----------------------------non m anufactur ing ---------------------------

92
80

90.0 230.50 230.50 207.00-255.00
90.0 233.50 236.00 211.00-269.50

-

-

-

-

-

-

-

-

-

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

79
57

90.0 219.00 200.00 186.50-253.00
90.0 209.00 192.SO 169.00-250.00

-

-

-

-

-

2
2

-

9
9

12
12

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

25

266.50 259.50 237.00-276.00

-

-

-

-

-

-

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

89
97

90.0 231.50 229.00 207.00-296.50
90.0 215.00 207.00 19^.00-229.00

_

_

-

-

DRAFTERS, CLASS B ------------------------------MANUFACTURING ---------------------------------

167
107

90.0 193.50 187.50 170.00-213.00
90.0 190.00 175.00 165.50-230.00

DRAFTERS, CLASS C ------------------------------MANUFACTURING ---------------------------------

191
69

90.0 192.00 199.50 115.00-160.00
90.0 197.50 160.00 121,00-160.00

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

71

90.0 295.00 290.00 210.00-276.50

o

-

-

o

-

>•
*

COMPUTER OPERATORS. CLASS A -------------NONMANUFACTURING -------------------------------

_

59

-

-

10
9

32
11

11
11

_

29

39.5 215.00 209.50 185.00-229.00

See footnotes at end of tables.




-

-

-

-

-

-

1
1

-

-

-

-

i
i

-

3
3

2
2

3
-

8
8

-

4
i

3
2

12
8

a
a

10
10

12
12

19
10

19
19

1
1

8
9

12
11

4
2

i
i

3
-

3
3

17
10

9
2

1

"

-

-

-

3

3

7

5

4

-

-

-

2

12
12

11
11

b
6

13
9

5
2

26
8

6
-

7
1

-

-

-

-

19
5

25
1

10
4

1
1

21
21

-

3
3

9
6

-

_

_

_

2
2

1
1

21

21

-

-

-

-

3
3

-

2
2

11
11

10
10

90
25

10
7

11
2

10
1

29
-

39
31

4
9

2
2

-

-

-

-

-

_

1

_

1

1

_

1

4

12

9

1

_

2

_

4

_

20

5

9

2

3

1

2

1

_

21

-

-

-

_

-

20

-

-

-

-

1

-

-

4
•
4

-

_

90.0 258.50 290.00 29o.00-276.50

NURSES, INDUSTRIAL (REGISTERED) -----

_

-

5
5

-

_

11
11

-

5
-

3
2

-

90.0 253.00 290.00 290.00-276.50

52

1
-

2
2

-

non m anufacturings

ELECTRONICS TECHNICIANS, CLASS BNONMANUFACTURING!

_

_

3
3

-

1

7

-

_
-

-

-

_

-

_
-

.

_

-

-

-

9
“

“
4

3

-

-

-

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex.
in Memphis, Tenn.—Ark. —Miss., November 1975
Average
(mean2 )

Average
(mean2)

Sex, 3 occupation, and industry division

Number
of

Weekly
heurs 1
(standard)

Weekly
earnings1
(standard)

OFFICE OCCUPATIONS - M
EN

Sex, 3 occupation, and industry division

o f f ic e

o c c u p a t io n s

Number
of
woikers

Weekly
hours 1
(standard)

Weekly
earnings 1
(standard)

-

Sex, 3 occupation, and industry division

Weekly
hours 1
(standard)

MEjStNGERj
77

*'

90.0 119.50

Weekly
earnings 1
(standard)

OFFICE OCCUPATIONS W EN— CONTINUED
OM

W EN— CONTINUED
OM

$

Average
(mean2)
Number
of
workers

SECRETARIES - CONTINUED

.

$

1T. 1w, . vL M o U
^

$
39.5 182.00
90.0
57

OFFICE. OCCUPATIONS - W EN
OM

OCCUPATIONS - M
EN
352
69
283

BILLERS, MACHINE (BILLING
90.0

120.50

381
292

39.5 151.50
39.5 192.50

728
239
49A

1^9 *"0
'0 *3 136.00
39.5 126.50

79
49

nonmanufacturing

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

KEYPUNCH o pe ra to rs , c la ss a -------------m anufacturing - - - - - - - - - - - - - - -

169.50
/n a 176.50
•J
:
101.00
•

28
l->3

39.5 141.00

31

•10*6

68

206.00 COMPUTER PROGRAMMERS,
HU • 1, L b w v v L A O
'j

99.50
97.50

90.0
90.3

137.00
115.50
197.00

90.0 158.50
90.0 162.50
90.0 155.00

260
52

90.0 131.00
90.0 132.50
39.5 130.50

78
63

m anufacturing

------—----------

’

57
50
SWITCHBOARD OPERATOR-RECEPTIONISTS-

126.50
90.0 125.00

276
76
198




171.00
175.50

r
'0 0 '*3r '"0
90.0 239.00
r-.

39.5 127.00
90.0 191.00
39.5 121.50

152.00
158.00

40.0 168.00

36

211.50

90.0 231.50
215.00
157
189.50
192.00
199.00
, A A

128.50

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.

'0 0
90.0

' ft *ft

39.5 169.50
178.50
90.0 167.50

39 5 11° 50
39.5 119.00

312

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

/ a A 159.00
' ft n
/ ft A 1 4.50
■vO.O

t ?

220

90.0 150.00
173.00

985
80
90->

92

TRANSCRIBING-MACHINE OPERATORS,
m anufacturing

_.

190.00
155.00
150.00

/ ft ft
/ft .0
A

computer programmers .

39.5
39.5

159
70
89

MANUF ACTURI N G ------------------------------------

59
39

39
a

38.5 127.50

176
57
119

———————————————

597
110
987

3J Q
<

119
97

NONMANUFACTUR IMG

257

162.50
177.50
159.00

NONMANUFACTURING!

295.00

59
ELECTRONICS TECHNICIANS, CLASS BNONMANUFACTURING!

253.00

52

90.0 258.50
267.00

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - W EN
OM
NURSES, INDUSTRIAL (REGISTERED) -----

Earnings data

29

39.5 215.00

tables A - l and A -2 , on the other hand, relate

Hourly earnings ^

Occupation and industry division

Number
of
workers

Number of workers receiving straight-time hourly earnings of—
1 ---- 1 - 5--- 1
--2 .4 0

M ein2

Median2

Middle range 2

3 .2 0

-------S
’------ $------S
------ 1
------ 1------ %
------- 1------ S
------ S
-----

1
--- 1
----S
--- 1
--- 1
--- 5
--- 1
--- 1
---

2 .6 0 2 .8 0

3 .0 0

3 .4 0

3 .6 0

3 .8 0

4 .0 0

4 .2 0

4 .4 0

5.20 5.6o

4 .6 0

6.00 6.4Q 6.80 7.2o 7.60

8.00 8.40 8.80

and
under
2 .6 p

2 .8 Q

3 .0 0

3 .2 0

3 .4 0

28
28

5
5

3
3

-

3 .6 Q

3 .8 0

4 .0 0

4 .2 0

4 .4 Q

-

4 .6 0

4 .8 0

5.20

5.60 6.00 6.40 6.80 7.20 7.60 M.00 8.90 d.80 9.20

ALL WORKERS
124
118

$
4 .6 3
4 .6 3

$
4 .1 4
4 .1 4

$
2 .8 3 2 .8 3 -

$

BOILER TENDERS ----------------------------------------MANUFACTURING -------------------------------------

5 .7 8
5 .7 k

1

CARPENTERS, m ain t en a n c e -------------------MANUFACTURING --------------------------------NONMANUFACTURING ---------------------------

67
37
30

6 .0 2
6 .2 8
5 .6 9

6 .5 5
6 .5 5
5 .4 7

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

6 .8 k
6 .9
6 .7 k

-

-

-

-

-

-

-

ELECTRICIANS. MAINTENANCE ---------------MANUFACTURING ---------------------------------

268
264

6 .6 6
6 .6 7

6 .6 2
6 .6 2

5 .9 5 5 .9 5 -

7 ,4 5
7 .4 5

-

*

_

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

135
107

5 .9 7
6 .5 9

5 .9 5
6 .7 0

4 .7 1 5 .7 6 -

6 .9 7
6 .9 7

-

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

148
148

6 .1 4
6 .1 4

5 .7 8
5 .7 8

5 .7 5 5 .7 5 -

6 .6 k
6 .6 ?

