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L V.3; AR EA WAG E SURVEY Dayton, Ohio, Metropolitan Area December 1974 Bulletin 1850-14 MIAMI U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics ANNOUNCEMENT Area Wage Survey bulletins will be issued once every 3 years. These bulletins will contain information on establishment practices and supplementary benefits as well as earnings. In the interim years, supplements containing data on earnings only will be issued at no additional cost to holders of the Area Wage bulletin. If you wish to receive these supplements, please complete the coupons listed on page 31 of this bulletin and mail to any of the BLS regional addresses listed on the back cover. No further action on your part is necessary. Each year, you will receive the supplement when it is published. Preface This bulletin provides results of a December 1974 survey of occupational earnings and supplementary wage benefits in the Dayton, Ohio, Standard Metropolitan Statistical Area (Greene, Miami, Montgomery, and Preble Counties). The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program. The program is designed to yield data for individual metropolitan areas, as well as national and regional estimates for all Standard Metropolitan Statistical Areas in the United States, excluding Alaska and Hawaii. A major consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor markets, through the analysis of (1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U.S. Department of Labor to make wage determinations under the Service Contract Act of 1965. Currently, 82 areas are included in the program. (See list of areas on inside back cover.) In each area, occupational earnings data are collected annually. Information on establishment practices and supplementary wage benefits is obtained every third year. Results of the next two annual surveys, providing earnings data only, will be issued as free supplements to this bulletin. The supplements may be obtained from the Bureau's regional offices. (See back cover for addresses.) Each year after all individual area wage surveys have been completed, two summary bulletins are issued. The first brings together data for each metropolitan area surveyed. The second summary bulletin presents national and regional estimates, projected from individual metropolitan area data. The Dayton survey was conducted by the Bureau's regional office in Chicago, 111., under the general direction of Lois L. O rr, Associate Assistant Regional Director for Operations. The survey could not have been accomplished without the cooperation of the many firms whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received. Note: A current report on occupational earnings and supplementary wage provisions in the Dayton area is available for the laundry industry. Also available are listings of union wage rates for building trades, printing trades, local-transit operating employees, local truckdrivers and helpers, and grocery store employees. Free copies of these are available from the Bureau's regional offices. (See back cover for addresses.) AR EA W A G E S U R V E Y Bulletin 1850-14 U.S. D E P A R T M E N T OF LA B O R , John T . Dunlop, Secretary April 1975 BUR EA U OF LABOR STATISTIC S, Julius Shiskin, Commissioner D ayton , O hio, M etro p o litan A rea, D ecem ber 1974 CONTENTS Page Introduction . 2 T able s: A. Earnings: A -I. Weekly earnings of office workers----------------------------------3 A - 2. Weekly earnings of professional and technical w orkers-----------5 A-3. Average weekly earnings of office, professional, and technical workers, bysex-------------------------------------------------- 6 A-4. Hourly earnings of maintenance and power plant w orkers-------------------------------------------------------------------------------------- 7 A - 5. Hourly earnings of custodial and material movement w orkers------------------------------------------------------------------------------ 8 A-6. Average hourly earnings of maintenance, powerplant, custodial, and materialmovement workers, by sex--------- 10 A - 7. Percent increases in average hourly earnings for selected occupationalgroups, adjusted for employment shifts 1 1 B. Establishment practices and supplementary wage provisions: B - 1. Minimum entrance salaries for inexperienced typists and clerks_____________________________________________________ 1 2 B -2. Late-shift pay provisions for full-time manufacturing plant w orkers_________________________________________________ 13 B-3. Scheduled weekly hours and days of full-time first-shift workers____________________________________________________ 14 B-4. Annual paid holidays for full-time w orkers___________________________________________________________________________ 1 5 B-4a. Identification of major paid holidays for full-time w orkers__________________________________________________________ 16 B-5. Paid vacation provisions for full-time workers____________________________________________________ 17 B-6. Health, insurance, and pension plan provisions for full-time w orkers-------------------------------------------------------------------19 Appendix A. Scope and method of survey Appendix B. Occupational descriptions..- For sale by the Superintendent of Documents, U .S. Government Printing Office, Washington, D. C. 20402, GPO Bookstores, or BLS Regional Offices listed on back cover. Price 80 centsl Make checks payable to Superintendent o f Documents. 21 25 Introduction This area is 1 of 82 in which the U.S. Department of Labor's Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits on an areawide basis. In this area, data were obtadned by personal visits of Bureau field economists to representative estab lishments within six broad industry divisions: Manufacturing; transpor tation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient employment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria. A-series tables Tables A - 1 through A-6 provide estimates of straight-time hourly or weekly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. Occupations were selected from the following categories: (a) Office clerical, (b) pro fessional and technical, (c) maintenance and powerplant, and (d) custodial and material movement. In the 31 largest survey areas, tables A - la through A-6a provide similar data for establishments employing 500 workers or more. Following the occupational wage tables is table A - 7 which provides percent changes in average earnings of office clerical work ers, electronic data processing workers, industrial nurses, skilled maintenance workers, and unskilled plant workers. This measure of wage trends eliminates changes in average earnings caused by employ ment shifts among establishments as well as turnover of establishments included in survey samples. Where possible, data are presented for all industries, manufacturing, and nonmanufacturing. Appendix A discusses this wage trend measure. B-series tables The B-series tables present information on minimum entrance salaries for office workers; late-shift pay provisions and practices for plant workers in manufacturing; and data separately for plant and office workers on scheduled weekly hours and days of first-shift workers; paid holidays; paid vacations; and health, insurance, and pension plans. Appendixes This bulletin has two appendixes. Appendix A describes the methods and concepts used in the area wage survey program. It provides information on the scope of the area survey and information on the area's industrial composition in manufacturing. It ailso provides information on labor-management agreement coverage. Appendix B provides job descriptions used by Bureau field economists to classify workers in occupations for which straight-time earnings information is presented. A. Earnings Table A-1. Weekly earnings of office workers in Dayton, Ohio, December 1974 Weekly earnings 1 (standard) Number O ccu p ation and in d u s try d iv is io n workers '\vcrage weekly hours1 (sta ndard) N u m b e r of wo rk er s receiving straight-time weekly earnings of— S S 70 Mean ^ Median l Middle ranged S 80 S $ 90 100 S 110 S $ 120 130 S S 140 ISO S 160 S S 170 180 S 190 S S 20 0 21 0 S S 220 230 S S $ 240 250 260 and under 270 and 90 - 2 no 120 130 140 150 160 34 34 7 7 10 9 18 18 7 ~ 80 — 1 1 9 13 6 63 31 32 3 13 8 5 20 over 16 16 100 170 180 190 20 0 -2 1 0 22 0 230 240 250 260 270 26 18 8 6 21 15 13 13 - 16 23 23 . 17 17 14 14 - - 9 4 5 5 10 8 4 21 8 13 10 22 6 - - 18 14 4 23 3 - 7 3 8 8 5 1 4 1 3 ALL W O R K E R S BILL ER S* M A C H I N E (B O O K K E E P I N G MA CHINE) ------- ------------------N O N M A N U F A C T U R I N G -------------- 94 84 4 0 .0 4 0 .0 $ 1 2 3 .0 0 1 2 2 .5 0 $ 1 2 0 .0 0 1 2 0 .0 0 $ $ 1 0 5 .0 0 -1 3 7 .5 0 1 0 5 .0 0 -1 3 5 .0 0 - B O O K K E E P I N G - M A C H I N E OP ER A T O R S * CL A S S A --------------------------- 30 3 9 .5 1 5 2 .5 0 1 5 9 .0 0 1 4 0 .0 0 -1 5 9 .0 0 - - - - - - - - 15 5 2 9 7 6 35 10 25 4 31 8 23 24 - 3 — 3 46 28 18 66 44 2 2 7 7 - ” 19 9 26 26 3 3 5 5 - 10 - - “ 3 13 8 10 B O O K K E E P I N G - M A C H I N E OP ER A T O R S * C L A S S B --------------------------- 31 3 9 .5 1 2 6 .0 0 1 2 1 .0 0 1 1 5 .0 0 -1 4 8 .0 0 - CL ER KS * AC C O U N T I N G * C L A S S A ---M A N U F A C T U R I N G --- — — — -----N O N M A N U F A C T U R I N G -------------P U B L I C U T I L I T I E S ----------- 368 204 164 60 4 0 .0 4 0 *0 4 0 *0 4 0 .0 1 8 2 .5 0 1 9 3 .5 0 1 6 8 .5 0 2 0 1 .5 0 1 7 4 .5 0 1 8 6 .5 0 1 5 2 .0 0 2 2 4 .0 0 1 4 6 .0 0 -2 2 3 .5 0 1 5 4 .0 0 -2 2 8 .5 0 1 3 0 *0 0 -2 0 1 *5 0 1 7 1 .5 0 -2 4 1 * 5 0 « - - CL ER KS * A C C O U N T I N G * C L A S S B ---M A N U F A C T U R I N G --- ------------N O N M A N U F A C T U R I N G -------— ---- 662 295 36 T 4 0 .0 4 0 .0 4 0 .0 1 2 0 *5 0 1 2 9 .0 0 1 1 3 .5 0 1 1 2 .5 0 1 2 4 .0 0 1 0 5 .0 0 1 0 0 *0 0 -1 3 5 *0 0 1 0 8 *0 0 -1 4 3 *0 0 9 6 .0 0 -1 2 1 * 0 0 • - 21 - “ 21 CL ER KS , FILE, C L A S S B --- — ----M A N U F A C T U R I N G --- ------------N O N M A N U F A C T U R I N G ------------- 64 39 25 4 0 .0 4 0 *0 3 9 .5 1 2 5 .0 0 1 2 0 .5 0 1 3 2 .5 0 1 2 3 .0 0 1 2 3 .0 0 1 5 2 .5 0 1 0 0 .0 0 -1 4 8 .5 0 1 0 2 .0 0 -1 3 7 .5 0 1 0 0 * 0 0 -1 6 0 .5 0 _ - 3 - - CL ER KS , FILE , C L A S S C --- --- ---M A N U F A C T U R I N G -------------- — N O N M A N U F A C T U R I N G ------------- 11 5 31 84 4 0 .0 4 0 .0 4 0 .0 9 5 .5 0 1 0 0 *5 0 9 3 .5 0 9 0 .0 0 9 0 .0 0 9 2 .5 0 8 5 * 0 0 -1 0 3 * 5 0 8 8 .0 0 - 1 1 7 .0 0 8 5 .0 0 -1 0 0 .0 0 _ - CL ER KS * O R D E R ------- ----- ------M A N U F A C T U R I N G ----------------N O N M A N U F A C T U R I N G ------------- 152 10 6 46 3 9 .5 3 9 .0 4 0 .0 1 3 5 .0 0 1 4 1 .0 0 1 2 2 .0 0 1 2 7 .0 0 1 3 9 .0 0 1 2 0 .0 0 1 1 0 * 0 0 -1 4 7 .5 0 1 0 4 .0 0 -1 4 8 .0 0 1 1 5 * 0 0 -1 3 0 .0 0 . - CL ER KS , P A Y R O L L ---- ------------M A N U F A C T U R I N G --- ------------N O N M A N U F A C T U R I N G ------------- 128 93 35 4 0 .0 3 9 .5 4 0 *0 1 5 0*50 1 5 4 .0 0 1 4 1 .0 0 1 5 6 .5 0 1 6 0 .0 0 1 2 5 .0 0 1 2 0 * 0 0 -1 8 3 .5 0 1 3 0 * 0 0 -1 8 4 .0 0 1 1 5 .0 0 -1 5 7 .0 0 K E Y P U N C H O P E R A T O R S , C L A S S A --M A N U F A C T U R I N G ----------------N O N M A N U F A C T U R I N G -------- ----- 24 1 12 5 11 6 4 0 .0 3 9 .5 4 0 .0 1 5 0 .0 0 1 6 9 .5 0 1 2 8 .5 0 1 3 5 .5 0 1 5 6 *5 0 1 2 4 .0 0 1 2 1 .0 0 -1 6 1 * 5 0 1 3 5 .0 0 -1 9 3 .0 0 1 1 5 .0 0 -1 3 5 .5 0 K E Y P U N C H O P E R A T O R S , C L A S S B --M A N U F A C T U R I N G --- ------------N O N M A N U F A C T U R I N G ------------- 363 248 11 5 3 9 .5 4 0 .0 3 9 .0 1 3 7 .5 0 14 0 *5 0 13 0 *5 0 1 2 6 .0 0 1 3 2 .0 0 1 2 4 .0 0 1 1 4 .0 0 -1 5 4 .0 0 1 1 5 .0 0 -1 5 7 .5 0 1 1 3 .5 0 -1 4 2 .5 0 M E S S E N G E R S ------------------------M A N U F A C T U R I N G ----------------N O N M A N U F A C T U R I N G ------------- 77 39 38 3 9 .5 3 9 .0 3 9 .5 10 1 *5 0 1 0 4 .5 0 9 8 .5 0 9 8 .0 0 1 0 3 .5 0 9 0 .0 0 8 5 .0 0 -1 0 9 .5 0 8 8 .5 0 -1 1 5 * 5 0 8 4 .0 0 -1 0 2 * 5 0 S E C R E T A R I E S ----------------------M A N U F A C T U R I N G --- ---- ------— N O N M A N U F A C T U R I N G --------- ---P U B L I C U T I L I T I E S ----------- 1*3 1 7 875 442 127 3 9 .5 3 9 .5 3 9 .5 3 9 .5 1 8 1 .5 0 1 9 2 .0 0 16 0 *5 0 1 8 5 .5 0 1 7 7 .0 0 1 8 9 .0 0 1 5 0 *0 0 1 9 1 .0 0 1 4 0 .0 0 -2 1 1 * 0 0 1 5 2 .5 0 -2 2 5 .5 0 1 3 5 .0 0 -1 8 5 .5 0 1 6 0 .0 0 -2 0 4 .5 0 - - — - - - 1 - 2 12 6 46 80 159 35 124 78 35 43 80 58 14 6 8 3 3 10 3 9 8 1 - 50 9 41 31 10 21 12 16 - 6 12 6 6 14 9 15 4 11 29 13 16 . - . - 5 5 15 13 10 13 - - — 2 3 7 11 - • - . _ 10 - - - — - 10 35 7 28 47 7 40 - 4 1 - 3 18 17 1 39 26 13 60 30 30 73 46 27 - 26 12 14 14 2 12 18 13 6 5 5 3 5 1 2 2 1 1 14 129 5 9 27 16 11 1 3 13 4 2 6 10 3 - 4 18 17 2 - _ _ - - . - - - 5 5 - 1 1 1 1 • - . _ - - - - 9 9 9 9 - _ _ _ - . 10 15 14 1 11 - - _ - _ - — - 5 - 22 10 - 22 4 16 2 1 1 21 2 1 1 3 3 1 3 2 7 - 1 5 7 - - - 3 - 3 3 1 1 1 1 1 1 3 3 1 1 8 7 1 - • 2 2 5 - - _ 8 1 1 2 2 4 4 1 6 6 2 66 63 15 9 1 12 11 1 7 6 1 22 5 43 24 19 21 13 8 21 20 1 13 12 1 5 5 3 3 - 5 9 - - 30 21 9 17 42 41 1 13 13 33 14 19 9 5 2 2 6 6 5 5 8 3 3 3 117 83 49 34 119 88 31 14 115 55 76 56 20 1 70 51 19 17 45 36 64 52 12 5 _ 2 2 6 6 2 1 133 59 74 9 9 8 62 2 21 1 14 5 8 _ 97 59 38 9 - - * - 8 - - 42 36 71 55 33 25 21 21 59 59 6 16 8 4 16 4 86 29 25 9 6 W eekly earnings (standard) * N u m b er o f w o r k e r s r e c e iv in g s tr a ig h t - t im e w e e k ly e a rn in g s o f— $ umber 70 w e ek ly O ccupation and in d u s try d iv is io n (standard’ M ean ^ M edian ^ M iddle ranged S s 80 S S 90 100 S no S 120 S 130 S S 140 iso $ 160 S $ s 170 180 190 S S $ 200 210 220 S S S 230 240 250 $ 260 and under 80 270 and 90 100 — 250 — 26(L.__2TQ_ o v e r 110 120 130 140 150 160 170 180 190 ?QP 21Q - - 9 9 - 2 1 5 5 9 4 4 3 8 8 9 8 5 4 3 2 3 2 4 2 5 5 a - 6 6 6 6 8 8 - 31 *3 1 - 7 7 22 22 220_ 23JL ALL W O R K E R S — CONTINUED SECRETARIES - CON TIN UED SECRET AR IE S* C L AS S A ------- -----MA NU F A C T U R I N G --------------------- 86 65 3 9 .5 3 9 .0 $ 2 0 5 .5 0 2 0 3 .5 0 $ 1 9 5 .5 0 1 9 4 .5 0 $ $ 1 6 6 .0 0 - 2 4 8 .0 0 1 6 6 .0 0 - 2 4 1 .5 0 SE CR ET AR IE S* CL A S S B ------------MA NU F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 338 222 116 3 9 .5 3 9 .5 4 0 .0 1 9 2 .0 0 2 0 6 .5 0 1 6 4 .0 0 1 8 4 .0 0 1 9 9 .5 0 1 5 6 .5 0 1 5 0 .0 0 - 2 2 5 .0 0 1 6 7 .0 0 - 2 3 2 .0 0 1 4 0 .0 0 - 1 7 5 .5 0 SE CR ET AR IE S* C L AS S C ------------MA N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------PU BL IC U T I L I T I E S ----------- — 629 438 191 48 3 9 .5 4 0 .0 3 9 .5 3 9 .5 1 8 4 .0 0 1 9 6 .0 0 1 5 6 .0 0 1 8 2 .5 0 1 8 2 .5 0 1 9 2 .0 0 1 4 2 .0 0 1 9 0 .0 0 1 4 1 .5 0 - 2 2 1 .0 0 1 6 2 .5 0 - 2 3 6 .0 0 1 3 1 .5 0 - 1 7 0 * 0 0 1 3 5 .0 0 - 2 2 8 .5 0 SE CRETARIES* CL AS S D ------------MA NU F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 264 150 114 3 9 .5 3 9 .5 3 9 .0 1 5 4 .0 0 1 5 3 .0 0 1 5 6 .0 0 1 4 6 .5 0 1 5 1 .0 0 1 4 0 .0 0 1 2 7 .0 0 - 1 8 4 .5 0 1 3 1 .5 0 - 1 7 1 .5 0 1 2 5 .0 0 - 1 9 1 .0 0 ST EN OG RA PH ER S* G E NE RA L ------------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 315 112 203 3 9 .5 4 0 .0 3 9 .0 1 3 5 .5 0 1 3 3 .5 0 1 3 7 .0 0 1 2 5 .0 0 1 2 8 .0 0 1 2 3 .0 0 1 1 7 .0 0 - 1 5 7 .0 0 1 1 7 .0 0 - 1 4 1 .0 0 1 1 5 .0 0 - 1 6 4 .5 0 • STENOG RA PH ER S* SE N I O R --------------MA N U F A C T U R I N G --- — -------------N O N M A N U F A C T U R I N G ----------------- 358 287 71 3 9 .5 4 0 .0 3 9 .0 1 7 0 .0 0 1 7 2 .0 0 1 6 1 .5 0 1 6 8 .0 0 1 7 4 .0 0 1 5 3 .0 0 1 4 5 .0 0 - 1 9 3 .5 0 1 4 3 .5 0 - 1 9 5 .0 0 1 4 6 .5 0 - 1 7 7 .5 0 _ . - SW IT CH BO AR D O P E R A T O R S ---------- -— MA N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G — — - — ------- 148 52 96 3 9 .5 3 9 .5 4 0 .0 1 3 1 .0 0 1 6 3 .5 0 1 1 3 .5 0 1 1 9 .0 0 1 6 9 .5 0 1 0 8 .0 0 1 0 0 .0 0 - 1 6 4 .5 0 1 2 9 .0 0 - 1 9 5 .0 0 9 0 .0 0 - 1 2 7 .5 0 15 15 - SWIT CH BO AR D OPERATOR -R EC EP TI ON IS TS MA N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 214 114 100 4 0 .0 4 0 .0 4 0 .0 1 2 0 .0 0 1 2 9 .5 0 1 0 9 .0 0 1 1 5 .0 0 1 2 3 .5 0 1 1 0 .0 0 1 0 2 .0 0 - 1 2 7 .0 0 1 0 2 .0 0 - 1 4 7 .0 0 1 0 0 .0 0 - 1 1 5 .0 0 - - “ TYPISTS* CL AS S A --------------------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 219 178 41 4 0 .0 4 0 .0 3 9 .0 1 5 4 .0 0 1 6 1 .5 6 1 2 1 .0 0 1 3 8 .0 0 1 5 2 ,0 0 1 1 5 .0 0 1 1 7 .0 0 - 1 8 5 .0 0 1 2 1 .0 0 - 1 9 9 .0 0 1 1 2 .0 0 - 1 2 5 ,0 0 TYPISTS* CL AS S B --------------------MA N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G --- ------------- 290 192 98 3 9 .5 3 9 .5 3 9 .0 1 0 9 .0 0 1 0 9 .5 0 1 0 7 .5 0 1 0 5 .0 0 1 0 4 .5 0 1 0 5 .0 0 9 6 .0 0 - 1 1 5 .0 0 9 0 .0 0 - 1 1 7 .0 0 1 0 0 .5 0 - 1 1 0 .0 0 * W o r k e r s w e r e d is trib u te d as fo llo w s ; See fo o tn o te s at end o f ta b le s . “ -■ - — - . _ . . l “ - - “ “ — - - 23 16 7 26 4 22 34 14 20 33 14 19 21 10 11 20 11 9 19 12 7 38 32 6 17 16 1 10 8 2 31 27 4 7 5 2 17 11 6 2 2 - - “ 1 1 - 10 3 7 - 8 3 5 “ 45 21 24 8 77 34 43 9 52 25 27 1 26 14 12 “ 45 23 22 5 35 26 9 - 70 59 11 1 37 36 1 - 35 30 5 5 27 22 5 3 29 22 7 4 31 29 2 2 49 39 10 10 23 23 1 1 - 4 2 2 18 12 6 52 20 32 30 21 9 29 15 14 19 16 3 22 22 " 17 16 1 22 9 13 31 10 21 13 1 12 5 4 1 1 1 - 1 1 - 31 6 25 66 26 40 82 28 54 23 11 12 23 21 2 12 5 7 26 4 22 16 1 15 31 8 23 3 - 1 1 - - 14 14 - - “ 10 10 - 20 16 4 17 15 2 50 28 22 38 23 15 34 27 7 35 31 4 34 27 7 29 28 1 40 32 8 7 14 14 21 2 19 18 9 9 13 3 10 14 5 9 6 4 2 2 2 “ 1 1 - 2 2 - 9 9 - 14 3 11 26 10 16 45 24 21 51 8 43 38 27 11 4 3 1 26 24 2 6 6 - 6 4 2 3 3 . _ - 4 _ ” - - - 57 40 17 27 20 7 16 11 5 14 13 1 12 10 2 8 8 - 15 14 1 11 11 - 11 3 8 - 23 17 6 70 65 5 74 24 50 74 46 28 14 11 3 12 11 1 9 5 4 6 6 3 3 2 2 1 1 _ - - “ - - - - - 7 4 _ - - i - - - - - _ - . - _ - _ - _ _ _ _ - - - - - • 9 9 6 5 1 16 16 6 6 - _ “ - - — - - 8 8 1 1 3 3 _ _ _ _ - • _ - 1 1 3 3 - - 1 1 3 3 8 8 10 10 12 12 8 8 7 7 1 1 1 3 . - - 1 6 at $270 to $280; 5 at $280 to $ 2 90; 3 at $290 to $ 300; 5 at $ 300 to $310; 2 at $310 to $ 320; 3 at $ 320 to $ 330; and 7 at $330 to $ 340. * _ • M l . _ - _ • _ _ «• - _ _ Weekly earnings 1 (standard) Number of O ccu p ation and in d u s try d iv is io n N u m b er o f w o r k e r s r e c e iv in g s t r a ig h t - t im e w e e k ly ea rn in gs o f— s S 120 weekly Median ^ (standard) Middle range ^ Under and $ under 120 130 S S 130 140 $ $ 150 160 $ 170 5 S $ 180 190 200 S $ 210 220 i $ 240 260 S $ 280 300 $ S $ 320 340 360 $ 380 400 and 140 150 160 170 180 190 200 210 220 240 260 280 300 320 340 360 380 400 over ALL WORKERS COMPUTER OPERATORS* CLASS A ------------M ANU FACTU RING --------------------------------- 68 48 3 9 .0 3 9 .0 $ 2 1 9 .0 0 2 2 5 .0 0 $ 2 1 2 .0 0 2 2 5 .5 0 $ $ 1 7 7 .0 0 - 2 5 3 .5 0 1 8 7 .0 0 - 2 4 7 .0 0 COMPUTER OPERATORS* CLASS 8 ------- ™ MANUFACTURING ---------------------------------NONMANUFACTURING --------------------------- 117 65 52 3 9 .5 3 9 .5 3 9 .5 1 8 0 .0 0 1 9 6 .0 0 1 6 0 .0 0 1 7 7 .0 0 1 9 2 .0 0 1 5 1 .0 0 1 5 1 .0 0 - 1 9 7 .0 0 1 7 7 .0 0 - 2 0 7 .0 0 1 4 3 .0 0 - 1 6 5 .5 0 COMPUTER OPERATORS* CLASS C ------------MANUFACTURING — ------- — ----- ----- ------- 86 51 3 9 .5 3 9 .5 1 5 4 .5 0 1 7 0 .5 0 1 3 8 .5 0 1 7 9 .5 0 COMPUTER PROGRAMMERS* BUSINESS* CLASS A ------------------------------ 84 3 9 .5 2 8 0 .5 0 COMPUTER PROGRAMMERS* BUSINESS* CLASS B -----------------------------MANUFACTURING ---------------------------------NONMANUFACTURING — ----------------------- - - - - - - 1 1 2 - 9 5 7 6 2 1 4 3 8 3 4 4 9 9 13 7 3 3 3 3 - - - 13 5 8 14 5 9 10 6 4 13 10 3 15 15 - 6 6 - 6 6 - 7 2 5 3 3 1 1 2 2 - 16 1 15 1 1 - 10 2 8 1 2 5 .5 0 - 1 8 9 .0 0 1 3 0 .5 0 - 2 0 9 .5 0 12 9 20 3 12 5 8 1 7 f 2 2 2 2 4 4 6 6 5 4 2 2 7 7 5 5 1 1 2 9 1 .0 0 tv i.u u 2 1 6 .0 0 - 3 2 2 .5 0 - - - • - 1 - - 8 10 9 4 2 c 5 c 5 ** * 12 A o 13 11 2 12 12 128 98 30 3 9 .5 3 9 .5 3 9 .5 2 2 2 .0 0 2 3 2 .5 0 1 8 8 .5 0 2 1 6 .5 0 2 3 3 .5 0 1 7 6 .0 0 1 7 7 .5 0 - 2 6 1 .0 0 1 8 6 .5 0 - 2 7 8 .0 0 1 7 1 .0 0 - 2 1 5 .0 0 - - COMPUTER PROGRAMMERS* BUSINESS* CLASS C -------------------------- — 28 3 9 .5 1 8 1 .0 0 1 8 9 .5 0 1 6 2 .0 0 - 2 0 5 .5 0 - 1 COMPUTER SYSTEMS ANALYSTS* BU SIN E SS, CLASS A ------------------------------ - 3 - • - - 3 - - - _ _ _ _ • . - - 15 11 9 * 5 3 4 4 * 14 14 8 8 1 1 - - - _ - - - • 2 2 11 9 2 2 1 1 20 9 11 12 8 4 6 4 2 5 5 8 8 - - 14 8 6 2 1 3 2 3 2 6 6 - 1 1 - - - - - - 73 3 9 .5 3 2 3 .0 0 3 1 0 .0 0 2 9 2 .0 0 - 3 5 1 .0 0 - - - - “ - - - - - - 1 1 5 24 11 7 10 5 2 7 COMPUTER SYSTEMS ANALYSTS* B U SIN E SS, CLASS B ---------------MANUFACTURING ------------------ 126 76 4 0 .0 3 9 .5 2 6 8 .5 0 2 7 6 .5 0 2 6 4 .0 0 2 6 6 .0 0 2 4 0 .5 0 - 2 8 5 .5 0 2 4 3 .5 0 - 2 9 9 .0 0 - - - - “ - - - 4 2 5 1 21 13 32 18 20 14 22 10 10 6 2 2 2 2 5 5 2 2 l 1 ORAFTERS, CLASS A ----------------MANUFACTURING ------------------ 526 491 4 0 .0 4 0 .0 2 9 2 .5 0 2 9 6 .0 0 2 7 9 .5 0 2 9 0 .5 0 2 5 1 .0 0 - 3 3 6 .5 0 2 5 2 .5 0 - 3 3 9 .5 0 . - _ - - - 3 3 _ - _ - - 14 10 16 12 48 39 96 87 90 81 28 28 64 64 47 47 49 49 41 41 17 17 12 12 DRAFTERS* CLASS B -------------------------------M AN U FAC TU RIN G ------------------ -------------- 215 191 4 0 .0 4 0 .0 2 2 7 .0 0 2 3 2 .0 0 2 1 6 .0 0 2 1 6 .0 0 1 9 1 .0 0 - 2 6 6 .0 0 1 9 3 .0 0 - 2 6 6 .0 0 “ - - 1 1 6 4 6 3 14 13 25 21 31 23 16 12 24 24 11 9 10 10 35 35 15 15 16 16 5 5 _ - _ - DRAFTERS* CLASS C -------------------------------MANUFACTURING ------------------ 289 230 4 0 .0 4 0 .0 1 7 2 .0 0 1 7 3 .5 0 1 6 2 .0 0 1 6 0 .5 0 1 5 4 .0 0 - 1 8 0 .0 0 1 5 4 .0 0 - 1 8 2 .0 0 6 6 12 5 52 43 38 32 78 68 28 23 13 2 2 13 11 6 4 13 13 10 10 5 5 3 3 - - - - _ _ - 1A c D 8 1 1 « 1 i i * 1 1 1 1 14 9 11 1 10 10 96 17 79 79 137 20 117 117 19 6 13 11 17 S s 12 8 4 4 _ . _ - _ • . _ - _ . _ _ . _ . _ _ _ DRAFTFR^—TRATFRC l nM 1LiaO fH / l J nwriur Mv iUn inv 74 34 - •• .UV 1 A A* “ w •U 14 A aCA 1 4 ^ •Aft 1C ftUU 1 DU AA •A 1 4 2 .0 0 1 3 4 .0 0 1 2 7 .0 0 - 1 4 8 .5 0 •*U _v _ _ - 7 f cc 310 63 247 245 4 0 .0 4 0 .0 4 0 .0 4 0 .0 2 3 8 .5 0 2 2 8 .5 0 2 4 1 ,0 0 2 4 0 .5 0 2 4 5 .0 0 2 3 2 .5 0 2 4 6 .0 0 2 4 6 .0 0 2 2 6 .0 0 - 2 4 7 .0 0 2 0 5 .5 0 - 2 4 3 .5 0 2 2 6 .0 0 - 2 4 7 .0 0 2 2 6 .0 0 - 2 4 7 .0 0 - ELECTRONICS T E C H N IC IA N S , CLASS A MANUFACTURING ------------------ 48 32 4 0 .0 4 0 .0 2 5 6 .0 0 2 4 0 .5 0 2 5 8 .5 0 2 4 1 .5 0 2 3 4 .5 0 - 2 8 8 .0 0 2 2 5 .0 0 - 2 5 8 .5 0 _ - » _ - --- 75 70 4 0 .0 4 0 .0 2 3 1 .0 0 2 3 1 .0 0 2 4 1 .5 0 2 3 0 .0 0 1 9 9 .5 0 - 2 6 8 .0 0 1 9 9 .5 0 - 2 6 8 .5 0 . 