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Area Wage Survey Dayton, Ohio, Metropolitan Area December 1978 Bulletin 2025- 66 U.S. Department of Labor Bureau of Labor Statistics Miami lOUBW fST MISSOURI SWSI UNIVERSITY LiSRARY & TOQSHO&l ODUM Preface T h is b u lle tin p r o v id e s r e s u l t s o f a D e c e m b e r 197 8 s u r v e y o f o c c u p a tio n a l e a r n in g s in the D a y to n , O h io , S ta n d a rd M e t r o p o lit a n S t a t is t ic a l A r e a . T h e s u r v e y w a s m a d e a s p a r t o f th e B u r e a u o f L a b o r S t a t i s t i c s ' a nn ual a rea w age su rv e y p r o g ra m . It w a s c o n d u c te d b y the B u r e a u 's r e g io n a l o f f i c e in C h ic a g o , 111., u n d e r th e g e n e r a l d i r e c t i o n o f L o is L . O r r , A s s is t a n t R e g io n a l C o m m is s io n e r f o r O p e r a t io n s . T h e s u r v e y c o u ld n ot h a v e b e e n a c c o m p lis h e d w ith ou t th e c o o p e r a t io n o f the m a n y f i r m s w h o s e w a g e and s a la r y data p r o v id e d th e b a s is f o r th e s t a t is t ic a l in fo r m a t io n in th is b u lle tin . T h e B u r e a u w is h e s to e x p r e s s s i n c e r e a p p r e c ia t io n f o r th e c o o p e r a t io n r e c e iv e d . M a te r ia l in th is p u b lic a t io n is in th e p u b lic d o m a in a n d m a y b e r e p r o d u c e d w ith ou t p e r m i s s i o n o f th e F e d e r a l G o v e r n m e n t . P le a s e c r e d it th e B u re a u o f L a b o r S t a t is t ic s a nd c it e th e n a m e a n d n u m b e r o f th is p u b lic a tio n . Note: A ls o a v a ila b le f o r th e D a y to n a r e a a r e l is t i n g s o f u n io n w a g e r a t e s f o r s e v e n s e le c t e d b u ild in g t r a d e s . F r e e c o p i e s o f t h e s e a r e a v a ila b le f r o m th e B u r e a u 's r e g io n a l o f f i c e s . (S e e b a c k c o v e r f o r a d d r e s s e s . ) Area Wage Survey Dayton, Ohio, Metropolitan Area December 1978 U.S. Department of Labor Ray Marshall, Secretary Contents Bureau of Labor Statistics Janet L. Norwood Acting Commissioner February 1979 Bulletin 2025- 66 For sale by the Superintendent of Docu ments, U.S. Government Printing Office, Washington, D C. 20402. GPO Bookstores, or BLS Regional Offices listed on back cover. Price $1 00 Make checks payable to Super intendent of Documents. Introduction . Page 2 T ables: A. Earnings, all establishments; Weekly earnings of office workers__ 3 A - 1. Weekly earnings of professional A -2. and technical workers 6 Average weekly earnings of A -3 . office, professional, and technical workers, by sex 8 Hourly earnings of maintenance, A -4 . toolroom, and powerplant workers____________________________ 9 A - 5. Hourly earnings of material movement and custodial workers__ 10 Average hourly earnings of A- 6. maintenance, toolroom, powerplant, material movement, and custodial workers, by sex_________ 12 Percent increases in average A- 7. hourly earnings, adjusted for employment shifts, for selected occupational groups________________ 13 Earnings, large establishments; Weekly earnings of office workers__ A -8 . A - 9. Weekly earnings of professional and technical workers______________ A- 10. Average weekly earnings of office, professional, and technical workers, by sex_________ A - 11. Hourly earnings of maintenance, toolroom, and powerplant workers____________ _______________ Page 14 Earnings, large establishments— Continued A - 12. Hourly earnings of material movement and custodial workers____________________________ 19 A- 13. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex_________ 20 B. Establishment practices and supplementary wage provisions: Minimum entrance salaries for B -l. inexperienced typists and clerks_ 21 _ Late-shift pay provisions for B -2. full-time manufacturing production and related workers___ 22 Scheduled weekly hours and days of B -3. full-time first-shift workers______ 23 Annual paid holidays for full-time B -4. workers____________ __________ — 24 Paid vacation provisions for B -5. full-time workers__________________ 25 Health, insurance, and pension B -6. plans for full-time workers_______ 27 Life insurance plans for B -7. full-time workers_________________ 28 16 Appendix A. Scope and method of survey_________ 31 Appendix B. Occupational descriptions___________ 36 17 18 Introduction This area is 1 of 75 in which the U.S. Department of Labor’ s Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits. (See list of areas on inside back cover.) In each area, occupational earnings data (A -se rie s tables) are collected annually. Information on estab lishment practices and supplementary wage benefits (B -se r ie s tables) is obtained every third year. This report has no B -se r ie s tables. Each year after all individual area wage surveys have been com pleted, two summary bulletins are issued. The first brings together data for each metropolitan area surveyed; the second presents national and regional estim ates, projected from individual metropolitan area data, for all Standard Metropolitan Statistical Areas in the United States, excluding Alaska and Hawaii. A major consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor m arkets, through the analysis of (1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U.S. Depart ment of Labor to make wagd determinations under the Service Contract Act of 1965. A -se r ie s tables Tables A - 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 m ore. Table A -7 provides percent changes in average hourly earnings of office clerical workers, electronic data processing w orkers, industrial nurses, skilled maintenance trades w orkers, and unskilled plant workers. Where possible, data are presented for all industries and for manufac turing and nonmanufacturing separately. Data are not presented for skilled maintenance workers in nonmanufacturing because the number of workers employed in this occupational group in nonmanufacturing is too sm all to warrant separate presentation. This table provides a measure of wage trends after elinimation of changes in average earnings caused by employ ment shifts among establishments as well as turnover of establishments included in survey samples. For further details, see appendix A. Appendixe s Appendix A describes the methods and .concepts used in the area wage survey program and provides information on the scope of the survey. Appendix B provides job descriptions used by Bureau field econo m ists to classify workers by occupation. A. Earnings Table A-1. Weekly earnings of office workers in Dayton, Ohio, February 1978 Weekly earnings^™ (standard) O ccu pation and in du stry d iv isio n Number of workera Average weekly hours1 (standard) Num ber o f w o rk e r s receiv in g straigh t-tim e we ekly earnings of— s * 90 Mean 2 Median2 Middle range 2 % 100 * t % 110 120 130 s 1 40 * 150 * 160 ft % 170 180 s % 190 200 S 220 % 240 260 280 r5 * 300 s * 3 80 3*0 % 420 and under 46 0 and 110 120 130 1*0 150 160 170 180 190 200 220 240 260 280 300 3*0 3 80 *20 *60 over 4 10 0 8 8 - 27 15 12 4 69 48 21 8 85 56 29 89 *3 46 3 1*5 84 61 16 95 61 3* * 112 68 *4 5 18* 138 46 9 169 136 33 5 89 77 12 2 69 61 8 5 68 57 11 8 70 57 13 10 52 52 33 32 1 12 12 ~ 16 16 “ ” _ _ - _ - - 22 21 1 36 27 9 21 17 4 13 12 1 15 12 3 12 11 1 8 8 ~ 2 2 ~ 10 10 ” 11 11 ~ 1 1 “ ALL WORKERS SECRETARIES -------------------------------------MANUFACTURING -------------------------N0NNANUFACTURIN6 ------------------PUBLIC U T I L I T I E S --------------- 1 .3 9 6 1 .0 2 5 371 79 3 9.5 39.5 3 9.0 39.0 $ 223 .50 2 33.50 1 9 *.5 0 21*.0 0 $ 2 05.00 217.00 1 85.00 195.00 $ $ 1 7 2 .5 0 -2 5 *.0 0 1 7 9 .0 0 -2 6 7 .0 0 1 6 8 .0 0 -2 1 1 .0 0 1 7 0 .0 0 -2 6 9 .5 0 SECRETARIES* CLASS A -----------MANUFACTURING -------------------------NONHANUFACTURING ------------------- 16 8 136 32 39.0 39.0 39.0 2 77 .50 2 90 .00 2 25 .50 2 *8.50 2 58.50 2 20.00 2 2 0 .0 0 -3 0 0 .0 0 2 3 0 .0 0 -3 0 0 .5 0 1 9 9 .5 0 -2 *2 .5 0 SE CR ET ARI ES. CLASS B -----------MANUFACTURING -------------------------NONHANUFACTURING ------------------- 371 26 0 111 3 9 .5 3 9.5 3 9.0 2 16 .00 2 2 7 .00 190.00 1 99.50 2 12.00 187.00 1 7 5 .0 0 -2 2 8 .0 0 1 7 9 .0 0 -2 *5 .0 0 1 7 *.0 0 -2 0 1 .5 0 SE CR ET ARI ES. CLASS C -----------MANUFACTURING -------------------------NONMANUFACTURING ------------------- 501 *07 94 3 9.5 233.00 39. 5 2*1.5 0 3 8 .5 196 .00 215.00 2 2*.50 180.00 1 7 3 .5 0 -2 8 1 .0 0 1 7 8 .0 0 -2 9 0 .5 0 1 6 8 .0 0 -2 1 5 .0 0 SE CR ET ARI ES. CLASS 0 -----------MANUFACTURING -------------------------NONMANUFACTURING ------------------- 219 1*0 79 * 0 .0 * 0 .0 39.5 180.00 1 8*.50 165.00 1 5 3 .5 0 -2 0 1 .0 0 1 5 2 .0 0 -2 0 2 .5 0 1 5 3 .5 0 -1 9 5 .0 0 - - 1 8 3 .50 1 8 1 .00 188.50 “ - 4 “ ~ _ - _ - - - - - “ - - 4 • - - - - * - ~ 10 1 9 4 i i 3 3 - 13 9 4 11 8 3 25 11 1* 57 30 27 35 23 12 38 19 19 53 32 21 55 48 7 20 17 3 15 15 ~ 5 5 12 11 1 5 5 “ 12 12 6 6 “ - _ - 6 5 1 25 18 7 33 32 1 *7 27 20 36 23 13 28 17 11 2* 18 6 63 51 12 53 38 15 26 25 1 32 29 3 33 32 1 37 35 2 39 39 ~ 19 18 1 - 12 7 5 26 21 5 31 8 23 10 2 8 22 19 3 25 16 9 25 17 8 28 2* 4 12 11 1 8 8 “ 2 5 * “ - 5 6 6 - 2 10 10 13 7 6 6 7 5 * 2 2 3 - - JO - - “ ~ 7 7 - - - SECRETARIES* CLASS E -----------MANUFACTURING -------------------------NONHANUFACTURING: PUBLIC U T I L I T I E S -------------- 95 52 39.5 * 0 .0 19*.0 0 1 9 8 .00 1 8*.0 0 1 95.50 1 6 0 .0 0 -2 1 *.5 0 1 7 2 .5 0 -2 1 6 .5 0 35 38. 5 1 98 .00 170.00 1 7 0 .0 0 -2 2 5 .5 0 - - - - 4 4 STENOGRAPHERS --------------------------------MANUFACTURING -------------------------NONMANUFACTURING ------------------- 36 9 2*0 129 3 9 .5 200 .50 3 9 .5 2 02 .50 39. 0 1 97 .00 195.00 185.50 2 04.50 1 6 0 .0 0 -2 3 5 .5 0 1 5 7 .5 0 -2 *5 .5 0 1 6 0 .0 0 -2 0 8 .5 0 _ - - - - - 6 2 4 18 15 3 33 22 11 GENERAL -------- 15B 40. 0 185 .00 186.00 1 5 3 .0 0 -2 0 8 .5 0 - - - 4 14 1* STENOGRAPHERS. SENIOR ---------MANUFACTURING -------------------------NONHANUFACTURING -------------------- 211 1 5* 57 39. 0 212 .00 39. 0 2 23 .50 38.5 182.00 2 01.50 2 29.50 175.00 1 6 3 .0 0 -2 5 5 .5 0 1 7 2 .5 0 -2 6 1 .5 0 1 5 4 .5 0 -1 9 5 .0 0 - - 2 2 4 * ■ TRANSCRIBING-HACHINE TYP IS TS MANUFACTURING --------------------------- 50 37 39. 0 1 59 .50 39. 5 166 .00 1 60.50 1 68.00 1 3 2 .5 0 -1 8 5 .0 0 1 *3 .0 0 -1 8 9 .5 0 “ 2 2 2 2 4 i T Y P I S T S -----------------------------------------------MANUFACTURING --------------------------NONMANUFACTURING -------------------- *62 2 17 2*5 3 9 .0 1 *8 .5 0 40. 0 1 5 0 .00 3 8 .5 1 *3 .0 0 133.00 138.00 1 30.00 1 2 5 .0 0 -1 5 7 .0 0 1 2 7 .5 0 -1 6 *.5 0 1 2 2 .0 0 -1 *6 .0 0 - 5 5 36 16 20 138 63 75 T Y P I S T S . CLASS A ---------------------MANUFACTURING --------------------------NONHANUFACTURING -------------------- 15* 85 69 39. 5 173 .50 4 0 .3 1 8 3 .50 3 9 .0 1 6 1 .00 1 57.00 1 65.00 1 *3.00 1 *0 .5 0 -1 9 1 .5 0 1 *8 .0 0 -1 9 5 .5 0 1 2 8 .0 0 -1 9 0 .0 0 - - 4 4 T Y P I S T S . CLASS B ---------------------MANUFACTURING --------------------------NONMANUFACTURING -------------------- 3 08 132 1 76 39. 0 135 .50 *0. 0 135.00 3 8 .5 1 3 6 .00 130.00 1 29.50 130.00 1 2 0 .0 0 -1 *0 .0 0 1 2 *.0 0 -1 *2 .5 0 1 2 0 .0 0 -1 *0 .0 0 - 5 5 F IL E CLERKS --------------------------------------MANUFACTURING --------------------------NONMANUFACTURING -------------------- 275 68 20 7 39. 0 137 .00 3 9 .5 1 32 .00 3 9.0 1 38.50 1 20.50 120.00 1 20.50 1 1 1 .0 0 -1 3 9 .5 0 1 1 3 .5 0 -1 *0 .0 0 1 1 1 .0 0 -1 3 9 .5 0 - 7 6 i STENOGRAPHERS. ” - - 12 - - 6 2 2 2 3 - - - - 35 27 8 28 20 8 33 22 11 26 23 3 15 9 6 70 20 50 15 1* 1 38 23 15 27 20 7 12 10 2 5 5 ” 8 8 - - - “ ~ 16 1* 11 13 4 48 1 16 i 2 - - - - - 19 10 9 19 ii 8 1* 7 7 22 11 11 13 10 3 ii 5 6 22 17 5 1* 1* - 22 21 1 26 20 6 10 10 - 5 5 * 8 8 * ~ - 8 4 9 7 5 5 * - - - - 4 4 5 5 - i 2 2 5 4 - - - - - 83 31 52 65 30 35 29 19 10 23 15 8 17 9 8 10 6 * 18 6 12 8 6 2 2 2 20 6 i i ~ - 4 4 14 ” ~ 25 8 17 9 5 26 12 1* 17 13 12 7 5 9 6 3 11 2 9 6 a 2 13 6 7 i i “ - 4 4 4 12 12 “ 2 2 4 32 16 16 113 55 58 74 26 48 39 18 21 12 6 6 11 3 8 5 2 3 1 7 4 3 2 2 ~ ~ 7 7 ” “ ~ 115 22 93 51 17 3* 35 6 29 13 3 10 12 5 7 i iHl+n 1 3 3 - 4 4 15 2 13 5 5 9 9 5 - - 3 3 1 5 * 3 3 “ 21 8 6 _ S e e fo o tn o te s at end o f ta b le s. 10 8 - 5 3 - - _ 8 * 4 1 ,. 7 - 5 " w - - - ■ ~ * 3 3 ~ ~ “ - 3 3 ~ “ * ~ - - - - - “ - ~ ~ - office workers in Dayton, Ohio, February 1978— Continued Weekly earnings1 (standard) Average weekly hours1 [standard) N u m b e r o f w o r k e r s r e c e iv in g str a ig h t-tim e w e e k ly earnings of— $ % Mean2 Median2 Middle range 2 * i * S s $ % s S % s % % s * % 1 30 1 40 150 160 17 0 18 0 190 2 00 220 240 260 280 30 0 340 380 420 110 120 1 30 140 153 160 17 0 1 80 190 ?oq 220 240 260 280 300 340 380 420 460 3 3 15 15 30 27 7 6 5 4 4 15 13 2 2 - - - - “ ~ - _ - - - - “ - - - “ “ “ ~ - _ _ - _ - - - - - - - - - “ ~ 4 4 - 2 2 2 1 1 - 3 3 1 1 “ ~ “ ” “ 2 2 1 1 “ - - 2 2 “ ~ “ - 1 1 - - - $ 1 35 .00 1 32 .00 $ $ 1 3 0 .0 0 -1 8 6 .0 0 1 2 9 .5 0 -1 5 2 .5 0 174 56 118 39. 5 118.50 39. 5 123.00 39. 5 116 .00 111 .50 119 .50 111 .00 1 1 1 .0 0 -1 2 0 .5 0 1 1 1 .5 0 -1 2 9 .0 0 1 1 1 .0 0 -1 1 9 .5 0 “ 7 6 i 112 22 90 36 17 19 5 3 2 5 2 3 87 35 39. 0 129 .00 39. 5 137 .50 1 1 8 .00 128 .00 1 1 1 .0 0 -1 3 3 .5 0 1 1 5 .5 0 -1 6 1 .5 0 2 2 3 3 45 6 13 7 6 4 93 43 50 3 9 .5 1 61.00 39. 5 1 78.00 39. 5 146 .50 144.00 1 66 .00 137 .00 1 3 0 .0 0 -1 7 3 .5 0 1 4 0 .0 0 -1 7 8 .0 0 1 2 8 .0 0 -1 5 1 .5 0 “ - 6 6 10 10 190 92 98 3 9 .5 1 47 .00 40. 0 149.50 39. 5 145 .00 144 .00 144 .00 144 .00 1 2 5 .0 0 -1 6 0 .0 0 1 2 0 .0 0 -1 6 0 .0 0 1 3 0 .0 0 -1 6 0 .0 0 ~ - 22 20 2 119 84 40. 0 163 .50 40. 0 1 65 .50 150 .00 150 .50 1 4 0 .0 0 -1 7 7 .0 0 1*14 .00 -1 74 .00 - - 1 10 2 82 4 0. 0 1 5 9 .00 40. 0 1 64 .50 1 50 .00 1 50 .00 1 3 7 .0 0 -1 6 8 .0 0 1 4 1 .5 0 -1 7 4 .0 0 .0 9 8 4 61 637 86 40. 0 1 74 .50 4 0.0 1 87 .50 39. 5 1 6 5 .00 40. 0 226 .00 161 .00 1 75 .00 1 52 .00 190 .00 1 4 0 .0 0 -1 9 0 .0 0 1 5 0 .0 0 -2 0 5 .0 0 1 3 4 .0 0 -1 8 0 .0 0 1 50 .00 -3 22 .50 - 375 179 196 39. 5 217 .00 40. 0 221 .50 39. 5 2 12.50 194 .00 2 0 4 .50 1 9 1 .00 1 8 0 .0 0 -2 3 5 .0 0 1 7 9 .5 0 -2 4 5 .5 0 1 8 0 .0 0 -2 2 0 .0 0 - 723 282 44 1 36 40. 40. 40. 39. 153 .00 1 66.00 144 .00 1 58 .50 148 .00 1 59 .00 140 .00 1 47 .50 1 3 2 .0 0 -1 6 9 .0 0 1 4 5 .0 0 -1 7 6 .0 0 1 3 0 .0 0 -1 5 9 .5 0 1 3 7 .5 0 -1 7 0 .0 0 - 182 124 58 3 9 .5 182 .00 40. 0 187.50 39. 5 170.50 1 70 .00 1 88.00 163.50 1 4 2 .0 0 -2 1 8 .5 0 1 40 .00 -2 28 .00 1 4 4 .0 0 -1 8 2 .5 0 - 553 325 228 39. 5 177 .50 40. 0 1 9 3 .00 39. 0 1 5 6 .00 1 64 .00 1 78 .00 145 .00 1 4 1 .0 0 -1 9 1 .0 0 1 5 2 .0 0 -2 0 5 .0 0 1 3 2 .0 0 -1 7 0 .0 0 222 148 74 39. 5 2 0 4 .00 3 9 .5 2 17 .00 39. 0 1 7 7 .50 185 .50 1 90 .00 170 .00 33 1 177 154 39. 5 1 60 .00 40. 0 172 .50 39. 