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Area
Wage
Survey
U.S. Department of Labor




Green Bay, Wisconsin,
Metropolitan Area
July 1979

Preface
This bulletin provides results of a July 1979 survey of occupational
earnings and supplementary wage benefits in the Green Bay, Wisconsin,
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 Chicago, 111., under the general
direction of Lois L. O rr, Assistant Regional Commissioner for Operations.
The survey could not have been accomplished without the cooperation of
the many firms whose wage and salary data provided the basis for the
statistical information in this bulletin. The Bureau wishes to express sincere
appreciation for the cooperation received.
Material in this publication is in the public domain and may be
reproduced without perm ission of the Federal Government.
Please credit
the Bureau of Labor Statistics and cite the name and number of this
publication.




Area
Wage
Survey

Green Bay, Wisconsin,
Metropolitan Area
July 1979

U.S. Department of Labor
Ray Marshall, Secretary

Contents

Page

Introduction..

2

Page

Bureau of Labor Statistics
Janet L. Norwood, Commissioner
October 1979
Bulletin 2050-31

For sale by the Superintendent ot Docu­
ments. U.S Government Printing Office,
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Federalintendent ofBank of St. Louis
Reserve Documents

Tables:
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
6
technical workers, by sex_____________
A -4. Hourly earnings of maintenance,
toolroom, and powerplant
workers_________________________________ 7
A -5. Hourly earnings of material
movement and custodial w orkers_____
8
A -6. Average hourly earnings of
maintenance, toolroom, powerplant, material movement, and
custodial workers, by s e x ____________
9
A-l.
Percent increases in average
hourly earnings for selected
occupational groups____________________ 10
A -8. Average pay relationships
within establishments
for white-collar workers_______________ l l
A -9. Average pay relationships
within establishments
for blue-collar workers________________ 12

Appendix A. Scope and method of survey________ 14
Appendix B. Occupational descriptions__________ 17

Introduction

This area is 1 of 72 in which the U.S. Department of Labor's
Bureau of Labor Statistics conducts surveys of occupational earnings and
related benefits.
(See list of areas on inside back cover.) In each area,
earnings data for selected occupations (A -se r ie s tables) are collected
annually. Information on establishment practices and supplementary wage
benefits (B -se r ie s tables) is obtained every third year. This report has
no B -se r ie s tables.

manufacturing and nonmanufacturing industries. The occupations are defined
in Appendix B. For the 31 largest survey areas, tables A - 10 through A - 15
provide similar data for establishments employing 500 workers or m ore.
Table A -7 provides percent changes in average hourly earnings
of office clerical workers, electronic data processing workers, industrial
nurses, skilled maintenance trades workers, and unskilled plant workers.
Where possible, data are presented for all industries and for manufac­
turing and nonmanufacturing separately. Data are not presented for skilled
maintenance workers in nonmanufacturing because the number of workers
employed in this occupational group in nonmanufacturing is too sm all to
warrant separate presentation.
This table provides a measure of wage
trends after elimination of changes in average earnings caused by employ­
ment shifts among establishments as well as turnover of establishments
included in survey samples. For further details, see appendix A.

Each year after all individual area wage surveys have been co m ­
pleted, two summary bulletins are issued.
The first brings together data
for each metropolitan area surveyed; the second presents national and
regional estim ates, projected from individual metropolitan area data, for
all Standard Metropolitan Statistical Areas in the United States, excluding
Alaska and Hawaii.
A major consideration in the area wage survey program is the need
to describe the level and movement of wages in a variety of labor 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 assistance in
determining plant location. Survey results also are used by the U.S. Depart­
ment of Labor to make wage determinations under the Service Contract Act
of 1965.

Tables A - 8 and A -9 provide for the first time m easures of average
pay relationships within establishments. These m easures may differ con­
siderably from the pay relationships of overall averages published in tables
A - l through A -6 . See appendix A for details.

Appendixes

A -s e r ie s tables

Appendix A describes the methods and concepts used in the area
wage survey program and provides information on the scope of the survey.

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

Appendix B provides job descriptions
presentatives to classify workers by occupation.




2

used by

Bureau field

re­

Earnings
Table A-1. Weekly earnings of office workers. Green Bay, Wis., July 1979
Weekly earnings
(standard)

O cc u p a t io n and i n d u s t r y d i v i s i o n

SECRETARIES............................................................
MANUFACTURING................................................
NONMANUFACTURING........................................

Number
of
woiken

187
103
84

Average
weekly
hours1
(standard)

Me u i 2

3 9.5 $ 21 7.50
245.00
40.0
184 .50
39.5

Median 2

$ 2 0 2 .0 0
265.00
176.00

NUMBER OF WORKERS RECEIVING
110
AND
UNDER
120

Middle range 2

$ 1 7 4 . CD—$ 2 6 5 . 0 0
1 9 8 .5 0 - 273.50
1 6 3 . 0 0 - 201.50

130

140

15 0

160

170

180

190

200

210'

2 20

240

260

280

300

320

340

360

3 80

400

130

140

150

16 C

170

ISO

190

200

210

220

240

260

280

300

320

340

360

380

400

420

11
3
8

13

~

4

19
9
10

13
9
4

16
7
9

15
7
8

39
38
1

8
7
1

2
2

2
2

-

2
2

-

i

8
2
5

5
4

14

13
2
11

4
2

4

-

-

-

-

-

2

2

i

2

7

2

-

-

-

4

_

2

2
-

2

2

4

SECRETARIES. CLASS B ............................................

24

40.0

237.50

228.50

1 9 2 .0 0 -

2 5 2 .5 0

-

-

-

-

-

-

1

4

SECRETARIES. CLASS C ...........................................
MANUFACTURING.................................................................

24
22

40.0
40.0

247.50
263 .00

235.00
287.00

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

287.00
307.50

-

_

-

-

-

-

-

-

2
2

2
1

SECRETARIES. CLASS 0 ............................................
NONMANUFACTURING.......................................

95
45

39.5
39.0

210 .50
166.50

207.00
165.00

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

265.00
181.00

1
1

3

2
2

11
8

4
4

9
8

7
6

3
3

“

3

SECRETARIES. CLASS E ...........................................

30

40.0

190 .50

186.00

172 .0 0 -

198.00

-

-

TRANSCRIBING-MACHINE TYPISTS ......................

57

40.0

162 .00

155 .50

128 .0 0 -

176.00

-

9

TYPISTS ................................................................................................
MANUFACTURING.................................................................

26
18

39.5
39.5

177 .50
194 .50

157 .50
181.50

1 4 9 .0 0 1 56 .50-

217.00
233.50

_

-

1
-

4
1

i i

2

7
2

2
2

1
1

4
3

4
2

1

______ 2

-

-

4
2

2

-

-

2

2

_

_

_

_

_

_

-

-

-

-

-

-

-

-

7

5

a

4

2

-

1

-

1

-

1

-

-

-

-

-

4

14

3

2

-

3

2

s

-

-

-

-

-

-

-

-

-

2
-

6
4

3
3

1
1

1
1

_

_

4
4

_

_

_

_

_

_

-

2
2

_

-

-

-

-

-

-

-

-

-

-

-

2

-

_
-

2
2
"

-

-

_
-

2
2

164 .50

154 .50

1 3 6 .0 0 -

171.00

-

1

2

2

5

-

-

159 .50
202.50
135 .00

142 .50
215 .50
131 .00

1 25 .001 7 3 .0 0 1 2 2 .0 0 -

191 .50
223.50
142.50

4

7

-

7

5
2
3

2
2

4

4
1
3

1

-

7
7

“

2
2
1

-

2
2
-

FILE CLERKS. CLASS B................................

28

40.0

168 .00

147 .00

1 3 1 .5 0 -

216.50

2

2

7

2

2

-

2

-

2

-

3

2

SWITCHBOARD OPERATORRECEPTIONISTS.....................................................
MANUFACTURING................................................

52
24

39.5
40.0

157.00
169 .50

151.00
157.50

1 3 8 .0 0 152 .0 0 -

163.00
173.00

2
1

13
1

11
2

8
8

10

2
2

1
1

2
2

-

-

_

-

1
1

2
2

ORDER CLERKS.........................................................
MANUFACTURING................................................

51
27

39.5
29.5

203 .50
202.00

204 .00
196.50

177 .0 0 1 73 .50-

225.50
250.00

1
1

1
1

4
3

i
i

9
5

1
1

2
2

19
4

-

9
5

2

-

3

ORDER CLERKS. CLASS B.............................
MANUFACTURING................................................

26
25

29.5
39.5

195.50
197 .50

188 .00
193 .00

157 .5 0 1 7 2 .0 0 -

240.00
250.00

1
1

1
1

4
3

i

_

2
2

4
4

_

-

1
1

_

i

5
5

"

-

4
4

a
2

ACCOUNTING CLERKS.............................................
MANUFACTURING................................................
NONMANUFACTURING........................................

342
149
193

40.0
40.0
40.0

202 .50
201.00
203.00

173 .00
175 .00
171 .50

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

229.00
220.00
2 4 4 .0 0

-

10
1
9

20
2
18

34
15
19

31
12
19

48
23
25

41
28
13

23
8
15

11
7
4

19
11
8

10
4
6

13
6
7

24
11
13

ACCOUNTING CLERKS. CLASS A.................
M
ANUF ACTURING................................................
NONMANUFACTURING........................................
PUBLIC U TIL ITI E S...................................

98
35
62
40

40.0
40.0
40.0
40.0

250.00
218.50
267.50
210.00

219 .50
183 .00
263 .00
335 .00

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

221.50
249.00
247.50
267.00

-

-

-

2
~

2
2

10
2
8
4

1
“

7
2
5
2

2
i
2
-

4
4

2

8
1
7
2

6
4

-

16
13
3
1

1

-

2
-

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

244
114
130

40.0
40.0
40.0

183 .00
196.00
172 .00

168 .00
174 .00
160.50

1 48 .501 6 0 .0 0 1 4 4 .0 0 -

201.00
205.50
138.50

32
1C
22

33
27
6

13
6
7

10
7
2

12
9
2

7
2
4

7
2
5

“
10
1
9

20
2
18

See f oo tn ote s at end of ta bl es .




3

-

10

39.5

-

2

-

40.0
40.0
40.0

-

-

_

36

41
15
26

-

-

2
2

15

_

2

_

4
4

TYPISTS. CLASS B..........................................................

-

i

5
5

FILE CLERKS...................................................................................
MANUFACTURING................................................
NONMANUFACTURING........................................

_

OF—

120

-

1
1

STRAIGHT--TIME WEEKLY EARNINGS (IN DOLLARS)

32
15
17

29
10
19

1

6

1

-

-

-

-

-

-

-

-

-

,

_

_

_

_

_

_

_

_

2

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

2

-

-

-

-

-

-

-

-

-

_

_

_

_

_

_

_

_

_

_

-

_

_

_

_

1
1

-

-

-

-

-

-

_

_

_

_

_

_

_

-

-

-

-

-

-

-

8
2
5

9
4
5

a

4
4

6
2
4

9
2
7

9
2
7

5
2
3

4
2
2

5
2
2

2

4

4

7

7

-

-

-

-

-

-

2

-

i

3

4
4

4
4

7
7

7
7

5
2
2
2

4
2
2
2

20
7
13

2

6
4
2

4
4

2
2

2
2

2
2

2

_

_

_
_

Table A-1. Weekly earnings of office workers. Green Bay, Wis., July 1979— Continued
" "^ e e k l ^ e a r n l n g s ^ ^ ™
(standard)
Number

O ccu p at ion and in d u s t r y d i v i s i o n

of
worker!

