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Area Wage Survey
Albany-Schenectady-Troy, New York,
Metropolitan Area, September 1976
Bulletin 1900-59
U.S. Department of Labor
Bureau of Labor Statistics
oo-
Preface
This bulletin provides results of a September 1976 sur
vey of occupational earnings in th e Albany—Schenectady—Troy,
New York, Standard Metropolitan S t a t i s t i c a l Area (Albany,
Montgomery, Rensselaer, Saratoga, and Schenectady Counties,
N .Y.). The survey was made as part of the Bureau of Labor
Statistics' annual area wage survey program, which is designed
to yield data for individual metropolitan areas as well as national
and regional estimates for all Standard Metropolitan Statistical
Areas in the United States, excluding Alaska and Hawaii.
A major consideration in the area wage survey program
is the need to describe the level and movement of wages in a
variety of labor markets, through the analysis of (l) the level
and distribution of wages by^ occupation, and (2) the movement
of wages by occupational category and skill level. The program
develops information that may be used for many purposes, in
cluding wage and salary administration, collective bargaining,
and assistance in determining plant location. Survey results also
are used by the U.S. Department of Labor to make wage deter
minations under the Service Contract Act of 1965.
Currently, 84 areas are included in the program. (See
list of areas on inside back cover.) In each area, occupational
earnings data are collected annually. Information on establish
ment practices and supplementary wage benefits is obtained every
third year.
Each year after all individual area wage surveys have
been completed, two summary bulletins are issued. The first
brings together data for each metropolitan area surveyed; the
second presents national and regional estimates, projected from
individual metropolitan area data.
The Albany-Schenectady-Troy survey was conducted by
the Bureau's regional office in New York, N .Y., under the general
direction of Anthony J. Ferrara, Assistant Regional Commis
sioner for Operations. The survey could not have been accom
plished without the cooperation of the many firms whose wage and
salary data provided the basis for the statistical information in
this bulletin. The Bureau wishes to express sincere appreciation
for the cooperation received.
Note:
Also available for the city of Schenectady are listings
of union wage rates for seven selected building trades. F r e e
copies of these are available from the Bureau's regional offices.
(See back cover for addresses.)
Bulletin 1900-59
Area W age Survey:
January 1977
A lb an y-S ch en ectad y-T ro y, New York,
U.S. DEPARTMENT OF LABOR, W. J. Usery, Jr., Secretary
BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner
Metropolitan Area, September 1976
Contents
Page
Introduction ____________________________________
2
Page
Appendix A. Scope and method of survey_______ 12
Appendix B. Occupational descriptions__________ 15
Tables:
A. Earnings:
A - l . Weekly earnings of office workers...
A-2. Weekly earnings of professional
and technical workers_____________
A- 3. Average weekly earnings of office,
professional, and technical
workers, by s e x __________________
A- 4. Hourly earnings of maintenance,
toolroom, and powerplant
w o r k e r s _____________________________________
Hourly earnings of material
movement and custodial
workers____________________________
A - 6 . Average hourly earnings of
maintenance, toolroom, powerplant, material movement, and
custodial worker s ,by s e x _________
A -l.
Percent increases in average
hourly earnings for selected
occupational groups, adjusted
for employment shifts____________
3
5
6
7
A- 5.
8
10
11
For sale by the Superintendent of Documents, U.S. Government Printing
Office, Washington, D. C. 20402, GPO Bookstores, or BLS Regional
Offices listed on back cover. Price 55 cents. Make checks payable to
Superintendent of Documents.
Introduction
(c) maintenance, toolroom, and powerplant, and (d)
material movement and custodial. In the 31 largest
survey areas, tables A - l a through A -6a provide
similar data for establishments employing 500 work
ers or more.
This area is 1 of 84 in which the U.S.
Department of Labor's Bureau of Labor Statistics
conducts surveys of occupational earnings and re
lated benefits. In this area, data were obtained by
a combination of personal visit, mail questionnaire,
and telephone interview. Representative establish
ments within six broad industry divisions were con
tacted: Manufacturing; transportation, communica
tion, and other public utilities; wholesale trade;
retail trade; finance, insurance, and real estate;
and services. Major industry groups excluded from
these studies are government operations and the
construction and extractive industries. Establish
ments having fewer than a prescribed number of
workers are omitted because of insufficient employ
ment in the occupations studied. Separate tabula
tions are provided for each of the broad industry
divisions which meet publication criteria.
Table A -7 provides percent changes in av
erage hourly earnings of office clerical workers,
electronic data p r o c e s s i n g workers, industrial
nurses, skilled maintenance trades workers, and
unskilled plant workers. Where possible, data are
presented for all industries, manufacturing, and
nonmanufacturing. This table provides a measure of
wage trends after elimination of changes in average
earnings caused by employment shifts among estab
lishments as well as turnover of establishments in
cluded in survey samples. For further details, see
appendix A.
Appe ndixes
A -series tables
Appendix A describes the methods and con
cepts used in the area wage survey program and
provides information on the scope of the survey.
Tables A - 1 through A -6 provide estimates
of straight-time weekly or hourly earnings for work
ers in occupations common to a variety of manu
facturing and nonmanufacturing industries. Occupa
tions were selected from the following categories:
(a) Office clerical, (b) professional and technical,
Appendi- B provides job descriptions used
by Bureau field economists to classify workers by
occupation.
2
A. Earnings
Table A-1. W e e k ly earnings of office w orkers in A lb a n y —S ch e n e c tad y —Troy, N .Y ., S ep tem b e r 1976
Weekly earnings 1
(standard)
Occupation and industry division
Number
of
worken
Average
weekly
hours1
(standard) Mean ^
Number o f w orkers receivin g straight- tim e weekly earnings of—
S
Median ^
Middle range *
S
90
and
under
s
$
95
100
105
s
110
$
i
120
130
140
150
160
no
180
190
r$
t
200
210
220
230
240
260
S
3
280
300
300 over
and
95
100
105
110
120
130
140
150
160
170
180
19Q
200
210
220
230
24Q
260
280
126
56
13
32
18
14
28
26
ALL WORKERS
SECRETARIES --------------------------------------------NONMANUFACTURING -----------------------------
1 ,2 0 4
473
$
$
$
$
3 9 .5 2 0 7 .00 2 09 .00 2 0 2 .0 0 -2 1 6 .5 0
3 9.0 2 0 7 .0 0 2 08 .50 1 8 6 .0 0 -2 2 8 .5 0
•d
2 5 7 .0 0
-
-
-
-
1
1
5
4
11
9
38
22
29
16
43
22
55
26
35
21
54
3b
405
114
285
62
38
24
SECRETARIES, CLASS A ----------------------NONMANUFACTURING -----------------------------
98
39
3 9 .5 2 2 7 .50 2 30 .90 2 3 0 .0 0 -2 3 0 .0 0
3 8 .0 2 2 1 .5 0 2 30 .00 2 1 0 .0 0 -2 3 7 .0 0
•
-
.
-
-
.
*
_
-
_
*
.
1
1
-
8
8
-
-
_
-
6
6
-
74
19
4
-
i
2
1
34
12
6
4
19
2
2
5
4
4
11
9
9
.
-
13
11
11
-
6
5
3
3
SECRETARIES, CLASS Bt
NONMANUFACTURING -----------------------------
86
3 9 .5 2 3 4 .50 2 21 .50 2 1 6 .5 0 -2 6 3 .5 0
-
*
*
“
*
*
*
*
-
6
1
SECRETARIES, CLASS C ----------------------NONMANUFACTURING ----------------------------PU8LIC UTILITIES -------------------------
554
212
27
4 0 .0 2 0 5 .0 0 2 02 .00 2 0 2 .0 0 -2 0 9 . no
3 9 .5 2 0 7 .5 0 2 08 .50 1 9 7 .0 0 -2 1 0 .5 0
3 8 .5 2 4 8 .0 0 2 44 .00 2 0 8 .0 0 -2 8 9 .5 0
-
-
-
*
_
-
-
*
2
2
5
4
“
7
5
-
19
8
1
21
16
-
39
26
-
386
98
7
21
17
-
12
6
-
20
16
5
6
1
1
SECRETARIES, CLASS 0 -------------- ------MANUFACTURING ----------------------------------NONMANUFACTURING ----------------------------PUBLIC U T IL IT IE S ------- ------------- —
225
93
132
29
3 9 .0 182.00 170.50 1 5 2 .5 0 -2 1 1 .0 0
3 9 .5 176.50 169.00 1 5 5 .0 0 -1 8 9 .0 0
3 8 .5 186.00 173.00 1 5 0 .5 0 -2 2 3 .5 0
3 8 .0 2 3 9 .50 230 .50 2 3 0 .5 0 -2 5 7 .0 0
•
-
.
-
-
•
-
•
*
5
1
4
-
11
2
9
*
3b
16
20
“
23
12
11
*
34
18
16
-
23
14
9
-
12
7
5
-
6
3
3
-
17
2
15
2
10
5
5
3
11
5
6
2
22
7
15
8
13
1
12
12
2
2
2
-
-
STENOGRAPHERS, GENERAL------------------- -MANUFACTURING ----------------------------------NONMANUFACTURING ----------------------------PUBLIC UTILITIES -------------------------
242
56
186
46
3 8 .5
4 0 .0
3 8.0
3 8 .0
164.00 1 48.50 1 2 5 .0 0 -1 9 2 .0 0
162.50 1 62.50 1 4 4 .0 0 -1 9 2 .0 0
164.5u 141.50 1 2 6 .0 0 -1 9 2 .0 0
2 31 .50 2 2 9 .5 0 2 2 9 .5 0 -2 4 6 .0 0
_
-
_
-
-
8
8
*
26
8
18
*
29
2
27
-
24
3
21
“
38
13
25
*
8
2
b
i
13
1
12
-
4
2
2
1
5
1
"
43
21
22
-
4
4
4
_
-
27
27
27
1
1
1
7
7
7
5
5
5
-
-
STENOGRAPHERS, SENIOR ------------------------NONMANUFACTURING -----------------------------
406
235
3 9 .0
3 8 .5
182.50
177.50
*
*
_
-
_
*
7
7
5
5
7
7
18
8
46
34
8
5
39
39
50
45
194
56
22
21
5
4
4
4
1
-
-
-
-
TRANSCRIHING-MACHINE TYPISTS -----------
32
3 7 .0
154.50
4
10
10
-
-
2
-
-
-
6
-
-
-
-
-
-
TYPISTS, CLASS A ----------------------------------NONMANUFACTURING -----------------------------
166
62
3 9 .5
3 8 .0
3
3
7
7
15
10
3
1
-
5
4
5
5
114
18
14
14
_
_
-
TYPISTS, CLASS b ----------------------------------MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------
259
51
20B
3 8 .0
3 9 .0
3 8.0
126.50
134.00
125.00
8
8
3
2
1
b
6
-
-
FILE CLERKS, CLASS B --------------------------NONMANUFACTURING -----------------------------
72
46
-
-
FILE CLERKS, CLASS C --------------------------nonmanufacturing -----------------------------
141
134
3 8 .5
3 8 .5
115.50
113.50
107.50
107.50
-
-
MESSENGERS ---------------------------------------------MANUFACTURING ----------------------------------NONMANUFACTURING-------------------------—
129
29
100
3 8 .5
4 0 .0
3 8 .0
1 63.00
159 .50
1 64.00
6
1
5
s
5
SWITCHBOARU OPERATORS ------------------------MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------
67
30
37
SWITCHBOARD OPERATOR-RECEPTIONlbToMANUFACTURING ----------------------------------NONMANUFACTUWING -----------------------------
90
50
40
193.50
185.00
1 7 7 .0 0 -1 9 6 .1 0
1 5 7 ,5 0 -1 9 6 .0 0
145.00
1 3 3 .0 0 -1 5 3 .0 0
165*50 192.00
176.50 1 91.50
1 9 1 .5 0 -1 9 6 .0 3
1 4 5 .0 0 -1 9 7 .0 0
-
122.50 1 0 7 .5 0 -1 4 2 .0 0
126.50 1 2 2 .5 0 -1 3 7 .5 0
114.00 1 0 6 .0 0 -1 4 3 .0 0
36*5 138.00
3 7 .5 122.03
3 8 .5 1 58.50
3 9.0 174.50
3 8.0 146.00
3 9 .0
3 9 .5
3 8.0
139.00
143.50
133.50
-
-
-
-
-
_
-
“
-
23
23
15
15
36
36
52
1
51
38
29
9
27
11
16
26
3
23
17
17
6
5
1
1 1 0 .5 0 -1 6 5 .0 0
1 1 0 .0 0 -1 2 5 .5 1
-
-
10
10
1
1
18
17
7
7
3
3
a
2
1
1
7
1
8
4
9
-
1 0 4 .0 0 -1 2 6 .5 0
1 0 2 .5 0 -1 2 5 .0 0
9
9
9
9
19
19
43
43
11
11
17
16
18
18
9
7
3
2
-
3
“
_
173.00 1 1 6 .0 0 -2 0 0 .0 0
173.00 1 5 9 .0 0 -1 7 3 .0 0
164.50 1 1 5 .0 0 -2 0 9 .0 0
4
4
2
2
3
1
2
11
3
8
13
13
5
1
4
3
3
7
10
4
6
3
1
2
18
18
*
156.00
183.50
136.00
1 3 4 .0 0 -1 9 6 .0 0
1 5 5 .0 0 -1 9 6 .1 0
1 0 1 .5 0 -1 6 9 .0 0
1
1
8
8
3
3
6
2
4
9
5
-
8
1
7
*
5
5
2
3
1 1 6 .0 0 -1 6 6 .0 0
1 1 9 .0 0 -1 6 4 .1 0
1 0 4 .5 0 -1 6 2 .6 0
.
-
-
3
3
5
3
2
131.50
118.03
1 30.50
132.50
118.00
-
-
16
8
See footnotes at end of tables.
