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Occupational
·. Compensation Survey:
Pay Only
♦
St. Louis, Missouri-Illinois,
Metropolitan Area,
March 1995
U.S. Department of Labor
Bureau of Labor Statistics
Bulletin 3080- 13
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Federal Reserve Bank of St. Louis
. ..
.. I: .
.
I •I
SEP 2 1 ·1995
0336A
-
Preface
This bulletin provides results of a March 1995 survey of occupational
pay in the St. Louis, MO-IL Metropolitan Statistical Area. This survey
was conducted as part of the U.S. Bureau of Labor Statistics Occupational
Compensation Survey Program. Data from this program are for use in
implementing the Federal Employees Pay Comparability Act of 1990.
The survey was conducted by the Bureau's regional office in Kansas City,
under direction of Stanley W. Suchman, Assistant Regional Commissioner
for Operations.
The survey could not have been conducted without the cooperation of
the many private firms and government jurisdictions that provided pay
data included in this bulletin. The Bureau thanks these respondents for
their cooperation.
For· additional information regarding this survey or similar ·
conducted in this regional area, please contact the BLS Kani
Regional Office at (816) 426-2481. You may also write to the B'
Labor Statistics at: Division of Occupational Pay and Employee 1
2 Massachusetts Avenue, NE, Washington, D.C. 20212-0001 or.
Occupational Compensation Survey Program information line :
606-6220.
Material in this bulletin is in the public domain and, with ap1
credit, may be reproduced without pennission. This informatio11
made available to sensory impaired individuals upon request.
phone: (202) 606-STAT; TDD phone: (202) 606-5897; TDD
referral phone: 1-800-326-2577.
I
For sale by the Superintendent of Documents, U.S. Government
Printing Office, Washington, DC 20402, GPO bookstores, and the
Bureau of Labor Statistics, Publications Sales Center, P.O. Box 2145,
Chicago, IL 60690-2145.
For an account of a similar survey conducted in 1994, see
Occupational eom,,.,,utlon Survey: Pay Only, St. Louis, MO-IL,
BLS Bulletin 3075-13.
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Federal Reserve Bank of St. Louis
o ·ccu'.pati·onal
Compensatio,n Survey:Pay Only
U.S. Department Of Labor
Robert B. Reich, Secretary
St. Louis, Missouri-Illinois,
Metropolitan Area,
March' 199-S
co·ntents
Bureau of Labor Statistics
Katharine G. Abraham,
Commissioner
Page
Page
August 1995
lntrOduction .. ........ .... .... ... ....................... ..... ................ ....... ...... ...................... ......... .
Bulletin 3080-13
Tables:
A-7 .
Weekly hours and pay of technical and protective service
All establishments:
A-8.
Weekly hours and pay of clerical occupations ...... ......... ....... ........ .
26
A-1 .
Weekly hours and pay of professional and administrative
A-9.
Hourly pay of maintenance and toolroom occupations .. .. .... .. ..... ..
29
A-10.
Hourly pay of material movement and custodial occupations ....... ..
30
A-2.
Weekly hours and pay of technical and protective service
occupations .............. .............................. ......... ..... .. ... .. ............ .. .
9
A-3.
Weekly hours and pay of clerical occupations ............................. .
12
A-4.
Hourly pay of maintenance and toolroom occupations .............. .. .
15
A-5.
Hourly pay of material movement and custodial occupations .......
17
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Federal Reserve Bank of St. Louis
2
Tables-Continued
occupations ..... ............. .... ......... ... ..... .... ...... ... ....... .. .. .. ... ........... .
occupations ................................... ........... .............. ................... .
3
24
Health services:
A-11 .
Weekly hours and pay of professional , administrative
A-12 .
Hourly pay of maintenance, toolroom, material
technical, protective service, and clerical occupations ............. .
32
movement, and custodial occupations . .. . .. . .. . .. . .. .. .. . . ... . .. .. . .. ... .. . .
37
A.
Scope and method of survey .. .. .. .. ... ........................ .. .......... .. ..... ...
A-1
B.
Occupational descriptions . .. . .. .. .. .. .. .. .. .. .. .. .. .. .. .. . . . .. . . .. . .. .. . ... .. .. . . . ... . .
B-1
Establishments employing 500 workers or more:
A-6.
Weekly hours and pay of professional and administrative
occupations ....... ......... ............. .......... ............. .................... ....... .
Appendixes:
19
Introduction
(2) adding more professional, administrative, technical, and protective service
occupations to the surveys.
This survey of occupational pay in the St. Louis, MO-IL Metropolitan
Statistical Area (St. Louis City; Franklin, Jefferson, St. Charles, and St. Louis
Counties; and Sullivan City in Crawford County, MO; and Clinton, Jersey,
Madison, Monroe, and St. Clair Counties, IL) was conducted as part of the U.S.
Bureau of Labor Statistics Occupational Compensation Survey Program. The
survey is one of a number of metropolitan areas surveyed annually throughout the
United States. (See listing of reports for other surveys at the end of this bulletin.)
A major objective of the Occupational Compensation Survey Program is to
describe the level and distribution of occupational pay in a variety of the Nation's
local labor markets, using a consistent survey approach. Another Program
objective is to provide information on the incidence of employee benefits among
and within local labor markets. However, no benefits data were collected for this
survey.
The Program develops information that is used for a variety of purposes,
including wage and salary administration, collective bargaining, and assistance in
determining business or plant location. Survey results also are used by the U.S.
Department of Labor in making wage determinations under the Service Contract
Act, and by the President's Pay Agent (the Secretary of Labor and Directors of the
U.S. Office of Personnel Management and the U.S. Office of Management and
Budget) in determining local pay adjustments under the Federal Employee Pay
Comparability Act of 1990. This latter requirement resulted in: (1) Expanding the
survey's industrial coverage to include all private nonfarm establishments (except
households) employing 50 workers or more and to State and local governments and
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Federal Reserve Bank of St. Louis
Pay
The A-series tables provide estimates of straight-time weekly or hourly pay by
occupation. Tables A-1 through A-5 provide data for selected white- and bluecollar occupations common to a variety of industries. Tables A-6 through A-IO
include similar information, but are limited to establishments employing 500
workers or more. Tables A-11 and A-12 present separate occupational pay
information for the health services industry.
Occupational pay information is presented for all industries covered by the
survey and, where possible, for private industry (e.g., for goods- and serviceproducing industries) and for State and local governments. Within private
industry, more detailed information is presented to the extent that the survey
establishment sample can support such detail.
Appendixes
Appendix A describes the concepts, methods, and coverage used in the
Occupational Compensation Survey Program. It also includes information on the
area's industrial·composition and the reliability of occupational pay estimates.
Appendix B includes the descriptions used by Bureau field economists to classify
workers in the survey occupations.
2
Table A-1. All establishments: Weekly hours and pay of professional and administrative occupations, St. Louis, MO-IL, March 1995
Occupation and level
Average
Number weekly
of
hours 1
workers
(standard)
Weekly pay
(in dollars)2
Percent of workers receiving straight-time weekly pay (in dollars) of-
300
Mean
Median
350
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
and
over
( 3)
( 3)
7
7
34
32
14
21
13
23
35
36
62
44
19
2
6
7
8
11
6
1
1
4
5
( 3)
16
16
13
19
18
16
6
6
1
1
11
8
7
1
1
12
38
7
7
10
12
4
2
2
4
1
1
1
1
2
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
1
1
(3)
3
4
7
7
( 3)
( 3)
18
18
16
16
2
2
2
2
and
under
Middle range
350
PROFESSIONAL OCCUPATIONS
Accountants
Level I .......................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing-industries ............
Transportation and utilities ...........
375
349
141
97
208
43
Level II ...................... ................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ...........
State and local government ..................
Level Ill .....................................................
Private industry ........... ..........................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ...........
State and local government ........... .......
Level IV .....................................................
Private industry ......................... ............
Goods-producing industries ..............
Manufacturing ............... ................
Service-producing industries ............
Transportation and utilities ......... ..
State and local government ............. ... ..
Level V ......................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing .......... .....................
Service-producing industries .... ........
Transportation and utilities ...........
39.9
39.9
$497
498
537
40.0
39.9
40.0
533
790
706
339
267
367
31
84
39.9
39.9
40.0
40.0
39.8
40.0
39.7
595
596
640
623
556
566
581
787
725
277
237
448
49
62
39.9
39.9
39.9
39.9
40.0
40.0
39.8
623
571
$487
490
542
520
462
462
$454
454
490
460
423
423
587
590
635
609
558
529
529
567
565
501
576
525
756
759
772
769
750
765
730
753
748
756
758
748
780
769
692
695
712
712
683
673
654
274
236
34
52
40.0
40.0
40.0
39.9
40.0
40.0
40.0
992
998
1,025
1,001
961
91.S
916
989
990
990
990
977
888
904
907
904
849
262
257
133
129
124
28
40.0
40.0
40.0
40.0
39.9
40.0
1,227
1,230
1,259
1,255
1,198
1,324
335
.a.o
471
445
910
809
1,235
1,240
1,288
1,288
1,219
1,082
1,089
1,098
1,098
1,010
-
-
-
-
-
--
-
$542
542
560
570
498
473
650
654
690
673
( 3)
( 3)
606
(3)
44
58
635
13
811
813
815
812
813
813
785
1
1
1
1
( 3)
39
39
35
43
43
77
44
5
4
4
3
3
18
( 3)
1,087
1,110
1,180
1,074
1,058
1
1
1
( 3)
1,048
1,364
1,365
1,400
1,400
1,298
38
47
37
30
23
36
7
21
22
13
14
28
33
13
46
45
51
52
42
18
50
19
18
16
19
20
37
19
9
9
13
11
7
12
3
2
13
12
10
11
16
21
27
29
31
5
3
17
9
9
6
8
12
29
6
1
1
2
2
2
2
3
3
5
4
5
5
4
( 3)
( 3)
( 3)
( 3)
36
25
26
12
21
20
19
22
22
12
35
12
13
12
15
14
3
4
8
8
11
6
4
3
4
5
2
1
1
1
1
1
1
6
7
7
6
6
9
13
12
11
11
15
12
12
14
14
29
29
14
13
44
50
12
12
16
16
8
11
12
12
17
17
8
25
4
4
7
5
2
9
9
13
13
30
30
4
4
35
10
7
Level VI .....................................................
Private industry ........... ... ..................... ..
56
56
39.9
39.9
1,522
1,522
Accountants, Public
Level I .......................................................
Private industry .....................................
Service-producing industries .... ........
90
90
90
40.0
40.0
40.0
558
558
558
552
552
552
548
548
548
-
560
560
560
92
92
92
8
8
8
Level II ........................ .. ............................
Private industry .....................................
Service-producing industries ............
141
141
141
40.0
40.0
40.0
600
600
600
594
594
594
577
577
577
-
625
625
625
55
55
55
45
45
45
4
4
-
See footnotes at end of table.
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Federal Reserve Bank of St. Louis
1
1
3
4
4
1
1
7
Table A-1. All establishments: Weekly hours and pay of professional and administrative occupations, St. Louis, MO-IL, March 1995 -Continued
Weekly pay
(in dollars)2
Average
Occupation and level
Number
of
workers
Percent of workers receiving straight-time weekly pay (in dollars) of-
weekly
hours'
(standard)
300
Mean
Median
and
under
Middle range
350
350
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
and
over
3
3
3
55
55
55
38
38
38
2
2
2
5
5
5
19
19
19
35
35
35
32
4
4
4
4
4
4
Level Ill .... ........................................... ......
Private industry .. ... ..... .. ... ......................
Service-producing industries .... ........
183
183
183
40.0
40.0
40.0
$698
698
698
$687
687
687
$663
663
663
$737
737
737
Level IV ............ ................. ........................
Private industry ...... ............. ... ........... ....
Service-producing industries ..... .... ...
94
94
94
40.0
40.0
40.0
878
878
878
879
879
879
800
800
800
915
915
915
Level I:
State and local government ........... .. .....
31
40.0
652
13
68
6
13
Level II ..... .. .................. ..... ...... ....... ...... .... .
State and local government ..................
74
46
39.9
39.8
928
835
1
2
3
19
30
32
46
Level Ill .. .................................................. .
Private industry .. ......... .... .. ..... ..... .. ........
Service-producing industries ...... ......
State and local government ........ ..........
150
114
68
36
40.0
39.9
39.9
40.0
Level IV .................... .. .. ... ................. .........
Private industry .............. .......................
Goods-producing industries .. ............
99
83
51
Level V ...... ........ ..... ...... ................... ..........
32
32
Attorneys
819
776
-
898
1,245
1,307
1,292
1,049
1,250
1,320
1,146
1,200
-
1,365
1,385
40.0
40.0
40.0
1,628
1,689
1,686
1,675
1,700
51
40.0
2,010
Level I ....... ...... .... .................. ... ........ .........
Private industry ....... ....... .. ... .. ... ... ..... ... ..
Goods-producing industries ..... .... .....
State and local government ........... .. .....
521
479
459
42
40.0
40.0
40.0
39.5
635
637
637
614
Level II ................... ."... ...... ................ .... .....
Private industry .. ....... ............................
Goods-producing industries ..... .........
Service-producing industries ......... ...
State and local government .............. : ...
1,341
1,244
1,081
163
97
39.9
40.0
40.0
40.0
38.8
711
712
709
733
693
Level Ill .... ......... ........................................
Private industry ................. ..... .. .............
Service-producing industries ... .... .... .
State and local government ... .. .......... ...
3,500
3,312
282
188
40.0
40.0
40.0
39.2
825
827
894
785
Level IV ............... ..... ... ..............................
Private industry:
Service-producing industries ... .........
Transportation and utilities ...........
State and local government ..................
2,961
40.0
1,008
241
38
119
40.0
40.0
39.0
1,022
3
1,442
1,585
-
9
8
3
3
11
3
3
39
25
18
4
14
10
10
28
23
29
35
3
27
36
29
9
11
9
7
9
10
9
11
6
6
8
8
6
8
8
39
47
24
12
37
29
1
1
2
1
1
2
2
2
14
25
31
22
4
1,779
1,800
4
635
635
635
622
687
686
683
704
689
584
587
587
582
646
644
642
671
654
-
670
673
673
651
2
2
2
1
1
1
2
752
758
755
790
739
27
26
27
36
54
54
52
55
13
14
14
7
3
4
8
7
8
48
48
48
49
28
27
27
44
28
42
5
5
6
3
1
1
2
1
3
10
9
10
9
16
2
39
39
28
46
30
31
20
19
11
11
32
10
6
6
11
3
3
3
9
1
21
37
21
7
17
21
32
20
11
24
17
8
10
-
790
749
750
782
710
-
-
876
877
983
834
968
904
-
1,063
( 3)
( 3)
1,020
905
-
1,135
1
5
871
-
1
8
966
1,048
802
806
905
944
( 3)
( 3)
( 3)
See footnotes at end of table.
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Federal Reserve Bank of St. Louis
3
14
13
6
Engineers
960
4
4
8
7
1
21
4
13
6
4
18
21
33
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
6
4
2
12
8
1
3
5
( 3)
20
4
Table A-1. All establishments: Weekly hours and pay of professional and administrative occupations, St. Louis, MO-IL, March 1995-Continued
Occupation and level
Average
Number weekly
of
hours 1
workers
(standard)
Weekly pay
(in dollars)2
Percent of workers receiving straight-time weekly pay (in dollars) of-
300
Mean
Median
and
under
Middle range
350
Level V:
Private industry:
Service-producing industries ............
State and local government ... ..... ..........
189
41
40.0
39.2
$1,234
1,138
Level VIII ................................. ..................
Private industry .....................................
68
68
40.0
40.0
2,025
2,025
Registered Nurses
Level II ........................................... ...........
Private industry ............ ... ......................
Service-producing industries ......... .. .
State and local government .......... ..... ...
8,436
8,074
8,029
362
39.8
39.8
39.8
39.6
661
656
664
660
664
606
Level II specialists ..... .......... .............. .......
Private industry ................................. ....
Service-producing industries .... ........
571
571
571
40.0
40.0
40.0
Level Ill .................... ............ ............ ....... ..
Private industry .. .. .. ............... ................
Service-producing industries ............
216
205
205
Level Ill anesthetists ............. ............... .....
Private industry ....... .. .... .. ..... ... ..............
Service-producing industries ..... .. .....
$1,250
1,118
$1,071
994
-
-
659
626
-
755
758
758
652
725
725
725
750
750
750
662
662
662
-
780
780
780
40.0
40.0
40.0
872
873
873
852
854
854
812
810
810
67
65
65
40.0
40.0
40.0
1,500
1,497
1,497
Buyers/Contracting Speclallsts
Level I ... .............. ................... ...................
Private industry .... ............. ................ ....
Goods-producing industries ..............
Manufacturing ..... ..........................
Service-producing industries ..... .......
154
130
64
64
66
40.0
40.0
40.0
40.0
40.0
498
500
524
524
476
500
500
439
433
-
548
550
Level II ...... ........ ........................... .............
Private industry .......................... .. .. .......
Goods-producing industries ..............
Manufacturing ... .............. ....... .......
Service-producing industries ............
427
406
342
315
64
40.0
40.0
40.0
40.0
40.0
635
635
639
627
614
628
628
-
625
565
565
558
558
-
685
687
696
680
Level Ill .. ........................................ .. .........
Private industry ............ ... .............. ........
Goods-producing industries ... ....... ....
Manufacturing ................. ..... .. .......
Service-producing industries .. .. ........
323
315
249
208
66
40.0
40.0
40.0
40.0
40.0
858
859
835
810
949
846
844
817
790
758
758
756
744
-
950
954
Level IV ... ............... ......... .................. ........
Private industry .....•... ................. ...........
135
135
40.0
40.0
963
963
929
929
-
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
and
over
3
8
29
20
5
13
24
19
32
19
5
3
5
16
4
4
3
3
15
15
50
50
4
4
9
9
3
3
12
12
27
28
28
13
11
11
21
22
22
3
3
3
1
2
2
$1,356
1,220
564
565
564
538
-
350
( 3)
7
7
7
9
( 3)
( 3)
1
26
25
25
28
29
27
27
54
23
23
23
6
15
15
15
1
( 3)
( 3)
( 3)
13
13
13
23
23
23
47
47
47
17
17
17
( 3)
( 3)
( 3)
5
5
5
16
17
17
50
48
48
17
17
17
929
936
936
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
6
7
7
4
4
4
2
2
2
10
11
11
24
25
25
10
10
3
3
ADMINISTRATIVE OCCUPATIONS
1
2
3
644
862
862
-
-
27
29
9
9
48
( 3)
( 3)
48
52
86
86
20
5
6
3
3
11
12
14
15
29
30
25
27
56
39
37
38
40
31
11
11
12
10
8
7
7
8
5
3
2
2
2
3
( 3)
( 3)
( s)
( 3)
( 3)
( 3)
( 3)
8
8
8
10
8
30
31
36
43
11
23
21
25
30
5
25
25
23
14
35
11
11
6
1
30
3
3
1
1
11
4
4
4
4
4
4
27
27
22
22
15
15
10
10
18
10
20
2
( 3)
906
863
2
1,089
1,089
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
5
1
1
2
2
9
1
1
Table A-1 . All establishments: Weekly hours and pay of professional and administrative occupations, St. Louis, MO-IL, March 1995-Continued
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars)2
Percent of workers receiving straight-time weekly pay (in dollars) of-
300
Mean
Median
and
under
Middle range
,350
Computer Programmers
350
400
450
500
600
700
800
900
1000
11 00
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
and
over
42
44
55
49
50
39
3
3
4
14
15
1
1
19
42
41
39
40
42
50
35
8
8
14
14
6
1
1
1
1
( 3)
( 3)
( 3)
8
7
5
6
8
12
42
43
19
19
49
35
39
39
55
54
35
45
10
9
17
17
7
7
1
1
4
4
1
1
5
5
26
27
31
27
22
11
12
22
22
19
19
25
40
40
42
41
38
26
27
24
24
7
7
12
12
1
2
2
3
3
(3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
3
3
1
1
4
23
18
18
13
13
20
23
11
11
21
21
7
13
3
3
6
6
1
1
1
3
3
(3)
23
22
28
28
33
( 3)
( 3)
( 3)
( 3)
2
2
7
7
34
( 3)
( 3)
2
8
5
8
8
Level I ...... ..... ........ ..... .. ................... .... ......
Private industry .. .... .... .......... ...... ..... .... ..
Service-producing industries ...... ......
142
133
102
39.8
39.8
39.7
$502
503
497
$500
500
486
$462
462
462
-
$519
519
510
Level II ..................... .................................
Private industry ... ... .... ............ ........... ....
Goods-producing industries .... ..........
Manufacturing ... ...................... ......
Service-producing industries ..... .... .. .
State and local government ... ... ..... .... ...
556
528
114
112
414
28
39.9
39.9
40.0
40.0
39.9
39.9
585
584
625
625
573
592
583
581
621
620
570
524
522
580
578
502
-
635
Level Ill ........ ...... ..... ... ... ... ... .. .. ............. ... ..
Private industry .... ... ...... .. ..... ................ .
Goods-producing industries ..............
Manufacturing ..... ....... ... ... ....... ......
Service-producing industries ............
Transportation and utilities ...........
710
688
149
143
539
94
39.9
40.0
39.9
39.9
40.0
40.0
703
702
752
753
688
698
7C2
700
750
750
676
704
644
644
719
707
637
655
-
-
752
750
788
788
743
747
Level IV ................. ............ ........ ...... ..........
Private industry ......... ...... ......................
84
77
40.0
40.0
860
855
869
778
-
943
Level I ............... ....... .................................
Private industry ..... .. ... ..... ..... ............. ... .
Goods-producing industrjes .... .. .. .. ....
Manufacturing .... ...... ..... ............... .
Service-producing industries .... ..... ...
740
719
369
764
766
789
790
743
762
763
769
769
740
696
700
719
722
683
-
845
350
39.9
39.9
40.0
40.0
39.8
823
6
Level II .. .............................. ........... .. ...... ...
Private industry .... ......... ......... ........ .......
Goods-producing industries ..... ....... ..
Manufacturing ....... .. ......... .... .... .... .
Service-producing industries ........ ....
State and local government ...... .....•.... ..
1,946
1,907
599
594
1,308
39
39.9
39.9
40.0
40.0
39.9
39.6
885
886
943
943
861
829
877
878
-
953
953
1,022
1,022
919
( 3)
933
859
810
812
862
861
802
Level Ill .......... ........... ......... ......... ........ .... ..
Private industry .............................. .......
Goods-producing industries ..............
Manufacturing ....... ........................
Service-producing industries ... .... .... .
State and local government ...... ....... .....
1,304
1,291
268
264
1,023
13
40.0
40.0
40.0
40.0
40.0
39.2
1,048
1,049
1,140
1,140
1,025
973
1,038
1,038
1,113
1,1 13
1,029
962
962
1,024
1,023
955
-
1,125
1,125
1,229
1,229
1,100
Level IV .....................................................
Private industry ..... .... ............ ..... ...........
Service-producing industries ............
183
182
131
39.9
39.9
39.8
1,243
1,244
1,239
1,263
1,263
1,263
1,157
1,161
1,154
-
1,322
1,322
1,310
Computer Systems Analysts
365
932
-
-
635
667
666
616
5
2
1
( 3)
826
829
845
4
3
( 3)
(3)
(3)
45
44
31
50
34
30
36
36
42
21
4
1
8
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
34
6
34
26
21
(3)
1
1
25
25
14
14
28
23
34
28
28
35
46
20
20
22
22
20
8
7
7
16
16
5
2
2
5
5
1
1
1
6
6
1
1
3
3
2
2
2
15
15
15
16
16
20
37
37
35
19
19
17
7
7
8
3
3
3
1
2
Table A-1. All establishments: Weekly hours and pay of professional and administrative occupations, St. Louis, MO-IL, March 1995-Continued
Occupation and level
Average
Number weekly
of
hours 1
workers
(standard)
Weekly pay
(in dollars)2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of300
and
under
350
Middle range
Computer Systems Analyst
Supervisors/Managers
350
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
4
16
26
20
11
5
4
2
12
15
14
18
7
7
40
14
14
20
10
10
12
7
7
3
7
7
2
4
4
33
33
18
18
24
24
14
17
17
9
9
23
32
32
23
23
39
12
12
13
13
11
5
5
5
5
5
4
5
11
11
1
1
2
2
( 3)
( 3)
1
1
13
13
18
17
6
10
10
13
5
4
4
4
7
3
1
1
2
2
3
1
25
25
27
28
21
17
17
22
22
8
28
28
12
12
15
13
8
Level I .. .....................................................
Private industry:
Goods-producing industries ..............
Manufacturing .................. .............
Service-producing industries ............
198
40.0
$1 ,169
$1 ,1 20
$1,022
-
$1,250
73
72
117
40.0
40.0
40.0
1,317
,1 ,322
1,080
1,058
1,012
-
1,162
Level II ............... ......................... ..............
Private industry ................... ................ ..
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
178
177
75
75
102
40.0
40.0
40.0
40.0
40.0
1,334
1,335
1,392
1,392
1,293
1,329
1,329
1,194
1,194
-
1,401
1,401
1,320
1,204
-
7
7
5
5
1,356
8
Level I .......................................................
Private industry .....................................
State and local government ..................
77
66
11
39.9
40.0
39.8
492
487
526
Level II ........... ...........................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...... .... .....................
Service-producing industries ............
State and local government ........... .......
359
317
92
40.0
40.0
40.0
39.9
40.0
40.0
597
594
631
632
578
626
577
577
615
615
569
620
537
529
542
538
525
575
-
40.0
40.0
40.0
40.0
40.0
40.0
39.7
763
764
797
797
749
807
756
762
762
806
806
757
689
689
727
727
687
-
2
4
4
3
'
Personnel Speclallsts
level Ill .....................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ........ ...
State and local government ..................
84
225
42
383
357
110
110
247
30
26
8
9
-
638
623
688
692
603
678
17
18
9
43
45
27
21
15
55
10
11
9
1
2
11
12
7
7
15
5
52
54
42
42
59
31
22
19
29
27
15
45
10
9
11
12
8
19
3
3
8
8
1
4
( 3)
7
8
10
10
6
21
20
13
13
24
27
31
34
35
25
25
39
13
27
27
27
31
31
26
43
27
6
6
15
15
2
7
12
27
26
3
5
5
2
3
9
21
21
15
17
30
15
17
22
2
2
4
4
829
827
856
856
802
4
-
Level IV .....................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
409
398
241
193
157
39.8
39.8
40.0
39.9
39.5
1,004
1,007
1,048
1,000
944
970
971
1,041
962
921
875
875
877
877
836
1,128
1,142
1,195
1,105
1,037
LevelV .......... ............................................
Private industry ....................... .. ............
Goods-producing industries ..............
Manufacturing .. .......................... ...
Service-producing industries ............
106
106
67
64
39
39.9
39.9
40.0
40.0
39.7
1,298
1,298
1,311
1,309
1,275
1,310
1,310
1,173
1,173
1,354
1,354
( 3)
( 3)
2
3
4
4
2
10
18
18
3
3
3
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
28
35
24
1
1
3
7
5
5
19
20
44
( 3)
( 3)
( 3)
1
5
5
6
6
3
7
7
7
8
5
4
4
9
9
2600
and
over
Table A-1. All establishments: Weekly hours and pay of professional and administrative occupations, St. Louis, MO-IL, March 1995-Continued
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars) 2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
Middle range
300
and
under
350
350
400
400
450
500
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
2600
and
over
Personnel Supervisors/Managers
Level I:
State and local government ... .. .............
8
40.0
$1,007
-
-
-
-
-
-
-
-
-
-
25
13
-
25
13
25
-
-
-
-
-
-
-
-
-
Level II .. .................... .. ....... .... .......... .........
Private industry ...... ....................... .. .. ... .
62
60
40.0
40.0
1,350
1,357
-
-
-
-
-
-
-
-
-
-
-
2
2
-
6
5
21
22
16
15
13
13
11
12
21
22
10
10
-
-
-
-
-
...
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.
2
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
compute means, medians, and middle ranges.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-
-
-
-
3
Less than 0.5 percent.
Workers were distributed as follows: 6 percent at $2,600 and under $2,800; 3 percent at $3,000 and under $3,200; and 3
percent at $3,600 and under $3,800.
4
NOTE: Because of rounding, sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported
or that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
8
Table A-2. All establishments: Weekly hours and pay of technical and protective service occupations, St. Louis, MO-IL, March 1995
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars) 2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
175
and
under
200
Middle range
200
225
250
275
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
225
250
275
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
1500
3
3
3
19
21
24
52
56
56
17
16
14
9
4
2
20
20
5
7
23
7
22
22
21
23
23
11
31
30
34
36
29
41
11
11
21
18
9
22
13
13
14
10
13
7
( 3)
( 3)
1
4
2
1
5
7
1
7
(3)
2
2
1
2
3
8
8
8
9
7
12
11
17
15
9
5
31
39
40
30
28
44
63
15
6
6
8
9
5
5
5
6
7
7
5
4
12
19
18
26
28
15
4
38
34
35
32
6
2
2
4
2
2
50
54
56
TECHNICAL OCCUPATIONS
Computer Operators
Level I .......... ........... .. ........................ .. ......
Private industry .....................................
Service-producing industries ........ .. ..
114
106
90
39.9
39.9
39.8
$332
325
318
$319
318
318
$306
304
280
-
$357
340
330
Level II ..................... .................................
Private industry .... .................................
Goods-producing industries ..............
Manufacturing .. .... ........................ .
Service-producing industries ........ ....
State and local government .............. ....
470
443
73
61
370
27
40.0
40.0
39.9
39.9
40.0
39.7
419
417
447
441
411
455
408
405
362
362
-
456
454
403
357
-
443
Level Ill ........... ......... .... .............................
Private industry .....................................
Goods-producing industries .... ..........
Manufacturing ... .......... ..................
Service-producing industries ............
Transportation and utilities ...........
State and local government .............. ....
475
449
135
126
314
204
26
40.0
40.0
40.0
40.0
40.0
40.0
39.9
553
556
542
542
562
594
506
557
557
529
528
557
557
486
489
486
486
509
557
-
577
581
597
597
572
645
Drafters
Level I .. ............. ........................................
Private industry .......................... ...........
Service-producing industries ............
104
97
90
40.0
40.0
40.0
451
452
455
501
526
526
364
364
364
-
526
526
526
Level II .... ............... .. .................................
Private industry ........................... .... ......
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries .. ..........
284
274
153
137
121
40.0
40.0
40.0
40.0
40.0
523
526
513
511
542
510
511
500
494
533
480
482
485
485
465
-
575
575
575
575
649
4
3
1
1
7
13
12
13
15
11
27
27
34
35
19
20
21
20
20
21
19
19
29
26
7
7
8
3
3
14
9
9
1
1
21
Level Ill ... .... ......................................... .....
Private industry ................. .. ........ .. .. .. .. ..
Goods-producing industries ..............
Manufacturing .......... ................ .... .
Service-producing industries ............
State and local government ..................
198
185
133
100
52
13
39.9
40.0
39.9
39.9
40.0
39.6
613
616
616
602
615
576
618
618
622
620
578
582
582
582
-
665
665
665
652
1
1
2
2
1
1
2
2
6
5
6
7
4
8
8
7
5
4
12
15
25
24
23
29
25
38
26
26
25
31
29
31
21
22
28
22
8
13
14
10
3
23
8
Level IV .... ................. .. .... .... .. ....................
Private industry ........................... .... ......
Goods-producing industries ............ ..
Manufacturing ...............................
169
169
150
147
39.9
39.9
39.9
39.9
691
691
682
680
692
692
684
684
636
636
636
636
-
759
759
759
759
2
2
3
3
5
5
5
5
3
3
3
3
23
23
26
27
19
19
18
18
42
42
38
39
-
-
-
( 3)
1
1
( 3)
7
7
8
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
9
( 3)
( 3)
8
8
1
1
11
18
4
( 3)
1
2
5
5
5
3
Table A-2. All establishments: Weekly hours and pay of technical and protective service occupations, St. Louis, MO-IL, March 1995 -
Occupation and level
Average
Number weekly
of
hours 1
workers
(standard)
Weekly pay
(in dollars) 2
Percent of workers receiving straight-time weekly pay (in dollars) of-
, 175
Mean
Median
and
under
Middle range
200
Engineering Technicians
Level II ......................................... ... .... .. ....
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
136
136
136
136
40.0
40.0
40.0
40.0
$465
465
465
465
$462
462
462
462
$446
446
446
446
Level Ill ... .... .... ........... ... ....................... .....
Private industry ......... .. ..........................
Goods-producing industries ..............
Manufacturing .. ...... ...... .. ...... .........
334
334
289
289
40.0
40.0
40.0
40.0
553
553
540
540
540
540
538
538
487
487
479
479
Level IV ............... ............... ... .... ................
Private industry .......................... .......... .
403
401
40.0
40.0
726
726
718
7~9
634
634
Level V ...... .................. ...... ...... ..................
Private industry ................ .....................
Goods-producing industries ..............
Manufacturing ...............................
211
211
179
179
40.0
40.0
40.0
40.0
931
931
936
936
890
890
887
887
814
814
814
814
Level I:
State and local government ..................
34
38.0
341
-
-
Level II .............................. ..... .... .. .. .. ... ..... .
State and local government ...... ............
89
81
39.5
39.4
435
432
442
439
398
398
Level Ill ..... .. .................................... .... ... ...
State and local government ..................
254
238
39.0
38.9
557
557
551
551
500
498
Level IV ......... .. .................................. .. ......
State and local government ..................
165
139
38.8
38.6
704
709
713
713
608
608
3,093
2,797
2,797
296
40.0
40.0
40.0
40.0
471
475
475
429
480
480
480
414
420
433
433
388
Level I .......................... ... ..... .......... .. .........
182
40.0
282
272
Level II ............... .................. ................ .....
Private industry .....................................
Service-producing industries .. ..........
State and local government ..................
7,512
6,684
6,684
828
40.0
40.0
40.0
40.0
271
261
261
347
Level Ill ... ................... ...............................
Private industry .....................................
Service-producing industries ........ ....
843
793
793
39.3
39.3
39.3
318
309
309
Continued
-
-
$492
492
492
492
-
605
605
596
596
-
-
-
791
791
1,046
1,046
1,044
1,044
-
200
225
250
275
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
225
250
275
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
1500
-
-
4
4
4
4
5
5
5
5
18
18
18
18
54
54
54
54
12
12
12
12
6
6
6
6
1
1
1
1
-
-
-
-
-
-
-
-
-
-
1
1
1
1
11
11
13
13
18
18
21
21
23
23
23
23
19
19
19
19
15
15
13
13
6
6
5
5
5
5
4
4
1
1
1
1
( 3)
( 3)
-
-
-
-
-
3
3
5
5
18
18
12
12
34
34
10
10
8
8
4
4
( 3)
( 3)
-
-
-
1
1
1
1
1
1
1
1
1
1
18
18
18
18
31
31
32
32
16
16
16
16
16
16
13
13
8
8
9
9
4
4
5
5
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
6
6
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
9
-
-
26
28
29
30
42
42
-
-
41
32
1
-
-
-
-
-
-
3
3
3
3
-
1
1
1
1
Engineering Technicians, Clvll
-
470
464
608
608
-
-
-
-
-
775
778
-
-
-
514
520
520
466
-
-
232
-
336
-
250
246
246
353
230
229
229
242
-
-
299
287
287
429
1
1
1
-
296
294
294
280
280
280
338
334
334
-
Ucenaed Practical Nurses
Level II ......................................................
Private industry .... .................................
Service-producing industries ....... .....
State and local government ..................
-
Nursing Assistants
-
-
-
-
-
-
-
9
-
-
-
-
-
-
-
-
-
-
-
-
5
5
19
20
25
24
23
22
17
17
7
7
4
5
-
-
-
-
-
-
-
1
1
5
4
13
14
16
16
11
7
33
37
16
17
2
3
-
2
2
2
1
11
8
8
40
22
21
21
29
34
36
36
13
27
28
28
17
4
5
5
(3)
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
2
-
-
-
-
9
29
13
9
37
4
-
-
-
20
22
22
7
28
29
29
23
18
19
19
8
8
9
9
3
13
14
14
7
6
5
5
14
3
1
1
16
2
( 3)
( 3)
21
( 3)
4
3
3
3
-
-
-
1
1
1
-
-
12
12
12
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
9
10
-
-
38
41
41
-
24
25
25
11
11
11
-
6
5
5
2
2
2
-
-
-
2
1
-
-
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
-
-
-
-
-
-
-
-
-
-
-
-
-
( 3)
( 3)
( 3)
( 3)
( 3)
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
( 3)
( 3)
( 3)
-
-
-
-
-
-
-
-
-
-
-
-
Table A-2. All establishments: Weekly hours and pay of technical and protective service occupations, St. Louis, MO-IL, March 1995 -
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars) 2
Mean
Median
Continued
Percent of workers receiving straight-time weekly pay (in dollars) of175
and
under
200
200
225
250
275
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
225
250
275
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
1500
-
-
-
-
-
1
1
33
33
14
14
14
14
7
7
27
27
3
3
1
1
( 3)
( 3)
-
-
-
-
( 3)
-
3
3
3
1
11
11
26
27
19
17
17
17
21
22
( 3)
( 3)
( 3)
-
-
-
-
-
693
-
700
701
-
-
-
-
-
( 3)
( 3)
( 3)
( 3)
( 3)
3
3
19
19
12
12
22
22
18
18
25
25
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
-
-
-
Middle range
PROTECTIVE SERVICE
OCCUPATIONS
Corrections Officers ...................................
State and local government ..................
Firefighters ..................................................
State and local government ........ ..........
990
990
40.0
40.0
$475
475
$453
453
$388
388
1,140
1,089
52.2
52.5
623
626
623
623
556
564
2,582
2,571
40.0
40.0
630
631
633
633
564
564
-
Police Officers
Level I ............ ...........................................
State and local government .............. ....
-
-
$593
593
686
1
Standard hours reflect the workweek for which employees receive their regular straight-time salaries (exclusive of pay for
OVirtirne at regular and/or premium rates), and the earnings correspond to these weekly hours.
·
2
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
.
( 3)
-
( 3)
-
-
-
-
-
-
compute means, medians, and middle ranges.
3
Less than 0.5 percent.
NOTE: Because of rounding, sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported
or that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
11
Table A-3. All establishments: Weekly hours and pay of clerical occupations, St. Louis, MO-IL, March 1995
Weekly pay
(in dollars)2
Average
Occupation and level
Number
of
workers
weekly
hours 1
(standard)
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
Under
Middle range
200
Clerks, Accounting
Level I ............................. ..................... .....
Private industry .....................................
Service-producing industries ............
335
335
333
40.0
40.0
40.0
$333
333
332
$288
288
288
$270
270
270
-
$342
342
336
-
Level II ......................... .... ......... ... ..... ..... ...
Private industry •............ ..................... ...
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
State and local government ... ... ........ ....
3,508
3,368
857
712
2,511
140
39.9
40.0
40.0
40.0
39.9
39.7
364
364
370
370
363
361
342
342
360
363
332
352
308
308
321
320
300
303
-
404
404
410
420
397
413
-
Level Ill ... .... .................................. ............
Private industry ... ................ .. .... ...... ..... .
Goods-producing industries ......... ... ..
Manufacturing .. ........ .....................
Service-producing industries ............
Transportation and utilities ...... .....
State and local government .... ..............
1,575
1,278
464
421
814
154
297
39.9
40.0
40.0
40.0
40.0
40.0
39.6
440
443
445
446
442
620
427
422
422
443
456
415
631
429
366
366
368
367
-
-
-
366
-
486
488
500
500
482
675
481
Level IV .......................................... ...........
Private industry ................................. ....
Goods-producing industries .... .... .. ....
Manufacturing .... .... .......................
Service-producing industries ............
State and local government .. .. ..............
516
461
181
178
280
55
40.0
40.0
40.0
40.0
40.0
39.9
520
523
542
541
511
494
525
530
529
526
538
488
468
468
498
498
435
470
-
591
591
581
581
591
538
Clerks, General
Level I ..... .. ................................................
Private industry .. .. ... ... .... ..... .... .. ..... .......
Service-producing industries ............
446
428
328
40.0
40.0
40.0
244
241
241
229
222
234
210
210
212
-
-
Level II ................... .. .......... ......... .......... ... .
Private industry ... ....... .............. .............
Goods-producing industries ..............
Manufacturing ..... ..........................
Service-producing industries ............
Transportation and utilities .. ... ......
State and local government .... ............ ..
1,n1
39.6
39.7
40.0
40.0
39.6
40.0
39.6
315
1,129
184
145
945
47
648
Level Ill .... ........... .................. ...... ..... .........
Private industry .......... ..... ...... ... ... ...... ....
Goods-producing industries ........ ......
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ...........
State and local government ..................
2,256
1,055
307
302
748
207
1,201
39.8
39.8
40.0
40.0
39.7
40.0
39.8
382
400
425
426
390
Level IV ................................................ .....
Private industry .....................................
Service-producing industries .. ..........
State and local government ..................
719
435
291
284
39.9
40.0
39.9
39.7
364
631
-
459
494
494
406
456
527
539
395
383
420
410
353
-
539
539
539
459
950
1000
500
550
950
1000
and
over
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1
1
1
2
2
2
1
1
2
-
21
21
21
-
( 3)
3
3
2
2
4
3
10
10
3
4
13
20
24
24
20
23
26
19
12
13
17
12
11
8
20
20
24
23
18
24
8
8
16
16
5
11
6
6
14
15
4
11
11
12
1
2
15
5
( 3)
( 3)
( 3)
( 3)
1
-
1
1
-
-
1
1
1
1
1
2
2
1
1
3
9
9
4
4
12
27
28
26
27
29
1
22
22
21
20
16
22
3
27
18
16
23
23
12
3
25
8
8
14
16
4
5
11
4
5
8
8
4
12
1
6
7
2
3
9
49
3
4
1
1
5
27
( 3)
-
19
17
24
25
12
36
23
23
25
25
22
27
27
28
27
27
29
18
9
9
12
12
7
4
3
3
6
5
2
-
-
-
-
-
-
-
-
-
-
-
-
3
3
( 3)
1
4
1
2
2
( 3)
-
( 3)
-
( 3)
-
-
-
-
1
1
( 3)
-
-
1
12
-
1
-
( 3)
1
1
1
1
1
9
8
3
3
12
11
9
9
1
1
14
4
15
14
19
13
13
6
4
3
4
2
2
3
3
3
2
( 3)
( 3)
( 3)
-
3
2
2
-
12
( 3)
(3)
1
1
( 3)
2
3
2
2
12
4
16
14
13
26
25
8
1
15
18
6
21
14
6
11
8
8
12
31
1
( 3)
2
10
3
4
20
19
12
14
31
18
17
16
19
13
9
4
19
29
43
45
7
13
8
2
2
1
( 3)
22
24
31
31
20
1
21
2
2
-
-
14
11
4
4
15
1
16
1
1
-
1
13
12
9
10
13
1
14
12
-
-
10
9
-
-
6
5
11
14
3
38
9
9
-
-
19
15
27
32
13
49
27
19
22
35
22
19
2
14
-
-
( 3)
( 3)
19
23
3
3
27
8
8
-
-
1
1
-
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
900
900
12
12
12
-
-
850
850
37
37
37
-
366
800
800
7
7
7
355
335
360
376
325
-
750
750
19
19
19
12
13
17
436
463
459
460
463
570
414
700
700
-
48
50
47
-
650
650
400
2
2
2
316
327
368
368
318
463
310
600
600
350
272
268
263
366
382
409
411
360
526
353
550
325
-
382
500
450
300
-
443
400
275
-
-
350
250
-
-
325
225
( 3)
( 3)
-
300
450
-
-
-
275
-
-
500
250
-
273
269
280
298
262
355
279
345
301
389
331
225
-
305
294
328
345
290
363
319
306
334
-
200
-
-
( 3)
15
14
9
9
15
9
16
12
13
14
( 3)
1
3
17
13
-
12
9
17
-
( 3)
-
-
3
7
( 3)
( 3)
-
1
( 3)
-
-
( 3)
( 3)
-
9
34
( 3)
( 3)
-
-
2
3
1
2
7
11
16
-
-
-
-
-
,....
