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J.3:

X

Area
Wage
Survey

■ //

Chattanooga, Tennessee—
Georgia, Metropolitan Area
September 1977

Bulletin 1950-44
U.S. Department of Labor
Bureau of Labor Statistics

x ^

#

4S &0
< J& j*
*>




°*

Walker

Preface
This bulletin provides results of a September 1977 survey of
occupational earnings in the Chattanooga, Tennessee—
Georgia, Standard
Metropolitan Statistical Area. The survey was made as part of the Bureau
of Labor Statistics * annual area wage survey program. It was conducted by
the Bureau's regional office in Atlanta, Ga., under the general direction of
Jerry G. Adams, Assistant Regional Commissioner for Operations. The
survey could not have been accomplished without the cooperation of the many
firms whose wage and salary data provided the basis for the statistical infor­
mation in this bulletin. The Bureau wishes to express sincere appreciation
for the cooperation received.




Material in this publication is in the public domain and may be
reproduced without permission of the Federal Government. Please credit
the Bureau of Labor Statistics and cite the name and number of this
publication.

Note:
Also available for the Chattanooga area are listings of union wage
rates for seven selected building trades. Free copies of these are available
from the Bureau's regional offices. (See back cover for addresses.)

Area
Wage

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

Chattanooga, Tennessee—
Georgia, Metropolitan Area,
September 1977
Contents

Page

November 1977
Bulletin 1950-44

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

2

Tables:
A.

Earnings, all establishments:
A -l. Weekly earnings of office
workers-------------------------------------A-2. Weekly earnings of profes­
sional and technical w orkers------A-3. Average weekly earnings of
office, professional, and
technical workers, by sex-----------A-4. Hourly earnings of mainte­
nance, toolroom, and
powerplant w orkers--------------------A-5. Hourly earnings of material
movement and custodial
workers-------------------------------------A-6. Average hourly earnings of
maintenance, toolroom,
powerplant, material move­
ment, and custodial workers,
b y s e x ------------------------------------------

A-7.

3
5
6
7
8

9

Percent increases in average
hourly e arnings, adjusted f or
e m p l o y m e n t shi f t s, f o r s e ­

lected occupational groups------------ 10
Appendix A.
Appendix B.

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




Scope and method of
survey- 1
1
Occupational descriptions------------- 14

Page

Introduction
This area is 1 of 74 in which the U.S. Department of Labor's Bureau
of Labor Statistics conducts surveys of occupational earnings and related
benefits. (See list of areas on inside back cover.) In each area, occupational
earnings data (A -series tables) are collected annually. Information on estab­
lishment practices and supplementary wage benefits (B -series tables) is
obtained every third year. This report has no B -series tables.
Each year after all individual area wage surveys have been com­
pleted, two summary bulletins are issued. The first brings together data
for each metropolitan area surveyed; the second presents national and
regional estimates, projected from individual metropolitan area data, for
all Standard Metropolitan Statistical Areas in the United States, excluding
Alaska and Hawaii.
A major consideration in the area wage survey program is the need
to describe the level and movement of wages in a variety of labor markets,
through the analysis of (1) the level and distribution of wages by occupation,
and (2) the movement of wages by occupational category and skill level. The
program develops information that may be used for many purposes, including
wage and salary administration, collective bargaining, and assistance in
determining plant location. Survey results also are used by the U.S. Depart­
ment of Labor to make wage determinations under the Service Contract Act
of 1965.




A -series tables
Tables A - 1 through A-6 provide estimates of straight-time weekly
or hourly earnings for workers in occupations common to a variety of
manufacturing and nonmanufacturing industries. For the 31 largest survey
areas, tables A-8 through A - 13 provide similar data for establishments
employing 500 workers or more.
Table A-7 provides percent changes in average hourly earnings
of office clerical workers, electronic data processing workers, industrial
nurses, skilled maintenance trades workers, and unskilled plant workers.
Where possible, data are presented for all industries and for manufac­
turing and nonmanufacturing separately. Data are not presented for skilled
maintenance workers in nonmanufacturing because the number of workers
employed in this occupational group in nonmanufacturing is too small to
warrant separate presentation. This table provides a measure of wage
trends after elinimation of changes in average earnings caused by employ­
ment shifts among establishments as well as turnover of establishments
included in survey samples. For further details, see appendix A.
Appendixes
A p p en d ix

A

d e sc rib e s

the

m ethods

and

concepts

used

in

the

area

wage survey program and provides information on the scope of the survey.
Appendix B provides job descriptions used by Bureau field econo­
mists to classify workers by occupation.

A. Earnings
Table A-1. Weekly earnings of office workers in Chattanooga, Tenn.—Ga., September 1977
| N u m b e r 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 r n in g s o f—

Occupation and industry division

Number
of
workers

Average
weekly
hours1
(standard)

$
Mean2

Median 2

Middle range 2

$

$
80

90

*
100

$

$

$
110

120

130

$
140

$
150

%

160

*

%

170

180

*
190

S

%

200

210

$
220

S

$
230

240

$
250

$
260

*
270

and
u n d er

280
and

100

110

120

130

140

150

160

170

180

190

200

210

220

230

240

250

260

270

-

90

280 o v e r

15
2
13

38
6
32

42
20
22

47
17
30

62
35
27

46
21
25

44
28
16

43
30
13

43
24
19

24
18
6

21
12
9

20
17
3

11
5
6

10
6
4

7
6
1

4
4

9
2
7

8
5
3

-

2
-

“

AL L 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 ----------

500
258
242

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

$
1 7 4 .5 0
1 8 3 .0 0
1 6 5 .5 0

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

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

~

-

6
6

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

71
50

3 9 .0
3 9 .5

1 9 6 .0 0
1 8 9 .0 0

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

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

-

-

-

-

-

-

6
6

2
1

6
6

-

1
1

9
7

8
5

9
9

1
-

15
14

-

4
-

2
1

-

-

2
“

4

-

S E C R E T A R I E 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 ----------

136
62
74

3 8 .5 1 8 4 .0 0
3 ' 0 1 9 5 .5 0
3 7 .5 1 7 4 .0 0

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

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

-

-

2
2

-

8

19
8
11

20
8
12

10
6
4

16
15
1

12
3
9

5
-

2

5

3
1
2

4
2
2

3
3
-

4
4
-

2
2
-

6
1
5

4
4

8

13
5
8

2

~

3
3

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

71
56

3 9 .5
4 0 .0

1 8 9 .0 0
1 9 6 .0 0

1 8 5 .0 0
1 9 2 .0 0

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

-

-

-

-

6
2

5

“

4
“

9
9

4
4

5
5

4
4

8
8

8
8

4
4

2
2

2
2

3
3

1
1

2
2

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 -------------N O N H A N U F A C T U R I N G ----------

219
90
129

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

1 5 7 .0 0
1 6 3 .0 0
1 5 2 .5 0

1 5 3 .5 0
1 6 4 .0 0
1 4 9 .5 0

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

-

-

4

24
6
18

27
12
15

27
11
16

28
12
16

21
9
12

28
16
12

13
4
9

15
8
7

5
1
4

10
8
2

-

1
1

-

~

-

_
-

1

4

15
2
13

"

-

-

-

-

-

1

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 ----------

243
74
169

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

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

1 3 9 .0 0
1 6 2 .0 0
1 3 1 .0 0

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

-

17
17

21
3
18

50
4
46

34
6
28

23
10
13

32
10
22

18
14
4

12
6
6

-

6
3
3

6
6

11

6

1
1

1
1
-

1
1
"

1
1
-

3
1
2

4
-

5

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

172
37
135

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

1 4 3 .0 0
1 4 9 .0 0
1 4 1 .5 0

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

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

-

17
3
14

12
10
2

8
5
3

-

_

-

-

2
-

4
4

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

71
37

3 8 .5
3 9 .5

1 6 9 .0 0
1 9 2 .0 0

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

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

63

3 7 .5

1 2 4 .5 0

1 1 1 .5 0

1 0 2 .U O - 1 4 2 .0 0

2

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 ----------

176
49
127

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

1 3 8 .5 0
1 5 2 .0 0
1 3 3 .0 0

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

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

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

60
54

3 8 .5
3 8 .0

1 5 8 .5 0
1 5 9 .5 0

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

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

lie
43

3 8 .0
3 9 .5

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

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

144
131

3 7 .5
3 7 .5

FI L E C L E R K S . C L A S S B ------

77

3 7 .5

TRANSCRIBING-MACHINE

TYPISTS

-

“

-

“
-

-

-

2
2
-

4
i
3

_
-

_
-

5
-

_
-

-

~

5

-

-

-

-

2

-

4

16
3
13

44
4
40

29
6
23

14
5
9

-

5
~

6
“

5
”

9
5

15
7

6
4

4
1

-

2
2

6
6

2
2

6
6

1
-

1
1

1
1

1
1

1
1

_

12

13

10

4

4

8

1

-

1

6

2

-

-

-

-

-

-

-

-

-

2
2

34
34

22
1
21

16
1
15

10

18
14
4

26
18
8

4
2
2

11
7
4

1

5
-

7
-

-

-

_
-

_
-

_
-

3
-

1

3
3
-

4
-

10

10
3
7

4

5

7

-

"

-

"

"

3

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

_

2
2

1
1

6
6

7
7

8
5

4
4

10
8

2
2

5
4

1
1

_

4
4

3
3

7
7

_

-

_

_

_

_
-

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

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

2

32
-

21
1

10
1

3

2

16
16

2
2

6
6

-

-

14
14

1 1 1 .0 0
1 1 0 .0 0

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

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

-

51
50

41
41

24
15

11
10

4
4

4
4

3

-

2

1
1

1

-

1 0 9 .0 0

1 0 1 .0 0

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

-

34

18

13

6

1

-

1

-

-

1

1

2

-

1
1

-

-

-

-

-

-

-

-

17

~
~

17

_

-

“

~

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

45
42

3 8 .5
3 8 .5

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

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

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

-

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

49
39

3 7 .5
3 7 .5

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

9 8 .0 0
9 3 .0 0

9 3 .0 0 -1 3 1 .0 0
9 3 .0 0 -1 0 4 .0 0

2

2

13
12

15
15

7
6

4
4

2
2

2
2

1

-

24
24

8

1
1

1
1

3
1

4

2

1

7

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




”

-

3

2

-

-

-

~

-

-

-

-

3
3

-

2

_

-

-

-

_

_

3

-

~

-

-

~

-

-

-

-

2
2

2
2

-

-

-

-

-

-

_

-

-

"

-

~

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

2

-

1
1

-

-

-

Table A-1. Weekly earnings of office workers in Chattanooga, Tenn.—Ga., September 1977— Continued
Weekly earnings1
(standard)

Occupation and industry division

Number
of
workers

Average
weekly
hours1
(standard)

N u m b e r of workers receiving straight-time weekly earnings of
80

Mean 2

Median 2

Middle range 2

90

100

110

120

130

140

150

160

170

180

190

200

210

220

230

240

25Q

260

270

280

100

110

120

130

140

150

160

170

180

190

200

210

220

230

240

250

260

270

280 over

-

-

-

-

1

-

-

-

-

_

_

_

_

_

_

_

-

-

-

1
1

_

-

-

-

-

-

_

1
1

2
2

_

_

_

_

_

-

-

-

-

-

-

10
10
-

4
2
2

9
4
5

_

_

_

-

-

-

-

-

-

9
8
1

8
8
-

3
1
2

8
3
5

_

_

_

-

-

-

-

-

-

9
8
1

1
1
-

1
1
"

_

_

_

_

-

-

-

-

-

-

-

-

_

_

_

_

_

_

2
2
-

2
2
-

_

_

-

-

_

_

_

_

-

-

-

-

and
under
90

ALL W O R K E R S —
CONTINUED

3 9 .5
3 9 .0

$
1 32 .00
123 .00

$
$
$
126.00 1 0 9 .5 0 -1 4 9 .5 0
120.00 1 0 9 .5 0 -1 3 8 .0 0

5
5

7
7

3
3

6
6

6
6

3
3

1
1

7
2

1

MONMANUFACTURING ----------------

40
33

SWITCHBOARD OPERATOR-RECEPTIONISTS
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 -----------------

143
84
59

3 9 .5
39 .5
3 9 .5

1 38 .50 135.00 1 2 2 .5 0 -1 5 5 .0 0
141.50 131.00 1 2 7 .5 0 -1 6 6 .5 0
134 .50 135.00 1 1 8 .0 0 -1 5 0 .5 0

6
1
5

1
1

26
16
10

10
8
2

41
24
17

9
7
2

22
4
18

13
11
2

11
9
2

2
2

1
1

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

66
32

3 9 .5
4 0 .0

1 61 .50
165 .50

160.00
152.00

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

-

2
-

2

2

-

11
6

16
12

6
4

16
4

7
2

-

1
1

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

632
304
328

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

152.50
163.50
142 .50

149.50
156.50
140.00

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

16

37
4
33

54
11
43

44
17
27

83
59
24

90
27
63

86
46
40

53
32
21

59
36
23

27
17
10

31
20
11

18
11
7

A C C O U N T I N G C L ER KS . 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 -----------------

243
140
103

3 9 .0
39 .5
3 8 .5

175 .50
183.00
165.00

172.00
175.00
161.00

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

-

5

7

-

-

-

5

7

12
1
11

21
18
3

14
4
10

33
20
13

23
17
6

39
22
17

20
10
10

22
17
5

17
11
6

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

389
164
225

3 9 .5 1 38 .50 140.00
39 .5 147 .00 142.00
3 9 .0 132 .50 134.50

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

16
16

32
4
28

47
11
36

32
16
16

62
41
21

76
23
53

53
26
27

30
15
15

20
14
6

7
7

9
3
6

i

_

-

-

i

-

2
2
-

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

68
53

3 9 .0
3 9 .0

134 .00 125.00
121.00 118.50

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

2
2

8
8

17
17

10
10

1i
10

4
4

1
1

-

6

1
1

_

_

_

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

61
49

3 9 .0
3 9 .0

1 33 .00 121.00
120 .00 118.50

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

_

8
3

17
17

10
10

10
10

4
4

_

_

6

_

_

_

.