MECHANICS, AUTOMOTIVE
(MAINTENANCE) ----------------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING -----------------------------PUBLIC UTILITIES --------------------------

504
73
431
381

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

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

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

7 .2 7
6.6<*
7 .3 ?
7 .3 ?

MECHANICS. MAINTENANCE -----------------------MANUFACTURING -------------------------------------

1 ,1 5 7
1 ,1 5 7

5 .7 4
5 .7 4

5 .7 2
5 .7 2

5 .0 1 5 »0 l~

6 .6 k
6 # 6u.

*

102
102

6 .7 9
6 .7 9

6 .6 2
6 .6 2

5 .7 2 5 .7 2 -

8 .5 4
8 .5 k

.

PAINTERS, MAINTENANCE -----------------------m an u fa c tu r in g ---------------------------------

48
37

5 .8 4
5 .5 9

5 .8 6
5 .7 6

4 .1 1 3 .8 5 -

6 .4 K
6 .4 4

-

PIPEFITTERS, MAINTENANCE -----------------MANUFACTURING ---------------------------------

135
135

6 .3 0
6 .3 0

5 .9 5
5 .9 5

5 .7 2 5 .7 2 -

6 .6 ?
6 .6 ?

TOOL AND DIE MAKERS --------------------------MANUFACTURING ------— ---------------------

101
101

6 .1 3
6 .1 3

5 .5 9
5 .5 9

5 .5 5 5 .5 5 -

6 .4 K
6 .4 6




-

-

2

-

3

1

2

-

3

7
5
2

-

-

_
-

1
1

2
2

-

-

4
4

5
5

1

-

6

1

1

-

1

-

4

1

-

-

-

-

2
2

-

~

-

2

3

2

1

4
4

.

-

~

:

18

"

:

-

*

4
4

4
4
"

8

a

_

9
9

2
2
“

-

.

6

-

-

b

15
14
1

14
11
3

_

22
22

65
65

33
33

1
“

18
18

66
66

-

22
15
7

19
1
13

26
6

-

2
2

9
4
5

-

6
6

22
20

54
52

1
1

1
1

12
12

-

-

20
20

25
24

65
10
55
55

lu

-

.

-

-

-

i
i
-

-

5

-

-

-

-

-

“

4
4

69
69

-

.

-

-

13
12

25
25

16
16

-

-

-

1
1

10
10

-

“

25
25

75
19
56
56

67

177

-

-

-

-

20
1

20
8
12
12

67
67

177
177

-

-

11
8
3
3

_

-

_

*

*

-

-

35
35

-

21
21

5

_

-

10
10

-

■

“

-

12
12

-

.
-

-

b
b

12
12

18
18

19
19

16
16

29
29

38
38

27
27

12 7
127

250
25 0

208
208

32
32

197
197

8
8

148
148

-

-

_

4

_

4

”

21
21

_

*

37
37

_

*

3
3

_

"

_
*

-

-

2
2

-

-

*

-

-

-

-

12
12

5
2

8
7

5
5

1
-

_

-

11
10

_

-

1
■

.

-

-

3
-

_

_

_

-

47
47

_

-

76
76

_

-

-

-

-

-

11
11

-

10
10

42
42

13
13

2
2

10
10

12
12

20
20
-

“
-

4
-

16
16

“

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

See footnotes at end of tables.

~

-

*

8
8

.
-

6
6

2
2

-

-

-

-

-

-

-

-

1
1

1
1
1

-

-

-

_

_

12
12

Hourly earnings

2.2 0

1 -----2.40 2,60

$

Number of workers receiving straight-time hourly earnings of—
$
■f— 1 ------ T
1 ------ S
-----S
$
■5—
S
S
s
■5—
1
4.60 4.8o 5.00 5.40 5.80 6 . 2 0 6.60 7 . 0 0
3 . 2 0 3.40 3.60 3.80 4.00 4.20

3.0 0

n

t

1

Middle range 2

i.io

0
00

Mean 2 Median2

"5------

2.00
and
under

$
$
7.40 7.80

■

s

w (\
J

Occupation and industry division

Number
of
workers

2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 .5.40 5.80 6.20 6.60 7.00 7.40 7.80 8.20

ALL WORKERS
GUARDS AND WATCHMEN!
105

$
$
4 .1 8 - 5.08

$
4.78

$

2.72
3,87

2 .1 2

12

GUARDS!
1,938
533
1,A0 j

2 .1 0- 3.00 1012

146

3,87

1»220
694
845
184

3 9*"
3.67
4.03

44
11

13

33

3 ! 85

2 .6 5 - Si6o

568

3.47
3 35

284
*"63

46
47

/
/*

^ O'"
4 0
2 .6 5 - 4.08
2 .6 5 - 4.16

TRUCKDRIVERS, l ig h t

7n?
?

15

4.87
A.c.7

'
, •
• 0J

4 66
5.40

4

3C

4 I 72

6.44

T 1Q

3 Q
Q

rUHL 1v Ul i L 1 11uj —

212
159
53

176
35
141

216
151
65

92
64
28

138
108
30

50
12
38

130
114
16

54
31
23

54
14

78
11
67

126

39
16

56
24
32

21

34
24

7J J

See footnotes at end of tables.




24
5

28

176

30

-7*10
• 13

17

47
1

13

51

17
8

17

12

16

T
O

8

8

7.13
3.60

90
65

T3
6

11

1

-

8

25
17
8

12

39
39

22
*
*
17

2i

-

-

-

f;
r6

.

10

31
22

8

2

2

8

17

27

39
125

105
53
52

46
12
34

76
8

25
17

28

53

28

3

37
26

1
1

105
35
70

79

50
42

10

2

2
2

j?

31

4
1

5
7

O
D

11

25

10

*

922

2

2^
11

8

72

2

8

52

3 .0 0 - 4.91

41

_
._

8

68

1
-4
14
63

2

12

3

1

14

1
VP

1

110
103

t7

:

40

8

33

140

1

12
12
166
56
HO
h8

ro

.

1

10 c

T9

T5

b

20
18

14

• 13

15
13

22

74
54
20

8

.

8

ft

55
40
15

7 ,1 J

3 .0 0

t

41

18

4 .3 5 - 5.8?

