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/f s-o Area
Wage
Survey

HC
,

Gainesville, Florida,
Metropolitan Area
September 1977

Bulletin 1950-46
U.S. Department of Labor
Bureau of Labor Statistics

Alachua

c#
#

o°v

# yy
■
/

/




Gaines

>

Preface
This bulletin provides results of a September 1977 survey of
occupational earnings and supplementary wage benefits in the Gainesville,
Florida, Standard Metropolitan Statistical Area. The survey was made as
part of the Bureau of Labor Statistics' annual area wage survey program.
It was conducted by the Bureau's regional office in Atlanta, Ga., under the
general direction of Jerry G. Adams, Assistant Regional Commissioner for
Operations. The survey could not have been accomplished without the
cooperation of the many firms whose wage and salary data provided the basis




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

wishes to

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

Area
Wage
Survey

Gainesville, Florida,
Metropolitan Area,
September 1977

U.S. Department of Labor
Ray Marshall, Secretary
Bureau of Labor Statistics
Julius Shiskin, Commissioner

Contents

Page

Page

December 1977
Bulletin 1950-46

B-4.
Tables:
A.

B-5.
Earnings, all establishments:
A -l. Weekly earnings of office

B-6.
B-7.

A-2.
A-3.
A-4.
A-5.
A-6.

A-7.

B.

For sale by the Superintendent of Documents, U.S.
Government Printing Office, Washington, D.C. 20402, GPO
Bookstores, or BLS Regional Offices listed on back cover.




Weekly earnings of profes­
sional and technical w orkers------ 4
Average weekly earnings of
office, professional, and
technical workers, by sex------------- 5
Hourly earnings of mainte­
nance, toolroom, and
powerplant w orkers------------------- 6
Hourly earnings of material
movement and custodial
workers---------------------------------------- b
Average hourly earnings of
maintenance, toolroom,
powerplant, material move­
ment, and custodial workers,
by sex----------------- ---------------------- 7
Percent increases in average
hourly earnings,adjus ted for
employment shifts,for se­
lected occupation groups------------- 7

Establishment practices and supple­
mentary wage provisions:
B - l. Minimum entrance salaries
for inexperienced typists
and clerks------------------------------------ 8
B-2. Late-shift pay provisions for
full-time manufacturing
plant w orkers-------------------------------9
B-3. Scheduled weekly hours and
days of full-time first-shift
worke rs------------------------------------- 10

Appendix A,
Appendix B.

Annual paid holidays for full­
time workers-------------------------------1
1
Paid vacation provisions for
full-time workers------------------------12
Health, insurance, and pension
plans for full-time workers----------14
Life insurance plans for
full-time workers------------------------ 1
5
Scope and method of survey----------- 19
Occupational descriptions------------- 25

Introduction
This area is 1 of 74 in which the U.S. Department of Labor's Bu­
reau of Labor Statistics conducts surveys of occupational earnings and re ­
lated benefits. (See list of areas on inside back cover.) In each area,
occupational earnings data (A -series tables) are collected annually. Infor­
mation on establishment practices and supplementary wage benefits (B series tables) is obtained every third year.

Table A-7 provides percent changes in average hourly earnings of
office clerical workers, electronic data processing workers, industrial
nurses, skilled maintenance trades workers, and unskilled plant workers.
Where possible, data are presented for all industries and for manufacturing
and nonmanufacturing separately. Data are not presented for skilled main­
tenance workers in nonmanufacturing because the number of workers em­
ployed in this occupational group in nonmanufacturing is too small to warrant
separate presentation. This table provides a measure of wage trends after
elimination of changes in average earnings caused by employment shifts
among establishments as well as turnover of establishments included in
survey samples. For further details, see appendix A.

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 re ­
gional estimates, projected from individual metropolitan area data, for all
Standard Metropolitan Statistical Areas in the United States, excluding Alaska
and Hawaii.

B -series tables

A major consideration in the area wage survey program is the need
to describe the level and movement of wages in a variety of labor markets,
through the analysis of (1) the level and distribution of wages by occupation,
and (2) the movement of wages by occupational category and skill level.
The program develops information that may be used for many purposes,
including wage and salary administration, collective bargaining, and a s­
sistance in determining plant location. Survey results also are used by the
U.S. Department of Labor to make wage determinations under the Service
Contract Act of 1965.

The B -series tables present information on minimum entrance
salaries for inexperienced typists and clerks; late-shift pay provisions and
practices for plant workers in manufacturing; and data separately for plant
and office workers on scheduled weekly hours and days of first-shift work­
ers; paid holidays; paid vacations; health, insurance, and pension plans;
and more detailed information on life insurance plans.
Appendixes

A -series tables

Appendix A describes the methods and concepts used in the area
wage survey program. It provides information on the scope of the area
survey, on the area's industrial composition in manufacturing, and on
labor-management agreement coverage.

Tables A - l through A-6 provide estimates of straight-time weekly
or hourly earnings for workers in occupations common to a variety of
manufacturing and nonmanufacturing industries. For the 31 largest survey
areas, tables A - 8 through A - 13 provide similar data for establishments
employing 500 workers or more.




Appendix B provides job descriptions used by Bureau field econ­
omists to classify workers by occupation.

2

A. Earnings
Table A-1. W e e k ly earnings of o ffic e w o rkers in G ainesville, F la., S ep tem b e r 1977
Weekly earnings
(standard)
ber

Occupation and industry division
ers

Average
weekly
hours1
(standard

Num ber of w orkers receiving straight-tim e weekly earnings of—
$

Mean 2

Median 2

Middle range 2

$

$

100

$

$

$

105

110

115

120

130

140

110

115

120

130

140

150

4
1
3

8

-

-

%

%

S

$

$

$

s

$

*

$

S

s

s

$

160

170

180

190

200

210

220

230

240

250

260

270

280

160

170

180

190

200

21 U

220

230

240

250

260

270

280

2901

6

4

3

3

-

-

-

3
3

3

3

3

2
1
1

2
2

4

4
3
1

1

-

4
1
3

3

-

~

2

-

1

-

1

-

-

-

-

-

3

-

-

1

-

-

-

-

-

_

_

_

_

1

_

_

_

-

-

-

-

-

-

-

-

_

2

1
1

150

and
under
105

ALL U O K K E R S
S E C R E T A R I E S --------------------------M A N U F A C T U R I N G --------------------N O N n A N U F A C T U R I N G ----------------SECRETARIES.

50
11
39

$
$
$
$
4 0 . 0 1 7 7 . 0 0 16 5. 50 1 4 1 . 0 0 - 2 0 8 . 0 0
4 0 . 0 2 1 2 . 5 0 21 3 . 5 0 2 0 8 . 0 0 — 2 3 8 . 0 0
40. 0 1 6 6 . 5 0 15 5 . 5 0 1 3 8 . 0 0 - 1 8 6 . 0 0

-

C L A S S B -------------

6

S E C R E T A R I E S . C L A S S C ------------N O N M A N U F A C T U R I N G -----------------

10
9

40.0
40.0

S E C R E T A R I E S . C L A S S D ------------N O N M A N U F A C T U R I N G -----------------

31
26

4 0 . 0 1 7 4 . 0 0 15 5. 50
40.0 166.00 151.00

137.50-203.50
137.00-179.50

_

S T E N O G R A P H E R S ------------------------N O N M A N U F A C T U R I N G -----------------

6
6

39.0
39.0

184.00 200.00
184.00 200.00

148.00-220.50
148.00-220.50

-

T Y P I S T S ' --------------------------------N O N M A N U F A C T U R I N G -----------------

26

39.0
39.0

1 6 8 . 0 0 15 3 . 0 0
1 6 8 . 0 0 15 3. 00

140.50-220.50
140.50-220.50

-

146.00-220.50
146.00-220.50

-

8

6

-

-

-

-

-

2

-

26

40.0 191.00

20 8 . 0 0

160.00-208.00

1 7 3 . 0 0 16 7. 50 1 4 3 . 5 0 - 1 8 8 . 5 0
1 6 3 . 5U 16 5 . 0 0 1 3 8 . 0 0 - 1 8 4 . 0 0

_

-

-

-

-

-

-

-

3
3

-

1
1

1
1

1
1

1
1

1
1

1
1

-

-

-

4
3

5
5

4
4

3
3

2
2

2
2

1
1

2
2

-

1
1

2
-

1
1

1
1

1
1

_

_

-

_

_

_

_

_

_

_

_

-

-

-

-

-

3
3

_

-

1
1

_

-

-

-

-

-

-

-

2
2

5
5

4
4

2
2

_

-

_

_

_

_

_

_

_

_

_

-

-

-

-

-

"

-

-

-

-

5
5

4
4

2
2

_

_

_

-

_

_

_

_

_

_

-

~

-

-

1
1

-

-

-

-

_

_

-

-

-

_

-

2
2

1
1

-

-

_

_

_

-

-

-

2
2

6

3
2
1

8
4
4

4
4
-

3
2
1

_

_

_

-

-

-

6

2
2

-

-

-

-

-

2

2

-

-

2

-

-

-

2

-

-

1

7
2
5

3

1

5

14
3
11

1

3
1
2

11
3
8

SUITCHBOARU OPERATOR-RECEPTIONISTS
M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G -----------------

31
13
18

39 . 5
39.0
39.5

1 2 8 . 0 0 13 0 . 0 0
1 4 1 . 0 0 14 0 . 0 0
1 1 8 . 5 0 11 4 . 0 0

114.00-139.00
130.00-145.00
110.00-132.50

4
4

-

OR D E R C L E R K S --------------------------

8

40.0

176.00 166.50

150.00-193.00

-

-

6

40.0

1 8 3 . 5 0 18 0 . 0 0

150.00-218.50

-

-

-

-

-

-

2

1

2

7

3

2

7

3

20
5
15

6

1

8
2
6

C L A S S A ------------

-

40. 0 1 4 2 . 0 0 13 6. 00
4 0 . 0 1 4 9 . 5 0 14 0 . 0 0
40.0 140.00 135.50

126.00-154.00
130.00-162.00
125.50-152.50

A C C O U N T I N G C L E R K S . C L A S S A -----M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ------------------

25
7
18

4 0 . 0 1 6 2 . 5 0 15 5 . 0 0
4 0 . 0 1 6 3 . 5 0 15 4 . 5 0
4 0 . 0 1 6 2 . 0 0 15 5 . 0 0

150.00-177.00
150.00-170.00
150.00-178.00

-

-

-

-

-

-

-

-

-

-

A C C O U N T I N G C L E R K S . C L A S S B -----N O N M A N U F A C T U R I N G ------------------

50
42

40.0
40.0

131.50
130.00

13 0. 00
13 2. 00

119.50-136.00
116.00-137.50

1
1

P A Y R O L L C L E R K S ------------------------

7

40.0

181.00

18 6. 50

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

-

4 0 . 0 1 4 4 . 0 0 14 4. 50
4 0 . 0 1 5 6 . 0 0 15 0 . 0 0
4 0 . 0 1 3 9 . 5 0 14 0 . 0 0

121.00-152.00
121.50-195.00
121.00-150.00

2
2
-

1 5 1 . 0 0 15 0 . 0 0
1 5 1 . 0 0 1 5 0. 00

142.50-157.50
142.30-157.50

-

4 0 . 0 1 4 2 . 5 0 14 0. 50
4 0 . 0 1 5 6 . 0 0 1 5 0. 00

121.00-151.50
121.50-195.00

2
2

K E Y P U N C H O P E R A T O R S ------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

32
9
23

K E Y P U N C H O P E R A T O R S . C L A S S A ----N O N M A N U F A C T U R I N G ------------------

6
6

K E Y P U N C H O P E R A T O R S . C L A S S B ----M A N U F A C T U R I N G ----------------------

26
9

O

75
15
60

o

A C C O U N T I N G C L E R K S -------------------M A N U F A C T U R I N G --------------------N O N M A N U F A C T U R I N G ------------------

40.0

-

-

“

-

1

i

~

1
-

5
2
3

9
9

-

-

-

-

_
-

1
1

-

-

2

-

-

2

-

-

-

-

-

1
1

_

_

_

_

_

_

_

-

-

-

-

-

-

-

-

-

-

-

-

-

-

_

_

_

_

_

_

_

-

-

-

_

-

_

-

-

-

-

-

-

-

-

_

_

_

_

_

_

_

-

-

-

-

-

-

-

-

-

-

1
1

3

1

-

-

3

1

_

-

-

-

3

1

-

1
1
-

_

3
3

8
6

19
14

3
3

3
3

1
1

2
2

_

-

-

-

1

1

-

1

-

-

1

-

3

5

-

~

3

5

1
~
1

-

1

6
2
4

2

-

8
1
7

1
1

1
1

2
2

1
1

4

4
2

-

1

-

-

-

-

-

1
1

2

9
9

~

-

7
7

2
2

-

-

-

-

-

~

-

-

1

-

8
1

See footnotes at end of tables.




-

-

-

22

3 9 . 0 1 7 8 . 0 0 16 1 . 5 0
3 9 . 0 1 7 8 . 0 0 16 1 . 5 0

ORDER CLERKS.

_

1
1

T Y P I S T S . C L A S S A -----------------N O N M A N U F A C T U R I N G -----------------

22

1
~

-

_

_

2

3

-

1
-

1

1

1

-

-

i

-

-

-

-

-

_

4
4

_

_

_

_

_

_

_

_

_

-

-

-

-

-

-

-

-

-

-

-

-

-

-

_

-

_

_

2

-

4
4

Table A-2. Weekly earnings of professional and technical workers in Gainesville, Fla., September 1977
Weekly earning^^™
(standard)
O c c u p a t i o n a n d i n d u s t r y division

Number
of
workers

Average
weekly

um

%

Median2

Middle range 2

1

S

11

w
$

$

r

-Ai ulu

*

s

$

%

$

s

S

$

%

S

$

$

*

$

250

26 0

270

280

300

320

260

270

280

300

320

340

“

2

”
“

“
~

-

-

2
2

-

-

6
6

1

2
2

2

5
4

2
~

2

-

5

2

1
“

5
5

1

-

2
“

-

-

1
1

1
1

”

“

-

-

“

20 0

21 0

220

230

240

and
under

120

21 0

220

23 0

24 0

250

1

1

-

140

150

160

170

180

190

130

140

150

160

170

180

190

200

2
1

2
2

2
2

1
1

2

-

1
1

2
2

1
1

2

-

-

-

-

1

-

-

-

-

-

1

2
2

-

3
“

2
1

-

6
4

14
1

1
1

2
1

-

5
4

1
“

-

-

-

-

1
1

1
1

-

110

130

2

110

120

2
1

100

(standard) Mean2

CclviUg
*

*

ALL W O R K E R S
$
15 0 . 0 0
1 5 0. 00

$
$
137.00-197.50
144.50-191.50

-

15
8

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

9
6

9 0 . 0 1 9 2 . 0 0 17 2. 00 1 5 0 . 0 0 - 2 2 0 . 0 0
9 0 . 0 1 9 4 . 0 0 15 6. 00 1 5 0 . 0 0 - 2 5 0 . 5 0

-

-

“

“

D R A F T E R S --------------------------------M A N U F A C T U R I N G ----------------------

59
27

39 . 5 2 2 7 . 5 0 22 3 . 0 0 2 1 2 . 5 0 - 2 5 7 . 0 0
40'. 0 2 2 1 . 5 0 23 3. 00 1 7 9 . 5 0 - 2 5 7 . 5 0

2
2

3
3

DRAFTERS.

C L A S S A -------------------

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 ---------------------D R A F T E R S . C L A S S C ------------------M A N U F A C T U R I N G ---------------------ELECTRONICS

T E C H N I C I A N S -------------

ELECTRONICS

TECHNICIANS.

C L A S S B-

9

90.0
90.0

$
17 5 . 0 0
18 0 . 0 0

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

40.0 307.00

“

“

30 7 . 0 0 3 0 3 . 0 0 - 3 1 2 . 0 0

17
10

4 0 . 0 2 3 9 . 5 0 24 0 . 0 0 2 1 8 . 0 0 - 2 5 7 . 0 0
4 0 . 0 2 3 3 . 5 0 23 4 . 0 0 2 1 8 . 0 0 - 2 5 4 . 5 0

19
11

1 7 5. 00 1 1 6 . 5 0 - 2 1 8 . 0 0
16 9. 00 1 1 3 . 0 0 - 2 3 0 . 0 0

40.0 172.00
40. 0 1 6 8 . 5 0

2
2

3
3

-

-

-

-

2
2

-

3

”

~

16

4 0 . 0 2 9 2 . 5 0 28 0 . 0 0 2 7 5 . 0 0 - 3 2 0 . 5 0

2

1

4

2

-

7

15

40.0 295.00 280.00 27 5. 00-320.50

1

1

4

2

“

7

See footnotes at end of tables.




2

4

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex
in Gainesville, Fla., September 1977
Sex, 3 occupation, and industry division

Weekly
hours
(standard)

Weekly
earnings*
(standard)

OFFICE OCCUPATIONS - WOMEN

39

$
40.0 177.00
40.0 212.50
40.0 166.50

SECRETARIES. CLASS B

6

SECRETARIES. CLASS C
NONMANUFACTURING —

10

9

40.0 173.00
40.0 163.50

SECRETARIES. CLASS D
NONMANUFACTURING —

31
26

40.0 174.00
40.0 166.00

Sex,3 occupation, and industry division

Number
of
workers

50

Weekly
hours
(standard)

Weekly
earnings1
(standard)

STENOGRAPHERS -----NONMANUFACTURING

6
6

39.0 184.00
39.0 184.00

TYPISTS ------------NONMANUFACTURING

26
26

39.0 168.00
39.0 168.00

TYPISTS. CLASS A
NONMANUFACTURING

22

39.0 178.00
39.0 178.00

22

40.0 162.50 COMPUTER OPERATORS -----------------40.0 163.50
40.0 162.00 D R A F T E R S ------- ---------------------MANUFACTURING -------------------40.0 132.00
DRAFTERS. CLASS A ----------------40.0 131.00

10

40.0 165.00

38
25

40.0 232.00
40.0 221.50

9

40.0 307.00

DRAFTERS. CLASS B ----------------MANUFACTURING --------------------

15
8

40.0 242.00
40.0 237.50

DRAFTERS. CLASS C ----------------MANUFACTURING --------------------

13
11

40.0 170.50
40.0 168.50

ELECTRONICS TECHNICIANS ------------

13

40.0 286.00

12

288.50

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

72
15
57

ACCOUNTING CLERKS. CLASS A -----MANUFACTURING -------------------NONHANUFACTURING -----------------

25
7
18

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

47
39

PAYROLL CLERKS -----------------------

7

40.0 181.00

KEYPUNCH OPERATORS -----------------MANUFACTURING -------------------NONMANUFACTURING -----------------

32
9
23

40.0 144.00
40.0 156.00
40.0 139.50

6
6

40.0 151.00
40.0 151.00

5

$
40.0 142.50
40.0 156.00

O
o

ELECTRONICS TECHNICIANS. CLASS B-




Weekly
earnings1
(standard)

26
9

31
13
18

See footnotes at end of tables.

