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^

, o’ ;

Area
Wage
Survey
U.S. Department of Labor
Bureau of Labor Statistics
Bulletin 2050-43




Billings, Montana,
Metropolitan Area
July 1979

Preface
This bulletin provides results of a July 1979 survey of occupational
earnings in the Billings, Montana, Standard Metropolitan Statistical Area.
The survey was made as part of the Bureau of Labor Statistics' annual area
wage survey program. It was conducted by the Bureau's regional office in
Kansas City, M o., under the general direction of Edward Chaiken, Assistant
Regional Commissioner for Operations.
The survey could not have been
accomplished without the cooperation of the many firm s 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
re ceived.
M a teria l in this p u blica tion is in the pu blic dom ain and m ay be
re p ro d u c e d w ithout p e r m is s io n o f the F e d e r a l G overn m en t. P le a se c re d it the
B u reau o f L a b or S ta tistics and cite the nam e and num ber o f this pu blica tion .




Area
Wage
Survey

Billings, Montana,
Metropolitan Area
July 1979

U.S. Department of Labor
Ray Marshall, Secretary

C o n ten ts

Page

Introduction..

2

Page

Bureau of Labor Statistics
Janet L. Norwood
Commissioner
December 1979
Tables:

Bulletin 2050-43

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Federal Reserve Bank of St. Louis

Earnings, all establishments:
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 sex_____________
A -4. Hourly earnings of maintenance,
toolroom, and powerplant

3
4

5

6
A -5. Hourly earnings of material
movement and custodial workers _____ 7
A - 6. Average hourly earnings of
maintenance, toolroom, powerplant, material movement, and
custodial workers, by s e x ____________
8
A -7. Percent increases in average
hourly earnings for selected
occupational groups___________________
9
A - 8. Average pay relationships
within establishments
for white-collar workers______________ 10
A -9. Average pay relationships
within establishments
for blue-collar workers_______________ 11

Appendix A. Scope and method of survey-------------13
Appendix B. Occupational descriptions__________ 17

Introduction

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

m a nu factu ring and nonm anufacturing in d u s tr ie s . The occu p a tion s a r e defin ed
in A ppendix B. F o r the 31 la r g e s t su r v e y a r e a s , ta b les A -1 0 th rough A -1 5
p r o v id e s im ila r data fo r esta b lish m en ts em p loyin g 500 w o r k e r s or m o r e .
T a b le A -7 p ro v id e s p e rce n t ch a n g es in a v e r a g e h ou rly earn in g s
o f o ffic e c le r i c a l w o r k e r s , e le c tr o n ic data p r o c e s s in g w o r k e r s , in d u stria l
n u r s e s , sk illed m aintenance tra d es w o r k e r s , and u n sk illed plant w o r k e r s .
W h ere p o s s ib le , data a re p re se n te d fo r a ll in d u stries and fo r m a n u fa c ­
tu ring and nonm anufacturing se p a ra te ly . Data a r e not p r e se n te d fo r sk ille d
m a in ten an ce w ork ers in nonm anufacturing b e c a u se the n um ber o f w o r k e r s
em p lo y e d in this occu p ation al grou p in nonm an ufacturin g is to o s m a ll to
w a rra n t sep arate presen ta tion .
T h is ta ble p r o v id e s a m e a s u re o f w age
tren d s a fter elim in ation of changes in a v e r a g e ea rn in gs ca u sed by e m p lo y ­
m ent sh ifts am ong estab lish m en ts as w e ll as tu rn o v e r o f esta b lish m en ts
in clu d ed in su rvey sa m p les. F o r fu rth er d e ta ils , see appendix A.

Each year after all individual area wage surveys have been co m ­
pleted, two summ ary bulletins are issued.
The first brings together data
for each metropolitan area surveyed; the second presents national and
regional estim ates, projected from individual metropolitan area data, for
all Standard Metropolitan Statistical A reas in the United States, excluding
Alaska and Hawaii.
A major consideration in the area wage survey program is the need
to describe the level and movement of wages in a variety of labor m arkets,
through the analysis of ( 1) the level and distribution of wages by occupation,
and (2) the movement of wages by occupational category and skill level. The
program develops information that may be used for many purposes, including
wage and salary administration, collective bargaining, and assistance in
determining plant location. Survey results also are used by the U.S. Depart­
ment of Labor to make wage determinations under the Service Contract Act
of 1965.

T a b les A - 8 and A -9 p rov id e fo r the fir s t tim e m e a s u r e s o f a v e r a g e
pay r ela tion sh ip s w ithin e sta b lis h m e n ts.
T h e s e m e a s u r e s m a y d iffe r c o n ­
s id e r a b ly fr o m the pay rela tion sh ip s o f o v e r a ll a v e r a g e s p u blish ed in ta bles
A - l through A -6 . See appendix A fo r d e ta ils .

Appendixes

A -s e r ie s tables

A ppendix A d e s c r ib e s the m eth od s and c o n c e p ts u sed in the a rea
w age su r v e y p ro g ra m and p r o v id e s in fo rm a tio n on the s c o p e o f the su rvey .

Tables A - l through A -6 provide estimates of straight-tim e weekly
or hourly earnings for workers in occupations common to a variety of

Appendix B p r o v id e s jo b d e s c r ip tio n s
p r e se n ta tiv e s to c la s s ify w o rk e r s by occu p a tion .




2

u sed

by

B u reau fie ld

re­

E a rn in g s
Table A-1. Weekly earnings of office workers, Billings, Mont., July 1979
Weekly earnings 1
(standard)
Number

O cc up at io n and in du s t r y d i v i s i o n
workers

SECRETARIES............................................................
MANUFACTURING................................................
NONMANUFACTURING........................................
PUBLIC UTI LIT IE S...................................

SI
10

51
11

Average
weekly
hours 1
(standard)

9

AO • 0
AO ■ 0

2 1 A« 0 0
1 99 .50

SECRETARIES.

3A
31

AO . 0
AO.O

1 87.00
18 A • 5 0

11

AO • 0

20 0.00

2A

AO.O

25A.S0

FILE CLCRKS. CLASS B................................
NONMANUFACTURING*. . . . . . . . . . . . . . .

35
35

AO.G
AO.O

1 32 .00
1 32.00

MESSENGERS...............................................................
NONMANUFACTURING........................................

7
7

AO.O
AO.O

1 5 0 . CO
1 50 .00

SWITCHBOARD OPERATORS...................................
NONMANUFACTURING........................................

14

3 9.5
3 9 .5

SECRETARIES.

CLASS □ ................................

STENOGRAPHERS.......................................................

2

AO *0 $ 1 9 8 . 0 0 $ 1 8 5 . 0 0
2 28.50
A0 . 0
AO . 0
1 9 2 . CO
1 79 .50
AG.O
2 19 .00
-

10

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

Median

-

Middle range 2

$ 1 7 6 .0 0 - $20 9.5 0
1 7 2 . 5 0 - 2 06.00
-

CF WORKERS RECEIVING

STRAIGHT -TIME

WEEKLY EARNINGS

AND
UNDER
105

CF—

110

11 5

12 0

13 0

1A0

150

16 0

170

1 80

1 90

200

210

220

2 A0

260

280

300

110

11 5

120

. 130

1A0

150

16 0

1 70

180

190

200

210

220

2 A0

260

280

300

32 0

19
19

7

5
5
“

7
1

4
3

4

2

4
i

-

8

i

2
3

1

5
5

-

-

-

-

-

-

~

-

-

-

-

-

-

-

-

-

1

-

1

2

2

-

-

-

1

1

2

1

2

A
A

3

2

3

1

i
-

1

3

-

~

-

1 90.50
1 87.50

_

_

-

-

-

-

-

-

-

-

2 A2 . 5 0

2 1 8 .5 0 -

311.50

-

-

-

-

128 .50
1 28.50

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

13 9 . 0 0
139.00
-

-

-

_

_

1

-

1

-

-

"

1

-

18
18

8

8
8

2

1

1

-

-

-

-

-

-

-

-

1

1
1
1

i

8

5

2

32C
340
_
AN
C
OVER
3 AO

1

3

-

~

7
7

1

-

-

1 7 3 .0 0 1 7 2 .5 0 -

-

DOLLARS)

105

1 79 .50
1 79 .50

(I N

1

100

Mean 2

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

n o n m a n u f a c t u r i n g ............................................

NUMBER

1

-

4
4

15
15

-

3

2

1

-

-

2

2

-

1

-

-

-

-

2

-

1

-

3

4

4

1

1

1

-

-

-

-

-

_

_

_

_

_

_

_

-

5

1

FILE c l e r k s :

SWITCHBOARD OPERATORRECEPTIONISTS.....................................................
NONMANUFACTURING........................................

12

13
10

ACCOUNTING CLERKS.............................................
MANUFACTURING................................................
NONMANUFACTURING*. . . . . . . . . . . . . . .
PUBLIC U T I L I T I E S * * * * * * * * * * * * * *

11

ACCOUNTING CLERKS. CLASS A................
NONMANUFACTURING........................................
PUBLIC U T I L I T I E S * * * * * * * * * * * * * *

10

ACCOUNTING CLERKS.

78
12
68

35
23

-

-

~

~

1A 0.00
1 36 .00

-

-

AO.O
AO.O

161 .50
1 52.00

_

39.5
AO.O
39.5
AO.O

19A .50
2 52.50
1 84.00
2 52.50

1 78.50

39.5
3 3.5
AO.O

2 32 .00
2 18 .00
2 65 .00

1 96.00
1 39.50
“

1 7 1 .0 0 1 7 0 .0 0 “

250.00
250.00
“

-

1 53 .50

1A1.5 0 -

179.50

1

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

A3

AO.O

1 6 A •0 0

PAYROLL CLERKS.....................................................

9

AO.O

1 91 .50

KEY ENTRY OPERATORS........................................

39

39.5

1 68 .50

11

39.5

1 66.50

KEY ENTRY OPERATORS.

*

CLASS A...........

W o r k e r s w e r e d is t ri bu t ed as f o l l o w s :

-

-

1

“
_

_

-

1 71 .00

~

-

-

2 0 2.00

1

1 83.00

1

1

5
5

1

-

_

_

-

-

-

-

-

-

-

2

2

1

_

1

1

2

“

1

“

i

_

6

_

1

5

-

A
A

1

“

_

1

-

-

-

1

-

_
-

12

A

16

8

3

2

-

1A

1
2

2

12

1

1

1

-

1

1

-

-

-

1

i
5
i

1

10

1
2

2

1

4
A

10

-

1

-

-

-

2

3
3

1

-

5
4
i

3

i

i
i
-

3

2

-

-

1

2

11

3

-

-

-

i

2

1

3

1

3

1

-

-

-

-

-

-

1

1 6 0 .3 0 -

179.50

-

-

-

-

1

-

-

-

-

-

-

-

5 at $3 4 0 to $3 6 0; 2 at $ 38 0 to $4 0 0 ; and 1 at $ 4 2 0 to $4 4 0 .

