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'

Area ~ v
Wage
Survey
Bulletin 2025-48




a

;

Daytona Beach, Florida,
Metropolitan Area, August 1978

Preface
This bulletin provides results of an August 1978 survey of occu­
pational earnings in the Daytona Beach, Florida, 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 firm s whose wage and salary data provided the basis for the




statistical information in this bulletin.
The Bureau
sincere appreciation for the cooperation received.

wishes to express

Material in this publication is in the public domain and may be re­
produced without permission of the Federal Government. Please credit the
Bureau of Labor Statistics and cite the name and number of this publication.

Area
Wage
Survey

Daytona Beach, Florida,
Metropolitan Area, August 1978

U.S. Department of Labor
Ray Marshall, Secretary

Contents

Bureau of Labor Statistics
Janet L. Norwood
Acting Commissioner

Page

Introduction_________________________________________

2

November 1978
Bulletin 2025-48

T ables:
A.

For sale by the Superintendent of Docu­
ments, U S Government Printing Office,
Washington. D C 20402, GPO Bookstores, or
BLS Regional Offices listed on back cover
Price $1 00 Make checks payable to Super­
intendent of Documents




Earnings, all establishments;
A - l . Weekly earnings of office workers__
A -2 . Weekly earnings of professional
and technical w orkers______________
A -3 . Average weekly earnings of
office, professional, and
technical workers, by s e x _________
A - 4. Hourly earnings of maintenance,
toolroom, and powerplant
workers______________________________
A -5 . Hourly earnings of material
movement and custodial workers__
A - 6. Average hourly earnings of
maintenance, toolroom, powerplant, m aterial movement, and
custodial workers, by s e x _________
A -7 . Percent increases in average
hourly earnings, adjusted for
employment shifts, for selected
occupational groups________________

3
4
4
5
5

6

7

Page

Appendix A . Scope and method of su rvey_________ 9
Appendix B. Occupational descriptions___________ 13

Introduction
This area is 1 of 75 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 -se rie s 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 -se r ie s 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 estim ates, 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 m arkets,
through the analysis of (1) the level and distribution of wages by occupation,
and (2) the movement of wages by occupational category and skill level. The
program develops information that may be used for many purposes, including
wage and salary administration, collective bargaining, and assistance in
determining plant location. Survey results also are used by the U.S. Depart­
ment of Labor to make wagd determinations under the Service Contract Act
of 1965.




A -se r ie s tables
Tables A - 1 through A - 6 provide estimates of straight-tim e 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 sim ilar 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 w orkers, 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 sm all 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
Appendix A describes the methods 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
m ists to classify workers by occupation.

A.

E a rn in g s

Table A-1. W eekly earnings of office workers in Daytona Beach, Fla., August 1978
^^WeeklyTarnlngs^™
(standard)
NuiuUa
of
worker*

N u m ber of w o r k e r s receivin g s tr aigh t-tim e we ekly earning s o f—
4

i

Average
weekly

4

$

4

4

4

4

4

%

5

4

4

4

4

4

4

4

4

(standard)

10 0

1 10

120

130

19 0

150

160

17 0

18 0

19 0

200

210

220

230

29 0

2 50

260

280

100

O ccu p a tion and in d u str y d iv is io n

1 10

12 0

13 0

190

150

160

1 70

18 0

19U

200

210

22 0

23 0

290

25 0

260.

280

3 00

-

-

-

2
2

3
3

11
7
4

8
4
2

9
5
4

7
2
5

10
6
4

2
1
1

5
2
3

9
9

13
13
-

15
15
-

8
8
-

1
1
-

1
1
-

2
1
1

-

-

1

i

1

3

2

9
1

1
-

2
2

1
1

-

2
1

90
Mean2

Median 2

Middle range 2

and
under

ALL WORKERS
SECRETARIES ----------------------------------------------------MANUF ACTURIN3 ----------------------------------------NONMANUFACTURING ----------------------------------

10<f
75
29

90.0
9 0 .0
9 0 .0

$
1 98.00
2 09.00
1 69 .50

$
2 00.00
2 25.50
161.00

$
$
1 6 9 .5 0 -2 3 5 .5 0
1 8 0 .0 0 -2 3 5 .5 0
1 9 9 .5 0 -1 8 6 .0 0

SECRE TA RIES. CLASS C --------------------------MANUFACTURING -----------------------------------------

28
15

9 0.0
9 0 .0

2 09 .00
238.50

209.50
298.50

1 7 5 .0 0 -2 9 8 .5 0
2 1 9 .0 0 -2 9 8 .5 0

-

SEC RE TARIES. CLASS 0 --------------------------MANUFACTURING -----------------------------------------

97
38

9 0 .0
9 0.0

3.8 5 .0 0
1 99 .00

180.00
1 85 .00

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

-

-

_

2

2

-

-

-

-

-

10
7

9
3

3
3

2
2

6
5

1
1

STENOGRAPHERS ------------------------------------------------

19

90.0

1 79.50

1 56.00

1 9 3 .0 0 -2 1 2 .5 0

-

3

-

1

-

9

2

-

-

2

GENERAL ----------------------

15

9 0 .0

1 59 .50

199.00

1 3 9 .5 0 -1 8 2 .5 0

-

3

-

1

-

9

2

-

-

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

15

90.0

1 91 .50

139.50

1 2 3 .5 0 -1 5 9 .0 0

-

-

2

5

1

-

3

3

i

SWITCHBOARD OPERATORS ----------------------------NONMANUFACTURING ----------------------------------

91
37

9 0 .0
9 0 .0

1 28 .50
125.00

1 10 .00
1 10 .00

110 . 0 0 - 1 3 5 . 0 0
110 . 0 0 - 1 2 9 . 5 0

-

-

“

22
22

8
8

3
2

3
-

-

“

1
1

SWITCHBOARD OPERA T O R -R E C E P TI O N I S T S NONMANUFACTURING ----------------------------------

27
18

3 9 .5
3 9 .5

1 31 .00
129.50

130.00
1 20.00

1 2 0 .0 0 -1 9 5 .0 0
1 1 2 .5 0 -1 9 2 .0 0

2
2

_

5
5

9
9

6
2

7
5

2

ACCOUNTING CLERKS --------------------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING ----------------------------------

190
98
99

39.0
3 8 .5
3 9 .0

1 52 .00
1 73.00
1 92.00

1 95.00
1 65.50
139.50

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

9
9

2
2

12
12

23
2
20

13
4
9

19
6
8

ACCOUNTING CLERKS. CLASS A ------------MANUFACTURING ----------------------------------------NONMANUF A C T U R I N G ----------------------------------

59
18
38

3 9 .5 178.00
3 9 .5 191.00
3 9. 5 168.50

160.00
1 96.50
1 53.00

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

-

-

-

5

4

-

-

5

9
1
3

ACCOUNTING CLERKS. CLASS B ------------MANUFACTURING ----------------------------------------NONMANUF A C T U R I N G ----------------------------------

88
28
58

38.5
38.0
3 8.5

1 37 .00
161.00
125.50

130.50
153.50
1 23.00

1 1 6 .0 0 -1 5 0 .0 0
1 9 0 .0 0 -1 8 1 .5 0
1 1 9 .0 0 -1 3 6 .5 0

9
-

2
-

12
-

18
2

9
2

9

3

12

15

KEY ENTRY OPERATORS ----------------------------------

15

3 8.5

1 67 .00

1 69.50

1 9 0 .0 0 -1 8 9 .0 0

“

“

2

STENOGRAPHERS.
T YPI STS

-

“

S e e f o o t n o t e s at e n d o f t a b l e s .




3

-

_

_

1
1

1
1

-

8
8

1
1

2
2

19
14

_

_

-

-

-

-

-

1

1

1

i

i

-

1

-

1

2

1

-

1

-

-

-

-

-

1

2
2

-

-

_

-

i

-

-

-

1
1

-

-

_

-

1

-

_

-

_

_

-

-

21
5
16

10
5
5

7
6
1

9
2
2

9
4
5

2
2
-

3
3

4
3

3

_

_

_

-

-

-

2
-

-

i

3
-

-

-

-

2

9
9
5

1
1
“

-

6
1
5

2
2
-

i
i
-

9
3

3
3
-

_

_

_

9

12
2
10
9
3
6

1
1

9
2
2

_
_

2
2

“

6
5
1

3
3

6

10
6
9

1

2

1

1

1

2

1

-

-

“

_

3

i

_

_

-

_

_

-

2
_

-

-

-

2

Table A -2 . W eekly earnings of professional and technical workers in Daytona Beach, Fla., August 1978
Weekly earnings*
(standard)
Number
of
woiken

O ccupation and in d u stry d iv is io n

Average
weekly
hours1
(standard)

N u m b e r o f w o r k e r s r e c e iv in g st r a ig h t -t im e we ekly earning s of—
*

*
140

Mean2

Median 2

Middle range 2

ALL WORKERS

$
67
21

$

39.5
40.0

252 .50
2 70 .50

2 47 .00
2 68 .00

$
$
2 21 .50 -2 71 .50
2 4 4 .5 0 -3 0 8 .0 0

$

$

%

$

s

$

$

%

$

S

S

$

i

*

S

$

$

$

160

170

180

190

200

210

22 0

23 0

240

250

260

2 70

280

290

300

310

32 0

3 *10

3 60

ISO

170

180

190

200

210

220

2 30

24 0

250

260

270

280

290

300

31 0

3 20

. 340

360

38 0

and
under
150

DRAFTERS ----------------------------------------------------------MANUFACTURES -----------------------------------------

*
150

i

-

i

i

i

6
2

4
1

-

2
1

2
1

24
3

4
1

2
2

3

-

i

4
2

1

2
2

4
2

1
1

2
2

2

DRAFTERS.

CLASS B ----------------------------------

20

40.0

239 .00

2 25 .50

1 9 8 .5 0 -2 5 4 .5 0

-

-

i

i

-

4

3

-

1

1

3

2

-

i

-

-

1

-

ELECTRONICS

TECHNICIANS -------------------------

46

40.0

2 81.00

3 01.00

2 1 6 .0 0 -3 46.5 0

-

-

-

-

2

4

4

3

-

1

1

3

2

i

2

-

9

-

14

28

40.0

2 87 .00

3 14 .50

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

-

-

-

-

!

