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DOCUMENT

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COLLECTION

AREA WAGE SURVEY
T h e Louisville, K e n t u c k y — Indiana, M e tro p o lita n A re a ,
N o v e m b e r 1971
C

Bulletin 1 7 2 5 - 2 9
U.S. DEPARTMENT OF LABOR

/ Bureau of Labor Statistics

Region I
1603-J F K Federal Building
Governm ent Center
Boston, Mass. 0 2 2 0 3

Region II

Region IV
S uite 5 4 0

4 0 6 Penn Square Building
13 17 F ilb ert S t.

1371 Peachtree S t. N E .

Phone: 9 7 1 -5 4 0 5 (Area Code 21 2)

Philadelphia, Pa. 19 107

A tla n ta , Ga. 3 0 3 0 9

Phone: 5 9 7 -7 7 9 6 (A rea Code 215)

Phone: 5 2 6 -5 4 1 8 (Area Code 404)

Phone: 2 2 3 -6 7 6 1 (Area Code 61 7)
Region V I
Region V
8th Floor, 3 0 0 South Wacker Drive
1 1 0 0 Commerce S t., Rm . 6B 7




Region III

341 N inth Ave., Rm. 1003
N ew Y o rk , N .Y . 10001

R e g io n s V Il and V I I I
Federal O ffice Building

Regions IX and X
4 5 0 Golden Gate Ave.

Dallas, T e x. 7 5 2 0 2

911 W alnut S t., 10th Floor

Box 3 6 0 1 7

Phone: 7 4 9 -3 5 1 6 (Area Code 21 4)

Kansas C ity , M o . 6 4 1 0 6

San Francisco, C alif. 9 4 1 0 2

Phone: 37 4-24 81 (Area Code 81 6)

Chicago, III. 6 0 6 0 6
Phone: 3 5 3 - 1 8 8 0 (Area Code 312)

Phone: 5 5 6 -4 6 7 8 (Area Code 415)

Regions V II and V I I I w ill be serviced by Kansas C ity .
Regions IX and X w ill be serviced by San Francisco.

AREA WAGE SURVEY

Bulletin 172 5-2 9
M a rc h 1 9 7 2

v
U.S. DEPARTM ENT OF LABOR, J. D. Hodgson, Secretary

BUREAU O LABOR STATISTICS, G
F
eoffrey H M
. oore, C m
om ission
er

T h e L o u is v ille , K e n tu c k y —In d ia n a , M e tro p o lita n A re a , N o v e m b e r 1971
CONTENTS
Page

1.
5.

Introduction
trends fo r s e le c te d occupational groups

Wg
ae

T a b le s :
4.
6.

1. E stablishm ents and w o rk e rs w ithin scope of su rvey and num ber studied
2. Indexes o f standard w e e k ly s a la rie s and s tra ig h t-tim e h ou rly earn in gs fo r s e le c te d occupational
groups, and percen ts o f in c re a s e fo r sele c te d p eriod s
A.

O ccupational earn in gs:
A - l . O ffic e occupations— en and wom en
m
A -2 . P r o fe s s io n a l and tech n ica l occupations— en and w om en
m
A -3 . O ffic e , p ro fe s s io n a l, and tech n ica l occupations— en and wom en com bined
m
A -4 . M aintenance and pow erplant occupations
A -5 . C ustodial and m a te r ia l m o vem en t occupations

B.

E stablishm ent p ra c tic e s and supplem entary w age p ro v is io n s :
B - l . M inim um entrance s a la rie s fo r wom en o ffic e w o r k e r s
B -2 . Shift d iffe re n tia ls
B -3. Scheduled w eek ly hours and days
B -4 . P a id h olidays
B -5 . P a id vacations
B -6 . Health, in su ran ce, and pension plans

7.
10.
11.
12.
13.

15.
16.
17.
18.
19.
22.
24.

Appendix.

Occupational d escrip tio n s




For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 20402 — Price 35 cents

Preface
The Bureau o f L a b o r S ta tistics p ro g ra m o f annual occu pa­
tion a l w age su rvey s in m e tro p o lita n a rea s is designed to p ro v id e data
on occu pation al e a rn in g s, and estab lish m en t p ra c tic e s and supple­
m en ta ry w age p r o v is io n s . It y ie ld s d eta iled data by s e le c te d indu stry
d iv is io n fo r each o f the a re a s studied, fo r geograp h ic reg io n s, and fo r
the United States. A m a jo r co n sid era tio n in the p ro g ra m is the need
fo r g r e a te r in sigh t into (1) the m ovem en t o f w ages by occupational
c a te g o ry and s k ill le v e l, and (2) the stru ctu re and le v e l o f w ages
am ong a re a s and in du stry d iv is io n s .
A t the end o f each su rvey , an in dividu al a re a bu lletin p r e ­
sents the re s u lts .
A ft e r com p letion o f a ll individual a re a bulletins
fo r a round o f su rv e y s , two su m m ary bu lletins a re issu ed . The fir s t
brin gs data fo r each o f the m e tro p o lita n a rea s studied into one bulletin.
The second p resen ts in fo rm a tio n w hich has been p ro je c te d fr o m in d i­
vidual m e tro p o lita n a re a data to r e la te to geograp h ic reg io n s and the
United States.
N in ety a re a s c u rre n tly a re included in the p ro g ra m . In each
a re a , in fo rm a tio n on occupational earnings is c o lle c te d annually and on
estab lish m en t p ra c tic e s and su pplem en tary w age p ro v is io n s b ien n ially.
T h is bu lletin p resen ts resu lts o f the su rvey in L o u is v ille ,
K y.—Ind., in N o v e m b e r 1971. The Standard M etro p o lita n S ta tistica l
A r e a , as d efin ed by the O ffic e o f M anagem ent and Budget (fo r m e r ly
the Bureau o f the Budget) through January 1968, con sists o f J e ffe rs o n
County, K y .; and C la rk and F lo y d C ounties, Ind. This study was con­
ducted by the B u reau 's re g io n a l o ffic e in A tlan ta, Ga., under the gen ­
e r a l d ire c tio n o f Donald M . C ru se, A s s is ta n t R eg io n a l D ir e c to r fo r
O p eration s.




N o te :
S im ila r re p o rts a re a va ila b le fo r oth er a re a s .
back c o v e r .)

(See in sid e

A cu rren t re p o rt on occupational earn in gs and supplem en­
ta r y w age p ro v is io n s in the L o u is v ille a re a is also a v a ila b le
fo r paints and va rn ish es (N o v e m b e r 1970).
Union w age ra te s ,
in d ica tive o f p re v a ilin g pay le v e ls , a re a v a ila b le fo r building
construction; p rin tin g; lo c a l-tr a n s it op era tin g e m p lo y ees; lo c a l
tru c k d riv e rs and h e lp e rs ; and g r o c e r y s to re em p lo y e e s .

In tro d u c tio n
Th is a rea is 1 o f 90 in which the U.S. D epartm ent o f L a b o r's
Bureau o f L a b o r S tatistics conducts su rveys o f occupational earnings
and re la te d b en efits on an a rea w id e b a s is .1 In this a re a , data w e re ob­
tained by p e rs o n a l v is its of Bureau fie ld econ om ists to re p re s e n ta tiv e
estab lish m en ts within s ix broad indu stry d iv is io n s : M anufacturing;
tra n sp o rta tio n , com m unication, and other public u tilitie s ; w h olesale
tra d e; r e ta il tra d e; fin an ce, in su ran ce, and re a l estate; and s e r v ic e s .
M a jo r in du stry groups excluded fro m these studies a re govern m en t
op eration s and the con stru ction and e x tra c tiv e in d u stries. E sta b lish ­
m ents having fe w e r than a p re s c rib e d number of w o rk e rs a re om itted
because th ey tend to fu rnish in su fficien t em ploym ent in the occupations
studied to w a rra n t in clu sion . Separate tabulations a re p ro vid ed fo r
each o f the broad in du stry d ivisio n s which m e e t publication c r it e r ia .
T h ese su rveys a re conducted on a sam ple basis because o f
the u n n ecessary cost in vo lved in su rveyin g a ll establish m en ts. To
obtain optim um a ccu ra cy at m inim um cost, a g r e a te r p ro p o rtio n o f
la r g e than o f sm a ll establish m en ts is studied. In com bining the data,
h o w e v e r, a ll establish m en ts a re given th e ir ap p rop ria te w eigh t. E s t i­
m ates based on the establishm ents studied a re presen ted , th e r e fo r e ,
as re la tin g to a ll establishm ents in the in du stry grouping and a re a ,
except fo r those b elow the m inim um s iz e studied.
Occupations and E arnings
The occupations sele c te d fo r study a re com m on to a v a r ie ty
o f m anufacturing and nonm anufacturing in d u stries, and a re of the
fo llo w in g typ es:
(1) O ffic e c le r ic a l; (2) p ro fe s s io n a l and tech n ical;
(3) m aintenance and pow erplant; and (4) cu stodial and m a te ria l m o v e ­
m ent. O ccupational c la s s ific a tio n is based on a u n iform set o f job
d escrip tio n s designed to take account o f in teresta b lish m en t v a ria tio n
in duties within the sam e job .
The occupations selected fo r study
a re lis te d and d esc rib e d in the appendix. U nless oth erw ise indicated,
the earnings data fo llo w in g the jo b title s a re fo r a ll in d u stries c o m ­
bined. E arn in gs data fo r som e of the occupations lis te d and d esc rib e d ,
o r fo r som e in du stry d ivisio n s w ithin occupations, a re not p resen ted
in the A - s e r ie s ta b le s , because e ith er (1) em ploym ent in the occu pa­
tion is too sm a ll to p ro v id e enough data to m e r it p resen tation , or
(2) th ere is p o s s ib ility o f d is c lo s u re o f in d ividu al establish m en t data.
E arn in gs data not shown s e p a ra te ly fo r in du stry d ivision s a re included
in a ll in d u stries com bined data, w h ere shown.
L ik e w is e , data are
included in the o v e r a ll c la s s ific a tio n when a su b cla ssifica tio n o f s e c ­
r e ta r ie s o r tru c k d riv e rs is not shown o r in fo rm a tio n to su b cla ssify
is not a v a ila b le .

O ccupational em ploym en t and earnings data are shown fo r
fu ll-tim e w o rk e rs , i.e ., those h ire d to w ork a re g u la r w eek ly schedule.
E arnings data exclude p rem iu m pay fo r o v e rtim e and fo r w ork on
w eekends, h olid a ys, and late sh ifts.
Nonproduction bonuses a re e x ­
cluded, but c o s t - o f- liv in g allow an ces and in cen tive earnings a re in ­
cluded. W here w eek ly hours a re rep o rted , as fo r o ffic e c le r ic a l occu ­
pations, r e fe r e n c e is to the standard w ork w eek (rounded to the n ea rest
h alf hour) fo r which em p loyees r e c e iv e th e ir re g u la r stra ig h t-tim e
s a la rie s (e x c lu s iv e o f pay fo r o v e rtim e at re g u la r and/or prem iu m
r a te s ).
A v e r a g e w e e k ly earnings fo r th ese occupations have been
rounded to the n e a re s t h alf d o lla r.

T h ese su rveys m ea su re the le v e l of occupational earnings in
an a re a at a p a rtic u la r tim e . C om p arison s o f individual occupational
a v e ra g e s o v e r tim e m ay not r e fle c t expected w age changes.
The
a v e ra g e s fo r individu al jobs a re a ffected by changes in w ages and
em ploym ent p attern s. F o r exam p le, p ro p ortion s o f w o rk e rs em ployed
by high- o r lo w -w a g e fir m s m ay change o r h igh -w age w o rk ers m ay
advance to b e tte r jobs and be rep la ced by new w o rk e rs at lo w e r ra tes.
Such shifts in em ploym ent could d e c re a s e an occupational a vera g e even
though m o st establish m en ts in an a rea in c re a s e w ages during the y e a r.
T ren d s in earn in gs o f occupational groups, shown in table 2, a re
b etter in d ica to rs o f w age trends than individu al jobs within the groups.

The a v e ra g e s p resen ted r e fle c t com p osite, a reaw id e e s t i­
m a tes.
In d u stries and establish m en ts d iffe r in pay le v e l and job
staffin g and, thus, contribute d iffe r e n tly to the estim a tes fo r each job.
The pay rela tion sh ip obtainable fro m the a v e ra g e s m ay fa il to r e fle c t
a c c u ra te ly the w age spread o r d iffe r e n tia l m aintained among jobs in
individual estab lish m en ts. S im ila rly , d iffe re n c e s in a v e ra g e pay le v e ls
fo r m en and w om en in any o f the sele c te d occupations should not be
assum ed to r e fle c t d iffe re n c e s in pay treatm en t of the sexes within
individual estab lish m en ts.
O ther p o ssib le fa c to rs which m ay con ­
trib u te to d iffe re n c e s in pay fo r m en and wom en include: D iffe re n c e s
in p ro g r e s s io n within estab lish ed rate ran ges, since only the actual
ra tes paid incum bents a re c o lle c te d ; and d iffe re n c e s in s p e c ific duties
p e rfo rm e d , although the w o rk e rs a re c la s s ifie d a p p ro p ria tely within
the sam e su rvey jo b d e scrip tio n . Job d escrip tio n s used in c la s s ify in g
em p loyees in th ese su rveys a re u su ally m o re g e n e ra liz e d than those
used in in dividu al establish m en ts and allow fo r m in o r d iffe re n c e s
among establish m en ts in the s p e c ific duties p e rfo rm e d .
O ccupational em ploym en t estim a tes rep resen t the total in a ll

1
Included in the 90 areas are four studies conducted under contract with die New York State
establishm ents within the scope o f the study and not the number actu­
Department of Labor. These areas are Binghamton (New York portion only); Rochester (office occupa­
a lly su rveyed . B ecau se o f d iffe re n c e s in occupational structure am ong
tions only); Syracuse; and Utica—Rome. In addition, the Bureau conducts more lim ited area studies
estab lish m en ts, the estim a tes o f occupational em ploym ent obtained
in 65 areas at the request o f the Employment Standards Administration of the U. S. Department of Labor.




2
fro m the sam ple o f estab lish m en ts studied s e rv e only to in dicate
the r e la tiv e im p o rta n ce o f the jo b s studied.
Th ese d iffe re n c e s in
occupational stru ctu re do not a ffe c t m a te r ia lly the a ccu ra cy o f the
earn in gs data.
E stablish m en t P r a c tic e s and S upplem entary W age P ro v is io n s
In fo rm a tio n is p resen ted (in the B - s e r ie s ta b les) on s elected
establish m en t p ra c tic e s and su pplem en tary w age p ro v is io n s as they
re la te to plant- and o ffic e w o r k e r s .
Data fo r industry d iv is io n s not
p resen ted s e p a ra te ly a re included in the es tim a te s fo r " a ll in d u s trie s ."
A d m in is tra tiv e , e x e c u tiv e , and p r o fe s s io n a l em p lo yees, and co n stru c­
tion w o rk e rs who a re u tiliz e d as a sep arate w ork fo r c e a re excluded.
"P la n tw o r k e r s " include w orkin g fo re m e n and a ll n o n su p ervisory w o rk ­
e rs (including leadm en and tra in e e s ) engaged in non office functions.
" O ffic e w o r k e r s " include w o r k i n g s u p e rv is o rs and n o n su p erviso ry
w o rk e rs p e rfo rm in g c le r ic a l o r re la te d functions. C a fe te r ia w o rk e rs
and routem en a re excluded in m an u factu rin g in d u stries, but included
in nonm anufacturing in d u stries.
M inim um entrance s a la r ie s fo r w om en o ffic e w o r k e r s (table
B - l ) re la te only to the estab lish m en ts v is ite d . B ecau se o f the optim um
sam pling techniques used, and the p ro b a b ility that la r g e e s ta b lis h ­
m ents a re m o r e lik e ly to have fo r m a l entrance ra tes fo r w o rk e rs
above the s u b c le ric a l le v e l than s m a ll estab lish m en ts, the tab le is
m o r e - r e p r e s e n ta tiv e o f p o lic ie s in m ediu m and la r g e estab lish m en ts.
Shift d iffe r e n tia l data (ta b le B -2 ) a re lim ite d to p lan tw ork ers
in m anufacturing in d u s trie s .
T h is in fo rm a tio n is p resen ted both in
te rm s o f (1) estab lish m en t p o lic y , 2 p resen ted in te rm s o f to ta l plantw o rk e r em p loym en t, and (2) e ffe c tiv e p ra c tic e , presen ted in te rm s
o f w o rk e rs a ctu a lly em p loyed on the s p e c ifie d shift at the tim e o f the
su rv e y .
In estab lish m en ts having v a r ie d d iffe r e n tia ls , the amount
applying to a m a jo r ity was used o r , i f no amount applied to a m a jo r ity ,
the c la s s ific a tio n " o th e r " was used. In establish m en ts in which som e
la te -s h ift hours a re paid at n orm a l ra te s , a d iffe re n tia l was re c o rd e d
only i f it applied to a m a jo r ity o f the shift hours.
The scheduled w e e k ly hours and days (table B -3 ) o f a m a ­
jo r it y o f the fir s t - s h ift w o rk e rs in an estab lish m en t a re tabulated as
applying to a ll o f the plant- o r o ffic e w o r k e r s of that establish m en t.
Scheduled w e e k ly hours and days a re those which a m a jo r ity o f fu ll­
tim e e m p lo y ees w e re exp ected to w ork, w hether they w e re paid fo r at
s tra ig h t-tim e o r o v e r tim e ra te s .
P a id h olid a ys; paid vacation s; and health, in su ran ce, and pen ­
sion plans (tab les B -4 through B -6 ) a re tre a te d s ta tis tic a lly on the
basis that th ese a re a p p lica b le to a ll plan t- o r o ffic e w o r k e r s i f a

m a jo r ity o f such w o rk e rs a re e lig ib le or m a y even tu ally q u alify fo r
the p ra c tic e s lis te d . Sums o f in d ividu al item s in ta b les B -2 through
B -6 m ay not equal to ta ls b ecau se o f rounding.
Data on paid h olid ays (tab le B -4 ) a re lim ite d to data on h o li­
days granted annually on a fo r m a l b asis; i.e ., (1) a re p rovid ed fo r in
w ritte n fo rm , o r (2) have been esta b lish ed by custom . H olidays o r d i­
n a r ily granted a re included even though they m ay fa ll on a nonworkday
and the w o rk e r is not gran ted another day o ff. The f ir s t part of the
paid h olidays table p resen ts the num ber o f whole and h a lf h olidays
actu ally granted.
The second p a rt com bin es whole and h alf holidays
to show total h olid ay t im e .
The su m m ary o f va ca tio n plans (table B -5 ) is lim ite d to a
s ta tis tic a l m e a s u re o f va ca tio n p r o v is io n s .
It is not intended as a
m e a s u re o f the p ro p o rtio n o f w o r k e r s actu ally r e c e iv in g s p e c ific b en e­
fits .
P r o v is io n s o f an estab lish m en t fo r a ll lengths o f s e r v ic e w e re
tabulated as applying to a ll plan t- o r o ffic e w o r k e r s o f the e s ta b lis h ­
m en t, r e g a r d le s s o f length o f s e r v ic e .
P r o v is io n s fo r paym ent on
oth er than a tim e b asis w e r e c o n verted to a tim e b asis; fo r exam p le,
a paym ent o f 2 p ercen t o f annual earn in gs was c o n sid ered as the eq u iv­
alent o f 1 w e e k 's pay. Only b a s ic plans a re included. E stim a tes e x ­
clude va ca tion bonus and v a c a tio n -s a v in g s plans and those which o ffe r
"e x te n d e d " o r "s a b b a tic a l" b en efits beyond b a sic plans with qu alifyin g
lengths o f s e r v ic e . Such exclu sion s a re ty p ic a l in the s te e l, aluminum,
and can in d u stries.
Data on health, in su ran ce, and pension plans (table B -6 ) in ­
clude those plans fo r which the e m p lo y e r pays at le a s t a p art o f the
cost. Such plans include those u n d erw ritten by a c o m m e r c ia l insurance
com pany and th ose p ro v id e d through a union fund o r paid d ir e c tly by
the e m p lo y e r out o f cu rren t o p era tin g funds o r fr o m a fund set aside
fo r this pu rpose. An estab lish m en t was c o n s id e re d to have a plan i f
the m a jo r ity o f e m p lo y ees was e lig ib le to be c o v e re d under the plan,
even i f le s s than a m a jo r ity e le c te d to p a rtic ip a te because em p loyees
w e re re q u ire d to contribu te to w a rd the cost o f the plan. L e g a lly r e ­
qu ired plans, such as w o rk m en 's com pensation, s o c ia l secu rity , and
r a ilro a d re tir e m e n t w e r e excluded.
Sickness and acciden t in su ran ce is lim ite d to that type o f in ­
surance under which p re d e te rm in e d cash paym ents a re m ade d ir e c tly
to the in su red during te m p o ra ry illn e s s o r acciden t d is a b ility . In fo r ­
m ation is p resen ted fo r a ll such plans to which the e m p lo y e r c o n trib ­
utes.
H o w e v e r, in N ew Y o rk and N ew J e r s e y , which have enacted
te m p o ra ry d is a b ility in su ran ce law s which r e q u ire em p lo y e r con trib u ­
tion s, 3 plans a re included only i f the e m p lo y e r (1) contributes m o r e
than is le g a lly re q u ire d , o r (2) p ro v id e s the em p lo yee with ben efits
which ex c e e d the req u irem en ts o f the law .
Tabulations o f paid sick

2
An establishment was considered as having a policy if it met either of the following condi­
tions: (1) Operated late shifts at the time of the survey, or (2) had formal provisions covering late
3
shifts. An establishment was considered as having formal provisions if it (1) had operated late shifts
contributions.
during the 12 months prior to the survey, or (2 ) had provisions in written form for operating late shifts.




