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Area
Wage
Survey

^ .3 :
sro - o2 6

Bulletin 1950-26
U.S. Department of Labor
Bureau of Labor Statistics

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V

Davenport—Rock Is la n d Moline, Iowa—Illinois,
Metropol itan Area, May 1977

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 D a v e n p o r t —R o c k I s la n d —
M o lin e , Iowa— l l i n o i s , Standard M e t r o p o lit a n S ta tis tic a l A r e a .
I
The su rv ey
w a s m a d e as p a r t o f th e B u r e a u o f L a b o r S t a t i s t i c s ' annual a r e a w a g e s u r v e y
program .
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 K a n s a s
C i t y , M o . , 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 E d w a r d C h a i k e n , A s s i s t a n t
R egion al C o m m is s io n e r f o r O p era tion s.
The s u r v e y cou ld not have b e e n
a c c o m p l i s h e d w it h o u t th e c o o p e r a t i o n o f th 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 the b a s i s f o r the s t a t i s t i c a l i n f o r m a t i o n in th is b u l l e t i n .
T h e B u r e a u w i s h e s t o 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 the c o o p e r a t i o n
receiv ed .
M a t e r i a l in t h is p u b l i c a t i o n i s 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 o f L a b o r S t a t i s t i c s and c i t e th e n a m e and n u m b e r o f th is
p u blication.

Area
Wage
Survey

Davenport—Rock Island—
Moline, Iowa—Illinois,
Metropolitan Area, May 1977

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

Contents

Bulletin 1950-26

I n t r o d u c t i o n -------------------------------------------------------------------

2

T ables:
A.

For sale by the Superintendent of Documents, U.S.
Government Printing O ffice, W ashington, D.C. 20402, GPO
Bookstores, or BLS Regional O ffices listed on back cover.




B -4.
B -5.

E a r n i n g s , all e s t a b l i s h m e n t s :
A - l . W eekly earnings of office
w o r k e r s ---------------------------------------------A - 2 . W eek ly earnings of p r o f e s ­
s io n a l and t e c h n i c a l w o r k e r s -------A - 3 . A v e r a g e w e e k l y e a r n in g s o f
o f f i c e , p r o f e s s i o n a l , and
t e c h n i c a l w o r k e r s , b y s e x -------------A - 4 . H o u r l y e a r n in g s o f m a i n t e ­
n a n c e , t o o l r o o m , and
p o w e r p l a n t w o r k e r s -----------------------A - 5 . H ou rly earnings of m a teria l
m o v e m e n t and c u s t o d i a l
w o r k e r s ---------------------------------------------A - 6 . A v e r a g e h o u r ly earn ings of
m aintenance, t o o lr o o m ,
p o w e r p la n t , m a t e r i a l m o v e ­
m e n t, and c u s t o d i a l w o r k e r s ,
A -7.

B.

Page

Page

B -6.
3

B -7,

An nual p a id h o l i d a y s f o r f u l l ­
ti m e w o r k e r s --------------------------------------14
P a id v a c a t io n p r o v i s i o n s f o r
f u l l - t i m e w o r k e r s ------------------------------15
Health , i n s u r a n c e , and p e n s io n
p la n s f o r f u l l - t i m e w o r k e r s ------------18
L i f e i n s u r a n c e p la n s f o r
f u l l - t i m e w o r k e r s ------------------------------ 19

5
A p p e n d ix A.
A p p e n d ix B.
6

7

8

P e r c e n t i n c r e a s e s in a v e r a g e
h o u r l y e a rn in g s , a d j u s t e d f o r
e m p l o y m e n t shifts, f o r s e ­
l e c t e d o c c u p a t i o n a l g r o u p s -------------- 10

E s t a b l i s h m e n t p r a c t i c e s and s u p p l e ­
m e n ta ry wage p r o v is io n s :
B -l,
M in im u m en tran ce s a la r ie s
f o r i n e x p e r i e n c e d ty p is ts
and c l e r k s ------------------------------------------ 11
B - 2 , L a t e shift p a y p r o v i s i o n s f o r
f u l l - t i m e m a n u f a c t u r in g
plant w o r k e r s ------------------------------------- 12
B - 3 . S c h e d u le d w e e k l y h o u r s and
days of fu ll-tim e f i r s t - s h if t
w o r k e r s ------------------------------------------------ 13

S c o p e and m e t h o d o f s u r v e y --------------23
O c c u p a t i o n a l d e s c r i p t i o n s ---------------- 29

Introduction
This area is 1 of 74 in which the U.S. Department of L abor'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 -s e r ie s tables) are collected annually. Infor­
mation on establishment practices and supplementary wage benefits (B series tables) is obtained every third year.
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 r e ­
gional estim ates, projected from individual metropolitan area data, for all
Standard Metropolitan Statistical A reas in the United States, excluding Alaska
and Hawaii.
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.
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 as, tables A - 8 through A - 13 provide sim ilar data for establishments
employing 500 workers or m ore.




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 w orkers.
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 small 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.
B -s e r ie s tables
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 plans;
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 re a's industrial composition in manufacturing, and on
labor-m anagem ent agreement coverage.
Appendix B provides job descriptions used by Bureau field econ­
om ists to cla ssify workers by occupation.

A.

E a rn in g s

Table A-1. Weekly earnings of office workers in Davenport—Rock Island—Moline, Iowa—III., May 1977
N um ber o f w o r k e r s r e c e iv in g s t r a ig h t-t im e w e e k ly ea rn in gs o f—
O ccu p a tion and in d u s tr y d iv is io n

of
workers

A verage
weekly
hours *
(standard)

S

$
M e an

2

M edian

2

Middle range

2

90

$

$

t

$

*

%

$

$

$

*

S

S

$

S

$

$

$

$

$

100

110

1 20

130

14 0

150

160

170

180

200

220

240

260

280

300

320

34 0

360

380

400

11 0

120

130

140

150

160

170

180

200

220

240

260

280

300

320

340

36 0

380

400

420

10
6
4

16
4
12

10
3
7

3
1

17
12
5

57
35
22

80
47
33
17

63
47
16
7

77
62
15
1

75
66
9
4

3
3

7
7

10
10

-

-

-

-

54
36
18
3

27
26
1

-

60
28
32
2

-

6

10
6
4
1

27
27

2

-

-

-

-

-

2

4

2

2

5

5

-

-

i

-

4

3

6

10

5
1

1
1

10
9

9
4

1
1

4
2

2
2

2

10
1

25

23
1

-

1

-

6

22
14

38
11

45
16

44
9

67
14

51

-

-

-

-

-

~

“

12
7

7

5
4

2

-

-

-

-

6

3
3

2

-

-

14
4

10
6

5
5

8
8

-

-

-

and
under

10 0

ALL W O R K E R S
S E C R E T A R I E S -------------------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 ---------P U BL IC U T I L I T I E S ------SECRETARIES.

613
427
186
44

4 0 .0
4 0.0
3 9.5
3 9.5

2 53 .00
2 67 .50
2 1 9 .00
232.00

2 5 7 .50
2 72 .50
2 1 8 .50
251.00

I 0 7 . 00- I9 8 .0 0

2 3 0 . 00- 3 05 .50
184. 50- 2 5 8 .0 0
2 1 5 . 50- 2 66 .50

-

-

7
1

-

-

6

-

-

i

2

-

-

C L A S S A ------

45

4 0 .0

3 0 1 .50

3 4 6 .00

2 3 4 . 00- 3 9 5 . 5 0

-

-

-

-

1

-

-

S E C R E T A R I E S . C L A S S B -----N O N M A N U F A C T U R I N G ----------

103
30

3 9.5
3 9 .5

2 74 .00
203 .00

314.50
191 .00

2 0 0 . 00- 336 .50
1 67 . 50- 2 2 5 .0 0

-

-

-

2

6

2

-

-

-

-

"

5

2

-

SECRETARIES.

C ---------------

290
83

4 0.0
3 9 .5

259.00
2 3 6 .50

268 .00
2 49 .50

2 3 7 . 00- 292.50
2 0 8 . 50- 2 7 2 .5 0

-

-

6

-

6

-

-

5

-

4

1
1

1

-

3
1

-

-

S E C R E T A R I E S . C L A S S 0 -----M A N U F A C T U R I N G -------------

79
60

40.0
4 0 .0

213.50
218.00

1 96 .50
200 .00

1 8 0 . 0 0 - 2 5 5 . OU
1 8 0 . 00 - 2 5 9 .00

-

-

1

4
2

1
1

2
1

6
6

24
19

6

-

2
1

5

3
3

5

-

1

_

15

21

7

-

-

6
2

11

1
6

10

4

-

-

-

38
31
7

31
28
3

31
24
7

10
10

2
2

_

_

-

-

-

-

“

-

-

-

-

61
48
13

26
26

26

11

-

-

-

-

-

-

-

26

2

2

4
7

6
2
4

10

3

5
5

2
1

-

4

-

-

4

“

C L AS S

nonmanufacturing

-

-

-

-

-

-

4

-

-

-

-

-

2
2

-

-

S E C R E T A R I E S . C L A S S E -----M A N U F A C T U R I N G ------------N O N n A N U F A C T U R I N G ----------

96
49
47

39.5
4 0.0
3 9 .0

222 .50
235.00
209 .50

2 15 .00
210 .50
2 15 .00

1 9 4 . 00- 2 5 9 . 0 0
1 98 . 00- 280 .50
1 7 9 . 00- 2 4 9 . 5 0

S T E N O G R A P H E R S ----------------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 ----------

292

207.50

187
105

3 9 .5
4 0 .0
3 9.0

185 .00

208 .00
221 .50
185 .00

174. 50- 240.50
2 0 7 . 50- 2 49 .50
156. 50- 2 0 8 .0 0

S T E N O G R A P H E R S . G E N E R A L --M A N U F A C T U R I N G -------------N O N h A N U F A C T U R I N G ----------

183
128
55

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

2 07.00
2 1 5 .00
1 89 .00

209 .50
2 1 4 .50
1 85 .00

193 . 50- 234.00
2 0 8 . 00- 2 3 7 . 0 0
1 44 . 00- 2 1 3 .00

S T E N O G R A P H E R S . SEN I OR ----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 ----------

109
59
50

39.5
4C .0
3 9 .0

2 08 .00
2 30.50
1 81.00

194 .50
264 .00
172.00

1 6 1 . 00- 2 6 5 . 0 0
1 6 9 . 00- 2 7 6 .50
1 6 1 . 00- 1 9 7 . 5 0

-

-

-

TRANSCRIBING-MACHINE TYPISTS
N O N M A N U F A C T U R I N G ----------

52

164 .00
167 .50

160 .50
1 65 .00

1 4 8 . 00- 1 7 2 .5 0
149. 00- 178 .00

-

-

1

44

3 9 .0
3 8 .5

-

-

T Y P I S T S ------------------------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 ----------

378
28 7
91

39.5
4 0 .0
3 8.5

1 85.00
196.50
1 50 .00

1 93 .00
2 04 .00
142.00

1 4 0 . 00 - 2 1 8 . 0 0
1 68 . 50- 2 2 8 .5 0
1 2 5 . 00- 1 67.00

1
1

T Y P I S T S . C L A S S A ----------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 ---------

178
1 52
26

4 0 .0

215 .50

2 15 .00

1 9 6 . 00- 2 4 6 .0 0

4 0 .0
3 9 .0

221.50
1 79 .00

222.00 2 0 8 . 0 0 - 2 5 3 . 5 0

-

1 74 .50

1 62. 50- 1 97.50

-

-

"

-

T Y P I S T S . C L A S S B ----------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 ----------

200

39.5
40.0
3 8 .5

1 58.00
167 .50
138 .00

146 .00
188 .00
130.00

1 2 5 . 00- 1 8 9 . 5 0
1 2 6 . 00- 1 9 7 .5 0
1 25 . 00- 1 44.00

1
1

5
5

24
16
8

189.00
214.00
157 .50

201.00 1 4 5 . 5 0 - 2 2 5 . 5 0

20

100

39.5
4 0 .0
3 9 .5

215 .50
1 40 .50

197. 50- 226.50
1 06 . 00- 2 08 .00

20

12
1
11

111

4 0 .0

227 .50

2 2 5 .50

2 1 0 . 00- 2 5 3 . 5 0

-

-

F I L E C L E R K S -------------------M A N U F A C T U R I N G ------------N O N H A N U F A C T U R I N G --------FI LE C L E R K S .

C L A S S A ------

1 35
65
225
125

220.00

-

4

4

17

7

36

67

1

3
4

15

16

21

50
17

2

3

3

22

-

-

-

2

3

1
2

14

7
9

14

-

9
5
4

4
2

8

13

2

13

4

11
10

8

13

3

3

6

11

3

7
7

47
23
24

14

26

13

76

11

6

11
6

7

4
10

15

7

5

1
6

66
10

-

2

10
10

4
1

10
6

7

20
13

2

"

3

4

47
23
24

12

16

-

1

-

-

8

15

9
5
4

1

4

1

-

12

8

4

3

12

2
6

~

-

12
2
10

4

-

-

-

2

-

-

-

6
6

-

-

-

-

-

-

-

4
4

-

-

-

-

-

-

5

-

11

15

6

7

12

8
4
4

6
1
5

-

6

-

6

1

-

1

-

-

5
5

24
16

-

-

8

-

-

-

2
2

7
5

-

-

3

1

16
1

8
4
4

-

2

10
11

See footnotes at end of t a b le s .




1

5

14

1

a
1

20
20

1

6

-

“

-

-

-

-

-

-

-

-

-

-

-

-

“

-

10
10

2
2

-

“

“

-

-

-

-

“

~

-

-

-

~

-

-

-

~
-

-

-

-

-

-

-

“
-

-

-

“

63
60

33

4ti
48

10
10

-

30

-

-

3

3

~

-

-

-

45

23

42
3

22
1

47
47

10
10

-

“

-

-

-

18
18

10

1
1

_

_

-

-

-

-

56
53
3

-

2

"

-

-

-

-

-

-

-

-

33
26
7

52
43
9

29
21
8

31
26
5

5

2

-

-

-

-

-

-

1
2

2
1
1

2

-

-

-

-

-

-

3

2

-

-

-

-

-

-

1

2

4

40

24

31

5

2

-

-

-

-

-

-

1
6

7

8

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

_

_

_

-

-

-

-

-

Table A-1. Weekly earnings of office workers in Davenport—Rock Island—Moline, Iowa—III., May 1977— Continued
W e e k l y ea r n i n gs *
( s t a nd a r d )

N u m ber o f w o r k e r s r e c e iv in g s t r a ig h t-t im e w e e k ly e a rn in g s o f

A vera ge
w e e k ly

O ccu p a tion and in d u s tr y d iv is io n

h o u rs

90

1

and
u nd er

( s t a n d a r d)

100

100

110

_

_

110

120

120

_

130

_

130

1 ^0

150

_

140

_

150

160

_
160

170

180

200

220

240

260

280

300

320

340

360

380

400

180

200

220

240

260

280

300

320

340

360

380

400

420

42
17

31
16

35
29

26

20

33
23
10
8

29
29

31
23
8

29
29

_
170

AL L U 0 R K E R S —
CONTINUED

FILE CLERKS - CONTINUED
3 9 .0
39.0

160 .50
1 41 .50

134.50124.00-

197.50
160.50

167.50
1 47.00

181 .00
1 34 .50

127.00112.50-

197.50
172.5U

111.50-

238.50

5

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

M E S S E N G E R S ------------NONNANUFACTURING —

1 64 .50
1 50.00

3 9 .0
3 8.5

FI LE C L E R K S . C L A S S B
NONNANUFACTURING —

1 45.00
158.50
137 .00

137.00
150.00
136.00

125.00132.00124.00-

150.00
169.50
140.50

22

4 0.0
4 0 .0

186 .50
190 .50

1 80 .00
1 6 8 .00

148.00136.00-

220.50
242.00

6
6

SWITCHBOARD OPERATORS
SWITCHBOARD OPERATOK-RECEPTIONISTSN A N U F A C T U R I N G ---------------------N O N N A N U F A C T U R I N G -----------------O R DE R C L E R K S ---MANUFACTURING

71
45
47

4 0 .0

2 08 .00

2 0 4 .00

164.00-

39.5
4 0.0
3 9 .5
4 0 .0

193 .00
226 .00
1 6 9 .50
2 2 2 .0 0

178 .00
230 .00
1 62.50
207.50

145.00172.50140.00170.00-

237.00
280.50
190.00
275.00

A C C O U N T I N G C L E R K S . CLA S S A
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 -----------

238
136
102

39.5
4 0 .0
3 9 .0

2 30.00
2 5 4 .50
1 9 7 .50

2 3 0 .00
2 74 .00
1 88 .50

177.50230.00165.00-

280.50
295.00
218.00

ACCOUNTING C L ER KSi
M A N U F A C T U R I N G --NONNANUFACTURING

272
77
195

3 9 .5
4 0 .0
3 9.5

160 .50
175 .00
1 54 .50

1 50.50
172.50
1 48.50

129.50132.50128.50-

182.50
208.00
176.00

3 9 .5
39.0

154 .50
159 .00

160 .00
165.00

138.50136.00-

5
17

241.00

510
213
297
33

175.00
198.00

ORDER CLERKS.

