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Greensboro—W inston-Salem —
High Point, North Carolina,
M etropolitan Area, August 1977

Area
Wage
Survey
Bulletin 1950-42
U.S. Department of Labor
Bureau of Labor Statistics

Stokes
o °'

s

S'?




-0

Preface
This bulletin provides results of an August 1977
survey of occu­
Material in this publication is in the public domain and may be re­
produced without permission of the Federal Government. Please credit
pational earnings and supplementary wage benefits in the Greensboro—
Winston-Salem—High Point, North Carolina Standard Metropolitan Statistical
the Bureau of Labor Statistics and cite the name and number of this
Area.
The survey was made as part of the Bureau of Labor Statistics'
publication.
annual
area wage survey program. It was conducted by the Bureau's re­
gional office in Atlanta, Ga., under the general direction of Jerry G. Adams,
Assistant Regional Commissioner for Operations. The survey could not
Note:
have been accomplished without the cooperation of the many firms whose
wage and salary data provided the basis for the statistical information in
A report on occupational earnings and supplementary wage provi­
this bulletin. The Bureau wishes to express sincere appreciation for the
sions in the Winston-Salem-High Point area is available for the cotton and
man-made fiber textiles (May 1975) and hosiery (July 1976) industries.
cooperation received.




Area
Wage
Survey

Greensboro—W in s to n -S a le m High Point, North Carolina,
M etropolitan Area, August 1977

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

Contents

Page

Introduction-----------------------------------------------------

2

Page

November 1977
Bulletin 1950-42

Tables:
A.

B.

B-5.

Earnings, all establishments:
A -l. Weekly earnings of office
workers------------------------------------ 3
A-2. Weekly earnings of profes­
sional andtechnical w orkers------- 6
A-3. Average weekly earnings of
office, professional, and
technical workers, by sex------------- 8
A-4. Hourly earnings of mainte­
nance, toolroom, and
powerplant w orkers------------------- 10
A-5. Hourly earnings of material
movement and custodial
workers------------------------------------- 11
A-6. Average hourly earnings of
maintenance, toolroom,
powerplant, material move­
ment, and custodial workers,
by sex--------------------------------------- 12
A-7. Percent increases in average
hourly earnings, adjusted for
employment shifts, for se­
lected occupational groups---------- 13
Establishment practices and supple­
mentary wage provisions:
B -l. Minimum entrance salaries
for inexperienced typists
B-2.
B-3.

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




B-4.

Late-shift pay provisions for
full-time manufacturing
plant w orkers----------------------------- 15
Scheduled weekly hours and
days of full-time first-shift
*
worke rs------------------------- ----------- 16

B-6.
B-7.
Appendix A.
Appendix B.

Annual paid holidays for full­
time workers------------------------------ 17
Paid vacation provisions for
full-time workers----------------------- 18
Health, insurance, and pension
plans for full-time workers--------- 21
Life insurance plans for
full-time workers----------------------- 22
Scope and method of survey----------- 25
Occupational descriptions------------- 30

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

This area is 1 of 74 in which the U.S. Department of Labor's Bu­
reau of Labor Statistics conducts surveys of occupational earnings and re ­
lated benefits. (See list of areas on inside back cover.) In each area,
occupational earnings data (A -series tables) are collected annually. Infor­
mation on establishment practices and supplementary wage benefits (B series tables) is obtained every third year.
Each year after all individual area wage surveys have been com­
pleted, two summary bulletins are issued. The first brings together data
for each metropolitan area surveyed; the second presents national and re ­
gional estimates, projected from individual metropolitan area data, for all
Standard Metropolitan Statistical Areas in the United States, excluding Alaska
and Hawaii.

B -series tables

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

The B -series tables present information on minimum entrance
salaries for inexperienced typists and clerks; late-shift pay provisions and
practices for plant workers in manufacturing; and data separately for plant
and office workers on scheduled weekly hours and days of first-shift work­
ers; paid holidays; paid vacations; health, insurance, and pension plans;
and more detailed information on life insurance plans.
Appendixes
Appendix A describes the methods and concepts used in the area
wage survey program. It provides information on the scope of the area
survey, on the area's industrial composition in manufacturing, and on
labor-management agreement coverage.

ta ble s

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




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

2

A. Earnings
Table A-1. Weekly earnings of office workers in Greensboro—Winston-Salem—High Point, N.C., August 1977
Weekly earnings1
(standard)

Occupation and industry division

Number
of
workers

Average
weekly
hours1
(standard)

N u m b e r o f w o r k e r s r e c e iv in g s t r a ig h t - t im e w e e k ly e a r n in g s o f 90

Mean2

Median 2

Middle range 2

and
u n d er
100

100

110

_

_

110

120

120

130

_

_

130

140

140
_

150
_

150

160
_

160

170

180

190

200

220

240

260

280

300

320

340

360

380

180

190

200

220

240

260

280

300

320

340

360

380

400

2
2
-

_
170

ALL WORKERS
1 ,3 9 0
738
652
125

3 8 .5
3 8 .5
3 8 .5
3 9 .5

$
1 8 9 .5 0
2 0 0 .5 0
1 7 7 .5 0
2 1 8 .0 0

$
1 7 4 .0 0
1 8 7 .5 0
1 6 4 .5 0
2 2 8 .5 0

$
$
1 5 3 .0 0 -2 1 9 .0 0
1 6 3 .5 0 -2 2 8 .0 0
1 4 4 .0 0 - 1 9 4 . 5 0
1 7 0 .0 0 -2 5 9 .5 0

SECRETARIES, CLASS A
MANUFACTURING -----

125
102

3 8 .5
3 8 .5

2 3 5 .5 0
2 4 2 .0 0

2 2 3 .0 0
2 2 3 .0 0

SECRETARIES, CLASS B
MANUFACTURING -----NONMANUFACTURING --PUBLIC UTILITIES -

263
111
152
28

3 9 .0
3 8 .5
3 9 .0
4 0 .0

1 9 9 ,0 0
2 1 7 .0 0
1 8 6 .0 0
2 0 8 .0 0

SECRETARIES, CLASS C
MANUFACTURING -----NONMANUFACTURING --PUBLIC UTILITIES -

601
366
235
39

3 8 .5
3 8 .5
3 8 .5
3 9 .0

SECRETARIES, CLASS C
MANUFACTURING ----NONMANUFACTURING —
PUBLIC UTILITIES

298
104
194
48

SECRETARIES, CLASS E
MANUFACTURING ------

SECRETARIES ----------MANUFACTURING ----NONMANUFACTURING —
PUBLIC UTILITIES

7
7

12
3
9
-

44
5
39
-

56
11
45
3

175
66
109
9

167
80
87
6

153
89
64
7

142
66
76
18

101
66
35
5

51
24
27
5

136
99
37
5

107
84
23
8

88
44
44
28

70
45
25
14

36
25
11
10

19
10
9
6

16
13
3
-

6
4
2
1

2
2
-

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

-

-

-

-

-

-

6
-

-

-

-

14
11

4
4

4
4

4
3

28
27

21
16

4
1

12
11

4
3

5
4

12
12

3
2

2
2

1 8 6 .5 0
2 0 3 .5 0
1 8 0 .5 0
2 1 3 .0 0

1 6 9 .0 0 -2 1 5 .5 0
1 7 5 .5 0 -2 6 5 .0 0
1 6 6 .0 0 -1 9 6 .0 0
1 7 0 .0 0 -2 5 2 .5 0

-

“

-

2
2
-

29
8
21
3

15
7
8
-

21
6
15
3

42
10
32
3

30
11
19
-

34
9
25
4

33
17
16
5

4
3
1
-

16
8
8
8

9
6
3
1

16
15
1
-

9
6
3
1

1
1
-

2
2
-

_

_

_
-

_
-

-

-

1 9 0 .0 0
1 9 9 .5 0
1 7 5 .0 0
2 4 7 .0 0

1 7 5 .0 0
1 9 0 .0 0
1 6 1 .0 0
2 4 0 .5 0

1 5 5 .5 0 -2 2 4 .0 0
1 6 7 .0 0 -2 2 9 .0 0
1 4 9 .0 0 - 1 7 9 . 5 0
2 2 7 .5 0 -2 7 7 .5 0

-

“

11
2
9
-

24
2
22
-

50
16
34
-

97
50
47
-

74
43
31
1

63
30
33
5

44
40
4
-

10
9
1
-

64
44
20
-

68
60
8
8

43
35
a
7

37
28
9
9

12
7
5
5

4
_
4
4

_
_
-

3 8 .0
3 8 .5
3 8 .0
3 9 .5

1 5 8 .0 0
1 6 1 .0 0
1 5 6 .5 0
1 9 6 .0 0

1 5 1 .5 0
1 5 9 .5 0
1 4 9 .0 0
1 7 5 .0 0

1 4 0 .5 0 - 1 6 9 . 5 0
1 4 2 .5 0 -1 7 2 .0 0
1 3 7 .0 0 - 1 6 7 . 0 0
1 5 5 .0 0 -2 4 0 .5 0

7
7

7
7
-

26
3
23
“

28
7
21
3

76
23
53
6

52
23
29
6

29
15
14
“

28
17
11
10

20
9
11
5

3
3
“

3
3
-

1
1

11

3

4

-

-

11
11

3
3

4
4

-

66
55

3 9 .5
3 9 .0

1 6 4 .5 0
1 6 7 .5 0

1 6 8 .0 0
1 6 8 .0 0

1 4 0 .5 0 -1 7 0 .0 0
1 4 3 .0 0 -1 7 7 .5 0

-

5
3

1
-

2
"

20
19

3
-

15
14

5
5

2
2

-

4
4

1
-

_

_

_

-

8
8

-

-

356
297
59

3 8 .5
3 8 .5
3 8 .0

1 8 2 .5 0
1 8 4 .0 0
1 7 5 .0 0

1 8 9 .0 0
1 8 9 .5 0
1 7 8 .0 0

1 6 0 .5 0 - 2 0 4 . 5 0
1 7 2 .0 0 -2 0 4 .0 0
1 3 2 .5 0 - 2 1 9 . 5 0

2
2

6
6

13
7
6

15
10
5

44
42
2

7
6
1

13
7
6

25
23
2

77
75
2

32
32
-

109
83
26

9
-

3
2
1

1
1
-

STENOGRAPHERS, GENERAL
MANUFACTURING -------NONMANUFACTURING -----

218
168
50

3 8 .0
3 8 .0
3 8 .0

1 8 0 .0 0
1 8 1 .5 0
1 7 6 .0 0

1 8 6 .0 0
1 8 6 .0 0
1 9 5 .0 0

1 6 3 .0 0 - 2 0 4 . 5 0
1 7 3 .0 0 -1 9 5 .0 0
1 2 3 . 0 0 - 2 1 9 .5 0

2
2

6
6

13
7
6

13
9
4

12
11
1

5
5
-

8
6
2

24
22
2

56
54
2

18
18
-

53
29
24

5
5
-

2
1
1

1
1
-

_

_

_

-

-

-

STENOGRAPHERS, SENIOR
MANUFACTURING -------

138
129

3 9 .5
3 9 .5

1 8 6 .0 0
1 8 7 .0 0

1 9 4 .0 0
1 9 5 .0 0

1 5 4 .0 0 - 2 0 7 . 0 0
1 5 3 .0 0 - 2 0 7 . 0 0

-

-

-

2
1

5
1

1
1

21
21

14
14

56
54

4
4

1
1

_

-

32
31

_

-

2
1

-

-

-

-

TRANSCRIBING-MACHINE TYPISTS
NONhANUFACTURING ----------

121
61

3 9 .0
3 8 .0

1 3 3 .5 0
1 3 8 .5 0

1 2 6 .5 0
1 3 6 .0 0

1 2 2 .0 0 -1 4 0 .5 0
1 2 6 .5 0 - 1 4 4 . 0 0

-

4
4

68
22

18
10

17
17

9
5

1
1

2
-

-

-

-

-

-

-

1
1

1
1

TYPISTS --------------MANUFACTURING ----NONMANUFACTURING —
PUBLIC UTILITIES

454
136
318
115

3 8 .5
3 8 .5
3 9 .0
3 9 .5

1 6 1 .5 0
1 6 9 .0 0
1 5 8 .5 0
1 9 3 .0 0

1 4 5 .0 0
1 7 8 .5 0
1 4 4 .0 0
1 8 6 .0 0

1 3 4 .0 0 - 1 8 6 . 0 0
1 2 9 .0 0 - 1 9 2 . 5 0
1 3 4 .0 0 - 1 8 6 . 0 0
1 5 4 .0 0 - 2 2 4 . 5 0

8
3
5
“

53
16
37
7

33
18
15
-

68
3
65
9

80
4
76
9

31
2
29
10

14
13
1
1

25
19
6
6

41
21
20
18

14
10
4
2

35
12
23
17

26
10
16
15

25
4
21
21

1
1

_

_

_

_

-

TYPISTS, CLASS A MANUFACTURING --NONMANUFACTURING

204
56
148

3 8 .5
3 8 .0
3 9 .0

1 6 0 .5 0
1 9 1 .0 0
1 4 9 .5 0

1 4 5 .0 0
1 9 4 .0 0
1 4 0 .0 0

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

-

24
2
22

9
5
4

40
2
38

50
1
49

11
2
9

1
1
-

3
2
1

10
9
1

13
10
3

28
8
20

10
9
1

4
4
“

1
1
-

TYPISTS, CLASS B MANUFACTURING ----NONMANUFACTURING —
PUBLIC UTILITIES

250
80
170
95

3 8 .5
3 8 .5
3 8 .5
3 9 .5

1 6 2 .5 0
1 5 4 .0 0
1 6 6 .5 0
1 8 8 .5 0

1 5 3 .0 0
1 6 4 .5 0
1 5 0 .5 0
1 8 6 .0 0

1 3 2 .0 0 -1 8 6 .0 0
1 2 1 .5 0 - 1 7 9 . 5 0
1 3 5 .0 0 - 1 8 6 . 0 0
1 4 8 .0 0 - 2 2 4 . 5 0

8
3
5
"

29
14
15
7

24
13
11
-

28
1
27
9

30
3
27
9

20
20
10

13
12
1
1

22
17
5
5

31
12
19
18

1
1
-

7
4
3
-

16
1
15
15

21

STENOGRAPHERS

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

MANUFACTURING -NONMANUFACTURING

”

S e e fo o tn o te s at end o f ta b le s .




3

'

_

9

_

_

2
2

-

-

_

_

_
-

_
-

_
_
-

-

-

-

_

_

_

_

_
_

_

_

-

-

-

-

-

-

-

-

-

-

-

_

_

_

_

-

-

-

-

-

-

_

_

_

-

-

-

-

-

-

_

_

_
_

_

_
-

-

-

-

-

-

_

_

_

_

_
_

_

_
_

_
_

-

-

-

-

-

-

_

_

_

-

-

_

_

_

_

-

-

-

-

-

-

_

_

_

_

_

_
_

_

-

-

-

-

-

_

-

21
21

-

-

-

-

-

_

_

-

-

-

-

-

-

-




office workers in Greensboro—Winston-Salem—High Point, N.C., August 1977— Continued
N u m b e r of workers receiving straight-time weekly earnings of—
Average
weekly
[standard)

S
Mem2

Median 2

Middle range 2

and
under

100

140

150

160

170

180

190

200

220

240

'
s
$
$
280
300
320
260

280

S

*

120

130

140

150

160

170

180

190

200

220

240

260

2

151
22
129
8

100
2
98
18

72
28
44
3

58
4
54
3

16

13
5
8

2
2

1
1
-

20
8
12
12

5
4
i
i

-

51
51

17
17

42
22

26
26

13
13

28
28
-

1 27 .50 120.00
1 2 1 .5 0 120.00

1 0 8 .0 0 -1 3 7 .0 0
1 0 8 .0 0 -1 3 5 .5 0

_

260
33
227
42

3 8 .5 1 19 .00 110 .50
4 0 .0 1 11 .50 106.00
3 8 .0 1 20 .00 111.50
4 0 .0 1 4 6 .0 0 112 .00

1 0 5 .0 0 -1 2 2 .5 0
1 0 0 .0 0 -1 2 0 .0 0
1 0 5 .0 0 -1 2 7 .0 0
1 1 0 .0 0 -2 1 5 .0 0

2
~
2
“

100
22
78
8

83
2
81
18

30
8
22

139 .0 0 131.00 1 2 1 .0 0 -1 5 0 .0 0
142 .50 134.50 1 2 2 .0 0 -1 5 0 .0 0
1 34 .50 130.00 1 0 7 .5 0 -1 3 1 .0 0

2
2

10
10

5
2
3

12
11
1

2

%

$

%

340

360

380

17
8
9

360

380

400

-

-

1
-

1
-

5
-

2
1

_

_

_

_

-

-

_

-

-

-

-

-

-

-

-

-

_

_
-

-

_
-

~
-

_
-

-

-

~
-

-

-

-

13
1
12
12

-

-

4
4
4

_
-

-

_
-

-

-

-

-

-

-

1

8
8
-

3
3
-

3
3
-

1
1
-

_
-

1
1

2
1
1

~

-

-

-

~

“

1

_

1

-

-

1

-

1

36
17
19

67
45
22

48
20
28

31
7
24

47
24
23

2
2
-

2
1
1

72
15

41
22

28
28

12
12

11
11

1
1

72
15

41
22

28
28

12
12

11
11

2

50
29
21

94
29
65
32

158
60
98
27

130
45
85
10

_
-

-

-

1
~
1

36
23
13

1 3 2 .0 0 -1 7 5 .0 0
1 3 3 .5 0 -1 9 5 .5 0
1 2 9 .0 0 -1 6 0 .0 0

-

2
2

50
29
21

93
29
64

1 65 .50 160.00
164.00 159 .00

1 5 5 .0 0 -1 8 0 .0 0
1 3 5 .0 0 -1 8 2 .0 0

-

-

_

~

“

245
119
126

3 9 .5
3 9 .5
3 9 .5

1 36 .50 132 .50
135.50 127.50
1 37 .50 135.50

1 2 1 .0 0 -1 4 8 .0 0
1 2 6 .0 0 -1 4 9 .0 0
1 2 0 .0 0 -1 4 6 .0 0

-

4

-

4

186
110

3 9 .5
3 9 .5

134 .5 0 124.00
149 .00 137 .00

1 1 2 .0 0 -1 3 8 .0 0
1 2 1 .5 0 -1 5 3 .5 0

_

_

186

3 9 .5
3 9 .5

134 .5 0 124.00
149 .00 137.00

1 1 2 .0 0 -1 3 8 .0 0
1 2 1 .5 0 -1 5 3 .5 0

-

167 .0 0 153.00
176 .0 0 164.50
156 .0 0 144.00
174 .0 0 140.00

1 3 5 .0 0 -1 8 9 .5 0
1 4 0 .0 0 -2 0 7 .5 0
1 3 3 .5 0 -1 6 5 .0 0
1 2 5 .5 0 -1 9 5 .0 0

