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Area Wage Survey Bulletin 1950- 71 U.S. Department of Labor Bureau of Labor Statistics Dayton, Ohio, Metropolitan Area December 1977 Preface This bulletin provides results of a December 1977 survey of occupa tional earnings and supplementary wage benefits in the Dayton, Ohio, Standard Metropolitan Statistical A rea. The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program. It was conducted by the Bureau's regional office in Chicago, 111., under the general direction of Lois L. O rr, Assistant Regional Commissioner for Operations. The survey could not have been accomplished without the cooperation of the many firm s whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere apprecia tion for the cooperation received. Material in this publication is in the public domain and may be reproduced without perm ission of the Federal Government. Please credit the Bureau of Labor Statistics and cite the name and number of this publication. Note: Also available for the Dayton area are listings of union wage rates for Seven selected building trades. Free copies of these are available from the Bureau's regional offices. (See back cover for addresses.) Area Wage Survey Dayton, Ohio, Metropolitan Area December 1977 U.S. Department of Labor Ray Marshall, Secretary Bureau of Labor Statistics Julius Shiskin, Commissioner Contents Page Page March 1978 Bulletin 1950-71 Introduction-------------------------------------------------------------- 2 B -5 . T ables: A. Earnings, all establishments: A - l . Weekly earnings of office workers------------------------------------------- 3 A -2 . Weekly earnings of profes sional and technical w orkers------- 6 A -3 . Average weekly earnings of office, professional, and technical workers, by sex------------ 8 A -4 . Hourly earnings of mainte nance, toolroom, and powerplant w orkers---------------------- 10 A -5 . Hourly earnings of material movement and custodial workers------------------------------------------- 1 1 A-fe. Average hourly earnings of maintenance, toolroom, powerplant, material move ment, and custodial workers, A -7 . B. For sale by the Superintendent of Documents. U S Government Printing Office. Washington. D C. 20402, GPO Bookstores, or BLS Regional Offices listed on back cover. B -4 . Percent increases in average hourly earnings, adjusted for employment shifts, for se lected occupational groups-----------13 Establishment practices and supple mentary wage provisions: B - l . Minimum entrance salaries for inexperienced typists and clerks--------------------------------------- 14 B -2 . Late-shift pay provisions for full-time manufacturing plant w ork ers-----------------------------------15 B -3 . Scheduled weekly hours and days of full-tim e first-shift worke rs------------------------------------------- 16 B -6 . B -7 . Appendix A. Appendix B. Annual paid holidays for full time workers----------------------------------- 17 Paid vacation provisions for full-time workers--------------------------- 18 Health, insurance, and pension plans for full-time workers----------- 21 Life insurance plans for full-time workers--------------------------- 22 Scope and method of survey--------------25 Occupational descriptions---------------- 30 Introduction Table A -7 provides percent changes in average hourly earnings of office clerical workers, electronic data processing workers, industrial nurses, skilled maintenance trades workers, and unskilled plant workers. Where possible, data are presented for all industries and for manufacturing and nonmanufacturing separately. Data are not presented for skilled main tenance workers in nonmanufacturing because the number of workers em ployed in this occupational group in nonmanufacturing is too small to warrant separate presentation. This table provides a measure of wage trends after elimination of changes in average earnings caused by employment shifts among establishments as well as turnover of establishments included in survey samples. For further details, see appendix A. This area is 1 of 74 in which the U.S. Department of Labor's Bu reau of Labor Statistics conducts surveys of occupational earnings and re lated benefits. (See list of areas on inside back cover.) In each area, occupational earnings data (A -se r ie s tables) are collected annually. Infor mation on establishment practices and supplementary wage benefits (B series tables) is obtained every third year. Each year after all individual area wage surveys have been com pleted, two summary bulletins are issued. The first brings together data for each metropolitan area surveyed; the second presents national and r e gional estim ates, projected from individual metropolitan area data, for all Standard Metropolitan Statistical Areas in the United States, excluding Alaska and Hawaii. B -se r ie s tables 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 a s sistance 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. The B -se r ie s tables present’ information on minimum entrance salaries for inexperienced typists and clerks; late-sh ift 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-sh ift work ers; paid holidays; paid vacations; health, insurance, and pension plans; and more detailed information on life insurance plans. 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, on the area's industrial composition in manufacturing, and on labor-management agreement coverage. A -s e r ie s tables Tables A - l through A - 6 provide estimates of straight-tim e weekly or hourly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. For the 31 largest survey areas, tables A - 8 through A - 13 provide sim ilar data for establishments employing 500 workers or more. Appendix B provides job descriptions used by Bureau field econ omists to classify workers by occupation. 2 A. Earnings Table A-1. Weekly earnings of office workers in Dayton, Ohio, December 1977 Weekly earnings * (standard) Occupation and industry division (standard) N u m ber o f w o r k e r s receiv in g straigh t-tim e w eekly earnings of— $ Average weekly ^niirc 1 Number of woiken $ 85 Mean2 Median 2 Middle range2 and under * 90 - S s S * s s * * s * s S s * S s $ $ 400 100 110 12 0 13 0 140 150 160 180 200 220 240 260 280 300 320 3 40 360 380 - - - - - - - - - - - - - - - - - - and 90 100 110 120 130 140 150 160 180 200 220 240 260 280 3 00 320 340 360 380 400 over ~ - - 40 29 11 8 81 43 38 15 237 15 8 79 8 2 07 1 46 61 8 184 140 44 7 1 15 90 25 12 97 70 27 21 82 71 11 6 37 36 1 1 46 36 10 9 24 24 24 24 15 15 “ ” 12 11 1 “ 3 3 - 31 9 22 - 77 49 28 - 10 ~ 10 4 - _ - _ - _ _ _ - 31 19 12 26 18 8 17 13 4 21 19 2 17 13 4 4 4 “ 12 11 1 3 3 “ 2 2 “ 4 4 ~ 1 1 “ 14 *14 ALL WORKERS SECRETARIES ------------------MANUFACTURING ------------NONHANUFACTURING --------PUBLIC UTILITIES ------- 1 .3 2 2 9 54 368 99 39.5 39.5 3 9 .0 3 9 .0 $ 210 .50 220 .00 185 .50 2 10 .00 $ 1 97 .50 2 05 .00 175 .00 2 15 .50 $ $ 1 6 7 .0 0 -2 4 2 .0 0 1 7 3 .5 0 -2 5 5 .0 0 1 5 0 .0 0 -2 1 1 .0 0 1 5 5 .0 0 -2 5 3 .5 0 SECRETARIES. CLASS A ----MANUFACTURING ------------NONMANUF A C T U R I N 6 --------- 161 126 35 3 9 .0 3 9 .0 3 9 .0 2 53 .50 2 66 .50 2 08 .00 2 35 .50 246.50 202.50 2 00 .00 -2 79 .00 2 1 3 .0 0 -3 0 0 .0 0 1 9 0 .0 0 -2 3 3 .0 0 - - - - - - 4 4 - 5 5 - SECRETARIES. CLASS B ----MANUFACTURING ------------NONMANUFACTURING --------- 369 263 106 39.5 39.5 3 9 .0 2 02 .50 2 11 .00 1 81.50 190 .00 1 94.00 1 74 .00 1 6 8 .5 0 -2 2 7 .0 0 1 7 3 .0 0 -2 3 3 .5 0 1 6 0 .0 0 -1 9 6 .0 0 _ _ - _ - _ - _ - - 28 14 14 99 65 34 65 39 26 51 37 14 40 35 5 20 19 1 14 12 2 3 3 ~ 3 2 1 3 3 ~ 6 6 “ 7 7 “ 1 1 - 20 11 9 2 2 - 7 7 “ SECRETARIES. CLASS C ----MANUFACTURING ------------NONHANUFACTURING --------- 452 384 68 39.5 39.5 3 9 .0 2 2 0 .00 2 2 5 .50 188 .00 207 .00 2 17 .50 18*0 .00 1 7 0 .5 0 -2 6 7 .0 0 1 7 4 .0 0 -2 7 0 .5 0 1 6 1 .5 0 -2 0 7 .0 0 _ - _ _ - _ - 64 49 15 61 47 14 68 50 18 31 30 1 32 28 4 39 38 1 27 26 1 23 23 ~ 18 18 ~ - - 22 19 3 - - 20 17 3 1 - 26 21 5 16 16 - 4 2 2 SECRETARIES. CLASS D -----MANUFACTURING ------------NONMANUFACTURIN6 --------- 170 88 82 4 0 .0 4 0 .0 3 9.5 178.50 182 .00 174.00 1 73 .00 182 .50 156 .00 1 5 0 .5 0 -1 9 5 .5 0 1 7 0 .0 0 -2 0 0 .5 0 1 2 7 .5 0 -1 8 0 .0 0 - “ - 6 1 9 17 17 “ 7 6 1 4 4 8 “ 8 * ~ * ” * - 9 32 25 7 - 1 44 28 16 - 6 14 5 9 3 - 25 7 18 SECRETARIES. CLASS E -----MANUFACTURING ------------NONHANUFACTURING --------PUBLIC UTILITIES ------- 127 63 64 51 39.5 4 0 .0 3 9 .0 3 9 .0 186.00 179 .00 193.00 2 0 2 .50 1 72 .00 172 .00 1 72 .00 230.00 1 4 9 .5 0 -2 2 5 .0 0 1 4 9 .5 0 -2 0 1 .0 0 1 5 0 .0 0 -2 3 8 .5 0 1 5 0 .0 0 -2 4 4 .0 0 _ ~ - _ - 4 - 23 21 2 17 1 16 16 - ~ - ~ 4 14 2 12 12 - 4 13 10 3 3 3 3 - 19 9 10 4 11 11 ~ - 17 5 12 8 - 4 6 1 5 “ STENOGRAPHERS ---------------MANUFACTURING ------------- 3 9 .5 3 9 .5 3 9.5 192 .00 1 92 .00 1 91 .50 191 .00 188 .50 191 .00 1 6 0 .5 0 -2 1 6 .5 0 1 5 5 .5 0 -2 1 9 .0 0 1 6 8 .0 0 -2 0 3 .0 0 - “ “ 5 3 2 4 1 13 10 3 37 31 6 51 41 10 76 58 18 118 62 56 42 33 9 50 32 18 29 22 7 8 5 3 4 --------------- 454 320 134 STENOGRAPHERS. GENERAL --MANUFACTURING ------------- 214 136 4 0 .0 4 0 .0 180 .00 1 69 .50 184 .50 1 62 .00 1 5 4 .0 0 -1 9 6 .5 0 1 5 1 .5 0 -1 9 0 .5 0 - - _ 2 1 7 - - 4 28 27 38 36 69 29 19 12 20 3 - - 26 25 “ 3 ~ STENOGRAPHERS. SENIOR ----MANUFACTURING ------------NONMANUFACTURING --------- 24 0 184 56 3 9.5 3 9 .5 3 9.5 2 03 .00 2 09 .00 1 82 .50 1 94 .50 2 02 .50 172 .00 1 6 6 .0 0 -2 3 1 .5 0 1 7 0 .0 0 -2 3 8 .5 0 1 5 9 .5 0 -1 9 4 .0 0 - - - 4 6 6 - - 23 14 9 38 22 16 49 33 16 23 21 2 30 29 1 29 22 7 5 5 ~ 4 - 11 6 5 TRANSCRIBING-MACHINE TYPISTS MANUFACTURING ------------- 46 34 3 9 .0 3 9 .0 162.00 168 .50 167 .00 177 .50 1 3 8 .5 0 -1 8 4 .0 0 1 5 9 .0 0 -1 8 4 .0 0 _ - 4 4 4 3 13 13 2 2 1 1 - 4 11 8 - - 2 1 TYPISTS -----------------------MANUFACTURING ------------NONMANUFACTURING --------- 5 07 298 209 39.5 4 0 .0 3 8 .5 134.50 140 .50 125 .50 1 27.00 133.50 120.50 1 1 5 .0 0 -1 4 4 .0 0 1 1 9 .5 0 -1 4 7 .0 0 1 1 0 .0 0 -1 3 3 .0 0 - 20 62 31 31 90 48 42 94 45 49 92 65 27 49 45 41 18 23 20 17 3 20 13 7 1 4 1 7 5 2 TYPISTS. CLASS A ----------MANUFACTURING ------------NONMANUFACTURING --------- 125 95 30 3 9 .5 4 0 .0 3 9 .0 1 64 .00 169.00 148.00 1 47 .00 1 48 .50 133 .00 1 3 3 .0 0 -1 7 9 .0 0 1 3 4 .0 0 -1 8 4 .5 0 1 3 1 .0 0 -1 5 7 .5 0 - - 2 21 16 5 20 10 10 27 26 1 13 8 5 11 9 2 14 11 3 _ TYPISTS. CLASS B ----------MANUFACTURING ------------NONMANUFACTURIN6 --------- 382 20 3 179 3 9 .0 4 0 .0 3 B .5 1 24 .50 127.00 121 .50 121 .00 126 .00 118 .00 1 1 0 .0 0 -1 3 4 .0 0 1 1 0 .0 0 -1 3 8 .0 0 1 0 8 .0 0 -1 2 9 .0 0 73 29 72 55 17 22 19 3 28 10 18 9 8 1 6 2 4 1 1 N O N M A N U F A C T U R IN 6 * W o r k e r s w e r e d is trib u te d as fo llo w s : S ee fo o tn o te s _ - 20 _ - - 3 3 “ * - 2 20 62 31 31 88 48 40 20 5 at $ 4 0 0 to $ 4 2 0 ; 3 at $ 4 2 0 to $ 4 4 0 ; and 6 at $ 4 4 0 to $ 4 6 0 . at end o f t a b le s . 1 1 3 5 4 ~ 4 i 44 3 . ~ 5 ~ ” “ “ - - - - - - - ~ i ~ - - 4 ~ 15 15 ~ ~ - - - “ - - 3 3 " 6 6 - - - - “ “ - ~ - _ 1 1 - - ~ ' 1 1 1 - 15 15 * i " - “ - " - “ - - ” “ ” “ “ 6 4 2 1 1 1 1 3 3 6 6 “ ~ ~ - 1 1 - “ - - - - “ - - “ Table A-1. Weekly earnings of office workers in Dayton, Ohio, December 1977— Continued """weekl^Tarnln^^^™ (standard) Occupation and industry division Number of wodcen Average weekly hour.1 (standard) N u m b e r o f w o r k e r s r e c e i v i n g s t r a i g h t - t i m e w e e k l y e a r n i n g s o f ---C $ Mean2 Median2 Middle range 2 * $ t * i S S S * t * % * % * s i t s 90 100 110 120 130 140 150 160 1 80 200 220 240 260 280 300 320 340 360 380 90 100 110 120 130 140 150 160 180 200 220 240 260 280 300 320 340 360 380 400 32 9 23 39 12 27 48 6 42 29 16 13 23 11 12 7 1 6 1 1 20 4 16 2 1 1 24 - 64 6 58 24 4 4 - 4 4 9 9 28 26 15 11 4 3 4 3 1 20 16 1 10 10 - - - - - - ~ ” “ “ ” “ 64 6 58 28 9 19 30 12 18 20 4 16 13 12 1 19 10 9 2 - - - - - - - - - - - 85 and under 400 and over ALL WORKERS— CONTINUED FILE CLERKS --------------------------MANUFACTURING --------------------N O N M A N U F A C T U R I N G ----------------- 293 67 226 3 9 .5 3 9 .5 3 9 .0 $ 133 .00 129 .50 134 .50 121 .50 1 3 0 .00 1 2 0 .00 $ $ 1 0 5 .0 0 -1 4 2 .0 0 1 1 1 .5 0 -1 4 0 .5 0 9 7 .0 0 -1 4 3 .0 0 FILE CLERKS. CLASS B -------------NONnANUFACTuRING ----------------- 96 82 38.5 3 8 .5 151.50 150 .50 136 .00 131 .50 1 2 4 .0 0 -1 8 9 .0 0 1 2 2 .0 0 -1 8 9 .0 0 - FILE CLERKS. CLASS C -------------MANUFACTURING --------------------NONMANUFACTURING ----------------- 176 53 123 3 9 .5 39.5 3 9 .5 112.50 122.00 108 .50 106 .00 120 .00 105 .00 9 7.0 0-12 5.0 0 1 0 6 .0 0 -1 3 8 .5 0 9 7 .0 0 -1 1 3 .0 0 - M E S S E N G E R S ---------------------------MANUFACTURING --------------------NONMANUFACTURING ----------------- 98 49 49 3 9 .0 3 9 .5 3 8 .5 1 22 .50 127 .50 117 .50 111 .00 1 2 5 .00 108 .00 1 0 5 .0 0 -1 3 6 .0 0 1 0 6 .0 0 -1 3 7 .5 0 1 0 5 .0 0 -1 1 4 .0 0 6 6 12 5 7 22 3 19 16 4 12 13 9 4 11 10 1 2 2 “ 6 5 1 3 3 SWITCHBOARD OPERATORS --------------MANUFACTURING --------------------NONMANUFACTURING ----------------- 90 38 52 39.5 39.5 4 0 .0 149.00 1 6 2 .00 139.00 137 .50 1 4 8 .50 1 30 .00 1 2 0 .0 0 -1 5 6 .0 0 1 3 1 .0 0 -1 8 1 .5 0 1 2 0 .0 0 -1 4 8 .0 0 - 2 - 2 “ 10 7 3 19 1 18 15 8 7 13 4 9 10 4 6 8 4 4 “ SUITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING --------------------NONMANUFACTURING ----------------- 200 91 109 3 9 .5 4 0 .0 3 9.5 1 40 .50 1 33 .50 1 46 .50 1 36 .00 1 3 6 .00 140 .00 1 1 1 .0 0 -1 5 0 .0 0 1 0 1 .5 0 -1 4 7 .5 0 1 1 7 .0 0 -1 5 9 .0 0 - 9 33 27 6 23 10 13 21 7 14 18 8 10 45 20 25 14 6 8 14 7 7 1 1 “ 3 3 9 18 1 17 - - ORDER CLERKS -------------------------MANUFACTURING --------------------- 1 05 82 4 0*0 4 0 .0 142 .50 144.50 1 37 .50 1 40 .00 1 2 7 .0 0 -1 5 0 .0 0 1 2 7 .0 0 -1 5 6 .0 0 - - _ - 33 26 29 19 16 13 10 7 9 9 6 6 2 2 _ _ _ - - ORDER CLERKS. CLASS B -----------MANUFACTURING --------------------- 94 75 4 0 .0 4 0 .0 1 38 .50 1 40 .00 1 35.50 137 .50 1 2 7 .0 0 -1 4 7 .0 0 1 2 7 .0 0 -1 4 9 .0 0 - - _ - 33 26 29 19, 14 13 8 7 9 9 - “ 1 1 ACCOUNTING CLERKS -------------------MANUFACTURING --------------------NONMANUFACTURING ----------------PUBLIC UTILITIES --------------- 989 40 9 580 92 4 0 .0 4 0 .0 4 0 .0 4 0 .0 1 6 4 .50 176 .50 155 .50 2 22 .50 1 52.00 167 .00 144 .00 230.00 1 3 2 .0 0 -1 7 7 .0 0 1 4 0 .0 0 -1 9 2 .5 0 1 2 1 .0 0 -1 6 6 .5 0 1 5 4 .0 0 -3 0 1 .0 0 - 35 33 - 35 33 48 2 46 4 99 39 60 4 1 05 43 62 10 114 35 79 “ 110 53 57 8 205 112 93 1 74 33 41 10 49 35 14 5 29 9 20 14 ACCOUNTING CLERKS. CLASS A -----MANUFACTURING --------------------NONMANUFACTURING ----------------PUBLIC UTILITIES --------------- 3 94 155 239 60 3 9 .5 3 9 .5 3 9 .5 4 0 .0 198.00 2 1 0 .50 189.50 2 6 0 .00 181 .00 2 00 .00 1 6 8 .00 2 9 3 .50 1 6 1 .0 0 -2 3 0 .0 0 1 7 3 .5 0 -2 4 0 .0 0 1 5 5 .0 0 -2 1 0 .0 0 2 3 0 .0 Q -3 0 1 .0 0 - - 17 18 18 34 16 18 “ 25 5 20 3 99 31 68 ~ 56 25 31 5 37 27 10 5 ACCOUNTING CLERKS. CLASS B -----MANUFACTURING --------------------NONMANUFACTURING ----------------PUBLIC UTILITIES --------------- 595 254 341 32 4 0 .0 4 0 .0 4 0 .0 3 9 .5 1 42 .00 1 55.50 132 .00 1 52 .00 1 40 .00 1 56.00 130 .00 136 .00 1 2 3 .0 0 -1 5 8 .5 0 1 3 2 .0 0 -1 7 0 .0 0 1 1 4 .0 0 -1 4 8 .0 0 1 2 9 .0 0 -1 6 9 .5 0 - 35 35 “ 18 8 10 5 12 8 4 “ 106 81 25 1 MACHINE BILLERS — -------------------- 40 4 0 .0 145 .50 138 .00 1 3 8 .0 0 -1 4 5 .0 0 - “ “ PAYROLL CLERKS ----------------------MANUFACTURING --------------------NONMANUFACTURING ----------------- 176 12 3 53 4 0 .0 4 0 .0 3 9.5 1 66 .50 1 68.00 162 .50 158 .50 1 64 .00 1 54 .00 1 3 3 .5 0 -1 8 8 .5 0 1 3 3 .5 0 -1 9 4 .0 0 1 3 2 .0 0 -1 7 4 .0 0 KEYPUNCH OPERATORS -----------------MANUFACTURING --------------------NONHANUF AC T U R I N G ----------------- 535 31 2 223 3 9 .5 4 0 .0 3 9.5 1 66.00 178 .50 148.50 1 52 .00 1 6 2 .00 1 39 .00 1 3 2 .0 0 -1 8 4 .5 0 1 4 0 .0 0 -1 9 4 .0 0 1 2 6 .5 0 -1 5 9 .0 0 “ ” “ ” ~ - _ - 17 “ “ ~ “ 2 5 1 1 5 4 4 _ 1 1 “ 3 - “ “ - - - ~ ” - - - “ “ “ - - _ - - - - _ _ - - - - - - - 2 2 - _ _ _ - - - 1 1 3 3 - - “ - - - - - _ _ - _ - - - - - - - 1 1 - - - - - - _ _ _ _ _ _ _ - - - - - - - - 18 16 2 2 12 11 1 1 14 4 10 8 31 4 27 25 8 8 5 5 - _ - - - - 28 9 19 13 13 13 11 10 1 1 14 4 10 8 29 2 27 25 1 5 3 2 2 1 1 _ - 2 2 - - “ 3 - - - - - - - - - - - - 8 8 5 5 - - _ - - - - - - - - _ - _ - - - - 33 “ 82 39 43 4 87 43 44 10 80 19 61 “ 85 48 37 5 - - 2 - 25 4 1 7 - - - 1 - - - - - - - - - 1 1 6 5 1 20 18 2 25 8 17 23 20 3 13 4 9 24 16 8 29 24 5 13 13 ” 11 6 5 9 6 3 _ 2 2 - _ _ - - - _ 44 28 16 59 25 34 70 22 48 63 36 27 57 29 28 70 48 22 63 54 9 9 8 1 22 4 18 25 20 5 10 10 14 14 “ 5 ~ 5 13 3 10 S ee fo o tn o te s at end o f ta b le s . “ 48 2 46 4 33 - - _ - 4 ~ 1 1 - - 5 5 - - - “ “ 6 6 - - - - Table A-1. Weekly earnings of office workers in Dayton, Ohio, December 1977— Continued Weekly earnings1 (standard) Average weekly hours1 (standard) Occupation and industry division N u m ber o f w o rk e r s receiv in g straigh t-tim e w eek ly earnings of * 85 Middle range 2 * * * $ * $ s s t s s 90 100 110 120 130 140 150 t 160 s 180 s 200 s 220 s 240 s 260 s 280 300 320 340 360 380 s 400 100 110 120 130 140 150 160 180 200 220 240 260 280 300 320 340 360 380 400 over 9 15 1 14 28 22 6 28 17 11 37 22 15 24 19 5 6 6 8 3 5 23 18 5 1 1 - 3 3 - 10 10 6 6 - - - _ - - 35 14 29 21 17 39 35 4 2 2 34 33 26 7 14 21 and under 90 ALL M0RKERS-C0NTINUE0 KEYPUNCH OPERATORS - CONTINUED KEYPUNCH OPERATORS, CLASS A MANUFACTURING ---------------- N0NNANUFACTURING ----------KEYPUNCH OPERATORS CLASS B MANUFACTURING --NONMANUFACTURING - fse.so 198 128 70 3 9.5 3 9.5 3 9.5 202.00 33 7 184 15 3 3 9.5 4 0 .0 '3 9 .0 $ $ 163.50 1 70 .50 1 8 4 .00 152 .00 1 4 8 .5 0 1 5 5 .5 0 1 3 7 .5 0 - 1 53 .00 162.00 142.00 1 40 .00 155 .00 1 36.00 1 2 3 .0 0 -1 70 .00 1 2 5 .0 0 1 8 7 .00 1 2 2 .0 0 -1 5 0 .00 2 33 .50 2 40 .00 1 75 .50 - 9 - 5 13 3 - 5 10 S ee fo o tn o te s at end o f ta b le s . 