2

3

3

-

-

-

2

1

i

1

“

~

14

ELECTRONICS

TECHNICIANS.

CLASS

B-

S e e f o o t n o t e s at en d o f t a b l e s .

Table A -3 . Average w eekly earnings of office, professional, and technical workers, by sex.
in Daytona Beach, Fla., August 1978
Average
Se x , 5 o c c u p a t i o n ,

an d i n d u s t r y d i v i s i o n

of
workers

OFFICE

OCCUPATIONS -

Number

Number
W eek ly
hours
(standard)

W eek ly
earnings1
(standard)

WOMEN

A vera ge
(m e a n 2 )

A verage
(m ea n 2 )

(m ean *)
Number

S e x , 3 o c c u p a t i o n , a nd i n d u s t r y d i v i s i o n

of
workers

W eekly
h ours1
(standard)

W eekly
earnings1
(standard)

S e x ,3 occupation,

and in d u stry d iv isio n

of
workers

W eek ly
hours
(standard)

W eek ly
earnings1
(standard)

OCCUPATIONS WOMEN— CONTINUED

OFFICE OCCUPATIONS WOMEN— CONTINUED

O F F IC E

SECRETARIES ----------------------------------------------------MANU1 AUI UKlN'vi
NONMANUFACTURING ----------------------------------

104
75
29

40.0
40.0
40.0

$
198 .00
2 09 .00
1 69.50

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

41
37

40.0

1 25.00

SECR ETARIES. CLASS C --------------------------MANUFACTURING -----------------------------------------

28
15

4 0.0
40.0

2 09.00
236 .50

SWITCHBOARD OPERATOR -RE CEP TION IST SNONMANUFACTURING ----------------------------------

27
18

3 9 .5
3 9 .5

131 .00
1 24 .50

SECRETARIES. CLASS D --------------------------MANUFACTURING -----------------------------------------

47
38

40.0
4 0.0

1 85 .00
194 .00

ACCOUNTING CLERKS --------------------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING ----------------------------------

131
42
89

3 9 .0
3 8 .5
39.0

148 .00
1 70 .00
137 .50

STENOGRAPHERS ------------------------------------------------

19

40.0

1 74 .50
ACCOUNTING CLERKS. CLASS A ------------NONMANUFACTURING ----------------------------------

48
34

39.5
3 9.5

1 68 .00
1 60 .00

ACCOUNTING CLERKS. CLASS B ------------MANUFACTURING ----------------------------------------NONMANUFACTURING ----------------------------------

83
28
55

3 8.5
38.0
38.5

136 .50
1 61.00
1 24 .00

STENOGRAPHERS.

GENERAL ----------------------

TYPISTS --------------------------------------------------------------

15
15

4 0.0
40.0

1 5 9 .50
1 41 .50

$

S e e f o o t n o t e s at en d o f t a b l e s .




4

$
1 6 7 . Q0

15

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - MEN

47
21

4 0 .0
4 0 .0

257 .00
270 .50

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

18

4 0 .0

245 .50

TECHNICIANS -------------------------

46

4 0.0

2 81 .00

28

4 0 .0

2 87 .00

DRAFTERS -----------------------------------------------------------MANUFACTURING ----------------------------------------DRAFTERS.
ELECTRONICS

CLASS

ELECTRONICS

TECHN IC IA NS.

CLASS

B-

2

Table A -4 . Hourly earnings of m aintenance, toolroom, and powerplant workers
in Daytona Beach, Fla., August 1978
I n f o r m a t i o n on o c c u p a t i o n a l e a r n i n g s f o r m a i n t e n a n c e , t o o l r o o m ,
p o w e r p l a n t w o r k e r s d i d not m e e t p u b l i c a t i o n c r i t e r i a in t h is a r e a .

and

Table A -5 . Hourly earnings of material movement and custodial workers in Daytona Beach, Fla., August 1978
N u m ber o f w o r k e r s re c e iv in g str a igh t-tim e h ourly earnings o f—

Hourly earnings 4

2 .6 0

O ccu p a tion and in dustry d iv is io n

2 .8 0

3 .0 0

3 .2 0

3 .4 0

3 .6 0

3 .8 0

it.OO

4 .2 0

4 .4 0

4 .6 0

4 .8 0

5 .0 0

5 .2 0

5 .4 0

5 .6 0

5 .8 0

6 .0 0

6 .2 0

6 .4 0

6 .6 0

3 .0 0

3 .2 0

3 .4 0

3 .6 0

3 .8 0

4 .0 0

4 .2 0

4 .4 0

4 .6 0

4 .3 0

5 .0 0

5 .2 0

5 .4 0

5 .6 0

5 .8 0

6 .0 0

6 .2 0

6 .4 0

6 .6 0

6 .8 0

under
2 .8 0

ALL WORKERS
TRUCKDRIVERS --------------NONMANUFACTURING

$

3 .9 9
3 .9 0

$

3.7 0
3.7 0

$

3 .4 3 3 .4 3 -

4 .3 3
3 .7 5

12
12

WAREHOUSEMEN -------------------------------

4 .4 4

3 .8 5

3 .4 0 -

4 .7 5

3

MATERIAL HANDLING LABORERS

3 .9 4

4 .4 6

3 .2 5 -

4 .4 6

1

J A N I T O R S. PORTERS. AND CLEANERS ----MANUFACTURING ----------------------------------------NONMANUFACTURING ----------------------------------

3 .7 5
3 .6 4
3 .8 2

3.6 0
3 .6 0
3 .5 0

2 .9 5 3 .3 2 2 .8 5 -

4 .6 3
4 .1 5
4 .6 3

21

See footnotes

at en d o f t a b l e s .




21

Sex, 3 o cc u p a tio n , and in d u stry d iv isio n

Number
of
workers

A vera ge
(m ea n )
hourly
earnings4

WAREHOUSEMEN -----------------------------------------------

See footnotes

an d in d u s t r y d i v i s i o n

Number
of
workers

A verage
(m e a n 2 )
hourly
earnings 4

m a t e r i a l MOVEMENT and c u s t o d i a l
OCCUPATIONS - MEN— CONTINUED

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - MEN
TRUCKDRIVERS ----------------------------------------------NONMANUFACTURING ------------------------------

Sex, 3 occu pation ,

32
80
22

f

MATERIAL HANDLING LABORERS ------------------

49

00




Table A -6. Average hourly earnings of maintenance, toolroom
powerplant, m aterial m ovement, and custodial workers,
by sex, in Daytona Beach, Fla., August 1978

4 .2 8

JA NI T O RS , PORTERS, AND CLEANERS -----MANUFACTURING ---------------------------------------NONMANUFACTURING ----------------------------------

10 5
35
70

3 .7 7
3 .6 5
3 .8 3

.99
3 .9 0

at e nd o f t a b l e s .

6

Table A-7. Percent increases in average hourly earnings, adjusted for em ploym ent shifts.
for selected occupational groups in Daytona Beach, Fla., for selected periods
A u g u s t 1975
to
A u g u s t 1976

I n d u s t r y an d o c c u p a t i o n a l g r o u p 5

A ll in dustries:
O f f i c e c l e r i c a l _______________________________
E l e c t r o n i c data p r o c e s s in g
In du strial n u r ses

___________

U n s k i l l e d pl a nt w o r k e r s

A u g u s t 197 6
to
A u g u s t 1977

A u g u s t 1977
to
A u g u s t 197 8

(6)
( >
( >
(6)
10.6

(‘ )
( )
( )
(6 )
6.1

(‘ )
( )
( )
(6 )
(6 )

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

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

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

(6 )
M
(6)
(6)

(6)
n
(6 )
(6 )

(6 )
(6 )

M anufacturing:

Industrial n u r ses
.Skilled m a i n t e n a n c e t r a d e s
U n s k i l l e d pl a nt w o r k e r s
N on m anufactu rin g:
E l e c t r o n i c da t a p r o c e s s i n g _____________________________
Industrial n u r ses
U n s k i l l e d pl a n t w o r k e r s ________________________________

(6)

Footnotes
3 E a r n i n g s da t a r e l a t e o n l y t o w o r k e r s w h o s e
sex iden tification w a s
p r o v i d e d b y the
establishm ent.
4 E x c l u d e s p r e m i u m p a y f o r o v e r t i m e an d f o r w o r k o n w e e k e n d s , h o l i d a y s , and la t e s hi ft s.
5 E s t i m a t e s f o r p e r i o d s e n d in g p r i o r t o 197 6 r e l a t e t o m e n o n l y f o r s k i l l e d m a i n t e n a n c e and
u n s k i l l e d pl a nt w o r k e r s .
A l l o t h e r e s t i m a t e s r e l a t e t o m e n an d w o m e n .
6 D ata d o n o t m e e t p u b l i c a t i o n c r i t e r i a o r dat a n ot a v a i l a b l e .

1 S tan dard h o u r s r e f l e c t the w o r k w e e k f o r w h ich e m p lo y e e s r e c e iv e th e ir r e g u l a r s t r a i g h t - t im e
s a l a r i e s ( e x c l u s i v e o f p a y f o r o v e r t i m e a t r e g u l a r a n d / o r p r e m i u m r a t e s ) , a n d th e e a r n i n g s c o r r e s p o n d
to th ese w e e k ly h ou r s.
2 T h e m e a n i s c o m p u t e d f o r e a c h j o b b y t o t a l in g th e e a r n i n g s o f a l l w o r k e r s a n d d i v i d i n g b y
th e n u m b e r o f w o r k e r s .
T h e m e d i a n d e s ig n a te s po sitio n — h alf o f the w o r k e r s r e c e i v e the s a m e o r
m o r e an d h a l f r e c e i v e t h e s a m e o r l e s s than, th e r a t e sh ow n.
T h e m i d d l e r a n g e is d e f i n e d b y t w o
r a t e s o f p a y ; a f o u r t h o f t h e w o r k e r s e a r n the s a m e o r l e s s tha n the l o w e r o f t h e s e r a t e s a n d a
f o u r t h e a r n the s a m e o r m o r e t ha n t h e h i g h e r r a t e.




7




Appendix A.
Scope and Method
of Survey
and powerplant; and (4) m aterial movement and custodial. Occupational
classification is based on a uniform set of job descriptions designed to take
account of interestablishment variation in duties within the same job.
Occupations selected for study are listed and described in appendix B.