3

-

7

1

-

1

_

_

_
-

-

_

1

-

1

-

1 72 .00

1

1

-

See foo tno tes at end o f t ab l e s .




1

1

-

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

1

_

_

4
4

“

1

_

“

i

1

5
5
-

1
1

-

_
-

1

s

2

2

-

1

1

_
~

_
-

1

-

1

-

5
-

_
-

i

“

-

-

ii

3

-

1

1

-

-

-

1

-

i

2

-

2

1

-

-

1

-

-

12

13

1

6

-

-

-

-

-

-

-

3

2

1

1

1

2

*6
3
5

5
8
5
5

Table A-2. Weekly earnings of professional and technical workers, Billings, Mont., July 1979
Weekly earnings 1
(standard)

Occup ation and in dus tr y di v i si o n

Number
of
W
orkers

(standard)

Mean

Median 2

Middle range 2

$ 2 5 2 . 00
2 5 3 . 00

11
10

39.5
39.5

COMPUTER OPERATORS..........................................
NONMANUFACTURING.......................................

15
13

10 .0
40.0

1 8 6 . 00 $172 . 5 0
1 8 6 . 00
-

COMPUTER OPERATORS» CLASS B..............
NONMANUFACTURING.......................................

11
9

40.0
40.0

1 7 9 . 00
1 7 8 . 50

-

DRAFTERS....................................................................

17

40.0

2 6 0 . 50

248 . 5 0

CLASS 5 .......................................

13

40.0

28
25

40.0
40.0

3 9 7 . 50
3 9 1 . 50

150

160

170

18 C

190

200

210

220

240

260

280

300

320

340

360

380

400

420

440

460

160

170

180

190

200

210

220

240

260

280

3 00

320

340

360

380

400

420

440

460

430

“

”

2
2

2
2

-

-

-

-

-

-

-

-

1

1

.00

-

-

-

1
1

8
7

1
1

1

-

-

8
7

1

224 . 5 0 -

253 .00

1

1

395 . 00395 . 00-

-

-

1

415 50
395 00

-

-

-

-

1

-

-

-

-

-

See footnotes at end o f tables.




3

-

395 .00
395 .00

-

4

-

6,
6

1
1

1
1

-

-

-

-

-

-

-

-

1

-

-

1

1

-

-

-

i

1

-

-

-

-

3
3

-

i

15
15

6
6

-

3

-

1

1

-

$171 . 0 0 - $205
-

DOLLARS) OF —

-

“

2 6 4 . 00

ELECTRONICS TECHNICIANS.............................
MANUFACTURING........... t.................................

140
AND
UNDER
150

1
1

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

DRAFTERS.

NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY EARNINGS (IN

Average
weekly

-

1
1
-

3

6

-

-

3

6

-

-

1

-

-

-

-

-

-

-

-

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, Billings, Mont., July 1979
A vera ge
(m e a n 2 )

O ccu p at ion , s e x , 3 and in du st ry d i v i s i o n

Number
of
w orken

Week^r
hours
(standard)

W eek ly
earnings1
(standard)

Occup at ion , s e x , 3 and indust ry di v i si o n

W eeld v
hours1
(standard)

W eek ly
earnings1
(standard)

10 .0
NONMANUFACTURING........................................

50

10 .0
1 C .0

193.50
12

29.5

136.00

12

10 .0

161.50
152.00

61

29.5

171.50

- - .5

10 .0

162.00

ACCOUNTING CLERKS............................................
MANUFACTURING.................................. • •
•

122.00

191.50

KEY ENTRY OPERATORS......................................
NONMANUFACTURING.......................... . . •• •
KEY ENTRY OPERATORS.

CLASS A...........

See f o otn ote s at end o f ta bl e s.

5

10

35.5

163.50

40 . 0
40 .0

391.50
391.50

40.0
10 .0

180.50

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - UCMEN
NONMANUFACTURING.......................................

PAYROLL CLERKS....................................................

25
25

9

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

181.50
200.00




W eek ly
earnings1
(standard)

259.50

121.00

1 9 9 .5 0 SWITCH30ARD OPERATORRECEPTIONISTS....................................................
31

W eekly
hours1
(standard!

1 9 2 .5 0
219.00
NONMANUFACTURING.......................................

NONMANUFACTURING.......................................

O ccu p at ion , s e x . 3 and industry di v i si on

Number
of
workers

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - M N
r

OFFICE OCCUPATIONS W
OMEN— CONTINUED

OFFICE OCCUPATIONS W
OMEN

A verage
(m ea n 2 )

A vera ge
(m e a n 2 )
Number
of
workers

Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers, Billings, Mont., July 1979
Hourly earnings *

Occupation and industry division

Number
of
workers

Mean 2

NUMBER OF WORKERS RECEIVING

Median2

G.*tO G.GO
UNDER
AND
_
G.AC UNDER

Middle range 2

G. 80
_

6 . GO G . 80 7 . 0 0

$ 9 .8 8 -

STRAIGHT-TIME

7.CC 7. 2C
_

7.20

_

HOURLY EARNINGS

7 . AC 7 . GO 7 . 3 0
_

_

7 . AO 7 . GO 7 . 8 0

_

8 . CO

(I N

DOLLARS)

8.00

8.20

8 . AO 8 . GO 3 . 8 0

_

_

_

3.20

8 . AO 8 . GO

OF—

_

8.80

_

9.00

9.00
_

9.20
_

9.20

1
9 . AC 9 . GO 9 . 8 0 1 0 . 0 010.20)1 C . A 0 1 C . 8 C
_

_

9 . AC 9 . 6 0

_

_

9 .8 0 1 0 . 0 0 1 0 .2 0 1 0 .A0|10. £ 0 1 1 . 20

$ 9 .9 7

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

17
1A

$9.6 5
9 .6 0

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

12

8 .2 0

-

-

12

8 .2 0

~

“

MAINTENANCE MECHANICS
(MOTOR VE H IC LE S) ..................... .
NONMANUFACTURING............... .
PUBLIC U T I L I T I E S . . . . ,

19
18
15

9 .2 A
9 .A A
9 .9 7

11.00

7 .8 2 7 .8 2 9 .5 2 -

1 1 .0 0
1 1.0 0
1 1 .0 0

MAINTENANCE P IP E F I T T E R S.
MANUFACTURING.....................

25
25

9 .9 A
9 .9 A

9 .8 8
9 .8 8

9 .8 3 9 .8 8 -

1 0 .0 9
1 0 .0 9

STATIONARY ENGINEERS.
MANUFACTURING............

19
1 G

9 .1 1
9 .5 2

10.2 9
10.2 9

7 .G 9 8 .2 8 -

1 0 .2 9
1 0 .2 9

$ 9.8 8
“

9 .5 2
9 .5 2

~

25
25

See footnotes at end of tables.




6

10

1C

Table A-5. Hourly earnings of material movement and custodial workers, Billings, Mont., July 1979
Hourly earnings

O ccu p at io n and in du st ry d i v i s i o n

Number
of
workers

M ean2

M e d ia n 2

4

NUMBER OF WORKERS RECEIVING
2 .8 0 3 .3 0
AKC
_
UNCER
3 .0 0 3 .2 0

M iddle range 2

STRAIGHT-TIME

HOURLY EARNINGS

(IN

OOLLARSJ

3 .2 0
_

3 . M 3 . GO 3 . 8 0 4 . 0 0 4 . 2 0 '
O
_
_
_
_
_

.40 6 .8 0 7 .2 0 7 .8 0 8 .00 8.40 8.80 9 .2 0 9 .6 0 1 0 .0 0

3 .4 0

3 .6 0

.80 7 .2 0 7 .6 0 8 .00 8 .40 8.80 9 .2 0 9 .6 0 1 0 .C01C.40

3 .8 0

4 .0 0

4 .2 0

4 .4 0

27
27

7.90
7.90

6.30
6.30

6 . 3 0 - 10 .2 2
6 . 3 0 - 10 .2 2

“

15
15

6.13
6.13

6.10
6.10

5 . 8 35.83-

6.40
6 .4 0

WAREHOUSEMEN.........................................................
NONMANUFACTURING........................................

161
160

5.62
5.60

6.10
6.10

5.515.51-

6.15
6.15

SHIPPING PACKERS................................................
NONMANUFACTURING........................................

14
14

4.56
4.56

JANITORS. PORTERS. AND C L E A N E R S .. ..
MANUFACTURING................................................
NONMANUFACTURING........................................

137
19
118

4.06
5.94
3.76

TRUCKORIVERSt MEDIUM TRUCK................
NONMANUFACTURING........................................

74
67

8.25
8.48

TRUCKDRIVERS. TRAC TOR-TRAILER. . . .
NONMANUFACTURING........................................

34
34

RECEIVERS.................................................................
NONMANUFACTURING........................................

”
3.50
5.99
3.35

$6.30-1
5.406.301 0.17-

-

27
“

25
25

-

“
3.003.802.95-

5.00
7.47
4.50

20

12

20

5
7

Se e f oo tn ot es at end o f t a b l e s .




7

3
3
-

-

-

_

“

_

4
4
4

-

4
4

_
“

-

“

1
1
-

”

1
-

-

1
1

5
-

2
5

3
-

47
47
3
33
&i
t

6 . 7 5 - 10 . 1 7
6 . 7 5- 1 0 . 1 7

$6.82
6.89
6.75
10.17

HH

8.35
8.35

$8.03
7.65
8.09
10.04

1 1

27

12 2
16
106
51

1 1

10.17
10 .0 9
10.17
10 .2 2

TRUCKDRIVERS..........................................................
MANUFACTURING.............................. ................
NONMANUFACTURING.......................................
PUBLIC U TI LI TI E S...................................

OF—




Table A-6. Average hourly earnings of maintenance, toolroom,
powerplant, material movement, and custodial workers.
by sex, Billings, Mont., July 1979
O c c up at io n, s e x , 3 and industry di v i si o n

Number
of
workers

A vera ge
(m e a n 2 )
hourly
earnings4

Number

O ccu p at ion , s e x , 3 and industry d iv is io n

of
workers

A vera ge
(m e a n 2 )
hourly
earnings 4

MATERIAL MOVEMENT ANO CUSTODIAL
OCCUPATIONS - MEN— C0NTINUE0

MAINTENANCE. TOOLROOM. AND
POWERPLANT OCCUPATIONS - M
EN
MAINTENANCE ELECTRICIANS..........................
MANUFACTURING...............................................

17
l«t

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

12
12

MAINTENANCE MECHANICS
(MOTOR VEHICLES)............................................

