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NOV 241971
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AR EA WAGE SURVEY
T h e M a n c h e s te r, N e w H a m p s h ire ,
M e tro p o lita n A re a , July 1971

B ulletin 1 7 2 5 -2
U.S. DEPARTMENT OF LABOR

/ Bureau of Labor Statistics

BUREAU

OF

LABOR

S T A T IS T IC S

R E G IO N A L

O F F IC E S

ALASKA

Region I

Region II

Region III

Region IV
S uite 5 4 0

16 0 3 -A Federal Building
G overnm ent Center

341 N inth Ave., Rm . 1 0 25
N ew Y o rk , N .Y . 10001

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

1371 Peachtree S t. N E .

Boston, Mass. 0 2 2 0 3

Phone: 9 7 1 -5 4 0 5 (A rea Code 2 1 2 )

Philadelphia, Pa. 19 1 0 7

A tla n ta , G a. 3 0 3 0 9

Phone: 5 9 7 -7 7 9 6 (A rea Code 21 5)

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

Phone: 2 2 3 -6 7 6 1 (Area Code 6 1 7 )
Region V

Region V I

Regions V II and V I I I

Regions IX and X
4 5 0 Golden Gate Ave.

2 1 9 South D earborn S t.

1 1 0 0 Commerce S t., R m . 6B 7

Federal O ffice Building

Chicago, III. 6 0 6 0 4

Dallas, T e x . 7 5 2 0 2

911 W alnut S t., 10th Floor

Box 3 6 0 1 7

Phone: 3 5 3 -7 2 3 0 (Area Code 31 2)

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: 3 7 4-24 81 (A rea Code 81 6)

Phone: 5 5 6 -4 6 7 8 (Area Code 41 5)

* 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

B u lletin 1 7 2 5 -2

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

O c to b e r 1971

BUR EA U OF LABOR S TA TIS TIC S, Geoffrey H. Moore, Commissioner

T h e M a n c h e s te r, N e w H a m p s h ire , M e tro p o lita n A re a , J u ly 1971
CONTENTS
Page

1.
4.

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

T a b le s :
3.
5.

1.
2.

A.
v£l t ' > 00 O '

11.

E stablish m en ts and w o rk e rs within scope of su rvey and number studied
Indexes o f standard w eek ly s a la rie s and s tra ig h t-tim e h ou rly earnings fo r s e le c te d occupational
grou p s, and p ercen ts o f in c re a s e fo r s e le c te d p erio d s
O ccupational earn in gs:
A - l . O ffic e occupations—
women
A -2 . P r o fe s s io n a l and tech n ical occupations— en
m
A - 3. O ffic e , p r o fe s s io n a l, and tech n ical occupations—
men and w om en com bined
A -4 . M ain ten an ce and pow erplant occupations
A - 5. C u stodial and m a te ria l m ovem en t occupations

Appendix.

Occupational d escrip tion s




For sale by the Superintendent o f Documents, U.S. Government Printing Office, Washington, D.C., 2 0402 — Price 30 cents

P re fa c e
Note:

Th e Bureau o f L a b o r S ta tistics p ro g ra m o f annual occupa­
tio n a l w a ge su rveys in m etro p o lita n a rea s is design ed to p ro vid e data
on occupational ea rn in gs, and establish m en t p ra c tic e s and supplem en­
ta r y w age p ro v is io n s .
It y ie ld s d e ta ile d data by s e le c te d industry
d iv is io n fo r each of the a rea s studied, fo r geogra p h ic re g io n s , and
fo r the U nited States. A m a jo r con sid era tion 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 of w ages by occu pa­
tio n a l 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 of w ages
am ong a rea s and in du stry d ivisio n s.

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

Union w age ra te s , in d ic a tiv e o f p re v a ilin g pay le v e ls in the
M an ch ester a re a , a re a lso a v a ila b le fo r seven selected building
tra d e s .

A t the end of each su rvey , an individu al a re a bu lletin p r e ­
sents the re s u lts . A ft e r com p letion of a ll individual a rea bulletins
fo r a round o f su rv e y s , tw o su m m ary b u lletin s a re issu ed. Th e f ir s t
b rin gs data fo r each of the m etro p o lita n a rea s studied into one bu lletin .
Th e second p resen ts in fo rm a tio n which has been p ro je c te d fr o m in d i­
vid u al m etro p o lita n a rea data to re la te to geogra p h ic region s and the
U nited States.
N in ety a rea s cu 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 supplem entary w age p ro v is io n s b ien n ia lly.
T h is bu lletin p resen ts resu lts of the su rvey in M a n ch ester,
N .H ., in July 1971. The Standard M etro p o lita n S ta tistica l A r e a , as d e ­
fin ed b y the O ffic e o f M anagem ent and Budget (fo r m e r ly the Bureau of
the B udget) through January 1968, con sists o f the c ity o f M a n ch ester;
the towns of B e d fo rd and G offstow n in H illsb orou gh Comity; and
H ooksett in M e r r im a c k County.
T h is study was conducted by the
B u reau 's re g io n a l o ffic e in B oston, M a s s ., under the g e n e ra l d ire c tio n
of P au l V . M u lkern , A s s is ta n t R eg io n a l D ire c to r fo r O peration s.




(See in sid e

ii

In tro d u c tio n
T h is a re a is 1 o f 90 in which the U.S. D epartm ent o f L a b o r 's
B ureau o f L a b o r S ta tistics 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

the A - s e r ie s ta b les, because e ith e r ( l ) em ploym en t in the occupation is
too sm a ll to p ro v id e enough data to m e r it presen tation , o r (2) th ere is
p o s s ib ility o f d is c lo s u re o f in d ivid u al establish m en t data. E arnings
data not shown s e p a ra te ly fo r in du stry d ivisio n s a re 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 ck d r iv e r s is not shown o r in fo rm a tio n to s u b cla ssify is not availab le.

T h is b u lletin p resen ts cu rren t occupational em ploym ent and
earning^ in fo rm a tio n obtained la r g e ly by m a il fro m the establishm ents
v is ite d by B ureau fie ld econ om ists in the la st p reviou s su rvey fo r
occupations re p o rte d in that e a r lie r study. P e r s o n a l v is its w e re made
to nonrespondents and to those respondents rep o rtin g unusual changes
sin ce the p revio u s su rvey.

O ccupational em ploym ent and earnings data a re shown fo r
fu ll-tim e w o r k e r s , i.e ., those h ire d to w o rk a reg u la r w e e k ly schedule.
E arn in gs data exclude prem iu m pay fo r o v e rtim e and fo r w ork on
w eekends, h o lid a ys, and late sh ifts. Nonproduction bonuses are e x ­
cluded, but c o s t- o f- liv in g a llow an ces and in cen tive earnings a re in ­
cluded.
W h ere w e e k ly hours a re re p o rte d , as fo r o ffic e c le r ic a l
occupations, re fe r e n c e is to the standard w ork w eek (rounded to the
n e a re s t h a lf hour) fo r w hich em p lo yees r e c e iv e th e ir re g u la r straigh ttim e s a la rie s (e x c lu s iv e o f pay fo r o v e rtim e at reg u la r and/or p r e ­
m ium ra te s ).
A v e r a g e w e e k ly earnings fo r these occupations have
been rounded to the n ea rest h alf d o lla r.