1 NURSES, IN D U STR IAL (REG ISTERED ) M ANU FACTU RING -------- -----— * W o r k e r s w e r e distributed as follows: 5 at $100 to $110; and 7 at $110 to $120. 7 » 16 ELECTRONICS TECH NICIANS ----------MANUFACTURING --------- ----------------------NONMANUFACTURING ------ ------ -----------PU B LIC U T I L I T I E S ------------------------ _ • “ _ _ _ 2 2 _ _ - 1 1 _ _ 2 2 _ IS 4 2 2 2 - - - _ - 4 4 1 1 9 9 12 12 6 6 7 7 3 3 7 7 5 5 4 4 6 6 15 12 12 11 17 17 _ 16 - n n . _ - . _ - . _ - . - . Sex, occupation, and industry division Weekly hours 1 [standard) Weekly earnings1 (standard) OF F I C E O C C U P A T I O N S - MEN 82 50 $ 40.0 21 9. 50 40.0 215.00 CLERKS* O R DE R ---------------------- 32 40.0 166.50 ME SS E N G E R S -------------------------- 46 39.0 CLERKS* A C CO UN TI NG . CL A S S A ----M A N U F A C T U R I N G ------------------ Sex, occupation, and industry division OFFICE OCCUPATIONS W O M E N — CO N T I N U E D Number of Weekly hours 1 (standard) Weekly earnings * (standard) 39,5 39.5 39.5 39.5 $ 181.00 191.50 160.50 185.00 94 84 40.0 123.00 40.0 122.50 B O O K K E E P I N G - M A C H I N E OPERAT OR S* CLASS A ------------------------------- 30 39.5 152.50 B O O K K E E P I N G - M A C H I N E OP ER AT OR S* CLASS B ------------------------------- 31 39.5 126.00 CLERKS* A C CO UN TI NG . CL AS S A -------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G -----------------PU B L I C U T I L I T I E S --------------- 286 154 132 34 40.0 171.50 40.0 187.00 40.0 154.00 40.0 181.50 < f c 4 > 40 .0 183.00 39.5 196.50 40 .0 164.00 39.5 205.50 39.0 203.50 CO MP UT ER O P E R A T O R S , CL A S S C ------------------M A N U F A C T U R I N G --------------- -------------N O N M A N U F A C T U R I N G ------------------ 61 32 29 39 .5 157.00 39.0 182.00 39.5 130.00 334 218 116 39.5 191.50 39.5 206.50 40.0 164.00 CO MP U T E R P R O G R A M M E R S . BUSINESS. CL A S S A ------------------M A N U F A C T U R I N G ---------------------- 77 65 3 9 .5 28 2. 50 39 .5 28 8. 50 SE CR ET AR IE S. CLAS S C ------------------------------M A N U F A C T U R I N G ------------ --------------------------------N O N M A N U F A C T U R I N G -------------------- ----------------P U B L I C U T I L I T I E S --------------------------------- 629 438 191 48 39.5 40.0 39.5 39.5 CO MP UT ER P R O G R A M M E R S , BUSINESS. C L A S S B -----------------------------------------M A N U F A C T U R I N G ----------------------------------------------- 105 84 39 .5 22 4. 50 39 .5 2 3 4. 00 SE CR ET A R I E S . CLASS D ------------------------------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ------------------ 263 150 113 39.5 154.00 39.5 153.00 39.0 155.50 CO MP UT ER S Y S T E M S AN AL YS TS , BUSINESS, CLAS S A --------------------------------------- - 71 4 0 .0 32 4. 00 ST E N O G R A P H E R S . G E NE RA L -------------M A N U F A C T U R I N G ---- ---- -----------n o n m a n u f a c t u r i n g ------------------ 313 112 201 39.5 135.50 40.0 133.50 39.0 136.50 CO MP UT ER S Y S T E M S A N AL YS TS , BUSINESS, CL A S S B -----------------------------------------M A N U F A C T U R I N G ----------------------------------------------- 116 68 39 .5 26 9. 50 3 9 .5 279.00 DRAFTERS, C L A S S A -------------------------------------------1 M A N U F A C T U R I N G ---------------------------- -— --------- 508 47 5 357 286 71 39.5 169.50 40.0 172.00 39.0 161.50 40 .0 29 4.00 40.0 29 7.50 ST E N O G R A P H E R S . S E NI OR --------------M A N U F A C T U R I N G --------------------n o n m a n u f a c t u r i n g ------------------ DRAFTERS, CL A S S B -------------------------------------------M A N U F A C T U R I N G ----------------------------------------------- 214 191 40 .0 22 7, 50 40.0 23 2. 00 DRAFTERS, CL AS S C --------------------------------------------M A N U F A C T U R I N G ----------------------------------------------- 257 228 40.0 40.0 172.00 173.50 D R A F T E R S - T R A C E R S ---------------------M A N U F A C T U R I N G ---------------------- 38 33 40.0 40.0 136.50 140.00 E L EC TR ON IC S T E C H N I C I A N S ------------M A N U F A C T U R I N G --------- -----— - — N O N M A N U F A C T U R I N G -----------------PU B L I C U T I L I T I E S ---------------- 309 63 246 244 40.0 40 .0 40 .0 40 .0 23 8. 50 22 8, 50 241.00 24 1. 00 E L E C T R O N I C S T E C H N I C I A N S , CL A S S AM A N U F A C T U R I N G ---------------------- 48 32 86 65 184.00 196.00 156.00 182.50 CLERKS* ACCO UN TI NG . CL AS S B -------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ----------------- 644 291 353 40.0 118.50 40.0 128.00 40.0 111.00 CLERKS. FILE. CL A S S B --------------M A N U F A C T U R I N G --- — — — — ---- --- 59 38 39.5 122.50 40.0 120.50 S W I T C H B O A R D O P E R A T O R S --- -----------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ------------------ 146 52 94 39.5 130.00 39.5 163.50 40.0 112.00 CLERKS. FILE. CL AS S C ---------- ---M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ------------------ 114 31 83 40.0 95.50 40.0 100.50 40.0 93.50 SWITCHBOARD OPERATOR-RECEPTIONISTSM A N U F A C T U R I N G --- ----- — — ------N O N M A N U F A C T U R I N G ------------------ 214 114 100 40.0 120.00 40.0 129.50 40.0 109.00 CLERKS. O R DE R ------------- -----------M A N U F A C T U R I N G --------------------- 120 91 114 79 35 216 175 41 CLERKS. P A Y R O L L ---- --------- --- ---M A N U F A C T U R I N G ---------- ---------N O N M A N U F A C T U R I N G ------------------ 40.0 153.50 40.0 161.00 39.0 121.00 241 125 116 290 192 98 K E YP UN CH O P E R AT OR S. C L AS S A -------M A N U F A C T U R I N G -------- ------------N O N M A N U F A C T U R I N G ------------------ 39.5 109.00 39.5 109.50 39.0 107.50 KE YP U N C H O P ER AT OR S. C L AS S B — — — M A N U F A C T U R I N G ------- — — ------- — N O N M A N U F A C T U R I N G --------- ---- --- 362 247 115 39.5 127.00^ TY PI ST S, C L AS S A --------------------39.0 130.50 M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G -----------------39.5 147.50 39.5 150.50 TYPI ST S. C L AS S B --------------------40.0 141.00 M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G -----------------40.0 150.00 39.5 169.50 40.0 128.50 P R O F E S S I O N A L AND T E CH NI CA L 39.5 137.50 O C C U P A T I O N S - MEN 40.0 141.00 39.fr 130.50 CO M P U T E R OP ER A T O R S , CL AS S A ™ ------40.0 105.00 M A N U F A C T U R I N G ------- ------- ------- ----------------------- M E S S E N G E R S ------------- --------------- 31 40 .0 25 6. 00 40 .0 24 0. 50 P R O F E S S I O N A L AN D T E C H N I C A L OCCUPATIONS - WOMEN C O M P UT ER O P E R A T O R S , 51 41 39.0 222.00 39.0 226.50 C L A S S C -------- 25 39 . 5 148.50 DRAFTERS. CL A S S C -------------------- NOTE: Earnings data in table A-3 relate only to workers w h o s e sex identification w a s provided by the establishment. all workers in an occupation. (See appendix A for publication criteria.) Weekly earnings 1 (standard) 97 57 40 1,312 871 441 126 S E C R ET AR IE S. C L AS S 8 -------------M A N U F A C T U R I N G --- --------- --------------- — N O N M A N U F A C T U R I N G -------------------------------------- BILLERS. M A CH IN E (BOOKK EE PI NG MACHINE) ------------------------- ---N O N M A N U F A C T U R I N G ------------------ Weekly (standard) COMPUTER O P E R A T O R S , C L A S S B -----------------M A N U F A C T U R I N G ----------------------------------------------N O N M A N U F A C T U R I N G ------------------- ----------------- S E C R E T A R I E S -----------------------------------------------------------M A N U F A C T U R I N G ---------------------------------------------N O N M A N U F A C T U R I N G -------------------------------------P U B L I C U T I L I T I E S ------------ --------------------- 99.50 WO ME N Sex, occupation, and industry division Number of workers P R O F E S S I O N A L AN D T E C H N I C A L OCCUPATIONS - MEN— CONTINUED - SE CR ET A R I E S . CLAS S A -------------M A N U F A C T U R I N G --------------------O F FI CE O C C U P A T I O N S - Average (m ean2) Average (mean2 ) Average (mean2 ) Number of workers 32 4 0 .0 NURSES, I N D U S T R I A L (R EGISTERED) — M A N U F A C T U R I N G ------------------- — 75 70 4 0 .0 2 3 1. 00 4 0 .0 2 3 1. 00 Earnings data in tables A - 1 and A-2, on the other hand, 172.50 relate to N u m b e r of w o r k e r s receiving straight-time hourly earnings of— Hourly earnings3 Middle range 2 S S 5 .8 0 6 ,0 0 S S S s S 6 • ^0 6 .6 0 6 .8 0 7 .0 0 S 7 .2 0 S under 4 .0 0 4 .1 0 4 .2 0 4 • 30 4 .4 0 4 . 5 0 4.6Q 4 *8 0 5 • 90 5 .2 0 5 .4 0 5 .6 0 5 • 80 s .o o 6 .2 0 6 .4 0 6 • 60 6 ,8 0 7*0 0 7 .2 0 V Median2 $ S 5 .4 0 5 .6 0 s s 7 .4 0 7 ,6 0 U n der o M ean2 S S S 4 .8 0 5 .0 0 5 o C M . S S S S S S S 4 .0 0 4 .1 0 4 • 20 4 .3 0 4 .4 0 4 .5 0 4 ,6 0 © (M Occupation and industry division Number of workers 7 ,6 0 o v e r ALL W O R K E R S B O I L E R T E N D E R S ------ ---- — ----------M A N U F A C T U R I N G --------------------- 45 36 $ 4.99 5.24 $ 5.20 5.61 $ $ 4.38 - 5.61 4.56- 5.61 C A R P E N T E R S * M A I N T E N A N C E — ----------M A N U F A C T U R I N G ------— — ------ ---- 139 121 6.18 6.32 5.95 6.21 5.58 - 7.12 5. 67 - 7.12 4 E L E C T R I C I A N S * M A I N T E N A N C E ----------M A N U F A C T U R I N G --- -------— ------ — 69 3 621 6.35 6.38 6. 44 6.77 5.55- 7.29 5. 46 - 7.30 - EN G I N E E R S * S T A T I O N A R Y ---------------M A N U F A C T U R I N G --- ------------------ 138 137 6.22 6*24 7.12 7.12 HE LP E R S * M A I N T E N A N C E T R A D E S -------M A N U F A C T U R I N G --- --------- -------- 153 106 4.45 4.38 MACHINE-TOOL OPERATORS* TOOLROOM — M A N U F A C T U R I N G --- — -------------- 622 622 6.69 6.69 MA C H I N I S T S * M A I N T E N A N C E ------------M A N U F A C T U R I N G ------- --- ------ ---- 137 126 5.81 5.76 - “ 1 1 - - 4 4 3 3 19 19 - 1 . - _ 1 3 3 - 26 24 27 26 8 - 6 5 9 - 3 3 _ 9 - 51 51 - - 82 30 18 15 25 25 « » - 117 117 184 184 - 4 4 4 4 3 3 - - 67 67 - - 4 4 - - - 58 58 209 209 158 158 _ 1 1 “ _ . _ . . • 5.06- 7.14 5.06- 7.14 • “ . - 1 “ 2 2 4. 37 4.37 4.26 - 4.77 4.14 - 4.50 *2 0 16 4 4 14 14 5 5 7.30 7.30 5.92- 7.40 5.92- 7.40 “ 3 1 1 29 29 5.05- 6.77 4.92- 6.77 - 5.82 5.55 3 - 201 123 78 66 5.87 5.94 5.77 5.82 5. 94 5.86 6.00 6. 04 5.235.235.465 . 46 - M E C H A N I C S . M A I N T E N A N C E — -----------M A N U F A C T U R I N G ---------------------- 60 3 552 6.11 6.10 6.39 6.87 4.81 - 7.30 4.65 - 7,30 - 4 4 M I L L W R I G H T S ------------ --------------M A N U F A C T U R I N G --------- ------------ 398 398 6. 53 6.53 7.12 7.12 5.55- 7.14 5.55- 7.14 . . P A IN TE RS * M A I N T E N A N C E --- -----------M A N U F A C T U R I N G ---------------------- 86 79 6.22 6. 28 6.11 6.77 5.45- 7.06 5.56- 7.06 - P I P E F I T T E R S . M A I N T E N A N C E -----------M A N U F A C T U R I N G ---------------------- 404 394 6.62 6.63 7.13 7.13 5.71- 7.14 5.71- 7.14 S H E E T - M E T A L WO RK E R S * M A I N T E N A N C E — M A N U F A C T U R I N G ---------------------- 209 209 6.83 6.83 7.12 7.12 TO O L AN D DI E M A K E R S -----------------M A N U F A C T U R I N G --- --------- -------- 76 9 769 6.77 6.77 7. 47 7.47 6.81 7.03 6.40 6.40 10 4 6 6 3 3 “ - - 10 10 19 19 20 18 39 37 26 21 72 72 52 50 3 “ 7 6 “ “ 8 8 12 12 22 22 . “ 3 3 6 6 6 6 - 40 40 2 2 44 1 • “ 24 24 5 5 20 20 6 6 29 29 9 9 24 24 69 69 . 6 6 7 7 2 2 - _ . 21 21 6 6 21 21 3 3 9 9 _ 6 6 _ _ - - 4 4 “ 11 " " 1 1 “ 33 33 • 25 13 12 12 5 2 3 3 19 9 10 4 17 14 - - 17 9 8 8 7 7 83 79 45 45 33 33 3 3 32 32 4 9 9 6 - 37 - 6 6 - - . . 31 31 3 3 - - . " 14 14 14 14 28 28 . _ 17 - - - - “ - 75 75 - - - 2 2 - - - ” “ “ 3 3 11 8 14 11 7 7 1 - 7 7 “ “ “ • “ - - - “ • " 6 6 1 1 58 58 47 45 3 - 5 - 7.10- 7.14 7.10- 7.14 - - - - - - - " “ 14 14 _ ” 12 12 - “ 2 2 - “ “ 6.10- 7.48 6.10 - 7.48 - - - - * - 1 1 5 5 23 23 25 25 4 4 57 57 25 25 - " _ - “ 10 6 4 4 33 33 ” 52 52 _ 2 2 “ “ 3 3 _ _ - * W o r k e r s w e r e distributed as follows: 4 at $ 3.30 to $ 3.40; and 16 at $ 3.70 to $ 3.80. 9 9 2 - ME C H A N I C S . A U T O M O T I V E (M AI NT EN AN CE ) ----------- -----------M A N U F A C T U R I N G --------- -----------N O N M A N U F A C T U R I N G ------- ----------P U B L I C U T I L I T I E S ------------ --- See footnotes at end of tables. “ 9 - - “ 28 28 3 3 - 31 31 - 25 10 15 15 - - - _ - 5 5 207 207 66 66 _ - - _ - - 4 4 256 256 13 13 24 24 _ 29 29 - - - 13 13 6 6 - 112 112 6 6 2 2 a - _ 8 37 37 _ *• 250 250 5 5 162 162 • - 10 10 426 426 _ - _ • • N u m b e r o f w o r k e r s r e c e iv i n g s t r a i g h t - t i m e h o u r ly e a r n i n g s o f— Hourly earnings3 T 1 3 .8 0 4 .0 0 i 4 .2 0 S 4 .4 0 $ 4 .6 0 S 4 .8 0 S 5 .0 0 S 5 .2 0 S 5 .4 0 S 5 .6 0 5 5 .8 0 % 6 .2 0 S 6 .6 0 4 .0 0 4 .2 0 4 .4 0 4 .6 0 4 . 8Q 5 .0 0 5 .2 Q 5 .4 0 5 .6 0 5 .8 0 6 .2 0 6 .6 0 7 .0 0 19 18 1 3 - 17 16 1 26 26 39 39 - 190 190 - 22 22 - 10 2 85 17 - - 119 114 5 - 3 4 3 1 “ ” “ - - 18 - 3 16 26 13 10 3 85 - - - 190 - 22 - - - - - - - 171 171 342 342 - 1 1 - - 80 67 13 61 61 67 67 33 - - 33 « - _ - $ 2 .6 0 $ 2 .8 0 $ 3 .0 0 $ 3 .2 0 3 .4 0 3 .6 0 2 .0 0 Occupation and industry division workers 1--------1 -------- S 2 .0 0 2 .2 0 2 .4 0 2 .2 Q 2 .4 0 2 .6 0 2 .8 0 3 *9 0 3 .2 0 3 .4 0 3 .6 0 3 .8 0 41 6 35 5 1 4 10 - 6 - 6 - 10 4 4 6 6 36 32 4 - - - - - - 18 $ 1 .9 0 Number Mean2 Median2 Middle range 2 and un der ALL WORkERS GU AR DS ANO W A T C H M E N ---- — --------MA N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G -----------------GUARDS! MA N U F A C T U R I N G --------------------WATCHMEN* MA N U F A C T U R I N G --------------------- 1*43 0 552 87 8 $ 3 .3 2 5 .2 0 2 .1 4 $ 2 .0 0 5 .0 2 2 .0 0 $ 2 .0 0 4 .6 8 2 .0 0 - $ 4 .9 5 6 .1 0 2 .0 0 - 781 781 494 5 .3 2 5 .0 2 4 .8 4 - 6 .1 0 - - - 6 1 - - - 14 - - - 26 11 31 3 313 108 108 38 3 35 2 63 30 33 12 125 92 33 4 68 50 18 1 134 118 16 255 S3 20 2 1 60 53 7 2 135 117 18 17 54 17 37 37 13 13 - - 136 118 18 12 94 94 _ - 75 16 59 8 - 42 - 18 - 14 14 45 37 8 26 25 1 102 97 5 66 66 58 50 8 68 60 8 58 58 18 22 14 8 - 66 62 4 43 38 5 30 12 18 145 12 133 3 3 . - 18 18 3 3 24 9 15 30 - 105 • 8 - - 21 21 - 30 10 5 8 - 14 4 10 40 39 1 3 3 36 36 43 43 27 27 1 1 2 2 11 9 2 6 6 15 13 2 19 18 1 3 _ _ _ - - - - 1 - 3 - - - 1 18 17 3 3 4 4 1 - _ _ _ _ - - - - 19 19 32 32 - 16 16 2 - • - - 2 - - 14 12 2 17 13 4 75 69 6 3 273 13 26 0 256 86 54 32 160 61 99 - 15 2 13 4 - - - - - - - - - 69 69 2 _ _ 40 6 34 - . - - 63 63 15 3 12 222 222 58 4 .1 5 4 .6 7 3 .5 4 - 4 .6 7 - JANITORS* PORTERS* AND CL E A N E R S — MA N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G -----------------PU BL IC UT I L I T I E S --------------- 2*1 9 4 1 *2 7 5 91 9 96 3 .8 2 4 .5 0 2 .8 7 3 .9 3 3 .8 7 4 .3 1 2 .5 0 4 .2 4 2 .8 0 3 .6 4 2 .1 0 3 .0 6 - 4 .6 4 5 .6 2 3 .8 7 4 .6 4 9 9 - - LABORERS* M A T E RI AL H A N D L I N G -------MA N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ------------------ 89 9 714 185 4 .5 2 4 .6 3 4 .0 9 4 .3 7 4 .5 0 3 .6 3 3 .7 4 3 .8 7 2 .6 0 - 5 .6 9 5 .6 9 5 .1 3 _ . - ORDER FI LL ER S ------------------------MA N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ------------------ 436 101 33 5 4 .3 0 4 .7 4 4 .1 6 4 .5 3 4 .6 9 4 .0 4 3 .4 0 4 .2 3 3 .4 0 - 5 .1 0 5 .8 9 5 .1 0 PACKERS* SH I P P I N G -------------------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ------------------ 425 341 84 4 .4 4 4 .8 5 2 .8 0 4 .7 8 4 .8 1 2 .4 0 3 .6 4 4 .2 4 2 .4 0 - 5 .7 1 5 .7 6 2 .9 3 RE CE IV IN G C L ER KS --------------------M A N U F A C T U R I N G --— N O N M A N U F A C T U R I N G ------------------ 105 62 43 4 .0 7 4 .3 7 3 .6 5 4 .2 4 4 .5 6 3 .5 1 3 .5 1 3 .9 9 3 .1 0 - 4 .7 1 4 .8 1 3 .7 1 36 32 4 .3 5 4 .2 9 4 .2 9 4 .2 9 4 .2 4 4 .2 4 - 4 .3 8 4 .3 0 SH IPPING AND R E C E I V I N G CL E R K S -----M A N U F A C T U R I N G --------- ---- — — — N O N M A N U F A C T U R I N G ------------------ 183 146 37 4 .7 2 4 .6 8 4 .8 8 4 .6 0 4 .6 8 4 .1 8 4 .2 8 4 .3 6 3 .7 5 - 4 .9 6 4 .8 8 6 .7 5 T R UC KD RI VE RS -------------------------MA N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G -----------------PU BL IC U T I L I T I E S --------------- 1 .8 2 9 476 1 *35 3 75 9 5 .3 8 4 .9 8 5 .5 3 6 .1 9 5 .2 0 5 .1 5 5 .3 0 6 .8 0 4 .5 0 4 .5 0 4 .4 5 5 .1 2 - 6 .8 0 5 .4 2 6 .8 0 6 .8 0 TRUCKD RI VE RS . L I GH T (UNDER 1-1/2 TONS) -----------------------N O N M A N U F A C T U R I N G ------------------ 96 77 3 .6 4 3 .3 6 3 .8 3 3 .0 0 2 .9 3 2 *3 5 - 4 .3 4 4 .3 3 TRUCKD RI VE RS * M E D I U M (1-1/2 TO AND IN CL UD IN G 4 TONS) ----------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ------------------ 392 145 24 7 4 .6 8 4 .6 7 4 .6 9 5 .1 2 5 .2 0 5 .1 2 4 .0 4 4 .1 2 4 .0 4 - 5 .2 0 5 .2 0 5 .1 2 TR UC KD RI VE RS * H E AV Y (OVER 4 TONS* TR AILER TYPE) ---------- ---------MA N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G -------- --------- 487 60 427 5 .9 8 4 .8 4 6 .1 4 6 .0 0 4 .7 4 6 .8 0 5 .3 0 4 .2 3 5 .3 5 - 6 .8 1 5 .5 0 6 .8 1 SHIP PI NG C L ER KS -------------------- — M A N U F A C T U R I N G --------------------- - - - - - - - - 42 _ . - 3 3 18 12 6 _ - 7 - 7 - _ - - 7 7 - 44 - 7 - 13 13 5 4 1 2 - 7 3 2 1 67 67 44 3 — 3 - 2 8 7 1 14 4 - 9 9 - - 14 4 - “ 2 - - 7 7 6 6 4 4 21 20 1 7 7 13 13 - 30 28 2 15 10 5 4 27 11 16 72 32 40 60 38 22 224 39 18 5 - - - 1 9 9 1 1 - 8 8 11 11 - - 2 2 - - _ _ - - - - 2 2 . _ _ _ _ 3 12 - - - - - - - - - - - - 3 12 - - - - - - - - - - _ - . 7 - - - - - - 7 - - - _ - _ - - - - 23 23 _ - - 14 6 8 15 15 37 6 31 9 6 3 - - - - - - - - - 2 2 14 14 1 1 3 3 _ _ _ - 23 23 _ - - ~ _ _ - - - - - - - - - - 12 6 6 _ - 36 6 30 _ j - - - 1 - - - “ 21 19 1 1 _ 19 17 2 30 6 24 - - 44 6 38 - 10 10 16 16 34 2 32 - 1 4 19 3 _ - • - - 20 0 113 87 - _ _ _ - - - 63 63 50 50 106 106 - 2 - 1 4 11 10 1 15 13 2 87 10 2 8 12 12 - 1 ‘ - - 87 44 44 1 - - - - “ - _ _ - - _ _ - - - _ - 12 - - - 12 15 3 12 492 - 492 492 . Num ber o f w ork ers re c e iv in g stra igh t-tim e hou rly earnings of— Hourly earnings3 Occupation and industry division Number of workers S 1 S * I S S s 1 1 1 T T S 1 1 S S s $ 1.90 2. 00 2*20 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4. 20 4. 40 4. 60 4.80 5.00 5.20 5.40 5.60 5.80 6.20 6 .6 0 and under 1 Mean 2 Median2 Middle range 2 o o * o 2.00 2.20 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4. 00 4. 20 4 . 80 5.00 5. 20 5. 40 5.60 5.80 6.20 6.60 7,00 ALL W O R K E R S — CONTINUED TRUCKDRIVERS - CONTINUED T R U C K D R I V E R S * H E A V Y COVER 4 TONS* O T H E R T H A N T R A I L E R TYPE) -------m a n u f a c t u r i n g --- -----------------TR U C K E R S * P O W E R (FORKLIFT) MANUFACTURING -------- ----- u to ru A iicru ru • • • • • • • • • • • • • • • • • • • • • • N O N M A N U F A C T U R I N G ------------------------- See footnotes at end o f tables. 392 109 $ 4. 78 4.90 $ 5 . 06 5. 23 $ $ 4.40- 5.06 4.50- 5.23 1*103 1*03 4 4. 83 4. 82 4.60 4. 56 3.93- 5.79 3.93- 5.81 1O H71 138 5*02 5.02 C A9 Oo 1C 5 . 12 C 71 30 90 4.04- 5.93 - - - • - - - 2 2 - — - - - 2 10 115 115 9 7 - 16 16 3 3 159 31 - - 161 161 64 64 108 108 84 84 72 72 9 9 44 44 i 1 it 1C 19 9 C . 2 15 15 ** • - - 136 125 275 269 - “ 2 2 14 2 35 35 _ _ 148 - 44 44 - 33 30 18 _ 42 10 10 Table A-6. Average hourly earnings of maintenance, powerplant, custodial, and material movement workers, by sex, in Dayton, Ohio, December 1974 Sex, occupation, and industry division Number of workers Average (mean2 ) hourly earnings3 M A I N T E N A N C E AN D P O W E R P L A N T O C C U P A T I O N S - MEN Sex, occupation, and industry division Number of workers M A I N T E N A N C E AN D P O WE RP LA NT O C C U P A T I O N S - MEN— C O NT IN UE D $ __ M A N U F A C T U R I N G --- ----- ------------ 36 5. 24 M A N U F A C T U R I N G --- — C A RP EN TE RS * M A I N T E N A N C E ------------M A N U F A C T U R I N G --- ------------------ 139 121 6* 18 6. 32 693 621 6* 35 6 . 38 E N GI NE ER S* S T A T I O N A R Y --------------- 138 6. 2 2 6 * 24 GUARDS! HMNUr AV. lUKiNO — watchmen: manufacturing < f c • P 6.77 6.77 H E LP ER S* M A I N T E N A N C E T R A D E S — — M A N U F A C T U R I N G --------------------- 153 106 4* 4 5 4*38 M A C H I N E - T O O L OP ER A T O R S * T O O L R O O M — MANUFACTURING — — — — — — — 622 622 6* 6 9 6 * 69 --------------- GU A R D S AND W A T C H M E N — --------- ---M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G -------------- -— — — — — — — Sex, occupation, and industry division Average (mean2 ) hourly earnings3 C U ST OD IA L AN D M A T E R I A L M O V E M E N T OCCUPATIONS - ME N — CONTINUED 1*411 533 878 476 57 It ill 471 4. 05 **• 3 J 2.85 LA BO RE RS * M A T E R I A L HA N D L I N G -------M A N U F A C T U R I N G --------------------klAUUAkli 1CA C 1UIDTN o • • • • • •___________ _____ • • • • • • • • • N U N n A N U r A f*TI K I AID — - 886 704 1A? io c 4. 52 4. 63 A X1 •»« SI T R UC KD RI VE RS * L I G H T (UNDER 1-1/2 TONS) --- --------------------N O N M A N U F A C T U R I N G --- ----------- --- 96 77 3. 64 3 . 36 392 1AC 1H!) 247 y /Q , Ho O O 4» 67 4.69 N O N M A N U F A C T U R I N G ------------------ Afl7 HO f oo 42 7 5 . 98 4.84 6 . 14 TR UC KD RI VE RS , H E A V Y (OVER 4 TONS, OTHE R T H AN T R A I L E R TYPE) -------MANUF AC 1U K 1 N G — — —— — — — 39 2 109 4.78 4. 90 1* 07 7 1 tOOO 1 -AA Q A Qf, * • oo t A QC 1 7A 1 lO 1 Ifl X JO 5. 0 2 C Uc Do f\0 567 1 1 1Q 44 8 25 3. 1 7 4.19 2. 8 9 3. 6 9 oc O tJ C o0 7 4 . 14 JA NI TO RS * P O RT ER S. AND C L E A N E R S — y k i ir ATTHD TAir ki WANUr AC 1U K i N D • • • • — • • • • • • • • • • • • N O N M A N U F A C T U R I N G — ----- -------- $ *)Q 3 • JO 4.98 c C* 6 . 19 T R U C KD RI VE RS , M E D I U M (1-1/2 TO Akin I N tL UU lN b * TUN5; . .. . ANU Turn iintiiA H t min a — —— —— —— M AMI I “Af*Tl |D TWft • • • • • • • • • • • • • • • • • • E riMNUr AC 1UK 1NO N O N M A N U F A C T U R I N G ------------------ 3.30 5.20 2.14 1 *829 47 6 1.1Q1 1t 759 m a n u f a c t u r i n g ----------------- — lunuyAk i icA Ct1Uidtkid • • • • • • • • • • • • • • • i NU N M AN U r a t i K I N b --------- ------------ T R U C KD RI VE RS * H E A V Y (OVER 4 TONS, TDATI CD TVDPl — — — — — — — IKAXCtK 1 Trt) — M Akl IP A^ Tl |D T f l t — n A riU r AC 1U K 1 N O • • • • * • • • • • • • • * • • • M A C H IN IS TS * M A I N T E N A N C E ---- ---- --M A N U F A C T U R I N G --- ------------------ 137 126 5*81 5 . 76 ME CH A N I C S * A U T O M O T I V E (MAINTENANCE) -----------------------M A N U F A C T U R I N G --- -----------------N O N M A N U F A C T U R I N G — -------------mini *n U T X L »TTrr .. P U B L I C nvti I T l t b — — — — .