The temporary disability laws in California and Rhode Island do not require employer

3
le a v e plans a re lim ite d to fo rm a l plans 4 which p ro v id e fu ll pay o r a
p ro p o rtio n o f the w o r k e r 's pay during absence fro m w o rk because of
illn e s s .
Separate tabulations a re p resen ted a ccord in g to (1) plans
which p ro v id e fu ll pay and no w aitin g p e rio d , and (2) plans which p r o ­
vid e e ith e r p a rtia l pay o r a w aitin g p e rio d . In addition to the p re s e n ­
tation o f the p rop ortion s o f w o rk e rs who a re p ro vid ed sickn ess and
acciden t insurance o r paid sick le a v e , an unduplicated total is shown
o f w o rk e rs who r e c e iv e e ith er o r both types o f b en efits.

the d is a b ility , a m axim u m age, o r e lig ib ilit y fo r re tire m e n t b en efits.
Paym en ts m ay be at fu ll o r p a rtia l pay but a re alm ost alw ays r e ­
duced by so c ia l s e c u rity , w o rk m e n 's com pensation, and p riv a te pension
b en efits payable to the d isa b led em p lo yee.

M a jo r m e d ic a l in su ran ce includes those plans which a re d e ­
signed to p ro te c t em p lo yees in case o f sickness and in ju ry in volvin g
expenses beyond the c o v e ra g e o f b asic h osp italization , m ed ica l, and
s u rg ic a l plans. M e d ic a l insurance r e fe r s to plans p rovid in g fo r c o m ­
p le te or p a rtia l paym ent o f d o c to rs ' fe e s .
Dental insurance usually
L o n g -te r m d is a b ility plans p ro v id e paym ents to to ta lly d is ­
c o v e r s fillin g s , e x tra ctio n s, and X - r a y s .
E xcluded a re plans which
abled em p loyees upon the exp ira tio n o f th e ir paid sick le a v e and/or
c o v e r only o r a l s u rg e ry o r accident dam age.
Plans m ay be under­
sickness and accident in su ran ce, o r a fte r a p re d e te rm in e d p e rio d of
w ritte n by c o m m e ric a l insurance com panies o r non profit organ ization s
d is a b ility (ty p ic a lly 6 m onths).
Paym en ts a re m ade until the end o f
o r they m ay be paid fo r by the e m p lo y e r out o f a fund set aside fo r
4
An establishment was considered as having a formal plan if it established at least the mini­ this pu rpose. Tabulations o f re tire m e n t pension plans a re lim ite d to
those plans that p ro v id e re g u la r paym ents fo r the rem a in d er o f the
mum number of days of sick leave available to each employee. Such a plan need not be written,
w o r k e r 's life .
but informal sick leave allowances, determined on an individual basis, were excluded.




4

T a b le 1.

E s ta b lis h m e n ts an d w o rk e rs w ith in s c o p e o f s u rv e y an d n u m b e r s tu d ie d in L o u is v ille , K y .—ln d .,1 b y m a jo r in d u s try d i v is io n /N o v e m b e r 19 71
Number of establishments

Industry division

Minimum
employment
in establish­
ments in scope
o f study

W orkers in establishments
Within scope of study

Within scope
of study3

Studied

T o ta l4

Studied

Plant
Number

O ffice

Percent

T o ta l4

A ll divisions-----------------------------------------

_

612

133

169,998

100

117,828

23, 927

106,735

Manufacturing___________________________________
Nonmanufacturing---------------------------------------Transportation, communication, and
other public u tilities 5_____________________
Wholesale tra d e _____________________________
Retail trade__________________________________
Finance, insurance, and real esta te_______
Services 8----------------------------------------------

50
-

223
389

53
80

100,813
69, 185

59
41

77,315
40,513

9,278
14,649

72,261
34,474

50
50
50
50
50

56
69
143
56
65

18
11
19
14
18

17,884
8, 152
26,191
9, 554
7,404

11
5
15
6
4

10,167

(M

3, 040
(‘ )

(6)
n
( 6)

(‘ )
(6)

0

13,581
3,457
9,294
5, 134
3, 008

1 The L ou isville Standard Metropolitan Statistical A rea, as defined by the O ffice of Management and Budget (fo rm e rly the Bureau of the Budget) through January 1968, consists of Jefferson
County, Ky.; and C lark and Floyd Counties, Ind. The "w orkers within scope of study" estim ates shown in this table provide a reasonably accurate description o f the size and composition o f the
labor fo rc e included in the survey. The estim ates are not intended, however, to serve as a basis o f comparison with other employment indexes fo r the area to m easure employment trends or
levels since (1) planning o f wage surveys requires the use o f establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded from
the scope o f the survey.
2 The 1967 edition of the Standard Industrial C lassification Manual was used in classifying establishments by industry division.
3 Includes all establishments with total employment at or above the minimum lim itation. A ll outlets (within the area) of companies in such industries as trade, finance, auto repair service,
and motion picture theaters are considered as 1 establishment.
4 Includes executive, professional, and other w orkers excluded from the separate plant and office categories.
5 Abbreviated to "public u tilities " in the A - and B -se rie s tables. Taxicabs and services incidental to water transportation w ere excluded.
6 This industry division is represented in estim ates fo r "a ll industries" and "nonmanufacturing" in the Series A tables, and fo r "all industries" in the Series B tables. Separate presentation
of data fo r this division is not made fo r one o r m ore of the following reasons: (1) Employment in the division is too sm all to provide enough data to m erit separate study, (2) the sample was not
designed initially to perm it separate presentation, (3) response was insufficient or inadequate to perm it separate
presentation,
and (4) there is
possibility of disclosure of individualestablishment
7 Workers from this entire industry division are represented in estimates fo r "a ll industries" and "nonmanufacturing"
in the Series A
tables, but from the real estate portion only in estimate
fo r "a ll industries" in the Series B tables. Separate presentation of data fo r this division is not made for one or m ore o f the reasons given in footnote 6 above.
8 Hotels and m otels; laundries and other personal services; business services; automobile repair, rental, and parking;
motion pictures; nonprofit m em bership organizations (excluding religious
and charitable organizations); and engineering and architectural services.




A lm ost two-thirds of the workers within scope of survey in the Lou isville area were
employed in manufacturing firm s. The following presents the m ajor industry groups and
sp ecific industries as a percent of all manufacturing:
Industry groups

Specific industries

E le ctrica l equipment and
supplies_______________________ 20
Food and kindred products------ 11
Tobacco manufactures------------ 10
Chemicals and allied
products.._____________________ 9
Fabricated m etal products------ 8
Machinery, except e le ctrica l... 8
Transportation equipment_____ 7
Printing and publishing________ 6
Ordnance and accessories_____ 5

Household appliances__________ 20
C igarettes______________________ 10
Motor vehicles and
equipment_____________________ 6
Beverages______________________ 5
Ordnance_______________________ 5

This information is based on estim ates of total employment derived from universe
m aterials compiled p rior to actual survey. Proportions in various industry divisions may
d iffer from proportions based on the results of the survey as shown in table 1 above.

W a g e T re n d s fo r S e le c te d O c c u p a tio n a l G ro u p s
shows the p ercen ta ge change. The index is the product o f m u ltiplyin g
the base y e a r r e la tiv e (100) by the r e la tiv e fo r the next succeeding
y e a r and continuing to m u ltip ly (compound) each y e a r 's re la tiv e by the
p revio u s y e a r 's index.

P r e s e n te d in table 2 a re indexes and p ercen ta g es o f change
in a v e ra g e s a la rie s o f o ffic e c le r ic a l w o rk e rs and in d u stria l n u rses,
and in a v e ra g e earnings o f s e le c te d p la n tw ork er groups. The indexes
a re a m easu re of w ages at a given tim e , ex p re s s e d as a p ercen t of
w ages during the base p erio d . Subtracting 100 fro m the index y ield s
the p ercen ta ge change in w ages fro m the base p e rio d to the date of
the index.
The p ercen ta ges o f change o r in c re a s e re la te to wage
changes betw een the in dicated dates. Annual rates of in c re a s e , w h ere
shown, r e fle c t the amount o f in c re a s e fo r 12 months when the tim e
p e rio d betw een su rveys w as other than 12 months. T h ese com putations
w e re based on the assum ption that w ages in c re a s e d at a constant rate
betw een su rveys. T h ese estim a tes a re m ea su res of change in a v e r ­
ages fo r the a re a ; they a re not intended to m ea su re a v e ra g e pay
changes in the establish m en ts in the area .

F o r o ffic e c le r ic a l w o rk e rs and in d u strial n u rses, the w age
trends re la te to re g u la r w e e k ly s a la rie s fo r the n orm al w orkw eek,
ex c lu s iv e o f earnings fo r o v e rtim e .
F o r p lan tw ork er groups, they
m ea su re changes in a v e ra g e s tra ig h t-tim e h ou rly earn in gs, excluding
p rem iu m pay fo r o v e rtim e and fo r w o rk on weekends, holidays, and
late shifts. The p ercen ta ges a re based on data fo r selected key o ccu ­
pations and include m ost o f the n u m e ric a lly im portant jobs within
each group.
L im ita tio n s o f Data

M ethod o f Computing
The indexes and p ercen ta ges o f change, as m easu res of
change in a re a a v e ra g e s , a re influenced by:
(1) g en era l sa la ry and
w age changes, (2) m e r it or other in c re a s e s in pay r e c e iv e d by in d i­
vidu al w o rk e rs w h ile in the sam e job , and (3) changes in a v e ra g e
w ages due to changes in the la b o r fo r c e resu ltin g fro m labor tu rn ­
o v e r , fo r c e expansions, fo r c e reductions, and changes in the p r o p o r ­
tions o f w o rk e rs em p loyed by establishm ents with d iffe re n t pay le v e ls .
Changes in the la b o r fo r c e can cause in c re a s e s o r d ec re a s e s in the
occupational a v e ra g e s without actual w age changes. It is con ceivab le
that even though a ll establish m en ts in an a rea gave w age in c re a s e s ,
a v e ra g e w ages m ay have d eclin ed because lo w e r-p a y in g establishm ents
en tered the a re a o r expanded th e ir w ork fo r c e s .
S im ila rly , w ages
m ay have rem ain ed r e la t iv e ly constant, yet the a v e ra g e s fo r an a rea
m ay have ris e n c o n sid era b ly becau se h ig h er-p a yin g establishm ents
en tered the area .

E ach o f the fo llo w in g k e y occupations w ithin an occupational
group was assign ed a constant w eigh t based on its p rop ortion a te e m ­
ploym ent in the occupational group:
Office clerical (men and women): Office clerical (men and women)— Skilled maintenance (men):
Continued
Carpenters
Bookkeeping-machine
Electricians
operators, class B
Secretaries
Machinists
Clerks, accounting, classes
Stenographers, general
Mechanics
Stenographers, senior
A and B
Mechanics (automotive)
Switchboard operators, classes
Clerks, file, classes
Painters
A , B, and C
A and B
Pipefitters
Tabulating-machine operators,
Clerks, order
Tool and die makers
Clerks, payroll
class B
Comptometer operators
Typists, classes A and B
Unskilled plant (men):
Keypunch operators, classes
A and B
Janitors, porters, and
Industrial nurses (men and
Messengers (office boys or
cleaners
women):
Laborers, material handling
girls)
Nurses, industrial (registered)

Th e use o f constant em ploym en t w eights elim in ates the e ffe c t
o f changes in the p ro p o rtio n o f w o rk e rs rep resen ted in each job in ­
cluded in the data.
The p ercen ta g es o f change r e fle c t only changes
in a v e ra g e pay fo r s tra ig h t-tim e hours.
T h ey a re not influenced by
changes in standard w o rk schedu les, as such, o r by prem iu m pay
fo r o v e rtim e . W h ere n e c e s s a ry , data w e r e adjusted to re m o v e fro m
the indexes and p ercen ta g es o f change any sign ifican t e ffe c t caused
by changes in the scope o f the su rvey.

The a v e ra g e (m ean) earnings fo r each occupation w e re m u lti­
p lied by the occupational w eigh t, and the products fo r a ll occupations
in the group w e r e totaled.
The a g g re g a te s fo r 2 con secu tive y e a rs
w e r e re la te d by d ividin g the a g g re g a te fo r the la te r y e a r by the a g g r e ­
gate fo r the e a r lie r y e a r.
The resu ltant r e la tiv e , le s s 100 p ercen t,




5




T a b le 2 .
In d e x e s o f s ta n d a rd w e e k ly s a la rie s an d s tra ig h t-tim e h o u rly e a rn in g s fo r s e le c te d o c c u p a tio n a l g ro u p s
in L o u is v ille , K y .—Ind., N o v e m b e r 1 9 7 0 an d N o v e m b e r 1 9 7 1 , an d p e rc e n ts o f in c re a s e fo r s e le c te d p e rio d s
A ll industries
P eriod

O ffice
clerica l
(men and
women)

Industrial
nurses
(men and
women)

Manufacturing

Skilled
maintenance
trades
(men)

Unskilled
plant
w orkers
(men)

O ffice
c le rica l
(men and
women)

Industrial
nurses
(men and
women)

Skilled
maintenance
trades
(men)

Unskilled
plant
wo rkers
(men)

Indexes (February 1967=100)
Novem ber 1970------------------------------------------N ovem ber 1971__________________________________

120. 6
126. 8

127. 7
141. 7

122. 9
133. 7

125. 4
133. 3

119. 1
127. 2

127. 2
142. 1

122. 2
133. 3

125. 1
132.9

Percents o f increase
February 1961 to February 1962_______________
February 1962 to February 1963------------------February 1963 to February 1964_______________
February 1964 to February 1965------------------February 1965 to February 1966------------------February 1966 to February 1967------------------February 1967 to February 1968------------------February 1968 to Novem ber 1968:
9-month in c re a s e-----------------------------------Annual rate of increase — ---------------------

2.9
3.4
3. 1
3. 6
3. 1
5. 5
3.6

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

2.9
3. 1
2. 6
1.4
3.0
4. 6
4. 7

3. 5
1. 4
3. 6
3.6
1. 7
2. 5
6. 1

3. 7
1.9
3. 1
4. 3
2. 8
4. 0
4.4

2. 1
2. 5
3.9
0
4. 3
4. 6
8. 8

2. 7
3. 1
2.4
.9
2.9
4. 8
4. 5

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

3. 7
5. 0

4. 0
5. 4

5. 2
7. 0

5. 0
6. 7

3. 0
4. 0

4. 4
5.9

5.4
7. 3

5. 6
7. 5

Novem ber 1968 to Novem ber 1969----------------N ovem ber 1969 to N ovem ber 1970----------------Novem ber 1970 to N ovem ber 1971-----------------

5. 8
6. 2
5. 1

3.9
8. 6
11. 0

4. 8
6. 5
8. 8

4. 2
8. 0
6. 3

4. 1
6. 4
6. 8

3. 5
8. 2
11. 7

5. 0
5. 7
9. 1

3.9
7. 6
6. 2

7

A.

O c c u p a t i o n a l e a r ni n g s

T a b le A -1.

O ffic e o c c u p a tio n s —m en and w o m e n

(A v e r a g e s tr a ig h t-tim e w e e k ly hou rs and ea rn in gs fo r s e le c te d occu pation s studied on an a r e a b a s is by in d u stry d iv is io n , L o u is v ille ,
Weekly earnings 1
(stan dard)

Sex, occupation, and industry division

Number of worke rs receiving straight-time weekly earning s of—
%

Number
of
woikere

M edian2

Middle range2

(standard)

*

%

$

%

t

*

*

%

$

*

*

65

70

75

80

85

90

95

100

105

n o

115

120

130

1*0

150

160

170

180

i —
i — •
190 2 0 0

70

75

80

85

90

95

100

105

110

11 5

120

130

1*0

150

160

170

180

190

200 over

1
1

60

Average
weekly
M ean2

K y .— d., N o v e m b e r 1971)
In

1

12

13

*1

16

21

20

8

35
25
40

23

12

48

$

$

*

$

*

%

s

and
under
65

and

HEN
$

2*8

CLERKS. ACCOUNTING, CLASS A

lo Z

$

$

$

1 6 6 .0 0 1 3 9 . 0 0 *0.0
* 0 .0 17 1.0 0 169.50 1 6 1 . 0 0 *0.0 155.50 157.0 0 1 3 6 .0 0 -

17 7.5 0
18 7 . 0 0
17 5.50

51
*5

3 "0
* 0 . 0 136 30
* 0 . 0 1 * 1 . 0 0 1 2 5 .0 0 1 1 7 . 5 0 - 1 6 9 . 0 0

CLERKS, ORDER 56

1

*0.0 137.50 1*3.00 11 3.0 0 -1*9 .0 0

CLERKS. ACCOUNTING. CLASS
NONMANUF AC TURING

91.50

88. 50

30 '
39.0

T ~ * '0

88.00

10 1.50

110.50

19

1

2*

15

25

3*

1

1

20

12

18

22

1

1

8 1.0 0 -119 .5 0

10 2. 00
33*0 1 0 9. 00 10 A.0 0
*0.0
97 .50
95 .0 0

5

10

;

24

8 0. 00 - 93 . 5 0

*0.0

92

2

8 0 . 5 0 - 93 . 5 0

93.00 -135.5 0
8*.50 -10 6.00

ju tsi

NONMANUFACTURING

2

-

W EN
OM
BILLERS. MACHINE (BILLING
8

■

1

■

BOOKKEEPING-MACHINE OPERATORS,
7.:

50
17*
17 6

n onman uf a ct ur in g

*0.0

CLA^j

1 3 * . 0 0 12 61 50 1 1 3 . 5 0 - 1 5 9 . 0 0
119.0 0

CLASS A

CLERKS, FI LE,

CLASS

9 5. 0 0

95.0 0 -11 5 .0 0
78 .5 0 -10 7.0 0

* 0 . 0 10 8 . 5 0

93.50

91.0 0 -11*.5 0

o o * nn

CLERKS, FI LE,

59

9 5. 0 0

J O .O

„

r„

93.50
10 0 . 5 0
*0.0
8 7 .5 0

9 2 .0 0
9*.50
91.50

11^
rir
m

W o r k e r s w e r e d istrib u ted as fo llo w s :




18

33

13
30

31

22
3*

n o
*5

65

52
21
31

1

1
1

1
30

*5

25
20

26
26

10

_____

30 5 1 2 * . 5 0 1 2 3 . 0 0 1 0 0 . 5 0 - 1 3 9 . 5 0
*0.0 12 1.5 0 130.50 10 2.00 -139.00
95.00-181.00
3 9. 0 1 2 7 . 5 0 1 1 9 . 0 0

65
58

32
16

10
10

32

1*

15
38

17
20

2

29

*

7I

27

14

25

-

23

8
1*
10

12
21

1

1

2

_

1

*

11 5

*

15
29

70
39
31

22

zZ
£ *

See footnotes at end of tables.