5 44 28 16 50 25 25 55 12 3 2 1 1 13 4 4 7 7 4 4 - _ ~ Table A-2. Weekly earnings of professional and technical workers in Dayton, Ohio, December 1977 ^^^eekl^Tarnings^™ (standard) Number O cc u p a tio n and in d u s tr y d iv is io n woikers Average weekly hours1 (standard) N u m b e r o f w o r k e r s r e c e i v i n g s t r a i g h t - t i m e w e e k l y e a r n i n g s of— * Mean2 Median 2 Middle range 2 $ * 11 0 and under * $ * % 120 130 140 160 S S 180 200 220 $ 240 S 260 s 280 S 300 S % 320 360 38 0 s s S % 340 s * 4 00 420 440 460 480 - - and - - - - - - - ~ - - - - - - - 12 0 130 140 160 180 200 22 0 240 260 280 300 320 340 360 380 400 4 20 440 460 480 over - 1 1 1 1 7 3 4 4 3 3 14 13 18 16 23 20 19 18 24 23 21 21 23 20 19 18 18 16 9 9 17 17 _ _ _ 2 4 9 8 18 17 20 20 21 18 16 15 9 7 3 3 3 3 *13 13 ALL UORKERS COMPUTER SYSTEMS ANALYSTS (BUSINESS) ------------------------MANUFACTURING -------------------- 221 2 03 3 9 .5 39.5 $ 376 .50 3 8 0 .00 $ 3 76 .00 3 79 .50 $ $ 3 2 7 .0 0 -4 2 5 .5 0 3 2 9 .5 0 -4 2 7 .5 0 - COMPUTER SYSTEMS ANALYSTS ( B U S INESS)• CLASS A -----------MANUFACTURING -------------------- 106 92 3 9 .5 3 9 .5 3 9 9 .00 4 04 .00 398 .00 4 01 .00 3 7 1 .5 0 -4 2 3 .5 0 3 7 6 .0 0 -4 2 4 .5 0 _ “ _ “ _ ~ _ ” “ COMPUTER SYSTEMS ANALYSTS (BU S I NESS). CLASS 8 -----------MANUFACTURING -------------------- 103 99 3 9.5 3 9 .5 358 .00 3 63 .00 3 3 3 .50 3 3 4 .00 3 0 5 .5 0 -4 3 0 .5 0 3 0 8 .0 0 -4 3 4 .5 0 _ - _ - _ - _ - _ - _ - _ - COMPUTER PROGRAMMERS (BUSINESS) — MANUFACTURING -------------------NONHANUFACTURING ---------------- 23 4 167 67 3 9 .5 3 9 .5 3 9.5 3 0 1 .50 317 .50 2 61 .00 2 92 .50 3 1 4 .50 250.00 2 3 7 .5 0 -3 5 7 .5 0 2 5 3 .0 0 -3 6 9 .0 0 2 2 4 .0 0 -2 7 9 .5 0 - - - - “ - 1 1 5 13 8 5 7 3 4 COMPUTER PROGRAMMERS (BUSIN E S S ) • CLASS A --------------------------MANUFACTURING -------------------- 107 90 3 9 .5 3 9 .0 3 3 7 .50 341 .50 3 4 5 .00 360 .00 2 5 5 .5 0 -3 9 9 .5 0 2 5 2 .0 0 -4 0 9 .5 0 _ _ “ COMPUTER PROGRAMMERS (BUSINESS)* CLASS B --------------------------MANUFACTURING -------------------NONMANUFACTURING ---------------- 107 65 42 4 0 .0 4 0 .0 3 9 .5 2 7 8 .00 2 9 7 .50 2 4 7 .50 278.00 3 14 .50 245.50 2 3 8 .5 0 -3 2 2 .0 0 2 7 3 .0 0 -3 3 5 .0 0 2 2 9 .0 0 -2 6 0 .0 0 _ _ _ _ - - - - COMPUTER OPERATORS ----------------MANUFACTURING -------------------NONMANUFACTURING ---------------- 259 165 94 3 9 .5 3 9 .5 4 0 .0 2 1 7 .50 2 3 0 .00 194.53 200 .00 2 13 .00 182 .50 1 7 0 .0 0 -2 4 2 .0 0 1 8 2 .0 0 -2 6 5 .5 0 1 5 8 .0 0 -2 0 3 .0 0 _ ~ - 2 1 1 - COMPUTER OPERATORS. CLASS A ---MANUFACTURING -------------------- 54 33 3 9 .5 3 9 .0 2 65 .50 2 6 4 .50 2 2 8 .00 2 21 .50 2 1 1 .0 0 -3 2 2 .0 0 2 1 1 .0 0 -3 1 2 .0 0 - - - - - COMPUTER OPERATORS* CLASS B ---MANUFACTURING -------------------NONHANUFACTURING ---------------- 150 92 58 3 9 .5 3 9 .5 4 0 .0 2 1 2 .00 2 35 .50 175 .50 196 .00 2 3 2 .50 1 74 .00 1 6 8 .5 0 -2 4 0 .5 0 1 7 2 .5 0 -2 7 1 .5 0 1 5 2 .0 0 -1 9 2 .5 0 - _ - COMPUTER OPERATORS. CLASS C ---- 55 3 9.5 184.00 1 78 .00 1 5 7 .5 0 -2 0 1 .0 0 - 2 DRAFTERS -----------------------------MANUFACTURING -------------------NONHANUFACTURING ---------------- 936 7 24 212 4 0 .0 4 0 .0 4 0 .0 2 6 0 .00 2 6 1 .00 2 5 7 .50 253 .00 256.00 2 4 6 .50 2 0 6 .0 0 -3 2 3 .0 0 2 0 6 .0 0 -3 2 3 .0 0 2 1 0 .0 0 -3 0 4 .0 0 DRAFTERS. CLASS A ---------------MANUFACTURING -------------------NONMANUFACTURING ---------------- 37 9 295 84 4 0 .0 4 0 .0 4 0 .0 3 25 .00 327 .00 3 17 .00 3 2 4 .50 3 24 .50 3 2 0 .00 DRAFTERS. CLASS B ---------------MANUFACTURING -------------------NONMANUFACTURING ---------------- 214 17 0 44 4 0 .0 4 0 .0 4 0 .0 2 47 .00 2 49 .50 2 38 .00 DRAFTERS. CLASS C ---------------MANUFACTURING -------------------NONMANUFACTURING ---------------- 311 243 68 4 0 .0 4 0 .0 4 0 .0 2 00 .00 196.00 2 13 .50 * W o r k e r s w e r e d is t r ib u t e d as f o llo w s : ~ ~ _ “ 4 1 _ ~ 5 4 i 1 “ i 3 3 3 3 13 13 16 16 19 19 10 10 6 6 . - 2 2 3 3 7 7 4 4 34 22 12 26 9 17 24 13 11 16 13 3 19 13 19 18 1 12 9 3 20 18 2 10 9 1 6 6 “ i i ~ 8 8 ” 9 8 1 4 4 6 _ 18 18 10 9 10 5 6 4 4 2 2 1 4 2 16 14 9 8 6 6 9 8 3 3 i i 8 8 7 4 3 4 2 2 11 3 8 16 16 14 8 6 8 7 1 11 7 4 17 17 8 7 1 4 4 1 1 _ - _ - - - 5 4 1 6 4 2 15 8 7 4 4 i i 4 4 2 2 1 4 2 7 - 2 2 i i _ 1 1 - 1 1 4 - _ 30 8 22 54 32 22 40 22 18 35 23 12 29 26 3 15 10 5 14 14 _ - 1 1 6 3 14 11 7 5 4 1 2 2 - 19 3 16 39 21 18 21 7 14 16 7 9 17 16 1 9 9 - 12 12 - 3 3 - 2 2 8 8 - - 1 1 - 1 11 14 13 5 5 2 - 1 - - 1 1 ~ 1 22 22 14 10 4 38 28 10 58 49 9 59 48 11 127 97 30 74 62 12 104 65 39 88 63 25 28 19 9 43 29 14 168 145 23 43 34 9 3 0 2 .0 0 -3 5 0 .0 0 3 1 6 .0 0 -3 4 8 .5 0 2 7 3 .0 0 -3 5 0 .0 0 _ - _ - _ - - - ~ 9 6 3 19 14 5 44 29 15 13 7 6 34 25 9 155 134 21 234.00 235.00 226.00 2 1 7 .0 0 -2 6 4 .0 0 2 1 8 .5 0 -2 6 4 .0 0 2 1 0 .0 0 -2 6 0 .0 0 _ - - 200.00 1 9 3 .50 2 3 6 .00 1 6 5 .5 0 -2 3 9 .5 0 1 6 3 .0 0 -2 1 8 .0 0 1 8 8 .5 0 -2 4 5 .5 0 1 16 16 1 1 1 ~ 1 1 1 1 “ ~ ~ - 2 2 1 1 1 1 - - “ “ - - - - ~ - - - - - - - - - - - 18 10 8 28 24 4 14 12 2 6 5 1 2 1 1 i i “ - 39 30 9 17 9 8 25 21 4 12 10 2 6 5 1 2 1 1 i i “ - - - - - “ ” " - - - ~ 54 47 7 23 19 4 36 29 7 10 8 2 6 3 3 12 10 2 2 2 1 1 “ 3 3 “ 2 2 - 53 36 17 33 26 7 52 46 6 48 41 7 67 58 9 11 9 2 62 32 30 8 5 3 4 3 1 1 1 1 1 2 2 - - - 6 at $ 4 8 0 to $ 5 0 0 ; 6 at $ 5 0 0 to $ 5 2 0 ; and 1 at $ 5 2 0 to $ 5 4 0 . “ - 9 7 2 5 3 2 - 3 3 - 3 3 - - 6 - 1 1 ” “ ~ 3 3 - - S ee fo o tn o te s at end o f t a b le s . _ ~ _ “ - Table A-2. Weekly earnings of professional and technical workers in Dayton, Ohio, December 1977— Continued Weekly earnings1 (standard) Occupation and industry division N u m b e r o f w o r k e r s re c e iv in g st r a ig h t -t im e w e e k ly e a rn in gs of— s Average weekly hour*1 (standard) s 110 Median2 Middle range 2 t s S $ i i i $ « 5 5 * * * * * * * * 120 130 140 160 180 200 220 240 260 280 300 320 340 360 380 400 420 440 460 480 130 140 160 180 200 220 240 260 280 300 320 340 360 380 400 420 440 460 480 over 51 51 87 56 31 28 24 23 1 14 12 2 42 38 4 4 92 9 83 82 25 22 6 5 1 8 6 2 2 15 11 4 4 83 an d under 120 ALL WORKERS— CONTINUED DRAFTERS - CONTINUED DRAFTER-TRACERS -------------------- 32 4 0 .0 $ 165 .00 $ 148 .50 1 3 6 .5 0 -1 8 0 .0 0 ELECTRONICS TECHNICIANS -----------MANUFACTURING --------------------- 416 195 N O N M A N U F A C T U R I N G ------------------- 221 PUBLIC UTILITIES --------------- 214 4 0 .0 39.5 4 0 .0 4 0 .0 2 64 .50 2 2 3 .50 3 01 .00 3 0 3 .00 2 6 9 .50 2 16 .00 295.00 2 95 .00 2 1 0 .0 0 1 9 7 .0 0 2 8 8 .0 0 2 8 9 .0 0 - 2 95 .00 2 43 .00 3 38 .50 3 38 .50 2 88 .50 ELECTRONICS TECHNICIANS* CLASS A- 84 3 9 .0 2 7 6 .00 269.50 2 3 4 .0 0 - ELECTRONICS TECHNICIANS* CLASS BMANUFACTURING -------------------NONAANUF A C T U R I N 6 ----------------PUBLIC UTILITIES --------------- 263 89 17 4 169 4 0 .0 4 0 .0 4 0 .0 4 0 .0 2 7 6 .50 3 1 0 .00 3 12 .50 2 95 .00 1 99 .00 295.00 295.00 2 1 3 .0 0 3 35 .00 1 9 0 .5 0 -2 1 3 .0 0 2 9 5 .0 0 3 38 .50 2 9 5 .0 0 3 3 8 .5 0 ELECTRONICS TECHNICIANS* CLASS C- 69 4 0 .0 2 0 6 . 5 a 2 1 0 .0 0 2 1 0 .0 0 -2 1 6 .0 0 60 57 4 0 .0 4 0 .0 294 .00 295 .00 2 5 3 .0 0 -3 3 8 .5 0 2 5 3 .0 0 -3 4 0 .0 0 REGISTERED INDUSTRIAL NURSES MANUFACTURING ------------- 2 1 0 .0 0 292.00 291.50 3 - 6 See fo o tn o te s at end o f t a b le s . 2 7 - 62 2 2 3 2 8 8 2 2 10 10 79 78 15 15 3 78 - 3 3 76 78 - - - - - - - 83 82 5 5 6 5 9 8 * 5 5 - 6 6 3 3 * - - Table A-3. Average weekly earnings of office, professional, and technical workers, by sex in Dayton, Ohio, December 1977 Average (mean2) Sex, 3 occu p a tion , OFFICE and in d u stry div ision OCCUPATIONS - CLERKS• CLASS OCCUPATIONS - Weekly earnings1 (standard) Sex, 3 occu pa tion , A 79 47 4 0 .0 4 0 .0 $ 2 26 .00 1 90.00 46 4 0 .0 2 62 .50 an d i n d u s t r y d i v i s i o n 1,318 Weekly hours1 [standard) Weekly earnings1 (standard) TYPISTS - CONTINUED 382 203 179 T Y P I S T S , CLASS B MANUFACTURING ----NONMANUFACTURING MANUFACTURING ---------NONMANUFACTURING — PUBLIC U T I L I T I E S 3 9 .0 4 0 .0 3 8 .5 $ 1 24 .50 127.00 121 .50 2 77 67 210 47 3 9 .5 3 9 .5 3 9 .0 3 9.5 132 .00 129 .50 133 .00 197 .00 3 9 .5 3 9 .5 3 9 .0 3 9 .0 2 10 .50 2 2 0 .00 185.50 2 1 0 .00 FILE CLERKS, CLASS B NONMANUFACTURING ------ 85 71 38.5 3 8 .5 1 48.50 148 .50 S E CR ET AR IE S, CLASS A MANUFACTURING -----------NONMANUFACTURING — 159 124 35 3 9 .0 3 9 .0 3 9 .0 2 5 4 .00 2 6 7 .00 208 .00 FILE CLERKS, CLASS C MANUFACTURING -----------NONMANUFACTURING ------ 171 53 11 8 3 9 .5 3 9 .5 3 9 .5 112 .50 122 .00 108.50 S E CR ET AR IE S, CLASS B MANUFACTURING -----------NONMANUFACTURING — 368 263 10 5 39.5 3 9 .5 3 9 .0 2 0 2 .50 211 .00 181.00 MESSENGERS -------------------MANUFACTURING — NONMANUFACTURING 71 26 45 3 9 .0 39.5 3 8 .5 1 22 .50 130.00 118.50 SE C R E T A R I E S, CLASS C MANUFACTURING ----------NONMANUFACTURING — 452 3 84 68 3 9 .5 39.5 3 9 .0 220 .00 2 2 5 .50 188 .00 SUITCHBOARO OPERATORS MANUFACTURING ---------NONMANUFACTURING — 89 38 51 3 9 .5 3 9 .5 4 0 .0 148 .00 162.00 137.00 S E CR ET AR IE S, CLASS 0 MANUFACTURING -----------NONMANUFACTURING — 169 87 82 4 0 .0 1 7 8 .00 4 0 . 0 182.00 3 9 .5 1 7 4 .00 SUITCHBOARD OPERA T OR -RE C EP TIO NI ST SNANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 198 91 107 3 9 .5 4 0 .0 3 9.5 1 40 .50 133.50 146.00 SE CR ET AR IE S, CLASS E MANUFACTURING -----------NONMANUFACTURING — PUBLIC U T I L I T I E S 127 63 64 51 3 9.5 4 0 .0 3 9 .0 3 9 .0 1 86 .00 179.00 1 93 .00 202.50 ORDER CLERKS -------MANUFACTURING iotf 77 4 0 .0 4 0 .0 1 40 .50 1 42 .50 90 71 4 0 .0 4 0 .0 1 3 7 .00 1 3 8 .50 451 319 132 3 9 .5 3 9 .5 3 9 .5 1 9 1 .50 1 92 .00 1 9 1 .00 212 136 4 0 .0 4 0 .0 179.50 1 6 9 .50 910 362 5 48 67 40. 0 4 0 .0 4 0 .0 3 9 .5 1 59 .00 1 74 .50 148 .50 1 95 .50 23 9 183 56 3 9 .5 3 9 .5 3 9 .5 2 02 .50 2 0 8 .50 1 8 2 .50 ACCOUNTING CLERKS, C MANUFACTURING ---------NONMANUFACTURING - PUBLIC U T I L I T I E S 348 139 209 37 3 9.5 39.5 3 9 .5 4 0 .0 189 .50 2 09 .00 176 .50 2 36 .00 46 34 3 9 .0 3 9 .0 162 .00 1 68 .50 T YPI STS -------------------------MANUFACTURING — NONMANUFACTURING 507 298 2 09 3 9 .5 4 0 .0 3 8 .5 1 3 4 .50 140.50 1 2 5 .50 ACCOUNTING CLERKS, CLASS B MANUFACTURING --------------------------NONMANUFACTURING -------------------PUBLIC U T I L I T I E S --------------- 562 22 3 339 30 4 0 .0 4 0 .0 4 0 .0 3 9.5 140 .00 1 53.50 131 .50 145 .50 MACHINE BI LLERS -------- 40 4 0 .0 1 4 5 .50 T Y P I S T S , CLASS A MANUFACTURING — NONMANUFACTURING 125 95 30 3 9 .5 4 0 .0 3 9 .0 1 6 4 .00 169.00 1 4 8 .00 PAYROLL CLERKS ---------MANUFACTURING ----NONMANUFACTURING 174 121 53 4 0 .0 4 0 .0 3 9 .5 1 66 .00 167 .50 1 62 .50 STENOGRAPHERS, MANUFACTURING GENERAL ---------------- STENOGRAPHERS, SENIOR -------------NONMANUFACTURING ------- m an u factu rin g TRANSCRIBING-MACHINE TY P IS TS MANUFACTURING -------------------------- ORDER CLERKS, CLASS B MANUFACTURING --------------ACCOUNTING CLERKS -------MANUFACTURING ---------NONMANUFACTURING - PUBLIC U T I L I T I E S S ee fo o tn o te s at end o f t a b le s . and in d u s tr y d i v i s i o n Weekly hours Weekly earning,1 (standard) 8 222 39.5 4 0 .0 3 9 .5 1 66 .00 1 78.00 1 48 .50 KEYPUNCH OPERATORS, CLASS A MANUFACTURING ---------------------------NONMANUFACTURING --------------------- 197 127 70 3 9 .5 3 9 .5 3 9.5 2 01 .00 KEYPUNCH OPERATORS, CLASS B MANUFACTURING ---------------------------NONHANUF A C T U R I N 6 --------------------- 3 36 184 152 3 9.5 4 0 .0 3 9 .0 153.00 162 .00 141.50 3 65 .00 533 311 KEYPUNCH OPERATORS MANUFACTURING — NONMANUFACTURING 188.00 163.50 PROFESSIONAL ANO TECHNICAL OCCUPATIONS - HEN COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) , CLASS B --------------------------------- 82 COMPUTER PROGRAMMERS ( B U S I N E S S ) -----MANUFACTURING ----------------------------------------NONMANUFACTURING ----------------------------------- 187 139 48 3 9 .5 3 9.5 3 9 .5 313 .00 3 27 .50 272.00 COMPUTER PROGRAMMERS ( B U S I N E S S ) , CLASS A -------------------------------------------------------MANUFACTURING ------------------------------------------ 96 82 39.5 3 9 .5 344 .00 347.50 COMPUTER PROGRAMMERS ( B U S I N E S S ) , CLASS B -------------------------------------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 80 50 30 4 0 .0 4 0 .0 39.5 290 .00 3 11.00 254 .50 COMPUTER OPERATORS ------------------------------------NONMANUFACTURING ---------------------------------- 147 60 4 0 .0 3 9.5 231 .00 2 04 .50 COMPUTER OPERATORS, CLASS B ----------MANUFACTURING -----------------------------------------NONMANUFACTURING ----------------------------------- 82 51 31 4 0 .0 4 0 .0 4 0 .0 2 27 .50 251 .50 187.50 o 95 1 367 99 STENOGRAPHERS -----------MANUFACTURING — NONMANUFACTURING Sex, 3 occupa tion, OFFICE OCCUPATIONS UOMEN— CONTINUED OFFICE OCCUPATIONS UOMEN— CONTINUED UOMEN SECRETARIES --------------------MANUFACTURING --------NONMANUFACTURING — PUBLIC U T I L I T I E S Number of workers o OFFICE Week hr hours (standard) erage ■■a*) Average (mean2) MEN ACCOUNTING CLERKS -------------------------MANUFACTURING ---------------------------ACCOUNTING Number of workers C ----------- 32 3 9 .5 186.00 DRAFTERS -----------------------------------------------------------MANUFACTURING ----------------------------------------NONMANUF A C T U R I N G ----------------------------------- 863 688 175 4 0 .0 4 0 .0 4 0 .0 261.00 261.00 2 61 .50 DRAFTERS, CLASS A ----------------------------------MANUFACTURING -----------------------------------------NONMANUFACTURING ----------------------------------- 357 275 82 4 0 .0 4 0 .0 4 0 .0 3 25 .50 3 2 7 .50 3 1 9 .00 DRAFTERS, CLASS B ----------------------------------MANUFACTURING -----------------------------------------NONMANUFACTURING ----------------------------------- 208 168 40 4 0 .0 4 0 .0 4 0 .0 248 .00 250.00 240.00 COMPUTER OPERATORS, CLASS Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, in Dayton, Ohio, December 1977— Continued A v e ra g e (m e a n 2 ) Sex, 3 occupa tion, an d i n d u s t r y d i v i s i o n of w oikers PROFESSIONAL OCCUPATIONS DRAFTERS - W eek ly hours1 (standard) W eek ly earnings1 (standard) AND TECHNICAL HEN— CONTINUED CONTINUED $ 196.00 197.00 DRAFTER-TRACERS --------------------------------------- 27 4 0 .0 160.00 ELECTRONICS TECHNICIANS ------------------------MANUFACTURING ----------------------------------------NONHANUFACTURIN6 ---------------------------------PUBLIC U T I L I T I E S ----------------------------- 402 195 207 20 1 4 0 .0 39.5 4 0 .0 4 0 .0 2 64 .00 2 23 .50 301 .50 303 .50 84 3 9 .0 2 7 6 .00 CLASS A - W eek ly hours1 (standard) W eek ly earnings1 (standard) AND TECHNICAL MEN— CONTINUED Sex, 3 occupa tion, and in d u str y d iv is io n COMPUTER PROGRAMMERS CONTINUED ELECTRONICS TECHN ICIA NS, CLASS B MANUFACTURING ----------------------------------------NONNANUFACTURING ---------------------------------PUBLIC U T I L I T I E S ------------------------------ of workers W eek ly hours (standard) W eek ly earnings1 (standard) PROFESSIONAL ANO TECHNICAL OCCUPATIONS - UOHEN— CONTINUED TECHNICIANS - 25 4 89 165 160 4 0 .0 4 0 .0 4 0 .0 4 0 .0 $ 2 74 .00 2 10 .00 3 08 .50 311 .00 PROFESSIONAL AND TECHNICAL OCCUPATIONS - UOHEN (B US IN ES S) - COMPUTER PROGRAMMERS ( B U S I N E S S ) , CLASS B ------------------------------------------------------- 27 COMPUTER OPERATORS -----------------------------------NONNANUFACTURING ---------------------------------- 94 34 4 0 .0 4 0 .0 196.50 177.00 COMPUTER OPERATORS, CLASS B ----------MANUFACTURING ----------------------------------------- 63 36 4 0 .0 3 9 .5 194.00 2 18.00 MANUFACTURING ----------------------------------------- 36 4 0 .0 262 .50 REGISTERED INDUSTRIAL NURSES ------------MANUFACTURING ----------------------------------------- 60 57 4 0 .0 4 0 .0 294.00 295 .00 $ 242 .50 drafters: COMPUTER PROGRAMMERS (B U S I N E S S ) -----MANUFACTURING ----------------------------------------- See fo o tn o te s at end o f ta b le s . of w oikers ELECTRONICS CONTINUED A verage (m e a n 2 ) Num ber Num ber o 4 0 .0 4 0 .0 a nd i n d u s t r y d i v i s i o n O 271 232 TECHNICIANS, Sex, 3 occupa tion, PROFESSIONAL OCCUPATIONS - DRAFTERS, CLASS C ---------------------------------MANUFACTURING ----------------------------------------- ELECTRONICS A v era g e (m e a n 2 ) N um ber 9 46 27 3 9 .5 39.5 2 53 .50 268 .00 Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Dayton, Ohio, December 1977 H ourly earnings 4 O ccu pa tion and in dustry d i v is io n N um b i of workers M ean 2 M e d ia n 2 N u m b e r o f w o r k e r s r e c e i v i n g s t r a i g h t - t i m e h o u r l y e a r n i n g s o f __ M id d le range 2 $ $ 4 .6 0 4 .8 0 , and * , „ under 4 .6 0 4 .8 0 5 .0 0 $ 5 .0 0 * 5 .2 0 S 5 .4 0 $ 5 .6 0 $ * $ s $ s $ 6 .60 6 .8 0 7 .0 0 7 .40 7 .6 0 7 .8 0 * 8. % 6 .4 0 S 7 .2 0 * 6 .0 0 $ 6.2 0 * .8 0 00 8 .40 8 .8 0 9 .2 0 5 .2 0 5 .4 0 5 .6 0 5 .8 0 6.00 6 .2 0 6 .40 6 .6 0 6 ,8 0 7 .0 0 7 .2 0 7 .4 0 7 .6 0 7 .8 0 8 .0 0 8 , 4Q 8 ,$ < ? 9 .2 0 9 .6 0 1 0 .0 0 1 1 1 16 14 4 4 8 8 5 “ 4 7 1 2 - 1 " - 8 8 4 1 1 53 1 29 28 43 39 - 352 352 - 7 7 - - 6 6 42 42 1 1 12 - oO 60 - 4 - 2 2 5 $ ~% ------------ 1---------- 9 .6 0 Under ALL WORKERS MAINTENANCE CARPENTERS --------------------------MANUFACTURING ----------------------------------------- 119 99 $ 7 .9 4 8 .3 1 8 .1 1 9 .2 4 $ 6 .8 6 6 .8 6 - $ 9 .2 5 9 .2 5 MAINTENANCE EL ECTRICI ANS ----------------------MANUFACTURING ----------------------------------------- 7 05 6 36 8 .2 5 8 .3 0 9 .2 5 9 .2 5 6 .8 9 6 .7 2 - 9 .4 3 9 .4 3 - MAINTENANCE PAINTERS -------------------------------MANUFACTURING ----------------------------------------- 100 93 7 .6 5 7 .7 3 7 .9 8 8 .4 2 6 .1 7 6 .1 7 - 9 .1 7 9 .1 7 1 - MAINTENANCE MACHINISTS --------------------------MANUFACTURING ----------------------------------------- 1 46 13 4 7 .5 4 7 .5 0 7 .9 9 7 . 16 6 .6 0 6 .5 4 - 8 .5 6 8 .5 6 - _ _ - - - MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING ----------------------------------------- 648 8 .0 3 8 .0 9 8 .1 1 9 .3 1 6 .4 5 6 .4 5 - 9 .4 3 9 .4 3 10 - 591 18 14 2 2 MAINTENANCE MECHANICS (MOTOR VEH ICLES) --------------------------------------MANUFACTURING -----------------------------------------NONMANUFACTURING ----------------------------------PUBLIC U T I L I T I E S ------------------------------ 201 105 96 67 7 .0 2 7 .0 6 6 .9 8 7 .2 8 6 .6 9 6 .6 9 7 .3 5 7 .5 1 6 .2 7 5 .3 8 6 .2 7 6 .2 7 - 7 .8 1 9 .1 5 7 .7 2 7 .7 6 2 12 4 8 MAINTENANCE P I P E F I T T E R S ------------------------MANUFACTURING ------------------------------------------ 4 06 393 8 .5 8 8 .6 2 9 .2 5 9 .2 5 8 .1 1 8 .1 1 - 9 .2 5 9 .2 5 - MAINTENANCE SHEET-METAL WORKERS -----MANUFACTURING ------------------------------------------ 21 8 218 8 .8 3 8 .8 3 9 .2 5 9 .2 5 9 .2 4 9 .2 4 - 9 .2 5 9 .2 5 MILLWRIGHTS ----------------------------------------------------MANUFACTURING ------------------------------------------ 415 415 8 .4 3 8 .4 3 9 .2 4 9 .2 4 7 .1 6 7 .1 6 - 9 .2 5 9 .2 5 - - - - ~ ~ MACHINE-TOOL OPERATORS (TOOLROOM) MANUFACTURING ----------------------------------------- 553 553 8 .9 9 8 .9 9 9 .3 3 9 .3 3 9. 259 .2 5 - 9 .4 5 9 .4 5 - 3 3 1 1 TOOL AND DIE MAKERS ----------------------------------MANUFACTURING ------------------------------------------ 773 773 8 .8 3 8 .8 3 9 .5 2 9 .5 2 8 .1 5 8 .1 5 - 9 .5 2 9 .5 2 _ _ _ STATIONARY ENGINEERS -------------------------------MANUFACTURING ------------------------------------------ 195 19 5 7 .4 9 7 .4 9 6 .6 8 6 .6 8 6 .2 2 6 .2 2 - 8 .9 8 8 .9 8 _ 31 6 .1 6 5 .9 1 5 .6 2 - 7 .0 2 “ BOILER TENDERS ---------------------------------------------- $ 1 1 5 “ - “ - _ 12 10 3 3 11 11 16 16 25 24 29 29 70 68 21 20 23 21 13 13 21 21 _ - 4 2 2 7 6 5 3 2 - 1 1 1 - - 4 _ - - 3 3 12 12 3 3 10 10 7 7 17 17 _ - 16 16 14 14 31 31 12 10 50 50 60 60 24 24 - “ 8 7 1 2 1 1 3 2 1 2 2 - 26 1 25 25 12 12 17 14 3 - 3 3 - - - - 26 26 2 “ 50 2 7 7 14 14 _ 14 14 49 49 39 39 - - 2 a 2 - - - - ~ - - “ 9 8 1 8 8 - - - - - - _ _ _ - - _ - " - - 1 1 1 1 2 2 5 5 _ * 8 8 15 15 13 13 _ - 6 6 _ “ 6 6 11 11 1 1 16 16 3 3 64 64 4 4 9 4 _ 7 10 2 2 - “ ~ _ - _ - - _ 12 12 10 ~ 53 16 31 31 - - 315 315 11 8 3 1 4 4 4 19 9 6 2 2 9 5 6 - 8 8 - 25 25 19 19 13 ~ 13 13 14 14 2 - - _ _ _ - “ * - 25 24 285 282 - _ _ 10 10 _ _ - 181 18 1 _ _ - - - - 279 279 _ - - 60 60 423 423 81 81 - 6 6 537 537 4 4 8 8 31 31 38 38 - “ “ “ _ “ 26 26 _ 8 8 - “ 19 19 - - - - 66 66 31 31 - 18 18 - 3 3 “ ” 6 4 - 4 - 4 - 55 55 - 4 47 4 4 “ 1 - “ “ _ _ 2 2 - ~ S ee fo o tn o te s at end o f t a b le s . - - 4 _ - “ 4 4 9 9 2 2 - _ _ _ - * 13 13 “ * 1 1 2 2 4 4 Table A-5. Hourly earnings of material movement and custodial workers in Dayton, Ohio, December 1977 N u m ber o f w o rk e r s receiv in g straigh t-tim e hourly earnings of— Hourly earnings * O cc u p a tion and in dustry d iv is io n Number of workers S 2 .9 0 * 2 .6 0 S 2 .8 0 S 3 .0 0 S 3 .20 S 3 .9 0 S 3 .6 0 s 3 .8 0 S 9 .0 0 % % 9 .2 0 9 .9 0 2 .9 0 2 .6 0 2 .8 0 3 .0 0 3 .2 0 3 .90 3 .6 0 3 .8 0 9 .0 0 9 .2 0 9 .9 0 9 .8 0 5 .2 0 5 .6 0 6 .0 0 6 .9 0 6 .8 0 72 72 57 57 6 15 - 9 4 9 15 “ 4 5 5 - 7 9 3 ~ 119 67 97 153 76 77 139 97 92 1 270 19 251 299 280 59 226 4 57 57 95 95 3 3 _ - 20 15 1 1 10 3 3 2 i i 15 - _ - 5 5 - 7 9 3 53 21 32 12 8 59 79 96 8 88 85 6 79 9 ~ “ - 1 1 “ 29 22 2 ” 11 10 1 “ 5 t 2 .3 0 Mean 2 Median2 Middle range 2 and under ' $ 9 .8 0 " % 5 .2 0 S 5 .6 0 “ " % 6 .0 0 s 6 .9 0 “ ~ S 7 .2 0 * 7 .6 0 7 .2 0 7 .6 0 53 27 26 1 958 5 9 53 355 * 6 .8 0 — $ 8 .0 0 * 8 .9 0 * 8 .8 0 8 .0 0 8 .9 0 8 .8 0 over 31 11 20 - 39 22 12 155 18 13 7 137 2 2 2 _ _ 87 87 _ - and “ ALL WORKERS TRUCKORIVERS -----------------------------------------------MANUFACTURING -------------------------------------NONMANUFACTURINS -------------------------------PUBLIC U T I L I T I E S --------------------------- 1 .9 1 0 3 59 1 .5 5 1 799 $ 6 .3 3 6 .1 1 6 .3 8 7 .2 5 $ 6 .9 8 5 .7 9 6 .9 8 7 .5 1 $ 5 .5 2 5 .2 8 5 .9 5 6 .3 9 - $ 7 .5 1 6 .6 9 7 .5 1 7 .5 1 3 6 30 3 “ 6 ~ 30 ~ 12 ~ 12 “ TRUCKORIVERSt LIGHT TRUCK ------------NONMANUFACTURINS ------------------------------- 2 97 2B0 9 .9 7 9 .9 6 3 .2 5 3 .2 5 3 .0 0 3 .0 0 - 8 .6 0 8 .6 0 3 3 6 6 30 30 12 12 TRUCKORIVERSt MEDIUM TRUCK ----------MANUFACTURING -------------------------------------NONMANUFACTURING -------------------------------- 909 102 302 5 .6 3 5 .3 9 5 .7 1 5 .5 2 5 .9 5 5 .9 5 5 .9 9 9 .9 9 5 .9 9 - 5 .9 5 5 .5 2 6 .3 9 _ - _ - TRUCKDRIVERSt TRACTOR-TRAILER — MANUFACTURING -------------------------------------NONMANUFACTURING -------------------------------PUBLIC U T I L I T I E S --------------------------- 993 81 912 52 6 .8 9 6 .3 9 6 .9 3 8 .9 9 6 .6 0 6 .9 2 6 .6 0 8 .6 0 6 .9 8 5 .2 8 6 .9 8 8 .6 0 - 7 .5 6 6 .9 3 7 .5 6 8 .7 0 SHIPPERS --------------------------------------------------------MANUFACTURING -------------------------------------- 119 97 9 .5 6 9 .5 8 9 .5 0 9 .5 0 3 .9 1 3 .9 1 - 5 .3 5 5 .3 5 - - - - “ “ ~ RECEIVERS ------------------------------------------------------MANUFACTURING --------------------------------------NONHANUFACTURING -------------------------------- 179 87 92 9 .6 3 9 .9 3 9 .3 5 9 .5 0 5 .5 3 9 . 