Average
weekly
hours1
(standard)

M ean2

Median 2

NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY EARNINGS (IN

Middle range 2

$ 1 6 6 .0 0 — 26 1.50
$
1 8 8 .5 0 - 299 .00
1 9 6 . 5 0 - 239 .50

c l e r k s ....................................................
MANUFACTURING...............................................
NONMANUFACTURING.......................................

91

90.0

21
20

<(0.0

$22 0.50
290 .50
199 .50

$208.00
2 1 9 .0 0
1 80 .00

KEY ENTRY OPERATORS.......................................
MANUFACTURING...............................................
NONMANUFACTURING.......................................
PUBLIC UTI LIT IE S..................................

115
62
83
17

39.5
<(0.0
29.5
<(0.0

167 .50
171 .50
169 .50
200.50

160 .00
15 8 .0 0
162 .00
180 .00

197 .5 0 199 .5 0 190 .0 0 169 .0 0 -

180 .00
175 .50
180 .00
228.00

KEY ENTRY OPERATORS. CLASS A...........
MANUFACTURING...............................................

76
25

39.5
<(0.0

185 .00
202 .00

1 80 .00
210 .00

1 6 2 .0 0 166 .0 0 -

69
27
32

39.5
<(0.0
33.5

198 .00
151 .00
199 .50

19 7 .5 0
15 1 .0 0
12 3 .0 0

1 3 0 .0 0 128 .0 0 128 .0 0 -

157.50
158 .00
155 .50

payrol l

90.0

120

190

15C

160

170

180

190

200

210

2 20

290

260

280

300

320

290

360

380

900

130

190

150

160

170

180

190

200

210

220

290

260

280

300

220

290

360

380

9 CO

920

9
2
2

1
1

6
3
3

2
2
-

2

3
1
2

2

-

-

17

1

11

15

16

17

1

11

15

4

10
6
9
“

27
16
11
1

13
5
13
9

15
8
7
3

19
1
18
1

2
1
1
-

9
1

1G

See foo tno tes at end of ta b l e s .




OF—

120

210.00
292.00

KEY ENTRY OPERATORS. CLASS B...........
MANUFACTURING...............................................
NONMANUFACTURING.......................................

110
AND
UNDER
120

COLLARS)

8
1

19
5

11
9

18
1

1
-

6
5
1

19
15
9

9

9

1

1
1

9

1

Table A-2. Weekly earnings of professional and technical workers. Green Bay, Wis., July 1979
Weekly earning* 1
(standard)

O cc u p a t io n and i n d u s t r y d i v i s i o n

COMPUTrR p r o g r a m m e r s
MANUFACTURING.. . .

NUMEER OF WORKERS RECEIVING

(standard)

M ean2

$288.00
257.00

M edian2

$ 2 8 7 .0 0
227.50

120
AN0
UNDER
130

Middle range2

$241 . 0 0 —$23 6 . 0 0
2 2 0 .5 0 - 296 .50

16C

170

180

190

200

210

220

2 30

240

260

280

300

320

340

360

380

400

140

150

160

17C

180

190

200

210

2 20

230

240

260

280

300

320

340

360

380

4 CO

420

~

“

~

1
1

1
1

1
1

6
2

8
1

10
2

9
-

12
2

5
-

9
1

9
1

1
1

2

~

1
1

5

“

-

4
1%
2

2
2

2
1
1

7
1
6

8
2
6

7
3
4

4
1
2

6
7
2

2
_
2

5
7
2

5
1
4

1
1

_

1
1

2
2

2
2

2
2

-

-

5
3

4
1

i
i

5
2

2
2

2

“

1
“

*
1
4

1
~

-

1
"

2
2

1
1

7
6

3
3

3
3

2
2

_

_

_

_

-

-

1
-

-

-

2
2

2
2

-

4
4

5
5

4
4

6
6

16
16

9
9

10

6
6

-

-

-

-

-

-

-

-

-

-

4
4

10
10

8

8

8

8

39.5
<*0.0
39.5

212.00
233.50
1 9 9 . CO

198 .00
2 12 .D
O
190.00

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

232.00
257.00
219.00

1
1

29
18

39.5
39.5

2 1 2 . CO
210.50

212.00
219.C
O

1 89 .001 91 .00-

232.00
232.00

-

-

23
18

29.5
39.5

177.50
178.00

173.00
175.50

1 67 .501 7 2 .0 0 -

194.00
188.00

1
-

-

2
1

10 9
83

<*0.0
<*0.0

283.00
252.50

250.00
232 .C
O

2 2 0 .0 0 2 19 .00-

220.50
295.50

-

-

-

CLASS A.

20

30.0

3 4 8 . CO

353.00

317 .0 0 -

385.00

-

DRAFTERS. CLASS B.
MANUFACTURING....

51
48

40.0
40.0

2 6 7 .CO
260.50

250.00
247 .50

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

298.00
295.00

CLASS

COMPUTER OPERATORS
NONMANUFACTURING.

CLASS C..............

B

..............

DRAFTERS.............................
MANUFACTURING....
DRAFTERS.

-

-

See fo ot n ot es at end o f ta bl e s.




OF—

150

CO
22
37

COMPUTER OPERATORS
NONMANUFACTURING.

(IN DOLLARS)

140

39.5
39.5

...................................

STRAIGHT--TIME WEEKLY EARNINGS

130

80
IS

COMPUTER OPERATORS..
MANUFACTURING....
NCNKANUFACTURING.

( BUSINESS). . . .

Number
of
worker*

Average

5

2

8

_

1

-

1

_

_

_

_

-

-

-

-

-

_

_

_

_

_

_

-

-

-

-

-

-

-

7
6

7
6

9
7

6
5

2
-

7
2

i
-

2

1

2

1

5

-

7

i

4
4

5
5

2

6
6

_

2

_

_

-

_

2

-

_

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,
Green Bay, Wis., July 1979
A v eru e
(m ea n *)

O cc up at io n, s e x , 3 and ind ustry d i v i s i o n

Number
of
woik era

Week hr
hour*

(standard)

Weekly
earnings1
(standard)

OFFICE OCCUPATIONS M
EN
ORDER CLERKS.........................................................

26

80.0

55
20
25

49 .0
40 .0
80.0

ACCOUNTING CLERKS, CLASS A................

O cc up at io n,

s e x , 3 and industry d i v i s i o n

Weekly
hours
(standard)

Weekly
earnings1
(standard)

OFFICE OCCUPATIONS WOKEN— CONTINUED

ACCOUNTING CLERKS.............................................
MANUFACTURING...............................................
NONMANUFACTURING.......................................

80 .0

$ 2 2 1 . 0 0 SUITCHS0ARD OPERATORRECEPTIONISTS....................................................
205 .00
289 .00
218 .00
ORDER CLERKS.........................................................
218 .00

OFFICE OCCUPATIONS W EN
OM

O ccu pa tio n, s e x . 3 and in du st ry d i v i s i o n

Number
of
workers

Weekly
hours
(standard]

Weekly
(standard)

OFFICE OCCUPATIONS W
OMEN— CONTINUED
KEY ENTRY OPERATORS 52

29.5

29

29.5

147.00

25
20

29.5

188.50
188.00

19
18

29.5
29.5

178.00
180.00

4 r .o
80.0
80.0

182.50
187 .50
1 7 3 .5 0

CONTINUED

$157.00

ORDER CLERKS, CLASS B.............................
M UFACTURING...............................................
AN

42

Average
(m ean2 )

Aye rase
(m ean2 )
Number
of
workers

128 .50

MANUFACTURING...............................................
NONMANUFACTURING.......................................

102
82

80.0
22.5

285 .00
182 .50

MANUFACTURING................................................................
NONMANUFACTURING.......................................

237
129
158

SECRETARIES* CLASS B................................

24

40.0

227 .50

SECRETARIES, c l a s s c ..................................................
MANUFACTURING................................................................

24
22

40.0
40.0

247 .50
262 .00

ACCOUNTING CLERKS, CLASS A . . . . . . .
MANUFACTURING...............................................
NONMANUFACTURING.................................... .................

56
26
20

80.0
80.0
80.0

202.00
192.50
209.00

SECRETARIES* CLASS

D ...........................................

95
«5
•

221
102
128

80.0
80.0
80.0

67

MANUFACTURING................................................................

28
15
19

80.0
29.5
80.0

2 0 6 .5 0
227.00
190.50

KEY ENTRY OPERATORS..............................................................
MANUFACTURING...........................................................................
NONKANUFACTURING..............................................................

188
62
82

29.5
80.0
29.5

1 6 6 .5 0
171.50
162.50

76
25

23.5
80.0

M EN

56
87

29.5
29.5

2 99 .00
2 00 .50

80 .0

178.00
186.00
1 7 1 .5 0

T Y P I S T S . . ..................

OCCUPATIONS -

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

2 82 .00

185.00
202.00

COMPUTER PROGRAMMERS (BUSINESS)

_, .__ n

,

n ^ « r- r r n r-

TR A N SC R IB IN G -M A C H IN E

CLASS

B ......................

40.0

162.00

25
18

23.5

177 .50
198 .50

CLASS B..........................................

15

29.5

168.50

FILE C L E R K S . . . ....................................................
MANUFACTURING...............................................

41
15

40 .0
40.0

159.50
202 .50

MANUFACTURING................................................................
TYPISTS,

KEY ENTRY OPERATORS,

CLASS

A

.....

88

89.0

2 56 .00

2D

83.0

288 .00

5C
47

8 C .0
83.0

267 .50
261 .00

DUSINESS ) . . . .

28

29.0

262 .00

CLASS S ..............

17

29.5

218 .00

COMPUTER OPEPATORS, CLASS C..............

ACCOUNTING CLERKS,
210.50
166.50

21

29.5

1 73 .50

D R A FTE R S,

CLASS 9 ........................................

OCCUPATIONS C 0MPUTr R PROGRAMMERS

28

80.0

168 .00

See foo tn ote s at end o f ta bles.




W EN
OM

192 .50
COMFUTER OPERATORS,

FILE CLERKS, CLASS 3 ................................

(

6

Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers, Green Bay, Wis., July 1979
OF—

NUMBER OF WORKERS RECEIVING STRAIGHT -TIME HOURLY EARNINGS (IN DOLLARS)

Hourly earnings 4
Number

3.80

4.00

4.20

4.40

4.60

4.80

5.00

5.20

5.40

5 •60 5 . 8 0

6.20

6.60

7.00

7.40

7.80

8.20

8.60

9.00

UNDER
3.80 4.00

of

O cc up at io n and in du st ry d i v i s i o n

4.20

4.40

4.60

4.80

5.00

5.20

5.40

5.60

5.80

6.20

6.60

7.00

7.40

7.80

8.20

3.60

9.00

9.40

-

-

-

-

-

7
6

1
1

20
20

7
5

9
9

9
8

76
56

4
4

7
7

1
1

-

1
1

_

_

_

-

~

12
12

5
5

3
2

35
24

1

~

11
11

3
3

6
6

38
37

18
17

9
8

16
9

152
150

12
12

15
15

15
15

4
4
1

10
10
5

7
2
4
“

15
15
-

-

-

5
5

1
1

2
2

H
4

24
24

_

_

-

-

19
3

28
20

-

8

_

-

_

3.60

workers

M ean 2

M edian 2

M iddle range 2

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

mi
119

$8.66
8.57

$9.05
9.05

MAINTENANCE MACHINISTS................................
MANUFACTURING................................................