27

209

CLERKS, FI LE, CLASS c
NONMANUFACTURING

8

9'*00

_

_ 10 5 . 0 0 102100

17
17

10

00 "0
219
*32

20
16

10

CLASS A

NONMANUFACTURING

20
17

13
13

3 9. 0 1 1 3 . 5 0
39.0 11 2 .5 0

110.00
9 9 .0 0

39

16

8 6 . 5 0 - 95.0 0
8 6 .0 0 10 9. 00
8 7 .0 0 - 93 . 5 0

77 .0 0 -1 5 9 .5 0
75.50 -165.50

12 at $ 200 to $ 2 1 0 ; and 2 at $210 to $ 220.

18
17

2*
2*

17
1

16
12

10

_

27
12
15

_

93
18
75

13
12

1*

11

1

10
8
8

17
17

10
10

22
12
10

8

12

51

1

1
1

5

1
1

20

1

1
t2

1

8
T a b le A-1.

O ffic e o c c u p a t io n s — men and w o m e n -----Continued

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Louisville, K y —
Ind., November 1971)
Weekly e r i g *
anns
( t nd r )
sa a d

Sex, occupation, and industry division

Number
o
f
wres
okr

»
weekly
h u s1
or
(tnad
sadr)

Mean 2

Median2

Middle range2

65

70

75

N u m b e r of workers receiving straight-time we ekly earnings of—
S
f
*
i
s
$
$
(
%
t
i
$
t
t
1 ----1 --80
90
85
95
100
105
110 115
120 130 1*0
160 170 180 190 200
150

70

75

80

85

90

95

100

105

110

115

120

139

“
-

5
5

29
5
2*

39
2
37

37
*
33

79
16
63

35
2
33

16
5
11

18
10
8

22
13
9

12
8
*

2
1
1

*
*
-

3
3
-

S

60
and
under
65

S

S

$

and
1*0 . 150

160

wo

180

190

200

W EN - CONTINUED
OM
KEYPUNCH OPERATORS, CLASS A ----------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

3*6
73
273

$
$
$
$
39.5 115.00 10*.00 97.00-121.50
39.5 117.00 116.50 102.50-129.00
39.5 11*.50 103.00 95.50-115.00

-

KEYPUNCH OPERATORS, CLASS B -----------MANUFACTURING------------------------------NONMANUFACTURING --------------------------

502
200
302

98.00
39.5 101.00
39.5 111.50 115.50
39.5 9*.00
92.50

86.50-115.50
97.00-120.00
81.00-101.50

MESSENGERS IOFFICE CIRLSI --------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

73
25
*a

38.0
39.0
37.5

83.50
92.00
79.00

SECRETARIES ---------------------------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC UTILI TI ES ----------------------

1, *19
8*5
57*
120

39.0
39.5
38.5
39.5

130.00
137.00
119.50
158.00

SECRETARIES, CLASS A -------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

-

27

15

2

1

27

15

2

i

11
2
9

*
*

2
2
*

*

*

-

-

-

-

-

-

186
156
30
22

75
50
25
21

8*
61
23
20

56
30
26
23

*5
32
13
10

15
12
3
3

16
16
*

18
16
2

7
3
*

10
8
2

2
2
-

8
5
3

9
5
*

1
1

1
1
-

20
3
17

27
12
15

18
15
3

23
16
7

3*
32
2

15
9
6

22
22
-

1
1

5
5

25
11
l*
1

70
33
37
3

56
**
12
10

130
120
10
10

29
20
9
9

29
17
12
11

1*
8
6
6

9
3
6
5

12
12
-

10
10
-

39
17
22

21
18
3

*2
36
6

130
122
8

26
16
10

13
6

16

7

9

19
8
11

3
3

1
1

*

*5
30
15
8

*3
23
20
*

62
58
*
*

17
13
*
2

*2
9
33
30

3
2
1
1

20
13
13

16
16
16

5
5
5

2
2
2

-

-

21
1*
7

*5
9
36

16
12
*

3*
23
11

5*
33
21

52
22
30

12
9
3

30
26
*

19
6
13

16
7
9

6
*
2

1
1

-

6
6

5
1
*

3
1

*
*
*

12
9
3

3
1

*

*

-

2

1
1

.
-

“

1
1

*

“

*3
12
31

39
9
30

38
22
16

7
6
1

8
8

10
6
*

17
6
11

5

2

5

2

3
3

_
-

-

_
-

_
-

-

2

*
3

5

-

•

1
1

16
3

1

•

1

*

1
1

1
1

*
*

2
2

“

“

3
3

2
2

18
18

*9
*
*5

*1
7
3*

*6
15
31

51
13
38

73
29
**

*1
5
36

23
9
1*

2*
12
12

61
59
2

31
28
3

13
2
11

6
6
“

3
3
“

69.00- 9*.50
82.50- 99.50
66.00- 92.00

10
10

10
10

5
3
2

6
3
3

5

17
8
9

9
*
5

3
2
1

1
1

-

1
1

-

1
1

-

5

5
2
3

130.00 107.50-1*7.50
13*.00 120.50-1*9.50
113.00 99.50-13*.00
159.00 1**.00-172.50

1
1

1
1

2
2

7
7

12
1
11

31
12
19

68
21
*7

115
55
60

62
27
35

113
35
78

69
21
*8

70
35
35
2

15*
81
73
3

237
200
37
16

90
55
35

39.5 1*2.00 138.00 126.50-159.50
*0.0 1*3.50 139.00 129.00-160.00
38.5 1*0.00 129.50 126.00-160.00

-

-

-

-

-

-

-

*
*

*
*

5
•
5

1
1

-

20
7
13

SECRETARIES, CLASS B --------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

273
1*7
126

39.0 135.50 132.00 109.50-161.50
39.5 1*8.00 155.00 130.50-170.00
38.5 121.00 117.00 10*.50-131.50

-

-

-

-

-

1
1

3
3

38
23
15

18
*
1*

9
1
8

19
3
16

20
2
18

SECRETARIES, CLASS C -------------------MANUFACTURING------------------------------NONMANUFACTURING -------------------------PUBLIC UTILI TI ES ----------------------

*70
306
16*
55

39.5
39.5
38.5
38.5

121.00-1*9.50
131.00-1*9.50
107.00-1*3.00
1*0.00-166.50

-

_
-

.
-

-

1
1

3
1
2

17
10
7

2*
9
15

11
1
10

20
6
1*

10
1
9

SECRETARIES, CLASS D -------------------MANUFACTURING------------------------------NONMANUFACTURING --------------------------

561
315
2*6

39.5 118.50 11*.00 99.50-133.00
*0.0 12*.00 130.00 109.00-133.50
38.5 111.00 106.00 93.50-11*.50

1
1

1
1

2
2

7
-

27
11
16

*8
11
37

*9
19
30

27
16
11

1e

7

11
1
10

27
51

STENOGRAPHERS, GENERAL -------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC UTI LITIES ----------------------

*53
217
236
101

39.0
39.5
39.0
39.0

108.00 96.00-119.50
111.00 100.00-118.00
103.50 89.00-132.00
133.00 112.00-159.50

1
1
1

3
3

1
1

12
12
2

22
1
21
1

*8
21
27
1

15
12
3
1

58
20
38
8

38
21
17
2

STENOGRAPHERS, SENIOR ---------------------MANUFACTURING -----------------------------NONMANUFACTURING -------------------------

366
178
188

39.0 125.00 121.50 106.00-139.00
39.5 129.00 126.00 113.50-1*9.00
38.5 121.50 115.00 100.00-137.50

-

-

_
“

-

-

“

2
2
“

28
2
26

30
9
21

SWITCHBOARD OPERATORS, CLASS B -----MANUFACTURING ------------------------------NONMANUFACTURING-------------------------

137
32
105

89.50 85.00
39.5
38.5 101.00 110.50
39.5
86.00 83.50

76.50- 98.00
83.00-117.50
7*.50- 9*.00

3
3

5
“
5

21
21

18
18

2
2

2

13
9

-

29
1
28

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

2*1
130
111

39.5
*0.0
39.0

96.00
96.50
96.00

89.00-10*.00
86.00-108.50
91.50-101.50

-

-

13
13

19
16
3

3
3

3*
22
12

TABULATING-MACHINE OPERATORS,
CLASS B --------------------------------------------NONMANUFACTURING -------------------------

**
25

39.5 130.00 131.50
39.5 131.00 105.00

99.00-135.00
92.50-191.00

2
2

*
*

See footnotes at end of tables.




137.50
1**.00
126.00
153.50

110.50
110.00
111.50
13*.00

98.00
97.50
98.50

86.00
93.00
79.00

139.50
1*6.00
122.00
153.00

“

2

2

2
2

7

7

9
T a b le
(A v e r a g e

A -1.

O ffic e

o c c u p a tio n s —m en

a n d w o m e n ----- C o n t i n u e d

s t r a ig h t -t im e w e e k ly h o u r s an d e a r n in g s f o r s e le c t e d o c c u p a t io n s

s t u d ie d on an a r e a b a s i s b y i n d u s t r y d i v i s i o n ,

Weekly earnings 1
(standard)

L o u is v ille ,

K y . —I n d . ,

N ovem ber

1971)

65

70

75

Num ber of w o r k e r s re c ei vi ng s t ra ig h t -t i m e we ekly earnings of --$
$
t
t
i
*
$
S
S
S
$
S
$
1 ------- i -----85
90
100
110
115
120
80
95
105
130
160
150
160
170
180
190 200

65

S ex, occupation, and industry division

Number
of

70

75

80

85

*
-

-

-

-

-

1
1

-

-

56
6
68

S

»

Average
weekly
Mean*

Median*

Middle range*

(standard)

60
and
under

S

t

t

100

105

110

115

120

130

160

81

30

20

6

27

10

37

20

-

20
2
18

8

2

-

-

8

2

7
1
6

13
6
9

23
17
6

25
1
26

2
2

9

17
2
15

-

-

66
18
28

107
16
91

70
15
55

9

18
10
8

15

7

7
2
5

11
6
7

1
1

1
1

i
i

15

90

95

18

30
12
3

-

18
6
12

66
9
55

66
11
55

150

160

170

10

~

6
4

6
3
1

and

180

190

-

-

7

_

_

-

-

-

7

-

-

-

-

-

W EN - CONTINUED
OM
TRANSCRIBING-MACHINE OPERATORS,
GENERAL -----------------------------------------------

289

end




o f t a b le s .

$

9 1 .5 0 -118 .0 0

117
527
109
618

39.0
39.5
3 9. 0

8 8. 50
91.0 0
8 7. 0 0

7 7 . 5 0 - 95 .5 0
82.00-100.00
7 6 . 5 0 - 95.0 0

TYPIST S, CLASS B -----------------------------------MANUFACTURING -----------------------------------NONMANUFACTURING ------------------------------

at

$

93 .0 0 -13 5.0 0
9 6 .50 -12 9 .50
93.0 0 -135.5 0

163

fo o tn o te s

$
9 7.50

39.5 116.0 0 11 3 .0 0
3 9. 0 1 1 9 . 0 0 1 2 5 . 5 0
60 .0 1 1 2 . 0 0 10 3. 0 0

TYPIST S, CLASS A -------------------------------MANUFACTURING-----------------------------------NONMANUFACTURING------------------------------

See

$
3 9 . 5 10 5 . 0 0

66

88.50
9 2 .5 0
8 7. 5 0

-

69
8
61

2

“

8
8

-

-

10
T a b le
(A v e r a g e

A -2 .

P ro fe s s io n a l

and te c h n ic a l o c c u p a tio n s —m e n

s t r a ig h t -t im e w e e k ly h o u r s a n d e a r n in g s f o r s e le c t e d o c c u p a t io n s

and w o m e n

s tu d ie d on a n a r e a b a s is b y in d u s t ry d iv is io n ,

Weekly earnings 1
(standard)

S ex , occupation, and ind us try division

Number
of

1
Average
weekly
hours1

$
39,5

$

$

*

*

»

$

t

%

t

>

$

*

*

s

i

*

$

»

S

Middle range2

$

90

100

11 0

120

130

140

150

160

170

180

190

200

210

220

230

240

250

260

270

100

110

120

130

140

150

160

170

180

190

200

210

220

230

240

250

260

270

280 ov er

10

$

73

39.5

56
36

3 9 . 5 22 0 .5 0 2 2 7 . 5 0 1 8 4 . 0 0 3 9 . 5 2 3 2 .5 0 2 4 7. 00 2 0 3 . 0 0 -

12

20

11

21

11

19

19

19

10

99 .0 0 -147.0 0

24
23

8

1

175.0 0
1 4 8 . 5 0 1 40 .0 0 1 2 4 . 5 0 40*0
3 9 . 5 1 3 1 * 5 0 13 0. 0 0 1 2 0 . 0 0 - 1 4 4 . 0 0

35

280
and

18 8. 0 0 1 9 7 . 5 0 1 9 5 .0 0 - 2 0 0 . 0 0
187.50
1 6 5 .0 0 1 5 0 . 5 0 -

122.50 12 1.00

1971)

8

Median2

90

A3

K y . —I n d . , N o v e m b e r

and
under

standard)

HEN

*

t

80
Mean **

L o u is v ille ,

Num ber of w o rk e rs re c ei vi ng st ra ig h t -t i m e w eek ly earnings of ---

1
1

6

2

3

COMPUTER PROGRAMERS,
248.00
2 4 9. 5 0

19
18

2

COMPUTER PROGRAMERS*
8
215.00 2 12.50 2 10 .0 0 -2 14 .50

35

1

1

i

19

2

2

COMPUTER PROGRAMERS,
COMPUTER SYSTEMS ANALYSTS,
244.00-3217. 50
M NUFACTURING
A

™^ —
—

COMPUTER SYSTEMS ANALYSTS*
BUSINESS* CLASS B

39*5
54
46

*50

4 0 .0 2 6 1 . 5 0 2 6 2 . 5 0 2 4 1 . 0 0 40 .0 26 9 . 5 0 2 7 2. 0 0 2 4 9 . 0 0 -

29 0.5 0
2 9 5 .5 0

3

1
1

2

8

1

3
1

i

3

2

5

6

3

2

3
5

r9

COMPUTER SYSTEMS ANALYSTS,
22 6. 00
128

3 9 . 5 20 8.5 0 2 0 7. 00 1 7 8 . 5 0 - 2 3 2 . 0 0

-

-

-

-

MANUFACTURING -------------------------------

222

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

-

4

4

199

i

-

-

4

25

8

9

13
12

12
10

13
12

17
17

6

2

2

8
8

13

-

MANUFACTURING -------------------------------

1

6

14

12

67

34

8

46

4

-

3

10

i

1

-

1

-

54

26
24

2

1
1

1

-

1

-

i

-

-

-

-

3

4

i

DRAFTSMEN, CLASS A ----------------------------

40 0
4 0 .0 1 4 2 . 5 0 1 4 8 . 5 0 1 3 7 . 5 0 - 1 5 6 . 0 0

-

22

-

9

3

11

15

54

4

W EN
OM
35

19

11 7.0 0 11 3.5 0 11 0 .50 -12 0 .0 0

2

30*5
40

4 0 .0 1 0 7 . 0 0 10 8 . 5 0
4 0 .0 10 6 . 5 0 1 0 8 . 5 0

99 .0 0 -116.0 0
9 7 .5 0 -116 .0 0

13

2
2

5

1

2

3
3

9

6

15
13

13
12

31
30

9

COMPUTER PROGRAMERS,
Zl

1 4 5 . 5 0 1 5 4 .0 0 1 1 3 . 0 0 38.0 14 1.0 0 l v l . ^ 0 1 1 2 . 0 0 -

86
81

3 9 . 5 1 6 0. 00 1 6 1 . 5 0 1 4 9 . 0 0 - 1 6 8 . 5 0
3 9 . 5 1 6 1 . 0 0 16 2 . 0 0 1 4 9 . 5 0 - 1 6 9 . 0 0

32

NURSES,

INDUSTRIAL (REGISTERED) -----

16 4 .0 0
16 3 . 0 0
-

2

1

-

-

*

W ork ers

w e r e d is t r ib u t e d a s fo llo w s :

6 a t $ 2 8 0 t o $ 3 0 0 ; 4 a t $ 3 0 0 t o $ 3 2 0 ; 7 a t $ 3 2 0 to $ 3 4 0 ; 2 a t $ 3 4 0 t o $ 3 6 0 ; a n d 2 a t $ 3 6 0 t o $ 3 8 0 .

**

W ork ers

w e r e d is t r ib u t e d a s fo llo w s :

12 a t $ 2 8 0 t o $ 3 0 0 ; 4 a t $ 3 0 0 t o $ 3 2 0 ; a n d

S ee footn otes at end o f ta b le s .




3 a t $ 3 2 0 to $ 3 4 0 .

3
2
7

4

11
T a b le
(A v e r a g e

A -3 .

O ffic e , p ro fe s s io n a l, a n d te c h n ic a l o c c u p a tio n s —m e n

s t r a ig h t -t im e w e e k ly h o u r s a n d e a r n in g s f o r

s e le c t e d o c c u p a t io n s

and w o m e n

s tu d ie d on a n a r e a b a s is b y in d u s t r y d iv is io n ,

O c c u p a tio n an d in d u s t ry d iv is io n

Weekly
Weekly
earnings 1
’standard) (standard)

OFFICE OCCUPATIONS

L o u is v ille ,

O c c u p a t io n a n d in d u s t r y d iv is i o n

Number
of
workers

29

Novem ber

1971)

Average

Weekly
Weekly
hours 1 earnings 1
(standard) (standard)

O c c u p a t io n a n d in d u s t r y d iv is i o n

Number
of

Weekly
Weekly
hours 1 earnings 1
(standard) (standard)

PROFESSIONAL AN0 TECHNICAL
OCCUPATIONS

OFFICE OCCUPATIONS - CONTINUED

BILLERS, MACHINE (BILLING
A3

K y . —I n d . ,

Average

Average
Number
of

c o m b in e d

4 0 .0 10 8 . 5 0
4 0 .0 1 2 0. 00

845
57 9

10 2. 00
3 9. 0 1 0 9. 00
95 . 0 0

55
35

r30"
3 9 .5 137.00
3 8 . 5 1 2 0. 00
3 9.5 158.50

.-r.-n

r, . -r

f

.