In each of the 75 * areas currently surveyed, the Bureau obtains
1
wages and related benefits data from representative establishments within
six broad industry divisions: Manufacturing; transportation, communication,
and other public utilities; wholesale trade; retail trade; finance, insurance,
and real estate; and serv ices. Government operations and the construction
and extractive industries are excluded. Establishments having fewer than a
prescribed number of workers are also excluded because of insufficient
employment in the occupations studied. Appendix table 1 shows the number
of establishments and workers estimated to be within the scope of this survey,
as well as the number actually studied.

Unless otherwise indicated, the earnings data following the job
titles are for all industries combined. Earnings data for some of the
occupations listed and described, or for some industry divisions within the
scope of the survey, are not presented in the A -s e r ie s tables because
either (l) employment in the occupation is too small to provide enough data
to m erit presentation, or (2) there is possibility of disclosure of individual
establishment data. Separate m en's and women's earnings data are not
presented when the number of workers not identified by sex is 20 percent
or m ore of the men or women identified in an occupation. Earnings data
not shown separately for industry divisions are included in data for all
industries combined. Likewise, for occupations with m ore than one level,
data are included in the overall classification when a subclassification is
not shown or information to subclassify is not available.

Bureau field representatives obtain data by personal visits at 3 - year
intervals. In each of the two intervening years, information on employment
and occupational earnings only is collected by a combination of personal visit,
m ail questionnaire, and telephone interview from establishments participating
in the previous survey.
A sample of the establishments in the scope of the survey is selected
for study prior to each personal visit survey. This sample, less estab­
lishments which go out of business or are no longer within the industrial
scope of the survey, is retained for the following two annual surveys. In
m ost ca ses, establishments new to the area are not considered in the scope
of the survey until the selection of a sample for a personal visit survey.

Occupational employment and earnings data are shown for full-tim e
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-tim e salaries (exclusive of pay for overtime at regular
and/or premium rates). Average weekly earnings for these occupations are
rounded to the nearest half dollar. Vertical lines within the distribution of
workers on some A -tables indicate a change in the size of the class intervals.

The sampling procedures involve detailed stratification of all estab­
lishments within the scope of an individual area survey by industry and
number of em ployees. From this stratified universe a probability sample
is selected, with each establishment having a predetermined chance of se­
lection. To obtain optimum accuracy at minimum cost, a greater proportion
of large than sm all establishments is selected. When data are combined,
each establishment is weighted according to its probability of selection so
that unbiased 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 classification if data are not available from the original
sample m em ber. If no suitable substitute is available, additional weight is
assigned to a sample m em ber that is sim ilar to the m issing unit.

These surveys m easure 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 firm s may change, or
high-wage workers may advance to better jobs and be replaced by new
workers at lower rates. Such shifts in employment could decrease an occu­
pational average even though 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.

O c c u p a t i o n s and e a r n i n g s

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,
1 Included in the 75 areas are 5 studies conducted by the Bureau under contract. These areas are
Akron, Ohio; Birmingham, A la.; Norfolk—Virginia Beach-Portsmouth and Newport News—Hampton, V a .- N .C .;
Poughkeepsie-“-Kingston—Newburgh, N .Y . ; and Utica—Rome, N .Y. In addition, the Bureau conducts more
limited area studies in approximately 100 areas at the request of the Employment Standards Administration of
the U. S. Department of Labor.




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.

9

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 programm ers,
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 m aterially 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
The percent increases presented in table A -7 are based on changes
in average hourly earnings of men and women in establishments reporting the
trend jobs in both the current and previous year (matched establishments).
The data are adjusted to remove the effects on average earnings of employ­
ment shifts among establishments and turnover of establishments included
in survey samples. The percent increases, however, are still affected by
factors other than wage increases. Hirings, layoffs, and turnover may affect
an establishment average for an occupation when workers are paid under plans
providing a range of wage rates for individual jobs. In periods of increased
hiring, for example, new employees may enter at the bottom of the range,
depressing the average without a change in wage rates.
The percent changes relate to wage changes between the indicated
dates. When the time span between surveys is other than 12 months, annual
rates are shown. (it is assumed that wages increase at a constant rate
between surveys.)

Percent changes for i
as follows:

areas in the program are computed

1. Average earnings are computed for each occupation for
the 2 years being compared. The averages are derived
from earnings in those establishments which are in
the survey both years; it is assumed that employment
remains unchanged.
2. Each occupation is assigned a weight based on its pro­
portionate employment in the occupational group in the
base year.
3.

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

4.

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

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
M essengers
Switchboard operators

Order clerks, classes
A and B
Accounting clerks,
classes A and B
Bookkeeping-machine
operators, class B
Payroll clerks




K e y entry o p e r a t o r s ,

classes A and B

For a more detailed description of the method used to compute these
wage trends, see "Improving Area Wage Survey Indexes, " Monthly Labor
Review, January 1973, pp. 52-57.
Establishment practices and supplementary wage provisions
Tabulations on selected establishment practices and supplementary
wage provisions (B -series tables) are 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 w orkers; shift
differentials; scheduled weekly hours and days; paid holidays; paid vacations;
and health, insurance, and pension plans are presented (in the B -se r ie s tables)
in previous bulletins for this area.

Appendix table 1. Establishments and workers w ithin scope of survey and number studied
in Daytona Beach, Fla.,1 August 1978
Industry division 2

M inim um
em ploym ent
in e s t a b l i s h m e n t s in s c o p e
o f st u d y

ALL D I V I S I O N S --------------------------------------------------------------MANUFACTURING -----------------------------------------------------------------------NONMANUFACTURING ----------------------------------------------------------------TRANSPORTATION. COMMUNICATION. AND
OTHER PUBLIC U T I L I T I E S 5 -----------------------------------------WHOLESALE TRADE 6 ------------------------------------------------------------RETAIL TRADE 6 -------------------------------------------------------------------FIN ANCE. INSURANCE. AND REAL EST AT E6 --------------SE R V IC E S 6 7-----------------------------------------------------------------------------

N u m b er of establish m en ts

W i t h in s c o p e
o f st u d y 5

St u d i e d

S t u d i ed
Number

Percent

129
50
“

50
50
50
50
50

59

19.3 88

100

12.0 90

18
111

11
48

4 .7 9 4
14.5 94

25
75

4 .0 5 7
8 .0 3 3

5
1
23
7
12

1 .3 7 5
44
8 .9 8 3
1 .3 7 6
2 .8 3 6

7
1
46
7
15

1 .3 2 3
44
4 .3 5 8
772
1 .5 3 6

e

1
81
15
28

1 T he D aytona B ea ch Standard M etrop olita n Sta tistica l A r e a , as defined by
t h e O f f i c e o f M a n a g e m e n t and B u d g e t t h r o u g h F e b r u a r y 1 9 7 4 , c o n s i s t s o f V o l u s i a
County.
T h e " w o r k e r s w it h i n s c o p e o f s t u d y " e s t i m a t e s sh o w n in t h is t a b l e p r o v i d e
a r e a s o n a b l y a c c u r a t e d e s c r i p t i o n o f th e s i z e and c o m p o s i t i o n o f t h e l a b o r f o r c e
i n c l u d e d in t h e s u r v e y .
E s t i m a t e s a r e not in te n d e d , h o w e v e r , f o r c o m p a r i s o n w it h
o t h e r e m p l o y m e n t i n d e x e s t o m e a s u r e e m p l o y m e n t t r e n d s o r l e v e l s s i n c e (1) p l a n n in g
o f w a g e s u r v e y s r e q u i r e s e s t a b l i s h m e n t da t a c o m p i l e d c o n s i d e r a b l y in a d v a n c e o f the
p a y r o l l p e r i o d s t u d i e d , and (2) s m a l l e s t a b l i s h m e n t s a r e e x c l u d e d f r o m the s c o p e
o f the su r v e y .
2 T h e 1972 e d i t i o n o f the S t a n d a r d I n d u s t r ia l C l a s s i f i c a t i o n M a n u a l w a s u s e d
in c l a s s i f y i n g e s t a b l i s h m e n t s b y i n d u s t r y d i v i s i o n .
H o w e v e r , all g o v e r n m e n t o p e r a ­
t i o n s a r e e x c l u 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 I n c l u d e s a l l e s t a b l i s h m e n t s w ith t o t a l e m p l o y m e n t at o r a b o v e t h e m i n i m u m
lim itation.
A l l o u t l e t s (w ith in th e a r e a ) o f c o m p a n i e s in i n d u s t r i e s s u c h a s t r a d e ,




W o r k e r s in e s t a b l i s h m e n t s
W i t h in s c o p e , o f st u d y 4

f i n a n c e , a ut o r e p a i r s e r v i c e , and m o t i o n p i c t u r e t h e a t e r s a r e c o n s i d e r e d a s one
establishm ent.
4 I n c l u d e s a ll w o r k e r s in a l l e s t a b l i s h m e n t s w it h t o t a l e m p l o y m e n t (wi th in
th e a r e a ) at o r a b o v e t h e m i n i m u m l i m i t a t i o n .
5 A b b r e v i a t e d to " p u b l i c u t i l i t i e s " in the A - s e r i e s t a b l e s .
T a x i c a b s and
s e r v i c e s in cid ental to w a ter tra n s p o rta tio n a r e excluded .
6 S e p a r a t e p r e s e n t a t i o n o f d a t a is not m a d e f o r t h is d i v i s i o n .
7 H o t e l s and m o t e l s ; l a u n d r i e 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 i n e s s s e r v i c e s ;
a u tom obile
repair,
r e n t a l , and p a r k i n g ; m o t i o n p i c t u r e s ; n o n p r o f i t
m em bership
o r g a n i z a t i o n s ( e x c l u d i n g r e l i g i o u s an d c h a r i t a b l e o r g a n i z a t i o n s ) ; a n d e n g i n e e r i n g and
architectural services.

11




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 approriate 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 em­
phasis 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 pur­
poses. In applying these job descriptions, the Bureau's field economists
are instructed to exclude working supervisors; apprentices; and parttim e, temporary, and probationary workers. Handicapped workers whose
earnings are reduced because of their handicap are also excluded.
Learners, beginners, and trainees, unless specifically included in the
job descriptions, are excluded.

Office
SECRETARY

SECRETARY— Continued

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

Exclusions— Continued
e. Positions which do not fit any of the situations listed in the
sections below titled "L e v e l of Supervisor, " e.g., secretary to the
president of a company that employs, in all, over 5, 000 persons;
f.

