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Area
Wage
Survey
U.S. Department of Labor
Bureau of Labor Statistics
Bulletin 2050-9




Jackson, Mississippi,
Metropolitan Area
January 1979

Preface
This bulletin provides results of a January 1979 survey of occupa­
tional earnings and supplementary wage benefits in the Jackson, M ississippi,
Standard Metropolitan Statistical A rea.
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, G a., under the general
direction of Jerry G. Adams, Assistant Regional Commissioner for Opera­
tions. The survey could not have been accomplished without the cooperation
of the many firm s whose wage and salary data provided the basis for the
statistical information in this bulletin.
The Bureau wishes to express sin ­
cere 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 pub­
lication.

Note:
A lso available for the Jackson 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

Jackson, Mississippi,
Metropolitan Area
January 1979

U.S. Department of Labor
Ray Marshall, Secretary

Contents

Bureau of Labor Statistics
Janet L. Norwood
Commissioner

Introduction____

July 1979

Tables:

Bulletin 2050-9

For sale by the Superintendent of Docu­
ments. U S
Government Printing Office.
Washington. D C 20402. G P O Bookstores, or
BLS Regional Offices listed on back cover
Price $1 20 Make checks payable to Super­
intendent of Documents




Page

Page

2

Earnings, all establishments:
A -l . Weekly earnings of office workers_____ 3
A -2. Weekly earnings of professional
and technical workers__________________ 5
A -3. Average weekly earnings of
office, professional, and
technical workers, by s e x ______________6
A -4. Hourly earnings of maintenance,
toolroom, and powerplant
workers_________________________________ 7
A -5. Hourly earnings of material
movement and custodial workers_____ 8
A - 6. Average hourly earnings of
maintenance, toolroom, powerplant, material movement, and
custodial workers, by s e x ___________ 9
A -7. Percent increases in average
hourly earnings for selected
occupational groups___________________ 10
A - 8. Average pay relationships
within establishments
for white-collar workers______________ 11
A -9. Average pay relationships
within establishments
for blue-collar workers______________ 12

Tables— Continued
Establishment practices and supplementary
wage provisions:
B -l. Minimum entrance salaries for
inexperienced typists and clerks______ 13
B-2. Late-shift pay provisions for
full-time manufacturing
production and related workers_______ 14
B-3. Scheduled weekly hours and days of
full-time first-shift workers____________15
B-4. Annual paid holidays for full-time
workers_______________________________ 16
B-5. Paid vacation provisions for
full-time workers_____________________ 17
B -6. Health, insurance, and pension
plans for full-time workers____________ 20
B-7. Life insurance plans for
full-time workers______________________ 21
Appendix A. Scope and method of survey_________ 24
Appendix B. Occupational descriptions__________ 29

Introduction

This area is 1 of 72 in which the U.S. Department of L a b o r's
Bureau of Labor Statistics conducts surveys of occupational earnings and
related benefits. (See list of areas on inside back cover.) In each area,
earnings data for selected occupations (A -s e r ie s tables) are collected
annually.
Information on establishment practices and supplementary wage
benefits (B -s e r ie s tables) is obtained every third year.
Each year after all individual area wage surveys have been com ­
pleted, two sum m ary bulletins are issued. The first brings together data
for each metropolitan area surveyed; the second presents national and r e ­
gional estim ates, projected from individual metropolitan area data, for all
Standard Metropolitan Statistical A reas in the United States, excluding Alaska
and Hawaii.
A major consideration in the area wage survey program is the need
to describe the level and movement of wages in a variety of labor m arkets,
through the analysis of ( 1) the level and distribution of wages by occupation,
and (2) the movement of wages by occupational category and skill level.
The program develops information that may be used for many purposes,
including wage and salary administration, collective bargaining, and a s ­
sistance in determining plant location. Survey results also are used by the
U.S. Department of Labor to make wage determinations under the Service
Contract A ct of 1965.

Where possible, data are presented for all industries and for manufacturing
and nonmanufacturing separately. Data are not presented for skilled m ain­
tenance workers in nonmanufacturing because the number of workers em ­
ployed in this occupational group in nonmanufacturing is too sm all to warrant
separate presentation. This table provides a m easure of wage trends after
elimination of changes in average earnings caused by employment shifts
among establishments as well as turnover of establishments included in
survey samples. For further details, see appendix A.
Tables A - 8 and A - 9 provide for the first time m easures of average
pay relationships within establishments. These m easures may differ consid­
erably from the pay relationships of overall averages published in tables
A - l through A - 6. See appendix A for details.
B -se r ie s tables
The B -se rie s tables present information on minimum entrance
salaries for inexperienced typists and clerks; late-sh ift pay provisions and
practices for production and related workers in manufacturing; and data
separately for production and related workers and office workers on sched­
uled weekly hours and days of fir st-sh ift w orkers; paid holidays; paid vaca­
tions; health, insurance, and pension plans; and m ore detailed information
on life insurance plans.

A -s e r ie s tables
Appendixes
Tables A - l through A -6 provide estimates of straight-tim e weekly
or hourly earnings for workers in occupations common to a variety of
manufacturing and nonmanufacturing industries. The occupations are defined
in appendix B.
For the 31 largest survey a reas, tables A -1 0 through A -1 5
provide sim ilar data for establishments employing 500 workers or m ore.
Table A -7 provides percent changes in average hourly earnings of
office clerica l w orkers, electronic data processing w orkers, industrial
nurses, skilled maintenance trades w orkers, and unskilled plant workers.




Appendix A describes the methods and concepts used in the area
wage survey program. It provides information on the scope of the area
survey, the area's industrial composition in manufacturing, and labormanagement agreement coverage.
Appendix B provides job descriptions used by Bureau field repre­
sentatives to classify workers by occupation.

Earnings
Table A-1. Weekly earnings of office workers, Jackson, Miss., January 1979
W
eekly earning^^™
(stan ard
d )
Num
ber
of
woiken

Average
w
eekly
hours1
(sta d rd
na ]

Number of w orkers receiving straight-tim e we ekly earnings of—
s

$

*

s

s

s

s

s

S

s

$
s
%
$
s
260
200
2 20
240
210

Mean2

Median2

Middle range 2

$
$
$
$
192.00 179.00 1 6 3 .5 0 -2 1 5 .0 1
199.50 187.50 1 7 5 .0 0 -2 1 7 .0 0
191.00 176.00 1 6 2 .0 0 -2 1 4 .0 0
240.00 227.00 1 9 3 .0 0 -2 8 0 .5 0

280

3 00

320

340

360

20
4
16
8

7
1
6
4

10
2
8
8

9
9
6

11
11
9

2
2

11
10

-

i
i

1
1

3
3

-

“

12
8

3
1

i
“

8
6

_

3

-

2
2

2
2

16

17

16
1
15
8

1
i
“

'

2
2
2

9
9
9

*
-

-

1

4
4

4
4
4

-

-

150

160

170

180

190

120

130

140

150

160

170

180

190

200

21C

220

240

260

-

-

41
3
38
1

76
4
72
2

72
8
64
8

45
10
35
6

36
4
32
4

23
3
20
2

27
5
22
5

40
5
35
16

-

-

2

-

6
4

_

“

-

-

i
i

5
5

-

6
6

6
6

11
10

1
1

3
1

4

and
under

-

18
~
18
-

-

-

-

-

_

-

-

-

-

-

-

4
i
3
~

19
1
18
~

9
4
5

14
7
7
2

13
2
11
4

13
1
12
2

16
15
1

23
22
2

33
32
6

14
13
4

16
16
“

1
1
~

1
i

-

13
13
1

*

~

4

“

18
18

22
22

21
20

28
26

17
16

5
4

3
3

3
3

-

-

-

-

-

~

“

“

“

2
2

18
12

3
1

13
12

8
4

4
3

6
2

4

4

4

4

18
18

2
2

~

-

2

2
“

8
7

i
i

1

1
1

3
3

4

“

2
2

-

4

16

1

5

7

3

5

1

-

18

15
15

11
11

4
4

14
14

-

-

-

-

-

“

“

3
3
-

1
i

SECRETA RIES. CLASS A -------NONMANUFACTURING -------------

30
25

40. 0 223.00
40. 0 229.50

224.50
227.00

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

SECRETA RIES. CLASS B -------NONMANUFACTURING -------------

59
46

40. 0 223.00
40. 0 218.50

215.50
197.50

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

-

-

-

-

SECRETA RIES. CLASS C -------MANUFACTURING -----------------NONMANUFACTURING ------------PUBLIC U T IL IT IE S ----------

133
21
112
38

39. 0
40. 0
3 9.0
3 9.5

212.00
191.50
216.00
253.00

202.50
185.00
209.50
240.50

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

_
-

~

-

-

SECRETA RIES. CLASS 0 -------NONNANUFACTURING ------------PUBLIC U T IL IT IE S ----------

127
121
22

39. 0 179.00
39. 0 179.00
39. 0 214.50

174.50
174.50
180.50

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

-

-

“

-

“

SECRETA RIES. CLASS E -------NONMANUFACTURING -------------

117
112

4 0 .0
4 0 .0

158.50
158.50

155.50
155.50

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

-

-

-

STENOGRAPHERS ----------------------NONNANUF A C T U R IN 6 -------------

85
67

39. 0 188.00
38. 5 193.50

176.50
180.50

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

_

-

-

-

1
1

STENOGRAPHERS. SENIOR ------NONMANUFACTURING -------------

26
20

40. 0 193.50
40. 0 203.50

178.50
203.00

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

-

_

_

-

“

STENOGRAPHERS.

59

38.5

176.50 1 4 6 .0 0 -2 3 9 .5 0

-

-

1

-

-

-----

185.00

-

1
1
-

-

47
47

38. 0 150.50
38. 0 150.50

145.00
145.00

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

TYPISTS --------------------------------NONMANUFACTURING -------------

179
160

39.5 139.00
39. 0 138.50

136.00
136.00

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

-

TY P IS T S . CLASS B --------------NONMANUFACTURING -------------

149
130

39. 0 135.50
39. 0 134.00

132.00
130.00

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

_

F I L E CLERKS -------------------------NONMANUFACTURING -------------

223
223

38.5 120.50
38. 5 120.50

116.00
116.00

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

-

1
-

F ILE CLER KS. CLASS C -------NONMANUF A C T U R IN 6 -------------

137
137

38.5
3 8.5

120.00
120.00

116.00
116.00

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

"

HESSEN6ERS ---------------------------NONMANUFACTURING -------------

37
37

39. 0 144.00
39. 0 144.00

135.50
135.50

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

-

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

34
32

38.5
3 8.5

143.50
144.50

139.50
140.00

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

10
10

-

-

_

-

-

-

-

-

35
35
1

-

-

TRANSCRIBING-MACHINE TYPISTS
NONMANUFACTURING -------------




-

-

-

See footnotes at end of tables

s
340

140

473
50
423
80

GENERAL

t
320

130

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

39.5
4 0 .0
39.5
3 9.5

S
300

120

100

t
280

110

110

O ccup atio n and in d u stry d iv is io n

2

14
14

48
48

42
34

33
28

19
16

13
12

6
6

1
1

2
~

14
14

48
48

40
32

24
19

9
6

7
6

5
5

-

2

142
142

50
50

18
18

6
6

2
2

4

-

-

89
89

32
32

11
11

2

-

3
3

-

2

3
3

12
12

10
10

4
4

2
2

2
2

1
1

-

2

1
1

4
3

6
6

1
1

3
3

-

3
3

1

“

“
-

-

"

4

“

4

12
3

“

~

-

1
1

-

-

-

-

~

-

-

-

“

i
1

i
i

-

-

i
i

i
i

-

-

“

-

-

-

-

-

-

-

-

-

-

-

-

“

“

-

-

~

i
i

1
1

-

2
2

“

-

-

-

“

“

•

-

-

-

~
-

-

-

_
~

“

-

-

-

-

-

”
-

-

1
1

-

-

-

-

-

-

-

-

_

-

-

-

-

“

1
1

“

“

”

-

_

“

“

“

-

17
8

-

-

“

i
i

“

-

-

-

Table A-1. Weekly earnings of office workers, Jackson, Miss., January 1979— Continued
W
eekly earnings1
(stan
dard)
Occupation and industry d ivisio n

N ber
um
of
w
oiken

Average
w
eekly
hours1
(stan ard
d

Number of w orkers receiving straight-tim e we ekly earnings of—
S

$

Mean2

Median2

Middle range2

s

f

s

*

%

f

%

s
s
S
S
340
320
2 80
300

200

210

220

240

260

170

180

190

200

210

220

240

260

280

300

320

15
4
ii

11
2
9

6
2
4

1

1
1
-

-

-

-

_

_

-

-

-

-

_

-

5

1
1
-

-

-

1

2
2
-

5

-

-

-

-

-

-

_

-

4
4

18
4

7
-

6
6

1
1

1
1

3
3

14
-

4
4

7
-

-

4
4

_

1
1

1
1

_

_

-

3
3

_

-

4
4

45
9
36

66
21
45

37
2
35

22
10
12

10
5
5

25
12
13

58
7
51

9
1
8

7
2
5

16
2
14

41
9
32

20
1
19

18
10
8

5
2
3

16
12
4

9
7
2

7
1
6

75
16
59

48
6
42

29
7
22

25
12
13

17
1
16

4
4

5
3
2

9

49

2

-

-

9

49

2
2

12
2
10

6
2
4

15
3
12

1
1
-

6
2
4

6
1
5

4
2
2

4

8

-

-

4

18
1
17
1

44
i
43
2

104
7
97
6

48
4
44
3

43
4
39
5

20
3
17
1

19
1
18
3

5
1
4
-

12
12
5

13

_

_

9
9

13
13

10
9

7
7

7
6

2
2

6
6

1
1

95
7
88
5

35
4
31
2

33
3
30
4

13
3
10
1

12

3
1
2

6

12

-

-

6
5

12
12

120

130

140

150

160

5

“

5

11
1
10

7
6
1

23
6
17

-

-

-

4
4

4
4

-

-

4
4

4
4

“

73
10
63

86
18
68

55
8
47

9
1
8

11
2
9

64
9
55

and
under

88
25
63

$
39.5 152.50
40. 0 156.00
39. 5 150.50

$
149.50
147.50
149.50

OROER CLERKS ---------------------------------MANUFACTURING ---------------------------

73
31

40. 0 224.00
40. 0 201.50

190.00
190.00

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

ORDER CLERKS* CLASS B ---------------MANUFACTURING ---------------------------

25
25

40. 0 195.00
40. 0 195.00

186.50
186.50

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

-

ACCOUNTING CLERKS -------------------------MANUFACTURING --------------------------NONMANUFACTURING -----------------------

553
105
A68

39. 0 173.00
40. 0 174.50
39. 0 172.50

162.00
172.00
160.00

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

5

2

5

2

39
2
37

ACCOUNTING CLERKS. CLASS A -------MANUFACTURING --------------------------NONMANUFACTURING -----------------------

177
49
128

39. 5 191.00
40. 0 195.50
39. 0 189.50

180.00
190.00
178.00

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

-

1

_

-

1

ACCOUNTING CLERKS. CLASS B -------MANUFACTURING --------------------------NONMANUFACTURING ----------------------

376
56
320

39. 0 164.50
39. 5 156.00
39. 0 166.00

150.00
152.00
150.00

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

5

1

5

1

39
2
37

PAYROLL CLERKS ------------------------------MANUFACTURING --------------------------NONMANUFACTURING ----------------------

70
15
55

39. 5 184.00
3 9.5 181.00
39. 5 184.50

173.00
177.00
168.50

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

-

-

-

KEY ENTRY OPERATORS ----------------------MANUFACTURING --------------------------NONMANUFACTURING ----------------------PUBLIC U T IL ITIES -------------------

342
22
320
54

39.
40.
39.
39.

160.50
157.00
160.50
198.00

151.50
152.50
150.50
213. 50

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

-

KEY ENTRY OPERATORS. CLASS A ----NONMANUFACTURING -----------------------

59
57

39. 5 175.00
39. 5 175.00

166.50
165.00

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

KEY ENTRY OPERATORS. CLASS B ----MANUFACTURING --------------------------NONMANUFACTURING ----------------------PUBLIC U T IL ITIES -------------------

283
20
263
45

39.
40.
39.
39.

149.50
152.00
149.50
213. 50

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

-

-

“

-

-

-

-

-

-

_

_

-

-

_

_

-

-

See footnotes at end of tables.




*
190

SUITCHBOARD OPERATOR-RECEPTIONISTS
MANUFACTURING --------------------------NONMANUFACTURING ----------------------

157.00
155.00
157.50
196.50

$
180

130

110

5
0
0
0

$
170

120

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

5
0
0
0

$
s
$
140
150
160

110

100

4

-

-

18
1
17
1

44
1
43
2

-

-

-

-

-

12
2

13
13

_

_
-

_

340

360

-

_

-

4
4

-

-

16

4

1

_

_
_

-

-

-

_

_

16

4

1

-

"

16

i

_

_

_

-

-

-

-

-

16

i

-

-

-

_

3

1

_

_

-

-

-

_

_

_

2

-

3

1

-

-

1

_

_

_

_

-

-

-

-

_

8

5
2
3

1

-

-

-

-

12
12
11

4
4
4

_

_
-

4
4

_

_

_

_

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

_

_

-

-

-

-

-

_

_

_

_

12

_

-

-

-

-

-

-

-

12
11

-

-

-

-

-

-

Table A-2.

Weekly earnings of professional and tephnical workers, Jackson, Miss., January 1979
^^^eekl^arnin^^^™
(stan ard
d )
Average
w
eekly
hu *
o r*

Num ber of w orkers receiving straigh t-tim e weekly earning s ofS

w rk r*
o e

%

(standard)

$

140

160

180

200

220

$
240

140

160

180

200

220

240

-

-

100
Mean2

Median2

Middle range 2

S

$

s

120

120

O ccup ation and in d u stry d iv is io n

s

360

4 00

440

260

280

300

320

340

360

4 00

440

480

”

2
1

2
“

4
3

2
2

9
7

5
2

10
6

2
1

1
1

-

1

-

-

2

3

6

2

1

1

1

4

2

7

2

4

-

_

and
under

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

~

“

~

“

COMPUTER SYSTEMS ANALYSTS
(B U SIN ESS). CLASS A ----------------

15

40. 0 372.00

374.50

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

-

-

-

-

-

-

COMPUTER SYSTEMS ANALYSTS
(BUSIN ESS)t CLASS B ----------------

21

3 9 .5

333.50

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

-

-

-

-

-

-

_

_

_

-

6
6

_

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

COMPUTER PROGRAMMERS (BUSINESS)
CLASS A -----------------------------------NONMANUFACTURING ---------------------

28
28

39. 0 303.00
39. 0 303.00

295.50
295.50

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

COMPUTER PROGRAMMERS (BUSINESS)
CLASS B -----------------------------------NONHANUFACTURING ---------------------

*1
38

40. 0 271.00
4 0.0 268.00

276.00
276.00

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

COMPUTER OPERATORS ----------------------NONMANUFACTURING ---------------------

128
119

39. 0 220.50
39. 0 221.00

211.00
216.50

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

21
20

COMPUTER OPERATORS. CLASS B ---NONHANUFACTURING ---------------------

s

s

340

$
337.50
335.50

276.00
274.00

S

320

$
341.00
343.50

39.5 271.00
39. 5 269.50

S

300

39.5
3 9.5

83
80

*

s
2 80

37
23

COMPUTER PROGRAMMERS (BUSINESS) NONMANUFACTURING ---------------------

$
260

COMPUTER SYSTEMS ANALYSTS
(BUSINESS) ---------------------------------NONMANUFACTURING ---------------------

323.50

S

“

_

_

_

_

”

”

“

“

-

-

11
11

5
5

14
14

12
11

18
17

4
4

8
8

1
“

i
i

3
3

1
1

1
1

7
7

1
1

4
4

2
2

8
8

_

1
i

3
3

_
“

_

_

_

_

7
7

11
10

14
13

2
2

_

-

3
3

_

-

2
2

1

-

1
1

_

-

-

“

-

-

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

_

1
1

5
5

19
18

26
23

16
13

5
5

46
45

2
2

4
3

1
1

i
i

2
2

_

-

_

-

-

-

-

39.5 264.50
39. 5 263.50

249.50 2 4 8 .0 0 -3 0 0 .0 0
249.50 2 4 8 .0 0 -3 0 0 .0 0

_

_

-

_

10
10

4
3

i
1

2
2

_

-

-

1
1

-

-

2
2

_

-

1
1

_

-

-

-

-

85
78

38.5
38.5

222.00
223.50

214.00
234.50

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

-

-

6
6

23
20

13
10

3
3

36
35

2
2

_

-

_

-

1
1

-

-

1
1

-

-

-

-

-

-

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

22
21

39.5
39.5

171.50
171.50

170.00
168.50

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

_

1
1

4
4

13
12

2
2

1
1

1
1

_

_

_

_

_

-

_

_

_

-

-

-

-

-

-

-

-

-

DRAFTERS --------------------------------------MANUFACTURING -------------------------NONHANUFACTURING ---------------------

127
57
70

39. 5 239.00
40. 0 248.00
3 9 .0 231.50

237.00
220.00
239.50

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

4
4

_

15
9
6

15
7
8

12
2
10

36
6
30

6
6

7
3
4

ii
9
2

5
4
1

5
4
i

4
4
-

_

-

2
1
I

_

-

5
4
i

325.50

322.00

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

-

-

-

-

-

-

2

-

-

4

-

7

1

i

4

-

_

_

_

3
3

-

4
4

4
4

4
4

-

_

DRAFTERS.