5 o' 9 .0 0 9 .0 6 3 .8 6 - 5 .5 3 5 .6 6 9 .5 0 - - - 8 8 22 7 15 - SHIPPERS AND RECEIVERS ------------------------MANUFACTURING --------------------------------------NONHANUFACTURING -------------------------------- 2 89 215 69 5 .9 6 5 .2 8 6 .0 9 5 .9 9 9 .7 0 6 .0 1 9 .3 0 9 .3 0 5 .9 9 - 6 .9 8 6 .9 8 7 .9 6 - 2 2 - WAREHOUSEMEN -----------------------------------------------MANUFACTURING --------------------------------------NONMANUFACTURING -------------------------------- 92 5 57 3 68 5 .7 2 5 .6 1 5 .7 3 5 .8 0 5 .5 3 5 .8 0 5 .9 9 5 .9 9 5 .9 9 - 5 .8 0 5 .5 3 6 .3 9 - - - - - - - - - “ - - - - 15 “ - 12 12 “ 3 3 “ 8 8 _ “ - - - “ “ 15 15 - 9 _ - - “ 2 2 ~ ~ 8 8 15 15 8 8 15 ~ 21 21 9 9 29 29 10 9 - 9 9 9 29 8 16 10 8 2 33 2 31 5 9 1 ~ 1 5 32 30 2 20 16 9 - - 18 18 4 4 60 60 “ “ 38 32 6 8 3 5 29 19 15 15 * - - 15 - - 7 - 15 - - - 15 - - - - - - ~ “ 6 5 9 298 32 216 9 - - - - 1 1 _ - 25 25 - - - - - 16 16 - 30 12 18 95 92 3 9 9 20 10 10 _ _ _ - 20 - - - - 158 126 36 52 1 6 9 - - - 113 126 36 52 1 1 9 - - - 92 - - 3 - 3 - - - - - 3 3 9 12 6 - - 120 - - 3 “ 5 ” 2 1 16 11 8 11 10 275 259 3 3 18 18 _ “ 4 ~ 3 “ 9 “ --------------MANUFACTURING ----------------------------- --------NONMANUFACTURING -------------------------------PUBLIC U T I L I T I E S --------------------------- 710 50 1 2 09 13 2 5 .6 9 5 .5 3 6 .7 9 7 .8 1 5 .9 6 5 . 13 7 .3 6 7 .3 6 9 .5 9 9 .5 9 5 .9 0 7 .3 6 - 7 .5 2 7 .5 2 8 .5 5 8 .5 5 - - 2 15 10 5 “ 7 1 6 9 6 3 ~ 11 9 100 19 62 58 9 “ 90 33 7 ~ 98 36 12 10 5 17 - 33 32 1 “ 5 17 FORKLIFT OPERATORS ---------------------------------MANUFACTURING --------------------------------------NONMANUF A C T U R I N G -------------------------------- 931 792 139 6 .9 2 6 .9 3 6 .3 6 6 .9 0 7 .9 2 6 .9 0 5 .3 8 5 .2 9 6 .2 8 - 7 .5 6 7 .5 8 6 .9 0 100 100 - 102 1 02 - 103 103 - '65 20 95 65 18 65 18 GUARDS --------------------------------------------------------------MANUFACTURING --------------------------------------NONHANUFACTURING -------------------------------- 1 .9 5 7 970 98 7 3 .9 9 6 .8 1 2 .6 5 2 .8 5 7 .7 6 2 .5 5 2 .9 0 6 .0 3 2 .3 0 - 6 .0 3 7 .7 8 2 .8 5 39 9 _ GUARDSt CLASS B -----------------------------------MANUFACTURING --------------------------------------NONMANUFACTURING -------------------------------- 1 .3 8 5 39 8 98 7 3 .8 7 6 .9 0 2 .6 5 2 .8 5 7 .7 8 2 .5 5 2 .9 0 5 .6 7 2 .3 0 - 5 .5 6 7 .7 8 2 .8 5 J A N I T O R S . P OR TE RS. AND CLEANERS — MANUFACTURING --------------------------------------NONMANUFACTURING -------------------------------PUBLIC U T I L I T I E S --------------------------- 2 .2 5 9 1 .2 5 2 1 .0 0 2 10 0 9 .9 1 5 .6 9 2 .8 2 9 .7 3 9 .2 5 5 .2 8 2 .3 0 5 .0 9 2 .3 0 9 .6 5 2 .3 0 3 .9 9 - 5 .9 3 7 .2 9 2 .7 5 5 .7 7 S ee fo o tn o te s - - - - - ~ - 9 9 ~ - 9 1 8 “ 193 1 27 227 52 - 3 99 193 12 7 227 52 9 9 399 193 12 7 227 52 9 9 39 9 193 12 7 227 52 9 9 9 1 8 628 90 92 36 8 28 12 96 1 95 8 23 16 7 1 35 22 13 37 29 8 - - 628 90 92 9 at end o f t a b le s . 1 ~ 1 11 “ “ - - - - _ - - - _ - - 10 - - - - 107 1 07 209 209 2 2 - 15 15 1 27 67 60 60 7 7 - 86 88 62 - 62 62 - “ - _ _ - - - - - - - - 9 9 290 290 _ _ - 9 9 3 1 - 3 66 65 1 3 2 1 1 6 2 9 20 19 1 19 18 1 33 32 1 91 90 1 72 56 16 57 57 - - ~ 2 1 1 6 2 9 20 19 1 19 18 1 33 32 1 91 90 1 57 91 16 - - 9 9 - 290 290 125 111 19 9 59 56 3 - 133 11 5 18 12 219 206 8 6 92 81 11 9 108 70 38 37 59 36 23 2 3 - - - - 979 979 - - 3 - - - - - - - - - 3 3 - 3 50 27 23 “ - - _ - 903 398 5 1 - - - 7 .7 9 7 .7 9 “ - _ _ _ - 6 .9 0 2 ~ _ - 5 .3 5 5 .3 5 - * “ _ 20 * _ - 5 .2 9 - 18 15 3 “ _ - - 6 .9 0 32 29 8 “ 52 4 98 98 _ - 6 .0 3 7 .3 9 8 8 * - 29 12 12 - 5 .9 9 “ 1 20 _ - 6 .9 2 6 .6 3 16 16 “ 1 - 19 7 7 31 9 laborers _ - 2 1 1 - 689 621 handling 9 9 - _ ---------------------------------------------- material _ _ 1 - SHIPPING PACKERS --------------------------------------MANUFACTURING --------------------------------------- ORDER FIL L ER S 66 ~ 66 - - _ ~ - - - - - - - - - - - - - - - Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers. by sex, in Dayton, Ohio, December 1977 S e x , 3 o c c u p a t io n , and in d u stry d iv is io n Number of workers Average (mean2 ) hourly earnings4 S e x, 3 o c c u p a t io n , and in d u s tr y d iv is io n Average Number (mean2) of hourly workers earnings4 M A T E R I A L M O V E M E N T AN D C U S T O D I A L O C CU PA TI ON S - HEN— CO NTINUED M A I N T E N A N C E * T O O L R O O M . AN D PO WERPLANT O C CU PA TI ON S - HEN M A I N T E N A N C E C A R P E N T E R S --------------M A N U F A C T U R I N G ---------------------- 119 99 1.94 8.31 M A I N T E N A N C E E L E C T R I C I A N S -----------M A N U F A C T U R I N G ---------------------- 705 636 M A I N T E N A N C E P A I N T E R S ----------------M A N U F A C T U R I N G ---------------------- 8.25 8.30 TRUCKDRIVERS - CONTINUED I T R U C K D R I V E R S . T R A C T O R - T R A I L E R -1 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 ---------------- 493 81 412 52 $ 6.84 6.39 6.93 8.49 100 93 7.65 7.73 S H I P P E R S --------------------------------M A N U F A C T U R I N G ---------------------- 107 90 4.61 4.63 M A I N T E N A N C E M A C H I N I S T S --------------M A N U F A C T U R I N G ---------------------- 146 134 7.54 7.50 MAINTENANCE ME CH AN IC S (MACHINERY) M A N U F A C T U R I N G ---------------------- 648 591 B.03 8.09 R E C E I V 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 ------------------- 155 79 76 4.78 5.13 4.42 MAINTENANCE MECHANICS (M O T O R V E H I C L 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 ---------------- 201 105 96 67 7.02 7.06 6.98 7.28 S H I P P E R S AN D R E C E I V 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 ------------------- 212 143 69 5.76 5.62 6.04 W A R E H O U S E M E N ---------------------------M A N U F A C T U R I N G ---------------------N O N H A N U F A C T U R I N G ------------------- 404 57 347 5.67 5.61 5.68 M A I N T E N A N C E P I P E F I T T E R S ------------M A N U F A C T U R I N G ---------------------- 406 393 8.58 8.62 O R D E R F I L L E R S -------------------------- 314 5.95 S H I P P I N G P A C K E R S ---------------------M A N U F A C T U R I N G ----------------------- 471 432 6.27 6.40 M A T E R I A L H A N D L I N G L A B O R E R S ---------M A N U F A C T U R I N G ---------------------N O N H A N U F A C T U R I N G ------------------- 692 494 198 5.89 5.52 6.79 F O R K L I F T 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 ------------------- 924 786 138 6.42 6.43 6.35 G U A R D 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 ------------------- 1. 34 0 431 909 4.00 6.83 2.66 G U A R D 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 ------------------- 1.274 365 909 3.88 6.92 2.66 J A N I T O R S . P O R T E R S . AN D C L E A N 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 ------------------- 1.586 1. 08 3 503 4.90 5.75 3.05 M A I N T E N A N C E S H E E T - M E T A L W O R K E R S --M A N U F A C T U R I N G ---------------------- 218 218 8.83 8.83 M I L L W R I G H T S ----------------------------M A N U F A C T U R I N G ---------------------- 415 415 8.43 8.43 MA CH IN E- TO OL O P ER AT OR S (TOOLROOM) M A N U F A C T U R I N G ---------------------- 552 552 9.00 9.00 T O 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 ---------------------- 773 773 8.83 8.83 S T A T I O N A R Y E N G I N E E R S ----------------M A N U F A C T U R I N G ---------------------- 195 195 7.49 7.49 30 6.20 BOILER T E N D E R S ------------------------- M A T E R I A L M O V E M E N T AN D C U S T O D I A L O C C U P A T I O N S - ME N T R U C K D R I V 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 ---------P U B L I C U T I L I T I E S -------- M A T E R I A L M O V E M E N T AN D C U S T O D I A L O C CU PA TI ON S - WOMEN 1. 9 1 0 359 1.551 744 6.33 6.11 6.38 7.25 G U A R D S -----------------------------------M A N U F A C T U R I N G ----------------------- 117 39 3.87 6.55 T R U C K O R I V E R S . L I G H T TR U C K ■ N O N M A N U F A C T U R I N G ---------- 297 280 4.97 4.96 G U A R D S . C L A S S B --------------------M A N U F A C T U R I N G ----------------------- 111 33 3.73 6.58 T R U C K D R I V E R S . M E D I U M TR U C K M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N 6 ---------- 404 102 302 5.63 5.39 5.71 J A N I T O R S . P O R T E R S . AN D C L E A N 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 6 ------------------P U B L I C U T I L I T I E S ---------------- 668 169 499 31 3. 2 7 5.26 2.59 4.31 S ee fo o tn o te s at end o f t a b le s . 12 Table A-7. Percent increases in average hourly earnings, adjusted for employment shifts, for selected occupational groups in Dayton, Ohio, for selected periods In d u stry and o c c u p a t io n a l g r o u p 5 A ll in d u s tr ie s : O ff ic e c l e r i c a l _ _ _______ ________ E le c t r o n ic data p r o c e s s in g ____________________ I n d u s tria l n u r s e s ________________________________ S k ille d m a in te n a n ce t r a d e s ____________________ U n sk ille d plant w o r k e r s ________________________ M an u factu rin g: O ff ic e c l e r i c a l __________________________ _______ E le c t r o n ic data p r o c e s s in g ____________________ In d u stria l n u r s e s ________________________________ S k ille d m a in te n a n ce t r a d e s ____________________ U n sk ille d plant w o r k e r s ________________________ N onm an u factu r in g : O ffic e c l e r i c a l ___________________________________ E le c t r o n ic data p r o c e s s in g ______ ____________ In d u stria l n u r s e s ________________________________ U n s k ille d plant w o r k e r s .. ____________________ D e c e m b e r 1972 to D e c e m b e r 1973 D e c e m b e r 1973 D e c e m b e r 1974 to to D e c e m b e r 1974 D e c e m b e r 1975 D e c e m b e r 1975 D e c e m b e r 1976 to to D e c e m b e r 1976 D e c e m b e r 1977 7.7 6.6 9.4 8.8 9.9 7.2 7.4 10.6 6.8 7.6 6.2 3.9 4.4 7.2 6.5 6.6 8.0 6.1 9.4 8.6 5.2 6.4 7.9 7.6 6.7 9.1 9.0 10.0 7.4 8.3 10.6 6.6 8.7 7.0 4 .8 4 .0 7.5 7.1 6.6 7.1 6.3 9.2 9.5 5.3 7.6 6.6 4 .7 6.6 ( ‘ ) 0 6.0 ( 6) 5.4 6.5 7.4 6.4 ( 6) ( 6) 5.8 See fo o tn o te s at end o f ta b le s . 13 ( 6) ( 6) 9.7 3.0 0 ( ‘ ) ( 6) ( 6) 4.8 5.6 B. Establishment practices and supplementary wage provisions Table B-1. Minimum entrance salaries for inexperienced typists and clerks in Dayton, Ohio, December 1977 In e x p e r ie n c e d ty p ists M a n u fa ctu rin g M in im u m w e e k ly s t r a ig h t -t im e s a l a r y 7 A ll in d u s tr ie s B a s e d on stan d ard w e e k ly h o u rs 9 of— A ll s c h e d u le s ESTABLISHMENTS UNDER * 9 0 . 0 0 ------------* 9 0 . 0 0 AND U N D E R * 9 2 . 5 0 * 9 2 . 5 0 AND U N D E R * 9 5 . 0 0 * 9 5 . 0 0 AN0 U N D E R * 9 7 . 5 0 $ 9 7 . 5 0 AN D U N D E R * 1 0 0 . 0 0 AND AND AND AND AND AND AND AND AND AND AN0 AND AND AND AND AND AND AND AND AND AND AND AND AND AND AND AND AND N on m an u factu rin g M an u factu rin g A ll in d u s tr ie s A ll s c h e d u le s B a s e d on sta n d a rd w e e k ly h o u r s 9 o f— A ll s c h e d u le s AU s c h e d u le s STUOIEO ESTABLISHMENTS HAVING A SPECIFIED M I N I M U M ---------------- *100.00 *105.00 *110.00 *115.00 *120.00 *125.00 $130.00 $135.00 $140.00 *145.00 *150.00 *155.00 *160.00 *165.00 *170.00 *175.00 *180.00 *185.00 *190.00 *195.00 *200.00 *205.00 $210.00 *215.00 *220.00 *225.00 *230.00 *235.00 O ther in e x p e r ie n c e d c l e r i c a l w o r k e r s 8 N onm an u factu r ing UNDER *1 05 .0 0 UNDER *1 10 .0 0 UNDER * 1 15 .0 0 UNDER *120.00 UNDER *125.00 UNDER *130.00 UNDER *135.00 UNOER *140.00 UNDER *145.00 UNDER *150 .0 0 UNOER * 1 55 .0 0 UNOER * 1 60 .0 0 UNDER *165.00 UNDER *170 .0 0 UNOER * 1 75 .0 0 UNDER * 1 80 .0 0 UNOER *185.00 UNDER *190.00 UNOER *195.00 UNDER *200 .0 0 UNDER * 2 05 .0 0 UNOER *2 10 .0 0 UNDER *2 15 .0 0 UNOER *220 .0 0 UNOER *2 25.00 UNDER * 2 30 .0 0 UNDER *235.00 OVER • 25 51 1 7 9 5 5 5 2 11 3 2 10 4 E S T A B L I S H M E N T S H A V I N G NO S P E C I F I E D M I N I M U M --------------------------------E S T A B L I S H M E N T S WHICH DID NOT EM PL OY W O R K E R S IN T H I S C A T E 6 0 R Y ------------ See fo o tn o te s at end o f t a b le s . 14 2 1 10 1 1 371/ 2 Table B-2. Late-shift pay provisions for full-time manufacturing plant workers in Dayton, Ohio, December 1977 ( A l l f u l l - t i m e m a n u f a c t u r i n g p la n t w o r k e r s z 100 p e r c e n t ) W o r k e r s o n la t e s h i ft s A l l w o r k e r s 10 S e c o n d s h i ft T h ir d s h i ft S e c o n d s h i ft T h i r d s h i ft PERCENT OF UORKERS IN ESTABLISHMENTS UITH LATE SHIFT PROVISIONS UITH NO PAY DIFFERENTIAL FOR LATE SHIFT UORK UITH PAY DIFFERENTIAL FOR LATE SHIFT UORK -UNIFORM CENTS”PER-H0UR DIFFERENTIAL ------UNIFORM PERCENTAGE DIFFERENTIAL -----------OTHER DIFFERENTIAL --------------------------- 3 .7 95.5 38.7 56.8 85.1 30.4 54.7 26.2 8.4 17.8 3.7 3.2 .5 14.9 5.3 19.8 9.7 14.9 5.1 21.2 AVERAGE PAY DIFFERENTIAL UNIFORM CENTS-PER-HOUR DIFFERENTIAL UNIFORM PERCENTAGE DIFFERENTIAL --- 9.1 PERCENT OF UORKERS BY TYPE AND AMOUNT OF PAY DIFFERENTIAL UNIFORM c e n t s - p e r - h o u r : 9 i 11 rrMTr 12 rrwTr rrHi j? 14 rrwTr rr *r 15 rriuTr IB C CNTr 20 22 rrN Tr 28 35 CENTS ----------------------percentage: 5 PERCENT ------------6 AND UNDER 7 PERCENT 7 AND UNOER 8 PERCENT 8 PERCENT ------------10 PERCENT -----------15 PERCENT ------------ 1.4 7.1 1.8 .3 3.8 4.3 6.8 4.0 1.2 6.6 1.4 2.7 4.7 6.3 3.0 4.1 1.4 2.8 4.1 1.3 .7 .9 .5 .1 .9 1.4 1.0 1.1 .2 1.3 .4 - .2 .2 .9 .3 .3 .2 1.1 (11» uniform S ee fo o t n o t e s 50.8 1.4 2.8 1.5 1.4 .9 16.7 .4 .5 (11) .1 (11) 2.0 48.0 .9 at e n d o f t a b l e s . 15 .3 ( 11) Table B-3. Scheduled weekly hours and days of full-time first-shift workers in Dayton, Ohio, December 1977 Plant workers Office workers Ite m A l l in d u s t r i e s M a n u fa c t u r in g N o n m a n u f a c t u r in g P u b lic u tilit ie s A l l in d u s t r i e s M a n u f a c t u r in g N o n m a n u f a c t u r in g P u b lic u t ilit ie s WORKERS ------------------- 100 100 100 100 1 00 100 100 100 HOURS ------------------------------------------------------A DAYS -----------------------------------------------------5 DAYS ---------------------------------------------------1 / 2 HOURS—5 DAYS ------------------------------HO U RS-5 D A Y S ---------------------------------------H O U RS-5 DAYS ---------------------------------------H O U RS-5 D A Y S ---------------------------------------1 / A HOUR S - 5 D A Y S ------------------------------HOUR S - 5 D A Y S ---------------------------------------1 / 2 HOURS ----------------------------------------------5 DAYS -----------------------------------------------------6 DAYS -----------------------------------------------------HOU RS-5 DAYS --------------------------------------8 / 1 0 H O U RS-5 DAYS ---------------------------HO U RS-5 OAYS ---------------------------------------1 / 2 H O U RS-5 DAYS ------------------------------HOURS --------------------------------------------------------5 1 / 2 DAYS --------------------------------------------6 DAYS -----------------------------------------------------HOURS --------------------------------------------------------5 OAYS ---------------------------------------------------5 1 / 2 OAYS ------------------------------------------HOURS --------------------------------------------------------5 1 / 2 DAYS --------------------------------------------6 DAYS -----------------------------------------------------H O U RS-5 DAYS ---------------------------------------HOURS—6 1 / 2 DAYS ------------------------------1 / 2 H O U RS-5 1 / 2 DAYS --------------------HOURS—6 O A Y S ---------------------------------------- (1 2 ) (1 2 ) (1 2 ) (1 2 ) 2 1 (1 2 ) 2 5 A 1 1 (1 2 ) 78 (1 2 ) (1 2 ) (1 2 ) 3 1 2 2 (1 2 ) 2 1 1 2 1 _ _ _ - PERCENT OF WORKERS BY SCHEDULED WEEKLY HOURS AND DAYS ALL F U L L -T IH E 20 22 33 35 36 36 37 37 36 38 AO A2 AA A5 AS 50 52 52 58 _ - - 2 ~ 5 5 81 ~ “ - A 2 2 2 - 2 2 1 2 1 _ 2 1 (1 2 ) 1 7 A 1 “ -* -* _ - - - - - - - - - - - - - (1 2 ) (1 2 ) 13 13 6 3 3 2 (1 2 ) 71 2 1 “ 1 (1 2 ) (1 2 ) - 3 1 2 98 -* 1 (1 2 ) 85 - -* 1 1 - - - - - 1 16 16 12 12 - 10 10 - - - - - - 89 2 (1 2 ) 80 88 - _ _ 1 1 - - - - - - - - - - - 2 2 - - - - -* - - - - - - - - “t “ - - - - - - - - - - - - - " - - 3 9 .7 3 9 .8 3 9 .5 3 9 .7 ~ - - (1 2 ) - - AVERAGE SCHEDULED WEEKLY HOURS ALL WEEKLY WORK SCHEDULES ---------------- S ee fo o tn o te s AO . A A O .9 AO. 1 3 9 .0 at end o f t a b le s . 16 holidays for full-time workers in Dayton, Ohio, December 1977 P la n t w o r k e r s A l l in d u s t r i e s O ffic e w o r k e r s M a n u f a c t u r in g N o n m a n u f a c t u r in g P u b lic u t ilit ie s A l l in d u s t r ie s M a n u fa c t u r in g N o n m a n u f a c t u r in g 1 00 100 100 1 00 100 100 13 _ (1 2 ) _ (1 2 ) 96 100 87 100 99 100 99 1 2 .3 1 4 .0 7 .5 1 0 .2 9 .9 1 0 .9 8 .7 100 4 1 1 3 7 — 6 1 1 4 4 — 2 4 9 14 — 8 2 1 ( 12) 1 9 1 17 7 3 3 1 32 1 19 10 2 4 1 45 13 96 95 92 85 79 78 73 65 65 47 39 36 33 32 100 100 100 96 94 93 92 83 83 63 53 51 46 45 87 81 72 58 41 41 26 20 20 7 7 - - U .J -* 9 -9 16 - 4 12 ~ -4 6 14 44 32 -» 7 100 100 100 100 91 91 91 77 77 32 32 - 17 “ 8 1 11 1 2 3 1 20 (1 2 ) 1 17 10 8 6 11 99 99 99 92 81 80 75 54 53 35 25 17 11 5 — ( 12) 2 2 1 16 2 21 19 2 10 21 100 100 100 95 95 93 91 75 75 52 33 31 21 12 1 23 (1 2 ) 2 6 2 25 1 2 12 6 12 40 16 40 - 99 99 99 88 64 64 55 28 27 16 16 - 100 100 100 98 87 87 87 80 80 40 40 Table B-5. Paid vacation provisions for full-time workers in Dayton, Ohio, December 1977 P la n t w o r k e r s O ffic e w o rk e r s Item A l l in d u s t r ie s M a n u f a c t u r in g N o n m a n u f a c t u r in g P u b lic u tilit ie s A l l in d u s t r i e s M a n u fa c t u r in g N o n m a n u f a c t u r in g P u b lic u t ilit ie s PERCENT OF WORKERS ALL FULL-TIME WORKERS IN ESTABLISHMENTS NOT PROVIOING PAID VACATIONS ----------------IN ESTABLISHMENTS PROVIDING PAID VACATIONS ----------------LENGTH-OF-TIHE PAYMENT -----PERCENTAGE PAYMENT ----------- 100 100 100 100 1 00 100 100 100 2 1 4 - (1 2 ) _ (1 2 ) 98 96 1 99 97 2 96 96 100 100 99 99 100 100 99 99 100 100 6 MONTHS OF S E R V IC E ! UNDER 1 WEEK --------------------------1 WEEK ----------------------------------------OVER 1 AND UNDER 2 WEEKS 9 44 1 9 55 9 15 4 32 32 6 46 14 4 45 24 8 47 1 40 1 YEAR OF S E R V IC E ! 1 WEEK ----------------------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS ------------- -----------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------------------- 47 2 49 (1 2 ) (1 2 ) 41 2 56 60 5 31 (1 2 ) (1 2 ) 47 12 41 23 1 65 11 (1 2 ) 19 46 1 52 ~ 28 1 70 ( 12 ) (1 2 ) 2 YEARS OF S E R V IC E ! 1 W E E K --------------------------------------- OVER 1 AND UNDER 2 WEEKS 2 W E E K S -------------------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS ------------- ------------------------ 33 3 60 2 (1 2 ) 35 3 61 ( 12) 5 1 73 20 1 12 1 85 1 (1 2 ) 3 YEARS OF S E R V IC E : 1 WEEK ----------------------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS -------------------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------------------- 10 4 49 35 1 8 5 39 47 15 “ 73 7 2 A YEARS OF S E R V IC E : 1 WEEK ---------------------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS -------------------------------------OVER 2 AND UNOER 3 WEEKS 3 WEEKS ------------- ------------------------ 8 4 50 35 1 5 5 41 47 1 15 4 45 3 46 2 39 2 56 “ AMOUNT OF PAID VACATION A F T E R : 14 5 YEARS OF S E R V IC E ! 1 WEEK ---------------------------------------2 WEEKS ------------- -----------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------------------OVER 3 AND UNDER A WEEKS 4 WEEKS -------------------------------------- ~ - 30 2 58 7 (1 2 ) 88 12 " 88 12 - ~ 88 12 73 7 2 - 10 59 7 20 72 12 16 ” ~ S ee fo o tn o te s at end o f t a b le s . 18 6 i 78 11 1 3 _ 83 1 13 2 _ - 61 20 2 _ 93 1 (1 2 ) ( 12) 5 82 1 14 73 2 25 93 1 (1 2 ) 2 64 2 20 11 1 56 2 21 20 2 _ 99 1 5 74 2 23 _ 51 5 73 1 20 - 99 1 99 1 89 1 9 Table B-5. Paid vacation provisions for full-time workers in Dayton, Ohio, December 1977— Continued P la n t w o r k e r s O ffic e w o r k e r s Item A ll in d u s t r ie s M a n u fa c t u r in g YEARS OF SERVICE! 1 WEEK ------------------------2 WEEKS ----------------------OVER 2 AND UNDER 3 WEEKS --3 WEEKS -----------------------OVER 3 AND UNDER 4 WEEKS --4 WEEKS ----------------------- 3 9 4 44 36 2 8 6 35 48 2 YEARS OF SERVICE! 