*

rr
-

A

$

85
47

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

BOOKKEEPING-MACHINE OPERATORS,
113
55
598
260

3 9.5 141.0 0
4 0 .0 1 4 6 .5 0

1Z *

4 0 .0

___

3 9 . 0 1 91 99
105*00
99 .00
on ^ 1 2 5 . 5 0

f 77

j t U K b 1A K l t a f

tL A a o O

273
14 7

3 9 . 5 14 2 . 0 0
4 0 .0 1 4 3 . 5 0
3 8 . 5 1 40 .0 0

15 4

39.0 135.50
3 9 . 5 14 8 .0 0
30.3

75

1 5 6 .0 0

40 .0 16 9. 0 0
1 2 5 .5 0
4 0 .0 1 1 4 .0 0
3 9 . 5 10 9. 50

COMPUTER PROGRAMERS,

*55

79 . 5
3 8**

566

153.50

7 i o nn
22 9. 50

56

3 9 . 5 119.0 0
4 0 .0 12 4 .0 0

40 .0 10 8 . 5 0

291

56

7 9 *^ 1 4 4 .0 0
7n ~

jL I,K L 1AH i L w1 LLAuu 1 ™
J
"

59

90

COMPUTER PROGRAMERS,
93
30.5
40
66

8 5 .5 0

179 00
3 9 . 5 209.50
16 0 .5 0

COMPUTER PROGRAMERS,
254
26

39.5
11 0* 00
111.5 0
3 9 . 0 13 4 . 0 0

39 5 8 4 .5 0
39.0 126.00
7a R9 |

30.5
274
f JJ

T Z .- aO
|

40 .0 1 0 2 . 5 0

0.0

. __

79
.. .

««

39*0

65

3 9 .5

273

40

143.00

207
302

39.0 11 3 .5 0
39.0
79 - 1 1 5 50
79*9 1 1 8 . 5 0
33 5
101.00
I 5 11 1.0 0
39.5
94 . 0 0

777

7 9 .5 137.^0
3 9 *?

200
UK Ar 1 j f l t N 1 KAl/tKj

39

**

1w.

wl a j j

^46
30 5
MANUFACTURING -------------------------------

59

3 9 .0

38.5

See footnote at end of tables,




119

I 00

40*0

18 501
90 .00
00.00
NONMANUFACTURING --------------------------

•

268.00

««
* J

TRANSCRIBING-MACHINE OPERATORS,
l\t YrUNUn Ur tK A 1UK jy ULA j b B
MANUFACTURING --------------------------------

277.50

OO' O

126 50

70
3 *O

3 9 .5

39.5

on «;n
10 1* 00
7 9 *?
39.5
8 7.0 0

4 n ’ n _____ _

lZ

42

s 1 C nn
1 ?9 nn
1
-n
1Z 1.30

1 no
109

9 . 0

t it

COMPTOMETER OPERATORS -----------------------

79
39^

COMPUTER SYSTEMS ANALYSTS,
BUSINESS* CLASS A — — — — — — —
— — — — — — —

16 7 .0 0

418

3 9 .5
3 9 .0

9***^0
87.50

1 2. 0 0
_

n_

12

T a b le

A -4 .

M a in te n a n c e

and

p o w e rp la n t o c c u p a tio n s

(A v e r a g e s tr a ig h t- tim e h o u rly e a rn in g s f o r s e le c te d occu p ation s studied on an a r e a b a s is by in d u stry d iv is io n , L o u is v ille , K y —Ind., N o v e m b e r 1971)

Number of w o r k e r s r ec ei vi n g st ra ig h t -t i m e hourly earn ings of—

Hourly earnings3

S ex , occupation, and indu stry division

Number
of
workers

T

Mean

2

vledian2

Middle range 2

t
U n d e r 2 * 60 2 * 70
and

t
t
i
$
i
2 * 80 2 * 90 3 ,0 0 3 * 10 3 * 20

i

5

t

3 * 30 3 ,6 0 3 * 50

t
t
t
t
t
t
t
t
t
t
t
t
3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5.20 5.40 5.60 5.80

2.70 2.80 2.90 3.00 3.10 3.20 3.30 3.40 3.50 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5.20 5.40 5.60 5.80 6.00

HEN
CARPENTERS, MAINTENANCE -------------------

171

4.86

4.88

10
8

4.77- 5.16

-

“

4
4

-

23
23

61
60

30
28

-

-

“

14
14

17
17

20
20

167
167

30
30

-

601
ENGINEERS, STATIONARY ----------------------

-».09

4.99

*•78

5.65

11
11

24
24

16
16

22
13

101
96

148
148

11 5
68

97

4.73

4.72

4.48- 4.97

-

8
-

12
8

18
15

30
30

5
4

6
5

6
6

1
-

4
4

5
5

11
11

24
24

39
36

14
14

11
11

6
6

-

1
1

5
5

-

65
26
39

1
1

13
13

-

-

-

_

_

-

_

-

-

-

-

-

-

-

16
16

24
24

119
119

30
30

11 4
114

46
45

55
44

120
120

_

-

*

”

“

15
15
*

15

25
6
19
19

224
14
210
201

16
5
11
11

60
50
10
1

29
16
13
13

36
1
35
35

63
36
27
27

40
40
40

-

72
71

44
40

103
100

14
8

219
198

192
192

21
21

59
59

16
16

14
14

_

-

-

_

_

140
140

63
63

_

1
“

5
5

1
*

4
4

-

“

1*0 **21

***5

?*o*

| ^

-

13
13

4*62

29
9

\ *^

lOO

3*75

'it

1*?5

2
0

3*30

23
2
21

5*28

-

3
3

•

-

-

MECHANICS, AUTOMOTIVE
A* a T

16

3+0

A
* .
*•03

fc” ns
' *56
4.57

4.5Z

MECHANICS, MAINTENANCE ---------------------

834

4.54

4.73

4.22- 4.89

MILLWRIGHTS ----------------------------------------

280

5.29

5.54

4.89- 5.60

_ ,.
, _3.Z0

10
10

15

16

20
20

15
31
24

12
11

15
-

)"

360
360
SHEET-METAL WORKERS, MAINTENANCE —

5.16

5.16

4.91

82

5.41

5.56

397

See fo o tn o tes at end o f ta b le s .




62
62

-

-

3
3

41
41

34
34

23
23

_

6
6

2
1

.

21
21

96
96

72
72

15
15

63
63

66
66

10
10

7
7

21
21

13
13

19
19

_

-

4
4

3
3

36
36

20
20

52
52

24
24

205
205

8
8

-

-

77
77

5.01- 5.85

5.25

5.24

3.50

5.16- 5.29

-

-

“

*

11^

-

1
1

10
10

-

-

-

13

T a b le

A -5 .

C u s to d ia l

and

m a te ria l

m o v e m e n t o c c u p a tio n s

(A v e r a g e s tr a ig h t-tim e h o u rly earn in gs fo r s e le c te d occu pation s studied on an a r e a b a sis b y in d u stry d iv is io n , L o u is v ille , K y .—In d ., N o v e m b e r 1971)

Number of workers receiving straight-time hourly earnings of—

Hourly earnings3
*

Number

Sex, occupation, and industry division
workers

Mean ^

Median^

Middle range ^

%
S
S
t
S
*
S
t
S
$
$
S
t
S
$
S
$
t
t
$
1 . 8 0 1 . 9 0 2. 0 0 2 . 1 0 2 .2 0 2.4 0 2 .6 0 2 .80 3.0 0 3.2 0 3 . 4 0 3 .6 0 3.8 0 4. 00 4 .20 4. 40 4. 60 4 . 8 0 5.00 5. 2 0 5 . 4 0
i

S

1.60 1.70
and
under

1 . 7 0 1 . 8 0 1 . 9 0 2. 0 0 2 . 1 0 2 . 2 0 2 .4 0 2. 60 2. 80 3 .00 3 .2 0 3.4 0 3 .6 0 3.8 0 4 .0 0 4 . 2 0 4 .40 4 .6 0 4.80 5. 0 0 5 .2 0 5. 4 0 5 . 6 0
HEN
GUARDS AND WATCHMEN ------------------------MANUFACTURING------------------------------NONMANUFACTURING -------------------------

1,3 17
511
806

$
2.45
3 .5 0
1.78

$
1.69
3 .8 5
1.66

$
$
1 . 6 5 - 3 .6 7
2 . 9 3 - 3 .9 5
1 .6 3 - 1.69

3
3

6
6

24
8
16

18
18

15
8
7

50
47
3

31
25
6

15
15
”

1
1
”

28
19
9

9
9

64
58
6

243
243
“

20
9
11

14
14
*

28
28
*

-

71 2

GUARDS
MANUFACTURING -------------------------------

388

3 .8 6

3 .9 2

3 .8 0 - 3.97

-

-

-

-

-

-

5

17

4

1

13

-

54

243

9

14

28

-

-

-

-

-

4

-

1
1
1

-

_
*

-

*

*

5
5

-

-

-

*

-

“

.

-

-

-

-

-

-

-

-

-

*

“

*

712

36
36

WATCHMEN
MANUFACTURING -------------------------------

123

2.37

2.52

1.79 -

2.6 0

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

2,201
1,281
920
55

2.76
3.2 7
2.05
3 .45

2.78
3 .2 9
1.83
3.3 9

1.9 2 3 .0 11.7 13 .3 2-

3 .5 2
3 .6 7
2.12
3 .6 9

LABORERS, MATERIAL HANDLING ----------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

1,70 2
1,440
262

3 .2 8
3.25
3.44

3 .2 2
3 .19
3 .73

2 . 7 2 - 4.02
2 . 7 1 - 3 .9 6
2 . 9 1 - 4 .0 4

ORDER FILLERS ---------------------------------MANUFACTURING------------------------------NONMANUFACTURING-------------------------

914
587
327

3 .59
3 .6 9
3 .4 2

3 .4 8
3 .4 8
3 .3 8

3 .1 3 - 4.34
3 .3 6 - 4.43
2 . 9 8 - 3 .6 8

PACKERS, SHIPPING ----------------------------MANUFACTURING -------------------------------

412
369

3 .3 2
3.37

3 .3 6
3.3 9

2 . 9 2 - 3 .88
3 . 0 2 - 3 .9 2

_

RECEIVING CLERKS ------------------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

346
230
116

3.73
3 .9 8
3.2 5

3 .7 1
3 .9 8
3.2 7

3 .3 4 - 4.33
3 .50 - 4.52
2 . 9 5 - 3 .6 3

_

SHIPPING CLERKS -------------------------------MANUFACTURING-------------------------------

122
99

3 .53
3 .4 6

3 .6 4
3 .6 2

3 . 3 4 - 3 .6 9
3 . 3 1 - 3 .6 9

SHIPPING AND RECEIVING CLERKS -------MANUFACTURING -------------------------------

13 1
103

3 .1 6
3 .0 3

3 .0 1
2. 8 8

2 . 7 2 - 3.82
2 . 6 8 - 3 .3 8

_

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

2,212
451
1,761
1,011

4.34
3 .8 6
4.46
5. 0 0

4.56
3 .9 3
5.21
5.24

3.6 93.2 9 3 .765.21-

5.26
4.45
5.26
5.27

2
2

TRUCKDRIVERS, LIGHT (UNDER
1 - 1 / 2 TONS) ---------------------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

132
64
68

2.96
2.93
2.99

3 .2 4
3.0 0
3 .6 2

2 . 2 9 - 3 .6 3
2 . 4 6 - 3 .3 3
2 . 1 7 - 3.6 7

2
2

-

TRUCKDRIVERS, MEDIUM ( 1 - 1 / 2 TO
AND INCLUDING A TONS) ----------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

988
165
823

4.00
4.06
3 .9 9

3.9 7
4.25
3 .8 9

3 .2 6 - 5.23
2 .9 5 - 4.89
3 .3 3 - 5.24

-

“

TRUCKDRIVERS, HEAVY (OVER A TONS,
TRAILER TYPE) ------------------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC UTILITIES ----------------------

1,001
146
855
535

4.89
3 .9 8
5.04
5.24

5.23
3.9 5
5.25
5.25

4.453.9 0 5.215.23 -

See footn otes at end o f tables,




5 .2 8
4.35
5.29
5.28

-

-

*

8

-

8

42

8

11

-

6

-

4

244
244

86
10
76

106
4
102

81
16
65

73
34
39

155
107
48

10 1
73
28

64
46
18
10

37
26
11
-

106
98
8
1

310
290
20
20

21 7
216
1
1

117
101
16
16

144
103
41
1

158
157
1
1

4
4

-

1
1

10
8
2

37
34
3

14
8
6

134
116
18

139
128
11

206
191
15

90
56
34

203
195
8

100
95
5

150
134
16

90
59
31

76
67
9

376
288
88

71
56
15

117
98
19

76

98
52
46

205
17 4
31

60
60

2
2
~

60
20
40

46
16
30

209
209

76

41
16
25

28
28

29
21

37
13

19
13

97
92

54
54

17
17

69
69

2
2

17
17

3
3

12
12

-

6
4
2

22
12
10

11

6

38
13
25

48
30
18

41
26
15

40
40

28
11
17

18
18
*

73
72
1

_

*
4
”

-

12
12

8
8

-

_

57
42

1
1

-

13
13

-

-

-

10
2

-

-

21
21

-

-

4
4

13
13

34
25

14
13

9
9

16
16

5
4

1
1

19
18

10

3

3

-

167
12
155

25
25

24
24

12
12

-

-

-

27
25
2
2

81
37
44
7

100
37
63
18

19 1
18
17 3
126

110
83
27

166
34
132
3

77
17
60

90
30
60
”

29
29
*

_

30

-

1
1
“

8
8

-

2
2

13
13
*

32
32

66
14
52

142

85
4
81

4
4
”

-

142

25
9
16

12
12

12
8
4

6

11
10
1

83
72
11

43

-

43

69
9
60

78
18
60

36
19 7
19 7
-

-

“

-

“

-

-

“

28
28

_

-

-

11

-

*

11

*

”

”

-

-

-

-

-

-

-

-

4
4
-

53
53

-

_

-

“
“
-

-

_

*

“

_

_

-

4
4

-

-

-

-

23
23

9
4
5

13
13

158
8
150

12
12

_

30

-

-

-

”

“

30

-

-

11

11
11

13
13

8
8

4
4

-

6
.

-

30

6

-

-

“
-

-

-

*

-

-

“

.

-

_

-

-

-

_

1
1

46
46

-

-

12
12
“

_

-

*
1
1
-

-

997
7
990
855

-

27
27
*

_

-

-

46
46

_

_

12
12

-

-

*

*

“

-

*

*

-

-

*

327
7
320

27
27

670
670
535

14

T a b le

A -5 .

C u s to d ia l

and

m a te ria l

m o v e m e n t o c c u p a t i o n s ----- C o n t i n u e d

(Average straight-tim e hourly earnings for selected occupations studied on an area basis by industry division, Louisville, Ky.—
Ind., November 1971)
Numbe r of w o r k e r s re c ei vi ng st ra ig h t -t i m e hou rly earnings of—

Hourly earnings3

of
workers

t
S
i
i
$
$
t
*
*
3 .6 0 3 .8 0 6 .0 0 6 . 2 0 6 . 6 0 6 . 6 0 6 . 8 0 5 . 0 0 5 . 2 0 5 . 6 0

1 . 7 0 1 . 8 0 1 . 9 0 2 .0 0 2 . 1 0 2 .2 0 2 .6 0 2 . 6 0 2. 8 0 3.0 0 3 .2 0 3 .6 0 3 .6 0

S ex , occupation, and industry division

i
t
i
i
t
*
$
*
S
t
*
1 . 8 0 1 . 9 0 2. 0 0 2 . 1 0 2 . 2 0 2 .6 0 2 . 6 0 2 .8 0 3 .0 0 3 .2 0 3 .6 0

3.8 0 6 .0 0 6 . 2 0 6 . 6 0 6 . 6 0 6 . 6 0 5 . 0 0 5 . 2 0 5 . 6 0 5 . 6 0

S
I
1.60 1.70
M ean2

M edian2

Middle range 2

and
under

M
EN - CONTINUED
TRUCKERS, POWER I FORKLIFT) ------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

1,862
1,716
166

$
3 .63
3 .6 3
3 .6 8

$
3.59
3 .5 7
3.72

$
3 .3 5 3 .3 5 3 .6 1-

$
6.01
6. 03
3 .7 9

TRUCKERS, POWER (OTHER THAN
FORKLIFT) -----------------------------------------MANUFACTURING -------------------------------

16 7
165

3 .9 5
3.96

6.26
6.25

3 .6 7 - 6.35
3 .6 8 - 6.35

JANITORS, PORTERS, AND CLEANERS ----

600

2.37

1.97

1.70 -

3 .2 5

150

70

12

NONMANUFACTURING --------------------------

361

1.8 1

1.76

1.66-

1.95

150

70

8

2.33

2.31
2.31

2 .2 0 - 2.56
2 .2 0 - 2.56

26
26

20
20

-

-

“

-

-

-

19
18
1

126
121
5

52
51
1

66
65
19

366
365
1

332
326
8

336
250
86

96
96
-

96
96
-

266
21 7
27

133
133
-

*

“

-

6
6

12
12

-

-

11
9

28
28

-

5
5

19
19

88
88

96

21

20

1

12

6

11

98

29

83

19

16

1

6

-

-

12

176

96

-

~

-

-

_

_

-

_

-

-

-

-

-

-

-

-

-

-

-

-

-

_

-

-

-

-

-

-

-

-

W EN
OM

636
433

See footnotes at end of tables.




31

7

,

68

26

28

2

60

1

2

-

1

15

B.

E s t a b l i s h m e n t practices and s u p p le m e n t a r y w a g e provisions

T a b le

B -1 .

M in im u m

e n tra n c e

s a la rie s fo r w o m e n

o ffic e w o rk e rs

(D is trib u tio n o f establish m ents studied in a ll in d u stries and in in du stry d iv is io n s by m in im u m en tran ce s a la r y fo r s e le c te d c a te g o rie s
o f in e x p erien ced w om en o ffic e w o r k e r s , L o u is v ille , K y . —
Ind. , N o v e m b e r 1971)
Other in ex p erien ce d c l e r i c a l w o rk e rs

In ex p erien c ed typists
M a n u fa c t u r in g
M inim um w eek ly s tra ig h t-tim e s a la r y 4

M a n u fa c t u r in g

Nonm anufacturing

B ased on standard w eek ly hours 6
in d u s trie s

in d u s trie s
A ll
s c h e d u le s

A ll
40

A ll

s c h e d u le s

3 7 V2

40

A ll

s c h e d u le s

40

s c h e d u le s

3 7 Vz

40

s t u d i e d __________________________________________________

133

53

XX X

80

XXX

XXX

133

53

XXX

80

XXX

XXX

h a v i n g a s p e c i f i e d m i n i m u m ________________________

42

22

18

20

5

11

60

26

22

34

8

19

1
-

_

_

_

_

1

.