76
62

8.43
8.31

9.00
8.29

7.857.85-

9.05
9.05

MAINTENANCE MECHANICS (MACHINERY)..
MANUFACTURING................................................

308
296

8.45
8.44

9.00
9.03

7.607 .60-

9.05
9.05

MAINTENANCE MECHANICS
(MOTOR VEHICLES).............................................
MANUFACTURING................................................
NONMANUFACTURING........................................
PUBLIC U TIL ITI E S..................................

134
35
99
87

9.11
8.25
9.41
9.55

10.22
8.80
10.25
10.32

MAINTENANCE PIPEFITTERS.............................
MANUFACTURING................................................

39
39

8.61
8.61

9.05
9.05

8.268.26-

9.05
9.05

BOILER TENDERS.....................................................
MANUFACTURING................................................

61
92

7.87
7.90

7.87
7.90

7 .747.74-

8.00
8.00

_

*

W o r k e r s w e r e di s t ri b u t e d as fo llows*

$ 8 .1 3 - $9.08
7.889.05

8.4 9 - 10.32
7.599.05
8 .6 4 - 10.34
1 0 .2 2 - 10.35

-

-

-

-

-

-

-

-

-

-

_

_

_

_

-

_

_

68 at $ 10.20 to $ 10.60; and 2 at $ 10.60 to $ 11.

7

1

3

1
1

_

-

1
1
1

3
3
3

1
1

1
1

2
“

~

1

3
3

2
2
“

-

1
1

See fo ot n ot es at end o f t ab l es .




-

-

_

1
1

6
6

21
21

15
15

3
2
1
1

_

1
1

~

-

-

1

3
2

“
_

_

-

“

2
2

-

-

4

4

a

9.40 9 .8 0 1 0 .2 0
_
AND
CVER
9.8010.20

_
_
* 70
70
70

Table A-5. Hourly earnings of material movement and custodial workers. Green Bay, Wis., July 1979
Hourly earnings
Number
of
workers

Occupation and ind ustry di v i si on

M ean 2

M e d ia n 2

NUMBER OF WORKERS RECEIVING

*

TRUCKDRIVERS.........................................................
MANUFACTURING...............................................
NONMANUFACTURING.......................................
PUBLIC UTILI TIE S..................................

511
252
259
175

$3.38
7.11
9.62
10.13

$8.04
7.60
10.18
10.18

TRUCKDRIVERSt LICHT TRUCK..........................

13

5.38

5.73

4.25-

6.07

-

TRUCKDRIVERS. MEDIUM TRUCK......................

71

8.6G

7.76

7 .7 6 -

10.18

-

TRUCKDRIVERS. HEAVY TRUCK..........................

11C

7.23

5.65

5.65-

9.92

TRUCKDRIVERS.

312

3.91

9.56

7.60-

10.18

TRAC TOR-TPAILER .

. .

.

OF—

$ 7 . 6 0 —$ 1 0 , 1 8
5.947.76
9 .5 6 - 10.18
1 0 .1 8 - 10.18

3.20

3.40

3.60

3 .80

4.00

4 .2 0 4 .40

4.60

5.00

5.40

5. 80 6 . 2 0

6.60

7.00

7.40

7.80

8.20

8.60

9.00

9.40

3.40

3.60

3.80

4 .00

4.20

4 .4 0 4 .60

5.00

5.40

5.80

6.20

6.60

7.00

7.40

7.80

8.20

8 .60

9.00

9.40

9.8010.20

2

2.90 3 .00
AND
UNDER
3.00 3 .20

M id d le range 2

STRAIGHT- TIME HOURLY EARNINGS (IN DOLLARS)

i
i
-

2
~
2

6
6

13
13

10
-

10
10

49
49

-

10

-

8
5
2

111
111

-

1
“
1

“

~

~

-

55
54
1
-

-

-

-

-

-

-

4
3
1
1

i

-

-

1

2

-

2

-

1

5

-

-

2

-

1

-

-

-

-

-

-

-

-

-

-

-

-

-

2

-

5

36

-

1

-

1

-

-

-

-

-

-

-

-

-

6

54

7

-

-

-

-

-

3

-

10

-

-

-

-

-

-

-

-

-

-

-

-

1

8

10

-

75

48

-

-

-

52

118

1

1

-

-

2

5

-

6

1

-

-

2

-

-

-

-

-

-

4

-

1

1

-

2

-

-

10

-

2

-

-

2
“

-

“

2

2

9.80

~
-

-

2
-

-

-

-

11
-

52

-

-

11

52

-

174
-

174
174
-

-

RECEIVERS.................................................................

18

6.74

6.76

6 .4 3-

7.07

SHIPPERS AND RECEIVERS................................

3D

6.91

7.00

5.28-

8.15

-

-

2

WAREHOUSEMEN.........................................................

259

8.17

7.50

7.49-

9.26

-

1

-

-

1

-

-

1

-

2

-

3

2

7

25

88

-

-

-

123

ORDER FILLERS.......................................................
MANUFACTURING...............................................

87
69

6.27
S.67

7.04
7.04

5.406.77-

7.49
7.49

2
2

4
4

2

-

4
“

“

6
”

2
-

_

_

13
13

20
20

24
24

_

_

_

-

4
-

_

"

4
4

_

~

-

-

120

4.82

4.45

4.4 5-

5.74

-

-

-

7

-

4

65

6

-

35

-

2

-

-

-

-

-

-

-

-

2
2

-

3

2
2

16
14
2

53
53
-

14
14

42
42
-

99
99
-

_
-

_
-

-

_
-

_
-

3

12
12
-

_
-

“

6
6

“

_

75
6

19
19

13
13

12
12

10
10

95
95

53
35

_

_

-

-

-

24
24

16
-

-

5

4
_

28
27

12
11

10
2

2
2

10
9

74
74

1
1

i
i

9
9

_

_
-

30

-

SHIPPING PACKERS...............................................

26

2
2
1

MATERIAL HANDLING LABORERS.....................
MANUFACTURING...............................................
NONMANUFACTURING.......................................

258
222
36

6.49
6.59
5.86

6.77
6.77
6.03

6.0 0 6 .0 0 4.40-

7.25
7.25
6.28

-

FORKLIFT OPERATORS..........................................
MANUFACTURING...............................................

317
214

6.78
7.06

7.25
7.25

5.4 56.6 7 -

7.40
7.40

“

-

JANITORS. PORTERS. AND CL EA NE RS. ...
MANUFACTURING...............................................

321
139
182

4.76
6.61
2.3*4

4.00
7.15
2.00

3.005.6 72.90-

7.06
7.27
3 .3*4

72

49

72

-

*49

“
17
17

“

“

“

-

13
1
12

6
1
5

2
1
1

5
5

1

See fo otnotes at end o f ta bl es .




8

1

5

-

6
_

4
4
_
-

_

_

-

-




Table A-6. Average hourly earnings of maintenance, toolroom,
powerplant, material movement, and custodial workers.
by sex, Green Bay, Wis., July 1979
A ve ra g e
Num ber

O ccupat ion, s e x , 3 and indu stry d i v i s i o n

of

M AIN TE N A N C E .
POWERPLANT

TOOLROOM ,

OC C U PA TIO N S

Number

(m ean2 )

O ccu pa tio n, s e x , J and industry d iv is io n

h o ur l y

wo rk er s

earnings4

AND
-

M ATERIAL

MOVEMENT

O C C U PA TIO N S

MEN

m

TRU CKD RIVERS

i

1 1 9

-

AND

MEN—

C U STO D IA L

C O N T IN U E D

TRAC T O R -T R A IL E R .. . .

3 1 2

$ 8 .9 1

1 8

6 . 7 4

29

7 . 2 7

8 .4 3

3 . 9 5
2 9 6

3 .9 9
2 5 9

M AIN TEN AN CE

hourly

C O N T IN U ED

R E C E I V E R S ......................................................................................................

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

(m ean2 )
e ar n in gs 4

8 .5 7
TRU CK D RIVERS.

76

-

of
w o rk e r s

8 . 1 8

M E C H A N IC S
ORDER

F I L L E R S ......................................................................................

7 . 0 6

60

8 . 2 5
9 9

6 *4

7 . 1 2

72

4 . 8 6

9 .9 1
SH IP P IN G

P A C K E R S ..........................................................................

M ATERIAL

H AN D LIN G

L A B O R E R S ..................................

2 2 1

6 . 3 7

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

1 8 5

6 . 4 7

2 1 5

3 . 7 8

5 .8 6
T E N D E R S ..................................................................................

61

7 . 8 7

92

B O ILE R

7 .9 0

FO R K LIFT

O P E R A T O R S ..................................................................

2 1 2
M ATERIAL

MOVEMENT

O CCU PATIO N S

AND
-

7 .0 8

2 2 1

5 .3 3

CU STO D IAL
J A N IT O R S .

MEN

PO R T E R S.

AND

C L t A N E R S ....

1 2 3

1 0 .1 2

71

8 .6 0

1 1 0

MOVEMENT

O C C U PA TIO N S

SH IPPIN G

18

T R U C K ..............................

M ATERIAL

9 .6 2

1 7 5

HEAVY

6 . 7 0
3 . 6 0

9 7

9 .7 5

5 . 9 7

7 .1 1

2 5 9

TRU C K D RIV ER S.

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

8 . 2 3

2 5 2

98

16

5 1 1
M A N U F A C T U R I N G ..........................................................................

J A N IT O R S .

7 .2 3

See footnotes at end o f ta bles.

9

AND
-

C U STO D IA L

WO ME N

P A C K E R S * ......................................................................

P O RT ER S.

AND

CLEAN ERS:

Table A-7. Percent increases in average hourly earnings for selected occupational groups,
Green Bay, Wis., for selected periods
In dustry and o c c up at io na l group 5

July 1972
to
July 1973

July 1973
to
July 1974

July 1974
to
July 1975

July 1975
to
July 1976

July 1976
to
July 1977

July 1977
to
July 1978

July 1978
to
July 1979

A l l i n du s t r ie s :
6.8
(6 )
(6 )
9.7
6.6

______________________

__________

10.0

8.8

(6 )

(6 )

n
9.6
9.2

(6 )
8.5
8.2

7.1
(6 )
(6 )
8.5
8.4

5.8

7.8

(6 )

Man ufacturing:
O ffi c e c l e r i c a l .

7.9
(6)
(6 )
7.1
10.6

(6 )
(6 )

11.5
(6 )
(6 )
9.3
8.5

(‘ )
(6 )
(6)
8.2
8.4

(*)
(6 )
(6 )
8.2
9.8

(6)
10.6
9.2

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

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

(6 )
10.5
6.8

7.5
11.4

7.8
(6 )
(6 )

9.3
(‘ )
(6)

10.3
9.5

8.8
9.0

(*•)

(6)
(6)
(‘ )
8.3
8.8

(6)

Nonm anu iactu ring :




(6 )
(6)
(6 )

5.3

(6 )
(6 )

(6 )
(6)

See f o ot n o te s at end of tables.