8

-

-

S W I T C H B O A R D O P E R A T O R S ---------------

MACHINE

B I L L E R S ----------------------

-

16

“

-

7

6

2
-

2
2
-

2

-

65

4 0 .0

120 .50

125.00

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

14

7

8

6

14

7

9

P A Y R O L L 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 -----------------

109
55
54

39 .5
39 .5
3 9 .5

170 .00
181.00
158 .50

165.00
176.00
158.50

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

-

4
2
2

4
i
3

1

16
7
9

10
2
8

14
3
11

18
12
6

7
7
“

7
7
-

-

1

7
2
5

8

7
7
-

1

-

K E Y P U N C H O P E R A T O 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 -----------------

350
156
194

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

141 .00 137.00
157.00 145.50
1 28 .00 127.00

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

9
9

23
23

48
6
42

57
28
29

58
22
36

53
27
26

32
18
14

25
15
10

9
4
5

8
8

13
13

2
2

5
5

3
3

3
3

K E Y P U N C H O P E R A T O R 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 -----------------

83
31
52

38 .5
4 0 .0
3 8 .0

152 .00 150.00
172 .00 168.00
140 .00 138.00

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

-

-

3
3

13
-

11

15
6
9

12
8
4

5
4
1

5
5

2
2

1
1

_

_

_

_

_

_

_

_

_

_

_

_

_

_

11

14
3
11

2
2

13

K E Y P U N C H O P E R A T O R 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 -----------------

267
125
142

3 9 .0
3 9 .5
38 .5

137 .50 132.50
153.00 141.00
124 .00 120.00

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

9

45
6
39

44
28
16

47
22
25

39
24
15

17
12
5

13
7
6

4

6
6

a

_

3
3

_

_

-

3
3

_

8

4
4

_

-

-

_

_

_

-

23
-

9

23

S e e fo o tn o te s at en d o f t a b le s .




4

4

1

_

-

1
1
2
2

2
2

Table A-2. Weekly earnings of professional and technical workers in Chattanooga, Tenn.—Ga., September 1977
^^^Weekl^Tarning^^™
(standard)

Occupation and industry division

N-iUUa
of
workers

Average
weekly
hours1
(standard)

N u m b e r of workers receiving straight-time weekly earning s of—
$

s

100
Mean 2

Median 2

Middle range 2

$

S

$

$

$

s

%

t

$

$

$

$

$

s

110

120

140

160

180

200

220

240

260

280

300

320

340

360

380

120

140

160

180

200

22 0

240

260

280

300

320

340

360

380

400

”

-

-

~

2
2
“

4
1
3

7
2
5

9
3
6

8
4
4

13
5
6

12
4
8

11
4
7

4

-

2

4

6

5

S
$
4 00
420

%

S

%

440

460

480

460

480

500

2
2

2
2

2

and
under
110

420

440

AL L W O R K E R S
COMPUTER SYSTEMS ANALYSTS
( B U S I N E S 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 -----------------

87
30
57

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

CO MPUTER SYSTEMS ANALYSTS
( B U S I N E S S ) t C L A S S A -------------

34

3 8 .0 3 9 0 .5 0 383 .00 3 4 9 .5 0 -4 2 2 .0 0

$
3 4 5 .0 0 ! „ . * >
3 4 1 .5 0 337 .5 0
3 46 .50 3 46 .50

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

~

~

COMPUTER SYSTEMS ANALYSTS
( B U S I N E S S ) . C L A S S B -------------

43

3 28 .50 328 .00 2 9 6 .5 0 -3 5 6 .5 0

-

-

-

COMPUTER PROG RA MM ER S (BUSINESS) —
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 -----------------

121
28
93

3 8 .0 2 4 0 .5 0 237 .00 2 1 5 .0 0 -2 7 0 .5 0
3 9 .5 2 2 7 .5 0 222.00 2 1 3 .0 0 -2 3 7 .0 0
3 8 .0 2 4 4 .5 0 246.00 2 1 5 .0 0 -2 7 0 .5 0

“

-

-

“

~

COMPUTER PR OG RA MM ER S (BUSINESS).
C L A S S A ---------------------------N O N M A N U F A C T U R I N G -----------------

35
28

3 8 .0 2 7 9 .0 0 277 .50 2 6 4 .5 0 -3 0 3 .0 0
3 7 .5 2 78 .00 2 78 .50 2 6 9 .0 0 -3 0 1 .5 0

_

_

CO MP UT ER PR OGRAMMERS (BUSINESS).
C L A S S B ---------------------------N O N M A N U F A C T U R I N G -----------------

55
41

3 8 .5
3 8 .0

2 3 8 .5 0 239 .50 2 2 2 .0 0 -2 5 2 .5 0
2 4 5 .5 0 249.50 2 3 2 .5 0 -2 6 0 .0 0

~

COMPUTER PROGRAMMERS (BUSINESS).
CL A S S C ----------------------------

31

3 8 .5

2 00 .50 202 .50

-

3 8 .0

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

-

-

-

5

8

5

9

6

6

3

1

-

-

-

-

2
2

9
2
7

21
3
16

31
13
18

16
2
14

19
1
18

6
6

11
1
10

2
2
“

-

-

“

-

-

-

-

-

_

_

-

-

-

-

-

-

-

-

-

~

2
2

3
1

3
2

11
10

3
3

11
10

2
~

_

_

_

_

2
1

2
“

4
4

23
13

13
12

8
8

3
3

-

-

-

-

-

-

-

-

2

2

7

15

5

-

-

-

-

-

-

-

-

-

-

-

-

-

_

-

4
4

1
1
~

“

”

“

-

-

-

~

-

"

3

7
~
7

30
2
28

59
17
42

26
5
21

28
9
19

13
7
6

5
3
2

4
-

5
5

-

5
5
“

_

-

-

15
12

4
2

3
2

4
-

5
5

5

-

4

1

-

-

-

-

■
-

-

10
10

_

-

10
10

-

_

36
8
28

14
3
11

8
6
2

9
5
4

2
2

_

-

-

-

-

-

-

“

-

-

-

-

-

15
1
14

-

-

-

-

“

7
7

15
14

13
4

2
-

5
5

-

_

-

_

_

-

-

-

-

-

-

~

-

25
25

25
19

29
28

35
30

24
17

33
27

28
28

3
3

1
1

2
2

“

-

_

-

24
24

19
13

9
9

7
7

2
2

-

-

1
1

-

-

19
19

-

-

“

6

6

5

4

1

-

4

1

-

52

11

6

2

1

4

1

-

~

11

84
25
59

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

162 .00
178 .00
155.50

153.50 1 4 4 .5 0 -1 7 7 .0 0
180.00 1 4 7 .5 0 -2 0 1 .5 0
150.50 1 4 0 .0 0 -1 6 8 .0 0

-

-

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

45
33

3 7 .5
3 7 .0

1 37 .50
133 .50

129.00
126.50

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

3
3

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

205
180

4 0 .0 1 9 2 .5 0
4 0 .0 192 .50

191.00
189.50

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

-

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

81
75

4 0 .0 2 00 .00 193.00
4 0 .0 199 .00 191.00

1 8 0 .0 0 -2 1 9 .5 0
1 7 6 .0 0 -2 1 8 .5 0

_

-

-

-

E L E C T R O N I C S T E C H N I C I A N S ------------

110

4 0 .0 2 3 9 .0 0 301.00

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

1

19

4 0 .0

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

16

129.50

-

“

C O M P U T E R O P E R A T O R 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 6 -----------------

1 93 .50

-

4
2
2

_

2 1 6 .0 0 191.00 1 7 0 .0 0 -2 5 9 .0 0
187 .50 180.50 1 6 0 .0 0 -1 9 6 .5 0

42

-

_

3 9 .0
3 8 .5

CLASS B

2

“

61
41

TECHNICIANS.

1

_

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

ELECTRONICS

4

“

190
57
133

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

7

_

C O M P U T E R O P E R A T O 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 -----------------

3 8 .5 173 .50 156.00
4 0 .0 2 0 6 .0 0 182.00
3 8 .0 160 ,00 154 .00

1

3

_

1

4

-

_
-

~

-

-

~
-

“

“

“

-

-

-

“

“

“

-

-

-

-

-

-

-

at en d o f ta b le s .




5

-

-

-

-

“
"

~

“
-

~

~

-

-

“
'

S e e fo o tn o te s

1

"

~

_

4
4

1

4

8
1
7

-

-

"
-

-

-

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,
in Chattanooga, Tenn.—Ga., September 1977
Average
(mean^)
S ex ,

3o c c u p a tio n ,

OFFICE

and in d u s t r y d iv is io n

Number
of
w
oriters

Weekly
earnings1
(standard)

S ex,

O C C U P A T I O N S - HE N
$
4 0 .0 197.00
4 0 .0 201.00

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

4 0 .0
4 0 .0

A C C O U N T I N G CLERKS.' C L A S S A M A N U F A C T U R I N G ----------------

OFFICE

Weekly
h
ours
(standard]

206 .50
205 .50

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

500
258
242

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

174.50
183.00
165.50

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

71
50

3 9 .0
3 9 .5

196 .00
189.00

S E C R E T A R I E 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 ------------

16
3

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

184.00
195.50
174 .00

62
74

3 9 .5
4 0 .0

189.00
196.00

219
90
129

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

157.00
163.00
152.50

243
74
169

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

151.00
170.50
142 .00

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

172
37
135

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

143.00
149.00
141 .50

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

71
37

3 8 .5
3 9 .5

169.00
192.00

63

3 7 .5

124.50

TRANSCRIBING-MACHINE

TYPISTS —

3o c c u p a tio n ,

and in d u s tr y d iv is io n

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

175
49
126

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

137 .50
152 .00
132 .00

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

60
54

3 8 .5
3 8 .0

158.50
159 .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 ----------------

115
43

3 8 .0
3 9 .5

126.50
152 .50

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

142
129

3 7 .5
3 7 .5

1 10 .00
1 09 .00

3 7 .5

Weekly
Weekly
earnings1
h
ours
(standard) (standard)

FILE

CLERKS

-

Sex,

o c c u p a tio n , and in d u s t r y d iv is io n

Num
ber
of

w
orkers

Weekly
Weekly
earnings3
ho urs 1
(standard) (standard)

P R O F E S S I O N A L AND T E C H N I C A L
O C C U P A T I O N S - HE N

OFFICE OCCU PA TI ON S WOMEN— CONTINUED
CONTINUED

$
3 8 .5
3 8 .5

111.00

3 9 .5
3 9 .0

FI L E C L E R K S . C L A S S C
N O N M A N U F A C T U R I N G --SWITCHBOARD OPERATORS
NONMANUFACTURING —

O C C U P A T I O N S - WO ME N

Average
(mean®)

( mean*)
Number
of
workers

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

110 .5 0

SWITCHBOARD OPERATOR-RECEPTIONISTSM 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 ------------------

3 9 .5
3 9 .5
3 9 .5

138 .5 0
141 .50
1 34 .50

OR D E R C L E R K S ---MANUFACTURING

3 9 .5
4 0 .0

1 58 .00
1 58 .00

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 --NONMANUFACTURING

3 9 .5 1 50 .00
3 9 .5 158 .50
3 9 .0 1 4 2 .5 0

79
29
50

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

COMPUTER SYSTEMS ANALYSTS
( B U S I N E S S ) . C L A S S A -----

32

3 8 .5

3 9 3 .5 0

COMPUTER SYSTEMS ANALYSTS
( B U S I N E S S ) . C L A S S 6 -----

38

3 8 .5

3 3 2 .0 0

75
57

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

29

3 8 .0

2 8 2 .0 0

30

3 8 .5

2 4 1 .5 0

124
33
91

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

1 78 .00
2 2 2 .5 0
1 6 1 .5 0

(B US I N E S S ) --------M A N U F A C T U R I N G --NONMANUFACTURING

NONMANUFACTURING
COMPUTER PROGRAMMERS (BUSINESS).
C L A S S A -----------------------------COMPUTER PROGRAMMERS (BUSINESS).
C L A S S B -----------------------------

AC CO UN TI NG CLERKS. CL AS 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 -----------

211
110

101

3 9 .0 1 70 .50
3 9 .5 1 76 .50
3 8 .5 1 6 4 .0 0

A C C O U N T I N G C L ER KS . 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 -----------

382
160
222

3 9 .5 1 38 .50
3 9 .5 1 46 .50
3 9 .0 1 3 2 .5 0

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

49
34

3 9 .0 2 1 3 .5 0
3 8 .5 187 .0 0

3 9 .0
3 9 .0

1 3 4 .0 0
1 21 .00

CO MPUTER OPERATORS. CLASS B
N O N M A N U F A C T U R I N G ------------

48
36

3 9 .0
3 8 .5

3 9 .0
3 9 .0

1 33 .00
1 2 0 .0 0

4 0 .0

1 2 0 .5 0

BOOKKEEPING-MACHINE OPERATORS
N O N M A N U F A C T U R I N 6 ------------

68

53

CO MPUTER OPERATORS.