0 145 .50 1 46 .00 1 64 .00 140 .00 % 120 $ 152 .50 148.50 0 0 0 5 % 110 460 and under 100 3 8.5 3 8 .5 $ 10 0 ■ 90 1 - " - - 7 4 3 - 2 2 - - 2 2 2 2 5 4 4 4 _ _ - - 5 1 22 8 14 13 7 6 8 5 3 5 3 2 14 10 4 1 1 2 1 1 _ 29 17 12 32 7 25 35 12 23 24 14 10 27 8 19 4 i 3 4 4 2 2 4 4 4 i 22 14 21 15 23 20 12 8 6 6 9 3 - 4 i 22 14 21 15 21 20 9 8 6 6 3 3 - 72 32 40 1 33 14 1 19 9 1 36 65 71 9 12 9 65 64 5 69 34 35 3 137 52 85 10 69 37 32 5 4 4 i i 21 16 5 9 9 21 21 38 31 7 60 60 “ 68 32 36 132 14 118 9 115 49 66 9 120 65 55 5 48 34 14 - “ 4 4 40 31 9 17 7 10 7 2 5 - ” 7 7 “ 48 12 36 55 13 42 91 37 54 1 6 2 .0 0 -2 3 9 .0 0 1 7 2 .0 0 -2 6 1 .5 0 1 4 8 .5 0 -1 9 1 .0 0 - - ~ 1 1 3 1 3 2 .0 0 -1 7 1 .5 0 1 4 2 .0 0 -1 8 8 .5 0 1 3 0 .0 0 -1 5 6 .5 0 - - 7 7 47 12 35 - - 1 “ 1 1 “ - 60 60 ~ ~ 1 1 “ 4 - 2 2 “ ” 7 6 11 10 i “ 1 5 5 9 9 - - 84 29 55 5 57 45 12 - 41 23 18 5 22 19 3 - 17 14 3 3 45 15 30 67 15 52 47 37 10 30 14 16 14 12 2 99 21 78 10 24 22 2 17 14 3 10 R 2 11 9 2 - * 17 8 9 12 8 4 12 7 5 8 6 2 24 22 2 55 31 24 53 41 12 48 23 25 48 45 3 30 19 11 3 21 4 17 22 12 10 19 14 5 32 19 13 29 26 3 52 13 39 73 33 37 33 19 14 34 27 7 16 4 12 19 19 - - ” ” - “ - - - - 1 1 “ 9 6 3 - 43 9 34 32 14 12 2 “ 5 5 - - - 13 13 9 6 3 41 7 34 10 8 2 5 5 “ - - 8 7 1 “ 4 i 3 3 - 2 2 - 4 4 - - “ 20 20 ~ 9 5 4 10 6 4 “ 2 2 - - “ 37 36 1 6 6 " 23 3 20 16 16 5 5 16 16 15 15 - - - ~ - 17 9 8 20 19 l 3 3 15 15 - 3 3 6 6 - - - - 15 15 “ - - 16 3 13 - - - 13 10 3 17 17 3 3 7 7 1 1 2 2 10 10 _ - - - _ - - - - - _ - “ - - - ~ ~ “ - Table A -2. Weekly earnings of professional and technical workers in Dayton, Ohio, February 1978 ^ ^ " w e e k l^ ^ a rn in g ^ ^ ™ (standard) O ccu p a tion and in d u stry d iv is io n Number of w oiken N u m ber o f w o rk e r s receivin g straigh t-tim e we ekly earnings of— c Average weekly hours1 (standard) M ean2 M iddle range2 M edian2 Under * 1 AO % 1 AO % S * s S % $ s S s s S * * 4 S s 180 200 220 240 260 280 30 0 320 340 360 38 0 400 420 440 4 80 520 560 600 180 200 220 2a0 260 280 300 320 3A0 360 380 AOO A20 AAO A 80 5 20 5 60 60 0 6A 0 2A 21 25 25 16 15 AO 37 25 21 17 17 7 7 4 4 21 18 2A 2A 13 12 33 30 9 5 1 1 4 4 2 2 2 6 6 12 12 15 15 3 3 2 2 3 3 “ and under 160 ALL % 160 WORKERS COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) -----------------------------------------------------------M A N U F A C T U R I N G ----------------------------------------------- 231 21 3 39. 5 A 2 1 . 0 0 39 . 5 A 2 2 . 5 0 COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) . C L A S S A ------------------------------M A N U F A C T U R I N G ----------------------------------------------- 123 10 5 COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) . C L A S S B ------------------------------M A N U F A C T U R I N G ----------------------------------------------- $ $ $ A13.50 A1A.50 362.00-A73.00 3 6 5 . 50~A 73.50 $ 39. 5 4 2 8 . 3 3 A 2 3 . 0 0 39. 5 A 3 2 . 0 0 A 2 3 . 0 0 393.00-A51.00 398.50-450.50 88 88 AO. 0 A 2 A . 5 0 40.0 424.50 377.00 377.00 3A6.00-518.00 346.00-518.00 C O M P U T E R P R O G R A M M E R S ( B U S I N E S S ) ------M A N U F A C T U R I N G ----------------------------------------------N O N M A N U F A C T U R I N G --------------------------------------- 309 23 1 7B 39.0 296.50 39.0 307.50 39 . 5 2 6 A . 5 0 261.50 261.50 260.00 232.50-355.00 2A1.00-380.00 223.50-298.00 COMPUTER PROGRAMMERS (BUSINESS). C L A S S A --------------------------------------------------------------M A N U F A C T U R I N G — ----------------------- 15 6 136 39. 0 3 2 5 . 0 0 38. 5 3 2 A . 5 0 281.00 261.50 2A2.00-A1A.50 2A2.00-A19.50 COMPUTER PROGRAMMERS (BUSINESS). 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 20 78 46 39. 5 2 7 7 . 5 0 39. 5 2 9 1 . 5 0 39 . 5 2 5 3 . 5 0 258.50 273.50 258.50 223.00-339.50 211.00-353.00 226.50-272.50 COMPUTER PROGRAMMERS (BUSINESS). C L A S S C --------------------------------------------------------------- 29 43.0 225.50 212.00 20A.O0-2A0.00 C O M P U T E R O P E R A T O R S -----------------------------------------M A N U F A C T U R I N G ----------------------------------------------N O N M A N U F A C T U R I N G --------------------------------------- 2 9& 197 99 39. 5 2 2 A . 5 0 39 . 5 2 3 6 . 0 0 39. 5 2 0 1 . 5 0 200.00 217.50 188.00 166.00~26A.50 172.50-285.00 159.00-220.00 C O M P U T E R O P E R A T O R S . C L A S S A -----------M A N U F A C T U R I N G ----------------------------------------------- 59 39 39.5 39.0 280.00 275.00 28A.OO 2A9.O0 22A.00-339.00 21A.00-326.50 C O M P U T E R O P E R A T O R S . C L A S S B -----------M A N U F A C T U R I N G ----------------------------------------------N O N M A N U F A C T U R I N S --------------------------------------- 1 78 123 55 39.5 219.50 39. 5 2 3 A . 0 0 39. 5 1 8 8 . 0 0 200.00 216.00 189.00 170.00~2A2.50 179.50-272.50 16A.00-200.00 - 9 * C O M P U T E R O P E R A T O R S . C L A S S C -----M A N U F A C T U R I N G ------------------------- 59 35 39. 5 1 8 A . 0 0 AO.O 201.00 156.00 159.50 1A8.00-193.50 1A8.00-235.50 D R A F T 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 S ---------------------------------- 989 71 A 2 75 AO. 0 2 8 9 . 0 0 AO . 0 2 8 4 . 0 3 AO.O 301.50 280.00 278.00 290.00 D R A F T E R S . C L A S S A ----------------------------------M A N U F A C T U R I N G ----------------------------------------- 4 28 31A AO. 0 3 5 A . 0 O AO.O 3A6.00 D R A F T E R S . C L A S S B ----------------------------------M A N U F A C T U R I N G ----------------------------------------N O N M A N U F A C T U R I N G ---------------------------------- 265 168 97 AO. 0 2 6 8 . 0 0 AO. 0 2 6 2 . 5 0 AO. 0 2 7 7 . 5 0 - - - - - * - ~ ~ 4 4 2 2 8 7 10 8 12 12 17 16 20 ~ - ~ 5 3 1 1 2 1 7 ~ ~ ~ _ - - - - 1 ~ ~ ~ - - ~ - - - - 2 ~ ~ ~ - - 2 5 5 11 11 15 15 13 13 2 ~ 2 ~ 2 1 2 26 19 7 32 16 16 20 1A 6 1A 5 9 10 5 5 13 12 1 15 12 3 12 11 1 15 15 8 8 16 15 1 6 6 1A 60 53 7 2 2a 1 16 10 6 38 1 1 - * ~ - 1 i 22 22 3A 3A 16 15 13 9 7 4 i 10 7 5 4 9 9 8 8 16 15 6 6 2 ~ - - “ 4 “ 13 10 3 15 u 2A 18 6 6 4 2 4 2 12 11 1 5 5 “ 7 7 ~ 6 6 15 4 2 2 6 4 11 11 15 - 1 2 3 10 5 2 1 3 1 ~ 1 ~ “ “ 2 1 1 A3 19 2A 53 32 21 46 30 16 26 17 9 26 16 10 2A 21 3 11 9 2 12 9 3 1A 1A 10 6 7 7 8 8 2 2 2 2 1 1 ~ 4 9 3 6 ~ - “ “ _ - 1 10 9 i i 11 8 4 2 i i 10 7 _ 7 3 6 - “ — “ 5 5 1 1 1 1 1 1 A7 29 18 31 19 12 2A 15 9 12 5 7 18 18 - 9 7 2 12 12 1 1 2 2 2 2 ~ ~ - ~ 6 6 ~ 3 3 ~ 1 1 7 1 1 ~ 3A 17 5 3 i i 3 3 2 2 2 2 2 i i i - 1 1 1 _ 2 ” “ 22A.00-353.50 222.00-353.00 236.00-370.00 8 29 18 11 30 4 4 8 63 58 5 88 64 2A 93 74 19 85 72 13 97 56 A1 91 76 15 31 11 20 5A 39 15 80 67 13 98 77 21 50 35 15 26 5 21 357.50 353.00 322.00-392.50 315.00-367.00 - - - - 6 6 18 16 28 22 30 22 15 8 A1 3A 71 67 84 66 44 - 6 6 260.00 2A6.00 267.00 236.00-296.00 230.00-280.00 2A0.00-310.00 - 4 11 10 1 21 12 9 37 60 52 8 A1 1A 27 35 31 13 3 10 9 1 8 9 ~ 9 13 10 3 5 2 3 3 - ~ " - 2 1 2 ~ ~ ~ - 2 - - 22 3 i S ee fo o tn o te s at end o f t a b le s . 17 5 5 2a 13 4 ■ 1 30 “ ~ “ - - - - ~ “ “ “ - - - - - - - - ” “ ” - - - - - 21 16 5 29 15 1A 15 1 1 ” ” ' “ 2A 5 19 1A 26 13 15 1 1 ” “ 2 2 3 2 1 “ - - ” 2 4 i * — 2 - 4 i i 4 Table A -2. Weekly earnings of professional and technical workers in Dayton, Ohio, February 1978— Continued ^"^Weekl^earnin^^^™ (standard) Average weekly hour*1 (standard) N u m ber o f w o rk e r s rec eiv in g straight-tim e w eekly earnings of— f t f t s * worker* Mean2 Median2 Middle range 2 Under f t s f t f t I 1*0 V S f t f t 3*0 360 380 400 420 *40 *80 * ' 520 32 0 3A0 3 60 380 *00 • 20 *«0 *80 520 3 2 2 1 1 1 1 1* 139 1* - 1* 12 139 138 14 i* ” 14 - - - - - - - - - - _ 200 220 2*0 2 80 300 180 200 220 2*0 260 280 3 00 52 *8 58 *6 49 44 7 * 28 20 26 23 - 3 i - - - - 30 24 A 4 23 17 6 * 7 4 3 1 112 26 86 85 6 6 3 s t 2 33 32 1 t f t 320 s 180 1*0 260 f t 160 160 O c c u p a t i o n an d i n d u s t r y d i v i s i o n 560 600 560 600 6*0 “ ~ ~ - - - - “ ~ - - - - - - and under ALL WORKERS— CONTINUEO ORAFTERS - CONTINUEO DRAFTERSt CLASS C ---------------------------------M A N U F A C T U R E S ----------------------------------------- 265 213 ,0 .0 * 0 .0 $ 218.00 219.50 $ 2 10.00 2 10.50 $ $ 1 9 2 .0 0 -2 *1 .5 0 1 9 2 .0 0 -2 3 *.0 0 5 3 17 10 16 11 DRAFTER-TRACERS -------------------------------------- 31 * 0 .0 173.50 1 60 .00 1 5 1 .0 0 -1 7 1 .5 0 3 12 10 ELECTRONICS TECHNICIANS ------------------------MANUFACTURING -------- -------------------------------NONMANUFACTURING ---------------------------------PUBLIC U T I L I T I E S ----------------------------- *95 209 28 6 269 *0 . 0 2 9 6 .50 * 0 .0 2*0.0 0 * 0 .0 3 3 8 .00 *0 . 0 3 *2.0 0 3 12 .00 2 30 .00 3 66 .00 3 66 .00 2 3 6 .0 0 -3 6 6 .0 0 2 2 0 .0 0 -2 5 9 .0 0 3 1 5 .0 0 -3 6 6 .0 0 3 1 5 .0 0 -3 6 6 .0 0 - - 2 6 2 6 - - ~ 12 6 7 * 27 1 - 3 ~ 13 1 “ 20 2 “ 16 5 4 3 1 1 85 85 85 5 5 3 1* 1* 12 136 136 135 - - - ~ - - 4 3 6 6 2 2 2 2 13 11 9 9 3 3 9 9 5 4 10 10 1 1 3 3 2 2 - - A- 80 39.5 296.50 3 02 .50 - - - - ELECTRONICS TECHNICIANS. CLASS B NONHANUFACTURING ---------------------------------PUBLIC U T I L I T I E S ----------------------------- 316 249 2*0 * 0 .0 40. 0 * 0 .0 3 20 .00 3*2.5 0 3 * * .0 0 3 15.00 3 66 .00 3 66.00 3 0 5 .0 0 -3 6 6 .0 0 3 1 5 .0 0 -3 6 6 .0 0 3 1 5 .0 0 -3 6 6 .0 0 - - - - 24 REGISTERED INDUSTRIAL NURSES ------------MANUFACTURING ----------------------------------------- 70 66 * 0 .0 4 0 .0 3 22.00 3 2 *.0 0 3 18 .50 3 18.50 2 8 9 .5 0 -3 7 5 .0 0 2 8 9 .5 0 -3 7 6 .0 0 - ~ - - S e e f o o t n o t e s at e n d o f t a b l e s . - ~ 6 CLASS - - 109 1 00 9 8 2 *6 .0 0 -3 1 2 .0 0 ELECTRONICS TECHNICIANS! - 6 i i - - _ Table A -3. Average weekly earnings of office, professional, and technical workers, by sex, in Dayton, Ohio, February 1978 Avenge (mean*) OCCUPATIONS - Weekh r houn (standard) MEN * 0 .0 T YPI STS * 0 .0 * 0 .0 .379 .023 356 39. 5 3 9.5 39. 0 3 9.0 2 23 .50 233 .50 193 .50 212 .50 32 S E CR ET AR IE S. CLASS B -----------MANUFACTURING -------------------------NONMANUFACTURING ------------------- 3 70 26 0 110 SEC R ET AR IE S. CLASS C -----------MANUFACTURING -------------------------NONMANUFACTURING ------------------- A99 *07 SEC R ET AR IE S. CLASS 0 -----------MANUFACTURING -------------------------NONMANUFACTURING ------------------- 219 79 STENOGRAPHERS --------------------------------MANUFACTURING -------------------------NONMANUFACTURING ------------------STENOGRAPHERS. 365 125 GENERAL ------- STENOGRAPHERS. SENIOR ---------MANUFACTURING -------------------------NONMANUFACTURING ------------------- * 0 .0 211 15* 57 T Y P I S T S ----------------------------------------------MANUFACTURING -------------------------NONMANUFACTURING ------------------T Y P I S T S . CLASS A --------------------MANUFACTURING -------------------------NONMANUFACTURING ------------------- 9*5 2 16 22 9 1*7 85 62 39. 0 1 *5 .0 0 40. 0 1 5 *.0 0 3 8 .5 136 .50 39.5 * 0 .0 39.0 1 69 .50 1 83 .50 151 .00 66 3 8.5 1 23.50 91 *3 *8 39.5 39.5 39.5 160.00 178 .00 1*4.0 0 189 91 98 3 9 .5 1 4 6 .00 *0. 0 1*7.0 0 3 9 .5 1 45 .00 107 78 * 0 .0 * 0 .0 1 59 .50 1 6 2 .00 97 77 * 0 .0 * 0 .0 156.00 1 61 .50 995 *01 594 62 * 0 .0 4 0.0 39.5 39. 5 1 69.00 1 8 5 .00 158.00 191 .50 ACCOUNTING CLERKS. C MANUFACTURING ---------NONMANUFACTURINS — PUBLIC U T I L I T I E S 183 .50 1 59 .50 1 66.00 1 18 .50 123.00 1 16.00 303 133 1 70 29 39.5 * 0 .0 39. 5 * 0 .0 209 .00 22*.5 0 1 97 .00 2*0.5 0 ACCOUNTING CLERKS. C MANUFACTURING ---------N0NMANUFACTURIN6 — PUBLIC U T I L I T I E S 692 268 *2* 33 * 0 .0 1 5 1 .50 * 0 .0 165 .50 4 0 .0 142 .50 39. 5 1*8.5 0 PAYROLL CLERKS ---------MANUFACTURING ----NONMANUFACTURING 172 11* 58 3 9 .5 4 0 .0 39.5 1 79.50 1 8*.5 0 1 70.50 KEY ENTRY OPERATORS MANUFACTURING ----NONMANUFACTURING 5*5 315 226 3 9 .5 4 0 .0 3 9 .0 1 77 .50 192 .50 156 .00 211 1*« 72 3 9 .5 3 9 .5 3 9 .0 204 .00 217 .00 178.00 ACCOUNTING CLERKS -------MANUFACTURING ---------NONMANUFACTURING — PUBLIC U T I L I T I E S 39. 0 212 .00 3 9 .0 2 2 3 .50 3B. 5 1 8 2 .0 0 39.0 39.5 TRANSCRIBING-MACHINE T YP I S TS MANUFACTURING -------------------------- 39.5 39.5 39.5 ORDER CLERKS. CLASS B MANUFACTURING --------------- 39. 5 200 .00 3 9 .5 202 .50 3 9 .0 1 95 .50 . KEY ENTRY OPERATORS. CLASS MANUFACTURING -------------------------NONMANUFACTURINS ------------------- See footn otes Weekly houil Weekly earning.1 (standard) at end of t a b le s . 7 CONTINUED $ 3 28 175 153 39.5 *0 .0 39.0 1 6 0 . DO 172 .50 1 *5 .5 0 200 182 40.0 * 0 .0 • 32.00 * 3 * .5 0 COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) . CLASS A ---------MANUFACTURING ------------------------ 112 94 3 9. 5 • 30.50 3 9 .5 • 36.00 COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) . CLASS B ---------MANUFACTURING ------------------------ 7* 74 * 0 .0 * 0 .0 *3 9.5 0 *3 9.5 0 COMPUTER PROGRAMMERS ( B U S I N E S S ) — MANUFACTURING -------------------------------------NONMANUFACTURINS ------------------------------- 220 172 48 39.0 39.0 39.5 3 12.50 3 21 .50 280 .00 COMPUTER PROGRAMMERS (B U S I N E S S ) . CLASS A ---------------------------------------------------MANUFACTURING -------------------------------------- 123 107 39.0 38.5 340 .00 3 *1 .5 0 COMPUTER PROGRAMMERS (B U S I N E S S ) . CLASS B ---------------------------------------------------MANUFACTURING -------------------------------------NONMANUFACTURING ------------------------------- 82 56 26 3 9.5 3 9.5 39.5 2 89 .50 300 .50 2 6 6 .50 170 99 71 39.5 39.5 39.5 235 .00 254 .50 2 08 .50 *2 26 39.5 39.5 281 .50 2 7 3 .50 10 7 66 *1 39.5 39.5 39.5 2 2 6 .50 2*8.5 0 1 90 .50 902 680 •0 .0 * 0 .0 2 91 .50 283.50 DRAFTERS. CLASS MANUFACTURING - 407 29* * 0 .0 4 0.0 3 5*.5 0 345 .50 DRAFTERS. CLASS B MANUFACTURING ----- 221 166 •0 .0 •0 .0 2 6 9 .50 2 6 3 .00 KEY ENTRY OPERATORS. CLASS B MANUFACTURING --------------------------------NONMANUFACTURING -------------------------- PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN 38. 5 1*9.0 0 38. 0 1 *4.5 0 169 56 113 ORDER CLERKS -------MANUFACTURING 38. 5 198 .00 2*0 133 .50 131.50 13*.0 0 75 64 MESSENGERS 39. 5 1 9 *.0 0 * 0 .0 1 98 .00 SEC R ET AR IE S. CLASS E -----------MANUFACTURING -------------------------nonmanufacturing: PUBLIC U T I L I T I E S -------------- 39.0 39.5 39.0 MANUFACTURING ----NONMANUFACTURINS * 0 .0 183 .50 *0 . 0 1 81 .00 39. 5 188 .50 1*0 257 67 190 MANUFACTURING ----NONMANUFACTURINS 39. 5 2 3 2 .50 3 9 .5 2*1.5 0 3 8 .5 1 9 *.0 0 1 3A 298 131 167 $ 3 9 .0 1 33.00 * 0 .0 1 35.00 38. 5 1 31 .00 FILE CLERKS. CLASS C MANUFACTURING -----------NONMANUFACTURING ----- 39. 5 216 .00 3 9 .5 227.00 3 9 .0 1 8 9 .50 16 6 an d i n d u s t r y d i v i s i o n KEY ENTRY OPERATORS - CONTINUED FILE CLERKS. CLASS B NONMANUFACTURINS ----- 3 9 .0 278 .00 3 9 .0 2 90 .50 39. 