7.13

1

1

1
171
107
64

p

17
7.13

13

40

To

20

66

of) 1

7.13

TRUCKDRIVERS* HEAVY (OVER 4 TONS*
1*070

1

5 ^

669
3*84

22
20

9
8

83
68

31
27

25
16

36
24

51
18
33

2

3 *^0 C 4t
3. 45- 4 .4 4

22

545
*.07

26
26

8

31
7.05

J. 1

TRUCKORIVEPS, MEDIUM (1-1/2 TO

48
26
22

8
3 .t l

f

(UNDER
28

235
120
115
82
48

^ 86 4 6
2 l5 5 - 4io7
^.96 4.9^

5 33
A

55
41

10
13

. r-nr*

119
71

1006
3*^0

ORDE'' FILLERS

112
8

1

8

12

JANITORS, PORTERS, AND CLEANERS -----

r, 1 r,
—

8

5 .4 3 - 7.13

52

33

7*03 7*13
7 .1 3 - 7.13

r-*
-> _
c

12
t2

14

68

2

AA

42

17

21

68

751

17

8

68

751
7^1

Number of workers receiving straight -time hourly earnings of—

Hourly eanungs3
$
2 .0 0

Number

Occupation and industry division
Mean Z

Median*

Middle range *

and
under
2 .2 0

i
2 .2 0

S
*
2 . 4 0 2 .6 0

S
2 .8 0

%
3 .0 0

*
3 .2 0

%

$

%

$

$

$

4 .0 0

4 .6 0

4 .6 0

*
5 .0 0

$

3 .8 0

S
4 .4 0

s

3 .6 0

i
4 .2 0

S

3 .4 0

5 .4 0

5 .8 0

6 .2 0

6 .6 0

— “J-------“ 5-----7 .0 0 7 .4 0 7 .8 0

2 ,6 9

8 .8 0

3 .0 0

3 .2 0

3 .4 0

3 .6 0

3 .8 0

4 .0 0

4 .2 0

4 .4 0

4 .6 0

4 .8 0

5 .0 0

5 ,4 0

5 .8 0

6 .2 0

6 .6 0

7 .0 0

7 .4 0

-

-

-

-

"

*

*

99
99

-

”

4
4

-

-

•

*

-

-

-

-

129
111
18

74
56
18

35
29
6

61
32
29

43
40
3

58

-

20
6
14

75
67
8

66
60
6
2

17
16
1
-

,
-

-

4

-

-

2

T

*
2 .< »0

7 .8 0

B ,2 fl

ALL WORKERS—
CONTINIJEO
TRUCKDRIVERS - CONTINUED
TRUCKDRIVERS. HEAVY (OVER 4 TONS.
other than t r a il e r t y p e ) -----------MANUFACTURING --------------------------------TRUCKERS. POWER (FORKLIFT)
MANUFACTURING ---------------NONMANUFACTURING ---------PUBLIC UTILITIES ------WAREHOUSEMEN

See footnotes at end of tables.




$

$

is i
151

4 .8 6
4 .8 8

4 .3 5
4 .3 5

$
4 .2 5 4 .2 5 -

$
6 .2 6
6 .2 6

1.505
1,175
330
149

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

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

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

6 .8 *
6 .8 6
4 . 7h
7 .1 1

26

4 .1 2

4 .0 7

2 .8 4 -

4 .8 3

-

-

-

-

*

26
24
2
2

74
37
37
37

130
128
2
2

90
15
75
49

119
64

2

2

7

*

“

55

-

-

56
2

10
*

”

4

1

*

”

4

“

48
48

_
-

-

-

186
186

30 2
24 8
54
47

-

-

-

-

_

-

-

_




Table A-6. Average hourly earnings of maintenance, powerplant,
custodial, and material movement workers, by sex, in
Memphis, Tenn.—Ark.—Miss., November 1975
Sex, occupation, and industry division

MAINTENANCE* TOOLROOM, AND
POWERPLANT OCCUPATIONS - MEN
BOILER TENDERS -----------------MANUFACTURING ---------------CARPENTERS* MAINTENANCE ---------MANUFACTURING ---------------NONMANUFACTURING ------------ELECTRICIANS, MAINTENANCE -------MANUFACTURING ---------------ENGINEERS* STATIONARY ----------MANUFACTURING ---------------MACHINISTS* MAINTENANCE ---------MANUFACTURING ---------------MECHANICS* AUTOMOTIVE
(MAINTENANCE) -----------------MANUFACTURING ---------------NONMANUFACTURING ------------PUBLIC UTILITIES ----------MECHANICS* MAINTENANCE ---------MANUFACTURING ---------------MILLWRIGHTS --------------------MANUFACTURING ---------------PAINTERS, MAINTENANCE ----------MANUFACTURING ---------------p i p e f i t t e r s , MAINTENANCE --------manufac tu ri ng ----------------

TOOL and DIE MAKERS ------------MANUFACTURING ---------------material movement and custodial

OCCUPATIONS - MEN
GUAROS AND WATCHMENS
MANUFACTURING ----------------

Number (mean^)
o
f
h ul
ory
w i e s er i g 3
okr anns

Sex, occupation, and industry division

MATERIAL MOVEMENT and CUSTODIAL
OCCUPATIONS - MEN— CONTINUED
$
124 4.63 PACKERS, shipping --------------m a n u f a c t u r i n g -------------- —
118 4.63
nonmanufacturing -- ----------67 6.02
37 6.28 receiving clerks ---------------30 .5.69
manufacturing ---------------NONMANUFACTURING ------------268 6.66
264 6.67 shipping clerks ----------------ma nufacturing ---------------135 5.97
107 6.59 SHIPPING AND RECEIVING CLERKS ---MANUFACTURING ---------------148 6.14
148 6.14 TRUCKDRIVERS ------------------MANUFACTURING ---------------nonmanufacturing ------------496 6.43
PUBLIC UTILITIES ----------65 6.02
431 6.50
TRUCKDRIVERS, LIGHT (UNDER
381 6.72
1-1/2 TONS) -----------------MANUFACTURING ---------------NONMANUFACTURING ------------1,113 5.75
1,113 5.75
TRUCKDRIVERS, MEDIUM (1-1/2 TO
AND INCLUDING 4 TONS) --------102 6.79
MANUFACTURING ---------------102 6.79
NONMANUFACTURING ------------PUBLIC UTILITIES------- •--*
.
48 5.84
37 5.59
TRUCKDRIVERS, HEAVY (OVER 4 TONS,
TRAILER TYPE) ---------------135 6.30
135 6.30
MANUFACTURING ---------------NONMANUFACTURIMG ------------PUBLIC UTILITIES ----------101 6.13
101 6.13
TRUCKDRIVERS, HEAVY (OVER 4 TONS,
OTHER THAN TRAILER TYPE) -----MANUFACTURING ---------------TRUCKERS, POWER (FORKLIFT) -- ---MANUFACTURING ---------------NONMANUFACTURING ------------PUBLIC UTILITIES ----------MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - WOMEN
JANITORS, PORTERS, AND CLEANERS -MANUFACTURING-- ---------- -NONMANUFACTURING---- ---------

vrg
N
umber A e a e
(mean2)
o
f
uy
w r e s ehnrg 3
o k r aoils
rn

369
168
201

$
4.41
4.54
4.31

190
61
129

4.71
4.29
4.90

121
40

5.07
4.19

47
36

4.66
5.40

2,112
406
1,706
941

5.33
4.18
5.61
7.05

217
28
189

3.28
3.90
3.19

669
124
545
207

4.79
3.84
5.01
7.01

1,070
102
968
733

6.15
3.59
6.42
7.06

151
151

4.88
4.88

1.497
1,168
329
149

4.82
5.02
4.07
4.30

705
69
636

2.34
3.53
2.21

105

4.78

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

80

5.02

JANITORS, PORTERS, AND CLEANERS -MANUFACTURING ---------------NONMANUFACTURING -------------

1,233
464
769

2.93
3.92
2.33

LABORERS, MATERIAL HANDLING -----MANUFACTURING ---------------NONMANUFACTURING -------------

1,845
1,157
688

3.62
3.83 ORDER FILLERS ------------------NONMANUFACTURING ------------3.27

289
230

3.12
3.23

ORDER FILLERS ------------------MANUFACTURING ---------------NONMANUFACTURING -------------

556
125
431

4.39 PACKERS, SHIPPING --------------4. 14
MANUFACTURING ---------------4.46
no nmanufacturing -------------

199
116
83

2.94
2.76
3.19

guards:

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
Memphis, Tenn.—Ark.—Miss., for selected periods
Industry and occupational
group

November 1972
to
November 1973

November 1973
to
November 1974

November 1974
to
November 1975

A ll industries:
Office clerical (men and women)__________________
Electronic data processing (men and women)_____
Industrial nurses (men and women)________________
Skilled maintenance trades (men)_________________
Unskilled plant workers (men)____________________

8.2
*
12.0
8.2
7.3

8.7
6.7
10.9
8.5
11.8

7.6
4.1
8.7
9.2
9.0

5.6
*

9.9

8.6

Manufacturing:
Office clerical (men and women)__________________
Electronic data processing (men and women)_____
Industrial nurses (men and women)----------------------Skilled maintenance trades (men)_________________
Unskilled plant workers (men)____________________
Nonmanufacturing:
Office clerical (men and women)__________________
Electronic data processing (men and women)_____
Industrial nurses (men and women)________________
Skilled maintenance trades (men)_________________
Unskilled plant workers (men)_____________________

**

7.9
6.7

**
8.4
10.9

9.5
9.1

9.2
*
**
**
7.5

8.3
6.6
**
**
12.5

7.3
3.5
**
**
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 Indexes," 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 intervals. 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 83 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.
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.
Occupations and Earnings
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 -se 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 men'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.

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.
Wage trends for selected occupational 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.

Occupations used to compute wage trends are:
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, classes A and B
Tabulating-machine operators,
class B
Typists, classes A and B
Electronic data processing
(men and women):
Computer operators, classes A, B, and C
Computer programmers, classes A, B,
and C

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, m aterial handling

Percent changes for individual areas in the program 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-year cycle before July 1972.
2 Included in the 83 areas are 13 studies conducted 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—Hollywood and West Palm Beach—Boca Raton, Fla. ; Lexington—Fayette, K y . ; Melbourne—T itu s v illeCocoa, Fla.; Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, Va. —N. C . ; Poughkeepsie—Kingston—Newburgh, N . Y . ; Raleigh—
Durham, N .C .; Syracuse, N .Y . ; Utica—Rome, N . Y . ; and Westchester County, N .Y . In addition, the Bureau conducts more lim ited area studies in
approximately 70 areas at the request o f the Employment Standards Administration of 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 -series tables) in previous bulletins for^this area.

Establishments and workers within scope of survey and number studied
in Memphis, Tenn.—Ark.—Miss.,1 November 1975
Industry division 2

Minimum
employment
in establishments in scope
of study

Number of establishments

W orkers in establishments
Within scope of study4

Within scope
of study3

Studied

Studied
Number

Percent

A ll d iv is io n s ___________ ____________________

_

661

189

123,882

100

70, 773

M anufactu ring__________________________________
Nonm anufacturing____ _________________ ____
Transportation, communication, and
other public u tilities 5 ------------__ ____
W holesale tra d e 6 ________ ____________ ____
R etail tra d e 6______________ ________ _________
Finance, insurance, and real estate6_______
S ervices 6 7 ____________ ________________ ____

50
-

Z37
424

70
119

51, 758
72,124

42
58

28, 738
42,035

50
50
50
50
50

68
104
122
53
77

25
20
31
15
28

14, 869
11, 568
24,115
8, 945
12,627

12
9
20
7
10

9,
4,
15,
5,
7,

834
169
520
317
195

1 The Memphis Standard Metropolitan Statistical Area, as defined by the Office of Management and Budget through February 1974, consists
of Shelby and Tipton Counties, Tenn.; Crittenden County, Ark.; and DeSoto County, Miss. 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 -se rie s tables. Taxicabs and services incidental to water transportation were excluded. Memphis'
electric and gas utilities are municipally operated and are excluded by definition from the scope of the study.
6 This division is represented in estimates for "all 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 motels; 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 workehs 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-time, temporary, and probationary workers.

O FFIC E

BILLER, MACHINE*

CLERKS, ACCOUNTING

Prepares statements, bills, 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 customers' 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 fam iliar with the bookkeeping and accounting terms and
procedures used in the assigned work, but is not required to have a knowledge of the form al 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 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.
Class 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.




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.
CLERK, FILE
Files, classifies, and retrieves m aterial 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 material 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.
CLER K, ORDER
Receives customers* orders for material or merchandise by mail, 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, P A Y R O LL
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, wdrking days, time,
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 "secretary" possess the above characteristics.
positions which are excluded from the definition are as follows:

Examples of

a.

Positions which do not meet the "personal" 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, or

d. Secretary positions in which the duties are either substantially more routine or sub­
stantially more complex and responsible than those characterized in the definition;
e. Assistant type positions which involve more difficult or rpore responsible technical,
administrative, supervisory, or specialized clerical duties which are not typical of secretarial
work.
NOTE: The term "corporate offic e r," used in the level definitions following, refers to those
officials who have a significant corporate-wide policymaking role with regard to major 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, 000 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 25,000 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 5,000 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.) or 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 25,000 employees; or

Perform s various routine duties such as running errands, operating minor office machines
such as sealers or m ailers, opening and distributing mail, 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 level of
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 25,000 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. Perform s varied clerical and secretarial
duties, usually including most of the following:
a. Receives telephone calls, personal callers, and incoming mail, answers routine-inquiries,
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 messages 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.

Perform s 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.




Class C
1. Secretary to am 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; or
2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of
official) that employs, in all, fewer than 5, 000 persons
Class D
1. Secretary to the supervisor or head of a small organizational unit (e.g., fewer than
about 25 or 30 persons); or
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 a BULATING-M ACHINE OPERATOR (Electric Accounting Machine Operator)

Prim ary 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. Perform s 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 lo w er'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, organization, policies, procedures, files, workflow, etc. Uses this
knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup
files; assembling material for reports, memorandums, and letters; composing simple letters from
general instructions; reading and routing incoming mail; and answering routine questions, etc.
SWITCHBOARD OPERATOR
Class A. Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. Perform s full telephone information service or handles complex
calls, such as conference, collect, overseas, or similar calls, either in addition to doing routine work
as described for switchboard operator, class B, or as a full-time assignment. ("F u ll" telephone
information service occurs when the establishment has varied functions that are not readily
understandable for telephone information purposes, e.g., because of overlapping or interrelated
functions, and consequently present frequent problems as to which extensions are appropriate for calls.)
Class B . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. May handle routine long distance calls and record tolls. May
perform limited telephone information service. ("Lim ited" telephone information service occurs if the
functions of the establishment serviced are readily understandable for telephone information purposes,
or if the requests are routine, e.g., giving extension numbers when specific names are furnished, or if
complex calls are referred to another operator.)
These classifications do not include switchboard operators in telephone companies who assist
customers in placing calls.