In each a re a , data a re obtained fro m re p re s e n ta tiv e esta b ­
lish m en ts w ithin s ix b road in du stry d ivis io n s : M anufacturing; tra n s ­
p orta tion , com m unication, and oth er public u tilitie s ; w h olesale trad e;
r e ta il tra d e; fin an ce, in su ran ce, and r e a l estate; and s e r v ic e s . M a jo r
indu stry groups excluded fr o m these studies a re govern m en t o p e ra ­
tions and the con stru ction and e x tra c tiv e in d u stries. E stablish m en ts
having fe w e r than a p r e s c r ib e d num ber o f w o rk e rs a re om itted because
they tend to fu rnish in su fficien t em ploym ent in the occupations studied
to w a rra n t inclusion. S eparate tabulations a re p ro vid ed fo r each of
the b road in du stry d ivisio n s which m eet pu blication c r ite r ia .

T h ese su rveys m easu re the le v e l of occupational earnings in
an a rea 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 in divid u al jobs a re a ffe c te d by changes in w ages and
em ploym ent pattern s. F o r exam p le, p rop ortion s o f w o rk e rs em ployed
by high- or lo w -w a g e fir m s m ay change o r high -w age w o rk e rs m ay
advance to b e tte r job s and be rep la ced by new w o rk e rs at lo w e r rates.
Such shifts in em ploym ent could d e c re a s e an occupational a vera g e even
though m ost establish m en ts in an a re a in c re a s e w ages during the y ea r.
T ren d s in earnings o f occupational grou ps, shown in table 2, are b etter
in d ica tors o f w age trends than individual jobs within the groups.

T h ese su rveys a re conducted on a sam ple basis because of
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 of
la r g e than o f s m a ll establishm ents is studied. In com bining the data,
h o w ever, a ll establishm ents a re given th e ir ap p rop riate w eight. E s ­
tim a tes based on the establishm ents studied a re p resen ted , th e re fo re ,
as re la tin g to a ll establishm ents in the indu stry grouping and a rea ,
excep t fo r those b elow the m inim um s iz e studied.
Occupations and E arn in gs
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 o f 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 erp lan t; and (4) cu stodial and m a te r ia 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 e scrip tio n s d esign ed to take account of in ter establish m en t v a ria tio n
in duties w ith in the sam e job.
The occupations sele c te d fo r study
a re lis te d and d e s c rib e d in the appendix. U nless o th erw ise indicated,
the earn in gs data fo llo w in g the job title s a re fo r a ll in du stries co m ­
bined. E arn in gs data fo r som e o f the occupations lis te d and d esc rib e d ,
o r fo r som e in du stry d ivision s w ithin occupations, a re not p resen ted in

Th e a v e ra g e s p resen ted r e fle c t com p osite, areaw id e e s t i­
m ates.
In du 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.
Th e 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 job s in
individu al establish m en ts. S im ila r ly , 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 s e le c te d occupations should not be
assum ed to r e fle c t d iffe re n c e s in pay trea tm en t o f the sexes w ithin
individu al establish m en ts.
O th er p o ssib le fa c to rs which m ay con­
tribu te to d iffe re n c e s in pay fo r m en and w om en include: D iffe re n c e s
in p ro g re s s io n w ithin estab lish ed rate ra n ges, since only the actual
1
Included in the 90 areas are four studies conducted under contract with the New York State
rates 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
Department of Labor. These areas are Binghamton (New Yoik portion only) Rochester (office occupa­
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
tions only); Syracuse; and U tica-R om e. In addition, the Bureau conducts more lim ited area studies in
the sam e su rvey job d escrip tion . Job d escrip tio n s used in c la s s ify in g
65 areas at the request of the Employment Standards Administration of the U .S . Department of Labor.




1

2
em p lo yees in these su rveys a re u sually m o re g e n e ra liz e d than those
used in in d ividu al establish m en ts and a llo w fo r m in o r d iffe re n c e s
am ong estab lish m en ts in the s p e c ific duties p e rfo rm e d .
O ccu pational em ploym en t estim a tes re p re s e n t the total in a ll
estab lish m en ts w ith in the scope o f the study and not the number actu­
a lly su rveyed . B ecau se o f d iffe re n c e s in occupational stru ctu re among
esta b lish m en ts, the estim ates o f occupational em ploym ent obtained from
the sam ple o f establish m en ts studied s e r v e only to in dicate the re la tiv e
im p orta n ce o f the jobs studied.
T h 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 of the earnings data.




E stab lish m en t P r a c tic e s and S u pplem entary W age P ro v is io n s

Tabulations on s e le c te d estab lish m en t p ra c tic e s and supple­
m en ta ry w age p ro v is io n s (B - s e r ie s tab les) a re not p resen ted in this
bu lletin.
In form a tion fo r these tabulations is c o lle c te d bien n ially.
T h e s e tabulations on m inim um entrance s a la rie s fo r in exp erien ced
w om en o ffic e w o r k e r s; shift d iffe r e n tia ls ; scheduled w eek ly hours;
paid h olid ays; paid va ca tion s; and health, in su ran ce, and pension
plans a re p resen ted (in the B - s e r ie s tab les) in p reviou s bulletins
fo r this area .

T a b le 1.
E s ta b lis h m e n ts an d w o r k e r s 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 M a n c h e s te r, N .H .,
b y m a jo r in d u s try d iv is io n ,2J u ly 1 9 71
Minimum
employment
in establishments in scope
of study

Industry division

Number of es tablishments
Within scope
of study *

Workers in establishments
Within scope of study4

Studied
Number

Studied
Percent

.

129

62

24,252

100

15,751

50

62
67

28
34

14,966
9, 286

62
38

9, 755
5, 996

50
50
50

9
11
24

50

A ll divisions________________________________

13

7
5
10
50
7

2, 722
1, 171
2,883
1,488
10
1,022

11
5
12
5
4

2, 376
552
1,492
930
646

Transportation, communication, and

1 The Manchester Standard Metropolitan Statistical A re a , as defined by the Office of Management and Budget (fo rm e rly the Bureau of the
Budget) through January 1968, consists of the city of Manchester; the towns of Bedford and Goffstown in Hillsborough County; and Hooksett in
M errim ack County. The "w orkers within scope of study" estim ates shown in this table provide a reasonably accurate description of the size and
composition o f the labor fo rce included in the survey. The estimates are not intended, however, to serve as a basis of comparison with other
employment indexes for the area to m easure employment trends or levels since (1) planning of wage surveys requires the use of establishment data
compiled considerably in advance of the payroll period studied, and (2) sm all establishments are excluded from the scope of the survey.
2 The 1967 edition of.the Standard Industrial Classification Manual was used in classifying establishments by industry division.
3 Includes a ll 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 a ll w orkers in all establishments with total employment (within the area) at or above the minimum lim itation.
5 Abbreviated to "public u tilities " in the A -s e r ie s tables. Taxicabs and services incidental to water transportation w ere excluded.
6 This industry division is represented in estimates fo r "a ll industries" and "nonmanufacturing" in the Series A tables. Separate presentation
of data fo r this division is not made fo r one or 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 individual establishment data.
7 Hotels and m otels; laundries and other personal services; business services; automobile rep air, rental, and parking; motion pictures;
nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services.




Tw o-thirds of the w orkers within scope of the survey in the Manchester area w ere
employed in manufacturing firm s. The following presents the m ajor industry groups and
specific industries as a percent of all manufacturing:
Industry groups
Leather and leather products.— 33
. 23
E le ctrica l equipment and
supplies--------------------------- ... 18

Specific industries
Footwear, except rubber____ - 3 2
- 9
Communication equipment---- .. 5
E lectric test and distributing
equipment------ ----------------- .. 5
E lectronic components and
a ccessories---------------------- — 5
Weaving m ills, synthetics___ .. 5

This information is based on estimates 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.