— — 201 123 78 4/ DO 5. 87 5. 9 4 5. 77 5 . 82 Ao n r o r ti i c d c a aiii F inTi K fk i ______ — —— — — — * M A N UipA C 1UinX N o n — — —___ —.—-------k f c l iAkll irATTI ID TAID • ■ • • * • • • • • • • * • • ffkk N U W M A N U r A C IUK1NO Jc O a-a oj ME CH AN IC S* M A I N T E N A N C E — — — — y a i ip s nT| tO TA1/5__________ __________ li 603 CC? DOC 6.11 6.10 ---- ----------PACK ER S* S H I P P I N G — MANUF AC 1U K 1N U — — — — — — N O N M A N U F A C T U R I N G --------------- — n JoJ J 30 JO J L. H.Ol iTRUCKERSt P O W E R < F 0 R K L I F T > --------c no n^nurweiu" a n o 4.45 j Apruni IQCMCKI " MnCnvUDunWI* " B m o m m a ni i f a p t i ID Thin 4.70 M I L L W R I G H T S ---------------------------M A N U F A C T U R I N G ---------------------- 398 398 6 . 53 6 . 53 PA IN TE RS * M A I N T E N A N C E --------------M A N U F A C T U R I N G ---- ---- ------- ---- 86 79 6 . 22 6. 28 R E C E I V I N G C L E R K S --- ----- -----------M A N U F A C T U R I N G --- ----- -— — — — N O N M A N U F A C T U R I N G ------------------ 105 62 43 4.07 4. 37 3.65 PI PE FI T T E R S * M A I N T E N A N C E -----------M A N U F A C T U R I N G --- ------------------ 40 4 394 6 . 62 6.63 S H E E T - M E T A L W O R K ER S. M A I N T E N A N C E — MANUFACTURING "™w****** *•***•*• 20 9 209 6. 8 3 6. 8 3 S H I P P I N G C L E R K S — — ------------— — y AhllirATTl lDlki/1 WA N Ur AC »UK IN o — —— — — — ———— S H I P P I N G AN D R E C E I V I N G C L E R K S -----M A N U F A C T U R I N G --------------------ainkiuAtii irAC VUi o1No c _______— --------NUNWANUr ar>Ti K t u 35 172 135 Jr 3*00 C U S T OD IA L AND M A T E R I A L M O V E M E N T OCCUPATIONS - WOMEN 4. 33 JANITORS, PO RT E R S , AN D C L E A N E R S --a 57 y A nUIPAPTI IDA Nj • • • • • • • • • • • • • • • • • • • / n AKII rA C 1U K Tk O **.C f m o m m a mi inrTiiDThin • • • • • • * • • • • • • • • N U N N A N U r A C 1U K I N O PU BL IC U T I L I T I E S ---- ------- --4 . 72 4.68 P nvl\C." J f DH T mPn w f t ----------m rA C K F R S . S n i P T N w -------------------- rm-m^r------ See footnotes at end of tables. Number of workers P U BL IC U T I L I T I E S ---------------- (07 769 C U S T O D I A L AN0 M A T E R I A L M O V E M E N T O C C U P A T I O N S - MEN E L EC TR IC IA NS * M A I N T E N A N C E ---------M A N U F A C T U R I N G --- -------- --------- Average (mean2) hourly earnings3 Earnings data in table A- 6 relate only to workers wh o s e sex identification w a s provided by the establishment. Earnings data in tables A - 4 and A - 5, on the other hand, relate to all wo rk er s in an occupation. (See appendix A for publication criteria.) Table A-7. Percent increases in average hourly earnings for selected occupational groups, adjusted for employment shifts, in Dayton, Ohio, for selected periods Industry and occupational group D ecem ber 1972 to D ecem ber 1973 D ecem ber 1973 to D ecem ber 1974 A ll industries: O ffice c le r ic a l (men and wom en)-----------------------E lectron ic data processing (men and w om en )__ _ Industrial nurses (men and w om en )___ __________ Skilled maintenance trades (m en)_________________ Unskilled plant w orkers (m en)--------------------------- 6.0 * 5.4 6.5 7.4 7.7 6.6 9.4 8.8 9.9 Manuf act uring: O ffice c le r ic ad (men and wom en)___ ______________ E lectron ic data processin g (men and w om en )____ Industrial nurses (men and w om en )_______________ Skilled maintenance trades (m en)__________________ U nskilled plant w orkers (m en)_____________________ 6.4 * 5.2 6.4 7.9 7.6 6.7 9.1 9.0 10.0 Nonmanufacturing: O ffice c le r ic a l (men and w om en)___________________ E lectron ic data processing (men and w om en )____ Industrial nurses (men and w om en )_______________ S killed maintenance trades (m en)__________________ Unskilled plant w orkers (m en)--------------------------- 5.3 * ** ** 5.8 7.6 ** ** ** 9.7 * ** Data not available. Data do not meet publication c r ite ria . NO TE: The percent in crea ses presented in this table are based on changes in average hourly earnings fo r establishm ents reporting the trend jobs in both the current and previous year (matched establishm ents). They are not affected by changes in average earnings resulting fro m employment shifts among establishments o r tu rn over of establishm ents included in survey sam ples. The percent in crea ses, h ow ever, are s till affected by fa cto rs other than wage in creases. H irin gs, la yo ffs, and tu rn over m ay a ffect an establishm ent average fo r an occupation when w orkers are paid under plans providing a range of wage rates fo r individual jobs. In periods of in creased h irin g, fo r exam ple, new em ployees en ter at the bottom of the-range, depressing the average without a change in wage rates. These wage trends are not linked to the wage indexes previou sly published fo r this area because the wage indexes m easured changes in area a verages whereas these wage trends measure changes in matched establishment averages. Other ch a ra cteris tic s of these wage trends which d iffer fro m the discontinued indexes include (1) earnings data o f o ffice c le r ic a l w orkers and industrial nurses are converted to an hourly b asis, (2) trend estim ates are provided fo r nonmanufacturing establishments w here p ossible, and (3) tren d estim ates are provided fo r electron ic data processin g jobs. F o r a m ore detailed description of the method used to compute these wage tren ds, see "Im provin g A rea Wage Survey In d e x e s ," Monthly L abor R ev iew , January 1973, pp. 52-57. B. Establishment practices and supplementary wage provisions Table B-1. Minimum entrance salaries for inexperienced typists and clerks in Dayton, Ohio, December 1974 Other in experien ced c le r ic a l w orkers Inexperienced typists Minimum w eekly straight-tim e s a la r y 4 A ll schedules Establishm ents studied__________________________________ Establishments having a specified m in im u m ______________ 40 A ll schedules A ll schedules 40 Nonmanufacturing Based on standard w eekly h ou rs6 o f— A ll industries Based on standard w eekly hours6 of— A ll industries Manufacturing Nonmanufacturing Manufacturing 40 40 130 57 XXX 73 XXX 130 57 XXX 73 XXX 22 17 59 33 28 26 21 3 3 3 5 8 2 2 1 6 2 1 1 4 3 3 1 1 5 _ 1 4 2 1 1 2 1 3 1 1 5 . . 4 2 1 1 1 1 52 30 26 $ 80.00 and under $ 82.50 $ 82.50 and under $ 85.00_______ __________________________ $ 85.00 and under $ 87.50__________________________________ $ 87.50 and under $ 90.00__________________________________ $ 90.00 and under $ 92.50 _________________________________ $ 92.50 and under $ 95.00______________ ________________ $ 95.00 and under $ 97.50__________________________________ $ 97.50 and under $ 100.00 _______________________________ $ 100,00 and under $ 102.50 $ 102.50 and under $ 105.00_______________________________ $ 105.00 and under $ 107.50____________________________ __ $ 107.50 and under $ 110.00___________________ ___________ $ 110.00 and under $ 112.50_______________________________ $ 112.50 and under $ 115.00.._____________________________ 3 2 2 4 8 2 1 _ 3 _ 1 2 5 4 3 1 _ 1 5 1 _ _ 1 . _ 2 3 2 3 1 _ 1 5 1 _ _ 1 _ _ 2 2 2 _ 1 2 3 3 1 1 . 2 _ 1 _ • 2 2 1 . 2 2 1 1 2 . 1 _ 1 2 $ 115.00 $ 120.00 $ 125.00 $ 130,00 $ 135.00 $ 140.00 $ 145,00 $ 150.00 $ 155.00 2 3 2 _ 3 _ _ _ _ _ _ _ _ . _ _ 3 2 2 3 _ _ . _ 1 _ _ 1 . . . 1 _ _ . 1 . 1 - 1 - 2 1 5 1 2 1 4 1 1 1 4 1 and and and and and and and and and A ll schedules _ _ 2 3 4 3 2 2 2 _ 2 2 _ 2 1 3 2 2 2 2 . 1 2 1 2 1 2 1 - 1 - under $ 120.00_______________________________ under $ 125.00_______________________________ under $ 130.00_______________________________ under $ 135,00 ............. ....... .... under $ 140.00______ __________ ______________ under $ 145.00 under $ 150,00. . ... ....... __ under $ 155.00_______________________________ o v e r __________________________________________ 2 1 5 1 2 1 4 1 1 1 4 1 Establishments having no specified m in im u m ... .................. 23 11 XXX 12 XXX 39 16 XX X 23 XXX Establishments which did not em ploy w ork ers in this c a t e g o r y _____________ _______ _____ ________________ 55 16 XXX 39 XXX 32 8 XX X 24 XXX See footnotes at end o f tables. _ 1 _ _ 1 . _ _ _ . . _ . . . J ^ A lW ull^ tin^^nanu fa^ tu ringjilant^o rk^r^ ^^lO O ^ercent^ W orkers on late shifts A ll w orkers 7 Second shift T h ird shift Second shift T h ird shift Percen t of w orkers In establishments with late shift p ro v is io n s ____ 97.8 89.6 23.3 4.4 W ith no pay differen tia l fo r late shift w o r k ——__ W ith pay differen tia l fo r late shift w o rk ________ U niform cen ts-per-hou r differen tial_________ U niform percent d iffe re n tia l_________________ Other differen tia l____________________________ _ 97.8 43.2 53.0 1.6 _ 89.6 36.0 52.0 1.6 _ 23.3 8.0 14.8 .5 _ 4.4 3.8 .5 " 13.3 5.8 18.7 9.8 13.7 5.3 21.0 9.1 A verage pay d ifferen tia l U n iform cen ts-per-hou r differential---------------U n iform percent d iffe re n tia l____________________ P ercen t of w orkers by type and amount of pay differen tia l U n iform cen ts-per-hou r: 5 cents---------------------------------------------------7 V2 cents------------------------------------------------8 cents---------------------------------------------------9 cents---------------------------------------------------10 cen ts-------------------------------------------------11 cen ts-------------------------------------------------12 cen ts--------------------------------------- --------- 13 cen ts-------------------- ---------- ------------------14 c en ts ------------------------------------- ------- ----15 cen ts-------------------------------------------------16 c en ts-------------------------------------------------17 cen ts -------------------------------------------------18 or 19 cen ts______________________ ______ ___ 20 or 20% cen ts--------------------------------------22 or 25 cen ts________________________________ 28 cen ts--------------- ---------------------------------30 cen ts-------------------------------------------------35 cen ts-------------------------------------------------40 cen ts-------------- --------- -------------------------- 1.2 1.4 1.2 .8 11.7 1.2 2.8 2.2 5.7 9.9 _ .8 1.6 1.3 1.4 - - .2 (M .3 - - 2.6 1.2 2.4 .1 .2 .6 1.5 1.5 .2 .2 .4 - - .8 1.5 13.0 1.2 3.7 .6 2.0 1.7 5.2 1.2 - 1.4 .3 - - U n iform percent: 5 percent--------------- --------------------------------7 percen t------------------------------------------------7 V2 percen t_________ ______ ___________________ 9 percen t____ _________________________________ 10 p erc e n t----------------------------------------------15 p e rcen t_____________________________________ 42.9 .9 1.4 .9 6.8 - 3.1 .9 1.1 .9 44.1 1.8 13.7 .2 .3 .3 .4 - Other differen tial: 8 hours' pay fo r 7 V2 hours' w ork — ------------ 1.6 1.6 .5 - _ .1 1.6 .3 (8) (8) .1 .2 1.4 (8) .1 .1 (8 ) .1 .4 " O ffic e w orkers Plant w orkers Item A ll industries Manufacturing Public u tilities A ll industries Manufacturing 100 100 100 100 Pu blic u tilities Percen t of w ork ers by scheduled w eekly hours and days A ll fu ll-tim e w o r k e r s ____________________________________ 20 hours— 5 d a ys----------------------------------------------------------2 2 V2 hours— 5 d a ys--------- ----------------------------------------------32 hours— 5 d a ys---- ----------------------------------------------------33 hours— 5 d a ys______________________________________________ 35 hours------------- ----- ---------- -----------------------------------5 days---------------------------- ------------------------------------ — 6 days— ------------------------------------------------------- — ----37 hours— 5 da ys______________________________________________ 3 7 V2 hours— 5 da ys-------------------------------------------------------3734 hours--------------------------------------------------------------------/ 4 V2 days-------------------------------------------------------------------5 days----------------------------------------------------------------------38 hours— 5 da ys______________________________________________ 38 V2 hours— 5 d a ys-------------------------------------------------------38 V4 hours— 5 d a ys------------------ -----------------------------------40 hours_____________________________________ _________________ 4 days_______________________________________________________ 5 days------------------------------- ------------------------------------42 hours— 5 days----------------------------------------------------------42Vz hours— 5 d a ys------------------ -----------------------------------44 hours — 5 d a y s ----------------------------------------------------------------------------------45 hours _____________________________________________________________________________ 5 days -------------- -----------------------------------------------------------------------------------5 V2 days ---------------------------------------------------------------------------------------------48 hours — 6 d a y s ----------------------------------------------------------------------------------50 hours — 5 d a y s ----------------------------------------------------------------------------------52 hours — 6 V2 d a y s -----------------------------------------------------------------------------5 2 V2 hours — 5 V2 days __ --------------------------------------------------------------- — 54 ho ur 8— 6 d a y s ----------- -------------------------------------------------------------------58 hours — 6 d a y s -------------------------------------------------------------------------- -------60 hours — 5 d a y s ----------------------------------------------------------------------------------- 100 . (!) (9) 1 1 1 (9) 1 6 7 - - - - - - - - - - (9 ) - 79 1 78 1 (9) - 3 2 1 3 1 1 1 1 1 1 - 79 1 78 100 100 . 3 3 (9) 10 1 1 (9) - 2 (9) 84 100 . 5 5 6 2 1 1 - 10 - - - 86 90 - - 84 - 86 - - - - - - - 1 2 - 3 3 1 3 2 1 2 1 1 2 - - - - - - - - - - - - 41.4 40.0 39.6 - - 90 - - - - - - - - - - Average scheduled weekly hours All weekly w o r k schedules ------------------------------------------------ --------------- See footnote at end of tables. 40.9 39.7 39.8 O ffic e w orkers Plant w orkers Item A ll industries Manufacturing Public u tilities A ll industries Manufacturing 100 100 100 100 Public utilities P ercen t o f w orkers A ll fu ll-tim e w o rk e rs ______ ______________________________ 100 In establishm ents not providing paid h o lid a y s________________________________________ _________ In establishm ents provid ing paid h o lid a y s_________________________________________________ 3 - - - - 97 100 100 99 100 100 10.5 11.5 9.7 10.1 11.3 9.8 3 1 3 2 2 15 1 1 18 4 3 8 38 2 9 2 12 34 11 32 - 100 100 100 100 97 97 93 93 91 74 73 55 51 48 40 2 100 100 100 100 91 91 89 89 77 44 44 32 32 ( 9) 100 A v e ra g e number o f paid holidays F o r w ork ers in establishm ents providing h olid a y s___________________________________________ P ercen t of w ork ers by number of paid holidays provided 1 0 2 h o lid a y s______________________________________________________ ___________ 3 holidays _ _ _ _ ___________ 5 h o lid a y s_______________________________ _____________________ 6 h o lid a y s______________________________________________________ 6 holidays plus 1 or 2 h alf days______________________________ 7 h o lid a y s ______________________________________________________ 7 holidays plus 1 or 2 h alf days__________________________ ____ 8 h o lid a y s______________________________________________________ 8 holidays plus 2 half d a y s ____________________________________ 9 h o lid a y s ______________________________________________________ 9 holidays plus 1 half d a y ________________________________ ____ 9 holidays plus 2 half d a y s ____________________________________ 10 holidays_____________________________________________________ 11 holidays______ _____________________________________________ 12 holidays ____ _______________ _______ 13 holidays _______________________________ _____ _________ 14 holidays __________________________________________________ 15 holidays____ _________________ ___________________________ ( 9) 1 8 1 7 n 5 1 15 1 1 13 3 4 6 28 1 (!) ( 9) 7 ( 9) 7 1 2 ( 9) 31 1 1 22 3 5 5 14 - 2 ( 9) 2 ( 9) 2 1 17 1 2 29 5 2 10 26 99 99 98 98 92 92 85 85 82 51 50 27 24 19 14 14 100 100 100 100 98 98 96 96 94 76 75 43 38 36 26 26 10 3 3 42 - 1 40 - P e rcen t o f w ork ers bv total paid h oliday tim e provided “ 2 3 5 6 days o r m o r e ___________ ___________________________________ days o r m o r e ________________________________________________ days o r m o r e ________________________________________________ days o r m o r e ________________________________________________ 6 V2 days or m o r e ______________________________________________ 7 days o r m o r e ________________________________________________ 7 V2 days or m o r e ______________________________________________ 8 days o r m o r e ________________________________________________ 9 days or m o r e ------------------- ------ ---------------------- --------9 V2 days o r m o r e ________________________________________ ____ 10 days o r m o re __ . 11 days o r m o re __________________________________________ 12 days o r m o re _______________________________________________ 13 days o r m o re __________ _____ -_______________-____________ 14 days o r m o re ______ _____________________ _______ _________ 15 days_____________ ___________________________________________ 97 96 96 95 87 86 79 79 73 56 56 42 39 35 29 1 - 100 100 100 100 90 90 86 86 83 42 42 40 40 - O ffic e w orkers Plant w orkers It e m 1 0 A ll industries Manuf actur ing Public u tilities A ll industries Manufacturing 100 100 100 100 100 100 4 77 99 99 99 100 40 72 100 100 100 99 24 53 99 99 99 16 20 98 49 55 99 14 1 6 43 3 33 8 11 100 4 76 99 99 99 100 43 83 100 100 100 3 100 72 43 100 Pu blic u tilities P ercen t of w orkers A ll fu ll-tim e w o r k e r s -------------- ----------------------------- New Y e a r 's Day-------------------------------------------------------------Washington's B irth d a y---------------------------------------------------Good F rida y------------------------------------------------------------------M em oria l D ay__________________________________________________ Fourth of Ju ly__________________________________________________ Labor D ay--------------------------------------------------------------------Columbus D ay__________________________________________________ Veterans Day----------------------------------------------------------------Thanksgiving Day______________________________________________ Day after Th anksgivin g---------------------- ----- ----------------------Christm as E v e _________________________________________________ Christm as D ay— ------ -------------- — --------------------------Christm as— New Y e a r holiday p e r io d 12----- --------------------2 extra days during Christm as week— ----------------------------3 extra days during Christm as w eek---------- ---------------------New Y e a r 's E ve-------------------------------------------------------------New Y e a r 's E ve, h a lf day------------------------ ----------------------Floating holiday, 1 d a y 1 -----------------------------------------------* Floating holiday, 2 days 13----------------------------------------------E m ployee's birthday------------------------------------------------------- See footnotes at end of tables. 