C L A S S A -------

A C C O U N T I N G C L E R K S ---M A N U F A C T U R I N G ----NONNANUFACTURING —
PUBLIC UTILITIES

BOOKKEEPING-MACHINE
NONNANUFACTURING

O P E R A T O R S ----

14
5

1
1

6
19
3
16

12
7
5

25
5
20

51
13
38

53
19
27
5

3
28

16
5
1

9
31

P A Y R O L L C L E R K S -----MANUFACTURING —
N0NHANUFACTURIN6

109
80
29

4 0 .0
4 0 .0
40.0

2 0 7 .00
215.50
183 .50

2 08 .00
2 1 8 .50
178.50

156.00162.00153.00-

245.00
254.50
202.00

KEYPUNCH OPERATORS —
M A N U F A C T U R I N G ----NONNANUFACTURING —
PUBLIC UTILITIES

360
229
131
26

3 9.5
39.5
3 9 .5
4 0 .0

195 .00
2 04 .50
179 .50
1 9 4 .00

1 9 6 .00
2 11 .50
1 73 .00
1 96 .00

151.50161.00144.00145.00-

240.50
252.00
211.50
247.50

12

KE YPUNCH OPERATORS.
M A N U F A C T U R I N G ----NONMANUFACTURING —

179

40.0

233.50

2 3 7 .00

14 6
33

4 0 .0
3 9 .5

2 35 .00
2 27 .00

239 .00
229 .50

213.50215.00208.00-

KEYPUNCH OPERATORS.
M A N U F A C T U R I N G ----NONNANUFACTURING —

3 9 .5

1 57 .50
150.50
1 63 .50

1 52 .00
152 .00
1 4 9 .50

138.00138.00144.00-

170.00
161.00
184.00

14
3

3 9 .5
3 9 .5

6

7

14

11

1

8

10

6

1

27

44
34
10

15
9
26
5

37
30
7

8
19
3

38
30

8

12
6

4

31
18
13

33
7
26

31
26
5

33
7

34
29

62

30

5u
12

23
7

61
49
12

23

2

40

5
4

1

2

9

5

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




9
8

6
31
18
13

24
21

14
10

7

1

6

33
10
23

11
10

10
2

256.50
257.00
253.50

181
83
98

29
4
25

11

4
3

17
11

11

23
4
19
2

6
5

18
3
15

25

2




F professional and technical workers in Davenport—Rock Island—Moline, Iowa—III., May 1977
W e e k ly earnings1

N u m b e r

( s ta nd ar d)
A ve ra g e

$

wee k ly
s t a nda rd )

120
M ean2

M edian

2

M idd le range

2

o f

w o r k e r s

S

$
1 3 0

r e c e iv in g

$
1 4 0

1 5 0

s t r a ig h t -t im e

s

S
1 6 0

$

200

1 8 0

w e e k ly

S

e a rn in g s

$

220

2 4 0

o f ---$

i

$
2 6 0

2 8 0

$
3 0 0

$

S
3 2 0

3 4 0

$
3 6 0

S

*

3 8 0

40 0

S

$

4 2 0

4 4 0

$
4 8 0

5 2 0

an d

and

u n d e r
1 3 0

1 4 0

1 5 0

1 6 0

1 8 0

200

-

-

4 0 . 0

$
4 1 4 . 0 0

$
3 9 8 .5 0

$

1 6 0

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

-

-

-

31

3 9 .0

3 4 9 .5 0

3 3 5 .5 0

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

~

“

“

-

-

22 0

2 4 0

26

0

2 8 0

3 0 0

3 2 0

3 4 0

3 6 0

4 0 0

3 8 0

42 0

4 4 0

12

. 48 0

5 2 0

o v e r

$

6 9

3 9 .5

3 8 9 .5 0

3 8 9 .5 0

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

-

17 9

4 0 . 0

3 1 0 . 0 0

3 1 0 .5 0

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

-

31

3 9 .0

2 6 5 .0 0

2 4 3 . 5 0

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

39

4 0 . 0

3 6 4 . 0 0

3 7 2 .0 0

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

3 5

4 0 .0

3 6 4 .0 0

3 7 2 .0 0

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

_

_

-

-

-

2

4

4

4

6

23

23

1

2
2

4

15

3

_

_

_

i

1

1

“

“

“

i

~

~

1

_

2
2

5

15

4

4

-

4

14

2

-

9

13

24

1
8

3

18

21
21

10

6

22
20
2

1
1

2
2

4

7

3

1
6

3

9

-

i

-

_

~

_

~

_

_

_

100

3 9 .5

3 0 7 .0 0

3 1 0 .5 0

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

26

39 • 0

2 5 3 . 5 0

2 4 0 .5 0

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

-

-

-

"

-

1 7 6

4 0 .0

2 5 6 .5 0

2 5 9 . 5 0

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

1
1

8

1

13 1

1
1

11
8

8

1

3

-

_

_

4 0 . 0

2 7 0 . 5 0

2 6 8 .0 0

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

95

3 9 .5

2 1 6 .0 0

2 0 9 . 0 0

37

4 0 . 0

3 1 0 . 5 0

3 1 2 . 5 0

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

-

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

-

32

4 0 .0

3 0 7 .5 0

2 9 8 .0 0

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

"

75

3 9 . 5

2 5 6 . 0 0

2 6 3 . 0 0

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

-

-

-

-

-

-

-

-

1

-

-

4

-

4

3

2

2
2

1

_

-

-

-

-

"

2

-

-

_

_

2
2

33
4

-

-

8
8

7

3

7

3

15

1

8

_

-

-

-

10
6

5

-

4

5

4

5

i i

-

_

12
2

3

-

-

1

-

-

-

-

2
2

1
1

2
2

_

1
1

2
2

18

25

16

39

20

19

16

7

19

18

25

12

29

16

17

-

-

4

10

4

2

10
6

3

18

27

3

16

27

3

46

4 0 . 0

2 9 1 . 5 0

2 8 9 .0 0

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

-

-

-

7

_

15

3 2 2 . 0 0

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

-

-

-

-

-

3

5

7

1

-

15

2
2

_

2 9 3 . 5 0

1
1

9

4 0 .0

1
1

5

3 8

99

4 0 . 0

2 4 5 . 5 0

2 3 3 .5 0

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

-

-

9

15

7

23

11

i

3

14

11
11

1
1

2
2

90

4 0 .0

2 4 6 .0 0

2 2 8 . 0 0

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

-

-

2
2

-

9

15

7

18

7

i

3

14

95

4 0 . 0

2 0 1 . 5 0

1 9 1 .0 0

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

5

5

19

9

7

7

6
6

4

19

6
6

9

5

11
6

1 7 8 .5 0

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

2 2 0 . 0 0 - 2 6 8 . 0 0

-

78

4 0 . 0

2 7 0 . 5 0

2 5 2 .0 0

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

-

-

-

76

4 0 .0

2 7 0 .5 0

2 5 2 . 0 0

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

-

-

-

1 0 4

4 0 . 0

2 5 9 . 0 0

2 5 2 .0 0

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

-

-

-

33

4 0 .0

2 6 7 .0 0

2 7 7 . 0 0

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

-

33

4 0 . 0

2 6 7 . 0 0

2 7 7 .0 0

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

5

-

-

-

9

7

4

6

6

2 5

-

-

-

-

"

-

-

-

1
1

1

2
2

-

-

1

~
_

-

-

-

-

-

-

_
_

_
_

_
_

_

_

_

-

-

-

_

_

_

_

-

-

_

_

-

-

-

-

-

-

-

-

-

-

-

5

-

-

_

2
1

4

4

-

4

4

-

1
1
1

-

-

-

-

3

1

-

1

-

-

-

-

-

_

4 5

15

45

15

1

9

6 4

18

3

4

1
1

4

3

5

4

3

10
10

-

_

_

_

_

_

-

_

4

8
6
6

-

-

-

_

_

-

_

4

18

5

-

_ _

-

-

_

-

-

-

-

_

_

-

5

6 4

_

-

2
1

_

_

-

_

10
1

6
6

-

-

1
1

-

1 1 i it $ 5 2 0 t o $ 5 6 0 ; 7 a t $ 5 6 0 t o $ 6 0 0 ; 1 a t $ 6 0 0 t o $ 6 4 0 ; a n d 1 at $ 6 8 0 t o $ 7 2 0 .

5

9

_

-

19

2 5 2 .0 0

-

6

7

2 0 0 .0 0

-

2
2

5

2 4 7 . 0 0

-

3

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

4 0 .0

-

2
1
1

4

2 3 3 . 0 0

4 0 . 0

"

3

2 3 7 . 0 0

87

-

3

4 0 . 0

15 2

_

-

3

_

14

2 4 3

6
6

1

-

7

7

-

~

1 1
11

4

_

1

-

-

_

2
2

6

-

-

9

4

3

1

5

10

2

6

-

“

6

3

3

-

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

3

15

7

-

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

14

9

-

-

2 3 9 . 5 0

3

-

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

2 2 9 . 3 0

3

20

5

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

2 3 6 .0 0

5

16

-

2 9 0 .0 0

*20
1

5

4

2 1 1 .0 0

21
2

3 9

2

2 7 7 . 0 0

2 4 7 .0 0

“

15

2 2 1 .0 0

4 0 .0

i

-

4 0 .0

4 0 .0

15

“

25

3 9 .5

2 6

i i

5

6
6

28

2 1 7

11
2

23

4

17

4 7

6
6

14

3

25

11
1
10

-

12

4

8
1

-

10

-

1 1

9

6

2

3

2

~

“

4

4

-

-

_

4

-

~

-

2

“

-

_

-

-

_
-

_

_

-

_

-

_

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex
in Davenport—Rock Island—Moline, Iowa—III., May 1977
A v e ra g e
(m ean2 )
S ex ,

3

o c cu p a tio n ,

a n d

in d u s tr y

d iv is io n

of

W e e k ly

w or k er s

h ou rs
( s t a nd a r d )

O FFICE

O C CU PATIO N S

SE C R E T A R IE S

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

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

S ex,

Num ber

3

o c c u p a tio n ,

an d

in d u s tr y

d iv is io n

earnings1

W e e k ly

O FFICE

6 1 3

4 0 . 0
4 0 .0

2 6 7 . 5 0

OC C U PA TIO N S

WOMEN—

$
2 5 3 . 0 0

4 2 7

h ou rs
( s t an d a rd )

W e e k ly

S e x ,

3

Num ber
o c c u p a tio n ,

C LA SS

-

FILE CLERKS - CONTINUED

COMPUTER

3 9 .5

2 1 9 . 0 0

3 9 .5

2 3 2 .0 0

F IL E

C L E R K S.

CLASS

A

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

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

45

4 0 . 0

3 0 1 . 5 0

F ILE

C LE R K S.

C LA SS

B

in

4 0 .0

$
2 2 7 . 5 0

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

83

3 9 . 0

1 6 4 . 5 0

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

N O N M A N U F A C T U R IN G
S E C R E T A R IE S .

CLASS

B

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

1 0 3

3 9 .5

5 3

3 9 .0

2 7 4 .0 0

SYSTEM S

(B U S IN E S S 1

30

3 9 . 5

2 0 3 . 0 0

M ESSENGERS

4 0

3 9 . 0

1 7 6 . 0 0

2 9 0

4 0 .0

2 5 9 . 0 0

S W IT C H B O A R D

OPERATORS

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

3 5

4 1 .0

S W IT C H B O A R D

83

3 9 .5

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

CLASS

M AN U FA C TU R IN G

4 0 .0

2 1 3 . 5 0

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

6 0

4 0 . 0

2 1 8 . 0 0

96

3 9 .5

2 2 2 . 5 0

C LA SS

M AN U FA C TU R IN G

0

E

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

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

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

O P E R A T O R -R E C E P T IO N IS T S -

10 2

4 0 . 0

1 4 5 . 0 0

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

3 8

4 0 .0

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

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

M AN U FA C TU R IN G

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

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

M AN U FA C TU R IN G

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

N O N M A N U FAC TU R IN G

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

64

3 9 . 5

1 3 7 . 0 0

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

43

4 0 .0

CLASS

B

M AN U FA C TU R IN G

49

4 0 .0

2 3 5 . 0 0

47

3 9 . 0

CLERKS

2 0 9 . 5 0

M A N U FA C TU R IN G

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

37

4 0 . 0

1 7 5 . 5 0

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

4 6 9

3 9 .5

2 9 2

3 9 .5

2 0 7 . 5 0

M A N U FA C TU R IN G

18 7

4 0 . 0

2 2 0 .0 0

N O N M A N U FAC TU R IN G

1 0 5

3 9 .0

1 8 3 .0 0

P U B L IC

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

U T IL IT IE S

2 0 7 . 0 0

4 0 .0

2 1 5 . 0 0

M A N U FA C TU R IN G

5 5

3 9 .5

1 8 9 .0 0

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

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

1 0 9

3 9 .5

2 0 8 .0 0

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

59

4 0 . 0

2 3 0 . 5 0

M AN U FA C TU R IN G

50

3 9 .0

1 8 1 .0 0

N O N M A N U FAC TU R IN G

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

B

SE N IO R

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

ACCO U N TIN G

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

18 4

4 0 . 0

2 1 6 . 5 0

2 8 5

3 9 . 5

1 6 9 .5 0

29

4 0 .0

COMPUTER

20 6

3 9 . 5

2 2 1 . 5 0

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

ACCO U N TIN G

C LA SS

A

10 8

4 0 . 0

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

9 8

3 9 .0

1 9 4 .5 0

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

2 6 3

3 9 .5

C LA SS

B

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

3 9 . 0

1 6 4 . 0 0

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

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

4 4

3 8 .5

1 6 7 .5 0

N O N M A N U FAC TU R IN G

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

3 7 6

3 9 .5

1 8 5 .0 0

T Y P IS T S

76

4 0 .0

1 7 4 .5 0

187

3 9 .5

1 5 6 . 5 0

PAYROLL

CLERKS

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

4 4

3 9 .5

C LA SS

3 0

3 9 . 0

1 5 9 . 0 0

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

1 0 5

4 0 .0

M AN U FA C TU R IN G

78

4 0 . 0

82

4 0 .0

3 1 1 .0 0

35

4 0 .0

3 1 4 . 5 0

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

31

4 0 .0

3 1 0 .0 0

2 2 3

4 0 .0

2 3 5 . 5 0

DRAFTERS

199

4 0 .0

2 3 3 . 5 0

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

4 5

4 0 .0

2 9 4 . 0 0

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

37

4 0 .0

2 9 6 . 0 0

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

9 3

4 0 .0

2 4 3 .0 0

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

84

4 0 . 0

2 4 3 . 0 0

3 9 .5

1 7 9 .5 0

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

35 7

3 9 .5

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

D R A F T E R S.

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

C LA SS

A

M AN U FA C TU R IN G

CLA SS

B

M AN U FA C TU R IN G
D R A F T E R S.

E LE C TR O N IC S

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

2 2 9

3 9 .5

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

8 5

4 0 .0

1 9 6 .0 0

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

78

4 0 . 0

1 9 3 . 5 0

C LASS

C

T E C H N IC IA N S

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

C LA SS

M AN U FA C TU R IN G

U T IL IT IE S

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

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

1 7 6

4 0 .0

2 1 6 . 0 0

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

15 2

4 0 . 0

2 2 1 . 5 0

B

20 0

3 9 .5
4 0 . 0

1 6 7 . 5 0

OPERATORS

1 5 8 .0 0

13 5

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

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

OPERATORS

M AN U FA C TU R IN G

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

ELE C TR O N IC S

T E C H N IC IA N S.

PRO FESSIO N A L

AND

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

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

6 5

3 8 .5

1 3 8 .0 0

OPER A TO R S.

M AN U FA C TU R IN G

CLERKS

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

M AN U FA C TU R IN G

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

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

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

3 9 .5
4 0 .0

2 1 4 . 0 0

10 0

3 9 . 5

1 5 7 . 5 0

2 2 5

KEYPUNCH

fo o tn o te s




at

en d

o f

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

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

1 2 8

3 9 .5

1 7 7 .0 0

17 9

4 0 . 0

4 0 .0

2 4 7 . 0 0

78

4 0 . 0

2 7 0 . 5 0

COMPUTER

1 4 6

4 0 .0

2 3 5 . 0 0

33

3 9 .5

2 2 7 . 0 0

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

1 7 8

3 9 .5

1 5 5 .5 0

83

3 9 .5

1 5 0 . 5 0

9 5

3 9 .5

1 6 0 .0 0

CLASS

B

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

ta b le s .