~

122

3 9 .0
3 9 .0
3 9 .0
3 9 .5

303
218
85

3 9 .0
3 9 .0
3 9 .5

188 .0 0 173.50 1 5 0 .5 0 -2 2 7 .0 0
192 .5 0 176.00 1 5 5 .5 0 -2 3 9 .0 0
175 .50 161.00 1 4 4 .0 0 -1 7 3 .5 0

621
286
335

3 9 .0
3 9 .0
3 9 .0

156 .5 0 144.00
1 63 .00 154.00
1 51 .00 138.00

70
49

3 9 .0
3 9 .0

4

_

2

-

3
1
2

-

-

2
2
-

6
6
~

1
1

4
3
1

-

4
4

3
3

_

9
9

1
1

4
4

3
3

-

9
9

3
3

_

_

_

-

-

89
69
20

74
39
35
6

81
46
35
9

21
20
1
“

33
17
16
10

52
52
-

56
4d
8
1

51
34
17
11

32
17
15

35
23
12

39
31
8

52
36
16

4
4
“

11
1
10

7
7
-

31
31
-

122
37
85

98
28
70

54
46
8

35
8
27

29
10
19

17
16
1

22
16
6

45
45
~

25
17
8

11
11

-

~

2
2

22
13

5
2

12
6

8
5

5
5

5
5

-

43

3 9 .5

175 .00 179 .50

1 5 7 .5 0 -1 8 2 .0 0

-

-

-

-

-

-

17

2

6

8

5

59
30

3 9 .5
3 9 .5

1 63 .00 160.00
1 50 .50 141.00

1 3 5 .0 0 -1 9 3 .0 0
1 3 5 .0 0 -1 6 1 .0 0

4
-

4
-

2
2

2
2

9
9

4

2
2

16
6

-

_

-

-

5
5

4

-

1
-

28
21
7

4

-

2
-

10
7
3

13
13

-

-

-

-

5
4
1

1 1 0 .0 0 -1 5 5 .5 0
1 4 6 .0 0 -1 5 5 .5 0
1 0 9 .0 0 -1 4 8 .5 0

340

13
8

16
3

10
3
7

1 45 .00 146.00
162 .00 151.00
131 .0 0 110.00

320

1
1
-

13
13

3 8 .5
3 8 .5
3 8 .5

300

5
1
4
4

_

45
55

924
504
420

s

$

110

3 8 .5
3 8 .0

110

%

%

100

174
138

100

%

-

$
$
$
$
1 24 .00 115.00 1 0 7 .0 0 -1 3 0 .0 0
1 37 .50 121.00 1 0 8 .0 0 -1 5 8 .0 0
1 21 .00 1 15 .00 1 0 7 .0 0 -1 3 0 .0 0
1 4 5 .5 0 118.00 1 1 0 .0 0 -1 8 4 .0 0

40
28

*

130

%

3 8 .5
3 9 .5
3 8 .0
4 0 .0

3 8 .5
3 8 .5
3 8 .0

s

120

*

78
368
52

68

s

110

$

*
90

4

3

1

*

-

-

_

-

-

“

_
“

-

-

-

-

-

-

-

3

3
2
1

1

1

~

~

1

2

-

-

-

-

1

2

“

“

3
3

-

-

-

1
1

1
1

-

1
1

1
1

_

-

-

-

-

-

11
8
3
2

10
2
8
8

7
4
3
3

3
3
3

2
2
-

_

_

-

-

31
30
1

8
7
1

4
2
2

7
4
3

3
3

2
2
-

_
-

-

20
4
16

3
1
2

6

-

*

-

-

-

6

“

"

"

-

-

-

-

-

-

-

“

“

~

“

~

~

“

“

~

5

-

-

-

-

-

-

-

-

-

_

4

7

_

_

_

_

_

_

_

~

“
-

~
-

Table A-1. Weekly earnings of office workers in Greensboro—Winston-Salem—High Point, N.C., August 1977— Continued
^^^^eeld^Tarnlngs^™
(standard)

O c c u p a t i o n a n d in d u s t r y division

Number
of
workers

Average
weekly
hours1
(standard)

N u m b e r of w o r k e r s receiving straight-time w e e k l y e a r n i n g s of—
(

90
M e an 2

Median 2

Middle range 2

t

s

s

s

s

$

$

t

t

100

110

120

130

140

150

160

170

180

190

200

220

240

260

280

300

320

340

360

380

110

120

130

140

150

160

170

180

190

200

220

240

260

280

300

320

340

360

380

400

-

5
5

_

4

7

_

_

_

_

_

_

_

_2

_1

1
1

_
_

_
_

_

-

-

_

_

_

_

_

and
under

100

ALL WORKERS—
CONTINUED
MACHINE BILLERS - CONTINUED
BILLING-MACHINE BILLERS --MANUFACTURING --------------

52
28

$
$
$
$
39.0 164.00 160.00 135.00-193.00
39.0 151.00 141.50 135.00-161.50

4
“

2
2

2
2

9
9

2
2

2
2

11
6

-

PAYROLL CLERKS ---------------MANUFACTURING -------------NONMANUFACTURING ----------

289
229
60

39.0 162.00 156.00 135.00-176.00
39.0 155.50 155.50 131.00-169.00
38.5 185.50 185.00 142.OQ— 224.50

3
3
“

25
19
6

22
22
“

38
29
9

30
24
6

38
35
3

41
41
“

26
21
5

18
10
8

5
2
3

19
18
i

11
4
7

_6

_3

6

3

2

1

KEYPUNCH OPERATORS ----------MANUFACTURING -------------NONMANUFACTURING ---------PUBLIC UTILITIES --------

817
537
280
83

38.5
38.5
39.0
39.0

17
15
2
~

57
32
25

152
100
52
4

110
84
26
3

91
66
25
3

120
82
38

39
35
4
3

43
32
11
9

25
21
4
4

38
31
7
7

43
29
14
8

47
o
41
15

28
4
24
20

7

_

_

_

_

-

_

7
7

-

-

-

-

-

KEYPUNCH OPERATORS* CLASS A
MANUFACTURING -------------N0NMANUFACTURIN6 ----------

156
61
95

39.0 206.50 218.00 185.00-234.00
39.0 186.50 189.50 153.00-211.00
39.0 219.00 226.00 218.00-246.50

3
3

4

8
“
8

6
6
“

3

4

8
8
“

2
1
1

16
13
3

10
10
“

20
10
10

41
6
35

28
4
24

KEYPUNCH OPERATORS* CLASS B
MANUFACTURING -------------NONMANUFACTURING ---------PUBLIC UTILITIES --------

661
476
185
31

38.5
38.5
39.0
39.5

54
29
25
-

148
100
48
-

102
76
26
3

83
66
17
3

114
76
38
-

36
35
1

41
31
10
8

9
8
1
1

28
21
7
7

23
19
4
4

6

157.00
150.50
168.50
210.00

145.00
146.00
142.50
185.50

149.50
146.50
152.00
221.00

140.50
141.50
134.50
190.00

128.00-177.50
128.00-164.50
126.50-220.00
178.00-248.00

126.50-152.00
128.00-157.50
125.50-152.00
173.50-203.50

-

17
15

2

-

S e e footnotes at e n d of tables.




5

3

"

6
5

-

_

-

-

-

-

7

_

_

_

_

_

_

-

-

-

-

-

-

-

7

"

-

-

-

-

Table A-2. Weekly earnings of professional and technical workers in Greensboro—Winston-SalemHigh Point, N.C., August 1977
Num ber of w orkers receiving straight-tim e weekly earnings of—

Occupation and industry division

s

Average
weekly

Number

of
workers

(standard)

M e an 2

Median 2

Middle range 2

*

100 120

and
under

120

$

$

$

$

140

160

180

-

-

-

-

140

160

180

-

-

-

-

$

200 220
-

200 220

s

$

$

$

$

$

$

*

%

$

$

s

$

$

400

420

440

460

480

-

-

-

-

-

-

400

420

440

460

480

240

260

280

300

320

340

360

380

-

-

-

-

-

-

-

-

24 0

260

28 0

300

320

340

36 0

380

9
7

27
23
4

9
4
5

25

14
9
5

26
18

500
and

500 over

ALL UORKERS
COMPUTER SYSTEMS ANALYSTS
(BUSINESS) ---------- --------------MANUFACTURING ------------------NONMANUFACTURING ----------------

183
135
48

$
$
$
$
38.5 363.50 355.00 301.00-414.50
38.0 371.50 364.00 299.00-447.50
38.5 341.50 336.00 320.50-365.00

COMPUTER SYSTEMS ANALYSTS
(BUSINESS). CLASS A -----------MANUFACTURING -------------------

89
64

38.0 404.50 389.00 362.50-459.00
38.0 419.00 427.50 362.50-465.00

COMPUTER SYSTEMS ANALYSTS
(BUSINESS). CLASS B ------------MANUFACTURING -------------------

76
53

38.5 339.50 324.00 298.00-370.50
38.5 351.00 335.50 298.00-407.00

COMPUTER PROGRAMMERS (BUSINESS) —
MANUFACTURING ------------------NONMANUFACTURING ----------------

223
124
99

38.5 273.50 274.50 219.50-307.00
38.0 287.00 287.00 219.50-339.50
38.5 256.00 259.00 220.50-299.00

COMPUTER PROGRAMMERS (BUSINESS).
CLASS A --------------------------MANUFACTURING --------------------

71
46

38.5 328.00 307.00 298.00-377.00
38.0 346.00 364.00 292.00-385.00

“

COMPUTER PROGRAMMERS (BUSINESS).
CLASS B --------------------------MANUFACTURING -------------------NONMANUFACTURING ----------------

124
67
57

38.5 257.50 249.00 217.50-290.50
38.0 256.50 248.50 217.50-293.00
38.5 253.00 259.00 224.50-288.00

“

COMPUTER PROGRAMMERS (BUSINESS).
CLASS C --------------------------COMPUTER OPERATORS -----------------MANUFACTURING -------------------NONMANUFACTURING ---------------PUBLIC UTILITIES --------------

28
354

222
132
33

-

_

_

_

_

~

“

”

~

_

_

_

_

-

-

-

-

-

_

11

“

~

~

_

_

_
“

3
3
“

2
2

_

_

_

38.0 205.00 191.00 178.50-237.50

-

-

-

39.0
38.5
39.5
40.0

206.00 195.50 172.50-228.00
204.00 194.50 171.50-230.50
209.00 195.50 180.50-213.50
224.50 210.00 190.00-242.00

3
3
-

4
3

26

1

10
16
3

COMPUTER OPERATORS. CLASS A ---MANUFACTURING -------------------NONMANUFACTURING ----------------

89
61
28

39.0 252.50 259.00 213.00-283.50
38.5 253.50 259.00 220.00-278.00
39.5 249.50 275.00 207.00-284.00

_

-

-

-

-

-

COMPUTER OPERATORS. CLASS B ---MANUFACTURING -------------------NONMANUFACTURING ----------------

231
148
83

39.0 191.00 188.00 170.00-202.50
38.5 188.00 178.50 170.50-200.00
39.5 196.50 195.50 167.00-205.00

-

4
3

18

-

COMPUTER OPERATORS. CLASS C ----

34

39.5 185.00 188.00 144.50-210.00

3

DRAFTERS ----------------------------MANUFACTURING --------------------

207
176

39.5 235.50 232.50 185.00-291.00
39.5 240.00 234.50 185.00-300.50

-

4
4

DRAFTERS. CLASS A ---------------MANUFACTURING --------------------

80
75

39.5 278.50 308.50 204.50-330.00
39.5 278.50 310.50 203.00-330.00

-

-

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

67
56

39.5 223.50 232.50 199.00-265.00
39.5 224.00 232.50 188.50-268.50

* W o rk e rs w ere distributed as follow s:
S e e fo o tn o te s

-

_
10
6

4
4

6
6

”

“

“

_

_

_

”

~

_

_

-

-

36
24

16
3
13

4

12

_

_

_

“

“

8

8
84
69
15
3

2
1
79

“

8
76
39
37
7

2

-

2

10

23
14
9

39
16
23

24
7
17

9
9

7
7

8
8

8
8

6
6

1
1

1
1

-

-

2
2

7

18
5

13
4

3
3

3
3

7
7

8
8

6

6

1
1

1
1

_

_

10

20

21
11
10

6
6

4
4

1
1

_

10

13
5

11

9
ii

2

-

24

11

13

2

4
19
16
3

23

6

15
15
"

1

4

2

13

8

3

8

_

_

_

-

-

-

-

_
-

_

_

-

_
-

3

-

-

-

-

-

-

-

-

-

-

-

-

10

4
i
3
3

“

-

-

-

_

15

22
11
11
2

-

-

-

-

-

15
14

20
10
10

7
3
4

1
1

-

-

-

-

-

-

1

-

-

-

-

2
1
1

2
1
1

3

3

-

-

-

-

5
3

-

-

_
-

20
3

1

8

6
1

12
1

7

10

-

-

4

35

20

17
14

17
14

16
14

-

-

7
5

8
8

10
10

-

-

_

11
8

7
5

7
4

10

6

6

_
-

21

12
12

6 at $500 to $520; 3 at $520 to $540; and 1 at $580 to $600.

2 *10
2 10

4

1
1

2
2
"

5
5

1

1
1

-

-

14
14

7

13

4
4

22

-

5
5

21

2
2

12
10

-

i

9
5

6
6

26
23

14
14

“

2
2

2

-

10
10

“

5
5

8

-

3
3

~

5
4

1

-

6
6

“

6

-

-

4

18
18

17

3

18

8

7
7
“

7
3

9
4

32
19
13

67
34
33

_

10

6

16

66
13

2
2

9
3

8

20

62
31
31
13

20
12
8

2
2

10

15

2

~
33
23

2

-

2
2

6
12

at end o f ta b le s .




3

_

-

7

4

6
2

1
2

3

11
11

32
32

2
2

3

9
9

32
32

2
2

8
8

2
2

15

12
6

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

_

_

_

_

_

_

_

-

-

-

-

-

-

-

_

_

_

_

_

_

_

-

-

-

-

-

-

-

-

Table A-2. Weekly earnings of professional and technical workers in Greensboro—Winston-SalemHigh Point, N.C., August 1977— Continued
Weekly earning^^™
(standard)

Occupation and industry division

Number
of
workers

Average
weekly
hours *
(standard)

N u m b e r o f -w o rk e rs r e c e iv in g s t r a ig h t - t im e w e e k ly e a r n in g s o f—

s

$
M e an 2

Median 2

Middle range 2

$

*

$

120

140

160

180

120

140

160

180

-

4
4

12
9

10

-

-

100

*

t

*

240

*

S
*
280 300

%

$

$

$

s

$

s

*

t

*

320

340

360

380

400

420

440

460

480

320

340

360

380

400

420

440

460

480

500 over

33
3

24
5

100
100

26
26

2
2

1
1

17

30

19
32

17

200

220

260

200

220

240

260

280

300

12
2

3
3

10
10

7

1
1

1
1

11

13
1

17

11

12

500

and
under

ALL WORKERS—
CONTINUED
DRAFTERS - CONTINUED
DRAFTERS* CLASS C ----------------MANUFACTURING --------------------

60
45

$
$
$
39.5 191.50 185.50 159.00-223.00
39.0 196.00 188.50 159.00-235.00

ELECTRONICS TECHNICIANS -----------MANUFACTURING -------------------nonmanufacturing:
PUBLIC UTILITIES ----------------------------------

276
138

39.5 290.50 319.50 257.00-335.50
39.0 333.00 335.50 320.00-335.50

138

ELECTRONICS TECHNICIANS. CLASS Bnonmanufacturing:
PUBLIC UTILITIES ---------------------------------REGISTERED INDUSTRIAL NURSES --------------MANUFACTURING --------------------

-

8
15

7

27

“

~

~

"

40.0 248.50 257.00 207.00-291.00

-

~

-

15

7

27

156

39.5 281.00 291.00 240.00-320.00

-

~

-

15

5

5

11

'13

3

33

22

100

40.0 256.50 278.50 221.00-291.00

-

-

-

15

5

5

11

12

3

30

19

61
59

39.5 247.00 239.50 207.00-294.00
39.5 248.00 239.50 207.00-294.00

-

-

-

1

-

-

8
8

16
16

6
6

3
3

6
5

14
14

5

-

See footnotes at end of tables.




