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J_ 4.'3° 3010-6 S Area Wage Survey Jacksonville, Florida, Metropolitan Area December 1981 U.S. Department of Labor Bureau of Labor Statistics Bulletin 3010-63 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Nassau Baker Duval r Jacksonville St. Johns SOUTHWEST MISSOURI S’ <1 UNIVERSITY LIBRARY MAR 5 iSo2 Preface This bulletin provides results of a December 1981 survey of occupational earnings in the Jacksonville, Fla., Standard Metropolitan Statistical Area. The survey was made as part of the Bureau of Labor Statistics’ annual area wage survey program. It was conducted by the Bureau’s regional office in Atlanta, Ga., under the general direction of Jerry G. Adams, Assistant Regional Commissioner for Operations. The survey could not have been accomplished without the cooperation of the many firms whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received. Material in this publication is in the public domain and may, with appropri ate credit, be reproduced without permission. Note: A report on occupational earnings in the Jacksonville area is available for the moving and storage industry (December 1981). A report on occupational earnings and supplementary wage benefits for municipal government workers is available for the city of Jacksonville. Also available are listings of union wage rates for building trades, printing trades, local-transit operating employ ees, local truckdrivers and helpers, and grocery store employees. Free copies of these are available from the Bureau’s regional offices. (See back cover for addresses.) For sale by the Superintendent of Documents, U.S. Government Printing Of fice, Washington, D.C, 20402, GPO Bookstores, or BLS Regional Offices listed on back cover. Price $2.50. Make checks payable to Superintendent of Documents, G.P.O. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Albany—Schenectady—Troy, N,Y. Anaheim—Santa Ana—Garden Grove, Calif. Atlanta, Ga, Baltimore, Md. Billings, Mont. Boston, Mass. Buffalo, N.Y. Chattanooga, Tenn.—Ga. Chicago, III. Cincinnati, Ohio—Ky.—Ind. Cleveland, Ohio Columbus, Ohio Corpus Christi, Tex. Dallas—Fort Worth, Tex. Davenport—Rock Island—Moline, Iowa—III. Dayton, Ohio Daytona Beach, Fla. Denver—Boulder, Colo.. Detroit, Mich. Fresno, Calif. Gainesville, Fla. Gary—Hammond—East Chicago, Ind. Green Bay, Wis. Greensboro—Winston-Salem—High Point, N.C. Greenville,—Spartanburg, S.C. Hartford, Conn. Houston, Tex. Huntsville, Ala. Indianapolis, Ind. Jackson, Miss. Jacksonville, Fla. Kansas City, Mo —Kans. Los Angeles—Long Beach, Calif. Louisville, Ky.—Ind. Memphis, Tenn.—Ark—Miss, Miami, Fla. Milwaukee, Wis. Minneapolis—St. Paul, Minn.—Wis. Nassau—Suffolk, N.Y. Newark, N.J. New Orleans, La. New York, N.Y.-N.J. Norfolk—Virginia Beach—Portsmouth, Va—N.C. Northeast Pennsylvania Oklahoma City, Okla. Omaha, Nebr —Iowa Paterson—Clifton—Passaic, N.J. Philadelphia, Pa—N.J. Pittsburgh, Pa. Portland, Maine Portland, Oreg.—Wash. Poughkeepsie, N.Y. Poughkeepsie—Kingston—Newburgh, N.Y. Providence—Warwick—Pawtucket, R.I.—Mass. Richmond, Va. St. Louis, Mo.—III. Sacramento, Calif. Saginaw, Mich. Salt Lake City—Ogden, Utah San Antonio, Tex. San Diego, Calif. San Francisco—Oakland, Calif. San Jose, Calif. Seattle—Everett, Wash. South Bend, Ind. Toledo, Ohio—Mich. Trenton, N.J. Washington, D.C.—Md —Va. Wichita, Kans. Worcester, Mass. York, Pa. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Area Wage Surveys Now Available by Subscription Aim Wag* Sumy Chattanooga, Tamaaaa Qeorqta, MafropoWtan t September 1901 In response to requests from librarians and other users, the Bureau of Labor Statistics now makes area wage publications available through a money-saving, one-year subscription. Area Wage Surveys report on earnings and benefits in major metropolitan areas. The bulletins cover office, professional, and technical, as well as maintenance, custodial, and material movement occupations in the areas listed on this page. Order from: Superintendent of Documents U.S. Government Printing Office Washington, D.C. 20402 Order Form Area Wage Surveys: about 70 publications, $90. □ Enclosed is a check or money order payable to Superintendent of Documents. □ Charge to my GPO account no. □ Charge to MasterCard. Account no. Expiration date □ Charge to Visa. Expiration date Name Organization (if applicable) Street address 'For mailing outside U.S., add $22.50 City, State, ZIP Code Account no. Area Wage Survey U.S. Department of Labor Raymond J. Donovan, Secretary Bureau of Labor Statistics Janet L. Norwood, Commissioner February 1982 Bulletin 3010-63 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Jacksonville, Florida, Metropolitan Area December 1981 ContGfltS Page Page Introduction . . 2 Tables: Earnings, all establishments: A- 1. Weekly earnings of office workers.......................... 3 A- 2. Weekly earnings of professional and technical workers................................................... 5 A- 3. Average weekly earnings of office, professional, and technical workers, by sex......................................................................... 7 A- 4. Hourly earnings of maintenance, toolroom, and powerplant workers......................................... 8 A- 5. Hourly earnings of material movement and custodial workers................................................... 9 A- 6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex.............................. 10 A- 7. Indexes of earnings and percent increases for selected occupational groups...................... 10 Tables—Continued A- 8. A- 9. A-10. A-11. Pay relationships in establishments with paired office clerical occupations........................ 11 Pay relationships in establishments with paired professional and technical occupations............................................................... 11 Pay relationships in establishments with paired maintenance, toolroom, and powerplant occupations ....................................... 12 Pay relationships in establishments with paired material movement and custodial occupations............................................................... 12 Appendixes: A. Scope and method of survey............................................. 14 B. Occupational descriptions................................................ 17 C. Job conversion table ........................................................... 28 Introduction This area is 1 of 71 in which the U.S. Department of Labor’s Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits. (See list of areas on inside back cover.) In each area, earnings data for selected occupations (A-series tables) are collected annually. Information on establishment practices and supplementary wage benefits (B-series tables) is obtained every third year. This report has no B-series tables. Each year after all individual area wage surveys have been completed, two summary reports are issued. The first brings together data for each metropoli tan area surveyed; the second presents national and regional estimates, projected from individual metropolitan area data, for all Standard Metropoli tan Statistical Areas in the United States, excluding Alaska and Hawaii. A major consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor markets, through the analysis of (1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U.S. Depart ment of Labor to make wage determinations under the Service Contract Act of 1965. A-series tables Tables A-l through A-6 provide estimates of straight-time weekly or hourly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. Where possible, occupations with related duties (e.g., accounting clerks and payroll clerks) are clustered to facilitate compari son. The occupations are defined in appendix B. For the 31 largest survey areas, tables A-12 through A-17 provide similar data for establishments https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis employing 500 workers or more. Beginning in 1981, multilevel jobs are designated numerically instead of alphabetically. A job conversion list is provided in appendix C. Table A-7 provides indexes and percent changes in average hourly earnings for office clerical workers, electronic data processing workers, industrial nurses, skilled maintenance trades workers, and unskilled plant workers. Where possible, data are presented for all industries and for manufacturing and nonmanufacturing separately. Data are not presented for skilled maintenance workers in nonmanufacturing because the number of workers employed in this occupational group in nonmanufacturing is too small to warrant separate presentation. This table provides a measure of wage trends after elimination of changes in average earnings caused by employment shifts among establish ments as well as turnover of establishments included in survey samples. For further details, see appendix A. Tables A-8 through A-l 1 provide measures of pay relationships in establish ments. These measures may differ considerably from the pay relationships of overall area averages published in tables A-l through A-6. See appendix A for details. Appendixes Appendix A describes the methods and concepts used in the area wage survey program and provides information on the scope of the survey. Appendix B provides job descriptions used by Bureau field representatives to classify workers by occupation. Appendix C is an alphabetic to numeric conversion list for all multilevel jobs in the survey. Table A-1. Weekly earnings of office workers in Jacksonville, Fla., December 1981 Occupation and industry division Number of workers Average weekly hours' (stand ard) Weekly earnings (in dollars)' Mean2 Median2 Number of workers receiving straight-time weekly earnings (in dollars) of - Middle range2 120 and under 130 Secretaries........................................... Manufacturing............................... Nonmanufacturing........................ Transportation and utilities..... 1,097 113 984 137 39.0 40.0 38.5 39.0 263.00 269.50 262.50 379.50 249.50 259.00 247.00 381.50 215.00233.50213.00368.00- Secretaries I.................................... Nonmanufacturing........................ 131 124 38.0 38.0 231.50 230.50 232.50 231.50 219.50- 247.50 215.00- 245.50 Secretaries II................................... Manufacturing............................... Nonmanufacturing........................ Transportation and utilities..... 223 39 184 41 38.5 40.0 38.0 38.5 253.50 260.50 252.00 377.00 235.00 259.00 233.00 374.00 195.00218.50184.00359.00- 307.50 304.00 307.50 391.00 Secretaries III.................................. Manufacturing............................... Nonmanufacturing........................ Transportation and utilities..... 436 42 394 55 39.0 40.0 39.0 39.5 261.50 280.00 260.00 368.50 244.00 266.00 240.00 377.50 209.50240.00201.50364.50- 291.50 324.50 288.50 401.00 Secretaries IV................................. Nonmanufacturing........................ 224 209 39.0 39.0 271.00 272.00 255.50 262.50 232.50- 298.00 233.50- 298.00 _ Secretaries V.................................. Nonmanufacturing........................ 56 46 39.5 39.0 336.00 344.00 307.00 315.50 302.50- 405.50 307.00- 424.00 Stenographers.................................... Nonmanufacturing........................ Transportation and utilities..... 160 155 114 38.5 38.5 38.5 304.50 307.00 322.00 329.00 329.00 329.00 Stenographers I.............................. Nonmanufacturing........................ Transportation and utilities..... 127 123 94 38.5 38.5 38.5 290.00 292.50 317.50 Stenographers II............................. 33 39.0 Transcribing-machine typists........... Nonmanufacturing........................ 125 118 Typists.................................................. Nonmanufacturing........................ 300.00 307.00 297.00 409.50 130 140 150 160 170 180 200 220 240 260 280 300 320 340 360 380 400 420 440 140 150 160 170 180 200 220 240 260 280 300 320 340 360 380 400 420 440 460 _ - 3 _ 2 3 58 3 _ - _ 2 3 - - _ 58 1 2 2 _ - 4 4 - _ _ _ - - - _ - _ - ' _ _ - _ _ _ 41 - - - 41 1 _ _ 3 13 - - 3 - 3 3 _ - _ - _ - 223.00- 388.00 221.00- 389.50 277.50- 389.50 _ - 302.00 302.00 329.00 214.50- 389.50 213.00- 389.50 254.50- 389.50 360.00 347.50 37.5 37.5 217.00 217.00 235 224 38.5 38.5 Typists I........................................... Nonmanufacturing........................ 191 180 Typists II........................................... Nonmanufacturing........................ 134 4 130 167 16 151 1 165 24 141 2 120 15 105 3 61 7 54 - 109 13 96 4 11 11 17 17 40 39 43 38 9 8 29 2 27 29 8 21 18 6 12 22 4 18 18 8 10 - 79 13 66 4 35 14 21 5 29 2 27 9 44 1 43 38 5 5 _ - _ _ _ _ . _ - - " - - - 5 11 4 7 1 12 6 6 3 8 1 7 6 16 5 . 4 4 1 16 16 5 5 _ - _ 4 4 _ 4 4 _ 1 1 15 7 8 1 11 11 2 21 1 20 20 7 2 5 5 11 2 9 9 7 2 7 _ 7 7 _ 2 1 _ 7 _ 5 18 2 16 14 - - - 13 - 52 2 50 3 23 6 17 - 55 11 44 2 - 19 1 18 3 17 17 13 9 41 39 40 36 36 34 19 19 21 19 3 3 6 5 2 2 5 5 17 17 - - 1 1 3 3 _ - _ 4 4 4 2 3 2 18 12 4 3 2 2 2 2 . - - 4 4 3 3 6 6 3 3 22 22 9 10 10 3 16 12 6 6 5 4 3 3 3 _ 11 11 10 21 21 20 21 21 19 3 3 1 24 24 24 7 7 5 8 8 5 2 2 . 10 10 3 16 12 6 5 5 4 3 3 3 _ 8 8 7 18 18 18 5 5 5 _ - - 24 24 24 5 5 5 _ ■ - _ _ - _ - _ - _ - _ - 5 5 5 1 1 _ - _ - _ - _ - 5 5 5 1 1 - 22 22 9 340.50- 367.50 - - - - - - - - - 1 - - 3 3 16 3 - 190.00 189.00 172.00- 223.50 172.00- 224.50 _ _ _ - 14 14 24 24 29 23 11 11 1 1 - 1 1 1 1 _ - 4 4 _ - 10 10 1 - 16 16 13 13 184.00 182.00 176.00 172.50 160.00- 199.00 160.00- 189.50 _ 3 3 13 13 13 13 78 78 34 34 36 35 34 32 9 6 9 4 1 1 . 1 1 _ 1 1 38.5 38.5 183.00 180.00 169.00 169.00 160.00- 199.50 160.00- 186.00 _ 3 3 11 11 13 13 75 75 22 22 19 18 26 24 8 5 9 4 1 1 44 44 39.0 39.0 188.50 188.50 182.00 182.00 178.00- 192.50 178.00- 192.50 _ - _ - 2 2 _ - 3 3 12 12 17 17 8 8 1 1 _ _ . - - - File clerks......................................... Nonmanufacturing........................ 363 357 38.5 38.5 174.00 173.50 156.00 156.00 138.00- 192.00 138.00- 192.00 12 12 85 85 59 59 42 41 31 31 35 34 24 23 30 30 18 18 2 1 8 6 File clerks I...................................... Nonmanufacturing........................ 209 206 38.5 38.5 162.00 162.00 156.50 156.50 138.00- 179.50 138.00- 176.00 _ - 55 55 38 38 20 19 30 30 14 13 24 23 24 24 4 4 _ - File clerks II..................................... Nonmanufacturing........................ 125 124 38.5 38.5 172.50 172.00 147.00 147.00 134.50- 170.50 134.50- 170.50 12 12 30 30 21 21 22 22 1 1 21 21 _ 2 2 1 - 3 3 - - File clerks III.................................... 29 38.5 267.50 240.00 223.00- 267.00 - 3 12 1 8 - - https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 - - - - . - 66 7 59 1 _ - _ 12 3 - _ See footnotes at end of tables. 12 12 11 50 1 49 1 - - 12 _ 14 14 - _ - 14 74 2 72 - - 32 2 30 28 460 and over - - - - . - 1 1 - - . _ _ - - _ - 5 5 5 _ - _ - 2 3 2 - _ . - - - - 3 3 - - - - 3 3 - - - - - - - _ - . . . - 1 1 . - - - - - - 1 1 1 1 1 1 _ - 5 5 5 5 1 1 3 3 - - _ _ _ . _ - _ - _ - - - - - - - - - _ 1 1 1 1 1 1 . 5 5 2 2 - 2 2 - - - 3 1 1 - - - - - " - Table A-1. Weekly earnings of office workers in Jacksonville, Fla., December 1981 —Continued Occupation and industry division Number of workers Average weekly hours' (stand ard) Weekly earnings (in dollars)1 Mean2 Median2 Number of workers receiving straight-time weekly earnings (in dollars) of Middle range2 120 and under 130 130 140 150 160 170 180 200 220 240 260 280 300 320 340 360 380 400 420 440 140 150 160 170 180 200 220 240 260 280 300 320 340 360 380 400 420 440 460 Messengers........................................ Nonmanufacturing........................ 88 84 39.0 39.0 169.50 169.50 156.50 156.50 146.00- 172.00 146.00- 170.00 Switchboard operators...................... 78 70 39.5 39.5 185.00 183.50 163.00 163.00 148.50- 208.00 146.50- 208.00 Switchboard operatorreceptionists.................................... Manufacturing............................... Nonmanufacturing........................ 180 43 137 39.5 40.0 39.5 180.50 200.00 174.50 169.00 200.00 166.00 160.00- 190.00 174.50- 216.50 148.00- 187.00 - Order clerks........................................ Manufacturing............................... 133 55 40.0 40.0 212.50 210.00 219.50 200.00 176.00- 235.00 189.00- 227.00 Order clerks I.................................. Manufacturing............................... 128 50 40.0 40.0 211.50 206.50 219.50 198.00 176.00- 235.00 189.00- 219.50 - - - - - Accounting clerks............................... Manufacturing............................... Nonmanufacturing........................ Transportation and utilities..... 1,737 351 1,386 222 39.0 40.0 39.0 38.5 215.50 217.50 215.00 339.00 196.50 207.50 195.50 356.50 166.00181.50161.00299.50- 240.00 236.00 240.00 403.50 _ - 32 32 137 6 131 - - 109 10 99 2 Accounting clerks I............. ........ Manufacturing............................... Nonmanufacturing .................... Transportation and utilities 1,247 233 1,014 133 39.5 40.0 39.0 39.0 198.00 197.50 198.50 314.50 181.50 187.50 178.50 329.00 160.00179.50159.00241.00- 214.00 207.50 215.00 403.50 _ - 32 32 137 6 131 - - Accounting clerks II........................ Manufacturing............................... Nonmanufacturing........................ 490 118 372 39.0 39.5 39.0 260.50 257.50 261.50 241.50 249.00 236.00 210.00- 295.50 225.50- 279.50 200.00- 336.00 _ - _ - _ - Payroll clerks...................................... Manufacturing............................... Nonmanufacturing....................... 175 65 110 39.5 40.0 39.0 234.00 226.00 239.00 223.50 211.50 240.00 193.50- 257.00 193.50- 254.50 191.00- 262.50 _ - 1 1 Key entry operators........................... Manufacturing............................... Nonmanufacturing........................ Transportation and utilities..... 727 91 636 108 39.0 40.0 38.5 38.5 225.50 207.00 228.00 352.50 206.50 200.00 207.00 400.50 179.50182.00174.00329.00- 255.00 209.50 268.00 400.50 _ - - - Key entry operators I..................... Manufacturing............................... Nonmanufacturing........................ 409 72 337 39.0 40.0 38.5 211.00 198.00 213.50 184.00 194.50 184.00 165.50- 208.50 182.00- 207.00 163.00- 214.00 _ - 12 15 12 - - - 15 36 Key entry operators II.................... Nonmanufacturing........................ Transportation and utilities..... 318 299 39 39.0 39.0 37.0 244.00 244.50 365.00 224.50 224.00 355.50 207.50- 280.00 208.00- 280.00 335.00- 401.50 _ - _ - _ - 12 12 15 15 26 25 10 10 7 6 4 2 4 4 1 1 8 8 16 16 36 10 10 si 11 5 10 9 8 4 3 3 37 3 - 4 - 47 1 44 19 12 29 8 12 12 " 19 5 14 . - _ _ - _ . - - - 39 9 16 16 16 16 _ _ _ _ _ 39 9 16 16 201 11 190 2 144 55 89 107 10 97 2 195 11 184 2 125 55 70 2 6 19 2 6 3 2 3 3 2 3 12 15 53 12 15 53 . _ - - . . 2 5 3 2 3 2 1 _ _ - _ _ - _ _ - 1 _ 1 40 7 16 1 3 3 3 3 - - 14 14 40 7 15 - 1 1 3 3 - 300 85 215 10 216 44 172 11 146 56 90 7 152 36 116 14 70 17 53 5 27 14 13 5 21 4 17 9 234 83 151 10 135 28 107 11 80 22 58 7 84 9 75 14 27 5 22 5 10 1 9 4 7 21 _ 7 7 19 66 2 64 81 16 65 66 34 32 68 27 41 43 12 31 17 13 4 14 3 11 36 14 22 26 21 5 12 6 6 42 13 29 7 3 4 5 41 7 34 - 66 2 64 3 - 149 35 114 7 133 29 104 2 52 7 45 1 29 2 27 2 36 54 125 31 94 54 27 27 9 5 4 2 54 31 7 24 17 17 12 10 10 10 24 20 79 77 - - - - - 43 41 - See footnotes at end of tables. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 4 - - - - 1 1 - - - - - 1 _ _ _ - _ _ - _ 1 . _ _ - - - - - - - - - - - - - - - 30 3 27 24 66 1 65 57 8 4 6 3 3 3 11 _ 4 4 56 6 50 50 1 _ 8 7 _ _ 1 1 11 11 49 _ 21 21 _ _ - _ _ - _ 4 3 1 1 _ _ _ - 14 4 10 9 3 6 66 1 65 8 4 1 11 _ 4 7 6 1 2 _ 8 2 _ 1 11 7 3 4 2 6 5 2 6 4 1 3 5 1 4 _ - _ - - _ - 36 2 34 1 35 5 30 1 11 24 2 22 17 13 1 54 1 2 11 3 13 13 _ 1 1 _ _ - _ 54 54 _ 1 1 _ 2 2 _ _ - 14 2 12 4 _ 10 2 - - 4 - 10 - _ - _ - _ 43 _ " _ - _ - 27 25 22 22 31 26 1 11 11 3 14 12 7 13 13 13 1 1 1 _ - 11 11 11 1 1 1 2 2 2 _ - - - 460 and over 4 . _ - _ _ 49 49 _ - _ _ 43 Table A-2. Weekly earnings of professional and technical workers in Jacksonville, Fla., December 1981 Occupation and industry division Number of workers Average weekly hours1 (stand ard) Weekly earnings (in dollars)1 Mean2 Median2 Middle range2 Number of workers receiving straight-time weekly earnings (in dollars) of 120 and under 140 140 160 180 200 220 240 260 280 300 320 340 360 380 400 440 480 520 560 600 160 180 200 220 240 260 280 300 320 340 360 380 400 440 480 520 560 600 640 Computer systems analysts (business)........................................ Nonmanufacturing........................ 307 264 39.0 38.5 449.50 448.00 444.00 447.50 382.00- 510.50 377.50- 509.00 - - - - - - - - Computer systems analysts (business) I.................................. Nonmanufacturing........................ 109 89 38.0 38.0 365.50 356.00 360.00 345.50 332.00- 384.50 317.00- 384.00 - - - - - - “ Computer systems analysts (business) II................................. Nonmanufacturing........................ 136 113 39.0 38.5 470.50 464.00 466.50 461.00 426.50- 511.00 418.00- 499.00 - - - - - - Computer systems analysts (business) III................................ Nonmanufacturing........................ 62 62 39.5 39.5 551.00 551.00 560.50 560.50 502.50- 599.50 502.50- 599.50 - - - - - Computer programmers (business).. Nonmanufacturing........................ 511 499 38.5 38.5 362.00 362.00 355.50 355.00 297.50- 423.00 297.50- 423.50 _ - _ - _ - 2 2 Computer programmers (business) I.................................. Nonmanufacturing........................ 84 83 39.0 39.0 262.00 261.50 249.50 249.50 222.00- 287.50 222.00- 287.50 - - - Computer programmers (business) II................................. Nonmanufacturing........................ 258 250 38.5 38.5 336.50 336.00 331.50 330.00 299.50- 375.00 301.50- 371.00 - - Computer programmers (business) III................................ Nonmanufacturing........................ 169 166 39.0 39.0 451.00 451.50 451.00 452.00 404.00- 496.00 404.00- 496.00 - Computer operators........................... Manufacturing............................... Nonmanufacturing........................ 383 50 333 39.0 40.0 39.0 269.00 273.00 268.50 259.00 265.00 253.50 207.50- 327.00 246.50- 293.00 204.00- 347.50 Computer operators I.................... Nonmanufacturing........................ 160 153 39.0 39.0 257.50 259.00 230.50 230.50 Computer operators II................... Manufacturing............................... Nonmanufacturing........................ 170 43 127 39.0 40.0 38.5 266.00 281.00 261.00 Computer operators III................... Nonmanufacturing........................ 53 53 39.0 39.0 Computer data librarians................... Nonmanufacturing........................ 30 30 Drafters................................................ Manufacturing............................... 640 and over 12 12 12 12 8 7 22 22 21 15 26 25 41 31 53 47 42 36 34 22 18 18 13 13 4 4 12 12 12 12 7 7 22 22 17 11 17 16 8 2 13 7 - - - - - - “ - - - - 1 - - 4 4 9 9 29 25 32 32 32 26 25 13 3 3 1 1 - - " - - - “ - - - 4 4 8 8 10 10 9 9 15 15 12 12 4 4 13 13 21 21 21 21 27 26 51 48 59 59 32 32 42 42 30 30 48 45 56 51 49 49 44 44 13 13 3 3 - - 2 2 13 13 21 21 17 17 3 3 13 12 3 3 - 6 6 3 3 - 2 2 1 1 “ - - - " - - - - 4 4 23 22 38 36 55 55 29 29 33 33 21 21 26 23 22 20 7 7 - - - - - - - - - - - 1 1 - 1 1 3 3 3 3 6 6 22 22 32 29 41 41 44 44 13 13 3 3 - - _ - 6 17 1 16 50 38 29 12 17 30 5 25 58 1 57 10 12 7 1 6 4 16 20 10 10 12 38 38 10 28 10 50 48 10 38 16 6 _ - _ - _ - _ - _ - 182.50- 347.50 182.50- 347.50 _ - 6 6 16 15 28 28 20 20 17 11 10 10 2 2 2 2 3 3 _ - 49 49 5 5 _ - _ - 2 2 _ _ - _ - _ - _ 260.00 266.50 245.50 222.00- 300.00 259.00- 320.50 211.50- 298.50 - - 1 20 17 22 12 10 22 5 17 8 1 7 1 2 1 1 2 10 20 10 10 2 17 20 10 10 1 20 24 4 20 10 1 - 312.50 312.50 285.00 285.00 242.50- 395.00 242.50- 395.00 _ - _ - _ - 2 2 1 1 7 7 8 8 5 5 6 6 3 3 _ - 1 1 4 4 10 10 38.5 38.5 195.00 195.00 173.50 173.50 173.50- 218.00 173.50- 218.00 _ - 5 5 13 13 _ - 7 7 1 SI 1 1 1 1 2 2 _ - _ - - - 520 158 40.0 40.0 327.00 301.00 327.00 300.00 254.00- 400.00 232.00- 367.50 1 - 6 3 9 6 16 5 39 17 38 14 23 8 34 14 32 11 27 5 52 27 46 6 Drafters II........................................ Nonmanufacturing........................ 88 74 39.0 39.0 253.50 268.00 232.00 240.00 204.00- 347.50 220.00- 347.50 _ - 4 1 9 3 2 14 12 20 19 9 9 _ - 4 4 1 1 _ - Drafters III....................................... Manufacturing............................... 74 52 40.0 40.0 269.00 270.50 265.50 260.00 230.00- 312.00 224.50- 321.00 - ~ - - 10 9 17 12 7 4 10 6 7 1 5 2 Drafters IV....................................... Manufacturing............................... 160 61 40.0 40.0 323.50 323.50 320.00 338.00 282.00- 366.00 274.00- 367.50 - - " 3 3 6 6 1 1 7 4 18 5 18 7 15 See footnotes at end of tables. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 5 1 1 - 4 “ 2 ~ - - - - 6 6 _ - _ - _ - _ - _ - _ " - - - _ _ - _ - _ - _ - 34 12 28 92 30 15 25 3 - - - - _ - _ - _ " 25 25 _ - _ “ _ - _ - _ - _ - _ - _ - _ 16 16 ” 2 2 “ - “ - - - - - 32 7 10 4 23 10 10 17 14 - - _ - - _ - _ - - Table A-2. Weekly earnings of professional and technical workers in Jacksonville, Fla., December 1981 —Continued Occupation and industry division Number of workers Average weekly hours' (stand ard) Weekly earnings (in dollars)' Mean2 Median2 Middle range2 Number of workers receiving straight-time weekly earnings (in dollars) of 120 and under 140 140 160 180 200 220 240 260 280 300 320 340 360 380 400 440 480 520 560 600 160 180 200 220 240 260 280 300 320 340 360 380 400 440 480 520 560 600 640 Drafters V: Manufacturing............................... 31 40.0 365.50 408.00 300.00- 414.00 Electronics technicians...................... 94 40.0 460.50 469.50 469.50- 475.00 - - - - - - - Electronics technicians II.............. 80 40.0 451.50 469.50 461.00- 469.50 - - - - - - - 20 39.0 344.50 345.50 312.50- 365.00 - 2 Registered industrial nurses............. - - - - - - - - - See footnotes at end of tables. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 6 - - - 3 3 - 3 - 4 2 - - 2 - 2 4 - 2 - 2 4 4 2 4 7 4 16 - - - 11 61 - 11 61 4 - - - 640 and over - - - - 14 - - - - - - - - - - 1 - - - Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, in Jacksonville, Fla., December 1981 Average (mean2) Sex,3 occupation, and industry division Number of workers Weekly hours' (stand ard) Weekly earnings (in dollars)' Sex,3 occupation, and industry division Office occupations men Weekly hours' (stand ard) Weekly earnings (in dollars)1 357 351 38.5 38.5 174.00 173.00 37 33 39.5 39.5 192.50 194.50 204 201 38.5 38.5 162.00 161.50 25 40.0 244.50 125 124 38.5 38.5 172.50 172.00 28 38.5 268.50 51 51 39.0 39.0 153.00 153.00 75 67 39.5 39.5 182.50 181.00 180 43 137 39.5 40.0 39.5 180.50 200.00 174.50 108 47 40.0 40.0 205.00 207.50 105 44 40.0 40.0 204.50 205.50 39.0 40.0 39.0 38.5 212.00 216.00 211.00 337.50 Sex,3 occupation, and industry division 29 32 39.0 Weekly hours' (stand ard) Weekly earnings (in dollars)' 85 66 38.5 38.0 374.50 363.50 108 86 39.0 39.0 478.00 470.50 51 51 39.5 39.5 556.50 556.50 324 315 39.0 39.0 382.00 382.00 51 51 39.5 39.5 272.50 272.50 143 137 38 5 38.5 348.50 347.50 130 127 39.0 39.0 461.50 462.50 Computer operators..................................................... Manufacturing.......................................................... 243 32 211 39.0 40.0 39.0 254.50 284.50 250.00 Computer operators I............................................... Nonmanufacturing................................................... 81 81 39.5 39.5 224.00 224.00 Computer operators II.............................................. Manufacturing.......................................................... Nonmanufacturing................................................... 127 32 95 39.0 40.0 38.5 267.50 284.50 262.00 Drafters: Manufacturing.......................................................... 137 40.0 313.50 70 48 40.0 40.0 266.00 266.50 142 55 40.0 331.00 337.00 85 40.0 460.50 Electronics technicians II......................................... 71 40.0 450.00 63 61 38.0 38.0 413.50 417.00 28 38.0 440.00 Computer systems analysts Computer systems analysts 39.5 347.00 312.50 Office occupations women 1,074 38.5 262.00 137 39.0 379.50 131 124 38.0 38.0 231.50 230.50 Switchboard operatorreceptionists.............................................................. Manufacturing.......................................................... Nonmanufacturing................................................... Order clerks I............................................................. Manufacturing.......................................................... 223 39 184 41 38.5 40.0 38.0 38.5 253.50 260.50 252.00 377.00 436 261.50 394 55 39.0 40.0 39.0 39.5 1,628 330 1,298 193 260 00 368.50 1,174 221 39.0 40.0 194.50 195.50 224 209 39.0 39.0 271.00 272.00 114 39.0 313.00 56 46 39.5 39.0 336.00 344.00 454 109 39 0 39.5 256.50 257.00 153 114 38.5 38.5 307.50 322.00 Stenographers I....................................................... 125 38.5 290.50 Transportation and utilities................................ 94 38.5 317.50 33 39.0 360.00 125 118 37.5 37.5 217.00 217.00 235 224 38.5 184.00 182.00 191 180 38.5 38.5 183.00 180.00 Computer programmers Computer programmers Computer programmers Nonmanufacturing................................................... Nonmanufacturing................................................... 161 59 102 39.5 40 0 39.0 233.00 229 00 235.50 Drafters III................................................................... Manufacturing.......................................................... 39.0 40.0 38.5 38.5 223.00 207.00 225.50 352.00 Manufacturing.......................................................... Manufacturing.......................................................... Nonmanufacturing................................................... Transportation and utilities................................ 681 91 590 104 Manufacturing.......................................................... Nonmanufacturing................................................... Drafters V: 375.50 401 72 329 39.0 40.0 38.5 212.00 198.00 215.00 Electronics technicians................................................ 280 261 39.0 39.0 238.50 238.50 Professional and technical occupations - women Computer systems analysts Professional and technical occupations - men Computer systems analysts Nonmanufacturing....... ........................................... 44 44 39.0 39.0 188.50 188.50 Nonmanufacturing................................................... See footnotes at end of tables. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Number of workers Computer systems analysts Accounting clerks: Nonmanufacturing: Secretaries.................................................................... Average (mean2) Average (mean2) Number of workers 7 244 203 39.0 38.5 458.50 457.50 Computer systems analysts (business) II........................................................... Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, in Jacksonville, Fla., December 1981 —Continued Number of workers Sex,3 occupation, and industry division Average (mean2) Average (mean2) Average (mean2) Number of workers Weekly hours' (stand ard) Weekly earnings (in dollars)' 121 103 38.5 38.5 278.50 283.50 245.00 243.50 74 67 38.5 38.5 286.50 293.00 38.0 38.0 322.00 321.50 42 31 39.0 38.5 260.50 257.00 39.0 39.0 416.00 416.00 25 25 38.5 38.5 190.00 190.00 Weekly hours1 (stand ard) Weekly earnings (in dollars)' 187 184 38.5 38.5 328.00 328.00 33 32 38.0 38.0 115 113 39 39 Sex,3 occupation, and industry division Number of workers Sex,3 occupation, and industry division Weekly hours' (stand ard) Weekly earnings (in dollars)' 63 47 39.0 38.5 280.50 296.00 25 39.0 347.00 Computer programmers Computer programmers Computer programmers Nonmanufacturing................................................... Nonmanufacturing................................................... Registered industrial nurses....................................... See footnotes at end of tables. Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Jacksonville, Fla., December 1981 Hourly earnings (in dollars)4 Occupation and industry division Number of workers Mean2 Median2 Middle range2 Maintenance carpenters.................... 43 9.68 8.43 7.10-12.71 Maintenance electricians................... Manufacturing............................... 130 124 11.99 12.11 12.71 10.68-13.04 12.71 11.87-13.49 Number of workers receiving straight-time hourly earnings (in dollars) of 5.20 Under and 5.20 under 5.60 2 5.60 6.00 6.00 - 6.40 6.80 6.40 2 _ - _ _ - - 2 4 6.80 2 _ - 7.20 7.60 7.20 7.60 8.00 8.00 8.40 8.40 8.80 9.20 9.60 10.00 10.40 10.80 11.20 11.60 12.00 12.40 12.80 13.60 14.40 8.80 9.20 9.60 10.00 10.40 10.80 11.20 11.60 12.00 12.40 12.80 13.60 14.40 15.20 - 5 3 - 6 2 - - - - - - - 9 - 12 - - - _ " 1 1 _ - 3 1 2 2 2 2 3 3 2 2 3 3 7 7 12 8 - - 14 14 13 13 28 28 16 16 24 24 “ - 1 2 - - - - 2 1 - - - - 5 - 20 7 - - 2 2 5 5 3 3 17 17 18 18 14 14 - - 5 5 4 4 40 40 - - ” Maintenance painters........................ 47 10.76 12.71 8.44-12.71 3 Maintenance machinists.................... Manufacturing............................... 115 115 10.93 10.93 10.44 9.84-12.53 10.44 9.84-12.53 _ _ _ - - " _ - _ - _ - _ - - 7 7 444 414 9.89 10.11 9.30 8.27-12.53 9.72 8.27-12.53 - - _ _ 9 3 11 11 8 2 10 10 32 14 13 13 82 82 24 24 31 31 13 13 22 22 - 25 25 - - 28 28 - 128 128 8 8 - - Maintenance mechanics (motor vehicles).............................. Manufacturing............................... Nonmanufacturing........................ Transportation and utilities..... 544 112 432 219 9.34 7.86 9.72 10.77 8.45 8.40-11.28 7.49 6.33- 8.57 8.90 8.45-11.98 11.98 8.97-12.95 5 3 2 2 14 12 2 2 10 10 23 5 18 18 18 5 13 13 16 14 2 13 5 8 13 13 2 2 - 8 “ “ “ “ - - 8 8 12 12 _ 106 106 ' 1 14 14 2 2 106 38 16 1 1 - 14 9 “ 47 1 46 30 38 - 177 20 157 3 9 - 15 9 6 6 Maintenance trades helpers............ 27 6.68 5.88- 7.13 2 - 5 5 - 11 - - 1 - 2 1 - - - - - - - - - - - - 2 - 10 - 4 - 8 - 4 - - - Maintenance mechanics (machinery)..................................... Boiler tenders...................................... 28 10.22 7.00 9.76 8.85-11.40 - - - - - - - - - See footnotes at end of tables. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 8 - - - 1 1 Table A-5. Hourly earnings of material movement and custodial workers in Jacksonville, Fla., December 1981 Hourly earnings (in dollars)4 Occupation and industry division Number of workers Mean2 Median2 Middle range2 Number of workers receiving straight-time hourly earnings (in dollars) of 3.20 and under 3.60 3.60 4.00 4.40 4.80 5.20 5.60 6.00 6.40 6.80 7.20 7.60 8.00 8.40 8.80 9.20 9.60 10.00 10.40 10.80 11.20 12.00 12.80 4.00 4.40 4.80 5.20 5.60 6.00 6.40 6.80 7.20 7.60 8.00 8.40 8.80 9.20 9.60 10.00 10.40 10.80 11.20 12.00 12.80 13.60 Truckdrivers........................................ Manufacturing............................... Nonmanufacturing........................ Transportation and utilities..... 1,309 259 1,050 503 7.69 6.43 8.00 11.17 5.83 6.25 5.76 12.76 4.70-12.76 5.25- 7.32 4.50-12.76 12.76-12.76 71 23 71 23 - Truckdrivers, light truck................. Nonmanufacturing........................ 135 131 4.82 4.72 4.97 4.25 3.50- 5.83 3.50- 5.83 Truckdrivers, medium truck.......... Manufacturing............................... Nonmanufacturing........................ 388 93 295 7.03 6.09 7.32 5.05 4.45- 9.45 5.58 5.00- 6.98 4.70 4.45-12.76 5.65 154 8 146 20 137 29 108 6 101 46 55 24 110 14 96 45 72 69 3 - 82 7 75 10 - - 38 38 2 2 26 26 - 19 19 - 42 42 - 24 9 24 9 24 4 20 117 8 109 24 23 1 27 12 15 14 6 8 Truckdrivers, heavy truck.............. 176 6.90 Truckdrivers, tractor-trailer........... Manufacturing............................... Nonmanufacturing........................ Transportation and utilities..... 609 68 541 369 8.99 7.61 9.17 10.65 - Shippers.............................................. Nonmanufacturing........................ 80 66 7.07 6.32 6.75 6.04 5.00- 8.83 5.00- 7.45 - Receivers............................................ Nonmanufacturing........................ 156 142 7.52 7.51 8.26 8.26 6.25- 8.85 6.16- 8.85 Shippers and receivers...................... Manufacturing............................... 59 57 5.15 4.97 Warehousemen.................................. Manufacturing............................... Nonmanufacturing........................ 202 64 138 Order fillers......................................... Nonmanufacturing........................ Shipping packers................................ 4 4 19 17 2 1 1 - - - 1 1 - - 10 8 2 _ " 13 13 - - 45 45 _ - 292 102 292 292 102 102 - - - - - - - - - - - - 96 - - - - - 4 4 - 2 6 6 - 10 10 12 1 11 2 2 - _ - 15 - - _ - 3 2 1 - - _ - 22 11 11 19 4 - - 15 96 5.20- 6.25 - - 19 - 21 44 6 46 4 - - - - - 2 - - - - - - 34 - 9 12 13 36 5 3 2 15 - - - - - _ - - - - - - 1 1 102 31 6 6 - - 35 35 - _ - 162 36 20 16 15 1 15 13 10 48 2 46 45 15 12 30 6 24 24 31 9 73 1 72 6 162 162 102 102 - 7 7 2 2 15 15 2 2 4 4 10 10 - - 15 15 2 2 2 8 8 1 1 - - - 8 4 - - - - - - - 3 3 3 3 4 4 5 5 4 4 2 2 29 27 5 1 1 19 16 - 13 13 2 2 62 62 - 3 1 - - - _ - - - _ - _ - 4.75 4.34- 5.05 4.75 4.25- 5.05 3 3 6 6 6 6 27 27 6 6 - - - 3 3 - - 6 6 - - - - - 2 - - " - - 6.67 7.22 6.41 6.08 4.35- 8.97 7.00 4.85- 8.97 5.13 4.35- 8.99 6 22 6 16 51 6 45 2 1 1 10 9 1 9 7 2 1 1 1 23 7 16 6 - 13 5 8 8 7 1 11 _ - 23 23 _ - _ - 12 12 - 4 3 1 11 1 - 6 6 - _ - _ - 1,068 1,048 5.74 5.74 4.67 4.21- 8.10 4.66 4.18- 8.10 66 66 152 151 286 280 36 33 5 4 111 110 38 38 15 14 2 2 17 16 12 6 38 38 88 88 186 186 _ - _ - _ - _ - _ - _ - 16 16 _ - _ - 128 5.02 4.70 30 15 - 24 15 - 20 - - 1 - 23 - - - - - - - - - - - 4 3 1 8 8 33 31 2 52 46 6 2 15 13 2 42 _ - - - _ - 48 48 - - _ 9 _ - 14 42 14 11 3 9 2 88 24 64 _ - 7 7 104 100 4 79 17 62 69 10 59 4 4 7 7 16 16 - - - _ - _ - - 4 4 6 9 6 3 2 2 1 1 _ - _ - _ " _ - _ - _ - _ - 3.60- 5.83 57 18 39 68 4 64 168 53 115 5.21- 8.38 5.90- 9.21 5.21- 8.38 6 22 - 55 18 37 15 13 2 154 18 136 58 52 6 41 37 4 3 3 5 5 6 22 48 27 21 - - - 3.71 6.83 3.65 3.35 3.35- 3.51 6.50 6.13- 8.07 3.35 3.35- 3.51 1297 113 13 2 11 11 11 29 11 18 12 13 10 3 7 7 113 53 2 51 13 1297 58 1 57 7 12 1,535 1,518 3.55 3.51 3.35 3.35- 3.46 3.35 3.35- 3.46 1297 1297 113 113 57 57 12 12 11 11 11 11 10 7 3 3 12 6 1 1 - Guards II.......................................... 103 6.09 6.25 4.64- 7.21 - - 1 41 2 2 - 8 17 6 12 Janitors, porters, and cleaners........ 1,775 121 1,654 32 3.81 6.09 3.64 7.79 3.45 3.35- 3.75 5.25 4.44- 7.68 3.35 3.35- 3.55 7.86 6.36- 8.86 1251 8 1243 3 256 3 253 2 96 18 78 32 23 9 18 6 12 19 5 14 9 1 8 9 4 5 - - - - - 11 4 7 5 3 1 2 2 3 1 2 2 Material handling laborers................. Manufacturing............................... Nonmanufacturing........................ 637 268 369 5.86 6.44 5.44 Forklift operators................................ Manufacturing............................... Nonmanufacturing........................ 788 415 373 ,7.19 7.95 6.34 Guards................................................. Manufacturing............................... Nonmanufacturing........................ 1,638 31 1,607 Guards I........................................... Nonmanufacturing........................ 5.45 4.00- 6.98 6.02 4.23- 7.34 4.31 3.80- 6.98 6.35 7.79 5.21 See footnotes at end of tables. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 19 8.57 5.25-12.76 8.57 6.17- 8.74 9.79 5.00-12.76 12.76 5.75-12.86 15 9 6 Nonmanufacturing........................ Transportation and utilities..... 37 6 31 9 - 15 - - 14 - 11 " 24 21 3 11 - _ - _ - _ - _ _ - _ - _ - _ - - 60 60 - - 6 4 - - 2 2 - - - 6 7 - - - - - - - - 27 19 8 8 16 16 4 4 4 - _ 8 1 _ - - _ - 4 4 _ _ - _ - 8 8 1 1 _ - - - 1 - - - - - - 8 5 - Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex, in Jacksonville, Fla., December 1981 Sex,3 occupation, and industry division Number of workers Average (mean2) hourly earnings (in dollars)4 Number of workers Sex,3 occupation, and industry division Maintenance, toolroom, and powerplant occupations - men 43 9.68 Manufacturing....................................................................... Nonmanufacturing................................................................ Maintenance machinists............................................................ Manufacturing....................................................................... Maintenance mechanics (motor vehicles)...................................................................... Manufacturing...................................................................... Nonmanufacturing................................................................ Transportation and utilities............................................. 47 10.76 112 112 11.00 11.00 442 412 9.88 10.10 523 112 411 219 9.33 7.86 9.73 10.77 27 6.68 28 10.22 129 125 4.77 4.66 370 93 277 6.86 6.09 7.12 176 6.90 608 68 540 368 8.99 7.61 9.16 10.64 43 41 5.38 5.15 175 61 114 6.35 7.20 5.90 770 750 6.29 6.31 Number of workers Sex,3 occupation, and industry division Nonmanufacturing................................................................ Average (mean2) hourly earnings (in dollars)4 1,466 30 1,436 3.69 6.77 3.63 1,375 1,359 3.55 3.51 91 5.83 1,031 92 939 30 6.03 3.76 7.66 744 29 715 3.61 6.30 3.50 occupations - women Material movement and custodial occupations - men Transportation and utilities............................................. Average (mean2) hourly earnings (in dollars)4 Material handling laborers: 1,284 259 1,025 495 7.66 6.43 7.97 11.15 Nonmanufacturing................................................................ 258 6.40 712 404 308 7.14 8.00 6.03 Janitors, porters, and cleaners................................................. Nonmanufacturing................................................................ See footnotes at end of tables. Table A-7. Indexes of earnings and percent increases for selected occupational groups, Jacksonville, Fla., selected periods Period' Indexes (December 1977 = 100): December 1980.................................. December 1981.................................. Percent increases: December 1972 to December 1973 December 1973 to December 1974 December 1974 to December 1975 December 1975 to December 1976 December 1976 to December 1977 December 1977 to December 1978 December 1978 to December 1979 December 1979 to December 1980 December 1980 to December 1981 Electronic data processing Industrial nurses Skilled mainte nance Unskilled plant 128.1 140.9 130.4 143.4 129.5 140.5 130.5 140.9 133.0 142.3 0 <•> 0 c) c) c) 7.9 9.2 9.3 7.3 6.8 7.8 8.6 9.4 10.0 o <*) 11.7 11.6 4.9 9.6 7.8 10.2 9.6 10.1 7.7 o c) 8.7 10.7 7.1 8.6 8.9 9.0 10.0 8.8 8.0 c) 7.9 6.7 6.1 6.3 9.6 11.1 7.1 10.0 c) « o <*) <■) o o <•> 0 c) o c) o c) M n c) c) o o o c) o c) See footnotes at end of tables. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Electronic data processing Office clerical 9.7 9.0 10.5 9.6 9.5 7.9 8.5 Nonmanufacturing Manufacturing All industries 10 Office clerical Industrial nurses c) Skilled mainte nance Unskilled plant Office clerical Electronic data processing 131.2 142.2 128.4 138.4 127.7 140.1 131.0 144.2 cl 8.2 12.1 7.7 9.5 9.4 8.6 9.9 9.9 8.4 11.7 9.5 9.6 7.1 8.9 7.0 9.7 9.4 7.8 7.9 9.4 9.4 7.5 6.6 7.5 8.7 9.2 9.7 « 7.9 6.6 6.1 6.0 9.6 11.4 7.3 10.1 n Industrial nurses o M (>) <•> o <•> o o o Unskilled plant 134.6 144.8 11.8 13.0 1.7 10.5 7.1 11.3 9.5 10.4 7.6 Table A-8. Pay relationships in establishments with paired office clerical occupations, Jacksonville, Fla., December 1981 Occupation for which average earnings equal 100 Occupation for which earnings are compared Secretaries 1 II III IV V Secretaries I.................................................................................................................................... « 87 74 w 100 Secretaries ll................................................................................................................................... (•) 90 79 77 100 Secretaries III.................................................................................................................................. 115 112 84 78 100 Secretaries IV................................................................................................................................. 135 126 119 85 100 Secretaries V.................................................................................................................................. 0 130 118 129 100 Stenographers I......................................................................................... ..................................... <•> 87 86 o o Stenographers II............................................................................................................................. « c) 90 w 0 Transcribing-machine typists .................................................................................................... 83 93 82 66 76 Typists l .......................................................................................................................................... 85 79 78 65 69 Typists II.......................................................................................................................................... o o c) « n File clerks I.............................................................................„....................................................... 66 69 65 58 c) File clerks II..................................................................................................................................... « 72 60 88 61 File clerks III.................................................................................................................................... 99 87 n o 76 Messengers..................................................................................................................................... 75 72 73 61 67 Switchboard operators................................................................................................................... 91 92 87 67 77 Switchboard operatorreceptionists................................................................................................................................ M 96 77 75 59 Order clerks I.................................................................................................................................. o o o c) o Accounting clerks I......................................................................................................................... 91 90 81 70 67 Accounting clerks II........................................................................................................................ 114 103 96 85 85 Payroll clerks................................................................................................................................... 96 102 103 89 77 Key entry operators I.................................................................................................................... 95 89 86 71 69 Key entry operators II.................................................................................................................... 122 94 93 80 72 NOTE: This matrix table shows the average (mean) relationship of earnings in establishments between any two occupations compared. Earnings for an occupation in the table stub are expressed as a percent of the earnings for an occupation in the column heading at the point where the data lines for the two intersect. For example, reading across the Secretaries III row, the 115 in the Secretaries I column indicates that Secretaries III average 115 percent of (or 15 percent Tran scrib Stenographers ing ma 1 II chine typists o 115 117 o c) o c) 111 o o <•> 100 o 100 o n 93 « <•> o c) n <■> o « <•) o c) 92 96 o o 103 127 120 107 121 151 132 o o 100 100 103 78 88 104 91 108 Typists I 118 126 129 153 146 108 0 100 100 111 86 87 116 89 107 Switch Switch board Order Mesboard opera clerks senopera tor gers 1 tors -recep tionists File clerks II 1 II III o 101 115 (’) 131 c) (*) 96 86 o o 87 c) o c) o o o o 97 90 152 146 154 173 w c) cl 128 117 (■) 114 138 167 165 i«) c) 113 114 100 o <•> 100 o p) f) o « 88 108 100 o 103 151 o o o 114 o 129 c) o o n 123 102 107 0 124 134 n 139 o 115 122 110 o 169 c) c) 108 99 105 109 121 0 (*i 137 o o 117 126 more than) the earnings of Secretaries I. 133 139 136 165 149 108 « 110 112 113 97 95 o 110 109 115 149 130 104 « 93 94 92 66 88 o 86 c) 105 131 133 168 c) o o 88 o 78 90 102 84 o c) c) c) 0 0 c) o 0 o o « n o (•) 100 108 93 115 106 114 100 o (6) 117 100 111 c) 112 137 98 119 c) 113 134 140 116 130 o o 102 122 116 109 103 o 115 133 (*) 101 120 <•> o o 100 (•) 100 c) o 100 90 116 122 95 115 92 0 Accounting clerks 1 Payroll clerks II Key entry operators I II 110 111 123 143 150 97 o 98 94 c) 81 90 99 89 98 87 97 105 118 118 79 o 80 74 o 72 73 83 74 82 104 98 97 112 130 o c> 87 82 91 59 o o 71 86 106 112 117 141 144 101 c) 93 95 91 83 87 o 87 92 82 106 108 125 139 o o 85 80 o 73 75 o 77 97 111 c) 86 c) 80 82 100 82 104 105 109 99 123 124 87 o 87 102 112 86 100 100 125 122 101 115 100 96 81 98 100 81 89 100 117 See appendix A for method of computation. Also see footnotes at end of tables. Table A-9. Pay relationships in establishments with paired professional and technical occupations, Jacksonville, Fla., December 1981 Occupation for which average earnings equal 100 Occupation for which earnings are compared Computer systems analysts (business) I II Computer programmers (business) III Computer systems analysts (6) (business) I......................................................... 100 80 Computer systems analysts (business) II....................................................................................... 125 100 85 Computer systems analysts (business) III...................................................................................... n 118 100 Computer programmers (business) I.................................................................................... 64 60 49 Computer programmers (business) II....................................................................................... 82 68 57 Computer programmers (business) III............................................................ 0 85 0 c) o c) Computer operators I.......................................................................... Computer operators II......................................................................... 64 54 46 («) Computer operators III........................................................................ 66 55 (*) Computer data librarians..................................................................... 48 39 c> o (■> Drafters II............................................................................................... o c) <•> Drafters III.............................................................................................. w o o Drafters IV............................................................................................. o <•> <■) Electronics technicians II.................................................................... <•> o o Registered industrial nurses............................................................... See table A-8 for description of these pay relationships and appendix A for method of computation. Also see footnotes at end of tables. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis I II 156 167 204 Computer operators II Computer data librarians III I 122 («) (•) 156 (•) 148 117 (*) 185 152 207 177 C) (•) 217 181 258 III Drafters II III IV («) («) (8) Electronics Registered technicians industrial nurses II (6) o (8) 100 74 56 120 105 102 132 («) («) («) (8) 135 100 75 172 133 118 185 («) («) («) («) 179 83 95 98 76 134 58 75 85 54 100 42 57 67 41 241 100 123 140 89 174 81 149 71 79 100 69 243 112 116 144 (a) (s) (6) (*) (*) (6) (8) (8) («) 134 (*) 89 (8) 83 (6) (*) («) («) 100 («) (6) («) («) («) <•) c) c) o o (8) (8) o c) « c) («) (8) c) o o 112 (6) (e) (*) («> c) o 85 100 (8) o 77 100 118 (8) <*> 100 130 (8) c) o (8) (6) (•) (6) (6) (8) o « o 100 o 121 <•> <•» c) o o (•) 11 100 127 86 75 (6) («) (6) (8 100 Table A-10.Pay relationships in establishments with paired maintenance, toolroom, and powerplant occupations, Jacksonville, Fla., December 1981 Occupation for which average earnings equal 100 Mechanics Occupation for which earnings are compared Carpenters Painters Electricians Machinists 101 (8) (6) m 100 102 (*) 100 o (*) o 101 102 Boiler tenders Trades helpers Motor vehicles Machinery o (B) o (6) 103 111 99 (•) 100 (•) («) 100 C) 100 (s) (#) 98 (*) 99 100 103 (8) 106 (6) (6) (#) (8) (8) (6) o 98 97 100 113 C) (6) 88 100 94 o (•> c) (s) 100 100 («) 0 112 Maintenance mechanics Maintenance mechanics 97 Boiler tenders..................................................................................................... See table A-8 for description of these pay relationships and appendix A for method of computation. Also see footnotes at end of tables. 90 90 Table A-11.Pay relationships in establishments with paired material movement and custodial occupations, Jacksonville, Fla., December 1981 Occupation for which average earnings equal 100 Occupation for which earnings are compared Truckdrivers Light truck Medium truck Heavy truck 0 o Truckdrivers, light truck....................................................................... 100 0 w Truckdrivers, medium truck................................................................ 100 0 c) Truckdrivers. heavy truck.................................................................. 100 103 100 Truckdrivers. tractor-trailer................................................................ c) 135 (•) 0 Shippers................................................................................................ 113 131 (*) Receivers............................................................................................... M (•) c) Shippers and receivers....................................................................... 105 (') (*) Warehousemen............................................................................. ... 90 « (•) Order fillers........................................................................................... <■> (*) c) Shipping packers............................................................... .................. o 85 (*) Material handling laborers.................................................................. (•) 107 c) Forklift operators.................................................................................. (•) o o Guards I................................................................................................. (*) Guards II.... ............................................................................................ (‘i o 90 82 93 Janitors, porters, and cleaners........................................... „............. See table A-8 for description of these pay relationships and appendix A for method of computation. Also see footnotes at end of tables. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Tractortrailer « 98 100 100 o c) o c) <•> c) 82 99 <*) o 87 Shippers Receivers 89 76 <■> o 98 0 74 0 0 100 102 « 84 69 o o 94 (*) <■> 72 100 c) 84 79 85 85 97 c) o 72 12 Shippers and receivers 0 0 o o o <•> 100 92 o c) <■> o o <■> 78 Warehouse Order fillers men c) 95 0 (*) 119 120 109 100 77 o 90 100 n o 79 o 111 (»> c) 145 126 o 130 100 (*) Shipping packers c) c) c) c) o 117 n o (*) Material handling laborers o 117 c) 122 c) 118 0 111 113 0 Guards Forklift operators 0 94 (*) 101 106 103 o 100 97 <•) 89 88 100 o 103 o c) <*) 113 110 100 92 c) 85 c) c) c) 98 o 88 100 1 II o c> o o c) o 0 o c) c) 91 108 («) c> 0 c) <*) o « el c) c) c) c) 100 (*) o 100 <■) 90 Janitors, porters, and cleaners 108 112 121 115 139 140 128 126 118 o 102 114 111 0 100 Footnotes 1 Standard hours reflect the workweek for which employees receive their regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates), and the earnings correspond to these weekly hours. 1 The mean is computed for each job by totaling the earnings of all workers and dividing by the number of workers. The median designates position—half of the workers receive the same or more and half receive the same or less than the rate shown. The middle range is defined by two rates of pay; one-fourth of the workers earn the same or less than the lower of these rates and one-fourth earn the same or more than the higher rate. 3 Earnings data relate only to workers whose sex identification was provided by the establishment. 4 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. 5 Estimates for periods ending prior to 1976 relate to men only for skilled maintenance and unskilled plant workers. All other estimates relate to men and women. 6 Data do not meet publication criteria or data not available. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 13 Appendix A. Scope and Method of Survey In each of the 71 areas1 currently surveyed, the Bureau obtains wages and related benefits data from representative establishments within six broad industry divisions: Manufacturing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Government operations and the construction and extractive industries are excluded. Small establishments—generally those with fewer than 50 employees—are excluded because they have few incumbents in the occupations studied. Appendix table 1 shows the number of establishments and workers estimated to be within the scope of this survey, as well as the number actually studied. Bureau field representatives obtain data by personal visits at 3-year intervals. In each of the two intervening years, information on employment and occupational earnings only is collected by a combination of personal visit, mail questionnaire, and telephone interview from establishments participating in the previous survey. A sample of the establishments in the scope of the survey is selected for study prior to each personal visit survey. This sample, minus establishments which go out of business or are no longer within the industrial scope of the survey, is retained for the following two annual surveys. In most cases, establishments new to the area are not considered in the scope of the survey until the selection of a sample for a personal visit survey. The sampling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of employees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large than small establishments is selected. When data are combined, each establishment is weighted according to its probability of selection so that unbiased estimates are generated. For example, if one out of four establishments is selected, it is given a weight of 4 to represent itself plus three others. An alternate of the same original probability is chosen in the same industry-size classification if data are not available from the original sample member. If no suitable substitute is available, additional weight is assigned to a sample member that is similar to the missing unit. movement and custodial. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within the scope of the survey, are not presented in the Aseries tables because either (1) data were insufficient to provide meaningful statistical results, or (2) there is possibility of disclosure of individual establishment data. Separate men’s and women’s earnings data are not presented when the number of workers not identified by sex is 20 percent or more of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in data for all industries combined. Likewise, for occupations with more than one level, data are included in the overall classification when a subclassification is not shown or information to subclassify is not available. Occupational employment and earnings data are shown for full-time workers, i.e., those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the nearest half dollar. Most A-series tables provide distributions of workers by earnings; changes in the size of earnings intervals are indicated by heavy vertical lines. These surveys measure the level of occupational earnings in an area at a particular time. Changes in an occupational average over time reflect, in addition to earnings changes, factors such as changes in proportions of workers employed by high- or lowwage firms, or high-wage workers advancing to better jobs and being replaced by new workers at lower rates. Such shifts in employment could decrease an occupational average even though most establishments in an area increase wages during the year. Changes in earnings of occupational groups, shown in table A-7, are better indicators of wage trends than are earnings changes for individual jobs within the groups. Average earnings reflect composite, areawide estimates. Industries and establish ments differ in pay level and job staffing, and thus contribute differently to the estimates Occupations and earnings Occupations selected for study are common to a variety of manufacturing and nonmanufacturing industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3) maintenance, toolroom, and powerplant; and (4) material https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 14 for each job. Pay averages may fail to reflect accurately the wage differential among jobs in individual establishments. Average pay levels for men and women in selected occupations should not be assumed to reflect differences in pay of the sexes within individual establishments. Factors which may contribute to differences include progression within established rate ranges (only the rates paid incumbents are collected) and performance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are more generalized than those used in individual establish ments and allow for minor differences among establishments in specific duties performed. Occupational employment estimates represent the total in all establishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the jobs studied. These differences in occupational structure do not affect materially the accuracy of the earnings data. Wage trends for selected occupational groups Indexes in table A-7 measure wages at a given time, expressed as a percent of wages during the base period. Subtracting 100 from the index yields the percent change in wages from the base period to the date of the index. The percent increases in table A-7 relate to wage changes between the indicated dates. Annual rates of increase, where shown, reflect the amount of increase for 12 months when the time span between surveys was other than 12 months. These computations are based on the assumption that wages increased at a constant rate between surveys. The indexes and percent increases are based on changes in average hourly earnings of men and women in establishments reporting the trend jobs in both the current and previous year (matched establishments). The data are adjusted to remove the effects on average earnings of employment shifts among establishments and turnover of establish ments included in survey samples. The percent increases, however, are still affected by factors other than wage increases. Turnover may affect an establishment average for an occupation when workers are paid under plans providing a range of wage rates for individual jobs. In periods of increased hiring, for example, new employees may enter at the bottom of the range, depressing the average without a change in wage rates. Occupations used to compute wage trends are: Office clerical Switchboard operators Order clerks, I and II Accounting clerks, I and II Payroll clerks Key entry operators, I and II Secretaries Stenographers, I and II Typists, I and II File clerks, I, II, and III Messengers Electronic data processing Computer systems analysts, I, II, and jjj https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Computer programmers, I, II, and III Computer operators, I, II, and III Industrial nurses Registered industrial nurses Skilled maintenance Mechanics (machinery) Mechanics (motor vehicle) Pipefitters Tool and die makers Carpenters Electricians Painters Machinists Unskilled plant Janitors, porters, and cleaners Material handling laborers Percent changes for individual areas in the program are computed as follows: 1. Average earnings are computed for each occupation for the 2 years being compared. The averages are derived from earnings in those establishments which are in the survey both years; it is assumed that employment remains unchanged. 2. Each occupation is assigned a weight based on its proportionate employment in the occupational group. 3. These weights are used to compute group averages. Each occupation’s average earnings (computed in step 1) are multiplied by its weight. The products are totaled to obtain a group average. 4. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The result— expressed as a percent—less 100 is the percent change. The index is computed by adding 100 to the most recent percent increase, multiplying the total by the previous year’s index number, and dividing the product by 100 to obtain the current index value. For a more detailed description of the method used to compute these wage trends, see “Improving Area Wage Survey Indexes,” Monthly Labor Review, January 1973, pp. 52 57. Pay relationships in establishments Tables A-8 through A-11 compare average pay of occupations in individual establishments. These comparisons, expressed as pay relatives (pay for one of the occupations equals 100), yield different results than comparisons of overall survey averages, such as those shown in tables A-l through A-6. The latter reflect differences in contributions to the survey averages by establishments with disparate pay levels; the pay relative comparisons are not affected by such differences. The methods of computing and presenting pay relatives have changed since the last survey in this area. The following procedures are now used to compute relatives in tables A-8 through A-11: T Establishments employing workers in both of the paired occupations were identified. Establishment practices and supplementary wage provisions Tabulations on selected establishment practices and supplementary wage provisions (B-series tables) are not presented in this bulletin. Information for these tabulations is collected at 3-year intervals. These tabulations on minimum entrance salaries for inexperienced office workers; shift differentials; scheduled weekly hours and days; paid holidays; paid vacations; and health, insurance, and pension plans are presented (in the B-series tables) in previous bulletins for this area. 2. Pay levels (averages) for the two occupations were weighted by the combined employment of both jobs to reflect each establishments contribution to the totals used in this comparison. 1 Includes 70 areas surveyed under the Bureau’s regular program plus Poughkeepsie-KingstonNewburgh, N. Y., which is surveyed under contract. In addition, the Bureau conducts more limited area studies in approximately 100 areas at the request of the Employment Standards Administra tion of the U.S. Department of Labor. 3. The weighted pay levels of the two jobs were summed separately; each total was divided by the other and the quotients multiplied by 100 to produce the two pay relatives shown for each job pairing. Appendix table 1. Establishments and workers within scope of survey and number studied In Jacksonville, Fla.,' December 1981 Industry division2 All divisions...................................... Manufacturing......................................... Nonmanufacturing.................................. Transportation, communication, and other public utilities5........................ Wholesale trade*................................. Retail trade*......................................... Finance, insurance, and real estate* Services*7............................................ Minimum employment in establish ments in scope of survey Number of establishments Within scope of survey3 Studied Studied Number Percent - 532 143 111,316 100 58,949 50 119 413 50 93 24,687 86,629 22 78 16,355 42,594 - 50 50 50 50 50 ' The Jacksonville, Fla. Standard Metropolitan Statistical Area, as defined by the Office of Management and Budget through February 1974, consists of Baker, Clay, Duval, Nassau, and St. Johns Counties. The "workers within scope of survey" estimates provide a reasonably accurate description of the size and composition of the labor force included in the survey. Estimates are not intended, however, for comparison with other statistical series to measure employment trends or levels since (1) planning of wage surveys requires establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded from the scope of the survey. 