0 2 25 .50 SE CR ET ARI ES. CLASS A -----------MANUFACTURING -------------------------NONMANUFACTURING ------------------- - S e x ,1 occu pation , OFFICE OCCUPATIONS WOMEN— CONTINUED T Y P I S T S . CLASS 8 MANUFACTURING ----NONMANUFACTURINS 2 53 .00 212 .50 WOMEN SECRETARIES -------------------------------------MANUFACTURING -------------------------NONMANUFACTURING ------------------PUBLIC U T I L I T I E S -------------- Weekly earnings1 [standard) MANUFACTURING ----NONMANUFACTURING ACCOUNTING CLERKS# CLASS A MANUFACTURING ----------------------------- OCCUPATIONS - Weekly hours1 standard) OFFICE OCCUPATIONS WOMEN— CONTINUED ACCOUNTING CLERKS: MANUFACTURING ----------------------------- OFFICE S e x , 1 o c c u p a t i o n , an d i n d u s t r y d i v i s i o n Weekly earnings1 (standard) U l o OFFICE and in d u stry d iv isio n O Sex, 5 occu pation , vnue (mean1) Avenae (mean2) tnber of tkers COMPUTER SYSTEMS ANALYSTS (B US IN ES S) ------------------------------MANUFACTURING ------------------- COMPUTER OPERATORS MANUFACTURING ----NONMANUFACTURING COMPUTER OPERATORS. CLASS A MANUFACTURING ----------------------------COMPUTER OPERATORS. MANUFACTURING -------NONMANUFACTURING DRAFTERS ----------------MANUFACTURING Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, in Dayton, Ohio, February 1978— Continued Se x , 3 o c c u p a t i o n , PROFESSIONAL OCCUPATIONS DRAFTERS - and in d u str y d i v is i o n Weekhr hours (standard) Weekly earnings1 (standard) AND TECHNICAL HEN— CONTINUED DRAFTERS. CLASS C ---------------------------------HANUFACTURING ----------------------------------------- $ 4 3 .0 219.50 40. 0 2 20.00 ELECTRONICS TECHNICIANS -----------------------HINUFACT UR I NS NONHANUFACTURINS ---------------------------------PUBLIC U T I L I T I E S ----------------------------- 477 4 0 . 0 2 97 .00 272 256 40. 0 3 39.50 40. 0 3 42 .50 TECHNICIANS. CLASS A - ELECTRONICS TECHNICIANS. CLASS 0 NONHANUFACTURINS ---------------------------------PUBLIC U T I L I T I E S ----------------------------- ano OCCUPATIONS - 249 206 ELECTRONICS S e x , 3 o cc u p a tio n , and in dustry d iv isio n professional CONTINUED 80 3 07 240 231 39.5 40.0 4 0 .0 4 0.0 Number of workers Weekly Weekly earnings1 hours1 (standard) (standard) UOHEN COHPUTER STSTEHS ANALYSTS (B US IN ES S ) ---------------------------------------------------HANUFACTURING ----------------------------------------COHPUTER PROGRAHHERS (B U S I N E S S ) -----HANUFACTURING ----------------------------------------- COHPUTER PROGRAHHERS ( B U S I N E S S ) . CLASS B ------------------------------------------------------- Se x , 3 o c c u p a t i o n , and in dustry d iv is io n PROFESSIONAL OCCUPATIONS - tec h n ic a l $ 350 .50 3 50 .50 31 31 3 9.5 39.5 89 59 30 39. 0 2 5 7 .0 0 38.5 2 6 6 .0 0 42 39. 5 2 5 3 .5 0 Number of workers Weekly hours1 (standard) Weekly earnings1 (standard) ANO TECHNICAL UOHEN— CONTINUED COHPUTER OPERATORS - CONTINUED COHPUTER OPERATORS. CLASS B ----------HANUFACTURING ----------------------------------------- 71 57 3 9 .5 3 9 .5 $ 2 09 .50 2 17 .00 COHPUTER OPERATORS. 35 25 3 9 .5 40. 0 180 .50 190 .00 HANUFACTURING ----------------------------------------- 34 4 0 .0 297 .50 REGISTERED INDUSTRIAL NURSES ------------HANUFACTURING ----------------------------------------- 68 65 40. 0 4 0 .0 322 .00 3 23.50 CLASS C ----------- drafters: 296.50 3 1 9 .00 3 4 1 .50 343 .50 COHPUTER OPERATORS -----------------------------------HANUFACTURING ----------------------------------------NONHANUFACTURINS ---------------------------------- S e e f o o t n o t e s at en d o f t a b l e s . Average (mean2) Average (mean2) Average ( mean*) Number of workers 8 120 92 28 39. 5 2 0 9 .5 0 39. 5 2 1 7 .0 0 39. 0 1 8 4 .0 0 Table A -4. Hourly earnings of maintenance, toolroom, and powerplant workers in Dayton, Ohio, February 1978 N u m b e r o f w o r k e r s re c e iv in g s tr a ig h t - t im e h o u r ly earnings of— Hourly earnings 4 5 . 20 O ccu pation and in dustry d iv is io n workers Mean 2 Median2 4 5 . 40 * 5 .6 0 A 5 .8 0 A 6 .0 0 1 6 .2 0 A 6 .4 0 4 6 .6 0 6 .8 0 A 7 .0 0 s 7 .2 0 4 4 7 . 4 0 7 . 60 A 7 .8 0 8 .0 0 s 8 . 20 s 8 .4 0 4 8 . 80 4 i S 4 9 . 20 9 . 6 0 1 0 . 0 0 1 0 . 4 0 5 .6 0 5 .8 0 6 .0 0 6 .2 0 6 .4 0 6 .6 0 6 .8 0 7 .0 0 7 .2 0 7 ,4 0 7 . 6 0 7 . 80 8 .0 0 8 .2 0 8 . 40 8 .8 0 9 . 20 9 . 6 0 1 0 . 001C . 4 0 1 0 . 80 2 - - - - - 5 4 24 24 Middle range 2 U n d e r and 5 .2 0 5 . 40 ALL WORKERS MAINTENANCE CARPENTERS ---------------------MANUFACTURING ------------------------------------ 12 2 106 $ 8 .8 3 9 .1 1 $ 8 .7 4 10.0 4 $ $ 7 .8 4 -1 0 .0 6 8 .3 0 -1 0 .0 6 MAINTENANCE ELECTRICIANS -----------------MANUFACTURING ------------------------------------- 67% 611 9 .1 3 9 .1 9 10.0 6 10.0 6 8 .4 2 -1 0 .2 4 8 .4 2 -1 0 .2 4 - 1 “ 1 “ - MAINTENANCE PAINTERS ---------------------------MANUFACTURING ------------------------------------- 1 OS 95 8 .4 1 8 .5 4 8 .7 4 8 .7 4 7 .1 0 7 .3 2 - 9 .9 7 9 .9 7 1 - - - MAINTENANCE MACHINISTS ----------------------MANUFACTURING ------------------------------------- 169 1 57 7 .9 5 7 .9 1 8 .4 2 8 .4 2 7 .4 8 7 .4 8 - 8 .4 2 8 .4 2 - MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING --------------- --------------------- 635 571 8 . 90 9 .0 2 9 .7 0 1 0 . 24 7 . 9 5 - 1 0 . 24 7 .9 5 -1 0 .2 4 4 ~ MAINTENANCE MECHANICS (MOTOR VEH ICLES) ---------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING -----------------------------PUBLIC U T I L I T I E S ------------------------- 2 17 1 16 101 70 7 .5 0 7 . 62 7 .3 5 7 .7 4 7 .0 3 7 .0 3 7 . 44 8.0 1 21 * 17 4 " MAINTENANCE P IP E F I T T E R S -------------------MANUFACTURING ------------------------------------- 409 39 7 9 .5 6 9 .6 0 10.0 6 1 0.0 6 8 .7 4 -1 0 .0 6 8 .7 4 -1 0 .0 6 - MAINTENANCE SHEET-METAL WORKERS MANUFACTURING ------------------------------------- 2 12 21 2 9 .8 1 9 .8 1 10.0 6 10.06 1 0 . 0 4 - 1 0 . 06 1 0 .0 4 -1 0 .0 6 - MILLWRIGHTS -----------------------------------------------MANUFACTURING ------------------------------------- 38A 38A 9 . 54 9 .5 4 10.0 4 1 0.0 4 8 .6 8 -1 0 .0 6 8 .6 8 -1 0 .0 6 _ MACHINE-TOOL OPERATORS (TOOLROOM) MANUFACTURING ------------------------------------- 571 571 9 . 81 9 . 81 10.1 3 1 0 . 13 9 .9 3 -1 0 .2 5 9 .9 3 -1 0 .2 5 - TOOL AND DIE MAKERS -----------------------------MANUFACTURING ------------------------------------- 698 69 8 9 .7 6 9 .7 6 10.3 3 1 0.3 3 8 .9 2 -1 0 .3 3 8 .9 2 -1 0 .3 3 STATIONARY ENGINEERS ---------------------------MANUFACTURING ------------------------------------- 197 197 8 . 02 8 . 02 7 .4 8 7 . 48 6 .2 2 6 .2 2 - 40 6 .6 7 6 .6 5 6 .1 3 - 6 .7 5 6 .2 0 6 .9 1 6 .9 1 - 8 .6 8 9 .9 5 8.1 1 8 .1 0 1 - 1 1 16 14 4 4 1 1 9 4 i 2 2 - 102 91 _ - - 2 2 - - i - _ 12 “ 14 14 - “ 107 67 7 7 313 313 “ 27 27 26 1 1 16 10 6 - 13 13 13 8 8 - 25 25 - - - _ 88 87 - 29 29 - 62 62 - “ 8 8 28 28 19 19 45 41 11 11 26 25 i 3 2 124 112 - 21 21 - - 2 2 2 2 1 4 3 3 3 3 1 - _ 6 6 6 6 12 12 20 20 - 5 5 _ - - - “ “ 33 33 8 7 i i - 2 “ 4 “ 2 2 3 3 9 7 2l 21 29 29 31 31 44 44 - 1 1 9 i 8 “ 2 1 1 6 6 - 4 3 1 8 7 i ~ 3 1 2 “ 1 1 “ 44 14 30 30 13 12 1 4 4 - 3 3 “ - - - - - - - - 2 1 4 12 12 - _ - “ “ - - - _ - - - - “ ” 2 2 - “ - 42 42 8 5 - - - 21 21 9 9 ~ ” ~ ~ ” - _ - - - - _ _ 2 2 - ” - _ 3 3 i i 1 1 1 i _ - - - - _ 2 2 - “ - - - - - ” - 21 21 7 7 - - - “ 18 18 - “ 19 19 - - 9 9 3 3 - ~ 13 - - ~ ” - - 8 8 - 1 1 4 4 4 4 11 11 17 16 _ 36 36 - - - - - _ “ - - - - _ 278 275 7 7 180 180 - - 2 80 280 - - 67 67 416 416 2 2 ~ - - “ - * “ * TENDERS ------------------------------------------ W orkers w ere See footnotes at $ 5 t o 9 .7 7 9 .7 7 - - - - ~ “ “ 6 .9 6 i i — 3 3 “ 1 - _ $5.20. 9 j* 4 4 69 69 14 at e n d o f t a b l e s . - _ ~ ~ ” 21 21 _ - 65 65 55 55 i i - - " 488 488 18 18 3 3 - “ 4 4 10 10 - - i i 33 33 39 39 4 4 4 6 _ ” “ ■ BOILER - - 5 5 - 14 13 9 9 ” 15 15 4 3 3 3 5.5 55 346 346 3 3 - “ 1 1 13 13 - - - 8 8 - ~ 39 2 - “ -- 2 " * Table A -5. Hourly earnings of material movement and custodial workers in Dayton, Ohio, February 1978 N um ber o f w o r k e r s r e c e iv in g s t r a ig h t-t im e h o u rly e a rn in gs of- H o u rly e a r n in g s * Occupation an d industry division M ean 2 M e d ia n 2 M id d le nnf e * 3 .2 0 * 5 .00 1 --------"5--------i — T -------- % 1 -------- * * 5 . 4 0 5 . 8 0 6 . 2 0 6 . 60 7 . 0 0 7 . * 0 7 . 80 8 . 2 0 5 .00 5 .*3 5 .8 0 6 .2 0 5 4 i 27 9 18 10 7 3 102 76 26 * 20 16 1 1 6 5 5 .00 of w o rk e rs T t N um ber 3.* 0 1 -------- * 3 .6 0 3 .8 0 * 4 .0 0 * * .2 0 * .*0 * « .60 4 .2 0 *.*0 4 .6 0 18 18 16 16 t S 8 .6 0 s 9 .0 0 * 9 .4 0 and u nd er and .20 3 .* 0 3.60 3 .8 0 4 .0 0 16 16 3 3 16 16 2 2 6 .6 0 7 .0 0 7 . *0 7 .8 0 8 . 20 8 .6 0 9 .0 0 9 . *0 over 156 65 91 298 12 2B6 190 310 68 2*2 72 129 31 98 4 28 28 1 397 13 3 8* 355 73 12 61 * 15 15 28 28 - 141 1 *1 *1*1 - 1 “ - - * 10 3 **96 96 9 7 2 3* 8 26 1*5 58 87 92 92 - - i i 22 22 - 1 ** 1 15 11 4 ALL W O R K E R S $ $ $ $ 1 .9 1 * 3A0 1 .5 7 * 763 6 .8 1 6 .7 1 6 . 83 7 .7 0 6 .9 9 6 .2 5 6 .9 9 7 .8 1 6 .1 3 5 .7 * 6 .3 5 6 .6 7 - 7 .8 1 7 .3 9 7 .8 1 7 .8 1 52 52 51 - *6 - 51 *6 9 9 T R U C K O R I V E R S ' L I G H T TR UC K N 0 N M A N U F A C T U R I N 6 --------- 32 8 306 5 . *3 5 . *2 3 .9 0 3 .6 5 3 .3 3 3 .2 5 - 9 . *8 9. *8 52 52 51 51 *5 45 8 8 T R U C K O R I V E R S . N E O I U N 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 G ------------- 378 87 291 6 .2 5 5 .9 8 6 .3 3 6 .1 3 6 .0 5 6 .3 5 6 .1 0 5 .8 26 .1 0 - 6 .* 6 6 . 13 6 .7 8 TRUCKORIVERS. TRACTOR-TRAILER 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 S -------------PU B L I C U T I L I T I E S ------------ *66 77 38 9 *2 7 . *0 6 .9 1 7 .5 0 9 .2 9 7 .0 7 6 .8 7 7 .1 5 9 . *8 6 .9 9 5 .7 * 6 .9 9 9. *8- 7 .6 0 6 .8 7 8 .2 1 9 . 48 S H I P P E R S --------MANUFACTURING 1 19 102 4* 99 *.9 7 5 .0 0 *.7 7 * .3 0 * . 30- 5 .8 1 5 .8 1 R E C E I V E R S -----------M A N U F A C T U R I N G --NONMANUFACTURINS 159 84 75 5 .1 1 5 .3 8 80 5 .0 0 6 .0 8 5 .0 0 * .1 5 * .6 1 3 .8 0 - 6 .0 8 6 .0 8 5 .0 0 _ 4 . S H I P P E R S AND 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 S --- 29 8 225 73 5 . 88 5 .7 3 6 .3 2 6 .1 5 5 .0 0 6 . 30 * .5 7 * .5 7 6 .1 5 - 6 .9 7 6 .7 * 7 .7 6 W A R E H O U S E M E N -------NONMANUFACTURINS *70 *12 5 .6 6 5 .5 9 6 . 10 6 . 10 * .2 5 * .2 5 - 6 .2 5 6 .2 5 OR DE R F I L L E R S ------NONMANUFACTURINS 360 261 6 .3 8 6 .1 7 7 .1 0 7 .1 0 6 .1 5 6. 15- SHIPPIN6 PACKERS MANUFACTURING 689 622 7 .3 2 7 .6 2 8 .1 * 8 . 1* 6 .2 * 7 .2 0 - MATERIAL HANDLING LA BO RE RS 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 S -------PU BL IC U T I L I T I E S ------ 739 494 2*5 1*2 6 .* * 6 .1 7 6 . 99 8 .4 7 6 .6 1 5 .8 1 7 .6 6 9 .4 3 5 .0 95 .0 9 5 .0 5 7 .6 6 - FORKLIFT OPERATORS M A N U F A C T U R I N G --NONMANUFACTURINS 1 .0 0 9 879 130 7 .1 3 7 .1 9 6 .7 7 7 .1 5 7 .6 5 6 .9 5 6 .0 26 .0 2 6 .7 9- 6 U A R 0 S -----------MANUFACTURING 2 .1 9 6 501 3 . 83 7 . *6 2 .6 5 6 .8 8 2 .6 5 - 2 .1 *0 3 .7 5 7 .5 * 2 .6 5 8 .5 2 *.6 9 6 .1 9 3 .0 7 5 .0 7 *.2 5 6 .3 3 2 .6 5 5 .3 8 T R U C K O R I V E R S ---------M A N U F A C T U R I N G ----NONMANUFACTURIMS — PU B L I C U T I L I T I E S 6 U AR 0S . C L A S S B MANUFACTURING 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 -----------------P U B L I C U T I L I T I E S ---------------- ** * * 5 2 .* 7 2 1 .2 8 2 1 .1 9 0 10 0 .lo w s : W o r k e r s w e r e at $ 9 .4 0 to $ 9 .8 0 . ~ - * 83 6 77 3 3 3 3 - 3 3 ** 193 28 165 9* 9* 4 2* 2* - - 61 61 12 12 - 4 4 - 38 38 38 • - - - _ _ - * • - . - 2 - - - - - - - 2 - - - - _ 8 8 7 7 8 8 8 8 20 20 20 5 - 32 31 8 7 - * 8 8 - ~ 12 8 4 7 4 3 4 4 15 - 2 2 ii 8 3 1* 10 * 28 3 25 2 2 43 *i 2 4 2 2 11 - - 3 6 6 _ - - - - 3 3 - - • - _ - 18 18 81 81 - - 22 16 6 * 2 2 25 11 1* 21 4 17 *2 37 5 *0 40 - 24 4 20 - - 7 2 5 - 10 10 - ~ - - - 3 3 *5 *5 *5 *5 - 30 30 - - - 9 1*2 98 1*1 1 *1 28 28 10 10 • 14 9 - - - 2 2 _ * 1 1 7 .2 0 7 .1 0 15 15 6 6 - _ - - - 3 3 - - - 156 96 38 38 2 2 - - 23 15 10 - 75 63 - - 5 2 8 .5 0 8 .5 0 _ 4 2 4 - 15 - 3 3 6* 64 56 35 29 29 13 13 133 133 - 35 35 288 288 22 22 8 .2 7 8 .2 7 *9 48 i 80 75 5 57 52 5 33 28 5 19 6 13 10 40 37 3 28 6 22 27 27 49 49 98 98 - 8 - - - - 166 166 21 21 - 1*6 63 83 80 62 18 - _ - - - - - - - 9 . *3 8 8 - - 15 - 50 2* 26 5 5 - - 3 7 .0 5 - 3 6 4 2 4 3 1 1 6 _ - - 6 - 13 13 72 72 1 1 - - - - 13 12 1 5 2 2 1 9 * 19 18 *3 *3 58 56 23 22 123 112 9 * 19 18 *3 *3 58 56 23 22 67 56 97 93 81 59 22 17 178 165 13 12 21 15 6 - - 3 3 .5 9 8 .7 5 59 16 19 6 . * 6 - 2 .6 56 .0 0 - 3 .0 * 8 .7 5 1 A0 2 2 .6 5 - 6 .5 3 7 . 98 2 .8 5 6 .1 7 8 83 156 5 A 10 883 59 57 12 *5 12 16 107 80 27 8 19 38 10 28 136 at $ 9 .4 0 to $ 9 .8 0 ; and 10 8 1 10 3 - 8 . 33 ” 7 1 6 10 13 5 9 . * 3 S ee fo o tn o te s at end o f ta b le s . - - -p 2 .6 5- - - _ * . * 2— - , «R 5- • - 8 .3 3 4 .8 - “ - 13 13 32 13 19 5 3 1 2 “ 2 *5 21 2* 2 8* 81 3 “ 1 69 52 17 7 4 3 70 43 27 26 10* 93 ii ii 68 47 21 * - 60 - 60 60 102 86 16 - - 7 3 - - - - - - ~ ~ - - - - - “ _ - - - * "* 375 375 4 - ” - 72 * * 72 72 29 29 217 217 - _ 29 29 217 217 - - - - 501 50 1 - _ _ _ - - - - - - - - - - - - * * - - 1 1 - • - Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement and custodial workers, by sex, in Dayton, Ohio, February 1978 Average (mean2 ) hourly earnings4 S e x , 3 o c c u p a tio n , and in d u stry d iv is io n MAINTENANCE. TOOLROOM, ANO POWERPLANT OCCUPATIONS - MEN MAINTENANCE CARPENTERS -------------------------MANUFACTURING ---------------------------------------- 11 8 102 $ 8 .8 6 9 .1 5 MAINTENANCE ELECTRICIANS ---------------------MANUFACTURING ---------------------------------------- 64 9 58 6 102 93 8 .4 2 8 .5 6 MAINTENANCE, TOOLROOM, ANO POUERPLANT OCCUPATIONS HEN— CONTINUED MAINTENANCE MACHINISTS --------------------------MANUFACTURING ---------------------------------------- ORDER FILLER S -------------------------------------------NONMANUFACTURING ------------------------------ MATERIAL MOVEMENT ANO CUSTOOIAL OCCUPATIONS - MEN 2*7 $ 6 .5 0 6 .3 3 *72 • 31 7 .1 6 7 .3 5 MATERIAL HANDLING LABORERS -------------MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------ TENOERS 3** SHIPPING PACKERS ------------------------------------MANUFACTURING ------------------------------------- BOILER *49 7 .9 5 7 .9 1 MAINTENANCE MECHANICS ( MACHINERY I MANUFACTURING ---------------------------------------- 6 02 538 8 .9 5 9 .0 9 MAINTENANCE MECHANICS (MOTOR VEHICLESI -------------------------------------MANUFACTURING ---------------------------------------NONMANUFACTURING --------------------------------PUBLIC U T I L I T I E S ----------------------------- 210 109 101 70 7 .* 8 7 .6 0 7 . 35 7 .7 * MAINTENANCE PIPE F IT T ER S -----------------------MANUFACTURING ---------------------------------------- 393 381 9 .6 2 9 .6 7 MAINTENANCE SHEET-METAL WORKERS -----MANUFACTURING ---------------------------------------- 211 211 9 . 82 9 . 82 MILLWRIGHTS ---------------------------------------------------MANUFACTURING ---------------------------------------- 38* 38* 9 .5 * 9 .5 * MACHINE-TOOL OPERATORS (TOOLROOM) MANUFACTURING ---------------------------------------- 570 570 9 . 