7

7

5

2
2

-

-

-

-

-

-

-

-

-

-

-

-

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,
in Greensboro—Winston-Salem—High Point, N.C., August 1977
S ex , 3 o c c u p a tio n ,

and in d u s t r y d iv is io n

Weekly
hours1
(standard)

Weekly
earnings1
(standard)

OFFICE OCCUPATIONS - HEN
M E S S E N G E R S ----- ;------------------

3 8 .5

$
1 3 8 .5 0

S ex, 3 o c c u p a tio n , and in d u s tr y d iv is io n

Weekly
hours1
(standard)

Weekly
earnings1
(standard)

OFFICE OCCUPATIONS WOMEN— CONTINUED

3 8 .5

2 3 3 .0 0

ACCOUNTING CLERKS. CLASS A1
MANUFACTURING -----------------

3 9 .0

2 4 8 .5 0

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

3 9 .0

2 1 5 .5 0

OFFICE OCCUPATIONS - WOMEN

$
1 6 3 .0 0
1 5 0 .5 0

52
28

3 9 .0
3 9 .0

1 6 4 .0 0
1 5 1 .0 0

MANUFACTURING -NONMANUFACTURING

263
209
54

3 9 .0
3 9 .0
3 8 .5

1 5 6 .5 0
1 5 1 .5 0
1 7 5 .5 0

KEYPUNCH OPERATORS --MANUFACTURING ----NONHANUFACTURING —
PUBLIC UTILITIES

814
534
280
83

3 8 .5
3 8 .5
3 9 .0
3 9 .0

1 5 7 .0 0
1 5 0 .5 0
1 6 8 .5 0
2 1 0 .0 0

3 8 .5
3 8 .0
3 9 .0

TYPISTS. CLASS B ----------------MANUFACTURING -------------------NONMANUFACTURING ---------------PUBLIC UTILITIES --------------

240
78
162
88

3 8 .5
3 8 .5
3 8 .5
4 0 .0

1 5 9 .5 0
1 5 3 .5 0
1 6 2 .5 0
1 8 3 .0 0

FILE CLERKS -------------------------MANUFACTURING -------------------1 8 9 .5 0
NONMANUFACTURING ---------------2 0 0 .5 0 ’
PUBLIC UTILITIES -------------1 7 7 .5 0

446
78
368
52

3 8 .5
3 9 .5
3 8 .0
4 0 .0

1 2 4 .0 0
1 3 7 .5 0
1 2 1 .0 0
1 4 5 .5 0

FILE CLERKS. CLASS B ------------NONMANUFACTURING ----------------

174
138

3 8 .5
3 8 .0

1 2 7 .5 0
1 2 1 .5 0

KEYPUNCH OPERATORS.
MANUFACTURING ----NONHANUFACTURING —

156
61
95

3 9 .0
3 9 .0
3 9 .0

2 0 6 .5 0
1 8 6 .5 0
2 1 9 .0 0

FILE CLERKS. CLASS C ------------MANUFACTURING -------------------NONMANUFACTURING ---------------PUBLIC UTILITIES --------------

227
42

3 8 .5
4 0 .0
3 8 .0
4 0 .0

1 1 9 .0 0
1 1 1 .5 0
1 2 0 .0 0
1 4 6 .0 0

KEYPUNCh OPERATORS. CLASS B
MANUFACTURING -------------NONMANUFACTURING ----------PUBLIC UTILITIES --------

658
473
185
31

3 8 .5
3 8 .5
3 9 .0
3 9 .5

1 4 5 .0 0
1 4 6 .0 0
1 4 2 .5 0
1 8 3 .5 0

MESSENGERS ---------------------------

3 8 .0

1 3 9 .5 0

SWITCHBOARD OPERATORS -------------MANUFACTURING -------------------NONHANUFACTURING ----------------

3 8 .5 1 4 5 .5 0
38 • 5 1 6 2 .0 0
3 8 .5 1 3 2 .0 0

145
115

3 8 .0
3 8 .0

3 7 0 .5 0
3 7 8 .0 0

COMPUTER SYSTEMS ANALYSTS
(BUSINESS). CLASS A ----MANUFACTURING ------------

79
60

3 8 .0
3 8 .0

4 0 9 .5 0
4 2 1 .5 0

COMPUTER SYSTEMS ANALYSTS
(BUSINESS). CLASS BI
MANUFACTURING ------------

42

3 8 .0

3 5 2 .0 0

86

3 8 .0

3 0 4 .5 0

50
42

3 8 .0
3 8 .0

3 3 7 .0 0
3 4 6 .0 0

2 1 8 .0 0

SECRETARIES. CLASS A ---------MANUFACTURING -----------------

125
102

3 8 .5
3 8 .5

2 3 5 .5 0
2 4 2 .0 0

SECRETARIES^ CLASS B ---------MANUFACTURING ----------------NONMANUFACTURING ------------PUBLIC UTILITIES -----------

263
111
152
28

3 9 .0
3 8 .5
3 9 .0
4 0 *0

1 9 9 .0 0
2 1 7 .0 0
1 8 6 .0 0
2 0 8 .0 0

SECRETARIES. CLASS C ---------MANUFACTURING ----------------NONMANUFACTURING ------------PUBLIC UTILITIES -----------

601
366
235
39

3 8 .5
3 8 .5
3 8 .5
3 9 .0

1 9 0 .0 0
199 * 5 0
1 7 5 .0 0
2 4 7 .0 0

SECRETARIES. CLASS D ---------MANUFACTURING ----------------NONMANUFACTURING ------------PUBLIC UTILITIES -----------

298
104
194

3 8 .0
3 8 .5
3 8 .0
3 9 .5

1 5 8 .0 0
1 6 1 .0 0
1 5 6 .5 0
1 9 6 .0 0

SECRETARIES. CLASS E ---------MANUFACTURING -----------------

66
55

3 9 .5
3 9 .0

1 6 4 .5 0
1 6 7 .5 0

STENOGRAPHERS -------------------MANUFACTURING ----------------NONMANUFACTURING -------------

356
297
59

3 8 .5
3 8 .5
3 8 .0

1 8 2 .5 0
1 8 4 .0 0
1 7 5 .0 0

STENOGRAPHERS. GENERAL ------MANUFACTURING ----------------NONMANUFACTURING -------------

218
168
50

3 8 .0
3 8 .0
3 8 .0

1 8 0 .0 0
1 8 1 .5 0
1 7 6 .0 0

STENOGRAPHERS. SENIOR --------MANUFACTURING -----------------

138
129

3 9 .5
3 9 .5

186.001
1 8 7 .0 0 j

TRANSCRIBING— MACHINE TYPISTS --NONn ANUF AC T.UR I N G -------------

121
61

3 9 .0
3 8 .0

1 3 3 .5 0
1 3 8 .5 0
1 6 0 .0 0
1 6 9 .0 0
1 5 6 .0 0
1 8 9 .0 0

SWITCHBOARD OPERATOR-RECEPTIONISTS
MANUFACTURING -------------------NONMANUFACTURING ----------------

3 9 .5
3 9 .5
3 9 .5

1 3 6 .5 0
1 3 5 .5 0
1 3 7 .5 0

ORDER CLERKS -----------------------MANUFACTURING --------------------

3 9 .5
3 9 .0

1 2 5 .5 0
1 3 5 .0 0

ORDER CLERKS. CLASS B ----------MANUFACTURING --------------------

3 9 .5
3 9 .0

1 2 5 .5 0
1 3 5 .0 0

ACCOUNTING C L E R K S ------------ ------MANUFACTURING ------------------NONMANUFACTURING ----------------

3 9 .0
3 9 .0
3 9 .0

1 6 4 .0 0
1 7 0 .5 0 ;
1 5 5 .0 0

ACCOUNTING Ci-ERKS. CLASS A ----MANUFACTURING -------------------

3 9 .0
3 9 .0

1 8 3 .0 0
1 8 3 .5 0

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

3 9 .0
3 9 .0
3 9 .0

1 5 5 .0 0
1 6 1 .5 0
1 4 9 .0 0

B 0 0 KKEEPIN6-MACHINE OPERATORS --MANUFACTURING -------------------

3 9 .0
3 9 .0

1 6 5 .5 0
1 6 4 .0 0

BOOKKEEPING-MACHINE OPERATORS.
CLASS A --------------------------

See footnotes at end of tables.




3 9 .0
3 9 .5

203
56
147

3 8 .5
3 8 .5
3 8 .5
3 9 .5

3 8 .5
3 8 .5
3 9 .0
3 9 .5

54
30

MACHINE BILLERS —
MANUFACTURING -

TYPISTS. CLASS A -----------------MANUFACTURING -------------------N O N M A N U F A C T U R I N G ------------ ----

1 .3 9 0
738
652
125

443
134
309
107

Weekly
Weekly
earnings1
hours1
(standard) (standard)

$
i
1 6 0 .5 0
1 9 1 .0 0
1 4 9 .0 0

SECRETARIES ---------------------MANUFACTURING ----------------NONhANUFACTURING ------------PUBLIC UTILITIES -----------

TYPISTS ---------------------------MANUFACTURING ----------------NONHANUFACTURING ------------PUBLIC UTILITIES -----------

S ex , 3 o c c u p a tio n , and in d u s t r y d iv is io n

mber
of

OFFICE OCCUPATIONS WOMEN— CONTINUED

TYPISTS - CONTINUEC
ACCOUNTING CLE R K S :
MANUFACTURING -----------------

Average
(mean2)

Average
(mean2)

Average
(mean2)

8

119
126

BILLING-MACHINE BILLERS
MANUFACTURING ---------

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - HEN
COMPUTER SYSTEMS ANALYSTS
(BUSINESS) ---------------MANUFACTURING ----------

COMPUTER PROGRAMMERS (BUSINESS):
MANUFACTURING -----------------COMPUTER PROGRAMMERS (BUSINESS).
CLASS A --------------------------MANUFACTURING -------------------COMPUTER PROGRAMMERS ( B U S INESS).
class b :
MANUFACTURING -----COMPUTER OPERATORS
MANUFACTURING --

3 9 .5

1 7 5 .0 0

42

3 8 .0

2 6 7 .0 0

228
166

3 8 .5
3 8 .5

2 1 3 .0 0
2 0 6 .0 0

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,
in Greensboro—Winston-Salem—High Point, N.C., August 1977— Continued
Average
(m ean ^)

S ex ,

3 o c c u p a tio n , and in d u s tr y d iv is io n

Number
of
workers

Weekly
hours
(standard)

Weekly
earnings1
(standard)

S ex , 3 o c c u p a tio n , and in d u s tr y d iv is io n

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - HEN— CONTINUED

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - MEN— CONTINUED
COMPUTER OPERATORS - CONTINUED
COMPUTER OPERATORS. CLASS A -----

67

$
39.0 261.00

COMPUTER OPERATORS. CLASS B ----MANUFACTURING --------------------

149
118

38.5 191.50
38.0 186*00

DRAFTERS -----------------------------MANUFACTURING --------------------

195
165

39.5 238.00
39.5 243.00

DRAFTERS. CLASS A ----------------MANUFACTURING --------------------

79
74

39.5 277.50
39.5 278.00

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

61
50

39.5 226.50
39.5 228.00

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

55
41

39.5 193.50
39.5 198.00

ELECTRONICS TECHNICIANS -----------MANUFACTURING -------------------nonmanufacturing:
PUBLIC UTILITIES --------------ELECTRONICS TECHNICIANS. CLASS Bnonmanufacturing:
PUBLIC UTILITIES ---------------

Weekly
hours1
(standard)

Weekly
earnings1
(standard)

COMPUTER PROGRAMMERS (BUSINESS):
MANUFACTURING --------------------

9

S e x , 3 o c c u p a tio n , and in d u s tr y d iv is io n

273
138

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - UOMEN— CONTINUED
$
39.5 290.50 COMPUTER PROGRAMMERS (BUSINESS) 39.0 333.00 CONTINUED

135

40.0 247.00

153

39.5 280.50

97

40.0 254.50

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - U0HEN

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




Average
(m ean 2)

Average
(m ean 2)
Number
of
workers

38

38.0 247.00

Number
of
workers

Weekly
hours
(standard)

Weekly
earnings1
(standard)

COMPUTER PROGRAMMERS (BUSINESS).
class b :
MANUFACTURING --------------------

25

$
38.5 239.00

operators:
MANUFACTURING --------------------

computer

56

39.0 198.00

COMPUTER OPERATORS. CLASS B:
MANUFACTURING --------------------

30

39.0 196.00

REGISTERED INDUSTRIAL NURSES -----MANUFACTURING --------------------

60
58

39.5 247.00
39.5 248.50

Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Greensboro—W inston-SalemHigh Point, N.C., August 1977
Hourly earnings 4
O c c u p a t i o n a n d in dustry division

Number
of
workers

Mean 2 Median2

N u m b e r o f w o r k e r s r e c e iv in g s t r a ig h t - t im e h o u r ly e a r n in g s of—
s
S
i
%
*
$
*
S
1
t
%
2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 *.20 4.40 4.60

Middle range 2

$
i ---*
*
*
S
$
$
S
$
*.80 5.00 5.20 5.60 6.00 6.40 6.80 7.20 7.60 8.00 8.40 8.80

and
u n d er

2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 *.40 4.60 4.80 5.00 5.20 5. eO 6.00 5.40 6.80 7.20 7.60 8.00 8.40 8.80 9.20
ALL UORKERS
MAINTENANCE CARPENTERS -------------MANUFACTURING --------------------

101
90

$
5.29
5.26

$
4.97
4.97

$
$
3.85- 7.30
3.85- 5.25

MAINTENANCE ELECTRICIANS ----------M A N U F A C T U R I N G ----- ;---------------

343
330

6.71
6.74

5.78
5.78

MAINTENANCE PAINTERS ---------------MANUFACTURING ---------------------

45
40

5.97
6.04

MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING ---------------------

572
553

MAINTENANCE MECHANICS
(MOTOR VEHICLES) ------------------MANUFACTURING --------------------NONMANUFACTURING ----------------PUBLIC UTILITIES ---------------

-

-

~
-

~
-

-

a

5.68- 8.05
5.68- 8.17

_

-

_

-

-

4.79
4.79

4.36- 7.75
4.24- 7.75

-

-

-

6.93
6.95

7.75
7.75

5.68- 7.75
5.68- 7.75

877
74
803
801

7.30
5.04
7.51
7.51

8.60
4.95
8.60
8.60

5.604.605.905.90-

MAINTENANCE TRADES HELPERS --------MANUFACTURING ---------------------

87
87

4.79
4.79

STATIONARY ENGINEERS ---------------MANUFACTURING ---------------------

127
118

BOILER TENDERS ----------------------MANUFACTURING ---------------------

108
108

“

_

_

_

_

-

-

-

-

85
80

31
31

35
35

_

_

_

_

-

-

-

14
14

_

-

i
-

-

5
5

-

36
36

51
51

19
“

_

_

2
2

280
280

47
47

46
46

31
2
29
29

42
8
34
33

52
6
4o
46

27
8
19
19

6
6
6

-

8

-

1
1

3
3

7
7

19
19

16
16

2
2

10
10

10
10

2
2

2
~

4
-

-

-

4
4

13
13

30
30

3
3

11
11

_
“

5
5

6
6

10
5

23
21

18
17

5
5

-

-

-

8
8

-

10
8

1
“

-

1
-

3
3

48
48

11
11

16
16

7
7

4
4

2
2

18
~
18
18

26
5
21
21

19
3
16
15

30
7
23
23

28
22
6
6

-

-

-

-

12
12

-

-

-

-

"

8.60
5.50
8.60
8.60

_

_
-

_

_

10
10
-

15

_

15
15

~

5.36
5.36

3.00- 6.32
3.00- 6.32

1
1

3
3

1
1

4
4

7.20
7.21

7.75
7.75

5.29- 8.05
5.21- 8.05

4.68
4.68

3.97
3.97

3.81- 6.06
3.81- 6.06

-

"

-

-

~
20
20

See footnotes at end of tables.




16
16

-

"

-

-

100
100

7
6

-

-

4
4

9
7

"

-

-

19
19

-

-

18
18

-

"

6
6

4
-

1
1

-

22
22

-

1
-

'

4
4

~

5
3

“
-

-

25
24

8

10

7
7

32
32

2
2

-

_

_

38

_
_

-

-

38
38

8
8

3
3
-

524
524
524

-

_

_

_

_

_

-

-

_

_

-

"

_

_

-

-

-

-

-

37
37

20
17

14
14

14
14

_

_

_

_

Table A-5. Hourly earnings of material movement and custodial workers in Greensboro—Winston-SalemHigh Point, N.C., August 1977
N u m b e r of w o r k e r s receiving straight-time h o u r l y ea r n i n g s of—

Mean 2 Median2

Middle range 2

3. 20 3.4 0

$
%
$
$
3. 60 3.8 0 4 . 00 4 .2 0 4 .4 0

$

%

.8 0

$
$
$
5 .2 0 5.6 0 6 .0 0

s
t
$
$
*
6 .4 0 6.8 0 7. 20 7.6 0 8 .0 0

255
7
248
134

167
2
165
165

10.3
103

44
43

-

l

-

-

-

52
2
50
50

103
103
-

-

-

~

1
1
43
43

-

-

-

7.6 0

o
o

7 .? o

t 20 5 .6 0 6 .0 0 6 .4 0

00

o
00

3.2 0 3 .4 0 3 .6 0 3. 80 4 .0 0 4 . 20 4 .4 0

st

2.4 0 2 .6 0 2.8 0 3.0 0

$

00

workers

S

3 .0 0

0-

O c c u p a t i o n a n d i ndustry division

S
$
$
$
2.2 0 2 .4 0 2.6 0 2.8 0
and
under

O

Hourly earnings

$
$
8.4 0 8 .8 0

8 .4 0 8 .8 0 9 .2 0

ALL W O R K E R S
T R U C K D R I V E R S — t ----------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G -----------------P U B L I C U T I L I T I E S ----------------

1.975
664
1.311
968

$
5 .4 1
4 .4 5
5 .9 0
6 .3 5

$
5 .5 5
3 .9 2
5 .9 0
5 .9 0

$
$
4 .0 0 - 6 .2 5
3 .0 4 - 4.8 5
5 .5 5 - 6 .5 0
5 .5 5 - 6.5 0

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

762
311
451
330

5 .2 9
4 .9 2
5 .5 4
5 .9 0

5 .5 5
4.6 7
5.5 5
5 .5 5

4 .5 0 3 .3 5 5 .5 5 5 .5 5 -

6 .2 0
7.1 2
6 .2 0
6 .2 0

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

954
299
655
522

5 .7 3
4 .0 5
6 .4 9
6 .6 5

6 . 10
3.0 4
6.1 1
6.3 8

4 .4 7 - 6 .5 0
3 .0 4 - 4.4 7
5 .9 0 - 6.5 0
5 .9 0 - 8.5 0

-

-

-

-

-

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

169
142

4 .6 9
4 .7 8

4.7 2
4.7 2

3 .9 2 - 5.0 0
4 .1 3 - 5 .0 0

_

5
5

_

_

-

-

6
5

_

-

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

154
69
85

5 .0 4
4 .4 6
5 .5 2

4.9 9
3.9 6
6 .0 0

3 .8 5 - 6.1 5
3 .8 5 - 4.9 9
4 .5 0 - 6 .8 0

_

-

_

-

19

-

-

-

-

5
5

-

-

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

181
59

5 .9 5
4 .5 4

5.5 1
4.2 0

4 .0 5 - 8.5 0
3 .7 0 - 5.6 7

-

-

-

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

541
219
322

4 .9 6
3 .8 4
5 .7 2

5 .7 0
3.8 0
5 .7 6

3 .8 7 - 5.7 6
3 .3 7 - 4.6 7
5 .7 6 - 5.7 6

-

OR DE R F I L L E R S -------------------------M A N U F A C T U R I N G ----------------------

825
271

3 .6 2
4 .1 5

3.5 0
4 . 21

2 .7 0 3 .2 0 -

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

276
200

4 .2 2
4 .2 6

3.9 4
3.9 4

3 .1 0 - 5.5 0
3 .3 4 - 6 .0 3

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

3.2 99
884
667

5 .0 0
5 .1 9
5 .0 3

5. 49
5.4 9
5 .3 5

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

974
765

5 .6 6
5 .6 7

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

1.820
386

2 .8 7
3 .8 6

G U A R D S * C L A S S AI
M A N U F A C T U R I N G ----------------------

69

G U A R D S * C l AS S B --------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