Exclusions

Trainees.

Classification by Level

Not all positions that are titled "se c re ta r y " 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"
described above;

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

secretary concept

b.

Stenographers not fully trained in secretarial-type duties;

c.

Stenographers serving as office assistants to a group of pro­
fessional, technical, or managerial persons;

Level of Secretary's Supervisor (LS)
Secretaries should be matched at one of the four LS levels described
below according to the level of the secretary's supervisor within the company
organizational structure.

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




LS—
1

13

a.

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

SECRETARY— Continued

SECRETARY— Continued

Classification by Level— Continued

Classification by Level— Continued

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

a. Secretary to an executive or managerial person whose respon­
sibility is not equivalent to one of the specific level situations in
the definition for LS—
3, but whose organizational unit normally
numbers at least several dozen employees and is usually divided
into organizational segments which are often, in turn, further
subdivided. In some companies, this level includes a wide range
of organizational echelons; in others, only one or two; or
b. Secretary to the head of an individual plant, factory, etc., (or
other equivalent level of official) that employs, in all, fewer
than 5 ,0 0 0 persons.

LS—
3

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

c.

Secretary to a corporate officer (other than chairman of the
board or president) of a company that employs, in all, over 100
but fewer than 5 ,0 0 0 persons; or
Secretary to the head (immediately below the officer level) over
either a m ajor corporatewide functional activity (e .g ., marketing,
research, operations, industrial relations, etc.) or a major
geographic or organizational segment (e .g ., a regional headquar­
ters; a m ajor division) of a company that employs, in all, over
5, 000 but fewer than 2 5 ,0 0 0 em ployees; or

d.

e.

L S -4

Secretary to the head of an individual plant, factory, etc., (or
other equivalent level of official) that employs, in all, over
5, 000 persons; or
Secretary to the head of a large and important organizational
segment (e .g ., a middle management supervisor of an organi­
zational segment often involving as many as several hundred
persons) of a company that em ploys, in all, over 2 5 ,0 0 0 persons.

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

c.

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
Secretary to the head, immediately below the corporate officer
level, of a m ajor segment or subsidiary of a company that
employs, in all, over 25, 000 persons.

NOTE: The term "corporate o fficer" used in the above LS definition
refers to those officials who have a significant corporatewide policymaking
role with regard to major company activities. The title "v ice p resid en t,"
though normally indicative of this role, does not in all cases identify such




positions. Vice presidents whose prim ary responsibility is to act personally
on individual cases or transactions (e .g ., approve or deny individual loan
or credit actions; administer individual trust accounts; directly supervise a
clerical staff) are not considered to be "corporate o fficers" for purposes
of applying the definition.
Level of Secretary's Responsibility (LR)
This factor evaluates the nature of the work relationship between
the secretary and the supervisor, and the extent to which the secretary is
expected to exercise initiative and judgment. Secretaries should be matched
at LR—1 or LR— described below according to their level of responsibility.
2
Level of Responsibility 1 (LR—1)
Performs varied secretarial duties including or comparable to m ost
of the following:
a. Answers telephones,
coming m ail.

greets

personal

ca llers,

and opens

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

in­

May

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

Types,

calendar

and makes

takes and transcribes dictation,

appointments

as

and files.

Level of Responsibility 2 (LR—
2)
Performs duties described under LR—1 and, in addition performs
tasks requiring greater judgment, initiative, and knowledge of office functions
including or comparable to m ost of the following:
a. Screens telephone and personal ca llers, determining which can
be handled by the supervisor's subordinates or other offices.
b. Answers requests which require a detailed knowledge of of­
fice procedures or collection of information from files or
other offices. May sign routine correspondence in own or
supervisor's name.
c. Compiles or assists in compiling periodic reports on the basis
of general instructions.

SECRETARY— Continued

STENOGRAPHER— Continued

Level of Responsibility 2 (LR—2)— Continued

of the specific business operations, organization, policies, procedures, files,
workflow, etc. Uses this knowledge in performing stenographic duties and
responsible clerical tasks such as maintaining followup files; assembling
material for reports, memoranda, and letters; composing simple letters
from general instructions; reading and routing incoming m ail; and answering
routine questions, etc.

d.

S c h e d u l e s t e n t a t i v e a p p o in t m e n t s w ith o u t p r i o r c l e a r a n c e .
As­
s e m b l e s n e c e s s a r y ba ck grou n d m a te ria l for s ch ed u led m e e t in g s .
M a k e s a r r a n g e m e n t s f o r m e e t i n g s and c o n f e r e n c e s .

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

TRANSCRIBING-MACHINE TYPIST

The following tabulation shows the level of the secretary for each
LS and LR combination.

Level of secretary s
_____ supervisor_____

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

Level of secretary's responsibility
____________________________ c---------------LR—1

LR—2
TYPIST

Class
Class
Class
Class

LS—1
LS—
2
LS—
3
L S -4

E
D
C
B

Class
Class
Class
Class

D
C
B
A

Uses a typewriter to make copies of various materials or to make
out bills after calculations have been made by another person. May include
typing of stencils, m ats, or sim ilar m aterials for use in duplicating proc­
e sse s. May do clerical work involving little special training, such as
keeping simple records, f i l i n g
records and reports, or sorting and
distributing incoming m ail.

STENOGRAPHER

Class A . P erform s one or more of the following: Typing material
in final form when it involves combining material from several sources;
or responsibility for correct spelling, syllabication, punctuation, etc., of
technical or unusual words or foreign language material; or planning lay­
out and typing of complicated statistical tables to maintain uniformity and
balance in spacing. May type routine form letters, varying details to suit
circumstances.

P rim ary duty is to take dictation using shorthand, and to transcribe
the dictation. May also type from written copy. May operate from a steno­
graphic pool. May occasionally transcribe from voice recordings (if primary
duty is transcribing from recordings, see Transcribing-Machine Typist).
N O TE ; This job is distinguished from that of a secretary in that a
secretary normally works in a confidential relationship with only one man­
ager or executive and perform s more responsible and discretionary tasks
as described in the secretary job definition.

Class B . P erform s one or m ore of the following; Copy typing from
rough or clear drafts; or routine typing of form s, insurance policies, etc.;
or setting up simple standard tabulations; or copying m ore complex tables
already set up and spaced properly.

Stenographer, General

FILE CLERK

Dictation involves a normal routine vocabulary. May maintain files,
keep simple records, or perform other relatively routine clerical tasks.

F iles, cla ssifies, 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.

Stenographer, Senior
Dictation involves a varied technical or specialized vocabulary such
as in legal briefs or reports on scientific research. May also set up and
maintain files, keep records, etc.

Class A . C lassifies and indexes file material such as correspond­
ence, reports, technical documents, etc., in an established filing system
containing a number of varied subject matter files. May also file this
m aterial. May keep records of various types in conjunction with the files.
May lead a small group of lower level file clerks.

OR

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 cro ss-referen ce aids. As requested,
locates clearly identified m aterial in files and forwards material. May
perform related clerical tasks required to maintain and service files.

P erform s stenographic duties requiring significantly greater inde­
pendence and responsibility than stenographer, general, as evidenced by the
following: Work requires a high degree of stenographic speed and accuracy;
a thorough working knowledge of general business and office procedure; and




15

FILE CLERK— Continued

ORDER CLERK— Continued

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 m aterial in files and forwards m aterial; and may
fill out withdrawal charge. May perform simple clerical and manual tasks
required to maintain and service files.

Positions
definitions:

are classified

into

levels

according

to

the

following

MESSENGER

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

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

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

SWITCHBOARD OPERATOR

Performs one or more accounting clerical tasks such as posting to
registers and ledgers; reconciling bank accounts; verifying the internal con­
sistency, completeness, and mathematical accuracy of accounting documents;
assigning prescribed accounting distribution codes; examining and verifying
for clerical accuracy various types of reports, lists, calculations, posting,
etc.; or preparing simple or assisting in preparing m ore complicated journal
vouchers. May work in either a manual or automated accounting system .

Operates a telephone switchboard or console used with a private
branch exchange (PBX) system to relay incoming, outgoing, and intrasystem
calls. May provide information to ca llers, record and transmit m essages,
keep record of calls placed and toll charges. Besides operating a telephone
switchboard or console, may also type or perform routine clerical work
(typing or routine clerical work may occupy the m ajor portion of the worker's
time, and is usually performed while at the switchboard or console). Chief
or lead operators in establishments employing m ore than one operator are'
excluded. For an operator who also acts as a receptionist, see Switchboard
Operator-Receptionist.

The work requires a knowledge of clerical methods and office prac­
tices and procedures which relates to the clerical processing and recording
of transactions and accounting information. With experience, the worker
typically becomes familiar with the bookkeeping and accounting term s and
procedures used in the assigned work, but is not required to have a knowledge
of the formal principles of bookkeeping and accounting.

SWITCHBOARD OPERATOR-RECEPTIONIST

Positions are classified
definitions:

At a single-position telephone switchboard or console, acts both as
an operator— see Switchboard Operator— and as a receptionist. Recep­
tionist's work involves such duties as greeting visitors; determining nature
of visitor's business and providing appropriate information; referring visitor
to appropriate person in the organization or contacting that person by tele­
phone and arranging an appointment; keeping a log. of visitors.

Class A . Under general supervision, perform s accounting clerical
operations which require the application of experience and judgment, for
example, clerically processing complicated or nonrepetitive accounting
transactions, selecting among a substantial variety of prescribed accounting
codes and classifications, or tracing transactions through previous ac­
counting actions to determine source of discrepancies. May be assisted by
one or more class B accounting clerks.

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

Class B . Under close supervision, following detailed instructions
and standardized procedures, performs one or m ore 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 records
or accounting documents; and coding documents using a few prescribed
accounting codes.
BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter key­
board) to keep a record of business transactions.

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




into levels on the basis of the following

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

16

BOOKKEEPING-MACHINE OPERATOR— Continued

KEY ENTRY OPERATOR— Continued

C lass 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, custom ers' accounts
(not including a simple type of billing described under machine biller), cost
distribution, expense distribution, inventory control, etc. May check or
assist in preparation of trial balances and prepare control sheets for the
accounting department.

