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/_<ao3c. solo-?
Area
Wage
Survey
York, Pennsylvania,
Metropolitan Area
February 1981
U.S. Department of Labor
Bureau of Labor Statistics
Bulletin 3010-9
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Federal Reserve Bank of St. Louis
Adams
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ifBRAfv/ ''
U,3. tjjfPOSSTOfiV COPY
JUN 2 5 1981
Preface
This bulletin provides results of a February 1981 survey of occupational
earnings and supplementary wage benefits in the York, Pa., Standard Metro
politan Statistical Area. The survey was made as part of the Bureau of Labor
Statistics’ annual area wage survey program. It was conducted by the Bureau’s
regional office in Philadelphia, Pa., under the general direction of Irwin L.
Feigenbaum, 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.
Unless specifically identified as copyright, material in this publication is in
the public domain and may, with appropriate credit, be reproduced without
permission.
Note:
Also available for the York area are listings of union wage rates for seven
selected building trades. Free copies of these are available from the Bureau’s
regional offices. (See back cover for addresses.)
For sale by the Superintendent of Documents, U.S. Government Printing Of
fice, Washington, D.C, 20402, GPO Bookstores, or BLS Regional Offices
listed on back cover. Price $2.75. Make checks payable to Superintendent of
Documents, G.P.O.
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Federal Reserve Bank of St. Louis
Area
Wage
Survey
U.S. Department of Labor
Raymond J. Donovan, Secretary
York, Pennsylvania,
Metropolitan Area
February 1981
<Sttsoj.
Contents
Bureau of Labor Statistics
Janet L. Norwood,
Commissioner
Page
Introduction....................................................................................
2
June I98I
Tables:
Bulletin 3010-9
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Federal Reserve Bank of St. Louis
Earnings, all establishments:
A- 1. Weekly earnings of office workers..................... 3
A- 2. Weekly earnings of professional and
technical workers................................................ 5
A- 3. Average weekly earnings of office,
professional, and technical workers,
by sex.....................................................................
6
A- 4. Hourly earnings of maintenance,
toolroom, and powerplant workers.................
7
A- 5. Hourly earnings of material move
ment and custodial workers..............................
8
A- 6. Average hourly earnings of
maintenance, toolroom, powerplant,
material movement, and custodial
workers, by sex.................................................... 9
A- 7. Indexes of earnings and percent in
creases for selected occupational
groups ................................................................... 9
A- 8. Pay relationships in establishments with
paired office clerical occupations.................... 10
A- 9. Pay relationships in establishments with
paired professional and technical
occupations.......................................................... 10
A-10. Pay relationships In establishments with
paired maintenance, toolroom, and
powerplant occupations ................................... 11
Page
Tables—Continued
A-11.
Pay relationships in establishments with
paired material movement and
custodial occupations....................................... 11
Establishment practices and supplementary wage
provisions:
B- 1. Minimum entrance salaries for Inexperienced
typists and clerks................................................
B- 2. Late-shift pay provisions for full-time
manufacturing production and related
workers...................................................................
B- 3. Scheduled weekly hours and days of full
time first-shift workers.......................................
B- 4. Annual paid holidays for full-time workers ...
B- 5. Paid vacation provisions for full-time
workers...................................................................
B- 6. Health, insurance, and pension plans for
full-time workers..................................................
B- 7. Health plan participation for full-time
workers...................................................................
12
13
14
15
16
17
19
Appendixes:
A. Scope and method of survey......................................... 21
B. Occupational descriptions.............................................. 26
C. Job conversion table........................................................ 38
Introduction
This area is 1 of 71 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-series tables) are collected annually. Information on
establishment practices and supplementary wage benefits (B-series tables) is
obtained every third year.
Each year after all individual area wage surveys have been completed, two
summary reports are issued. The first brings together data for each metropoli
tan area surveyed; the second presents national and regional estimates,
projected from individual metropolitan area data, for all Standard Metropoli
tan Statistical Areas in the United States, excluding Alaska and Hawaii.
A major consideration in the area wage survey program is the need to
describe the level and movement of wages in a variety of labor markets,
through the analysis of (1) the level and distribution of wages by occupation,
and (2) the movement of wages by occupational category and skill level. The
program develops information that may be used for many purposes, including
wage and salary administration, collective bargaining, and assistance in
determining plant location. Survey results also are used by the U.S. Depart
ment of Labor to make wage determinations under the Service Contract Act of
1965.
A-series tables
Tables A-l through A-6 provide estimates of straight-time weekly or hourly
earnings for workers in occupations common to a variety of manufacturing and
nonmanufacturing industries. Where possible, occupations with related duties
(e.g. accounting clerks and payroll clerks) are clustered to facilitate compari
son. The occupations are defined in appendix B. For the 31 largest survey
areas, tables A-12 through A-17 provide similar data for establishments
employing 500 workers or more.
Beginning in 1981, multilevel jobs are designated numerically instead of
alphabetically. A job conversion list is provided in appendix C.
Table A-7 provides indexes and percent changes in average hourly earnings
for office clerical workers, electronic data processing workers, industrial
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Federal Reserve Bank of St. Louis
nurses, skilled maintenance trades workers, and unskilled plant workers.
Where possible, data are presented for all industries and for manufacturing and
nonmanufacturing separately. Data are not presented for skilled maintenance
workers in nonmanufacturing because the number of workers employed in this
occupational group in nonmanufacturing is too small to warrant separate
presentation. This table provides a measure of wage trends after elimination of
changes in average earnings caused by employment shifts among establish
ments as well as turnover of establishments included in survey samples. For
further details, see appendix A.
Tables A-8 through A-l 1 provide measures of pay relationships in establish
ments. These measures may differ considerably from the pay relationships of
overall area averages published in tables A-1 through A-6. See appendix A for
details.
B-series tables
The B-series tables present information on minimum entrance salaries for
inexperienced typists and clerks; late-shift pay provisions and practices for
production and related workers in manufacturing; and data separately for
production and related workers and office workers on scheduled weekly hours
and days of first-shift workers; paid holidays; paid vacations; health, insurance,
and pension plan provisions; and health plan participation.
Appendixes
Appendix A describes the methods and concepts used in the area wage
survey program. It provides information on the scope of the area survey, the
area’s industrial composition in manufacturing, and labor-management agree
ment coverage.
Appendix B provides job descriptions used by Bureau field representatives
to classify workers by occupation.
Appendix C is an alphabetic to numeric conversion list for all multilevel jobs
in the survey.
Table A-1. Weekly earnings of office workers in York, Pa., February 1981
Occupation and industry
division
Secretaries....................................
Manufacturing.........................
Nonmanufacturing..................
Transportation and utilities..
Average
weekly
Of
hours1
workers (stand
ard)
Weekly e arnings
(in dol ars)'
Number of workers receiving straight-time weekly earnings (in dollars) of
120
Mean*
Median*
Middle range*
and
under
130
130
140
150
160
170
180
200
220
240
260
280
300
320
340
360
380
400
420
440
140
150
160
170
180
200
220
240
260
280
300
320
340
360
380
400
420
440
460
565
382
183
28
39.5
40.0
39.5
39.5
242.00
255.00
214.00
287.00
236.50 196.00- 272.50
249.50 207.00- 285.00
200.00 177.00- 243.00
306.00 245.00- 333.50
-
59
40.0
234.00
249.50 199.00- 261.00
-
Secretaries II.....
Manufacturing..
144
108
40.0
40.0
217.00
227.50
203.50 189.50- 244.50
212.00 198.00- 260.00
_
_
-
Secretaries III....
Manufacturing..
198
108
39.5
40.0
239.50
264.00
233.50 190.50- 271.50
249.50 225.50- 295.50
Secretaries IV..........
Manufacturing........
Nonmanufacturing..
128
89
39
39.5
39.5
40.0
262.00
274.50
233.00
250.00 219.00- 291.00
264.50 234.00- 316.50
228.00 212.00- 249.50
35
28
39.5
39.5
295.50
295.50
275.00 273.00- 312.00
275.00 274.00- 304.50
122
68
54
29
40.0
40.0
39.5
40.0
226.50
209.00
248.50
294.00
214.50
206.00
235.00
261.00
Stenographers I.......
Manufacturing........
Nonmanufacturing..
65
34
31
40.0
40.0
39.5
215.50
191.50
242.00
199.00 171.00- 261.00
188.50 169.00- 212.50
261.00 171.00- 261.00
Stenographers II..
Manufacturing....
57
34
40.0
40.0
238.50
226.50
235.00 203.00- 255.50
235.50 201.00- 249.50
Typists.........................
Manufacturing........
Nonmanufacturing..
151
40.0
40.0
40.0
196.00
202.50
178.50
Typists I...................
Manufacturing........
Nonmanufacturing..
101
63
38
40.0
40.0
40.0
Typists H............
Manufacturing..
50
49
File clerks..............
Manufacturing..
Secretaries I..
11
14
3
22
26
5
6
11
9
13
-
1
6
20
1
-
91
52
39
69
44
25
2
1
4
9
56
36
20
1
92
67
25
4
62
59
3
38
34
4
1
1
21
8
8
7
3
16
12
4
35
28
26
25
15
13
9
7
16
16
21
22
9
13
32
23
14
5
9
13
4
9
1
-
-
2
12
3
3
-
10
-
3
-
_
_
8
2
11
12
-
-
5
-
3
-
35
9
_
_
_
_
6
12
-
-
-
-
5
_
1
-
_
_
_
_
_
.
-
-
-
-
-
-
-
-
3
3
_
_
1
10
12
15
20
19
-
-
-
5
5
-
5
5
-
7
5
-
11
15
5
10
4
1
2
1
_
_
1
10
-
-
9
4
5
8
6
2
10
-
5
5
*
9
5
4
1
_
_
_
_
_
-
-
-
-
3
3
7
5
185.00 168.00- 219.50
199.50 168.50- 229.00
173.00 167.00- 196.00
_
1
10
21
-
12
8
9
15
1
4
1
6
18
9
9
181.50
183.50
178.50
173.00 160.00- 209.00
169.00 157.50- 209.00
173.00 167.00- 200.00
_
1
10
21
-
-
12
8
9
1
4
1
40.0
40.0
225.50
226.50
228.00 202.00- 255.00
228.50 203.50- 255.00
_
_
.
-
-
_
-
-
77
28
38.0
40.0
163.50
191.00
144.00 135.00- 199.00
199.00 155.00- 220.50
9
-
18
5
13
10
1
File clerks I................
54
37.5
144.00
142.00 131.50- 150.00
9
17
13
Switchboard operators..
29
39.5
210.50
223.00 172.00- 255.00
2
-
4
142
39.5
40.0
39.0
183.50
184.00
183.00
182.50 163.50- 193.00
182.50 163.00- 193.00
184.50 167.50- 192.50
5
5
-
-
40.0
40.0
221.50
230.50
229.00 176.00- 264.50
232.50 190.50- 275.50
_
5
Secretaries V....
Manufacturing..
Stenographers..............................
Manufacturing.........................
Nonmanufacturing..................
Transportation and utilities..
Switchboard operatorreceptionists...............
Manufacturing..........
Nonmanufacturing....
Order clerks..........
Manufacturing..
112
39
110
v 32
127
110
184.50181.00198.00261.00-
256.50
238.00
270.00
334.00
-
-
1
1
3
9
3
29
10
2
7
3
4
4
2
-
4
4
5
4
5
4
8
8
15
14
10
5
4
30
18
16
14
2
12
10
2
6
6
12
7
7
-
4
3
10
10
8
5
-
2
11
11
15
3
1
4
2
2
1
1
1
1
4
4
1
-
12
1
11
-
-
-
10
6
14
11
11
3
3
1
4
1
2
23
15
28
18
19
19
3
3
1
1
8
10
14
14
-
17
12
18
15
8
2
2
9
8
10
1
1
6
5
7
6
6
.
-
1
1
11
10
10
10
8
8
18
18
1
1
3
4
1
6
1
1
1
2
6
6
9
3
3
3
10
3
-
-
-
1
-
1
1
-
3
3
1
4
4
7
13
9
4
8
6
2
28
24
4
11
8
48
34
14
16
13
3
3
3
-
4
3
4
3
1
1
-
-
-
10
6
7
7
4
8
8
20
6
6
18
18
6
6
31
31
7
7
2
21
1
1
1
5
5
2
3
3
13
6
9
1
1
1
-
-
1
1
9
6
-
-
-
-
_
_
_
-
-
-
-
-
3
4
4
1
1
1
8
8
3
2
2
2
1
-
-
-
■
-
1
1
6
6
-
-
-
-
-
-
4
3
-
1
1
3
2
1
1
3
3
2
3
2
3
2
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1
_
-
460
and
over
1
1
1
3
-
-
9
7
19
16
3
13
13
See footnotes at end of tables.
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Federal Reserve Bank of St. Louis
-
1
1
-
-
1
1
_
-
-
-
-
-
1
1
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
_
_
_
_
-
-
-
-
-
-
-
-
-
-
-
-
1
1
1
1
1
-
„
-|
-
-
Occupation and industry
division
Average
Number weekly
hours1
of
workers (stand
ard)
Number of workers receiving straight-time weekly earnings (in dollars) of —
Weekly earnings
(in dollars)1
120
Mean2
Median2
Middle range’
and
under
130
130
140
150
160
170
180
200
220
240
260
280
300
320
340
360
380
400
420
440
140
150
160
170
180
200
220
240
260
280
300
320
340
360
380
400
420
440
460
12
12
1
3
3
6
6
5
5
76
39
37
67
49
18
55
42
13
39
35
4
30
15
15
6
6
4
3
3
2
18
4
14
37
18
19
44
36
42
30
13
8
12
2
9
9
6
6
7
7
9
9
23
7
7
4
"
-
-
-
-
3
48
1
2
21
48
18
27
58
16
42
49
24
25
152.00- 187.50
170.00- 215.50
-
2
33
33
2
22
1
16
6
201.50 173.50- 224.00
207.50 182.00- 227.00
184.50 171.50- 214.50
-
-
10
10
11
22
204.50
191.50
-
■
223.00
224.00
234.00
234.00
178.50- 253.50
180.00- 253.50
'
-
77
60
40.0
40.0
190.50
198.00
187.00
192.00
Order clerks II...............................
Manufacturing.............................
50
50
40.0
40.0
270.00
270.00
274.50 253.50- 277.00
274.50 253.50- 277.00
~
Manufacturing.............................
Nonmanufacturing......................
477
273
204
39.5
39.5
39.5
195.50
208.50
178.50
185.50
206.00
170.00
163.00- 224.00
173.50- 239.00
154.50- 192.00
Accounting clerks I.......................
Manufacturing.............................
169
47
40.0
40.0
181.50
211.00
167.00
191.00
Accounting clerks II......................
Manufacturing.............................
Nonmanufacturing......................
203
129
74
40.0
40.0
39.5
200.00
Accounting clerks III.....................
Manufacturing.............................
83
80
39.0
39.0
222.00
200.00
200.00
222.00
174.00- 235.00
176.50- 221.50
164.00- 243.00
190.00
192.00
186.00
184.00
187.00
182.00
160.00- 209.50
158.50- 216.50
161.50- 200.50
Manufacturing.............................
Nonmanufacturing......................
123
98
25
39.5
39.5
40.0
208.00
204.50
Key entry operators.........................
Manufacturing.............................
Nonmanufacturing......................
301
192
109
39.5
40.0
39.5
Key entry operators I...................
Manufacturing............................
Nonmanufacturing.....................
214
140
74
39.5
40.0
39.0
180.50
180.50
180.00
179.50 153.50- 200.50
179.50 151.00- 209.50
171.00 153.50- 188.00
Key entry operators II..................
87
52
40.0
40.0
213.00
223.00
201.00
204.50
184.00- 232.50
187.00- 232.50
-
5
1
-
1
1
2
10
1
1
1
11
_
"
20
29
13
7
22
25
15
22
17
16
25
22
15
5
4
1
3
6
1
26
11
61
31
30
44
31
13
42
30
12
3
3
40
27
20
20
20
20
7
17
3
10
20
29
25
13
7
22
23
15
2
1
1
17
16
7
4
11
7
7
-
1
21
14
7
7
See footnotes at end of tables.
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Federal Reserve Bank of St. Louis
3
3
10
6
154.00- 222.50
165.00- 230.00
Order clerks I................................
Manufacturing.............................
16
22
13
460
and
over
Table A-2. Weekly earnings of professional and technical workers in York, Pa., February 1981
Occupation and industry
division
Average
weekly
of
hours1
workers (stand
ard)
Computer systems analysts
(business).....................................
Manufacturing............................
63
54
Computer systems analysts
(business) II...............................
29
Computer programmers (business)..
Manufacturing.............................
Nonmanufacturing......................
109
76
33
Computer programmers
(business) I................................
Nonmanufacturing......................
43
25
Computer programmers
(business) II...............................
Manufacturing.............................
Computer programmers
(business) III..............................
Manufacturing.............................
40.0
40.0
Weekly earnings
(in dollars)1
Mean2
Median2
Middle range2
388.00
395.00
383.50 345.00- 423.50
390.50 348.00- 425.50
40.0
381.00
380.00 345.00- 423.50
40.0
39.5
40.0
337.50
376.00
248.50
319.00 258.00- 393.50
357.50 297.00- 424.50
244.00 202.00- 274.00
39.5
40.0
249.00
227.50
249.50 213.50- 270.00
219.00 201.50- 250.00
34
29
40.0
40.0
347.00
355.00
341.00 310.00- 386.00
355.00 317.00- 393.50
32
29
40.0
40.0
446.00
457.50
441.00 358.50- 550.50
456.50 385.50- 550.50
158
234.00
244.50
209.50
212.50 185.00- 256.00
219.50 185.00- 263.00
199.00 176.50- 227.50
Number of workers receiving straight-time weekly earnings (in dollars) of 140
and
under
150
160
170
180
190
200
210
220
240
260
280
300
320
340
360
380
420
460
500
540
160
170
180
190
200
210
220
240
260
280
300
320
340
360
380
420
460
500
540
580
1
1
2
1
7
6
9
7
6
-
5
17
14
7
7
4
4
2
2
3
-
-
1
3
3
4
7
4
2
1
1
7
3
3
11
11
10
10
1
1
3
3
10
10
-
-
-
-
-
-
_
_
_
_
_
_
_
_
-
-
-
-
-
-
-
-
-
4
3
-
-
-
-
-
-
-
-
-
_
_
_
.
