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J.3: X Area Wage Survey ■ // Chattanooga, Tennessee— Georgia, Metropolitan Area September 1977 Bulletin 1950-44 U.S. Department of Labor Bureau of Labor Statistics x ^ # 4S &0 <*> J& j* °* Walker Preface This bulletin provides results of a September 1977 survey of occupational earnings in the Chattanooga, Tennessee—Georgia, Standard Metropolitan Statistical Area. The survey was made as part of the Bureau of Labor Statistics * annual area wage survey program. It was conducted by the Bureau's regional office in Atlanta, Ga., under the general direction of Jerry G. Adams, Assistant Regional Commissioner for Operations. The survey could not have been accomplished without the cooperation of the many firms whose wage and salary data provided the basis for the statistical infor mation in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received. Material in this publication is in the public domain and may be reproduced without permission of the Federal Government. Please credit the Bureau of Labor Statistics and cite the name and number of this publication. Note: Also available for the Chattanooga area are listings of union wage rates for seven selected building trades. Free copies of these are available from the Bureau's regional offices. (See back cover for addresses.) Area Wage Survey U.S. Department of Labor Ray Marshall, Secretary Bureau of Labor Statistics Julius Shiskin, Commissioner Chattanooga, Tennessee— Georgia, Metropolitan Area, September 1977 Contents Page November 1977 Bulletin 1950-44 Introduction---------------------------------------------------- 2 Tables: A. Earnings, all establishments: A -l. Weekly earnings of office workers-------------------------------------A-2. Weekly earnings of profes sional and technical w orkers------A-3. Average weekly earnings of office, professional, and technical workers, by sex-----------A-4. Hourly earnings of mainte nance, toolroom, and powerplant w orkers--------------------A-5. Hourly earnings of material movement and custodial workers-------------------------------------A-6. Average hourly earnings of maintenance, toolroom, powerplant, material move ment, and custodial workers, b y s e x ------------------------------------------ A-7. 3 5 6 7 8 9 Percent increases in average hourly e arnings, adjusted f or e m p l o y m e n t shi f t s, f o r s e lected occupational groups------------ 10 Appendix A. Appendix B. For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402, GPO Bookstores, or BLS Regional Offices listed on back cover. Scope and method of survey- 11 Occupational descriptions------------- 14 Page Introduction This area is 1 of 74 in which the U.S. Department of Labor's Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits. (See list of areas on inside back cover.) In each area, occupational earnings data (A -series tables) are collected annually. Information on estab lishment practices and supplementary wage benefits (B -series tables) is obtained every third year. This report has no B -series tables. Each year after all individual area wage surveys have been com pleted, two summary bulletins are issued. The first brings together data for each metropolitan area surveyed; the second presents national and regional estimates, projected from individual metropolitan area data, for all Standard Metropolitan Statistical Areas in the United States, excluding Alaska and Hawaii. A major consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor markets, through the analysis of (1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U.S. Depart ment of Labor to make wage determinations under the Service Contract Act of 1965. A -series tables Tables A - 1 through A-6 provide estimates of straight-time weekly or hourly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. For the 31 largest survey areas, tables A-8 through A - 13 provide similar data for establishments employing 500 workers or more. Table A-7 provides percent changes in average hourly earnings of office clerical workers, electronic data processing workers, industrial nurses, skilled maintenance trades workers, and unskilled plant workers. Where possible, data are presented for all industries and for manufac turing and nonmanufacturing separately. Data are not presented for skilled maintenance workers in nonmanufacturing because the number of workers employed in this occupational group in nonmanufacturing is too small to warrant separate presentation. This table provides a measure of wage trends after elinimation of changes in average earnings caused by employ ment shifts among establishments as well as turnover of establishments included in survey samples. For further details, see appendix A. Appendixes A p p en d ix A d e sc rib e s the m ethods and concepts used in the area wage survey program and provides information on the scope of the survey. Appendix B provides job descriptions used by Bureau field econo mists to classify workers by occupation. A. Earnings Table A-1. Weekly earnings of office workers in Chattanooga, Tenn.—Ga., September 1977 | N u m b e r o f w o r k e r s r e c e iv in g s t r a ig h t - t im e w e e k ly e a r n in g s o f— Occupation and industry division Number of workers Average weekly hours1 (standard) $ Mean2 Median 2 Middle range 2 $ $ 80 90 * 100 $ $ $ 110 120 130 $ 140 $ 150 % 160 * % 170 180 * 190 S % 200 210 $ 220 S $ 230 240 $ 250 $ 260 * 270 and u n d er 90 280 and 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 270 280 o v e r - 15 2 13 38 6 32 42 20 22 47 17 30 62 35 27 46 21 25 44 28 16 43 30 13 43 24 19 24 18 6 21 12 9 20 17 3 11 5 6 10 6 4 7 6 1 4 4 9 2 7 8 5 3 - 2 - “ AL L W O R K E R S S E C R E T A R I E S -------------------M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N G ---------- 500 258 242 3 9 .0 3 9 .5 3 8 .0 $ 1 7 4 .5 0 1 8 3 .0 0 1 6 5 .5 0 $ 1 6 8 .5 0 1 8 0 .0 0 1 5 6 .5 0 $ $ 1 4 5 .5 0 - 1 9 6 . 5 0 1 5 3 .5 0 - 2 0 7 . 0 0 1 3 3 .5 0 - 1 8 8 .0 0 ~ - 6 6 S E C R E T A R I E S . C L A S S A -----M A N U F A C T U R I N G -------------- 71 50 3 9 .0 3 9 .5 1 9 6 .0 0 1 8 9 .0 0 2 0 0 .0 0 1 9 6 .5 0 1 8 0 .0 0 - 2 2 1 . 0 0 1 5 7 .0 0 - 2 2 1 . 0 0 - - - - - - 6 6 2 1 6 6 - 1 1 9 7 8 5 9 9 1 - 15 14 - 4 - 2 1 - - 2 “ 4 - S E C R E T A R I E S ? C L A S S B -----M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N G ---------- 136 62 74 3 8 .5 1 8 4 .0 0 3 ' 0 1 9 5 .5 0 3 7 .5 1 7 4 .0 0 1 7 3 .0 0 1 8 2 .0 0 1 6 2 .5 0 1 5 5 .5 0 -1 9 8 .0 0 1 6 1 . 0 0 - 2 2 9 .0 0 1 4 9 .0 0 - 1 9 7 . 5 0 - - 2 2 - 8 19 8 11 20 8 12 10 6 4 16 15 1 12 3 9 5 - 2 5 3 1 2 4 2 2 3 3 - 4 4 - 2 2 - 6 1 5 4 4 8 13 5 8 2 ~ 3 3 S E C R E T A R I E S . C L A S S C -----M A N U F A C T U R I N G -------------- 71 56 3 9 .5 4 0 .0 1 8 9 .0 0 1 9 6 .0 0 1 8 5 .0 0 1 9 2 .0 0 1 5 5 .0 0 - 2 0 9 . 5 0 1 6 2 .0 0 - 2 1 0 . 5 0 - - - - 6 2 5 “ 4 “ 9 9 4 4 5 5 4 4 8 8 8 8 4 4 2 2 2 2 3 3 1 1 2 2 1 1 3 1 S E C R E T A R I E S . C L A S S 0 -----M A N U F A C T U R I N G -------------N O N H A N U F A C T U R I N G ---------- 219 90 129 3 8 .5 3 9 .5 3 8 .0 1 5 7 .0 0 1 6 3 .0 0 1 5 2 .5 0 1 5 3 .5 0 1 6 4 .0 0 1 4 9 .5 0 1 3 2 .5 0 -1 7 7 .0 0 1 4 4 .0 0 - 1 7 9 . 0 0 1 2 9 .0 0 - 1 7 2 . 0 0 - - 4 24 6 18 27 12 15 27 11 16 28 12 16 21 9 12 28 16 12 13 4 9 15 8 7 5 1 4 10 8 2 - 1 1 - ~ - _ - 1 4 15 2 13 " - - - - - 1 S T E N O G R A P H E R S ----------------M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N G ---------- 243 74 169 3 8 .5 3 9 .5 3 8 .0 1 5 1 .0 0 1 7 0 .5 0 1 4 2 .0 0 1 3 9 .0 0 1 6 2 .0 0 1 3 1 .0 0 1 2 4 . 5 0 - 1 6 1 .5 0 1 4 4 .0 0 - 1 9 4 . 5 0 1 2 2 . 0 0 - 1 5 4 .0 0 - 17 17 21 3 18 50 4 46 34 6 28 23 10 13 32 10 22 18 14 4 12 6 6 - 6 3 3 6 6 11 6 1 1 1 1 - 1 1 " 1 1 - 3 1 2 4 - 5 S T E N O G R A P H E R S . G E N E R A L ---M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N G ---------- 172 37 135 3 8 .5 3 9 .0 3 8 .5 1 4 3 .0 0 1 4 9 .0 0 1 4 1 .5 0 1 3 2 .5 0 1 5 1 .0 0 1 2 9 .0 0 1 2 2 . 0 0 - 1 5 7 .5 0 1 3 3 .5 0 - 1 6 2 . 0 0 1 2 2 .0 0 - 1 4 4 . 0 0 - 17 3 14 12 10 2 8 5 3 - _ - - 2 - 4 4 S T E N O G R A P H E R S . SE N I O R ----M A N U F A C T U R I N G -------------- 71 37 3 8 .5 3 9 .5 1 6 9 .0 0 1 9 2 .0 0 1 5 6 .5 0 1 9 4 .5 0 1 4 2 .0 0 - 2 0 6 . 5 0 1 5 6 .0 0 - 2 2 3 . 5 0 63 3 7 .5 1 2 4 .5 0 1 1 1 .5 0 1 0 2 .U O - 1 4 2 .0 0 2 T Y P I S T S ------------------------M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N G ---------- 176 49 127 3 8 .0 3 9 .5 3 7 .5 1 3 8 .5 0 1 5 2 .0 0 1 3 3 .0 0 1 3 4 .0 0 1 5 0 .0 0 1 1 2 .5 0 1 0 2 .5 0 - 1 5 3 . 0 0 1 4 0 . 0 0 - 1 5 6 .5 0 9 8 .0 0 -1 5 1 .0 0 T Y P I S T S . C L A S S A ----------N O N M A N U F A C T U R I N G ---------- 60 54 3 8 .5 3 8 .0 1 5 8 .5 0 1 5 9 .5 0 1 5 1 .0 0 1 5 1 .0 0 T Y P I S T S . C L A S S B ----------M A N U F A C T U R I N G -------------- lie 43 3 8 .0 3 9 .5 1 2 8 .0 0 1 5 2 .5 0 F I L E C L E R K S -------------------N O N M A N U F A C T U R I N G ---------- 144 131 3 7 .5 3 7 .5 FI L E C L E R K S . C L A S S B ------ 77 3 7 .5 TRANSCRIBING-MACHINE TYPISTS - “ - “ - - - 2 2 - 4 i 3 _ - _ - 5 - _ - - ~ 5 - - - - 2 - 4 16 3 13 44 4 40 29 6 23 14 5 9 - 5 ~ 6 “ 5 ” 9 5 15 7 6 4 4 1 - 2 2 6 6 2 2 6 6 1 - 1 1 1 1 1 1 1 1 _ 12 13 10 4 4 8 1 - 1 6 2 - - - - - - - - - 2 2 34 34 22 1 21 16 1 15 10 18 14 4 26 18 8 4 2 2 11 7 4 1 5 - 7 - - - _ - _ - _ - 3 - 1 3 3 - 4 - 10 10 3 7 4 5 7 - " - " " 3 1 2 8 .0 0 -1 8 0 .0 0 1 2 8 .0 0 - 2 0 0 . 0 0 _ 2 2 1 1 6 6 7 7 8 5 4 4 10 8 2 2 5 4 1 1 _ 4 4 3 3 7 7 _ - _ _ _ _ - 1 1 1 .0 0 1 5 0 .0 0 9 8 .0 0 -1 5 0 .0 0 1 4 4 .0 0 -1 5 5 .0 0 2 32 - 21 1 10 1 3 2 16 16 2 2 6 6 - - 14 14 1 1 1 .0 0 1 1 0 .0 0 1 0 6 .0 0 1 0 2 .5 0 9 8 .0 0 - 1 1 7 . 5 0 9 8 .0 0 - 1 1 7 . 5 0 - 51 50 41 41 24 15 11 10 4 4 4 4 3 - 2 1 1 1 - 1 0 9 .0 0 1 0 1 .0 0 9 8 .0 0 -1 1 5 .0 0 - 34 18 13 6 1 - 1 - - 1 1 2 - 1 1 - - - - - - - - 17 ~ ~ 17 _ - “ ~ FI L E C L E R K S . C L A S S C -----N O N M A N U F A C T U R I N G ---------- 45 42 3 8 .5 3 8 .5 1 1 1 .0 0 1 1 0 .5 0 1 0 7 .0 0 1 0 7 .0 0 9 9 .0 0 -1 1 7 .5 0 9 9 .0 0 -1 1 7 .5 0 - M E S S E N G E R S --------- *----------N O N M A N U F A C T U R I N G ---------- 49 39 3 7 .5 3 7 .5 1 1 6 .0 0 1 0 5 .0 0 9 8 .0 0 9 3 .0 0 9 3 .0 0 -1 3 1 .0 0 9 3 .0 0 -1 0 4 .0 0 2 2 13 12 15 15 7 6 4 4 2 2 2 2 1 - 24 24 8 1 1 1 1 3 1 4 2 1 7 S e e fo o tn o te s at end o f ta b le s . ” - 3 2 - - - ~ - - - - 3 3 - 2 _ - - - _ _ 3 - ~ - - ~ - - - - 2 2 2 2 - - - - - - _ - - " - ~ - - - - - - - - - - - - - - - - - - - - 2 - 1 1 - - - Table A-1. Weekly earnings of office workers in Chattanooga, Tenn.—Ga., September 1977— Continued Weekly earnings1 (standard) Occupation and industry division Number of workers Average weekly hours1 (standard) N u m b e r of workers receiving straight-time weekly earnings of 80 Mean 2 Median 2 Middle range 2 90 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 25Q 260 270 280 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 270 280 over - - - - 1 - - - - _ _ _ _ _ _ _ - - - 1 1 _ - - - - - _ 1 1 2 2 _ _ _ _ _ - - - - - - 10 10 - 4 2 2 9 4 5 _ _ _ - - - - - - 9 8 1 8 8 - 3 1 2 8 3 5 _ _ _ - - - - - - 9 8 1 1 1 - 1 1 " _ _ _ _ - - - - - - - - _ _ _ _ _ _ 2 2 - 2 2 - _ _ - - _ _ _ _ - - - - and under 90 ALL W O R K E R S — CONTINUED 3 9 .5 3 9 .0 $ 1 32 .00 123 .00 $ $ $ 126.00 1 0 9 .5 0 -1 4 9 .5 0 120.00 1 0 9 .5 0 -1 3 8 .0 0 5 5 7 7 3 3 6 6 6 6 3 3 1 1 7 2 1 MONMANUFACTURING ---------------- 40 33 SWITCHBOARD OPERATOR-RECEPTIONISTS M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 143 84 59 3 9 .5 39 .5 3 9 .5 1 38 .50 135.00 1 2 2 .5 0 -1 5 5 .0 0 141.50 131.00 1 2 7 .5 0 -1 6 6 .5 0 134 .50 135.00 1 1 8 .0 0 -1 5 0 .5 0 6 1 5 1 1 26 16 10 10 8 2 41 24 17 9 7 2 22 4 18 13 11 2 11 9 2 2 2 1 1 OR DE R C L E R K S -------------------------M A N U F A C T U R I N G --------------------- 66 32 3 9 .5 4 0 .0 1 61 .50 165 .50 160.00 152.00 1 4 8 .5 0 -1 7 0 .5 0 1 5 1 .5 0 -1 7 1 .0 0 - 2 - 2 2 - 11 6 16 12 6 4 16 4 7 2 - 1 1 A C C O U N T I N G C L E R K S -------------------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 632 304 328 3 9 .5 3 9 .5 3 9 .0 152.50 163.50 142 .50 149.50 156.50 140.00 1 3 0 .0 0 -1 7 2 .0 0 1 3 7 .0 0 -1 7 8 .5 0 1 1 5 .0 0 -1 5 8 .0 0 16 37 4 33 54 11 43 44 17 27 83 59 24 90 27 63 86 46 40 53 32 21 59 36 23 27 17 10 31 20 11 18 11 7 A C C O U N T I N G C L ER KS . C L A S S A -----M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 243 140 103 3 9 .0 39 .5 3 8 .5 175 .50 183.00 165.00 172.00 175.00 161.00 1 5 0 .0 0 -1 9 3 .0 0 1 5 3 .0 0 -1 9 5 .5 0 1 4 0 .5 0 -1 8 4 .0 0 - 5 7 - - - 5 7 12 1 11 21 18 3 14 4 10 33 20 13 23 17 6 39 22 17 20 10 10 22 17 5 17 11 6 A C C O U N T I N G C L E R K S . C L A S S B -----M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 389 164 225 3 9 .5 1 38 .50 140.00 39 .5 147 .00 142.00 3 9 .0 132 .50 134.50 1 2 0 .0 0 -1 5 2 .0 0 1 3 0 .0 0 -1 6 0 .0 0 1 1 2 .0 0 -1 4 9 .5 0 16 16 32 4 28 47 11 36 32 16 16 62 41 21 76 23 53 53 26 27 30 15 15 20 14 6 7 7 9 3 6 i _ - - i - 2 2 - B O O K K E E P I N G - M A C H I N E O P E R A T O R S ---N O N M A N U F A C T U R I N G ----------------- 68 53 3 9 .0 3 9 .0 134 .00 125.00 121.00 118.50 1 1 0 .0 0 -1 4 3 .0 0 1 1 0 .0 0 -1 3 0 .0 0 2 2 8 8 17 17 10 10 1i 10 4 4 1 1 - 6 1 1 _ _ _ BOOKKEEPING-MACHINE OPERATORS. C L A S S B ----------------------------N O N M A N U F A C T U R I N G ----------------- 61 49 3 9 .0 3 9 .0 1 33 .00 121.00 120 .00 118.50 1 1 0 .0 0 -1 4 1 .0 0 1 1 0 .0 0 -1 3 0 .0 0 _ 8 3 17 17 10 10 10 10 4 4 _ _ 6 _ _ _ . 