Class B . Work is routine and repetitive. Under close super­
vision or following specific procedures or instructions, works from various
standardized source documents which have been coded, and follows spec­
ified 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.

MACHINE BILLER
Prepares statements, bills, and invoices on a machine other than
an ordinary or electrom atic 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;

Professional and Technical

Billing-m achine b ille r . Uses a special billing machine (combination
typing and adding machine) to prepare bills and invoices from custom ers'
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.

Analyzes business problems to formulate procedures for solving
them by use of electronic data processing equipment. Develops a complete
description of all specifications needed to enable programmers to prepare
required digital computer program s. Work involves most of the following;
Analyzes subject-m atter operations to be automated and identifies conditions
and criteria required to achieve satisfactory 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 system s; and recommends
equipment changes to obtain m ore effective overall operations. (NOTE;
W orkers performing both systems analysis and programming should be clas­
sified as systems analysts if this is the skill used to determine their pay.)

COMPUTER SYSTEMS ANALYST, BUSINESS

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 slip s.

Does not include employees prim arily responsible for the manage­
ment or supervision of other electronic data processing employees, or sys­
tems analysts prim arily concerned with scientific or engineering problems.

P A YR O LL CLERK

For wage

Operates a keypunch machine to record or verify alphabetic and/or
numeric data on tabulating cards or on tape.

system s

analysts

are

classified

as

into levels on the basis of the following
May provide functional direction to lower level
who are assigned to assist.

Class A . Work requires the application of experience and judgment
in selecting procedures to be followed and in searching for, interpreting,
selecting, or coding items to be keypunched from a variety of source docu­
m ents. On occasion m ay also perform some routine keypunch work. May
train inexperienced keypunch operators.




purposes,

Class A . Works independently or under only general direction on
complex problems involving all phases of systems analysis. Problems are
complex because of diverse sources of input data and multiple-use require­
ments of output data. (For example, develops an integrated production
scheduling, inventory control, cost analysis, and sales analysis record in
which every item of each type is automatic ally processed through the full
system of records and appropriate followup actions are initiated by the
computer.) Confers with persons concerned to determine the data processing
problems and advises subject-m atter personnel on the implications of new
or revised systems of data processing operations. Makes recommendations,
if needed, for approval of major systems installations or changes and for
obtaining equipment.

KEY ENTRY OPERATOR

Positions are classified
definitions:

study

follows:

P erform s the clerical tasks necessary to process payrolls and to
maintain payroll records. W ork involves m ost of the following; Processing
w orkers' time or production records; adjusting workers' records for changes
in wage rates, supplementary benefits, or tax deductions; editing payroll
listings against source records; tracing and correcting errors in listings;
and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical
knowledge of governmental regulations, company payroll policy, or the
computer system for processing payrolls.

systems analysts

Class B . Works independently or under only general direction on
problems that are relatively uncomplicated to analyze, plan, program, and
operate. Problem s are of limited complexity because sources of input data
are homogeneous and the output data are closely related. (For example,

17

COMPUTER SYSTEMS ANALYST, BUSINESS— Continued

COMPUTER PROGRAMMER, BUSINESS— Continued

develops system s 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-m'atter personnel on the implications of the data processing systems
to be applied.

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 re­
quirements exceed computer storage capacity, and substantial manipulation
and resequencing of data elements to form a highly integrated program.

OR

May provide functional direction to lower level program m ers who
are assigned to assist.

Works on a segment of a complex data processing scheme or
system, as described for class A . Works independently on routine assign­
ments and receives instruction and guidance on complex assignments. Work
is reviewed for accuracy of judgment, compliance with instructions, and to
insure proper alignment with the overall system .

Class B. Works independently or under only general direction on
relatively simple programs, or on simple segments of complex program s.
Programs (or segments) usually process information to produce data in two
or three varied sequences or form ats. 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 fe w routine checks.
Typically, the program deals with r o u t i n e recordkeeping operations.

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 system s analyst by preparing the detailed specifications required by
programmers from information developed by the higher level analyst.

OR
COMPUTER PROGRAMMER, BUSINESS

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.

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 programm er develops the precise instructions which,
when entered into the computer system in coded language, cause the manipu­
lation of data to achieve desired results. Work involves m ost of the
following: Applies knowledge of computer capabilities, mathematics, logic
employed by computers, and particular subject matter involved to analyze
charts and diagrams of the problem to be programmed; develops sequence of
program steps; writes detailed flow charts to show order in which data will
be processed; converts these charts to coded instructions for machine to
follow; tests and corrects program s; prepares instructions for operating
personnel during production run; analyzes, reviews, and alters programs to
increase operating efficiency or adapt to new requirements; maintains re­
cords of program development and revisions. (NOTE: W orkers performing
both system s analysis and programming should be classified as systems
analysts if this is the skill used to determine their pay.)

May guide or instruct lower level program m ers.
Class C . Makes practical applications of programming practices
and concepts usually learned in form al training courses. Assignments are
designed to develop competence in the application of standard procedures to
routine problems. Receives close supervision on new aspects of assign­
ments; and work is reviewed to verify its accuracy and conformance with
required procedures.
COMPUTER OPERATOR
Monitors and operates the control console of a digital computer to
process data according to operating instructions, usually prepared by a pro­
gram m er. Work includes most of the following; Studies instructions to
determine equipment setup and operations; loads equipment with required
items (tape reels, cards, etc.); switches necessary auxiliary equipment into
circuit, and starts and operates computer; makes adjustments to computer to
correct operating problems and m eet 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.

Does not include employees prim arily responsible for the manage­
ment or supervision of other electronic data processing employees, or pro­
grammers prim arily concerned with scientific and/or engineering problems.
For wage study purposes, programm ers are classified as follows:
Class A . Works independently or under only general direction on
complex problems which require competence in all phases of programming
concepts and practices. Working from diagrams and charts which identify
the nature of desired results, m ajor 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.




For wage study purposes,

computer operators

are

classified

as

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

18

COMPUTER OPERATOR— Continued

DRAFTER— Continued

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 C . Prepares detail drawings of single units or parts for
engineering, construction, manufacturing, or repair purposes. Types of
drawings prepared include isom etric projections (depicting three dimensions
in accurate scale) and sectional views to clarify positioning of components
and convey needed information. Consolidates details from a number of
sources and adjusts or transposes scale as required. Suggested methods of
approach, applicable precedents, and advice on source materials are given
with initial assignments. Instructions are less complete when assignments
recur. Work may be spot-checked during progress.

C lass B . Operates independently, or under only general direction,
a computer running programs with m ost of the following characteristics:
M ost of the programs are established production runs, typically run on a
regularly recurring b a sis; there is little or no testing of new programs
required; alternate program s are provided in case original program needs
m ajor change or cannot be corrected within a reasonably short tim e. In
common error situations, diagnoses cause and takes corrective action. This
usually involves applying previously programmed corrective steps, or using
standard correction techniques.

D R AFTER -TRACER
Copies
cloth or paper
include tracing
large scale not

plans and drawings prepared by others by placing tracing
over drawings and tracing with pen or pencil. (Does not
limited to plans prim arily consisting of straight lines and a
requiring close delineation.)
AND/OR

OR
Operates under direct supervision a computer running programs or
segments of programs with the characteristics described for class A . May
a ssist a higher level operator by independently performing less difficult tasks
assigned, and performing difficult tasks following detailed instructions and
with frequent review of operations performed.
C lass C . Works on routine programs under close supervision. Is
expected to develop working knowledge of the computer equipment used and
ability to detect problems involved in running routine program s. Usually has
received some form al training in computer operation. May assist higher
level operator on complex program s.
DRAFTER
C lass A . Plans the graphic presentation of complex items having
distinctive design features that differ significantly from established drafting
precedents. Works in close support with the design originator, and may
recommend minor design changes. Analyzes the effect of each change on the
details of 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
determinations. May either prepare drawings or direct their preparation by
lower level drafters.
C lass B . P erform s nonroutine and complex drafting assignments
that require the application of m ost of the standardized drawing techniques
regularly used. Duties typically involve such work as; Prepares working
drawings of subassem blies with irregular shapes, multiple functions, and
precise positional relationships between components; prepares architectural
drawings for construction of a building including detail drawings of foun­
dations, wall sections, floor plans, and roof. Uses accepted formulas
and manuals in making necessary computations to determine quantities of
m aterials to be used, load capacities, strengths, stresses, etc. Receives
initial instructions, requirem ents, and advice from supervisor. Completed
work is checked for technical adequacy.




Prepares simple or repetitive drawings of easily visualized items.
Work is closely supervised during progress.
ELECTRONICS TECHNICIAN
Works on various types of electronic equipment and related devices
by performing one or a combination of the following: Installing, maintaining,
repairing, overhauling, troubleshooting, modifying, constructing, and testing.
Work requires practical application of technical knowledge of electronics
principles, ability to determine malfunctions, and skill to put equipment in
required operating condition.
The equipment— consisting of either many different kinds of circuits
or multiple repetition of the same kind of circuit— includes, but is not limited
to, the following: (a) Electronic transmitting and receiving equipment (e.g.,
radar, radio, television, telephone, sonar, navigational aids), (b) digital and
analog computers, and (c) industrial and medical measuring and controlling
equipment.
This classification excludes repairers of such standard electronic
equipment as common office machines and household radio and television
sets; production assem blers and testers; workers whose primary duty is
servicing electronic test instruments; technicians who have administrative
or supervisory responsibility; and drafters, designers, and professional
engineers.
Positions are classified
definitions.

into levels on the basis of the following

C lass 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 sim ilar documents) in working on elec­
tronic equipment. Examples of such problems include location and density of
circuitry, electromagnetic radiation, isolating malfunctions, and frequent
engineering changes. Work involves: A detailed understanding of the inter­
relationships of circuits; exercising independent judgment in performing such
tasks as making circuit analyses, calculating wave form s, tracing relation­
ships in signal flow; and regularly using complex test instruments (e.g., dual
trace oscilloscopes, Q -m eters, deviation m eters, pulse generators).

ELECTRONICS TECHNICIAN— Continued

MAINTENANCE CARPENTER— Continued

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.

laying out of work from blueprints, drawings, m odels, or verbal instructions;
using a variety of carpenter's handtools, portable power tools, and standard
measuring instruments; making standard shop computations relating to di­
mensions of work; and selecting m aterials necessary for the work.
In
general, the work of the maintenance carpenter requires rounded training
and experience usually acquired through a f o r m a l apprenticeship or
equivalent training and experience.