BO OKKEEPING-MACHINE OPERATORS.
C L A S S B --------------------------N O N M A N U F A C T U R I N G --------------MACHINE BILLERS
P A Y R O L L C L E R K S ----M A N U F A C T U R I N G --NONMANUFACTURING

103
49
54

KEYPUNCH OPERATORS M A N U F A C T U R I N G --NONMANUFACTURING

COMPUTER OP ERATORS M A N U F A C T U R I N G --NONHANUFACTURING

349
155
194

3 9 .5 1 68 .00
3 9 .5 ,1 7 9 .0 0
3 9 .5 1 58 .50
3 9 .0
3 9 .5
3 8 .5

141 .0 0
157 .0 0
128 .0 0

3 6 .5

1 34 .50

4 0 .0
4 0 .0

194 .5 0
195 .50

78
73

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

27
181
165

CLASS C

D R A F T E R S --------MANUFACTURING

DRAFTERS.

166 .00
156 .50

4 0 .0
4 0 .0

200 .0 0
199 .00

4 0 .0

153.00

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

51

E L E C T R O N I C S T E C H N I C I A N S -------------

108

4 0 .0 2 3 7 .5 0

107 .50

FILE CLERKS.

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

KEYPUNCH OPERATORS. CLASS 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 ------------

83
31
52

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

1 5 2 .0 0
1 72 .00
1 4 0 .0 0

KEYPUNCH OPERATORS. CLASS 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 ------------

266
124
142

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

1 3 7 .5 0
1 5 3 .0 0
1 24 .00

ELECTRONICS

TECHNICIANS.

COMPUTER PROGRAMMERS (BUSINESS) —
N O N M A N U F A C T U R I N G -----------------COMPUTER PROGRAMMERS (BUSINESS).
C L A S S B --------------------------- -

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

6

40

4 0 .0

46
36

3 8 .0 228 .5 0
3 8 .0 232 .00

1 87 .50

CLASS B

25

3 8 .0

2 34 .50

66
42

COMPUTER OPERATORS NONMANUFACTURING
COMPUTER OPERATORS.




C L A S S B-

P R O F E S S I O N A L AND T E C H N I C A L
O C CU PA TI ON S - WOMEN

3 9 .0
3 9 .0

165 .50
1 56 .00

36

3 9 .0

1 57 .00

Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Chattanooga, Tenn.—Ga., September 1977
Hourly earnings *

Occupation and industry division

Number
of
workers

Mean 2

Median2

Middle range 2

N u m b e r of workers receiving straight-time hourly earnings of—
$
s
$
$
s
S
$
S
S
$
S
$
*
$
$
$
t
*
1
*
S
*
$
3.40 3.60 3.80 4.00 4.20 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 8.00
and
and
under
3.60 3.80 4.00 4.20 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 8.00 over

ALL WORKERS
MAINTENANCE CARPENTERS -----------

26

$
5 .8 6

$
5 .5 5

$
4 .8 2 -

$
6 .2 0

MAINTENANCE e l e c t r i c i a n s --------MANUFACTURING ------------------

358
358

6 .4 2
6 .4 2

6 .0 3
6 .0 3

5 .5 2 5 .5 2 -

7 .5 3
7 .5 3

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

34
33

6 .1 4
6 .0 8

5 .9 6
5 .8 3

5 .3 0 5 .3 0 -

6 .8 5
6 .8 5

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

210
210

6 .3 8
6 .3 8

6 .9 6
6 v9 6

5 .4 9 5 .4 9 -

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

821
801

6 .4 2
6 .4 5

6 .3 6
6 . 38

MAINTENANCE MECHANICS
(MOTOR VEHICLES) ----------------MANUFACTURING ------------------

154
139

5 .8 1
5 .7 0

MAINTENANCE TRADES HELPERS ------MANUFACTURING ------------------

53
53

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

2

3

1
1

8
8

2
2

31
31

21
21

25
25

22
22

38
38

34
34

14
14

-

1
1

1
1

3
3

8
8

1
1

_

-

3
3

1
1

5
5
-

2
-

-

-

-

-

2

5
9
9

6

6

18
12

2
“

93
93

~

_

1

_

_

_

1
1

4
4

_

-

-

-

-

-

-

-

-

-

20

1

-

11
11

“

3
3

15
15

16
16

3
3

11
11

6
6

7
7

15
15

5 .9 0 5 .9 2 -

7 .5 3
7 .5 3

2
2

3
3

1
1

21
21

15
7

6
6

26
24

8
4

47
47

51
51

19
19

65
65

97
97

95
95

5 .9 4
5 .9 4

5 .2 5 5 .2 5 -

6 .2 8
6 .2 8

_

_

“

-

-

21
21

2
-

6
6

2
-

12
12

24
24

-

5
5

13
12

40
39

5 . 19
5 .1 9

5 .2 8
5 .2 8

5 .0 3 5 .0 3 -

5 .2 8
5 .2 8

-

_

-

-

-

-

22
22

18
18

-

-

2
2

-

-

2
2

-

-

39
39

6 .1 3
6 .1 3

6 . 36
6 . 36

5 .9 0 5 .9 0 -

6 .5 1
6 .5 1

-

-

-

-

1
1

2
2

2
2

-

-

-

-

-

-

2
2

8
8

-

-

-

12
12

7
7

STATIONARY ENGINEERS --------------

39

6 .7 8

7 .5 3

6 .4 2 -

7 .5 3

-

-

-

3

-

-

-

-

-

2

1

-

-

1

-

10

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

42
42

4 .9 6
4 .9 6

5 .5 3
5 .5 3

3 .9 9 3 .9 9 -

5 .5 3
5 .5 3

-

2
2

10
10

_

-

_

6
6

-

_

-

18
18

6
6

7

2
2

8
8

2
2




~

17
11

-

See footnotes at end of tables.

90
90

22
22

-

-

135
135

6
6

_

-

18
16

66
66

7 .0 2
7 .0 2

_

13
13

16
16

-

-

1
-

2
2

-

-

_

-

-

-

_

-

6
6

7
7

3
3

-

_

-

-

-

-

-

-

2
2

-

-

-

“

36
36

-

-

-

_

78
78

3
3

-

33
33

-

1
1

-

~

_

-

-

9
9
_

1

-

Table A-5. Hourly earnings of material movement and custodial workers in Chattanooga, Tenn.—Ga., September 1977
H
ourly ea nings 4

w
orkers

M 2 M
ean
edian2

M
iddle range 2

$
$
s
*
$
$
s
$
*
%
4.80 5.00 5.40 5.80 6.20 6. 60 7.00 7.40 7.80 8.20

1.40 4.60 4.80

5.00 5.40 5.80 6.20 6.60 7.00 7.40 7.80 8.20 8.60

and
under
2.40 2.60 2.60 3.00 3.20 3.40 3.60 3. 80 4.00 4 .20

all

S
.40 4.60

t

o
o
•p
fO
o

Occupation and industry division

Number of workers receiving straight-time hourly earnings of—
$
$
$
$
$
$
$
*
%
$
2.20 2.40 2.60 2.80 3.00 3.20 3.40 3. 60 3.80 4

workers

TRUCKORIVERS --------------------MANUFACTURING ---------------NONrtANUFACTURING -------------

514
29b
216

$
4.63
4.64
4.61

$
4.25
4.25
4.33

$
$
3 .6 9 - 5.30
3 .6 3 - 5.11
3 .1 5 - 6.15

TRUCKORIVERS. LIGHT TRUCK --MANUFACTURING ----------------

74
33

3.41
4.32

2.80
3.50

2 .5 0 3 .4 0 -

3.50
5.13

-

TRUCKORIVERS. MEDIUM TRUCK —
MANUFACTURING ---------------NONrtANUFACTURING -------------

235
113
122

4.51
4.22
4.78

4.37
4.01
4.45

3 .7 5 - 5.22
3 .6 9 - 5.00
3 .7 5 - 6.30

-

TRUCKORIVERS. HEAVY TRUCK
(TRAILER! --------------------MANUFACTURING ----------------

105
72

4.43
4.48

4.25
4.25

4 . 1 9 - 4.49
4 . 1 9 - 4.30

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

51
42

4.23
4.20

3.83
3.67

3.503 .5 0 -

5.03
5.16

RECEIVING CLERKS ---------------MANUFACTURING ----------------

42
34

4.23
4.39

4.50
4.50

3 .7 0 4 .3 7 -

4.75
4.86

SHIPPING AND RECEIVING CLERKS -

42

3.72

3.75

WAREHOUSEMEN -----------------------------------------------

155
99
56

5.13
5.30
4.84

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

202
140

SHIPPING PACKERS ---------------MANUFACTURING ---------------NONrtANUFACTURING -------------

-

_

10
5
5

29
7
22

21
14
7

17
15
2

25
15
10

26
12
14

32
30
2

22
“

5
5

18
-

-

-

-

-

“

15
15

-

5

~

“

22
22

5

11
7
4

21
14
7

3
1
2

_

_

_

_

_

“

19
7
12

-

-

-

_

-

-

11
10
1

53
33
20
6
6

2
2
-

6
6

_
-

-

_

2

-

-

-

14
12

10
7

40
36

11
5

10
-

2
2

2
-

2
2

-

_

21
21

2

4
4

-

_

-

-

9
4

1
-

1
-

11
11

2
-

-

6
3

i
-

1

3
3

10
10

5
5

6
6

2
2

1
1

-

2

2

10

2

-

-

-

5
1
4

13
7
6

12
7
5

20
14
6

8
3
5

-

44
44
-

12
12

_

4
4

_

-

6

-

13

-

-

7

-

-

5.10
5*30
4.78

4 . 3 0 - 6.24
4 .7 5 - 6.24
4 .2 1 - 5.64

4
4

2

“

4
4

-

-

3
3

9
7
2

8
7
1

1
1

10
6
4

3.76
3.76

4.01
4.17

3 .1 3 2 .5 0 -

4.29
4.46

_
-

42
42

-

-

9
9

18
-

3
1

14
8

6
2

42
16

31
25

7
7

8
8

18
18

196
165
31

3.60
3.60
3.56

3.45
3.64
3.42

3 .1 5 - 4.22
3 .1 5 - 4.22
3 .1 6 - 4.01

_
-

8
8

18
18

1
1
~

42
34
3

7
7

26
21
5

17
17
“

12
12
-

6

_
-

_

_

_

-

-

-

6

54
49
5

MATERIAL HANDLING LABORERS ---MANUFACTURING ----------------

1.086
906

4.60
4.71

4.72
4.72

3 .7 8 3 .7 8 -

5.71
5.71

3

12
12

57
51

75
70

98
70

49
39

22
-

28
6

94
24

6
2

317
315

12
12

3
3

224
224

FORKLIFT OPERATORS -------------MANUFACTURING ----------------

891
696

4.32
4.40

4.15
4.30

3.643.75-

4.97
5.05

-

_

~

”

21
19

11
11

46
39

65
57

54
54

73
73

177
67

97
32

22
22

6
6

119
119

124
124

72
72

1
-

POWER-TRUCK OPERATORS (OTHER
THAN FORKLIFT) ----------------MANUFACTURING ----------------

181
181

3.85
3.85

3.50
3.50

3 .5 0 3 .5 0 -

3.60
3.80

_

_

_

_

_

-

14
14

GUARDS AND WATCHMEN ------------MANUFACTURING ----------------

548
197

3.01
4.05

2.45
4.05

2 .3 5 - 3.30
3 .1 8 - 4.55

141

4.47

4.40

3 .9 2 -

5.06

------------ .
---

-

5
-

-

guards:
manufacturing

-

1
-

3 .0 0 - 4.60

_

-

2

-

_

-

-

4
4

-

_
_

_

i
-

-

_
_

45
27
16

-

-

_
_

8
7
1

-

-

_
_

9
7
2

_

2

_
_

13
7
6

-

NO NrtANUFACTU RING

39
2
37

10
4
6

-

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

6
6

36
22
14

-

-

1
1

11
11
~

_

126
126

_

-

-

5
5

8
8

_

179
14

17

-

6

-

-

36
36
-

16
16

-

-

_

_

_

_

-

-

"

-

-

-

_

_

-

-

_

_

1
1

-

1
1

_

_

_

-

-

-

-

-

-

-

-

-

-

-

-

_

_

-

-

-

_

_
-

_

_

_

-

-

_
_

-

-

-

-

_

_

_

_

-

-

-

-

-

-

-

_

_

_

_

_

_

_

-

-

-

-

-

_

-

_

86
78

_

_

_

_

_

"

-

-

-

-

_

_

_

_

_

*

-

-

-

-

-

-

3
3

_

_

4

.