19

$ 9 . 6 5 TRUCKDRIVERS - CONTINUED
9.60
TRUCKDRIVERS, MEDIUM TRUCK................
NONMANUFACTURING.......................................
8 .2 C
8 .2 0
TRUCKDRIVERS. TRAC TOR-TRAILER. . . .
NONMANUFACTURING.......................................
9.21
............. ........................................................................
NONMANUFACTURING.......................................
o .3 7

70
63

$ 8 .2 1
8.19

31
31

7.9D
7.90

14

E .1 5

WAREHOUSEMEN........................................................
NONMANUFACTURING.......................................
STATIONARY ENGINEERS....................................

19

153

5 . 1 1 JANITORS, PORTERS. AND CL EANERS....
m a n u f a c t u r i n g ..............................................
NONMANUFACTURING.......................................

90
IE
71

1.23
5 .2 S
2.99

16
42

3.71
2.2 4

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - M
EN
TRUCKDRIVERS.........................................................
MANUFACTURING...............................................

5.57

MATERIAL MOVEMENT AND c u s t o o i a l
OCCUPATIONS - W EN
OM
118
16
10 2

8 .0 2
7 . 6 5 JANITORS. PORTERS. AND CL EANERS....
NONKANUFA CTURING......................................
8 .0 8

See footnotes at end o f tables.

8




Table A-7. Percent increases in average hourly earnings for selected occupational groups,
Billings, Mont., for selected periods
In dustry and occu pati ona l group 5

July 1974
to
July 1975

July 1975
to
July 1976

July 1976
to
July 1977

July 1977
to
July 1978

July 1978
to
July 1979

A l l i n du s t r ie s :
O ff ic e c l e r i c a l
E l e c t r o n i c data p r o c e s s i n g __________________________
In du st ri al nu r s e s _____________________________________
Skilled main te nan ce tr ad es __________________________
Un ski lle d plant w o r k e r s ____________________________

6.5
(6 )
(6 )
16.8
9.0

9.1
(6)
(6 )
8.5
9.5

8.1
(6 )
(6)
8.6
6.1

7.6
( 6)
(6 )
6.8
6.4

9.0
(6)
( 6)
9.0
12.5

M anu facturing:
O ffi c e c l e r i c a l ________________________________________
E l e c t r o n i c data p r o c e s s i n g ______________ __________
In dus tr ia l nu r s e s _____________________________________
Skil led main te nan ce tr ad es __________________________
U ns ki lle d plant w o r k e r s _____________________________

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

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

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

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

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

N o nm an uf ac tu rin g:
O ff ic e c l e r i c a l ____________________________ __________
E l e c t r o n i c data p r o c e s s i n g __________________________
I ndu st ri al n u r s e s _____________________________________
Un ski lle d plant w o r k e r s _____________________________

7.1
(6)
( 6)
( 6)

9.4
(6 )
( 6)
(6)

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

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

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

See f o otn ote s at end of tables.

9

Table A-8. Average pay relationships within establishments for white-collar occupations, Billings, Mont., July 1979
O ff ic e c l e r i c a l o c c u p a t i o n being c o m p a r e d —

File clerks,
class B
Class B

SECRETARIES > CLASS B...........................
SECRETARIES. CLASS C...........................
SECRETARIES. CLASS D...........................
FILE CLERKS. CLASS E...........................
MESSENGERS.......................................................
SWITCHBOARD OPERATORS........................
SWITCHBOARD OPERATORREC EPTIONISTS............................................
ACCOUNTING CLERKS. CLASS A . . . .
ACCOUNTING CLERKS. CLASS 6 . . . .
PAYROLL CLERKS............................................
KEY ENTRY OPERATORS. CLASS A . .

Switch-

Secretaries

O cc up at ion w hi c h equals 100

Class C

Messen­
gers

Class D

Switch­
board
operators

operatorrecep­
tionists

Accounting clerks
Payroll
clerks
Class A

Key entry operators,
class A

Class B

100

A
( G)
1A9
(G )
127
11

(G )
100

(G )
(6)
(6)

100

108
125
1 A8

100

(61
( 6)
( 6)

100

(6 1
(61

100

121

87

ICC

(G )
92
(G )
10A
(G )

(6 1
GA
(SI
11A
(6 1

(61

(61
75
( G1
(6 )
(G)

(6 1
85
108
87
(G 1

66

36
32
(6 1

ICO
(G)
(G )
85
36

100
mz

100

85
109

89
89

100
10A

100

P r o f e s s i o n a l and t e c h n ic a l o cc upa ti on being c o m p a r e d —

Computer operators, class B

COMPUTER OPERATORS*

CLASS B . . .

Drafters, class B

ICO
(61

100

See footn ote at end o f ta bl es .

N OT E:
Ta b le s A -8 and A - 9 p r e s e n t the a v e r a g e pay r el a ti o n s h i p bet w ee n p a i r s o f o c c up at io ns within e s ta bl is hm en ts .
F o r e xa m pl e , a value o f 122 i nd ic a te s that e ar ni ng s f o r the oc c u pa t i on
d i r e c t l y above in the heading ar e 22 p e r c e n t g r e a t e r than ea rn in gs f o r the o c c u pa t i on d i r e c t l y to the le ft in the stub. Si m il ar l y, a value o f 85 i nd ic a te s e ar ni ng s f or the oc c u p a t i o n in the heading
a r e 15 p e r c e n t b e l o w earni ngs f o r the o c c u pa t i o n in the stub.
See appendix A f o r m et ho d o f co m putation.




10

Table A-9. Average pay relationships within establishments for blue-collar occupations, Billings, Mont., July 1979
M ai nte nan ce , t o o l r o o m , and p o w e r plant o c c u p a t i o n being c o m p a r e d —
O cc up at io n wh ich equa ls 100

M ech an ics
Electricians

Pipefitters
M achinery

MAINTENANCE E L EC T RI CI AN S ...............
MAINTENANCE MECHANICS
(MACHINERY)..................................................
MAINTENANCE MECHANICS
(MOTOR V E H IC L E S ) ...................................
MAINTENANCE P IP E F I T T E R S ..................
s t a t i o n a r y e n g i n e e r s ...........................

Stationary engineers

M otor v eh ic les

100

(G)

100

(6 )

(G)
(G )
(6 )

100

97

100

(G )
(6 )

100

(G)

100

M at e r ia l m o v e m e n t and c us t od ia l o c c u pa t i on being c o m p a r e d —
Truckdrivers
R eceivers
M edium truck

TRUCKDRIVERS» MEDIUM T R U C K . . . .
TRUCKDRIVERS. T RA CT OR- TR AI LE R.
REC EIVERS..........................................................
WAREHOUSEMEN..................................................
SHIPPING PACKERS......................................
J AN IT O RS . PORTERS. AND
CLEANERS..........................................................

W arehousem en

Shipping packers

Janitors, porters,
and cleaners

T ra ctor-tra iler

100

99
(G )
(G )
(G)

100

(G)
1C2
(G)

ICO
(6 )
1 19

ICC
(G )

(G )

112

111

11

C

103

100

See footn ote at end o f ta bl es .

NOTE:
T a b l e s A -8 and A - 9 p r e s e n t the av e r a g e pay re lationship bet w ee n pa ir s o f oc cu pa ti on s within e st ab lis hm e nt s.
F o r e xa m p l e , a value of 122 in di ca te s that earni ngs f o r the oc cup at io n d i r e c t l y
a b o v e in the heading a r e 22 p e r c e n t g r e a t e r than earnings f o r the occu pat io n d i r e c t l y to the left in the stub. S i m il a r l y , a value o f 85 i ndi ca tes earni ngs f o r the oc c up at io n in the heading a r e 15 p e r c e n t
b e l o w ea rn in gs f o r the oc c u p a t i o n in the stub.
See app endix A f o r m et h o d o f computation.




11

Footnotes

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




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

12

Appendix A.
Scope and Method
of Survey
In each of the 72 1 areas currently surveyed, the Bureau obtains
wages and related benefits data from representative establishments within
six broad industry divisions: Manufacturing; transportation, communication,
and other public utilities; wholesale trade; retail trade; finance, insurance,
and real estate; and se r v ic e s. Government operations and the construction
and extractive industries are excluded. Establishments having fewer than a
prescribed number of workers are also excluded because of insufficient
employment in the occupations studied. Appendix table 1 shows the number
of establishm ents and workers estimated to Ye within the scope of this survey,
as w ell as the number actually studied.
Bureau field representatives obtain data by personal visits at 3 - year
intervals. In each of the two intervening years, information on employment
and occupational earnings only is collected by a combination of personal visit,
m a il questionnaire, and telephone interview from establishments participating
in the previous survey.
A sample of the establishments in the scope of the survey is selected
for study prior to each personal visit survey. This sample, less estab­
lishm ents which go out of business or are no longer within the industrial
scope of the survey, is retained for the following two annual surveys. In
m o st ca se s, establishments new to the area are not considered in the scope
of the survey until the selection of a sample for a personal visit survey.
The sampling procedures involve detailed stratification of all estab­
lishm ents within the scope of an individual area survey by industry and
number of em ployees. F rom this stratified universe a probability sample
is selected, with each establishment having a predetermined chance of se­
lection. To obtain optimum accuracy at minimum cost, a greater proportion
of large than sm all establishments is selected. When data are combined,
each establishment is weighted according to its probability of selection so
that unbiased estim ates are generated. For example, if one out of four
establishm ents is selected, it is given a weight of 4 to represent itself plus
three oth ers. An alternate of the same original probability is chosen in the
sam e in d u stry-size classification if data are not available from the original
sam ple m em b er. If no suitable substitute is available, additional weight is
assigned to a sample m em ber that is sim ilar to the m issing unit.
Occupations and earnings
Occupations selected for study are common to a variety of manufac­
turing and nonmanufacturing industries, and are of the following types: ( 1)
Office c lerica l; (2) professional and technical; (3) maintenance, toolroom,

1 Included in the 72 areas are 2 studies conducted by the Bureau under contract.
These areas are
Akron, Ohio and Poughkeepsie—
Kingston-Newburgh, 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.