1 WEEK ------------------------2 WEEKS ----------------------OVER 2 ANO UNOER 3 WEEKS --3 WEEKS ------ ---------------OVER 3 ANO UNOER 4 WEEKS --4 WEEKS ----------------------5 WEEKS ----------------------- 3 6 4 46 36 2 1 5 5 37 48 2 1 YEARS OF SERVICE: 1 WEEK ------------------------2 WEEKS ----------------------3 WEEKS ----------------------OVER 3 ANO UNOER 4 WEEKS --4 WEEKS ----------------------OVER 4 AND UNOER 5 WEEKS --5 W E E K S ------ ----------------- 3 3 33 4 53 1 1 1 30 4 61 1 20 YEARS OF SERVICE! 1 WEEK ------------------------2 WEEKS ----------------------3 WEEKS ----------------------OVER 3 ANO UNOER 4 WEEKS --4 WEEKS ----------------------OVER 4 ANO UNOER 5 WEEKS --5 WEEKS ----------------------OVER 5 ANO UNOER 6 WEEKS --OVER 6 ANO UNOER 7 WEEKS --- 3 3 11 2 40 1 37 1 1 25 YEARS OF SERVICE: 1 WEEK ------------------------2 WEEKS -----------------------3 WEEKS -----------------------OVER 3 ANO UNOER 4 WEEKS --4 WEEKS -----------------------OVER 4 ANO UNOER 5 WEEKS --5 WEEKS ------ ---------------OVER 5 ANO UNDER 6 WEEKS --6 WEEKS -----------------------OVER 6 ANO UNDER 7 WEEKS --- 3 3 8 1 29 1 52 1 (1 2 ) 1 30 YEARS OF SERVICE: 1 WEEK ------------------------2 WEEKS -----------------------3 WEEKS -----------------------OVER 3 ANO UNDER 4 WEEKS --4 WEEKS -----------------------OVER 4 ANO UNOER 5 WEEKS --5 WEEKS ----------------------OVER 5 ANO UNDER 6 WEEKS --6 WEEKS ----------------------OVER 7 ANO UNOER 8 WEEKS --- 3 3 8 1 25 2 51 1 4 1 N o n m a n u f a c t u r in g P u b lic ^ u t i l i t i e s A l l in d u s t r ie s M a n u fa c t u r in g N o n m a n u f a c t u r in g P u b lic u t ilit ie s AMOUNT OF PAID VACATION AFTER 14 CONTINUEO 10 12 15 _ _ 1 9 2 37 48 10 12 88 12 65 6 3 _ 10 9 68 6 3 88 12 (1 2 ) 6 2 67 7 19 - 30 - 61 - 10 7 38 4 34 3 (1 2 ) 40 48 12 ~ 10 7 16 2 47 2 9 3 2 79 7 12 (1 2 ) 1 45 6 46 (1 2 ) 2 (1 2 ) 1 11 2 63 (1 2 ) 22 (1 2 ) 1 5 25 2 60 4 1 8 3 55 5 29 (1 2 ) 3 - 80 9 7 2 ~ 97 1 ~ _ 2 97 1 . 1 38 58 “ _ 1 6 2 59 32 (1 2 ) 2 53 9 31 (1 2 ) 5 (1 2 ) 2 18 1 68 (1 2 ) 10 ( 12 ) 58 40 1 “ _ 3 83 - 13 1 - 10 7 16 2 25 2 30 3 1 2 -» 14 65 12 7 (1 2 ) 1 9 (1 2 ) 46 (1 2 ) 42 (1 2 ) 1 1 _ _ (1 2 > 3 85 9 3 - 1 1 5 8 4 56 3 29 - i 5 42 52 (1 2 ) 2 14 1 50 (1 2 ) 29 ( 12 ) 2 ~ 3 14 72 1 9 - _ 10 7 16 2 25 2 27 3 4 ~ 2 14 56 12 16 S ee fo o tn o te s at end o f t a b le s . (1 2 ) 6 2 69 5 17 19 (1 2 ) 1 9 (1 2 ) 41 1 39 (1 2 ) 6 “ 1 5 - 34 2 48 10 (1 2 > 2 14 1 50 (1 2 ) 29 (1 2 > 2 ~ - 3 - 14 - 72 1 9 “ Table B-5. Paid vacation provisions for full-time workers in Dayton, Ohio, December 1977— Continued P la n t w o r k e r s O ffic e w o r k e r s Item A l l in d u s t r i e s AMOUNT OF P A ID CONTINUEO VACATION AFTER 14 M a n u fa c t u r in g N o n m a n u f a c t u r in g P u b lic u t ilit ie s M a n u fa c t u r in g N o n m a n u f a c t u r in g P u b lic u tilit ie s - MAXIMUM VACATION A V A IL A B L E : 1 UEEK -------------------------------------------------------2 WEEKS ----------------------------------------------------3 WEEKS ----------------------------------------------------OVER 3 AND UNDER 4 WEEKS ------------4 WEEKS ----------------------------------------------------OVER 4 AND UNOER 5 WEEKS ------------5 WEEKS ----------------------------------------------------OVER 5 AND UNOER 6 WEEKS ------------6 WEEKS ----------------------------------------------------OVER 7 AND UNOER 8 WEEKS ------------- 3 3 8 1 25 2 49 1 5 1 1 5 25 2 58 6 1 10 7 16 2 25 2 27 3 4 2 -* 14 56 12 16 See fo o tn o te s at end o f t a b le s . A l l in d u s t r i e s 20 (1 2 ) 1 9 (1 2 ) 36 1 40 (1 2 ) 11 ~ 1 5 - 34 2 43 - 15 (1 2 ) 2 14 1 39 (1 2 ) 36 ( 12 > 6 3 - 14 72 1 9 ' Table B-6. Health, insurance, and pension plans for full-time workers in Dayton, Ohio, December 1977 O ffic e w o rk e r s P la n t w o r k e r s Item A l l in d u s t r i e s M a n u fa c t u r in g N o n m a n u f a c t u r in g 100 1Q0 A l l in d u s t r ie s M a n u fa c t u r in g N o n m a n u f a c t u r in g P u b lic u t ilit ie s 100 1 00 100 100 100 P u b lic u tilit ie s PERCENT OF UORKERS ALL FULL-TIME WORKERS ------- 100 IN ESTABLISHMENTS PROVIDING AT LEAST ONE OF THE BENEFITS SHOWN B E L O W 1 -------------------- 96 100 86 100 99 100 99 100 LIFE INSURANCE ------------------NONCONTRIBUTORY PLANS -------- 92 78 1 00 85 74 61 100 98 98 82 100 81 97 85 97 95 ACCIDENTAL OEATH AND DISMEMBERMENT INSURANCE ------NONCONTRIBUTORY PLANS -------- 89 70 94 80 59 48 100 98 89 72 98 74 78 69 97 95 SICKNESS ANO ACCIDENT INSURANCE OR SICK LEAVE OR B O T H 16-------- 91 1 00 69 90 92 95 88 85 89 72 98 85 51 38 35 32 73 59 90 74 52 42 16 14 8 5 15 31 45 58 29 41 5 1 13 44 17 ( 12) 37 44 LONG-TERM DISABILITY INSURANCE ----------------------NONCONTRIBUTORY PLANS -------- 42 40 55 53 9 7 12 10 41 38 44 39 38 36 3 2 HOSPITALIZATION INSURANCE -----NONCONTRIBUTORY PLANS -------- 92 73 98 85 79 43 100 98 99 73 99 77 99 67 100 97 SURGICAL INSURANCE -------------NONCONTRIBUTORY PLANS -------- 92 73 98 85 79 43 100 98 99 73 99 77 99 67 100 97 MEDICAL INSURANCE --------------NONCONTRIBUTORY PLANS -------- 92 73 97 85 78 43 100 98 98 72 98 76 98 67 100 97 MAJOR NEOICAL INSURANCE -------NONCONTRIBUTORY PLANS -------- 57 38 51 38 70 40 100 98 99 59 98 53 99 65 99 96 DENTAL INSURANCE ---------------NONCONTRIBUTORY PLANS -------- 42 41 51 51 19 16 50 50 27 26 30 28 25 24 41 41 RETIREMENT PENSION -------------NONCONTRIBUTORY PLANS -------- 91 88 99 98 71 63 97 97 95 89 98 91 92 86 85 85 SICKNESS ANO ACCIOENT INSURANCE --------------------NONCONTRIBUTORY PLANS -----SICK LEAVE (FULL PAY AND NO WAITIN6 PERIOD) -------------SICK LEAVE (PARTIAL PAY OR WAITIN6 PERIOD) -------------- S ee fo o tn o te s at end o f ta b le s . 21 Table B-7. Life insurance plans for full-time workers in Dayton, Ohio, December 1977 Plant w o r k e r s O ffic e w o r k e r s A l l in d u s tr ie s M a n u factu rin g A l l in d u s tr ie s M an u factu rin g Ite m A ll plans 17 N o n c o n trib u to r y plans 17 A ll plans 17 N o n c o n trib u to r y p lan s 17 29 28 24 A ll plans 17 N o n c o n trib u to r y plans 17 A ll plans 17 N on c o n trib u to r y plans 17 TYPE OF PLAN AND AMOUNT OF INSURANCE ALL FULL-TIME WORKERS ARE PROVIDED THE SANE FLAT-SUM DOLLAR AMOUNT: PERCENT OF ALL FULL-TIME WORKERS 18-------------AMOUNT OF INSURANCE P R O VIDED:19 M E A N -------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT.) -----------MIDDLE RANGE (80 PERCENT) -----------AMOUNT OF INSURANCE IS BASED ON A SCHEDULE WHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF INSURANCE FOR A SPECIFIED LENGTH OF SERVICE: PERCENT OF ALL FULL-TIME WORKERS 18-------------AMOUNT OF INSURANCE P R O V I D E D 19 AFTER: 6 MONTHS OF SERVICE: MEAN -------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------1 YEAR OF SERVICE: M E A N -------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------5 YEARS OF SERVICE: M E A N -------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------10 YEARS OF SERVICE: MEAN — ----------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------20 YEARS OF SERVICE: M E A N -------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) ------------ See fo o tn o te s 34 *7,500 $8,000 *4,000-10,000 *2,500-14,000 *8,000 *8,000 *4,500-11,500 *2,500-15,000 *8,100 *8,000 *5,000-11,000 *4,000-15,000 *6,500 *5,000 $4,000- 8,000 *3,000-14,000 20 *6,900 $5*000 *4,000- 9,000 *3,000-14,000 11 $6,300 $6,000 *5,000- 8,000 *5,000- 8,000 9 *6,600 *6,000 *5,000- 8*000 *5,000- 9,000 1 1 2 2 (6) (6) (6) (6) (8) (8) (8) (8) (8) (6) (8) (6 ) (6 > (8 > (8 > (6 > *5,100 *3,000 *1,000-11,500 *1,000-11,500 *5*100 *3*000 *1,000-11,500 *1,000-11,500 *5,100 *3,000 *1,000-11,500 *1,000-11,500 $5,100 *3,000 *1,000-11,500 *1,000-11,500 (6) (6) (8) (6) (8) (6) (8) (8) (8) (6) (6) (8) (6 > (6 > (8 ) (8 > $5,100 *3,000 *1,000-11,500 *1,000-11,500 $5*100 *3*000 *1,000-11,500 *1,000-11,500 *5,100 *3,000 *1,000-11,500 *1,000-11,500 $5,100 *3,000 *1,000-11,500 *1,000-11,500 (6) (8) (6) (6) (8) (8) (8) (8) (8) (6) (8) (8 ) (8 ) (6 ) (8 > *9,900 *10,000 *3,000-16,000 *3,000-16,000 *9*900 *10,000 *3,000-16,000 *3,000-16,000 *9,900 *10,000 *3,000-16,000 *3,000-16,000 *9,900 *10,000 *3,000-16,000 $3,000-16,000 (8) (6) (6) (8) (8) (6) (6) (8) (8 > (8) (8) (6) (8 ) (6 > (6 ) (6 ) *11,500 *10,000 *3,000-21,000 *3,000-21,000 *11,500 $10,000 *3,000-21,000 *3,000-21,000 $11,500 *10,000 *3,000-21,000 *3,000-21,000 *11,500 *10,000 *3,000-21,000 *3,000-21,000 (8) (8) (8) (8) (8) (8) (8) (6) (6) (6) (6) (6) (8 ) (6 ) (6 ) (6 > *11,500 *10,000 $3,000-21,000 *3,000-21,000 *11,500 *10*000 *3,000-21,000 *3,000-21,000 *11,500 *10,000 *3,000-21,000 *3,000-21,000 *11,500 $10,000 *3,000-21,000 *3,000-21,000 (6 > at end o f t a b le s . *8>700 *8,000 *8,000-11,000 *4,500-15,000 22 22 3 3 6 6 Table B-7. Life insurance plans for full-time workers in Dayton, Ohio, December 1977— Continued Plant w o r k e r s O ffice w o rk e r s A l l in dustries M anufacturing M anufacturing A l l in dustries Item A ll p l a n s 17 N on contribu tory p l a n s 17 A ll p l a n s 17 N on contribu tory p l a n s 17 41 38 52 50 All p l a n s 17 None on tribu tory p l a n s 17 All p l a n s 17 N on contribu tory p l a n s 17 TYPE OF PLAN ANO AMOUNT OF INSURANCE-CONTINUED AMOUNT OF INSURANCE I S BASED ON A SCHEDULE WHICH INDICATES A SP EC IF IE D DOLLAR AMOUNT OF INSURANCE FOR A SP EC IF IE D AMOUNT OF EAR NIN 6S : PERCENT OF ALL FUL L-TIME WORKERS 18-------------------AMOUNT OF INSURANCE PROVIDED19 IF I ANNUAL EARNINGS ARE $ 5 . 0 0 0 1 M E A N ------------------------------------------------------------------MEDIAN -------------------------------------------------------------MIDDLE RANGE < 50 PERCENT) ------------ — MIDOLE RANGE < 80 PERCENT) -----------------ANNUAL EARNINGS ARE $ 1 0 , 0 0 0 1 M E A N ------------------------------------------------------------------MEDIAN -------------------------------------------------------------MIDOLE RANGE < 50 PERCENT) -----------------MIOOLE RANGE < 80 PERCENT) ------------ -— ANNUAL EARNINGS ARE S 1 5 . 0 0 0 1 M E A N ------------------------------------------------------------------MEDIAN -------------------------------------------------------------MIDDLE RANGE < 50 PERCENT) -----------------MIOOLE RANGE <80 PERCENT) -----------------ANNUAL EARNINGS ARE $ 2 0 , 0 0 0 : M E A N ------------------------------------------------------------------MEDIAN -------------------------------------------------------------MIDDLE RANGE < 50 PERCENT) -----------------MIDOLE RANGE < 80 PERCENT) ------------------ AMOUNT OF INSURANCE I S EXPRESSED AS A FACTOR OF ANNUAL E A R N I N 6 S : 20 PERCENT OF ALL FUL L-TI ME WORKERS 18---------------------FACTOR OF ANNUAL EARNINGS USED TO CALCULATE AMOUNT OF INSURANCE: 19 20 M E A N --------------------------------------------------------------------MEDIAN ---------------------------------------------------------------MIDDLE RANGE < 50 PERCENT) ------------------MIDOLE RANGE < 6 0 PERCENT) ------------------PERCENT OF ALL FUL L-TIME WORKERS COVEREO 8Y PLANS NOT SPECIFYING A MAXIMUM AMOUNT OF INSURANCE -------------------------------------------------------------------------PERCENT OF ALL FULL-TIME WORKERS COVERED BY PLANS SPECIFYING A MAXIMUM AMOUNT OF INSURANCE -------------------------------------------------------------------------S P EC IF IE D MAXIMUM AMOUNT OF IN SU RAN CE: 19 M E A N ----------------------------------------- 1 ------------------------MEDIAN ----------------------------------------------------------------MIDDLE RANGE <50 P E R C E N T ) ------------ ' -----MIDDLE RANGE < 80 PERCENT) -------------------- AMOUNT OF INSURANCE I S BASEO ON SOME OTHER TYPE OF p l a n : PERCENT OF ALL FULL-TIME WORKERS18--------------------- See footnotes 22 20 16 $ 10 , 2 0 0 S i l t 000 * 1 1 t O O O - l l f 000 S6 t 0 0 0 - l i t 00 0 S10 t 500 S lltO O O S lltO O O -llfO O O S 7 t 5 0 0 —1 1 . 0 0 0 $10,400 S 1 1.0 00 S l l . 0 0 0 -1 1 .ooo S 7 .0 00 -1 1.0 00 S 1 0.6 00 S l l . 000 $ 1 1 ,0 0 0 -1 1 .0 0 0 $ 1 1 ,0 0 0 -1 1 .0 0 0 $ 9 ,1 00 $6,000 $ 5 ,0 0 0 -1 2 ,0 0 0 $ 5 ,0 0 0 -1 6 ,0 0 0 $9,7 00 $7,0 00 $ 5,0 00 -1 2,0 00 $ 2 ,0 0 0 -1 6 .7 0 0 $ 6,1 00 $ 6 ,0 00 $ 2 ,0 0 0 - 7 ,0 0 0 $ 2 ,0 0 0 -1 1 .5 0 0 $ 5,8 00 $6.000 $ 2 ,0 0 0 - 7 .0 0 0 $ 2 ,0 0 0 -1 0 ,0 0 0 $11,500 S i l t 500 S llt5 0 0 -llt5 0 0 S10 tO O O -1 2 1 500 S l l .4 0 0 S l l .50 0 S l l . 5 00 -1 1.5 00 S l l . 5 0 0 -1 2 .5 0 0 S l l . 100 SI 1 .5 0 0 S l l . 5 00-11*500 $ 1 0 , 0 0 0 —1 1 . 5 0 0 $ 11,200 $ 11,500 $ 1 1 ,5 0 0 -1 1 .5 0 0 S l l , 5 0 0 -1 1 .5 0 0 $ 12 ,70 0 $ 10 ,00 0 $ 1 0 ,0 0 0 -1 6 .0 0 0 $ 6 ,0 0 0 -2 2 .0 0 0 $13,300 $14,500 $ 1 0 ,0 0 0 -1 6 .0 0 0 $ 3 ,0 0 0 -2 2 .0 0 0 $9,800 $ 10 ,00 0 $ 3 ,0 0 0 -1 5 ,0 0 0 $ 3 ,0 0 0 -1 6 .0 0 0 $ 9.3 00 $ 10 ,00 0 $ 3 ,0 0 0 -1 5 ,0 0 0 $ 3 ,0 0 0 -1 5 ,0 0 0 S 1 6 1 500 S l 6 t 500 S l 6 t 5 0 0 —1 6 t 5 0 0 S 1 5t0 00 -1 6 t5 0 0 S1 6.5 00 S16•500 S 1 6 .5 0 0 -1 6 .5 0 0 S 1 5 .0 0 0 -1 6 .5 0 0 $16,000 $16,500 $ 16 *50 0 -1 6.5 00 S 15»0 0 0 -1 6 .5 0 0 $ 1 6 > 1 00 $16,500 $ 1 6 * 50 0 -1 6,5 00 $ 1 6 .5 0 0 -1 6 .5 0 0 $ 18 ,80 0 $ 15 ,00 0 $ 1 2 ,0 0 0 -2 6 .0 0 0 $ 1 0 ,0 0 0 -3 2 .0 0 0 $18,900 $15,000 $ 1 5 . 0 0 0 - 2 6 . OOQ $ 8,0 00 -3 2.0 00 $ 15 ,00 0 $ 15 ,00 0 $ 8 ,0 0 0 -1 5 .0 0 0 $ 8 ,0 0 0 -2 4 .0 0 0 $ 13 ,70 0 $ 15 ,00 0 $ 8 ,0 0 0 -1 5 .0 0 0 $ 8 ,0 0 0 -1 5 .0 0 0 $ 2 2 t 300 S 2 2 1 000 $ 2 2 t 0 0 0 - 2 2 t 0 00 $ 2 0 t 0 0 0 - 2 2 t 0 00 $22,200 S 2 2.0 00 S 2 2 .0 0 0 -2 2 .0 0 0 S 2 0 .0 0 0 -2 2 .0 0 0 $21 ,50 0 $22 ,00 0 $ 2 2 ,0 0 0 -2 2 .0 0 0 $ 2 2 ,0 0 0 -2 2 .0 0 0 $21,500 $22,000 $ 2 2 ,0 0 0 -2 2 ,0 0 0 $ 2 2 ,0 0 0 -2 2 ,0 0 0 $ 25,200 $20,000 $ 1 2 ,0 0 0 -4 0 ,0 0 0 $ 1 0 ,0 0 0 -4 2 ,0 0 0 $ 25 ,60 0 $ 20 ,00 0 $ 1 5 ,0 0 0 -4 0 .0 0 0 $ 8 ,0 0 0 -4 2 ,0 0 0 $ 19 ,90 0 $ 20 ,00 0 $ 8 ,0 0 0 -3 0 .0 0 0 $ 8 ,0 0 0 -3 6 .0 0 0 $ 17 .10 0 $ 15 ,00 0 $ 8 ,0 0 0 -2 0 .0 0 0 $ 8 ,0 0 0 -3 0 ,0 0 0 15 1 .4 4 1 .0 0 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 9 7 $ 6 6 t 50 0 S l O O t 00 0 S lO t O O O -l O O t O O O $10t000-115t000 2 9 1 .6 4 2 .0 0 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 7 2 S I 12 . 8 0 0 S 1 00 .00 0 $ 1 0 0 ,0 00 -1 0 0.0 00 $ 1 0 0 ,0 00 -1 0 0.0 00 2 17 1.4 1 1 .0 0 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 8 1 .6 9 2 . 00 1 .0 0 -2 .0 0 1 .0 0 -2 .5 0 9 7 1 8 $ 54,100 $10 ,00 0 S 1 0 .0 0 0 -1 1 5 .0 0 0 S 1 0 .0 0 0 -1 1 5 .0 0 0 2 at en d o f t a b l e s . 28 23 <6 <6 <6 <6 ) ) > ) 2 42 1 .5 7 2 .0 0 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 39 3 $ 1 1 0,2 00 $ 1 0 0 ,0 0 0 $ 10 0 ,0 0 0 -1 1 5 .0 0 0 $ 10 0,0 0 0 -1 1 5 .0 0 0 3 35 1 .6 8 2 .0 0 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 33 2 $ 1 0 8 ,1 0 0 <6 ) <6 > <6 ) 3 60 1.6 8 2 .0 0 1 . 0 0-»2 • 00 1 • 0 0-*2. 0 0 56 47 1 .8 7 2 .0 0 2 .0 0 -2 .0 0 1 .0 0 -2 .0 0 4 4 4 <6 ) <6 > (6) (6) 3 2 (6 <6 (6 <6 > ) > ) 3 Footnotes Some of these standard footnotes may not apply to this bulletin. 14 Includes payments other than "length of t im e ," such as percentage of annual earnings or flat-sum payments, converted to an 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 re flect individual provisions for progression; for example, changes in pro portions 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. 15 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 plans" include only those financed entirely by the employer. Excluded are legally required plans, such as workers' disability compensation, social se curity, and railroad retirement. 16 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. 17 Estimates under "A ll plans" relate to all plans for which at least a part of the cost is borne by the employer. Estimates under "Noncontrib utory plans" include only those financed entirely by the employer. 18 For "A ll in d u stries," all full-tim e plant workers or office workers equal 100 percent. For "M anufacturing," all full-tim e plant workers or office workers in manufacturing equal 100 percent. 19 The mean amount is computed by multiplying the number of workers provided insurance by the amount of insurance provided, totaling the prod ucts, and dividing the sum by the number of workers. The median indicates that half of the workers are provided an amount equal to or smaller and half an amount equal to or larger than the amount shown. Middle range (50 per cent)— a fourth of the workers are provided an amount equal to or less than the sm aller amount and a fourth are provided an amount equal to or more than the larger amount. Middle range (80 percent)— 10 percent of the work ers are provided an amount equal to or less than the sm aller amount and 10 percent are provided an amount equal to or more than the larger amount. 20 A factor of annual earnings is the number by which annual earnings are multiplied to determine the amount of insurance provided. For example, a factor of 2 indicates that for annual earnings of $ 1 0 ,0 0 0 the amount of insurance provided is $ 2 0 ,0 0 0 . Standard hours reflect the workweek for which employees receive their regular straight-tim e salaries (exclusive of pay for overtime at reg ular 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 desig nates position— half of the workers receive the same or more and half re ceive the same or less than the rate shown. The middle range is defined by two rates of pay; a fourth of the workers earn the same or less than the lower of these rates and a fourth earn the same or more than the higher rate. 3 Earnings data relate only to workers whose sex identification was provided by the establishment. 4 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. 5 Estim ates for periods ending prior to 197 6 relate to men only for skilled maintenance and unskilled plant workers. All other estimates re late to men and women. 6 Data do not meet publication criteria or data not available. 7 Form ally established minimum regular straight-tim e hiring sa l aries that are paid for standard workweeks. 8 Excludes workers in subclerical jobs such as m essenger. 9 Data are presented for all standard workweeks combined, and for the most common standard workweeks reported. 10 Includes all plant workers in establishments currently operat ing late shifts, and establishments whose formal provisions cover late shifts, even though the establishments were not currently operating late shifts. 11 Less than 0.05 percent. 12 L ess than 0.5 percent. 13 All combinations of full and half days that add to the same amount are combined; for example, the proportion of workers receiving a total of 10 days includes those with 10 full days and no half days, 9 full days and 2 half days, 8 full days and 4 half days, and so on. Proportions then were cumulated. 24 Appendix A. Scope and Method of Survey Data on area wages and related benefits are obtained by personal visits of Bureau field representatives at 3 -year intervals. In each of the intervening years, information on employment and occupational earnings is collected by a combination of personal visit, mail questionnaire, and telephone interview from establishments participating in the previous survey. In each of the 74 1 areas currently surveyed, data are obtained from representative establishments within six broad industry divisions: Manufac turing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient employ ment in the occupations studied. Separate tabulations are provided for’ each of the broad industry divisions which meet publication criteria. These surveys are conducted on a sample basis. The sampling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of employees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large than small establish ments is selected. When data are combined, each establishment is weighted according to its probability of selection, so that unbiased estimates are generated. For example, if one out of four establishments is selected, it is given a weight of 4 to represent itself plus three others. An alternate of the same original probability is chosen in the same industry-size c la ssifi cation if data are not available from the original sample m ember. If no suitable substitute is available, additional weight is assigned to a sample member that is similar to the missing unit. Occupations and earnings Occupations selected for study are common to a variety of manufac turing and nonmanufacturing industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3) maintenance, toolroom, and powerplant; and (4) material movement and custodial. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. 