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

Class B . Perform s 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 sudh 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, G ENE R A L
Prim ary duty is to transcribe dictation involving a normal routine vocabulary from transcribing-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 similar 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, mats, 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. Perform s 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.

SWITCHBOARD OPERATOR-RECEPTIONIST
In addition to performing duties of operator on a single-position or monitor-type switchboard,
acts as receptionist and may also type or perform routine clerical work as part of regular duties. This
typing or clerical work may take the major part of this worker's time while at switchboard.

Class B . Perform s one or me re of the following: Copy typing from rough or clear drafts;
or routine typing of forms, insurance policies, etc; or setting up simple standard tabulations; or
copying more complex tables already set up and spaced properly.

P R O F E S S IO N A L A N D TEC H N IC A L
COMPUTER OPERATOR

CO M PUTER OPERATOR— Continued

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

C lass_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 e rro r situations, diagnoses cause and takes corrective
action. This usually involves applying previously programmed corrective steps, or using standard
correction techniques.
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 frequently 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 problem s, typically prepared by a systems analyst, into a
sequence of detailed instructions which are required to solve the problems by automatic data processing
equipment. Working from charts or diagram s, the program m er develops the precise instructions which,
when entered into the computer system in coded language, cause the manipulation of data to achieve
desired results. W ork involves most of the follow ing: Applies knowledge of computer capabilities,
mathem atics, logic em ployed by com puters, and particular subject matter involved to analyze charts
and diagrams of the problem to be program m ed; develops sequence of program steps; w rites detailed
flow charts to show o rd er in which data w ill be processed; converts these charts to coded instructions
fo r machine to follow ; tests and co rrects program s; prepares instructions fo r operating personnel
during production run; analyzes, review s, and alters programs to increase operating efficien cy or
adapt to new requirem ents; maintains records of program development and revisions. (NOTE: W orkers
perform in g both system s analysis and program m ing should be classified as systems analysts if this is
the skill used to determ ine th eir pay.)
Does not include em ployees p rim a rily responsible for the management or supervision of other
electron ic data processin g em ployees, or program m ers prim a rily concerned with scientific and/or
engineering problem s.
For wage study purposes, program m ers are classified as follows:
Class A . W orks independently or under only general direction on complex problems which
requ ire competence in all phases of program m ing concepts and practices. Working from diagrams
and charts which identify the nature of desired results, m ajor processing steps to be accomplished,
and the relationships between various steps of the problem solving routine; plans the full range
of program m ing actions needed to efficien tly utilize the computer system in achieving desired
end products.
At this le v e l, program m ing is difficu lt because computer equipment must be organized to
produce severa l in terrelated but diverse products from numerous and diverse data elem ents. A wide
va rie ty and extensive number of internal processing actions must occur. This requires such actions as
development of common operations which can be reused, establishment of linkage points between
operations, adjustments to data when program requirements exceed computer storage capacity, and
substantial manipulation and resequencing of data elements to form a highly integrated program .
May provide

functional direction to low er leve l program m ers who are

systems analysts are cla ssified as follows:

Class A . Works independently or under only general direction on complex problems involving
all phases of system analysis. Problem s are complex because of diverse sources of input data and
multiple-use requirements of output data. (F o r example, develops an integrated production scheduling,
inventory control, cost analysis, and sales analysis record in which eve ry item of each type is
automatically processed through the full system of records and appropriate followup actions are initiated
by the com puter.) Confers with persons concerned to determine the data processing problems and
advises subject-m atter personnel on the implications of new or revised systems of data processing
operations. Makes recommendations, if needed, for. approved, of m ajor systems installations or changes
and for obtaining equipment.
May provide functional direction to low er leve l systems 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. Problem s are of lim ited complexity because
sources of input data are homogeneous and the output data are closely related. (F o r example, develops
systems 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 problem s and advises subjectm atter personnel on the implications of the data processing systems to be applied.
OR
Works .on a segment of a complex data processing scheme or system , as described for class A.
Works independently on routine assignments and receives instruction and guidance on complex
assignments. Work is review ed for accuracy of judgment, compliance with instructions, and to insure
proper alignment with the o vera ll system.
Class C . Works under imm ediate supervision, carrying out analyses as assigned, usually
of a single activity. Assignments are designed to develop and expand practical experience in the
application of procedures and skills required for systems analysis work. F o r example, may assist a
higher le v e l systems analyst by preparing the detailed specifications required by program m ers from
information developed by the higher level analyst.

assigned to assist.

Class B . W orks independently or under only general direction on relatively simple program s,
or on sim ple segments of com plex program s. Program s (or segments) usually process information to
produce data in two or three va ried sequences or form ats.
Reports and listings are produced by
refining, adapting, arraying, or making m inor additions to or deletions from input data which are
readily available. W hile 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.
T y p ica lly, the program deals with routine record-keeping type operations.
OR
Works on com plex program s (as described fo r class A ) under close direction of a higher
le v e l program m er or su pervisor. May assist higher le v e l program m er by independently perform ing
less difficult tasks assigned, and perform in g more difficult tasks under fa irly close direction.
May guide or instruct low er le v e l program m ers.
Class C . Makes practical applications of programm ing practices and concepts usually learned
in form al training courses.
Assignm ents are designed to develop competence in the application of
standard procedures to routine problem s. R eceives close supervision on new aspects of assignments;
and work is review ed to v e r ify its accuracy and conformance with required procedures.
C O M PU TER SYSTEMS A N A L Y S T , BUSINESS
Analyzes business problem s to form ulate procedures fo r solving them by use of electron ic
data processing equipment.
Develops a com plete description of all specifications needed to enable
program m ers to prepare required digital computer program s. Work involves most of the follow in g:
.Analyzes subject-m atter operations to be automated and identifies conditions and c r ite ria required to
achieve satisfactory results; sp ecifies number and types of records, file s , and documents to be used;
.outlines actions to be perform ed by personnel and computers in sufficient detail fo r presentation to
management and fo r program m ing (typically this involves preparation of work and data flow charts);
coordinates the development of test problem s and participates in tria l runs of new and revised systems;
and recommends equipment changes to obtain m ore effective overa ll operations. (NOTE: W orkers
perform in g both system s analysis and program m ing should be classified as systems analysts if this is
the skill used to determ ine th eir pay.)
Does not include em ployees p rim a rily responsible fo r the management or supervision of other
electron ic data processing em ployees, or system s analysts prim arily concerned with scientific or
engineering problem s.




F o r wage study purposes,

D RAFTER
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
origin ator, 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 su pervisory assistance. Completed work is review ed by design originator fo r consistency
with p rio r engineering determinations. May either prepare drawings, or direct their preparation by
low er level drafters.
Class B . P erfo rm s nonroutine and complex drafting assignments that require the application
of most of the standardized drawing techniques regu larly used. Duties typically involve such work as:
Prepa res working drawings of subassemblies with irreg u la r shapes, multiple functions, and precise
positional relationships between components; prepares architectural drawings for construction of a
building including detail drawings of foundations, w all sections, flo or plans, and roof. Uses accepted
formulas and manuals in making n ecessary computations to determine quantities of m aterials to be
used, load capacities, strengths, stresses, etc. R eceives in itial instructions, requirements, and
advice from su pervisor. Completed work is checked for technical adequacy.
Class C . P repares detail drawings of single units or parts fo r engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isom etric projections
(depicting three dimensions in accurate sca le) and sectional views to c la rify positioning of components
and convey needed information. Consolidates details from a number of sources and adjusts or
transposes scale as required. Suggested methods of approach, applicable precedents, and advice on
source m aterials are given with in itial assignments. Instructions are less complete when assignments
recur. W ork may be spot-checked during progress.
D R A F T E R -T R A C E R
Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings
and tracing with pen or pencil. (Does not include tracing lim ited to plans prim arily consisting of
straight lines and a la rge scale not requiring close delineation.)
AND/OR
P rep a res sim ple or repetitive drawings of ea sily visu alized 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.