.

1

.

.

-

-

1
-

-

_

1

_

_

1

_

_

-

_

E s t a b lis h m e n t s

E s t a b lis h m e n t s

Nonm anufacturing

Based on standard w eek ly hours 6

$ 5 5 .0 0 a n d u n d e r

$ 5 7 . 5 0 ___________

$ 5 7 .5 0 a n d u n d e r

$ 6 0 . 0 0 ____________________________________________________

$ 6 0 .0 0 a n d u n d e r

$ 6 2 .5 0

___

-

___________________ ____ ___
_

-

-

-

-

-

-

1

_

1

_

$ 6 2 .5 0 a n d u n d e r

$ 6 5 . 0 0 ____________________________________________________

4

1

1

5

1

1
-

6

_________________________________________________

1
-

1

$ 6 7 .5 0

1
-

3

$ 6 5 .0 0 a n d u n d e r

3

1

1

2

1
_

$ 6 7 .5 0 a n d u n d e r $ 7 0 .0 0

_________________________________________________

3

1

1

2

1
-

5

2

2

3

2

$ 7 2 . 5 0 ___________________________________________________

3
-

2
-

7

1

1

6

3

-

2

2

2
-

2
-

1
_

4

-

2

2

1
2
-

$ 7 0 .0 0 a n d u n d e r

______________

_______________________

___

1

1
-

4

1

1

_______________________

2

$ 7 5 .0 0 a n d u n d e r

$ 7 7 . 5 0 ____________________________________________________

2

2
-

2
-

$ 7 7 .5 0 a n d u n d e r

$ 8 0 . 0 0 ____________________________________________________

1

-

-

1

-

1

2

1

1

1

1
_

$ 8 0 .0 0 a n d u n d e r

$ 8 2 . 5 0 ____________________________________________________

5

3

2
-

1
-

1
-

7

3
1

2
-

4
_

2
-

2
-

2
-

-

3

1

-

2

-

3

2

-

1

1
3

1
2

$ 7 2 .5 0 a n d u n d e r $ 7 5 .0 0

________________________

$ 8 2 .5 0 a n d u n d e r

$ 8 5 . 0 0 ____________________________________________________

1

1

2
-

$ 8 5 .0 0 a n d u n d e r

$ 8 7 . 5 0 ____________________________________________________

4

2

1

$ 8 7 .5 0 a n d u n d e r

$ 9 0 . 0 0 ____________________________________________________

2

2

1

1

1

3
1
_

1
1

1
_

1

-

2
-

1

$ 9 0 .0 0 a n d u n d e r

$ 9 2 . 5 0 ____________________________________________________

3

3

$ 9 5 . 0 0 ____________________________________________________

-

-

1
1

5

$ 9 2 .5 0 a n d u n d e r

4
1

3

-

1

-

*

-

-

-

$ 9 5 .0 0 a n d u n d e r

$ 1 0 0 .0 0

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

1

1

1

_

_

_

2

2

2

_

_

_

$ 1 0 , 0 . 0 0 a n d u n d e r $ 1 0 5 . 0 0 ________________________________________________

1
-

1
-

1
-

-

-

-

1

-

1
-

1
-

1
-

_

-

1
-

_

-

$ 1 0 5 .0 0 a n d u n d e r

$ 1 1 0 . 0 0 ________________________________________________

$ 1 1 0 .0 0 a n d u n d e r

$ 1 1 5 . 0 0 - _________________________________

__________

1

-

-

1

-

$ 1 1 5 .0 0 a n d u n d e r

$ 1 2 0 . 0 0 ________________________________________________

2

2

2

-

-

$ 1 2 0 .0 0 a n d u n d e r

$ 1 2 5 . 0 0 ________________________________________________

1

1

1

-

-

$ 1 2 5 . 0 0 a n d o v e r ------------------------------------------------------------------------------------------

1

1

1

-

-

13

7

XXX

6

XXX

78

24

XXX

54

XXX

E s t a b lis h m e n t s

h a v in g

no

s p e c i f i e d m i n i m u m } -------------------------------

E s t a b lis h m e n t s

-

-

i
-

-

1
_

2

2

2

-

-

-

-

2

2

2

-

-

-

-

2

1

1

i

-

1

XXX

36

18

XXX

18

XXX

XXX

XXX

37

9

XXX

28

XXX

XXX

w h ic h d id n ot e m p lo y w o r k e r s

See footn otes at end o f ta b les.







T a b le

B -2 .

S h i f t d if fe r e n t i a ls

(L a te -sh ift pay p ro v isio n s fo r m anufacturing plantw orkers by type and amount of pay d ifferen tial,
L o u isv ille , Ky.—
Ind., Novem ber 1971)
(All plant-workers in .m anufacturing = 100 percent)
P ercen t of m anufacturing p lantw orkers—
L ate -sh ift pay p rovision

In establish m en ts having provision s 7
for late shifts

A ctually working on late shifts

Second shift

Th ird or other
shift

Second shift

Third or other
shift

92.6

83.5

21.0

6.3

No pay d ifferen tial fo r work on late sh ift_____

1.2

_

0.3

_

P ay d ifferen tial fo r work on late s h ift.. . . _
_

91.4

83.5

20.7

6.3

57.0

49.8

11.2

4.3

4.5

_
1.2
1.4
.4
1.0
1.2
10.5
1.9
2.9
8.5
6.3
1.1
2.0

1.0

_
.1

T o t a l............................... .......................................

Type and amount of d ifferen tial:
Uniform cents (per h ou r)_______________
5 cents .
______________ ___________
7V? c e n ts _
_ _______________________
8 c e n ts _________________ ____________
10 cents_____________________________
11 cents_____________________________
12 cents_____________________________
13 cents______ __________ _____ ______
14 cents_____________________________
15 cents________ ___________________
16 cents__________________________ __
18 cents_____________________________
19 cents_____________________________
20 cents_____________________________
22 cen ts_____________________________
23 cents____________________________ _
25 cents_______________________
_
_
27 cents _________________
________
28 cents_____________________________
33 cents______________________ ____
35 cen ts. . _________________________

-

16.2
1.2
4.5
4.8
.8
5.8
1.7
5.7
.5
-

6.0
3.9
1.4
-

-

-

3.9
7.4

-

-

2.3
.5
1.0
1.1
.1
.7
.4

(8 )

-

.6
-

-

1.9
1.4
.1

(8 )
(8 )
.3
(8 )
.3
.8
.1
.1
.1
-

-

.7
1.7

-

U niform p e rc e n ta g e ____________________

32.6

32.6

9.1

2.0

5 p e rc e n t____________________________
6 p e rc e n t____________________________
10 percent- _________________________

6.9
5.6
20.2

.8
5.6
26.3

1.9
.6
6.6

.3
1.7

Other fo rm al pay d iffe r e n tia l___________

1.8

1.1

.4

See footnotes at end of tab le s.

-

17

T a b le

B -3 .

S c h e d u le d

w e e k ly

h o u rs

and days

(Percen t distribution of plant- and officew orkers in a ll industries and in industry divisions by scheduled weekly hours and days
of firs t-s h ift workers, Lou isville, Ky.—
Ind., Novem ber 1971)
Plantworkers

Officeworkers

Weekly hours
A ll industries

A ll w orkers-----------------------------------------Under 37 hours— 5 days________________________
37 hours— 5 days ______________________________
37l hours— 5 days ____________________________
/z
38 hours— 5 days ______________________________
383 hours--- 5 days__ __ _____________________
U
39 hours_________________________________________
____________________________
5 days________
5 Vz days_____________________________________
40 hour s _________________________________________
4 days________________________________________
5 days________________________________________
Over 40 and under 44 hours— 5 days________ 44 hours______ _________________________________
5Vz days_________________________ __________
6 days________________________________________
45 hours— 5 days ______________________________
48 hours— 6 days________________________________
Over 48 hours________________________________ 5 days________________________________________
5Vi days—____________________________________
6 days______ __________________
- _____

See footnote at end of tables.




100

3
4
12

(?)
(’ )
74
( 9)
73
(* )
1
1

( 9)
1
1

Manufacturing

Public utilities

A ll industries

Manufacturing

100

100

-

32
-

100

100

100

14

-

-

-

2
21
1

-

81
81

94
94

-

-

-

-

4
4

2

-

-

3

3
2

( 9)

1
66

66
1
1
1

12

Public utilities

4
80
80

68

2

-

68

-

-

-

-

-

-

-

-

1

1

-

2

-

-

3

3

-

-

-

-

-

-

( 9)

-

-

( 9)
( 9)

-

1

-

-

2

-

3

-

-

18

T a b le

B -4 .

P a id

h o lid a y s

(P e r c e n t d istrib u tio n o f p la n t- and o ffic e w o r k e r s in a ll in d u stries and in in du stry d ivis io n s b y n um ber o f paid h olidays
p ro v id e d annually, L o u is v ille , K y .—In d ., N o v e m b e r 1971)

Plantworkers

O fficew orkers

Item
A ll industries

A ll w orkers

-

W orkers in establishments providing
paid holidays
W orkers in establishments providing
no paid holidays
—

...

Manufacturing

Public utilities

A ll industries

Manufacturing

Public utilities

100

100

100

100

100

100

97

100

100

99

100

100

-

3

-

-

(*)

-

-

__
Less than 6 holidays
6 holidays
.
— ___ _____ —
6 holidays plus 1 half day______________________
6 holidays plus 2 half days
. . . .
---__ —
...
7 hol i days. . .
. . .
7 holidays plus 1 half day
7 holidays plus 2 half days_____________________
8 holidays
8 holidays plus 1 half day8 holidays plus 2 half days_____________________
9 holidays . . .
10 holidays. -----11 holidays
.
— 12 holidays..
.
13 holidays------------------------------------------------

2
21
1
11
(9)
15
1
28
6
4
8
-

1
7

_
23

2
29
3
2
8
(!)
(9)

2
7

-

Number of davs

-

-

10
12
1

8
57
11

-

41
10
6
13
*

-

-

21
1
3

19
3
3
5
1

-

10
9
3

_

10
2
86
-

-

-

43
8
8
10
-

2
-

-

Total holiday tim e 1
0
13 days— ---- - - — __
- ---12 days or m ore
11 days or m ore
- ----------- —
10 days or m ore
—
___ — — —
9 days or m ore
---- -------- ----------8V2 days or m o r e --------------------------------------8 days or m o r e —
________ . . . .
____ .
7 V2 days or m ore ----- . ------------------7 days or m o r e —
. . .
6 V2 days or m ore
. .
6 days or m o r e _________________________________
5V2 days or m ore
,
5 days or m o r e ____________________________ ____
4 days or m o re- ____ __ ____ - ___ ______
3 days or m o r e _________________________________

See footnotes at end of tables.




_
8
12
19
47
47
62
62
73
74
95
96
96
96
97

_
13
19
28
69
70
82
82
92
92
99
99
100
100
100

_
-

11
11
69
69
77
77
100
100
100
100
100

1
6
9
12
34
35
56
56
66
69
98
98
99
99
99

_

10
18
26
68
71
80
80
90
90
98
98
100
100
100

_
-

2
2
88
88
90
90
100
100
100
100
100

19

T a b le

B -5 .

P a id

v a c a tio n s

(P e r c e n t d istrib u tio n o f plan t- and o ffic e w o r k e r s in a ll in d u stries and in in d u stry d iv is io n s by va ca tion pay p r o v is io n s , L o u is v ille , K y .— d., N o v e m b e r 1971)
In

Plantworkers

Officeworkers

Vacation policy
A ll industries

A ll w orkers------------------------------------------

Manufacturing

Public utilities

A ll industries

Manufacturing

Public utilities

100

100

100

100

100

100

98
94
4

98
94
4

100
99
(’ )

100
100
-

100
100
-

100
100
-

2

2

"

“

~

“

3
25
(’ )

3
24
-

_
23
-

3
42
6
2

1
41
3
4

_
33
"

1
58
1
36
1

_
54
2
40
1

_
92
8
-

27
72
1

18
81
1

_
99
1
"

20
4
73
1

17
4
75
1

30

6
1
93
1
1

7
1
89
2
1

11
89
“

6

_
100
■

2
1
92
2

3

5
1
74
13
4

3

5
1
80
6
8

_
100
“

4
3
80
9
3

3
1
76
13
4

_

2
1
92
2
3

4
1
81
6
8

100

Method of payment
W orkers in establishments providing
paid vacations_________________________________
Length-of-tim e payment______
___________
Percentage payment_________________________
Workers in establishments providing!
no paid vacations______________________________
Amount of vacation pay 1
1
A fte r 6 months of service
Under 1 week____________________________________
1 week___________________________________________
Over 1 and under 2 w eeks______________________
2 w eeks_________________________________________
A fte r 1 year of service
Under 1 week____________________________________
1 week------------------------------------------------------Over 1 and under 2 w eek s______________________
2 w eek s____________________ ___________________
3 w eek s_________________________________________
A fte r 2 years of service
1 week____ ______________________
____________
O ver 1 and under 2 w eek s______________________
2 w eek s_________________________________________
Over 2 and under 3 w eek s______________________
3 w eek s_________________________________________

-

70
*

A fte r 3 years of service
1 week____________ ________________ ___________
Over 1 and under 2 w eek s______________________
2 w eek s_________________________________________
Over 2 and under 3 w eek s______________________
3 w eeks______ ___________________________________

3
78
9

A fte r 4 years of service
1 week___________________________________________
O ver 1 and under 2 w eek s______________________
2 w eek s_________________________________________
O ver 2 and under 3 w eek s_______ ____________

See footnotes at end of tables




-

100
-

-

20

T a b le

B -5 .

P a id

v a c a t i o n s ------C o n t i n u e d

(P e r c e n t d istrib u tio n o f p la n t- and o ffic e w o r k e r s in a ll in d u stries and in in du stry d iv is io n s by va ca tion pay p r o v is io n s , L o u is v ille , K y .— d., N o v e m b e r 1971)
In

Plantworkers

O fficew orkers

Vacation policy
A ll industries

Manufacturing

Public utilities

A ll industries

2
1
75
1
19

_

_

73
1
23

-

(’ )
(9 )
81
3
16

Manufacturing

Public utilities

Amount of vacation pay 1 — Continued
1
A fte r 5 yea rs of service
1 week____________________________________________
Over 1 and under 2 w eek s______________________
2 w eek s__________________________________________
O ver 2 and under 3 w eek s______________________
3 w eek s-----------------------------------------------------

100
-

-

.
_

70
3
27

_
_

100
-

A fte r 10 yea rs of service
1 week____________________________________________
2 weeks _____ ___________________________________
Over 2 and under 3 w eek s______________________
3 w eek s__________________________________________
Over 3 and under 4 w eek s__ . . _____________
4 w eek s_______________________________________ .

2
18
1
66
9
2

_

_

14

-

-

-

67
13
3

100
-

(9)
23
1
67
2
7

_

18
_

66
5
12

_
_
100
_

-

A fte r 12 vears of service
1 week___________________________________________
2 w eek s__________________________________________
O ver 2 and under 3 w eek s______ ______________
3 w eek s__________________________________________
O ver 3 and under 4 w e e k s ______ _____________
4 w eek s------------------------------------------------------

_

2
14
1
69
9
3

71
13
4

2
8
43
2
42
1
(9 )

4
31
1
60
2
(9 )

_

10

-

-

-

100
-

(9 )
18
1
70
2
9

_

.

11

_

_

69
5
15

_

100
-

-

A fte r 15 years of service
1 week___________________________________________
2 w eek s__________________________________________
3 w eek s__________________________________________
Over 3 and under 4 w eek s______________________
4 w eek s____________________ ___________________
O ver 4 and under 5 w eek s______________________
5 w eek s___________
- _________________ ______

_

_

_

(9)
10
64
i
25

7
38
55

-

-

-

-

(9)

-

71
-

29

' ( 9)

-

94
-

6
_

-

A fte r 20 years of service
1 week______ ___________________________________
2 w eek s_________________________ ________ ___
3 w eek s__________________________________________
Over 3 and under 4 w eek s______________________
4 w eek s________________________ ____ ___ ____
O ver 4 and under 5 w eek s_______
____ ______
5 w eek s__________________________________________
6 weeks - - ___ __ .
____ ___________________

_

2
8
20
1
59
1
6
(9)

69
2
8
(9 )

2
8
17
49
2
19
1

4
15
-

_
-

(9)
9
29

_
7
19

_
-

-

-

-

-

93

53

58

99

-

-

-

-

7
-

9
(9)

16
(9)

1
-

_

-

_

-

(9 )
9
22
51
1
17
(9 )

_

4
13
53
2
26
(9 )

A fte r 25 years of service
1 week______________________________ ___________
2 w eek s___________ ____________________________
3 w eek s_________________________ ______________
4 w eek s_____ ____________ ______________________ _
O ver 4 and under 5 w eek s______________________
5 w eek s__________________________________________
6 w eek s___________ _____________________________

See footnotes at end of tables.




-

75
-

20
4

7
18
49
26
(9 )

66
-

34
n

21

T a b le

B -5 .

P a i d v a c a t i o n s ----- C o n t i n u e d

(Percent distribution of plant- and officew orkers in a ll industries and in industry divisions by vacation pay provisions, L ou isville, Ky.—
Ind., Novem ber 1971)
O fficeworkers

Plantworkers
Vacation policy
A ll industries

Manufacturing

2
8
17
34
2
33
2

4
13
32
2
45
3

2
8
17
34
2
31
3

4
13
32
2
43
4

Public utilities

A ll industries

Manufacturing

Public utilities

Amount of vacation pay 11 Continued
—
A fter 30 years of service
1 week___________________________________________
2 w eek s_________________________________________
3 w eek s_________________________________________
4 w eeks_________________________________________
Over 4 and under 5 w eek s______________________
5 w eek s_________________________________________
6 weeks ____ ____________ ____________________

_
-

66

_

(9)
9
22
43

7
18
31

-

-

29
4

23
2

39
5

_

(9 )
9
22
43

_

-

-

65
.
35
1

Maximum vacation available
1 w e e k __________________________________________
2 w eek s_________________________________________
3 w eek s_________________________________________
4 w eek s_________________________________________
Over 4 and under 5 w eek s____ __________________
5 w eeks___________________________ ____________
6 w eek s_________________________________________
Over 6 weeks. _________
____________________

See footnotes at end of tables




_

-

66
29
4

-

22
3
1

7
18
31
38
6

_
_

65
_

35
1

22

T a b le

B -6 .