-

-

4

"

37
37

-

-

-

12
12

3
3

22
22

_

4
4

47
42

8
6

17
15

2
~

13
13

2
2

20
19

30
30

_

~

163
8

-

6
6
-

13
4
9

9

-

55
18
37

9

-

24
12
12

-

1

57
47
10

-

M ANU FACTU R ING

-

47
29
18

-

21

2

-

-

13

2

19

30

-

12

3

22

-

4

-

-

-

-

-

-

-

-

2
7

54
6

2
2

1

-

-

-

7
7

_

_

_

-

-

-

-

7

-

-

-

-

-

-

-

-

-

-

-

-

-

_

1

~

2

w a tc hm en :

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

56

2.99

3.10

2 .4 7 -

3.40

8

8

-

-

21

4

15

-

-

-

JANITORS. PORTERS. AND CLEANERS
MANUFACTURING ---------------NONMANUFACTURING -------------

894
463
431

3.50
4.24
2.71

3.13
4.31
2.30

2 .3 5 - 4.65
3 .2 2 - 5.28
2 .3 0 - 2.75

236
6
230

75
28
47

67
40
47

27
17
10

29
10
19

51
34
17

49
32
17

28
15
13

22
18
4

8
1

S e e fo o tn o te s at en d o f ta b le s .




8

28
24
4

93
3

3




Table A-6. Average hourly earnings of maintenance, toolroom
powerplant, material movement, and custodial workers,
by sex, in Chattanooga, Tenn.—Ga., September 1977
Av erage
(m ean2 )
hourly
earnings

Sex, 3 occupation, a n d i n du st ry division

MATERIAL MOVEMENT ANO CUSTODIAL
OCCUPATIONS - MEN— CONTINUED

MAINTENANCE. TOOLROOM. AND
POuERPLANT OCCUPATIONS - HEN
$

$

5.66

MAINTENANCE CARPENTERS --------MAINTENANCE ELECTRICIANS ------MANUFACTURING ----------------

Average
(m ean2 )
hourly
earnings 4

Sex, 3 occupation, a n d in du st ry division

358
358

SHIPPING ANO RECEIVING CLERKS

6.42
6.42

WAREHOUSEMEN ------MANUFACTURING NONMANUFACTURING

141

5.21
5.28
5.06

ORDER FILLERS —
MANUFACTURING

108
64

4.10
4.37

SHIPPING PACKERS
MANUFACTURING

100

71

3.46
3.41

1.071
891

4.60
4.71

6.14
6.08

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

3.72

9
7

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

210
210

6.38
6.38

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

821
801

6.42
6.45

MAINTENANCE MECHANICS
(MOTOR VEHICLES) --MANUFACTURING ----

154
139

5.81
5.70

FORKLIFT OPERATORS
MANUFACTURING —

873
681

4.32
4.39

MAINTENANCE TRADES HELPERS ------MANUFACTURING -------------------

52
52

5.18
5. 18

POWER-TRUCK OPERATORS (OTHER
THAN FORKLIFT) -------------MANUFACTURING -------------

171
171

3.87
3.87

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

39
39

6.13
6.13

6UARDS ANO WATCHMEN --------MANUFACTURING -------------

524
192

3.01
4.01

STATIONARY ENGINEERS --------------

39

6.78

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

42
42

4.96
4.96

136

4.43

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - HEN
TRUCKDRIVERS -----------------------MANUFACTURING ------------------NONMANUFACTURING ----------------

MATERIAL HANDLING LABORERS
MANUFACTURING ----------

guards:

MANUFACTURING ------------watchmen:

56

2.99

651
369
282

3.67
4.36
2.78

ORDER FILLERS —
MANUFACTURING

94
76

3.36
3.25

96
94

3.74
3.75

243
94
149

3.04
3.75
2.60

M ANU FACTUR ING

4.63

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

UANITORS. PORTERS. AND CLEANERS --MANUFACTURING -------------------NONHANUFACTURING -----------------

514
298
216

4.64
4.61

TRUCKORIVERS. LIGHT TRUCK
MA m UFACTURING -------------

74
33

3.41
4.32

TRUCKORIVERS. MEDIUM TRUCK
MANUFACTURING -----------NONMANUFACTURING ---------

235
113
122

4.51
4.22
, 78

105
72

4.43
4.48

SHIPPING PACKERS
MANUFACTURING

SHIPPING CLERKS

26

4.88

RECEIVING CLERKS
MANUFACTURING

33
26

4.33
4.52

JANITORS. PORTERS. AND CLEANERS --MANUFACTURING --------------------, NONHANUFACTURING -----------------

TRUCKDRIVERS. HEAVY TRUCK
(TRAILER) ---------------MANUFACTURING -----------

S e e fo o tn o te s at en d o f ta b le s .

9

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - WOMEN

Table A-7. Percent increases in average hourly earnings, adjusted
for employment shifts, for selected occupational groups
in Chattanooga, Tenn.—Ga., for selected periods
September 1972 September 1973 September 1974 September 1975 September 1976
Industry and occupational group5

to

to

to

to

to

September 1973 September 1974 September 1975 September 1976 September 1977
All industries:
Office clerical___ _______ __________________ _
Electronic data processing___________________ -—
Industrial nurses. __________ —
—
_
_
Skilled maintenance trades_____________________
Unskilled plant work e r s ________________________

6
.2

9.3
9.5
9.5
8.3
10.3

( )
6
5.6
6.3

6
.8

Manufacturing:
--- _ _ — _
Office clerical- —
----Electronic data processing______
—
- - Industrial nurses_________ __ _ ____________
Skilled maintenance trades_____________________
_
Unskilled plant w orkers__ ________ _____ ______

5.8
(6 )
5.6
6.3
7.1

8.9
(6 )
9.5
8.4
9.2

Nonmanufacturing:
Office clerical_____________ ________ _____
Electronic data processing______________________
Industrial nurses_______________________________
Unskilled plant wor k e r s ________________________

6.5
(‘ )
(6 )
5.2

9.7
(?)
( )
6
15.3

7.5
7.3
(‘ )

6.3

7.7

1 .8
0

(?)
(?)
( )
‘

8.7

7.4
(?)
( )
6
9.1
10.5

9.3

7.3
6.5
(6 )
3.9

5.4
8.9
(?)
( )
6

5.5
7.2
(?)
( )
6

8
.1

8
.1

6
.8

(6 )
9.1

6.9
7.4
( )
6

8
.6
8.3

8
.6
(?)
(6 )

8
.6

See footnotes at end of tables.

Footnotes
1 Standard hours reflect the w o rkweek for which employees receive their regular straight-time
salaries (exclusive of pay for overtime at regular and/or p r e m i u m rates), and the earnings correspond
to these weekly hours.
2 The m e a n is computed for each job by totaling the earnings of all workers and dividing by
the n u mber of workers. The median designates position— half of the workers receive the s a m e or
m o r e and half receive the s a m e or less than the rate shown. The middle range is defined by two
rates of pay; a fourth of the workers earn the s a m e or less than the lower of these rates and a
fourth earn the s a m e or m o r e than the higher rate.




3 Earnings data relate only to workers whose sex identification w a s p r o v i d e d by the
establishment.
4 Excludes p r e m i u m pay for overtime and for w o r k on weekends, holidays, and late shifts.
5 Estimates for periods ending prior to 1976 relate to m e n only for skilled maintenance and
unskilled plant workers. All other estimates relate to m e n and women.
6 Data do not m eet publication criteria or data not available.

10

A ppendix A.
Scope and M ethod
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 tele­
phone interview from establishments participating in the previous survey.
In each of the 74 1 areas currently surveyed, data are obtained from
representative establishments within six broad industry divisions: Manufac­
turing; transportation, communication, and other public utilities; wholesale
trade; retail trade; finance, insurance, and real estate; and services. Major
industry groups excluded from these studies are government operations and
the construction and extractive industries. Establishments having fewer than
a prescribed number of workers are omitted because of insufficient employ­
ment in the occupations studied. Separate tabulations are provided for each
of the broad industry divisions which meet publication criteria.
These surveys are conducted on a sample basis. The sampling
procedures involve detailed stratification of all establishments within the
scope of an individual area survey by industry and number of employees.
From this stratified universe a probability sample is selected, with each
establishment having a predetermined chance of selection. To obtain optimum
accuracy at minimum cost, a greater proportion of large than small estab­
lishments 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 classi­
fication if data are not available from the original sample member. If no
suitable substitute is available, additional weight is assigned to a sample
member that is similar to the missing unit.
Occupations and earnings
Occupations selected for study are common to a variety of 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) material 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.
1

Included in the 7 4 areas are 4 studies co n d u c t e d b y the B u r e a u un de r contract.

Ohio; B i r m i n g h a m , A l a . ; Norfolk— Virginia B e a c h — P o rt sm ou th a n d
Syracuse,

N.Y.

Newport N e w s — Hampton,




D e p a r t m e n t of Labor.

Occupational employment and earnings data are shown for full-time
workers, i.e., those hired to work a regular weekly schedule. Earnings
data exclude premium pay for overtime and for work on weekends, holidays,
and late shifts. Nonproduction bonuses are excluded, but cost-of-living
allowances and incentive bonuses are included. Weekly hours for office
clerical and professional and technical occupations refer to the standard
workweek (rounded to the nearest half hour) for which employees receive
regular straight-time salaries (exclusive of pay for overtime at regular
and/or premium rates). Average weekly earnings for these occupations are
rounded to the nearest half dollar. Vertical lines within the distribution of
workers on some A-tables indicate a change in the size of the class intervals.
These surveys measure the level of occupational earnings in an area
at a particular time. Comparisons of individual occupational averages over
time may not reflect expected wage changes. The averages for individual jobs
are affected by changes in wages and employment patterns. For example,
proportions of workers employed by high- or low-wage firms may change, or
high-wage workers may advance to better jobs and be replaced by new
workers at lower rates. Such shifts in employment could decrease an occu­
pational 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 composite, areawide estimates. Industries
and establishments differ in pay level and job staffing, and thus contribute
differently to the estimates for each job. Pay averages may fail to reflect
accurately the wage differential among jobs in individual establishments.

T h e s e areas are Ak ro n,
Va . — N. C . ; a n d

In addition, the B u r e a u conducts m o r e limited area studies in ap pr ox im at el y 10 0 areas at the

request of the E m p l o y m e n t Standards Administration of the U. S.

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 -series tables because
either (1) employment in the occupation is too small to provide enough data
to merit presentation, or (2) there is possibility of disclosure of individual
establishment data. Separate men's and women's earnings data are not
presented when the number of workers not identified by sex is 20 percent
or more of the men or women identified in an occupation. Earnings data
not shown separately for industry divisions are included in data for all
industries combined. Likewise, for occupations with more than one level,
data are included in the overall classification when a subclassification is
not shown or information to subclassify is not available.

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 pro­
gression 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 more generalized than those used in individual establishments
and allow for minor differences among establishments in specific duties
performed.