81 9 .8 1 TRUCKDRIVERS ----------------------------------------MANUFACTURING -------------------------------NONMANUFACTURING ------------------------PUBLIC U T I L I T I E S -------------------- 1 .8 6 8 335 1 .5 3 3 7*8 6 .8 * 6 .7 * 6 .8 7 7 .6 6 FORKLIFT OPERATORS --------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------ TRUCKORIVERS, LIGHT TRUCK ------NONMANUFACTURING ------------------------- 1 6* 152 2 82 265 5 . *0 5 .3 9 TRUCKDRIVERS, HEOIUM TRUCK ---MANUFACTURING -------------------------------NONMANUFACTURING ------------------------- 378 87 291 6 .2 5 5 .9 8 6 .3 3 TRUCKDRIVERS. TRACTOR-TRAILER MANUFACTURING ------------------------------NONMANUFACTURING -----------------------PUBLIC U T I L I T I E S -------------------- *66 77 38 9 *2 7 . *0 6 .9 1 7 .5 0 9 . 29 SHIPPERS -------------------------------------------------MANUFACTURING ------------------------------- 71 56 5 . 35 5 .4 5 RECEIVERS -----------------------------------------------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------- 1*5 75 70 5 .1 8 5 .5 9 *.7 3 698 698 STATIONARY ENGINEERS ------------------------------MANUFACTURING ---------------------------------------- 19* 19* 9 .7 6 9 .7 6 8 .0 2 8 .0 2 WAREHOUSEMEN ----------------------------------------NONMANUFACTURING ------------------------- S ee fo o tn o te s at end o f ta b le s . 11 216 1*5 71 *56 398 6 . 20 6 . 10 6 .3 9 5 . 62 5 .5 * 6.** 6.12 7 .0 5 7 .1 3 7 .1 9 6 .7 7 GUARDS -----------------------------------------------------------MANUFACTURING ------------------------------------- 2 .0 0 0 **2 3 .8 1 7 .5 1 GUARDS* CLASS B ----------------------------------MANUFACTURING ------------------------------------- 1 .9 5 0 392 3 .7 3 7 .5 9 JANITORS* PORTERS* AND CLEANERS — MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------ 1 .7 7 3 1 .0 6 2 7 11 5 .0 6 6 .3 3 3 .1 7 *5 5 .5 * *5 5 .5 * 179 3 .7 8 173 3 .6 7 6*9 1 85 *6* 3 .5 * 5 .3 0 2 . 85 130 MATERIAL MOVEMENT AND CUSTOOIAL OCCUPATIONS - WOMEN TRUCKDRIVERS --------------------------------- SHIPPERS ANO RECEIVERS -----------------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------- 681 232 95* 82* TRUCKORIVERS* LIGHT TRUCK GUAROS ----------------------------------------------TOOL ANO DIE MAKERS --------------------------------MANUFACTURING ---------------------------------------- Average (mean2 ) hourly earning,4 S e x, 3 o c c u p a tio n , and in d u stry d iv is io n MATERIAL MOVEMENT a nd c u s t o d i a l OCCUPATIONS - MEN— CONTINUED 9 .1 7 9 . 2* MAINTENANCE PAINTERS ------------------------------MANUFACTURING ---------------------------------------- Average (mean2 ) hourly earnings4 S e x, 3 o c c u p a tio n , and in d u stry d iv is io n GUARDS. CLASS B ---------------------- JA NI T O RS . PORTERS. ANO CLEANERS — MANUFACTURING -------------------------------------NONMANUFACTURING ------------------------------- 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 tio n a l grou p 5 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 D e ce m b e r 1975 to 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 1976 D e ce m b e r 1976 to D e ce m b e r 1977 D e c e m b e r 1977 to D e c e m b e r 197 8 A ll in d u s tr ie s : 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 S k illed m ain te n a n ce tr a d e s __________________________ U n sk ille d plant w o r k e r s . ......................... . 6.0 (6 ) 5.4 6.5 7.4 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 7.5 6.1 9.9 9.6 9.0 M anufacturin 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 S k illed m ain te n a n ce tr a d e s __________________________ U n sk illed plant w o r k e r s ______________________________ 6.4 (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 7.4 6.2 10.4 9.8 8.9 N onm an u factu rin 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 sk illed plant w o r k e r s ______________________________ 5.3 (6 ) (6 ) 5.8 7.6 ( 6) ( 6) 9.7 6.6 ( 6) (6) 3.0 4.7 (6) (6 ) 4 .8 6.6 (6) (6) 5.6 7 .9 ( 6) (6) 9.2 See fo o tn o te s at end o f ta b le s . Footnotes1 2 1 Standard h ou rs r e fl e c t the w o rk w e e k f o r w h ich e m p lo y e e s r e c e iv e th e ir r e g u la r s t r a ig h t-t im e s a la r ie s (e x c lu s iv e of pay fo r o v e r t im e at r e g u la r a n d /o r p r e m iu m r a t e s ), and the e a rn in g s c o r r e s p o n d to th ese w eek ly h ou rs. 2 The m ea n is com p u ted fo r e a ch jo b b y totalin g the e a rn in g s o f a ll w o r k e r s and d ividin g by the num ber o f w o r k e r s . Th e m e d ia n d e s ig n a te s p o s itio n — h a lf o f the w o r k e r s r e c e iv e the s a m e o r m o r e and h alf r e c e iv e the s a m e o r le s s than, the ra te show n. The m id d le ra n ge is d e fin e d b y tw o ra tes o f pay; a fou rth o f the w o r k e r s e a rn the sa m e o r l e s s than the lo w e r o f th e s e r a te s and a fourth ea rn the s a m e o r m o r e than the h ig h e r rate. 3 E a rn in g s data re la te o n ly to w o r k e r s w h o s e s e x id e n t ific a t io n w as p r o v i d e d b y the e sta b lish m e n t. 4 E x clu d e s p r e m iu m pay fo r o v e r tim e and f o r w o r k on w e e k e n d s , h o lid a y s , and la te s h ifts. 5 E s tim a te s fo r p e r io d s ending p r io r to 1976 r e la te to m e n on ly f o r s k ille d m a in ten a n ce and u n sk ille d plant w o r k e r s . A ll o th er e s tim a te s r e la te t o m en and w om en . 6 Data d o not m eet p u b lica tio n c r it e r ia o r data not a v a ila b le . 12 Appendix A. Scope and Method of Survey In each of the 7 5 * areas currently surveyed, the Bureau obtains 1 wages and related benefits data from representative establishments within six broad industry divisions: Manufacturing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and se rv ic e s. Government operations and the construction and extractive industries are excluded. Establishments having fewer than a prescribed number of workers are also excluded because of insufficient employment in the occupations studied. Appendix table 1 shows the number of establishments and workers estimated to be within the scope of this survey, as well as the number actually studied. Bureau field representatives obtain data by personal visits at 3 - year intervals. In each of the two intervening years, information on employment and occupational earnings only is collected by a combination of personal visit, m ail questionnaire, and telephone interview from establishments participating in die previous survey. A sample of the establishments in the scope of the survey is selected for study prior to each personal visit survey. This sample, less estab lishm ents which go out of business or are no longer within the industrial scope of the survey, is retained for the following two annual surveys. In m ost ca ses, establishments new to the area are not considered in the scope of the survey until the selection of a sample for a personal visit survey. The sampling procedures involve detailed stratification of all estab lishments within the scope of an individual area survey by industry and number of em ployees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of se lection. To obtain optimum accuracy at minimum cost, a greater proportion of large than sm all establishments is selected. When data are combined, each establishment is weighted according to its probability of selection so that unbiased estim ates are generated. For example, if one out of four establishments is selected, it is given a weight of 4 to represent itself plus three others. An alternate of the same original probability is chosen in the same industry-size classification if data are not available from the original sample m em ber. If no suitable substitute is available, additional weight is assigned to a sample m em ber that is sim ilar to the 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 clerica l; (2) professional and technical; (3) maintenance, toolroom, 1 Included in the 75 areas are 5 studies conducted by the Bureau under contract. These areas are Akron, Ohio; Birmingham, A la.; Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, V a.—N .C .; Poughkeepsie-'-Kingston—Newburgh, N. Y . ; and Utica—Rome, N .Y . In addition, the Bureau conducts more lim ited area studies in approximately 100 areas at the request of the Employment Standards Administration of the U. S. Department of Labor. and powerplant; and (4) m aterial movement and custodial. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. 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) employment in the occupation is too small to provide enough data to m erit presentation, or (2) there is possibility of disclosure of individual establishment data. Separate m en's and women's earnings data are not presented when the number of workers not identified by sex is 20 percent or m ore of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in data for all industries combined. Likewise, for occupations with m ore than one level, data are included in the overall classification when a subclassification is not shown or information to subclassify is not available. Occupational employment and earnings data are shown for full-tim e workers, i.e ., those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-tim e salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the nearest half dollar. Vertical lines within the distribution of workers on some A -tables indicate a change in the size of the class intervals. These surveys m easure 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 firm s may change, or high-wage workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts in employment could decrease an occu pational average even though m ost establishments in an area increase wages during the year. Changes in earnings of occupational groups, shown in table A - 7, are better indicators of wage trends than are earnings changes for individual jobs within the groups. Average earnings reflect composite, areawide estimates. Industries and establishments differ in pay level and job staffing, and thus contribute differently to the estimates for each job. Pay averages may fail to reflect accurately the wage differential among jobs in individual establishments. Average pay levels for men and women in selected occupations should not be assumed to reflect differences in pay of the sexes within individual establishments. Factors which may contribute to differences include pro gression within established rate ranges (only the rates paid incumbents are collected) and performance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are more generalized than those used in individual establishments and allow for minor differences among establishments in specific duties pe rformed. Electronic data processing Skilled maintenance Computer systems analysts, classes A, B, and C Computer programm ers, classes A, B, and C Computer operators, classes A , B, and C Carpenters Electricians Painte r s Machinists Mechanics (machinery) Mechanics (motor vehicle) Pipefitters Tool and die makers Occupational employment estimates represent the total in all estab lishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the jobs studied. These differences in occupational structure do not affect materially the accuracy of the earnings data. Industrial nurses Unskilled plant Registered industrial nurses Janitors, porters, and cleaners Material handling laborers Percent changes for individual areas in the program are computed as follows: Wage trends for selected occupational groups 1. The percent increases presented in table A -7 are based on changes in average hourly earnings of men and women in establishments reporting the trend jobs in both the current and previous year (matched establishments). The data are adjusted to remove the effects on average earnings of employ ment shifts among establishments and turnover of establishments included in survey samples. The percent increases, however, are still affected by factors other than wage increases. Hirings, layoffs, and turnover may affect an establishment average for an occupation when workers are paid under plans providing a range of wage rates for individual jobs. In periods of increased hiring, for example, new employees may enter at the bottom of the range, depressing the average without a change in wage rates. 2. Each occupation is assigned a weight based on its pro portionate employment in the occupational group in the base year. The percent changes relate to wage changes between the indicated dates. When the time span between surveys is other than 12 months, anfiual rates are shown, (it is assumed that wages increase at a constant rate between surveys.) 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. 3. These weights are used to compute group averages. Each occupation's average earnings (computed in step 1) is multiplied by its weight. The products are totaled to obtain a group average. 4. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The result— expressed as a percent— less 100 is the percent change. Occupations used to compute wage trends are: Office clerical Office clerical— Continued Secretaries Stenographers, general Stenographers, senior Typists, classes A and B File clerks, classes A, B, and C M essengers Switchboard operators For a more detailed description of the method used to compute these wage trends, see "Improving Area Wage Survey Indexes, " Monthly Labor Review, January 1973, pp. 52-57. Order clerks, classes A and B Accounting clerks, classes A and B Bookkeeping -machine operators, class B Payroll clerks Key entry operators, classes A and B Establishment practices and supplementary wage provisions Tabulations on selected establishment practices and supplementary wage provisions (B -series tables) are not presented in this bulletin. Infor mation for these tabulations is collected at 3-year, intervals. These tabu lations on minimum entrance salaries for inexperienced office w orkers; shift differentials; scheduled weekly hours and days; paid holidays; paid vacations; and health, insurance, and pension plans are presented (in the B -se r ie s tables) in previous bulletins for this area. 14 Appendix table 1. Establishments and workers within scope of survey and number studied in Dayton, Ohio,1February 1978 Industry d ivision 2 ALL D I V I S I O N S M inim um em ploym ent in e s t a b l i s h m e n t s in s c o p e o f st u d y W i t h in s c o p e o f st u d y 4 W i t h in s c o p e o f st u d y 3 Number Percent 132 152 .77 5 100 97.3 79 50 ~ 220 355 «7 85 90.727 6 2.0 48 59 41 64.8 89 32.4 90 50 50 50 50 50 30 51 166 33 75 13 8 21 9 34 9 .1 4 0 5 .0 9 1 31.1 35 6 .5 4 5 10.1 37 6 3 20 4 7 7 .0 7 3 907 14.759 4 .0 9 3 5 .6 5 8 1 T h e D ayton S tand ard M e tro p o lita n S ta tis tic a l A r e a , as d e fin e d b y the O ffic e o f M an agem en t and B u dget through F e b ru 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 ou n ties. Th e " w o r k e r s w ithin s c o p e o f study" e s tim a te 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 t io 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 clu d e d in the su rvey. E s tim a te s a r e not in ten ded, h o w e v e r , f o r c o m p a r is o n w ith o th er em p lo y m e n t indexes to m e a s u r e e m p lo y m e n t tr e n d s o r l e v e ls s in c e (1 ) planning o f w age su rveys 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 advance 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 su rve y. 2 T h e 1972 e d itio n o f the Standard In d u strial C la s s ific a t io n M anual w as u se d in c la s s if y in g e s ta b lis h m e n ts by in d u stry d iv isio n . H o w e v e r, a ll go v e rn m e n t o p e r a tio n s a r e e x c lu d e d f r o m the s c o p e o f the su rv e y . 