-
-
-
-
-
-
-
-
-
-
-
-
-
-
( 3)
( 3)
-
-
-
-
1
1
5
5
-
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
-
-
-
-
-
-
-
-
-
1
1
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
Table A-3. All establishments: Weekly hours and pay of clerical occupations, St. Louis, MO-IL, March 1995-Continued
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars) 2
Mean
Median
326
326
234
234
92
40.0
40.0
40.0
40.0
40.0
$325
325
339
339
290
$320
320
330
330
278
$280
280
310
310
240
Level II ......... ........... ... ... .............. ..............
Private industry ... .... ................ ............ ..
Goods-producing industries .. ..... .......
Manufacturing ............... ................
127
127
103
103
40.0
40.0
40.0
40.0
387
387
402
402
365
365
365
365
365
365
365
365
Key Entry Operators
Level I .... ... ... .................... ...... .... ...............
Private industry ... .... .......... .. ..................
Service-producing industries ........ ....
Transportation and utilities ......... ..
State and local government ..... .............
1,164
1,132
952
66
32
40.0
40.0
40.0
40.0
40.0
312
311
313
490
341
296
296
296
621
-
273
271
270
280
Level II ............... ...... .. ............................ ...
Private industry .............. ............ ..... .. ....
Service-producing industries .... ........
State and local government .... ...... ........
376
309
276
67
40.0
40.0
40.0
40.0
364
361
357
374
350
345
344
373
Personnel Assistants (Employment)
Level II ... ...... ....... .. ...... ..................... .........
Private industry ... ........................... .. .....
Service-producing industries ..... .... .. .
82
66
50
39.9
39.9
39.9
408
393
382
-
-
Level Ill .. ........ ... .. ....... .. .............. .............. .
Private industry ..... ....... .............. .... .... ...
Service-producing industries ...... ......
99
98
71
40.0
40.0
40.0
471
471
430
453
453
Secretaries
Level I .... .......... .. .............. ... .... ............... .. .
Private industry .....................................
Goods-producing industries ..............
Manufacturing ......................... ... ...
Service-producing industries .. ..........
State and local government .. ................
1,140
846
197
186
649
294
40.0
40.0
40.0
40.0
40.0
39.9
381
374
399
397
367
Level II .... .................... ..............................
Private industry ................... ... .. ... .. ... .....
Goods-producing industries ..............
Manufacturing ............. .. ................
Service-producing industries .. .... ......
Transportation and utilities ... ... .....
State and local government .... ..............
2,651
2,035
525
509
1,510
138
616
39.8
39.9
40.0
40.0
39.8
40.0
39.8
400
445
444
472
470
434
552
450
-
$350
350
372
372
320
385
385
456
456
320
320
320
621
-
-
-
200
225
250
275
300
325
350
400
450
500
550
600
650
700
750
800
850
900
950
1000
225
250
275
300
325
350
400
450
500
550
600
650
700
750
800
850
900
950
1000
and
over
1
1
2
2
2
2
2
2
20
20
12
12
41
18
18
15
15
25
15
15
21
21
22
22
31
31
7
7
10
10
2
2
2
2
1
( 3)
( 3)
( 3)
( 3)
-
-
-
-
-
-
-
-
11
11
4
4
29
-
-
-
-
2
2
16
16
-
17
17
20
20
5
5
5
5
2
2
2
-
7
9
12
30
38
40
27
26
26
15
9
8
-
3
3
4
11
11
15
10
10
14
24
23
30
8
10
7
8
11
1
16
21
12
13
23
2
34
33
36
38
33
35
17
16
25
22
13
21
-
-
-
-
( 3)
( 3)
-
( 3)
( 3)
-
-
5
3
-
-
-
-
9
5
5
2
2
6
5
1
1
( 3)
( 3)
-
( 3)
-
4
( 3)
-
-
-
-
1
-
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
( 3)
1
2
2
( 3)
7
9
10
-
-
3
2
5
5
1
5
1
2
2
539
539
-
12
8
12
11
7
21
-
-
486
481
514
512
471
642
500
11
11
1
3
3
2
1
404
404
395
394
423
421
388
442
396
20
20
20
5
5
3
4
-
-
12
12
15
15
12
12
28
-
-
-
26
26
28
24
-
-
-
17
16
14
24
-
-
12
8
2
17
17
17
15
-
419
406
431
432
393
451
-
15
18
21
1
-
-
-
-
1
( 3)
( 3)
1
-
-
-
-
34
358
337
333
357
356
328
374
1
1
1
-
22
-
3n
3
3
4
55
-
399
394
386
416
-
( 3)
( 3)
( 3)
3
19
-
13
-
-
1
1
-
-
2
2
1
1
3
-
8
8
8
4
5
1
1
7
2
1
6
5
5
20
18
18
18
19
7
24
2
2
2
29
30
22
22
32
20
26
-
-
3
3
3
8
9
-
60
60
73
73
1
1
-
24
24
23
-
-
'2
-
27
27
27
9
13
314
314
308
330
-
-
16
17
15
18
3
9
9
11
3
-
460
-
-
-
-
-
-
-
-
-
438
436
469
466
429
604
447
-
200
-
-
368
392
386
360
396
Under
Middle range
Clerks, Order
Level I .............................................. .........
Private industry .... .................................
Goods-producing industries .. ............
Manufacturing .. .. .. ....... .. ................
Service-producing industries ............
404
Percent of workers receiving straight-time weekly pay (in dollars) of-
2
2
2
5
-
24
24
26
27
24
7
23
-
-
13
10
19
19
7
2
20
3
-
-
-
4
3
8
7
1
9
5
-
1
1
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1
1
1
-
-
-
-
-
-
-
3
3
4
4
-
-
-
-
-
-
-
-
( 3)
1
(3)
1
-
1
-
3
4
6,
5
3
33
-
-
-
-
-
-
( 3)
-
1
1
( 3)
( 3)
2
19
-
-
-
-
-
( 3)
( 3)
-
( 3)
1
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
--
-
-
-
-
-
-
-
-
Table A-3. All establishments: Weekly hours and pay of clerical occupations, St. Louis, MO-IL, March 1995-Continued
Occupation and level
Number
of
workers
Level Ill .....................................................
Private industry .... ..... ...... ......................
Goods-producing industries ..... ....... ..
Manufacturing ...............................
Service-producing industries ........ ....
Transportation and utilities ...........
State and local government .. ...... ..........
2,343
2,105
1,016
1,011
1,089
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars)2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
Under
Middle range
-
200
$515
515
538
538
493
546
522
$508
507
535
535
484
492
534
$462
238
39.9
39.9
40.0
40.0
39.9
40.0
40.0
Level IV .....................................................
Private industry .................... ... ..............
Goods-producing industries .. ............
Manufacturing .............. .. ...............
Service-producing industries .. ......... .
Transportation and utilities ...........
State and local government ............ ......
716
650
357
352
293
53
66
39.9
39.9
39.9
39.9
40.0
40.0
39.7
593
595
605
605
583
562
574
600
601
609
609
590
55e
585
538
540
548
546
522
410
512
Level V ............ ......... ........................... .... ..
Private industry ................... .............. ....
Goods-producing industries .. .. .. ........
Manufacturing ............ ...................
Service-producing industries ............
177
177
91
91
86
39.9
39.9
39.9
39.9
39.9
733
733
727
727
740
723
723
725
725
720
641
641
641
641
669
-
832
832
822
822
833
Switchboard Operator-Receptionists .......
1,211
1,159
394
332
765
32
52
39.7
39.7
40.0
40.0
39.5
40.0
39.8
341
340
350
353
335
343
370
327
326
355
-374
280
280
290
292
280
--
400
400
404
404
364
-389
Level I ............... ............ .. ..........................
• Private industry .....................................
Service-producing industries .. ..........
94
79
78
40.0
40.0
40.0
361
347
346
-
-
-
-
-
Level II:
State and local government ...... ............
52
40.0
434
436
436
-
Level Ill .................................................. ...
Private industry ........................ .............
93
89
40.0
40.0
543
549
569
569
508
510
-
Private industry .......... ...... .....................
Goods-producing industries ....... ..... ..
Manufacturing .... .................... .......
Service-producing industries .. ..........
Transportation and utilities ...........
State and local government ............... ...
99
360
323
462
488
488
443
411
471
-
333
Word Processors
347
323
-
-
-
$565
566
588
587
535
686
559
660
661
667
667
648
665
638
-
-
-
200
225
250
275
300
325
350
400
450
500
550
600
650
700
750
800
850
900
950
1000
225
250
275
300
325
350
400
450
500
550
600
650
700
750
800
850
900
950
1000
and
over
-
-
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
1
1
1
1
2
1
6
6
2
2
9
16
8
12
12
7
7
17
13
10
25
25
21
21
30
15
19
25
25
29
28
22
2
19
17
16
22
22
10
6
29
8
7
10
10
4
6
11
4
4
6
6
3
17
4
2
2
2
2
2
14
'3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
-
-
-
( 3)
( 3)
-
-
3
2
1
1
3
9
9
5
5
6
6
5
21
3
7
6
4
4
10
8
9
15
15
15
16
14
4
14
20
20
19
19
21
4
21
22
21
20
21
22
15
29
19
20
23
23
16
13
6
6
6
6
6
5
9
8
2
3
3
3
2
1
1
1
1
( 3)
( 3)
-
( 3)
1
4
2
2
-
3
-
2
2
2
2
1
3
3
4
4
1
5
5
3
3
6
15
15
21
21
9
14
14
8
8
20
18
18
18
18
19
12
12
15
15
9
8
8
10
11
7
1
1
1
1
1
1
1
-
-
1
1
4
-
-
-
( 3)
( 3)
( 3)
5
-
-
-
( 3)
-
-
-
-
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
2
1
6
( 3)
-
-
-
9
10
8
9
11
6
8
9
9
8
9
10
34
2
18
19
13
12
21
13
4
15
14
10
10
16
13
31
12
11
19
20
7
9
40
15
16
21
19
13
22
6
-
9
10
7
8
12
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
2
1
1
6
8
8
17
19
19
27
32
32
28
30
31
12
10
9
436
-
-
-
2
-
-
-
-
-
-
-
593
593
-
387
-
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.
2
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-
( 3)
(3)
( 3)
-
-
3
1
-
2
3
-
-
-4
-6
-
-
9
-
-
-
-
-
-
-
94
4
-
-
-
-
5
13
13
23
22
40
42
16
17
-
4
-
-
--
2
-
-
-
2
-
-
-
-
-
-
-
( 3)
( 3)
-
( 3)
( 3)
( 3)
2
-
-
( 3)
( 3)
-
( 3)
2
2
2
-
-
-
-
13
13
15
15
10
9
9
11
11
7
5
5
1
1
8
1
-
2
2
2
1
1
3
-
--
--
i
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
--
compute means, medians, and middle ranges.
3
Less than 0.5 percent.
NOTE: Because of rounding, sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported
or that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
14
Table A-4. All establishments: Hourly pay of maintenance and toolroom occupations, St. Louis, MO-I!-, M_
arch 1995
-
Occupation and level
Number
of
workers
Hourly pay
(in dollars) 1
Mean
Median
General Maintenance Workers ..................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
State and local government ..................
1,659
1,279
145
142
1,134
380
$10.36
10.17
11.00
10.95
10.07
10.97
$10.00
Maintenance Electrlclans ...........................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
State and local government ..................
1,549
1,414
1,317
1,315
97
135
19.26
19.59
19.83
19.84
16.26
15.87
842
17.14
17.23
17.96
17.96
17.16
17.94
16.03
Maintenance Electronics Technicians
Level II ......................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ...........
State and local government ..................
781
65
65
716
557
61
Middle range
9.86
$8.83
8.54
10.95
10.95
9.1 0
9.10
9.86
10.70
8.25
9.45
20.97
20.97
21 .04
21 .04
15.39
15.78
16.72
18.64
19.20
19.20
14.94
14.62
18.99
14.24
14.66
18.99
-
-
18.99
18.99
14.24
18.99
17.16
12.90
Level Ill .....................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
173
169
90
90
79
18.49
Maintenance Machinists ............................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
n1
759
752
751
18.96
18.99
19.00
19.01
19.97
19.97
19.97
19.97
17.18
17.1 8
17.18
17.18
Maintenance Mechanics, Machinery .........
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
State and local government ..................
1,551
1,410
1,374
1,373
141
15.21
15.27
15.22
15.22
14.53
15.05
15.05
15.05
15.05
15.00
13.55
13.55
13.55
13.55
13.12
Maintenance Mechanics, Motor Vehicle ...
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
State and local government ..................
990
15.17
15.42
18.27
18.37
14.46
14.68
14.93
16.86
18.34
19.69
14.43
14.93
12.50
12.00
17.18
17.32
11 .35
14.49
656
166
162
490
334
19.13
19.06
19.55
19.55
18.60
18.60
20.32
20.32
-
Percent of workers receiving straight-time hourly pay (in dollars) of-
18.40
18.40
18.49
18.49
-
-
$11 .79
11.57
11 .20
11 .20
11 .80
-
19.11
19.11
-
12.24
21.42
21.55
21.55
21.55
16.64
16.33
-
19.11
20.01
17.96
20.32
20.32
20.32
20.32
-
20.75
20.75
20.75
20.75
Under
6.00
1
1
-
1
-
-
-
-
16.24
16.24
15.90
15.90
16.39
--
-
18.06
18.70
21.28
21 .28
18.70
14.93
-
-
-
6.50
7.00
7.50
8.00
8.50
9.00
9.50
6.50
7.00
7.50
8.00
8.50
9.00
9.50
10.00 10.50 11.00 11.50 12.00 13.00 14.00 15.00 16.00 17.00 18.00 20.00 22.00 24.00 26.00
1
( 2)
3
3
5
7
7
9
4
4
5
6
6
32
32
3
7
( 2)
-
-
2
3
-
-
-
-
-
--
-
-
4
5
( 2)
10
3
5
4
4
7
-
-
-
-
( 2)
-
-
-
-
8
-
-
--
--
-
-
4
8
8
4
-
-
--
-
-
-
-
-
-
--
--
1
2
1
2
-
-
-
-
2
-
2
-
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
10.00 10.50 11 .00 11 .50 12.00 13.00 14.00 15.00 16.00 17.00 18.00 20.00 22.00 24.00
6.00
15
( 2)
1
2
3
-
1
1
3
3
( 2)
( 2)
3
-
--
3
4
3
5
7
-
-
-
7
6
26
27
-
-
-
-
-
-
-
-
( 2)
( 2)
1
1
-
12
10
-
--
11
11
20
9
-
-
18
16
-
1
-
.
4
11
( 2)
( 2)
-
1
2
2
3
-
3
4
2
-
( 2)
2
2
3
5
1
3
-
-
-
3
3
5
-
-
4
5
-
2
3
-
3
3
-
3
4
1
1
5
1
-
-
2
2
1
5
1
1
1
1
2
( 2)
( 2)
( 2)
( 2)
--
1
--
3
3
3
3
5
--
-
-
7
( 2)
3
3
1
1
29
4
13
11
11
11
13
30
5
4
2
2
20
24
1
1
1
1
1
6
17
19
19
19
13
6
5
3
3
5
1
16
7
7
8
8
7
6
3
3
2
5
5
2
4
5
3
2
2
3
1
10
5
6
3
37
40
62
62
38
-
-
1
( 2)
-
1
1
1
1
-
2
2
1
1
9
7
( 2)
1
1
1
1
-
2
2
2
2
2
7
10
10
1
1
11
8
-
( 2)
1
( 2)
9
4
1
1
1
1
1
2
5
3
1
1
3
11
-
-
7
2
7
8
1
-
-
7
( 2)
6
9
9
5
1
3
3
3
2
2
5
3
4
2
2
5
-
8
8
8
7
1
1
1
1
4
4
4
4
5
5
16
17
18
18
18
8
12
11
12
12
16
33
34
34
35
26
7
5
4
4
28
9
13
11
12
13
2
6
3
3
3
3
12
20
2
2
8
5
1
1
7
12
6
4
-
-
-
( 2)
( 2)
6
5
2
2
-
-
-
2
55
4
-
-
5
10
1
1
10
11
( 2)
( 2)
1
1
3
2
2
1
2
7
6
6
11
11
5
7
-
-
3
1
39
8
8
-
16
19
20
20
20
6
7
7
7
-
-
-
48
2
46
47
-
-
-
-
-
55
59
.63
63
8
10
( 2)
{ 2)
( 2)
( 2)
1
2
1
-
21
22
1
1
9
9
-
-
24
31
10
41
53
22
23
23
23
44
45
45
45
5
--
-
36
37
54
54
16
41
-
-
9
5
9
-
4
4
-
10
10
7
10
15
15
9
2
19
29
31
32
28
1
6
9
34
35
1
-
-
-
-
1
-
-
-
1
-
( 2)
-
-
Table A-4. All establishments: Hourly pay of maintenance and toolroom occupations, St. Louis, MO-IL, March 1995 -
Occupation and level
Maintenance Plpefltters .............................
Private industry ................ .... .................
Goods-producing industries ..............
Manufacturing ..... ..........................
Number
of
workers
653
640
639
639
Hourly pay
(in dollars) 1
Mean
$19.31
19.26
19.27
19.27
Median
$19.94
19.94
19.94
19.94
Percent of workers receiving straight-time hourly pay (in dollars) of-
Middle range
$18.49
18.49
18.49
18.49
-
$20.96
20.96
20.96
20.96
Under
6.00
-
-
6.00
6.50
7.00
7.50
6.50
7.00
7.50
8.00
-
-
-
-
-
-
-
8.00
10.00 10.50 11.00 11 .50 12.00 13.00 14.00 15.00 16.00 17.00 18.00 20.00 22.00 24.00
8.50
9.00
9.50
8.50
9.00
9.50
10.00 10.50 11.00 11.50 12.00 13.00 14.00 15.00 16.00 17.00 18.00 20.00 22.00 24.00 26.00
-
-
-
-
1
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
compute means, medians, and middle ranges.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Continued
-
2
-
-
-
-
-
-
-
-
-
( 2)
( 2)
-
3
3
3
3
1
1
1
1
-
12
13
13
13
56
57
57
57
27
26
26
26
( 2)
-
-
-
Less than 0.5 percent.
NOTE: Because of rounding, sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported or
that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
16
Table A-5. All establishments: Hourly pay of material movement and custodial occupations, St Louis, MO-IL, March 1995
Hourly pay
(in dollars) 1
Occupation and level
Number
of
workers
Percent of workers receiving straight-time hourly pay (in dollars) of-
4.25
Mean
Median
Middle range
and
under
4.50
5.00
5.50
6.00
6.50
7.00
7.50
8.00
8.50
9.00
5.50
6.00
6.50
7.00
7.50
8.00
8.50
9.00
10.00 11.00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21 .00
-
-
2
2
( 2)
( 2)
6
2
2
2
2
3
-
8
8
10
10
-
-
8
8
4
4
8
( 2)
6
6
3
3
6
1
5
4
5
5
4
11
-
( 2)
1
3
5
Forklift Operators .... .. ....... ...... .. .. ................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
1,911
1,907
1,568
1,532
339
$13.89
13.89
13.64
13.47
15.04
$13.59
13.59
13.59
13.30
16.74
$10.20
10.20
10.20
10.20
10.25
-
-
-
$16.74
16.74
16.57
16.57
18.44
-
-
-
Guards
Level I .......................................................
Private industry ................................... ..
Goods-producing industries ..............
Manufacturing .. ... .. .. ......................
Service-producing industries .......... ..
State and local government ..................
3,313
3,104
96
96
3,008
209
6.61
6.39
12.14
12.14
6.21
9.87
6.00
5.75
13.47
13.47
5.75
9.33
5.00
5.00
9.40
9.40
5.00
8.61
-
7.50
7.25
13.69
13.69
7.14
11 .33
3
3
12
13
23
24
12
12
4
14
-
25
-
13
( 2)
11
2
-
984
537
388
9.59
16.52
16.83
16.83
9.91
8.66
8.66
11 .54
16.29
16.29
8.69
8.66
-
16.83
16.83
16.83
16.83
10.75
9.11
-
-
-
-
-
-
-
-
149
447
11.98
14.50
16.29
16.29
9.83
8.96
-
-
Janitors ... .. ................................................... 12,102
Private industry ................ ............... ...... 9,416
Goods-producing industries .. .... ........
790
Manufacturing ............... ............... .
788
Service-producing industries .. .. .. ... ... 8,626
Transportation and utilities ...........
114
State and local government .... ... .. ... .. .... 2,686
6.84
6.22
11.73
11.73
5.71
11 .19
9.05
5.87
5.50
11 .22
11 .22
5.25
11.58
9.08
5.00
4.85
8.58
8.58
4.75
7.30
7.58
5
6
17
22
18
22
1
1
24
11
2
12
15
3
3
16
4
3
7
7
1
1
8
Material Handling Laborers ...... ... ..............
Private industry ............ .........................
Goods-producing industries ..............
Manufacturing .. ... .. .... .... ................
Service-producing industries ............
State and local government .......... ........
16.64
16.64
18.19
18.19
16.64
7.69
11 .60
11 .60
11 .60
11.60
13.45
1.43
-
-
54
14.70
14.89
15.28
15.28
14.24
10.70
252
252
10.57
10.57
10.19
10.19
10.15
10.1~
1,707
1,698
878
10.31
10.30
11 .59
11 .59
8.92
9.45
9.45
10.86
10.86
8.00
7.83
7.83
9.35
9.35
7.07
Level II ...... .. ............................... ... .... ........
Private industry ..................... ......... .......
Goods-producing industries ..............
Manufacturing .................. .............
Service-producing industries ............
State and local government ..................
Order Allers:
Private industry:
Goods-producing industries ........ ......
Manufacturing .............. .................
Shipping/Receiving Clerks .......... ... ..... .. .. ..
Private industry ............................... ......
Goods-producing industries ........ ......
Manufacturing .... ....... ...... .. ............
Service-producing industries ............
388
1,178
1,124
698
698
426
an
820
-
-
-
:....
-
-
8.00
6.58
14.59
14.59
6.20
15.25
10.41
18.51
19.41
19.41
19.41
16.64
14.50
-
7
-
-
10.47
10.47
-
12.00
11.95
13.66
13.66
9.32
-
-
-
-
-
23
-
1
-
-
-
-
-
-
-
-
-
2
2
3
3
2
-
-
-
-
-
-
-
10
10
7
7
3
3
7
-
-
-
-
1
1
-
-
-
-
-
-
2
( 2)
19
5
4
3
3
4
8
7
4
2
1
1
2
6
8
9
1
( 2)
9
5
4
9
5
4
15
15
2
2
·8
2
2
3
3
1
2
( 2)
( 2)
( 2)
-
5
-
-8
-
-
-
-
-1
26
26
-
-1
-
9
9
10
10
6
10
10
10
10
12
4
4
5
5
-
9
9
11
11
11
11
13
14
( 2)
1
1
1
1
-
9
9
11
11
-
11
11
4
4
44
3
2
2
2
2
25
4
3
18
18
2
20
3
3
2
2
3
14
1
1
2
2
1
4
2
1
-
-
( 2)
( 2)
1
1
1
18
2
2
51
51
( 2)
3
34
3
( 2)
( 2)
9
72
16
10
1
1
36
24
2
4
3
4
15
1
4
7
9
9
1
( 2)
1
2
3
3
14
1
1
2
1
1
4
1
3
1
4
4
1
6
1
10
10
1
12
23
4
1
10
10
( 2)
4
16
4
2
12
12
1
12
10
1
1
6
6
( 2)
1
( 2)
4
4
( 2)
3
2
1
1
7
7
( 2)
1
1
( 2)
1
2
2
1
39
( 2)
1
1
15
15
3
3
5
5
1
2
5
5
7
7
2
10
10
16
16
8
9
12
12
7
7
( 2)
-
4
4
-
19
2
2
( 2)
( 2)
( 2)
1
41
-
.
-
7
5
6
9
9
{ 2)
-
-
-
-
-
-
-
1
-
-
1
-
-
2
4
5
5
-
-
-
-
3
3
-
2
2
9
9
1
1
9
9
55
55
2
2
-
-
19
19
-
( 2)
( 2)
2
2
4
4
( 2)
3
3
1
1
4
10
10
8
8
1
1
16
14
14
10
10
18
6
6
3
3
8
13
13
7
7
12
12
2
9
9
15
15
3
7
7
4
4
5
5
9
9
( 2)
1
1
2
2
( 2)
2
2
3
3
1
-
-
-
1
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
10.00 11.00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21 .00
4.50
5.00
17
-
21
17
17
9
10
3
3
4
4
5
5
(2)
-
-
( 2)
( 2)
8
8
24
44
61
61
7
13
18
18
1
2
3
3
-
-
( 2)
28
-
-
14
14
17
17
-
-
-
-
-
-
-
-
-
-
-
( 2)
1
5
5
(2)
( 2)
( 2)
2
2
17
18
3
3
7
7
10
10
2
23
24
39
39
-
-
-
48
-
8
-
( 2)
( 2)
( 2)
-
-
-
2
2
2
and
over
-
-
-
(2)
-
-
-
2
2
3
3
-
-
-
-
-
-
-
-
-
3
3
6
6
( 2)
4
4
7
7
( 2)
( 2)
( 2)
( 2)
( 2)
( 2)
( 2)
( 2)
( 2)
( 2)
( 2)
( 2)
( 2)
1
1
2
2
1
1
4
-
-
-
-
Table A-5. All establishments: Hourly pay of material movement and custodial occupations, St. Louis, MO-IL, March 1995-Continued
.
.
.
~
Hourly pay
(ii') dollar.$) 1
Number
of .
workers
Occupation and level
..
Percent of workers receiving straight-time hourly pay (in dollars) of-
4.25
Mean
Median
Middle range
and
under
4.50
Truckdrlvers
light Truck ....................................... .........
Private industry .....................................
State and local government ..................
660
635
25
$8.55
8.50
Medium Truck ........... ................................
Private industry ........ .... .........................
Goods-producing industries ..............
Manufacturing ..._. ..... ................ .. .. ..
886
16.67
16.78
15.47
15.47
869
84
84
9.73
$7.15
7.15
-
14.74
14.74
15.05
15.05
12.30
12.30
11.50
11 .50
16.55
11 .50
11.15
11 .60
10.47
10.45
16.55
10.00
10.21
11 .07
$8.00
8.00
-
18.85
18.85
-
Heavy Truck .......................................... ...
Private industry .. ...................................
Goods-producing industries ..............
Service-producing industries ............
Transportation and utilities ...........
State and local government ..................
1,744
1,576
342
1,234
168
12.46
12.49
16.38
11.41
12.61
12.17
Tractor Trailer ...........................................
Private industry .....................................
Goods-producing industries:
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ...........
1,191
1,191
15.93
15.93
17.41
17.41
12.65
12.65
465
702
512
13.38
17.52
18.14
10.82
17.41
17.41
10.82
17.31
17.41
Warehouse Speclallsts ..............................
3,071
3,004
1,224
1,223
67
10.68
10.68
11.09
11.09
10.58
10.89
10.90
11 .45
11 .45
10.37
7.55
7.35
9.20
9.20
9. 37
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
State and local government ..................
443
5.00
5.50
6.00
6.50
7.00
7.50
8.00
8.50
9.00
5.00
5:50
6'.00
6.50
7.00
7.50
8.00
8.50
9.00
10.00 11 .00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21 .00
-
42
8
-
2
1
32
23
-
1
1
24
8
12
( 2)
( 2)
2
2
1
1
2
2
-
( 2)
( 2)
1
$8.75
8.75
-
-
( 2)
( 2)
-
18.85
-
-
-
15.54
16.50
16.70
11.50
-
-
-
-
-
-
18.85
19.08
19.08
-
12.98
-
-
-
18.44
18.44
-
-
-
15.50
18.89
18.89
-
-
-
1
2
14.98
12.47
12.47
12.47
12.47
10.82
-
-
-
-
-
.,
-
-
1
1
-
-
-
-
-
-
-
-
1
2
2
2
5
5
3
3
( 2)
( 2)
-
-
-
-
-
43
4
-
-
-
-
1
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
compute means, medians, and middle ranges.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
10.00 11 .00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21 .00
4.50
2
-
-
-
4
4
4
4
-
-
5
5
6
-
-
-
-
12
12
2
2
1
2
1
1
1
10
-
I
7
7
6
5
36
-
-
6
6
16
-
1
1
1
1
14
14
1
( 2)
5
5
5
5
13
13
10
10
34
33
4
41
-
-
-
1
2
9
10
10
2
2
12
13
13
11
13
28
43
5
3
1
4
6
19
-
2
2
4
-
-
-
-
-
-
-
-
21
21
-
-
-
-
53
8
8
13
13
5
5
5
5
6
-
-
-
10
5
4
8
8
13
-
-
9
8
16
16
45
4
4
9
9
-;
-
3
3
-
4
16
16
1
1
-
4
18
18
1
( 2)
6
2
14
2
2
2
2
6
2
3
3
4
4
1
1
9
9
2
3
1
5
-
5
5
1
1
7
3
3
3
3
4
-
22
23
39
39 ·
3
6
5
-
-
1
2
-
( 2)
1
9
18
3
( 2)
( 2)
( 2)
-1
-
-
-
2
2
-
-
-
49
50
-
5
4
5
6
1
7
20
32
-
-
-
7
7
-
18
20
92
( 2)
1
-
3
3
9
-
32
-
-
52
7
7
5
5
-
-
54
-
and
over
-
-
-
44
44
-
-
( 2)
( 2)
1
( 2)
1
(2)
( 2)
( 2)
( 2)
( 2)
( 2)
-
-
( 2)
1
( 2)
1
11
11
10
10
4
4
-
( 2)
17
23
-
11
17
23
1
1
1
1
( 2)
( 2)
1
1
-
-
( 2)
( 2)
-
-
-
-
( 2)
( 2)
-
-
-
-
Less than 0.5 percent.
NOTE: Because of rounding, sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported or
that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
18
Table A-6. Establishments employing 500 workers or more: Weekly hours and pay of professional and administrative occupations, St. Louis, MO-IL, March 1995
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars) 2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
300
and
under
350
Middle range
350
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800 2000
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800 2000
9
10
17
17
12
12
19
16
39
38
20
20
45
55
23
23
47
47
13
3
8
9
15
15
7
2
2
7
7
4
5
3
3
6
8
8
2
2
12
6
42
42
36
36
45
33
32
32
32
32
41
10
10
20
20
4
9
1
1
3
3
1
1
3
3
( 3)
1
1
1
2
1
5
5
2
2
7
26
27
16
16
35
42
17
39
38
39
39
37
19
50
19
18
25
25
14
23
26
9
10
15
15
6
16
1
1
1
2
1
4
4
1
1
7
3
15
15
12
12
17
30
17
16
9
9
24
25
30
29
21
12
8
9
11
11
6
3
4
4
7
7
1
1
1
1
1
1
21
25
26
28
28
23
24
8
12
12
13
13
11
7
23
23
15
15
36
50
16
16
20
20
11
11
11
12
10
10
14
25
4
4
5
5
3
7
PROFESSIONAL OCCUPATIONS
Accountants
Level I .......................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ...........
274
249
75
75
174
38
40.0
40.0
39.9
39.9
40.0
40.0
$491
492
547
547
468
444
$481
481
$440
440
-
$535
538
462
419
-
494
15
26
Level II ......................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
State and local government ..................
433
365
146
145
219
68
39.9
40.0
40.0
40.0
40.0
39.6
599
599
644
537
537
558
559
514
555
-
650
651
712
712
620
635
( 3)
( 3)
570
596
588
587
621
623
576
597
Level Ill .....................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ...........
State and local government ..................
356
310
134
132
176
31
46
39.9
40.0
40.0
40.0
39.9
40.0
39.7
750
749
782
784
725
752
751
745
741
785
786
710
673
670
716
717
652
-
770
714
-
815
816
835
835
795
Level IV .....................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ...........
312
294
138
137
156
33
39.9
39.9
39.9
39.9
40.0
40.0
944
961
949
987
987
914
913
962
994
990
828
832
907
907
808
-
Level V ......................................................
Private industry .....................................
Goods-produciAQ industries ..............
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ...........
177
172
102
1d2
70
28
39.9
39.9
40.0
-.«r.o
39.9
40.0
1,236
1,236
1,214
1,324
Level II ......................................................
State and local government ..................
70
42
39.9
39.8
934
836
Level Ill .....................................................
Private industry .....................................
State and local government ..................
104
76
28
40.0
40.0
40.0
Level IV .....................................................
Private industry .....................................
84
68
40.0
40.0
644
1.m
1,227
920
1,250
1,256
1,276
1,276
1,080
1,082
1,080
1,080
-
-
( 3)
( 3)
( 3)
44
7
800
1,029
1,029
1,064
1,064
1,000
22
1
1
1
1
6
-
1,378
-
1,400
1,400
1
1
2
2
2
2
4
4
6
6
6
6
6
10
10
8
8
14
10
10
4
3
5
19
31
34
50
11
10
10
5
19
4
898
12
4
32
10
4
25
20
14
36
12
14
4
27
37
10
13
10
13
4
11
4
13
7
8
9
10
10
-
1,384
,..
8
5
5
8
8
Attorneys
819
776
1,245
1,315
1,055
1,251
1,124
1,601
1,668
1,631
1,398
-
1,375
1,743
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
19
38
47
17
21
2200
2200
2400
2400
2600
2600
and
over
Table A-6. Establishments employing 500 workers or more: Weekly hours and pay of professional and administrative occupations, St. Louis, MO-IL, March 1995-Continued
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard}
Weekly pay
(in dollars)2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
300
and
under
350
Middle range
350
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
2600
and
over
-
-
-
-
38
57
5
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
58
37
35
48
7
3
-
11
-
-
-
-
-
-
-
-
-
-
-
-
1
26
40
41
19
19
24
10
13
3
3
1
-
-
-
-
-
-
-
-
-
-
-
2
6
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
16
16
53
53
-
-
-
Engineers
Level I:
State and local government ........ ... .. .....
40
39.6
$616
Level II:
Private industry:
Service-producing industries ... .........
State and local government ..... .. ..... .. ....
60
71
40.0
39.3
698
700
-
653
-
-
703
746
-
-
-
Level Ill:
Private industry:
Service-producing industries ....... .....
State and local government .... ... .. ... .. ....
156
145
40.0
39.7
864
789
855
790
757
691
-
971
853
-
-
-
-
-
Level IV:
Private industry:
Service-producing industries ............
Transportation and utilities ...........
State and local government .. ................
129
36
79
40.0
40.0
39.7
941
942
937
-
-
839
864
-
1,021
938
-
-
-
-
-
-
8
14
8
29
22
35
27
6
20
22
22
33
6
8
4
-
-
Level V:
State and local government ............ ......
32
39.6
1,111
-
-
-
-
-
-
-
-
-
34
6
25
31
-
3
64
64
40.0
40.0
2,008
2,008
-
-
-
-
-
-
-
-
-
Level VIII ...... ... .. ........ ..•..... .. ... .. ... ..............
Private industry ........... ..........................
-
-
-
-
-
-
-
-
-
-
5
5
Registered Nurses
Level II ................... ...................................
Private industry ..... .......... ......................
Service-producing industries ...... ......
State and local government .. .......... ......
7,264
7,017
6,972
247
39.8
39.8
39.8
39.5
670
672
672
612
672
676
676
652
563
563
563
540
766
769
-
7
7
7
9
25
25
25
24
25
24
24
55
25
25
25
8
17
18
18
1
(3)
-
-
-
-
571
571
571
40.0
40.0
40.0
725
725
725
750
750
750
662
662
662
780
780
780
-
-
13
13
13
23
23
23
47
47
47
17
17
17
( 3)
( s)
( 3)
-
-
-
Level II specialists ... .. ........ .. .... ... ... ...... .....
Private industry ...... ...... .. ....... ........... .....
Service-producing industries .. ... .. .....
-
-
-
-
-
Level Ill ...................................... ............ ...
Private industry ... ............. .....................
Service-producing industries ...... ..... .
204
194
194
40.0
40.0
40.0
873
874
874
852
854
854
812
812
812
-
925
930
930
-
-
-
5
5
5
15
15
15
51
49
49
17
16
16
6
7
7
4
4
4
2
3
3
-
-
-
-
-
-
-
-
-
Level Ill anesthetists ...... ..... .......... .......... ..
Private industry ...... .................... ...........
Service-producing industries ............
65
65
65
40.0
40.0
40.0
1,497
1,497
1,497
-
-
-
-
-
-
-
25
25
25
28
28
28
11
11
11
22
22
22
3
3
3
$622
946
$582
-
-
-
$649
-
1,014
no
652
-
-
-
( 3)
( 3)
( 3)
( 3)
( 3)
2
( 3)
2
-
-
-
-
-
-
-
-
-
-
1
-
2
8
-
-
-
-
-
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-
20
-
-
-
1
1
1
-
-
-
( 3)
( 3)
( 3)
( 3)
( 3)
( s)
-
-
-
-
-
2
8
11
11
11
2
6
3
3
5
5
-
3
3
3
3
-
4
13
13
-
-
-
-
-
-
-
-
-
-
-
-
-
-
2
2
2
-
-
-
-
-
-
Table A-6. Establishments employing 500 workers or more: Weekly hours and pay of professional and administrative occupations, St. Louis, MO-IL, March 1995- Continued
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard}
Weekly pay
(in dollars) 2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of300
and
under
350
Middle range
350
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
3
3
25
24
21
22
38
34
12
14
1
2
31
33
48
45
13
13
4
5
2
2
( 3)
( 3)
( 3)
(3)
10
10
34
25
25
18
18
8
8
3
3
2
1
2
49
51
65
43
26
5
5
6
1
1
2
5
5
6
15
13
25
25
8
2
2
6
6
1
34
32
27
6
6
9
9
14
14
1
2
2
3
3
1
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
27
27
35
35
9
9
22
22
4
13
3
3
8
8
1
4
( 3)
( 3)
1
1
( 3)
(3)
ADMINISTRATIVE OCCUPATIONS
Buyers/Contracting Specialists
Level I ... ...... ....... .... .. .................................
Private industry ........... .. .................. ......
68
58
40.0
40.0
$511
510
Level II ............... ..................... .......... ... .....
Private industry .. ............................. ......
228
207
40.0
40.0
645
646
$635
639
$590
584
-
$691
692
Level Ill .. .................. ... ..... ..... ................... .
Private industry .... ............... ....... ... .... ... .
244
243
40.0
40.0
839
840
813
814
740
744
-
-
945
945
Computer Programmers
Level I ......................... ......... .. ....... ... ..... ... .
Private industry ....... ............ .... ..... .... .... .
Service-producing industries .... ... .. ...
84
78
62
39.6
39.6
39.5
506
505
494
493
462
-
540
Level II ...... .. ... .................................. .... .... .
Private industry .......... .. ............... .. ........
Service-producing industries .... ........
State and local government ...... ..... .... ...
317
292
223
25
39.9
39.8
39.8
39.9
609
610
599
600
610
610
594
562
563
548
Level Ill ..... .. ...... ............................... .........
Private industry .... ........ .................. .. .. ...
Goods-producing industries ....... .......
Manufacturing ...... .... .....................
Service-producing industries .. .... .. ... .
324
302
89
89
213
39.9
40.0
39.9
39.9
40.0
710
708
741
741
694
721
720
748
748
712
644
644
673
673
644
Level IV .... ... .. .. ...................... ...... .... ........ ..
Private industry ... .. ................................
71
64
40.0
40.0
857
852
Computer Systems Analysts
Level I ......... ............ ..................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing .............................. .
Service-producing industries ........ ....
509
490
318
318
172
39.9
39.9
40.0
40.0
39.6
764
768
795
795
718
757
762.
779
779
719
692
696
720
720
658
Level II ........................ .. .... .. ........ ... ... ........
Private industry ............. ........................
Goods-producing industries .......... ....
Manufacturing ..... ............ ....... .... ...
Service-producing industries ............
State and local government .. .......... ......
1,472
1,433
428
428
1,005
39
39.9
39.9
40.0
40.0
39.9
39.6
884
885
967
967
850
829
873
874
958
958
849
812
813
885
885
798
-
-
-
-
-
-
654
657
649
1
1
2
769
766
815
815
754
39
38
44
44
13
13
9
9
15
825
829
855
855
772
5
3
( 3)
( 3)
9
( 3)
948
948
1,038
1,038
908
(3)
45
45
38
56
27
28
29
29
27
42
43
31
31
48
23
23
24
39
39
38
23
19
19
32
4
4
( 3)
5
23
21
9
10
9
6
6
( 3)
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
41
34
38
41
16
16
7
7
20
23
38
21
22
25
25
16
38
39
22
22
46
21
24
21
1
1
4
( 3)
( 3)
2600
and
over
Table A-6. Establishments employing 500 workers or more: Weekly hours and pay of professional and administrative occupations, St. Louis, MO-IL, March 1995 - Continued
Occupation and level
Average
Number weekly
hours 1
of
workers
(standard)
Weekly pay
(in dollars)2
Percent of workers receiving straight-time weekly pay (in dollars) of-
300
Mean
Median
Middle range
and
under
350
Level Ill ............ ....................... ........ ..........
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
State and local government ..................
833
820
213
213
607
13
39.9
39.9
40.0
40.0
39.9
39.2
$1 ,047
1,048
1,179
1,179
1,002
973
$1 ,042
1,043
1,153
1,153
1,012
$962
962
1,064
1,064
939
-
$1 ,123
1,123
1,258
1,258
1,083
Level IV ............................ ............... ..........
Private industry ................. ............... .....
Service-producing industries ............
115
114
76
39.8
39.8
39.7
1,219
1,220
1,188
1,220
1,221
1,152
1,154
-
1,306
1,306
Level I .......................................................
