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Dayton & Montgomery Co,
Public Library

MARS 1 1972

;

D C MN C LE T N
O U E T O L C IO

AREA WAGE SURVEY
T h e B o is e C ity, Idaho, M e tro p o lita n A re a ,
N o v e m b e r 1971

B ul l e t i n 1 7 2 5 -2 7
U.S. DEPARTMENT OF LABOR

/ Bureau of Labor Statistics

BUREAU

OF

LABOR

S T A T IS T IC S

R E G IO N A L

O F F IC E S

ALASKA

Region I
16 03-J F K Federal Building
Governm ent Center
Boston, Mass. 0 2 2 0 3
Phone: 2 2 3 -6 7 6 1 (Area Code 61 7)
Region V

Region II

Region III

Region IV

341 N inth Ave., Rm. 1003
N ew Y o rk , N .Y . 10001

4 0 6 Penn Square Building
13 17 F ilb ert S t.

1371 Peachtree S t. N E .

Phone: 9 7 1 -5 4 0 5 (Area Code 212)

Philadelphia, Pa. 19 107

A tla n ta , Ga. 3 0 3 0 9

Phone: 5 9 7 -7 7 9 6 (Area Code 215)

Phone: 5 2 6 -5 4 1 8 (Area Code 404)

Region V I

Regions V II and V I I I

S uite 54 0

Regions IX and X

8th Floor, 3 0 0 South Wacker Drive

1 1 00 Commerce S t., Rm . 6B 7

Federal O ffice Building

Chicago, III. 6 0 6 0 6

Dallas, T e x . 7 5 2 0 2

911 W alnut S t., 10th Floor

Box 3 6 0 1 7

Phone: 3 5 3 - 1 8 8 0 (A re a Code 3 1 2 )

Phone: 7 4 9 -3 5 1 6 (Area Code 21 4)

Kansas C ity , M o . 6 4 1 0 6

San Francisco, C alif. 9 4 1 0 2

Phone: 374-24 81 (Area Code 81 6)

Phone: 5 5 6 -4 6 7 8 (Area Code 415)

* Regions V II and V I I I w ill be serviced by Kansas C ity .
**




Regions IX and X w ill be serviced by San Francisco.

4 5 0 Golden Gate Ave.

AREA WAGE SURVEY

B ulletin 1 7 2 5 -2 7

U.S. DEPARTM ENT OF LABOR, J. D. Hodgson, Secretary

M a rc h 1 9 7 2

B U R EA U OF LABOR S TA TIS TIC S, Geoffrey H. Moore, Commissioner

T h e B o is e C ity, Id ah o , M e tro p o lita n A re a , N o v e m b e r 1971
C O NTENTS
Page

1.
4.

Introduction
W age trends fo r sele c te d occupational groups
T a b le s :

3.
5.

1. E stablish m en ts and w o rk e rs within scope of su rvey and number studied
2. Indexes of standard w e e k ly s a la rie s and s tra ig h t-tim e h ou rly earnings fo r s e le c te d occupational
groups, and p ercen ts of in c re a s e fo r selected p eriods
A.

6.
7.
8.
8.

9.

Occupational earn in gs:
A - l . O ffic e occupations— en and wom en
m
A -2 . P r o fe s s io n a l and tech n ical occupations— en
m
A -3 . O ffic e , p ro fe s s io n a l, and tech n ica l occupations—men and w om en com bined
A - 4. M aintenance and pow erplant occupations
A - 5. C ustodial and m a te r ia l m ovem en t occupations

11. Appendix.

Occupational d escrip tio n s




I
For tale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 20402 — Price 30 cents

P re fa c e
The Bureau o f L a b o r S tatistics p ro g ra m of annual occupa­
tional wage su rveys in m etro p o lita n a re a s is designed to p ro vid e data
on occupational ea rn in gs, and establish m en t p ra c tic e s and supplem en­
ta r y w age p ro v is io n s . It yie ld s d eta iled data by sele c te d indu stry
d iv is io n fo r each of the a re a s studied, fo r geograp h ic re g io n s , and
fo r the United States. A m a jo r con sid era tion in the p ro g ra m is the
need fo r g r e a te r in sigh t into (1) the m ovem en t o f w ages by occupa­
tional c a te g o ry and s k ill le v e l, and (2) the stru ctu re and le v e l of w ages
am ong a re a s and in du stry d iv is io n s .
A t the end of each su rvey, an in dividu al a re a b u lletin p r e ­
sents the re s u lts . A ft e r com p letion of a ll individual a rea bu lletins
fo r a round o f su rv e y s , two su m m ary bu lletins a re issu ed.
The fir s t
b rin gs data fo r each of the m etro p o lita n a re a s studied into one bul­
letin .
The second p resen ts in form a tion which has been p ro jected fro m
individual m e tro p o lita n a re a data to re la te to geograp h ic regio n s and
the United States.
N in ety a re a s c u rre n tly a re included in the p ro g ra m .
In each
a re a , in fo rm a tio n on occupational earnings is c o lle c te d annually and on
estab lish m en t p ra c tic e s and su pplem entary w age p ro visio n s b ien n ia lly.
This b u lletin p resen ts resu lts of the su rvey in B oise C ity,
Idaho, in N o v e m b e r 1971.
The Standard M etrop olita n S ta tistica l A r e a ,
as defin ed by the O ffic e of M anagem ent and Budget (fo r m e r ly the
Bureau of the Budget) through January 1968, con sists of Ada County.
This study was conducted by the B u reau 's re g io n a l o ffic e in San
F r a n c is c o , C a lif., under the g e n e ra l d ire c tio n o f Adolph O. B e r g e r ,
A s s is ta n t R egio n a l D ir e c to r fo r O peration s.




Note:
S im ila r re p o rts a re a v a ila b le fo r other a r e a s .
back c o v e r.)

(See in side

Union w age ra te s , in d ica tive of p re v a ilin g pay le v e ls in the
B o ise C ity a re a , a re a lso a v a ila b le fo r seven sele c te d building
tra d es.

In tro d u c tio n
T h is a re a is 1 o f 90 in which the U.S. D epartm ent o f L a b o r 's
B ureau o f L a b o r S ta tistics conducts su rveys o f occupational earnings
and re la te d ben efits on an a rea w id e b a s is .1

the A - s e r ie s ta b les, because e ith e r ( l ) em ploym en t in the occupation is
too s m a ll to p ro v id e enough data to m e r it presen tation , o r (2) th ere is
p o s s ib ility o f d is c lo s u re o f in d ivid u al establish m en t data. E arn in gs
data not shown se p a ra te ly fo r in du stry d ivisio n s a re included in the
o v e r a ll c la s s ific a tio n when a su b cla ssifica tio n o f s e c r e ta r ie s or tru ck d r iv e r s is not shown o r in fo rm a tio n to su b cla ssify is not a va ila b le.

T h is bu lletin p resen ts cu rren t occupational em ploym ent and
earn in gs in form a tion obtained la r g e ly by m a il fr o m the establishm ents
v is ite d by Bureau fie ld econ om ists in the la s t p revio u s su rvey fo r
occupations re p o rte d in that e a r lie r study. P e r s o n a l v is its w e re m ade
to nonrespondents and to those respondents rep o rtin g unusual changes
since the p reviou s su rvey.

O ccupational em ploym en t and earnings data a re shown fo r
fu ll-tim e w o r k e r s , i.e ., those h ire d to w o rk a reg u la r w e e k ly schedule.
E arn in gs data exclude p rem iu m pay fo r o v e rtim e and fo r w o rk on
w eeken ds, h olid a ys, and late shifts. N onproduction bonuses a re e x ­
cluded, but c o s t- o f- liv in g allow an ces and in cen tive earnings a re in ­
cluded.
W h ere w e e k ly hours a re re p o rte d , as fo r o ffic e c le r ic a l
occupations, r e fe r e n c e is to the standard w ork w eek (rounded to the
n e a re s t h a lf hour) fo r w hich em p lo yees r e c e iv e th e ir re g u la r stra igh ttim e s a la rie s (e x c lu s iv e o f pay fo r o v e rtim e at reg u la r and/or p r e ­
m ium ra te s ).
A v e r a g e w e e k ly earnings fo r these occupations have
been rounded to the n ea rest h a lf d o lla r.

In each a re a , data a re obtained fr o m re p re s e n ta tiv e estab ­
lish m en ts w ithin six broad in du stry d iv is io n s ; M anufacturing; tra n s ­
portation , com m unication, and other public u tilitie s ; w h o lesa le trad e;
r e ta il trad e; finance, in su ran ce, and r e a l esta te; and s e r v ic e s . M a jo r
industry groups excluded fro m these studies a re govern m en t o p e ra ­
tions and the con stru ction and e x tra c tiv e in d u stries. E stablish m en ts
having fe w e r than a p r e s c r ib e d num ber o f w o rk e rs a re om itted because
they tend to fu rnish in su fficien t em ploym ent in the occupations studied
to w a rra n t inclusion. S eparate tabulations a re p ro v id e d fo r each of
the broad indu stry d ivision s which m e e t pu blication c r ite r ia .

T h ese su rveys m ea su re the le v e l of occupational earnings in
an a rea at a p a rtic u la r tim e. C om p arison s o f individual occupational
a v e ra g e s o v e r tim e m ay not r e fle c t expected w age changes.
The
a v e ra g e s fo r in dividu al jobs a re a ffe c te d by changes in w ages and
em ploym en t pattern s. F o r exam p le, p rop ortion s of w o rk e rs em ployed
by h igh - o r lo w -w a g e fir m s m ay change o r h igh -w age w o rk e rs m ay
advance to b e tte r jobs and be rep la c e d by new w o rk e rs at lo w e r rates.
Such shifts in em ploym en t could d e c re a s e an occupational a v e ra g e even
though m ost establish m en ts in an a rea in c re a s e w ages during the year.
T ren d s in earnings o f occupational grou ps, shown in table 2, a re b etter
in d ica tors o f w age trends than individu al jobs w ithin the groups.

T h ese su rveys a re conducted on a sam ple basis because of
the unn ecessary cost in vo lved in su rveyin g a ll establish m en ts.
To
obtain optim um a ccu ra cy at m inim um cost, a g r e a te r p ro p o rtio n of
la rg e than o f s m a ll establish m en ts is studied. In com bining the data,
h o w ever, a ll establishm ents a re giv e n th e ir ap p rop ria te w eight. E s ­
tim a tes based on the establish m en ts studied a re p resen ted , th e re fo re ,
as rela tin g to a ll establishm ents in the in du stry grouping and a rea ,
excep t fo r those b elow the m inim um s iz e studied.
Occupations and E arn in gs
The occupations s e le c te d fo r study a re com m on to a v a r ie ty
o f m anufacturing and nonm anufacturing in d u stries, and a re o f the
fo llo w in g typ es: (1) O ffic e c le r ic a l; (2) p ro fe s s io n a l and tech n ical;
(3) m aintenance and pow erplan t; and (4) cu stodial and m a te r ia l m o v e ­
m ent. O ccupational c la s s ific a tio n is based on a u n iform set o f job
d escrip tio n s design ed to take account of in teresta b lish m en t v a ria tio n
in duties w ithin the sam e job.
Th e occupations s e le c te d fo r study
a re lis te d and d esc rib e d in the appendix. U nless o th erw ise in dicated,
the earnings data fo llo w in g the job title s a re fo r a ll in du stries co m ­
bined. E arn in gs data fo r som e o f the occupations lis te d and d esc rib e d ,
o r fo r som e in du stry d ivision s w ithin occupations, a re not p resen ted in

Th e a v e ra g e s p resen ted r e fle c t com p osite, a reaw id e e s t i­
m ates.
In du stries and establish m en ts d iffe r in pay le v e l and job
staffin g and, thus, contribute d iffe r e n tly to the estim a tes fo r each job.
Th e pay rela tion sh ip obtainable fr o m the a v e ra g e s m ay fa il to r e fle c t
a c c u ra te ly the w age spread o r d iffe r e n tia l m aintained among job s in
in dividu al establish m en ts. S im ila rly , d iffe re n c e s in a v e ra g e pay le v e ls
fo r m en and w om en in any o f the s e le c te d occupations should not be
assum ed to r e fle c t d iffe re n c e s in pay trea tm en t o f the sexes w ithin
individu al establish m en ts.
O th er p o s s ib le fa c to rs which m ay con ­
tribu te to d iffe re n c e s in pay fo r m en and wom en include; D iffe re n c e s
1
Included ih the 90 areas are four studies conducted under contract with the New Y oA State in p r o g r e s s io n w ithin estab lish ed rate ran ges, since only the actual
rates paid incum bents a re c o lle c te d ; and d iffe re n c e s in s p e c ific duties
Department of Labor. These areas are Binghamton (New Y oA portion only) Rochester (office occupa­
p e rfo rm e d , although the w o rk e rs a re c la s s ifie d a p p ro p ria tely w ithin
tions only); Syracuse; and Utica-R orbe. In addition, the Bureau conducts more lim ited area studies in
the sam e su rv e y job d escrip tio n . Job d escrip tion s used in c la s s ify in g
65 areas at the request of the Employment Standards Administration of the U .S . Department of Labor.




1

2
em p lo yees in th ese su rveys a re u su ally m o re g e n e ra liz e d than those
used in in d ividu al establish m en ts and a llow fo r m in o r d iffe re n c e s
among estab lish m en ts in the s p e c ific duties p e rfo rm e d .
O ccupational em ploym en t estim a tes re p re s e n t the total in a ll
establish m en ts w ithin the scope o f the study and not the number actu­
a lly su rveyed . B ecau se o f d iffe re n c e s in occupational stru ctu re among
estab lish m en ts, the estim ates o f occupational em ploym ent obtained from
the sam ple o f estab lish m en ts studied s e r v e only to indicate the r e la tiv e
im p ortan ce o f the job s studied.
T h ese d iffe re n c e s in occupational
stru ctu re do not a ffe c t m a te r ia lly the a ccu ra cy of the earnings data.




E stab lish m en t P r a c t ic e s and Supplem entary W age P r o v is io n s

Tabulations on s e le c te d establish m en t p ra c tic e s and su pple­
m en ta ry w age p ro v is io n s (B - s e r ie s tab les) a re not p resen ted in this
bulletin.
In form ation fo r these tabulations is c o lle c te d bien n ially.
T h ese tabulations on m inim um entrance s a la rie s fo r in exp erien ced
w om en o ffic e w o r k e r s; shift d iffe re n tia ls ; scheduled w e e k ly hours;
paid h olid ays; paid vacation s; and health, in su ran ce, and pension
plans a re p resen ted (in the B - s e r ie s tab les) in p revio u s bulletins
fo r this area .