8 - - S W I T C H B O A R D O P E R A T O R S --------------- MACHINE B I L L E R S ---------------------- - 16 “ - 7 6 2 - 2 2 - 2 - 65 4 0 .0 120 .50 125.00 1 0 0 .0 0 -1 3 0 .0 0 14 7 8 6 14 7 9 P A Y R O L L C L E R K S -----------------------M A N U F A C T U R I N G --------------------N O N H A N U F A C T U R I N G ----------------- 109 55 54 39 .5 39 .5 3 9 .5 170 .00 181.00 158 .50 165.00 176.00 158.50 1 4 8 .0 0 -1 9 2 .0 0 1 5 8 .5 0 -1 9 4 .5 0 1 4 3 .5 0 -1 7 1 .0 0 - 4 2 2 4 i 3 1 16 7 9 10 2 8 14 3 11 18 12 6 7 7 “ 7 7 - - 1 7 2 5 8 7 7 - 1 - K E Y P U N C H O P E R A T O R S -----------------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 350 156 194 3 9 .0 3 9 .5 3 8 .5 141 .00 137.00 157.00 145.50 1 28 .00 127.00 1 2 1 .0 0 -1 5 0 .5 0 1 3 5 .0 0 -1 7 4 .5 0 1 1 5 .0 0 -1 4 0 .0 0 9 9 23 23 48 6 42 57 28 29 58 22 36 53 27 26 32 18 14 25 15 10 9 4 5 8 8 13 13 2 2 5 5 3 3 3 3 K E Y P U N C H O P E R A T O R S . C L A S S A ---M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 83 31 52 38 .5 4 0 .0 3 8 .0 152 .00 150.00 172 .00 168.00 140 .00 138.00 1 3 4 .0 0 -1 6 5 .5 0 1 5 0 .0 0 -1 9 2 .0 0 1 2 7 .5 0 -1 5 0 .0 0 - - 3 3 13 - 11 15 6 9 12 8 4 5 4 1 5 5 2 2 1 1 _ _ _ _ _ _ _ _ _ _ _ _ _ _ 11 14 3 11 2 2 13 K E Y P U N C H O P E R A T O R S . C L A S S B ---M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 267 125 142 3 9 .0 3 9 .5 38 .5 137 .50 132.50 153.00 141.00 124 .00 120.00 1 1 7 .5 0 -1 4 5 .5 0 1 2 9 .0 0 -1 6 2 .0 0 1 1 1 .5 0 -1 3 4 .5 0 9 45 6 39 44 28 16 47 22 25 39 24 15 17 12 5 13 7 6 4 6 6 a _ 3 3 _ _ - 3 3 _ 8 4 4 _ - - _ _ _ - 23 - 9 23 S e e fo o tn o te s at en d o f t a b le s . 4 4 1 _ - 1 1 2 2 2 2 Table A-2. Weekly earnings of professional and technical workers in Chattanooga, Tenn.—Ga., September 1977 ^^^Weekl^Tarning^^™ (standard) Occupation and industry division N-iUUa of workers Average weekly hours1 (standard) N u m b e r of workers receiving straight-time weekly earning s of— $ s 100 Mean 2 Median 2 Middle range 2 $ S $ $ $ s % t $ $ $ $ $ s 110 120 140 160 180 200 220 240 260 280 300 320 340 360 380 120 140 160 180 200 22 0 240 260 280 300 320 340 360 380 400 ” - - ~ 2 2 “ 4 1 3 7 2 5 9 3 6 8 4 4 13 5 6 12 4 8 11 4 7 4 - 2 4 6 5 S $ 4 00 420 % S % 440 460 480 460 480 500 2 2 2 2 2 and under 110 420 440 AL L W O R K E R S COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) --------------------------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 87 30 57 3 8 .5 3 9 .5 3 7 .5 CO MPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) t C L A S S A ------------- 34 3 8 .0 3 9 0 .5 0 383 .00 3 4 9 .5 0 -4 2 2 .0 0 $ 3 4 5 .0 0 ! „ . * > 3 4 1 .5 0 337 .5 0 3 46 .50 3 46 .50 $ $ 3 0 0 ,5 0 -3 7 9 ,5 0 2 9 4 .5 0 -3 7 1 .5 0 3 0 7 .0 0 -3 8 8 .0 0 ~ ~ COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) . C L A S S B ------------- 43 3 28 .50 328 .00 2 9 6 .5 0 -3 5 6 .5 0 - - - COMPUTER PROG RA MM ER S (BUSINESS) — M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 121 28 93 3 8 .0 2 4 0 .5 0 237 .00 2 1 5 .0 0 -2 7 0 .5 0 3 9 .5 2 2 7 .5 0 222.00 2 1 3 .0 0 -2 3 7 .0 0 3 8 .0 2 4 4 .5 0 246.00 2 1 5 .0 0 -2 7 0 .5 0 “ - - “ ~ COMPUTER PR OG RA MM ER S (BUSINESS). C L A S S A ---------------------------N O N M A N U F A C T U R I N G ----------------- 35 28 3 8 .0 2 7 9 .0 0 277 .50 2 6 4 .5 0 -3 0 3 .0 0 3 7 .5 2 78 .00 2 78 .50 2 6 9 .0 0 -3 0 1 .5 0 _ _ CO MP UT ER PR OGRAMMERS (BUSINESS). C L A S S B ---------------------------N O N M A N U F A C T U R I N G ----------------- 55 41 3 8 .5 3 8 .0 2 3 8 .5 0 239 .50 2 2 2 .0 0 -2 5 2 .5 0 2 4 5 .5 0 249.50 2 3 2 .5 0 -2 6 0 .0 0 ~ COMPUTER PROGRAMMERS (BUSINESS). CL A S S C ---------------------------- 31 3 8 .5 2 00 .50 202 .50 - 3 8 .0 1 8 5 .0 0 -2 1 4 .0 0 - - - 5 8 5 9 6 6 3 1 - - - - 2 2 9 2 7 21 3 16 31 13 18 16 2 14 19 1 18 6 6 11 1 10 2 2 “ - - “ - - - - - _ _ - - - - - - - - - ~ 2 2 3 1 3 2 11 10 3 3 11 10 2 ~ _ _ _ _ 2 1 2 “ 4 4 23 13 13 12 8 8 3 3 - - - - - - - - 2 2 7 15 5 - - - - - - - - - - - - - _ - 4 4 1 1 ~ “ ” “ - - - ~ - " 3 7 ~ 7 30 2 28 59 17 42 26 5 21 28 9 19 13 7 6 5 3 2 4 - 5 5 - 5 5 “ _ - - 15 12 4 2 3 2 4 - 5 5 5 - 4 1 - - - - ■- - 10 10 _ - 10 10 - _ 36 8 28 14 3 11 8 6 2 9 5 4 2 2 _ - - - - - - “ - - - - - 15 1 14 - - - - “ 7 7 15 14 13 4 2 - 5 5 - _ - _ _ - - - - - - ~ - 25 25 25 19 29 28 35 30 24 17 33 27 28 28 3 3 1 1 2 2 “ - _ - 24 24 19 13 9 9 7 7 2 2 - - 1 1 - - 19 19 - - “ 6 6 5 4 1 - 4 1 - 52 11 6 2 1 4 1 - ~ 11 84 25 59 3 9 .0 3 9 .5 3 8 .5 162 .00 178 .00 155.50 153.50 1 4 4 .5 0 -1 7 7 .0 0 180.00 1 4 7 .5 0 -2 0 1 .5 0 150.50 1 4 0 .0 0 -1 6 8 .0 0 - - C O M P U T E R O P E R A T O R S . C L A S S C ---N O N M A N U F A C T U R I N G ----------------- 45 33 3 7 .5 3 7 .0 1 37 .50 133 .50 129.00 126.50 1 2 1 .0 0 -1 4 6 .5 0 1 1 8 .5 0 -1 4 1 .5 0 3 3 D R A F T E R S ------------------------------M A N U F A C T U R I N G --------------------- 205 180 4 0 .0 1 9 2 .5 0 4 0 .0 192 .50 191.00 189.50 1 6 0 .0 0 -2 2 5 .0 0 1 6 0 .0 0 -2 2 9 .0 0 - D R A F T E R S . C L A S S B ----------------M A N U F A C T U R I N G --------------------- 81 75 4 0 .0 2 00 .00 193.00 4 0 .0 199 .00 191.00 1 8 0 .0 0 -2 1 9 .5 0 1 7 6 .0 0 -2 1 8 .5 0 _ - - - E L E C T R O N I C S T E C H N I C I A N S ------------ 110 4 0 .0 2 3 9 .0 0 301.00 1 5 2 .0 0 -3 0 1 .0 0 1 19 4 0 .0 1 1 9 .5 0 -3 0 5 .5 0 16 129.50 - “ C O M P U T E R O P E R A T O R S . C L A S S B ---M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N 6 ----------------- 1 93 .50 - 4 2 2 _ 2 1 6 .0 0 191.00 1 7 0 .0 0 -2 5 9 .0 0 187 .50 180.50 1 6 0 .0 0 -1 9 6 .5 0 42 - _ 3 9 .0 3 8 .5 CLASS B 2 “ 61 41 TECHNICIANS. 1 _ C O M P U T E R O P E R A T O R S . C L A S S A ----N O N M A N U F A C T U R I N G ----------------- ELECTRONICS 4 “ 190 57 133 1 4 2 .5 0 -1 9 1 .0 0 1 4 7 .5 0 -2 3 6 .5 0 1 3 8 .0 0 -1 7 7 .5 0 7 _ C O M P U T E R O P E R A T O R S ------------------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 3 8 .5 173 .50 156.00 4 0 .0 2 0 6 .0 0 182.00 3 8 .0 160 ,00 154 .00 1 3 _ 1 4 - _ - - - ~ - ~ “ “ “ - - - “ “ “ - - - - - - - at en d o f ta b le s . 5 - - - - “ " ~ “ - ~ ~ - - “ ' S e e fo o tn o te s 1 " ~ _ 4 4 1 4 8 1 7 - - " - - - Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, in Chattanooga, Tenn.—Ga., September 1977 Average (mean^) S ex , 3o c c u p a tio n , OFFICE and in d u s t r y d iv is io n Number of woriters Weekly earnings1 (standard) S ex, O C C U P A T I O N S - HE N $ 4 0 .0 197.00 4 0 .0 201.00 A C C O U N T I N G C L E R K S --------------M A N U F A C T U R I N G ---------------- 4 0 .0 4 0 .0 A C C O U N T I N G CLERKS.' C L A S S A M A N U F A C T U R I N G ---------------- OFFICE Weekly hours (standard] 206 .50 205 .50 S E C R E T A R I E S ---------------------M A N U F A C T U R I N G ---------------N O N M A N U F A C T U R I N G ------------ 500 258 242 3 9 .0 3 9 .5 3 8 .0 174.50 183.00 165.50 S E C R E T A R I E S . C L A S S A -------M A N U F A C T U R I N G ---------------- 71 50 3 9 .0 3 9 .5 196 .00 189.00 S E C R E T A R I E S . C L A S S B --------M A N U F A C T U R I N G ---------------N O N M A N U F A C T U R I N G ------------ 136 3 8 .5 3 9 .0 3 7 .5 184.00 195.50 174 .00 62 74 3 9 .5 4 0 .0 189.00 196.00 219 90 129 3 8 .5 3 9 .5 3 8 .0 157.00 163.00 152.50 243 74 169 3 8 .5 3 9 .5 3 8 .0 151.00 170.50 142 .00 S E C R E T A R I E S . C L A S S C -------M A N U F A C T U R I N G ---------------S E C R E T A R I E S . C L A S S D -------M A N U F A C T U R I N G ---------------N O N M A N U F A C T U R I N G -----------S T E N O G R A P H E R S -------------------M A N U F A C T U R I N G ---------------N O N M A N U F A C T U R I N G ------------S T E N O G R A P H E R S . G E N E R A L -----M A N U F A C T U R I N G ----------------N O N H A N U F A C T U R I N G ------------- 172 37 135 3 8 .5 3 9 .0 3 8 .5 143.00 149.00 141 .50 S T E N O G R A P H E R S . S E N I O R -------M A N U F A C T U R I N G ---------------- 71 37 3 8 .5 3 9 .5 169.00 192.00 63 3 7 .5 124.50 TRANSCRIBING-MACHINE TYPISTS — T Y P I S T S ---------------------------M A N U F A C T U R I N G ---------------N O N M A N U F A C T U R I N G ------------- 175 49 126 3 8 .0 3 9 .5 3 7 .5 137 .50 152 .00 132 .00 T Y P I S T S . C L A S S A -------------N O N H A N U F A C T U R I N G ------------- 60 54 3 8 .5 3 8 .0 158.50 159 .50 T Y P I S T S . C L A S S B -------------M A N U F A C T U R I N G ---------------- 115 43 3 8 .0 3 9 .5 126.50 152 .50 F I L E C L E R K S ----------------------N O N M A N U F A C T U R I N G ------------- 142 129 3 7 .5 3 7 .5 1 10 .00 1 09 .00 3 7 .5 107 .50 FILE CLERKS. C L A S S B --------- 3o c c u p a tio n , and in d u s tr y d iv is io n Weekly Weekly earnings1 hours (standard) (standard) FILE CLERKS - Sex, o c c u p a tio n , and in d u s t r y d iv is io n of workers CONTINUED $ FI L E C L E R K S . C L A S S C N O N M A N U F A C T U R I N G --- 3 8 .5 3 8 .5 111.00 Weekly Weekly earnings3 ho urs 1 (standard) (standard) 3 9 .5 3 9 .0 1 3 2 .0 0 1 2 3 .0 0 110 .5 0 SWITCHBOARD OPERATOR-RECEPTIONISTSM A N U F A C T U R I N G ---------------------N O N H A N U F A C T U R I N G ------------------ 3 9 .5 3 9 .5 3 9 .5 138 .5 0 141 .50 1 34 .50 OR D E R C L E R K S ---MANUFACTURING 3 9 .5 4 0 .0 1 58 .00 1 58 .00 A C C O U N T I N G C L E R K S -M A N U F A C T U R I N G --NONMANUFACTURING 3 9 .5 1 50 .00 3 9 .5 158 .50 3 9 .0 1 4 2 .5 0 79 29 50 $ 3 8 .5 3 4 9 .0 0 3 9 .5 3 4 5 .0 0 3 8 .0 3 5 1 .5 0 COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) . C L A S S A ----- 32 3 8 .5 3 9 3 .5 0 COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) . C L A S S 6 ----- 38 3 8 .5 3 3 2 .0 0 75 57 3 8 .0 2 4 8 .0 0 3 8 .0 2 5 2 .0 0 29 3 8 .0 2 8 2 .0 0 30 3 8 .5 2 4 1 .5 0 124 33 91 3 8 .5 4 0 .0 3 7 .5 1 78 .00 2 2 2 .5 0 1 6 1 .5 0 (B US I N E S S ) --------M A N U F A C T U R I N G --NONMANUFACTURING NONMANUFACTURING COMPUTER PROGRAMMERS (BUSINESS). C L A S S A -----------------------------COMPUTER PROGRAMMERS (BUSINESS). C L A S S B ----------------------------- AC CO UN TI NG CLERKS. CL AS S A M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N G ----------- 211 110 101 3 9 .0 1 70 .50 3 9 .5 1 76 .50 3 8 .5 1 6 4 .0 0 A C C O U N T I N G C L ER KS . C L A S S B M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N G ----------- 382 160 222 3 9 .5 1 38 .50 3 9 .5 1 46 .50 3 9 .0 1 3 2 .5 0 COMPUTER OPERATORS. CLASS A N O N M A N U F A C T U R I N G ------------ 49 34 3 9 .0 2 1 3 .5 0 3 8 .5 187 .0 0 3 9 .0 3 9 .0 1 3 4 .0 0 1 21 .00 CO MPUTER OPERATORS. CLASS B N O N M A N U F A C T U R I N G ------------ 48 36 3 9 .0 3 8 .5 3 9 .0 3 9 .0 1 33 .00 1 2 0 .0 0 4 0 .0 1 2 0 .5 0 BOOKKEEPING-MACHINE OPERATORS N O N M A N U F A C T U R I N 6 ------------ 68 53 CO MPUTER OPERATORS. BO OKKEEPING-MACHINE OPERATORS. C L A S S B --------------------------N O N M A N U F A C T U R I N G --------------MACHINE BILLERS P A Y R O L L C L E R K S ----M A N U F A C T U R I N G --NONMANUFACTURING 103 49 54 KEYPUNCH OPERATORS M A N U F A C T U R I N G --NONMANUFACTURING COMPUTER OP ERATORS M A N U F A C T U R I N G --NONHANUFACTURING 349 155 194 3 9 .5 1 68 .00 3 9 .5 ,1 7 9 .0 0 3 9 .5 1 58 .50 3 9 .0 3 9 .5 3 8 .5 141 .0 0 157 .0 0 128 .0 0 KEYPUNCH OPERATORS. CLASS A M A N U F A C T U R I N G ---------------N O N M A N U F A C T U R I N G ------------ 83 31 52 3 8 .5 4 0 .0 3 8 .0 1 5 2 .0 0 1 72 .00 1 4 0 .0 0 KEYPUNCH OPERATORS. CLASS B M A N U F A C T U R I N G ---------------N O N M A N U F A C T U R I N G ------------ 266 124 142 3 9 .0 3 9 .5 3 8 .5 1 3 7 .5 0 1 5 3 .0 0 1 24 .00 CLASS C D R A F T E R S --------MANUFACTURING DRAFTERS. CLASS B M A N U F A C T U R I N G --DRAFTERS. 6 3 6 .5 1 34 .50 4 0 .0 4 0 .0 194 .5 0 195 .50 78 73 4 0 .0 4 0 .0 200 .0 0 199 .00 4 0 .0 153.00 51 108 TECHNICIANS. C L A S S B- 4 0 .0 2 3 7 .5 0 40 4 0 .0 46 36 3 8 .0 228 .5 0 3 8 .0 232 .00 1 87 .50 P R O F E S S I O N A L AND T E C H N I C A L O C CU PA TI ON S - WOMEN COMPUTER PROGRAMMERS (BUSINESS) — N O N M A N U F A C T U R I N G -----------------COMPUTER PROGRAMMERS (BUSINESS). C L A S S B --------------------------- COMPUTER OPERATORS NONMANUFACTURING S e e fo o t n o t e s at en d o f t a b le s . 27 C L A S S C ------------------ ELECTRONICS 166 .00 156 .50 181 165 E L E C T R O N I C S T E C H N I C I A N S ------------- COMPUTER OPERATORS. Number P R O F E S S I O N A L AND T E C H N I C A L O C C U P A T I O N S - HE N OFFICE OCCU PA TI ON S WOMEN— CONTINUED SWITCHBOARD OPERATORS NONMANUFACTURING — O C C U P A T I O N S - WO ME N Average (mean®) ( mean*) Number of workers CLASS B 25 3 8 .0 2 34 .50 66 42 3 9 .0 3 9 .0 165 .50 1 56 .00 36 3 9 .0 1 57 .00 Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Chattanooga, Tenn.—Ga., September 1977 Hourly earnings * Occupation and industry division Number of workers Mean 2 Median2 Middle range 2 N u m b e r of workers receiving straight-time hourly earnings of— $ s $ $ s S $ S S $ S $ * $ $ $ t * 1 * S * $ 3.40 3.60 3.80 4.00 4.20 4.40 4 .60 4.80 5.00 5.20 5.40 5.60 5.80 6.00 6.20 6.40 6.60 6.80 7.00 7.20 7.40 7.60 8.00 and and under 3.60 3.80 4.00 4.20 4.40 4.60 4 .80 5.00 5.20 5.40 5.60 5.80 6.00 6.20 6.40 6.60 6.80 7.00 7. 