10

(6 )

(6)

(6 )

(6)

(6 )

(6)

(6 )
(6 )

(6)
(6 )

(6)
(6)

Table A-8. Average pay relationships within establishments for white-collar occupations, Green Bay, Wis., July 1979
O ff ic e c l e r i c a l o c c u p a t i o n being c o m p a r e d —
O cc u p a t io n w h ic h equa ls 100

S e c r e t a r ie s

Tran­
s c rib in g -

C la ss B

SECRETARIES, CLASS B........................
s e c r e t a r i e s , c l a s s c ........................
s e c r e t a r i e s , c l a s s d ........................
SECRETARIES, CLASS E........................
TRANSCRIBING-MACHINE t y p i s t s . .
TYPISTS, CLASS B...................................
FILE CLERKS, CLASS B._......................
SWITCHBOARD OPERATORRECEPTIONISTS........................................
ORDER CLERKS, CLASS B......................
ACCOUNTING CLERKS, CLASS A . . . .
ACCOUNTING CLERKS, CLASS B . . . .
PAYROLL CLERKS........................................
KEY ENTRY OPERATORS, CLASS A . .
KEY ENTRY OPERATORS, CLASS B . .

T y p is t s ,

F i le c l e i k s ,

m a c h in e

c la s s B

c la s s B

C la s s C

C la s s D

C la s s E

ty p ists

(6 )

100
(6)
(6)
(6)
139
164

100
119
(6)
117
(6)

100
(6)
(6)
(6)

100
(6)
f 6)

100
97

136
125
94
114
108
136
159

118
110
89
104
96
99
117

111
(6)
101
111
94
(6)
122

(6)
(6)
63
90
90
92
(6)

99
(6)
74
92
87
(6)
107

90
(6)
73
95
88
93
(6)

recep ­
t io n is t s

A c c o u n t i n g c le i k s

K e y e n tr y o p e ra to r s

O r d e r c le ik s ,

P a y r o ll

c la s s B

c le r k s
C la s s A

100
11<I
125
131
159
151

100
87
83
96
92
88
110

C la s s A

100
86
117
88
118
104

ICO
139
126
149
125

C la s s B

C la s s B

100
134

100

100

146
122
118
138
132
145
159

S w it c h ­
boa rd
o p e ra to r-

100
94
104
110

100
110
126

P r o f e s s i o n a l and t e c h n ic a l o c c u pa t i on bei ng c o m p a r e d —
C o m p u t e r o p e r a to r s

C la ss

COMPUTER OPERATORS, CLASS B . . .
COMPUTER OPERATORS, CLASS C . . .
0RAFTERS, CLASS A................................
DRAFTERS, CLASS B................................

B

100
121
63
68

D r a fte r s

C la s s C

C la s s A

100
(6)
(6)

100
114

C la s s B

100

Se e footn ote at end o f ta b l e s .

N OT E: T a b le s A - 8 and A - 9 p r e s e n t the a ver ag e pay re la tio ns hi p bet w ee n p a i r s o f o c c up at io ns within e s t a b l is h m e n t s .
d i r e c t l y abo ve in the head ing a r e 22 p e r c e n t g r e a t e r than earni ngs fo r the o c c up at io n d i r e c t l y to the le ft in the stub.
head ing are 15 p e r c e n t b e l o w ea rn in gs f o r the oc cu pa ti o n in the stub.
See appendix A f o r m et h o d o f computation.




11

F o r e xam pl e, a value of 122 in dicates that earni ngs f o r the oc cupati on
S im ila r ly , a value of 85 indica tes earni ngs f o r the oc cupati on in the

Table A-9. Average pay relationships within establishments for blue-collar occupations. Green Bay, Wis., July 1979
M ai ntenance, t o o l r o o m , and pow er pla nt oc cu pa ti o n being c o m p a r e d —
Occ up at ion wh ich equals 100

M e ch an ic s
M a c h i ni s t s

Electricians

P i pe f it t er s
M ac hine ry

......................

1 0 0

M AIN TEN AN CE

M A C H I N I S T S ..............................

99

1 0 0

M AIN TEN AN CE

M EC H AN IC S
1 0 0

101

100

1 0 1

1 0 4

B o i l e r te nd ers

Motor vehicles

ICO

m a i n t e n a n c e

e l e c t r i c i a n s

( M A C H I N E R Y ) ......................................................................
M AIN TEN AN CE
(M O T O R

V E H I C L E S ) ..................................................

ICO

P I P E F I T T E R S ..........................

1 0 0

10 0

10 1

( £ )

1 0 0

T E N D E R S ..............................................................

1 1 2

11 4

111

lie

1 1 0

M AIN TEN AN CE
B O ILE R

M E C H A N IC S

1 0 0

M a t e r ia l m o v e m e n t and c us t o di al occu pat io n being c o m p a r e d —
Truckdriveis
Sh ip pe rs and
Re ceivers
L i g h t t r u ck

T R U C K ..................

M e d i u m t r u ck

H ea v y truck

receivers

Warehouse men

O r d e r filler s

Shipping packers

M ate ria l handling
la b o r er s

J a n i t or s , p o rt e rs ,
F ork lift operators

and cleaners

Tra ctor-trailer

13 0

TRU C K D RIV ER S.

LIG H T

TRUCKD R I V E R S .

M ED IU M

TR U C K D RIV ER S»

HEAVY

T R U C K ..................

(G )

TR U CK D RIVERS.

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

(G )

(G )

(G )

R E C E I V E R S ..................................................................................

(G )

12 1

( 6 )

SH IPPE R S

R E C E I V E R S ..............................

1 0 4

(G )

(G )

(G )

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

( 6 )

( 6 )

(G )

1 0 8

(G )

(£>

ICO

ORDER

1 0 5

(G )

(G )

(G )

1 0 2

(G )

10 2

( 6 )

(G )

(G )

(G )

AND

T R U C K ....

F I L L E R S ..................................................................

(G )

1 0 0
(G )

ICO
1 0 0
(G )

1 0 0
(G )

10 0

1 0 0

SH IPPIN G

P A C K E R S ......................................................

(G )

(G )

(G )

99

10 0

M ATERIAL

H AN D LIN G

L A B O R E R S ....

101

10 1

(G )

1 2 0

10 3

96

11 6

1 0 1

( 6 )

1 0 0

O P E R A T O R S ..............................................

( 6 )

(G )

1 6 )

1 1 4

(G )

( 6 )

(6 )

(6 )

(G )

95

1 0 0

111

14 1

17 3

1 2 8

12 1

1 0 7

12 3

99

90

1 0 2

1 C 8

FO RK LIFT
JA N IT O R S .

P O R T E R S .

AND

C L E A N E R S ...................................................................................

1 0 0

See fo otn ote at end of ta bl es .

NOTE:
T a b le s A - 8 and A - 9 p r e s e n t the a v e r a g e pay r el a tio ns hi p be tw e e n p a i r s o f oc c up at io ns within es t ab lis hm en t s .
F o r e xa m pl e , a value o f 122 i n d i ca te s that e ar ni ng s f o r the oc c u p a t i o n d i r e c t l y
abo ve in the heading a r e 22 p e r c e n t g r e a t e r than earni ngs f o r the o c c u pa t i o n d i r e c t l y to the le ft in the stub. S i m i l a r l y , a value o f 85 indica tes ea rn in gs f o r the o c c u p a t i o n in the heading a r e 15 p e r c e n t
b el ow ea rni ngs f o r the oc c u pa t i o n in the stub.
See appendix A f o r m et ho d o f computation.




12

Footnotes

1 Standard hours reflect the workweek for which employees receive
their regular straight-tim e salaries (exclusive of pay for overtime at
regular and/or premium rates), and the earnings correspond to these
weekly hours.
2 The mean is computed for each job by totaling the earnings of all
workers and dividing by the number of workers. The median designates
position— half of the workers receive the same or more and half receive
the same or less than the rate shown. The middle range is defined by two
rates of pay: a fourth of the workers earn the same or less than the lower
of these rates and a fourth earn the same or more than the higher rate.




3 Earnings data relate only to workers whose sex identification was
provided by the establishment.
4 Excludes premium pay for overtime and for work on weekends,
holidays, and late shifts.
3 Estim ates for periods ending prior to 1976 relate to men o.nly for
skilled maintenance and unskilled plant workers. All other estimates relate
to men and women.
6 Data do not meet publication criteria or data not available.

13

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 Ve within the scope of this survey,
as well as the number actually studied.
Bureau field representatives obtain data by personal visits at 3 - year
intervals. In each of the two intervening years, 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 estab­
lishments 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 estab­
lishments 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 se­
lection. 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 example, if one out of four
establishments is selected, it is given a weight of 4 to represent itself plus
three others. An alternate of the same original probability is chosen in the
same industry-size 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.
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 clerica l; (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) employment in the occupation is too sm all to provide enough data
to m erit presentation, or (2) there is possibility of disclosure of individual
establishment data. Separate m en's and women's earnings data are not
presented when the number of workers not identified by sex is 20 percent
or m ore of the men or women identified in an occupation. Earnings data
not shown separately for industry divisions are included in data for all
industries combined. Likewise, for occupations with m ore than one level,
data are included in the overall classification when a subclassification is
not shown or information to subclassify is not available.
Occupational employment and earnings data are shown for 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 co st-of-liv in g
allowances and incentive bonuses are included. W eekly hours for office
clerical and professional and technical occupations refer to the standard
workweek (rounded to the nearest half hour) for which employees receive
regular straight-tim e salaries (exclusive of pay for overtime at regular
and/or premium rates). Average weekly earnings for these occupations are
rounded to the nearest half dollar. V ertical lines within the distribution of
workers on some A -tables indicate a change in the size of the class intervals.
These surveys m easure the level of occupational earnings in an area
at a particular time. Comparisons of individual occupational averages over
time may not reflect expected wage changes. The averages for individual jobs
are affected by changes in wages and employment patterns. For example,
proportions of workers employed by high- or low -wage 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 occu­
pational 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 com posite, areawide estim ates. Industries
job staffing, and thus contribute
Pay averages may fail to reflect
accurately the wage differential among jobs in individual establishments.

1
Included in the 72 areas are 2 studies conducted by the Bureau under contract.
These areas are
and establishments differ in pay level and
Akron, Ohio and Poughkeepsie-Kingston-Newburgh, N . Y .
In addition, the Bureau conducts more limi ted area
differently to the estimates for each job.
studies in approximately 100 areas at the request o f the Employment Standards Administration o f the U. S.
Department of Labor.




Average pay levels for men and women in selected occupations should
not be assumed to reflect differences in pay of the sexes within individual
establishments.
Factors which may contribute to differences include pro­
gression within established rate ranges (only the rates paid incumbents are
collected) and performance of specific duties within the general survey job
descriptions.
Job descriptions used to classify employees in these surveys
usually are m ore generalized than those used in individual establishments
and allow for minor differences among establishments in specific duties
performed.
Occupational employment estimates represent the total in all estab­
lishments within the scope of the study and not the number actually surveyed.
Because occupational structures among establishments differ, estimates of
occupational employment obtained from the sample of establishments studied
serve only to indicate the relative importance of the jobs studied.
These
differences in occupational structure do not affect m aterially the accuracy of
the earnings data.