3

T a b le 1.

Establishm ents and w o rk e rs within scope of survey and num ber studied in 3 o is e City, Id a h o ,1

by m ajo r industry division,2 N o v e m b e r 1971
Minimum
employment
in e stab lish m ents in scope
of study

Industry d ivision

All d iv isio n s_____________________________
M anufacturing— ---------------- ------ - _____
Nonm anufacturing-----------------------------------T ransp ortation , com m unication, and
other public u tilities 5____ ___ ______
W holesale trade 6_________________________
R etail trad e 6______________________________
Finance, in su ran ce, and r e a l e sta te 6-------S e r v ic e s 6 7
—
'
— .

Number of establish m ents

W orkers in establish m en ts
Within scope of stu d y 4

Within scope
of stud y3

Studied

Number

P ercen t

Studied

_

89

63

11,459

100

9,456

50
"

28
61

17
46

3,642
7, 817

32
68

2, 768
6,688

50
50
50
50
50

12
5
27
7
10

u
5
17
7
6

2, 210
618
2,893
1,216
880

19
5
25
11
8

2, 197
618
2, 147
1, 216
510

1 The B o ise City Standard M etropolitan S ta tistic al A re a, a s defined by the Office of M anagement and Budget (fo rm e rly the Bureau of the
Budget) through Jan u ary 1968, c o n sists of Ada County. The "w o rk ers within scope of study" e stim a te s shown in this table provide a reasonably
a ccu rate d escrip tio n of the size and com position of the labor fo rce included in the survey. The e stim a te s a re not intended, however, to serv e a s
a b a sis of com parison with other employment indexes for the a re a to m ea su re employment tren ds or le v e ls since (1) planning of wage surveys
req u ires the use of establish m en t data com piled con sid erably in advance of the p ay roll period studied, and (2) sm a ll establish m en ts a re excluded
from the scope of the survey.
2 The 1967 edition of the Standard In d u strial C la ssificatio n Manual was used in cla ssify in g e stablish m en ts by in dustry d ivision.
3 Includes a ll establish m en ts with total employment at or above the m inim um lim itation. A ll outlets (within the a re a ) of com panies in such
in d u stries a s trad e, finance, auto re p a ir s e r v ic e , and motion picture th eaters a r e con sid ered a s 1 establish m en t.
4 Includes a ll w ork ers in a ll e stablish m en ts with total employment (within the are a) at or above the m inim um lim itation.
5 Abbreviated to "public u tilitie s" in the A - se r ie s tab le s. T axicabs and s e r v ic e s incidental to w ater tran sp ortation were excluded.
6 This in dustry d ivision is rep re se n ted in e stim a te s for " a ll in d u strie s" and "nonm anufacturing" in the S e r ie s A ta b le s. Sep arate presentation
of data for this division is not m ade fo r one or m ore of the following r e a so n s: (1) Em ploym ent in the d ivision is too sm a ll to provide enough data
to m erit sep arate study, (2) the sam ple was not designed in itially to p erm it sep arate presentation, (3) resp o n se was in su fficien t or inadequate to
p erm it sep arate presentation, and (4) there is p o ssib ility of d isc lo su re of individual establish m en t data.
7 H otels and m o tels; laun dries and other p e rso n al s e r v ic e s; b u sin e ss s e r v ic e s; autom obile r e p a ir , rental^ and parking; motion p ictu re s;
nonprofit m em bersh ip organ izations (excluding relig io u s and ch aritable organ ization s); and engineering and a rch ite ctu ra l s e r v ic e s.




Over one-fourth of the w ork ers within scope of the su rvey in the B o ise City a re a
were employed in m anufacturing fir m s . The following p rese n ts the m a jo r in dustry groups
and sp ec ific in d u stries a s a percent of a ll m anufacturing:
Industry groups
Lum ber and wood p rodu cts----- 33
Food and kindred p ro d u cts____ 22
T ransportation equipm ent_____22
Printing and publishing_________ 11
F a b ric a te d m etal p ro d u c ts____ 5

Specific in d u strie s
Saw m ills and planing m ills ____ 28
M iscellan eous tran sp ortation
equipm ent____________
22
N ew spapers----------------------8
D airy products________________ 7
B ak ery products_______________ 5
Canned, cured, and frozen
F ab ric a te d stru ctu ral
m etal products—_____________
M illwork, [plywood, and
relate d products______

5
5

This inform ation is b a se d on e stim a te s of total employm ent d erived fro m u n iverse
m a te r ia l com piled p rior to actu al survey . P rop ortion s in vario u s in dustry d ivision s m ay
d iffer fro m proportions b ase d on the r e su lts of the su rvey a s shown in table 1 above.

W a g e T re n d s fo r S e le c te d O c c u p a tio n a l G ro u p s
P r e s e n te d in table 2 a re indexes and p ercen ta ges o f change
in a v e ra g e s a la rie s o f o ffic e c le r ic a l w o rk e rs and in d u stria l nurses,
and in a v e ra g e earn in gs o f s e le c te d p la n tw o rk er groups. The indexes
a re a m ea su re o f w a ges at a given tim e , ex p re s s e d as a p ercen t of
w ages during the base p erio d . Subtracting 100 fro m the index yield s
the p ercen ta ge change in w ages fr o m the base p e rio d to the date of
the index.
The p ercen ta g es of change o r in c re a s e re la te to wage
changes betw een the in dicated dates. Annual ra tes of in c re a s e , w h ere
shown, r e fle c t the amount o f in c re a s e fo r 12 months when the tim e
p e rio d betw een su rveys was oth er than 12 m onths. Th ese com putations
w e re based on the assum ption that w ages in c re a s e d at a constant rate
betw een su rveys. T h ese estim a tes a re m ea su res o f change in a v e r ­
ages fo r the a re a ; they a re not intended to m easu re a v e ra g e pay
changes in the establish m en ts in the area .

shows the p ercen ta ge change. The index is the product o f m u ltiplyin g
the base y e a r r e la tiv e (100) by the r e la tiv e fo r the next succeeding
y e a r and continuing to m u ltip ly (compound) each y e a r 's re la tiv e by the
p revio u s y e a r 's index.
F o r o ffic e c le r ic a l w o rk e rs and in d u stria l n u rses, the w age
trends re la te to re g u la r w e e k ly s a la rie s fo r the n o rm a l w ork w eek ,
ex c lu s iv e o f earnings fo r o v e rtim e .
F o r p la n tw o rk er grou ps, they
m ea su re changes in a v e ra g e s tra ig h t-tim e h ou rly earn in gs, excluding
p rem iu m pay fo r o v e rtim e and fo r w o rk on w eeken ds, h olid a ys, and
late shifts. The p ercen ta ges a re based on data fo r s e le c te d k ey occu ­
pations and include m ost o f the n u m e ric a lly im p ortan t jobs w ithin
each group.
L im ita tio n s o f Data

M ethod o f Com puting
The indexes and p ercen ta ges o f change, as m easu res of
change in a re a a v e r a g e s , a re influ enced by: (1) g e n e ra l s a la ry and
w age changes, (2) m e r it o r oth er in c re a s e s in pay r e c e iv e d by in d i­
vid u al w o rk e rs w h ile in the sam e job , and (3) changes in a v e ra g e
w ages due to changes in the la b o r fo r c e resu ltin g fr o m la b or tu rn ­
o v e r , fo r c e expansions, fo r c e redu ction s, and changes in the p r o p o r ­
tions o f w o rk e rs em p loyed by establish m en ts w ith d iffe re n t pay le v e ls .
Changes in the la b o r fo r c e can cause in c re a s e s o r d e c re a s e s in the
occu pational a v e ra g e s without actual w age changes. It is con ceiva b le
that even though a ll establish m en ts in an a re a ga ve w age in c re a s e s ,
a v e ra g e w ages m ay have d eclin ed because lo w e r-p a y in g establishm ents
en tered the a re a o r expanded th e ir w o rk fo r c e s .
S im ila r ly , w ages
m ay have rem a in ed r e la t iv e ly constant, yet the a v e ra g e s fo r an a rea
m a y have ris e n co n s id e ra b ly because h ig h er-p a y in g establishm ents
en tered the area.

E ach o f the fo llo w in g k ey occupations within an occupational
group was a ssign ed a constant w eigh t based on its p rop ortion a te e m ­
p loym en t in the occupational group:
Office clerical (men and women): Office clerical (men and women)— Skilled maintenance (men):
Carpenters
Continued
Bookkeeping-machine
E le ctrician s
Secretaries
operators, class B
Machinists
Clerks, accounting, classes
Stenographers, general
Mechanics
Stenographers, senior
A and B
Mechanics (automotive)
Switchboard operators, classes
Clerks, file, classes
Painters
A , B, and C
A and B
Pipefitters
Tabulating-m achine operators,
Clerks, order
Tool and die makers
class B
Clerks, payroll
Typists, classes A and B
Comptometer operators
Unskilled plant (men):
Keypunch operators, classes
Janitors, porters, and cleaners
Industrial nurses (men and women):
A and B
Laborers, m aterial handling
Nurses, industrial (registered)
Office boys and girls

The use o f constant em ploym en t w eigh ts elim in a tes the e ffe c t
o f changes in the p ro p o rtio n o f w o r k e r s re p re s e n te d in each job in ­
cluded in the data.
The p ercen ta ges o f change r e fle c t only changes
in a v e ra g e pay fo r s tra ig h t-tim e hours.
T h e y a re not influenced by
changes in standard w o rk sch edu les, as such, or b y p rem iu m pay
fo r o v e rtim e . W h ere n e c e s s a ry , data w e r e adjusted to rem o ve fro m
the indexes and p ercen ta ges o f change any sign ifica n t e ffe c t caused
by changes in the scope o f the su rvey.

The a v e ra g e (m ean) earnings fo r each occupation w e r e m u lti­
p lie d by the occu pational w eigh t, and the products fo r a ll occupations
in the group w e r e totaled .
The a g g re g a te s fo r 2 con secu tive y e a rs
w e r e re la te d b y d ivid in g the a g g re g a te fo r the la te r y e a r b y the a g g r e ­
gate fo r the e a r lie r y e a r.
The resultant r e la tiv e , le s s 100 p ercen t,




4




5

T a b le 2 .

In d e x e s o f s ta n d a rd w e e k ly s a la r ie s an d s tra ig h t-tim e h o u rly e a rn in g s fo r s e le c te d

o c c u p a tio n a l g ro u p s in B o is e u ity , Id a h o , N o v e m b e r 1 9 7 0 an d N o v e m b e r 1 9 7 1 ,
an d p e rc e n ts o f in c re a s e fo r s e le c te d p e rio d s

P erio d

Office
c le r ic a l
(men and
women)

Indust r ia l
n u rse s
(men and
women)

Skilled
m aintenance
trad e s
(men)

U nskilled
plantw ork ers
(men)

Indexes (July 1967=100)
Novem ber 1970_____________________________________
Novem ber 19 7 1 ..
______________ _
_ ... _
_

115.3
123.3

n

n

( *)
C)

116.1
117.5

P erce n ts of in c re a se 1
June 1960 to May 1961:
11-month in c re a se _______________________________
Annual rate of in c re a se _______ __
_
_
_
_

2.9
3.2

( *)
(*)

(*)
( *)

.3
.3

May 1961 to May 1962 ______________ _____________
May 1962 to May 1963 _____________________________
May 1963 to Ju ly 1964:
14-month in c re a se _______________________________
Annual rate of in c r e a s e __________________________

2.6
3.9

<*)
()

(*)
(‘ )

4.6
2.3

3.6
3.1

n

()

())
( *)

3.0
2.6

Ju ly
Ju ly
Ju ly
Ju ly
Ju ly

Ju ly 1965______________________________
Ju ly 1966____________________ ________
Ju ly 1 9 6 7 ... __________ ______________
Ju ly 1968______________________________
N ovem ber 1969:

5.6
3.0
4.8
4.4

n

n

()
()
(*)

()
()
(*)

3.6
1.7
4.1
5.8

7.5
5.6

(*)
M

(*)
n

1.9
1.4

N ovem ber 1969 to Novem ber 1970__________________
N ovem ber 1970 to Novem ber 1971__ ______________

2.8
6.9

(!)
( *)

n

7.7
1.2

1964
1965
1966
1967
1968

to
to
to
to
to

Data do not m eet publication c r ite r ia .

6

A.

Occupational earnings

T a b le A-1.

O ffic e o ccu p a tio n s— men and wom en

(A ve rag e s tra ig h t-tim e w ee kly h o urs and earn ing s fo r se le cte d o ccupa tio ns studied on an a re a b a sis by in d u stry d iv is io n , B o is e C ity , Idaho, N ov e m b e r 1971)
Weekly earnings 1
( standard)

Sex, o ccupa tio n, and in d u s try d iv is io n

Number
of
workers

N u m b e r o f w o rk e rs re c e iv in g stra ig h t-tim e w ee kly earnings o f—
*

Average
weekly
hours1
(standard)

70

U nd er
M ean2

M edian2

Middle range2

8

C LERKS, ACCOUNTING, CLASS A

------ —

1
2

4 0 .0

8

1

75

80

B5

90

95

10
0

105

10
1

115

12
0

125

8

130

140

8

150

8

8

160

170

8

180

and
under

65

70
HEN

%

»

$
$
$
$
1 31 .5 0 1 3 2 .5 0 1 2 6 .5 0 - 1 4 7 .0 0

-

190
and

75

80

Pg

90

95

-

-

-

-

-

ip p

105

10
1

115

10
2
1

-

-

2

1
1

3

2

-

i

-

-

_

_

1

2

125

130

140

-

4

2

2
2

6
5
1

4

150

160

170

180

190

3

1

-

-

-

-

2
1

3

3
3

-

-

“

-

-

-

-

-

-

-

3

1
1

-

*

*

-

-

1
0
1

32
19

2
2
8

17

1
1
1
0

2

5

1
1

4
3

4
4

1
2
6

14
4

15
9

4

1
“

1
1

1
1

-

-

“

3
3

2
2

4

2
2

“

-

-

—

-

-

-

“

”

*

*

*

*

-

-

-

-

WOMEN

*

O

OPERATORS,
O

b o o k k e e p in g - m a c h in e

8 5 .0 0

0 3 .0 0

CLERKS, ACCOUNTING, CLASS A ------ _____
M ANU FACTURIN G ---------------------- —
NONMANUFACTURING ----------------- —

30
13
17

4 0 .0
3 9 .5
4 0 .0

1 25 .5 0
1 2 6 .5 0
1 24 .5 0

1 2 7 .0 0 1 1 4 .0 0 - 1 4 1 .0 0
1 27 .0 0 1 2 1 .0 0 - 1 3 2 .5 0
1 30 .0 0
9 7 .5 0 -1 5 1 .0 0

-

-

-

_
-

-

-

-

-

-

-

2

2

ACCOUNTING, CLASS B ---- —
m a n u fa c t u r in g —
— — — — — —
—
—
NONMANUFACTURING -----------------

81

4 0 .0

1 05 .5 0

1 0 2 .5 0

-

-

-

55

4 0 .0

1 10 .5 0

1 0 5 .0 0

CLERKS,

9 1 .0 0 -1 2 7 .0 0
65. 00“ 1 04 .0 0
9 5 .0 0 -1 3 5 .5 0

2

2

1

2
1

*

1

3

1

4

17

1

4

17

5

9

5

9

6

15

8

4

—

1
1

3

3

4

4

1
0

5

1
1

6

1
1

6

2

1
1

-

4

2
2

5

3

-

-

1

-

-

1

5

1

8
8

9
7

1
1

1
1

3
3

1
1

6
6

3

2
2

*

8
8

2

'
CLERKS? F I L E ?