Class C . 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.
Class 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-magnetic 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 forms,
tracing relationships in signal flow; and regularly using complex test instruments' (e.g., dual trace
oscilloscopes, Q-m eters, deviation meters, 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 T E N A N C E A N D PO W ERPLANT
BOILER TENDER

ENGINEER, STATIONARY— Continued

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.

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.

CARPENTER, MAINTENANCE

HELPER, MAINTENANCE TRADES

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.

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.

ELECTRICIAN, MAINTENANCE

M ACHINE-TOOL OPERATOR, TOOLROOM

Perform s 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, transformers, switchboards, controllers, circuit breakers, motors, heating units,
conduit systems, or other transmission 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.

Specializes in the operation of one or more types of machine tools, such as jig borers,
cylindrical or surface grinders, engine lathes, or milling machines, in the construction of machineshop tools, gauges, jigs, fixtures, or dies. Work involves most of the following: Planning and
performing difficult machining operations; processing items requiring complicated setups or a
high degree of accuracy; using a variety of precision measuring instruments; selecting feeds,
speeds, tooling, and operation sequence; and making necessary adjustments during operation to
achieve requisite tolerances or dimensions. May be required to recognize when tools need dressing,
to dress tools, and to select proper coolants and cutting and lubricating oils. For cross-industry
wage study purposes, machine-tool operators, toolroom, in tool and die jobbing shops are excluded
from this classification.

ENGINEER, STATIONARY

MACHINIST, MAINTENANCE

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 compressors, generators, motors, turbines, ventilating and refrigerating equipment,

Produces replacement parts and new parts in making repairs of metal parts of mechanical
equipment operated in an establishment. Work involves most of the following: Interpreting written
instructions and specifications; planning and laying out of work; using a variety of machinist's handtools
and precision measuring instruments; setting up and operating standard machine tools; shaping of metal




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

Paints and redecorates w alls, woodwork, and fixtures of an establishment. Work involves the
follow in g: 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 fille r in nail holes and
in terstices; and applying paint with spray gun or brush. May mix co lors, o ils, white lead, and other
paint ingredients to obtain proper color or consistency. In general, the work of the maintenance
painter requires rounded training and experience usually acquired through a form al apprenticeship or
equivalent training and experience.

M ECHANIC, AU TO M O TIVE (Maintenance)
P IP E F IT T E R , M A IN TEN AN CE
Repairs automobiles, buses, m otortrucks, and tractors of an establishment. Work involves
most of the follow in g; Examining automotive equipment to diagnose source of trouble; disassembling
equipment and perform ing repairs that involve the use of such handtools as wrenches, gauges, d rills,
or specialized equipment in disassem bling or fitting parts; replacing broken or defective parts from
stock; grinding and adjusting va lves; reassem bling and installing the various assem blies 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 fo rm al apprentice ship, or equivalent training and experience.
This classification does not include mechanics who repair customers' veh icles in automobile
repair shops.
M ECHANIC, M A IN TEN AN C E
Repairs m achinery or mechanical equipment of an establishment. Work involves most of the
fo llow in g: Examining machines and mechanical equipment to diagnose source of trouble; dismantling
or partly dismantling machines and perform in g 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 replacem ent part by a machine shop or sending of the machine to a machine shop
fo r m ajor repairs; preparing w ritten specifications for m ajor repairs or for the production of parts
ordered from machine shops; reassem bling 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 form al apprenticeship or equivalent training and experience. Excluded from
this classification are w orkers whose prim ary duties involve setting up or adjusting machines.
M ILLW R IG H T
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 follow in g:
Planning and laying out of the work; interpreting blueprints or other specifications; using a va rie ty of
handtools and riggin g; making standard shop computations relating to stresses, strength of m aterials,
and centers of gra vity; 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
d rives and speed reducers. In general, the m illw righ t's work norm ally requires a rounded training and
experience in the trade acquired through a fo rm al apprenticeship or equivalent training and experience.

Installs or repairs w ater, steam, gas, or other types of pipe and pipefittings in an establish­
ment. Work involves most of the follow in g: 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 pow er-driven machines; assembling pipe with couplings and
fastening pipe to hangers; making standard shop computations relating to pressu res, flow, and size of
pipe required; and making standard tests to determine whether finished pipes meet specifications. In
general, the work of the maintenance pipefitter requires rounded training and experience usually
acquired through a form al apprenticeship or equivalent training and experience. W orkers prim arily
engaged in installing and repairing building sanitation or heating systems are excluded.
S H E E T -M E T A L W ORKER, M A IN TEN AN CE
Fabricates, installs, and maintains in good repair the sheet-m etal equipment and fixtures (such
as machine guards, grease pans, shelves, lockers, tanks, ven tilators, chutes, ducts, metal roofing)
of an establishment. Work involves most of the follow in g: Planning and laying out all types of sheetm etal maintenance work from blueprints, m odels, or other specifications; setting up and operating all
available types of sheet-m etal working machines; using a va riety of handtools in cutting, bending,
form ing, shaping, fitting, and assembling; and installing sheet-m etal a rticles as required. In general,
the work of the maintenance sheet-m etal w orker requires rounded training and experience usually
acquired through a form al apprenticeship or equivalent training and experience.
TO O L AND DIE M AKER
Constructs and repairs machine-shop tools , gauges , jigs , fixtures or dies for forgings , punching,
and other m etal-form ing work. Work involves most of the follow in g: Planning and laying out of work
from models, blueprints, drawings, or other ora l and written specifications; using a variety of tool and
die m aker's handtools and precision measuring instruments; understanding of the working properties of
common metals and alloys; setting up and operating of machine tools and related equipment; making
necessary shop computations relating to dimensions of work, speeds, feeds, and tooling of machines;
heat-treating of metal parts during fabrication as w ell as of finished tools and dies to achieve required
qualities; working to close tolerances; fitting and assembling of parts to prescribed tolerances and
allowances; and selecting appropriate m aterials, tools, and processes. In general, the tool and die
m aker's work requires a rounded training in machine-shop and toolroom practice usuaWy acquired
through a form al apprenticeship or equivalent training and experience.
F o r cross-indu stry wage study purposes, tool and die makers in tool and die jobbing shops
are excluded from this classification.

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

LABO RE R. M A T E R IA L HANDLING

Guard. P erfo rm s routine police duties, either at fixed post or on tour, maintaining order,
using arms or fo rce where n ecessary. Includes guards who are stationed at g ate and check on
identity of em ployees and other persons en terin g.

