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« .3 ;
p

Area
Wage
Survey

7 San Antonio, Texas,
Metropolitan Area, May 1977

Bulletin 1950-24
U.S. Department of Labor
Bureau of Labor Statistics




V°

Preface
T h i s b u l l e t i n p r o v i d e s r e s u l t s o f a M a y 1977 s u r v e y o f o c c u p a t i o n a l
e a r n i n g s and s u p p l e m e n t a r y w a g e b e n e f i t s
in th e San A n t o n i o , T e x a s ,
S t a n d a rd M e t r o p o l i t a n S t a t i s t i c a l A r e a .
T h e s u r v e y w a s m a d e as p a r t o f
th e B u r e a u o f ^a^bor S t a t i s t i c s ' a nn ua l a r e a w a g e s u r v e y p r o g r a m .
It w a s
c o n d u c t e d b y th e B u r e a u ' s
r e g i o n a l o f f i c e in D a l l a s , T e x . , u n d e r th e
g e n e r a l d i r e c t i o n o f l5oyd B. O ' N e a l , A s s i s t a n t R e g i o n a l C o m m i s s i o n e r f o r
O pera tion s.
T h e s u r v e y c o u l d not h a v e b e e n a c c o m p l i s h e d w ith o u t th e
c o o p e r a t i o n o f t h e m a n y f i r m s w h o s e w a g e and s a l a r y da ta p r o v i d e d th e
b a s i s f o r th e s t a t i s t i c a l i n f o r m a t i o n in t h i s b u l l e t i n .
The Bureau w ish es
to e x p r e s s s i n c e r e a p p r e c i a t i o n f o r t h e c o o p e r a t i o n r e c e i v e d .
M a t e r i a l in t h is p u b l i c a t i o n is in th e p u b l i c d o m a i n and m a y b e
r e p r o d u c e d w ith o u t p e r m i s s i o n o f th e F e d e r a l G o v e r n m e n t .
P le a s e cred it




th e B u r e a u
pu blication.

of

Labor

Statistics

and

cite

the

nam e

and

num ber of

th is

Note:
C u r r e n t r e p o r t s o n o c c u p a t i o n a l e a r n i n g s and s u p p l e m e n t a r y w a g e
b e n e f i t s in th e San A n t o n i o a r e a a r e a v a i l a b l e f o r th e l a u n d r y and d r y
c l e a n i n g , m o v i n g and s t o r a g e , and a i r c r a f t m a i n t e n a n c e i n d u s t r i e s .
A lso
a v a i l a b l e a r e l i s t i n g s o f u n io n w a g e r a t e s f o r b u il d in g t r a d e s , p r in t in g
t r a d e s , l o c a l - t r a n s i t o p e r a t i n g e m p l o y e e s , l o c a l t r u c k d r i v e r s and h e l p e r s ,
and g r o c e r y s t o r e e m p l o y e e s .
F r e e c o p i e s o f t h e s e a r e a v a i l a b l e f r o m the
B u re a u 's reg ion a l o f fic e s .
(See b a ck c o v e r fo r a d d r e s s e s .)

Area
Wage
Survey

San Antonio, Texas,
Metropolitan Area, May 1977

U.S. Department of Labor
Ray Marshall, Secretary
Bureau of Labor Statistics
Julius Shiskin, Commissioner

Contents

Page

Page

September 1977
Bulletin 1950-2

Introduction--------------------------------------------------------------

2

B -5 .

Tables:
A.

B.

For sale by the Superintendent of Documents, U.S.
Government Printing Office, Washington, D C. 20402, GPO
Bookstores, or BLS Regional Offices listed on back cover.




B -4 .

Earnings, all establishments:
A - l . Weekly earnings of office
workers------------------------------------------- 3
A -2 . Weekly earnings of profes­
sional and technical w o rk ers------- 5
A -3 . Average weekly earnings of
office, professional, and
technical workers, by sex------------- 6
A -4 . Hourly earnings of mainte­
nance, toolroom, and
powerplant w orkers--------------------------7
A -5 . Hourly earnings of material
movement and custodial
workers---------------------------------------------- 8
A -6 . Average hourly earnings of
maintenance, toolroom,
powerplant, material move­
ment, and custodial workers,
by s e x ----------------------------------------------10
A -7 . Percent increases in average
hourly earnings, adjusted for
employment shifts,for se ­
lected occupation groups---------------11
Establishment practices and supple­
mentary wage provisions:
B - l . Minimum entrance salaries
for inexperienced typists
and clerks-----------------------------------------12
B -2 . Late-shift pay provisions for
full-time manufacturing
plant w orkers-----------------------------------13
B -3 . Scheduled weekly hours and
days of full-tim e first-shift
worke rs---------------------------------------------14

B -6 .
B -7 .
Appendix A.
Appendix B.

Annual paid holidays for full­
time workers----------------------------------- 15
Paid vacation provisions for
full-tim e workers——------— -------------16
Health, insurance, and pension
plans for full-tim e workers---------- 19
Life insurance plans for
full-tim e workers----------------------------20
Scope and method of survey------------ 23
Occupational descriptions— — ------- 29

Introduction
This area is 1 of 74 in which the U.S. Department of Labor's Bu­
reau of Labor Statistics conducts surveys of occupational earnings and r e ­
lated benefits. (See list of areas on inside back cover.) In each area,
occupational earnings data (A -se r ie s tables) are collected annually. Infor­
mation on establishment practices and supplementary wage benefits (B series tables) is obtained every third year.

Table A -7 provides percent changes in average hourly earnings of
office clerical w orkers, electronic data processing w orkers, industrial
nurses, skilled maintenance trades w orkers, and unskilled plant workers'.
Where possible, data, are presented for all industries and for manufacturing
and nonmanufacturing separately. Data are not presented for skilled m ain­
tenance workers in nonmanufacturing because the number of workers em ­
ployed in this occupational group in nonmanufacturing is too sm all to warrant
separate presentation.
This table provides a m easure of wage trends after
elimination of changes in average earnings caused by employment shifts
among establishments as well as turnover of establishments included in
survey sam ples.
For further details, see appendix A.

Each year after all individual area wage surveys have been com ­
pleted, two summ ary bulletins are issued. The first brings together data
for each metropolitan area surveyed; the second presents national and re ­
gional estim ates, projected from individual metropolitan area data, for all
Standard Metropolitan Statistical A reas in the United States, excluding Alaska
and Hawaii.

B -s e r ie s tables

A m ajor consideration in the area wage survey program is the need
to describe the level and movement of wages in a variety of labor m arkets,
through the analysis of (1) the level and distribution of wages by occupation,
and (2) the movement of wages by occupational category and skill level.
The program develops information that may be used for many purposes,
including wage and salary administration, collective bargaining, and a s ­
sistance in determining plant location. Survey results also are used by the
U.S. Department of Labor to make wage determinations under the Service
Contract Act of 1965.

The B -s e r ie s tables present information on minimum entrance
salaries for inexperienced typists and clerks; late-sh ift pay provisions and
practices for plant workers in manufacturing; and data separately for plant
and office workers on scheduled weekly hours and days of fir st-sh ift work­
e r s; paid holidays; paid vacations; health, insurance, and pension pla^s;
and m ore detailed information on life insurance plans.
Appendixes
Appendix A describes the methods and concepts used in the area
wage survey program. It provides information on the scope of the area
survey, on the a rea's industrial composition in manufacturing, and on
labor-managem ent agreement coverage.-

A -s e r ie s tables
Tables A - l through A - 6 provide estimates of straight-tim e weekly
or hourly earnings for workers in occupations common to a variety of
manufacturing and nonmanufacturing industries.
For the 31 largest survey
a re a s, tables A - 8 through A - 13 provide sim ilar data for establishments
employing 500 workers or m ore.




Appendix B provides job descriptions used by Bureau field econ­
omists to cla ssify workers by occupation.

2

A.

E a rn in g s

Table A-1. Weekly earnings of office workers in San Antonio, Tex., May 1977
""^Veekl^^arnlng^^™
(standard)
imber

Occupation and industry division
ikeis

Average
weekly
hours *
(standard)

N u m b e r of workers receiving straight-time weekly earnings of—
S
S
S
S
S
$
S
S
$
$
$
90

Mean2

Median 2

Middle range 2

S

S

S

S

S

S

$

S

S

S

100

n o

1 20

1 30

1 40

1 50

160

1 70

1 80

1 90

200

210

220

230

240

250

260

270

280

300

n o

120

1 30

140

150

160

170

1 80

190

200

210

220

230

240

250

260

270

280

30Q

320

50
2
48

54
19
35
4

167
30
1 37
4

108
26
82
4

119
23
96
13

107
24
83
5

89
16
73
5

77
21
56
10

51
31
20
4

19
8
11
•

24
5
19
4

13
2
11
1

15
3
12
“

11
5
6
3

15
15
14

4
1
3
2

4
4
3

3
3
3

3
3

and
under
100

ALL WORKERS
SECRETARIES
manufacturing

NONMANUFACTURING —
PUBLIC UTILITIES
SECRETARIES, CLASS A

958
217
741
82

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

$
1 6 1 .0 0
1 6 5 .5 0
1 5 9 .5 0
1 9 2 .5 0

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

$
$
1 3 7 .5 0 -1 8 0 .0 0
1 4 0 .0 0 -1 9 0 .0 0
1 3 6 .5 0 -1 7 3 .0 0
1 5 0 .0 0 -2 5 3 .0 0

9
9
*

16
1
15
-

-

-

-

-

-

-

2

3

4

3

-

-

11

1

-

1

-

-

-

•
-

6
6

26
1
25

20
4
16

14
7
7

11
1
10

3
2
1

1
1

1
1

*

-

2

1
1

-

-

18
4
14

5

-

23
23

5

-

16
1
15

8

-

-

*

5

10
3
7
1

12
3

10
5
5
-

18
2
16
1

45
6
39
*

27
a
19
4

35

14
1
13
-

.
-

1
1
-

2
2
•

1

3
-

1
-

3
-

3

-

-

-

3
3
3

1
1

-

<
3
5
4

59
7
52

33

47
4
43

44
6
36

4
4

2
1
1

11

9
24

-

1
-

-

-

•
3

11

1

-

2
2

25

3 9 .5

2 1 5 .0 0

2 3 0 .0 0

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

-

SECRETARIES, CLASS B
MANUFACTURING — — •
NONMANUFACTURING —

158
31
127

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

1 7 8 .0 0
1 9 8 .5 0
1 7 3 .0 0

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

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

•
-

SECRETARIES, CLASS C
MANUFACTURING — —
NONMANUFACTURING ~
PUBLIC UTILITIES

222
65
157
26

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

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

1 7 0 .0 0
1 8 1 .0 0
1 6 8 .0 0
1 6 5 .0 0

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

-

SECRETARIES, CLASS
MANUFACTURING
NONMANUFACTURING —

266
43
223

3 9 .Q
4 0 .0
3 9 .0

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

1 5 0 , 0U
1 4 3 .5 0
1 5 5 .0 0

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

-

SECRETARIES, CLASS E
MANUFACTURING —
NONMANUFACTURING —

274
70
204

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

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

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

1 2 4 .0 0 -1 4 9 .5 0
1 3 2 .5 0 -1 5 5 .5 0
1 1 7 .5 0 -1 4 6 .5 0

9

159
1 51

4 0 .0
4 0 .0

1 6 3 .0 0
1 6 3 .0 0

1 5 1 .So
1 5 1 .5 0

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

-

85
79

4 0 .0
4 0 .0

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

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

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

_

83
76

3 8 .5
3 8 .0

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

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

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

220
27
193

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

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

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

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

TYPISTS, CLASS A
NONMANUFACTURING

115
1 01

3 9 .0
3 9 .0

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

1 3 0 .0 0
1 2 7 .5 0

TYPISTS, CLASS B NONMANUFACTURING

105
92

3 9 .5
3 9 .5

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

296
296

3 9 .0
3 9 .0

242
242

STENOGRAPHERS ---------NONMANUFACTURING ...
STENOGRAPHERS, GENERAL
NONMANUFACTURING —
TRANSCRIBING-MACHINE TYPISTS
NONMANUFACTURING . »
TYPISTS --------MANUFACTURING
nonmanufacturing

—

FILE CLERKS —
NONMANUFACTURING —
FILE CLERKS, CLASS 8
NONMANUFACTURING --FILE CLERKS, CLASS C
NONMANUFACTURING —

49
49

3

3

15
3
12

16
2
14

3

11
10
1

16
3
13

•

-

1
1

11
11

9

12
10

4
4

7
6

2
2

10
10

24
24

-

-

2
2

1
1

-

-

-

5
5

3
1

-

3

_

2

-

4
4

-

-

-

-

-

-

-

-

12
7

.

1

27

25
7

15

18

12

23
19

14
12

15
12

6
6

4
3

11
6

31
31

2
2

•

-

17
17

49
49

30
30

2
2

-

12
12

10
10

1
1

-

2
1
1

13
1
12

14
14

32
1
31

35
11
24

80
19
61

41
12
29

35
13
22

2
2

11
10

38
38

18
17

8
7

2
2

9
9

36
38

13
12

4
4

2
1

11
11

50
50

7
7

24
1
23

16

3

5

3

5

4

47

54

13

22

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

.

«

"

-

12
12

41
39

10
7

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

1 0 6 . 0 0 - 1 2 2 . JO
1 0 5 .5 0 -1 2 0 .0 0

4
4

24
23

38
35

18
15

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

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

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

129
129

58
58

59
59

3 9 .0 1 0 7 .5 0
3 9 . U 1 0 7 .5 0

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

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

105
105

44

3 9 .5
3 9 .5

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

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

24
24

14
14

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

9

*
.

4
-

5

50

S ee fo o tn o te s at end o f ta b le s .




1

9

-

-

2
-

3

21

-

*

4

4

30
20
10

•

-

4

3

59

9

7

3

2

14

2
-

5
2

-

3

1
1

3

3
•
-

-

•

Table A-1. Weekly earnings of office workers in San Antonio, Tex., May 1977— Continued
W eek ly earnings1
(standard)
Number

of

O c c u p a t io n a n d in d u s t r y d i v i s i o n

woikers

N u m b e r o f w o r k e r s r e c e i v i n g s t r a i g h t - t i m e weekly^ e a r n i n g s o f —

(standard)

s

S

A vera ge
w eek ly

90
M ean2

M iddle range 2

M edian 2

S

t

s

S

S

$

S

S

5

s

100

n o

120

1 30

140

1 50

160

170

180

190

200

110

120

1 30

1 40

1 50

1 60

170

1 80

190

200

210

S

s

210

220

220

230

S
230

S

'
240

240

2?0

$

S

S

s

$

250

260

270

280

300

1 60

?7Q

280.

390

320

and
u nder

100

ALL WORKERS—

CONTINUED

$

$

$

$

62

s w i t c h b o a r d o p e r a t o r -r e c e p t i o n i s t s -

211

3 9 .5

24
24

4 1 .0

""""

4 0 .0

1 2 6 .0 0

1 2 0 .0 9

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

1 2 6 .0 0

|UK1NO • • • • • • • • ■ *• • • • •
UKUl N wLLnlxb

1

15

151

120.00
1 3 0 .0 0

24

66

33

36

6

33

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

1 3 4 .0 0

7

11

78
78

2

1

3

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

1
15

10
5

4 0 .0
4 0 .0
39. 5

MANUFACTURING
Av, vl/Uri l i rw l,LuKr\ j

"""

"

1 2 4 .0 0
1 3 0 .5 0
123*00

120.00
1 3 0 .0 0
1 2 3 .0 0

1 1 0 .0 0 1 1 9 .0 0 1 1 0 .0 0 -

4 0 .0

1 4 0 .0 0

1 3 8 .0 0

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

1 4 0 .0 0
1 3 7 .5 0
1 4 0 .0 0
16

"
2 3A

42

52

35

25
77

13
64

5

AC CO UN TI NG CLtRKSf

BOOKKEEPING-MACHINE
bookkeeping

-m a c h i n e

824
157

CLASS B —

o p e r a t o r s -------operators

43

4 0 .0

4 0 .0

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

122.00

1 3 0 .0 0

1 1 9 .0 0

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

35

117

11
12
12

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

1 47
35

91
le

1 42
40

1

7

7
4
3
3

1

7

1
1

1

5

1

97

1

12
39

101

15

12
27

71
25

17

15

16

7

7

8
5

2

18
94

1
1

i
i

,
1 1 9 .0 0

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

1

• ,

x
1 2 5 .0 0 -

1 3 5 .0 0

1 5 5 . SC-

l i e . 0 0 - 1 4 8 . 00
1 2 8 .0 0 1 5 2 .0 0

1

1

1 J j *01)

10

2

1

1 3 8 .0 0
3 9 .5

8

|3 i)

S ee fo o tn o te s at end o f ta b le s .




6
8

39*5

4

7

11
15

12

1

_

Table A-2. Weekly earnings of professional and technical workers in San Antonio, Tex., May 1977




5

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex.
in San Antonio, Tex., May 1977
Sex,

3

occupation, and industry division

W e e k ly

of
w orkers

W e e k ly

h ou rs1

(m ea n *)

Sex, 3 occupation, and industry division

office

50
""

ACCOUNTING CLERKS* CLASS

B

39.0 110.50

56

" " " •••

W e e k ly
h ou rs
sta n d a rd )

occupations

W e e k ly

W e e k ly

W e e k ly
h o u rs 1

e a r n in g s 1

sta n d a rd )

(s ta n d a r d )

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - MEN
286

136

57

39.5 231.00

CJ V

,,

■---

39.0 107.50

39.5 226.00

90.0 156.00

v,Lu“ ^3 j uLnjj

u

195.00
151

MANUFACTURING
738
t

of
w o rk e rs

e a r n in g s 1

-

TILC CLERK''

r i|.t

3LCMt. 1A*' •L

Sex,3 occupation, and industry division

N um ber

(s ta n d a rd )

WOMEN— CONTINUED

$

3

of

(s ta n d a rd )

OFFICE OCCUPATIONS - MEN

ALvtfUUri * iiiv

N um ber
w orkers

e a r n in g s 1

s t a n d a rd )

A v era g e
(m e a n 2 )

A vera ge

A vera ge
(m ea n *)
N um ber

39.5 159.00

UKutK LLL"<'3

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

226.00
91.0 115.00

58
153

90. C 129.50

NONMANUFACTURING

—

—

—

—

—

—

, r- ,

** ” * * ”" ” •"*""" ■■ ■

LL A j

+ r rr r
x --

157
-

873

MANUFACTURING
26
SECRETARIES* CLASS 0 •••••• ■

, . ,

9 0 .0

,-

206.50

n“_
r

tM
.

.

