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SUB" '50to--S'c)
Area
Wage
Survey
Gary—HammondEast Chicago, Indiana,
Metropolitan Area, November 1981
U.S. Department of Labor
Bureau of Labor Statistics
Bulletin 3010-59
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
East Chicago
Hammond
Lake County
SOUTHWEST MISSOURI STATt
UNIVERSITY LIBRARY
y£ DEPOSITORY COPY
SOUTHWEST MISSOURI STATt
UNIVERSITY LIBRARY
MISSOURI DEPOSITORY COfY
FEB 1 1 1982
Porter County
Preface
This bulletin provides results of a November 1981 survey of occupational
earnings in the Gary-Hammond-East Chicago, Ind., 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 Chicago, 111., under the general direction of Lois L. Orr, 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 wishes to express sincere appreciation for the cooperation received.
Unless specifically identified as copyright, material in this publication is in
the public domain and may, with appropriate credit, be reproduced without
permission.
Note:
Available for the city of Hammond are listings of union wage rates for
building trades, printing trades, local-transit operating employees, local
truckdrivers and helpers, and grocery store employees. Also available for the
city of Gary are listings of union wage rates for seven selected building trades.
Free copies of these are available from the Bureau’s regional offices. (See back
cover for addresses.)
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Area
Wage
Survey
Gary—HammondEast Chicago, Indiana,
Metropolitan Area, November 1981
U.S. Department of LaPor
Contents
^grTToS
Raymond J. Donovan, Secretary
Bureau of LaPor Statistics
Janet L. Norwood,
Commissioner
Introduction...................................................................................
2
Bulletin 3010-59
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Federal Reserve Bank of St. Louis
Tables—Continued
A- 8.
j
January 1982
Page
Page
Tables:
Earnings, all establishments:
A- 1. Weekly earnings of office workers.........................
A- 2. Weekly earnings of professional and
technical workers...................................................
A- 3. Average weekly earnings of office,
professional, and technical workers,
by sex.........................................................................
A- 4. Hourly earnings of maintenance, toolroom,
and powerplant workers.........................................
A- 5. Hourly earnings of material movementand
custodial workers...................................................
A- 6. Average hourly earnings of maintenance,
toolroom, powerplant, material movement,
and custodial workers, by sex..............................
A- 7. Percent increases for selected occupational
groups .......................................................................
A- 9.
3
5
6
7
8
9
9
A-10.
A-11.
Pay relationships in establishments with
paired office clerical occupations.............
Pay relationships in establishments with
paired professional and technical
occupations....................................................
Pay relationships in establishments with
paired maintenance, toolroom, and
powerplant occupations ............................
Pay relationships in establishments with
paired material movement and custodial
occupations....................................................
Appendixes:
A. Scope and method of survey
B. Occupational descriptions .
C. Job conversion table...........
Introduction
This area is 1 of 71 in which the U.S. Department of Labor’s Bureau of
Labor Statistics conducts surveys of occupational earnings and related
benefits. (See list of areas on inside back cover.) In each area, earnings data for
selected occupations (A-series tables) are collected annually. Information on
establishment practices and supplementary wage benefits (B-series tables) is
obtained every third year. This report has no B-series tables.
Each year after all individual area wage surveys have been completed, two
summary reports are issued. The first brings together data for each metropoli
tan area surveyed; the second presents national and regional estimates,
projected from individual metropolitan area data, for all Standard Metropoli
tan Statistical Areas in the United States, excluding Alaska and Hawaii.
A major consideration in the area wage survey program is the need to
describe the level and movement of wages in a variety of labor markets,
through the analysis of (1) the level and distribution of wages by occupation,
and (2) the movement of wages by occupational category and skill level. The
program develops information that may be used for many purposes, including
wage and salary administration, collective bargaining, and assistance in
determining plant location. Survey results also are used by the U.S. Depart
ment of Labor to make wage determinations under the Service Contract Act of
1965.
employing 500 workers or more.
Beginning in 1981, multilevel jobs are designated numerically instead of
alphabetically. A job conversion list is provided in appendix C.
Table A-7 provides indexes and percent changes in average hourly earnings
for 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 maintenance
workers in nonmanufacturing because the number of workers employed 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 establish
ments as well as turnover of establishments included in survey samples. For
further details, see appendix A.
Tables A-8 through A-l 1 provide measures of pay relationships in establish
ments. These measures may differ considerably from the pay relationships of
overall area averages published in tables A-l through A-6. See appendix A for
details.
A-series tables
Appendixes
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. Where possible, occupations with related duties
(e.g., accounting clerks and payroll clerks) are clustered to facilitate compari
son. The occupations are defined in appendix B. For the 31 largest survey
areas, tables A-12 through A-17 provide similar data for establishments
Appendix A describes the methods and concepts used in the area wage
survey program and provides information on the scope of the survey.
Appendix B provides job descriptions used by Bureau field representatives
to classify workers by occupation.
Appendix C is an alphabetic to numeric conversion list for all multilevel jobs
in the survey.
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Federal Reserve Bank of St. Louis
Ind., November 1981
Table A-1. Weekly earnings of office workers in Gary-Hammon
Weekly earnings
(in dollars)1
Average
Occupation and industry
division
Secretaries..........................................
Manufacturing...............................
Nonmanufacturing........................
Number
of
workers
348
242
106
hours1
(stand
ard)
39.5
39.5
38.0
Mean2
355.50
413.00
224.50
Median2
362.00
455.50
217.00
Middle ra
228.00353.00197.50-
Number of workers receiving straight-time weekly earnings (in dollars) of —
110
and
under
120
120
140
160
180
200
220
240
260
280
300
320
340
360
380
400
420
440
480
520
560
140
160
180
200
220
240
260
280
300
320
340
360
380
400
420
440
480
520
560
600
1
-
-
1
18
25
3
22
35
13
22
25
17
8
6
7
7
2
-
-
5
1
3
18
21
9
12
_
Secretaries I....................................
Manufacturing...............................
67
55
39.5
39.5
356.00
388.00
433.50
433.50
228.00314.00-
-
-
3
3
4
-
Secretaries II...................................
40
38.5
232.50
207.00
176.50-
-
-
1
12
-
Secretaries III..................................
Manufacturing...............................
Nonmanufacturing........................
Secretaries IV.................................
180
135
45
51
39.5
39.5
38.0
39.5
367.50
417.50
217.50
404.50
435.00
461.00
210.50
483.50
241.50359.00192.50260.00-
_
-
-
_
-
130
47
40.0
40.0
390.50
419.00
395.00
425.00
391.50417.50-
-
-
-
Stenographers I..............................
112
40.0
386.50
395.00
391.50-
-
-
-
Manufacturing...............................
Nonmanufacturing........................
241
110
131
221
101
120
39.0
39.5
38.5
39.0
40.0
38.5
300.00
369.50
242.00
340.50
413.50
211.00
193.00340.50187.50-
308.00
385.50
243.00
344.50
416.50
208.50
196.50398.50187.50-
_
-
_
-
_
-
-
12
9
12
9
2
-
1
5
Stenographers....................................
Manufacturing...............................
Manufacturing...............................
Nonmanufacturing........................
6
3
3
5
1
25
40.0
279.00
287.50
262.50-
Accounting clerks..............................
Manufacturing..............................
Nonmanufacturing.......................
Transportation and utilities....
779
516
263
36
39.5
40.0
38.0
40.0
335.00
408.50
190.00
275.50
379.00
433.50
171.50
255.00
196.50382.00140.00210.00-
Manufacturing..............................
452
271
181
39.0
40.0
38.C
301.00
390.00
167.50
243.00
433.50
150.00
170.00379.00140.00-
456.00
467.50
235.00
252.50456.00204.00-
Nonmanufacturing.......................
315
233
82
40.0
40.0
39.0
384.00
434.50
240.00
-
-
-
“
“
-
-
1
-
-
-
16
13
-
2
2
-
-
19
10
17
15
-
-
-
3
3
4
.
10
10
”
-
-
-
2
7
2
3
-
-
-
-
-
2
7
-
-
-
-
-
-
-
-
_
_
_
-
-
1
6
“
“
“
'
'
7
7
1
-
3
3
6
23
17
_
_
1
_
_
-
-
-
-
“
"
—
2
2
—
'
-
-
4
3
-
6
19
12
10
-
3
-
-
-
4
17
53
10
-
-
6
10
-
3
-
-
-
7
3
4
28
28
6
6
1
1
.
35
58
29
29
36
17
19
1
32
6
26
6
4
3
1
-
24
24
-
64
37
27
7
47
23
24
39
28
11
11
4
7
5
3
2
3
3
_
_
8
-
-
8
11
6
5
25
9
16
18
6
12
27
3
24
1
24
24
7
3
4
9
7
4
7
3
■
27
27
63
28
*
39
37
2
42
4
-
6
5
1
-
59
■
2
1
1
-
42
“
■
-
~
39
8
31
-
28
-
6
5
1
-
59
-
2
1
1
-
35
3
-
39
8
31
-
63
2
4
39
37
2
6
42
-
10
10
3
-
12
27
27
-
-
'
15
18
-
-
*
12
-
1
-
-
67
-
-
-
”
-
-
6
6
-
-
-
36
36
“
-
-
'
14
14
-
-
~
-
_
-
-
21
21
-
1
'
4
4
-
_
3
■
16
16
14
5
-
1
1
“
16
16
-
_
-
-
3
3
67
1
-
1
1
"
3
3
3
_
1
1
3
-
-
15
15
-
-
-
-
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-
-
4
4
42
-
-
6
-
-
_
-
-
1
13
7
Order clerks II.................................
1
4
3
1
_
16
-
47
47
_
22
262.50-
4
4
_
-
433.50
2
2
6
-
373.50
-
4
4
13
150.00-
39.5
3
6
6
15
3
12
162.50
144
4
38
3
35
201.50
Order clerks........................................
3
3
18
3
15
39.5
179.00187.50-
1
7
3
4
55
189.00
189.00
1
-
File clerks I......................................
223.50
227.50
-
_
-
68
39.5
40.0
-
-
5
22
66
47
_
5
-
Switchboard operatorreceptionists....................................
Manufacturing...............................
_
6
-
-
_
6
164.00-
158.00156.00-
.
_
-
6
6
15
172.50
164.50
160.00
_
15
197.50
19
19
11
10
1
3
3
2
2
4
56
56
12
10
2
16
3
13
38.5
258.00
209.00
4
6
1
5
66
66
4
3
1
49
12
37
126
39.5
39.0
6
1
18
17
1
20
20
9
6
3
19
3
16
File clerks.............................................
62
45
16
3
13
5
5
5
3
2
7
3
4
18
Switchboard operators......................
Nonmanufacturing........................
9
15
1
14
1
-
-
-
-
-
-
17
8
8
9
9
5
5
121
121
156
156
-
-
“
”
6
6
4
4
121
121
43
43
28
28
-
110
110
35
35
28
28
17
17
8
8
64
64
■
-
3
3
-
-
“
6
6
9
—-
Table A-1. Weekly earnings of office workers In Gary-Hammond-East Chicago, Ind., November 1981 —Continued
Occupation and industry
division
Payroll clerks......................................
Manufacturing..............................
Nonmanufacturing........................
Number
Of
workers
158
122
36
Average
weekly
hours1
(stand
ard)
39.5
40.0
38.0
Weekly earnings
(in dollars)1
Mean*
325.50
358.00
215.50
Median*
283.50
374.00
202.00
Middle range*
208.00- 466.50
228.00- 476.00
140.00- 225.00
Key entry operators...........................
Manufacturing..............................
Nonmanufacturing........................
287
227
60
39.5
40.0
39.0
337.50
360.00
253.50
399.00
410.50
232.00
230.00- 410.50
281.50- 418.00
200.50- 269.50
Key entry operators I.....................
Manufacturing...............................
Nonmanufacturing........................
190
154
36
40.0
40.0
40.0
343.00
358.50
277.50
408.50
410.50
261.50
222.00- 420.50
263.50- 420.50
208.00- 362.50
Key entry operators II....................
Manufacturing...............................
97
73
39.5
40.0
327.00
363.00
346.50
410.50
233.50- 410.50
305.00- 410.50
Number of workers receiving straight-time weekly earnings (in dollars) of —
110
and
under
120
120
140
160
180
200
220
140
160
180
200
220
240
2
4
4
2
4
4
2
-
-
2
2
-
-
-
-
2
3
3
320
300
320
360
360
380
400
20
440
480
520
560
400
420
40
480
520
560
600
15
7
8
7
6
1
26
24
2
13
8
5
23
15
8
40
40
16
16
9
8
1
16
12
4
38
38
13
13
4
7
3
2
2
3
3
-
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
26C
260
4
10
24
24
-
_
-
-
-
_
.
-
-
-
-
-
-
-
-
-
.