100 96 6 62 95 95 94 (9) 2 94 55 67 96 28 3 7 57 3 11 8 18 - 1 99 69 86 100 38 4 9 75 4 13 7 12 - 3 100 61 45 100 - 38 - 7 36 28 - 1 98 72 88 100 26 2 11 73 5 47 9 10 - 40 - 3 40 13 O ffice w orkers Plant w orkers Item A ll industries Manufacturing Public u tilities A ll industries Manufacturing 100 100 100 100 Public utilities P ercen t o f w ork ers 100 A ll fu ll-tim e w o rk ers----------------- --------------------- ------ 100 In establishm ents not provid ing paid vacations_________________________ _____________________ In establishm ents providing paid vacations________________________________________________ Len gth -o f-tim e paym en t--------------------------------------------P ercen ta g e p a ym en t-------------------------------------------------- 1 - 3 ( 9) - - 99 97 2 100 98 2 97 97 - 99 99 ( 9) 100 100 100 100 " 6 months o f s e r v ic e : Under 1 w e e k ___ ________ ____________________ ________ 1 w e e k -----------------------------------------------------------O ver 1 and under 2 w e e k s -------------------------------------- 11 35 ( 9) 12 42 - 32 38 " 7 61 3 66 5 40 48 - 1 year o f s e r v ic e : 1 w e e k ----------------------------------------------------------------O ver 1 and voider 2 w e e k s ______________________________ 2 w e e k s ___ _____________________________________________ O ver 2 and under 3 w e e k s -------------------------------- 55 3 42 - 51 2 47 _ 54 5 38 " 18 ( 9) 81 1 14 85 1 49 51 - 2 years o f s e r v ic e : 1 w e e k ----------------------------------------------------------------O ver 1 and voider 2 w e e k s ______________________________ 2 w e e k s ---------------------------------------------------------------O ver 2 and voider 3 w e e k s -------------------------------------3 w e e k s -------- ---------------------- ---------------------------- 34 8 56 1 “ 32 11 57 _ 2 89 5 ■ 6 1 91 1 1 7 1 89 1 2 5 5 58 30 92 5 - 1 83 15 2 68 27 2 ~ Amount o f paid vacation a fte r: 1 4 3 ye a rs of s e r v ic e : 1 w e e k ----------------------------------------------------------------O ver 1 and voider 2 w e e k s ------------ ----------------------2 w e e k s ---------------------------------------------------------------O ver 2 and voider 3 w eeks -------------------------------------3 w eeks _ ----------------------------------------------------------- 1 4 7 48 39 1 4 years of s e r v ic e : 1 w e e k ----------------------------------------------------------------O ver 1 and voider 2 w e e k s ______________________________ 2 w e e k s ---------------------------------------------------------------O ver 2 and voider 3 w e e k s ______________________________ 3 w e e k s ---------------------------------------------------------------- 3 5 59 30 2 2 7 50 39 2 92 5 - 5 years o f s e r v ic e : 1 w e e k ___________________________________________________ O ver 1 and voider 2 w e e k s ______________________________ 2 w e e k s ---------------------------------------------------------------O ver 2 and voider 3 w e e k s ______________________________ 3 w e e k s ---------------------------------------------------------------O ver 3 and voider 4 w e e k s ______________________________ 1 ( 9) 56 3 39 ( 9) 1 47 2 50 " 10 years o f s e r v ic e : 1 w e e k ___________________________________________________ 2 w e e k s ___________________________ _____________________ O ver 2 and voider 3 w e e k s ______________________________ 3 w e e k s __________________________________________________ O ver 3 and under 4 w e e k s ________________ _______ _____ 4 weeks —________________________ _______ ____ ____________ 1 9 9 46 30 4 5 12 40 39 3 - 1 1 1 1 - 100 - 100 - - - - 82 15 3 66 27 6 100 - 88 5 4 - 72 1 27 ( 9) 55 1 44 - 93 7 - 2 90 5 “ 7 3 70 15 5 5 5 57 27 7 6 _ 94 - - - - - O ffic e w orkers Plant w orkers Item A ll industries Manufacturing Pu blic utilities A ll industries Manufacturing 6 2 72 15 5 “ 5 Pu blic u tilities Amount of paid vacation a fter 1 — Continued 4 12 years of s e rv ic e : 1 w e e k ------------------------------------------ ------ ---------------2 w eek s---------------------------------------------------------------O ver 2 and under 3 w eek s-------------------------------------3 w eek s__________________________________________________ Over 3 and under 4 w e e k s -------------------------------------4 w eek s---------------------------------------------------------------5 w eek s__________________________________________________ 1 8 8 48 29 4 1 5 11 41 39 3 15 years of s e r v ic e : 1 w e e k ----------------------------------------------------------------2 w eek s---------------------------------------------------------------3 w eek s---------------------------------------------------------------Over 3 and under 4 w e e k s -------------------------------------4 w eek s---------------------------------------------------------------Over 4 and under 5 w e e k s -------------------------------------5 w eek s---------------------------------------------------------------- 1 6 32 3 56 ( 9) 1 “ 3 26 3 67 1 20 years of se rv ic e : 1 w e e k ___________________________________________________ 2 w eek s__________________________________________________ 3 w eek s--------------- ---------------------------------------------Over 3 and under 4 w eek s______________________________ 4 w eek s__________________________ _____________________ Over 4 and under 5 w e e k s -------------------------------------5 w eek s__________________________________________________ Over 5 and under 6 w e e k s -------------------------------------Over 6 weeks____________________________________________ 1 6 7 8 41 ( 9) 35 ( 9) 3 3 10 39 44 1 25 years of s e rv ic e : 1 w e e k ----------------------------------------------------------------2 w eek s__________________________________________________ 3 w eek s__________________________________________________ Over 3 and under 4 w e e k s -------------------------------------4 w eek s__________________________________________________ O ver 4 and under 5 w e e k s ------------------------- ---------5 weeks — ---------------- — ------ — ----------------------Over 5 and under 6 w e e k s -------------------------------------6 w eek s---------------------------------------------------------------Over 6 w eeks---------------------- -------------------------------Maximum vacation available * 1 w e e k ----------------------------------------------------------------2 w eek s__________________________ _____________________ 3 w eek s---------------------------------------------------------------Over 3 and under 4 w e e k s -------------------------------------4 w eek s__________________________________________________ Over 4 and under 5 w e e k s ______________________________ 5 w eek s--------------------------------------------------------- -----Over 5 and under 6 w e e k s ______________________________ 6 w eek s---------------------------------------------------- --------Over 6 w eeks____________________________________________ 1 1 6 6 1 33 ( 9) 50 0 ( 9) 1 1 6 6 1 31 2 46 ( 9) 5 * Estim ates o f provision s fo r 30 years of s e r v ic e a re identical. ■ 2 90 5 - 3 57 28 7 - 6 94 - 1 ■ 3 3 1 33 58 - 1 3 3 1 30 2 53 7 ■ 2 68 21 5 ■ 3 53 1 43 - “ 1 30 2 66 - 4 85 12 - - 2 2 77 10 5 3 13 1 60 1 22 - ~ 1 4 2 54 1 38 - 4 3 83 10 - ■ 2 2 14 70 5 4 3 4 ( 9) 50 1 40 1 1 3 37 1 57 1 4 3 9 77 7 ‘ ' • 2 2 14 70 5 4 3 4 ( 9) 48 2 35 7 " 1 3 32 3 48 12 4 3 9 77 7 O ffic e w orkers Plant w orkers Item A ll industries Manufacturing Public u tilities A ll industries Manufacturing Public utilities P erc e n t of w ork ers A ll fu ll-tim e w o rk e rs ____________________________________ 100 100 100 100 100 100 In establishm ents p rovid ing at lea st one o f the benefits shown below 15________ ____ ____________________ _____ 98 100 100 99 100 100 L ife in su ra n ce_________________________________________________ Noncontributory p la n s___________________ __________________ 96 78 100 82 100 64 98 73 99 78 99 51 A ccid en ta l death and dism em berm ent insurance............. ..... Noncontributory p la n s_________________________________ ____ 81 66 83 70 100 64 88 60 97 72 98 48 Sickness and accident insurance o r sick lea ve o r both 1 _______ _______ _______________________ _________ 6 93 97 95 89 96 93 Sickness and accident insurance______________ ____________ Noncontributory p la n s------------ ----- ---------- ------ -------Sick lea ve (fu ll pay and no w aiting p e r io d )....................... Sick lea ve (p a rtia l pay o r w aiting p e rio d )....... .................. 87 73 5 4 97 82 1 - 35 31 10 66 63 48 59 7 92 75 63 n 20 11 17 74 L o n g -te rm d isa b ility insurance______________________________ N oncontribu tory p la n s _____________________________________ 34 32 45 42 22 22 36 31 42 35 33 30 H o spitalization insurance_____________________________________ Non con tribu tory p la n s _____________________________________ 96 77 100 86 100 94 98 66 100 80 100 90 S u rgical insurance_____________________________________________ Non con tribu tory p la n s _________ ___________________________ 96 77 100 86 100 94 98 66 100 80 100 90 M ed ica l in su ra n ce_____________________________________ _______ N on con tribu tory p la n s---------------------------- ------------------- 90 72 97 83 100 94 94 63 99 79 100 90 M a jo r m e d ica l in su ra n ce------------------------- ---------------------Non con tribu tory p la n s-------------------------------------- --------- 52 35 50 35 96 90 91 49 94 53 99 90 Dental in su ra n ce-----------------------------------------------------------Noncontribu tory p la n s___________________________________ 36 35 47 46 21 21 23 21 39 36 8 8 R etirem en t p e n s io n ....................... ..................... ....................... N oncontribu tory p la n s ___________ _________________________ 88 81 96 91 95 91 92 80 91 79 93 86 See footnotes at end o f tables. Footnotes A ll of these standard footnotes may not apply to this bulletin. 1 Standard hours reflect the workweek for which employees receive their regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates), and the earnings correspond to these weekly hours. 2 The mean is computed for each job by totaling the earnings of all workers and dividing by the number of workers. The median designates position— half of the employees surveyed receive more and half receive less than the rate shown. The middle range is defined by two rates of pay; a fourth of the workers earn less than the lower of these rates and a fourth earn more than the higher rate. 3 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. 4 These salaries relate to formally established minimum starting (hiring) regular straight-time salaries that are paid for standard workweeks. 5 Excludes workers in subclerical jobs such as messenger. 6 Data are presented for all standard workweeks combined, and for the most common standard workweeks reported. 7 Includes all plant workers in establishments currently operating late shifts, and establishments whose formal provisions cover late shifts, even though the establishments were not currently operating late shifts. 8 Less than 0.05 percent. 9 Less than 0.5 percent. 1 For purposes of this study, pay for a Sunday in December, negotiated in the automobile industry, is not treated as a paid holiday. 0 1 A ll combinations of full and half days that add to the same amount are combined; for example, the proportion of workers receiving 1 a total of 9 days includes those with 9 full days and no half days, 8 full days and 2 half days, 7 full days and 4 half days, and so on. Proportions then were cumulated. 1 A Christmas— 2 New Year holiday period is an unbroken series of holidays which includes Christmas Eve, Christmas Day, New Year's Eve, and New Year's Day. Such a holiday period is common in the automobile, aerospace, and farm implement industries. 1 "Floating" holidays vary from year to year according to employer or employee choice. 3 1 Includes payments other than "length of tim e," such as percentage of annual earnings or flat-sum payments, converted to an 4 equivalent time basis; for example, 2 percent of annual earnings was considered as 1 week's pay. Periods of service are chosen arbitrarily and do not necessarily reflect individual provisions for progression; for example, changes in proportions at 10 years include changes between 5 and 10 years. Estimates are cumulative. Thus, the proportion eligible for at least 3 weeks' pay after 10 years includes those eligible for at least 3 weeks' pay after fewer years of service. 1 Estimates listed after type of benefit are for all plans for which at least a part of the cost is borne by the employer. "Noncontributory 5 plans" include only those financed entirely by the employer. Excluded are legally required plans, such as workmen's compensation, social security, and railroad retirement. l° Unduplicated total of workers receiving sick leave or sickness and accident insurance shown separately below. Sick leave plans are limited to those which definitely establish at least the minimum number of days' pay that each employee can expect. Informal sick leave allowances determined on an individual basis are excluded. Appendix A A re a w age and related ben efits data are obtained by personal visits of Bureau fie ld rep resen t atives at 3 -y ea r in te rva ls. 1 In each of the intervening y e a rs, information on em ployment and occupational earnings is c o llected by a combination of personal v is it and m a il questionnaire fro m establishm ents particip atin g in the previous survey. w ork ers may advance to b etter jobs and be replaced by new w ork ers at low er rates. Such shifts in em ployment could decrea se an occupational average even though most establishments in an area in crea se wages during the ye ar. Trends in earnings of occupational groups, shown in table A - 7, are better indicators of wage trends than individual jobs within the groups. In each of the 82 2 areas cu rren tly surveyed, data are obtained fro m represen tative estab lishm ents within six broad industry d ivision s: Manufacturing; transportation, communication, and other public u tilitie s; w holesale trade; re ta il tra d e; finance, insurance, and re a l estate; and s ervices . M a jor industry groups excluded fr o m these studies are government operations and the construction and ex tra ctive in du stries. Establishm ents having few er than a prescrib ed number of w orkers are om itted because of in su fficien t em ploym ent in the occupations studied. Separate tabulations are provid ed fo r each of the broad industry division s which m eet publication crite ria . A verag e earnings re fle c t com posite, areaw ide estim ates. Industries and establishments d iffer in pay le v e l and job staffing, and thus contribute d ifferen tly to the estim ates fo r each job. Pay averages may fa il to re fle c t accurately the wage d ifferen tia l among jobs in individual establishments. Th ese surveys are conducted on a sample basis. The sampling procedures involve detailed stra tifica tion of a ll establishm ents within the scope of an individual area survey by industry and number of em ployees. F r o m this s tra tified universe a probability sample is selected, with each establishment having a p redeterm in ed chance of selection . T o obtain optimum accuracy at minimum cost, a g rea ter proportion of la rg e than sm all establishm ents is selected. When data are combined, each establishment is w eighted according to its proba bility of selection, so that unbiased estim ates are generated. F o r exam ple, i f one out of fou r establishm ents is selected, it is given a weight of four to represent its e lf plus th ree others. An alternate of the same o rigin al probability is chosen in the same in d u stry-size cla ssifica tio n if data are not available fo r the o rigin al sample m em ber. I f no suitable substitute is a vailable, additional w eight is assigned to a sample m em ber that is sim ilar to the m issing unit. Occupations and Earnings Occupations selected fo r study are common to a va rie ty of manufacturing and nonmanufacturing in du stries, and are of the follow in g types: (1) O ffice c le ric a l; (2) professional and technical; (3) maintenance and powerplant; and (4) custodial and m a terial movement. Occupational cla ssifica tio n is based on a u niform set of job descriptions designed to take account of interestablishm ent variation in duties within the same job. Occupations selected fo r study are listed and described in appendix B. Unless oth erw ise indicated, the earnings data follow ing the job titles are fo r a ll in dustries combined. Earnings data fo r some of the occupations listed and described, or fo r some industry divisions within occupations, are not presen ted in the A - s e r ie s tables, because eith er (1) employment in the occupation is too sm all to p rovid e enough data to m e rit presentation, or (2) there is p o ssib ility of disclosu re of individual establishm ent data. Separate m en 's and wom en's earnings data are not presented when the number of w o rk ers not iden tified by sex is 20 percent or m ore of the men o r women iden tified in an occupation. Earnings data not shown sep arately fo r industry divisions are included in a ll industries combined data, w here shown. L ik e w is e , data are included in the overa ll cla ssifica tio n when a sub cla ssifica tio n of elec tron ics technicians, s e c re ta rie s , or tru ckd rivers is not shown or inform ation to su bclassify is not available. Occupational em ploym ent and earnings data are shown fo r fu ll-tim e w o rk ers, i.e ., those h ired to w ork a regu la r w eekly schedule. Earnings data exclude prem ium pay for o vertim e and fo r work on weekends, h olidays, and late shifts. Nonproduction bonuses are excluded, but c o s t-o f-liv in g allowances and incentive bonuses are included. W eekly hours fo r o ffice c le r ic a l and professio n a l and technical occupations r e fe r to the standard w orkw eek (rounded to the nearest half hour) fo r which em ployees re c e iv e regu la r stra ig h t-tim e sa la ries (ex clu sive of pay fo r o vertim e at regular and/or prem ium rates). A vera g e w eekly earnings fo r these occupations are rounded to the nearest h alf dollar. Th ese su rveys m easure the le v e l o f occupational earnings in an a rea at a p a rticu lar tim e. Com parisons of individual occupational a verages over tim e may not reflect expected wage changes. The a verages fo r individual jobs are affected by changes in wages and em ployment patterns. F o r exam ple, proportions of w o rk ers em ployed by high- or low -w age firm s may change, o r high-wage 1 Peitonal visits were on a 2-year cycle before July 1972. 2 Included in the 82 areas are 9 studies conducted by the Bureau under contract. These areas are Austin, T e x .; Binghamton, N. Y . —P a .; Fort Lauderdale—Hollywood and West Palm Beach—Boca Raton, F la.; Lexington—Fayette, K y .; Melbourne—Titusville—Cocoa, Fla.; Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, Va. —N. C . ; Poughkeepsie—Kingston—Newburgh, N. Y . ; Raleigh—Durham, N .C .; and Syracuse, N. Y. In addition, the Bureau conducts more limited area studies in approximately 70 areas at the request of the Employment Standards Administration of the U .S . Department of Labor. A verag e pay le v e ls fo r men and women in selected occupations should not be assumed to re fle c t d ifferen ces in pay of the sexes within individual establishm ents. Fa cto rs which may contribute to d ifferen ces include p rog ression within established rate ranges, since only the rates paid incumbents are co llected , and p erform an ce of sp ecific duties within the gen eral survey job descriptions. Job descriptions used to cla s s ify em ployees in these surveys usually are m o re generalized than those used in individual establishm ents and allow fo r m in or d ifferen ces among establishments in specific duties perform ed. Occupational em ploym ent estim ates represent the total in a ll establishments within the scope of the study and not the number actually surveyed. Because occupational structures among establish ments d iffe r, estim ates of occupational em ployment obtained fro m the sample of establishments studied serve only to indicate the re la tive im portance o f the jobs studied. Th ese differen ces in occupational structure do not affect m a teria lly the accuracy of the earnings data. W age trends fo r selected occupational groups The Annual rates span between in crea sed at percents o f change in table A -7 relate to wage changes between the indicated dates. o f in crea se , w here shown, r e fle c t the amount of in crea se fo r 12 months when the tim e surveys was other than 12 months. Annual rates are based on the assumption that wages a constant rate between surveys. Occupations used to compute wage trends are: O ffice c le r ic a l (men and w om en ): Bookkeeping-m achine o perators, class B C le rk s, accounting, cla sses A and B C le rk s, file , cla sses A , B, and C C le rk s, o rd er C le rk s, p a yro ll Keypunch o p era to rs, cla sses A and B M essen gers S ecre ta ries Stenographers, general Stenographers, senior Switchboard operators Tabulating-m achine o perators, cla ss B T y p ists, cla sses A and B E lectron ic data processin g (men and w om en): Computer op era to rs, cla sses A , B, and C Computer p rog ra m m ers, cla sses A , B, and C P ercen t changes fo r individual areas in the program E lectron ic data processin g (men and wom en)— Continued Computer system s analysts, classes A, B, and C Industrial nurses (men and wom en): N u rses, in du strial (re g istered ) Skilled maintenance (m en): C arpen ters E lec tricia n s Machinists M echanics Mechanics (autom otive) P ain ters P ip e fitte rs T o o l and die m akers U nskilled plant (m en }: Janitors, p o rte rs , and cleaners L a b o re r s , m a te ria l handling are computed as fo llow s: 1. Each occupation is assigned a weight based on its proportionate employment in the selected group of occupations in the base ye ar. 2. Th ese w eights are used to compute group averages. Each occupation's average (mean) earnings is m u ltiplied by its w eight. The products a re totaled to obtain a group average. 