Weekly
hours
(standard]

$
39.5 128.00 KEYPUNCH OPERATORS - CONTINUED
39.0 141.00
KEYPUNCH OPERATORS. CLASS B ----39.5 118.50
MANUFACTURING -------------------40. 0 142.50
PROFESSIONAL AND TECHNICAL
40.0 149.50
OCCUPATIONS - MEN
40.0 141.00

SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING -------------------NONHANUFACTURING -----------------

KEYPUNCH OPERATORS. CLASS A ----NONMANUFACTURING -----------------

11

Sex, 3 occupation, and industry division

Number
of
workers

OFFICE OCCUPATIONS WOMEN— CONTINUED

OFFICE OCCUPATIONS WOMEN— CONTINUED

40.0 191.00

SECRET A N I E S -------MANUFACTURING —
NONMANUFACTURING

Average
(m ean 2)

Average
(m ean 2)

Average
(m ean ^)
Number
of
workers

Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Gainesville, Fla., September 1977

Table A-5. Hourly earnings of material movement and custodial workers in Gainesville, Fla., September 1977
N u m b e r of workers receiving straight-time hourly earning s of—
S
$
*
i
i
*
t
*
t
$
$
2.20 2.40 2.60 2.80 3.00 3. 20 3.40 3.60 3.80 4.00 4.20 4.40 4.60

Hourly earnings 4

t

Number

Occupation and industry division
Mean 2

Median2

Middle range 2

$
$
s
$
$
$
$
$
i
S
4.80 5. 00 5.20 5.40 5.60 6. 00 6.40 6.80 7.20 7.60

and
under
2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80

5.00 5. 20 5.40 5.60 6.00 6. 40 6.80 7.20 7.60 8.00

ALL WORKERS
TRUCKDRIVERS --------------------MANUFACTURING ---------------NORnANUFACTuRING -------------

85
38
47

RECEIVERS ----------------- -------

8

4.87
4.32
5.31

$
4.80
4.40
5.28

$

3.75- 7.20
3.75- 4.80
3.00- 7.56

3

6

4.15

4.29

3.75- 4.46

-

-

-

-

$

$

4

6

3
~

WAREHOUSEMEN --------------------MANUFACTURING ---------------NONMANUFACTURING -------------

40
19
21

3.81
3.98
3.66

3.56
3.57
3. 10

3.08- 4.21
3.56- 4.52
3.00- 3.55

FORKLIFT OPERATORS -------------MANUFACTURIRG ----------------

27
27

3.52
3.52

3.57
3.57

3.57- 3.61
3.57- 3.61

98
77

3.13
2.81

2.64
2.50

2.50- 3.96
2.50- 3.15

9
9

4

~

-

-

2

-

-

1

~
“

12

4
2
2

11
9
2

-

2
2
“

1
1
“

2

~

-

13
13

36
36

11
11

-

3
3

6

5
3

2
2

1
1

4
2

3
3

~

16
16

12
12

“

2

12

See footnotes at end of tables.




1

1
“

“

-

JANITORS. PORTERS. AND CLEANERS
NONMANUFACTURING -------------

27
17
10

1
1

6

6

”

”

1

1

1

~

2
2

1

”

“

3

-

1

-

-

i
~
i

21

~

1

“

-

-

”

1
“

21

1

-

-

~

~

i

“

1
~

~

~

17

-

i
1

5
5

2

i

2

i

-

1
1




Table A-6. Average hourly earnings of maintenance, toolroom,
powerplant, material movement, and custodial workers.
by sex, in Gainesville, Fla., September 1977
Sex, 3 occupation, and industry division

Number
of
workers

Average
(m ean2 )
hourly
earnings4

Sex, 3 occupation, and industry division

Average
(m ean2 )
hourly
earnings 4

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - H E N — CONTINUED

MAINTENANCE. TOOLROOM» AND
POUERPLANT OCCUPATIONS - HEN
MAINTENANCE MECHANICS (MACHINERY) -

Number
of
workers

30
30

$
5.47

warehousemen:

NONMANUF A C T U R I N 6 ----------------MANUFACTURING --------------------

39

4.03

27
27

3.52
3.52

JANITORS. PORTERS. AND CLEANERS --NONMANUFACTURING -----------------

12
6

$
3.92
3.66

FORKLIFT OPERATORS -----------------MANUFACTURING --------------------

MAINTENANCE MECHANICS

18
21

54
52

2.96
2.92

44

3.35

5.26

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

83
37
46

4.83
4.30
5.26

MATERIAL MOVEMENT AND CUSTOOIAL
OCCUPATIONS - WOMEN

RECEIVERS -----------------------------

7

4.05

JANITORS. PORTERS. AND CLEANERS ---

See footnotes at end of tables.

Table A-7. Percent increases in average hourly earnings, adjusted
for employment shifts, for selected occupational groups
Data for this area do not m e e t publication criteria.
Reference to table A-7
not apply to this area.

in the standard text of the bulletin does

7

B. E stablishm ent practices and supplem entary w a g e provisions
Table B-1. Minimum entrance salaries for inexperienced typists and clerks in Gainesville, Fla., September 1977
Other inexperienced clerical workers 8

Inexperienced typists
Manufacturing
M i n i m u m weekly straight-time salary7

All
industries

Nonmanufacturing

Manufacturing

Based on standard weekly hours 9 of—
All
schedules

ESTABLISHMENTS STUDIED -----------h a v i n g A SPECIFIED
MINIMUM -------------------------------

Nonmanufacturing

Based on standard weekly hours 9 of—

All
industries

All
schedules

44

10

34

44

10

2

-

2

19

-

-

-

1

1
8
2
2
1
2
1
1
1

1

All
schedules

All
schedules

40

XXX

34

XXX

4

3

15

13

1

-

_
7

1

1

_
8
1

1

1

1

1

1

“

“

1
1
1
1
1

1
~
1
1
1
1

40

establishments

UNDER
$90.00
$92.50
$95.00
$97.50

$90.00 ----------------------AND UNDER $92.50 ----------AND UNDER $95.00 ----------AND UNDER $97.50 ----------AND UNDER $100.00 ----------

-

1

-

-

-

1
“

-

“
1
“

ESTABLISHMENTS HAVING NO SPECIFIED
MINIMUM -------------------------------

2

1

1

9

2

XXX

7

XXX

ESTABLISHMENTS UHICH DID NOT EMPLOY
UORKERS IN THIS CATEGORY -----------

40

9

31

16

4

XXX

12

XXX

$100.00
$105.00
$110.00
$115.00
$120.00
$125.00
$130.00

AND
AND
AND
AND
AND
AND
AND

UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER

$105.00
$110.00
$115.00
$120.00
$125.00
$130.00
$135.00

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

See footnotes at end of tables.




8




Table B-2. Late-shift pay provisions for full-time manufacturing
plant workers in Gainesville, Fla., September 1977
(All full-time manufacturing plant w o r k e rs = 100 percent)
Item

Workers on late shifts

All workers 10
Second shift

Third shift

Second shift

Third shift

IN ESTABLISHMENTS WITH LATE SHIFT PROVISIONS -----

86.5

60.6

18.1

7.0

WITH NO PAT DIFFERENTIAL FOR LATE SHIFT WORK ----WITH PAY DIFFERENTIAL FOR LATE SHIFT WORK --------UNIFORM CENTS-PER-HOUR DIFFERENTIAL ------------UNIFORM PERCENTAGE DIFFERENTIAL -----------------OTHER DIFFERENTIAL ---------------------------------

6.2
80.3
19.9
60.4
“

60.6
8.2
52.4

17.2
5.4
11.7
-

7.0
.1
6.9

14.8
10.0

17.0
10.0

14.1
10.0

35.0
10.0

PERCENT OF WORKERS

-

1.0

-

AVERAGE PAY DIFFERENTIAL
UNIFORM CENTS-PER-HOUR DIFFERENTIAL ---------------UNIFORM PERCENTAGE DIFFERENTIAL -------------------PERCENT OF WORKERS BY TYPE ANU
AMOUNT OF PAY DIFFERENTIAL
UNIFORM c e n t s - p e r - h o u r :
9 CENTS ------------------------------------------12 CENTS ----------------------------------------15 CENTS ----------------------------------------35 CENTS -----------------------------------------

6.5
11.7
1.8

1.8

1.1
4.3
.1

60.4

52.4

11.7

6.5

percentage:
10 PERCENT ---------------------------------------

-

.1

uniform

See footnote at end of tables.

9

6.9

Table B-3. Scheduled weekly hours and days of full-time first-shift workers in Gainesville, Fla., September 1977
Plant workers

Office workers

Item
All industries

Manufacturing

Nonmanufacturing

All industries

Ma n u f actur ing

Nonmanufacturing

PERCENT OF UORKERS BY SCHEDULED
WEEKLY HOURS AND DAYS
ALL FULL-TIME UORKERS -----------33
35
37
AO
41
45

1/2 HOURS— 5 DAYS -----------------HOURS-5 D A Y S ----------------------1/2 HOUR S-5 D A Y S -----------------HOURS— 5 DAYS ----------------------HOURS-5 D A Y S ----------------------HOURS ------------------------------5 DAYS -----------------------------5 1/2 DAYS ------------------------47 1/2 HOURS— 5 DAYS -----------------48 HOURS-6 DAYS ----------------------55 HOUR S-5 1/2 D A Y S ------------------

100
2
2
3
76
~
6
3
3
4
3
3

100

100

~
8
92

100

4
3

_

_

65
11
5
6
7
5
6

100

100

_
-

19
79
2

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

39.5

39.6

39.5

-

19
80
1
-

-

17
83

AVERA6E SCHEDULED
UEEKLY HOURS
ALL UEEKLY UORK SCHEDULES -----------




41.0

39.8

41.9

10

Table B-4. Annual paid holidays for full-time workers in Gainesville, Fla., September 1977
Plant workers

Office workers

All industries

Manufacturing

N onmanuf ac turing

All industries

Manufacturing

Nonmanufacturing

100

100

100

100

100

100

16

-

27

_

-

8A

100

73

100

100

100

7.8

8.9

6.8

8. A

CM

Item

8. A

2
1
19
25
5
1
~
5
1A
(12)

( 12)
12
6
28
4
A
5
16
25

19
3

(12)
10
6
35
2

73
72
71
52
27
22
20
20
15
(12)

100
100
99
88
83
54
50
A6
A1
25

PERCENT OF WORKERS
ALL FULL-TIME WORKERS --------IN ESTABLISHMENTS NOT PROVIDING
PAID HOLIDAYS -------------------IN ESTABLISHMENTS PROVIDING
PAID HOLIDAYS --------------------

_

AVERAGE NUMBER OF PAID HOLIDAYS
0
0

FOR WORKERS IN ESTABLISHMENTS
PROVIDING HOLIDAYS -------------PERCENT OF WORKERS BY NUMBER
OF PAID HOLIDAYS PROVIDED
2
A
5
6
7
8

HOLIDAYS ------------------------H O L I D A Y S ----------------------- —
HOLIDAYS -------------------------HOLIDAYS -------------------------HOLIDAYS -------------------------HOLIDAYS ------------------------PLUS 1 HALF DAY ---------------9 HOLIDAYS ------------------------10 HOLIDAYS -----------------------PLUS 2 HALF DAYS ---------------

1
1
15
17
3
A
2
11
30
( 12)

10
5
8
5
20
52

12
22
13
31

-

3
12
31

PERCENT OF WORKERS BY TOTAL
PAID HOLIDAY TINE PROVIDED13
2 DAYS OR MORE -------------------A DAYS OR MORE --------------------5 DAYS OR MORE -------------------6 DAYS OR HOSE -------------------7 DAYS OR MORE -------------------8 DAYS OR MORE -------------------8 1/2 DAYS OR MORE ---------------9 DAYS OR MORE -------------------10 DAYS OR MORE ------------------11 D A Y S ------------------- ---------

8A
83
83
67
50
47
43
A1
30
(12)

100
100
100
90
85
85
77
72
52

See footnotes at end of tables.




11

100
100
100
81
78
78
66
AA
31

100
100
99
90
84
A8
A6
A6
A3
31

Table B-5. Paid vacation provisions for full-time workers in Gainesville, Fla., September 1977
Plant workers

Office workers

Item
All industries

Manufacturing

Nonmanufacturing

All industries

Manufacturing

Nonmanufacturing

PERCENT OF UORKERS
100

100

ALL FULL-TIME UORKERS -------

100

IN ESTABLISHMENTS NOT PROVIDING
PAID VACATIONS ----------------IN ESTABLISHMENTS PROVIDING
PAID VACATIONS ----------------LENGTH-OF-TIME PAYMENT -----PERCENTAGE PAYMENT ----------OTHER PAYMENT -----------------

1

-

2

99
91
6
2

100
100
-

98
85
10
4

100
100
-

100
100
-

100
100
-

MONTHS OF SERVICE:
UNDER 1 UEEK ------------1 UEEK -------------------OVER 1 ANO UNDER 2 UEEKS
2 UEEKS -------------------

5
13
1
2

2
5
-

7
19
2
4

3
49
26
1

6
33
-

3
53
32
2

1 YEAR OF SERVICE:
UNDER 1 UEEK ------------1 UEEK -------------------2 UEEKS ------------------OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------4 UEEKS -------------------

2
70
24
( 12)
1
2

4
60
30
(12)
1
4

7
67
25
1
“

2 YEARS OF SERVICE:
UNDER 1 UEEK ------------1 U E E K -------------------2 UEEKS ------------------OVER 2 ANO UNDER 3 UEEKS
3 UEEKS ------------------4 UEEKS -------------------

2
17
77
( 12)
1
2

3 YEARS OF SERVICE:
UNDER 1 UEEK ------------1 UEEK -------------------2 UEEKS ------------------OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------4 UEEKS -------------------

2
11
83
( 12)
1
2

4 YEARS OF SERVICE:
UNDER 1 UEEK ------------1 UEEK -------------------2 UEEKS ------------------OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------4 UEEKS -------------------

2
11
83
( 12)
1
2

5 YEARS OF SERVICE:
1 UEEK -------------------2 UEEKS ------------------OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------4 UEEKS -------------------

13
52
21
10
3

100
_

100
_

100
_

AMOUNT OF PAID VACATION A F T E R : 1
4
6

_
85
15
“

_

_
17
72
(12)
1
4

16
84

_

4
17
72
(12)
1
4

1
99
-

~

_

5
70
25
1
~

_

12

-

_

_

_

3
72
25
1
~
1
44
31
23
1

_
6
62
31
1
“

_
11
89
-

1
99
~

21
64
(12)
8
5

_
35
52
13

_
11
89

3
72
25
1
“

4
17
72
(12)
1
4

1
99
”

See footnotes at end of tables.




_

1
99
~
-

~

30
31
40

3
65
31
1
“
_

3
65
31
1

~

_
3
65
31
1
~
2
47
31
20
1

Table B-5. Paid vacation provisions for full-time workers in Gainesville, Fla., September 1977— Continued
P la n t w o r k e r s

O f f ic e w o r k e r s

It e m
A l l in d u s tr ie s

M a n u fa c tu rin g

N o n m a n u fa c tu rin g

A l l in d u s tr ie s

M a n u fa c tu rin g

N o n m a n u fa c tu rin g

AMOUNT OF PAID VACATION AFTE R14CONTINUEO
10 YEARS OF SERVICE:
1 WEEK -------------------2 REEKS ------------------3 REEKS ------------------OVER 3 AND UNOER 4 REEKS
4 REEKS ------------------12

13
19
62
( 12)
5

YEARS OF SERVICE:
1 REEK -------------------2 REEKS ------------------OVER 2 AND UNOER 3 REEKS
3 REEKS ------------------OVER 3 AND UNDER 4 REEKS
4 REEKS ------------------OVER 4 AND UNOER 3 REEKS

13
18
1
61
1
4
1

15 YEARS OF SERVICE:
1 REEK -------------------2 REEKS ------------------3 REEKS ------------------OVER 3 AND UNOER 4 REEKS
4 REEKS ------------------5 REEKS -------------------

13
14
26
1
42
3

20 YEARS OF SERVICE:
1 REEK -------------------2 REEKS ------------------3 REEKS ------------------OVER 3 AND UNDER 4 REEKS
4 REEKS ------------------OVER 4 ANO UNDER 5 REEKS
5 REEKS -------------------

13
14
18
1
50
( 12)
3

25 YEARS OF SERVICE:
1 REEK -------------------2 REEKS ------------------3 REEKS ------------------OVER 3 ANO UNOER 4 REEKS
4 REEKS ------------------OVER 4 ANO UNDER 5 REEKS
5 REEKS -------------------

13
14
18
1
19
( 12)
34

30 YEARS OF SERVICE:*
1 REEK -------------------2 REEKS ------------------3 REEKS ------------------OVER 3 AND UNOER 4 REEKS
4 REEKS ------------------OVER 4 AND UNDER 5 REEKS
5 REEKS ------------------6 REEKS -------------------

13
14
18
1
19
(1 2 )
13
21

*

E s t im a t e s o f p r o v is io n s f o r lo n g e r p e r io d s o f s e r v i c e a r e

21
22
50
(1 2 )
5

1
13
22
27
37
1

21
18
25
1
27
(1 2 )
6

1
13
19
2
40
25
1

21
18
25
1
10
(1 2 )
22

1
13
7
2
35
25
18

21
18
25
1
10
(1 2 )
22

1
13
7
2
35
25
12
6

1

_
9
20
71

_
9
6
84
~

_
9
6

-

32
52

_
9
6
32
52

id e n tic a l.

S e e fo o tn o te s at en d o f t a b le s .




1
15
1
41
36
5
1

21
18
30
2
23
5

_
16
80
5

1
18
51
25
5

21
20
2
49
2
4

16
80
5

13

11
67

-

22

_
65
24
_
11

_
5
17

-

78
“

5
6

-

89
“

_
5
6
58
31

_
5
6
58

-

31

2
19
47
31
1

2
16
1
35
45
“
1

2
14
23
33
27
1

2
14
22
2
28
31
1

2
14
7
2
29
31
14

2
14
7
2
29
31
14

T a b le B -6 .

H e a lth , insurance, and pension plans for fu ll-tim e w o rkers in G ain esville, F la ., S ep tem b e r 1977
P lain t w o r k e r s

O ffic e w o r k e r s

Ite m
A l l in d u s tr ie s

M a n u fa c tu r in g

N o n m a n u fa c tu r in g

A l l in d u s tr ie s

M a n u fa c tu r in g

N o n m a n u fa c tu r in g

100

100

100

100

PERCENT OF UORKERS
ALL FULL-TIME UORKERS -------

100

IN ESTABLISHMENTS PROVIDING AT
LEAST ONE OF THE BENEFITS
SHOUN B E L O U 15--------------------

95

100

92

100

100

100

LIFE INSURANCE ------------------NONCONTRIBUTORY PLANS --------

91
72

100
86

86
62

99
93

100
90

99
94

ACCIDENTAL DEATH ANO
DISMEMBERMENT INSURANCE ------NONCONTRIBUTORY PLANS --------

72
57

96
82

56
41

92
88

98
88

90
88

SICKNESS ANO ACCIDENT INSURANCE
OR SICK LEAVE OR B O T H 16--------

75

79

72

91

95

90

39
27

65
59

13
5

17
16

64
64

5
5

40

20

53

78

85

76

SICKNESS AND ACCIDENT
INSURANCE --------------------NONCONTRIBUTORY PLANS -----SICK LEAVE (FULL PAY ANO NO
WAITING PERIOD) -------------SICK LEAVE (PARTIAL PAY OR
WAITING PERIOD) --------------

100

10

-

17

11

-

13

LONG-TERM DISABILITY
INSURANCE ---------------NONCONTRIBUTORY PLANS -

12
10

2
2

19
15

49
47

6
6

59
57

HOSPITALIZATION INSURANCE
NONCONTRIBUTORY PLANS -

91
58

100
84

85
40

99
79

100
79

99
78

SURGICAL INSURANCE ----NONCONTRIBUTORY PLANS

91
58

100
84

85
40

99
79

100
79

99
78

MEDICAL INSURANCE -----NONCONTRIBUTORY PLANS

89
58

100
84

81
40

98
79

100
79

97
78

MAJOR MEDICAL INSURANCE
NONCONTRIBUTORY PLANS

89
55

100
84

81
36

99
78

100
79

98
78

DENTAL INSURANCE ------NONCONTRIBUTORY PLANS

32
32

59
59

14
14

46
46

58
58

42
42

RETIREMENT PENSION ----NONCONTRIBUTORY PLANS

66
63

90
90

49
44

83
81

75
75

85
83

S e e fo o tn o te s

at end o f ta b le s .




14

Table B-7.