Percent changes for individual areas in the program are computed
as follow s:
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 pro­
portionate 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 effects on average earnings of employ­
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 exam ple, new employees may enter at the bottom of the range,
depressing the average without a change in wage rates.
The percent changes relate to wage changes between the indicated
dates.
When the tim e span between surveys is other than 12 months, annual
rates are also shown.
(It is assumed that wages increase at a constant rate
between su rveys.)
Occupations used to compute wage trends are:
Office clerica l

Electronic data processing—
Continued

Secretaries
Stenographers, senior
Stenographers, general
T yp ists, cla sses A and B
File clerk s, c la sses A ,
B , and C
M essengers
Switchboard operators
Order clerk s, cla sses
A and B
Accounting clerk s,
c la sses A and B
Payroll clerks
Key entry operators,
cla sse s A and B

Computer operators,
classes A , B , and C

Electronic data processing
Computer system s analysts,
cla sses A , B , and C
Computer p rogram m ers,
cla sse s A , B , and C




Industrial nurses
Registered industrial
nur s e s
Skilled maintenance
Carpenters
Electricians
Painters
Machinists
Mechanics (machinery)
Mechanics (motor vehicle)
Pipefitters
Tool and die makers
Unskilled plant
Janitors, porters, and
cleaners
Material handling laborers

For a more detailed description of the method used to compute these
wage trends, see "Improving Area Wage Survey Indexes," Monthly Labor
Review, January 1973, pp. 52-57.
Average pay relationships within establishments
Relative m easures of occupational pay are presented in table A -8
for w hite-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 4- $4 = 1.25, x 100 = 125.) In combining the relatives of
the individual establishments to arrive at an overall average, each establish­
ment 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 more 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-establishm ent relationship will indicate a much smaller difference
in earnings.
Establishment practices and supplementary wage provisions
Tabulations on selected establishment practices and supplementary
wage provisions (B -se r ie s tables) are not presented in this bulletin. Informa­
tion for these tabulations is collected at 3-year intervals. These tabulations
on minimum entrance salaries for inexperienced office workers; shift differ­
entials; scheduled weekly hours and days; paid holidays; paid vacations; and
health, insurance, and pension plans are presented (in the B -se rie s tables)
in previous bulletins for this area.

Appendix table 1. Establishments and workers within scope of survey and number studied,
Green Bay, Wis.,1July 1979
Indust ry d i v i s i o n 2

M in im um
e m pl o ym e n t
in e s t a b l i s h m e nt s in s c o p e
o f study

Within sc o pe of study 4
Within s c o p e
o f study 1

Nu mber

Percent

132

71

30,271

100

21,993

*17
85

25
46

15,782
14,489

52
48

11,236
10,757

50
50
50
50
50

IS

12

4,248
1.363
5,968
881
2,029

14
5

3,7 6 2
800
4,3 1 8
473
1,404

11

5
16
4
9

37

8

13

1 The G r e e n Ba y Standard M e t ro p o lit an St at is tic al A r e a , as def ine d b y the
O ff ic e of Man age m ent and Budget through F e b r u a r y 1974, c o n s i s t s of B r ow n County.
The " w o r k e r s within s c o p e o f study" e s t im a t e s p r o v i d e a r e a s o n a b l y ac c u r a t e
d e s c r i p t i o n of the s i z e and c o m p o s i t i o n o f the l a b o r f o r c e in clu de d in the s ur vey .
E s t im at es a r e not intended, h o w e v e r , f o r c o m p a r i s o n with o th e r st at is t i c al s e r i e s
to m e a s u r e em pl o ym e n t tr en ds o r l e v e l s s in c e (1) planning o f wage s u r v e y s r e q u i r e s
e s ta bl is hm en t data c o m p i l e d c o n s i d e r a b l y in ad va nce o f the p a y r o l l p e r i o d studied,
and (2) s m a l l es ta bl is hm e nt s a r e ex c lu de d f r o m the s c o p e o f the su r ve y.
2 The 1972 edition o f the Standard Industrial C l a s s i f i c a t io n Manual was us ed
in c la s s i f y in g es t ab lis hm en t s b y in du st ry di vi si o n.
A l l g o v e r n m e n t op e r at io ns ar e
ex cl ude d f r o m the s c o p e of the s ur vey .
3 Includes all es ta bl is hm e nt s with total e m p l o y m e n t at o r abo ve the m in im u m
limi tation .
A l l outlets (within the a r e a ) o f c o m p a n i e s in i nd us tr ie s suc h as tr ad e,
fin a nc e, auto r e p a i r s e r v i c e , and m ot io n pi c tu re t he at er s a r e c o n s i d e r e d as one
es ta bl ish m ent .




Studied

Studied

50
“

ALL INDUSTRY 9I VI SI0 N S --------------------------------------MANUFACTURING ------------------------------------------------------------------NONMANUFACTURING ------------------------------------------------------------TRANSPORTATION, COMMUNICATION, AND
OTHER PUBLIC U T I L I T I E S 5 --------------------------------------WHOLESALE TRADE 6 --------------------------------------------------------RETAIL TRADE 6 --------------------------------------------------------------FINANCE, INSURANCE, AND REAL ESTATE6 -------------SERVICES6 7-----------------------------------------------------------------------

W o r k e r s in e s t a b l is h m e n t s

N um be r o f e st ab lis hm en ts

20
2
7

4 Includes a ll w o r k e r s in all esta bl ish m ent s with tot al e m p l o y m e n t (within
the ar ea ) at o r a bo ve the m in im u m limitation.
5 A b b r e v ia t e d to "p u b l i c utili tie s" in the A - s e r i e s t ab l es .
T a x i c a b s and
s e r v i c e s in cidental to w ater tr an s po rt at io n ar e ex c lu de d.
T h e G r e e n Ba y t ra ns it
s y s t e m is m u n i c ip a ll y owned and o per at ed and is e x c l u d e d by de fin iti on f r o m the
s c o p e o f the s ur vey .
6 Se pa ra te data f o r this di v i si o n ar e not p r e s e n t e d in the A - s e r i e s t a b l e s ,
but the d i v i s i o n is r e pr e s e nt e d in the " a l l i n d u s t r ie s " and " n o n m a n u fa c t u r i n g "
e s t im at es .
7 Hotels and m o t e ls ; laundries and other p e r s o n a l s e r v i c e s ; b u s i n e s s s e r v i c e s ;
a ut o m o bi le r e p a i r , rental, and parking; m ot ion p i c t u r e s ; no np ro fi t m e m b e r s h i p
or ga ni z at io n s (excluding r e lig io us and c har ita ble o r g a n i z a t io n s ); and eng in ee ri ng
and a r c h i t e c t u r a l s e r v i c e s .

16

Appendix B.
Occupational
Descriptions
The prim ary purpose of preparing job descriptions for the Bu­
reau's wage surveys is to assist 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 area to area. This permits grouping occupational
wage rates representing comparable job content. Because of this em ­
phasis on interestablishment and interarea comparability of occupational
content, the Bureau's job descriptions may differ significantly from those
in use in individual establishments or those prepared for other purposes.
In applying these job descriptions, the Bureau's field representatives
are instructed to exclude working supervisors; apprentices; and parttim 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 descriptions , are excluded.

O ffice
SECRETARY

SECRETARY— Continued

Assigned as a personal secretary, normally to one individual. Main­
tains a close and highly responsive relationship to the day-to-day activities of
the supervisor. 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 rogram s, and procedures related to the work of the supervisor.

Exclusions— Continued
e.

f.
Exclusions. Not all positions that are titled "se c re ta r y " p o ssess the
above characteristics. Examples of positions which are excluded from the
definition are as follows:
a.

Positions which do not meet the "personal" secretary concept
described above;

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.

c. Stenographers serving as office assistants to a group of pro­
fession al, technical, or managerial persons;

Level of Secretary's Supervisor (LS)

A ssistant-type positions which entail more difficult or more
responsible technical, administrative, or supervisory duties
which are not typical of secretarial work, e .g ., Administrative
A ssistan t, or Executive Assistant:




Trainees.

Classification by Level

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

d.

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

LS—1

17

a. Secretary to the supervisor or head of a sm all organizational
unit (e .g ., fewer than about 25 or 30 persons); or

SECRETARY— Continued

SECRETARY— Continued

Classification by Level— Continued

Classification by Level— Continued

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, etc., (or
ocher equivalent level of official) that employs, in all, fewer
than 5 ,0 0 0 persons.

LS-3

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; directly supervise a
clerical staff) are not considered to be "corporate o fficers" 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— or LR—2 described below according to their level of
1
responsib ility.

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

a. Secretary to the chairman of the board or president of a company
that employs, in all, fewer than 100 persons; or
b. Secretary to a corporate officer (other than chairman of the
board or president) of a company that employs, in all, over 100
but fewer than 5 ,0 0 0 persons; or

a.

Answers telephones,
coming mail.

c.

b.

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

c.

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

d.

Maintains supervisor' s calendar
instructed.

e.

Types, takes and transcribes dictation, and files.

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
ters; a m ajor division) of a company that employs, in all, over
5 .000 but fewer than 2 5 ,0 0 0 em ployees; or

d.

e.

L S-4

Secretary to the head of an individual plant, factory, etc., (or
other equivalent level of official) that employs, in all, over
5 .0 0 0 persons; or
Secretary to the head of a large and important organizational
segment (e .g ., a middle management supervisor of an organi­
zational segment often involving as many as several hundred
persons) of a company that employs, in all, over 2 5 ,0 0 0 persons.

a.

Secretary to a corporate officer (other than the chairman of the
board or president) of a company that employs, in all, over 5, 000
but fewer than 2 5 ,0 0 0 persons; or

c.

Secretary to the head, immediately below the corporate officer
level, of a m ajor segment or subsidiary of a company that
employs, in all, over 2 5 ,0 0 0 persons.

a.

and

makes

and opens

in­

May

appointments as

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 o f­
fice procedures or collection of information from files or
other offices.
May sign routine correspondence in own or
supervisor' s name.

NOTE: The term "corporate o fficer" used in the above LS definition
refers to those officials who have a significant corporatewide policymaking
role with regard to m ajor company activities. The title "v ic e p resid en t,"
though normally indicative of this role, does not in all cases identify such




personal ca llers,

LR—2. Performs duties described under LR—1 and, in addition
performs tasks requiring greater judgment, initiative, and knowl­
edge of office functions including or comparable to most of the
following:

Secretary to the chairman of the board of president of a company
that employs, in all, over 100 but fewer than 5 ,0 0 0 persons; or

b.

greets

c.

18

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

SEC RETARY— Continued
d.

STENOGRAPHER— Continued

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

e. Explains su pervisor's requirements to other employees in super­
v iso r' s unit. (A lso types, takes dictation, and files.)
The following tabulation shows the level of the secretary for each
LS and LR combination.
Level of secretary' s
______supervisor______

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

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

Level of se c re ta ry 's responsibility
TYPIST
LR—1

LS—1
LS—
2
LS—
3
LS—
4

Class
Class
Class
Class

E
D
C
B

LR—2
C lass
C lass
C lass
C lass

D
C
B
A

STENOGRAPHER
P rim ary duty is to take dictation using shorthand, and to tran­
scribe the dictation. May also type from written copy. May operate from a
stenographic pool. May occasionally transcribe from voice recordings (if
prim ary duty is transcribing from recordings, see Transcribing-Machine
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 m an­
ager or executive and perform s more 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, mats, or sim ilar m aterials for use in duplicating
processes.
May do clerical work involving little special training, such
as keeping simple records, filing records and reports, or sorting and
distributing incoming mail.
Class A . Perform s one or more of the following: Typing material
in final form when it involves combining material from several sources;
or responsibility for correct spelling, syllabication, punctuation, etc., of
technical or unusual words or foreign language m aterial; or planning lay­
out and typing of complicated statistical tables to maintain uniformity and
balance in spacing. May type routine form letters, varying details to suit
circumstances.
C lass B. Perform s one or more of the following: Copy typing from
rough or clear drafts; or routine typing of form s, insurance policies, etc.;
or setting up simple standard tabulations; or copying more complex tables
already set up and spaced properly.
FILE C LERK

Stenographer, Senior. Dictation involves a varied technical or specialized
vocabulary such as in legal briefs or reports on scientific research. May
also set up and maintain file s, keep records, etc.
OR
P erform s stenographic duties requiring significantly greater inde­
pendence and responsibility than stenographer, general, as evidenced by the
following: Work requires a high degree of stenographic speed and accuracy;
a through working knowledge of general business and office procedure; and
of the specific business operations, organization, policies, procedures, files,
workflow, etc.
Uses this knowledge in performing stenographic duties and
responsible clerica l tasks such as maintaining followup file s; assembling
m aterial for reports, memoranda, and letters; composing simple letters
from general instructions; reading and routing incoming m ail; and answering
routine questions, etc.