10
3
-
_
_
_
-
_
_
. _
8
_
4
3
14
_
10
3
1
6
8
4
4
10
10
3
3
4
13
1
8
9
7
7
5
9
7
2
2
2
6
1
5
3
3
1
3
1
-
-
-
-
-
_
_
_
_
_
_
-
-
-
-
-
-
_
_
_
_
_
_
_
_
3
6
-
-
-
-
-
-
-
-
1
1
3
-
2
1
4
-
-
-
-
-
-
-
-
-
-
-
3
3
-
1
1
4
6
6
14
9
5
20
14
10
7
3
13
7
12
2
7
3
10
6
5
4
-
31
26
5
10
-
11
1
10
10
6
4
4
1
6
6
2
1
17
7
4
2
9
5
3
12
11
6
3
3
1
1
1
1
.
9
-
14
14
3
3
2
2
8
9
7
8
8
6
7
4
3
2
-
-
-
10
8
2
7
20
22
16
4
14
31
30
27
27
3
1
54
40
14
38
38
8
34
29
5
24
2
13
13
-
20
6
1
43
34
9
6
-
9
9
3
3
1
1
8
8
3
3
1
1
7
7
4
4
1
1
1
7
6
12
10
6
6
2
1
4
3
16
16
2
2
9
9
22
-
32
23
3
3
10
7
5
9
17
16
26
7
11
8
11
-
3
3
-
4
-
10
-
2
2
4
3
3
2
8
8
1
1
Computer operators.........................
Manufacturing.............................
Nonmanufacturing......................
110
48
40.0
40.0
40.0
Computer operators I...................
Manufacturing.............................
63
41
39.5
40.0
202.50
201.50
192.00
192.00
180.00- 220.00
180.00- 220.00
1
1
Computer operators II...................
Manufacturing.............................
73
51
40.0
40.0
221.00
219.00
_
225.50
220.00
185.00- 250.00
185.00- 250.00
Drafters..............................................
Manufacturing.............................
Nonmanufacturing......................
404
332
72
40.0
40.0
40.0
288.00
284.50
305.00
295.50 213.50- 344.50
295.50 211.50- 344.50
310.00 234.50- 401.00
Drafters II......................................
Manufacturing.............................
48
46
40.0
40.0
226.50
229.00
217.50
Drafters III.....................................
Manufacturing.............................
125
102
40.0
40.0
255.00
257.00
Drafters IV.....................................
Manufacturing.............................
139
109
40.0
40.0
Drafters V......................................
Manufacturing.............................
77
60
Electronics technicians.....................
Manufacturing.............................
Registered industrial nurses............
Manufacturing.............................
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
150
-
.
-
-
4
-
_
_
-
-
-
-
1
4
3
15
14
_
221.00
192.00- 269.00
193.00- 286.50
-
-
225.00
259.00
198.00- 316.00
198.00- 304.00
_
_
-
-
318.00
313.50
325.00 280.00- 350.50
325.00 282.00- 347.00
_
_
_
.
-
-
-
-
-
40.0
40.0
348.00
348.00
360.00 298.00- 388.00
360.00 336.00- 379.50
_
_
_
_
.
-
-
-
-
-
-
146
38
40.0
40.0
410.50
365.50
409.00 363.00- 409.00
345.50 335.00- 405.00
_
_
_
_
_
_
36
34
40.0
40.01
328.50
324.50
311.50 271.00- 374.50
311.50 263.50- 373.00
3
3
7
4
18
7
-
"
-
-
-
-
-
-
_
_
_
_
_
_
.
-
-
-
-
-
-
-
1
1
5
1
4
7
-
21
2
3
3
1
1
8
8
5
5
-
-
-
2
3
2
2
3
3
5
5
1
3
3
10
2
2
2
2
2
-
-
-
8
8
-
-
-
-
-
-
-
-
-
-
-
-
-
30
17
13
16
7
9
-
-
-
-
-
-
-
-
-
4
4
-
-
-
3
3
-
-
-
-
-
-
-
-
2
2
3
3
8
8
15
20
25
25
1
1
5
5
11
11
16
16
15
15
9
2
19
16
7
5
5
3
76
5
12
2
1
1
1
1
5
5
2
2
4
3
4
4
9
9
14
2
-
-
-
-
-
Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, In York, Pa., February 1981
Sex,3 occupation, and industry division
Number
of
workers
Weekly
hours1
(stand
ard)
Weekly
earnings
(in dollars)1
Office occupations women
Sex,3 occupation, and industry division
Weekly
earnings
(in dollars)1
29
39.5
210.50
141
109
32
39.5
40.0
182.00
181.50
Computer programmers
118
Computer programmers
(business) II.......................................................
Switchboard operator40.0
40.0
39.5
39.5
237.00
248.50
214.00
287.00
59
40.0
234.00
101
40.0
40.0
215.00
223.50
144
108
40.0
40.0
217.00
227.50
77
60
40.0
40.0
190.50
198.00
190
100
39.5
40.0
232.00
251.50
41
41
40.0
40.0
261.00
261.00
117
78
39
39.5
39.5
40.0
255.50
266.50
233.00
451
251
39.5
40.0
191.50
203.00
Secretaries V.........................................................
34
27
39.5
39.5
290.00
288.50
164
42
40.0
40.0
175.50
190.50
121
225.00
209.00
245.50
290.00
Accounting clerks II..............................................
68
53
28
40.0
40.0
39.5
40.0
200
Stenographers...........................................................
Manufacturing......................................................
Nonmanufacturing...............................................
Nonmanufacturing................................................
129
71
40.0
40.0
39.5
199.50
204.50
190.00
40.0
40.0
39.5
213.00
191.50
236.50
39.0
39.0
Nonmanufacturing...............................................
64
34
30
65
63
218.00
Stenographers I....................................................
Stenographers II...................................................
Manufacturing......................................................
57
34
40.0
40.0
238.50
226.50
Typists........................................................................
Manufacturing......................................................
Nonmanufacturing...............................................
150
40.0
40.0
40.0
195.00
200.50
178.50
111
39
40.0
40.0
40.0
179.50
180.00
178.50
50
49
40.0
40.0
225.50
226.50
77
28
38.0
40.0
163.50
191.00
54
37.5
144.00
100
Manufacturing.....................................................
Nonmanufacturing..............................................
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
62
38
Manufacturing........................ ..............................
Nonmanufacturing................................................
Payroll clerks.............................................................
Manufacturing.....................................................
Nonmanufacturing...............................................
Sex,3 occupation, and industry division
Weekly
hours1
(stand
ard)
of
workers
544
362
182
28
Manufacturing......................................................
Nonmanufacturing...............................................
Transportation and utilities..............................
Ave rage
(me an*)
Average
(mean*)
Average
(mean*)
39.5
39.5
206.50
203.00
297
188
109
39.5
40.0
39.5
188.50
186.00
213
139
74
39.5
40.0
39.0
180.50
180.50
180.00
84
49
40.0
40.0
205.50
51
43
40.0
40.0
39.5
39.5
40.0
324.50
366.50
247.00
30
39.5
246.50
28
40.0
349.50
40.0
229.00
40.0
40.0
40.0
299.50
295.50
316.50
25
40.0
238.00
90
72
40.0
40.0
266.50
268.00
n fi
is/
Manufacturing................................... ...................
123
94
40.0
40.0
318.00
312.00
Drafters V...............................................................
73
56
40.0
4Q.0
351.00
352.00
137
38
40.0
40.0
416.50
365.50
97
65
32
40.0
40.0
39.5
214.00
216.00
209.00
43
27
39.5
40.0
202.50
203.00
50
34
40.0
40.0
218.50
219.00
81
74
40.0
40.0
242.50
247.00
40.0
40.0
224.50
230.00
Manufacturing......................................................
Professional and technical
occupations - women
Nonmanufacturing..............................................
Computer operators I...........................................
210.00
390.50
396.50
77
50
27
53
Professional and technical
occupations - men
Computer systems analysts
Weekly
earnings
(in dollars)1
323
258
65
220.00
97
121
Computer programmers (business).........................
Weekly
hours'
(stand
ard)
of
workers
Manufacturing.....................................................
35
30
|
Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in York, Pa., February 1981
Kfourly earn ngs
(in dollars )4
Occupation and industry
division
Number
of
workers
Mean2
Median2
Middle
range2
Maintenance carpenters..................
Manufacturing.............................
48
40
8.21
7.88
8.37 6.94- 8.93
8.37 6.81- 8.60
Maintenance electricians.................
Manufacturing.............................
254
247
9.32
9.26
8.76 8.34- 9.67
8.76 8.33- 9.35
Maintenance machinists..................
Manufacturing.............................
202
8.97
8.83
8.98 8.13- 9.35
8.98 8.13- 9.35
418
400
8.91
8.83
8.55 8.03- 9.13
8.52 8.03- 8.98
219
43
176
131
10.07
8.85
10.37
11.49
11.97 8.18-12.12
8.55 7.62-10.17
11.98 8.85-12.12
12.12 11.97-12.12
Maintenance pipefitters...................
Manufacturing.............................
86
81
9.97
9.85
Millwrights........................................
Manufacturing.............................
94
94
Maintenance trades helpers............
Manufacturing.............................
Maintenance mechanics
(machinery)...................................
Manufacturing.............................
Maintenance mechanics
(motor vehicles)............................
Manufacturing.............................
Nonmanufacturing......................
Transportation and utilities.....
190
Number of workers receiving straight-time hourly earnings (in dollars) of
4.80
and
under
5.00
5.00
5.20
5.40
5.60
5.80
6.00
6.40
6.80
7.20
7.60
5.20
5.40
5.60
5.80
6.00
6.40
6.80
7.20
7.60
8.00
5
5
_
.
.
-
-
-
_
_
_
_
-
-
-
-
_
_
_
-
-
"
5
5
-
-
-
-
-
1
4
4
6
6
1
4
4
-
10
10
17
7
8
1
2
2
7
2
1
2
1
4
4
4
4
10
10
_
-
-
_
_
-
-
_
-
10.19
10.19
8.73 8.34-12.18
8.73 8.34-12.18
_
_
_
-
-
81
64
7.16
7.58
7.26 5.76- 8.25
7.69 7.02- 8.25
4
4
9
-
Machine-tool operators (toolroom)...
Manufacturing.............................
101
101
10.04
10.04
10.17 8.58-11.73
10.17 8.58-11.73
_
_
_
_
.
-
-
-
-
-
-
-
Tool and die makers........................
Manufacturing.............................
229
228
9.65
9.66
9.45 8.70-10.14
9.45 8.70-10.14
-
-
_
_
_
_
_
-
-
-
-
-
-
-
Boiler tenders...................................
Manufacturing.............................
48
48
7.29
7.29
7.18 7.18- 8.02
7.18 7.18- 8.02
_
3
31
_
_
-
-
5
5
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
13
9
4
27
27
8.98 8.34-12.18
8.98 8.34-12.18
-
22
22
6
6
-
See footnotes at end of tables.
30
30
12
12
-
.
_
-
-
-
-
-
-
-
-
2
2
10
5
7
2
-
-
7
6
9
9
-
5
-
3
7
-
-
-
-
1
-
4
4
3
-
5
2
-
1
-
15
26
-
_
15
1
4
-
1
31
-
-
1
3 „
48
3
-
17
9
-
17
17
-
10
10
2
2
26
26
22
22
73
1
33
-
-
-
-
-
-
-
-
-
-
1
3
41
-
5
5
9
7
16
16
7
7
7
7
-
-
-
-
4
3
-
-
-
-
-
-
1
1
3
3
13
13
13
13
20
20
-
-
6
-
5
10
27
3
-
1
1
2
2
10
9
10
10
10
10
35
35
27
27
33
33
19
19
27
27
3
3
1
1
35
35
1
-
-
22
22
4
4
2
2
4
4
4
4
4
4
-
-
-
-
-
-
.
-
2
1
1
.
_
-
102
102
4
4
-
.
84
84
_
-
1
6
12.80
40
40
5
5
20
2
12.40
4
-
23
3
12.00
40
40
5
_
10.80 11.20 11.60
71
71
-
6
6
10.40
9
9
-
_
10.00
40
40
-
_
9.60
6
6
-
_
9.20
6
6
3
3
2
8.40
23
23
6
2
2
12.40
30
30
2
2
_
12.00
65
65
.
_
11.60
39
39
.
_
10.40 10.80 11.20
14
14
_
_
10.00
5
5
.
-
9.60
-
-
_
9.20
4
-
-
8.80
8.80
9
_
. -
8.40
7
7
3
3
-
8.00
2
2
5
5
-
J
_
15
_
Table A-5. Hourly earnings of material movement and custodial workers in York, Pa., February 1981
Hourly earnings
(in dollars)4
Occupation and industry
division
Transportation and utilities.....
Transportation and utilities.....
Transportation and utilities.....
Transportation and utilities.....
Number
of
workers
Mean*
3.30
and
under
3.70
6.61-11.98
5.50- 9.99
7.46-11.98
11.98-12.18
7
7.77
5.99
8.83
6.66 5.60-11.98
_
_
_
156
103
53
7.43
7.65
7.00
7.59 5.10- 9.99
8.07 5.08- 9.99
7.59 6.05- 7.82
486
144
342
169
9.48
8.84
9.74
12.04
246
232
7.99
8.10
8.11
186
122
909
348
561
277
8.77
7.73
9.42
11.85
177
66
111
5.60 5.15- 7.05
8.60 6.12-11.98
_
7
-
3.70
4.10
4.50
4.90
5.30
5.70
6.10
6.50
6.90
7.30
7.70
8.10
8.50
8.90
9.30
9.70
10.10
10.50 10.90
11.30 11.70
12.10
4.10
4.50
4.90
5.30
5.70
6.10
6.50
6.90
7.30
7.70
8.10
8.50
8.90
9.30
9.70
10.10
10.50
10.90
11.70 12.10
12.50
3
3
11
11
29
28
_
_
9
9
1
1
3
3
_
_
_
2
2
_
_
2
2
20
19
21
11
41
-
5
16
-
12
6
6
20
6
21
10
4
14
-
4
5
4
21
6
1
.
10
1
.
29
9
10
1
3
3
20
1
21
23
19
4
_
_
_
1
_
_
_
_
_
_
_
_
-
_
-
_
-
-
_
_
_
-
8.07 5.88-10.63
5.98-10.63
14
10
12
11
1
1
12
12
6.71
6.82
7.36 5.62- 7.67
6.91 5.62- 7.74
10
19
3
4
11
1
131
116
6.51
6.57
5.95 5.76- 7.11
6.00 5.77- 7.11
3
3
8
_
247
175
72
6.55
6.43
6.85
6.76 6.11- 7.07
6.72 6.06- 7.07
6.76 6.56- 6.76
12
680
473
207
6.81
6.91
6.57
319
278
5.68
5.99
582
298
284
214
7.88
5.78
10.08
11.54
894
746
148
100
7.75
7.21
10.49
11.91
114
7.08
21
7
“
_
_
9
-
-
-
-
-
~
*
9
9
-
“
-
“
“
109
109
7
7
”
-
■
-
“
-
-
“
“
-
“
200
2
“
-
99
10
10
28
28
7
7
46
45
4
4
-
22
22
-
-
-
62
62
-
6
_
4
4
36
36
'
75
75
-
1
1
2
6
1
101
101
9
9
10
9
9
10
47
37
48
27
10
2
21
10
7
7
8
20
4
1
-
1
60
-
-
9
9
133
133
59
59
30
30
6
6
_
135
_
20
20
9
9
2
1
-
-
65
65
-
-
-
19
19
-
-
-
-
1
-
”
“
"
-
-
-
“
61
61
“
8
8
"
“
“
-
”
-
148
148
“
-
43
43
17
17
-
-
-
-
-
63
63
“
“
-
11
11
~
12
“
47
-
12
-
-
“
-
-
112
23
9
23
23
“
48
48
-
62
53
9
89
50
39
42
17
10
27
-
-
-
-
-
-
10
-
-
-
-
-
9
9
6
6
23
23
2
2
8
8
-
-
“
“
-
1
21
21
"
"
-
-
_
“
9
9
6
6
23
23
2
2
8
8
-
-
-
-
-
-
-
-
-
“
34
32
16
16
94
90
4
4
-
34
-
3
4
6
-
28
-
-
-
1
-
-
1
1
1
1
2
1
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
■
■ -
_
4
-
44
5.49-10.47
5.48- 8.39
7.63-11.98
11.98-11.98
21
10
-
-
7.35
6.98
11.98
11.98
31
13
13
18
18
-
12
22
8
8
8
50
34
30
4
-
30
“
26
26
-
23
15
60
31
29
-
-
1
36
17
19
-
107
31
76
-
1
5.18-11.89
5.18- 7.11
7.50-11.89
11.82-11.89
7.07
7.07
5.02
7.01
•
-
7.11
5.40
11.89
11.89
3.904.723.355.34-
89
89
1
1
16
16
5.23
6.34
3.92
5.34
-
1
1
8
8
5.60
6.15
4.36
6.65
-
2
2
45
32
543
375
168
29
-
10
67
39
2
20
20
21
21
5.73 3.80- 6.87
6.38 4.08- 7.26
3
20
11
22
21
1
1
11
125
125
85
42
43
2
14
~
24
20
47
13
-
7
7
-
25
24
_
-
-
2
46
_
44
”
44
44
-
50
48
3.87 3.67- 5.72
5.72 4.19- 6.66
12
12
-
45
38
7
4.68
5.59
11
11
-
-
5
-
60
40
177
90
12
12
-
7.47 4.81- 8.92
7.17 4.41- 8.92
7.47 5.76- 7.50
2
11
69
15
15
13
13
_
-
18
3
11
11
11
1
1
4
-
101
12
_
7
3
112
61
24
24
9
3
3
12
12
137
2
2
2
14
-
9
9
4
4
36
36
-
47
13
_
-
54
53
21
46
3
3
-
6
4.15 3.72- 6.66
6.28 4.91- 7.34
_
-
-
10
_
-
~
12
13
13
1
6.78 6.42- 7.60
-
_
13
13
-
25
13
12
2
2
1
1
“
-
9
-
14
14
10
10
-
47
45
45
• -
20
11
61
14
_
-
_
-
-
8
8
13
-
-
-
3
3
11
11
2
2
1
-
-
3
3
12
12
-
-
“
1
12
2
2
-
“
181
181
-
11
2
5
5
15
15
8
193
12
12
13
11
12
12
82
“
82
82
12
12
2
2
57
57
“
23
5
5
11
11
7
5
4
72
4
4
15
3
11.30
13
13
-
17
17
-
134
30
104
-
1
1
46
46
36
35
8
3
3
-
_
9
80
3
3
15
15
11
10
1
17
17
-
8.92
9.14
8.40
11.98
5.36
6.62
199
52
28
17
4
12
8
49
26
23
-
48
39
9
-
7.66-11.98
6.96-10.21
7.73-11.98
11.98-12.18
Power-truck operators
Janitors, porters, and cleaners.......