CLASS B

C LERKS, PAYROLL ------------------------ — ___
NONMANUFACTURING ----------------- ------

28
16

40f.0
4 0 .0

100.00

KEYPUNCH OPERATORS, CLASS A ---- —

16

4 0 .0

1 13 .0 0

9 6 .5 0

9 6 .0 0
9 4 .5 0

8 6 .0 0 -1 0 9 .0 0
8 6 .0 0 -1 0 4 .5 0

1 16 .0 0 1 0 7 .0 0 - 1 2 2 .5 0
1 1 6 .0 0

_

-

*

*

-

-

-

-

1
1

1

-

*

*

2

6"

1
0

KEYPUNCH OPERATORS? CLASS B
8 4 .0 0 —1 IX *00
MESSENGERS (O F FIC E G IRLS)

— — — —
—

2
9

SECRETARIES — --------------------------- ____
NONMANUFACTURING ------------------------- —

•

-

-

-

-

-

1
1

6
6

*

*

*

.

_

-

4 0 .0
4 0 .0

1 2 5 .5 0

122.00

1 2 3 .5 0 1 0 6 .0 0 - 1 4 1 .5 0
1 1 7 .5 0 1 0 1 .5 0 - 1 3 9 .0 0

35

6 0 .0
4 0 .0

1 39 .5 0
1 3 7 .0 0

1 41 .5 0 1 2 6 .0 0 - 1 5 5 .0 0
1 3 7 .5 0 1 2 1 .5 0 - 1 5 5 .5 0

SECRETARIES, CLASS C -----------------NONMANUFACTURING ----------------- —

33
31

4 0 .0
4 0 .0

1 2 7 .0 0
1 2 9 .5 0

120.00

1 0 4 .5 0 - 1 3 4 .5 0
1 1 0 .0 0 - 1 3 5 .0 0

_

SECRETARIES, CLASS 0 -----------NONMANUFACTURING ------- --------- -----

90
50

4 0 .0
4 0 .0

112.00
102.00

1 1 5 .5 0 1 0 0 .5 0 - 1 2 6 .0 0
9 0 .0 0 -1 0 8 .5 0
1 0 1 .5 0

-

STENOGRAPHERS, GENERAL ------------ — __
NONMANUFACTURING -----------— — —

71
57

4 0 .0
4 0 .0

9 6 .5 0
9 7 .5 0

Sw i t c h b o a r d o p e r a t o r s ? c l a s s a
NONMANUFACTURING------- ----------

1
0
6

4 0 .0

8
8

3 8 .0
3 8 .0

SECRETARIES? CLASS B
n o n m a n u f a c t u r in g

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

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

197
124

6
6

1 22 .5 0

-

-

1
0

8

6

9

7

3

*

1
1

*

*

1
1

1
1

*

2
1

-

4
4

1
1

2
2

5
5

-

-

8
8

6
6

3
3

1
2
1
2

6
6

2
1

-

5
5

4

5
5

1
1

9
4

1
2

8
8

3
3

1
1

8 6 .0 0 -1 0 3 .0 0
8 5 .0 0 -1 0 6 .0 0

9 0 .5 0

9 2 .5 0

8 2 .5 0 —1 0 3 .0 0
7 4 .5 0 -1 0 6 .0 0

*

*

2

*

*

1

1

* '

1

7 4 .5 0
7 4 .5 0

7 2 .5 0
7 2 .5 0

5 7 .5 0 5 7 .5 0 -

2
2

1
1

3
3

-

_

_

•

_

*

“

*

1
1

*

•

8

13

_

9 4 .5 0
9 5 .5 0

*

9

1

3

17
17

1
0

7

See footnotes at end of tables.




1
0
8

1

“

7
“

1
0

3
-

1
1

9
9

”

*

g

4 0 .0

SWITCHBOARD OPERATORS, CLASS B ____
NONMANUFACTURING ----------------- —

2

27
9

8 6.00
8 6 .0 0

3

*

15

1
_

*

1

“*

•

*

*

-

1
1

-

-

-

-

-i
____ i

7

T a b le A-1.

O ffice o c c u p a tio n s—men and w om en---- Continued

(A ve rag e stra ig h t-tim e w ee kly hours and earn ing s fo r se le cte d o ccupa tio ns studied on an a re a b a sis by in d u stry d iv is io n , jooise C it y , Idaho, N ov em ber 1971)
W eekly e amings 1
ard)

Sex, o ccupa tio n, and in d u stry d iv is io n

Number
of
workers

Average
weekly
hours1
(standard)

N u m b e r o f w o rk e rs r e c e iv in g s tra ig h t-tim e w ee kly earnings o f—
65

*Under
M ean2

Median2

Middle range2

*
\
165 1

70

80

B5

90

95

100

110

105

120

115

125

13 0

140

15 0

160

170

180

75

80

85

90

95

10 0

5
1

1
1

1

2
1

3
2

3
3

-

5
5

5
5

6
6

1
1

2
2

1
1

129

190

*

and
under
70

WOMEN -

75

and

1
1

105

110

115

125

130

140

15 0

160

170

180

190

C O NT INUE D

SWITCHBOARD O P E R A T O R - R E C E P T I O N I S T S NONMANUFACTURI NG ------------------------------

16
10

4 0 .0
4 0 .0

$
8 6 .0 0
9 0 .0 0

$
8 9 .0 0
9 4 .0 0

$
7 4 .0 0 8 4 .0 0 -

$
9 6 .0 0
9 9 .0 0

T Y P I S T S , C L A S S B -----------------------------------NONMANUFACTURI NG ------------------------------

21
21

3 9 .5
3 9 .5

8 1 .0 0
8 1 .0 0

8 1 .0 0
8 1 .0 0

7 5 .5 0 7 5 .5 0 -

8 7 .5 0
8 7 .5 0

*

“

-

-

1
1

-

See footnotes at end o f tab les.

T a b le A -2 .

P ro fe ssio n a l and tech n ica l o ccu p a tio n s—men

(A verage stra ig h t-tim e w ee kly h o u rs and earn in g s fo r se le cte d o ccupa tio ns studied on an are a b a s is by in d u s try d iv is io n , B o is e C ity , Idaho, N ov em b er 1971)
W eekly earnings 1
( standard)

Sex, occupation, and in d u stry d iv is io n

N u m b er o f w o rk e r s re c e iv in g stra ig h t- tim e w eekly e arn ing s of—
t

Number

Average
weekly
hours1
(standard)

of
woikers

Mean 2

Median 2

Middle range2

t

t

10 10 10
0
1
2

t

»

t

*

130

140

150

10
6

140

150

160

170

$

»

$

t

%

%

20 20 20
0
1
2

170

180

190

180

190

2 0 21 22
0
0
0

*

^

8

t

*

1 ------ 1

230

240

250

260

270

280

290

240

250

260

270

280

290

o ver

and
under

and

10 1
1
20

130

230

MEN

-

*

”

2
2

16

1
2

40.0 122.50 123.00 115.50-136.00
40.0 122.50 123.00 116.00-134.00

2
1

4
3

5
5

5
3

COMPUTER PROGRAMERS,
B U S I N E S S , C L A S S B -------------------------------N O N M A N U F A C T U R I N G ------------------------------

17
14

40.0 189.50 191.50 181.00-199.00
40.0 185.50 189.00 179.50-195.50

COMPUTER SYSTEMS A N A L Y S T S ,
B U S I N E S S , C L A S S A --------------------------------

1
1

o
*

COMPUTER SYSTEMS A N A L Y S T S ,
B U S I N E S S , C L A S S B --------------------------------

7

13
7

COMPUTER O P E RA T OR S , C L AS S B ------------N O N M A N U F A C T U R I N G --------- •--------------------

O

$
$
$
$
40.0 164.00 165.00 152.50-179.00
40.0 165.50 175.00 140.00-192.50

COMPUTER O P E RA T OR S , C L A S S A -------------N O N M A N U F A C T U R I N G ------------------------------

40.0 236.50 205.00 201.50-287.50

CLASS

B --------------------------------

16

40.0 160.00 161.00 148.00-174.50

D RA F TS ME N,

CLASS

C --------------------------------

7

40.5 136.00 135.00 125.00-157.50

* W o rk e rs w e re d is trib u te d as fo llo w s:




1
1

2

3

”

2

“

1
1

3
3

4
4

2
2

_

"

6

-

*

5

-

-

-

-

-

-

-

-

1

5

2

1

2

1

1

2

3 at $ 300 to $ 320; 2 at $ 320 to $ 340; and 1 at $ 340 to $ 360.

-

-

-

1

3

3

1

1

1
1

-

1

1

3

-

-

-

-

-

-

-

-

•

2

1

*

282.50 305.00i 240.00-330.00

D RA F TS ME N,

See footnotes at end of tables.

-

1

-

1

-

-

-

-

-

-

*6

3

-

8

T a b le A -3 .

O ffice, professional, and tech nical o ccu p a tio n s— men and wom en com bined

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Boise City, Idaho, November 1971)
Average

Occupation and industry division

Number
of
worker*

Average

OFFICE OCCUPATIONS -

O FFIC E OCCUPATIONS
BOOKKEEPING-MACHINE OPERATORS,
CLASS B

Number
of

Occupation and industry division

Weekly ^
Weekly
hours 1
(standard) (standard)

$
8 5 .0 0 .

SECRETARIES! -

Art

CONTINUED

O FFIC E OCCUPATIONS

in /,
26
56
8

8

4 0 .0

1 5 4 .5 0

53

ac L K t 1A K 1 c a l

u L A jj

4 0 .0

4 0 .0

AA

-

A

SECRETARIES, CLASS D

8 8 .0 0

PROFESSIONAL AND TECHNICAL
OCCUPATIONS

^

1 1 2 .0 0
1 0 2 .0 0

4 0 .0
4 0 .0

tv

nn

6 .0 0

9 6 *3 0

57
io *o

CONTINUED

1 S T .0 0

*
I?

SECRETARIES, CLASS C

in n

Weekly
earnings 1
(standard)

D

n
f%

^0 0
9C 50
4 0 .0 1 1 1 .5 0

XA A
AuA. o
A
\

-

Weekly
hours 1
(standard)

$
8 1 .0 0

A

. * _J
an ^
f A A 1 2 8 •0 0
I OO A A

Number
of

Occupation and industry division

C U N IIN U ED ,

SECRETARIES, CLASS A
..

zZ
Z3

Average

Weekly
earnings 1
(standard)

Weekly
hours 1
(standard)

1 1 3 .0 0
1 1 2 .5 0

T* n
9 7 * --pU

4 0 .0

AA
AA

18
15

N U N S A N U r A L 1U K 1 N o

A

A
M )*0

1 8 9 .5 0
1 0 6 .0 0

3 9 *5

1 4 3 . ->0

^0 0 1 2 0 .0 0
COMPUTER PR0GRAMERS,

*tT rU *w H

U r t K A 1U K 5 »

LLAj j

□

57
43

4 0 .0
4 0 .0
4 0 .0

8 9 .5 0
8 8 .0 0

11

3 9 .5

8 1 .5 0
0 1 .3 0

BOVS AND G IR L S ) -

3 9 ,5
AA

23

A

a. a

a

7a

A

B

8
8

——— -

SWITCHBOARD 0PERAT0R-R

4 0 .0
4 0 .0

9 2 .5 0
9 0 . ->0

3 8 .0
3 0 *0

7 4 .5 0

A *
4 A *A
0 0

SWITCHBOARD OPERATORS, CLASS
MESSENGERS (O F F IC E

10

SWITCHBOARD OPERATORS, CLASS A
NONMANUFACTURING • * *

O0 * A A
9 A * UO

BUhl K t 55 v

1>LA j j

U

"

6

AA

fO ?

A

Z*

*

0

8

+0 *0

2 3 9 *0 0

1A
16

1 T - -A
1 ■»*» A A

^ 0 *0

i 60 t
1 An * 0 0

1 3 6 *0 0

00

See footnote at end of tables.

T a b le A -4 .

M aintenance and pow erplant o ccup ations

(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Boise City, Idaho, November 1971)
Number of workers receiving straight-time hourly earnings of—

Hourly earnings3

Sex, occupation, and industry division

Number
of
workers

1
3 .2 0

Mean 2 Median2

Middle range 2

*

$

4

*
3 .9 0

$

4 .3 0

1
4 .5 0

i

4 .2 0

t
4 .4 0

*

4 .0 0

1
4 .1 0

*

3 .6 0

1
3 .8 0

1

3 .5 0

I
3 .7 0

*

3 .3 0

I
3 .4 0

4 .6 0

4 .7 0

4 .8 0

4 .9 0

3 .4 0

3 .5 0

3 .6 0

3 .7 0

3 .8 0

3 .9 0

4 .0 0

4 .1 0

4 .2 0

4 .3 0

4 .4 0

4 .5 0

4 .6 0

4 .7 0

4 .8 0

4 .9 0

over

-

2

-

-

7

-

i

and
under
3 .3 0

MEN
M E C H A N IC S , AUTOM OTIVE
(M A IN T E N A N C E ) -----------------------------------NO NM ANUFACTURING ---------------------------

> UuL10 U T I L l l l t o

See footnotes at end of tables,




$
23
18
17

$

$

$

4 .3 6
4 .4 1
4 .4 7

4 .2 9
4 .4 0
4 .5 1

4 .2 1 4 .2 4 4 .2 5 -

4 .5 9
4 .5 8
4 .5 8

1
1

2
1

-

—

—

-

-

—

—

—

—

—

7
—

7

—

—|

7

-

—

2

-

2

—

2

9

T a b le A -5 .