A w orker em ployed in a warehouse, manufacturing plant, store, or other establishment whose
duties involve one or m ore of the follow in g: Loading and unloading various m aterials and merchandise
on or from freight ca rs , trucks, or other transporting devices; unpacking, shelving, or placing
m aterials or merchandise in proper storage location; and transporting m aterials or merchandise by
handtruck, car, or wheelbarrow. Longshore w orkers, who load and unload ships are excluded.

Watchman.
and ille g a l entry.

ORDER F IL L E R

Makes rounds of p rem ises period ically in protecting property against fir e , theft,

JA NITO R, PO R TE R , OR C LE A N E R
Cleans and keeps in an o rd erly condition factory working areas and washrooms, or prem ises
of an o ffice, apartment house, or co m m ercia l or other establishment. Duties involve a combination of
the follow in g: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other
refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trim m in gs; providing
supplies and minor maintenance services ; and cleaning lavatories, showers, and restroom s. W orkers
who sp ecialize in window washing are excluded.




F ills shipping or tra n sfer orders fo r finished goods from stored merchandise in accordance
with specifications on sales slips, custom ers' orders, or other instructions. May, in addition to
fillin g orders and indicating item s filled or omitted, keep records of outgoing orders, requisition
additional stock or report short supplies to su pervisor, and perform other related duties.
PA C K E R , SHIPPING
Prepa res finished products for shipment or storage by placing them in shipping containers,
the specific operations perform ed being dependent upon the type, size, and number of units to be
packed, the type of container em ployed, and method of shipment. Work requires the placing of items
in shipping containers and may involve one or m ore of the fo llow in g: 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.
SHIPPING AND RECEIVING CLERK
Prepares merchandise for shipment, or receives and is responsible for incoming shipments
of merchandise or other materials. 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, 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 excluded.




follows:

For wage study purposes, truckdrivers are classified by size and type of equipment, as
(T ractor-trailer should be rated on the basis of trailer capacity.)
Truckdriver (combination of sizes listed separately)
Truckdriver, light (under IV2 tons)
Truckdriver, medium (IV 2 to and including 4 tons)
Truckdriver, heavy (over 4 tons, trailer type)
Truckdriver, heavy (over 4 tons, other than trailer type)

TRUCKER, POWER
Operates a manually controlled gasoline- or electric-powered truck or tractor to transport
goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment.
For wage study purposes, w orkers are cla ssified by type of truck,

as follow s:

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 materials for
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 fille r), or operating power trucks (see
trucker, power).

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.
A rea

Bulletin number
and price*

Akron, Ohio, Dec. 1975____ _________________ ________________________________________ 1850-80, 45 cents
Albany—Schenectady—T roy , N .Y ., Sept. 1975 1_______________________________________ 1850-63, $1.20
Albuquerque, N. M ex., M ar. 1974 2 _________________________________________________ Suppl.
F ree
Allentown—
Bethlehem—Easton, Pa.—
N.J., May 1974 2 ________________________________ Suppl.
F ree
Anaheim—
Sant a Ana—
Garden G rove, C a lif., Oct. 1975 1 _____________________________ 1850-75, 85 cents
Atlanta, Ga., May 1975 1 _____________________________________________________________ 1850-25, $1.00
Austin, Tex., Dec. 1975 1_____________________________________________________________ 1850-83, 75 cents
B altim ore, Md., Aug. 1975 1__________________________________________________________ 1850-62, $1.30
Beaum ont-Port Arthur—
Orange, T ex ., May 1974 2 _________________________________ Suppl.
F ree
B illin gs, Mont., July 1975___________________________________________________________ 1850-46, 65 cents
Binghamton, N.Y.—P a ., July 1975____________________________________________________ 1850-50, 65 cents
Birmingham, Ala., M ar. 1975_______________________________________________________ Suppl.
F ree
Boston, M ass., Aug. 1975 1__________________________________________________________ 1850-58, $1.50
Buffalo, N .Y ., Oct. 19751__________________ __ ______________________________ ________ 1850-69, 95 cents
Canton, Ohio, May 197 5 _____________________________________________________________ Suppl.
F ree
Charleston, W. V a ., M ar. 1974 2 ____________________________________________________ Suppl.
F ree
Charlotte, N .C., Jan. 1974 2 _________________________________________________________ Suppl.
F ree
Chattanooga, Tenn.—
Ga., Sept. 1975 1_______________________________________________ 1850-67, 85 cents
Chicago, 111., May 1975_______________________________________________________________ 1850-33, 85 cents
Cincinnati, Ohio-Ky.—Ind., Feb. 1975 _______________________________________________ Suppl.
F re e
Cleveland, Ohio, Sept. 1975___________________________________________________ ______ 1850-64, $1.30
Columbus, Ohio, Oct. 1975 1_____________________ ..._________________________________ 1850-78, 95 cents
Corpus Ch risti, Tex., July 1975_____________ ___________ „___________________________ 1850-37, 65 cents
Dallas—F o rt Worth, T ex ., Oct. 1975 1_______________________________________________ 1850-59, $1.50
Davenport—
Rock Island—M oline, Io w a -Ill., Feb. 1975 ___ ___ _______________________ Suppl.
F ree
Dayton, Ohio, Dec. 1975______________________________________________________________ 1850-73, 45 cents
Daytona Beach, Fla ., Aug. 1975_______________________________________________ ___ __ 1850-47, 65 cents
Denver—
Boulder, C olo., Dec. 1975__________________________________________________ 1850-82, 75 cents
Des Moines, Iowa, May 1974 2 ______________________________________________________ Suppl.
F re e
D etroit, Mich., M ar. 1975___________________________________________________________ 1850-22, 85 cents
F o rt Lau derdale-H ollywood and W est Palm BeachBoca Raton, F la ., A p r. 1975 1_____________________________________________________ 1850-26, 80 cents
Fresn o, C a lif., June 19751. _____________ ____________________________________________ 1850-61, $1.20
G a in esville, F la ., Sept. 1975_________________________________________________________ 1850-57, $1.10
Green Bay, W is., July 19751_________________________________________________________ 1850-44, 80 cents
Greens boro-W ins ton- Salem—
High Point, N .C., Aug. 1975___________________________ 1850-49, 65 cents
G reen ville—
Spartanburg, S.C., June 1975 _________________________________________ 1850-42, 65 cents
H artford, Conn., M ar. 19751 _________________________________ __ _________________ __ 1850-28, 80 cents
Houston, Tex., A pr. 1975____________________________________________________________ Suppl.
F ree
Huntsville, A la., Feb. 1975 __________________________________________________________ Suppl.
F ree
Indianapolis, Ind., Oct. 1975 1___________________________ -___________________________ 1850-66, 95 cents
Jackson, M iss ., Feb. 1975________________________________________________ _______ ____Suppl.
F ree
Jacksonville, F la ., Dec. 1975__________________________________ ______________________ 1850-81, 45 cents
Kansas City, M o —
Kans., Sept. 1975_________________________________________________ 1850-55, 80 cents
Law rence— averhill, M ass.—
H
N.H., June1974 2 ____________________ ___________ _____ Suppl.
F re e
L exington -Fayette, K y., Nov. 1975*._____________________________ __________________ 1850-84, 75 cents
Los Angeles—Long Beach, C a lif., Oct. 1974 ________________ ___________ ____________Suppl.
F ree
L o u is ville, Ky.—
Ind., Nov. 1975______ _______________________________________________ 1850-79, 45 cents
Lubbock, T ex ., M ar. 1974 2 _______________________ ___________________________ _______ Suppl.
F ree
T
Melbourne— itu sville-C oc oa , F la ., Aug. 1975_______________________________________ 1850-54, 65 cents
Mem phis, Tenn,—
Ark*— iss., Nov. 1975______________________________ ______________ 1850-85, 45 cents
M
M iam i, F la ., Oct. 19751______________________________________________________________ 1850-76, 95 cents
*
1
2
3