2 The 1972 edition of the Standard Industrial Classification Manual was used to classify establishments by industry division. All government operations are excluded from the scope of the survey. 3 Includes all establishments with total employment at or above the minimum limitation. All outlets (within the area) of nonmanufacturing companies are considered as one establishment when located within the same industry division. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Workers in establishments Within scope of survey4 44 61 141 73 94 20 16,932 15 14,148 9 6,877 6 1.657 26 30,958 28 13,514 15 19,418 17 9,861 23 12,444 11 3,414 4 Includes all workers in all establishments with total employment (within the area) at or above the minimum limitation. 9 Abbreviated to "transportation and utilities" in the A-series tables. Formerly referred to as "public utilities". Taxicabs and services incidental to water transportation are excluded. Jacksonville’s electric utility and transit system are municipally operated and are excluded by definition from the scope of the survey. * Separate data for this division are not presented in the A-series tables, but the division is represented in the ‘all industries’ and "nonmanufacturing’’ estimates. 7 Hotels and motels; laundries and other personal services; business services; automobile repair, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectur al services. 16 Appendix B. Occupational Descriptions The primary purpose of preparing job descriptions for the Bureau’s wage surveys is to assist its field representatives in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from area to area. This permits grouping occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and interarea comparability of occupational content, the Bureau’s job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau’s field representatives are instructed to exclude working supervisors; apprentices; and part-time, temporary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. Learners, beginners, and trainees, unless specifically included in the job descriptions, are excluded. d. Assistant-type positions which entail more difficult or more responsible technical, administrative, or supervisory duties which are not typical of secretarial work, e.g., Administrative Assistant, or Executive Assistant: e. Positions which do not fit any of the situations listed in the sections fielow titled “Level of Supervisor,” e.g., secretary to the president of a company that employs, in all, over 5,000 persons; f- Trainees. Classification by level. Secretary jobs which meet the required characteristics are Office SECRETARY Assigned as a personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day activities of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. Performs varied clerical and secretarial duties requiring a knowledge of office routine and an understanding of the organization, programs, and procedures related to the work of the supervisor. Exclusions. Not all positions that are titled “secretary” possess the above characteristics. Examples of positions which are excluded from the definition are as follows: a. Positions which do not meet the “personal” secretary concept described above; b. Stenographers not fully trained in secretarial-type duties; c. Stenographers serving as office assistants to a group of professional, technical, or managerial persons; https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 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 tabulation following the explanations of these two factors indicates the level of the secretary for each combination of the factors. Level ofSecretary’s Supervisor (LS) LS-1 a. b. Secretary to the supervisor or head of a small organizational unit (e.g., fewer than about 25 or 30 persons); or Secretary to a nonsupervisory staff specialist, professional employee, administrative officer or assistant, skilled technician or expert. (NOTE: Many companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) LS-2 a- b. Level ofSecretary's Responsibility (LR) Secretary to an executive or managerial person whose responsibility is not equivalent to one of the specific level situations in the definition for LS-3, but whose organizational unit normally numbers at least several dozen employees and is usually divided into organizational segments which are often, in turn, further subdivided. In some companies, this level includes a wide range of organizational echelons; in others, only one or two; or Secretary to the head of an individual plant, factory, etc., (or other equivalent level of official) that employs, in all, fewer than 5,000 persons. This factor evaluates the nature of the work relationship between the secretary and the supervisor, and the extent to which the secretary is expected to exercise initiative and judgment. Secretaries should be matched at LR-1 or LR-2 described below according to their level of responsibility. LR-1 Performs varied secretarial duties including or comparable to most of the following: LS-3 a. b. c. d. e. Secretary to the chairman of the board or president of a company that employs, in all, fewer than 100 persons; or Secretary to a corporate officer (other than chairman of the board or president) of a company that employs, in all, over 100 but fewer than 5,000 persons; or Secretary to the head (immediately below the officer level) over either a major corporatewide functional activity (e.g., marketing, research, oper ations, industrial relations, etc.) or a major geographic or organizational segment (e.g., a regional headquarters; a major division) of a company that employs, in all, over 5,000 but fewer than 25,000 employees; or Secretary to the head of an individual plant, factory, etc., (or other equivalent level of official) that employs, in all, over 5,000 persons; or Secretary to the head of a large and important organizational segment (e.g., a middle management supervisor of an organizational segment often involving as many as several hundred persons) of a company that employs, in all, over 25,000 persons. a. b. Answers telephones, greets personal callers, and opens incoming mail. Answers telephone requests which have standard answers. May reply to requests by sending a form letter. cReviews correspondence, memoranda, and reports prepared by others for the supervisor’s signature to ensure procedural and typographical accura cyd. Maintains supervisor’s calendar and makes appointments as instructed. eTypes, takes and transcribes dictation, and files. LR-2 Performs duties described under LR-1 and, in addition performs tasks requiring greater judgment, initiative, and knowledge of office functions including or compara ble to most of the following: ab. LS-4 a. b. c. Secretary to the chairman of the board or president of a company that employs, in all, over 100 but fewer than 5,000 persons; or Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 5,000 but fewer than 25,000 persons; or Secretary to the head, immediately below the corporate officer level, of a major segment or subsidiary of a company that employs, in all, over 25,000 persons. NOTE: The term “corporate officer” used in the above LS definition refers to those officials who have a significant corporatewide policymaking role with regard to major company activities. The title “vice president,” though normally indicative of this role, does not in all cases identify such positions. Vice presidents whose primary responsibili ty is to act personally on individual cases or transactions (e.g., approve or deny individual loan or credit actions; administer individual trust accounts; directly supervise a clerical staff) are not considered to be “corporate officers” for purposes of applying the definition. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis c. d. e. Screens telephone and personal callers, determining which can be handled by the supervisor’s subordinates or other offices. Answers requests which require a detailed knowledge of office procedures or collection of information from files or other offices. May sign routine correspondence in own or supervisor’s name. Compiles or assists in compiling periodic reports on the basis of general instructions. Schedules tentative appointments without prior clearance. Assembles necessary background material for scheduled meetings. Makes arrange ments for meetings and conferences. Explains supervisor’s requirements to other employees in supervisor’s unit. (Also types, takes dictation, and files.) The following tabulation shows the level of the secretary for each LS and LR combination: LR-1 LS-1.............................................................. LS-2.............................................................. LS-3............................................................. LS-4............................................................. I II HI IV LR-2 II hi iv v STENOGRAPHER Primary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if primary duty is transcribing from recordings, see Transcribing-machine typist). syllabication, punctuation, etc., of technical or unusual words or foreign language material; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances. FILE CLERK NOTE: This job is distinguished from that of a secretary in that a secretary normally works in a confidential relationship with only one manager or executive and performs more responsible and discretionary tasks as described in the secretary job definition. Files, classifies, and retrieves material in an established filing system. May perform clerical and manual tasks required to maintain files. Positions are classified into levels on the basis of the following definitions: Stenographer I File Clerk I Dictation involves a normal routine vocabulary. May maintain files, keep simple records, or perform other relatively routine clerical tasks. Performs routine filing of material that has already been classified or which is easily classified in a simple serial classification system (e.g., alphabetical, chronological, or numerical). As requested, locates readily available material in files and forwards material; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files. Stenographer II Dictation involves a varied technical or specialized vocabulary such as in legal briefs or reports on scientific research. May also set up and maintain files, keep records, etc., OR Performs stenographic duties requiring significantly greater independence and responsibility than Stenographer I, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; a thorough working knowledge of general business and office procedures and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing steno graphic duties and responsible clerical tasks such as maintaining follow-up files; assembling material for reports, memoranda, and letters; composing simple letters from general instructions; reading and routing incoming mail; and answering routine questions, etc. File Clerk II Sorts, codes, and files unclassified material by simple (subject matter) headings or partly classified material by finer subheadings. Prepares simple related index and cross reference aids. As requested, locates clearly identified material in files and forwards material. May perform related clerical tasks required to maintain and service files. File Clerk III Classifies and indexes file material such as correspondence, reports, technical documents, etc., in an established filing system containing a number of varied subject matter files. May also file this material. May keep records of various types in conjunction with the files. May lead a small group of lower level file clerks. TRANSCRIBING-MACHINE TYPIST MESSENGER Primary duty is to type copy of voice recorded dictation which does not involve varied technical or specialized vocabulary such as that used in legal briefs or reports on scientific research. May also type from written copy. May maintain files, keep simple records, or perform other relatively routine clerical tasks. (See Stenographer definition for workers involved with shorthand dictation.) Performs various routine duties such as running errands, operating minor office machines such as sealers or mailers, opening and distributing mail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. TYPIST SWITCHBOARD OPERATOR Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, mats, or similar materials for use in duplicating processes. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming mail. Operates a telephone switchboard or console used with a private branch exchange (PBX) system to relay incoming, outgoing, and intrasystem calls. May provide information to callers, record and transmit messages, keep record of calls placed and toll charges. Besides operating a telephone switchboard or console, may also type or perform routine clerical work (typing or routine clerical work may occupy the major portion of the worker’s time, and is usually performed while at the switchboard or console). Chief or lead operators in establishments employing more than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard operatorreceptionist. Typist I Performs one or more of the following: Copy typing from rough or clear drafts; or routine typing of forms, insurance policies, etc.; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. Typist II Performs one or more of the following: Typing material in final form when it involves combining material from several sources; or responsibility for correct spelling, https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 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 appropriate 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 salespeople. Work typically involves some combination of the following duties: Quoting prices; determining availability of ordered items and suggesting substitutes when necessary; advising expected delivery date and method of delivery; recording order and customer information on order sheets; checking order sheets for accuracy and adequacy of information recorded; ascertaining credit rating of customer; furnishing customer with acknowledgement of receipt of order; following up to see that order is delivered by the specified date or to let customer know of a delay in delivery; maintaining order file; checking shipping invoice against original order. Exclude workers paid on a commission basis or whose duties include any of the following: Receiving orders for services rather than for material or merchandise; providing customers with consultative advice using knowledge gained from engineering or extensive technical training; emphasizing selling skills; handling material or merchan dise as an integral part of the job. Positions are classified into levels according to the following definitions: ledgers, cards, or worksheets where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes. Accounting Clerk II Under general supervision, performs accounting clerical operations which require the application of experience and judgment, for example, clerically processing compli cated or nonrepetitive accounting transactions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions through previous accounting actions to determine source of discrepancies. May be assisted by one or more level I accounting clerks. PAYROLL CLERK Handles orders involving items which have readily identified uses and applications. May refer to a catalog, manufacturer’s manual, or similar document to insure that proper item is supplied or to verify price of ordered item. Performs the clerical tasks necessary to process payrolls and to maintain payroll records. Work involves most of the following-. Processing workers’ time or production records; adjusting workers’ records for changes in wage rates, supplementary benefits, or tax deductions; editing payroll listings against source records; tracing and correcting errors in listings; and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system, computes wages. Work may require a practical knowl edge of governmental regulations, company payroll policy, or the computer system for processing payrolls. Order Clerk II KEY ENTRY OPERATOR Handles orders that involve making judgments such as choosing which specific product or material from the establishment’s product lines will satisfy the customer’s needs, or determining the price to be quoted when pricing involves more than merely referring to a price list or making some simple mathematical calculations. Operates keyboard-controlled data entry device such as keypunch machine or keyoperated magnetic tape or disk encoder to transcribe data into a form suitable for computer processing. Work requires skill in operating an alphanumeric keyboard and an understanding of transcribing procedures and relevant data entry equipment. Positions are classified into levels on the basis of the following definitions: Order Clerk I ACCOUNTING CLERK Performs one or more accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal consistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing more complicated journal vouchers. May work in either a manual or automated accounting system. The work requires a knowledge of clerical methods and office practices and procedures which relates to the clerical processing