CLASS A ---------------------

19

40.5

48
26

4 0 .0 254.50
40. 0 278.00

233.50
292.00

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

DRAFTERS*

18

o
*

178.50

1 7 2 .0 0 -1 9 0 .0 0

CLASS C ---------------------

o

DRAFTERS. CLASS B --------------------MANUFACTURING --------------------------

-

182.00

-




5

1
-

4

See footnotes at end of tables.

6
6
5

5

11
2

7
2

6
-

2
1

4

-

“

-

-

-

-

”

_

-

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex
Jackson, Miss., January 1979
A*MIt
Occupation, s e x ,3 and industry d ivisio n

OFFICE OCCUPATIONS -

W
.dtKr
houn
(stan
dard

W
eekly
earning*1
(stan ard
d )

HEN

HESSEN6ERS -------------NONHANUFACTURIN6

3 9 .5
3 9 .5

$
1<5•00
1<5.00

ORDER CLERKS -----------------------------------

<0.0

Occupation,

s e x ,3 and industry division

FILE CLERKS -----------NONHANUFACTURING

222
222

38.5
3 8.5

137
137

38. 5 120.00
38.5 120.00

HESSE NGE R S ------------NONHANUFACTURING

WOKEN

SECRETARIES* CLASS A ------------------NONHANUFACTURIN6 ------------------------

<70
50
<20
79

3 9 .5 192.00
<0.0 199.50
3 9 .5 191.00
3 9 .5 239.00

30
25

< 0.0 223.00
<0. 0 229.50

SECRETARIES* CLASS B
NONHANUFACTURIN6 ---

59

SECRETARIES* CLASS C
HANUF A C TU R IN 6 -------NONHANUFACTURIN6 —
PUBLIC U TILITIES

133
21

SECRETARIES* CLASS 0
NONHANUFACTURING —
PUBLIC UTILITIES
SECRETARIES* CLASS E
NONHANUFACTURING —
STENOGRAPHERS -------NONHANUFACTURING

<6

112
38
127

121
22
117

112

8<
66
26

<0.0
< 0.0

223.00
218.50

39. 0
<0.0
3 9 .0
39. 5

212.00
191.50
216.00
253.00

39. 0 179.00
3 9 .0 179.00
3 9 .0 2 K . 5 0
<0. 0 158.50
<0. 0 158.50
3 9 .0
3 8 .5

187.50
193.00
193.50
203.50

17
17

39.0 139.50
39. 0 139.50

SWITCHBOARD OPERATORS
NONHANUFACTURIN6 —

3<
32

38. 5 193.50
38.5 199.50

SWITCHBOARD OPERATOR-RECEPTIONISTSHANUFACTURING ---------------------------NONHANUFACTURING -----------------------

88
25
63

39. 5 152.50
<0. 0 156.00
3 9.5 150.50

ORDER CLERKS ----HANUFACTURING

18
18

3 9.5 175.50
39. 5 175.50

16
16

39.5 172.00
39. 5 172.00

ACCOUNTING CLERKS —
HANUFACTURING --NONHANUFACTURING

526
104
<22

39. 0 171.50
<0.0 179.50
39. 0 171.00

ACCOUNTING CLERKS*
HANUFACTURING ---NONHANUF ACTURI N6

171
<8
123

39. 5 190.50
<0.0 196.00
39. 0 188.00

ACCOUNTING CLERKS*
HANUFACTURING ---NONHANUFACTURING

355
56
299

39.0 162.50
39.5 156.00
39. 0 169.00

66
15
51

39. 5 182.50
39.5 181.00
39. 5 183.00

ORDER CLERKS. CLASS B
HANUFACTURING ----------

18<.50

STENOGRAPHERS* SENIOR NONHANUFACTURING --------

20

<0.0
<0.0

STENOGRAPHERS* GENERAL

58

3 8 .5

HANUFACTURING --NONHANUFACTURING

337
22
315
<9

<7
<7

38.0
3 8 .0

150.50
150.50

HANUFACTURING ------NONHANUFACTURING —
PUBLIC UTILITIES

TYPISTS -----------------NONHANUFACTURING

178
159

3 9 .5
3 9 .0

139.00
138.00

KEY ENTRY OPERATORS.
NONHANUFACTURING —

TY PISTS. CLASS B
NONHANUFACTURIN6

1<9
130

39.0
3 9 .0

135.50
13<.00

KEY ENTRY OPERATORS* CLASS B —
HANUFACTURING -------------------------NONHANUFACTURING ---------------------PUBLIC U TILITIES ------------------

TRANSCRIBING-HACHINE TYPISTS
NONHANUFACTURING -------------

CLASS A ------

See footnotes at end of tables.




Occupation, s e x .3 and industry d ivisio n

Num
ber
of
w rk r*
o e

W
eekly
W
eekly
earn
ing*
1
houn*
d )
(stan ard (stan ard
d )

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - HEN

FILE CLERKS. CLASS C
NONHANUFACTURING ----

SECRETARIES -------------HANUF A CTU R IN G -----NONHANUF ACTURIN6 PUBLIC U TILITIES

W
eekly
W
eekly
earnings1
houn
na )
(sta d rd (sta d rd
na )

OFFICE OCCUPATIONS
WOKEN— CONTINUED

239.50

OFFICE OCCUPATIONS -

Average
(m
ean2)

Average
(m
ean2)
N ber
um
of
w
orkers

6

59
57
278
20
258
<0

39.5
40* 0
39.5
39.0

120.50
120.50

159.50
157.00
160.00
197.50

39. 5 175.00
39.5 175.00
39.5
<0.0
39. 0
39. 0

156.50
155.00
156.50
195.50

COHPUTE R SYSTEHS ANALYSTS
(BUSINESS! ------------------------------------NONHANUFACTURING ------------------------

33
21

3 9 .5
3 9 .5

399.50
391.00

COHPUTER SYSTEHS ANALYSTS
(BUSINESS). CLASS B -------------------

19

3 9 .5

325.50

COHPUTER PROGRAHHERS (BUSINESS) ---NONHANUFACTURING ------------------------

69
63

3 9 .5
3 9 .5

275.00
279.50

COHPUTER PROGRAHHERS (B U SIN ESS).
CLASS A --------------------------------------NONHANUFACTURING ------------------------

21
21

39. 5 313.00
39. 5 313.00

COHPUTER PROGRAHHERS (B U SIN ESS).
CLASS B -----------------------------\--------NONHANUFACTURING ------------------------

39
33

9 0 .0 271.50
90. 0 270.50

COHPUTER OPERATORS -------------------------NONHANUFACTURING ------------------------

82
76

3 9 .5
3 9 .5

COHPUTER OPERATORS. CLASS A ------NONHANUFACTURING ------------------------

21
20

3 9 .5 269.50
39. 5 263.50

COHPUTER OPERATORS. CLASS B ------NONHANUFACTURING ------------------------

91
37

3 9 .5 203.50
39. 5 209.50

COHPUTER OPERATORS. CLASS C ------NONHANUFACTURING ------------------------

20
19

9 0 .0 173.00
90. 0 173.00

DRAFTERS -----------------------------------------HANUFACTURING -----------------------------

90
59

9 0 .0 295.50
90. 0 252.00

211.50
212.50

CLASS A ------------------------

19

90. 5 325.50

DRAFTERS. CLASS B -----------------------HANUFACTURING -----------------------------

91
26

90. 0 260.50
90. 0 278.00

DRAFTERS.

16

39. 5 169.00

19
17

39. 0 257.00
39. 0 299.50

ORAFTERS.

CLASS 0 ------------------------

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - WOHEN
COHPUTER PROGRAHHERS (BUSINESS) ---NONHANUFACTURING ------------------------

Table A -4.

Hourly earnings of maintenance, toolroom, and powerplant workers,

Jackson, Miss., January 1979
H
ourly earnings 4

Num ber of w orkers receiving straigh t-tim e hourly earning s of-*

S

S
$
4 . 60 4.80

s

s

S

$

4 .40

5 .00

5 .20

5.60

6 .0 0

4.20

4.40

4.60

4. 80 5.00

5.20

5.60

6 .00

6 .4 0

6.80

7.20

r. 60

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

69
67

$
6 .4 2
6 .3 7

$
6. 15
6 .15

$
6 .1 5 5 .9 4 -

$
7 .1 6
7.16

4
4

6
6

20
20

7

6
8

ii
ii

5
4

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

39
37

6.78
6 .8 0

7.41
7.41

6 .4 5 6 .4 5 -

7.41
7.41

1

_

_

2

-

-

-

2

25
24

-

-

3
3

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

147
142

5 .82
5 .7 2

5.61
5.35

5 .1 4 5 .1 4 -

26
26

4
4

13
13

20
20

6
6

i
i

247
29
218
117

6 .6 2
5.13
6 .8 2
7 .4 2

6.32
4.88
6. 32
6.32

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

6 .52
5 .6 2
6 .68
9.59

24
5
19
16

70
1
69
29

49

2
2

i

TOOL ANO DIE MAKERS -----------------------MANUFACTURING ----------------------------

38
38

7 .24
7 .2 4

6.82
6.82

6 .6 3 6 .6 3 -

29
24

5 .77

5. 18
5.47

4 .9 0 4 .9 7 -

6 .6 2
7.05

-

~

-

7
7

-

-

_

1
1

_

2

_

2

-

5
5

-

-

4
4

6
6

1
1

_

1
1

7
7

1

-

4

-

5
5

-

-

1
1

7 .3 9
7 .39

STATIONARY ENGINEERS ---------------------NONMANUFACTURING ------------------------

6 .02

8 .00

8.40

8. 80 9 .2 0

9.60

_

-

4

1
1

57
57

3

3

5
5

24

3

7

o

a
?

and
under

6.63
6 .6 3

MAINTENANCE MECHANICS -------------------MANUFACTURING ---------------------------NONHANUF A C TU R IN G -----------------------PUBLIC U T IL IT IE S --------------------

s
$
8.80 9.20

1

r. 20 7 .6 0

o
o

S

4 .20

O

Middle ran 2
ge

s

4.00

0
0

M
ean 2 Median2

*

3 .8 0

4 .0 0

“

_

_

7

5

-

2
1

-

1

1
1

5
5

-

-

6
6

24
17

-

6

-

2
2

2
2

-

-

i

i

3

-

-

-

6
6

6
6

7
7

-

-

1
1

2
2

-

3
3

1

-

5

-

“

i
-

48

-

-

17
17

See footnotes at end of tables.




1------ i
6.40 6.80

i

o

Occupation and industry division

N ber
um
of
w rk rs
o e

-

-

-

_

44

-

-

-

-

44
44

8
8

-

_

-

-

-

-

2
2

-

-

-

Table A-5.

Hourly earnings of material movement and custodial workers, Jackson, Miss., January 1979
Hourly earn
ings 4

Num ber of w orkers receiving straigh t-tim e hourly earnings of—
s
3 .9 0

s
3 .60

S
3 .8 0

*
9 .00

%
9 .2 0

s
9 .9 0

$
9 .6 0

t
9 .8 0

*
5 .0 0

s
5 .20

s
5 .6 0

t
6 .0 0

s
6 . 90

%
6 . 80

s
7 .2 0

S
7 .6 0

1 ----------1-------- -------S
9 .2 0
8 .0 0
C
O

Middle ran 2
ge

S
3 .2 0

o
C
O

M
ean 2 Median2

s
3.0 0

C
O

s
2 .8 0

o
*•

Occupation and industry division

N ber
um
of
w rk rs
o e

an d
under

-

3 .0 0

3 .20

3 .9 0

3 .6 0

3 .8 0

9 .0 0

9 .2 0

9 .9 0

9 .6 0

9 .8 0

5 .0 0

5 .2 0

5 ,60

6 .0 0

6 .9 0

6 .8 0

7 . 20

7 .6 0

28
28

44

106
91
65

15
19
1

22
21
1

60
58
2

19
4
15

31
28
3

15
8
7

5
9
1

17
9
8

31
29
7

11

-

-

3

-

9

-

3

-

44

37
4
33

11

3

9

3

9

30
30

16
16

-

5
2

12
12

4

~

-

3
-

-

3
-

~

-

-

-

-

_

_

_

_

_

_

_

_

_

-

-

19
19

_

-

2
2

-

-

"

-

-

-

-

-

_
-

_
-

_
-

_
-

-

_
-

_
-

_
-

-

4

_
-

-

-

-

-

-

-

-

-

-

19

1
1
-

-

_
-

_
-

_
-

-

1

-

1

_
-

3

-

-

TRUCKDRIVERS ----------------------------------MANUFACTURING ---------------------------NONMANUFACTURING ------------------------

606
215
391

$
5 .2 8
9 .1 9
5 .8 8

$
9. 16
9. 16
9.70

$
3 .9 5 3 .7 5 3 .3 0 -

$
7 .2 3
9 .5 0
9 .02

TRUCKDRIVERS* LIGHT TRUCK ----------NONMANUFACTURING -----------------------

58
59

3 .9 3
3. 27

3. 08
3.00

3 .0 0 3 .0 0 -

3 .25
3 .2 5

TRUCKDRIVERS. MEDIUM TRUCK --------MANUFACTURING ----------------------------

133
35

6 .5 2
3 .70

6 . 30
3.83

9 .0 1 3 .9 5 -

9 .0 2
3.83

TRUCKDRIVERS. HEAVY TRUCK ----------MANUFACTURING ----------------------------

76
76

3 .9 8
3 .9 8

9. 16
9. 16

3 .9 0 3 .9 0 -

9.16
9.16

TRUCKDRIVERS. TRACTOR-TRAILER ---MANUFACTURING ---------------------------NONMANUFACTURING -----------------------PUBLIC U T IL ITIES --------------------

210
90
120
100

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

5.
9.
9.
9.

38
50
12
12

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

9.12
5 .0 0
9.90
9 .9 0

RECEIVERS ---------------------------------------MANUFACTURING ---------------------------NONMANUFACTURING ------------------------

79
29
50

3.91
9 .2 9
3 .7 3

3.80
9. 35
3.68

3 .9 8 3 .8 9 2 .9 5 -

9 .19
9.98
9 .0 0

SHIPPERS AND RECEIVERS ------------------MANUFACTURING ----------------------------

55
36

5 .2 9
5.07

5. 17
9. 88

9 .7 8 9 .7 8 -

5.70
5.17

_

_

-

WAREHOUSEMEN ----------------------------------NONMANUFACTURING -----------------------

115
75

3 .91
3.29

3. 05
3. 00

3 .0 0 2 .9 0 -

5 .1 7
3 .0 5

ORDER FILLER S --------------------------------MANUFACTURING ----------------------------

158
98

9 .2 6
9 .0 3

3.93
3.70

3 .9 0 3 .5 9 -

5 .1 5
9 .2 9

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

86
70

3.79
3 .9 0

3. 55
3. 55

3 .5 5 3 .5 5 -

-

-

-

-

1
1

3
3

7
5

4
-

3
3

-

_

33
33

3
3

3
3

3
-

12
2

11
4

3.70
9 .0 6

6
-

6
-

4

30
29
6

5
5

-

_

_

-

-

-

28
10

19
19

13
4

2
2

-

36
36

15
15

i
i

9
4

22
22
-

38
10
28

125
70
55

19
12
7

2
2

97
25
22

2
2

39
39

20
18

60
60

9

2

7
2
5

11

7
2
5

11

8
2
6

4
4

9
9

15
15

-

1
1

GUARDS --------------------------------------------MANUFACTURING ---------------------------NONMANUFACTURING ------------------------

711
29
682

3 .01
3.65
2 .98

2. 90
3. 13
2. 90

2 .9 0 2 .9 0 2 .9 0 -

2 .9 0
4 .2 3
2 .9 0

621
10
611

31
8
23

-

-

11

9

2

11

GUARDS. CLASS B --------------------------MANUFACTURING ---------------------------NONMANUFACTURING -----------------------

706
29
677

2 .9 9
3.65
2.96

2. 90
3. 13
2.90

2 .9 0 2 .9 0 2 .9 0 -

2 .9 0
9 .23
2 .9 0

619
10
609

31
8
23

-

-

2

11

9

2

11

JANITORS. PvRTERS. AND CLEANERS ---MANUFACTURING ---------------------------NONMANUFACTURING ----------------------PUBLIC U T IL ITIES --------------------

721
137
589
16

3.21
9 .0 6
3 .0 0
9 .6 9

2.90
9. 10
2. 90
9. 95

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

3 .1 5
9 .52
2.90
5 .7 5

492
10
98 2
3

57
6
51
2

33
8
25
-

20
19
6
-

29
19
5
1

_

9

-

See footnotes at end of tables.