H e a lt h ,

insurance, and p en sio n

p lan s

(Percen t of plant- and officew ork ers in a ll industries and in industry divisions employed in establishments providing
health, insurance, or pension benefits, Lou isville, Ky.—
Ind., Novem ber 1971)
Plantworkers
Type of benefit and
financing 1
2

A ll w orkers-

__

A ll industries

____

W orkers in establishments providing at
least 1 of the benefits shown below —

O fficew orker s

Manufacturing

Public utilities

100

100

100

100

100

100

A ll industries

Manufacturing

Public utilities

97

100

100

98

100

100

L ife insurance —
— __
Noncontributory plans __
__
Accidental death and dism em berm ent
insurance- _______ Noncontributory plans___________________
Sickness and accident insurance or
sick leave or both 1
3

93
78

98
91

100
72

93
62

98
86

100
89

72
61

80
74

92
64

69
52

86
74

98
88

87

92

72

81

87

93

Sickness and accident insurance- Noncontributory plans
Sick leave (fu ll pay and no
waiting period)__________________________
Sick leave (partial pay or
waiting period)- _ —
----

70
58

88
79

30
25

51
41

77
69

6
5

28

26

-

58

68

45

16

8

51

17

6

43

Long-term disability insurance_____________
Noncontributory plans
- Hospitalization insurance____
— ___
Noncontributory plans
Surgical insurance— ________ - - ___
Noncontributory plans ____
M edical insurance - Noncontributory plans — — —
M ajor m edical insurance------ —
Noncontributory plans __
- ____
Dental insurance-----------------------------------Noncontributory plans
Retirem ent pension__________________________
Noncontributory p lans__
___ —

23
17
94
75
94
75
85
69
63
48
21
20
80
56

24
21
100
91
100
91
91
84
61
54
27
27
93
68

44
21
99
92
100
92
98
90
98
87
20
20
72
49

36
29
92
56
92
56
84
55
85
63
9
9
79
58

34
30
99
87
99
87
91
79
85
73
22
22
94
68

14
4
99
96
100
97
99
96
99
97
4
4
48
38

See footnotes at end of tables.




23

F o o tn o te s
A ll of these standard footnotes may not apply to this bulletin.

1 Standard hours r e fle c t the w o rk w eek fo r which em p loyees r e c e iv e th e ir re g u la r s tra ig h t-tim e s a la rie s (e x c lu s iv e of pay fo r o v e rtim e
at re g u la r and/or p rem iu m r a te s ), and the earnings co rresp o n d to these w e e k ly hours.
2 The m ean is com puted fo r each job by totaling the earnings o f a ll w o rk e rs and d ividin g by the num ber o f w o rk e rs .
The m edian
design ates position — h alf o f the em p lo yees su rveyed r e c e iv e m o re than the rate shown; h alf r e c e iv e le s s than the rate shown.
The m iddle
range is defined by 2 rates o f pay; a fourth o f the w o rk e rs earn le s s than the lo w e r o f these rates and a fourth earn m o re than the higher rate.
3 E xclu des p rem iu m pay fo r o v e rtim e and fo r w o rk on w eekends, h olid ays, and late shifts.
4 Th ese s a la rie s re la te .to fo r m a lly estab lish ed m inim um starting (h irin g ) re g u la r s tra ig h t-tim e s a la rie s that are paid fo r standard
w ork w eek s.
5 E xclu des w o rk e rs in s u b c le ric a l job s such as m e s s e n g e r.
6 Data a re p resen ted fo r a ll standard w ork w eek s com bined, and fo r the m ost com m on standard w ork w eek s rep orted .
7 Includes a ll p lan tw ork ers in establish m en ts c u rre n tly operatin g late sh ifts, and establish m en ts whose fo r m a l p ro v is io n s c o v e r late
sh ifts, even though the establish m en ts w e r e not cu rre n tly operatin g late shifts.
8 juess than 0.05 p ercen t.
9 L e s s than 0.5 p ercen t.
1 A l l com binations of fu ll and h a lf days that add to the sam e amount a re com bined; fo r exam p le, the p ro p o rtio n o f w o rk e rs re c e iv in g a
0
to ta l o f 9 days includes those with 9 fu ll days and no h alf days,
8 fu ll days and 2 h alf days', 7 fu ll days and 4 half days, and so on. P ro p o rtio n s
then w e re cumulated.
1 Includes paym ents other than "le n g th of t im e , " such as p ercen ta ge o f annual earn in gs o r fla t-s u m paym ents, con verted to an equivalent
1
tim e b a sis; fo r exam p le, a paym ent o f 2 p ercen t of
annual earnings w as co n sid ered as 1 w e e k 's pay. P e r io d s o f s e r v ic e w e re chosen a r b it r a r ily
and do not n e c e s s a r ily r e fle c t the individu al p ro v is io n s fo r p ro g re s s io n . F o r exam p le, the changes in p rop ortion s indicated at 10 y e a rs ' s e r v ic e
include changes in p ro v is io n s o c c u rrin g betw een 5 and 10 y e a rs . E s tim a te s a re cum ulative. Thus, the p ro p o rtio n e lig ib le fo r 3 w eek s' pay or
m o re a fte r 10 y e a rs includes those e lig ib le fo r 3
w ee k s ' pay o r m o re a fte r fe w e r y e a rs o f s e r v ic e .
1 E stim a tes lis te d a fte r type o f b en efit a re fo r a ll plans fo r which at le a s t a p a rt o f the cost is borne by the e m p lo y er. "N o n con trib u tory
2
p la n s" include only those plans financed e n tir e ly by the e m p lo y er. E xclu ded a re le g a lly re q u ire d plans, such as w o rk m en 's com pensation, s o c ia l
se c u rity , and ra ilro a d re tire m e n t.
1 Unduplicated to ta l o f w o r k e r s r e c e iv in g sick le a v e o r sickness and accident insurance shown se p a ra te ly below . Sick le a v e plans are
3
lim ite d to those which d e fin ite ly esta b lish at le a s t the m inim um number of d ays' pay that can be expected by each em p loyee.
In fo rm a l sick
le a v e allow an ces d eterm in ed on an individu al b asis a re excluded.




A p p e n d ix . O c c u p a tio n a l D e s c rip tio n s
The prim ary purpose of preparing job descriptions fo r the Bureau's wage surveys is to assist its field staff in classifying into appropriate
occupations w orkers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and
from area to area. This perm its the grouping of occupational wage rates representing comparable job content. Because of this emphasis on
interestablishment and interarea com parability of occupational content, the Bureau's job descriptions m ay d iffer significantly from those in use in
individual establishments or those prepared fo r other purposes. In applying these job descriptions, the Bureau's field economists are instructed
to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-tim e, tem porary, and probationary w orkers.

O FFICE
B ILLE R , MACHINE

C LERK, ACCOUNTING— Continued

P repares statements, b ills, and invoices on a machine other than an ordinary or electrom atic typew riter. May also keep records as to billings or shipping charges or perform other
c le rica l work incidental to billing operations. F or wage study purposes, b ille rs , machine, are
classified by type of machine, as follows:

Positions are classified into levels on the basis of the following definitions.
Class A . Under general supervision, perform s accounting c le rica l operations which
require the application of experience and judgment, for example, c le ric a lly processing com ­
plicated or nonrepetitive accounting transactions, selecting among a substantial va riety of
prescribed accounting codes and classifications, or tracing transactions through previous
accounting actions to determine sourpe of discrepancies. May be assisted by one or m ore
class B accounting clerks.

B ille r, machine (billing m achine). Uses a special billing machine (combination typing
and adding machine) to prepare bills and invoices from custom ers' purchase orders, in ter­
nally prepared orders, shipping memorandums, etc. Usually involves application of p re­
determined discounts and shipping charges and entry o f necessary extensions, which m ay or
m ay not be computed on the billing machine, and totals which are automatically accumulated
by machine. The operation usually involves a large number o f carbon copies of the b ill being
prepared and is often done on a fanfold machine.
B ille r, machine (bookkeeping machine). Uses a bookkeeping machine (with or without
a typ ew riter keyboard) to prepare custom ers' bills as part of the accounts receivable opera­
tion. Generally involves the simultaneous entry o f figures on custom ers' ledger record. The
machine automatically accumulates figures on a number o f vertical columns and computes
and usually prints automatically the debit or credit balances. Does not involve a knowl­
edge of bookkeeping. Works from uniform and standard types of sales and credit slips.

Class B . Under close supervision, following detailed instructions and standardized p ro­
cedures, perform s one or m ore routine accounting c le rica l operations, such as posting to
ledgers, cards, or worksheets where identification of items and locations of postings are
clearly indicated; checking accuracy and completeness o f standardized and repetitive records
or accounting documents; and coding documents using a few prescribed accounting codes.
C LERK, F IL E
F ile s , cla ssifies, and retrieves m aterial in an established filin g system. May perform
clerica l and manual tasks required to maintain file s. Positions are classified into lev els on the
basis of the following definitions.
Class A . C lassifies and indexes file m aterial such as correspondence, reports, tech­
nical documents, etc., in an established filing system containing a number o f varied subject
m atter file s. May also file this m aterial. May keep records of various types in conjunction
with the file s. May lead a small group of low er lev el file clerks.

BOOKKEEPING-M ACHINE OPERATOR
Operates a bookkeeping machine (with or without a typew riter keyboard) to keep a record
o f business transactions.

Class B . Sorts, codes, and file s unclassified m aterial by simple (subject m atter) head­
ings or partly classified m aterial by finer subheadings. Prepares simple related index and
cro s s-referen ce aids. As requested, locates clearly identified m aterial in files and fo r ­
wards m aterial. May perform related cle rica l tasks required to maintain and service file s.

Class A. Keeps a set of records requiring a knowledge o f and experience in basic
bookkeeping principles, and fa m iliarity with the structure of the particular accounting system
used. Determ ines proper records and distribution of debit and credit item s to be used in each
phase of the work. May prepare consolidated reports, balance sheets, and other records
by hand.
Class B. Keeps a record o f one or m ore phases or sections of a set of records usually
requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable,
payroll, custom ers' accounts (not including a simple type of billing described under b ille r,
m achine), cost distribution, expense distribution, inventory control, etc. May check or assist
in preparation of tria l balances and prepare control sheets fo r the accounting department.
C LE R K , ACCOUNTING
P erform s one or m ore accounting cle rica l tasks such as posting to registers and ledgers;
reconciling bank accounts; verifyin g the internal consistency, completeness, and mathematical
accuracy of accounting documents; assigning prescribed accounting distribution codes; examining
and verifyin g for cle rica l accuracy various types of reports, lists, calculations, posting, etc.;
or preparing simple or assisting in preparing m ore complicated journal vouchers. May work
in either a manual or automated accounting system.
The work requires a knowledge of cle rica l methods and office practices and procedures
which relates to the c le rica l processing and recording of transactions and accounting information.
With experience, the worker typically becomes fam iliar with the bookkeeping and accounting term s
and procedures used in the assigned work, but is not required to have a knowledge o f the form al
principles of bookkeeping and accounting.




Class C . P erform s routine filin g of m aterial that has already been classified or which
is easily classified in a simple serial classification system (e.g., alphabetical, chronological,
or num erical). As requested, locates readily available m aterial in file s and forwards m a­
terial; and may fi l l out withdrawal charge. May perform simple c le rica l and manual tasks
required to maintain and service file s.
C LER K, ORDER
R eceives custom ers' orders for m aterial or m erchandise by m ail, phone, or personally.
Duties involve any combination of the follow ing: Quoting prices to customers; making out an order
sheet listing the items to make up the order; checking prices and quantities of items on order
sheet; and distributing order sheets to respective departments to be filled . May check with credit
department to determine credit rating o { customer, acknowledge receipt of orders from customers,
follow up orders to see that they have been filled , keep file o f orders received, and check shipping
invoices with original orders.
C LER K, P A Y R O L L
Computes wages of company employees and enters the necessary data on the payroll
sheets. Duties involve: Calculating w orkers' earnings based on tim e or production records; and
posting calculated data on payroll sheet, showing information such as w orker's name, working
days, tim e, rate, deductions fo r insurance, and total wages due. May make out paychecks and
assist paymaster in making up and distributing pay envelopes. May use a calculating machine.

NOTE: The Bureau has discontinued collecting data fo r oile rs and plumbers.

24

25
CO M PTOM ETER OPERATOR

SE CR ETAR Y— Continued

P rim a ry duty is to operate a Comptometer to perform mathematical computations. This
job is not to be confused with that o f statistical or other type of clerk, which may involve f r e ­
quent use of a Comptometer but, in which, use of this machine is incidental to perform ance of
other duties.

N O TE : The term "corporate office r, " used in the level definitions following, refers to
those officia ls who have a significant corporate-w ide policymaking role with regard to m ajor
company activities. The title "v ic e p resid en t," though norm ally indicative of this role, does not
in all cases identify such positions. V ice presidents whose prim ary responsibility is to act p e r­
sonally on individual cases or transactions (e.g., approve or deny individual loan or credit actions;
administer individual trust accounts; directly supervise a clerica l staff) are not considered to be
"corporate o ffic e rs " for purposes o f applying the following level definitions.

KEYPU NC H OPERATOR
Operates a keypunch machine to record or v e rify alphabetic and/or numeric data on
tabulating cards or on tape.
Positions are classified into levels on the basis of the following definitions.

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

Class A . Work requires the application o f experience and judgment in selecting proce­
dures to be followed and in searching fo r, interpreting, selecting, or coding items to be
keypunched from a variety of source documents. On occasion may also perform some routine
keypunch work. May train inexperienced keypunch operators.
Class B . Work is routine and repetitive. Under close supervision or following specific
procedures or instructions, works from various standardized source documents which have
been coded, and follows specified procedures which have been prescribed in detail and require
little or no selecting, coding, or interpreting of data to be recorded. R efers to supervisor
problems arising from erroneous item s or codes or m issing information.

2. Secretary to a corporate o ffice r (other than the chairman of the board or president)
of a company that employs, in all, over 5, 000 but few er than 25, 000 persons; or
3. Secretary to the head, im m ediately below the corporate office r level, of a m ajor
segment or subsidiary of a company that employs, in all, over 25,000 persons.
Class B
1. Secretary to the chairman o f the board or president of a company that employs, in
all, few er than 100 persons; or
2. Secretary to a corporate o ffice r (other than the chairman of the board or president)
of a company that employs, in all, over 100 but few er than 5,000 persons; or

MESSENGER (O ffice Boy or G irl)
Perform s various routine duties such as running errands, operating m inor office m a­
chines such as sealers or m ailers, opening and distributing m ail, and other m inor clerica l work.
Exclude positions that require operation of a m otor vehicle as a significant duty.
SECRETARY
Assigned as personal secretary, norm ally to one individual. Maintains a close and highly
responsive relationship to the day-to-day work of the supervisor. Works fa ir ly independently r e ­
ceiving a minimum of detailed supervision and guidance. P erform s varied cle rica l and secretarial
duties, usually including most of the following:
a. Receives telephone calls, personal ca llers, and incoming m ail, answers routine in­
quiries, and routes technical inquiries to the proper persons:
b.

Establishes, maintains, and revises the su pervisor's files;

c.

Maintains the su pervisor's calendar and makes appointments as instructed;

d.

Relays m essages from supervisor to subordinates;

e. Reviews correspondence, memorandums, and reports prepared by others for the
supervisor's signature to assure procedural and typographic accuracy;
f.

Class A

3. Secretary to the head, im m ediately below the o ffice r lev el, over either a m ajor
corporate-w ide functional activity (e.g., marketing, research, operations, industrial relations, etc.) or a m ajor geographic or organizational segment (e.g., a regional headquarters;
a m ajor division) of a company that employs, in all, over 5,000 but fewer than 25,000
em ployees; or
4. Secretary to the head of an individual plant, factory, etc. (or other equivalent level
of officia l) that employs, in all, over 5,000 persons; or
5. Secretary to the head of a la rge and important organizational segment (e.g., a middle
management supervisor of an organizational segment often involving as many as several
hundred persons) or a company that employs, in all, over 25,000 persons.
Class C
1. Secretary to an executive or managerial person whose responsibility is not equivalent
to one o f the specific level situations in the definition for class B, but whose organizational
unit norm ally numbers at least several dozen employees and is usually divided into organ iza­
tional 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
2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level
of officia l) that employs, in all, few er than 5,000 persons.
Class D

Perform s stenographic and typing work.

May also perform other cle rica l and secretarial tasks of comparable nature and difficulty.
The work typically requires knowledge of office routine and understanding of the organization,
program s, and procedures related to the work of the supervisor.
Exclusions
Not all positions that are titled "s e c re ta ry " possess the above characteristics.
of positions which are excluded from the definition are as follows:
a.

Positions which do not m eet the "personal"

b.

1. Secretary to the supervisor or head of a small organizational unit (e.g., few er than
about 25 or 30 persons); m;
2. Secretary to a nonsupervisory staff specialist, professional employee, adm inistra­
tive o ffic e r, or assistant, skilled technician or expert. (NOTE: Many companies assign
stenographers, rather than secretaries as described above, to this level of supervisory or
nonsupervisory w orker.)

Examples

secretary concept described above;

Stenographers not fully trained in secretarial type duties;

c. Stenographers serving as office assistants to a group o f professional, technical, or
m anagerial persons;
d. Secretary positions in which the duties are either substantially m ore routine or sub­
stantially m ore complex and responsible than those characterized in the definition;

STENOGRAPHER
P rim a ry 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 prim ary duty is transcribing from recordings, see Transcribing-Machine
Operator, General).
N O TE : This job is distinguished from that of a secretary in that a secretary norm ally
works in a confidential relationship with only one manager or executive and perform s m ore
responsible and discretionary tasks as described in the secretary job definition.
Stenographer, General

e. Assistant type positions which involve m ore difficult or m ore responsible tech­
nical, adm inistrative, supervisory, or specialized c le rica l duties which are not typical of
secretarial work.




Dictation involves a normal routine vocabulary. May maintain file s, keep simple records,
or perform other rela tiv ely routine cle rica l tasks.

26
STENOGRAPHER— Continued

TAB U LA TIN G -M A C H IN E O PERATO R (E lectric Accounting Machine Operator)— Continued

Stenographer, Senior

Positions are classified into levels on the basis of the following definitions.

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
P e rform s stenographic duties requiring significantly greater independence and respon­
sibility than stenographer, general, as evidenced by the following: Work requires a high
degree o f stenographic speed and accuracy; a thorough working knowledge of general business
and office procedure; and of the specific business operations, organization, policies, proce­
dures, file s , workflow, etc. Uses this knowledge in perform ing stenographic duties and
responsible cle rica l tasks such as maintaining followup file s; assembling m aterial for reports,
memorandums, and letters; composing simple letters from general instructions; reading and
routing incoming m ail; and answering routine questions,_ etc.
SWITCHBOARD O PERATOR
Class A . Operates a single- or m ultiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. P erform s full telephone information service or handles
complex calls, such as conference, collect, overseas, or sim ilar calls, either in addition to
doing routine work as described fo r switchboard operator, class B, or as a fu ll-tim e
assignment. (" F u ll" telephone information service occurs when the establishment has varied
functions that are not readily understandable for telephone information purposes, e.g., because
o f overlapping or interrelated functions, and consequently present frequent problems as to
which extensions are appropriate fo r calls.)
Class B . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. May handle routine long distance calls and record tolls.
May perform lim ited telephone information service. ("L im ite d " telephone information service
occurs i f the functions of the establishment serviced are readily understandable fo r telephone
information purposes, or if the requests are routine, e.g., giving extension numbers when
specific names are furnished, or i f com plex calls are referred to another operator.)
These classifications do not include switchboard operators in telephone companies who
assist customers in placing calls.
SWITCHBOARD O PE R A TO R -R E C E PTIO N IST
In addition to perform ing duties of operator on a single-position or m onitor-type switch­
board, acts as receptionist and m ay also type or perform routine cle rica l work as part o f regular
duties. This typing or c le ric a l work m ay take the m ajor part of this w orker's tim e while at
switchboard.
TA B U LA TIN G -M A C H IN E O PERATOR (E le ctric Accounting Machine Operator)
Operates one or a variety of machines such as the tabulator, calculator, collator, in ter­
preter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors.
A lso excluded are operators of electronic digital computers, even though they may also operate
EAM equipment.