and recording of transactions and accounting information. With experience, the worker typically becomes familiar with the bookkeeping and accounting terms and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting. Positions are classified into levels on the basis of the following definitions: Accounting Clerk I Under close supervision, following detailed instructions and standardized proce dures, performs one or more routine accounting clerical operations, such as posting to https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Key Entry Operator I Work is routine and repetitive. Under close supervision or following specific procedures or detailed instructions, works from various standardized source documents which have been coded and require little or no selecting, coding, or interpreting of data to be entered. Refers to supervisor problems arising from erroneous items, codes, or missing information. Key Entry Operator II Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be entered from a variety of source documents. On occasion may also perform routine work as described for level I. NOTE: Excluded are operators above level II using the key entry controls to access, read, and evaluate the substance of specific records to take substantive actions, or to make entries requiring a similar level of knowledge. Professional and Technical COMPUTER SYSTEMS ANALYST, BUSINESS Analyzes business problems to formulate procedures for solving them by use of electronic data processing equipment. Develops a complete description of all specifica tions needed to enable programmers to prepare required digital computer programs. Work involves most of the following-. Analyzes subject-matter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, files, and documents to be used; outlines actions to be performed by personnel and computers in sufficient detail for presentation to management and for programming (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in trial runs of new and revised systems; and recommends equipment changes to obtain more effective overall operations. (NOTE: Workers performing both systems analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) Does not include employees primarily responsible for the management or supervision of other electronic data processing employees, or systems analysts primarily concerned with scientific or engineering problems. For wage study purposes, systems analysts are classified as follows: Confers with persons concerned to determine the data processing problems and advises subject-matter personnel on the implications of new or revised systems of data processing operations. Makes recommendations, if needed, for approval of major systems installations or changes and for obtaining equipment. May provide functional direction to lower level systems analysts who are assigned to assist. COMPUTER PROGRAMMER, BUSINESS Works under immediate supervision, carrying out analyses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in the application of procedures and skills required for systems analysis work. For example, may assist a higher level systems analyst by preparing the detailed specifica tions required by programmers from information developed by the higher level analyst. Converts statements of business problems, typically prepared by a systems analyst, into a sequence of detailed instructions which are required to solve the problems by automatic data processing equipment. Working from charts or diagrams, the program mer develops the precise instructions which, when entered into the computer system in coded language, cause the manipulation of data to achieve desired results. Work involves most of the following-. Applies knowledge of computer capabilities, mathemat ics, logic employed by computers, and particular subject matter involved to analyze charts and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed flow charts to show order in which data will be processed; converts these charts to coded instructions for machine to follow; tests and corrects programs; prepares instructions for operating personnel during production run; analyzes, reviews, and alters programs to increase operating efficiency or adapt to new requirements; maintains records of program development and revisions. (NOTE: Workers performing both systems analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) Does not include employees primarily responsible for the management or supervision of other electronic data processing employees, or programmers primarily concerned with scientific and/or engineering problems. For wage study purposes, programmers are classified as follows: Computer Systems Analyst II Computer Programmer I Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program, and operate. Problems are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, develops systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining invento ry accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determine the data processing problems and advises subject-matter personnel on the implications of the data processing systems to be applied. OR Works on a segment of a complex data processing scheme or system, as described for level III. Works independently on routine assignments and receives instruction and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alignment with the overall system. Makes practical applications of programming practices and concepts usually learned in formal training courses. Assignments are designed to develop competence in the application of standard procedures to routine problems. Receives close supervision on new aspects of assignments; and work is reviewed to verify its accuracy and conformance with required procedures. Computer Systems Analyst I Computer Systems Analyst III Works independently or under only general direction on complex problems involv ing all phases of systems analysis. Problems are complex because of diverse sources of input data and multiple-use requirements of output data. (For example, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which every item of each type is automatically processed through the full system of records and appropriate follow-up actions are initiated by the computer.) https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Computer Programmer II Works independently or under only general direction on relatively simple programs, or on simple segments of complex programs. Programs (or segments) usually process information to produce data in two or three varied sequences or formats. Reports and listings are produced by refining, adapting, arraying, or making minor additions to or deletions from input data which are readily available. While numerous records may be processed, the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typically, the program deals with routine recordkeeping operations. OR Works on complex programs (as described for level III) under close direction of a higher level programmer or supervisor. May assist higher level programmer by independently performing less difficult tasks assigned, and performing more difficult tasks under fairly close direction. May guide or instruct lower level programmers. Computer Programmer III Computer Operator II Works independently or under only general direction on complex problems which require competence in all phases of programming concepts and practices. Working from diagrams and charts which identify the nature of desired results, major processing steps to be accomplished, and the relationships between various steps of the problem solving routine; plans the full range of programming actions needed to efficiently utilize the computer system in achieving desired end products. At this level, programming is difficult because computer equipment must be organized to produce several interrelated but diverse products from numerous and diverse data elements. A wide variety and extensive number of internal processing actions must occur. This requires such actions as development of common operations which can be reused, establishment of linkage points between operations, adjustments to data when program requirements exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program. May provide functional direction to lower level programmers who are assigned to assist. In addition to established production runs, work assignments include runs involving new programs, applications, and procedures (i.e., situations which require the operator to adapt to a variety of problems). At this level, the operator has the training and experience to work fairly independently in carrying out most assignments. Assignments may require the operator to select from a variety of standard setup and operating procedures. In responding to computer output instructions or error conditions, applies standard operating or corrective procedures, but may deviate from standard proce dures when standard procedures fail if deviation does not materially alter the computer unit’s production plans. Refers the problem or aborts the program when procedures applied do not provide a solution. May guide lower level operators. COMPUTER OPERATOR In accordance with operating instructions, monitors and operates the control console of a digital computer to process data. Executes runs by either serial processing (processes one program at a time) or multiprocessing (processes two or more programs simultaneously). The following duties characterize the work of a computer operator: a. b. c. d. e. fg. Studies operating instructions to determine equipment setup needed. Loads equipment with required items (tapes, cards, disks, paper, etc.). Switches necessary auxiliary equipment into system. Starts and operates computer. Responds to operating and computer output instructions. Reviews error messages and makes corrections during operation or refers problems. Maintains operating record. May test-run new or modified programs. May assist in modifying systems or programs. The scope of this definition includes trainees working to become fully qualified computer operators, fully qualified computer operators, and lead operators providing technical assistance to lower level operators. It excludes workers who monitor and operate remote terminals. For wage study purposes, computer operators are classified as follows: Computer Operator III In addition to work assignments described for Computer operator II (see above) the work of Computer operator III involves at least one of the following: a. b. c. d. An operator at this level typically guides lower level operators. PERIPHERAL EQUIPMENT OPERATOR Operates peripheral equipment which directly supports digital computer operations. Such equipment is uniquely and specifically designed for computer applications, but need not be physically or electronically connected to a computer. Printers, plotters, card read/punches, tape readers, tape units or drives, disk units or drives, and data display units are examples of such equipment. The following duties characterize the work of a peripheral equipment operator: a. Computer Operator I Work assignments are limited to established production runs (i.e., programs which present few operating problems). Assignments may consist primarily of on-the-job training (sometimes augmented by classroom instruction). When learning to run programs, the supervisor or a higher level operator provides detailed written or oral guidance to the operator before and during the run. After the operator has gained experience with a program, however, the operator works fairly independently in applying standard operating or corrective procedures in responding to computer output instructions or error conditions, but refers problems to a higher level operator or the supervisor when standard procedures fail. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Deviates from standard procedures to avoid the loss of information or to conserve computer time even though the procedures applied materially alter the computer unit’s production plans. Tests new programs, applications, and procedures. Advises programmers and subject-matter experts on setup techniques. Assists in (1) maintaining, modifying, and developing operating systems or programs; (2) developing operating instructions and techniques to cover problem situations; and/or (3) switching to emergency backup procedures (such assistance requires a working knowledge of program language, computer features, and software systems). b. c. d. e. f. Loading printers and plotters with correct paper; adjusting controls for forms, thickness, tension, printing density, and location; and unloading hard copy. Labeling tape reels, disks, or card decks. Checking labels and mounting and dismounting designated tape reels or disks on specified units or drives. Setting controls which regulate operation of the equipment. Observing panel lights for warnings and error indications and taking appropriate action. Examining tapes, cards, or other material for creases, tears, or other defects which could cause processing problems. This classification excludes workers (1) who monitor and operate a control console (see Computer operator) or a remote terminal, or (2) whose duties are limited to operating decollates, bursters, separators, or similar equipment. COMPUTER DATA LIBRARIAN Maintains library of media (tapes, disks, cards, cassettes) used for automatic data processing applications. The following or similar duties characterize the work of a computer data librarian: Classifying, cataloging, and storing media in accordance with a standardized system; upon proper requests, releasing media for processing; maintaining records of releases and returns; inspecting returned media for damage or excessive wear to determine whether or not they need replacing. May perform minor repairs to damaged tapes. DRAFTER Performs drafting work requiring knowledge and skill in drafting methods, proce dures, and techniques. Prepares drawings of structures, mechanical and electrical equipment, piping and duct systems and other similar equipment, systems, and assemblies. Uses recognized systems of symbols, legends, shadings, and lines having specific meanings in drawings. Drawings are used to communicate engineering ideas, designs, and information in support of engineering functions. The following are excluded when they constitute the primary purpose of the job: a. b. c. d. e. Design work requiring the technical knowledge, skill, and ability to conceive or originate designs; Illustrating work requiring artistic ability; Work involving the preparation of charts, diagrams, room arrangements, floor plans, etc.; Cartographic work involving the preparation of maps or plats and related materials, and drawings of geological structures; and Supervisory work involving the management of a drafting program or the supervision of drafters. Positions are classified into levels on the basis of the following definitions. Drafter I Working under close supervision, traces or copies finished drawings, making clearly indicated revisions. Uses appropriate templates to draw curved lines. Assignments are designed to develop increasing skill in various drafting techniques. Work is spotchecked during progress and reviewed upon completion. NOTE: Exclude drafters performing elementary tasks while receiving training in the most basic drafting methods. Drafter II Prepares drawings of simple, easily visualized parts of equipment from sketches or marked-up prints. Selects appropriate templates and other equipment needed to complete assignments. Drawings fit familiar patterns and present few technical problems. Supervisor provides detailed instructions on new assignments, gives guid ance when questions arise, and reviews completed work for accuracy. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Drafter III Prepares various drawings of parts and assemblies, including sectional profiles, irregular or reverse curves, hidden lines, and small or intricate details. Work requires use of most of the conventional drafting techniques and a working knowledge of the terms and procedures of the industry. Familiar or recurring work is assigned in general terms; unfamiliar assignments include information on methods, procedures, sources of information, and precedents to be followed. Simple revisions to existing drawings may be assigned with a verbal explanation of the desired results; more complex revisions are produced from sketches which clearly depict the desired product. Drafter IV Prepares complete sets of complex drawings which include multiple views, detail drawings, and assembly drawings. Drawings include complex design features that require considerable drafting skill to visualize and portray. Assignments regularly require the use of mathematical formulas to compute weights, load capacities, dimensions, quantities of materials, etc. Working from sketches and verbal information supplied by an engineer or designer, determines the most appropriate views, detail drawings, and supplementary information needed to complete assignments. Selects required information from precedents, manufacturers’ catalogs, and technical guides. Independently resolves most of the problems encountered. Supervisor or designer may suggest methods of approach or provide advice on unusually difficult problems. NOTE: Exclude drafters performing work of similar difficulty to that described at this level but who provide support for a variety of organizations which have widely differing functions or requirements. Drafter V Works closely with design originators, preparing drawings of unusual, complex or original designs which require a high degree of precision. Performs unusually difficult assignments requiring considerable initiative, resourcefulness, and drafting expertise. Assures that anticipated problems in manufacture, assembly, installation, and operation are resolved by the drawings produced. Exercises independent judgment in selecting and interpreting data based on a knowledge of the design intent. Although working primarily as a drafter, may occasionally perform engineering design work in interpre ting general designs prepared by others or in completing missing design details. May provide advice and guidance to lower level drafters or serve as coordinator and planner for large and complex drafting projects. ELECTRONICS TECHNICIAN Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical applica tion of technical knowledge of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. The equipment—consisting of either many different kinds of circuits or multiple repetition of the same kind of circuit—includes, but is not limited to, the following: (a) Electronic transmitting and receiving equipment (e.g., radar, radio, television, tele phone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and medical measuring and controlling equipment. This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assemb lers and testers; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. Positions are classified into levels on the basis of the following definitions: Electronics Technician I Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed instructions which cover virtually all procedures. Work typically involves such tasks as: Assisting higher level technicians by performing such activities as replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment; and using tools and common test instruments (e.g., multimeters, audio signal generators, tube testers, oscilloscopes). Is not required to be familiar with the interrelationships of circuits. This knowledge, however, may be acquired through assignments designed to increase competence (including classroom training) so that worker can advance to higher level technician. Receives technical guidance, as required, from supervisor or higher level technician. Work is typically spot-checked, but is given detailed review when new or advanced assignments are involved. Electronics Technician II Applies comprehensive technical knowledge to solve complex problems (i.e., those that typically can be solved solely by properly interpreting manufacturers’ manuals or similar documents) in working on electronic equipment. Work involves: A familiarity with the interrelationships of circuits; and judgment in determining work sequence and in selecting tools and testing instruments, usually less complex than those used by the level III technician. Receives technical guidance, as required, from supervisor or higher level technician, and work is reviewed for specific compliance with accepted practices and work assignments. May provide technical guidance to lower level technicians. Electronics Technician III Applies advanced technical knowledge to solve unusually complex problems (i.e., those that typically cannot be solved solely by reference to manufacturers’ manuals or similar documents) in working on electronic equipment. Examples of such problems include location and density of circuitry, electromagnetic radiation, isolating malfunctions, and frequent engineering changes. Work involves: A detailed under standing of the interrelationships of circuits; exercising independent judgment in performing such tasks as making circuit analyses, calculating wave forms, tracing relationships in signal flow; and regularly using complex test instruments (e.g., dual trace oscilloscopes, Q-meters, deviation meters, pulse generators). Work may be reviewed by supervisor (frequently an engineer or designer) for general compliance with accepted practices. May provide technical guidance to lower level technicians. of a factory or other establishment. Duties involve a combination of thefollowing-. Giving first aid to the ill or injured; attending to subsequent dressing of employees’ injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and employees; and planning and carrying out programs involving health education, accident prevention, evaluation of plant environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. Maintenance, Toolroom, and Powerplant MAINTENANCE CARPENTER Performs the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves most of the following-. Planning and laying out of work from blueprints, drawings, models, or verbal instructions; using a variety of carpenter’s handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to dimensions of work; and selecting materials necessary for the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE ELECTRICIAN Performs a variety of electrical trade functions such as the installation, maintenance, or repair of equipment for the generation, distribution, or utilization of electric energy in an establishment. Work involves most of the following-. Installing or repairing any of a variety of electrical equipment such as generators, transformers, switchboards, control lers, circuit breakers, motors, heating units, conduit systems, or other transmission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician’s handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE PAINTER Paints and redecorates walls, woodwork, and fixtures of an establishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes and interstices; and applying paint with spray gun or brush. May mix colors, oils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. REGISTERED INDUSTRIAL NURSE MAINTENANCE MACHINIST A registered nurse who gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the premises Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment operated in an establishment. Work involves most of the https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis training and experience. Workers primarily engaged in installing and repairing building sanitation or heating systems are excluded. following-. Interpreting written instructions and specifications; planning and laying out of work; using a variety of machinist’s handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard materials, parts, and equipment required for this work; and fitting and assembling parts into mechanical equipment. In general, the machinist’s work normally requires a rounded training in machine-shop practice usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE SHEET-METAL WORKER Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves most of the following: Planning and laying out all types of sheet-metal maintenance work from blueprints, models, or other specifications; setting up and operating all available types of sheetmetal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general, the work of the maintenance sheet-metal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE MECHANIC (MACHINERY) Repairs machinery or mechanical equipment of an establishment. Work involves most of the following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending the machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shops; reassembling machines; and making all necessary adjustments for operation. In general, the work of a machinery maintenance mechanic requires rounded training and experience usually acquired through a formal apprentice ship or equivalent training and experience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. MILLWRIGHT Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following: Planning and laying out work; interpreting blueprints or other specifica tions; using a variety of handtools and rigging; making standard shop computations relating to stresses, strength of materials, and centers of gravity; aligning and balancing equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transmission equipment such as drives and speed reducers. In general, the millwright’s work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE MECHANIC (MOTOR VEHICLE) Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work involves most of the following: Examining automotive equipment to diagnose source of trouble; disassembling equipment and performing repairs that involve the use of such handtools as wrenches, gauges, drills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; reassembling and installing the various assemblies in the vehicle and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the motor vehicle maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. This classification does not include mechanics who repair customers’ vehicles in automobile repair shops. MAINTENANCE TRADES HELPER Assists one or more workers in the skilled maintenance trades by performing specific or general duties of lesser skill, such as keeping a worker supplied with materials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding materials or tools; and performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding materials and tools, and cleaning working areas; and in others he is permitted to perform specialized machine operations, or parts of a trade that are also performed by workers on a full-time basis. MACHINE-TOOL OPERATOR (TOOLROOM) Specializes in operating one or more than one type of machine tool (e.g., jig borer, grinding machine, engine lathe, milling machine) to machine metal for use in making or maintaining jigs, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e.g., plastic, plaster, rubber, glass). Work typically involves: Planning and performing difficult machining operations which require complicated setups or a high degree of accuracy; setting up machine tool or tools (e.g., install cutting tools and adjust guides, stops, working tables, and other controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of precision measuring instruments; making necessary adjustments during machining operation to achieve requisite dimensions to very close tolerances. May be MAINTENANCE PIPEFITTER Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establishment. Work involves most of the following: Laying out work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to pressures, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 25 required to select proper coolants and cutting and lubricating oils, to recognize when tools need dressing, and to dress tools. In general, the work of a machine-tool operator (toolroom) at the skill level called for in this classification requires extensive knowledge of machine-shop and toolroom practice usually acquired through considerable on-thejob training and experience. For cross-industry wage study purposes, this classification does not include machinetool operators (toolroom) employed in tool and die jobbing shops. repairs to boilerroom equipment; and, following prescribed methods, treat boiler water with chemicals and analyze boiler water for such things as acidity, causticity, and alkalinity. The classification excludes workers in establishments producing electricity, steam, or heated or cooled air primarily for sale. Material Movement and Custodial TOOL AND DIE MAKER Constructs and repairs jigs, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e.g., plastic, plaster, rubber, glass). Work typically involves-. Planning and laying out work according to models, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate materials, tools, and processes required to complete tasks; making necessary shop computations; setting up and operating various machine tools and related equipment; using various tool and die maker’s handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to prescribed tolerances and allowances. In general, the tool and die maker’s work requires rounded training in machine-shop and toolroom practice usually acquired through formal apprenticeship or equivalent training and experience. For cross-industry wage study purposes, this classification does not include tool and die makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies (die sinkers). STATIONARY ENGINEER Operates and maintains one or more systems which provide an establishment with such services as heat, air-conditioning (cool, humidify, dehumidify, filter, and circulate air), refrigeration, steam or high-temperature water, or electricity. Duties involve: Observing and interpreting readings on gauges, meters, and charts which register various aspects of the system’s operation; adjusting controls to insure safe and efficient operation of the system and to meet demands for the service provided; recording in logs various aspects of the system’s operation; keeping the engines, machinery, and equipment of the system in good working order. May direct and coordinate activities of other workers (not stationary engineers) in performing tasks directly related to operating and maintaining the system or systems. The classification excludes head or chief engineers in establishments employing more than one engineer; workers required to be skilled in the repair of electronic control equipment; and workers in establishments producing electricity, steam, or heated or cooled air primarily for sale. BOILER TENDER Tends one or more boilers to produce steam or high-temperature water for use in an establishment. Fires boiler. Observes and interprets readings on gauges, meters, and charts which register various aspects of boiler operation. Adjusts controls to insure safe and efficient boiler operation and to meet demands for steam or high-temperature water. May also do one or more of the following: Maintain a log in which various aspects of boiler operation are recorded; clean, oil, make minor repairs or assist in https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis TRUCKDRIVER Drives a truck within a city or industrial area to transport materials, merchandise, equipment, or workers between various types of establishments such as: Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and customers’ houses or places of business. May also load or unload truck with or without helpers, make minor mechanical repairs, and keep truck in good working order. Salesroute and over-the-road drivers are excluded. For wage study purposes, truckdrivers are classified by type and rated capacity of truck, as follows: Truckdriver, light truck (straight truck, under 1 1/2 tons, usually 4 wheels) Truckdriver, medium truck (straight truck, 1 1/2 to 4 tons inclusive, usually 6 wheels) Truckdriver, heavy truck (straight truck, over 4 tons, usually 10 wheels) Truckdriver, tractor-trailer SHIPPER AND RECEIVER Performs clerical and physical tasks in connection with shipping goods of the establishment in which employed and receiving incoming shipments. In performing day-to-day, routine tasks, follows established guidelines. In handling unusual nonrou tine problems, receives specific guidance from supervisor or other officials. May direct and coordinate the activities of other workers engaged in handling goods to be shipped or being received. Shippers typically are responsible for most of the following: Verifying that orders are accurately filled by comparing items and quantities of goods gathered for shipment against documents; insuring that shipments are properly packaged, identified with shipping information, and loaded into transporting vehicles; preparing and keeping records of goods shipped, e.g., manifests, bills of lading. Receivers typically are responsible for most of the following: Verifying the correct ness of incoming shipments by comparing items and quantities unloaded against bills of lading, invoices, manifests, storage receipts, or other records; checking for damaged goods; insuring that goods are appropriately identified for routing to departments within the establishment; preparing and keeping records of goods received. For wage study purposes, workers are classified as follows: Shipper Receiver Shipper and receiver WAREHOUSEMAN As directed, performs a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following-. Verifying materials (or merchandise) against receiving documents, noting and reporting discrep ancies and obvious damages; routing materials to prescribed storage locations; storing, stacking, or palletizing materials in accordance with prescribed storage methods; rearranging and taking inventory of stored materials; examining stored materials and reporting deterioration and damage; removing material from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Exclude workers whose primary duties involve shipping and receiving work (see Shipper and receiver and Shipping packer), order filling (see Order filler), or operating power trucks (see Power-truck operator). ORDER FILLER Fills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, customers’ orders, or other instructions. May, in addition to filling orders and indicating items filled or omitted, keep records of outgoing orders, requisition additional stock or report short supplies to supervisor, and perform other related duties. 