Table A-2. Weekly earnings of professional and technical workers in Gary-Hammond-East Chicago, Ind., November 1981
Occupation and industry
division
Number
of
workers
Average
weekly
hours1
(standard)
Weekly earnings
(in dollars)1
Middle range2
Mean2
Number of workers receiving straight-time weekly earnings (in dollars) of
180
and
220
200
220
200
260
240
240
280
260
300
280
340
320
300
340
320
Computer systems analysts
360
39.0
39.5
502.50
556.50
480.50
518.50
412.50- 562.50
474.00- 649.50
-
-
-
-
3
1
-
3
-
_
_
_
-
-
-
-
-
-
36
39.0
469.00
451.50
397.50- 531.50
-
-
-
-
-
—
-
2
38
39.0
572.50
485.00
474.00- 681.50
136
117
40.0
40.0
512.00
536.00
487.50
512.00
409.00- 610.00
418.50- 641.50
.
.
_
_
1
3
1
3
4
-
-
-
-
-
-
-
-
46
40.0
391.50
409.00
371.00- 417.00
-
-
-
-
1
3
1
61
40.0
550.50
571.00
466.00- 643.50
-
-
-
-
-
-
182
125
37
39.5
40.0
39.5
407.00
444.00
283.00
454.00
467.00
236.00
290.50- 501.00
408.00- 511.00
214.50- 356.50
7
5
9
-
-
-
9
8
7
1
10
9
1
51
40.0
417.50
450.50
405.50- 459.00
3
1
3
89
67
39.5
39.5
381.00
427.50
372.00
488.00
261.00- 504.00
335.00- 513.00
4
5
8
_
_
-
5
4
10
9
284
205
40.0
40.0
444.50
451.50
467.50
474.00
367.00- 538.00
348.00- 559.00
_
10
10
4
3
11
10
11
7
77
52
40.0
40.0
415.00
421.00
444.50
467.50
348.00- 474.00
307.00- 474.50
_
-
-
-
7
7
—
8
3
12
8
8
-
Computer programmers
Nonmanufacturing:
Transportation and utilities.....
5
17
11
3
640
8
7
1
680
720
760
800
680
720
760
800
840
5
4
3
1
1
12
9
5
3
1
1
1
12
9
—
10
12
5
-
24
22
16
14
12
11
1
3
13
19
5
“
-
2
1
2
5
11
2
1
7
4
3
8
6
2
34
33
1
37
35
2
20
19
1
2
2
_
_
-
-
-
-
-
-
1
5
4
1
_
-
2
7
6
1
_
-
-
-
-
“
“
1
1
2
8
25
5
2
_
_
_
_
_
-
-
-
-
-
12
10
1
_
4
4
5
4
24
24
13
13
-
-
-
4
3
-
-
6
6
-
-
-
-
-
-
2
9
7
16
12
6
3
13
3
35
22
49
35
34
20
48
40
23
20
13
13
_
_
_
-
-
-
-
-
-
-
_
7
7
2
5
3
7
29
24
6
6
4
4
_
_
_
_
_
-
-
10
1
_
-
-
-
-
-
-
-
-
.
3
3
19
18
14
5
22
11
7
7
6
6
_
_
_
_
_
-
-
-
-
-
-
-
_
_
-
_
_
-
-
6
6
77
56
39.5
39.5
464.00
459.50
470.00
452.50
424.50- 502.00
413.50- 512.00
82
68
40.0
40.0
551.00
553.00
559.00
559.00
536.50- 577.50
538.50- 588.00
3
3
6
6
6
3
37
29
17
14
13
13
16
9
9
19
200
200
23
23
5
5
2
2
_
_
-
-
-
_
-
16
16
32
32
4
4
-
-
-
-
-
-
-
“
~
”
-
”
“
274
239
40.0
40.0
542.00
552.00
556.00
556.00
530.00- 556.00
547.50- 556.00
35
40.0
475.00
514.50
429.00- 514.50
68
67
39.5
39.5
464.50
466.50
487.00 450.00- 502.50
487.50 455.00- 502.50
_
“
_
"
-
■
-
-
-
-
-
16
"
_
_
_
_
_
_
-
-
-
-
-
-
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
600
560
640
15
13
Computer programmers
7
16
12
600
560
520
520
480
Computer systems analysts
Computer programmers (business)..
480
440
440
400
90
51
Computer systems analysts
400
360
5
3
3
1
-
3
3
5
5
4
4
-
-
-
19
Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, in Gary-Hammond-East Chicago, Ind., November 1981
Average
(mean2)
Sex,3 occupation, and industry division
Number
of
workers
Weekly
hours1
(stand
ard)
Weekly
earnings
(in dollars)1
Office occupations men
Manufacturing..........................................................
98
40.0
498.00
Manufacturing..........................................................
71
40.0
Weekly
hours1
(stand
ard)
Weekly
earnings
(in dollars)'
39.5
40.0
221.00
227.50
Sex,3 occupation, and industry division
Number
of
workers
Weekly
hours1
(stand
ard)
Weekly
earnings
(in dollars)1
25
39 0
475.50
32
39.0
584.50
100
85
40.0
40.0
446.00
466.50
28
40.0
437 50
56
50
40 0
Computer systems analysts
65
47
342
238
104
39.5
39.5
38.0
412.50
223.00
Secretaries I..............................................................
Manufacturing..........................................................
63
51
39.5
39.5
350.00
383.50
Secretaries II.............................................................
40
38.5
232.50
39.5
39.5
38.0
367.50
417.50
217.50
51
39.5
404.50
Typists.............................................................................
207
39.0
39.5
293.00
369.00
Typists I.......................................................................
187
99
39.0
40.0
301.50
385.00
File clerks.......................................................................
124
38.5
196.00
11 r
103
39 5
39.5
nr-rs ««
653
418
235
39.0
40.0
38 0
311.50
387.50
176 50
418
246
172
39 0
40 0
37.5
382 50
159 00
225
39 5
40.0
401.00
373.00
Computer operators.....................................................
511.50
Manufacturing..........................................................
180
135
45
Number
of
workers
Average
(mean3)
Computer systems analysts
Office occupations -
Secretaries IV............................................................
Sex,3 occupation, and industry division
Switchboard operatorreceptionists..............................................................
Manufacturing..........................................................
Accounting clerks II:
Secretaries III............................................................
Manufacturing..........................................................
Nonmanufacturing...................................................
Average
(mean2)
142
106
36
39.5
38.0
340.50
215.50
225
50
O«7.0
40.0
39.0
359.50
232 00
Key entry operators I .............................................
179
153
40.0
40.0
341.50
Key entry operators II..............................................
Manufacturing..........................................................
96
72
39.5
40.0
326.00
362.00
Manufacturing..........................................................
Drafters...........................................................................
271
40.0
40.0
447.00
453.50
Drafters III..................................................................
71
49
40.0
40.0
415.00
418.00
56
39.5
459.50
79
65
40.0
40 0
551 50
255
238
40.0
40 0
544.00
Computer operators.....................................................
Manufacturing..........................................................
62
40
39.5
40.0
344.00
396.00
Computer operators II..............................................
33
39.0
286.00
Manufacturing..........................................................
66
39.5 -
466.00
Stenographers:
Switchboard operators................................................
54
39.5
241.50
Professional and technical
occupations - men
Computer systems analysts
(business)..................................................................
Manufacturing..........................................................
Nonmanufacturing...................................................
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
6
67
42
25
39.0
39.5
38.5
519 00
560.50
450.00
Electronics technicians.............................................
Professional and technical
occupations - women
Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers In Gary-Hammond-East Chicago, Ind., November 1981
Hourly earnings
(in dollars)4
Occupation and industry
division
Number
of
workers
Mean*
Median*
Middle
range*
Maintenance carpenters................
Manufacturing............................
199
198
12.74
12.76
12.94 12.39-12.94
12.94 12.39-12.94
Maintenance electricians................
Manufacturing............................
1,585
1,499
13.14
13.15
13.08 12.70-14.18
13.07 12.70-14.18
Maintenance painters.....................
Manufacturing............................
75
73
11.81
11.90
11.80 11.68-12.09
11.80 11.68-12.09
Maintenance machinists................
Manufacturing............................
526
507
13.32
13.33
Maintenance mechanics
(machinery).................................
Manufacturing............................
2,537
2,503
Maintenance mechanics
(motor vehicles)...........................
Manufacturing............................
Nonmanufacturing.....................
Transportation and utilities...
527
331
196
196
Number of workers receiving straight-time hourly earnings (in dollars) of —
9.00
Under and
9.00 under
9.20
9.20
9.40
9.60
9.80
10.00
10.20
10.40
10.60
10.80
11.00
11.20
11.40
11.80
12.20
12.60
13.00
13.40
13.80
14.20
14.60
15.00
9.40
9.60
9.80
10.00
10.20
10.40
10.60
10.80
11.00
11.20
11.40
11.80
12.20
12.60
13.00
13.40
13.80
14.20
14.60
15.00
15.40
1
-
-
-
-
6
6
-
32
32
6
6
-
■
-
”
■
39
39
63
63
114
114
284
280
369
356
211
158
317
317
24
24
56
56
10
10
32
32
18
18
6
6
9
9
-
2
2
-
'
■
■
18
18
36
36
_
“
45
43
23
6
134
134
197
197
26
26
-
”
8
8
.
6
3
96
96
35
35
46
40
23
23
480
459
609
609
78
74
934
934
224
224
_
3
3
6
6
33
48
22
26
26
118
110
8
8
41
33
8
8
-
-
134
126
8
8
.
33
33
72
28
44
44
_
-
13
3
10
10
”
“
“
54
54
-
-
“
205
146
75
75
70
70
2
1
5
~
16
16
-
■
'
69
69
30
30
-
-
“
137
137
520
520
361
361
10
10
-
“
~
“
-
6
6
”
”
113
113
■
12
12
-
"
-
"
”
43
43
4
4
13
13
9
9
15
15
19
19
15
15
16
16
_
_
_
_
_
_
-
-
-
-
-
-
-
.
_
.
_
16
-
-
-
-
7
7
39
39
_
-
30
30
_
3
3
_
_
_
_
_
_
_
-
-
-
-
-
-
3
3
-
-
_
_
15
15
_
■
_
_
-
13.54 12.93-14.18
13.54 12.87-14.18
.
_
_
_
_
_
-
"
-
-
-
24
24
_
-
“
■
13.77
13.78
13.78 13.36-14.32
13.78 13.36-14.32
-
6
6
-
-
-
-
"
“
12.61
13.20
11.62
11.62
12.91
12.98
12.17
12.17
11
32
4
3
.
_
_
_
_
-
-
-
11
11
32
32
4
4
-
-
-
"
3
3
Maintenance pipefitters..................
Manufacturing...........................
427
362
12.20
12.20
12.07 11.89-12.55
11.92 11.89-12.55
_
_
_
_
_
_
-
-
-
"
-
-
Millwrights.......................................
Manufacturing...........................
1,139
1,139
12.72
12.72
12.92 12.75-13.11
12.92 12.75-13.11
12
12
_
_
_
_
_
-
"
-
-
-
.
.
.
-
“
-
9
.
.
_
-
-
-
-
9
9
-
-
-
-
-
-
_
-
”
"
-
-
_
_
_
_
_
-
-
-
-
-
39
39
-
“
-
“
3
3
-
-
-
•
_
_
-
-
-
-
-
-
-
-
-
_
-
“
”
~
Tool and die makers......................
Manufacturing...........................
161
161
12.35
12.35
13.12 10.36-13.12
13.12 10.36-13.12
_
-
-
-
Stationary engineers......................
Manufacturing............. .............
76
76
12.52
12.52
12.48 12.35-12.87
12.48 12.35-12.87
_
_
“
-
Boiler tenders.................................
Manufacturing...........................
78
78
12.57
12.57
12.48 12.05-12.92
12.48 12.05-12.92
_
_
_
.
_
_
_
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
_
-
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
85
85
_
-
-
_
69
69
-
-
_
-
_
-
_
-
2
12.31-13.57
12.91-13.77
9.94-12.86
9.94-12.86
6
6
.
-
7
“
“
-
■
-
-
-
-
-
-
”
“
-
-
-
“
“
”
■
■
■
■
-
“
■
4
4
—
-
-
-
4
4
-
Table A-5. Hourly earnings of material movement and custodial workers in Gary-Hammond-East Chicago, Ind., November 1981
Hourly earnings
(in dollars)4
Occupation and industry
division
Number
of
workers
Mean*
Median*
Truckdrivers........................................
Manufacturing...............................
Nonmanufacturing........................
Transportation and utilities.....
1,733
1,099
634
578
11.75
11.65
11.92
12.19
11.83
11.70
12.65
12.65
Truckdrivers, light truck.................
40
10.64
Truckdrivers, heavy truck.............
304
Truckdrivers, tractor-trailer...........
Nonmanufacturing........................
Transportation and utilities.....