Life insurance plans fo r fu ll-tim e w o rkers in G ain esville, F la ., S e p te m b e r 1977
Office workers

Plant workers
All industries

Manufacturing

Manufacturing

All industries

Item
All
plans 1
7

Noncontributory
plans 1
7

All
plans 1
7

Noncontributory
plans 1
7

14

15

8

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

(6 )
(6 )
(6 )
(6 >

All
plans 1
7

None ontributory
plans 1
7

All
plans 1
7

Noncontributoyy
plans 1
7

TYPE OF PLAN AND AMOUNT
OF INSURANCE
ALL FULL-TIME UORKERS ARE PROVIDED THE SAME
FLAT-SUM DOLLAR AMOUNT:
PERCENT OF ALL FULL-TIME UORKERS 18------------AMOUNT OF INSURANCE P R O V I D E D ! 19
M E A N ------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------AMOUNT OF INSURANCE IS BASEO ON A SCHEDULE
UHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF
INSURANCE FOR A SPECIFIED LENGTH OF SERVICE:
PERCENT OF ALL FULL-TIME U O R K E R S 18------------AMOUNT OF INSURANCE PROVIDED 1 AFTER!
9
6 MONTHS OF SERVICE:
M E A N ------------------------------------MEDIAN ----------------------------------MIDOLE RANGE (50 PERCENT) -----------MIDDLE RAN6E (80 PERCENT) -----------1 YEAR OF SERVICE:
M E A N ------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------5 YEARS OF SERVICE:
M E A N ------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------10 YEARS OF SERVICE!
M E A N ------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------20 YEARS OF SERVICE:
M E A N ------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) ------------

S e e fo o tn o te s

at end o f ta b le s .




26
$4>800
$4•000
$2 >000- 5 >000
S2>000— 12>500

$3 >100
S3 >000
*2»000- 3 >000
$2 »000- 5 >000

1

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

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

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

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

$3>400
$3 >000
*2 >000- 5> 000
$2 >000— 5> 500

1

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

ii

10
$2 >900
$3>000
*2 >000— 3 >000
$2 >000— 5 >000

23

17

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

(6 )
(6 )
(6 )
(6 >

"

“

-

-

-

_

_

-

_

_

_

_

_

-

_

_

_

_

_

-

-

_

_

_

_

_

-

-

-

-

-

_

-

-

-

-

-

-

-

-

-

-

-

_

-

-

-

-

-

-

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

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

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

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

-

-

-

-

-

-

-

-

-

-

-

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

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

-

-

_

-

-

_

-

-

-

-

-

-

-

-

-

_

_

-

-

-

-

j

_

_
_

_
_

_
_

Table B-7. Life insurance plans for full-time workers in Gainesville, Fla., September 1977— Continued
Office workers

Plant workers
Manufacturing

All industries

Manufacturing

All industries

Item
All
plans 1
7

Noncontributory
plans 1
7

All
plans 1
7

21

14

15

Noncontributory
plans 1
7

All
plans 1
7

Noncontributory
plans 1
7

All
plans 1
7

Noncontributory
plans 1
7

TYPE OF PLAN AND AMOUNT
OF INSURANCE-CONTINUED
AMOUNT OF INSURANCE IS BASED ON A SCHEDULE
UHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF
INSURANCE FOR A SPECIFIED AMOUNT OF EARNINGS:
PERCENT OF ALL FULL-TIME WORKERS 18---------AMOUNT OF INSURANCE PRO VIDEO 19 IF:
ANNUAL EARNINGS ARE *5.000:
M E A N --------------------------------MEDIAN ------------------------------MIDDLE RANGE (SO PERCENT) --------MIDDLE RANGE (80 P E R C E N T ) --------ANNUAL EARNINGS ARE $10,000:
M E A N --------------------------------MEDIAN ------------------------------MIDDLE RANGE (50 PERCENT) --------MIDDLE RANGE (80 PERCENT) --------ANNUAL EARNINGS ARE $15,000:
M E A N ---------------------------------MEDIAN ------------------------------MIDDLE RANGE (50 PERCENT) --------MIDDLE RANGE (BO PERCENT) --------ANNUAL EARNINGS ARE $20,000:
M E A N ---------------------------------MEDIAN ------------------------------MIDDLE RANGE (50 PERCENT) --------MIDOLE RANGE (a0 PERCENT) --------AMOUNT OF INSURANCE IS EXPRESSED AS A FACTOR OF
ANNUAL EARNINGS: 2
0
PERCENT OF ALL FULL-TIME W O R K E R S 18----------FACTOR OF ANNUAL EARNINGS USED TO CALCULATE
AMOUNT OF INSURANCE! 19 2
0
M E A N ----------------------------------MEDIAN -------------------------------MIDDLE RANGE (50 PERCENT) ---------MIDDLE RANGE (80 PERCENT) ---------PERCENT OF ALL FULL-TIME WORKERS COVERED BY
PLANS NOT SPECIFYING A MAXIMUM AMOUNT OF
INSURANCE ------------------------------------PERCENT OF ALL FULL-TIME WORKERS COVERED BY
PLANS SPECIFYING A MAXIMUM AMOUNT OF
INSURANCE ------------------------------------SPECIFIED MAXIMUM AMOUNT OF I NSURANCE:19
M E A N ----------------------------------MEDIAN -------------------------------MIDDLE RANGE (50 PERCENT) ---------MIDDLE RANGE (80 PERCENT) ---------AMOUNT OF INSURANCE IS BASED ON SOME OTHER TYPE
OF p l a n :
PERCENT OF ALL FULL-TIME WORKERS 18----------

S ee fo o tn o te s

35

32

9

5

$18,400
$10,000
$7,500-11,000
$5,000-50,000

$19,700
$7,500
$7,000-50,000
$5,000-50,000

$8,100
$10,000
$5,000-10,000
$5,000-10.000

$5,900
$5,000
$5,000- 5.000
$5,000- 9,000

*5.900
$5,000
*5,000- 5.000
*5.000- 8.000

$5,400
(6)
(6)
(6)

$8,000
$9,000
$5,000-10,000
$5,000-10,000

*6,300
$5,000
*5,000- 9,000
*5,000- 9,000

$13,800
$10,000
$10,000-18,000
$10,000-22,000

$12,900
$10,000
$10,000-15,000
$10,000-18,000

$10,700
$10,000
$10,000-10,000
$10,000-18,000

$11,500
$10,000
$109 000-109000
$8,000-18,000

$10,200
$7,500
$7,500-10.000
$7,500-20,000

$9,400
(6)
(6)
(6)

$11,200
$10,000
$ 1 0 , 0 0 0 - 10.0 00
$8,200-18.000

$12,200
$10,000
*9.500-18,000
*8,000-18,000

$18,300
$17,500
$15,000-20,000
$10,000-30,000

$15,600
$15,000
$15,000-17,500
$10,000-20,000

$16,900
$20,000
$10,000-20,000
$10,000-24,000

$13,300
$10,000
$10,000-10,000
*10,000-24.000

$11,000
$7,500
$7,500-15.000
$7 .500-20.000

$9,700
(6)
(6)
(6)

$17,100
*20.000
*10,000-20.000
*10,000-24.000

*14,700
$10,000
*10,000-24.000
*10,000-24,000

$20,700
$20,000
$15,000-20,000
$ 10 «000— 42 « 000

$17,100
$15,000
$15,000-20,000
$10,000-20.000

$18,400
$20,000
$10,000-20.000
$10,000-37,500

$16,500
$10.000
*10,000-10,000
*10.000-37,500

$11,700
$79500
$7,500-15,000
*7 .500-20.000

$9 »900
(6)
(6)
(6)

*19,500
$20,000
*10.000-20,000
*10.000-37,500

$199 200
* 10, 0 00
*10,000-37,500
*10,000-37,500

36

36

57

57

1.68
(6)
(6)
(6)

1.68
(6)
(6)
(6)

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

(6 >
(6)
(6 )
(6 )

32

32

52

52

<
*
$76,900
$100,000
$50,000-100,000
$50,000-100,000

9

4
$76,900
$100,000
*50.000-100,000
$50,000-100,000

9

5

5

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

(6)
<6 )
(6 )
(6 )

13

13

at end o f ta b le s .




7

16

50
1.70
2.00
1.00-2.00
1.00-3.00
25
25
$77,200
(6)
(6)
(6)

3

50
1.70
2.00
1.00-2.00
1.00-3.00
25
25
$77,200
(6)
(6)
(6)

3

53

53

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

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

31

31

22

22

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

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

15

15

Footnotes

Some of these standard footnotes may not apply to this bulletin.

1 Includes payments other than "length of tim e," such as percentage
4
of annual earnings or flat-sum payments, converted to an equivalent time
basis; for example, 2 percent of annual earnings was considered as 1 week's
pay. Periods of service are chosen arbitrarily and do not necessarily re­
flect individual provisions for progression; for example, changes in pro­
portions at 10 years include changes between 5 and 10 years. Estimates
are cumulative. Thus, the proportion eligible for at least 3 weeks' pay
after 10 years includes those eligible for at least 3 weeks' pay after fewer
years of service.
1 Estimates listed after type of benefit are for all plans for which
5
at least a part of the cost is borne by the employer. "Noncontributory
plans" include only those financed entirely by the employer. Excluded are
legally required plans, such as workers' disability compensation, social se­
curity, and railroad retirement.
1 Unduplicated total of workers receiving sick leave or sickness and
6
accident insurance shown separately below. Sick leave plans are limited to
those which definitely establish at least the minimum number of days' pay
that each employee can expect. Informal sick leave allowances determined
on an individual basis are excluded.
1 Estimates under "A ll plans" relate to all plans for which at least
7
a part of the cost is borne by the employer. Estimates under "Noncontrib­
utory plans" include only those financed entirely by the employer.
1 For "A ll industries," all full-time plant workers or office workers
8
equal 100 percent. For "Manufacturing," all full-time plant workers or
office workers in manufacturing equal 100 percent.
1 The mean amount is computed by multiplying the number of workers
9
provided insurance by the amount of insurance provided', totaling the prod­
ucts, and dividing the sum by the number of workers. The median indicates
that half of the workers are provided an amount equal to or smaller and half
an amount equal to or larger than the amount shown. Middle range (50 per­
cent)— a fourth of the workers are provided an amount equal to or less than
the smaller amount and a fourth are provided an amount equal to or more
than the larger amount. Middle range (80 percent)— 10 percent of the work­
ers are provided an amount equal to or less than the smaller amount and 10
percent are provided an amount equal to or more than the larger amount.
2 A factor of annual earnings is the number by which annual earnings
0
are multiplied to determine the amount of insurance provided. For example,
a factor of 2 indicates that for annual earnings of $10,000 the amount of
insurance provided is $20,000.

1 Standard hours reflect the workweek for which employees receive
their regular straight-time salaries (exclusive of pay for overtime at reg­
ular and/or premium rates), and the earnings correspond to these weekly
hours.
2 The mean is computed for each job by totaling the earnings of
all workers and dividing by the number of workers. The median desig­
nates position— half of the workers receive the same or more and half re­
ceive the same or less than the rate shown. The middle range is defined
by two rates of pay; a fourth of the workers earn the same or less than
the lower of these rates and a fourth earn the same or more than the
higher rate.
3 Earnings data relate only to workers whose sex identification was
provided by the establishment.
4 Excludes premium pay for overtime and for work on weekends,
holidays, and late shifts.
5 Estimates for periods ending prior to 1976 relate to men only for
skilled maintenance and unskilled plant workers. All other estimates re ­
late to men and women.
6 Data do not meet publication criteria or data not available.
7 Formally established minimum regular straight-time hiring sal­
aries that are paid for standard workweeks.
8 Excludes workers in subclerical jobs such as messenger.
9 Data are presented for all standard workweeks combined, and for
the most common standard workweeks reported.
1 Includes all plant workers in establishments currently operat­
0
ing late shifts, and establishments whose formal provisions cover late
shifts, even though the establishments were not currently operating late
shifts.
1 Less than 0.05 percent.
1
1 Less than 0.5 percent.
2
1 All combinations of full and half days that add to the same amount
3
are combined; for example, the proportion of workers receiving a total of
10 days includes those with 10 full days and no half days, 9 full days and
2 half days, 8 full days and 4 half days, and so on. Proportions then
were cumulated.




17




A ppendix A .
Scope and M ethod
of Survey
Data on area wages and related benefits are obtained by personal
visits of Bureau field representatives at 3-year intervals. In each of the
intervening years, information on employment and occupational earnings is
collected by a combination of personal visit, mail questionnaire, and telephone
interview from establishments participating in the previous survey.
In each of the 74 1 areas currently surveyed, data are obtained from
representative establishments within six broad industry divisions: Manufac­
turing; transportation, communication, and other public utilities; wholesale
trade; retail trade; finance, insurance, and real estate; and services. Major
industry groups excluded from these studies are government operations and
the construction and extractive industries. Establishments having fewer than
a prescribed number of workers are omitted because of insufficient employ­
ment in the occupations studied. Separate tabulations are provided for each
of the broad industry divisions which meet publication criteria.
These surveys are conducted on a sample basis. The sampling
procedures involve detailed stratification of all establishments within the
scope of an individual area survey by industry and number of employees.
From this stratified universe a probability sample is selected, with each
establishment having a predetermined chance of selection. To obtain optimum
accuracy at minimum cost, a greater proportion of large than small establish­
ments is selected. When data are combined, each establishment is weighted
according to its probability of selection, so that unbiased estimates are
generated. For example, if one out of four establishments is selected, it is
given a weight of 4 to represent itself plus three others. An alternate of
the same original probability is chosen in the same industry-size classifi­
cation if data are not available from the original sample member. If no
suitable substitute is available, additional weight is assigned to a sample
member that is similar to the missing unit.
Occupations and earnings
Occupations selected for study are common to a variety of manufac­
turing and nonmanufacturing industries, and are of the following types: (1)
Office clerical; (2) professional and technical; (3) maintenance, toolroom,
and powerplant; and (4) material movement and custodial. Occupational
classification is based on a uniform set of job descriptions designed to take
account of inter establishment variation in duties within the same job.
Occupations selected for study are listed and described in appendix B.
1
Ak r o n ,

Included

in the

Ohio; B i r m i n g h a m ,

a n d Syracuse,

N.Y.

7 4 areas are 4 studies co n d u c t e d b y

Al a. ; Norfolk-Virginia

the

In addition, the B u r e a u conducts m o r e limited

u n de r contract.

These

areas

V a . — N. C . ;

area studies in ap pr ox im at el y 10 0 areas

at the request of the E m p l o y m e n t Standards Administration of the U. S.




Bu re au

B e a c h — Po rt sm ou th a n d N e w p o r t N e w s - H a m p t o n ,
D e p a r t m e n t of Labor.

Unless otherwise indicated, the earnings data following the job titles
are for all industries combined. Earnings data for some of the occupations
listed and described, or for some industry divisions within the scope of the
survey, are not presented in the A -series tables because either (1) employ­
ment in the occupation is too small to provide enough data to merit presen­
tation, or (2) there is possibility of disclosure of individual establishment
data. Separate men's and women's earnings data are not presented when the
number of workers not identified by sex is 20 percent or more of the men
or women identified in an occupation. Earnings data not shown separately
for industry divisions are included in data for all industries combined.
Likewise, for occupations with more than one level, data are included in
the overall classification when a subclassification is not shown or information
to subclassify is not available.
Occupational employment and earnings data are shown for full-time
workers, i.e., those hired to work a regular weekly schedule. Earnings
data exclude premium pay for overtime and for work on weekends, holidays,
and late shifts. Nonproduction bonuses are excluded, but cost-of-living
allowances and incentive bonuses are included. Weekly hours for office
clerical and professional and technical occupations refer to the standard
workweek (rounded to the nearest half hour) for which employees receive
regular straight-time salaries (exclusive of pay for overtime at regular
and/or premium rates). Average weekly earnings for these occupations
are rounded to the nearest half dollar. Vertical lines within the distribution
of workers on some A-tables indicate a change in the size of the class
intervals.
These surveys measure the level of occupational earnings in an area
at a particular time. Comparisons of individual occupational averages over
time may not reflect expected wage changes. The averages for individual
jobs are affected by changes in wages and employment patterns. For example,
proportions of workers employed by high- or low-wage firms may change,
or high-wage workers may advance to better jobs and be replaced by new
workers at lower rates. Such shifts in employment could decrease an
occupational average even though most establishments in an area increase
wages during the year. Changes in earnings of occupational groups, shown in
table A -7 , are better indicators of wage trends than are earnings changes for
individual jobs within the groups.
Average earnings reflect composite, areawide estimates. Industries
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.

are

Average pay levels for men and women in selected occupations
should not be assumed to reflect differences in pay of the sexes within
individual establishments. Factors which may contribute to differences
include progression within established rate ranges (only the rates paid
incumbents are collected) and performance of specific duties within the
general survey job descriptions. Job descriptions used to classify employees
in these surveys usually are more generalized than those used in individual
establishments and allow for minor differences among establishments in
specific duties performed.
Occupational employment estimates represent the total in all estab­
lishments within the scope of the study and not the number actually surveyed.
Because occupational structures among establishments differ, estimates of
occupational employment obtained from the sample of establishments studied
serve only to indicate the relative importance of the jobs studied. These
differences in occupational structure do not affect materially the accuracy of
the earnings data.
Wage trends for selected occupational groups
The percent increases presented in table A-7 are based on changes
in average hourly earnings of men and women in establishments reporting
the trend jobs in both the current and previous year (matched establishments).
The data are adjusted to remove the effect on average earnings of employ­
ment shifts among establishments and turnover of establishments included
in survey samples. The percent increases, however, are still affected by
factors other than wage increases. Hirings, layoffs, and turnover may
affect an establishment average for an occupation when workers are paid
under plans providing a range of wage rates for individual jobs. In periods
of increased hiring, for example, new employees may enter at the bottom
of the range, depressing the average without a change in wage rates.
The percent changes relate to wage changes between the indicated
dates. When the time span between surveys is other than 12 months, annual
rates are shown. (It is assumed that wages increase at a constant rate
between surveys.)

Electronic data processing

Skilled maintenance

Computer systems
analysts, classes
A, B, and C
Computer programmers,
classes A, B, and C
Computer operators,
classes A, B, and C

Carpenters
Electricians
Painters
Machinists
Mechanics (machinery)
Mechanics (motor vehicle)
Pipefitters
Tool and die makers

Industrial nurses

Unskilled plant

Registered industrial
nur s e s

Janitors, porters, and
cleaners
Material handling laborers

Percent changes for i
as follows:

areas in the program are computed

1. Average earnings are computed for each occupation for
the 2 years being compared. The averages are derived
from earnings in those establishments which are in the
survey both years; it is assumed that employment
remains unchanged.
2. Each occupation is assigned a weight based on its
proportionate employment in the occupational group in
the base year.
3. These weights are used to compute group averages.
Each occupation's average earnings (computed in step 1)
is multiplied by its weight. The products are totaled
to obtain a group average.
4. The ratio of group averages for 2 consecutive years is
computed by dividing the average for the current year
by the average for the earlier year. The result—
expressed as a percent— less 100 is the percent change.
For a more detailed description of the method used to compute
these wage trends, see "Improving Area Wage Survey Indexes," Monthly
Labor Review, January 1973, pp. 52-57.

Occupations used to compute wage trends are:
Office clerical

Office clerical— Continued

Establishment practices and supplementary wage provisions

Secretaries
Stenographers, general
Stenographers, senior
Typists, classes
A and B
File clerks, classes A,
B, and C
Messengers
Switchboard operators 2

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

The incidence of selected establishment practices and supplementary
wage provisions is studied for full-time plant workers and office workers.
Plant workers include nonsupervisory workers and working supervisors
engaged in nonoffice functions. (Cafeteria workers and route workers are
excluded in manufacturing industries, but included in nonmanufacturing
industries.) Office workers include nonsupervisory workers .and working
supervisors performing clerical or related functions. Lead workers and
trainees are included among nonsupervisory workers. Administrative, execu­
tive, professional and part-time employees as well as construction workers
utilized as separate work forces are excluded from both the plant and office
worker categories.

In 1977,
areas:
Portland

switchboard operators are included in the w a g e trend c o m p u t a t i o n for all e x ce pt the following

Ca nt on , C h ic ag o, Cincinnati, D a v e n p o r t - R o c k Island-Moline, Housto n, Huntsville, Jackson, N e w Orleans,
(Oregon),

P r o v i d e n c e - W a r w i c k — Pawt uc ke t,

a n d Wichita.