3. The ra tio o f group averages fo r 2 consecutive y e a rs is computed by dividing the average fo r the current y e a r by the average fo r the e a r lie r y e a r. The resu lts— ex pressed as a percent— less 100 is the percent change. Establishment p rac tic es and supplementary wage provision s The B -s e r ie s tables provide inform ation on establishment p ractices and supplementary wage provisions fo r fu ll-tim e plant and o ffic e w ork ers. "P la n t w o r k e r s " include w orking forem en and a ll nonsupervisory w orkers (including leadmen and tra in ees) engaged in nonoffice functions. C a fe te ria w orkers and routemen are excluded fro m manufacturing, but included in nonmanufacturing industries. "O ffic e w o rk e rs " include w orking su pervisors and nonsu pervisory w orkers p erform in g c le r ic a l or related functions. A dm in istra tive, execu tive, professio n a l, and p a rt-tim e em ployees are excluded. P a rt-tim e em ployees are those h ired to w ork a schedule calling regu la rly fo r fe w e r w eekly hours than the establishm ent's schedule fo r fu ll-tim e em ployees in the same gen era l type of w ork. The determination is based on the em p lo y er's distinction between the two groups which may take into account not only d ifferen ces in work schedules but differen ces in pay and benefits. Minimum entrance sa la ries fo r o ffice w orkers relate only to the establishm ents visited . (See table B - l . ) Because of the optimum sampling techniques used and the probability that la rg e establishments are m o re lik ely than sm all establishm ents to have fo rm a l entrance rates above the su bclerical le v e l, the table is m o re representative of po licies in medium and la rg e establishm ents. Shift d ifferen tia l data are lim ited to fu ll-tim e plant w orkers in manufacturing indu stries. (See table B -2 .) This inform ation is presented in term s of (1) establishment p o lic y 3 fo r tot ad plant w o rk er em ployment, and (2) effe c tiv e practice fo r w orkers em ployed on the specified shift at the tim e of the survey. In establishm ents having v a rie d d ifferen tia ls, the aumount applying to a m a jo rity is used. In establishments having some la te-sh ift hours paid at norm al ra tes, a d ifferen tia l is record ed only i f it applies to a m a jo rity of the shift hours. A second (evening) shift ends work at or near midnight. A third (night) shift starts w ork at or near midnight. The scheduled w eekly hours and days of a m a jo rity of the fir s t-s h ift w ork ers in an establish ment are tabulated as applying to a ll fu ll-tim e plant or o ffice w orkers of that establishm ent. (See table B -3 .) Scheduled w eekly hours and days are those which a m a jo rity of fu ll-tim e em ployees are expected to w ork fo r stra ig h t-tim e or o vertim e rates. Paid holidays; paid vacations; and health, insurance, and pension plans are trea ted sta tistica lly as applying to a fu ll-tim e plant o r o ffice w orkers i f a m a jo rity of such w orkers are elig ib le o r may JLl eventually qualify fo r the p ractices listed. (See tables B-4 through B -6 .) Sums of individual item s in tables B-2 through B -5 may not equal totals because of rounding. The summary of vacation plans is a s ta tistica l m easure of vacation p rovision s ra th er than a m easure of the proportion of fu ll-tim e w ork ers actually re c e iv in g sp e cific ben efits. (See table B -5 .) P ro vis io n s apply to all plant or o ffice w ork ers in an establishm ent re g a rd le ss of length of se rv ic e . Paym ents on other than a tim e basis are con verted to a tim e period ; fo r exam ple, 2 percent of annual earnings are considered equivalent to 1 w eek 's pay. Only ba sic plans are included. E stim ates exclude vacation bonuses, vacation-savings plans, and "exten ded" o r "sa b b a tica l" ben efits beyond basic plans. Such provisions are typical in the steel, aluminum, and can industries. Health, insurance, and pension plans fo r which the em p loy er pays at lea st a part of the cost include those (1) underwritten by a c o m m ercia l insurance company or nonprofit organ ization, (2) provid ed through a union fund, or (3) paid d ire c tly by the em p loyer out of cu rrent operating funds or fro m a fund set aside fo r this purpose. (See table B -6 .) An establishm ent is con sidered to have such a plan if the m a jo rity of em ployees are c o vered even though less than a m a jo rity participate under the plan because em ployees are requ ired to contribute tow ard the cost. Excluded are le g a lly required plans, such as w orkm en's com pensation, so cia l secu rity, and ra ilro a d retirem en t. Sickness and accident insurance is lim ite d to that type of insurance under which p redeterm in ed cash payments are made d irectly to the insured during tem p ora ry illn ess or accident disability. Inform ation is presented fo r a ll such plans to which the em p loy er contributes. H o w ever, in New Y o rk and New J ersey, which have enacted tem p ora ry d isa b ility insurance laws requ irin g em p loy er contribu tion s,4 plans are included only i f the em p loy er (1) contributes m o re than is le g a lly requ ired, or (2) provides the em ployee with benefits which exceed the requ irem en ts of the law. Tabulations of paid sick leave plans are lim ited to formed p la n s5 which provid e fu ll pay or a proportion of the w o r k e r 's pay during absence fro m work because o f illn ess. Separate tabulations are presented according to (1) plans which provide fu ll pay and no w aiting period , and (2) plans which provid e eith er p a rtia l pay or a waiting period. In addition to the presentation of proportions of w ork ers provided sickness and accident insurance or paid sick lea ve, an unduplicated total is shown of w o rk ers who re c e iv e eith er or both types of benefits. Long term disability insurance plans provid e payments to to ta lly disabled em ployees upon the expiration of their paid sick leave and/or sickness and accident insurance, or a fter a p redeterm in ed p eriod of disability (typically 6 months). Paym ents a re made until the end of the disa b ility, a maximum age, or elig ib ility fo r retirem en t ben efits. F u ll o r p a rtia l payments are alm ost always reduced by social security, w orkm en's compensation, and priva te pensions benefits payable to the disabled em ployee. Data on paid holidays are lim ited to holidays granted annuadly on a fo rm al b asis, which (1) are provided fo r in w ritten fo rm , o r (2) are established by custom. (See table B -4 .) Holidays ordin arily granted are included even though they may fa ll on a nonworkday and the w ork er is not granted another day off. The fir s t part of the paid holidays table presents the number of whole and half holidays actually granted. The second part combines whole and half holidays to show total holiday tim e. Table B -4a reports the incidence of the m ost common paid holidays. M a jo r m edical insurance plans protect em ployees fro m sickness and injury expenses beyond the coverage of basic hospitalization, m edica l, and su rg ica l plans. T y p ic a l featu res of m a jo r m edical plans are (1) a "dedu ctible" (e.g ., $50) paid by the insured b efore ben efits begin; (2) a coinsurance feature requiring the insured to pay a portion (e .g ., 20 p ercen t) of certain expenses; and (3) stated d o lla r maximum benefits (e.g ., $ 10,000 a y e a r ). M ed ica l insurance provid es com plete o r p a rtia l payment of doctors' fees. Dental insurance usually c o vers fillin g s , extra ction s, and X -r a y s . Excluded are plans which co ver only oral su rgery or accident damage. R etirem en t pension plans provide payments fo r the rem ainder of the w o rk e r's life . 3 An establishment was considered as having a policy if it met either of the following conditions: (1) Operated late shifts at the time of the survey, or (2) had formal provisions covering late shifts. An establishment was considered as having formal provisions if it (1) had operated late shifts during the 12 months before the survey, or (2) had provisions in written form to operate late shifts. 4 The temporary disability laws California and Rhode Island do not require employer contributions. ® An establishment is considered having a formal plan if it established at least the minimum number of days sick leave availabh employee. Such a plan n be written; but informal sick leave allowances, determined on an individual basis, are excluded. each Establishments and workers within scope of survey and number studied in Dayton, Ohio,1December 1974 Number of establishments Industry d ivision 2 Minimum employment in establish ments in scope o f study W orkers in establishments Within scope of study Within scope of study* otuaiea T o ta l4 Studied Number Percen t F u ll-tim e plant w orkers F u ll-tim e o ffic e w orkers T o ta l4 A ll d iv is io n s _________________________________ _ 580 130 154,087 100 97, 370 20,513 100, 705 M an u factu ring__________________________________ Nonm anu factu ring________________________________ Tran sportation , com m unication, and other public u tilitie s 5____________________ _ W holesale t r a d e ____________________________ R eta il t r a d e ___________________________________ Finance, insurance, and re a l e s ta te _____ S ervices 8 ______________________________________ 50 ■ 246 334 57 73 97,537 56,550 63 37 70,428 26,942 10,999 9,514 70,814 29, 891 50 50 50 50 50 37 45 149 32 71 15 11 20 6 21 9,488 4,048 27,742 5,571 9,701 6 3 18 4 6 1, 821 7,376 1,510 14,318 2, 374 4, 313 5, 344 (6) (6) ( 7) (6) (M (* ) (6) (6) 1 The Dayton Standard M etropolitan Statistical A rea , as defined by the O ffice of Management and Budget through Febru a ry 1974, consists of G reene, M iam i, M ontgom ery, and Preb le Counties. The "w o rk ers within scope o f study" estim ates shown in this table provide a reasonably accurate description o f the size and com position o f the labor fo rc e included in the survey. Estim ates a re not intended, h ow ever, fo r comparison with other employment indexes to m easure em ployment trends o r le v e ls since (1) planning o f wage surveys requ ires establishment data com piled considerably in advance of the p ayroll period studied, and (2) sm all establishm ents are excluded from the scope o f the survey. 2 The 1967 edition of the Standard Industrial Classification Manual was used to cla s s ify establishm ents by industry division . 3 Includes a ll establishm ents with total employment at or above the minimum lim itation . A ll outlets (within the a rea ) of companies in industries such as trade, finance, auto re p a ir s ervice, and m otion picture th eaters a re considered as 1 establishment. 4 Includes execu tive, p rofe ssio n a l, pa rt-tim e, and other w orkers excluded from the separate plant and o ffic e ca tego rie s. 5 A b b revia ted to "public u tilitie s " in the A - and B -s e rie s tables. Taxicabs and serv ic e s incidental to w ater transportation w ere excluded. Dayton's tra n sit system is m unicipally owned and th e re fo re excluded fro m the scope o f the survey. 6 Th is division is rep resen ted in estim ates fo r "a ll indu stries" and "nonmanufacturing" in the A - s e r ie s tables, and fo r "a ll in d u stries" in the B - s e r ie s tables. Separate presentation of data is not made fo r one o r m o re o f the follow ing reasons: (1) Employment is too sm all to provide enough data to m e rit separate study, (2) the sample was not designed in itia lly to perm it separate presentation, (3) response was insufficient or inadequate to perm it separate presentation, and (4) there is p o ssib ility of disclosu re of individual establishm ent data. 7 W ork ers from this en tire division are represented in estim ates fo r "a ll in d u stries" and "nonmanufacturing" in the A - s e r ie s tables, but from the re a l estate portion only in estim ates fo r "a ll in d u stries" in the B - s e r ie s tables. Separate presentation of data is not made fo r one or m ore o f the reasons given in footnote 6. 8 H otels and m o tels; laundries and other personal services; business s e rv ic e s ; automobile re p a ir, rental, and parking; motion pictures; nonprofit m em bersh ip organizations (excluding re lig io u s and ch aritable orga n ization s); and engineering and architectural s e rv ic e s . In du strial com position in manufacturing T w o -th ird s o f the w ork ers within scope o f the survey in the Dayton area w ere em ployed in manufacturing fir m s . The follow ing presents the m ajor industry groups and specific in du stries as a percen t o f a ll manufacturing: Industry groups Specific industries M ach inery, except e le c tr ic a l _ 27 E le c tr ic a l equipment and supplies -_______________________ 24 Printin g and pu b lish in g________ 9 Rubber and p la stics products „ 9 Tran sportation equipm ent_____ 9 O ffice and computing m achines______________________ 14 Household appliances__________ 13 E lec trica l industrial apparatu s_____________________ 9 Fabricated rubber products----------------------------- 7 M otor veh icles and equipment_____________________ 7 Labor-m anagem ent agreem ent co verag e The follow in g tabulation shows the percent of fu ll-tim e plant and o ffice w orkers em ployed in establishm ents in which a union contract or contracts co vered a m a jo rity o f the w ork ers in the re sp ective ca tego rie s, Dayton, Ohio, D ecem ber 1974: This in form ation is based on estim ates of total employment derived from universe m a teria ls com piled b efore actual su rvey. Proportions in various industry division s may d iffe r from proportions based on the resu lts o f the survey as shown in the appendix table. Plant w ork ers A ll in d u stries_____________ M an ufactu ring____________ Public u t ilit ie s ___________ 76 85 98 O ffice w orkers 12 9 77 An establishm ent is considered to have a contract co verin g a ll plant or o ffice w ork ers i f a m a jo rity o f such w ork ers are co vered by a labor-m anagem ent agreem ent. T h e re fo r e , a ll other plant or o ffic e w ork ers are em ployed in establishments that either do not have labor-m anagem ent contracts in effect, or have contracts that apply to few er than half o f their plant o r o ffic e w ork ers. Estim ates are not n ecess a rily representative of the extent to which a ll w ork ers in the area m ay be covered by the provision s o f labor-m anagem ent agreem ents, because sm all establishm ents are excluded and the industrial scope of the survey is lim ited . Appendix B. Occupational Descriptions The p rim a ry purpose of preparing job descriptions fo r the Bureau's wage surveys is to assist its fie ld staff in cla ssifyin g into appropriate occupations w ork ers who are em ployed under a v a rie ty of p a yro ll title s and differen t w ork arrangem ents fro m establishment to establishm ent and fr o m area to area. This perm its the grouping of occupational wage rates representing com parable job content. Because of this em phasis on in terestablish m ent and in terarea com parability of occupational content, the Bureau's job descriptions may d iffe r significan tly fro m those in use in individual establishments or those prepared fo r other purposes. In applying these job descriptions, the Bureau's fie ld econom ists are instructed to exclude w orking su pervisors; apprentices; lea rn ers; beginners; train ees; and handicapped, p a rt-tim e , tem p orary, and probationary w ork ers. OFFICE B IL L E R , M ACHINE CLE RKS , ACCO UNTING P re p a re s statem ents, b ills , and in voices on a machine other than an ordin ary or electrom a tic ty p e w riter. May also keep record s as to billin gs or shipping charges or p erfo rm other c le r ic a l work incidental to billin g operations. F o r wage study purposes, b ille r s , machine, are cla s s ifie d by type of machine, as follow s: P e r fo rm s one or m ore accounting c le r ic a l tasks such as posting to re g isters and ledgers; recon cilin g bank accounts; verify in g the internal consistency, com pleteness, and mathematical accuracy of accounting documents; assigning p rescrib ed accounting distribution codes; examining and verifyin g fo r c le r ic a l accuracy variou s types of reports, lis ts , calculations, posting, etc.; or preparing simple or assisting in preparing m ore com plicated journal vouchers. May w ork in either a manual or automated accounting system. B ille r , machine (billin g machine). Uses a special billin g machine (combination typing and adding m achine) to p rep a re b ills and in voices fro m cu stom ers' purchase o rd ers, in tern ally prepared o rd e rs , shipping m em orandum s, etc. U sually involves application of predeterm ined discounts and shipping charges and entry of n ecess a ry extensions, which may or may not be computed on the billin g m achine, and totals which are au tom atically accumulated by machine. The operation usually in volves a la rg e number of carbon copies of the b ill being prepared and is often done on a fanfold machine. B ille r , machine (bookkeeping m ach in e). Uses a bookkeeping machine (with or without a typ e w rite r keyboard) to p rep a re cu sto m ers' bills as part of the accounts receiva b le operation. G en era lly in volves the simultaneous entry of figures on cu stom ers' ledger record. The machine au tom atically accumulates fig u res on a number of vertica l columns and computes and usually prints au tom atically the debit or cred it balances. Does not involve a knowledge of bookkeeping. W orks from uniform and standard types of sales and cred it slips. The w ork requ ires a knowledge of c le r ic a l methods and o ffice practices and procedures which relates to the c le r ic a l processin g and recording of transactions and accounting information. With experience, the w ork er typ ic a lly becom es fa m ilia r with the bookkeeping and accounting term s and procedu res used in the assigned w ork, but is not requ ired to have a knowledge of the fo rm al principles of bookkeeping and accounting. Position s are cla s s ifie d into le ve ls on the basis of the follow in g definitions. Class A. Under gen eral supervision, p erfo rm s accounting c le r ic a l operations which require the application of experience and judgment, fo r exam ple, c le r ic a lly processing com plicated or nonrepetitive accounting transactions, selecting among a substantial v a rie ty of prescrib ed accounting codes and cla ssifica tio n s, or tracin g transactions though previous accounting actions to determine source of discrepan cies. May be assisted by one or m ore class B accounting clerks. B O O K K E E PIN G -M A C H IN E O P E R A T O R O perates a bookkeeping machine (with or without a typ ew riter keyboard) to keep a re cord of business transactions. Class A . Keeps a set of record s requ iring a knowledge of and' experience in basic bookkeeping p rin cip les, and fa m ilia r ity with the structure of the particular accounting system used. D eterm ines p rop er record s and distribution of debit and credit items to be used in each phase of the work. May p rep a re consolidated re p o rts, balance sheets, and other records by hand. G lass B . K eeps a re c o rd of one or m ore phases or sections of a set of records usually requ iring little knowledge of basic bookkeeping. Phases or sections include accounts payable, p a yroll, cu sto m ers' accounts (not including a sim ple type of billing described under b ille r , m achine), cost distribution, expense distribution, in ven tory control, etc. May check or assist in preparation of t r ia l balances and p repare con trol sheets fo r the accounting department. R evised occupational descriptions fo r switchboard operator; switchboard o p e ra to r-re ceptionist; m ach in e-tool op era to r, too lro o m ; and tool and die maker are being introduced this year. Th ey are the resu lt o f the Bureau's p o licy of period ica lly review ing area wage survey occupational d escriptions in o rd e r to take into account technological developments and to c la rify descriptions so that they are m o re re ad ily understood and uniform ly interpreted. Even though the re vised descriptions re fle c t b a sica lly the same occupations as previously defined, some reporting changes -may occur because of the re visio n s. The new single le v e l le v e la previo u sly defined. description fo r switchboard operator is the equivalent of the two Class B . Under close supervision, follow ing detailed instructions and standardized procedures, p erfo rm s one or m ore routine accounting c le r ic a l operations, such as posting to led g ers , cards, or w orksheets where identification of item s and locations of postings are clea rly indicated; checking accuracy and com pleteness of standardized and rep etitive records or accounting documents; and coding documents using a few p rescrib ed accounting codes. C L E R K , F IL E F ile s , c la s s ifie s , and re trie v e s m a terial in an established filin g system. May p erform c le r ic a l and manual tasks requ ired to maintain file s . Positions are cla ssified into le ve ls on the basis of the follow in g definitions. Class A . C la ss ifies and indexes file m a teria l such as correspondence, reports, technical documents, etc., in an established filin g system containing a number of va ried subject matter files. May also file this m aterial. May keep records of various types in conjunction with the files. May lead a sm all group of lo w er le v e l file clerks. L isted below are stereotypes in the titles: re vised occupational titles introduced this year to elim inate R evised title F o rm e r title D ra fter D ra fte r -tra c e r B o ile r tender Draftsm an D raftsm an -tracer F irem a n , stationary b o iler sex S E C R E TA R Y— Continued Class B . S orts, codes, and file s unclassified m a teria l by sim ple (subject m a tter) headings or partly cla ssified m a teria l by fin er subheadings. P rep a res sim ple related index and c r o s s -re fe re n c e aids. As requested, locates c le a rly iden tified m a terial in file s and forw ards m a teria l. May p e rfo rm related c le r ic a l tasks requ ired to maintain and s e rv ic e file s . Class C . P e r fo rm s routine filin g of m a teria l that has already been c la ssified or which is ea sily cla ssified in a sim ple s e r ia l classifica tion system (e .g ., alphabetical, ch ronological, or num erical). As requested, locates read ily available m a terial in file s and fo rw a rd s m a teria l; and may f i l l out withdrawal charge. May p e rfo rm sim ple c le r ic a l and manual tasks re qu ired to maintain and serv ic e files . C L E R K , ORDER R eceives cu stom ers' orders fo r m a teria l or m erchandise by m a il, phone, or personally. Duties involve any combination of the fo llow in g: Quoting p rices to cu stom ers; making out an o rd er sheet listing the item s to make up the o rd er; checking p rices and quantities o f item s on o rd er sheet; and distributing o rd er sheets to resp ective departments to be fille d . May check with credit department to determ ine cred it rating of custom er, acknowledge receipt of orders fro m cu stom ers, fo llow up orders to see that they have been fille d , keep file of orders re ceived , and check shipping invoices with origin al orders. CLERK, PA Y R O LL Computes wages of company em ployees and enters the n ecessary data on the p a yro ll sheets. Duties involve: Calculating w o rk e rs ' earnings based on tim e or production records; and posting calculated data on p a y ro ll sheet, showing inform ation such as w o rk e r's name, wdrking days, tim e, rate, deductions fo r insurance, and total wages due. May make out paychecks and assist paym aster in making up and distributing pay en velopes. May use a calculating machine. KE YPU N C H O PE R A T O R Operates a keypunch machine to re cord or v e r ify alphabetic and/or num eric data on tabulating cards or on tape. Positions are cla s s ifie d into le v e ls on the basis of the follow in g definitions. Class A . W ork requ ires the application of experience and judgment in selecting procedures to be follow ed and in searching fo r, in terpreting, selecting, or coding item s to be keypunched fro m a v a rie ty of source documents. On occasion may also p erfo rm some routine keypunch work. May train in experienced keypunch operators. Class B . W ork is routine and repetitive. Under close su pervision o r follow in g specific procedures or instructions, w orks fr o m various standardized source documents which have been coded, and follow s sp ecified procedu res which have been p rescrib ed in detail and requ ire little or no selectin g, coding, or interpreting of data to be recorded. R efers to su pervisor problem s arisin g fro m erroneous item s or codes o r m issing inform ation. MESSENGER E xclusions Not a ll positions that are titled "s e c r e t a r y " possess the above ch a ra cteris tic s. positions which are excluded fro m the definition are as fo llo w s: Exam ples of a. Positions which do not meet the "p e r s o n a l" s e c re ta ry concept described above; b. Stenographers not fully trained in s e c re ta ria l type duties; c. Stenographers m an agerial persons; serving as o ffice assistants to a group of p rofe ssio n a l, tech nical, d. S ecretary positions in which the duties are eith er substantially m o re stantially m ore complex and responsible than those c h a ra cterized in the definition; or routine or sub e. Assistant type positions which in volve m o re d ifficu