6

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
P r e s e n te d in table 2 a re indexes and p ercen ta ges 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 earn in gs o f s e le c te d p la n tw o rk er groups. The indexes
are a m ea su re o f w ages at a given tim e , e x p re s s e d as a p ercen t of
w ages during the base p e rio d . Subtracting 100 fro m the index yield s
the p ercen ta ge change in w ages fr o m the base p e rio d to the date of
the index.
The p e rcen ta g es o f change o r in c re a s e re la te to w age
changes betw een the in dicated dates. Annual ra tes o f 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 was oth er than 12 m onths. 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 o f change in a v e r ­
ages fo r the a re a ; they a re not intended to m easu re a v e ra g e pay
changes in the establish m en ts in the area.

shows the p e rcen ta g e change. Th e in dex is the product o f m u ltiplyin g
the base y e a r r e la tiv e (100) b y the r e la tiv e fo r the next succeeding
y e a r and continuing to m u ltip ly (com pound) each y e a r 's re la tiv e by the
p revio u s y e a r 's index.
F o r o ffic e c le r ic a l w o r k e r s and in d u strial nu 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 o rm a l w ork w eek ,
e x c lu s iv e o f earn in gs fo r o v e r tim e .
F o r p la n tw ork er grou ps, 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 r tim e and fo r w o rk on w eekends, h olid ays, and
late shifts. The p e rcen ta g es a re based on data fo r sele c te d k ey occu ­
pations and include m ost o f the n u m e ric a lly im portan t jobs w ithin
each group.
L im ita tio n s o f Data

M ethod o f Com puting
Th e indexes and p e rcen ta g es o f change, as m ea su res of
change in a re a a v e r a g e s , a re in flu en ced by: (1) g e n e ra l s a la ry and
w age changes, (2) m e r it o r oth er in c re a s e s in pay re c e iv e d by in d i­
vid u al w o r k e r s 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 fr o m la b or tu rn ­
o v e r , fo r c e expansions, fo r c e red u ction s, and changes in the p r o p o r ­
tions o f w o rk e rs em p loyed by estab lish m en ts w ith 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 e c re a s e s in the
occu pational a v e ra g e s without actu al w a ge changes. It is con ceivab le
that even though a ll establish m en ts in an a re a gave w age in c re a s e s ,
a v e ra g e w ages m ay have d eclin ed becau se lo w e r-p a y in g establishm ents
en tered the a rea o r expanded th e ir w o rk fo r c e s .
S im ila r ly , w ages
m ay have rem a in ed r e la t iv e ly constant, y e t the a v e ra g e s fo r an a rea
m a y have ris e n c o n s id e ra b ly because h ig h e r-p a y in g establishm ents
en tered the area .

E ach o f the fo llo w in g k e y occupations within an occupational
group w as a ssign ed a constant w eigh t based on its p rop ortion a te e m ­
ploym en t in the occupational group:
Office clerical (men and women): Office clerical (men and women)— Skilled maintenance ( men):
Carpenters
Bookkeeping-machine
Continued
Electricians
Secretaries
operators, class B
Machinists
Stenographers, general
Clerks, accounting, classes
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
class B
Clerks, payroll
Typists, classes A and B
Comptometer operators
Unskilled plant (men):
Keypunch operators, classes
Janitors, porters, and cleaners
Industrial nurses (men and women):
A and B
Laborers, material handling
Nurses, industrial (registered)
Office boys and girls

Th e use o f constant em p loym en t w eigh ts elim in a tes the e ffe c t
o f changes in the p ro p o rtio n o f w o r k e r s re p re s e n te d in each job in ­
cluded in the data.
The p e rcen 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 e y a re not influenced by
changes in standard w o rk sch edu les, as such, o r b y p rem 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 rem o ve fro m
the indexes and p e rcen ta g es o f change any sign ifica n 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) earn in gs fo r each occupation w e re m u lti­
p lie d by the occu pation al w eigh t, and the products fo r a ll occupations
in the group w e r e totaled .
Th e 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 b y d ivid in g the a g g re g a te fo r the la te r y e a r b y the a g g r e ­
gate fo r the e a r lie r y e a r.
The resu ltan t r e la tiv e , le s s 100 p ercen t,




4




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 |M a n c h e s te r, N .H ., J u ly 1 9 7 0 an d J u ly 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
Period

O ffice
cle rica l
(men and
women)

Industrial
nurses
(men and
women)

Skilled
maintenance
trades
(men)

Unskilled
plantw orkers
(men)

Indexes (July 1967 = 100)
July 1970...................... .....................................................
July 1971..............................................................................

120. 7
126. 9

(M
(*)

117.9
128.4

126. 7
142. 3

Percents of increase
August I960 to August 1961___________ _________________
August 1961 to August 1962______________ ______________
August 1962 to August 1963______________________________
August 1963 to August 1964— ______ _________________
August 1964 to August 1965______________________________
August 1965 to August 1966______________________________
August 1966 to July 1967:
11-month increase_____________________________________
Annual rate of in c re a s e__________________ — _______

4. 1
4. 5
4. 2
2.6
3. 1
4. 6

0
()
(>
(>
(>
( )

4. 1
4. 5

(i )

July
July
July
July

6.
7.
5.
5.

1967
1968
1969
1970

to
to
to
to

July
July
July
July

1968------------------------------------------ —
1969____________________________________
1970____________________________________
1971........................................................

1 Data do not m eet publication criteria .

7
1
6
1

n

(M
( )
(*)

3.5
4.4
4. 1
5. 7
3.9
4.6

3. 3
5.9
3.0
5.7
3.8
4. 8

5.4
5.9

2.6
2. 8

5.4
5. 5
6.0
8.9

11.3
7.9
5.5
12. 3

6

A.

Occupational earnings

T a b le A -1 .

O f f i c e o c c u p a t i o n s —w o m e n

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Manchester, N .H ., July 1971)
Weekly earnings 1
dard)

Number of workers receiving straight-time we ekly earning s of—
$

S

Sex, occupation, and industry division

Average
weekly

of

70
M ean2

M edian2

Middle range2

(standard)

*

t

75

80

*

S

85

90

$

95

t

100

$

t

105

no

$

t

*

115

120

125

$
130

$
135

t

$

»

140

145

150

*
155

*

$

160

165

and
under
75

170

and
80

85

90

95

4

2

4

2

_

_

2

10
5

_

6
3

100

105

115

120

_

no

_

3
3

130

135

140

145

150

155

160

165

170

4
4
”

7

1

6

2

-

7

3

7

1

6

2

7

3

10

125

W EN
OM
BILLERS, MACHINE (BOOKKEEPING
MACHINE) --------------------------------------------

$
9 9 .5 0

$
94.0 0

$

$

8 4 .50 -117.50

_

22

37.5

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

30
16

39 .0 100.00
95 .0 0
3 9. 0 1 0 7 . 5 0 1 0 7 . 5 0

9 1 .0 0 -1 11.0 0
94.00-121.00

CLERKS, ACCOUNTING, CLASS A -----------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

146
15
131

3 9.5 116.0 0 116.0 0
40 .0 1 1 4 . 0 0 1 1 2 . 5 0
3 9.5 116.00 116.0 0

CLERKS, ACCOUNTING, CLASS B -----------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