,

_

,r-_

208.00
l''n -n
155

162.00

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

CLA—

. ___. __
.
.

operators,

D

A JotuU
83

_^

61

90.0 142.00

219

39.5 128.00
90.0 139.50

59
T50

142.50

119

39.0 136.50

105

,, T| ,»»» .
\ r

38.5 126.50

39.5
39.5

NOnnANUf A v 1UK iNo
TYPISTS* CLASS A

Jj
■■ ■

r
129.00
90.0 139.50
39.5

See fo o tn o te s at end o f t a b le s .




83

6

137.50
126.50

Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in San Antonio, Tex., May 1977
N u m b e r of workers receiving straight-time hourly earnings of—

Hourly earnings *

Occupation and industry division

S--- 1 ---- 1---- S- 5---- 1---- 1--- f---- 5---- S--- S---- s---- s---- 5--- S---- S--- 1
I
S
s
$
S
5
2.80 3.00 3.20 3.4o
3.6o
3.80
4.00
4.2o
4.40
4.6o 6.00 4.80 6.805.00 7.60 5.20 8.405.40
6.60
7.20
8.00

Number
of
workers

M e d ia n 2

M iddle range 2

and
under

3.00 3.20 3«40 3.6p 3.8p 4.00 4.20 4,40 4.60 4.80 5.00 5.20 5.4Q 5.60 5.8Q 6.00 6.60 6.Bn 7.20 7.60 8.00 8.40 over
ALL
M A IN T E N A N C E

m a in t e n a n c e

W ORKERS

CARPENTERS

M A IN T E N A N C E

(M O T O R

—
(M A C H IN E R Y )

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

M A N U F A C T U R IN G ■
N O N M A N U F A C T U R IN G
P U B L IC

~

U T IL IT IE S
TR A0ES

M A N U F A C T U R IN G
S T A T IO N A R Y

$
6.21

$
$
4.10- 4.82

-

-

-

-

-

3

•
-

-

•
-

-

-

.
-

-

3

7

14

12

3
3

-

2
2

89
75

5.53
5.57

5.00
5.38

4.77- 6.04
4.77- 6.04

3.83

3.70

3.60- 3.85

•

192
181

5.41
5.37

5.69
5.31

4.41- 6.24
4.25- 6.24

5.38
4.91
5.76
5.86

6.85
6.60
5.10
6.77

4.504.0G4.774.77-

6.28
5.65
6.82
7.17

-

51
47

6.65
6.70

4.65
5.27

3•00- 5*74
3.00- 5.74

10
10

68
36
32

5.21
5.32
5.09

5.23
5.86
4.84

3.88- 6.66
3.88- 6.88
4.55- 5.76

•

9

4

-

1

2
2

4
-

6
6

29
28

3

1

-

2

-

-

-

3
1

-

3
3

H ELPERS

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

E N G IN E E R S

M A N U F A C T U R IN G

—

N O N M A N U F A C T U R IN G

----------

—
—

-

•

-

-

-

-

-

-

4
4

*

-

-

-

-

-

4
4

-

-

3

1

1
1

17
17

1
-

12
9

-

-

1

-

-

-

-

7
7

•
*

-

.
*

-

-

-

-

*

3
*

•
*

2
-

-

2

-

-

-

-

2

-

a
8

3
3

7
7

15
14

16
15

1

5
5

38
36

4
4

30
30

•
*

*

3
3
*

14
14
14

3
3
3
-

16
16

2
2

22
22

3
3

14
11

15
15
-

7
5
2
-

21
19
2
2

4
4
-

8
4
4
*

41
6
35
35

7
2
5
1

14
2
12
7

8
5
3
“

8
8
*

5
3
2
1

1
1
*

20
13
7
4

4
4
2

18
7
11
2

1
-

6

*

4

*

*

*

8
8

8
8

*

”

9
9

"

-

-

-

4

1
-

-

4

-

•

6

4

2

.

5

1

4

5
5
-

*
*

5
5
*

15
lb
5

-

-

-

-

*
*

*

-

9
4
5

See footnotes at end of tables.




1

2
1

M E C H A N IC S

V E H IC L E S )

M A IN T E N A N C E

$
4.64

201
89
112
71

M E C H A N IC S

M A N U F A C T U R IN G
M A IN T E N A N C E

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

P A IN T E R S

25

44

e l e c t r ic ia n s

m a n u f a c t u r in g

M A IN T E N A N C E

-

7

8
8

-

6

4

2

-

5

1

4

*

Table A-5. Hourly earnings of material movement and custodial workers in San Antonio, Tex., May 1977
Hourly earnings 4

Occupation and industry division

of

workers

Number of w orkers receiving straigh t-tim e hourly earpin gs of—

T

S
2 .2 0

Number
Mean 2 Median2

Middle range 2

1

----------- ? -----------1 ------------S

" " 1 -----------

T

1 -----------1 -----------T -----------1 ---------- i —

r -----------T --------- S
-----------1 ----------- s -----------1 ----------- 1 ----------

1 --------- i —

r

80

2 .< * 0

2 .6 0

2 .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 .

2 .6 0

2 *8 0

3 .0 0

3 .2 0

3 .4 0

3 .6 0

3 • 8p

4 .0 0

4 .2 0

4 .4 0

4 .$ Q

4 .8 0

5 .0 0

443

11
6

22
-

26
-

28
-

5

22

26

28

9 .0 0

5 .2 0

5

60

6« 0 0

6 .4 0

6 *8 0

7 *2 0

7 .6 0

8 .0 0

5 ,2 0

5 .6 0

6 .0 0

6 .4 0

6 .8 0

7 .2 0

7 .6 0

8 .0 0

8 .4 0

21
•

43
-

•

156
-

54
-

393
-

21

43

-

156

54

393

12

393

-

-

-

and
under
2 .4 0

AL L W O R K E R S
2,305

$
4. 6 7

$
3.53

$
$
3 . 1 5 - 7. 5 6

29

84

153

117

15

21
63

27

14

126

10
107

256

114

135

91

77

22

199

81

46

59

39

8
-

57

33

89

32

38

8

6

6

65

11

13

5
5

5
•

-

5

700

7.11

8.25

7 . 5 6 - 8. 25

-

-

6

22

*2 1
26

226

2e 89

2.85

2 . 7 5 - 3.10

28

50
1

40

66

15

13
-

10

9

7

1
-

13

13

49

30

57

6

1

1
-

50
-

77
-

76
-

259

28
-

32

42

16

50

77

76

11
248

44
-

1

44

22

28

16

*

-

*

21

-

6

4

6

.

_

-

-

59

30

-

-

-

*

-

-

53

30

11

22

15

22
-

116
-

131

11
-

1
-

130

5

1

116

1

10

59

1, 14 2

7.60

TRUCKORIVERS,

TRACTOR-TRAILER —

755
23 7

4.7a
3. 36

8.25

3. 7 2
3.31

7.56- 8.25

3 . 2 6 - 6. 45
3 . 2 6 - 3. 72

-

64

5
-

•

-

6
-

8
-

5
-

6

8

5

34

12

-

-

2

-

34

12

*

-

2

-

-

-

12

-

“

“

98

54

_

1

1

4

25

16

23

21

43

3

54

96

37

20
9

22

-

61

11

32

-

1
-

1

4

25

16

23

21

43

3

54

96

12

96

3. 79

3 . 1 5 - 4. 0 8

•

*

1

26

*

-

_

6

6

16

-

4

.

*

6

6

6

10
8

5

“

63

“

1

*

“

1

*

1
-

4
-

e

12

24
15

1
-

2
-

3
3

2
-

1

2
6

2

4

10

9

1

2

*

2

1

8

9

13

22

1
-

6

16

6
*

“

2
2

5
5

1
1

_

-

.

*

*

*

9
9

*

6
6

8

18

18
11

-

3. 3 3

3. 15

3 . 0 1 - 3. 15

-

1

8

3

1

*

*

-

6

12

20

•

_

39

4

7

-

39

2

100
84

-

*

186

-

20
-

*

3 . 0 9 - 4.20

*

*

51

143

51

71

138

9

3.17

-

4

18
-

4

18

8

103
98

46
41

11
11
1
1

20

23

10

1

20

23

1

1

•

«

-

153
-

-

297
-

-

153

•

297
297

•

12
-

-

_

2

•

-

*

*

3
3

6

1

6

2

-

*

3

1

1

1

2
-

4

1
2

2

1

1
-

2
-

16
4

-

“

2

2

-

1

2

12

”

*

-

-

-

•
-

-

-

-

-

-

-

“

-

-

-

-

6
6

1

10

2

13

1
1

1

-

2

-

6

16

16

25

62

11

6

16

16

25

62

11

1

_

-

•

•

.

_

13

2
2

16
14

-

14
14

98

1C3

55

114

18

7

11
7

1

9
6

1

-

6

3

7

18

-

-

1

-

22
19

38

8
-

2

•

113

1
1

-

113

-

*

*

-

20

4

1

•

1
3

-

-

12

“

•

1
-

-

-

•

12

13

3
2
1

2

19

55

34

31

79

48

21

83

-

b

-

•

35
33
2

26

31

57

12

10

45

1*

21

12

3

30
5
25

26
5

21

17

10

4

21

11

13

22
9
13

416

1
415

-

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




-

•

3

1

7

6

■■ ■

3
-

12

•

7

9

n.RilUE nvIUt'll'O

12
-

1

-

6
5

25

2. 3 5

1
-

-

-

•

*

31

2. 5 5

-

*

-

597

-

16

1

-

3. 69

-

-

“

5

-

w a r e h o u s e m e n ------------------------------------------------- —

38
12
26

6

-

6
1
5

8

10
28

25
19
6

-

a

7

6

1

7
3

-

-

-

5

4

-

“

-

-

61

40

18
-

-

21

18

-

-

26
-

70

5

4

26

-

1

2

“

3

2
-

-

2

5

-

-

70
-

1
2

5

5
33

-

-

-

-

•

-

-

•

-

-

-

17

-

-

-

-

42

•

4

11

1
-

-

-

-

29

31

1

-

-

-

-

-

-

-

-

-

-

Table A-5. Hourly earnings of material movement and custodial workers in San Antonio, Tex., May 1977— Continued
Hourly earnings

Occupation and industry division

*

N u m b e r of workers receiving straight-time hourly earnings of—
1
Ti
1
3
s
1
1
1
S
5
S
S
*
2.20 2.40 2 .6 0 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4 . 6 0

of

workers

M ean 2

M e d ia n 2

M iddle range 2

$
S
*
S
%
$
$
S
S
4. 80 5.00 5.20 5.60 6.00 6.40 6.80 7.20 7.60 8.00

and
under
2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4 . 6 0

5. 90 5.20 5*60 6.03 6.40 6.80 7,?n 7,6fl 8.00 8.4-j

4 .8 0

ALL WORKERS—
CONTINUED
GUARDS - CONTINUED
$

585
69

$

$

3.55

3.52

3.38- 3.69

$
4

JANITORS, PORTERS, AND CLEANERS --M A N U F A C T U R I N G ---------------------------------------------------NONMANUFACTURING -------- -------------- -------------------PUBLIC UTILITIES — ----------- ----------- --------

2,270
193
2,077
3*

2.64
3.20
2.58
3.53

2.30
2.93
2.30
3.59

2.302.672.302.85-

I

3.0^ 1252
26
3.95
2.85 1226
3.93
-

5
179
7
172
2

130
48
82
6

4
1^9
23
106
8

3

8

1J

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

393
26
367

52
2
50

See footnotes at end of tables.




16

13

1

-

2

13
6
7
1

23
4
19
7

11
6
5
1

28
25
3
1

22
5
17

12

-

-

-

10

2

11
7
4

-

-

-

-

-

-

-

-

1

2
2

-

-

-

-

-

-

1J

9

-

12
8

-

4
1

10
5

2

1

-

•

-

-

-

-

-

2




Table A-6. Average hourly earnings of maintenance, toolroom,
powerplant, material movement, and custodial workers.
by sex, in San Antonio, Tex., May 1977
Sex,

3

occupation, and industry division

Number
of
woikers

A verage
(m e a n 2 )
hourly
earnings4

Sex, 3 occupation, and industry division

MAINTENANCE• TOOLROOM• AND
POWERPLANT OCCUPATIONS - MEN
25

W w
v

•

A verage
(m e a n 2 )
hourly
earnings4

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - MEN--C0NTINUED

MAINTENANCE ELECTRICIANS
I IA a is i L. •»

Number
of
workers

$

3.88

89

5.53

192

5.41

XN 1 w • ^
>

MAINTENANCE MECHANICS (MACHINERY) -

NONMANUFACTURING
MAINTENANCE MECHANICS

56

j.04

j j

3.56

U

J J i

4 65
•J 1 A 1 I U I t MK T

j

1 m
36

MATERIAL MOVEMENT AND CUSTODIAL

j

*J

2.60

X* ( J J

r
JANITCRSt PORTERS* ANO CLEANERS
TRUCKDRIVERS* MEDIUM TRUCK

--------

1,501

2.68

*

1,335

3.61

N U N H A W U r A C 1 UK1PK J

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - WOMEN
184

TRUCKDRIVERS. TRACTOR-TRAILER

--------

755

4.78

JANITORS, PORTERS, AND CLEANERS

6.09
See fo o tn o te s at end o f t a b le s .

10

—

2.70

769

2.56




Table A-7. Percent increases in average hourly earnings, adjusted for
employment shifts, for selected occupational groups
in San Antonio, Tex., for selected periods
Industry and occupational group 5

M a y 1972
to
M a y 1973

All industries:
Office clerical
_
Electronic data processing
Industrial nur s e s _______________________________
Skilled maintenance trades_____________________
Unskilled plant workers

4.5

Manufacturing:
Office clerical
Electronic data processing
Industrial nurses
Skilled maintenance trades _
Unskilled plant workers

(‘)
( >
(?)
(6)
5.7

Nonmanufacturing:
Office clerical
Electronic data processing
Industrial nurses _______________________________
Unskilled plant w o r k e r s ________________________

5.2
(‘)
( )
6

6.2

5.0
(?)
4.3

See footnotes at end of tables.

11

M a y 1976
to
M a y 1977

M a y 1974
to
M a y 1975

M a y 1975
to
M a y 1976

9.9
(?)
(6)
9.1
10.9

8.6
2.6
6.6
8.8

8.3
3.0
(6)
8.3
9.2

11.0

(?)
(?)

(?)
(?)
(?)
n
9.2

(?)
(?)
(?)
(6)
10.4

(?)
(?)
(?)
(6)
8.9

8.5

8.5
2.4
(6)
8.9

M a y 1973
to
M a y 1974

(6 )

8.8

10.5
(?)
(6 )

11.8

(6>

2.8
(6 )
9.1

6.0
7.3
(6)
9.4

5.7

6.8
(6 )
11.4

B.

E s ta b lis h m e n t p ra c tic e s a n d s u p p le m e n ta ry w a g e p ro v is io n s

Table B-1. Minimum entrance salaries for inexperienced typists and clerks in San Antonio, Tex., May 1977
Inexperienced typists
M anuf actu ring
M i n i m u m weekly straight-time salary7

establishments

STUDIED ------------

having

a

156

Manufacturing

Based on standard weekly hours 9 of—

Ail
industries
All
schedules

establishments

Other inexperienced clerical workers 8
Nonmanufacturing

A3

40

XXX

specified

All
schedules

All
schedules

40

Nonmanufacturing

Based on standard weekly hours 9 of—

All

40

All
schedules

40

113

XXX

156

A3

XXX

113

XXX

11

A

A

7

5

52

18

18

3A

28

2
1
“

•
*

.
-

2
1
*

1

23
1
5
*

5
1
-

5
1
*

18
1
A
*

16
1
2
“

--------— --- — ----—
--------— — —
— - —
------ —

3
1
1
2
1

1
1
2
-

1
*
1
.
2
*

2
1
1

1
1
*
*
*
*

7
2
6
1
3
1
1
2

3
1
3
1
2
1
1

3
1
3
1
2
1
1

A
1
3
•
1
1
1

A
•
2
1
1
1

ESTABLISHMENTS HAVING NO SPECIFIED
M I N I M U M ----- ------ ---- -— ----------

19

8

XXX

11

XXX

62

19

XXX

A3

XXX

ESTABLISHMENTS WHICH DID NOT EMPLOY
WORKERS IN THIS CATEGORY -----------

126

31

XXX

95

XXX

A2

6

XXX

36

XXX

MINIMUM ------------------------------$90.00
$92.50
$95.00
$97.50
$100*00
$105.00
$110.00
$115.00
$120*00
$125.00
$130.00
$135.00

ANO
AND
AND
AND
AND
AND
AND
AND
AND
ANO
AND
AND

UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNOER
UNDER
UNDER
UNOER

$92.50 ------ ---$95.00 ----------$97.50 ----------$100.00 ---- ----$105.00
$110.00
$115.00
$120.00
$125.00
$130.00
$135.00
$1A0.00

See footnotes at end of tables.




12

1
”

1




Table B-2. Late-shift pay provisions for full-time manufacturing
plant workers in San Antonio, Tex., May 1977
^ A U _ fu ll^ im e jn a n u fa c tu r in g J j> la n t^ o r k e r s _ = ^ )0 j2 e r £ e n t( ,
|

Workers on late shifts

All workers 10

Item

Second shift

Third shift

Second shift

IN ESTABLISHMENTS WITH LATE SHIFT PROVISIONS --- —

67.8

34.5

10.5

2.7

WITH NO PAY DIFFERENTIAL FOR LATE SHIFT WORK ----WITH PAY DIFFERENTIAL FOR LATE SHIFT WORK --------UNIFORM CENTS-PER-HOUR DIFFERENTIAL ------------UNIFORM PERCENTAGE DIFFERENTIAL -----------------OTHER DIFFERENTIAL ---------------------------------

11.3
56.4
40.0
14.2
2.3

6.9
27.5
24.1
3.4
-

2.9
7.6
5.6
1.6
.4

1.5
1.2
1.1
(11)
“

13.4
8.2

12.6
11.4

12.1
8.5

14.7
5.0

3.9
4.5
16.5
.1
.6
7.6
3.7
3.0

3.9
4.5
•
15.2
.6
*

.7
.1

.1
-

1.2
4.9
8.1

1.2

Third shift

PERCENT OF WORKERS

AVERAGE PAY DIFFERENTIAL
UNIFORM CENTS-PER-HOUR DIFFERENTIAL ---------------UNIFORM PERCENTAGE DIFFERENTIAL -------------------PERCENT OF WORKERS BY TYPE AND
AMOUNT OF PAY DIFFERENTIAL
UNIFORM CENTS-PER-HOURt
5 CENTS
•
6 AND UNDER 7 C E N T S ----------------------------9 CENTS ------------------------------------------10 CENTS ----------------------------------------J2 CENTS
14 AND UNDER IS CENTS ---- ---------------------15 CENTS ----------------------------------------20 CENTS — — — — — — — — — — — — — — —
30 AND UNOER 31 CENTS —
-------------------- 40 CENTS — —
—
— —
------------------- —
UNIFORM PERCENTAGE:
5 PERCENT --- — ----------------------------------6 P E R C E N T ----- ---- -----------------------------10 PERCENT --------------------------------------IS PERCENT ---------------------------------------

See footnotes at end of tables.