Private industry .....................................
Service-producing industries ............
165
157
117
40.0
40.0
40.0
1,103
1,102
1,080
1,079
1,074
1,058
1,011
1,000
1,012
-
-
-
1,174
1,179
1,162
Level II ......................................................
Private industry .....................................
Goods-producing industries ........ ......
Manufacturing .............................. .
Service-producing industries ............
137
136
64
64
72
40.0
40.0
40.0
40.0
40.0
1,351
1,351
1,421
1,421
1,289
1,320
1,322
1,204
1,204
-
1,440
1,441
level I .......................................................
Private industry .....................................
State and local government ..................
64
53
11
40.0
40.0
39.8
486
478
526
level II ......................................................
Private industry ..... ................ .. ..............
Goods-producing industries ..............
Manufacturing ............................. ..
Service-producing industries ............
State and local government ................ ..
222
181
56
56
125
41
39.9
39.9
39.9
39.9
39.9
40.0
612
608
656
656
586
630
Level Ill .....................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ......... .......... ............
Service-producing industries ............
Transportation and utilities ...........
239
218
68
68
150
26
40.0
40.0
40.0
40.0
40.0
40.0
768
769
821
821
745
823
350
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800 2000
2200 2400 2600
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2400
2
2
3
3
7
7
20
20
2
2
2
7
7
2
2
7
7
1
1
4
( 3)
( 3)
2
2
4
23
23
9
9
27
23
33
33
25
25
2
8
9
9
1
1
11
8
8
46
19
19
25
25
17
8
3
3
4
13
13
20
25
25
33
32
32
21
25
25
22
2
2
19
20
18
32
33
40
23
20
20
10
10
12
5
5
3
4
4
2
2
2
7
7
6
6
7
15
15
14
14
15
22
21
11
11
31
26
26
23
23
28
13
13
16
16
11
7
7
6
6
7
3
4
4
4
3
12
1
1
3
3
36
4
Computer Systems Analyst
Supervisors/Managers
1
1
2
5
4
3
Personnel Speclallsts
9
11
541
535
-
672
622
516
575
-
618
678
762
762
692
694
--
830
829
757
683
-
788
586
sn
564
19
21
9
663
2
39
42
27
22
15
55
11
11
9
9
11
4
4
14
2
43
46
27
23
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
22
34
34
34
34
51
32
18
46
5
5
3
3
6
21
21
10
10
25
19
14
12
14
14
11
20
5
6
13
13
2
1
1
2
2
1
38
24
23
37
37
17
6
5
9
9
3
8
40
32
32
44
15
46
(3)
( 3)
1
1
6
6
13
13
5
5
11
11
2200
2600
and
over
Table A-6. Establishments employing 500 workers or more: Weekly hours and pay of professional and administrative occupations, St. Louis, MO-IL, March 1995 -
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars)2
Mean
Median
Level IV ................... ..................................
Private industry .................... ......... ........
Goods-producing industries ....... .......
Manufacturing ...............................
Service-producing industries ............
202
192
96
96
96
40.0
40.0
39.9
39.9
40.0
$983
985
1,009
1,009
961
LevelV ......................................................
Private industry .............. .......... .............
54
54
40.0
40.0
1,290
1,290
-
8
40.0
1,007
-
$970
971
990
990
960
Percent of workers receiving straight-time weekly pay (in dollars) of-
Middle range
300
and
under
350
-
-
$1,067
1,072
1,087
1,087
1,056
-
-
-
-
-
-
-
-
-
-
$875
874
885
885
850
Continued
-
-
-
350
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
400
450
500
600
700
800
900
1000
1100
1200
1300
1400
1500
1600
1800
2000
2200
2400
2600
-
-
-
( 3)
1
2
2
20
19
23
23
15
27
27
24
24
8
8
8
1
2
2
2
1
1
1
1
1
1
-
-
-
-
-
8
8
8
9
9
7
-
30
24
24
28
28
21
7
7
6
6
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1
4
8
8
4
4
11
-
-
-
-
-
2
2
4
4
6
6
17
17
19
19
31
31
9
9
-
-
-
25
13
-
25
13
25
-
-
-
-
8
-
-
-
-
-
-
-
2600
and
over
-
-
Personnel Supervisors/Managers
Level I:
State and local government ..................
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.
2
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
compute means, medians, and middle ranges.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-
-
3
Less than 0.5 percent.
Workers were distributed as follows: 6 percent at $2,600 and under $2,800; 3 percent at $3,000 and under $3,200; and 3
percent at $3,600 and under $3,800.
4
NOTE: Because of rounding, sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported
or that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
23
Table A-7. Establishments employing 500 workers or more: Weekly hours and pay of technical and protective service occupations, St. Louis, MO-IL, March 1995
Occupation and level
Number
of
workers
Average
weekly
hours'
(standard)
Weekly pay
(in dollars)2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of200
and
under
225
Middle range
225
250
275
300
325
350
375
400
425
450
500
550
600
650
700
750
800
850
900
1000
250
275
300
325
350
375
400
425
450
500
550
600
650
700
750
800
850
900
1000
1100
2
2
2
8
9
9
8
8
10
11
13
14
12
13
31
18
17
15
19
21
22
24
8
2
2
3
4
3
3
1
8
( 3)
( 3)
1
4
16
16
15
12
( 3)
( 3)
1
1
3
3
1
1
3
2
2
3
3
2
2
2
7
7
1
16
15
21
21
13
9
7
21
21
3
43
45
17
17
53
7
8
14
14
6
6
6
9
9
6
5
5
6
6
6
8
8
4
14
17
4
21
27
3
3
12
13
8
12
11
15
13
8
38
21
19
31
15
18
21
24
8
3
3
3
3
14
14
8
8
2
2
7
7
20
20
8
8
7
7
7
7
4
4
4
4
23
23
25
25
18
18
17
17
19
19
19
19
15
15
15
15
6
6
6
6
5
5
4
4
2
2
1
1
14
22
36
4
4
23
24
23
22
31
30
15
15
5
5
9
8
21
23
26
28
10
8
27
28
4
1
36
38
38
25
8
9
9
( 3)
( 3)
( 3)
( 3)
(3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
TECHNICAL OCCUPATIONS
Computer Operators
Level II ........................ ............. .................
Private industry ... .. ........... .....................
Service-producing industries .... ,.. .....
State and local government ..... ..... ... .... .
244
218
179
26
39.9
39.9
39.9
39.7
$452
452
449
454
$440
440
437
$398
396
394
-
$508
531
539
3
3
,3
Level Ill ... ................................ ..................
Private industry ...... ............................ ...
Goods-producing industries ............ ..
Manufacturing .... .... ............ ......... ..
Service-producing industries ..... .. .. ...
355
334
70
70
264
40.0
40.0
40.0
40.0
40.0
565
568
543
543
574
557
557
506
518
-
593
608
557
557
-
(3)
( 3)
1
1
606
Drafters
Level II .......... ......... .... ........... ....................
77
39.9
563
4
Level Ill .............. ... ... .... ..... .................. ......
Private industry .. .... ....... ................... .....
State and local government ...... ..... ..... ..
75
62
13
39.8
39.9
39.6
603
608
576
3
3
Level IV .... .................. ..... .... .. ....... .. ..... ......
Private industry .. .... ............ ...................
59
59
39.7
39.7
659
659
Engineering Technicians
Level Ill .. ........ .................... ............ ...........
Private industry .. .......... ..... ... .................
Goods-producing industries ..............
Manufacturing ...............................
260
260
246
246
40.0
40.0
40.0
40.0
550
550
543
543
541
541
537
537
481
481
479
479
-
606
606
601
601
Engineering Technicians, Civil
Level II :
State and local government ..................
50
39.8
429
435
392
-
463
Level Ill ........... ................................. .. .... ...
State and local government .... ..............
142
132
39.8
39.8
544
543
551
549
493
489
Level IV ................... .......... ...... ... ...............
State and local government .... .. .......... ..
80
71
39.6
39.6
644
638
622
615
579
579
Licensed Practical Nurses
Level II ..... .... ................. .... ..... .......... ....... ..
Private industry ................ .. .... .... ...........
Service-producing industries .... .... ... .
State and local government .. .............. ..
1,134
976
976
158
40.0
40.0
40.0
40.0
476
481
481
443
488
497
497
427
424
431
431
396
-
Nursing Assistants
Level I ............... ................. .............. .........
178
40.0
282
272
232
-
336
9
29
12
Level II ... .. ...... ......... ........................... ... ....
Private industry ....... ..... .. ... .... .. ... ...... .....
Service-producing industries ........... .
1,882
1,464
1,464
40.0
40.0
40.0
330
300
300
320
288
288
268
259
259
-
383
338
338
2
2
2
10
13
13
18
23
23
-
582
582
-
713
713
-
-
16
529
531
531
496
1
2
2
2
2
2
1
4
4
4
1
9
9
28
3
14
18
18
11
13
13
12
15
15
8
9
9
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
24
12
11
6
6
37
8
9
9
2
9
7
7
20
21
22
22
14
9
5
5
4
1
1
4
( 3)
( 3)
9
( 3)
( 3)
( 3)
( 3)
( 3)
(3)
24
24
1
1
3
3
5
5
3
3
2
2
( 3)
( 3)
Table A-7. Establishments employing 500 workers or more: Weekly hours and pay of technical and protective service occupations, St. Louis, MO-IL, March 1995-Continued
Occupation and level
Average
Number weekly
of
hours 1
workers
(standard)
Weekly pay
(in dollars)2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of200
and
under
225
Middle range
225
250
275
300
325
350
375
400
425
450
500
550
600
650
700
750
800
850
900
1000
250
275
300
325
350
375
400
425
450
500
550
600
650
700
750
800
850
900
1000
1100
-
1
1
12
12
22
22
7
7
14
14
7
7
28
28
3
3
1
1
(s)
-
-
4
-
-
-
-
6
20
28
35
9
20
20
11
11
18
18
24
24
22
PROTECTIVE SERVICE
OCCUPATIONS
Corrections Officers ................... ... .............
State and local government ..... .............
966
966
40.0
40.0
$476
476
$456
456
$384
384
-
$593
593
-
-
-
-
-
Firefighters:
State and local government ..................
539
52.0
636
649
589
-
679
-
-
-
-
-
-
-
-
-
-
Police Officers
Level I ... ............... ..... .. ........ .......... ........ ....
State and local government .... .. .. ... .. .....
1,935
1,924
40.0
40.0
635
635
649
652
564
564
700
701
-
-
-
-
-
-
-
-
-
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
-
-
1
Standard hours reflect the workweek for wh ich 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.
2
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
4
1
1
( 3)
22
-
-
-
-
3
3
( 3)
( 3)
1
1
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
compute means, medians, and middle ranges.
3
Less than 0.5 percent.
NOTE: Because of rounding, sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported
or that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
25
Table A-8. Establishments employing 500 workers or more: Weekly hours and pay of clerical occupations, St Louis, MO-IL, March 1995
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars)2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
Under
Middle range
200
200
225
250
275
300
325
350
400
450
500
550
600
650
700
750
800
850
900
950
1000
225
250
275
300
325
350
400
450
500
550
600
650
700
750
800
850
900
950
1000
and
over
2
2
2
3
3
2
2
2
2
-
28
28
28
-
-
-
-
-
-
-
-
-
-
-
-
-
-
. --
-
Clerks, Accounting
Level I .......................................................
Private industry ..... .............. ..................
Service-producing industries .... ........
253
253
251
40.0
40.0
40.0
$357
357
356
$298
298
298
$276
276
276
-
$526
526
526
-
-
4
4
4
6
6
6
46
46
46
11
11
11
level II ......................................................
Private industry ....... .. ... ......... ... .............
Goods-producing industries ..............
Manufacturing ................... ...... .. ....
Service-producing industries .... ........
State and local government ........... ..... ..
1,208
1,1D8
173
170
935
100
39.9
39.9
40.0
40.0
39.9
39.7
411
415
3TT
3n
422
373
380
-
539
539
448
450
539
441
-
-
( 3)
4
4
6
6
4
4
11
10
9
9
10
20
15
15,
15
15
15
11
11
11
14
14
10
10
14
13
18
17
13
19
7
6
13
12
5
14
4
4
15
15
1
15
32
35
4
4
40
7
( 3)
381
355
353
388
355
316
318
310
310
318
305
-
Level Ill .................................................. ...
Private industry .....................................
Goods-producing industries ..............
Manufacturing .......... .....................
Service-producing industries ............
Transportation and utilities ...........
State and local government .. ... .............
1,012
743
162
157
581
149
269
39.9
40.0
39.9
39.9
40.0
40.0
39.6
447
454
462
462
452
625
426
420
4.:0
466
468
415
631
428
367
369
387
384
366
631
360
-
-
-
-
( 3)
-
499
528
528
528
536
675
485
1
1
2
2
1
3
3
2
2
4
10
9
7
8
9
1
13
25
27
17
17
29
1
22
22
22
16
15
24
1
23
13
9
18
18
6
1
25
7
5
16
17
2
5
13
5
6
11
11
5
13
1
Level IV .................. ........................ ..... ......
Private industry .................................... .
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
State and local government ... ... ......... .. .
357
302
95
94
207
55
40.0
40.0
40.0
40.0
40.0
39.9
511
514
540
540
501
494
515
517
529
529
503
488
451
439
486
486
423
470
-
591
591
588
588
591
538
-
1
1
2
2
1
11
11
6
6
14
11
12
14
2
2
19
4
20
17
21
21
14
36
17
16
25
24
11
27
Clerks, General
Level I .......................................................
Private industry .. ...................... ...... .... ...
Service-producing industries ............
152
144
137
40.0
40.0
40.0
279
276
272
270
269
268
251
251
251
-
303
299
291
5
5
5
-
Level II .... .............................. ................. ...
Private industry .... .............................. ...
Service-producing industries .. ... ... ... .
State and local government ..................
1,020
535
436
485
39.8
39.9
39.9
39.6
332
322
315
304
286
283
280
294
-
level Ill ... ................................... ............. ..
Private industry .... .................. ...............
Service-producing industries ............
Transportation and utilities ...........
State and local government ... ...............
1,687
678
452
203
1,009
39.8
39.9
39.9
40.0
39.7
387
425
413
-
407
384
526
346
316
348
324
463
305
Level IV ....................................... ..............
Private industry .....................................
Service-producing industries ............
State and local government .... ..............
634
368
248
266
39.9
39.9
39.9
39.7
473
539
539
389
383
452
446
351
325
318
340
504
362
463
506
511
404
332
366
-
-
-
-
-
-
2
2
( 3)
-
-
1
2
2
( 3)
-
-
-
-
( 3)
( 3)
-
-
-
6
6
7
11
11
12
37
37
39
16
16
15
9
10
10
7
7
7
9
8
5
2
1
1
-
-
( 3)
-
3
5
6
16
14
14
19
14
15
12
13
22
20
19
25
10
9
7
12
( 3)
( 3)
18
23
25
14
2
1
( 3)
14
14
16
13
451
502
526
570
411
-
-
( 3)
1
1
2
2
3
5
2
12
7
10
( 3)
( 3)
13
6
10
3
18
16
14
8
11
1
18
21
21
18
1
20
13
14
6
1
12
15
13
10
22
16
( 3)
539
539
539
459
-
-
-
( 3)
2
1
1
3
10
1
2
21
19
10
12
32
14
13
11
16
13
9
3
18
32
50
52
7
371
359
355
382
-
-
-
-
-
-
-
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-
-
-
-
( 3)
26
-
( 3)
-
-
(3)
-
-
-
4
-
( 3)
( 3)
-
5
13
14
32
-
-
-
-
9
12
7
7
13
51
4
6
2
2
7
28
( 3)
-
-
-
-
28
29
20
20
34
18
6
7
13
13
4
4
4
4
8
9
2
-
1
1
2
2
-
-
-
-
-
-
4
11
16
35
( 3)
( 3)
( 3)
( 3)
2
3
1
2
7
13
19
1
2
2
( 3)
-
1
2
2
2
1
-
-
-
-
-
( 3)
1
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1
2
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
Table A-8. Establishments employing 500 workers or more: Weekly hours and pay of clerical occupations, St. Louis, MO-IL, March 1995-Continued
Occupation and level
Clerks, Order
Levell .......................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Key Entry Operators
Level I .......................................................
Private industry .....................................
Service-producing industries ............
Transportation and utilities ...........
State and local government ..................
Number
of
workers
83
83
76
76 .
337
311
281
60
26
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars)2
Mean
Median
40.0
40.0
40.0
40.0
$374
374
368
368
$382
382
39.9
39.9
39.9
40.0
40.0
353
354
310
306
353
511
621
338
338
-
300
$298
298
-
-
-
420
-
Personnel Assistants (Employment)
Level II ......................................................
Private industry .....................................
71
55
39.9
39.8
411
395
Level Ill .....................................................
Private industry .....................................
54
53
40.0
40.0
504
505
-
-
Secretaries
Levell .......................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
State and local government ..................
931
725
150
150
575
206
40.0
40.0
40.0
40.0
40.0
39.8
384
374
397
397
375
368
420
354
418
339
333
352
352
329
383
1,959
1,619
442
39.9
40.0
40.0
40.0
40.0
39.8
448
446
477
477
435
459
442
440
473
473
424
455
40.0
40.0
40.0
40.0
40.0
40.0
40.0
515
515
548
509
509
546
546
479
586
507
Level II ......................................................
Private industry .....................................
Goods-produclng industries ..............
Manufacturing ...............................
Service-producing industries ............
State and local government ..................
Level Ill .....................................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ...........
State and local government ..................
442
1,177
340
1,800
1,646
789
789
857
84
154
548
485
561
508
-
-
-
346
344
365
386
386
-
388
414
361
358
356
371
-
-
$409
409
308
308
304
330
40.0
40.0
40.0
40.0
342
364
-
280
280
280
416
304
219
61
303
Under
200
Middle range
Level II ......................................................
Private industry .....................................
Service-producing industries ............
State and local government ..................
242
Percent of workers receiving straight-time weekly pay (in dollars) of-
396
393
434
434
384
415
458
458
498
498
429
413
458
-
-
378
381
364
621
364
399
389
-
402
432
432
393
451
494
487
516
516
470
504
567
573
592
592
524
694
551
200
225
250
275
300
325
350
400
450
500
550
600
650
700
750
800
850
900
950
1000
225
250
275
300
325
350
400
450
500
550
600
650
700
750
800
850
900
950
1000
and
over
-
4
4
3
3
1
1
1
1
20
20
21
21
2
2
1
1
12
12
13
13
20
20
22
22
29
29
32
32
6
6
5
5
1
1
1
1
4
4
-
-
-
-
-
-
-
-
-
-
-
-
-
3
3
3
3
28
17
16
17
8
30
33
7
7
11
10
7
7
6
3
3
3
3
5
12
23
23
27
12
-
17
21
23
2
17
18
16
16
17
14
14
26
25
25
26
25
17
15
15
-
-
-
-
-
-
-
-
-
( 3)
( 3)
( 3)
-
-
12
12
12
20
4
-
-
-
( 3)
-
-
-
-
-
-
1
2
8
11
8
11
-
-
-
-
6
6
-
( 3)
( 3)
1
1
5
6
3
3
7
2
(3)
-
-
--
-
--
-
2
-
-
( 3)
( 3)
( 3)
1
( 3)
-1
( 3)
-
--
1
-
-
( 3)
( 3)
( 3)
( 3)
1
6
-
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
27
-
1
1
-
( 3)
( 3)
-
( 3)
-
-
-
-
8
-
4
-
-
-
1
1
1
3
11
12
13
60
1
1
1
-
-
23
4
2
5
1
1
1
2
-
28
36
23
20
17
11
14
9
-
4
4
2
2
17
15
20
21
24
25
9
11
7
7
12
1
19
23
15
15
25
2
33
32
35
35
31
36
18
16
22
22
14
27
11
7
13
13
6
23
2
3
1
1
5
5
1
1
7
3
19
19
12
12
22
17
27
27
23
23
29
27
2
2
2
2
2
1
6
7
1
1
12
13
13
5
5
21
13
14
4
-
( 3)
( 3)
( 3)
( 3)
( 3)
-
-
17
3
-
-
-
1
2
2
-
-
-
-
-
-
-
-
13
13
2
2
6
6
7
8
3
2
5
5
1
8
( 3)
1
1
1
( 3)
1
1
( 3)
1
1
-
-
23
23
29
29
21
22
13
11
21
21
4
5
6
6
4
( 3)
( 3)
-
1
2
( 3)
( 3)
2
21
5
4
8
8
2
9
23
23
18
18
27
5
29
24
24
27
27
21
2
25
17
16
25
25
8
7
21
7
11
11
4
7
6
5
5
8
8
3
20
1
2
2
3
3
2
17
1
8
-
-
1
-
8
-
-
-
-
--
- -( 3)
- - ( 3)
( 3)
( 3)
( 3)
( 3)
2
-
-
-
-
-
-
-
-
( 3)
( 3)
-
-
-
( 3)
( 3)
( 3)
-
-
-
-
-
-
-
-
-
-
( 3)
2
-
-
-
-
-
-
-
-
--
-
-
-
-
-
-
-
Table A-8. Establishments employing 500 workers or more: Weekly hours and pay of clerical occupations, St. Louis, MO-IL, March 1995-Continued
Weekly pay
(in dollars) 2
Average
Occupation and level
Number
of
workers
weekly
hours'
(standard)
Mean
Median
200
300
325
-
-
-
(3)
( 3)
1
1
-
-
741
741
674
674
-
841
841
-
-
-
-
-
271
-
-
408
-
-
18
22
8
4
-
2
140
140
67
67
73
39.9
39.9
39.9
39.9
39.9
743
743
748
748
739
-
Switchboard Operator-Receptionists .. .....
Private industry ......... .............. ..............
84
68
39.8
39.9
348
337
-
319
-
-
-
Word Processors
Level I .... ................. .... ............. .... .............
50
40.0
363
-
-
-
-
-
-
Level II .. ...... ... ......... ... ..... ... ................ .. .....
Private industry ............. .. ....... ... .... ........
Service-producing industries ... .........
State and local government .............. ...•
136
85
60
51
40.0
40.0
39.9
40.0
415
401
436
404
379
350
-
436
445
-
-
-
436
-
436
-
436
-
-
-
-
1
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.
2
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
300
275
-
Level V ................... ... ..... .. .............. ..... ..... .
Private industry ..... ....... .. ..... ....... ......... ..
Goods-producing industries ..............
Manufacturing ... ..... ..... ...... ...... .. ... .
Service-producing industries ............
275
250
$654
659
670
670
643
665
638
$585
586
600
437
250
-
39.9
39.9
39.9
39.9
40.0
40.0
39.7
384
225
225
$516
516
532
531
504
408
504
501
437
209
208
228
50
64,
600
Under
200
Middle range
$597
598
6 19
619
587
558
588
Level IV ............ .. .... ... ..... .. ......... .... ............
Private industry ......... ............. ... ..... .. ... ..
Goods-producing industries .. .. ........ ..
Manufacturing ... .. ... ...................... .
Service-producing industries .... ........
Transportation and utilities ...........
State and local government ..................
574
561
575
Percent of workers receiving straight-time weekly pay (in dollars) of-
-
( 3)
2
-
1
6
-
-
-
-
325
350
400
450
500
550
600
650
700
750
800
850
900
950
1000
350
400
450
500
550
600
650
700
750
800
850
900
950
1000
and
over
-
4
7
8
9
9
4
4
1
( 3)
19
5
5
6
6
4
10
8
1
1
2
2
14
18
19
25
25
14
12
6
-
2
2
-
-
(3)
6
6
11
8
9
22
21
19
19
23
16
30
( 3)
10
6
22
3
17
16
15
15
18
2
3
10
13
13
11
11
15
2
2
3
3
1
4
4
3
3
8
8
17
17
6
6
1
16
16
21
21
11
15
15
19
19
11
14
14
4
-
11
11
13
13
8
6
6
1
1
10
12
13
12
10
6
4
7
4
-
-
-
-
-
.--
-
3
2
2
4
10
9
2
2
-
-
-
5
6
20
25
11
9
8
28
24
10
12
16
4
11
18
25
15
24
28
53
27
22
96
13
18
13
-
7
10
-
-
-
4
-
4
6
2
-
4
-
4
4
10
21
21
7
5
11
10
23
1
1
-
-
-
-
-
(3)
-
1
4
( 3)
-
( 3)
( 3)
-
( 3)
( 3)
2
- ,
-
1
1
2
2
-
3
2
-
4
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
compute means, medians, and middle ranges.
3
Less than 0.5 percent.
NOTE: Because of rounding, sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported
or that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
28
Table A-9. Establishments employing 500 workers or more: Hourly pay of maintenance and toolroom occupations, St. Louis, MO-IL, March 1995
Hourly pay
(in dollars) 1
Occupation and level
General Maintenance Workers .. ................
Private industry ..... ...... ... .... ............ .. .. ...
Service-producing industries .. .. ...... ..
State and local government ... ... ........ ....
Number
of
workers
563
290
263
273
Mean
$11.06
10.86
10.37
11 .27
Median
$10.65
10.58
10.28
10.70
Percent of workers receiving straight-time hourly pay (in dollars) of-
Middle range
$9.10
8.50
8.36
9.58
-
18.64
19.20
19.97
19.97
-
21.55
21 .55
21.55
21.55
-
20.01
20.01
20.01
20.01
17.96
$12.63
12.80
11 .94
12.44
Maintenance Electricians ........................ ...
Private industry ... ..... ... ... ........... .... ..... ...
Goods-producing industries ..............
Manufacturing .. .. ....... ....... ... ..........
Service-producing industries ... .........
State and local government ...... ... ... ......
1,348
1,213
1,148
1,148
65
135
19.61
20.03
20.24
20.24
16.23
15.87
21 .04
21 .32
21 .32
21.32
15.78
14.62
Maintenance Electronics Technicians
Level II ......... .... ............. .... ... ......... ....... .....
Private industry ....... .. ...... .. .......... ..... .. ...
Service-producing industries ... ...... .. .
Transportation and utilities ......... ..
State and local government .... ..... ....... ..
711
658
633
545
53
17.49
17.56
17.58
18.05
16.66
18.99
18.99
18.99
18.99
17.96
15.62
15.80
15.80
18.99
14.81
Level Ill .................... ... .. .. ........ ..................
Private industry .... .. ......... ... ... .... .. ......... .
80
77
18.91
18.82
19.55
18.27
-
20.32
Maintenance Machinists .................. .... ......
Private industry ........................... ..... .....
Goods-producing industries .... ....... ...
Manufacturing ......... ...... ........ ........
648
636
629
629
19.28
19.33
19.34
19.34
20.59
20.59
20.59
20.59
17.18
17.18
17.18
17.18
-
20.75
20.75
20.75
20.75
Maintenance Mechanics, Machinery ..... ... .
Private industry .... .. ........ ...... .. .... .......... .
Goods-producing industries .... ..........
Manufacturing ............... ............ ....
State and local government ........... ..... ..
637
496
461
461
141
16.38
16.91
16.87
16.87
14.53
15.45
16.08
15.90
15.90
15.00
15.00
15.06
15.06
15.06
13.12
17.62
20.16
20.16
20.16
16.39
Maintenance Mechanics, Motor Vehicle .. .
Private industry ............................ ........ .
Goods-producing industries ........ ......
Manufacturing .. ... .......... .. ..............
Service-producing industries .......... ..
Transportation and utilities ........ ...
State and local government .. .... ............
681
359
138
138
221
202
322
16.51
18.16
19.44
19.44
17.35
17.48
14.67
16.33
18.70
19.69
19.69
18.70
18.70
14.93
14.93
17.71
18.06
18.06
16.86
17.71
14.62
-
18.70
19.55
21 .28
21 .28
18.70
18.70
14.93
Maintenance Plpefltters .. ...... ... .... ........... ...
Private industry ............ ........ .. ..... .. ........
Goods-producing industries ... ... ..... ...
Manufacturing .... ................ ... ...... ..
508
495
494
494
19.64
19.60
19.61
19.61
19.97
19.97
19.97
19.97
18.74
18.74
18.74
18.74
-
20.96
20.96
20.96
20.96
-
-
-
-
-
-
16.33
-
6.00
and
under
6.50
1
1
2
-
7.00
7.50
8.00
8.50
9.00
9.50
7.50
8.00
8.50
9.00
9.50
10.00 10.50 11.00 11.50 12.00 12.50 13.00 14.00 15.00 16.00 17.00 18.00 20.00 22.00 24.00 26.00
8
12
13
6
6
6
7
8
7
8
10
9
7
7
11
7
5
6
8
12
8
8
16
9
9
8
10
( 2)
-
( 2)
( 2)
( 2)
( 2)
-
1
1
4
6
6
1
-
-
-
-
-
-
-
-
-
1
2
2
►
1
3
3
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
4
-
-
-
-
1
3
3
3
4
-
-
1
2
2
3
3
3
4
-
-
-
-
(2)
-
-
-
-
-
-
-
-
-
-
-
-
-
( 2)
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1
-
-
( 2)
-
-
-
2
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
compute means, medians, and middle ranges.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
10.00 10.50 11 .00 11 .50 12.00 12.50 13.00 14.00 15.00 16.00 17.00 18.00 20.00 22.00 24.00
6.50
7.00
-
-
1
-
( 2)
4
1
1
1
1
-
2
2
-
3
3
3
-
-
-
1
2
-
3
3
( 2)
-
-
-
1
( 2)
( 2)
( 2)
5
6
6
4
4
4
1
( 2)
( 2)
2
5
3
4
4
3
-
-
-
3
3
(2)
(2)
(2)
-
1
1
(2)
(2)
3
2
2
3
4
7
8
1
1
( 2)
( 2)
( 2)
3
7
2
2
1
1
14
7
2
2
1
7
7
7
6
4
9
8
8
10
3
3
3
3
4
( 2)
(2)
8
3
5
-
( 2)
1
-
-
-
-
12
11
10
10
20
30
4
2
( 2)
( 2)
23
24
1
1
1
1
2
6
13
15
15
15
14
-
63
68
72
72
8
10
( 2)
( 2)
4
2
2
2
1
4
5
2
2
1
45
39
42
43
49
2
25
27
28
32
11
1
1
8
3
3
1
11
-
-
,2
2
1
1
11
4
3
3
3
-
-
-
-
-
-
5
5
7
8
6
6
5
5
29
29
45
47
1
1
1
1
-
-
-
( 2)
( 2)
4
3
3
3
1
1
( 2)
( 2)
( 2)
23
23
23
23
18
18
18
18
53
53
54
54
1
1
( 2)
( 2)
( 2)
2
2
( 2)
( 2)
( 2)
2
( 2)
( 2)
( 2)
9
3
2
2
2
8
14
13
14
14
16
31
32
34
34
26
9
4
2
2
28
13
17
18
18
3
3
21
27
28
28
1
1
( 2)
1
1
1
6
2
4
4
1
1
10
27
( 2)
8
6
9
15
18
18
13
14
2
28
53
38
38
62
68
8
16
41
41
-
-
16
16
16
16
47
48
48
48
35
33
33
33
-
5
1
1
-
-
2
2
1
-
-
2
2
2
-
4
7
-
-
1
1
-
8
-
-
1
1
2
-
-
-
( 2)
( 2)
-
-
-
(2)
57
3
3
3
3
6
1
-
-
-
-
2
1
12
9
3
10
-
-
-
-
-
-
( 2)
( 2)
-
-
2
2
2
-
-
-
-
-
( 2)
-
-
-
-
(2)
( 2)
-
-
2
-
-
(2)
-
-
-
-
-
Less than 0.5 percent.
NOTE: Because of rounding , sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported or
that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
29
Table A-10. Establishments employing 500 workers or more: Hourly pay of material movement and custodial occupations, St. Louis, MO-IL, March 1995
Hourly pay
(in dollars) 1
Occupation and level
Number
of
workers
Percent of workers receiving straight-time hourly pay (in dollars) of-
4.25
Mean
Median
Middle range
and
under
4.50
Forklift Operators .......................................
879
875
724
$16.74
16.74
14.96
14.08
$13.59
13.59
13.59
13.59
7.00
6.56
13.47
13.47
6.40
9.33
5.56
5.50
9.23
9.23
5.30
8.61
688
$16.16
16.18
16.07
15.82
Level I ................... ....................................
Private industry .................... .................
Goods-producing industries ..............
Manufacturing ............ ................ ...
Service-producing industries ............
State and local government .. ................
1,705
1,505
88
88
1,417
200
7.47
7.14
11.60
11 .60
6.87
9.90
Level II ...................... ................................
Private industry .. ...................................
Service-producing industries ............
521
501
137
14.42
14.52
9.82
16.63
16.83
9.90
11.54
11 .73
8.56
Janitors ....... .................................................
7,394
5,618
418
417
5,200
97
1,776
7.07
6.32
13.40
13.42
5.75
11.89
9.46
6.00
5.29
13.28
13.28
5.25
11.69
9.72
5.00
4.85
10.82
10.85
4.75
9.35
8.02
Private industry .....................................
Goods-producing industries ..............
Manufacturing ..... ......... ............... ..
Guards
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
Service-producing industries ............
Transportation and utilities ...........
State and local government ... ......... ......
Material Handling Laborers .......................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...............................
763
737
502
502
.
16.60
16.69
17.11
17.11
16.64
16.64
19.41
19.41
14.50
16.64
12.49
12.49
Order FIiiers ................................................
564
Private industry .....................................
Goods-producing industries ..............
Manufacturing ............ ........ .. .........
564
230
230
8.23
8.23
10.73
10.73
7.00
7.00
10.19
10.19
6.00
6.00
10.19
10.19
ShlpplnwRecelvlng Clerks ........................
576
567
347
347
220
12.83
12.84
14.22
14.22
10.67
12.75
12.75
13.66
13.66
9.66
9.45
9.45
10.72
10.72
8.33
Light Truck .......................................... ......
Private industry .. .................. .................
89
71
11 .26
11.77
9.70
7.62
Medium Truck:
Private industry:
Goods-producing industries ..... .........
Manufacturing ................... ............
72
72
16.52
16.52
-
545
168
13.06
12.17
11.95
11 .60
Private industry .......... ...........................
Goods-producing industries ..............
Manufacturing ........................... ....
Service-producing industries ............
Heavy Truck ........................ ......... ...... ......
State and local government ..................
-
-
-
-
-
-
-
-
-
1
1
1
1
9
9
11
11
7
7
8
9
5
5
15
17
9
10
5
18
-
-
-
3
4
19
25
16.67
16.67
17.78
17.78
12.75
-
14.47
-
-
-
-
10.36
11.07
-
-
19.41
19.41
19.41
19.41
5
-
-
-
27
-
-
-
-
18
24
1
1
26
12
-
-
-
-
-
-
-
-
-
-
--
-
16.55
12.98
-
-
10.19
10.19
10.63
10.63
-
-
-
-
-
-
13
14
-
11
( 2)
15
2
-
-
8
11
-
11
4
1
-
-
-
-
5
6
3
3
6
9
10
5
5
11
( 2)
7
8
3
3
8
1
7
6
6
6
6
10
6
3
2
2
3
25
7
5
19
19
4
19
6
5
2
2
5
14
2
1
2
2
1
4
-
5
6
-
-
-
7
7
( 2)
( 2)
8
4
4
40
42
14
14
-
2
2
-
1
1
9
9
( 2)
( 2)
4
4
8
8
1
-
-
6
7
1
1
7
5
5
3
3
6
4
3
1
1
3
4
3
2
2
3
4
2
5
5
2
7
1
7
7
1
14
23
6
1
9
9
( 2)
5
20
3
1
10
10
( 2)
14
10
1
( 2)
6
6
( 2)
1
1
8
8
( 2)
3
3
1
( 2)
4
4
( 2)
1
2
1
1
4
4
1
45
( 2)
2
2
27
27
11
11
16
16
1
( 2)
3
1
(2)
( 2)
-
-
-
6
6
2
2
12
12
12
3
3
-
3
3
-
4
4
-
-
1
1
( 2)
( 2)
7
6
-
10
-
1
-
4
4
5
5
-
5
6
7
7
4
4
2
2
5
5
6
6
3
3
( 2)
( 2)
2
2
4
4
24
24
60
60
1
1
3
3
( 2)
( 2)
( 2)
( 2)
-
-
9
9
21
21
1
1
2
2
2
2
3
12
11
3
3
24
13
14
22
22
2
2
3
3
-
1
1
-
-
5
10
-
3
3
3
2
2
4
4
4
2
2
7
16
16
13
13
22
11
10
13
13
5
7
8
7
7
13
6
2
3
10
8
13
17
3
-
6
1
-
--
-
-
6
6
6
6
3
14
12
13
19
43
-
-
2
3
-
-
-
-
-
-
-
-
-
-
3
2
( 2)
( 2)
-
2
2
-
30
-
3
2
4
24
24
2
-
-
5
4
16
13
13
2
( 2)
( 2)
1
1
-
5
4
15
-
1
1
-
-
9
9
30
-
1
1
-
-
5
3
-
( 2)
( 2)
( 2)
( 2)
17
17
3
3
10
-
-
3
19
3
3
56
56
( 2)
3
-
4
4
5
6
3
3
3
4
20
( 2)
( 2)
-
3
3
3
3
1
1
2
-6
-
23
23
27
29
-
4
-
-
-
-
-
6
-
-
-
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
9.00
10.00 11 .00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21 .00
9.00
16.83
16.83
10.83
8.47
6.73
16.61
16.61
6.28
15.25
10.89
10.00 11.00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00
8.50
8.50
-
-
8.00
8.00
-
-
7.50
7.50
-
3
7.00
7.00
8.82
8.05
13.69
13.69
7.75
11 .69
2
3
6.50
6.50
-
-
6.00
6.00
-
-
5.50
5.50
$19.89
19.89
19.89
19.89
-
5.00
5.00
-
Truckdrlvera
-
4.50
3
-
-
-
-
-
4
-
-
-
30
30
36
38
-
-
-
-
27
28
-
-
-
9
10
14
14
35
36
54
54
-
-
-
-
-
-
10
10
16
16
10
10
17
17
-
1
1
1
1
-
-
-
-
-
-
-
4
4
5
-
-
-
and
over
( 2)
( 2)
( 2)
( 2)
-
3
3
4
4
-
-
1
1
1
1
-
-
2
2
2
2
2
-
-
21
27
-
-
-
-
13
17
-
-
-
15
15
-
21
21
1
1
-
-
-
51
51
-
6
19
1
2
3
9
21
16
14
-
-
-
4
-
-
-
-
-
-
-
-
Table A-10. Establishments employing 500 workers or more: Hourly pay of material movement and custodial occupations, St. Louis, MO-IL, March 1995-Continued
Hourly pay
(in dollars) 1
Occupation and level
Number
of
workers
Mean
Median
Percent of workers receiving straight-time hourly pay (in dollars) of-
Middle range
-
Tractor Trailer ...........................................
Private industry .....................................
Goods-producing industries ..............
Manufacturing ...................... .........
518
518
179
167
$18.06
18.06
17.25
17.16
$18.89
18.89
16.80
16.80
$17.31
17.31
15.38
15.38
-
$19.36
19.36
20.19
20.19
Warehouse Specialists ..............................
758
698
14.04
14.32
11.77
11 .77
16.21
10.73
14.75
16.40
11.45
11 .45
16.82
10.53
11.45
11 .50
10.21
10.21
16.40
10.34
-
16.82
16.90
12.56
12.56
17.31
11 .53
Private industry ............... ... .. ....... .. ........
Goods-producing industries ..............
Manufacturing ............ .. ......... ........
Service-producing industries ............
State and local govemment .. ................
296
296
402
60
4.25
and
under
4.50
-
5.00
5.50
6.00
6.50
7.00
7.50
8.00
8.50
9.00
5.50
6.00
6.50
7.00
7.50
8.00
8.50
9.00
10.00 11 .00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21 .00
-
-
-
-
-
-
-
-
-
. --
( 2)
( 2)
( 2)
( 2)
1
1
1
1
3
2
-
-
-
-
-
-
( 2)
1
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
compute means, medians, and middle ranges.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
10.00 11 .00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21 .00
and
over
4.50
5.00
-
-
1
2
2
-
4
4
( 2)
12
5
5
12
12
-
-
-
-
-
-
( 2)
( 2)
1
1
1
1
3
4
1
3
3
5
5
1
3
10
6
13
13
1
50
9
9
21
21
1
8
11
11
25
25
1
3
3
3
6
6
1
8
( 2)
1
1
-
7
-
2
2
13
13
36
38
8
8
22
24
18
18
25
25
8
1
23
23
6
6
3
3
7
5
( 2,)
( 2)
27
29
18
20
2
2
5
5
1
1
3
3
-
-
( 2)
2
-
50
-
-
-
35
-
-
-
-
-
10
10
30
32
-
-
-
-
Less than 0.5 percent.
NOTE: Because of rounding, sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported or
that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
31
Table A-11. Health services: Weekly hours and pay of professional, administrative, technical, protective service, and clerical occupations, St. Louis, MO-IL, March 1995
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars) 2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
Under
200
Middle range
200
225
225
250
250
300
300
350
350
400
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
1500
600
650
700
800
900
1000
1100
1200
1300
1400
1500
and
over
32
32
35
35
13
13
15
15
3
3
3
3
7
7
6
6
4
4
4
4
2
3
2
2
34
37
34
37
34
37
34
37
21
15
21
4
15
450
500
550
14
14
29
29
36
36
29
29
29
29
14
14,
14
14
14
14
7
7
14
14
5
5
7
7
12
12
16
16
23
23
9
9
25
25
33
33
18
18
16
16
11
11
13
13
6
6
7
7
3
1
6
3
4
4
3
3
6
6
9
9
26
27
21
21
31
31
32
33
12
12
21
21
18
18
9
9
16
16
9
9
8
8
9
9
29
29
29
29
PROFESSIONAL OCCUPATIONS
Accountants
Level I ......................................... .... ..........
Private industry .. .................... ...........
Hospitals .... ...........................................
Private industry .................................
14
14
7
7
38.8
38.8
40.0
40.0
$498
498
492
492
Level II ......................................................
Private industry .................................
Hospitals ......................... ... ....... .... .. .. .. ..
Private industry .................................
65
65
45
45
39.7
39.7
40.0
40.0
568
568
575
575
$558
558
558
558
$505
505
504
504
-
$630
630
635
635
Level Ill .................................................... .
Private industry .................................
Hospita ls ........................... .. ..................
Private industry .................................
68
67
34
33
39.8
39.8
40.0
40.0
748
751
736
742
725
726
708
708
683
683
666
673
824
827
812
812
Level IV ..................................... .............. ..
Private industry ...... .. .... .... .................
Hospitals ........................... ... ... ..............
Private industry ........ .. ........ ...... .. .... ...
38
38
34
34
39.8
39.8
40.0
40.0
981
981
999
999
990
990
1,006
1,006
914
914
962
962
-
Registered Nurses
Level II ....... ...............................................
Private industry .................................
Hospitals .. .. .... .... ......... .. ... .. .......... .. ... ....