Middle
range*
11.41-12.65
11.41-11.95
11.67-12.81
11.67-12.81
Number of workers receiving straight-time hourly earnings (in dollars) of
3.20
and
under
3.40
3.40
3.80
4.20
4.60
5.00
5.40
5.80
6.20
6.60
7.00
7.40
7.80
8.20
9.00
9.80
10.60
11.40
12.20
13.00
13.80
14.60
15.40
3.80
4.20
4.60
5.00
5.40
5.80
6.20
6.60
7.00
7.40
7.80
8.20
9.00
9.80
10.60
11.40
12.20
13.00
13.80
14.60
15.40
16.20
_
_
_
4
_
_
-
4
4
-
-
-
_
-
.
_
-
20
-
_
_
-
4
-
11.59 9.97-11.59
-
-
-
-
-
-
-
-
-
12.21
12.05 11.95-12.67
-
-
-
-
-
-
-
-
-
-
-
433
277
253
11.83
12.31
12.30
11.67 10.80-12.81
12.45 11.67-12.81
12.16 11.67-12.81
_
_
_
_
.
.
-
-
_
-
_
-
_
"
_
-
_
-
-
-
-
_
-
-
_
-
_
-
_
-
Shippers...............................................
Manufacturing...............................
93
90
11.68
11.91
13.67 8.36-13.67
13.67 10.65-13.67
_
-
_
-
_
-
_
2
1
-
_
_
-
7
7
7
7
.
.
-
.
-
-
7
7
Receivers.............................................
Manufacturing...............................
Nonmanufacturing........................
95
51
44
8.83
10.28
7.15
8.65 7.11-11.25
10.62 8.36-11.64
8.39 4.53- 8.65
_
-
_
7
5
-
7
5
_
-
4
4
_
-
Warehousemen..................................
Manufactunng...............................
Nonmanufacturing........................
304
221
83
10.48
10.66
10.01
10.52 10.12-11.45
10.52 10.52-10.52
11.45 8.67-11.45
_
-
_
-
_
-
_
"
_
-
_
-
_
-
Shipping packers................................
Manufacturing...............................
149
149
10.44
10.44
9.87 8.31-12.94
9.87 8.31-12.94
_
-
_
-
_
-
12
12
_
-
_
-
Material handling laborers.................
Manufacturing...............................
Nonmanufacturing........................
221
193
28
8.98
9.32
6.67
9.53 8.20- 9.55
9.53 9.46- 9.55
5.78 4.59-10.39
_
-
6
1
6
_
6
1
8
8
-
6
Forklift operators................................
Manufacturing...............................
703
637
10.97
11.27
11.34 10.18-11.75
11.34 11.05-11.92
_
-
_
-
_
-
_
_
Power-truck operators
(other than forklift)..........................
Manufacturing...............................
139
79
9.96
11.59
10.66 7.82-11.26
11.26 10.66-12.37
-
-
-
-
Guards..................................................
Manufacturing...............................
Nonmanufacturing........................
651
444
207
8.77
10.74
4.53
10.84 4.40-11.19
11.16 10.84-11.19
4.25 3.35- 4.25
60
10
6
60
10
6
Guards I............................................
Manufacturing...............................
350
174
7.65
11.03
9.98 4.25-11.02
11.03 10.93-11.33
60
10
-
-
Guards II...........................................
187
9.37
10.84 7.92-11.13
Janitors, porters, and cleaners........
Manufacturing...............................
Nonmanufacturing........................
Transportation and utilities.....
1,057
475
582
80
6.65
9.34
4.46
8.97
5.32
10.23
3.64
10.10
3.60-10.23
9.38-10.23
3.40- 4.10
7.00-10.25
-
4
.
-
_
-
_
_
-
-
-
7
-
_
-
7
7
-
-
.
-
15
15
100
15
85
81
193
193
_
-
_
_
-
-
-
4
-
.
.
-
-
25
7
18
_
-
_
-
_
-
_
-
.
.
-
-
11
11
-
-
42
42
12
12
4
4
-
_
-
_
-
27
21
6
16
16
_
-
_
-
_
-
_
-
_
-
3
3
144
144
12
12
8
8
-
73
27
46
.
-
5
2
3
-
-
_
-
_
-
.
.
-
-
43
43
-
28
28
-
-
-
_
-
_
-
_
-
_
-
_
-
. _
-
8
8
_
"
_
-
_
-
_
-
_
-
7
7
33
33
12
12
6
6
1
3
3
24
24
107
107
9
-
_
-
_
1
6
3
3
1
-
5
4
1
_
-
_
-
7
7
_
-
15
15
_
-
30
-
-
-
-
-
-
-
96
8
2
1
5
2
96
8
2
1
5
2
2
1
1
4
4
-
1
6
80
8
-
-
-
_
-
_
-
_
-
_
-
1
1
_
-
-
2
1
5
2
1
27
19
8
3
14
3
11
16
10
6
2
7
7
1
23
7
16
15
-
48
298
111
9
102
34
6
28
-
-
-
-
-
8
-
1
-
-
_
-
_
15
-
-
-
15
298
-
-
_
1
-
-
78
-
1
48
2
-
34
25
9
16
19
4
4
4
8
44
44
-
_
-
-
_
9
39
3
24
24
80
80
190
190
198
198
36
36
36
36
3
3
21
21
3
3
-
-
-
-
54
54
2
2
15
15
_
-
8
8
-
_
-
37
37
11
11
13
13
_
-
-
272
269
3
84
84
-
37
25
12
-
-
_
-
_
-
_
-
_
-
1
1
2
2
4
4
37
25
100
100
41
41
.
_
.
_
.
-
-
-
-
-
4
1
36
9
9
-
58
43
-
-
-
-
-
1
7
7
31
27
4
16
6
10
10
49
45
4
4
314
269
45
45
60
60
_
-
_
-
_
-
_
-
_
-
_
-
1
1
1
8
154
146
122
8
60
_
_
-
145
127
127
1
-
_
_
-
-
1
21
21
_
_
-
115
-
_
-
_
4
4
4
-
_
-
568
178
390
366
15
-
-
1
_
-
818
691
127
127
226
_
See footnotes at end of tables.
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4
7
7
-
_
_
-
20
-
-
-
-
-
Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex, in Gary-Hammond-East Chicago, Ind., November 1981
Sex,3 occupation, and industry division
Number
of
workers
Average
(mean2)
hourly
earnings
(in dollars)4
Number
of
workers
Sex,3 occupation, and industry division
Maintenance, toolroom, and
powerplant occupations - men
64
64
Maintenance carpenters...........................................................
194
193
12.75
12.77
Maintenance painters................................................................
Manufacturing.......................................................................
72
70
11.81
11.91
Maintenance machinists............................................................
Manufacturing.......................................................................
476
457
13.27
13.27
Maintenance mechanics
(motor vehicles)......................................................................
Manufacturing.......................................................................
443
301
12.56
13.16
Manufacturing.......................................................................
368
362
12.22
12.20
Number
of
workers
Sex,3 occupation, and industry division
9.01
9.33
625
559
10.77
11.09
Guards...........................................................................................
596
410
8.80
10.71
Guards I....................................................................................
Manufacturing........................................................................
306
148
7.59
11.03
_
179
9.38
54
8.44
Manufacturing........................................................................
161
161
Average
(mean2)
hourly
earnings
(in dollars)4
176
163
12.47
12.47
Material movement and custodial
occupations - men
Tri i,-|rr4rh mm
618
562
12.17
Truckdrivers, heavy truck......................................................
304
12.21
Nonmanufacturing................................................................
Transportation and utilities..............................................
277
253
12.31
12.30
Receivers....................................................................................
86
48
38
8.59
10.20
6.56
233
212
10.51
10.68
1 136
Manufacturing.......................................................................
Average
(mean2)
hourly
earnings
(in dollars)4
12.35
12.35
Manufacturing.......................................................................
Guards...........................................................................................
See footnotes at end of tables.
Table A-7. Percent increases for selected occupational groups, Gary-Hammond-East Chicago, Ind., selected periods
All industries
Period*
Nonmanufacturing
Manufacturing
Office
clerical
Electronic
data
processing
Industrial
nurses
Skilled
mainte
nance
10.6
9.7
12.1
7.4
6.8
11.4
8.8
8.1
12.5
11.0
10.1
12.7
Unskilled
plant
10.9
10.0
10.3
Office
clerical
Electronic
data
processing
Industrial
nurses
Skilled
mainte
nance
8.7
8.0
12.5
11.3
10.4
12.6
Unskilled
plant
Office
clerical
Electronic
data
processing
Industrial
nurses
Unskilled
plant
Percent increases:
October 1979 to November 1980:
November 1980 to November 1981....................................................................
See footnotes at end of tables.
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9
(#)
(*)
0
(*>)
(a)
«
12.0
11.0
10.7
(9)
(9)
o
(9)
(9)
<•>
(9)
(9)
o
(9)
0
9.1
Table A-8. Pay relationships in establishments with paired office clerical occupations, Gary-Hammond-East Chicago, Ind., November 1981
Occupation for which average earnings equal 100
Occupation for which earnings
are compared
Secretaries
1
II
III
IV
Stenogra
phers
Typists
File clerks
I
I
1
108
131
119
c)
<•>
o
«
o
103
Secretaries I..........................................................................................
100
87
93
0
«
Secretaries II.........................................................................................
100
115
85
o
c)
Secretaries III........................................................................................
108
118
100
91
o
Secretaries IV........................................................................................
109
100
0
c)
o
Stenographers I....................................................................................
100
o
o
c)
o
Typists I..................................................................................................
92
76
84
0
92
File clerks 1............................................................................................
o
o
o
o
o
Switchboard operators........................................................................
93
92
78
89
101
Switchboard operatorreceptionists......................................................................................
«
88
o
c)
n
Order clerks II.......................................................................................
<•>
115
«
o
o
Accounting clerks 1...............................................................................
100
98
89
o
o
Accounting clerks II..............................................................................
110
110
100
106
o
Payroll clerks.........................................................................................
106
103
99
o
o
Key entry operators 1............................................................................
90
79
87
80
96
Key entry operators II...........................................................................
97
98
92
w
o
NOTE: This matrix table shows the average (mean) relationship of earnings in establishments between any two
occupations compared. Earnings for an occupation in the table stub are expressed as a percent of the earnings for an
occupation in the column heading at the point where the data lines for the two intersect. For example, reading across the
Secretaries II row, the 115 in the Secretaries I column indicates that Secretaries II average 115 percent of (or 15 percent
c)
109
100
97
108
Switch
board
operators
100
102
104
o
0
o
109
0
119
o
121
o
103
0
111
M
more than) the earnings
Switch
board
operator
-recep
tionists
108
109
112
128
100
93
98
100
c)
0
114
o
100
o
103
112
111
96
Order
clerks
Accounting clerks
II
I
<•)
o
100
102
112
c)
87
c)
o
0
o
c)
o
100
c)
c)
c)
o
96
o
101
111
112
89
118
c)
of Secretaries I.
o
c)
97
92
75
98
o
o
c)
Key entry
operators
Payroll
clerks
II
o
91
91
100
94
84
o
89
99
132
100
111
104
94
90
102
90
100
96
84
«
c)
94
97
101
o
o
o
90
83
I
II
111
127
115
125
105
97
103
102
108
o
c>
o
<•>
90
o
104
89
112
0
106
118
118
100
109
o
96
104
100
85
95
85
0
o
o
105
92
100
See appendix A for method of computation.
Also see footnotes at end of tables.
Table A-9. Pay relationships in establishments with paired professional and technical occupations, Gary-Hammond-East Chicago, Ind., November 1981
Occupation for which average earnings equal 100
Occupation for which earnings
are compared
Computer systems
analysts (business)
II
Computer systems analysts
(business) II..............................................................................................................
100
Computer systems analysts
(business) III.............................................................................................................
124
Computer programmers
(business) I...............................................................................................................
67
Computer programmers
(business) II..............................................................................................................
86
Computer operators I......................... ........................................................................
«
Computer operators II.................................................................................................
63
Drafters III....................................................................................................................
c)
Drafters IV.....................................................................................................................
0
Drafters V.....................................................................................................................
c)
Registered industrial nurses......................................................................................
o
See table A-8 for description of these pay relationships and appendix A for method of computation.
Also see footnotes at end of tables.