C u stod ial and material m ovem ent occup ations

(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Boise City, Idaho, November 1971)
Number of workers receiving straight-time hourly earnings of—

Hourly earnings^

Sex, occupation, and industry division

Number
of
workers

$----------1------ 1---------i --------1-------- i---------S------- " I
1 .6 0
1 .7 0 1 .8 0 1 .9 0 2 .0 0 2 .1 0 2 .2 0 2 .3 0

and

w a t c h m e n --------------------------------

15

»

2 .4 0

2 .6 0

2 .8 0 3 .0 0

i

T --------- i --------- i --------- 1--------- * ----------1--------- 1--------- 1--------- 1--------- $--------- » —

2 .6 0

2 .8 0

3 .0 0

3 ,2 0

1

-

-

3 .2 0

3 .4 0

3 .6 0

3 .8 0

4 .0 0

4 .2 0

4 .4 0

4 .6 0

4 .8 0

5 .0 0

5 .2 0

4 .6 0

4 ,8 0

5 ,0 0

5 .2 0

*

“

*

”

-

-

-

-

-

-

-

-

17
17

15
15

and
junder

Mean 2

1 .7 0

>UAr DS

I --------- i

2 .4 4 ]
2 .5 5

2 .1 7 |
2 .1 8

1 ,8 0

1 .9 0

2 ,1 0

2 .2 0

2 .3 0

5

1 .9 8 - | 3.331
1 . 9 7 - 3 .3 6

2 .0 0

1

3

2 ,4 0

1

3 .4 0

3 .6 0

3 ,6 0

4

-

* .0 0

4 ,2 0

4 ,4 0

-

5 .4 0

*

WATCHMEN
2 .5 3

2 .1 0

1 .9 7

3 .3 6

78

2 .2 5

2 .4 1

1 .7 5 -

2 .6 1

16

49

JA N ITO R S , PORTERS, AND CLEANERS ------

2 .0 9

2 .0 5

1 .6 8 -

2 .5 6

16

3 ^3

8
13

3 .3 0
2 .7 9

3 .2 3
3 .2 8
3 .2 2

2 .4 8 3 .0 3 2 .3 8 -

3 .3 3
3 .7 6
3 .2 9

3 .1 4

3 .1 7

3 .1 2 -

3 fll
~ 4 .0 7

3 54
3 .6 5

3 15
3 .0 6 3 .0 2 -

3 73
5 .1 4
5 .1 9

2 .7 2

2 .7 0

2 .4 8 2 .2 5 -

3 .0 5
3 .2 6

3 T93

4 .0 5

2 .8 4 2 .8 3 -

5 .1 5
5 .1 5

4 .2 1

1

3

20
12
8

4

14

-

1

3 .4 9
3 .4 9

3 .5 6

3 .2 3 -

3 .0 7
3 .0 1

3 22
2 .8 9
3 .2 4

2 .8 6 2 .8 1 3 .2 1

3 .2 9
3 .3 5
3 .2 7

1
1

1
1

3 .7 4

40
21

25

3 .7 9

28

TRUCKDRIVERS. LIG H T

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

4

3 .3 5

1W
PUBLIC U T I L I T I E S

6

1

3 .2 7

11

NONMANUFACTURING--------------------------------

1

5 13

3 .1 4 -

3 04

*
7

67

-

-

-

2

-

-

-

2

3

7

2

-

-

-

-

2

J

-

-

1
*

*2

1
-

-

-

-

-

-

1
1

4

1

1

2

9

7

8

2

8

2

-

(UNDER
10
8

TRUCKDRIVERS, MEDIUM ( 1 - 1 / 2

2

1

2

1

TO

3 .3 9
37

?

3

2

10

2
2

17

TRU CKDRIVERS. HEAVY (OVER 4 TONS,
5?

1
1

13

2
6

*

*

20
5
15

3
2

TRUCKDRIVERS, HEAVY (OVER 4 TONS,

1 Uv. In l K j | r UHtK 11 U K rL 1 r 1 J
HANUr A L T U I'l No ” ”
— — —
— — —

See footnotes at end of tables.




— —
—

1

2
*

11
?
2

1

?
8
2
2

1

10

Footnotes

1 Standard hours r e fle c t the w ork w eek fo r which em p loyees r e c e iv e th e ir re g u la r s tra ig h t-tim e s a la rie s (e x c lu s iv e o f pay fo r o v e rtim e
at re g u la r and/or p rem iu m ra te s ), and the earnings co rresp o n d to these w e e k ly hours.
2 The m ean is com puted fo r each jo b by totalin g the earnings o f a ll w o rk e rs and d ividin g by the num ber o f w o rk e rs .
The m edian
design ates p osition — h a lf o f the em p loyees su rveyed r e c e iv e m o re than the rate shown; h a lf r e c e iv e le s s than the rate shown.
The m id d le
range is defin ed by 2 ra tes o f pay; a fourth of the w o rk e rs earn le s s than the lo w e r o f th ese rates and a fourth earn m o re than the h igh er rate.
3 E xclu d es p rem iu m pay fo r o v e rtim e and fo r w o rk on w eekends, h olid a ys, and late shifts.




A p p e n d ix . O c c u p a tio n a l D e s c rip t io n s
The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate
occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and
from area to area. This perm its the grouping of occupational wage rates representing comparable job content. Because of this emphasis on
interestablishment and interarea comparability o f occupational content, the Bureau's job descriptions m ay d iffer significantly from those in use in
individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed
to exclude working supervisors; apprentices; learn ers; beginners; trainees; and handicapped, part-tim e, tem porary, and probationary workers.

O FFICE
C LERK, ACCOUNTING— Continued

B IL L E R , MACHINE
Prepares statements, bills, and invoices on a machine other than an ordinary or electrom atic typew riter. May also keep records as to billings or shipping charges or perform other
cle rica l work incidental to billing operations. F or wage study purposes, b ille rs , machine, are
classified by type of machine, as follows:
B ille r, machine (billing m achine). Uses a special billing machine (combination typing
and adding machine) to prepare bills and invoices from custom ers' purchase orders, in ter­
nally prepared orders, shipping memorandums, etc. Usually involves application of p re ­
determined 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 o f carbon copies o f the b ill being
prepared and is often done on a fanfold machine.
B ille r, machine (bookkeeping machine). Uses a bookkeeping machine (with or without
a typew riter keyboard) to prepare custom ers' bills as part of the accounts receivable opera­
tion. 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 knowl­
edge of bookkeeping. Works from uniform and standard types of sales and credit slips.
BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typew riter keyboard) to keep a record
of business transactions.
Class A . Keeps a set of records requiring a knowledge o f and experience in basic
bookkeeping principles, and fa m iliarity with the structure of the particular accounting system
used. Determines proper records and distribution o f debit and credit item s to be used in each
phase of the work. May prepare consolidated reports, balance sheets, and other records
lay hand.
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, custom ers' accounts (not including a simple type of billing described under b iller,
machine), cost distribution, expense distribution, inventory control, etc. May check or assist
in preparation of tria l balances and prepare control sheets fo r the accounting department.
C LER K, ACCOUNTING
P erform s one or m ore accounting clerica l tasks such as posting to registers and ledgers;
•econciling bank accounts; verifying the internal consistency, completeness, and mathematical
accuracy of accounting documents; assigning prescribed accounting distribution codes; examining
and verifyin g fo r clerica l accuracy various types of reports, lists, calculations, posting, etc.;
or preparing simple or assisting in preparing m ore complicated journal vouchers. May work
in either a manual or automated accounting system.
The work requires a knowledge of cle rica l methods and office practices and procedures
which relates to the cle rica l processing and recording of transactions and accounting information.
With experience, the w orker typically becomes fam iliar with the bookkeeping and accounting term s
and procedures used in the assigned work, but is not required to have a knowledge o f the form al
principles o f bookkeeping and accounting.




Positions are classified into levels on the basis of the following definitions.
Class A . Under general supervision, perform s accounting cle rica l operations which
require the application of expedience and judgment, for example, c le rica lly processing com ­
plicated or nonrepetitive accounting transactions, selecting among a substantial va riety 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.
Class B . Under close supervision, following detailed instructions and standardized p ro­
cedures, perform s one or m ore routine accounting cle rica l operations, such as posting to
ledgers, cards, or worksheets where identification of items and locations of postings are
cle a rly indicated; checking accuracy and completeness o f standardized and repetitive records
or accounting documents; and coding documents using a few prescribed accounting codes.
CLERK, F IL E
F iles , cla ssifies, and retrieves m aterial in an established filing system. May perform
cle rica l and manual tasks required to maintain file s. Positions are classified into levels on the
basis of the following definitions.
Class A . C lassifies and indexes file m aterial such as correspondence, reports, tech­
nical documents, etc., in an established filing system containing a number o f varied subject
m atter file s . May also file this m aterial. May keep records of various types in conjunction
with the file s. May lead a small group o f low er level file clerks.
Class B . Sorts, codes, and file s
ings or partly classified m aterial by
cro s s-referen ce aids. As requested,
wards m aterial. May perform related

Class C . P erform s routine filin g of m aterial that has already been classified or which
is easily classified in a simple serial classification system (e.g., alphabetical, chronological,
or num erical). As requested, locates readily available m aterial in file s and forwards m a­
terial; and may f i l l out withdrawal charge. May perform simple cle rica l and manual tasks
required to maintain and service file s.
C LERK, ORDER
R eceives custom ers' orders fo r m aterial or merchandise by m ail, phone, or personally.
Duties involve any combination of the follow in g: Quoting prices to customers; making out an order
sheet listing the item s to make up the order; checking prices and quantities of items on order
sheet; and distributing order sheets to respective departments to be filled . May check with credit
department to determine credit rating o( customer, acknowledge receipt of orders from customers,
follow up orders to see that they have been filled , keep file of orders received, and check shipping
invoices with original orders.
C LER K, P A Y R O L L
Computes wages of company em ployees and enters the necessary data on the payroll
sheets. Duties involve: Calculating w orkers' earnings based on time or production records; and
posting calculated data on payroll sheet, showing information such as w orker's name, working
days, tim e, rate, deductions fo r insurance, and total wages due. May make out paychecks and
assist paymaster in making up and distributing pay envelopes. May use a calculating machine.

NOTE: The Bureau has discontinued collecting data fo r oilers and plumbers.

11

unclassified m aterial by simple (subject m atter) head­
finer subheadings. Prepares simple related index and
locates clea rly identified m aterial in file s and fo r ­
cle rica l tasks required to maintain and service file s.

12
COM PTOM ETER O PERATO R

SECRETARY— Continued

P rim a ry duty is to operate a Comptometer to perform mathematical computations. This
job is not to be confused with that o f statistical or other type of clerk, which m ay involve fr e ­
quent use of a Com ptom eter but, in which, use of this machine is incidental to perform ance of
other duties.

N O TE : The term "corporate o ffice r, " used in the lev el definitions following, refers to
those officia ls who have a significant corporate-w ide policymaking role with regard to m ajor
company activities. The title "v ic e presid en t," though norm ally indicative of this role, does not
in all cases identify such positions. V ice presidents whose prim ary responsibility is to act p e r­
sonally on individual cases or transactions (e.g., approve or deny individual loan or credit actions;
administer individual trust accounts; directly supervise a c le ric a l staff) are not considered to be
"corporate o ffic e r s " fo r purposes of applying the following level definitions.

KEYPU NCH O PERATOR
Operates a keypunch machine to record or v e r ify alphabetic and/or numeric data on
tabulating cards or on tape.
Positions are cla ssified into levels on the basis of the following definitions.

1. Secretary to the chairman of the board or president o f a company that employs, in
all, over 100 but few er than 5,000 persons; or

Class A . Work requires the application of experience and judgment in selecting proce­
dures to be followed and in searching fo r, interpreting, selecting, or coding item s to be
keypunched from a va riety of source documents. On occasion m ay also perform some routine
keypunch work. May train inexperienced keypunch operators.
Class B . Work is routine and repetitive. Under close supervision o r following specific
procedures or instructions, works from various standardized source documents which have
been coded, and follow s specified procedures which have been prescribed in detail and require
little or no selecting, coding, o r interpreting of data to be recorded. R efers to supervisor
problem s arising from erroneous item s or codes or m issing information.
MESSENGER (O ffice Boy or G irl)

2. Secretary to a corporate o ffice r (other than the chairman o f the board or president)
of a company that employs, in all, over 5, 000 but few er than 25, 000 persons; or
3. Secretary to the head, im m ediately below the corporate o ffic e r lev el, of a m ajor
segment or subsidiary o f a company that employs, in all, over 25,000 persons.
Class B
1. Secretary to the chairman o f the board or president of a company that employs, in
all, few er than 100 persons; or
2. Secretary to a corporate o ffice r (other than the chairman of the board or president)
of a company that employs, in all, over 100 but few er than 5,000 persons; or

P erform s various routine duties such as running errands, operating m inor office m a­
chines such as sealers or m a ile rs, opening and distributing m ail, and other m inor c le rica l work.
Exclude positions that require operation o f a m otor vehicle as a significant duty.
SE CR ETAR Y
Assigned as personal secretary, norm ally to one individual. Maintains a close and highly
responsive relationship to the day-to-day work of the supervisor. Works fa ir ly independently r e ­
ceiving a minimum of detailed supervision and guidance. P e rfo rm s varied c le ric a l and secretarial
duties, usually including m ost of the follow in g:
a. Receives telephone ca lls, personal ca llers , and incoming m ail, answers routine in­
quiries, and routes technical inquiries to the proper persons;
b.

Establishes, maintains, and revises the su pervisor's files;

c.

Maintains the su pervisor's calendar and makes appointments as instructed;

d.

Relays m essages from supervisor to subordinates;

e. Reviews correspondence, memorandums, and reports prepared by others for the
su pervisor's signature to assure procedural and typographic accuracy;
f.

Class A

3. Secretary to the head, im m ediately below the o ffice r le v e l, over either a m ajor
corporate-w ide functional activity (e.g., marketing, research, operations, industrial rela tions, etc.) or a m ajor geographic or organizational segment (e.g ., a regional headquarters;
a m ajor division) o f a company that employs, in all, over 5,000 but few er than 25,000
em ployees; or
4. Secretary to the head o f an individual plant, factory, etc. (o r other equivalent lev el
of o fficia l) that em ploys, in all, over 5,000 persons; or
5. Secretary to the head of a la rge and important organizational segment (e.g., a middle
management supervisor of an organizational segment often involving as many as several
hundred persons) or a company that em ploys, in all, over 25,000 persons.
Class C
1. Secretary to an executive or m anagerial person whose responsibility is not equivalent
to one o f the specific lev el situations in the definition fo r class B, but whose organizational
unit norm ally numbers at least several dozen em ployees and is usually divided into organ iza­
tional 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; m;
2. Secretary to the head of an individual plant, factory, etc. (or other equivalent lev el
o f officia l) that employs, in all, few er than 5,000 person s.
Class D

P erform s stenographic and typing work.