F iles, cla ssifies, and retrieves m aterial in an established filing
system . May perform clerical and manual tasks required to maintain files.
Positions are classified into levels on the basis of the following definitions.
Class A . C lassifies and indexes file material such as correspond­
ence, reports, technical documents, etc., in an established filing system
containing a number of varied subject matter files.
May also file this
material. May keep records of various types in conjunction with the files.
May lead a sm all group of lower level file clerks.

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

FILE CLERK— Continued

ORDER CLERK— Continued

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

Positions
definitions:

are classified

into

levels

according

to

the

following

MESSENGER

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 than m erely referring to a price list or making
some simple mathematical calculations.

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.

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.

SWITCHBOARD OPERATOR

ACCOUNTING CLERK
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 m ore complicated journal
vouchers. May work in either a manual or automated accounting system .

Operates a telephone switchboard or console used with a private
branch exchange (PBX) system to relay incoming, outgoing, and intrasystem
calls. May provide information to ca llers, record and transmit m essages,
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 worker's
time, and is usually performed while at the switchboard or console). Chief
or lead operators in establishments employing m ore than one operator are
excluded. For an operator who also acts as a receptionist, see Switchboard
Operator-Receptionist.

The work requires a knowledge of clerical methods and office prac­
tices and procedures which relates to the clerical processing and recording
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.

SWITCHBOARD OPERATOR-RECEPTIONIST
At a single-position telephone switchboard or console, acts both as
an operator— see Switchboard Operator— and as a receptionist. Recep­
tionist's work involves such duties as greeting visitors; determining nature
of visitor's business and providing appropriate information; referring visitor
to appropriate person in the organization or contacting that person by tele­
phone and arranging an appointment; keeping a log of visitors.

Positions are classified
definitions ;

C lass 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
transactions, selecting among a substantial variety of prescribed accounting
codes and classifications, or tracing transactions through previous ac­
counting actions to determine source of discrepancies. May be assisted by
one or more class B accounting clerks.

ORDER CLERK
Receives written or verbal custom 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
availability of ordered items and suggesting substitutes when necessary;
advising expected delivery date and method of delivery; recording order and
customer information on order sheets; checking prder sheets for accuracy
and 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 . Under close supervision, following detailed instructions
and standardized procedures, performs one or m ore routine accounting cler­
ical operations, such as posting to ledgers, cards, or worksheets where
identification of items and locations of postings are clearly indicated;
checking accuracy and completeness of standardized and repetitive records
or accounting documents; and coding documents using a few prescribed
accounting codes.
BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter key­
board) to keep a record of business transactions.

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




into levels on the basis of the following-

Class A . Keeps a set of records requiring a knowledge of and
experience in basic bookkeeping principles, and fam iliarity with the structure
of the particular accounting system used. Determines proper records and
distribution of debit and credit items to be used in each phase of the work.
May prepare consolidated reports, balance sheets, and other records by hand.

20

BOOKKEEPING -MACHINE OPERATOR— Continued

KEY ENTRY OPERATOR— Continued

C lass B . Keeps a record of one or more phases or sections of a
set of records usually requiring little knowledge of basic bookkeeping.
Phases or sections include accounts payable, payroll, custom ers' accounts
(not including a simple type of billing described under machine biller), cost
distribution, expense distribution, inventory control, etc.
May check or
a ssist in preparation of trial balances and prepare control sheets for the
accounting department.

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 ipecific 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.

MACHINE BILLER
Prepares statem ents, b ills, and invoices on a machine other than
an ordinary or electrom atic typewriter. May also keep records as to billings
or shipping charges or perform other clerical work incidental to billing
operations.
For wage study purposes, machine billers are classified by
type of machine, as follow s:

Professional and Technical

Billing-m achine biller. Uses a special billing machine (combination
typing and adding machine) to prepare bills and invoices from custom ers'
purchase ord ers, internally prepared orders, shipping memoranda, etc.
Usually involves application of predetermined discounts and shipping charges
and entry of necessary extensions, which may or may not be computed on
the billing machine, and totals which are automatically accumulated by
machine.
The operation usually involves a large number of, carbon copies
of the bill being prepared and is often done on a fanfold machine.

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 c la s ­
sified as system s analysts if this is the skill used to determine their pay.)

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

Does not include employees prim arily responsible for the manage­
ment or supervision of other electronic data processing employees, or sy s­
tems analysts prim arily concerned with scientific or engineering problems.

PAYRO LL CLERK
Perform s the clerica l 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.

For

wage

study

purposes,

system s

analysts

are

classified as

follow s:

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.

Class A.
Works independently or under only general direction on
complex problems involving all phases of system s 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 system s of data processing operations. Makes recommendations,
if needed, for approval of major systems installations or changes and for
obtaining equipment.

Positions
definitions:

classified into levels on the basis of the following

May provide functional direction to lower level systems analysts
who are assigned to a ssist.

Class A . Works 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.

Class B.
Works independently or under only general direction on
problems that are relatively uncomplicated to analyze, plan, program, and
operate. Problems are of limited complexity because sources of input data
are homogeneous and the output data are closely related. (For example,

KEY ENTRY OPERATOR

are




21

COMPUTER SYSTEMS ANALYST, BUSINESS— Continued
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 per­
sons 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 analy­
ses as assigned, usually of a single activity. Assignments are designed to
develop and expand practical experience in the application of procedures and
skills required for systems analysis work. For example, may assist a higher
level system s analyst by preparing the detailed specifications required by
programm ers from information developed by the higher level analyst.
COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problem s, typically prepared by a
systems analyst, into a sequence of detailed instructions which are required
to solve the problems by automatic data processing equipment. Working from
charts or diagram s, the program m er develops the precise instructions which,
when entered into the computer system in coded language, cause the manipu­
lation of data to achieve desired results. Work involves m ost of the
following: Applies knowledge of computer capabilities, mathematics, logic
employed by computers, and particular subject matter involved to analyze
charts and diagrams of the problem to be programmed; develops sequence of
program steps; writes detailed flow charts to show order in which data will
be processed; converts these charts to coded instructions for machine to
follow; tests and corrects program s; prepares instructions for operating
personnel during production run; analyzes, reviews, and alters programs to
increase operating efficiency or adapt to new requirements; maintains re­
cords of program development and revisions. (NOTE: W orkers performing
both systems analysis 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 manage­
ment or supervision of other electronic data processing em ployees, or pro­
gram mers prim arily concerned with scientific and/or engineering problem s.
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 programming
concepts and practices. Working from diagrams and charts which identify
the nature of desired results, m ajor processing steps to be accomplished,
and the relationships between various steps of the problem solving routine;
plans the full range of programming actions needed to efficiently utilize the
computer system in achieving desired end products.




COMPUTER PROGRAMMER, BUSINESS— Continued
At this level, programming is difficult because computer equipment
must be organized to produce several interrelated but diverse products from
numerous and diverse data elements. A wide variety and extensive number
of internal processing actions must occur.
This requires such actions as
development of common operations which can be reused, establishment of
linkage points between operations, adjustments to data when program r e ­
quirements exceed computer storage capacity, and substantial manipulation
and resequencing of data elements to form a highly integrated program.
May provide functional direction to lower level program m ers who
are assigned to assist.
Class B. Works independently or under only general direction on
relatively simple programs, or on simple segments of complex program s.
Programs (or segments) usually process information to produce data in two
or three varied sequences or formats. Reports and listings are produced by
refining, adapting, arraying, or making minor additions to or deletions from
input data which are readily available.
While numerous records may be
processed, the data have been refined in prior actions so that the accuracy
and sequencing of data can be tested by using a few routine checks.
Typically, the program d e a l s with routine recordkeeping operations.
OR
Works on complex programs (as described for class A) under close
direction of a higher level programmer or supervisor. May a ssist higher
level programmer by independently performing less difficult tasks assigned,
and performing more difficult tasks under fairly close direction.
May guide or instruct lower level 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 procedures to
routine problems. Receives close supervision on new aspects of assign ­
ments; 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 m ulti­
processing (processes two or more programs simultaneously). The following
duties characterize the work of a computer operator:
- Studies
needed.

operating

- Loads equipment
paper, etc.).

instructions
w it h

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 messages and makes corrections during operation
or refers problems.
- Maintains operating record.

COMPUTER OPERATOR— Continued

PERIPHERAL EQUIPMENT OPERATOR— Continued

May test-ru n new or modified programs. May a ssist in modifying
system s or program s. 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.

The following duties characterize the work of a peripheral equipment
operator:

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 m aterially alter the computer unit's production plans.
- T ests new p rogram s, applications, and procedures.
- Advises program m ers
techniques.

and

subject-matter

experts

on

se tu p

- A ssists in (1) maintaining, modifying,1 and developing operating
system s or program s; (2) developing operating instructions and
techniques to cover problem situations; and/or (3) switching to
em ergency backup procedures (such assistance requires a working
knowledge of program language, computer features, and software
sy ste m s).
An operator

at this level typically guides lower level operators.

C lass 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 lev el, 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.
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 argumented 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.
PERIPHERAL EQUIPMENT OPERATOR
Operates peripheral equipment which d i r e c t l y 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.
Printers, plotters, card read/punches, tape
rea d ers, tape units or d riv es, disk units or drives, and data display units
are examples of such equipment.




- Loading printers and plotters with correct paper; adjusting
controls for fo rm s, thickness, tension, printing density, qnd
location; and unloading hard copy.
- Labelling tape re e ls, disks, or card decks.
- Checking labels and mounting and dismounting designated tape
reels or disks on specified units or drives.
- Setting controls which regulate operation of the equipment.
- Observing panel lights for warnings
taking appropriate action.

and error indications and

- Examining tapes, cards, or other material for creases, tears,
or other defects which could cause processing problems.
This classification excludes workers (1) who monitor and operate a
control console (see computer operator) or a remote terminal, or (2) whose
duties are limited to operating decollaters, bursters, separators, or similar
equipment.
COMPUTER DATA LIBRARIAN
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.
DRAFTER
Class A.
Plans the graphic presentation of complex items having
distinctive design features that differ significantly from established drafting
precedents. Works in close support with the design originator, and may
recommend minor design changes. Analyzes the effect of each change on the
details of form , function, and positional relationships of components and
parts. Works with a minimum of supervisory assistance.
Completed work
is reviewed by design originator for consistency with prior engineering
determinations. May either prepare drawings or direct their preparation by
lower level drafters.
Class B.
Perform s nonroutine and complex drafting assignments
that require the application of most of the standardized drawing techniques
regularly used.
Duties typically involve such work a s:
Prepares working
drawings of subassemblies with irregular shapes, multiple functions, and
precise positional relationships between components; prepares architectural
drawings for construction of a building including detail drawings of foun­
dations, wall sections, floor plans, and roof. Uses accepted formulas
and manuals in making necessary computations to determine quantities of
m aterials to be used, load capacities, strengths, stresses, etc. Receives
initial instructions, requirem ents, and advice from supervisor.
Completed
work is checked for technical adequacy.