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Computer programmers (business)
III
I
II
Computer operators
I
II
Drafters
III
IV
Registered in
dustrial nurses
V
81
149
117
C)
158
(•)
(•)
C)
100
«
c)
166
159
(<)
«
(•)
(•)
o
100
72
92
91
(•)
C)
C)
(•)
o
60
63
o
0
o
o
140
109
110
o
m
o
0
100
80
83
c>
(■)
c)
<•>
125
100
112
o
«
c)
o
120
90
100
o
c)
(•>
110
(•)
(■)
(*)
100
108
119
103
o
«
o
92
100
113
94
<•)
o
c)
84
69
100
86
o
«
91
97
106
116
100
10
C)
Table A-10.Pay relationships in establishments with paired maintenance, toolroom, and powerplant occupations, Gary-Hammond-East Chicago, Ind., November 1981
Occupation for which average earnings equal 100
Mechanics
Occupation for which earnings
are compared
Carpenters
Electricians
Painters
Machinists
Machinery
Motor
vehicles
Pipefitters
Millwrights
Stationary
engineers
Boiler
tenders
0
98
(*)
95
101
Tool and die
makers
100
102
95
106
98
100
92
102
105
108
100
112
94
98
89
100
o
99
(8)
101
97
101
92
103
100
103
97
104
98
100
c)
101
o
99
100
102
o
o
o
100
107
99
97
100
102
101
95
108
103
107
0
110
103
97
96
<■>
102
100
94
98
ci
<«)
C)
100
94
100
97
98
103
101
96
104
100
103
C)
103
99
102
97
100
(*)
103
97
97
(*)
(8)
100
C)
(8)
99
97
105
Maintenance mechanics
Maintenance mechanics
103
100
102
o
105
99
See table A-8 for description of these pay relationships and appendix A for method of computation.
Also see footnotes at end of tables.
(6)
103
(8)
100
97
100
Table A-11.Pay relationships in establishments with paired material movement and custodial occupations, Gary-Hammond-East Chicago, Ind., November 1981
Occupation for which average earnings equal 100
Truckdrivers
Occupation for which earnings
are compared
Light truck
Heavy truck
Tractortrailer
o
c)
100
Truckdrivers, light truck............
o
100
o
Truckdrivers, heavy truck.........
100
0
(8)
Truckdrivers. tractor-trailer.......
c)
o
«
Shippers......................................
(«)
(«)
(•)
Receivers....................................
(*)
(«)
(*)
Warehousemen..........................
(s)
(«)
(«)
Shipping packers........................
C)
(")
(•)
Material handling laborers........
<•>
o
103
Forklift operators........................
Power-truck operators
(#)
(')
(*)
(other than forklift)................
o
C)
(')
Guards I......................................
(e)
(«)
(•)
Guards II.....................................
c)
o
90
Janitors, porters, and cleaners
See table A-8 for description of these pay relationships and appendix A for method of computation.
Also see footnotes at end of tables.
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Shippers
Receivers
0
o
o
100
M
c>
o
c)
100
(*)
(a)
100
Warehouse Shipping pack
ers
men
o
o
o
o
o
c)
0
0
o
100
<•)
100
(•)
«
100
(•>
106
103
94
97
103
106
(•)
(8)
(•)
(•)
94
99
101
<•>
o
w
81
o
o
o
96
89
86
11
Material han
dling
laborers
<*>
M
o
o
0
85
(•)
(8)
o
100
o
o
w
98
Forklift
operators
97
o
(•)
106
101
99
97
94
100
97
(*)
C)
89
Power-truck
operators
(other than
forklift)
o
o
(*)
(8)
o(8)
o<*)
103
100
o
C)
91
Guards
I
II
«
o
w
o
104
c)
«
0
o
100
o(*)
(■)
91
100
93
(*)
o
c)
o
o
o
o<•>
Janitors, por
ters, and
cleaners
111
(8)
(•)
124
113
117
118
102
112
110
110
108
100
Footnotes
1 Standard hours reflect the workweek for which employees receive their regular straight-time
salaries (exclusive of pay for overtime at regular and/or premium rates), and the earnings
correspond to these weekly hours.
3 The mean is computed for each job by totaling the earnings of all workers and dividing by the
number of workers. The median designates position—half of the workers receive the same or
more and half receive the same or less than the rate shown. The middle range is defined by two
rates of pay; one-fourth of the workers earn the same or less than the lower of these rates and
one-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 relate to men and women.
3 Data do not meet publication criteria or data not available.
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12
Appendix A.
Scope and Method
of Survey
In each of the 71 areas1 currently surveyed, the Bureau obtains wages and related
benefits data from representative establishments within six broad industry divisions:
Manufacturing; transportation, communication, and other public utilities; wholesale
trade; retail trade; finance, insurance, and real estate; and services. Government
operations and the construction and extractive industries are excluded. Small
establishments—generally those with fewer than 50 employees—are excluded because
they have few incumbents in the occupations studied. Appendix table 1 shows the
number of establishments and workers estimated to be within the scope of this survey,
as well as the number actually studied.
Bureau field representatives obtain data by personal visits at 3-year intervals. In each
of the two intervening years, information on employment and occupational earnings
only is collected by a combination of personal visit, mail questionnaire, and telephone
interview from establishments participating in the previous survey.
A sample of the establishments in the scope of the survey is selected for study prior to
each personal visit survey. This sample, minus establishments which go out of business
or are no longer within the industrial scope of the survey, is retained for the following
two annual surveys. In most cases, establishments new to the area are not considered in
the scope of the survey until the selection of a sample for a personal visit survey.
The sampling procedures involve detailed stratification of all 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 establishments 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 classification 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 manufacturing and
nonmanufacturing industries, and are of the following types: (1) Office clerical; (2)
professional and technical; (3) maintenance, toolroom, and powerplant; and (4) material
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movement and custodial. Occupational classification is based on a uniform set of job
descriptions designed to take account of interestablishment variation in duties within
the same job. Occupations selected for study are listed and described in appendix B.
Unless otherwise indicated, the earnings data following the job titles are for all
industries combined. Earnings data for some of the occupations listed and described, or
for some industry divisions within the scope of the survey, are not presented in the Aseries tables because either (1) data were insufficient to provide meaningful statistical
results, 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.
Most A-series tables provide distributions of workers by earnings; changes in the size of
earnings intervals are indicated by heavy vertical lines.
These surveys measure the level of occupational earnings in an area at a particular
time. Changes in an occupational average over time reflect, in addition to earnings
changes, factors such as changes in proportions of workers employed by high- or lowwage firms, or high-wage workers advancing to better jobs and being 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 establish
ments differ in pay level and job staffing, and thus contribute differently to the estimates
for each job. Pay averages may fail to reflect accurately the wage differential among
jobs in individual establishments.
Average pay levels for men and women in selected occupations should not be
assumed to reflect differences in pay of the sexes within individual establishments.
Factors which may contribute to differences include 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 establish
ments and allow for minor differences among establishments in specific duties
performed.
Occupational employment estimates represent the total in all establishments 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
Indexes in table A-7 measure wages at a given time, expressed as a percent of wages
during the base period. Subtracting 100 from the index yields the percent change in
wages from the base period to the date of the index. The percent increases in table A-7
relate to wage changes between the indicated dates. Annual rates of increase, where
shown, reflect the amount of increase for 12 months when the time span between
surveys was other than 12 months. These computations are based on the assumption
that wages increased at a constant rate between surveys.
The indexes and percent increases are based on changes in average hourly earnings of
men and women in establishments reporting the trend jobs in both the current and
previous year (matched establishments). The data are adjusted to remove the effects on
average earnings of employment shifts among establishments and turnover of establish
ments included in survey samples. The percent increases, however, are still affected by
factors other than wage increases. 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.
Occupations used to compute wage trends are:
Office clerical
Secretaries
Stenographers, I and II
Typists, I and II
File clerks, I, II, and III
Messengers
Switchboard operators
Order clerks, I and II
Accounting clerks, I and II
Payroll clerks
Key entry operators, I and II
Electronic data processing
Computer systems analysts, I, II, and
HI
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Computer programmers, I, II, and III
Computer operators, I, II, and III
Industrial nurses
Registered industrial nurses
Skilled maintenance
Carpenters
Electricians
Painters
Machinists
Mechanics (machinery)
Mechanics (motor vehicle)
Pipefitters
Tool and die makers
Unskilled plant
Janitors, porters, and cleaners
Material handling laborers
Percent changes for individual areas in the program are computed as follows:
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.
3. These weights are used to compute group averages. Each occupation's average
earnings (computed in step 1) are 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.
The index is computed by adding 100 to the most recent percent increase, multiplying
the total by the previous year’s index number, and dividing the product by 100 to obtain
the current index value.
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.
Pay relationships in establishments
Tables A-8 through A-11 compare average pay of occupations in individual
establishments. These comparisons, expressed as pay relatives (pay for one of the
occupations equals 100), yield different results than comparisons of overall survey
averages, such as those shown in tables A-l through A-6. The latter reflect differences
in contributions to the survey averages by establishments with disparate pay levels; the
pay relative comparisons are not affected by such differences.
The methods of computing and presenting pay relatives have changed since the last
survey in this area. The following procedures are now used to compute relatives in
tables A-8 through A-ll:
1- Establishments employing workers in both of the paired occupations were
identified.
Establishment practices and supplementary wage provisions
Tabulations on selected establishment practices and supplementary wage provisions
(B-series tables) are not presented in this bulletin. Information for these tabulations is
collected at 3-year intervals. These tabulations on minimum entrance salaries for
inexperienced office workers; shift differentials; scheduled weekly hours and days; paid
holidays; paid vacations; and health, insurance, and pension plans are presented (in the
B-series tables) in previous bulletins for this area.
2. Pay levels (averages) for the two occupations were weighted by the combined
employment of both jobs to reflect each establishments contribution to the totals
used in this comparison.
1 Includes 70 areas surveyed under the Bureau’s regular program plus Poughkeepsie-KingstonNewburgh, N.Y., which is surveyed under contract. In addition, the Bureau conducts more limited
area studies in approximately 100 areas at the request of the Employment Standards Administra
tion of the U.S. Department of Labor.
3. The weighted pay levels of the two jobs were summed separately; each total was
divided by the other and the quotients multiplied by 100 to produce the two pay
relatives shown for each job pairing.
Appendix table 1. Establishments and workers within scope of survey and number studied in Gary-Hammond-East Chicago, Ind.,1 November 1981
Industry division2
All divisions................................................................................................................
Manufacturing..................................................................................................................
Nonmanufacturing.................................................................................................
Transportation, communication, and
other public utilities*..............................................................................................................
Wholesale trade*........................................................................................................................
Retail trade*........................................ .................................................
Finance, insurance, and real estate*......................................................................
Services*7...................................................................................................................................
Minimum
employment
in establish
ments in scope
of survey
Number of establishments
Within scope
of survey3
Studied
Studied
Number
Percent
-
352
104
124,125
100
86,440
50
_
124
228
33
71
88,591
35,534
71
29
67,436
19,004
50
50
50
50
50
32
17
117
29
33
16
4
28
11
12
9,028
7
6,994
1.415
1
375
15,706
13
6,940
4,972
3,160
4
4,413
4
1,535
nonmanufacturing companies are considered as one establishment when located within the same industry division.
4 Includes all workers in all establishments with total employment (within the area) at or above the minimum limitation.
‘ Abbreviated to "transportation and utilities” in the A-series tables. Formerly referred to as “public utilities". Taxicabs and
services incidental to water transportation are excluded.
* Separate data for this division are not presented in the A-series tables, but the division is represented in the 'all industries' and
"nonmanufacturing” estimates.
' Hotels and motels; laundries and other personal services; business services; automobile repair, rental, and parking; motion
pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectur
al services.
Budget through February 1974, consists of Lake and Porter Counties. The "workers within scope of survey" estimates provide a
reasonably accurate description of the size and composition of the labor force included in the survey. Estimates are not intended,
however, for comparison with other statistical series to measure employment trends or levels since (1) planning of wage surveys
requires establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are
excluded from the scope of the survey.
1 The 1972 edition of the Standard Industrial Classification Manual was used to classify establishments by industry division. All
government operations are excluded from the scope of the survey.
a Includes all establishments with total employment at or above the minimum limitation. All outlets (within the area) of
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Workers in establishments
Within scope
of survey4
15
Appendix B.
Occupational
Descriptions
The primary purpose of preparing job descriptions for the Bureau’s wage surveys is
to assist its field representatives in classifying into appropriate occupations workers
who are employed under a variety of payroll titles and different work arrangements
from establishment to establishment and from area to area. This permits grouping
occupational wage rates representing comparable job content. Because of this emphasis
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 representatives are instructed to exclude working supervisors; apprentices; and
part-time, temporary, and probationary workers. Handicapped workers whose earnings
are reduced because of their handicap are also excluded. Learners, beginners, and
trainees, unless specifically included in the job descriptions, are excluded.
d.
Assistant-type positions which entail more difficult or more responsible
technical, administrative, or supervisory duties which are not typical of
secretarial work, e.g., Administrative Assistant, or Executive Assistant:
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;
f-
Trainees.
Classification by level. Secretary jobs which meet the required characteristics are
Office
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
SECRETARY
Assigned as a personal secretary, normally to one individual. Maintains a close and
highly responsive relationship to the day-to-day activities of the supervisor. Works
fairly independently receiving a minimum of detailed supervision and guidance.
Performs varied clerical and secretarial duties requiring a knowledge of office routine
and an understanding of the organization, programs, and procedures related to the
work of the supervisor.
Exclusions. Not all positions that are titled “secretary” possess the above characteristics.