Middle
range*
Median*
7.95
8.03
7.87
11.98
Number of workers receiving straight-time hourly earnings (in dollars) of
-
2
2
“
_
1
1
“
-
-
-
200
200
-
99
99
“
1
4
“
1
Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex, in York, Pa., February 1981
Sex,3 occupation, and industry division
Number
of
workers
Average
(mean2)
hourly
earnings
(in dollars)4
Number
of
workers
Sex,3 occupation, and industry division
Maintenance, toolroom, and
powerplant occupations - men
• *
46
38
8.15
7.80
202
190
8.97
8.83
Nonmanufacturing............................................................
362
344
8.35
8.22
Truckdrivers, tractor-trailer................................................
Manufacturing..................................................................
209
176
131
9.97
10.37
11.49
Maintenance trades helpers.................................................
71
54
6.78
7.17
Transportation and utilities...........................................
100
11.91
103
53
7.43
7 65
7.00
Power-truck operators
(other than forklift).............................................................
92
6.83
160
4.70
486
144
342
169
9.48
8.84
9.74
12.04
Guards I...............................................................................
Manufacturing.......................................................
160
85
4.70
5.56
134
6.93
6.91
Janitors, porters, and cleaners..............................................
Manufacturing................................................................
368
240
128
5.46
5.97
4.48
Receivers................................................................................
44
5.35
Nonmanufacturing............................................................
91
5.65
Manufacturing...................................................................
147
4.77
5.10
Nonmanufacturing............................................................
151
40
5.23
3.97
88
99
Manufacturing..................................................................
86
5.94
5.92
Material movement and custodial
occupations - women
213
Boiler tenders................................................
212
9.44
48
48
7.29
7.29
Warehousemen..................................................................
212
Material movement and custodial
occupations - men
Manufacturing...................................................................
Nonmanufacturing............................................................
Transportation and utilities...........................................
906
346
560
276
69
6.76
6.71
6.87
124
124
6.80
6.80
8 77
7.72
9.41
11.85
251
275
214
Transportation and utilities...........................................
Average
(mean2)
hourly
earnings
(in dollars)4
Forklift operators:
66
110
Maintenance mechanics
Number
of
workers
Sex,3 occupation, and industry division
7 75
5.99
8.80
176
Nonmanufacturing............................................................
Maintenance mechanics
Manufacturing...................................................................
Average
(mean2)
hourly
earnings
(in dollars)4
5.82
11.54
See footnotes at end of tables.
Table A-7. Indexes of earnings and percent increases for selected occupational groups, York, Pa., selected periods
All industries
Period*
Indexes (February 1977 = 100):
February 1980...................................................................................................
February 1981......................................................................................
Percent increases:
February 1972 to February 1973......................................................................
February 1973 to February 1974......................................................................
February 1974 to February 1975......................................................................
February 1975 to February 1976................................................................
February 1976 to February 1977.....................................................................
February 1977 to February 1978......................................................................
February 1978 to February 1979................................................................ .
February 1979 to February 1980......................................................................
February 1980 to February 1981......................................................................
Office
clerical
Electronic
data
processing
Manufacturing
Industrial
nurses
Skilled
mainte
nance
Unskilled
plant
Office
clerical
Industrial
nurses
Skilled
mainte
nance
Unskilled
plant
Office
clerical
Electronic
data
processing
Industrial
nurses
Unskilled
plant
128.1
140.4
c)
o
126.3
143.5
129.0
143.4
132.2
146.7
129.3
142.2
o
(*)
o
(«)
129.0
143.7
130.5
144.9
(')
(•)
C)
(•)
C)
(#)
133.9
148.8
4.9
5.1
9.6
7.5
<•>
o
5.8
7.0
5.1
9.7
7.1
5.5
10.5
6.6
6.0
5.8
7.0
C)
C)
C)
o
5.7
6.3
5.6
11.3
8.7
8.3
7.5
9.1
10.0
(6)
(«)
(*)
(*)
(«)
C)
(a)
(a)
o
7.6
5.8
8.9
7.6
8.4
10.0
12.6
C)
C)
C)
(•)
C)
(•)
C)
(a)
c)
(•)
(•)
(#)
8.4
7.5
9.0
o
(•)
(a)
C)
o
o
o
<•>
o
6.0
8.0
8.0
6.2
10.1
5.3
5.5
9.5
7.1
6.4
9.4
6.8
8.8
7.8
9.2
9.6
0
o
o
c)
8.3
8.0
11.1
13.6
9.4
8.5
7.5
8.8
8.2
10.1
11.0
11.0
10.1
11.2
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Electronic
data
processing
Nonmanufacturing
9
8.0
9.4
10.0
11.4
6.3
9.7
9.0
7.0
7.6
10.2
10.0
11.0
(•)
(•)
C)
C)
C)
<•>
8.8
10.1
11.8
11.1
Table A-8. Pay relationships in establishments with paired office clerical occupations, York, Pa., February 1981
Occupation for which average earnings equal 100
Occupation for which earnings
are compared
1
II
III
V
IV
I
II
0
c)
84
81
100
Secretaries I................
(*)
(•)
112
119
100
69
75
85
(*)
Secretaries II................
130
88
80
o
100
117
(«)
Secretaries III...............
137
100
86
153
119
134
114
Secretaries IV..............
100
o
125
116
123
145
Secretaries V...............
<•)
100
83
77
65
84
Stenographers I...........
C)
(«)
100
121
73
90
Stenographers II..........
C)
(*)
(•)
78
86
98
72
55
84
Typists I.......................
(•)
o
76
86
Typists II......................
C)
C)
C)
(*)
o
72
File clerks I................. .
C)
(*)
(*)
(«)
(*)
86
67
98
90
75
98
o
Switchboard operators.
Switchboard operator68
106
97
77
86
83
95
receptionists.............
86
74
82
90
98
Order clerks I..............
«
<•>
92
101
109
Order clerks II..............
c)
o
(•>
(«)
80
69
74
92
95
Accounting clerks I......
(*)
(*)
104
118
81
64
89
97
Accounting clerks II.....
(«)
75
89
100
94
Accounting clerks III—
0
o
(«)
110
98
76
120
101
92
96
Payroll clerks..............
86
83
74
65
81
87
90
Key entry operators I..
66
117
94
81
96
99
Key entry operators II
o
NOTE: This matrix table shows the average (mean) relationship of earnings in establishments between any two
occupations compared. Earnings for an occupation in the table stub are expressed as a percent of the earnings for an
occupation in the column heading at the point where the data lines for the two intersect. For example, reading across the
Secretaries IV row, the 119 in the Secretaries I column indicates that Secretaries IV average 119 percent of (or 19 percent
File
clerks
Typists
Stenographers
Secretaries
Switch
Switch
board
board operator
operators -recep
tionists
I
II
I
0
116
o
c)
131
o
o
«
138
<•>
<•>
<•>
o
102
111
119
116
138
183
102
129
100
o
<•>
(*>
0
0
100
102
111
120
117
130
148
94
103
94
121
c)
92
99
108
108
105
o
135
145
o
125
135
0
c)
83
c)
0
0
100
c)
c)
c)
o
o
0
0
o
o
97
100
94
77
100
. 106
130
100
o
105
137
73
85
100
o
90
121
o
o
101
o
o
o
o
121
o
126
113
105
116
II
c)
89
107
111
I
(•)
100
113
99
II
o
o
«
109
o
126
102
I
116
93
n
107
135
133
149
Accounting clerks
Order clerks
0
111
o
o
0
95
100
102
95
105
116
114
o
117
114
102
96
114
«
104
120
c)
o
more than) the earnings of Secretaries I.
c)
113
96
100
74
100
«
78
72
79
m
99
0
c)
100
83
103
<*)
98
105
118
86
100
116
139
123
96
109
108
89
99
o
106
113
133
o
o
c)
o
o
95
88
c)
o
72
92
100
102
88
109
II
I
III
103
113
124
156
85
97
92
101
0
Key mtry
oper itors
Payroll
clerks
83
99
104
108
132
91
111
o
115
123
134
155
116
101
102
120
79
90
o
87
99
88
104
104
138
104
113
114
96
88
79
86
85
88
128
81
93
99
100
83
93
105
123
153
85
107
83
o
<*>
100
127
o
101
121
100
91
108
80
125
100
See appendix A for method of computation.
Also see footnotes at end of tables.
Table A-9. Pay relationships In establishments with paired professional and technical occupations, York, Pa., February 1981
Occupation for which average earnings equal 100
Occupation for which earnings
are compared
Computer sys
tems
analysts (busi
ness)
Computer programmers (business)
Computer operators
143
183
Drafters
Registered in
dustrial nurses
II
Computer systems analysts
(business) II............!..........
Computer programmers
(business) I........................
Computer programmers
(business) II.......................
Computer programmers
105
(business) III......................
55
Computer operators I............
61
Computer operators II...........
62
Drafters II...............................
71
Drafters III..............................
76
Drafters IV.............................
C)
Drafters V..............................
70
Registered industrial nurses .
See table A-8 for description of these pay relationships and appendix A for method of computation.
Also see footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
100
85
101
107
119
110
128
61
75
71
82
89
97
78
10
132
C)
99
93
84
91
134
141
123
113
103
128
156
87
201
C)
82
91
147
77
83
75
85
138
72
77
118
78
118
152
85
91
94
66
141
107
100
210
48
64
50
C)
100
115
107
121
68
130
138
131
120
130
122
73
69
100
94
106
94
100
86
110
117
134
148
100
(‘)
118
128
(!L
143
100
78
90
111
100
145
76
82
C)
C)
108
109
92
92
100
68
Table A-10.Pay relationships in establishments with paired maintenance, toolroom, and powerplant occupations, York, Pa., February 1981
Occupation for which average earnings equal 100
Occupation for which earnings
are compared
Mechanics
Carpenters
Electricians
Machinists
Motor
vehicles
Machinery
Maintenance carpenters...........................................................................
100
Maintenance electricians..........................................................................................
102
Maintenance machinists........................................................................................................
104
Maintenance mechanics
(machinery).........................................................................................................................
102
Maintenance mechanics
(motor vehicles)..................................................................................................................
100
Maintenance pipefitters..........................................................................................................
101
Millwrights........................................................................................................
o
Maintenance trades helpers..................................................................................................
88
Machine-tool operators (toolroom).......................................................................................
0
Tool and die makers..............................................................................................................
106
Boiler tenders..................................................................................................................... ..
c)
See table A-8 for description of these pay relationships and appendix A for method of computation.
Also see footnotes at end of tables.
98
96
98
100
100
100
100
102
102
98
98
98
98
98
85
95
105
92
97
100
97
89
98
107
92
100
102
Pipefitters
Millwrights
Trades
helpers
Machinetool
operators
(toolroom)
99
Tool and die
makers
Boiler
tenders
102
100
(•)
103
103
113
117
113
(*)
105
104
102
94
95
93
(«)
109
108
100
101
102
103
118
105
95
106
99
98
98
85
95
105
94
100
101
99
(•)
100
(*)
87
(•)
108
o
99
C)
(•)
105
98
101
100
115
(#)
(•)
100
(•)
(*)
C)
(•)
(*)
100
93
95
(•)
82
91
121
109
C)
(•)
(•)
(•)
(•)
C)
(*)
102
100
(6)
(*)
(•)
(*)
C)
100
Table A-1l.Pay relationships In establishments with paired material movement and custodial occupations, York, Pa., February 1981
Occupation for which average earnings equal 100
Occupation for which earnings
are compared
Truckdrivers
Medium
truck
Heavy truck
Truckdrivers, medium truck........................
100
o
Truckdrivers, heavy truck................................................
100
o
Truckdrivers, tractor-trailer...................................................................................
103
117
Shippers...................................................................................................
94
80
Receivers....................................................................................
.
94
97
Shippers and receivers.........................................................................................
c)
o
Warehousemen.....................................................................................................
98
92
Order fillers..................................................................................
0
98
Shipping packers .................................................................................................
100
84
Material handling laborers....................................................................................
86
93
Forklift operators...................................................................................................
96
96
Power-truck operators
(other than forklift)............................................................................................
o
o
Guards I..........................................................................................................
92
83
Janitors, porters, and cleaners.............................................................................
88
79
See table A-8 for description of these pay relationships and appendix A for method of computation.
Also see footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Tractortrailer
98
86
100
97
95
82
90
95
0
81
85
0
68
64
Shippers
Receivers
106
125
103
107
104
105
99
100
101
Shippers
and
receivers
men
(•)
100
101
100
95
99
84
94
95
94
97
<•)
87
89
92
97
91
c)
79
87
«
80
93
11
97
100
92
97
100
100
102
101
100
101
100
C)
117
85
92
C)
100
86
99
101
100
(■)
73
84
100
(•)
94
100
o
106
100
101
101
100
101
119
111
100
106
107
103
109
104
105
118
102
109
102
(•)
(«)
(*)
C)
C)
108
o
90
99
C)
99
116
108
123
108
105
107
109
98
102
99
119
Guards
Material
handling
laborers
o
c)
o
o
Power-truck
operators
(other than
forklift)
Shipping
packers
121
100
98
97
92
98
Order fillers
C)
103
99
105
100
100
100
99
100
111
101
92
90
92
91
Forklift
operators
102
101
103
103
99
99
I
121
148
126
115
103
127
109
109
138
118
Janitors,
porters, and
cleaners
114
127
155
108
112
110
114
111
110
119
109
Table B-1. Minimum entrance salaries for inexperienced typists and clerks in York, Pa., February 1981
Other inexperienced clerical workers8
Inexperienced typists
Minimum weekly straight-time salaries1
All
schedules
40.00-hour
schedules
All
schedules
40.00-hour
schedules
132
61
XXX
71
132
61
XXX
71
XXX
17
13
13
4
54
31
29
23
20
1
_
_
_
_
_
-
1
1
1
1
1
-
-
1
1
4
9
_
3
3
2
2
2
2
2
2
-
_
-
_
-
_
_
_
_
_
_
_
_
_
_
_
_
_
1
1
_
_
3
—
_
_
_
_
_
—
_
_
_
_
_
_
—
9
4
XXX
5
106
44
XXX
62
_
3
$135.00 and under $140.00....................................................
1
1
1
1
_
_
1
1
_
1
1
1
1
1
1
Establishments having no specified
Establishments which did not employ
1
3
_
1
1
1
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
All
schedules
40.00-hour
schedules
Under $115 00..........................................................................................
$220.00 and under $225.00.....................................................
All
industries
All
schedules
Establishments having a specified
$170.00 and under $175.00.....................................................
Nonmanufacturing
Manufacturing
Nonmanufacturing
Manufacturing
All
industries
12
1
1
1
9
13
5
3
4
3
2
1
2
2
1
1
8
5
5
3
3
3
3
3
_
-
2
2
2
2
1
1
1
1
3
-
3
-
-
-
-
-
2
3
_
2
1
2
1
2
2
-
-
1
1
2
1
1
2
-
-
-
•
42
19
XXX
23
XXX
36
11
XXX
25
XXX
1
1
3
1
1
1
1
1
1
1
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Table B-2. Late-shift pay provisions for full-time manufacturing production and related workers in York, Pa., February 1981
(All full-time manufacturing production and related workers = 100 percent)
Workers on late shifts
All workers9
Item
Second shift
Third shift
Second shift
Third shift
Percent of workers
7.2
In establishments with late-shift provisions........................................................................
88.1
69.7
15.7
With no pay differential for late-shift work..........................................................................
With pay differential for late-shift work...............................................................................
Uniform cents-per-hour differential.................................................................................
Uniform percentage differential......................................................................................
Other differential..............................................................................................................
4.5
83.6
69.9
_
.2
_
69.7
55.7
15.5
14.1
11.2
2.6
8.1
1.0
7.2
6.3
.7
5.9
.4
.2
24.8
7.1
28.1
26.1
7.9
28.5
9.3
5.5
1.4
1.5
1.4
-
.3
.4
2.4
.9
-
-
.1
.8
.4
-
.2
1.1
Average pay differential
Uniform cents-per-hour differential.....................................................................................
Uniform percentage differential..........................................................................................
8.8
Percent of workers by type and
amount of pay differential
Uniform cents-per-hour:
10 cents......................................................................................................................
12 cents......................................................................................................................
14 cents......................................................................................................................
15 cents......................................................................................................................
17 cents......................................................................................................................
19 cents......................................................................................................................
20 cent9......................................................................................................................
21 cents......................................................................................................................
22 cents......................................................................................................................
23 cents......................................................................................................................
25 cents......................................................................................................................
27 cents......................................................................................................................
29 cents......................................................................................................................
30 cents......................................................................................................................
33 cents................................................................................................... ...................
35 cents......................................................................................................................
36 cents......................................................................................................................
38 cents....................................................................................................................
40 cents......................................................................................................................
55 cents......................... .............................................................................................
1.2
11.2
2.2
1.0
5.1
.6
9.1
4.0
10.5
1.1
9.2
1.3
5.0
1.5
-
Uniform percentage:
5 percent....................................................................................................................
7 and under 8 percent................................................................................................
8 percent....................................................................................................................
10 percent..................................................................................................................
4.0
2.8
2.1
2.3
Other differential:
8 hours’ pay for 7 hours worked................................................................................
8 hours’ pay for 6.5 hours worked.............................................................................
Combination cents-per-hour and
percentage differential...........................................................................................
.7
_
1.9
See footnotes at end of tables.
13
1.6
2.2
1.0
2.6
1.2
4.2
9.9
3.5
7.2
1.7
9.9
5.0
1.5
1.3
.2
1.6
1.0
-
.1
1.5
-
2.4
.4
.6
.1
.1
2.2
.1
1.2
.2
1.5
.3
-
.2
.1
1.3
3.1
3.7
0°)
.7
3.3
.1
"
(■“)
"
1.9
.3
.2
.5
.4
.1
.3 ■
.4
Table B-3. Scheduled weekly hours and days of full-time first-shift workers in York, Pa., February 1981
Office workers
Production and related workers
Item
Transportation
and utilities
All
industries
Manu
facturing
Nonmanu
facturing
Transportation
and utilities
Manu
facturing
Nonmanu
facturing
100
100
100
100
100
100
100
100
c)
<“>
<“>
_
1
-
99
99
<")
-
(■•)
c)
(")
6
3
93
(■■)
93
“
-
1
~
~
3
”
~
1
3
5
(")
85
(“>
85
<">
“
<“)
-
40.2
39.5
All
industries
Percent of workers by scheduled
weekly hours and days
All full-time workers.............................................
20 hours-5 1 /2 days.................................................
30 hours-5 days.........................................................
34 hours-5 days.........................................................
35 hours-5 days.........................................................
37 hours-5 days.........................................................
37 1 /2 hours-5 days.................................................
38 1 /2 hours-5 days.................................................
39 hours.....................................................................
5 days...................................................................
5 1/2 days............................................................
40 hours.....................................................................
4 1/2 days............................................................
5 days...................................................................
42 112 hours-5 days.................................................