13

—

•
2.2

-

2.9
—

—
-

. 2

.9
(11)
*

.3
.3
1.1

(11)
-

.9
.5
-

Table B-3. Scheduled weekly hours and days of full-time first-shift workers in San Antonio, Tex., May 1977
Office workers

Plant workers
Item

percent

of

workers

by

M anufactur ing

Nonmanufacturing

Public utilities

All industries

100

All industries

Manufacturing

Nonmanufacturing

Public utilities

100

scheouleo

WEEKLY HOURS AND DAYS
\t K

j

(12)
13

11

40 HOURS

*
1

3

(12)
1
1
(12)
*
(12)
*
(12)
*

*
*
*
*
*
*
*
-

1
62
“
•
•
(12)
1
1
(12)
(12)
(12)
-

*
*
*
(12)
(12)
•
(12)
-

39.A

39.9

39.3

39.9

3
•#4

nuuwa*D
e

fc

i

UATd

"

■-

u

i/a^naws

f nave*0
,
hours'
*
j UATi

5
•
•

'

******w—w *"™— - ""*"""
B

as" B
1

•
9A

AVERAGE SCHEOULEO
WEEKLY HOURS
ALL WEEKLY WORK SCHEDULES — ---- ----

AO.1

AO.3

AO.A

A0.1

See footnote at end of tables.




14

Table B-4. Annual paid holidays for full-time workers in San Antonio, Tex., May 1977
Office workers

Plant workers
Item

All industries

Manufacturing

Nonmanufacturing

Public utilities

All industries

Manufacturing

Nonmanufacturing

Public utilities

ALL FULL-TIME WORKERS --- ---- ----

100

100

100

100

100

100

100

100

IN ESTABLISHMENTS NOT PROVIDING
PAID H O L I O A Y S ----- --- ------------IN ESTABLISHMENTS PROVIDING
PAIO HOLIOAYS -----------------------

9

6

11

-

18

2

21

.

91

94

89

100

82

98

79

100

6.4

7.3

5.9

8.8

7.8

7.5

7.9

9.2

5
1
3
1
lb
11
16
i
S
1
6
11
1
9
(12)
1

2
17
14
13
1
(12)

7
2
4
1
Id
10
21
1
7
1
5
b
8
(12)
-

-

1
(12)
(12)
(12)
9
6

1

(12)
(12)
(12)
(12)
a
5

9
12
57
1
-

91
86
8b
82
81
64
59
36
34
29
28
22
11
11
1
1
1

94
91
91
91
91
75
69
50
48
47
47
40
17
17
2
2
2

69
63
61
77
76
58
54
29
27
19
15
12
6
8
(12)
-

100
100
100
100
99
89
69
86
86
76
78
69
58
58
1
-

PERCENT OF WORKERS

AVERAGE NUMBER OF PAID HOLIDAYS
FOR WORKERS IN ESTABLISHMENTS
PROVIDING HOLIDAYS ----------------PERCENT OF WORKERS BY NUMBER
OF PAID HOLIDAYS PROVIOED
1
2
3
A
5

holiday —
— — — — — — — —
H O L I D A Y S ---------- --------- --------HOLIDAYS
------ --HOLIDAYS —
—
—
— — —
HOLIOAYS —
— —
—
— — — —
PLUS 1 OR MORE HALF DAYS ---- ---6 H O L I D A Y S ------------------- ---- ---PLUS 1 OR MORE HALF DAYS ---- ---7 HOLIDAYS ----------------------------PLUS 1 OR MORE HALF DAYS --------8 holidays — —
— — — —
— —
—
9 HOLIDAYS — — —
— — — —
—
—
PLUS l OR MORE HALF DAYS — -----10 H O L I D A Y S --------- ---- ---- ---- ---PLUS 1 HALF D A Y --------— --------11 h o l i d a y s --- ----- ----- --- --------PLUS 1 HALF D A Y --- --- --- --------12 HOLIDAYS ---------------------------

-

7
23
4
11
(12)
2

-

1
10
1
4
-

7
-

7
(12)

15
12
3
1
4

17
7
10
2
(12)
(12)
(12)

(12)
1
2

82
81
61
81
81
72
70
59
57
50
50
37
20
13
3
1
(12)

98
97
97
97
97
62
77
56
53
52
52
48
14
14
4
3
2

2
6

(12)
i

l
8
(12)
14
10
3
(12)

63

-

-

79
78
76
78
78
70
68
60
58
49
49
35
21
13
3
-

100
100
100
100
100
94
94
93
93
86
66
62
64
64
i
.

1

PERCENT OF WORKERS BY TOTAL
PAID HOLIDAY TIME P R O V I D E D 1
3
1 DAY OR M O R E --- ---- --- ---- --------2 DAYS OR M O R E ------ --- ------------3 DAYS OR M O R E ----------------- -----4 DAYS OR M O R E ------------------ ----5 DAYS OR MORE -----------------------5 1/2 DAYS OR M O R E --- —
—
— —
6 DAYS OR M O R E --- ---- — — ------- ---6 1/2 DAYS OR M O R E ------ — ---------7 DAYS OR M O R E --------------- — -----7 1/2 DAYS OR M O R E ---------- — — ---8 DAYS OR M O R E ---- — ----------------9 DAYS OR M O R E ----- ----- -----------9 1/2 DAYS OR M O R E --------- ---------10 DAYS OR M O R E ---------- ----- — ---10 1/2 d a y s OR M O R E ------ — —
---11 1/2 DAYS OR M O R E ----- -----------12 DAYS --------------------------------

See footnotes at end of tables.




15

Table B-5. Paid vacation provisions for full-time workers in San Antonio, Tex., May 1977
Plant workers

Item

A ll industries

Office workers
Public utilities

A ll industries

Manufacturing

Nonmanufacturing

Public utilities

Manufacturing

Nonmanufacturing

100

100

100

100

100

100

100

100

5

-

u

-

-

-

-

-

95
93
2

100

92
92
*

100
loo

100

100

99

9B

100
100

100
100

-

(12)

2

-

-

59
-

2

17
10

3
8

19

2
-

4
13
4
1

67
*

76
21
3

65
(12)
26
“

PERCENT OF WORKERS
ALL FULL-TIME WORKERS -----------IN ESTABLISHMENTS NOT PROVIDING
PAIC V A C A T I O N S ---- ----- ----------IN ESTABLISHMENTS PROVIDING
PAID V A C A T I O N S --- ----------- -----LENGTH-OF-TIME PAYMENT ----- ----PERCENTAGE P A Y M E N T ---- — — --- -—

94
6

AMOUNT OF PAID VACATION AFTER:14
6 MONTHS OF SERVICE:
UNDER 1 W E E K ----- ----- — -----1 WEEK — — — — — — — — —
OVER 1 AND UNDER 2 wtEKS --- --2 WEEKS --------------------------

A
10
3
1

I YEAR OF SERVICE:
1 W E E K ------------------------ --OVER 1 AND UNDER 2 WEEKS — ~
2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS -----3 WEEKS --------------------------

69
(12)
24
1

2 YtARS OF StKVICt:
1 WEEK ------------------- -------OVER 1 AND UNDER 2 WEEKS -----2 WEEKS -------------------------OVER 2 AND UNDER 3 wEEKS -----3 WEEKS --------------------------

41

44

2
<♦6
4

4i

3 YEARS OF SERVICE:
I W E E K ---- —
OVER 1 AND UNDER 2 WtEKS — ---e WEEKS -------------------------OVER 2 AND UNDER 3 wtEKS -----3 WEEKS -------------------------4 YtiAKS OF SERVICES
1 WEEK --------------------------OVER 1 AND UNDER 2 wtEKS -----2 WEEKS -------------------------C V E k 2 AND UNDER 3 WEEKS — — 3 WEEKS -----------------------------------------------------------3 YEARS OF SERVICE:
1 WEEK -------------------------------------------------------------OVER 1 AND UNDER 2 WEEKS ------- ------2 W E E K S -----------OVER 2 AND UNDER 3 WEEKS — — ■3 WEtKS

6
4

12

*

1

37
1
62
-

25
1
57
18
(12)

56
43
1

18
1
60

9
1
70
19
(12)

23
2
72
2

6
1
70
23

5

2
(12)
75
20
2

8
2
8b
2
2

2
(12)
75
20
3

6
2
87

1

2

5
3

4

-

14

18

7u

64

12
73
4
3

95
1
*

12
72

“
9s

i

7

4

5

4

5

13
2
71

14
7
69

4

5

5

5

S
1
73

3
76

-♦

12

1

5
15

39

49

3

4

1

4

*

7

1

-

71
4
9

2
2

59

57

1

16

*

1

73
23
2
1

73
23
3

1
-

93

20
19

2

6

21

1

-

See footnotes at end of tables.




1

1

12
88
-

7

2

39

60
23
16

30
(12)
70
*
14
86
“
(12)
99
(12)
*
(12)
99
(12)
*

(12)
-

93
(12)
6

Table B-5. Paid vacation provisions for full-time workers in San Antonio, Tex., May 1977—Continued
Plant workers
Item

All industries

Manufacturing

Office workers

Nonmanufacturing

Public utilities

All industries

Manufacturing

Nonmanufacturing

Public utilities

AMOUNT OF PAID VACATION A F T E R 1
CONTINUED
10 YEARS OF SERVICE:
1 WEEK ------------2 WEEKS -----------OVER 2 AND UNDER 3
3 WEEKS -----------OVER 3 AND UNDER A WEEKS --A WEEKS ---OVER A AND UNDER 5 WEEKS
12 YEARS OF SERVICE:
1 W E E K ----------- --------2 WEEKS ------------------OVER 2 AND UNDER 3 WEEKS
3 WEEKS ------------------OVER 3 AND UNDER A WEEKS
A WEEKS ----- ------------OVER A AND UNDER 5 WEEKS
15 YEARS OF SERVICE:
1 WEEK -------------------2 WEEKS
OVER 3 AND UNDER A WEEKS -

S
AO
1
A6
(12)
3
*

1
A9

5
37
1
A6
3
3
*

1
AA

5
25
A8
3
13

1
31
56

-

A6
5
*

-

A9
6
*

-

7
35
2
h6
(12)
1

1
22
76
1
*

59
A
*

1
18
3
S5
1
3
18

2
25

7
22
A3
4
15
-

1
20
11
1
68
-

1
1A
A7
2
18
18
(12)

2
16
6b

1
1A
28
1
37
(12)
19
(12)

2
13
51
•
30

2
13
A7

2
13
A7

20 YEARS OF SERVICE:
1 WEEK -----------2 WEEKS ------------3 WEEKS ----------OVER 3 AND UNDER A WEEKS
A WEEKS ------------------OVER A AND UNDER 5 WEEKS
5 WEEKS
6 WEEKS -----------

<
♦
25
36
—
28
(12)
1
1

1
28
A7
—
21
2
2

7
23
29
32
(12)
1

1
20
—
72
1
6

"

"

25 YEARS OF SERVICE:
1 WEEK
2 WEEKS ----------3 W E E K S -------------- — OVER 3 ANO UNDER A WEEKS
A WEEKS --------- ---------OVER A AND UNOER 5 WEEKS
5 WEEKS ------------ — ---6 WEEKS

A
25
30
•
23
(12)
11
2

1
28
A5

7
23
22

1
20
*

30 YEARS OF SERVICE:
1 WEEK -----------2 WEEKS
3 WEEKS -----OVER 3 ANO UNDER A WEEKS
A WEEKS
OVER A ANO UNDER 5 WEEKS
5 WEEKS ---6 WEEKS ------

A
25
30
23
(12)
11

21
2
A

25
(12)
16
(12)

10
1
66
3

1
1A
26
1
26
(12)
32
(12)

1
28
A5
•
19
3
A

7
23
22
25
(12)
1A
2

1
20
*
•
9
1
67
3

1
1A
26
1
26
(12)
31
1

—

See fo o tn o te s at end o f ta b le s .




-

1
20
78
1
-

1

3

2
35

7
33
2
AA
4
i

10
2

OVER A AND UNDER 5 WEEKS -

1
21
3
56
(12)
1
18

17

-

62
10
*

-

20
2

2
2

—

26
-

7
2

•

27
-

6
2

i
18
A
55
(12)
1
21

(12)
11
89
(12)
*

1
17
A
5A
2
1
21

(12)
11
89
(12)
”

1
1A
AA
2
17
21
*

(12)
11
11
(12)
78

1
1A
2A
1
38
(12)
22
*

(12)
11
•
85
(12)
A

1
1A
22
1
26
(12)
36
(12)

(12)
11

1
1A
22
1
26
(12)
36
(12)

(12)
11

-

-

•

7
(12)
81
(12)

-

7
(12)
82
(12)

Table B-5. Paid vacation provisions for full-time workers in San Antonio, Tex., May 1977— Continued
Office workers

Plant workers
Item

All industries

Manufacturing

Public utilities

Nonmanufacturing

All industries

Manufacturing

Nonmanufacturing

Public utilities

AMOUNT OF PAID VACATION AFTER 14 CONTINUED
MAXIMUM VACATION AVAILABLE:
1 WEEK ---------------------------2 WEEKS -------------------------2 WEEKS — — — — — — — — —
CVER 3 AND UNDER A WEEKS -----4 WEEKS — —
— —
— —
CVER A AND UNDER s WEEKS — —
= WEEKS -------------------------6 WEEKS --------------------------

A
26
30
«
23
(12)
10
3

1
28
A5
-

19
3
A

7
23
22
25
(12)
1A
2

1
20
-

9
1
66
3

See footnotes at end of tables.




18

1
1A
26
1
26
(12)
31
1

2
13
A7
27
b
2

1
1A
22
1
26
(12)
36
1

(12)
11
-

7
(12)
81
(12)

Table B-6. Health, insurance, and pension plans for full-time workers in San Antonio, Tex., May 1977
Office workers

Plant workers
Item

All industries

M anufactur ing

Nonmanufacturing

Public utilities

Manufacturing

Nonmanufacturing

100

All industries

100

loo

99

Public utilities

PERCENT OF WORKERS
100
IN ESTABLISHMENTS PROVIDING AT
LtAST ONE OF THE BENEFITS
SHOWN B E L O W15-------------------------

9*

100

91

100

99

100

A6
ACCIDENTAL DEATH AND
3J

SICKNESS AND ACCIDENT INSURANCE
SICKNESS AND ACCIDENT
J
SICK LEAVE

(FULL PAY AMO NO

SICK LEAVE

(PARTIAL PAY OR

LONG-TERM DISABILITY
I N S U R A N C E ---------- ----------- -----|A L

1 lUli

23

14

I

56

39
32

98

n U ir 1

17

loo

59

(12)

l N jU n fl iN L C .

66

Jv

See footnotes at end of tables.




19

100

Table B-7. Life insurance plans for full-time workers in San Antonio, Tex., May 1977
Office workers

Plant workers
Manufacturing

All industries

Manufacturing

All industries

Item
All
plans 1
7

Noncontributory
plans 1
7

All
plans 1
7

Noncontributory
plans 1
7

All
plans 1
7

Noncontributory
plans 1
7

All
plans 1
7

Noncontributory
plans 1
7

TYPE OF PLAN AND AMOUNT
OF INSURANCE
ALL FULL-TIME WORKERS ARE PROViDEO THE SAME
FLAT-SUM DOLLAR AMOUNT:
PERCENT OF ALL FULL-TIME W O R K E R S ------------AMOUNT OF INSURANCE PROVIDED:19
MEAN —
H E 01 AN —
—
——
--- -----------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------AMOUNT OF INSURANCE IS BASED ON A SCHEDULE
WHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF
INSURANCE FOR A SPECIFIED LENGTH OF SERVICE:
PERCENT OF ALL FULL-TIME WOR K E R S 18------------AMOUNT OF INSURANCE PROVIDED19A F T E R :
6 MONTHS OF SERVICE:
ME AN — — — — — — — — — — — —
MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDOLE RANGE (80 PERCENT) -----------1 YEAR OF SERVICE:
MEAN - - - - - - - - - - - - - - -------------------MEDIAN ----- ----------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------5 YEARS OF SERVICE:
MEDIAN —
— —
— — — — —
—
MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------10 y e a r s o f s e r v i c e :
M E A N ------------------------------------M E D I A N ----------- ---- -----------------MIDDLE RANGE (50 PERCENT) -----------MIOOLE RANGE (80 PERCENT) -----------80 YEARS OF SERVICE:
MEAN
MEDIAN --- — ---------- -----------------MIDDLE RANGE (50 PERCENT) -----------MIDOLE RANGE (80 PERCENT) ------------

58

28

75

22

12

51

24

S3,300
S3,000
S2,000- 5,000
51,000- 5,000

S3,600
S3,000
S1,000- 5,000
SI,000- 7,500

$4,100
$4,000
$2*000- 5,000
Si,000- 6,000

$4,400
S4,000
$2*000- 5,000
Si,000- 7,500

S4,000
$4,000
$2,000- 5,000
SI,000- 7,500

$4,600
$4,000
$1,000- 7,500
Si,000-10,000

3

(12)

-

-

(12)

-

-

-

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

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

-

-

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

-

-

-

-

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

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

-

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

-

-

-

-

-

-

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

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

-

-

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

-

-

-

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

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

-

-

-

-

-

-

-

-

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

-

-

-

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

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

-

-

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

-

-

-

-

-

S3,600
54,000
S2.000- 5,000
51,000- 5,000

-

-

See fo o tn o te s at end o f t a b le s .