1 Akron, Ohio; and Syracuse, at the request Included in the 74 areas are 4 studies conducted by Birmingham, A l a .; N orfolk-V irginia Beach-Portsmouth N .Y . In addition, the Bureau conducts m ore lim ited o f the Em ploym ent Standards Adm inistration o f the U. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within the scope of the survey, are not presented in the A -s e r ie s tables because either (1) employ ment in the occupation is too small to provide enough data to merit presen tation, or (2) there is possibility of disclosure of individual establishment data. Separate men's and women's earnings data are not presented when the number of workers not identified by sex is 20 percent or more of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in data for all industries combined. Likewise, for occupations with more than one level, data are included in the overall classification when a subclassification is not shown or information to subclassify is not available. Occupational employment and earnings data are shown for full-tim e workers, i.e ., those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the nearest half dollar. Vertical lines within the distribution of workers on some A -tables indicate a change in the size of the class intervals. These surveys measure the level of occupational earnings in an area at a particular tim e. Comparisons of individual occupational averages over time may not reflect expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions of workers employed by high- or low-wage firms may change, or high-wage workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts in employment could decrease an occupational average even though most establishments in an area increase wages during the year. Changes in earnings of occupational groups, shown in table A -7 , are better indicators of wage trends than are earnings changes for individual jobs within the groups. Average earnings reflect composite, areawide estimates. Industries the Bureau under contract. These areas are and establishments differ in pay level and job staffing, and thus contribute and Newport News-Ham pton, V a .—N .C .; differently to the estimates for each job. Pay averages may fail to reflect area studies in approxim ately 100 areas S. Department o f Labor. accurately the wage differential among jobs in individual establishments. Average pay levels for men and women in selected occupations should not be assumed to reflect differences in pay of the sexes within individual establishments. Factors which may contribute to differences include progression within established rate ranges (only the rates paid incumbents are collected) and performance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are more generalized than those used in individual establishments and allow for minor differences among establishments in specific duties performed. Occupational employment estimates represent the total in all estab lishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the jobs studied. These differences in occupational structure do not affect materially the accuracy of the earnings data. Wage trends for selected occupational groups The percent increases presented in table A -7 are based on changes in average hourly earnings of men and women in establishments reporting the trend jobs in both the current and previous year (matched establishments). The data are adjusted to remove the effect on average earnings of employ ment shifts among establishments and turnover of establishments included in survey samples. The percent increases, however, are still affected by factors other than wage increases. H irings, layoffs, and turnover may affect an establishment average for an occupation when workers are paid under plans providing a range of wage rates for individual jobs. In periods of increased hiring, for example, new employees may enter at the bottom of the range, depressing the average without a change in wage rates. The percent changes relate to wage changes between the indicated dates. When the tim e span between surveys is other than 12 months, annual rates are shown. (It is assumed that wages increase at a constant rate between surveys.) Occupations used to compute wage trends are: Office clerical Office clerical— Continued Secretaries Stenographers, general Stenographers, senior Typists, classes A and B File clerks, classes A , B, and C M essengers Switchboard operators 2 Order clerks, classes A and B Accounting clerks, classes A and B Bookkeeping-machine operators, class B Payroll clerks Keypunch operators, classes A and B In 1977, switchboard operators are included in the w age trend com putation for all e xce p t the follow in g areas: Canton, C h icago, C incinnati, Davenport—R ock Isla n d-M olin e, Houston, H untsville, Jackson, New Orleans, Portland (O regon), P rovidence-W aiw ick—Pawtucket, Richm ond, San A n ton io, Seattle—Everett, South Bend, and W ichita. Electronic data processing Skilled maintenance Computer systems analysts, classes A , B, and C Computer program m ers, classes A , B, and C Computer operators, classes A , B, and C Carpenters Electricians Painters Machinists Mechanics (machinery) Mechanics (motor vehicle) Pipefitters Tool and die makers Industrial nurses Unskilled plant Registered industrial nurses Janitors, porters, and cleaners Material handling laborers Percent changes for i as follows: areas in the program are computed 1. Average earnings are computed for each occupation for the 2 years being compared. The averages are derived from earnings in those establishments which are in the survey both years; it is assumed that employment remains unchanged. 2. Each occupation is assigned a weight based on its proportionate employment in the occupational group in the base year. 3. These weights are used to compute group averages. Each occupation's average earnings (computed in step 1) is multiplied by its weight. The products are totaled to obtain a group average. 4. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The result— expressed as a percent— less 100 is the percent change. For a more detailed description of the method used to compute these wage trends, see "Improving Area Wage Survey In d e x es," Monthly Labor Review, January 1973, pp. 5 2-57. Establishment practices and supplementary wage provisions The incidence of selected establishment practices and supplementary wage provisions is studied for full-tim e plant workers and office workers. Plant workers include nonsupervisory workers and working supervisors engaged in nonoffice functions. (Cafeteria workers and route workers are excluded in manufacturing industries, but included in nonmanufacturing industries.) Office workers include nonsupervisory workers and working supervisors performing clerical or related functions. Lead workers and trainees are included among nonsupervisory workers. Administrative, execu tive, professional and part-tim e employees as well as construction workers utilized as separate work forces are excluded from both the plant and office worker categories. Minimum entrance salaries (table B - l ) . Minimum entrance salaries for office workers relate only to the establishments visited. Because of the optimum sampling techniques used and the probability that large establish ments are more likely than small establishments to have formal entrance rates above the subclerical level, the table is more representative of policies in medium and large establishments. (The " X ' s " shown under standard weekly hours indicate that no meaningful totals are applicable.) Shift differentials— manufacturing (table B -2 ) . Data were collected on policies of manufacturing establishments regarding pay differentials for plant workers on late shifts. Establishments considered as having policies are those which (1) have provisions in writing covering the operation of late shifts, or (2) have operated late shifts at any time during the 12 months preceding a survey. When establishments have several differentials which vary by job, the differential applying to the majority of the plant workers is recorded. When establishments have differentials which apply only to certain hours of work, the differential applying to the majority of the shift hours is recorded. For purposes of this study, a late shift is either a second (evening) shift which ends at or near midnight or a third (night) shift which starts at or near midnight. Differentials for second and third shifts are summarized separately for (1) establishment policies (an establishment's differentials are weighted by all plant workers in the establishment at the time of the survey) and (2) effective practices (an establishment's differentials are weighted by plant workers employed on the specified shift at the time of the survey). Scheduled weekly hours; paid holidays; paid vacations; and health, insurance, and pension plans. Provisions which apply to a majority of the plant or office workers in an establishment are considered to apply to all plant or office workers in the establishment; a practice or provision is considered nonexistent when it applies to less than a majority. Holidays; vacations; and health, insurance, and pension plans are considered applicable to employees currently eligible for the benefits as well as to employees who will eventually become eligible. Scheduled weekly hours and days (table B -3 ) . Scheduled weekly hours and days refer to the number of hours and days per week which fu ll time first (day) shift workers are expected to work, whether paid for at straight-time or overtime rates. Paid holidays (table B -4 ). Holidays are included only if they are granted annually on a formal basis (provided for in written form or estab lished by custom). They are included even though in a particular year they fall on a nonworkday and employees are not granted another day off. Employees may be paid for the time off or may receive premium pay in lieu of time off. Data are tabulated to show the percent of workers who (1) are granted specific numbers of whole and half holidays and (2) are granted specified amounts of total holiday time (whole and half holidays are aggregated). Paid vacations (table B -5 ). Establishments report their method of calculating vacation pay (time b a sis, percent of annual earnings, flat-sum payment, etc.) and the amount of vacation pay granted. Only basic formal plans are reported. Vacation bonuses, vacation-savings plans, and "extended" or "sabbatical" benefits beyond basic plans are excluded. For tabulating vacation pay granted, all provisions are expressed on a time basis. Vacation pay calculated on other than a time basis is converted to ils equivalent time period. Two percent of annual earnings, for example, is tabulated as 1 week's vacation pay. A lso, provisions after each specified length of service are related to all plant or office workers in an establishment regardless of length of service. Vacation plans commonly provide for a larger amount of vacation pay as service lengthens. Counts of plant or office workers by length of service were not obtained. The tabulations of vacation pay granted present, therefore, statistical measures of these provisions rather than proportions of workers actually receiving specific benefits. Health, insurance, and pension plans (tables B -6 a n d B -7L Health, insurance, and pension plans include plans for which the employer pays either all or part of the cost. The cost may be (1) underwritten by a comm ercial insurance company or nonprofit organization, (2) covered by a union fund to which the employer has contributed, or (3) borne directly by the employer out of operating funds or a fund set aside to cover the cost. A plan is included even though a majority of the employees in an establish ment do not choose to participate in it because they are required to bear part of its cost (provided the choice to participate is available or will eventually become available to a majority). Legally required plans such as social security, railroad retirement, w orkers' disability compensation, and temporary disability insurance3 are excluded. Life insurance includes formal plans providing indemnity (usually through an insurance policy) in case of death of the covered worker. Information is also provided in table B -7 on types of life insurance plans and the amount of coverage in all industries combined and in manufacturing. Accidental death and dismemberment is limited to plans which provide benefit payments in case of death or loss of limb or sight as a direct result of an accident. Sickness and accident insurance includes only those plains which provide that predetermined cash payments be made directly to employees who lose time from work because of illness or injury, e.g., $50 a week for up to 26 weeks of disability. Sick leave plans are limited to formal plan s4 which provide for continuing an em ployee's pay during absence from work because of illness. Data collected distinguish between (1) plans which provide full pay with no waiting period, and (2) plans which either provide partial pay or require a waiting period. 3 Tem porary disability insurance w hich provides benefits to covered workers disabled by injury or illness w hich is not w ork -con n ected is mandatory under State laws in California, New Jersey, New Y ork, and Rhode Island. Establishment plans w hich m eet only the legal requirements are excluded from these data, but those under w hich (1) em ployers contribute m ore than is lega lly required or (2 ) benefits ex ceed those specified in the State law are included. In Rhode Island, benefits are paid out o f a State fund to which only em ployees contribute. In each o f the other three States, benefits are paid either from a State fund or through a private plan. State fund financing: In C alifornia, only em ployees contribute to the State fund; in New Jersey, em ployees and em ployers contribute; in New York, em ployees contribute up to a specified m axim um and em ployers pay the difference betw een the em ployees' share and the total contribution required. Private plan financing: In California and New Jersey, em ployees cannot be required to contribute m ore than they w ould if they were covered by the State fund; in New Y ork, em ployees can agree to contribute m ore i f the State m les that the additional contribution is commensurate with the benefit provided. Federal legislation (R ailroad U nem ploym ent Insurance A c t) provides temporary disability insurance benefits to railroad workers for illness or injury, whether w ork -con n ected or not. The legislation requires that em ployers bear the entire cost o f the insurance. 4 A n establishment is considered as having a form al plan if it specifies at least the m inim um number o f days o f sick leave available to each em ployee. Such a plan need not be written, but inform al sick leave allow ances determ ined on an individual basis are excluded. Long-term disability insurance plans provide payments to totally disabled employees upon the expiration of their paid sick leave and/or sick ness and accident insurance, or after a predetermined period of disability (typically 6 months). Payments are made until the end of the disability, a maximum age, or eligibility for retirement benefits. Full or partial pay ments are almost always reduced by social security, workers' disability compensation, and private pension benefits payable to the disabled employee. Hospitalization, surgical, and medical insurance plans reported in these surveys provide full or partial payment for basic services rendered. Hospitalization insurance covers hospital room and board and may cover other hospital expenses. Surgical insurance covers surgeons' fees. Medical insurance covers doctors' fees for home, office, or hospital calls. Plans restricted to post-operative medical care or a doctor's care for minor ailments at a worker's place of employment are not considered to be medical insurance. Major medical insurance coverage applies to services which go beyond the basic services covered under hospitalization, surgical, and medical insurance. Major medical insurance typically (1) requires that a "deductible" (e .g ., $50) be met before benefits begin, (2) has a coinsurance feature that requires the insured to pay a portion (e .g ., 20 percent) of certain expenses, and (3) has a specified dollar maximum of benefits (e .g ., $ 10,000 a year). Labor-management agreement coverage The following tabulation shows the percent of full-tim e plant and office workers employed in establishments in the Dayton area in which a union contract or contracts covered a m ajority of the workers in the re spective categories, December 1977: Plant workers Office workers 69 84 33 88 9 3 15 72 All industries_______________ Manufacturing__________ Nonmanufacturing______ Public u tilitie s______ An establishment is considered to have a contract covering all plant or office workers if a m ajority of such workers is covered by a labormanagement agreement. Therefore, all other plant or office workers are employed in establishments that either do not have labor-management con tracts in effect, or have contracts that apply to fewer than half of their plant or office workers. Estim ates are not necessarily representative of the extent to which all workers in the area m ay be covered by the provisions of labormanagement agreements, because small establishments are excluded and the industrial scope of the survey is limited. Dental insurance plans provide normal dental service benefits, usually for fillings, extractions, and X -r a y s . Plans which provide benefits only for oral surgery or repairing accident damage are not reported. Retirement pension plans provide for regular payments to the retiree for life. Included are deferred profit-sharing plans which provide the option of purchasing a lifetime annuity. Industrial composition in manufacturing Alm ost three-fifths of the workers within the scope of the survey in the Dayton area were employed in manufacturing firm s. The following presents the major industry groups and specific industries as a percent of all manufacturing: Industry groups Specific industries Machinery, except e le c tr ic a l_____________________ 27 Electric and electronic equipment____________________ 18 Rubber and miscellaneous plastics products___________ 12 Printing and publishing________10 Transportation equipm ent___ 10 Fabricated metal products___ 5 Refrigeration and service m ach in ery____________________ 11 Fabricated rubber products, N E C ___ ^ ______________________ 9 E lectrical industrial apparatus_____________________ 8 Motor vehicles and equipment_____________________ 8 Household appliances__________ 7 This information is based on estimates of total employment derived from universe materials compiled before actual survey. Proportions in various industry divisions may differ from proportions based on the results of the survey as shown in appendix table 1. Appendix table 1. Establishments and workers within scope of survey and number studied in Dayton, Ohio,1December 1977 N u m ber o f e s ta b lis h m e n ts In du stry d i v i s i o n 2 e m p lo y m e n t u i e s t a b lis h m ents in s c o p e o f study W o r k e r s in esta b lish m en ts W ithin s c o p e o f study W ithin s c o p e o f s tu d y 3 Studied T o t a l4 Studied N u m ber ALL D I V I S I O N S T o t a l4 582 130 1 50 .68 2 100 88.0 21 2 1.296 9 5.6 48 227 355 48 82 9 2.1 42 5 8.5 40 61 39 62.7 95 25.226 H .6 5 1 9 .6 4 5 65.1 67 30.481 50 50 50 50 50 30 51 166 33 75 13 7 20 8 34 9 .2 2 1 4 .8 5 7 2 9 .3 53 5 .5 6 3 9 .5 4 6 6 3 19 4 6 5 .3 1 4 <6 I <6I 1 .9 2 9 7 .1 2 5 821 1 4 .3 62 2 .6 8 9 5 .4 8 4 1 T h e D ayton S tandard M e tro p o lita n S t a t is tic a l A r e a , as d e fin e d by the O ffic e o f M an agem en t and B u dget th rou g h F e b r u a r y 1974, c o n s is t s o f G r e e n e , M ia m i, M o n tg o m e r y , and P r e b le C o u n tie s . Th e " w o r k e r s w ith in s c o p e o f stu d y " e s t im a t e s show n in th is ta b le p r o v id e a r e a s o n a b ly a c c u r a te d e s c r ip tio n o f the s iz e and c o m p o s it io n o f the la b o r f o r c e in c lu d e d in the s u r v e y . E s tim a te s a re not in ten d ed , h o w e v e r , f o r c o m p a r is o n w ith o th e r e m p lo y m e n t in d e x e s t o m e a s u r e e m p lo y m e n t tr e n d s o r le v e ls s in c e (1) planning o f w age s u r v e y s r e q u ir e s e s ta b lis h m e n t data c o m p ile d c o n s id e r a b ly in a d va n ce o f the p a y r o ll p e r io d stu d ie d , and (2) s m a ll e s ta b lis h m e n ts a r e e x c lu d e d fr o m the s c o p e o f the s u r v e y . 