3 In clu d e s a ll e s ta b lis h m e n ts w ith to ta l e m p loym en t at o r a b o v e 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 co m p an ies in in d u s tr ie s such as t r a d e , St u d i e d Studied 575 --------------------------------------------------------------- MANUFACTURING ------------------------------------------------------------------------NONMANUFACTURING -----------------------------------------------------------------TRANSPORTATION, COMMUNICATION. AND OTHER PUBLIC U T I L I T I E S 5 -----------------------------------------WHOLESALE TRADE 6 ------------------------------------------------------------RETAIL TRAOE 6 -------------------------------------------------------------------FIN ANCE, INSURANCE. AND REAL ESTATE 6 --------------SERVICES 6 7 --------------------------------------------------------------------------- W o r k e r s in e s t a b l i s h m e n t s N u m ber of establishm ents fin a n c e , auto r e p a ir s e r v ic e , and m o tio n p ic tu r e th e a te r s a r e c o n s id e r e d as one e s ta b lis h m e n t. 4 In clu d es a ll w o r k e r s in a ll e s ta b lis h m e n ts w ith to ta l em p loy m en t (within the a r e a ) at o r a b o v e the m in im u m lim ita tio n . 5 A b b r e v ia te d to " p u b lic u t ilit ie s " in the A - 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 cid e n ta l to w a te r tr a n s p o r ta tio n a r e e x clu d ed . D a y to n 's tr a n s it s y s te m is m u n ic ip a lly ow ned 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 su rv ey . 6 S e p a ra te p r e s e n ta tio n o f data is not m a d e f o r this d iv is io n . 7 H otels and m o t e ls ; la u n d rie s and oth er p e r s o n a l s e r v ic e s ; b u s in e s s s e r v ic e s ; a u to m o b 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 (e x c lu d in g r e lig io u s and c h a r ita b le o r g a n iz a tio n s ); and e n g in eerin g and a r c h ite c t u r a l s e r v ic e s . 15 Appendix B. Occupational Descriptions The prim ary purpose of preparing job descriptions for the Bu reau's wage surveys is to assist its field staff in classifying into approriate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establish ment and from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this em phasis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishments or those prepared for other pur poses. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; and parttim e, temporary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. Learners, beginners, and trainees, unless specifically included in the job descriptions, are excluded. Office SECRETARY SECRETARY— Continued Assigned as a personal secretary, normally to one individual. Main tains a close and highly responsive relationship to the day-to-day activities of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. P erform s varied clerical and secretarial duties requiring a knowledge of office routine and understanding of the organization, program s, and procedures related to the work of the supervisor. Exclusions— Continued e. Positions which do not fit any of the situations listed in •the sections below titled "L e v e l of Supervisor, " e.g., secretary to the president of a company that employs, in all, over 5,000 persons; f. Exclusions Trainees. Classification by Level Not all positions that are titled "se c re ta r y " possess the above char acteristics. Exam ples of positions which are excluded from the definition are as follows: a. P o s i t i o n s w h ic h d o n ot m e e t d e s c r ib e d above; the " p e r s o n a l " b. Stenographers not fully trained in secretarial-type duties; c. Secretary j<?bs 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. se cre ta ry con cept Stenographers serving as office assistants to a group of pro fessional, technical, or managerial persons; Level of Secretary's Supervisor (LS) d. 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. A ssistant-type positions which entail more difficult or m ore re sponsible technical, administrative, or supervisory duties which are not typical of secretarial work, e.g., Administrative A ssist ant, or Executive Assistant; LS— 1 17 a. Secretary to the supervisor or head of a small organizational unit (e .g ., fewer than about 25 or 30 persons); or SECRETARY— Continued SECRETARY— Continued Classification by Level— Continued Classification by Level-— Continued b. Secretary to a nonsupervisory staff specialist, professional employee, administrative officer or assistant, skilled technician or expert. (NOTE: M a n y companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) LS-2 a. b. LS-3 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 Secretary to the head of an individual plant, factory, etc., (or other equivalent level of official) that em ploys, in all, fewer than 5, 000 persons. a. 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. a. d. Maintains supervisor's instructed. e. ca llers, and opens in May Types, calendar and makes takes and transcribes dictation, appointments as and files. Level of Responsibility 2 (LR— 2) 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 m ost of the following: 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 2 5 ,0 0 0 persons; or a. Screens telephone and personal ca llers, determining which can be handled by the supervisor's subordinates or other offices. Secretary to the head, immediately below the corporate officer level, of a m ajor segment or subsidiary of a company that employs, in all, over 2 5 ,0 0 0 persons. 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. NOTE: The term "corporate o fficer" used in the above LS definition refers to those officials who have a significant corporatewide policymaking role with regard to m ajor company activities. The title "v ic e p resid en t," though normally indicative of this role, does not in all cases identify such personal c. Reviews correspondence, memoranda, and reports prepared by others for the supervisor's signature to ensure procedural and typographical accuracy. Secretary to the chairman of the board of president of a company that employs, in all, over 100 but fewer than 5,0 0 0 persons; or c. greets b. Answers telephone requests which have standard answers. reply to requests by sending a form letter. 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 2 5 ,0 0 0 persons. b. LS— 4 a. Answers telephones, coming m ail. Secretary to the head of an individual plant, factory, etc., (or other equivalent level of official) that employs, in all, over 5,0 0 0 persons; or e. This factor evaluates the nature of the work relationship between the secretary and the supervisor, and the extent to which the secretary is expected to exercise initiative and judgment. Secretaries should be matched at LR—1 or LR— described below according to their level of responsibility. 2 Perform s varied secretarial duties including or comparable to m ost of the following: Secretary to the head (immediately below the officer level) over either a m ajor corporatewide functional activity (e .g ., marketing, research, operations, industrial relations, etc.) or a major geographic or organizational segment (e .g ., a regional headquar ters; a m ajor division) of a company that em ploys, in all, over 5,000 but fewer than 2 5 ,0 0 0 em ployees; or d. Level of Secretary’ s Responsibility (LR) Level of Responsibility 1 (LR—1) Secretary to the chairman of the board or president of a company that employs, in all, fewer than 100 persons; or b. positions. Vice presidents whose prim ary responsibility is to act personally on individual cases or transactions (e .g ., approve or deny individual loan or credit actions; administer individual trust accounts; directly supervise a clerical staff) are not considered to be "corporate o ffice rs" for purposes of applying the definition. c. 18 Compiles or assists in compiling periodic reports on the basis of general instructions. SECRETARY— Continued STENOGRAPHER— Continued Level of Responsibility 2 (LR—2)— Continued of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup files; assembling material for reports, memoranda, and letters; composing simple letters from general instructions; reading and routing incoming mail; and answering routine questions, etc. d. Schedules tentative appointments without prior clearance. A s sem bles necessary background material for scheduled meetings. Makes arrangements for meetings and conferences. e. Explains su pervisor's requirements to other employees in super v iso r's unit. (Also types, takes dictation, and files.) The following tabulation shows the level of the secretary for each LS and LR combination. Level of secreta ry 's _____ supervisor_____ Level of secretary's responsibility LR—1 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.) LR—2 TYPIST Class Class Class Class LS—1 LS-2 LS— 3 L S-4 E D C B Class C lass C lass Class D C B A Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, m ats, or sim ilar m aterials for use in duplicating proc e sse s. May do clerical work involving little special training, such as keeping simple records, f i l i n g records and reports, or sorting and distributing incoming m ail. STENOGRAPHER C lass A . P erform s one or more of the following: Typing material in final form when it involves combining material from several sources; or responsibility for correct spelling, syllabication, punctuation, etc., of technical or unusual words or foreign language m aterial; or planning lay out and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circum stances. P rim ary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a steno graphic pool. May occasionally transcribe from voice recordings (if primary duty is transcribing from recordings, see Transcribing-Machine Typist). N O TE : This job is distinguished from that of a secretary in that a secretary normally works in a confidential relationship with only one man ager or executive and perform s more responsible and discretionary tasks as described in the secretary job definition. C lass B . Perform s one or m ore of the following: Copy typing from rough or clear drafts; or routine typing of form s, insurance policies, etc.; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly, Stenographer, General FILE CLERK Dictation involves a normal routine vocabulary. May maintain files, keep simple records, or perform other relatively routine clerical tasks. F 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. Stenographer, Senior Dictation involves a varied technical or specialized vocabulary such as in legal briefs or reports on scientific research. May also set up and maintain file s, keep records, etc. C lass A . C lassifies and indexes file m aterial 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 sm all group of lower level file clerks. OR Class B . Sorts, codes, and files unclassified material by simple (subject matter) headings or partly classified material by finer subheadings. Prepares simple related index and cro ss-referen ce aids. As requested, locates clearly identified m aterial in files and forwards m aterial. May perform related clerical tasks required to maintain and service files. P erform s stenographic duties requiring significantly greater inde pendence and responsibility than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; a thorough working knowledge of general business and office procedure; and 19 FILE CLERK— Continued ORDER CLERK— Continued Class C. Perform s routine filing of material that has already been classified or which is easily classified in a simple serial classification system (e .g ., alphabetical, chronological, or numerical). As requested, locates readily available material in files and forwards m aterial; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files. Positions definitions; are classified into levels according to the following MESSENGER Class A . Handles orders that involve making judgments such as choosing which specific product or m aterial from the establishment's product lines will satisfy the customer's needs, or determining the price to be quoted when pricing involves more than m erely referring to a price list or making some simple mathematical calculations. Perform s various routine duties such as running errands, operating minor office machines such as sealers or m a ile rs, opening and distributing m ail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. Class B . Handles orders involving items which have readily iden tified uses and applications. May refer to a catalog, manufacturer's manual, or sim ilar document to insure that proper item is supplied or to verify price of ordered item. SWITCHBOARD OPERATOR Operates a telephone switchboard or console used with a private branch exchange (PBX) system to relay incoming, outgoing, and intrasystem calls. May provide information to callers, record and transmit m essages, keep record of calls placed and toll charges. Besides operating a telephone switchboard or console, may also type or perform routine clerical work (typing or routine clerical work may occupy the m ajor portion of the worker's time, and is usually performed while at the switchboard or console). Chief or lead operators in establishments employing m ore than one operator are* excluded. For an operator who also acts as a receptionist, see Switchboard Operator-Receptionist. SWITCHBOARD OPERATOR-RECEPTIONIST At a single-position telephone switchboard or console, acts both as an operator— see Switchboard Operator— and as a receptionist. Recep tionist's work involves such duties as greeting visitors; determining nature of visitor's business and providing appropriate information; referring visitor to appropriate person in the organization or contacting that person by tele phone and arranging an appointment; keeping a log of visitors. ORDER CLERK Receives written or verbal custom ers' purchase orders for material or merchandise from customers or sales people. Work typically