Class B . Applies comprehensive technical knowledge to solve com­
plex problems (i.e ., those that .typically can be solved solely by properly
interpreting manufacturers' manuals or sim ilar documents) in working on
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.
C lass C . Applies working technical knowledge to perform simple or
routine tasks in working on electronic equipment, following detailed instruc­
tions which cover virtually all procedures. Work typically involves such
tasks as: Assisting higher level technicians by performing such activities as
replacing components, wiring circuits, and taking test readings; repairing
simple electronic equipment; and using tools and common test instruments
(e.g., multim eters, audio signal generators, tube testers, oscilloscopes).
Is not required to be familiar with the interrelationships of circuits. This
knowledge, however, may be acquired through assignments designed to
increase competence (including classroom training) so that worker can
advance to higher level technician.
Receives technical guidance, as required, from supervisor or higher
level technician. Work is typically spot checked, but is given detailed review
when new or advanced assignments are involved.
REGISTERED INDUSTRIAL NURSE
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
P erform s the carpentry duties necessary to construct and maintain
in good repair building woodwork and equipment such as bins, cribs, counters,
benches, partitions, doors, floors, stairs, casings, and trim made of wood
in an establishment. Work involves m ost of the following: Planning and




MAINTENANCE ELECTRICIAN
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 equipment such as generators, transform ers, switchboards, controllers, circuit
breakers, motors, heating units, conduit system s, 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 w alls, woodwork, and fixtures of an estab­
lishment. Work involves the following: Knowledge of surface peculiarities
and types of paint required for different applications; preparing surface
for painting by removing old finish or by placing putty or filler in nail
holes and interstices; and applying paint with spray gun or brush. May
mix colors, oils, white lead, and other paint ingredients to obtain proper
color or consistency. In general, the work of the maintenance painter
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience.
MAINTENANCE MACHINIST
Produces replacement parts and new parts in making repairs of
metal parts of mechanical equipment operated in an establishment. Work
involves most of the following: Interpreting written instructions and speci­
fications; planning and laying out of work; using a variety of machinist's
handtools and precision measuring instruments; setting up and operating
standard machine tools; shaping of metal parts to close tolerances; making
standard shop computations relating to dimensions of work, tooling, feeds,
and speeds of machining; knowledge of the working properties of the common
m etals; selecting standard m aterials, parts, and equipment required for this
work; and fitting and assembling parts into mechanical equipment. In
general, the machinist's work normally requires a rounded training in
machine-shop practice usually acquired through a formal apprenticeship or
equivalent training and experience.
MAINTENANCE MECHANIC (Machinery)
Repairs machinery or mechanical equipment of an establishment.
Work involves most of the following: Examining machines and mechanical
equipment to diagnose source of trouble; dismantling or partly dismantling
machines and performing repairs that mainly involve the use of handtools in
scraping and fitting parts; replacing broken or defective parts with items

MAINTENANCE MECHANIC (Machinery)— Continued

MILLWRIGHT

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 form al apprenticeship or equivalent training and experi­
ence. Excluded from this classification are workers whose primary duties
involve setting up or adjusting machines.

Installs new machines or heavy equipment, and dismantles and
installs machines or heavy equipment when changes in the plant layout are
required. Work involves m ost 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 m aterials, and centers of gravity; aligning and balancing equip­
ment; selecting standard tools, equipment, and parts to be used; and installing
and maintaining in good order power transm ission equipment such as drives
and speed reducers. In general, the millwright's work normally requires a
rounded training and experience in the trade acquired through a formal
apprenticeship or equivalent training and experience.

MAINTENANCE MECHANIC (Motor vehicle)
Repairs automobiles, buses, motortrucks, and tractors of an estab­
lishment. Work involves m ost of the following: Examining automotive equip­
ment to diagnose source of trouble; disassembling equipment and performing
repairs that involve the use of such handtools as wrenches, gauges, drills,
or specialized equipment in disassembling or fitting parts; replacing broken
or defective parts from stock; grinding and adjusting valves; reassembling
and installing the various assem blies in the vehicle and making necessary
adjustments; and aligning 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.
This classification does not include mechanics w h o
tom ers' vehicles in automobile repair shops.

repair

MAINTENANCE TRADES HELPER
A ssists one or m ore workers in the skilled maintenance trades, by
performing specific or general duties of lesser skill, such as keeping a
worker supplied with m aterials and tools; cleaning working area, machine,
and equipment; assisting journeyman by holding m aterials or tools; and per­
forming other unskilled tasks as directed by journeyman. The kind of work
the helper is permitted to perform varies from trade to trade: In some
trades the helper is confined to supplying, lifting, and holding materials and
tools, and cleaning working areas; and in others he is permitted to perform
specialized machine operations, or parts of a trade that are also performed
by workers on a fu ll-tim e basis.

cus­
M ACHINE-TOOL OPERATOR (Toolroom)
Specializes in operating one or m ore than one type of machine tool
(e .g ., jig borer, grinding machine, engine lathe, milling machine) to machine
metal for use in making or maintaining jig s, fixtures, cutting tools, gauges,
or metal dies or molds used in shaping or forming metal or nonmetallic
m aterial (e .g ., plastic, plaster, rubber, glass). Work typically involves;
Planning and performing difficult machining operations which require com­
plicated setups or a high degree of accuracy; setting up machine tool or
tools (e .g ., install cutting tools and adjust guides, stops, working tables,
and other controls to handle the size of stock to be machined; determine
proper feeds, speeds, tooling, and operation sequence or select those pre­
scribed in drawings, blueprints, or layouts); using a variety of precision
measuring instruments; making necessary adjustments during machining
operation to achieve requisite dimensions to very close tolerances. May
be required to select proper coolants and cutting and lubricating oils, to
recognize when tools need dressing, and to dress tools. In general, the work
of a m achine-tool operator (toolroom) at the skill level called for in this
classification requires extensive knowledge of machine-shop and toolroom
practice usually acquired through considerable on-the-job training and
experience.

MAINTENANCE PIPEFITTER
Installs or repairs water, steam, gas, or other types of pipe and
pipefittings in an establishment. Work involves m ost 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
m eet specifications. In general, the work of the maintenance pipefitter
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience. Workers prim arily
engaged in installing and repairing building sanitation or heating systems
are excluded.
MAINTENANCE SH E E T -M E T A L WORKER
Fabricates, installs, and maintains in good repair the sheet-m etal
equipment and fixtures (such as machine guards, grease pans, shelves,
lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment.
Work involves m ost of the following: Planning and laying out all types of
sheet-m etal maintenance work from blueprints, models, or other specifi­
cations; setting up and operating all available types of sheet-m etal working
machines; using a variety of handtools in cutting, bending, forming, shaping,
fitting, and 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
equivalejfl: training and experience.




For cross-in du stry wage study purposes, this classification does not
include m achine-tool operators (toolroom) employed in tool and die jobbing
shops.
TOOL AND DIE MAKER
Constructs and repairs jig s, fixtures, cutting tools, gauges, or metal
dies or molds used in shaping or forming metal or ponmetallic material (e.g .,
plastic, plaster, rubber, g la ss). Work typically involves: Planning and laying
out work according to m odels, blueprints, drawings, or other written or oral
specifications; understanding the working properties of common metals and

21

TOOL AND DIE MAKER— Continued

SHIPPER AND RECEIVER

alloys; selecting appropriate m aterials, tools, and processes required to
complete tasks; making necessary shop computations; setting up and oper­
ating various machine tools and related equipment; using various tool and
die m aker's handtools and precision measuring instruments; working to very
close tolerances; heat-treating metal parts and finished tools and dies to
achieve required qualities; fitting and assembling parts to prescribed toler­
ances and allowances. In general, the tool and die m aker's work requires
rounded training in machine-shop and toolroom practice usually acquired
through formal apprenticeship or equivalent t r a i n i n g and experience.

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

For cross-industry wage study purposes, this classification does not
include tool and die makers who (l) are employed in tool and die jobbing
shops or (2) produce forging dies (die sinkers).
STATIONARY ENGINEER
Operates and maintains and may also supervise the operation of
stationary engines and equipment (mechanical or electrical) to supply the
establishment in which employed with power, heat, refrigeration, or airconditioning. Work involves: Operating and maintaining equipment such as
steam engines, air com pressors, generators, m otors, 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 m ore than one engineer
are excluded.

Shippers typically are responsible for m ost of the following: V er­
ifying that orders are accurately filled by comparing items and quantities
of goods gathered for shipment against documents; insuring that shipments
are properly packaged, identified with shipping information, and loaded into
transporting vehicles; preparing and keeping records of goods shipped, e .g .,
m anifests, bills of lading.
Receivers typically are responsible for m ost of the following:
Verifying the correctness of incoming shipments by comparing items and
quantities unloaded against bills of lading, invoices, m anifests, storage
receipts, or other records; checking for damaged goods; insuring that
goods are appropriately identified for routing to departments within the
establishment; preparing and keeping records of goods received.
For wage

stu d y

purposes,

workers

are

classified

as follows:

Shipper
Receiver
Shipper and receiver

BOILER TENDER
F ires stationary boilers to furnish the establishment in which
employed with heat, power, or steam. Feeds fuels to fire by hand or
operates a mechanical stoker, gas, or oil burner; and checks water and
safety valves. May clean, oil, or assist in repairing boilerroom equipment.