45 hours-5 days.........................................................
48 hours-6 days.........................................................
50 hours-5 1 /2 days.................................................
56 hours.....................................................................
6 days...................................................................
7 days...................................................................
60 hours-6 days.........................................................
2
3
1
(■■)
1
2
3
-
85
1
84
(■■>
4
86
2
1
2
1
85
4
1
(“)
4
3
4
1
3
79
-
3
3
1
2
1
2
<>■)
-
79
(••)
3
5
c)
40.6
40.7
40.1
6
1
15
8
~
-
71
71
(")
“
“
*
97
97
“
■
“
-
-
Average scheduled
weekly hours
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
14
39.8
38.8
39.9
Table B-4. Annual paid holidays for full-time workers in York, Pa., February 1981
Office workers
Production and related workers
Item
All
industries
Manu
facturing
Nonmanu
facturing
Transportation
and utilities
All
industries
100
100
100
Manu
facturing
Nonmanu
facturing
Transportation
and utilities
Percent of workers
All full-time workers.............................................
100
In establishments not providing
paid holidays..........................................................
In establishments providing
paid holidays..........................................................
1
-
5
-
99
100
95
100
10.1
10.4
8.9
<“)
O')
6
O')
8
1
O')
9
O')
7
19
2
21
O')
13
9
4
5
6
1
O')
2
10
2
19
1
7
2
13
11
• 12
1
16
“
100
100
100
100
O')
-
O')
-
99
100
99
100
11.3
10.4
11.0
9.4
10.6
1
1
-
4
3
O')
11
1
O')
10
_
1
2
-
-
5
3
1
21
3
14
26
16
4
1
2
2
24
2
5
31
5
4
1
-
-
52
“
6
O')
O')
5
O')
O')
4
1
10
2
15
2
20
2
18
11
3
100
99
98
98
98
98
96
96
84
84
52
52
-
99
93
88
88
84
83
72
71
55
54
33
31
13
3
100
96
93
93
89
89
86
84
63
61
46
46
20
4
99
88
78
78
75
73
49
47
41
41
10
5
1
-
Average number of paid holidays
For workers in establishments
providing holidays..................................................
Percent of workers by number
of paid holidays provided
2 holidays...................................................................
3 holidays...................................................................
6 holidays...................................................................
Plus 1 half day.................................................. .
Plus 2 half days...................................................
7 holidays..................................................................
Plus 1 half day....................................................
Plus 2 half days...................................................
8 holidays...................................................................
Plus 1 half day....................... ..............................
9 holidays...................................................................
Plus 1 half day.....................................................
10 holidays.................................................................
Plus 1 half day.....................................................
11 holidays.................................................................
Plus 1 half day.....................................................
12 holidays.................................................................
13 holidays.................................................................
14 holidays.................................................................
-
9
6
21
2
23
-
12
11
5
-
2
12
32
-
-
.
18
-
15
45
19
-
Percent of workers by total
paid holiday time provided13
6 days or more...........................................................
7 days or more...........................................................
7 112 days or more...................................................
8 days or more...........................................................
8 1 /2 days or more...................................................
9 days or more...........................................................
9 112 days or more...................................................
10 days or more........................................................
10 1/2 days or more.................................................
11 days or more........................................................
111/2 days or more.................................................
12 days or more........................................................
13 days or more........................................................
14 days.......................................................................
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
99
93
85
84
75
75
68
68
49
47
26
26
13
4
100
95
90
89
80
80
74
74
53
51
28
28
16
5
93
81
62
62
54
53
39
39
28
28 '
17
16
-
15
100
100
97
97
97
97
80
80
64
64
19
19
-
-
Table B-5. Paid vacation provisions for full-time workers in York, Pa., February 1981
Office workers
Production and related workers
Item
All
industries
Manu
facturing
Transportation
and utilities
Nonmanu
facturing
All
industries
Manu
facturing
Nonmanu
facturing
Transportation
and utilities
Percent of workers
100
100
100
100
100
_
_
100
100
-
100
95
5
-
100
93
7
-
100
100
_
98
93
5
100
100
“
”
16
19
7
18
21
8
10
9
1
2
11
-
10
39
6
9
43
5
11
32
8
28
67
4
20
1
7
67
3
20
1
9
65
9
19
-
51
30
18
-
26
2
58
11
3
19
2
57
17
5
38
3
59
“
54
6
40
-
43
4
41
4
7
47
5
37
3
9
24
61
9
-
3
67
30
-
11
2
72
12
3
11
2
64
18
5
12
2
85
1
"
5
88
12
2
67
9
10
12
2
65
9
12
9
75
9
-
1
68
31
-
1
2
78
16
4
2
2
68
24
6
"
2
92
6
“
10
2
66
11
10
11
2
64
11
12
9
75
9
-
1
68
31
-
1
2
75
19
4
.
2
64
2
2
95
6
_
92
6
-
1
63
12
24
1
62
11
26
1
66
15
11
1
50
49
1
<“)
54
20
26
_
(M)
71
2
83
26
8
1
11
(»')
66
10
11
1
10
66
10
13
(">
15
1
67
10
1
<“)
1
1
67
30
1
(->
6
(”)
70
<“)
6
(■■)
100
100
99
77
22
1
100
73
27
100
In establishments not providing
2
(»)
In establishments providing
-
Amount of paid vacation after:13
6 months of service:
1 year of service:
2 years of service:
3 years of service:
4 years of service:
5 years of service:
10 years of service:
•
‘
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
16
7
.
6
“
58
25
11
95
91
(“)
”
-
-
Table B-5. Paid vacation provisions for full-time workers in York, Pa., February 1981 —Continued
Office workers
Production and related workers
Item
All
industries
Manu
facturing
Transportation
and utilities
Nonmanu
facturing
All
industries
Nonmanu
facturing
Manu
facturing
Transportation
and utilities
12 years of service:
1 week..............................................................
2 weeks.............................................................
Over 2 and under 3 weeks..............................
3 weeks.............................................................
Over 3 and under 4 weeks..............................
4 weeks.............................................................
1
9
c)
62
10
17
1
8
61
10
20
<“)
15
<”)
67
10
1
O')
1
1
67
30
1
O')
5
65
18
12
4
50
27
19
c)
6
92
2
O')
O')
2
88
6
3
15 years of service:
1 week..............................................................
2 weeks.............................................................
3 weeks.............................................................
Over 3 and under 4 weeks..............................
4 weeks.............................................................
Over 4 and under 5 weeks..............................
Over 5 and under 6 weeks..............................
1
6
35
7
47
3
-
1
5
36
8
48
1
-
O')
14
30
c)
40
9
-
O')
14
1
54
30
“
O')
3
36
18
39
1
3
2
24
28
46
O')
O')
5
59
1
26
1
8
O')
37
56
6
-
20 years of service:
1 week..............................................................
2 weeks.............................................................
3 weeks.............................................................
Over 3 and under 4 weeks..............................
4 weeks.............................................................
Over 4 and under 5 weeks..............................
5 weeks.............................................................
Over 5 and under 6 weeks..............................
<")
7
16
<")
50
6
17
2
5
18
47
7
21
"
O')
14
7
O')
62
9
O')
1
1
68
30
O')
3
8
62
15
9
3
2
10
52
23
12
-
O')
5
4
79
3
9
O')
2
75
16
6
25 years of service:
1 week..............................................................
2 weeks.............................................................
3 weeks.............................................................
Over 3 and under 4 weeks..............................
4 weeks.............................................................
Over 4 and under 5 weeks..............................
5 weeks.............................................................
Over 5 and under 6 weeks..............................
6 weeks.............................................................
(“)
7
15
(■■)
17
49
7
4
5
17
12
54
6
5
O')
14
7
O')
37
25
9
-
O')
1
21
47
30
-
O')
3
8
33
1
37
18
O')
2
10
15
1
48
23
1
O')
5
4
64
1
17
9
-
O')
1
23
69
6
~
30 years of service:
1 week..............................................................
2 weeks.............................................................
3 weeks.............................................................
Over 3 and under 4 weeks..............................
4 weeks.............................................................
Over 4 and under 5 weeks..............................
5 weeks.............................................................
Over 5 and under 6 weeks..............................
6 weeks.............................................................
7 weeks.............................................................
(■■)
7
15
(■■)
15
45
7
9
1
5
17
11
O')
14
7
O')
36
22
9
5
“
O')
1
21
36
30
11
-
O')
3
8
28
O')
36
18
6
O')
2
10
13
1
42
23
9
1
(■■)
5
4
56
25
9
2
0‘)
1
23
64
6
5
-
O')
14
7
O')
36
17
9
10
O')
1
21
18
30
29
O’)
3
8
28
31
18
11
1
Maximum vacation available:
1 week..............................................................
2 weeks.............................................................
3 weeks.............................................................
Over 3 and under 4 weeks..............................
4 weeks.............................................................
5 weeks.............................................................
Over 5 and under 6 weeks..............................
6 weeks.............................................................
7 weeks.............................................................
(■■)
7
15
(">
15
40
7
13
1
-
50
6
9
1
5
17
11
45
6
14
1
'
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
17
2
10
13
36
23
15
1
■
O')
5
4
56
22
9
3
1
O')
1
23
57
6
13
i
Table B-6. Health, Insurance, and pension plans for full-time workers In York, Pa., February 1981
Office workers
Production and related workers
Item
All
industries
Manu
facturing
Nonmanu
facturing
Transportation
and utilities
All
industries
Manu
facturing
Nonmanu
facturing
Transportation
and utilities
Percent of workers
All full-time workers.............................................
100
100
100
100
100
100
100
100
In establishments providing at
least one of the benefits
shown below14........................................................
98
98
99
100
99
99
100
100
Life insurance............................................................
Noncontributory plans........................................
94
86
96
91
89
67
99
76
98
71
99
63
97
86
99
86
Accidental death and
dismemberment insurance....................................
Noncontributory plans........................................
82
76
85
82
70
52
77
53
85
73
90
75
77
69
64
51
88
88
86
96
98
98
98
96
82
80
88
88
55
45
50
38
75
73
80
80
67
60
45
37
20
17
35
66
62
66
56
72
4
1
21
25
9
1
23
24
Long-term disability
insurance................................................................
Noncontributory plans........................................
28
27
29
29
23
19
27
27
52
45
57
49
43
38
32
18
In establishments providing at least
one of the health insurance plans
shown below16........................................................
Noncontributory plans........................................
98
88
98
90
99
80
100
99
99
81
99
78
100
86
100
99
Hospitalization insurance......................................
Noncontributory plans.......................................
98
87
98
90
99
77
100
99
99
80
99
78
100
84
100
99
Surgical insurance.................................................
Noncontributory plans.......................................
98
87
98
90
99
77
100
99
99
80
99
78
100
84
100
99
Medical insurance.................................................
Noncontributory plans.......................................
98
87
98
90
98
77
100
99
99
80
99
78
99
84
100
99
Major medical insurance.......................................
Noncontributory plans.......................................
95
79
95
83
92
64
100
99
99
70
99
72
99
67
100
99
Dental insurance....................................................
Noncontributory plans.......................................
47
44
50
47
34
31
59
55
59
42
78
53
25
22
51
48
Health maintenance organization.............................
Noncontributory plans........................................
2
1
1
-
6
5
17
17
1
(■■)
<")
2
1
8
8
Retirement pension...................................................
Noncontributory plans........................................
89
83
93
87
70
65
91
91
90
83
97
90
77
71
80
80
Sickness and accident insurance
or sick leave or both15...........................................
Sickness and accident
insurance..........................................................
Noncontributory plans.......................................
Sick leave (full pay and no
waiting period)..................................................
Sick leave (partial pay or
waiting period)..................................................
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
18
Table B-7. Health plan participation by full-time workers In York, Pa., February 1981
Office workers
Production and related workers
Item
All
industries
Manu
facturing
Nonmanu
facturing
Transportation
and utilities
100
100
100
100
100
90
73
99
98
97
79
98
78
o
0
99
98
94
89
90
73
99
98
97
79
98
78
o
o
99
98
93
86
94
89
89
73
99
98
97
80
98
78
<•>
o
99
98
Major medical insurance............................................
Noncontributory plans........................................
90
80
91
83
84
68
99
98
97
75
98
72
o
o
99
98
Dental insurance.......................................................
47
44
50
47
33
30
57
54
58
42
78
53
23
22
49
47
Health maintenance organization.............................
Noncontributory plans........................................
(“)
(■■)
-
(■■)
c1)
1
1
<”)
<”)
-
(’■>
(■■)
1
1
All
industries
Manu
facturing
Nonmanu
facturing
All full-time workers..............................................
100
100
100
Hospitalization insurance...........................................
Noncontributory plans........................................
93
86
94
89
Surgical insurance.....................................................
Noncontributory plans........................................
93
86
Medical insurance.....................................................
Noncontributory plans........................................
Transportation
and utilities
Percent of workers
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
19
Footnotes
14 Less than 0.05 percent.
11 Less than 0.5 percent.
14 All combinations of full
Some of these standard footnotes may not apply to this bulletin.
1 Standard hours reflect the workweek for which employees receive their regular straight-time
salaries (exclusive of pay for overtime at regular and/or premium rates), and the earnings
correspond to these weekly hours.
and half days that add to the same amount; for example, the
proportion of workers receiving a total of 10 days includes those with 10 full days and no half
days, 9 full days and 2 half days, 8 full days and 4 half days, and so on. Proportions then were
cumulated.
1 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; one-fourth of the workers earn the same or less than the lower of these rates and
one-fourth earn the same or more than the higher rate.
15 Includes payments other than “length of time,” such as percentage of annual earnings or
flat-sum payments, converted to an equivalent time basis; for example, 2 percent of annual
earnings was considered as 1 week’s pay. Periods of service are chosen arbitrarily and do not
necessarily reflect individual provisions for progression; for example, changes in proportions at
10 years include changes between 5 and 10 years. Estimates are cumulative. Thus, the
proportion eligible for at least 3 weeks' pay after 10 years includes those eligible for at least 3
weeks’ pay after fewer years of service.
5 Earnings data relate only to workers whose sex identification was provided by the
establishment.
4 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.
5 Estimates for periods ending prior to 1976 relate to men only for skilled maintenance and
14 Estimates listed after type of benefit are for all plans for which at least a part of the cost is
borne by the employer. “Noncontributory plans” include only those financed entirely by the
employer. Excluded are legally required plans, such as workers’ disability compensation, social
security, and railroad retirement.
unskilled plant workers. All other estimates relate to men and women.
4 Data do not meet publication criteria or data not available.
7 Formally established minimum regular straight-time hiring salaries that are paid for standard
workweeks. Data are presented for all standard workweeks combined, and for the most common
standard workweeks reported.
15 Unduplicated total of workers receiving sick leave or sickness and accident insurance
shown separately. Sick leave plans are limited to those which definitely establish at least the
minimum number of days’ pay that each employee can expect. Informal sick leave allowances
determined on an individual basis are excluded.
* Excludes workers in subclerical jobs such as messenger.
• Includes all production and related workers in establishments currently operating late shifts,
and establishments whose formal provisions cover late shifts, even though the establishments
were not currently operating late shifts.
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14 Unduplicated total of workers eligible for coverage under an insurance plan providing
hospitalization, sugicai, medical, major medical, or dental benefits shown separately.
\
20
Appendix A.
Scope and Method
of Survey
In each of the 71 areas1 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 services. Government
operations and the construction and extractive industries are excluded. Small
establishments—generally those with fewer than 50 employees—are excluded because
they have few incumbents in the occupations studied. Appendix table 1 shows the
number of establishments and workers estimated to be within the scope of this survey,
as well as the number actually studied.
Bureau field representatives obtain data by personal visits at 3-year intervals. In each
of the two intervening years, information on employment and occupational earnings
only is collected by a combination of personal visit, mail 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, minus establishments which go out of business
or are no longer within the industrial scope of the survey, is retained for the following
two annual surveys. In most cases, establishments new to the area are not considered in
the scope of the survey until the selection of a sample for a personal visit survey.
The sampling procedures involve detailed stratification of all establishments within
the scope of an individual area survey by industry and number of employees. From this
stratified universe a probability sample is selected, with each establishment having a
predetermined chance of selection. To obtain optimum accuracy at minimum cost, a
greater proportion of large than small establishments is selected. When data are
combined, each establishment is weighted according to its probability of selection so
that unbiased estimates are generated. For example, if one out of four establishments is
selected, it is given a weight of 4 to represent itself plus three others. An alternate of the
same original probability is chosen in the same industry-size classification if data are not
available from the original sample member. If no suitable substitute is available,
additional weight is assigned to a sample member that is similar to the missing unit.
Occupations and earnings
Occupations selected for study are common to a variety of manufacturing and
nonmanufacturing industries, and are of the following types: (1) Office clerical; (2)
professional and technical; (3) maintenance, toolroom, and powerplant; and (4) material
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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 Aseries tables because either (1) data were insufficient to provide meaningful statistical
results, or (2) there is possibility of disclosure of individual establishment data. Separate
men’s and women’s earnings data are not presented when the number of workers not
identified by sex is 20 percent or more of the men or women identified in an occupation.
Earnings data not shown separately for industry divisions are included in data for all
industries combined. Likewise, for occupations with more than one level, data are
included in the overall classification when a subclassification is not shown or
information to subclassify is not available.
Occupational employment and earnings data are shown for full-time workers, i.e.,
those hired to work a regular weekly schedule. Earnings data exclude premium pay for
overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses
are excluded, but cost-of-living allowances and incentive bonuses are included. Weekly
hours for office clerical and professional and technical occupations refer to the standard
workweek (rounded to the nearest half hour) for which employees receive regular
straight-time salaries (exclusive of pay for overtime at regular and/or premium rates).
Average weekly earnings for these occupations are rounded to the nearest half dollar.
Most A-series tables provide distributions of workers by earnings; changes in the size of
earnings intervals are indicated by heavy vertical lines.
These surveys measure the level of occupational earnings in an area at a particular
time. Changes in an occupational average over time reflect, in addition to earnings
changes, factors such as changes in proportions of workers employed by high- or lowwage firms, or high-wage workers advancing to better jobs and being replaced by new
workers at lower rates. Such shifts in employment could decrease an occupational
average even though most establishments in an area increase wages during the year.
Changes in earnings of occupational groups, shown in table A-7, are better indicators of
wage trends than are earnings changes for individual jobs within the groups.
Average earnings reflect composite, areawide estimates. Industries and establish
ments differ in pay level and job staffing, and thus contribute differently to the estimates
Industrial nurses
for each job. Pay averages may fail to reflect accurately the wage differential among
jobs in individual establishments.
Average pay levels for men and women in selected occupations should not be
assumed to reflect differences in pay of the sexes within individual establishments.