involves some combination of the following duties; Quoting prices; determining availability of ordered items and suggesting substitutes when necessary; advising expected delivery date and method of delivery; recording order and customer information on order sheets; checking order sheets for accuracy and adequacy of information recorded; ascertaining credit rating of customer; furnishing customer with acknowledgement of receipt of order; following up to see that order is delivered by the specified date or to let customer know of a delay in delivery; maintaining order file; checking shipping invoice against original order. Exclude workers paid on a com m ission basis or whose duties in clude any of the following: Receiving orders for services rather than for material or merchandise; providing customers with consultative advice using knowledge gained from engineering or extensive technical training; empha sizing selling skills; handling m aterial or merchandise as an integral part of the job. ACCOUNTING CLERK Performs one or more accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal con sistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing m ore complicated journal vouchers. May work in either a manual or automated accounting system . The work requires a knowledge of clerical methods and office prac tices and procedures which relates to the clerical processing and recording of transactions and accounting information. With experience, the worker typically becomes familiar with the bookkeeping and accounting term s and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting. Positions are classified definitions; into levels on the basis of the following Class A . Under general supervision, perform s accounting clerical operations which require the application of experience and judgment, for example, clerically processing complicated or nonrepetitive accounting transactions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions through previous ac counting actions to determine source of discrepancies. May be assisted by one or m ore class B accounting clerks. Class B . Under close supervision, following detailed instructions and standardized procedures, performs one or m ore routine accounting cler ical operations, such as posting to ledgers, cards, or worksheets where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes. BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (with or without a typewriter key board) to keep a record of business transactions. Class A . Keeps a set of records requiring a knowledge of and experience in basic bookkeeping principles, and fam iliarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. BOOKKEEPING-MACHINE OPERATOR— Continued KEY ENTRY OPERATOR— Continued C lass B . Keeps a record of one or m ore phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, custom ers' accounts (not including a simple type of billing described under machine biller), cost distribution, expense distribution, inventory control, etc. May check or a ssist in preparation of trial balances and prepare control sheets for the accounting department. Class B . Work is routine and repetitive. Under close super vision or following specific procedures or instructions, works from various standardized source documents which have been coded, and follows spec ified procedures which have been prescribed in detail and require little or no selecting, coding, or interpreting of data to be recorded. Refers to supervisor problems arising from erroneous items or codes or missing inform ation. MACHINE BILLER Prepares statements, bills, and invoices on a machine other than an ordinary or electrom atic typewriter. May also keep records as to billings or shipping charges or perform other clerical work incidental to billing operations. For wage study purposes, machine billers are classified by type of machine, as follows: Professional and Technical COMPUTER SYSTEMS ANALYST, BUSINESS B illing-m achine b ille r . Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from custom ers' purchase orders, internally prepared orders, shipping memoranda, etc. Usually involves application of predetermined discounts and shipping charges and entry of necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies of the bill being prepared and is often done on a fanfold machine. Bookkeeping-machine biller. Uses a bookkeeping machine (with or without a typewriter keyboard) to prepare customers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on customers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slip s. Analyzes business problems to formulate procedures for solving them by use of electronic data processing equipment. Develops a complete description of all specifications needed to enable programmers to prepare required digital computer program s. Work involves m ost of the following: Analyzes subject-m atter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, files, and documents to be used; outlines actions to be performed by personnel and computers in sufficient detail for presentation to management and for programming (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in trial runs of new and revised system s; and recommends equipment changes to obtain m ore effective overall operations. (NOTE: Workers performing both system s analysis and programming should be clas sified as systems analysts if this is the skill used to determine their pay.) Does not include employees prim arily responsible for the manage ment or supervision of other electronic data processing employees, or sys tems analysts prim arily concerned with scientific or engineering problems. P A YR O LL CLERK For wage Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating cards or on tape. systems analysts are classified as into levels on the basis of the following May provide functional direction to lower level who are assigned to assist. Class A . Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a variety of source docu m ents. On occasion m ay also perform some routine keypunch work. May train inexperienced keypunch operators. purposes, Class A . Works independently or under only general direction on complex problems involving all phases of systems analysis. Problems are complex because of diverse sources of input data and multiple-use require ments of output data. (For example, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which every item of each type is 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 m ajor system s installations or changes and for obtaining equipment. KEY ENTRY OPERATOR Positions are classified definitions: study follows: P erform s the clerical tasks necessary to process payrolls and to maintain payroll records. Work involves m ost of the following: Processing w orkers' time or production records; adjusting workers' records for changes in wage rates, supplementary benefits, or tax deductions; editing payroll listings against source records; tracing and correcting errors in listings; and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical knowledge of governmental regulations, company payroll policy, or the computer system for processing payrolls. 21 systems analysts C lass B . Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program, and operate. Problem s are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, COMPUTER SYSTEMS ANALYST, BUSINESS— Continued COMPUTER PROGRAMMER, BUSINESS— Continued develops system s for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with per sons concerned to determine the data processing problems and advises subject-m'atter personnel on the implications of the data processing systems to be applied. At this level, programming is difficult because computer equipment must be organized to produce several interrelated but diverse products from numerous and diverse data elements. A wide variety and extensive number of internal processing actions must occur. This requires such actions as development of common operations which can be reused, establishment of linkage points between operations, adjustments to data when program re quirements exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program. OR Works on a segment of a complex data processing scheme or system, as described for class A . Works independently on routine assign ments and receives instruction and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alignment with the overall system . Class C . Works under immediate supervision, carrying out analy ses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in the application of procedures and skills required for system s analysis work. For example, may assist a higher level system s analyst by preparing the detailed specifications required by programmers from information developed by the higher level analyst. May provide functional direction to lower level program m ers who are assigned to assist. Class B . Works independently or under only general direction on relatively simple programs, or on simple segments of complex program s. Program s (or segments) usually process information to produce data in two or three varied sequences or form ats. Reports and listings are produced by refining, adapting, arraying, or making minor additions to or deletions from input data which are readily available. While numerous records may be processed, the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a fe w routine checks. Typically, the program deals with r o u t i n e recordkeeping operations. OR COMPUTER PROGRAMMER, BUSINESS Converts statements of business problem s, typically prepared by a systems analyst, into a sequence of detailed instructions which are required to solve the problems by automatic data processing equipment. Working from charts or diagram s, the program m er develops the precise instructions which, when entered into the computer system in coded language, cause the manipu lation of data to achieve desired results. Work involves m ost of the following: Applies knowledge of computer capabilities, mathematics, logic employed by computers, and particular subject matter involved to analyze charts and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed flow charts to show order in which data will be processed; converts these charts to coded instructions for machine to follow; tests and corrects program s; prepares instructions for operating personnel during production run; analyzes, reviews, and alters programs to increase operating efficiency or adapt to new requirements; maintains re cords of program development and revisions. (NOTE: W orkers performing both systems analysis and programming should be classified as system s analysts if this is the skill used to determine their pay.) Does not include employees prim arily responsible for the manage ment or supervision of other electronic data processing employees, or pro gram mers prim arily concerned with scientific and/or engineering problem s. For wage study purposes, program m ers are classified as follows: C lass A . Works independently or under only general direction on complex problems which require competence in all phases of programming concepts and practices. Working from diagrams and charts which identify the nature of desired resu lts, m ajor processing steps to be accomplished, and the relationships between various steps of the problem solving routine; plans the full range of programming actions needed to efficiently utilize the computer system in achieving desired end products. 22 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 more difficult tasks under fairly close direction. May guide or instruct lower level program m ers. Class C . Makes practical applications of programming practices and concepts usually learned in form al training cou rses. Assignments are designed to develop competence in the application of standard procedures to routine problems. Receives close supervision on new aspects of assign m ents; and work is reviewed to verify its accuracy and conformance with required procedures. COMPUTER OPERATOR Monitors and operates the control console of a digital computer to process data according to operating instructions, usually prepared by a pro gram m er. Work includes most of the following: Studies instructions to determine equipment setup and operations; loads equipment with required items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and operates computer; makes adjustments to computer to correct operating problems and m eet special conditions; reviews errors made during operation and determines cause or refers problem to supervisor or programm er; and maintains operating records. May test and assist in correcting program. For wage study purposes, computer operators are classified as follows: C lass A . Operates independently, or under only general direction, a computer running programs with m ost of the following characteristics; New programs are frequently tested and introduced; scheduling requirements COMPUTER OPERATOR— Continued DRAFTER— Continued are of critical importance to minimize downtime; the programs are of complex design so that identification of error source often requires a working knowledge of the total program , and alternate programs may not be available. May give direction and guidance to lower level operators. Class C. Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isom etric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source materials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress. Class B . Operates independently, or under only general direction, a computer running programs with m ost of the following characteristics: M ost of the programs are established production runs, typically run on a regularly recurring basis; there is little or no testing of new programs required; alternate program s are provided in case original program needs m ajor change or cannot be corrected within a reasonably short tim e. In common error situations, diagnoses cause and takes corrective action. This usually involves applying previously programmed corrective steps, or using standard correction techniques. DRAFTER -TRACER Copies cloth or paper include tracing large scale not plans and drawings prepared by others by placing tracing over drawings and tracing with pen or pencil. (Does not limited to plans prim arily consisting of straight lines and a requiring close delineation.) AND/OR OR Operates under direct supervision a computer running programs or segments of program s with the characteristics described for class A . May a ssist a higher level operator by independently performing less difficult tasks assigned, and performing difficult tasks following detailed instructions and with frequent review of operations performed. C lass C . Works on routine programs under close supervision. Is expected to develop working knowledge of the computer equipment used and ability to detect problems involved in running routine program s. Usually has received some form al training in computer operation. May assist higher level operator on complex program s. DRAFTER C lass A . Plans the graphic presentation of complex items having distinctive design features that differ significantly from established drafting precedents. Works in close support with the design originator, and may recommend minor design changes. Analyzes the effect of each change on the details of form , function, and positional relationships of components and parts. Works with a minimum of supervisory assistance. Completed work is reviewed by design originator for consistency with prior engineering determinations. May either prepare drawings or direct their preparation by lower level drafters. C lass B . P erform s nonroutine and complex drafting assignments that require the application of m ost of the standardized drawing techniques regularly used. Duties typically involve such work as: Prepares working drawings of subassem blies with irregular shapes, multiple functions, and precise positioned relationships between components; prepares architectural drawings for construction of a building including detail drawings of foun dations, wall sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary computations to determine quantities of m aterials to be used, load capacities, strengths, stresses, etc. Receives initial instructions, requirem ents, and advice from supervisor. Completed work is checked for technical adequacy. 