6

C LA SS

B -

76

4 0 .0

2 7 0 . 5 0

1 0 4

4 0 . 0

2 5 9 . 0 0

1 8 3 . 5 0

TE C H N IC A L
-

WOMEN

:

2 3 3 . 5 0

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

O PER A TO R S.

M A N U FA C TU R IN G

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

S e e

A

1 8 9 . 0 0

1 2 5

C LA SS

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

N O N M A N U FAC TU R IN G
F IL E

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

o p e r a t o r s

25

3 9 .0

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

33

4 0 .0

2 6 7 . OC

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

33

4 0 .0

2 6 7 . 0 0

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

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

1 5 2

2 0 4 . 5 0

M A N U FA C TU R IN G

1 4 9 .5 0

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

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

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

1 9 4 . 5 0

1 9 6 . 5 0

3 8 .5

KEYPUNCH

C LA SS

2 1 4 . 0 0

2 7

4 0 . 0

89

N O N M A N U F A C T U R IN G
T Y P IS T S .

(B U S IN E S S ).

2 0 5 . 0 0

2 8 7

A

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

A -------------------------

OC C U PA TIO N S
T Y P IS T S .

4 0 .0
4 0 .0

1 5 4 .5 0

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

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

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

39
35

1 6 1 . 5 0

C LE R K S.

52

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

4 0 1 .0 0

2 4 6 . 0 0

—

M AN U FA C TU R IN G

3 9 .5

O P E R A TO R S.

PU BL IC

T Y P IS T S

61

2 1 4 . 5 0

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

C LE R K S.

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

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

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

PROGRAMMERS

M AN U FA C TU R IN G

4 0 . 0

T R A N S C R IB IN G -M A C H IN E

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

(B U S IN E S S ).

1 8 8 .0 0

CLERKS

12

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

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

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

$
4 2 0 . 0 0

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

M AN U FA C TU R IN G
STEN OGRAPH ERS.

4 0 .0

1 7 0 .5 0

ORDER

1 8 3

GENERAL

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

B

PROGRAM MERS

D R A F T E R S.
STENOGRAPH ERS.

15 2

1 5 8 .5 0

ACCO U N TIN G
STENOGRAPHERS

HEN

ANALYSTS

C LASS

M A N U FA C TU R IN G
S E C R E T A R IE S .

-

A ------------------------------------------------------------------------------------------

COMPUTER

2 3 6 . 5 0

79

CLASS

earnings1
( s t a nd a r d )

1 7 9 .5 0

C

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

N O N M A N U FA C TU R IN G

W e e k ly

hours1

AN ALYSTS

SYSTEM S

M AN U FA C TU R IN G

S E C R E T A R IE S .

W eek ly

T E C H N IC A L

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

(B U S I N E S S ).
COMPUTER

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

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

C LASS

of

1 5 0 .0 0

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

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

S E C R E T A R IE S .

AND

O C C U PA TIO N S

44

d iv is io n

( st a n da rd )

PR O F ESSIO N A L

186

A

in d u s tr y

wo rk e r s

COMPUTER
SE C R E T A R IE S .

a n d

earnings1
( s ta nd ar d)

C O N T IN U ED

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

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

U T IL IT IE S

of
w or k er s

( s t a nd a r d )

WOMEN

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

M AN U FA C TU R IN G

P U B L IC

-

W e e k ly

A vera ge
(m ean2)

A v e ra g e
(m ean2)

Num ber

R E G IS T E R E D

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

IN D U S T R IA L

M AN U FA C TU R IN G

NURSES

Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in DavenportRock Island—Moline, Iowa—III., May 1977
N u m b e r of workers receiving straight-time hourly earnings of—
T ---------- 1 ---- S
s
S
S
t
S
'
S
''
S
S
S
%
S'
S'
r
S'
r
S
s
S
S
" $
4 .40 4.60 4.80 5.00 5.20 5.40 5.60 5.80 6.00 6.20 6.40 6.60 6.80 7.00 7.20 7.40 7 .60 7.80 8.00 8.20 8.60 9.00 9.40

Occupation and industry division

Mean *

Median^

Middle range *

and
u nder

4.60

•
P
0
0
O

Hourly earnings *
Number
of
workers

5.00 5.20 5.40 5.60 5.80 6.00 6.20 6.40 6.60 6.80 7.00 7.20 7.40 7.60 7 .80 8.00 8.20 8.60 9.00 9.40 9.80

ALL WORKERS
$

$

$

$

101

8 .0 0

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

98

7 .9 9

8 .0 0
8 .0 0

8 .0 0 8 .0 0 -

8 .6 8
8 .6 8

1
1

-

-

MAINTENANCE E L E C T R I C I A N S ----- --MANUFACTURING ------------------

544
507

8 .2 9
8 .3 2

8 .4 1
8 .4 1

8 . 08-

8 .7 7
8 .7 7

-

-

-

8 .2 1 -

41
39

7 .2 4
7 .3 5

7 .3 7
7 .3 7

7 . 047. 35-

8 .0 0
8 .0 0

2
1

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

152
149

8 .0 2

8 .0 4

8 .1 5
8 .1 5

8*T l 5 — 8 . 3 8
8 . 15- 8 .3 8

2
2

MAINTENANCE MECHANICS (MACHINERY)
MANUFACTURING ------------------

709
660

7 .9 4
7 .9 5

8 .1 5
8 .1 5

7 . 457. 57-

8 .7 7
8 .7 7

4
4

202

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

8 .0 0

7. 807. 80-

8 .2 0

_

8 .0 0

8 .0 1 8 .1 2 -

8 .6 4
8 .7 4

8 . 15-

8 .4 3

8

15-

8 .4 3

MAINTENANCE PAINTERS ------------MANUFACTURING -------------------

MAINTENANCE MECHANICS
(MOTOR VEHICLES) ------------- --MANUFACTURING -----------------NONMANUFACTURING --------------PUBLIC UTILITIES -------------

133
69
54

7 .8 0
8 .6 4
8 .6 4

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

206
206

8 .2 0
8 .2 0

8 .3 5
8 .3 5

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

113
113

8 .0 6
8 .0 6

8 .3 6
8 .3 6

7. 527 . 52-

8 .6 8

14 1

.

8 .6 8

-

-

-

1
1

1
1

-

1
-

2
2

-

2
2

3
3

3
3

1

8
8

1
1

43
43

5
5

28
27

2

16
10

5
5

37
37

14
14

26
26

30
7

195
192

189
186

-

2
2

13
13

4
4

1
1

1
1

11
11

-

-

-

-

-

-

-

-

1

3
3

-

2
2

68
68

28
28

27
27

1
1

_
1
1

-

-

“

“

1
1

“

2
2

2
2

2
2

4
4

8
8

7
7

-

-

1

-

-

-

-

6
6

-

-

-

-

-

-

“
-

2
2

-

1
1

-

2
2

12
12

_

_

_

_

-

-

-

-

1
1

8
8

15
9

22
22

7
7

J
1

6
6

4
4

-

-

_

6
6

4
2

43
43

-

-

66
55

"

51
45

34
34

25
25

95
95

70
59

180
167

80
78

5
5

7
7
7

2
2
“

10
8
2
“

6
6
-

48
47
1

61
40
21
9

13
13

_

_

-

1
1
-

-

-

-

_

-

-

-

-

-

-

-

-

1
1

1
1

-

-

3
3

~
-

1
1

2
2

-

2
2

7
7

2
2

1
1

54
54

91
91

37
37

-

1
1

3
3

~

-

“

“

“

-

3
3

-

-

2
2

“

-

-

-

21
21

2
2

1
1

12
12

38
38

30
30

1
1

-

“

i
1

1
-

5
5

5
5

12
6

-

6
6

-

37
37

11
11

31
31

-

10
10

10
10

-

_

_

2
-

_

-

10
-

_

-

-

-

-

-

-

2
2

-

“

-

3
3

1
1

1
1

1
1

1
1

12
12

9
9

18
18

15
15

42
42

23
23

100
100

16
16

4
4

_

-

-

-

4
4

-

-

2
2

3
3

10
10

1
1

3
3

5
5

1
1

2
2

8
8

12
12

52
52

43
43

212
212

-

-

-

-

2

-

-

-

-

-

3
3

-

1
-

-

3
1

5
5

-

15
14

-

-

16
12

-

-

-

-

1
1

1
1

7
7

17
17

7
7

-

3
3

17
17

-

-

-

6 .7 1
6 .6 0

6 .6 3
6 .6 3

6 . 526 . 52-

6 .9 6
6 .81

-

MACHINE-TOOL OPERATORS (TOOLROOM)
MANUFACTURING -------------------

248
248

8 .0 4
8 .0 4

8 .0 6
8 .0 6

7. 757 . 75-

8 .4 2
8 .42

-

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

358
358

8 .7 3
8 .7 3

9 .0 1
9 .0 1

8. 558 . 55-

9 .2 4
9 .2 4

-

-

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

45

8 .1 8

8 .4 2

1. 67-

8 .8 2

-

-

35

8 .3 2

8 .4 2

8 . 05-

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

58
58

7 .6 1
7 .6 1

7 .5 7
7 .5 7

7. 567 . 56-

8 .2 3
8 .2 3

-

8 .8 2

~

1
1

-

-

-

-

-

See footnotes at end of tables.




1
1

3
3

122

M AN U FA C TU R IN G

3
3

38
38
38

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

MAINTENANCE TRADES HELPERS -------

-

“

-

“

“

1
-

7

3
3

-

-

-

-

-

1
1

-

-

fable A-5. Hourly earnings of material movement ana custoaiai workers in DavenportRock Island—Moline, Iowa—III., May 1977
N u m b e r of workers receiving straight-time hourly earnings of—

H o u r l y e a rn in gs *

$

Nu mber

Occupation and industry division

M ea n

2

M edian2

M id dle range

2

40 2 . 6 0

ALL
T R U C K 0R IV E R S

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

N O N M A N U FA C TU R IN G

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

U T IL IT IE S

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

LIG H T

M ED IU M

TRUCK

$
6 . 2 5 -

$
8 . 5 0

6 . 9 2

6 . 2 5 -

7 . 1 8

~

5 5 2

7 . 2 8

7 . 7 6

6 . 0 8 -

8 . 5 0

2 3 5

8 .4 8

8 . 5 0

8 . 5 0 -

8

41

4 . 4 3

3 . 5 0

6 . 3 1

5 . 6 5

5 . 4 1

4 . 6 6 -

19 9

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

6 .6 6
6 .6 8

6 . 6 4

6 . 2 5 -

7 . 1 8

7 . 0 3

6 . 2 5 -

7 . 1 8

4 0 7

7 .4 4

7 . 7 6

6 . 7 3 -

7 . 4 8

7 . 7 6

6 . 9 5 -

4 .6 0

5 .0 0

5 .4 0

14
6
8

-

2

_

_

-

-

-

-

-

-

-

-

-

_

_
-

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

1 1 5

6 .1 9

7 . 2 9

-

5

-

55

6 .2 2

6 .6 6
6 .6 6

5 . 4 2 -

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

5 . 4 6 -

6 . 8 5

-

~

-

6 0

6 . 1 7

6 . 4 6

5 . 4 2 -

7 . 4 6

-

5

-

-

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

39

4 . 4 7

4 . 8 0

3 . 5 3 -

5 . 1 2

-

-

1

4

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

3 6 5

6 . 1 5

6 . 5 8

5 •10 —

7 .0 1

-

-

2 5 3

6 . 2 6

6 . 7 7

5 . 5 5 -

6 . 8 1

-

-

3
3

3
3

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

1
1

-

-

-

-

-

-

2
2

_

-

2

-

-

-

-

-

2

3

2

-

s

*

5 .8 0

26
9
17

62
2
60

6 .2 0

s

*

$

t

i

r

6.60 7.00 7.40 7.80 8.20 8.60

6 .<>0 7 . 0 0

8 .2 0

7 .4 0

-

-

1

1

-

-

-

112

5 .8 9

5 . 1 0

5 . 1 0 -

7 .4 1

-

-

-

-

-

-

1

3 4 7

5 . 9 2

5 . 5 5

5 . 1 0 -

7 . 4 6

-

-

-

-

-

-

6 . 6 2

6 . 3 0

5 . 4 6 -

8 . 7 7

-

-

3
3

-

-

-

-

3
3

-

6
6

6
6

-

_

-

-

-

-

-

-

PACKERS

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

1 5 6

6 . 3 9

6 . 7 3

6 . 3 8 -

7 .0 9

M A N U FA C TU R IN G

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

15 6

6 . 3 9

6 . 7 3

6 . 3 8 -

7 . 0 9

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

6 7 0

6 . 5 3

6 . 6 3

6 . 3 8 -

6

.8 5

-

5 8 0

6 . 3 9

6 . 6 2

6 . 3 8 -

6 . 7 0

-

-

-

~

-

1 .4 9 9

6 .5 9

6 . 8 1

6 . 5 8 -

7 .2 1

-

-

-

-

-

-

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

M A N U FA C TU R IN G

1 .4 3 8

6 . 5 8

6 . 8 1

6 . 5 8 -

1
1

88
86
2
2

71
26
45

7 .8 0

125
124
1

11
8
3

143
2
1 41

8 .6 0

1

9.00 9.40

9 .4 0

iiO O

over

3
1
2

246
“

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

6
6

4

1

2

5

-

7

2

2

6

2

1

2

-

-

1

_

_

_

-

-

-

1
1

-

-

1 01
10 1

_

-

18
13

78
78
3

-

44
39

16
6

8
8

1
1

6
6

20
20

2

6
6

6
1
5

10
5
5

4
1
3

_
-

10
3

7

1
1

7
6

9

32
29
3

"

~

-

~

2

2

-

12

6

4

4

-

-

-

5

-

-

17
17

93
29
64

28
28

14
10
4

21
21

87
87

-

-

31
3

-

17
4

76

62
20

15
2

22

_

6

-

10
10

_

13
13

1
13

-

5

-

-

-

2
2

9
9

1
1

1

-

-

10
9
1

25

-

-

-

143
143

-

“
-

-

-

-

-

-

-

-

25

-

-

-

-

-

-

-

-

57
55
2

30

1

4

-

-

-

“
-

-

-

30

1

4

-

-

8
8

82

-

-

-

-

-

8
8

1
*1

9
*9

63
63

36
36

11
11

3
3

-

-

-

-

“

“

“

3
3

-

-

7 . 2 1

-

-

-

6
6

35
35

16
14

3

-

-

9

“

“

143
14 1

-

-

“

5
5

58
57

144
139

309
309

6
6

60
3

1
1

24
2

30
30

7
7

5
5

87
84

51
48

54
54

6
2

276
263

548
548

386
386

41
3

2
2

2
2

-

1
1

3
3

-

-

1
1

_

_

5
5

-

-

-

-

-

—

246
233

-

1
1

-

-

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

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

3
2
1

1

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

66

_

-

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

OPERATORS

-

_

-

M A N U FA C TU R IN G

-

_

_

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

2

-

_

-

LABORERS

-

_

6 . 4 9

H AN D LIN G

-

_

6 . 7 0

R E C E IV E R S

2

8 . 5 0

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

OPERATORS
---------------------------

48

6 . 9 4

7 . 1 1

6 . 8 1 -

4 8

6 . 9 4

7 . 1 1

6 . 8 1 -

7 .1 1

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

12 6

6 .5 9

6 . 8 1

6

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

74

6 . 5 2

6 . 8 1

6 . 2 7 -

1
1

7 . 1 1

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

F O R K L IF T )

M AN U FA C TU R IN G

3
3

9
9

35
35

:

M AN U FA C TU R IN G
GUARDS.

C LA SS

M AN U FA C TU R IN G
J A N IT O R S .

A

AND

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

N O N M A N U FAC TU R IN G
PU B L IC

CLEANERS

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

U T IL IT IE S

W ork ers w ere

6 .8

. 5 8 -

-

-

-

-

-

-

22
10
12

33
13
20

16
11
5

2

9

-

2

10
2
8

-

-

-

-

-

-

21
8
13
1

40
25
15
1

3

5

18

78

10

3

1

3

1

3
3

5
5

10
10

39
39

4
4

3
3

1
1

-

1

-

4

52
33
19
1

32
16
16
5

41
6
35
28

31
18
13
1

32
26

78
77
1

_

1
1

1
1

_

-

-

-

6

1 74
169
5

-

-

-

-

5

-

-

-

-

-

-

4

-

6 7

6 .7 3

6 . 8 1

6 . 5 5 -

6 .8 1

5 . 2 5

5 . 6 5

4 . 1 1 -

6 . 5 1

3

42 1

5 . 6 8

6 .4 7

4 . 5 5 -

6 . 5 1

-

1 7 7

4 .2 3

4 . 3 0

3 . 3 0 -

5 .2 1

3

4 2

5 . 2 0

5 . 2 1

5 . 0 8 -

5 . 3 5

-

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

d is tr ib u te d a s fo llo w s :

3 at $ 9 . 4 0 t o

$ 9 .8 0 ;

a n d 6 at $ 9 . 8 0 t o

$ 1 0 .2 0 .