Richmond,

San

Antonio,

Seattle— Everett,

So ut h

Bend,

Minimum entrance salaries (table B - l ) . Minimum entrance salaries
for office workers relate only to the establishments visited. Because of the
optimum sampling techniques used and the probability that large establish­
ments are more likely than small establishments to have formal entrance

rates above the subclerical level, the table is more representative of policies
in medium and large establishments. (The "X 's " shown under standard
weekly hours indicate that no meaningful totals are applicable.)
Shift differentials— manufacturing (table B -2 ). Data were collected
on policies of manufacturing establishments regarding pay differentials for
plant workers on late shifts. Establishments considered as having policies
are those which (1) have provisions in writing covering the operation of late
shifts, or (Z) have operated late shifts at any time during the 12 months
preceding a survey. When establishments have several differentials which
vary by job, the differential applying to the majority of the plant workers is
recorded. When establishments have differentials which apply only to certain
hours of work, the differential applying to the majority of the shift hours is
recorded.
For purposes of this study, a late shift is either a second (evening)
shift which ends at or near midnight or a third (night) shift which starts at or
near midnight.
Differentials for second and third shifts are summarized separately
for (1) establishment policies (an establishment's differentials are weighted by
all plant workers in the establishment at the time of the survey) and (2)
effective practices (an establishment's differentials are weighted by plant
workers employed on the specified shift at the time of the survey).
Scheduled weekly hours; paid holidays; paid vacations; and health,
insurance, and pension plans. Provisions which apply to a majority of the
plant or office workers in an establishment are considered to apply to all
plant or office workers in the establishment; a practice or provision is
considered nonexistent when it applies to less than a majority. Holidays;
vacations; and health, insurance, and pension plans are considered applicable
to employees currently eligible for the benefits as well as to employees who
will eventually become eligible.
Scheduled weekly hours and days (table B -3 ). Scheduled weekly
hours and days refer to the number of hours and days per week which full­
time first (day) shift workers are expected to work, whether paid for at
straight-time or overtime rates.
Paid holidays (table B -4 ). Holidays are included only if they are
granted annually on a formal basis (provided for in written form or estab­
lished by custom). They are included even though in a particular year
they fall on a nonworkday and employees are not granted another day off.
Employees may be paid for the time off or may receive premium pay in
lieu of time off.
Data are tabulated to show the percent of workers who (1) are granted
specific numbers of whole and half holidays and (2) are granted specified
amounts of total holiday time (whole and half holidays are aggregated).
Paid vacations (table B -5 ). Establishments report their method of
calculating vacation pay (time b asis, percent of annual earnings, flat-sum
payment, etc.) and the amount of vacation pay granted. Only basic formal
plans are reported. Vacation bonuses, vacation-savings plans, and "extended"
or "sabbatical" benefits beyond basic plans are excluded.

service. Vacation plans commonly provide for a larger amount of vacation
pay as service lengthens. Counts of plant or office workers by length of
service were not obtained. The tabulations of vacation pay granted present,
therefore, statistical measures of these provisions rather than proportions
of workers actually receiving specific benefits.
Health, insurance, and pension plans (tables B-6and B -7 ). Health,
insurance, and pension plans include plans for which the employer pays
either all or part of the cost. The cost may be (l) underwritten by a
commercial insurance company or nonprofit organization, (2) covered by a
union fund to which the employer has contributed, or (3) borne directly by
the employer out of operating funds or a fund set aside to cover the costA plan is included even though a majority of the employees in an establish­
ment do not choose to participate in it because they are required to bear
part of its cost (provided the choice to participate is available or will
eventually become available to a majority). Legally required plans such as
social security, railroad retirement, workers' disability compensation, and
temporary disability insurance3 are excluded.
Life insurance includes formal plans providing indemnity (usually
through an insurance policy) in case of death of the covered worker.
Information is also provided in table B-7 on types of life insurance plans
and the amount of coverage in all industries combined and in manufacturing.
Accidental death and dismemberment is limited to plans which
provide benefit payments in case of death or loss of limb or sight as a
direct result of an accident.
Sickness and accident insurance includes only those plans which
provide that predetermined cash payments be made directly to employees
who lose time from work because of illness or injury, e.g., $50 a week
for up to 26 weeks of disability.
Sick leave plans are limited to formal plans 4 which provide for
continuing an employee's pay during absence from work because of illness.
Data collected distinguish between (1) plans which provide full pay with no
waiting period, and (2) plans which either provide partial pay or require a
waiting period.
3

T e m p o r a r y disability insurance w h i c h provides benefits to co ve re d workers disabled b y injury or illness

w h i c h is not w o r k - c o n n e c t e d is m a n d a t o r y u n de r State laws in California,
Island.

N e w Jersey, N e w Yo rk , a n d R h o d e

Establishment plans w h i c h m e e t only the legal requirements are ex c l u d e d f r o m these data, but those

un de r w h i c h (1) e m pl oy er s contribute m o r e th an is legally required or (2) benefits e x c e e d those specified in the
State

l a w are

contribute.

included.

In

Rhode

Island,

benefits

are paid

out of

a State fund

to w h i c h

State fund

financing:

In California, only

employees

e m p l o y e e s a n d e m pl oy er s ccontribute; in N e w Yo rk ,
a n d e m pl oy er s pa y
Private plan

the difference b e t w e e n

financing:

contribute to the

the em pl oy ee s' share a n d

In California a n d N e w

Jersey,

employees

the total contribution required.

ca n n o t b e required to contribute

m o r e t h an they w o u l d if they w e r e co ve re d

b y the State fund; in N e w
the

if the

State

rules that

State fund; in N e w Jersey,

e m p l o y e e s contribute u p to a specified m a x i m u m

to contribute m o r e
benefit provided.

additional

contribution

Yo ik ,
is

For tabulating vacation pay granted, all provisions are expressed
on a time basis. Vacation pay calculated on other than a time basis is
converted to its equivalent time period. Two percent of annual earnings,
for example, is tabulated as 1 week's vacation pay.

benefits to railroad workers for illness or injury, w h e t h e r w o i k - c o n n e c t e d
that e m p l o y e r s bear the entire cost of the insurance.

Also, provisions after each specified length of service are related
to all plant or office workers in an establishment regardless of length of

of days of sick leave available to e a c h e m p l o y e e .
S u c h a pl an n e e d not be written,
allowances d e t e r m i n e d o n a n individual basis are excluded.




Federal

4

only e m p l o y e e s

In e a c h of the other three States, benefits are paid either f r o m a State fund or through a private plan.

legislation (Railroad U n e m p l o y m e n t

An

employees

commensurate

Insurance .Act) provides t e mp or ar y
or not.

The

disability

c a n agree
wi th

the

insurance

legislation requires

establishment is considered as h a vi ng a fo rm al plan if it specifies at least the m i n i m u m n u m b e r
but informal sick leave

Long-term disability insurance plans provide payments to totally
disabled employees upon the expiration of their paid sick leave and/or sick­
ness and accident insurance, or after a predetermined period of disability
(typically 6 months). Payments are made until the end of the disability, a
maximum age, or eligibility for retirement benefits. Full or partial pay­
ments are almost always reduced by social security, workers' disability
compensation, and private pension benefits payable to the disabled employee.

Labor-management agreement coverage
The following tabulation shows the percent of full-time plant and
office workers employed in establishments in the Gainesville area in which a
union contract or contracts covered a majority of the workers in the
respective categories, September 1977:
Plant workers

Hospitalization, surgical, and medical insurance plans reported
in these surveys provide full or partial payment for basic services rendered.
Hospitalization insurance covers hospital room and board and may cover
other hospital expenses. Surgical insurance covers surgeons' fees. Medical
insurance covers doctors' fees for home, office, or hospital calls. Plans
restricted to post-operative medical care or a doctor's care for minor
ailments at a worker's place of employment are not considered to be
medical insurance.
Major medical insurance coverage applies to services which go
beyond the basic services covered under hospitalization, surgical, and
medical insurance. Major medical insurance typically (1) requires that a
"deductible" (e.g., $50) be met before benefits begin, (2) has a coinsurance
feature that requires the insured to pay a portion (e.g., 20 percent) of
certain expenses, and (3) has a specified dollar maximum of benefits (e.g.,
$ 10,000 a year).

Office workers

38
71
16

9

All industries_________________
Manufacturing____________
Nonmanufacturing------------

12

An establishment is considered to have a contract covering all plant
or office workers if a majority of such workers is covered by a labormanagement agreement. Therefore, all other plant or office workers are
employed in establishments that either do not have labor-management
contracts in effect, or have contracts that apply to fewer than half of their
plant or office workers. Estimates are not necessarily representative of the
extent to which all workers in the area may be covered by the provisions of
labor-management agreements, because small establishments are excluded
and the industrial scope of the survey is limited.

Dental insurance plans provide normal dental service benefits,
usually for fillings, extractions, and X -rays. Plans which provide benefits
only for oral surgery or repairing accident damage are not reported.
Industrial composition in manufacturing
Retirement pension plans provide for regular payments to the retiree
for life. Included are deferred profit-sharing plains which provide the option
of purchasing a lifetime annuity.




Over one-third of the workers within the scope of the survey in the
Gainesville area were employed in manufacturing firms. The following
presents the major industry groups and specific industries as a percent of
all manufacturing:
Industry groups

Specific industries

Electric and electronic
equipment___________________ 44
Food and kindred products___ 15
Stone, clay, and glass
products_____________________ 13
Lumber and wood products__ 9
Printing and publishing______ 9

Miscellaneous electrical
equipment and supplies____ 41
Meat products________________ 14
Concrete, gypsum, and
plaster products____________ 13
Newspapers__________________
9
Wood containers_____________
6

This information is based on estimates of total employment derived
from universe materials compiled before actual survey. Proportions in
various industry divisions may differ from proportions based on the results
of the survey as shown in appendix table 1.

Appendix table 1. Establishments and workers within scope of survey and number studied
in Gainesville, Fla.,1 September 1977
N u m b e r o f e s ta b lis h m e n ts

In d u s tr y d i v i s i o n 2

M in im u m
e m p lo y m e n t
in e s t a b lis h ­
m e n ts in s c o p e
o f stu d y

W o r k e r s in e s ta b lis h m e n ts
W ith in s c o p e o f stu d y

W ith in s c o p e
o f s tu d y 3

S tu died
T o ta l4

S tu died
N u m ber

ALL DIVISIONS -------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING --------------------------------TRANSPORTATION. COMMUNICATION. AND
OTHER PUBLIC UT ILI TI ES5 ---------------------WHOLESALE TRADE ------------------------------RETAIL TRADE ----------------------------------FINANCE. INSURANCE. AND REAL ESTATE
------SERVICES8 ---------------------------------------

F u ll- tim e
o ffic e w o rk e rs

T o ta l4

68
50

50
50
50
50
50

45

9 .0 9 8

100

5 .4 4 6

1 .3 0 1

7 .2 8 9

15
53

10
35

2 .9 8 2
6 .1 1 6

33
67

2 .1 8 5
3 .2 6 1

252
1 .0 4 9

2 .4 5 5
4 .8 3 4

4
3
27
8

4
2
15
5
9

829
135
3 .2 7 8
788
1 .0 8 6

9
1
36
9
12

<6 )

829
85
2 .3 8 1
586
953

ii

1 T h e G a i n e s v i l l e 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 , a s d e fin e d b y th e O f f ic e o f M a n a g e ­
m e n t an d B u d g e t th ro u g h F e b r u a r y 1974, c o n s is t s o f A la c h u a C o u n ty .
T h e " w o r k e r s w ith in s c o p e
o f s tu d y " e s t im a t e s sh ow n in th is t a b le p r o v id e a r e a s o n a b ly a c c u r a t e d e s c r ip t io n o f th e s i z e and
c o m p o s it io n o f th e l a b o r f o r c e in c lu d e d in th e s u r v e y .
E s t im a t e s a r e n o t in te n d e d , h o w e v e r , f o r
c o m p a r is q n w ith o t h e r e m p lo y m e n t in d e x e s to m e a s u r e e m p lo y m e n t t r e n d s o r l e v e l s s in c e (1 ) p la n n in g
o f w a g e s u r v e y s r e q u ir e s e s t a b lis h m e n t d a ta c o m p ile d c o n s id e r a b ly in a d v a n c e o f th e p a y r o l l p e r io d
s tu d ie d , an d (2 ) s m a ll e s ta b lis h m e n ts a r e e x c lu d e d f r o m the s c o p e o f th e s u r v e y .
2 T h e 1972 e d itio n o f th e S ta n d a rd In d u s t r ia l C la s s if ic a t io n M a n u a l w a s u s e d to c l a s s i f y e s t a b ­
lis h m e n ts b y in d u s t r y d iv is io n .
H o w e v e r , a l l g o v e r n m e n t o p e r a t io n s a r e e x c lu d e d f r o m th e s c o p e
o f th e s u r v e y .
3 In c lu d e s a l l e s ta b lis h m e n ts w ith t o t a l e m p lo y m e n t a t o r a b o v e th e m in im u m lim it a t io n . A l l
o u tle ts (w ith in th e a r e a ) o f c o m p a n ie s in in d u s tr ie s such a s t r a d e , fin a n c e , au to r e p a i r s e r v i c e , and
m o t io n p ic t u r e t h e a t e r s a r e c o n s id e r e d a s 1 e s ta b lis h m e n t.
4 In c lu d e s e x e c u t iv e , p r o fe s s io n a l, p a r t - t im e , and o t h e r w o r k e r s e x c lu d e d f r o m the s e p a r a te
p la n t an d o f f i c e c a t e g o r i e s .




P ercen t

F u ll- tim e
p la n t w o r k e r s

<6 )
<6 )
<6 )

<7 >
<6 )

<)
6

<6 )
<6 )
<6 )

5
T a x ic a b s and s e r v i c e s in c id e n t a l to w a t e r t r a n s p o r t a t io n a r e e x c lu d e d . G a i n e s v i l l e 's e l e c t r i c
u t i l i t i e s and t r a n s it s y s t e m a r e m u n ic ip a lly o p e r a t e d and a r e e x c lu d e d f r o m the s c o p e o f th e s u r v e y .
8
T h is d iv is io n is r e p r e s e n t e d in e s t im a t e s f o r " a l l in d u s t r ie s " and "n o n m a n u fa c tu r in g " in th e
A - and B - s e r i e s ta b le s '. S e p a r a te p r e s e n t a t io n o f d a ta is n o t m a d e f o r on e o r m o r e o f th e f o llo w in g
r e a s o n s : (1 ) E m p lo y m e n t i s to o s m a ll to p r o v id e en ou gh d a ta t o m e r i t s e p a r a te study, (2 ) the s a m p le
w a s n o t d e s ig n e d I n i t i a l l y to p e r m i t s e p a r a t e p r e s e n t a t io n , (3 ) r e s p o n s e w a s in s u ffic ie n t o r in a d e q u a te
to p e r m i t s e p a r a t e p r e s e n t a t io n , and (4 ) th e r e is p o s s i b i l i t y o f d is c lo s u r e o f in d iv id u a l e s t a b lis h ­
m e n t d a ta .
7 W o r k e r s f r o m th is e n t ir e d iv is io n a r e r e p r e s e n t e d in e s t im a t e s f o r " a l l in d u s t r ie s " and
"n o n m a n u fa c tu r in g " in th e A - s e r i e s ta b le s , but f r o m th e r e a l e s ta te p o r t io n o n ly in e s t im a t e s f o r
" a l l in d u s t r ie s " and " n o n m a n u fa c tu r in g " in th e B - s e r i e s t a b le s . S e p a r a te p r e s e n t a t io n o f d a ta is n o t
m a d e f o r o n e o r m o r e o f th e r e a s o n s g iv e n in fo o tn o te 6.
8 H o t e ls and m o t e ls ; la u n d r ie s and o t h e r p e r s o n a l s e r v i c e s ; b u s in e s s s e r v i c e s ; a u to m o b ile
r e p a ir , r e n ta l, and p a r k in g ; m o tio n p ic t u r e s ; n o n p r o fit m e m b e r s h ip o r g a n iz a t io n s (e x c lu d in g r e lig io u s
and c h a r it a b le o r g a n iz a t io n s ); and e n g in e e r in g and a r c h it e c t u r a l s e r v i c e s .

23




Appendix B.
Occupational
Descriptions
The primary purpose of preparing job descriptions for the Bu­
reau's wage surveys is to assist its field staff in classifying into appro­
priate occupations workers who are employed under a variety of payroll
titles and different work arrangements from establishment to establish­
ment and from area to area. This permits the grouping of occupational
wage rates representing comparable job content. Because of this empha­
sis on interestablishment and interarea comparability of occupational
content, the Bureau's job descriptions may differ significantly from those
in use in individual establishments or those prepared for other purposes.
In applying these job descriptions, the Bureau's field economists are
instructed to exclude working supervisors; apprentices; learners; begin­
ners; and part-time, temporary, and probationary workers. Handicapped
workers whose earnings are reduced because of their handicap are also
excluded. Trainees are excluded from the survey except for those re ­
ceiving on-the-job training in some of the lower level professional and
technical occupations.

Office
SECRET ARY— Continued

SECRETARY
Assigned as a personal secretary, normally to one individual.
Maintains a close and highly responsive relationship to the day-to-day activ­
ities of the supervisor. Works fairly independently receiving a minimum of
detailed supervision and guidance. Performs varied clerical and secretarial
duties requiring a knowledge of office routine and understanding of the
organization, programs, and procedures related to the work of the supervisor.
Exclusions

a. Positions which do not meet the "personal"
described above;

secretary concept

b. Stenographers not fully trained in secretarial-type duties;
c. Stenographers serving as office assistants to a group of pro­
fessional, technical, or managerial persons;
d. Assistant-type positions which entail more difficult or more re ­
sponsible technical, administrative, or supervisory duties which
are not typical' of secretarial work, e.g., Administrative Assist­
ant, or Executive Assistant;

Not all positions that are titled "secretary" possess the above
characteristics. Examples of positions which are excluded from the definition
are as follows:




Exclusions— Continued

Listed below are several occupations for which revised descriptions or titles are being introduced
in this survey:
Tool and die maker
Guard
Shipper and receiver
(previously surveyed
as shipping and
receiving clerk)
T ruckdriver

Order clerk
Payroll clerk
Secretary
Switchboard operator
Switchboard operator-receptionist
T ranscribing-machine typist
Machine tool operator (toolroom)

The Bureau has discontinued collecting data for tabulating-machine operator. Workers previously
classified as watchmen are now classified as guards under the revised description.

25

S E C R E T A R Y — C on tin u ed

S E C R E T A R Y — C ontinu ed

Exclusions— Continued

Classification by Level— Continued

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

e. Secretary to the head of a large and important organizational
segment (e.g., a middle management supervisor of an organi­
zational segment often involving as many as several hundred
persons) of a company that employs, in all, over 25,000 persons.

f. Trainees.
Classification by Level

LS—
4

Secretary jobs which meet the above characteristics aje 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.
Level of Secretary's Supervisor (LS)
Secretaries should be matched at one of the four LS levels described
below according to the level of the secretary's supervisor within the company
organizational structure.
LS—1

a. Secretary to the supervisor or head of a small organizational
unit (e.g., fewer than about 25 or 30 persons); or
b. Secretary to a nonsupervisory staff specialist, professional
employee, administrative officer or assistant, skilled technician
or

expert.

(N O T E :

Many

com panies

assig n

stenographers,

rather than secretaries as described above, to this level of
supervisory or nonsupervisory worker.)
LS—2

a. Secretary to an executive or managerial person whose respon­
sibility is not equivalent to one of the specific level situations in
the definition for LS— but whose organizational unit normally
3,
numbers at least several dozen employees and is usually divided
into organizational segments which are often, in turn, further
subdivided. In some companies, this level includes a wide range
of organizational echelons; in others, only one or two; or
b. Secretary to the head of an individual plant, factory, etc., (or
other equivalent level of official) that employs, in all, fewer
than 5,000 persons.

LS—
3

a. Secretary to the chairman of the board or president of a company
that employs, in all, fewer than 100 persons; or
b. Secretary to a corporate officer (other than chairman of the
board or president) of a company that employs, in all, over 100
but fewer than 5, 000 persons; or
c. Secretary to the head (immediately below the officer level) over
either a major corporatewide functional activity (e.g., marketing,
research, operations, industrial relations, etc.) or a major
geographic or organizational segment (e.g., a regional headquar­
ters; a major division) of a company that employs, in all,
over 5,000 but fewer than 25,000 employees; or
d. Secretary to the head of an individual plant, factory, etc.,
(or other equivalent level of official) that employs, in all,
over 5,000 persons; or




a. Secretary to the chairman of the board or president of a company
that employs, in all, over 100 but fewer than 5,000 persons; or
b. Secretary to a corporate officer (other than the chairman of
the board or president) of a company that employs, in all,
over 5, 000 but fewer than 25, 000 persons; or
c. Secretary to the head, immediately below the corporate officer
level, of a major segment or subsidiary of a company that
employs, in all, over 25,000 persons.