Examples of positions which are excluded from the definition are as follows:
a.
Positions which do not meet the “personal” secretary concept described
above;
b.
Stenographers not fully trained in secretarial-type duties;
c.
Stenographers serving as office assistants to a group of professional,
technical, or managerial persons;
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responsibility. The tabulation following the explanations of these two factors indicates
the level of the secretary for each combination of the factors.
Level ofSecretary’s Supervisor (LS)
LS-1
a.
b.
Secretary to the supervisor or head of a small organizational unit (e.g.,
fewer than about 25 or 30 persons); or
Secretary to a nonsupervisory staff specialist, professional employee,
administrative officer or assistant, skilled technician or expert. (NOTE:
Many companies assign stenographers, rather than secretaries as described
above, to this level of supervisory or nonsupervisory worker.)
LS-2
a-
b.
Level ofSecretary's Responsibility (LR)
Secretary to an executive or managerial person whose responsibility is not
equivalent to one of the specific level situations in the definition for LS-3,
but whose organizational unit normally numbers at least several dozen
employees and is usually divided into organizational segments which are
often, in turn, further subdivided. In some companies, this level includes a
wide range of organizational echelons; in others, only one or two; or
Secretary to the head of an individual plant, factory, etc., (or other
equivalent level of official) that employs, in all, fewer than 5,000 persons.
This factor evaluates the nature of the work relationship between the secretary and
the supervisor, and the extent to which the secretary is expected to exercise initiative
and judgment. Secretaries should be matched at LR-1 or LR-2 described below
according to their level of responsibility.
LR-1
Performs varied secretarial duties including or comparable to most of the
following:
LS-3
ab.
c.
d.
e.
ab.
Secretary to the chairman of the board or president of a company that
employs, in all, fewer than 100 persons; or
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
Secretary to the head (immediately below the officer level) over either a
major corporatewide functional activity (e.g., marketing, research, oper
ations, industrial relations, etc.) or a major geographic or organizational
segment (e.g., a regional headquarters; a major division) of a company that
employs, in all, over 5,000 but fewer than 25,000 employees; or
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
Secretary to the head of a large and important organizational segment
(e.g., a middle management supervisor of an organizational segment often
involving as many as several hundred persons) of a company that employs,
in all, over 25,000 persons.
c.
d.
eLR-2
Performs duties described under LR-1 and, in addition performs tasks requiring
greater judgment, initiative, and knowledge of office functions including or compara
ble to most of the following:
ab.
LS-4
a.
b.
c.
c.
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
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
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.
d.
e.
Screens telephone and personal callers, determining which can be handled
by the supervisor’s subordinates or other offices.
Answers requests which require a detailed knowledge of office procedures
or collection of information from files or other offices. May sign routine
correspondence in own or supervisor’s name.
Compiles or assists in compiling periodic reports on the basis of general
instructions.
Schedules tentative appointments without prior clearance. Assembles
necessary background material for scheduled meetings. Makes arrange
ments for meetings and conferences.
Explains supervisor’s requirements to other employees in supervisor’s unit.
(Also types, takes dictation, and files.)
The following tabulation shows the level of the secretary for each LS and LR
combination:
NOTE: The term “corporate officer” used in the above LS definition refers to those
officials who have a significant corporatewide policymaking 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 responsibili
ty is to act personally on individual cases or transactions (e.g., approve or deny
individual loan or credit actions; administer individual trust accounts; directly supervise
a clerical staff) are not considered to be “corporate officers” for purposes of applying
the definition.
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Answers telephones, greets personal callers, and opens incoming mail.
Answers telephone requests which have standard answers. May reply to
requests by sending a form letter.
Reviews correspondence, memoranda, and reports prepared by others for
the supervisor’s signature to ensure procedural and typographical accura
cy.
Maintains supervisor’s calendar and makes appointments as instructed.
Types, takes and transcribes dictation, and files.
LS-1...............................................................
LS-2..............................................................
LS-3..............................................................
LS-4..............................................................
1
LR-1
I
II
hi
iv
LR-2
n
HI
IV
V
STENOGRAPHER
syllabication, punctuation, etc., of technical 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.
Primary 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).
FILE CLERK
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.
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:
Stenographer I
File Clerk I
Dictation involves a normal routine vocabulary. May maintain files, keep simple
records, or perform other relatively routine clerical tasks.
Performs 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.
Stenographer II
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.,
OR
Performs stenographic duties requiring significantly greater independence and
responsibility than Stenographer I, as evidenced by the following: Work requires a high
degree of stenographic speed and accuracy; a thorough working knowledge of general
business and office procedures 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; composing simple letters from
general instructions; reading and routing incoming mail; and answering routine
questions, etc.
File Clerk II
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 perform related clerical tasks required to maintain and service files.
File Clerk III
Classifies and indexes file material such as correspondence, 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.
TRANSCRIBING-MACHINE TYPIST
MESSENGER
Primary 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.)
Performs various routine duties such as running errands, operating minor office
machines such as sealers or mailers, opening and distributing mail, and other minor
clerical work. Exclude positions that require operation of a motor vehicle as a
significant duty.
TYPIST
SWITCHBOARD OPERATOR
Uses a typewriter to make copies of various materials or to make out bills after
calculations have been made by another person. May include typing of stencils, mats, or
similar materials for use in duplicating processes. May do clerical work involving little
special training, such as keeping simple records, filing records and reports, or sorting
and distributing incoming mail.
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 operatorreceptionist.
Typist I
Performs 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.
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
Typist II
Performs one or more of the following: Typing material in final form when it involves
combining material from several sources; or responsibility for correct spelling,
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1
information; referring visitor to appropriate person in the organization or contacting
that person by telephone and arranging an appointment; keeping a log of visitors.
ledgers, cards, or worksheets where identification of items and locations of postings are
clearly indicated; checking accuracy and completeness of standardized and repetitive
records or accounting documents; and coding documents using a few prescribed
accounting codes.
ORDER CLERK
Receives written or verbal customers’ purchase orders for material or merchandise
from customers or salespeople. Work typically involves some combination of the
following duties: Quoting prices; determining availability of ordered items and
suggesting substitutes when necessary; advising expected delivery date and method of
delivery; recording order and customer information on order sheets; checking order
sheets for accuracy and adequacy of information recorded; ascertaining credit rating of
customer; furnishing customer with acknowledgement of receipt of order; following up
to see that order is delivered by the specified date or to let customer know of a delay in
delivery; maintaining order file; checking shipping invoice against original order.
Exclude workers paid on a 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 knowledge gained from engineering or
extensive technical training; emphasizing selling skills; handling material or merchan
dise as an integral part of the job.
Positions are classified into levels according to the following definitions:
Accounting Clerk II
Under general supervision, performs accounting clerical operations which require
the application of experience and judgment, for example, clerically processing compli
cated or nonrepetitive accounting transactions, 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 level I accounting clerks.
PAYROLL CLERK
Handles orders involving items which have readily identified 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 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 knowl
edge of governmental regulations, company payroll policy, or the computer system for
processing payrolls.
Order Clerk II
KEY ENTRY OPERATOR
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.
Operates keyboard-controlled data entry device such as keypunch machine or keyoperated magnetic tape or disk encoder to transcribe data into a form suitable for
computer processing. Work requires skill in operating an alphanumeric keyboard and
an understanding of transcribing procedures and relevant data entry equipment.
Positions are classified into levels on the basis of the following definitions:
Order Clerk I
ACCOUNTING CLERK
Performs one or more accounting clerical tasks such as posting to registers and
ledgers; reconciling bank accounts; verifying the internal consistency, completeness,
and mathematical accuracy of accounting documents; assigning prescribed accounting
distribution codes; examining and verifying for clerical accuracy various types of
reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing
more complicated journal vouchers. May work in either a manual or automated
accounting system.
The work requires a knowledge of clerical methods and office practices and
procedures which relates to the clerical processing and recording of transactions and
accounting information. With experience, the worker typically becomes familiar with
the bookkeeping and accounting terms and procedures used in the assigned work, but is
not required to have a knowledge of the formal principles of bookkeeping and
accounting.
Positions are classified into levels on the basis of the following definitions:
Key Entry Operator I
Work is routine and repetitive. Under close supervision or following specific
procedures or detailed instructions, works from various standardized source documents
which have been coded and require little or no selecting, coding, or interpreting of data
to be entered. Refers to supervisor problems arising from erroneous items, codes, or
missing information.
Key Entry Operator II
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 entered
from a variety of source documents. On occasion may also perform routine work as
described for level I.
NOTE: Excluded are operators above level II using the key entry controls to access,
read, and evaluate the substance of specific records to take substantive actions, or to
make entries requiring a similar level of knowledge.
Accounting Clerk I
Under close supervision, following detailed instructions and standardized proce
dures, performs one or more routine accounting clerical operations, such as posting to
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1
Professional and Technical
COMPUTER SYSTEMS ANALYST, BUSINESS
Analyzes business problems to formulate procedures for solving them by use of
electronic data processing equipment. Develops a complete description of all specifica
tions 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 management or supervision
of other electronic data processing employees, or systems analysts primarily concerned
with scientific or engineering problems.
For wage study purposes, systems analysts are classified as follows:
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.
COMPUTER PROGRAMMER, BUSINESS
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 specifica
tions required by programmers from information developed by the higher level analyst.
Converts statements of business problems, typically prepared by a systems analyst,
into a sequence of detailed instructions which are required to solve the problems by
automatic data processing equipment. Working from charts or diagrams, the program
mer develops the precise 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 capabilities, mathemat
ics, logic employed by computers, and particular subject matter involved to analyze
charts and diagrams of the problem to be programmed; develops sequence of program
steps; writes detailed flow charts to show order in which data will be processed;
converts these charts to coded instructions for machine to follow; tests and corrects
programs; prepares instructions for operating personnel during production run;
analyzes, reviews, and alters programs to increase operating efficiency or adapt to new
requirements; maintains records of program development and revisions. (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 management or supervision
of other electronic data processing employees, or programmers primarily concerned
with scientific and/or engineering problems.
For wage study purposes, programmers are classified as follows:
Computer Systems Analyst II
Computer Programmer I
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 invento
ry 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
level III. 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.
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 procedures 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 Systems Analyst I
Computer Systems Analyst III
Works independently or under only general direction on complex problems involv
ing all phases of systems analysis. Problems are complex because of diverse sources of
input data and multiple-use requirements 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 follow-up actions are initiated by the computer.)
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Computer Programmer II
Works independently or under only general direction on relatively simple programs,
or on simple segments of complex programs. Programs (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 level III) 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.
May guide or instruct lower level programmers.
Computer Programmer III
Computer Operator II
Works independently or under only general direction on complex problems which
require competence in all phases of programming concepts and practices. Working
from diagrams and charts which identify the nature of desired results, major processing
steps to be accomplished, and the relationships between various steps of the problem
solving routine; plans the full range of programming actions needed to efficiently utilize
the computer system in achieving desired end products.
At this level, programming is difficult because computer equipment must be
organized to produce several interrelated but diverse products from numerous and
diverse data elements. A wide variety and extensive number of internal processing
actions must occur. This requires such actions as development of common operations
which can be reused, establishment of linkage points between operations, adjustments
to data when program 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.
In addition to established production runs, work assignments include runs involving
new programs, applications, and procedures (i.e., situations which require the operator
to adapt to a variety of problems). At this level, the operator has the training and
experience to work fairly independently in carrying out most assignments. Assignments
may require the operator to select from a variety of standard setup and operating
procedures. In responding to computer output instructions or error conditions, applies
standard operating or corrective procedures, but may deviate from standard proce
dures when standard procedures fail if deviation does not materially alter the computer
unit’s production plans. Refers the problem or aborts the program when procedures
applied do not provide a solution. May guide lower level operators.
COMPUTER OPERATOR
In accordance with operating instructions, monitors and operates the control console
of a digital computer to process data. Executes runs by either serial processing
(processes one program at a time) or multiprocessing (processes two or more programs
simultaneously). The following duties characterize the work of a computer operator:
a.
b.
c.
d.
e.
f.
g.
Studies operating instructions to determine equipment setup needed.
Loads equipment with required items (tapes, cards, disks, paper, etc.).
Switches necessary auxiliary equipment into system.
Starts and operates computer.
Responds to operating and computer output instructions.
Reviews error messages and makes corrections during operation or refers
problems.
Maintains operating record.
May test-run new or modified programs. May assist in modifying systems or
programs. The scope of this definition includes trainees working to become fully
qualified computer operators, fully qualified computer operators, and lead operators
providing technical assistance to lower level operators. It excludes workers who
monitor and operate remote terminals.
For wage study purposes, computer operators are classified as follows:
Computer Operator III
In addition to work assignments described for Computer operator II (see above) the
work of Computer operator III involves at least one of the following:
a.
b.
c.
d.
An operator at this level typically guides lower level operators.
PERIPHERAL EQUIPMENT OPERATOR
Operates peripheral equipment which directly supports digital computer operations.