23 Prepares simple or repetitive drawings of easily visualized items. Work is closely supervised during progress. ELECTRONICS TECHNICIAN Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. The equipment— consisting of either many different kinds of circuits or multiple repetition of the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and medical measuring and controlling equipment. This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assem blers and testers; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. Positions are classified definitions. into levels on the basis of the following Class A . Applies advanced technical knowledge to solve unusually complex problems (i.e ., those that typically cannot be solved solely by refer ence to manufacturers' manuals or sim ilar documents) in working on elec tronic equipment. Examples of such problems include location and density of circuitry, electromagnetic radiation, isolating malfunctions, and frequent engineering changes. Work involves; A detailed understanding of the inter relationships of circuits; exercising independent judgment in performing such tasks as making circuit analyses, calculating wave form s, tracing relation ships in signal flow; and regularly using complex test instruments (e.g., dual trace oscilloscopes, Q -m eters, deviation m eters, pulse generators). ELECTRONICS TECHNICIAN— Continued MAINTENANCE CARPENTER— Continued Work may be reviewed by supervisor (frequently an engineer or designer) for general compliance with accepted practices. May provide technical guidance to lower level technicians. laying out of work from blueprints, drawings, m odels, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to di mensions of work; and selecting m aterials necessary for the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a f o r m a l apprenticeship or equivalent training and experience. Class B . Applies comprehensive technical knowledge to solve com plex problems (i.e ., those that typically can be solved solely by properly interpreting manufacturers' manuals or sim ilar documents) in working on electronic equipment. Work involves; A familiarity with the interrelation ships of circuits; and judgment in determining work sequence and in selecting tools and testing instruments, usually less complex than those used by the class A technician. Receives technical guidance, as required, from supervisor or higher level technician, and work is reviewed for specific compliance with accepted practices and work assignments. May provide technical guidance to lower level technicians. Glass C . Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed instruc tions which cover virtually all procedures. Work typically involves such tasks as; Assisting higher level technicians by performing such activities as replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment; and using tools and common test instruments (e.g ., multim eters, audio signal generators, tube testers, oscilloscopes). Is not required to be familiar with the interrelationships of circuits. This knowledge, however, may be acquired through assignments designed to increase competence (including classroom training) so that worker can advance to higher level technician. Performs a variety of electrical trade functions such as the instal lation, maintenance, or repair of equipment for the generation, distribution, or utilization of electric energy in an establishment. Work involves most of the following: Installing or repairing any of a variety of electrical equipment such as generators, transform ers, switchboards, controllers, circuit breakers, motors, heating units, conduit system s, or other transmission equipment; working from blueprints, drawings, layouts, or other specifi cations; locating and diagnosing trouble in the electrical system or equip ment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE PAINTER Paints and redecorates w alls, woodwork, and fixtures of an estab lishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes and interstices; and applying paint with spray gun or brush. May mix colors, oils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Receives technical guidance, as required, from supervisor or higher level technician. Work is typically spot checked, but is given detailed review when new or advanced assignments are involved. REGISTERED INDUSTRIAL NURSE A registered nurse who gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the premises of a factory or other establishment. Duties involve a combination of the following: Giving first aid to the ill or injured; attending to subsequent dressing of employees' injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and employees; and planning and carrying out programs involving health education, accident prevention, evaluation of plant environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. Maintenance, Toolroom, and Powerplant MAINTENANCE MACHINIST Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment operated in an establishment. Work involves most of the following: Interpreting written instructions and speci fications; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common m etals; selecting standard m aterials, parts, and equipment required for this work; and fitting and assembling parts into mechanical equipment. In general, the machinist's work normally requires a rounded training in machine-shop practice usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE MECHANIC (Machinery) MAINTENANCE CARPENTER Perform s the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves most of the following: Planning and MAINTENANCE ELECTRICIAN 24 Repairs machinery or mechanical equipment of an establishment. Work involves m ost of the following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items MAINTENANCE MECHANIC (Machinery)— Continued MILLWRIGHT obtained from stock; ordering the production of a replacement part by a machine shop or sending the machine to a machine shop for m ajor repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shops; reassembling machines; and making sill necessary adjustments for operation. In general, the work of a machinery maintenance mechanic requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experi ence. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves m ost of the following: Planning and laying out work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses, strength of m aterials, and centers of gravity; aligning and balancing equip ment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transmission equipment such as drives and speed reducers. In general, the millwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE MECHANIC (Motor vehicle) Repairs automobiles, buses, motortrucks, and tractors of an estab lishment. Work involves m ost of the following: Examining automotive equip ment to diagnose source of trouble; disassembling equipment and performing repairs that involve the use of such handtools as wrenches, gauges, drills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; reassembling and installing the various assem blies in the vehicle and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the motor vehicle maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. This classification does not include mechanics w h o tom ers' vehicles in automobile repair shops. MAINTENANCE TRADES HELPER A ssists one or m ore workers in the skilled maintenance trades, by performing specific or general duties of lesser skill, such as keeping a worker supplied with m aterials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding m aterials or tools; and per forming other unskilled tasks as directed by journeyman. The kind of work the helper is permitted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding materials and tools, and cleaning working areas; and in others he is permitted to perform specialized machine operations, or parts of a trade that are also performed by workers on a full-tim e basis. repair cus MACHINE-TOOL OPERATOR (Toolroom) MAINTENANCE PIPEFITTER Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establishment. Work involves m ost of the following: Laying out work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to pressures, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Workers primarily engaged in installing and repairing building sanitation or heating systems are excluded. MAINTENANCE SH E E T -M E T A L WORKER Fabricates, installs, and maintains in good repair the sheet-m etal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves m ost of the following: Planning and laying out all types of sheet-m etal maintenance work from blueprints, models, or other specifi cations; setting up and operating all available types of sheet-metal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general, the work of the maintenance sheet-metal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. 25 Specializes in operating one or more than one type of machine tool (e .g ., jig borer, grinding machine, engine lathe, milling machine) to machine metal for use in making or maintaining 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 performing difficult machining operations which require com plicated setups or a high degree of accuracy; setting up machine tool or tools (e .g ., install cutting tools and adjust guides, stops, working tables, and other controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and operation sequence or select those pre scribed in drawings, blueprints, or layouts); using a variety of precision measuring instruments; making necessary adjustments during machining operation to achieve requisite dimensions to very close tolerances. May be required to select proper coolants and cutting and lubricating oils, to recognize when tools need dressing, and to dress tools. In general, the work of e machine-tool operator (toolroom) at the skill level called for in this . classification requires extensive knowledge of machine-shop and toolroom practice usually acquired through considerable on-the-job training and experience. For cross-industry wage study purposes, this classification does not include m achine-tool operators (toolroom) employed in tool and die jobbing shops. TOOL AND DIE MAKER Constructs and repairs jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or 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 TOOL AND DIE MAKER— Continued SHIPPER AND RECEIVER alloys; selecting appropriate m aterials, tools, and processes required to complete tasks; making necessary shop computations; setting up and oper ating various machine tools and related equipment; using various tool and die m aker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to prescribed toler ances and allowances. In general, the tool and die m aker's work requires rounded training in machine-shop and toolroom practice usually acquired through fdrmal apprenticeship or equivalent t r a i n i n g and experience. Performs clerical and physical tasks in connection with shipping goods of the establishment in which employed and receiving incoming shipments. In performing day-to-day, routine tasks, follows established guidelines. In handling unusual nonroutine problem s, receives specific guid ance from supervisor or other officials. May direct and coordinate the activities of other workers engaged in handling goods to be shipped or being received. For cross-industry wage study purposes, this classification does not include tool and die makers who (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 airconditioning. Work involves; Operating and maintaining equipment such as steam engines, air com pressors, generators, m otors, turbines, ventilating and refrigerating equipment, steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishments employing m ore than one engineer are excluded. Shippers typically are responsible for m ost of the following: V er ifying that orders are accurately filled by comparing items and quantities of goods gathered for shipment against documents; insuring that shipments are properly packaged, identified with shipping information, and loaded into transporting vehicles; preparing and keeping records of goods shipped, e .g ., m anifests, bills of lading. Receivers typically are responsible for m ost of the following: Verifying the correctness of incoming shipments by comparing items and quantities unloaded against bills of lading, invoices, m anifests, storage receipts, or other records; checking for damaged goods; insuring that goods are appropriately identified for routing to departments within the establishment; preparing and keeping records of goods received. For wage stu d y purposes, workers are classified as follows; Shipper Receiver Shipper and receiver BOILER TENDER F ires stationary boilers to furnish the establishment in which employed with heat, power, or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil burner; and checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment. Material Movement and Custodial TRUCKDRIVER Drives a truck within a city or industrial area to transport m aterials, merchandise, equipment, or workers between various types of establishments such as; Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and 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. For wage study