DRAFTER— Continued

ELECTRONICS TECHNICIAN— Continued

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

Work may be reviewed by supervisor (frequently an engineer or
designer) for general compliance with accepted practices. May provide
technical guidance to lower level technicians.

DRAFTER-TRACER

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 familiarity with the interrelation­
ships of circuits; and judgment in determining work sequence and in selecting
tools and testing instruments, usually less complex than those used by the
class A technician.

Copies
cloth or paper
include tracing
large scale not

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.

plans and drawings prepared by others by placing tracing
over drawings and tracing with pen or pencil. (Does not
limited to plans prim arily consisting of straight lines and a
requiring close delineation.)
AND/OR

Class C. Applies working technical knowledge to perform simple or
routine tasks in working on electronic equipment, following detailed instruc­
tions which cover virtually all procedures. Work typically involves such
tasks as: Assisting higher level technicians by performing such activities as
replacing components, wiring circuits, and taking test readings; repairing
simple electronic equipment; and using tools and common test instruments
(e .g ., 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
increase competence (including classroom training) so that worker can
advance to higher level technician.

Prepares simple or repetitive drawings of easily visualized items.
Work is closely supervised during progress.
ELECTRONICS TECHNICIAN
Works on various types of electronic equipment and related devices
by performing one or a combination of the following: Installing, maintaining,
repairing, overhauling, troubleshooting, modifying, constructing, and testing.
Work requires practical application of technical knowledge of electronics
principles, ability to determine malfunctions, and skill to put equipment in
required operating condition.

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.

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.

REGISTERED INDUSTRIAL NURSE
A registered nurse who gives nursing service under general medical
direction to ill or injured employees or other persons who become ill or
suffer an accident on the premises of a factory or other establishment.
Duties involve a combination of the following: Giving first aid to the ill or
injured; attending to subsequent dressing of 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 employees; and planning and carrying out programs involving
health education, accident prevention, evaluation of plant environment, or
other activities affecting the health, w elfare, and safety of all personnel.
Nursing supervisors or head nurses in establishments employing more than
one nurse are excluded.

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

into levels on the basis of the following

Class A . Applies advanced technical knowledge to solve unusually
complex problems (i.e ., those that typically cannot be solved solely by refer­
ence to manufacturers' manuals or sim ilar documents) in working on elec­
tronic equipment. Examples of such problems include location and density of
circuitry, electromagnetic radiation, isolating malfunctions, and frequent
engineering changes. Work involves: A detailed understanding of the inter­
relationships of circuits; exercising independent judgment in performing such
tasks as making circuit analyses, calculating wave form s, tracing relation­
ships in signal flow; and regularly using complex test instruments (e .g ., dual
trace oscilloscopes, Q -m e te rs, deviation m eters, pulse generators).




Maintenance, Toolroom, and Powerplant
MAINTENANCE CARPENTER
Perform s the carpentry duties necessary to construct and maintain
in good repair building woodwork and equipment such as bins, cribs, counters,
benches, partitions, doors, floors, stairs, casings, and trim made of wood
in an establishment. Work involves m ost of the following; Planning and

24

MAINTENANCE CARPENTER— Continued

MAINTENANCE MECHANIC (Machinery)— Continued

laying out of work from blueprints, drawings, models, or verbal instructions;
using a variety of carpenter's handtools, portable power tools, and standard
measuring instruments; making standard shop computations relating to di­
mensions of work; and selecting materials necessary for the work. In
general, the work of the maintenance carpenter requires rounded training
and experience usually acquired through a f o r m a l apprenticeship or
equivalent training and experience.

obtained from stock; ordering the production of a replacement part by a
machine shop or sending the machine to a machine shop for major repairs;
preparing written specifications for major repairs or for the production of
parts ordered from machine shops; reassembling machines; and making all
necessary adjustments for operation. In general, the work of a machinery
maintenance mechanic requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experi­
ence. Excluded from this classification are workers whose primary duties
involve setting up or adjusting machines.

MAINTENANCE ELECTRICIAN
P erform s a variety of electrical trade functions such as the instal­
lation, maintenance, or repair of equipment for the generation, distribution,
or utilization of electric energy in an establishment. Work involves most
of the following; Installing or repairing any of a variety of electrical equipment such as generators, transform ers, switchboards, controllers, circuit
breakers, m otors, heating units, conduit system s, or other transmission
equipment; working from blueprints, drawings, layouts, or other specifi­
cations; locating and diagnosing trouble in the electrical system or equip­
ment; working standard computations relating to load requirements of wiring
or electrical equipment; and using a variety of electrician's handtools and
measuring and testing instruments. In general, the work of the maintenance
electrician requires rounded training and experience usually acquired through
a form al apprenticeship or equivalent training and experience.
MAINTENANCE PAINTER
Paints and redecorates walls, woodwork, and fixtures of an estab­
lishm ent. Work involves the following: Knowledge of surface peculiarities
and types of paint required for different applications; preparing surface
for painting by removing old finish or by placing putty or filler in nail
holes and interstices; and applying paint with spray gun or brush. May
mix colors, oils, white lead, and other paint ingredients to obtain proper
color or consistency. In general, the work of the maintenance painter
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience.
MAINTENANCE MACHINIST
Produces replacement parts and new parts in making repairs of
metal parts of mechanical equipment operated in an establishment. Work
involves m ost of the following: Interpreting written instructions and speci­
fications; planning and laying out of work; using a variety of machinist's
handtools and precision measuring instruments; setting up and operating
standard machine tools; shaping of metal parts to close tolerances; making
standard shop computations relating to dimensions of work, tooling, feeds,
and speeds of machining; knowledge of the working properties of the common
m etals; selecting standard m aterials, parts, and equipment required for this
work; and fitting and assembling parts into mechanical equipment. In
general, the m achinist's work normally requires a rounded training in
machine-shop practice usually acquired through a formal apprenticeship or
equivalent training and experience.

MAINTENANCE MECHANIC (Motor vehicle)
Repairs automobiles, buses, motortrucks, and tractors of an estab­
lishment. Work involves most of the following; Examining automotive equip­
ment to diagnose source of trouble; disassem bling equipment and performing
repairs that involve the use of such handtools as wrenches, gauges, drills,
or specialized equipment in disassem bling or fitting parts; replacing broken
or defective parts from stock; grinding and adjusting valves; reassembling
and installing the various assem blies in the vehicle and making necessary
adjustments; and aligning wheels, adjusting brakes and lights, or tightening
body bolts. In general, the work of the motor vehicle maintenance mechanic
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience.
This classification does not include mechanics w h o
tom ers' vehicles in automobile repair shops.

cus­

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

MAINTENANCE MECHANIC (Machinery)
Repairs machinery or mechanical equipment of an establishment.
Work involves m ost 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




repair

25

MILLWRIGHT

TOOL AND DIE MAKER— Continued

Installs new machines or heavy equipment, and dismantles and
installs machines or heavy equipment when changes in the plant layout are
required. Work involves m ost of the following: Planning and laying out
work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses,
strength of m aterials, and centers of gravity; aligning and balancing equip­
ment; selecting standard tools, equipment, and parts to be used; and installing
and maintaining in good order power 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.

alloys; selecting appropriate m aterials, tools, and processes required to
complete tasks; making necessary shop computations; setting up and oper­
ating 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 prescribed toler­
ances and allowances. In general, the tool and die m aker's work requires
rounded training in machine-shop and toolroom practice usually acquired
through fdrmal apprenticeship or equivalent t r a i n i n g and experience.

MAINTENANCE TRADES HELPER
A ssists one or m ore workers in the skilled maintenance trades, by
performing specific or general duties of le sse r skill, such as keeping a
worker supplied with m aterials and tools; cleaning working area, machine,
and equipment; assisting journeyman by holding m aterials or tools; and per­
forming other unskilled tasks as directed by journeyman. The kind of work
the helper is permitted to perform varies from trade to trade: In some
trades the helper is confined to supplying, lifting, and holding m aterials and
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.
MACHINE-TOOL OPERATOR (Toolroom)
Specializes in operating one or m ore 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 metcil dies or molds used in shaping or forming meted or nonmetallic
material (e .g ., plastic, plaster, rubber, glass). Work typically involves;
Planning and performing difficult machining operations which require com­
plicated 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 pre­
scribed in drawings, blueprints, or layouts); using a variety of precision
measuring instruments; making necessary adjustments during machining
operation to achieve requisite dimensions to very close tolerances. May
be required to select proper coolants and cutting and lubricating oils, to
recognize when tools need dressing, and to dress tools. In general, the work
of £ m achine-tool operator (toolroom) at the skill level called for in this
.
classification requires extensive knowledge of machine-shop and toolroom
practice usually acquired through considerable on-the-job training and
experience.
For cross-industry wage study purposes, this classification does not
include m achine-tool operators (toolroom) employed in tool and die jobbing
shops.
TOOL AND DIE MAKER
Constructs and repairs jig s, fixtures, cutting tools, gauges, or metal
dies or molds used in shaping or forming metal or nonmetallic m aterial (e .g .,
plastic, plaster, rubber, glass). Work typically involves: Planning and laying
out work according to m odels, blueprints, drawings, or other written or oral
specifications; understanding the working properties of common metals and




For cross-industry wage study purposes, this classification does not
include tool and die makers who (1) are employed in tool and die jobbing
shops or (2) produce forging dies (die sinkers).
STATIONARY ENGINEER
Operates and maintains and may also supervise the operation of
stationary engines and equipment (mechanical or electrical) to supply the
establishment in which employed with power, heat, refrigeration, or airconditioning. Work involves; Operating and maintaining equipment such as
steam engines, air com pressors, generators, m otors, turbines, ventilating
and refrigerating equipment, steam boilers and boiler-fed water pumps;
making equipment repairs; and keeping a record of operation of machinery,
temperature, and fuel consumption. May also supervise these operations.
Head or chief engineers in establishments employing m ore than one engineer
are excluded.
BOILER TENDER
F ires stationary boilers to furnish the establishment in which
employed with heat, power, or steam. Feeds fuels to fire by hand or
operates a mechanical stoker, gas, or oil burner; and checks water and
safety valves. May clean, oil, or assist in repairing boilerroom equipment.