Private industry ......................... ........
7,990
7,907
7,208
7,129
39.8
39.8
39.8
39.8
662
662
668
668
657
658
670
672
564
563
561
561
Level II specialists ....................................
Private industry .. .... .. .... .. .... ...............
Hospitals .. ...... ......................... ..... ... .. ....
Private industry ........ .. .......................
571
571
571
571
40.0
40.0
40.0
40.0
725
725
725
725
750
750
750
750
662
662
662
662
Level Ill .....................................................
Private industry .................................
Hospitals ... .............. ..... .............. .. .........
Private industry ......... .. .... .... ..............
200
199
196
195
40.0
40.0
40.0
40.0
874
874
870
870
852
852
852
852
805
803
803
803
Level Ill anesthetists ................ .. ........ .. .....
Private industry .. ...... .................... .... .
Hospitals ... ..... ....... ........... ........... ....... ...
Private industry .................................
29
27
29
27
40.0
40.0
40.0
40.0
1,442
1,431
1,442
1,431
-
-
-
-
1,014
1,014
1,077
1,077
755
756
765
766
1
1
( 3)
( 3)
780
780
780
780
936
936
925
926
13
13
14
14
12
12
11
11
15
14
12
12
13
13
13
13
23
23
25
25
15
15
17
17
( 3)
( 3)
( 3)
( 3)
2
2
2
2
10
10
10
10
8
8
8
8
15
15
15
15
47
47
47
47
17
17
17
17
( 3)
( 3)
( 3)
( 3)
( 3)
4
5
5
5
16
17
17
17
48
48
49
49
17
17
1
1
1
17
17
10
11
10
11
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
7
7
8
8
32
4
Table A-11. Health services: Weekly hours and pay of professional, administrative, technical, protective service, and clerical occupations, St. Louis, MO-IL, March 1995 - Continued
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars) 2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
Under
Middle range
200
200
225
250
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
1500
225
250
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
1500
and
over
4
4
4
4
23
23
23
23
35
35
35
35
4
4
4
4
19
19
19
19
15
15
15
15
14
14
17
17
29
29
33
33
29
29
33
33
25
25
23
23
19
19
23
23
35
35
32
32
32
32
32
32
3
3
4
4
18
18
9
9
45
45
ADMINISTRATIVE OCCUPATIONS
Buyers/Contracting Specialists
Level i ..•. .••••.•••••••••••. ••• .••.. ..••.••••..••• ••• •..•.••.
Private industry ................. ................
Hospitals ........ ...... .......... .. ........ ... .... ......
Private industry ......•.... ................ ..... .
26
26
26
26
40.0
40.0
40.0
40.0
$494
494
494
494
Level II ..... ... ......................... ................... ..
Private industry ... ..............................
Hospitals ...............................................
Private industry ... ............................ ..
7
7
6
6
39.6
39.6
40.0
40.0
691
691
718
718
Computer Programmers
Level II .... ....... .... .......................................
Private industry .. .... ......................... ..
Hospitals ........................ .... ...................
Private industry ... .............. .. ........ .. .. ..
16
16
13
13
39.8
39.8
40.0
40.0
596
596
601
601
583
583
543
543
-
616
616
Computer Systems Analysts
Level II ................................. ............. .... ....
Private industry .......................... ... .. ..
Hospitals ....... ............ .............. ..............
Private industry ....... ..........................
31
31
28
28
39.8
39.8
40.0
40.0
855
855
853
853
846
846
843
843
789
789
774
774
-
938
938
953
953
Level Ill ................ ........... ..................... ... ..
Private industry ................... ..............
11
11
39.3
39.3
1,039
1,039
Personnel Specialists
Level I ...... .............. .... ...................... .........
Private industry ............. .... .. ..............
Hospitals ..... ........ .................... .... ..........
Private industry ..... ... ....................... ..
7
7
6
6
39.6
39.6
40.0
40.0
452
452
454
454
Level II ........................ ..............................
Private industry .................... .............
Hospitals ... .... ......... ...............................
Private industry ........... .......... ....... .....
49
48
29
28
40.0
40.0
40.0
40.0
553
555
576
580
538
538
565
565
490
490
499
503
-
-
577
577
593
610
Level Ill ........................... ............. ....... .. ....
Private industry ..... .... ........ .. .......... ... .
Hospitals ... .... .... ............. ... ... .................
Private industry .................... .............
57
56
46
45
40.0
40.0
40.0
40.0
709
710
709
710
695
695
712
713
662
664
655
655
-
760
760
760
760
Level IV .. ............ ... .... .......... ...... ..... ...........
Private industry .................................
Hospitals .............. ....... ... ....... ................
Private industry ...... ................ ...........
29
28
21
20
39.5
39.5
40.0
40.0
924
934
946
961
915
923
947
949
848
848
-
985
988
988
1,000
$467
467
467
467
$447
447
447
447
-
$551
551
551
551
14
14
17
17
-
6
6
8
8
6
6
8
8
910
-
31
31
31
31
2
2
3
4
35
33
24
21
4
4
4
4
29
29
17
18
27
27
-:z.
18
19
31
32
6
6
7
7
2
2
3
4
6
6
10
11
2
2
3
4
7
7
9
9
9
7
11
9
35
32
32
39
40
11
11
13
13
2
2
2
2
2
2
22
22
7
7
24
25
14
15
41
43
52
55
3
4
5
5
7
4
10
5
33
23
23
25
25
14
14
17
17
86
86
83
83
909
13
13
8
8
6
6
7
7
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
14
14
36
17
18
19
20
Table A-11. Health services: Weekly hours and pay of professional, administrative, technical, protective service, and clerical occupations, St. Louis, MO-IL, March 1995 - Continued
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars) 2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
Under
200
Middle range
200
225
250
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
225
250
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
1500
6
6
8
8
9
9
11
11
28
28
36
36
30
30
28
28
15
15
14
14
4
4
3
3
4
4
4
4
33
38
38
44
44
15
15
22
22
21
21
17
16
36
37
23
23
29
28
37
38
4
5
9
9
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
TECHNICAL OCCUPATIONS
Computer Operators
Level II ............................. .........................
Private industry .................................
Hospitals ... ............................................
Private industry .................................
47
47
36
36
40.0
40.0
40.0
40.0
$417
417
392
392
Level Ill ..... .......................... ........... ...........
Private industry .. ............. ............ ......
Hospitals .............. .................................
Private industry ................ ...... ...........
13
13
9
9
39.6
39.6
40.0
40.0
534
534
31
31
509
509
33
Ucensed Practical Nurses
Level II .... ....... .. ................ ..... .... .. ...... ........
Private industry .................................
Hospitals ............... ................................
Private industry .................................
2,841
2,764
1,011
987
40.0
40.0
40.0
40.0
475
475
478
479
480
493
496
434
434
428
432
-
520
520
529
531
Level I ........................•..............................
182
40.0
282
272
232
-
336
Level II ............................ ........ ..................
Private industry .•.............. .................
Hospitals ....•..........•.......... ....... ..............
Private industry .•..•....... ....•................
7,079
6,683
1,584
1,576
40.0
40.0
40.0
40.0
271
261
298
298
250
246
288
288
230
229
259
259
-
Level Ill ........... ................ ........ .... .......... ....
Private industry ................... ......... .....
837
793
39.3
39.3
318
309
296
294
280
280
Clerks, Accounting
Level I .....................•.................... ....... ......
Private industry ......... ... ......... .. ..........
Hospitals ....................................... ......•.
Private industry ..•.......•.•...•....••... .......
10
10
8
8
40.0
40.0
40.0
40.0
267
267
273
273
Level II ........................................ ..............
Private industry ................... ..............
Hospitals ................ ................... ............
Private industry •..........•.•....•....•..... ....
181
181
98
98
39.8
39.8
40.0
40.0
349
349
368
368
341
341
374
374
313
313
320
320
Level Ill ............................... .................... ..
Private industry ................ .................
Hospitals .....................•.........................
Private industry ....... ..........................
57
55
46
44
40.0
40.0
40.0
40.0
414
415
424
427
400
410
431
367
367
371
374
Level IV .............•.•.. ........................ ...........
Private industry ................ ... ..............
Hospitals ..... ..........................................
Private industry ................ .................
10
10
9
9
40.0
40.0
40.0
40.0
511
511
510
510
$402
402
394
394
480
$374
374
362
362
Nursing Assistants
-
-
-
-
$456
456
434
434
334
1
1
( 3)
335
( 3)
300
287
2
2
3
3
8
7
12
11
9
29
22
37
4
21
22
3
3
27
29
12
12
26
28
42
43
13
14
27
27
6
5
13
13
3
1
1
1
3
( 3)
( 3)
( 3)
( 3)
3
3
50
53
23
25
11
11
6
5
2
2
4
( 3)
30
30
25
25
70
70
75
75
32
32
19
19
32
32
35
35
14
14
26
26
2
2
4
4
5
5
7
7
44
42
30
27
32
33
39
41
11
11
13
14
4
4
4
5
20
20
22
22
30
30
33
30
30
22
22
338
334
( 3)
15
15
( 3)
( 3)
( 3)
( 3)
CLERICAL OCCUPATIONS
435
-
--
381
381
415
415
4
4
14
14
15
15
446
446
447
450
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
34
33
5
5
7
7
10
10
11
11
10
10
11
11
1500
and
over
Table A-11. Health services: Weekly hours and pay of professional, administrative, technical, protective service, and clerical occupations, St. Louis, MO-IL, March 1995-Continued
Occupation and level
Number
of
workers
Average
weekly
hours 1
(standard)
Weekly pay
(in dollars)2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
Clerks, General
Level I ........................ ...............................
Private industry .................................
Hospitals ........ ..... ..................................
Private industry .................................
38
38
38
38
40.0
40.0
40.0
40.0
$280
280
280
280
$277
277
277
277
$237
237
237
237
Level II ········································ ···· ·-···· ·· ·
Private industry .................................
Hospitals .................................. .............
Private industry ................... ..............
221
221
184
184
39.9
39.9
40.0
40.0
308
308
317
317
298
298
304
304
263
263
276
276
-
Level Ill ....................... .......... ....................
Private industry .......... ... ....................
Hospitals ........... .......... ........................ ..
Private industry .................................
127
127
78
78
40.0
40.0
40.0
40.0
324
324
326
326
327
327
325
325
288
288
286
286
-
Level IV ........... .. ....... .............. ..... ..............
Private industry .................................
Hospitals ......... ......................................
Private industry ... ..............................
14
14
14
14
40.0
40.0
40.0
40.0
420
420
420
420
Key Entry Operators
Level I ... ........... ........................... ..... .........
Private industry ............. ......... ...........
Hospitals ...... ..... ........ ........ ...... ... ...........
Private industry .................................
82
81
42
41
39.8
39.8
40.0
40.0
321
322
327
327
33
362
363
375
376
-
-
288
288
282
282
-
389
394
314
302
314
314
353
353
350
350
343
343
441
441
304
306
310
320
Level II .......... ............................................
Private industry ........ ................. ...... ..
Hospitals ...............................................
Private industry ................. ................
32
27
26
40.0
40.0
40.0
40.0
Personnel Assistants (Employment)
Level II ............................................ ..........
Private industry ......... .... .... .. ............ ..
Hospitals ........................... .... ........ ........
Private industry ........ .........................
16
16
15
15
40.0
40.0
40.0
40.0
386
386
388
388
370
370
370
370
Level Ill .....................................................
Private industry ......................... ........
Hospitals ...............................................
Private industry .................................
36
36
16
16
39.9
39.9
40.0
40.0
407
407
462
462
364
364
460
460
350
332
Under
200
Middle range
$316
316
316
316
358
358
362
362
371
371
369
369
5
5
5
5
200
225
250
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
225
250
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
1500
13
13
13
13
11
11
11
11
32
32
32
32
32
32
32
32
5
5
5
5
3
3
3
3
15
15
10
10
38
38
38
38
,18
18
19
19
28
28
( 3)
9
9
31
31
36
36
26
26
24
24
34
34
40
40
14
14
14
14
36
36
36
36
21
21
21
21
7
7
7
7
4
4
2
2
5
5
7
7
( 3)
1
1
-
43
42
43
41
38
38
-
344
344
347
347
34
11
11
14
15
-
412
412
412
412
24
25
19
19
24
25
19
19
24
22
30
27
18
19
22
23
3
3
4
4
-
436
436
436
13
13
13
13
56
56
53
53
13
13
13
13
19
19
20
20
460
460
33
33
25
25
536
536
19
19
6
6
6
6
17
17
31
31
-
-
-
436
See footnotes at end of table.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
33
33
35
33
21
21
21
21
3
3
4
4
19
19
44
44
.:..
3
3
4
4
1500
and
over
Table A-11. Health services: Weekly hours and pay of professional, administrative, technical, protective service, and clerical occupations, St. Louis, MO-IL, March 1995 -
Occupation and level
Number
of
workers
Average
weekly
hours 1
(stan dard)
Weekly pay
(in dollars)2
Mean
Median
Percent of workers receiving straight-time weekly pay (in dollars) of-
Under
200
Middle range
Secretaries
Level I ......................................... .... .. ........
Private industry .......................... ... ....
Hospitals ................. ............... .... ... ... .. ...
Private industry .. ... ......................... ...
155
155
155
155
40.0
40.0
40.0
40.0
$367
367
367
367
$366
366
366
366
$334
334
334
334
Level II ........ .. ... ................................ .........
Private industry .. ....... .. .. ....................
Hospitals ............. ................. .................
Private industry ................ .. .. .. .... .......
240
239
227
226
39.9
39.9
40.0
40.0
416
416
417
417
420
420
420
420
378
378
378
378
Level Ill ........ ..... ....... ... ...................... ... .....
Private industry ... ..............................
Hospitals ........................ ............. ......... .
Private industry .... .. .. ................ .........
329
329
314
314
39.9
39.9
40.0
40.0
471
471
471
471
466
466
466
466
420
420
419
419
Level IV ......... ... ..................................... .. ..
Private industry .. ................. .......... ....
Hospitals ... .................................. ..... .....
Private industry .. ........ ......... ..... .........
62
61
61
60
40.0
40.0
40.0
40.0
591
591
591
591
600
601
601
601
529
529
529
527
-
...
-
-
-
-
200
225
250
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
225
250
300
350
400
450
500
550
600
650
700
800
900
1000
1100
1200
1300
1400
1500
12
12
12
12
32
32
32
32
25
25
25
25
24
24
24
24
8
8
8
8
5
5
5
5
8
8
8
8
23
23
22
22
30
30
30
30
23
23
25
25
9
9
9
9
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
( 3)
3
3
4
4
13
13
13
13
24
24
24
24
30
30
30
30
14
14
13
13
9
9
9
9
5
5
5
5
13
13
13
13
15
15
15
15
23
21
21
20
23
23
23
23
23
23
23
23
5
5
5
5
$408
408
408
408
463
464
464
464
(3)
( 3)
( 3)
( 3)
515
515
515
515
660
660
660
660
3
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.
2
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
compute means, medians, and middle ranges.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Continued
4
1500
and
over
Less than 0.5 percent.
Workers were distributed as follows : 7 percent at $1 ,600 and under $1,700 and 7 percent at $1 ,900 and under $2,000.
NOTE: Because of rounding, sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported
or that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
36
Table A-12. Health services: Hourly pay of maintenance, toolroom, material movement, and custodial occupations, St. Louis, MO-IL, March 1995
Hourly pay
(in dollars) 1
Occupation and level
Number
of
workers
Mean
Median
Percent of workers receiving straight-time hourly pay (in dollars) of-
Middle range
4.25
and
under
4.50
4.50
4.75
5.00
5.50
6.00
6.50
7.00
7.50
8.00
8.50
9.00
9.50
4.75
5.00
5.50
6.00
6.50
7.00
7.50
8.00
8.50
9.00
9.50
10.00 11.00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00
7
7
1
22
23
3
3
1
1
2
2
4
4
6
6
5
5
8
8
10.00 11 .00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00
and
over
MAINTENANCE AND TOOLROOM
OCCUPATIONS
-
General Maintenance Workers .............. ....
Private industry .................................
Hospitals .. ..... .... .. ........ .. ...... .... ..............
Private industry ......... ............ ............
363
355
169
161
$9.86
9.81
11.05
11.01
$10.02
10.02
10.91
10.72
$7.76
7.76
9.82
9.77
Maintenance Electrlclans ....... .. ........... .......
Private industry .. .......... ......... ..... .......
Hospitals ................... .... ...... .. .. .. ............
Private industry .. .... ..... ......................
27
27
27
27
14.62
14.62
14.62
14.62
14.50
14.50
14.50
14.50
13.73
13.73
13.73
13.73
-
-
Maintenance Electronlcs Technicians
Level II .. ................ ................................... .
Private industry .......... .. .....................
Hospitals ....................................... ........
Private industry ........... ......................
67
66
67
66
14.96
15.00
14.96
15.00
15.07
15.08
15.07
15.08
13.72
13.73
13.72
13.73
Level Ill ............ .........................................
Private industry .............................. ...
Hospitals ...................... ... .......... ............
Private industry .................................
18
18
18
18
18.68
18.68
18.68
18.68
18.27
18.27
18.27
18.27
17.16
17.16
17. 16
17.16
Guards
Level I ................................ ... ... .................
Private industry .................................
Hospitals ....... ........................................
Private industry .. ............... .. .......... .. ..
395
392
299
296
7.80
7.79
8.56
8.55
7.86
7.75
8.40
8.33
6.16
6.1 6
7.43
7.43
Janitors ... ................................... ..... ........ .....
Private industry .................................
Hospitals ........... ............ .. .... ....... ... ........
Private industry ................. ..... ........ ...
2,728
2,706
1,780
1,758
6.18
6.17
6.51
6.49
5.94
5.94
6.28
6.26
Shipping/Receiving Clerks ........................
Private industry ........... .............. ........
Hospitals .............................. .................
Private industry .. ....... .......... .. ............
40
40
40
40
8.00
8.00
8.00
8.00
Truckdrlvers
Light T ruck ............................... ..... ............
Private industry .... .......... ...................
Hospitals .......... .....................................
Private industry ..... ............ .......... ......
26
26
26
26
8.36
8.36
8.36
8.36
$11.47
11 .27
12.32
12.05
22
23
28
29
11
11
17
17
12
10
12
8
6
6
11
11
2
2
4
4
2
2
3
3
16.15
16.15
16.15
16.15
4
4
4
4
4
4
4
4
7
7
7
7
26
26
26
26
19
19
19
19
11
11
11
11
26
26
26
26
4
4
4
4
-
16.82
16.82
16.82
16.82
1
2
1
2
7
8
7
8
9
8
9
8
16
17
16
17
15
15
15
15
22
23
22
23
7
8
7
8
15
15
15
15
6
6
6
6
-
19.67
19.67
19.67
19.67
6
6
6
6
17
17
17
17
17
17
17
17
22
22
22
22
-
-
4
4
4
4
8
8
39
39
39
2
39
2
MATERIAL MOVEMENT AND
CUSTODIAL OCCUPATIONS
-
9.16
9.10
9.79
9.83
5.29
5.27
5.52
5.52
-
6.87
6.86
7.36
7.36
7.96
7.96
7.96
7.96
7.12
7.12
7.12
7.12
-
8.85
8.85
8.85
8.85
8.43
8.43
8.43
8.43
7.22
7.22
7.22
7.22
-
9.41
9.41
9.41
9.41
-
-
14
14
2
2
2
2
( 3)
(3 )
3
3
3
3
27
27
20
20
5
5
7
7
6
6
1
1
10
10
7
7
8
8
11
11
8
8
10
10
13
13
17
17
8
8
11
11
5
5
7
7
19
19
20
20
13
14
12
12
13
13
13
13
8
8
12
12
5
5
8
8
5
4
7
7
3
3
4
4
( 3)
( 3)
1
10
10
10
10
35
35
35
35
5
5
5
5
2
2
2
2
25
25
25
25
13
13
13
13
7
7
7
7
19
19
19
19
12
12
12
12
12
12
12
12
8
8
8
8
15
15
15
15
19
19
19
19
8
8
8
8
2
2
2
2
1
3
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance
bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments,
attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under
cost-of-living clauses, and incentive payments, however, are included. See Appendix A for definitions and methods used to
compute means, medians, and middle ranges.
2
Workers were distributed as follows: 17 percent at $19.00 and under $20.00 and 22 percent at $21 .00 and under $22.00.
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5
4
6
5
13
14
18
18
( 3)
( 3)
( 3)
( 3)
4
4
5
5
( 3)
(3)
( 3)
( 3)
( 3)
( 3)
( 3)
(3)
8
8
8
8
Less than 0.5 percent.
NOTE: Because of rounding, sums of individual intervals may not equal 100 percent. Dashes indicate that no data were reported or
that data did not meet publication criteria. Overall occupation or occupational levels may include data for categories not shown
separately.
37
Appendix A.
Scope and Method
of Survey
Scope
This survey of the St. Louis, MQ!-IL Metropolitan Statistical Area covered
establishments employing 50 workers or more in goods producing industries
(mining, construction, and manufacturing); ser-vice producing industries
(transportation, communications, electric, gas, and sanitary services; wholesale
trade; retail trade; finance, insurance, and real estate; and service industries,
including health services); and State and local govemments. 1 Private households,
agriculture, the Federal Government, and the self-employed were excluded from
the survey. Table 1 in this appendix shows the estimated number of establishments
and workers within scope of the survey and the number actually included in the
survey sample.
In other words, the larger the number of employees expected to be found · in
designated occupations, the larger the establishment sample in that stratum. An
upward adjustment to the establishment sample size also was made in strata
expected to have relatively high sampling error for certain occupations, based on
previous survey experiences. (See section on "Reliability of estimates" below for
discussion of sampling error.)
Data collection and payroll reference
Data for the survey were obtained primarily by personal visits of the Bureau's
field economists to a sample of establishments within the St. Louis, MO-IL
Metropolitan Statistical Area. Collection for the survey was from November 1994
through May 1995 and reflects an average payroll reference month of March 1995.
Data obtained for a payroll period prior to the end of February 1995 were updated
to include general wage changes, if granted, scheduled to be effective through that
date.
Sampling frame
The list of establishments from which the survey sample was selected (the
sampling frame) was developed from the State unemployment insurance reports for
the St. Louis, MO-IL Metropolitan Statistical Area (March 1991). Establishments
with 50 workers or more during the sampling frame's reference period were
included in the survey sample even if they employed fewer than 50 workers at the
time of the survey.
The sampling frame was reviewed for completeness and accuracy prior to the
survey and, when necessary, corrections were made: Missing establishments were
added; out-of-business and out-of-scope establishments were removed; and
addresses, employment levels, industry classification, and other information were
updated.
Occupational pay
Occupations surveyed are common to a variety of public and private industries,
and were selected from the following employment groups: (1) Professional and
administrative; (2) technical and protective service; (3) clerical; (4) maintenance
and toolroom; and (5) material movement and custodial.
Occupational
classification was 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, along with corresponding
occupational codes and titles from the 1980 edition of the Standard Occupational
Classification Manual.
Unless otherwise indicated, the pay data following the job titles are for all
industries combined. Pay data for some of the occupations for all industries
combined (or for some industry divisions within the scope of the survey) are not
presented in the A-series tables because either (1) data did not provide statistically
reliable results, or (2) there was the possibility of disclosure of individual
Survey design
The survey design includes classifying individual establishments into groups
(strata) based on industry and employment size, determining the size of the sample
for each group (stratum), and selecting an establishment sample from each stratum.
The establishment sample size in a stratum was determined by expected number of
employees to be found (based on previous occupational pay surveys) in
professional, administrative, technical, protective service, and clerical occupations.
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A-1
establishment data. Pay data not shown separately for industry divisions are
included in data for all industries combined.
Occupational pay data are shown for full-time workers, i.e., those hired to work a
regular weekly schedule. Pay data exclude premium pay for overtime and for work
on weekends, holidays, and late shifts. Also excluded are bonuses and lump-sum
payments of the type negotiated in the auto and aerospace industries, as well as
profit-sharing payments, attendance bonuses, Christmas or year-end bonuses, and
other nonproduction bonuses. Pay increases-but not bonuses-under cost-ofliving allowance clauses and incentive payments, however, are included in the pay
data. Weekly hours for professional, administrative, technical, protective service,
and clerical occupations refer to the standard workweek (rounded to the nearest
tenth of an hour) for which employees receive regular straight-time pay (exclusive
of.pay for overtime at regular and/or premium rates). Average weekly pay for
these occupations are rounded to the nearest dollar. A-series tables provide
distributions of workers by pay intervals.
Average pay reflect areawide estimates. Industries and establishments differ in
pay levels and job staffing, and thus contribute differently to the estimates for each
job. Therefore, average pay may not reflect the pay differential among jobs within
individual establishments. Job descriptions used to classify employees in this
survey usually are more generalized than those used in individual establishments to
allow for minor differences among establishments in specific duties performed.
The mean is computed for each job by totaling the pay of all workers and
dividing by the number of workers. The median designates position-one-half of
the workers receive the same as or more and one-half receive the same as or less
than the rate shown. The middle range is defined by two rates of pay; one-fourth of
the workers earn the same as or less than the lower of these rates and one-fourth
earn the same as or more than the higher rate. Medians and middle ranges are not
provided when they do not meet reliability criteria.
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.
Some sampled establishments had a policy of not disclosing salary data for
certain employees. No adjustments were made to salary estimates for the survey as
a result of these missing data which affected two of the occupational work levels
published in this bulletin. In all but two of the occupational levels published in this
bulletin the proportion of employees for whom salary data were not available was
less than 5 percent. The two jobs were Personnel Specialists N (6.0 percent); and
Word Processors I (5.1 percent).
Reliability of estimates
The data in this bulletin are estimates from a scientifically selected probability
sample. There are two types of errors possible in an estimate based on a sample
survey-sampling and nonsampling.
Sampling errors occur because observatiops come only from a sample, not the
entire population. The particular sample used in this survey is one of a number of
all possible samples of the same size that could have been selected using the
sample design. Estimates derived from the different samples would differ from
each other.
A measure of the variation among these differing estimates is called the standard
error or sampling error. It indicates the precision with which an estimate from a
particular sample approximates the average result of all possible samples. The
relative standard error (RSE) is the standard error divided by the estimate. For
example, if the estimated average weekly salary of Secretaries Level N is $500
and the standard error is $8, the RSE is 1.6 percent, or $8/$500x100 = 1.6%.
Estimates of relative standard errors for this survey vary among the occupational
work levels depending on such factors as the frequency with which the job occurs,
the dispersion of pay for the job, and the survey design. The distribution of
published work levels for one relative standard error was as follows:
Relative standard
error
Less than 1 percent
1 and under 3 percent
3 and under 5 percent
5 percent and over
Survey nonresponse
Data were not available from 14.2 percent of the sample establishments
(representing 87,315 employees covered by the survey). An additional 6.1 percent
of the sample establishments (representing 26,387 employees) were either 01,1t of
business or outside the scope of the survey.
If data were not provided by a sample member, the weights (based on the
probability of selection in the sample) of responding sample establishments were
adjusted to account for the missing data. The weights for establishments which
were out of business or outside the scope of the survey were changed to zero.
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Percent of published
occupational work levels
13.1
64.9
17.0
5.0
The standard error can be used to calculate a "confidence interval" around a
sample estimate. For example, a 95 percent confidence interval is centered at the
sample estimate and includes all values within 2 times the estimate's standard error.
If all possible samples were selected to estimate the population value, the interval
from each sample would include the true population value approximately 95
percent of the time.
Using the RSE example above, there is 95 percent confidence that the true
A-2
population value for Secretaries Level IV is between $484 and $516 (i.e., $500 plus
or minus 2 x $8).
Nonsampling errors can stem from many sources, such as inability to obtain
information from some establishments; difficulties with survey definitions;
inability of respondents to provide correct information; mistakes in recording or
coding the data obtained; and other errors of collection, response, coverage, and
estimation of missing data. Although not specifically measured, the survey's
nonsampling errors are expected to be minimal due to the high response rate, the
extensive and continuous training of field economists who gather survey data by
personal visit, careful screening of data at several levels of review, annual
evaluation of the suitability of job definitions, and thorough field testing of new or
revised job definitions.
To measure and better control nonsampling errors that occur during data
collection, a quality control procedure was applied to the survey design. The
procedure, job match validation (JMV), is designed to identify the frequency,
reasons for, and sources of incorrect decisions made by Bureau field economists in
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matching company jobs to survey occupations. Once identified, the problems are
discussed promptly with the field economists while the data are still being
collected. Subsequently, the JMV results are tallied, reported to BLS staff, and
become the basis for remedial action for future surveys.
Approximately 4 percent of the 584 sampled job match decisions reviewed by the
JMV reviewers and checked with the respondents were subsequently changed by
the JMV reviewers. These results are from a similar survey conducted in 1993, see
Occupational Compensation Survey: Pay Only, St. Louis, MO-IL, BLS Bulletin
3070-11.
1 For this survey, an establishment is an economic unit which produces goods or services, a central
administrative office, or an auxiliary unit providing support services to a company. In manufacturing
industries, the establishment is usually at a single physical location. In service-producing industries, all
locations of an individual company in a Metropolitan Statistical Area are usually considered an
establishment. In government, an establishment is defined as all locations of a government entity.
A-3
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Appendix table 1. Establishments and workers within scope of survey and number studied, St. Louis, MO-IL 1,
March 1995
Number of establishments
Industry division
2
Within scope of
survey3
Workers in establishments
Within scope of survey'
Studied
Studied
Number
Percent
ALL ESTABLISHMENTS
All divisions ................... ............ ........ ... ........................................ .
2,478
367
710,859
100
347,302
Private industry ................................ ........................... ......... .. .
Goods producing ........ ........ .. .. ..... ......... ... ..... .. .. ............ ....
Manufacturing .. .............. .. .. ............... .. ........ .. ... .......... .
Mining5 ..................... ..... .... .......... ... ... ... ............. ..... ... ..
Construction 5 •• . •• ... •• . ••• ... ••••••••••.• .• • .. •• .•. • ... . . • ..• . • . •.. ••••• ••
Service producing ........ .. ..... .......... .......... .. .. .. ..... .............. .
Transportation, communication, electric, gas, and
sanitary services7 . . .............. .. ..... . .... . . .. ... . ... . . .. .... ..
Wholesale trade 8 •••• • •••• •• •• •••••• • •••••••• •••••••••••••• • •••• ••• ••• •••
Retail trade 8 •••• ••••• ••• • ••••• •• ••• • •••• ••• •• ••• ••••• • ••• ••• •• • •• • •• ••••• •• .
Finance, insurance, and real estate8 ••• • ••• ••• ••• ••••• ••••••••
Services 8 •• ••••• • ••••• ••• •• •••••••• •••••••• ••••••••••• •• •• ••• • ••• ••• •• • •• • •••
2,279
702
590
24
88
1,577
323
102
84
86
24
23
3
15
221
612,570
173,704
160,637
2,117
10,950
438,866
( 6)
2
62
282,660
90,378
86,026
307
4,045
192,282
118
185
406
199
669
33
17
21
24
126
53,972
21,609
120,778
46,962
195,545
8
3
17
7
28
34,362
3,627
32,731
18,806
102,756
State and local government ...... .. .................. .. ......... ... ....... .... .
199
44
98,289
14
64,642
All divisions .............. ................... ........................... ........ ...... ........ .
220
133
423,813
100
304,693
Private industry ............... ....................... ........................ ........ .
Goods producing .. ......... ...... ................. ... ........................ .
Manufacturing .... ... ............ ..... .. .................. ............. ... .
Service producing ....... ................... .................. ........ ........ .
Transportation, commu!lication, electric, gas, and
sanitary services 7 ••• •••••• •••••• ••• ••• ••••• •••••••• •••• •••••••• •••
Retail trade 8 •• • ••••• •• ••••• • ••• ••••• •••• • ••••••• •• •••• •••••• • ••• ••• •••• • •• ••
Finance, insurance, and real estate 8 •• ••••• •••• ••• • •••••• • ••••
Services 8 ••••• •• •••••••• • ••• ••••••••• • ••••••• •• •• •••• ••• • •• •••• •• ••••••••••••
180
51
49
129
109
35
33
74
351,000
92,859
91,299
258,141
83
22
22
61
244,307
77,212
75,652
167,095
18
38
9
62
13
10
8
41
38,713
84,471
21,451
112,074
9
20
5
26
30,601
31,125
16,202
87,735
State and local government .. ..... ...... .................................. .... .
40
24
72,813
17
60,386
All divisions .............. ..... ..... ...... ........... .................... .. .............. .. ... .
210
44
90,354
13
54,175
Private industry .. ...... .. .......... ..... .......... ...... ........ ...... ... .......
State and local government ..............................................
Hospitals ............................ ..... .......... ........ ..... ............ .... .... .... .
Private industry .............. ... ........... ..... .. ... ..... ... ..... .......... ... .
207
3
41
3
21
19
89,172
1,182
61 ,581
61,041
13
( 6)
9
9
52,993
1,182
47,904
47,364
ESTABLISHMENTS EMPLOYING
500 WORKERS OR MORE
HEALTH SERVICES9
33
31
1
The St. Louis Metropolitan Statistical Area, as defined by the Office of
Management and Budget through October 1984, consists of St. Louis City;
Franklin, Jefferson, St. Charles, and St. Louis Counties; and Sullivan City in
Crawford County, MO; and Clinton, Jersey, Madison, Monroe, and St. Clair
Counties, IL. 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) establishments employing
fewer than 50 workers are excluded from the scope of the survey.
2
The Standard Industrial Classification Manual was used in classifying
establishments by industry.
3
Includes all establishments with at least 50 total employees. In goods
producing, an establishment is defined as a single physical location where
industrial operations are performed. In service producing industries, an
establishment is defined as all locations of a company in the area within the
same industry division . In government, an establishment is generally defined
as all locations of a government entity.
' Includes all workers in all establishments with total employment (within
an area) at or above the minimum limitations.
5
Separate data for this division are not shown in the A-series tables, but
the division is represented in the "all industries• and •goods producing•
estimates.
8
Less than 0.5 percent.
7
Abbreviated to "Transportation and utilities• in the A-series tables. This
division is represented in the "all industries• and •service producing•
estimates.
8
Separate data for this division are not shown in the A-series tables, but
the division is represented in the "all industries• and •service producing•
estimates.
9
Health services includes establishments primarily engaged in furnishing
medical, surgical, and other health services to persons.
Note: Overall industries may include data for industry divisions not shown
separately.
A-4
Appendix B.
Occupational Descriptions
Positions covered by this definition are characterized by the inclusion of work that is
analytical, creative, evaluative, and advisory in nature. The work draYv'S upon and
requires a thorough knowledge of the fundamental doctrines, theories, principles, and
terminology of accountancy, and often entails some understanding of such related fields
as business law, statistics, and general management.
The primary purpose of preparing job descriptions for the Bureau's occupational pay
surveys is to assist its field economists 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 of occupational wage rates representing comparable job content. Because of
this emphasis on comparability of occupational content, the Bureau's job descriptions
may differ significantly from those in use in individual establishments or those prepared
for other purposes. In applying these job descriptions, the Bureau's field economists are
instructed to exclude working supervisors; apprentices; learners, beginners, and
trainees; and part-time, temporary , and probationary workers, unless specifically
included in the job description. Handicapped workers whose pay are reduced because of
their handicap are also excluded.
The titles and numeric codes below the job titles in this appendix are taken from the
1980 edition of the Standard Occupational Classification Manual (SOC), issued by the
U.S. Department of Commerce, Office of Federai Statistical Policy and Standards.
In general, the occupational descriptions of the Bureau of Labor Statistics are much
more specific than those found in the SOC manual. The BLS occupation, "Attorney," for
example, excludes workers engaged in patent work; the SOC occupation (code 211)
includes patent lawyers.
Thus, in comparing the results of this survey with other sources, factors such as
differences in occupational definitions and survey scope should be taken into
consideration.
Professional responsibilities in accountant positions above levels I and II include
several such duties as:
Analyzing the effects of transactions upon account relationships;
Evaluating alternative means of treating transactions;
Planning the manner in which account structures should be developed or modified;
Assuring the adequacy of the accounting system as the basis for reporting to
management;
Considering the need for new or changed controls;
Projecting accounting data to show the effects of proposed plans on capital
investments, income, cash position, and overall financial condition;
Professional
Interpreting the meaning of accounting records , reports, and statements;
ACCOUNTANT
Advising operating officials on accounting matters; and
(1412: Accountant and auditor)
Recommending improvements, adaptations, or revisions in the accounting system and
procedures.
Performs professional operating or cost accounting work requiring knowledge of the
theory and practice of recording, classifying, examining, and analyzing the data and
records of financial transactions. The work generally requires a bachelor's degree in
accounting or, in rare instances , equivalent experience and education combined.
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Accountant I and II positions provide opportunity to develop ability to perform
professional duties such as those enumerated above.
B-1
In addition to such professional work, most accountants are also responsible for
assuring the proper recording and documentation of transactions in the accounts. They .
therefore , frequently direct nonprofessional personnel in the actual day-to-day
maintenance of books of accounts, the accumulation of cost or other comparable data, the
preparation of standard reports and statements, and similar work. (Positions involving
such supervisory work but not including professional duties as described above are not
included in this description. )
Typical duties and responsibilities. Performs a variety of accounting tasks such as:
examining a variety of financial statements for completeness, internal accuracy, and
conformance with uniform accounting classifications or other specific accounting
requirements; reconciling reports and financial data with financial statements already on
file, and pointing out apparent inconsistencies or errors; carrying out assigned steps in an
accounting analysis , such as computing standard ratios; assembling and summarizing
accounting literature on a given subject; preparing relatively simple financial statements
not involving problems of analysis or presentation; and preparing charts, tables , and
other exhibits to be used in reports. In addition, may also perform some nonprofessional
tasks for training purposes.
Some accountants use electronic data processing equipment to process, record, and
report accounting data. In some such cases the machine unit is a subordinate segment of
the accounting system; in others it is a separate entity or is attached to some other
organization. In either instance, provided that the primary responsibility of the position
is professional accounting work of the type otherwise included, the use of data
processing equipment of any type does not of itself exclude a position from the
accountant description nor does it change its level.
Responsibility for the direction of others. Usually none.
Accountant II
General characteristics. At this level, the accountant makes practical application of
Excluded are:
technical accounting practices and concepts beyond the mere application of detailed rules
and instructions. Initial assignments are designed to expand practical experience and to
develop professional judgment in the application of basic accounting techniques to
simple problems. Is expected to be competent in the application of standard procedures
and requirements to routine transactions, to raise questions about unusual or
questionable items, and to suggest solutions.
a.
Top technical experts in accounting, for an organization, who are responsible for
the overall direction of an entire accounting program which includes general
accounting and at least one other major accounting 'activity such as cost, property,
sales, or tax accounting;
b.
Accountants above level VI who are more concerned with administrative,
budgetary, and policy matters than the day-to-day supervision of an operating
accounting program; and
Direction received.
c.
Accountants primarily responsible for 1) designing and improving accounting
systems or 2) performing nonoperating staff work such as budget or financial
analysis, financial analysis, or tax advising.
Typical duties and responsibilities. Performs a variety of accounting tasks, e.g., prepares
routine working papers, schedules, exhibits, and summaries indicating the extent of the
examination and presenting and supporting findings and recommendations. Examines a
variety of accounting documents to verify accuracy of computations and to ascertain that
all transactions are properly supported, are in accordance with pertinent policies and
procedures, and are classified and recorded according to acceptable accounting standards.
Work is reviewed to verify general accuracy and coverage of
unusual problems, and to insure conformance with required procedures and special
instructions.
Accountant I
General characteristics. At this beginning professional level, the accountant learns to
Responsibility for the direction of others. Usually none, although sometimes responsible
apply the principles, theories, and concepts of accounting to a specific system. The
position is distinguishable from nonprofessional positions by the variety of assignments;
rate and scope of development expected; and the existence, implicit or explicit, of a
planned training program designed to give the entering accountant practical experience.
(Terminal positions are excluded.)
for supeivision of a few clerks.
Accountant Ill
General characteristics. The accountant at this level applies well established accounting
principles, theories, concepts, and practices to moderately difficult problems. Receives
detailed instructions concerning the overall accounting system and its objectives, the
policies and procedures under which it is operated, and the nature of changes in the
system or its operation. Characteristically, the accounting system or assigned segment
Direction received. Works under close supervision of an experienced accountant whose
guidance is directed primarily to the development of the trainee's professional ability and
to the evaluation of advancement potential. Limits of assignments are clearly defined,
methods of procedure are specified, and kinds of items to be noted and referred to
supervisor are identified.
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B-2
is stable and well established (i .e. , the basic chart of accounts, classifications, the nature
of the cost accounting system, the report requirements, and the procedures are changed
infrequently) .
coordinate separate or specialized accounting treatment and reporting (e .g. , cost
accounting using standard cost, process cost, and job order techniques) for different
internal operations or divisions .
Depending upon the work load involved, the accountant may have such assignments as
supervision of the day-to-day operation of: (a) the entire system of a relatively small
organization; (b) a major segment (e.g., general accounting, cost accounting, financial
statements and reports) of a somewhat larger system; or (c) in a complex system, may be
assigned to a relatively narrow and specialized segment dealing with some problem,
function , or portion of work which is appropriate for this level.
Depending upon the work load and degree of coordination involved , the accountant IV
may have such assignments as the supervision of the day-to-day operation of: (a) an
entire accounting system which has a few relatively stable accounting segments; (b) a
major segment (e.g., general accounting, cost accounting, or financial statements and
reports) of an accounting system serving a larger and more complex organization; or (c)
in a complex system, may be assigned to a relatively narrow and specialized segment
dealing with some problem, function, or portion of work which is of the level of
difficulty characteristic of this level.
Direction received. A higher level professional accountant normally is available to
furnish advice and assistance as needed. Work is reviewed for technical accuracy ,
adequacy of professional judgment, and compliance with instructions through spot
checks, appraisal of results , subsequent processing, analysis of reports and statements,
and other appropriate means.
Direction received. A higher level accountant normally is available to furnish advice and
assistance as needed. Work is reviewed by spot checks and appraisal of results for
adequacy of professional judgment, compliance with instructions, and overall accuracy
and quality.
Typical duties and responsibilities. The primary responsibility of most positions at this
level is to assure that the assigned day-to-day operations are carried out in accordance
with established accounting principles , policies, and objectives. The accountant
performs such professional work as: developing nonstandard reports and statements (e.g.,
those containing cash forecasts reflecting the interrelations of accounting, cost budgeting,
or comparable information); interpreting and pointing out trends or deviations from
standards; projecting data into the future; predicting the effects of changes in operating
programs; or identifying management informational needs, and refining account
structures or reports accordingly.
T)pical duties and responsibilities. As at level Ill, a primary characteristic of most
positions at this level is the responsibility of operating an accounting system or major
segment of a system in the intended manner.