3
_
-
1
1
*
2
2
17
7
10
-
5
1
4
23
18
5
7
-
-
2
2
-
10
3
7
15
15
*
_
-
-
-
-
•
-
-
-
2
2
-
-
-
-
-
-
*
-
-
-
-
-
-
-
-
-
-
-
32
_
-
-
-
-
7
-
_
-
-
-
_
_
_
-
-
-
-
-
32
-
1
-
7
5
-
-
-
-
1
-
s
-
-
-
1
1
3
1
2
-
1
1
2
2
-
-
-
-
T ab le A-1. W e e kly earnings of o ffice w o rkers in A lb a n y —S c h e n e c tad y —Troy, N .Y ., S ep tem b e r 1 9 7 6 — Continued
W eek ly earnings
(standard)
Number
Occupation and industry division
workers
1
w eek ly
h ou rs1
(standard)
M ean
*
S
S
S
S
S
90
and
under
95
95
100
105
no
120
130
140
150
160
170
180
190
200
210
220
23o
240
260
280
$
$
$
179.50 1 1 6 .0 0 -1 9 7 .0 0
187.00 1 7 8 .5 0 -1 8 7 .0 0
150 .00 1 1 6 .0 0 -2 2 0 .0 0
-
8
8
8
8
-
16
16
1
1
-
5
5
7
4
3
7
1
6
1
5
6
6
-
21
20
1
13
2
11
1
1
-
3
3
-
11
•
11
12
1
11
•
•
-
-
•
•
-
•
•
-
-
•
-
-
*
9
6
9
3
-
38
20
18
6
44
30
14
4
1
1
1
-
46
2
44
8
4
4
10
-
26
3
23
11
-
5
5
5
-
15
-
5
5
22
4
18
2
2
2
2
11
2
2
18
12
6
57
12
45
35
16
19
53
17
36
39
14
25
45
9
36
16
12
4
46
7
39
14
5
9
56
1
55
3
3
2
*
-
3
1
2
12
2
10
2
-
-
2
-
_
-
-
-
-
-
6
5
-
4
1
2
2
27
27
-
-
-
-
M edian
*
M id d le ran ge*
100
105
Number of w orkers receiving straigh t-tim e weekly earnings of—
S
$
S
S
S
S
S
S
s
S
S
S
$
S
S
S
180
190 200 210 220
140
130
150
no
170
260
280
120
160
230 240
300
and
300 over
ALL WORKERS—
CONTINUEO
$
4 0 .0 167 .00
4 0 .0 182 .50
3 9 .5 159.50
ORDER CLERKS --------------------MANUFACTURING ---------------NONMANUFACTURING -------------
125
<♦0
ACCOUNTING CLERKS. CLASS A -----MANUFACTURING ---------------NONMANUFACTURING ---------- ---
244
92
152
3 9 .0 1 97.50 196.00 1 5 9 .5 0 -2 2 7 .0 0
4 0 .0 1 87.50 196.00 1 5 4 .0 0 -1 9 6 .0 0
3 9 .0 2 0 4 .0 0 2 0 1 .5 0 1 5 9 .5 0 -2 2 7 .0 0
ACCOUNTING CLERKS. CLASS B -----MANUFACTURING ---------------NONMANUFACTURING -------------
422
113
309
3 9 .0
3 9 .0
3 8 .5
161 .50
155 .50
164.00
155.00 1 3 0 .0 0 -1 8 5 .0 0
149.50 1 3 0 .0 0 -1 7 1 .0 0
161.00 1 3 5 .0 0 -1 9 1 .5 0
BOOKKEEPING-MACHINE OPERATORS.
CLASS B -------------------------
30
3 9 .0
144.50
150.50 1 1 6 .0 0 -1 7 3 .5 0
KEYPUNCH OPERATORS, CLASS A ---NONMANUFACTURING -------------
273
139
3 9 .5 1 84.00 192 .00
3 9 .5 186 .00 189.00
KEYPUNCH OPERATORS, CLASS B — —
MANUFACTURING ----------------NONMANUFACTURING -------------
215
48
167
3 9 .0 1 53.50
4 0 .0 1 59.00
3 8 .5 1 51.50
BS
1 4 4 .0 0 -1 9 2 .0 0
1 4 0 .0 0 -2 0 1 .0 0
145.00 1 2 0 .5 0 -1 9 1 .5 0
1 61.50 1 3 5 .0 0 -1 8 4 .5 0
1 45.00 1 1 5 .0 0 -1 9 1 .5 0
•
5
3
-
-
5
3
-
11
-
-
3
3
8
-
.
-
-
-
*
*
-
*
•
_
5
-
-
-
17
17
5
1
6
6
5
-
-
3
10
36
14
32
32
10
7
5
9
*
4
4
27
27
19
4
15
25
13
12
28
9
2
4
26
5
-
4
12
9
3
4
6
1
5
-
9
7
121
34
4
9
9
26
31
4
2
22
29
4
2
.
2
-
1
-
*
'
See footnotes at end of tables.
2
1
'
Table A -2 . W e e kly earnings of professional and technical w orkers in A lb a n y —S ch e n e c tad y —Troy, N .Y ., S ep tem b e r 1976
W e e k l y e a r n in g s 1
Number of workers receiving straight-time weekly earnings of—
(sta n d a rd )
$
S
N um ber
w e e k ly
Occupation and industry division
w orkere
h ou rs1
(s ta n d a rd )
M e i n >■
M e d ia n *
M id d le r a n g e *
150
Under and
S
under
150
160
160
170
$
S
S
S
$
1
200 210 220
170
180
190
180
190
200 210 220
230
S
S
S
230
240
250
260
S
270
240
250
260
270
4
S
$
S
S
'S
$
S
S
280
290
300
320
340
360
380
280
290
300
320
340
360
380
400
5
3
5
-
-
4
2
-
-
-
ALL WORKERS
COMPUTER PROGRAMMERS (BUSINESS),
CLASS A ------------------------MANUFACTURING ---------------COMPUTER PROGRAMMERS (BUSINESS),
CLASS B ------------------------COMPUTER OPERATORS, CLASS B -----NONMANUFACTURING --------------
49
31
$
$
$
$
3 9 .0 2 9 4 .5 0 301 .00 2 7 4 .5 0 -3 2 0 .0 0
4 0 .0 3 06 .00 301 .50 2 8 9 .5 0 -3 2 4 .0 0
-
42
3 9 .0 2 4 0 .5 0 2 6 5 .0 0 2 2 5 .5 0 -2 8 4 .5 0
*9
108
63
3 9 .5 2 0 3 .5 0 2 1 6 .5 0
3 9 .0 1 97.00 194 .00
1 8 1 .0 0 -2 1 6 .5 0
1 8 0 .5 0 -2 1 6 .5 0
1 4 6 .0 0 -1 6 0 .0 0
1
1
-
-
-
-
8
-
-
-
-
-
22
20
4
3
3
2
1
“
7
3
2
3
-
1
29
3 9 .5
DRAFTERS, CLASS B:
NONMANUFACTURING
70
3 9 .5 2 46 .50 2 47 .00 2 2 3 .0 0 -2 5 5 .5 0
DRAFTERS, CLASS C ---------NONMANUFACTURING
80
37
4 0 .0 2 07 .50 2 1 5 .0 0 2 0 3 .0 0
15.00
4 0 .0 2 15 .00 2 1 5 .0 0 2 1 5 .C,- 2 1 5 .0 0
-
1
-
ELECTRONICS TECHNICIANS ---
89
4 0 .0 2 8 4 .5 0 2 9 8 .0 0 2 4 6 .0 0 -3 2 0 .5 0
-
*
-
-
-
REGISTERED INDUSTRIAL NURSES --MANUFACTURING ----------------
35
27
4 0 .0 2 4 3 .5 0 2 4 6 .0 0 2 2 8 .5 0 -2 4 9 .0 0
4 0 .0 2 42 .00 2 4 6 .0 0 2 3 3 .0 0 -2 4 6 .0 0
-
.
•
1
1
1
1
**18
-
2
-
-
.
7
_
3
* Workers were at $130 to $140.
** Workers were at $140 to $150.
See footnotes at end of tables.
5
-
-
4
3
COMPUTER OPERATORS, CLASS C --
156.00 149 .00
-
1
2
1
5
1
-
1
1
2
2
2
59
3
23
1
3
12
3
3
19
44
7
23
3
1
2
2
-
24
1
1
-
2
1
2
-
6
1
12
1
1
3
-
2
•
-
2
2
6
11
10
1
1
1
1
-
5
-
1
-
-
-
-
-
-
-
-
14
-
-
-
-
-
2
13
10
*
“
-
-
-
-
-
-
-
-
4
-
-
21
-
6
-
3
18
3
24
3
-
2
-
2
5
2
1
1
3
2
14
14
1
2
4
3
1
1
1
1
•
Table A -3 . A verage w e e k ly earnings of office, professional, and technical w orkers, by sex,
in A lb a n y —S ch e n e c tad y —Troy, N .Y ., S ep tem b e r 1976
A vera ge
A vera ge
Sex, 3 occupation, and industry division
of
(m e a n 2 )
N um ber
W e e k ly
w o ik e n
A vera ge
(m e a n 2 )
(m e a n 2 )
N um ber
W e e k ly
Sex, 3 occupation, and industry division
hours 1 earnings1
(standard) (standard)
of
W e e k ly
w orken
OFFICE OCCUPATIONS - MEN
OFFICE OCCUPATIONS
WOMEN— CONTINUED
$
N um ber
W e e k ly
h o u rs 1
e a r n in g s 1
[sta n d a rd )
(s ta n d a r d )
Sex, 3 occupation, and industry division
OFFICE OCCUPATIONS
WOMEN— CONTINUED
-
of
W e e k ly
W e e k ly
[sta n d a rd )
(s ta n d a rd )
w orkers
e a rn in g s 1
-
$
$
rVLTr UliU' 1 U" L K A 1 U K j f
46
^
,
-
WOMEN
208
1.201
A
2 3 3 .0 0
Tr U r i U n
OFFICE OCCUPATIONS
A0
472
3 9 .5 2 0 7 .0 0
3 9 .0 2 0 7 .0 0
98
39
3 9 .5 2 2 7 .5 0
3 8 .0 2 2 1 .5 0
85
3 9 .5 2 3 4 .0 0
3 8 .0
Ur t K A 1U K jf
UL A j j
U
••
"
""
%y
r- «
125 .00
NONMANUFACTURING
201.00
SECRETARIES, CLASS B:
4 U v <'L 1 A H 1 L j f
vLMj b
L
™
554
212
DRAFTERS* CLASS B!
207I50
50
3 9 .5 143 .50
2 46 .00
DRAFTERS. CLASS C
1AKlLoj LL Aj S U
UKUtK
91
L L l K i\ j
”
74
27
■*
3 9 .5 1 76 .00
MANUFACTURING-----------—
—
—
164 .00
-------
72
119
92
1 L N U u K A r I'LK J |
JLrilvr>
3 9 .5
4 0 .0
141 .50
180 .50
190 00
4 0 .0 1 7 8 .00
3 8 .5 1 97.00
3 9 .0
---------------------------
158 00
147 .50
58
4 0 .0 2 04 .00
88
4 0 .0 2 85 .00
38
J8.5
39
y A 2 44 .50
PROFESSIONAL ANO TECHNICAL
^
N U r i M A N U r A L 1 U K ll'ib
2' 2 (1(
See footnotes at end of tables.
6
Table A -4 . H o u rly earnings of m a in ten a n c e , toolroom , and p o w e rp la n t w orkers in A lb a n y —
S c h e n e c tad y —Troy, N .Y ., S e p te m b e r 1976
Hourly earnings 4
Occupation and industry division
$
4 .2 0
$
4 .4 0
4 .0 0
4 .2 0
4 .4 0
4 .6 0
-
•
-
-
-
-
-
-
3 .8 0
of
workers
s
4 .0 0
S
Number
M ean2
M e d ia n 2
M iddle range 2
$
4 .6 0
$
4 .8 0
Number of workers receiving straight-time hourly earnings of—
S
S
$
S
»
S
s
S
$
$
%
5
.00
5 .2 0
5 .4 0
5 . 60
5
.20
5 .4 0
5 .6 0
5.
5 .8 0
6. 00
S
i
i
6 .4 0
6.60 6. 8 0
S
6 .2 0
r.o o
7 . 20
7 .4 0
7 .6 0
7.
80
8 .0 0
8.20
6 .4 0
6 .6 0
6.80
r. 2 0
7 . 40
r,6 o
7 .8 0
8. 00
8 .2 0
8 .4 0
24
13
46
41
5
4
-
-
-
-
2
2
23
-
-
I
and
under
4-
O
0
0
5 .0 0
80 6.00 6. 2 0
7
.00
ALL WORKERS
MAINTENANCE CARPENTERS ------------------------------MANUFACTURING -----------------------------------------------
123
80
$
6 .6 4
6 .2 9
$
6 .5 6
6 .5 6
$
6 .3 2 6 .3 0 -
$
6 .6 7
6 .5 6
1
1
1
1
6
6
3
3
6
6
-
3
1
•
-
43
MAINTENANCE ELECTRICIANS -------------------------MANUFACTURING -----------------------------------------------
312
280
6 .5 4
6 .5 0
6 .5 6
6 .5 6
6 .5 6 6 .5 6 -
6 .9 4
6 .8 7
•
-
6
6
-
-
1
1
2
2
"
3
3
-
6
6
18
18
6
6
-
27
27
*
16
16
83
72
6 .0 8
6 .0 9
5 .8 9
5 .8 8
5 .8 9 5 .8 8 -
6 .5 2
6 .6 0
MAINTENANCE MACHINISTS ----------------------------------MANUFACTURING -----------------------------------------------------
387
346
6 .5 5
6 .4 4
6 .5 6
6 .5 6
6 .3 2 6 .3 0 -
6 .9 4
6 .5 6
MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING----------- — ---—
187
185
6 .3 1
6 .3 1
6 .5 7
6 .6 7
5 .5 4 5 .5 4 -
7 .0 5
7 .0 5
.