977
317
660

J A N I T O R S * P O R T E R S . ANO C L E A N E R S --M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G -----------------P U B L I C U T I L I T I E S ----------------

1.643
870
773
49

S e e fo o tn o te s

at end o f ta b le s




4.2 1
4.21

14

19

57

-

14

“
-

196
196

62
59
3

19

57

-

-

“

-

-

1

-

-

26
26

59
56
3

-

-

-

1

_
-

170
170
-

3
3
-

-

59
46
13

31
13
18
4

55
42
13

18
14
4
4

37
33
4
4

162
86
76
28

31
17
14

45
32
13

10

38
26
12

2
2
-

-

108
60
48

10

11
“

29
15
14
■ “

51
3
4o
48

114
114
114

176
3
173
59

115
115
115

-

' 7
7

1
1

30
10

18
18

-

37
36

38
36

1
“

-

-

-

23
22

12
12

19
19

4
3
1

10
10

5
2
3

6
4
2

10

6

10

6

23
10
13

32
8

24
12

2

-

4

2

"

9
9

3
3

_
-

19

-

-

-

-

-

-

-

9
5

4

-

7
3

10
10

3
3

14
14

7
7

23
22

6
3
3

31
28
3

29
25
4
38

"

-

-

1

95

147
14

49
11

54
35

47
47

73
17

67
3

34
2

5
5

39
1

11
11

21
21

15
15

18
18

12
12

66
66

-

“

3 .8 6 - 6.0 0
4 .5 5 - 5.5 5
4 .5 5 - 5.4 9

25

20

144
4

50

76
7

43

-

-

-

-

-

184
29
24

-

64
50
40

326
17
16

6 .2 0
6 .3 3

4 .5 1 - 6.3 3
3 .9 5 - 6 .3 3

-

-

-

-

-

-

40
40

24
24

14
14

57
57

38
38

2.5 0
3.2 8

2 .4 0 - 2.9 0
2 .9 0 - 4.6 6

235

762
30

323
41

104
70

57
41

27
20

117

36
34

4 .6 7

4.6 6

3 .6 3 -

5 .8 7

-

-

-

1

1

7

7

2 .9 3
3 .6 9
2 .5 6

2 .6 0
3.1 0
2.4 5

2 .4 0 - 2.9 5
2 .8 5 - 3 .8 3
2 .3 0 - 2.6 5

235

190
41
149

103
69
34

56
40
16

20

235

209
30
179

40
13
27

3 .2 6
3 .8 2
2 .6 3
4 .4 6

2 .9 0
3.3 8
2 .4 0
4 .0 0

2 .4 0- 3.5 0
2 .9 9 - 4 .2 2
2 .3 0 - 2 .6 5
3 .5 0 - 4.9 5

375
5
37 0

219
45
174

142
37
105

158
136

90
69
21

216
202
14

36
32

4

4

69
61
8
5

54
36
18
5

22

' -

54
26
28
28

-

13
7

-

220
198

79
4
75
75

14
10
4
4

-

-

11

11
7
4
4

-

“

220

17
16
1
"

-

-

-

11
3
8
4

10
10

-

197
18b

-

197

-

49
48
1

-

-

-

294
3
291
269

-

20

-

-

92
84

2

-

“

“

“

2

2

-

-

70

-

.2

4
4

2

2

“

“

“

13

7

14

-

-

-

-

-

-

“

-

-

-

-

13

7

14

27
27
33

“

“

21
19

32

35
35
30

671
389
315

425
130
93

979
15
9

8
8

35
35

~

”

-

132

450
414

-

~

36
28

12

-

"

-

11
11

26
21

66
63

4

-

-

17

12

-

11

4

-

11

4

51
51

6

9
3
6
6

155
154
1

4
4

39
26

20
19

8

“

23
14

-

2

“

12

4

-

-

8

24
22
2

16
15

8

-

2

-

1

6

-

10
6
4
20
14
6
4

-

6
5

40
39
1
1

-

-

20
19

14
6

11
8

-

19
12

30
30

4
2

-

256

67
63
63

16
15
1

10
10

27

57
48
48

33

14
1
13

~

65
29
29

22

11
3
8

16

ti

“

1
1

20

23

146
146
146

-

8

3

7
7

-

264

1

-

-

7

“

-

“

-

1
”

10

-

174
174

-

“

10

“

174
-

-

. -

2
2

~

-

“

56
46
10

~

1

1
1
-

-

-

~

_

-

-

~

-

~

-

-

-

-

-

“

25
25
-

-

-

-

-

-

”

“

-

84
84

-

-

-

1

-

-

-

-

~

~

“

“

”

-

-

-

-

-

-

-

-

-

-

-

-

-

_

-

-

-

-

-

-

-

-

5

-

-

-

-

-

-

-

-

-

5
5

-

-




Table A-6. Average hourly earnings of maintenance, toolroom,
powerplant, material movement, and custodial workers.
by sex, in Greensboro—Winston-SalemHigh Point, N.C., August 1977
S ex, 3 occupation, and industry division

Number
of
woliters

Average
(mean2)
hourly
earnings4

Sex,

MAINTENANCE. TOOLROOM t AND
POWERPLANt OCCUPATIONS - HEN

occupation. and industry division

Average
Number (mean2)
of
hourly
worker. earnings *

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - HEN— CONTINUED

MAINTENANCE CARPENTERS ------------MANUFACTURING --------------------

101
90

$
5 .2 9
5 .2 6

MAINTENANCE ELECTRICIANS ----------MANUFACTURING --------------------

343
330

6 .7 1
6 .7 4

MAINTENANCE PAINTERS ---------------MANUFACTURING --------------------

45
40

5.9 7
6 .0 4

MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING ------- ------------

572
553

6 .9 3
6 .9 5

154
69
85

SHIPPERS AND RECEIVERS
MANUFACTURING ------

165
47

6 .2 2
4 .9 3

WAREHOUSEMEN --MANUFACTURING

522
215

4 .9 2
3 .8 3

ORDER FILLERS —
MANUFACTURING

350
201

4 .0 5
4 .4 2

SHIPPING PACKERS
MANUFACTURING

183
177

4 .3 3
4 .2 9

2 .9 46
2 .0 84
862
667

4 .9 2
4 .8 1
5 .1 9
5 .0 3

967
758

5 .6 5
5 .6 7

1.677
371

2.88

MAINTENANCE MECHANICS
(MOTOR VEHICLES) — ----------------MANUFACTURING -------------------NONMANUFACTURING ----------------PUBLIC UTILITIES ---------------

877
74
803
801

7 .3 0
5 .0 4
7 .5 1
7 .5 1

MAINTENANCE TRADES HELPERS --------MANUFACTURING --------------------

85
85

4 .7 6
4 .7 6

MATERIAL HANOLING LABORERS
MANUFACTURING ---------NONMANUFACTURIN6 ------PUBLIC UTILITIES -----

STATIONARY ENGINEERS ---------------MANUFACTURING --------------------

127
118

7 .2 0
7 .2 1

FORKLIFT OPERATORS
MANUFACTURING —

BOILER TENDERS ----------------------MANUFACTURING --------------------

108
108

4 .6 8
4 .6 8

GUARDS ---------MANUFACTURING
GUARDS. CLASS A1
MANUFACTURING -

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - HEN

GUARDS. CLASS B MANUFACTURING —
NONMANUFACTURING

TRUCKDRIVERS ----------------MANUFACTURING ------------NONMANUFACTURING --------PUBLIC UTILITIES -------

1.9 75
664
1.311
968

5 .4 1
4 .4 5
5 .9 0
6 .3 5

TRUCKDRIVERS. MEDIUM TRUCK
MANUFACTURING ------------NONMANUFACTURING --------PUBLIC UTILITIES -------

762
311
451
330

5 .2 9
4 .9 2
5 .5 4
5 .9 0

TRUCKDRIVERS. TRACTOR-TRAILER --MANUFACTURING -------------------NONMANUFACTURING ----------------PUBLIC UTILITIES ---------------

954
299
655
522

5 .7 3
4 .0 5
6 .4 9
6 .6 5

SHIPPERS -----------------------------MANUFACTURING --------------------

156
130

4 .7 3
4 .8 2

$

RECEIVERS ---------MANUFACTURING -NONMANUFACTURING

JANITORS. PORTERS. AND CLEANERS --MANUFACTURING --------------------NONMANUFACTURING ----------------PUBLIC UTILITIES ---------------

5 .0 4
4.4 6
5 .5 2

3 .8 6

57

4 .8 9

946
314
632

2 .9 3
3 .6 8
2 .5 7

1.0 65
584
481
42

3 .3 3
3 .8 2
2 .7 3
4 .5 3

475

3 .3 1

93

4 .0 0

578
286
292

3 .1 4
3 .8 3
2 .4 7

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - WOMEN
ORDER FILLERS
SHIPPING PACKERS
JANITORS. PORTERS. AND CLEANERS --MANUFACTURING --------------------NONMANUFACTURING -----------------

See footnotes at end of tables.

12




Table A-7. Percent increases in average hourly earnings, adjusted for
employment shifts, for selected occupational groups in Greensboro—
Winston-Salem—High Point, N.C., for selected periods
Industry and occupational group 5

August 1974
to
August 1975

August 1975
to
August 1976

August 1976
to
August 1977

A ll industries:
Office c le r ic a l________________________________________
Electronic data processing
Industrial nurses
_ _
Skilled maintenance trades
Unskilled plant w orkers _

7.3
4.6
10.0
8.2
10.5

7.8
5.5
7.9
9.5
9.1

8.6
6.9
6.9
9.7
10.6

Manufacturing:
Office clerical
electronic data processing
Industrial nurses
_______
Skilled maintenance trades
Unskilled plant w orkers

8.1
7.1
10.0
8.8
9.9

7.5
7.4
7.8
10.5
7.0

9.9
7.6
7.5
9.9
( 6)

Nonmanufacturing:
Office cle ric a l
Electronic data processing
Industrial n u r s e s _____________________________________
Unskilled plant w o r k e r s _____________________________

6.4
2.4
( 6)
11.3

8.3
3.2
(6)
12.0

7.3

See footnotes at end of tables.

13

( 6)
(6)
7.7

B. E stablishm ent practices and supplem entary w a g e provisions
Table B-1. Minimum entrance salaries for inexperienced typists and clerks in Greensboro—
Winston-Salem—High Point, N.C., August 1977
Other inexperienced c le ric a l w orkers 1

Inexperienced typists

Minimum weekly straight-tim e s a la r y 7

Based on standard weekly h o u rs 9 of—

A ll
industries
A ll
schedules

Manufactur ing

Nonmanufacturing

Manufactur ing

37V2

A ll
schedules

Nonmanufacturing

Based on standard weekly hours 9 of—

A ll
industries
A ll
schedules

3 7 '/2

A ll
schedules

ESTABLISHMENTS STUDIED ----------ESTABLISHMENTS HAVING A SPECIFIED
MINIMUM -----------------------------*80.00
*82.50
*85.00
*87.50
*90.00
*92.50
*95.00
*97.50
*100.00
*105.00
*110.00
*115.00
*120.00
*125.00
*130.00
*135.00
*140.00
*145.00
*150.00
*155.00
*160.00
*165.00
*170.00
*175.00

AND
AND
AND
AND
AND
AND
AND
AND
AND
AND
AN0
AND
AND
AND
AND
AND
AND
AND
AND
AND
AND
AND
AND
AND

UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNOER
UNDER
UNOER
UNDER
UNDER

33
2

*82.50 ---------*85.00 ---------*87.50 ---------*90.00 ---------*92.50 ---------*95.00 ---------*97.50 ---------*100.00 --------*105.00
*110.00
*115.00
*120.00
*125.00
*130.00
*135.00
*190.00
*145.00
*150.00
*155.00
*160.00
*165.00
*170.00
*175.00
*180.00

1
2

14
4

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

ESTABLISHMENTS HAVING NO SPECIFIED
MINIMUM ---------------------------- —
ESTABLISHMENTS UHICH DID NOT EMPLOY
WORKERS IN THIS CATE60RY -----------

See footnotes at end of tables.




14

37V2




Table B-2. Late-shift pay provisions for full-time manufacturing plant
workers in Greensboro—Winston-Salem—High Point, N.C., August 1977
^ A l^ u ll^ im e ^ jn a n u fa c tu rm g jjIa J jitjw o rk e rs ^ ^ ^ lO O jje rc e n t^
Workers on late shifts

All workers 10
Item

Second shift

Third shift

Second shift

Third shift

IN ESTABLISHMENTS WITH LATE SHIFT PROVISrDNS ---

74.9

64.4

17.4

8.3

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

29.4
45.5
39.6
5.9

6.5
57.9
51.3
4.0
2.6

‘ 6.1
11.2
9.9
1.3

1.2
7.1
6.5
.4
.1

18.8
8.2

18.5
11.1

20.1
8.4

15.8
10.0

.3
.1
3.5
.1
.3
.1
.7
3.4
1.2
-

3.2
.6
.1
.1

PERCENT OF WORKERS

AVERAGE PAY DIFFERENTIAL
UNIFORM CENTS-PER-HOUR DIFFERENTIAL -------------UNIFORM PERCENTAGE DIFFERENTIAL ------------------PERCENT OF WORKERS BY TYPE AND
AMOUNT OF PAY DIFFERENTIAL
UNIFORM c e n t s - p e r - h o u r :
3 CENTS ---------------------------------------5 CENTS ----------------------------------------7 AND UNDER 8 CENTS --------------------------10 AND UNDER 11 CENTS -----------------------15 CENTS ---------------------------------------16 CENTS ---------------------------------------19 CENTS ---------------------------------------20 CENTS ---------------------------------------25 CENTS ---------------------------------------27 C E N T S ------------------------------------- -28 CENTS ---------------------------------------30 CENTS ---------------------------------------35 C E N T S --------------------------------- ------50 CENTS ----------------------------------------

1.5

1.0

13.7
1.7
1.8
.5
4.3
10.9
2.6
1 .5

UNIFORM p e r c e n t a g e :
6 PERCENT -------------------------------------10 P E R C E N T --------- ---------------------------15 PERCENT -------------------------------------

2.6
3.3

See footnotes at end of tables.

15

1.7
12.6
11.9
3.5
1.1
.8
3.0
.6
~
1.2
13.5
1.5
_
3. 1
.9

.1
.6
.2

.3

.• 1.5
(11)

.5
.8

_
.4

Table B-3. Scheduled weekly hours and days of full-time first-shift workers in Greensboro—
Winston-Salem—High Point, N.C., August 1977
Plant workers
Item

All industries

Office workers

Manufacturing

Nonmanufacturing

Public utilities

100

100

100

All industries

M anuf actur ing

Nonmanufacturing

Public utilities

100

100

100
_
_
_
_

PERCENT OF WORKERS BY SCHEDULED
WEEKLY HOURS AND DAYS
ALL FULL-TIME WORKERS ------------

100

20 HOURS— 5 D A Y S ----------------------30 HOURS ------------------------------5 DAYS -----------------------------6 DAYS -----------------------------33 HOURS-5 DAYS ----------------------34 HOURS-5 DAYS ----------------------35 HOURS-5 DAYS ----------------------36 HOURS— 4 1/2 DAYS -----------------36 2/3 HOURS-5 DAYS -----------------37 HOURS-5 DAYS ----------------------37 1/4 HOURS-5 DAYS -----------------37 1/2 HOURS-5 DAYS -----------------38 HOURS ------------------------------4 DAYS -----------------------------5 DAYS -----------------------------40 HOURS ------------------------------4 DAYS -----------------------------5 D A Y S ------------ r----------------42 1/2 HOURS-5 DAYS -----------------44 HOURS-5 DAYS ----------------------------------45 HOURS -----------------------------------------------5 DAYS ---------------------------------------------6 DAYS ---------------------------------------------46 HOURS-5 1/2 DAYS ---------------------------48 HOURS— 6 D A Y S ------ ----------------------------50 HOURS -----------------------------------------------5 DAYS ---------------------------------------------5 1/2 DAYS ---------------------------------------

(12)
1
(12)
1
1
(12)
1
(12)
~
1
1
11
(12)

_
-

-

1
14
72
1
71

(12)
71
1
70
1

100- . .

_

2
6
(12)
6
3
(12)
4
(12)
2
(12)
(12)
66
~
66
5

-

-

-

-

-

_
_
1

_
_
_

_
_
1

-

86
~
86

_
_
_
_

1

-

6
3
31
2
2
_
56
_
56
( 12)

39
-

-

_
61
_
61
_

2

_
_

12
6
23
5
5

-

52
_
52
_
(12)

_

-

12
23
23
_
65
_
65

5
5

-

-

_

_

( 12)

1
1
-

_
_
_
_
_
_
_

-

-

-

-

-

40.5

39.3

40.9

38 .8

39.0

38.6

39.2

-

-

~

5
5

5
5

(12)
1

-

5

(12)
(12)
( 12)

(

40.2

7
12)
-

~

3
3
(12)
5

9

_

8
-

-

_
_
_

_

_
_

1

-

_
_

_
_
_

-

_

_

AVERAGE SCHEDULED
WEEKLY HOURS
ALL WEEKLY WORK SCHEDULES

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

See footnote at end of tables.