Electronic data processing

Skilled maintenance

Computer systems
analysts, classes
A, B, and C
Computer programmers,
classes A, B, and C
Computer operators,
classes A, B, and C

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

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 materially the accuracy of
the earnings data.

Industrial nurses

Unskilled plant

Registered industrial
nurses

Janitors, porters, and
cleaners
Material handling laborers

Wage trends for selected occupational groups

Per'cent 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.

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 effects on average earnings of employ­
ment shifts among establishments and turnover of establishments included
in survey samples. The percent increases, however, are still affected by
factors other than wage increases. Hirings, layoffs, and turnover may affect
an establishment average for an occupation when workers are paid under plans
providing a range of wage rates for individual jobs. In periods of increased
hiring, for example, new employees may enter at the bottom of the range,
depressing the average without a change in wage rates.

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

The percent changes relate to wage changes between the indicated
dates. When the time span between surveys is other than 12 months, annual
rates are shown, (it is assumed that wages increase at a constant rate
between surveys.)

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.

Occupations used to compute wage trends are:
Office clerical

Order clerks
Accounting clerks,
classes A and B
Bookkeeping -machine
operators, class B
Payroll clerks
Keypunch operators,
classes A and B

For a more detailed description of the method used to compute these
wage trends, see "Improving Area Wage Survey Indexes, " Monthly Labor
Review, January 1973, pp. 52-57.

Office clerical— Continued

Secretaries
Stenographers, general
Stenographers, senior
Typists, classes A and B
File clerks, classes A,
B, and C
Messengers
Switchboard operators

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.

Establishment practices and supplementary wage provisions




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

Appendix table 1. Establishments and workers within scope of survey and number studied
in Chattanooga, Tenn.—G a.,1 September 1977
In d u s tr y d iv is io n 2

M in im u m
e m p lo y m e n t
in e s t a b lis h m e n ts in s c o p e
o f stu d y

ALL DIVISIONS -------------------------------MANUFACTURING ------------------------------------NONNANUFACTURING --------------------------------TRANSPORTATION* COMMUNICATION* AND
OTHER PUBLIC UTILITIES5 --------------------WHOLESALE TRADE 6 ---------------------------------------------------RETAIL T R A D E 6 ---------------------------------------------------------FINANCE. INSURANCE. AND REAL ESTATE 6 ------------SERVICES6 7---------------------------------------

W ith in s c o p e o f stu dy 4
W ith in s c o p e
o f stu dy J

379

N u m ber

131

219
160

6
6

50
50
50
50
50

17
25
70
17
31

1
0
8
2
1

65

9
17

13

S tu d ied

S tu d ied

50
“

1 T h e C h a tta n o o g a S ta n d a rd M e t r o p o lit a n S t a t is t ic a l A r e a , as d e fin e d b y th e
O f f i c e o f M a n a g e m e n t and B u d get th ro u g h F e b r u a r y 1974, c o n s is t s o f H a m ilto n ,
M a r io n , and S e q u a tc h ie C o u n tie s , T e n n .; and C a to o s a , D a d e , and W a lk e r C o u n tie s , G a.
T h e " w o r k e r s w ith in s c o p e o f s tu d y " e s t im a t e s sh ow n in th is t a b le 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 t io n o f th e s i z e and c o m p o s it io n o f th e la b o r f o r c e in c lu d e d
in th e s u r v e y .
E s t im a t e s a r e n ot in te n d e d , h o w e v e r , fo r c o m p a r is o n w ith o th e r
e m p lo y m e n t in d e x e s to m e a s u r e e m p lo y m e n t tr e n d s o r l e v e l s s in c e (1 ) p la n n in g
o f w a g e s u r v e y s r e q u ir e s e s ta b lis h m e n t d a ta c o m p ile d c o n s id e r a b ly in a d v a n c e o f
th e p a y r o l l p e r io d s tu d ie d , and (2 ) s m a ll e s ta b lis h m e n ts a r e e x c lu d e d f r o m th e
s c o p e o f th e s u r v e y .
2 T h e 1972 e d itio n o f th e S ta n d a rd In d u s t r ia l C la s s if ic a t io n M a n u a l w a s u sed
in c la s s ify in g e s ta b lis h m e n ts b y in d u s tr y d iv is io n .
H o w e v e r , a ll g o v e r n m e n t o p e r a ­
tio n s a r e e x c lu d e d f r o m th e s c o p e o f th e s u r v e y .
3 In c lu d e s a l l e s ta b lis h m e n ts w ith t o t a l e m p lo y m e n t at o r a b o v e th e m in im u m
lim it a t io n .
A l l o u tle ts (w ith in th e a r e a ) o f c o m p a n ie s in in d u s tr ie s such a s t r a d e ,
fin a n c e , auto r e p a i r s e r v i c e , and m o tio n p ic t u r e th e a t e r s a r e c o n s id e r e d as 1
e s ta b lis h m e n t.




W o r k e r s in e s ta b lis h m e n ts

N u m b e r o f e s ta b lis h m e n ts

P ercen t

82,233

10
0

50.651

55.347
26.886

67
33

32.926
17.725

5

3.509
710
5.725
4.752
3,029

4.044
1,905
10.651
5.o92
4 ,594

2

13
7

6

4 In c lu d e s a l l w o r k e r s in a l l e s ta b lis h m e n ts w ith t o t a l e m p lo y m e n t (w ith in
th e a r e a ) at o r a b o v e th e m in im u m lim it a t io n .
5 A b b r e v ia t e d t o " p u b lic u t i l i t i e s " in th e A - s e r i e s t a b le s .
T a x ic a b s and
s e r v i c e s in c id e n ta l to w a t e r t r a n s p o r t a t io n a r e e x c lu d e d .
6 T h is d iv is io n is r e p r e s e n t e d in e s t im a t e s f o r " a l l in d u s t r ie s " and " n o n ­
m a n u fa c tu r in g " in th e A - s e r i e s t a b le s .
S e p a r a te p r e s e n t a t io n o f d a ta is not m a d e
f o r o n e o r m o r e o f th e fo llo w in g r e a s o n s :
(1 ) E m p lo y m e n t is to o s m a ll to p r o v id e
en ou gh d a ta to m e r i t s e p a r a t e stu d y , (2 ) th e s a m p le w a s not d e s ig n e d i n it ia lly to
p e r m it s e p a r a t e p r e s e n t a t io n , (3 ) r e s p o n s e w a s in s u ffic ie n t o r in a d e q u a te to p e r m it
s e p a r a te p r e s e n t a t io n , and (4 ) t h e r e
is p o s s i b i l i t y o f d is c lo s u r e o f in d iv id u a l
e s ta b lis h m e n t d a ta .
7 H o t e ls and m o t e ls ; la u n d r ie s and o t h e r p e r s o n a l s e r v i c e s ; b u s in e s s s e r v i c e s ;
a u to m o b ile r e p a i r , r e n t a l, and p a r k in g ; m o tio n p ic t u r e s ; n o n p r o fit m e m b e r s h ip
o r g a n iz a t io n s (e x c lu d in g r e lig io u s and c h a r it a b le o r g a n iz a t io n s ); and e n g in e e r in g and
a r c h it e c t u r a l s e r v i c e s .

Appendix B.
Occupational
Descriptions
The prim ary purpose of preparing job descriptions for the Bu­
reau's wage surveys is to assist 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
ners; and part-time, temporary, 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 on-the-job training in some of the lower level professional and
technical occupations.

Office
SECRETARY

SECRETARY— Continued

Assigned as personal secretary, normally to one individual. Main­
tains a close and highly responsive relationship to the day-to-day work of the
supervisor. Works fairly independently receiving a minimum of detailed
supervision and guidance. Perform s varied clerical and secretarial duties,
usually including most of the following:

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

a. Receives telephone calls, personal callers, and incoming mail,
answers routine inquiries, and routes technical inquiries to the proper
persons;
b. Establishes, maintains, and revises the supervisor's files;
c. Maintains the supervisor's calendar and makes appointments as
instructed;

Not all positions that are titled "secretary" possess the above char­
acteristics. Examples of positions which are excluded from the definition are
as follows:
a. Positions which do not meet the "personal" secretary concept
described above;
b. Stenographers not fully trained in secretarial-type duties;

d. Relays messages from supervisor to subordinates;
e. Reviews correspondence, memoranda, and reports prepared by
others for the supervisor's signature to assure procedural and typographic
accuracy;
f. Perform s stenographic and typing work.




c. Stenographers serving as office assistants to a group of profes­
sional, technical, or managerial persons;
d. Secretary positions in which the duties are either substantially
more routine or substantially more complex and responsible that those char­
acterized in the definition;

S E C R E T A R Y — C on tin u ed

Exclusions— Continued

S E C R E T A R Y — C ontinu ed

Class C

e.
Assistant-type positions which involve more difficult or more
1. Secretary to an executive or managerial person whose respon­
responsible technical, administrative, supervisory, or specialized clerical
sibility is not equivalent to one of the specific level situations in the definition
duties which are not typical of secretarial work.
for class B, but whose organizational unit normally numbers at least several
dozen employees and is usually divided into organizational segments which are
often, in turn, further subdivided. In some companies, this level includes a
NOTE: The term "corporate officer, " used in the level definitions
wide range of organizational echelons; in others, only one or two; o
r^
following, refers to those officials who have a significant corporatewide
policymaking role with regard to major company activities. The title "vice
2. Secretary to the head of an individual plant, factory, etc. (or
president, " though normally indicative of this role, does not in all cases
other equivalent level of official) that employs, in all, fewer than 5,000
identify such positions. Vice presidents whose primary responsibility is to
persons.
act personally on individual cases or transactions (e.g., approve or deny
individual loan or credit actions; administer individual trust accounts; directly
Class D
supervise a clerical staff) are not considered to be "corporate officers" for
1. Secretary to the supervisor or head of a small organizational unit
purposes of applying the following level definitions.
(e.g., fewer than about 25 or 30 persons); o£
Class A
1. Secretary to the chairman of the board or president of a company
that employs, in all, over 100 but fewer than 5,000 persons; or

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

2. Secretary to a corporate officer (other than the chairman of the
board or president) of a company that employs, in all, over 5,000 but fewer
than 25,000 persons; or
3. Secretary to the head, immediately below the corporate officer
level, of a major segment or subsidiary of a company that employs, in all,
over 25,000 persons.
Class B
1. Secretary to the chairman of the board or president of a company
that employs, in all, fewer than 100 persons; or
2. Secretary to a corporate officer (other than the chairman of the
board or president) of a company that employs, in all, over 100 but fewer
than 5,000 persons; or
3. Secretary to the head, immediately below the officer level, over
either a major corporation wide functional activity (e.g., marketing, research,
operations, industrial relations, etc.) or a major geographic or organizational
segment (e.g., a regional headquarters; a major division) of a company that
employs, in all, over 5,000 but fewer than 25,000 employees; or

Prim ary duty is to take dictation using shorthand, and to transcribe
the dictation. May also type from written copy. May operate from a steno­
graphic pool. May occasionally transcribe from voice recordings (if primary
duty is transcribing from recordings, see Transcribing-Machine Typist).
NO TE: This job is distinguished from that of a secretary in that a
secretary normally works in a confidential relationship with only one manager
or executive and performs more responsible and discretionary tasks as
described in the secretary job definition.
Stenographer, General
Dictation involves a normal routine vocabulary. May maintain files,
keep simple records, or perform other relatively routine clerical tasks.
Stenographer, Senior
Dictation involves a varied technical dr specialized vocabulary such
as in legal briefs or reports on scientific research. May also set up and
maintain files, keep records, etc.
OR

Perform s stenographic duties requiring significantly •greater inde­
pendence and responsibility than stenographer, general, as evidenced by the
following: Work requires a high degree of stenographic speed and accuracy;
4. Secretary to the head of an individual plant, factory, etc. (or
a thorough working knowledge of general business and office procedure; and
other equivalent level of official) that employs, in all, over 5,000 persons; or
of the specific business operations, organization, policies, procedures, files,
workflow, etc. Uses this knowledge in performing stenographic duties and
responsible clerical tasks such as maintaining followup files; assembling
5.
Secretary to the head of a large and important organizational
material for reports, memoranda, and. letters; composing simple letters
segment (e.g., a middle management supervisor of an organizational segment
from general instructions; reading and routing incoming mail; and answering
often involving as many as several hundred persons) or a company that
routine questions, etc.
employs, in all, over 25,000 persons.




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

M ESSENGER

Prim ary duty is to transcribe dictation involving a normal routine
vocabulary from transcribing-machine records. May also type from written
copy and do simple clerical work. Workers transcribing dictation involving
a varied technical or specialized vocabulary such as legal briefs or reports
on scientific research are not included. A worker who takes dictation in
shorthand or by Stenotype or similar machine is classified as a stenographer.

