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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 For sale by the Superintendent of D ocu ments U S Government Printing Office, Washington D C 20402. G PO Bookstores, or B IS Regional Offices listed on back cover Price $1 50 Make checks payable to Super http://fraser.stlouisfed.org/ intendent of Documents 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