and powerplant; and (4) m aterial movement and custodial. Occupational
classification is based on a uniform set of job descriptions designed to take
account of interestablishment variation in duties within the same job.
Occupations selected for study are listed and described in appendix B.
Unless otherwise indicated, the earnings data following the job
titles are for all industries combined. Earnings data for some of the
occupations listed and described, or for some industry divisions within the
scope of the survey, are not presented in the A -s e r ie s tables because
either ( 1) employment in the occupation is too small to provide enough data
to m erit presentation, or (2) there is possibility of disclosure of individual
establishment data. Separate m en's and women's earnings data are not
presented when the number of workers not identified by sex is 20 percent
or m ore of the men or women identified in an occupation. Earnings data
not shown separately for industry divisions are included in data for all
industries combined. Likewise, for occupations with m ore than one level,
data are included in the overall classification when a subclassification is
not shown or information to subclassify is not available.
Occupational employment and earnings data are shown for full-tim e
w orkers, i.e ., those hired to work a regular weekly schedule. Earnings
data exclude premium pay for overtime and fcr 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-tim e salaries (exclusive of pay for overtime at regular
and/or premium rates). Average weekly earnings for these occupations are
rounded to the nearest half dollar. Vertical lines within the distribution of
workers on some A -tab les indicate a change in the size of the class intervals.
These surveys m easure the level of occupational earnings in an area
at a particular tim e. Comparisons of individual occupational averages over
time may not reflect expected wage changes. The averages for individual jobs
are affected by changes in wages and employment patterns. For example,
proportions of workers employed by high- or low-wage firm s may change, or
high-wage workers may advance to better jobs and be replaced by new
workers at lower rates. Such shifts in employment could decrease an occu­
pational average even though m ost establishments in an area increase wages
during the year. Changes in earnings of occupational groups, shown in table
A - 7, are better indicators of wage trends than are earnings changes for
individual jobs within the groups.
Average earnings reflect composite, areawide estim ates. 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 assvimed to reflect differences in pay of the sexes within individual
establishments.
Factors which may contribute to differences include pro­
gression within established rate ranges (only the rates paid incumbents are
collected) and performance of specific duties within the general survey job
descriptions.
Job descriptions used to classify employees in these surveys
usually are m ore generalized than those used in individual establishments
and allow for minor differences among establishments in specific duties
performed.
Occupational employment estimates represent the total in all estab­
lishments within the scope of the study and not the number actually surveyed.
Because occupational structures among establishments differ, estimates of
occupational employment obtained from the sample of establishments studied
serve only to indicate the relative importance of the jobs studied.
These
differences in occupational structure do not affect m aterially the accuracy of
the earnings data.

Percent changes for individual areas in the program are computed
as follow s:
1. Average earnings are computed for each occupation for
the 2 years being compared.
The averages are derived
from earnings in those establishments which are in
the survey both years; it is assumed that employment
remains unchanged.
2.

Each occupation is assigned a weight based on its pro­
portionate employment in the occupational group in the
base year.

3.

These weights are used to compute group averages.
Each occupation's average earnings (computed in step 1)
is multiplied by its weight. The products are totaled to
obtain a group average.

4.

The ratio of group averages for 2 consecutive years is
computed by dividing the average for the current year by
the average for the earlier year.
The result— expressed
as a percent— less 100 is the percent change.

Wage trends for selected occupational groups
The percent increases presented in table A -7 are based on changes
in average hourly earnings of men and women in establishments reporting the
trend jobs in both the current and previous year (matched establishments).
The data are adjusted to remove the effects on average earnings of employ­
ment shifts among establishments and turnover of establishments included
in survey 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 may enter at the bottom of the range,
depressing the average without a change in wage rates.
The percent changes relate to wage changes between the indicated
dates.
When the time span between surveys is other than 12 months, annual
rates are also shown. (It is assumed that wages increase at a constant rate
between surveys.)
Occupations used to compute wage trends are:
Office clerical

Electronic data processing—
Continued

Secretaries
Stenographers, senior
Stenographers, general
Typists, classes A and B
File clerk s, classes A ,
B , and C
M essengers
Switchboard operators
Order clerks, classes
A and B
Accounting clerks,
cla sses A and B
P ayroll clerks
Key entry operators,
cla sses A and B

Computer operators,
classes A , B, and C

Electronic data processing
Computer systems analysts,
cla sses A , B, and C
Computer program m ers,

cla sses A , B, and C



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

For a more detailed description of the method used to compute these
wage trends, see "Improving Area Wage Survey In d exes," Monthly Labor
Review, January 1973, pp. 52-57.
Average pay relationships within establishments
Relative measures of occupational pay are presented in table A - 8
for white-collar occupations and in table A -9 for blu e-collar occupations.
These relative values reflect differences in pay between occupations within
individual establishments. Relative pay values are computed by dividing an
establishment's average earnings for an occupation being compared by the
average for another occupation (designated as 100) and multiplying the quotient
by 100.
For example, if janitors in a firm average $4 an hour and forklift
operators $ 5, forklift operators have a relative pay value of 125 compared
with janitors. ($ 5 -f $4 = 1.25, x 100 = 125.) In combining the relatives of
the individual establishments to arrive at an overall average, each establish­
ment is considered to have as many relatives as it has weighted workers
in the two jobs being compared.
Pay relationships based on overall averages may differ considerably
because of the varying contribution of high- and low-wage establishments to
the averages. For example, the overall average hourly earnings for forklift
operators may be 50 percent more than the average for janitors because the
average for forklift operators may be strongly influenced by earnings in
high-wage establishments while the average for janitors may be strongly
influenced by earnings in low-wage establishments. In such a case, the
intra-establishment relationship will indicate a much sm aller difference
in earnings.
Establishment practices and supplementary wage provisions
Tabulations on selected establishment practices and supplementary
wage provisions (B -se rie s tables) are not presented in this bulletin. Inform a­
tion for these tabulations is collected at 3-y ear intervals.
These tabulations
on minimum entrance salaries for inexperienced office workers; shift differ­
entials; scheduled weekly hours and days; paid holidays; paid vacations; and
health, insurance, and pension plans are presented (in the B -se r ie s tables)
in previous bulletins for this area.

Appendix table 1. Establishments and workers within scope of survey and number studied,
Billings, M ont.,1July 1979
Indust ry di v i si o n 2

all

inoustry

d iv isio n s

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

Within s c o p e of study 4
Within s c o p e
o f study *

Studied

Studied
N um be r

Percent

71

47

9 .CQ7

100

7.148

50
”

14
57

it
36

2.484
6.523

28
72

2.199
4.949

5C
50
50
5C
5C

9
10
26
4

9
5
12
4
6

1 .6 0 8
913
2 .688
624
6 90

18
10
30
7
8

1.608
499
1.655
624
56 3

---------------------------------------

MANUFACTURING -----------------------------------------------------------------n on ma nu f a c t u r i n g -----------------------------------------------------------TRANSPORTATION? c o m m u n i c a t i o n , and
OTHER PURLIC U T I L I T I E S 5 --------------------------------------WHOLESALE TRAOE6 -------------------------------------------------------RETAIL TRADE 5 -------------------------------------------------------------FINANCE, i n s u r a n c e , ano r ea l ESTATE6 ------------SERVICES6 7-----------------------------------------------------------------------

W o r k e r s in es ta bl ish m ent s

N um be r o f e s ta bl ish m en ts

f
l

1 The Bi l li n g s Standard Me tro po lit an Sta tistical A r e a , as defined by the O ffi c e
fina nce , auto r e p a i r s e r v i c e , and m o t io n pi ctu re thea te rs are c o n s i d e r e d as one
o f M an ag em en t and Budget through F e b r u a r y 1974, co ns is ts o f Y e l l o w s t o n e County.
es ta bl is hm e nt .
4 Includes all w o r k e r s in all e s t ab lis hm e nt s with total em p l o y m e n t (within the
The " w o r k e r s within s c o p e o f study" e s tim at es pr ovi de a r e a s o n a b l y ac cu ra te
d e s c r i p t i o n o f the s i z e and co m p o s it i o n o f the l abo r f o r c e i n c lu d e d in the s u r v e y .
a r e a ) at o r above the m in im u m lim it at ion .
E s t i m a t e s are not intended, ho w e v e r , fo r c o m p a r is o n with ot her s ta tis ti ca l s e r i e s
5 A b b r e v ia te d to " p u b l i c ut i li t ie s " in the A - s e r i e s ta bl e s.
T a x ic a b s and
s e r v i c e s in cid en ta l to wa te r t r an s po r t at io n are ex cl ud ed .
to m e a s u r e e m p l o y m e n t trends o r l ev e ls si nc e (1) planning o f wage s u r v e y s r e q u i r e s
es t a b l is h m e n t data c o m p i l e d co n s i d e r a b l y in advance o f the p a y r o l l p e r i o d studied,
6 Sep ar at e data fo r this d i v i s i o n ar e not p r e s e n t e d in the A - s e r i e s ta bl e s , but
and (2) s m a l l e s t ab l is h m e n t s ar e exc lu de d f r o m the sc ope o f the su r v e y .
the di vi sio n is r e p r e s e n t e d in the " a l l i n d u s t r i e s " and "no nm an u fa ct ur in g" es t im a t e s .
7 Hotels and m o t e l s ; l aun dr ie s and ot her p e r s o n a l s e r v i c e s ; bu s i n es s s e r v i c e s ;
* Th e 1972 edi tio n o f the Standard Industrial Cl a s s i fi c a t io n Manual was us ed
in c la s s i f y in g e s t ab l is h m e n t s by industry di vi sio n. All g o v e r n m e n t op e r at io ns ar e
auto mo bi le r e p a i r , r e nt al , and park ing ; m o t io n p i c t u r e s ; no np rof it m e m b e r s h i p
ex c l u d e d f r o m the s c o p e o f the s ur vey .
or ga ni z at io n s (ex clu di ng r e l i g i o u s and c har ita ble o r ga ni z at io n s ); and eng in ee ri ng and
3
Inclu des a ll es ta bl is hm e nt s with total e m pl oym ent at o r above the m in im u m h i te c t u r a l s e r v i c e s .
ar c
l im it at io n. A l l out lets (within the a r e a) o f comp anie s in i nd us tr ie s su c h as tr ad e ,




15




Appendix B.
Occupational
Descriptions
The prim ary purpose of preparing job descriptions for the Bu­
reau's wage surveys is to assist its field representatives in classifying
into appropriate occupations workers who are employed under a variety
of payroll titles and different work arrangements from establishment to
establishment and from area to area. This permits grouping occupational
wage rates representing comparable job content. Because of this em ­
phasis on inter establishment and interarea comparability of occupational
content, the Bureau's job descriptions may differ significantly from those
in use in individual establishments or those prepared for other purposes.
In applying these job descriptions, the Bureau's field representatives
are instructed to exclude working supervisors; apprentices; and parttim e, tem porary, and probationary workers. Handicapped workers whose
earnings are reduced because of their handicap are also excluded.
L earn ers, beginners, and trainees, unless specifically included in the
job descriptions, are excluded.

Office
SECRETARY

SECRETARY— Continued

Assigned as a personal secretary, normally to one individual. Main­
tains a close and highly responsive relationship to the day-to-day activities of
the supervisor. Works fairly independently receiving a minimum of detailed
supervision and guidance. Perform s varied clerical and secretarial duties
requiring a knowledge of office routine and understanding of the organization,
p rogram s, and procedures related to the work of the supervisor.