8

3

3
3

26
26

5.30
9 .7 9

21
“

9
9
-

-

3 .8 2 3 .7 5 -

3

15
2
13

-

9. 00
3.91

8
8

-

-

4.44
9 .1 9

5
5

10
8
2
2

-

2 53
195

9
9

28
28

-

9
4
5
-

-

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

2
2
-

-

_

5 .1 2
5 .05
5.11

-

3
3
-

-

_

3 .9 0 3 .9 0 3 .9 0 -

22
18
9
9

-

10
2
8

9. 00
3. 55
9. 25

-

9
7
2
2

-

10
2
8

9.1 3
9.01
4 .2 a

2
2

_

3
2
1

9 79
231
298

2
2

_

“

2
-

13
12
1

3

-

-

-

6
“

_

5
4
i
-

2

_

2

-

_
~

_

-

9
-

1
1

2
2

2
2

12

19

19

12

19

17
16

6
6

1

11

a
2
6

-

11

-

-

-

-

-

-

-

-

-

-

-

-

-

-

4

8 .9 0

8 .8 0

9 .2 0

9 .6 0

-

8 .0 0

-

115
115

36
36

9

1

96
96

-

2
2

-

-

-

5
-

5
5

3

-

3
-

9
7

-

-

-

12
12

19

-

8
8

MATERIAL HANOLING LABORERS -----------MANUFACTURING ---------------------------NONMANUFACTURING ------------------------




-

25
29
1
-

9
4

6
6

_

59
“

12
2
6
6

1

1

-

-

-

_

-

_

_

_

-

-

-

-

-

-

_

_

_

-

-

_

_

-

-

-

-

-

-

_

_

-

_

-

-

-

-

-

-

_

_

_

-

-

-

33
19
19

92
99
98

i

-

_
-

_
-

_
-

_
-

i

-

-

-

22
22

1
1

63
12

10
10

2
2

3
-

-

-

_
-

_
-

_
-

-

-

-

-

_
-

_
-

_
-

_
-

_
-

-

-

-

6
2
9
4

6
2
4
2

9
9
-

-

9
9

-

-

4
4

4

_
-

-

_

-

•_

-

_

-

9
4
-

36
36

-

7
7

_

11
11

36

56
56

-

56

_

-

-

19

-

16
-

_

25
10
15

15
15

-

2
1
1

-

9
9

4
3
1

-

7
-

9

_

-

5
3
2

-

7

-

59

9

_
-

2

-

2
2

-

_

_

-

-

_

_

-

-

-

-

_
-

_
-

_
-

-

-

-

-

~

-

_

_

_

_

_

_

-

-

-

-

-

-

_
-

_
-

_
-

1

-

1

-

-

1

1

-

_
-

-

-

-

_

_
-

-

-

-

-

-

-

-

_
-

_
-

_
-

_
-

_
-

-

-

-

-

-

-




Table A-6. Average hourly earnings of maintenance, toolroom
powerplant, material movement, and custodial workers,
by sex, Jackson, Miss., January 1979
Occupation, sex,

Average
(m
ean2)
hourly
earn g 4
in s

and industry division

Average
(m
ean2)
hourly
earnings4

Occupation, s e x ,3 and industry d ivision

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - MEN— CONTINUED

MAINTENANCE. TOOLROOM• AND
POWERPLANT OCCUPATIONS - MEN
MAINTENANCE ELECTRICIANS
MANUFACTURING -----------

69
67

$
6 .6 2
6 .3 7

MAINTENANCE MACHINISTS
MANUFACTURING --------

39
37

6 .7 8
6 .8 0

SHIPPERS AND RECEIVERS
MANUFACTURING --------

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

167
162

5.82
5 .7 2

UAREHOUSEMEN ----------------------------------NONMANUFACTURING ------------------------

109
75

3.83
3.26

MAINTENANCE MECHANICS -------------------MANUFACTURING ---------------------------NONMANUFACTURING ----------------------PUBLIC U TILITIES --------------------

267
29
218
117

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

ORDER FILLER S ---------------------------------

151

6 .2 6

SHIPPING PACKERS ----------------------------

66

3 .7 0

669
227
222

6 .0 7
3 .9 9
6 .1 5

RECEIVERS --------MANUFACTURING

62
22

$
3 .85
6 .3 5

50
31

5 .3 5
5 .13

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

38
38

7 .2 6
7 .2 6

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

STATIONARY ENGINEERS ---------------------NONMANUFACTURING -----------------------

29
26

5 .7 7
6.02

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

251
193

6 .6 5
6 .2 0

GUARDS ------------------MANUFACTURING --NONHANUFACTURING

685
29
656

3.01
3 .6 5
2.98

6UARDS* CLASS B --------------------------MANUFACTURING ---------------------------NONMANUFACTURING ------------------------

680
29
651

2.99
3.65
2.96

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

678
110
368

3.26
6 .0 7
3 .0 2

260
27
213

3. 06
6 . 06
2. 96

MATERIAL MOVEMENT AND CUSTOOIAL
OCCUPATIONS - MEN

TRUCKDRIVERS ---------------------MANUFACTURING ---------------NONMANUFACTURING -----------

596
215
379

5 .2 5
6 .1 9
5 .85

TRUCKDRIVERS. LIGHT TRUCK
NONMANUFACTURING -----------

58
56

3 .6 3
3.27

TRUCKDRIVERS. MEDIUM TRUCK
MANUFACTURING -----------------

1 21
35

6 .51
3.70

TRUCKDRIVERS. HEAVY TRUCK
MANUFACTURING -----------------

76
76

3.98
3 .98

210
90
120

6 .6 9
6 .5 7
8 .2 7
8 .90

TRUCKDRIVERS. TRACTOR-TRAILER ---MANUFACTURING ---------------------------NONMANUFACTURING ----------------------PUBLIC U TILITIES --------------------

100

MATERIAL MOVEMENT AND CUSTOOIAL
OCCUPATIONS - UONEN

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

See footnotes at end of tables.

9

Table A-7.

Percent increases in average hourly earnings for selected occupational groups,

Jackson, Miss., for selected periods
Industry and occupational group 5

January 1972 January 1973
to
to
January 1973 January 1974

A ll industries:
O ffice c le r ic a l .
.
E le c tro n ic data processing
Industrial nurses ........
S k illed maintenance
U nskille d plant ...

5.7
(6)
(6)
6.6
4.1

M anufactu ring:
O ffice c le r ic a l
E le c tro n ic data processing
Industrial nurses ________________
S killed maintenance
U nskille d plant
Nonmanufacturing:
O ffice c le r ic a l
E le c tro n ic data processing
Industrial nurses
U n skille d plant

January 1974 to
Fe b ru a ry 1975
F e b ru a ry 1975
to
13-month
Annual rate
Fe b ru a ry 1976
increase
of increase

Feb ru a ry 197 6 to
January 1977
11 -month
Annual rate
increase
of increase

6.7
(6)
(6)
6.5
7.5

9.0

8.3

8.2

(6)
(6)
8.4
14.5

(6 )
(6)
7.7
13.3

(6)
(6)
6.7
11.4

9.0
4.4

(6)
(6)
(6)
5.6
5.0

(6)
(6)
(6)
6.8
7.3

(6)
(6)
(6)
8.5
13.3

(6)
(6)
(6)
7.8
12.2

(6)
(6)
(6)
6.2
13.2

5.9
(6 )
(6)
(6)

6.6
(6)
(6)
7.8

8.8
(6)
(6)
16.2

8.1
(6)
(6)
14.9

8.4

-

(6)
(6)
9.6

January 1977 January 1978
to
to
January 1978 January 1979

5.1

5.6

(6)

(6)
(6)
9.9
4.8

6.9
7.1
(6)
9.3
12.1

(6)
(6)
8.7
7.2

(6)
(6)
(6)
9.5
7.9

(6)
(6)
(6)
9.5
13.3

11.2

5.1
(6)
(6)
1.8

5.6
(6)
(‘ )
2.0

6.7
7.0

9.2
9.3

(6)
12.6

(6)
10.1

(b )

(b)

8.7
9.2
(6)
9.3
10.8

(6)
(6)
(6)
9.8

See footnotes at end of tables.

N OTE:
A revised d escription for com puter operators is being introduced in this area in 1979.
The revised description is not con sid ered equivalent to
the previous description.
Th e re fo re , the earnings of com puter operators are not used in computing percent increases for the electro n ic data processing group.




10

Table A-8. Average pay relationships within establishments for white-collar occupations
Jackson, Miss., January 1979
O ffice c le r ic a l occupation being com pared—
Occupation which equals 100

Secretaries

Class A

SECRETARIES*
SECRETARIES.
SECRETARIES.
s ec r e ta r ie s ,
SECRETARIES.

CLASS A....................
CLASS r ....................
CLASS C....................
c l a s s n ....................
CLASS E ..................................
s t e n o g r a p h e r s , s e n i o r ..............................
STENOGRAPHERS. GENERAL................
TRANSCRIBIN6-MACHINF T Y P I S T S ..
TY P ISTS. CLASS " ...............................................
F I L E CLER KS. CLASS C .................................
MESSENGERS.....................................................................
SUITCHROARO OPERATORS..................
SUITCHROARD OPERATORRECEPTIONISTS.................................
ORDER CLER KS. CLASS ft..................
ACCOUNTING CLER KS. CLASS A . . . .
ACCOUNTING CLER KS. CLASS f t . . . .
PAYROLL C L E R K S . . . . . . . ..................
KEY ENTRY OPERATORS. CLASS A . .
KEY ENTRY OPERATORS. CLASS f t . .

Stenographers

Class B

Class C

Class D

100
115
116
127
1«8
<61
16)
177
(6)
16)
177
<
6>

100
120
131
<6)
(6)
(6)
147
175
166
165
144

100
116
112
(6)
(6)
135
159
164
148
(6)

138
(6)
1*5
156
135
132
142

127
<
6>
127
139
117
135
147

121
<6>
113
136
111
115
132

Tran­
scrib in gm achine
typist

Typists,
class B

File clerks,
class C

Messen­
gers

Sw itch ­
board
operators

Class E

Senior

G eneral

100
(6)
(6)
<6)
(6)
(6)
131
132
(6)

100
16)
(6)
16 1
(6)
(6)
119
(6)

100
125
(6)
(6)
16)
<6>
(6)

100
(6)
118
(6)
16)
(6)

100
(6)
124
111
(6)

100
104
(6)
(6)

100
87
(6)

100
85

(6)
(6)
93
110
99
98
108

116
(6)
(6)
117
9A
(6)
(6)

(6)
(6)
(61
16)
<6)
(6)
(6)

(6)
(6)
(6)
108
16)
91
(6)

(6)
(6)
(6)
88
(6)
(6)
16)

87
(6)
75
87
<6)
74
88

98
(6 )
(6 >
95
81
84
98

(6)
(6)
(4)
105
81
97
(6)

Order
clerk s,
class B

Key en o e to
try p ra rs

A ccou n tin g clerks

clerks
Class A

C
lass B

100
121
(6)
(6)
(6)

100
88
86
101

C la A

Clan B

100
118

100

100

98
16)
100
121
107
101
115

Sw itch­
board
operatorre ce p rionists

100
92
84
99
80
89
104

100
97
114
(6)
(6)
(4)

100
124
125

P ro fessio n a l and technical occupation being com pared—
C om puter systems
analysts (business)

Class

COMPUTER SYSTEMS ANALYSTS
(B USIN ESS). CLASS A....................
COMPUTER SYSTEMS ANALYSTS
(B USIN ESS). CLASS P....................
COMPUTER PROGRAMMERS
(B USIN ESS). CLASS A....................
COMPUTER PROGRAMMERS
(B USIN ESS). CLASS R....................
COMPUTER OPERATORS. CLASS A . . .
COMPUTER OPERATORS. CLASS 8 . . .
COMPUTER OPERATORS. CLASS C . . .
DRAFTERS. CLASS A...........................
DRAFTERS. CLASS ft..........................
DRAFTERS. CLASS C ...........................

A

C om puter program mers (business)

Class B

Class

A

Class

Class B

A

Class B

Class C

ClassA

100
123
62
85
(6)

100
(6)
(6)
(6)

100
125
176

Class B

Class C

100
145

100

100
<61

100

(6)

<61

100

<61
(6)
(6)
(6)
(6)
138
(6)

134
(6)
(6)
(6)
(6)
119
(6)

(6)
130
(6)
164
(6)
(6)
(6)

100
108
124
153
(6)
(6)
(6)

100
106
138
(6)
(6)
(6)

See footnotes at end of tables.




D
rafters

C om pu ter operators

11

Table A-9. Average pay relationships within establishments for blue-collar occupations, Jackson, Miss., January 1979
M aintenance, toolroom , and powerplant occupation being compared—
M echanics

Occupation which equals 100
M achinists

Electricians

T o o l and d ie makers
M achinery

100
101

100

109

101

100

110

112
<61
(61

Stationary engineers

M otor veh icles

98
9A
<61

MAINTENANCE MECHANICS
MAINTENANCE MECHANICS

(61

100
(61
(6)

,

100
(6)

100

M a te ria l movement and custodial occupation being com pared—

Truckdrivers
R eceivers
Light truck

TRUCKDRIVERS. LI6HT TRUCK.........
TRUCK0RIVERS. MEOIUM T R U C K ....
TRUCKDRIVERS. HEAVY TRUCK.........
TRUCKORIVERS* TRACTOR-TRAILER.
RECEIVERS...........................................
SHIPPERS AND RECEIVERS................
WAREHOUSEMEN.....................................
ORDER F I L L E R S . . . . ..........................
SHIPPIN6 P A C K E R S . . . . . ..................
MATERIAL HANDLING L A B O R E R S ....
FORKLIFT OPERATORS........................
GUARDS. CLASS B..............................
JANITORS. PORTERS. AND
c l e a n e r s . . . . . . . . . . . . . . ..............

See footnotes at end of tables.




M ediu m truck

H eavy truck

100
(6)
(61
(6)
(6)
(6)
(61
(61
(61
(61
(61
(61

100
(6)
(61
107
(61
(61
(61
(61
US
103
(61

100
(61
(61
(61
(6 1
(61
(61
121
101
(6 1

123

130

(61

Shippers and
receivers

M aterial handling
W arehousemen

Order fillers

Shipping packers

laborers

Forklift operators

Guards, class B

Janitors, porters,
and clean ers

T ractor-trailer

100
116
93
(61
(61
(61
116
108
13A

100
(61
116
113
(61
121
(61
(61

100
(61
<61
(61
(61
(61
(61

163

119

138

100
(61
(6 1
112
(6 1
99

100
(61
(61
(61
(61

100
< 1
6
(6 1
(6 1

100
86
(61

100
(61

100

115

126

106

10 A

121

10 9

100

Establishm ent practices and supplementary wage provisions
Table B-1.

Minimum entrance salaries for inexperienced typists and clerks, Jackson, Miss., January 1979
Inexperienced typists

M in im u m w eekly straig h t-tim e s a la r y 7

ESTABLISHMENTS

Manufacturing
A ll
industries

A ll
schedules

Other inexperienced c le r ic a l w o rke rs'

Nonmanufacturing
A ll
schedules

Nonmanufacturing

Manufacturing

37l/t

A ll
industries

A ll
schedules

A ll
schedules

STUDIED

ESTABLISHMENTS HAVING A SPECIFIED
MINIMUM -------------------*105.00
*110.00
*115.00
*120.00
*125.00
*130.00
*135.00
*140.00
*145.00
*150.00
*155.00
*160.00
*165.00
*170.00
*175.00
*100.00
*185.00
*190.00
*195.00
*200.00
*205.00
*210.00
*215.00
*220.00

AND
AND
AN0
AND
ANO
AND
AND
AND
AND
AND
AND
AND
ANO
ANO
ANO
AND
ANO
AND
ANO
AND
ANO
ANO
AND
ANO

*110.00
*115.00
*120.00
*125.00
*130.00
*135.00
*140.00
*145.00
*150.00
*155.00
*160.00
*165.00
*170.00
*175.00
*180.00
*185.00
*190.00
*195.00
*200.00
u n d e r *205.00
UNOER *210.00
UNDER *215.00
UNOER *220.00
OVER UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNOER
UNDER
UNOER
UNDER
UNDER
UNDER
UNOER
UNDER
UNDER
UNDER
UNDER
UNDER

1

-

2

10
6

4
1
2
2

1
1

ESTABLISHMENTS HAVING NO SPECIFIED
MINIMUM ----------------------------------------ESTABLISHMENTS WHICH DID NOT EMPLOY
WORKERS IN THIS CATEGORY ---------------

See footnotes at end of tables.




13

2
10

4

3

1
1
2

37‘A




Table B-2. Late-shift pay provisions for full-time manufacturing production
and related workers, Jackson, Miss., January 1979
^All^ull^time^jnanufacturing^jjroductionjind^related^workers = 100 percent'
W orkers on late shifts

A ll w orkers 9
Second shift

T h ird shift

Second shift

T h ird shift

PERCENT OF WORKERS
IN ESTABLISHMENTS

SHIFT PROVISIONS

74.7

58.9

16.9

5 .0

WITH NO PAY DIFFERENTIAL FOR LATE SHIFT W
ORK
WITH PAY DIFFERENTIAL FOR LATE SHIFT W
ORK —
UNIFORM CENTS-PER-HOUR DIFFERENTIAL --------UNIFORM PERCENTAEE DIFFERENTIAL ---------------OTHER DIFFERENTIAL -------------------------------------

WITH LATE

9 .3
65.4
52.0
13.4

2.2
56.7
51.7
2.4
2 .6

1.7
15.2
10.6
4.6

.5
4 .5
4 .3

12.4
5 .9

16.3
10.0

13.1
6 .0

.7
4 .3
18.5
.5
4 .5

.7
14.4
-

•4
4.1
.2
1.2
.8
.7
.7
.5
1.7
.4

AVERAEE PAY DIFFERENTIAL
UNIFORM CENTS-PER-HOUR DIFFERENTIAL ------------UNIFORM PERCENTAEE DIFFERENTIAL --------------

'

-

.2

1 9.1

PERCENT OF WORKERS BY TYPE AND
AMOUNT OF PAY DIFFERENTIAL
UNIFORM c e n t s - p e r - h o u r :
4 CENTS --------------------------------------------------5 CENTS --------------------------------------------------7 CENTS ------------------------------------------------10 CENTS ------------------------------------------------11 CENTS ------------------------------------------------12 CENTS ------------------------------------------------13 CENTS ------------------------------------------------14 CENTS ------------------------------------------------15 CENTS ------------------------------------------------16 C E N T S ------------ -----------------------------------17 CENTS ------------------------------------------------18 CENTS ------------------------------------------------20 C E N T S ---------------------- --------------------------21 CENTS ------------------------------------------------22 CENTS ------------------------------------------------23 CENTS ------------------------------------------------40 CENTS ------------------------------------------------percen tag e:
5 PERCENT ---------------------------------------------10 PERCENT ----------------------------------------------

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

”

u n ifo r m

11.0
2 .4

See footnote at end of tables.

14

11.2
~
-

10.8
2 .3
2.0
.5
4 .9
2.0

_
2.4

-

-

3.7
.9

.4
-

-

1 .9
-

.1
.5
.5
.1
.4
.4

_

Table B-3.

Scheduled weekly hours and days of full-time first-shift workers, Jackson, Miss., January 1979
O ffice w orkers

Production and related w orkers
Ite m
A ll industries

Manufacturing

Nonmanufacturing

P u b lic u tilities

100

100

100

100

A ll industries

Manufacturing

Nonmanufacturing

Pu blic utilities

PERCENT OF WORKERS BY SCHEDULED
WEEKLY HOURS AND DAYS
ALL FULL-TIM E
20
22
25
35
36
37
38

38
40

42
42
44

45
47
47
48

50

52
54

WORKERS-----------------

HOURS-5 DAYS -------------------------------1/2 HOURS-5 DAYS -------------------------1/2 HOURS-5 DAYS -------------------------HOURS-5 nAYS -------------------------------HOURS-** O A Y S -------------------------------1/2 HOURS-5 DAYS -------------------------HOURS -------------------------------------------« DAYS -----------------------------------------5 DAYS -----------------------------------------3/4 HOURS-5 DAYS -------------------------HOURS -------------------------------------------5 DAYS -----------------------------------------5 1/2 OAYS -----------------------------------6 DAYS -----------------------------------------HOURS-5 DAYS -------------------------------1/2 HOURS-5 DAYS -------------------------HOURS -------------------------------------------5 DAYS -----------------------------------------5 1/2 DAYS -----------------------------------HOURS-5 OAYS -------------------------------HOURS-6 DAYS -------------------------------1/2 HOURS-5 DAYS -------------------------HOURS -------------------------------------------5 DAYS -----------------------------------------6 OAYS -----------------------------------------HOURS -------------------------------------------5 DAYS -----------------------------------------5 1/2 DAYS -----------------------------------HOURS-5 1/2 DAYS -------------------------HOURS-5 DAYS --------------------------------

1
(11 >
(11)
1
1
1
1
79
76
1

_

“
“

2
~
1

*
79
79

2
2
1
2
1
1
4
1
1
2
2
( 11 I
1
<111
1
(111
1

_

1
(111
(11)
2

6

5
3
2
2

2

1
79
75
1
3
2
4
2
2
4
~
2
2
2
(11)
1
(11)
1
1
~

98
98

100

100

_
~
1
32
(11)
(11)

_
“
2
(11)
(11)

9
57
57
( 11 )
(1 1 )
(1 1 )

3
92
91
1

(11 )
(11 )

100

_
1
37
10
52
52
(11 )
1
-

2

(1 1 )

100

_
64
36
36
-

-

“

_

~

1
1

-

”

-

_

-

“
-

_

“

“

AVERAGE SCHEDULED
WEEKLY HOURS

a t en d




41.0

40.4

40.1

o f ta b le s .