39

S3,600
S2,500
52,000- 5,000
S1,00C- 6,500

20

-

-

-

-

Table B-7. Life insurance plans for full-time workers in San Antonio, Tex., May 1977— Continued
Plant workers

Office workers
Manufacturing

All industries

All industries

Manufacturing

Item
All
plans 1
7

Noncontributory
plans 1
7

All
plans 1
7

Noncontributory
plans 1
7

All
plans 1
7

Noncontributory
plans 1
7

All
plans 1
7

Noncontributory
plans 1
7

TYPE OF PLAN AND AMOUNT
OF INSURANCE-CONTINUED
AMOUNT OF INSURANCE IS BASED ON A SCHEDULE
WHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF
INSURANCE FOR A SPECIFIED AMOUNT OF EARNlNGSi
PERCENT OF ALL FULL-TIME W O R K E R S 1' ------------AMOUNT OF INSURANCE P R O V I D E D 19IFS
ANNUAL EARNINGS ARE $5. 0 0 0 S

17

6

8

16

19

4

6

11

$7,600
$7,500
$5,000-10,000
$5,000-12,000

$6«5o0
$6,500
S5,00C- 8,000
$4,800- 8,000

$6,300
$5,000
$5,000- 7,500
$4,800-10,000

$5,100
$5,003
$4,800- 5,000
$4,800- 6,000

$9,600
$10,000
$7,500-12,000
$5,000-15,000

$6,900
$7,500
$5,000- 8,030
$5,000- 8,003

$6,400
$5,000
$5»0O0- 7,500
$4,800-10,000

$5,200
$5,030
$5,000- 5,000
$4,800- 6,000

$16,100
$16,GOO
$12,000-20,000
$10,000-22,000

$13,500
$12,530
$10,000-16,000
$10,000-16,030

$12,700
$12,000
$10*000-15,000
$8,000-20,000

$10,900
$10,003
$10,000-12,300
$10,000-12,500

$17,400
$20,000
$16,000-20,000
$9,400-20,000

$11,600
$10,000
$9,403-16,000
$5,000-16,000

$13,600
$13,000
$10,000-15,000
$10*000-20,000

$11,103
$10,000
$10,000-12,000
$10,000-12,500

$23,000
MEOIAN ----------------------------------$24,000
MIDDLE RANGE (50 PERCENT) ------------ $15,000-30,000
MIDDLE RANGE (80 PERCENT) ------------ $10,000-30,000
ANNUAL EARNINGS ARE $20>000S
$30,200
MEOIAN »-■■■■■■■■— ■
$31,000
MIDDLE RANGE (50 PERCENT) ------------ $15,000-40,000
MIDDLE RANGE (80 PERCENT) ------------ $10*003-42,000

$10,600
$20,030
$13,000-24,000
$10,000-24,003

$19,100
$18,300
$10,000-30,000
$8,000-30,003

$13,600
$10*030
$10*000-16*300
$10,000-20,000

$25,300
$30,030
$24,000-33,000
$9,400-30,000

$15,000
$10,000
$9,403-24,000
$5,000-24,000

$20,900
$20,500
$10*000-30,000
$10,000-30,000

$14,2Gu
$10,003
$10*030-18,000
$10,000-20,000

$22,800
$25,000
$10,000-31,OuO
$10,000-31,000

$25,600
$18,000
$10*300-40,000
$8,000-60,000

$14,300
$13,000
$10*000-18,000
$10*000-25,000

$33,700
$40,000
$31,000-40,000
$9,400-42,000

$17,900
$10,000
$9,400-31,030
$5,000-31,000

$29,100
$26,800
$10*000-40,000
$10*000-60,000

$15*400
$10*000
$10,003-18*300
$10,000-25,000

MEDIAN - - - - - ----------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------ANNUAL EARNINGS ARE $10,000S
MEDIAN - - - - - - - - — - ■-----------------MIODLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------ANNUAL EARNINGS ARE $15,000>

AMOUNT OF INSURANCE IS EXPRESSED AS A FACTOR OF
ANNUAL E A R NINGS>20
PERCENT OF ALL FULL-TIME W O R K E R S 1* -------------FACTOR OF ANNUAL EARNINGS USED TO CALCULATE
AMOUNT OF INSURANCES19 20
MEDIAN — — —
— — — — — —
MIDDLE RANGE (50 PERCENT) ---------- —
MIDDLE RANGE (80 PERCENT) -----------PERCENT OF ALL FULL-TIME WORKERS COVERED BY
PLANS NOT SPECIFYING A MAXIMUM AMOUNT OF
I N S U R A N C E ---------------- ----------------------PERCENT OF ALL FULL-TIME WORKERS COVEREO BY
PLANS SPECIFYING A MAXIMUM AMOUNT OF
SPECIFIED MAXIMUM AMOUNT OF INSURANCES19

13
1.25
1.00
1.00-1.50
1.00-2.00
10
3

$72,100
MEOIAN — — — — — — ----------------$100,000
MIDDLE RANGE (50 PERCENT) ------------ $25*000-100,000
MIDDLE RANGE (80 PERCENT) ------------ $25*000-100*000
AMOUNT OF INSURANCE IS BASED ON SOME OTHER TYPE
OF PLANS
PERCENT OF ALL FULL-TIME WOR K E R S 1* --------------

(12)

10
1.17
1.00
1.00-1.00
1.0C-2.0!)

1.18
1.00
1.00-1.50
1.00-1.50

9

1.18
1.00
1.00-1.50
1.00-1.50
8

8

(12)

48
1.89
2.00
1.00-2.50
1.00-2.50

43
2.31
2.30
1.66-2.50

36
1.56
1.50
1.50-2.00
1.00-2.00

33
1.57
1.50
1.50-2.00
1.00-2.00

m
*

*

-

-

21

15

13

2e

25

33

1
(6)
(6)
(6)
(6)

See footnotes at end of tab le s.




8

8

27

8

8

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

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

-

-

$90,100
$100,000
$103*000-100,000
$50*000-100,000

3

$97*500
(6)
(6)
(6)

3

Footnotes

Some of these standard footnotes may not apply to this bulletin.

14 Includes payments other than "length of t im e ," such as percentage
of annual earnings or fla t-su m payments, converted to an equivalent time
basis; for example, 2 percent of annual earnings was considered as 1 week's
pay.
Periods of service are chosen arbitrarily and do not n ecessarily re ­
flect individual provisions for progression; for example, changes in pro­
portions at 10 years include changes between 5 and 10 years.
Estimates
are cumulative.
Thus, the proportion eligible for at least 3 weeks' pay
after 10 years includes those eligible for at least 3 weeks' pay after fewer
years of service.
15 Estim ates listed after type of benefit are for all plans for which
at least a part of the cost is borne by the employer. "Noncontributory
plans" include only those financed entirely by the employer.
Excluded are
legally required plans, such as workers' disability compensation, social se ­
curity, and railroad retirement.
16 Unduplicated total of workers receiving sick leave or sickness and
accident insurance shown separately below. Sick leave plans are limited to
those which definitely establish at least the minimum number of days' pay
that each employee can expect. Informal sick leave allowances determined
on an individual basis are excluded.
1 Estim ates under "A ll plans" relate to all plans for which at least
7
a part of the cost is borne by the employer. Estim ates under "Noncontrib­
utory plans" include only those financed entirely by the employer.
8 For "A l l in d u stries," all fu ll-tim e plant porkers or office workers
equal 100 percent.
For "M anufacturing," all fu ll-tim e plant workers or
office workers in manufacturing equal 100 percent.
19 The mean amount is computed by multiplying the number of workers
provided insurance by the amount of insurance provided, totaling the prod­
ucts, and dividing the sum by the number of workers.
The median indicates
that half of the workers are provided an amount equal to or sm aller and half
an amount equal to or larger than the amount shown.
Middle range (50 p er­
cent)— a fourth of the workers are provided an amount equal to or le ss than
the sm aller amount and a fourth are provided an amount equal to or more
than the larger amount.
Middle range (80 percent)— 10 percent of the work­
ers are provided an amount equal to or le ss than the sm aller amount and 10
percent are provided an amount equal to or more than the larger amount.
20 A factor of annual earnings is the number by which annual earnings
are multiplied to determine the amount of insurance provided.
For example,
a factor of 2 indicates that for annual earnings of $ 1 0 ,0 0 0 the amount of
insurance provided is $20, 000.

1 Standard hours reflect the workweek for which employees receive
their regular straight-tim e salaries (exclusive of pay for overtime at reg­
ular and/or premium rates), and the earnings correspond to these weekly
hours.
2 The mean is computed for each job by totaling the earnings of
all workers and dividing by the number of workers.
The median desig­
nates position— half of the workers receive the same or more and half r e ­
ceive the same or less than the rate shown.
The middle range is defined
by two rates of pay; a fourth of the workers earn the same or less than
the lower of these rates and a fourth earn the same or more than the
higher rate.
3 Earnings data relate only to workers whose sex identification was
provided by the establishment.
4 Excludes premium pay for overtime and for work on weekends,
holidays, and late shifts.
5 Estim ates for periods ending prior to 1976 relate to men only for
skilled maintenance and unskilled plant workers.
All other estimates re ­
late to men and women.

6

D a ta

do

n o t m e e t p u b l i c a t i o n c r i t e r i a o r d a ta n o t a v a i l a b l e .

7 Form ally established minimum regular straight-tim e hiring sa l­
aries that are paid for standard workweeks.
8 Excludes workers in subclerical jobs such as m essenger.
9 Data are presented for all standard workweeks combined, and for
the m ost common standard workweeks reported.
10 Includes all plant workers in establishments currently operat­
ing late shifts, and establishments whose form al provisions cover late
shifts, even though the establishments were not currently operating late
shifts.
1 Less than 0.05 percent.
1
12 L ess than 0.5 percent.
13 All combinations of full and half days that add to the same amount
are combined; for example, the proportion of workers receiving a total of
10 days includes those with 10 full days and no half days, 9 full days and
2 half days, 8 full days and 4 half days, and so on.
Proportions then
were cumulated.




22

Appendix A.
Scope and Method
of Survey
Data on area wages and related benefits are obtained by personal
visits of Bureau field representatives at 3 -year intervals. 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 74 1 areas currently surveyed, data are obtained from
representative establishments within six broad industry divisions: Manufac­
turing; transportation, communication, and other public utilities; wholesale
trade; retail trade; finance, insurance, and real estate; and serv ices. 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 em ploy­
ment 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 sm all establish­
ments 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 4 to represent itself plus three others. An alternate of
the same original probability is chosen in the same industry-size c la s s ifi­
cation if data are not available from the original sample m em ber. If no
suitable substitute is available, additional weight is assigned to a sample
m em ber that is sim ilar to the m issing unit.
r
Occupations and earnings
Occupations selected for study are common to a variety of manufac­
turing and nonmanufacturing industries, and are of the following types: (1)
Office clerical; (2) professional and technical; (3) maintenance, toolroom ,
and powerplant; and (4) m aterial movement and custodial. 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 the scope of the
survey, are not presented in the A -s e r ie s tables because either (1) employ­
ment in the occupation is too sm all to provide enough data to merit presen ­
tation, or (2) there is possibility o f disclosure of individual establishment
data. Separate m en's and women's earnings data are not presented when the
number of workers not identified by sex is 20 percent or more of the men
or women identified in an occupation. Earnings data not shown separately
for industry divisions are included in data for all industries combined.
Likewise, for occupations with m ore than one level, data are included in
the overall classification when a subclassification is not shown or information
to subclassify is not available.
Occupational employment and earnings data are shown for fu ll-tim e
w orkers, 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-livin g
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-tim e 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. V ertical lines within the distribution
of workers on some A -tab les indicate a change in the size of the class
intervals.

These surveys m easure the level of occupational earnings in an area
at a particular tim e.
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 firm s 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.
Changes in earnings of occupational groups, shown in
table A - 7 , are better indicators of wage trends than are earnings changes for
individual jobs within the groups.

Average earnings reflect com posite, areawide estim ates. Industries
1
Included in the 74 areas are 4 studies conducted by the Bureau wider contract. These areas are
and establishments differ in pay level and job staffing, and thus contribute
Akron, Ohio; Birmingham, A la .; Norfolk-Virginia Beach—
Portsmouth and Newport News-Hampton, V a—N. C . ;
differently to the estim ates for each job. Pay averages may fail to reflect
and Syracuse, N .Y . In addition, the Bureau conducts more lim ited area studies in approximately 100 areas
at the request of the Employment Standards Administration of the U. S. Department of Labor.
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 (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 m ore 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 estab­
lishments within the scope of the study and not the number actually surveyed.
Because occupational structures among establishments 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 m aterially the accuracy of
the earnings data.

Wage trends for selected occupational groups
The percent increases presented in table A -7 are based on changes
in average hourly earnings of men and women in establishments reporting
the trend jobs in both the current and previous year (matched establishments).
The data are adjusted to remove the effect on average earnings of em ploy­
ment shifts among establishments and turnover of establishments included
in survey sam ples.
The percent in creases, however, are still affected by
factors other than wage in creases. H irings, 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 exam ple, new employees may enter at the bottom
of the range, depressing the average without a change in wage rates.
The percent changes relate to wage changes between the indicated
dates. When the tim e span between surveys is other than 12 months, annual
rates are shown. (It is assumed that wages increase at a constant rate
between surveys.)
Occupations used to compute wage trends are:

Office clerical

Office clerica l— Continued

Secretaries
Stenographers, general
Stenographers, senior
T ypists, cla sses
A and B
File clerk s, c la sses A ,
B , and C
M essengers
Switchboard operators 2

Order c lerk s, classes
A and B
Accounting clerk s,
c la sses A and B
Bookkeeping-machine
operators, class B
P ayroll clerks
Keypunch operators,
cla sses A and B

Electronic data processing

Skilled maintenance

Computer system s
analysts, classes
A , B , and C
Computer p rogram m ers,
cla sses A , B , and C
Computer operators,
cla sses A , B , and C

Carpenters
Electricians
Painters
Machinists
Mechanics (machinery)
Mechanics (motor vehicle)
Pipefitters
Tool and die makers

Industrial nurses

Unskilled plant

Registered industrial
nurses

Janitors, porters, and
cleaners
M aterial handling laborers

Percent changes for individual areas in the program are computed
as follows:
1. Average earnings are computed for each occupation for
the 2 years being compared. The averages are derived
from earnings in those establishments which are in the
survey both years; it is assumed that employment
remains unchanged.
2.

Each occupation is assigned a weight based on its
proportionate employment in the occupational group in
the base year.

3.

These weights are used to compute group averages.
Each occupation's average earnings (computed in step 1)
is multiplied by its weight. The products are totaled
to obtain a group average.

4.

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 result—
expressed as a percent— le ss 100 is the percent change.

For a m ore detailed description of the method used to compute
these wage trends, see "Improving A rea Wage Survey In d e x e s," Monthly
Labor Review, January 1973, pp. 5 2 -5 7 .
Establishment practices and supplementary wage provisions
The incidence of selected establishment practices and supplementary
wage provisions is studied for fu ll-tim e plant workers and office w orkers.
Plant workers include nonsupervisory workers and working supervisors
engaged in nonoffice functions. (Cafeteria workers and route workers are
excluded in manufacturing industries, but included in nonmanufacturing
industries.)
Office workers include nonsupervisory workers and working
supervisors performing clerica l or related functions. Lead workers and
trainees are included among nonsupervisory w orkers. Adm inistrative, execu­
tive, professional and part-tim e employees as well as construction workers
utilized as separate work forces are excluded from both the plant and office
worker categories.

Minimum entrance salaries (table B - l ) . Minimum entrance salaries
2
In 1977, switchboard operators are included in the wage trend computation for all except the following
for office workers relate only to the establishments visited. Because of the
areas: Canton, Chicago, Cincinnati, Davenport-Rock Island-Moline, Houston, Huntsville, Jackson, New Orleans,
optimum sampling techniques used and the probability that large establish­
Portland (Oregon), Providence-Warwick-Pawtucket, Richmond, San Antonio, Seattle-Everett, South Bend,
ments are m ore likely than sm all establishments to have form al entrance
and Wichita.




rates above the subclerical level, the table is m ore representative of policies
in medium and large establishments. (The " X ' s " shown under standard
weekly hours indicate that no meaningful totals are applicable.)
Shift differentials— manufacturing (table B -2 ) . Data were collected
on policies of manufacturing establishments regarding pay differentials for
plant workers on late shifts. Establishments considered as having policies
are those which (1) have provisions in writing covering the operation of late
shifts, or (2) have operated late shifts at any tim e during the 12 months
preceding a survey. When establishments have several differentials which
vary by job, the differential applying to the m ajority of the plant workers is
recorded. When establishments have differentials which apply only to certain
hours of work, the differential applying to the m ajority of the shift hours is
recorded.
For purposes of this study, a late shift is either a second (evening)
shift which ends at or near midnight or a third (night) shift which starts at or
near midnight.
Differentials for second and third shifts are summarized separately
for (1) establishment policies (an establishm ent's differentials are weighted by
all plant workers in the establishment at the tim e of the survey) and (2)
effective practices (an establishment's differentials are weighted by plant
workers employed on the specified shift at the tim e of the survey).
Scheduled weekly hours; paid holidays; paid vacations; and health,
insurance, and pension plans. Provisions which apply to a majority of the
plant or office workers in an establishment are considered to apply to all
plant or office workers in the establishment; a practice or provision is
considered nonexistent when it applies to le ss than a m ajority. Holidays;
vacations; and health, insurance, and pension plans are considered applicable
to employees currently eligible for the benefits as well as to employees who
w ill eventually become eligible.

Scheduled weekly hours and days (table B -3 ). Scheduled weekly
hours and days refer to the number of hours and days per week which full­
time first (day) shift workers are expected to work, whether paid for at
straight-time or overtime rates.
Paid holidays (table B -4 ). Holidays are included only if they are
granted annually on a form al basis (provided for in written form or estab­
lished by custom). They are included even though in a particular year
they fall on a nonworkday and employees are not granted another day off.
Employees may be paid for the tim e off or may receive premium pay in
lieu of tim e off.
Data are tabulated to show the percent of workers who (1) are granted
specific numbers of whole and half holidays and (2) are granted specified
amounts of total holiday tim e (whole and half holidays are aggregated).

Paid vacations (table B -5 ). Establishments report their method of
calculating vacation pay (time basis, percent of annual earnings, flat-sum
payment, etc.) and the amount of vacation pay granted. Only basic formal
plans are reported. Vacation bonuses, vacation-savings plans, and "extended"
or "sabbatical" benefits beyond basic plans are excluded.
For tabulating vacation pay granted, all provisions are expressed
on a tim e b a sis. Vacation pay calculated on other than a tim e basis is
converted to its equivalent tim e period. Two percent of annual earnings,
for example, is tabulated as 1 w eek's vacation pay.