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

E xclusions. Not all positions that are titled "se c re ta r y " possess the
above characteristics. Examples of positions which are excluded from the
definition are as follows:

Classification by Level
Secretary jobs which meet the required characteristics are matched
at one of five levels according to (a) the level of the secretary's supervisor
within the company's organizational structure and, (b) the level of the
secretary's responsibility. The tabulation following the explanations of these
two factors indicates the level of the secretary for each combination of
the factors.

a. Positions which do not meet the "personal" secretary concept
described above;
b. Stenographers not fully trained in secretarial-type duties;
c. Stenographers serving as office assistants to a group of pro­
fessional, technical, or managerial persons;

Level of Secretary's Supervisor (LS)

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




Trainees.

LS—1

17

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

SECRETARY— Continued

SECRETARY— Continued

Classification by Level— Continued

Classification by Level— Continued

b. Secretary to a nonsupervisory staff specialist, professional
employee, administrative officer or assistant, skilled technician
or expert.
(NOTE: Many companies a s s i g n stenographers,
rather than secretaries as described above, to this level of
supervisory or nonsupervisory worker.)
LS—
2

a.

NOTE: The term "corporate o ffic e r " used in the above LS definition
refers to those officials who have a significant corporatewide policymaking
role with regard to major company activities.
The title "v ice p resid en t,"
though normally indicative of this ro le, does not in all cases identify such
positions. Vice presidents whose prim ary responsibility is to act personally
on individual cases or transactions (e .g ., approve or deny individual loan
or credit actions; administer individual trust accounts; directly supervise a
clerical staff) are not considered to be "corporate o ffice rs" for purposes
of applying the definition.

Secretary to an executive or managerial person whose respon­
sibility is not equivalent to one of the specific level situations in
the definition for LS—
3, but whose organizational unit normally
numbers at least several dozen employees and is usually divided
into organizational segments which are often, in turn, further
subdivided. In some companies, this level includes a wide range
of organizational echelons; in others, only one or two; or

Level of Secretary's Responsibility (LR)
This factor evaluates the nature of the work relationship between
the secretary and the supervisor, and the extent to which the secretary is
expected to exercise initiative and judgment. Secretaries should be matched
at LR—1 or LR— described below according to their level of responsibility.
2

b. Secretary to the head of an individual plant, factory, etc., (or
other equivalent level of official) that em ploys, in all, fewer
than 5, 000 persons.
LS—
3

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

a. Secretary to the chairman of the board or president of a company
that em ploys, in all, fewer than 100 persons; or

a.

c. Secretary to the head (immediately below the officer level) over
either a major corporatewide functional activity (e .g ., marketing,
research , operations, industrial relations, etc.) or a major
geographic or organizational segment (e .g ., a regional headquar­
te r s; a major division) of a company that em ploys, in all, over
5 .0 0 0 but fewer than 2 5 ,0 0 0 em ployees; or

ca llers,

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

d.

Maintains supervisor's
instructed.

e.

and opens in­

May

calendar

and makes

appointments

as

Types, takes and transcribes dictation, and files.

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

e. Secretary to the head of a large and important organizational
segment (e .g ., a middle management supervisor of an organi­
zational segment often involving as many as several hundred
persons) of a company that employs, in all, over 25,0 0 0 persons.

a. Screens telephone and personal ca lle rs, determining which can
be handled by the supervisor's subordinates or other offices.

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

b.

c. Secretary to the head, immediately below the corporate officer
level, of a major segment or subsidiary of a company that
em ploys, in all, over 25, 000 per sons.

18

Answers requests which require a detailed knowledge of of­
fice procedures or collection of information from files or
other offices. May sign routine correspondence in own or
supervisor's name.

c.

b. Secretary to a corporate officer (other than the chairman of the
board or president) of a company that em ploys, in all, over 5,0 0 0
but fewer than 25, 000 persons; or




personal

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

d. Secretary to the head of an individual plant, factory, etc., (or
other equivalent level of official) that em ploys, in all, over
5 .0 0 0 persons; or

LS—
4

Answers telephones, greets
coming mail.

b.

b. Secretary to a corporate officer (other than chairman of the
board or president) of a company that em ploys, in all, over 100
but fewer than 5, 000 persons; or

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

SECRET ARY— Continued

TRANSCRIBING-MACHINE TYPIST

Level of Secretary's Responsibility (LR—2)— Continued

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

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

Explains supervisor's requirements to other employees in super­
v iso r 's unit. (Also types, takes dictation, and files.)

TYPIST
The following tabulation shows the level of the secretary for each
LS and LR combination.
Level of secretary's
_____ supervisor_____

Level of secretary's responsibility
LR—1

LS—1---------------------------------------------LS—2---- —-------------------------------------LS—3--------LS—
4 ------------------------------------------------ —

Class
Class
Class
Class

E
D
C
B

LR—2
Class D
Class C
Class B
Class A

STENOGRAPHER
P rim ary 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 Transcribing-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 man­
ager or executive and perform s more responsible and discretionary tasks as
described in the secretary job definition.
Stenographer, Senior.
Dictation involves a varied technical or specialized
vocabulary such as in legal briefs or reports on scientific research. May
also set up and maintain file s , keep records, etc.
OR
Perform s stenographic duties requiring significantly greater inde­
pendence and responsibility than stenographer, general, as evidenced by the
following: Work requires a high degree of stenographic speed and accuracy;
a 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
m aterial for reports, memoranda, and letters; composing simple letters
from general instructions; reading and routing incoming m ail; and answering
routine questions, etc.
Stenographer, General. Dictation involves a normal routine vocabulary. May
maintain file s , keep simple records, or perform other relatively routine
clerica l tasks.




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, m ats, or sim ilar materials for use in duplicating proc­
esses.
May do clerical work involving little special training, such as
keeping simple records, filing records and reports, or sorting and distributing
incoming m ail.
Class A . Perform s one or more of the following: Typing material
in final form when it involves combining material from several sources; or
responsibility for correct spelling, syllabication, punctuation, etc., of 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. Perform s one or more of the following: Copy typing from
rough or clear drafts; or routine typing of form s, insurance policies, etc.;
or setting up simple standard tabulations; or copying more complex tables
already set up and spaced properly.

FILE CLERK
F iles, cla ssifies, and retrieves m aterial in an established filing
system . May perform clerical and manual tasks required to maintain files.
Positions are classified into levels on the basis of the following definitions.
C lass A . C lassifies and indexes file material such as correspond­
ence, reports, technical documents, etc., in an established filing system
containing a number of varied subject matter files. May also file this
m aterial. May keep records of various types in conjunction with the files.
May lead a small group of lower level file clerks.
C lass B. Sorts, codes, and files unclassified material by simple
(subject matter) headings or partly classified m aterial by finer subheadings.
Prepares simple related index and cro ss-referen ce aids. As requested,
locates clearly identified material in files and forwards material. May
perform related clerical tasks required to maintain and service files.
C lass C . Perform s routine filing of m aterial that has already been
classified or which is easily classified in a simple serial classification
system (e .g ., alphabetical, chronological, or numerical). As requested,
locates readily available material in files and forwards m aterials; and may
fill out withdrawal charge. May perform simple clerical and manual tasks
required to maintain and service files.

MESSENGER

ORDER CLERK—
--Continued

Perform s various routine duties such as running errands, operating
minor office machines such as sealers or m a ilers, opening and distributing
m ail, and other minor clerical work. Exclude positions that require opera­
tion of a motor vehicle as a significant duty.

Class B. Handles orders involving items which have readily iden­
tified uses and applications. May refer to a catalog, manufacturer's manual,
or sim ilar document to insxire that proper item is supplied or to verify
price of ordered item.

SWITCHBOARD OPERATOR

ACCOUNTING CLERK

Operates a telephone switchboard or console used with a private
branch exchange (PBX) system to relay incoming, outgoing, and intrasystem
calls. May provide information to ca llers, record and transmit m essages,
keep, record of calls placed and toll charges. Besides operating a telephone
switchboard or console, may also type or perform routine clerical work
(typing or routine clerical work may occupy the major portion of the worker's
tim e, 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
Operator -Receptionist.

Performs one or more accounting clerical tasks such as posting to
registers and ledgers; reconciling bank accounts; verifying the internal con­
sistency, completeness, and mathematical accuracy of accounting documents;
assigning prescribed accounting distribution codes; examining and verifying
for clerica l accuracy various types of reports, lis t s , 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 p ra c­
tices and procedures which relates to the clerical processing and recording
of transactions and accounting information. With experience, the worker
typically becomes familiar with the bookkeeping and accounting term s and
procedures used in the assigned work, but is not required to have a knowledge
of the form al principles of bookkeeping and accounting.

SWITCHBOARD OPERATOR -RECEPTIONIST
At a single-position telephone switchboard or console, acts both as
an operator— see Switchboard Operator— and as a receptionist. 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.

Positions are classified
definitions:

into levels on the basis of the following

Class A. Under general supervision, perform s accounting clerical
operations which require the application of experience and judgment, for
example, clerically processing complicated or nonrepetitive accounting tr a n s­
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
m ore class B accounting clerks.

ORDER CLERK
Receives written or verbal custom ers' purchase orders for material
or merchandise from customers or sales people. Work typically involves
some combination of the following duties: Quoting prices; determining avail­
ability of ordered items and suggesting substitutes, when necessary; advising
expected delivery date and method of delivery; recording order and customer
information on order sheets; checking order sheets for accuracy and
adequacy of information recorded; ascertaining credit rating of customer;
furnishing customer with acknowledgement of receipt of order; following-up
to see that order is delivered by the specified date or to let customer know
of a delay in delivery; maintaining order file; checking shipping invoice
against original order.

' Class B. Under close supervision, following detailed instructions
and standardized procedures, perform s one or m ore routine accounting c le r ­
ical operations, such as posting to led g ers, cards, or worksheets where
identification of items and locations of postings are clearly indicated;
checking accuracy and completeness of standardized and repetitive records
or accounting documents; and coding documents using a few prescribed
accounting codes.

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

BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter k ey­
board) to keep a record of business transactions.

the following

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

Class A . Handles orders that involve making judgments such as
choosing which specific product or material from the establishment's product
lines will satisfy the custom er's needs, or determining the price to be
quoted when pricing involves more than merely referring to a price list or
making some simple mathematical calculations.

Class B . Keeps a record of one or m ore phases or sections of a
set of records usually requiring little knowledge of basic bookkeeping.
Phases or sections include accounts payable, payroll, cu stom ers' accounts
(not including a simple type of billing described under machine b iller),

Positions
definitions:

are




classified

into

levels

according to

20

BOOKKEEPING-MACHINE OPERATOR— Continued

KEY ENTRY OPERATOR— Continued

cost distribution, expense distribution, inventory control, etc. May check
or assist in preparation of trial balances and prepare control sheets for
the accounting department.

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 super­
visor problems arising from erroneous i t e m s or codes or missing
information.