2 Th e 1972 e d itio n o f the S tand ard In d u s tr ia l C la s s ific a t io n M anual w as u s e d to c la s s i f y e s ta b lis h m e n ts b y in d u s try d iv is io n . H o w e v e r , a ll g o v e r n m e n t o p e r a t io n s a r e e x c lu d e d f r o m the s c o p e o f the s u r v e y . 3 In clu d es a ll e s ta b lis h m e n ts w ith to ta l e m p lo y m e n t at o r a bove the m in im u m lim ita tio n . A ll o u tle ts (w ithin the a r e a ) o f c o m p a n ie s in in d u s t r ie s su ch as t r a d e , fin a n c e , auto r e p a ir s e r v i c e , and m o tio n p ic tu re th e a te r s a r e c o n s id e r e d as 1 e s ta b lis h m e n t. 4 In clu d es e x e c u t iv e , p r o f e s s i o n a l , p a r t - t i m e , and o th e r w o r k e r s e x c lu d e d fr o m the s e p a r a te plant and o f fi c e c a t e g o r ie s . F u ll-t im e o f fic e w o r k e r s 50 ---------------------------------------------------------------- MANUFACTURING -------------------------------------------------------------------------NONMANUFACTURING -----------------------------------------------------------------TRANSPORTATION* COMMUNICATION* ANO OTHER PUBLIC U T I L I T I E S 5 ------------------------------------------WHOLESALE TRADE -------------------------------------------------------------RETAIL TRADE ----------------------------------------------------------------------------------FIN ANCE. INSURANCE. AND REAL ESTATE SE R V IC E S 8 ------------------------------------------------------------------------------- P ercent F u ll-t im e plant w o r k e r s t7l ( 6> (6) (6 > <6 ) <6> 5 A b b r e v ia te d to " p u b lic u t ilit ie s " in the A - and B - s e r i e s ta b le s . T a x ic a b s and s e r v ic e s in c id e n ta l t o w a te r tr a n s p o r t a t io n a r e e x c lu d e d . D a y ton 's tr a n s it s y s t e m is m u n ic ip a lly ow n ed and t h e r e fo r e e x c lu d e d f r o m the s c o p e o f the s u r v e y . 8 T h is d iv is io n is r e p r e s e n t e d in e s t im a t e s f o r " a l l in d u s t r ie s " and "n o n m a n u fa c tu r in g " in the A - and B - s e r i e s t a b le s . S e p a ra te p r e s e n ta tio n o f data is not m ad e f o r on e o r m o r e o f the fo llo w in g r e a s o n s : (1) E m p lo y m e n t is to o s m a ll to p r o v id e enough data to m e r it s e p a r a te study, (2) the s a m p le w as not d e s ig n e d in it ia lly t o p e r m it s e p a r a te p r e s e n t a t io n , (3) r e s p o n s e w as in s u ffic ie n t o r inadequ ate to p e r m it s e p a r a te p r e s e n t a t io n , and (4) t h e r e is p o s s ib ilit y o f d is c lo s u r e o f in d ivid u al e s ta b lis h m e n t data. 7 W o r k e r s f r o m th is e n tire d iv is io n a r e r e p r e s e n t e d in e s tim a te s f o r " a l l in d u s t r ie s " and "n o n m a n u fa c tu r in g " in the A - s e r i e s t a b le s , but f r o m the r e a l e s ta te p o r tio n on ly in e s t im a t e s f o r " a l l in d u s t r ie s " and "n o n m a n u fa c tu r in g " in the B - s e r i e s t a b le s . S ep a ra te p r e s e n ta tio n o f data is not m a d e f o r on e o r m o r e o f the r e a s o n s g iv en in fo o tn o te 6. 8 H o te ls and m o t e ls ; la u n d r ie s and o t h e r p e r s o n a l s e r v i c e s ; b u s in e s s s e r v ic e s ; a u tom ob ile r e p a ir , r e n ta l, and p a rk in g ; m o tio n p ic t u r e s ; n o n p ro fit m e m b e r s h ip o r g a n iz a tio n s (ex clu d in g r e lig io u s and c h a r ita b le o r g a n iz a t io n s ); and e n g in e e r in g and a r c h ite c t u r a l s e r v ic e s . 29 Appendix B. Occupational Descriptions The primary purpose of preparing job descriptions for the Bu reau's wage surveys is to assist its field staff in classifying into appro priate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establish ment and from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this empha sis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learners; begin ners; and part-tim e, temporary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. Trainees are excluded from the survey except for those re ceiving on-the-job training in some of the lower level professional and technical occupations. Office SECRET ARY— Continued SECRETARY Exclusions— Continued Assigned as a personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day activ ities of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. Perform s varied clerical and secretarial duties requiring a knowledge of office routine and understanding of the organization, program s, and procedures related to the work of the supervisor. a. secretary concept b. Stenographers not fully trained in secretarial-type duties; c. Stenographers serving as office assistants to a group of pro fessional, technical, or managerial persons; Exclusions d. Not all positions that are titled "se c r e ta r y " possess the above characteristics. Examples of positions which are excluded from the definition are as follows: Positions which do not meet the "p erso n a l" described above; Assistant-type positions which entail more difficult or more re sponsible technical, administrative, or supervisory duties which are not typical- of secretarial work, e .g ., Administrative A ssist ant, or Executive Assistant; Listed below are several occupations for which revised descriptions or titles are being introduced in this survey: Order clerk Payroll clerk Secretary Switchboard operator Switchboard operator -receptionist T ranscribing-machine typist Machine tool operator (toolroom) Tool and die maker Guard Shipper and receiver (previously surveyed as shipping and receiving clerk) T ruckdriver The Bureau has discontinued collecting data for tabulating-machine operator. Workers previously classified as watchmen are now classified as guards under the revised description. 30 SECRETARY— Continued SECRETARY— Continued Exclusions— Continued Classification by Level— Continued e. Positions which do not fit any of the situations listed in the sections below titled "L ev el of S u p erv iso r," e .g ., secretary to the president of a company that employs, in all, over 5 ,0 0 0 persons; f. Trainees. Classification by Level e. LS—4 Secretary jobs which meet the above characteristics are matched at one of five levels according to (a) the level of the secretary's supervisor within the company’ s organizational structure and, (b) the level of the secretary’ s responsibility. The chart following the explanations of these two factors indicates the level of the secretary for each combination of the factors. a. Secretary to the chairman of the board or president of a company that employs, in all, over 100 but fewer than 5,000 persons; or b. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 5, 000 but fewer than 25, 000 persons; or c. Lievel of Secretary's Supervisor (LS) Secretaries should be matched at one of the four LS levels described below according to the level of the secretary's supervisor within the company organizational structure. LS—1 a. Secretary to the supervisor or head of a small organizational unit (e .g ., fewer than about 25 or 30 persons); or b. Secretary to a nonsupervisory staff specialist, professional employee, administrative officer or assistant, skilled technician or expert. (NOTE: M a n y companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) LS—2 a. Secretary to an executive or managerial person whose respon sibility is not equivalent to one of the specific level situations in the definition for LS—3, but whose organizational unit normally numbers at least several dozen employees and is usually divided into organizational segments which are often, in turn, further subdivided. In some companies, this level includes a wide range of organizational echelons; in others, only one or two; or b. Secretary to the head of an individual plant, factory, etc., (or other equivalent level of official) that employs, in all, fewer than 5 ,0 0 0 persons. LS—3 a. Secretary to the chairman of the board or president of a company that employs, in all, fewer than 100 persons; or b. Secretary to a corporate officer (other than chairman of the board or president) of a company that employs, in all, over 100 but fewer than 5, 000 persons; or c. Secretary to the head (immediately below the officer level) over either a major corporatewide functional activity (e .g ., marketing, research, operations, industrial relations, etc.) or a major geographic or organizational segment (e.g ., a regional headquar ters; a major division) of a company that employs, in all, over 5, 000 but fewer than 25,0 0 0 employees; or d. Secretary to the head of (or other equivalent level over 5,0 0 0 persons; or Secretary to the head of a large and important organizational segment (e.g ., a middle management supervisor of an organi zational segment often involving as many as several hundred persons) of a company that employs, in all, over 25,000 persons. Secretary to the head, immediately below the corporate officer level, of a major segment or subsidiary of a company that employs, in all, over 25, 000 persons. NOTE: The term "corporate officer" used in the above LS def inition refers to those officials who have a significant corporatewide policy making role with regard to major company activities. The title "vice president, " though normally indicative of this role, does not in all cases identify such positions. Vice presidents whose primary responsibility is to act personally on individual cases or transactions (e.g ., approve or deny individual loan or credit actions; administer individual trust accounts; di rectly supervise a clerical staff) are not considered to be "corporate o fficers" for purposes of applying the definition. Level of Secretary's Responsibility (LR) This factor evaluates the nature of the work relationship between the secretary and the supervisor, and the extent to which the secretary is expected to exercise initiative and judgment. Secretaries should be matched at LR—1 or LR—2 described below according to their level of responsibility. Level of Responsibility 1 (LR—1) Perform s varied secretarial duties including or comparable to most of the following: a. Answers telephones, coming mail. b. Answers telephone requests which have standard answers. reply to requests by sending a form letter. c. Reviews correspondence, memoranda, and reports prepared by others for the supervisor's signature to ensure procedural and typographical accuracy. d. Maintains supervisor's instructed. e. Types, takes and transcribes dictation, and files. an individual plaint, factory, etc., of official) that employs, in all, greets personal calendar and callers, makes and opens in May appointments as SECRETARY— Continued STENOGRAPHER— Continued Level of Responsibility 2 (LR—2) Stenographer, Senior Perform s duties described under LR—1 and, in addition performs tasks requiring greater judgment, initiative, and knowledge of office functions including or comparable to most of the following: Dictation involves a varied technical or specialized vocabulary such as in legal briefs or reports on scientific- research. May also set up and maintain file s , keep records, etc. a. Screens telephone and personal ca llers, determining which can be handled by the supervisor's subordinates or other offices. b. Answers requests which require a detailed knowledge of of fice procedures or collection of information from files or other offices. May sign routine correspondence in own or supervisor's name. c. Compiles or assists in compiling periodic reports on the basis of general instructions. d. Schedules tentative appointments without prior clearance. A s sembles necessary background m aterial for scheduled meetings. Makes arrangements for meetings and conferences. e. Explains supervisor's requirements to other employees in super v iso r's unit. (Also types, takes dictation, and files.) The following chart and LR combination. shows the level of the secretary for each LS Level of secretary's supervisor P erform s stenographic duties requiring significantly greater in dependence and responsibility than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; a thorough working knowledge of general business and office pro cedure; and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing steno graphic duties and responsible clerical tasks such as maintaining follow up files; assembling material for reports, memoranda, and letters; com posing simple letters from general instructions; reading and routing incoming m ail; and answering routine questions, etc. TRANSCRIBING-MACHINE TYPIST Prim ary duty is to type copy of voice recorded dictation which does not involve varied technical or specialized vocabulary such as that used in legal briefs or reports on scientific research. May also type from written copy. May maintain files, keep simple records, or perform other relatively routine clerical tasks. (See Stenographer definition for workers involved with shorthand dictation.) Level of secretary's responsibility TYPIST LR—1 LS—1. LS—2. LS—3. LS—4. OR Class Class Class Class E D C B LR—2 Class Class Class Class D C B A STENOGRAPHER Prim ary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-Machine Typist). NOTE: This job is distinguished from that of a secretary in that a secretary normally works in a confidential relationship with only one manager or executive and perform s more responsible and discretionary tasks as described in the secretary job definition. Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, m ats, or sim ilar m aterials for use in duplicating processes. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming m ail. Class A . Perform s one or more of the following: Typing material in final form when it involves combining m aterial from several sources; or responsibility for correct s-pelling, syllabication, punctuation, etc., of tech nical or unusual words or foreign language m aterial; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit ci r cumstance s . Class B . Perform s one or more of the following: Copy typing from rough or clear drafts; or routine typing of fo rm s, insurance policies, etc.; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. FILE CLERK Stenographer, General keep Dictation involves a normal routine vocabulary. May maintain files, simple records, or perform other relatively routine clerical tasks. F ile s, cla ssifies, and retrieves material in an established filing system . May perform clerical and manual tasks required to maintain files. Positions are classified into levels on the basis of the following definitions. 32 FILE CLERK— Continued ORDER CLERK— Continued Class A . Classifies and indexes file material such as correspond ence, reports, technical documents, etc., in an established filing system containing a number of varied subject matter files. May also file this m aterial. May keep records of various types in conjunction with the files. May lead a small group of lower level file clerks. adequacy of information recorded; ascertaining credit rating of customer; furnishing customer with acknowledgement of receipt of order; following-up to see that order is delivered by the specified date or to let customer know of a delay in delivery; maintaining order file; checking shipping invoice against original order. Class B . Sorts, codes, and files unclassified material by simple (subject matter) headings or partly classified material by finer subheadings. Prepares simple related index and cross-referen ce aids. As requested, locates clearly identified material in files and forwards material. May per form related clerical tasks required to maintain and service files. Exclude workers paid on a commission basis or whose duties include any of the following: Receiving orders for services rather than for material or merchandise; providing customers with consultative advice using knowl edge gained from engineering or extensive technical training; emphasizing selling skills; handling material or merchandise as an integral part of the job. Class C . Perform s routine filing of material that has already been classified or which is easily classified in a simple serial classification system (e .g ., alphabetical, chronological, or numerical). As requested, locates readily available material in files and forwards material; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files. Positions definitions: classified into levels according to the following Class A . Handles orders that involve making judgments such as choosing which specific product or material from the establishment's product lines will satisfy the custom er's needs, or determining the price to be quoted when pricing involves more than merely referring to a price list or making some simple mathematical calculations. MESSENGER Perform s various routine duties such as running errands, operating minor office machines such as sealers or m ailers, opening and distributing m ail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. are Class B . Handles orders involving items which have readily iden tified uses and applications. May refer to a catalog, manufacturer's manual, or sim ilar document to insure that proper item is supplied or to verify price of ordered item. ACCOUNTING CLERK SWITCHBOARD OPERATOR Operates a telephone switchboard or console used with a private branch exchange (PBX) system to relay incoming, outgoing, and intrasystem calls. May provide information to ca llers, record and transmit m essages, keep record of calls placed and toll charges. Besides operating a telephone switchboard or console, may also type or perform routine clerical work (typing or routine clerical work may occupy the major portion of the worker's tim e, and is usually performed while at the switchboard or console). Chief or lead operators in establishments employing more than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard Operator-Receptionist. SWITCHBOARD OPERATOR-RECEPTIONIST At a single-position telephone switchboard or console, acts both as an operator— see Switchboard Operator— and as a receptionist. Receptionist's work involves such duties as greeting visitors; determining nature of visitor's business and providing appropriate information; referring visitor to appro priate person in the organization or contacting that person by telephone and arranging an appointment; keeping a log of visitors. ORDER CLERK Receives written or verbal custom ers' purchase orders for material or merchandise from customers or sales people. Work typically involves some combination of the following duties: Quoting prices; determining availa bility of ordered items and suggesting substitutes when necessary; advising expected delivery date and method of delivery; recording order and customer information on order sheets; checking order sheets for accuracy and Perform s one or more accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal con sistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing more complicated journal vouchers. May work in either a manual or automated accounting system. The work requires a knowledge of clerical methods and office practices and procedures which relates to the clerical processing and re cording of transactions and accounting information. With experience, the worker typically becomes familiar with the bookkeeping and accounting terms and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting. Positions definitions: are classified into levels on the basis of the following Class A . Under general supervision, performs accounting clerical operations which require the application of experience and judgment, for example, clerically processing complicated or nonrepetitive accounting trans actions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions through previous accounting actions to determine source of discrepancies. May be assisted by one or more class B accounting clerks. Class B . Under close supervision, following detailed instructions and standardized procedures, performs one or more routine accounting clerical operations, such as posting to ledgers, cards, or worksheets 33 ACCOUNTING CLERK— Continued MACHINE BILLER— Continued where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes. Bookkeeping-machine b iller. Uses a bookkeeping machine (with or without a typewriter keyboard) to prepare custom ers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on custom ers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slips. BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (with or without a typewriter key board) to keep a record of business transactions. PAYROLL CLERK Class A . Keeps a set of records requiring a knowledge of and experience in basic bookkeeping principles, and familiarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. Class B . Keeps a record of one or more phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, customers' accounts (not in cluding a simple type of billing described under machine biller), cost dis tribution, expense distribution, inventory control, etc. May check or assist in preparation of trial balances and prepare control sheets for the accounting department. MACHINE BILLER Prepares statements, b ills, and invoices on a machine other than an ordinary or electromatic typewriter. May also keep records as to billings or shipping charges or perform other clerical work incidental to billing operations. For wage study purposes, machine billers are classified by type of machine, as follows: Billing-machine biller. Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from customers' purchase orders, internally prepared orders, shipping memoranda, etc. Usually involves application of predetermined discounts and shipping charges and entry of necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies of the bill being prepared and is often done on a fanfold machine. Perform s the clerical tasks necessary to process payrolls and to maintain payroll records. Work involves most of the following: Processing workers' time or production records; adjusting workers' records for changes in wage rates, supplementary benefits, or tax deductions; editing payroll listings against source records; tracing and correcting errors in listings; and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical knowledge of governmental regulations, company payroll policy, or the computer system for processing payrolls. KEYPUNCH OPERATOR Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating cards or on tape. Positions definitions: are classified into levels on the basis of the following Class A . Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a variety of source documents. On occasion may also perform some routine keypunch work. May train inexperienced keypunch operators. Class B . Work is routine and repetitive. Under close supervision or following specific procedures or instructions, works from various stand ardized source documents which have been coded, and follows specified procedures which have been prescribed in detail and require little or no selecting, coding, or interpreting of data to be recorded. Refers to su pervisor problems arising from erroneous items or codes or missing info rmation. Professional and Technical COMPUTER SYSTEMS ANALYST, BUSINESS COMPUTER SYSTEMS ANALYST, BUSINESS— Continued Analyzes business problems to formulate procedures for solving them by use of electronic data processing equipment. Develops a complete description of all specifications needed to enable programmers to prepare required digital computer programs. Work involves most of the following: Analyzes subject-m atter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, files, and documents to be used; outlines actions to be performed by personnel and computers in sufficient detail for presentation to management and for programming (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in trial runs of new and revised system s; and recommends equipment changes to obtain more effective overall operations. (NOTE: Workers performing both systems analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) Does not include employees prim arily responsible for the man agement or supervision of other electronic data processing employees, or systems analysts prim arily concerned with scientific or engineering problem s. COMPUTER SYSTEMS ANALYST, BUSINESS— Continued COMPUTER PROGRAMMER, BUSINESS— Continued For wage study purposes, systems analysts are classified as follows: Class A . Works independently or under only general direction on complex problems involving all phases of systems analysis. Problems are complex because of diverse sources of input data and m ultiple-use require ments of output data. (For example, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which every item of each type is automatically processed through the full system of records and appropriate followup actions are initiated by the computer.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the implications of new or revised systems of data processing operations. Makes recommendations, if needed, for approval of major systems installations or changes and for obtaining equipment. May provide functional direction to lower level who are assigned to assist. Does not include employees prim arily responsible for the man agement or supervision of other electronic data processing employees, or programm ers prim arily concerned with scientific and/or engineering problem s. For wage study purposes, programm ers are classified as follows: systems analysts Class B . Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program, and operate. Problems are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, develops systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the implications of the data processing systems to be applied. OR Works on a segment of a complex data processing scheme or system , as described for class A. Works independently on routine assignments and receives instruction and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alignment with the overall system. Class C. Works under immediate supervision, carrying out analyses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in- the application of procedures and skills required for systems analysis work. For example, may assist a higher level systems analyst by preparing the detailed specifications required by pro gram m ers from information developed by the higher level analyst. COMPUTER PROGRAMMER, BUSINESS Converts statements of business problem s, typically prepared by a systems analyst, into a sequence of detailed instructions which are re quired to solve the problems by automatic data processing equipment. Working from charts or diagrams, the programm er develops the pre cise instructions which, when entered into the computer system in coded language, cause the manipulation of data to achieve desired results. Work involves m ost of the following: Applies knowledge of computer capa bilities, mathematics, logic employed by computers, and particular sub ject matter involved to analyze charts and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed flow charts to show order in which data will be processed; converts these charts to coded instructions for machine to follow; tests and corrects program s; prepares instructions for operating personnel during production run; analyzes, reviews, and alters programs to increase operating effi ciency or adapt to new requirements; maintains records of program de velopment and revisions. (NOTE: Workers performing both systems anal ysis and programming should be classified as systems analysts , if this is the skill used to determine their pay.) Class A . Works independently or under only general direction on complex problems which require competence in all phases of pro gramming concepts and practices. Working from diagrams and charts which identify the nature of desired results, major processing steps to be accomplished, and the relationships between various steps of the prob lem solving routine; plans the full range of programming actions needed to efficiently utilize the computer system in achieving desired end products. At this level, programming is difficult because computer equip ment must be organized to produce several interrelated but diverse prod ucts from numerous and diverse data elements. A wide variety and ex tensive number of internal processing actions must occur. This requires such actions as development of common operations which can be re used, establishment of linkage points between operations, adjustments to data when program requirements exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program. May provide functional direction to lower level programmers who are assigned to a ssist. Class B . Works independently or under only general direction on relatively simple program s, or on simple "Segments of complex programs. Programs (or segments) usually process information to produce data in two or three varied sequences or form ats. Reports and listings are produced by refining, adapting, arraying, or making minor additions to or deletions from input data which are readily available. While numerous records may be processed, the data have been refined in prior actions so that the accuracy and sequencing of data, can be tested by using a few routine checks. Typically, the program deals with routine recordkeeping operations. OR Works on complex programs (as described for class A) under close direction of a higher level programm er or supervisor. May assist higher level programmer by independently performing less difficult tasks assigned, and performing m ore difficult tasks under fairly close direction. 35 COMPUTER PROGRAMMER, BUSINESS— Continued DRAFTER May guide or instruct lower level program m ers. Class C . Makes practical applications of programming practices and concepts usually learned in formal training courses. Assignments are designed to develop competence in the application of standard pro cedures to routine problem s. Receives close supervision on new aspects of assignments; and work is reviewed to verify its accuracy and conformance with required procedures. COMPUTER OPERATOR Monitors and operates the control console of a digital computer to process data according to operating instructions, usually prepared by a programm er. Work includes most of the following: Studies instructions to determine equipment setup and operations; loads equipment with required items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and operates computer; makes adjustments to computer to correct operating problems and meet special conditions; reviews errors made during operation and determines cause or refers problem to super visor or program m er; and maintains operating records. May test and assist in correcting program. For wage study purposes, computer operators are classified as follows: Class A . Operates independently, or under only general direction, a computer running programs with most of the following characteristics: New programs are frequently tested and introduced; scheduling requirements are of critical importance to minimize downtime;, the programs are of complex design so that identification of error source often requires a working knowl edge of the total program, and alternate programs may not be available. May give direction and guidance to lower level operators. Class B . Operates independently, or under only general direction, a computer running programs with most of the following characteristics: Most of the programs are established production runs, typically run on a regularly recurring basis; there is little or no testing of new programs required; alter nate programs are provided in case original program needs major change or cannot be corrected within a reasonably short time. In common error situations, diagnoses cause and takes corrective action. This usually in volves applying previously programmed corrective steps, or using standard correction techniques. OR Operates under direct supervision a computer running programs or segments of programs with the characteristics described for class A. May assist a higher level operator by independently performing less difficult tasks assigned, and performing difficult tasks following detailed instructions and with frequent review of operations performed. Class C . Works on routine programs under close supervision. Is expected to develop working knowledge of the computer equipment used and ability to detect problems involved in running routine program s. Usually has received some form al training in computer operation. May assist higher level operator on complex program s. Class A . Plans the graphic presentation of complex items having distinctive design features that differ significantly from established drafting precedents. Works in close support with the design originator, and may recommend minor design changes. Analyzes the effect of each change on the details of form , function, and positional relationships of components and parts. Works with a minimum of supervisory assistance. Completed work is reviewed by design originator for consistency with prior engineering determinations. May either prepare drawings or direct their preparation by lower level drafters. Class B . Perform s nonroutine and complex drafting assignments that require the application of most of the standardized drawing techniques regularly used. Duties typically involve such work as: Prepares working drawings of subassemblies with irregular shapes, multiple functions, and precise positional relationships between components; prepares architectural drawings for construction of a building including detail drawings of founda tions, wall sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary computations to determine quantities of materials to be used, load capacities, strengths, str e sse s, etc. Receives initial instructions, requirements, and advice from supervisor. Completed work is checked for technical adequacy. Class C. Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isom etric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source materials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress. DRAFTER -TRACER Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing limited to plans prim arily consisting of straight lines and a large scale not requiring close delineation.) AND/OR Prepares simple or repetitive drawings of easily visualized items. Work is closely supervised during progress. ELECTRONICS TECHNICIAN Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. The equipment— consisting of either many different kinds of circuits or multiple repetition of the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting and receiving equipment (e.g ., radar, radio, television, telephone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and medical measuring and controlling equipment. ELECTRONICS TECHNICIAN— Continued ELECTRONICS TECHNICIAN— Continued This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assem blers and testers; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. Receives technical guidance, as required, from supervisor or higher level technician, and work is reviewed for specific compliance with accepted practices and work assignments. May provide technical guidance to lower level technicians. Positions definitions: are classified into levels on the basis of the following Class A . Applies advanced technical knowledge to solve unusually complex problems (i.e ., those that typically cannot be solved solely by reference to manufacturers' manuals or sim ilar documents) in working on electronic equipment. Examples of such problems include location and density of circuitry, electromagnetic radiation, isolating malfunctions, and frequent engineering changes. Work involves: A detailed understanding of the interrelationships of circuits; exercising independent judgment in per forming such tasks as making circuit analyses, calculating wave form s, tracing relationships in signal flow; and regularly using complex test in struments (e .g ., dual trace oscilloscopes, Q -m e te rs, deviation m eters, pulse generators). Work may be reviewed by supervisor (frequently an engineer or designer) for general compliance with accepted practices. May provide technical guidance to lower level technicians. Class B . Applies comprehensive technical knowledge to solve com plex problems (i.e ., those that typically can be solved solely by properly interpreting manufacturers' manuals or sim ilar documents) in working on electronic equipment. Work involves: A familiarity with the interrelation ships of circuits; and judgment in determining work sequence and in selecting tools and testing instruments, usually less complex than those used by the class A technician. Class C . Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed in structions which cover virtually all procedures. Work typically involves such tasks as: Assisting higher level technicians by performing such activities as replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment; and using tools and common test instruments (e .g ., m ultim eters, audio signal generators, tube testers, oscilloscopes). Is not required to be familiar with the interrelationships of circuits. This knowledge, however, may be acquired through assignments designed to in crease competence (including classroom training) so that worker can advance to higher level technician. Receives technical guidance, as required, from supervisor or higher level technician. Work is typically spot checked, but is given detailed review when new or advanced assignments are involved. REGISTERED INDUSTRIAL NURSE A registered nurse who gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the prem ises of a factory or other establishment. Duties involve a combination of the following: Giving first aid to the ill or injured; attending to subsequent dressing of employees' injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and employees; and planning and carrying out programs involving health education, accident prevention, evaluation of plant environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. Maintenance, Toolroom, and Powerplant MAINTENANCE CARPENTER MAINTENANCE ELECTRICIAN— Continued Performs the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves most of the following: Planning and laying out of work from blueprints, drawings, m odels, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to dimensions of work; and selecting materials necessary for the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. equipment such as generators, transform ers, switchboards, controllers, circuit breakers, m otors, heating units, conduit system s, or other trans mission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and testing instruments. In general, the work of the main tenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE PAINTER MAINTENANCE ELECTRICIAN Perform s a variety of electrical trade functions such as the in stallation, maintenance, or repair of equipment for the generation, distri bution, or utilization of electric energy in an establishment. Work involves most of the following: Installing or repairing any of a variety of electrical Paints and redecorates w alls, woodwork, and fixtures of an estab lishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes MAINTENANCE PAINTER— Continued MAINTENANCE PIPEFITTER and interstices; and applying paint with spray gun or brush. May mix colors, o ils, white lead, and other paint ingredients to obtain proper color or con sistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Installs or repairs water, steam , gas, or other types of pipe and pipefittings in an establishment. Work involves most of the following; Laying out work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to p ressu res, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Workers prim arily engaged in installing and repairing building sanitation or heating systems are excluded. MAINTENANCE MACHINIST Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment operated in an establishment. Work in volves most of the following: Interpreting written instructions and specifica tions; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard m aterials, parts, and equipment required for this work; and fitting and assembling parts into mechanical equipment. In general, the machinist's work normally requires a rounded training in machine-shop practice usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE MECHANIC (MACHINERY) Repairs machinery or mechanical equipment of an establishment. Work involves most of the following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending the machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shops; reassembling machines; and making all necessary adjustments for operation. In general, the