The accountant IV exercises professional judgment in making frequent, appropriate
recommendations for: new accounts; revisions in the account structure; new types of
ledgers; revisions in the reporting system or subsidiary records; changes in instructions
regarding the use of accounts, new or refined account classifications or definitions; etc.
Also makes day-to-day decisions concerning the accounting treatment of financial
transactions and is expected to recommend solutions to complex problems beyond
incumbent's scope of responsibility.
Within the limits of delegated responsibility , makes day-to-day decisions concerning
the accounting treatment of financial transactions. In expected to recommend solutions
to moderately difficult problems and propose changes in the accounting system for
approval at higher levels. Such recommendations are derived from personal knowledge
of the application of well-established principles and practices.
Responsibility for the direction of others.
include professional accountants.
Accountant V
Responsibility for the direction of others. In most instances is responsible for
supervision of a subordinate nonprofessional staff; may coordinate the work of lower
level professional accountants.
General characteristics. The accountant V applies accounting principles, theories,
concepts, and practices to the solution of problems for which no clear precedent exists or
performs work which is of greater than average responsibility due to the nature or
magnitude of the assigned work. Responsibilities at this level, in contrast to accountants
at level IV, extend beyond accounting system maintenance to the solution of more
complex technical and managerial problems. Work of accountants V is more directly
concerned with what the accounting system (or segment) should be, what operating
policies and procedures should be established or revised, and what is the managerial as
well as the accounting meaning of the data included in the reports and statements for
which they are responsible.
Accountant IV
General characteristics. At this level the accountant applies well-established accounting
principles, theories, concepts, and practices to a wide variety of difficult problems.
Receives instructions concerning the objectives and operation of the overall accounting
system. Compared with level Ill, the accounting system or assigned segment is more
complex, i.e ., (a) is relatively unstable, (b) must adjust to new or changing operational
environments , (c) is substantially larger or (d) is complicated by the need to provide and
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Accounting staff supervised, if any, may
8-3
Examples of assignments characteristic of this level are supervision of the day-to-day
operation of: (a) an entire accounting system which has a few relatively complex
accounting segments; (b) a major segment of a larger and more complex accounting
system; (c) an entire accounting system (or major segment) that is relatively stable and
conventional when the work includes significant responsibility for accounting system
design and development; or (d) in a complex system, may be assigned to a relatively
narrow and specialized segment dealing with some problem, function, or portion of work
which is itself of the level of difficulty characteristic of this level.
Direction received. A higher level professional accountant is normally available to
furnish advice as needed. Work is reviewed for adequacy of professional judgment,
compliance with instructions and policies, and overall quality.
T)Pical duties and responsibilities. Accountants at this level are delegated complete
responsibility from higher authority to establish and implement new or revised
accounting policies and procedures . Typically, accountants VI participate in decisionmaking sessions with operating managers who have policy-making authority for their
subordinate organizations or establishments; recommend management actions or
alternatives which can be taken when accounting data disclose unfavorable trends ,
situations, or deviations; and assist management officials in applying financial data and
information to the solution of administrative and operating problems.
Direction received. An accountant of higher level normally is available to furnish advice
and assistance as needed. Work is reviewed for adequacy of professional judgment,
compliance with instructions, and overall quality.
Typical duties and responsibilities. The accountant V performs such professional work
as: participating in the development and coordinating the implementation of new or
revised accounting systems, and initiating necessary instructions and procedures;
assuring that accounting reporting systems and procedures are in compliance with
established administrative policies, regulations , and acceptable accounting practices;
providing technical advice and services to operating managers, interpreting accounting
reports and statements, and identifying problem areas; and evaluating complete
assignments for conformance with applicable policies, regulations, and tax laws.
Responsibility for the direction of others. Accounting staff supervised generally includes
professional accountants.
ACCOUNTANT, PUBLIC
(1412: Accountant and auditor)
Performs professional auditing work in a public accounting firm. Work requires at
least a bachelor's degree in accounting. Participates in or conducts audits to ascertain the
fairness of financial representations made by client companies. May also assist the client
in improving accounting procedures and operations.
Responsibility for the direction of others. Accounting staff supervised generally includes
professional accountants.
Examines financial reports, accounting records, and related documents and practices of
clients. Determines whether all important matters have been disclosed and whether
procedures are consistent and conform to acceptable practices. Samples and tests
transactions, internal controls, and other elements of the accounting system(s) as needed
to render the accounting firm's final written opinion.
Accountant VI
General characteristics. At this level, the accountant applies accounting principles,
theories, concepts, and practices to specialized, unique, or nonrecurring complex
problems (e.g., implementation of specialized automated accounting systems). The work
is substantially more difficult and of greater responsibility than level V because of the
unusual nature, magnitude, importance, or overall impact of the work on the accounting
program.
Excluded are positions which do not require full professional accounting training. Also
excluded are specialist positions in tax or management advisory services.
Accountant, Public I
At this level the accounting system or segment is usually complex, i.e., (a) is generally
unstable, (b) must adjust to the frequent changing needs of the organization, or (c) is
complicated by the need to provide specialized or individualized reports.
General characteristics. As an entry level public accountant, serves as a junior member
of an audit team. Receives classroom and on-the-job training to provide practical
experience in applying the principles, theories, and concepts of accounting and auditing
to specific situations. (Positions held by trainee public accountants with advanced
degrees, such as MBA's are excluded at this level.)
Examples of assignments at this level are the supervision of the day-to-day operation
of: (a) a large and complex accounting system; or (b) a major segment (e.g., general
accounting, property accounting, etc.) of an unusually complex accounting system
requiring technical expertise in a particular accounting field (e.g. 1 cost accounting, tax
accounting, etc.).
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Direction received. Complete instructions are furnished and work is reviewed to verify
its accuracy, conformance with required procedures and instructions, and usefulness in
8-4
Accountant, Public Ill
facilitating the accountant's professional growth. Any technical problems not covered by
instructions are brought to the attention of a superior.
General characteristics. At this level the public accountant is in charge of a complete
audit and may lead a team of several subordinates . Audits are usually accomplished one
at a time and are typically carried out at a single location . The firms audited are
typically moderately complex, and there is usually previous audit experience by the firm .
The audit conforms to standard procedural guidelines, but is often tailored to fit the
client's business activities. Routine procedures and techniques are sometimes inadequate
and require adaptation. Necessary data are not always readily available. When assigned
to more difficult and complex audits (see level IV), the accountant may run the audit of a
major component or serve as the primary assistant to the accountant in charge.
T)pical duties and responsibilities. Carries out basic audit tests and procedures, such as:
verifying reports against source accounts and records; reconciling bank and other
accounts; and examining cash receipts and disbursements. payroll records , requisitions ,
receiving reports , and other accounting documents in detail to ascertain that transactions
are properly supported and recorded. Prepares selected portions of audit working papers.
Accountant, Public II
General characteristics. At this level, the public accountant carries out routine audit
functions and detail work with relative independence. Serves as a member of an audit
team on assignments planned to provide exposure to a variety of client organizations and
audit situations. Specific assignments depend upon the difficulty and complexity of the
audit and whether the client has been previously audited by the firm . On moderately
complex audits where there is previous audit experience by the firm , accomplishes
complete segments of the audit (i.e., functional work areas such as cash, receivables ,
etc.). When assigned to more complicated audits , carries out activities similar to public
accountant I.
Direction received. Works under the general supervision of a higher level public
accountant who oversees the operation of the audit. Work is performed independently,
applying generally accepted accounting principles and auditing standards, but assistance
on difficult technical matters is available. Work may be checked occasionally during
progress for appropriateness and adherence to time requirements, but routine analyses ,
methods , techniques , and procedures applied at the work site are expected to be correct.
T)pical duties and responsibilities. Is responsible for carrying out the technical features
of the audit, leading team members and personally performing the most difficult work.
Carries out field work in accordance with the general format prescribed in the audit
program, but selects specific methods and types and sizes of samples and tests. Assigns
work to team members, furnishes guidance, and adjusts work loads to accommodate
daily priorities. Thoroughly reviews work performed for technical accuracy and
adequacy. Resolves anticipated problems with established guidelines and priorities but
refers problems of unusual difficulty to superiors for discussion and advice. Drafts
financial statements , final reports , management letters, and other closing memoranda.
Discusses significant recommendations with superiors and may serve as technical
resource at "closing" meetings with clients. Personal contacts are usually with
accounting directors and assistant controllers of medium size companies and divisions of
large corporations to explain and interpret policies and procedures governing the audit
process.
Direction received. Works under the supervision of a higher level public accountant who
provides instructions and continuing direction as necessary. Work is spot checked in
progress and reviewed upon completion to determine the adequacy of procedures,
soundness of judgment, compliance with professional standards, and adherence to clearly
established methods and techniques. All interpretations are subject to close professional
review .
T)pical duties and responsibilities. Carries out a variety of sampling and testing
procedures in accordance with the prescribed audit program, including the examination
of transactions and verification of accounts , the analysis and evaluation of accounting
practices and internal controls, and other detail work. Prepares a share of the audit
working papers and participates in drafting reports . In moderately complex audits , may
assist in selecting appropriate tests , samples , and methods commonly applied by the firm
and may serve as primary assistant to the accountant in charge. In more complicated
audits concentrates on detail work.
Occasionally may be in charge of small,
uncomplicated audits which require only one or two other subordinate accountants.
Personal contacts usually involve only the exchange of factual technical information and
are usually limited to the client's operating accounting staff and department heads.
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Accountant, Public IV
General characteristics. At this level, the public accountant directs field work including
difficult audits--e.g. , those involving initial audits of new clients, acquisitions, or stock
registration--and may oversee a large audit team split between several locations. The
audit team usually includes one or more level ID public accountants who handle major
B-5
encountering substantial financial difficulties. They perform most work
without technical supervision and completed audits are reviewed mainly for
propriety of recommendations and conformance with general policies of the
firm . Also excluded are public accountants whose principal function is to
manage , rather than perform accounting work, and the equity owners of the
firm who have final approval authority.
components of the audit. The audits are complex and clients typically include those
engaged in projects which span accounting periods; highly regulated industries which
have various external reporting requirements; publicly held corporations; or businesses
with very high dollar or transaction volume. Clients are frequently large with a variety
of operations which may have different accounting systems. Guidelines may be general
or lacking and audit programs are intricate, often requiring extensive tailoring to meet
atypical or novel situations .
ATTO RNEY
Direction received. Works under general superv1s1on. The supervisor sets overall
objectives and resource limits but relies on the accountant to fully plan and direct all
technical phases of the audit. Issues not covered by guidelines or known precedents are
discussed with the supervisor, but the accountant's recommended approaches and courses
of action are normally approved. Work is reviewed for soundness of approach,
completeness, and conformance with established policies of the firm.
(211: Lawyer)
Performs consultation and advisory work and carries out the legal processes necessary
to effect the rights , privileges, and obligations of the organization. The work performed
requires completion of law school with an L.L.B. degree (or the equivalent) and
admission to the bar. Responsibilities or functions include one or more of the following
or comparable duties:
Typical duties and responsibilities. Is responsible for carrying out the operational and
technical features of the audit, directing the work of team members, and personally
performing the most difficult work. Often participates in the development of the audit
scope, and drafts complicated audit programs with a large number of concurrently
executed phases. Independently develops audit steps and detailed procedures, deviating
from traditional methods to the extent required. Makes program adjustments as
necessary once an audit has begun; selects specific methods, types and sizes of samples,
the extent to which discrepancies need to be investigated, and the depth of required
analyses. Resolves most operational difficulties and unanticipated problems.
Preparing and reviewing various legal instruments and documents, such as
contracts, leases , licenses, purchases, sales, real estate, etc.;
Acting as agent of the organization in its transactions;
Examining material (e.g., advertisements, publications, etc.) for legal
implications; advising officials of proposed legislation which might affect the
organization;
Applying for patents, copyrights, or registration of the organization's products,
processes, devices, and trademarks; advising whether to initiate or defend law
suits;
Assigns work to team members; reviews work for appropriateness, conformance to
time requirements, and adherence to generally accepted accounting principles and
auditing standards. Consolidates working papers, draft reports, and findings; and
prepares financial statements, management letters, and other closing memoranda for
management approval. Participates in "closing" meetings as a technical resource and
may be called upon to sell or defend controversial and critical observations and
recommendations. Personal contacts are extensive and typically include top executives
of smaller clients and mid- to upper-level financial and management officers of large
Such contacts involve
corporations, e.g. , assis tant controllers and controllers.
coordinating and advising on work efforts and resolving operating problems.
Note:
Conducting pretrial preparations; defending the organization in lawsuits; and
Advising officials on tax matters, government regulations, and/or legal rights.
Excluded are:
Excluded from this level are public accountants who direct field work
associated with the complete range of audits undertaken by the firm, lead the
largest and most difficult audits , and who frequently oversee teams
This type of work requires extensive
performing concurrent audits.
knowledge of one or more industries to make subjective determinations on
questions of tax, law, accounting, and business practices. Audits may be
complicated by such factors as: the size and diversity of the client
organizations (e.g., multinational corporations and conglomerates with a
large number of separate and distinct subsidiaries); accounting issues where
precedents are lacking or in conflict; and, in some cases, clients who are
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Federal Reserve Bank of St. Louis
B-6
a.
Patent work which requires professional training in addition to legal training
(typically, a degree in engineering or in a science);
b.
Claims examining, claims investigating, or similar work for which professional
legal training and bar membership is not essential;
C.
Attorneys, frequently titled "general counsel" or "attorney general" (and their
immediate full associates or deputies), who are responsible for participating in
the management and formulation of policy for the overall organization in
addition to directing its legal work. (The duties and responsibilities of such
positions exceed level VI as described below);
d.
Attorneys in legal firms; and,
e.
Attorneys primarily responsible for: prosecuting defendants; drafting
legislation; defending the general public (e.g., public defenders, student's
attorneys); and planning and producing legal publications.
Attorney jobs which meet the above definitions are to be classified and coded in
accordance with the chart below .
Criteria for matching attorneys by level
Level
Difficulty level of legal work
Responsibility level of job
This is the entry level. The duties and responsibilities after initial
orientation and training are those described in D-1 and R-1 .
]]
D-1
Completion of law school with an L.L.B .
or J.D. degree plus admission to the bar.
Sufficient professional experience (at least 1
year, usually more) at the "D-1 " level to
assure competence as an attorney .
R-2
or
Ill
IV
D-2
R-1
D-2
R-2
At least 1 year, usually more , of professional
experience at the "D-2" level.
R-3
Extensive professional experience at the "D-2"
or a higher level.
D-2
or
D-3
V
R-2
D-2
R-4
Extensive professional experience at the "D-3"
or "R-3 " levels.
or
VI
Experience required
D-3
R-3
D-3
R-4
Extensive professional experience at the "D-3 "
and "R-3" levels.
D-1 , -2, and -3, and R-1 , -2 , -3 , and -4 are explained on the following pages.
Difficulty
D-1
facts can be firmly established and there are precedent cases directly applicable to
the situation;
Legal questions are characterized by: facts that are well-established; clearly applicable
legal precedents; and matters not of substantial importance to the organization. (Usually
relatively limited sums of money, e.g., a few thousand dollars, are involved. )
b.
searching case reports, legal documents, periodicals , textbooks, and other legal
references , and preparing draft opinions on employee compensation or benefit
questions where there is a substantial amount of clearly applicable statutory ,
regulatory , and case material; and
C.
drawing up contracts and other legal documents in connection with real property
Examples of D-1 work are:
a.
legal investigation, negotiation , and research preparatory to defending the
organization in potential or actual lawsuits involving alleged negligence where the
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Federal Reserve Bank of St. Louis
B-7
transactions requiring the development of detailed information but not involving
serious questions regarding titles to property or other major factual or legal issues.
franchise cases involving a geographic area including parts or all of several States ;
C.
preparing and presenting a case before an appellate court where the case is highly
important to the future operation of the organization and is vigorously contested by
very distinguished (e.g. , having a broad regional or national reputation) legal
talent;
d.
serving as the principal counsel to the officers and staff of an insurance company
on the legal problems in the sale, underwriting, and administration of group
contracts involving nationwide or multi-state coverages and laws; and
e.
performing the principal legal work in nonroutine, major revision of a company's
charter or in effectuating new major financing steps.
D-2
Legal work is regularly difficult by reason of one or more of the following : the absence
of clear and directly applicable legal precedents; the different possible interpretations
that can be placed on the facts , the laws , or the precedents involved; the substantial
importance of the legal matters to the organization (e.g., sums as large as $100,000 are
generally directly or indirectly involved); or the matter is being strongly pressed or
contested in formal proceedings or in negotiations by the individuals , corporations, or
government agencies involved.
Examples of D-2 work are :
Responsibility
a.
advising on the legal implications of advertising representations when the facts
supporting the representations and the applicable precedent cases are subject to
different interpretations;
b.
reviewing and advising on the implications of new or revised laws affecting the
organization;
C.
presenting the organization's defense in court in a negligence lawsuit which is
strongly pressed by counsel for an organized group; and
d.
providing legal counsel on tax questions complicated by the absence of precedent
decisions that are directly applicable to the organization's situation.
R-1
Responsibility for final action is usually limited to matters covered by legal precedents
and in which little deviation from standard practice is involved. Any decisions or actions
having a significant bearing on the organization's business are reviewed. Is given
guidance in the initial states of assignment, e.g. , in planning and organizing level
research and studies. Assignments are then carried out with moderate independence,
although guidance is generally available and is sought from time to time on problem
points.
R-2
D-3
Usually works independently in investigating the facts, searching legal precedents ,
defining the legal and factual issues, drafting the necessary legal documents, and
developing conclusions and recommendations. Decisions having an important bearing on
the organization's business are reviewed. Receives information from supervisor
regarding unusual circumstances or important policy considerations pertaining to a legal
problem. If trials are involved, may receive guidance from a supervisor regarding
presentation, line of approach, possible line of opposition to be encountered, etc. In the
case of nonroutine written presentations, the final product is reviewed carefully, but
primarily for overall soundness of legal reasoning and consistency with organization
policy. Some, but not all, attorneys make assignments to one or more lower level
attorneys, aides, or clerks.
Legal work is typically complex and difficult because of one or more of the following:
the questions are unique and require a high order of original and creative legal endeavor
for their solution; the questions require extensive research and analysis and the obtaining
and evaluation of expert testimony regarding controversial issues in a scientific,
financial, corporate organization, engineering, or other highly technical area; the legal
matter is of critical importance to the organization and is being vigorously pressed or
contested (e.g., sums such as $1 million or more are generally directly or indirectly
involved.)
Examples of D-3 work are:
R-3
a.
b.
advising on the legal aspects and implications of Federal antitrust laws to projected
greatly expanded marketing operations involving joint ventures with several other
organizations;
Carries out assignments independently and makes final legal determination in matters
of substantial importance to the organization. Such determinations are subject to review
only for consistency with organization policy, possible precedent effect, and overall
effectiveness. To carry out assignments, deals regularly with officers of the organization
planning legal strategy and representing a utility company in rate or government
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8-8
Engineer I
and top level management officials and confers or negotiates regularly with senior
attorneys and officials in other organizations on various aspects of assigned work.
Receives little or no preliminary instruction on legal problems and a minimum of
technical legal supervision. May assign and review work of a few attorneys, but this is
not a primary responsibility.
General characteristics. At this beginning professional level, performs assignments
designed to develop professional work knowledge and abilities. May also receive formal
classroom or seminar-type training. (Terminal positions are excluded. )
Direction received. Works under close supervision. Receives specific and detailed
instructions as to required tasks and results expected. Work is checked during progress
and is reviewed for accuracy upon completion.
R-4
Carries out assignments which entail independently planning investigations and
negotiations on legal problems of the highest importance to the organization and
developing completed brief, opinions, contracts, or other legal products. To carry out
assignments , represents the organization at conferences, hearings , or trials, and
personally confers and negotiates with top attorneys and top-ranking officials in other
organizations. On various aspects of assigned work, may give advice directly and
personally to organization officials and top level managers, or (in extremely large and
complex organizations) may work through a higher level attorney in advising officials.
Generally receives no preliminary instructions on legal problems. On matters requiring
the concentrated efforts of several attorneys or other specialists , is responsible for
directing, coordinating, and reviewing the work of the attorneys involved.
T)pical duties and responsibilities. Performs a variety of routine tasks that are planned
to provide experience and familiarization with the engineering staff, methods , practices,
and programs of the employer.
Responsibility/or the direction of others. Usually none.
Engineer II
General characteristics. Performs routine engineering work requiring application of
standard techniques, procedures, and criteria in carrying out a sequence of related
engineering tasks. Limited exercise of judgment is required on details of work and in
making preliminary selections and adaptations of engineering alternatives. Requires
work experience acquired in an entry level position, or appropriate graduate level study.
For training and developmental purposes, assignments may include some work that is
typical of a higher level.
OR
As a primary responsibility, directs the work of a staff of attorneys, one, but usually
more, of who regularly perform either D-3 or R-3 legal work. With respect to the work
directed, gives advice directly to organization officials and top managers, or (in
extremely large and complex organizations) may give such advice through counsel.
Receives guidance as to organization policy but not technical supervision or assistance
except when requesting advice from or briefing by a higher level attorney on the overall
approach to the most difficult, novel, or important legal questions.
Direction received. Supervisor screens assignments for unusual or difficult problems
and selects techniques and procedures to be applied on non-routine work. Receives close
supervision on new aspects of assignments.
ENGINEER
Typical duties and responsibilities. Using prescribed methods , performs specific and
limited portions of a broader assignment of an experienced engineer. Applies standard
practices and techniques in specific situations, adjusts and correlates data, recognizes
discrepancies in results , and follows operations through a series of related detailed steps
or processes.
(162-3: Engineer)
Performs professional work in research, development, design, testing , analysis ,
production, construction, maintenance, operation, planning, survey, estimating,
application, or standardization of engineering facilities , systems, structures, processes,
equipment, devices , or materials, requiring knowledge of the science and art by which
materials , natural resources , and power are made useful. Work typically requires a B.S .
degree in engineering or, in rare instances, equivalent education and experience
combined.
(Excluded are: safety engineers, industrial engineers, quality control
engineers , sales engineers , and engineers whose primary responsibility is to be in charge
of nonprofessional maintenance work.)
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Responsibility for the direction of others. May be assisted by a few aids or technicians.
Engineer Ill
General characteristics. Independently evaluates, selects . and applies standard
engineering techniques , procedures , and criteria, using judgment in making minor
8-9
adaptations and modifications. Assignments have clear and specified objectives and
require the investigation of a limited number of variables. Performance at this level
requires developmental experience in a professional position, or equivalent graduate
level education.
Direction received. Receives instructions on specific assignment objectives, complex
features, and possible solutions. Assistance is furnished on unusual problems and work
is reviewed for application of sound professional judgment.
T)pical duties and responsibilities. Performs work which involves conventional types of
plans, investigations, surveys, structures, or equipment with relatively few complex
features for which there are precedents. Assignments usually include one or more of the
following : equipment design and development, test of materials, preparation of
specifications, process study, research investigations, report preparation, and other
activities of limited scope requiring knowledge of principles and techniques commonly
employed in the specific narrow area of assignments.
Responsibility for the direction of others. May supervise or coordinate the work of
drafters, technicians, and others who assist in specific assignments.
Engineer V
General characteristics. Applies intensive and diversified knowledge of engineering
principles and practices in broad areas of assignments and related fields . Makes
decisions independently on engineering problems and methods and represents the
organization in conferences to resolve important questions and to plan and coordinate
work. Requires the use of advanced techniques and the modification and extension of
theories, precepts, and practices of the field and related sciences and disciplines. The
knowledge and expertise required for this level of work usually result from progressive
experience, including work comparable to engineer IV .
Direction received. Supervision and guidance relate largely to overall objectives, critical
issues, new concepts, and policy matters. Consults with supervisor concerning unusual
problems and developments.
T)pical duties and responsibilities include one or more of the following :
1.
In a supervisory capacity, plans, develops, coordinates, and directs a large and
important engineering project or a number of small projects with many complex
features. A substantial portion of the work supervised is comparable to that
described for engineer IV.
2.
As individual researcher or worker, carries out complex or novel assignments
requiring the development of new or improved techniques and procedures. Work
is expected to result in the development of new or refined equipment, materials,
processes, products, and/or scientific methods.
3.
As staff specialist, develops and evaluates plans and criteria for a variety of
projects and activities to be carried out by others. Assesses the feasibility and
Engineer IV
General characteristics. As a fully competent engineer in all conventional aspects of the
subject matter or the functional area of the assignments, plans and conducts work
requiring judgment in the independent evaluation, selection, and substantial adaptation
and modification of standard techniques, procedures, and criteria. Devises new
approaches to problems encountered. Requires sufficient professional experience to
assure competence as a fully trained worker; or, for positions primarily of a research
nature, completion of all requirements for a doctoral degree may be substituted for
experience.
soundness of proposed engineering evaluation tests, products, or equipment when
necessary data are insufficient or confirmation by testing is advisable. Usually
performs as a staff advisor and consultant in a technical specialty, a type of facility
or equipment, or a program function.
Direction received. Independently performs most assignments with instructions as to the
general results expected. Receives technical guidance on unusual or complex problems
and supervisory approval on proposed plans for projects.
Typical duties and responsibilities. Plans, schedules, conducts, or coordinates detailed
phases of the engineering work in a part of a major project or in a total project of
moderate scope. Performs work which involves conventional engineering practice but
may include a variety of complex features such as conflicting design requirements,
unsuitability of standard materials, and difficult coordination requirements. Work
requires a broad knowledge of precedents in the specialty area and a gcxxi knowledge of
principles and practices of related specialties.
Engineer VI
General characteristics. Has full technical responsibility for interpreting, organizing,
executing, and coordinating assignments. Plans and develops engineering projects
concerned with unique or controversial problems which have an important effect on
Responsibility for the direction of others. May supervise a few engineers or technicians
on assigned work.
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Responsibility for the direction of others. Supervises, coordinates, and reviews the work
of a small staff of engineers and technicians; estimates personnel needs and schedules
and assigns work to meet completion date. Or, as individual researcher or staff
specialist, may be assisted on projects by other engineers or technicians.
B-10
major programs. This involves exploration of subject area, definition of scope and
selection of problems for investigation, and development of novel concepts and
approaches. Maintains liaison with individuals and units within or outside the
organization with responsibility for acting independently on technical matters pertaining
to the field . Work at this level usually requires extensive progressive experience
including work comparable to engineer V.
authoritative and have an important impact on extensive engineering activities. Initiates
and maintains extensive contacts with key engineers and officials of other organizations,
requiring skill in persuasion and negotiation of critical issues. At this level, individuals
will have demonstrated creativity, foresight, and mature engineering judgment in
anticipating and solving unprecedented engineering problems. determining program
objectives and requirements, organizing programs and projects, and developing standards
and guides for diverse engineering activities.
Direction received. Supervision received is essentially administrative, with assignments
given in terms of broad general objectives and limits.
Direction received. Receives general administrative direction.
T)Pical duties and responsibilities include one or more of the following:
Typical duties and responsibilities include one or both of the following :
1.
In a supervisory capacity, a) plans, develops, coordinates, and directs a number
of large and important projects or a project of major scope and importance, or b) is
responsible for the entire engineering program of a company or government agency
when the program is of limited complexity and scope. Extent of responsibilities
generally requires a few (3 to 5) subordinate supervisors or team leaders with at
least one in a position comparable to level V.
2.
As individual researcher or worker, conceives, plans, and conducts research in
problem areas of considerable scope and complexity. The problems must be
approached through a series of complete and conceptually related studies, are
difficult to define, require unconventional or novel approaches, and require
sophisticated research techniques. Available guides and precedents contain critical
gaps, are only partially related to the problem, or may be largely lacking due to the
novel character of the project. At this level, the individual researcher generally
will have contributed inventions, new designs , or techniques which are of material
significance in the solution of important problems.
3.
As a staff specialist, serves as the technical specialist for the organization in the
application of advanced theories, concepts, principles, and processes for an
assigned area of responsibility (i .e., subject matter, function, type of facility or
equipment, or product).
Keeps abreast of new scientific methods and
developments affecting the organization for the purpose of recommending changes
in emphasis of programs or new programs warranted by such developments.
Responsibility/or the direction of others. Plans, organizes, and supervises the work of a
staff of engineers and technicians. Evaluates progress of the staff and results obtained,
and recommends major changes to achieve overall objectives. Or, as individual
researcher or staff specialist, may be assisted on individual projects by other engineers or
technicians.
Engineer VII
General characteristics. Makes decisions and recommendations that are recognized as
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Federal Reserve Bank of St. Louis
8-11
1.
In a supervisory capacity, is responsible for a) an important segment of the
engineering program of a company or government agency with extensive and
diversified engineering requirements , or b) the entire engineering program of a
company or agency when it is more limited in scope. The overall engineering
program contains critical problems the solution of which requires major
technological advances and opens the way for extensive related development.
Extent of responsibilities generally requires several subordinate organizational
segments or teams. Recommends facilities, personnel, and funds required to carry
out programs which are directly related to and directed toward fulfillment of
overall objectives.
2.
As individual researcher and consultant, is a recognized leader and authority in the
company or government agency in a broad area of specialization or in a narrow but
intensely specialized field.
Selects research problems to further program
objectives. Conceives and plans investigations of broad areas of considerable
novelty and importance, for which engineering precedents are lacking in areas
critical to the overall engineering program. Is consulted extensively by associates
and others, with a high degree of reliance placed on incumbent's scientific
interpretations and advice. Typically, will have contributed inventions, new
designs, or techniques which are regarded as major advances in the field.
Responsibility for the direction of others. Directs several subordinate supervisors or
team leaders , some of who are in positions comparable to engineer VI; or as individual
researcher and consultant, may be assisted on individual projects by other engineers and
technicians.
Engineer VIII
General characteristics. Makes decisions and recommendations that are recognized as
authoritative and have a far-reaching impact on extensive engineering and related
activities of the company or government agency . Negotiates critical and controversial
issues with top level engineers and officers of other organizations. Individuals at this
level demonstrate a high degree of creativity, foresight, and mature judgment in
planning, orgamzmg, and guiding extensive engineering programs and activities of
outstanding novelty and importance.
Direction received. Receives general administrative direction.
T)pical duties and responsibilities include one or both of the following :
1.
2.
In supervisory capacity, is responsible for a) an important segment of a very
extensive and highly diversified engineering program of a company or government
agency, or b) the entire engineering program of a company or agency when the
program is of moderate scope. The programs are of such complexity and scope that
they are of critical importance to overall objectives, include problems of
extraordinary difficulty that often have resisted solution, and consist of several
segments requiring subordinate supervisors. Decides the kind and extent of
engineering and related programs needed to accomplish the objectives of the
company or agency, chooses scientific approaches, plans and organizes facilities
and programs, and interprets results.
As individual researcher and consultant, formulates and guides the attack on
problems of exceptional difficulty and marked importance to the company,
industry, or government. Problems are characterized by their lack of scientific
precedents and source material, or lack of success of prior research and analysis so
that their solution would represent an advance of great significance and
importance. Performs advisory and consulting work as a recognized authority for
broad program areas or in an intensely specialized area of considerable novelty and
importance.
Excluded are:
a.
Nurse midwives;
b.
Nursing instructors, researchers , and consultants who do not provide nursing care
to patients;
C.
Nursing supervisors and managers, e.g., head nurses , nursing coordinators,
directors of nursing; and
d.
RN trainees primarily performing such entry level nursing care as: recording case
histories; measuring temperature, pulse, respiration, height, weight, and blood
pressure; and testing vision and hearing.
Provides comprehensive general nursing care to patients whose conditions and
treatment are normally uncomplicated. Follows established procedures, standing orders,
and doctor's instructions. Uses judgment in selecting guidelines appropriate to changing
patient conditions. Routine duties are performed independently; variations from
established routines are performed under specific instructions. Typical assignments
include:
Individuals in charge of an engineering program may match any of several
of the survey job levels, depending on the program's size and complexity.
Excluded from the definition are: 1) engineers in charge of programs so
extensive and complex (e.g., consisting of research and development on a
variety of complex products or systems with numerous novel components)
that one or more subordinate supervisory engineers are performing at level
VIII; 2) individuals whose decisions have direct and substantial effect on
setting policy for the organization (included, however, are supervisors
deciding the "kind and extent of engineering and related programs" within
broad guidelines set at higher levels); and 3) individual researchers and
consultants who are recognized as national and/or international authorities
and scientific leaders in very broad areas of scientific interest and
investigation.
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Federal Reserve Bank of St. Louis
Provides professional nursing care to patients in hospitals, nursing homes, clinics,
health units, private residences, and community health organizations. (Visiting nurses
are included.) Assists physicians with treatment; assesses patient health problems and
needs; develops and implements nursing care plans; maintains medical records; and
assists patients in complying with prescribed medical regimen. May specialize, e.g.,
operating room nurse, psychiatric nurse , nurse anesthetist, industrial nurse, nurse
practitioner, and clinical nurse specialist. May supervise LPN's and nursing assistants.
Registered Nurse I
Responsibility for the direction of others. Supervises several subordinate supervisors or
team leaders, some of whose positions are comparable to engineer VIl, or individual
researchers some of whose positions are comparable to engineer VII and sometimes
engineer VIII. As an individual researcher and consultant may be assisted on individual
projects by other engineers or technicians.
Note:
REGISTERED NURSE (RN)
(29: Registered nurse)
Staff Prepares hospital or nursing home patients for tests, examinations, or
treatment; assists in responding to emergencies; records vital signs and effects
of medication and treatment in patient charts; and administers prescribed
medications and intravenous feedings .
Operating Room. Assists in surgical procedures by preparing patients for less
complex operations (e.g., appendectomies); sterilizes instruments and other
supplies; handles instruments; and assists in operating room, recovery room,
and intensive care ward.
Psychiatric. Provides routine nursing care to psychiatric patients.
observe and record patient behavior.
B-12
May
Health Unit/Clinic.
Administers immunizations , inoculations , allergy
treatments, and medications in a clinic or employer health unit; performs first
aid for minor burns, cuts , bruises, and sprains; obtains patient histories; and
keeps records , writes reports, and maintains supplies and equipment.
Registered Nurse II
Plans and provides comprehensive nursing care in accordance with professional
nursing standards. Uses judgment in assessing patient conditions, interprets guidelines,
and modifies patient care as necessary. Recognizes and determines proper action for
medical emergencies , e.g. , calls physician or takes preplanned emergency measures .
Typical assignments include:
Staff. In addition to the duties described at level I, usually performs more
complex procedures, such as: administering blood transfusions; managing
nasal-pharyngeal, gastric suction, and other drainage tubes; using special
equipment such as ventilator devices, resuscitators, and hypothermic units ; or
closely monitoring postoperative and seriously ill patients.
Operating Room. Provides nursing service for surgical operations, including
those involving complex and extensive surgical procedures. Confers with
surgeons concerning instruments, sutures, prosthesis, and special equipment;
cares for physical and psychological needs of patients; assists in the care and
handling of supplies and equipment; assures accurate care and handling of
specimens; and assumes responsibility for aseptic technique maintenance and
adequacy of supplies during surgery.
Psychiatric. Provides comprehensive nursing care for psychiatric patients. In
addition to observing patients, evaluates and records significant behavior and
reaction patterns and participates in group therapy sessions.
Plans and provides highly specialized patient care in a difficult specialty area, such as
intensive care or critical care. In comparison with registered nurse II, pay typically
reflects advanced specialized training, experience , and certification. May assist higher
level nurses in developing , evaluating, and revising nursing plans. May provide advice
to lower level nursing staff in area of specialty.
Registered Nurse Ill
Plans and performs specialized and advanced nursing assignments of considerable
difficulty. Uses expertise in assessing patient conditions and develops nursing plans
which serve as a role model for others. Evaluation and observation skills are relied upon
by physicians in developing and modifying treatment. Work extends beyond patient care
to the evaluation of concepts, procedures, and program effectiveness. Typical
assignments include:
Specialists. Provides specialized hospital nursing care to patients having
illnesses and injuries that require adaptation of established nursing procedures.
Renders expertise in caring for patients who are seriously ill; are not
responding to normal treatment; have undergone unique surgical operations; or
are receiving infrequently used medication. Duties may require knowledge of
special drugs or the ability to provide pulmonary ventilation.
Psychiatric Specialist. Provides nursing expertise on an interdisciplinary
treatment team which defines policies and develops total care programs for
psychiatric patients.
Practitioner. Provides primary health care and nursing services in clinics,
schools, employer health units , or community health organizations. Assesses ,
diagnoses, and treats minor illnesses and manages chronic health problems.
Other services may include: providing primary care for trauma cases, including
suturing; planning and conducting a clinic, school, or employer health program;
or studying and appraising community health services.
Health Un it/Clinical. Provides a range of nursing services , including
preventive health care counseling. Coordinates health care needs and makes
referrals to medical specialists; assesses and treats minor health problems;
advises whether employees should return to work, or be referred to physician;
administers emergency treatment; performs limited portions of physical
examinations; manages the stable phases of common chronic illnesses; and
provides individual and family counseling.
Registered Nurse Ill Anesthetist
Recommends and administers general anesthetics intravenously, topically, by
inhalation, or by endotracheal intubation; induces patient anesthesia, and manages proper
states of patient narcosis throughout prolonged surgeries. Determines the need for and
administers parenteral fluids , including plasma and blood; administers stimulants as
directed. May also administer local anesthetics, as needed.
Community Health . Provides a broad range of nursing services including adult
and child health care, chronic and communicable disease control, health
teaching, counseling, referrals, and follow-up.
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Federal Reserve Bank of St. Louis
Registered Nurse II Specialist
8-13
Registered Nurse IV
Excluded are:
Plans, researches. develops , and implements new or modified techniques , methods ,
practices, and approaches in nursing care. Acts as consultant in area of specialization
and is considered an expert or leader within specialty area. Consults with supervisor to
develop decisions and coordinates with other medical staff and community. Typical
assignments include:
a.
Specialist/Consultant. Provides expert and complex hospital nursing and
health care to a specialized group of patients. Develops and monitors the
implementation of new nursing techniques, policies, procedures and programs;
instructs nursing and medical staff in specialty; represents the specialty to
outside organizations; and evaluates, interprets, and integrates research
findings into nursing practices.
Practitioner. Serves as primary health advisor in clinics and community health
organizations and provides full range of health care services. Manages clinic
and is responsible for formulating nursing and health care standards and
policies, including developing and teaching new techniques or practices and
establishing or revising criteria for care. Collaborates with physician in
planning, evaluating, coordinating, and revising program and determines
conditions, resources and policies essential to delivery of health care services.
b.
Budget clerks and assistants performing clerical work in support of budget
analysts ;
Program analysts evaluating the success of an organization's operating programs;
C.
Financial analysts evaluating the financial operations , transactions, practices and
structure of' an organization; and
d.
Budget analysts (above level IV) responsible for analyzing and administering
highly complex budgets requiring frequent reprogramming and evaluating the
impact of complicated legislation or policy decisions on the organization's budget.
Budget Analyst I
As a trainee, performs a variety of clearly-defined tasks assigned to increase the
employee's knowledge and understanding of budget concepts, principles, practices, and
procedures. Assists in the development of budgets by comparing projected costs to
schedules; or assists in budget administration by examining and highlighting obvious
deviations in reports listing the status of financial obligations and expenditures.
(Terminal positions are excluded.)
Work is performed under close supervision. Assignments are clearly defined, methods
are specified, and items to be noted and referred to supervisor are identified.
Administrative
Budget Analyst II
BUDGET ANALYST
(141: Accountant, auditor, and other financial specialist)
Performs routine and recurring budget analysis duties which typically facilitate more
complex review and analysis performed by supervisors or higher-level budget analysts.
Initial assignments are designed to expand practical experience and to develop judgment
in applying basic budget analysis techniques. Follows specific guidelines and previous
budget reports in analyzing budgets for operating programs which are uniform and
repetitive. Typical duties include:
Formulates and analyzes and/or administers and monitors an organization's budget.
Typical duties include: Preparing budget estimates to support programs; presenting and
justifying budget estimates; administering approved budgets and determining funding
requirements within authorized limits; evaluating and administering requests for funds
and monitoring and controlling obligations and expenditures; and developing and
interpreting budget policies.
In addition to the technical responsibilities described in levels I through IV, budget
analysts may also supervise subordinate staff members. At levels I and II, the
subordinate staff typically consists of clerical and paraprofessional employees; level m
may also coordinate the work of lower level analysts; and level IV may supervise one or
two analysts. Positions responsible for supervising three or more budget analysts and
support staff should typically be matched to the budget analyst supervisor definition.
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Federal Reserve Bank of St. Louis
B-14
Budget development: Assisting operating officials in preparing budget requests
and justifications by gathering, extracting, reviewing, verifying, and
consolidating a variety of narrative and statistical data; examining budget
requests for accuracy and conformance with procedures and regulations; and
comparing budget requests with prior year estimates and current operating
reports; and/or
information required for executive level budget meetings; confers on
modifications to budget requests; and interprets, revises, and develops
procedures and instructions for preparing and presenting budget requests;
and/or
Budget administration: Screening requests for allocations of approved budgets
and recommending approval, disapproval, or modification based on availability
of funds and conformance with regulations; analyzing operating reports to
monitor program expenditures and obligations; and summarizing narrative and
statistical data in budget forms and reports.
Budget administration: Prepares a variety of reports detailing the status of
funds, expenses, and obligations; identifies trends and recommends
adjustments in program spending; advises management on budgeting deadlines
and alternative means of accomplishing budgetary objectives; and serves as
budgeting liaison between managers and staff of various organizational
programs.
Applies previously learned skills to perform routine work independently. Supervisor
provides information regarding budgetary actions to be performed, organizational
functions to be covered, and specific instructions for unfamiliar work or complex
problems .
Budget Analyst Ill
Participates with supervisor in determining deadlines for assigned projects, which are
linked to the budget cycle and typically require more than a year for completion. Works
independently for several months at a time, with little review, while work progresses.
Uses a knowledge of commonly used budgetary procedures and practices, regulations,
and organizational policies to analyze budgets for relatively stable operations (e.g., minor
budget reprogramming is required two or three times a year). Forecasts funding needs
for operating programs with varying annual requirements for goods , services, equipment,
and personnel. Typical duties include:
BUYER/CONTRACTING SPECIALIST
(1449: Purchasing agent and buyer, not elsewhere classified)
Purchases materials, supplies, equipment, and services (e.g., utilities, maintenance,
and repair) and/or administers purchase contracts (assuring compliance after contract is
awarded) . In some instances items purchased are of types that must be specially
designed, prod~ced, or modified by the vendor in accordance with drawings or
engineering specifications.
Budget dei·elopment: Reviews and verifies budget data for consistency with
financial and program objectives; formulates and revises budget estimates;
validates justifications through comparisons with operating reports; and
explores funding alternatives based on precedents and guidelines; and/or
Budget administration: Certifies obligations and expenditures, monitors trends
in spending, and anticipates funding and reprogramming needs; within
established limits, recommends transfer of funds within accounts to cover
increased expenditures; assembles data for use in preparing budget and
program evaluations; and recommends the approval of or revises requests for
allotments .