A lso, provisions after each specified length of service are related
to all plant or office workers in an establishment regardless of length of



service.
Vacation plans commonly provide for a larger amount of vacation
pay as service lengthens. Counts of plant or office workers by length of
service were not obtained. The tabulations of vacation pay granted present,
therefore, statistical m easures of these provisions rather than proportions
of workers actually receiving specific benefits.
Health, insurance, and pension plans (tables B -6 a n d B -7 L Health,
insurance, and pension plans include plans for which the employer pays
either all or part of the cost.
The cost may be (1) underwritten by a
com m ercial insurance company or nonprofit organization, (2) covered by a
union fund to which the employer has contributed, or (3) borne directly by
the employer out of operating'funds or a fund set aside to cover the cost.
A plan is included even though a m ajority of the employees in an establish­
ment do not choose to participate in it because they are required to bear
part of its cost (provided the choice to participate is available or will
eventually become available to a m ajority).
Legally required plans such as
social security, railroad retirem ent, w orkers' disability compensation, and
temporary disability insurance3 are excluded.
Life insurance includes form al plans providing indemnity (usually
through an insurance policy) in case of death of the covered worker.
Information is also provided in table B -7 on types of life insurance plans
and the amount of coverage in all industries combined and in manufacturing.
Accidental death and dismemberment is limited to plans which
provide benefit payments in case of death or loss of limb or sight as a
direct result of an accident.
Sickness and accident insurance includes only those plans which
provide that predetermined cash payments be made directly to employees
who lose tim e from work because of illness or injury, e .g ., $ 5 0 a week
for up to 26 weeks of disability.
Sick leave plans are lim ited to formal p la n s4 which provide for
continuing an em ployee's pay during absence from work because of illn ess.
Data collected distinguish between (1) plans which provide full pay with no
waiting period, and (2) plans which either provide partial pay or require a
waiting period.
3
Temporary disability insurance which provides benefits to covered wo liters disabled by injury or illnwia
which is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode
Island. Establishment plans which meet only the legal requirements are excluded from these data, but those
under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the
State law are included. In Rhode Island, benefits are paid out of a State fund to which only employees
contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan.
State fund financing: In California, only employees contribute to the State fund; in New Jersey,
employees and employers ccfatribute; in New Yodc, employees contribute up to a specified maximum
and employers pay the difference between the employees' share and the total contribution required.
Private plan financing: In California and New Jersey, employees cannot be required to contribute
more than they would if they were covered by the State fund; in New Yoik, employees can agree
to contribute more if the State rules that the additional contribution is commensurate with the
benefit provided.
Federal legislation (Railroad Unemployment Insurance. Act) provides temporary disability insurance
benefits to railroad workers for illness or injury, whether woik-connected or not. The legislation requires
that employers bear the entire cost of the insurance.
4
An establishment is considered as having a formal plan if it specifies at least rite minimum number
of days of sick leave available to each employee. Such a plan need not be written, but informal sick leave
allowances determined on an individual basis are excluded.

Long-term disability insurance plans provide payments to totally
disabled employees upon the expiration of their paid sick leave and/or sick ­
ness and accident insurance, or after a predetermined period of disability
(typically 6 months).
Payments are made until the end of the disability, a
maximum age, or eligibility for retirement benefits.
Full or partial pay­
ments are almost always reduced by social security, w orkers' disability
compensation, and private pension benefits payable to the disabled employee.

Labor-management agreement coverage
The following tabulation shows the percent of fu ll-tim e plant and
office workers employed in establishments in the San Antonio area in which
a union contract or contracts covered a m ajority of the workers in the
respective categories, May 1977:
Plant workers

Hospitalization, surgical, and m edical insurance plans reported
in these surveys provide full or partial payment for basic services rendered.
Hospitalization insurance covers hospital room and board and may cover
other hospital expenses. Surgical insurance covers surgeons' fees. Medical
insurance covers doctors' fees for home, office, or hospital ca lls.
Plans
restricted to post-operative medical care or a doctor's care for minor
ailments at a w orker's place of employment are not considered to be
medical insurance.
M ajor medical insurance coverage applies to services which go
beyond the basic services covered under hospitalization, surgical, and
medical insurance. Major medical insurance typically (1) requires that a
"deductible" (e .g ., $50) be met before benefits begin, (2) has a coinsurance
feature that requires the insured to pay a portion (e .g ., 20 percent) of
certain expenses, and (3) has a specified dollar maximum of benefits (e .g .,
$ 1 0 ,0 0 0 a year).

Office workers

20
34
13
70

7
5
7
64

A ll industries_______________
M anufacturing___________
Nonmanufacturing______
Public u tilitie s ______

An establishment is considered to have a contract covering all plant
or office workers if a m ajority of such workers is covered by a labormanagement agreement. Therefore, all other plant or office workers are
employed in establishments that either do not have labor-managem ent con­
tracts in effect, or have contracts that apply to fewer than half of their plant
or office w orkers. Estim ates are not necessarily representative of the extent
to which all workers in the area m ay be covered by the provisions of labormanagement agreem ents, because sm all establishments are excluded and the
industrial scope of the survey is lim ited.

Dental insurance plans provide norm al dental service benefits,
usually for fillin gs, extractions, and X -r a y s .
Plans which provide benefits
only for oral surgery or repairing accident damage are not reported.
Retirement pension plans provide for regular payments to the retiree
for life. Included are deferred profit-sharing plans which provide the option
of purchasing a lifetim e annuity.




Industrial composition in manufacturing
Over one-fourth of the workers within the scope of the survey in
the San Antonio area were employed in manufacturing fir m s. The following
presents the m ajor industry groups and specific industries as a percent of
all manufacturing:
Industry groups

Specific industries

Food and kindred products____25
Apparel and other textile
products________________________ 16
Machinery, except
e le c tr ic a l______________________ 13
Textile m ill products__________ 8
Fabricated m etal products____ 8
Stone, clay, and glass
products__ ____________________ 7
Printing and publishing_______ 6

Meat p ro d u cts___________________ 9
M en's and boys' furnishings___ 8
B e v e ra g e s________________________6
Weaving m ills ,
cotton_________ 6
Office and computing
m achines________________________6
N ew sp apers______________________ 5
Fabricated structural metal
products________________________ 5

This information is based on estim ates of total employment derived
from universe m aterials compiled before actual survey. Proportions in
various industry divisions m ay differ from proportions based on the results
of the survey as shown in appendix table 1.

Appendix table 1. Establishments and workers within scope of survey and number studied
in San Antonio, Tex.,1 May 1977
N u m b e r of establishments

Workers in establishments

employment
Industry division2

ments in scope
of study

Studied

Total4

Studied
Number

Percent

Full-time
plant workers

Full-time
office workers

Total4

600

156

110,557

100

70,898

17,868

59,311

50
*

1*3
*57

*3
113

32,375
78,182

29
71

2*,629
*6,269

2*910
1*»958

17,008
*2,303

50
50
50
50
50

*9
79
17*
7*
81

20

10,525
6,773
35,832
12,7*3
12,309

10
6

6,011

32

1,63*
<6 )
(6 )
<7 >
<6 >

7,9*3
1**17
18,799
7,125
7,019

ALL DIVISIONS -------------------------------M A N U F A C T U R I N G ------ -------— — — --- ------ ----N O N M A N U F A C T U R I N G ---- --------------- -------------TRANSPORTATION, COMMUNICATION, AND
OTHER PUBLIC UTILITIES5 ---------------------WHOLESALE TRADE -— — ------------- ----------RETAIL TRADE ----------------------- ----------FINANCE, INSURANCE, AND REAL ESTATE --------

Within scope of study
Within scope
of study3

13
32
13
35

12
11

<6 >
<6)
(6 >
(6>

SE" ,,C“
1 Th e San A n ton io Standard M e tro p o lita n S ta tis tic a l A r e a , as d efin ed by the O ffic e o f M a n a ge ­
m ent and B udget through F e b ru a r y 1974, c o n s is t s o f B e x a r , C o m a l, and G uadalupe C ou n ties.
The
" w o r k e r s w ithin s c o p e o f study" e s tim a te s show n in this table p r o v id e a re a s o n a b ly a c c u r a t e d e ­
s c r ip t io n o f the s iz e and c o m p o s it io n o f the la b o r f o r c e in clu d e d in the s u rv e y .
E s tim a te s a r e not
intended, h o w e v e r , f o r c o m p a r is io n w ith oth er e m p lo y m e n t in d e x e s to m e a s u r e e m p lo y m e n t tren d s
o r le v e ls s in c e (1) planning o f w age su r v e y s r e q u ir e s e s ta b lis h m e n t data c o m p ile d c o n s id e r a b ly in
adva n ce of the p a y r o ll p e r io d stu d ied , and (2) s m a ll e s ta b lis h m e n ts a r e ex clu d e d f r o m the s c o p e
o f the s u r v e y .
2 T he 1972 e d itio n of the Standard In du strial C la s s ific a t io n M anual w as u sed to c la s s i f y e s t a b ­
lis h m e n ts by in d u stry d iv is io n .
H o w e v e r, a ll g o v e rn m e n t o p e ra tio n s a r e ex clu d e d fr o m the s c o p e
o f the su rv e y .
3 In clu d es a ll e s ta b lis h m e n ts w ith total e m p lo y m e n t at o r a b o v e the m in im u m lim ita tio n . A ll
ou tlets (w ithin the a r e a ) o f c o m p a n ie s in in d u s trie s su ch as t r a d e , fin a n ce , auto r e p a ir s e r v ic e ,
and m o tio n p ic tu re th e a te r s a r e c o n s id e r e d as 1 e sta b lish m e n t.
4 In clu des e x e c u tiv e , p r o fe s s io n a l, p a r t -t im e , and o th e r w o r k e r s ex clu d e d fr o m the s e p a ra te
p la n t a n d o f f i c e

c a te g o r ie s .




5 A b b r e v ia te d to " p u b lic u tilit ie s " in the A - and B - s e r i e s ta b le s .
T a x ic a b s and s e r v ic e s
in cid e n ta l to w a te r tr a n s p o r ta tio n a r e e x clu d ed .
San A n to n io 's e l e c t r i c , g a s , and tra n sit s y s te m s
a r e m u n ic ip a lly o p e r a te d and a r e e x clu d e d b y d e fin itio n fr o m the s c o p e o f the su rvey.
6 T h is d iv is io n is r e p r e s e n te d in e s tim a te s f o r " a l l in d u s tr ie s " and "n on m a n u fa ctu rin g" in
the A - s e r i e s t a b le s , and f o r " a l l in d u s tr ie s " in the B - s e r i e s ta b le s . S ep a ra te p res en ta tion o f data
is not m ade f o r one o r m o r e o f the fo llo w in g r e a s o n s : (1) E m p loym en t is to o s m a ll to p ro v id e
enough data to m e r it s e p a ra te study, (2) the sa m p le w as not d es ig n e d in itia lly to p e r m it sep a ra te
p r e s e n ta tio n , (3 ) r e s p o n s e w as in s u ffic ie n t o r inadequate to p e r m it s e p a r a te p resen ta tion , and (4)
th e r e is p o s s ib ilit y o f d is c lo s u r e o f individ ual e sta b lish m en t data.
7 W o r k e r s fr o m this e n tire d iv is io n a r e r e p r e s e n t e d in e s tim a te s f o r " a l l in d u s tr ie s " and
"n o n m a n u fa ctu rin g " in the A - s e r i e s ta b le s , but fr o m the r e a l estate p o r tio n only in e s tim a te s fo r
" a l l in d u s tr ie s " and "n o n m a n u fa ctu rin g " in the B - s e r i e s ta b le s .
S ep a ra te p res en ta tion o f data is not
m ade f o r one o r m o r e o f the r e a s o n s g iv en in footn ote 6.
8 H otels and m o t e ls ; la u n d rie s and oth er p e r s o n a l s e r v ic e s ; b u s in e s s s e r v ic e s ; a u tom ob ile
r e p a ir , r e n ta l, and pa rk in g ; m o tio n p ic tu r e s ; n on p rofit m e m b e r s h ip o rg a n iz a tion s (exclu d in g r e lig io u s
and c h a r ita b le o r g a n iz a tio n s ); and e n g in e e rin g and a r c h ite c t u r a l s e r v ic e s .

27




Appendix B.
Occupational
Descriptions
The prim ary purpose of preparing job descriptions for the Bu­
reau's wage surveys is to a ssist its field staff in classifying into appro­
priate occupations workers who are employed under a variety of payroll
titles and different work arrangements from establishment to establish­
ment and from area to area.
This permits the grouping of occupational
wage rates representing comparable job content. Because of this empha­
sis 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; learn ers; begin­
ners; and p art-tim e, tem porary, and probationary workers. Handicapped
workers whose earnings are reduced because of their handicap are also
excluded.
Trainees are excluded from the survey except for those r e ­
ceiving on-th e-job training in some of the lower level professional and
technical occupations.

Office
SECRET ARY— Continued

SECRETARY

Exclusions— Continued

Assigned as a personal secretary, norm ally to one individual.
Maintains a close and highly responsive relationship to the day-to-day activ­
ities of the supervisor. Works fairly independently receiving a minimum of
detailed supervision and guidance. P erform s varied clerical and secretarial
duties requiring a knowledge of office routine and understanding of the
organization, program s, and procedures related to the work of the supervisor.

a.

secretary concept

b. Stenographers not fully trained in secretarial-type duties;
c. Stenographers serving as office assistants to a group of pro­
fessional, technical, or managerial persons;

Exclusions

d.

Not all positions that are titled "s e c r e ta r y " p o ssess the above
characteristics. Examples of positions which are excluded from the definition
are as follows:




Positions which do not meet the "p erso n a l"
described above;

A ssistant-type positions which entail more difficult or more re ­
sponsible technical, administrative, or supervisory duties which
are not typical* of secretarial work, e .g ., Administrative A s s is t ­
ant, or Executive A ssistant;

Listed below are several occupation s for which revised descriptions dr titles are being introduced
in this survey:
Tool and die maker
Guard
Shipper and receiver
(previously surveyed
as shipping and
receiving clerk)
T ruckdriver

Order clerk
P ayroll clerk
Secretary
Switchboard operator
Switchboard operator-receptionist
Transcribing-m achine typist
Machine tool operator (toolroom)

The Bureau has discontinued collecting data for tabulating-machine operator. W orkers previously
classified as watchmen are now classified as guards under the revised description.

29

SECRETARY— Continued

SECRET ARY— Continued

Exclusions— Continued

Classification by Level— Continued

e.

Positions which do not fit any of the situations listed in the
sections below titled "L e v e l of S u p e r v iso r," e .g ., secretary to the
president of a company that em ploys, in all, over 5 ,0 0 0 persons;

f.

Trainees.

Classification by Level

LS—
4

Secretary jobs which meet the above characteristics are matched at
one of five levels according to (a) the level of the secretary's supervisor
within the company's organizational structure and, (b) the level of the
secretary's responsibility. The chart following the explanations of these two
factors indicates the level of the secretary for each combination of the
factors.
Level of Secretary's Supervisor (LS)
Secretaries should be matched at one of the four LS levels described
below according to the level of the secretary's supervisor within the company
organizational structure.
LS—1

a. Secretary to the supervisor or head of a sm all organizational
unit (e .g ., fewer than about 25 or 30 persons); or
b. Secretary to a nonsupervisory staff specialist, professional
em ployee, administrative officer or assistant, skilled technician
or expert.
(NOTE: M a n y companies assign stenographers,
rather than secretaries as described above, to this level of
supervisory or nonsupervisory worker.)

LS—2

a. Secretary to an executive or managerial person whose respon­
sibility is not equivalent to one of the specific level situations in
the definition for LS—
3, 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 "
b. Secretary to the head of an individual plant, factory, e tc ., (or
other equivalent level of official) that em ploys, in all, fewer
than 5 ,0 0 0 persons.

LS—
3

a. Secretary to the chairman of the board or president of a company
that em ploys, in a ll, fewer than 100 persons; or
b. Secretary to a corporate officer (other than chairman of the
board or president) of a company that em ploys, in a ll, over 100
but fewer than 5, 000 persons; or
c. Secretary to the head (immediately below the officer level) over
either a m ajor corporatewide functional activity (e .g ., marketing,
research, operations, industrial relations, etc.) or a m ajor
geographic or organizational segment (e .g ., a regional headquar­
te r s; a m ajor division) of a company that em ploys, in all,
over 5, 000 but fewer than 25, 000 em ployees; or
d. Secretary to the head of
(or other equivalent level
over 5 ,0 0 0 persons; or




e.

an individual plant, factory, etc.,
of official) that em ploys, in all,

Secretary to the head of a large and important organizational
segment (e .g ., a middle management supervisor of an organi­
zational segment often involving as many as several hundred
persons) of a company that em ploys, in a ll, over 2 5 ,0 0 0 persons.

a. Secretary to the chairman of the board or president of a company
that em ploys, in a ll, over 100 but fewer than 5 ,0 0 0 persons; or
b. Secretary to a corporate officer (other than the chairman of
the board or president) of a company that em ploys, in all,
over 5, 000 but fewer than 25, 000 persons; or
c. Secretary to the head, immediately below the corporate officer
lev el, of a m ajor segment or subsidiary of a company that
em ploys, in a ll, over 2 5 ,0 0 0 persons.

NOTE: The term "corporate o ffic e r " used in the above LS def­
inition refers to those officials who have a significant corporatewide policy­
making role with regard to m ajor company activities. The title "v ice
p resid en t," though normally indicative of this role, does not in all cases
identify such positions. Vice presidents whose prim ary responsibility is to
act personally on individual cases or transactions (e .g ., approve or deny
individual loan or credit actions; administer individual trust accounts; di­
rectly supervise a clerical staff) are not considered to be "corporate
o ffic e r s" for purposes of applying the definition.
Level of Secretary's Responsibility (LR)
This factor evaluates the nature of the work relationship between
the secretary and the supervisor, and the extent to which the secretary is
expected to exercise initiative and judgment. Secretaries should be matched
at LR—1 or LR— described below according to their level of responsibility.
2
Level of Responsibility 1 (LR—1)
P erform s varied secretarial duties including or comparable to most
of the following:
a.

Answers telephones,
coming m ail.

greets

b.

Answers telephone requests which have standard answers.
reply to requests by sending a form letter.

c.

Reviews correspondence, memoranda, and reports prepared by
others for the supervisor's signature to ensure procedural and
typographical accuracy.

d. Maintains supervisor's
instructed.
e.

personal

calendar

and

ca llers,

makes

and

opens

in­

May

appointments

Types, takes and transcribes dictation, and files.

as

SECRETARY— Continued

STENOGRAPHER— Continued

Level of Responsibility 2 (LR—
2)

Stenographer, Senior

P erform s duties described under LR—1 and, in addition perform s
tasks requiring greater judgment, initiative, and knowledge of office functions
including or comparable to m ost of the following:

Dictation involves a varied technical or specialized vocabulary
such as in legal briefs or reports on scientific research. May also set up
and maintain file s, keep records, etc.

a. Screens telephone and personal c a llers, determining which can
be handled by the supervisor's subordinates or other offices.
b.

P erform s stenographic duties requiring significantly greater in­
dependence 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 pro­
cedure; and of the specific business operations, organization, policies,
procedures, file s , workflow, etc. Uses this knowledge in performing steno­
graphic duties and responsible clerical tasks such as maintaining follow­
up files; assembling m aterial for reports, memoranda, and letters; com ­
posing simple letters from general instructions; reading and routing incoming
m ail; and answering routine questions, etc.

Answers requests which require a detailed knowledge of o f­
fice procedures or collection of information from files or
other offices.
May sign routine correspondence in own or
su pervisor's name.

c.