15

39.1

o

S ee fo o tn o te

40.6

o
*

ALL WEEKLY W
ORK SCHEDULES ----------------

38.9

3 8 .4

Table B-4. Annual paid holidays for full-time workers, Jackson, Miss., January 1979
O ffice w orkers

Prod uction and related w orkers
Item
A ll industries

M anufacturing

Pu blic utilities

Nonmanufacturing

A ll industries

M anufacturing

Nonmanufacturing

P u b lic u tilities

PERCENT OF WORKERS
ALL FULL-TIN E

WORKERS -------------

IN ESTABLISHMENTS NOT PROVIDING
PAID HOLIDAYS --------------------------IN ESTABLISHNENTS PROVIDING
PAID HOLIDAYS ----------------------------

100

11
89

100

100

-

100

_

18

100

(11)

100

-

100

100

_

(11 )

100

82

100

99

100

99

100

9 .3

6 .7

9 .7

7.9

8 .4

7 .9

9 .5

-

2
1

-

-

-

-

2

-

-

AVERAGE NUNBER OF PAID HOLIOAYS

00

r-

FOR WORKERS IN ESTABLISHNENTS
PROVIDING HOLIOAYS ------------------PERCENT OF WORKERS BY NUNBER
OF PAIO HOLIOAYS PROVIDED
1
2
3
A
5

HOLIDAY -------------------------------------HOLIOAYS -----------------------------------HOLIOAYS -----------------------------------HOLIOAYS -----------------------------------HOLIDAYS -----------------------------------PLUS I HALF DAY ----------------------PLUS 2 HALF DAYS --------------------6 HOLIOAYS -----------------------------------7 HOLIOAYS -----------------------------------PLUS 1 HALF DAY ----------------------PLUS 2 HALF DAYS --------------------8 HOLIOAYS -----------------------------------9 HOLIOAYS -----------------------------------10 HOLIOAYS ---------------------------------11 HOLIDAYS ---------------------------------12 HOLIOAYS ---------------------------------13 HOLIOAYS ---------------------------------20 HOLIDAYS ----------------------------------

i
( in
(i d

-

1

-

i
20
1

15
2

-

-

-

9
12
2
A
6
29
8

25
4
-

19
7
1
(11)
5
4
19
4
-

i
4

100
100
99
99
82
73
61
59
5A
48
19
11
11
11

1

-

(i

-

8
4
-

3
5
ii
55

d

6
3
12
1
2

i

-

20
2
-

7
8
3
~

2
4
36
7

13

6
9
21
6
i
i

100
100
100
100
99
91
88
88
80
68
13
13
13

99
99
99
99
88
79
51
45
38
30
8
2
1

100
100
98
98
76
68
60
57
55
51
15
8
8

-

-

8

(11 )
10

-

1

-

-

1
8
31
6
i
7
9
19
6
i

-

3
2
-

6
6
12
65
-

5
-

11

89
88
87
86
65
A6
39
38
33
28
9
5
5
4

2
24

(11)
(11)
11
(11)
(11)
8
28
6

-

PERCENT OF WORKERS BY TOTAL
PAIO HOLIDAY TIRE PROVIOEO
1 DAY OR NORE -----------------------------2 OAVS OR NORE ----------------------------A DAYS OR NORE ----------------------------5 OAVS OR NORE ----------------------------6 OAYS OR NORE ----------------------------7 DAYS OR NORE ----------------------------7 1/2 DAYS OR NORE ---------------------8 DAYS OR NORE ----------------------------9 DAYS OR NORE ----------------------------10 OAVS OR NORE --------------------------11 DAYS OR N O R E ------------ -------------12 OAVS OR NORE --------------------------13 OAYS OR NORE --------------------------20 OAYS ----------------------------------------

82
80
79
78
54
29
25
25
19
16
3
2
2

See footnotes at end of tables.




16

99
99
99
99
90
81
50
44
36
26
7
1

100
100
100
100
99
96
94
94
83
70
5
5
-

Table B-5.

Paid vacation provisions for full-time workers, Jackson, Miss., January 1979
O ffice w orkers

Production and related w orkers
Item
A ll industries

Manufacturing

Nonmanufacturing

P u b lic utilities

A ll industries

Manufacturing

Nonmanufacturing

100

100

100

100

(11)

_

(111

-

99
99

100
100

99
99

100
100

-

-

10
27
17
4

21
13
8

11
27
17

68

Pu blic utilities

PERCENT OF WORKERS
ALL FU LL-TIN E

WORKERS -----------

IN ESTABLISHRENTS NOT PROVIOINF
PAID VACATIONS -----------------------IN ESTABLISHMENTS PROVIDING
PAID VACATIONS -----------------------LENGTH-OF-TIME PAYMENT --------PERCENTAGE PAYMENT ---------------OTHER PAYMENT ------------------------

100

100

100

100

-

6

-

10

94
80
11
2

too

90
81
5
4

100
98
(11)
1

4
23
1

8
21

2
24
2

57

80
20

_

-

AMOUNT OF PA10 VACATION AFTER! 1
3

6 MONTHS OF SERVICE!
UNDER 1 WEEK -----------------1 WEEK ---------------------------OVER 1 AND UNDER 2 WEEKS
2 WEEKS -------------------------1 YEAR OF SERVICE!
UNDER 1 WEEK -----------------1 WEEK ---------------------------OVER 1 AND UNDER 2 WEEKS
2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS
3 WEEKS -------------------------2 YEARS OF SERVICE!
UNDER 1 WEEK -----------------1 WEEK ---------------------------OVER 1 AND UNDER 2 WEEKS
2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS
3 WEEKS --------------------------

"
4
52
9

27
1

”

_
70
2
27

~
2
28
3
51
1
8

-

_

6
41
14
27
2

25
3
72

“

.“

_
31
6
61

“

2
18
58
6
9

16
72
11

“

“

2
18
59
6
9

15
73
11

~

“

-

“

4 YEARS OF SERVICE!
UNDER 1 WEEK -----------------1 WEEK ---------------------------2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS
3 WEEKS -------------------------OVER 3 AND UNDER 4 WEEKS

8
3
89

4
20
50
3
14

5 YEARS OF SERVICE!
UNDER 1 WEEK -----------------1 WEEK ---------------------------2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS
3 WEEKS -------------------------4 WEEKS --------------------------

2
10
57
4
20
(11)

_

_

_
9
69

7
15

“

30

-

61

8

6
(ID

88
1
5

_
5
(111
90
1
5

-

8

_

97
3

“

“

4

-

49
3
23
1

82
3
15

17

8
1
92

1
1
98

-

4

12
79

5
81
6
7
1

11
80
-

_

_

3
62
6
27
2

10
75
2
6
8

2
60
7
30
1

87
1
8

99
1

8

_

_

ii

_

5
86
1
7
1

-

-

'

15
2
73

_

4
20
50
3
14

_
15
5
79
1

_

_

97
3
-

See footnotes at end of tables.




1

_

4
25
(111
45
2
13

3 YEARS OF SERVICE!
UNDER 1 WEEK -----------------1 WEEK ---------------------------2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS
3 WEEKS -------------------------OVER 3 AND UNDER 4 WEEKS

_
17
4
77
1

4

“

_

4

“

81
7
8

99
1

8

93

1
7

Table B-5.

Paid vacation provisions for full-time workers, Jackson, Miss., January 1979— Continued
O ffic e w orkers

Production and related w orkers
A ll industries

M anufacturing

Nonmanufacturing

7
37

ii
2A
2
35
12
2

P u b lic u tilitie s

A ll industries

M anufacturing

No inn anuf actur ing

P u b lic u tilitie s

AMOUNT OF PAID VACATION AFTER 1
3
CONTINUED
10 YEARS OF SERVICE!
UNDER 1 WEEK --------------------1 WEEK ------------------------------2 WEEKS ----------------------------OVER 2 AND UNOER 3 WEEKS 3 WEEKS ----------------------------OVER 3 ANO UNDER « WEEKS A WEEKS -----------------------------

2
9
29
1
39
11
1

12 YEARS OF SERVICE:
UNDER 1 WEEK --------------------1 WEEK ------------------------------2 WEEKS ----------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS ----------------------------OVER 3 AND UNDER 4 WEEKS —
A WEEKS -----------------------------

2
9
22
3
44
ii
2

15 YEARS OF SERVICE:
UNOER 1 WEEK --------------------1 WEEK ------------------------------2 WEEKS ----------------------------OVER 2 AND UNDER 3 WEEKS —
3 WEEKS -----------------------------OVER 3 AND UNOER A WEEKS —
A WEEKS -----------------------------OVER A ANO UNOER 5 WEEKS —
5 WEEKS ------------------------------

2
9
18
1
31
8
2A
(111

4

-

A6
11

7
32
2
A8
11
“

_
7
22
“

3A
3
35

-

1A
-

83
3

2
9
17
1
18
7
31
7
(111
(111

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

2
9
17
1
16
7
21
19
(111
1

7
21
-

22
AO
11
-

4
11
16
3
A1
12

~

16
-

31
26
-

6
3
77
3
11

-

9

3
20
8
58

9
26
1
5A

4
ii
15
2
29
11
18
(111

-

3
-

19
-

75
3

4
11
15
2
16
11
26
4
( in

3
-

3
-

71
20
3

4
11
15
2
16
11
15
1A
(111
2

4

-

7

9

_

4

2
23
7
57
A
7

3
-

3
-

15
69
3
7

18

_

15
-

84
1
“

2
19
9
58
4
7

3
6
89
1
1

_

3
11
6
A7
4

29
(111
(111

3
11
1
25
9
48
3
(111
(111

9
22
-

35
1
33
~

9
21
13
48
9
-

2
9
7
48
A
29
(11 1
(11 1

3
11
1
7
4

49
26
(111
(111

9
21
-

11
-

27
32

-

1
-

25
-

72
1
1

2
9
1
27
10
48
2
(11 1
(11 1

-

See footnotes at end of tables.




-

4

-

(in

7
21

53

9
30

7

"

20 YEARS OF SERVICE!
UNDER 1 WEEK --------------------1 WEEK ------------------------------2 WEEKS -----------------------------OVER 2 ANO UNDER 3 WEEKS —
3 WEEKS -----------------------------OVER 3 ANO UNOER A WEEKS —
A WEEKS -----------------------------5 WEEKS -----------------------------OVER 5 ANO UNOER 6 WEEKS —
6 WEEKS ------------------------------

3
23
6
56

1
-

2
-

90
6
1
“

2
9
1
6
4
52
25
(11 1
(11 1

1
-

1
-

21
77
1
(11 1

Table B-5.

Paid vacation provisions for full-time workers, Jackson, Miss., January 1979— Continued
O ffice w orkers

Production and related w orkers
Item
A ll industries

AMOUNT OF PAID VACATION
CONTINUED

Manufacturing

2
9
17
1
16
7
20
( 11 t
16
(11)
5

7
21
~
16
31
17

MAXIMUM VACATION AVAILABLE:
UNOER 1 UEFK ----------------------------1 UEEK --------------------------------------2 UEEKS ------------------------------------OVER 2 AND UNDER 3 UEEKS --------3 UEEKS ------------------------------------OVER 3 AND UNDER A UEEKS --------A UEEKS ------------------------------------OVER A AND UNDER 5 UEEKS --------5 UEEKS ------------------------------------OVER 5 ANO UNOER 6 UEEKS --------6 UEEKS -------------------------------------

2
9
17
1
16
7
20
(11)
16
(11)
5

7
21
16

A ll industries

Nonmanufacturing

Pu blic utilities

2
9
1
6
A
50
27
(11)
(11)

1
1
8
89
1
(11)

1
1

27

2
9
1
6
A
A8

27
5

29
<11 )
(11 )

89
1
(11)

M anufacturing

9

31
17
9

4
ii
15
2
16
11
1A
(11)
15
(11)
2

3
3
6
(11 )
77
3
7

3
11
1
7
4
A7
27
(11)
1

9
21
11

4
ii
15
2
16
11
1A
(11)
15
(11)
2

3
3
~
6
(11 )
77
3
7

3
11
1
7
4
46
29
(11)
1

9
21
11

at end o f ta b le s .




Pu blic utilities

AF TF R 1 3

30 YEARS OF SERVICE:
UNDER 1 WEEK ----------------------------1 WEEK --------------------------------------2 UEEKS ------------------------------------OVER 2 AND UNDER 3 UEEKS --------3 UEEKS ------------------------------------OVER 3 AND UNDER A UEEKS --------A UEEKS ------------------------------------OVER A AND UNDER 5 UEEKS --------5 UEEKS ------------------------------------OVER 5 AND UNDER 6 UEEKS --------6 UEEKS -------------------------------------

S e e fo o tn o te s

Nonmanufacturing

19

27
27
5

8

Table B-6.

Health, insurance, and pension plans for full-time workers, Jackson, Miss., January 1979
Production and related w orkers

O ffic e w orkers

Item
A11 industries

M anufacturing

Nonmanufacturing

Pu blic u tilities

A ll industries

M anufacturing

Nonmanufacturing

P u b lic u tilitie s

100

100

PERCENT OF WORKERS
WORKERS -----------------

100

100

100

100

IN ESTABLISHNENTS PROVIDING AT
LEAST ONE OF THE BENEFITS
SHOW BELOW14----------------------------------N

93

100

89

8*

77
30

ALL FULL-TIN E

100

100

100

99

100

99

100

100
82

97
52

97
82

97
48

100
84

82

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

M

95
65

ACCIDENTAL DEATH AND
OISHENRERHENT INSURANCE ----------------NONCONTRIBUTORY PLANS -------------------

70
35

74
53

67
2A

93
7A

77
37

66

77
32

99
84

SICKNESS AND ACCIDENT INSURANCE
OR SICK LEAVE OR BOTH15-------------------

77

88

71

89

94

91

94

94

39
20

6A
A7

23
9

36
28

26
10

52
42

22

10

6

6

39

27

A6

2A

78

76

78

21

13

11

1A

Al

13

4

14

64

LONG-TERN DISABILITY
INSURANCE ---------------------------------------NONCONTRIBUTORY PLANS -------------------

29
20

31
23

28
IB

85
7A

61
36

43
29

63
37

95
83

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

90
A7

100
63

8A
38

t oo
7A

99
Al

100
65

99
38

100
83

SURGICAL INSURANCE --------------------------NONCONTRIBUTORY PLANS -----------------------

90
47

100
63

8A
38

100
7A

99
Al

100
65

99
38

100
83

NEDICAL INSURANCE ----------------------------------NONCONTRIBUTORY PLANS -----------------------

89
A7

98
61

83
38

100
7A

97
AO

93
58

98
38

100
83

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

82
39

79
A1

8A
38

100
7A

98
39

91
48

99
38

100
83

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

21
IB

28
25

16
13

76
76

23
16

35
31

21
14

71
71

RETIRENENT PENSION --------------------------NONCONTRIBUTORY PLANS -------------------

68
55

77
7A

63
A2

8A
82

82
75

82
79

82
74

96
94

SICKNESS AND ACCIDENT
INSURANCE ------------------------------------NONCONTRIBUTORY PLANS ---------------SICK LEAVE (FULL PAY ANO NO
WAITING PE R I0 0 1 --------------------------SICK LEAVE (PARTIAL PAY OR
WAITIN6 PERI 0 0 1 ---------------------------

NAJOR NEDICAL INSURANCE
NONCONTRIBUTORY PLANS

See footnotes at end of tables.




20

Table B-7.

Life insurance plans for full-time workers, Jackson, Miss., January 1979
Production and related w orkers
A ll industries

Item

A ll
plans 1
6

O ffice w orkers
A ll industries

M anuf actur ing

N oncontributory
plans 1
6

A ll
plans 1
6

N oncontributory
plans 1
8

A ll
plans 1
4

Manufacturing

Noncontributory
plans 1
8

A ll
plans 1
8

No nco ntr ibuto r y
plans 1
8

TYPE OP PLAN AND ANOUNT
OF INSURANCE

ALL FULL-TIM E WORKERS ARE PROVIDED THE SANE
FLAT-SUN DOLLAR AMOUNT!
PERCENT OF ALL FU LL-TIN E WORKERS1 ------------------7
AHOUNT OF INSURANCE PR OVIDED!1
8
N F A N ---------------------------------------------------NED I A N -----------------------------------------------HIODLE RANEE <50 PERCENT! ----------------MIDDLE RANEE <80 PERCENT) -----------------

A3
*4.700
*3.000
* 2 .0 0 0 - 5.000
*1.0 0 0 -1 0 .0 0 0

ANOUNT OF INSURANCE IS BASED ON A SCHEDULE
WHICH INDICATES A SPECIFIED DOLLAR ANOUNT OF
INSURANCE FOR A SPECIFIED LFNETH OF SERVICE!
6
PERCENT OF ALL FULL-TIM E WORKERS17------------------ANOUNT OF INSURANCE PROVIDEO 18AFTER!
6 MONTHS OF SFRV ICE!
*6.800
M EA N ---------------------------------------------------<6>
MEDIAN -----------------------------------------------<6 >
MIDDLE RANEE <50 PERCENT) ----------------(6 )
HIDOLE RANEE <80 PERCENT) ----------------1 YEAR OF SERVICE!
*14.300
m e a n ---------------------------------------------------<6)
MEDIAN -----------------------------------------------<6>
MIDDLE RANEE <50 PERCENT) ----------------<61
MIDDLE RANEE <80 PERCENT) ----------------5 YEARS OF SERVICE!
*19.000
M EA N ---------------------------------------------------MEDIAN -----------------------------------------------*30.000
*5.0 0 0 -3 0 .0 0 0
HIDOLE RANEE <50 PERCENT) ----------------* 4 .0 0 0 -3 0 .0 0 0
MIDDLE RANEE <80 PERCENT) ----------------10 YEARS OF SERVICE!
M EA N ---------------------------------------------------*25.500
*40.000
MEOIAN -----------------------------------------------MIODLE RANEE <50 PERCENT) ----------------- *10.0 0 0 -4 0 .0 0 0
* 4 .0 0 0 -4 0 .0 0 0
MIDDLE RANEE <80 PERCENT) ----------------20 YEARS OF SFRVICE!
M EA N ---------------------------------------------------*11.200
*5.000
MEDIAN -----------------------------------------------* 4 .0 0 0 -2 3 .3 0 0
MIODLE RANEE <50 PERCENT) ----------------* 4 .0 0 0 -2 3 .3 0 0
MIDOLE RANEE <80 PERCENT) -----------------

22
*5.000
*2.500
(2 .0 0 0 - 8.000
(1 .0 0 0 -1 2 .0 0 0

49
*4.300
*3.000
* 2 .0 0 0 - 5.000
* 1 .0 0 0 -1 0 .0 0 0

23
*6.000
*5.000
* 4 .8 0 0 - 6.000
* 2 .0 0 0 -1 0 .0 0 0

9
*5.400
*5.000
* 2 .0 0 0 - 5.000
* 2 .0 0 0 -1 0 .0 0 0

20
*7.100
*4.000
*2.5 0 0 -1 0 .0 0 0
* 1 .0 0 0 -1 7 .0 0 0

12
*6.800
*4.000
*2.00 0 -1 0 .0 0 0
*1.00 0 -1 5 .0 0 0

3

12

2

3

3

7

7

<61
<61
<61
<6 )

< )
6
<6 )
<61
< )
6

< )
6
<61
<61
<6 )

<61
<6 >
<61
<6 >

<61
<61
<61
<61

<6)
<61
<61
<61

<61
<61
<61
<61

<6 >
< )
6
<61
<6 )

<6 )
<6 )
<61
<61

<6 )
<6*
<6>
<61

<61
<61
<61
<61

<61
<61
<61
<61

<61
<61
<6>
<61

<61
<61
<61
<61

*7.700
*5.000
* 4 .0 0 0 -1 5 .0 0 0
( 4 .0 0 0 -1 5 .0 0 0

*22.400
<6 )
< )
6
<61

<6*
<61
<61
<61

*5.700
*4.000
* 1 .0 0 0 - 5.000
* 1 .0 0 0 -1 5 .0 0 0

*5.700
*4.000
* 1 .0 0 0 - 5.000
* 1 .0 0 0 -1 5 .0 0 0

<61
<61
<61
<61

<61
<61

*11.000
*10.000
* 4 .0 0 0 -2 0 .0 0 0
* 4 .0 0 0 -2 0 .0 0 0

*29,500
<6>
<6!
<61

<61
<61
<61
<61

*7.700
*4.000
* 1 .5 0 0 -1 0 .0 0 0
* 1 .5 0 0 -2 0 .0 0 0

*7.700
*4.000
* 1 .5 0 0 -1 0 .0 0 0
* 1 .5 0 0 -2 0 .0 0 0

<61
<61
<61
<61

<61
<61
<61
<61

<6)
<6 )
<6 )
<61

<6 )
<61
<61
<6 )

<61
<61
<61
<61

*8.500
*4.000
* 2 .0 0 0 -2 3 .3 0 0
(2 .0 0 0 -2 3 .3 0 0

*8.500
*4.000
* 2 .0 0 0 -2 3 .3 0 0
* 2 .0 0 0 -2 3 .3 0 0

<61
<61
<61
<61

<61
<61
<61
<61

See footnotes at end of tables.