182
35
147

39.0
40 .0
39.0

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

66
51
15

39.5
9 5. 0 0
91.50
40 .0
9 1 .0 0
89 .5 0
3 9 . 5 10 9. 00 10 5. 0 0

8 6 .0 0 - 1 0 0 . 5 0
8 5 . 5 0 - 97 .00
96 .50 -130.0 0

3
3

KEYPUNCH OPERATORS,

39
35

39 .0
39 .0

9 1 .0 0
9 1 .0 0

88. 50
88.00

8 2 . 0 0 -1 0 0 . 0 0
8 1.5 0 -10 1.5 0

-

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

53
25
28

39.5
40 .0
39.5

90 .5 0
87 .00
93 .00

91.00
88.00
94.50

8 3 . 0 0 - 98.00
8 3 . 0 0 - 95 . 5 0
8 1.00-100.00

6
1
5

SECRETARIES ---------------------------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

125
46
79

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

116.0 0
120.50
114 .50

101.50-138.50
102.00-129.50
10 1.0 0 -14 1 .5 0

BOOKKEEPING-MACHINE OPERATORS,

CLASS A ------------

94 .0 0
91.00
9 4 .5 0

_

4

-

“

-

102.00-127.00
102.00-131.00
102.00-125.50

-

_

-

-

8
8

3
3

2
2

13
2
11

93 .0 0 ' 8 3 . 0 0 - 1 0 7 . 0 0
90.00
83.00-102.50
95 . 5 0
8 3.00-110.00

3

18
2
16

42
12
30

21
4
17

12
5
7

5
4
1

6
4
2

17
17

8
8

-

6
6

10
9

2
2
-

-

3

-

-

-

i

4
4

l

-

25
5
20

6
6

10
2
8

37

3

9
2
7

20
1
19

18
6
12

9
2
7

25
3
22

4

8

2

4

8

2

3
1
2

1
1
-

2
2
-

1
1

1

-

~

11
8
3

-

1

5
2
3

3

6
5

5
3

3
3

3
3

3
3

“

“

3
3

10
9
1

7
5
2

9
4
5

11
4
7

1
1

1
1
-

2

-

2

4

*

*

“

*

1
1
“

3
2
1

12
4
8

13
3
10

9
4
5

4
1
3

20
5
15

4
3
1

10
6
4

11
7
4

1
1

9
4
5

14
4
10

2
2

-

37

-

3

-

-

3

4
“
4

*

*

-

-

3
3

2
2

3
3

4

SECRETARIES, CLASS A --------------------

15

38.5 13 3 .50

140.50 12 8.50 -143 .0 0

-

-

-

-

-

-

-

-

2

-

-

3

1

1

8

-

-

-

-

-

-

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

36
28

39 .0 1 2 5 . 5 0 1 2 6 . 5 0 1 0 3 . 0 0 - 1 4 2 . 0 0
3 9. 0 1 2 3 . 5 0 1 1 4 . 5 0 1 0 0 . 5 0 - 1 4 4 . 5 0

-

_

-

3
3

5
4

1
1

1
1

5
*

“

5
3

3
2

1
*

“

-

*

4
4

-

“

3
3

_

“

1
1

2
2

2
2

2
2

SECRETARIES, CLASS C --------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

42
19
23

3 9 . 5 1 2 2. 00 1 2 1 . 5 0 1 0 9 . 0 0 - 1 4 0 . 5 0
40 .0 1 1 3 . 5 0 1 1 4 . 0 0 1 0 3 . 5 0 - 1 2 3 . 5 0
3 8 . 5 1 2 8 . 5 0 13 0. 0 0 1 1 2 . 5 0 - 1 5 1 . 0 0

-

-

-

-

~

3
3
-

1
1
-

8
4
4

-

9
6
3

1
1

“

3
1
2

3
3

1
1
*

4
4

1

-

5
1
4

-

-

2
2
~

_

-

-

1
1

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

30
17

3 9 . 5 10 2. 00
40 .0 10 0 .5 0

1
~

2
-

7
5

5
3

1
1

3
3

6
5

3

-

2

-

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

60
53

38.5
38.5

10
10

10
8

6
6

5
5

3
1

6
6

6
6

2
2

-

2
2

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

4
4

4
4

3
3

6
6

5
5

-

1
1

5
3

3
2

9
3

2
2

-

“

2
2

-

“

2
2

3
3

3
3

_

6
6

-

-

-

-

-

-

-

-

1
1

-

-

2
2

*

*

“

4
4

8
6

-

-

2

"

"

-

10 2 . 5 0
1 0 5. 00

9 3 .50-113 .50
9 4 .5 0 -111 .5 0

-

90 .5 0
91.50

82.50-106.50
8 3. 0 0 -1 0 8 . 0 0

1
1

9
6

44
35

38.0 1 1 0 . 5 0 1 0 7 . 5 0
3 8 . 5 1 0 6. 00 1 0 1 . 0 0

95.0 0-126.50
9 1.50 -12 2.50

-

-

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

16
16

39.5
39.5

96 .00
96 .00

9 7 .5 0
9 7 .5 0

88.00-104.50
88.00-104.50

-

1
1

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

33
21

39.5
3 9. 0

92 .0 0
92 .0 0

92.0 0
91.50

84.00-102.50
85.50-102.00

-

2

*

8
5

“

7
4

TY PIS TS , CLASS A -------------------------------

42

39.5

8 5 .5 0

8 5. 50

7 8 . 5 0 - 9 1 .0 0

-

15

5

11

5

1

5

TYP IST S, CLASS B ------------------------------NONMANUFACTURING --------------------------

45
34

3 9. 0
3 9. 0

82.00
80.5 0

8 2. 50
7 8 .5 0

7 4 . 0 0 - 92.00
73 .0 0 - 91.50

14
14

5
5

8
3

5
2

7
7

3

3
3

See footnotes at end of tables.




93.50
94.50

_

1

~

“

“

-

-

-

_

_

“

*

-

-

-

-

_

-

-

-

"

'

-

2
2

'

*

7
T a b le

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

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Manchester, N.H., July 1971)
Weekly earnings 1
( standard)

Sex, occupation, and industry division

Number of workers receiving straight-time weekly earnings of—
$

Number
of
workers

Average
weekly
hours 1
(standard)

$

$

M ean2

M edian2

Middle range2

$

*

$

*

$

*

*

*

$

<

»

$

130

13 5

140

145

150

15 5

160

16 5

170

175

180

185

190

195

13 5

125

140

145

150

15 5

160

165

170

175

180

185

190

195

200

and
under
130

M
EN
DRAFTSMEN, CLASS B

37

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

40 .0

$
$
$
$
1 5 5 . 5 0 15 6 .0 0 1 3 4 . 5 0 - 1 7 6 . 0 0

6

4

—

3

2

3

5

4

—

1

3

-

—

3

3

See footnotes at end of tables.

T a b le A -3 .