-
-
-
-
7 .1 5
7 .1 0
5 .6 0
7 .1 6
6 .2 3 5 .4 7 6 .7 3 -
7 .7 0
6 .6 7
7 .7 9
•
-
-
-
-
245
207
6 .6 0
6 .6 1
6 .5 7
6 .5 7
6 .5 7 6 .5 7 -
6 .6 7
6 .7 3
•
-
•
-
-
•
-
8
8
42
6 .5 3
6 .4 8
6 .6 7
6 .5 6
6 .5 6 6 .5 6 -
6 .7 5
6 .9 3
•
*
_
-
_
-
_
-
5
6 .4 5
6 .4 7
6 .5 6
6 .5 6
6 .3 3 5 .7 5 -
6 .9 0
6 .9 0
4 .9 7 4 .9 7 -
6 .3 0
6 .2 6
6 .3 2
1
MAINTENANCE MECHANICS
(MOTOR VEHICLES) --------------- -MANUFACTURING ------------------NONMANUFACTURING --------------MAINTENANCE p i p e f i t t e r s ----------MANUFACTURING ------------------—
MANUFACTURING-------- ----------
maintenance
s h e e t -m e t a l
workers
MILLWRIGHTS -----------------------MANUFACTURING ------------------STATIONARY e n g i n e e r s -------------MANUFACTURING ------------------BOILER TENDERS ---------------------
248
70
178
30
127
109
100
80
63
6.86
6.12
5 .8 2
5 .6 0
5 .5 6
6.08
5 .4 3
5 .4 9
4 .9 0 -
-
-
-
-
-
-
-
.
-
-
-
-
1
1
-
5
1
1
5
5
4
5
-
7
1
1
5
-
1
1
27
27
3
3
17
16
6
6
2
-
-
15
See footnotes at end of tables.
4
4
*
MAINTENANCE PAINTERS -----------------------------------MANUFACTURING -----------------------------------------------
-
18
18
-
-
“
-
22
22
5
5
15
15
-
19
19
40
40
1
1
18
9
17
14
3
3
13
-
“
7
2
1
7
1
.
-
-
2
2
-
35
35
14
14
9
9
9
-
1
16
50
32
-
-
2
2
27
9
15
9
9
-
16
3
13
32
18
-
-
52
-
15
-
-
”
-
•
-
14
•
-
•
33
3
13
13
-
-
37
37
4
2
-
•
*
•
-
17
17
3
3
4
4
•
*
.
9
9
28
28
10
-
32
28
4
4
171
171
1
1
23
5
5
25
25
3
3
4
2
2
~
143
105
3
3
3
3
6
11
11
-
18
18
-
12
-
34
24
6
4
11
10
3
3
1
1
“
2
2
7
7
11
11
5
•
9
2
159
139
4
4
-
12
9
9
2
2
4
3
3
3
1
1
-
1
21
21
29
24
5
15
10
.
9
-
-
1
4
6
4
2
-
2
4
2
4
23
-
23
*
7
7
1
_
7
1
*
-
-
.
7
16
-
-
48
7
41
9
9
21
.
15
-
-
.
*
49
25
-
•
-
-
-
-
13
16
2
11
16
-
-
-
-
-
-
3
3
11
11
-
-
2
-
2
7
-
-
7
-
-
•
7
•
-
-
*
-
-
2
2
-
T ab le A -5 . Hourly earnings of m a te ria l m ovem ent and custodial w o rkers in A lb a n y —
S ch e n e c tad y —Troy, N .Y ., S ep te m b e r 1976
Hourly earnings
4
Number of workers receiving straight-time hourly earnings of---S-------- s —
S
s
S
S
S
s
S
S
$
S
$
S
$
s
S
$
S
$
$
I
2.30 2.40 2.5o 2.60 2.80 3.00 3.20 3 .40 3 .60 3.80 4.00 4. 20 4.40 4 .60 4.80 5.00 5.20 5.40 5.80 6.20 6.60 7.00 7.40
and
under
S
Occupation and industry division
workers
M ean2
M edian *
M iddle range
*
2.40 2.50 2.60 2.80 3.00 3.20 3.40 3 . 6 0 3 .8Q 4.00 4.20 4. 40 4.60 4 .80 5.00 5 .20 5.40 5.80 6.20 6.60 7.00 7.40 7.80
ALL WORKERS
$
6.85
5.36
7.08
7.79
$
1.385
190
1.195
542
$
6.52
5.44
6.69
7.52
$
TRUCKORIVERS ----------------MANUFACTURING -----------NONMANUFACTURING -------- PUBLIC UTILITIES -------
5.665.115.667.14-
7.73
6.04
7.79
7.79
TRUCKORIVERS. MEDIUM TRUCK
MANUFACTURING -----------NONMANUFACTURING ---------
265
35
230
5.80
5.42
5.85
5.62
5.89
5.62
5.62- 7.14
4.25- 6.24
5.62- 7.14
TRUCKORIVERS. HEAVY TRUCK
(TRAILER) ----------------NONMANUFACTURING --------PUBLIC UTILITIES -------
468
446
211
7.11
7.16
7.38
7.08
7.29
7.29
6.85- 7.73
7.08- 7.73
7.08- 7.79
TRUCKORIVERS. HEAVY TRUCK
(OTHER THAN TRAILER):
MANUFACTURING -------- ----
46
6.14
5.98
5.54- 7.08
SHIPPING CLERKS -------------MANUFACTURING -------------
83
53
5.21
4.84
5.34
4.67
RECEIVING CLERKS -----------MANUFACTURING ------------NONMANUFACTURING ---------
74
36
38
5.20
4.78
5.59
SHIPPING AND RECEIVING CLERKS
MANUFACTURING ------------
63
57
WAREHOUSEMEN ----------------MANUFACTURING -----------NONMANUFACTURING ---------
-
-
-
-
6
6
-
.
-
6
3
*
6
3
-
*
-
•
3
3
-
16
•
16
4
4
•
7
7
•
25
24
1
20
20
-•
-
3
1
1
3
1
1
7
7
-
1
•
3
3
*
1
18
18
•
•
7
6
1
*
-
-
-
-
-
•
2
2
-
-
1
-
14
14
12
11
-
-
4
4
4
4
.3
3
1
1
-
15
15
-
-
1
1
1
1
1
1
11
8
3
2
2
8
8
5
-
-
6
-
-
11
11
-
2
-
2
-
36
36
-
-
58
58
3
3
10
10
.
-
43
35
8
2
2
22
-
-
-
-
-
-
4.00- 6.09
3.96- 5.46
-
.
•
.
•
•
•
5.39
5.11
5.85
4.10- 5.85
4.06- 5.27
5.40- 6.35
_
-
-
-
_
3
_
1
-
*
“
-
“
-
3
-
1
-
4.93
4.99
5.35
5.35
3.98- 5.35
4.50- 5.35
*
•
-
-
•
-
-
•
“
-
6
6
10
-
461
83
378
5.27
5.05
5.31
5.62
5.55
5.62
5.33- 5.66
3.93- 6.17
5.56- 5.66
•
*
.
-
8
8
26
26
14
14
-
-
-
7
7
-
12
12
-
ORDER FILLERS ---------------MANUFACTURING ------------
473
163
4.04
4.79
3.89
4.48
2.35- 5.55
3.89- 5.56
120
*
24
*
32
-
24
-
-
-
2
-
-
-
55
SHIPPING PACKERS -------- ---MANUFACTURING ------------
163
109
3.91
4.54
4.51
4.51
2.40- 4.52
4.51- 4.80
32
*
16
*
•
*
1
-
-
-
*
13
13
6
6
•
-
-
MATERIAL HANDLING LABORERS —
MANUFACTURING -----------NONMANUFACTURING ---------
449
262
187
4.96
5.16
4.69
5.27
5.27
5.21
3.96- 6.24
4.24- 5.98
2.53- 6.37
15
15
20
20
14
14
23
23
16
16
-
-
-
8
8
-
6
6
26
26
-
10
10
“
•
-
1
•
1
FORKLIFT OPERATORS ---------M ANUFACTURING----------- NONMANUFACTURING ---------
357
215
142
5.39
5.10
5.82
5 .5 5
5.03
5.72
5.03- 5.72
4.49- 5.57
5.68- 6.24
4
4
44
44
3
3
10
10
POWER-TRUCK OPERATORS (OTHER
THAN FORKLIFT) ------------MANUFACTURING ------------
38
38
5.30
5.30
5.50
5.50
5.03- 5.57
5.03- 5.57
GUARDS AND WATCHMEN --------MANUFACTURING -----------NONMANUFACTURING ---------
900
169
731
3.07
5.06
2.60
2.33
5.21
2.33
2.33- 3.34
5.03- 5.21
2.33- 2.43
_
529
529
-
.
-
-
-
-
-
“
22
-
70
70
16
16
15
8
7
14
14
14
14
4
2
11
6
5
8
5
56
-
See footnotes at end of tables.
5
5
*
22
46
39
7
15
12
3
-
_
-
3
3
-
2
3
3
1
1
-
2
2
6
5
1
3
345
17
328
147
33
114
1
13
13
125
125
8
7
1
13
5
_
•
6
6
3
-
45
14
31
9
213
13
200
200
12
12
“
•
-
70
-
80
80
_
-
36
22
130
130
130
207
207
81
8
18
1
-
13
•
6
4
13
-
10
10
10
-
-
3
2
1
11
8
3
15
10
1
1
15
10
-
•
-
.
*
17
17
-
12
12
1
1
“
6
6
19
19
274
10
264
22
11
11
34
21
13
5
25
24
19
-
17
9
39
39
70
9
2
*
13
13
7
3
66
66
2
67
42
25
4
1
65
56
9
3
•
3
5
3
19
14
5
“
23
.
6
7
5
3
3
-
-
9
9
.
"
•
2
2
1
1
9
9
20
9
123
85
38
11
-
1
-
-
-
14
.
14
"
-
*
-
-
-
.
•
-
15
-
105
45
60
116
27
89
21
17
4
65
29
36
1
1
24
24
-
1
1
-
34
32
2
-
1
1
70
4
4
458
458
332
15
•
-
-
•
-
-
-
-
4
4
•
•
T ab le A -5 . Hourly earnings of m a te ria l m ovem ent and custodial w o rkers in A lb a n y —
S ch e n e c tad y —Troy, N .Y ., S ep tem b e r 1 9 7 6 — C ontinu ed
Number of workers receiving straight-time hourly earnings of—
H o u rly e a ■nings 4
$
N um ber
O c c u p a tio n
an d
in d u s tr y
d iv is io n
of
M ean 2
M e d ia n 2
M id d le r a n g e 2
s
s
$
$
$
$
S--------- 1------ s------- i -------- $------- $-------- s-------- S------- 1-------- s
2.30 2.40 2.50 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5.20
and
under
$
S
$
i
$
$
5.40 5.80 6.20 6.60 7.00 7.40
2,40 2.50 2«6Q 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5.20 5.40
ALL WORKERS—
CONTINUED
GUARDS AND WATCHMEN— C0NTINUED
$
$
$
$
1,455
3.89
3.79
123
5.23
2.80
5.31
2.804.092.505.03-
4.87
4.87
3.25
5.38
GUARDS*
JANITORS. PORTERS, AND CLEANERS --PUBLIC UTILITIES -------------
-
-
-
-
-
-
-
2
6
2
5
-
2
1
8
9
85
23
4
-
4
-
-
86
6
80
47
9
38
84
5
79
44
9
35
274
65
36
29
29
3
26
24
17
7
92
86
6
3
6
5
1
-
19
16
3
-
10
•
10
7
43
42
1
1
220
211
9
8
163
157
6
43
18
25
25
100
41
59
59
52
52
-
53
13
40
20
1
1
*
_
-
-
*
.
-
-
274
See footnotes at end of tables.
9
T a b le A -6 . A verage hourly earnings of m ain ten a n c e , to o lro o m ,
p o w e rp la n t, m a te ria l m o vem en t, and custodial w o rke rs , by sex,
in A lb a n y —S ch en ectad y—Troy, N .Y ., S ep tem b e r 1976
S ex ,
3
o ccu p ation , and in du stry d iv isio n
Number
of
workers
A vera ge
( m ean 2 )
hourly
earnings4
S ex , 3 occu p ation , and in d u stry d iv isio n
m a i n t e n a n c e , t o o l r o o m , and
p ow er p la nt o c c up a ti on s - men
I i^ X r. | Ci I. Wp*v t
A verage
(m e a n ^ )
hourly
earnings 4
MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - MEN— CONTINUED
6 6A
v Ml** Ci li I L •' j
nonmanufacturing
Number
of
workers
-------------------------------------------
43
TRUCKDRIVERS, HEAVY TRUCK
(OTHER THAN TRAILER) :
7.31
$
83
6.09
387
6.55
MAINTENANCE MECHANICS (MACHINERY) -
jM ir r I n U
MI, U
i 'L L u * V i rI'j
UU U™
185
MAINTENANCE
mechanics
J fii
170
, „ „
6.61
'6'
MAINTENANCE SHEET-METAL WORKERS
--------
42
6.53
6.48
; • * ;:
•
FORKLIFT OPERATORS
100
80
5.82
5.60
46
5.51
POWER-TRUCK OPERATORS
manufacturing
MATERIAL m o v e m e n t a n d c u s t o d i a l
OCCUPATIONS - MEN
357
5.39
161
5.06
--------
959
4.15
-------------------------------------
104
5 T 34
496
3 .3 7
----------------------------------------------
(OTHER
----------------------------------------------------
GUARDS!