May also perform other c le rica l and secretarial tasks of comparable nature and difficulty.
The work typically requires knowledge of office routine and understanding o f the organization,
program s, and procedures related to the work of the supervisor.
Exclusions
Not a ll positions that are titled "s e c r e ta r y " possess the above characteristics.
of positions which are excluded from the definition are as follows:
a.

Positions which do not m eet the "personal"

b.

1. Secretary to the supervisor or head of a sm all organizational unit (e.g., few er than
about 25 or 30 persons); o r
2. Secretary to a nonsupervisory staff specialist, professional em ployee, adm inistra­
tive o ffic e r , or assistant, skilled technician or expert. (N O TE: Many companies assign
stenographers, rather than secretaries as described above, to this level of supervisory or
nonsupervisory w orker.)

Examples

Stenographers not fully trained in secreta ria l type duties;

secreta ry concept described above;

c. Stenographers serving as o ffice assistants to a group o f professional, technical, or
m anagerial persons;
d. Secretary positions in which the duties are either substantially m ore routine or sub­
stantially m ore complex and responsible than those characterized in the definition;

STENOGRAPHER
P rim a ry duty is to take dictation using shorthand, and to transcribe the dictation. May
also type from w ritten copy. May operate from a stenographic pool. May occasionally transcribe
from vo ice recordings (if prim a ry duty is transcribing from recordings, see Transcribing-M achine
O perator, General).
N O TE : This job is distinguished from that of a secreta ry in that a secretary norm ally
works in a confidential relationship with only one manager or executive and perform s m ore
responsible and discretionary tasks as described in the secreta ry job definition.
Stenographer, General

e. Assistant type positions which involve m ore difficult or m ore responsible tech­
nical, adm inistrative, supervisory, or specialized c le ric a l duties which are not typical of
se creta ria l work.




Dictation involves a normal routine vocabulary. May maintain file s , keep simple records,
or perform other rela tiv ely routine c le rica l tasks.

13
STENOGRAPHER— Continued

TABULATING-M ACHINE OPERATOR (E le c tric Accounting Machine O perator)— Continued

Sten ographer, Senior

P osition s a re c la ss ifie d into le v e ls on the b a sis of the following definitions.

Dictation involves a v aried technical o r sp ec ia lize d vocabulary such a s in le g al b rie fs
o r rep o rts on scien tific r e se a r c h . May a lso set up and m aintain file s , keep r e c o r d s, etc.
OR
P e rfo rm s stenographic duties requ iring significan tly g re a te r independence and resp o n ­
sib ility than sten ograp h er, g en eral, a s evidenced by the following: Work req u ires a high
d egree of stenographic speed and accu racy ; a thorough working knowledge of general b u sin ess
and office procedure; and of the sp ecific b u sin e ss o p eration s, organization, p o lic ie s, p ro c e ­
d u res, file s , workflow, etc. U se s th is knowledge in p erform in g stenographic duties and
resp o n sible c le r ic a l ta sk s such a s m aintaining followup file s ; assem b lin g m ate rial for rep o rts,
m em oran dum s, and le tte r s ; com posing sim ple le tte rs from general in stru ction s; reading and
routing incoming m ail; and answ ering routine q uestio n s^ etc.
SWITCHBOARD OPERATOR
C la s s A . O perates a single- or m ultiple-position telephone sw itchboard handling incoming,
outgoing, intraplant or office c a lls . P e rfo rm s full telephone inform ation se rv ic e or handles
com plex c a lls , such a s conference, c o lle ct, o v e r s e a s , or sim ila r c a lls , either in addition to
doing routine work as d escrib ed fo r sw itchboard o p e rato r, c la ss B , or a s a fu ll-tim e
assign m en t. ("F u ll" telephone inform ation se r v ic e o ccu rs when the establish m en t has v arie d
functions that a re not read ily understandable fo r telephone inform ation p u rp o se s, e .g ., becau se
of overlapping or in terrelated functions, and consequently p resen t frequent p roblem s a s to
which extensions a re appropriate fo r c a lls .)
C la s s B . O perates a single- or m ultiple-position telephone switchboard handling incom ing,
outgoing, intraplant or office c a lls . May handle routine long distance c a lls and reco rd to lls.
May p erfo rm lim ited telephone inform ation se rv ic e . ("L im ite d " telephone inform ation se rv ic e
o c c u rs if the functions of the establishm ent serv ic e d a re read ily understandable for telephone
inform ation p u rp o se s, or if the req u ests a re routine, e .g ., giving extension num bers when
sp ec ific nam es a re furn ished, or if com plex c a lls a re re fe rre d to another op erator.)
T h ese c la ssific a tio n s do not include sw itchboard o p e rato rs in telephone com panies who
a s s i s t c u sto m ers in placing c a lls .
SWITCHBOARD OPERATO R-RECEPTIO NIST
In addition to p erform in g duties of o p erato r on a sin gle-p osition or m onitor-type sw itch­
board, a c ts a s recep tio n ist and m ay a lso type o r p e rfo rm routine c le r ic a l work a s p art of reg u lar
d uties. This typing o r c le r ic a l work m ay take the m ajo r p art of this w o rk e r's tim e while at
sw itchboard.
TABULATING-MACHINE OPERATOR (E lec tric Accounting Machine O perator)
O perates one or a v ariety of m achines such a s the tab ulator, calcu lato r, co llato r, in ter­
p re te r, so rte r , reproducing punch, etc. Excluded from this definition a re working su p e rv iso r s.
A lso excluded a re o p e rato rs of electron ic d igital co m p uters, even though they m ay a lso operate
EAM equipment.

C la s s A . P e rfo rm s com plete reporting and tabulating assign m en ts including devising
difficult control panel w iring under gen eral supervision . A ssignm ents typically involve a
variety of long and com plex re p o rts which often a re ir r e g u la r or nonrecurring, requiring
som e planning of the nature and sequencing of operations, and the use of a v arie ty of m a ­
chin es. Is typ ically involved in train in g new o p erato rs in machine operations or training
low er level o p e rato rs in w iring from d iag ram s and in the operating sequences of long and
com plex re p o rts. Does not include positions in which wiring resp on sibility is lim ited to
selection and in sertion of prew ired b o ard s.
C la s s B . P e rfo rm s work accordin g to establish ed p roced ures and under sp ecific in­
stru ctio n s. A ssignm ents typically involve com plete but routine and recu rrin g rep o rts or p arts
of la r g e r and m ore com plex re p o rts. O perates m ore difficult tabulating or e le ctric a l a c ­
counting m achines such a s the tabulator and calcu lato r, in addition to the sim p ler m achines
used by c la s s C o p e ra to rs. May be requ ired to do som e wiring from d iag ram s. May train
new em ployees in b a sic m achine op eration s.
C la s s C . Under sp ecific in stru ctio n s, o p e rates sim ple tabulating or e le ctrica l accounting
m achines such a s the s o rte r , in terp rete r, reproducing punch, collato r, etc. A ssignm ents
typically involve portions of a work unit, for exam ple, individual sortin g or collating runs,
or repetitive op eration s. May p erform sim ple wiring from d iag ram s, and do som e filing work.
TRANSCRIBING-MACHINE OPERATOR, G EN ERAL
P rim a ry duty is to tra n sc rib e dictation involving a norm al routine vocabulary from
tran scrib in g-m ach in e re c o r d s. May a lso type from written copy and do sim ple c le r ic a l work.
W orkers tran scrib in g dictation involving a v a rie d technical or sp ecialized vocabulary such as
le g al b rie fs or rep o rts on scien tific r e se a r c h a re not included. A w orker who tak es dictation
in shorthand or by Stenotype or sim ila r m achine is c la ss ifie d a s a stenographer.
TY PIST
U se s a typew riter to m ake cop ies of variou s m a te r ia ls or to m ake out bills a fter ca lc u la ­
tions have been m ade by another p erson . May include typing of sten cils, m a ts, or sim ila r m a te ­
r ia ls for u se in duplicating p r o c e s s e s . May do c le r ic a l work involving little sp ecial training, such
a s keeping sim p le r e c o r d s, filing re c o rd s and re p o rts, or sorting and distributing incoming m ail.
C la s s A . P e rfo rm s one or m ore of the following: Typing m ate rial in final form when
it involves com bining m ate rial from se v e ra l so u rc e s; or resp on sib ility for co rrect spelling,
syllabication , punctuation, e tc., of technical or unusual words or foreign language m a te ­
r ia l; or planning layout and typing of com plicated s ta tistic a l tab le s to m aintain uniform ity
and balance in spacin g. May type routine form le tte r s , varying d etails to suit c ircu m sta n ce s.
C la s s B . P e rfo rm s one or m ore of the following: Copy typing from rough or cle ar
d ra fts; or routine typing of fo rm s, in su ran ce p o lic ie s, e tc.; or setting up sim ple standard
tabulations; or copying m ore com plex tab les alrea d y set up and spaced properly.

P R O F E S S IO N A L A N D T E C H N IC A L
COM PUTER OPERATOR
M onitors and o p e rates the control console of a d igital com puter to p r o c e ss data according
to operating| in stru ctio n s, u sually p rep ared by a p ro g ra m e r. Work includes m o st of the follow ing:
Stu dies/in struction s to determ ine equipment setup and o p eration s; loads equipment with requ ired
item s (tapej r e e ls , c a rd s, etc.); sw itches n e c e ssa r y au xiliary equipment into circu it, and s ta r ts
and op erates| com puter; m ak es adjustm en ts to com puter to c o rre c t operating p roblem s and m eet
sp e c ia l conditions;! review s e r r o r s m ade during operation and determ in es cau se or r e fe r s problem
to su p e rv iso r or p ro g ra m er; and m aintains operating r e c o r d s. May te st and a s s i s t in correctin g
p ro g ram .
F o r wage study p u rp o se s, com puter o p e ra to rs a re c la ss ifie d as follow s:

COM PUTER OPERATOR— Continued
of new p ro g ra m s requ ired ; altern ate p ro g ra m s a re provided in c a se o rigin al p rogram needs
m ajo r change or cannot be co rrecte d within a reason able tim e. In common e rr o r situ a ­
tion s, d iagn oses cause and tak e s co rrectiv e action. This usually involves applying p reviou sly
p rogram ed co rrectiv e ste p s, o r usin g stan dard correction techniques.
OR
O p erates under d ire ct su p ervision a com puter running p ro g ram s or segm ents of p ro g ra m s
with the c h a ra c te ristic s d escrib e d fo r c la s s A. May a s s is t a higher level operator by inde­
pendently perform in g le s s difficult ta sk s a ssig n e d , and p erform in g difficult ta sk s following
detailed in struction s and with frequent review of operations perform ed.
C la s s C . Works on routine p ro g ra m s under clo se supervision . Is expected to develop
working knowledge of the com puter equipment used and ability to detect problem s involved in
running routine p ro g ra m s. U sually has received som e form al train in g in com puter operation.
May a s s i s t higher level op erator on com plex p ro g ra m s.

C la s s A . O perates independently, o r under only g en eral direction , a com puter running
p ro g ra m s with m o st of the following c h a ra c te ris tic s : New p ro g ra m s a re frequently tested
and introduced; scheduling requ irem en ts a re of c r itic a l im portance to m inim ize downtime;
the p ro g ra m s a re of com plex design so that identification of e r r o r so u rce often req u ires a
working knowledge of the total p ro g ram , and altern ate p ro g ra m s m ay not be availab le. May
give direction and guidance to lower lev el o p e ra to rs.

COM PUTER PROGRAMER, BUSINESS

C la s s B . O perates independently, o r under only gen eral d irection , a com puter running
p ro g ra m s with m o st of the following c h a ra c te ris tic s : M ost of the p ro g ra m s a re e stablish ed
production ru n s, typ ically run on a reg u larly rec u rrin g b a sis; there i s little o r no testin g

Converts statem en ts of b u sin e ss p ro b le m s, typ ically p rep ared by a sy stem s an alyst, into
a sequence o f detailed in struction s which a re requ ired to solve the p roblem s by autom atic data
p ro c e ssin g equipm ent. Working from ch arts o r d ia g ra m s, the p ro g ra m er develops the p r e c ise in ­
stru ctions which, when entered into the com puter sy stem in coded language, cau se the m anipulation