Material Movement and Custodial
TRUCKDRIVER
Drives a truck within a city or industrial area to transport
m aterials, merchandise, equipment, or workers between various types of
establishments such as: Manufacturing plants, freight depots, warehouses,
wholesale and retail establishments, or between retail 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.
For wage study purposes, truckdrivers are classified by type and
rated capacity of truck, as follows;
Truckdriver, light truck
(straight truck, under IV2 tons, usually 4 wheels)
Truckdriver, medium truck
(straight truck, IV2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
Truckdriver, tractor-trailer




WAREHOUSEMAN
As directed, performs a variety of warehousing duties which require
an understanding of the establishment's storage plan. Work involves m ost
of the following: Verifying m aterials (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
taking inventory of s t o r e d m aterials; examining stored m aterials and
reporting deterioration and damage; removing m aterial from storage and
preparing it for shipment. May operate hand or power trucks in performing
warehousing duties.
Exclude workers whose prim ary duties involve shipping and rece iv ­
ing work (see Shipper and Receiver and Shipping Packer), order filling
(see Order F iller), or operating power trucks (see Pow er-Truck Operator).
ORDER FILLER
Fills shipping or transfer orders for finished goods from stored
merchandise in accordance with specifications on sales slips, custom ers'
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

SHIPPING PACKER— Continued
e m p l o y e d , and m e t h o d o f s h i p m e n t W o r k r e q u i r e s the p l a c i n g o f i t e m s in
s h ip p in g c o n t a i n e r s and m a y i n v o l v e o n e o r m o r e o f the f o l l o w i n g : K n o w l e d g e
o f v a r i o u s i t e m s o f s t o c k in o r d e r to v e r i f y c o n te n t; s e l e c t i o n o f a p p r o p r i a t e
t y p e and s i z e o f c o n t a i n e r ; i n s e r t i n g e n c l o s u r e s in c o n t a i n e r ; u s i n g e x c e l s i o r
o r o t h e r m a t e r i a l to p r e v e n t b r e a k a g e o r d a m a g e ; c l o s i n g and s e a l i n g c o n ­
t a i n e r ; and a p p ly in g l a b e l s o r e n t e r i n g id e n ti fy in g da ta on c o n t a i n e r . P a c k e r s
w ho also m a k e w o o d e n b o x e s o r c r a te s are ex clu d e d .

GUARD— Continued
vices

F o r wage

A w o r k e r e m p l o y e d in a w a r e h o u s e , m a n u f a c t u r i n g p la n t, s t o r e , o r
o t h e r e s t a b l i s h m e n t w h o s e d u t i e s i n v o l v e o n e o r m o r e o f the f o l l o w i n g ;
L o a d i n g and u n l o a d i n g v a r i o u s m a t e r i a l s and m e r c h a n d i s e on o r f r o m f r e i g h t
c a r s , t r u c k s , o r o t h e r t r a n s p o r t i n g d e v i c e s ; u np a ck in g, s h e l v i n g , o r p l a c i n g
m a teria ls or m erch an dise
in p r o p e r s t o r a g e l o c a t i o n ; and t r a n s p o r t i n g
m a t e r i a l s o r m e r c h a n d i s e b y handtruck, c a r , o r w h e e lb a r r o w .
Longshore
w o r k e r s , w h o l o a d and u n l o a d s h i p s , a r e e x c l u d e d .

O p era tes a m an ually con trolled ga solin e- o r e le c t r ic p ow ered truck
o r t r a c t o r to t r a n s p o r t g o o d s and m a t e r i a l s o f all kin ds a b o u t a w a r e h o u s e ,
m a n u f a c t u r i n g p la n t, o r o t h e r e s t a b l i s h m e n t .

truck,

F o r w a g e s tu d y p u r p o s e s , w o r k e r s a r e c l a s s i f i e d b y ty p e o f p o w e r as f o l l o w s ;

s tu d y

purposes,

guards

are

classified

as

ser­

follow s;

C la ss A .
E n f o r c e s r e g u l a t i o n s d e s i g n e d to p r e v e n t b r e a c h e s o f
secu rity.
E x e r c i s e s j u d g m e n t and u s e s d i s c r e t i o n in d e a l i n g with e m e r ­
gen cies
and
s e c u r it y violation s en co u n te re d .
D e te r m in e s whether fir s t
r e s p o n s e s h o u ld b e to i n t e r v e n e d i r e c t l y ( a s k i n g f o r a s s i s t a n c e w hen d e e m e d
n e c e s s a r y and t i m e a l l o w s ) , to k e e p s it u a t io n u n d e r s u r v e i l l a n c e , o r to r e p o r t
s it u a t io n s o that it c a n b e h a n d le d b y a p p r o p r i a t e a u t h o r it y . D u tie s r e q u i r e
s p e c i a l i z e d t r a i n in g in m e t h o d s and t e c h n i q u e s o f p r o t e c t i n g s e c u r i t y a r e a s .
C o m m o n l y , the g u a r d is r e q u i r e d to d e m o n s t r a t e co n tin u in g p h y s i c a l f it n e s s
and p r o f i c i e n c y w ith f i r e a r m s o r o t h e r s p e c i a l w e a p o n s .

M A T E R I A L H ANDLING L A B O R E R

P O W E R -T R U C K O P E R A T O R

G uards e m p lo y e d by e sta b lish m en ts which p r o v id e p ro te ctiv e
on a c o n t r a c t b a s i s a r e i n c lu d e d in th is o c c u p a t i o n .

C lass B .
C a r r i e s o u t i n s t r u c t i o n s p r i m a r i l y o r i e n t e d to w a r d in­
s u r i n g that e m e r g e n c i e s and s e c u r i t y v i o l a t i o n s a r e r e a d i l y d i s c o v e r e d and
r e p o r t e d to a p p r o p r i a t e a u t h o r it y .
I n t e r v e n e s d i r e c t l y o n l y in situ a tio n s
w h i c h r e q u i r e m i n i m a l a c t i o n to s a f e g u a r d p r o p e r t y o r p e r s o n s . D u tie s r e ­
q u i r e m i n i m a l t r a i n i n g . C o m m o n l y , the g u a r d is not r e q u i r e d to d e m o n s t r a t e
p h y s i c a l f i t n e s s . M a y b e a r m e d , but g e n e r a l l y is n o t r e q u i r e d to d e m o n s t r a t e
p r o f i c i e n c y in the u s e o f f i r e a r m s o r s p e c i a l w e a p o n s ,
J A N I T O R , P O R T E R , OR C L E A N E R

F ork lift operator
P o w e r - t r u c k o p e r a t o r ( o t h e r than f o r k l i f t )
GUARD
P r o t e c t s p r o p e r t y f r o m theft o r da m a g e, o r p e r s o n s f r o m h a z a rd s
o r i n t e r f e r e n c e . D u t i e s i n v o l v e s e r v i n g at a f i x e d p o s t , m a k i n g r o u n d s on
fo o t o r by m o t o r v e h ic le , o r e s c o r t in g p e r so n s o r p r o p e rt y . M a y be dep utized
to m a k e a r r e s t s .
M a y a ls o h elp v is it o r s
and c u s t o m e r s b y a n s w e r i n g
q u e s t i o n s and g i v i n g d i r e c t i o n s .




C l e a n s and k e e p s in an o r d e r l y c o n d i t i o n f a c t o r y w o r k i n g a r e a s and
w a s h r o o m s , o r p r e m i s e s o f an o f f i c e , a p a r t m e n t h o u s e , o r c o m m e r c i a l
o r other establish m en t.
D u t i e s i n v o l v e a c o m b i n a t i o n o f the f o l l o w i n g :
S w e e p i n g , m o p p i n g o r s c r u b b i n g , and p o l i s h i n g f l o o r s ; r e m o v i n g c h ip s , tr a s h ,
and o t h e r r e f u s e ; d u s t in g e q u ip m e n t , f u r n i t u r e , o r f i x t u r e s ; p o l i s h i n g m e t a l
f i x t u r e s o r t r i m m i n g s ; p r o v i d i n g s u p p l i e s and m i n o r m a i n t e n a n c e s e r v i c e s ;
and c l e a n i n g l a v a t o r i e s , s h o w e r s , and r e s t r o o m s .
W o r k e r s who s p e c i a l i z e
in w i n d o w w a s h i n g a r e e x c l u d e d .

23

Service Contract
Act Surveys
The following areas are sur­
veyed periodically for use in admin­
istering the Service Contract Act
of 1965. Survey results are pub­
lished in releases which are availa­
ble, at no cost, while supplies last
from any of the BLS regional offices
shown on the back cover.
Alaska (statewide)
Albany, Ga.
Alexandria—L eesville, La.
Alpena—
Standish—
Tawas City, Mich.
Ann Arbor, Mich.
Atlantic City, N.J.
Augusta, Ga.—
S.C.
Austin, Tex.
Bakersfield, Calif'.
Baton Rouge, La.
Battle Creek, Mich.
Beaumont-Port Arthui^-Orange, Tex.
Beaumonb-Port Arthur—
Orange
and Lake Charles, Tex.—
La.
Biloxi—
Gulfport and Pascagoula—
Moss Point, M iss.
Binghamton, N .Y.
Birmingham, Ala.
Bloomington—
Vincennes, Ind.
B remerton—
Shelton, Wash.
Brunswick, Ga.
Cedar Rapids, Iowa
Champaign—
Urbana—
Rantoul, 111.
Charleston—
North Charleston—
Waiterboro, S.C.
Charlotte—
Gastonia, N.C.
Cheyenne, Wyo.
Clarksville—
Hopkinsville, Tenn.-Ky.
Colorado Springs, Colo.
Columbia—
Sumter, S.C.
Columbus, Ga.—
Ala.
Columbus, M iss.
Decatur, 111.
Des Moines, Iowa
Duluth—
Superior, Minn.— is.
W
El Paso—
Alamogordo—Las C ruces,
Tex.— Mex.
N.
Eugene—
Springfield—
Medford, Or eg.
Fayetteville, N.C.




Fort Lauderdale—
Hollywood
and West Palm Beach—
Boca Raton, Fla.
Fort Smith, Ark.—
Okla.
Frederick—Hagers town—
Chambersburg, Md.—
Pa.
Goldsboro, N.C.
Grand Island—
Hastings, Nebr.
Guam, Territory of
Harrisburg—
Lebanon, Pa.
Knoxville, Tenn.
Laredo, Tex.
Las Vegas—
Tonopah, Nev.
Lima, Ohio
Little Rock^North Little Rock, Ark.
Logansport—
Peru, Ind.
Lorain—Elyria, Ohio
Lower Eastern Shore, Md.— a.—
V
Del.
Macon, Ga.
Madison, W is.
Maine (statewide)
Mansfield, Ohio
McAllen—
Pharn-Edinburg
and B rownsville—
Harlingen—
San Benito, Tex.
Meridian, M iss.
Middlesex, Monmouth, and
Ocean C os., N.J.
Mobile—
Pensacola—Panama City,
Ala.—
Fla.
Montana (statewide)
Nashville—
Davidson, Tenn.
New Bern—
Jacksonville, N.C.
New Hampshire (statewide)
New London—
Norwich, Conn.—
R.I.
North Dakota (statewide)
Northern New York
Northwest Texas
Orlando, Fla.
Oxnard—
Simi Valley—
Ventura, Calif.
Peoria, 111.
Phoenix, A riz.
Pine Bluff, Ark.
Pueblo, Colo.
Puerto Rico
Raleigh—
Durham, N.C.
Reno, Nev.
Salina, Kans.