See footnotes at end of tables.




1

2
-

5

6 . 8 1

5 9 8

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

P O R T E R S .

M AN U FA C TU R IN G

*

4 .2 0

_

5 . 0 4 -

M AN U FA C TU R IN G

g u a r d s

3 .8 0

_

4 . 6 4 -

THAN

3 .6 0

8 . 5 0

3 8 3

10

-

6 . 1 5

P O W E R -T R U C K

$

55
55

-

6 . 1 5

F IL L E R S

$

9

10

-

5 .6 7

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

(O T H E R

4

5 . 8 6

M A N U FA C TU R IN G

FO R K LIFT

10

3 .4 0

6 . 1 5

2 0 4

TRUCK

10

71

W AREHOUSEMEN

M ATERIAL

-

59

AND

$

.5 0

25

----------

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

S H IP P IN G

~

10

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

M AN U FA C TU R IN G

SH IP P E R S

10

~

-

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

RECE IVE R S

3 .2 0

~

-

-------

T R A C T O R -T R A IL E R

M AN U FA C TU R IN G

ORDER

$
7 . 2 9

6 .6 1

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

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

SH IP P E R S

3 .0 0

4

$
7 . 0 6

2 6 6

----------

TRUCK

HEAVY

M AN U FA C TU R IN G

TR U C K D RIV ER S.

2 .8 0

8 1 8

1
o
o
ro

TR U C K D R IV E R S.

T R U C K 0R IV E R S .

TR U C K D R IV E R S.

$

U0RKERS

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

M AN U FA C TU R IN G

PU BL IC

$

2.20 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.20 4.60 5.00 5.40 5.80 6.20
and

of
wo rk er s

8

5
4

-

1

-

-

-




Table A-6. Average hourly earnings of maintenance toolroom
powerplant, material movement, ana custodial workers by sex,
in Davenport—Rock Island—Moline, Iowa—III., May 1977
A vera ge

Sex, 3 occupation, and industry division

(m ean 2 )

Sex, 3 occupation, and industry division

hourly
e ar n in gs 3

e a rnings^

M A T E R I A L M O V E M E N T AN D C U S T O D I A L
O C C U P A T I O N S - MEN— C O N T I N U E D

MAINTENANCE, t o o l r o o m , a n d
P O W E R P L A N T O C C U P A T I O N S - REN
$

M A I N T E N A N C E C A R P E N T E R S -----------M A N U F A C T U R I N G --------------------

1 01

98

7.99

M A I N T E N A N C E E L E C T R I C I A N S --------M A N U F A C T U R I N G --------------------

544
50 7

8.29
8.32

M A I N T E N A N C E P A I N T E R S -------------M A N U F A C T U R I N G --------------------

8.00

TRUCKCRIVERS - CONTINUED
T R U C K D R I V E R S . H E A V Y T R U C K -------M A N U F A C T U R I N G ----------------------

203
198

$
6.66
6.68

T R U C K D R I V E R S * T R A C T O R - T R A I L E R --N O N M A N U F A C T U R I N G ------------------

40 5
381

7.44
7. 4 7

S H I P P E R S --------------------------------M A N U F A C T U R I N G ----------------------

48
36

5.82
6.18

88
42
46

6.56
6.41
6. 6 9

7.24
7.35

M A I N T E N A N C E M A C H I N I S T S -----------M A N U F A C T U R I N G --------------------

152
149

8.02
8.04

M A I N T E N A N C E M E C H A N I C S (M AC HI NE RY )
M A N U F A C T U R I N G --------------------

70 9
660

7.94
7.95

R E C E I V E R S ------------------------------M A N U F A C T U R I N G ---------------------N O N H A N U F A C T U R I N G ------------------

MAINTENANCE MECHANICS
(M OT OR V E H I C L E S ) -----------------M A N U F A C T U R I N G -------------------N 0 N H A N U F A C T U R I N 6 ---------------P U B L I C U T I L I T I E S -------------

S H I P P E R S AND R E C E I V E R S --------------

35

4. 60

202
133
69
54

7.86
7.67
8.25
8. 33

W A R E H O U S E M E N --------------------------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 ------------------

348
236
112

6. 2 4
6. 40
5. 89

M A I N T E N A N C E P I P E F I T T E R S ----------M A N U F A C T U R I N G --------------------

206
20 6

8.2 0
8 .2 0

O R D E R F I L L E R S -------------------------M A N U F A C T U R I N G ----------------------

233
54

6.46
6. 9 7

M I L L W R I G H T S -------------------------M A N U F A C T U R I N G --------------------

113
113

8.06
8.06

S H I P P I N G P A C K E R S ---------------------M A N U F A C T U R I N G ----------------------

131
131

6.73
6.73

M A I N T E N A N C E T R A D E S H E L P E R S ------M A N U F A C T U R I N G --------------------

141
122

6.71
6.60

M A T E R I A L H A N D L I N G L A B O R E R S --------M A N U F A C T U R I N G ----------------------

65 8
56 8

6.54
6.38

M A C H I N E - T O O L O P E R A T O R S ( T O O LR OO M) M A N U F A C T U R I N G ----------------------

248
248

8. 04
8.04

FORKLIFT OPERATORS
MANUFACTURING -

1. 46 1
1.406

6.62
6.60

TO OL AND DI E M A K E R S
M A N U F A C T U R I N G ----

358
358

8.73
8.73

POWER-TRUCK OPERATORS
(OTHER THAN FORKLIFT)
M A N U F A C T U R I N G ------

48
48

6.94
6.94

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

45
35

8.18
8.32

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

123

6. 5 9

B O I L E R T E N D E R S -----M A N U F A C T U R I N G ----

58
58

7.61
7.61

G U A R D S . C L A S S A ----M A N U F A C T U R I N G ------

74
67

6.52
6.73

415
306
109
27

5.52
5.91
4.42
5. 2 8

RECEIVERS ---------------------------

27

5.01

JANITiORS* P O R T E R S . AN D C L E A N E R S !
N O N M A N U F A C T U R I N G ---------------

68

3. 92

J A N I T O R S . P O R T E R S . AN D C L E A N E R S --M A N U F A C T U R I N G ---------------------N O N H A N U F A C T U R I N G -----------------P U B L I C U T I L I T I E S ----------------

M A T E R I A L M O V E M E N T AND C U S T O D I A L
O C C U P A T I O N S - HE N
T R U C K D R I V E R S ---------M A N U F A C T U R I N G ----NONHANUFACTURING PUBLIC UTILITIES
TRUCKDRIVERS.

LIGHT TRUCK

guards

812
262
55 0
235

7.06
6.62
7. 28
8. 4 6

39

4. 35

M A T E R I A L M O V E M E N T AN D C U S T O O I A L
O C CU PA TI ON S - WOMEN

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

9




Table A-7. Percent increases in average hourly earnings, adjusted for employment shifts,
for selected occupational groups in Davenport—Rock Island—Moline,
Iowa—III., for selected periods
Industry and occupational group5

F ebruary 1972
to
F ebruary 1973

F ebruary 1973
to
February 1974

F ebruary 1974
to
February 1975

February 1975
to
February 1976

February 1976 to M a y 1977
15-month
increase

Annual rate
of increase

All industries:
Office clerical
Electronic data processing
Industrial nurses________________________________
Skilled"maintenance trades
Unskilled plant w o r k e r s _______________ _______

5.4
(6 )
4.6
5.5
6.4

7.6
(6)
8.0
7.9
9.2

10.7
11.1
10.4
12.4
12.6

9.7
7.8
15.3
9.3
10.1

11.5
11.4
7.9
9.7
11.3

9.1
9.0
6.3
7.7
8.9

Manufacturing:
Office clerical ___________________
_
_
Electronic data processing________________
Industrial nurses ____ __ _______________ .
Skilled maintenance trades________________ ____
Unskilled plant w o r k e r s _____________ __________

4.8
(6)
4.6
5.3
5.6

7.3
( )
6
8.0
7.8
9.7

10.4
( )
6
10.4
12.5
13.1

10.7
(6)
15.3
9.4
10.3

11.3
(6 )
7.9
9.5
10.2

8.9
( )
6
6.3
7.5
8.1

Nonmanufacturing:
Office clerical
Electronic data processing!______________________
Industrial nurs e s ____
________________________
Unskilled plant workers __ ______________

6.2
(?)
(6 )
8.4

8.1
(?)
(6)
7.7

10.9
o
(6)
10.6

8.3
(?)
(?)
(6 )

10.9

8.6

C)

C)

(?)
(6 )

(?)
(6)

See footnotes at end of tables.

10

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 r y w a g e p ro v is io n s

Table B-1. Minimum entrance salaries for inexperienced typists and clerks in DavenportRock Island—Moline, Iowa—III., May 1977
In e x p e rie n ce d typ ists

O th er in e x p e r ie n c e d c l e r i c a l w o rk e rs

M anufacturin g
M in im um w e e k ly s t r a ig h t-t im e s a la r y

B a se d on standard w e e k ly h ou rs 9 o f—

A ll
in d u strie s
A ll
s ch e d u le s

ESTABLISHHENTS STUDIED

ESTABLISHMENTS HAVING A SPECIFIED
M I N I M U M ------------------------------*90.00
*92.50
*95.00
*97.50
$100.00
*105.00
*110.00
*115.00
$120.00
$125.00
*130.00
*135.00
*140.00
*145.00
*150.00
$155.00
*160.00
$165.00
*170.00
*175.00
*180.00
$185.00
$190.00
*195.00
*200.00
*205.00
*210.00
$215.00
$220.00
$225.00
$230.00
*235.00
$240.00
*245.00

AN D
AN D
AND
AND
ANO
AN D
AND
AN D
AND
AND
AN D
AND
AN D
AND
AN D
AND
AND
AND
AND
AND
ANO
AN D
AND
AND
AN D
ANO
ANO
AND
AN D
AND
AND
AND
AN D

U N D E R $ 9 2 . 5 0 -----------U N D E R * 9 5 . 0 0 -----------U N D E R * 9 7 . 5 0 -----------U N D E R * 1 0 0 . 0 0 ----------UNDER
UNDER
UNDER
UNDER
UNOER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNOER
UNDER
UNDER
UNDER
UN D E R
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNOER
UNDER

*105.00
$110.00
*115.00
$120.00
*125.00
*130.00
*135.00
S 1 4 0 fcOO
*1 45 ! 00
*150.00
*155.00
*160.00
*165.00
*170.00
*175.00
*180.00
*185.00
*190.00
*195.00
$200.00
$205.00
*210.00
*215.00
*220.00
$225.00
*230.00
*235.00
*240.00
*245.00
*250.00

N on m anufacturing

40

110

49

XXX

29

22

22

1

1
-

1
-

2
1
2
2
1
—
1
-

2
1
2
2
1

A ll
sch e d u le s

M anufacturin g

A ll
s ch e d u le s

40

N onm anufacturing

B a s ed on standard w eek ly h ou rs 9 of—

A ll
in d u strie s

40

A ll
s ch ed u les

40

1
1

49

XXX

61

XXX

7

5

39

24

23

15

13

-

2

1

1

1

1

-

-

1

-

-

1

1

3
1
1
2
1

1

1

1
2
4
4

4
1
1
2
1

-

-

1

i

-

-

1

1

1
1
1

1
1
2
1
1
1

1

-

-

—
2
6
2

_
1
1
—
1
—
2
-

5

1
—
—
2
6
2

_
1
1
1
—
1
—
1
—
2
-

-

-

-

-

-

-

-

-

-

-

2

11 0

-

1

3
3

XXX

-

2

61

-

-

-

-

1

2
8
2

—

-

-

-

-

-

-

-

2

2

~

E S T A B L I S H H E N T S H A V I N G NO S P E C I F I E D
M I N I M U M --------------------------------

24

8

XXX

16

E S T A B L I S H M E N T S W H I C H DID NOT E M PL OY
W O R K E R S IN TH I S C A T E G O R Y -----------

57

19

XXX

38

2

2
6
2

1

_

2

2

-

-

8

2
6
2

-

:

2

1

-

-

2

1

“

-

-

-

-

-

2
1
1
1

2
3

and

See footnotes at end of tables.




11

2

2

2

XXX

38

14

XXX

24

XXX

XXX

33

11

XXX

22

XX X




Table B-2. Late-shift pay provisions for full-time manufacturing plant
workers in Davenport—Rock Island—Moline, Iowa—III., May 1977
^ A lW u U ^ U m ^ jn an u factu rin g^ £la n t^ o£k ^ ers^ ^ lO O _£ercen t^

Workers on late shifts

All workers 10

Item

Second shift

Third shift

Second shift

Third shift

IN ESTABLISHMENTS UITH LATE SHIFT PROVISIONS ----

94.9

93.9

21.8

9.0

UITH NO PAY DIFFERENTIAL FOR LATE SHIFT UORK ---UITH PAY DIFFERENTIAL FOR LATE SHIFT UORK --- --UNIFORM CENTS-PER-HOUR DIFFERENTIAL ---- -----UNIFORM PERCENTAGE DIFFERENTIAL ----------------OTHER DIFFERENTIAL --------------------------------

94.9
69.9
24.9

93.9
68.0
24.9
1.0

21.8
16.3
5.5

9.0
5.7
3.4

24.7
5.2

32.2
5.a

26.3
4.9

37.4
5.4

PERCENT OF UORKERS

AVERAGE PAY DIFFERENTIAL
UNIFORM CENTS-PER-HOUR DIFFERENTIAL --------------UNIFORM PERCENTAGE DIFFERENTIAL ------------------PERCENT OF UORKERS BY TYPE ANO
AMOUNT OF PAY DIFFERENTIAL
UNIFORM CENTS-PER-HOUR:
9 CENTS -----------------------------------------10 CENTS ---------------------------------------11 CENTS ---------------------------------------12 CENTS ---------------------------------------13 CENTS ---------------------------------------14 CENTS ---------------------------------------15 CENTS ---------------------------------------17 CENTS ---------------------------------------20 CENTS ---------------------------------------21 CENTS ---------------------------------------25 CENTS ----------------------------------------26 CENTS ---------------------------------------30 CENTS ----------------------------------------33 AND UNDER 34 CENTS ------------------------35 CENTS ----------------------------------------40 CENTS ---------------------------------------43 ANO UNDER 44 CENTS ------------------------48 ANO UNDER 49 CENTS ------------------------UNIFORM p e r c e n t a g e :
3 PERCENT --------------------------------------4 PERCENT --------------------------------------5 PERCENT --------------------------------------6 PERCENT --------------------------------------8 PERCENT --------------------------------------

1.4
5.6
2.7
2.8
.7
5.1
7 .9
4.8
8.4
~
24.0
5.7

1.0
~

6.9
.7
17.0
.4

See footnote at end of tables.

12

3.5
2.8
3.2
3.6
1 .5
3.4
4.8
4.8
.7
6.7
7.5
1.5
.4
23.6

_
6.9
17.7
.4

.1
.9
.4
.4
.2
1.1
2.0
1.1
1.6
6.9
1.4
.2
“
2.0
.1
3.4

.3
~
~

.4
.4
.2
.2
.4
1.1
~
2.7

_
~
1.9
1.4

Table B-3. Scheduled weekly hours and days of full-time first-shift workers in DavenportRock Island—Moline, Iowa—III., May 1977
Plant workers
Item

All industries

Office workers

Manufacturing

Nonmanufacturing

Public utilities

All industries

Manufacturing

Nonmanufacturing

Public utilities

100

100

100

100

100

100

100

PERCENT OF UORKERS BY SCHEOULEO
WEEKLY HOURS AND DAYS
ALL FULL-TIME UORKERS -----------28 HOURS ------------------------------4 DAYS -----------------------------5 DAYS -----------------------------34 HOURS-5 DAYS ----------------------35 HOORS-5 DAYS ----------------------37 HOURS— 6 DAYS ----------------------37 1/2 HOURS-5 DAYS -----------------37 3/4 HOURS-5 DAYS -----------------38 HOURS-5 DAYS ----------------------38 3/4 HOURS-5 DAYS -----------------40 HOURS-5 DAYS ----------------------42 HOURS ------------------------------5 DAYS -----------------------------6 OAYS -----------------------------44 HOURS-5 1/2 OAYS -----------------45 HOURS-5 DAYS ----------------------47 1/2 HOURS-5 1/2 DAYS ------------48 HOURS-6 DAYS ----------------------52 HOURS-6 DAYS -----------------------

100
2
1
(12)
1
1
(12)
5
(12)
88
1
(12)
( 12)

2
2

3
1
91

_

1
1
3
4
1
11
76
4

-

-

_
-

-

-

-

-

-

-

-

-

-

1

-

-

-

7
10
7

-

1
-

2

2

(12)
1

(12)

2

~
“

39.8

40 .0

39.2

40.0

-

-

_

-

100
*

-

_

2
2

-

4
5
3

2
-

2
-

-

-

-

-

87

98

74

98

_

_

_

-

-

_

_

_

_

(12)
-

-

_

_

-

-

-

-

-

-

-

(12)

_

-

-

-

39.4

40.0

(12)

-

(12)
-

39.7

40.0

AVERAGE SCHEDULED
WEEKLY HOURS
ALL WEEKLY WORK SCHEDULES -----------

See footnote at end of tables.