NOTE: The term "corporate officer" used in the above LS def­
inition refers to those officials who have a significant corporatewide policy­
making role with regard to major company activities. The title "vice
president," though normally indicative of this role, does not in all cases
identify such positions. Vice presidents whose primary responsibility is to
act personally on individual cases or transactions (e.g., approve or deny
individual loan or credit actions; administer individual trust accounts; di­
rectly supervise a clerical staff) are not considered to be "corporate
officers" for purposes of applying the definition.
Level of Secretary's Responsibility (LR)
This factor evaluates the nature of the work relationship between
the secretary and the supervisor, and the extent to which the secretary is
expected to exercise initiative and judgment. Secretaries should be matched
at LR—1 or LR— described below according to their level of responsibility.
2
Level of Responsibility 1 (LR—1)
Perform s varied secretarial duties including or comparable to most
of the following:
a. Answers telephones, greets
coming mail.

personal

callers, and opens in­

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

May

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

calendar

and

makes appointments as

e. Types, takes and transcribes dictation, and files.

S E C R E T A R Y — C on tin u ed

S T E N O G R A P H E R — C on tin u ed

Level of Responsibility 2 (LR—
2)

Stenographer, Senior

Perform s duties described under LR—1 and, in addition performs
tasks requiring greater judgment, initiative, and knowledge of office functions
including or comparable to most of the following:

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

a. Screens telephone and personal callers, determining which can
be handled by the supervisor's subordinates or other offices.
b. Answers requests which require a detailed knowledge of of­
fice procedures or collection of information from files or
other offices. May sign routine correspondence in own or
supervisor's name.
c. Compiles or assists in compiling periodic reports on the basis
of general instructions.
d. Schedules tentative appointments without prior clearance. A s­
sembles necessary background material for scheduled meetings.
Makes arrangements for meetings and conferences.
e. Explains supervisor's requirements to other employees in super­
visor's unit. (Also types, takes dictation, and files.)
The following chart shows the level of the secretary for each LS
and LR combination.

Level of secretary's
supervisor

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.)
TYPIST

_

_

Class C
Class B

LR—
2
Class
Class
Class
Class

D
C
B
A

STENOGRAPHER
Prim ary duty is to take dictation using shorthand, and to transcribe
the dictation. May also type from written copy. May operate from a
stenographic pool. May occasionally transcribe from voice recordings (if
primary duty is transcribing from recordings, see Transcribing-Machine
Typist).
NOTE: This job is distinguished from that of a secretary in that a
secretary normally works in a confidential relationship with only one manager
or executive and performs more responsible and discretionary tasks as
described in the secretary job definition.
Stenographer, General
Dictation involves a normal routine vocabulary. May maintain files,
keep simple records, or perform other relatively routine clerical tasks.



Perform s stenographic duties requiring significantly greater in­
dependence and responsibility than stenographer, general, as evidenced by
the following: Work requires a high degree of stenographic speed and
accuracy; a thorough working knowledge of general business and office pro­
cedure; and of the specific business operations, organization, policies,
procedures, files, workflow, etc. Uses this knowledge in performing steno­
graphic duties and responsible clerical tasks such as maintaining follow­
up files; assembling material for reports, memoranda, and letters; com­
posing simple letters from general instructions; reading and routing incoming
mail; and answering routine questions, etc.

Level of secretary' s responsibility
LR—1

LS—1
LS— _
2_
LS—
3_ .
LS—
4_

OR

Uses a typewriter to make copies of various materials or to make
out bills after calculations have been made by smother person. May include
typing of stencils, mats, or similar materials for use in duplicating
processes. May do clerical work involving little special training, such
as keeping simple records, filing records smd reports, or sorting and
distributing incoming mail.
Class A . Perform 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 tech­
nical or -unusual words or foreign language material; or planning layout
and typing of complicated statistical tables to maintain uniformity and
balance in spacing. May type routine form letters, varying details to suit
circumstances.
Class B . Perform s one or more of the following: Copy typing from
rough or clear drafts; or routine typing of forms, insurance policies, etc.;
or setting up simple standard tabulations; or copying more complex tables
already set up and spaced properly.
FILE CLERK
Files, classifies, and retrieves material in an established filing
system. May perform clerical and manual tasks required to maintain files.
Positions are classified into levels on the basis of the following definitions.

F I L E C L E R K — C ontinu ed

O R D E R C L E R K — C ontinu ed

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

adequacy of information recorded; ascertaining credit rating of customer;
furnishing customer with acknowledgement of receipt of order; following-up
to see that order is delivered by the specified date or to let customer know
of a delay in delivery; maintaining order file; checking shipping invoice
against original order.

Class B . Sorts, codes, and files unclassified material by simple
(subject matter) headings or partly classified material by finer subheadings.
Prepares simple related index and cross-reference aids. As requested,
locates clearly identified material in files and forwards material. May per­
form related clerical tasks required to maintain and service files.

Exclude workers paid on a commission basis or whose duties include
any of the following: Receiving orders for services rather than for material
or merchandise; providing customers with consultative advice using knowl­
edge gained from engineering or extensive technical training; emphasizing
selling skills; handling material or merchandise as an integral part of the job.

Class C. Perform s routine filing of material that has already been
classified or which is easily classified in a simple serial classification
system (e.g., alphabetical, chronological, or numerical). As requested,
locates readily available material in files and forwards material; and may
fill out withdrawal charge. May perform simple clerical and manual tasks
required to maintain and service files.

Positions
definitions:

are

classified

into

levels

according to the following

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

MESSENGER

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

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

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

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

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

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

Positions
definitions:

ORDER CLERK
Receives written or verbal customers' purchase orders for material
or merchandise from customers or sales people. Work typically involves
some combination of the following duties: Quoting prices; determining availa­
bility of ordered items and suggesting substitutes when necessary; advising
expected delivery date and method of delivery; recording order and customer
information on order sheets; checking order sheets for accuracy and




28

are

classified into levels on the basis of the following

Class A . Under general supervision, performs accounting clerical
operations which require the application of experience and judgment, for
example, clerically processing complicated or nonrepetitive accounting trans­
actions, selecting among a substantial variety of prescribed accounting codes
and classifications, or tracing transactions through previous accounting
actions to determine source of discrepancies. May be assisted by one or
more class B accounting clerks.
Class B . Under close supervision, following detailed instructions
and standardized procedures, performs one or more routine accounting
clerical operations, such as posting to ledgers, cards, or worksheets

A C C O U N T IN G C L E R K — C ontinued

M A C H IN E B I L L E R — C ontinued

where identification of items and locations of postings are clearly indicated;
checking accuracy and completeness of standardized and repetitive records
or accounting documents; and coding documents using a few prescribed
accounting codes.

Bookkeeping-machine b ille r. Uses a bookkeeping machine (with or
without a typewriter keyboard) to prepare customers' bills as part of the
accounts receivable operation. Generally involves the simultaneous entry of
figures on customers' ledger record. The machine automatically accumulates
figures on a number of vertical columns and computes and usually prints
automatically the debit or credit balances. Does not involve a knowledge
of bookkeeping. Works from uniform and standard types of sales and
credit slips.

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 basfc bookkeeping principles, and familiarity with the structure
of the particular accounting system used. Determines proper records and
distribution of debit and credit items to be used in each phase of the work.
May prepare consolidated reports, balance sheets, and other records by hand.
Class B . Keeps a record of one or more phases or sections of a
set of records usually requiring little knowledge of basic bookkeeping. Phases
or sections include accounts payable, payroll, customers' accounts (not in­
cluding a simple type of billing described under machine biller), cost dis­
tribution, expense distribution, inventory control, etc. May check or assist
in preparation of trial balances and prepare control sheets for the accounting
department.
MACHINE BILLER
Prepares statements, bills, and invoices on a machine other than
an ordinary or electromatic typewriter. May also keep records as to billings
or shipping charges or perform other clerical work incidental to billing
operations. For wage study purposes, machine billers are classified by type
of machine, as follows:
Billing-machine biller. Uses a special billing machine (combination
typing and adding machine) to prepare bills and invoices from customers'
purchase orders, internally prepared orders, shipping memoranda, etc.
Usually involves application of predetermined discounts and shipping charges
and entry of necessary extensions, which may or may not be computed on
the billing machine, and totals which are automatically accumulated by
machine. The operation usually involves a large number of carbon copies of
the bill being prepared and is often done on a fanfold machine.

PAYR O LL CLERK
Performs the clerical tasks necessary to process payrolls and to
maintain payroll records. Work involves most of the following: Processing
workers' time or production records; adjusting workers' records for changes
in wage rates, supplementary benefits, or tax deductions; editing payroll
listings against source records; tracing and correcting errors in listings;
and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system, computes wages. Work may require a practical
knowledge of governmental regulations, company payroll policy, or the
computer system for processing payrolls.
KEYPUNCH OPERATOR
Operates a keypunch machine to record or verify alphabetic and/or
numeric data on tabulating cards or on tape.
Positions are classified into levels on the basis of the following
definitions:
Class A . Work requires the application of experience and judgment
in selecting procedures to be followed and in searching for, interpreting,
selecting, or coding items to be keypunched from a variety of source
documents. On occasion may also perform some routine keypunch work.
May train inexperienced keypunch operators.
Class B . Work is routine and repetitive. Under close supervision
or following specific procedures or instructions, works from various stand­
ardized source documents which have been coded, and follows specified
procedures which have been prescribed in detail and require little or no
selecting, coding, or interpreting of data to be recorded. Refers to su­
pervisor problems arising from erroneous items or codes or missing
info rmation.

Professional and Technical
COMPUTER SYSTEMS ANALYST, BUSINESS

COMPUTER SYSTEMS ANALYST, BUSINESS— Continued

Analyzes business problems to formulate procedures for solving
them by use of electronic data processing equipment. Develops a complete
description of all specifications needed to enable programmers to prepare
required digital computer programs. Work involves most of the following:
Analyzes subject-matter operations to be automated and identifies conditions
and criteria required to achieve satisfactory results; specifies number and
types of records, files, and documents to be used; outlines actions to be
performed by personnel and computers in sufficient detail for presentation
to management and for programming (typically this involves preparation of
work and data flow charts); coordinates the development of test problems and

participates in trial runs of new and revised systems; and recommends
equipment changes to obtain more effective overall operations. (NOTE:
Workers performing both systems analysis and programming should be
classified as systems analysts if this is the skill used to determine their pay.)




Does not include employees primarily responsible for the man­
agement or supervision of other electronic data processing employees,
or systems analysts primarily concerned with scientific or engineering
problems.

C O M P U T E R S Y S T E M S A N A L Y S T , B U S IN E S S — C ontinued

For wage study purposes, systems analysts are classified as follows:
Class A . Works independently or under only general direction on
complex problems involving all phases of systems analysis. Problems are
complex because of diverse sources of input data and 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-matter personnel on the implications of new or
revised systems of data processing operations. Makes recommendations, if
needed, for approval of major systems installations or changes and for
obtaining equipment.
May provide functional direction to lower level systems analysts
who are assigned to assist.
Class B,. Works independently or under only general direction on
problems that are relatively uncomplicated to analyze, plan, program, and
operate. Problems are of limited complexity because sources of input data
are homogeneous and the output data are closely related. (For example,
develops systems for maintaining depositor accounts in a bank, maintaining
accounts receivable in a retail establishment, or maintaining inventory
accounts in a manufacturing or wholesale establishment.) Confers with
persons concerned to determine the data processing problems and advises
subject-matter personnel on the implications of the data processing systems
to be applied.
OR

Works on a segment of a complex data processing scheme or system,
as described for class A. Works independently on routine assignments and
receives instruction and guidance on complex assignments. Work is reviewed
for accuracy of judgment, compliance with instructions, and to insure
proper alignment with the overall system.
Class C. Works under immediate supervision, carrying out analyses
as assigned, usually of a single activity. Assignments are designed to develop
and expand practical experience in the application of procedures and skills
required for systems analysis work. For example, may assist a higher level
systems analyst by preparing the detailed specifications required by pro­
grammers from iniformation developed by the higher level analyst.
COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problems, typically prepared by a
systems analyst, into a sequence of detailed instructions which are re­
quired to solve the problems by automatic data processing equipment.
Working from charts or diagrams, the programmer develops the pre­
cise instructions which, when entered into the computer system in coded
language, cause the manipulation of data to achieve desired results. Work
involves most of the following: Applies knowledge of computer capa­
bilities, mathematics, logic employed by computers, and particular sub­
ject matter involved to analyze charts and diagrams of the problem to
be programmed; develops sequence of program steps; writes detailed flow
charts to show order in which data will be processed; converts these
charts to coded instructions for machine to follow; tests and corrects



C O M P U T E R P R O G R A M M E R , B U S IN E S S — C on tin u ed

programs; prepares instructions for operating personnel during production
run; analyzes, reviews, and alters programs to increase operating effi­
ciency or adapt to new requirements; maintains records of program de­
velopment and revisions. (NOTE: Workers performing both systems anal­
ysis and programming should be classified as systems analysts if this is
the skill used to determine their pay.)
Does not include employees primarily responsible for the man­
agement or supervision of other electronic data processing employees,
or programmers prim arily concerned with scientific and/or engineering
problems.
For wage study purposes, programmers are classified as follows:
Class A . Works independently or under only general direction
on complex problems which require competence in all phases of pro­
gramming concepts and practices. Working from diagrams and charts
which identify the nature of desired results, major processing steps to
be accomplished, and the relationships between various steps of the prob­
lem solving routine; plains the full range of programming actions needed
to efficiently utilize the computer system in achieving desired end products.
At this level, programming is difficult because computer equip­
ment must be organized to produce several interrelated but diverse prod­
ucts from numerous and diverse data elements. A wide variety and ex­
tensive number of internal processing actions must occur. This requires
such actions as development of common operations which can be re ­
used, establishment of linkage points between operations, adjustments to
data when program requirements exceed computer storage capacity, and
substantial manipulation and resequencing of data elements to form a
highly integrated program.
May provide functional direction to lower level programmers who
are assigned to assist.
Class B . Works independently or under only general direction on
relatively simple programs, or on simple "Segments of complex programs.
Program s (or segments) usually process information to produce data in two
or three varied sequences or formats. Reports and listings are produced by
refining, adapting, arraying, or making minor additions to or deletions from
input data which are readily available. While numerous records may be
processed, the data have been refined in prior actions so that the accuracy
and sequencing of data can be tested by using a few routine checks. Typically,
the program deals with routine recordkeeping operations.
OR
Works on complex programs (as described for class A) under
close direction of a higher level programmer or supervisor. May assist
higher level programmer by independently performing less difficult tasks
assigned, and performing more difficult tasks under fairly close direction.

C O M P U T E R P R O G R A M M E R , B U S IN E S S — C ontinu ed

May guide or instruct lower level programmers.
Class C . Makes practical applications of programming practices
and concepts usually learned in formal training courses. Assignments
are designed to develop competence in the application of standard pro­
cedures to routine problems. Receives close supervision on new aspects
of assignments; and work is reviewed to verify its accuracy and conformance
with required procedures.
COMPUTER OPERATOR
Monitors and operates the control console of a digital computer to
process data according to operating instructions, usually prepared by a
programmer. Work includes most of the following: Studies instructions to
determine equipment setup and operations; loads equipment with required
items (tape reels, cards, etc.); switches necessary auxiliary equipment into
circuit, and starts and operates computer; makes adjustments to computer to
correct operating problems and meet special conditions; reviews errors
made during operation and determines cause or refers problem to super­
visor or programmer; and maintains operating records. May test and assist
in correcting program.
For wage study purposes,

computer operators are classified as

follows:
Class A . Operates independently, or under only general direction, a
computer running programs with most of the following characteristics: New
programs are frequently tested and introduced; scheduling requirements are
of critical importance to minimize downtime; the programs are of complex
design so that identification of error source often requires a working knowl­
edge of the total program, and alternate programs may not be available.
May give direction and guidance to lower level operators.
Class B . Operates independently, or under only general direction, a
computer running programs with most of the following characteristics: Most
of the programs are established production runs, typically run on a regularly
recurring basis; there is little or no testing of new programs required; alter­
nate programs are provided in case original program needs major change
or cannot be corrected within a reasonably short time. In common error
situations, diagnoses cause and takes corrective action. This usually in­
volves applying previously programmed corrective steps, or using standard
correction techniques.
OR
Operates under direct supervision a computer running programs or
segments of programs with the characteristics described for class A. May
assist a higher level operator by independently performing less difficult tasks
assigned, and performing difficult tasks following detailed instructions and
with frequent review of operations performed.
Class C . Works on routine programs under close supervision. Is
expected to develop working knowledge of the computer equipment used and
ability to detect problems involved in running routine programs. Usually has
received some formal training in computer operation. May assist higher
level operator on complex programs.



DRAFTER

Class A . Plans the graphic presentation of complex items having
distinctive design features that differ significantly from established drafting
precedents. Works in close support with the design originator, and may
recommend minor design changes. Analyzes the effect of each change on the
details of form, function, and positional relationships of components and
parts. Works with a minimum of supervisory assistance. Completed work
is reviewed by design originator for consistency with prior engineering
determinations. May either prepare drawings or direct their preparation by
lower level drafters.
Class B . Perform s nonroutine and complex drafting assignments
that require the application of most of the standardized drawing techniques
regularly used. Duties typically involve such work as: Prepares working
drawings of subassemblies with irregular shapes, multiple functions, and
precise positional relationships between components; prepares architectural
drawings for construction of a building including detail drawings of founda­
tions, wall sections, floor plans, and roof. Uses accepted formulas and
manuals in making necessary computations to determine quantities of
materials to be used, load capacities, strengths, stresses, etc. Receives
initial instructions, requirements, and advice from supervisor. Completed
work is checked for technical adequacy.
Class C. Prepares detail drawings of single units or parts for
engineering, construction, manufacturing, or repair purposes. Types of
drawings prepared include isometric projections (depicting three dimensions
in accurate scale) and sectional views to clarify positioning of components
and convey needed information. Consolidates details from a number of
sources and adjusts or transposes scale as required. Suggested methods of
approach, applicable precedents, and advice on source materials are given
with initial assignments. Instructions are less complete when assignments
recur. Work may be spot-checked during progress.
DRAFTER-TRACER
Copies plans and drawings prepared by others by placing tracing
cloth or paper over drawings and tracing with pen or pencil. (Does not
include tracing limited to plans primarily consisting of straight lines and a
large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized items.
Work is closely supervised during progress.
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.

E L E C T R O N IC S T E C H N IC IA N — C ontinued

E L E C T R O N IC S T E C H N IC IA N — C ontinu ed

T h is c la s s ific a t io n e x c lu d e s r e p a ir e r s o f such sta n d a rd e le c t r o n ic
e q u ip m en t as c o m m o n o f f ic e m a c h in e s and h o u s e h o ld ra d io and t e le v is io n
s e ts ; p ro d u c tio n a s s e m b le r s and t e s t e r s ; w o r k e r s w h o s e p r im a r y duty is
s e r v ic in g e le c t r o n ic te s t in s tr u m e n ts ; te c h n ic ia n s w h o have a d m in is tr a tiv e
o r s u p e r v is o r y r e s p o n s ib ilit y ; and d r a ft e r s , d e s ig n e r s , and p r o fe s s io n a l
e n g in e e r s .

R e c e iv e s te c h n ic a l g u id a n c e , as r e q u ir e d , f r o m s u p e r v is o r o r h ig h e r
l e v e l te c h n ic ia n , and w o r k is r e v ie w e d f o r s p e c if ic c o m p lia n c e w ith a c c e p te d
p r a c t ic e s and w o r k a s s ig n m e n ts .
M a y p r o v id e t e c h n ic a l gu id an ce to lo w e r
l e v e l te c h n ic ia n s .