Solicits bids, analyzes quotations received, and selects or recommends suppliers. At
levels ID and higher, formal contract negotiation methods are typically used where
knowledge of market trends and conditions is required. May interview prospective
vendors.
Purchases items and services or negotiates contracts at the most favorable price
consistent with quality, quantity, specification requirements, and other factors. Prepares
or supervises preparation of purchase orders from requisitions. May expedite delivery
and visit vendors' offices and plants.
Carries out assignments independently in accordance with standard procedures and
practices. Supervisor provides assistance on unfamiliar or unusual problems. May
perform more complex assignments to assist supervisor or higher level analyst.
Budget Analyst IV
Normally, purchases are unreviewed when they are consistent with past experience and
are in conformance with established rules and policies. Proposed purchase transactions
that deviate from the usual or from past experience in terms of prices, quality of items,
quantities, etc., or that may set precedents for future purchases, are reviewed by higher
authority prior to final action.
Provides analytical support for budgets which require annual modifications due to
changing work processes, resource needs , funding requirements, or fluctuating revenue.
Interprets guidelines and precedents and advises operating managers concerning
budgeting policies. May recommend new budgeting techniques. Typical duties include:
Contract administration includes determining allowable costs, monitoring contractor
compliance with contract terms , resolving problems concerning obligations of the parties,
explaining and renegotiating contract terms , and ensuring satisfactory contract
completion.
Budget development: Performs in-depth analysis of budget requests using
techniques such as cost-benefit analysis and program trade-offs, and by
exploring alternative methods of funding; writes and edits justifications for
higher level approval; coordinates the compilation and evaluation of
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Federal Reserve Bank of St. Louis
B- 15
In addition to work described above, some (but not all) buyers or contracting specialists
direct the work of one or a few clerks who perform routine aspects of the work. As a
secondary and subsidiary duty, some buyers may also sell or dispose of surplus, salvage,
or used materials, equipment, or supplies.
Note :
Some buyers or contracting specialists are responsible for the purchasing or
contract administration of a variety of items and materials. When the variety
includes items and work described at more than one of the following levels,
the position should be considered to equal the highest level that characterizes
at least a substantial portion of the buyer's time.
Excluded are:
a.
Buyers of items for direct sale, either wholesale or retail;
b.
Brokers and dealers buying for clients or for investment purposes;
C.
Positions that specifically require professional education and qualifications in a
physical science or in engineering (e.g., chemist, mechanical engineer);
procedures. These specialists use extensive judgment and originality to plan
procurement strategies for large scale acquisition programs or systems .
Buyer/Contracting Specialist I
Purchases "off-the-shelf' types of readily available, commonly used materials,
supplies, tools, furniture, services, etc.
Transactions usually involve local retailers, wholesalers , jobbers, and manufacturers'
sales representatives.
Quantities purchased are generally small amounts , e.g. , those available from local
sources.
Examples of items purchased include: common stationery and office supplies; standard
types of office furniture and fixtures; standard nuts, bolts, scre_ws; janitorial and common
building maintenance supplies; or common utility services or office machine repair
services.
OR
d.
Buyers who specialize in purchasing a single or a few related items of highly
variable quality such as raw cotton or wool, tobacco, cattle, or leather for shoe
uppers, etc. Expert personal knowledge of the item is required to judge the
relative value of the goods offered, and to decide the quantity, quality, and price of
each purchase in terms of its probable ·e ffect on the organization's profit and
competitive status;
As a trainee, performs various clearly defined procurement tasks designed to increase
the employee's knowledge and understanding of procurement and contracting concepts,
principles, practices, and procedures. Examples of duties include: assisting in the
preparation of solicitation documents; analyzing prices, discounts , and delivery dates;
making procurement recommendations; and drafting simple contract provisions ancl
supporting documentation. Work is performed under close supervision.
e.
Buyers or contracting specialists whose principal responsibility is the supervision
of a purchasing or contracting program;
Buyer/Contracting Specialist II
f.
Persons whose major duties consist of ordering, reordering, or requisitioning items
under existing contracts;
g.
Positions restricted to clerical functions or to purchase expediting work;
h.
Positions not requiring: 1) three years of administrative, technical, or substantive
clerical experience; 2) a bachelor's degree in any field; or 3) any equivalent
combination of experience and education yielding basic skills in problem analysis
and communication; and
I.
Purchases "off-the-shelf' types of standard, generally available technical items,
materials, and services. Transactions may involve occasional modification of standard
and common usage items, materials , and services, and include a few stipulations about
unusual packing, marking, shipping, etc.
Transactions usually involve dealing directly with manufacturers, distributors, jobbers,
etc. Limited contract negotiation techniques may be used, primarily for developmental
purposes to increase employee's skill and knowledge.
Quantities of items and materials purchased may be relatively large, particularly in the
case of contracts for continuing supply over a period of time.
Contracting specialists above level V having broad responsibilities for resolving
critical problems on major long-term purchases, developing new approaches or
innovative acquisition plans, and/or developing procurement policies and
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Federal Reserve Bank of St. Louis
May be responsible for locating or promoting possible new sources of supply. Usually
is expected to keep abreast of market trends, changes in business practices in the
assigned markets, new or altered types of materials entering the market, etc.
B-1 6
Examples of items purchased or under contract include: standard industrial types of hand
tools . gloves. and safety equipment; standard electronic parts, components, and
component test instruments; electric motors; gasoline service station equipment; PBX or
other specialized telephone services; special purpose printing services; custodial services
for a large building; and routine purchases of common raw materials such as standard
grades and sizes of steel bars, rods, and angles.
Also included at this level are buyers of materials of the types described for Buyer I
when the quantities purchased are large, so that local sources of supply are generally
inadequate and the buyer must deal directly with manufacturers on a broader than local
scale .
Some positions may involve assisting in the training or supervision of lower level
buyers or clerks.
Examples of items purchased include: castings; special extruded shapes of normal size
and material; special formula paints; electric motors of special shape or speeds;
production equipment; special packaging of items; raw materials in substantial quantities
or with special characteristics; and protective services where security presents an
especially significant problem.
Buyer/Contracting Specialist IV
OR
In a developmental position, assists higher level buyers or contracting specialists in
purchasing, and/or negotiating contracts for items, materials, or services of a technical
and specialized nature. Assigned work is designed to provide diversified experience, as a
background for future higher level work. Examples of duties include: reviewing
requisitions and drafting solicitations; evaluating bids and the dependability of suppliers;
meeting with commercial representatives; and monitoring the progress of contractors.
Supervisor provides general instructions, monitors work, and reviews recommendations .
Standard or routine aspects of work are performed with greater independence.
Buyer/Contracting Specialist Ill
Purchases items , materials, or services of a technical and specialized nature, usually by
negotiating a standard contract based on reimbursement of costs and expenses or a fixed
price ceiling. May be responsible for overseeing the postaward (contract administration)
functions (e.g., monitoring contract compliance, recommending action on problem
situations, and negotiating extensions of delivery schedules) of such contracts. The
items, while of a common general type, are usually made, altered, or customized to meet
the user's specific needs and specifications.
The number of potential vendors is likely to be small and price differentials often
reflect important factors (quality, delivery dates and places, etc.) that are difficult to
evaluate.
Negotiates and/or administers purchase contracts for complex and highly technical
items, materials, or services, frequently specially designed and manufactured exclusively
for the purchaser.
Transactions require dealing with manufacturers and often involve persuading
potential vendors to undertake the manufacture of custom designed items according to
complex and rigid specifications. Negotiation techniques are also frequently involved
with convincing the vendor to reduce costs.
Quantities of items and materials purchased are often large in order to satisfy the
requirements for an entire large organization for an extended period of time. Complex
schedules of delivery are often involved. Contracting specialists determine appropriate
quantities to be contracted for at any given period of time and negotiate with vendors to
establish or adjust delivery schedules.
Negotiations and contract administration are often complicated by the following:
requirements for spare parts, preproduction samples and testing, or technical literature;
patent and royalty provisions; or renegotiation of contract terms. In reviewing contract
proposals , extensive cost analysis is required to evaluate the cost of such factors as 1)
numerous technical specifications , and 2) potential changes in manufacturing processes
that might affect projected cost figures. These complications result in the incorporation
of numerous special provisions and incentives in renegotiated contracts.
In addition to the work described above, a few positions may also require supervision
of a few lower level buyers, contracting specialists or clerks. (No position is included in
this level solely because supervisory duties are performed.)
The quantities purchased of any item or service may be large. Many of the purchases
involve one or more such complications as: specifications that detail, in technical terms,
the required physical, chemical, electrical, or other comparable properties; special testing
prior to acceptance; grouping of items for lot bidding and awards; specialized processing,
packing, or packaging requirements; export packs; overseas port differentials; etc.
Examples of items purchased include: special purpose high-cost machine tools and
production facilities ; specialized condensers, boilers, and turbines; raw materials of
Is expected to keep abreast of market and product developments. May be required to
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Federal Reserve Bank of St. Louis
locate new sources of supply.
B-17
critically important characteristics or quality; and parts, subassemblies, components, etc.,
specially designed and made to order (e.g., communications equipment for installation in
aircraft being manufactured; component assemblies for missiles and rockets; and motor
vehicle frames) .
C.
Computer programmers who perform level IV or V duties but who perform no
programming analysis;
d.
Workers who primarily analyze and evaluate problems concerning computer
equipment or its selection or utilization;
e.
Computer systems programmers or analysts who primarily write programs or
analyze problems concerning the system software, e.g., operating systems,
compilers, assemblers, system utility routines, etc., which provide basic services
for the use of all programs and provide for the scheduling of the execution of
programs; however, positions matching this definition may develop a "total
package which includes not only writing programs to process data but also
selecting the computer equipment and system software required;
f.
Employees who have significant responsibility for the management or supervision
of workers (e.g., systems analysts) whose positions are not covered in this
definition; or employees with significant responsibility for other functions such as
computer operations, data entry, system software, etc.; and
g.
Positions not requiring: 1) three years of administrative, technical, or substantive
clerical experience; 2) a bachelor's degree in any field; or 3) any equivalent
combination of experience and education yielding basic skills in problem analysis
and communication.
COMPUTER PROGRAMMER
(397 : Programmer)
Performs programming services for establishments or for outside organizations who
may contract for services. Converts specifications (precise descriptions) about business
or scientific problems into a sequence of detailed instructions to solve problems by
electronic data processing (EDP) equipment, i.e ., digital computers. Draws program
flow charts to describe the processing of data and develops the precise steps and
processing logic which, when entered into the computer in coded language (COBOL,
FORTRAN, or other programming language), cause the manipulation of data to achieve
desired results. Tests and corrects programs and prepares instructions for operators who
control the computer during runs. Modifies programs to increase operating efficiency or
to respond to changes in work processes; maintains records to document program
development and revisions .
At levels I, II, and ID, computer programmers may also perform programming analysis
such as: gathering facts from users to define their business or scientific problems and to
investigate the feasibility of solving problems through new or modified computer
programs; developing specifications for data inputs, flow, actions, decisions, and outputs;
and participating on a continuing basis in the overall program planning along with other
EDP personnel and users.
Positions are classified into levels based on the following definitions.
Computer Programmer I
In contrast, at levels IV and V, some programming analysis must be performed as part
of the programming assignment. The analysis duties are identified in a separate
paragraph at levels I, II, ID, and IV, and are part of each alternative described at level V.
However, the systems requirements are defined by systems analysts or scientists.
Excluded are:
a.
b.
Positions which require a bachelor's degree in a specific scientific field (other than
computer science), such as an engineering, mathematics, physics, or chemistry
degree; however, positions are potential matches where the required degree may be
from any of several possible scientific fields;
In addition, as training and to assist higher level staff, may perform elementary fact
finding concerning a specified work process, e.g., a file of clerical records which is
treated as a unit (invoices, requisitions, or purchase orders, etc.); reports findings to
higher level staff.
Positions responsible for developing and modifying computer systems;
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Federal Reserve Bank of St. Louis
At this trainee level, assignments are usually planned to develop basic programming
skills because incumbents are typically inexperienced in applying such skills on the job.
Assists higher level staff by performing elementary programming tasks which concern
limited and simple data items and steps which closely follow patterns of previous work
done in the organization, e.g., drawing flow charts, writing operator instructions, or
coding and testing routines to accumulate counts, tallies, or summaries. May perform
routine programming assignments (as described in level II) under close supervision.
8-18
Receives classroom and/or on-the-job trammg in computer programming concepts,
methods, and techniques and in the basic requirements of the subject matter area. May
receive training in elementary fact-finding . Detailed, step-by-step instructions are given
for each task and any deviation must be authorized by a supervisor. Work is closely
monitored in progress and reviewed in detail upon completion.
Computer Programmer II
At this level, initial assignments are designed to develop competence in applying
established programming procedures to routine problems. Performs routine programming
assignments that do not require skilled background experience but do require knowledge
of established programming procedures and data processing requirements. Works
according to clear-cut and complete specifications. The data are refined and the format
of the final product is very similar to that of the input or is well defined when
significantly different, i.e., there are few , if any, problems with interrelating varied
records and outputs.
Maintains and modifies routine programs. Makes approved changes by amending
program flow charts , developing detailed processing logic, and coding changes. Tests
and documents modifications and writes operator instructions. May write routine new
programs using prescribed specifications; may confer with EDP personnel to clarify
procedures, processing logic, etc.
In addition, and as continued training , may evaluate simple interrelationships in the
immediate programming area, e.g., whether a contemplated change in one part of a
simple program would cause unwanted results in a related part; confers with user
representatives to gain an understanding of the situation sufficient to formulate the
needed change; and implements the change upon approval of the supervisor or higher
level staff. The incumbent is provided with charts , narrative descriptions of the functions
performed, an approved statement of the product desired (e.g., a change in a local
establishment report) , and the inputs , outputs, and record formats .
Reviews objectives and assignment details with higher level staff to insure thorough
understanding; uses judgment in selecting among authorized procedures and seeks
assistance when guidelines are inadequate, significant deviations are proposed, or when
unanticipated problems arise. Work is usually monitored in progress; all work is
reviewed upon completion for accuracy and compliance with standards.
Performs such duties as: develops, modifies , and maintains assigned programs; designs
and implements modifications to the interrelation of files and records within programs in
consultation with higher level staff; monitors the operation of assigned programs and
responds to problems by diagnosing and correcting errors in logic and coding; and
implements and/or maintains assigned portions of a scientific programming project,
applying established scientific programming techniques to well-defined mathematical,
statistical, engineering, or other scientific problems usually requiring the translation of
mathematical notation into processing logic and code. (Scientific programming includes
assignments such as: using predetermined physical laws expressed in mathematical
terms to relate one set of data to another; the routine storage and retrieval of field test
data; and using procedures for real-time command and control, scientific data reduction ,
signal processing, or similar areas.) Tests and documents work and writes and maintains
operator instructions for assigned programs. Confers with other EDP personnel to obtain
or provide factual data.
In addition, may carry out fact-finding and programming analysis of a single activity or
routine problem, applying established procedures where the nature of the program,
feasibility , computer equipment, and programming language have already been decided.
May analyze present performance of the program and take action to correct deficiencies
based on discussion with the user and consultation with and approval of the supervisor or
higher level staff. May assist in the review and analysis of detailed program
specifications and in program design to meet changes in work processes.
Works independently under specified objectives; applies judgment in devising program
logic and in selecting and adapting standard programming procedures; resolves problems
and deviations according to established practices; and obtains advice where precedents
are unclear or not available. Completed work is reviewed for conformance to standards,
timeliness, and efficiency. May guide or instruct lower level programmers; may
supervise technicians and others who assist in specific assignments.
Computer Programmer Ill
As a fully qualified computer programmer, applies standard programming procedures
and detailed knowledge of pertinent subject matter (e.g., work processes , governing
rules , clerical procedures , etc.) in a programming area such as: a record keeping
operation (supply, personnel and payroll, inventory, purchasing, insurance payments ,
depositor accounts , etc.); a well-defined statistical or scientific problem; or other
standardized operation or problem. W arks according to approved statements of
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requirements and detailed specifications. While the data are clear cut. related, and
equally available, there may be substantial interrelationships of a variety of records and
several varied sequences of formats are usually produced. The programs developed or
modified typically are linked to several other programs in that the output of one becomes
the input for another. Recognizes probable interactions of other related programs with
the assigned program(s) and is familiar with related system software and computer
equipment. Solves conventional programming problems. (In small organizations, may
maintain programs which concern or combine several operations, i.e ., users , or develop
programs where there is one primary user and the others give input. )
B-19
OR
Works on complex programs (as described in level IV) under close direction of higher
level staff or supervisor. May assist higher level staff by independently performing
moderately complex tasks assigned, and performing complex tasks under close
supervision .
Computer Programmer IV
Applies expertise in programming procedures to complex programs; recommends the
redesign of programs, investigates and analyzes feasibility and program requirements,
and develops programming specifications. Assigned programs typically affect a broad
multi-user computer system which meets the data processing needs of a broad area (e.g.,
manufacturing, logistics planning, finance management, human resources, or material
management) or a computer system for a project in engineering, research, accounting,
statistics, etc. Plans the full range of programming actions to produce several
interrelated but different products from numerous and diverse data elements which are
usually from different sources; solves difficult programming problems. Uses knowledge
of pertinent system software, computer equipment, work processes, regulations, and
management practices.
May function as team leader or supervise a few lower level programmers or technicians
on assigned work.
Computer Programmer V
At level V, workers are typically either supervisors, team leaders , staff specialists, or
consultants. Some programming analysis is included as a part of the programming
assignment. Supervision and review are similar to level IV.
Typical duties and responsibilities include one or more of the following:
1.
In a supervisory capacity, plans, develops, coordinates, and directs a large and
important programming project (finance, manufacturing, sales/marketing, human
resources, or other broad area) or a number ~f small programming projects with
complex features. A substantial portion of the work supervised (usually 2 to 3
workers) is comparable to that described for level IV. Supervises, coordinates, and
reviews the work of a small staff, normally not more than 15 programmers and
technicians; estimates personnel needs and schedules, assigns and reviews work to
meet completion date. These day-to-day supervisors evaluate performance, resolve
complaints, and make recommendations on hiring and firing. They do not make
final decisions on curtailing projects, reorganizing, or reallocating resources.
2.
As team leader, staff specialist, or consultant, defines complex scientific problems
(e.g., computational) or other highly complex programming problems (e.g.,
generating overall forecasts, projections, or other new data fields widely different
from the source data or untried at the scale proposed) and directs the developme~t
of computer programs for their solution; or designs improvements in complex
programs where existing precedents provide little guidance, such as an interrelated
group of mathematical/statistical programs which support health insurance, natural
resources, marketing trends, or other research activities. In conjunction with users
(scientists or specialists), defines major problems in the subject-matter area.
Contacts co-workers and user personnel at various locations to plan and coordinate
project and gather data; devises ways to obtain data not previously available;
arbitrates differences between various program users when conflicting
requirements arise. May perform simulation studies to determine effects of
changes in computer equipment or system software or may assess the feasibility
and soundness of proposed programming projects which are novel and complex.
Performs such duties as: develops , modifies , and maintains complex programs; designs
and implements the interrelations of files and records within programs which will
effectively fit into the overall design of the project; '3/orking with problems or concepts,
develops programs for the solution to major-scientific computational problems requiring
the analysis and development of logical or mathematical descriptions of functions to be
programmed; and develops occasional special programs, e.g., a critical path analysis
program to assist in managing a special project. Tests, documents, and writes operating
instructions for all work. Confers with other EDP personnel to secure information,
investigate and resolve problems, and coordinate work efforts .
In addition, performs such programming analysis as: investigating the feasibility of
alternate program design approaches to determine the best balanced solution, e.g., one
that will best satisfy immediate user needs, facilitate subsequent modification, and
conserve resources; on typical maintenance projects and smaller scale, limited new
projects, assisting user personnel in defining problems or needs and determining work
organization, the necessary files and records, and their interrelation with the program; or
on large or more complicated projects, participating as a team member along with other
EDP personnel and users and having responsibility for a portion of the project.
Works independently under overall objectives and direction, apprising the supervisor
about progress and unusual complications. Modifies and adapts precedent solutions and
proven approaches. Guidelines include constraints imposed by the related programs with
which the incumbent's programs must be meshed. Completed work is reviewed for
timeliness, compatibility with other work, and effectiveness in meeting requirements.
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B-20
Computer Systems Analyst I
Typically develops programming techniques and procedures where few precedents
exist. May be assisted on projects by other programmers or technicians .
COMPUTER SYSTEMS ANALYST
(1712: Computer systems analyst)
Analyzes business or scientific problems for resolution through electronic data
processing. Gathers information from users , defines work problems , and, if feasible,
designs a system of computer programs and procedures to resolve the problems.
Develops complete specifications to enable computer programmers to prepare required
programs: analyzes subject-matter operations to be automated; specifies number and
types of records, files, and documents to be used and outputs to be produced; prepares
work diagrams and data flow charts; coordinates tests of the system and participates in
trial runs of new and revised systems; and recommends computer equipment changes to
obtain more effective operations. May also write the computer programs.
Excluded are:
a.
Trainees who receive detailed directives and work plans, select authorized
procedures for use in specific situations, and seek assistance for deviations and
problems;
b.
Positions which require a bachelor's degree in a specific scientific field (other than
computer science), such as an engineering , mathematics, physics, or chemistry
degree; however, positions are potential matches where the required degree may be
from any of several possible scientific fields;
Carries out fact finding and analysis as assigned, usually of a single activity or a
routine problem; applies established procedures where the nature of the system,
feasibility, computer equipment, and programming language have already been decided;
may assist a higher level systems analyst by preparing the detailed specifications
required by computer programmers from information developed by the higher level
analyst; may research routine user problems and solve them by modifying the existing
system when the solutions follow clear precedents. When cost and deadline estimates
are required, results receive close review.
The supervisor defines objectives, priorities, and deadlines. Incumbents work
independently; adapt guides to specific situations; resolve problems and deviations
according to established practices; and obtain advice where precedents are unclear or not
available. Completed work is reviewed for conformance to requirements, timeliness, and
efficiency. May supervise technicians and others who assist in specific assignments.
Computer Systems Analyst II
c.
Computer programmers who write computer programs and solve user problems not
requiring systems modification;
d.
Workers who primarily analyze and evaluate problems concerning computer
equipment or its selection or utilization; and
e.
Computer systems programmers or analysts who primarily write programs or
analyze problems concerning the system software, e.g., operating systems,
compilers, assemblers , system utility routines , etc., which provide basic services
for the use of all programs and provide for the scheduling or the execution of
programs; however, positions matching this definition may develop a "total
package" which includes not only analyzing work problems to be processed but
also selecting the computer equipment and system software required.
Positions are classified into levels on the basis of the following definitions.
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At this level, initial assignments are designed to expand practical experience in
applying systems analysis techniques and procedures. Provides several phases of the
required systems analysis where the nature of the system is predetermined. Uses
established fact finding approaches , knowledge of pertinent work processes and
procedures, and familiarity with related computer programming practices, system
software, and computer equipment.
B-21
Applies systems analysis and design skills in an area such as a record keeping or
scientific operation. A system of several varied sequences or formats is usually
developed, e.g. , systems for maintaining depositor accounts in a bank, maintaining
accounts receivable in a retail establishment, maintaining inventory accounts in a
manufacturing or wholesale establishment, or processing a limited problem in a scientific
project. Requires competence in most phases of system analysis and knowledge of
pertinent system software and computer equipment and of the work processes, applicable
regulations , work load, and practices of the assigned subject-matter area. Recognizes
probable interactions of related computer systems and predicts impact of a change in
assigned system.
Reviews proposals which consist of objectives, scope, and user expectations; gathers
facts , analyzes data, and prepares a project synopsis which compares alternatives in
terms of cost, time, availability of equipment and personnel, and recommends a course of
action; and upon approval of synopsis, prepares specifications for development of
computer programs. Determines and resolves data processing problems and coordinates
the work with program, users , etc.; orients user personnel on new or changed procedures.
May conduct special projects such as data element and code standardization throughout a
broad system, working under specific objectives and bringing to the attention of the
supervisor any unusual problems or controversies.
Supervision and nature of review are similar to level II; existing systems provide
precedents for the operation of new subsystems.
Works independently under overall project objectives and requirements; apprises
supervisor about progress and unusual complications. Guidelines usually include
existing systems and the constraints imposed by related systems with which the
incumbent's work must be meshed. Adapts design approaches successfully used in
precedent systems. Completed work is reviewed for timeliness, compatibility with other
work, and effectiveness in meeting requirements. May provide functional direction to
lower level assistants on assigned work.
Applies expert systems analysis and design techniques to complex system development
in a specialized design area and/or resolves unique or unyielding problems in existing
complex systems by applying ne¾-· technology. Work requires a broad knowledge of data
sources and flow , interactions of existing complex systems in the organization, and the
capabilities and limitations of the systems software and computer equipment. Objectives
and overall requirements are defined in the organization's EDP policies and standards;
the primary constraints typically are those imposed by the need for compatibility with
existing systems or processes. Supervision and nature of review are similar to levels II
andill.
OR
Computer Systems Analyst IV
Typical duties and responsibilities include one or more of the following :
W arks on a segment of a complex data processing scheme or broad system, as
described for computer systems analyst level ill. Works independently on routine
assignments and receives instructions and guidance on complex assignments. Work is
reviewed for accuracy of judgment, compliance with instructions, and to insure proper
alignment with the overall system.
1.
As team or project leader, provides systems design in a specialized and highly
complex design area, e.g., interrelated business statistics and/or projections,
scientific systems, mathematical models, or similar unprecedented computer
systems. Establishes the frame¾-·ork of new computer systems from feasibility
studies to post-implementation evaluation. Devises new sources of data .and
develops new approaches and techniques for use by others. May serve as technical
authority for a design area. At least one or two team members perform work at
level ill; one or two team members may also perform work as a level IV staff
specialist or consultant as described below.
2.
As staff specialist or consultant, with expertise in a specialty area (e.g., data
security, telecommunications, systems analysis techniques, EDP standards
development, etc.), plans and conducts analyses of unique or unyielding problems
in a broad system. Identifies problems and specific issues in assigned area and
prepares overall project recommendations from an EDP standpoint including
feasible advancements in EDP technology; upon acceptance, determines a design
strategy that anticipates directions of change; designs and monitors necessary
testing and implementation plans. Performs work such as: studies broad areas of
projected work processes which cut across the organization's established EDP
systems; conducts continuing review of computer technological developments
applicable to system design and prepares long range forecasts; develops EDP
standards where new and improved approaches are needed; or develops
recommendations for a management information system where new concepts are
required.
Computer Systems Analyst Ill
Applies systems analysis and design techniques to complex computer systems in a
broad area such as manufacturing; finance management; engineering, accounting, or
statistics; logistics planning; material management, etc. Usually, there are multiple users
of the system; however, there may be complex one-user systems, e.g. , for engineering or
research projects. Requires competence in all phases of systems analysis techniques,
concepts, and methods and knowledge of available system software, computer
equipment, and the regulations, structure, techniques, and management practices of one
or more subject-matter areas. Since input data usually come from diverse sources, is
responsible for recognizing probable conflicts and integrating diverse data elements and
sources. Produces innovative solutions for a variety of complex problems.
Maintains and modifies complex systems or develops new subsystems such as an
integrated production scheduling, inventory control, cost analysis, or sales analysis
record in which every item of each type is automatically processed through the full
system of records. Guides users in formulating requirements; advises on alternatives and
on the implications of new or revised data processing systems; analyzes resulting user
project proposals, identifies omissions and errors in requirements, and conducts
feasibility studies; recommends optimum approach and develops system design for
approved projects. Interprets information and informally arbitrates between system users
when conflicts exist. May serve as lead analyst in a design subgroup, directing and
integrating the work of one or two lower level analysts, each responsible for several
programs.
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Computer Systems Analyst V
As a top technical expert, develops broad unprecedented computer systems and/or
conducts critical studies central to the success of large organizations having extensive
B-22
Classification by level
technical or highly diversified computer requirements. Considers such requirements as
broad organization policy, and the diverse user needs of several organizational levels and
locations . Works under general administrative direction.
Supervisory jobs are matched at one of four levels according to two factors :
a) base level of work supervised; and b) level of supervision. The table following the
explanations of these factors indicates the level of the supervisor for each combination of
factors .
Typical duties and responsibilities include one or more of the following:
1.
2.
As team or project leader, guides the development of broad unprecedented
computer systems. The information requirements are complex and voluminous .
Devises completely new ways to locate and develop data sources; establishes new
factors and criteria for making subject-matter decisions. Coordinates fact finding,
analysis, and design of the system and applies the most recent developments in
data processing technology and computer equipment. Guidelines consist of stateof-the-art technology and general organizational policy. At least one team member
performs work at level IV.
Base level of work
The base level of work is the highest level of nonsupervisory work under the direct or
indirect supervision of the supervisor/manager which (when added to the nonsupervisory
•levels above it) represents at least 25 percent of the total nonsupervisory, nonclerical
staff and at least two of the full-time positions supervised.
As staff specialist or consultant, is a recognized leader and authority in a large
organization (as defined above). Performs at least two of the following : a) has
overall responsibility for evaluating the significance of technological advancement
and developing EDP standards where new and improved approaches are needed,
e.g., programming techniques; b) conceives and plans exploratory investigations
critical to the overall organization where useful precedents do not exist and new
concepts are required, e.g. , develops recommendations regarding a comprehensive
management information system; or c) evaluates existing EDP organizational
policy for effectiveness, devising and formulating changes in the organization's
position on broad policy issues. May be assisted on individual projects by other
analysts .
To determine the base level of nonsupervisory, nonclerical work: 1) array the positions
by level of difficulty; 2) determine the number of workers in each position; and 3) count
down from the highest level (if necessary) until at least 25 percent of the total
nonsupervisory, nonclerical staff are represented.
Level of supervision
Supervisors and managers should be matched at one of the three LS levels below
which best describes their supervisory responsibility.
LS-1
Plans, coordinates, and evaluates the work of a small staff, normally not
more than 15 programmers, systems analysts, and technicians; estimates
personnel needs and schedules, assigns, and reviews work to meet completion
date; interviews candidates for own unit and recommends hires , promotions, or
reassignments; resolves complaints and refers group grievances and more
serious unresolved complaints to higher level supervisors; may reprimand
employees.
LS-2
Directs a sizable staff (normally 15-30 employees), typically divided into
sub-units controlled by subordinate supervisors; advises higher level
management on work problems of own unit and the impact on broader
programs; collaborates with heads of other units to negotiate and/or coordinate
work changes; makes decisions on work or training problems presented by
subordinate supervisors; evaluates subordinate supervisors and reviews their
evaluations of other employees; selects nonsupervisors (higher level approval is
virtually assured) and recommends supervisory selections; hears group
grievances and serious or unresolved complaints. May shift resources among
projects and perform long range budget planning.
COMPUTER SYSTEMS ANALYST SUPERVISOR/MANAGER
(1712: Computer systems analyst)
Supervises three or more employees, two of whom perform systems analysis. Work
requires substantial and recurring use of systems analysis skills in directing staff. May
also supervise programmers and related clerical and technical support personnel.
Excluded are:
a.
Positions also having significant responsibility for the management or supervision
of functional areas (e.g. , system software development, data entry, or computer
operations) not related to the Computer Systems Analyst and Computer
Programmer definitions;
b.
Supervisory positions having base levels below Computer Systems Analyst II or
Computer Programmer IV; and
C.
Managers who supervise two or more subordinates performing at Computer
Systems Analyst Supervisor/Manager level IV.
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Note:
B-23
In rare instances, supervisory positions responsible for directing a sizable
staff (e.g., 20-30 employees) may not have subordinate supervisors, but have
all other LS-2 responsibilities. Such positions should be matched to LS-2.
PERSONNEL SPECIALIST
LS-3
Directs two subordinate supervisory levels and the work force managed
typically includes substantially more than 30 employees. Makes major
decisions and recommendations (listed below) which have a direct, important,
and substantial effect on own organization and work. Performs at least three of
the following :
decides what programs and projects should be initiated, dropped,
expanded, or curtailed;
determines long range plans in response to program changes, evaluates
program goals, and redefines objectives;
determines changes to be made in organizational structure, delegation of
authority, coordination of units , etc.;
decides on the means to substantially reduce operating costs without
impairing overall operations; justifies major equipment expenditures; and
IV
V
II
I
m
II
IV
V
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Federal Reserve Bank of St. Louis
Equal Employment Opportunity:
equal opportunity provisions.
Level of supervisor
LS-1
m
IV
LS-2
II
m
IV
Exclude
Salary and Benefit Administration: Analyzing and evaluating compensation
practices, participating in compensation surveys, and recommending pay and
benefit adjustments.
Employee Relations and Services: Providing guidance, advice , and assistance
on such matters as employee services and benefits; management-employee
communications; performance appraisals, grievances and appeals; equ_al
employment opportunity; and employee conduct and discipline.
CRITERIA FOR MATCHING COMPUTER SYSTEMS
ANALYST SUPERVISORS/MANAGERS
Matched in the
Computer
Systems
Analyst
Definition
Job Analysis/Evaluation : Analyzing , evaluating, and defining occupations or
positions based on duties, responsibilities , and qualification requirements in
order to establish or maintain a framework for equitable compensation.
Employee Development: Planning, evaluating, and administering employee
training and development programs to achieve both organizational goals and
personnel management objectives.
resolves differences between key subordinate officials; decides , or
significantly affects final decisions , on personnel actions for supervisors
and other key officials.
Matched in the
Computer
Programmer
Definition
Plans, administers, advises on, or performs professional work in one or nwre personnel
specialties , such as :
Recruitment and Placement: Recruiting applicants through various sources
(e.g., schools, colleges, employment agencies , newspapers, professional
societies); evaluating applicants using qualification ratings, test scores,
interviews, and reference checks; and recommending applicant placement.
decides what compromises to make in operations in view of public
relations implications and need for support from various groups;
Base level of nonsupervisory job(s)
(143: Personnel, training , and labor relations specialist)
Planning, evaluating, and administering
Labor Relations: Advising and assisting management on a variety of labor
relations matters , and negotiating and administering labor agreements on
behalf of management.
LS-3
In addition to the technical responsibilities described in levels I through VI, personnel
specialists may also manage personnel functions and supervise subordinate staff. At
levels I and II, the subordinate staff typically consists of clerks and paraprofessionals;
level ill may coordinate the work of lower level specialists; and levels IV and above may
supervise subordinate specialists. Positions which are primarily supervisory, rather than
technical, in nature (i.e ., they are not readily matchable to the level-to-level distinctions
in this definition) should be matched to the personnel supervisor/manager definition.
m
IV
Exclude
Exclude·
B-24
This broad, generic occupation includes specialists: (1) working in personnel
operations; (2) reviewing and evaluating the quality of personnel programs; and (3)
developing and revising personnel programs and procedures.
personnel management principles, procedures and techniques . while performing a variety
of uncomplicated tasks under close supervision.
Personnel Specialist II
Excluded are:
a.
Positions matched to the personnel supervisor/manager definition;
b.
Directors of personnel , who service more than 250 employees and have significant
responsibility for administering all three of the following functions: Job evaluation,
employment and placement, and employee relations and services. In addition,
workers in these excluded positions serve top management of their organization as
the source of advice on personnel matters and problems;
C.
Clerical and paraprofessional positions ;
d.
Labor relations specialists who negotiate with labor umons as the principal
representative of their overall organization;
e.
Specialists with matchable titles (e.g. , labor relations specialist, equal opportunity
specialist) which are not part of the establishment's personnel program;
f.
Specialists in other occupations (e.g., nursing , organizational development, payroll,
safety and health, security, and training), ei·en if these positions are part of the
establishment's personnel program;
g.
Positions not requiring: (1 ) three years of administrative, technical, or substantive
clerical experience; (2) a bachelor's degree in any field; or (3) any equivalent
combination of experience and education yielding basic skills in problem analysis
and communication; and
Positions employed by personnel supply service establishments (S.I.C. 736).
Operations. Performs standard procedural duties which require the use of personnel
management principles and techniques to identify and analyze personnel problems .
Provides limited advice to management, such as informing departmental supervisors of
typical duty patterns which comprise an occupational level or of types of candidates
available for a particular type of job. Receives specific instructions with each new
assignment.
Program evaluation and development. Assists higher level specialists in preliminary
phases of evaluation or development. Receives increasingly difficult assignments under
close supervisory guidance and review.
Typical duties include: analyzing and evaluating nonexempt jobs using standard
procedures; participating in recruitment or compensation surveys for nonexempt jobs;
rating applicants using established guides; explaining established policies , procedures, or
regulations to employees or management; and performing limited tasks to assist higher
level specialists in employee development, employee relations , and labor relations
programs.
Personnel Specialist Ill
h.
Classification by level
Establishment positions which meet the above criteria are matched at one of six levels.
Primary leveling concepts are presented for each of the three options: (1) operations, (2)
program evaluation, and (3) program development. These leveling concepts take
precedent over typical duties and responsibilities in determining the level of a match.
Job duties that are "moderately complex" in one establishment may be "procedural" in
another establishment.
Program evaluation and development. Assists higher level specialists or managers by
studying less complex aspects of personnel programs (e.g., merit promotions, incentive
awards), resolving problems of average difficulty, and reporting findings to be included
in evaluation reports .
Personnel Specialist I (operations only)
Typical duties include: analyzing, evaluating, and defining both exempt and nonexempt
jobs in various occupational groups using established procedures; participating in surveys
of broad compensation areas; recruiting and screening applicants for both exempt and
nonexempt jobs, checking references and recommending placement; assisting in
identifying training needs and arranging training, initiating personnel actions or awards,
As a trainee , receives classroom and/or on-the-job tramrng in the principles,
procedures, and regulations of the personnel program and in the programs, policies, and
objectives of the employing organization. Assignments provide experience in applying
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Operations. Performs moderately complex assignments following established policies
and guidelines. Work requires experience both in a personnel specialty and in the
organization serviced. Advises management on the solution to personnel problems of
limited scope for which there are precedents. Renders advice concerning own specialty,
but discusses impact on other personnel areas. Works independently under specified
objectives; closer supervision is provided for complex assignments , precedent-setting
actions , and actions that impact either other functional areas or key working
relationships.
B-25
and interpreting established personnel policy, regulations , and precedents; or
participating in preparing for and conducting labor negotiations.
Specialists are authorized to make decisions for their organizations and consult with their
supervisors concerning unusual problems and developments.
Personnel Specialist IV
Program evaluation . Independently evaluates personnel programs to determine the
degree to which they are achieving goals and objectives, ascertaining weaknesses in
programs and guidelines, and making recommendations for improvements. Conclusions
are reported to top management.
Operations. Applies to three different work situations. In situation (1), specialists use
technical knowledge, skills , and judgment to solve complex technical problems.
Advisory services to management are similar to those described at level ill. Situation (2)
combines typical level ill operating skills with comprehensive management advisory
services. Advisory services require high technical skills, along with broad personnel
knowledge, to solve problems from a total personnel management perspective. In
situations (1) and (2), specialists plan and complete work following established program
goals and objectives. Their judgments and recommendations are relied on for
management decisions.
Situation (3) applies to specialists who are solely responsible for performing
moderately complex assignments (as described in level III) and for rendering final
decisions on assigned personnel matters tinder general administrative supervision.
Responsibilities include planning and scheduling work and coordinating and integrating
program(s) with other personnel, management, and operational activities.
Program evaluation.
Conducts on-site review of personnel actions in several
organizational units; determines factual basis for personnel actions, evaluates actions for
consistency with established guidelines, and reports significant findings.
Typical duties include: Participating in the development of personnel policies and
procedures; analyzing, evaluating, and defining unusually difficult jobs, e.g. , those in
emerging occupations which lack applicable guidelines, or in organizations so complex
and dynamic that it is difficult to determine the extent of a position's responsibility;
recruiting candidates for one-of-a-kind jobs; participating in employee-management
relations where the underlying issues are difficult to identify; planning and administering
a comprehensive employee development program; or performing labor relations
assignments for a large conglomerate.
Personnel Specialist VI
Program development. Independently develops supplemental guidelines for existing
procedures.
Typical duties include: analyzing, evaluating, and defining difficult exempt jobs, i.e.,
those in research and development, administration, law, and computer science; planning
and conducting broad compensation surveys and recommending pay and benefit
adjustments; developing training plans and procedures for an organizational segment;
participating in complex employee-management relations issues such as controversies,
poor morale, and high turnover; or developing plans and procedures for labor
negotiations in a moderately complex organization.
Personnel Specialist V
Operations. Applies to two different work situations. In situation (1), specialists solve
unusually complex and unprecedented problems which require creative solutions. In
situation (2), specialists are assigned complex technical problems (as described in level
IV - situation (1) combined with responsibility for providing comprehensive advice to
management. Management advisory services are complicated by jobs and organizations
that are complex, new , or dynamic, and by the abstract nature of the work processes.
Supervision and guidance relate largely to program goals and time schedules.
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Program development. Applies expertise in modifying procedures and guidelines.
Projects are usually narrow in scope, i.e. , limited to an occupational field or to a specific
program 'area. May have full technical responsibility for personnel projects, studies ,
policies, or programs that are less complex than described at level VI.
Program evaluation. Applies to three different work situations. In situation (1 ),
specialists evaluate the personnel management program of large, complex organizations.
Such evaluations require broad understanding and sensitivity both to the
interrelationships between different personnel programs and to complex organizational
and management relationships. In situation (2), specialists provide advice to
management in improving personnel programs in unusually complex organizations. Such
expertise extends beyond knowledge of guidelines, precedents, and technical principles
into areas of program management and administration. In situation (3 ), specialists serve
as evaluation experts assigned to uniquely difficult and sensitive personnel problems,
e.g., solutions are unusually controversial; specialists are required to persuade and
motivate key officials to chang-e major personnel policies or procedures; or problems
include serious complaints where facts are vague.
Program development. Specialists have full technical responsibility for unusually
complex personnel projects, studies, policies, or programs. The scope and impact of
these assignments are broad and are of considerable importance to organizational
management.
Supervision received is essentially administrative, with assignments given in terms of
broad general objectives and limits.
B-26
PERSONNEL SUPERVISOR/MANAGER
Establishment supervisory positions matched in the personnel specialist series should
be counted as "non-supervisory" in computing the base level for personnel supervisor/
manager matches.
(143 : Personnel , training , and labor relations specialist)
Supervises three or more personnel specialists and/or clerks and paraprofessionals.
Although the work is supervisory in nature, it requires substantial knowledge of
personnel policies, procedures, and practices.
Excluded are:
a.
Positions matched to the personnel specialist definition:
b.
Directors of personnel, who service more than 250 employees and have significant
responsibility for administering all three of the following functions : Job evaluation,
employment and placement, and employee relations and services. In addition ,
workers in these excluded positions serve top management of their organization as
the source of advice on personnel matters and problems;
Due to the unique nature of this particular occupation series, the mechanics of the base
level concept are often not applicable in determining the appropriate job level of a
personnel supervisor/manager.