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

TYPIST
Uses a typewriter to make copies of various materials or to make
out bills after calculations have been made by another person. May include
typing of stencils, mats, or similar materials for use in duplicating proc­
esses. May do clerical work involving little special training, such as
keeping simple records, filing records and reports, or sorting and distributing
incoming mail.
Class A. Performs one or more of the following: Typing material
in final form when it involves combining material from several sources; or
responsibility for correct spelling, syllabication, punctuation, etc., of tech­
nical or unusual words or foreign language material; or planning layout and
typing of complicated statistical tables to maintain uniformity and balance in
spacing. May type routine form letters, varying details to suit circumstances.
Class B. Performs one or more of the following: Copy typing from
rough or clear drafts; or routine typing of forms, insurance policies, etc.;
or setting up simple standard tabulations; or copying more complex tables
already set up and spaced properly.
FILE CLERK
Files, classifies, and retrieves material in an established filing
system. May perform clerical and manual tasks required to maintain files.
Positions are classified into levels on the basis of the following definitions.
Class A. Classifies and indexes file material 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
material. May keep records of various types in conjunction with the files.
May lead a small group of lower level file clerks.
Class B. Sorts, codes, and files unclassified material by simple
(subject matter) headings or partly classified material by finer subheadings.
Prepares simple related index and cross-reference aids. As requested,
locates clearly identified material in files and forwards material. May
perform related clerical tasks required to maintain and service files.
Class C . Perform s routine filing of material that has already been
classified or which is easily classified in a simple serial classification
system (e.g., alphabetical, chronological, or numerical). As requested,
locates readily available material in files and forwards materials; and may
fill out withdrawal charge. May perform simple clerical and manual tasks
required to maintain and service files.



SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private
branch exchange (PBX ) system to relay incoming, outgoing, and intrasystem
calls. May provide information to callers, record and transmit messages,
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 major portion of the worker's
time, and is usually performed while at the switchboard or console). Chief
or lead operators in establishments employing more than one operator are
excluded. For an operator who also acts as a receptionist, see Switchboard
Operator-Receptionist.
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 visitors; determining nature of visitor'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 visitors.
ORDER CLERK
Receives customers' orders for material or merchandise by mail,
phone, or personally. Duties involve any combination of the following:
Quoting prices to customers; making out an order sheet listing the items to
make up the order; checking prices and quantities of items on order sheet;
and distributing order sheets to respective departments to be filled. May
check with credit department to determine credit rating of customer, acknowl­
edge receipt of orders from customers, follow up orders to see that they
have been filled, keep file of orders received, and check shipping invoices
with original orders.
ACCOUNTING CLERK
Perform s one or more accounting clerical tasks such as posting to
registers and ledgers; reconciling bank accounts; verifying the internal con­
sistency, completeness, and mathematical accuracy of accounting documents;
assigning prescribed accounting distribution codes; examining and verifying
for clerical accuracy various types of reports, lists, calculations, posting,
etc.; or preparing simple or assisting in preparing more complicated journal
vouchers. May work in either a manual or automated accounting system.
The work requires a knowledge of clerical methods and office prac­
tices and procedures which relates to the clerical processing and recording
of transactions and accounting information. With experience, the worker
typically becomes fam iliar with the bookkeeping and accounting terms and
procedures used in the assigned work, but is not required to have a knowledge
of the formal principles of bookkeeping and accounting.
Positions are classified into levels on the basis of the following
definitions;

A C C O U N T IN G C L E R K — C ontinued

M A C H IN E B I L L E R --- C ontinued

Class A. Under general supervision, performs accounting clerical
operations which require the application of experience and judgment, for
example, clerically processing complicated or nonrepetitive accounting trans­
actions, selecting among a substantial variety of prescribed accounting codes
and classifications, or tracing transactions through previous accounting
actions to determine source of discrepancies. May be assisted by one or
more class B accounting clerks.

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

Class B. Under close supervision, following detailed instructions
and standardized procedures, performs one or more routine accounting cler­
ical operations, such as posting to ledgers, cards, or worksheets where
identification of items and locations of postings are clearly indicated; checking
accuracy and completeness of standardized and repetitive r e c o r d s or
accounting documents; and c o d i n g documents using a few prescribed
accounting codes.

PAYR O LL CLERK

BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter key­
board) to keep a record of business transactions.
Class A. Keeps a set of records requiring a knowledge of and
experience in basic bookkeeping principles, and familiarity with the structure
of the particular accounting system used. Determines proper records and
distribution of debit and credit items to be used in each phase of the work.
May prepare consolidated reports, balance sheets, and other records by hand.
Class B. Keeps a record of one or more phases or sections of a
set of records usually requiring little knowledge of basic bookkeeping. Phases
or sections include accounts payable, payroll, customers' accounts (not
including a simple type of billing described under machine biller), cost dis­
tribution, expense distribution, inventory control, etc. May check or assist
in preparation of trial balances and prepare control sheets for the accounting
department.
MACHINE BILLER
Prepares statements, bills, and invoices on a machine other than an
ordinary or electromatic typewriter. May also keep records as to billings
or shipping charges or perform other clerical work incidental to billing
operations. For wage study purposes, 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 customers'
purchase orders, internally prepared orders, 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.




Computes wages of company employees and enters the necessary
data on the payroll sheets. Duties involve: Calculating workers' earnings
based on time or production records; and posting calculated data on payroll
sheet, showing information such as worker's name, working days, time, rate,
deductions for insurance, and total wages due. May make out paychecks and
assist paymaster in making up and distributing pay envelopes. May use a
calculating machine.
KEYPUNCH OPERATOR
Operates a keypunch machine to record or verify alphabetic and/or
numeric data on tabulating cards or on tape.
Positions are classified into levels on the basis of the following
definitions.
Class A . Work requires the application of experience and judgment
in selecting procedures to be followed and in searching for, interpreting,
selecting, or coding items to be keypunched from a variety of source docu­
ments. 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 stan­
dardized source documents which have been coded, and follows specified
procedures which have been prescribed in detail and require little or no
selecting, coding, or interpreting of data to be recorded. Refers to supervisor
problems arising from erroneous items or codes or missing information.
TABULATING-M ACHINE OPERATOR
Operates one or a variety of machines such as the tabulator, calcu­
lator, collator, interpreter, sorter, reproducing punch, etc. Excluded from
this definition are working supervisors. Also excluded are operators of
electronic digital computers, even though they may also operate electric
accounting machine equipment.
Positions are classified into levels on the basis of the following
definitions.
Class A . Performs complete reporting and tabulating assignments
including devising difficult control panel wiring under general supervision.
Assignments typically involve a variety of long and complex reports which
often are irregular or nonrecurring, requiring some planning of the nature
and sequencing of operations, and the use of a variety of machines. Is

TABULATING-M ACHINE OPERATOR--- Continued

T A B U L A T I N G - M A C H I N E O P E R A T O R — C o n tin u e d

typically involved in training new operators in machine operations or training
lower level operators in wiring from diagrams and in the operating sequences
of long and complex reports. Does not include positions in which wiring
responsibility is limited to selection and insertion of prewired boards.

the tabulator and calculator, in addition to the simpler machines used by
class C operators. May be required to do some wiring from diagrams.
May train new employees in basic machine operations.

Class B . Performs work according to established procedures and
under specific instructions. Assignments typically involve complete but rou­
tine and recurring reports or parts of larger and more complex reports.
Operates more difficult tabulating or electrical accounting machines such as

Class C . Under specific instructions, operates simple tabulating
or electrical accounting machines such as the sorter, interpreter, reproducing
punch, collator, etc. Assignments typically involve portions of a work unit,
for example, individual sorting or collating runs, or repetitive operations.
May perform simple wiring from diagrams, and do some filing work.

Professional and Technical
COMPUTER SYSTEMS ANALYST, BUSINESS

COMPUTER SYSTEMS ANALYST, 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 programmers to prepare
required digital computer programs. Work involves most of the following:
Analyzes subject-matter operations to be automated and identifies conditions
and criteria required to achieve satisfactory results; specifies number and
types of records, files, and documents to be used; outlines actions to be
performed by personnel and computers in sufficient detail for presentation
to management and for programming (typically this involves preparation of
work and data flow charts); coordinates the development of test problems and
participates in trial runs of new and revised systems; and recommends equip­
ment changes to obtain more effective overall operations. (NOTE: Workers
performing both systems analysis and programming should be classified as
systems analysts if this is the skill used to determine their pay.)

develops systems for maintaining depositor accounts in a bank, maintaining
accounts receivable in a retail establishment, or maintaining inventory
accounts in a manufacturing or wholesale establishment.) Confers with per­
sons concerned to determine the data processing problems and advises
subject-matter personnel on the implications of the data processing systems
to be applied.
OR
Works on a segment of a complex data processing scheme or system,
as described for class A. Works independently on routine assignments and
receives instruction and guidance on complex assignments. Work is 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 analy­
ses as assigned, usually of a single activity. Assignments are designed to
develop and expand practical experience in the application of procedures and
skills required for systems analysis work. For example, may assist a higher
level systems analyst by preparing the detailed specifications required by
programmers from information developed by the higher level analyst.

Does not include employees primarily responsible for the manage­
ment or supervision of other electronic data processing employees, or sys­
tems analysts primarily concerned with scientific or engineering problems.
For wage study purposes, systems analysts are classified as follows:
Class A. Works independently or under only general direction on
complex problems involving all phases of system analysis. Problems are
complex because of diverse sources of input data and multiple-use require­
ments of output data. (For example, develops an integrated production sched­
uling, inventory control, cost analysis, and sales analysis record in which
every item of each type is automatically processed through the full system
of records and appropriate followup actions are initiated by the computer.)
Confers with persons concerned to determine the data processing problems
and advises subject-matter personnel on the implications of new or revised
systems of data processing operations. Makes recommendations, if needed,
for approval of major systems installations or changes and for obtaining
equipment.

COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problems, typically prepared by a
systems analyst, into a sequence of detailed instructions which are required
to solve the problems by automatic data processing equipment. Working from
charts or diagrams, the programmer develops the precise instructions which,
when entered into the computer system in coded language, cause the manipu­
lation of data to achieve desired results. Work involves most of the following:
Applies knowledge of computer capabilities, mathematics, logic employed by
computers, and particular subject matter involved to analyze charts and
diagrams of the problem to be programmed; develops sequence of program
steps; writes detailed flow charts to show order in which data will be
processed; converts these charts to coded instructions for machine to follow;
tests and corrects programs; prepares instructions for operating personnel
during production run; analyzes, reviews, and alters programs to increase
operating efficiency or adapt to new requirements; maintains records of
program development and revisions. (NOTE: Workers performing both
systems analysis and programming should be classified as systems analysts
if this is the skill used to determine their pay.)

May provide functional direction to lower level systems analysts
who are assigned to assist.
Class B . Works independently or under only general direction on
problems that are relatively uncomplicated to analyze, plan, program, and
operate. Problems are of limited complexity because sources of input data
are homogeneous and the output data are closely related. (For example,




18

C O M P U T E R P R O G R A M M E R , B U S IN E S S — C on tin u ed

CO M PUTER O PERATO R

Does not include employees primarily responsible for the manage­
ment or supervision of other electronic data processing employees, or pro­
grammers primarily concerned with scientific and/or engineering problems.

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

For wage study purposes, programmers are classified as follows:
Class A . Works independently or under only general direction on
complex problems which require competence in all phases of programming
concepts and practices. Working from diagrams and charts which identify
the nature of desired results, major processing steps to be accomplished,
and the relationships between various steps of the problem solving routine;
plans the full range of programming actions needed to efficiently utilize the
computer system in achieving desired end products.
At this level, programming is difficult because computer equipment
must be organized to produce several interrelated but diverse products from
numerous and diverse data elements. A wide variety and extensive number
of internal processing actions must occur. This requires such actions as
development of common operations which can be reused, establishment of
linkage points between operations, adjustments to data when program require­
ments exceed computer storage capacity, and substantial manipulation and
resequencing of data elements to form a highly integrated program.
May provide functional direction to lower level programmers who are
assigned to assist.
Class B . Works independently or under only general direction on
relatively simple programs, or on simple segments of complex programs.
Programs (or segments) usually process information to produce data in two
or three varied sequences or formats. Reports and listings are produced by
refining, adapting, arraying, or making minor additions to or deletions from
input data which are readily available. While numerous records may be
processed, the data have been refined in prior actions so that the accuracy
and sequencing of data can be tested by using a few routine checks. Typically,
the program deals with routine recordkeeping operations.
OR
Works on complex programs (as described for class A) under close
direction of a higher level programmer or supervisor. May assist higher
level programmer by independently performing less difficult tasks assigned,
and performing more difficult tasks under fairly close direction.
May guide or instruct lower level programmers.
Class C. Makes practical applications of programming practices
and concepts usually learned in formal training courses. Assignments are
designed to develop competence in the application of standard procedures to
routine problems. Receives close supervision on new aspects of assignments;
and work is reviewed to verify its accuracy and conformance with required
procedures.