Such equipment is uniquely and specifically designed for computer applications, but
need not be physically or electronically connected to a computer. Printers, plotters,
card read/punches, tape readers, tape units or drives, disk units or drives, and data
display units are examples of such equipment.
The following duties characterize the work of a peripheral equipment operator:
a.
Computer Operator I
Work assignments are limited to established production runs (i.e., programs which
present few operating problems). Assignments may consist primarily of on-the-job
training (sometimes augmented by classroom instruction). When learning to run
programs, the supervisor or a higher level operator provides detailed written or oral
guidance to the operator before and during the run. After the operator has gained
experience with a program, however, the operator works fairly independently in
applying standard operating or corrective procedures in responding to computer
output instructions or error conditions, but refers problems to a higher level operator or
the supervisor when standard procedures fail.
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Deviates from standard procedures to avoid the loss of information or to
conserve computer time even though the procedures applied materially
alter the computer unit’s production plans.
Tests new programs, applications, and procedures.
Advises programmers and subject-matter experts on setup techniques.
Assists in (1) maintaining, modifying, and developing operating systems or
programs; (2) developing operating instructions and techniques to cover
problem situations; and/or (3) switching to emergency backup procedures
(such assistance requires a working knowledge of program language,
computer features, and software systems).
b.
c.
d.
e.
f-
Loading printers and plotters with correct paper; adjusting controls for
forms, thickness, tension, printing density, and location; and unloading
hard copy.
Labeling tape reels, disks, or card decks.
Checking labels and mounting and dismounting designated tape reels or
disks on specified units or drives.
Setting controls which regulate operation of the equipment.
Observing panel lights for warnings and error indications and taking
appropriate action.
Examining tapes, cards, or other material for creases, tears, or other
defects which could cause processing problems.
This classification excludes workers (1) who monitor and operate a control console
(see Computer operator) or a remote terminal, or (2) whose duties are limited to
operating decollates, bursters, separators, or similar equipment.
COMPUTER DATA LIBRARIAN
Maintains library of media (tapes, disks, cards, cassettes) used for automatic data
processing applications. The following or similar duties characterize the work of a
computer data librarian: Classifying, cataloging, and storing media in accordance with a
standardized system; upon proper requests, releasing media for processing; maintaining
records of releases and returns; inspecting returned media for damage or excessive wear
to determine whether or not they need replacing. May perform minor repairs to
damaged tapes.
DRAFTER
Performs drafting work requiring knowledge and skill in drafting methods, proce
dures, and techniques. Prepares drawings of structures, mechanical and electrical
equipment, piping and duct systems and other similar equipment, systems, and
assemblies. Uses recognized systems of symbols, legends, shadings, and lines having
specific meanings in drawings. Drawings are used to communicate engineering ideas,
designs, and information in support of engineering functions.
The following are excluded when they constitute the primary purpose of the job:
ab.
c.
d.
e.
Design work requiring the technical knowledge, skill, and ability to
conceive or originate designs;
Illustrating work requiring artistic ability;
Work involving the preparation of charts, diagrams, room arrangements,
floor plans, etc.;
Cartographic work involving the preparation of maps or plats and related
materials, and drawings of geological structures; and
Supervisory work involving the management of a drafting program or the
supervision of drafters.
Positions are classified into levels on the basis of the following definitions.
Drafter I
Working under close supervision, traces or copies finished drawings, making clearly
indicated revisions. Uses appropriate templates to draw curved lines. Assignments are
designed to develop increasing skill in various drafting techniques. Work is spotchecked during progress and reviewed upon completion.
NOTE: Exclude drafters performing elementary tasks while receiving training in the
most basic drafting methods.
Drafter II
Prepares drawings of simple, easily visualized parts of equipment from sketches or
marked-up prints. Selects appropriate templates and other equipment needed to
complete assignments. Drawings fit familiar patterns and present few technical
problems. Supervisor provides detailed instructions on new assignments, gives guid
ance when questions arise, and reviews completed work for accuracy.
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Drafter III
Prepares various drawings of parts and assemblies, including sectional profiles,
irregular or reverse curves, hidden lines, and small or intricate details. Work requires
use of most of the conventional drafting techniques and a working knowledge of the
terms and procedures of the industry. Familiar or recurring work is assigned in general
terms; unfamiliar assignments include information on methods, procedures, sources of
information, and precedents to be followed. Simple revisions to existing drawings may
be assigned with a verbal explanation of the desired results; more complex revisions are
produced from sketches which clearly depict the desired product.
Drafter IV
Prepares complete sets of complex drawings which include multiple views, detail
drawings, and assembly drawings. Drawings include complex design features that
require considerable drafting skill to visualize and portray. Assignments regularly
require the use of mathematical formulas to compute weights, load capacities,
dimensions, quantities of materials, etc. Working from sketches and verbal information
supplied by an engineer or designer, determines the most appropriate views, detail
drawings, and supplementary information needed to complete assignments. Selects
required information from precedents, manufacturers’ catalogs, and technical guides.
Independently resolves most of the problems encountered. Supervisor or designer may
suggest methods of approach or provide advice on unusually difficult problems.
NOTE: Exclude drafters performing work of similar difficulty to that described at
this level but who provide support for a variety of organizations which have widely
differing functions or requirements.
Drafter V
Works closely with design originators, preparing drawings of unusual, complex or
original designs which require a high degree of precision. Performs unusually difficult
assignments requiring considerable initiative, resourcefulness, and drafting expertise.
Assures that anticipated problems in manufacture, assembly, installation, and operation
are resolved by the drawings produced. Exercises independent judgment in selecting
and interpreting data based on a knowledge of the design intent. Although working
primarily as a drafter, may occasionally perform engineering design work in interpre
ting general designs prepared by others or in completing missing design details. May
provide advice and guidance to lower level drafters or serve as coordinator and planner
for large and complex drafting projects.
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 applica
tion 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, tele
phone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and
medical measuring and controlling equipment.
This classification excludes repairers of such standard electronic equipment as
common office machines and household radio and television sets; production assemb
lers and testers; workers whose primary duty is servicing electronic test instruments;
technicians who have administrative or supervisory responsibility; and drafters,
designers, and professional engineers.
Positions are classified into levels on the basis of the following definitions:
Electronics Technician I
Applies working technical knowledge to perform simple or routine tasks in working
on electronic equipment, following detailed instructions which cover virtually all
procedures. Work typically involves such tasks as: Assisting higher level technicians by
performing such activities as replacing components, wiring circuits, and taking test
readings; repairing simple electronic equipment; and using tools and common test
instruments (e.g., multimeters, audio signal generators, tube testers, oscilloscopes). Is
not required to be familiar with the interrelationships of circuits. This knowledge,
however, may be acquired through assignments designed to increase competence
(including classroom training) so that worker can advance to higher level technician.
Receives technical guidance, as required, from supervisor or higher level technician.
Work is typically spot-checked, but is given detailed review when new or advanced
assignments are involved.
Electronics Technician II
Applies comprehensive technical knowledge to solve complex problems (i.e., those
that typically can be solved solely by properly interpreting manufacturers’ manuals or
similar documents) in working on electronic equipment. Work involves: A familiarity
with the interrelationships of circuits; and judgment in determining work sequence and
in selecting tools and testing instruments, usually less complex than those used by the
level III technician.
Receives technical guidance, as required, from supervisor or higher level technician,
and work is reviewed for specific compliance with accepted practices and work
assignments. May provide technical guidance to lower level technicians.
Electronics Technician III
Applies advanced technical knowledge to solve unusually complex problems (i.e.,
those that typically cannot be solved solely by reference to manufacturers’ manuals or
similar documents) in working on electronic equipment. Examples of such problems
include location and density of circuitry, electromagnetic radiation, isolating
malfunctions, and frequent engineering changes. Work involves: A detailed under
standing of the interrelationships of circuits; exercising independent judgment in
performing such tasks as making circuit analyses, calculating wave forms, tracing
relationships in signal flow; and regularly using complex test instruments (e.g., dual
trace oscilloscopes, Q-meters, deviation meters, pulse generators).
Work may be reviewed by supervisor (frequently an engineer or designer) for general
compliance with accepted practices. May provide technical guidance to lower level
technicians.
of a factory or other establishment. Duties involve a combination ofthefollowing-. Giving
first aid to the ill or injured; attending to subsequent dressing of employees’ injuries;
keeping records of patients treated; preparing accident reports for compensation or
other purposes; assisting in physical examinations and health evaluations of applicants
and employees; and planning and carrying out programs involving health education,
accident prevention, evaluation of plant environment, or other activities affecting the
health, welfare, and safety of all personnel. Nursing supervisors or head nurses in
establishments employing more than one nurse are excluded.
Maintenance, Toolroom, and Powerplant
MAINTENANCE CARPENTER
Performs the carpentry duties necessary to construct and maintain in good repair
building woodwork and equipment such as bins, cribs, counters, benches, partitions,
doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves
most of the following: Planning and laying out of work from blueprints, drawings,
models, or verbal instructions; using a variety of carpenter’s handtools, portable power
tools, and standard measuring instruments; making standard shop computations relating
to dimensions of work; and selecting materials necessary for the work. In general, the
work of the maintenance carpenter requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience.
MAINTENANCE ELECTRICIAN
Performs a variety of electrical trade functions such as the installation, maintenance,
or repair of equipment for the generation, distribution, or utilization of electric energy
in an establishment. Work involves most of the following: Installing or repairing any of a
variety of electrical equipment such as generators, transformers, switchboards, control
lers, circuit breakers, motors, heating units, conduit systems, or other transmission
equipment; working from blueprints, drawings, layouts, or other specifications;
locating and diagnosing trouble in the electrical system or equipment; working standard
computations relating to load requirements of wiring or electrical equipment; and using
a variety of electrician’s handtools and measuring and testing instruments. In general,
the work of the maintenance electrician requires rounded training and experience
usually acquired through a formal apprenticeship or equivalent training and experience.
MAINTENANCE PAINTER
Paints and redecorates walls, woodwork, and fixtures of an establishment. Work
involves the following: Knowledge of surface peculiarities and types of paint required for
different applications; preparing surface for painting by removing old finish or by
placing puttji or filler in nail holes and interstices; and applying paint with spray gun or
brush. May mix colors, oils, white lead, and other paint ingredients to obtain proper
color or consistency. In general, the work of the maintenance painter requires rounded
training and experience usually acquired through a formal apprenticeship or equivalent
training and experience.
REGISTERED INDUSTRIAL NURSE
MAINTENANCE MACHINIST
A registered nurse who gives nursing service under general medical direction to ill or
injured employees or other persons who become ill or suffer an accident on the premises
Produces replacement parts and new parts in making repairs of metal parts of
mechanical equipment operated in an establishment. Work involves most of the
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following-. Interpreting written instructions and specifications; planning and laying out
of work; using a variety of machinist’s handtools and precision measuring instruments;
setting up and operating standard machine tools; shaping of metal parts to close
tolerances; making standard shop computations relating to dimensions of work, tooling,
feeds, and speeds of machining; knowledge of the working properties of the common
metals; selecting standard materials, parts, and equipment required for this work; and
fitting and assembling parts into mechanical equipment. In general, the machinist’s
work normally requires a rounded training in machine-shop practice usually acquired
through a formal apprenticeship or equivalent training and experience.
MAINTENANCE MECHANIC (MACHINERY)
Repairs machinery or mechanical equipment of an establishment. Work involves
most of the following: Examining machines and mechanical equipment to diagnose
source of trouble; dismantling or partly dismantling machines and performing repairs
that mainly involve the use of handtools in scraping and fitting parts; replacing broken
or defective parts with items obtained from stock; ordering the production of a
replacement part by a machine shop or sending the machine to a machine shop for
major repairs; preparing written specifications for major repairs or for the production
of parts ordered from machine shops; reassembling machines; and making all necessary
adjustments for operation. In general, the work of a machinery maintenance mechanic
requires rounded training and experience usually acquired through a formal apprentice
ship or equivalent training and experience. Excluded from this classification are
workers whose primary duties involve setting up or adjusting machines.
MAINTENANCE MECHANIC (MOTOR VEHICLE)
Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work
involves most of the following: Examining automotive equipment to diagnose source of
trouble; disassembling equipment and performing repairs that involve the use of such
handtools as wrenches, gauges, drills, or specialized equipment in disassembling or
fitting parts; replacing broken or defective parts from stock; grinding and adjusting
valves; reassembling and installing the various assemblies in the vehicle and making
necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening
body bolts. In general, the work of the motor vehicle maintenance mechanic requires
rounded training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.
This classification does not include mechanics who repair customers’ vehicles in
automobile repair shops.
training and experience. Workers primarily engaged in installing and repairing building
sanitation or heating systems are excluded.