TRUCKDRIVERS, MEDIUM TRUCK
manufacturing
-----------------
----------------------------------------------------
1,385
6.52
542
6*69
7.52
265
35
5.80
5.42
JANITORS, PORTERS, AND CLEANERS
PUBLIC UTILITIES
MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - WOMEN
TRUCKDRIVERS* HEAVY TRUCK
NONMANUFACTURING
-------------------------------------------
468
446
7.11
7.16
See footnotes at end of tables.
10
Table A-7. Percent increases in average hourly earnings for selected
occupational groups, adjusted for employment shifts, in Albany—
Schenectady—Troy, N.Y., for selected periods
In d u stry and o c cu p ation al group
(m e n and w om en com b in ed )
A l l in d u s tr ie s :
O ffic e c le r ic a l
E le c t r o n ic data p r o c e s s i n g _________ _______
In d u stria l n u r se s
S k illed m ain te n an ce tr a d e s * * * ______________
U n sk ille d plant w o r k e r s * * * __________________
M an uf ac tu r in g :
O ffic e c l e r i c a l ___________________________________
E le c t r o n ic data p r o c e s s in g __________________
In d u stria l n u r s e s _______________________________
S k illed m ain ten an ce tra d e s * * * ______________
U n sk ille d plant w o r k e r s * * *
N on m an u factu rin g:
O ffic e c l e r i c a l ___________________________________
E le c t r o n ic data p r o c e s s i n g __________________
In d u stria l n u r s e s . ______ __
_
________
S k illed m ain te n an ce tra d e s * * * ______________
U n sk illed plant w o r k e r s * * * _________________
t
*
**
***
M a r c h 1972 M a r c h 1973
to
to
M a r c h 1973 M a r c h 1974
6 .3
M a r c h 1974 to
S e p te m b e r 1974 S ep te m b er 1975
S ep te m b e r 19 7 4 t
to
to
6 -m o n th A nn ual rate
S e p te m b e r 1975 t S ep te m b e r 1976
in c r e a s e
of in c r e a s e
7 .3
4 .2
8 .6
*
*
**
**
**
5 .4
6 .4
8 .5
7 .3
6 .1
8 .1
4 .8
4 .7
5 .3
9 .8
9.6
10 .9
9 .3
7 .7
9 .8
8 .6
**
**
1 0 .4
**
9 .1
11.7
9 .7
*
5 .7
5 .9
8 .2
**
#
**
**
3jC3{e
**
7 .0
6 .0
8 .9
4 .4
4 .8
4 .0
9 .0
9 .8
8 .2
10.2
7 .7
10 .9
9.2
12.2
10.8
6 .3
7 .0
4 .2
8 .6
*
**
**
**
8 .6
9 .4
*
**
**
**
**
**
**
**
**
8 .3
**
**
**
**
**
8 .8
7 .3
8 .4
17.5
7 .6
**
sjejje
R e v ise d e s t im a t e s .
Data not a v a ila b le .
Data do not m e e t publication c r it e r ia .
P e r c e n t in c r e a s e s fo r p eriod s ending p r io r to 1 9 76 r e la te to m en only.
Footnotes
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.
'
6
v
2
The mean is computed for each job by totaling the earnings of all workers and dividing by the number of workers. The median designates position— half of the employees surveyed receive more
and half receive less than the rate shown. The middle range is defined by 2 rates of pay; a fourth of the workers earn less than the lower of these rates and a fourth earn more than the higher rate
learnings data relate only to workers whose sex identification was provided by the establishment.
6
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.
11
Appendix A
Area wage and related benefits data are obtained by personal visits
of Bureau field representatives at 3-year intervals. 1 In each of the inter
vening years, information on employment and occupational earnings is col
lected by a combination of personal visit, mail questionnaire, and telephone
interview from establishments participating in the previous survey.
In each of the 84 *1
2 areas currently surveyed, data are obtained from
representative establishments within six broad industry divisions: Manufac
turing; transportation, communication, and other public utilities; wholesale
trade; retail trade; finance, insurance, and real estate; and services. Major
industry groups excluded from these studies are government operations and
the construction and extractive industries. Establishments having fewer than
a prescribed number of workers are omitted because of insufficient employ
ment in the occupations studied. Separate tabulations are provided for each
of the broad industry divisions which meet publication criteria.
These surveys are conducted on a sample basis. The sampling
procedures involve detailed stratification of all establishments within the
scope of an individual area survey by industry and number of employees.
From this stratified universe a probability sample is selected, with each
establishment having a predetermined chance of selection. To obtain optimum
accuracy at minimum cost, a greater proportion of large than small estab
lishments is selected. When data are combined, each establishment is
weighted according to its probability of selection, so that unbiased estimates
are generated. For example, if one out of four establishments is selected,
it is given a weight of four to represent itself plus three others. An alternate
of the same original probability is chosen in the same industry-size classi
fication if data are not available from the original sample member. If no
suitable substitute is available, additional weight is assigned to a sample
member that is similar to the missing unit.
Occupations and earnings
Occupations selected for study are common to a variety of manufac
turing and nonmanufacturing industries, and are of the following types:
(1) Office clerical; (2) professional and technical; (3) maintenance, toolroom,
and powerplant; and (4) material movement and custodial. Occupational
classification is based on a uniform set of job descriptions designed to take
account of interestablishment variation in duties within the same job. Occu
pations selected for study are listed and described in appendix B. Unless
otherwise indicated, the earnings data following the job titles are for all
industries combined. Earnings data for some of the occupations listed and
1 Personal visits were on a 2-year cycle before July 1972.
2 Included in the 84 areas are 14 studies conducted by the Bureau under contract. These areas are
Akron, Ohio; Austin, T ex .; Binghamton, N .Y .- P a .; Birmingham, A la .; Fort Lauderdale-Hollywood and West
Palm Beach—Boca Raton, Fla.; Lexington—Fayette, Ky. ; Melbourne—Titusville—Cocoa, F la.; Norfolk—Virginia
Beach—Portsmouth and Newport News-Hampton, Va. -N . C .; Poughkeepsie-Kingston-Newburgh, N .Y .; RaleighDurham, N .C .; Stamford, Conn.; Syracuse, N .Y .; U tica-R om e, N .Y .; and Westchester County, N .Y .
In
addition, the Bureau conducts more limited area studies in approximately 100 areas at the request of the
Employment Standards Administration of the U.S. Department of Labor.
described, or for some industry divisions within the scope of the survey, are
not presented in the A-series tables, because either (1) employment in the
occupation is too small to provide enough data to merit presentation, or
(2) there is possibility of disclosure of individual establishment data. Sepa
rate men's and women's earnings data are not presented when the number of
workers not identified by sex is 20 percent or more of the men or women
identified in an occupation. Earnings data not shown separately for industry
divisions are included in data for all industries combined. Likewise,
data are included in the overall classification when a subclassification of
electronic s technicians, secretaries, or truckdrivers is not shown or infor
mation to subclassify is not available.
Occupational employment and earnings data are shown for full-time
workers, i.e ., those hired to work a regular weekly schedule. Earnings data
exclude premium pay for overtime and for work on weekends, holidays, and
late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances
and incentive bonuses are included. Weekly hours for office clerical and
professional and technical occupations refer to the standard workweek
(rounded to the nearest half hour) for which employees receive regular
straight-time salaries (exclusive of pay for overtime at regular and/or
premium rates). Average weekly earnings for these occupations are rounded
to the nearest half dollar.
These surveys measure the level of occupational earnings in an area
at a particular time. Comparisons of individual occupational averages over
time may not reflect expected wage changes. The averages for individual jobs
are affected by changes in wages and employment patterns. For example,
proportions of workers employed by high- or low-wage firms may change, or
high-wage workers may advance to better jobs and be replaced by new
workers at lower rates. Such shifts in employment could decrease an occu
pational average even though most establishments in an area increase wages
during the year. Changes in earnings of occupational groups, shown in table
A -7 , are better indicators of wage trends than are earnings changes for
individual jobs within the groups.
Average earnings reflect composite, areawide estimates. Industries
and establishments differ in pay level and job staffing, and thus contribute
differently to the estimates for each job. Pay averages may fail to reflect
accurately the wage differential among jobs in individual establishments.
Average pay levels for men and women in selected occupations should
not be assumed to reflect differences in pay of the sexes within individual
establishments. Factors which may contribute to differences include pro
gression within established rate ranges (only the rates paid incumbents are
collected) and performance of specific duties within the general survey job
descriptions. Job descriptions used to classify employees in these surveys
usually are more generalized than those used in individual establishments
and allow for minor differences among establishments in specific duties
performed.
12
Occupational employment estimates represent the total in all estab
lishments within the scope of the study and not the number actually surveyed.
Because occupational structures among establishments differ, estimates of
occupational employment obtained from the sample of establishments studied
serve only to indicate the relative importance of the jobs studied. These
differences in occupational structure do not affect materially the accuracy of
the earnings data.
Wage trends for selected occupational groups
The percent increases presented in table A-7 are based on changes
in average hourly earnings for establishments reporting the trend jobs in both
the current and previous year (matched establishments). The data are
adjusted to remove the effects on average earnings of employment shifts
among establishments and turnover of establishments included in survey
samples. The percent increases, however, are still affected by factors
other than wage increases. Hirings, layoffs, and turnover may affect an
establishment average for an occupation when workers are paid under plans
providing a range of wage rates for individual jobs. In periods of increased
hiring, for example, new employees enter at the bottom of the range,
depressing the average without a change in wage rates.
The percent changes relate to wage changes between the indicated
dates. When the time span between surveys is other than 12 months, annual
rates are shown. (It is assumed that wages increase at a constant rate
between surveys.)
Occupations used to compute wage trends are:
Office clerical (men and
women):
Office clerical (men and
women)----Continued
Secretaries
Stenographers, general
Stenographers, senior
Typists, classes A and B
File clerks, classes A,
B, and C
Messengers
Switchboard operators
Order clerks
Accounting clerks,
classes A and B
Bookkeeping-machine
operators, class B
Payroll clerks
Keypunch operators,
classes A and B
T abulating - m ac hine
operators, class B
Electronic data processing
(men and women):
Skilled maintenance (men
and women):
Computer systems
analysts, classes
A, B, and C
Computer programmers,
classes A, B, and C
Computer operators,
classes A, B, and C
Carpenters
Electricians
Painters
Machinists
Mechanics (machinery)
Mechanics (motor vehicle)
Pipefitters
Tool and die makers
Industrial nurses (men and
women):
Registered industrial
nurses
Percent changes for indivi
as follows:
Unskilled plant (men and
women):
Janitors, porters, and
cleaners
Material handling laborers
areas in the program are computed
1. Each occupation is assigned a weight based on its pro
portionate employment in the occupational group in the
base year.
2. These weights are used to compute group averages.
Each occupation's average (mean) earnings is multiplied
by its weight. The products are totaled to obtain a
group average.
3. The ratio of group averages for 2 consecutive years is
computed by dividing the average for the current year
by the average for the earlier year. The result—
expressed as a percent— less 100 is the percent change.
For a more detailed description of the method used to compute these
wage trends, see "Improving Area Wage Survey Indexes," Monthly Labor
Review, January 1973, pp. 52-57.
Establishment practices and supplementary wage provisions
Tabulations on selected establishment practices and supplementary
wage provisions (B-series tables) are npt presented in this bulletin. Infor
mation for these tabulations is collected at 3-year intervals. 1 These tabu
lations on minimum entrance salaries for inexperienced office workers; shift
differentials; scheduled weekly hours and days; paid holidays; paid vacations;
and health, insurance, and pension plans are presented (in the B-series tables)
in previous bulletins for this area.
1 Personal visits were on a 2-year cycle before July 1972.
Appendix table 1. Establishments and workers within scope of survey and number studied
in Albany—Schenectady—Troy, N .Y .,1 September 1976
In d u stry d iv isio n 2
M in im u m
em p lo y m en t
in e s t a b lis h m e n ts in scop e
of study
ALL DIVISIONS ----------------------------m a n u f a c t u r i n g --------------
---- -------------NONMANUFACTURING -----------------------------TRANSPORTATION* COMMUNICATION* AND
OTHER PUBLIC UTILITIES5 -------------------------------------------WHOLESALE TRADE 6 ------------- ----------- ------------------------------------RETAIL TRADE6 --------------------------------------------------------------------FINANCE. INSURANCE. AND REAL ESTATE 6 --------------SERVICES6 7-------------------------------------------------------------------------------
W o r k e r s in e sta b lish m e n ts
N u m b er of e sta b lish m e n ts
W ithin sc o p e of study 4
W ithin scope
of study 3
Studied
Studied
N u m b er
Percen t
476
126
111.031
100
74,019
50
“
166
310
44
82
53.901
57.130
49
51
41,137
32,882
50
50
50
50
50
37
49
103
47
74
13
10
23
11
25
11.327
5.571
20.478
8.256
11.498
10
5
18
7
10
9,742
2,115
11.227
3.638
6,110
1 T h e Albany^-Schenectady—T r o y Stan d ard M e tro p o lita n S ta tis tic a l A r e a , as d efin ed by the O ffic e o f M an a g em en t and B udget th rou gh F e b r u a r y 1 9 7 4 , c o n s is t s of
A lb a n y , M o n tg o m e r y , R e n s s e la e r , S a r a to g a , and S ch en ectad y C o u n tie s. The "w o r k e r s w ithin sc o p e o f s tu d y " e s t im a t e s show n in th is ta b le p r o v id e a rea so n a b ly a c cu ra te
d e sc r ip tio n o f the s iz e and c o m p o sitio n o f the la b o r fo r c e in clu d ed in the s u r v e y . E s tim a te s a r e not in tend ed , h o w e v e r , fo r c o m p a r iso n w ith o th e r e m p lo y m e n t in d e xes to
m e a s u r e e m p lo y m en t tre n d s o r le v e ls sin ce (1) planning o f w age su rv e y s r e q u ir e s e sta b lish m e n t data c o m p ile d c o n sid e r a b ly in ad vance of the p a y r o ll p e r io d stu d ied ,
and (2) s m a ll e s ta b lis h m e n ts a r e ex clu d ed f r o m the sc o p e of the su rv e y .