work of a machinery maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and ex perience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. MAINTENANCE MECHANIC (MOTOR VEHICLE) Repairs automobiles, buses, motortrucks, and tractors of an estab lishment. Work involves most of the following: Examining automotive equipment to diagnose source of trouble; disassembling equipment and per forming repairs that involve the use of such handtools as wrenches, gauges, d rills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; re assembling and installing the various assemblies in the vehicle and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the motor vehicle maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. This classification does not include mechanics who repair customers vehicles in automobile repair shops. MAINTENANCE SH E E T -M E T A L WORKER Fabricates, installs, and maintains in good repair the sheet-m etal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves most of the following: Planning and laying out all types of sheet-m etal maintenance work from blueprints, m odels, or other specifica tions; setting up and operating all available types of sheet-m etal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-m etal articles as required. In general, the work of the maintenance sheet-m etal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MILLWRIGHT Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following: Planning and laying out work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses, strength of m aterials, and centers of gravity; aligning and balancing equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transm ission equipment such as drives and speed reducers. In general, the millwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE TRADES HELPER A ssists one or more workers in the skilled maintenance trades, by performing specific or general duties of le sse r skill, such as keeping a worker supplied with materials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding m aterials or tools; and performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding materials and tools, and cleaning working areas; and in others he is permitted to perform specialized machine operations, or parts of a trade that are also performed by workers on a full-tim e basis. MACHINE-TOOL OPERATOR (TOOLROOM) TOOL AND DIE MAKER— Continued Specializes in operating one or more than one type of machine tool (e .g ., jig borer, grinding machine, engine lather, milling machine) to machine metal for use in making or maintaining jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e.g ., plastic, plaster, rubber, glass). Work typically involves: P lanning and performing difficult machining operations which require complicated setups or a high degree of accuracy; setting up machine tool or tools (e.g ., install cutting tools and adjust guides, stops, working tables, and other controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of precision measuring instruments; making necessary adjustments during machining operation to achieve requisite dimensions to very close tolerances. May be required to select proper coolants and cutting and lubricating oils, to recognize when tools need dressing, and to dress tools. In general, the work of a machine-tool operator (toolroom) at the skill level called for in this classification requires extensive knowledge of machine-shop and tool room practice usually acquired through considerable on-the-job training and experience. setting up and operating various machine tools and related equipment; using various tool and die m aker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to pre scribed tolerances and allowances. In general, the tool and die m aker's work requires rounded training in machine-shop and toolroom practice usually acquired through formal apprenticeship or equivalent training and experience. For cross-industry wage study purposes, this classification does not include machine-tool operators (toolroom) employed in tool and die jobbing shops. TOOL AND DIE MAKER Constructs and repairs jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e .g ., plastic, plaster, rubber, glass). Work typically involves: Planning and laying out work according to m odels, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate m aterials, tools, and processes required to complete task; making necessary shop computations; For cross-industry wage study purposes, this classification does not include tool and die makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies (die sinkers). STATIONARY ENGINEER Operates and maintains and may also supervise the operation of stationary engines and equipment (mechanical or electrical) to supply the establishment in which employed with power, heat, refrigeration, or a irconditioning. Work involves: Operating and maintaining equipment such as steam engines, air com pressors, generators, m otors, turbines, ventilating and refrigerating equipment, steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishments employing more than one engineer are excluded. BOILER TENDER Fires stationary boilers to furnish the establishment in which em ployed with heat, power, or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil burner; and checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment. Material Movement and Custodial TRUCKDR1VER SHIPPER AND RECEIVER Drives a truck within a city or industrial area to transport m aterials, merchandise, equipment, or workers between various types of establishments such as: Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and custom ers' houses or places of business. May also load or unload truck with or without helpers, make minor mechanical repairs, and keep truck in good working order. Salesroute and over-the-road drivers are excluded. Perform s clerical and physical tasks in connection with shipping goods of the establishment in which employed and receiving incoming shipments. In performing day-to-day, routine tasks, follows established guidelines. In handling unusual nonroutine problem s, receives specific guid ance from supervisor or other officials. May direct and coordinate the activities of other workers engaged in handling goods to be shipped or being received. For wage study purposes, truckdrivers are classified by type and rated capacity of truck, as follows: Shippers typically are responsible f o r most of the following: Verifying that orders are accurately filled by comparing items and quantities of goods gathered for shipment against documents; insuring that shipments are properly packaged, identified with shipping information, and loaded into transporting vehicles; preparing and keeping records of goods shipped, e .g ., m anifests, bills of lading. Truckdriver, light truck (straight truck, under (IV2 tons, usually 4 wheels) Truckdriver, medium truck (straight truck, IV2 to 4 tons inclusive, usually 6 wheels) Truckdriver, heavy truck (straight truck, over 4 tons, usually 10 wheels) Truckdriver, tractor-trailer Receivers typically are responsible for most of the following: Verifying the correctness of incoming shipments by comparing items and quantities unloaded against bills of lading, invoices, manifests, storage SHIPPER AND RECEIVER— Continued MATERIAL HANDLING LABORER— Continued receipts, or other records; checking for damaged goods; insuring that goods are appropriately identified for routing to departments within the establishment; preparing and keeping records of goods received. materials or merchandise in proper storage location; and transporting materials or merchandise by handtruck, car, or wheelbarrow. Longshore workers, who load and unload ships, are excluded. For wage study purposes, workers are classified as follows: Shipper Receiver Shipper and receiver POWER-TRUCK OPERATOR Operates a manually controlled gasoline- or electric-powered truck or tractor to transport goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment. For wage study purposes, workers are classified by type of powertruck, as follows: WAREHOUSEMAN As directed, performs a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following: Verifying materials (or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing materials to prescribed storage locations; storing, stacking, or palletizing materials in accordance with prescribed storage methods; rearranging and taking inventory of stored m aterials; examining stored materials and re porting deterioration and damage; removing m aterial from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Exclude workers whose primary duties involve shipping and re ceiving work (see Shipper and Receiver and Shipping Packer), order filling (see Order F iller), or operating power trucks (see Power-Truck Operator). ORDER FILLER Fills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, customers' orders, or other instructions. May, in addition to filling orders and indicating items filled or omitted, keep records of outgoing orders, requisition addi tional stock or report short supplies to supervisor, and perform other related duties. SHIPPING PACKER Prepares finished products for shipment or storage by placing them in shipping containers, the specific operations performed being dependent upon the type, size, and number of units to be packed, the type of container employed, and method of shipment. Work requires the placing of items in shipping containers and may involve one or more of the following: Knowledge of various items of stock in order to verify content; selection of appropriate type and size of container; inserting enclosures in container; using excelsior or other material to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded. MATERIAL HANDLING LABORER A worker employed in a warehouse, manufacturing plant, store, or other establishment whose duties involve one or more of the following: Loading and unloading various materials and merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing Forklift operator Power-truck operator (other than forklift) GUARD Protects property from theft or damage, or persons from hazards or interference. Duties involve serving at a fixed post, making rounds on foot or by motor vehicle, or escorting persons or property. May be deputized to make arrests. May also help visitors and customers by answering questions and giving directions. Guards employed by establishments which provide protective s e r vices on a contract basis are included in this occupation. For wage study purposes, guards are classified as follows: Guard A Enforces regulations designed to prevent breaches of security. E xercises judgment and uses discretion in dealing with emergencies and security violations encountered. Determines whether first response should be to intervene directly (asking for assistance when deemed necessary and time allows), to keep situation under surveillance, or to report situation so that it can be handled by appropriate authority. Duties require spe cialized training in methods and techniques of protecting security areas. Commonly, the guard is required to demonstrate continuing physical fitness and proficiency with firearm s or other special weapons. Guard B Carries out instructions prim arily oriented toward insuring that emergencies and security violations are readily discovered and reported to appropriate authority. Intervenes directly only in situations which require minimal action to safeguard property or persons. Duties require minimal training. Commonly, the guard is not required to demonstrate physical fitness. May be armed, but generally is not required to demonstrate proficiency in the use of firearm s or special weapons. JANITOR, PORTER, OR CLEANER Cleans and keeps in an orderly condition factory working areas and washrooms, or prem ises of an office, apartment house, or commercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trim m ings; providing supplies and minor maintenance services; and cleaning lavatories, showers, and restroom s. Workers who specialize in window washing are excluded. Area Wage Surveys A list of the latest bulletins available is presented below. Bulletins may be purchased from any of the BLS regional offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402. Make checks payable to Superintendent of Documents. A directory of occupational wage surveys, covering the years 1970 through 1976, is available on request. Area Akron, Ohio, Dec. 1977_______________________________________ Albany—Schenectady—Troy, N. Y ., Sept. 1977________________ Anaheim—Santa Ana—Garden Grove, C alif., Oct. 1977_____________________________________________ Atlanta, G a ., May 1977_______________________________________ Baltim ore, M d ., Aug. 1977___________________________________ Billings, Mont., July 1977 1 __________________________________ Birmingham, A la ., Mar. 1977________________________________ Boston, M a ss., Aug. 1977_____________________________________ Buffalo, N .Y ., Oct. 1977_______________________________________ Canton, Ohio, May 1977 1 _____________________________________ Chattanooga, T en n .-G a., Sept. 1977__________________________ Chicago, 111., May 1977 1______________________________________ Cincinnati, Ohio—Ky.—Ind., July 1977 1 _____________________ Cleveland, Ohio, Sept. 19771.................................... ....................... Columbus, Ohio, Oct. 1977___________________________________ Corpus Christi, T ex., July 1977 1 ____________________________ Dallas—Fort Worth, T ex., Oct. 1977_________________________ Davenport—Rock Island—Moline, Iowa—111., May 1977 1 ____ Dayton, Ohio, Dec. 1977 1_____________________________________ Daytona Beach, F la ., Aug. 1977 1____________________________ Denver—Boulder, Colo., Dec. 1976___________________________ Detroit, M ich., Mar. 197 7 .______________ ____________________ Fresno, C alif., June 1977 ____________________________________ Gainesville, F la ., Sept. 1977 1________________________________ Green Bay, W is., July 1977__________________________________ Greensboro—Winston-Salem—High Point, N .C ., Aug. 1977 1-------------------------------------------------------------------Greenville—Spartanburg, S.C ., June 1977 ___________________ Hartford, Conn., Mar. 1977__________________________________ Houston, T ex ., Aug. 19771___________________________________ Huntsville, A la., Feb. 1977*_________________________________ Indianapolis, Ind., Oct. 1977_________________________________ Jackson, M iss., Jan. 1977 1 __________________________________ Jacksonville, F la ., Dec. 1977_________________________________ Kansas City, M o .-K a n s., Sept. 1977_________________________ Los Angeles—Long Beach, C alif., Oct. 1977________________ Louisville, Ky.—Ind., Nov. 1977 1_____________________________ Memphis, Tenn.—A rk.—M is s ., Nov. 1977_____________________ Bulletin number and price* 1950-70, 80 cents 1950-52, 80 cents 1950-60, 1950-17, 1950-39, 1950-40, 1950-8, 1950-50, 1950-58, 1950-28, 1950-44, 1950-41, 1950-45, 1950-53, 1950-64, 1950-35, 1950-65, 1950-26, 1950-71, 1950-43, 1900-73, 1950-13, 1950-30, 1950-46, 1950-36, $1.00 $1.20 $ 1.20 $1.00 85 cents $ 1.20 $ 1.00 $1.10 70 cents $1.40 $1.20 $ 1.40 $ 1.00 $1.00 $1.20 $1.10 $1.10 $1.00 85 cents $1.20 70 cents $1.00 70 cents 1950-42, 1950-33, 1950-9, 1950-48, 1950-4, 1950-56, 1950-2, 1950-67, 1950-54, 1950-61, 1950-66, 1950-63, $ 1.10 70 cents 80 cents $1.40 $1.40 $1 .0 0 $1.50 70 cents $1.00 $ 1.20 $1.20 70 cents Area Miami, F la., Oct. 1977________________________________________ Milwaukee, W is., Apr. 1977 _________________________________ Minneapolis—St. Paul, Minn.—W is., Jan. 1977 _______________ Nassau—Suffolk, N .Y ., June 1977 ____________________________ Newark, N .J., Jan. 1977 . . _______ ____________________________ New Orleans, L a ., Jan. 1977 1 _______________________________ New York, N .Y .-N .J ., May 1977.................................... ................. Norfolk—Virginia Beach—Portsmouth, Va.— N .C ., May 1977 ..................................................... ............................... Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, Va.—N .C ., May 1977____________ Northeast Pennsylvania, Aug. 1977*_________________________ Oklahoma City, O kla., Aug. 1977 1___________________________ Omaha, Nebr.—Iowa, Oct. 1977 1 _____________________________ Paterson—Clifton—P assaic, N .J ., June 1977 ________________ Philadelphia, P a .-N .J ., Nov. 1977__ _________ ________________ Pittsburgh, Pa., Jan. 1977____________________________________ Portland, Maine, Dec. 1977__________________________________ Portland, Oreg.‘—W ash., May 1977 1__________________________ Poughkeepsie, N. Y ., June 1977 ______________________________ Poughkeepsie—Kingston—Newburgh, N .Y ., June 1976_______ Providence—Warwick—Pawtucket, R.I.— M a ss., June 1977 1 ___________________________________________ Richmond, V a ., June 1977 1 __________________________________ St. Louis, Mo.-111., Mar. 1977 ______ ______ _________________ Sacramento, C alif., Dec. 1976 _______________________________ Saginaw, M ich., Nov. 1977____________________________________ Salt Lake City—Ogden, Utah, Nov. 1977______________________ San Antonio, T ex ., May 1977*________________________________ San Diego, C alif., Nov. 1976__________________________________ San Francisco—Oakland, C alif., Mar. 1977 _________________ San Jose, C alif., Mar. 1977__________________________________ Seattle—Everett, W ash., Jan 1977*___________________________ South Bend, Ind., Aug. 1977 1_________________________________ Syracuse, N .Y ., July 1976____________________________________ Toledo, Ohio—M ich ., May 1977_______________________________ Trenton, N .J., Sept. 1977____ _____ ___________________________ Utica-Rom e, N .Y ., J u ly l977 * _______________________________ Washington, D. C.—Md.—V a ., Mar. 1977 ________________ _____ Wichita, Kans., Apr. 1977 1 __________________________________ W orcester, M a ss., Apr. 1977 ________________________________ York, P a., Feb. 1977 _________________________________________ l Bulletin number and price * 1950-57, 1950-14, 1950-3, 1950-27, 1950-7, 1950-5, 1950-31, $1.00 $ 1.10 $1 .6 0 $1 .0 0 $1 .6 0 $1.60 $1.20 1950-20, 70 cents 1950-21, 1950-38, 1950-49, 1950-55, 1950-34, 1950-62, 1950-1, 1950-69, 1950-32, 1950-25, 1900-55, 7 0 cents $1.10 $1.10 $1.10 70 cents $1.20 $1.50 70 cents $1.20 70 cents 55 cents 1950-22, 1950-23, 1950-10, 1900-71, 1950-59, 1950-68, 1950-24, 1900-79, 1950-29, 1950-19, 1950-12, 1950-51, 1900-44, 1950-18, 1950-47, 1950-37, 1950-11, 1950-16, 1950-15, 1950-6, $1.20 $1.10 $1.20 55 cents 70 cents 80 cents $1.10 55 cents $1.20 $1.00 $1.20 $1.10 55 cents 80 cents 70 cents $1.10 $1.20 $1.10 70 cents $1.10 Prices are determ ined by the Governm ent Printing O ffice and are subject to change. Data on establishment practices and supplementary wage provisions are also presented. U.S. Department of Labor Bureau of Labor Statistics Washington, D C. 20212 Postage and Fees Paid U.S. Department of Labor Third Class Mail Official Business Penalty for private use, $300 Lab-441 Bureau of Labor Statistics Regional Offices Region I Region II Region 111 Region IV 1603 JFK Federal Building Government Center Boston, Mass 02203 Phone:223-6761 (Area Code 617) Suite 3400 1515 Broadway New York, N Y. 10036 Phone 399-5406 (Area Code 212) 3535 Market Street, P.0 Box 13309 Philadelphia, Pa 19101 Phone :596-1154 (Area Code 215) Suite 540 >371 Peachtree St., N.E. Atlanta, Ga 30309 Phone:881-4418 (Area Code 404) Connecticut Maine Massachusetts New Hampshire Rhode Island Vermont New Jersey New York Puerto Rico Virgin Islands Delaware District of Columbia Maryland Pennsylvania Virginia West Virginia Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee Region V Region VI Regions VII and VIII Regions IX and X 9th Floor, 230 S Dearborn St. Chicago, III 60604 Phone:353-1880 (Area Code 312) Second Floor 555 Griffin Square Building Dallas, Tex. 75202 Phone: 749-3516 (Area Code 214) Federal Office Building 911 Walnut St., 15th Floor Kansas City, Mo 64106 Phone 374-2481 (Area Code 816) 450 Golden Gate Ave. Box 36017 San Francisco, Calif 94102 Phone 556-4678 (Area Code 415) Arkansas Louisiana New Mexico Oklahoma Texas VII VIII IX Iowa Kansas Missouri Nebraska Colorado Montana North Dakota South Dakota Utah Wyoming Arizona California Hawaii Nevada Illinois Indiana Michigan Minnesota Ohio Wisconsin X Alaska Idaho Oregon Washington
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