MAINTENANCE SHEET-METAL WORKER
Fabricates, installs, and maintains in good repair the sheet-metal equipment and
fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators,
chutes, ducts, metal roofing) of an establishment. Work involves most of the following:
Planning and laying out all types of sheet-metal maintenance work from blueprints,
models, or other specifications; setting up and operating all available types of sheetmetal working machines; using a variety of handtools in cutting, bending, forming,
shaping, fitting, and assembling; and installing sheet-metal articles as required. In
general, the work of the maintenance sheet-metal worker requires rounded training and
experience usually acquired through a formal apprenticeship or equivalent training and
experience.
MILLWRIGHT
Installs new machines or heavy equipment, and dismantles and installs machines or
heavy equipment when changes in the plant layout are required. Work involves most of
the following: Planning and laying out work; interpreting blueprints or other specifica
tions; using a variety of handtools and rigging; making standard shop computations
relating to stresses, strength of materials, and centers of gravity; aligning and balancing
equipment; selecting standard tools, equipment, and parts to be used; and installing and
maintaining in good order power transmission equipment such as drives and speed
reducers. In general, the millwright’s work normally requires a rounded training and
experience in the trade acquired through a formal apprenticeship or equivalent training
and experience.
MAINTENANCE TRADES HELPER
Assists one or more workers in the skilled maintenance trades by performing specific
or general duties of lesser skill, such as keeping a worker supplied with materials and
tools; cleaning working area, machine, and equipment; assisting journeyman by holding
materials or tools; and performing other unskilled tasks as directed by journeyman. The
kind of work the helper is permitted to perform varies from trade to trade: In some
trades the helper is confined to supplying, lifting, and holding materials and tools, and
cleaning working areas; and in others he is permitted to perform specialized machine
operations, or parts of a trade that are also performed by workers on a full-time basis.
MACHINE-TOOL OPERATOR (TOOLROOM)
MAINTENANCE PIPEFITTER
Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an
establishment. Work involves most of the following: Laying out work and measuring to
locate position of pipe from drawings or other written specifications; cutting various
sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe
cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or
power-driven machines; assembling pipe with couplings and fastening pipe to hangers;
making standard shop computations relating to pressures, flow, and size of pipe
required; and making standard tests to determine whether finished pipes meet
specifications. In general, the work of the maintenance pipefitter requires rounded
training and experience usually acquired through a formal apprenticeship or equivalent
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Specializes in operating one or more than one type of machine tool (e.g., jig borer,
grinding machine, engine lathe, milling machine) to machine metal for use in making or
maintaining jigs, fixtures, cutting tools, gauges, or metal dies or molds used in shaping
or forming metal or nonmetallic material (e.g., plastic, plaster, rubber, glass). Work
typically involves: Planning and performing difficult machining operations which require
complicated setups or a high degree of accuracy; setting up machine tool or tools (e.g.,
install cutting tools and adjust guides, stops, working tables, and other controls to
handle the size of stock to be machined; determine proper feeds, speeds, tooling, and
operation sequence or select those prescribed in drawings, blueprints, or layouts); using
a variety of precision measuring instruments; making necessary adjustments during
machining operation to achieve requisite dimensions to very close tolerances. May be
required to select proper coolants and cutting and lubricating oils, to recognize when
tools need dressing, and to dress tools. In general, the work of a machine-tool operator
(toolroom) at the skill level called for in this classification requires extensive knowledge
of machine-shop and toolroom practice usually acquired through considerable on-thejob training and experience.
For cross-industry wage study purposes, this classification does not include machinetool operators (toolroom) employed in tool and die jobbing shops.
repairs to boilerroom equipment; and, following prescribed methods, treat boiler water
with chemicals and analyze boiler water for such things as acidity, causticity, and
alkalinity.
The classification excludes workers in establishments producing electricity, steam, or
heated or cooled air primarily for sale.
Material Movement and Custodial
TOOL AND DIE MAKER
Constructs and repairs jigs, fixtures, cutting tools, gauges, or metal dies or molds used
in shaping or forming metal or nonmetallic material (e.g., plastic, plaster, rubber, glass).
Work typically involves: Planning and laying out work according to models, blueprints,
drawings, or other written or oral specifications; understanding the working properties
of common metals and alloys; selecting appropriate materials, tools, and processes
required to complete tasks; making necessary shop computations; setting up and
operating various machine tools and related equipment; using various tool and die
maker’s handtools and precision measuring instruments; working to very close
tolerances; heat-treating metal parts and finished tools and dies to achieve required
qualities; fitting and assembling parts to prescribed tolerances and allowances. In
general, the tool and die maker’s work requires rounded training in machine-shop and
toolroom practice usually acquired through formal apprenticeship or equivalent
training and experience.
For cross-industry wage study purposes, this classification does not include tool and
die makers who (1) are employed in tool and die jobbing shops or (2) produce forging
dies (die sinkers).
TRUCKDRIVER
Drives a truck within a city or industrial area to transport materials, merchandise,
equipment, or workers between various types of establishments such as: Manufacturing
plants, freight depots, warehouses, wholesale and retail establishments, or between
retail establishments and customers’ houses or places of business. May also load or
unload truck with or without helpers, make minor mechanical repairs, and keep truck in
good working order. Salesroute and over-the-road drivers are excluded.
For wage study purposes, truckdrivers are classified by type and rated capacity of
truck, as follows:
Truckdriver, light truck
(straight truck, under 1 1/2 tons, usually 4 wheels)
Truckdriver, medium truck
(straight truck, 1 1/2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
Truckdriver, tractor-trailer
STATIONARY ENGINEER
Operates and maintains one or more systems which provide an establishment with
such services as heat, air-conditioning (cool, humidify, dehumidify, filter, and circulate
air), refrigeration, steam or high-temperature water, or electricity. Duties involve:
Observing and interpreting readings on gauges, meters, and charts which register
various aspects of the system’s operation; adjusting controls to insure safe and efficient
operation of the system and to meet demands for the service provided; recording in logs
various aspects of the system’s operation; keeping the engines, machinery, and
equipment of the system in good working order. May direct and coordinate activities of
other workers (not stationary engineers) in performing tasks directly related to
operating and maintaining the system or systems.
The classification excludes head or chief engineers in establishments employing more
than one engineer; workers required to be skilled in the repair of electronic control
equipment; and workers in establishments producing electricity, steam, or heated or
cooled air primarily for sale.
BOILER TENDER
Tends one or more boilers to produce steam or high-temperature water for use in an
establishment. Fires boiler. Observes and interprets readings on gauges, meters, and
charts which register various aspects of boiler operation. Adjusts controls to insure safe
and efficient boiler operation and to meet demands for steam or high-temperature
water. May also do one or more of the following: Maintain a log in which various
aspects of boiler operation are recorded; clean, oil, make minor repairs or assist in
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SHIPPER AND RECEIVER
Performs clerical and physical tasks in connection with shipping goods of the
establishment in which employed and receiving incoming shipments. In performing
day-to-day, routine tasks, follows established guidelines. In handling unusual nonrou
tine problems, receives specific guidance from supervisor or other officials. May direct
and coordinate the activities of other workers engaged in handling goods to be shipped
or being received.
Shippers typically are responsible for most of the following: Verifying that orders are
accurately filled by comparing items and quantities of goods gathered for shipment
against documents; insuring that shipments are properly packaged, identified with
shipping information, and loaded into transporting vehicles; preparing and keeping
records of goods shipped, e.g., manifests, bills of lading.
Receivers typically are responsible for most of the following: Verifying the correct
ness of incoming shipments by comparing items and quantities unloaded against bills of
lading, invoices, manifests, storage receipts, or other records; checking for damaged
goods; insuring that goods are appropriately identified for routing to departments
within the establishment; preparing and keeping records of goods received.
For wage study purposes, workers are classified as follows:
Shipper
Receiver
Shipper and receiver
For wage study purposes, workers are classified by type of powertruck, as follows:
WAREHOUSEMAN
As directed, performs a variety of warehousing duties which require an understanding
of the establishment's storage plan. Work involves most of the following-. Verifying
materials (or merchandise) against receiving documents, noting and reporting discrep
ancies and obvious damages; routing materials to prescribed storage locations; storing,
stacking, or palletizing materials in accordance with prescribed storage methods;
rearranging and taking inventory of stored materials; examining stored materials and
reporting deterioration and damage; removing material from storage and preparing it
for shipment. May operate hand or power trucks in performing warehousing duties.
Exclude workers whose primary duties involve shipping and receiving work (see
Shipper and receiver and Shipping packer), order filling (see Order filler), or operating
power trucks (see Power-truck operator).
Forklift operator
Power-truck operator (other than forklift)
GUARD
Protects property from theft or damage, or persons from hazards or interference.
Duties involve serving at a fixed post, making rounds on foot or by motor vehicle, or
escorting persons or property. May be deputized to make arrests. May also help visitors
and customers by answering questions and giving directions.
Guards employed by establishments which provide protective services on a contract
basis are included in this occupation.
For wage study purposes, guards are classified as follows:
ORDER FILLER
Fills shipping or transfer orders for finished goods from stored merchandise in
accordance with specifications on sales slips, customers’ orders, or other instructions.
May, in addition to filling orders and indicating items filled or omitted, keep records of
outgoing orders, requisition additional stock or report short supplies to supervisor, and
perform other related duties.
Guard I
Carries out instructions primarily oriented toward insuring that emergencies and
security violations are readily discovered and reported to appropriate authority.
Intervenes directly only in situations which require minimal action to safeguard
property or persons. Duties require minimal training. Commonly, the guard is not
required to demonstrate physical fitness. May be armed, but generally is not required to
demonstrate proficiency in the use of firearms or special weapons.
SHIPPING PACKER
Prepares finished products for shipment or storage by placing them in shipping
containers, the specific operations performed being dependent upon the type, size, and
number of units to be packed, the type of container employed, and method of shipment.
Work requires the placing of items in shipping containers and may involve one or more of
the following-. Knowledge of various items of stock in order to verify content; selection
of appropriate type and size of container; inserting enclosures in container; using
excelsior or other material to prevent breakage or damage; closing and sealing
container; and applying labels or entering identifying data on container. Packers who
also make wooden boxes or crates are excluded.
Guard II
Enforces regulations designed to prevent breaches of security. Exercises judgment
and uses discretion in dealing with emergencies and security violations encountered.
Determines whether first response should be to intervene directly (asking for assistance
when deemed necessary and time allows), to keep situation under surveillance, or to
report situation so that it can be handled by appropriate authority. Duties require
specialized training in methods and techniques of protecting security areas. Commonly,
the guard is required to demonstrate continuing physical fitness and proficiency with
firearms or other special weapons.
MATERIAL HANDLING LABORER
A worker employed in a warehouse, manufacturing plant, store, or other establish
ment whose duties involve one or more of the following-. Loading and unloading various
materials and merchandise on or from freight cars, trucks, or other transporting
devices; unpacking, shelving, or placing materials or merchandise in proper storage
location; and transporting materials or merchandise by handtruck, car, or wheelbarrow.
Longshore workers, who load and unload ships, are excluded.
JANITOR, PORTER, OR CLEANER
Cleans and keeps in an orderly condition factory working areas and washrooms, or
premises of an office, apartment house, or commercial or other establishment. Duties
involve a combination of the following-. Sweeping, mopping or scrubbing, and polishing
floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures;
polishing metal fixtures or trimmings; providing supplies and minor maintenance
services; and cleaning lavatories, showers, and restrooms. Workers who specialize in
window washing are excluded.
POWER-TRUCK OPERATOR
Operates a manually controlled gasoline- or electric-powered truck or tractor to
transport goods and materials of all kinds about a warehouse, manufacturing plant, or
other establishment.
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26
Appendix C.
Job Conversion Table
Beginning in 1981, multilevel jobs are identified by numeric instead of alphabetic
designations. A conversion table for the affected occupations follows:
Numeric
Alphabetic
Occupation
designation
designation
(currently used)
(previously used)
Secretary..................................... ...........
I
E
II
D
III
C
IV
B
V
A
Stenographer............................... ..........
I
II
General
Senior
Typist.......................................... ..........
I
II
B
A
File clerk..................................... ..........
I
II
III
C
B
A
Order clerk.................................. ..........
I
II
B
A
Accounting clerk........................ ..........
I
II
B
A
Key entry operator..................... ..........
I
II
B
A
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Numeric
designation
(currently used)
I
II
III
Alphabetic
designation
(previously used)
C
B
A
Computer programmer (business)........
I
II
III
C
B
A
Computer operator...............................
I
II
III
C
B
A
Drafter...................................................
I
II
III
IV
V
E
D
C
B
A
Electronics technician...........................
I
II
III
C
B
A
Guard......................................................
I
II
B
A
Occupation
Computer systems analyst (business)....
27
Area Wage Survey Summaries
The following areas are surveyed pe
riodically for use in administering the
Service Contract Act of 1965. Survey
results are published in summaries
which are available, at no cost, while
supplies last from any of the BLS region
al offices shown on the back cover.
Alaska (statewide)
Albany, Ga.