Factors which may contribute to differences include progression within established rate
ranges (only the rates paid incumbents are collected) and performance of specific duties
within the general survey job descriptions. Job descriptions used to classify employees
in these surveys usually are more generalized than those used in individual establish
ments and allow for minor differences among establishments in specific duties
performed.
Occupational employment estimates represent the total in all establishments within
the scope of the study and not the number actually surveyed. Because occupational
structures among establishments differ, estimates of occupational employment obtained
from the sample of establishments studied serve only to indicate the relative importance
of the jobs studied. These differences in occupational structure do not affect materially
the accuracy of the earnings data.
Registered industrial nurses
Skilled maintenance
Unskilled plant
Janitors, porters, and cleaners
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.
Indexes in table A-7 measure wages at a given time, expressed as a percent of wages
during the base period. Subtracting 100 from the index yields the percent change in
wages from the base period to the date of the index. The percent increases in table A-7
relate to wage changes between the indicated dates. Annual rates of increase, where
shown, reflect the amount of increase for 12 months when the time span between
surveys was other than 12 months. These computations are based on the assumption
that wages increased at a constant rate between surveys.
The indexes and percent increases are based on changes in average hourly earnings of
men and women in establishments reporting the trend jobs in both the current and
previous year (matched establishments). The data are adjusted to remove the effect on
average earnings of employment shifts among establishments and turnover of establish
ments included in survey samples. The percent increases, however, are still affected by
factors other than wage increases. Turnover may affect an establishment average for an
occupation when workers are paid under plans providing a range of wage rates for
individual jobs. In periods of increased hiring, for example, new employees may enter at
the bottom of the range, depressing the average without a change in wage rates.
Occupations used to compute wage trends are:
2. Each occupation is assigned a weight based on its proportionate employment in
the occupational group.
3. These weights are used to compute group averages. Each occupation’s average
earnings (computed in step 1) are 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 resultexpressed as a percent—less 100 is the percent change.
The index is computed by adding 100 to the most recent percent increase, multiplying
the total by the previous year’s index number, and dividing the product by 100 to obtain
the current index value.
For a more detailed description of the method used to compute these wage trends, see
“Improving Area Wage Survey Indexes,” Monthly Labor Review, January 1973, pp. 52
57.
Office clerical
Pay relationships in establishments
Tables A-8 through A-11 compare average pay of occupations in individual
establishments. These comparisons, expressed as pay relatives (pay for one of the
occupations equals 100), yield different results than comparisons of overall survey
averages, such as those shown in tables A-l through A-6. The latter reflect differences
in contributions to the survey averages by establishments with disparate pay levels; the
pay relative comparisons are not affected by such differences.
Switchboard operators
Order clerks, I and II
Accounting clerks2
Payroll clerks
Key entry operators, I and II
Electronic data processing
Computer systems analysts, I, II, and
tjj
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Material handling laborers
Percent changes for individual areas in the program are computed as follows:
Wage trends for selected occupational groups
Secretaries
Stenographers I
Typists, I and II
File clerks, I, II, and III
Messengers
Mechanics (machinery)
Mechanics (motor vehicle)
Pipefitters
Tool and die makers
Carpenters
Electricians
Painters
Machinists
The methods of computing and presenting pay relatives have changed since the last
survey in this area. The following procedures are now used to compute relatives in
tables A-8 through A-11:
Computer programmers, I, II, and III
Computer operators, I, II, and III
22
*■ Establishments employing workers in both of the paired occupations were
identified.
Differentials for second and third shifts are summarized separately for (1) establish
ment policies (an establishment’s differentials are weighted by all production workers in
the establishment at the time of the survey) and (2) effective practices (an establish
ment’s differentials are weighted by production workers employed on the specified shift
at the time of the survey).
2. Pay levels (averages) for the two occupations were weighted by the combined
employment of both jobs to reflect each establishment’s contribution to the totals
used in this comparison.
Scheduled weekly hours; paid holidays; paid vacations; and health, insurance, and pension
plans. Provisions which apply to a majority of the production or office workers in an
establishment are considered to apply to all production or office workers in the
establishment; a practice or provision is considered nonexistent when it applies to less
than a majority. Holidays, vacations, and health and insurance plans are considered
applicable to employees currently eligible for the benefits. Pension plans are considered
applicable to employees currently eligible for participation and also to those who will
eventually become eligible.
3- The weighted pay levels of the two jobs were summed separately; each total was
divided by the other and the quotients multiplied by 100 to produce the two pay
relatives shown for each job pairing.
Establishment practices and supplementary wage provisions
The incidence of selected establishment practices and supplementary wage provi
sions is studied for full-time production and related workers and office workers.
Production and related workers (referred to hereafter as production workers) include
working supervisors and all nonsupervisory workers (including group leaders and
trainees) engaged in fabricating, processing, assembling, inspection, receiving, storage,
handling, packing, warehousing, shipping, maintenance, repair, janitorial and guard
services, product development, auxiliary production for plant’s own use (e.g., powerplant), and recordkeeping and other services closely associated with the above
production operations. (Cafeteria and route workers are excluded in manufacturing
industries but included in nonmanufacturing industries.) In finance and insurance, no
workers are considered to be production workers. Office workers include working
supervisors and all nonsupervisory workers (including lead workers and trainees)
performing clerical or related office functions in such departments as accounting,
advertising, purchasing, collection, credit, finance, legal, payroll, personnel, sales,
industrial relations, public relations, executive, or transportation. Administrative,
executive, professional, and part-time employees as well as construction workers
utilized as a separate work force are excluded from both the production and office
worker categories.
Scheduled weekly hours and days (table B-3). Scheduled weekly hours and days refer to
the number of hours and days per week which full-time first (day) shift workers are
expected to work, whether paid for at straight- time or overtime rates.
Paid holidays (table B-4). Holidays are included if workers who are not required to work
are paid for the time off and those required to work receive premium pay or
compensatory time off. They are included only if they are granted annually on a formal
basis (provided for in written form or established by custom). Holidays are included
even though in a particular year they fall on a nonworkday and employees are not
granted another day off. Paid personal holiday plans, typically found in the automobile
and related industries, are included as paid holidays.
Data are tabulated to show the percent of workers who (1) are granted specific
numbers of whole and half holidays and (2) are granted specified amounts of total
holiday time (whole and half holidays are aggregated).
Paid vacations (table B-5). Establishments report their method of calculating vacation
pay (time basis, percent of annual earnings, flat-sum payment, etc.) and the amount of
vacation pay granted. Only basic formal plans are reported. Vacation bonuses,
vacation-savings plans, and “extended” or “sabbatical” benefits beyond basic plans are
excluded.
For tabulating vacation pay granted, all provisions are expressed on a time basis.
Vacation pay calculated on other than a time basis is converted to its equivalent time
period. Two percent of annual earnings, for example, is tabulated as 1 week’s vacation
pay.
Also, provisions after each specified length of service are related to all production or
office workers in an establishment regardless of length of service. Vacation plans
commonly provide for a larger amount of vacation pay as service lengthens. Counts of
production or office workers by length of service were not obtained. The tabulations of
vacation pay granted present, therefore, statistical measures of these provisions rather
than proportions of workers actually receiving specific benefits.
Minimum entrance salaries (table B-l). Minimum entrance salaries for office workers
relate only to the establishments visited. Because of the optimum sampling techniques
used and the probability that large establishments are more likely than small establish
ments to have formal entrance rates above the subclerical level, the table is more
representative of policies in medium and large establishments. (The “X’s” shown under
specific weekly schedules indicate that no meaningful totals are applicable.)
Shift differentials-manufacturing (table B-2). Data were collected on policies of
manufacturing establishments regarding pay differentials for production workers on
late shifts. Establishments considered as having policies are those which (1) have
provisions in writing covering the operation of late shifts, or (2) have operated late
shifts at any time during the 12 months preceding a survey. When establishments have
several differentials which vary by job, the differential applying to the majority of the
production workers is recorded. When establishments have differentials which apply
only to certain hours of work, the differential applying to the most common schedule is
recorded.
For purposes of this study, a late shift is either a second (evening) shift which ends at
or near midnight or a third (night) shift which starts at or near midnight.
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Health, insurance, and pension plans (table B-6). Health, insurance, and pension plans
include plans for which the employer pays either all or part of the cost. The benefits
may be underwritten by an insurance company, paid directly by an employer or union,
or provided by a health maintenance organization. This year, for the first time in this
23
and hospital expenses.
,
Retirement pension plans provide for regular payments to the retiree for life.
Included are deferred profit-sharing plans which provide the option of purchasing a
lifetime annuity.
area, provisions for health maintenance organizations (HMO’s) are treated separately
from insurance provisions. Workers provided the option of an insurance plan or an
HMO are reported under both types of plans. A plan is included even though a majority
of the employees in an establishment do not choose to participate in it because they are
required to bear part of its cost (provided the choice to participate is available to a
majority). Legally required plans such as social security, railroad retirement, workers’
disability compensation, and temporary disability insurance3 are excluded.
Life insurance includes formal plans providing indemnity (usually through an
insurance policy) in case of death of the covered worker.
Accidental death and dismemberment insurance is limited to plans which provide
benefit payments in case of death or loss of limb or sight as a direct result of an accident.
Sickness and accident insurance includes only those plans which provide that
predetermined cash payments be made directly to employees who lose time from work
because of illness or injury, e.g., $50 a week for up to 26 weeks of disability.
Sick leave plans are limited to formal plans4 which provide for continuing an
employee’s pay during absence from work because of illness. Data collected distinguish
between (1) plans which provide full pay with no waiting period, and (2) plans which
either provide partial pay or require a waiting period.
Long-term disability insurance plans provide payments to totally disabled employees
upon the expiration of their paid sick leave and/or sickness and accident insurance, or
after a predetermined period of disability (typically 6 months). Payments are made until
the end of the disability, a maximum age, or eligibility for retirement benefits. Full or
partial payments are almost always reduced by social security, workers’ disability
compensation, and private pension benefits payable to the disabled employee.
Hospitalization, surgical, and medical insurance plans reported in these surveys
provide full or partial payment for basic services rendered. Hospitalization insurance
covers hospital room and board and may cover other hospital expenses. Surgical
insurance covers surgeons’ fees. Medical insurance covers doctors fees for home,
office, or hospital calls. Plans restricted to post-operative medical care or a doctor’s
care for minor ailments at a worker’s place of employment are not considered to be
medical insurance.
,
...
Major medical insurance coverage applies to services which go beyond the basic
services covered under hospitalization, surgical, and medical insurance. Major medical
insurance typically (1) requires that a “deductible” (e.g., $100) be met before benefits
begin, (2) has a coinsurance feature that requires the insured to pay a portion (e.g., 20
percent) of certain expenses, and (3) has a specified dollar maximum of benefits (e.g.,
$10,000 a year).
,
Dental insurance plans provide normal dental service benefits, usually for tillings,
extractions, and X-rays. Plans which provide benefits only for oral surgery or repairing
accident damage are not reported.
An HMO provides comprehensive health care services to a specified group for fixed
periodic payments rather than indemnification or reimbursement for medical, surgical,
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Health plan participation (table B-7). Estimates are presented on the percent of
production and office workers participating in selected health insurance and HMO
plans. When an establishment was unable to supply the number of plan participants,
approximations (imputations) were made, where possible, by using information from
other establishments offering a similar plan. Imputations were never made for more
than one-third of the production or clerical workers in an industry group (all industries,
manufacturing, nonmanufacturing, and transportation and utilities); when imputations
were made, they were usually for considerably less than one-third of the workers.
Participation rates were estimated and published if participant numbers (including
imputations) were available for 90 percent or more of the production or office workers
in an industry group; consequently, a published estimate may not relate to a group total.
1 Includes 70 areas surveyed under the Bureau’s regular program plus Poughkeepsie-KingstonNewburgh, N.Y., which is surveyed under contract. In addition, the Bureau conducts more limited
area studies in approximately 100 areas at the request of the Employment Standards Administra
tion of the U.S. Department of Labor.
»A revised 4-level job description for accounting clerks, being introduced in this survey, is not
comparable to the previous 2-level description. Earnings of workers that could be compared to the
previous overall level were used in wage trend computations.
3 Temporary disability insurance which provides benefits to covered workers disabled by injury
or illness which is not work-connected is mandatory under State laws in California, New Jersey,
New York, and Rhode Island. Establishment plans which meet only the legal requirements are
excluded from these data, but those under which (1) employers contribute more than is legally
required or (2) benefits exceed those specified in the State law are included. In Rhode Island,
benefits are paid out of a State fund to which only employees contribute. In each of the other three
States, benefits are paid either from a State fund or through a private plan.
State fund financing: In California, only employees contribute to the State fund; in New Jersey,
employees and employers contribute; in New York, employees contribute up to a specified
maximum and employers pay the difference between the employees’ share and the total
contribution required.
Private plan financing: In California and New Jersey, employees cannot be required to contribute
more than they would if they were covered by the State fund; in New York, employees can agree
to contribute more if the State rules that the additional contribution is commensurate with the
benefit provided.
Federal legislation (Railroad Unemployment Insurance Act) provides temporary disability
insurance benefits to railroad workers for illness or injury, whether work-connected or not. The
legislation requires that employers bear the entire cost of the insurance.
4 An establishment is considered as having a formal plan if it specifies at least the minimum
number of days of sick leave available to each employee. Such a plan need not be written, but
informal sick leave allowances determined on an individual basis are excluded.
24
Appendix table 1. Establishments and workers within scope of survey and number studied in York, Pa.,1 February 1981
Number of establishments
Minimum
employment
in establish
ments in scope
of survey
Industry division2
All divisions...................................
Manufacturing......................................................
Nonmanufacturing..................................................
Transportation, communication, and
other public utilities*......................................................
Wholesale trade..................................................
Retail trade..................................................
Finance, insurance, and real estate..................... ..................................
Services7............................
Workers in establishments
Within scope
of survey
Within scope
of survey3
Studied
Total4
Number
Percent
Studied4
Full-time
production and
related workers
Full-time
office workers
-
373
132
82,086
100
51,021
10,486
52,790
50
-
214
159
61
71
58,077
24,009
71
29
42,071
8,950
6,726
3,760
37,164
15^626
50
50
50
50
50
27
26
67
13
26
20
9
26
7
9
1974, consists of Adams and York Counties. The “workers within scope of survey" estimates provide a reasonably accurate
description of the size and composition of the labor force included in the survey. Estimates are not intended, however, for
comparison with other statistical series to measure employment trends or levels since (1) planning of wage surveys requires
establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded
from the scope of the survey.
1 The 1972 edition of the Standard Industrial Classification Manual was used to classify establishments by industry division. All
government operations are excluded from the scope of the survey.
3 Includes all establishments with total employment at or above the minimum limitation. All outlets (within the area) of
nonmanufacturing companies are considered as one establishment when located within the same industry division.
5,133
6
2,693
651
4,678
2,864
3
(•)
11,098
14
(•)
(«)
2,408
3
(«)
2,506
3
891
o
n
4 Includes executive, professional, part-time, seasonal, and other workers excluded from the separate production and office
categories.
s Abbreviated to “transportation and utilities” in the A- and B-series tables. Formerly referred to as “public utilities". Taxicabs
and services incidental to water transportation are excluded.
8 Separate data for this division are not presented in the A- and B-series tables, but the division is represented in the ‘all
industries’ and "nonmanufacturing” estimates.
7 Hotels and motels; laundries and other personal services; business services; automobile repair, rental, and parking; motion
pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectur
al services.
Appendix table 2. Percent of workers covered by labor-management agree
ments, York, Pa., February 1981
Appendix table 3. Industrial composition in manufacturing, York, Pa., Febru
ary 1981
Industry division
All industries........................
Manufacturing....................
Nonmanufacturing..............
Transportation and
utilities...........................
Production and
related workers
(Percent of all manufacturing workers)
Office
workers
52
56
34
14
18
7
80
42
Machinery, except electrical...................................................... 22
Construction and related machinery...................................... 8
Refrigeration and service machinery..................................... 7
Fabricated metal products.......................................................... 8
Electric and electronic equipment............................................. 8
Food and kindred products........................................................ 7
Textile mill products................................................................... 7
Knitting mills........................................................................... 5
Apparel and other textile products............................................ 6
Paper and allied products........................................................... 6
Printing and publishing............................................................... 6
Transportation equipment........................................................... 6
Furniture and fixtures..................................................
5
NOTE: An establishment is considered to have a contract covering all production or
office workers if a majority of such workers is covered by a labor-management
agreement. Therefore, all other production or office workers are employed in
establishments that either do not have labor-management contracts in effect, or have
contracts that apply to fewer than half of their production or office workers. Estimates
are not necessarily representative of the extent to which all workers in the area may be
covered by the provisions of labor-management agreements, because small establish
ments are excluded and the industrial scope of the survey is limited.
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NOTE: This information is based on estimates of total employment derived from
universe materials compiled before actual survey.
25
Appendix B.
Occupational
Descriptions
The primary purpose of preparing job descriptions for the Bureau’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 emphasis
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
part-time, temporary, and probationary workers. Handicapped workers whose earnings
are reduced because of their handicap are also excluded. Learners, beginners, and
trainees, unless specifically included in the job description, are excluded.
Listed below are several occupations for which revised descriptions or titles are
being introduced in this survey:
Stenographer
Typist
Accounting clerk
Drafter
Stationary engineer
Boiler tender
The Bureau has discontinued collecting data for tabulating-machine operator,
bookkeeping-machine operator, and machine biller.
Office
SECRETARY
.
Positions which do not meet the “personal” secretary concept described
above;
b.
Stenographers not fully trained in secretarial-type duties;
c.
Stenographers serving as office assistants to a group of professional,
technical, or managerial persons;
d.
Assistant-type positions which entail more difficult or more responsible
technical, administrative, or supervisory duties which are not typical of
secretarial work, e.g., Administrative Assistant, or Executive Assistant;
e.
Positions which do not fit any of the situations listed in the sections below
titled “Level of Supervisor,” e.g., secretary to the president of a company
that employs, in all, over 5,000 persons;
f.
Trainees.
Classification by level. Secretary jobs which meet the required characteristics are
matched at one of five levels according to (a) the level of the secretary’s supervisor
within the company’s organizational structure and, (b) the level of the secretary’s
responsibility. The tabulation following the explanations of these two factors indicates
the level of the secretary for each combination of the factors.
Level ofSecretary’s Supervisor (LS)
.
Assigned as a personal secretary, normally to one individual. Maintains 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.
Performs varied clerical and secretarial duties requiring a knowledge of office routine
and understanding of the organization, programs, and procedures related to the work of
the supervisor.
Exclusions. Not all positions that are titled “secretary” possess the above characteristics.
Examples of positions which are excluded from the definition are as follows:
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a.
LS-1
a.
b.