2 Th e 1 9 67 ed ition o f the S tan d ard In d u str ia l C la s s ific a tio n M an ual w as u sed in c la s s ify in g e s ta b lis h m e n ts b y in d u stry d iv isio n .
3 In c lu d es a ll e s ta b lis h m e n ts w ith to ta l em p lo y m en t at o r above the m in im u m lim ita tio n .
A ll o u tle ts (within the a r e a ) o f c o m p a n ie s in in d u str ie s su ch as t r a d e ,
fin a n c e , auto r e p a ir s e r v i c e , and m o tio n p ictu r e th e a te rs are c o n sid e r e d as 1 e sta b lish m e n t.
4 In clu d es a ll w o r k e r s in a ll e s ta b lis h m e n ts w ith to ta l e m p lo y m e n t (within the a r e a ) at o r above the m in im u m lim ita tio n .
5 A b b r e v ia te d to "p u b lic u t i li t i e s " in the A - s e r i e s t a b le s . T a x ic a b s and s e r v ic e s in cid en ta l to w a ter tr a n sp o r ta tio n a re ex clu d ed . T h e m a jo r lo c a l and su rb u rban
t r a n s it s y s t e m is g o v e r n m e n ta lly ow ned and o p er a ted and is ex clu d ed by defin ition fr o m the s c o p e o f the study.
6 T h is d iv isio n is r e p r e s e n te d in e s t im a t e s fo r " a l l in d u s tr ie s " and "n o n m a n u fa c tu r in g " in the A - s e r i e s t a b le s . S ep a ra te p r e se n ta tio n o f data is not m a d e fo r one o r
m o r e o f the follow in g r e a s o n s :
(1) E m p lo y m e n t is too s m a ll to p rovid e enough data to m e r it s e p a r a te stu d y, (2) the sa m p le w as not d esig n ed in itia lly to p e r m it se p a r a te
p r e s e n ta tio n , (3) r e s p o n s e w as in su ffic ie n t o r inadequate to p e r m it s e p a r a te p r e se n ta tio n , and (4) th e re is p o s s ib ility of d is c lo s u r e o f in d ivid u al e sta b lish m e n t data.
7 H o te ls and m o t e l s ; la u n d r ies and o th e r p e r s o n a l s e r v i c e s ; b u s in e s s s e r v i c e s ; au tom ob ile r e p a ir , r e n ta l, and p a rk in g ; m otion p ic t u r e s ; n on p rofit m e m b e r s h ip
o r g a n iz a tio n s (exclu din g r e lig io u s and c h a r ita b le o r g a n iz a tio n s); and en g in eerin g and a r c h ite c tu r a l s e r v i c e s .
14
Appendix B.
Occupational Descriptions
The primary purpose of preparing job descriptions for the Bureau's wage surveys is to assist
its field staff 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 the grouping of occupational wage rates representing comparable job content.
Because of this emphasis on interestablishment and interarea comparability of occupational content, the
Bureau's job descriptions may differ significantly from those in use in individual establishments or those
prepared for other purposes. In applying these job descriptions, the Bureau's field economists are
instructed to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped,
part-time, temporary, and probationary workers.
OFFICE
SECRETARY
SECRETAR Y— Continued
Assigned as personal secretary, normally to one individual. Main
tains a close and highly responsive relationship to the day-to-day work of the
supervisor.
Works fairly independently receiving a minimum of detailed
supervision and guidance. Performs varied clerical and secretarial duties,
usually including most of the following:
May also perform other clerical and secretarial tasks of comparable
nature and difficulty. The work typically requires knowledge of office routine
and understanding of the organization, programs, and procedures related to
the work of the supervisor.
Exclusions
a. Receives telephone calls, personal callers, and incoming mail,
answers routine inquiries, and routes technical inquiries to the proper
persons;
Not all positions that are titled "secretary" possess the above char
acteristics. Examples of positions which are excluded from the definition are
as follows:
b. Establishes, maintains, and revises the supervisor's files;
c. Maintains the supervisor's calendar and makes appointments as
instructed;
a. Positions which do not meet the "personal" secretary concept
described above;
b. Stenographers not fully trained in secretarial-type duties;
d. Relays messages from supervisor to subordinates;
c. Stenographers serving as office assistants to a group of profes
e.
Reviews correspondence, memorandums, and reports prepared by
sional, technical, or managerial persons;
others for the supervisor's signature to assure procedural and typographic
accuracy;
d. Secretary positions in which the duties are either substantially
more routine or substantially more complex and responsible than those char
f. Performs stenographic and typing work.
acterized in the definition;
Beginning with calendar year 1976 surveys, the Bureau has grouped occupations studied in its
area wage surveys into job families in order to present information on related occupations in sequence.
Job families have not been titled, however, since doing so might have added extraneous elements to the
job matching process.
The Bureau has also revised several occupational titles.
word order and are more descriptive of the survey jobs.
15
The titles more nearly reflect usual
S E C R E T A R Y — C ontinued
Exclusions— Continued
S E C R E T A R Y — C ontinued
Class C
e.
Assistant-type positions which involve more difficult or more
1. Secretary to an executive or managerial person whose respon
responsible technical, administrative, supervisory, or specialized clerical
sibility is not equivalent to one of the specific level situations in the definition
duties which are not typical of secretarial work.
for class B, but whose organizational unit normally numbers at least several
dozen employees and is usually divided into organizational segments which are
often, in turn, further subdivided. In some companies, this level includes a
NOTE: The term "corporate officer, " used in the level definitions
wide range of organizational echelons; in others, only one or two; or
following, refers to those officials who have a significant corporatewide
policymaking role with regard to major company activities. The title "vice
2. Secretary to the head of an individual plant, factory, etc. (or
other equivalent level of official) that employs, in all, fewer than 5, 000
president, " though normally indicative of this role, does not in all cases
persons.
identify such positions. Vice presidents whose primary responsibility is to
act personally on individual cases or transactions (e.g., approve or deny
individual loan or credit actions; administer individual trust accounts; directly
Class D
supervise a clerical staff) are not considered to be "corporate officers" for
1. Secretary to the supervisor or head of a small organizational unit
purposes of applying the following level definitions.
(e.g., fewer than about 25 or 30 persons); or
Class A
1. Secretary to the chairman of the board or president of a company
that employs, in all, over TOO but fewer than 5,000 persons; or
2. Secretary to a nonsupervisory s t a f f specialist, professional
employee, administrative officer, or assistant, skilled technician, or expert.
(NOTE: Many companies assign stenographers, rather than secretaries as
described above, to this level of supervisory or nonsupervisory worker.)
STENOGRAPHER
2. Secretary to a corporate officer (other than the chairman of the
board or president) of a company that employs, in all, over 5,000 but fewer
than 25,000 persons; or
3. Secretary to the head, immediately below the corporate officer
level, of a major segment or subsidiary of a company that employs, in all,
over 25,000 persons.
Class B
1. Secretary to the chairman of the board or president of a company
that employs, in all, fewer than 100 persons; or
2. Secretary to a corporate officer (other than the chairman of the
board or president) of a company that employs, in all, over 100 but fewer
than 5,000 persons; or
3. Secretary to the head, immediately below the officer level, over
either a major corporationwide functional activity (e.g., marketing, research,
operations, industrial relations, etc.) £r a major geographic or organizational
segment (e.g., a regional headquarters; a major division) of a company that
employs, in all, over 5,000 but fewer than 25,000 employees; or
4. Secretary to the head of an individual plant, factory, etc. (or
other equivalent level of official) that employs, in all, over 5, 000 persons; or
5. Secretary to the head of a large and important organizational
segment (e.g., a middle management supervisor of an organizational segment
often involving as many as several hundred persons) or a company that
employs, in all, over 25, 000 persons.
Primary duty is to take dictation using shorthand, and to transcribe
the dictation. May also type from written copy. May operate from a steno
graphic pool. May occasionally transcribe from voice recordings (if primary
duty is transcribing from recordings, see Transc ribing-Machine Typist).
NOTE: This job is distinguished from that of a secretary in that a
secretary normally works in a confidential relationship with only one manager
or executive and performs more responsible and discretionary tasks as
described in the secretary job definition.
Stenographer, General
Dictation involves a normal routine vocabulary. May maintain files,
keep simple records, or perform othdr relatively routine clerical tasks.
Stenographer, Senior
Dictation involves a varied technical or specialized vocabulary such
as in legal briefs or reports on scientific research. May also set up and
maintain files, keep records, etc.
OR
Performs stenographic duties requiring significantly greater inde
pendence and responsibility than stenographer, general, as evidenced by the
following: Work requires a high degree of stenographic speed and accuracy;
a thorough working knowledge of general business and office procedure; and
of the specific business operations, organization, policies, procedures, files,
workflow, etc. Uses this knowledge in performing stenographic duties and
responsible clerical tasks such as maintaining followup files; assembling
material for reports, memorandums, and letters; composing simple letters
from general instructions; reading and routing incoming mail; and answering
routine questions, etc.
T R A N S C R IB I N G -M A C H I N E T Y P I S T
S W IT C H B O A R D O P E R A T O R
Primary duty is to transcribe dictation involving a normal routine
vocabulary from transcribing-machine records. May also type from written
copy and do simple clerical work. Workers transcribing dictation involving
a varied technical or specialized vocabulary such as legal briefs or reports
on scientific research are not included. A worker who takes dictation in
shorthand or by Stenotype or similar machine is classified as a stenographer.
Operates a telephone switchboard or console used with a private
branch exchange (PBX) system to relay incoming, outgoing, and intrasystem
calls. May provide information to callers, record and transmit messages,
keep record of calls placed and toll charges. Besides operating a telephone
switchboard or console, may also type or perform routine clerical work
(typing or routine clerical work may occupy the major portion of the worker's
time, and is usually performed while at the switchboard or console). Chief
or lead operators in establishments employing more than one operator are
excluded. For an operator who also acts as a receptionist, see Switchboard
Ope rat or-Receptionist.
TYPIST
Uses a typewriter to make copies of various materials or to make
out bills after calculations have been made by another person. May include
typing of stencils, mats, or similar materials for use in duplicating pro
cesses. May do clerical work involving little special training, such as
keeping simple records, filing records and reports, or sorting and distributing
incoming mail.
Class A . Performs one or more of the following: Typing material
in final form when it involves combining material from several sources; or
responsibility for correct spelling, syllabication, punctuation, etc., of tech
nical or unusual words or foreign language material; or planning layout and
typing of complicated statistical tables to maintain uniformity and balance in
spacing. May type routine form letters, varying details to suit circumstances.
Class B. Performs one or more of the following; Copy typing from
rough or clear drafts; or routine typing of forms, insurance policies, etc.;
or setting up simple standard tabulations; or copying more complex tables
already set up and spaced properly.
FILE CLERK
Files, classifies, and retrieves material in an established filing
system. May perform clerical and manual tasks required to maintain files.
Positions are classified into levels on the basis of the following definitions.
Class A. Classifies and indexes file material such as correspond
ence, reports, technical documents, etc., in an established filing system
containing a number of varied subject matter files. May also file this
material. May keep records of various types in conjunction with the files.
May lead a small group of lower level file clerks.
Class B. Sorts, codes, and files unclassified material by simple
(subject matter) headings or partly classified material by finer subheadings.
Prepares simple related index and cross-reference aids. As requested,
locates clearly identified material in files and forwards material. May
perform related clerical tasks required to maintain and service files.
Class C. Performs routine filing of material that has already been
classified or which is easily classified in a simple serial classification
system (e.g., alphabetical, chronological, or numerical). As requested,
locates readily available material in files and forwards material; and may
fill out withdrawal charge. May perform simple clerical and manual tasks
required to maintain and service files.
MESSENGER
Performs various routine duties such as running errands, operating
minor office machines such as sealers or mailers, opening and distributing
mail, and other minor clerical work. Exclude positions that require operation
of a motor vehicle as a significant duty.
SWITCHBOARD OPERATOR-RECEPTIONIST
At a single-position telephone switchboard or console, acts both as
an operator— see Switchboard Operator— and as a receptionist. Receptionist's
work involves such duties as greeting visitors; determining nature of visitor's
business and providing appropriate information; referring visitor to appro
priate person in the organization or contacting that person by telephone and
arranging an appointment; keeping a log of visitors.
ORDER CLERK
Receives customers' orders for material or merchandise by mail,
phone, or personally. Duties involve any combination of the following:
Quoting prices to customers; making out an order sheet listing the items to
make up the order; checking prices and quantities of items on order sheet;
and distributing order sheets to respective departments to be filled. May
check with credit department to determine credit rating of customer, acknowl
edge receipt of orders from customers, follow up orders to see that they
have been filled, keep file of orders received, and check shipping invoices
with original orders.
ACCOUNTING CLERK
Performs one or more accounting clerical tasks such as posting to
registers and ledgers; reconciling bank accounts; verifying the interned con
sistency, completeness, and mathematical accuracy of accounting documents;
assigning prescribed accounting distribution codes; examining and verifying
for clerical accuracy various types of reports, lists, calculations, posting,
etc.; or preparing simple or assisting in'preparing more complicated journal
vouchers. May work in either a manual or automated accounting system.
The work requires a knowledge of clerical methods and office prac
tices and procedures which relates to the clerical processing and recording
of transactions and accounting information. With experience, the worker
typically becomes familiar with the bookkeeping and accounting terms and
procedures used in the assigned work, but is not required to have a knowledge
of the formal principles of bookkeeping and accounting.
Positions are classified into levels on the basis of the following
definitions.
Class A. Under general supervision, performs accounting clerical
operations which require the application of experience and judgment, for
example, clerically processing complicated or nonrepetitive accounting trans
actions, selecting among a substantial variety of prescribed accounting codes
and classifications, or tracing transactions through previous accounting
actions to determine source of discrepancies. May be assisted by one or
more class B accounting clerks.