For wage study purposes, computer

operators are classified as

follows:
Class A . Operates independently, or under only general direction,
a computer running programs with most of the following characteristics:
New programs are frequently tested and introduced; scheduling requirements
are of critical importance to minimize downtime; the programs are of
complex design so that identification of error source often requires a working
knowledge of the total program, and alternate programs may not be available.
May give direction and guidance to lower level operators.
Class B . Operates independently, or under only general direction,
a computer running programs with most of the following characteristics:
Most of the programs are established production runs, typically run on a
regularly recurring basis; there is little or no testing of new programs
required; alternate programs are provided in case original program needs
major change or cannot be corrected within a reasonably short time. In
common error situations, diagnoses cause and takes corrective action. This
usually involves applying previously programmed corrective steps, or using
standard correction techniques.
OR
Operates under direct supervision a computer running programs or
segments of programs with the characteristics described for class A. May
assist a higher level operator by independently performing less difficult tasks
assigned, and performing difficult tasks following detailed instructions and
with frequent review of operations performed.
expected
ability to
received
operator

Class C . Works on routine programs under close supervision. Is
to develop working knowledge of the computer equipment used and
detect problems involved in running routine programs. Usually has
some formal training in computer operation. May assist higher level
on complex programs.

DRAFTER
Class A . Plans the graphic presentation of complex items having
distinctive design features that differ significantly from established drafting
precedents. Works in close support with the design originator, and may
recommend minor design changes. Analyzes the effect of each change on the
details of form, function, and positional relationships of components and parts.
Works with a minimum of supervisory assistance. Completed work is
reviewed by design originator for consistency with prior engineering deter­
minations. May either prepare drawings or direct their preparation by lower
level drafters.

D R A F T E R — C on tin u ed

E L E C T R O N IC S T E C H N IC IA N — C ontinu ed

Class B . Performs nonroutine and complex drafting assignments
that require the application of most of the standardized drawing techniques
regularly used. Duties typically involve such work as: Prepares working
drawings of subassemblies with irregular shapes, multiple functions, and
precise positional relationships between components; prepares architectural
drawings for construction of a building including detail drawings of foun­
dations, wall sections, floor plans, and roof. Uses accepted formulas and
manuals in m a k i n g necessary computations to determine quantities of
materials to be used, load capacities, strengths, stresses, etc. Receives
initial instructions, requirements, and advice from supervisor. Completed
work is checked for technical adequacy.

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

Class C . Prepares detail drawings of single units or parts for
engineering, construction, manufacturing, or repair purposes. Types of
drawings prepared include isometric projections (depicting three dimensions
in accurate scale) and sectional views to clarify positioning of components
and convey needed information. Consolidates details from a number of
sources and adjusts or transposes scale as required. Suggested methods of
approach, applicable precedents, and advice on source materials are given
with initial assignments. Instructions are less complete when assignments
recur. Work may be spot-checked during progress.

Positions are
definitions.

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 refer­
ence to manufacturers' manuals or similar documents) in working on elec­
tronic equipment. Examples of such problems include location and density of
circuitry, electromagnetic radiation, isolating malfunctions, and frequent
engineering changes. Work involves: A detailed under standing of the inter­
relationships of circuits; exercising independent judgment in performing such
tasks as making circuit analyses, calculating wave forms, tracing relation­
ships in signal flow; and regularly using complex test instruments (e.g., dual
trace oscilloscopes, Q-m eters, deviation meters, pulse generators).
Work may be reviewed by supervisor (frequently an engineer or
designer) for general compliance with accepted practices. May provide
technical guidance to lower level technicians.

DRAFTER-TRACER
Copies plans and drawings prepared by others by placing tracing
cloth or paper over drawings and tracing with pen or pencil. (Does not
include tracing limited to plans primarily consisting of straight lines and a
large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized items.
Work is closely supervised during progress.

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 similar documents) in working on
electronic equipment. Work involves: A familiarity with the interrelation­
ships of circuits; and judgment in determining work sequence and in selecting
tools and testing instruments, usually less complex than those used by the
class A technician.
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.

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.



Class C . Applies working technical knowledge to perform simple or
routine tasks in working on electronic equipment, following detailed instruc­
tions which cover virtually all procedures. Work typically involves such
tasks as: As-sisting higher level technicians by performing such activities as
replacing components, wiring circuits, and taking test readings; repairing
simple electronic equipment; and using tools and common test instruments
(e.g., multimeters, audio signal generators, tube testers, oscilloscopes).
Is not required to be familiar with the interrelationships of circuits. This
knowledge, however, may be acquired through assignments designed to
increase competence (including classroom training) so that worker can
advance to higher level technician.
Receives technical guidance, as required, from supervisor or higher
level technician. Work is typically spot checked, but is given detailed review
when new or advanced assignments are involved.

REGISTERED INDUSTRIAL NURSE

REGISTERED INDUSTRIAL NURSE--- Continued

A registered nurse who gives nursing service under general medical
direction to ill or injured employees or other persons who become ill or
suffer an accident on the premises of a factory or other establishment.
Duties involve a combination of the following; Giving first aid to the ill or
injured; attending to subsequent dressing of employees' injuries; keeping
records of patients treated; preparing accident reports for compensation or

other purposes; assisting in physical examinations and health evaluations of
applicants and employees; and planning and carrying out programs involving
health education, accident prevention, evaluation of plant environment, or
other activities affecting the health, welfare, and safety of all personnel.
Nursing supervisors or head nurses in establishments employing more than
one nurse are excluded.

Maintenance, Toolroom, and Powerplant
MAINTENANCE CARPENTER

MAINTENANCE MACHINIST

Performs the carpentry duties necessary to construct arid maintain
in good repair building woodwork and equipment such as bins, cribs, counters,
benches, partitions, doors, floors, stairs, casings, and trim made of wood
in an establishment. Work involves most of the following; Planning and
laying out'of work from blueprints, drawings, models, or verbal instructions;
using a variety of carpenter's handtools, portable power tools, and standard
measuring instruments; making standard shop computations relating to dimen­
sions of work; and selecting materials necessary for the work. In general,
the work of the maintenance carpenter requires rounded training and experi­
ence usually acquired through a formal apprenticeship or equivalent training
and experience.

Produces replacement parts and new parts in making repairs of
metal parts of mechanical equipment operated in an establishment. Work
involves most of the following; Interpreting written instructions and speci­
fications; planning and laying out of work; using a variety of machinist's
handtools and precision measuring instruments; setting up and operating
standard machine tools; shaping of metal parts to close tolerances; making
standard shop computations relating to dimensions of work, tooling, feeds,
and speeds of machining; knowledge of the working properties of the common
metals; selecting standard materials, parts, and equipment required for this
work; and fitting and assembling parts into mechanical equipment. In general,
the machinist's work normally requires a rounded training in machine-shop
practice usually acquired through a formal apprenticeship or equivalent
training and experience.

MAINTENANCE ELECTRICIAN
MAINTENANCE MECHANIC (Machinery)
Performs a variety of electrical trade functions such as the instal­
lation, maintenance, or repair of equipment for the generation, distribution,
or utilization of electric energy in an establishment. Work involves most
of the following: Installing or repairing any of a variety of electrical equip­
ment such as generators, transformers, switchboards, controllers, circuit
breakers, motors, heating units, conduit systems, or other transmission
equipment; working from blueprints, drawings, layouts, or other specifi­
cations; locating and diagnosing trouble in the electrical system or equip­
ment; working standard computations relating to load requirements of wiring
or electrical equipment; and using a variety of electrician's handtools and
measuring and testing instruments. In general, the work of the maintenance
electrician requires rounded training and experience usually acquired through
a formal apprenticeship or equivalent training and experience.
MAINTENANCE PAINTER
Paints and redecorates walls, woodwork, and fixtures of an estab­
lishment. Work involves the following: Knowledge of surface peculiarities
and types of paint required for different applications; preparing surface for
painting by removing old finish or by placing putty or filler in nail holes and
interstices; and applying paint with spray gun or brush. May mix colors,
oils, white lead, and other paint ingredients to obtain proper color or
consistency. In general, the work of the maintenance painter requires rounded
training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.




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 major repairs;
preparing written specifications for major repairs or for the production of
parts ordered from machine shops; reassembling machines; and making all
necessary adjustments for operation. In general, the work of a machinery
maintenance mechanic requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experi­
ence. Excluded from this classification are workers whose primary duties
involve setting up or adjusting machines.
MAINTENANCE MECHANIC (Motor Vehicles)
Repairs automobiles, buses, motortrucks, and tractors of an estab­
lishment. Work involves most of the following: Examining automotive equip­
ment to diagnose source of trouble; disassembling equipment and performing
repairs that involve the use of such handtools as wrenches, gauges, drills,
or specialized equipment in disassembling or fitting parts; replacing broken
or defective parts from stock; grinding and adjusting valves; reassembling and
installing the various assemblies in the vehicle and making necessary adjust­
ments; and aligning wheels, adjusting brakes and lights, or tightening body
bolts. In general, the work of the motor vehicle maintenance mechanic
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience.

M A I N T E N A N C E M E C H A N IC (M o t o r V e h ic le s )— C ontinu ed

M A I N T E N A N C E T R A D E S H E L P E R — C ontinu ed

This classification does not include mechanics who repair customers'
vehicles in automobile repair shops.

the helper is permitted to perform varies from trade to trade: In some
tirades the helper is confined to supplying, lifting, and holding materials and
tools, and cleaning working areas; and in others he is permitted to perform
specialized machine operations, or parts of a trade that are also performed
by workers on a full-time basis.

MAINTENANCE PIPEFITTER
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 pressures, flow, and size of
pipe required; and making standard tests to determine whether finished pipes
meet specifications. In general, the work of the maintenance pipefitter
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience. Workers primarily
engaged in installing and repairing building sanitation or heating systems
are excluded.
MAINTENANCE SH EET-M E TAL WORKER
Fabricates, installs, and maintains in good repair the sheet-metal
equipment and fixtures (such as machine guards, grease pans, shelves,
lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment.
Work involves most of the following: Planning and laying out all types of
sheet-metal maintenance work from blueprints, models, or other specifi­
cations; setting up and operating all available types of sheet-metal working
machines; using a variety of handtools in cutting, bending, forming, shaping,
fitting, and assembling; and installing sheet-metal articles as required. In
general, the work of the maintenance sheet-metal worker requires rounded
training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.

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

MILLWRIGHT

TOOL AND DIE MAKER

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 stresses,
strength of materials, and centers of gravity; aligning and balancing equip­
ment; selecting standard tools, equipment, and parts to be used; and installing
and maintaining in good order power transmission equipment such as drives
and speed reducers. In general, the millwright's work normally requires a
rounded training and experience in the trade acquired through a formal
apprenticeship or equivalent training and experience.

Constructs and repairs jigs, fixtures, cutting tools, gauges, or
metal dies or molds used in shaping or forming metal or nonmetallic
material (e.g., plastic, plaster, rubber, glass). Work typically involves:
Planning and laying out work according to models, blueprints, drawings, or
other written or oral specifications; understanding the working properties of
common metals and alloys; selecting appropriate materials, tools, and
processes required to complete task; making necessary shop computations;
setting up and operating various machine tools and related equipment; using
various tool and die maker's handtools and precision measuring instruments;
working to very close tolerances; heat-treating metal parts and finished tools
and dies to achieve required qualities; fitting and assembling parts to p re­
scribed tolerances and allowances. In general, the tool and die maker's
work requires rounded training in machine-shop and toolroom practice
usually acquired through formal apprenticeship or equivalent training and
experience.

MAINTENANCE TRADES HELPER
Assists one or more workers in the skilled maintenance trades, by
performing specific or general duties of lesser skill, such as keeping a
worker supplied with materials and tools; cleaning working area, machine,
and equipment; assisting journeyman by holding materials or tools; and per­
forming other unskilled tasks as directed by journeyman. The kind of work




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).

S T A T I O N A R Y E N G IN E E R

S T A T I O N A R Y E N G IN E E R — C ontinu ed

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

Material Movement and Custodial
TRUCKDRIVER

WAREHOUSEMAN

Drives a truck within a city or industrial area to transport mate­
rials, merchandise, equipment, or workers between various types of estab­
lishments such as: Manufacturing plants, freight depots, warehouses, whole­
sale and retail establishments, or between r e t a i l establishments and
customers' houses or places of business. May also load or unload truck with
or without helpers, make minor mechanical repairs, and keep truck in good
working order. Salesroute and over-the-road drivers are excluded.