13

Table B-4. Annual paid holidays for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977
Plant workers
Item

All industries

Office workers

M anuf acturing

Nonmanufacturing

Public utilities

All industries

M anuf ac tur ing

Nonmanufacturing

Public utilities

100

100

100

100

100

100

100

PERCENT OF UORKERS
ALL FULL-TIME UORKERS ---------

100

IN ESTABLISHMENTS NOT PROVIDING
PAID H O L 10AYS -------------------IN ESTABLISHMENTS PROVIDING
PAID HOLIDAYS --------------------

3

-

14

-

1

97

100

86

100

99

100

97

100

10.7

11.5

8.0

9.9

10.3

11 .9

8.4

10.0

8
(12)
9
12
3
1
3
(12)
19
1
5
36
1

2
1
1
1

22
2
5
62
2

16
(12)
19
24
7
3
3
(12 )
15
(12)
4
5

99
90
81
70
67
62
43
42
37
1

100
97
97
95
95
93
70
69
63
2

_

3

_

AVERAGE NUMBER OF PAID HOLIDAYS
FOR UORKERS IN ESTABLISHMENTS
PROVIDING HOLIDAYS -------------PERCENT OF UORKERS BY NUMBER
OF PAID HOLIDAYS PROVIDED
6 HOLIDAYS -------------------------PLUS 1 HALF DAY ---------------7 HOLIDAYS -------------------------8 HOLIDAYS -------------------------PLUS 1 HALF DAY ----------------PLUS 2 HALF OAYS --------------9 HOLIDAYS -------------------------PLUS 2 HALF DAYS ---------------10 HOLIDAYS ------------------------11 HOLIDAYS ------------------------12 HOLIDAYS ------------------------13 H O L I D A Y S ------------------------14 H O L I D A Y S -------------------------

5

2

18

8

8
4
“

2
2

28
12
6
16
2
3
1

-

-

4

4

28
3
6
38
1

31
3
6
49
1

97
91
83
79
79
74
47
44
38
1

100
98
97
95
95
91
59
56
50
1

3
-

13
54
8
14
-

-

3
-

5
-

4
-

10
-

60
1
20
-

PERCENT OF UORKERS BY TOTAL
PAID HOLIDAY TIME PROVIDED1
3
6 DAYS OR MORE --------------------7 DAYS OR MORE ---------------------8 DAYS OR MORE --------------------8 1/2 DAYS OR MORE ----------------9 DAYS OR MORE --------------------10 DAYS OR MORE -------------------11 DAYS OR MORE -------------------12 DAYS OR MORE -------------------13 DAYS OR MORE -------------------19 D A Y S -----------------------------

86
68
40
28
28
22
6
4
1

100
92
92
90
90
76
22
14
-

See footnotes at end of tables.




14

97
81
62
38
31
25
10
10
5

100
95
95
91
91
81
21
20
-

Table B-5. Paid vacation provisions for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977
Plant workers
Item

PERCENT

ALL

IN

F U L L -T IM E

V ACATIO N S

V A CA TIO N S

PERCENTAGE
AMOUNT

6

OF

MONTHS
UNDER
1

OVER
2

1

YEAR

1

1

AND

OVER

PAYM ENT

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

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

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

UNDER

2

WEEKS

WEEK

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

ANO

UNDER

2

WEEKS

2

WEEKS

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

3
2

WEEKS

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

YEARS
1

OVER
2

1

3

AND

2

1

AND

OVER
2

WEEKS

UNDER

3

WEEKS

1

ANO

2

UNDER

2

WEEKS

----------------------------------------------------AND

UNDER

3

WEEKS

3

WEEKS

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

4
A

WEEKS

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

YEARS
1

OF

WEEK

OVER
2

1

WEEKS

OVER

2

ANO

UNDER

2

WEEKS

-----------------------------------------------------AND

UNDER

3

WEEKS

3

WEEKS

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

WEEKS

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

YEARS
1

WEEK

OVER
2

1

WEEKS

OVER

2

100

100

100

100

100

100

_

_

_

_

1

_

2

-

100
71
29

100
63
37

100
97
3

100
100

99
96
3

100
95
5

98
98

100
100

27
6
8

33
4
8

10
13
8

19
35
-

'

'

1
54
12
18

8
49
7
~

29
43

"

4
52
10
10

(12)
46
23
15
16

_
39
28
11
21

2
67
6
26
“

58
4
38
~

26
24
30
2
17

26
31
19
2
22

27
1
66
5

13
~
83
4

4
21
52
4
5
14

2
27
43
3
6
19

11
1
80
5
3
”

88
4

4
21
52
4
5
14

2
27
43
3
6
19

11
1
80
5
3
~

8

1
-

-

-

88
4
-

bi

38
3
9
49

91
3
(12)
3

3

1

9

-

1

1

(12)

-

62
6
13
14

59
6
14
19

73
7
11

88
12
-

54
3
12
29

26
4
20
49

89
3
2
3

93
7

_

_

~

_

_

13
2
52
31

6
1
39
54

22
3
69
3

50
6
45
~

2
1
64
2
31

1
1
44
1
54

3
(12)
89
3
3

1
2
91
6
“

8
-

_

1

1

1

1

-

-

-

-

38
3
9
49

91
3
(12)
3

62
3
5
29

93
6
-

S E R V IC E !

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

4
5

100

SE R V IC E !

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

WEEKS

OVER

2

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

OF

WEEK

UNDER

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

WEEKS

YEARS

Public utilities

S E R V IC E !

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

WEEKS

OVER

3

OF

WEEK

No n m anuf actur ing

S E R V IC E !

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

1

Manufacturing

A F T E R : 14

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

1

WEEK

All industries

SE R V IC E !

WEEK

OF

UNDER

PR O V ID IN G

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

WEEKS

Public utilities

PR O V ID IN G

V A CATIO N

OF
1

WEEK

NOT

PAYMENT

P A ID

Nonmanufacturing

100

-

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

L E N G T H -O F -T IM E

Manufacturing

WORKERS

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

ESTAB LISH M EN TS
PA ID

All industries

WORKERS

E ST AB LISH M EN TS
PA ID

IN

OF

Office workers

OF

UNDER

2

1
-

93
6
~

WEEKS

-----------------------------------------------------AND

1

S E R V IC E !

--------------------------------------------------------AND

"

3
5
29

1

UNDER

3

WEEKS

3

WEEKS

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

4

WEEKS

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

See footnotes at end of tables.




15

-

Table B-5. Paid vacation provisions for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977— Continued
Plant workers
Item

All industries

Manufacturing

Office workers

Nonmanufacturing

Public utilities

All industries

8
13
5
71
1
1

8
88
4

(12)
4
2
60
2
2
29

1
3
41
2
4
49

(12)
4
2
57
2
5
29
“

(12)
3
39
3
6
49
~

(12)
1
40
9
20
1
29
“

( 12)
19
15
16
49
“

Manufacturing

N o n m anufac tur ing

Public utilities

AMOUNT OF PAID VACATION AFTER 14 CONTINUED
10 YEARS OF SERVICE!
2 UEEKS ----------------------OVER 2 AND UNDER 3 UEEKS ---3 UEEKS ----------------------OVER 3 AND UNDER 4 UEEKS ---4 UEEKS ----------------------5 UEEKS ------------------------

2
3
23
53
2
4
13

(12)
29
47
2
5
17

12 YEARS OF SERVICE!
1 UEEK ------------------------2 UEEKS ----------------------OVER 2 AND UNDER 3 UEEKS --3 UEEKS ----------------------OVER 3 AND UNDER 4 UEEKS --4 UEEKS -----------------------5 UEEKS ----------------------6 UEEKS ------------------------

2
3
23
47
4
6
13
1

(12)
28
41
5
6
17
2

1

15

UEEK

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

YEARS OF SERVICE:
1 UEEK -----------------------2- UEEKS ----------------------3 UEEKS -----------------------OVER 3 AND UNDER 4 UEEKS --4 UEEKS -----------------------OVER 4 AND UNDER 5 UEEKS --5 UEEKS ----------------------6 UEEKS -----------------------

20 YEARS OF SERVICE!
1 UEEK ------------------------2 UEEKS ----------------------3 UEEKS ----------------------OVER 3 AND UNDER 4 UEEKS --4 UEEKS ----------------------OVER 4 AND UNDER 5 UEEKS --5 UEEKS ----------------------OVER 5 AND UNDER 6 UEEKS --6 UEEKS ----------------------8 UEEKS ----------------------25 YEARS OF SERVICE!
1 UEEK -----------------------2 UEEKS ----------------------3 UEEKS ----------------------OVER 3 AND UNDER 4 UEEKS --4 UEEKS ----------------------OVER 4 AND UNDER 5 UEEKS --5 UEEKS ----------------------OVER 5 AND UNDER 6 UEEKS --6 U E E K S -------- t ------------8 UEEKS -----------------------

2
3
51
8
22
1
13
1

_

_

55
9
17
(12)
17
2
_

~
_

8
13
5
67
1
6
“

8
67
4
21

_

8
10
39
2
40
1
-

38
8
49
4
-

_

2
3
9
1
58
3
23
(12)

6
1
64
3
25

8
10
22
38
2
19
1

75
8
9
4

1

2

-

2
2
9
1
43
5
33
(12)
4
1

_

8
8
20
~
17
7
37
1
2

-

6
1
51
5
31
~

5
2

3
8
77
4
8

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




(12)
1
15
(12)
50
1
23
1
9

-

3

16

(12)
1
13
(12)
39
1
14
1
30

_

_

_

(12)
6
(12)
40
1
37
15
~
_

(12)
5
(12)
36
1
6
51

(12)
9
2
83
1
(12)
3

1
~
93
6

(12)
8
2
80
1
3
3

1
”
80
6
13
~

(12)
3
65
(12)
25
1
3
~

-

(12)
3
26
“
63
(12)
5
1
-

(12)
2
24
“
42
1
24
1
4

40
1
53
6

2
~
88
1
4
6

2
~
8
“
83
6
1

Table B-5. Paid vacation provisions for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977— Continued
Plant workers
Item

All industries

Office workers

Manufacturing

Nonmanufacturing

Public utilities

-

8
8
20

3

All industries

Manufacturing

(12)
1
13
(12)
38
1
14
1
30

(12)
5
(12)
36
1
6

Nonmanufacturing

Public utilities

AMOUNT OF PAID VACATION AFTER 14 CONTINUED
30 YEARS OF SERVICE:
1 WEEK ---------------------2 UEEKS --------------------3 UEEKS --------------------OVER 3 AND UNDER 4 UEEKS 4 UEEKS --------------------OVER 4 AND UNDER 5 UEEKS 5 UEEKS --------------------OVER 5 AND UNDER 6 UEEKS 6 UEEKS --------------------8 UEEKS ---------------------

2
2
9
1
43
3
33
2
5
1

MAXIMUM VACATION AVAILABLE!
1 UEEK ---------------------2 UEEKS --------------------3 UEEKS --------------------OVER 3 AND UNDER 4 UEEKS 4 UEEKS --------------------OVER 4 AND UNDER 5 UEEKS —
5 UEEKS --------------------OVER 5 AND UNDER 6 UEEKS 6 UEEKS --------------------7 UEEKS --------------------8 UEEKS ---------------------

2
2
9
1
43
3
33
2
4
(12)
1

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




6
1
51
5
30
~

5
2

-

6
1
51
5
30
-

5
1
2

~

15

8

39
8
2

77
4
8

8
8
20

~

~

-

15

3
~

8

-

~

39
8
2

77
4
8
~

(12)
1
13
(12)
38
1
14
1
30
(12)

-

52

(12)
5
(12)
36
1
6
~

52
(12)

(12)
2
24

-

2

-

-

41

8

-

-

25
2
4

83
6
1

(12)
2
24

2

-

-

41

8

~

~

25
2
4

83
6
1

-

-

Table B-6. Health, insurance, and pension plans for full-time workers in DavenportRock Island—Moline, Iowa—III., May 1977
Plant workers
Item

All industries

Manufacturing

Office workers
Public utilities

Nonmanufacturing

All industries

Manufacturing

Nonmanufactur ing

Public utilities

PERCENT OF WORKERS
ALL FULL-TIRE WORKERS ------------

100

100

IN ESTABLISHHENTS PROVIDING AT
LEAST ONE OF THE BENEFITS
SHOWN B E L O W 15] ------------------------

98

100

LIFE INSURANCE -----------------------NONCONTRIBUTORY PLANS -------------

96
87

98
92

ACCIDENTAL DEATH AND
DISHEHBERHENT INSURANCE — *---------NONCONTRIBUTORY PLANS --------------

79
69

81
76

SICKNESS AND ACCIDENT INSURANCE
OR SICK LEAVE OR B O T H 16--------------

90

100

100

100

100

100

100

92

100

99

100

99

100

91
71

100
97

98
85

99
93

98
75

100
98

71
49

72
69

80
71

88
82

70
58

70
68

94

76

77

92

95

88

85

80
74

90
86

48
34

28
19

36
31

44
43

26
16

27
26

20

15

35

26

71

72

70

60

7

5

15

34

4

2

7

20

L0N6-TERH DISABILITY
INSURANCE ----------------------------NONCONTRIBUTORY PLANS -------------

48
42

58
55

15
2

-

57
52

78
76

32
24

6

-

HOSPITALIZATION INSURANCE ----------NONCONTRIBUTORY PLANS -------------

97
87

100
95

88
59

100
89

99
90

100
97

98
82

100
97

SUR6ICAL INSURANCE -------------------NONCONTRIBUTORY PLANS -------------

97
87

100
95

88
59

100
89

99
90

100
97

98
82

100
97

MEDICAL INSURANCE --------------------NONCJONTRIBUTORY P L A N S -------------

97
87

100
95

86
59

100
89

99
90

100
97

97
82

100
97

MAJOR MEDICAL INSURANCE -------------NONCONTRIBUTORY PLANS --------------

81
71

81
74

84
59

100
89

90
80

84
78

98
82

100
97

DENTAL INSURANCE ---------------------NONCONTRIBUTORY PLANS --------------

65
58

75
69

32
23

41
41

57
49

77
71

34
21

40
40

RETIREMENT PENSION ------------------NONCONTRIBUTORY PLANS --------------

86
82

95
92

55
50

71
63

93
83

96
91

89
74

86
80

SICKNESS AND ACCIDENT
INSURANCE ------ -------------------NONCONTRIBUTORY PLANS ----------SICK LEAVE (FULL PAY AND NO
WAITING PERIOD) -------------------SICK LEAVE (PARTIAL PAY OR
WAITING PERIOD) --------------------

See footnotes at end of tables.




18

6

Table B-7. Life insurance plans for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977
Plant workers

Office workers
Manufacturing

All industries

Item

All
plans 1
7

Noncontributory
plans 1
7

All
plans 1
7

Manufacturing

All industries

Noncontributory
plans 1
7

All
plans 1
7

Noncontributory
plans 1
7

All
plans 1
7

19

17

Noncontributory
plans 1
7

TYPE OF PLAN AND AMOUNT
OF INSURANCE
ALL FULL-TIME WORKERS ARE PROVIDED THE SAME
FLAT-SUM DOLLAR AMOUNT:
PERCENT OF ALL FULL-TIME W O R K E R S 18-----AMOUNT OF INSURANCE P R O V I D E D : 19
M E A N ----------------------------MEDIAN -------------------------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 W O R K E R S 18------------AMOUNT OF INSURANCE PROVIOED19 A F T E R :
6 MONTHS OF SERVICE:
MEAN ------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------1 YEAR OF SERVICE:
M E A N ------------------------------------MEDIAN --- ------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RAN6E (80 PERCENT) -----------5 YEARS OF SERVICE:
M E A N ------------------------------------MEDIAN ---------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) ------ -----10 YEARS OF SERVICE:
MEAN ------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------20 YEARS OF SERVICE:
MEAN ------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) ------------

A3
*6.500
*6.000
$4,000- 8.000
*2.000-10.500

36
$6,700
*7.000
*4.000- 9.000
*2.000-10.500

10

10

$1,600
(6)
(6)
(6)

*1.600
(6)
(6)
(6)

37
$7,200
$8,000
*5.000- 9.000
$2,500-10.500

$7,500
$8,000
*5,000- 9,000
$2,500-10,500

24
$4,600
$3,000
$2,000- 6,000
*1,500-10,000

$4,200
$2,500
$2,000- 6,000
$1,500-10.000

$6,400
$7,000
$2,500-10,000
*2,000-10.000

13
$6,200
*5.000
$3,000- 8.000
*2.500-10.500

10

10

4

4

2

2

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

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

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

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

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

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

S3.10G
*3.000
*2.000- 3.500
*2.000- 3.500

*3.100
$3,000
*2.000- 3.500
*2.000- 3.500

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

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

$14,500
(6)
(6)
(6)

*14,500
(6)
(6)
(6)

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

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

*4.600
*5.000
$3,800- 6.000
*1.500- 6.000

*4.600
*5.000
$3,800- 6.000
*1.500- 6.000

$4,200
*3.800
*3.800- 6.000
*1.500- 6.000

$4,200
*3.800
$3,800- 6,000
*1,500- 6.000

$26,200
(6)
(6)
(6)

*26,200
(6)
(6)
(6)

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

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

$5,700
*5.000
*5.000- 8.000
*2.000- 8.000

*5.700
*5.000
*5.000- 8.000
*2.000- 8.000

*5.600
$5,000
*5,000- 8.000
$2,000- 8,000

*5,600
$5,000
*5,000- 8,000
*2,000- 8,000

$34,800
(6)
(6)
(6)

$34,800
(6)
(6)
(61

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

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

*6.200
$6,000
*5.000- 8.000
*3.000- 8.000

*6.200
$6,000
*5.000- 8.000
$3,000- 8.000

*6.200
$6,000
*6.000- 8.000
$3,000- 8.000

*6,200
*6.000
*6.000- 8,000
*3,000- 8.000

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

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

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

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

See footnotes at end of tables.




