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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   https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.  https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.).   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.)   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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   https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org 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;   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org 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;   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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  https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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 .   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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.   https://fraser.stlouisfed.org 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.)   https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  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;   https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org 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 .   https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org 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  https://fraser.stlouisfed.org 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.   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  8-48  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:  https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org 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   https://fraser.stlouisfed.org 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 □ [11] 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   https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis  e  Region II PUEFOO AICO • • o  b  0  Amertc a, S,mo■  VSVIIIGlr; ISlMClS
Federal Reserve Bank of St. Louis, One Federal Reserve Bank Plaza, St. Louis, MO 63102