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-m achine biller. Uses a special billing machine (combination
typing and adding machine) to prepare bills and invoices from custom ers'
purchase ord ers, internally prepared orders, shipping memoranda, etc.
Usually involves application of predetermined discounts and shipping charges
and entry of necessary extensions, which may or may not be computed on
the billing machine, and totals which are automatically accumulated by
machine. The operation usually involves a large number of carbon copies
of the bill being prepared and is often done on a fanfold machine.
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 custom ers' ledger record. The machine automatically accumulates
figures on a number of vertical columns and computes and usually prints
automatically the debit or credit balances. Does not involve a knowledge
of bookkeeping. Works from uniform and standard types of sales and
credit slips.
PAYROLL CLERK

Professional and Technical
COMPUTER SYSTEMS ANALYST, BUSINESS
Analyzes business problems to formulate procedures for solving
them by use of electronic data processing equipment. Develops a complete
description of all specifications needed to enable programmers to prepare
required digital computer program s. Work involves most of the following:
Analyzes subject-m atter operations to be automated and identifies conditions
and criteria required to achieve satisfactory resu lts; 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 system s; and recommends
equipment changes to obtain more effective overall operations. (NOTE:
Workers performing both systems analysis and programming should be
classified as systems analysts if this is the skill used to determine
their pay.)
Does not include employees prim arily responsible for the manage­
ment or supervision of other electronic data processing em ployees, or sy s­
tems analysts prim arily concerned with scientific or engineering problems.
For

Perform s the clerical tasks necessary to process payrolls and to
maintain payroll records. Work involves most of the following: Processing
w orkers' time or production records; adjusting workers' records for changes
in wage rates, supplementary benefits, or tax deductions; editing payroll
listings against source records; tracing and correcting errors in listings;
and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical
knowledge of governmental regulations, company payroll policy, or the
computer system for processing payrolls.
KEY ENTRY OPERATOR
Operates a keypunch machine to record or verify alphabetic and/or
numeric data on tabulating cards or on tape.

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 systems 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-m atter personnel on the implications of new or revised
system s of data processing operations. Makes recommendations, if needed,
for approval of major systems installations or changes and for obtaining
equipment.

are classified into levels on the basis of the following

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

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 . 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 system s for maintaining depositor accounts in a bank, maintaining
accounts receivable in a retail establishment, or maintaining inventory

Positions
definitions.




COMPUTER SYSTEMS A N ALYST, BUSINESS— Continued

COMPUTER PROGRAMMER, BUSINESS— Continued

accounts in a manufacturing or wholesale establishment.) Confers with per­
sons concerned to determine the data processing problems and advises
subject-m atter personnel on the implications of the data processing systems
to be applied.

linkage points between operations, adjustments to data when program r e ­
quirements exceed computer storage capacity, and substantial manipulation
and resequencing of data elements to form a highly integrated program.

OR
Works on a segment of a complex data processing scheme or
system , as described for class A . Works independently on routine assign­
ments and receives instruction and guidance on complex assignments. Work
is reviewed for accuracy of judgment, compliance with instructions, and to
insure proper alignment with the overall system .
Class C . Works under immediate supervision, carrying out analy­
ses as assigned, usually of a single activity. Assignments are designed to
develop and expand practical experience in the application of procedures and
skills required for system s analysis work. For example, may assist a higher
level system s analyst by preparing the detailed specifications required by
programm ers from information developed by the higher level analyst.
COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problem s, typically prepared by a
systems analyst, into a sequence of detailed instructions which are required
to solve the problems by automatic data processing equipment. Working from
charts or diagram s, the programm er develops the precise instructions which,
when entered into the computer system in coded language, cause the manipu­
lation of data to achieve desired resu lts. Work involves m ost of the following:
Applies knowledge of computer capabilities, mathematics, logic employed by
computers, and particular subject matter involved to analyze charts and
diagrams of the problem to be programmed; develops sequence of program
steps; writes detailed flow charts to show order in which data will be
processed; converts these charts to coded instructions for machine to follow;
tests and corrects program s; prepares instructions for operating personnel
during production run; analyzes, review s, and alters programs to increase
operating efficiency or adapt to new requirements; maintains records of
program development and revisions.
(NOTE: W orkers performing both
systems analysis and programming should be classified as system s analysts
if this is the skill used to determine their pay.)
Does not include employees prim arily responsible for the manage­
ment or supervision of other electronic data processing em ployees, or pro­
gram mers prim arily concerned with scientific and/or engineering problem s.

May provide functional direction to lower level program m ers who
are assigned to assist.
Class B . Works independently or under only general direction on
relatively simple programs, or on simple segments of complex program s.
Program s (or segments) usually process information to produce data in two
or three varied sequences or formats. Reports and listings are produced by
refining, adapting, arraying, or making minor additions to or deletions from
input data which are readily available. While numerous records may be
processed, the data have been refined in prior actions so that the accuracy
and sequencing of data can be tested by using a few routine checks. Typically,
the program deals with routine recordkeeping operations.
OR
Works on complex programs (as described for 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 program m ers.
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
gram m er. Work includes most of the following: Studies instructions to
determine equipment setup and operations; loads equipment with required
items (tape r eels, 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 program m er; and maintains operating records. May test and assist in
correcting program.

For wage study purposes, program m ers are classified as follows:
Class A . Works independently or under only general direction on
complex problems which require competence in all phases of programming
concepts and practices. Working from diagrams and charts which identify
the nature of desired resu lts, 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 elem ents. 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




For wage

study purposes,

computer

operators

are

classified as

follows:
Class A . Operates independently, or under only general direction, a
computer running programs with m ost of the following characteristics:
New programs are frequently tested and introduced; scheduling requirements
are of critical importance to minimize downtime; the 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

COMPUTER OPERATOR— Continued

DRAFTER-TRACER

required; alternate programs are provided in case original program needs
major change or cannot be corrected within a reasonably short tim e. In
common error situations, diagnoses cause and takes corrective action. This
usually involves applying previously programmed corrective steps, or using
standard correction techniques.

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 prim arily consisting of straight lines and a
large scale not requiring close delineation.)

OR

AND/OR

Operates under direct supervision a computer running programs or
segments of program s with the characteristics described for class A . May
a ssist 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.

Prepares simple or repetitive drawings of easily visualized item s.
Work is closely supervised during progress.

Class C . Works on routine programs under close supervision. Is
expected to develop working knowledge of the computer equipment used and
ability to detect problems involved in running routine program s. Usually has
received some form al training in computer operation. May assist higher
level operator on complex program s.
DRAFTER
C lass 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 fo rm , 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 . P erform s 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 subassem blies with irregular shapes, multiple functions, and
precise positional relationships between components; prepares architectural
drawings for construction of a building including detail drawings of foun­
dations, wall sections, floor plans, and roof. Uses accepted formulas and
manuals in making n ecessary computations to determine quantities of
m aterials to be used, load capacities, strengths, stresses, etc. Receives
initial instructions, requirem ents, and advice from supervisor.
Completed
work is checked for technical adequacy.
Class C . Prepares detail drawings of single units or parts for
engineering, construction, manufacturing, or repair purposes. Types of
drawings prepared include isom etric projections (depicting three dimensions
in accurate scale) and sectional views to clarify positioning of components
and convey needed information.
Consolidates details from a number of
sources and adjusts or transposes scale as required. Suggested methods of
approach, applicable precedents, and advice on source materials are given
with initial assignm ents. Instructions are less complete when assignments
recur. Work may be spot-checked 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 co determine mailunctions, 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 assem blers and testers; workers whose primary duty is
servicing electronic test instruments; technicians who have administrative
or supervisory responsibility; and drafters, designers, and professional
engineers.
Positions
definitions:

are

classified into levels on the basis of the following

Class A . Applies advance 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 form s, tracing relation­
ships in signal flow; and regularly using complex test instruments (e.g ., dual
trace oscilloscopes, Q -m e te r s, deviation m eters, pulse generators).
Work may be reviewed by supervisor (frequently an engineer or
designer) for general compliance with accepted practices. May provide
technical guidance to lower level technicians.
Class B . Applies comprehensive technical knowledge to solve com­
plex problems (i.e ., those that typically can be solved solely by properly
interpreting manufacturers' manuals or sim ilar documents) in working on

ELECTRONICS TECHNICIAN— Continued

MAINTENANCE ELECTRICIAN

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.

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, tran sform ers, switchboards, controllers, circuit
breakers, motors, heating units, conduit system s, or other transm ission
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 main­
tenance electrician requires rounded training and experience usually acquired
through a formal apprenticeship or equivalent training and experience.

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., multim eters, audio signal generators, tube testers, oscilloscopes).
Is not required to be familiar with the interrelationships of circuits. This
knowledge, however, may be acquired through assignments designed to
increase competence (including classroom training) so that worker can
advance to higher level technician.
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 NURSES
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 prem ises of a factory or other establishment.
Duties involve a combination of the following: Giving first aid to the ill or
injured; attending to subsequent dressing of em ployees' injuries; keeping
records of patients treated; preparing accident reports for compensation or
other purposes; assisting in physical examinations and health evaluations of
applicants and employees; and planning and carrying out programs involving
health education, accident prevention, evaluation of plant environment, or
other activities affecting the health, welfare, and safety of all personnel.
Nursing supervisors or head nurses in establishments employing more than
one nurse are excluded.

MAINTENANCE PAINTER
Paints and redecorates w a lls, 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 fot
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,
o ils, 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 appren­
ticeship or equivalent training and experience.
MAINTENANCE MACHINIST

Maintenance, Toolroom, and Powerplant

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
m etals; selecting standard m aterials, 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 form al apprenticeship or equivalent
training and experience.

MAINTENANCE CARPENTER

MAINTENANCE MECHANIC (Machinery)

Perform s the carpentry duties necessary to construct and maintain
in good repair building woodwork and equipment such as bins, cribs,
counters, benches, partitions, doors, floors, stairs, casings, and trim made
of wood in an establishment. Work involves most of the following: Planning
and laying out of work from blueprints, drawings, m odels, or verbal
instructions; using a variety of carpenter's handtools, portable power tools,
and standard measuring instruments; making standard shop computations
relating to dimensions of work; and selecting materials necessary for the
work. In general, the work of the maintenance carpenter requires rounded
training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.

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; reassem bling machines; and making all
necessary adjustments for operation. In general, the work of a machinery
maintenance mechanic requires rounded training and experience usually




MAINTENANCE MECHANIC (Machinery)— Continued

MILLWRIGHT— Continued

acquired through a form al apprenticeship or equivalent training and experi­
ence. Excluded from this classification are workers whose prim ary duties
involve setting up or adjusting machines.

work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses,
strength of m aterials, and centers of gravity; aligning and balancing equip­
ment; selecting standard tools, equipment, and parts to be used; and installing
and maintaining in good order power transm ission equipment such as drives
and speed reducers. In general, the millwright's work normally requires a
rounded training and experience in the trade acquired through a formal
apprenticeship or equivalent training and experience.