See Alternative Criteria For Matching Personnel
Supervisors/Managers at the end of this definition for assistance in assuring correct job
matches.
Level of Supervision
Supervisors and managers should be matched at one of the three LS levels below
which best describes their supervisory responsibility.
LS-1
Plans, coordinates, and evaluates the work of a small staff, normally not
more than 10 personnel specialists, paraprofessionals, and clerks; estimates
staffing needs for personnel unit and schedules, assigns, and reviews work to
meet completion date; interviews candidates for own unit and recommends
hires, promotions, or reassignments; and resolves complaints, referring group
grievances and more serious unresolved complaints to higher level supervisors;
may reprimand employees.
LS-2
Directs a sizable staff (normally 10-20 employees), typically divided into
sub-units controlled by subordinate supervisors; advises higher level
management on work problems of own unit and the impact on broader
programs; collaborates with heads of other units to negotiate and/or coordinate
work changes; makes decisions on work or training problems presented by
subordinate supervisors; evaluates subordinate supervisors and reviews their
evaluations of their employees; selects nonsupervisors (higher level approval is
virtually assured) and recommends supervisory selections; and hears group
grievances and serious or unresolved complaints. May shift resources among
projects and perform long range budget planning.
Conceptually, the base level of work is the highest level of nonsupervisory work under
the direct or indirect supervision of the supervisor/manager which (when added to the
nonsupervisory levels above it) represents at least 25 percent of the total nonsupervisory ,
nonclerical staff and at least two of the full-time positions supervised.
Note:
In rare instances, supervisory positions responsible for directing a sizable
staff (e.g., 10-20 professional employees) may not have subordinate
supervisors, but have all other LS-2 responsibilities. Such positions should be
matched to LS-2.
To determine the base level of nonsupervisory, nonclerical work: 1) array the
positions by level of difficulty; 2) determine the number of workers in each position; and
3) count down from the highest level (if necessary) until at least 25 percent of the total
nonsupervisory, nonclerical staff are represented.
LS-3
Directs two subordinate supervisory levels and the work force managed
typically includes substantially more than 20 employees. Makes major
decisions and recommendations (listed below) which have a direct, important,
and substantial effect on own organization and work. Performs at least three of
the following :
C.
Labor relations positions which are primarily responsible for negotiating with labor
unions as the principal representative of their overall organization;
d.
Supervisory positions having both a base level below personnel specialist Ill and
requiring technical expertise below personnel specialist IV; and
e.
Positions also having significant responsibility for functional areas beyond
personnel (e.g., payroll, purchasing, or administration).
Classification by Level
Supervisory jobs are matched at one of five levels according to two factors: a) base
level of work supervised, and b) level of supervision. The table following the
explanations of these factors indicates the level of the supervisor for each comb1nation of
factors .
Base Level of Work
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Federal Reserve Bank of St. Louis
8-27
decides what programs and projects should be initiated, dropped,
expanded, or curtailed;
determines long range plans in response to program changes, evaluates
program goals, and redefines objectives;
determines changes to be made in organizational structure, delegation of
authority, coordination of units, etc.;
decides what compromises to make in program operations in view of public
relations implications and need for support from various groups;
resolves differences between key subordinate officials; decides, or
significantly affects final decisions , on personnel actions for subordinate
supervisors and other key subordinates.
Table 8-2. Criteria for matching personnel supervisors/managers
LS-1
I
ill
IV
V
n
ill
IV
VI
Level of
supervisor
LS-2
LS-3
n
V
Exclude
V
Personnel
Supervisor/Manager
Director of
Personnel
I
I
I
V
n
n
VI
ill
IV
ill
IV
V
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Federal Reserve Bank of St. Louis
V
Collects delinquent taxes, canvasses for unreported taxes due, secures delinquent tax
returns, and counsels taxpayers on filing and paying obligations. Tax collection typically
begins after office examination of tax returns and financial records and subsequent
notices of tax liability fail to collect full payment: Obtains and analyzes financial
information, selects appropriate administrative or judicial remedy, and liquidates tax
liability through such measures as compromise, installment agreements, and seizure and
sale of property or other assets. Establishes liability for and imposes various penalties
under State or County revenue codes. Serves summonses, takes testimony under oath,
and testifies in court.
Collection of delinquent taxes involves analyzing a taxpayer's financial worth and
ability to pay. In resolving delinquency, tax collectors evaluate (or use appraisers to
evaluate): market value of assets; equity shares of other creditors; liens and ownership
rights; taxpayer earning capacity; and the potential of taxpayer businesses. If bankruptcy
is imminent, tax collectors file notices of lien to give their agency priority over
subsequent creditors. If necessary, collectors take action for seizure and make
arrangements for selling property. However, before resorting to enforced collection
procedures, they may recommend alternatives such as installment payments, appointing
escrow agents, or accepting collateral or mortgage arrangements to protect their agency's
equity.
n
ill
IV
( 1139: Officials and administrators, public administration, not elsewhere classified)
Tax collection involves two overlapping functions - returns investigation and
collection of delinquent taxes. Returns investigations involve analyzing financial
records , examining taxpayer's situation or business operations, and counseling taxpayers
on statutory requirements and preparation of delinquent returns. Tax collectors primarily
performing returns investigation work are not typically found above level II.
Table 8-3. Level equivalents of personnel professional occupations
Personnel
Specialist
Base level artificially low. The leanness of subordinate staff often combines with
the appropriate LS level to produce a level of supervisor/manager which is below
the supervisor/manager's level of technical expertise, as measured by the personnel
specialist definition. In these instances, raise the level of the supervisor/manager
match to correlate to the equivalent level of personnel specialist (see chart above).
Work typically requires at least three years experience in general business or financial
practices or the equivalent in education and experience combined. Level I is primarily
for training and development Level II is the full working level for tax collectors who
follow standard procedures and level ID includes specialists, team leaders, and quasisupervisors solving moderately complex tax collection problems.
·
ill
IV
ill
IV
a.
TAX COLLECTOR
decides on the means to substantially reduce program operating costs
without impairing overall operations; justifies major equipment
expenditures; and
Base level of nonsupervisory
job(s) matched in the personnel
specialist definition
Alternative criteria for matching Personnel Supervisor/Managers
B-28
Technical
Excluded are:
a.
b.
Tax collection supervisors. Incumbents in these full supervisory positions typically
assign , coordinate, and review work; estimate personnel needs and schedules;
evaluate performance; resolve complaints; and make recommendations for hiring
and firing ; and
Tax auditors responsible for determining taxpayer liability.
COMPUTER OPERATOR
(4612: Computer operator)
Monitors and operates the control console of either a mainframe digital computer or a
group of minicomputers, in accordance with operating instructions, to process data.
Work is characterized by the following:
Tax Collector I
Studies operating instructions to determine equipment setup needed;
Receives formal trammg in: internal revenue laws , regulations , and procedures;
collection enforcement techniques and laws of evidence and procedures; and business
fundamentals. On-the-job training is provided and progressively broader assignments
are given for development purposes. Most assignments are simple, although more
difficult work such as that encountered at level II may be performed under close
supervision and guidance. Individuals hired typically have 1-2 years experience in
accounting, loan, collection, or related area or equivalent education in accounting ,
business law , or related field of study.
Loads equipment with required items (tapes, cards, paper, etc.);
Switches necessary auxiliary equipment into system;
Starts and operates control console;
Diagnoses and corrects equipment malfunctions;
Reviews error messages and makes corrections during operation or
refers problems;
Tax Collector II
Follows standard procedures to collect delinquent tax accounts and secure delinquent
returns .
Receives specific assignments from supervisor and works out details
independently. Explains to tax debtors sanctions which may be used in the event of
nonpayment and procedures for appealing tax bills or assessments. Compiles prescribed
records and reports. Refers problems to supervisor which cannot be resolved by applying
standard procedures.
May test run new or modified programs and assist in modifying systems or programs.
Included within the scope of this definition are fully qualified computer operators,
trainees working to become fully qualified operators, and lead operators providing
technical assistance to lower level positions.
Tax Collector Ill
Excluded are:
As a tax collection specialist, team leader, or quasi-supervisor, conducts moderately
complex investigations to detect or verify suspected tax violations according to
established rules , regulations , and tax ordinances. Selects methods of approach, resolves
problems referred by lower level tax collectors, and applies all remedies available to
collect delinquent taxes. Prepares comprehensive records and reports. Trains lower
level tax collectors and assists them in uniformly enforcing tax laws. May also assign,
review , and coordinate work of lower level tax collectors .
a.
Workers operating small computer systems where there is little or no opportunity
for operator intervention in program processing and few requirements to correct
equipment malfunctions;
b.
Peripheral equipment operators and remote terminal or computer operators who do
not run the control console of either a mainframe digital computer or a group of
minicomputers;
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8-29
Maintains operating record.
C.
Workers using the computer for scientific, technical, or mathematical work when a
knowledge of the subject matter is required; and
d.
Positions above level V; in addition to level V responsibilities, workers in these
excluded positions use a knowledge of program language, computer features, and
software systems to assist in (1) maintaining, modifying , and developing operating
systems or programs; (2) developing operating instructions and techniques to cover
problem situations; and (3) switching to emergency backup procedures.
Typically, completed work is submitted to users without supervisory review .
Computer Operator V
Computer Operator I
Receives on-the-job training in operating the control console (sometimes augmented by
classroom training). Works under close personal supervision and is provided detailed
written or oral guidance before and during assignments. As instructed, resolves common
operating problems. May serve as an assistant operator working under close supervision
or performing a portion of a more senior operator's work.
Resolves a variety of difficult operating problems (e.g., making unusual equipment
connections and rarely used equipment and channel configurations to direct processing
through or around problems in equipment, circuits, or channels or reviewing test run
requirements and developing unusual system configurations that will allow test programs
to process without interfering with on-going job requirements). In response to computer
output instructions and error conditions or to avoid loss of information or to conserve
computer'time, operator deviates from standard procedures. Such actions may materially
alter the computer unit's production plans. May spend considerable time away from the
control station providing technical assistance to lower level operators and assisting
programmers, systems analysts, and subject matter specialists in resolving problems.
DRAFTER
(372: Drafting occupation)
Computer Operator II
Processes scheduled routines which present few difficult operating problems (e.g. ,
infrequent or easily resolved error conditions). In response to computer output
instructions or error conditions, applies standard operating or corrective procedure.
Refers problems which do not respond to preplanned procedure. May serve as an
assistant operator, working under general supervision.
Performs drafting work, manually or using a computer, requiring knowledge
and skill in drafting methods, procedures, and techniques. Prepares drawings of
structures, facilities, land profiles, water systems, mechanical and electrical equipment,
pipelines, duct systems, and similar equipment, systems, and assemblies. Drawings are
used to communicate engineering ideas, designs, and information. Uses recognized
systems of symbols, legends, shadings, and lines having specific meanings in drawings.
Computer Operator Ill
Excluded are:
Processes a range of scheduled routines . In addition to operating the system and
resolving common error conditions, diagnoses and acts on machine stoppage and error
conditions not fully covered by existing procedures and guidelines (e.g., resetting
switches and other controls or making mechanical adjustments to maintain or restore
equipment operations). In response to computer output instructions or error conditions,
may deviate from standard procedures if standard procedures do not provide a solution.
Refers problems which do not respond to corrective procedures.
a.
Designers using technical knowledge and judgment to conceive, plan, or modify
designs;
b.
Illustrators or graphic artists using artistic ability to prepare illustrations;
C.
Office drafters preparing charts, diagrams, and room arrangements to depict
statistical and administrative data;
d.
Cartographers preparing maps and charts primarily using a technical knowledge of
cartography;
e.
Positions below level t workers in these trainee positions either (1) trace or copy
finished drawings under close supervision or (2) receive instruction in the
elementary methods and techniques of drafting; and
f.
Supervisors.
Computer Operator IV
Adapts to a variety of nonstandard problems which require extensive operator
intervention (e.g., frequent introduction of new programs, applications, or procedures).
In response to computer output instructions or error conditions, chooses or devises a
course of action from among several alternatives and alters or deviates from standard
procedures if standard procedures do not provide a solution (e.g., reassigning equipment
in order to work around faulty equipment or transfer channels); then refers problems.
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8-30
wiring, and the manufacture and assembly of printed circuit boards. Drawings
typically include details of mountings, frames , guards. or other accessories;
conduit layouts; or wiring diagrams indicating transformer sizes, conduit
locations and mountings.
Positions are classified into levels based on the following definitions.
Drafter I
Prepares drawings of simple, easily visualized structures, systems, parts or equipment
from sketches or marked-up prints. Selects appropriate templates or uses a compass and
other equipment needed to complete assignments. Drawings fit familiar patterns and
present few technical problems. Supervisor provides detailed instructions on new
assignments, gives guidance when questions arise, and reviews completed work for
accuracy. Typical assignments include:
Drafter Ill
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 draw land contours or to compute weights,
center of gravity, load capacities , dimensions, quantities of material, etc. Works from
sketches, models, and verbal information supplied by an engineer, architect, or designer
to determine 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 design originator may suggest methods of
approach or provide advice on unusually difficult problems. Typical assignments
include:
From marked-up prints, revises the original drawings of a plumbing system by
increasing pipe diameters.
From sketches, draws building floor plans, determining size, spacing, and
arrangement of freehand lettering according to scale.
Draws simple land profiles from predetermined structural dimensions and
reduced survey notes. Traces river basin maps and enters symbols to denote
stream sampling locations, municipal and industrial waste discharges, and
water supplies.
From layouts or sketches, prepares complete sets of drawings of test equipment
to be manufactured. Several cross-sectional and subassembly drawings are
required. From information supplied by the design originator and from
technical handbooks and manuals, describes dimensions , tolerances, fits ,
fabrication techniques , and standard parts to use in manufacturing the
equipment.
Drafter II
Prepares various drawings of such units as construction projects or parts and
assemblies, including various views , 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 occupation. Makes arithmetic computations using standard formulas. Familiar or
recurring work is assigned in general terms . Unfamiliar assignments include information
on methods, procedures , sources of information, and precedents to follow . Simple
revisions to existing drawings may be assigned with a verbal explanation of the desired
results . More complex revisions are produced from sketches or specifications which
clearly depict the desired product. Typical assignments include:
From electronic schematics , information as to maximum size, and manuals
giving dimensions of standard parts, determines the arrangement and prepares
drawings of printed circuit boards.
From precedents, drafting standards, and established practices, prepares final
construction drawings for floodgates, navigation locks, dams , bridges, culverts,
levees, channel excavations, dikes , and berms; prepares boring profiles, typical
cross-sections , and land profiles; and delineates related topographical details as
required.
From a layout and manual references, prepares several views of a simple gear
system. Obtains dimensions and tolerances from manuals and by measuring
the layout.
Prepares final drawings for street paving and widening or for water and sewer
lines having complex trunk lines; reduces field notes and calculates true
grades.
From engineering designs , lays out plan, profile and detail
appurtenances required; notifies supervisor of conflicting details in design.
Draws base and elevation views , sections, and details of new bridges or other
structures; revises complete sets of roadway drawings for highway construction
projects; or prepares block maps , indicating water and sewage line locations.
Prepares and revises detail and design drawings for such projects as the
construction and installation of electrical or electronic equipment, plant
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Note:
B-31
Excludes 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.
Drafter IV
g.
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 interpret general designs prepared by others to complete
minor details . May provide advice and guidance to lower level drafters or serve as
coordinator and planner for large and complex drafting projects .
Engineering Technician I
Performs simple routine tasks under close supervision or from detailed procedures .
Work is checked in progress or on completion. Performs one or a combination of such
typical duties as:
Assembles or installs equipment or parts requiring simple wiring, soldering, or
connecting.
ENGINEERING TECHNICIAN
Performs simple or routine tasks or tests such as tensile or hardness tests ;
operates and adjusts simple test equipment; records test data.
(3 71: Engineering technologist and technicians)
Gathers and maintains specified records of engineering data such as tests ,
drawings , etc.; performs computations by substituting numbers in specified
formulas; plots data and draws simple curves and graphs.
To be covered by these definitions, employees must meet all of the following criteria:
1.
Provides semiprofessional technical support for engineers working in such areas as
research, design , development, testing , or manufacturing process improvement.
2.
Work pertains to electrical, electronic, or mechanical components or equipment.
3.
Required to have some practical knowledge of science or engineering; some
positions may also require a practical knowledge of mathematics or computer
science.
Engineers required to apply a professional knowledge of engineering theory and
principles.
Engineering Technician II
Performs standardized or prescribed assignments involving a sequence of related
operations. Follows standard work methods on recurring assignments but receives
explicit instructions on unfamiliar assignments. May become familiar with the operation
and design of equipment and with maintenance procedures and standards. Technical
adequacy of routine work is reviewed on completion; nonroutine work may also be
reviewed in progress. Performs at this level one or a combination of such typical duties
as:
Included are workers who prepare design drawings and assist with the design,
evaluation, and/or modification of machinery and equipment.
Excluded are:
a.
Following specific instructions, assembles or constructs simple or standard
equipment or parts; may service or repair simple instruments or equipment;
Production and maintenance workers , including workers engaged in calibrating,
repairing, or maintaining electronic equipment (see Maintenance Electronics
Technician);
b.
Model makers and other craft workers;
C.
Quality control technicians and testers;
d.
Chemical and other nonengineering laboratory technicians;
e.
Civil engineering technicians and drafters;
f.
Positions (below level I) which are limited to simple tasks such as: Measuring
items or regular shapes with a caliper and computing cross-sectional areas;
identifying, weighing, and marking easy-to identify items; or recording simple
instrument readings at specified intervals; and
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Conducts a variety of tests using established methods . Prepares test specimens,
adjusts and operates equipment, and records test data, pointing out deviations
resulting from equipment malfunction or observational errors.
Extracts engineering data from various prescribed but nonstandardized sources;
processes the data following well-defined methods including elementary
algebra and geometry; presents the data in prescribed form.
Engineering Technician Ill
Performs assignments that are not completely standardized or prescribed. Selects or
adapts standard procedures or equipment, using precedents that are not fully applicable.
Receives initial instruction, equipment requirements, and advice from supervisor or
B-32
engineer as needed; performs recurring work independently; work is reviewed for
technical adequacy or conformity with instructions. Performs at this level one or a
combination of such typical duties as:
Constructs components. subunits, or simple models .and adapts standard
equipment. May troubleshoot and correct malfunctions requiring simple
solutions.
Follows specific layout and scientific diagrams to construct and package simple
devices and subunits of equipment.
Conducts various tests or experiments which may require minor modifications
in test setups or procedures as well as subjective judgments in measurement;
selects, sets up, and operates standard test equipment and records test data.
Extracts and compiles a variety of engineering data from field notes, manuals,
lab reports, etc.; processes data, identifying errors or inconsistencies; selects
methods of data presentation.
Assists in design modification by compiling data related to designs,
specifications, and materials which are pertinent to specific items of equipment
or component parts . Develops information concerning previous operational
failures and modifications. Uses judgment and initiative to recognize
inconsistencies or gaps in data and seek sources to clarify information.
Engineering Technician IV
Performs nonroutine assignments of substantial variety and complexity, using
operational precedents which are not fully applicable. Such assignments, which are
typically parts of broader assignments, are screened to eliminate unusual design
problems. May also plan such assignments. Receives technical advice from supervisor
or engineer; work is reviewed for technical adequacy (or conformity with instructions).
May be assisted by lower level technicians and have frequent contact with professionals
and others within the establishment. Performs at this level one or· a combination of such
typical duties as:
Develops or reviews designs by extracting and analyzing a variety of
engineering data. Applies conventional engineering practices to develop,
prepare, or recommend schematics, designs , specifications, electrical drawings,
and parts lists . Examples of designs include: detailed circuit diagrams;
hardware fittings or test equipment involving a variety of mechanisms;
conventional piping systems; and building site layouts .
Conducts tests or experiments requiring selection and adaptation or
modification of a wide variety of critical test equipment and test procedures;
sets up and operates equipment; records data, measures and records problems
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B-33
of significant complexity that sometimes require resolution at a higher level;
and analyzes data and prepares test reports.
Applies methods outlined by others to limited segments of research and
development projects; constructs experimental or prototype models to meet
engineering requirements; conducts tests or experiments and redesigns as
necessary; and records and evaluates data and reports findings.
Engineering Technician V
Performs nonroutine and complex assignments involving responsibility for planning
and conducting a complete project of relatively limited scope or a portion of a larger and
more diverse project. Selects and adapts plans, techniques, designs, or layouts. Contacts
personnel in related activities to resolve problems and coordinate the work; reviews,
analyzes, and integrates the technical work of others. Supervisor or professional
engineer outlines objectives, requirements, and design approaches; completed work is
reviewed for technical adequacy and satisfaction of requirements. May train and be
assisted by lower level technicians. Performs at this level one or a combination of such
typical duties as:
Designs, develops, and constructs major units, devices, or equipment; conducts
tests or experiments; analyzes results and redesigns or modifies equipment to
improve performance; and reports results.
From general guidelines and specifications (e.g., size or weight requirements),
develops designs for equipment without critical performance requirements
which are difficult to satisfy such as engine parts, research instruments, or
special purpose circuitry. Analyzes technical data to determine applicability to
design problems; selects from several possible design layouts; calculates design
data; and prepares layouts, detailed specifications, parts lists, estimates,
procedures, etc. May check and analyze drawings or equipment to determine
adequacy of drawings and design.
Plans or assists in planning tests to evaluate equipment performance.
Determines test requirements , equipment modification, and test procedures;
conducts tests using all types of instruments, analyzes and evaluates test
results, and prepares reports on findings and recommendations.
Engineering Technician VI
Independently plans and accomplishes complete projects or studies of broad scope and
complexity. Or serves as an expert in a narrow aspect of a particular field of
engineering, e.g., environmental factors affecting electronic engineering. Complexity of
assignments typically requires considerable creativity and judgment to devise approaches
to accomplish work, resolve design and operational problems, and make decisions in
situations where standard engineering methods, procedures, and techniques may not be
applicable.
Supervisor or professional engineer provides advice on unusual or
controversial problems or policy matters; completed work is reviewed for compliance
with overall project objectives . May supervise or train and be assisted by lower level
technicians. Performs , at this level, one or a combination of such typical duties as:
Surveying - measuring or determining distances , elevations, areas, angles, land
boundaries or other features of the earth's surface; or
Prepares designs and specifications for various complex equipment or systems
(e.g., a heating system in an office building, or new electronic components such
as solid state devices for instrumentation equipment). Plans approach to solve
design problems; conceives and recommends new design techniques; /resolves
design problems with contract personnel , and assures compatibility of design
with other parts of the system.
Construction inspection and monitoring - performing on-site inspection of
construction projects to determine conformance with contract specifications and
building codes. Levels V and VI include positions responsible for monitoring
and controlling construction projects.
Designs and coordinates test set ups and experiments to prove or disprove the
feasibility of preliminary design; uses untried and untested measurement
techniques; and improves the performance of the equipment. May advise
equipment users on redesign to solve unique operational deficiencies.
Plans approach and conducts various experiments to develop equipment or
systems characterized by (a) difficult performance requirements because of
conflicting attributes such as versatility, size, and ease of operation; or
(b) unusual combination of techniques or components. Arranges for fabrication
of pilot models and determines test procedures and design of special test
equipment.
Excluded are building, electrical, and mechanical inspectors; construction,
maintenance, and craft workers; chemical or other physical science technicians;
engineers required to apply professional rather than technical knowledge of engineering
to their work; and technicians not primarily concerned with civil or construction
engineering.
Also excluded are technicians below level I whose work is limited to very simple and
routine tasks, such as identifying, weighing and marking easy-to-identify items or
recording simple instrument readings at specified intervals.
Positions are classified into levels on the basis of the definitions listed on the following
page.
ENGINEERING TECHNICIAN, CIVIL
Engineering Technician, Civil I
(1472: Construction inspector)
(3733: Surveying technician)
Performs simple, routine tasks under close supervision or from detailed procedures.
Work is checked in progress and on completion. Performs a variety o~ such typical
duties as:
Provides semiprofessional support to engineers or related professionals engaged in the
planning, design, management, or supervision of the construction (or alteration) of such
structures as buildings, streets and highways, airports, sanitary systems, or flood control
systems. Applies knowledge of the methods, equipment, and techniques of several of the
following support functions :
Data compilation - compiles engineering data from tests, drawings,
specifications or field notes; performs arithmetic computations by substituting
values in specified formulas; plots data and draws simple curves and graphs.
Data compilation and analysis/design and specification - gathering, tabulating
and/or analyzing hydrologic and meteorologic information, quantities of
materials required, traffic patterns, or other engineering data; preparing
detailed site layouts and specifications; and reviewing and analyzing design
drawings for feasibility , performance, safety, durability, and design content.
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Testing - measuring the physical characteristics of soil, rock, concrete or other
construction materials to determine methods and quantities required or to
comply with safety and quality standards;
8-34
Testing - conducts simple or repetitive tests on soils, concrete and aggregates;
e.g., sieve analysis, slump tests and moisture content determination.
Surveying - performs routine and established functions such as holding range
poles or rods where special procedures are required or directing the placement
of surveyor's chain or tape and selecting measurement points.
Construction inspection - makes simple measurements and observations; may
make preliminary recommendations concerning the acceptance of materials or
workmanship in clear-cut situations.
Engineering Technician, Civil II
Performs standard or prescribed assignments involving a sequence of related
operations. Follows standard work methods and receives detailed instructions on
unfamiliar assignments.
Technical adequacy of routine work is assessed upon
completion; nonroutine work is reviewed in progress. Performs a variety of such typical
duties as:
Design and specification - assists in preparing plans and layouts for modifying
specific structures , systems, or components by compiling pertinent design ,
specifications, and sUIVey data. From detailed notes and instructions, prepares
simple sketches or drawings for excavation, embankment, or structures to
assist survey team in staking out work and in computing quantities.
Testing - conducts tests for which established procedures and equipment
require either adaptation or the construction of auxiliary devices. Uses
judgment to interpret precise test results.
Data compilation and analysis - compiles and examines a variety of data
required by engineers for project planning (e.g., hydrologic and sedimentation
data; earthwork quantities), applying simple algebraic or geometric formulas .
Surveying - uses a variety of complex instruments to measure angles and
elevations, applying judgment and skill in selecting and describing field
information. Assignments include: recording complete and detailed descriptive
data and providing sketches of relief, drainage and culture; or running short
traverse lines from specified points along unobstructed routes.
Testing - conducts a variety of standard tests on soils, concrete and aggregates,
e.g., determines the liquid and plastic limits of soils or the flexural and
compressive strength, air content and elasticity of concrete. Examines test
results and explains unusual findings .
Construction inspection - independently inspects standard procedures , items or
operations of limited difficulty, e.g., slope, embankment, grading, moisture
content, earthwork compaction, concrete forms, reinforcing rods or simple
batching and placement of concrete on road construction.
Surv·eying - applies specialized knowledge, skills or judgment to a varied and
complex sequence of standard operations , e.g., surveys small land areas using
rod, tape and hand level to estimate volume to be excavated; or records data
requiring numerous calculations.
Construction inspection - Applies a variety of techniques in inspecting less
complex projects, e.g., the quality, quantity, and placement of gravel for road
construction; excavations; and concrete footings for structures. Determines
compliance with plans and specifications . May assist in inspecting more
complex projects.
Plans and performs nonroutine assignments of substantial variety and complexity.
Selects appropriate guidelines to resolve problems which are not fully covered by
precedents. Performs recurring work independently, receiving technical advice as
needed. Performs a variety of such typical duties as:
Design and specification - prepares site layouts for projects from such
information as design criteria, soil conditions, existing buildings, topography
and sUIVey data; sketches plans for grading sites; and makes preliminary cost
estimates from established unit prices. OR Reviews and develops plans,
specifications, and cost estimates for standard modifications to the interior
system (e.g. electrical) of a small, conventional building.
Engineering Technician, Civil Ill
Performs assignments which include nonstandard applications , analyses or tests; or the
use of complex instruments. Selects or adapts standard procedures using fully applicable
precedents. Receives initial instructions, requirements and advice as needed; performs
recurring work independently.
Work is reviewed for technical adequacy and
conformance with instructions . Performs a variety of such typical duties as:
Testing - conducts tests which require the selection and substantial
modification of equipment and procedures. Recognizes and interprets subtle,
i.e., fluctuating, test reactions.
Surveying - makes exacting measurements under difficult conditions e.g., leads
detached observing unit on surveys involving unusually heavy urban, rail or
highway traffic; serves as party chief on conventional construction, property,
topographical, hydrographic or geodetic surveys. Excluded are party chiefs
responsible for unusually difficult or complex surveys.
Data compilation and analysis - applies knowledge and judgment in selecting
sources, evaluating data and adapting methods, e.g., computes, from file notes ,
quantities of materials required for roads which· include retaining walls and
culverts; plots profiles, cross sections and drainage areas for a small earthwork
dam .
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Engineering Technician, Civil IV
8-35
Construction inspection - performs inspections for a variety of complete
projects of limited size and complexity or a phase of a larger project, e.g.,
conventional one or two story concrete and steel buildings; park and forest road
construction limited to clearing, grading and drainage. Interprets plans and
specifications, resolves differences between· plans and specifications, and
approves minor deviations in methods which conform to established
precedents.
Design and specification - Develops cost estimates for competitive bidding for
a variety of multiple-use construction projects. Determines the construction
processes involved, along with coordination and scheduling requirements.
Compares types and capacities of construction equipment and calculates
detailed cost estimates. OR Prepares designs and specifications for various
utility systems of complex facilities; resolves design problems by adapting
precedents or developing new design features .
Engineering Technician, Civil V
Performs nonroutine and complex assignments involving responsibility for planning
and conducting a complete project of limited scope or a portion of a larger, more complex
project. Selects and adapts techniques, designs, or layouts. Reviews, analyzes and
interprets the technical work of others. Completed work is reviewed for technical
adequacy. Recommendations for major changes or costly alterations to basic designs are
approved by supervisor. Performs a variety of such typical duties as:
Construction inspection and monitoring - Inspects and monitors progress of
multi-use construction projects typically requiring more than a year for
completion. Uses a knowledge of construction systems, practices , and
processes to determine if projects are progressing according to contract
requirements and organizational policies.
LICENSED PRACTICAL NURSE (LPN)
(366: Licensed practical nurse)
Design and specification - prepares plans and specifications for major projects
such as roads and airport runways, bridge spans, highway structures, or
electrical distribution systems. Applies established engineering practice;
calculates dimensions, elevations, and quantities; and selects and adapts
precedents to meet specific requirements. Applies applicable standards and
guidelines in resolving design problems; refers difficult or novel requirements
to supervisor.
LPN's are licensed to provide practical or vocational nursing care to patients in
hospitals, nursing homes, clinics, health units, homes, and community health
organizations. They typically work under the supervision of a registered nurse or
physician, and may supervise unlicensed nursing assistants.
LPN I
Construction inspection - fospects projects of unusual difficulty and
complexity, e.g., large multi-story hospitals or laboratories which include
sophisticated electrical and mechanical equipment; airport runways for jet
aircraft with exacting requirements. Independently interprets plans and
specifications to resolve complex construction problems.
Construction monitoring - Monitors progress of specialized phases of
construction projects. For example, develops or revises specifications for
clearing land for excavation; and building access roads, utilities, construction
offices, testing facilities, and maintenance and storage facilities.
OR
Investigates prospective contractor's capabilities, operating methods, and
equipment; or reviews contractor's cost estimates and operating reports for use
in computing periodic payments.
Hospitals/nursing homes. As part of a nursing team, assists patients in
attending to their personal hygiene; measures and labels routine specimens;
records vital signs; provides routine treatments such as compresses; enemas,
sterile dressings, and sitz baths; prepares and administers commonly prescribed
medications; observes and reports on patient conditions; and teaches patient
self care, repeating instructions previously provided by professional staff.
Mental health/resident care. As part of a nursing team, makes rounds of
assigned area to count patients; observes patients for changes in behavior and
checks for cleanliness; encourages patients to participate in recreational
activities; maintains standard records of patients and medications; and
administers first aid.
Engineering Techni.cian, Civil VI
Independently plans and accomplishes complete conventional projects or serves as an
expert in a narrow aspect of a civil engineering field. Applies creativity and judgment to
plan projects, resolve design problems, and adapt equipment, procedures, or techniques.
Recommendations, plans, designs, and reports are reviewed for general adequacy and
soundness of engineering judgment.
Supervisor provides advice on unusual or
controversial problems or policy matters. May direct or train lower level technicians.
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Provides standard nursing care requiring some latitude for independent judgment and
initiative to perform recurring duties. Supervisor provides additional instructions for
unusual or difficult tasks. Deviations from specific guidelines must be authorized by the
supervisor. Typical assignments include:
Clinics/community health organizations. Performs routine nursing procedures
such as taking and recording height, weight, measurements, and vital signs.
Performs vision, hearing, urine, and tuberculin skin tests; records test results.
B-36
Administers medications ad immunizations under supervision of an RN;
observes, records, and reports signs of illness or changes in patient condition;
and assists physician with physical examination. May provide routine nursing
care to the sick at home, reinforcing physician's instructions, checking
medication and eating and sleeping habits, and inquiring about additional
problems.
LPN II
Provides nursing care requiring an understanding of diseases and illnesses sufficient to
enhance communication with physicians, registered nurses, and patients. Follows
general instructions in addition to established policies, practices, and procedures. Uses
judgment to vary sequence of procedures based on patient's condition and previous
instructions. Supervisory approval for requested deviations is given routinely. Guidance
is provided for unusual occurrences.
Hospital/nursing homes. As a responsible member of a nursing team , cares for
patients in various stages of dependency (e.g., raging from those receiving
general medical care to a selected few who are critically ill). Provides
appropriate verbal and written information for patient care plans. In addition
to the tasks described at level I, assignments may include more complex duties
such as: catheterizing, irrigating, or suctioning patients; observing and
reporting intravenous fluids; and assisting in resuscitation procedures.
Mental health/resident care. Provides input into nursing team conferences by
interpreting patient nursing care needs and responses to therapy. In addition to
the tasks described at level I, serves as a role model by performing and
teaching self care; participates in therapy sessions by promoting self care and
self worth; and records progress treatment plans.
LPN Ill
This level applies to two different work situations. In situation 1). LPN's provide
nursing care for patients in various stages of dependency, setting priorities and deadlines
for patient care, and modifying nursing care as necessary prior to notifying the
supervisor. In situation 2), LPN's are assigned to a selected group of critically ill
patients, e.g., in hospital intensive care or coronary care units . These assignments
require LPN's to immediately recognize and respond to serious situations, sometimes
prior to notifying and RN. However, their overall independence and authority is more
limited than that described in situation 1 and supervisory approval is required for
proposed deviations from established guidelines.
Hospitals. Under direct supervision of an RN, provides nursing care to
critically ill patients in such areas as intensive care or coronary care. Duties,
while similar to the more complex responsibilities described at level II, are
performed under stressful conditions requiring special techniques and
procedures in reacting to life-threatening situations and in providing basic
patient care. Evaluates appropriateness of planned treatment, given the
patient's condition, and proposes modifications to RN.
Mental health/resident care/nursing homes. Duties are similar to those
described at level II. However, these LPN's are authorized to adapt, if
necessary nursing care methods and procedures to meet changing patients
needs.
Exclude LPN's above level Ill. Such positions not only provides difficult nursing care
to a selected group of critically ill patients, but also set priorities and deadlines for
patient care, and modify nursing care prior to notifying the supervisor.
NURSING ASSISTANT
Clinics/community health organizations. In addition to the duties described at
level I, uses experience and judgment to perform more complex procedures
such as: screening patients for health problems such as hypertension and
diabetes, using judgment in deciding to refer patients to RN or physician;
providing patient's treatment plan; coordinating selected clinic operations;
giving 1mgations and catheterizations, suctioning tracheotomies, and
conducting electrocardiograms; or recertifying applicants for supplemental food
programs when test results indicate nutritional deficiencies.
(523: Nursing aide, orderly, and attendant)
Provides personal and nursing care to patients in hospitals, nursing homes, resident
care facilities, clinics, private homes, and community health organizations. Duties
include maintaining patient hygiene and supporting doctors and nurses in diagnostic
procedures, technical treatments, patient charting and patient teaching. Work does not
require a State license. Supervisory positions are excluded.
Nursing Assistant I
Employer health units. Uses judgment to perform moderately complex
procedures such as: treating employees for minor illnesses and work related
injuries, and referring difficult cases to RN or physician; observing reactions .to
drugs and treatments and reporting irregularities; assisting physicians with
examinations and treatments; and maintaining records of occupational illnesses
and injuries as required by Federal and State regulations.
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Federal Reserve Bank of St. Louis
Performs simple personal care and housekeeping tasks requiring no previous training.
Typical tasks include: bathing, dressing, feeding, lifting, escorting, and, transporting
patients; collecting laundry carts and food trays; taking and recording temperatures; and
changing bed linen and cleaning patient's room. Follows detailed and specific
instructions .
B-37
Nursing Assistant II
In addition to providing personal care, performs common nursing procedures such as
observing and reporting on patient conditions; taking and recording vital signs; collecting
and labeling specimens; sterilizing equipment; listening to and encouraging patients;
giving sitz baths and enemas; applying and changing compresses and non -sterile
dressings; checking and replenishing supplies; securing admission data from patients; an
assisting in controlling aggressive or disruptive behavior. Follows specific instructions;
matters not covered are verified with the supervisor.
Note: Positions receiving additional pay for performing the above duties and
responsibilities in forensic units of metal health institutions should be matched
at level ill. Workers in such positions must regularly use skill in influencing
and communications with patients who display abusive or resistant behavior.
Nursing Assistant Ill
Performs a variety of common nursing procedures as described at level II. Work
requires prior experience or training to perform these procedures with some latitude for
exercising independent initiative or limited judgment. May also: perform several
procedures sequentially; chart patient care; administer prescribed medication and simple
treatments; teach patient self care; and lead lower level nursing assistants.
Note: Positions receiving additional pay for performing the above duties and
responsibilities in forensic units of metal health institutions should be matched
at level IV. (See Note for level II.)
CORRECTIONS OFFICER
(5133 : Correctional institution officer)
Maintains order among inmates in a State prison or local jail. Performs routine duties
in accordance with established policies, regulations , and procedures to guard and
supervise inmates in cells, at meals , during recreation, and on work assignments. May,
if necessary, employ weapons or force to maintain discipline and order. Typical duties
include: Taking periodic inmate counts; searching inmates and cells for contraband
articles; inspecting locks, window bars, grills, doors, and grates for tampering; aiding in
prevention of escapes and taking part in searches for escaped inmates; and escorting
inmates to and from different areas for questioning, medical treatment, work, and m~als.
May act as outside or wall guard, usually on rotation.
Excluded are:
a.
Workers receiving on-the-job training in basic correctional officer activities; and
b.
Positions responsible for providing counseling or rehabilitation services to inmates.
FIREFIGHTER
(5123: Firefighting occupation)
Nursing Assistant IV
Applies advanced patient or resident care principles, procedures and techniques which
require considerable training and experience. In addition to the work described at level
ID, typical duties include: assisting professional staff in planning and evaluating patient
or resident care; recognizing subtle changes in patient's condition and behavior and
varying nursing care accordingly; catheterizing, irrigating, and suctioning patients;
monitoring N fluids and ~erting registered nurse when system needs attention; and
performing minor operative and diagnostic procedures in a clinic. Supervisor describes
limitations or priorities of work.
Excluded are nursing assistant above level IV. Workers in these excluded positions
typically participate (rather than assist) in planning and modifying patient or resident
care; function as co-therapists in mental health therapy sessions; or coordinate treatment
activities with patients, families , an faculty staff. Also excluded are positions receiving
additional pay for performing level N duties and responsibilities in forensic units of
mental health institutions. (See Note for level II.)
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Federal Reserve Bank of St. Louis
Protective Service
B-38
As a full-time paid member of the fire department, combats, extinguishes, and prevents
fires and performs rescue operations in structural and airfield environments. Performs
maintenance on own equipment and quarters. Wears protective clothing and breathing
devices; drives fire and crash equipment; and operates a variety of firefighting equipment
such as hoses, extinguishers, ladders and axes. May hold national certification as an
Emergency Medical Technician.
Excluded are:
a.
Fire academy cadets;
b.
Positions receiving additional compensation for driving and operating structural
pumpers and crash vehicles; and
c.
Work leaders and supervisors.
Clerical
POLICE OFFICER
CLERK, ACCOUNTING
(5132: Police and detective, public service)
(4712: Bookkeeper and accounting and auditing clerk)
Enforces laws established for the protection of persons and property, by detaining,
arresting, interrogating, and incarcerating suspected violators, and appearing as a witness
at trials. Work is performed in uniform or civilian clothes and officers are typically
armed.
Excluded are:
a.
Supervisory positions;
b.
Criminal investigators;
C.
Police detectives and specialists performing duties above those described for Police
Officer II;
d.
Positions requiring the operation of an aircraft: and
e.
Police academy cadets and positions receiving on-the-job training and experience
in basic police activities.
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
procedures 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 .
Clerk, Accounting I
Police Officer I
Carries out general and specific assignments from superior officers in accordance with
established rules and procedures. Maintains order, enforces laws and ordinances, and
protects life and property in an assigned patrol district or beat by performing a
combination of such duties as: patrolling a specific area on foot or in a vehicle; directing
traffic; issuing traffic summonses; investigating accidents; apprehending and arresting
suspects; processing prisoners; and protecting ·scenes of major crimes. May participate
with detectives or investigators in conducting surveillance operations.
Police Officer II
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.
Clerk, Accounting 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
In addition to the basic police duties described at level I, receives additional
compensation to specialize in one or more activities, such as: canine patrol; special
reaction teams (e.g. , special weapons assault team, special operations reaction team);
juvenile cases; hostage negotiations; and participating in investigations (e.g., stakeout,
surveillance) or other enforcement activities requiring specialized training and skills.
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Federal Reserve Bank of St. Louis
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 accountm"g documents; assigning prescribed accounting
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.
B-39
accounts. Employee follows specific and detailed accounting procedures. Completed
work is reviewed for accuracy and compliance with procedures.
device to transcribe data into a form suitable for data processing). Workers at level IV
are also required to make decisions about the adequacy and content of transactions
handled in addition to following proper procedures .
Clerk, Accounting Ill
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.
Clerical work is controlled (e.g., through spot checks, complete review, or subsequent
processing) for both quantity and quality. Supervisors (or other employees) are available
to assist and advise clerks on difficult problems and to approve their suggestions for
significant deviations from existing instructions.
Excluded from this definition are: workers whose pay is primarily based on the
performance of a single clerical duty such as typing, stenography, office machine
operation, or filing; and other workers, such as secretaries, messengers, receptionists or
public information specialists who perform general clerical tasks incidental to their
primary duties.
Clerk, General I
Clerk, Accounting 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
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.