14
COM PUTER PROGRAM ER, BUSINESS— Continued
of data to achieve d e sire d r e s u lt s . Work involves m o st of the follow ing: A pplies knowledge of
com puter c a p a b ilitie s, m ath e m atics, logic employed by co m p uters, and p articu lar subject m atter
involved to analyze ch a rts and d ia g ra m s of the problem to be p rogram ed ; develops sequence
of p ro g ram ste p s; w rites d etailed flow ch a rts to show o rd e r in which data will be p ro c e sse d ;
con verts th ese ch a rts to coded in struction s fo r m achine to follow; te sts and c o r r e c ts p ro g ra m s;
p re p a re s in struction s fo r operating p erson nel during production run; an alyzes, review s, and a lte r s
p ro g ra m s to in c re a se operating efficien cy or adapt to new requ irem en ts; m ain tain s re c o rd s of
p rog ram developm ent and re v isio n s. (NOTE: W orkers perform in g both sy stem s a n a ly sis and p ro ­
gram in g should be c la ss ifie d a s sy ste m s a n aly sts if th is is the sk ill used to determ ine th eir pay.)
Does not include em ployees p r im a rily resp o n sib le for the m anagem ent or su p ervision of
other electro n ic data p r o c e ssin g em p lo y ees, or p ro g ra m e rs p rim a rily concerned with scien tific
an d /o r engineering p ro b le m s.
F o r wage study p u r p o se s, p ro g ra m e r s a re c la ss ifie d a s follow s:
C la s s A. Works independently o r under only g en eral direction on com plex p roblem s which
req u ire com petence in a ll p h ase s of p ro gram in g concepts and p r a c tic e s. Working from d ia ­
g ram s and ch a rts which identify the nature of d e sire d r e s u lts, m ajo r p ro c e ssin g step s to be
accom p lish ed, and the relatio n sh ip s between v ario u s step s of the problem solving routine;
plans the full range o f p ro gram in g actions needed to efficien tly utilize the com puter system
in achieving d e sire d end p ro du cts.
At th is le v e l, p ro gram in g i s difficult b ecau se com puter equipment m u st be organ ized to
produce se v e r a l in terrelate d but d iv e rse products from num erous and d iv e rse data elem ents.
A wide v arie ty and extensive num ber of in tern al p ro c e ssin g actions m ust occu r. This req u ires
such actions a s developm ent of com mon operations which can be reu sed , establishm ent of
linkage points between o p e ratio n s, adjustm en ts to data when p rogram requ irem en ts exceed
com puter sto ra g e capacity, and substan tial m anipulation and resequencing of data elem ents
to form a highly in tegrated p ro g ra m .
May provide functional direction to low er level p ro g ra m e rs who a re a ssig n e d to a s s is t .
C la s s B . Works independently o r under only gen eral d irection on relativ e ly sim ple
p r o g ra m s, or on sim p le segm en ts of com plex p ro g ra m s. P ro g ra m s (or segm ents) u su ally
p r o c e s s inform ation to produce data in two or three v a rie d sequences o r fo rm a ts. R eports
and listin g s a re produced by refinin g, adapting, arra y in g , or m aking m inor additions to or
deletions fro m input data which a re read ily av ailab le . While num erous r e c o rd s m ay be
p r o c e sse d , the data have been refined in p rio r actions so that the a ccu racy and sequencing
of data can be te ste d by using a few routine ch eck s. T y p ically, the p ro g ram d eals with
routine record -k eep in g type op eratio n s.
OR
Works on com plex p ro g ra m s (as d esc rib e d fo r c la s s A) under clo se direction of a higher
level p ro g ra m e r o r su p e rv iso r. May a s s i s t higher lev el p ro g ra m er by independently p e r ­
form ing le s s d ifficult ta s k s a ssig n e d , and perform in g m ore d ifficult ta s k s under fa irly close
d irection .
May guide o r in stru ct low er lev el p r o g ra m e r s.
C la s s C . M akes p ra c tic a l application s of p ro gram in g p ra c tic e s and concepts usually
learn ed in fo rm al train in g c o u r se s. A ssign m en ts a re designed to develop com petence in the
application of stan dard p ro ced u res to routine p ro b le m s. R e ce iv e s clo se su p ervision on new
a sp e c ts of a ssig n m e n ts; and work is review ed to v e rify its accu racy and conform ance with
req u ired p ro c ed u re s.
COM PUTER SYSTEM S AN ALYST, BUSINESS
A nalyzes b u sin e ss p ro b lem s to form ulate p ro ced u re s fo r solving them by use of electron ic
data p ro c e ssin g equipment. D evelops a com plete d escrip tio n of all sp ecification s needed to enable
p ro g ra m e rs to p re p a re req u ired d igital com puter p ro g ra m s. Work involves m o st of the following:
A nalyzes su b ject-m atter op eration s to be autom ated and iden tifies conditions and c r ite r ia required
to achieve sa tisfa c to ry r e s u lts; sp e c ifie s number and types of re c o r d s, file s , and docum ents to
be used; outlines actions to be perfo rm ed by person nel and com puters in sufficien t detail for
p resen tation to m anagem ent and for p rogram in g (typically this involves p rep aration of work and
data flow c h a rts); coordin ates the developm ent of te st p roblem s and p articip a tes in tr ia l runs of
new and rev ise d s y ste m s: and recom m ends equipment changes to obtain m ore effective o v e ra ll
o p eratio n s. (NOTE: W orkers perform in g both sy ste m s a n a ly sis and program ing should be c la s ­
sified as sy ste m s a n aly sts if th is is the sk ill used to determ ine their pay.)

COM PUTER SYSTEM S AN ALYST, BUSINESS— Continue-*
every item of each type is autom atically p ro c e sse d through the full sy stem of reco rd s and
app rop riate followup actions a re in itiated by the com puter.) C on fers with p e rso n s concerned to
determ ine the data p ro c e ssin g p roblem s and a d v ise s su b ject-m a tter person nel on the im p lica ­
tions of new or rev ise d sy ste m s of data p ro c e ssin g op eration s. M akes recom m en dation s, if
needed, for approval of m a jo r sy stem s in stallation s or changes and fo r obtaining equipment.
May provide functional direction to low er level sy ste m s a n a ly sts who a re a ssig n e d to
a s s is t .
C la s s B . Works independently or under only g en eral d irection on p roblem s that a re
relativ e ly uncom plicated to analyze, plan, p ro g ra m , and op erate. P ro b le m s a re of lim ited
com plexity b ecau se so u rces of input data a re hom ogeneous and the output data a re clo sely
relate d . (F o r exam ple, develops sy ste m s fo r m aintaining d ep ositor accounts in a bank,
m aintaining accounts receivab le in a r e ta il establish m en t, or m aintaining inventory accounts
in a m anufacturing or w holesale establishm ent.) C on fers with p e rso n s concerned to determ ine
the data p ro c e ssin g p roblem s and a d v ise s su b ject-m a tter p erson n el on the im p lication s of the
data p ro c e ssin g sy ste m s to be applied.
OR
Works on a segm ent of a com plex data p ro c e ssin g schem e or sy stem , a s d escrib e d for
c la s s A. Works independently on routine assig n m e n ts and re c e iv e s in struction and guidance
on com plex a ssig n m e n ts. Work is review ed fo r accu racy of judgm ent, com pliance with in ­
stru ctio n s, and to in su re p ro p er alinem ent with the o v e ra ll sy stem .
C la s s C . Works under im m ediate su p ervision , ca rry in g out a n a ly se s a s assig n ed , usually
of a single activity. A ssign m en ts a re designed to develop and expand p ra c tic a l experien ce
in the application of p ro ced u res and sk ills requ ired for sy ste m s a n a ly sis work. F o r exam ple,
m ay a s s i s t a higher le v e l sy ste m s an alyst by p rep arin g the detailed sp ecification s requ ired
by p ro g ra m e r s from inform ation developed by the higher level an alyst.
DRAFTSMAN
C la s s A . P lan s the graphic presentation of com plex item s having d istin ctive design
fe a tu res that d iffer sign ifican tly from estab lish e d drafting p reced en ts. Works in clo se sup­
port with the d esign o rig in a to r, and m ay recom m end m inor d esign ch an ges. A nalyzes the
effect of each change on the d etails of form , function, and p osition al relation sh ip s of com ­
ponents and p a r t s . Works with a m inim um o f su p e rv iso ry a ss is ta n c e . Com pleted work is
review ed by d esign o rigin ator fo r con sisten cy with p rio r engineering determ in ations. May
either p re p a re draw in gs, or d ire ct th eir p rep aration by low er level d raftsm en .
C la s s B . P e rfo rm s nonroutine and com plex drafting assig n m en ts that requ ire the ap p li­
cation o f m o st of the stan dardized drawing techniques reg u larly u sed. Duties typ ically in ­
volve such work a s: P re p a re s working draw ings of su b a sse m b lie s with ir r e g u la r sh ap es,
m ultiple functions, and p r e c is e p ositional relation sh ip s between com ponents; p re p a re s a rc h i­
te ctu ral draw ings for construction of a building including d etail drawings^of foundations, wall
sectio n s, floor p lan s, and roof. U ses accepted form u las and m an uals in m aking n e c e ssa r y
com putations to determ ine quantities o f m a te r ia ls to be u sed , load c a p a c itie s, stren gth s,
s t r e s s e s , etc. R e ce iv e s in itial in stru ctio n s, req u irem e n ts, and advice from su p e rv iso r.
Com pleted work is checked for technical adequacy.
C la ss C . P re p a re s detail draw ings of single units or p a rts for engineering, construction,
m anufacturing, o r re p a ir p u rp o se s. Types of draw ings p rep a re d include iso m e tric p rojection s
(depicting three d im ensions in accu rate scale ) and section al view s to c la rify positioning of
components and convey needed inform ation. C on solidates d eta ils from a number of so u rces
and ad ju sts o r tr a n sp o se s sc a le a s requ ired . Suggested m ethods of approach, applicable
p rece d en ts, and advice on sou rce m a te r ia ls a re given with in itial a ssig n m e n ts. Instruction s
a re le s s com plete when assig n m en ts recu r. Work m ay be spot-checked during p r o g r e s s.
D RAFTSM AN -TRACER
Copies plans and draw ings p rep are d by oth ers by placing tracin g cloth or p ap er over
draw ings and tracin g with pen or pencil. (Does not include tracin g lim ited to plans p rim a rily
con sistin g of straig h t lin es and a la rg e sc a le not requ iring clo se delineation.)
AND/OR
P re p a re s sim p le or rep etitive draw ings of e a sily v isu alize d ite m s. Work is clo sely su p erv ised
during p r o g r e s s .
ELECTR O N IC TECHNICIAN

Does not include em ployees p rim a rily resp o n sible fo r the m anagem ent or su p ervision
of other electron ic data p ro c e ssin g em p lo y ees, or sy stem s a n aly sts p rim a rily concerned with
scien tific or engineering p ro b le m s.
F o r wage study p u rp o se s, sy ste m s an aly sts a re c la ssifie d as follow s:

Works on variou s types of electron ic equipment or sy ste m s by perform in g one or m ore
of the following o p eration s: M odifying, in stallin g, rep a irin g , and overhauling. T h ese operations
requ ire the perform an ce of m o st or all of the following ta s k s : A ssem b lin g , testin g, adjusting,
calibratin g, timing, and alining.

C la s s A. Works independently or under only general direction on com plex p roblem s in­
volving a ll p h ase s of sy ste m s a n a ly sis. P ro b lem s a re com plex becau se of d iv erse so u rc e s of
input data and m u ltip le -u se req u irem en ts of output data. (F o r exam ple, develops an in tegrated
production scheduling, inventory con trol, co st a n a ly sis, and sa le s a n a ly sis reco rd in which

Work is nonrepetitive and re q u ires a knowledge of the theory and p ractice of ele ctro n ics
pertaining to the u se o f gen eral and sp ecia lize d e lectron ic te st equipment; trouble a n a ly sis; and
the operation, relation sh ip , and alinem ent of e lectron ic s y ste m s, su b sy ste m s, and circu its having
a v arie ty of component p a r ts .




15
E LECTR O N IC TECHNICIAN— Continued

N U RSE, INDUSTRIAL (R eg istered )

E lectro n ic equipment or sy stem s worked on ty p ically include one or m ore of the following:
Ground, veh icle, or airborn e radio com m unications sy ste m s, relay s y ste m s, navigation a id s;
airb orn e or ground rad a r sy ste m s; rad io and telev isio n tran sm ittin g or recording sy ste m s; e le c ­
tron ic com puters; m is s ile and sp ac e c ra ft guidance and control sy ste m s; in d u strial and m ed ical
m easu rin g , indicating and controlling d ev ices; etc.

A re g iste re d n u rse who g ives n ursin g se rv ic e under gen eral m ed ical direction to ill or
injured em ployees or other p erso n s who becom e ill or suffer an accident on the p r e m ise s of a
factory or other establishm ent. Duties involve a combination of the following: Giving f ir s t aid
to the ill or injured; attending to subsequent d re ssin g of em p loy ees’ in ju rie s; keeping reco rd s
of patients treated ; p rep arin g accident rep o rts for com pensation or other p u rp o ses; a ss is tin g in
ph ysical exam inations and health evaluations of applicants and em ployees; and planning and c a r r y ­
ing out p ro g ra m s involving health education, accident prevention, evaluation of plant environment,
or other a ctiv ities affecting the health, w e lfa re, and safety of a ll person nel. N ursing su p e rv iso rs
or head n u rse s in e stablish m en ts employing m ore than one n urse a re excluded.

(Exclude production a ss e m b le r s and t e s t e r s , c raftsm e n , d raftsm en , d e sig n e rs, en gin eers,
and rep airm en of such standard e l e c t c equipment a s office m achines, rad io and television
receivin g s e t s .)

M A IN T E N A N C E A N D P O W E R P L A N T
CA R PEN TER, MAINTENANCE

MACHINIST, MAINTENANCE

P e rfo rm s the carpentry duties n e c e ssa r y to con struct and m aintain in- good re p a ir build­
ing woodwork and equipment such a s bin s, c r ib s , coun ters, benches, p artition s, d o o rs, flo o rs,
s t a ir s , c a sin g s, and trim m ade of wood jn an establishm ent. Work involves m ost of the following:
Planning and laying out of work fro m blu ep rin ts, draw in gs, m o d e ls, or verb al in stru ction s; using a
variety of c a rp e n te r's handtools, portable power to o ls, and stan dard m easu rin g in strum en ts; m ak ­
ing standard shop com putations relatin g to dim ensions of work; and selectin g m a te r ia ls n e c e ssa r y
for the work. In g en eral, the work of the m aintenance carp en ter req u ires rounded train in g and
experience usually acquired through a fo rm al apprenticeship or equivalent train in g and experien ce.

P rod u ces replacem en t p a r ts and new p a rts in m aking re p a irs of m etal p arts of m ech an ical
equipment operated in an establishm ent. Work involves m ost of the following: Interpreting written
in struction s and sp ecificatio n s; planning and laying out of work; using a variety of m ach in ist's
handtools and p recisio n m easu rin g in strum en ts; setting up and operating standard m achine tools;
shaping of m etal p arts to clo se to le ran ces; m aking standard shop com putations relating to dim en­
sion s of work, tooling, fe e d s, and sp eeds of m achining; knowledge of the working p ro p e rtie s of
the common m eta ls; selectin g stan dard m a te r ia ls , p a r ts , and equipment required for his work;
and fitting and asse m b lin g p arts into m ech an ical equipment. In g e n e ral, the m ach in ist's work
norm ally req u ires a rounded train in g in m achine-shop p ractice usually acqu ired through a form al
apprenticeship or equivalent train in g'an d experien ce.