As directed, performs a variety of warehousing duties which require
an understanding of the establishment's storage plan. Work involves most
of the following: Verifying materials [or merchandise) against receiving
documents, noting and reporting discrepancies and obvious damages; routing
materials to prescribed storage locations; storing, stacking, or palletizing
materials in accordance with prescribed storage methods; rearranging and
t a k i n g inventory of stored materials; examining stored materials and
reporting deterioration and damage; removing material from storage and
preparing it for shipment. May operate hand or power trucks in performing
warehousing duties.

For wage study purposes, truckdrivers are classified by size and
type of equipment, as follows: (Tractor-trailer should be rated on the basis
of trailer capacity.)
Truckdriver, light truck (under IV2 tons)
Truckdriver, medium truck (IV 2 to and including 4 tons)

Exclude workers whose primary duties involve shipping and receiving
work (see Shipping and Receiving Clerk and Shipping Packer), order filling
(see Order F iller), or operating power trucks (see Power-Truck Operator).

T r u c k d r i v e r , h e a v y tr u c k ( t r a i l e r ) ( o v e r 4 to n s )

ORDER FILLER

Truckdriver, heavy truck (other than trailer) (over 4 tons)
SHIPPING AND RECEIVING CLERK
Prepares merchandise for shipment, or receives and is responsible
for incoming shipments of merchandise or other materials. Shipping work
involves: A knowledge of shipping procedures, practices, routes, available
means of transportation, and rates; and preparing records of the goods
shipped, making up bills of lading, posting weight and shipping changes, and
keeping a file of shipping records. May direct or assist in preparing the
merchandise for shipment. Receiving work involves: Verifying or directing
others in verifying the correctness of shipments against bills of lading,
invoices, or other records; checking for shortages and rejecting damaged
goods; routing merchandise or materials to proper departments; and main­
taining necessary, records and files.
For

wage

study purposes,

Shipping clerk
Receiving clerk
Shipping and receiving clerk




workers

are

classified

as

follows:

Fills shipping or transfer orders for finished goods from stored
merchandise in accordance with specifications on sales slips, customers'
orders, or other instructions. May, in addition to filling orders and indi­
cating items filled or omitted, keep records of outgoing orders, requisition
additional 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 material to prevent breakage or damage; closing and sealing con­
tainer; and applying labels or entering identifying data on container. Packers
who also make wooden boxes or crates are excluded.

M A T E R I A L H A N D L IN G L A B O R E R

GUARD AND W A TC H M A N

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

Guard. Performs routine police duties, either at fixed post or on
tour, maintaining order, using arms or force where necessary. Includes
guards who are stationed at gate and check on identity of employees and
other persons entering.
Watchman. Makes rounds of premises periodically in protecting
property against fire, theft, and illegal entry.

POWER-TRUCK OPERATOR
JANITOR, PORTER, OR CLEANER
Operates a manually controlled gasoline- or electric-powered truck
or tractor to transport goods and materials of all kinds about a warehouse,
manufacturing plant, or other establishment.
For wage study purposes, workers are classified by type of powertruck, as follows:
Forklift operator
Power-truck operator (other than forklift)




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

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

Bulletin number
and price*

Akron, Ohio, Dec. 19761____________________________________ 1900-76, 85 cents
Albany—
Schenectady—
Troy, N.Y., Sept. 1976 _______________ 1900-59, 55 cents
Anaheim—
Santa Ana—
Garden Grove,
Calif., Oct. 1976___________________________________________ 1900-67, 75 cents
Atlanta, Ga., May 1977_____________________________________ 1950-17, $1.20
Baltimore, M d., Aug. 1977_________________________________ 1950-39, $1.20
Billings, Mont., July 1977 1_________________________________ 1950-40, $1.00
Birmingham, Ala., Mar. 1977______________________________ 1950-8, 85 cents
Boston, Mass., Aug. 1976 __________________________________ 1900-53, 85 cents
Buffalo, N.Y., Oct. 1976 ____________________________________ 1900-70, 75 cents
Canton, Ohio, May 1977 1 ___________________________________ 1950-28, $1.10
Chattanooga, Tenn.— a ., Sept. 1977________________________ 1950-44, 70 cents
G
____________________________________ 1950-41, $1.40
Chicago, 111., May 1977 1
Cincinnati, Ohio—
Ky.—
Ind., Mar. 197 6______________________ 1900-7, 75 cents
Cleveland, Ohio, Sept. 1976_________________________________ 1900-62, 95 cents
Columbus, Ohio, Oct. 1976_________________________________ 1900-68, 75 cents
Corpus Christi, Tex., July 1977 1__________________________ 1950-35, $1.00
Dallas—
Fort Worth, Tex., Oct. 1976________________________ 1900-63, 85 cents
Davenport—
Rock Island—
Moline, Iowa—
111., Feb. 19771____ 1950-26, $1.10
Dayton, Ohio, Dec. 1976 ____________________________________ 1900-78, 85 cents
Daytona Beach, Fla., Aug. 1977 1___________________________ 1950-43, $1.00
Denver—
Boulder, Colo., Dec. 197 6_________________________ 1900-73, 85 cents
Detroit, Mich., Mar. 1977__________________________________ 1950-13, $1.20
Fresno, Calif., June 1977 __________________________________ 1950-30, 70 cents
Gainesville, Fla., Sept. 1976 _______________________________ 1900-54, 45 cents
Green Bay, Wis., July 1977_________________________________ 1950-36, 70 cents
Greensboro—
Winston-Salem—
High Point,
N.C., Aug. 1977 1
___________________________________________ 1950-42, $1.10
Greenville—
Spartanburg, S.C., June 1977 __________________ 1950-33, 70 cents
Hartford, Conn., Mar. 1977_________________________________ 1950-9, 80 cents
Houston, Tex., Apr. 1976 __________________________________ 1900-26, 85 cents
Huntsville, Ala., Feb. 1977 1________________________________ 1950-4, $1.40
Indianapolis, Ind., Oct. 1976________________________________ 1900-58, 75 cents
Jackson, Miss., Jan. 1977 1 _________________________________ 1950-2, $1.50
Jacksonville, Fla., Dec. 19761_____________________________ 1900-80, 85 cents
Kansas City, Mo.-Kans., Sept. 1976 1______________________ 1900-60, $1.05
Los Angeles—
Long Beach, Calif., Oct. 1976________________ 1900-77, 85 cents
Louisville, Ky.—
Ind., Nov. 1976_____________________________ 1900-69, 55 cents
Memphis, Tenn.—
Ark.— iss., Nov. 1976 1 _________________ 1900-75, 85 cents
M




Area
M i a m i , F l a . , Oct. 197 6 ___________________________________
M i l w a u k e e , W i s . , A p r . 1977 ____________________________
M inn eapolis—
St. P a u l , M in n .—W i s . , Jan. 1977 ________
N a s s a u — u ffo lk , N . Y . , June 1977 _______________________
S
N e w a r k , N .J . , Jan. 1977 _________________________________
N e w O r l e a n s , L a . , Jan. 1977 1 _________________________
N e w Y o r k , N . Y . - N . J . , M a y 1977_______________________
N o r f o l k —V i r g i n i a B e a c h —P o r t s m o u t h , V a . —
N . C . , M a y 1977 __________________________________________
N o r f o l k —V i r g i n i a B e a c h ^ P o r t s m o u t h and
N e w p o r t N e w s — am pton , V a . — . C . , M a y 1977_____
H
N
N o r t h e a s t P e n n s y l v a n i a , A u g . 1977 1___________________
O k la h o m a C i t y , O k l a . , A u g . 197 6 _______________________
O m ah a, N e b r . — o w a , Ocf. 197 6 _________________________
I
P a t e r son—C lifto n —P a s s a i c , N . J . , June 1977 _________
P h i l a d e l p h i a , P a . - N . J . , N o v . 1 9 7 6 1____________________
P i t t s b u r g h , P a . , Jan. 1977_______________________________
P o r t l a n d , M a i n e , D e c . 197 6 1 ___________________________
P o r t l a n d , O r e g . —W a s h . , M a y 1 9 7 7 * ____________________
P o u g h k e e p s i e , N . Y . , June 1977 ________________________
P o u g h k e e p s i e — i n g s t o n — e w b u r g h , N . Y . , June 197 6
K
N
P r o v i d e n c e —W a r w i c k —P a w tu c k e t, R . I . —
M a s s . , June 1977 1 ______________________________________
R i c h m o n d , V a . , June 1977 1 _____________________________
St. L o u i s , M o . —111., M a r . 1977 _________________________
S a c r a m e n t o , C a l i f . , D e c . 197 6 _________________________
S a g in a w , M i c h . , N o v . 1976 1_____________________________
S a lt L a k e C ity—Ogden, Utah, N ov . 1976_______________
San A n t o n i o , T e x . , M a y 197,7*__________________________
San D i e g o , C a l i f . , N o v . 1 976____________________________
San F r a n c i s c o — ak la n d, C a l i f . , M a r . 1977 __________
O
Sa n J o s e , C a l i f . , M a r . 1977_____________________________
S e a t t l e —E v e r e t t , W a s h . , Jan 1977 * _____________________
South B en d , Ind., M a r . 1976 ____________________________
S y r a c u s e , N . Y . , July 1976_______________________________
T o l e d o , Ohio—M i c h . , M a y 1977_________________________
T r e n t o n , N .J . , Sept. 1976________________________________
U t i c a — o m e , N . Y . , July 1977* _________________________
R
W a sh in g to n , D. C .— d . —V a . , M a r . 1977 _______________
M
W i c h i t a , K a n s . , A p r . 1977 * _____________________________
W o r c e s t e r , M a s s . , A p r . 1977 __________________________
Y o r k , P a . , F eb . 1977 ____________________________________

Bulletin number
and price *
- 66,
1950-•14,
1950-■3
,
1950-■27,
1950-■
7,
1950-■5
,
1950-■31,
1 9 0 0

75 cents
$ .. 1 0
$ L .60
$ L .00
$ L .60
$1. 60
$1. 20
1

1950-■
20, 70 cents
1950-■
21,
1950-■38,
1900-■
42,
1900-■61,
1950-■34,
1900-■64,
1950-- ,
1900-■72,
1950-■32,
1950--25,
1900--55,

70 cents
$1., 1 0
55 cents
55 cents
70 cents
$1.,10
$1.,50
85 cents
$ L .20
70 cents
55 cents

1950-■22,
1950-■23,
1950.-10,
1900--71,
1 9 0 0 .■74,
1900.-65,
1950.-24,
1900.-79,
1950--29,
1950--19,
1950.-12,
1900--5,
1900--44,
1950--18,
1 9 0 0 . 56,
1950.-37,
1950.-11,
1950.-16,
1950.-15,
1950.-6,

$1,.20
$1 .10
$1 .20
55 cents
75 cents
55 cents
$1 . 1 0
55 cents
$1 .20
$1 .00
$1 .20
55 cents
55 cents
80 cents
55 cents
$1 .10
$1 .20
$1 .10
70 cents
$1 .10

1

Prices are determined by the Government Printing Office and are subject to change.
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 lit

Region IV

1603 J F K Federal Building
Government Center
Boston, Mass. 02203
Phone: 223-6761 (Area Code 617)

Suite 3400
1515 Broadway
New York, N .Y . 10036
Phone: 399-5406 (Are aC ode 212)

3535 Market Street,
P.O. Box 13309
Philadelphia, Pa. 19101
Phone: 596-1154 (Are aC ode 215)

Suite 540
1371 Peachtree St., N.E.
Atlanta, Ga. 30309
Phone:881-4418 (Area Code 404)

Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont

New Jersey
New York
Puerto Rico
Virgin Islands

Delaware
District of Columbia
Maryland
Pennsylvania
Virginia
West Virginia

Alabama
Florida
Georgia
Kentucky
Mississippi
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 re aC ode 312)

Second Floor
555 Griffin Square Building
Dallas, Tex. 75202
Phone: 749-3516 (A re aC ode 214)

Federal Office Building
911 Walnut St . ,15th Floor
Kansas City, Mo. 64106
Phone: 374-2481 (Are aC ode 816)

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

Arkansas
Louisiana
New Mexico
Oklahoma
Texas

VII
Iowa
Kansas
Missouri
Nebraska

IX
Arizona
California
Hawaii
Nevada

Illinois
Indiana
Michigan
Minnesota
Ohio
Wisconsin




VIII
Colorado
Montana
North Dakota
South Dakota
Utah
Wyoming

X
Alaska
Idaho
Oregon
Washington

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