Follows a few clearly detailed procedures in performing simple repetitive tasks in the
same sequence, such as filing precoded documents in a chronological file or operating
office equipment, e.g., mimeograph, photocopy, addressograph or mailing machine.
Clerk, General II
Follows a number of specific procedures in completing several repetitive clerical steps
performed in a prescribed or slightly varied sequence, such as coding and filing
documents in an extensive alphabetical file, simple posting to individual accoun~,
opening mail, running mail through metering machines, and calculating and posting
charges to departmental accounts. Little or no subject-matter knowledge is required, but
the clerk needs to choose the proper procedure for each task.
Clerk, General Ill
Note:
Excluded from level N are positions responsible for maintaining either a
general ledger or a general ledger in combination with subsidiary accounts.
Work requires a familiarity with the terminology of the office unit. Selects appropriate
methods from a wide variety of procedures or makes simple adaptations and
interpretations of a limited number of substantive guides and manuals. The clerical
steps often vary in type or sequence, depending on the task. Recognized problems are
referred to others.
CLERK,GENERAL
(463: General office occupation)
Performs a combination of clerical tasks to support office, business, or administrative
operations, such as: maintaining records; receiving, preparing, or verifying documents;
searching for and compiling information and data; responding to routine requests with
standard answers (by phone, in person, or by correspondence). The work requires a
basic knowledge of proper office procedures. Workers at levels I, II, and III follow
prescribed procedures or steps to process paperwork; they may perform other routine
office support work, (e.g., typing, filing, or opera~ng a keyboard controlled data entry
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Federal Reserve Bank of St. Louis
Typical duties include a combination of the following: maintaining time and material
records, taking inventory of equipment and supplies, answering questions on
departmental services and functions, operating a variety of office machines, posting to
various books, balancing a restricted group of accounts to controlling accounts, and
assisting in preparation of budgetary requests. May oversee work of lower level clerks.
B-40
Clerk, General IV
Clerk, Order II
Uses some subject-matter knowledge and judgment to complete assignments consisting
of numerous steps that vary in nature and sequence. Selects from alternative methods and
refers problems not solvable by adapting or interpreting substantive guides, manuals , or
procedures .
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.
Typical duties include: assisting in a variety of administrative matters; maintaining a
wide variety of financial or other records; verifying statistical reports for accuracy and
completeness; and handling and adjusting complaints. May also direct lower level
clerks .
Positions above level IV are excluded. Such positions (which may include supervisory
responsibility over lower level clerks) require workers to use a thorough knowledge of an
office's work and routine to: 1) choose among widely varying methods and procedures to
process complex transactions; and 2) select or devise steps necessary to complete
assignments . Typical jobs covered by this exclusion include administrative assistants ,
clerical supervisors, and office managers.
CLERK,ORDER
(4664: 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 acknowledgment 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
merchandise as an integral part of the job.
KEV ENTRY OPERATOR
(4793: Data entry keyer)
Operates keyboard-controlled data entry device such as keypunch machine or keyoperated magnetic tape or disc 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:
Key Entry Operator I
Work is routine and repetitive. Under close superv1S1on 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.
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.
PERSONNEL ASSISTANT (Employment}
Positions are classified into levels according to the following definitions:
(4692: Personnel clerk, except payroll and timekeeper)
Clerk, Order I
Personnel assistants (employment) provide clerical and technical support to personnel
professionals or managers in internal matters relating to recruiting, hiring, transfer,
change in pay status, and termination of employees. At the lower levels, assistants
primarily provide basic information to current and prospective employees, maintain
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.
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Federal Reserve Bank of St. Louis
8-41
personnel records and information listings , and prepare and process papers on personnel
actions (hires, transfers , changes in pay, etc.). At the higher levels, assistants may
perform limited aspects of a personnel professional's work, e.g., interviewing candidates ,
recommending placements, and preparing personnel reports . Final decisions on
personnel actions are made by personnel professionals or managers. Some assistants may
perform a limited amount of work in other specialties, such as benefits , compensation, or
employee relations. Typing may be required at any level.
sources to secure any missing items, and posting items such as dates of promotions,
transfer, and hire, or rates of pay or personal data. (If this information is computerized,
skill in coding or entering information may be needed as a minor duty .) May answer
outside inquiries for simple factual information, such as verification of dates of
employment in response to telephone credit checks on employees. Some receptionist or
other clerical duties may be performed. May be assigned work to provide training for a
higher level position.
Excluded are :
Detailed rules and procedures are available for all assignments. Guidance and
assistance on unusual questions are available at all times. Work is spot checked, often
on a daily basis.
a.
Workers who primarily compute and process payrolls or compute and/or respond to
questions on benefits or retirement claims;
b.
Workers who receive additional pay primarily for maintaining and safeguarding
personnel record files;
Personnel Assistant (Employment) II
c.
Workers whose duties do not require a knowledge of personnel rules and
procedures, such as receptionists, messengers , typists , or stenographers;
d.
Workers in positions requiring a bachelor's degree;
e.
Workers who are primarily compensated for duties outside the employment
specialty, such as benefits, compensation, or employee relations; and
f.
Positions above level IV. Workers in these excluded positions perform duties
which are similar to level IV, but which are more complicated because they include
limited aspects of professional personnel work for a variety of conventional and
stable occupations.
Completes routine assignments independently. Detailed guidance is available for
situations which deviate from established precedents. Clerks/assistants are relied upon
to alert higher level clerks/assistants or supervisor to such situations. Work may be spot
checked periodically.
Positions are classified into levels on the basis of the following definitions. The work
described is essentially at a responsible clerical level at the low levels and progresses to
a.staff assistant or technician level. At level ill, which is transitional, both types of work
are described. Jobs which match either type of work described at level ill, or which are
combinations of the two, can be matched.
Personnel Assistant (Employment) Ill
Type A
Serves as a clerical expert in independently processing the most complicated types of
personnel actions , e.g. , temporary employment, rehires, and dismissals and in providing
information when it is necessary to consolidate data from a number of sources, often with
short deadlines. Screens applications for obvious rejections. Resolves conflicts in
computer listings or other sources of employee information. Locates lost documents or
reconstructs information using a number of sources. May check references of applicants
when information in addition to dates and places of past work is needed, and judgment is
required to ask appropriate routine follow-up questions. May provide guidance to lower
level clerks. Supervisory review is similar to level II.
Personnel Assistant (Employment) I
Performs routine tasks which require a knowledge of personnel procedures and rules,
such as: providing simple employment information and appropriate lists and forms to
applicants or employees on types of jobs being filled, procedures to follow, and where to
obtain additional information; ensuring that the proper forms are completed for name
changes, locator information, applications, etc. and reviewing completed forms for
signatures and proper entries; or maintaining personnel records, contacting appropriate
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Examines and/or processes personnel action documents using experience in applying
personnel procedures and policies. Ensures that information is complete and consistent
and determines whether further discussion with applicants or employees is needed or
whether personnel information must be checked against additional files or listings.
Selects appropriate precedents, rules, or procedures from a number of alternatives.
Responds to varied questions from applicants, employees, or managers for readily
available information which can be obtained from file material or manuals; responses
require skill to secure cooperation in correcting improperly completed personnel
documents or to explain regulations and procedures. May provide information to
managers on availability of applicants and status of hiring actions; may verify
employment dates and places supplied on job applications; may maintain personnel
records; and may administer typing and stenography tests.
B-42
AND/OR
Performs routine personnel assignments beyond the clerical level , such as: orienting
new employees to programs, facilities. rules on time and attendance, and leave policies;
computing basic statistical information for reports on manpower profiles, EEO progress
and accomplishments, hiring activities, attendance and leave profiles, turnover, etc.; and
screening applicants-for well-defined positions, rejecting those who do not qualify for
available openings for clear cut reasons, referring others to appropriate employment
interviewer. Guidance is provided on possible sources of information, methods of work,
and types of reports needed. Completed written work receives close technical review
from higher level personnel office employees; other work may be checked occasionally.
Personnel Assistant (EmpJoyment) IV
Performs work in support of personnel professionals which requires a good working
In representative
knowledge of personnel procedures, guides, and precedents.
assignments: interviews applicants, obtains references , and recommends placement of
applicants in a few well-defined occupations (trades or clerical) within a stable
organization or unit; conducts post-placement or exit interviews to identify job
adjustment problems or reasons for leaving the organization; performs routine statistical
analyses related to manpower, EEO, hiring, or other employment concerns, e.g.,
compares one set of data to another set as instructed; and requisitions applicants through
employment agencies for clerical or blue-collar jobs. At this level, assistants typically
have a range of personal contacts within and outside the organization and with
applicants, and must be tactful and articulate. May perform some clerical work in
addition to the above duties. Supervisor reviews completed work against stated
objectives.
b.
Stenographers not fully performing secretarial duties;
C.
Stenographers or secretaries assigned to two or more professional, technical, or
managerial persons of equivalent rank;
Assistants or secretaries performing any kind of technical work , e.g., personnel,
accounting , or legal work;
d.
e.
Administrative assistants or supervisors performing duties which are more difficult
or more responsible than the secretarial work described in LR-1 through LR-4;
f.
Secretaries receiving additional pay primarily for maintaining confidentiality of
payroll records or other sensitive information;
g.
Secretaries performing routine receptionist, typing, and filing duties following
detailed instructions and guidelines; these duties are less responsible than those
described in LR-1 below; and
h.
Trainees.
Classification by level
Secretary jobs which meet the required characteristics are matched at one of five levels
according to two factors : (a) level of the secretary's supervisor within the overall
organizational structure, and (b) level of the secretary's responsibility. The table
following the explanations of these factors indicates the level of the secretary for each
combination of factors .
Level of secretary's supervisor (LS}
SECRETARY
Secretaries should be matched at one of the three LS levels below best describing the
organization of the secretary's supervisor.
(4622: Secretary)
Provides principal secretarial support in an office, usually to one individual, and, in
some cases, also to the subordinate staff of that individual. Maintains a close and highly
responsive relationship to the day-to-day activities of the supervisor and staff. W arks
fairly independently receiving a minimum of detailed supervision and guidance.
Performs varied clerical and secretarial duties requiring a knowledge of office routine
and an understanding of the organization, programs, and procedures related to the work
of the office.
Exclusions.
Not all positions titled "secretary" possess the above characteristics.
Examples of positions which are excluded from the definition are as follows:
a.
Clerks or secretaries working under the direction of secretaries or administrative
assistants as described in e;
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Federal Reserve Bank of St. Louis
B-43
LS-1
Organizational structure is not complex and internal procedures and
administrative controls are simple and informal; supervisor directs staff
through face-to-face meetings .
LS-2
Organizational structure is complex and is divided into subordinate groups
that usually differ from each other as to subject-matter, function, etc.;
supervisor usually directs staff through intermediate supervisors; and internal
procedures and administrative controls are formal. An entire organization .
(e.g., division, subsidiary, or parent organization) may contain a variety of
subordinate groups which meet the LS-2 definition. Therefore, it is not
unusual for one LS-2 supervisor to report to another LS -2 supervisor.
The presence of subordinate supervisors does not by itself mean LS-2
applies, e.g., a clerical processing organization divided into several units, each
performing very similar work is placed in LS-1.
In smaller organizations or industries such as retail trade, with relatively few
organizational levels, the supervisor may have an impact on the policies and
major programs of the entire organization, and may deal with important outside
contacts, as described in LS-3.
LS-3
d. Maintains recurring internal reports, such as: time and leave records, office
equipment listings, correspondence controls, training plans, etc.
e. Requisitions supplies, printing, maintenance, or other services. Types,
takes and transcribes dictation, and establishes and maintains office files .
LR-2
Organizational structure is divided into two or more subordinate supervisory
levels (of which at least one is a managerial level) with several subdivisions at
each level. Executive's program(s) are usually inter-locked on a direct and
continuing basis with other major organizational segments, requiring constant
attention to extensive formal coordination, clearances, and procedural controls.
E~ecutive typically has: financial decision making authority for assigned
program(s); considerable impact on the entire organization's financial position
or public image; and responsibility for, or has staff specialists in, such areas as
personnel and administration for assigned organization. Executive plays an
important role in determining the policies and major programs of the entire
organization, and spends considerable time dealing with outside parties
actively interested in assigned program(s) and current or controversial issues.
Handles differing situations, problems, and deviations in the work of the
office according to the supervisor's general instructions, priorities, duties,
policies, and program goals. Supervisor may assist secretary with special
assignments . Duties include or are comparable to the following:
a. Screens telephone calls, visitors, and incoming correspondence; personally
responds to requests for information concerning office procedures;
determines which requests should be handled by the supervisor,
appropriate staff member, or other offices. May prepare and sign routine,
non-technical correspondence in own or supervisor's name.
b. Schedules tentative appointments without prior clearance.
Makes
arrangements for conferences and meetings and assembles established
background materials, as directed. May attend meetings and record and
report on the proceedings.
Level of secretary's responsibility (LR)
c.
This factor evaluates the nature of the work relationship between the secretary and the
supervisor or staff, and the extent to which the secretary is expected to exercise initiative
and judgment. Secretaries should be matched at the level best describing their level of
responsibility. When the position's duties span more than one LR level, the introductory
paragraph at the beginning of each LR level should be used to determine which of the
levels best matches the position. (Typically, secretaries performing at the higher levels
of responsibility also perform duties described at the lower levels.)
LR-1
d. Collects information from the files or staff for routine inquires on office
program(s) or periodic reports. Refers nonroutine requests to supervisor or
staff.
e. Explains to subordinate staff supervisor's requirements concerning office
procedures. Coordinates personnel and administrative forms for the office
and forwards for processing.
Carries out recurring office procedures independently. Selects the guideline
or reference which fits the specific case. Supervisor provides specific
instructions on new assignments and checks completed work for accuracy.
Performs varied duties including or comparable to the following:
LR-3
a. Responds to routin~ telephone requests which have standard answers;
refers calls and visitors to appropriate staff. Controls mail and assures
timely staff response; may send form letters.
b. As instructed, maintains supervisor's calendar, makes appointments, and
arranges for meeting rooms.
Uses greater judgment and initiative to determine the approach or action to
take in nonroutine situations. Interprets and adapts guidelines, including
unwritten policies, precedents, and practices, which are not always completely
applicable to changing situations. Duties include or are comparable to the
following:
a. Based on a knowledge of the supervisor's views, composes correspondence
on own initiative about administrative matters and general office policies
for supervisor's approval.
c. Reviews materials prepared for supervisor's approval for typographical
accuracy and proper format.
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Federal Reserve Bank of St. Louis
Reviews outgoing materials and correspondence for internal consistency
and conformance with supervisor's procedures; assures that proper
clearances have been obtained, when needed.
B-44
b. Anticipates and prepares materials needed by the supervisor for
conferences. correspondence, appointments , meetings. telephone calls, etc. ,
and informs supervisor on matters to be considered.
c.
Exclude secretaries performing any of the following duties:
a. Acts as office manager for the executive's organization, e.g., determines
when new procedures are needed for changing situations and devises and
implements alternatives; revises or clarifies procedures to eliminate
conflict or duplication; identifies and resolves various problems that affect
the orderly flow of work in transactions with parties outside the
organization.
Reads publications, regulations , and directives and talces action or refers
those that are important to the supervisor and staff.
d. Prepares special or one-time reports. summaries , or replies to inquires,
selecting relevant information from a variety of sources such as reports ,
documents, correspondence, other offices, etc., under general direction.
b. Prepares agenda for conferences; explains discussion topics to participants;
drafts introductions and develops background information and prepares
outlines for executive or staff member(s) to use in writing speeches.
e. Advises secretaries in subordinate offices on new procedures; requests
information needed from the subordinate office(s) for periodic or special
conferences, reports, inquires , etc. Shifts clerical staff to accommodate
work load needs.
LR-4
c. Advises individuals outside the organization on the executive's views on
major policies or current issues facing the organization; contacts or
responds to contacts from high-ranking outside officials (e.g., city or State
officials, Member of Congress, presidents of national unions or large
national or international firms, etc.) in unique situations. These officials
may be relatively inaccessible, and each contact typically must be handled
differently, using judgment and discretion.
Handles a wide variety of situations and conflicts involving the clerical or
administrative functions of the office which often cannot be brought to the
attention of the executive. The executive sets the overall objectives of the
work. Secretary may participate in developing the work deadlines. Duties
include or are comparable to the following:
a. Composes correspondence requiring some understanding of technical
matters; may sign for executive when technical or policy content has been
authorized.
b. Notes commitments made by executive during meetings and arranges for
staff implementation. On own initiative, arranges for staff member to
represent organization at conferences and meetings, establishes
appointment priorities, or reschedules or refuses appointments or
invitations.
c.
Reads outgoing correspondence for executive's approval and alerts writers
to any conflict with the file or departure from policies or executive's
viewpoints; gives advice to resolve the problems.
Criteria for matching secretaries by level
Level of
secretary's
supervisor
LS-1
LS-2
LS-3
Level of secretary's responsibility
LR-1
LR-2
LR-3
LR-4
I*
I*
I*
II
ID
ID
N
V
N
V
V
N
*Regardless of LS level.
d. Summarizes the content of incoming materials, specially gathered
information, or meetings to assist executive; coordinates the new
information with background office sources; draws attention to important
parts or conflicts .
SWITCHBOARD OPERATOR-RECEPTIONIST
e. In the executive's absence, ensures that requests for action or information
are relayed to the appropriate staff member; as needed, interprets request
and helps implement action; malces sure that information is furnished in
timely manner; decides whether executive should be notified of important
or emergency matters.
Operates a single-position telephone switchboard or console, used with a private
branch exchange (PBX) system to relay incoming, outgoing, and intrasystem calls and
acts as a receptionist greeting visitors , determining nature of visits and directing visitors
to appropriate persons. Work may also involve other duties such as recording and
transmitting messages; keeping records of calls placed; providing information to callers
and visitors; making appointments; keeping a log of visitors; and issuing visitor passes .
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Federal Reserve Bank of St. Louis
8-45
(4645: Receptionist)
May also type and perform other routine clerical work, usually while at the switchboard
or console, which may occupy the major portion of the worker's time .
Transcribing scientific reports, lab analyses , legal proceedings, or similar material
from voice tapes or handwritten drafts . Work requires knowledge of specialized,
technical, or scientific terminology.
WORD PROCESSOR
(4624: Typist)
Uses automated systems , such as word processing equipment, or personal computers or
work stations linked to a larger computer or local area network, to produce a variety of
documents, such as correspondence, memos, publications, forms , reports , tables and
graphs. Uses one or more word processing software packages. May also perform routine
clerical tasks , such as operating copiers, filing, answering telephones, and sorting and
distributing mail.
Excluded are:
a.
Typists using automatic or manual typewriters with limited or no text-editing
capabilities; workers in these positions are not typically required to use word
processing software packages;
b.
Key entry operators, accounting clerks, inventory control clerks, sales clerks,
supply clerks, and other clerks who may use automated word processing equipment
for purposes other than typing composition; and
c.
Word Processor Ill
Requires both a comprehensive knowledge of word processing software applications
and office practices and a high degree of skill in applying software functions to prepare
complex and detailed documents. For example, processes complex and lengthy technical
reports which include tables, graphs, charts, or multiple columns. Uses either different
word processing packages or many different style macros or special command functions .
Independently completes assignments and resolves problems.
Maintenance and Toolroom
GENERAL MAINTENANCE WORKER
(6179: Mechanic and repairer, not elsewhere classified)
Positions requiring subject-matter knowledge to prepare and edit text using
automated word processing equipment.
Word Processor I
Produces a variety of standard documents, such as correspondence, form letters,
reports, tables and other printed materials. Work requires skill in typ~ng; a knowl~dge of
grammar, punctuation, and spelling; and ability to use reference gmdes and eqmpment
manuals . Performs familiar, routine assignments following standard procedures. Seeks
further instructions for assignments requiring deviations from established procedures.
Word Processor II
Performs general maintenance and repair of equipment and buildings requiring
practical skill and knowledge (but not proficiency) in such tr~des as painting, _carpen~,
plumbing, masonry, and electrical work. Work involves a variety of the followmg duties:
Replacing electrical receptacles, switches, fixtures, wires , and motors; using plaster_or
compound to patch minor holes and cracks in walls and ceilings; ~epairing or r~~lacmg
sinks, water coolers, and toilets; painting structures and eqmpment; reparrmg or
replacing concrete floors , steps, and sidewalks; replacing damaged panelling and floor
tiles; hanging doors and installing door locks; replacing broken window panes; and
performing general maintenance on equipment and machinery.
Excluded are:
Uses a knowledge of varied and advanced functions of one software type, a knowledge
of varied functions of different types of software, or a knowledge of specialized or
technical terminology to perform such typical duties as:
Editing and reformatting written or electronic drafts. Examples include: Correcting
function codes; adjusting spacing and formatting; and standardizing headings,
margins, and indentations.
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Federal Reserve Bank of St. Louis
Work requires familiarity with office terminology and practices; incumbent corrects
copy and questions originator of document concerning missing information, improper
formatting, or discrepancies in instructions. Supervisor sets priorities and deadlines on
continuing assignments , furnishes general instructions for recurring work, and provides
specific instructions for new or unique projects. May lead lower level word processors.
B-46
a.
Craft workers included in a formal apprenticeship or progression program based on
training and experience;
b.
Skilled craft workers required to demonstrate proficiency in one or more trades;
and
C.
Workers performing simple maintenance duties not requiring practical skill and
knowledge of a trade (e.g., changing light bulbs and replacing faucet washers).
MAINTENANCE ELECTRICIAN
simple electronic equipment; and taking test readings using common instruments such as
digital multimeters, signal generators, semiconductor testers, curve tracers, and
oscilloscopes.
(615: Electrical and electronic equipment repairer)
(6432: Electrician)
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.
Work involves most of the follmving : installing or repairing any of a variety of electrical
equipment such as generators, transformers, switchboards, controllers, 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.
MAINTENANCE ELECTRONICS TECHNICIAN
Receives technical guidance, as required, from supervisor or higher level technician .
Work is spot-checked for accuracy.
Maintenance Electronics Technician II
Applies comprehensive technical knowledge to solve complex problems by interpreting
manufacturers' manuals or similar documents. Work requires familiarity with the
interrelationships of circuits and judgment in planning work sequence and in selecting
tools and testing instruments.
Receives technical guidance, as required, from supervisor or higher level technician,
and work is reviewed for compliance with accepted practices. May provide technical
guidance to lower level technicians.
(615: Electrical and electronic equipment repairer)
Maintenance Electronics Technician Ill
Maintains, repairs, and installs various types of electronic equipment and related
devices such as electronic transmitting and receiving equipment (e.g., radar, radio,
television, telecommunication, sonar, and navigational aids); personal and mainframe
computers and terminals; industrial, medical, measuring, and controlling equipment;
satellite equipment; and industrial robotic devices. Applies technical knowledge of
electronics principles in determining equipment malfunctions, and applies skill in
restoring equipment operations.
Excluded are:
a.
b.
Repairers of such standard electronic equipment as household radio and television
sets, and common office machines and telecommunication equipment such as
typewriters, calculators, facsimile machines, telephones, and telephone answering
machines;
Applies advanced technical knowledge to solve unusually complex problems that
typically cannot be solved solely by referencing manufacturers' manuals or similar
documents. Examples of such problems include determining the location and density of
circuitry, evaluating electromagnetic radiation, isolating malfunctions, and incorporating
engineering changes.
Work typically requires a detailed understanding of the interrelationships of circuits.
Exercises independent judgment in performing such tasks as making circuit analyses ,
calculating wave forms, and tracing relationships in signal flow. Uses complex test
instruments such as high frequency pulse generators , frequency synthesizers, distortion
analyzers, and complex computer control equipment.
Work may be reviewed by supervisor for general compliance with accepted practices.
May provide technical guidance to lower level technicians.
MAINTENANCE MACHINIST
Production assemblers and testers;
(613: Industrial machinery repairer)
c.
Workers primarily responsible for servicing electronic test instruments; and
d.
Workers providing technical support for engineers working in such areas as
research, design, development, testing, or manufacturing process improvement (see
Engineering Technician) .
Produces replacement parts and new parts in making repairs of metal parts of
mechanical equipment. Work involves most of the 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
Maintenance Electronics Technician I
Applies technical knowledge to perform simple or routine tasks following detailed
instructions. Performs such tasks as replacing components and wiring circuits; repairing
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Federal Reserve Bank of St. Louis
8-47
training in machine-shop practice usually acquired through a formal apprenticeship or
equivalent training and experience.
MAINTENANCE MECHANIC, MACHINERY
(613: Industrial machinery repairer)
Repairs machinery or mechanical equipment. Work involves most of the following:
examining machines and mechanical equipment to diagnose source of trouble;
dismantling or partly dismantling machines and performing repairs that mainly involve
the use of handtools in scraping and fitting parts; replacing broken or defective parts with
items obtained from stock; ordering the production of a replacement part by a machine
shop or sending the machine to a machine shop for major repairs; preparing written
specifications for major repairs or for the production of parts ordered from machine
shops; reassembling machines; and making all necessary adjustments for operation. In
general, the work of a machinery maintenance mechanic requires rounded training and
experience usually acquired through a formal apprenticeship or equivalent training and
experience. Excluded from this classification are workers whose primary duties involve
setting up or adjusting machines.
MAINTENANCE MECHANIC, MOTOR VEHICLE
(611: Vehicle and mobile equipment mechanics and repairers)
Repairs , rebuilds, or overhauls major assemblies of internal combustion automobiles,
buses, trucks, or tractors. Work involves most of the following: Diagnosing the source of
trouble and determining the extent of repairs required; replacing worn or broken parts
such as piston rings, bearings, or other engine parts; grinding and adjusting valves;
rebuilding carburetors; overhauling transmissions; and repairing fuel injection, lighting,
and ignition systems. In general, the work of the motor vehicle mechanic requires
rounded training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.
making standard tests to determine whether finished pipes meet specifications. In
general, the work of the maintenance pipefitter requires rounded training and experience
usually acquired through a formal apprenticeship or equivalent training and experience.
Workers primarily engaged in installing and repairing building sanitation or heating
systems are excluded.
TOOL AND DIE MAKER
(6811: 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 t)pically 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).
Material Movement and Custodial
FORKLIFT OPERATOR
(8318: Industrial truck and tractor equipment operator)
This classification does not include mechanics who repair customers' vehicles or who
only perform minor repair and tuneup of motor vehicles. It does, however, include fully
qualified journeymen mechanics even though most of their time may be spent on minor
repairs and tuneups.
Operates a manually controlled gasoline, electric or liquid propane gas powered forklift
to transport goods and materials of all kinds about a warehouse, manufacturing plant, or
other establishment.
MAINTENANCE PIPEFITTER
GUARD
(645: Plumber, pipefitter, and steamfitter)
(5144: Guard and police, except public service)
Installs or repairs water, steam, gas, or other types of pipe and pipefittings. 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
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 motorized vehicle, or
escorting persons or property. May be deputized to make arrests. May also help visitors
and customers by answering questions and giving directions. May be required to
demonstrate 1) proficiency in the use of firearms and other special weapons and 2)
continuing physical fitness.
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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 that require minimal action to safeguard property or
persons. Duties require minimal training.
a.
participating directly in the production of goods (e.g. , moving items from one
production station to another or placing them on or removing them from the
production process);
b.
stocking merchandise for sale;
C.
counting or routing merchandise;
d.
e.
operating a crane or heavy-duty motorized vehicle such as forklift or truck;
loading and unloading ships (longshore workers); or
f.
traveling on trucks beyond the establishment's physical location to load or unload
merchandise.
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.
ORDER FILLER
(4754: Stock and inventory clerk)
JANITOR
(5244: Janitor and 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 .
Excluded are:
a.
Workers who specialize in window washing;
b.
Housekeeping staff who make beds and change linens as a primary responsibility;
c
Workers required to disassemble and assemble equipment in order to clean
machinery; and
d.
Workers who receive additional compensation to maintain sterile facilities or
equipment.
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.
SHIPPING/RECEIVING CLERK
(4753: Traffic, shipping and receiving clerk)
Performs clerical and physical tasks in connection with shipping goods of the
establishment in which employed and/or receiving incoming shipments. In performing
day-to-day, routine tasks, follows established guidelines. In handling unusual nonroutine
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.
Shipping duties typically involve 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; and preparing and keeping records of
goods shipped, e.g., manifests, bills of lading.
MATERIAL HANDLING LABORER
(8726: Freight, stock, and material mover, not elsewhere classified)
Receiving duties typically involve the following: Verifying the correctness of incoming
shipments by comparing items and quantities unloaded against bills of lading, invoices,
manifests, storage receipts, or other records; checking for damaged goods; insuring that
goods are appropriately identified for routing to departments within the establishment;
and preparing and keeping records of goods received.
Performs physical tasks to transport or store materials or merchandise. Duties involve
one or more of the following: manually loading or unloading freight cars, trucks, or other
transporting devices; unpacking , shelving, or placing items in proper storage locations; or
transporting goods by handtruck, cart, or wheelbarrow.
Excluded from this definition are workers whose primary function involves:
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Federal Reserve Bank of St. Louis
B-49
TRUCKDRIVER
(821 : Motor vehicle operator)
WAR EHOUSE SPECIALIST
(4754: Stock and inventory clerk)
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. Routesales and over-the-road drivers are excluded.
For wage study purposes, truckdrivers are classified by type and rated capacity of
truck, as follows:
As directed, performs a variety of warehousing duties which require an understanding
of the establishment's storage plan. Work involves most of the following : Verifying
materials (or merchandise) against receiving documents, noting and reporting
discrepancies and obvious damages; routing materials to prescribed storage locations;
storing, stacking, or palletizing materials in accordance with prescribed storage methods;
rearranging and 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.
Truckdriver, light truck
(straight truck, under 1 1/2 tons, usually 4 wheels)
Exclude workers whose primary duties involve shipping and rece1vmg work (see
Shipping/Receiving Clerk), order filling (see Order Filler), or operating forklifts (see
Forklift Operator).
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
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Federal Reserve Bank of St. Louis
B-50
Occupational Compensation Survey Summaries
The following areas are surveyed
periodically under contract to the
Employment Standards Administration of
the U.S. Department of Labor for its use
in administering the Service Contract Act
of 1965. Reports on the surveys shown
below are available from any of the
Bureau's regional offices while supplies
last.
Alaska (statewide)
Albany,GA
Albany-Schenectady-Troy, NY
Alexandria-Leesville, LA
Alpena-Standish-Tawas City, MI
Ann Arbor, MI
Appleton-Oshkosh-Neenah and
Green Bay, WI
Asheville, NC
Atlantic City, NJ
Austin, TX
Bakersfield, CA
Baton Rouge, LA
Battle Creek, MI
Beaumont-Port Arthur and Lake
Charles, TX-LA
Biloxi-Gulfport and Pascagoula, MS
Birmingham, AL
Bloomington-Vincennes, IN
Bremerton-Shelton, WA
Brunswick, GA
Buffalo, NY
Cedar Rapids, IA
Central New York
Champaign-Urbana-Rantoul, IL
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Federal Reserve Bank of St. Louis
Charleston, SC
Charlotte-Gastonia-Rock Hill, NC-SC
Cheyenne, WY
Columbia-Sumter, SC
Columbus, GA-AL
Columbus, MS
Connecticut (statewide)
Corpus Christi, TX
Daytona Beach, FL
Decatur, IL
Des Moines, IA
Dothan, AL
Duluth, MN-WI
El Paso-Las Cruces-Alamogordo, TX-NM
Eugene-Springfield-Medford-RoseburgKlamath Falls-Grants Pass, OR
Evansville-Clarksville-HopkinsvilleOwensboro-Bowling Green, KY-IN-TN
Fayetteville, NC
Florence, SC
Fort Lauderdale-Hollywood-Pompano
Beach and West Palm Beach-Boca
Raton-Delray Beach, FL
Fort Smith, AR-OK
Fort Wayne, IN
Fort Worth-Arlington, TX
Fresno, CA
Gadsden and Anniston, AL
Gainesville, FL
Goldsboro, NC
Grand Island-Hastings, NE
Greensboro-Winston-SalemHigh Point, NC
Greenville-Spartanburg, SC
Hagerstown-CumberlandChambersburg, MD-PA-WV
Harrisburg-Lebanon-Carlisle, PA
Jacksonville, FL
Jacksonville-New Bern, NC
Joliet, IL
Knoxville, TN
Kokomo,IN
La Crosse-Sparta, WI
Las Vegas-Tonopah, NV
Lexington-Fayette, KY
Lima,OH
Logansport-Peru, IN
Lower Eastern Shore, MD-VA-DE
Macon-Warner Robins, GA
Madison, WI
Maine (statewide)
Mansfield, OH
Melbourne-Titusville-Palm Bay, FL
Meridian, MS
Middlesex-Somerset-Hunterdon, NJ
Mobile,AL
Montana (statewide)
Montgomery, AL
New Hampshire (statewide)
North Dakota (statewide)
Northeastern Tennessee-Western Virginia
Northern New York
Northwest Texas
Northwestern Florida
Omaha, NE-IA
Orlando, FL
Peoria, IL
Pine Bluff, AR
Portsmouth-Chillicothe-Gallipolis, 0 H
Pueblo, CO
Puerto Rico
Raleigh-Durham~ NC
Reno,NV
Rhode Island (statewide)
Rio Grande Valley, TX
Saginaw-Bay City-Midland, MI
Salinas-Seaside-Monterey, CA
Savannah, GA
Shreveport, LA
Southeastern Massachusetts
South Dakota (statewide)
Southern Missoqri
Southwest Virginia
Spokane,WA
Springfield, IL
Stockton, CA
Tacoma, WA
Toledo,OH
Topcka,KS
Trenton.NJ
Tucson-Douglas, AZ,
Tulsa,OK
Upper Peninsula, MI
Vallejo-Fairfield-Napa, CA
Vermont (statewide)
Virgin Islands of the U.S.
Waco and Killeen-Temple, TX
Waterloo-Cedar Falls, IA
West Virginia (statewide)
Western Massachusetts
Wichita, KS
Wichita Falls-Lawton-Altus, TX-OK
Yakima-Richland-Kennewick-PascoWalla Walla-Pendleton, WA-OR
York,PA
Occupational
Compensation
Surveys
Available
by Subscription
and individually
Occupational Compensation Surveys may be ordered
individually. A subscription at $205.00, will bring you
all the surveys published during the following 12
months.
Bulletin
Bulletin
Area
No.
Area
Abilene, TX, Dec. 1993 .................................................................
Albuquerque, NM, Sept. 1994 .......................................................
Anaheim-Santa Ana, CA, Aug. 1994 ..........................................
Appleton-Oshkosh-Neenah, WI, May 1994 ..................................
Atlanta, GA, May 1994 .. ....... ... .... ....... ..... ... ..... ... ...... .... .. ..... ..........
Augusta, GA-SC, June 1994 ............ ..........................................
Baltimore, MD, Mar. 1994 .............................................................
Bergen-Passaic, NJ, May 1994 ..................................................
Billings, MT, Sept. 1994 ................................................................
Boston, MA, May 1994 ..................................................................
Bradenton, FL, Apr. 1994 ..............................................................
Bur1ington, VT, Dec. 1993 ............................... ,.............................
Chattanooga, TN-GA, Aug. 1993 ................................................
Chicago, ILL, May 1994 ................................................................
Cincinnati, OH-KY-IN, May 1994 .......................................... ...
Cleveland, OH, Aug. 1994 .............................................................
Colorado Springs, CO, July 1994 .................................................
Columbus, OH, Dec. 1994 ............................................................
Cumber1and, MD-WV,.Mar. 1995 ......... .......................................
Dallas, TX, Feb. 1995 ...................................................................
Danbury, CT. Apr. 1995 ..................................................................
Davenport-flock Island-Moline, IA:.....iL, Feb. 1995 ...................
Dayton-5pringfield, OH, Mar. 1995 .............................................
Denver, CO, Dec. 1994 .................................................................
Detroit, Ml, Feb. 1995 ....................................................................
Elkhart-Goshen, IN, Nov. 1994 ...................................................
Elmira, NY, Sept. 1994 ..................................................................
3070--59
3075-55
3075-44
3075-15
3075-40
3075-14
3075-19
3075-22
3070--58
3075-25
3075- 8
3070-60
3070-47
3075-30
3075-24
3075-49
3075-48
307~2
3080- 6
3080- 4
3080- 11
3080- 5
3080-12
307~6
3080- 8
3075-50
3075-42
Fort Wayne, IN, June 1992 .......................................................... 3065-41
Gary--4-lammond, IN, Feb. 1995 ................................................. 3080- 2
Hartford, CT, July 1990 ...................... .......................................... 3055-27
Houston, TX, Mar. 1994 ............................................................... 3075-18
Huntsville, AL, Mar. 1995 ............................................................. 3080- 7
Indianapolis, IN, July 1994 .......................................................... 3075-37
Jackson, MS, Dec. 1993 ............................................................. 3070-71
Kansas City, Mo-KS, Sept. 1994 ................................ .............. 3075-51
Lawrence--tlaverhill, MA-NH, Oct. 1994 ................................. 3075-54
Little Rock-North Little Rock, AR, Dec. 1994 ........................... 307~1
Longview-Marshall, TX, July 1994 ............... .. ........................... 3075-17
Los Angeles-Long Beach, CA, Dec. 1994 ... ............................. 307~4
Louisville, KY-IN, June 1994 .................................................... 3075-41
Memphis, TN-AR-MS, Nov. 1994 ........................................... 3075-57
Miami--4-lialeah, FL, Oct. 1994 ................................................... 3075-56
Milwaukee, WI, Sept. 1994 .................................. ....................... 3075-53
Minneapolis-St. Paul, MN- WI, Feb. 1995 .......... ......... ............ 3080-10
Monmout~ean, NJ, Sept. 1994 ........................................... 3075-35
Nashville, TN, Jan. 1994 ............................................................. 3075- 5
Nassau-Suffolk, NY, Nov. 1994 ................................................. 307~5
Newark, NJ, Dec. 1993 ...................................................... .......... 3070-76
New Britain; CT, Nov. 1993 .......................................................... 3070-68
New Orleans, LA, July 1994 ........ :............................................... 3075-28
New York, NY, May 1994 ............................................................. 3075-16
Norfolk- Virginia Beach-Newport News, VA, July 1994 .......... 3075-38
Qakland, CA, Jan. 1995 .............................................................. 3080- 1
Oklahoma City, OK, Feb. 1994 .................................................... 3075-10
~:'~~~~~~-::~~·.~~~.- 1.ggi::::::::::::::::::::::::::::::::::::::
Where to send ·order:
New Orders
Superintendent of Documents
P.O. Box 371954
Pittsburgh, PA 15250-7954
□
□
□
□
or
Prices of individual surveys
vary by area. For current price
information, call GPO
Telephone order/inquiries
(412) 644-2721.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
No.
:i~~___ ~:i:~~~~ri~~. ~~ j~iv··1ooi:::::::::::::::::::::::::::::: :i~~ _ _ _
Order
form:
•
Name
Organization
(If applicable)
Street address
City, State
Zip code
Bulletin
Area
No.
Philadelphia, PA-NJ, Nov. 1994 .............................
Phoenix, f<Z. Apr. 1994 ...............................................
Pittsburgh, PA, April 1994 .........................................
Portland, OR, July 1994 ............................................
Poughkeepsie, NY, Aug. 1994 ... .. ...... .. .... .......... .. .....
Reading, PA, Aug. 1994 ............................................
Richmond-Petersburg, VA, July 1993 ....................
Riverside-San Bernardino, CA, May 1994 .............
Rochester, NY, Nov. 1994 ..........................................
Sacramento, CA, Jan. 1995 ......................................
5aginaw-Bay City-Midland, Ml, Mar. 1993 ..........
St. aoud, MN, March 1994 .......................................
St. Louis, MO-IL, March 1995 .................................
Salem, OR, Jan. 1994 ...............................................
Salt Lake City--Ogden, UT, May 1994 .....................
San Antonio, TX, June 1994 .....................................
San Diego, CA, Oct. 1994 ................ .........................
San Francisco, CA, Apr. 1994 ...................................
San Jose, CA, July 1994 ......... .. ..... ........ ...................
Santa Barbara-Santa Maria-Lompoc, CA, Apr.1993 .
Scranton-Wilkes Barre, PA, Nov. 1993 ...................
Seattle, WA Nov. 1994 ................................ .. ,...........
South Bend-Mishawaka, IN, Sept. 1994 ................
Tampa-St. Petersburg-Clearwater, FL, July 1994 ...
Utica--flome, NY, July 1993 .....................................
Visalia-Tulare-Porterville, CA, July 1994 .............
Washington, DC-MD-VA, Mar. 1995 .....................
3075~
3075-29
3075-23
3075-45
3075-46
3075-52
3070-48
3075-21
3075-59
3080- 3
3070-18
3075-12
3080-13
3075- 1
3075-26
3075-27
3075-58
3075-20
3075-34
3070-25
3070-72
3075~7
3075-47
3075-31
3070-32
3075-43
3080- 9
: ~ : : : .·M~~~t.~
~
~.~.. ::::::::::::::::::::: _
:..
:i~ _
Please enter a 1-year subscription for Occupational Compensation Surveys, at a price of $205.00 per year
(outside U.S. add $56.50).
Enclosed is a check or money order payable to Superintendent of Documents.
Charge to my GPO account no.
I
Charge to my
□ VIS4' J
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Account no. - - - - - - - - - - - - - - - - - - -
Expiration date - - - - - - - - - - - --
Bureau of Labor Statistics
Washington, D.C. 20212
Third Class Mail
· Postage & Fees Paid
U.S. Department of Labor
Permit No. G-738
Official Business
Penalty for private use, $300
Bureau of Labor Statistics Regional Offices
Region I
1 Congress Street, 10th Floor
Boston , MA 02114-2023
Phone : (617) 565-2327
Fax ,\(~17) 565-4182
Region V
9th Floor
Federal Office Building
230 S. Dearborn Street
Chicago, IL 60604-1595
Phone : (312) 353-1880
·;, Fax: (312) 353-1886
Region II
Room 808
201 Varick Street
New York, NY 10014-4811
Phone : (212) 337-2400
Fax : (212) 337-2532
Region_VI .
Federal Building
525 Griffin Street, Room 221
Dallas , TX 75202-5028
Phone: (214) 767-6970
Fax : (214) 767-3720
Region Ill
3535 Market Street, 8th Floor
Gateway Building, Suite 8000
Philadelphia, PA .19104-3309
Phone : (215) 596-1154
Fax : (215) 596-4l263
Regions VII and VIII
City Center Square
1100 Main , Suite 600
Kansas City, MO 64105-2112
Phone : (816) 426-2481
Fax : (816) 426-6537
Region IV
1371 Pead1tree Street, N.E.
Atlanta, GA 30367-2302
Phone : (404) 347-4416
Fax : (404) 347-0067
Regions IX and X
71 Stevenson Street
P.O. Box 193766
San Francisco, CA 94119-3766
Phone: (415) 744-6600
Fax: (415) 744-7138
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Federal Reserve Bank of St. Louis
e
Region II
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