OR

Compiles or assists in compiling periodic reports on the basis
of general instructions.

d. Schedules tentative appointments without prior clearance. A s ­
sem bles necessary background m aterial for scheduled meetings.
Makes arrangements for meetings and conferences.
e.

Explains supervisor's requirements to other employees in super­
v iso r 's unit. (Also types, takes dictation, and file s.)

The following chart
and LR combination.

TRANSCRIBING-MACHINE TYPIST
P rim ary duty is to type copy of voice recorded dictation which does
not involve varied technical or specialized vocabulary such as that used in
legal briefs or reports on scientific research. May also type from written
copy. May maintain file s, keep simple records, or perform other relatively
routine clerical tasks.
(See Stenographer definition for workers involved
with shorthand dictation.)

shows the level of the secretary for each LS

Level of secreta ry 's
supe rvisor

Level of secreta ry 's responsibility
TYPIST
LR—1

LS—1
,
LS—
2.
LS—
3.
LS—
4.

Class
Class
Class
Class

E
D
C
B

LR—
2
Class
C lass
C lass
C lass

Uses a typewriter to make copies of various m aterials or to make
out bills after calculations have been made by another person. May include
typing of sten cils, m ats, or sim ilar m aterials for use in duplicating
p ro cesses.
May do clerical work involving little special training, such
as keeping simple records, filing records and reports, or sorting and
distributing incoming m ail.

D
C
B
A

Class A . P erform s one or m ore of the following: Typing material
in final form when it involves combining m aterial from several sources; or
responsibility for correct spelling, syllabication, punctuation, etc., of tech­
nical or unusual words or foreign language m aterial; or planning layout
and typing of complicated statistical tables to maintain uniformity and
balance in spacing. May type routine form letters, varying details to suit
circum stances.

STENOGRAPHER
P rim ary duty is to take dictation using shorthand, arid to transcribe
the dictation. May also type from written copy. May operate from a
stenographic pool. May occasionally transcribe from voice recordings (if
prim ary duty is transcribing from recordings, see Transcribing-M achine
Typist).

C lass B . P erform s one or more of the following: Copy typing from
rough or clear drafts; or routine typing of fo rm s, insurance policies, etc.;
or setting up simple standard tabulations; or. copying more complex tables
already set up and spaced properly.

NOTE: This job is distinguished from that of a secretary in that a
secretary norm ally works in a confidential relationship with only one manager
or executive and perform s m ore responsible and discretionary tasks as
described in the secretary job definition.

FILE CLERK
Stenographer, General

keep

F ile s , c la ssifie s, 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.

Dictation involves a norm al routine vocabulary. May maintain file s,
simple reco rd s, or perform other relatively routine clerical tasks.




31

FILE CLERK— Continued

ORDER CLERK— Continued

Class A . C lassifies and indexes file m aterial such as correspond­
ence, reports, technical documents, etc., in an established filing system
containing a number of varied subject matter file s. May also file this
m aterial. May keep records of various types in conjunction with the files.
May lead a sm all group of lower level file clerks.

adequapy of information recorded; ascertaining credit rating of customer;
furnishing customer with acknowledgement of receipt of order; following-up
to see that order is delivered by the specified date or to let customer know
of a delay in delivery; maintaining order file; checking shipping invoice
against original order.

«

••

Class B . Sorts, codes, and files unclassified m aterial by simple
(subject m atter) headings or partly classified m aterial by finer subheadings.
Prepares simple related index and cro ss-referen ce aids. As requested,
locates clearly identified m aterial in files and forwards m aterial. May p er­
form related clerical tasks required to maintain and service files.

Exclude workers paid on a comm ission basis or whose duties include
any of the following: Receiving orders for services rather than for m aterial
or merchandise; providing customers with consultative advice using knowl­
edge gained from engineering or extensive technical training; emphasizing
selling skills; handling m aterial or merchandise as an integral part of the job.

Class C . P erform s routine filing of m aterial that has already been
classified or which is easily classified in a simple serial classification
system (e .g ., alphabetical, chronological, or num erical). As requested,
locates readily- available m aterial in files and forwards m aterial; and may
fill out withdrawal charge. May perform simple clerical and manual tasks
required to maintain and service files.

Positions
definitions:

MESSENGER
P erform s various routine duties such as running errands, operating
minor office machines such as sealers or m a ile rs, opening and distributing
m a il, and other minor clerical work. Exclude positions that require operation
of a motor vehicle as a significant duty.

are

classified

into

levels

according to

the following

C lass A . Handles orders that involve making judgments such as
choosing which specific product or m aterial from the establishment's product
lines will satisfy the custom er's needs, or determining the price to be quoted
when pricing involves m ore than m erely referring to a price list or making
some simple mathematical calculations.
C lass B . Handles orders involving items which have readily iden­
tified uses and applications. May refer to a catalog, manufacturer's manual,
or sim ilar document to insure that proper item is supplied or to verify
price of ordered item.
ACCOUNTING CLERK

SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private
branch exchange (PBX) system to relay incoming, outgoing, and intrasystem
calls. May provide information to ca lle rs, record and transmit m essag es,
keep record of calls placed and toll charges. Besides operating a telephone
switchboard or console, may also type or perform routine clerical work
(typing or routine clerical work may occupy the m ajor portion of the w orker's
tim e, and is usually perform ed while at the switchboard or console). Chief or
lead operators in establishments employing m ore than one operator are
excluded. For an operator who also acts as a receptionist, see Switchboard
Ope r ato r - Re ceptioni st.
SWITCHBOARD OPERATOR-RECEPTIONIST
At a.sin gle-position telephone switchboard or console, acts both as
an operator— see Switchboard Operator— and as a receptionist. Receptionist's
work involves such duties as greeting v isitors; determining nature of v isitor's
business and providing appropriate information; referring visitor to appro­
priate person in the organization or contacting that person by telephone and
arranging an appointment; keeping a log of v isitors.
ORDER CLERK
Receives written or verbal custom ers' purchase orders for m aterial
or merchandise from custom ers or sales people. Work typically involves
some combination of the following duties: Quoting p rices; determining availa­
bility of ordered item s and suggesting substitutes when necessary; advising
expected delivery date and method of delivery; recording order and customer
information on order sheets; checking order sheets for accuracy and




P erform s one or more accounting clerical tasks such as posting to
registers and ledgers; reconciling bank accounts; verifying the internal con­
sistency, com pleteness, and mathematical accuracy of accounting documents;
assigning prescribed accounting distribution codes; examining and verifying
for clerical accuracy various types of reports, lis ts , calculations, posting,
etc.; or preparing simple or assisting in preparing m ore complicated journal
vouchers. May work in either a manual or automated accounting system .
The work requires a knowledge of clerical methods and office
practices and procedures which relates to the clerical processing and re­
cording of transactions and accounting information. With experience, the
worker typically becom es fam iliar with the bookkeeping and accounting term s
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
definitions:

are

classified into levels

on the basis of the following

Class A . Under general supervision, perform s accounting clerical
operations which require the application of experience and judgment, for
exam ple, clerically processing complicated or nonrepetitive accounting tran s­
actions, selecting among a substantial variety of prescribed accounting codes
and classifications, or tracing transactions through previous accounting
actions to determine source of discrepancies.
May be assisted by one or
m ore class B accounting clerks.
Class B . Under close supervision, following detailed instructions
and standardized procedures, perform s one or more routine accounting
clerical operations, such as posting to ledgers, cards, or worksheets

ACCOUNTING CLERK— Continued

MACHINE BILLER— Continued

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.

Bookkeeping-machine b ille r . Uses a bookkeeping machine (with or
without a typewriter keyboard) to prepare custom ers' bills as part of the
accounts receivable operation. Generally involves the simultaneous entry of
figures on custom ers' ledger record. The machine automatically accumulates
figures on a number of vertical columns and computes and usually prints
automatically the debit or credit balances. Does not involve a knowledge
of bookkeeping. Works from uniform and standard types of sales and
credit slips.

BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter key­
board) 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.
C lass B . Keeps a record of one or m ore phases or sections of a
set of records usually requiring little knowledge of basic bookkeeping. Phases
or sections include accounts payable, payroll, custom ers' accounts (not in­
cluding a simple type of billing described under machine b iller), cost dis­
tribution, expense distribution, inventory control, etc. May check or assist
in preparation of trial balances and prepare control sheets for the accounting
department.
MACHINE BILLER
Prepares statements, b ills, and invoices on a machine other than
an ordinary or electromatic typewriter. May also keep records as to billings
or shipping charges or perform other clerical work incidental to billing
operations. For wage study purposes, machine billers are classified by type
of machine, as follows:
Billing-machine biller. Uses a special billing machine (combination
typing and adding machine) to prepare bills and invoices from custom ers'
purchase ord ers, internally prepared ord ers, shipping memoranda, 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.

PAYRO LL CLERK
P erform s the clerical tasks necessary to process payrolls and to
maintain payroll records. Work involves most of the following: Processing
w orkers' tim e or production records; adjusting w orkers' records for changes
in wage rates, supplementary benefits, or tax deductions; editing payroll
listings against source records; tracing and correcting errors in listings;
and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical
knowledge of governmental regulations, company payroll policy, or the
computer system for processing payrolls.
KEYPUNCH OPERATOR
Operates a keypunch machine to record or verify alphabetic and/or
numeric data on tabulating cards or on tape.
Positions
definitions:

are

classified into levels

on the basis of the following

C lass 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.
C lass B . Work is routine and repetitive. Under close supervision
or following specific procedures or instructions, works from various stand­
ardized 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 su­
pervisor problems arising from erroneous items or codes or missing
information.

Professional and Technical
COMPUTER SYSTEMS AN A LYST, BUSINESS

COMPUTER SYSTEMS AN A LYST, BUSINESS— Continued

Analyzes business problems to formulate procedures for solving
them by use of electronic data processing equipment. Develops a complete
description of all specifications needed to enable program m ers to prepare
required digital computer program s. Work involves most of the following:
Analyzes subject-m atter operations to be automated and identifies conditions
and criteria required to achieve satisfactory results; specifies number and
types of records, file s, and documents to be used; outlines actions to be
performed by personnel and computers in sufficient detail for presentation
to management and for programming (typically this involves preparation of
work and data flow charts); coordinates the development of test problems and

participates in trial runs of new and revised system s; and recommends
equipment changes to obtain more effective overall operations.
(NOTE:
W orkers performing both system s analysis and programming should be
classified as system s analysts if this is the skill used to determine their pay.)




Does not include employees prim arily responsible for the man­
agement or supervision of other electronic data processing em ployees,
or system s analysts prim arily concerned with scientific or engineering
problem s.

COMPUTER SYSTEMS A N A LYST , BUSINESS— Continued

COMPUTER PROGRAMMER, BUSINESS— Continued

For wage study purposes, system s analysts are classified as follows:
C lass A . Works independently or under only general direction on
complex problem s involving all phases of system s analysis. P roblem s are
complex because of diverse sources of input data and m ultiple-use require­
ments of output data.
(For example, develops an integrated production
scheduling, inventory control, cost analysis, and sales analysis record in
which every item of each type is automatically processed through the full
system of records and appropriate followup actions are initiated by the
computer.) Confers with persons concerned to determine the data processing
problems and advises subject-m atter personnel on the implications of new or
revised system s of data processing operations. Makes recommendations, if
needed, for approval of m ajor system s installations or changes and for
obtaining equipment.
May provide functional direction to lower level
who are assigned to assist.

Does not include employees prim arily responsible for the man­
agement or supervision of other electronic data processing em ployees,
or program m ers prim arily concerned with scientific and/or engineering
problem s.
For wage study purposes, program m ers are classified as follows:

system s analysts

C lass 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. (For example,
develops system s for maintaining* depositor accounts in a bank, maintaining
accounts receivable in a retail establishment, or maintaining inventory
accounts in a manufacturing or wholesale establishment.) Confers with
persons concerned to determine the data processing problems and advises
subject-m atter personnel on the implications of the data processing system s
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 reviewed
for accuracy of judgment, compliance with instructions, and to insure
proper alignment with the overall system .
Class C . Works under immediate supervision, carrying out analyses
as assigned, usually of a single activity. Assignments are designed to develop
and expand practical experience in the application of procedures and skills
required for system s analysis work. For exam ple, may assist a higher level
system s analyst by preparing the detailed specifications required by pro­
gram m ers from information developed by the higher level analyst.
COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problem s, typically prepared by a
system s analyst, into a sequence of detailed instructions which are re­
quired to solve the problems by automatic data processing equipment.
Working from charts or diagram s, the program m er develops the p re­
cise instructions which, when entered into the computer system in coded
language, cause the manipulation of data to achieve desired results. Work
involves m ost of the following; Applies knowledge of computer capa­
b ilities, m athem atics, logic employed by computers, and particular sub­
ject m atter involved to analyze charts and diagrams of the problem to
be program m ed; develops sequence of program steps; writes detailed flow
charts to show order in which data w ill be processed; converts these
charts to coded instructions for machine to follow; tests and corrects




program s; prepares instructions for operating personnel during production
run; analyzes, review s, and alters program s to increase operating effi­
ciency or adapt to new requirements; maintains records of program de­
velopment and revisions. (NOTE: W orkers performing both system s anal­
y sis and programming should be classified as system s analysts if this is
the skill used to determine their pay.)

Class A . Works independently or under only general direction
on complex problems which require competence in all phases of pro­
gramming concepts and practices. Working from diagrams and charts
which identify the nature of desired resu lts, m ajor processing steps to
be accomplished, and the relationships between various steps of the prob­
lem solving routine; plans the full range of programming actions needed
to efficiently utilize the computer system in achieving desired end products.
At this level, programming is difficult because computer equip­
ment must be organized to produce several interrelated but diverse prod­
ucts from numerous and diverse data elem ents. A wide variety and ex­
tensive number of internal processing actions must occur. This requires
such actions as development of common operations which can be re­
used, establishment of linkage points between operations, adjustments to
data when program requirements exceed computer storage capacity, and
substantial manipulation and resequencing of data elements to form a
highly integrated program .
May provide functional direction to lower level program m ers who
are assigned to a ssist.
Class B . Works independently or under only general direction on
relatively simple p rogram s, or on simple Segments of complex program s.
P rogram s (or segments) usually process information to produce data in two
or three varied sequences or form ats. Reports and listings are produced by
refining, adapting, arraying, or making minor additions to or deletions from
input data which are readily available. While numerous records may be
p rocessed, the data have been refined in prior actions so that the accuracy
and sequencing of data can be tested by using a few routine checks. Typically,
the program deals with routine recordkeeping operations.

OR

Works on complex program s (as described for class A) under
close direction of a higher level program m er or supervisor. May assist
higher level program m er by independently performing le ss difficult tasks
assigned, and performing m ore difficult tasks under fairly close direction.

COMPUTER PROGRAMMER, BUSINESS— Continued

DRAFTER

May guide or instruct lower level program m ers.
C lass C . Makes practical applications of programming practices
and concepts usually learned in formal training courses. Assignments
are designed to develop competence in the application of standard pro­
cedures to routine problem s.
Receives close supervision on new aspects
of assignments; and work is reviewed to verify its accuracy and conformance
with required procedures.
COMPUTER OPERATOR
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 re e ls, cards, etc.); switches necessary auxiliary equipment into
circuit, and starts and operates computer; makes adjustments to computer to
correct operating problems and meet special conditions; reviews errors
made during operation and determines cause or refers problem to super­
visor or program m er; and maintains operating records. May test and assist
in correcting program.
For wage

study purposes,

computer

operators

are

classified as

follows:
Class A . Operates independently, or under only general direction, a
computer running programs with m ost of the following characteristics: New
programs are frequently tested and introduced; scheduling requirements are
of critical importance to minim ize downtime; the programs are of complex
design so that identification of error source often requires a working knowl­
edge of the total program, and alternate programs may not be available.
May give direction and guidance to lower level operators.
Class B . Operates independently, or under only general direction, a
computer running programs with most of the following characteristics: Most
of the programs are established production runs, typically run on a regularly
recurring b a sis; there is little or no testing of new programs required; alter­
nate program s are provided in case original program needs m ajor change
or cannot be corrected within a reasonably short tim e. In common error
situations, diagnoses cause and takes corrective action.
This usually in­
volves applying previously programmed corrective steps, or using standard
correction techniques.
OR
Operates under direct supervision a computer running programs or
segments of program s with the characteristics described for class A. May
a ssist 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.
C lass 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 program s. Usually has
received some form al training in computer operation. May assist higher
level operator on complex program s.




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

ELECTRONICS TECHNICIAN— Continued

ELECTRONICS TECHNICIAN— Continued

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

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.

Positions
definitions:

are

classified into levels on the basis of the following

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 sim ilar documents) in working on
electronic equipment. Examples of such problems include location and
density of circuitry, electromagnetic radiation, isolating malfunctions, and
frequent engineering changes. Work involves: A detailed understanding of
the interrelationships of circuits; exercising independent judgment in p er­
forming such tasks as making circuit analyses, calculating wave form s,
tracing relationships in signal flow; and regularly using complex test in­
struments (e .g ., dual trace o scilloscopes, Q -m e te r s, deviation m eters,
pulse generators).
Work may be reviewed by supervisor (frequently an engineer or
designer) for general compliance with accepted practices. May provide
technical guidance to lower level technicians.
Class B . Applies comprehensive technical knowledge to solve com ­
plex problems (i.e ., those that typically can be solved solely by properly
interpreting m anufacturers1 manuals or sim ilar documents) in working on
electronic equipment. Work involves: A fam iliarity 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.

C lass C . Applies working technical knowledge to perform simple or
routine tasks in working on electronic equipment, following detailed in­
structions which cover virtually all procedures. Work typically involves such
tasks as: A ssisting 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 ., m ultim eters, audio signal generators, tube te ste r s, oscilloscopes). Is
not required to be fam iliar with the interrelationships of circuits.
This
knowledge, however, may be acquired through assignments designed to in­
crease competence (including classroom training) so that worker can advance
to higher level technician.
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.
REGISTERED INDUSTRIAL NURSE
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 prem ises 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 em ployees' injuries; keeping
records of patients treated; preparing accident reports for compensation or
other purposes; assisting in physical examinations and health evaluations of
applicants and em ployees; and planning and carrying out programs involving
health education, accident prevention, evaluation of plant environment, or
other activities affecting the health, w elfare, and safety of all personnel.
Nursing supervisors or head nurses in establishments employing more than
one nurse are excluded.