O f f i c e , p r o f e s s io n a l, a n d t e c h n ic a l o c c u p a t i o n s —m e n a n d w o m e n c o m b i n e d

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Manchester, N. H. , July 1971)
Average

Occupation and indu stry divis ion

Number
of
worker*

Average

Weekly
Weekly
hours
earnings
(standard) (standard)

1

1

OFFICE OCCUPATIONS

Occupation and industry division

Number
of
workers

1

1

OFFICE OCCUPATIONS - CONTINUED
$

BOOKKEEPING-MACHINE OPERATORS,
CLASS B --------------------------------------------MANUFACTURING -------------------------------

30
16

3 9. 0
39 .0

3 9. 0
3 9. 0

9 1 .0 0
9 1 .0 0

100.00
107.50

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

53
25
28

39.5
40 .0
39.5

90 .5 0
8 7.0 0
93 .0 0

SECRETARIES ---------------------------------------MANUFACTURING ---------------------------------------NONMANUFACTURING---------------------------------

125
46
79

SECRETARIES, CLASS A --------------------------

15

38.5

13 3 .50

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

38
28

3 9. 0
3 9. 0

125.50
123.50

SECRETARIES, CLASS C -------------------------MANUFACTURING ---------------------------------------NONMANUFACTURING ---------------------------------

42
19
23

3 9.5 122.00
40 .0 1 1 3 . 5 0
38.5 128.50

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

30
17

39.5
40 .0

s
O

37« 5

39
35

s
O

22

CLERKS, ACCOUNTING, CLASS A ---MANUFACTURING ----------------------NONMANUFACTURING ------------------

156
23
135

39.5 116.50
40 .0 1 1 8 . 5 0
39.5 116.50

CLERKS, ACCOUNTING, CLASS B -----------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

196
37
159

39.0
4 0 .0
3 9. 0

93 . 5 0
93.50
93 . 5 0

CLERKS, ORDER -----------------------------------NONMANUFACTURING --------------------------

60
45

3 9. 0
4 0 .0

101.00
95.50

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

66

39.5
9 5. 0 0
40 .0
91.0 0
3 9 . 5 10 9. 00

51
15

Occupation and industry division




Weekly
Weekly
hours * earnings
(standard) (standard)

1

3 9. 0 1 1 9 . 5 0
3 9. 0 1 1 6 . 5 0
39.0 12 1.5 0

$
2? *59

53

30*5

35

Tn" '
3 8 . 5 10 6. 00

SWITCHBOARD OPERATORS, CLASS B ------

18

39.5

96 .00

SWITCHBOARD 0PERAT0R-RECEPTI0NISTS-

33
21

39.5
39 .0

92.0 0
92.0 0

TYP IST S, CLASS B -------------------------------

45
34

3 9. 0
3 9. 0

82.00
8 0.5 0

PROFESSIONAL AND TECHNICAL
OCCUPATIONS
17

40 .0 1 2 8. 00

37

10 2. 00
1 0 0. 50
"

See footnote at end of tables.

Number
of
workers

OFFICE OCCUPATIONS - CONTINUED

KEYPUNCH OPERATORS, CLASS A --------------NONMANUFACTURING ---------------------------------

O
l
__ o

BILLERS, MACHINE I BOOKKEEPING
MACHINE) ----------------------------------------

Average

Weekly
Weekly
earnings
hours
(standard) (standard)

40 .0 1 5 5 . 5 0

8
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

(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Manchester, N.H., July 1971)

3

Number of workers receiving straight-time hourly earnings of—

Hourly earnings

S
s
t
*
*
s
$
*
t
*
s
t
2 . 5 0 2 .6 0 2 . 7 0 2 .8 0 2 . 90 3.0 0 3 . 10 3 .2 0 3 .3 0 3 .4 0 3 . 5 0 3 .6 0

Number

Sex, occupation, and industry division

of
workers

2 Median 2 Middle range 2

Mean

*
S
$
$
*
t
$
$
t
*
3 .7 0 3 .8 0 3 .9 0 4. 00 4 . 1 0 4 . 2 0 4 . 4 0 4. 60 4. 8 0 5. 0 0

S
and
2 . 50 ander
2 .6 0 2 . 7 0 2. 80 2 .9 0 3 . 00 3 . 1 0

3. 20 3 .3 0 3 .4 0

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

3.80 3 .9 0 4. 00 4 . 1 0 4 . 2 0 4 .4 0 4 . 6 0 4.80 5. 00 5 . 2 0

M
EN
ELECTRICIANS, MAINTENANCE --------------MANUFACTURING -------------------------------

29
29

$
3 .4 0
3 .4 0

$
3 .3 9
3.39

$
$
3 . 0 3 - 3 .7 8
3 . 0 3 - 3 .7 8

FIREMEN, STATIONARY BOILER ------------MANUFACTURING-------------------------------

19
19

2. 8 4
2.84

2.8 8
2.8 8

2.602.60 -

3.0 5
3.0 5

HELPERS, MAINTENANCE TRADES ------------

35

2.84

2. 8 6

2 .8 1-

2.91

1

MACHINISTS, MAINTENANCE ------------------MANUFACTURING -------------------------------

20
20

3 .8 3
3 .8 3

3 .8 5
3 .8 5

3 .7 5 - 4.07
3 .7 5 - 4.07

_

36

4 .19

4.25

3 .2 8 - 4.79

-

-

-

27

4.18

4. 6 8

3.2 6-

3.32

3 .3 6

1

3 .3 4

3 .3 7

2 .8 7 - 3.57
2 . 8 9 - 3 .5 7

-

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

47
*4

TOOL AND 0 1 E MAKERS -------------------------MANUFACTURING -------------------------------

36
36

4.15
4.15

4.22
4.22

4 .0 3 - 4.34
4.0 3 - 4.34

-

MECHANICS, AUTOMOTIVE
(MAINTENANCE) ----------------------------------NONMANUFACTURING
PUBLIC UTI LITIES ---------------------MECHANICS, MAINTENANCE ---------------------

See footnotes at end of tables




-

6
6

5
5

W

_

-

2

-

*

-

6
6

-

-

-

1
1

5
5

-

14
14

_

_

3
3

“

-

-

-

4
4

3
3

2
2

-

-

6
6

3
3

-

5
5

2
2

-

4
4

-

8
8

-

-

_

_

-

-

7

-

18

7

-

-

-

-

-

-

-

-

_

-

_

-

-

_

“

2
2

*

“

-

-

-

-

-

11

-

6

7

3

3

.

5

7

3

3

-

_

-

_

-

-

-

-

_

-

_

-

-

-

-

-

5
5

-

4
4

_

*

3
3

-

-

-

-

6

-

1
“

-

-

“

1
1

2
2

1
1

6
6

_

-1

-

-

*

“

“

“

3

-

8

-

8

8

“

-

-

8

4
4

1
1

-

13
13

4
4

3
3

-

_

5.03
_

-

1

*
4
4

-

-

9
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 x io n s

(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Manchester, N. H ., July 1971)
Hourly earnings ^

Number of workers receiving straight-time hourly earnings of—
S
T
S
$
»
$
$
S
t
i
*
*
*
$
*
$
i
t
$
t
»
t
1 . 9 0 2.0 0 2 . 1 0 2 . 2 0 2 . 3 0 2 . A0 2 .5 0 2 . 60 2 . 7 0 2. 80 2 .9 0 3.0 0 3 .2 0 3. A0 3 .6 0 3.8 0 A . 00 A . 20 A.A0 A. 60 A . 80 5 . 0 0

