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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. 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