34
*4.500
*3.000
( 2 .0 0 0 - 8.000
* 1 .0 0 0 -1 0 .0 0 0

21

<61

fable B-7. Life insurance plans for full-time workers, Jackson, Miss., January 1979— Continued
O ffic e w orkers

Production and related w orkers
A ll industries

Item

AU
plans 1
8

A ll industries

Manufacturing

N oncontributory
plans 1
8

A ll
plans 1
8

N oncontributory
plans 1
8

A ll
plans 1
8

M anufacturing

N oncontributory
plans 1
8

A ll
plans 1
8

Noncontributory
plans 1
8

TYPE OE PLAN AND AMOUNT
OF INSURANCE—
CONTINUED

MOUNT OF INSURANCE IS BASED ON A SCHEDULE
WHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF
INSURANCE FOR A SPECIFIED AMOUNT OF EARNINGS:
PERCENT OF ALL FULL-TIM E WORKERS17------------------AMOUNT OF INSURANCE PROVIDED1 I F :
8
ANNUAL EARNINGS ARE * 5 .0 0 0 :
M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDDLE RANGE <50 PERCENT) ----------------MIDOLE RANGE <80 PERCENT) ----------------ANNUAL EARNINGS ARE *1 0 .0 0 0 :
M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDDLE RANEE <50 PERCENT) ----------------MIDDLE RANEE <80 PERCENT) ----------------ANNUAL EARNINGS ARE *1 5 .0 0 0 :
M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDDLE RANGE <50 PERCENT) ----------------MIDDLE RANGE <80 PERCENT) ----------------ANNUAL EARNINGS ARE *2 0 .0 0 0 :
M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDDLE RANGE <50 PERCENT) ----------------MIDDLE RANGE <80 PERCENT) -----------------

MOUNT OF INSURANCE IS EXPRESSED AS A FACTOR OF
ANNUAL EARNINGS: 1
9
PERCENT OF ALL FULL-TIM E WORKERS17------------------FACTOR OF ANNUAL EARNINGS USED TO CALCULATE
am oun t of i n s u r a n c e : 1
8
M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDOLE RANGE <50 PERCENT) ----------------MIDDLE RANEE <80 PERCENT) ----------------PERCENT OF ALL FULL-TIM E WORKERS COVERED BY
PLANS NOT SPECIFYING A MAXIMUM AMOUNT OF
INSURANCE ------------------------------------------------------PERCENT OF ALL FULL-TIM E WORKERS COVERED BY
PLANS SPECIFYING A MAXIMUM AMOUNT OF
INSURANCE ------------------------------------------------------SPECIFIED MAXIMUM AMOUNT OF INSURANCE!1
8
M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDOLE RANEE <50 PERCENT) ----------------MIDDLE RANGE <80 PERCENT) -----------------

10UNT OF INSURANCE IS BASED ON SOME OTHER TYPE
of p l a n :
PERCENT OF ALL FULL-TIM E WORKERS17-------------------

11

7

16

17

2

12

11

$8 *500
*119000
*59000-119000
*59000-119000

*109700
<6 )
<6 >
<6)

*109800
< )
6
<6 )
<6 )

*10,800
(6 )
< )
6
< )
6

*9,600
*11,000
* 1 0 ,0 0 0 -1 1 ,0 0 0
* 5 ,0 0 0 -1 1 ,0 0 0

*7.300
*5.000
* 5 .0 0 0 -1 0 .0 0 0
* 5 .0 0 0 -1 0 ,0 0 0

*6,900
*5.000
* 5 ,0 0 0 -1 0 ,0 0 0
* 2 ,5 0 0 -1 0 ,0 0 0

*7.300
*10,000
* 5 .0 0 0 -1 0 ,0 0 0
* 2 .5 0 0 -1 0 ,0 0 0

*139300
*119500
* 109000-159000
*109000-259000

*129700
<6 )
<6)
<6)

*129300
< )
6
<6)
< )
6

*12,300
< )
6
< )
6
< )
6

* 19.*00
*22,000
* 2 0 .0 0 0 -2 2 ,0 0 0
* 1 0 ,0 0 0 -2 2 ,0 0 0

*1*,800
*15.000
* 1 1 ,0 0 0 -1 5 .0 0 0
* 1 0 .0 0 0 -2 0 .0 0 0

*14,000
*15.000
* 1 1 ,0 0 0 -1 5 .0 0 0
* 1 0 .5 0 0 -2 0 .0 0 0

*14,900
<15.000
* 1 1 .0 0 0 -1 5 .0 0 0
* 1 1 ,0 0 0 -2 0 ,0 0 0

*189000
*169500
* 159000-209000
*129000-259000

*179700
<6 )
<6 )
<6)

*16,600
< )
6
<6 )
<6 >

*16,600
<61
< )
6
< )
6

*28,000
*30,000
* 3 0 .0 0 0 -3 0 ,0 0 0
* 2 0 ,0 0 0 -3 2 ,0 0 0

*23,700
*20.000
* 1 8 ,0 0 0 -3 0 .0 0 0
* 1 5 .0 0 0 -3 0 .0 0 0

*21,600
*20.000
* 1 8 ,0 0 0 -3 0 .0 0 0
* 1 7 ,1 0 0 -3 0 .0 0 0

*23.000
<20.000
< 1 8 ,0 0 0 -3 0 .0 0 0
* 1 8 .0 0 0 -3 0 .0 0 0

*219300
*229000
*159000-229000
*129000-309000

*229000
< )
6
(6)
<6 )

*20,900
<6 )
<6 )
<6 >

*20,900
< )
6
< )
6
< )
6

*37,100
**2,000
* * 0 ,0 0 0 -* 2 ,0 0 0
* 20 ,0 0 0 -* 2 ,0 0 0

*30,600
*30,000
* 2 5 ,0 0 0 -4 0 .0 0 0
* 2 0 .0 0 0 -4 0 .0 0 0

*29,000
*30.000
* 2 5 .0 0 0 -4 0 .0 0 0
* 2 3 .5 0 0 -4 0 .0 0 0

*31.100
*30.000
* 2 5 .0 0 0 -4 0 ,0 0 0
* 2 5 .0 0 0 -4 0 .0 0 0

20

1.16
1.00
1 .0 0 -1 .0 0
1 .0 0 -2 .0 0

10

9
*3*9900
<6 >
<6)
<6 )

4

9

1.17
1.00
1 .0 0 -1 .0 0
1 .0 0 -2 .0 0

7

2
*519300
*509000
*09000- 509000
*09000- 909000

3

10

1.2*
1.00
1 .0 0 -1 .0 0
1 .0 0 -2 .0 0

8

7

1.3*
1.00
1 .0 0 -2 .0 0
1 .0 0 -2 .0 0

5

2

2

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

< )
6
< )
6
< )
6
<61

8

6

See footnotes at end of tables.




16

22

*1

1.52
1.50
1 .0 0 -2 .0 0
1 .0 0 -2 .0 0

33

8
**1,300
*30,000
* 30.0 00- 50,000
*30 ,0 0 0 - 64,000

13

3*

1.51
1.50
1 .0 0 - 2 .0 0
1 .0 0 - 2 .0 0

31

4
*53.500
*50.000
* 4 0 .0 0 0 - 64,000
* 3 0 .0 0 0 - 64,000

4

46

1.59
2 .0 0
1 .0 0 - 2 .0 0
1 .0 0 - 2 .0 0

30

16
*58,200
< )
6
<
6)
<
6)

12

43

1.61
2 .00
1 .0 0 - 2 .0 0
1 .0 0 - 2 .0 0

27

16
*58.200
< I
6
< )
6
< )
6

9

Footnotes

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

1 Standard hours reflect the workweek for which employees receive
their regular straight-tim e salaries (exclusive of pay for overtime at reg ­
ular and/or prem ium rates), and the earnings correspond to these weekly
hours.
2 The mean is computed for each job by totaling the earnings of
all workers and dividing by the number of workers. The median desig­
nates position— half of the workers receive the same or more and half r e ­
ceive the same or less than the rate shown. The middle range is defined
by two rates of pay; a fourth of the workers earn the same or less than
the lower of these rates and a fourth earn the same or more than the
higher rate.
3 Earnings data relate only to workers whose sex identification was
provided by the establishment.
4 Excludes prem ium pay for overtime and for work on weekends,
holidays, and late shifts.
5 Estim ates for periods ending prior to 1976 relate to men only for
skilled maintenance and unskilled plant workers. All other estimates r e ­
late to men and women.
6 Data do not meet publication criteria or data not available.
7 F orm ally established minimum regular straight-tim e hiring sa l­
aries that are paid for standard workweeks. Data are presented for all
standard workweeks combined, and for the most common standard work­
weeks reported.
8 Excludes workers in subclerical jobs such as m essenger.
9 Includes all production and related workers in establishments
currently operating late sh ifts, and establishments whose formal provisions
cover late shifts, even though the establishments were not currently
operating late shifts.
10 L ess than 0.05 percent.
1 L ess than 0.5 percent.
1
12 A ll combinations of full and half days that add to the same amount;
for exam ple, the proportion of workers receiving a total of 10 days
includes those with 10 full days and no half days, 9 full days and 2
half days, 8 full days and 4 half days, and so on. Proportions then
were cumulated.




1 Includes payments other than "length of t im e ," such as percentage
3
of annual earnings or flat-sum payments, converted to an equivalent time
basis; for example, 2 percent of annual earnings was considered as 1 week's
pay. Periods of service are chosen arbitrarily and do not necessarily reflect
individual provisions for progression; for example, changes in proportions
at 10 years include changes between b and 10 years. Estimates are cumula­
tive. Thus, the proportion eligible for at least 3 weeks' pay after 10 years
includes those eligible for at least 3 weeks' pay after fewer years of service.
1 Estimates listed after type of benefit are for all plans for which
4
at least a part of the cost is borne by the employer. "Noncontributory
plans" include only those financed entirely by the employer. Excluded are
legally required plans, such as workers' disability compensation, social se­
curity, and railroad retirement.
1 Unduplicated total of workers receiving sick leave or sickness and
5
accident insurance shown separately below. Sick leave plans are limited to
those which definitely establish at least the minimum number of days' pay
that each employee can expect. Informal sick leave allowances determined
on an individual basis are excluded.
16 Estim ates under "A ll plans" relate to all plans for which at least
a part of the cost is borne by the employer. Estimates under "Noncontrib­
utory plans" include only those financed entirely by the employer.
37 For "A ll in d u stries," all full-tim e production and related workers
or office workers equal 100 percent. For "M anufacturing," all full-tim e
production and related workers or office workers in manufacturing equal 100
percent.
18 The mean amount is computed by multiplying the number of
workers provided insurance by the amount of insurance provided, totaling
the products, and dividing the sum by the number of workers. The median
indicates that half of the workers are provided am amount equal to or smaller
and half an amount equal to or larger than the amount shown. Middle
range (50 percent)— a fourth of the workers are provided am amount equal to
or less than the sm aller amount and a fourth are provided an amount equal
to or more than the larger amount. Middle range (80 percent)— 10 percent of
the workers are provided an amount equal to or less than the smaller
amount and 10 percent are provided an amount equal to or more than the
larger amount.
19 A factor of annual earnings is the number by which annual earnings
are multiplied to determine the amount of insurance provided. For example,
a factor of 2 indicates that for annual earnings of $ 10,000 the amount of
insurance provided is $ 20, 000.

23

Appendix A.
Scope and Method
of Survey
In each of the 72 1 areas currently surveyed, the Bureau obtains
wages and related benefits data from representative establishments within
six broad industry divisions: Manufacturing; transportation, communication,
and other public utilities; wholesale trade; retail trade; finance, insurance,
and real estate; and serv ices. Government operations and the construction
and extractive industries are excluded. Establishments having fewer than a
prescribed number of workers are also excluded because of insufficient
employment in the occupations studied. Appendix table 1 shows the number
of establishments and workers estimated to be within the scope of this
survey, as well as the number actually studied.
Bureau field representatives obtain data by personal visits at 3-y ear
intervals. In each of the two intervening y ears, information on employment
and occupational earnings only is collected by a combination of personal
visit, m ail questionnaire, and telephone interview from establishments
participating in the previous survey.

A sample of the establishments in the scope of the survey is
selected for study prior to each personal visit survey. This sample, less
establishments which go out of business or are no longer within the industrial
scope of the survey, is retained for the following two annual surveys. In
m ost ca ses, establishments new to the area are not considered in the scope
of the survey until the selection of a sample for a personal visit survey.
The sampling procedures involve detailed stratification of all
establishments within the scope of an individual area survey by industry
and number of em ployees.
From this stratified universe a probability
sample is selected, with each establishment having a predetermined chance
of selection. To obtain optimum accuracy at minimum cost, a greater
proportion of large than sm all establishments is selected. When data are
combined, each establishment is weighted according to its probability of
selection so that unbiased estim ates are generated.
For exam ple, 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 indu stry-size classification if data are not available
from the original sample m em ber. If no suitable substitute is available,
additional weight is assigned to a sample m em ber that is sim ilar to the
m issing unit.

Included in the 72 areas are 2 studies conducted by the Bureau under contract. These areas are
Akron, Ohio and Poughkeepsie-Kingston-Newburgh, N .Y . In addition, the Bureau conducts more limited
area studies in approximately 100 areas at the request o f die Employment Standards Administration of the
U. S. Department of Labor.




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.
Unless otherwise indicated, the earnings data following the job titles
are for all industries combined. Earnings data for some of the occupations
listed and described, or for some industry divisions within the scope of the
survey, are not presented in the A -s e r ie s tables because either (1) employ­
ment in the occupation is too small to provide enough data to merit presen­
tation, 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.
Occupational employment and earnings data are shown for full-tim e
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 tim e. Comparisons of individual occupational averages over
time may not reflect expected wage changes. The averages for individual
jobs are affected by changes in wages and employment patterns. For example,
proportions of workers employed by high- or low-wage firm s may change,
or high-wage workers may advance to better jobs and be replaced by new
workers at lower rates. Such shifts in employment could decrease an
occupational average even though m ost 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 estim ates. Industries
and establishments differ in pay level and job staffing, and thus contribute
differently to the estim ates for each job. Pay averages may fail to reflect
accurately the wage differential among jobs in individual establishments.
Average pay levels for men and women in selected occupations
should not be assumed to reflect differences in pay of the sexes within
individual establishments. Factors which may contribute to differences
include progression within established rate ranges (only the rates paid
incumbents are collected) and performance of specific duties within the
general survey job descriptions. Job descriptions used to classify employees
in these surveys usually are m ore generalized than those used in individual
establishments and allow for minor differences among establishments in
specific duties perform ed.
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.

Skilled maintenanc
Continued

Unskilled plant

Mechanics (motor vehicle)
Pipefitters
Tool and die makers

Janitors, porters, and
cleaners
Material handling laborers

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

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

3.

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

4.

The ratio of group averages for 2 consecutive years is
computed by dividing the average for the current year
by the average for the earlier year. The result—
expressed as a percent— less 100 is the percent change.

Wage trends for selected occupational groups
The percent increases presented in table A -7 are based on changes
in average hourly earnings of men and women in establishments reporting
the trend jobs in both the current and previous year (matched establishments).
The data are adjusted to remove the effect on average earnings of em ploy­
ment shifts among establishments and turnover of establishments included
in survey sam ples.
The percent 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.
The percent changes relate to wage changes between the indicated
dates. When the tim e span between surveys is other than 12 months, annual
rates are also shown. (It is assumed that wages increase at a constant
rate between surveys.)
Occupations used to compute wage trends are:
Office clerical

2
A revised

Electronic data processing 2

Secretaries
Stenographers, senior
Stenographers, general
T ypists, cla sses A and B
File c lerk s, c la sses A ,
B, and C
M essengers
Switchboard operators
Order c lerk s, cla sses
A and B
Accounting clerk s,
cla sses A and B
Payroll clerks
Key entry op erators,
classes A and B

Computer systems analysts,
classes A , B, and C
Computer program m ers,
classes A , B, and C
Industrial nurses
Registered industrial
nurses
Skilled maintenance
Carpenters
Electricians
Painters
Machinists
Mechanics (machinery'

For a more detailed description of the method used to compute
these wage trends see "Improving Area Wage Survey In dexes," Monthly
Labor Review, January 1973, pp. 5 2 -5 7 .
Average pay relationships within establishments
Relative m easures of occupational pay are presented in table A -8
for white-collar occupations and in table A -9 for blue-collar occupations.
These relative values reflect differences in pay between occupations within
individual establishments. Relative pay values are computed by dividing an
establishment's average earnings for an occupation being compared by the
average for another occupation (designated as 100) and multiplying the
quotient by 100. For example, if janitors in a firm average $ 4 an hour and
forklift operators $ 5 , forklift operators have a relative pay value of 125
compared with janitors. ($ 5 -j- $ 4 = 1.25 x 100 = 125.) In combining the
relatives of the individual establishments to arrive at an overall average,
each establishment is considered to have as many relatives as it has
weighted workers in the two jobs being compared.
Pay relationships based on overall averages may differ considerably
because of the varying contribution of high- and low-wage establishments to
the averages. For example, the overall average hourly earnings for forklift
operators may be 50 percent m ore than the average for janitors because the
average for forklift operators may be strongly influenced by earnings in
high-wage establishments while the average for janitors may be strongly
influenced by earnings in low-wage establishments. In such a case, the
intra-establishment relationship will indicate a much sm aller difference in
earnings.
Establishment practices and supplementary wage provisions

The incidence of selected establishment practices and supplementary
wage provisions is studied for fu ll-tim e production and related workers and
office workers. Production and related workers (referred to hereafter as
The earning* o f computer operators are not included in the wage trend computation for this group.
production workers) include working supervisors and all nonsupervisory
Job description is being introduced in this survey which is not equivalent to the previous description.




workers (including group
leaders and trainees) engaged in fabricating,
processing, assem bling, inspection, receiving, storage, handling, pack­
ing, warehousing, shipping,
maintenance, repair, janitorial and guard s e r ­
vices, product development, auxiliary production for plant's own use
(e .g ., powerplant), and recordkeeping and other services closely a sso c i­
ated with the above production operations. (Cafeteria and route workers
are excluded in manufacturing industries but included in nonmanufacturing
industries.) In finance and insurance, no workers are considered to be
production workers. Office workers include working supervisors and all nonsupervisory workers (including lead workers and trainees) performing
clerical or related office
functions in such departments as accounting,
advertising, purchasing, collection, credit, finance, legal, payroll, personnel,
sa les, industrial relations, public relations, executive, or transportation.
Administrative, executive, professional, and part-tim e employees as well
as construction workers utilized as separate work forces are excluded from
both the production and office worker categories.

written form or established by custom). Holidays
in a particular year they fall on a nonworkday
granted another day off. Paid personal holiday
the automobile and related industries, are included

Minimum entrance salaries (table B - l ) . Minimum entrance salaries
for office workers relate only to the establishments visited.
Because of the
optimum sampling techniques used and the probability that large establish­
ments are m ore likely than sm all establishments to have formal entrance
rates above the subclerical level, the table is more representative of policies
in medium and large establishments. (The " X 's " shown under standard
weekly hours indicate that no meaningful totals are applicable.)