Secretary to the supervisor or head of a small organizational unit (e.g.,
fewer than about 25 or 30 persons); or
Secretary to a nonsupervisory staff specialist, professional employee,
administrative officer or assistant, skilled technician or expert. (NOTE:
Many companies assign stenographers, rather than secretaries as described
above, to this level of supervisory or nonsupervisory worker.)
LS-2
a-
b.
Level ofSecretary's Responsibility (LR)
Secretary to an executive or managerial person whose responsibility is not
equivalent to one of the specific level situations in the definition for LS-3,
but whose organizational unit normally numbers at least several dozen
employees and is usually divided into organizational segments which are
often, in turn, further subdivided. In some companies, this level includes a
wide range of organizational echelons; in others, only one or two; or
Secretary to the head of an individual plant, factory, etc., (or other
equivalent level of official) that employs, in all, fewer than 5,000 persons.
This factor evaluates the nature of the work relationship between the secretary and
the supervisor, and the extent to which the secretary is expected to exercise initiative
and judgment. Secretaries should be matched at LR-1 or LR-2 described below
according to their level of responsibility.
LR-1
Performs varied secretarial duties including or comparable to most of the
following:
LS-3
abc.
d.
e.
a.
b.
Secretary to the chairman of the board or president of a company that
employs, in all, fewer than 100 persons; or
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 5,000
persons; or
Secretary to the head (immediately below the officer level) over either a
major corporatewide functional activity (e.g., marketing, research, oper
ations, industrial relations, etc.) or a major geographic or organizational
segment (e.g., a regional headquarters; a major division) of a company that
employs, in all, over 5,000 but fewer than 25,000 employees; or
Secretary to the head of an individual plant, factory, etc., (or other
equivalent level of official) that employs, in all, over 5,000 persons; or
Secretary to the head of a large and important organizational segment
(e.g., a middle management supervisor of an organizational segment often
involving as many as several hundred persons) of a company that employs,
in all, over 25,000 persons.
c.
d.
eLR-2
Performs duties described under LR-1 and, in addition performs tasks requiring
greater judgment, initiative, and knowledge of office functions including or compara
ble to most of the following:
a.
b.
LS-4
a.
b.
c.
c.
Secretary to the chairman of the board or president of a company that
employs, in all, over 100 but fewer than 5,000 persons; or
Secretary to a corporate officer (other than the chairman of the board or
president) of a company that employs, in all, over 5,000 but fewer than
25,000 persons; or
Secretary to the head, immediately below the corporate officer level, of a
major segment or subsidiary of a company that employs, in all, over 25,000
persons.
d.
e-
Screens telephone and personal callers, determining which can be handled
by the supervisor’s subordinates or other offices.
Answers requests which require a detailed knowledge of office procedures
or collection of information from files or other offices. May sign routine
correspondence in own or supervisor’s name.
Compiles or assists in compiling periodic reports on the basis of general
instructions.
Schedules tentative appointments without prior clearance. Assembles
necessary background material for scheduled meetings. Makes arrange
ments for meetings and conferences.
Explains supervisor’s requirements to other employees in supervisor’s unit.
(Also types, takes dictation, and files.)
The following tabulation shows the level of the secretary for each LS and LR
combination:
NOTE: The term “corporate officer” used in the above LS definition refers to those
officials who have a significant corporatewide policymaking role with regard to major
company activities. The title “vice president,” though normally indicative of this role,
does not in all cases identify such positions. Vice presidents whose primary responsibili
ty 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 officers” for purposes of applying
the definition.
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Answers telephones, greets personal callers, and opens incoming mail.
Answers telephone requests which have standard answers. May reply to
requests by sending a form letter.
Reviews correspondence, memoranda, and reports prepared by others for
the supervisor’s signature to ensure procedural and typographical accura
cyMaintains supervisor’s calendar and makes appointments as instructed.
Types, takes and transcribes dictation, and files.
LR-1
LS-1...............................................................
LS-2..............................................................
LS-3..............................................................
LS-4..............................................................
27
I
II
HI
IV
LR-2
H
hi
iv
V
c.
STENOGRAPHER
Primary duty is to take dictation using shorthand, and to transcribe the dictation. May
also type from written copy. May operate from a stenographic pool. May occasionally
transcribe from voice recordings. (If primary duty is transcribing from recordings, see
Transcribing-machine typist.)
NOTE: This job is distinguished from that of a secretary in that a secretary normally
works as the principal office assistant performing more responsible and discretionary
tasks.
Familiarity with specialized terminology in various keyboard commands to
manipulate or edit the recorded text to accomplish revisions, or to perform
tasks such as extracting and listing items from the text, or transmitting text
to other terminals, or using “sort” commands to have the machine reorder
material. Typically requires the use of automatic equipment which may be
either computer linked or have a programmable memory so that material
can be organized in regularly used formats or preformed paragraphs which
can then be coded and stored for future use in letters or documents.
Typist I
Performs one or more of the following: Copy typing from rough or clear drafts; or
routine typing of forms, insurance policies, etc.; or setting up simple standard
tabulations; or copying more complex tables already set up and spaced properly.
Stenographer I.
Takes and transcribes dictation under close supervision and detailed instructions.
May maintain files, keep simple records, or perform other relatively routine clerical
tasks.
Typist II
...
Performs one or more of the following: Typing material in final form when it involves
combining material from several sources; or responsibility for correct spelling,
syllabication, punctuation, etc., of technical or unusual words or foreign language
material; or planning layout and typing of complicated statistical tables to maintain
uniformity and balance in spacing. May type routine form letters, varying details to suit
circumstances.
Stenographer II.
Takes and transcribes dictation determining the most appropriate format. Performs
stenographic duties requiring significantly greater independence and responsibility than
Stenographer I. Supervisor typically provides general instructions. Work requires a
thorough working knowledge of general business and office procedures and of the
specific business operations, organizations, policies, procedures, files, workflow, etc.
Uses this knowledge in performing stenographic duties and responsible clerical tasks
such as maintaining follow up files; assembling material for reports, memoranda, and
letters; composing simple letters from general instructions; reading and routing
incoming mail; answering routine questions, etc.
FILE CLERK
Files, classifies, and retrieves material in an established filing system. May perform
clerical and manual tasks required to maintain files. Positions are classified into levels on
the basis of the following definitions:
File Clerk I
Performs routine filing of material that has already been classified or which is easily
classified in a simple serial classification system (e.g., alphabetical, chronological, or
numerical). As requested, locates readily available material in files and forwards
material; and may fill out withdrawal charge. May perform simple clerical and manual
tasks required to maintain and service files.
TRANSCRIBING-MACHINE TYPIST
Primary 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.)
File Clerk II
Sorts, codes, and files unclassified material by simple (subject matter) headings or
partly classified material by finer subheadings. Prepares simple related index and cross
reference aids. As requested, locates clearly identified material in files and forwards
material. May perform related clerical tasks required to maintain and service files.
TYPIST
Uses a manual, electric, or automatic typewriter to type various materials. Included
are automatic typewriters that are used only to record text and update and reproduce
previously typed items from magnetic cards or tape. May include typing of stencils,
mats, or similar materials 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.
File Clerk III
Classifies and indexes file material such as correspondence, reports, technical
documents, etc., in an established filing system containing a number of varied subject
matter files. May also file this material. May keep records of various types in
conjunction with the files. May lead a small group of lower level file clerks.
Excluded from this definition is work that involves:
MESSENGER
a.
b.
Performs various routine duties such as running errands, operating minor office
machines such as sealers or mailers, opening and distributing mail, and other minor
clerical work. Exclude positions that require operation of a motor vehicle as a
significant duty.
Typing directly from spoken material that has been recorded on disks,
cylinders, belts, tapes, or other similar media;
The use of varitype machines, composing equipment, or automatic equip
ment in preparing material for printing; and
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28
SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private branch exchange
(PBX) system to relay incoming, outgoing, and intrasystem calls. May provide
information to callers, record and transmit messages, keep record of calls placed and
toll charges. Besides operating a telephone switchboard or console, may also type or
perform routine clerical work (typing or routine clerical work may occupy the major
portion of the worker’s time, and is usually performed while at the switchboard or
console). Chief or lead operators in establishments employing more than one operator
are excluded. For an operator who also acts as a receptionist, see Switchboard operatorreceptionist.
SWITCHBOARD OPERATOR-RECEPTIONIST
At a single-position telephone switchboard or console, acts both as an operator—see
Switchboard operator—and as a receptionist. Receptionist’s work involves such duties
as greeting visitors; determining nature of visitor’s business and providing appropriate
information; referring visitor to appropriate person in the organization or contacting
that person by telephone and arranging an appointment; keeping a log of visitors.
ORDER CLERK
Receives written or verbal customers’ purchase orders for material 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 order
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.
Exclude workers paid on a commission basis or whose duties include any of the following:
Receiving orders for services rather than for material or merchandise; providing
customers with consultative advice using knowledge gained from engineering or
extensive technical training; emphasizing selling skills; handling material or merchan
dise as an integral part of the job.
Positions are classified into levels according to the following definitions:
Order Clerk I
Handles orders involving items which have readily identified uses and applications.
May refer to a catalog, manufacturer’s manual, or similar document to insure that
proper item is supplied or to verify price of ordered item.
Order Clerk II
Handles orders that involve making judgments such as choosing which specific
product or material from the establishment’s product lines will satisfy the customer’s
needs, or determining the price to be quoted when pricing involves more than merely
referring to a price list or making some simple mathematical calculations.
ACCOUNTING CLERK
Performs one or more accounting tasks such as posting to registers and ledgers;
balancing and reconciling accounts; verifying the internal consistency, completeness,
and mathematical accuracy of accounting documents; assigning prescribed accounting
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distribution codes; examining and verifying the clerical accuracy of various types of
reports, lists, calculations, postings, etc.; preparing journal vouchers; or making entries
or adjustments to accounts.
Levels I and II require a basic knowledge of routine clerical methods and office
practices and procedures as they relate to the clerical processing and recording of
transactions and accounting information. Levels III and IV require a knowledge and
understanding of the established and standardized bookkeeping and accounting proce
dures and techniques used in an accounting system, or a segment of an accounting
system, where there are few variations in the types of transactions handled. In addition,
some jobs at each level may require a basic knowledge and understanding of the
terminology, codes, and processes used in an automated accounting system.
Accounting Clerk I
Performs very simple and routine accounting clerical operations, for example,
recognizing and comparing easily identified numbers and codes on similar and
repetitive accounting documents, verifying mathematical accuracy, and identifying
discrepancies and bringing them to the supervisor’s attention. Supervisor gives clear
and detailed instructions for specific assignments. Employee refers to supervisor all
matters not covered by instructions. Work is closely controlled and reviewed in detail
for accuracy, adequacy, and adherence to instructions.
Accounting Clerk II
Performs one or more routine accounting clerical operations, such as: Examining,
verifying, and correcting accounting transactions to ensure completeness and accuracy
of data and proper identification of accounts, and checking that expenditures will not
exceed obligations in specified accounts; totaling, balancing, and reconciling collection
vouchers; posting data to transaction sheets where employee identifies proper accounts
and items to be posted; and coding documents in accordance with a chart (listing) of
accounts. Employee follows specific and detailed accounting procedures. Completed
work is reviewed for accuracy and compliance with procedures.
Accounting Clerk III
Uses a knowledge of double entry bookkeeping in performing one or more of the
following: Posts actions to journals, identifying subsidiary accounts affected and debit
and credit entries to be made and assigning proper codes; reviews computer printouts
against manually maintained journals, detecting and correcting erroneous postings, and
preparing documents to adjust accounting classifications and other data; or reviews lists
of transactions rejected by an automated system, determining reasons for rejections, and
preparing necessary correcting material. On routine assignments, employee selects and
applies established procedures and techniques. Detailed instructions are provided for
difficult or unusual assignments. Completed work and methods used are reviewed for
technical accuracy.
Accounting Clerk IV
Maintains journals or subsidiary ledgers of an accounting system and balances and
reconciles accounts. Typical duties include one or both of the following: Reviews
invoices and statements (verifying information, ensuring sufficient funds have been
obligated, and if questionable, resolving with the submitting unit, determining accounts
involved, coding transactions, and processing material through data processing for
Professional and Technical
application in the accounting system); and/or analyzes and reconciles computer
printouts with operating unit reports (contacting units and researching causes of
discrepancies, and taking action to ensure that accounts balance). Employee resolves
problems in recurring assignments in accordance with previous training and experience.
Supervisor provides suggestions for handling unusual or nonrecurring transactions.
Conformance with requirements and technical soundness of completed work are
reviewed by the supervisor or are controlled by mechanisms built into the accounting
system.
COMPUTER SYSTEMS ANALYST, BUSINESS
Analyzes business problems to formulate procedures for solving them by use of
electronic data processing equipment. Develops a complete description of all specifica
tions needed to enable programmers to prepare required digital computer programs.
Work involves most of the following-. Analyzes subject-matter operations to be
automated and identifies conditions and criteria required to achieve satisfactory results;
specifies number and types of records, files, and documents to be used; outlines actions
to be performed by personnel and computers in sufficient detail for presentation to
management and for programming (typically this involves preparation of work and
data flow charts); coordinates the development of test problems and participates in trial
runs of new and revised systems; and recommends equipment changes to obtain more
effective overall operations. (NOTE: Workers performing both systems analysis and
programming should be classified as systems analysts if this is the skill used to determine
their pay.)
Does not include employees primarily responsible for the management or supervision
of other electronic data processing employees, or systems analysts primarily concerned
with scientific or engineering problems.
For wage study purposes, systems analysts are classified as follows:
NOTE: Excluded from level IV are positions responsible for maintaining either a
general ledger or a general ledger in combination with subsidiary accounts.
PAYROLL CLERK
Performs the clerical tasks necessary to process payrolls and to maintain payroll
records. Work involves most of the following-. Processing workers’ 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 knowl
edge of governmental regulations, company payroll policy, or the computer system for
processing payrolls.
Computer Systems Analyst I
Works under immediate supervision, carrying out analyses as assigned, usually of a
single activity. Assignments are designed to develop and expand practical experience in
the application of procedures and skills required for systems analysis work. For
example, may assist a higher level systems analyst by preparing the detailed specifica
tions required by programmers from information developed by the higher level analyst.
KEY ENTRY OPERATOR
Operates keyboard-controlled data entry device such as keypunch machine or keyoperated magnetic tape or disk encoder to transcribe data into a form suitable for
computer processing. Work requires skill in operating an alphanumeric keyboard and
an understanding of transcribing procedures and relevant data entry equipment.
Positions are classified into levels on the basis of the following definitions:
Computer Systems Analyst II
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, develops systems for maintaining depositor accounts in a
bank, maintaining accounts receivable in a retail establishment, or maintaining invento
ry accounts in a manufacturing or wholesale establishment.) Confers with persons
concerned to determine the data processing problems and advises subject-matter
personnel on the implications of the data processing systems to be applied. OR
Works on a segment of a complex data processing scheme or system, as described for
level III. Works independently on routine assignments and receives instruction and
guidance on complex assignments. Work is reviewed for accuracy of judgment,
compliance with instructions, and to insure proper alignment with the overall system.
Key Entry Operator I
Work is routine and repetitive. Under close supervision or following specific
procedures or detailed instructions, works from various standardized source documents
which have been coded and require little or no selecting, coding, or interpreting of data
to be entered. Refers to supervisor problems arising from erroneous items, codes, or
missing information.
Key Entry Operator II
Work requires the application of experience and judgment in selecting procedures to
be followed and in searching for, interpreting, selecting, or coding items to be entered
from a variety of source documents. On occasion may also perform routine work as
described for level I.
Computer Systems Analyst III
Works independently or under only general direction on complex problems involv
ing all phases of systems analysis. Problems are complex because of diverse sources of
input data and multiple-use requirements 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 follow-up actions are initiated by the computer.)
NOTE: Excluded are operators above level II using the key entry controls to access,
read, and evaluate the substance of specific records to take substantive actions, or to
make entries requiring a similar level of knowledge.
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30
Confers with persons concerned to determine the data processing problems and advises
subject-matter personnel on the implications of new or revised systems of data
processing operations. Makes recommendations, if needed, for approval of major
systems installations or changes and for obtaining equipment.
May provide functional direction to lower level systems analysts who are assigned to
assist.
Computer Programmer III
Works independently or under only general direction on complex problems which
require competence in all phases of programming concepts and practices. Working
from diagrams and charts which identify the nature of desired results, major processing
steps to be accomplished, and the relationships between various steps of the problem
solving routine; plans the full range of programming actions needed to efficiently utilize
the computer system in achieving desired end products.
At this level, programming is difficult because computer equipment must be
organized to produce several interrelated but diverse products from numerous and
diverse data elements. A wide variety and extensive number of internal processing
actions must occur. This requires such actions as development of common operations
which can be reused, establishment of linkage points between operations, adjustments
to data when program requirements exceed computer storage capacity, and substantial
manipulation and resequencing of data elements to form a highly integrated program.
May provide functional direction to lower level programmers who are assigned to
assist.
COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problems, typically prepared by a systems analyst,
into a sequence of detailed instructions which are required to solve the problems by
automatic data processing equipment. Working from charts or diagrams, the program
mer develops the precise instructions which, when entered into the computer system in
coded language, cause the manipulation of data to achieve desired results. Work
involves most of the following-. Applies knowledge of computer capabilities, mathemat
ics, logic employed by computers, and particular subject matter involved to analyze
charts and diagrams of the problem to be programmed; develops sequence of program
steps; writes detailed flow charts to show order in which data will be processed;
converts these charts to coded instructions for machine to follow; tests and corrects
programs; prepares instructions for operating personnel during production run;
analyzes, reviews, and alters programs to increase operating efficiency or adapt to new
requirements; maintains records of program development and revisions. (NOTE:
Workers performing both systems analysis and programming should be classified as
systems analysts if this is the skill used to determine their pay.)
Does not include employees primarily responsible for the management or supervision
of other electronic data processing employees, or programmers primarily concerned
with scientific and/or engineering problems.
For wage study purposes, programmers are classified as follows:
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 time) or multiprocessing (processes two or more programs
simultaneously). The following duties characterize the work of a computer operator:
a.
b.
c.
d.
e.
f.
Computer Programmer I
Makes practical applications of programming practices and concepts usually learned
in formal training courses. Assignments are designed to develop competence in the
application of standard procedures to routine problems. Receives close supervision on
new aspects of assignments; and work is reviewed to verify its accuracy and
conformance with required procedures.
g-
May test-run new or modified programs. May assist in modifying systems or
programs. The scope of this definition includes trainees working to become fully
qualified computer operators, fully qualified computer operator, and lead operators
providing technical assistance to lower level operators. It excludes workers who
monitor and operate remote terminals.