P o s itio n s
d e fin itio n s :

are

c la s s ifie d

in to

le v e ls

on th e b a s is o f th e fo llo w in g

C la s s A . A p p lie s a d v a n c e d te c h n ic a l k n o w le d g e to s o lv e unusually
c o m p le x p r o b le m s ( i . e . , th o s e that t y p ic a lly cannot be s o lv e d s o le ly by
r e f e r e n c e to m a n u fa c tu r e r s ' m an u als o r s im ila r d o c u m e n ts ) in w o rk in g on
e le c t r o n ic eq u ip m en t.
E x a m p le s o f such p r o b le m s in c lu d e lo c a tio n and
d e n s ity o f c ir c u it r y , e le c t r o m a g n e t ic r a d ia tio n , is o la t in g m a lfu n c tio n s , and
fre q u e n t e n g in e e r in g ch a n ge s .
W o rk in v o lv e s :
A d e ta ile d u n d ersta n d in g o f
the in t e r r e la tio n s h ip s o f c ir c u it s ; e x e r c is in g in d ep en d en t ju d g m e n t in p e r ­
fo r m in g such ta s k s as m a k in g c ir c u it a n a ly s e s , c a lc u la tin g w a v e fo r m s ,
t r a c in g r e la tio n s h ip s in s ig n a l flo w ; and r e g u la r ly using c o m p le x te s t in ­
s tru m e n ts
(e . g . , dual t r a c e o s c illo s c o p e s , Q - m e t e r s , d e v ia tio n m e t e r s ,
p u ls e g e n e r a t o r s ).
W o r k m a y b e r e v ie w e d b y s u p e r v is o r (fr e q u e n tly an e n g in e e r o r
d e s ig n e r ) f o r g e n e r a l c o m p lia n c e w ith a c c e p te d p r a c t ic e s .
M a y p r o v id e
te c h n ic a l gu id an ce to lo w e r l e v e l te c h n ic ia n s .
C la s s B . A p p lie s c o m p r e h e n s iv e te c h n ic a l k n o w le d g e to s o lv e c o m ­
p le x p r o b le m s ( i . e . , th o s e th at t y p ic a lly can be s o lv e d s o le ly b y p r o p e r ly
in t e r p r e tin g m a n u fa c tu r e r s ' m an u a ls o r s im ila r d o c u m e n ts ) in w o r k in g on
e le c t r o n ic eq u ip m en t. W o rk in v o lv e s : A f a m i l ia r i t y w ith th e in t e r r e la t io n ­
ship s o f c ir c u it s ; and ju d g m e n t in d e te r m in in g w o r k s e q u e n c e and in s e le c tin g
to o ls and te s tin g in s tr u m e n ts , u s u a lly le s s c o m p le x than th o s e u sed b y the
c la s s A te c h n ic ia n .

C la s s C . A p p lie s w o r k in g t e c h n ic a l k n o w le d g e to p e r f o r m s im p le o r
rou tin e ta s k s in w o r k in g on e le c t r o n ic e q u ip m e n t, fo llo w in g d e ta ile d in ­
s tru c tio n s w h ic h c o v e r v ir t u a lly a ll p r o c e d u r e s . W o r k t y p ic a lly in v o lv e s such
ta s k s as: A s s is t in g h ig h e r l e v e l te c h n ic ia n s b y p e r fo r m in g such a c t iv it ie s as
r e p la c in g c o m p o n e n ts , w ir in g c ir c u it s , and ta k in g te s t r e a d in g s ; r e p a ir in g
s im p le e le c t r o n ic e q u ip m e n t; and u sing to o ls and com m o n te s t in s tru m e n ts
(e . g . , m u lt im e t e r s , audio s ig n a l g e n e r a t o r s , tube t e s t e r s , o s c illo s c o p e s ). Is
not r e q u ir e d to b e f a m i l ia r w ith th e in t e r r e la tio n s h ip s o f c ir c u it s .
T h is
k n o w le d g e , h o w e v e r , m a y b e a c q u ir e d th ro u g h a s s ig n m e n ts d e s ig n e d to i n ­
c r e a s e c o m p e te n c e (in c lu d in g c la s s r o o m t r a in in g ) so th at w o r k e r can ad van ce
to h ig h e r l e v e l te c h n ic ia n .
i
R e c e iv e s t e c h n ic a l g u id a n c e , as r e q u ir e d , f r o m s u p e r v is o r o r h ig h e r
l e v e l te c h n ic ia n .
W o r k is t y p ic a lly
sp ot c h e c k e d , but is g iv e n d e ta ile d
r e v ie w w h en n ew o r a d v a n c e d a s s ig n m e n ts a r e in v o lv e d .
R E G IS T E R E D I N D U S T R I A L N U R S E
A r e g is t e r e d n u rs e w ho g iv e s n u rs in g s e r v i c e u n der g e n e r a l m e d ic a l
d ir e c t io n to i l l o r in ju r e d e m p lo y e e s o r o th e r p e rs o n s who b e c o m e i l l o r
s u ffe r an a c c id e n t on th e p r e m is e s o f a f a c t o r y o r o th e r e s ta b lis h m e n t.
D u ties in v o lv e a c o m b in a tio n o f the f o llo w in g : G iv in g f i r s t aid to th e i l l o r
in ju re d ; a tten d in g to su b sequ en t d r e s s in g o f e m p lo y e e s ' in ju r ie s ; k e e p in g
r e c o r d s o f p a tie n ts t r e a t e d ; p r e p a r in g a c c id e n t r e p o r ts f o r c o m p e n s a tio n o r
o th e r p u r p o s e s ; a s s is tin g in p h y s ic a l e x a m in a tio n s and h e a lth e v a lu a tio n s o f
a p p lic a n ts and e m p lo y e e s ; and p lan n in g and c a r r y in g out p r o g r a m s in v o lv in g
h e a lth e d u c a tio n , a c c id e n t p r e v e n tio n , e v a lu a tio n o f p la n t e n v iro n m e n t,! o r
o th e r a c t iv it ie s a ffe c t in g the h e a lth , w e l f a r e , and s a fe ty o f a ll p e rs o n n e l.
N u rs in g s u p e r v is o r s o r h ea d n u rs e s in e s ta b lis h m e n ts e m p lo y in g m o r e than
on e n u rs e a r e e x c lu d e d .

Maintenance, Toolroom, and Powerplant
M A IN T E N A N C E C A R P E N T E R

M A I N T E N A N C E E L E C T R I C I A N — C on tin u ed

P e r f o r m s the c a r p e n tr y d u ties n e c e s s a r y to c o n s tru c t and m a in ta in
in g ood r e p a ir b u ild in g w o o d w o r k and e q u ip m en t such as b in s , c r ib s , c o u n te rs ,
b e n c h e s , p a r titio n s , d o o r s , f l o o r s , s t a ir s , c a s in g s , and t r im m a d e o f w o od
in an e s ta b lis h m e n t.
W o r k in v o lv e s m o s t o f th e f o llo w in g : P la n n in g and
la y in g out o f w o r k f r o m b lu e p r in ts , d ra w in g s , m o d e ls , o r v e r b a l in s tr u c tio n s ;
u sing a v a r i e t y o f c a r p e n t e r 's h a n d to o ls , p o r ta b le p o w e r t o o ls , and s ta n d a rd
m e a s u r in g in s tr u m e n ts ; m a k in g sta n d a rd shop com p u tatio n s
r e la tin g to
d im e n s io n s o f w o rk ; and s e le c tin g m a t e r ia ls n e c e s s a r y f o r th e w o r k .
In
g e n e r a l, the w o r k o f the m a in te n a n c e c a r p e n te r r e q u ir e s rou n ded tr a in in g
and e x p e r ie n c e u s u a lly a c q u ir e d th ro u g h a f o r m a l a p p re n tic e s h ip o r e q u iv a le n t
t r a in in g and e x p e r ie n c e .

e q u ip m en t such as
g e n e r a t o r s , t r a n s f o r m e r s , s w itc h b o a rd s , c o n t r o lle r s ,
c ir c u it b r e a k e r s , m o t o r s , h e a tin g u n its, con du it s y s te m s , o r o th e r t r a n s ­
m is s io n e q u ip m en t; w o r k in g f r o m b lu e p r in ts , d r a w in g s , la y o u ts , o r o th e r
s p e c ific a t io n s ; lo c a t in g and d ia g n o s in g tr o u b le in th e e l e c t r i c a l s y s te m o r
e q u ip m en t; w o r k in g s ta n d a rd c o m p u ta tio n s r e la tin g to lo a d r e q u ir e m e n ts o f
w ir in g o r e l e c t r i c a l eq u ip m en t; and u sin g a v a r i e t y o f e l e c t r i c i a n 's h and tools
and m e a s u r in g and te s tin g in s tr u m e n ts . In g e n e r a l, th e w o r k o f th e m a in ­
te n a n c e e le c t r ic ia n r e q u ir e s rou n ded tr a in in g and e x p e r ie n c e u s u a lly a c q u ir e d
th ro u g h a f o r m a l a p p r e n tic e s h ip o r e q u iv a le n t t r a in in g and e x p e r ie n c e .

M A IN T E N A N C E P A IN T E R
M A IN T E N A N C E E L E C T R IC IA N
P e r f o r m s a v a r ie t y o f e l e c t r i c a l t r a d e fu n ctio n s such as th e in ­
s ta lla tio n , m a in te n a n c e , o r r e p a ir o f eq u ip m en t f o r th e g e n e r a tio n , d i s t r i ­
b u tion , o r u tiliz a tio n o f e l e c t r i c e n e r g y in an e s ta b lis h m e n t. W o r k in v o lv e s
m o s t o f the f o llo w in g : In s ta llin g o r r e p a ir in g any o f a v a r ie t y o f e le c t r ic a l




P a in ts and r e d e c o r a t e s w a l l s , w o o d w o r k , and fix tu r e s o f an e s ta b ­
lis h m e n t.
W o r k in v o lv e s the fo llo w in g : K n o w le d g e o f s u r fa c e p e c u lia r it ie s
and ty p e s o f p a in t r e q u ir e d f o r d iffe r e n t a p p lic a tio n s ; p r e p a r in g s u r fa c e f o r
p a in tin g b y r e m o v in g o ld fin is h o r b y p la c in g p u tty o r f i l l e r in n a il h o le s

M A I N T E N A N C E P A I N T E R — C ontinu ed

M A IN T E N A N C E P IP E F IT T E R

and in t e r s t ic e s ; and a p p ly in g p a in t w ith s p r a y gun o r b ru sh . M a y m ix c o lo r s ,
o i l s , w h ite le a d , and o th e r p ain t in g r e d ie n t s to o b ta in p r o p e r c o lo r o r c o n ­
s is te n c y . In g e n e r a l, the w o r k o f th e m a in te n a n c e p a in te r r e q u ir e s rou n ded
tr a in in g and e x p e r ie n c e u s u a lly a c q u ir e d th ro u g h a f o r m a l a p p re n tic e s h ip o r
e q u iv a le n t tr a in in g and e x p e r ie n c e .

In s ta lls o r r e p a ir s w a t e r , s te a m , g a s , o r o t h e r ty p e s o f p ip e and
p ip e fittin g s in an e s ta b lis h m e n t. W o r k in v o lv e s m o s t o f th e fo llo w in g ; L a y in g
out w o r k and m e a s u r in g to lo c a te p o s itio n o f p ip e f r o m d ra w in g s o r o th e r
w r itte n s p e c ific a t io n s ; cuttin g v a r io u s s iz e s o f p ip e to c o r r e c t le n g th s w ith
c h is e l and h a m m e r o r o x y a c e ty le n e t o r c h o r p ip e -c u ttin g m a c h in e s ; th re a d in g
p ip e w ith s to c k s and d ie s ; b en d in g p ip e by h a n d -d riv e n o r p o w e r - d r iv e n
m a c h in e s ; a s s e m b lin g p ip e w ith co u p lin gs and fa s te n in g pip e to h a n g e rs ;
m a k in g s ta n d a rd shop c o m p u tatio n s r e la tin g to p r e s s u r e s , flo w , and s iz e o f
p ip e r e q u ir e d ; and m a k in g s ta n d a rd te s ts to d e te rm in e w h e th e r fin is h e d p ip es
m e e t s p e c ific a t io n s .
In g e n e r a l, th e w o r k o f th e m a in te n a n c e p ip e fit t e r
r e q u ir e s rou n ded tr a in in g and e x p e r ie n c e u s u a lly a c q u ir e d th ro u gh a f o r m a l
a p p re n tic e s h ip o r e q u iv a le n t tr a in in g and e x p e r ie n c e .
W o rk e rs p r im a r ily
e n g a g e d in in s ta llin g and r e p a ir in g b u ild in g s a n ita tio n o r h eatin g s y s te m s
a r e e x c lu d e d .

M A I N T E N A N C E M A C H IN IS T
P r o d u c e s r e p la c e m e n t p a r ts and n ew p a r ts in m a k in g r e p a ir s o f
m e t a l p a r ts o f m e c h a n ic a l eq u ip m en t o p e r a te d in an e s ta b lis h m e n t. W o r k in ­
v o lv e s m o s t o f th e fo llo w in g : In te r p r e tin g w r itte n in s tr u c tio n s and s p e c if ic a ­
tio n s ; p lan n in g and la y in g out o f w o r k ; u sin g a v a r ie t y o f m a c h in is t's h a n d tools
and p r e c is io n m e a s u r in g in s tr u m e n ts ; s e ttin g up and o p e r a tin g s ta n d a rd
m a c h in e t o o ls ; sh ap in g o f m e t a l p a r ts to c lo s e t o le r a n c e s ; m a k in g s ta n d a rd
shop c o m p u ta tio n s r e la tin g to d im e n s io n s o f w o r k , to o lin g , f e e d s , and sp ee d s
o f m a c h in in g ; k n o w le d g e o f the w o r k in g p r o p e r t ie s o f th e com m o n m e t a ls ;
s e le c t in g s ta n d a rd m a t e r ia ls , p a r ts , and e q u ip m en t r e q u ir e d f o r th is w o r k ;
and fittin g and a s s e m b lin g p a r ts in to m e c h a n ic a l e q u ip m en t. In g e n e r a l, th e
m a c h in is t's w o r k n o r m a lly r e q u ir e s a rou n ded tr a in in g in m a c h in e -s h o p
p r a c t ic e u s u a lly a c q u ir e d th ro u g h a f o r m a l a p p re n tic e s h ip o r e q u iv a le n t
tr a in in g and e x p e r ie n c e .
M A I N T E N A N C E M E C H A N IC (M A C H IN E R Y )
R e p a ir s m a c h in e r y o r m e c h a n ic a l eq u ip m en t o f an e s ta b lis h m e n t.
W o r k in v o lv e s m o s t o f the f o llo w in g :
E x a m in in g m a c h in e s and m e c h a n ic a l
e q u ip m en t to d ia g n o s e s o u r c e o f tr o u b le ; d is m a n tlin g o r p a r t ly d is m a n tlin g
m a c h in e s and p e r fo r m in g r e p a ir s th at m a in ly in v o lv e the u se o f h a n d tools in
s c r a p in g and fittin g p a r ts ; r e p la c in g b ro k e n o r d e fe c t iv e p a r ts w ith ite m s
o b ta in e d f r o m s to c k ; o r d e r in g th e p ro d u c tio n o f a r e p la c e m e n t p a r t b y a
m a c h in e shop o r sen d in g th e m a c h in e to a m a c h in e shop f o r m a jo r r e p a ir s ;
p r e p a r in g w r it t e n s p e c ific a tio n s f o r m a jo r r e p a ir s o r f o r th e p ro d u c tio n o f
p a r ts o r d e r e d f r o m m a c h in e sh ops; r e a s s e m b lin g m a c h in e s ; and m a k in g a ll
n e c e s s a r y ad ju s tm e n ts f o r o p e r a tio n .
In g e n e r a l, th e w o r k o f a m a c h in e r y
m a in te n a n c e m e c h a n ic r e q u ir e s rou n ded tr a in in g and e x p e r ie n c e u s u a lly
a c q u ir e d th ro u g h a f o r m a l a p p re n tic e s h ip o r e q u iv a le n t tr a in in g and e x ­
p e r ie n c e .
E x c lu d e d f r o m th is c la s s ific a t io n a r e w o r k e r s w h o s e p r im a r y
d u ties in v o lv e s e ttin g up o r a d ju s tin g m a c h in e s .

M A I N T E N A N C E M E C H A N IC (M O T O R V E H IC L E )
R e p a ir s a u to m o b ile s , b u s e s , m o to r tr u c k s , and t r a c t o r s o f sin e s ta b ­
lis h m e n t.
W o r k in v o lv e s m o s t o f th e fo llo w in g : E x a m in in g a u to m o tiv e
e q u ip m en t to d ia g n o s e s o u r c e o f tr o u b le ; d is a s s e m b lin g e qu ip m en t and p e r ­
fo r m in g r e p a ir s th at in v o lv e th e use o f such h a n d too ls as w r e n c h e s , g a u g e s ,
d r i l l s , o r s p e c ia liz e d e q u ip m en t in d is a s s e m b lin g o r fittin g p a r ts ; r e p la c in g
b ro k e n o r d e fe c t iv e p a r ts f r o m s to c k ; g rin d in g and a d ju stin g v a lv e s ; r e ­
a s s e m b lin g and in s ta llin g th e v a r io u s a s s e m b lie s in th e v e h ic le and m a k in g
n e c e s s a r y a d ju s tm e n ts ; and a lig n in g w h e e ls , a d ju stin g b ra k e s and lig h ts , o r
tig h te n in g b o d y b o lts . In g e n e r a l, th e w o r k o f th e m o t o r v e h ic le m a in te n a n c e
m e c h a n ic r e q u ir e s rou n ded tr a in in g and e x p e r ie n c e u s u a lly a c q u ir e d th ro u gh
a f o r m a l a p p re n tic e s h ip o r e q u iv a le n t tr a in in g and e x p e r ie n c e .
T h is c la s s ific a t io n d oes not in c lu d e m e c h a n ic s who r e p a ir c u s to m e rs '
v e h ic le s in a u to m o b ile r e p a ir shops.




M A IN T E N A N C E S H E E T - M E T A L W O R K E R
F a b r ic a t e s , in s t a lls , and m a in ta in s in g o o d r e p a ir the s h e e t- m e t a l
eq u ip m en t and fix tu r e s (su ch as m a c h in e g u a r d s , g r e a s e p an s, s h e lv e s ,
lo c k e r s , tauiks, v e n t ila t o r s , c h u tes , d u cts, m e t a l r o o fin g ) o f an e s ta b lis h m e n t.
W o rk in v o lv e s m o s t o f th e fo llo w in g : P la n n in g and la y in g out a ll ty p e s o f
s h e e t - m e t a l m a in te n a n c e w o r k f r o m b lu e p r in ts , m o d e ls , o r o th e r s p e c i f i c a ­
tio n s ; s e ttin g up and o p e r a tin g a ll a v a ila b le ty p e s o f s h e e t- m e t a l w o rk in g
m a c h in e s ; u sin g a v a r ie t y o f h a n d too ls in cu ttin g, b en d in g , fo r m in g , shap in g,
fit t in g , and a s s e m b lin g ; and in s ta llin g s h e e t - m e t a l a r t ic le s as r e q u ir e d . In
g e n e r a l, th e w o r k o f th e m a in te n a n c e s h e e t- m e t a l w o r k e r r e q u ir e s roun ded
t r a in in g and e x p e r ie n c e u s u a lly a c q u ir e d th ro u gh a fo r m a l a p p re n tic e s h ip o r
e q u iv a le n t tr a in in g and e x p e r ie n c e .
M IL L W R IG H T
In s ta lls n ew m a c h in e s o r h e a v y e q u ip m en t, and d is m a n tle s and
in s ta lls m a c h in e s o r h e a v y e q u ip m en t w h en ch an ges in the plant la y o u t a r e
r e q u ir e d . W o r k in v o lv e s m o s t o f th e fo llo w in g ; P la n n in g and la y in g out w o rk ;
in t e r p r e t in g b lu e p rin ts o r o th e r s p e c ific a tio n s ; u sing a v a r ie t y o f h a n d tools
and r ig g in g ; m a k in g s ta n d a rd shop com p u tatio n s r e la tin g to s t r e s s e s , s tre n g th
o f m a t e r ia ls , and c e n te r s o f g r a v it y ; a lig n in g and b a la n cin g e q u ip m en t;
s e le c tin g s ta n d a rd t o o ls , e q u ip m en t, and p a r ts to b e u sed ; and in s ta llin g and
m a in ta in in g in g o o d o r d e r p o w e r tr a n s m is s io n equ ip m en t such as d r iv e s andspeed re d u c e rs .
In g e n e r a l, th e m i llw r ig h t 's w o r k n o r m a lly r e q u ir e s a
rou n ded t r a in in g and e x p e r ie n c e in th e tr a d e a c q u ir e d th ro u gh a f o r m a l
a p p re n tic e s h ip o r e q u iv a le n t tr a in in g and e x p e r ie n c e .