Prices are determined 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. 1974 2 _______________________________________________ Suppl.
Free
Milwaukee, W is., A pr. 19751__________________________________________________________ 1850-21, 85 cents
Minneapolis—
St. Paul, Minn.— is., Jan 1975 1 ________________________________________ 1850-20, $1.05
W
F ree
Muskegon-Muskegon Heights, Mich., June 1974 2 _____________________ ______________ Suppl.
Nassau-Suffolk, N .Y ., June 19751_______________ _____________________________________ 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
Free
New O rleans, L a., Jan. 1975 _______________________________ _________________________ Suppl.
New York, N .Y.-N .J ., May 19751_________________________________________________ ____ 1850-45, $1.10
New York and Nassau—
Suffolk, N .Y., A pr. 1974 2 ____________________________________ Suppl.
Free
Norfolk—V irgin ia Beach—
Portsmouth, Va.—N.C., May 1975 __________________________ 1850-29, 65 cents
Norfolk— irgin ia Beach—
V
Portsmouth and Newport News—
Hampton, V a .-N .C ., May 1975 ______________________________________________________ 1850-30, 65 cents
Northeast Pennsylvania, Aug. 1975____________________________________________________ 1850-52, 65 cents
Oklahoma City, Okla., Aug. 1975______________________________________________________ 1850-51, 65 cents
Omaha, N e b r I o w a , Oct. 1975__________________________________________________ _____ 1850-56, $1.10
Paterson—
Clifton—
Passaic, N.J., June 1975 1_________________________________________ 1850-38, 80 cents
Philadelphia, Pa.— .J., Nov. 1975_______ _____________________________________________ 1850-65, 85 cents
N
Phoenix, A r iz ., June 1974 2 ____________________________________________________ _______Suppl.
F ree
Pittsburgh, Pa., Jan. 1975 _____________________________________ _______ _______________ Suppl.
F ree
Portland, Maine, Nov. 1975____________________________________________________________ 1850-72, 45 cents
Portland, O r eg.—Wash., M a y l 97 5______________________________________________________ 1850-40, 75 cents
Poughkeepsie, N .Y ., June 1975 1______________________________________________________ '1850-70, 65 cents
Poughkeepsie—
Kingston—
Newburgh, N .Y., June 1975 1_______________ __________ _____ 1850- 68, 75 cents
Providence—
Warwick—Pawtucket, R .I.— ass., June 1975 ___________________ ________ 1850-27, 75 cents
M
Durham, N.C., Feb. 1975 ____________________________________________________ Suppl.
F ree
Raleigh—
Richmond, V a ., June 1975__________________ _____________________ ____________________ 1850-41, 65 cents
F ree
Rockford, 111., June 19742 ____________________________________________________________ Suppl.
St. Louis, M o,—
111., M ar. 1975 ________________________________________________________ Suppl.
F ree
Sacramento, C alif., Dec. 19741 ______________________________________________________ 1850- 19, 80 cents
Saginaw, Mich., Nov. 1975______________________________________________________________ 1850-71, 35 cents
Salt Lake City—
Ogden, Utah, Nov. 19751______________________________________________ 1850-74, 75 cents
San Antonio, Tex., May 1975 ______________________________________________________ -— 1850-23, 65 cents
San D iego, C a lif., Nov. 1975___________________________________________________________ 1850-77, 45 cents
San Franc is co-Oakland, C alif., >Mar. 197 5 1___________________ _____________________ 1850-35, $1.00
San Jose, C a lif., M ar. 19751__________________________________________________________ 1850-36, 85 cents
Savannah, Ga., May 1974 2 _________________________________________ _________________ _ Suppl.
F ree
S eattle-E verett, Wash., Jan. 1975 ____________________________________________________ Suppl.
Free
South Bend, Ind., M ar. 1975 _____________ .......________________ ________________ _________Suppl.
F ree
Spokane, Wash., June 1974 2 ______________________ _________________________ ________ Suppl.
F ree
Syracuse, N .Y., July 1975______ __________________________ __________ ___ _____________ 1850-43, 65 cents
Toledo, O hio-M ich., May 1975 1_______________________________________________________ 1850-34, 80 cents
Trenton, N.J., Sept. 19751_____________________________________________________________ 1850-60, $1.20
U tica-R om e, N .Y ., July 19751 ________________________________________________________ 1850-48, 80 cents
Washington, D .C ^ M d ^ V a ., M ar. 19751_______________________________________________ 1850-31, $1.00
W aterbury, Conn., M ar. 1974 2 __________________ ___________________ __ _____________ Suppl.
F ree
W estchester County, N .Y ., May 1975 1 .___________________________ _____ __ ___________ 1850-53, 80 cents
W ichita, Kans., Apr. 1975____________ ____________ ________ ___ ________________________ Suppl.
F ree
W orcester, M ass., May 19751 ____ _________________________________________________ , 1850-24, 80 cents
York, P a ., Feb. 19751 _________________________________________________________ _______ 1850-32, 80 cents
Youngstown-Warren, Ohio, Nov. 1973 2 ________________________________________ _____ Suppl.
F ree

THIRD CLASS MAIL
U.S. DEPARTMENT OF LABOR

POSTAGE AND FEES PAID

BUREAU OF LABOR STATISTICS
WASHINGTON, D.C. 20212

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 IS T IC S R E G IO N A L O F F IC E S
Region I

R e gion II

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

S u ite 3 4 0 0
15 1 5 B ro a d w a y
N e w Y o rk , N .Y . 1 0 0 3 6
P h o n e :9 7 1 - 5 4 0 5 (A re a C o d e 21 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 Island s

R e gion V
9 th F lo o r, 2 30 S. D e a rb o rn St.
C h icago , III. 606 04
P h o n e :3 5 3 - 1 8 8 0 (A re a C o d e 3 1 2 )
I llin o is
In d ia n a
M ic h ig a n
M in n e s o ta
O h iofor FRASER
Digitizedco n sin
W is



R e g io n V I

R e g io n I I I

R e g io n IV

P.O. B o x 13 309
P h ila d e lp h ia , Pa. 19 101
P h o n e : 5 9 6 -1 1 5 4 (A re a C o d e 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 e gion s 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 q uare B u ild in g
D allas, T e x . 75 202
P h o n e : 7 4 9 -3 5 1 6 (A re a C o d e 2 1 4 )

F ed era l O ff ic e B u ild in g
91 1 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 d e 8 1 6 )

L o u is ia n a
le w M e x ic o
O k la h o m a
Texa s

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 540
1371 P eachtree St. N .E.
A tla n ta , Ga. 3 03 09
P h o n e :5 2 6 -5 4 1 8 (A re a C ode 4 0 4 )
A la b a m a
F lo rid a
G eorgia
K e n tu c k y
M is s is s ip p i
N o rth C a ro lin a
S o u th C a ro lin a
Tennessee
R e gions IX and X
45 0 G o ld e n G ate Ave.
Box 36017
San F ra n c is c o , 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 d e 41 5)
IX
A r iz o n a
C a lifo r n ia
H a w a ii
Nevada

X
Alaska
Id a h o
O reg on
W a s h in g to n

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