A C C O U N T IN G C L E R K — Con tin u ed
KEYPUNCH OPERATOR
Class B. Under close supervision, following detailed instructions
and standardized procedures, performs one or more routine accounting cler
ical operations, such as posting to ledgers, cards, or worksheets where
identification of items and locations of postings are clearly indicated; checking
accuracy and completeness of standardized and repetitive r e c o r d s or
accounting documents; and c o d i n g documents using a few prescribed
accounting codes.
Operates a keypunch machine to record or verify alphao
numeric data on tabulating cards or on tape.
BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter key
board) to keep a record of business transactions.
Class A . Keeps a set of records requiring a knowledge of and
experience in basic bookkeeping principles, and familiarity with the structure
of the particular accounting system used. Determines proper records and
distribution of debit and credit items to be used in each phase of the work.
May prepare consolidated reports, balance sheets, and other records by hand.
Class B. Keeps a record of one or more phases or sections of a
set of records usually requiring little knowledge of basic bookkeeping. Phases
or sections include accounts payable, payroll, customers' accounts (not
including a simple type of billing described under machine biller), cost dis
tribution, expense distribution, inventory control, etc. May check or assist
in preparation of trial balances and prepare control sheets for the accounting
department.
MACHINE BILLER
Prepares statements, bills, and invoices on a machine other than an
ordinary or electromatic typewriter. May also keep records as to billings
or shipping charges or perform other clerical work incidental to billing
operations. For wage study purposes, machine billers are classified by type
of machine, as follows:
Billing-machine biller. Uses a special billing machine (combination
typing and adding machine) to prepare bills and invoices from customers'
purchase orders, internally prepared orders, shipping memorandums, etc.
Usually involves application of predetermined discounts and shipping charges
and entry of necessary extensions, which may or may not be computed on
the billing machine, and totals which are automatically accumulated by
machine. The operation usually involves a large number of carbon copies
of the bill being prepared and is often done on a fanfold machine.
Bookkeeping-machine biller. Uses a bookkeeping machine (with or
without a typewriter keyboard) to prepare customers' bills as part of the
accounts receivable operation. Generally involves the simultaneous entry of
figures on customers' ledger record. The machine automatically accumulates
figures on a number of vertical columns and computes and usually prints auto
matically the debit or credit balances. Does not involve a knowledge of book
keeping. Works from uniform and standard types of sales and credit slips.
PAYROLL CLERK
Computes wages of company employees and enters the necessary
data on the payroll sheets. Duties involve: Calculating workers' earnings
based on time or production records; and posting calculated data on payroll
sheet, showing information such as worker's name, working days, time, rate,
deductions for insurance, and total wages due. May make out paychecks and
assist paymaster in making up and distributing pay envelopes. May use a
calculating machine.
and/or
Positions are classified into levels on the basis of the following
definitions.
Class A . Work requires the application of experience and judgment
in selecting procedures to be followed and in searching for, interpreting,
selecting, or coding items to be keypunched from a variety of source docu
ments. On occasion may also perform some routine keypunch work. May
train inexperienced keypunch operators.
Class B. Work is routine and repetitive. Under close supervision
or following specific procedures or instructions, works from various stan
dardized source documents which have been coded, and follows specified
procedures which have been prescribed in detail and require little or no
selecting, coding, or interpreting of data to be recorded. Refers to supervisor
problems arising from erroneous items or codes or missing information.
TABULATING-MACHINE OPERATOR
Operates one or a variety of machines such as the tabulator, calcu
lator, collator, interpreter, sorter, reproducing punch, etc. Excluded from
this definition are working supervisors. Also excluded are operators of
electronic digital computers, even though they may also operate electric
accounting machine equipment.
Positions are classified into levels on the basis of the following
definitions.
Class A . Performs complete reporting and tabulating assignments
including devising difficult control panel wiring under general supervision.
Assignments typically involve a variety of long and complex reports which
often are irregular or nonrecurring, requiring some planning of the nature
and sequencing of operations, and the use of a variety of machines. Is
typically involved in training new operators in machine operations or training
lower level operators in wiring from diagrams and in the operating sequences
of long and complex reports. Does not include positions in which wiring
responsibility is limited to selection and insertion of prewired boards.
Class B. Performs work according to established procedures and
under specific instructions. Assignments typically involve complete but rou
tine and recurring reports or parts of larger and more complex reports.
Operates more difficult tabulating or electrical accounting machines such as
the tabulator and calculator, in addition to the simpler machines used by
class C operators. May be required to do some wiring from diagrams.
Class C . Under specific instructions, operates simple tabulating
or electrical accounting machines such as the sorter, interpreter, reproducing
punch, collator, etc. Assignments typically involve portions of a work unit,
for example, individual sorting or collating runs, or repetitive operations.
May perform simple wiring from diagrams, and do some filing work.
PROFESSIONAL AND TECHNICAL
COMPUTER SYSTEMS ANALYST, BUSINESS
COMPUTER SYSTEMS ANALYST, BUSINESS— Continued
Analyzes business problems to formulate procedures for solving
them by use of electronic data processing equipment. Develops a complete
description of all specifications needed to enable programmers to prepare
required digital computer programs. Work involves most of the following:
Analyzes subject-matter operations to be automated and identifies conditions
and criteria required to achieve satisfactory results; specifies number and
types of records, files, and documents to be used; outlines actions to be
performed by personnel and computers in sufficient detail for presentation
to management and for programming (typically this involves preparation of
work and data flow charts); coordinates the development of test problems and
participates in trial runs of new and revised systems; and recommends equip
ment changes to obtain more effective overall operations. (NOTE: Workers
performing both systems analysis and programming should be classified as
systems analysts if this is the skill used to determine their pay.)
Class C. Works under immediate supervision, carrying out analy
ses as assigned, usually of a single activity. Assignments are designed to
develop and expand practical experience in the application of procedures and
skills required for systems analysis work. For example, may assist a higher
level systems analyst by preparing the detailed specifications required by
programmers from information developed by the higher level analyst.
Does not include employees primarily responsible for the manage
ment or supervision of other electronic data processing employees, or sys
tems analysts primarily concerned with scientific or engineering problems.
For wage study purposes, systems analysts are classified as follows:
Class A . Works independently or under only general direction on
complex problems involving all phases of system analysis. Problems are
complex because of diverse sources of input data and multiple-use require
ments of output data. (For example, develops an integrated production sched
uling, inventory control, cost analysis, and sales analysis record in which
every item of each type is automatically processed through the full system
of records and appropriate followup actions are initiated by the computer.)
Confers with persons concerned to determine the data processing problems
and advises subject-matter personnel on the implications of new or revised
systems of data processing operations. Makes recommendations, if needed,
for approval of major systems installations or changes and for obtaining
equipment.
COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problems, typically prepared by a
systems analyst, into a sequence of detailed instructions which are required
to solve the problems by automatic data processing equipment. Working from
charts or diagrams, the programmer develops the precise instructions which,
when entered into the computer system in coded language, cause the manipu
lation of data to achieve desired results. Work involves most of the following:
Applies knowledge of computer capabilities, mathematics, logic employed by
computers, and particular subject matter involved to analyze charts and
diagrams of the problem to be programmed; develops sequence of program
steps; writes detailed flow charts to show order in which data will be
processed; converts these charts to coded instructions for machine to follow;
tests and corrects programs; prepares instructions for operating personnel
during production run; analyzes, reviews, and alters programs to increase
operating efficiency or adapt to new requirements; maintains records of
program development and revisions. (NOTE: Workers performing both
systems analysis and programming should be classified as systems analysts
if this is the skill used to determine their pay.)
Does not include employees primarily responsible for the manage
ment or supervision of other electronic data processing employees, or pro
grammers primarily concerned with scientific and/or engineering problems.
For wage study purposes, programmers are classified as follows:
May provide functional direction to lower level systems analysts
who are assigned to assist.
Class B. Works independently or under only general direction on
problems that are relatively uncomplicated to analyze, plan, program, and
operate. Problems are of limited complexity because sources of input data
are homogeneous and the output data are closely related. (For example,
develops systems for maintaining depositor accounts in a bank, maintaining
accounts receivable in a retail establishment, or maintaining inventory
accounts in a manufacturing or wholesale establishment.) Confers with per
sons concerned to determine the data processing problems and advises
subject-matter personnel on the implications of the data processing systems
to be applied.
OR
Works on a segment of a complex data processing scheme or system,
as described for class A. Works independently on routine assignments and
receives instruction and guidance on complex assignments. Work is reviewed
for accuracy of judgment, compliance with instructions, and to insure proper
alignment with the overall system.
19
Class A . Works independently or under only general direction on
complex problems which require competence in all phases of programming
concepts and practices. Working from diagrams and charts which identify
the nature of desired results, major processing steps to be accomplished,
and the relationships between various steps of the problem solving routine;
plans the full range of programming actions needed to efficiently utilize the
computer system in achieving desired end products.
At this level, programming is difficult because computer equipment
must be organized to produce several interrelated but diverse products from
numerous and diverse data elements. A wide variety and extensive number
of internal processing actions must occur. This requires such actions as
development of common operations which can be reused, establishment of
linkage points between operations, adjustments to data when program require
ments exceed computer storage capacity, and substantial manipulation and
re sequencing of data elements to form a highly integrated program.
May provide functional direction to lower level programmers who are
assigned to assist.
C O M P U T E R P R O G R A M M E R , B U S IN E SS — C on tin u ed
C O M P U T E R O P E R A T O R — C o n tinued
Class B. Works independently or under only general direction on
relatively simple programs, or on simple segments of complex programs.
Programs (or segments) usually process information to produce data in two
or three varied sequences or formats. Reports and listings are produced by
refining, adapting, arraying, or making minor additions to or deletions from
input data which are readily available. While numerous records may be
processed, the data have been refined in prior actions so that the accuracy
and sequencing of data can be tested by using a few routine checks. Typically,
the program deals with routine recordkeeping operations.
major change or cannot be corrected within a reasonably short time. In
common error situations, diagnoses cause and takes corrective action. This
usually involves applying previously programmed corrective steps, or using
standard correction techniques.
OR
Works on complex programs (as described for class A) under close
direction of a higher level programmer or supervisor. May assist higher
level programmer by independently performing less difficult tasks assigned,
and performing more difficult tasks under fairly close direction.
May guide or instruct lower level programmers.
Class C. Makes practical applications of programming practices
and concepts usually learned in formal training courses. Assignments are
designed to develop competence in the application of standard procedures to
routine problems. Receives close supervision on new aspects of assignments;
and work is reviewed to verify its accuracy and conformance with required
procedures.
COMPUTER OPERATOR
Monitors and operates the control console of a digital computer to
process data according to operating instructions, usually prepared by a pro
grammer. Work includes most of the following: Studies instructions to
determine equipment setup and operations; loads equipment with required
items (tape reels, cards, etc.); switches necessary auxiliary equipment into
circuit, and starts and operates computer; makes adjustments to computer to
correct operating problems and meet special conditions; reviews errors made
during operation and determines cause or refers problem to supervisor or
programmer; and maintains operating records. May test and assist in
correcting program.
For wage study purposes, computer
operators are classified as
follows:
Class A . Operates independently, or under only general direction,
a computer running programs with most of the following characteristics:
New programs are frequently tested and introduced; scheduling requirements
are of critical importance to minimize downtime; thte programs are of
complex design so that identification of error source often requires a working
knowledge of the total program, and alternate programs may not be available.
May give direction and guidance to lower level operators.
Class B. Operates independently, or under only general direction,
a computer running programs with most of the following characteristics:
Most of the programs are established production runs, typically run on a
regularly recurring basis; there is little or no testing of new programs
required; alternate programs are provided ip case original program needs
OR
Operates under direct supervision a computer running programs or
segments of programs with the characteristics described for class A. May
assist a higher level operator by independently performing less difficult tasks
assigned, and performing difficult tasks following detailed instructions and
with frequent review of operations performed.
expected
ability to
received
operator
Class C . Works on routine programs under close supervision. Is
to develop working knowledge of the computer equipment used and
detect problems involved in running routine programs. Usually has
some formal training in computer operation. May assist higher level
on complex programs.
DRAFTER
Class A . Plans the graphic presentation of complex items having
distinctive design features that differ significantly from established drafting
precedents. Works in close support with the design originator, and may
recommend minor design changes. Analyzes the effect of each change on the
details of form, function, and positional relationships of components and parts.
Works with a minimum of supervisory assistance. Completed work is
reviewed by design originator for consistency with prior engineering deter
minations. May either prepare drawings or direct their preparation by lower
level drafters.
Class B. Performs nonroutine and complex drafting assignments
that require the application of most of the standardized drawing techniques
regularly used. Duties typically involve such work as: Prepares working
drawings of subassemblies with irregular shapes, multiple functions, and
precise positional relationships between components; prepares architectural
drawings for construction of a building including detail drawings of foun
dations, wall sections, floor plans, and roof. Uses accepted formulas and
manuals in m a k i n g necessary computations to determine quantities of
materials to be used, load capacities, strengths, stresses, etc. Receives
initial instructions, requirements, and advice from supervisor. Completed
work is checked for technical adequacy.
Class C . Prepares detail drawings of single units or parts for
engineering, construction, manufacturing, or repair purposes. Types of
drawings prepared include isometric projections (depicting three dimensions
in accurate scale) and sectional views to clarify positioning of components
and convey needed information. Consolidates details from a number of
sources and adjusts or transposes scale as required. Suggested methods of
approach, applicable precedents, and advice on source materials are given
with initial assignments. Instructions are less complete when assignments
recur. Work may be spot-checked during progress.