Maintenance, Toolroom, and Powerplant
MAINTENANCE CARPENTER

M A IN T E N A N C E E L E C T R I C I A N — C o n tin u e d

P erform s the carpentry duties necessary to construct and maintain
in good repair building woodwork and equipment such as bins, cribs, counters,
benches, partitions, doors, flo o rs, 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, m odels, 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 m aterials necessary for the work. In
general, the work of the maintenance carpenter requires rounded training
and experience usually acquired through a form al apprenticeship or equivalent
training and experience.

equipment such as generators, tran sform ers, switchboards, controllers,
circuit breakers, m otors, heating units, conduit sy stem s, or other tran s­
m ission equipment; working from blueprints, drawings, layouts, or other
specifications; locating and diagnosing trouble in the electrical system or
equipment; working standard computations relating to load requirements of
wiring or electrical equipment; and using a variety of electrician's handtools
and measuring and testing instruments. In general, the work of the main­
tenance electrician requires rounded training and experience usually acquired
through a form al apprenticeship or equivalent training and experience.

MAINTENANCE PAINTER
MAINTENANCE ELECTRICIAN
P erform s a variety of electrical trade functions such as the in­
stallation, maintenance, or repair of equipment for the generation, distri­
bution, or utilization of electric energy in an establishment. Work involves
most of the following: Installing or repairing any of a variety of electrical




Paints and redecorates w alls, woodwork, and fixtures of an estab­
lishment. Work involves the following: Knowledge of surface peculiarities
and types of paint required for different applications; preparing surface for
painting by removing old finish or by placing putty or filler in nail holes

MAINTENANCE PAINTER— Continued

MAINTENANCE PIPEFITTER

and interstices; and applying paint with spray gun or brush. May mix colors,
o ils, white lead, and other paint ingredients to obtain proper color or con­
sistency. 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.

Installs or repairs water, steam , gas, or other types of pipe and
pipefittings in an establishment. Work involves most of the following: Laying
out work and measuring to locate position of pipe from drawings or other
written specifications; cutting various sizes of pipe to correct lengths with
chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading
pipe with stocks and dies; bending pipe by hand-driven or power-driven
machines; assembling pipe with couplings and fastening pipe to hangers;
making standard shop computations relating to p ressu 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 formal
apprenticeship or equivalent training and experience. Workers prim arily
engaged in installing and repairing building sanitation or heating systems
are excluded.

MAINTENANCE MACHINIST
Produces replacement parts and new parts in making repairs of
metal parts of mechanical equipment operated in an establishment. Work in­
volves most of the following: Interpreting written instructions and specifica­
tions; pieinning and laying out of work; using a variety of m achinist's handtools
and precision measuring instruments; setting up and operating standard
machine tools; shaping of metal parts to close tolerances; making standard
shop computations relating to dimensions of work, tooling, feeds, and speeds
of machining; knowledge of the working properties of the common m etals;
selecting standard m aterials, parts, and equipment required for this work;
and fitting and assembling parts into mechanical equipment. In general, the
machinist's work normally requires a rounded training in machine-shop
practice usually acquired through a form al apprenticeship or equivalent
training and experience.
MAINTENANCE MECHANIC (MACHINERY)
Repairs machinery or mechanical equipment of an establishment.
Work involves most of the following: Examining machines and mechanical
equipment to diagnose source of trouble; dismantling or partly dismantling
machines and performing repairs that mainly involve the use of handtools in
scraping and fitting parts; replacing broken or defective parts with items
obtained from stock; ordering the production of a replacement part by a
m a c h in e s h o p o r

s e n d in g th e m a c h in e t o a m a c h in e

sh op fo r m a jo r

Fabricates, installs, and maintains in good repair the sheet-m etal
equipment and fixtures (such as machine guards, grease pans, shelves,
lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment.
Work involves m ost of the following: Planning and laying out all types of
sheet-m etal maintenance work from blueprints, m odels, or other specifica­
tions; setting up and operating all available types of sheet-m etal working
machines; using a variety of handtools in cutting, bending, forming, shaping,
fitting, and assembling; and installing sheet-m etal articles as required. In
general, the work of the maintenance sheet-m etal worker requires rounded
training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.
MILLWRIGHT

r e p a ir s ;

preparing written specifications for m ajor repairs or for the production of
parts ordered from machine shops; reassembling machines; and making all
necessary adjustments for operation. In general, the work of a machinery
maintenance mechanic requires rounded training and experience usually
acquired through a form al apprenticeship or equivalent training and ex­
perience. Excluded from this classification are workers whose prim ary
duties involve setting up or adjusting machines.

MAINTENANCE MECHANIC (MOTOR VEHICLE)
Repairs automobiles, buses, m otortrucks, and tractors of an estab­
lishment. Work involves most of the following: Examining automotive
equipment to diagnose source of trouble; disassem bling equipment and p er­
forming 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 valves; re ­
assembling 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 motor vehicle maintenance
mechanic requires rounded training and experience usually acquired through
a formal apprenticeship or equivalent training and experience.
This classification does not include mechanics who repair customers'
vehicles in automobile repair shops.




MAINTENANCE SH E E T -M E T A L WORKER

Installs new machines or heavy equipment, and dismantles and
installs machines or heavy equipment when changes in the plant layout are
required. Work involves most of the following: Planning and laying out work;
interpreting blueprints or other specifications; using a variety of handtools
and rigging; making standard shop computations relating to str e sse s, strength
of m aterials, atnd centers of gravity; aligning aind balancing equipment;
selecting standard too ls, equipment, amd parts to be used; and installing and
maintaining in good order power transm ission equipment such as drives and
speed reducers. In general, the m illwright's work normally requires a
rounded training and experience in the trade acquired through a formal
apprenticeship or equivalent training and experience.

MAINTENANCE TRADES HELPER
A ssists one or m ore workers in the skilled maintenance trades, by
performing specific or general duties of le sse r skill, such as keeping a
worker supplied with m aterials and tools; cleaning working area, machine,
and equipment; assisting journeyman by holding m aterials or tools; and
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 m aterials
and to o ls, and cleaning working areas; and in others he is permitted to
perform specialized machine operations, or parts of a trade that are also
perform ed by workers on a fu ll-tim e b a sis.

M ACHINE-TOOL OPERATOR (TOOLROOM)

TOOL AND DIE MAKER— Continued

Specializes in operating one or more than one type of machine
tool (e .g ., jig b orer, grinding machine, engine lather, milling machine) to
machine metal for use in making or maintaining jig s, fixtures, cutting tools,
gauges, or m etal dies or molds used in shaping or forming metal or
nonmetallic m aterial (e .g ., plastic, plaster, rubber, glass). Work typically
involves: Planning and performing difficult machining operations which
require complicated setups or a high degree of accuracy; setting up machine
tool or tools (e .g ., install cutting tools and adjust guides, stops, working
tab les, and other controls to handle the size of stock to be machined;
determine proper feeds, speeds, tooling, and operation sequence or select
those prescribed in drawings, blueprints, or layouts); using a variety of
precision measuring instruments; making necessary adjustments during
machining operation to achieve requisite dimensions to very close tolerances.
May be required to select proper coolants and cutting and lubricating o ils,
to recognize when tools need dressing, and to dress tools. In general, the
work of a m achine-tool operator (toolroom) at the skill level called for in
this classification requires extensive knowledge of machine-shop and tool­
room practice usually acquired through considerable on-the-job training and
experience.

setting up and operating various machine tools and related equipment; using
various tool and die m aker's handtools and precision measuring instruments;
working to very close tolerances; heat-treating metal parts and finished tools
and dies to achieve required qualities; fitting and assembling parts to p re­
scribed tolerances and allowances. In general, the tool and die m aker's
work requires rounded training in machine-shop and toolroom practice
usually acquired through form al apprenticeship or equivalent training and
experience.

For cross-in du stry wage study purposes, this classification does not
include m achine-tool operators (toolroom) employed in tool and die jobbing
shops.
TOOL AND DIE MAKER
Constructs and repairs jig s, fixtures, cutting tools, gauges, or
metal dies or molds used in shaping or forming metal or nonmetallic
m aterial (e .g ., plastic, plaster, rubber, glass). Work typically involves:
P l anning and laying out work according to m odels, blueprints, drawings, or
other written or oral specifications; understanding the working properties of
common metals and alloys; selecting appropriate m aterials, tools, and
p rocesses required to complete task; making necessary shop computations;

For cross-in du stry wage study purposes, this classification does not
include tool and die makers who (1) are employed in tool and die jobbing
shops or (2) produce forging dies (die sinkers).
STATIONARY ENGINEER
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 a ir conditioning. Work involves: Operating and maintaining equipment such as
steam engines, air com p ressors, generators, m otors, turbines, ventilating
and refrigerating equipment, steam boilers and b o iler-fe d 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 m ore than one engineer
are excluded.
BOILER TENDER
F ires stationary boilers to furnish the establishment in which em ­
ployed 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.

Material Movement and Custodial
TRUCKDRIVER

SHIPPER AND RECEIVER

Drives a truck within a city or industrial *area to transport
m a teria ls, m erchandise, equipment, or workers between various types of
establishments such as: Manufacturing plants, freight depots, warehouses,
wholesale and retail establishm ents, or between retail establishments and
cu stom ers' houses or places of business. May also load or unload truck
with or without h elpers, make minor mechanical repairs, and keep truck in
good working order. Salesroute and over-th e-road drivers are excluded.

P erform s clerical and physical tasks in connection with shipping
goods of the establishment in which employed and receiving incoming
shipments. In performing d ay-to-day, routine tasks, follows established
guidelines. In handling unusual nonroutine problem s, receives specific guid­
ance from supervisor or other officials. May direct and coordinate the
activities of other workers engaged in handling goods to be shipped or being
received.

t
For wage study purposes, truckdrivers are classified by type and
rated capacity of truck, as follows:

Shippers typically are responsible f o r m ost of the following:
Verifying that orders are accurately filled by comparing item s and quantities
of goods gathered for shipment against documents; insuring that shipments
are properly packaged, identified with shipping information, and loaded into
transporting vehicles; preparing and keeping records of goods shipped, e .g .,
m an ifests, bills of lading.

Truckdriver, light truck
(straight truck, under (IV 2 tons, usually 4 wheels)
Truckdriver, medium truck
(straight truck, IV2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
Truckdriver, tra cto r-tra iler




Receivers typically are responsible for m ost of the following:
Verifying the correctness of incoming shipments by comparing item s and
quantities unloaded against bills of lading, invoices, m anifests, storage

SHIPPER AND RECEIVER— Continued

MATERIAL HANDLING LABORER— Continued

r e c e i p t s , o r o t h e r r e c o r d s ; c h e c k in g f o r d a m a g e d g o o d s ; in s u r in g that
g o o d s a r e a p p r o p r ia t e ly id e n t ifie d f o r r o u tin g t o d e p a r tm e n t s w ith in th e
e s t a b lis h m e n t ; p r e p a r in g and k e e p in g r e c o r d s o f g o o d s r e c e i v e d .

m a t e r ia ls o r m e r c h a n d is e in p r o p e r s t o r a g e lo c a t io n ; and t r a n s p o r t in g
m a t e r ia ls o r m e r c h a n d is e b y h a n d t r u c k , c a r , o r w h e e lb a r r o w .
L on gshore
w o r k e r s , w h o lo a d and u n lo a d s h ip s , a r e e x c lu d e d .

F o r w a g e stu d y p u r p o s e s , w o r k e r s a r e c l a s s i f i e d a s f o l l o w s :
S h ip p e r
R e c e iv e r
S h ip p e r and r e c e i v e r

P O W E R -T R U C K O P E R A T O R
O p e r a t e s a m a n u a lly c o n t r o l l e d g a s o l i n e - o r e l e c t r i c - p o w e r e d t r u c k
o r t r a c t o r t o t r a n s p o r t g o o d s and m a t e r ia ls o f a ll k in d s a bou t a w a r e h o u s e ,
m a n u fa c tu r in g p la n t, o r o t h e r e s t a b lis h m e n t .
F o r w a g e s tu d y p u r p o s e s , w o r k e r s
t r u c k , a s f o llo w s :

W AREH OUSEM AN
A s d i r e c t e d , p e r f o r m s a v a r ie t y o f w a r e h o u s in g d u tie s w h ic h r e q u ir e
an u n d e r s ta n d in g o f th e e s t a b lis h m e n t 's s t o r a g e p la n . W o r k in v o lv e s m o s t
o f th e f o l l o w i n g : V e r if y in g m a t e r ia ls ( o r m e r c h a n d is e ) a g a in s t r e c e iv in g
d o c u m e n t s , n o tin g and r e p o r t in g d i s c r e p a n c i e s and o b v io u s d a m a g e s ; r o u tin g
m a t e r ia ls to p r e s c r i b e d s t o r a g e lo c a t io n s ; s t o r i n g , s t a c k in g , o r p a lle t iz in g
m a t e r i a l s in a c c o r d a n c e w ith p r e s c r i b e d s t o r a g e m e t h o d s ; r e a r r a n g in g and
ta k in g in v e n t o r y o f s t o r e d m a t e r i a l s ; e x a m in in g s t o r e d m a t e r i a l s and r e ­
p o r t in g d e t e r io r a t io n and d a m a g e ; r e m o v in g m a t e r i a l f r o m s t o r a g e and
p r e p a r in g it f o r s h ip m e n t. M a y o p e r a t e h an d o r p o w e r t r u c k s in p e r f o r m in g
w a r e h o u s in g d u t ie s .
E x c lu d e w o r k e r s w h o s e p r i m a r y d u tie s in v o lv e s h ip p in g and r e ­
c e iv i n g w o r k ( s e e S h ip p e r and R e c e i v e r and S h ip p in g P a c k e r ) , o r d e r f illin g
( s e e O r d e r F i l l e r ) , o r o p e r a t in g p o w e r t r u c k s ( s e e P o w e r - T r u c k O p e r a t o r ) .
O R D E R F IL L E R
F i l l s s h ip p in g o r t r a n s f e r o r d e r s f o r fin is h e d g o o d s f r o m s t o r e d
m e r c h a n d is e in a c c o r d a n c e w ith s p e c i f i c a t i o n s on s a le s s l i p s , c u s t o m e r s '
o r d e r s , o r o t h e r in s t r u c t io n s . M a y , in a d d itio n to f illin g o r d e r s and in d ic a t in g
it e m s f i l l e d o r o m it t e d , k e e p r e c o r d s o f o u tg o in g o r d e r s , r e q u is i t io n a d d i­
t io n a l s t o c k o r r e p o r t s h o r t s u p p lie s to s u p e r v i s o r , and p e r f o r m o t h e r r e la t e d
d u tie s .
S H IP P IN G P A C K E R
P r e p a r e s f in is h e d p r o d u c t s f o r s h ip m e n t o r s t o r a g e b y p la c in g th e m
in s h ip p in g c o n t a i n e r s , th e s p e c i f i c o p e r a t io n s p e r f o r m e d b e in g d e p e n d e n t
upon th e t y p e , s i z e , and n u m b e r o f units to b e p a c k e d , th e ty p e o f c o n t a in e r
e m p lo y e d , and m e t h o d o f s h ip m e n t.
W o r k r e q u ir e s th e p la c in g o f it e m s in
s h ip p in g c o n t a in e r s and m a y in v o lv e o n e o r m o r e o f th e f o llo w in g : K n o w le d g e
o f v a r io u s it e m s o f s t o c k in o r d e r to v e r i f y co n te n t; s e le c t io n o f a p p r o p r ia t e
ty p e and s i z e o f c o n t a in e r ; in s e r t in g e n c l o s u r e s in c o n t a in e r ; u s in g e x c e l s i o r
o r o t h e r m a t e r i a l to p r e v e n t b r e a k a g e o r d a m a g e ; c lo s in g and s e a lin g
c o n t a in e r ; and a p p ly in g la b e ls o r e n te r in g id e n tify in g da ta on c o n t a in e r .
P a c k e r s w h o a ls o m a k e w o o d e n b o x e s o r c r a t e s a r e e x c lu d e d .
M A T E R I A L H A N D L IN G L A B O R E R
A w o r k e r e m p lo y e d in a w a r e h o u s e , m a n u fa c tu r in g p la n t, s t o r e , o r
o t h e r e s t a b lis h m e n t w h o s e d u tie s in v o lv e o n e o r m o r e o f th e f o llo w in g :
L o a d in g and u n lo a d in g v a r io u s m a t e r ia ls and m e r c h a n d is e on o r f r o m fr e ig h t
c a r s , t r u c k s , o r o t h e r t r a n s p o r t in g d e v i c e s ; u n p a ck in g , s h e lv in g , o r p la c in g




a r e c l a s s i f i e d b y ty p e o f p o w e r -

F o r k lift o p e r a to r
P o w e r - t r u c k o p e r a t o r ( o t h e r th an f o r k lif t )
GUARD
P r o t e c t s p r o p e r t y f r o m th e ft o r d a m a g e , o r p e r s o n s f r o m h a z a r d s
o r in te r fe r e n c e .
D u tie s in v o lv e s e r v in g at a f ix e d p o s t , m a k in g ro u n d s on
f o o t o r b y m o t o r v e h i c l e , o r e s c o r t i n g p e r s o n s o r p r o p e r t y . M a y b e d e p u t iz e d
to m a k e a r r e s t s .
M a y a ls o h e lp v i s i t o r s
and c u s t o m e r s b y a n s w e r in g
q u e s t io n s and g iv in g d i r e c t i o n s .
G u a rd s e m p lo y e d b y e s t a b lis h m e n t s w h ic h p r o v id e p r o t e c t i v e s e r ­
v i c e s on a c o n t r a c t b a s is a r e in c lu d e d in th is o c c u p a t io n .
F o r w a g e s tu d y p u r p o s e s , g u a r d s a r e c l a s s i f i e d as f o llo w s :
G u ard A
E n fo r c e s
r e g u la t io n s d e s ig n e d to p r e v e n t b r e a c h e s o f s e c u r it y .
E x e r c i s e s ju d g m e n t an d u s e s d i s c r e t i o n in d e a lin g w ith e m e r g e n c i e s and
s e c u r i t y v io la t io n s e n c o u n t e r e d .
D e t e r m in e s w h e t h e r f i r s t r e s p o n s e s h o u ld
b e t o in t e r v e n e d i r e c t l y (a s k in g f o r a s s i s t a n c e w h en d e e m e d n e c e s s a r y and
t im e a l l o w s ) , to k e e p s itu a tio n u n d e r s u r v e i l l a n c e , o r to r e p o r t s itu a tio n
s o th at it ca n b e h a n d le d b y a p p r o p r ia t e a u t h o r ity .
D u tie s r e q u ir e s p e ­
c i a l i z e d tr a in in g in m e t h o d s and te c h n iq u e s o f p r o t e c t in g s e c u r i t y a r e a s .
C o m m o n ly , th e g u a r d is r e q u ir e d to d e m o n s t r a t e co n tin u in g p h y s ic a l f it n e s s
and p r o f i c i e n c y w ith f i r e a r m s o r o t h e r s p e c i a l w e a p o n s .
G u a rd B
C a r r i e s ou t in s t r u c t io n s p r i m a r i l y o r ie n t e d t o w a r d in s u r in g that
e m e r g e n c i e s and s e c u r i t y v io la t io n s a r e r e a d ily d i s c o v e r e d and r e p o r t e d to
a p p r o p r ia t e a u t h o r ity .
I n t e r v e n e s d i r e c t l y o n ly in s itu a tio n s w h ic h r e q u ir e
m in im a l a c tio n to s a fe g u a r d p r o p e r t y o r p e r s o n s .
D u tie s r e q u ir e m in im a l
t r a in in g . .C o m m o n ly , th e g u a r d is n o t r e q u ir e d t o d e m o n s t r a t e p h y s ic a l
f it n e s s .
M a y b e a r m e d , but g e n e r a lly is n o t r e q u ir e d to d e m o n s t r a t e
p r o f i c i e n c y in th e u s e 'o f f i r e a r m s o r s p e c i a l w e a p o n s .
J A N IT O R , P O R T E R , O R C L E A N E R
C le a n s and k e e p s in an o r d e r l y c o n d it io n f a c t o r y w o r k in g a r e a s and
w a s h r o o m s , o r p r e m i s e s o f an o f f i c e , a p a r tm e n t h o u s e , o r c o m m e r c i a l o r
o t h e r e s t a b lis h m e n t . D u tie s in v o lv e a c o m b in a t io n o f th e f o llo w in g : S w e e p in g ,
m o p p in g o r s c r u b b in g , and p o lis h in g f l o o r s ; r e m o v in g c h ip s , t r a s h , and o t h e r
r e f u s e ; d u s tin g e q u ip m e n t, fu r n it u r e , o r f ix t u r e s ; p o lis h in g m e t a l f ix t u r e s o r
t r im m in g s ; p r o v id in g s u p p lie s and m i n o r m a in te n a n c e s e r v i c e s ; and c le a n in g
l a v a t o r i e s , s h o w e r s , and r e s t r o o m s .
W o r k e r s w h o s p e c i a l i z e in w in d o w
w a s h in g a r e e x c lu d e d .