32

19

Table B-7. Life insurance plans for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977— Continued
Office workers

Plant workers
All industries

Manufacturing

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

45

39

37

56

56

TY P E OF P L A N ANO A M O U N T
OF I N S U R A N C E - C O N T I N U E D
M O U N T OF I N S U R A N C E IS B A S E D ON A S C H E D U L E
U H I C H I N D I C A T E S A S P E C I F I E D D O L L A R A M O U N T OF
I N S U R A N C E FO R A S P E C I F I E D A M O U N T OF E A R N I N G S !
P E R C E N T OF A L L F U L L - T I M E W O R K E R S 18----------A M O U N T OF I N S U R A N C E P R O V I D E D 19IF!
A N N U A L E A R N I N G S AR E * 5 .0 00 !
M E A N ------------------------------------M E D I A N ---------------------------------H I D O L E R A N G E (50 P E R C E N T ) ---------M I D D L E R A N G E (80 P E R C E N T ) ---------A N N U A L E A R N I N G S AR E * 1 0 , 0 0 0 :
M E A N ------------------------------------M E D I A N ---------------------------------M I D D L E R A N G E (50 P E R C E N T ) ---------M I DD LE * R A N G E (80 P E R C E N T ) ---------A N N U A L E A R N I N G S AR E * 1 5 . 0 0 0 :
M E A N ------------------------------------M E D I A N ---------------------------------M I D D L E R A N G E (50 P E R C E N T ) ---------M I D D L E R A N G E (80 P E R C E N T ) ---------A N N U A L E A R N I N G S ARE S2 0t 0 0 0 :
M E A N -------- ---------------------------M E D I A N ---------------------------------M I D D L E R A N G E (50 P E R C E N T ) ---------M I D D L E R A N G E (80 P E R C E N T ) ---------A M O U N T OF I N S U R A N C E IS E X P R E S S E D AS A F A C T O R OF
A N N U A L E A R N I N G S ! 20
P E R C E N T OF ALL F U L L - T I M E W O R K E R S 1 8 -----------F A C T O R OF A N N U A L E A R N I N G S U S E D TO C A L C U L A T E
A M O U N T OF I N S U R A N C E : 19 20
M E A N ------------------------------------M E D I A N ----------------------------------M I D D L E R A N G E (50 P E R C E N T ) ----------M I D D L E R A N G E (80 P E R C E N T ) ----------P E R C E N T OF ALL F U L L - T I M E W O R K E R S C O V E R E D BY
P L A N S NOT S P E C I F Y I N G A M A X I M U M A M O U N T OF
I N S U R A N C E ---------------------------------------P E R C E N T OF A L L F U L L - T I M E W O R K E R S C O V E R E D BY
P L A N S S P E C I F Y I N G A H A X I H U R A M O U N T OF
I N S U R A N C E ---------------------------------------S P E C I F I E D M A X I M U M A M O U N T OF I N S U R A N C E : 19
M E A N -------------------------------------M E D I A N ----------------------------------M I D D L E R A N G E (50 P E R C E N T ) ----------MI D D L E R A N 6 E (80 P E R C E N T ) -----------

A M O U N T OF I N S U R A N C E IS B A S E D ON S O M E O T H E R TY P E
OF p l a n :
P E R C E N T OF ALL F U L L - T I M E W O R K E R S 18-----------

36

35

45

*11,000
*10.000
*10.000-12.500
*10.000-12.500

$11,100
$10,000
*10.000-12.500
*10,000-12.500

*11.200
$10,000
*10.000-12.500
*10.000-12.500

*10.000-12,500
*10.000-12,500

*15,900
*20,000
*12.500-20,000
*10,000-20,000

*16,300
*20,000
*12,500-20.000
*10.000-20,000

*17.000
*20,000
*12.500-20.000
$12,500-20,000

*17,100
*20,000
*12.500-20.000
*12.500-20.000

*11.400
*10.000
*10.000-12.500
*10.000-13.000

*11.200
*10.000
*10.000-12.500
*10.000-12.500

*11.200
*10,000
*10,000-12,500
*10,000-12.500

*11,200
*10,000
*10.000-12,500
*10,000-12,500

*16,700
*20,000
*12,500-20,000
*10,000-20,000

*16,700
*20,000
*12,500-20,000
*11.000-20,000

*17.300
*20,000
*12.500-20.000
*12,500-20,000

*17.300
*20,000
*12,500-20,000
*12.500-20.000

*15.900
*15.000
(15.000-17.000
*14.500-17.000

*15.700
*15,000
*15.000-17.000
*15.000-17,000

*15.700
*15.000
*15.000-17.000
*15.000-17.000

*15.700
*15,000
*15.000-17.000
*15.000-17.000

*26.200
*30,000
*17,000-30.000
*15,000-30,000

*26,300
*30,000
*17,000-30,000
*15.000-30,000

*25.100
*30,000
*17.000-30.000
*17.000-30.000

*25,100
*30,000
*17.000-30.000
*17.000-30,000

*21.100
*20.000
*20.000-22.500
*20.000-22.500

*20,900
*20,000
$20,000-22,500
*20,000-22.500

$20*900
*20,000
*20,000-22.500
*20,000-22,500

$20*900
*20,000
*20,000-22,500
*20.000-22.500

*34.700
*40,000
*22.500-40.000
*20,000-40,000

$35*000
*40,000
*22,500-40.000
*20.000-40.000

$ 3 3 15 00
*40,000
$22,500-40.000
*22.500-40.000

*33.500
$40,000
*22.500-40.000
*22.500-40.000

6

1.37
1.50
1.00-1.50
1.00-2.00
5

6

1 .37
1.50
1.00-1.50
1.00-2.00
5

5
1.40
1.50
1.00-1.50
1.00-2.00
4

5
1 .40
1.50
1.00-1.50
1.00-2.00
4

1

1

2

2

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

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

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

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

1

(12)

29
1.71
2.00
1.50-2.00
1.00-2.00
17
12
*74,400
*50,000
*30.000-100,000
*30,000-200,000

1

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




*11,200
sio.oo:,

20

21
1 .75
2.00
1.50-2.00
1.00-2.00
15
7

*113.700
*100,000
*50,000-180,000
*50,000-200,000

1

18
1 .51
1.50
1.00-2.00
1.00-2.00
15

17
1 .46
1.50
1.00-2.00
1.00-2.00
13

3

3

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

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

1

1

Footnotes

S o m e o f t h e s e s ta n d a r d fo o t n o t e s m a y n ot a p p ly to th is b u lle tin .

14 In c lu d e s p a y m e n t s o t h e r th an " le n g t h o f t i m e , " s u ch a s p e r c e n t a g e
o f a n n u a l e a r n in g s o r f l a t - s u m p a y m e n t s , c o n v e r t e d to an e q u iv a le n t tim e
b a s i s ; f o r e x a m p le , 2 p e r c e n t o f a n n u a l e a r n in g s w a s c o n s i d e r e d a s 1 w e e k 's
pay.
P e r i o d s o f s e r v i c e a r e c h o s e n a r b i t r a r i l y a nd d o n ot n e c e s s a r i l y r e ­
f l e c t in d iv id u a l p r o v i s i o n s f o r p r o g r e s s i o n ; f o r e x a m p le , c h a n g e s in p r o ­
p o r t io n s a t 10 y e a r s in c lu d e c h a n g e s b e tw e e n 5 an d 10 y e a r s .
E s t im a t e s
a r e c u m u la t iv e .
T h u s , th e p r o p o r t i o n e l i g i b l e f o r at le a s t 3 w e e k s ' pay
a f t e r 10 y e a r s in c lu d e s t h o s e e l i g i b l e f o r at l e a s t 3 w e e k s ' pay a ft e r fe w e r
y e a rs of s e r v ic e .
15 E s t im a t e s l i s t e d a f t e r ty p e o f b e n e f it a r e f o r a ll p la n s f o r w h ic h
a t l e a s t a p a r t o f th e c o s t is b o r n e b y th e e m p lo y e r .
" N o n c o n t r ib u t o r y
p la n s " in c lu d e o n ly t h o s e fin a n c e d e n t i r e l y b y th e e m p lo y e r .
E x c lu d e d a r e
l e g a l l y r e q u ir e d p la n s , s u c h a s w o r k e r s ' d is a b ilit y c o m p e n s a t io n , s o c i a l s e ­
c u r i t y , a nd r a i l r o a d r e t ir e m e n t .
16 U n d u p lic a te d t o t a l o f w o r k e r s r e c e iv in g s i c k le a v e o r s ic k n e s s and
a c c i d e n t in s u r a n c e s h o w n s e p a r a t e ly b e lo w .
S ic k le a v e p la n s a r e lim it e d to
t h o s e w h ic h d e f in it e ly e s t a b lis h a t le a s t th e m in im u m n u m b e r o f d a y s ' pay
th a t e a c h e m p lo y e e ca n e x p e c t .
I n fo r m a l s i c k le a v e a llo w a n c e s d e t e r m in e d
on a n in d iv id u a l b a s i s a r e e x c lu d e d .
17 E s t im a t e s u n d e r " A l l p la n s " r e la t e to a ll p la n s f o r w h ic h a t le a s t
a p a r t o f th e c o s t is b o r n e b y th e e m p l o y e r .
E s t im a t e s u n d e r " N o n c o n t r i b ­
u t o r y p la n s " in c lu d e o n ly t h o s e fin a n c e d e n t ir e ly b y th e e m p lo y e r .
18 F o r " A l l i n d u s t r i e s , " a ll f u l l - t i m e p la n t w o r k e r s o r o f f i c e w o r k e r s
e q u a l 100 p e r c e n t .
F o r " M a n u f a c t u r i n g ," a ll f u l l - t i m e pla n t w o r k e r s o r
o f f i c e w o r k e r s in m a n u fa c tu r in g e q u a l 100 p e r c e n t .
19 T h e m e a n a m o u n t is c o m p u t e d b y m u lt ip ly in g the n u m b e r o f w o r k e r s
p r o v id e d in s u r a n c e b y th e a m o u n t o f in s u r a n c e p r o v id e d , to ta lin g th e p r o d ­
u c t s , a n d d iv id in g th e s u m b y th e n u m b e r o f w o r k e r s .
T h e m e d ia n in d ic a t e s
th a t h a lf o f th e w o r k e r s a r e p r o v id e d an a m o u n t e q u a l to o r s m a l l e r an d h a lf
a n a m o u n t e q u a l to o r l a r g e r th an th e a m o u n t sh ow n .
M id d le r a n g e (5 0 p e r ­
c e n t)— a fo u r t h o f th e w o r k e r s a r e p r o v id e d an a m o u n t e q u a l to o r l e s s th an
th e s m a l l e r a m o u n t a n d a fo u r t h a r e p r o v id e d a n a m o u n t e q u a l t o o r m o r e
th a n th e l a r g e r a m o u n t.
M id d le ra n g e (8 0 p e r c e n t ) — 10 p e r c e n t o f th e w o r k ­
e r s a r e p r o v id e d an a m o u n t e q u a l t o o r l e s s th an th e s m a l l e r a m o u n t a nd 10
p e r c e n t a r e p r o v id e d an a m o u n t e q u a l t o o r m o r e th a n th e l a r g e r a m o u n t.
20 A f a c t o r o f a n n u a l e a r n in g s is th e n u m b e r b y w h ic h a nn ual e a r n in g s
a r e m u lt ip lie d t o d e t e r m i n e th e a m o u n t o f in s u r a n c e p r o v id e d .
F o r e x a m p le ,
a f a c t o r o f 2 in d ic a t e s th a t f o r a n n u a l e a r n in g s o f $ 1 0 ,0 0 0 th e a m o u n t o f
in s u r a n c e p r o v id e d is $ 2 0 , 000.

1
S t a n d a r d h o u r s r e f l e c t th e w o r k w e e k f o r w h ic h e m p l o y e e s r e c e i v e
th e ir r e g u la r s t r a ig h t -t im e s a la r i e s (e x c lu s iv e of pay fo r o v e r tim e at r e g ­
u l a r a n d / o r p r e m i u m r a t e s ) , a n d th e e a r n i n g s c o r r e s p o n d t o t h e s e w e e k l y
h ou rs.
2
T h e m e a n i s c o m p u t e d f o r e a c h j o b b y t o t a li n g th e e a r n i n g s o f
a l l w o r k e r s a n d d iv id i n g b y th e n u m b e r o f w o r k e r s .
T h e m e d ia n d e s ig ­
n a te s p o s it io n — h a lf o f th e w o r k e r s r e c e i v e th e s a m e o r m o r e an d h a lf r e ­
c e i v e th e s a m e o r l e s s t h a n th e r a t e s h o w n .
T h e m i d d l e r a n g e i s d e f in e d
b y t w o r a t e s o f p a y ; a f o u r t h o f th e w o r k e r s e a r n th e s a m e o r l e s s th a n
th e l o w e r o f t h e s e r a t e s a n d a f o u r t h e a r n th e s a m e o r m o r e th a n th e
h ig h e r ra te .
3
E a r n i n g s d a ta r e l a t e o n ly t o
p r o v id e d b y th e e s t a b lis h m e n t .

w o rk e r s w h ose

4
E x c lu d e s
h o lid a y s , an d la te

o v e r tim e

s k ille d
la t e to

p r e m iu m
s h ifts .

pay

fo r

and

sex

fo r

id e n tific a tio n

w ork

on

w as

w eeken ds,

E s t i m a t e s f o r p e r i o d s e n d in g p r i o r t o 1 9 7 6 r e l a t e t o m e n o n ly f o r
m a i n t e n a n c e a n d u n s k i l l e d p la n t w o r k e r s .
A ll o th e r e s t im a t e s r e ­
m e n and w o m en .

6
D a ta d o not m e e t p u b lic a tio n c r i t e r i a o r d a ta n o t a v a ila b le .
7
F o r m a lly e s ta b lis h e d m in im u m
r e g u la r s t r a i g h t -t i m e h ir in g
a r i e s th a t a r e p a id f o r s ta n d a r d w o r k w e e k s .

s a l­

8
E x c l u d e s w o r k e r s in s u b c l e r i c a l j o b s s u c h a s m e s s e n g e r .
9
D a ta a r e p r e s e n te d fo r a ll s ta n d a rd w o r k w e e k s c o m b in e d , and fo r
th e m o s t c o m m o n s t a n d a r d w o r k w e e k s r e p o r t e d .
10 I n c lu d e s a l l
p la n t w o r k e r s
in e s t a b l i s h m e n t s
c u r r e n tly o p e r a t­
in g
la t e
s h ift s , and e s ta b lis h m e n ts w h o se
f o r m a l p r o v is i o n s c o v e r la te
s h i f t s , e v e n th o u g h th e e s t a b l i s h m e n t s w e r e n o t c u r r e n t l y o p e r a t i n g l a t e
s h ifts .
11 L e s s th a n 0 . 0 5 p e r c e n t .
12 L e s s t h a n 0 . 5 p e r c e n t .
13 A l l c o m b i n a t i o n s o f f u l l a n d h a l f d a y s t h a t a d d t o th e s a m e a m o u n t
a r e c o m b in e d ; f o r e x a m p le , th e p r o p o r t io n o f w o r k e r s r e c e iv in g a to t a l of
1 0 d a y s i n c l u d e s t h o s e w it h 10 f u l l d a y s a n d n o h a l f d a y s , 9 f u l l d a y s a n d
2 h a l f d a y s , 8 f u l l d a y s an d 4 h a lf d a y s , a n d s o o n .
P r o p o r t io n s th e n
w e r e c u m u la te d .