For wage study purposes, computer operators are classified as follows:
Computer Programmer II
Works independently or under only general direction on relatively simple programs,
or on simple segments of complex programs. Programs (or segments) usually process
information to produce data in two or three varied sequences or formats. Reports and
listings are produced by refining, adapting, arraying, or making minor additions to or
deletions from input data which are readily available. While numerous records may be
processed, the data have been refined in prior actions so that the accuracy and
sequencing of data can be tested by using a few routine checks. Typically, the program
deals with routine recordkeeping operations. OR
Works on complex programs (as described for level III) under close direction of a
higher level programmer or supervisor. May assist higher level programmer by
independently performing less difficult tasks assigned, and performing more difficult
tasks under fairly close direction.
May guide or instruct lower level programmers.
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Studies operating instructions to determine equipment setup needed.
Loads equipment with required items (tapes, cards, disks, paper, etc.).
Switches necessary auxiliary 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 I
Work assignments are limited to established production runs (i.e., programs which
present few operating problems). Assignments may consist primarily of on-the-job
training (sometimes augmented by classroom instruction). When learning to run
programs, 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.
31
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 Operator II
In addition to established production runs, work assignments include runs involving
new programs, applications, and procedures (i.e., situations which require the operator
to adapt to a variety of problems). At this level, the operator has the training and
experience to work fairly independently in carrying out most assignments. Assignments
may require the operator to select from a variety of standard setup and operating
procedures. In responding to computer output instructions or error conditions, applies
standard operating or corrective procedures, but may deviate from standard proce
dures when standard procedures fail if deviation does not materially 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.
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
Computer Operator III
In addition to work assignments described for Computer operator II (see above) the
work of Computer operator III involves at least one of the following:
a.
b.
c.
d.
Performs drafting work requiring knowledge and skill in drafting methods, procedures,
and techniques. Prepares drawings of structures, mechanical and electrical equipment,
piping and duct systems and other similar equipment, systems, and assemblies. Uses
recognized systems of symbols, legends, shadings, and lines having specific meanings in
drawings. Drawings are used to communicate engineering ideas, designs, and informa
tion in support of engineering functions.
Deviates from standard procedures to avoid the loss of information or to
conserve computer time even though the procedures applied materially
alter the computer unit’s production plans.
Tests new programs, applications, and procedures.
Advises programmers and subject-matter experts on setup techniques.
Assists in (1) maintaining, modifying, and developing operating systems or
programs; (2) developing operating instructions and techniques to cover
problem situations; and/or (3) switching to emergency backup procedures
(such assistance requires a working knowledge of program language,
computer features, and software systems).
The following are excluded when they constitute the primary purpose of the job:
a.
b.
c.
d.
An operator at this level typically guides lower level operators.
e.
PERIPHERAL EQUIPMENT OPERATOR
Operates peripheral equipment which directly supports digital computer operations.
Such equipment is uniquely and specifically designed for computer applications, but
need not be physically or electronically connected to a computer. Printers, plotters,
card read/punches, tape readers, tape units or drives, disk units or drives, and data
display units are examples of such equipment.
The following duties characterize the work of a peripheral equipment operator:
a.
b.
c.
d.
e.
f.
Positions are classified into levels on the basis of the following definitions.
Drafter I
Working under close supervision, traces or copies finished drawings, making clearly
indicated revisions. Uses appropriate templates to draw curved lines. Assignments are
designed to develop increasing skill in various drafting techniques. Work is spotchecked during progress and reviewed upon completion.
Loading printers and plotters with correct paper; adjusting controls for
forms, thickness, tension, printing density, and location; and unloading
hard copy.
Labeling tape reels, 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 and error indications and taking
appropriate action.
Examining tapes, cards, or other material for creases, tears, or other
defects which could cause processing problems.
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Design work requiring the technical knowledge, skill, and ability to
conceive or originate designs;
Illustrating work requiring artistic ability;
Work involving the preparation of charts, diagrams, room arrangements,
floor plans, etc.;
Cartographic work involving the preparation of maps or plats and related
materials, and drawings of geological structures; and
Supervisory work involving the management of a drafting program or the
supervision of drafters.
NOTE: Exclude drafters performing elementary tasks while receiving training in the
most basic drafting methods.
Drafter II
Prepares drawings of simple, easily visualized parts of equipment from sketches or
marked-up prints. Selects appropriate templates and other equipment needed to
complete assignments. Drawings fit familiar patterns and present few technical
problems. Supervisor provides detailed instructions on new assignments, gives guid
ance when questions arise, and reviews completed work for accuracy.
32
Drafter III
This classification excludes repairers of such standard electronic equipment as
common office machines and household radio and television sets; production assemb
lers 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 into levels on the basis of the following definitions:
Prepares various drawings of parts and assemblies, including sectional profiles,
irregular or reverse curves, hidden lines, and small or intricate details. Work requires
use of most of the conventional drafting techniques and a working knowledge of the
terms and procedures of the industry. Familiar or recurring work is assigned in general
terms; unfamiliar assignments include information on methods, procedures, sources of
information, and precedents to be followed. Simple revisions to existing drawings may
be assigned with a verbal explanation of the desired results; more complex revisions are
produced from sketches which clearly depict the desired product.
Electronics Technician I
Applies working technical knowledge to perform simple or routine tasks in working
on electronic equipment, following detailed instructions 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., multimeters, audio signal generators, tube testers, oscilloscopes). Is
not required to be familiar with the interrelationships of circuits. This knowledge,
however, may be acquired through assignments designed to increase competence
(including classroom training) so that worker can advance to higher level technician.
Receives technical guidance, as required, from supervisor or higher level technician.
Work is typically spot-checked, but is given detailed review when new or advanced
assignments are involved.
Drafter IV
Prepares complete sets of complex drawings which include multiple views, detail
drawings, and assembly drawings. Drawings include complex design features that
require considerable drafting skill to visualize and portray. Assignments regularly
require the use of mathematical formulas to compute weights, load capacities,
dimensions, quantities of materials, etc. Working from sketches and verbal information
supplied by an engineer or designer, determines the most appropriate views, detail
drawings, and supplementary information needed to complete assignments. Selects
required information from precedents, manufacturers’ catalogs, and technical guides.
Independently resolves most of the problems encountered. Supervisor or designer may
suggest methods of approach or provide advice on unusually difficult problems.
Electronics Technician II
NOTE: Exclude drafters performing work of similar difficulty to that described at this
level but who provide support for a variety of organizations which have widely
differing functions or requirements.
Applies comprehensive technical knowledge to solve complex problems (i.e., those
that typically can be solved solely by properly interpreting manufacturers’ manuals or
similar documents) in working on electronic equipment. Work involves: A familiarity
with the interrelationships of circuits; and judgment in determining work sequence and
in selecting tools and testing instruments, usually less complex than those used by the
level III technician.
Receives technical guidance, as required, from supervisor or higher level technician,
and work is reviewed for specific compliance with accepted practices and work
assignments. May provide technical guidance to lower level technicians.
Drafter V
Works closely with design originators, preparing drawings of unusual, complex or
original designs which require a high degree of precision. Performs unusually difficult
assignments requiring considerable initiative, resourcefulness, and drafting expertise.
Assures that anticipated problems in manufacture, assembly, installation, and operation
are resolved by the drawings produced. Exercises independent judgment in selecting
and interpreting data based on a knowledge of the design intent. Although working
primarily as a drafter, may occasionally perform engineering design work in interpre
ting general designs prepared by others or in completing missing design details. May
provide advice and guidance to lower level drafters or serve as coordinator and planner
for large and complex drafting projects.
Electronics Technician III
Applies advanced technical knowledge to solve unusually complex problems (i.e.,
those that typically cannot be solved solely by reference to manufacturers’ manuals or
similar documents) in working on electronic equipment. Examples of such problems
include location and density of circuitry, electromagnetic radiation, isolating
malfunctions, and frequent engineering changes. Work involves: A detailed under
standing of the interrelationships of circuits; exercising independent judgment in
performing such tasks as making circuit analyses, calculating wave forms, tracing
relationships in signal flow; and regularly using complex test instruments (e.g., dual
trace oscilloscopes, Q-meters, deviation meters, pulse generators).
Work may be reviewed by supervisor (frequently an engineer or designer) for general
compliance with accepted practices. May provide technical guidance to lower level
technicians.
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 applica
tion of technical knowledge of electronics principles, ability to determine malfunctions,
and skill to put equipment in required operating condition.
The equipment—consisting of either many different kinds of circuits or multiple
repetition of the same kind of circuit—includes, but is not limited to, the following: (a)
Electronic transmitting and receiving equipment (e.g., radar, radio, television, tele
phone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and
medical measuring and controlling equipment.
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REGISTERED INDUSTRIAL NURSE
A registered nurse gives nursing service under general medical direction to ill or
injured employees or other persons who become ill or suffer an accident on the premises
33
following: Interpreting written instructions and specifications; planning and laying out
of work; using a variety of machinist’s handtools and precision measuring instruments;
setting up and operating standard machine tools; shaping of metal parts to close
tolerances; making standard shop computations relating to dimensions of work, tooling,
feeds, and speeds of machining; knowledge of the working properties of the common
metals; selecting standard materials, parts, and equipment required for this work; and
fitting and assembling parts into mechanical equipment. In general, the machinist’s
work normally requires a rounded training in machine-shop practice usually acquired
through a formal apprenticeship or equivalent training and experience.
of a factory or other establishment. Duties involve a combination ofthefollowing-. Giving
first aid to the ill or injured; attending to subsequent dressing of employees’ injuries;
keeping records of patients treated; preparing accident reports for compensation or
other purposes; assisting in physical examinations and health evaluations of applicants
and employees; and planning and carrying out programs involving health education,
accident prevention, evaluation of plant environment, or other activities affecting the
health, welfare, and safety of all personnel. Nursing supervisors or head nurses in
establishments employing more than one nurse are excluded.
MAINTENANCE MECHANIC (MACHINERY)
Maintenance, Toolroom, and Powerplant
Repairs machinery or mechanical equipment of an establishment. Work involves
most of the following: Examining machines and mechanical equipment to diagnose
source of trouble; dismantling or partly dismantling machines and performing repairs
that mainly involve the use of handtools in scraping and fitting parts; replacing broken
or defective parts with items obtained from stock; ordering the production of a
replacement part by a machine shop or sending the machine to a machine shop for
major repairs; preparing written specifications for major repairs or for the production
of parts ordered from machine shops; reassembling machines; and making all necessary
adjustments for operation. In general, the work of a machinery maintenance mechanic
requires rounded training and experience usually acquired through a formal apprentice
ship or equivalent training and experience. Excluded from this classification are
workers whose primary duties involve setting up or adjusting machines.
MAINTENANCE CARPENTER
Performs 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
most of the following-. Planning and laying out of work from blueprints, drawings,
models, or verbal instructions; using a variety of carpenter’s handtools, portable power
tools, and standard measuring instruments; making standard shop computations relating
to dimensions 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 formal apprenticeship or equivalent training and experience.
MAINTENANCE ELECTRICIAN
MAINTENANCE MECHANIC (MOTOR VEHICLE)
Performs a variety of electrical trade functions such as the installation, 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, transformers, switchboards, control
lers, circuit breakers, motors, heating units, conduit systems, or other transmission
equipment; working from blueprints, drawings, layouts, or other specifications;
locating and diagnosing trouble in the electrical system or equipment; working standard
computations relating to load requirements of wiring or electrical equipment; and using
a variety of electrician’s handtools and measuring and testing instruments. In general,
the work of the maintenance electrician requires rounded training and experience
usually acquired through a formal apprenticeship or equivalent training and experience.
Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work
involves most of the following: Examining automotive equipment to diagnose source of
trouble; disassembling equipment and performing repairs that involve the use of such
handtools as wrenches, gauges, drills, or specialized equipment in disassembling or
fitting parts; replacing broken or defective parts from stock; grinding and adjusting
valves; reassembling and installing the various assemblies in the vehicle and making
necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening
body bolts. In general, the work of the motor vehicle maintenance mechanic requires
rounded training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.
This classification does not include mechanics who repair customers’ vehicles in
automobile repair shops.
MAINTENANCE PAINTER
Paints and redecorates walls, woodwork, and fixtures of an establishment. 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 PIPEFITTER
Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an
establishment. Work involves most of the following: Laying out work and measuring to
locate position of pipe from drawings or other written specifications; cutting various
sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe
cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or
power-driven machines; assembling pipe with couplings and fastening pipe to hangers;
making standard shop computations relating to pressures, flow, and size of pipe
required; and making standard tests to determine whether finished pipes meet
specifications. In general, the work of the maintenance pipefitter requires rounded
training and experience usually acquired through a formal apprenticeship or equivalent
MAINTENANCE MACHINIST
Produces replacement parts and new parts in making repairs of metal parts of
mechanical equipment operated in an establishment. Work involves most of the
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34
training and experience. Workers primarily engaged in installing and repairing building
sanitation or heating systems are excluded.
required to select proper coolants and cutting and lubricating oils, to recognize when
tools need dressing, and to dress tools. In general, the work of a machine-tool operator
(toolroom) at the skill level called for in this classification requires extensive knowledge
of machine-shop and toolroom practice usually acquired through considerable on-thejob training and experience.
For cross-industry wage study purposes, this classification does not include machinetool operators (toolroom) employed in tool and die jobbing shops.
MAINTENANCE SHEET-METAL WORKER
Fabricates, installs, and maintains in good repair the sheet-metal equipment and
fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators,
chutes, ducts, metal roofing) of an establishment. Work involves most of the following:
Planning and laying out all types of sheet-metal maintenance work from blueprints,
models, or other specifications; setting up and operating all available types of sheetmetal working machines; using a variety of handtools in cutting, bending, forming,
shaping, fitting, and assembling; and installing sheet-metal articles as required. In
general, the work of the maintenance sheet-metal worker requires rounded training and
experience usually acquired through a formal apprenticeship or equivalent training and
experience.
TOOL AND DIE MAKER
Constructs and repairs jigs, fixtures, cutting tools, gauges, or metal dies or molds used
in shaping or forming metal or nonmetallic material (e.g., plastic, plaster, rubber, glass).
Work typically involves: Planning and laying out work according to models, blueprints,
drawings, or other written or oral specifications; understanding the working properties
of common metals and alloys; selecting appropriate materials, tools, and processes
required to complete task; making necessary shop computations; setting up and
operating various machine tools and related equipment; using various tool and die
maker’s handtools and precision measuring instruments; working to very close
tolerances; heat-treating metal parts and finished tools and dies to achieve required
qualities; fitting and assembling parts to prescribed tolerances and allowances. In
general, the tool and die maker’s work requires rounded training in machine-shop and
toolroom practice usually acquired through formal apprenticeship or equivalent
training and experience.
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).
MILLWRIGHT
Installs new machines or heavy equipment, and dismantles and installs machines or
heavy equipment when changes in the plant layout are required. Work involves most of
the following: Planning and laying out work; interpreting blueprints or other specifica
tions; using a variety of handtools and rigging; making standard shop computations
relating to stresses, strength of materials, and centers of gravity; aligning and balancing
equipment; selecting standard tools, equipment, and parts to be used; and installing and
maintaining in good order power transmission equipment such as drives and speed
reducers. In general, the millwright’s work normally requires a rounded training and
experience in the trade acquired through a formal apprenticeship or equivalent training
and experience.
STATIONARY ENGINEER
MAINTENANCE TRADES HELPER
Operates and maintains one or more systems which provide an establishment with
such services as heat, air-conditioning (cool, humidify, dehumidify, filter, and circulate
air), refrigeration, steam or high-temperature water, or electricity. Duties involve:
Observing and interpreting readings on gauges, meters, and charts which register
various aspects of the system’s operation; adjusting controls to insure safe and efficient
operation of the system and to meet demands for the service provided; recording in logs
various aspects of the system’s operation; keeping the engines, machinery, and
equipment of the system in good working order. May direct and coordinate activities of
other workers (not stationary engineers) in performing tasks directly related to
operating and maintaining the system or systems.
The classification excludes head or chief engineers in establishments employing more
than one engineer; workers required to be skilled in the repair of electronic control
equipment; and workers in establishments producing electricity, steam, or heated or
cooled air primarily for sale.
Assists one or more workers in the skilled maintenance trades by performing specific
or general duties of lesser skill, such as keeping a worker supplied with materials and
tools; cleaning working area, machine, and equipment; assisting journeyman by holding
materials or tools; and performing other unskilled tasks as directed by journeyman. The
kind of work the helper is permitted to perform varies from trade to trade: In some
trades the helper is confined to supplying, lifting, and holding materials and tools, and
cleaning working areas; and in others he is permitted to perform specialized machine
operations, or parts of a trade that are also performed by workers on a full-time basis.
MACHINE-TOOL OPERATOR (TOOLROOM)
Specializes in operating one or more than one type of machine tool (e.g., jig borer,
grinding machine, engine lathe, milling machine) to machine metal for use in making or
maintaining jigs, fixtures, cutting tools, gauges, or metal dies or molds used in shaping
or forming metal or nonmetallic material (e.g., plastic, plaster, rubber, glass). Work
typically involves: Planning and performing difficult machining operations which require
complicated setups or a high degree of accuracy; setting up machine tool or tools (e.g.,
install cutting tools and adjust guides, stops, working tables, and other controls to
handle the size of stock to be machined; determine proper feeds, speeds, tooling, and
operation sequence or select those prescribed in drawings, blueprints, or layouts); using
a variety of precision measuring instruments; making necessary adjustments during
machining operation to achieve requisite dimensions to very close tolerances. May be
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BOILER TENDER
Tends one or more boilers to produce steam or high-temperature water for use in an
establishment. Fires boiler. Observes and interprets readings on gauges, meters, and
charts which register various aspects of boiler operation. Adjusts controls to insure safe
and efficient boiler operation and to meet demands for steam or high-temperature
water. May also do one or more of the following: Maintain a log in which various
aspects of boiler operation are recorded; clean, oil, make minor repairs or assist in
35
Shipper
Receiver
Shipper and receiver
repairs to boilerroom equipment; and, following prescribed methods, treat boiler water
with chemicals and analyze boiler water for such things as acidity, causticity, and
alkalinity.
The classification excludes workers in establishments producing electricity, steam, or
heated or cooled air primarily for sale.
WAREHOUSEMAN
As directed, performs a variety of warehousing duties which require an understanding
of the establishment’s storage plan. Work involves most of the following'. Verifying
materials (or merchandise) against receiving documents, noting and reporting discrep
ancies and obvious damages; routing materials to prescribed storage locations; storing,
stacking, or palletizing materials in accordance with prescribed storage methods;
rearranging and taking inventory of stored materials; examining stored materials and
reporting deterioration and damage; removing material from storage and preparing it
for shipment. May operate hand or power trucks in performing warehousing duties.