Service Contract
Act Surveys
The following areas are sur­
veyed periodically for use in admin­
istering the Service Contract Act
of 1965. Survey results are pub­
lished in releases which are availa­
ble, at no cost, while supplies last
from any of the BLS regional offices
shown on the back cover.
Alaska (statewide)
Albany, Ga.
Alexandria, La.
Alpena, Standish, and
Tawas City, Mich.
A sheville, N.C.
Atlantic City, N.J.
Augusta, Ga.—
S.C .
Austin, Tex.
Bakersfield, Calif.
Baton Rouge, La.
Battle Creek, Mich.
Beaumont—Port A rth u rOrange, Tex.
Biloxi—
Gulfport and
Pascagoula, M iss.
Bremerton, Wash.
Bridgeport, Norwalk, and
Stamford, Conn.
Brunswick, Ga.
Cedar Rapids, Iowa
Champaign—
Urbana—
Rantoul, 111.
Charleston, S.C.
Cheyenne, Wyo.
Clarksville—
Hopkinsville, T enn.—
Ky.
Colorado Springs, Colo.
Columbia, S.C.
Columbus, M iss.
Crane, Ind.
Decatur, 111.
Des Moines, Iowa
Dothan, Ala.
Duluth—
Superior, Minn.— is.
W
El P aso, T ex ., and Alamogordo—
Las
C ruces, N. Mex.
Eugene—
Springfield and Medford—
Klamath Falls—
Grants Pass—
Roseburg, Oreg.
Fayetteville, N.C.
Fitchburg— eom in ster, M ass.
L




Fort Riley—Junction City, Kans.
Fort Smith, Ark.—
Okla.
Fort Wayne, Ind.
Frederick—
Hagerstown—
Chambersburg, Md.—
Pa.
Gadsden and Anniston, Ala.
Goldsboro, N.C.
Grand Island—
Hastings, Nebr.
Guam, Territory of
Harrisburg—
Lebanon, Pa.
La C rosse, W is.
Laredo, Tex.
Lawton, Okla.
Lexington-Fayette, Ky.
Lima, Ohio
Logans port—Peru, Ind.
Lower Eastern Shore, Md.—
Va.—
Del.
Macon, Ga.
Madison, W is.
Maine (statewide)
McAllen—
Pharr—
Edinburg and
Brownsville—
HarlingenrSan Benito, Tex.
Meridian, M iss.
Middlesex, Monmouth, and
Ocean C o s ., N.J.
Mobile and Pensacola, A la.—
Fla.
Montana (statewide)
Nashville—
Davidson, Tenn.
New Bern^Jacksonville, N.C.
New Hampshire (statewide)
New London—
Norwich, Conn.—
R.I.
North Dakota (statewide)
Northern New York
Orlando, Fla.
Oxnard—
Simi Valley—
Ventura, Calif.
Phoenix, A riz.
Pine Bluff, Ark.
Pueblo, Colo.
Puerto Rico
Raleigh—
Durham, N.C.
Reno, Nev.
Riverside—
San Bernardino—
Ontario, Calif.
Salina, Kans.
Salinas—
Seaside—
Monterey, Calif.
Sandusky, Ohio
Santa Barbara—
Santa Maria—
Lom poc, Calif.

Savannah, Ga.
Selm a, Ala.
Sherman—
Denison, Tex.
Shreveport, La.
South Dakota (statewide)
Southern Idaho
Southwestern Virginia
Springfield, 111.
Springfield—
Chicopee—
Holyoke,
M a ss.—
Conn.
Stockton, Calif.
Tacom a, Wash.
Tampa—
St. Petersburg, Fla.
Topeka, Kans.
Tulsa, Okla.
Upper Peninsula, Mich.
Vallejo—
Fairfield—
Napa, Calif.
Vermont (statewide)
Virgin Islands of the U.S.
Waco and Killeem-Tem ple, Tex.
Waterloo—
Cedar F a lls, Iowa
West Texas Plains
West Virginia (statewide)
Wilmington, Del.— J.—
N.
Md.
Yakima, Richland—Kennewick, and
Walla Walla—
Pendleton,
Wash.—
Oreg.

ALSO A VAILABLE—
An annual report on salaries for
accountants, auditors, chief account­
ants, attorneys, job analysts, direc­
tors of personnel, buyers, chem ists,
engineers, engineering technicians,
drafters, a n d clerical employees
is available.
Order as BLS B ulle­
tin 1931, National Survey of P ro­
fessional, Administrative, Technical
and Clerical Pay, March 1976, $1.35
a copy, from any of the BLS r e ­
gional sales offices shown on the
back cover, or from the Superin­
tendent of Documents, U.S. Govern­
ment Printing Office, Washington,
D.C. 20402.

Area Wage
Surveys
A l i s t o f th e l a t e s t b u lle t in s a v a ila b le is p r e s e n t e d b e lo w .
B u lle tin s
m a y b e p u r c h a s e d f r o m a n y o f th e B L S r e g io n a l o f f i c e s sh ow n on th e b a c k
c o v e r , o r f r o m th e S u p e r in te n d e n t o f D o c u m e n t s , U .S. G o v e r n m e n t P r in t in g
O f f i c e , W a s h in g t o n ' D .C . 2 0 4 0 2 .
M a k e c h e c k s p a y a b le to S u p e r in te n d e n t o f
D o cu m e n ts.
A d ir e c t c f r y o f o c c u p a t io n a l w a g e s u r v e y s , c o v e r i n g th e y e a r s
1950 th r o u g h 1 9 7 5 , is a v a ila b le on r e q u e s t .

A rea

Akron, Ohio, Dec. 1 9 7 6 1_______________________________
Albany—
Schenectady—
Troy, N .Y ., Sept. 1976 _________
Anaheim—
Santa Ana—
Garden Grove,
C alif., Oct. 1976_______________________________________
Atlanta, G a ., May 1977_________________________________
B altim ore, M d., Aug. 1976_____________________________
B illings, Mont., July 1976______________________________
Birmingham, A la ., Mar. 1977_________________________
Boston, M a ss., Aug. 1976 ______________________________
Buffalo, N .Y ., Oct. 1976 _______________________________
Canton, Ohio, May 1976________________________________
Chattanooga, Tenn.— a ., Sept. 1976 __________________
G
Chicago, 111., May 1976 ________________________________
Cincinnati, Ohio—
Ky.—
Ind., M ar. 1976_________________
Cleveland, Ohio, Sept. 1 9 7 6 .___________________________
Columbus, Ohio, Oct. 1976_____________________________
Corpus Christi, T ex ., July 1976_______________________
Dallas—
Fort Worth, T e x ., Oct. 1976__________________
Davenport—
Rock Island—
Moline, Iowa—
111., Feb. 197 6
Dayton, Ohio, Dec. 1976 _______________________________
Daytona Beach, F la ., Aug. 197 6 _______________________
Denver—
Boulder, C olo., Dec. 1976____________________
Detroit, M ich., Mar. 1977______________________________
Fresno, C alif., June 1976 ______________________________
Gainesville, F la ., Sept. 1976 __________________________
Green Bay, W is., July 1976____________________________
Greensboro—
Winston-Salem—
High Point,
N .C ., Aug. 1976________________________________________
Greenville—
Spartanburg, S .C ., June 1976 1____________
Hartford, Conn., Mar. 1977____________________________
Houston, T e x ., Apr. 1976_______________________________
Huntsville, A la ., Feb. 1 977 1___________________________
Indianapolis, Ind., Oct. 197 6 ___________________________
Jackson, M is s ., Feb. 1977 1____________________________
Jacksonville, F la ., Dec. 1976 1_________________________
Kansas City, M o .-K a n s., Sept. 1 9 7 6 1 _________________
Los Angeles—
Long Beach, C alif., Oct. 1976__________
Louisville, Ky.—
Ind., Nov. 197 6 ________________________




B u lle t in n u m b e r
and p r i c e *
1 9 0 0 -7 6 , 85 c e n ts
1 9 0 0 -5 9 , 55 c e n ts
1 9 0 0 -6 7 ,
1 9 5 0 -1 7 ,
1 9 0 0 -5 2 ,
1 9 0 0 -3 9 ,
1 9 5 0 -8 ,
1 9 0 0 -5 3 ,
1 9 0 0 -7 0 ,
1 9 0 0 -2 8 ,
1 9 0 0 -5 7 ,
1 9 0 0 -3 2 ,
1 9 0 0 -7 ,
1 9 0 0 -6 2 ,
19 0 0 - 68,
1 9 0 0 -4 1 ,
1 9 0 0 -6 3 ,
1 9 0 0 -2 5 ,
1 9 0 0 -7 8 ,
1 9 0 0 -4 5 ,
1 9 0 0 -7 3 ,
1 9 5 0 -1 3 ,
1 9 0 0 -2 9 ,
1 9 0 0 -5 4 ,
1 9 0 0 -3 7 ,

75 c e n ts
$ 1.20
85 c e n ts
55 c e n ts
85 c e n ts
85 c e n ts
75 c e n ts
55 c e n ts
55 c e n ts
$ 1 .05
75 c e n ts
95 c e n ts
75 c e n ts
55 c6 n ts
85 c e n ts
55 c e n ts
85 c e n ts
45 c e n ts
85 c e n ts
$ 1.20
55 c e n ts
45 c e n ts
55 c e n ts

1 9 0 0 -4 7 , 65 c e n ts
1 9 0 0 -3 6 , 85 c e n ts
80 c e n ts
1 9 5 0 -9 ,
1 9 0 0 -2 6 , 85 c e n ts
1 9 5 0 -4 ,
$ 1.40
1 9 0 0 -5 8 , 75 c e n ts
1 9 5 0 -2 ,
$ 1.5 0
1 9 0 0 -8 0 , 85 c e n ts
1 9 0 0 -6 0 , $ 1 .05
1 9 0 0 -7 7 , 85 c e n ts
1 9 0 0 -6 9 , 55 c e n ts

A rea
M e m p h is , T&nn.— r k .— i s s . , N o v . 1976 1_____________________
A
M
M ia m i, F l a . , O ct. 197 6 ___________________________________________
M ilw a u k e e , W i s ., A p r . 1977 ____________________________________
M in n e a p o lis —
St. P a u l, M in n .—W i s ., Jan. 1 9 7 7 ________________
N a s s a u — u ffo lk , N. Y . , June 1976 _______________________________
S
N e w a r k , N .J ., J a n 1977 __________________________________________
N ew O r le a n s , L a . , Jan. 1977 1__________________________________
N ew Y o r k , N .Y .— . J . , M a y 197 6 ________________________________
N
N o r fo lk —V ir g in ia B e a c h —P o r t s m o u t h , V a .—
N .C ., M a y 19 7 7 ___________________________________________________
N o r fo lk —V ir g in ia B e a c h —P o r t s m o u t h and
N e w p o r t N e w s — a m p to n , V a .— .C ., M a y 1977_____________
H
N
N o r t h e a s t P e n n s y lv a n ia , A u g . 1976 ____________________________
O k la h o m a C it y , O k la ., A u g . 197 6 ____________________________ __
O m a h a , N e b r .— w a , O c t. 197 6 _________________________________
Io
P a t e r s o n —C lifto n —P a s s a i c , N .J ., June 1976 __________________
P h ila d e lp h ia , P a . - N . J . , N ov. 1976 1____________________________
P it t s b u r g h , P a ., Jan. 1977 ______________________________________
P o r t la n d , M a in e , D e c . 1 9 7 6 1 ___________________________________
P o r t la n d , O r e g .—W a s h ., M a y 1976 _____________________________
P o u g h k e e p s ie , N .Y ., Jun e 1976 ________________________________
P o u g h k e e p s ie — in g s to n — e w b u r g h , N . Y . , June 1 9 7 6 ____ ____
K
N
P r o v i d e n c e —W a r w ic k —P a w tu c k e t, R .I .—
M a s s . , June 1977 1 ______________________________________________
R ic h m o n d , V a ., June 1977 1 _____________________________________
St. L o u is , M o .—111., M a r . 1977 _________________________________
S a c r a m e n t o , C a l i f ., D e c . 1976 _________________________________
S a g in a w , M ic h ., N ov . 197 6 1_____________________________________
S a lt L a k e C ity —O g d e n , U tah , N o v . 1 9 7 6 _______________________
San A n t o n io , T e x ., M a y 1977 1___________________________________
S an D ie g o , C a l i f ., N o v . 1 9 7 6 ____________________________________
San F r a n c i s c o —O a k la n d , C a l i f ., M a r . 1976 ___________________
San J o s e , C a l i f ., M a r . 1 9 7 7 _____________________________________
S e a t tle —E v e r e t t , W a s h ., Jan 1 9 7 7 * _____________________________
S ou th B e n d , In d ., M a r . 197 6 ____________________________________
S y r a c u s e , N .Y ., J u ly 1 9 7 6 _______________________________________
T o l e d o , O h io— i c h . , M a y 1 9 7 7 _________________________________
M
T r e n t o n , N .J ., S ep t. 1 9 7 6 ________________________________________
W a s h in g to n , D .C .— d .—V a . , M a r . 1977 _______________________
M
W ic h it a , K a n s ., A p r . 1977 1 _____________________________________
W o r c e s t e r , M a s s . , A p r . 1977 __________________________________
Y o r k , P a ., F e b . 1977 _____________________________________________

B u lle tin n u m b e r
and p r i c e *
1 9 0 0 -7 5 ,
1 9 0 0 -6 6 ,
1 9 5 0 -1 4 ,
1 9 5 0 -3 ,
1 9 0 0 -3 5 ,
1 9 5 0 -7 ,
1 9 5 0 -5 ,
1 9 0 0 -4 8 ,

85 ce n ts
75 ce n ts
$ 1.10
$ 1.60
85 c e n ts
$ 1.60
$ 1 .6 0
$ 1.05

1 9 5 0 -2 0 , 70 c e n ts
1 9 5 0 -2 1 ,
1 9 0 0 -4 3 ,
1 9 0 0 -4 2 ,
1 9 0 0 -6 1 ,
1 9 0 0 -3 8 ,
1 9 0 0 -6 4 ,
1 9 5 0 -1 ,
1 9 0 0 -7 2 ,
1 9 0 0 -5 1 ,
1 9 0 0 -5 0 ,
1 9 0 0 -5 5 ,

70 ce n ts
65 c e n ts
55 ce n ts
55 ce n ts
55 ce n ts
$ 1 .1 0
$ 1.50
85 c e n ts
75 ce n ts
45 ce n ts
55 ce n ts

1 9 5 0 -2 2 ,
1 9 5 0 -2 3 ,
1 9 5 0 -1 0 ,
1 9 0 0 -7 1 ,
1 9 0 0 -7 4 ,
1 9 0 0 -6 5 ,
1 9 5 0 -2 4 ,
1 9 0 0 -7 9 ,
1 9 0 0 -9 ,
1 9 5 0 -1 9 ,
1 9 5 0 -1 2 ,
1 9 0 0 -5 ,
1 9 0 0 -4 4 ,
1 9 5 0 -1 8 ,
1 9 0 0 -5 6 ,
1 9 5 0 -1 1 ,
1 9 5 0 -1 6 ,
1 9 5 0 -1 5 ,
1 9 5 0 -6 ,

$ 1.20
$ 1.10
$ 1.20
55 ce n ts
75 ce n ts
55 c e n ts
$ 1.10
55 ce n ts
95 c e n ts
$ 1.00
$ 1 .2 0
55 ce n ts
55 c e n ts
80 c e n ts
55 c e n ts
$ 1.20
$ 1.10
70 c e n ts
$ 1.10

* Prices are determined by the Government Printing Office and are subject tci change,
1 Data on establishment practices and supplementary wage provisions are also presented.

U.S. Department of Labor
Bureau of Labor Statistics
Washington, D.C. 20212

Postage and Fees Paid
U.S. Department of Labor
Third Class Mail

Official Business
Penalty for private use, $300

Lab-441

Bureau of Labor Statistics Regional Offices
Region I

Region II

Region 11
1

Region IV

1603 JFK Federal Building
Government Center
Boston, Mass. 02203
Phone: 223-6761 (A reaC o de617)

Suite 3400
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New York, N.Y. 10036
Phone: 399-5406 (A reaC o de212)

3535 Market Street,
P.O. Box 13309
Philadelphia, Pa. 19101
Phone: 596-1154 (A reaC o de215)

Suite 540
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Phone:881-4418 (Area Code 404)

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Region V

Region VI

Regions VII and VIII

Regions IX and X

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Phone: 353-1880 (A reaC o de312)

Second Floor
555 G riffin Square Building
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Phone: 749-3516 (A reaC o de214)

Federal O ffice Building
911 W alnut St., 15th Floor
Kansas C ity, Mo. 64106
Phone: 374-2481 (A reaC o de816)

450 Golden Gate Ave.
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Phone: 556-4678 (A reaC o de415)

Arkansas
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VII
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IX
Arizona
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VIII
Colorado
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X
Alaska
Idaho
Oregon
W ashington

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