16

Table B-4. Annual paid holidays for full-time workers in Greensboro—Winston-Salem—High Point, N.C., August 1977
Plant workers
It e m

All industries

Office workers
All industries

Manufacturing

Nonmanufactur ing

Public utilities

100

100

100

100

1

2

(12)

100

99

98

99

100

8.4

7.5

7.6

7.4

8.2

2
2
5
19
1
33
3
10
19
2
1
1

4
4
4
31
14
1
2
35
1
1
2

99
99
97
94
89
70
69
36
33
22
3
1
1

98
98
94
89
86
55
55
41
40
38
3
3
2

Public utilities

Manufacturing

Nonmanufacturing

100

100

100

15

12

24

85

88

76

7.0

6.8

7.5

3
8
5
11
22
1
6
2
6
15
3
2
3

3
10
6
12
24

~

-

10
14
3
11
5
22
5
4

6
12

85
83
75
70
59
37
36
31
29
23
8
5
3

88
85
75
69
57
33
33
29
28
27
9
7
4

PERCENT OF UORKERS
ALL FULL-TIME UORKERS --------IN ESTABLISHMENTS NOT PROVIDING
PAIO H O L I D A Y S ----------- -------IN ESTABLISHMENTS PROVIDING
PAID HOLIDAYS --------------------

100
-

_

AVERAGE NUMBER OF PAID HOLIDAYS
FOR UORKERS IN ESTABLISHMENTS
PROVIDING HOLIDAYS -------------PERCENT OF UORKERS BY NUMBER
OF PAID HOLIOAYS PROVIDED
2
3
4
5
6

HOLIDAYS -------------------------HOLIDAYS -------------------------HOLIDAYS -------------------------HOLIDAYS -------------------------HOLIDAYS -------------------------PLUS 1 HALF DAY ---------------7 HOLIDAYS -------------------------8 HOLIDAYS -------------------------9 HOLIDAYS -------------------------10 HOLIDAYS -----------------------11 HOLIOAYS -----------------------12 HOLIDAYS -----------------------13 HOLIOAYS ------------------------

4
1
1
18
2
3
4

1

~

7
4
53
18
-

-

-

-

-

(12)
6
7
3
53
5
19
3
3

-

6
17
-

9
4
49
15
-

PERCENT OF UORKERS BY TOTAL
PAID HOLIDAY TIME PROVIDED 13
2 DAYS OR MORE -------------------3 DAYS OR MORE -------------------4 DAYS OR MORE -------------------5 DAYS OR MORE --------------------6 0 AYS OR MORE --------------------6 1/2 DAYS OR M O R E ---------------7 DAYS OR MORE --------------------8 DAYS OR MORE --------------------9 DAYS OR MORE --------------------10 DAYS OR MORE -------------------11 DAYS OR MORE -------------------12 DAYS OR MORE -------------------13 DAYS -----------------------------

100
100
100
100
94
82
82
75
71
18

76
75
75
75
64
50
47
36
31
10
4

-

-

See footnotes at end of tables.




17

99
99
99
99
93
86
83
30
25
6
3
-

100
100
100
100
94
77
77
68
64
15
-

Table B-5. Paid vacation provisions for full-time workers in Greensboro—W inston-SalemHigh Point, N.C., August 1977
Plant workers
Item

Office workers

All industries

Manufacturing

Nonmanufacturing

Public utilities

ALL FULL-TIRE UORKERS -------

100

100

100

100

IN ESTABLISHMENTS NOT PR0VI0IN6
PAID VACATIONS ----------------IN ESTABLISHMENTS PROVIDING
PAID V A C A T I O N S ----- ----------LENGTH-OF-TIME PAYMENT -----PERCENTAGE PAYMENT ----------OTHER PAYMENT -----------------

9

9

8

-

91
44
44
3

91
32
57
2

92
84
2
5

100
95
5

27
31

35
32

28

12

1 YEAR OF SERVICE!
UNDER 1 UEEK ------------1 UEEK -------------------OVER 1 AND UNOER 2 UEEKS
2 UEEKS ------------------OVER 2 AND UNOER 3 UEEKS
3 UEEKS -------------------

2
47
4
36
C 12)
(12)

1
50
3
34

5
38
7
40
1
(12)

34
23
41
2
“

2 YEARS OF SERVICE!
UNOER 1 UEEK ------------1 UEEK -------------------OVER 1 AND UNOER 2 UEEKS
2 UEEKS ------------------OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------A UEEKS -------------------

2
36
4
47
2
(12)
1

1
41
5
43
-

5
18
~
58
8
(12)
2

23
52
25
~

3 YEARS OF SERVICE!
UNOER 1 UEEK ------------1 UEEK -------------------OVER 1 AND UNDER 2 UEEKS
2 U E E K S ------------- ■----OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------4 UEEKS -------------------

1
26
7
52
3
1
1

30
9
49
2
1

4 YEARS OF SERVICE!
UNDER 1 UEEK ------------1 UEEK -------------------OVER 1 AND UNDER 2 UEEKS
2 U E E K S ------------------ OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------4 UEEKS — -----------------

1
24
8
53
3
1
1

28
11
50
2
1

Manufacturing

Nonmanufacturing

Public utilities

....... 100.

100

100

100

(12)

1

(12 )

_

99
96
4

99
92
7

99
99
(12)

100
100

4
70
1

7
70

(12)
70
1

1
47

1
12
(12)
83
3

2
14

10
(12)
84
6
~

19
1
78
2
~

_

_
16
82
2

All industries

PERCENT OF UORKERS

-

AMOUNT OF PAID VACATION AFTER!14
6 MONTHS OF SERVICE!
UNDER 1 UEEK ------------1 UEEK ------------------OVER 1 AND UNOER 2 UEEKS

S e e fo o tn o te s

-

_

_

_

_

5
12

6

-

-

61
8
3
2

69
25
-

_

5
12

6
69
25

-

61
8
3
2

-

at end o f ta b le s .




18

83
”

i
6
1
87
4
~
1

2
8
1
86
1
~
”

4
~
89
6
1

1
5
1
82
9
1
1

2
8
2
86
1
( 12)
~

_
1
“
79
17
1
1

_
4
94
2
-

1
4
1
82
9
1
1

2
8
3
86
1
(12)

1
~
79
17
1
1

_
4
“
94
2

-

“

Table B-5. Paid vacation provisions for full-time workers in Greensboro—Winston-Salem
High Point, N.C., August 1977— Continued
Plant workers
Item

All industries

Manufacturing

Office workers
Public utilities

Nonmanufacturing

All industries

Manufacturing

Nonmanufacturing

6
1
84
4
4
( 12)

(12)
(12 )
78
6
14
1

Public utilities

AMOUNT OF PAID VACATION AFTER
CONTINUED
5

YEARS OF SERVICE!
UNDER 1 UEEK ------------1 UEEK -------------------OVER 1 AND UNDER 2 UEEKS
2 UEEKS ------------------OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------A UEEKS -------------------

1
11
2
6A
A

8
1

i

_

9

9
2
38
2
40

2
3A
1
41
2
1
(12)

12 YEARS OF SERVICE:
UNDER 1 UEEK ------------1 UEEK -------------------OVER 1 AND UNDER 2 UEEKS
2 UEEKS ------------------OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------OVER 3 AND UNDER A UEEKS
A UEEKS ------------------6 UEEKS -------------------

1
9
2
33
1
42
2
1
(12)

20 YEARS OF SERVICE:
UNDER 1 UEEK ------------1 UEEK -------------------OVER 1 AND UNOER 2 UEEKS
2 UEEKS ------------------OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------A UEEKS ------------------OVER A AND UNDER 5 UEEKS
5 UEEKS ------------------OVER 5 AND UNOER 6 UEEKS
6 UEEKS -------------------

S e e fo o tn o te s

3

8
i

10 YEARS OF SERVICE!
UNDER 1 UEEK ------------1 UEEK -------------------OVER 1 AND UNDER 2 UEEKS
2 UEEKS ------------------OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------OVER 3 AND UNOER 4 UEEKS
A UEEKS ------------------6 UEEKS ------------------

15 YEARS OF SERVICE!
UNDER 1 UEEK ------------1 UEEK -------------------OVER 1 AND UNDER 2 UEEKS
2 UEEKS ------------------OVER 2 AND UNDER 3 UEEKS
3 UEEKS ------------------OVER 3 AND UNOER A UEEKS
A UEEKS ------------------OVER A AND UNDER 5 UEEKS
6 UEEKS -------------------

11
3
66

1
9
2
22
32
(12)
22
2
(12)

-

1

9
2
37
2
41

5
10
-

-

59
8
8
2

67
25
8

_

5
10

-

-

-

21
1
44
7
A

14
2
57
23
A

5
10
~
20
1
45
7
A

-

10
2
61
23
4

1

9
2
24
29
-

24

5
10

-

-

-

15

6

39
1
14
7

49
2
20
23

9
2
25
2
24
29

~

~

1
1
1

-

1

5
10

-

~

_

2
1
20
1
67
8
1
(12)

3
2
20
1
73
( 12)

2
1
18
1
67
9
2
(12)

3
2
17
1
74
1
1
( 12)

-

_

(12 )
(12)
20
(12)
60
17
2

(12)
(12 )
20
(12)
61
17
2

"

2
1
16

3
2
14

(12)
(12)
18

39
4
38

37
3
41
( 12)

40
6
36

3

(12)
(12 )
18

2
( 12)
16

-

~

94
2
5

-

9
2
89
(12)

~
8
2
90
(12)

'
"
6
45
2
47

~

-

15

6
~

-

-

-

-

15
35

12
51

13
67

9
20
3

26
45
6
5

19
52

A
6
1

19
56
3
3

at end o f ta b le s .




_

( 12)

1

1
9
1
23
1
22
31

3
(12)
81
5
9
1

19

15

-

-

1

2

-

6

-

23

Table B-5. Paid vacation provisions for full-time workers in Greensboro—Winston-SalemHigh Point, N.C., August 1977— Continued
Office workers

Plant workers
Item
All industries

Manufacturing

Nonmanufacturing

Public utilities

All industries

6
“
12
37
~
23
20
3

2
(12)
16
13
40
3
25
1

Manufacturing

Nonmanufacturing

Public utilities

AMOUNT OF PAID VACATION A F T E R 14continued!
25 YEARS OF SERVICE!
UNDER 1 WEEK -------------------1 WEEK ---------------------------OVER 1 AND UNDER 2 WEEKS -----2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS — >---3 WEEKS -------------------------4 WEEKS -------------------------OVER 4 AND UNDER 5 WEEKS -----5 WEEKS -------------------------OVER 5 AND UNDER 6 WEEKS -----6 WEEKS -------------------------30 YEARS OF SERVICE!*
UNDER 1 WEEK --------------------1 WEEK ---------------------------OVER 1 AND UNDER 2 WEEKS -----2 W E E K S ------ -------------------OVER 2 AND UNDER 3 WEEKS -----3 WEEKS --------------------------4 WEEKS --------------------------OVER 4 AND UNDER 5 WEEKS -----5 WEEKS --------------------------OVER 5 AND UNDER 6 WEEKS -----6 WEEKS ---------------------------

1
9
1
22
1
21
13
20
1
1
1
9
1
22
1
21
10

9
2
24
2
24
10
~
21
1

.
9
2
24
2
24
10

5
10
15
-

14
24
16
6
1

15

6

-

6

-

-

-

12
32
36

14
48
6
14

19
37
-

38

-

-

-

2

-

-

2
(12)
16

3
-

15

(12)
( 12 )
18

_
-

6

-

-

-

-

_

14
11

12
12

13
37
3
27

12
32

19
19

35

14
43
6
19

55

-

-

-

-

2

3

-

~

16

28
6
1

48
20
3

See footnotes at end of tables.




-

-

-

6

(12)
( 12 )
18

_

5
10

19
1
4

~

3
15

20

-

Table B-6. Health, insurance, and pension plans for full-time workers in Greensboro—Winston-SalemHigh Point, N.C., August 1977
Office workers

Plant workers
All industries

Manufacturing

Nonmanufacturing

Public utilities

100

100

100

100

100

100

100

100

97

100

89

100

99

100

99

100

97
80

99
87

94
72

100
78

All industries

Manufacturing

Nonmanufacturing

Public utilities

PERCENT OF WORKERS
ALL FULL-TIME WORKERS ------IN ESTABLISHMENTS PROVIDING AT
LEAST ONE OF THE BENEFITS
SHOWN BELOW 15------------------LIFE INSURANCE -----------------NONCONTRIBUTORY PLANS --------

92
66

97
75

77
39

100
68

ACCIDENTAL DEATH AND
DISMEMBERMENT INSURANCE -----NONCONTRIBUTORY PLANS --------

66
97

66
51

64
35

90
61

62
51

56
48

68
54

96
76

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

72

75

61

100

85

91

78

81

61
49

70
58

33
20

53
49

33
27

44
36

22
17

56
53

18

16

25

34

64

62

66

57

7

5

11

20

13

18

7

16

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

17
14

17
16

17
6

18
16

51
44

49
42

53
45

16
14

HOSPITALIZATION INSURANCE ----NONCONTRIBUTORY PLANS --------

96
67

100
74

84
47

100
98

99
78

100
78

99
78

100
98

SU R G IC A L

NONCONTRIBUTORY PLANS --------

96
67

100
74

84
47

100
98

99
78

100
78

99
78

100
98

MEDICAL INSURANCE --------------NONCONTRIBUTORY PLANS --------

93
67

97
73

80
47

100
98

91
72

98
77

84
67

100
98

MAJOR MEDICAL INSURANCE -------NONCONTRIBUTORY PLANS --------

91
64

95
71

78
41

100
98

97
77

97
77

97
76

100
98

DENTAL INSURANCE ---------------NONCONTRIBUTORY PLANS --------

12
12

12
11

13
13

40
40

17
15

28
24

7
4

17
17

RETIREMENT PENSION ------------NONCONTRIBUTORY PLANS --------

68
61

71
65

60
48

89
89

86
80

88
84

83
76

92
90

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

INSU RANCE

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

See footnotes at end of tables.




21

Table B-7. Life insurance plans for full-time workers in Greensboro—Winston-Salem—High Point, N.C., August 1977
Plant workers

Office workers

All industries

Manufacturing

All industries

Manufacturing

Item
All
plans 17

Noncontributory
plans 17

All
plans 17

Noncontributory
plans 17

All
plans 17

47

28

Noncontributory
plans 17

All
plans 17

Noncontributory
plans 17

TYPE OF PLAN AND AMOUNT
OF INSURANCE
ALL FULL-TIME WORKERS ARE PROVIDED THE SAME
FLAT-SUM DOLLAR AMOUNT!
PERCENT OF ALL FULL-TIME W ORKERS18 ----AMOUNT OF INSURANCE P R O VIDED!19
M E A N ----------------------------MEDIAN --------------------------MIDDLE RANGE (50 PERCENT) ---MIDDLE RANGE (60 PERCENT) ---AMOUNT OF INSURANCE IS BASED ON A SCHEDULE
WHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF
INSURANCE FOR A SPECIFIED LENGTH OF SERVICE!
PERCENT OF ALL FULL-TIME W ORKERS18 --------AMOUNT OF INSURANCE PROVIDED
AFTER!19
6 MONTHS OF SERVICE!
M E A N --------------------------------MEDIAN -----------------------------MIDOLE RANGE (50 PERCENT) ------MIDDLE RANGE (60 PERCENT) ------I YEAR OF SERVICE!
M E A N --------------------------------M ED IA N

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

MIDDLE RANGE (50 PERCENT) ------MIDDLE RAN6E (60 PERCENT) ------5 YEARS OF SERVICE!
M E A N -------------------------------MEDIAN -----------------------------MIDOLE RANGE (50 PERCENT) -------MIDDLE RANGE (80 PERCENT) ------10 YEARS OF SERVICE!
M E A N --------------------------------MEDIAN -----------------------------MIDDLE RANGE (50 PERCENT) ------MIDDLE RANGE (80 PERCENT) ------20 YEARS OF SERVICE!
M E A N -------------------------------MEDIAN -----------------------------MIDOLE RANGE (50 PERCENT) ------HIODLE RANGE (60 PERCENT) -------

See footnotes at end of tables




62
*4.700
*4.000
*2.000- 5.000
*1.000- 9.000

1

44
*5.100
*4.000
*2.000- 5.000
*1.000-12.000

1

67
*4.300
*3.000
*2.000- 5.000
*1.000- 7.500

1

*4.400
*4.000
*1.500- 5.000
*1.000- 7.500

1

$4,600
*5.000
*2.000- 5.500
*2.000- 8.000

4

20
$4,800
*5.000
*2.000- 7.500
$2,000-10.000

4

28
*4.700
$5,000
*3.000- 5.500
*1.500- 8.000

20
*5.100
*5.000
*3.000- 7.500
*2.000- 8.000

6

6

*2.000
(6)
(6)
(6)

*2.000
(6)
(6)
(6)

*2.100
(6)
(6)
(6)

*2.100
(6 >
(6 >
(6 )

$4,400
(6)
(6)
(6)

$4,400
(6)
(6)
(6)

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

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

*2.500
(6)
(6)
(6)

$2,500
(6)
(6)
(6)

*2.200
C6>
(6)
(6)

*2.200
(6 >
(6 )
(6)

*9.500
(6)
(6)
(6)

*9.500
(6)
(6)
(6)

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

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

*7.200
(6)
(6)
(6)

*7.200
(6)
(6)
(6)

*4.500
(6)
(6)
(6)

$4,500
(6 >
(6)
(6 )

$16,600
(6)
(6)
(6)

*16.600
(6)
(6)
(6)

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

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

*9.000
(6)
(6)
(6)

*9.000
(6)
(6)
(6)

*5.600
(6)
(6)
(6)

*5.600
(6 )
(6 )
(6 >

$20,200
(6)
(6)
(6)

*20.200
(6)
(6)
(6)

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

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

*9.100
(6)
(6)
(6)

*9.100
(6)
(6)
(6)

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

*24.700
(6)
(6)
(6)

*24.700
(6)
(6)
(6)

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

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

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

Table B-7. Life insurance plans for full-time workers in Greensboro—Winston-Salem—High Point, N.C., August 1977— Continued
Plant workers

Office workers

All industries
All
plans 1

M a nufac tur ing

Noncontributory
plans 17

All
plans 1

All industries

Noncontributory
plans 17

All
plans 17

Manufacturing

Noncontributory
plans 17

All
plans 1

Noncontributory
plans 17

TYPE OF PLAN AND AMOUNT
OF INSURANCE-CONTINUED
AMOUNT OF INSURANCE IS BASED ON A SCHEDULE
UHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF
INSURANCE FOR A SPECIFIED AMOUNT OF EARNINGS!
PERCENT OF ALL FULL-TIME WORKERS18---------AMOUNT OF INSURANCE PROVIDED
IF:19
ANNUAL EARNINGS ARE $5,0001
M E A N ---------------------------------MEDIAN ------------------------------MIDDLE RANGE (50 PERCENT) --------MIDDLE RANGE <B0 PERCENT) --------ANNUAL EARNINGS ARE $10,000:
M E A N --------------------------------MEDIAN ------------------------------HIOOLE RANGE (50 PERCENT) --------HIODLE RANGE (80 PERCENT) --------ANNUAL EARNINGS ARE $15>000:
M E A N ------------------------------ -—
MEDIAN ------------------------------HIOOLE RANGE (50 PERCENT) --------MIDDLE RANGE (80 PERCENT) --------ANNUAL EARNINGS ARE $20,000:
M E A N --------------------------------MEDIAN ------------------------------MIDDLE RANGE (50 PERCENT) --------MIDDLE RANGE (80 PERCENT) --------AM OU NT