purposes, truckdrivers are classified by type and rated capacity of truck, as follows: Truckdriver, light truck (straight truck, under IV2 tons, usually 4 wheels) Truckdriver, medium truck (straight truck, lVk to 4 tons inclusive, usually 6 wheels) Truckdriver, heavy truck (straight truck, over 4 tons, usually 10 wheels) Truckdriver, tractor-trailer WAREHOUSEMAN As directed, performs a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves m ost of the following: Verifying m aterials (or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing m aterials to prescribed storage locations; storing, stacking, or palletizing m aterials in accordance with prescribed storage methods; rearranging and taking inventory of s t o r e d m aterials; examining stored m aterials and reporting deterioration and damage; removing m aterial from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Exclude workers whose prim ary duties involve shipping and rece iv ing work (see Shipper and Receiver and Shipping Packer), order filling (see Order F iller), or operating power trucks (see Pow er-Truck Operator). ORDER FILLER F ills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, custom ers' orders, or other instructions. May, in addition to filling orders and indi cating items filled or omitted, keep records of outgoing orders, requisition additional stock or report short supplies to supervisor, and perform other related duties. SHIPPING PACKER Prepares finished products for shipment or storage by placing them in shipping containers, the specific operations performed being dependent upon the type, size, and number of units to be packed, the type of container SHIPPING PACKER— Continued GUARD— Continued employed, and method of shipment. Work requires the placing of items in shipping containers and m ay involve one or m ore 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 m aterial to prevent breakage or damage; closing and sealing con tainer; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded. Guards employed by establishments which provide protective ser vices on a contract basis are included in this occupation. M A TERIAL 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 m aterials and merchandise on or from freight ca rs, trucks, or other transporting devices; unpacking, shelving, or placing m aterials or merchandise in proper storage location; and transporting m aterials or merchandise by handtruck, car, or wheelbarrow. Longshore w orkers, who load and unload ships, are excluded. study p u rp oses, guards are classified as follows: Class A . Enforces regulations designed to prevent breaches of security. E xercises judgment and uses discretion in dealing with em er gencies 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 specialized 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. Class B . C arries out instructions prim arily oriented toward in suring 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 re quire 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. POW ER-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. truck, For wage For wage study purposes, workers are classified by type of poweras follow s: JANITOR, PORTER, OR CLEANER Forklift operator P ow er-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 a rre sts. May also help visitors and customers by answering questions and giving directions. 27 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. W orkers who specialize in window washing are excluded. Service Contract Act Surveys The following areas are sur veyed periodically for use in admin istering the Service Contract Act of 1965. Survey results are pub lished in releases which are availa ble, at no cost, while supplies last from any of the BLS regional offices shown on the back cover. Alaska (statewide) Albany, Ga. Alexandria—L eesville, La. Alpena— Standishr-Tawas City, Mich. Ann Arbor, Mich. Atlantic City, N.J. Augusta, Ga.— S.C. Austin, Tex. Bakersfield, Calif. Baton Rouge, La. Battle Creek, Mich. Beaumont— Port Arthun-Orange, Tex. Beaumont— Port Arthur—Orange and Lake Charles, Tex.— La. Biloxi— Gulfport and Pascagoula— Moss Point, M iss. Binghamton, N .Y. Birmingham, Ala. Bloomington— Vincennes, Ind. B remerton— Shelton, Wash. Brunswick, Ga. Cedar Rapids, Iowa Champaign— Urban a— Rant oul, 111. Charleston— North Charleston— Waiterboro, S.C. Charlotte— Gastonia, N.C. Cheyenne, Wyo. Clarksville— Hopkinsville, Tenn.— y. K Colorado Springs, Colo. Columbia— Sumter, S.C. Columbus, Ga.— Ala. Columbus, M iss. Decatur, 111. Des Moines, Iowa Duluth— Superior, Minn.—Wis. El Paso— Alamogordo—Las C ruces, Tex.— Mex. N. Eugene— SpringfieId— Medford, Oreg. Fayetteville, N.C. Fort Lauderdale— Hollywood and West Palm Beach— Boca Raton, Fla. Fort Smith, Ark.— Okla. Frederick—Hagers town— Chambersburg, Md.— Pa. Goldsboro, N.C. Grand Island— Hastings, Nebr. Guam, Territory of Harrisburg— Lebanon, Pa. Knoxville, Tenn. Laredo, Tex. Las Vegas— Tonopah, Nev. Lim a, Ohio Little Rock^-North Little Rock, Ark. Logansport— Peru, Ind. Lorain— lyria, Ohio E Lower Eastern Shore, Md.— a.— V Del. Macon, Ga. Madison, W is. Maine (statewide) Mansfield, Ohio McAllen— Pharr—Edinburg and B rownsville—Harlingen— San Benito, Tex. Meridian, M iss. Middlesex, Monmouth, and Ocean C os., N.J. Mobile— Pensacola— Panama City, A la.— Fla. Montana (statewide) Nashville—Davidson, Tenn. New Bern— Jacksonville, N.C. New Hampshire (statewide) New London— Norwich, Conn.— R.I. North Dakota (statewide) Northern New York Northwest Texas Orlando, Fla. Oxnard— Simi Valley— Ventura, Calif. Peoria, 111. Phoenix, A riz. Pine Bluff, Ark. Pueblo, Colo. Puerto Rico Raleigh— Durham, N.C. Reno, Nev. Salina, Kans. Salinas— Seaside— Monterey, Calif. Sandusky, Ohio Santa Barbara— Santa Maria— Lompoc, Calif. Savannah, Ga. Selm a, Ala. Shreveport, La. South Dakota (statewide) Southern Idaho Southwest Virginia Spokane, Wash. Springfield, 111. Stockton, Calif. Tacoma, Wash. Tampa— St. Petersburg, Fla. Topeka, Kans. Tucson—Douglas, A riz. Tulsa, Okla. Upper Peninsula, Mich. Vermont (statewide) Virgin Islands of the U.S. Waco and Killeen— Temple, Tex. Waterloo— Cedar Falls , Iowa West Virginia (statewide) Wichita Falls—Lawton— Altus, Tex.— Okla. Wilmington, Del.— N.J.— Md. Y akima— Richland— Kennewick— Pendleton, Wash.— Oreg. ALSO AVAILABLE— An annual report on salaries for accountants, auditors, chief account ants, attorneys, job analysts, direc tors of personnel, buyers, chem ists, engineers, engineering technicians, drafters, and clerical employees is available. Order as BLS B ulle tin 1980, National Survey of P ro fessional, Administrative, Technical and Clerical Pay, March 1977. $ 2.40 a copy, from any of the BLS re gional sales offices shown on the back cover, or from the Superin tendent of Documents, U.S. Govern ment Printing O ffice, Washington, D.C. 20402. Area Wage Surveys A list of the latest bulletins available is presented below. Bulletins may be purchased from any of the BLiS regional offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing O ffice, Washington, D .C. 20402. Make checks payable to Superintendent of Documents. A directory of occupational wage surveys, covering the years 1970 through 1976, is available on request. A rea Akron, Ohio, Dec. 1978_______________________________________ Albany—Schenectady—Troy, N .Y ., Sept. 1978 1______________ Anaheim— Santa Ana— Garden Grove, C alif., Oct. 1978 1____________________________________________ Atlanta, G a., May 1978 1---------------------------------------------------------B altim ore, M d ., Aug. 1978 1_________________________________ B illings, M ont., July 1978____________________________________ Birmingham, A la ., M ar. 1978________________________________ Boston, M a s s ., Aug. 1 9 7 8 1 ----------------------------------------------------Buffalo, N .Y ., Oct. 1977 ---------------------------------------------------------Canton, Ohio, May 1978_______________________________________ Chattanooga, Tenn.—G a ., Sept. 1978 1--------------------------------- — Chicago, 111., May 1978________________________________________ Cincinnati, Ohio— Ky.—Ind., July 1978________________________ Cleveland, Ohio, Sept. 1978___________________________________ Columbus, Ohio, Oct. 1978 1---------------------------------------------------Corpus C hristi, T e x ., July 1978_____________________________ D a lla s-F o rt W orth, T e x ., Oct. 1978 1_______________________ Davenport—Rock Island— oline, Iowa— M 111., Feb. 1978--------Dayton, Ohio, D ec. 1978______________________________________ Daytona Beach, F la ., Aug. 1978______________________________ Denver—Boulder, C olo., Dec. 1977 1-------------------------------------Detroit, M ich ., M ar. 1978____________________________________ Fresno, C a lif., June 1978 1 ----------------------------------------------------Gainesville, F la ., Sept. 1978--------------------------------------------------Green Bay, W is ., July 1978 1_________________________________ G reensboro-W inston-Salem — High Point, N .C ., Aug. 1978_______________________________________________ Greenville— Spartanburg, S .C ., June 1978____________________ Hartford, Conn., M ar. 1 9 7 8 1-------------------------------------------------Houston, T e x ., Apr. 1978_____________________________________ Huntsville, A la ., Feb. 1978___________________________________ Indianapolis, Ind., Oct. 1978 1------------------------------------------------Jackson, M i s s ., Jem. 19 7 8 ____________________________________ Jacksonville, F la ., Dec. 1977 ________________________________ Kansas City, M o .—Kans., Sept. 1978-------------------------------------Los Angeles—Long Beach, C a lif., Oct. 1978 1-----------------------' Louisville, K y .-In d ., Nov. 1 9 7 7 1____________________________ M em phis, Tenn.— Ark.—M is s ., Nov. 1978------------------------------- Bulletin number and price* 2025-63, $1.00 2025-58, $1.20 2025-65, 2025-28, 2025-50, 2025-38, 2025-15, 2025-43, 1950-58, 2025-22, 2025-51, 2025-32, 2025-39, 2025-49, 2025-59, 2025-29, 2025-52, 2 0 2 5 -6 , 2025-66, 2025-48, 1950-74, 2025-11, 2025-31, 2025-45, 2025-41, $1.30 $1 .4 0 $1.50 $1.00 80 cents $1 .5 0 $ 1 .0 0 70 cents $1 .2 0 $1 .3 0 $1 .1 0 $1 .3 0 $ 1.50 $ 1 .0 0 $1 .5 0 70 cents $ 1.00 $1 .0 0 $1.40 $1 .2 0 $1 .2 0 $1 .0 0 $1.20 2025-46, 2025-30, 2025-14, 2025-23, 2 0 2 5 -4 , 2025-57, 2 0 2 5 -1 , 1950-67, 2025-53, 2025-61, 1950 -6 6, 2025-62, $ 1.00 $ 1 .0 0 $ 1 .2 0 $ 1.20 70 cents $ 1.50 70 cents 70 cents $1.30 $1.50 $1.20 $1.00 Area M iam i, F la ., Oct. 1978 1_____________________________________ Milwaukee, W is ., Apr. 1978 1 ......................................................... Minneapolis— St. Paul, Minn.— is ., Jan. 1978 1____________ W Nassau-Suffolk, N .Y ., June 1978 1 ____________________________ Newark, N .J ., Jan. 1978 1____________________________________ New Orleans, L a ., Jan. 1978________________________________ New York, N .Y ^ -N .J ., May 1978 1..................................... Norfolk— Virginia Beach-Portsmouth, Va.— N .C ., May 1978______________________________________________ Norfolk— Virginia Beach-Portsmouth and Newport News— Hampton, Va.— .C ., May 1978___________ N Northeast Pennsylvania, Aug. 1978__________________________ Oklahoma City, O kla., Aug. 1978___________________________ Omaha, N ebr.— Iowa, Oct. 1978______________________________ Paterson— Clifton—P assaic, N .J ., June 1978 1 ______________ Philadelphia, Pa.—N .J ., Nov. 1978__________________________ Pittsburgh, P a., Jan. 1978__________________________________ Portland, Maine, Dec. 1977__________________________________ Portland, Oreg.— ash., May 1978___________________________ W Poughkeepsie, N .Y ., June 1 9 7 8 1 ____________________________ Poughkeepsie— Kingston— Newburgh, N .Y ., June 1978 1 ____ Providence-Warwick—Pawtucket, R.I.— M a s s ., June 1978___________________________________________ Richmond, V a ., June 1978___________________________________ St. Louis, M o .-n i ., M ar. 1978________________________________ Sacramento, C alif., Dec. 1977 1_______________________________ Saginaw, M ich., Nov. 1978__________________________________ Salt Lake City— Ogden, Utah, Nov. 1977_____________________ San Antonio, T ex., May 1978_________________________________ San Diego, C alif., Nov. 19771________________________________ San Francisco— Oakland, C alif., M ar. 1978 1_______________ San Jose, C alif., Mar. 19 7 8 1__________________ _____________ Seattle— Everett, W ash., Dec. 1977__________________________ South Bend, Ind., Aug. 1978____________ _____________________ Toledo, Ohio— ich., May 1978 1______________________________ M Trenton, N .J ., Sept. 1978 1____________________________________ U tica-R om e, N .Y ., July 1978________________________________ Washington, D.C.— Md.—V a ., M ar. 1978 1 ___________________ Wichita, K ans., Apr. 1978_____________________,______________ W orcester, M a s s ., Apr. 1978 1 _____________________________ York, P a., Feb. 1978 1________________________________________ Bulletin number and price* 2025-60, $1.30 2025-18, $1.40 20 2 5 -2 , $1.40 2025-33, $1.30 20 2 5 -7 , $1.40 2 0 25 -5 , $1.00 2025-35, 2025-20, 70 cents 2025-21, 80 cents 2025-47, $1.00 2025-40, $1.00 2025-56, $1.00 2025-36, $1.20 2025-54, $1.30 2025 -3 , $1.10 1950-69, 70 cents 2025-25, $1.00 2025-37, $1.10 2025-42, $1.20 2025-27, $1.40 2025-26, 80 cents 2025-13, $1.20 1950-72, $1.00 2025-64, $1.00 1950-68, 80 cents 2025-17, 70 cents 1950-73, $1.10 2025-10, $1.40 2025 -9 , $1.20 1950-75, 80 cents 2025-44, $1.00 2025-24, $1.20 2025-55, $1.20 2025-34, $1.00 2025-12, $1.40 2025-16, 80 cents 2025-19, $1.10 2 025 -8 , $1.10 * Prices are determined by the Government Printing Office and are subject to change. 1 Data on establishment practices and supplementary wage provisions are also presented. $1.5 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 off Labor Statistics Regional Offices Region I Region II Region III Region IV 1603 JFK Federal Building Government Center Boston, Mass 02203 Phone: 223-6761 (A reaC o de617) Suite 3400 1515 Broadway New York, N Y. 10036 Phone: 399-5406 (A reaC o de212) 3535 Market Street, P .0 Box 13309 Philadelphia, Pa. 19101 Phone: 596-1154 (A reaC o de215) Suite 540 1371 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 D istrict of Colum bia Maryland Pennsylvania Virginia West Virginia Alabama Florida Georgia Kentucky M ississippi 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 (A reaC o de312) Second Floor 555 G riffin Square Building Dallas, Tex. 75202 Phone: 767-69 71 (Area Code 214) Federal O ffice 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 Iowa Kansas M issouri Nebraska IX Arizona California Hawaii Nevada Illinois Indiana Michigan Minnesota Ohio Wisconsin VIII Colorado Montana North Dakota South Dakota Utah W yom ing X Alaska Idaho Oregon Washington