Number

Sex, occupation, and industry division

of
Mean

2 Median2

Middle range

2

and
1 . 9 0 under
%

2.0 0 2 . 1 0

2. 20 2 . 3 0 2 . A0 2 . 5 0 2 .6 0 2 . 70 2. 8 0 2 . 9 0 3.00 3 .2 0

3 . A0 3 . 60 3 .8 0 A . 00 4 . 2 0 A . A0 A . 60 A . 80 5. 00 5 . 2 0

MEN
$

$

$

$

2.03

2.26

A
A

A
A

A

A

A

6

-

5
3
2

58
11
A7

16
1A
2

16
8
8

5
A
1

8
1
7

3
“
3

3
3

6
A

6
6

2

2
2

WATCHMEN
JANITORS. PORTERS. AND CLEANERS ----

161

13

2
2
2

3
3

22

-

A

22

4

A

2.44

2.23

2.1A- 2.62

2*21

2*18

'*13

7

^ ^

1
1

12
2
10

5
2
3

36
35
1

6
A
2

7
3
A

7
3
A

A

A
-

-

6

2.79

2.48

5.00

9
9

2.36

2.36

2.17- 2.53

-

-

19

A

9

19

13

227

2
2

1
1

2
2

*

23
23

1
1

_

2 73

2*25

o o-»
AO

5
1
A

1
1

21
16
5

-

-

2

-

-

-

-

-

-

20

-

2

-

-

-

_

_

_

2

28

-

-

20

2

-

-

-

-

-

2

28

7

2

-

-

“

*

11
11

-

2

-

-

-

-

-

-

_

158

-

2

1

-

^*63

2*57

^ ^

3 *80
7*22
A.99

5*11
5.1A

2.23

PUBLIC UTILITIES -------------------

260
170

'*73

2.08

3ll
^*lt
5.11- 5.17

1

2

5

5

6

i

2

-

2

3

*

3

-

3

1

A

i

2

3

-

-

2

-

-

2
2

2
2

1
1

2
2

11
11

2
2

A
3

1
1

-

-

“

2
2

“

5
3

3
3

-

'*At

-

-

-

32

-

-

-

-

-

-

-

-

12
3

-

9

5
A
1

17

-

12
12

3
2
1
1

3
2
1

7
7
1

39
22
17
1

13
1
12
4

32
A
28
2

5
3
2
2

1

-

-

-

-

*

-

1

30
1A

_

_

_

6
11

1

_
-

—

2
2

_

-

-

-

-

-

-

-

-

-

-

“

*

“

“

158
158

-

-

-

-

1
1

TRUCKORIVERS. LIGHT (UNDER
- * 53

-

-

12

-

-

-

i

_

-

-

-

*

“

-

1

2

-

TRUCKDRIVERS. MEDIUM (1-1/2 TO
100
26

2.05

2. J

^* r/
2.50

j*
2.97

9

~

*

4
3

15

6

1
1

1

—

6

“

TRUCKORIVERS. HEAVY (OVER A TONS,
MANUFACTURING ---------------------------

18

3.07

2.99

53

2.30

2.20

2.14- 2.51

2
2

2.93- 3.38

WOMEN

See footnotes at end of tables,




2
2

26
26

7
6

2
2

A
A

5
5

8
8

8
8

5
1

A
A

3
3

_

“

2
2

_

-

-

_

_

32

”

“

“

_

15

_

_

10

Footnotes

1 Standard hours r e fle c t the w ork 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 r ie 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 p rem iu m r a te s ), and the earnings c o rresp o n d to these w e e k ly hours.
2 The m ean is com puted fo r each jo b by totalin g the earnings o f a ll w o rk e rs and divid in g by the num ber o f w o rk e rs ,
The m edian
d esign ates p osition — h a lf o f the em p loyees su rveyed r e c e iv e m o re than the rate shown; h a lf r e c e iv e le s s than the rate shown,
The m id d le
range is defin ed b y 2 ra tes 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 th ese ra tes and a fourth earn m o re than the h igh er rate.
3 E xclu d es p rem iu m pay fo r o v e rtim e and fo r w o rk on w eekends, h olid a ys, and late shifts.




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 for the Bureau's wage surveys is to assist its field staff in classifying into appropriate
occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and
from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on
interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in
individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed
to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-tim e, tem porary, and probationary workers.

O F F IC E
B ILLE R , MACHINE

CLERK, ACCOUNTING— Continued

Prepares statements, bills, and invoices on a machine other than an ordinary or electromatic typew riter. May also keep records as to billings or shipping charges or perform other
clerica l work incidental to billing operations. For wage study purposes, b illers, machine, are
classified by type of machine, as follows:
B iller, machine (billing machine). Uses a special billing machine (combination typing
and adding machine) to prepare bills and invoices from customers' purchase orders, inter­
nally prepared orders, shipping memorandums, etc. Usually involves application of p re­
determined discounts and shipping charges and entry of necessary extensions, which may or
may not be computed on the billing machine, and totals which are automatically accumulated
by machine. The operation usually involves a large number of carbon copies of the 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 typew riter keyboard) to prepare customers' bills as part of the accounts receivable opera­
tion. Generally involves the simultaneous entry of figures on customers' ledger record. The
machine automatically accumulates figures on a number of vertical columns and computes
and usually prints automatically the debit or credit balances. Does not involve a knowl­
edge of bookkeeping. Works from uniform and standard types of sales and credit slips.
BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typew riter keyboard) to keep a record
of business transactions.
Class A . Keeps a set of records requiring a knowledge of and experience in basic
bookkeeping principles, and fam iliarity with the structure of the particular accounting system
used. Determines proper records and distribution of debit and credit items to be used in each
phase of the work. May prepare consolidated reports, balance sheets, and other records
by hand.
Class B . Keeps a record of one or 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 biller,
machine), cost distribution, expense distribution, inventory control, etc. May check or assist
in preparation of tria l balances and prepare control sheets for the accounting department.
CLERK, ACCOUNTING
Perform s one or m ore accounting clerica l tasks such as posting to registers and ledgers;
reconciling bank accounts; verifying the internal consistency, completeness, and mathematical
accuracy of accounting documents; assigning prescribed accounting distribution codes; examining
and verifying for clerica 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 clerica l methods and office practices and procedures
which relates to the clerica l processing and recording of transactions and accounting information.
With experience, the worker typically becomes fam iliar with the bookkeeping and accounting terms
and procedures used in the assigned work, but is not required to have a knowledge of the form al
principles of bookkeeping and accounting.




Positions are classified into levels on the basis of the following definitions.
Class A . Under general supervision, perform s accounting clerica l operations which
require the application of experience and judgment, for example, cle rica lly processing com­
plicated or nonrepetitive accounting transactions, selecting among a substantial variety of
prescribed accounting codes and classifications, or tracing transactions through previous
accounting actions to determine source of discrepancies. May be assisted by one or m ore
class B accounting clerks.
Class B . Under close supervision, following detailed instructions and standardized pro­
cedures, perform s one or m ore routine accounting clerica 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.
CLERK, FILE
F iles, classifies, and retrieves m aterial in an established filing system. May perform
clerical and manual tasks required to maintain files. Positions are classified into levels on the
basis of the following definitions.
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
matter file s. May also file this m aterial. May keep records of various types in conjunction
with the files. May lead a small group of low er level file clerks.
Class B . Sorts, codes, and files unclassified m aterial by simple (subject matter) head­
ings or partly classified m aterial by finer subheadings. Prepares simple related index and
cross-referen ce aids. As requested, locates clearly identified m aterial in files and fo r ­
wards m aterial. May perform related clerica l tasks required to maintain and service files.
Class C . Perform s routine filing of m aterial that has already been classified or which
is easily classified in a simple serial classification system (e.g., alphabetical, chronological,
or numerical). As requested, locates readily available m aterial in files and forwards ma­
terial; and may fill out withdrawal charge. May perform simple clerica l and manual tasks
required to maintain and service files.
CLERK, ORDER
Receives customers' orders for m aterial or merchandise by m ail, phone, or personally.
Duties involve any combination of the following: 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 of orders received, and check shipping
invoices with original orders.
CLERK, 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 time or production records; and
posting calculated data on payroll sheet, showing information such as w orker's name, working
days, tim e, rate, deductions for 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 for oilers and plumbers.