OF

INSU RANCE

IS

EXPRESSED

AS

A

FACTOR

$6,700
$5,500
>.0 0 0 - 10 . 0 0 0
( . 000- 1 2.0 00

$13,700
$15,000
1.000-18.000
>.0 0 0 - 2 2 .0 0 0

$18,800
$ 2 0,0 00

>500-25.000
$5 >000-34.000

$12

$23,100
$25,000
>.000-35.000
>.000-42.000

$5,700
$5,500
$5,000- 5.500
$5,000- 7.500

$9,200
$7,500
$5 .500-12.500
$5,000-20.000

$9,300
$5,500
$5,500-12,500
$5,000-20.000

$5,800
$5,500
$5,000- 5.500
$5,000- 7.500

$5,900
$5,500
$5,500- 5.500
$5,000-10,000

$12,500
$10,000-15.000
$7,500-15.000

$12,600
$15,000
$10.000-15.000
$7,500-15.000

$17,200
$18,000
$15,000-22.000
$7 .500-22.500

$16 ,700
$15,000
$15,000-20,000
$12,500-22.500

$13,400
$15,000
$12,500-15.000
$7,500-15.000

$14,100
$15,000
$15,000-15,000
$10,000-15,000

$15,000-20.000

$16,200
$15,000
$12,500-20.000

$ 1 5 , 00 0 - 2 0 . 0 0 0

$ 1 0 ,0 0 0 - 2 0 . 0 0 0

$ 10, 000- 20.000

$ 1 0 , 000- 20.000

$5,700
$5,500
$5,000- 5.500
$5,000- 7.500

$5,600
$5,500
$5,000- 5.500
$5,000- 7.500

$12,600
$15,000
$10,000-15.000
$7,500-15.000
$17,100
$20,000

$ 2 1 ,0 0 0

$25,000
$15,000-25.000
$15,000-25.000

$ 12 ,1 00

$19,800
$

2 0 ,0 00

$15,000-25.000
$12,500-25.000

1.70
2.00
1 .0 0 - 2 . 0 0
1 . 00 - 2 . 0 0

$21,000

$25,000
$15,000-25.000
$15.000-25.000

$ 20 , 0 0 0

$22,000
$2 0 , 0 0 0

$18,000
$ 20,000

$20,000-34.000
$10,000-35.000

$20,000-22,300
$15,000-35.000

$15,000-20,000
$7,500-25.000

$29,900
$25,000
$25,000-42.000
$12,500-50.000

$28,700
$25,000
$25,000-28,800
$15,000-50.000

$22,800
$25,000
$15,000-25.000
$7,500-35,000

1.70

1.77
2.00

(

6)

(6 )

(6 )

1.91
1.50

1.89
1.50

1.50-2.00

1.50-2.00

1 . 0 0 - 2. 00

1 . 0 0 - 2. 00

1 .0 0 - 2. 00

1 . 0 0 - 2. 00

1 . 00 - 2 .0 0

1.00-4.00

1.00-4.00

12

$281,000

1.75
2 .0 0

2.00
1. 00 - 2 .0 0

$281,000
(6)
(6)
( 6)

$281,000
(6)
(6)
(6 )

AMOUNT OF INSURANCE IS BASED ON SOME OTHER TYPE
OF p l a n :
PERCENT OF ALL FULL-TIME W O R K E R S 18 -----------

at en d o f t a b le s .




$23,100

$ 20,000

$19,200
$20,000
$2 0 ,000- 2 0 ,0 0 0

$12,500-25,000
$24,400
$25,000
$25,000-25.000
$15,000-35.000

OF

ANNUAL EARNINGS:20
PERCENT OF ALL FULL-TIME W O RKERS18 ---------FACTOR OF ANNUAL EARNINGS USED TO CALCULATE
AMOUNT OF INSURANCE:19 20
M E A N ---------------------------------MEDIAN -------------------------------MIOOLE RANGE (50 PERCENT) --------MIDDLE RANGE (80 PERCENT) --------PERCENT OF ALL FULL-TIME WORKERS COVERED BY
PLANS NOT SPECIFYING A MAXIMUM AMOUNT OF
INSURANCE -----------------------------------PERCENT OF ALL FULL-TIME WORKERS COVERED BY
PLANS SPECIFYING A MAXIMUM AMOUNT OF
I N S U R A N C E -----------------------------------SPECIFIED MAXIMUM AMOUNT OF I NSURANCE:9
M E A N ---------------------------------MEDIAN -------------------------------MIDDLE RANGE (50 PERCENT) --------HIDOLE RANGE (80 PERCENT) ---------

S e e fo o tn o te s

$17,100

23

21

12
$ 281,000
(6 )

(6 )
(6 )

$152,700
$

1 0 0, 00 0

$75,000-300.000
$29,500-300.000

21

$156,100
$ 100 ,000

$75,000-300,000
$42,500-300.000

1.53
1.50
1.00-2 .0 0
1. 00- 2 .0 0

20

1.46
1 .0 0
1 .00- 2 . 0 0
1 . 00- 2 .0 0

19

$236,800
$225,200
$300,000
$300,000
$42,500-300,000 $300.000-300,000
$29,500-300.000
$29,500-300.000

Footnotes

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

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

1 S tan d ard ho u rs r e f l e c t the w o r k w e e k f o r w h ic h e m p l o y e e s r e c e i v e
t h e i r r e g u l a r s t r a i g h t - t i m e s a l a r i e s ( e x c l u s i v e o f pay f o r o v e r t i m e at r e g ­
u l a r a n d / o r p r e m i u m r a t e s ) , and the e a r n i n g s c o r r e s p o n d to t h e s e w e e k l y
ho urs.
2 T h e m e a n is c o m p u te d f o r e ach jo b b y to ta lin g the e a r n i n g s of
a l l w o r k e r s and d i v i d i n g by the n u m b e r of w o r k e r s .
The m edian d e s ig ­
na tes p o s i t i o n — h a l f of the w o r k e r s r e c e i v e the s a m e o r m o r e and h a lf r e ­
c e i v e th e s a m e o r l e s s than the r a te shown.
T h e m i d d l e r a n g e is d e fin e d
b y tw o r a t e s o f p ay; a fo u r th o f the w o r k e r s e a r n the s a m e o r l e s s than
the l o w e r of th e s e r a t e s and a f o u r th e a r n the s a m e or m o r e than the
h i g h e r ra te .

3 Earnings data relate only to workers whose sex identification was
provided by the establishment.
4 E x c l u d e s p r e m i u m p a y f o r o v e r t i m e and f o r w o r k on w e e k e n d s ,
h o l i d a y s , and l a t e s h if ts .
5 E s t i m a t e s f o r p e r i o d s ending p r i o r to 1976 r e l a t e to m e n o n ly f o r
s k i l l e d m a i n te n a n c e and u n s k i l l e d plant w o r k e r s .
A l l oth e r e s t i m a t e s r e ­
l a t e to m e n and w o m e n .
6 Data do not m e e t p u b l i c a ti o n c r i t e r i a o r data not a v a i l a b l e .
7 F o r m a l l y estab lish ed m in im u m r e g u la r s tr a ig h t-tim e hiring s a l­
a r i e s that a r e p aid f o r s ta n d a rd w o r k w e e k s .
8 E x c l u d e s w o r k e r s in s u b c l e r i c a l jo b s such as m e s s e n g e r .
9 Data a r e p r e s e n t e d f o r a l l sta n d a rd w o r k w e e k s c o m b i n e d , and f o r
the m o s t c o m m o n s ta n d a rd w o r k w e e k s r e p o r t e d .
10 In c lu d e s a l l plant w o r k e r s
in e s t a b l i s h m e n t s c u r r e n t l y o p e r a t ­
ing l a t e s h i f t s , and e s t a b l i s h m e n t s w h o s e f o r m a l p r o v i s i o n s c o v e r la t e
s h i f t s , e v e n though the e s t a b l i s h m e n t s w e r e not c u r r e n t l y o p e r a t i n g la te
s h ifts .
11 L e s s than 0.05 p e r c e n t .
12 L e s s than 0.5 p e r c e n t .
13 A l l c o m b i n a t i o n s o f f u l l and h a l f days that add to the s a m e am ount
a r e c o m b i n e d ; f o r e x a m p l e , the p r o p o r t i o n o f w o r k e r s r e c e i v i n g a t o ta l of
10 d ays i n c lu d e s t h o s e w i t h 10 f u ll d ay s and no h a l f d ay s, 9 f u ll d ays and
2 h a l f d a y s , 8 f u ll d ays and 4 h a lf d a y s , and so on.
P r o p o r t i o n s then
w e r e c u m u la te d .




24

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

Included

in the

7 4 areas are

4 studies c o n d u c t e d b y

Ohio; B i r m i n g h a m , Ala.; Norfolk-Virginia

a n d Syracuse,

N. Y .

In addition,

the

the Bu r e a u conducts m o r e limited

un de r contract.

Th e s e

areas

Va.— N.C. ;

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

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




Bu r e a u

Beaclr-Portsmouth a n d N e w p o r t N e w s - H a m p t o n ,
D e p a r t m e n t of Labor.

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

are

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

Office clerical

Office clerical— Continued

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

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

In 1977,
Portland

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




Richmond,

San

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

Industrial nurses

Unskilled plant

Registered industrial
nurses

Janitors, porters, and
cleaners
Material handling laborers

Percent changes for 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 in
the base year.
3. These weights are used to compute group averages.
Each occupation's average earnings (computed in step 1)
is multiplied by its weight. The products are totaled
to obtain a group average.
4. The ratio of group averages for 2 consecutive years is
computed by dividing the average for the current year
by the average for the earlier year. The result—
expressed as a percent— less 100 is the percent change.

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

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

(Oregon),

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

Establishment practices and supplementary wage provisions

Ca nt on , Ch i c a g o , Cincinnati, D a v e n p o r t - R o c k Island-Moline, Houston, Huntsville, Jackson, N e w Orleans,

a n d Wichita.

Skilled maintenance

For a more detailed description_ of the method used to compute
these wage trends, see "Improving Area Wage Survey Indexes," Monthly
Labor Review, January 1973, pp. 52-57.

Occupations used to compute wage trends are:

areas:

Electronic data processing

Antonio,

Seattle— Everett,

So ut h

Bend,

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

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




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

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

un de r w h i c h (1) e m pl oy er s contribute m o r e th an is legally required or (2) benefits e x c e e d those specified in the
State l a w are included.
In R h o d e Island, benefits are paid out of a State fund to w h i c h only e m p l o y e e s
contribute.
In e a c h of the other three States, benefits are paid either f r o m a State fund or through a private plan.
State fund

financing:

In California, only

employees

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

the difference b e t w e e n

financing:

In California a n d

contribute to

the State

the empl oy ee s' share a n d
New

Jersey,

employees

the total contribution required.

ca nn ot

m o r e th an they w o u l d if they w e r e c o v e r e d

b y the State fund; in N e w

to contribute m o r e
benefit provided.

the

Federal

if the

State

rules that

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

benefits to railroad workers

fund; in N e w Jersey,

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

additional

I n su ra nc e.A c t)

be required to contribute

Yoik,

contribution is

employees

commensurate

provides t e mp or ar y

for illness or injury, w h e t h e r w o r k - c o n n e c t e d

or not.

The

disability

c a n agree
w i th

the

insurance

legislation requires

that em p l o y e r s bear the entire cost of the insurance.
4

An

establishment is considered as ha v i n g a fo rm al plan if it specifies at least the m i n i m u m n u m b e r

of days of sick leave available to e a c h e m p l o y e e .

S u c h a p l an n e e d not b e written, but informal sick leave

allowances d e t e r m i n e d o n a n individual basis are excluded.

Long-term disability insurance plans provide payments to totally
disabled employees upon the expiration of their paid sick leave and/or sick­
ness and accident insurance, or after a predetermined period of disability
(typically 6 months). Payments are made until the end of the disability, a
maximum age, or eligibility for retirement benefits. Full or partial pay­
ments are almost always reduced by social security, workers' disability
compensation, and private pension benefits payable to the disabled employee.
Hospitalization, surgical, and medical insurance plans reported
in these surveys provide full or partial payment for basic services rendered.
Hospitalization insurance covers hospital room and board and may cover
other hospital expenses. Surgical insurance covers surgeons' fees. Medical
insurance covers doctors' fees for home, office, or hospital calls. Plans
restricted to post-operative medical care or a doctor's care for minor
ailments at a worker's place of employment are not considered to be
medical insurance.
Major medical insurance coverage applies to services which go
beyond the basic services covered under hospitalization, surgical, and
medical insurance. Major medical insurance typically (1) requires that a
"deductible" (e.g., $50) be met before benefits begin, (2) has a coinsurance
feature that requires the insured to pay a portion (e.g., 20 percent) of
certain expenses, and (3) has a specified dollar maximum of benefits (e.g.,
$ 10,000 a year).

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

Office workers

18
16
24
76

2

All industries------------------Manufacturing-------------Nonmanufacturing-------Public utilities--------

3
15

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

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




Industrial composition in manufacturing
Nearly two-thirds of the workers within the scope of the survey in
the Greensboro—Winston-Salemr-High Point area were employed in manufac­
turing firms. The following presents the major industry groups and specific
industries as a percent of all manufacturing:
Industry groups
Textile mill products______
30
Furniture and fixtures_____ .. 16
Tobacco manufactures_____ .. 13
Electric and electronic
equipment .
8
Apparel and other textile
products
.. 6

Specific industries
Household furniture_________ 14
Knitting m ills_____________
13
Cigarettes____________________ 12
Communication equipment___ 6
Weaving mills, cotton___
5

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

Appendix table 1. Establishments and workers within scope of survey and number studied
in Greensboro—Winston-Salem—High Point, N.C.,1 August 1977
W orkers in establishments

Num ber of establishments

Industry divisio n 2

employment
in establish­
ments in scope
of study

Within scope
of study3

791

AL L D I V I S I O N S ----------------------------------M A N U F A C T U R I N G ---------------------------------------N O N M A N U F A C T U R I N G -----------------------------------T R A N S P O R T A T I O N * C O M M U N I C A T I O N * AND
OT H E R P U B L I C U T I L I T I E S 5 ----------------------W H O L E S A L E TR A D E
---------------------------------R E T A I L TR A D E
-------------------------------------F I N A N C E . I N S U R A N C E . AND R E A L E S T A T E
-------S E R V I C E S 8 -------------------------------------------

Within scope of study
Studied
F ull-tim e
office workers

Number

Percent

F ull-tim e
plant workers

139

188.589

100

120.430

23.023

8 1 . 2 7 5 .........

66
34

91.880
28.550

11.761
11.262

55.966
25.309

8
3
13
5
5

8.797
<6 >
(6 )
<7 >
<6 >

2.305
( 6>
( 6)
( 6>
( 6)

9.408
1.014
6.864
4.39 0
3.633

50
~

420
371

69
70

124.452
64.137

50
50
50
50
50

58
58
146
46
63

18
7
13
8
24

15.932
6.247
24.577
8.883
8.498

1 T h e G r e e n s b o r o —W in s to n - S a le m —H ig h P o in t S ta n d a rd M e t r o p o lit a n S t a t is t ic a l A r e a , a s d e fin e d
b y th e O f f i c e o f M a n a g e m e n t and B u d g et th ro u g h F e b r u a r y 1974, c o n s is ts o f D a v id s o n , F o r s y t h ,
G u ilfo r d , R a n d o lp h , S to k e s , and Y a d k in C o u n tie s .
T h e " w o r k e r s w ith in s c o p e o f s tu d y " e s t im a t e s
show n in th is ta b le p r o v id e a r e a s o n a b ly a c c u r a t e d e s c r ip t io n o f th e s iz e and c o m p o s it io n o f the
la b o r f o r c e in c lu d e d in th e s u r v e y . E s t im a t e s a r e n o t in te n d e d , h o w e v e r , f o r c o m p a r is o n w ith o t h e r
e m p lo y m e n t in d e x e s to m e a s u r e e m p lo y m e n t tr e n d s o r l e v e l s s in c e (1 ) p la n n in g o f w a g e s u r v e y s
r e q u ir e s e s ta b lis h m e n t data c o m p ile d c o n s id e r a b ly in a d v a n c e o f th e p a y r o l l p e r io d s tu d ie d , and
(2 ) s m a ll e s ta b lis h m e n ts a r e e x c lu d e d f r o m th e s c o p e o f the s u r v e y .
2 T h e 1972 e d itio n o f th e S ta n d a rd In d u s t r ia l C la s s if ic a t io n M a n u a l w a s u s e d to c l a s s i f y e s t a b ­
lis h m e n ts b y in d u s tr y d iv is io n .
H o w e v e r , a l l g o v e r n m e n t o p e r a t io n s a r e e x c lu d e d f r o m the s c o p e
o f the s u r v e y .
»
3 In c lu d e s a l l e s ta b lis h m e n ts w ith to t a l e m p lo y m e n t a t o r a b o v e the m in im u m lim it a t io n . A l l
o u tle ts (w ith in th e a r e a ) o f c o m p a n ie s in in d u s t r ie s su ch a s tr a d e , fin a n c e , a u to r e p a i r s e r v i c e , and
m o tio n p ic t u r e s a r e c o n s id e r e d a s 1 e s ta b lis h m e n t.
4 In c lu d e s e x e c u t iv e , p r o f e s s io n a l, p a r t - t i m e , and o t h e r w o r k e r s e x c lu d e d f r o m the s e p a r a te
p la n t and o f f i c e c a t e g o r ie s .
5 A b b r e v ia t e d to "p u b lic u t i l i t i e s " in th e A - and B - s e r i e s t a b le s .
T a x ic a b s and s e r v i c e s
in c id e n t a l to w a t e r tr a n s p o r t a t io n a r e e x c lu d e d .
T h e t r a n s it s y s t e m in W in s t o n - S a le m , and tw o o f




T ota l4

Studied

Total4

th e e l e c t r i c u t i l i t i e s s u p p ly in g l e s s than h a lf o f th e e l e c t r i c c o n s u m p tio n w e r e p u b lic ly ow n ed and
e x c lu d e d b y d e fin it io n f r o m the s c o p e o f th e stu d y.
6 T h is d iv is io n is r e p r e s e n t e d in e s t im a t e s f o r " a l l in d u s t r ie s " and "n o n m a n u fa c tu r in g " in the
A - and B - s e r i e s t a b le s . S e p a r a te p r e s e n t a t io n o f d ata is n o t m a d e f o r on e o r m o r e o f th e fo llo w in g
rea so n s:
(1 ) E m p lo y m e n t is to o s m a ll to p r o v id e en ou gh d a ta to m e r i t s e p a r a te study, (2 ) the
s a m p le w a s n p t d e s ig n e d i n i t i a l l y to p e r m i t s e p a r a t e p r e s e n ta tio n , (3 ) r e s p o n s e w a s in s u ffic ie n t o r
in a d e q u a te to p e r m i t s e p a r a t e p r e s e n t a t io n , and (4 ) th e r e is p o s s i b i l i t y o f d is c lo s u r e o f in d iv id u a l
e s ta b lis h m e n t d a ta .
7 W o r k e r s f r o m th is e n t ir e d iv is io n a r e r e p r e s e n t e d in e s t im a t e s f o r " a l l i n d u s t r ie s " and
"n o n m a n u fa c tu r in g " in th e A - s e r i e s t a b le s , but f r o m the r e a l e s ta te p o r t io n o n ly in e s t im a t e s f o r
" a l l in d u s t r ie s " and " n o n m a n u fa c tu r in g " in th e B - s e r i e s ta b le s .
S e p a r a te p r e s e n ta tio n o f data is
n o t m a d e f o r one o r m o r e o f th e r e a s o n s g iv e n in fo o tn o te 6.
8 H o t e ls and m o t e ls ; la u n d r ie s and o t h e r p e r s o n a l s e r v i c e s ; b u s in e s s s e r v i c e s ; a u to m o b ile
r e p a ir , r e n ta l, and p a r k in g ; m o tio n p ic t u r e s ; n o n p r o fit m e m b e r s h ip o r g a n iz a t io n s (e x c lu d in g r e lig io u s
and c h a r it a b le o r g a n iz a t io n s ); and e n g in e e r in g and a r c h it e c t u r a l s e r v i c e s .