MAINTENANCE MECHANIC (Motor Vehicles)
Repairs automobiles, buses, motortrucks, and tractors of am estab­
lishm ent. Work involves m ost 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 assem blies in the vehicle and making necessary
adjustments; and aligning w heels, adjusting brakes and lights, or tightening
body bolts. In general, the work of the motor vehicle maintenance mechanic
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience.
This classification does not include mechanics
to m e rs' vehicles in automobile repair shops.

who repair

cus­

MAINTENANCE P IPEFITTER
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 prim arily
engaged in installing and repairing building sanitation or heating systems
are excluded.
MAINTENANCE S H E E T -M E T A L WORKER
Fabricates, in sta lls, and maintains in good repair the sheet-m etal
equipment and fixtures (such as machine guards, grease pans, shelves,
lockers, tanks, ventilators, chutes, ducts, metal roofing).of an establishment.
Work involves m ost of the following: Planning and laying out all types of
sheet-m etal maintenance work from blueprints, models, or other specifi­
cations; setting up and operating all available types of sheet-m etal working
machines; using a variety of handtools in cutting, bending, forming, shaping,
fitting, and assem bling; and installing sheet-m etal articles as required. In
general, the work of the maintenance sheet-m etal worker requires rounded
training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.

MAINTENANCE TRADES HELPER
A ssists one or m ore workers in the skilled maintenance trades, by
performing specific or general duties of lesser skill, such as keeping a
worker supplied with m aterials and tools; deeming 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-tim e basis.
M ACHINE-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 jig s, fixtures, cutting tools,
gauges, or metal dies or molds used in shaping or forming metal or
nonmetallic material (e .g ., plastic, plaster, rubber, glass). Work typically
involves: Planning and performing difficult machining operations which
require complicated setups or a high degree of accuracy; setting up machine
tool or tools (e .g ., install cutting tools and adjust guides, stops, working
tables, and other controls to handle the size of stock to be machined;
determine proper feeds, speeds, tooling, and operation sequence or select
those prescribed in drawings, blueprints, or layouts); using a variety of
precision measuring instruments; making necessary adjustments during
machining operation to achieve requisite dimensions to very close tolerances.
May be 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 tool­
room 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.
TOOL AND DIE MAKER
Constructs and repairs jig s, fixtures, cutting tools, gauges, or
metal dies or molds used in shaping or forming metal or nonmetallic
material (e.g ., plastic, plaster, rubber, glass). Work typically involves:
Planning and laying out work according to m odels, blueprints, drawings, or
other written or oral specifications; understanding the working properties of
common metals and alloys; selecting appropriate m aterials, tools, and

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




25

TOOL AND DIE MAKER— Continued

SHIPPER AND RECEIVER

processes required to complete tasks; making necessary shop computations;
setting up and operating various machine tools and related equipment; using
various tool and die m aker's handtools and precision measuring instruments;
working to very close tolerances; heat-treating metal parts and finished tools
and dies to achieve required qualities; fitting and assembling parts to p re­
scribed tolerances and allowances. In general, the tool and die m aker's
work requires rounded training in machine-shop and toolroom practice
usually acquired through formal apprenticeship or equivalent training and
experience.

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

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 pow er/ heat, refrigeration, or a irconditioning. Work involves: Operating and maintaining equipment such as
steam engines, air com p ressors, generators, m o to rs, , 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
F ires stationary boilers to furnish the establishment in which
employed with heat, power, or steam. Feeds fuels to fire by hand or
operates a mechanical stoker, gas, or oil burner; and checks water and
safety valves. May clean, oil, or assist in repairing boilerroom equipment.

Material Movement and Custodial
TRUCKDRIVER
Drives a truck within a city or industrial area to transport
m aterials, merchandise, equipment, or workers between various types of
establishments such as: Manufacturing plants, freight depots, warehouses,
wholesale and retail establishm ents, or between retail establishments and
custom ers' houses or places of business. May also load or unload truck
with or without helpers, make minor mechanical repairs, and keep truck in
good working order. Salesroute and over-th e-road drivers are excluded.
For wage study purposes, truckdrivers are classified by type and
rated capacity of truck, as follows:
Truckdriver, light truck
(straight truck, under 1V tons, usually 4 wheels)
2
Truckdriver, medium truck
(straight truck, IV2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
Truckdriver, tractor-trailer




Shippers typically are responsible for most of the following:
Verifying that orders are accurately filled by comparing items and quantities
of goods gathered for shipment against documents; insuring that shipments
are properly packaged, identified with shipping information, and loaded into
transporting vehicles; preparing and keeping records of goods shipped, e .g .,
m anifests, bills of lading.
Receivers typically are responsible for most of the following:
Verifying the correctness of incoming shipments by comparing items and
quantities unloaded against bills of lading, invoices, m anifests, storage
receipts, or other records; checking for damaged goods; insuring that
goods are appropriately identified for routing to departments within the
establishment; preparing and keeping records of goods received.
For wage study purposes, workers are classified as follows:
Shipper
Receiver
Shipper and receiver
WAREHOUSEMAN
As directed, performs a variety of warehousing duties which require
an under standing 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
m aterials in accordance with prescribed storage methods; rearranging and
taking inventory of stored m aterials; examining stored m aterials and r e ­
porting deterioration and damage; removing m aterial from storage and
preparing it for shipment. May operate hand or power trucks in performing
warehousing duties.
Exclude workers whose prim ary duties involve shipping and r e ­
ceiving work (see Shipper and Receiver and Shipping Packer), order filling
(see Order F iller), or operating power trucks (see Pow er-Truck Operator).

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

SHIPPING PACKER

GUARD— Continued

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

foot or by motor vehicle, or escorting persons or property. May be deputized
to make arrests. May also help visitors and customers by answering
questions and giving directions.

M ATERIAL HANDLING LABORER
A worker employed in a warehouse, manufacturing plant, store, or
other establishment whose duties involve one or more of the following:
Loading and unloading various materials and merchandise on or from freight
c a rs, trucks, or other transporting devices; unpacking, shelving, or placing
m aterials or merchandise in proper storage location; and transporting
m aterials or merchandise by handtruck, car, or wheelbarrow.
Longshore
w orkers, who load and unload ships, are excluded.
POW ER-TRUCK OPERATOR
Operates a manually controlled gasoline- or electric-pow ered 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
Pow er-truck operator (other than forklift)
GUARD
Protects property from theft or damage, or persons from hazards
or interference. Duties involve serving at a fixed post, making rounds on




Guards employed by establishments which provide protective se r ­
vices on a contract basis are included in this occupation.
For wage study purposes, guards are classified as follows:
Class A . Enforces regulations designed to prevent breaches of
security. E xercises judgment and uses discretion in dealing with em er­
gencies and security violations encountered.
Determines whether first
response should be to intervene directly (asking for assistance when deemed
necessary and time allows), to keep situation under surveillance, or to r e ­
port situation so that it can be handled by appropriate authority. Duties
require specialized training in methods and techniques of protecting security
areas. Commonly, the guard is required to demonstrate continuing physical
fitness and proficiency with firearm s or other special weapons.
Class B . Carries out instructions prim arily oriented t o w a r d
insuring that emergencies and security violations are readily discov­
ered and reported to appropriate authority. Intervenes directly only in
situations which require minimal action to safeguard property or persons.
Duties require minimal training.
Commonly, the guard is not required
to demonstrate physical fitness. May be armed, but generally is not
required to demonstrate proficiency in the use of firearm s or special
weapons.
JANITOR, PORTER, OR CLEANER
Cleans and keeps in an orderly condition factory working areas and
washrooms, or prem ises 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
trim m ings; providing supplies and minor maintenance services; and cleaning
lavatories, showers, and restroom s. Workers who specialize in window
washing are excluded.

Service Contract
Act Surveys
The following areas are su r ­
veyed periodically for use in admin­
istering the Service Contract Act
of 1965. Survey results are pub­
lished in releases which are availa­
ble, at no cost, while supplies last
from any of the BLS regional offices
shown on the back cover.

Alaska (statewide)
Albany, Ga.
Albuquerque, N. Mex.
Alexandria—L eesville, La.
Alpena—
Standish—
Tawas City, Mich.
Ann Arbor, Mich.
Asheville, N.C.
Augusta, Ga.—
S.C.
Austin, Tex.
Bakersfield, Calif.
Baton Rouge, La.
Battle Creek, Mich.
Beaumont-Port Arthur—
Orange
and Lake C harles, Tex.—La.
Biloxi—
Gulfport and Pascagoula—
Moss Point, M iss.
Binghamton, N. Y.
Birmingham, Ala.
Bloomington—
Vincennes, Ind.
Bremerton—
Shelton, Wash.
Brunswick, Ga.
Cedar Rapids, Iowa
Champaign— bana—
Ur
Ran toul, 111.
Charleston—
North Charleston—
Walterboro, S.C.
Charlotte—
Gastonia, N.C.
Clarksville—
Hopkinsville, Tenn.—
Ky.
Columbia—
Sumter, S.C.
Columbus, Ga.—
Ala.
Columbus, M iss.
Connecticut (statewide)
Decatur, 111.
Des Moines, Iowa
Dothan, Ala.
Duluth-Superior, Minn.—W is.
El Paso— lam ogordo-L as Cruces,.
A
Tex.—
N. Mex.
Eugene—
Springfield—
Medford, Oreg.




Fayetteville, N.C.
Fort Lauderdale—
Hollywood
and W est Palm Beach—
Boca Raton, Fla.
Fort Smith, A rk.—
Okla.
Fort Wayne, Ind.
Gadsden and Anniston, Ala.
Goldsboro, N.C.
Grand IslandHHastings, Nebr.
Guam, Territory of
Harrisburg—Lebanon, Pa.
Knoxville, Tenn.
La C rosse—
Sparta, Wis.
Laredo, Tex.
Las Vegas—Tonopah, Nev.
Lexington—
Fayette, Ky.
Lima, Ohio
Little Rock—
North Little Rock, Ark.
Lorain—
Elyria, Ohio
Lower Eastern Shore, Md.—Va.—
Del.
Macon, Ga.
Madison, Wis.
Maine (statewide)
Mansfield, Ohio
McAllen—
Pharr-Edinburg
and Brownsville—
Harlingen—
San Benito, Tex.
Meridian, M iss.
Middlesex, Monmouth, and
Ocean Counties, N. J.
Mobile—
Pensacola—Panama City,
A la.—
Fla.
Montana (statewide)
Nashville—
Davidson, Tenn.
New Bern—
Jacksonville, N.C.
New Hampshire (statewide)
North Dakota (statewide)
Northern New York
Northwest Texas
Orlando, Fla.
Oxnard—
Simi Valley-Ventura, Calif.
Peoria, IL1.
Phoenix, A riz.
Pine Bluff, Ark.
Pueblo, Colo.
Puerto Rico
Raleigh-Durham, N.C.
Reno, Nev.