lt or m ore responsib le technical, adm in istrative, su pervisory, or sp ecialized c le r ic a l duties which are not typ ical of s e c re ta ria l work. N O T E : The te rm "corporate o ffic e r , " used in the le v e l definitions follow in g, r e fe r s to those o fficia ls who have a significant co rporate-w ide policym aking ro le with re ga rd to m a jo r company a ctivities. The title "v ic e p res id e n t," though n orm a lly in dicative of this ro le , does not in a ll cases identify such positions. V ice presidents whose p rim a ry resp o n sib ility is to act perso n a lly on individual cases or transactions (e.g ., approve or deny individual loan or cred it actions; adm in ister individual trust accounts; d irectly supervise a c le r ic a l sta ff) are not con sidered to be "co rp o ra te o ffic e r s " fo r purposes of applying the follow ing le v e l d efinitions. Class A 1. S ecretary to the chairman of the board or presiden t of a company that em ploys, in a ll, o ver 100 but few er than 5,000 persons; or 2. S ecretary to a corporate o ffic e r (other than the chairm an of the board or p residen t) of a company that em ploys, in all, o ver 5, 000 but fe w e r than 25, 000 p erso n s; or 3. S ecretary to the head, im m ediately below the co rp o ra te o ffic e r le v e l, of a m a jo r segment or subsidiary of a company that em ploys, in a ll, o ver 25,000 p erso n s. Class B 1. S ecretary to the chairman of the board or presiden t of a company that em ploys, few er than 100 persons; or in all, 2. S ecretary to a corporate o ffic e r (other than the chairman of the board or presid en t) of a company that em ploys, in all, o ver 100 but fe w e r than 5,000 p erso n s; or 3. S ecretary to the head, im m ediately below the o ffic e r le v e l, o ver eith er a m a jo r c o rp o ra te wide functional activity (e.g ., m arketing, resea rch , operations, in du strial relatio n s, e tc .) or a m ajor geographic o r organizational segment (e.g ., a regio n a l headquarters; a m a jo r division ) of a company that em ploys, in all, o ver 5,000 but few er than 25,000 em p lo y ees; or P e r fo rm s variou s routine duties such as running errands, operating m in or o ffice machines such as sealers o r m a ile rs , opening and distributing m a il, and other m in or c le r ic a l work. Exclude positions that requ ire operation of a m otor veh icle as a significant duty. 4. S ecretary to the head of an individual plant, fa cto ry , o ffic ia l) that em ploys, in a ll, o ver 5,000 p erso n s; or S EC RE TA RY 5. S ecretary to the head of a la rg e and important organ izational segment (e .g ., a middle management supervisor of an organizational segment often involving as many as s e v e ra l hundred person s) or a company that em ploys, in all, o ver 25,000 p erso n s. Assigned as personal sec reta ry , n orm ally to one individual. Maintains a close and highly responsive relationship to the day-to-day work of the su pervisor. W orks fa irly independently receivin g a minimum o f detailed supervision and guidance. P e r fo rm s va rie d c le r ic a l and s e c re ta ria l duties, usually including m ost of the fo llow in g: a. R ec eives telephone ca lls, personal c a lle r s , and incoming m a il, answers routine inquires, and routes technical in qu iries to the proper persons; b. E stablish es, m aintains, and re vises the su p erviso r's file s ; c. Maintains the su p erviso r's calendar and makes appointments as instructed; d. Relays m essages fro m su pervisor to subordinates; e. R eview s correspondence, memorandum s, and reports prepared by others fo r the su per v is o r 's signature to assure procedu ral and typographic accuracy; f. P e r fo rm s stenographic and typing work. May also p erfo rm other c le r ic a l and se c re ta ria l tasks of com parable nature and difficu lty. The work typically requ ires knowledge of o ffice routine and understanding of the organization, p rogra m s, and procedures related to the w ork of the su pervisor. etc. (o r other equivalent le v e l of Class C 1. S ecretary to an executive or m a n a gerial person whose resp o n sib ility is not equivalent to one of the specific le v e l situations in the definition fo r cla ss B, but whose organ izational unit n orm ally numbers at least s ev era l dozen em ployees and is usually divided into organ izational segments which are often, in turn, further subdivided. In some com panies, this le v e l includes a wide range of organizational echelons; in others, only one or two; or 2. S ecretary to the head of an individual plant, fa cto ry , o ffic ia l) that em ploys, in all, few er than 5,000 p erso n s. etc. (o r other equivalent le v e l of Class D 1. S ecretary to the about 25 or 30 persons); or su pervisor or head of a sm all organ izational unit (e .g ., fe w e r than 2. S ecretary to a nonsupervisory staff sp e cia list, p rofe ssio n a l em ployee, adm in istrative o ffic e r , or assistant, skilled technician or expert. (N O TE: Many companies assign sten ograph ers, rather than secreta ries as described above, to this le v e l of su p erviso ry or n on su pervisory w o r k e r .) STEN O G R APH ER T A B U L A T IN G -M A C H IN E O PE R A T O R (E le c tr ic Accounting Machine O perator) P r im a r y duty is to take dictation using shorthand, and to transcribe the dictation. May also type fr o m w ritten copy. M ay operate fro m a stenographic pool. May occasionally tra n scrib e fro m vo ic e recordin gs (if p rim a ry duty is tran scrib in g from recordin gs, see Tran scribin g-M ach ine O perator, G en eral). Operates one o r a v a rie ty of machines such as the tabulator, calcu lator, co lla to r, in te rp reter, so rte r, reproducing punch, etc. Excluded fro m this definition are working s u p e r v is o r s . A lso excluded are operators of elec tron ic d igital com puters, even though they may also operate EAM equipment. N O T E : This job is distinguished fro m that of a sec reta ry in that a s e c reta ry n orm a lly w orks in a confidential relationship with only one m anager or executive and perform s m o re responsible and disc retio n a ry tasks as describ ed in the sec re ta ry job definition. Class A. P e r fo rm s com plete reporting and tabulating assignm ents including devising difficult control panel w irin g under gen era l su pervision. A ssignm ents typ ically involve a v a rie ty of long and com plex reports which often are irr e g u la r or n on recurrin g, requiring some planning of the nature and sequencing of operations, and the use of a v a rie ty of machines. Is typ ic a lly involved in training new operators in machine operations o r training lo w er le v e l operators in w iring fro m diagram s and in the operating sequences of long and com plex reports.. Does not include positions in which w irin g respon sib ility is lim ited to selection and insertion of p rew ired boards. Stenographer, G en era l Dictation in volves a n orm a l routine vocabulary. o r p e rfo rm other r e la tiv e ly routine c le r ic a l tasks. May maintain file s , keep sim ple re cord s, S tenographer, Senior Dictation in volves a v a rie d tech nical or specialized vocabulary such as in leg a l b riefs or reports on s cie n tific resea rch . M ay also set up and maintain file s , keep re cord s, etc. OR P e r fo r m s stenographic duties requ iring significantly g rea ter independence and responsib ility than stenographer, gen era l, as evidenced by the follow ing: W ork requ ires a high degree of stenographic speed and accuracy; a thorough w orking knowledge of general business and o ffice procedure; and of the sp e cific business operations, organ ization, p o licies, procedu res, files , w orkflow , etc. Uses this knowledge in p erfo rm in g stenographic duties and responsible c le r ic a l tasks such as maintaining followup file s ; assem bling m a teria l fo r re p o rts, m emorandum s, and letters ; composing sim ple letters fro m gen era l instru ctions; reading and routing incom ing m ail; and answering routine questions, etc. SW ITCH B O AR D O P E R A T O R O perates a telephone sw itchboard o r console used with a private branch exchange (P B X ) system to re la y incom ing, outgoing, and in tra -system calls. May provide inform ation to c a lle rs , re co rd and tran sm it m essa ges , keep re co rd of calls placed and to ll charges. B esides operating a telephone sw itchboard or co n sole, m ay also type or p erfo rm routine c le ric a l work (typing o r routine c le r ic a l w ork m ay occupy the m a jo r portion of the w ork er's tim e, and is usually p erfo rm ed while at the sw itchboard o r con sole). C h ief or lead operators in establishments em ploying m ore than one operator are excluded. F o r an o pera tor who also acts as a receptionist, see Switchboard O peratorReceptionist. SW ITCH B O AR D O P E R A T O R -R E C E P T IO N IS T At a sin gle-p osition telephone switchboard or console, acts both as an operator— see Switch board O perator— and as a reception ist. R eception ist's work involves such duties as greetin g v is ito rs ; determ ining nature of v is it o r 's business and providing appropriate information; re fe rr in g v is ito r to appropriate person in the organ ization, o r contacting that person by telephone and arranging an appointment; keeping a log of v is it o r s . Position s are cla s s ifie d into le v e ls on the basis of the follow in g definitions. Glass B . P e r fo rm s w ork according to established procedures and under sp ecific instructions. A ssignm ents typ ic a lly in volve com plete but routine and recu rrin g reports o r p a rts of la r g e r and m ore com plex reports. Operates m ore difficu lt tabulating or e le c tr ic a l accounting machines such as the tabulator and calcu la tor, in addition to the sim pler machines used by class C operators. May be requ ired to do some w irin g fro m diagram s. May train new em ployees in basic machine operations. Class C . Under specific instructions, operates sim ple tabulating or e le c tr ic a l accounting machines such as the s o rter, in te rp reter, reproducing punch, co lla to r, etc. Assignm ents typically in volve portions of a w ork unit, fo r exam ple, individual sorting or collating runs, or repetitive operations. M ay p e rfo rm sim ple w irin g fro m diagram s, and do some filin g work. TRA N SC R IB IN G rM A C H IN E O PE R A T O R , G E N E R A L P r im a ry duty is to tra n scrib e dictation involving a n orm al routine vocabulary from transcribin g-m ach in e record s. May also type fro m w ritten copy and do sim ple c le r ic a l work. W orkers tra n scrib in g dictation involving a v a rie d tech nical or sp ecia lized vocabulary such as leg a l b riefs or reports on scien tific resea rch are not included. A w ork er who takes dictation in shorthand or by Stenotype or sim ila r machine is cla s s ifie d as a stenographer. T Y P IS T Uses a typ e w rite r to make copies of various m a terials or to make out b ills after calculations have been made by another person. May include typing of sten cils, m ats, or sim ila r m a terials fo r use in duplicating p roce sses. May do c le r ic a l w ork in volving little specia l training, such as keeping sim ple re co rd s, filin g records and rep orts, or sorting and distributing incoming mail. Class A . P e r fo rm s one or m o re of the fo llow in g: Typing m a teria l in final fo rm when it involves combining m a teria l from sev era l sources; or respon sib ility fo r c o rrect spelling, syllabication, punctuation, etc., of technical or unusual words or fo reig n language m a terial; or planning layout and typing of com plicated sta tistica l tables to maintain uniform ity and balance in spacing. May type routine fo rm le tte rs , varyin g details to suit circum stances. Class B . P e r fo rm s one or m ore of the fo llow in g: Copy typing from rough or clea r drafts; or routine typing of fo rm s , insurance p o lic ie s , etc; or setting up sim ple standard tabulations; or copying m o re com plex tables already set up and spaced p rop erly. PROFESSIONAL AND TECHNICAL COM PUTER O PERATOR C O M PU TE R O PE R A T O R — Continued M onitors and operates the control console of a digital computer to p rocess data cccording to operating in stru ction s, usually p rep a red by a program m er. W ork includes most of the fo llow in g: Studies instructions to determ in e equipment setup and operations; loads equipment with requ ired item s (tape re e ls , card s, e tc .); switches n ecessary au xiliary equipment into circu it, and starts and operates com puter; makes adjustments to computer to c o rrect operating problem s and m eet special conditions; re view s e r r o r s made during operation and determ ines cause or r e fe rs problem to su p erviso r or prog ra m m er; and maintains operating records. May test and assist in co rrectin g program . Class B . O perates independently, or under only general direction , a computer running program s with m ost of the follow ing ch a ra cteris tic s: M ost of the progra m s are established production runs, typ ic a lly run on a regu la rly recu rrin g b asis; there is little or no testing of new program s requ ired; alternate program s are provid ed in case origin a l progra m needs m ajor change or cannot be co rre c te d within a reasonably tim e. In common e r r o r situations, diagnoses cause and takes c o rrective action. Th is usually in volves applying previou sly program m ed c o rr e c tiv e steps, or using standard co rrection techniques. OR F o r w age study purposes, com puter operators are cla ssified as follow s: Class A . O perates independently, o r under only general direction, a computer running program s w ith m ost o f the follow in g ch a ra cteristics: New program s are frequently tested and introduced; scheduling requ irem en ts are o f c r itic a l importance to m inim ize downtime; the program s are o f com plex design so that iden tification of e r r o r source often requ ires a working knowledge of the total prog ra m , and alternate p rog ra m s m ay not be available. May give direction and guidance to lo w e r le v e l operators. Operates under direct supervision a computer running program s or segments of program s with the ch a ra cteris tic s described fo r class A. May assist a higher le v e l operator by independently p erform in g less difficu lt tasks assigned, and perform in g difficu lt tasks follow ing detailed instructions and with frequent re view of operations perform ed. Class C . W orks on routine program s under close su pervision. Is expected to develop working knowledge of the com puter equipment used and ability to detect problem s involved in running routine p rogra m s. U sually has re ce iv e d some fo rm a l training in computer operation. May assist higher le v e l operator on com plex program s. Converts statements of business p roblem s, typ ic a lly p repared by a system s analyst, into a sequence of detailed instructions which are requ ired to solve the problem s by automatic data processin g equipment. W orking fro m charts or diagram s, the prog ra m m er develops the p recise instructions which, when entered into the computer system in coded language, cause the manipulation of data to achieve desired results. W ork in volves most of the fo llow in g: A pplies knowledge o f com puter ca p abilities, mathem atics, lo g ic em ployed by com puters, and p a rticu lar subject m atter in volved to analyze charts and diagram s of the problem to be program m ed; develops sequence of p rog ra m steps; w rites detailed flow charts to show o rd er in which data w ill be processed; converts these charts to coded instructions fo r machine to follow ; tests and co rre c ts program s; prepares instructions fo r operating personnel during production run; analyzes, re view s, and alters program s to in crea se operating efficien cy or adapt to new requirem ents; maintains record s of p rogra m development and revisio n s. (NO TE: W orkers perform in g both system s analysis and program m ing should be cla s s ifie d as system s analysts i f this is the sk ill used to determ ine th e ir pay.) Does not include em ployees p r im a rily responsible fo r the management o r supervision of other electron ic data processin g em p loyees, or p rog ra m m ers p rim a rily concerned with scie n tific and/or engineering problem s. F o r wage study purposes, p rog ra m m ers are c la ssified as follow s: Class A . W orks independently or under only general direction on com plex problem s which requ ire competence in a ll phases of program m ing concepts and p ractices. W orking fro m diagram s and charts which identify the nature of desired resu lts, m a jor processin g steps to be accom plished, and the relationships between variou s steps of the problem solving routine; plans the fu ll range of program m ing actions needed to e fficien tly u tilize the computer system in , achieving desired end products. At this le v e l, program m ing is difficu lt because computer equipment must be organ ized to produce sev era l in te rre la ted but d ive rse products fro m numerous and d iverse data elem ents. A wide va rie ty and extensive number of in tern al processin g actions must occur. Th is requ ires such actions as development of common operations which can be reused, establishm ent of linkage points between operations, adjustments to data when p rogra m requirem ents exceed com puter storage capacity, and substantial manipulation and resequencing of data elem ents to fo rm a highly in tegrated program . May provid e functional direction to lo w e r le v e l p rogra m m ers who are Class A . W orks independently or under only gene rad direction on com plex problem s in volving a ll phases of system analysis. P roblem s are com plex because of d ive rse sou rces of input data and m u ltiple-u se requirem ents of output data. (F o r exam ple, develops an in tegrated production scheduling, in ven tory control, cost analysis, and sales analysis re c o rd in which e v e ry item of each type is autom atically processed through the fu ll system of record s and appropriate follow up actions are in itiated by the com puter.) Confers with persons concerned to determ in e the data processin g problem s and advises subject-m atter personnel on the im p lication s of new or re v is e d system s of data processin g operations. Makes recom mendations, if needed, fo r approval of m a jo r system s installations or changes and fo r obtaining equipment. May provide functional direction to lo w e r le v e l system s analysts who are assigned to assist. Class B. W orks independently or under only ge n era l direction on problem s that are re la tiv e ly uncom plicated to analyze, plan, program , and operate. P ro b le m s are of lim ited com plexity because sources of input data are homogeneous and the output data are clo s e ly related. (F o r exam ple, develops system s fo r maintaining depositor accounts in a bank, maintaining accounts receiva b le in a re ta il establishm ent, or maintaining inventory accounts in a manufacturing or w holesale establish m ent.) C on fers with persons concerned to determ ine the data p rocessin g problem s and advises subjectm atter personnel on the im plications of the data processin g system s to be applied. OR W orks jon a segment of a complex data processin g schem e or system , as d escribed fo r class A. W orks independently on routine assignm ents and re c e iv e s instruction and guidance on com plex assignm ents. Work is review ed fo r accuracy of judgm ent, com pliance with in stru ction s, and to insure p rop er alignment with the o v e ra ll system. Class C. W orks under im m ediate su pervision, c a rryin g out analyses as assigned, usually of a single activity. Assignm ents are designed to develop and expand p r a c tic a l ex perien ce in the application of procedures and skills requ ired fo r system s analysis w ork. F o r exam ple, m ay assist a higher le v e l systems analyst by preparing the detailed specification s requ ired by p rog ra m m ers fro m inform ation developed by the higher le v e l analyst. assigned to assist. Glass B . W orks independently or under only general direction on re la tiv e ly sim ple p rogra m s, or on sim ple segments o f com plex program s. P ro g ra m s (o r segm ents) usually process inform ation to produce data in two or three v a rie d sequences o r form ats. Reports and listin gs are produced by refining, adapting, a rraying, or making m inor additions to or deletions fro m input data which are read ily available. W hile numerous records may be p rocessed, the data have been refin ed in p rio r actions so that the accuracy and sequencing of data can be tested by using a few routine checks. T y p ica lly, the p rogra m deals with routine record-keeping type operations. OR W orks on com plex program s (as described fo r class A ) under close direction of a higher le v e l prog ra m m er o r su pervisor. M ay assist higher le v e l p rog ra m m er by independently p erform in g lees difficult tasks assigned, and p erform in g m o re difficu lt tasks under fa ir ly clo se direction. M ay guide o r instruct lo w e r le v e l p rogra m m ers. Class G. Makes p ra c tic a l applications of program m ing p ra c tic es and concepts usually learned in fo rm a l training courses. Assignm ents are designed to develop competence in the application of standard procedures to routine problem s. R ec eives clo se supervision on new aspects o f assignm ents; and w ork is review ed to v e r ify its accuracy and conform ance with requ ired procedu res. C O M PU TE R SYSTEMS A N A L Y S T , BUSINESS Analyzes business problem s to form ulate procedu res fo r solving them by use of electron ic data processin g equipment. D evelops a com plete description of a ll specification s needed to enable program m ers to p repare re qu ired d igital com puter program s. W ork in volves m ost of the fo llow in g: Analyzes su bject-m atter operations to be automated and iden tifies conditions and c r ite r ia requ ired to achieve satisfa cto ry results; sp e cifies number and types of re co rd s, file s , and documents to be used; outlines actions to be p erfo rm e d by personnel and computers in sufficient detail fo r presentation to management and fo r program m ing (typically this in volves preparation of w ork and data flow charts); coordinates the development of test problem s and participates in t r ia l runs