ELECTR ICIA N , MAINTENANCE
P e rfo rm s a v ariety of e le c tric a l trad e functions such a s the in stallation , m aintenance, or
re p a ir of equipment for the generation, d istribution, or utilization of e le ctric energy in an e sta b ­
lishm ent. Work involves m ost of the following: Installin g or rep airin g any of a variety of e le c ­
tr ic a l equipment such a s g e n e rato rs, tr a n sfo r m e r s, sw itchboards, c o n tro llers, circu it b r e a k e r s,
m o to rs, heating un its, conduit sy ste m s, or other tra n sm issio n equipment; working from blue­
p rin ts, draw ings, layouts, or other sp ecificatio n s; locating and diagnosing trouble in the e le ctric a l
sy stem or equipment; working standard com putations relatin g to load requirem ents of wiring or
e le ctric a l equipment; and using a v ariety of e le c tric ia n 's handtools and m easu rin g and testin g
in strum ents. In gen eral, the work of the m aintenance e le ctricia n req u ires rounded training and
experience usually acquired through a form al apprenticeship or equivalent training and experien ce.
ENGINEER, STATIONARY
O perates and m aintains and m ay a lso su p e rv ise the operation of station ary engines and
equipment (m echanical or e le c tric a l) to supply the establishm ent in which employed with power,
heat, refrige ratio n , or air-conditioning. Work in volves: Operating and m aintaining equipment
such a s steam engines, a ir c o m p re sso r s, g e n e rato rs, m o to rs, turbin es, ventilating and r e fr ig ­
erating equipment, steam b o ilers and bo iler-fed w ater pum ps; making equipment r e p a ir s; and
keeping a reco rd of operation of m achinery, te m p e ratu re , and fuel consumption. May a lso su ­
p e rv ise th ese operations. Head or chief engin eers in establish m en ts employing m ore than one
engineer a re excluded.
FIREM AN, STATIONARY BO ILER
F ir e s station ary b o ilers to furnish the establishm ent in which employed with heat, pow er,
or steam . F e e d s fu els to fire by hand or op erates a m ech an ical stoker, g a s , or oil burn er; and
checks w ater and safety v a lv es. May clean, oil, or a s s i s t in rep airin g boilerroom equipment.
H E L P E R , MAINTENANCE TRADES
A s s is t s one or m ore w ork ers in the sk illed m aintenance tr a d e s, by perform in g sp ecific
or ge n e ral duties of le s s e r sk ill, such a s keeping a w orker supplied with m a te r ia ls and to o ls;
cleaning working a re a , m achine, and equipment; a ss is tin g journeym an by holding m a te r ia ls or
to o ls; and p erform in g other unskilled ta s k s a s d irected by journeym an. The kind of work the
helper is perm itted to p erfo rm v a rie s from trad e to trad e : In som e trad es the h elper is confined
to supplying, lifting, and holding m a te r ia ls and to o ls, and cleaning working a r e a s ; and in others
he is perm itted to p erfo rm sp ecialized m achine o p eratio n s, o r p arts of a trad e that a re a lso
p erform ed by w ork ers on a full-tim e b a s is .
M ACHINE-TOOL OPERATOR, TOOLROOM
S p e c ia lize s in the operation of one or m o re types of m achine too ls, such a s jig b o r e rs ,
cy lin d rical or su rface g rin d e rs, engine lath e s, or m illing m achines, in the construction of
m achine-shop to o ls, g a g e s, ji g s , fix tu re s, or d ies. Work involves m ost of the following: Planning
and p erform in g difficult machining operations; p ro c e ssin g item s requiring com plicated setups or
a high degree of accu racy ; using a v ariety of p rec isio n m easu rin g in strum en ts; selectin g fe e d s,
Speeds, tooling, and operation sequence; and m aking n e c e ssa r y adjustm en ts during operation
to achieve req u isite to leran ces or dim en sion s. May be requ ired to recognize when tools need
d re ssin g , to d r e s s to o ls, and to selec t p roper coolants and cutting and lubricatin g o ils . F o r
c ro ss-in d u stry wage study p u rp o se s, m achine-tool o p e ra to rs, toolroom , in tool and die jobbing
shops a re excluded from this c la ssific a tio n .




MECHANIC, AUTOMOTIVE (Maintenance)
R e p a irs autom obiles, b u se s, m o to rtru ck s, and tr a c to r s of an establishm ent. Work in­
volves m ost of the following: Exam ining autom otive equipment to diagnose source of trouble; d is ­
assem blin g equipment and perform in g r e p a ir s that involve the use of such handtools a s w renches,
g a g e s, d r ills , or sp ecia lize d equipment in d isa sse m b lin g or fitting p a r ts ; replacing broken or
defective p a rts from stock; grinding and adjusting v a lv e s; rea sse m b lin g and in stallin g the variou s
a sse m b lie s in the vehicle and m aking n e c e s sa r y adjustm en ts; and alining w heels, adjusting brak es
and ligh ts, or tightening body bolts. In ge n e ral, the work of the autom otive m echanic req u ires
rounded train in g and experien ce usually acqu ired through a form al apprenticeship or equivalent
training and exp erien ce.
This c la ssific a tio n does not include m ech an ics who rep a ir cu sto m ers' vehicles in auto­
m obile r e p a ir shops.
MECHANIC, MAINTENANCE
R e p a irs m achinery or m ech an ical equipment of an establishm ent. Work involves m ost
of the following: Exam ining m achines and m ech an ical equipment to diagnose source of trouble;
dism antling or p artly dism antling m achines and p erform in g re p a irs that m ainly involve the u se
of handtools in scrap in g and fitting p a r ts ; replacin g broken or defective p a rts with item s obtained
from stock; ordering the production of a replacem ent p art by a m achine shop or sending of the
m achine to a m achine shop for m ajo r r e p a ir s; prep arin g written sp ecification s for m ajo r re p a irs
or for the production of p a rts ordered from m achine shop; reasse m b lin g m achines; and m aking
all n e c e ssa r y adjustm en ts for operation. In ge n e ral, the work of a m aintenance m echanic req u ires
rounded train in g and experien ce usually acqu ired through a fo rm al apprenticeship or equivalent
training and exp erien ce. Excluded from th is cla ssific a tio n are w ork ers whose p rim ary duties
involve setting up or adjusting m achines.
MILLWRIGHT
In stalls new m achines or heavy equipment, and d ism an tles and in sta lls m achines or heavy
equipment when changes in the plant layout a re requ ired . Work involves m ost of the following:
Pieinning and laying out of the work; interpreting blueprints or other sp ecificatio n s; using a variety
of handtools and rigging; m aking stan dard shop com putations relatin g to s t r e s s e s , strength of
m a te r ia ls , and cen ters of gravity ; alining and balancing of equipment; selectin g standard to o ls,
equipment, and p arts to be used; and in stallin g and m aintaining in good order power tra n sm issio n
equipment such a s d riv e s and speed re d u c e rs. In ge n e ral, the m illw righ t's work norm ally req u ires
a rounded training and experien ce in the trad e acquired through a fo rm al apprenticeship or
equivalent train in g and experien ce.
PAIN TER, MAINTENANCE
P ain ts and red e co ra te s w a lls, woodwork, and fix tu res of an establishm ent. Work involves
the following: Knowledge of su rfa c e p e cu lia ritie s and types of paint requ ired for different a p p lica ­
tion s; p rep aring su rfa ce fo r painting by rem oving old fin ish or by placing putty or fille r in nail

16
PAINTER, MAINTENANCE— Continued

SH E E T -M E T A L WORKER, MAINTENANCE—-Continued

holes and in te r s tic e s ; and applying paint with sp ra y gun o r brush . May m ix c o lo rs, o ils , white
lead , and other paint in gred ien ts to obtain p ro p er color or co n sisten cy. In gen eral, the work of the
m aintenance painter re q u ire s rounded train in g and experien ce u su ally acquired through a form al
apprenticesh ip o r equivalent train in g and experien ce.

up and operating a ll available types of sh eet-m etal working m ach in es; using a v arie ty of handtools
in cutting, bending, form ing, shaping, fitting, and asse m b lin g ; and in stallin g sh eet-m etal a rtic le s
a s requ ired . In ge n e ral, the work of the m aintenance sh eet-m etal w orker req u ires rounded
train in g and experien ce u su ally acqu ired through a form al app ren ticesh ip o r equivalent train in g
and experien ce.

P IP E F IT T E R , MAINTENANCE
In sta lls or r e p a ir s w ater, stea m , g a s , or other typ es of pipe and pipefittings in an
establish m en t. Work involves m o st of the following: Laying out of work and m easu rin g to locate
position of pipe from draw ings or other w ritten sp ecificatio n s; cutting v ariou s s iz e s of pipe to
c o r r e c t lengths with c h ise l and h am m er o r oxyacetylene torch o r pipe-cutting m ach in es; threading
pipe with sto ck s and d ie s; bending pipe by hand-driven o r p ow er-driven m ach in es; asse m b lin g
pipe with couplings and fasten ing pipe to h an g e rs; m aking stan dard shop com putations relatin g to
p r e s s u r e s , flow, and siz e of pipe req u ired ; and m aking stan dard te sts to determ ine whether fin ­
ished pip es m eet sp ec ific atio n s. In ge n e ral, the work of the m aintenance p ip efitter re q u ires
rounded train in g and exp erien ce u su ally acqu ired through a fo rm al apprenticeship or equivalent
train in g and e xp erien ce. W orkers p r im a r ily engaged in in stallin g and rep airin g building sanitation
o r heating sy ste m s a re excluded.
SH E E T -M E T A L WORKER, MAINTENANCE
F a b r ic a te s , in s t a lls , and m ain tain s in good r e p a ir the sh eet-m etal equipment and fix tu res
(such a s m achine g u a r d s , g r e a s e p an s, sh e lv es, lo c k e rs, tan k s, ve n tilato rs, chutes, ducts, m etal
roofing) of an e stablish m en t. Work involves m o st of the follow ing: Planning and laying out a ll
types-of sh eet-m etal m aintenance work from blu ep rin ts, m o d e ls, o r other sp ecificatio n s; setting

TOOL AND DIE MAKER
(Die m ak er; jig m ak er; tool m ak e r; fixture m ak er; gage m ak er)
C on stru cts and r e p a ir s m achine-shop to o ls, g ag e s, jig s,' fix tu res or d ies for fo rg in g s,
punching, and other m etal-fo rm in g work. Work involves m o st of the following; Planning and
laying out of work from m o d els, b lu ep rin ts, draw in gs, or other o ral and w ritten sp ecificatio n s;
using a v a rie ty of tool and die m a k e r 's handtools and p recisio n m ea su rin g in strum en ts; under­
standing of the working p ro p e rtie s of com mon m e ta ls and a llo y s; settin g up and operating of
m achine tools and relate d equipment; m aking n e c e ssa r y shop com putations relatin g to dim ensions
of work, sp ee d s, fe e d s, and tooling of m ach in es; h eat-treatin g of m etal p a r ts during fabrication
a s well a s of finished tools and d ies to achieve requ ired q u a litie s; working to clo se to le ran c e s;
fitting and asse m b lin g of p a rts to p r e sc r ib e d to le ran ces and allow an ces; and selectin g app rop riate
m a te r ia ls , to o ls, and p r o c e s s e s . In g en eral, the tool and die m a k e r 's work req u ires a rounded
train in g in m achine-shop and toolroom p ractice u su ally acqu ired through a fo rm al apprenticeship
or equivalent train in g and experien ce.
F o r c r o ss-in d u str y wage study p u rp o se s, tool and die m a k e rs in tool and die jobbing
shops a re excluded from this cla ssific a tio n .

C U S T O D IA L A N D M A T E R IA L M O V E M E N T
GUARD AND WATCHMAN
G uard. P e rfo rm s routine police d u ties, either at fixed p o st or on tou r, m aintaining ord e r,
using a rm s o r fo rc e where n e c e s sa r y . Includes gatem en who a re stationed at gate and check
on identity of em ployees and other p e rso n s entering.
W atchman. M akes rounds of p r e m is e s p e rio d ically in protecting property again st fir e ,
theft, and ille g a l entry.
JAN ITO R, P O R TER , OR C LEA N ER
(Sw eeper; charw oman; ja n itr e s s)
C leans and k eep s in an o rd e rly condition facto ry working a re a s and w ash room s, or
p r e m is e s of an o ffice, apartm ent h ou se, or co m m e rcial or other establishm ent. Duties involve
a com bination of the follow ing: Sweeping, mopping or scrubbing, and polishing flo o rs; rem oving
ch ip s, tr a sh , and other r e fu se ; dusting equipm ent, fu rn iture, or fix tu res; polishing m etal fix ­
tu re s or trim m in g s; providing su p p lies and m inor m aintenance se r v ic e s; and cleaning la v a to rie s,
sh ow ers, and r e str o o m s. W orkers who sp e c ia liz e in window washing a re excluded.
LA BO RER , M A TERIAL HANDLING
(L o ader and unloader; handler and stac k e r; sh elv er; tru ck e r; stockm an o r stock helper;
w arehousem an or w arehouse helper)
A w orker em ployed in a w arehouse, m anufacturing plant, sto re , or other establishm ent
whose duties involve one or m o re of the following: Loading and unloading variou s m a te r ia ls and
m erch an d ise on or from freigh t c a r s , tru c k s, or other tran sp ortin g d evices; unpacking, shelving,
o r placing m a te r ia ls or m erch an d ise in p ro per sto ra g e location; and tran sp ortin g m a te r ia ls or
m erch an d ise by handtruck, c a r , or w heelbarrow . L ongshorem en, who load and unload ships a re
excluded.
ORDER F IL L E R
(O rder p ick er; stock se le c to r; w arehouse stockm an)
F ills shipping or tr a n sfe r o r d e r s fo r finished goods from stored m erch an d ise in a c co rd ­
ance with sp ecificatio n s on s a le s s lip s, c u sto m e r s' o r d e r s, or other in stru ction s. May, in addition
to filling o r d e r s and indicating item s filled or om itted, keep re c o rd s of outgoing o r d e r s, req u i­
sition additional stock o r rep o rt sh ort su p p lies to su p e rv iso r, and perform other relate d duties.
PACK ER, SHIPPING
P re p a re s finished produ cts for shipment or sto ra g e by placing them in shipping con­
ta in e r s, the sp ec ific operations p erfo rm ed being dependent upon the type, s iz e , and number
of units to be packed, the type of container em ployed, and method of shipm ent. Work re q u ires
the placing of ite m s in shipping con tain ers and m ay involve one or m o re of the follow ing:
Knowledge of v ario u s ite m s of stock in o rd e r to v erify content; selection of app rop riate type