Material Movement and Custodial
TRUCKDRIVER
Drives a truck within a city or industrial area to transport
m aterials, merchandise, equipment, or workers between various types of
establishments such as; Manufacturing plants, freight depots, warehouses,
wholesale and retail establishments, or between retail establishments and
custom ers' houses or places of business. May also load or unload truck
with or without helpers, make minor mechanical repairs, and keep truck in
good working order. Salesroute and o ver-th e-road drivers are excluded.
For wage study purposes, truckdrivers are classified by type and
rated capacity of truck, as follows:
Truckdriver, light truck
(straight truck, under 1 V2 tons, usually 4 wheels)
Truckdriver, medium truck
(straight truck, IV2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
Truckdriver. tractor-trailer

SHIPPER AND RECEIVER

SHIPPING PACKER

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

Prepares finished products for shipment or storage by placing them
in shipping containers, the specific operations performed being dependent
upon the type, size, and number of units to be packed, the type of container
employed, and method of shipment. Work requires the placing of items in
shipping containers and may involve one or more of the following: Knowledge
of various items of stock in order to verify content; selection of appropriate
type and size of container; inserting enclosures in container; using excelsior
or other material to prevent breakage or damage; closing and sealing con­
tainer; and applying labels or entering identifying data on container. Packers
who also make wooden boxes or crates are excluded.

Shippers typically are responsible for most of the following: V e r ­
ifying that orders are accurately filled by comparing ite m s. and quantities
of goods gathered for shipment against documents; insuring that shipments
are properly packaged, identified with shipping information, and loaded into
transporting vehicles; preparing and keeping records of goods shipped, e .g .,
m anifests, bills of lading.
Receivers 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, manifests, storage
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:

Shipper
Receiver
Shipper~and receiver
WAREHOUSEMAN
As directed, perform s a variety of warehousing duties which require
an understanding of the establishment's storage plan. Work involves most
of the following: Verifying materials (or merchandise) against receiving
documents, noting and reporting discrepancies and obvious damages; routing
m aterials to prescribed storage locations; storing, stacking, or palletizing
m aterials in accordance with prescribed storage methods; rearranging and
taking inventory of stored m aterials; examining stored materials and
reporting deterioration and damage; removing material from storage and
preparing it for shipment. May operate hand or power trucks in performing
warehousing duties.
Exclude workers whose primary duties involve shipping and rece iv ­
ing work (see Shipper and Receiver and Shipping Packer), order filling
(see Order F ille r), or operating power trucks (see Pow er-Truck Operator).

MATERIAL HANDLING LABORER
A worker employed in a warehouse, manufacturing plant, store, or
other establishment whose duties involve one or more of the following:
Loading and unloading various materials and merchandise on or from freight
ca rs, 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
w orkers, who load and unload ships, are excluded.

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

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 arrests.
May also help visitors and customers by answering
questions and giving directions.
Guards employed by establishments which provide protective s e r ­
vices on a contract basis are included in this occupation.

ORDER FILLER
Fills shipping or transfer orders for finished goods from stored
merchandise in accordance with specifications on sales slips, custom ers'
orders, or other instructions. May, in addition to filling orders and indi­
cating items filled or omitted, keep records of outgoing orders, requisition
additional stock or report short supplies to supervisor, and perform other
related duties.




For

wage

study

p u rp oses,

guards

are classified

as

follows:

Class A .
Enforces regulations designed to prevent breaches of
security.
E xercises judgment and uses discretion in dealing with em er­
gencies and security violations encountered. Determines whether first

GU ARD— C ontinue d

GUARD— C ontinued

response should be to intervene directly (asking for assistance when deemed
necessary and time allows), to keep situation under surveillance, or to report
situation so that it can be handled by appropriate authority. Duties require
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.

quire 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 premises of an office, apartment house, or com m ercial
or other establishment. Duties involve a combination of the following:
Sweeping, mopping or scrubbing, and polishing flo ors; removing chips, trash,
and other refuse; dusting equipment, furniture, or fixtures; polishing metal
fixtures or trimmings; providing supplies and minor maintenance services;
and cleaning lavatories, showers, and restroom s.
Workers who specialize
in window washing are excluded.

Class B.
C arries 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 r e ­




28

Area Wage
Surveys
A list of the latest bulletins available is presented below. Bulletins
may be purchased from any of the BLS regional offices shown on the back
cover, or from the Superintendent of Documents, U.S. Government Printing
Office, Washington, D .C. 20402. Make checks payable to Superintendent of
Documents. A directory of occupational wage surveys, covering the years
1970 through 1977, is available on request.

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 1979________________________________________
Baltim ore, Md., Aug. 1978 1 __________________________________
Billings, Mont., July 1978 ____________________________________
Birmingham, A la ., M ar. 19 7 8 ________________________________
Boston, M a ss., Aug. 1 9 7 8 1___________________________________
Buffalo, N .Y ., Oct. 1978 1_____________________________________
Canton, Ohio, May 1978_______________________________________
Chattanooga, Tenn.—Ga., Sept. 1978 1________________________
Chicago, 111., May 1979________________________________________
Cincinnati, Ohio—
Ky.—Ind., July 1979 1______________________
Cleveland, Ohio, Sept. 1978___________________________________
Columbus, Ohio, Oct. 1978 1 __________________________________
Corpus C hristi, T ex., July 1978______________________________
Dallas—
Fort Worth, T ex ., Oct. 1978 1________________________
Davenport—Rock Island—Moline, Iowa—
111., Feb. 1979______
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., June 1979____________________________________
Gainesville, F la ., Sept. 1978 ___________________ _____________
Gary—
Hammond—
East Chicago, Ind., Oct. 1979 1____________
Green Bay, W is ., July 1979___________________________________
Greensboro— inston-Salem —
W
High Point,
N .C ., Aug. 1978_______________________________________________
Greenville—
Spartanburg, S .C ., June 1979 1_________________
Hartford, Conn., M ar. 1979___________________________________
Houston, T ex., A pr. 1979_____________________________________
Huntsville, A la ., Feb. 1979___________________________________
Indianapolis, Ind., O c t.-1978 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. 19 7 8 ______________________________
Memphis, Tenn.— rk.— i s s ., Nov. 1978 ------------------------------A
M




Bulletin number
and price *
2025-63, $ 1 .0 0
2025-58, $ 1.20
2025-65, $ 1.30
2050-20, $1.30
2025-50, $1 .5 0
2025-38, $ 1.00
2025-15, 80 cents
2025-43, $1.50
2025-71, $1.30
2025-22, 70 cents
2025-51, $ 1 .2 0
2050-21, $1 .7 5
2050-28, $2.00
2025-49, $1.30
2025-59, $1.50
2025-29, $1.00
2025-52, $1.50
2050-10, $ 1.00
2025-66, $ 1.00
2025-48, $ 1.00
2025-68, $1 .2 0
2050-7, $1.50
2050-25, $1.50
2025-45, $ 1.00
(To be surveyed)
2050-31, $ 1.50
2025-46,
2050-29,
2050-12,
2050-15,
2050-3,
2025-57,
2050-9,
2025-67,
2025-53,
2025-61,
2025-69,
2025-62,

$ 1.00
$1 .7 5
$1.10
$1 .3 0
$1.00
$ 1.50
$ 1.20
$1 .0 0
$ 1.30
$ 1.50
$1.00
$ 1.00

Area

Bulletin number
and price *

Miami, F la ., Oct. 1978 1
_______________________________________ 2025-60, $1.30
Milwaukee, W is., Apr. 1979__________________________________
2050-8, $1.30
Minneapolis—
St. Paul, Minn.—W is., Jan. 1979_______________ 2050-1, $1.30
Nassau—
Suffolk, N .Y ., June 1978 1____________________________ 2025-33, $1.30
Newark, N .J ., Jan. 1979______________________________________ 2050-5, $1.30
New Orleans, La., Jan. 1979 1_______________________________ 2050-2, $1.30
New York, N .Y .-N .J ., May 1979_____________________________
2050-30, $1.75
Norfolk—Virginia Beach—
Portsmouth, Va.—
N .C ., May 1979 1 _________________________________________-— 2050-22, $1.75
Norfolk—Virginia Beach—
Portsmouth and
Newport News—
Hampton, Va.— .C ., May 1978___________ - 2025-21, 80 cents
N
Northeast Pennsylvania, Aug. 1978 ---------------------------------------- 2025-47, $ 1.00
Oklahoma City, Okla., Aug. 1978____________________________
2025-40, $1.00
Omaha, Nebr.—Iowa, Oct. 1978_______________________________ 2025-56, $1.00
Paterson—
Clifton— assaic, N.J., June 1979________________
P
2050-26, $1.50
Philadelphia, Pa.—
N.J., Nov. 1978 ___________________________ 2025-54, $1.30
Pittsburgh, Pa., Jan. 1979 1 __________________________________ 2050-11, $1.50
Portland, Maine, Dec. 1978 1 _________________________________ 2025-70, $1.20
Portland, Oreg.—Wash., May 1979____________________________ 2050-27, $1.75
Poughkeepsie, N. Y ., June 1978 1_____________________________
2025-37, $1.10
Poughkeepsie—
Kingston—
Newburgh, N .Y ., June 1978 1 _____
2025-42, $1.20
Providence—
Warwick—
Pawtucket, R.I.—
M a ss., June 1978_____________________________________________ 2025-27, $1.40
Richmond, Va., June 1979____________________________________
2050-24, $1.50
St. Louis, Mo.—
111., Mar. 1979 1 _____________________________
2050-13, $1.50
Sacramento, C alif., Dec. 1978 ______________________________ _ 2025-75, $1.00
Saginaw, Mich., Nov. 1978 ___________________________________
2025-64, $1.00
Salt Lake City-Ogden, Utah, Nov. 1978 1 ____________________ 2025-72, $1.30
San Antonio, Tex., May 1979_________________________________
2050-17, $1.00
San Diego, C alif., Nov. 1978____________ _____________________ 2025-73, $1.00
San Francisco—
Oakland, C alif., Mar. 1979__________________ 2050-14, $1.20
San Jose, C alif., Mar. 1979___________________________________ 2050-19, $1.10
Seattle—
Everett, Wash., Dec. 1978___________________________ 2025-74, $ 1.00
South Bend, Ind., Aug. 1978___________________________________ 2025-44, $1.00
Toledo, Ohio—
Mich., May 1979_______________________________
2050-16, $1.10
Trenton, N.J., Sept. 1978 1 ___________________________________
2025-55, $1.20
Utica—Rome, N .Y ., July 1978_________________________________ 2025-34, $1.00
Washington, D .C .-M d .-V a ., M ar. 1979______________________ 2050-4, $1.20
Wichita, K ans., Apr. 1979____________________________________
2050-18, $ 1.00
W orcester, M a ss., Apr. 1979________________________________
2050-23, $1.50
York, Pa., Feb. 1979_________________________________________
2050-6, $1.00

*

Prices are determ ined by the Government Printing O ffice and are subject to change.

1 D ata on establishment 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 11
1

Region IV

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)

New Jersey
New York
Puerto Rico
Virgin Islands

Delaware
District of Columbia
Maryland
Pennsylvania
Virginia
West Virginia

Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee

Region V

Region VI

Regions VII and VIII

9th Floor, 230 S. Dearborn St.
Chicago, III. 60604
Phone:353-1880 (Area Code 312)

Second Floor
555 Griffin Square Building
Dallas, Tex. 75202
Phone: 767-6971 (AreaCode214)

Federal Office Building
911 Walnut St., 15th Floor
Kansas City, Mo 64106
Phone: 374-2481 (AreaCode816)

Regions IX and X
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

Arizona
California
Hawaii
Nevada

Alaska
Idaho
Oregon
Washington

1603 JFK Federal Building
Government Center
Boston, Mass. 02203
Phone:223-6761 (Area Code 617)
Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont

Illinois
Indiana
Michigan
Minnesota
Ohio
Wisconsin




Region II
Suite 3400
1515 Broadway
New York, N Y. 10036
Phone: 399-5406 (AreaCode212)

Wyoming

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