of new and re v is e d system s; and" recpmmends equipment changes to obtain m o re effe c tiv e o v e ra ll operations. (N O TE: W orkers perform in g both system s analysis and program m ing should be c la s s ifie d as system s analysts i f this is the sk ill used to determ ine th e ir pay.) Does not include em ployees p r im a rily responsible fo r the management o r supervision of other electron ic data p rocessin g em ployees, or system s analysts p r im a rily concerned with scien tific or enginesxlng problem s. F o r wage study purposes, system s analysts are c la s s ifie d as follow s: DRAFTER Class A. Plans the graphic presentation of com plex item s having distin ctive design featu res that d iffe r significantly from established drafting precedents. W orks in clo se support with the design o rigin a tor, and may recom mend m inor design changes. A nalyzes the e ffect of each change on the details of form , function, and positioned relationships o f components a n d parts. W o r k s with a minimum of su pervisory assistance. Com pleted w ork is re view ed by design o rigin a tor fo r consistency with p rio r engineering determinations. May eith er p rep a re draw ings, or d irect th eir preparation by lo w e r le v e l drafters. Class B . P e rfo rm s nonroutine and com plex drafting assignm ents that requ ire the application of m ost of the standardized drawing techniques re g u la rly used. Duties typ ic a lly in volve such w ork as: P rep a res working drawings of subassemblies with ir r e g u la r shapes, m u ltiple functions, and p re c is e positional relationships between components; p rep a res a rch itectu ra l drawings fo r construction of a building including detail drawings of foundations, waill section s, flo o r plans, and roof. U ses accepted form ulas and manuals in making n ecessary computations to determ ine quantities of m a teria ls to be used, load capacities, strengths, s tre sses, etc. R ec e iv e s in itia l in stru ction s, requ irem en ts, and advice fro m supervisor. Completed w ork is checked fo r tech n ical adequacy. Class C. P rep a res detail drawings of single units or parts fo r en gin eering, construction, manufacturing, or rep a ir purposes. Types of draw ings p repared include is o m e tr ic projection s (depicting three dimensions in accurate scade) and sectionad view s to c la r ify positioning of components and convey needed inform ation. Consolidates details fro m a num ber of sources and adjusts or transposes scade as required. Suggested methods of approach, applicable precedents, and advice on source materiads are given with in itia l assignm ents. Instructions are less com plete when assignm ents recu r. W ork may be spot-checked during p ro g re s s . D R A F T E R -T R A C E R Copies plans and drawings prepa red by others by placing tra cin g cloth or paper o ver drawings auid tracin g with pen or pencil. (Does not include tra cin g lim ite d to plans p r im a rily consisting of straight lin es and a la rg e scale not requ iring clo se delin eation .) AND/OR P rep a res sim ple or repetitive drawings of ea s ily visu a liz ed item s. during progress. W ork is c lo s e ly su pervised W orks on variou s types of ele c tro n ic equipment and related devices by perform in g one or a combination of the follow in g: In stallin g, maintaining, repairin g, overhauling, troubleshooting, m odifying, constructing, and testin g. W ork requ ires p ra c tic a l application of technical knowledge of electron ics p rin cip les, ability to determ in e m alfunctions, and sk ill to put equipment in requ ired operating condition. Glass B . Applies com prehensive technical knowledge to solve com plex problem s (i.e ., those that . typ ically can be solved so lely by p rop e rly in terpreting m anufacturers' manuals or sim ilar documents) in working on elec tro n ic equipment. W ork in volves: A fa m ilia rity with the in terrelatio n ships of circu its; and judgment in determ ining work sequence and in selecting tools and testing instrum ents, usually less com plex than those used by the class A technician. The equipment— consisting of eith er many different kinds of circuits or m ultiple repetition of the same kind of circu it— includes, but is not lim ited to, the following: (a) E lectron ic transm itting and re ceivin g equipment (e .g ., ra da r, radio, television , telephone, sonar, navigational aids), (b) d ig ita l and analog com pu ters, and (c ) in du strial and m edical measuring and controlling equipment. R ec eives technical guidance, as requ ired, fro m su pervisor o r higher le v e l technician, and work is re view ed fo r sp ecific com pliance with accepted practices and w ork assignments. May provide technical guidance to lo w e r le v e l technicians. Th is cla ssifica tio n excludes repairm en of such standard electron ic equipment as common o ffice m achines and household radio and televis io n sets; production assem blers and te s te rs ; w orkers whose p rim a ry duty is s ervicin g elec tro n ic test instruments; technicians who have adm inistrative or su p erviso ry resp o n sib ility; and d r a ft e r s , d e s ig n e r s , and p r o fe s s io n a l e n g in e e rs . C lass C . A pplies w orking technical knowledge to p e rfo rm sim ple or routine tasks in working on electron ic equipment, follow in g detailed instructions which c o ver virtu a lly all procedures. Work typ ic a lly in volves such tasks as: A ssistin g higher le v e l technicians by perform in g such activities as replacing components, w irin g circu its , and taking test readings; repairin g simple electron ic equipment; and using tools and common test instruments (e.g ., m u ltim eters, audio signal generators, tube testers, o scillo sco p es). Is not requ ired to be fa m ilia r with the interrelationships of circuits. This knowledge, h ow ever, may be acquired through assignments designed to in crease competence (including classroom tra in in g) so that w o rk er can advance to higher le v e l technician. Position s are c la s s ifie d into le v e ls on the basis of the follow ing definitions. Class A . A pplies advanced tech nical knowledge to solve unusually com plex problem s (i.e ., those that typ ic a lly cannot be solved s o lely by reference to manufacturers' manuals or sim ila r documents) in w orking on e lec tro n ic equipment. Examples of such problems include location and density of c ir c u itr y , e lec tro -m a g n etic radiation, isolating malfunctions, and frequent engineering changes. W ork in volves: A detailed understanding of the interrelationships of circu its; ex ercisin g independent judgment in p erfo rm in g such tasks as making circu it analyses, calculating wave fo rm s, tra cin g relationships in signal flow ; and re gu la rly using com plex test instruments' (e.g ., dual tra ce o s cillo sco p es, Q -m e te rs , deviation m e te rs , pulse generators). W ork may be review ed by su pervisor (frequently an engineer or d esign er) fo r general com pliance with accepted p ra c tic es. M ay provide technical guidance to lo w e r le v e l technicians. R ec eives technical guidance, as requ ired, fro m su pervisor or higher le v e l technician. Work is typ ic a lly spot checked, but is given detailed re view when new o r advanced assignments are involved. NURSE, IN D U S TR IA L (R e g is te re d ) A re g is te re d nurse who gives nursing s e rv ic e under general m edical direction to ill or injured em ployees or other persons who becom e i l l or su ffer an accident on the prem ises of a fa cto ry or other establishm ent. Duties in volve a combination of the fo llow in g: Giving fir s t aid to the ill or injured; attending to subsequent dressing of em ployees' in ju ries; keeping records of patients treated; preparing accident reports fo r compensation or other purposes; assisting in physical examinations and health evaluations of applicants and em ployees; and planning and ca rryin g out program s involving health education, accident prevention, evaluation of plant environm ent, or other activities affecting the health, w e lfa re , and safety of a ll personnel. Nursing su pervisors or head nurses in establishments employing m ore than one nurse are excluded. MAINTENANCE AND POWERPLANT B O IL E R TE N D E R H E L P E R , M A IN TE N A N C E TRAD ES F ir e s stationary b o ile rs to furnish the establishment in which em ployed with heat, pow er, o r steam. Feeds fuels to fir e by hand or operates a m echanical stoker, gas, or o il burner; and checks w a ter and safety va lves . M ay clean, o il, or assist in repairing b o ilerro o m equipment. A ssists one or m ore w orkers in the skilled maintenance tra d es, by perform in g specific or general duties of le s s e r sk ill, such as keeping a w ork er supplied with m aterials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding m a terials or tools; and perform in g other unskilled tasks as directed by journeyman. The kind of work the helper is perm itted to p erfo rm va rie s from trade to trade: In some trades the h elper is confined to supplying, lifting, and holding m a teria ls and to o ls, and cleaning working areas; and in others he is perm itted to perform sp ecia lized machine operations, or parts of a trade that are also perform ed by w orkers on a fu ll-tim e basis. C A R P E N T E R , M A IN T E N A N C E P e r fo rm s the carp en try duties n ecessary to construct and maintain in good rep a ir building woodw ork and equipment such as bins, c rib s , counters, benches, partitions, doors, flo o rs , sta irs, casin gs, and t r im made of wood in an establishm ent. W ork involves most of the fo llow in g: Planning and laying out of w ork fr o m blueprints, drawings, m odels, or verb a l instructions; using a v a rie ty of ca rp en ter's handtools, portable pow er to o ls, and standard m easuring instruments; making standard shop computations relatin g to dim ensions of w ork; and selecting m aterials n ecessary fo r the work. In gen era l, the w ork of the maintenance carp enter requ ires rounded training and experience usually acquired through a fo rm a l apprenticeship or equivalent training and experience. E L E C T R IC IA N , M A IN T E N A N C E P e r fo rm s a v a rie ty of e le c tr ic a l trade functions such as the installation, maintenance, or re p a ir of equipment fo r the generation , distribution, or utilization of e lec tric en ergy in an establishm ent. W ork in volves m ost of the fo llo w in g: Installing or repairing any of a va riety of e le c tr ic a l equipment such as gen era to rs, tra n s fo rm e rs , sw itchboards, co n trollers, circu it breakers, m otors, heating units, conduit system s, or other tra n sm ission equipment; working fro m blueprints, drawings, layouts, or other specification s; locatin g and diagnosing trouble in the e le c tr ic a l system or equipment; working standard computations relatin g to load requ irem en ts of w irin g or elec trica l equipment; and using a v a rie ty of e le c tr ic ia n 's handtools and m easuring and testing instruments. In gen eral, the work of the maintenance elec tricia n requ ires rounded training and experience usually acquired through a fo rm a l apprenticeship or equivalent train ing and experience. E N G IN E E R , S T A T IO N A R Y Operates and m aintains and m ay also supervise the operation of stationary engines and equipment (m echanical or e le c tr ic a l) to supply the establishment in which em ployed with pow er, heat, re frig e ra tio n , or a ir-con dition ing. W ork in volves: Operating and maintaining equipment such as steam engines, a ir c o m p resso rs , ge n era to rs , m otors, turbines, ventilating and re frig era tin g equipment, steam b o ile rs and b o ile r -fe d w a ter pumps; making equipment repa irs; and keeping a record of operation o f m achinery, tem p era tu re, and fu el consumption. May also supervise these operations. Head or ch ief engineers in establishm ents em ploying m ore than one engineer are excluded. M A C H IN E -T O O L O PE R A T O R , TO O LRO O M S pecia lizes in operating one or m ore than one type of machine todl (e.g ., jig b o re r, grinding machine, engine lathe, m illin g machine) to machine m etal fo r use in making or maintaining jigs , fixtu res, cutting too ls, gauges, or m etal dies or molds used in shaping or form ing m etal or nonmetallic m a teria l (e .g ., pla stic, p la ster, rubber, gla ss). W ork typ ically in v o lv e s : Planning and perform in g difficu lt machining operations which requ ire com plicated setups or a high degree of accuracy; setting up machine too l or tools (e .g ., in stall cutting tools and adjust guides, stops, working tables, and other controls to handle the size of stock to be machined; determ ine proper feeds, speeds, tooling, and operation sequence or select those p rescrib ed in drawings, blueprints, or layouts); using a va riety of p recision m easuring instruments; making n ecessary adjustments during machining operation to achieve requisite dimensions to v e r y close toleran ces. May be required to select proper coolants and cutting and lubricating o ils , to recogn ize when tools need dressin g, and to dress tools. In general, the work of a m ach in e-tool operator, too lro o m , at the sk ill le v e l called fo r in this cla ssification requires extensive knowledge of machine-shop and too lro o m practice usually acquired through considerable on-the-job training and experience. F o r cross-in du stry wage study purposes, this classifica tio n does not include m achine-tool operators, to o lro o m , em ployed in tool-a n d -die jobbing shops. M A CH INIST, M A IN T E N A N C E Produces replacem ent parts and new parts in making rep a irs of m etal parts of mechanical equipment operated in an establishm ent. W ork in volves most of the fo llow in g: interpreting written instructions and specification s; planning and laying out of w ork; using a va rie ty of m achinist's handtools and precisio n m easuring instruments; setting up and operating standard machine tools; shaping of m etal parts to close tole ra n c es; making standard shop computations relatin g to dimensions of w ork, toolin g, feeds, and speeds of machining; knowledge of the w orking p rop erties of the common m etals; selecting standard m a terials, parts, and equipment requ ired fo r this w ork; and fitting and assem bling parts into mechanical equipment. In gen eral, the m ach in ist's w ork n orm ally requ ires a rounded training in machine-shop p ractice usually acquired through a fo rm a l apprenticeship or equivalent training and experience. Paints and redecorates w alls, w oodwork, and fix tu res of an establishm ent. W ork in volves the fo llow in g: Knowledge of surface pecu lia rities and types of paint requ ired fo r d ifferen t applications; preparing surface fo r painting by rem oving old finish or by placing putty or f ille r in n ail holes and in te rstices ; and applying paint with spray gun o r brush. May m ix c o lo r s , o ils, white lead, and other paint ingredients to obtain proper color or consistency. In gen era l, the w ork of the maintenance painter requ ires rounded training and experien ce usually acquired through a fo rm a l apprenticeship or equivalent training and experience. M ECHANIC, A U TO M O TIV E (Maintenance) P IP E F IT T E R , M A IN TEN AN C E Repairs autom obiles, buses, m otortru cks, and tra c to rs of an establishm ent. W ork in volves m ost o f the fo llow in g: Examining automotive equipment to diagnose source of trouble; disassem bling equipment and p erform in g rep a irs that involve the use of such handtools as w renches, gauges, d r ills , o r specialized equipment in disassem bling or fitting parts; replacing broken or d efective parts fro m stock; grinding and adjusting va lves ; reassem bling and in stallin g the variou s assem blies in the veh icle and making n ecessary adjustments; and aligning w heels, adjusting brakes and ligh ts, or tightening body bolts. In general, the w ork of the automotive mechanic re qu ires rounded training and experience usually acquired through a fo rm a l apprenticeship or equivalent training and experience. This classifica tion does not include m echanics who rep a ir cu stom ers' veh icles in automobile re p a ir shops. M ECHANIC, M A IN TE N A N C E Repairs m achinery or m echanical equipment of an establishm ent. W ork in volves m ost of the fo llow in g: Examining machines and m echanical equipment to diagnose source of trouble; dismantling o r partly dismantling machines and perfo rm in g repa irs that m ainly in volve the use of handtools in scraping and fitting parts; replacing broken or defective parts with item s obtained fro m stock; ordering the production of a replacem ent part by a machine shop or sending of the machine to a machine shop fo r m ajor repa irs; preparin g w ritten specification s fo r m a jo r rep a irs or fo r the production of parts o rdered from machine shops; reassem bling machines; and making all n ecess a ry adjustments fo r operation. In gen eral, the work of a maintenance mechanic requ ires rounded training and experience usually acquired through a fo rm a l apprenticeship or equivalent training and experience. Excluded from this classification are w orkers whose p rim a ry duties in volve setting up or adjusting machines. M ILLW R IG H T Installs new machines or heavy equipment, and dism antles and in stalls machines or heavy equipment when changes in the plant layout are required. W ork in volves most of the fo llow in g: Planning and laying out of the w ork; in terpreting blueprints or other specification s; using a v a rie ty of handtools and riggin g; making standard shop computations relating to s tre sses, strength of m a teria ls , ajid centers of gra vity; aligning and balancing of equipment; selecting .standard too ls, equipment, and parts to be used; and installing and maintaining in good o rd er pow er tran sm ission equipment such as d rives and speed redu cers. In general, the m illw rig h t's w ork n orm ally requ ires a rounded training and experience in the trade acquired through a fo rm a l apprenticeship or equivalent training and experience. Installs or repairs w ater, steam, gas, o r other types of pipe and pipefittin gs in an esta blish ment. W ork involves most of the follow in g: Layin g out of w ork and m easuring to locate position of pipe fro m drawings or other written sp ecification s; cutting variou s sizes of pipe to c o rre c t lengths with ch isel and hammer or oxyacetylene torch or pipe-cutting m achines; threading pipe with stocks and dies; bending pipe by hand-driven or p o w er-d riven m achines; assem bling pipe with couplings and fastening pipe to hangers; making standard shop computations relatin g to p ressu re s, flow , and size of pipe requ ired; and making standard tests to determ in e whether finished pipes m eet specification s. In general, the work of the maintenance p ip e fitte r requ ires rounded training and experience usually acquired through a fo rm a l apprenticeship or equivalent train ing and experience. W ork ers p r im a rily engaged in installing and repairing building sanitation or heating system s are exclu ded. S H E E T -M E T A L W ORKER, M A IN TE N AN C E Fabricates, in stalls, and maintains in good re p a ir the sh eet-m eta l equipment and fixtures (such as machine guards, grease pans, shelves, lo c k e rs , tanks, v e n tila to rs , chutes, ducts, m etal ro o fin g ) of an establishment. W ork involves most of the fo llow in g: Planning and laying out a ll types of sheetm etal maintenance work fro m blueprints, m odels, or other specifica tion s; setting up and operating all available types of sh eet-m etal working m achines; using a v a rie ty of handtools in cutting, bending, form in g, shaping, fitting, and assem bling; and in stallin g sh eet-m eta l a rticles as requ ired. In gen eral, the w ork of the maintenance sheet-m etal w o rk e r requ ires rounded train ing and experien ce usually acquired through a fo rm a l apprenticeship o r equivalent train ing and experience. TO O L AND DIE M AKER Constructs and repairs jig s , fix tu res, cutting to o ls, gauges, or m eta l dies or m olds used in shaping or form ing m etal or n on -m etallic m a teria l (e .g ., p la stic, p la ster, rubber, gla ss). W ork typ ically in volves: Planning and laying out w ork according to m odels, blu eprints, draw ings, or other w ritten or oral specifications; understanding the working p ro p e rties of comm on m etals and a lloys; selecting appropriate m a terials, tools, and p roce sses requ ired to com plete task; making n ecessary shop computation; setting up and operating variou s machine tools and related equipment; using variou s too l and die m aker's handtools and precision m easuring instrum ents; w orking to v e r y clo se tolera n ces; h eat-treatin g m etal parts and finished too ls and dies to achieve requ ired qu alities; fitting and assem bling parts to prescrib ed tolerances and allow ances. In gen era l, too l and die m a k e r's w ork requ ires rounded training in machine-shop and too lro o m p ractice usually acquired through fo rm a l apprenticeship or equivalent training and exp erien ce. F o r cross-indu stry wage study pu rposes, this c la ssifica tio n does not include too l and die m akers who (1) are em ployed in tool and die jobbing shops or (2) produce fo rgin g dies (die sin kers). CUSTODIAL AND MATERIAL MOVEMENT GUARD AND W AT C H M E N L A B O R E R , M A T E R IA L HANDLING Guard. P e r fo rm s routine police duties, eith er at fix ed post o r on tour, maintaining o rd er, using arms or fo rc e w here n ecessary. Includes gatemen who are stationed at gate and check on identity of em ployees and other persons en terin g. A w orker em ployed in a w arehouse, manufacturing plant, sto re, or other establishm ent whose duties in volve one or m ore of the follow in g: Loading and unloading variou s m a teria ls and m erchandise on or fro m freight ca rs , trucks, or other tran sporting devices; unpacking, sh elvin g, or placing m a terials o r merchandise in proper storage location; and tran sporting m a teria ls or m erchandise by handtruck, car, or w heelbarrow . Longshorem en, who load and unload ships are exclu ded. Watchman. and ille g a l entry. Makes rounds of prem ises p e rio d ica lly in protecting p rop erty against fir e , theft, JA N ITO R , PO R T E R , OR C LE A N E R Cleans and keeps in an o rd e rly