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. MATERIAL HANDLING LABORER A worker employed in a warehouse, manufacturing plant, store, or other establish ment whose duties involve one or more of the following-. Loading and unloading various materials and merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing materials or merchandise in proper storage location; and transporting materials or merchandise by handtruck, car, or wheelbarrow. Longshore workers, who load and unload ships, are excluded. 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. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis For wage study purposes, workers are classified by type of powertruck, as follows: Forklift operator Power-truck operator (other than forklift) GUARD Protects property from theft or damage, or persons from hazards or interference. Duties involve serving at a fixed post, making rounds on foot or by motor vehicle, or escorting persons or property. May be deputized to make arrests. May also help visitors and customers by answering questions and giving directions. Guards employed by establishments which provide protective services on a contract basis are included in this occupation. For wage study purposes, guards are classified as follows: Guard I Carries out instructions primarily oriented toward insuring that emergencies and security violations are readily discovered and reported to appropriate authority. Intervenes directly only in situations which require minimal action to safeguard property or persons. Duties require minimal training. Commonly, the guard is not required to demonstrate physical fitness. May be armed, but generally is not required to demonstrate proficiency in the use of firearms or special weapons. Guard II Enforces regulations designed to prevent breaches of security. Exercises judgment and uses discretion in dealing with emergencies and security violations encountered. Determines whether first response should be to intervene directly (asking for assistance when deemed necessary and time allows), to keep situation under surveillance, or to report situation so that it can be handled by appropriate authority. Duties require specialized training in methods and techniques of protecting security areas. Commonly, the guard is required to demonstrate continuing physical fitness and proficiency with firearms or other special weapons. 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. Appendix C. Job Conversion Table Beginning in 1981, multilevel jobs are identified by numeric instead of alphabetic designations. A conversion table for the affected occupations follows: Numeric Alphabetic designation designation Occupation (previously used) (currently used) E Secretary..................................... ........... I II D C III B IV V A Stenographer.............................. ........... I II General Senior Typist.......................................... ........... I II B File clerk................................... ........... Order clerk................................. ........... I II III I II Numeric designation (currently used) I II III Alphabetic designation (previously used) C B A Computer programmer (business)........ I II III C B A Computer operator I II III c Occupation Computer systems analyst (business).... A C Drafter B A B Key entry operator.................... ........... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis E D C B A A Electronics technician Accounting clerk....................... ........... I II III IV V B A B I II A I II A B Guard 28 I II III B A I II B A C Area Wage Survey Summaries The following areas are surveyed pe riodically for use in administering the Service Contract Act of 1965. Survey results are published in summaries which are available, at no cost, while supplies last from any of the BLS region al offices shown on the back cover. Alaska (statewide) Albany, Ga. Albuquerque, N. Mex. Alexandria-Leesville, La. Alpena-Standish-Tawas City, Mich. Ann Arbor, Mich. Antelope Valley, Calif. Asheville, N.C. Atlantic City, N.J. Augusta, Ga.-S.C. Austin, Tex. Bakersfield, Calif. Baton Rouge, La. Battle Creek, Mich. Beaumont-Port Arthur-Orange and Lake Charles, Tex.-La. Biloxi-Gulfport and PascagoulaMoss Point, Miss. Binghamton, N.Y. Birmingham, Ala. Bloomington-Vincennes, Ind. Bremerton-Shelton, Wash. Brunswick, Ga. Cedar Rapids, Iowa Champaign-Urbana-Rantoul, 111. Charleston-North CharlestonWalterboro, S.C. Charlotte-Gastonia, N.C. Cheyenne, Wyo. Clarksville-Hopkinsville, Tenn.-Ky. Colorado Springs, Colo. Columbia-Sumter, S.C. Columbus, Ga.-Ala. Columbus, Miss. Connecticut (statewide) Decatur, 111. Des Moines, Iowa Dothan, Ala. Duluth-Superior, Minn.-Wis. El Paso-Alamogordo-Las Cruces, Tex.-N. Mex. Eugene-Springfield-Medford, Oreg. Fayetteville, N.C. Fort Lauderdale-Hollywood and West Palm Beach-Boca Raton, Fla. Fort Smith, Ark.-Okla. Fort Wayne, Ind. F rederick-HagerstownChambersburg, Md.-Pa. Gadsden and Anniston, Ala. Goldsboro, N.C. Grand Island-Hastings, Nebr. Guam, Territory of Harrisburg-Lebanon, Pa. Knoxville, Tenn. La Crosse-Sparta, Wis. Laredo, Tex. La,s Vegas-Tonopah, Nev. Lexington-Fayette, Ky. Lima, Ohio Little Rock-North Little Rock, Ark. Logansport-Peru, Ind. Lorain-Elyria, Ohio Lower Eastern Shore, Md.-Va.-Del. Macon, Ga. Madison, Wis. Maine (statewide) Mansfield, Ohio McAllen-Pharr-Edinburg and Brownsville-Harlingen- San Benito, Tex. Meridian, Miss. ☆ U.S. Government Printing Office : 1982 - 361-265/373 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Middlesex, Monmouth, and Ocean Counties, N.J. Mobile-Pensacola-Panama City, Ala.Fla. Montana (statewide) Montgomery, Ala. Nashville-Davidson, Tenn. New Bern-Jacksonville, N.C. New Hampshire (statewide) North Dakota (statewide) Northern New York Northwest Texas Orlando, Fla. Oxnard-Simi Valley-Ventura, Calif. Peoria, 111. Phoenix, Ariz. Pine Bluff, Ark. Portsmouth-Chillicothe-Gallipolis, Ohio Pueblo, Colo. Puerto Rico Raleigh-Durham, N.C. Reno, Nev. Riverside-San Bernardino-Ontario, Calif. Salina, Kans. Salinas-Seaside-Monterey, Calif. Sandusky, Ohio Santa Barbara-Santa Maria-Lompoc, Calif. Savannah, Ga. Selma, Ala. Sherman-Denison, Tex. Shreveport, La. South Dakota (statewide) Southeastern Massachusetts Southern Idaho Southwest Virginia Spokane, Wash. Springfield, 111. Stockton, Calif. Tacoma, Wash. Tampa-St. Petersburg, Fla. Topeka, Kans. Tucson-Douglas, Ariz. Tulsa, Okla. Upper Peninsula, Mich. Vallejo-Fairfield-Napa, Calif. Vermont (statewide) Virgin Islands of the U.S. Waco and Killeen-Temple, Tex. Waterloo-Cedar Falls, Iowa West Virginia (statewide) Western and Northern Massachusetts Wichita Falls-Lawton-Altus, Tex.Okla. Wilmington, Del., N.J.-Md. Y akima-Richland-KennewickPendleton, Wash.-Oreg. ALSO A VAILABLE— An annual report on salaries for ac countants, auditors, public accountants, chief accountants, attorneys, job ana lysts, directors of personnel, buyers, chemists, engineers, engineering techni cians, drafters, computer operators, and clerical employees is available. Order as BLS Bulletin 2081, National Survey of Professional, Administrative, Technical and Clerical Pay, March 1980, S4.00 a copy, from any of the BLS regional sales offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D C. 20402. Area Wage Surveys A list of the latest bulletins available is presented below. Bulletins may be purchased from any of the BLS regional offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D. C. 20402. Make checks payable to Superin tendent of Documents. A directory of occupational wage surveys, covering the years 1974 through 1979, is available on request. Area Albany-Schenectady-Troy, N.Y., Sept. 1981....................................................... Anaheim-Santa Ana-Garden Grove, Calif., Oct. 1981'..................................... Atlanta, Ga., May 19811......................................................................................... Baltimore, Md., Aug. 1981'................................................................................... Billings, Mont., July 1981 ..................................................................................... Boston, Mass., Aug. 19811..................................................................................... Buffalo, N.Y., Oct. 19811 ..................................................................................... Chattanooga, Tenn.—Ga., Sept. 1981'............................................................... Chicago, 111., May 1980 ......................................................................................... Cincinnati, Ohio—Ky.—Ind., July 1981 ............................................................. Cleveland, Ohio, Sept. 1981'................................................................................. Columbus, Ohio, Oct. 1981' ................................................................................. Corpus Christi, Tex., July 1981 ............................................................................. Dallas—Fort Worth, Tex., Dec. 1980'............... Davenport—Rock Island—Moline, Iowa—111., Feb. 1981 ............................... Dayton, Ohio, Dec. 1980' ..................................................................................... Daytona Beach, Fla., Aug. 1981 ........................................................................... Denver—Boulder, Colo., Dec. 1980*................................................................... Detroit, Mich., Apr. 1981 ..................................................................................... Fresno, Calif., June 1981 ....................................................................................... Gainesville, Fla., Sept. 1981................................................................................... Gary—Hammond—East Chicago, Ind., Nov. 1981 ........................................... Green Bay, Wis., July 1981'................................................................................... Greensboro—Winston-Salem—High Point, N.C., Aug. 1981 .......................... Greenville—Spartanburg, S.C., June 1981 ......................................................... Hartford, Conn., Mar. 1981 ................................................................................. Houston, Tex., May. 1981 ..................................................................................... Huntsville, Ala., Feb. 1981 ................................................................................... Indianapolis, Ind., Oct. 1981' ................................................................................ Jackson, Miss., Jan. 1981 ..................................................................................... Jacksonville, Fla., Dec. 1981 ................................................................................. Kansas City, Mo.—Kans., Sept. 1981................................................................... Los Angeles—Long Beach, Calif., Oct. 1980 ..................................................... Louisville, Ky.—Ind., Nov. 1981 ......................................................................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Bulletin number and price* 3010-49 3010-57 3010-24 3010-39 3010-25 3010-48 3010-61 3010-42 3010-19 3010-30 3010-44 3010-54 3010-22 3000-67 3010- 7 3000-64 3010-38 3000-68 3010-12 3010-27 3010-45 3010-59 3010-26 301043 3010-23 3010-21 3010-14 3010- 5 3010-56 3010- 4 3010-63 301047 3000-63 3010-60 $2.50 $3.25 $3.25 $3.00 $2.25 $3.25 $3.25 $3.25 $2.75 $2.75 $3.25 $3.25 $2.25 $3.25 $2.25 $2.25 $2.25 $3.25 $2.75 $2.25 $2.50 $2.50 $2.75 $2.75 $2.25 $2.50 $2.75 $2.25 $4.25 $1.75 $2.50 $3.00 $2.25 $2.75 Area Memphis, Tenn.—Ark.—Miss., Nov. 1981 ................................................. . Miami, Fla., Oct. 1981' .......................................................................................... Milwaukee, Wis., May 1981'.......................... ........................................................ Minneapolis—St. Paul, Minn.—Wis., Jan.1981'.................................................. Nassau—Suffolk, N.Y., June 1981'...................................................................... Newark, N.J., Jan. 1981 ........................................................................................ New Orleans, La., Oct. 1981' ................................................................................ New York, N.Y.—N.J., May 1981' ...................................................................... Norfolk—Virginia Beach—Portsmouth, Va.—N.C., May 1981....................... Northeast Pennsylvania, Aug. 1981 ...................................................................... Oklahoma City, Okla., Aug. 1981 ........................................................................ Omaha, Nebr.—Iowa, Oct. 1981 .......................................................................... Paterson—Clifton—Passaic, N.J., June 1981 ...................................................... Philadelphia, Pa.—N.J., Nov. 1981 ...................................................................... Pittsburgh, Pa., Jan. 1981 ...................................................................................... Portland, Maine, Dec. 1980.................................................................................... Portland, Oreg.—Wash., June 1981 ...................................................................... Poughkeepsie, N.Y., June 1981........................ ..................................................... Poughkeepsie—Kingston—Newburgh, N.Y., June 1981 .................................... Providence—Warwick—Pawtucket, R.I.—Mass., June 1981 ............................ Richmond, Va., June 1981 .................................... ................................................ St. Louis, Mo.—111., Mar. 1981.............................................................................. Sacramento, Calif., Dec. 1980'.............................................................................. Saginaw, Mich., Nov. 1981 .................................................................................... Salt Lake City—Ogden, Utah, Nov. 19811............................................................ San Antonio, Tex., May 1981 ................................................................................ San Diego, Calif., Nov. 1980'................................................................................ San Francisco—Oakland, Calif., Mar. 1981' ...................................................... San Jose, Calif., Mar. 1981' .................................................................................. Seattle—Everett, Wash., Dec. 1980 ...................................................................... South Bend, Ind., Aug. 1981 .................................................................................. Toledo, Ohio—Mich., June 1981'.......................................................................... Trenton, N. J., Sept. 19811...................................................................................... Washington, D.C.—Md.—Va., Mar. 1981' .................... ................................... Wichita, Kans., Apr. 1981 ...................................................................................... Worcester, Mass., Apr. 1981 .................................................................................. York, Pa., Feb. 1981'.............................................................................................. Bulletin number and price* 3010-55 3010-53 3010-16 3010-1 3010-31 3010- 3 301046 3010-41 3010-17 301040 3010-37 3010-51 3010-35 3010-52 3010- 2 3000-61 3010-29 3010-28 3010-32 3010-36 3010-18 3010- 8 3000-70 3010-58 3010-62 3010-15 3000-71 3010-13 3010-10 3000-69 3010-33 3010-20 3010-50 3010-6 3010-11 3010-34 3010-9 * Prices are determined by the Government Printing Office and are subject to change. ' Data on establishment practices and supplementary wage provisions are also presented. $2,75 $3.25 $3.25 $3.75 $3.00 $2.25 $3.25 $3.25 $2.25 $2.25 $2.25 $2.50 $2.25 $3.00 $2.25 $1.75 $2.75 $2.25 $2.25 $2,50 $2.50 $2.75 $2.25 $2.50 $3.00 $2.25 $2.25 $3.00 $3.00 $1.75 $2.25 $2.75 $3.00 $3.00 $2.25 $2.25 $2.75 Postage and Fees Paid U.S. Department of Labor U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212 Third Class Bulk Rate U.S.MAIL Official Business Penalty for private use, $300 Permit No. G-59 Bureau of Labor Statistics Regional Offices Region I Region II Region III Region IV 1603 JFK Federal Building Government Center Boston, Mass 02203 Phone; 223-6761 (Area Code 617) Suite 3400 1515 Broadway New York. N Y 10036 Phone 944-3121 (Area Code 212) 3535 Market Street. PO Box 13309 Philadelphia. Pa. 19101 Phone 596-1154 (Area Code 215) Suite 540 1371 Peachtree St., N E Atlanta. 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