Class A . P erform s complete reporting and tabulating assignments including devising
difficult control panel w iring under general supervision. Assignments typically involve a
variety of long and complex reports which often are irreg u la r or nonrecurring, requiring
some planning o f the nature and sequencing of operations, and the use o f a variety of m a­
chines. Is typically involved in training new operators in machine operations or training
low er lev el operators in wiring from diagrams and in the operating sequences of long and
complex reports. Does not include positions in which wiring responsibility is lim ited to
selection and insertion of prew ired boards.
Class B . P erform s work according to established procedures and under specific in­
structions. Assignments typically involve complete but routine and recurring reports or parts
of la rg e r and m ore complex reports. Operates m ore difficult tabulating or electrica l ac­
counting machines such as the tabulator and calculator, in addition to the sim pler machines
used by class C operators. May be required to do some wiring from diagram s. May train
new em ployees in basic machine operations.
Class C. Under specific instructions, operates simple tabulating or electrica l accounting
machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments
typically involve portions of a work unit, fo r example, individual sorting or collating runs,
or repetitive operations. May perform simple w iring from diagram s, and do some filin g work.
TRANSCRIBING-M ACHINE O PERATOR, G ENERAL
P rim a ry duty is to transcribe dictation involving a normal routine vocabulary from
transcribing-m achine records. May also type from written copy and do simple cle rica l work.
Workers transcribing dictation involving a varied technical or specialized vocabulary such as
legal briefs or reports on scientific research are not included. A w orker who takes dictation
in shorthand or by Stenotype or sim ilar machine is classified as a stenographer.
T Y P IS T
Uses a typew riter to make copies of various m aterials or to make out bills after calcula­
tions have been made by another person. May include typing of stencils, mats, or sim ilar m ate­
rials fo r use in duplicating processes. May do c le rica l work involving little special training, such
as keeping simple records, filin g records and reports, or sorting and distributing incoming m ail.
Class A . P erform s one or m ore of the follow ing: Typing m aterial in final form when
it involves combining m aterial from several sources; or responsibility fo r correct spelling,
syllabication, punctuation, etc., of technical or unusual words or foreign language m ate­
rial; or planning layout and typing of complicated statistical tables to maintain uniform ity
and balance in spacing. May type routine form letters, varying details to suit circumstances.
Class B . P erform s one or m ore of the follow in g: Copy typing from rough or clear
drafts; or routine typing of form s, insurance policies, etc.; or setting up simple standard
tabulations; or copying m ore complex tables already set up and spaced properly.

P R O F E S S IO N A L A N D T E C H N IC A L
COMPUTER OPERATOR
Monitors and operates the control console of a digital computer to process data according
to operating instructions, usually prepared by a program er. Work includes most of the follow ing:
Studies instructions to determine equipment setup and operations; loads equipment with required
item s (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts
and operates computer; makes adjustments to computer to correct operating problem s and meet
special conditions; review s e r ro rs made during operation and determines cause or refers problem
to supervisor or program er; and maintains operating records. May test and assist in correcting
program .
F or wage study purposes, computer operators are classified as follows:
Class A. Operates independently, or under only general direction, a computer running
program s with most of the following ch aracteristics: New programs are frequently tested
and introduced; scheduling requirements are of critica l importance to m inim ize downtime;
the program s are of complex design so that identification of e rro r source often requires a
working knowledge of the total program , and alternate programs may not be available. May
give direction and guidance to low er lev el operators.
Class B. Operates independently, or under only general direction, a computer running
program s with most of the following characteristics: Most o f the program s are established
production runs, typically run on a regu larly recurring basis; there is little or no testing




COMPUTER OPERATOR— Continued
of new program s required; alternate program s are provided in case original program needs
m ajor change or cannot be corrected within a reasonable tim e. In common e r r o r situa­
tions, diagnoses cause and takes corrective action. This usually involves applying previously
program ed co rrective steps, or using standard correction techniques.
OR
Operates under direct supervision a computer running program s or segments of program s
with the characteristics described fo r class A. May assist a higher level operator by inde­
pendently perform ing less difficult tasks assigned, and perform ing difficult tasks following
detailed instructions and with frequent review of operations perform ed.
Class C . Works on routine program s under close supervision. Is expected to develop
working knowledge o f the computer equipment used and ability to detect problems involved in
running routine program s. Usually has received some form al training in computer operation.
May assist higher lev el operator on complex program s.
COMPUTER PROGRAMER, BUSINESS
Converts statements of business problem s, typically prepared by a systems analyst, into
a sequence of detailed instructions which are required to solve the problem s by automatic data
processing equipment. Working from charts or diagram s, the program er develops the precise in­
structions which, when entered into the computer system in coded language, cause the manipulation

27
COMPUTER PROGRAMER, BUSINESS— Continued
of data to achieve desired results. Work involves most of the following: Applies knowledge of
computer capabilities, mathematics, logic employed by computers, and particular subject matter
involved to analyze charts and diagrams of the problem to be programed; develops sequence
of program steps; w rites detailed flow charts to show order in which data w ill be processed;
converts these charts to coded instructions fo r machine to follow; tests and corrects program s;
prepares instructions fo r operating personnel during production run; analyzes, review s, and alters
program s to increase operating efficiency or adapt to new requirements; maintains records of
program development and revisions. (NOTE: Workers perform ing both systems analysis and pro­
graming should be classified as systems analysts i f this is the skill used to determine their pay.)
Does not include employees p rim a rily responsible for the management or supervision of
other electronic data processing em ployees, or program ers p rim a rily concerned with scientific
and/or engineering problem s.
F or wage study purposes, program ers are classified as follows:
Class A . Works independently or under only general direction on complex problem s which
require competence in all phases of program ing concepts and practices. Working from dia­
grams and charts which identify the nature of desired results, m ajor processing steps to be
accomplished, and the relationships between various steps of the problem solving routine;
plans the full range o f programing actions needed to efficiently utilize the computer system
in achieving desired end products.
At this level, programing 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 low er level program ers who are assigned to assist.
Class B . Works independently or under only general direction on rela tively simple
program s, or on simple segments o f complex program s. Program s (or segments) usually
process information to produce data in two or three varied sequences or form ats. Reports
and listings are produced by refining, adapting, arraying, or making m inor additions to or
deletions from input data which are readily available. While numerous records may be
processed, the data have been refined in p rior actions so that the accuracy and sequencing
of data can be tested by using a few routine checks. Typically, the program deals with
routine record-keeping type operations.
OR
Works on complex program s (as described fo r class A ) under close direction of a higher
level program er or supervisor. May assist higher level program er by independently p e r­
form ing less difficult tasks assigned, and perform ing m ore difficult tasks under fa irly close
direction.
May guide o r instruct low er level program ers.
Class C . Makes practical applications of programing practices and concepts usually
learned in form al training courses. Assignments are designed to develop competence in the
application of standard procedures to routine problem s. Receives close supervision on new
aspects of assignments; and work is review ed to v e r ify its accuracy and conformance with
required procedures.
COMPUTER SYSTEMS A N A LY S T, BUSINESS
Analyzes business problems to formulate procedures fo r solving them by use of electronic
data processing equipment. Develops a complete description of all specifications needed to enable
program ers to prepare required digital computer program s. Work involves most of the follow ing:
Analyzes subject-m atter operations to be automated and identifies conditions and c riteria required
to achieve satisfactory results; specifies number and types of records, file s , and documents to
be used: outlines actions to be perform ed by personnel and computers in sufficient detail for
presentation to management and for programing (typically this involves preparation of work and
data flow charts); coordinates the development of test problems and participates in tria l runs of
new and revised systems; and recommends equipment changes to obtain m ore effective overall
operations. (NOTE: Workers perform ing both systems analysis and programing should be clas­
sified as systems analysts if this is the skill used to determine their pay.)
Does not include employees p rim a rily responsible fo r the management or supervision
o f other electronic data processing em ployees, or systems analysts p rim a rily concerned with
scientific or engineering problems.
F or wage study purposes, systems analysts are classified as follows:
Class A . Works independently or under only general direction on complex problem s in­
volving all phases o f systems analysis. Problem s are complex because of diverse sources of
input data and m ultiple-use requirements of output data. (F o r example, develops an integrated
production scheduling, inventory control, cost analysis, and sales analysis record in which




COM PUTER SYSTEMS A N A L Y S T , BUSINESS— Continued
every item of each type is automatically processed through the full system of records and
appropriate followup actions are initiated by the computer.) Confers with persons concerned to
determine the data processing problem s and advises subject-matter personnel on the im plica­
tions of new or revised systems of data processing operations. Makes recommendations, if
needed, for approval of m ajor systems installations or changes and for obtaining equipment.
May provide functional direction to low er level systems analysts who are assigned to
assist.
Class B . Works independently or under only general direction on problems that are
rela tively uncomplicated to analyze, plan, program , and operate. Problem s are of lim ited
complexity because sources of input data are homogeneous and the output data are closely
related. (F o r example, develops systems for maintaining depositor accounts in a bank,
maintaining accounts receivable in a retail establishment, or maintaining inventory accounts
in a manufacturing or wholesale establishment.) Confers with persons concerned to determine
the data processing problems and advises subject-m atter personnel on the im plications of the
data processing systems to be applied.
OR
Works on a segment of a complex data processing scheme or system, as described for
class A. Works independently on routine assignments and receives instruction and guidance
on complex assignments. Work is review ed fo r accuracy of judgment, compliance with in­
structions, and to insure proper alinement with the overall system.
Class C. Works under immediate supervision, carrying out analyses as assigned, usually
of a single activity. Assignments are designed to develop and expand practical experience
in the application of procedures and skills required for systems analysis work. F or example,
may assist a higher le v e l systems analyst by preparing the detailed specifications required
by program ers from information developed by the higher lev el analyst.
DRAFTSM AN
Class A . Plans the graphic presentation of complex items having distinctive design
features that d iffer significantly from established drafting precedents. Works in close sup­
port with the design originator, and m ay recommend m inor design changes. Analyzes the
effect o f each change on the details of form , function, and positional relationships of com ­
ponents and parts. Works with a minimum o f supervisory assistance. Completed work is
review ed by design originator for consistency with prior engineering determinations. May
either prepare drawings, or direct their preparation by lower level draftsmen.
Class B. P e rform s nonroutine and complex drafting assignments that require the appli­
cation o f m ost of the standardized drawing techniques regularly used. Duties typically in­
volve such work as: P repares working drawings of subassemblies with irregu la r shapes,
multiple functions, and precise positional relationships between components: prepares archi­
tectural drawings fo r construction of a building including detail drawings of foundations, wall
sections, flo or plans, and roof. Uses accepted formulas and manuals in making necessary
computations to determine quantities o f m aterials to be used, load capacities, strengths,
stresses, etc.
R eceives initial instructions, requirements, and advice from supervisor.
Completed work is checked for technical adequacy.
Class C . P repares detail drawings of single units or parts for engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isom etric projections
(depicting three dimensions in accurate scale) and sectional views to cla rify positioning of
components and convey needed information. Consolidates details from a number of sources
and adjusts or transposes scale as required. Suggested methods of approach, applicable
precedents, and advice on source m aterials are given with initial assignments. Instructions
are less complete when assignments recur. Work m ay be spot-checked during progress.
D RAFTSM AN -TRACE R
Copies plans and drawings prepared by others by placing tracing cloth or paper over
drawings and tracing with pen or pencil. (Does not include tracing lim ited to plans p rim a rily
consisting of straight lines and a la rge scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized item s. Work is closely supervised
during progress.
ELECTRO NIC TECHNICIAN
Works on various types of electronic equipment or systems by perform ing one or m ore
of the following operations: Modifying, installing, repairing, and overhauling. These operations
require the perform ance of m ost or all of the following tasks: Assem bling, testing, adjusting,
calibrating, tuning, and alining.
Work is nonrepetitive and requires a knowledge o f the theory and practice of electronics
pertaining to the use o f general and specialized electronic test equipment; trouble analysis; and
the operation, relationship, and alinement of electronic systems, subsystems, and circuits having
a variety o f component parts.

28
ELECTRONIC TECHNICIAN— Continued

NURSE, IN D USTRIAL (R egistered )

E lectronic equipment or systems worked on typically include one or m ore of the follow ing:
Ground, vehicle, or airborne radio communications systems, relay systems, navigation aids;
airborne or ground radar systems; radio and television transmitting or recording systems; e le c ­
tronic computers; m iss ile and spacecraft guidance and control systems; industrial and m edical
measuring, indicating and controlling devices; etc.

A registered nurse who gives nursing service under general m edical direction to i l l or
injured employees or other persons who become i l l or suffer an accident on the prem ises of a
factory or other establishment. Duties involve a combination of the follow in g: Giving firs t aid
to the ill or injured; attending to subsequent dressing of em ployees' injuries; keeping records
of patients treated; preparing accident reports fo r compensation or other purposes; assisting in
physical examinations and health evaluations of applicants and em ployees; and planning and c a rry ­
ing out program s involving health education, accident prevention, evaluation of plant environment,
or other activities affecting the health, w elfa re, and safety of a ll personnel. Nursing supervisors
or head nurses in establishments employing m ore than one nurse are excluded.

(Exclude production assem blers and testers, craftsm en, draftsmen, designers, engineers,
and repairm en of such standard electronic equipment as office machines, radio and television
receivin g sets.)

M A IN T E N A N C E A N D P O W E R P L A N T
C AR PE N TE R , M AIN TEN AN CE

MACHINIST, M AINTENANCE

P e rform s the carpentry duties necessary to construct and maintain in good repair build­
ing 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, m odels, or verbal instructions; using a
variety of carpenter's handtools, portable power tools, and standard measuring instruments; mak­
ing standard shop computations relating to dimensions of work; and selecting m aterials necessary
fo r the work. In general, the work of the maintenance carpenter requires rounded training and
experience usually acquired through a form al apprenticeship or equivalent training and experience.

Produces replacement parts and new parts in making repairs of m etal parts of mechanical
equipment operated in an establishment. Work involves most of the follow in g: Interpreting written
instructions and specifications; planning and laying out of work; using a va riety of m achinist's
handtools and precision measuring instruments; setting up and operating standard machine tools;
shaping of m etal parts to close tolerances; making standard shop computations relating to dimen­
sions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of
the common m etals; selecting standard m aterials, parts, and equipment required for his work;
and fitting and assembling parts into mechanical equipment. In general, the machinist's work
norm ally requires a rounded training in machine-shop practice usually acquired through a form al
apprenticeship or equivalent training and experience.

E LE C TR IC IA N , M AIN TEN AN CE
P e rfo rm s a va riety of e le ctrica l trade functions such as the installation, maintenance, or
rep air of equipment fo r the generation, distribution, or utilization of ele ctric energy in an estab­
lishment. Work involves most of the follow in g: Installing or repairing any of a variety of e le c ­
tric a l equipment such as generators, tran sform ers, switchboards, controllers, circuit breakers,
m otors, heating units, conduit systems, or other transmission equipment; working from blue­
prints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrica l
system or equipment; working standard computations relating to load requirements of w iring or
ele ctrica l 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 form al apprenticeship or equivalent training and experience.
ENGINEER, STATIO N ARY
Operates and maintains and may also supervise the operation of stationary engines and
equipment (mechanical or e le c tric a l) to supply the establishment in which employed with power,
heat, refrigeration , or air-conditioning. Work involves: Operating and maintaining equipment
such as steam engines, air com pressors, generators, m otors, turbines, ventilating and r e fr ig ­
erating equipment, steam boilers and b o iler-fe d water pumps; making equipment repairs; and
keeping a record of operation of m achinery, tem perature, and fuel consumption. May also su­
pervise these operations. Head or chief engineers in establishments employing m ore than one
engineer are excluded.
FIREM AN , STATIO N A RY BOILER
F ire s stationary boilers to furnish the establishment in which employed with heat, power,
or steam. Feeds fuels to fir e by hand or operates a mechanical stoker, gas, or oil burner; and
checks w ater and safety valves. May clean, oil, or assist in repairing boilerroom equipment.
H E LPE R , M AINTENANCE TRADES
A ssists one or m ore w orkers in the skilled maintenance trades, by perform ing specific
or general duties of le s se r skill, such as keeping a w orker supplied with m aterials and tools;
cleaning working area, machine, and equipment; assisting journeyman by holding m aterials or
tools; and perform ing other unskilled tasks as directed by journeyman. The kind of work the
helper is perm itted to perform varies from trade to trade: In some trades the helper is confined
to supplying, lifting, and holding m aterials 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
perform ed by workers on a fu ll-tim e basis.
M AC H INE -TO O L OPERATOR, TOOLROOM
Specializes in the operation of one or m ore types of machine tools, such as jig borers,
cylindrical or surface grinders, engine lathes, or m illing machines, in the construction of
machine-shop tools, gages, jig s , fixtures, or dies. Work involves most of the following: Planning
and perform ing difficult machining operations; processing item s requiring complicated setups or
a high degree of accuracy; using a va riety of precision measuring instruments; selecting feeds,
speeds, tooling, and operation sequence; and making necessary adjustments during operation
to achieve requisite tolerances or dimensions. May be required to recognize when tools need
dressing, to dress tools, and to select proper coolants and cutting and lubricating oils. F or
cross-industry wage study purposes, m achine-tool operators, toolroom , in tool and die jobbing
shops are excluded from this classification.




MECHANIC, AUTO M O TIVE (Maintenance)
Repairs automobiles, buses, m otortrucks, and tractors of an establishment. Work in­
volves most of the follow ing: Examining automotive equipment to diagnose source of trouble; d is­
assembling equipment and perform ing repairs that involve the use of such handtools as wrenches,
gages, d rills , or specialized equipment in disassembling or fitting parts; replacing broken or
defective parts from stock; grinding and adjusting valves; reassem bling and installing the various
assem blies in the vehicle and making necessary adjustments; and alining w heels, adjusting brakes
and lights, or tightening body bolts. In general, the work of the automotive mechanic requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience.
This classification does not include mechanics who repair custom ers' vehicles in auto­
m obile repair shops.
MECHANIC, M AIN TEN AN CE
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 perform ing 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 of the
machine to a machine shop fo r m ajor repairs; preparing written specifications for m ajor repairs
or for the production of parts ordered from machine shop; reassem bling machines; and making
all necessary adjustments fo r operation. In general, the work of a maintenance mechanic requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience. Excluded from this classification are w orkers whose prim ary duties
involve setting up or adjusting machines.
M ILLW RIG H T
Installs new machines or heavy equipment, and dismantles and installs machines or heavy
equipment when changes in the plant layout are required. Work involves m ost of the follow in g;
Planning and laying out of the work; interpreting blueprints or other specifications; using a variety
of handtools and rigging; making standard shop computations relating to stresses, strength of
m aterials, and centers of gravity; alining and balancing of 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 m illw righ t's work norm ally requires
a rounded training and experience in the trade acquired through a form al apprenticeship or
equivalent training and experience.
P A IN TE R , M AIN TEN AN CE
Paints and redecorates w alls, woodwork, and fixtures of an establishment. Work involves
the follow ing: Knowledge of surface peculiarities and types of paint required for different applica­
tions; preparing surface fo r painting by rem oving old finish or by placing putty or fille r in nail

29
PA IN TE R , M AIN TEN AN CE— Continued

S H E E T -M E T A L WORKER, M AINTENANCE--- Continued

holes and interstices; and applying paint with spray gun or brush. May m ix 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 form al
apprenticeship or equivalent training and experience.

up and operating all available types o f sheet-m etal working machines; using a variety of handtools
in cutting, bending, form ing, shaping, fitting, and assembling; and installing sheet-metal articles
as required. In general, the work of the maintenance sheet-m etal worker requires rounded
training and experience usually acquired through a form al apprenticeship or equivalent training
and experience.