condition fa cto ry working areas and w ashroom s, or prem ises o f an office, apartment house, or co m m ercia l or other establishm ent. Duties in volve a combination of the follow in g: Sweeping, mopping or scrubbing, and polishing flo o rs ; rem oving chips, trash, and other riefuse; dusting equipment, furniture, o r fixtu res; polishing m etal fixtu res or trim m in gs; providing supplies and m inor maintenance s ervices ; and cleaning la va to ries, show ers, and restro om s. W o r k e rs who specialize in window washing are excluded. ORDER F IL L E R F ills shipping or tra n sfer orders fo r finished goods fro m stored m erchandise in accordance with specifications on sales slips, cu sto m ers' o rd ers, or other instructions. M ay, in addition to fillin g orders and indicating item s fille d or om itted, keep re cord s of outgoing o rd ers, requ isition additional stock or report short supplies to su p erviso r, and p e r fo rm other related duties. P A C K E R , SHIPPING Prepa res finished products fo r shipment or storage by placing them in shipping containers, the specific operations perform ed being dependent upon the type, s iz e , and number of units to be packed, the type of container em ployed, and method of shipment. W ork requ ires the placing of item s in shipping containers and may involve one o r m o re of the fo llo w in g : Knowledge o f va rio u s item s of stock in o rd er to v e r ify content; selection of appropriate type and size of container; in sertin g en closu res in container; using e x c e ls io r or other m a teria l to prevent breakage or damage; closing and sealing container; and applying labels o r entering identifying data on container. Pa ck ers who also make wooden boxes or crates are exclu ded. follow s: T ru c k d riv e r (combination of sizes listed sep ara tely) T ru c k d riv e r, light (under IV2 tons) T ru c k d riv e r, medium (lVz to and including 4 tons) T ru c k d riv e r, heavy (o v e r 4 tons, t r a ile r type) T ru c k d riv e r, heavy (o v e r 4 tons, other than t r a ile r type) S H IPPIN G AND R EC EIVIN G C L E R K P rep a res m erchandise fo r shipment, or re c e iv e s and is responsible fo r incom ing shipments of m erchandise or other m a teria ls . Shipping work in vo lv es: A knowledge of shipping procedu res, p ra c tic e s , routes, available means of transportation, and rates; and preparing record s of the goods shipped, making up b ills of lading, posting weight and shipping charges, and keeping a file of shipping re cord s. M ay d irect o r assist in preparin g the merchandise fo r shipment. R eceivin g work in v o lv e s : V e rify in g o r d irectin g others in v e r ify in g the co rrectn ess of shipments against b ills of lading, in voices, o r other re cord s; checking fo r shortages and rejectin g damaged goods; routing m erchandise or m a terials to p rop er departm ents; and maintaining n ecessary records and file s . F o r wage study purposes, tru ck d rivers are cla s s ifie d by size and type of equipment,, as (T r a c to r - t r a ile r should be rated on the basis of t r a ile r capacity.) TR U C K E R , POW ER goods Operates a manually controlled ga so lin e- or e le c tr ic -p o w e re d truck or tra cto r to transport and m a terials of a ll kinds about a w arehouse, manufacturing plant, or other establishment. F o r wage study purposes, w ork ers are c la s s ifie d by type of truck, as follow s: T ru c k er, pow er (fo rk lift) T ru c k er, pow er (other than fo r k lift) F o r wage study pu rposes, w ork ers are cla ssified as follow s: W AREH O U SEM AN R eceivin g clerk Shipping clerk Shipping and re ceivin g clerk TR U C K D R IV E R D rives a tru ck within a city o r in du strial area to transport m a terials, m erchandise, equipment, or men between variou s types of establishm ents such as: Manufacturing plants, freigh t depots, w arehouses, w holesale and re ta il establishm ents, or between re ta il establishments and cu stom ers' houses or places of business. M ay also load or unload truck with or without h elp ers, make m in or m echanical re p a irs , and keep truck in good working o rder. D river-sa lesm en and o ver-th e -ro a d d r iv e rs are excluded. As d irected, p erfo rm s a v a rie ty of warehousing duties which requ ire am understanding of the establishm ent's storage plan. W ork in volves most of the fo llow in g: V erifyin g m a terials (o r merchamdise) against re ceivin g documents, noting amd reporting discrepancies and obvious damages; routing m a terials to p rescrib ed storage locations; storing, stacking, or pailletizing m aterials in accordance with p rescrib ed storage methods; rearran gin g and taking inventory of stored materiads; examining stored materiads amd reporting deterioration amd damage; rem oving m a terial from storage and preparing it fo r shipment. May operate hand or pow er trucks in perform in g warehousing duties. Exclude w orkers whose p rim a ry duties in volve shipping amd receivin g w ork (see shipping and re ceivin g clerk and packer, shipping), o rd er fillin g (see o rd er f ille r ), or operating power trucks (see tru ck er, pow er). bulletins will be issued once every 3 years. These bulletins will contain information on establishment practices and supplementary benefits as well as earnings. In the interim years, supplements containing data on earnings only will be issued at no additional costs to holders o f the A rea Wage bulletin. I f you wish to receive these supplements, please complete the coupons below and mail to any o f the BLS regional addresses listed on the back cover o f this publication. No further action on your part is necessary. Each year, you will receive the supplement when it is published. A re a W age S u rveys i 1 i Please send a copy o f Supplement 1 to BLS Bulletin 1 ! Name 1 1 ! Address l l l i City and State 1 l 1 1 1 1 1 Please send a copy o f Supplement II to BLS Bulletin Name Address Zip Code City and State Zip Code Available On Request— The follow ing areas are surveyed p e r io d ica lly fo r use in adm inistering the S ervic e Contract Act of 1965. the BLS regional o ffices shown on the back co ver. A lam ogordo— Las C ru ces, N. Mex. A laska Albany, Ga. Albuquerque, N. Mex. A lexan dria, La. Alpena, Standish and Tawas C ity, Mich. Ann A rb o r, Mich. Atlantic City, N.J. Augusta, Ga.— S.C. B a k e rsfie ld , C alif. Baton Rouge, La. Battle C reek , Mich. Beaumont— o rt Arthur^-Orange, Tex. P B ilo x i—G u lfp o rt and P a s c a g o u la , M is s . B oise C ity, Idaho B rem erton , Wash. B rid gep ort, Norwalk and Stam ford, Conn. Brunswick, Ga. Burlington, Vt.— .Y. N Cape Cod, Mass. Cedar Rapids, Iowa Champaign— Urbana, 111. Charleston, S.C. Charlotte— Gastonia, N.C. Cheyenne, Wyo. C la r k s v ille , Tenn. and H opkin sville, Ky. C olorado Springs, Colo. Columbia, S.C. Columbus, Ga.— Ala. Columbus, M iss. Crane, Ind. Decatur, 1 1. 1 Des M oines, Iowa Dothan, Ala. Duluth— uperior, Minn.— is. S W E l Pa so, Tex . Eugene— prin gfield, O reg. S F a y e tte v ille , N.C. Fitchburg— eo m in ster, M ass. L F o rt Smith, A rk.— Okla. F re d e ric k — Hagerstown, Md.— Chambersburg, Pa.— artinsburg, W. Va. M Gadsden— Anniston, Ala. G oldsboro, N.C. Grand Island— Hastings, Nebr. G reat F a lls , Mont. Guam H a rrisbu rg— Lebanon, Pa. Huntington— Ashland, W. Va,— Ky.— Ohio K n o x v ille , T enn. L a red o, Tex. Las V egas, Nev. L im a , Ohio Copies of public releases are or w ill be available at no cost w hile supplies last fro m any of L ittle Rock— North L ittle Rock, A rk . Logansport— eru , Ind. P L orain — ly ria , Ohio E L o w er Eastern Shore, Md.— a.—Del. V Lynchburg, Va. Macon, Ga. Madison, W is. M ansfield, Ohio Marquette, Escanaba, Sault Ste. M a rie , Mich, Me Allen— arr— Ph Edinburg and B row n sville— Harlingen— San Benito, Tex. Medford— Klamath F a lls— Grants P a ss, Oreg. M eridian, M iss. M iddlesex, Monmouth, and Ocean C os., N.J. M obile, Ala. and Pensacola, Fla. Montgom ery, Ala. N ashville—Davidson, Tenn. New Bern— Jacksonville, N.C. North Dakota Norwich— Groton— New London, Conn. Orlando, Fla. Oxnard— Simi V alley— Ventura, C alif. Panama City, Fla. P eo ria , 1 1. 1 Phoenix, A riz . Pine Bluff, Ark. Portsmouth, N.H.— ain e—M a s s. M Pueblo, Colo. Puerto Rico Reno, Nev. Richland— Kennewick— alla W alla— W Pendleton, Wash.— Oreg. R iverside— San Bernardino— ntario, C alif. O Salina, Kans. Sandusky, Ohio .Santa B a rb a ra —Santa M a ria —L o m p o c , C a lif. Savannah, Ga. Selma, Ala. Sherman— Denison, Tex. Shreveport, La. Sioux F a lls, S. Dak. Spokane, Wash. Springfield, 1 1. 1 Springfield— Chicopee—H olyoke, M ass.—Conn. Stamford, Conn. Stockton, Calif. Tacom a, Wash. Tampa— St. P etersbu rg, Fla. Topeka, Kans. Tucson, A riz . V a llejo — a irfield -N a p a , C alif. F Waco and K illeen — Tem ple, Tex . W aterloo-C edar F a lls , Iowa West Texas Plains Reports fo r the follow ing surveys conducted in the p rio r y e a r but since discontinued are also available: Grand Fork s, N. Dak. Sacramento, C a lif* San Angelo, T e x * * W ilmington, Del.— N.J.— d.* M A bilen e, T e x .* * B illin gs , M ont.* Corpus C h ris ti, T e x * F resn o, C a lif.* * ** Expanded to an area wage su rvey in fis c a l ye a r 1975. Included in W est Texas Plains. See inside back cover. The fourteenth annual report on sa la ries fo r accountants, auditors, ch ief accountants, attorneys, job analysts, directors of personnel, buyers, chem ists, en gin eers, en gin eering technicians, d ra fte rs, and c le r ic a l em ployees is available. O rder as BLS Bulletin 1837, National Survey of P ro fe ssio n a l, A d m in istra tive, Technical, and C le ric a l Pay, M arch j1974, $1.40 a copy, fr o m any of the BLS regio n a l sales offices shown on the back co ver, or fro m the Superintendent of Documents. U.S. Government Printin g O ffic e, Washington, D.C. 20402. Area Wage Surveys A lis t o f the la test ava ila b le bulletins or bulletin supplements is presented below . A d irecto ry of a rea wage studies including m ore lim ited studies conducted at the request of the Employment Standards A dm in istration o f the D epartm ent o f Labor is available on request. Bulletins m ay be purchased fro m any of the BLS region a l o ffices shown on the back co ver. Bulletin supplements may be obtained, without cost, w here indicated, fro m BLS regional o ffices. Bulletin number and p r ic e * A kron , Ohio, Dec. 1973*-----------------------------------------------Albany— Schenectady— ro y , N. Y. , Sept. 1974 _______________ T Albuquerque, N. M ex., M a r. 1974 2 __________________________ A llen tow n-B ethlehem -E aston , Pa .— .J ., M ay 1974 2_______ N Anaheim-Santa Ana—Garden G ro ve, C a lif., Oct. 1974 1_____ Atlanta, Ga., M ay 1974-------------------------------------------------A ustin, T e x ., Dec. 1974 ______________________________________ B a ltim o re, M d., Aug. 1974___________________________________ B eau m on t-Port Arthur— Orange, T e x ., M ay 1974 2__________ B illin gs , Mont., July 1974*___________________________________ Binghamton, N .Y —P a ., July 1974 ___________________________ Birm ingham , A la ., M a r. 1974— . __________________________ B oise C ity, Idaho, N ov. 1973 2________________________________ Boston, M a ss., Aug. 1974 ____________________________________ Buffalo, N .Y ., Oct. 1974 ______ _______________________________ Burlington, V t ., Dec. 1973 * _____________________________ . ____ Canton, Ohio, M ay 1974 1 ____________________________________ Charleston, W . V a ., M a r. 1974 2_____________________________ C h arlotte, N .C ., Jan. 1974 2__________________________________ Chattanooga, Tenn.— Ga., Sept. 1974 ________________________ Chicago, H I., M ay 1974 _____________________________________ Cincinnati, O hio-Ky.— d., Feb. 1974 1 ---------------------------In C leveland, O h io, Sept. 1973__________________________________ Columbus, Ohio, Oct. 1974______T ____________________________ Corpus C h ris ti, Tex., July 1974 * ___________________________ D allas, T e x ., Oct. 1973 2____ _______ _________________________ D a lla s -F o rt W orth, T ex ., Oct. 1974 ________________________ Davenport— ock Island— o lin e, Iowa— R M 111., Feb. 1974 * ____ Dayton, Ohio, Dec. 1974*_______ ,____________________________ Daytona Beach, F la ., Aug. 1974 1_________________________ — Denver, C o lo ., Dec. 1973 2 ___________________________________ Denver—B o u ld er, C o lo .1 3____________________________________ Des M oines, Iow a, M ay 1974 2_______________________________ D etro it, M ich ., M ar. 1974____________________________________ Durham, N .C ., Dec. 1973 2 ___________________________________ F o rt Lau derdale— Hollyw ood and W est P a lm Beach, F la ., A p r. 1974 ------- ------------- ------------------ --------------------------F o rt W orth, T e x ., Oct. 1973 2 _______________________________ Fresn o, C a l i f . 1 3 _ _ ___________________________________________ G a in e sville, F la ., Sept. 1974*_______________________________ G reen Bay, W is., July 1974__________________________________ G reensboro— inston-Salem -H igh Point, N .C ., Aug. 1974 1 W G re en v ille, S .C ., M ay 1974 __________________________________ H a rtfo rd , Conn. 1 3 ____________________________________________ Houston, T e x ., A p r. 1974 1 ___________________________________ H u ntsville, A la ., Feb. 1974 1_________________________________ Indianapolis, Ind., Oct. 1974 ________________________________ Jackson, M is s ., Jan. 1974 * __________________________________ Jackson ville, F la ., Dec. 1974 _______________________________ Kansas C ity, Mo.— Kans., Sept. 1974------------------------------L aw ren ce— a verh ill, M ass.— .H ., June 1974 2 ---------------H N L ex in gton -F a yette, K y., Nov. 1974 _________________________ L ittle Rock— North L ittle Rock, A rk ., July 1973 2 ------------Los A n g eles-L o n g Beach, C a lif., Oct. 1974--------------------Los A n geles—Long Beach and Anaheim— Santa Ana— Garden G ro ve, C a lif., Oct. 1973 2___________________________________ L o u is v ille , Ky.—Ind., Nov. 1 9 7 4 *____________________________ Lubbock, T e x ., M ar. 1974 2 __________________________________ M an chester, N .H ., July 1973 2_______________________________ * 1 2 3 Prices are determined by the Government Printing Office and are subject to change. Data on establishment practices and supplementary wage provisions are also presented. No longer surveyed. To be surveyed. 1795-10, Suppl. Suppl. Suppl. 1850-9, Suppl. Suppl. Suppl. Suppl. 1850-6, Suppl. Suppl. Suppl. Suppl. Suppl. Suppl. 1795-23, Suppl. Suppl. Suppl. 1795-27, 1795-16, Suppl. Suppl. 1850-3, Suppl. Suppl. 1795-14, 1850-14, 1850-1, Suppl. 65 cents Free F re e F re e 85 cents F ree F ree F ree F ree 75 cents F ree F ree F ree F ree F ree Free 80 cents F re e F re e Free $ 1.10 75 cents F re e F ree 75 cents F ree Free 65 cents 80 cents 75 cents F re e Suppl. Suppl. 1795-9, F re e F re e 65 cents Suppl. Suppl. Free F re e ______ 1850-11, ______Suppl. ______ 1850-2, ______Suppl. 75 cents F ree 80 cents F re e _________ 1795-22, _________ 1795-13, _________ Suppl. _________ 1795-12, _________ Suppl. _________ Suppl. _________ Suppl. _________ Suppl. _________ Suppl. _________ Suppl. 85 cents 65 cents F re e 65 cents F ree F ree F ree F ree F ree F ree _________ Suppl. _________ 1850-12, _________ Suppl. _________ Suppl. F ree 80 cents F ree F ree A rea Bulletin number and p r ic e * Melbourne— itu s v ille — T Cocoa, F la ., Aug. 197 4*_______________________________________ 1850-5, 75 cents Mem phis, Tenn,— rk.—M is s ., Nov. 1974______________________________________________ Suppl. A F re e M ia m i, F la ., Oct. 1974 .—________ ___ __________________________________________________ Suppl. F re e Midland and O dessa, T e x ., Jan. 1974 2___.___________________________________________ Suppl. F ree Milwaukee, W is., M ay 1974________________________________________________ ____________ Suppl. Free Minneapolis— St. Paul, Minn., Jan. 1974 ______________________________________________ Suppl. F ree Muskegon— Muskegon H eigh ts, M ich., June1974 2______________________________________ Suppl. F ree Nassau— Suffolk, N .Y . 1 3 _______________________________________________ ______ __________ Newark, N.J. 1 3_________________________________________________________________________ Newark and J ersey C ity, N.J., Jan. 1974 2____________________________________________ Suppl. F re e New Haven, Conn., Jan. 1974 2 ________________________________________________________ Suppl. F re e New O rlean s, L a ., Jan. 1974 1_________ ___________ ____________________________________ 1795-15, 70 cents New Y ork , N .Y .-N .J . 1 3 ............................................................ ........................................ New Y o rk and Nassau— Suffolk, N .Y ., A p r. 1974 2 ____________________________________ Suppl. F ree V Portsm outh, Va.— .C . 3----------------------------------------------N Norfolk— irg in ia Beach— N orfolk— irg in ia Beach-Portsm outh and Newport News— V Hampton, V a., Jan. 1974______________________________________________________________Suppl. F re e Northeast Pennsylvania, Aug. 1974 1___________________________________________________ 1850-8, 80 cents Oklahoma C ity, Okla., Aug. 19741 _______ _____ _______ _______________________________ 1850-7, 80 cents Omaha, Nebr —Iow a, Oct. 1974 *________________________________________________________ 1850-10, 80 cents Paterson— Clifton— a ssa ic, N .J ., June 1974 __________________________________________ Suppl. P F ree Philadelphia, Pa^-N .J., Nov. 1973 1___________________________________ _______________ 1795-19, 85 cents Phoenix, A r i z . , June 1974 2 ____________________________________________________________Suppl. F ree Pittsburgh, P a ., Jan. 1974 ___________________ _____ ___________________________________Suppl. F ree Portland, M aine, Nov. 1974____________________________________________________________ Suppl. F re e Portland, O re g —W ash., May 1974 1___________________________________________________ 1795-26, 85 cents Poughkeepsie, N .Y . 1 3 __________________________________ _____________ ________________ Poughkeepsie— Kingston— Newburgh, N .Y ., June 1974_________________________________ Suppl. F ree Provid ence— arw ick— W Pawtucket, R .I.— ass., M ay 1974 1___________________________ 1795-24, 80 cents M R a leigh, N .C ., Dec. 1973 * 2................................ *...................... ............................ ......... 1795-7, 65 cents F ree Raleigh-D urham , N.C., Feb. 1975 _____________________________________________________ Suppl. Richmond, V a ., M ar. 1974 1____________________________________________________________ 1795-25, 80 cents R ive rsid e— San B ern ardin o-O n tario, C a lif., Dec. 1973 2______________________________Suppl. F re e R ockford , H I., June 1974 2_______________ ______________________________________________ Suppl. F re e St. Louis, M o.— 111., M ar. 1974 ________________________________________________________ Suppl. F re e Sacram ento, C a lif. 1 3 ___________ _______________________________________________________ Saginaw, M ich. 1 3 ___________________________________________ _______________ ____________ Salt Lake C ity, Utah, Nov. 1974 _______________________________________________________ Suppl. F ree San Antonio, T e x ., May 1974 1_____________________________________________ _____ _____ 1795-21, 65 cents San D iego, C a lif., Nov. 1974 * _________________________________________________________ 1850-13, 80 cents San F rancisco— Oakland, C a lif., M ar. 1974 ___________________________________________ Suppl. F re e San Jose, C a lif., M ar. 1974____________________________________________________________ Suppl. F ree Savannah, Ga., M ay 1974 2______________—_________ ______________________ _____________ Suppl. F ree Scranton, P a ., July 1973 * 2 ___________________________________________________________ 1795-3, 55 cents Seattle— verett, W ash., Jan. 1974 ____________________________________________________ 1795-17, 65 cents E Sioux F a lls , S. Dak., Dec. 1973 2 ______________________________________________________ Suppl. F ree South Bend, Ind., M a r. 1974 1__________________________________________________________ 1795-18, 65 cents Spokane, W ash., June 1974 2 ___________________________________________________________ Suppl. F ree Syracuse, N .Y ., July 1 97 4*_________________________ . _________________________________ 1850-4, 80 cents Tampa— St. P etersb u rg , F la ., Aug. 1973 2 _____________________________________________ Suppl. F ree T o led o , Ohio— ic h ., A p r . 1974 _________________ ______________________________________ Suppl. M F ree Trenton, N .J., Sept. 1974______________________________________________________________ Suppl. F ree Washington, D.C.— Md.— a ., M a r. 1974 _______________________________________________ Suppl. V F ree W aterbury, Conn., M a r. 1974 2________________________________________________________ Suppl. F ree W aterloo, Iow a, Nov. 1973 1 2__________________________________________________________ 1795-5, 60 cents W ichita, Kans., A p r. 1 97 4*____________________________________________________________ 1795-20, 65 cents F ree W o rcester, M a ss., May 1974__________________________________________ _______________ Suppl. Y o rk , P a ., Feb. 1974 __________________________________________________________________ Suppl. F ree Youngstown— arren , Ohio, Nov. 1973 2_____________________________________________ ..S u ppl. W F re e POSTAGE AND FEES PAID U.S. DEPARTMENT OF LABOR U.S. DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS WASHINGTON, D.C. 20212 LAB 441 OFFICIAL BUSINESS PENALTY FOR PRIVATE USE $300 THIRD CLASS MAH. B U R E A U O F L A B O R S T A T IS T IC S R E G IO N A L O F F IC E S Region I 1603 JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (Area Code 617) Connecticut Maine Massachusetts New Hampshire Rhode Island Vermont Region It Suite 3400 1515 Broadway New York, N.Y. 10036 Phone: 971-5405 (Area Code 212) Region V 9th F lo o r, 230 S. D e arb orn S t. Chicago, III. 60604 Phone: 353-1880 (Area Code 312) Illinois Indiana Michigan Minnesota Ohio Wisconsin Region VI 1100 Commerce St. Rm. 6B7 Dallas, Tex. 75202 Phone: 749-3516 (Area Code 214) Arkansas Louisiana New Mexico Oklahoma Texas New Jersey New York Puerto Rico Virgin Islands Region I II P.O. Box 13309 Philadelphia. 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