Salinas—
Seaside—
Monterey, Calif.
Sandusky, Ohio
Santa Barbara—
Santa Maria—
Lompoc, Calif.
Savannah, Ga.
Selma, Ala.
Shreveport, La.
South Dakota (statewide)
Southern Idaho
Southwest Virginia
Spokane, Wash.
Springfield, 111.
Stockton, Calif.
Tacoma, Wash.
Tampa—
St. Petersburg, Fla.
Topeka, Kans.
Tucson—
Douglas, Ariz.
Tulsa, Okla.
Upper Peninsula, Mich.
Vermont (statewide)
Virgin Islands of the U.S.
Waco and Killeen—
Temple, Tex.
Waterloo—
Cedar F alls, Iowa
West Virginia (statewide)
Wichita Falls—Lawton—
Altus ,
T ex.—
Okla.
Wilmington, Del.—
N.J.—
Md.
Y akima—Richland—
Kennewick—
Pendleton, Wash.—
Oreg.

ALSO AVAILABLE—
An annual report on salaries for
accountants, auditors, chief account­
ants, attorneys, job analysts, direc­
tors of personnel, buyers, chem ists,
engineers, engineering technicians,
drafters, an d clerical employees
is available. Order as BLS B ulle­
tin 1980, National Survey of P ro ­
fessional, Administrative, Technical
and C lerical Pay, March 1977, $ 2.40
a copy, from any of the BLS re­
gional sales offices shown on the
back cover, or from the Superin­
tendent of Documents, U.S. Govern­
ment Printing Office, Washington,
D.C. 20402.

■6U.S. GO VE R N M E N T PRINTING- Q E E I C E :

1978 - 640/048/82

Area Wage
Surveys
A list of the latest bulletins available is presented below. Bulletins
may be purchased from any of the BLS regional offices shown on the back
cover, or from the Superintendent of Documents, U.S. Government Printing
Office, Washington, D .C. 20402. Make checks payable to Superintendent of
Documents. A directory of occupational wage surveys, covering the years
1970 through 1976, is available on request.

A rea
Akron, Ohio, Dec. 1977_______________________________________
Albany—Schenectady—Troy, N .Y ., Sept. 1977 -----------------------Anaheim—
Santa Ana—Garden Grove,
C alif., Oct. 1977______________________________________________
Atlanta, G a., May 1978 1---------------------------------------------------------B altim ore, M d ., Aug. 1977-----------------------------------------------------Billings, M ont., July 1978____________________________________
Birmingham, A la ., M ar. 1978________________________________
Boston, M a s s ., Aug. 1 9 7 8 1__________________________________
Buffalo, N .Y ., Oct. 1977 ......................................................................
Canton, Ohio, May 1978_______________________________________
Chattanooga, Tenn.—Ga., Sept. 1977 -------------------------------------Chicago, 111., May 1978________________________________________
Cincinnati, Ohio—
Ky.—Ind., July 1978________________________
Cleveland, Ohio, Sept. 1977 1 -------------------------------------------------Columbus, Ohio, Oct. 1977-----------------------------------------------------Corpus Christi, T e x ., July 1978_____________________________
D allas-F ort W orth, T e x ., Oct. 1977_________________________
Davenport—Rock Island— oline, Iowa—
M
111., Feb. 1978______
Dayton, Ohio, Dec. 1977 1--------------------------------------------------------Daytona Beach, F la ., Aug. 1978_____________________________
Denver—Boulder, C olo., Dec. 1977 1_________________________
Detroit, M ich., M ar. 1978____________________________________
Fresno, C alif., June 1978 1----------------------------------------------------Gainesville, F la ., Sept. 1978_________________________________
Green Bay, W is ., July 1978 *_________________________________
Greensboro— inston-Salem —
W
High Point,
N .C ., Aug. 1978.................. ...................................................................
Greenville—
Spartanburg, S .C ., June 1978____________________
Hartford, Conn., M ar. 1978 1-------------------------------------------------Houston, T ex ., Apr. 1978_____________________________________
Huntsville, A la ., Feb. 1978__________________________________
Indianapolis, Ind., Oct. 1977__________________________________
Jackson, M is s ., Jan. 1978____________________________________
Jacksonville, F la ., Dec. 1977________________________________
Kansas City, Mo.—K ans., Sept. 1977 -------------------------------------Los Angeles—Long Beach, C alif., Oct. 1977------------------------Louisville, Ky.—Ind., Nov. 1977 1____________________________
M em phis, Term.— rk.— is s ., Nov. 1977-----------------------------A
M




Bulletin number
and price*
1950-70, 80 cents
1950-52, 80 cents
1950-60,
2025-28,
1950-39,
2 025 -3 8,
2025-15,
2025-43,
1950 -5 8,
2025-22,
1950 -4 4,
2025-32,
2025-39,
1950 -5 3,
1950-64,
2025-29,
1950-65,
2 0 2 5 -6 ,
1950-71,
2025-48,
1950-74,
2025-11,
2025-31,
2025-45,
2025-41,

$ 1.00
$1 .4 0
$1 .2 0
$1.00
80 cents
$1 .5 0
$ 1 .0 0
70 cents
70 cents
$1 .3 0
$ 1.10
$1 .4 0
$1.00
$1 .0 0
$ 1 .2 0
70 cents
$1 .1 0
$1.00
$1.40
$ 1.20
$ 1.20
$ 1.00
$ 1.20

2025-46,
2025-30,
2025-14,
2025-23,
2 0 2 5 -4 ,
1950 -5 6,
2 0 2 5 -1 ,
1950-67,
1950 -5 4,
1950-61,
1950-66,
1950-63,

$ 1.00
$1 .0 0
$1 .2 0
$1 .2 0
70 cents
$1.00
70 cents
70 cents
$1 .0 0
$ 1.20
$ 1.20
70 cents

A rea
M iam i, F la ., Oct. 1977.......................................................................
Milwaukee, W is ., Apr. 1 9 7 8 1_______________________________
Minneapolis—St. Paul, Minn—W is ., Jan. 1978 1____________
Nassau-Suffolk, N .Y ., June 1978 1___________________________
Newark, N .J ., Jan. 1978 1____________________________________
New O rleans, L a ., Jan. 1978________________________________
New York, N .Y.— .J ., May 1978 1
N
...................................................
Norfolk—
Virginia Beach-Portsmouth, Va.—
N .C ., May 1978_________________________ _____________________
Norfolk—Virginia Beach—
Portsmouth and
Newport News—
Hampton, Va.— .C ., May 1978___________
N
Northeast Pennsylvania, Aug. 1978__________________________
Oklahoma City, Okla., Aug. 1978____________________________
Omaha, Nebr.—
Iowa, Oct. 1977 1 ____________________________
Paterson—Cliftonr-Passaic, N .J ., June1978 1________________
Philadelphia, Pa.—N .J ., Nov. 1977_______ __________________
Pittsburgh, P a., Jan. 1978_______________________ ___________
Portland, Maine, Dec. 1977............................................................
Portland, Oreg.— ash ., May 1978__________________________
W
Poughkeepsie, N .Y ., June 1978 1____________________________
Poughkeepsie—
Kingston—
Newburgh, N .Y ., June 1978 1____
Providence—
Warwick—Pawtucket, R.I.—
M a ss., June 1978____________________________________________
Richmond, V a., June 1978___________________________________
St. Louis, Mo.—111., M ar. 1978_______________________________
Sacramento, C alif., Dec. 1977 1_____________________________
Saginaw, M ich., Nov. 1977----------------------------------------------------Salt Lake City—
Ogden, Utah, Nov. 1977_____________________
San Antonio, T ex ., May 1978________________________________
San Diego, C alif., Nov. 19 7 7 1_______________________________
San Francisco-Oakland, C alif., M ar. 1978 1_________________
San Jose, C alif., M ar. 1978 1________________________________
Seattle—
Everett, W ash., Dec. 1977__________________________
South Bend, Ind., Aug. 1978__________________________________
Toledo, Ohio— ich ., May 1978 1____________________________
M
Trenton, N .J ., Sept. 1977____________________________________
Uticar-Rome, N .Y ., July 1978________________________________
Washington, D.C.—
Md.— a ., M ar. 1978 1 ___________________
V
Wichita, Kans., Apr. 1978___________________________________
W orcester, M a s s ., Apr. 1 9 7 8 1_____________________________
York, P a., Feb. 19 7 8 1________________________________________

Bulletin number
and price*
1950-57,
2025-18,
20 2 5 -2 ,
2025-33,
20 2 5 -7 ,
2 0 2 5 -5 ,
2025-35,

$1.00
$1.40
$1.40
$1.30
$1.40
$ 1.00
$1.50

2025-20, 70 cents
2025-21,
2025-47,
2025-40,
1950-55,
2025-36,
1950-62,
20 2 5 -3 ,
1950-69,
2025-25,
2025-37,
2025-42,

80 cents
$1.00
$1.00
$1-10
$1.20
$1.20
$1.10
70 cents
$1.00
$1.10
$1.20

2025-27,
2025-26,
2025-13,
1950-72,
1950-59,
1950-68,
2025-17,
1950-73,
2025 -1 0,
20 2 5 -9 ,
1950-75,
2025-44,
2025-24,
1950-47,
2025-34,
2025-12,
2025-16,
2025-19,
20 2 5 -8 ,

$1.40
80 cents
$1.20
$ 1.00
70 cents
80 cents
70 cents
$1.10
$1.40
$1.20
80 cents
$1.00
$1.20
70 cents
$1.00
$1.40
80 cents
$1.10
$1.10

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

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Official Business
Penalty for private use, $300

Lab-441

Bureau off Labor Statistics Regional Offices
Region I
1603 JFK Federal Building
Government Center
Boston, Mass 02203
Phone 223-6761 (Area Code 617)

Region II
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New York, N Y. 10036
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Region 11
1
3535 Market Street,
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Region IV
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Regions VII and VIII

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Second Floor
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Federal Office Building
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Illinois
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IX
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X
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