11

12
COMPTOMETER OPERATOR

SECRETARY— Continued

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

N O TE: The term "corporate officer, " used in the level definitions following, refers to
those officials who have a significant corporate-w ide policymaking role with regard to m ajor
company activities. The title "vice president, " though norm ally indicative of this role, does not
in all cases identify such positions. Vice 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.

KEYPUNCH 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 of experience and judgment in selecting proce­
dures to be followed and in searching for, interpreting, selecting, or coding items to be
keypunched from a variety of source documents. On occasion may also perform some routine
keypunch work. May train inexperienced keypunch operators.
Class B . Work is routine and repetitive. Under close supervision or following specific
procedures or instructions, works from various 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. Refers to supervisor
problems arising from erroneous item s or codes or m issing information.
MESSENGER (O ffice Boy or Girl)

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 irly independently r e ­
ceiving a minimum of detailed supervision and guidance. Perform s varied cle rica l and secretarial
duties, usually including most of the following:
a. Receives telephone calls, personal callers, and incoming m ail, answers routine in­
quiries, and routes technical inquiries to the proper persons;
b.

Establishes, maintains, and revises the supervisor's files;

c.

Maintains the supervisor's calendar and makes appointments as instructed;

d.

Relays messages from supervisor to subordinates;

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

3. Secretary to the head, im m ediately below the corporate officer 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, fewer than 100 persons; or

3. Secretary to the head, im m ediately below
corporate-wide functional activity (e.g., marketing,
tions, etc.) c>r a m ajor geographic or organizational
a m ajor division) of a company that employs, in
em ployees; or

the office r level, over either a m ajor
research, operations, industrial re la ­
segment (e.g., a regional headquarters;
all, over 5,000 but fewer than 25,000

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 large 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 organiza­
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 clerica 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 "sec reta ry " possess the above characteristics.
of positions which are excluded from the definition are as follows:

2. Secretary to a corporate office r (other than the chairman of the board or president)
of a company that employs, in all, over 5, 000 but fewer than 25, 000 persons; or

2. Secretary to a corporate officer (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

Perform s various routine duties such as running errands, operating minor 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.

f.

Class A

1. Secretary to the supervisor or head of a small organizational unit (e.g., fewer than
about 25 or 30 persons); m2. Secretary to a nonsupervisory staff specialist, professional employee, administra­
tive o ffice 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

a.

Positions which do not m eet the "personal" secretary concept described above;

b.

Stenographers not fully trained in secretarial type duties;

c. Stenographers serving as office assistants to a group of professional, technical, or
managerial persons;
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 normally
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, administrative, supervisory, or specialized clerica 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 tively routine clerica l tasks.

13
TAB ULATING -M ACH INE OPERATOR (E lectric Accounting Machine Operator)— Continued

STENOGRAPHER— Continued

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

Stenographer, Senior
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 erform s stenographic duties requiring significantly greater independence and respon­
sibility than stenographer, general, as evidenced by the following: Work requires a high
degree of stenographic speed and accuracy; a thorough working knowledge of general business
and office 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 clerica l tasks such as maintaining followup files; 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 OPERATOR
Class A . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. Perform 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 for switchboard operator, class B, or as a full-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
of 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 ited " telephone information service
occurs i f the functions of the establishment serviced are readily understandable for telephone
information purposes, or if the requests are routine, e.g., giving extension numbers when
specific names are furnished, or i f complex calls are referred to another operator.)
These classifications do not-include switchboard operators in telephone companies who
assist customers in placing calls.
SWITCHBOARD OPERATOR-RECEPTIONIST
In addition to perform ing duties of operator on a single-position or monitor-type switch­
board, acts as receptionist and may also type or perform routine clerica l work as part of regular
duties. This typing or clerica l work may take the m ajor part of this w orker's tim e while at
switchboard.
TABULATING-M ACHINE OPERATOR (E lectric Accounting Machine Operator)
Operates one or a variety o f 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 . Perform s complete reporting and tabulating assignments including devising
difficult control panel wiring under general supervision. Assignments typically involve a
variety of long and complex reports which often are irregular or nonrecurring, requiring
some planning of the nature and sequencing of operations, and the use of a variety of m a­
chines. Is typically involved in training new operators in machine operations or training
lower level operators in wiring from diagrams and in the operating sequences o f long and
complex reports. Does not include positions in which wiring responsibility is lim ited to
selection and insertion of prewired boards.
Class B . Perform 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 er and m ore complex reports. Operates m ore difficult tabulating or electrical ac­
counting machines such as the tabulator and calculator, in addition to the simpler machines
used by class C operators. May be required to do some wiring from diagrams. May train
new employees in basic machine operations.
Class C . Under specific instructions, operates simple tabulating or electrical 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 wiring from diagrams, and do some filing work.
TRANSCRIBING-MACHINE OPERATOR, GENERAL
Prim a ry duty is to transcribe dictation involving a normal routine vocabulary from
transcribing-machine records. May also type from written copy and do simple clerica 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 worker who takes dictation
in shorthand or by Stenotype or sim ilar machine is classified as a stenographer.
TY PIS 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 for use in duplicating processes. May do clerica l work involving little special training, such
as keeping simple records, filing records and reports, or sorting and distributing incoming m ail.
Class A . Perform s one or m ore of the following: Typing m aterial in final form when
it involves combining m aterial from several sources; or responsibility for 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 uniformity
and balance in spacing. May type routine form letters, varying details to suit circumstances.
Class B . Perform s one or m ore of the following: 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 following:
Studies instructions to determine equipment setup and operations; loads equipment with required
items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts
and operates computer; makes adjustments to computer to correct operating problems and m eet
special conditions; reviews errors 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.
For wage study purposes, computer operators are classified as follows:
Class A . Operates independently, or under only general direction, a computer running
programs with most of the following characteristics: New programs are frequently tested
and introduced; scheduling requirements are of critica l importance to m inim ize downtime;
the programs are of complex design so that identification of erro r source often requires a
working knowledge of the total program, and alternate programs may not be available. May
give direction and guidance to lower level operators.
Class B . Operates independently, or under only general direction, a computer running
programs with most of the following characteristics: Most o f the programs are established
production runs, typically run on a regularly recurring basis; there is little or no testing




COMPUTER OPERATOR— Continued
of new programs required; alternate programs are provided in case original program needs
m ajor change or cannot be corrected within a reasonable time. In common e rro r situa­
tions, diagnoses cause and takes corrective action. This usually involves applying previously
programed corrective steps, or using standard correction techniques.
OR
Operates under direct supervision a computer running programs or segments o f programs
with the characteristics described for 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 programs under close supervision. Is expected to develop
working knowledge of 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 programs.
COMPUTER PROGRAMER, BUSINESS
Converts statements of business problems, typically prepared by a systems analyst, into
a sequence of detailed instructions which are required to solve the problems by automatic data
processing equipment. Working from charts or diagrams, the program er develops the precise in­
structions which, when entered into the computer system in coded language, cause the manipulation