Riverside—
San Bernardino—
Ontario, Calif.
Salina, Kans.
Salinas—
Seaside—
Monterey, Calif.
Sandusky, Ohio
Santa Barbara—
Santa Maria—
Lompoc, Calif.
Savannah, Ga.
Selma, Ala.
Sherman—
Denison, Tex.
Shreveport, La.
South Dakota (statewide)
Southeastern Massachusetts
Southern Idaho
Southwest Virginia
Spokane, Wash.
Springfield, 111.
Stockton, Calif.
Tacoma, Wash.
Tampa—
St. Petersburg, Fla.
Topeka, Kans.
Tucson-Douglas, A riz.
Tulsa, Okla.
Upper Peninsula, Mich.
Vallejo—
Fairfield—
Napa, Calif.
Vermont (statewide)
Virgin Islands of the U.S.
Waco and Killeen—
Temple, Tex.
Waterloo—
Cedar Falls, Iowa
West Virginia (statewide)
Western and Northern
Massachusetts
Wichita Falls—Lawton—
Altus,
Tex.—
Okla.
Yakima—Richland—
Kennewick—
Pendleton, Wash.—
Oreg.

ALSO A VAILAB LE—
An annual report on salaries for
accountants, auditors, chief account­
ants, attorneys, job analysts, d ire c ­
tors of personnel, buyers, chem ists,
engineers, engineering technicians,
drafters,
and clerical employees
is available.
Order as BLS B ulle­
tin 2004, National Survey of P r o ­
fessional, Administrative, Technical
and C lerical Pay, M a rch 1978, $ 2 .4 0
a copy, from any of the BLS r e ­
gional sales offices shown on the
back cover, or from the Superin­
tendent of Documents, U.S. Govern­
ment Printing Office, Washington,
D.C. 20402.

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

A rea
Akron, Ohio, Dec. 1978 _______________________________________
Albany—
Schenectady—Troy, N. Y ., Sept. 1978 1_______________
Anaheim—
Santa Ana^Garden Grove,
C alif., Oct. 1 9 7 8 1 ____________________________________________
Atlanta, G a ., May 1979________________________________________
Baltim ore, M d., Aug. 1979___________________________________
B illings, Mont., July 1979____________________________________
Birmingham, A la ., M ar. 1978________________________________
Boston, M a ss., Aug. 1978 1___________________________________
Buffalo, N .Y ., Oct. 1978 1_____________________________________
Canton, Ohio, May 19 7 8 _______________________________________
Chattanooga, T en n .-G a., Sept. 1979_________________________
Chicago, 111., May 1979________________________________________
Cincinnati, Ohio—
Ky.—Ind., July 1979 1______________________
Cleveland, Ohio, Sept. 1978___________________________________
Columbus, Ohio, Oct.
1978 1 ________________________________
Corpus Christi, T ex.,
July1979 1___________________________
Dallas—Fort Worth, T ex ., Oct. 1978 1________________________
Davenport—Rock Island-M oline, Iowa—
111., Feb. 1979______
Dayton, Ohio, Dec. 1978 ______________________________________
Daytona Beach, F la ., Aug. 1979 1____________________________
Denver—
Boulder, C olo., Dec. 19 7 8 ___________________________
Detroit, M ich., M ar.
1979 1_________________________________
Fresno, C alif., June
1979__________________________________
Gainesville, F la ., Sept. 1978 ___________________ _____________
Gary—
Hammond— ast Chicago, Ind., Oct. 1979 1____________
E
Green Bay, W is ., July 1979_____________ ,____________________
Greensboro— inston-Salem —
W
High Point,
N .C ., Aug. 1978_______________________________________________
Greenville—
Spartanburg, S .C ., June 1979 1_________________
Hartford, Conn., M ar. 1979___________________________________
Houston, T ex., A pr. 1979_____________________________________
Huntsville, A la ., Feb. 1979____________________________________
Indianapolis, Ind., Oct. 1 9 7 8 1 ________________________________
Jackson, M iss., Jan. 1979 1___________________________________
Jacksonville, F la ., Dec. 1978 _______________________________ *
Kansas City, M o .-K a n s., Sept. 19 7 8 _________________________
Los A n geles-L on g Beach, C alif., Oct. 1978 1 _______________
Louisville, Ky.—Ind., Nov. 19 7 8 ______________________________
M emphis, Tenn.— rk.—M i s s ., Nov. 1978 ____________________
A




Bulletin number
and price *
2025-63, $1 .0 0
2025-58, $1 .2 0
2025-65, $1.30
2050-20, $1.30
2050-42, $1.75
2050-43, $ 1.50
2025-15, 80 cents
2025-43, $1 .5 0
2025-71, $1 .3 0
2025-22, 70 cents
2050-39, $1.50
2050-21, $1 .7 5
2050-28, $2.00
2025-49, $1 .3 0
2025-59, $ 1.50
2050-33, $ 1 .7 5
2025-52, $ 1.50
2050-10, $ 1.00
2025-66, $ 1.00
2050-41, $1.50
2025-68, $ 1 .2 0
2050-7, $1.50
2050-25, $1.50
2025-45, $ 1 .0 0
(To be surveyed)
2050-31, $ 1.50
2025-46,
2050-29,
2050-12,
2050-15,
2050 -3 ,
2025-57,
2050-9,
2025-67,
2025-53,
2025-61,
2025-69,
2025-62,

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

Area

Bulletin number
and price *

Miami, F la ., Oct. 1 9 7 8 1
_______________________________________ 2025-60,
2050-8,
Milwaukee, W is., Apr. 1979__________________________________
Minneapolis—
St. Paul, Minn.—W is., Jan. 1979_______________ 2050-1,
Nassau—
Suffolk, N. Y ., June 1979____________________________
2050-36,
Newark, N .J ., Jan. 1979______________________________________ 2050-5,
New Orleans, La., Jan. 1979 1_______________________________ 2050-2,
New York, N .Y .-N .J ., May 1979_____________________________
2050-30.
Norfolk—Virginia Beach—
Portsmouth, Va.—
N .C ., May 1979 1 _________________________________________ -— 2050-22,
Norfolk—Virginia Beach—
Portsmouth and
Newport News—
Hampton, Va.— .C ., May 1978___________ - 2025-21,
N
Northeast Pennsylvania, Aug. 1979 1------------------------------------- 2050-32,
Oklahoma City, Okla., Aug. 1979____________________________
2050-37,
Omaha, Nebr.—Iowa, Oct. 1978_______________________________ 2025-56,
Paterson—
Clifton— assaic, N.J., June 1979_____________ __
P
_ 2050-26,
Philadelphia, Pa.—
N.J., Nov. 1978 ___________________________ 2025-54,
Pittsburgh, Pa., Jan. 1979 1__________________________________ 2050-11,
Portland, Maine, Dec. 1 9 7 8 1 _________________________________ 2025-70,
Portland, Oreg.—Wash., May 1979___________________________ 2050-27,
Poughkeepsie, N. Y ., June 1979______________________________
2050-34,
Poughkeepsie—
Kingston—
Newburgh, N .Y ., June 1979_______ 2050-35,
Providence—
Warwick—
Pawtucket, R. I.—
M a ss., June 1979 1___________________________________________ 2050-38,
Richmond, Va., June 1979____________________________________
2050-24,
St. Louis, Mo.—111., Mar. 1979 1 _____________________________
2050-13,
Sacramento, C alif., Dec. 1978 _______________________________
2025-75,
Saginaw, Mich., Nov. 1978 ___________________________________
2025-64,
Salt Lake City^Ogden, Utah, Nov. 1 9 7 8 1 ____________________ 2025-72,
San Antonio, Tex., May 1979_________________________________
2050-17,
San Diego, C alif., Nov. 1978__________________________________ 2025-73,
San Francisco—
Oakland, C alif., Mar. 1979__________________ 2050-14,
San Jose, C alif., Mar. 1979___________________________________ 2050-19,
Seattle—
Everett, Wash., Dec. 1978___________________________ 2025-74,
South Bend, Ind., Aug. 1978___________________________________ 2025-44,
Toledo, Ohio-M ich., May 1979_______________________________
2050-16,
Trenton, N.J., Sept. 1979_____________________________________ 2050-40,
Utica-R om e, N .Y ., July 1978_________________________________ 2025-34,
Washington, D .C .-M d .-V a ., M ar. 1979______________________ 2050-4,
Wichita, Kans., Apr. 1979____________________________________
2050-18,
W orcester, M a ss., Apr. 1979________________________________
2050-23,
York, Pa., Feb. 1979_________________________________________
2050-6,

* 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.

$1.30
$1.30
$1.30
$ 1.75
$1.30
$1.30
$1 .7 5
$1.75
80 cents
$1 .7 5
$1.50
$1.00
$1.50
$ 1.30
$1.50
$1.20
$1.75
$1.50
$1.50
$ 1.75
$1.50
$1.50
$1.00
$ 1.00
$1.30
$ 1.00
$ 1.00
$1.20
$1.10
$ 1.00
$ 1.00
$1.10
$1.50
$1.00
$1.20
$ 1.00
$ 1.50
$1.00

Postage and Fees Paid
U.S. Department of Labor

U.S. Department of Labor
Bureau of Labor Statistics
Washington, D.C. 20212

Third Class Mail

Official Business
Penalty for private use, $300

Lab-441

Bureau of Labor Statistics Regional Offices
Region I

Region II

Region lit

Region IV

1603 JFK Federal Building
Government Center
Boston, Mass 02203
Phone: 223-6761 (AreaC ode617)

Suite 3400
1515 Broadway
New York, N Y 10036
Phone: 399-5406 (Area Code 212)

3535 Market Street,
P O Box 13309
Philadelphia, Pa 19101
Phone 596-1154 (Area Code 215)

Suite 540
1371 Peachtree St., N E.
Atlanta, Ga. 30309
Phone 881-4418 (Area Code 404)

Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont

New Jersey
New York
Puerto Rico
Virgin Islands

Delaware
District ot Columbia
Maryland
Pennsylvania
Virginia
West Virginia

Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee

Region V

Region VI

Regions VII and VIII

Regions IX and X

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

Second Floor
555 Griffin Square Building
Dallas, Tex. 75202
Phone: 767-69 71 (Area Code 214)

Federal Office Building
911 Walnut St.. 15th Floor
Kansas City, Mo 64106
Phone 374-2481 (Area Code 816)

450 Golden Gate Ave
Box 36017
San Francisco, Calif 94102
Phone 556-4678 (Area Code 415)

Arkansas
Louisiana
New Mexico
Oklahoma
Texas

VII
Iowa
Kansas
Missouri
Nebraska

IX
Arizona
California
Hawaii
Nevada

Illinois
Indiana
Michigan
Minnesota
Ohio
Wisconsin




VIII
Colorado
Montana
North Dakota
South Dakota
Utah
Wyoming

X
Alaska
Idaho
Oregon
Washington