Exclude workers whose primary duties involve shipping and receiving work (see
Shipper and receiver and Shipping packer), order filling (see Order filler), or operating
power trucks (see Power-truck operator).
Material Movement and Custodial
TRUCKDRIVER
Drives a truck within a city or industrial area to transport materials, 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 customers’ houses or places of business. May also load or
unload truck with or without helpers, make minor mechanical repairs, and keep truck in
good working order. Salesroute and over-the-road drivers are excluded.
For wage study purposes, truckdrivers are classified by type and rated capacity of
truck, as follows:
ORDER FILLER
Fills shipping or transfer orders for finished goods from stored merchandise in
accordance with specifications on sales slips, customers’ orders, or other instructions.
May, in addition to filling orders and indicating items filled or omitted, keep records of
outgoing orders, requisition additional stock or report short supplies to supervisor, and
perform other related duties.
Truckdriver, light truck
(straight truck, under 1 1/2 tons, usually 4 wheels)
Truckdriver, medium truck
(straight truck, 1 1/2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
Truckdriver, tractor-trailer
SHIPPING PACKER
Prepares finished products for shipment or storage by placing them in shipping
containers, the specific operations performed being dependent upon the type, size, and
number of units to be packed, the type of container employed, and method of shipment.
Work requires the placing of items in shipping containers and may involve one or more of
the following: Knowledge of various items of stock in order to verify content; selection
of appropriate type and size of container; inserting enclosures in container; using
excelsior or other material to prevent breakage or damage; closing and sealing
container; and applying labels or entering identifying data on container. Packers who
also make wooden boxes or crates are excluded.
SHIPPER AND RECEIVER
Performs 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 nonrou
tine problems, receives specific guidance from supervisor or other officials. May direct
and coordinate the activities of other workers engaged in handling goods to be shipped
or being received.
.
,
Shippers typically are responsible for most of the following: Verifying that orders are
accurately filled by comparing items and quantities of goods gathered for shipment
against documents; insuring that shipments are properly packaged, identified with
shipping information, and loaded into transporting vehicles; preparing and keeping
records of goods shipped, e.g., manifests, bills of lading.
. .
Receivers typically are responsible for most of the following: Verifying the correct
ness 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:
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MATERIAL HANDLING LABORER
A worker employed in a warehouse, manufacturing plant, store, or other establish
ment whose duties involve one or more of the following: Loading and unloading various
materials and merchandise on or from freight cars, trucks, or other transporting
devices; unpacking, shelving, or placing materials or merchandise in proper storage
location; and transporting materials or merchandise by handtruck, car, or wheelbarrow.
Longshore workers, who load and unload ships, are excluded.
36
POWER-TRUCK OPERATOR
property or persons. Duties require minimal training. Commonly, the guard is not
required to demonstrate physical fitness. May be armed, but generally is not required to
demonstrate proficiency in the use of firearms or special weapons.
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:
Guard II
Enforces regulations designed to prevent breaches of security. Exercises judgment
and uses discretion in dealing with emergencies and security violations encountered.
Determines whether first response should be to intervene directly (asking for assistance
when deemed necessary and time allows), to keep situation under surveillance, or to
report situation so that it can be handled by appropriate authority. Duties require
specialized training in methods and techniques of protecting security areas. Commonly,
the guard is required to demonstrate continuing physical fitness and proficiency with
firearms or other special weapons.
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 services on a contract
basis are included in this occupation.
For wage study purposes, guards are classified as follows:
JANITOR, PORTER, OR CLEANER
Cleans and keeps in an orderly condition factory working areas and washrooms, or
premises of an office, apartment house, or commercial or other establishment. Duties
involve a combination of the following-. Sweeping, mopping or scrubbing, and polishing
floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures;
polishing metal fixtures or trimmings; providing supplies and minor maintenance
services; and cleaning lavatories, showers, and restrooms. Workers who specialize in
window washing are excluded.
Guard I
Carries out instructions primarily oriented toward insuring that emergencies and
security violations are readily discovered and reported to appropriate authority.
Intervenes directly only in situations which require minimal action to safeguard
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Federal Reserve Bank of St. Louis
37
Appendix C.
Job Conversion Table
Beginning in 1981, multilevel jobs are identified by numeric instead of alphabetic
designations. A conversion table for the affected occupations follows:
Alphabetic
Numeric
designation
designation
Occupation
(previously used)
(currently used)
E
I
SecretaryD
II
C
III
B
IV
A
V
Numeric
designation
(currently used)
I
II
III
Alphabetic
designation
(previously used)
C
B
A
Computer programmer (business)....... .
I
II
III
C
B
A
C
B
A
Occupation
Computer systems analyst (business).....
Stenographer........
I
II
General
Senior
Typist....................
I
II
B
A
Computer operator............................... .
File clerk.............
I
II
III
C
B
A
I
II
III
Drafter................................................... .
Order clerk..........
I
II
B
A
I
II
III
IV
V
Accounting clerk.
I
II
III
IV
(not
comparable)
Electronics technician.......................... .
I
II
III
C
B
A
Key entry operator.
I
II
B
A
.
I
II
B
A
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Guard.............................................. .
38
(not
comparable)
Area Wage Survey Summaries
The following areas are surveyed pe
riodically for use in administering the
Service Contract Act of 1965. Survey
results are published in summaries
which are available, at no cost, while
supplies last from any of the BLS region
al offices shown on the back cover.
Alaska (statewide)
Albany, Ga.
Albuquerque, N. Mex.
Alexandria-Leesville, La.
Alpena-Standish-Tawas City, Mich.
Ann Arbor, Mich.
Antelope Valley, Calif.
Asheville, N.C.
Atlantic City, NJ.
Augusta, Ga.-S.C.
Austin, Tex.
Bakersfield, Calif.
Baton Rouge, La.
Battle Creek, Mich.
Beaumont-Port Arthur-Orange and
Lake Charles, Tex.-La.
Biloxi-Gulfport and PascagoulaMoss Point, Miss.
Binghamton, N.Y.
Birmingham, Ala.
Bloomington-Vincennes, Ind.
Bremerton-Shelton, Wash.
Brunswick, Ga.
Cedar Rapids, Iowa
Champaign-Urbana-Rantoul, 111.
Charleston-North CharlestonWalterboro, S.C.
Charlotte-Gastonia, N.C.
Cheyenne, Wyo.
Clarksville-Hopkinsville, Tenn.-Ky.
Colorado Springs, Colo.
Columbia-Sumter, S.C.
Columbus, Ga.-Ala.
Columbus, Miss.
Connecticut (statewide)
Decatur, 111.
Des Moines, Iowa
Dothan, Ala.
Duluth-Superior, Minn.-Wis.
El Paso-Alamogordo-Las Cruces,
Tex.-N. Mex.
Eugene-Springfield-Medford, Oreg.
Fayetteville, N.C.
Fort Lauderdale-Hollywood and
West Palm Beach-Boca Raton, Fla.
Fort Smith, Ark.-Okla.
Fort Wayne, Ind.
Frederick-HagerstownChambersburg, Md.-Pa.
Gadsden and Anniston, Ala.
Goldsboro, N.C.
Grand Island-Hastings, Nebr.
Guam, Territory of
Harrisburg-Lebanon, Pa.
Knoxville, Tenn.
La Crosse-Sparta, Wis.
Laredo, Tex.
Las Vegas-Tonopah, Nev.
Lexington-Fayette, Ky.
Lima, Ohio
Little Rock-North Little Rock, Ark.
Logansport-Peru, Ind.
Lorain-Elyria, Ohio
Lower Eastern Shore, Md.-Va.-Del.
Macon, Ga.
Madison, Wis.
Maine (statewide)
Mansfield, Ohio
McAllen-Pharr-Edinburg and
Brownsville-Harlingen- San
Benito, Tex.
Meridian, Miss.
xJ-U.S. GOVERNMENT PRINTING OFFICE : 1981 -341-265/150
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Federal Reserve Bank of St. Louis
Middlesex, Monmouth, and Ocean
Counties, N.J.
Mobile-Pensacola-Panama City, Ala.Fla.
Montana (statewide)
Montgomery, Ala.
Nashville-Davidson, Tenn.
New Bem-Jacksonville, N.C.
New Hampshire (statewide)
North Dakota (statewide)
Northern New York
Northwest Texas
Orlando, Fla.
Oxnard-Simi Valley-Ventura, Calif.
Peoria, 111.
Phoenix, Ariz.
Pine Bluff, Ark.
Portsmouth-Chillicothe-Gallipolis,
Ohio
Pueblo, Colo.
Puerto Rico
Raleigh-Durham, N.C.
Reno, Nev.
Riverside-San Bernardino-Ontario,
Calif.
Salina, Kans.
Salinas-Seaside-Monterey, Calif.
Sandusky, Ohio
Santa Barbara-Santa Maria-Lompoc,
Calif.
Savannah, Ga.
Selma, Ala.
Sherman-Denison, Tex.
Shreveport, La.
South Dakota (statewide)
Southeastern Massachusetts
Southern Idaho
Southwest Virginia
Spokane, Wash.
Springfield, 111.
Stockton, Calif.
Tacoma, Wash.
Tampa-St. Petersburg, Fla.
Topeka, Kans.
Tucson-Douglas, Ariz.
Tulsa, Okla.
Upper Peninsula, Mich.
Vallejo-Fairfield-Napa, Calif.
Vermont (statewide)
Virgin Islands of the U.S.
Waco and Killeen-Temple, Tex.
Waterloo-Cedar Falls, Iowa
West Virginia (statewide)
Western and Northern Massachusetts
Wichita Falls-Lawton-Altus, Tex.Okla.
Wilmington, Del.-N.J.-Md.
Yakima-Richland-KennewickPendleton, Wash.-Oreg.
ALSO A VAILABLE—
An annual report on salaries for ac
countants, auditors, public accountants,
chief accountants, attorneys, job ana
lysts, directors of personnel, buyers,
chemists, engineers, engineering techni
cians, drafters, computer operators, and
clerical employees is available. Order as
BLS Bulletin 2081, National Survey of
Professional, Administrative, Technical
and Clerical Pay, March 1980, $4.00 a
copy, from any of the BLS regional sales
offices shown on the back cover, or
from the Superintendent of Documents,
U.S. Government Printing Office,
Washington, D.C. 20402.
Area Wage Surveys
A list of the latest bulletins available is presented below. Bulletins may be purchased from any of
the BLS regional offices shown on the back cover, or from the Superintendent of Documents,
U.S. Government Printing Office, Washington, D. C. 20402. Make checks payable to Superin
tendent of Documents. A directory of occupational wage surveys, covering the years 1974 through
1979, is available on request.
Bulletin number
and price*
Area
Albany-Schenectady-Troy, N.Y., Sept. 1980'.......................
Anaheim-Santa Ana-Garden Grove, Calif., Oct. 1980.........
Atlanta, Ga., May 1980 .........................................................
Baltimore, Md., Aug. 1980 ...................................................
Billings, Mont., July 1980'.....................................................
Boston, Mass., Aug. 1980 ...............................................
Buffalo, N.Y., Oct. 1980 ................................................’. ’ ’
Chattanooga, Tenn.—Ga., Sept. 1980....................................
Chicago, 111., May 1980*...........................................................
Cincinnati, Ohio—Ky.—Ind., July 1980 ................................
Cleveland, Ohio, Sept. 1980'...................................................
Columbus, Ohio, Oct. 1980.....................................................
Corpus Christi, Tex., July 1980...............................................
Dallas—Fort Worth, Tex., Dec. 19801....................................
Davenport—Rock Island—Moline, Iowa—III., Feb. 1981 ...
Dayton, Ohio, Dec. 1980' .......................................................
Daytona Beach, Fla., Aug. 1980' ............................................
Denver—Boulder, Colo., Dec. 1980'......................................
Detroit, Mich., Mar. 1980 .......................................................
Fresno, Calif., June 1980' .......................................................
Gainesville, Fla., Sept. 1980'...................................................
Gary—Hammond—East Chicago, Ind., Nov. 1980'.............
Green Bay, Wis., July 1980 .....................................................
Greensboro—Winston-Salem—High Point, N.C., Aug. 1980'
Greenville—Spartanburg, S.C., June 1980 ............................
Hartford, Conn., Mar. 1980'...................................................
Houston, Tex., Apr. 1980'.......................................................
Huntsville, Ala., Feb. 1981 .....................................................
Indianapolis, Ind., Oct. 1980...................................................
Jackson, Miss., Jan. 1981 .......................................................
Jacksonville, Fla., Dec. 1980...................................................
Kansas City, Mo.—Kans., Sept. 1980.....................................
Los Angeles—Long Beach, Calif., Oct. 1980 .........................
Louisville, Ky.—Ind., Nov. 19801............................................
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
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3000-45
3000-62
3000-21
3000-38
3000-31
3000-40
3000-52
3000-44
3000-26
3000-32
3000-46
3000-48
3000-28
3000-67
3010- 7
3000-64
3000-33
3000-68
3000- 7
3000-30
3000-55
3000-56
3000-22
3000-50
3000-16
3000-19
3000-18
3010- 5
3000-47
3010- 4
3000-66
3000-42
3000-63
3000-65
$2.25
$2.00
$2.25
$2.25
$2.00
$2.25
$2.25
$1.75
$3.25
$2.25
$3.25
$2.00
$1.75
$3.25
$2.25
$2.25
$1.75
$3.25
$2.25
$2.00
$2.00
$1.75
$1.75
$2.25
$1.75
$2.25
$3.25
$2.25
$2.25
$1.75
$1.75
$2.25
$2.25
$2.25
Area
Bulletin number
and price*
Memphis, Tenn.—Ark.—Miss., Nov. 1980....................................................... 3000-59
Miami, Fla., Oct. 1980 .................................................................................
3000-51
Milwaukee, Wis., Apr. 1980 .............................................................................. 3000-10
Minneapolis—St. Paul, Minn.—Wis., Jan. 19811.............................................. 3010- 1
Nassau—Suffolk, N.Y., June 1980 ..................................................................... 3000-29
Newark, N.J., Jan. 1981 .................................................................................... 3010- 3
New Orleans, La., Oct. 1980 .............................................................................. 3000-58
New York, N.Y.—N.J., May 1980 ..................................................................... 3000-24
Norfolk—Virginia Beach—Portsmouth, Va.—N.C., May 1980 ....................... 3000-20
Northeast Pennsylvania, Aug. 1980 ................................................................... 3000-37
Oklahoma City, Okla., Aug. 1980'..................................................................... 3000-41
Omaha, Nebr.—Iowa, Oct. I9801....................................................................... 3000-57
Paterson—Clifton—Passaic, N.J., June 1980'.................................................. 3000-34
Philadelphia, Pa.—N.J., Nov. 1980.............................................................
3000-53
Pittsburgh, Pa., Jan. 1981.................................................................................... 3010-2
Portland, Maine, Dec. 1980................................................................................ 3000-61
Portland, Oreg.—Wash,, June 1980'................................................................. 3000-49
Poughkeepsie, N.Y., June 1980'.......................................................................... 3000-35
Poughkeepsie—Kingston—Newburgh, N.Y., June 1980'.................................. 3000-39
Providence—Warwick—Pawtucket, R.I.—Mass., June 1980............................ 3000-27
Richmond, Va., June 1980'.................................................................................. 3000-23
St. Louis, Mo.—111., Mar. 1981.......................................................................... 3010- 8
Sacramento, Calif., Dec. 1980'............................................................................ 3000-70
Saginaw, Mich., Nov. 1980 .................................................................................. 3000-54
Salt Lake City—Ogden, Utah, Nov. 1980 ......................................................... 3000-60
San Antonio, Tex., May 1980’.................................................................
3000-17
San Diego, Calif., Nov. 1980'.............................................................................. 3000-71
San Francisco—Oakland, Calif., Mar. 1980 ....................................................... 3000- 9
San Jose, Calif., Mar. 1980 ................................................................................ 3000- 6
Seattle—Everett, Wash., Dec. 1980 ..................................................................... 3000-69
South Bend, Ind., Aug. 1980.............................................................................. 3000-36
Toledo, Ohio—Mich., May 1980 ......................................................................... 3000-13
Trenton, N.J., Sept. 1980.................................................................................... 3000-43
Washington, D.C.—Md.—Va., Mar. 1981* ...................................................... 3010- 6
Wichita, Kans., Apr. 1980' .................................................................................. 3000-15
Worcester, Mass., Apr. 19801 .............................................................................. 3000-25
York, Pa., Feb. 1981'.......................................................................................... 3010- 9
* Prices are determined by the Government Printing Office and are subject to change.
' Data on establishment practices and supplementary wage provisions are also presented.
$1.75
$Z25
$2.25
$3.75
$2.00
$2.25
$2.00
$2.25
$1.75
$1.75
$2.25
$2.25
$2.25
S2 25
$2.25
$1.75
$2.50
$2.00
$2.00
$2.00
$2.25
$2.75
$2.25
$1 75
$2.00
S2 00
$2.25
$2.25
$2.00
$1.75
$1.75
$175
$1.75
$3.00
$2.25
$2.00
$2.75
Postage and Fees Paid
U.S. Department of Labor
U.S. Department of Labor
Bureau of Labor Statistics
Washington, D.C. 20212
Third Class Mail
Official Business
Penalty for private use, $300
Lab-441
Bureau of Labor Statistics Regional Offices
Region I
Region II
Region III
Region IV
1603 JFK Federal Building
Government Center
Boston, Mass 02203
Phone: 223-6761 (Area Code 617)
Suite 3400
1515 Broadway
New York, N.Y 10036
Phone: 944-3121 (Area Code 212)
3535 Market Street.
P O. Box 13309
Philadelphia. Pa 19101
Phone: 596-1154 (Area Code 215)
Suite 540
1371 Peachtree St.. N.E
Atlanta, Ga. 30367
Phone 881-4418 (Area Code 404)
Connecticut
Maine
Massachusetts
New Hampshire
Rhode island
Vermont
New Jersey
New York
Puerto Rico
Virgin Islands
Delaware
District of Columbia
Maryland
Pennsylvania
Virginia
West Virginia
Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee
Region V
Region VI
Region* VII and VIII
Region* IX and X
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 (Area Code 214)
Federal Office Building
911 Walnut St.. 15th Roor
Kansas City. Mo 64106
Phone: 374-2481 (Area Code 816)
450 Golden Gate Ave.
Box 36017
San Francisco, Calif 94102
Phone: 556-4678 (Area Code 415)
Arkansas
Louisiana
New Mexico
Oklahoma
Texas
VII
VIII
IX
X
Iowa
Kansas
Missouri
Nebraska
Colorado
Montana
North Dakota
South Dakota
Utah
Wyoming
Arizona
California
Hawaii
Nevada
Alaska
Idaho
Oregon
Washington
Illinois
Indiana
Michigan
Mnnesota
Ohio
Wisconsin
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