M A IN T E N A N C E T R A D E S H E L P E R
A s s is t s on e o r m o r e w o r k e r s in th e s k ille d m a in te n a n c e t r a d e s , by
p e r fo r m in g s p e c ific o r g e n e r a l d u ties o f l e s s e r s k ill, such as k e e p in g a
w o r k e r s u p p lied w ith m a t e r ia ls and t o o ls ; c le a n in g w o r k in g a r e a , m a c h in e ,
and e q u ip m en t; a s s is tin g jo u rn e y m a n b y h o ld in g m a t e r ia ls o r t o o ls ; and
p e r fo r m in g o th e r u n s k ille d ta s k s as d ir e c t e d b y jo u rn e y m a n .
T h e kind o f
w o r k th e h e lp e r is p e r m it t e d to p e r f o r m v a r i e s f r o m tr a d e to tr a d e :
In
s o m e tr a d e s the h e lp e r is c o n fin e d to s u p p ly in g , lif t in g , and h o ld in g m a t e r ia ls
and t o o ls , and c le a n in g w o rk in g a r e a s ; and in o th e rs he is p e r m it t e d to
p e r f o r m s p e c ia liz e d m a c h in e o p e r a tio n s , o r p a r ts o f a tr a d e that a r e a ls o
p e r f o r m e d b y w o r k e r s on a f u ll- t im e b a s is .

M A C H IN E - T O O L , O P E R A T O R (T O O L R O O M )

T O O L A N D D IE M A K E R — C ontinued

S p e c ia liz e s in o p e r a tin g on e o r m o r e than one ty p e o f m a ch in e
t o o l (e . g . , j i g b o r e r , g rin d in g m a c h in e , en g in e la t h e r , m illin g m a c h in e ) to
m a c h in e m e t a l f o r use in m a k in g o r m a in ta in in g j i g s , f ix t u r e s , cu ttin g t o o ls ,
g a u g e s , o r m e t a l d ie s o r m o ld s u sed in shap in g o r fo r m in g m e t a l o r
n o n m e ta llic m a t e r ia l (e . g . , p la s t ic , p la s t e r , r u b b e r , g la s s ).
W o r k t y p ic a lly
i n v o lv e s : P la n n in g and p e r fo r m in g d iffic u lt m a c h in in g o p e r a tio n s w h ich
r e q u ir e c o m p lic a te d setups o r a h igh d e g r e e o f a c c u r a c y ; s e ttin g up m a c h in e
t o o l o r to o ls (e . g . , in s ta ll cu ttin g to o ls and ad ju st g u id e s , s to p s , w o rk in g
t a b le s , and o t h e r c o n tr o ls to handle the s iz e o f s to c k to be m a c h in e d ;
d e te r m in e p r o p e r fe e d s , s p e e d s , to o lin g , and o p e r a tio n s e q u e n c e o r s e le c t
th o s e p r e s c r ib e d in d r a w in g s , b lu e p rin ts , o r la y o u ts ); u sing a v a r ie t y o f
p r e c is io n m e a s u rin g in s tr u m e n ts ; m a k in g n e c e s s a r y ad ju stm en ts d u rin g
m a c h in in g o p e r a tie n to a c h ie v e r e q u is ite d im e n s io n s to v e r y c lo s e t o le r a n c e s .
M a y be r e q u ir e d to s e le c t p r o p e r c o o la n ts and cuttin g and lu b r ic a tin g o ils ,
to r e c o g n iz e w hen to o ls n e e d d r e s s in g , and to d r e s s to o ls . In g e n e r a l, the
w o r k o f a m a c h in e - to o l o p e r a t o r (t o o lr o o m ) at th e s k ill l e v e l c a lle d f o r in
th is c la s s ific a t io n r e q u ir e s e x te n s iv e k n o w le d g e o f m a c h in e -s h o p and t o o l ­
r o o m p r a c t ic e u s u a lly a c q u ir e d th ro u gh c o n s id e r a b le o n - th e - jo b tr a in in g and
e x p e r ie n c e .

s e ttin g up and o p e r a tin g v a r io u s m a c h in e to o ls and r e la t e d equ ip m en t; u sin g
v a r io u s t o o l and d ie m a k e r 's h a n d too ls and p r e c is io n m e a s u rin g in s tr u m e n ts ;
w o r k in g to v e r y c lo s e t o le r a n c e s ; h e a t - t r e a t in g m e t a l p a r ts and fin is h e d to o ls
and d ie s to a c h ie v e r e q u ir e d q u a litie s ; fittin g and a s s e m b lin g p a r ts to p r e ­
s c r ib e d to le r a n c e s and a llo w a n c e s .
In g e n e r a l, th e t o o l and d ie m a k e r 's
w o r k r e q u ir e s rou n ded tr a in in g in m a c h in e -s h o p and t o o lr o o m p r a c t ic e
u s u a lly a c q u ir e d th ro u g h f o r m a l a p p re n tic e s h ip o r e q u iv a le n t tr a in in g and
e x p e r ie n c e .

F o r c r o s s - in d u s t r y w a g e study p u r p o s e s , th is c la s s ific a t io n does not
in c lu d e m a c h in e - to o l o p e r a t o r s (t o o lr o o m ) e m p lo y e d in t o o l and d ie jo b b in g
shops.
T O O L A N D D IE M A K E R
C o n s tru c ts and r e p a ir s j i g s , fix t u r e s , cu ttin g t o o ls , g a u g e s , o r
m e t a l d ie s o r m o ld s u sed in shap in g o r fo r m in g m e t a l o r n o n m e ta llic
m a t e r ia l ( e . g . , p la s t ic , p la s t e r , ru b b e r , g la s s ).
W o rk t y p ic a lly i n v o lv e s :
P la n n in g and la y in g out w o r k a c c o r d in g to m o d e ls , b lu e p rin ts , d r a w in g s , o r
o th e r w r itte n o r o r a l s p e c ific a t io n s ; u n d ersta n d in g the w o rk in g p r o p e r t ie s o f
co m m o n m e ta ls
and a llo y s ;
s e le c tin g a p p r o p r ia te m a t e r ia ls , t o o ls , and
p r o c e s s e s r e q u ir e d to c o m p le te ta s k ; m a k in g n e c e s s a r y shop co m p u ta tio n s ;

F o r c r o s s - in d u s t r y w a g e study p u r p o s e s , th is c la s s ific a t io n d oes not
in c lu d e t o o l and d ie m a k e r s w ho (1 ) a r e e m p lo y e d in to o l and d ie jo b b in g
shops o r (2 ) p ro d u c e fo r g in g d ie s (d ie s in k e r s ).
S T A T I O N A R Y E N G IN E E R
O p e r a te s and m a in ta in s and m a y a ls o s u p e r v is e the o p e r a tio n o f
s ta tio n a r y e n g in e s and e q u ip m en t (m e c h a n ic a l o r e l e c t r i c a l ) to supply the
e s ta b lis h m e n t in w h ich e m p lo y e d w ith p o w e r , h e a t, r e f r ig e r a t io n , o r a i r c o n d itio n in g . W o r k in v o lv e s : O p e r a tin g and m a in ta in in g eq u ip m en t such as
s te a m e n g in e s , a ir c o m p r e s s o r s , g e n e r a t o r s , m o t o r s , tu r b in e s , v e n tila tin g
and r e f r ig e r a t in g e q u ip m en t, s te a m b o i l e r s and b o i l e r - f e d w a t e r pum ps;
m a k in g e q u ip m en t r e p a ir s ; and k e e p in g a r e c o r d o f o p e r a tio n o f m a c h in e r y ,
te m p e r a t u r e , and fu e l c o n su m p tio n .
M a y a ls o s u p e r v is e th es e o p e r a tio n s .
H ea d o r c h ie f e n g in e e r s in e s ta b lis h m e n ts e m p lo y in g m o r e than one e n g in e e r
a r e e x c lu d e d .
B O IL E R

TE N D E R

F i r e s s ta tio n a r y b o ile r s to fu r n is h the e s ta b lis h m e n t in w h ich e m ­
p lo y e d w ith h e a t, p o w e r , o r s te a m .
F e e d s fu e ls to f i r e b y hand o r
o p e r a te s a m e c h a n ic a l s to k e r , g a s , o r o i l b u r n e r; and ch eck s w a t e r and
s a fe ty v a lv e s . M a y c le a n , o i l , o r a s s is t in r e p a ir in g b o ile r r o o m equ ip m en t.

Material Movement and Custodial
T R U C K D R IV E R

S H IP P E R A N D R E C E IV E R

D r iv e s
a tru c k w ith in a c ity o r in d u s tr ia l a r e a to tr a n s p o r t
m a t e r ia ls , m e r c h a n d is e , e q u ip m en t, o r w o r k e r s b e tw e e n v a r io u s ty p e s o f
e s ta b lis h m e n ts such as:
M a n u fa c tu rin g p la n ts , fr e ig h t d e p o ts , w a r e h o u s e s ,
w h o le s a le and r e t a il e s ta b lis h m e n ts , o r b e tw e e n r e t a il e s ta b lis h m e n ts and
c u s to m e r s ' h o u ses o r p la c e s o f b u s in e s s .
M a y a ls o loa d o r unload tru c k
w ith o r w ith ou t h e lp e r s , m a k e m in o r m e c h a n ic a l r e p a ir s , and k e ep tr u c k in
g o o d w o rk in g o r d e r .
S a le s r o u te and o v e r - t h e - r o a d d r iv e r s a r e e x c lu d e d .

P e r f o r m s c l e r i c a l and p h y s ic a l ta s k s in c o n n e c tio n w ith sh ip p in g
good s o f th e e s ta b lis h m e n t in w h ich e m p lo y e d and r e c e iv in g in c o m in g
s h ip m en ts .
In p e r fo r m in g d a y - t o - d a y , ro u tin e ta s k s , fo llo w s e s ta b lis h e d
g u id e lin e s . In han d lin g unusual n o n rou tin e p r o b le m s , r e c e i v e s s p e c ific g u id ­
an ce f r o m s u p e r v is o r o r o th e r o f f i c i a l s .
M a y d ir e c t and c o o rd in a te the
a c t iv it ie s o f o th e r w o r k e r s e n g a g e d in h a n d lin g good s to b e sh ip p ed o r b e in g
r e c e iv e d .

F o r w a g e study p u r p o s e s ,
r a te d c a p a c ity o f tr u c k , as fo llo w s :

S h ip p e rs t y p ic a lly a r e
r e s p o n s ib le f o r
m o s t o f the fo llo w in g :
V e r if y in g that o r d e r s a r e a c c u r a te ly f i l l e d by c o m p a rin g ite m s and q u a n titie s
o f good s g a th e r e d f o r sh ip m en t a g a in s t d oc u m e n ts ; in s u r in g that sh ip m en ts
a r e p r o p e r ly p a c k a g e d , id e n tifie d w ith s h ip p in g in fo r m a tio n , and lo a d e d into
tr a n s p o r tin g v e h ic le s ; p r e p a r in g and k e e p in g r e c o r d s o f good s sh ip p ed , e . g . ,
m a n ife s t s , b ills o f la d in g .

t r u c k d r iv e r s

a r e c la s s ifie d

by ty p e and

T r u c k d r i v e r , lig h t tru c k
(s tr a ig h t tr u c k , u n d er (I V 2 to n s , u s u a lly 4 w h e e ls )
T r u c k d r i v e r , m e d iu m tru c k
(s tr a ig h t tr u c k , IV 2 to 4 ton s in c lu s iv e , u s u a lly 6 w h e e ls )
T r u c k d r iv e r , h e a v y tru c k
(s tr a ig h t tr u c k , o v e r 4 to n s , u s u a lly 10 w h e e ls )
T r u c k d r iv e r , t r a c t o r - t r a ile r




R e c e iv e r s t y p ic a lly a r e r e s p o n s ib le f o r m o s t o f the fo llo w in g :
V e r if y in g th e c o r r e c t n e s s o f in c o m in g sh ip m en ts b y c o m p a rin g ite m s and
q u a n titie s u n load ed a g a in s t b ills o f la d in g , in v o ic e s , m a n ife s ts , s to r a g e

S H I P P E R A N D R E C E I V E R — C ontinued

M A T E R I A L H A N D L IN G L A B O R E R — C ontinued

r e c e ip t s , o r o th e r r e c o r d s ; ch e c k in g f o r d a m a ge d g ood s ; in s u rin g that
good s a r e a p p r o p r ia t e ly id e n tifie d f o r rou tin g to d e p a rtm e n ts w ith in the
e s ta b lis h m e n t; p r e p a r in g and k e e p in g r e c o r d s o f good s r e c e iv e d .

m a t e r ia ls o r m e r c h a n d is e in p r o p e r s to r a g e lo c a tio n ; and tr a n s p o r tin g
m a t e r ia ls o r m e r c h a n d is e b y h a n d tru ck, c a r , o r w h e e lb a r r o w .
L on gsh ore
w o r k e r s , who lo a d and unload s h ip s , a r e e x c lu d e d .

F o r w a g e study p u r p o s e s , w o r k e r s a r e c la s s ifie d as fo llo w s :
S h ip p e r
R e c e iv e r
S h ip p e r and r e c e i v e r

P O W E R -T R U C K O P E R A T O R
O p e r a te s a m a n u a lly c o n tr o lle d g a s o lin e - o r e le c t r ic - p o w e r e d tru c k
o r t r a c t o r to tr a n s p o r t good s and m a t e r ia ls o f a ll kinds about a w a r e h o u s e ,
m a n u fa c tu rin g p la n t, o r o th e r e s ta b lis h m e n t.
F o r w a g e study p u r p o s e s , w o r k e r s
tr u c k , as fo llo w s :

W AREHOUSEM AN
A s d ir e c t e d , p e r f o r m s a v a r ie t y o f w a re h o u s in g duties w h ich r e q u ir e
an u n d ersta n d in g o f th e e s ta b lis h m e n t's s to r a g e p la n . W o rk in v o lv e s m o s t
o f th e fo llo w in g : V e r i f y in g m a t e r ia ls (o r m e r c h a n d is e ) a g a in s t r e c e iv in g
d o c u m e n ts , n o tin g and r e p o r tin g d is c r e p a n c ie s and o b viou s d a m a g e s ; rou tin g
m a t e r ia ls to p r e s c r ib e d s to r a g e lo c a tio n s ; s to r in g , s ta c k in g , o r p a lle t iz in g
m a t e r ia ls in a c c o r d a n c e w ith p r e s c r ib e d s to r a g e m eth o d s ; r e a r r a n g in g and
ta k in g in v e n t o r y o f s to r e d m a t e r ia ls ; e x a m in in g s to r e d m a t e r ia ls and r e ­
p o r tin g d e t e r io r a t io n and d a m a g e ; r e m o v in g m a t e r ia l f r o m s to r a g e and
p r e p a r in g it f o r sh ip m en t. M a y o p e r a te hand o r p o w e r tru c k s in p e r fo r m in g
w a r e h o u s in g d u tie s .
E x c lu d e w o r k e r s w h o s e p r im a r y du ties in v o lv e sh ip p in g and r e ­
c e iv in g w o r k (s e e S h ip p e r and R e c e iv e r and Sh ip pin g P a c k e r ), o r d e r f illin g
(s e e O r d e r F i l l e r ) , o r o p e r a tin g p o w e r tru c k s (s e e P o w e r - T r u c k O p e r a t o r ).
O R D E R F IL L E R
F i l l s sh ip p in g o r t r a n s f e r o r d e r s f o r fin is h e d good s f r o m s to r e d
m e r c h a n d is e in a c c o r d a n c e w ith s p e c ific a tio n s on s a le s s lip s , c u s to m e r s '
o r d e r s , o r o th e r in s tr u c tio n s . M a y , in a d d ition to f ill in g o r d e r s and in d ic a tin g
ite m s f i l l e d o r o m itte d , k e ep r e c o r d s o f ou tgo in g o r d e r s , r e q u is itio n a d d i­
tio n a l s to c k o r r e p o r t s h o rt su p p lies to s u p e r v is o r , and p e r f o r m o th e r r e la te d
d u ties.
S H IP P IN G P A C K E R
P r e p a r e s fin is h e d p ro d u c ts f o r sh ip m en t o r s to r a g e by p la c in g th em
in s h ip p in g c o n ta in e r s , the s p e c ific o p e r a tio n s p e r fo r m e d b e in g dependent
upon th e t y p e , s i z e , and n u m b er o f units to be p ac k ed , the ty p e o f c o n ta in e r
e m p lo y e d , and m eth o d o f s h ip m en t.
W o r k r e q u ir e s the p la c in g o f ite m s in
sh ip p in g c o n ta in e r s and m a y in v o lv e one o r m o r e o f the fo llo w in g : K n o w le d g e
o f v a r io u s ite m s o f sto c k in o r d e r to v e r i f y con tent; s e le c tio n o f a p p ro p ria te
ty p e and s iz e o f c o n ta in e r ; in s e r tin g e n c lo s u r e s in c o n ta in e r; u sin g e x c e ls io r
o r o th e r m a t e r ia l to p re v e n t b r e a k a g e o r d a m a g e ; c lo s in g and s e a lin g
c o n ta in e r ; and a p p lyin g la b e ls o r e n te r in g id e n tify in g data on c o n ta in e r.
P a c k e r s w ho a ls o m ak e w o od en b o x e s o r c r a te s a r e exc lu d e d .
M A T E R I A L H A N D L IN G L A B O R E R
A w o r k e r e m p lo y e d in a w a r e h o u s e , m a n u fa c tu rin g p lan t, s t o r e , o r
o th e r e s ta b lis h m e n t w h o s e d u ties in v o lv e one o r m o r e o f th e fo llo w in g :
L o a d in g and un load in g v a r io u s m a t e r ia ls and m e r c h a n d is e on o r f r o m fr e ig h t
c a r s , tr u c k s , o r o th e r tr a n s p o r tin g d e v ic e s ; un pack in g, s h e lv in g , o r p la c in g




a r e c la s s ifie d by typ e o f p o w e r -

F o r k lif t o p e r a to r
P o w e r - t r u c k o p e r a t o r (o th e r than f o r k l i f t )
GUARD
P r o t e c t s p r o p e r ty f r o m th e ft o r d a m a g e , o r p e rs o n s f r o m h a za rd s
o r in t e r f e r e n c e .
D u ties in v o lv e s e r v in g at a fix e d p o s t, m ak in g rounds on
fo o t o r b y m o to r v e h ic le , o r e s c o r t in g p e rs o n s o r p r o p e r ty . M a y be d e p u tize d
to m ak e a r r e s t s .
M a y a ls o h e lp v i s i t o r s
and c u s to m e rs by a n s w e rin g
q u e s tio n s and g iv in g d ir e c tio n s .
G u ard s e m p lo y e d b y e s ta b lis h m e n ts w h ich p r o v id e p r o t e c t iv e
v ic e s on a c o n tra c t b a s is a r e in c lu d e d in th is oc c u p a tio n .

ser­

F o r w a g e study p u r p o s e s , gu ard s a r e c la s s ifie d as fo llo w s :
G u ard A
E n fo r c e s
r e g u la tio n s d e s ig n e d to p r e v e n t b re a c h e s o f s e c u r ity .
E x e r c is e s ju d g m e n t and u ses d is c r e tio n in d e a lin g w ith e m e r g e n c ie s and
s e c u r ity v io la t io n s e n c o u n te red .
D e te rm in e s w h e th e r f i r s t res p o n s e should
be to in te r v e n e d ir e c t ly (a s k in g f o r a s s is ta n c e w hen d e e m e d n e c e s s a r y and
tim e a llo w s ), to k e ep situ a tion under s u r v e illa n c e , o r to r e p o r t situ a tion
so that it can be h andled b y a p p r o p r ia te a u th o rity .
D uties r e q u ir e s p e ­
c ia liz e d tr a in in g in m eth od s and te c h n iq u e s o f p r o te c tin g s e c u r ity a r e a s .
C o m m o n ly , th e g u a rd is r e q u ir e d to d e m o n s tr a te continuing p h y s ic a l fitn e s s
and p r o f ic ie n c y w ith f ir e a r m s o r o th e r s p e c ia l w eap on s.
G u ard B
C a r r ie s out in s tru c tio n s p r i m a r i l y o r ie n te d to w a r d in s u rin g that
e m e r g e n c ie s and s e c u r ity v io la t io n s a r e r e a d ily d is c o v e r e d and r e p o r te d to
a p p r o p r ia te a u th o rity .
In te r v e n e s d ir e c t ly o n ly in situ ation s w h ich r e q u ir e
m in im a l a c tio n to s a fe g u a rd p r o p e r t y o r p e r s o n s .
D u ties r e q u ir e m in im a l
tr a in in g .
C o m m o n ly , the g u ard is not r e q u ir e d to d e m o n s tra te p h y s ic a l
fitn e s s .
M a y be a r m e d , but g e n e r a lly is not r e q u ir e d to d e m o n s tra te
p r o fic ie n c y in th e use o f f ir e a r m s o r s p e c ia l w ea p on s.
J A N IT O R , P O R T E R , O R C L E A N E R
C lea n s and k eep s in an o r d e r l y c o n d itio n fa c t o r y w o rk in g a r e a s and
w a s h r o o m s , o r p r e m is e s o f an o f f i c e , a p a rtm e n t h o u s e , o r c o m m e r c ia l o r
o th e r e s ta b lis h m e n t. D u ties in v o lv e a c o m b in a tio n o f the fo llo w in g : S w e e p in g ,
m op p in g o r s c ru b b in g , and p o lis h in g f l o o r s ; r e m o v in g c h ip s , tr a s h , and o th e r
r e fu s e ; d usting e q u ip m en t, fu r n itu r e , o r fix t u r e s ; p o lis h in g m e t a l fix tu r e s o r
tr im m in g s ; p r o v id in g s u p p lies and m in o r m a in te n a n c e s e r v i c e s ; and c le a n in g
la v a t o r ie s , s h o w e r s , and r e s t r o o m s .
W o r k e r s who s p e c ia liz e in w in d o w
w a sh in g a r e e x c lu d e d .