21




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 * areas currently surveyed, data are obtained from
1
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 em ployees.
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
mem ber that is sim ilar to the m issing unit.
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) em ploy­
ment in the occupation is too sm all to provide enough data to merit p resen ­
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 co st-of-liv in 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. Vertical lines within the distribution
of workers on some A -tables 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 under 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.— C . ;
N.
and Syracuse, N .Y . In addition, the Bureau conducts more lim ited area studies in approximately 100 areas
differently to the estimates for each job.
Pay averages may fail to reflect
at the request of die 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 increases. 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 clerical— Continued

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

Order clerk s, classes
A and B
Accounting clerks,
cla sses A and B
B ookkeeping -machine
operators, class B
Payroll clerks
Keypunch operators,
cla sses A and B

Electronic data processing

Skilled maintenance

Computer system s
analysts, classes
A , B , and C
Computer program 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— less 100 is the percent change.

For a more 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 workers.
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. Administrative, 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 more likely than sm all establishments to have form al entrance
and Wichita.




rates above the subclerical lev el, the table is more 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 time during the 12 months
preceding a survey. When establishments have several differentials which
vary by job, the differential applying to the majority of the plant workers is
recorded. When establishments have differentials which apply only to certain
hours of work, the differential applying to the majority 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 establishment'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 time of the survey).
Scheduled weekly hours; paid holidays; paid vacations; and health,
insurance, and pension plans. Provisions which apply to a m ajority 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 less than a majority. Holidays;
vacations; and health, insurance, and pension plans are considered applicable
to employees currently eligible for the benefits as well as to employees who
will 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 fu ll­
tim e first (day) shift workers are expected to work, whether paid for at
straight-tim e 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 time 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 time (whole and half holidays are aggregated).
Paid vacations (table B -5 ). Establishments report their method of
calculating vacation pay (time b a s is , percent of annual earnings, flat-su m
payment, etc.) and the amount of vacation pay granted. Only basic form al
plans are reported. Vacation bonuses, vacation-savings plans, and "extended"
or "sa b b a tica l" benefits beyond basic plans are excluded.
For tabulating vacation pay granted, all provisions are expressed
on a tim e basis. Vacation pay calculated on other than a tim e basis is
converted to its equivalent time period.
Two percent of annual earnings,
for example, is tabulated as 1 week'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 -7L
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 majority 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 time from work because of illness or injury, e .g ., $50 a week
for up to 26 weeks of disability.
Sick leave plans are limited to formal plans 4 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 workers disabled by injury or illness
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 contribute; in New York, employees contribute up to a specified maximum
and employers pay the difference between the jmployees1 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 York, 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 work-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 the 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 alm ost, 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 Davenport—
Rock Island—
Moline 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 medical 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 calls.
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.
Major 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 .,
$ 10,000 a year).

Office workers

81
91
52
90

10
8
12
54

A ll industries________________
M anufacturing____________
Nonmanufacturing________
Public u t ilitie 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 n ecessarily 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 limited.

Dental insurance plans provide normal 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
Two-thirds of the workers within the scope of the survey in the
Davenport area were employed in manufacturing fir m s. The following p r e ­
sents the m ajor industry groups and specific industries as a percent of all
manufacturing:
Industry groups

Specific industries

Machinery, except electrical_58
P rim ary metal industries_____ 13
Food and kindred products____ 8

F arm and garden machinery__39
Construction and related
10
m a ch in ery ____________
Nonferrous rolling and
drawing_______________________ 6
Iron and steel foundries______ 6
Meat 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 may differ from proportions based on the results
of the survey as shown in appendix table 1.

26

Appendix table 1. Establishments and workers within scope of survey and number studied in DavenportRock Island—Moline, Iowa—III.,1 May 1977
N um ber o f e sta b lish m e n ts

In d u stry d i v i s i o n 2

em p lo ym e n t
in e s t a b lis h ­
m ents in s c o p e
o f study

W o r k e r s in esta b lish m en ts
W ithin s c o p e o f study

W ithin s c o p e
o f s tu d y 5

Studied

T o t a l4

Studied
N um ber

Total4

252

110

66.440

100

43.172

9 .436

50.838

110
142

49
61

44.934
21.506

68
32

32.793
10.379

5.216
4.220

36.483
14.355

50
50
50
50
50

24
23
49
19
27

12
10
16
8

4.960
2.841
8.155
2.629
2.921

7
4
12
4
4

2.569
C6 >
<6 )
(7 )
<6 >

912
(6 )
<6 )
C6 >
<6 )

3.950
1.854
5.102
1.491
1.958

15

1 The D a v en p ort— o c k Isla n d — olin e Standard M e tro p o lita n S ta tis tic a l A r e a , a s d e fin e d b y the
R
M
O ffic e o f M an agem en t and B udget th rou gh F e b r u a r y 1974, c o n s is t s o f S co tt County, Iow a ; and H en ry
and R o c k Isla n d C o u n tie s , 111. Th e " w o r k e r s w ithin s c o p e o f stu d y " e s tim a te s show n in this table
p r o v id e a r e a s o n a b ly a c c u r a t e d e s c r ip tio 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 ed
in the s u r v e y . E s tim a te s a r e n o t intended, h o w e v e r , f o r c o m p a r is o n w ith o th er e m p lo y m e n t in d e xe s
to m e a s u r e em p lo y m e n t tr e n d s o r le v e ls sin c e (1) planning o f w age s u 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 a d va n ce o f the p a y r o ll p e r io d stu died, and (2) s m a ll e s ta b lis h m e n ts
a r e ex c lu d e d f r o m the s c o p e o f the s u r v e y .
2 Th e 1972 ed ition o f the Standard In d u s tria l C la s s ific a t io n M anual w as u se d to c la s s i f y e s t a b ­
lis h m e n ts b y in d u s try d iv is io n . H o w e v e r , a ll go v e rn m e n t o p e r a tio n s a r e e x clu d e d fr o m the s c o p e
o f the s u r v e y .
3 In clu d es a ll e s ta b lis h m e n ts w ith to ta l e m p lo y m e n t at o r a b o v e the m in im u m lim ita tio n . A ll
o u tlets (w ithin the a r e a ) o f c o m p a n ie s in in d u s tr ie s such as tr a d e , fin a n c e , auto r e p a ir s e r v ic e , and
m o tio n p ic tu r e th e a te r s a r e c o n s id e r e d as 1 e sta b lis h m e n t.
4 In clu d es e x e c u tiv e , p r o fe s s io n a l, p a r t -t im e , and o th e r w o r k e r s e x clu d e d fr o m the se p a ra te
plant and o f f i c e c a t e g o r ie s .




F u ll-t im e
o f fi c e w o r k e r s

50
“

ALL DIVISIONS -------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING ---------------------------------TRANSPORTATION. COMMUNICATION. AND
OTHER PUBLIC UTI L I T I E S 5 ---------------------WHOLESALE TRADE
------------------------------RETAIL TRADE ----------------------------------FINANCE. INSURANCE. AND REAL ESTATE -------SERVICES8 ----------------------------------------

Percent

F u ll-t im e
plant w o r k e r s

5 A b b r e v ia te d to "p u b lic u t i li t 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 ­
c id e n ta l to w a te r tr a n s p o r ta tio n a r e e x c lu d e d .
Th e l o c a l tr a n s it s y s t e m is m u n ic ip a lly ow ned and
o p e r a te d and is e x c lu d e d b y d e fin itio n f r o m the s c o p e o f the study.
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 ll in d u s t r ie s " and "n on m a n u fa ctu rin g " in the
A - and B - s e r i e s t a b le s . S ep a ra te p r e s e n ta tio n o f data is not m a d e f o r one o r m o r e o f the fo llo w ­
ing r e a s o n s : (1) E m p lo y m e n t is too sm a ll to p r o v id e enough data to m e r it se p a ra te study, (2) the
sa m p le w as not d e s ig n e d in itia lly to p e r m it s e p a r a te p r e s e n ta tio n , (3) r e s p o n s e w as in su fficien t o r
inadequate to p e r m it s e p a r a te p r e s e n ta tio n , and (4) th ere is p o s s ib ilit y o f d is c lo s u r e o f individual
e s ta b lis h m e n t data.
7 W o r k e r s f r o m th is e n tire d iv is io n a r e r e p r e s e n te d in e s tim a te s f o r " a l l in d u s t r ie s " and
"n o n m a n u fa ctu rin g " in the A - s e r i e s t a b le s , but fr o m the r e a l esta te p o r t io n on ly in e s tim a te s f o r
" a ll in d u s t r ie s " and "n o n m a n u fa ctu rin g " in the B - s e r i e s t a b le s . S ep a ra te p r e s e n ta tio n 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 given in footn ote 6.
8 H o te ls and m o t e ls ; la u n d rie s and o th e r 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 , ren tal, and p a rk in g ; m o tio n p ic t u r e s ; n o n p ro fit m e m b e r s h ip o r g a n iz a tio n 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 t io 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; learners; begin­
n ers; 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 re ­
ceiving o n-th e-job training in some of the lower level professional and
technical occupations.

Office
SECRET ARY— Continued

SECRETARY
Assigned as a personal secreta ry , . 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. Positions which do not meet the
described above;

"p erso n a l"

secretary concept

b. Stenographers not fully trained in secretarial-type duties;

Not all positions that are titled "s e c r e ta r y " possess the above
ch aracteristics. Examples of positions which are excluded from the definition
are as follows:

c.

Stenographers serving as office assistants
fessional, technical, or managerial persons;

d.

Exclusions




Exclusions— Continued

A ssistant-type positions which entail more difficult or more r e ­
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 occupations for which revised descriptions or 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

to a group of pro­

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 rv 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

e.

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.

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.

_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.

b.

LS—
3

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
Secretary to the head of an individual plant, factory, etc., (or
other equivalent level of official) that em ploys, in all, fewer
than 5 ,0 0 0 persons.

a. Secretary to the chairman of the board or president of a company
that em ploys, in all, fewer than 100 persons; or
b.

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.

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.

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 major
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 2 5 ,0 0 0 em ployees; or




Secretary to the head, immediately below the corporate officer
level, of a m ajor segment or subsidiary of a company that
em ploys, in all, 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 major company activities. The title "vice
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.

Secretary to a corporate officer (other than chairman of the
board or president) of a company that em ploys, in all, over 100
but fewer than 5, 000 persons; or

d. Secretary to the head of
(or other equivalent level
over 5 ,0 0 0 persons; or

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.

Types, takes and transcribes dictation, and files.

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

30

greets

personal

calendar

and

ca llers,

makes

and

opens

in­

May

appointments

as

STENOGRAPHER— Continued

SECRETARY— 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.
OR

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

c.

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
supervisor's name.
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.

TRANS CRIBING-MACHINE TYPIST

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

The following chart
and LR combination.

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 secretary's
supervisor

Level of secreta ry 's responsibility
TYPIST
LR—1

LS—1
,
LS—
2.
LS—3.
LS—
4.

C lass
C lass
Class
Class

E
D
C
B

LR—
2
Class
Class
C lass
Class

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 m aterial
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, and 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).

Class 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 m ore complex tables
already set up and spaced properly.

N O TE : 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 more responsible and discretionary tasks as
described in the secretary job definition.

FILE CLERK
Stenographer, General

keep

F ile s, cla ssifie s, and retrieves m aterial in an established filing
systeiyi. 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 records, 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 files. 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.

adequacy 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 matter) headings or partly classified m aterial by finer subheadings.
Prepares simple related index and cro ss-referen c e 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.

C lass 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:

are

classified

into

levels

according to

the following

Class 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.

MESSENGER

Class 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 .

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.

ACCOUNTING CLERK
SWITCHBOARD OPERATOR
P erform s one or m ore 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 .

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 e ssag 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
Operator-Receptionist.

The work requires a knowledge of clerical methods and office
practices and procedures which relates to the clerical processing and r e ­
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.

SWITCHBOARD OPERATOR-RECEPTIONIST
At a single-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 isito rs; 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.

Positions
definitions:

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 classification s, or tracing transactions through previous accounting
actions to determine source of discrepancies.
May be assisted by one or
m ore class B accounting clerks.

ORDER CLERK
Receives written or verbal cu stom 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




are

C lass 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

32

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 code3.

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 fam iliarity with the structure
of the particular accounting system used.
Determines proper records and
distribution of debit and credit items to be used in each phase of the work.
May prepare consolidated reports, balance sheets, and other records by hand.
Class B . Keeps a record of one or more phases or sections of a
set of records usually requiring little knowledge of basic bookkeeping. Phases
or sections include accounts payable, payroll, custom ers' accounts (not in­
cluding a simple type of billing described under machine biller), cost d is­
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 workers' 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.
Class 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
info rmation.

Professional and Technical
COMPUTER SYSTEMS A N ALYST, BUSINESS

COMPUTER SYSTEMS A N ALYST, 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 m ost 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 employees,
or systems- 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:
Class A . Works independently or under only general direction on
complex problems involving all phases of system s analysis. Problem s are
complex because of diverse sources of input data and m ultiple-use require­
ments of output data.
(For exam ple, 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

Class B . Works independently or under only general direction on
problems that are relatively uncomplicated to analyze, plan, program , and
operate. Problem s are of lim ited complexity because sources of input data
are homogeneous and the output data are closely related.
(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 r e ­
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
bilities, m athem atics, logic employed by computers, and particular sub­
ject matter involved to analyze charts and diagrams of the problem to
be programm ed; develops sequence of program steps; writes detailed flow
charts to show order in which data will be processed; converts these
charts to coded instructions for machine to follow; tests and corrects




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
ysis and programming should be classified as system s analysts if this is
the skill used to determine their pay.)

C lass 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 assist.
C lass B . Works independently or under only general direction on
relatively simple p rogram s, or on simple "Segments of complex program s.
Program 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
processed, the data have been refined in prior actions so that the accuracy
and sequencing of data can be tested by using a few routine checks. Typically,
the program deals with routine 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 less 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 form al 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 assignm ents; 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

follow s:
C lass A . Operates independently, or under only general direction, a
computer running programs with m ost of the following characteristics: New
program s 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 program s with m ost of the following characteristics: Most
of the program s are established production runs, typically run on a regularly
recurring b a sis; there is little or no testing of new programs required; a lter­
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 programm ed corrective steps, or using standard
correction techniques.
OR
Operates under direct supervision a computer running program s 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 problem s involved in running routine program s. Usually has
received som e 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.
C lass 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 plans, and roof. Uses accepted formulas and
manuals in making n ecessary computations to determine quantities of
m aterials to be used, load capacities, strengths, str e sse s, etc.
Receives
initial instructions, requirem ents, 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 m aterials are given
with initial assignm ents. Instructions are less complete when assignments
recur. Work may be spot-checked during progress.
D R A FT E R -TR A C E R
Copies plans and drawings prepared by others by placing tracing
cloth or paper over drawings and tracing with pen or pencil.
(Does not
include tracing limited to plans prim arily consisting of straight lines and a
large scale not requiring close delineation.)
AN D /O R
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 scillo sco p es, 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 manufacturers' 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.

Class 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: Assisting higher level technicians by performing such activities as
replacing components, wiring circuits, and taking test readings; repairing
simple electronic equipment; and using tools and common test instruments
(e .g ., m ultim eters, audio signal generators, tube teste rs, 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
levei 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 m ore than
one nurse are excluded.

Maintenance, Toolroom, and Powerplant
MAINTENANCE CARPENTER

MAINTENANCE ELECTRICIAN— Continued

P erform s the carpentry duties necessary to construct and maintain
in good repair building woodwork and equipment such as bins, crib s, 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 sfo rm ers, switchboards, controllers,
circuit breakers, m o to rs, heating units, conduit system s, or other trans­
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, d istri­
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 a lls, woodwork, and fixtures of an estab­
lishm ent. 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 P IPEFITTER

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 tj: awning 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 a teria ls, parts, and equipment required for this work;
and fitting and assembling parts into mechanical equipment. In general, the
m achinist'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
machine shop or sending the machine to a machine shop for m ajor repairs;
preparing written specifications for m ajor repairs or for the production of
parts ordered from machine shops; reassem bling machines; and making all
necessary adjustments for operation. In general, the work of a machinery
maintenance mechanic requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and ex­
perience. Excluded from this classification are workers whose primary
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 blin g. equipment and per­
forming repairs that involve the use of such handtools as wrenches, gauges,
d rills, or specialized equipment in disassembling 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 form al apprenticeship or equivalent training and experience.
This classification does not include mechanics who repair customers'
vehicles in automobile repair shops.