For tabulating vacation pay granted, all provisions are expressed
on a time basis. Vacation pay calculated on other than a time basis is
converted to its equivalent time period. Two percent of annual earnings,
for example, is tabulated as 1 week's vacation pay.

Shift differentials— manufacturing (table B -2 ). Data were collected
on policies of manufacturing establishments regarding pay differentials for
production workers on late shifts. Establishments considered as having
policies are those which ( 1) have provisions in writing covering the operation
of late shifts, or (2) have operated late shifts at any time during the 12
months preceding a survey.
When establishments have several differentials
which vary by job, the differential applying to the m ajority of the production
workers is recorded.
When establishments have differentials which apply
only to certain hours of work, the differential applying to the majority of
the shift hours is recorded.
For purposes of this study, a late shift is either a second (evening)
shift which ends at or near midnight or a third (night) shift which starts at
or near midnight.
Differentials for second and third shifts are summarized separately
for ( 1) establishment policies (an establishment's differentials are weighted
by all production workers in the establishment at the time of the survey)
and (2) effective practices (an establishment's differentials are weighted by
production workers employed on the specified shift at the time of the survey).
Scheduled weekly hours; paid holidays; paid vacations; and health,
insurance] and pension plans.
Provisions which apply to a majority of the
production or office workers in an establishment are considered to apply to
all production or office workers in the establishment; a practice or provision
is considered nonexistent when it applies to less than a majority. Holidays;
vacations; and health, insurance, and pension plans are considered applicable
to employees currently eligible for the benefits as well as to employees who
will eventually become eligible.
Scheduled weekly hours and days (table B -3 ). Scheduled weekly
hours and days refer to the number of hours and days per week which fu ll­
time first (day) shift workers are expected to work, whether paid for at
straight-tim e or overtime rates.
Paid holidays (table B -4 ).
Holidays are included if workers who
are not required to work are paid for the tim e off and those required to
work receive premium pay or compensatory time off.
They are included
only if they are granted annually on a form al basis (provided for in




are included even though
and employees are not
plans, typically found in
as paid holidays.

Data are tabulated to show the percent of workers who (1) are
granted specific numbers of whole and half holidays and (2) are granted
specified amounts of total holiday time (whole and half holidays are
aggregated).
Paid vacations (table B -5 ) . Establishments report their method of
calculating vacation pay (time b a sis, percent of annual earnings, flat-sum
payment, etc.) and the amount of vacation pay granted. Only basic formal
plans are reported. Vacation bonuses, vacation-savings plans, and "extended"
or "sabbatical" benefits beyond basic plans are excluded.

A lso, provisions after each specified length of service are related
to all production or office workers in an establishment regardless of length of
service. Vacation plans commonly provide for a larger amount of vacation
pay as service lengthens. Counts of production or office workers by length
of service were not obtained. The tabulations of vacation pay granted
present, therefore, statistical m easures of these provisions rather than
proportions of workers actually receiving specific benefits.
Health, insurance, and pension plans (tables B - 6 and B -7 ) . Health,
insurance, and pension plans include plans for which the employer pays
either all or part of the cost. The cost may be (1) underwritten by a
comm ercial insurance company or nonprofit organization, (2 ) covered by a
union fund to which the employer has contributed, or (3) borne directly by
the employer out of operating funds or a fund set aside to cover the cost.
A plan is included even though a majority of the employees in an establish­
ment do not choose to participate in it because they are required to bear
part of its cost (provided the choice to participate is available or will
eventually become available to a m ajority). Legally required plans such as
social security, railroad retirement, w orkers' disability compensation, and
temporary disability insurance 3 are excluded.

3
Temporary disability insurance which provides benefits to covered workers disabled by injury or illness
which is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode
Island. Establishment plans which meet only the legal requirements are excluded from these data, but those
under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the
State law are included. In Rhode Island, benefits are paid out of a State fund to which only employees
contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan.
State fund financing: In California, only employees contribute to the State fund; in New Jersey,
employees and employers contribute; in New York, employees contribute up to a specified maximum
and employers pay the difference between the employees' share and the total contribution required.
Private plan financing: In California and New Jersey, employees cannot be required to contribute
more than they would if they were covered by the State fund; in New York, employees can agree
to contribute more if the State rules that the additional contribution is commensurate with the
benefit provided.
Federal legislation ( Railroad Unemployment Insurance A ct) provides temporary disability insurance benefits
to railroad workers for illness or injury, whether work-connected or not. The legislation requires that employers
bear the entire cost of the insurance.

Life insurance includes formal plans providing indemnity (usually
through an insurance policy) in case of death of the covered worker.
Information is also provided in table B -7 on types of life insurance plans
and the amount of coverage ip all industries combined and in manufacturing.
Accidental death and dismemberment insurance is limited to plans
which provide benefit payments in case of death or loss of limb or sight as a
direct result of an accident.

L a b o r -m a n a g e m e n t a g re e m e n t c o v e r a g e
T h e f o llo w in g ta b u la tio n s h o w s th e p e r c e n t o f f u l l - t i m e p r o d u c tio n
an d o f f i c e w o r k e r s e m p lo y e d in e s t a b lis h m e n t s in th e J a c k s o n a r e a in w h ich
a u n io n c o n t r a c t o r c o n t r a c t s c o v e r e d a m a j o r i t y o f th e w o r k e r s in the
r e s p e c t i v e c a t e g o r i e s , J a n u a ry 1979:
P r o d u c t io n and
r e la t e d w o r k e r s

Sickness and accident insurance includes only those plans which
provide that predeterm ined cash payments be made directly to employees
who lose tim e from work because of illness or injury, e .g ., $ 50 a week
for up to 26 weeks of disability.
Sick leave plans are limited to formal plans4 which provide for
continuing an em ployee's pay during absence from work because of illn ess.
Data collected distinguish between (1) plans which provide full pay with no
waiting period, and (2) plans which either provide partial pay or require a
waiting period.
L on g-term disability insurance plans provide payments to totally
disabled em ployees upon the expiration of their paid sick leave and/or sick­
ness and accident insurance, or after a predetermined period of disability
(typically 6 months). Payments are made until the end of the disability, a
maxim um age, or eligibility for retirement benefits. Full or partial pay­
ments are alm ost always reduced by social security, w orkers' disability
compensation, and private pension benefits payable to the disabled employee.
Hospitalization, su rgical, and medical insurance plans reported
in these surveys provide full or partial payment for basic services rendered.
Hospitalization insurance covers hospital room and board and may cover
other hospital expenses. Surgical insurance covers surgeons' fees. Medical
insurance covers d octors' fees for home, office, or hospital calls.
Plans
restricted to post-operative medical care or a doctor's care for minor
ailments at a w orker's place of employment are not considered to be
m edical insurance.
M ajor m edical insurance coverage applies to services which go
beyond the basic serv ices covered under hospitalization, surgical, and
m edical insurance.
M ajor m edical insurance typically (1) requires that a
"dedu ctible" (e .g ., $ 5 0 ) be m et before benefits begin, (2 ) has a coinsurance
feature that requires the insured to pay a portion (e .g ., 20 percent) of
certain expen ses, and (3 ) has a specified dollar maximum of benefits (e .g .,
$ 10, 000 a year).
Dental insurance plans provide normal dental service benefits,
usually for fillin gs, extractions, and X -r a y s . Plans which provide benefits
only for oral surgery or repairing accident <damage are not reported.
■

A l l i n d u s t r i e s ___________________
M a n u f a c t u r in g _______________
N o n m a n u f a c t u r in g _____
P u b lic u t i l i t i e s _____

31
54

O ffic e w o r k e r s
10

17
86

12
66

A n e s t a b lis h m e n t is c o n s i d e r e d t o h ave a c o n t r a c t c o v e r in g a ll
p r o d u c t io n o r o f f i c e w o r k e r s i f a m a j o r i t y o f su ch w o r k e r s is c o v e r e d by
a la b o r - m a n a g e m e n t a g r e e m e n t .
T h e r e f o r e , a ll o th e r p r o d u c tio n o r o f f ic e
w o r k e r s a r e e m p lo y e d in e s t a b lis h m e n t s th a t e it h e r d o not have la b o r m a n a g e m e n t c o n t r a c t s in e f f e c t , o r h ave c o n t r a c t s th a t a p p ly to fe w e r than
h a lf o f t h e ir p r o d u c t io n o r o f f i c e w o r k e r s .
E s t im a t e s a r e not n e c e s s a r i l y
r e p r e s e n t a t iv e o f the e x te n t to w h ich a ll w o r k e r s in th e a r e a m a y b e c o v e r e d
b y th e p r o v is io n s o f la b o r - m a n a g e m e n t a g r e e m e n t s , b e c a u s e s m a ll e s t a b ­
lis h m e n t s a r e e x c lu d e d and th e in d u s t r ia l s c o p e o f th e s u r v e y is lim ite d .

In d u s t r ia l c o m p o s it io n in m a n u fa c tu r in g
A lm o s t o n e - t h i r d o f th e w o r k e r s w ith in the s c o p e o f the s u r v e y in
th e J a c k s o n a r e a w e r e e m p lo y e d in m a n u fa c tu r in g f i r m s .
T h e fo llo w in g
p r e s e n t s th e m a j o r in d u s t r ie s a s a p e r c e n t o f a ll m a n u fa c tu r in g :
E l e c t r i c a n d e l e c t r o n i c e q u ip m e n t _____________________________________
M is c e lla n e o u s e l e c t r i c a l e q u ip m e n t and s u p p lie s ________________
E l e c t r i c lig h tin g a nd w ir in g e q u ip m e n t ____________________________
H o u s e h o ld a p p l i a n c e s __________________________________________________
F o o d and k in d r e d p r o d u c t s _______________________________________________
M e a t p r o d u c t s __________________________________________________________
S to n e , c l a y , a nd g la s s p r o d u c t s _________________________________________
F u r n it u r e an d f i x t u r e s ____________________________________________________
H o u s e h o ld f u r n i t u r e ____________________________________________________
T r a n s p o r t a t io n e q u ip m e n t _______________________________________________
A i r c r a f t a n d p a r t s _____________________________________________________
A p p a r e l an d o th e r t e x t ile p r o d u c t s _____________________________________
M e n 's a nd b o y s ' f u r n i s h i n g s _________________________________________

Retirement pension plans provide for regular payments to the
retiree for life .
Included are deferred profit-sharing plans which provide
the option of purchasing a lifetim e annuity.

27
12
7
5
17
7
11
10
10
8
6
7
5

T h is in fo r m a t io n is b a s e d on e s t im a t e s o f to t a l e m p lo y m e n t d e r iv e d
4
An establishment is considered as having a formal plan if it specifies at least the minimum number
f r o m u n iv e r s e m a t e r ia ls c o m p ile d b e f o r e a c tu a l s u r v e y .
P r o p o r t io n s in
o f days o f sick leave available to each employee. Such a plan need not be written, but informal sick leave
v a r io u s in d u s t r y d iv is io n s m a y d i f f e r f r o m p r o p o r t io n s b a s e d on th e r e s u lt s
allowances determined on an individual basis are excluded.




o f th e s u r v e y a s

27

s h ow n in a p p e n d ix t a b le

1.

Appendix table 1. Establishments and workers within scope of survey and number studied, Jackson, M iss.,1 January 1979
W orkers in establishm ents

Num ber of establishm ents

Industry d ivision 2

M inim um
employment
in estab lish­
ments in scope
of study

Within scope of study
Within scope
of study 3

Studied

Number

ALL

INDUSTRY

DIVISIONS ------------------------------

MANUFACTURING --------------------------------------------------N0NMANUFACTURIN6 ---------------------------------------------TRANSPORTATION# COMMUNICATION. ANO
OTHER PUBLIC U T I L I T I E S 5 -----------------------------WHOLESALE TRADE
------------------------------------------RETAIL TRADE
-----------------------------------------------FINANCE. INSURANCE. AND REAL ESTATE
----------SERVICES 7 -------------------------------------------------------

302

Studied

Percent

F u ll- tim e
production and
related w orkers

127

55.475

100

32.42 2

9,137

36.473

29
71

12.554
19.868

1.164
7 ,973

11.627
24,84 6

11
5
17
11
22

50
”

83
219

«1
86

16.284
39.191

50
50
50
50
50

22
31
5*
31
63

15
7
19
12
25

6.252
2.960
9.565
6.119
12.457

1 The Jackson Standard M etropolitan S ta tistica l A rea, as defined by the O ffice of Management
and Budget through Fe b ru a ry 1974, consists of Hinds and Rankin Counties.
The "w orkers within
scope of study" estim ates provide a reasonably accurate description of the size and com position of
the labor fo rce included in the survey. Estim a tes are not intended, however, for com parison with
other sta tistica l se ries to m easure em ploym ent trends or levels since (1) planning of wage surveys
requires establishm ent data com piled considerably in advance of the p a yro ll period studied, and (2)
sm all establishm ents are excluded fro m the scope of the survey.
1 The 1972 edition of the Standard Industrial C la s sifica tio n M anual was used to cla ssify
establishments by industry d ivision .
A ll government operations are excluded fro m the scope of
the survey.
3
Includes a ll establishm ents with total employment at or above the m inim um lim ita tio n.
outlets (within the area) of com panies in industries such as trade, finance, auto re p a ir se rv ice ,
and motion p icture theaters are considered as one establishm ent.




T o ta l4

28

2.896
C 4>
<4»
<6»
( 4»

F u ll-tim e
office w orkers

1.430
( 4»
<4»
« )
I 41

6

T o ta l4

5 .779
983
5 ,689
4,396
6 .9 4 3

4 Includes executive, professional, p a rt-tim e , seasonal, and other w orkers excluded fro m
the separate production and office categories.
5 Abbreviated to "public u tilities" in the A - and B - s e r ie s tab le s.
Taxicab s and se rvice s
incidental to water transportation are excluded.
4 Separate data for this division are not presented in the A - and B - s e r ie s tables, but the
division is represented in the "a ll indu stries" and "nonm anufacturing" estim ates.
7 Hotels and m otels, laundries and other p erso n a l s e rv ice s; business se rvice s; automobile
re p a ir , rental, and parking; motion pictures; nonprofit m em b ersh ip organizations (excluding relig ious
and charitable organizations); and engineering and a rch ite c tu ra l s e rv ice s .
A ll

Appendix B.
Occupational
Descriptions
The prim ary purpose of preparing job descriptions for the
Bureau's wage surveys is to a s sist its field representatives in classifying
into appropriate occupations workers who are employed under a variety
of payroll titles and different work arrangements from establishment
to establishment and from a r e a
to area. This permits grouping
occupational wage rates representing comparable job content. Because
of this emphasis on interestablishment and interarea comparability
of occupational content, the Bureau's job descriptions may differ sig ­
nificantly from those in use in individual establishments or those pre­
pared for other purposes.
In applying these job descriptions, the
B ureau's field representatives are instructed to exclude working super­
v iso r s; apprentices; and p a rt-tim e, tem porary, and probationary workers.
Handicapped workers whose earnings are reduced because of their
handicap are also excluded. L earn ers, beginners, and trainees, unless
specifically included in the job description, are excluded.

Office
SECRET ARY— Continued

SE CRETARY
Assigned as a personal secretary, normally to one individual.
Maintains a close and highly responsive relationship to the day-to-day activ­
ities of the su pervisor. Works fairly independently receiving a minimum of
detailed supervision and guidance. Perform s varied clerical and secretarial
duties requiring a knowledge of office routine and understanding of the
organization, p ro gra m s, and procedures related to the work of the supervisor.

Exclusions— Continued
a. Positions which do not meet the "p erso n a l"
described above;

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

E xclusions.
Not all positions that are titled "s e c r e ta r y " possess the
above ch aracteristics.
Exam ples of positions which are excluded from the
definition are as follow s:




secretary concept

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

Listed below are several occupations for which revised descriptions or titles are being introduced
in this survey:
Truckdriver
Secretary
Shipper and receiver
Key entry operator
(previously surveyed
Computer operator
as shipping and
Drafter
receiving clerk)
Stationary engineer
Guard
Boiler tender
The Bureau has discontinued collecting data for tabulating -machine operator, bookkeeping-machine
operator, and machine biller. W orkers previously classified as watchmen are now classified as guards
under the revised description.

29

SECRETARY— Continued

SECRETARY— Continued

Exclusions— Continued

Classification by Level— Continued

e.

f.

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

segment often involving. as many as several hundred persons)
of a company that em ploys, in a ll, over 25, 000 persons.
LS 4

a.

Classification by Level
Secretary jobs which meet the required characteristics are matched
at one of five levels according to (a) the level of the secretary's supervisor
within the company's organizational structure and, (b) the level of the
secretary's responsibility. The tabulation following the explanations of these
two factors indicates the level of the secretary for each combination of the
factors.

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

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

Level of Secretary's Supervisor (LS)
LS—1

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

LS—
2

a. Secretary to an executive or managerial person whose respon­
sibility is not equivalent to one of the specific level situations in
the definition for LS—
3, but whose organizational unit normally
numbers at least several dozen employees and is usually divided
into organizational segments which are often, in turn, further
subdivided. In some companies, this level includes a wide range
of organizational echelons; in others, only one or two; or
b. Secretary to the head of an individual plant, factory, e tc ., (or
other equivalent level of official) that em ploys, in all, fewer
than 5 ,0 0 0 persons.

LS—3

a. Secretary to the chairman of the board or president of a company
that em ploys, in a ll, fewer than 100 persons; or
b. Secretary to a corporate officer (other than chairman of the
board or president) of a company that em ploys, in all, over 100
but fewer than 5 ,0 0 0 persons; or
c. Secretary to the head (immediately below the officer level) over
either a m ajor corporatewide functional activity (e .g ., marketing,
research, operations, industrial relations, etc.) or a major
geographic or organizational segment (e .g ., a regional headquar­
te r s; a major division) of a company that em ploys, in all,
over 5 ,0 0 0 but fewer than 2 5 ,0 0 0 em ployees; or

NOTE: The term "corporate o fficer" used in the above LS def­
inition refers to those officials who have a significant corporatewide policy­
making role with regard to major company activities. The title "v ic e
president," though normally indicative of this role, does not in all cases
identify such positions. Vice presidents whose prim ary responsibility is to
act personally on individual cases or transactions (e .g ., approve or deny
individual loan or credit actions; administer individual trust accounts; di­
rectly supervise a clerical staff) are not considered to be "corporate
officers" for purposes of applying the definition.
Level of Secretary's Responsibility (LR)

This factor evaluates the nature of the work relationship between
the secretary and the supervisor, and the extent to which the secretary is
expected to exercise initiative and judgment. Secretaries should be matched
at LR—1 or LR— described below according to their level of responsibility.
2

LR—1. Performs varied secretarial duties including or comparable
to most of the following:

a.

Answers telephones,
coming mail.

greets

personal ca lle rs,

and

opens

b. Answers telephone requests which have standard answ ers.
reply to requests by sending a form letter.

in­

May

c.

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

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

d.

Maintains supervisor's
instructed.

e. Secretary to the head of a large and important organizational seg ­
ment (e .g ., a middle management supervisor of an organizational

e.

Types, takes and transcribes dictation, and files.




calendar and

makes

appointments

as

SECRETARY— Continued

STENOGRAPHER— Continued

LR—
2.
P erform s duties described under LR—1 and, in addition p er­
form s tasks requiring greater judgment, initiative, and knowledge
of office functions including or comparable to m ost of the following:
a. Screens telephone and personal ca llers, determining which can
be handled by the supervisor's subordinates or other offices.
b.

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

c.

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

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

Explains su pervisor's requirements to other employees in super­
v is o r 's unit. (Also types, takes dictation, and files.)

The following tabulation shows the level of the secretary for each
LS and LR combination:

L evel of secre ta ry 's
supe rvisor

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

TYPIST

.

-

Stenographer, General. Dictation involves a normal routine vocabu­
lary. May maintain files, keep simple records, or perform other relatively
routine clerical tasks.