Service Contract
Act Surveys
T h e fo llo w in g a r e a s a r e s u r ­
v e y e d p e r io d ic a lly f o r u se in a d m in ­
is t e r in g th e S e r v i c e C o n tra c t A c t
o f 1965.
S u r v e y r e s u lt s a r e pub­
lis h e d in r e le a s e s w h ich a r e a v a ila ­
b le , a t no c o s t, w h ile su p p lies la s t
f r o m any o f th e B L S r e g io n a l o ffic e s
shown on the b a c k c o v e r .
A la s k a (s ta te w id e )
A lb a n y , G a.
A le x a n d r ia , L a .
A lp e n a , S ta n d ish , and
T a w a s C ity , M ic h .
A s h e v i l l e , N .C .
A tla n tic C ity , N .J .
A u g u s ta , G a.— .C .
S
A u s tin , T e x .
B a k e r s fie ld , C a lif.
B a to n R o u g e , L a .
B a ttle C r e e k , M ic h .
B e a u m o n t —P o r t A r t h u r -

O ran ge, T ex.
B ilo x i— u lfp o r t and
G
P a s c a g o u la , M is s .
B r e m e r t o n , W ash .
B r id g e p o r t , N o r w a lk , and
S ta m fo r d , Conn.
B ru n s w ic k , G a.
C e d a r R a p id s , Iow a
C h a m p a ign —U rb an a—R a n to u l, 111.
C h a r le s to n , S .C .
C h eyen n e, W yo.
C la r k s v i l l e —H o p k in s v ille , T erm .—K y.
C o lo r a d o S p r in g s , C o lo .
C o lu m b ia , S .C .
C o lu m b u s, M is s .
C ra n e , Ind.
D e c a tu r , 111.
D es M o in e s , Io w a
D othan , A la .
Duluth— u p e r io r , M in n .—W is .
S
E l P a s o , T e x . , and A la m o g o r d o — a s
L
C ru c e s , N. M ex.
E u g en e— p r in g fie ld and M e d fo r d —
S
K la m a th F a l l s — r a n ts P a s s —
G
R o s e b u rg , O reg.
F a y e t t e v i l l e , N .C .
F itc h b u r g —L e o m i n s t e r , M a s s .




F o r t R ile y —Jun ction C ity , K ans.
F o r t S m ith , A r k .—O kla.
F o r t W a y n e, Ind.
F r e d e r ic k —H a g e rs to w n —
C h a m b e r s b u r g , M d .—P a .
G a d s d en and A n n is to n , A la .
G o ld s b o r o , N .C .
G ran d Is la n d — a s tin g s , N e b r .
H
G u am , T e r r i t o r y o f
H a r r is b u r g —L e b a n o n , P a .
L a C r o s s e , W is .
L a red o, Tex.
L a w to n , O kla.
L e x in g to n —F a y e tt e , K y.
L i m a , O hio
L o g a n s p o r t—P e r u , Ind.
L o w e r E a s t e r n S h o re , M d .—V a .—D e l.
M a c o n , G a.
M a d is o n , W is .
M a in e (s ta te w id e )
M c A lle n — h a r r —E d in b u rg and
P
B r o w n s v ille —H a r lin g e n —
San B e n ito , T e x .
M e r id ia n , M is s .
M id d le s e x , M on m ou th , and
O c e a n C o s ., N .J.
M o b ile and P e n s a c o la , A la . —F la .
M on tana (s ta te w id e )
N a s h v ille —D a v id s o n , T en n .
N e w B e r n — a c k s o n v ille , N .C .
J
N e w H a m p s h ir e (s ta te w id e )
N e w L o n d o n — o r w ic h , Conn.—R .I.
N
N o r th D ak ota (s ta te w id e )
N o r th e r n N e w Y o r k
O rla n d o , F la .
O x n a r d -S im i V a lle y —V e n tu ra , C a lif.
P h o e n ix , A r i z .
P in e B lu ff, A r k .
P u e b lo , C o lo .
P u e r t o R ic o
R a le ig h —D u rh a m , N .C .
R en o, N ev.
R iv e r s id e —
San B e r n a rd in o —
O n ta r io , C a lif.
S a lin a , K an s.
S a lin a s — e a s id e —M o n te r e y , C a lif.
S
S andusky, O hio
Santa B a r b a r a —
Santa M a r ia —
L o m p o c , C a lif.

Savannah, Ga.
S e lm a , A la .
S h e rm a n — e n is o n , T e x .
D
S h r e v e p o r t, L a .
South D ak ota (s ta te w id e )
S o u th ern Idaho
S o u th w e s te rn V ir g in ia
S p r in g fie ld , 111.
S p r in g fie ld —C h ic o p e e —H o ly o k e ,
M a s s .—Conn.
S tock ton , C a lif.
T a c o m a , W ash.
T a m p a -S t. P e t e r s b u r g , F la .
T o p e k a , K ans.
T u ls a , O kla.
U p p e r P e n in s u la , M ic h .
V a lle jo —F a i r f i e l d — a p a , C a lif.
N
V e r m o n t (s t a t e w id e )
V ir g in Isla n d s o f th e U.S.
W a c o and K ille e n — e m p le , T e x .
T
W a t e r lo o —C e d a r F a lls , Iow a
W e s t T e x a s P la in s
W e s t V ir g in ia (s t a t e w id e )
W ilm in g to n , D e l.— . J.—M d.
N
Y a k im a , R ic h la n d —K e n n e w ic k , and
W a lla W a lla —P e n d le to n ,
W a sh .—O r e g .

A LS O A V A IL A B L E —
A n annual r e p o r t on s a la r ie s f o r
a c cou n ta n ts, a u d ito rs , c h ie f a c c o u n t­
a n ts , a tto r n e y s , jo b a n a ly s ts , d i r e c ­
t o r s o f p e r s o n n e l, b u y e r s , c h e m is t s ,
e n g in e e r s , e n g in e e rin g te c h n ic ia n s ,
d r a ft e r s , a n d c l e r i c a l e m p lo y e e s
is a v a ila b le .
O r d e r as B L S B u lle ­
tin 1931, N a tio n a l S u rv e y o f P r o ­
f e s s io n a l, A d m in is t r a t iv e , T e c h n ic a l
and C l e r i c a l P a y , M a r c h 1976, $1.35
a c o p y , f r o m any o f the B L S r e ­
g io n a l s a le s o f fic e s shown on th e
b a c k c o v e r , o r f r o m th e S u p e r in ­
te n d en t o f D o c u m e n ts , U.S. G o v e r n ­
m en t P r in tin g O ffic e , W a sh in g ton ,
D .C . 20402.

Area Wage
Surveys
A l i s t o f th e la t e s t b u lle tin s a v a ila b le is p r e s e n te d b e lo w .
B u lle tin s
m a y be p u rc h a s e d f r o m an y o f the B L S r e g io n a l o f f ic e s show n on the b a ck
c o v e r , o r f r o m the S u p e rin te n d e n t o f D o c u m e n ts , U.S. G o v e r n m e n t P r in tin g
O f f ic e , W a s h in g to n , D .C . 20402.
M a k e c h eck s p a y a b le to S u p e rin te n d e n t o f
D oc u m e n ts .
A d i r e c t o r y o f o c c u p a tio n a l w a g e s u r v e y s , c o v e r in g the y e a r s
1950 th ro u g h 1975, is a v a ila b le on re q u e s t.

A rea
A k r o n , O h io , D e c . 1 9 7 6 1_________________________________________
A lb a n y — c h e n e c ta d y —T r o y , N . Y . , Sept. 1976 _________________
S
A n a h e im —
Santa A n a — a r d e n G r o v e ,
G
C a lif. , O ct. 1976__________________________________________________
A tla n ta , G a . , M a y 1 977___________________________________________
B a lt im o r e , M d . , A u g . 1 977_______________________________________
B illin g s , M o n t., J u ly 1977 1 _____________________________________
B ir m in g h a m , A l a . , M a r . 1977___________________________________
B o s to n , M a s s ., A u g . 1976 _______________________________________
B u ffa lo , N . Y . , O ct. 1976 _________________________________________
C anton, O h io , M a y 1977 1 _______________ _______________________
C h a tta n o og a , T e n n .- G a ,, Sept. 1977____________________________
C h ic a g o , 111., M a y 1977 1_________________________________________
C in c in n a ti, O h io — y .— d ., J u ly 1977 1 ________________________
K
In
C le v e la n d , O h io , Sept. 1 976______________________________________
C olu m b u s, O h io , O ct. 1976_______________________________________
C orpu s C h r is t i, T e x . , July 1 9 7 7 * ______________________________
D a lla s —F o r t W o rth , T e x . , O ct. 1976___________________________
D a v e n p o r t— o c k Is la n d — o lin e , Io w a —
R
M
111., F e b . 1977 1 _____
D ayton , O h io , D e c . 1976 _________________________________________
D ayton a B e a c h , F la . , A u g . 1977 1_______________________________
D e n v e r — o u ld e r , C o lo ., D e c . 1 976_____________________________
B
D e t r o it , M ic h ., M a r . 1 977________________________________________
F r e s n o , C a l i f. , June 1977 ________________________________________
G a in e s v ille , F l a . , S ep t. 1977 1___________________________________
G r e e n B a y , W is . , J u ly 1977______________________________________
G r e e n s b o r o — in s to n -S a le m —H ig h P o in t,
W
N .C ., A u g . 1977 1_________________________________________________
G r e e n v i l l e — p a r ta n b u r g , S .C ., June 1977 _____________________
S
H a r t fo r d , C on n ., M a r . 1977______________________________________
H ou ston , T e x . , A p r . 1976 _______________________________________
H u n ts v ille , A l a . , F e b . 1977 1_____________________________________
In d ia n a p o lis , In d ., O ct. 1 976_____________________________________
J a c k s o n , M i s s . , Jan. 1977 1 ______________________________________
J a c k s o n v ille , F l a . , D e c . 1 9 7 6 1__________________________________
K an sas C ity , M o .- K a n s ., Sept. 1 9 7 6 1 __________________________
L o s A n g e le s — o n g B e a c h , C a lif. , O ct. 1 9 76 __________________
L
L o u i s v i l l e , K y .—In d ., N o v . 1976_________________________________
M e m p h is , T e n n .— r k . —M i s s . , N o v . 1976 1 ____________________
A




B u lle tin n u m b er
and p r i c e *
1900-76, 85 cen ts
1900-59, 55 cen ts
1900-67,
1950-17,
1950-39,
1950-40,
1950-8,
1900-53,
1 900-70,
1950-28,
1950-44,
1950-41,
1950-45,
1 900-62,
1 900-68,
1 950-35,
1 900-63,
1 950-26,
1 900-78,
1950-43,
1 900-73,
1 950-13,
1 950-30,
1950-46,
1950 -3 6 ,

75 c en ts
$1.2 0
$ 1 .2 0
$ 1 .0 0
85 cen ts
85 c en ts
75 c en ts
$1 .1 0
70 ce n ts
$ 1 .4 0
$ 1 .2 0
95 c en ts
75 c en ts
$ 1 .0 0
85 c en ts
$ 1 .1 0
85 cen ts
$ 1 .0 0
85 cen ts
$ 1 .2 0
70 cen ts
$ 1 .0 0
70 c en ts

1950-42,
1950-33,
1950 -9 ,
1 900-26,
1950 -4 ,
1 900-58,
1950 -2 ,
1 900-80,
1 900-60,
1900-77,
1 900-69,
1900-7 5,

$ 1 .1 0
70 ce n ts
80 cen ts
85 ce n ts
$ 1 .4 0
75 c en ts
$ 1 .5 0
85 c en ts
$ 1 .0 5
85 cen ts
55 cen ts
85 cen ts

B u lle tin n u m b er
and p r ic e *

A rea
M ia m i, F la . , Oct. 197 6 ____________________________________
M ilw a u k e e , W is ., A p r . 1977 ______________________________
M in n e a p o lis —
St. P a u l, M in n .—W is ., Jan. 1977 _________
N a s sa u — u ffo lk , N . Y . , June 1977 ________________________
S
N e w a r k , N .J ., Jan. 1977 __________________________________
N e w O r le a n s , L a . , Jan. 1977 1 ___________________________
N e w Y o r k , N .Y . —N .J ., M a y 1977_________________________
N o r fo lk —V ir g in ia B ea ch —P o r ts m o u th , V a .—
N .C ., M a y 1977 ................. ....................................................
N o r fo lk —V ir g in ia B e a c h - P o r ts m o u th and
N e w p o r t N e w s — a m p ton , V a .— .C ., M a y 1977______
H
N
N o r th e a s t P e n n s y lv a n ia , A u g . 1977 1____________________
O k la h o m a C ity , O k la . , A u g . 1 976________________________
O m ah a, N e b r .—Io w a , O ct. 197 6 ___________________________
P a t e r s o n —C lifto n —P a s s a ic , N . J . , June 1977 ___________
P h ila d e lp h ia , P a .—N . J . , N o v . 1 97 6 1_____________________
P itts b u r g h , P a ., Jan. 1977________________________________
P o r tla n d , M a in e , D e c . 1 9 7 6 1 _____________________________
P o r tla n d , O r e g .—W a s h ., M a y 1977 1_____________________
P o u g h k e e p s ie , N . Y . , June 1977 __________________________
P o u g h k e e p s ie —K in g s to n — e w b u rg h , N . Y . , June 1976_.
N
P r o v id e n c e —W a r w ic k —P a w tu c k e t, R . I . —
M a s s ., June 1977 1 ________________________________________
R ic h m o n d , V a . , June 1977 1 ______________________________
St. L o u is , M o .—
111., M a r . 1977 ___________________________
S a c r a m e n to , C a lif . , D e c . 1976 ___________________________
S a g in a w , M ic h ., N o v . 1 9 7 6 1______________________________
S a lt L a k e C ity —O gden, Utah, N o v . 1976________________
San A n to n io , T e x . , M a y 1977 1____________________________
San D ie g o , C a lif. , N o v . 1 976_____________________________
San F r a n c is c o — a k lan d , C a lif. , M a r . 1977 ___________
O
San J o s e , C a lif. , M a r . 1977______________________________
S e a ttle —E v e r e t t , W a s h ., Jan 1977 1______________________
South B en d , In d ., M a r . 1976 _____________________________
S y r a c u s e , N . Y . , Ju ly 1 97 6 ________________________________
T o le d o , O hio— ic h . , M a y 1 977___________________________
M
T r e n to n , N .J ., Sept. 1 976_________________________________
U tic a —R o m e , N . Y . , July 1977 1 __________________________
W a s h in g to n , D. C .— d .—V a . , M a r . 1977 ________________
M
W ic h ita , K a n s ., A p r . 1977 1 ______________________________
W o r c e s t e r , M a s s ., A p r . 1977 ___________________________
Y o r k , P a ., F e b . 1977 ______________________________________

_

1900-66, 7 5 cents
1950-14, $ 1.10
$ 1.60
1950-3,
1050-27, $ 1.00
$ 1.60
1950-7,
1950-5,
$1 .6 0
1950-31, $ 1.20
1950-20, 70 cen ts

_ _

1950-21,
1950-38,
1900-42,
1900-61,
1950-34,
1000-64,
1950-1,
1900-72,
1950-32,
1950-25,
1900-55,

1950-22,
1950-23,
1950-10,
1000-71,
1000-74,
1900-65,
1950-24,
1900-79,
1950-29,
1950-19,
1050-12.
1000-5.
1q 0 0 -4 4 ,
. 1950-18,
. 1900-56,
1950-37,
1950-11,
1950-16,
1050-15,
1050-6,

v

Prices are d e t e r m i n e d by the G o v e r n m e n t Printing Office a n d are subject to change.

1

D a t a o n establishment practices a n d s u pp le me nt ar y w a g e provisions are also presented.

70 cen ts
$ 1 .1 0
55 cents
55 cen ts
70 cen ts
$ 1.10
$ 1.50
85 cen ts
$ 1.20
70 c en ts
55 c en ts
$ 1.20
$ 1.10
$ 1.20
55 cen ts
75 cen ts
55 cen ts
$ 1.10
55 c en ts
$ 1.20
$ 1.00
$ 1.20
55 c en ts
55 cen ts
80 cen ts
55 c en ts
$ 1.10
$ 1.20
$1.1 0
70 cen ts
$1.1 0

Postage and Fees Paid
U.S. Department of Labor

U.S. Department of Labor
Bureau of Labor Statistics
Washington, D.C. 20212

Third Class Mail

Official Business
Penalty for private use, $300

Lab-441

Bureau of Labor Statistics Regional Offices
Region I

Region I
I

Region 11
1

Region IV

1603 JFK Federal Building
Government Center
Boston, Mass. 02203
Phone: 223-6761 (AreaCode617)

Suite 3400
1515 Broadway
New York, N Y. 10036
Phone: 399-5406 (AreaCode212)

3535 Market Street,
P O Box 13309
Philadelphia, Pa. 19101
Phone: 596-1154 (AreaCode215)

Suite 540
M71 Peachtree St., N.E.
Atlanta, Ga. 30309
Phone:881-4418 (Area Code 404)

Connecticut
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District of Columbia
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Region V

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I

Regions V Iand V I
I
II

Regions IX and X

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Chicago, III. 60604
Phone: 353-1880 (AreaCode312)

Second Floor
555 Griffin Square Building
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Phone: 749-3516 (AreaCode214)

Federal Office Building
911 Walnut St., 15th Floor
Kansas City, Mo. 64106
Phone: 374-2481 (AreaCode816)

450 Golden Gate Ave.
Box 36017
San Francisco, Calif. 94102
Phone: 556-4678 (Area Code 415)

Arkansas
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VI
I

VI
II

IX

X

Iowa
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Colorado
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Wyoming