29

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

Office
SECRETARY— Continued

SECRETARY

Exclusions--- Continued

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

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

b. Stenographers not fully trained in secretarial-type duties;
c. Stenographers serving as office assistants to a group of pro­
fessional, technical, or managerial persons;

E x clusio ns

d. Assistant-type positions which entail more difficult or more re ­
sponsible technical, administrative, or supervisory duties which
are not typical' of -secretarial work, e.g., Administrative Assist­
ant, or Executive Assistant;

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




secretary concept

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

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

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

30

S E C R E T A R Y — C ontinu ed

S E C R E T A R Y — C ontinued

Exclusions— Continued

Classification by Level— Continued

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

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

f. Trainees.
Classification by Level

LS—4

Secretary jobs which meet the above characteristics are matched at
one of five levels according to (a) the level of the secretary's supervisor
within the company's organizational structure and, (b) the level of the
secretary's responsibility. The chart following the explanations of these two
factors indicates the level of the secretary for each combination of the
factors.

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

JLevel of Secretary's Supervisor (LS)
Secretaries should be matched at one of the four LS levels described
below according to the level of the secretary's supervisor within the company
organizational structure.
LS—1

NOTE: The term "corporate officer" used in the above LS def­
inition refers to those officials who have a significant corporatewide policy­
making role with regard to major company activities. The title "vice
president," though normally indicative of this role, does not in all cases
identify such positions. Vice presidents whose primary responsibility is to
act personally on individual cases or transactions (e.g., approve or deny
individual loan or credit actions; administer individual trust accounts; di­
rectly supervise a clerical staff) are not considered to be "corporate
officers" for purposes of applying the definition.

a. Secretary to the supervisor or head of a small organizational
unit (e.g., fewer than about 25 or 30 persons); or
b. Secretary to a non supervisory staff specialist, professional
employee, administrative officer or assistant, skilled technician
or expert. (NOTE: M a n y companies assign stenographers,
rather than secretaries as described above, to this level of
supervisory or nonsupervisory worker.)

LS—2

Level of Secretary's Responsibility (LR)

a. Secretary to an executive or managerial person whose respon­
sibility is not equivalent to one of the specific level situations in
the definition for LS—3, but whose organizational unit normally
numbers at least several dozen employees and is usually divided
into organizational segments which are often, in turn, further
subdivided. In some companies, this level includes a wide range
of organizational echelons; in others, only one or two; or "

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.

b. Secretary to the head of am individual plant, factory, etc., (or
other equivalent level of official) that employs, in all, fewer
tham 5,000 persons.
LS—3

Level of Responsibility 1 (LR—1)
Perform s varied secretarial duties including or comparable to most
of the following:

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

a. Answers telephones, greets
coming mail.

personal

callers, and opens in­

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

May

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

d. Secretary to the head of an individual plant, factory, etc.,
(or other equivalent level of official) that employs, in all,
over 5,000 persons; or




a. Secretary to the chairman of the board or president of a company
that employs, in all, over 100 but fewer than 5,000 persons; or

calendar

and makes appointments as

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

31

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

S E C R E T A R Y — C on tin u ed

Stenographer, Senior

Level of Responsibility 2 (LR—2)
Performs duties described under LR—1 and, in addition performs
tasks requiring greater judgment, initiative, and knowledge of office functions
including or comparable to most of the following:

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

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

Level of secretary's
supervisor

Prim ary duty is to type copy of voice recorded dictation which does
not involve varied technical or specialized vocabulary such as that used in
legal briefs or reports on scientific research. May also type from written
copy. May maintain files, keep simple records, or perform other relatively
routine clerical tasks. (See Stenographer definition for workers involved
with shorthand dictation.)
TYPIST

Class
Class
Class
Class

E
D
C
B

LR—2
Class D
Class C
Class B
Class A

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



TRANSCRIBING-MACHINE TYPIST

Level of secretary's responsibility
LR—1

LS—1____________________________________
LS—2__________
----- ---.----- -------------------- -------LS—3
LS—4____________________________________

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

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.
Class A . Perform s one or more of the following: Typing material
in final form when it involves combining material from several sources; or
responsibility for correct spelling, syllabication, punctuation, etc., of tech­
nical or unusual words or foreign language material; or planning layout
and typing of complicated statistical tables to maintain uniformity and
balance in spacing. May type routine form letters, varying details to suit
circumstances.
Class B . Perform s one or more of the following: Copy typing from
rough or clear drafts; or routine typing of forms, insurance policies, etc.;
or setting up simple standard tabulations; or copying more complex tables
already set up and spaced properly.
FILE CLERK
Files, classifies, and retrieves material in an established filing
systerp. May perform clerical and manual tasks required to maintain files.
Positions are classified into levels on the basis of the following definitions.

F I L E C L E R K — C ontinu ed

O R D E R C L E R K — C ontinu ed

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

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

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

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

Class C. 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.

Positions
definitions:

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

are

classified

into

levels

according to the following

Class A . Handles orders that involve making judgments such as
choosing which specific product or material from the establishment's product
lines will satisfy the customer's needs, or determining the price to be quoted
when pricing .involves more than merely referring to a price list or making
some simple mathematical calculations.
Class B . Handles orders involving items which have readily iden­
tified uses and applications. May refer to a catalog, manufacturer's manual,
or similar document to insure that proper item is supplied or to verify
price of ordered item.
ACCOUNTING CLERK

SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private
branch exchange (PBX ) system to relay incoming, outgoing, and intrasystem
calls. May provide information to 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
Operator-Receptionist.
SWITCHBOARD OPERATOR-RECEPTIONIST
At a single-position telephone switchboard or console, acts both as
an operator— see Switchboard Operator— and as a receptionist. Receptionist's
work involves such duties as greeting visitors; determining nature of visitor's
business and providing appropriate information; referring visitor to appro­
priate person in the organization or contacting that person by telephone and
arranging an appointment; keeping a log of visitors.
ORDER CLERK
Receives written or verbal customers' purchase orders for material
or merchandise from customers or sales people. Work typically involves
some combination of the following duties: Quoting prices; determining availa­
bility of ordered items and suggesting substitutes when necessary; advising
expected delivery date and method of delivery; recording order and customer
information on order sheets; checking order sheets for accuracy and




Performs one or more accounting clerical tasks such as posting to
registers and ledgers; reconciling bank accounts; verifying the internal con­
sistency, completeness, and mathematical accuracy of accounting documents;
assigning prescribed accounting distribution codes; examining and verifying
for clerical accuracy various types of r e p o r t s , l i s t s , c a l c u l a t i o n s , p o s t i n g ,
etc.; or preparing simple or assisting in preparing more complicated journal
vouchers. May work in either a manual or automated accounting system.
The work requires a knowledge of clerical methods and office
practices and procedures which relates to the clerical processing and re­
cording of transactions and accounting information. With experience, the
worker typically becomes familiar with the bookkeeping and accounting terms
and procedures used in the assigned work, but is not required to have a
knowledge of the formal principles of bookkeeping and accounting.
Positions
definitions:

are

classified into levels on the basis of the following

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

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

M A C H IN E B I L L E R — C ontinued

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

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

BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter key­
board) to keep a record of business transactions.
Class A . I^eeps a set of records requiring a knowledge of and
experience in basic bookkeeping principles, and familiarity with the structure
of the particular accounting system used. Determines proper records and
distribution of debit and credit items to be used in each phase of the work.
May prepare consolidated reports, balance sheets, and other records by hand.

PAY R O LL CLERK
Perform s the clerical tasks necessary to process payrolls and to
maintain payroll records. Work involves most of the following: Processing
workers' time or production records; adjusting workers' records for changes
in wage rates, supplementary benefits, or tax deductions; editing payroll
listings against source records; tracing and correcting errors in listings;
and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system, computes wages. Work may require a practical
knowledge of governmental regulations, company payroll policy, or the
computer system for processing payrolls.

Class B . Keeps a record of one or more phases or sections of a
set of records usually requiring little knowledge of basic bookkeeping. Phases
or sections include accounts payable, payroll, customers' accounts (not in­
cluding a simple type of billing described under machine biller), cost dis­
tribution, expense distribution, inventory control, etc. May check or assist
in preparation of trial balances and prepare control sheets for the accounting
department.

Operates a keypunch machine to record or verify alphabetic and/or
numeric data on tabulating cards or on tape.

MACHINE BILLER
Prepares statements, bills, and invoices on a machine other than

Positions
definitions:

an o r d i n a r y o r e l e c t r o m a t i c t y p e w r i t e r .

Class A . Work requires the application of experience and judgment
in selecting procedures to be followed and in searching for, interpreting,
selecting, or coding items to be keypunched from a variety of source
documents. On occasion may also perform some routine keypunch work.
May train inexperienced keypunch operators.

M a y a l s o k e e p r e c o r d s a s to b i l l i n g s

or shipping charges or perform other clerical work incidental to billing
operations. For wage study purposes, machine billers are classified by type
of machine, as follows:
Billing-machine biller. Uses a special billing machine (combination
typing and adding machine) to prepare bills and invoices from customers'
purchase orders, internally prepared orders, shipping memoranda, etc.
Usually involves application of predetermined discounts and shipping charges
and entry of necessary extensions, which may or may not be computed on
the billing machine, and totals which are automatically accumulated by
machine. The operation usually involves a large number of carbon copies of
the bill being prepared and is often done on a fanfold machine.

KEYPUNCH OPERATOR

are

classified into levels on the basis of the following

Class B . Work is routine and repetitive. Under close supervision
or following specific procedures or instructions, works from various stand­
ardized source documents which have been coded, and follows specified
procedures which have been prescribed in detail and require little or no
selecting, coding, or interpreting of data to be recorded. Refers to su­
pervisor problems arising from erroneous items or codes or missing
info rmation.

Professional and Technical
COMPUTER SYSTEMS ANALYST, BUSINESS

COMPUTER SYSTEMS ANALYST, BUSINESS— Continued

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

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




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

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

For wage study purposes, systems analysts are classified as follows:
Class A . Works independently or under only general direction on
complex problems involving all phases of systems analysis. Problems are
complex because of diverse sources of input data and multiple-use require­
ments of output data. (For example, develops an integrated production
scheduling, inventory control, cost analysis, and sales analysis record in
which every item of each type is automatically processed through the full
system of records and appropriate followup actions are initiated by the
computer.) Confers with persons concerned to determine the data processing
problems and advises subject-matter personnel on the implications of new or
revised systems of data processing operations. Makes recommendations, if
needed, for approval of major systems installations or changes and for
obtaining equipment.
May provide functional direction to lower level systems analysts
who are assigned to assist.
Class B . Works independently or under only general direction on
problems that are relatively uncomplicated to analyze, plain, program, and
operate. Problems are of limited complexity because sources of input data
are homogeneous aind the output data are closely related. (For example,
develops systems for maintaining depositor accounts in a bank, maintaining
accounts receivable in a retail establishment, or maintaining inventory
accounts in a manufacturing or wholesale establishment.) Confers with
persons concerned to determine the data processing problems and advises
subject-matter personnel on the implications of the data processing systems
to be applied.
OR
Works on a segment of a complex data processing scheme or system,
as described for class A. Works independently on routine assignments and
receives instruction and guidance on complex assignments. Work is reviewed
for accuracy of judgment, compliance with instructions, and to insure
proper alignment with the overall system.
Class C. Works under immediate supervision, carrying out analyses
as assigned, usually of a single activity. Assignments are designed to develop
and expand practical experience in the application of procedures and skills
required for systems analysis work. For example, may assist a higher level
systems analyst by preparing the detailed specifications required by pro­
grammers from information developed by the higher level analyst.
COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problems, typically prepared by a
systems analyst, into a sequence of detailed instructions which are re­
quired to solve the problems by automatic data processing equipment.
Working from charts or diagrams, the programmer develops the pre­
cise instructions which, when entered into the computer system in coded
language, cause the manipulation of data to achieve desired results. Work
involves most of the following: Applies knowledge of computer capa­
bilities, mathematics, logic employed by computers, and particular sub­
ject matter involved to analyze charts and diagrams of the problem to
be programmed; develops sequence of program steps; writes detailed flow
charts to show order in which data w ill be processed; converts these
charts to coded instructions for machine to follow; tests and corrects




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

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

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

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

computer operators are classified as

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



D RAFTER

Class A . Plans the graphic presentation of complex items having
distinctive design features that differ significantly from established drafting
precedents. Works in close support with the design originator, and may
recommend minor design changes. Analyzes the effect of each change on the
details of form, function, and positional relationships of components and
parts. Works with a minimum of supervisory assistance. Completed work
is reviewed by design originator for consistency with prior engineering
determinations. May either prepare drawings or direct their preparation by
lower level drafters.
Class B . Perform s nonroutine and complex drafting assignments
that require the application of most of the standardized drawing techniques
regularly used. Duties typically involve such work as: Prepares working
drawings of subassemblies with irregular shapes, multiple functions, and
precise positional relationships between components; prepares architectural
drawings for construction of a building including detail drawings of founda­
tions, wall sections, floor plans, and roof. Uses accepted formulas and
manuals in making necessary computations to determine quantities of
materials to be used, load capacities, strengths, stresses, etc. Receives
initial instructions, requirements, and advice from supervisor. Completed
work is checked for technical adequacy.
Class C. Prepares detail drawings of single units or parts for
engineering, construction, manufacturing, or repair purposes. Types of
drawings prepared include isometric projections (depicting three dimensions
in accurate scale) and sectional views to clarify positioning of components
and convey needed information. Consolidates details from a number of
sources and adjusts or transposes scale as required. Suggested methods of
approach, applicable precedents, and advice on source materials are given
with initial assignments. Instructions are less complete when assignments
recur. Work may be spot-checked during progress.
D RAFTER-TRACER
Copies plans and drawings prepared by others by placing tracing
cloth or paper over drawings and tracing with pen or pencil. (Does not
include tracing limited to plans primarily consisting of straight lines and a
large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized items.
Work is closely supervised during progress.
ELECTRONICS TECHNICIAN
Works on various types of electronic equipment and related devices
by performing one or a combination of the following: Installing, maintaining,
repairing, overhauling, troubleshooting, modifying, constructing, and testing.
Work requires practical application of technical knowledge of electronics
principles, ability to determine malfunctions, and skill to put equipment in
required operating condition.
The equipment— consisting of either many different kinds of circuits
or multiple repetition of the same kind of circuit— includes, but is not limited
to, the following: (a) Electronic transmitting and receiving equipment (e.g.,
radar, radio, television, telephone, sonar, navigational aids), (b) digital and
analog computers, and (c) industrial and medical measuring and controlling
equipment.

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

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

This classification excludes repairers of such standard electronic
equipment as common office machines and household radio and television
sets; production assemblers and testers; workers whose primary duty is
servicing electronic test instruments; technicians who have administrative
or supervisory responsibility; and drafters, designers, and professional
engineers.

Receives technical guidance, as required, from supervisor or higher
level technician, and work is reviewed for specific compliance with accepted
practices and work assignments. May provide technical guidance to lower
level technicians.

Positions
definitions:

are classified into levels on the basis of the following

Class A . Applies advanced technical knowledge to solve unusually
complex problems (i.e., those that typically cannot be solved solely by
reference to manufacturers' manuals or 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 understanding of
the interrelationships of circuits; exercising independent judgment in per­
forming such tasks as making circuit analyses, calculating wave forms,
tracing relationships in signal flow; and regularly using complex test in­
struments (e.g., dual trace oscilloscopes, Q-m eters, 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.
Class B . Applies comprehensive technical knowledge to solve com­
plex problems (i.e., those that typically can be solved solely by properly
interpreting manufacturers' manuals or similar documents) in working on
electronic equipment. Work involves: A familiarity with the interrelation­
ships of circuits; and judgment in determining work sequence and in selecting
tools and testing instruments, usually less complex than those used by the
class A technician.

Class C . Applies working technical knowledge to perform simple or
routine tasks in working on electronic equipment, following detailed in­
structions which cover virtually all procedures. Work typically involves such
tasks as: Assisting higher level technicians by performing such activities as
replacing components, wiring circuits, and taking test readings; repairing
simple electronic equipment; and using tools and common test instruments
(e.g., 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 in­
crease competence (including classroom training) so that worker can advance
to higher level technician.
Receives technical guidance, as required, from supervisor or higher
level technician. Work is typically spot checked, but is given detailed
review when new or advanced assignments are involved.
REGISTERED INDUSTRIAL NURSE
A registered nurse who gives nursing service under general medical
direction to ill or injured employees or other persons who become ill or
suffer an accident on the premises of a factory or other establishment.
Duties involve a combination of the following: Giving first aid to the ill or
injured; attending to subsequent dressing of employees' injuries; keeping
records of patients treated; preparing accident reports for compensation or
other purposes; assisting in physical examinations and health evaluations of
applicants and employees; and planning and carrying out programs involving
health education, accident prevention, evaluation of plant environment, or
other activities affecting the health, welfare, and safety of all personnel.
Nursing supervisors or head nurses in establishments employing more than
one nurse are excluded.