20 7.40 7.60 8.00 over ALL WORKERS MAINTENANCE CARPENTERS ----------- 26 $ 5 .8 6 $ 5 .5 5 $ 4 .8 2 - $ 6 .2 0 MAINTENANCE e l e c t r i c i a n s --------MANUFACTURING ------------------ 358 358 6 .4 2 6 .4 2 6 .0 3 6 .0 3 5 .5 2 5 .5 2 - 7 .5 3 7 .5 3 MAINTENANCE PAINTERS ------------MANUFACTURING ------------------ 34 33 6 .1 4 6 .0 8 5 .9 6 5 .8 3 5 .3 0 5 .3 0 - 6 .8 5 6 .8 5 MAINTENANCE MACHINISTS ----------MANUFACTURING ------------------ 210 210 6 .3 8 6 .3 8 6 .9 6 6 v9 6 5 .4 9 5 .4 9 - MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING ------------------ 821 801 6 .4 2 6 .4 5 6 .3 6 6 . 38 MAINTENANCE MECHANICS (MOTOR VEHICLES) ----------------MANUFACTURING ------------------ 154 139 5 .8 1 5 .7 0 MAINTENANCE TRADES HELPERS ------MANUFACTURING ------------------ 53 53 TOOL AND DIE MAKERS --------------MANUFACTURING ---- ~ ------------- 2 3 1 1 8 8 2 2 31 31 21 21 25 25 22 22 38 38 34 34 14 14 - 1 1 1 1 3 3 8 8 1 1 _ - 3 3 1 1 5 5 - 2 - - - - - 2 5 9 9 6 6 18 12 2 “ 93 93 ~ _ 1 _ _ _ 1 1 4 4 _ - - - - - - - - - 20 1 - 11 11 “ 3 3 15 15 16 16 3 3 11 11 6 6 7 7 15 15 5 .9 0 5 .9 2 - 7 .5 3 7 .5 3 2 2 3 3 1 1 21 21 15 7 6 6 26 24 8 4 47 47 51 51 19 19 65 65 97 97 95 95 5 .9 4 5 .9 4 5 .2 5 5 .2 5 - 6 .2 8 6 .2 8 _ _ “ - - 21 21 2 - 6 6 2 - 12 12 24 24 - 5 5 13 12 40 39 5 . 19 5 .1 9 5 .2 8 5 .2 8 5 .0 3 5 .0 3 - 5 .2 8 5 .2 8 - _ - - - - 22 22 18 18 - - 2 2 - - 2 2 - - 39 39 6 .1 3 6 .1 3 6 . 36 6 . 36 5 .9 0 5 .9 0 - 6 .5 1 6 .5 1 - - - - 1 1 2 2 2 2 - - - - - - 2 2 8 8 - - - 12 12 7 7 STATIONARY ENGINEERS -------------- 39 6 .7 8 7 .5 3 6 .4 2 - 7 .5 3 - - - 3 - - - - - 2 1 - - 1 - 10 BOILER TENDERS --------------------MANUFACTURING ------------------ 42 42 4 .9 6 4 .9 6 5 .5 3 5 .5 3 3 .9 9 3 .9 9 - 5 .5 3 5 .5 3 - 2 2 10 10 _ - _ 6 6 - _ - 18 18 6 6 7 2 2 8 8 2 2 ~ 17 11 - See footnotes at end of tables. 90 90 22 22 - - 135 135 6 6 _ - 18 16 66 66 7 .0 2 7 .0 2 _ 13 13 16 16 - - 1 - 2 2 - - _ - - - _ - 6 6 7 7 3 3 - _ - - - - - - 2 2 - - - “ 36 36 - - - _ 78 78 3 3 - 33 33 - 1 1 - ~ _ - - 9 9 _ 1 - Table A-5. Hourly earnings of material movement and custodial workers in Chattanooga, Tenn.—Ga., September 1977 Hourly ea nings 4 workers Mean 2 Median2 Middle range 2 $ $ s * $ $ s $ * % 4.80 5.00 5.40 5.80 6.20 6. 60 7.00 7.40 7.80 8.20 1.40 4.60 4.80 5.00 5.40 5.80 6.20 6.60 7.00 7.40 7.80 8.20 8.60 and under 2.40 2.60 2.60 3.00 3.20 3.40 3.60 3. 80 4.00 4 .20 all S .40 4.60 t o o •p fO o Occupation and industry division Number of workers receiving straight-time hourly earnings of— $ $ $ $ $ $ $ * % $ 2.20 2.40 2.60 2.80 3.00 3.20 3.40 3. 60 3.80 4 workers TRUCKORIVERS --------------------MANUFACTURING ---------------NONrtANUFACTURING ------------- 514 29b 216 $ 4.63 4.64 4.61 $ 4.25 4.25 4.33 $ $ 3 .6 9 - 5.30 3 .6 3 - 5.11 3 .1 5 - 6.15 TRUCKORIVERS. LIGHT TRUCK --MANUFACTURING ---------------- 74 33 3.41 4.32 2.80 3.50 2 .5 0 3 .4 0 - 3.50 5.13 - TRUCKORIVERS. MEDIUM TRUCK — MANUFACTURING ---------------NONrtANUFACTURING ------------- 235 113 122 4.51 4.22 4.78 4.37 4.01 4.45 3 .7 5 - 5.22 3 .6 9 - 5.00 3 .7 5 - 6.30 - TRUCKORIVERS. HEAVY TRUCK (TRAILER! --------------------MANUFACTURING ---------------- 105 72 4.43 4.48 4.25 4.25 4 . 1 9 - 4.49 4 . 1 9 - 4.30 SHIPPING CLERKS ----------------M A N U F A C T U R I N G ----- ----------- 51 42 4.23 4.20 3.83 3.67 3.503 .5 0 - 5.03 5.16 RECEIVING CLERKS ---------------MANUFACTURING ---------------- 42 34 4.23 4.39 4.50 4.50 3 .7 0 4 .3 7 - 4.75 4.86 SHIPPING AND RECEIVING CLERKS - 42 3.72 3.75 WAREHOUSEMEN ----------------------------------------------- 155 99 56 5.13 5.30 4.84 ORDER FILLERS -------------------MANUFACTURING ---------------- 202 140 SHIPPING PACKERS ---------------MANUFACTURING ---------------NONrtANUFACTURING ------------- “ _ 22 22 10 5 5 29 7 22 21 14 7 17 15 2 25 15 10 26 12 14 32 30 2 22 “ 5 5 18 - - - - - “ 15 15 - 5 ~ 5 11 7 4 21 14 7 3 1 2 _ _ _ _ _ “ 24 12 12 19 7 12 - - - _ - - - 11 10 1 53 33 20 6 6 2 2 - 6 6 _ - - _ 2 11 5 10 - 2 2 2 - 2 2 - _ 21 21 2 4 4 - _ - - 9 4 1 - 1 - 11 11 2 - - 6 3 i - 1 3 3 10 10 5 5 6 6 2 2 1 1 - 2 2 10 2 - - - 5 1 4 13 7 6 12 7 5 20 14 6 8 3 5 - 44 44 - 12 12 _ 4 4 _ 13 - - 7 - - 5.10 5*30 4.78 4 . 3 0 - 6.24 4 .7 5 - 6.24 4 .2 1 - 5.64 4 4 2 “ 4 4 - - 3 3 9 7 2 8 7 1 1 1 10 6 4 3.76 3.76 4.01 4.17 3 .1 3 2 .5 0 - 4.29 4.46 _ - 42 42 - - 9 9 18 - 3 1 14 8 6 2 42 16 31 25 7 7 8 8 18 18 196 165 31 3.60 3.60 3.56 3.45 3.64 3.42 3 .1 5 - 4.22 3 .1 5 - 4.22 3 .1 6 - 4.01 _ - 8 8 18 18 1 1 ~ 42 34 3 7 7 26 21 5 17 17 “ 12 12 - 6 _ - _ _ _ - - - 6 54 49 5 MATERIAL HANDLING LABORERS ---MANUFACTURING ---------------- 1.086 906 4.60 4.71 4.72 4.72 3 .7 8 3 .7 8 - 5.71 5.71 3 12 12 57 51 75 70 98 70 49 39 22 - 28 6 94 24 6 2 317 315 12 12 3 3 224 224 FORKLIFT OPERATORS -------------MANUFACTURING ---------------- 891 696 4.32 4.40 4.15 4.30 3.643.75- 4.97 5.05 - _ ~ ” 21 19 11 11 46 39 65 57 54 54 73 73 177 67 97 32 22 22 6 6 119 119 124 124 72 72 1 - POWER-TRUCK OPERATORS (OTHER THAN FORKLIFT) ----------------MANUFACTURING ---------------- 181 181 3.85 3.85 3.50 3.50 3 .5 0 3 .5 0 - 3.60 3.80 _ _ _ _ _ - 14 14 GUARDS AND WATCHMEN ------------MANUFACTURING ---------------- 548 197 3.01 4.05 2.45 4.05 2 .3 5 - 3.30 3 .1 8 - 4.55 141 4.47 4.40 3 .9 2 - 5.06 ------------ .--- - 6 - - 40 36 - guards: manufacturing - 10 7 6 17 - 14 12 - 179 14 - 5 - - 163 8 - 1 - 3 .0 0 - 4.60 _ - 2 - _ - - 4 4 - _ _ _ i - - _ _ 45 27 16 - - _ _ 8 7 1 - - _ _ 9 7 2 _ 2 _ _ 13 7 6 - NO NrtANUFACTU RING 39 2 37 10 4 6 - ----------------------------------- 6 6 36 22 14 - - 1 1 11 11 ~ _ 126 126 _ - - 5 5 8 8 _ - 36 36 - 16 16 - - _ _ _ _ - - " - - - _ _ - - _ _ 1 1 - 1 1 _ _ _ - - - - - - - - - - - - _ _ - - - _ _ - _ _ _ - - _ _ - - - - _ _ _ _ - - - - - - - _ _ _ _ _ _ _ - - - - - _ - _ 86 78 _ _ _ _ _ " - - - - _ _ _ _ _ * - - - - - - 3 3 _ _ 4 . - - 4 " 37 37 - - - 12 12 3 3 22 22 _ 4 4 8 6 17 15 2 ~ 13 13 2 2 20 19 30 30 _ ~ 47 42 - 21 2 - - 13 2 19 30 - 12 3 22 - 4 - - - - - - - - 2 7 54 6 2 1 ~ 2 1 2 - 6 6 - 13 4 9 9 - 55 18 37 9 - 1 57 47 10 - M ANU FACTU R ING - 47 29 18 - - - 7 7 _ _ _ - - - - 7 - - - - - - - - - - - - - _ w a tc hm en : MANUFACTURING ---------------- 56 2.99 3.10 2 .4 7 - 3.40 8 8 - - 21 4 15 - - - JANITORS. PORTERS. AND CLEANERS MANUFACTURING ---------------NONMANUFACTURING ------------- 894 463 431 3.50 4.24 2.71 3.13 4.31 2.30 2 .3 5 - 4.65 3 .2 2 - 5.28 2 .3 0 - 2.75 236 6 230 75 28 47 67 40 47 27 17 10 29 10 19 51 34 17 49 32 17 28 15 13 22 18 4 8 1 S e e fo o tn o te s at en d o f ta b le s . 8 28 24 4 93 3 3 Table A-6. Average hourly earnings of maintenance, toolroom powerplant, material movement, and custodial workers, by sex, in Chattanooga, Tenn.—Ga., September 1977 Av erage (m ean2 ) hourly earnings Sex, 3 occupation, a n d i n du st ry division MATERIAL MOVEMENT ANO CUSTODIAL OCCUPATIONS - MEN— CONTINUED MAINTENANCE. TOOLROOM. AND POuERPLANT OCCUPATIONS - HEN $ MAINTENANCE CARPENTERS --------MAINTENANCE ELECTRICIANS ------MANUFACTURING ---------------- Average (m ean2 ) hourly earnings 4 Sex, 3 occupation, a n d in du st ry division 358 358 SHIPPING ANO RECEIVING CLERKS 6.42 6.42 WAREHOUSEMEN ------MANUFACTURING -NONMANUFACTURING 141 5.21 5.28 5.06 ORDER FILLERS — MANUFACTURING 108 64 4.10 4.37 SHIPPING PACKERS MANUFACTURING 100 71 3.46 3.41 1.071 891 4.60 4.71 6.14 6.08 MAINTENANCE PAINTERS ----------MANUFACTURING ---------------- $ 5.66 3.72 97 MAINTENANCE MACHINISTS --------MANUFACTURING ---------------- 210 210 6.38 6.38 MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING -------------------- 821 801 6.42 6.45 MAINTENANCE MECHANICS (MOTOR VEHICLES) --MANUFACTURING ---- 154 139 5.81 5.70 FORKLIFT OPERATORS MANUFACTURING — 873 681 4.32 4.39 MAINTENANCE TRADES HELPERS ------MANUFACTURING ------------------- 52 52 5.18 5. 18 POWER-TRUCK OPERATORS (OTHER THAN FORKLIFT) -------------MANUFACTURING ------------- 171 171 3.87 3.87 TOOL AND DIE MAKERS ---------------MANUFACTURING ------------------- 39 39 6.13 6.13 6UARDS ANO WATCHMEN --------MANUFACTURING ------------- 524 192 3.01 4.01 STATIONARY ENGINEERS -------------- 39 6.78 BOILER TENDERS --------------------MANUFACTURING ------------------- 42 42 4.96 4.96 136 4.43 MATERIAL MOVEMENT AND CUSTODIAL OCCUPATIONS - HEN TRUCKDRIVERS -----------------------MANUFACTURING ------------------NONMANUFACTURING ---------------- MATERIAL HANDLING LABORERS MANUFACTURING ---------- guards: MANUFACTURING ------------watchmen: 56 2.99 651 369 282 3.67 4.36 2.78 ORDER FILLERS — MANUFACTURING 94 76 3.36 3.25 96 94 3.74 3.75 243 94 149 3.04 3.75 2.60 M ANU FACTUR ING 4.63 --------------------------- UANITORS. PORTERS. AND CLEANERS --MANUFACTURING -------------------NONHANUFACTURING ----------------- 514 298 216 4.64 4.61 TRUCKORIVERS. LIGHT TRUCK MA m UFACTURING ------------- 74 33 3.41 4.32 TRUCKORIVERS. MEDIUM TRUCK MANUFACTURING -----------NONMANUFACTURING --------- 235 113 122 4.51 4.22 , 78 105 72 4.43 4.48 SHIPPING PACKERS MANUFACTURING SHIPPING CLERKS 26 4.88 RECEIVING CLERKS MANUFACTURING 33 26 4.33 4.52 JANITORS. PORTERS. AND CLEANERS --MANUFACTURING --------------------, NONHANUFACTURING ----------------- TRUCKDRIVERS. HEAVY TRUCK (TRAILER) ---------------MANUFACTURING ----------- S e e fo o tn o te s at en d o f ta b le s . 9 MATERIAL MOVEMENT AND CUSTODIAL OCCUPATIONS - WOMEN Table A-7. Percent increases in average hourly earnings, adjusted for employment shifts, for selected occupational groups in Chattanooga, Tenn.—Ga., for selected periods September 1972 September 1973 September 1974 September 1975 September 1976 Industry and occupational group5 to to to to to September 1973 September 1974 September 1975 September 1976 September 1977 All industries: Office clerical___ _______ __________________ _ Electronic data processing___________________ -— Industrial nurses. __________ — — __ Skilled maintenance trades_____________________ Unskilled plant work e r s ________________________ 6.2 9.3 9.5 9.5 8.3 10.3 (6 ) 5.6 6.3 6.8 Manufacturing: --- _ _ — _ Office clerical- — ----Electronic data processing______ — - - Industrial nurses_________ __ _ ____________ Skilled maintenance trades_____________________ Unskilled plant w orkers___ ________ _____ ______ 5.8 (6 ) 5.6 6.3 7.1 8.9 (6 ) 9.5 8.4 9.2 Nonmanufacturing: Office clerical_____________ ________ _____ Electronic data processing______________________ Industrial nurses_______________________________ Unskilled plant wor k e r s ________________________ 6.5 (‘ ) (6 ) 5.2 9.7 (?) (6 ) 15.3 7.5 7.3 (‘ ) 6.3 7.7 10.8 (?) (?) (‘ ) 8.7 7.4 (?) (6 ) 9.1 10.5 9.3 7.3 6.5 (6 ) 3.9 5.4 8.9 (?) (6 ) 5.5 7.2 (?) (6 ) 8.1 8.1 6.8 (6 ) 9.1 6.9 7.4 (6 ) 8.6 8.3 8.6 (?) (6 ) 8.6 See footnotes at end of tables. Footnotes 1 Standard hours reflect the w o rkweek for which employees receive their regular straight-time salaries (exclusive of pay for overtime at regular and/or p r e m i u m rates), and the earnings correspond to these weekly hours. 2 The m e a n is computed for each job by totaling the earnings of all workers and dividing by the n u mber of workers. The median designates position— half of the workers receive the s a m e or m o r e and half receive the s a m e or less than the rate shown. The middle range is defined by two rates of pay; a fourth of the workers earn the s a m e or less than the lower of these rates and a fourth earn the s a m e or m o r e than the higher rate. 3 Earnings data relate only to workers whose sex identification w a s p r o v i d e d by the establishment. 4 Excludes p r e m i u m pay for overtime and for w o r k on weekends, holidays, and late shifts. 5 Estimates for periods ending prior to 1976 relate to m e n only for skilled maintenance and unskilled plant workers. All other estimates relate to m e n and women. 6 Data do not m eet publication criteria or data not available. 10 A ppendix A. Scope and M ethod of Survey Data on area wages and related benefits are obtained by personal visits of Bureau field representatives at 3-year intervals. In each of the intervening years, information on employment and occupational earnings is collected by a combination of personal visit, mail questionnaire, and tele phone interview from establishments participating in the previous survey. In each of the 74 1 areas currently surveyed, data are obtained from representative establishments within six broad industry divisions: Manufac turing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient employ ment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria. These surveys are conducted on a sample basis. The sampling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of employees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large than small estab lishments is selected. When data are combined, each establishment is weighted according to its probability of selection, so that unbiased estimates are generated. For example, if one out of four establishments is selected, it is given a weight of 4 to represent itself plus three others. An alternate of the same original probability is chosen in the same industry-size classi fication if data are not available from the original sample member. If no suitable substitute is available, additional weight is assigned to a sample member that is similar to the missing unit. Occupations and earnings Occupations selected for study are common to a variety of manufac turing and nonmanufacturing industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3) maintenance, toolroom, and powerplant; and (4) material movement and custodial. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. 1 Included in the 7 4 areas are 4 studies co n d u c t e d b y the B u r e a u un de r contract. Ohio; B i r m i n g h a m , A l a . ; Norfolk— Virginia B e a c h — P o rt sm ou th a n d Syracuse, N.Y. Newport N e w s — Hampton, D e p a r t m e n t of Labor. Occupational employment and earnings data are shown for full-time workers, i.e., those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the nearest half dollar. Vertical lines within the distribution of workers on some A-tables indicate a change in the size of the class intervals. These surveys measure the level of occupational earnings in an area at a particular time. Comparisons of individual occupational averages over time may not reflect expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions of workers employed by high- or low-wage firms may change, or high-wage workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts in employment could decrease an occu pational average even though most establishments in an area increase wages during the year. Changes in earnings of occupational groups, shown in table A-7, are better indicators of wage trends than are earnings changes for individual jobs within the groups. Average earnings reflect composite, areawide estimates. Industries and establishments differ in pay level and job staffing, and thus contribute differently to the estimates for each job. Pay averages may fail to reflect accurately the wage differential among jobs in individual establishments. T h e s e areas are Ak ro n, Va . — N. C . ; a n d In addition, the B u r e a u conducts m o r e limited area studies in ap pr ox im at el y 10 0 areas at the request of the E m p l o y m e n t Standards Administration of the U. S. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within the scope of the survey, are not presented in the A -series tables because either (1) employment in the occupation is too small to provide enough data to merit presentation, or (2) there is possibility of disclosure of individual establishment data. Separate men's and women's earnings data are not presented when the number of workers not identified by sex is 20 percent or more of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in data for all industries combined. Likewise, for occupations with more than one level, data are included in the overall classification when a subclassification is not shown or information to subclassify is not available. Average pay levels for men and women in selected occupations should not be assumed to reflect differences in pay of the sexes within individual establishments. Factors which may contribute to differences include pro gression within established rate ranges (only the rates paid incumbents are collected) and performance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are more generalized than those used in individual establishments and allow for minor differences among establishments in specific duties performed. Electronic data processing Skilled maintenance Computer systems analysts, classes A, B, and C Computer programmers, classes A, B, and C Computer operators, classes A, B, and C Carpenters Electricians Painters Machinists Mechanics (machinery) Mechanics (motor vehicle) Pipefitters Tool and die makers Occupational employment estimates represent the total in all estab lishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the jobs studied. These differences in occupational structure do not affect materially the accuracy of the earnings data. Industrial nurses Unskilled plant Registered industrial nurses Janitors, porters, and cleaners Material handling laborers Wage trends for selected occupational groups Per'cent changes for individual areas in the program are computed as follows: 1. Average earnings are computed for each occupation for the 2 years being compared. The averages are derived from earnings in those establishments which are in the survey both years; it is assumed that employment remains unchanged. The percent increases presented in table A-7 are based on changes in average hourly earnings of men and women in establishments reporting the trend jobs in both the current and previous year (matched 'establishments). The data are adjusted to remove the effects on average earnings of employ ment shifts among establishments and turnover of establishments included in survey samples. The percent increases, however, are still affected by factors other than wage increases. Hirings, layoffs, and turnover may affect an establishment average for an occupation when workers are paid under plans providing a range of wage rates for individual jobs. In periods of increased hiring, for example, new employees may enter at the bottom of the range, depressing the average without a change in wage rates. 2. Each occupation is assigned a weight based on its pro portionate employment in the occupational group in the base year. The percent changes relate to wage changes between the indicated dates. When the time span between surveys is other than 12 months, annual rates are shown, (it is assumed that wages increase at a constant rate between surveys.) 4. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The result— expressed as a percent— less 100 is the percent change. Occupations used to compute wage trends are: Office clerical Office clerical— Continued Secretaries Stenographers, general Stenographers, senior Typists, classes A and B File clerks, classes A, B, and C Messengers Switchboard operators Order clerks Accounting clerks, classes A and B Bookkeeping -machine operators, class B Payroll clerks Keypunch operators, classes A and B 3. These weights are used to compute group averages. Each occupation's average earnings (computed in step 1) is multiplied by its weight. The products are totaled to obtain a group average. For a more detailed description of the method used to compute these wage trends, see "Improving Area Wage Survey Indexes, " Monthly Labor Review, January 1973, pp. 52-57. Establishment practices and supplementary wage provisions Tabulations on selected establishment practices and supplementary wage provisions (B -se rie s tables) are not presented in this bulletin. Infor mation for these tabulations is collected at 3-year intervals. These tabu lations on minimum entrance salaries for inexperienced office workers; shift differentials; scheduled weekly hours and days; paid holidays; paid vacations; and health, insurance, and pension plans are presented (in the B-series tables) in previous bulletins for this area. Appendix table 1. Establishments and workers within scope of survey and number studied in Chattanooga, Tenn.—G a.,1 September 1977 In d u s tr y d iv is io n 2 M in im u m e m p lo y m e n t in e s t a b lis h m e n ts in s c o p e o f stu d y ALL DIVISIONS -------------------------------MANUFACTURING ------------------------------------NONNANUFACTURING --------------------------------TRANSPORTATION* COMMUNICATION* AND OTHER PUBLIC UTILITIES5 --------------------WHOLESALE TRADE 6 ---------------------------------------------------RETAIL T R A D E 6 ---------------------------------------------------------FINANCE. INSURANCE. AND REAL ESTATE 6 ------------SERVICES6 7--------------------------------------- W ith in s c o p e o f stu dy 4 W ith in s c o p e o f stu dy J 379 N u m ber 131 219 160 66 50 50 50 50 50 17 25 70 17 31 10 8 21 65 9 17 13 S tu d ied S tu d ied 50 “ 1 T h e C h a tta n o o g a S ta n d a rd M e t r o p o lit a n S t a t is t ic a l A r e a , as d e fin e d b y th e O f f i c e o f M a n a g e m e n t and B u d get th ro u g h F e b r u a r y 1974, c o n s is t s o f H a m ilto n , M a r io n , and S e q u a tc h ie C o u n tie s , T e n n .; and C a to o s a , D a d e , and W a lk e r C o u n tie s , G a. T h e " w o r k e r s w ith in s c o p e o f s tu d y " e s t im a t e s sh ow n in th is t a b le p r o v id e a r e a s o n a b ly a c c u r a t e d e s c r ip t io n o f th e s i z e and c o m p o s it io n o f th e la b o r f o r c e in c lu d e d in th e s u r v e y . E s t im a t e s a r e n ot in te n d e d , h o w e v e r , fo r c o m p a r is o n w ith o th e r e m p lo y m e n t in d e x e s to m e a s u r e e m p lo y m e n t tr e n d s o r l e v e l s s in c e (1 ) p la n n in g o f w a g e s u r v e y s r e q u ir e s e s ta b lis h m e n t d a ta c o m p ile d c o n s id e r a b ly in a d v a n c e o f th e p a y r o l l p e r io d s tu d ie d , and (2 ) s m a ll e s ta b lis h m e n ts a r e e x c lu d e d f r o m th e s c o p e o f th e s u r v e y . 2 T h e 1972 e d itio n o f th e S ta n d a rd In d u s t r ia l C la s s if ic a t io n M a n u a l w a s u sed in c la s s ify in g e s ta b lis h m e n ts b y in d u s tr y d iv is io n . H o w e v e r , a ll g o v e r n m e n t o p e r a tio n s a r e e x c lu d e d f r o m th e s c o p e o f th e s u r v e y . 3 In c lu d e s a l l e s ta b lis h m e n ts w ith t o t a l e m p lo y m e n t at o r a b o v e th e m in im u m lim it a t io n . A l l o u tle ts (w ith in th e a r e a ) o f c o m p a n ie s in in d u s tr ie s such a s t r a d e , fin a n c e , auto r e p a i r s e r v i c e , and m o tio n p ic t u r e th e a t e r s a r e c o n s id e r e d as 1 e s ta b lis h m e n t. W o r k e r s in e s ta b lis h m e n ts N u m b e r o f e s ta b lis h m e n ts P ercen t 82,233 100 50.651 55.347 26.886 67 33 32.926 17.725 5 3.509 710 5.725 4.752 3,029 4.044 1,905 10.651 5.o92 4 ,594 2 13 7 6 4 In c lu d e s a l l w o r k e r s in a l l e s ta b lis h m e n ts w ith t o t a l e m p lo y m e n t (w ith in th e a r e a ) at o r a b o v e th e m in im u m lim it a t io n . 5 A b b r e v ia t e d t o " p u b lic u t i l i t i e s " in th e A - s e r i e s t a b le s . T a x ic a b s and s e r v i c e s in c id e n ta l to w a t e r t r a n s p o r t a t io n a r e e x c lu d e d . 6 T h is d iv is io n is r e p r e s e n t e d in e s t im a t e s f o r " a l l in d u s t r ie s " and " n o n m a n u fa c tu r in g " in th e A - s e r i e s t a b le s . S e p a r a te p r e s e n t a t io n o f d a ta is not m a d e f o r o n e o r m o r e o f th e fo llo w in g r e a s o n s : (1 ) E m p lo y m e n t is to o s m a ll to p r o v id e en ou gh d a ta to m e r i t s e p a r a t e stu d y , (2 ) th e s a m p le w a s not d e s ig n e d i n it ia lly to p e r m it s e p a r a t e p r e s e n t a t io n , (3 ) r e s p o n s e w a s in s u ffic ie n t o r in a d e q u a te to p e r m it s e p a r a te p r e s e n t a t io n , and (4 ) t h e r e is p o s s i b i l i t y o f d is c lo s u r e o f in d iv id u a l e s ta b lis h m e n t d a ta . 7 H o t e ls and m o t e ls ; la u n d r ie s and o t h e r p e r s o n a l s e r v i c e s ; b u s in e s s s e r v i c e s ; a u to m o b ile r e p a i r , r e n t a l, and p a r k in g ; m o tio n p ic t u r e s ; n o n p r o fit m e m b e r s h ip o r g a n iz a t io n s (e x c lu d in g r e lig io u s and c h a r it a b le o r g a n iz a t io n s ); and e n g in e e r in g and a r c h it e c t u r a l s e r v i c e s . Appendix B. Occupational Descriptions The prim ary purpose of preparing job descriptions for the Bu reau's wage surveys is to assist its field staff in classifying into appro priate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establish ment and from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this empha sis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learners; begin ners; and part-time, temporary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. Trainees are excluded from the survey except for those re ceiving on-the-job training in some of the lower level professional and technical occupations. Office SECRETARY SECRETARY— Continued Assigned as personal secretary, normally to one individual. Main tains a close and highly responsive relationship to the day-to-day work of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. Perform s varied clerical and secretarial duties, usually including most of the following: May also perform other clerical and secretarial tasks of comparable nature and difficulty. The work typically requires knowledge of office routine and understanding of the organization, programs, and procedures related to the work of the supervisor. Exclusions a. Receives telephone calls, personal callers, and incoming mail, answers routine inquiries, and routes technical inquiries to the proper persons; b. Establishes, maintains, and revises the supervisor's files; c. Maintains the supervisor's calendar and makes appointments as instructed; Not all positions that are titled "secretary" possess the above char acteristics. Examples of positions which are excluded from the definition are as follows: a. Positions which do not meet the "personal" secretary concept described above; b. Stenographers not fully trained in secretarial-type duties; d. Relays messages from supervisor to subordinates; e. Reviews correspondence, memoranda, and reports prepared by others for the supervisor's signature to assure procedural and typographic accuracy; f. Perform s stenographic and typing work. c. Stenographers serving as office assistants to a group of profes sional, technical, or managerial persons; d. Secretary positions in which the duties are either substantially more routine or substantially more complex and responsible that those char acterized in the definition; S E C R E T A R Y — C on tin u ed Exclusions— Continued S E C R E T A R Y — C ontinu ed Class C e. Assistant-type positions which involve more difficult or more 1. Secretary to an executive or managerial person whose respon responsible technical, administrative, supervisory, or specialized clerical sibility is not equivalent to one of the specific level situations in the definition duties which are not typical of secretarial work. for class B, but whose organizational unit normally numbers at least several dozen employees and is usually divided into organizational segments which are often, in turn, further subdivided. In some companies, this level includes a NOTE: The term "corporate officer, " used in the level definitions wide range of organizational echelons; in others, only one or two; or^ following, refers to those officials who have a significant corporatewide policymaking role with regard to major company activities. The title "vice 2. Secretary to the head of an individual plant, factory, etc. (or president, " though normally indicative of this role, does not in all cases other equivalent level of official) that employs, in all, fewer than 5,000 identify such positions. Vice presidents whose primary responsibility is to persons. act personally on individual cases or transactions (e.g., approve or deny individual loan or credit actions; administer individual trust accounts; directly Class D supervise a clerical staff) are not considered to be "corporate officers" for 1. Secretary to the supervisor or head of a small organizational unit purposes of applying the following level definitions. (e.g., fewer than about 25 or 30 persons); o£ Class A 1. Secretary to the chairman of the board or president of a company that employs, in all, over 100 but fewer than 5,000 persons; or 2. Secretary to a nonsupervisory s t a f f specialist, professional employee, administrative officer, or assistant, skilled technician, or expert. (NOTE: Many companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) STENOGRAPHER 2. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 5,000 but fewer than 25,000 persons; or 3. Secretary to the head, immediately below the corporate officer level, of a major segment or subsidiary of a company that employs, in all, over 25,000 persons. Class B 1. Secretary to the chairman of the board or president of a company that employs, in all, fewer than 100 persons; or 2. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 100 but fewer than 5,000 persons; or 3. Secretary to the head, immediately below the officer level, over either a major corporation wide functional activity (e.g., marketing, research, operations, industrial relations, etc.) or a major geographic or organizational segment (e.g., a regional headquarters; a major division) of a company that employs, in all, over 5,000 but fewer than 25,000 employees; or Prim ary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a steno graphic pool. May occasionally transcribe from voice recordings (if primary duty is transcribing from recordings, see Transcribing-Machine Typist). NO TE: This job is distinguished from that of a secretary in that a secretary normally works in a confidential relationship with only one manager or executive and performs more responsible and discretionary tasks as described in the secretary job definition. Stenographer, General Dictation involves a normal routine vocabulary. May maintain files, keep simple records, or perform other relatively routine clerical tasks. Stenographer, Senior Dictation involves a varied technical dr specialized vocabulary such as in legal briefs or reports on scientific research. May also set up and maintain files, keep records, etc. OR Perform s stenographic duties requiring significantly •greater inde pendence and responsibility than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; 4. Secretary to the head of an individual plant, factory, etc. (or a thorough working knowledge of general business and office procedure; and other equivalent level of official) that employs, in all, over 5,000 persons; or of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup files; assembling 5. Secretary to the head of a large and important organizational material for reports, memoranda, and. letters; composing simple letters segment (e.g., a middle management supervisor of an organizational segment from general instructions; reading and routing incoming mail; and answering often involving as many as several hundred persons) or a company that routine questions, etc. employs, in all, over 25,000 persons. T R A N S C R IB IN G - M A C H IN E T Y P I S T M ESSENGER Prim ary duty is to transcribe dictation involving a normal routine vocabulary from transcribing-machine records. May also type from written copy and do simple clerical work. Workers transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or reports on scientific research are not included. A worker who takes dictation in shorthand or by Stenotype or similar machine is classified as a stenographer. Perform s various routine duties such as running errands, operating minor office machines such as sealers or m ailers, opening and distributing mail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. TYPIST Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, mats, or similar materials for use in duplicating proc esses. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming mail. Class A. Performs one or more of the following: Typing material in final form when it involves combining material from several sources; or responsibility for correct spelling, syllabication, punctuation, etc., of tech nical or unusual words or foreign language material; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances. Class B. Performs one or more of the following: Copy typing from rough or clear drafts; or routine typing of forms, insurance policies, etc.; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. FILE CLERK Files, classifies, and retrieves material in an established filing system. May perform clerical and manual tasks required to maintain files. Positions are classified into levels on the basis of the following definitions. Class A. Classifies and indexes file material such as correspond ence, reports, technical documents, etc., in an established filing system containing a number of varied subject matter files. May also file this material. May keep records of various types in conjunction with the files. May lead a small group of lower level file clerks. Class B. Sorts, codes, and files unclassified material by simple (subject matter) headings or partly classified material by finer subheadings. Prepares simple related index and cross-reference aids. As requested, locates clearly identified material in files and forwards material. May perform related clerical tasks required to maintain and service files. Class C . Perform s routine filing of material that has already been classified or which is easily classified in a simple serial classification system (e.g., alphabetical, chronological, or numerical). As requested, locates readily available material in files and forwards materials; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files. SWITCHBOARD OPERATOR Operates a telephone switchboard or console used with a private branch exchange (PBX ) system to relay incoming, outgoing, and intrasystem calls. May provide information to callers, record and transmit messages, keep record of calls placed and toll charges. Besides operating a telephone switchboard or console, may also type or perform routine clerical work (typing or routine clerical work may occupy the major portion of the worker's time, and is usually performed while at the switchboard or console). Chief or lead operators in establishments employing more than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard Operator-Receptionist. SWITCHBOARD OPERATOR-RECEPTIONIST At a single-position telephone switchboard or console, acts both as an operator— see Switchboard Operator— and as a receptionist. Receptionist's work involves such duties as greeting visitors; determining nature of visitor's business and providing appropriate information; referring visitor to appro priate person in the organization or contacting that person by telephone and arranging an appointment; keeping a log of visitors. ORDER CLERK Receives customers' orders for material or merchandise by mail, phone, or personally. Duties involve any combination of the following: Quoting prices to customers; making out an order sheet listing the items to make up the order; checking prices and quantities of items on order sheet; and distributing order sheets to respective departments to be filled. May check with credit department to determine credit rating of customer, acknowl edge receipt of orders from customers, follow up orders to see that they have been filled, keep file of orders received, and check shipping invoices with original orders. ACCOUNTING CLERK Perform s one or more accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal con sistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing more complicated journal vouchers. May work in either a manual or automated accounting system. The work requires a knowledge of clerical methods and office prac tices and procedures which relates to the clerical processing and recording of transactions and accounting information. With experience, the worker typically becomes fam iliar with the bookkeeping and accounting terms and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting. Positions are classified into levels on the basis of the following definitions; A C C O U N T IN G C L E R K — C ontinued M A C H IN E B I L L E R --- C ontinued Class A. Under general supervision, performs accounting clerical operations which require the application of experience and judgment, for example, clerically processing complicated or nonrepetitive accounting trans actions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions through previous accounting actions to determine source of discrepancies. May be assisted by one or more class B accounting clerks. Bookkeeping-machine biller. Uses a bookkeeping machine (with or without a typewriter keyboard) to prepare customers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on customers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slips. Class B. Under close supervision, following detailed instructions and standardized procedures, performs one or more routine accounting cler ical operations, such as posting to ledgers, cards, or worksheets where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive r e c o r d s or accounting documents; and c o d i n g documents using a few prescribed accounting codes. PAYR O LL CLERK BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (with or without a typewriter key board) to keep a record of business transactions. Class A. Keeps a set of records requiring a knowledge of and experience in basic bookkeeping principles, and familiarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. Class B. Keeps a record of one or more phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, customers' accounts (not including a simple type of billing described under machine biller), cost dis tribution, expense distribution, inventory control, etc. May check or assist in preparation of trial balances and prepare control sheets for the accounting department. MACHINE BILLER Prepares statements, bills, and invoices on a machine other than an ordinary or electromatic typewriter. May also keep records as to billings or shipping charges or perform other clerical work incidental to billing operations. For wage study purposes, machine billers are classified by type of machine, as follows: Billing-machine biller. Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from customers' purchase orders, internally prepared orders, shipping memoranda, etc. Usually involves application of predetermined discounts and shipping charges and entry of necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies of the bill being prepared and is often done on a fanfold machine. Computes wages of company employees and enters the necessary data on the payroll sheets. Duties involve: Calculating workers' earnings based on time or production records; and posting calculated data on payroll sheet, showing information such as worker's name, working days, time, rate, deductions for insurance, and total wages due. May make out paychecks and assist paymaster in making up and distributing pay envelopes. May use a calculating machine. KEYPUNCH OPERATOR Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating cards or on tape. Positions are classified into levels on the basis of the following definitions. Class A . Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a variety of source docu ments. On occasion may also perform some routine keypunch work. May train inexperienced keypunch operators. Class B . Work is routine and repetitive. Under close supervision or following specific procedures or instructions, works from various stan dardized source documents which have been coded, and follows specified procedures which have been prescribed in detail and require little or no selecting, coding, or interpreting of data to be recorded. Refers to supervisor problems arising from erroneous items or codes or missing information. TABULATING-M ACHINE OPERATOR Operates one or a variety of machines such as the tabulator, calcu lator, collator, interpreter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors. Also excluded are operators of electronic digital computers, even though they may also operate electric accounting machine equipment. Positions are classified into levels on the basis of the following definitions. Class A . Performs complete reporting and tabulating assignments including devising difficult control panel wiring under general supervision. Assignments typically involve a variety of long and complex reports which often are irregular or nonrecurring, requiring some planning of the nature and sequencing of operations, and the use of a variety of machines. Is TABULATING-M ACHINE OPERATOR--- Continued T A B U L A T I N G - M A C H I N E O P E R A T O R — C o n tin u e d typically involved in training new operators in machine operations or training lower level operators in wiring from diagrams and in the operating sequences of long and complex reports. Does not include positions in which wiring responsibility is limited to selection and insertion of prewired boards. the tabulator and calculator, in addition to the simpler machines used by class C operators. May be required to do some wiring from diagrams. May train new employees in basic machine operations. Class B . Performs work according to established procedures and under specific instructions. Assignments typically involve complete but rou tine and recurring reports or parts of larger and more complex reports. Operates more difficult tabulating or electrical accounting machines such as Class C . Under specific instructions, operates simple tabulating or electrical accounting machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments typically involve portions of a work unit, for example, individual sorting or collating runs, or repetitive operations. May perform simple wiring from diagrams, and do some filing work. Professional and Technical COMPUTER SYSTEMS ANALYST, BUSINESS COMPUTER SYSTEMS ANALYST, BUSINESS— Continued Analyzes business problems to formulate procedures for solving them by use of electronic data processing equipment. Develops a complete description of all specifications needed to enable programmers to prepare required digital computer programs. Work involves most of the following: Analyzes subject-matter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, files, and documents to be used; outlines actions to be performed by personnel and computers in sufficient detail for presentation to management and for programming (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in trial runs of new and revised systems; and recommends equip ment changes to obtain more effective overall operations. (NOTE: Workers performing both systems analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) develops systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with per sons concerned to determine the data processing problems and advises subject-matter personnel on the implications of the data processing systems to be applied. OR Works on a segment of a complex data processing scheme or system, as described for class A. Works independently on routine assignments and receives instruction and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alignment with the overall system. Class C . Works under immediate supervision, carrying out analy ses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in the application of procedures and skills required for systems analysis work. For example, may assist a higher level systems analyst by preparing the detailed specifications required by programmers from information developed by the higher level analyst. Does not include employees primarily responsible for the manage ment or supervision of other electronic data processing employees, or sys tems analysts primarily concerned with scientific or engineering problems. For wage study purposes, systems analysts are classified as follows: Class A. Works independently or under only general direction on complex problems involving all phases of system analysis. Problems are complex because of diverse sources of input data and multiple-use require ments of output data. (For example, develops an integrated production sched uling, inventory control, cost analysis, and sales analysis record in which every item of each type is automatically processed through the full system of records and appropriate followup actions are initiated by the computer.) Confers with persons concerned to determine the data processing problems and advises subject-matter personnel on the implications of new or revised systems of data processing operations. Makes recommendations, if needed, for approval of major systems installations or changes and for obtaining equipment. COMPUTER PROGRAMMER, BUSINESS Converts statements of business problems, typically prepared by a systems analyst, into a sequence of detailed instructions which are required to solve the problems by automatic data processing equipment. Working from charts or diagrams, the programmer develops the precise instructions which, when entered into the computer system in coded language, cause the manipu lation of data to achieve desired results. Work involves most of the following: Applies knowledge of computer capabilities, mathematics, logic employed by computers, and particular subject matter involved to analyze charts and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed flow charts to show order in which data will be processed; converts these charts to coded instructions for machine to follow; tests and corrects programs; prepares instructions for operating personnel during production run; analyzes, reviews, and alters programs to increase operating efficiency or adapt to new requirements; maintains records of program development and revisions. (NOTE: Workers performing both systems analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) May provide functional direction to lower level systems analysts who are assigned to assist. Class B . Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program, and operate. Problems are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, 18 C O M P U T E R P R O G R A M M E R , B U S IN E S S — C on tin u ed CO M PUTER O PERATO R Does not include employees primarily responsible for the manage ment or supervision of other electronic data processing employees, or pro grammers primarily concerned with scientific and/or engineering problems. Monitors and operates the control console of a digital computer to process data according to operating instructions, usually prepared by a pro grammer. Work includes most of the following: Studies instructions to determine equipment setup and operations; loads equipment with required items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and operates computer; makes adjustments to computer to correct operating problems and meet special conditions; reviews errors made during operation and determines cause or refers problem to supervisor or programmer; and maintains operating records. May test and assist in correcting program. For wage study purposes, programmers are classified as follows: Class A . Works independently or under only general direction on complex problems which require competence in all phases of programming concepts and practices. Working from diagrams and charts which identify the nature of desired results, major processing steps to be accomplished, and the relationships between various steps of the problem solving routine; plans the full range of programming actions needed to efficiently utilize the computer system in achieving desired end products. At this level, programming is difficult because computer equipment must be organized to produce several interrelated but diverse products from numerous and diverse data elements. A wide variety and extensive number of internal processing actions must occur. This requires such actions as development of common operations which can be reused, establishment of linkage points between operations, adjustments to data when program require ments exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program. May provide functional direction to lower level programmers who are assigned to assist. Class B . Works independently or under only general direction on relatively simple programs, or on simple segments of complex programs. Programs (or segments) usually process information to produce data in two or three varied sequences or formats. Reports and listings are produced by refining, adapting, arraying, or making minor additions to or deletions from input data which are readily available. While numerous records may be processed, the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typically, the program deals with routine recordkeeping operations. OR Works on complex programs (as described for class A) under close direction of a higher level programmer or supervisor. May assist higher level programmer by independently performing less difficult tasks assigned, and performing more difficult tasks under fairly close direction. May guide or instruct lower level programmers. Class C. Makes practical applications of programming practices and concepts usually learned in formal training courses. Assignments are designed to develop competence in the application of standard procedures to routine problems. Receives close supervision on new aspects of assignments; and work is reviewed to verify its accuracy and conformance with required procedures. For wage study purposes, computer operators are classified as follows: Class A . Operates independently, or under only general direction, a computer running programs with most of the following characteristics: New programs are frequently tested and introduced; scheduling requirements are of critical importance to minimize downtime; the programs are of complex design so that identification of error source often requires a working knowledge of the total program, and alternate programs may not be available. May give direction and guidance to lower level operators. Class B . Operates independently, or under only general direction, a computer running programs with most of the following characteristics: Most of the programs are established production runs, typically run on a regularly recurring basis; there is little or no testing of new programs required; alternate programs are provided in case original program needs major change or cannot be corrected within a reasonably short time. In common error situations, diagnoses cause and takes corrective action. This usually involves applying previously programmed corrective steps, or using standard correction techniques. OR Operates under direct supervision a computer running programs or segments of programs with the characteristics described for class A. May assist a higher level operator by independently performing less difficult tasks assigned, and performing difficult tasks following detailed instructions and with frequent review of operations performed. expected ability to received operator Class C . Works on routine programs under close supervision. Is to develop working knowledge of the computer equipment used and detect problems involved in running routine programs. Usually has some formal training in computer operation. May assist higher level on complex programs. DRAFTER Class A . Plans the graphic presentation of complex items having distinctive design features that differ significantly from established drafting precedents. Works in close support with the design originator, and may recommend minor design changes. Analyzes the effect of each change on the details of form, function, and positional relationships of components and parts. Works with a minimum of supervisory assistance. Completed work is reviewed by design originator for consistency with prior engineering deter minations. May either prepare drawings or direct their preparation by lower level drafters. D R A F T E R — C on tin u ed E L E C T R O N IC S T E C H N IC IA N — C ontinu ed Class B . Performs nonroutine and complex drafting assignments that require the application of most of the standardized drawing techniques regularly used. Duties typically involve such work as: Prepares working drawings of subassemblies with irregular shapes, multiple functions, and precise positional relationships between components; prepares architectural drawings for construction of a building including detail drawings of foun dations, wall sections, floor plans, and roof. Uses accepted formulas and manuals in m a k i n g necessary computations to determine quantities of materials to be used, load capacities, strengths, stresses, etc. Receives initial instructions, requirements, and advice from supervisor. Completed work is checked for technical adequacy. This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assemblers and testers; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. Class C . Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isometric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source materials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress. Positions are definitions. classified into levels on the basis of the following Class A . Applies advanced technical knowledge to solve unusually complex problems (i.e., those that typically cannot be solved solely by refer ence to manufacturers' manuals or similar documents) in working on elec tronic equipment. Examples of such problems include location and density of circuitry, electromagnetic radiation, isolating malfunctions, and frequent engineering changes. Work involves: A detailed under standing of the inter relationships of circuits; exercising independent judgment in performing such tasks as making circuit analyses, calculating wave forms, tracing relation ships in signal flow; and regularly using complex test instruments (e.g., dual trace oscilloscopes, Q-m eters, deviation meters, pulse generators). Work may be reviewed by supervisor (frequently an engineer or designer) for general compliance with accepted practices. May provide technical guidance to lower level technicians. DRAFTER-TRACER Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing limited to plans primarily consisting of straight lines and a large scale not requiring close delineation.) AND/OR Prepares simple or repetitive drawings of easily visualized items. Work is closely supervised during progress. Class B . Applies comprehensive technical knowledge to solve com plex problems (i.e., those that typically can be solved solely by properly interpreting manufacturers' manuals or similar documents) in working on electronic equipment. Work involves: A familiarity with the interrelation ships of circuits; and judgment in determining work sequence and in selecting tools and testing instruments, usually less complex than those used by the class A technician. Receives technical guidance, as required, from supervisor or higher level technician, and work is reviewed for specific compliance with accepted practices and work assignments. May provide technical guidance to lower level technicians. ELECTRONICS TECHNICIAN Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. The equipment— consisting of either many different kinds of circuits or multiple repetition of the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and medical measuring and controlling equipment. Class C . Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed instruc tions which cover virtually all procedures. Work typically involves such tasks as: As-sisting higher level technicians by performing such activities as replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment; and using tools and common test instruments (e.g., multimeters, audio signal generators, tube testers, oscilloscopes). Is not required to be familiar with the interrelationships of circuits. This knowledge, however, may be acquired through assignments designed to increase competence (including classroom training) so that worker can advance to higher level technician. Receives technical guidance, as required, from supervisor or higher level technician. Work is typically spot checked, but is given detailed review when new or advanced assignments are involved. REGISTERED INDUSTRIAL NURSE REGISTERED INDUSTRIAL NURSE--- Continued A registered nurse who gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the premises of a factory or other establishment. Duties involve a combination of the following; Giving first aid to the ill or injured; attending to subsequent dressing of employees' injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and employees; and planning and carrying out programs involving health education, accident prevention, evaluation of plant environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. Maintenance, Toolroom, and Powerplant MAINTENANCE CARPENTER MAINTENANCE MACHINIST Performs the carpentry duties necessary to construct arid maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves most of the following; Planning and laying out'of work from blueprints, drawings, models, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to dimen sions of work; and selecting materials necessary for the work. In general, the work of the maintenance carpenter requires rounded training and experi ence usually acquired through a formal apprenticeship or equivalent training and experience. Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment operated in an establishment. Work involves most of the following; Interpreting written instructions and speci fications; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard materials, parts, and equipment required for this work; and fitting and assembling parts into mechanical equipment. In general, the machinist's work normally requires a rounded training in machine-shop practice usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE ELECTRICIAN MAINTENANCE MECHANIC (Machinery) Performs a variety of electrical trade functions such as the instal lation, maintenance, or repair of equipment for the generation, distribution, or utilization of electric energy in an establishment. Work involves most of the following: Installing or repairing any of a variety of electrical equip ment such as generators, transformers, switchboards, controllers, circuit breakers, motors, heating units, conduit systems, or other transmission equipment; working from blueprints, drawings, layouts, or other specifi cations; locating and diagnosing trouble in the electrical system or equip ment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE PAINTER Paints and redecorates walls, woodwork, and fixtures of an estab lishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes and interstices; and applying paint with spray gun or brush. May mix colors, oils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Repairs machinery or mechanical equipment of an establishment. Work involves most of the following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending the. machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shops; reassembling machines; and making all necessary adjustments for operation. In general, the work of a machinery maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experi ence. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. MAINTENANCE MECHANIC (Motor Vehicles) Repairs automobiles, buses, motortrucks, and tractors of an estab lishment. Work involves most of the following: Examining automotive equip ment to diagnose source of trouble; disassembling equipment and performing repairs that involve the use of such handtools as wrenches, gauges, drills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; reassembling and installing the various assemblies in the vehicle and making necessary adjust ments; and aligning wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the motor vehicle maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. M A I N T E N A N C E M E C H A N IC (M o t o r V e h ic le s )— C ontinu ed M A I N T E N A N C E T R A D E S H E L P E R — C ontinu ed This classification does not include mechanics who repair customers' vehicles in automobile repair shops. the helper is permitted to perform varies from trade to trade: In some tirades the helper is confined to supplying, lifting, and holding materials and tools, and cleaning working areas; and in others he is permitted to perform specialized machine operations, or parts of a trade that are also performed by workers on a full-time basis. MAINTENANCE PIPEFITTER Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establishment. Work involves most of the following: Laying out work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to pressures, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Workers primarily engaged in installing and repairing building sanitation or heating systems are excluded. MAINTENANCE SH EET-M E TAL WORKER Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves most of the following: Planning and laying out all types of sheet-metal maintenance work from blueprints, models, or other specifi cations; setting up and operating all available types of sheet-metal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general, the work of the maintenance sheet-metal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. M ACHINE-TOOL OPERATOR (TOOLROOM) Specializes in operating one or more than one type of machine tool (e.g., jig borer, grinding machine, engine lathe, milling machine) to machine metal for use in making or maintaining jigs, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e.g., plastic, plaster, rubber, glass). Work typically involves: Planning and performing difficult machining operations which require complicated setups or a high degree of accuracy; setting up machine tool or tools (e.g., install cutting tools and adjust guides, stops, working tables, and other controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of precision measuring instruments; making necessary adjustments during machining operation to achieve requisite dimensions to very close tolerances. May be required to select proper coolants and cutting and lubricating oils, to recognize when tools need dressing, and to dress tools. In general, the work of a machine-tool operator (toolroom) at the skill level called for in this classification requires extensive knowledge of machine-shop and tool room practice usually acquired through considerable on-the-job training and experience. For cross-industry wage study purposes, this classific?tion does not include machine-tool operators (toolroom) employed in tool and die jobbing shops. MILLWRIGHT TOOL AND DIE MAKER Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following; Planning and laying out work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses, strength of materials, and centers of gravity; aligning and balancing equip ment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transmission equipment such as drives and speed reducers. In general, the millwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience. Constructs and repairs jigs, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e.g., plastic, plaster, rubber, glass). Work typically involves: Planning and laying out work according to models, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate materials, tools, and processes required to complete task; making necessary shop computations; setting up and operating various machine tools and related equipment; using various tool and die maker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to p re scribed tolerances and allowances. In general, the tool and die maker's work requires rounded training in machine-shop and toolroom practice usually acquired through formal apprenticeship or equivalent training and experience. MAINTENANCE TRADES HELPER Assists one or more workers in the skilled maintenance trades, by performing specific or general duties of lesser skill, such as keeping a worker supplied with materials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding materials or tools; and per forming other unskilled tasks as directed by journeyman. The kind of work For cross-industry wage study purposes, this classification does not include tool and die makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies (die sinkers). S T A T I O N A R Y E N G IN E E R S T A T I O N A R Y E N G IN E E R — C ontinu ed Operates and maintains and may also supervise the operation of stationary engines and equipment (mechanical or electrical) to supply the establishment in which employed with power, heat, refrigeration, or a irconditioning. Work involves: Operating and maintaining equipment such as steam engines, air compressors, generators, motors, turbines, ventilating and refrigerating equipment, steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishments employing more than one engineer are excluded. BOILER TENDER Fires stationary boilers to furnish the establishment in which employed with heat, power, or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil burner; and checks water and safety valves. May clean, oil, or assist in repairing boiler room equipment. Material Movement and Custodial TRUCKDRIVER WAREHOUSEMAN Drives a truck within a city or industrial area to transport mate rials, merchandise, equipment, or workers between various types of estab lishments such as: Manufacturing plants, freight depots, warehouses, whole sale and retail establishments, or between r e t a i l establishments