D R A F T E R -T R A C E R
E L E C T R O N IC S T E C H N IC IA N — Continued
Copies plans and drawings prepared by others by placing tracing
cloth or paper over drawings and tracing with pen or pencil. (Does not
include tracing limited to plans primarily consisting of straight lines and a
large scale not requiring close delineation.)
Work may be reviewed by super dsor (frequently an engineer or
designer) for general compliance with accepted practices. May provide
technical guidance to lower level technicians.
AND/OR
Prepares simple or repetitive drawings of easily visualized items.
Work is closely supervised during progress.
ELECTRONICS TECHNICIAN
Works on various types of electronic equipment and related devices
by performing one or a combination of the following: Installing, maintaining,
repairing, overhauling, troubleshooting, modifying, constructing, and testing.
Work requires practical application of technical knowledge of electronics
principles, ability to determine malfunctions, and skill to put equipment in
required operating condition.
The equipment— consisting of either many different kinds of circuits
or multiple repetition of the same kind of circuit— includes, but is not limited
to, the following: (a) Electronic transmitting and receiving equipment (e.g.,
radar, radio, television, telephone, sonar, navigational aids), (b) digital and
analog computers, and (c) industrial and medical measuring and controlling
equipment.
This classification excludes repairers of such standard electronic
equipment as common office machines and household radio and television
sets; production assemblers and testers; workers whose primary duty is
servicing electronic test instruments; technicians who have administrative
or supervisory responsibility; and drafters, designers, and professional
engineers.
Class B. Applies comprehensive technical knowledge to solve com
plex problems [i.e., those that typically can be solved solely by properly
interpreting manufacturers' manuals or similar documents) in working on
electronic equipment. Work involves: A familiarity with the interrelation
ships of circuits; and judgment in determining work sequence and in selecting
tools and testing instruments, usually less complex than those used by the
class A technician.
Receives technical guidance, as required, from supervisor or higher
level technician, and work is reviewed for specific compliance with accepted
practices and work assignments. May provide technical guidance to lower
level technicians.
Class C. Applies working technical knowledge to perform simple or
routine tasks in working on electronic equipment, following detailed instruc
tions which cover virtually all procedures. Work typically involves such
tasks as: Assisting higher level technicians by performing such activities as
replacing components, wiring circuits, and taking test readings; repairing
simple electronic equipment; and using tools and common test instruments
(e.g., multimeters, audio signal generators, tube testers, oscilloscopes).
Is not required to be familiar with the interrelationships of circuits. This
knowledge, however, may be acquired through assignments designed to
increase competence (including classroom training) so that worker can
advance to higher level technician.
Receives technical guidance, as required, from supervisor or higher
level technician. Work is typically spot checked, but is given detailed review
when new or advanced assignments are involved.
REGISTERED INDUSTRIAL NURSE
Positions are classified into levels on the basis of the following
definitions.
Class A. Applies advanced technical knowledge to solve unusually
complex problems (i.e., those that typically cannot be solved solely by refer
ence to manufacturers' manuals or similar documents) in working on elec
tronic equipment. Examples of such problems include location and density of
circuitry, electromagnetic radiation, isolating malfunctions, and frequent
engineering changes. Work involves: A detailed understanding of the inter
relationships of circuits; exercising independent judgment in performing such
tasks as making circuit analyses, calculating wave forms, tracing relation
ships in signal flow; and regularly using complex test instruments (e.g., dual
trace oscilloscopes, Q-meters, deviation meters, pulse generators).
A registered nurse who gives nursing service under general medical
direction to ill or injured employees or other persons who become- ill or
suffer an accident on the premises of a factory or other establishment.
Duties involve a combination of the following: Giving first aid to the ill or
injured; attending to subsequent dressing of employees' injuries; keeping
records of patients treated; preparing accident reports for compensation or
other purposes; assisting in physical examinations and health evaluations of
applicants and employees; and planning and carrying out programs involving
health education, accident prevention, evaluation of plant environment, or
other activities affecting the health, welfare, and safety of all personnel.
Nursing supervisors or head nurses in establishments employing more than
one nurse are excluded.
MAINTENANCE, TOOLROOM, AND POWERPLANT
MAINTENANCE CARPENTER
MAINTENANCE CARPENTER— Continued
Performs the carpentry duties necessary to construct and maintain
in good repair building woodwork and equipment such as bins, cribs, counters,
benches, partitions, doors, floors, stairs, casings, and trim made of wood
in an establishment. Work involves most of the following: Planning and
laying out of work from blueprints, drawings, models, or verbal instructions;
using a variety of carpenter's handtools, portable power tools, and standard
measuring instruments; making standard shop computations relating to dimen
sions of work; and selecting materials necessary for the work. In general,
the work of the maintenance carpenter requires rounded training and experi
ence usually acquired through a formal apprenticeship or equivalent training
and experience.
21
M A IN T E N A N C E E L E C T R IC IA N
M A I N T E N A N C E M E C H A N IC (M o to r v e h ic le )
Performs a variety of electrical trade functions such as the instal
lation, maintenance, or repair of equipment for the generation, distribution,
or utilization of electric energy in an establishment. Work involves most
of the following: Installing or repairing any of a variety of electrical equip
ment such as generators, transformers, switchboards, controllers, circuit
breakers, motors, heating units, conduit systems, or other transmission
equipment; working from blueprints, drawings, layouts, or other specifi
cations; locating and diagnosing trouble in the electrical system or equip
ment; working standard computations relating to load requirements of wiring
or electrical equipment; and using a variety of electrician's handtools and
measuring and testing instruments. In general, the work of the maintenance
electrician requires rounded training and experience usually acquired through
a formal apprenticeship or equivalent training and experience.
Repairs automobiles, buses, motortrucks, and tractors of an estab
lishment. Work involves most of the following; Examining automotive equip
ment to diagnose source of trouble; disassembling equipment and performing
repairs that involve the use of such handtools as wrenches, gauges, drills,
or specialized equipment in disassembling or fitting parts; replacing broken
or defective parts from stock; grinding and adjusting valves; reassembling and
installing the various assemblies in the vehicle and making necessary adjust
ments; and aligning wheels, adjusting brakes and lights, or tightening body
bolts. In general, the work of the motor vehicle maintenance mechanic
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience.
MAINTENANCE PAINTER
Paints and redecorates walls, woodwork, and fixtures of an estab
lishment. Work involves the following: Knowledge of surface peculiarities
and types of paint required for different applications; preparing surface for
painting by removing old finish or by placing putty or filler in nail holes and
interstices; and applying paint with spray gun or brush. May mix colors,
oils, white lead, and other paint ingredients to obtain proper color or
consistency. In general, the work of the maintenance painter requires rounded
training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.
MAINTENANCE MACHINIST
Produces replacement parts and new parts in making repairs of
metal parts of mechanical equipment operated in an establishment. Work
involves most of the following; Interpreting written instructions and speci
fications; planning and laying out of work; using a variety of machinist's
handtools and precision measuring instruments; setting up and operating
standard machine tools; shaping of metal parts to close tolerances; making
standard shop computations relating to dimensions of work, tooling, feeds,
and speeds of machining; knowledge of the working properties of the common
metals; selecting standard materials, parts, and equipment required for this
work; and fitting and assembling parts into mechanical equipment. In general,
the machinist's work normally requires a rounded training in machine-shop
practice usually acquired through a formal apprenticeship or equivalent
training and experience.
MAINTENANCE MECHANIC (Machinery)
Repairs machinery or mechanical equipment of an establishment.
Work involves most of the following; Examining machines and mechanical
equipment to diagnose source of trouble; dismantling or partly dismantling
machines and performing repairs that mainly involve the use of handtools in
scraping and fitting parts; replacing broken or defective parts with items
obtained from stock; ordering the production of a replacement part by a
machine shop or sending the machine to a machine shop for major repairs;
preparing written specifications for major repairs or for the production of
parts ordered from machine shops; reassembling machines; and making all
necessary adjustments for operation. In general, the work of a machinery
maintenance mechanic requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experi
ence. Excluded from this classification are workers whose primary duties
involve setting up or adjusting n achines.
This classification does not include mechanics who repair customers'
vehicles in automobile repair shops.
MAINTENANCE PIPEFITTER
Installs or repairs water, steam, gas, or other types of pipe and
pipefittings in an establishment. Work involves most of the following: Laying
out work and measuring to locate position of pipe from drawings or other
written specifications; cutting various sizes of pipe to correct lengths with
chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading
pipe with stocks and dies; bending pipe by hand-driven or power-driven
machines; assembling pipe with couplings and fastening pipe to hangers;
making standard shop computations relating to pressures, flow, and size of
pipe required; and making standard tests to determine whether finished pipes
meet specifications. In general, the work of the maintenance pipefitter
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience. Workers primarily
engaged in installing and repairing building sanitation or heating systems
are excluded.
MAINTENANCE SHEET-METAL WORKER
Fabricates, installs, and maintains in good repair the sheet-metal
equipment and fixtures (such as machine guards, grease pans, shelves,
lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment.
Work involves most of the following: Planning and laying out all types of
sheet-metal maintenance work from blueprints, models, or other specifi
cations; setting up and operating all available types of sheet-metal working
machines; using a variety of handtools in cutting, bending, forming, shaping,
fitting, and assembling; and installing sheet-metal articles as required. In
general, the work of the maintenance sheet-metal worker requires rounded
training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.
MILLWRIGHT
Installs new machines or heavy equipment, and dismantles and
installs machines or heavy equipment when changes in the plant layout are
required. Work involves most of the following: Planning and laying out
work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses,
strength of materials, and centers of gravity; aligning and balancing equip
ment; selecting standard tools, equipment, and parts to be used; and installing
and maintaining in good order power transmission equipment such as drives
and speed reducers. In general, the millwright's work normally requires a
rounded training and experience in the trade acquired through a formal
apprenticeship or equivalent training and experience.
22
M A IN T E N A N C E T R A D E S H E L P E R
T O O L A N D D IE M A K E R
Assists one or more workers in the skilled maintenance trades, by
performing specific or general duties of lesser skill, such as keeping a
worker supplied with materials and tools; cleaning working area, machine,
and equipment; assisting journeyman by holding materials or tools; and per
forming other unskilled tasks as directed by journeyman. The kind of work
the helper is permitted to perform varies from trade to trade: In some
trades the helper is confined to supplying, lifting, and holding materials and
tools, and cleaning working areas; and in others he is permitted to perform
specialized machine operations, or parts of a trade that are also performed
by workers on a full-time basis.
Constructs and repairs jigs, fixtures, cutting tools, gauges, or metal
dies or molds used in shaping or forming metal or nonmetallic material (e.g.,
plastic, plaster, rubber, glass). Work typically involves: Planning and laying
out work according to models, blueprints, drawings, or other written or oral
specifications; understanding the working properties of common metals and
alloys; selecting appropriate materials, tools, and processes required to
complete tasks; 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 toler
ances 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.
MACHINE-TOOL OPERATOR (Toolroom)
Specializes in operating one or more than one type of machine tool
(e.g., jig borer, grinding machine, engine lathe, milling machine) to machine
metal for use in making or maintaining jigs, fixtures, cutting tools, gauges,
or metal dies or molds used in shaping or forming metal or nonmetallic
material (e.g., plastic, plaster, rubber, glass). Work typically involves:
Planning and performing difficult machining operations which require com
plicated setups or a high degree of accuracy; setting up machine tool or
tools (e.g., install cutting tools and adjust guides, stops, working tables,
and other controls to handle the size of stock to be machined; determine
proper feeds, speeds, tooling, and operation sequence or select those pre
scribed in drawings, blueprints, or layouts); using a variety of precision
measuring instruments; making necessary adjustments during machining
operation to achieve requisite dimensions to very close tolerances. May be
required to select proper coolants and cutting and lubricating oils, to
recognize when tools need dressing, and to dress tools. In general, the work
of a machine-tool operator (toolroom) at the skill level called for in this
classification requires extensive knowledge of machine-shop and toolroom
practice usually acquired through considerable on-the-job training and
experience.
For cross-industry wage study purposes, this classification does not
include machine-tool operators (toolroom) employed in tool and die jobbing
shops.
For cross-industry wage study purposes, this classification does not
include tool and die makers who (1) are employed in tool and die jobbing
shops or (2) produce forging dies (die sinkers).
STATIONARY ENGINEER
Operates and maintains and may also supervise the operation of
stationary engines and equipment (mechanical or electrical) to supply the
establishment in which employed with power, heat, refrigeration, or airconditioning. Work involves: Operating and maintaining equipment such as
steam engines, air compressors, generators, motors, turbines, ventilating
and refrigerating equipment, steam boilers and boiler-fed water pumps;
making equipment repairs; and keeping a record of operation of machinery,
temperature, and fuel consumption. May also supervise these operations.
Head or chief engineers in establishments employing more than one engineer
are excluded.
BOILER TENDER
Fires stationary boilers to furnish the establishment in which
employed with heat, power, or steam. Feeds fuels to fire by hand or
operates a mechanical stoker, gas, or oil burner; and checks water and
safety valves. May clean, oil, or assist in repairing boilerroom equipment.
MATERIAL MOVEMENT AND CUSTODIAL
TRUCKDRIVER— Continued
TRUCKDRIVER
Drives a truck within a city or industrial area to transport mate
rials, merchandise, equipment, or workers between various types of estab
lishments such as: Manufacturing plants, freight depots, warehouses, whole
sale and retail establishments, or between r e t a i l 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
wo r k i n g order. Sales-route and over-the-road drivers are excluded.
For wage study purposes, truckdrivers are classified by size and
type of equipment, as follows: (Tractor-trailer should be rated on the basis
of trailer capacity.)