PA CK ER , SHIPPING— Continued
and siz e of container; in sertin g en clo su re s in container; usin g e x c e lsio r o r other m a te ria l to
prevent break age or dam age; closin g and sealin g con tain er; and applying la b e ls or entering
identifying data on con tain er. P ack e rs who a lso m ake wooden boxes or c r a te s a re exclu ded.
SHIPPING AND RECEIVING C L E R K
P re p a re s m erch an d ise for shipment, or re c e iv e s and is re sp o n sib le fo r incoming ship­
m ents of m erch an d ise or other m a te r ia ls . Shipping work in volves: A knowledge of shipping p ro ­
ce d u re s, p r a c tic e s, rou tes, availab le m ean s of tran sp ortation , and r a t e s ; and p rep arin g reco rd s
of the goods shipped, m aking up b ills of lading, posting weight and shipping c h a rg e s, and keeping
a file of shipping r e c o r d s. May d ire ct or a s s i s t in p rep arin g the m erch an d ise for shipment.
R eceiving work in v o lv es; V erifying or directin g others in verifyin g the c o rre c tn e ss of shipm ents
a gain st b ills of lading, in v o ices, or other r e c o r d s; checking for sh o rtag e s and rejectin g dam ­
aged goods; routing m erch an d ise or m a te r ia ls to p roper departm ents; and m aintaining n e c e ssa r y
re c o rd s and file s .
F o r wage study p u rp o se s, w ork ers a re c la ss ifie d a s follow s:
R eceiving clerk
Shipping clerk
Shipping and receivin g clerk
TRUCKDRIVER
D rives a truck within a city o r in du strial a re a to tran sp o rt m a te r ia ls , m erch an d ise,
equipm ent, or m en between v a rio u s types of e stablish m en ts such a s: M anufacturing plants, freight
depots, w areh ou ses, w holesale and re ta il estab lish m en ts, or between r e ta il establish m en ts and
c u sto m e rs' hou ses or p la c e s of b u sin e ss. May a lso load or unload truck with or without h e lp e rs,
m ake m inor m ech an ical r e p a ir s, and keep tru ck in good working o rd e r. D riv e r-sa le sm e n and
ov e r-th e -ro ad d riv e rs a re excluded.
follow s:

F o r wage study p u rp o se s, tru ck d riv e rs a re c la ss ifie d by siz e and type of equipment, a s
(T r a c to r - tr a ile r should be rated on the b a sis of t r a ile r capacity.)
T ru ck d riv er
T ru ck d riv er,
T ru ck d riv er,
T ru ck d riv er,
T ru ck d riv er,

(com bination of s iz e s liste d sep arate ly )
light (under 1*/e tons)
m edium ( 1V 2 to and including 4 tons)
heavy (over 4 ton s, t r a ile r type)
heavy (over 4 tons, other than t r a ile r type)

TR U CKER , POWER
O perates a m anually controlled gasoline- or electric-pow ered tru ck or tra c to r to tran sp o rt
goods and m a te r ia ls of a ll kinds about a w arehouse, m anufacturing plant, or other establish m en t.
F o r wage study p u rp o se s, w ork ers a re c la ss ifie d by type of truck , a s follow s:
T ru ck e r, power (forklift)
T ru ck e r, power (other than forklift)

A v a ila b le O n R e q u e s t----The follow ing areas are surveyed p e rio d ic a lly fo r use in adm inistering the S ervice Contract A c t of 1965.
available at no cost while supplies last from any o f the BLS regional o ffic e s shown on the inside front cover.

Alaska
Albany, Ga.
Alpena, Standish, and Tawas C ity, M ich.
A m a rillo , Tex.
A s h e v ille , N.C.
Atlantic City, N.J.
Augusta, G a —
S.C.
Austin, Tex.
B ak ersfield , C alif.
Baton Rouge, La.
B ilo x i, Gulfport, and Pascagoula, M iss.
B ridgeport, Norw alk, and Stam ford, Conn.
Charleston, S.C.
C la rk s v ille , Tenn., and H opkinsville, Ky.
Colorado Springs, Colo.
Columbia, S.C.
Columbus, G a — la.
A
Crane, Ind.
Dothan, Ala.
Duluth-Superior, M in n —W is.
Durham, N.C.
E l Paso, Tex.
Eugene, O reg.
Fargo— oorhead, N. Dak.—
M
Minn.
F a y etteville, N.C.
Fitchburg— e o m in s te r, M ass.
L
F o rt Smith, A rk.—
Okla.
F re d e ric k —
Hagerstown, M d .-P a .-W . Va.
G reat F a lls, Mont.
Greensboro—
Winston Salem—
High Point, N.C.
H arrisbu rg, Pa.
Huntsville, Ala.
K n oxville, Tenn.

Copies o f public releases are

L ared o, T ex.
Las V egas, Nev.
Lexington, Ky.
L ow er Eastern Shore, M d —
Va.
Macon, Ga.
M arquette, Escanaba, Sault Ste. M a rie , Mich.
M eridian, M iss.
M iddlesex, Monmouth, Ocean and Som erset
Cos., N.J.
M obile, A la ., and Pensacola, Fla.
M ontgom ery, A la.
N ash ville, Tenn.
New London— roton-N orw ich, Conn.
G
Northeastern Maine
Ogden, Utah
Orlando, Fla.
Oxnard—
Ventura, C alif.
Panama City, F la.
Pine Bluff, A rk .
Portsm outh, N.H.—
Maine— ass.
M
Pueblo, Colo.
Reno, Nev.
Sacramento, C alif.
Santa Barbara, C alif.
Shreveport, La.
Springfield—
Chicopee— olyoke, Mas s —Conn.
H
Stockton, C alif.
Tacom a, Wash.
Topeka, Kans.
Tucson, A r iz .
V a lle jo —
Napa, C alif.
Wichita F a lls , Tex.
Wilmington, D e l—
N.J.—
Md.

The eleventh annual rep ort on salaries fo r accountants, auditors, chief accountants, attorneys, job analysts, d irectors o f personnel,
buyers, chem ists, engineers, engineering technicians, draftsm en, and c le r ic a l em ployees. O rd er as BLS Bulletin 1693, National
Survey of P rofession a l, A d m in istrative, Technical, and C le ric a l Pay, June 1970, $1.00 a copy, fro m the Superintendent o f Documents,
U.S. Government Printing O ffice, Washington, D.C., 20402, or any of its region al sales o ffic e s .




☆

U.

S.

G O V E R N M E N T

P R IN T IN G

O F F IC E :

1 9 7 2 —7 4 5 - 1 0 1 / 5 1




I

A r e a W a g e S u rv ey s
A lis t of the latest available bulletins is presented below. A d ire c to ry of area wage studies including m ore lim ited studies conducted at
the request of the Em ploym ent Standards A dm inistration of the Department of Labor is available on request. Bulletins m ay be purchased from the
Superintendent of Documents, U.S. Governm ent Prin tin g O ffice, Washington, D .C., 20402, or from any of the BLS regional sales offices shown on
the inside front cover.

A re a

Bulletin number
and p rice

---------------------------------------- 1685-87, 40 cents
Akron, Ohio, July 1971 1
Albany—
Schenectady—T ro y, N .Y ., M ar. 1971 1---------- 1685-54, 35 cents
Albuquerque, N. M e x ., M ar. 1971____________________ 1685-58, 30 cents
Allentownr-Bethlehem—
Easton, Pa.—
N.J., May 1971__ 1685-75, 30 cents
Atlanta, Ga., M ay 1971----------------------------------------- 1685-69, 40 cents
B altim ore, M d ., Aug. 1971 ------------------------------------ 1725-16, 35 cents
Beaumont— o r t A rthu r-O range, T e x ., May 1971 1---- 1685-68,
P
35 cents
35 cents
Binghamton, N .Y ., July 1971 1------------------------------- 1725-6,
Birm ingham , A la ., M ar. 1971 1 ----------------------------- 1685-63, 40 cents
B oise City, Idaho, Nov. 1971-----i --------------------------- 1725-27,
30 cents
Boston, M ass., Aug. 1971-------------------------------------- 1725-11, 40 cents
Buffalo, N .Y ., Oct. 1970 1______________________________ 1685-43, 50 cents
Burlington, V t., Dec. 1971------------------------------------- 1725-25,
25 cents
Canton, Ohio, May 1971_______________________________ 1685-71, 30 cents
Charleston, W. V a ., M ar. 1971________________________ 1685-57, 30 cents
Charlotte, N .C ., Jan. 1971_____________________________ 1685-48, 30 cents
Chattanooga, T en n .-G a., Sept. 1971------------------------ 1725-14,
30 cents
Chicago, 111., June 1970-----J
.__________________________ 1660-90,
60 cents
Cincinnati, Ohio—
Ky.—
Ind., Feb. 1971 1-------------------- 1685-53, 45 cents
Cleveland, Ohio, Sept. 1971___________________________ 1725-17, 40 cents
Columbus, Ohio, Oct. 1971 ----------------------------------- 1725-19, 30 cents
D allas, T ex ., Oct. 1971___ ____________________________ 1725-26,
35 cents
Davenport—
Rock Island— oline, Iowar-Ill.,
M
30 cents
Feb. 1971______________________________________________ 1685-51,
Dayton, Ohio, Dec. 1970 1____ -________________________ 1685-45, 40 cents
D enver, C olo., Dec. 1970-------------------------------------- 1685-41, 35 cents
Des M oines, Iowa, May 1971__________________________ 1685-70, 30 cents
50 cents
D etroit, M ich., Feb. 1971 1____________________________ 1685-77,
F o rt Worth, T ex ., Oct. 1971--------------------------------- 1725-21,
30 cents
Green Bay, W is ., July 1971 ----------------------------------- 1725-3,
30 cents
G reen ville, S.C., M ay 1971 1--------------------------------- 1685-78, 35 cents
Houston, T ex ., Apr. 1971 1 ------------------------------------ 1685-67, 50 cents
Indianapolis, Ind., Oct. 1971--------------------------------- 1725-23,
30 cents
Jackson, M iss., Jan. 1971 1 ___________________________ 1685-39,
35 cents
Jacksonville, F la ., Dec. 1970 1----_ ------------------------ 1685-37, 35 cents
Kansas City, M o.-K an s., Sept. 1971 ----------------------- 1725-18,
35 cents
Law rence— a verh ill, M ass.— .H ., June 1971________ 1685-83, 30 cents
H
N
L ittle Rock—
North L ittle Rock, A rk ., July 1971------- 1725-4,
30 cents
Los Angeles—Long Beach and Anaheim—
Santa AnarGarden G rove, C a lif., M ar. 1971 1 ______ __ _________ 1685-66,
50 cents
L o u isville, Ky.—
Ind., Nov. 1970_________ _____________ 1685-27, 30 cents
Lubbock, T e x ., M ar. 1971_____________________________ 1685-60, 30 cents
Manchester, N.H., July 1971__________________________ 1725-2,
30 cents
Memphis, Tenn.— r k ., Nov. 1970-------------------------- - 1685-30, 30 cents
A
M iam i, F la ., Nov. 1970 1...____________________________
1685-29, 40 cents
Midland and Odessa, T ex ., Jan. 1971---------------------- 1685-40,
30 cents
Milwaukee, W is., May 1971_______________________ ___ 1685-76,
35 cents
Minneapolis—
St. Paul, Minn., Jan. 1971_______________ 1685-44, 40 cents
l Data on establishment practices and supplementary wage provisions are also presented.




A re a
Muskegon—
Muskegon Heights, M ich., June 1971____
Newark and J e rs e y City, N.J., Jan. 1971____________
New Haven, Conn., Jan. 1971 ----------------------------New O rleans, L a ., J an. 1971 1---------------------------New York, N .Y ., Apr. 1971---------------------------------N orfolk —
Portsm outh and New port News—
Hampton, V a., J an. 1971 1 __________________________
Oklahoma City, O kla., July 1971 1___________________
Omaha, Nebr.—
Iowa, Sept. 1971 1 ____________________
P a te rs o n -C lifto n -P a s s a ic , N.J., June 1971_________
Philadelphia, P a .—
N.J., Nov. 1970___________________
Phoenix, A r iz ., June 1971____________________________
Pittsburgh, P a ., Jan. 1971 1--------------------------------Portland, M aine, Nov. 1971 1
-------------------------------Portland, O reg.— ash., May 1971____________________
W
P rovid en ce—
Pawtucket— arw ick, R.I.— a ss.,
W
M
M ay 1971 1 -------------------------------------------------------Raleigh, N .C ., Aug. 1971-------------------------------------Richmond, V a ., M ar. 1971----------------------------------R ochester, N .Y . (o ffic e occupations only),
July 1971 1 -------------------------------------------------------Rockford, 111., M ay 1971____________________________
St. Louis, M o.—
111.,M ar. 1971 1_______________________
Salt Lake C ity, Utah, Nov. 1971_______ ___________ __
San Antonio, T e x ., May 1971 1________________________
San Bernardino— iversid e— ntario, C a lif.,
R
O
Dec. 1970 1-------------------------------------------------------San D iego, C a lif., Nov. 1970_________________________
San F ran cisco—
Oakland, C a lif., Oct. 1970___________
San Jose, C a lif., Aug. 1971 1-------------------------------Savannah, G a., M ay 1971-----------------------------------Scranton, P a ., July 1971____________________________
Seattle— verett, W ash., J an. 1971 1__________________
E
Sioux F a lls , S. Dak., Dec. 1970 1 ____________________
South Bend, Ind., M ar. 1971__________________________
Spokane, W ash., June 1971___________________________
Syracuse, N .Y ., July 1971 1 --------------------------------Tampar-St. P etersb u rg, F la ., Nov. 1970_____________
Toledo, O h io-M ich ., A pr. 1971 1_____________________
Trenton, N .J., Sept. 1971-------------------------------- . ...
Utica—
Rom e, N .Y ., July 1971 1 ----------------------------Washington, D.C.—
Md.— a ., A pr. 1971______________
V
W aterbury, Conn., M ar. 1971------------------------------W aterloo, Iowa, Nov. 1971-----------------------------------W ichita, Kans., A pr. 1971-----------------------------------W orcester, M ass., May 1971_________________________
Y ork , P a ., Feb. 1971------------------------------------------Youngstown— arren, Ohio, Nov. 1970_______________
W

Bulletin number
and p rice
1685-82,
1685-47,
1685-35,
1685-36,
1685-89,

30cents
40 cents
30cents
40cents
65cents

1685-46,
1725-8,
1725-13,
1685-84,
1685-34,
1685-86,
1685-49,
1725-22,
1685-85,

35cents
35cents
35cents
35cents
50cents
30cents
50cents
35cents
35cents

1685-80,
1725-5,
1685-62,

40 cents
30cents
30cents

1725-7,
1685-79,
1685-65,
1725-24,
1685-81,

35 cents
30 cents
50 cents
30cents
35cents

1685-42,
1685-20,
1685-23,
1725-15,
1685-72,
1725-1,
1685-52,
1685-38,
1685-61,
1685-88,
1725- 10,
1685-17,
1685-74,
1725-12,
1725-9,
1685-56,
1685-55,
1725-20
1685-64,
1685-73,
1685-50,
1685-24,

40cents
30cents
40 cents
35cents
30 cents
30 cents
35cents
35cents
30cents
30cents
35cents
30cents
40 cents
30 cents
35cents
40 cents
30cents
30cents
30cents
30cents
30cents
30cents

U.S. DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS
W A S H I N G T O N , D.C. 2 0 2 1 2

O F F I C I A L B U SINE S S

PENALTY FOR PR IV A TE USE, $300




FIRST CLASS M AIL
P OS TA GE A N D F E E S P A ID

U.S. DEPARTMENT OF LABOR