MAINTENANCE S H E E T -M E T A L WORKER
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 assem bling; 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 form al apprenticeship or
equivalent training and experience.
MILLWRIGHT
Installs new machines or heavy equipment, and dismantles and
installs machines or heavy equipment when changes in the plant layout are
required. Work involves most of the following: Planning and laying out 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, and centers of gravity; aligning and balancing equipment;
selecting standard tools, equipment, and 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 materials
and too ls, and cleaning working areas; and in others he is permitted to
perform specialized machine operations, or parts of a trade that are also
performed by workers on a full-tim e basis.

M ACHINE-TOOL OPERATOR (TOOLROOM)

TOOL AND DIE MAKER— Continued

Specializes in operating one or m ore 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 metal 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
tables, and other controls to handle the size of stock to be machined;
determine proper feeds, speeds, tooling, and operation sequence or select
those prescribed in drawings, blueprints, or layouts); using a variety of
precision measuring instruments; making n ecessary 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 too l­
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 m achine-shop and toolroom practice
usually acquired through form al apprenticeship or equivalent training and
experience.

For cross-industry 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:
Planning and laying out work according to m odels, blueprints, drawings, or
other written or oral specifications; understanding the working properties of
common metals and alloys; selecting appropriate m aterials, tools, and
processes required to complete task; making necessary shop computations;

For cross-industry wage study purposes, this classification does not
include tool and die makers who ( 1 ) are employed in tool and die jobbing
shops or (2 ) produce forging dies (die sinkers).
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 irconditioning. 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 boiler-fed water pumps;
making equipment repairs; and keeping a record of operation of machinery,
temperature, and fuel consumption. May also supervise these operations.
Head or chief engineers in establishments employing more than one engineer
are excluded.
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 aterials, merchandise, 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
custom 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 o ver-th e-road drivers are excluded.

Perform s clerical and physical tasks in connection with shipping
goods of the establishment in which employed and receiving incoming
shipments. In performing day-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.

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

Shippers typically are responsible f o r most of the following:
Verifying that orders are accurately filled by comparing items 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 anifests, 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, tractor-trailer




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

38

SHIPPER AND RECEIVER— Continued

M ATERIAL HANDLING LABORER— Continued

receipts, or other records; checking for damaged goods; insuring that
goods are appropriately identified for routing to departments within the
establishment; preparing and keeping records of goods received.

m aterials or merchandise in proper storage location; and transporting
m aterials or merchandise by handtruck, car, or wheelbarrow.
Longshore
w orkers, who load and unload ships, are excluded.

For wage study purposes, workers are classified as follows:
Shipper
Receiver
Shipper and receiver

POW ER-TRUCK OPERATOR
Operates a manually controlled gasoline- or electric-pow ered truck
or tractor to transport goods and m aterials of all kinds about a warehouse,
manufacturing plant, or other establishment.
For wage study purposes, workers are classified by type of powertruck, as follows:

WAREHOUSEMAN
As directed, perform s a variety of warehousing duties which require
an understanding of the establishment's storage plan. Work involves most
of the following: Verifying m aterials (or merchandise) against receiving
documents, noting and reporting discrepancies and obvious damages; routing
m aterials to prescribed storage locations; storing, stacking, or palletizing
m aterials in accordance with prescribed storage methods; rearranging and
taking inventory of stored m aterials; examining stored m aterials and r e ­
porting deterioration and damage; removing m aterial from storage and
preparing it for shipment. May operate hand or power trucks in performing
warehousing duties.
Exclude workers whose prim ary duties involve shipping and re ­
ceiving work (see Shipper and Receiver and Shipping Packer), order filling
(see Order F ille r), or operating power trucks (see Pow er-Truck Operator).
ORDER FILLER
F ills shipping or transfer orders for finished goods from stored
merchandise in accordance with specifications on sales slips, custom ers'
ord ers, or other instructions. May, in addition to filling orders and indicating
items filled or omitted, keep records of outgoing ord ers, requisition addi­
tional stock or report short supplies to supervisor, and perform other related
duties.
SHIPPING PACKER
Prepares finished products for shipment or storage by placing them
in shipping containers, the specific operations performed being dependent
upon the type, size, and number of units to be packed, the type of container
employed, and method of shipment. Work requires the placing of items in
shipping containers and may involve one or more of the following: Knowledge
of various items of stock in order to verify content; selection of appropriate
type and size of container; inserting enclosures in container; using excelsior
or other m aterial to prevent breakage or damage; closing and sealing
container; and applying labels or entering identifying data on container.
Packers who also make wooden boxes or crates are excluded.
M ATERIAL HANDLING LABORER
A worker employed in a warehouse, manufacturing plant, store, or
other establishment whose duties involve one or more of the following:
Loading and unloading various m aterials and merchandise on or from freight
ca rs, trucks, or other transporting devices; unpacking, shelving, or placing




Forklift operator
Pow er-truck operator (other than forklift)
GUARD
Protects property from theft or damage, or persons from hazards
or interference.
Duties involve serving at a fixed post, making rounds on
foot or by motor vehicle, or escorting persons or property. May be deputized
to make a rrests.
May also help visitors and customers by answering
questions and giving directions.
Guards employed by establishments which provide protective s e r ­
vices on a contract basis are included in this occupation.
For wage study purposes, guards are classified as follows:
Guard A
Enforces regulations designed to prevent breaches of security.
E xercises judgment and uses discretion in dealing with emergencies and
security violations encountered.
Determines whether first response should
be to intervene directly (asking for assistance when deemed necessary and
time allows), to keep situation under surveillance, or to report situation
so that it can be handled by appropriate authority. Duties require spe­
cialized training in methods and techniques of protecting security areas.
Commonly, the guard is required to demonstrate continuing physical fitness
and proficiency with firearm s or other special weapons.
Guard B
Carries out instructions prim arily oriented toward insuring that
em ergencies and security violations are readily discovered and reported to
appropriate authority. Intervenes directly only in situations which require
minim al action to safeguard property or persons. Duties require minimal
training.
Commonly, the guard is not required to demonstrate physical
fitness.
May be arm ed, but generally is not required to demonstrate
proficiency in the use of firearm s or special weapons.
JANITOR, PORTER, OR CLEANER
Cleans and keeps in an orderly condition factory working areas and
washroom s, or prem ises of an office, apartment house, or com m ercial or
other establishment. Duties involve a combination of the following: Sweeping,
mopping or scrubbing, and polishing floors; removing chips, trash, and other
refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or
trim m ings; providing supplies and minor maintenance services; and cleaning
lavatories, showers, and restroom s. W orkers who specialize in window
washing are excluded.

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.
B akersfield, Calif.
Baton Rouge, La.
Battle Creek, Mich.
Beaumont—Port A rth u rOrange, Tex.
Biloxi—
Gulfport and
Pascagoula, M iss.
Brem erton, Wash.
Bridgeport, Norwalk, and
Stamford, Conn.
Brunswick, Ga.
Cedar Rapids, Iowa
Champaign—
Urbana—
Rantoul, 111.
Charleston, S.C.
Cheyenne, Wyo.
Clarksville—
Hopkinsville, Tenn.—
Ky.
Colorado Springs, Colo.
Columbia, S.C.
Columbus, M iss.
Crane, Ind.
Decatur, 111.
Des M oines, Iowa
Dothan, Ala.
Duluth—
Superior, Minn.— is.
W
El Paso, T e x ., and Alamogordo—
Las
C ruces, N. Mex.
Eugene—
Springfield and MedforckKlamath 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—
Hager s townChamber sburg, Md.—
Pa.
Gadsden and Anniston, Ala.
Goldsboro, N.C.
Grand Island—
Hastings , Nebr.
Guam, T erritory of
Harrisburg—Lebanon, Pa.
La C rosse, W is.
Laredo, Tex.
Lawton, Okla.
Lexington—
Fayette, Ky.
Lim a, Ohio
Logansport—Peru, Ind. .
Lower Eastern Shore, Md.—
Va.—
Del.
Macon, Ga.
Madison, W is.
Maine (statewide)
M c A lle n —P h a r r —E d in b u r g a nd
B ro w n s v i l l e — a r lin g e n —
H
S a n B e n it o , T e x .

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 Killeen—
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 AVAILABLE—
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 C lerical 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 list of the latest bulletins available is presented below. Bulletins
may be purchased from any of the BLS regional offices shown on the back
cover, or from the Superintendent of Documents, U.S. Government Printing
Office, Washington, D .C. 20402. Make checks payable to Superintendent of
Documents. A directory of occupational wage surveys, covering the years
1950 through 1975, is available on request.

Area
Akron, Ohio, Dec. 1 9 7 6 1______________________________________
Albany—
Schenectady—
Troy, N .Y ., Sept. 1976 ________________
Anaheim—
Santa Ana—
Garden G rove,
C alif., Oct. 1976______________________________________________
Atlanta, G a ., May 1977________________________________________
B altim ore, M d ., Aug. 1976___________________________________
Billings, Mont., July 1976_____________________________________
Birmingham, A la ., M ar. 1977________________________________
Boston, M a s s ., Aug. 1976 _____________________________________
Buffalo, N .Y ., Oct. 1976 ______________________________________
Canton, Ohio, May 1976_______________________________________
Chattanooga, Term.— a ., Sept. 1976 _________________________
G
Chicago, 111., May 1976 _______________________________________
Cincinnati, Ohio—
Ky.—
Ind., Mar. 1976________________________
Cleveland, Ohio, Sept. 1976___________________________________
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. 1977 1 ____
Dayton, Ohio, Dec. 1976 ______________________________________
Daytona Beach, F la ., Aug. 1976 ______________________________
Denver—
Boulder, C olo., Dec. 1976___________________________
Detroit, M ich ., M ar. 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., M ar. 1977___________________________________
Houston, T ex ., Apr. 1976______________________________________
Huntsville, A la ., Feb. 1977 1__________________________________
Indianapolis, Ind., Oct. 1976__________________________________
Jackson, M is s ., Feb. 1977 1___________________________________
Jacksonville, F la ., Dec. 1 9 7 6 1_______________________________
Kansas City, M o .-K a n s., Sept. 1976 1 ________________________
Los Angeles—
Long Beach, C alif., Oct. 1976_________________
Louisville, Ky.—
Ind., Nov. 1976_____________________________ _




Bulletin number
and p rice*
1900 -7 6, 85 cents
1900-59, 55 cents
1900 -6 7,
1950-17,
1 9 00 -5 2,
1900-39,
1950 -8 ,
1900 -5 3,
1900 -7 0,
1900 -2 8,
1900 -5 7,
1 900 -3 2,
1 900 -7 ,
1900 -6 2,
1 900 -6 8,
1 900 -4 1,
1900 -6 3,
1950-26,
1900 -7 8,
1900 -4 5,
1900 -7 3,
1 950 -1 3,
1900-29,
1 900 -5 4,
1900 -3 7,

75 cents
$ 1 .2 0
85 cents
55 cents
85 cents
85 cents
75 cents
55 cents
55 cents
$ 1 .0 5
75 cents
95 cents
75 cents
55 cSnts
85 cents
$ 1 .1 0
85 cents
45 cents
85 cents
$ 1 .2 0
55 cents
45 cents
55 cents

1900 -4 7,
1 9 0 0 -3 6 ,
1 9 5 0 -9 ,
1 9 00 -2 6,
1 9 50 -4 ,
1900 -5 8,
1 9 50 -2 ,
1 900 -8 0,
1 900 -6 0,
1900 -7 7,
1 900 -6 9,

65 cents
85 cents
80 cents
85 cents
$ 1 .4 0
75 cents
$ 1 .5 0
85 cents
$ 1.05
85 cents
55 cents

Area

Memphis, Tenn.— rk.— i s s ., Nov. 1976 1 ___________________
A
M
M iam i, F la ., Oct. 1976________________________________________
Milwaukee, W is., Apr. 1977 __________________________________
Minneapolis—
St. Paul, Minn.— is., Jan. 1977_______________
W
Nassau—
Suffolk, N .Y ., June 1976 _____________________________
Newark, N .J ., Jan 1977 _______________________________________
New Orleans, L a ., Jan. 1977 1 ________________________________
New York, N .Y .-N .J ., May 1976_________ ____________________
Norfolk—
Virginia Beach—
Portsmouth, Va.—
N .C ., May 1977__________________ _______ _____________________
Norfolk—
Virginia Beach—
Portsmouth and
Newport News—
Hampton, Va.— .C ., May 1977____________
N
Northeast Pennsylvania, Aug. 1976 __________________________
Oklahoma City, O kla., Aug. 1976_____________________________
Omaha, Nebr.—
Iowa, Oct. 1976_______________________________
Pater son—
Clifton—
Pas sa ic, N .J ., June 1976 _________________
Philadelphia, Pa.— .J ., Nov. 1 9 7 6 1 __________________________
N
Pittsburgh, P a., Jan. 1977 ____________________________________
Portland, Maine, Dec. 1976 1 _________________________________
Portland, Oreg.— ash., May 1976 ___________________________
W
Poughkeepsie, N .Y ., June 1977 ______________________________
Poughkeepsie—
Kingston—
Newburgh, N .Y ., June 1976____,___
Providence—
Warwick—
Pawtucket, R .I.—
M a ss., June 1977 1 ___________________________________________
Richmond, V a ., June 1977 1 ___________________________________
St. Louis, M o.—
111., Mar. 1977 _______________________________
Sacramento, C alif., Dec. 1976 _______________________________
Saginaw, M ich., Nov. 1 9 7 6 1 ___________________________________
Salt Lake City—
Ogden, Utah, Nov. 1976______________________
San Antonio, T ex ., May 1977 1 ________________________________
San Diego, C alif., Nov. 1976__________________________________
San Francisco—
Oakland, C alif., Mar. 1976 _________________
San Jose, C alif., Mar. 1977 ___________________________________
Seattle—
Everett, W ash., Jan 1977 1 ___________________________
South Bend, Ind., M ar. 1976 __________________________________
Syracuse, N .Y ., July 1976____________________________________
Toledo, O h io-M ich ., May 1977_______________________________
Trenton, N .J ., Sept. 1976_____________________________________
Washington, D. C.—
Md.— a ., Mar. 1977 ______________________
V
Wichita, K ans., Apr. 1977 1 ___________________________________
W orcester, M a s s ., Apr. 1977 ________________________________
York, P a ., Feb. 1977 __________________________________________

Bulletin number
and price *
1900-75,
1900-66,
1950-14,
1950-3,
1900-35,
1950-7,
1950-5,
1900-48.

85 cents
75 cents
$ 1.10
$ 1 .6 0
85 cents
$ 1.60
$ 1.60
$ 1 .0 5

1950-20, 70 cents
1950-21,
1900-43,
1900-42,
1900-61,
1900-38,
1900-64,
1950-1,
1900-72,
1900-51,
1950-25,
1900-55,

70 cents
65 cents
55 cents
55 cents
55 cents
$ 1 .1 0
$ 1.50
85 cents
75 cents
70 cents
55 cents

1950-22,
1950-23,
1950-10,
1900-71,
1900-74,
1900-65,
1950-24,
1900-79,
1900-9,
1950-19,
1950-12.
1900-5,
1900-44,
1950-18,
1900-56,
1950-11,
1950-16,
1950-15,
1950-6,

$ 1.20
$1 .1 0
$ 1 .2 0
55 cents
75 cents
55 cents
$1.10
55 cents
95 cents
$1 .0 0
$ \AZ0
55 cents
55 cents
80 cents
55 cents
$ 1 .2 0
$ 1 .1 0
70 cents
$1. 10

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

Postage and Fees Paid
U.S. Department of Labor

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

Third Class Mail

Official Business
Penalty for private use, $300

Lab-441

Bureau of Labor Statistics Regional Offices
Region I

Region II

Region 1 1
1

Region IV

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

Suite 3400
1515 Broadway
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
>371 Peachtree St., N.E.
Atlanta, Ga. 30309
Phone:881-4418 (AreaCode404)

Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont

New Jersey
New York
Puerto Rico
Virgin Islands

Delaware
D istrict of Colum bia
Maryland
Pennsylvania
Virginia
West Virginia

Alabama
Florida
Georgia
Kentucky
M ississippi
North Carolina
South Carolina
Tennessee

Region V

Region VI

Regions VII and VIII

Regions IX and X

9th Floor, 230 S. Dearborn St.
Chicago, III. 60604
Phone: 353-1880 (A reaC o de312)

Second Floor
555 G riffin Square Building
Dallas, Tex. 75202
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 (Area Code 816)

450 Golden Gate Ave.
Box 36017
San Francisco, C alif. 94102
Phone:556-4678 (Area Code 415)

Arkansas
Louisiana
New Mexico
Oklahoma
Texas

VII
Iowa
Kansas
M issouri
Nebraska

IX
Arizona
C alifornia
Hawaii
Nevada

Illin o is
Indiana
M ichigan
M innesota
Ohio
W isconsin




VIII
Colorado
Montana
North Dakota
South Dakota
Utah
Wyoming

X
Alaska
Idaho
Oregon
W ashington

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