23
Truckdriver,
Truckdriver,
Truckdriver,
Truckdriver,
light truck (under 1 V2 tons)
medium truck ( 1 V2 to and including 4 tons)
heavy truck (trailer) (over 4 tons)
heavy truck (other than trailer) (over 4 tons)
SHIPPING AND RECEIVING CLERK
Prepares merchandise for shipment, or receives and is responsible
for incoming shipments of merchandise or other materials. Shipping work
involves: A knowledge of shipping procedures, practices, routes, available
means of transportation, and rates; and preparing records of the goods
S H IP P IN G A N D R E C E IV IN G C L E R K — C on tin u ed
S H IP P IN G P A C K E R -----C ontinued
shipped, making up bills of lading, posting weight and shipping charges, and
keeping a file of shipping records. May direct or assist in preparing the
merchandise for shipment. Receiving work involves: Verifying or directing
others in verifying the correctness of shipments against bills of lading,
invoices, or other records; checking for shortages and rejecting damaged
goods; routing merchandise or materials to proper departments; and main
taining necessary records and files.
shipping containers and may involve one or more of the following:
wledge
of various items of stock in order to verify content; selection of appropriate
type and size of container; inserting enclosures in container; using excelsior
or other material to prevent breakage or damage; closing and sealing con
tainer; and applying labels or entering identifying data on container. Packers
who also make wooden boxes or crates are excluded.
MATERIAL HANDLING LABORER
For wage study purposes, workers are classified as follows:
Shipping clerk
Receiving clerk
Shipping and receiving clerk
WAREHOUSEMAN
As directed, performs a variety of warehousing duties which require
an understanding of the establishment's storage plan. Work involves most
of the following: Verifying materials (or merchandise) against receiving
documents, noting and reporting discrepancies and obvious damages; routing
materials to prescribed storage locations; storing, stacking, or palletizing
materials in accordance with prescribed storage methods; rearranging and
ta k in g inventory of stored materials; examining stored materials and
reporting deterioration and damage; removing material from storage and
preparing it for shipment. May operate hsuid or power trucks in performing
warehousing duties.
Exclude workers whose primary duties involve shipping and receiv
ing work (see Shipping and Receiving Clerk and Shipping Packer), order filling
(see Order Filler), or operating power trucks (see Power-Truck Operator).
ORDER FILLER
Fills shipping or transfer orders for finished goods from stored
merchandise in accordance with specifications on sales slips, customers'
orders, or other instructions. May, in addition to filling orders and indi
cating items filled or omitted, keep records of outgoing orders, requisition
additional stock or report short supplies to supervisor, and perform other
related duties.
SHIPPING PACKER
Prepares finished products for shipment or storage by placing them
in shipping containers, the specific operations performed being dependent
upon the type, size, and number of units to be packed, the type of container
employed, and method of shipment. Work requires the placing of items in
A worker employed in a warehouse, manufacturing plant, store, or
other establishment whose duties involve one or more of the following:
Loading and unloading various materials and merchandise on or from freight
cars, trucks, or other transporting devices; unpacking, shelving, or placing
materials or merchandise in proper storage location; and transporting
materials or merchandise by handtruck, car, or wheelbarrow. Longshore
workers, who load and unload ships, are excluded.
POWER-TRUCK OPERATOR
Operates a manually controlled gasoline- or electric-powered truck
or tractor to transport goods and materials of all kinds about a warehouse,
manufacturing plant, or other establishment.
For wage study purposes, workers are classified by type of powertruck, as follows:
Forklift operator
Power-truck operator (other than forklift)
GUARD AND WATCHMAN
Guard. Performs routine police duties, either at fixed post or on
tour, maintaining order, using arms or force where necessary. Includes
guards who are stationed at gate and check on identity of employees and
other persons entering.
Watchman. Makes rounds of premises periodically in protecting
property against fire, theft, and illegal entry.
JANITOR, PORTER, OR CLEANER
Cleans and keeps in an orderly condition factory working areas and
washrooms, or premises of an office, apartment house, or commercial
or other establishment. Duties involve a combination of the following:
Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash,
and other refuse; dusting equipment, furniture, or fixtures; polishing metal
fixtures or trimmings; providing supplies and minor maintenance services;
and cleaning lavatories, showers, and restrooms. Workers who specialize
in window washing are excluded.
Area Wage Surveys
A list of the latest available bulletins is presented below. A directory of area wage studies including more limited studies conducted at the request of the
Employment Standards Administration of the U.S. Department of Labor is available on request. Bulletins may be purchased from any of the BLS regional offices shown
on the back cover or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402
Area
Akron, Ohio, Dec. 1975______________________________________
Albany^Schenectady—Troy, N.Y., Sept. 1976___________________
Anaheim—Santa Ana-Garden Grove, Calif., Oct. 1975 1 _________
Atlanta, Ga., May1976______________________________________
Austin, Tex., Dec.19751 _____________________________________
Baltimore, Md., Aug. 1976___________________________________
Billings, Mont., July 1976____________________________________
Binghamton, N.Y.—Pa., July 1976 ’ ____________________________
Birmingham, Ala., Mar. 1976*_______________________________
Boston, Mass., Aug. 1976____________________________________
Buffalo, N.Y., Oct. 19751_____________________________________
Canton, Ohio, May 1976________________________ _____________
Chattanooga, Tenn»—Ga., Sept. 1976___________________________
Chicago, 111., May 1976______________________________________
Cincinnati, Ohio—Ky.—Ind., Mar. 1976_________________________
Cleveland, Ohio, Sept. 1975__________________________________
Columbus, Ohio, Oct. 19751 _________________________________
Corpus Christi, Tex., July 1976______________________________
Dallas—Fort Worth, Tex., Oct. 1975 1 _____________ ___________
Davenport-Rock Island—Moline, Iowa-Ill., Feb. 1976__________
Dayton, Ohio, Dec. 1975___________________________________ __
Daytona Beach, Fla., Aug. 1976______________________________
Denver—Boulder, Colo., Dec. 1975____________________________
Detroit, Mich., Mar. 19761 ___________________________________
Fort Lauderdale—Hollywood and West Palm Beach—
Boca Raton, Fla., Apr. 1976____ _____ ___________ __________
Fresno, Calif., June 1976____________________________________
Gainesville, Fla., Sept. 1976___________________ _______________
Green Bay, Wis., July 1976.____ _____________________________
Greensboro—Winston-Salem—High Point, N.C., Aug. 1976______
Greenville—Spartanburg, S.C., June 1976 1 ____________________
Hartford, Conn., Mar. 1976__________________________________
Houston, Tex., Apr. 1976____________________________________
Huntsville, Ala., Feb. 1976 __________________________________
Indianapolis, Ind., Oct. 1976_________________________________
Jackson, Miss., Feb. 1976____________________________________
Jacksonville, Fla., Dec. 1975_________________________________
Kansas City, Mor-Kans,, Sept. 1975__________________________
Lexington—Fayette, Ky., Nov. 19751 __________________________
Los Angeles—Long Beach, Calif., Oct. 1975 1 _________________
Louisville, Ky.—Ind., Nov. 1975______________________________
Melbourne-Titusville-Cocoa, Fla., Aug. 1975_________________
Memphis, Tenn,—Ark,—Miss., Nov. 1975_______________________
Prices are determined by the Government Printing Office and are subject to change.
1 Data on establishment practices and supplementary wage provisions are also presented.
*
Bulletin number
and price*
1850-80,
1900-59.
1850-75,
1900-30,
1850-83,
1900-52,
1900-39,
1900-49,
1900-11,
1900-53,
1850-69,
1900-28,
1900-57,
1900-32,
1900-7,
1850-64,
1850-78,
1900-41,
1850-59,
1900-25,
1850-73,
1900-45,
1850-82,
1900-15,
45 cents
55 cents
85 cents
85 cents
75 cents
85 cents
55 cents
85 cents
95 cents
85 cents
95 cents
55 cents
55 cents
$1.05
75 cents
$1.30
95 cents
55 cents
$1.50
55 cents
45 cents
45 cents
75 cents
$1.25
1900-20,
1900-29,
1900-54,
1900-37,
1900-47,
1900-36,
1900- 14,
1900-26,
1900-17,
1900-58,
1900-8,
1850-81,
1850-55,
1850-84,
1850-86,
1850-79,
1850-54,
1850-85,
55 cents
55 cents
45 cents
55 cents
65 cents
85 cents
55 cents
85 cents
55 cents
75 cents
55 cents
45 cents
80 cents
75 cents
$1.15
45 cents
65 cents
45 cents
Area
Miami, Fla., Oct. 1975______________________________________
Milwaukee, Wis., Apr. 1976_________________________________
Minneapolis—St. Paul, Minn.—Wis., Jan. 1976__________________
Nassau-Suffolk, N.Y., June 1976_____________________________
Newark, N.J., Jan. 1976_____________________________________
New Orleans, La., Jan. 1976______________________________ __
New York, N.Y t-N.J., May 1976______________________________
Norfolk—Virginia Beach-Portsmouth, Va^N.C., May 19761____
Norfolk—Virginia Beach—Portsmouth and Newport News—
Hampton, Va.—N.C., May 1976*____________- _____________
Northeast Pennsylvania, Aug. 1976___________________________
Oklahoma City, Okla., Aug. 1976_______________—____________
Omaha, Nebr,—Iowa, Oct. 1975_______________________________
Paterson-Clifton-Passaic, N.J., June 1976___________________
Philadelphia, Pa,—N.J., Nov. 1975____________________________
Pittsburgh, Pa., Jan. 19761 _________________________________
Portland, Maine, Nov. 1975__________________________________
Portland, Oreg^-Wash., May 1976____________________________
Poughkeepsie, N.Y., June 1976___________ _____ ____________
Poughkeepsie-Kingston-Newburgh, N.Y.,June 1976____________
Providence—Warwick—Pawtucket, R.I,—Mass., June 1976_______
Raleigh—Durham, N.C., Feb. 1976____________________________
Richmond, Va., June 1976_______________________ ____________
St. Louis, Mo,—111., Mar. 19761 ______________________________
Sacramento, Calif., Dec. 1975_______________________________
Saginaw, Mich., Nov. 1975___________________________________
Salt Lake City—Ogden, Utah, Nov. 19751______________________
San Antonio, Tex., May 1976_________________________________
San Diego, Calif., Nov. 1975_________________________________
San Francisco—Oakland, Calif., Mar. 1976____________________
San Jose, Calif., Mar. 1976__________________________________
Seattle—Everett, Wash., Jan. 1976____________________________
South Bend, Ind., Mar. 1976_________________________________
Stamford, Conn., May 1976*_________________________________
Syracuse, N.Y., July 1976___________________________________
Toledo, Ohio—Mich., May 1976_______________________________
Trenton, N.J., Sept. 1976____________________________________
Utica—Rome, N.Y., July 19751_______________________________
Washington, D.C,—Md.—Va., Mar. 1976________________________
Westchester County, N.Y., May 1976_________________________
Wichita, Kans., Apr. 1976____________________________________
Worcester, Mass., Apr. 1976________________________________
York, Pa., Feb. 1976________________________________________
Bulletin number
and price*
1850-76,
1900-22,
1900-3,
1900-35,
1900-10,
1900-2,
1900-48,
1900-27,
95 cents
85 cents
95 cents
85 cents
85 cents
75 cents
$1.05
85 cents
1900-33,
1900-43,
1900-42,
1850-56,
1900-38,
1850-65,
1900-1,
1850-72,
1900-51,
1900-50,
1900-55,
1900-31,
1900-18,
1900-34,
1900- 19,
1850-87,
1850-71,
1850-74,
1900-23,
1850-77,
1900-9,
1900-13,
1900-6,
1900-5,
1900-40,
1900-44,
1900-24,
1900-56,
1850-48,
1900-12,
1900-46,
1900-21,
1900-16,
1900-4,
85 cents
65 cents
55 cents
$1.10
55 cents
85 cents
$1.15
45 cents
75 cents
45 cents
55 cents
75 cents
55 cents
65 cents
$1.25
45 cents
35 cents
75 cents
65 cents
45 cents
95 cents
75 cents
65 cents
55 cents
85 cents
55 cents
55 cents
55 cents
80 cents
85 cents
55 cents
55 cents
55 cents
55 cents
U.S. Department of Labor
Bureau of Labor Statistics
Washington, D.C. 20212
Postage and Fees Paid
U.S. Department of Labor
Third Class Mail
Official Business
Penalty for private use, $300
Lab-441
Bureau of Labor Statistics Regional Offices
Region III
Region II
Region I
Region IV
3535 Market Street,
Suite 3400
1603 JFK Federal Building
Suite 540
Government Center
P.O. Box t3309
1515 Broadway
1371 Peachtree St., N.E.
Philadelphia, Pa. 19101
New York. N.Y. 10036
Boston, Mass. 02203
Atlanta, Ga. 30309
Phone: 881 4418 (Area Code 404)
Phone: 596-1154 (Area Code 215)
Phone: 662-5406 (Area Code 212)
Phone: 223-6761 (Area Code 617)
Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont
New Jersey
New York
Puerto Rico
Virgin Islands
Delaware
District of Columbia
Maryland
Pennsylvania
Virginia
West Virginia
Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee
.Region VI
Regions VII and VIII
Regions IX and X
Region V
Federal Office Building
Second Floor
450 Golden Gate Ave.
9th Floor, 230 S. Dearborn St.
911 Walnut St., 15th Floor
Box 36017
555 Griffin Square Building
Chicago, III. 60604
San Francisco, Calif. 94102
Dallas, Tex. 75202
Kansas City, Mo. 64106
Phone: 353-1880 (Area Code 312)
Phone: 556-4678 (Area Code 415)
Phone: 374-2481 (Area Code 816)
Phone: 749-3516 (Area Code 214)
Illinois
X
VII
VIII
IX
Indiana
Arkansas
Alaska
Iowa
Colorado
Arizona
Louisiana
Michigan
Montana
California
Idaho
Kansas
Minnesota
New Mexico
Oregon
Missouri
North Dakota
Hawaii
Ohio
Oklahoma
Washington
South Dakota
Nevada
Nebraska
Wisconsin
Texas
Utah
Wyoming
@FedFRASER