Level of secretary's responsibility
LR—1

T —l
LS—2
LS—
3
LS—
4

OR
Perform s stenographic duties requiring significantly greater in­
dependence and responsibility than stenographer, general, as evidenced by
the following: Work requires a high degree of stenographic speed and
accuracy; a thorough working knowledge of general business and office pro­
cedure; and of the specific business operations, organization, policies,
procedures, files, workflow, etc. Uses this knowledge in performing steno­
graphic duties and responsible clerical tasks such as maintaining follow­
up files; assembling material for reports, memoranda, and letters; com­
posing simple letters from general instructions; reading and routing incoming
m ail; and answering routine questions, etc.

Gl f » n« r,

_

Class D
Class C
Class B

LR—
2
Class
Class
Class
Class

D
C
B
A

STENOGRAPHER
P rim ary duty is to take dictation using shorthand, and to transcribe
the dictation. May also type from written copy. May operate frpm a
stenographic pool.
May occasionally transcribe from voice recordings (if
prim ary duty is transcribing from recordings, see Transcribing-M achine
Typist).
N O TE : This job is distinguished from that of a secretary in that a
secretary norm ally works in a confidential relationship with only one manager
or executive and perform s m ore responsible and discretionary tasks as
described in the secretary job definition.

Uses a typewriter to make copies of various materials or to make
out bills after calculations have been made by another person. May include
typing of stencils, m ats, or sim ilar materials for use in duplicating
p ro cesses.
May do clerical work involving little special training, such
as keeping simple records, filing records and reports, or sorting and
distributing incoming m ail.
Class A . Perform s one or more of the following: Typing material
in final form when it involves combining material from several sources; or
responsibility for correct spelling, syllabication, punctuation, etc., of 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
circum stances.
Class B . Perform s one or more of the following: Copy typing from
rough or clear drafts; or routine typing of fo rm s, insurance policies, etc.;
or setting up simple standard tabulations; or copying more complex tables
already set up and spaced properly.
FILE CLERK

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




F ile s, cla ssifies, 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.

31

FILE CLERK— Continued

ORDER CLERK— Continued

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

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

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

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

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

Positions
definitions:

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

are

classified

into

levels

according to

the following

Class A . Handles orders that involve making judgments such as
choosing which specific product or m aterial from the establishment's product
lines will satisfy the customer's needs, or determining the price to be quoted
when pricing involves more them m erely referring to a price list or making
some simple mathematical calculations.
Class B . Handles orders involving items which have readily iden­
tified uses and applications. May refer to a catalog, manufacturer's manual,
or sim ilar document to insure that proper item is supplied or to verify
price of ordered item.
A C C O U N T IN G C L E R K

SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private
branch exchange (PBX) system to relay incoming, outgoing, and intrasystem
calls. May provide information to ca llers, record and transmit m essag es,
keep record of calls placed and toll charges. Besides operating a telephone
switchboard or console, may also type or perform routine clerical work
(typing or routine clerical work may occupy the m ajor portion of the w orker's
tim e, and is usually perform ed while at the switchboard or console). Chief or
lead operators in establishments employing more than one operator are
excluded. For an operator who also acts as a receptionist, see Switchboard
Ope r ato r - Re ceptioni st.
SWITCHBOARD OPERATOR-RECEPTIONIST
At a single-position telephone switchboard or console, acts both as
an operator— see Switchboard Operator— and as a receptionist. Receptionist's
work involves such duties as greeting v isitors; determining nature of visitor's
business and providing approp.iate information; referring visitor to appro­
priate person in the organization or contacting that person by telephone and
arranging an appointment; keeping a log of v isitors.
ORDER CLERK
Receives written or verbal cu stom ers' purchase orders for m aterial
or merchandise from customers or sales people. Work typically involves
some combination of the following duties: Quoting prices; determining availa­
bility of ordered item s and suggesting substitutes when n ecessary; advising
expected delivery date and method of delivery; recording order and customer
in f o r m a t io n
on order sheets; checking order sheets for accuracy and




Performs 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
practices and procedures which relates to the clerical processing and re ­
cording of transactions and accounting information. With experience, the
worker typically becomes familiar with the bookkeeping and accounting term s
and procedures used in the assigned work, but is not required to have a
knowledge of the formal principles of bookkeeping and accounting.
Positions
definitions:

are

classified into levels

on the basis of the following

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

ACCOUNTING CLERK— Continued
where identification of items and locations of postings are clearly indicated;
checking accuracy and completeness of standardized and repetitive records
or accounting documents; and coding documents using a few prescribed
accounting codes.

COMPUTER SYSTEMS ANALYST, BUSINESS— Continued
Does not include employees primarily responsible for the man­
agement or supervision of other electronic data processing employees,
or systems analysts prim arily concerned with scientific or engineering
problems.

PAYROLL CLERK
Perform s the clerical tasks necessary to process payrolls and to
maintain payroll records.
Work involves most of the following: Processing
w orkers' time or production records; adjusting workers' records for changes
in wage rates, supplementary benefits, or tax deductions; editing payroll
listings against source records; tracing and correcting errors in listings;
and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical
knowledge of governmental regulations, company payroll policy, or the
computer system for processing payrolls.
KEY ENTRY OPERATOR
Operates keyboard-controlled data entry device such as keypunch
machine or key-operated magnetic tape or disk encoder to transcribe
data into a form suitable for computer processing. Work requires skill in
operating an alphanumeric keyboard and an understanding of transcribing
procedures and relevant data entry equipment.
Positions are
definitions:

Class A . Works independently or under only general direction on
complex problems involving all phases of systems 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
scheduling, inventory control, cost analysis, and sales analysis record in
which every item of each type is automatically processed through the full
system of records and appropriate followup actions are initiated by the
computer.) Confers with persons concerned to determine the data processing
problems and advises subject-m atter personnel on the implications of new or
revised systems of data processing operations. Makes recommendations, if
needed, for approval of major systems installations or changes and for
obtaining equipment.
May provide functional direction to lower level systems analysts
who are assigned to a ssist.

classified into levels on the basis of the following

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 entered from a variety of source documents.
On occasion may also perform routine work as described for class B.
NOTE: Excluded are operators above class A using the key entry
controls to a cce ss, read, and evaluate the substance of specific records to
take substantive actions, or to make entries requiring a sim ilar level of
knowledge.
Class B. Work is routine and repetitive. Under close supervision
or following specific procedures or detailed instructions, works from various
standardized source documents which have been coded and require little or no
selecting, coding, or interpreting of data to be entered. Refers to supervisor
problems arising from erroneous item s, codes, or missing information.

Professional and Technical
COMPUTER SYSTEMS A N A LYST , BUSINESS
Analyzes business problems to formulate procedures for solving
them by use of electronic data processing equipment. Develops a complete
description of all specifications needed to enable programmers to prepare
required digital computer program s.
Work involves most of the following:
Analyzes subject-m atter operations to be automated and identifies conditions
and criteria required to achieve satisfactory results; specifies number and
types of records, file s, and documents to be used; outlines actions to be
performed by personnel and computers in sufficient detail for presentation
to management and for programming (typically this involves preparation of
work and data flow charts); coordinates the development of test problems and
participates in trial runs of new and revised system s; and recommends
equipment changes to obtain more effective overall operations. (NOTE:
Workers performing both system s analysis and programming should be
classified as system s analysts if this is the skill used to determine their pay.)




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

Class B . Works independently or under only general direction on
problems that are relatively uncomplicated to analyze, plan, program, and
operate. Problem s are of limited complexity because sources of input data
are homogeneous and the output data are closely related. (For example,
develops system s for maintaining depositor accounts in a bank, maintaining
accounts receivable in a retail establishment, or maintaining inventory
accounts in a manufacturing or wholesale establishment.) Confers with
persons concerned to determine the data processing problems and advises
subject-m atter personnel on the implications of the data processing 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 assign­
ments and receives instruction and guidance on complex assignments. Work
is reviewed for accuracy of judgment, compliance with instructions, and to
insure proper alignment with the overall system .

Class C. Works under immediate supervision, carrying out analyses
as assigned, usually of a single activity. Assignments are designed to
develop and expand practical experience in the application of procedures and
skills required for system s analysis work. For example, may assist a higher
level system s analyst by preparing the detailed specifications required by
program m ers from information developed by the higher level analyst.
COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problem s, typically prepared by a
system s analyst, into a sequence of detailed instructions which are re­
quired to solve the problems by automatic data processing equipment.
Working from charts or diagram s, the programm er develops the pre­
cise instructions which, when entered into the computer system in coded

COMPUTER PROGRAMMER, BUSINESS— Continued

COMPUTER PROGRAMMER, BUSINESS— Continued

language, cause the manipulation of data to achieve desired results. Work
involves most of the following: Applies knowledge of computer capa­
bilities, mathematics, logic employed by computers, and particular sub­
ject 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 effi­
ciency or adapt to new requirements; maintains records of program de­
velopment and revisions. (NOTE: Workers performing both systems anal­
ysis and programming should be classified as systems analysts if this is
the skill used to determine their pay.)
Does not include employees prim arily responsible for the man­
agement or supervision of other electronic data processing employees,
or programmers prim arily concerned with scientific and/or engineering
problems.
For wage study purposes, program m ers are classified as

follows:

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




May guide or instruct lower level program m ers.
Class C . Makes practical applications of programming practices
and concepts usually learned in form al training courses. Assignments
are designed to develop competence in the application of standard pro­
cedures to routine problems. Receives close supervision on new aspects
of assignments; and work is reviewed to verify its accuracy and conformance
with required procedures.
COMPUTER OPERATOR
In accordance with operating instructions, monitors and operates
the control console of a digital computer to process data. Executes runs by
either serial processing (processes one program at a tim e) or multi­
processing (processes two or more program s simultaneously). The following
duties characterize the work of a computer operator:
- Studies
needed.

operating

- Loads equipment
paper, etc.).

instructions
w ith

to

required

determine
items

equipment

(tapes,

cards,

setup
disks,

- Switches necessary auxilliary equipment into system .
- Starts and operates computer.
- Responds to operating and computer output instructions.
- Reviews error m essages and makes corrections during operation
or refers problems.
- Maintains operating record.
May test-run new or modified program s. May a ssist in modifying
system s or programs. The scope of this definition includes trainees working
to become fully qualified computer operators, fully qualified computer
operators, and lead operators providing technical assistance to lower level
operators. It excludes workers who monitor and operate remote term inals.
Class A . In addition to work assignments described for a class B
operator (see below) the work of a class A operator involves at least one
of the following:
- Deviates from standard procedures to avoid the loss of infor­
mation or to conserve computer time even though the procedures
applied materially alter the computer unit's production plans.
- Tests new program s, applications, and procedures.
- Advises programmers
techniques.

and

subject-m atter

experts

on s e t u p

- A ssists in (1) maintaining, modifying, and developing operating
systems or program s; (2) developing operating instructions and
techniques to cover problem situations; and/or (3) switching to
emergency backup procedures (such assistance requires a working
knowledge of program language, computer features, and software
system s).
s
An operator at this level typically guides

lower level operators.

COMPUTER OPERATOR— Continued

COMPUTER DATA LIBRARIAN

Class B . In addition to established production runs, work assign­
ments include runs involving new program s, applications, and procedures
(i.e ., situations which require the operator to adapt to a variety of problems).
At this level, the operator has the training and experience to work fairly
independently in carrying out most assignments. Assignments may require
the operator to select from a variety of standard setup and operating
procedures.
In responding to computer output instructions or error con­
ditions, applies standard operating or corrective procedures, but may
deviate from standard procedures when standard procedures fail if deviation
does not m aterially alter the computer unit's production plans. Refers the
problem or aborts the program when procedures applied do not provide a
solution. May guide lower level operators.

Maintains library of media (tapes, disks, cards, cassettes) used
for automatic data processing applications.
The following or similar duties
characterize the work of a computer data librarian: Classifying, cataloging,
and storing media in accordance with a standardized system; upon proper
requests, releasing media for processing; maintaining records of releases
and returns; inspecting returned media for damage or excessive wear to
determine whether or not they need replacing. May perform minor repairs
to damaged tapes.

Class C . Work assignments are limited to established production
runs (i.e ., program s which present few operating problems). Assignments
may consist prim arily of on-the-job training (sometimes augmented by
cla ssroo m instruction). When learning to run program s, the supervisor or a
higher level operator provides detailed written or oral guidance to the
operator before and during the run. After the operator has gained experience
with a program , however, the operator works fairly independently in
applying standard operating or corrective . procedures in responding to
computer output instructions or error conditions, but refers problems to a
higher level operator or the supervisor when standard procedures fail.

DRAFTER
Perform s drafting work requiring knowledge and skill in drafting
methods, procedures, and techniques.
Prepares drawings of structures,
mechanical and electrical equipment, piping and duct systems and other
sim ilar equipment, system s, and assem blies.
Uses recognized systems of
sym bols, legends, shadings, and lines having specific meanings in drawings.
Drawings are used to communicate engineering ideas, designs, and informa­
tion in support of engineering functions.
The following are excluded when they constitute the primary purpose
of the job:
-

Cartographic work involving the preparation of maps or plats
and related m a teria ls, and drawings of geological structures; and

-

Supervisory work involving the management of a drafting program
or the supervision of drafters.

Positions
definitions.

The following duties characterize the work of a peripheral equipment

of

charts,

diagrams,

room

are classified into levels on the basis of the following

Class A. Works closely with design originators, preparing drawings
of unusual^ complex or original designs which require a high degree of
precision.
Perform s unusually difficult assignments requiring considerable
initiative, resourcefulness, and drafting expertise. A ssures that anticipated
problems in manufacture, assem bly, installation, and operation are resolved
by the drawings produced.
E xercises independent judgment in selecting and
interpreting data based on a knowledge of the design intent. Although working
prim arily as a drafter, may occasionally perform engineering design work
in interpreting general designs prepared by others or in completing missing
design details.
May provide advice and guidance to lower level drafters or
serve as coordinator and planner for large and complex drafting projects.

- Loading printers and plotters with correct paper; adjusting
controls for fo r m s, thickness, tension, printing density, and
location; and unloading hard copy.
- Labelling tape re e ls, disks, or card decks.
designated tape

- Setting controls which regulate operation of the equipment.
and error

Work involving t h e
preparation
arrangements, floor plans, etc.;

-

operator:

- Checking labels and mounting and dismounting
reels or disks on specified units or drives.

Illustrating work requiring artistic ability;

-

Operates peripheral equipment w h i c h directly supports digital
computer operations. Such equipment is uniquely and specifically designed
for computer applications, but need not be physically or electronically
connected to a computer.
P rinters, plotters, card read/punches, tape
readers, tape units or drives, disk units or drives, and data display units
are examples of such equipment.

Class B.
Prepares complete sets of complex drawings which
include multiple view s, detail drawings, and assem bly drawings. Drawings
include complex design features that require considerable drafting skill to
visualize and portray. Assignments regularly require the use of mathematical
formulas to compute weights, load capacities, dimensions, quantities of
m aterials, etc.
Working from sketches and verbal information supplied by
an engineer or designer, determines the most appropriate views, detail
drawings, and supplementary information needed to complete assignments.
Selects required information from precedents, manufacturers' catalogs, and
technical guides. Independently resolves most of the problems encountered.
Supervisor or designer may suggest methods of approach or provide advice
on unusually difficult problems.

indications and

- Examining tap es, cards, or other material for crea ses, tears,
or other defects which could cause processing problem s.
This classification excludes workers (1) who monitor and operate a
control console (see computer operator) or a remote term inal, or (2) whose
duties are lim ited to operating decollaters, bursters, separators, or sim ilar
equipment.




skill, and ability

-

PERIPHERAL EQUIPMENT OPERATOR

- Observing panel lights for warnings
taking appropriate action.

Design work requiring the technical knowledge,
to conceive or originate designs;

35

DRAFTER— Continued

ELECTRONICS TECHNICIAN— Continued

N O TE : Exclude drafters performing work of sim ilar difficulty to
that described at this level but who provide support for a variety of organi­
zations which have widely differing functions or requirements.

frequent engineering changes. Work involves: A detailed understanding of
the interrelationships of circuits; exercising independent judgment in p er­
forming such tasks as making circuit analyses, calculating wave form s,
tracing relationships in signal flow; and regularly using complex text in­
struments (e.g., dual trace o scilloscopes, Q -m e te r s, deviation m eters,
pulse generators).

Class C. Prepares various drawings of parts and a ssem blies,
including sectional profiles, irregular or reverse curves, hidden lin es, and
small or intricate details. Work requires use of m ost of the conventional
drafting techniques and a working knowledge of the term s and procedures of
the industry.
Fam iliar or recurring work is assigned in general term s;
unfamiliar assignments include information on methods, procedures, sources
of information, and precedents to be followed. Simple revisions to existing
drawings may be assigned with a verbal explanation of the desired results;
more complex revisions are produced from sketches which clearly depict
the desired product.
Class D. Prepares drawings of sim ple, easily visualized parts or
equipment from sketches or marked-up prints. Selects appropriate templates
and other equipment needed to complete assignments. Drawings fit fam iliar
patterns and present few technical problem s. Supervisor provides detailed
instructions on new assignm ents, gives guidance when questions a rise, and
reviews completed work for accuracy.
Class E . Working under close supervision, traces or copies
finished drawings, making clearly indicated revisions.
Uses appropriate
templates to draw curved lines. Assignments are designed to develop
increasing skill in various drafting techniques. Work is spot-checked during
progress and reviewed upon completion.
NOTE: Exclude d r a f t e r s performing elementary
receiving training in the m ost basic drafting methods.

tasks

while

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.
This classification excludes repairers of such standard electronic
equipment as common office machines and household radio and television
sets; production assem blers and te ste r s; workers whose primary duty is
servicing electronic test instruments; technicians who have administrative
or supervisory responsibility; and drafters, designers, and professional
engineers.
Positions
definitions:

are classified into levels on the basis of the following

Class A . Applies advanced technical knowledge to solve unusually
complex problems (i.e ., those that typically cannot be solved solely by
reference to manufacturers' manuals or sim ilar documents) in working on
electronic equipment. Examples of such problems include location and
density of circuitry, electromagnetic radiation, isolating malfunctions, and




Work may be reviewed by supervisor (frequently an engineer or
designer) for general compliance with accepted practices.
May provide
technical guidance to lower level technicians.
Class B. Applies comprehensive technical knowledge to solve com ­
plex problems (i.e ., those that typically can be solved solely by properly
interpreting manufacturers' manuals or sim ilar documents) in working on
electronic equipment. Work involves: A fam iliarity with the interrelation­
ships of circuits; and judgment in determining work sequence and in selecting
tools and testing instruments, usually less complex that 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.
Class C. Applies working technical knowledge to perform simple or
routine tasks In working on electronic equipment, following detailed in­
structions which cover virtually all procedures. Work typically involves such
tasks as: Assisting higher level technicians by performing such activities as
replacing components, wiring circu its, and taking test readings; repairing
simple electronic equipment; and using tools and common test instruments
(e .g ., multim eters, 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 in­
crease competence (including classroom training) so that worker can advance
to higher level technician.
Receives technical guidance, as required, from supervisor or higher
level technician. Work is typically spot-checked, but is given detailed review
when new or advanced assignments are involved.
REGISTERED INDUSTRIAL NURSE
A registered nurse gives nursing service under general medical
direction to ill or injured employees or other persons who become ill or
suffer an accident on the prem ises of a factory or other establishment.
Duties involve a combination of the following: Giving first aid to the ill or
injured; attending to subsequent dressing of em ployees' injuries; keeping
records of patients treated; preparing accident reports for compensation or
other purposes; assisting in physical examinations and health evaluations of
applicants and em ployees; and planning and carrying out programs involving

REGISTERED INDUSTRIAL NURSE— Continued
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 MACHINIST— Continued
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 m aterials, parts, and equipment required for this work;
and fitting and assembling parts into mechanical equipment. In general, the
machinist's work normally requires a rounded training in machine-shop
practice usually acquired through a form al apprenticeship or equivalent
training and experience.