P IP E F IT T E R , M AINTENANCE
Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an
establishment. Work involves most of the following: Laying out of work and measuring to locate
position of pipe from drawings or other written specifications; cutting various sizes of pipe to
co rrect lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading
pipe with stocks and dies; bending pipe by hand-driven or pow er-driven machines; assembling
pipe with couplings and fastening pipe to hangers; making standard shop computations relating to
pressu res, flow , and size of pipe required; and making standard tests to determine whether fin­
ished pipes m eet specifications. In general, the work of the maintenance pipefitter requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience. Workers p rim a rily engaged in installing and repairing building sanitation
or heating systems are excluded.
SH E E T-M E T A L WORKER, M AINTENANCE
Fabricates, installs, and maintains in good repair the sheet-m etal equipment and fixtures
(such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, m etal
roofing) of an establishment. Work involves most of the follow ing: Planning and laying out all
types-of sheet-m etal maintenance work from blueprints, m odels, or other specifications; setting

TO O L AND DIE MAKER
(Die maker; jig maker; tool m aker; fixture maker; gage m aker)
Constructs and repairs machine-shop tools, gages, jigs, fixtures or dies for forgings,
punching, and other m etal-form ing work. Work involves most of the following; Planning and
laying out of work from models, blueprints, drawings, or other oral and written specifications;
using a va riety o f tool and die m aker's handtools and precision measuring instruments; under­
standing of the working properties of common m etals and alloys; setting up and operating of
machine tools and related equipment; making necessary shop computations relating to dimensions
o f work, speeds, feeds, and tooling of machines; heat-treating o f m etal parts during fabrication
as w ell as of finished tools and dies to achieve required qualities; working to closfe tolerances;
fitting and assembling of parts to prescribed tolerances and allowances; and selecting appropriate
m aterials, tools, and processes. In general, the tool and die m aker's work requires a rounded
training in machine-shop and toolroom practice usually acquired through a form al apprenticeship
or equivalent training and experience.
F or cross-industry wage study purposes, tool and die makers in tool and die jobbing
shops are excluded from this classification.

C U S T O D IA L A N D M A T E R IA L M O V E M E N T
GUARD AND WATCHMAN

PACKER, SHIPPING— Continued

Guard. P erform s routine police duties, either at fixed post or on tour, maintaining order,
using arms or fo rc e where necessary. Includes gatemen who are stationed at gate and check
on identity of employees and other persons entering.

and size o f container; inserting enclosures in container; using excelsior or other m aterial 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.

Watchman. Makes rounds o f prem ises periodically in protecting property against fire ,
theft, and illega l entry.

SHIPPING AND RECEIVING CLERK

JANITOR, PORTER, OR C LEANER
(Sweeper; charwoman; janitress)
Cleans and keeps in an ord erly condition factory working areas and washrooms, or
prem ises of an office, apartment house, or com m ercial or other establishment. Duties involve
a combination of the follow ing: Sweeping, mopping or scrubbing, and polishing flo ors; removing
chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing m etal fix ­
tures or trim m ings; providing supplies and m inor maintenance services; and cleaning lavatories,
showers, and restroom s. Workers who specialize in window washing are excluded.

Prepares merchandise fo r shipment, or receives and is responsible for incoming ship­
ments of merchandise or other m aterials. Shipping work involves: A knowledge of shipping pro­
cedures, practices, routes, available means of transportation, and rates; and preparing records
of the goods shipped, making up bills of lading, posting weight and shipping charges, and keeping
a file of shipping records. May direct or assist in preparing the merchandise for shipment.
Receiving work in volves: V erifyin g or directing others in verifyin g the correctness of shipments
against bills of lading, invoices, or other records; checking for shortages and rejecting dam­
aged goods; routing merchandise or m aterials to proper departments; and maintaining necessary
records and file s.
F or wage study purposes, workers are classified as follows:
Receiving clerk
Shipping clerk
Shipping and receivin g clerk

LABORER, M A T E R IA L HANDLING
(Loader and unloader; handler and stacker;
warehouseman or warehouse helper)

shelver; trucker;

stockman or stock helper;

A worker employed in a warehouse, manufacturing plant, store, or other establishment
whose duties involve one or m ore of the following: Loading and unloading various m aterials and
merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving,
or placing m aterials or merchandise in proper storage location; and transporting m aterials or
merchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are
excluded.
ORDER F IL L E R
(Order picker; stock selector; warehouse stockman)
F ills shipping or transfer orders fo r finished goods from stored m erchandise in accord­
ance with specifications on sales slips, custom ers' orders, or other instructions. May, in addition
to fillin g orders and indicating items fille d or omitted, keep records of outgoing orders, requi­
sition additional stock or report short supplies to supervisor, and perform other related duties.

TRUCKDRIVER
Drives a truck within a city or industrial area to transport m aterials, merchandise,
equipment, or men between various types of establishments such as: Manufacturing plants, freight
depots, warehouses, wholesale and retail establishments, or between retail establishments and
custom ers' houses or places of business. May also load or unload truck with or without helpers,
make m inor mechanical repairs, and keep truck in good working order. D river-salesm en and
over-th e-road d rivers are excluded.
follows:

F or wage study purposes, tru ckdrivers are classified by size and type of equipment, as
(T r a c to r -tr a ile r should be rated on the basis of tra ile r capacity.)
Tru ckdriver
Tru ckdriver,
Tru ckdriver,
Tru ckdriver,
Tru ckdriver,

(combination of sizes listed separately)
light (under l'/z tons)
medium ( 1 V2 to and including 4 tons)
heavy (over 4 tons, tra ile r type)
heavy (over 4 tons, other than tra ile r type)

TRUCKER, POWER
PAC KE R, SHIPPING
Prepares finished products .for shipment or storage by placing them in shipping con­
tainers, the specific . operations perform ed being dependent upon the type, size, and number
of units to be packed, the type of container employed, and method o f shipment. Work requires
the placing o f item s in shipping containers and may involve one or m ore of the follow in g:
Knowledge of various item s of stock in order to v e rify content; selection of appropriate type




Operates a manually controlled gasoline- or electric-pow ered truck or tractor to transport
goods and m aterials of all kinds about a warehouse, manufacturing plant, or other establishment.
F or wage study purposes, workers are classified by type of truck, as follows:
Trucker, power (fo rk lift)
Trucker, power (other than fo rk lift)

A v a ila b le O n R e q u e s t ----The follow in g areas are surveyed p erio d ica lly fo r use in adm inistering the S ervice Contract A ct of 1965.
available at no cost while supplies last from any o f the BLS regional o ffic e s shown on the inside front cover.

Copies o f public releases are

Lared o, Tex.
Las V egas, N ev.
Lexington, Ky.
L ow er E astern Shore, M d.-V a.
Macon, Ga.
M arquette, Escanaba, Sault Ste. M a rie , Mich.
M eridian, M iss.
M iddlesex, Monmouth, Ocean and Som erset
Cos., N.J.
M obile, A la ., and Pensacola, Fla.
M ontgom ery, A la.
N ash ville, Tenn.
New London—
Groton—
Norw ich, Conn.
Northeastern Maine
Ogden, Utah
Orlando, Fla.
Oxnard—
Ventura, C alif.
Panama City, Fla.
Pine Bluff, A rk .
Portsm outh, N.H.—Maine— ass.
M
Pueblo, Colo.
Reno, Nev.
Sacram ento, C alif.
Santa Barbara, C alif.
Shreveport, La.
Springfield—
Chicopee—
Holyoke, M ass.—Conn.
Stockton, C alif.
Tacom a, Wash.
Topeka, Kans.
Tucson, A r iz .
V a lle jo —
Napa, C alif.
Wichita F a lls , Tex.
Wilmington, D e l—
N.J.—
Md.

A laska
Albany, Ga.
Alpena, Standish, and Tawas C ity, Mich.
A m a rillo , Tex.
A s h e v ille , N.C.
Atlantic City, N.J.
Augusta, G a —S.C.
Austin, T ex.
B ak ersfield , C alif.
Baton Rouge, La.
B ilo x i, Gulfport, and Pascagoula, M iss.
B rid gep ort, Norw alk, and Stam ford, Conn.
Charleston, S.C.
C la rk s v ille , Tenn., and H opkinsville, K y.
Colorado Springs, Colo.
Columbia, S.C.
Columbus, G a — la.
A
Crane, Ind.
Dothan, A la.
Duluth— u p erior, Minn.—W is.
S
Durham, N.C.
E l Paso, Tex.
Eugene, O reg.
F a rg o — oorhead, N. Dak.—
M
Minn.
F a y e tte v ille , N.C.
Fitchburg— e o m in s te r, M ass.
L
F o rt Smith, A rk .—
Okla.
F re d e ric k —
Hagerstown, M d .-P a .-W . Va.
G reat F a lls , Mont.
G reensboro-W inston Salem—
High Point, N.C.
H arrisb u rg, Pa.
H untsville, A la.
K n oxville, Tenn.

The eleventh annual rep ort on salaries fo r accountants, auditors, chief accountants, attorneys, job analysts, d irecto rs o f personnel,
buyers, chem ists, engineers, engineering technicians, draftsm en, and c le ric a l em ployees. O rder as BLS Bulletin 1693, National
Survey o f P ro fessio n a l, A dm in istrative, Technical, and C le ric a l Pay, June 1970, $1.00 a copy, from the Superintendent o f Documents,
U.S. Government P rin tin g O ffice, Washington, D.C., 20402, or any o f its region al sales o ffices.




☆

U.

S.

G O V E R N M E N T

P R IN T IN G

O F F IC E :

1 9 7 2 —7 4 -5 -1 0 2 / 5 3

A r e a W a g e Surv eys
A l i s t o f th e l a t e s t a v a ila b le b u lle tin s is p r e s e n t e d b e lo w .
A d i r e c t o r y o f a r e a w a g e s tu d ie s in c lu d in g m o r e l im it e d s tu d ie s c o n d u c te d at
the r e q u e s t o f th e E m p lo y m e n t S ta n d a r d s A d m in is t r a t io n o f th e D e p a r tm e n t o f L a b o r is a v a ila b le on r e q u e s t. B u lle t in s m a y b e p u r c h a s e d f r o m th e
S u p e rin te n d e n t o f D o c u m e n ts , U .S . G o v e r n m e n t P r in t in g O f f i c e , W a s h in g to n , D . C ., 20402, o r f r o m a n y o f th e B L S r e g io n a l s a le s o f f i c e s sh ow n on
th e in s id e f r o n t c o v e r .

A rea

B u lle t in n u m b e r
and p r i c e

Akron, Ohio, July 1971 1
---------------------------------------- 1685-87, 40 cents
Albany—
Schenectady—T ro y, N .Y ., M ar. 1971 1---------- 1685-54, 35 cents
Albuquerque, N. M ex ., M ar. 1971__________ __________ 1685-58, 30 cents
Allentown—
Bethlehem—
Easton, P a.—
N.J., May 1971— 1685-75, 30 cents
Atlanta, G a., M ay 1971----------------------------------------- 1685-69, 40 cents
B altim ore, M d., Aug. 1971_____________ ———------------ 1725-16, 35 cents
Beaum ont-Port Arthur-O range, T ex ., May 1971 1---- 1685-68, 35 cents
Binghamton, N .Y ., July 1971 1------------------------------- 1725-6,
35 cents
Birm ingham , A la ., M ar. 1971 1 ----------------------------- 1685-63, 40 cents
B oise City, Idaho, Nov. 1971--------------------------------- 1725-27, 30 cents
Boston, M ass., Aug. 1971-------------------------------------- 1725-11, 40 cents
1685-43, 50 cents
Buffalo, N .Y ., Oct. 19701_____________________________
Burlington, V t., Dec. 1971------------------------------------- 1725-25, 25 cents
Canton, Ohio, May 1971 ---------------------------------------- 1685-71, 30 cents
Charleston, W. V a ., M ar. 1971------------------------------ 1685-57, 30 cents
Charlotte, N.C ., Jan. 1971------------------------------------- 1685-48, 30 cents
Chattanooga, Tenn.— a., Sept. 1971------------------------ 1725-14, 30 cents
G
Chicago, 111., June 1970---------------------------------------- 1660-90, 60 cents
Cincinnati, Ohio—
Ky.—
Ind., Feb. 1971 1------------------- 1685-53, 45 cents
Cleveland, Ohio, Sept. 1971---------------------------------- 1725-17, 40 cents
Columbus, Ohio, Oct. 1971 ------------------------------------ 1725-19, 30 cents
D allas, T ex ., Oct. 1971________________________________ 1725-26, 35 cents
Davenport—
Rock Island— oline, Iowa—
M
111.,
Feb. 1971______________________________________________ 1685-51, 30 cents
Dayton, Ohio, Dec. 1970 1------- ---------------------- -------- 1685-45, 40 cents
Denver, Colo., Dec. 1970______ _____— ___--------- -—— 1685-41, 35 cents
Des M oines, Iowa, May 1971__________________________ 1685-70, 30 cents
D etroit, M ich., Feb. 1971 1____________________________ 1685-77, 50 cents
F o rt Worth, T ex ., Oct. 1971--------------------------------- 1725-21, 30 cents
G reen Bay, W is., July 1971 ---------------------------------- 1725-3,
30 cents
G reen ville, S.C., May 1971 1--------------------------------- 1685-78, 35 cents
Houston, T ex., Apr. 1971 1 _________-— ------------ ----— 1685-67, 50 cents
Indianapolis, Ind., Oct. 1971---------------------------------- 1725-23, 30 cents
Jackson, M is s ., Jan. 1971 1 ___________________________ 1685-39, 35 cents
Jacksonville, F la ., Dec. 1970 1------------------------------ 1685-37, 35 cents
Kansas City, Mo.— ans., Sept. 1971 ----------------------- 1725- 18, 35 cents
K
Law rence— averh ill, M ass.— .H ., June 1971---------- 1685-83, 30 cents
H
N
L ittle Rock—
North L ittle Rock, A rk ., July 1971------- 1725-4,
30 cents
Los Angeles—Long Beach and Anaheim—
Santa Ana—
.
Garden G rove, C a lif., M ar. 1971 1 ----------------------- 1685-66, 50 cents
L o u isville, Ky.—
Ind., Nov, 1971 1------------------------- — 1725-29, 35 cents
Lubbock, T e x ., M ar. 1971_____________________________ 1685-60, 30 cents
M anchester, N .H ., July 1971-------------- ------------------- 1725-2,
30 cents
M em phis, Tenn.— r k ., Nov. 1970--------------------------- 1685-30, 30 cents
A
M iam i, F la ., Nov. 1971-------------------- ------- ------------ 1725-28, 30 cents
Midland and Odessa, T e x ., J an. 1971-------- — ---------- 1685-40, 30 cents
Milwaukee, W is ., May 1971----------------------------- —— 1685-76, 35 cents
Minneapolis—
St. Paul, Minn., J an. 19 71------------------- 1685-44, 40 cents
l

Data on establishment practices and supplementary wage provisions are also presented.




A rea

Muskegon—
Muskegon Heights, M ich., June 1971______
Newark and J e rs e y City, N.J., Jan. 1971____________
New Haven, Conn., J an. 1971________________________
New O rleans, L a ., J an. 1971 1-----------------------------New Y ork, N .Y ., Apr. 1971___________________________
N orfolk-Portsm ou th and Newport News—
Hampton, V a., J an. 1971 1 __________________________
Oklahoma City, O kla., July 1971 1___________________
Omaha, Nebr.—
Iowa, Sept. 1971 1 -------------------------Paterson — lifton— a s s a ic , N.J., June 1971_________
C
P
Philadelphia, P a .— .J ., Nov. 1970------------------------N
Phoenix, A r i z . , June 1971____________________________
Pittsburgh, P a ., J an. 1971 1__________________________
Portland, Maine, Nov. 1971 1________________________
Portland, O reg.— ash., May 1971___________________
W
P ro vid en ce—
Pawtucket— arwick, R.I.— a ss.,
W
M
May 1971 1 ____________________________________________
Raleigh, N .C ., Aug. 1971_____________________________
Richmond, V a ., M ar. 1971----------------------------------R ochester, N .Y . (o ffic e occupations only),
July 1971 1 -------------------------------------------------------Rockford, 111., May 1971_____________________________
St. L o u is , M o.—
111., Mar. 1971 1---------------------------Salt Lake C ity, Utah, Nov. 1971______________________
San Antonio, T e x ., May 1971 1-----------------------------San Bernardino— iversid e—
R
Ontario, C alif.,
Dec. 1970 1-------------------------------------------------------San Diego, C a lif., Nov. 1970_________________________
San F ran cisco—
Oakland, C a lif., Oct. 1970____________
San J o se, C a lif., Aug. 1971 1-------------------------------Savannah, G a., May 1971_____________________________
Scranton, P a ., July 1971__________________________ __
Seattle—
Eve re tt, W ash., J an. 1971 1----------------------Sioux F a lls , S. Dak., Dec. 1970 1 -------------------------South Bend, Ind., M ar. 1971_____________________ _____
Spokane, W ash., June 1971___________________________
Syracuse, N .Y ., July 1971 1 --------------------------------Tampar-St. P etersb u rg, F la ., Nov. 1970---------------Toledo, Ohio— ich ., A pr. 1971 1______________ ______
M
Trenton, N.J., Sept. 1971________ ______________ ______
U tica-R om e, N .Y ., July 1971 1 _______________________
Washington, D.C.—
Md.— a ., Apr. 1971 ____ __________
V
W aterbury, Conn., M ar. 1971________________________
W aterloo, Iowa, Nov. 1971-----------------------------------W ichita, K an s., A pr. 1971_______ ____________ ______ _
W orcester, M a ss., May 1971------------------------------York, P a ., Feb. 1971__________________________________
Youngstown— arren, Ohio, Nov. 1970_______________
W

B u lle t in n u m b e r
and p r ic e

1685-82,
30cents
1685-47, 40 cents
1685-35, 30 cents
1685-36, 40 cents
1685-89,
65cents
1685-46, 35 cents
1725-8,
35 cents
1725-13, 35 cents
1685-84,
35cents
1685-34,
50cents
1685-86,
30cents
1685-49,
50cents
1725-22, 35 cents
1685-85, 35 cents
1685-80,
1725-5,
1685-62,

40 cents
30cents
30cents

1725-7,
1685-79,
1685-65,
1725-24,
1685-81,

35cents
30cents
50cents
30cents
35cents

1685-42,
1685-20,
1685-23,
1725-15,
1685-72,
1725-1,
1685-52,
1685-38,
1685-61,
1685-88,
1725-10,
1685-17,
1685-74,
1725-12,
1725-9,
1685-56,
1685-55,
1725-20,
1685-64,
1685-73,
1685-50,
1685-24,

40cents
30cents
40cents
35cents
30cents
30cents
35cents
35 cents
30cents
30cents
35cents
30cents
40cents
30cents
35cents
40 cents
30cents
30cents
30cents
30cents
30cents
30cents

U.S. DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS
W A S H IN G T O N , D .C . 2 0 2 1 2

O F F IC IA L B U S IN E S S

PENALTY FOR PR IV ATE USE, $300




FIRST CLASS MAIL
P O S TA G E A N D F E E S P A ID

U.S. DEPARTMENT OF LABOR