and customers' houses or places of business. May also load or unload truck with or without helpers, make minor mechanical repairs, and keep truck in good working order. Salesroute and over-the-road drivers are excluded. As directed, performs a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following: Verifying materials [or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing materials to prescribed storage locations; storing, stacking, or palletizing materials in accordance with prescribed storage methods; rearranging and t a k i n g inventory of stored materials; examining stored materials and reporting deterioration and damage; removing material from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. For wage study purposes, truckdrivers are classified by size and type of equipment, as follows: (Tractor-trailer should be rated on the basis of trailer capacity.) Truckdriver, light truck (under IV2 tons) Truckdriver, medium truck (IV 2 to and including 4 tons) Exclude workers whose primary duties involve shipping and receiving work (see Shipping and Receiving Clerk and Shipping Packer), order filling (see Order F iller), or operating power trucks (see Power-Truck Operator). T r u c k d r i v e r , h e a v y tr u c k ( t r a i l e r ) ( o v e r 4 to n s ) ORDER FILLER Truckdriver, heavy truck (other than trailer) (over 4 tons) SHIPPING AND RECEIVING CLERK Prepares merchandise for shipment, or receives and is responsible for incoming shipments of merchandise or other materials. Shipping work involves: A knowledge of shipping procedures, practices, routes, available means of transportation, and rates; and preparing records of the goods shipped, making up bills of lading, posting weight and shipping changes, and keeping a file of shipping records. May direct or assist in preparing the merchandise for shipment. Receiving work involves: Verifying or directing others in verifying the correctness of shipments against bills of lading, invoices, or other records; checking for shortages and rejecting damaged goods; routing merchandise or materials to proper departments; and main taining necessary, records and files. For wage study purposes, Shipping clerk Receiving clerk Shipping and receiving clerk workers are classified as follows: Fills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, customers' orders, or other instructions. May, in addition to filling orders and indi cating items filled or omitted, keep records of outgoing orders, requisition additional stock or report short supplies to supervisor, and perform other related duties. SHIPPING PACKER Prepares finished products for shipment or storage by placing them in shipping containers, the specific operations performed being dependent upon the type, size, and number of units to be packed, the type of container employed, and method of shipment. Work requires the placing of items in shipping containers and may involve one or more of the following: Knowledge of various items of stock in order to verify content; selection of appropriate type and size of container; inserting enclosures in container; using excelsior or other material to prevent breakage or damage; closing and sealing con tainer; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded. M A T E R I A L H A N D L IN G L A B O R E R GUARD AND W A TC H M A N A worker employed in a warehouse, manufacturing plant, store, or other establishment whose duties involve one or more of the following; Loading and unloading various materials and merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing materials or merchandise in proper storage location; and transporting materials or merchandise by handtruck, car, or wheelbarrow. Longshore workers, who load and unload ships, are excluded. Guard. Performs routine police duties, either at fixed post or on tour, maintaining order, using arms or force where necessary. Includes guards who are stationed at gate and check on identity of employees and other persons entering. Watchman. Makes rounds of premises periodically in protecting property against fire, theft, and illegal entry. POWER-TRUCK OPERATOR JANITOR, PORTER, OR CLEANER Operates a manually controlled gasoline- or electric-powered truck or tractor to transport goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment. For wage study purposes, workers are classified by type of powertruck, as follows: Forklift operator Power-truck operator (other than forklift) Cleans and keeps in an orderly condition factory working areas and washrooms, or premises of an office, apartment house, or commerical or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trimmings; providing supplies and minor maintenance services; and cleaning lavatories, showers, and restrooms. Workers who specialize in window washing are excluded. Area Wage Surveys A list of the latest bulletins available is presented below. Bulletins may be purchased from any of the BLS regional offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402. Make checks payable to Superintendent of Documents. A directory of occupational wage surveys, covering the years 1950 through 1975, is available on request. Area Bulletin number and price* Akron, Ohio, Dec. 19761____________________________________ 1900-76, 85 cents Albany—Schenectady—Troy, N.Y., Sept. 1976 _______________ 1900-59, 55 cents Anaheim—Santa Ana—Garden Grove, Calif., Oct. 1976___________________________________________ 1900-67, 75 cents Atlanta, Ga., May 1977_____________________________________ 1950-17, $1.20 Baltimore, M d., Aug. 1977_________________________________ 1950-39, $1.20 Billings, Mont., July 1977 1_________________________________ 1950-40, $1.00 Birmingham, Ala., Mar. 1977______________________________ 1950-8, 85 cents Boston, Mass., Aug. 1976 __________________________________ 1900-53, 85 cents Buffalo, N.Y., Oct. 1976 ____________________________________ 1900-70, 75 cents Canton, Ohio, May 1977 1 ___________________________________ 1950-28, $1.10 Chattanooga, Tenn.—G a ., Sept. 1977________________________ 1950-44, 70 cents Chicago, 111., May 1977 1____________________________________ 1950-41, $1.40 Cincinnati, Ohio—Ky.—Ind., Mar. 197 6______________________ 1900-7, 75 cents Cleveland, Ohio, Sept. 1976_________________________________ 1900-62, 95 cents Columbus, Ohio, Oct. 1976_________________________________ 1900-68, 75 cents Corpus Christi, Tex., July 1977 1__________________________ 1950-35, $1.00 Dallas—Fort Worth, Tex., Oct. 1976________________________ 1900-63, 85 cents Davenport—Rock Island—Moline, Iowa—111., Feb. 19771____ 1950-26, $1.10 Dayton, Ohio, Dec. 1976 ____________________________________ 1900-78, 85 cents Daytona Beach, Fla., Aug. 1977 1___________________________ 1950-43, $1.00 Denver—Boulder, Colo., Dec. 197 6_________________________ 1900-73, 85 cents Detroit, Mich., Mar. 1977__________________________________ 1950-13, $1.20 Fresno, Calif., June 1977 __________________________________ 1950-30, 70 cents Gainesville, Fla., Sept. 1976 _______________________________ 1900-54, 45 cents Green Bay, Wis., July 1977_________________________________ 1950-36, 70 cents Greensboro—Winston-Salem—High Point, N.C., Aug. 1977 1___________________________________________ 1950-42, $1.10 Greenville—Spartanburg, S.C., June 1977 __________________ 1950-33, 70 cents Hartford, Conn., Mar. 1977_________________________________ 1950-9, 80 cents Houston, Tex., Apr. 1976 __________________________________ 1900-26, 85 cents Huntsville, Ala., Feb. 1977 1________________________________ 1950-4, $1.40 Indianapolis, Ind., Oct. 1976________________________________ 1900-58, 75 cents Jackson, Miss., Jan. 1977 1 _________________________________ 1950-2, $1.50 Jacksonville, Fla., Dec. 19761_____________________________ 1900-80, 85 cents Kansas City, Mo.-Kans., Sept. 1976 1______________________ 1900-60, $1.05 Los Angeles—Long Beach, Calif., Oct. 1976________________ 1900-77, 85 cents Louisville, Ky.—Ind., Nov. 1976_____________________________ 1900-69, 55 cents Memphis, Tenn.—Ark.—M iss., Nov. 1976 1 _________________ 1900-75, 85 cents Area M i a m i , F l a . , Oct. 197 6 ___________________________________ M i l w a u k e e , W i s . , A p r . 1977 ____________________________ M i n n e a p o l i s —St. P a u l , M in n .—W i s . , Jan. 1977 ________ N a s s a u —S u ffo lk , N . Y . , June 1977 _______________________ N e w a r k , N .J . , Jan. 1977 _________________________________ N e w O r l e a n s , L a . , Jan. 1977 1 _________________________ N e w Y o r k , N . Y . - N . J . , M a y 1977_______________________ N o r f o l k —V i r g i n i a B e a c h —P o r t s m o u t h , V a . — N . C . , M a y 1977 __________________________________________ N o r f o l k —V i r g i n i a B e a c h ^ P o r t s m o u t h and N e w p o r t N e w s —H am pton , V a . —N . C . , M a y 1977_____ N o r t h e a s t P e n n s y l v a n i a , A u g . 1977 1___________________ O k la h o m a C i t y , O k l a . , A u g . 197 6 _______________________ O m ah a, N e b r . —I o w a , Ocf. 197 6 _________________________ P a t e r son—C lifto n —P a s s a i c , N . J . , June 1977 _________ P h i l a d e l p h i a , P a . - N . J . , N o v . 1 9 7 6 1____________________ P i t t s b u r g h , P a . , Jan. 1977_______________________________ P o r t l a n d , M a i n e , D e c . 197 6 1 ___________________________ P o r t l a n d , O r e g . —W a s h . , M a y 1 9 7 7 * ____________________ P o u g h k e e p s i e , N . Y . , June 1977 ________________________ P o u g h k e e p s i e —K i n g s t o n —N e w b u r g h , N . Y . , June 197 6 P r o v i d e n c e —W a r w i c k —P a w tu c k e t, R . I . — M a s s . , June 1977 1 ______________________________________ R i c h m o n d , V a . , June 1977 1 _____________________________ St. L o u i s , M o . —111., M a r . 1977 _________________________ S a c r a m e n t o , C a l i f . , D e c . 197 6 _________________________ S a g in a w , M i c h . , N o v . 1976 1_____________________________ S a lt L a k e C ity—Ogden, Utah, N ov . 1976_______________ San A n t o n i o , T e x . , M a y 197,7*__________________________ San D i e g o , C a l i f . , N o v . 1 976____________________________ San F r a n c i s c o —O ak la n d, C a l i f . , M a r . 1977 __________ Sa n J o s e , C a l i f . , M a r . 1977_____________________________ S e a t t l e —E v e r e t t , W a s h . , Jan 1977 * _____________________ South B en d , Ind., M a r . 1976 ____________________________ S y r a c u s e , N . Y . , July 1976_______________________________ T o l e d o , Ohio—M i c h . , M a y 1977_________________________ T r e n t o n , N .J . , Sept. 1976________________________________ U t i c a —R o m e , N . Y . , July 1977* _________________________ W a sh in g to n , D. C .—M d . —V a . , M a r . 1977 _______________ W i c h i t a , K a n s . , A p r . 1977 * _____________________________ W o r c e s t e r , M a s s . , A p r . 1977 __________________________ Y o r k , P a . , F eb . 1977 ____________________________________ Bulletin number and price * - 66, 1950-•14, 1950-■3, 1950-■27, 1950-■7, 1950-■5, 1950-■31, 1 9 0 0 75 cents $ .. 1 0 $ L .60 $ L .00 $ L .60 $1. 60 $1. 20 1 1950-■20, 70 cents 1950-■21, 1950-■38, 1900-■42, 1900-■61, 1950-■34, 1900-■64, 1950-- , 1900-■72, 1950-■32, 1950--25, 1900--55, 70 cents $1., 1 0 55 cents 55 cents 70 cents $1.,10 $1.,50 85 cents $ L .20 70 cents 55 cents 1950-■22, 1950-■23, 1950.-10, 1900--71, 1 9 0 0 .■74, 1900.-65, 1950.-24, 1900.-79, 1950--29, 1950--19, 1950.-12, 1900--5, 1900--44, 1950--18, 1 9 0 0 .-56, 1950.-37, 1950.-11, 1950.-16, 1950.-15, 1950.-6, $1,.20 $1 .10 $1 .20 55 cents 75 cents 55 cents $1 . 1 0 55 cents $1 .20 $1 .00 $1 .20 55 cents 55 cents 80 cents 55 cents $1 .10 $1 .20 $1 .10 70 cents $1 .10 1 Prices are determined by the Government Printing Office and are subject to change. Data on establishment practices and supplementary wage provisions are also presented. Postage and Fees Paid U.S. Department of Labor U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212 Third Class Mail Official Business Penalty for private use, $300 Lab-441 Bureau of Labor Statistics Regional Offices Region I Region II Region lit Region IV 1603 J F K Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (Area Code 617) Suite 3400 1515 Broadway New York, N .Y . 10036 Phone: 399-5406 (Are aC ode 212) 3535 Market Street, P.O. Box 13309 Philadelphia, Pa. 19101 Phone: 596-1154 (Are aC ode 215) Suite 540 1371 Peachtree St., N.E. 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Dearborn St. Chicago, III. 60604 Phone: 353-1880 (A re aC ode 312) Second Floor 555 Griffin Square Building Dallas, Tex. 75202 Phone: 749-3516 (A re aC ode 214) Federal Office Building 911 Walnut St . ,15th Floor Kansas City, Mo. 64106 Phone: 374-2481 (Are aC ode 816) 450 Golden Gate Ave. Box 36017 San Francisco, Calif. 94102 Phone:556-4678 (Area Code 415) Arkansas Louisiana New Mexico Oklahoma Texas VII Iowa Kansas Missouri Nebraska IX Arizona California Hawaii Nevada Illinois Indiana Michigan Minnesota Ohio Wisconsin VIII Colorado Montana North Dakota South Dakota Utah Wyoming X Alaska Idaho Oregon Washington
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