Albuquerque, N. Mex.
Alexandria-Leesville, La.
Alpena-Standish-Tawas City, Mich.
Ann Arbor, Mich.
Antelope Valley, Calif.
Asheville, N.C.
Atlantic City, N. J.
Augusta, Ga.-S.C.
Austin, Tex.
Bakersfield, Calif.
Baton Rouge, La.
Battle Creek, Mich.
Beaumont-Port Arthur-Orange and
Lake Charles, Tex.-La.
Biloxi-Gulfport and PascagoulaMoss Point, Miss.
Binghamton, N.Y.
Birmingham, Ala.
Bloomington-Vincennes, Ind.
Bremerton-Shelton, Wash.
Brunswick, Ga.
Cedar Rapids, Iowa
Champaign-Urbana-Rantoul, 111.
Charleston-North CharlestonWalterboro, S.C.
Charlotte-Gastonia, N.C.
Cheyenne, Wyo.
Clarksville-Hopkinsville, Tenn.-Ky.
Colorado Springs, Colo.
Columbia-Sumter, S.C.
jJ-U.S.
Columbus, Ga.-Ala.
Columbus, Miss.
Connecticut (statewide)
Decatur, 111.
Des Moines, Iowa
Dothan, Ala.
Duluth-Superior, Minn.-Wis.
El Paso-Alamogordo-Las Cruces,
Tex.-N. Mex.
Eugene-Springfield-Medford, Oreg.
Fayetteville, N.C.
Fort Lauderdale-Hollywood and
West Palm Beach-Boca Raton, Fla.
Fort Smith, Ark.-Okla.
Fort Wayne, Ind.
Frederick-HagerstownChambersburg, Md.-Pa.
Gadsden and Anniston, Ala.
Goldsboro, N.C.
Grand Island-Hastings, Nebr.
Guam, Territory of
Harrisburg-Lebanon, Pa.
Knoxville, Tenn.
La Crosse-Sparta, Wis.
Laredo, Tex.
Las Vegas-Tonopah, Nev.
Lexington-Fayette, Ky.
Lima, Ohio
Little Rock-North Little Rock, Ark.
Logansport-Peru, Ind.
Lorain-Elyria, Ohio
Lower Eastern Shore, Md.-Va.-Del.
Macon, Ga.
Madison, Wis.
Maine (statewide)
Mansfield, Ohio
McAllen-Pharr-Edinburg and
Brownsville-Harlingen- San
Benito, Tex.
Meridian, Miss.
Government Printing Office : 1982 -361-265/353
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Middlesex, Monmouth, and Ocean
Counties, N.J.
Mobile-Pensacola-Panama City, Ala.Fla.
Montana (statewide)
Montgomery, Ala.
Nashville-Davidson, Tenn.
New Bern-Jacksonville, N.C.
New Hampshire (statewide)
North Dakota (statewide)
Northern New York
Northwest Texas
Orlando, Fla.
Oxnard-Simi Valley-Ventura, Calif.
Peoria, 111.
Phoenix, Ariz.
Pine Bluff, Ark.
Portsmouth-Chillicothe-Gallipolis,
Ohio
Pueblo, Colo.
Puerto Rico
Raleigh-Durham, N.C.
Reno, Nev.
Riverside-San Bernardino-Ontario,
Calif.
Salina, Kans.
Salinas-Seaside-Monterey, Calif.
Sandusky, Ohio
Santa Barbara-Santa Maria-Lompoc,
Calif.
Savannah, Ga.
Selma, Ala.
Sherman-Denison, Tex.
Shreveport, La.
South Dakota (statewide)
Southeastern Massachusetts
Southern Idaho
Southwest Virginia
Spokane, Wash.
Springfield, 111.
Stockton, Calif.
Tacoma, Wash.
Tampa-St. Petersburg, Fla.
Topeka, Kans.
Tucson-Douglas, Ariz.
Tulsa, Okla.
Upper Peninsula, Mich.
Vallejo-Fairfield-Napa, Calif.
Vermont (statewide)
Virgin Islands of the U.S.
Waco and Killeen-Temple, Tex.,
Waterloo-Cedar Falls, Iowa
West Virginia (statewide)
Western and Northern Massachusetts
Wichita Falls-Lawton-Altus, Tex.Okla.
Wilmington, Del., N.J.-Md.
Yakima-Richland-KennewickPendleton, Wash.-Oreg.
ALSO A VAILABLE—
An annual report on salaries for ac
countants, auditors, public accountants,
chief accountants, attorneys, job ana
lysts, directors of personnel, buyers,
chemists, engineers, engineering techni
cians, drafters, computer operators, and
clerical employees is available. Order as
BLS Bulletin 2081, National Survey of
Professional, Administrative, Technical
and Clerical Pay, March 1980, $4.00 a
copy, from any of the BLS regional sales
offices shown on the back cover, or
from the Superintendent of Documents,
U.S. Government Printing Office,
Washington, D.C. 20402.
Area Wage Surveys
A list of the latest bulletins available is presented below. Bulletins may be purchased from any of
the BLS regional offices shown on the back cover, or from the Superintendent of Documents,
U.S. Government Printing Office, Washington, D. C. 20402. Make checks payable to Superin
tendent of Documents. A directory of occupational wage surveys, covering the years 1974 through
1979, is available on request.
Bulletin number
and price*
Area
Albany-Schenectady-Troy, N.Y., Sept. 1981..........................
Anaheim-Santa Ana-Garden Grove, Calif., Oct. 1981*........
Atlanta, Ga., May 19811............................................................
Baltimore, Md., Aug. 1981*.................. ..................................
Billings, Mont., July 1981 ........................................................
Boston, Mass., Aug. 1981'........................................................
Buffalo, N.Y., Oct. 1980 ..........................................................
Chattanooga, Tenn.—Ga., Sept. 1981' ..................................
Chicago, 111., May 1980 ............................................................
Cincinnati, Ohio—Ky.— Ind., July 1981 ................................
Cleveland, Ohio, Sept. 1981'....................................................
Columbus, Ohio, Oct. 19811 ....................................................
Corpus Christi, Tex., July 1981................................................
Dallas—Fort Worth, Tex., Dec. 19801....................................
Davenport—Rock Island—Moline, Iowa—111., Feb. 1981 ..
Dayton, Ohio, Dec. 1980' ........................................................
Daytona Beach, Fla., Aug. 1981..............................................
Denver—Boulder, Colo., Dec. 1980' ......................................
Detroit, Mich., Apr. 1981 ........................................................
Fresno, Calif., June 1981..........................................................
Gainesville, Fla., Sept. 1981......................................................
Gary—Hammond—East Chicago, Ind., Nov. 1981..............
Green Bay, Wis., July 1981'......................................................
Greensboro—Winston-Salem—High Point, N.C., Aug. 1981
Greenville—Spartanburg, S.C., June 1981 ............................
Hartford, Conn., Mar. 1981 ....................................................
Houston, Tex., May. 1981........................................................
Huntsville, Ala., Feb. 1981 ......................................................
Indianapolis, Ind., Oct. 1981'................ ......................... .
Jackson, Miss., Jan. 1981 ........................................................
Jacksonville, Fla., Dec. 1980 ....................................................
Kansas City, Mo.—Kans., Sept. 1981.......................................
Los Angeles—Long Beach, Calif., Oct. 1980 ..........................
Louisville, Ky.—Ind., Nov. 1980'..............................................
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
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3010-49
3010-57
3010-24
3010-39
3010-25
3010-48
3000-52
3010-42
3010-19
3010-30
3010-44
3010-54
3010-22
3000-67
3010- 7
3000-64
3010-38
3000-68
3010-12
3010-27
3010-45
3010-59
3010-26
3010-43
3010-23
3010-21
3010-14
3010- 5
3010-56
3010- 4
3000-66
3010-47
3000-63
3000-65
$2.50
$3.25
$3.25
$3.00
$2.25
$3.25
$2.25
$3.25
$2.75
$2.75
$3.25
$3.25
$2.25
$3.25
$2.25
$2.25
$2.25
$3.25
$2.75
$2.25
$2.50
$2.50
$2.75
$2.75
$2.25
$2.50
$2.75
$2.25
$4.25
$1.75
$1.75
$3.00
$2.25
$2.25
Bulletin number
Area
Memphis, Tenn.—Ark.—Miss,, Nov. 1981 ..........................................................
Miami, Fla., Oct. 1981' ...............................
Milwaukee, Wis., May 1981'..................................................................................
Minneapolis—St. Paul, Minn.—Wis., Jan. 19811........ ................... ...................
Nassau—Suffolk, N.Y., June 1981'.......... ...........................................................
Newark, N.J., Jan. 1981 ........................................................................................
New Orleans, La., Oct. 1981' ................................................................................
NewYork, N.Y.—N.J., May 1981' ......................................................................
Norfolk—Virginia Beach—Portsmouth, Va.—N.C., May 1981........................
Northeast Pennsylvania, Aug. 1981 ......................................................................
Oklahoma City, Okla., Aug. 1981 ........................................................................
Omaha, Nebr.—Iowa, Oct. 1981 ..........................................................................
Paterson—Clifton—Passaic, N.J., June 1981......................................................
Philadelphia, Pa.—N.J., Nov. 1981 ......................................................................
Pittsburgh, Pa., Jan. 1981......................................................................................
Portland, Maine, Dec. 1980 ...................................................................................
Portland, Oreg.—Wash., June 1981 ......................................................................
Poughkeepsie, N.Y., June 1981..............................................................................
Poughkeepsie—Kingston—Newburgh, N.Y., June 1981 ...................................
Providence—Warwick—Pawtucket, R.I.—Mass., June 1981 ............................
Richmond, Va., June 1981 ......................................................................................
St. Louis, Mo.—111., Mar. 1981.............................................................................
Sacramento, Calif., Dec. 1980'................................................................................
Saginaw, Mich., Nov. 1981 ....................................................................................
Salt Lake City—Ogden, Utah, Nov. 1980 .............................................................
San Antonio, Tex., May 1981 ................................................................................
San Diego, Calif., Nov. 1980'................................................................................
San Francisco—Oakland, Calif., Mar.1981' ........................................................
San Jose, Calif., Mar. 19811 .................................................................................
Seattle—Everett, Wash., Dec. 1980 ........................................................................
South Bend, Ind., Aug. 1981 .................................................................................
Toledo, Ohio—Mich., June 1981'............................................................................
Trenton, N.J., Sept. 1981'.......................................................................................
Washington, D.C.—Md.—Va., Mar. 1981' ........................................................
Wichita, Kans., Apr. 1981........................................................................................
Worcester, Mass., Apr. 1981 ....................................................................................
York, Pa., Feb. 1981'................................................................................................
and price*
3010-55
3010-53
3010-16
3010- 1
3010-31
3010- 3
3010-46
3010-41
3010-17
3010-40
3010-37
3010-51
3010-35
3010-52
3010. 2
3000-61
3010-29
3010-28
3010-32
3010-36
3010-18
3010- 8
3000-70
3010-58
3000-60
3010-15
3000-71
3010-13
3010-10
3000-69
3010-33
3010-20
3010-50
3010- 6
3010-11
3010-34
3010-9
Prices are determined by the Government Printing Office and are subject to change.
Data on establishment practices and supplementary wage provisions are also presented.
$2.75
$3.25
$3^25
$3 75
$3.00
$2.25
$3^25
$3.25
$2.25
$2.25
$2^25
$2.50
$2.25
$3^00
$2.25
$175
$2.75
$2.25
$2.25
$2.50
$2 50
$2 75
$2^5
$2^50
$2.00
$2.25
$2.25
$3.00
$3.00
$1.75
$2.25
$2.75
$3.00
$3.00
$2.25
$2.25
$2.75
Postage and Fees Paid
U.S. Department of Labor
U.S. Department of Labor
Bureau of Labor Statistics
Washington, D.C. 20212
Third Class Bulk Rate
Official Business
Penalty for private use, $300
Permit No. G-59
; v
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Bureau of Labor Statistics Regional Offices
Region i
Region il
Region III
Region IV
1603 JFK Federal Building
Government Center
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Connecticut
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Suite 3400
1515 Broadway
New York, N Y 10036
Phone 944-3121 (Area Code 212)
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P O Box 13309
Philadelphia. Pa. 19101
Phone 596-1154 (Area Code 215)
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Phone 881-4418 (Area Code 404)
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mjjlfrjw'
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Regions VII and VIII
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9th Floor. 230 S. Dearborn St
Chicago, III 60604
Phone 353-1880 (Area Code 312)
Illinois
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Second Floor
555 Griffin Square Building
Dallas, Tex 75202
Phone: 767-6971 (Area Code 214)
Arkansas
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Federal Oflice Building
911 Walnut St . 15th Floor
Kansas Qty, Mo 64106
Phone 374-2481 (Area Code 816)
450 Golden Gate Ave
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San Francisco. Cain 94102
Phone 556-4678 (Area Code 415)
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