MAINTENANCE CARPENTER

MAINTENANCE MECHANIC (MACHINERY)

P erform s the carpentry duties necessary to construct and maintain
in good repair building woodwork and equipment such as bins, cribs, counters,
benches, partitions, doors, flo o rs, stairs, casings, and trim made of wood
in an establishment. Work involves most of the following: Planning and
laying out of work from blueprints, drawings, m odels, or verbal instructions;
using a variety of carpenter's handtools, portable power tools, and standard
measuring instruments; making standard shop computations relating to di­
mensions of work; and selecting materials necessary for the work. In gen­
era l, the work of the maintenance carpenter 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 ex­
perience.
Excluded from this classification are workers whose primary
duties involve setting up or adjusting machines.

MAINTENANCE ELECTRICIAN
P erform s a variety of electrical trade functions such as the in­
stallation, maintenance, or repair of equipment for the generation, distri­
bution, or utilization of electric energy in am establishment. Work involves
m ost of the following; Installing or repairing any of a variety of electrical
equipment such as generators, tran sform ers, switchboards, controllers,
circuit breakers, m o to rs, heating units, conduit system s, or other tran s­
m ission equipment; working from blueprints, drawings, layouts, or other
specifications; locating and diagnosing trouble in the electrical system or
equipment; working stamdard computations relating to load requirements of
wiring or electrical equipment; and using a variety of electrician's handtools
and measuring amd testing instruments. In general, the work of the main­
tenance electrician requires rounded training amd experience usually acquired
through a form al apprenticeship or equivalent training and experience.
MAINTENANCE PAINTER
Paints and redecorates w alls, woodwork, am fixtures of an estab­
d
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
amd interstices; and applying paint with spray gun or brush. May mix colors,
o ils, white lead, amd other paint ingredients to obtain proper color or con­
sistency. In general, the work of the maintenance painter requires rounded
training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.
MAINTENANCE MACHINIST
Produces replacement parts and new parts in making repairs of
metal parts of mechanical equipment operated in an establishment. Work in­
volves most of the following: Interpreting written instructions and specifica­
tions; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard




MAINTENANCE MECHANIC (MOTOR VEHICLE)
Repairs automobiles, buses, motortrucks, and tractors of an estab­
lishment. Work involves most of the following: Examining automotive
equipment to diagnose source of trouble; disassembling equipment and per­
forming 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; r e ­
assembling and installing the various assem blies in the vehicle and making
necessary adjustments; and aligning wheels, adjusting brakes and lights, or
tightening body bolts. In general, the work of the motor vehicle maintenance
mechainc requires rounded training and experience usually acquired through
a formal apprenticeship or equivalent training and experience.
This classification d o e s not i n c l u d e
custom ers' vehicles in automobile repair shops.

mechanics

who

repair

MAINTENANCE PIPEFITTER
Installs or repairs water, steam, gas, or other types of pipe and
pipefittings in an establishment. Work involves m ost 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 pressu res, flow, and size of
pipe required; and making standard tests to determine whether finished pipes
meet specifications. In general, the work of the maintenance pipefitter
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience. Workers primarily
engaged in installing and repairing building sanitation or heating systems
are excluded.

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

MACHINE-TOOL OPERATOR (TOOLROOM)— Continued

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

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 classification does not
include machine-tool operators (toolroom) employed in tool and die jobbing
shops.
TOOL AND DIE MAKER
Constructs and repairs jig s, fixtures, cutting tools, gauges, or
metal dies or molds used in shaping or forming metal or nonmetallic
material (e .g ., plastic, plaster, rubber, glass).
Work typically involves:
Planning and laying out work according to m odels, blueprints, drawings, or
other written or oral specifications; understanding the working properties of
common metals and alloys; selecting appropriate m aterials, tools, and
processes required to complete task; making necessary shop computations;
setting up and operating various machine tools and related equipment; using
various tool and die m aker's handtools and precision measuring instruments;
working to very close tolerances; heat-treating metal parts and finished tools
and dies to achieve required qualities; fitting and assembling parts to p re­
scribed tolerances and allowances.
In general, the tool and die m aker's
work requires rounded training in machine-shop and toolroom practice
usually acquired through formal apprenticeship or equivalent training and
experience.

m il l w r ig h t

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

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).

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

STATIONARY ENGINEER
Operates and maintains one or m ore system s which "provide an
establishment with such services as heat, air-conditioning (cool, humidify,
dehumidify, filter, and circulate a ir), refrigeration, steam or high-tem pera­
ture water, or electricity. Duties involve: Observing and interpreting
readings on gauges, m eters, and charts which register various aspects of
the system 's operation; adjusting controls to insure safe and efficient opera­
tion of the system and to meet demands for the service provided; recording
in logs various aspects of the system 's operation; keeping the engines,
machinery, and equipment of the system in good working order. May direct
and coordinate activities of other workers (not stationary engineers) in p er­
forming tasks directly related to operating and maintaining the system or
system s.

MACHINE-TOOL OPERATOR (TOOLROOM)
Specializes in operating one or more than one type of machine
tool (e.g ., jig borer, grinding machine, engine lathe, milling machine) to
machine metal for use in making or maintaining jig s, fixtures, cutting tools,
gauges, or metal dies or molds used in shaping or forming metal or
nonmetallic m aterial (e .g ., plastic, plaster, rubber, glass). Work typically
involves: Planning and performing difficult machining operations which
require complicated setups or a high degree of accuracy; setting up machine
tool or tools (e .g ., install cutting tools and adjust guides, stops, working
tables, and other controls to handle the size of stock to be machined;
determine proper feeds, speeds, tooling, and operation sequence or select
those prescribed in drawings, blueprints, or layouts); using a variety of
precision measuring instruments; making necessary adjustments during
machining operation to achieve requisite dimensions to very close tolerances.
May be required to select proper coolants and cutting and lubricating o ils,
to recognize when tools need dressing, and to dress tools. In general, the




The classification excludes head or chief engineers in establishments
employing more than one engineer; workers required to be skilled in the
repair of electronic control equipment; and workers in establishments pro­
ducing electricity, steam, or heated or cooled air prim arily for sale.
BOILER TENDER
Tends one or more boilers to produce steam or high-temperature
water for use in an establishment.
F ires boiler.
Observes and interprets
readings on gauges, m eters, and charts which register various aspects of
boiler operation. Adjusts controls to insure safe and efficient boiler opera­
tion and to meet demands for steam or high-temperature water.
May also

38

BOILER TENDER— Continued

SHIPPER AND RECEIVER— Continued

do one or m ore of the following: Maintain a log in which various aspects
of boiler operation are recorded; clean, oil, make minor repairs or a ssist
in repairs to boilerroom equipment; and, following prescribed methods,
treat boiler water with chem icals and analyze boiler water for such things
as acidity, causticity, and alkalinity.

receipts, or other records; checking for damaged goods; insuring that
goods are appropriately identified for routing to departments within the
establishment; preparing and keeping records of goods received.
For wage study purposes, workers are classified as follows:

The classification excludes workers in establishments producting
electricity, steam , or heated or cooled air prim arily for sale.

Shipper
Receiver
Shipper~and receiver

Material Movement and Custodial

WAREHOUSEMAN
TRUCKDRIVER
A s 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
taking inventory of stored m aterials; examining stored materials and r e ­
porting deterioration and damage; removing material from storage and
preparing it for shipment.
May operate hand or power trucks in performing
warehousing duties.

Drives a truck within a city or industrial area to transport
m aterials, merchandise, equipment, or workers between various types of
establishments such a s: Manufacturing plants, freight depots, warehouses,
wholesale and retail establishm ents, or between retail establishments and
cu stom ers' houses or places of business. May also load or unload truck
with or without h elpers, make minor mechanical repairs, and keep truck in
good working order. Salesroute and over-the-road drivers are excluded.
For wage study purposes, truckdrivers are classified by type and
rated capacity of truck, as follow s:

Exclude workers whose primary duties involve shipping and r e ­
ceiving work (see Shipper and Receiver and Shipping Packer), order filling
(see Order F ille r), or operating power trucks (see Power-Truck Operator).

Truckdriver, light truck
(straight truck, under IV2 tons, usually 4 wheels)
Truckdriver, medium truck
(straight truck, IV2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
T ruckdriver, tractor -trailer

ORDER FILLER

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 in­
dicating items filled or omitted, keep records of outgoing orders, requisition
additional stock or report short supplies to supervisor, and perform other
related duties.

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

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
container; and applying labels or entering identifying data on container.
Packers who also make wooden boxes or crates are excluded.

Shippers typically are responsible for most of the following:
Verifying that orders are accurately filled by comparing items and quantities
of goods gathered for shipment against documents; insuring that shipments
are properly packaged, identified with shipping information, and loaded into
transporting veh icles; preparing and keeping records of goods shipped, e .g .,
m an ifests, bills of lading.
R eceivers typically are responsible for most of the following:
Verifying the correctness of incoming shipments by comparing items and
quantities unloaded against bills of lading, invoices, m anifests, storage




39

M ATERIAL HANDLING LABORER

GU ARD— C ontinue d

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.

Guards employed by establishments which provide protective s e r ­
vices on a contract basis are included in this occupation.

POW ER-TRUCK OPERATOR
Operates a manually controlled gasoline- or electric-pow ered 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
Pow er-truck operator (other than forklift)

For wage study purposes, guards are classified as follows:
Class A . Enforces regulations designed to prevent breaches of
security. Exercises judgment and uses discretion in dealing with em er­
gencies and security violations encountered. Determines whether first
response should be to intervene directly (asking for assistance when deemed
necessary and time allows), to keep situation under surveillance, or to re­
port situation so that it can be handled by appropriate authority. Duties
require specialized training in methods and techniques of protecting security
areas. Commonly, the guard is required to demonstrate continuing physical
fitness and proficiency with firearm s or other special weapons.
Class B . Carries out instructions prim arily oriented toward in­
suring that emergencies and security violations are readily discovered and
reported to appropriate authority. Intervenes directly only in situations which
require minimal action to safeguard property or persons. Duties require
minimal training. Commonly, the guard is not required to demonstrate
physical fitness. May be armed, but generally is not required to demonstrate
proficiency in the use of firearm s or special weapons.
JANITOR, PORTER, OR CLEANER
Cleans and keeps in an orderly condition factory working areas and
washrooms, or prem ises of an office, apartment house, or comm ercial or
other establishment. Duties involve a combination of the following: Sweeping,
mopping or scrubbing, and polishing flo ors; removing chips, trash, and other
refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or
trim m ings; providing supplies and minor maintenance serv ices; and cleaning,
lavatories, showers, and restroom s. W orkers who specialize in' window
washing are excluded.

GUARD
Protects property from theft or damage, or persons from hazards
or interference. Duties involve serving at a fixed post, making rounds on
foot or by motor vehicle, or escorting persons or property. May be deputized
to make a rrests. May also help visitors and customers by answering
questions and giving directions.




40

Area Wage
Surveys
A l i s t o f th e la t e s t b u lle t in s a v a ila b le is p r e s e n t e d b e lo w . B u lle tin s
m a y b e p u r c h a s e d f r o m a n y o f th e B L S r e g io n a l o f f i c e s s h o w n on th e b a c k
c o v e r , o r f r o m th e S u p e r in te n d e n t o f D o c u m e n ts , U .S. G o v e r n m e n t P r in t in g
O f f ic e , W a s h in g to n , D .C . 2 0 4 0 2 . M a k e c h e c k s p a y a b le to S u p e r in te n d e n t o f
D o cu m e n ts.
A d i r e c t o r y o f o c c u p a t io n a l w a g e s u r v e y s , c o v e r i n g th e y e a r s
1970 th r o u g h 1977, is a v a ila b le on r e q u e s t .

A rea

Akron, Ohio, Dec. 1978 _______________________________________
Albany^-Schenectady—
Troy, N .Y ., Sept. 1978 1_______________
Anaheim—
Santa Ana—
Garden Grove,
C alif., Oct. 1 9 7 8 1 ____________________________________________
Atlanta, G a ., May 1978 1 ______________________________________
Baltim ore, Md., Aug. 1 9 7 8 1 __________________________________
B illings, Mont., July 1978____________________________________
Birmingham, A la ., M ar. 1978________________________________
Boston, M a ss., Aug. 1 9 7 8 1___________________________________
Buffalo, N .Y ., Oct. 1 9 7 8 1_____________________________________
Canton, Ohio, May 1978_______________________________________
Chattanooga, Tenn.—
Ga., Sept. 1978 1________________________
Chicago, 111., May 197 8 _______________________________________
Cincinnati, Ohio—
Ky.—Ind., July 1978________________________
Cleveland, Ohio, Sept. 1978___________________________________
Columbus, Ohio, Oct. 1978 1 __________________________________
Corpus Christi, T ex., July 1978_____________________________
Dallas—
Fort Worth, T ex ., Oct. 1978 1
________________________
Davenport—Rock Island—Moline, Iowa—
111., Feb. 1978______
Dayton, Ohio, Dec. 1978 ______________________________________
Daytona Beach, F la ., Aug. 1978 _____________________________
Denver—
Boulder, C olo., Dec. 1978___________________________
Detroit, M ich., M ar. 1979 1___________________________________
Fresno, C alif., J u n e l 9 7 8 1___________________________________
Gainesville, F la ., Sept. 1978 _________________________________
Gary—
Hammond— ast Chicago, Ind., Aug. 1979 1___________
E
Green Bay, W is., July 1 9 7 8 1 _________________________________
Greensboro— inston-Salem —
W
High Point,
N .C ., Aug. 1978_______________________________________________
Greenville—
Spartanburg, S .C ., June 1978 ___________________
Hartford, Conn., M ar. 1 9 7 8 1 _________________________________
Houston, T ex., Apr. 1978 _____________________________________
Huntsville, A la ., Feb. 1979___________________________________
Indianapolis, Ind., Oct. 1 9 7 8 1 ________________________________
Jackson, M is s ., Jan. 1979 1___________________________________
Jacksonville, F la ., Dec. 1978 ________________________________
Kansas City, M o .-K a n s., Sept. 1978 _________________________
Los Angeles—Long Beach, C alif., Oct. 1978 1 _______________
Louisville, Ky.—Ind., Nov. 1978 ______________________________
Memphis, Tenn.— rk.—M i s s ., Nov. 1978 ____________________
A




B u lle tin n u m b e r
and p r i c e *

2025-63, $ 1 .0 0
2025-58, $ 1 .2 0
2025-65, $1 .3 0
2025-28, $1 .4 0
2025-50, $1 .5 0
2025-38, $ 1 .0 0
2025-15, 80 cents
2025-43, $1 .5 0
2025-71, $1 .3 0
2025-22, 70 cents
2025-51, $ 1 .2 0
2025-32, $1 .3 0
2025-39, $1 .1 0
2025-49, $1.30
2025-59, $1.50
2025-29, $1.00
2025-52, $1.50
2025-6, 70 cents
2025-66, $1 .0 0
2025-48, $1 .0 0
2025-68, $ 1 .2 0
2050-7, $1 .5 0
2025-31, $1 .2 0
2025-45, $ 1 .0 0
(To be surveyed)
2025-41, $ 1 .2 0
2025-46,
2025-30,
2025-14,
2025-23,
2050-3,
2025-57,
2050-9,
2025-67,
2025-53,
2025-61,
2025-69,
2025-62,

$1 .0 0
$1 .0 0
$ 1 .2 0
$1 .2 0
$1 .0 0
$1 .5 0
$1.20
$ 1 .0 0
$1 .3 0
$1 .5 0
$ 1 .0 0
$ 1.00

A rea

Miami, F la., Oct. 1 9 7 8 1
_______________________________________
Milwaukee, W is., Apr. 1979__________________________________
Minneapolis—
St. Paul, Minn.—W is., Jan. 1979_______________
Nassau—
Suffolk, N. Y., June 1978 1____________________________
Newark, N .J ., Jan. 1979_______________________________________
New Orleans, La., Jan. 1979 1_______________________________
New York, N .Y .-N .J ., M a y l9 7 8 1 ____________________________
Norfolk—Virginia Beach—
Portsmouth, Va.—
N .C ., May 1978 _______________________________________________
Norfolk—Virginia Beach—Portsmouth and
Newport News—
Hampton, Va.— .C ., May 1978______________
N
Northeast Pennsylvania, Aug. 1978 __________________________
Oklahoma City, Okla., Aug. 1978_____________________________
Omaha, Nebr.—Iowa, Oct. 1978_______________________________
Paterson—
Clifton— assaic, N.J., June 1978 1________________
P
Philadelphia, P a .-N .J ., Nov. 1978 ___________________________
Pittsburgh, Pa., Jan. 1978 ___________________________________
Portland, Maine, Dec. 1 9 7 8 1 _________________________________
Portland, Oreg.—Wash., May 1978 ___________________________
Poughkeepsie, N. Y ., June 1978 1_____________________________
Poughkeepsie—
Kingston—
Newburgh, N .Y ., June 1 9 7 8 1 _____
Providence—
Warwick—
Pawtucket, R.I.—
M a ss., June 1978_____________________________________________
Richmond, Va., June 1978____________________________________
111., Mar. 1978 _______________________________
St. Louis, Mo.—
Sacramento, C alif., Dec. 1978 _______________________________
Saginaw, Mich., Nov. 1978 ____________________________________
Salt Lake City—Ogden, Utah, Nov. 1978 1 ____________________
San Antonio, Tex., May 1978 _________________________________
San Diego, C alif., Nov. 1978__________________________________
San Francisco—
Oakland, C alif., Mar. 1978 1__________________
San Jose, C alif., Mar. 1978 1 _________________________________
Seattle—Everett, Wash., Dec. 1978___________________________
South Bend, Ind., Aug. 1978___________________________________
Toledo, Ohio—
Mich., May 1978 1 _____________________________
Trenton, N.J., Sept. 1978 1 ___________________________________
Utica—Rome, N .Y ., July 1978_________________________________
Washington, D.C.—
Md.—Va., Mar. 1979_______________________
Wichita, K ans., Apr. 1978____________________________________
W orcester, M ass., Apr. 1978 1_______________________________
York, Pa., Feb. 1979__________________________________________

B u lle tin n u m b e r
and p r i c e *

2025-60,
2050-8,
2050-1,
2025-33,
2050-5,
2050-2,
2025-35,

$1.30
$1.30
$1.30
$1.30
$1.30
$1.30
$1.50

2025-20, 70 cents
2025-21,
2025-47,
2025-40,
2025-56,
2025-36,
2025-54,
2025-3,
2025-70,
2025-25,
2025-37,
2025-42,

80 cents
$1.00
$ 1.00
$1.00
$1.20
$1.30
$1.10
$1.20
$1.00
$1.10
$1.20

2025-27,
2025-26,
2025-13,
2025-75,
2025-64,
2025-72,
2025-17,
2025-73,
2025-10,
2025-9,
2025-74,
2025-44,
2025-24,
2025-55,
2025-34,
2050-4,
2025-16,
2025-19,
2050-6,

$1.40
80 cents
$ 1.20
$1.00
$ 1.00
$1.30
70 cents
$1.00
$1.40
$1.20
$1.00
$1.00
$1.20
$1.20
$1.00
$1.20
80 cents
$1.10
$1.00

* Prices are determ ined by the Government Printing O ffice and are subject to change.
1 Data on establishm ent practices and supplementary w age 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 I
t

Region 11
1

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 (Area Code 212)

3535 Market Street,
P O Box 13309
Philadelphia, Pa 19101
Phone 596-1154 (Area Code 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 Colum bia
Maryland
Pennsylvania
Virginia
West Virginia

Alabama
Florida
Georgia
Kentucky
M ississipp i
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 a C o d e 312)

Second Floor
555 Gritfin Square Building
Dallas, Tex 75202
Phone: 767-6971 (A re a C o d e 214)

Federal O ffice Building
911 Walnut St., 15th Floor
Kansas City, Mo 64106
Phone 374-2481 (Area Code 816)

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

Arkansas
Louisiana
New Mexico
Oklahoma
Texas

VII

VIII

IX

X

Iowa
Kansas
Missouri
Nebraska

Colorado
Montana
North Dakota
South Dakota
Utah
Wyoming

Arizona
California
Hawaii
Nevada

Alaska
Idaho
Oregon
Washington

Illinois
Indiana
Michigan
Minnesota
Ohio
W isconsin




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