Maintenance, Toolroom, and Powerplant
MAINTENANCE CARPENTER

MAINTENANCE ELECTRICIAN— Continued

Performs the carpentry duties necessary to construct and maintain
in good repair building woodwork and equipment such as bins, cribs, counters,
benches, partitions, doors, floors, stairs, casings, and trim made of wood
in an establishment. Work involves most of the following: Planning and
laying out of work from blueprints, drawings, 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
an® experience usually acquired through a formal apprenticeship or equivalent
training and experience.

equipment such as generators, transformers, switchboards, controllers,
circuit breakers, motors, heating units, conduit systems, or other trans­
mission equipment; working from blueprints, drawings, layouts, or other
specifications; locating and diagnosing trouble in the electrical system or
equipment; working standard computations relating to load requirements of
wiring or electrical equipment; and using a variety of electrician's handtools
and measuring and testing instruments. In general, the work of the main­
tenance electrician requires rounded training and experience usually acquired
through a formal apprenticeship or equivalent training and experience.
MAINTENANCE PAINTER

MAINTENANCE ELECTRICIAN
Performs a variety of electrical trade functions such as the in­
stallation, maintenance, or repair of equipment for the generation, distri­
bution, or utilization of electric energy in an establishment. Work involves
most of the following: Installing or repairing any of a variety of electrical




Paints and redecorates walls, woodwork, and fixtures of an estab­
lishment. Work involves the following: Knowledge of surface peculiarities
and types of paint required for different applications; preparing surface for
painting by removing old finish or by placing putty or filler in nail holes

M A I N T E N A N C E P A I N T E R — C ontinued

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

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 con­
sistency. In general, the work of the maintenance painter requires rounded
training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.

Installs or repairs water, steam, gas, or other types of pipe and
pipefittings in an establishment. Work involves most of the following: Laying
out work and measuring to locate position of pipe from drawings or other
written specifications; cutting various sizes of pipe to correct lengths with
chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading
pipe with stocks and dies; bending pipe by hand-driven or power-driven
machines; assembling pipe with couplings and fastening pipe to hangers;
making standard shop computations relating to pressures, flow, and size of
pipe required; and making standard tests to determine whether finished pipes
meet specifications. In general, the work of the maintenance pipefitter
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience. Workers primarily
engaged in installing and repairing building sanitation or heating systems
are excluded.

MAINTENANCE MACHINIST
Produces replacement parts and new parts in making repairs of
metal parts of mechanical equipment operated in an establishment. Work in­
volves most of the following; Interpreting written instructions and specifica­
tions; planning and laying out of work; using a variety of machinist's handtools
and precision measuring instruments; setting up and operating standard
machine tools; shaping of metal parts to close tolerances; making standard
shop computations relating to dimensions of work, tooling, feeds, and speeds
of machining; knowledge of the working properties of the common metals;
selecting standard 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 apprenticeship or equivalent training and ex­
perience. Excluded from this classification are workers whose primary
duties involve setting up or adjusting machines.
MAINTENANCE MECHANIC (MOTOR VEHICLE)
Repairs automobiles, buses, motortrucks, and tractors of an estab­
lishment. Work involves most of the following: Examining automotive
equipment to diagnose source of trouble; disassembling equipment and per­
forming repairs that involve the use of such handtools as wrenches, gauges,
drills, or specialized equipment in disassembling or fitting parts; replacing
broken or defective parts from stock; grinding and adjusting valves; re­
assembling and installing the various assemblies in the vehicle and making
necessary adjustments; and aligning wheels, adjusting brakes and lights, or
tightening body bolts. In general, the work of the motor vehicle maintenance
mechanic requires rounded training and experience usually acquired through
a formal apprenticeship or equivalent training and experience.
This classification does not include mechanics who repair customers'
vehicles in automobile repair shops.




MAINTENANCE S H EET -M E TAL 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 specifica­
tions; setting up and operating all available types of sheet-metal working
machines; using a variety of handtools in cutting, bending, forming, shaping,
fitting, and assembling; and installing sheet-metal articles as required. In
general, the work of the maintenance sheet-metal worker requires rounded
training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.
MILLWRIGHT
Installs new machines or heavy equipment, and dismantles and
installs machines or heavy equipment when changes in the plant layout are
required. Work involves most of the following: Planning and laying out work;
interpreting blueprints or other specifications; using a variety of handtools
and rigging; making standard shop computations relating to stresses, strength
of 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.

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

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

Specializes in operating one or more than one type of machine
tool (e.g., jig borer, grinding machine, engine lather, milling machine) to
machine metal for use in making or maintaining 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 tool­
room practice usually acquired through considerable on-the-job training and
experience.

setting up and operating various machine tools and related equipment; using
various tool and die 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 pre­
scribed 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 machine-tool operators (toolroom) employed in tool and die jobbing
shops.
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 task; making necessary shop computations;

For cross-industry wage study purposes, this classification does not
include tool and die makers who (1) are employed in tool and die jobbing
shops or (2) produce forging dies (die sinkers).
STATIONARY ENGINEER
Operates and maintains and may also supervise the operation of
stationary engines and equipment (mechanical or electrical) to supply the
establishment in which employed with power, heat, refrigeration, or airconditioning. Wcw:k involves: Operating and maintaining equipment such as
steam engines, air compressors, generators, motors, turbines, ventilating
and refrigerating equipment, steam boilers and boiler-fed water pumps;
making equipment repairs; and keeping a record of operation of machinery,
temperature, and fuel consumption. May also supervise these operations.
Head or chief engineers in establishments employing more than one engineer
are excluded.
BOILER TENDER
Fires stationary boilers to furnish the establishment in which em­
ployed with heat, power, or steam. Feeds fuels to fire by hand or
operates a mechanical stoker, gas, or oil burner; and checks water and
safety valves. May clean, oil, or assist in repairing boilerroom equipment.

Material Movement and Custodial
TRUCKDRIVER

SHIPPER AND RECEIVER

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.

Perform s clerical and physical tasks in connection with shipping
goods of the establishment in which employed and receiving incoming
shipments. In performing day-to-day, routine tasks, follows established
guidelines. In handling unusual nonroutine problems, receives specific guid­
ance from supervisor or other officials. May direct and coordinate the
activities of other workers engaged in handling goods to be shipped or being
received.

For wage study purposes, truckdrivers are classified by type and
rated capacity of truck, as follows:

Shippers typically are responsible f o r most of the following:
Verifying that orders are accurately filled by comparing items and quantities
of goods gathered for shipment against documents; insuring that shipments
are properly packaged, identified with shipping information, and loaded into
transporting vehicles; preparing and keeping records of goods shipped, e.g.,
manifests, bills of lading.

Truckdriver, light truck
(straight truck, under (IV 2 tons, usually 4 wheels)
Truckdriver, medium truck
(straight truck, IV2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
Truckdriver, tractor-trailer




Receivers typically are responsible for most of the following:
Verifying the correctness of incoming shipments by comparing items and
quantities unloaded against bills of lading, invoices, manifests, storage

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

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

receipts, or other records; checking for damaged goods; insuring that
goods are appropriately identified for routing to departments within the
establishment; preparing and keeping records of goods received.

materials or merchandise in proper storage location; and transporting
materials or merchandise by handtruck, car, or wheelbarrow. Longshore
workers, who load and unload ships, are excluded.

For wage study purposes, workers are classified as follows:
Shipper
Receiver
Shipper and receiver

POWER-TRUCK OPERATOR
Operates a manually controlled gasoline- or electric-powered truck
or tractor to transport goods and materials of all kinds about a warehouse,
manufacturing plant, or other establishment.
For wage study purposes, workers are classified by type of powertruck, as follows:

WAREHOUSEMAN
As directed, performs a variety of warehousing duties which require
an understanding of the establishment's storage plan. Work involves most
of the following: Verifying materials (or merchandise) against receiving
documents, noting and reporting discrepancies and obvious damages; routing
materials to prescribed storage locations; storing, stacking, or palletizing
materials in accordance with prescribed storage methods; rearranging and
taking inventory of stored materials; examining stored materials and re­
porting 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 re ­
ceiving work (see Shipper and Receiver and Shipping Packer), order filling
(see Order F iller), or operating power trucks (see Power-Truck Operator).
ORDER FILLER
Fills shipping or transfer orders for finished goods from stored
merchandise in accordance with specifications on sales slips, customers'
orders, or other instructions. May, in addition to filling orders and indicating
items filled or omitted, keep records of outgoing orders, requisition addi­
tional stock or report short supplies to supervisor, and perform other related
duties.
SHIPPING PACKER
Prepares finished products for shipment or storage by placing them
in shipping containers, the specific operations performed being dependent
upon the type, size, and number of units to be packed, the type of container
employed, and method of shipment. Work requires the placing of items in
shipping containers and may involve one or more of the following: Knowledge
of various items of stock in order to verify content; selection of appropriate
type and size of container; inserting enclosures in container; using excelsior
or other material to prevent breakage or damage; closing and sealing
container; and applying labels or entering identifying data on container.
Packers who also make wooden boxes or crates are excluded.
M ATERIAL HANDLING LABORER
A worker employed in a warehouse, manufacturing plant, store, or
other establishment whose duties involve one or more of the following:
Loading and unloading various materials and merchandise on or from freight
cars, trucks, or other transporting devices; unpacking, shelving, or placing




Forklift operator
Power-truck operator (other than forklift)
GUARD
Protects property from theft or damage, or persons from hazards
or interference. Duties involve serving at a fixed post, making rounds on
foot or by motor vehicle, or escorting persons or property. May be deputized
to make arrests. May also help visitors and customers by answering
questions and giving directions.
Guards employed by establishments which provide protective se r­
vices on a contract basis are included in this occupation.
For wage study purposes, guards are classified as follows:
Guard A
Enforces regulations designed to prevent breaches of security.
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 cam be handled by appropriate authority. Duties require spe­
cialized training in methods and techniques of protecting security areas.
Commonly, the guard is required to demonstrate continuing physical fitness
and proficiency with firearms or other special weapons.
Guard B
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.
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.

Area Wage
Surveys
A list of the latest bulletins available is presented below. Bulletins
may be purchased from any of the BLS regional offices shown on the back
cover, or from the Superintendent of Documents, U.S. Government Printing
Office, Washington, D.C. 20402. Make checks payable to Superintendent of
Documents. A directory of occupational wage surveys, covering the years
1950 through 1975, is available on request.
Area
Akron, Ohio, Dec. 19761____________________________________
Albany—Schenectady—Troy, N.Y., Sept. 1976 _______________
Anaheim—Santa Ana—Garden Grove,
Calif., Oct. 1976___________________________________________
Atlanta, G a., May 1977_____________________________________
Baltimore, M d., Aug. 1977_________________________________
Billings, Mont., July 1977*________________________________
Birmingham, Ala., Mar. 1977______________________________
Boston, Mass., Aug. 1976 __________________________________
Buffalo, N.Y., Oct. 1976 ____________________________________
Canton, Ohio, May 1977 1___________________________________
Chattanooga, Tenn.—Ga., Sept. 1976 ________________________
Chicago, 111., May 1977 1____________________________________
Cincinnati, Ohio—Ky.—Ind., Mar. 1976______________________
Cleveland, Ohio, Sept. 1976_________________________________
Columbus, Ohio, Oct. 1976_________________________________
Corpus Christi, Tex., July 1977 1__________________________
Dallas—Fort Worth, Tex., Oct. 1976________________________
Davenport—Rock Island—Moline, Iowa—111., Feb. 1977 1 ____
Dayton, Ohio, Dec. 1976 ____________________________________
Daytona Beach, Fla., Aug. 1976____________________________
Denver—Boulder, Colo., Dec. 197 6_________________________
Detroit, Mich., Mar. 1977._________________________________
Fresno, Calif., June 1977 __________________________________
Gainesville, Fla., Sept. 1976 _______________________________
Green Bay, Wis., July 1977_________________________________
Greensboro-Winston-Salem—High Point,
N.C., Aug. 1977 1__________________________________________
Greenville—Spartanburg, S.C., June 1977 __________________
Hartford, Conn., Mar. 1977_________________________________
Houston, Tex., Apr. 1976 __________________________________
Huntsville, Ala., Feb. 1977 1________________________________
Indianapolis, Ind., Oct. 1976________________________________
Jackson, M iss., Jan. 1977 1 _________________________________
Jacksonville, Fla., Dec. 19761_____________________________
Kansas City, Mo.-Kans., Sept. 1976 1 ______________________
Los Angeles—Long Beach, Calif., Oct. 1976________________
Louisville, Ky.—Ind., Nov. 1976_____________________________
Memphis, Tenn.—Ark.—M iss., Nov. 1976 1 _________________




Bulletin number
and price*
1900-76, 85 cents
1900-59, 55 cents
1900-67,
1950-17,
1950-39,
1950-40,
1950-8,
1900-53,
1900-70,
1950-28,
1900-57,
1950-41,
1900-7,
1900-62,
1900-68,
1950-35,
1900-63,
1950-26,
1900-78,
1900-45,
1900-73,
1950-13,
1950-30,
1900-54,
1950-36,

75 cents
$1.20
$1.20
$1.00
85 cents
85 cents
75 cents
$1.10
55 cents
$1.40
75 cents
95 cents
75 cents
$1.00
85 cents
$1.10
85 cents
45 cents
85 cents
$1.20
70 cents
45 cents
70 cents

1950-42,
1950-33,
1950-9,
1900-26,
1950-4,
1900-58,
1950-2,
1900-80,
1900-60,
1900-77,
1900-69,
1900-75,

$ 1.10
70 cents
80 cents
85 cents
$1.40
75 cents
$1.50
85 cents
$1.05
85 cents
55 cents
85 cents

Area
Miami, Fla., Oct. 1976_____________________________________
Milwaukee, Wis., Apr. 1977 ________________________________
Minneapolis—St. Paul, Minn.—Wis., Jan. 1977______________
Nassau—Suffolk, N.Y., June 1977 ___________________________
Newark, N.J., Jan. 1977 _____________________________ ______
New Orleans, La., Jan. 1977 1 _____________________________
New York, N.Y.-N .J., May 1977____________________________
Norfolk—Virginia Beach—Portsmouth, Va.—
N.C., May 1977 ____________________________________________
Norfolk—Virginia Beach—Portsmouth and
Newport News—Hampton, Va.—N.C., May 1977____________
Northeast Pennsylvania, Aug. 1977 1________________________
Oklahoma City, Okla., Aug. 1976___________________________
Omaha, Nebr.—Iowa, Oct. 1976_____________________________
Paterson—Clifton—Passaic, N .J., June 1977 ________________
Philadelphia, Pa.—N.J., Nov. 19761_________________________
Pittsburgh, Pa., Jan. 1977__________________________________
Portland, Maine, Dec. 19761_______________________________
Portland, Oreg.—Wash., May 1977 1_________________________
Poughkeepsie, N.Y., June 1977 _____________________________
Poughkeepsie—Kingston—Newburgh, N.Y., June 1976_______
Providence—Warwick—Pawtucket, R.I.—
Mass., June 1977 1 _________________________________________
Richmond, Va., June 1977 1 _________________________________
St. Louis, Mo.—111., Mar. 1977 _____________________________
Sacramento, Calif., Dec. 1976 _____________________________
Saginaw, Mich., Nov. 19761_________________________________
Salt Lake City—Ogden, Utah, Nov. 1976_______J_____________
San Antonio, Tex., May 1977 1______________________________
San Diego, Calif., Nov. 1976________________________________
San Francisco—Oakland, Calif., Mar. 1977 ________________
San Jose, Calif., Mar. 1977..................... ...................... ....
Seattle-Everett, Wash., Janl977 : _________________________
South Bend, Ind., Mar. 1976 ________________________________
Syracuse, N.Y., July 1976__________________________________
Toledo, Ohio—Mich., May 1977'_____________________________
Trenton, N.J., Sept. 1976___________________________________
Utica-Rome, N.Y., J u l y ^ ? 1_____________________________
Washington, D .C .-M d .-V a ., Mar. 1977 ____________________
Wichita, Kans., Apr. 1977 1_________________________________
Worcester, Mass., Apr. 1977 ______________________________
York, Pa., Feb. 1977 _____________________________________

Bulletin number
and price*
1900-66,
1950-14,
1950-3,
1950-27,
1950-7,.
1950-5,
1950-31,

1950-20, 70 cents
1950-21,
1950-38,
1900-42,
1900-61,
1950-34,
1900-64,
1950-1,
1900-72,
1950-32,
1950-25,
1900-55,

70 cents
$1.10
55 cents
55 cents
70 cents
$1.10
$1.50
85 cents
$1.20
70 cents
55 cents

1950-22, $1.20
1950-23, $1.10
1950-10, $1.20
1900-71, 55 cents
1900-74, 75 cents
1900-65, 55 cents
1950-24, $1.10
1900-79, 55 cents
1950-29, $1.20
1950-19, $1.00
1950-12, $1.20
1900-5, 55 cents
1900-44, 55 cents
1950-18, 80 cents
1900-56, 55 cents
1950-37, $1.10
1950-11, $1.20
1950-16, $1.10
1950-15, 70 cents
1950-6, $1.10

Prices are d e t e r m i n e d b y the G o v e r n m e n t Printing Office a n d are subject to change.
1

75 cents
$1.10
$1.60
$1.00
$1.60
$1.60
$1.20

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

Postage and Fees Paid
U.S. Department of Labor

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

Third Class Mail
Official Business
Penalty for private use, $300

Lab-441

Bureau of Labor Statistics Regional Offices
Region I

Region II

Region Itl

Region IV

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

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

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

Suite 540
>371 Peachtree St., N.E.
Atlanta, Ga. 30309
Phone:881-4418 (Area Code 404)

Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont

New Jersey
New York
Puerto Rico
Virgin Islands

Delaware
District of Columbia
Maryland
Pennsylvania
Virginia
West Virginia

Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee

Region V

Region VI

Regions VII and VIII

Regions IX and X

9th Floor, 230 S. Dearborn St.
Chicago, III. 60604
Phone:353-1880 (Area Code 312)

Second Floor
555 Griffin Square Building
Dallas, Tex. 75202
Phone: 749-3516 (AreaCode214)

Federal Office Building
911 Walnut St., 15th Floor
Kansas City, Mo. 64106
Phone: 374-248T (Area Code 816)

450 Golden Gate Ave.
Box 36017
San Francisco, Calif. 94102
Phone: 556-4678 (AreaCode415)

Arkansas
Louisiana
New Mexico
Oklahoma
Texas

VII

Vllt

IX

Iowa
Kansas
Missouri
Nebraska

Colorado
Montana
North Dakota
South Dakota
Utah
Wyoming

Arizona
California
Hawaii
Nevada

Illinois
Indiana
Michigan
Minnesota
Ohio
Wisconsin




X
Alaska
Idaho
Oregon
Washington