14
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 for machine to follow; tests and corrects programs;
prepares instructions fo r operating personnel during production run; analyzes, review s, and alters
programs to increase operating efficiency or adapt to new requirements; maintains records of
program development and revisions. (NOTE: Workers perform ing both systems analysis and p ro­
graming should be classified as systems analysts i f this is the skill used to determine their pay.)
Does not include employees prim arily responsible for the management or supervision of
other electronic data processing employees, or program ers prim arily concerned with scientific
and/or engineering problems.
F or wage study purposes, program ers are classified as follows:
Class A . Works independently or under only general direction on complex problems which
require competence in all phases of programing 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 of 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 relatively simple
program s, or on simple segments of 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 prior actions so that the accuracy and sequencing
of data can be tested by using a few routine checks. Typically, the program deals with
routine record-keeping type operations.
OR
Works on complex programs (as described for class A) under close direction of a higher
level program er or supervisor. May assist higher level program er by independently p er­
forming less difficult tasks assigned, and perform ing m ore difficult tasks under fa irly close
direction.
May guide or instruct lower 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 problems. Receives close supervision on new
aspects of assignments; and work is reviewed to ve rify 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
progrartiers to prepare required digital computer program s. Work involves most of the following:
Analyzes subject-matter operations to be automated and identifies conditions and criteria required
to achieve satisfactory results; specifies number and types of records, 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 prim arily responsible fo r the management or supervision
of other electronic data processing em ployees, or systems analysts prim arily concerned with
scientific or engineering problems.
F or wage study purposes, systems analysts are classified as follows:
C la s s A . Works independently or under only general direction on complex problems involving all phases of systems analysis. Problem s are complex because of diverse sources of
input data and multiple-use requirements of output data. (F or example, develops an integrated
production scheduling, inventory control, cost analysis, and sales analysis record in which




COMPUTER SYSTEMS A N A LY ST, BUSINESS— Continued
every item o f each type is automatically processed through the full system of records and
appropriate followup actions are initiated by the computer.) Confers with persons concerned to
determine the data processing problems and advises subject-matter personnel on the 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
as sist.
Class B . Works independently or under only general direction on problems that are
relatively 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 or example, develops systems for maintaining depositor accounts in a bank,
maintaining accounts receivable in a retail establishment, or maintaining inventory accounts
in a manufacturing or wholesale establishment.) Confers with persons concerned to determine
the data processing problems and advises subject-matter personnel on the implications of the
data processing systems to be applied.
OR
Works on a segment of a complex data processing scheme or system, as described for
class A. Works independently on routine assignments and receives instruction and guidance
on complex assignments. Work is reviewed for accuracy of judgment, compliance with 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 fo r systems analysis work. For example,
may assist a higher lev el systems analyst by preparing the detailed specifications required
by program ers from information developed by the higher level analyst.
DRAFTSMAN
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 may 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 of supervisory assistance. Completed work is
review ed by design originator for consistency with p rior engineering determinations. May
either prepare drawings, or direct their preparation by low er level draftsmen.
Class B. P erform s nonroutine and complex drafting assignments that require the appli­
cation of m ost of the standardized drawing techniques regularly used. Duties typically in­
volve such work as: Prepares working drawings of subassemblies with irregu lar shapes,
multiple functions, and precise positional relationships between components; prepares archi­
tectural drawings for construction of a building including detail drawings of foundations, wall
sections, floor 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.
Receives initial instructions, requirements, and advice from supervisor.
Completed work is checked for technical adequacy.
Class C. Prepares detail drawings of single units or parts for engineering, construction,
manufacturing, or repair purpqses. 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 may be spot-checked during progress.
DRAFTSM AN- TRACER
Copies plans and drawings prepared by others by placing tracing cloth or paper over
drawings and tracing with pen or pencil. (Does not include tracing lim ited to plans prim arily
consisting of straight lines and a large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized item s. Work is closely supervised
during progress.
ELECTRONIC 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 performance of most or all of the following tasks: Assembling, 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 of component parts.

15
ELECTRONIC TECHNICIAN— Continued

NURSE, INDUSTRIAL (Registered)

Electronic equipment or systems worked on typically include one or m ore of the following:
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 issile and spacecraft guidance and control systems; industrial and medical
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 ill or suffer an accident on the premises of a
factory or other establishment. Duties involve a combination of the following: Giving firs t aid
to the ill or injured; attending to subsequent dressing of employees' injuries; keeping records
of patients treated; preparing accident reports for compensation or other purposes; assisting in
physical examinations and health evaluations of applicants and employees; and planning and ca rry ­
ing out programs involving health education, accident prevention, evaluation of plant environment,
or other activities affecting the health, w elfare, and safety of all personnel. Nursing supervisors
or head nurses in establishments employing m ore than one nurse are excluded.

(Exclude production assem blers and testers, craftsmen, draftsmen, designers, engineers,
and repairmen of such standard electronic equipment as office machines, radio and television
receiving 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 ARPENTER, MAINTENANCE

MACHINIST, MAINTENANCE

Perform 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, models, 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
for 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 metal parts of mechanical
equipment operated in an establishment. Work involves most of the following: Interpreting written
instructions and specifications; planning and laying out of work; using a variety of machinist's
handtools and precision measuring instruments; setting up and operating standard machine tools;
shaping of metal parts to close tolerances; making standard shop computations relating to dimen­
sions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of
the common metals; 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 TRIC IAN , M AINTENANCE
Perform s a variety of electrica l trade functions such as the installation, maintenance, or
repair of equipment for the generation, distribution, or utilization of electric energy in an estab­
lishment. Work involves most of the following; Installing or repairing any of a variety of elec­
trical equipment such as generators, transform ers, switchboards, controllers, circuit breakers,
motors, heating units, conduit systems, or other transmission equipment; working from blue­
prints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical
system or equipment; working standard computations relating to load requirements of w iring or
electrical equipment; and using a variety of electrician's handtools and measuring and testing
instruments. In general, the work of the maintenance electrician requires rounded training and
experience usually acquired through a form al apprenticeship or equivalent training and experience.
ENGINEER, STATIONARY
Operates and maintains and may also supervise the operation of stationary engines and
equipment (mechanical or electrica 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 frig ­
erating equipment, steam boilers and boiler-fed water pumps; making equipment repairs; and
keeping a record of operation of machinery, temperature, and fuel consumption. May also su­
pervise these operations. Head or chief engineers in establishments employing m ore than one
engineer are excluded.
FIREM AN, STATIONARY BOILER
F ires 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 water and safety valves. May clean, oil, or assist in repairing boilerroom equipment.
H ELPER , MAINTENANCE TRADES
A ssists one or m ore workers in the skilled maintenance trades, by perform ing specific
or general duties of lesser skill, such as keeping a worker 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 permitted 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 full-tim e basis.
M ACH INE-TOOL 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 performing difficult machining operations; processing items requiring complicated setups or
a high degree of accuracy; using a variety 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. For
cross-industry wage study purposes, machine-tool operators, toolroom , in tool and die jobbing
shops are excluded from this classification.




MECHANIC, AUTOMOTIVE (Maintenance)
Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work in­
volves most of the following: Examining automotive equipment to diagnose source of trouble; dis­
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; reassembling and installing the various
assemblies in the vehicle and making necessary adjustments; and alining wheels, 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 customers' vehicles in auto­
m obile repair shops.
MECHANTC, M AINTENANCE
Repairs machinery or mechanical equipment of an establishment. Work involves most
of the following: Examining machines and mechanical equipment to diagnose source of trouble;
dismantling or partly dismantling machines and performing repairs that mainly involve the use
of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained
from stock; ordering the production of a replacement part by a machine shop or sending 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; reassembling 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 workers whose prim ary duties
involve setting up or adjusting machines.
M ILLWRIGHT
Installs new machines or heavy equipment, and dismantles anti installs machines or heavy
equipment when changes in the plant layout are required. Work involves most of the following;
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 right's work normally requires
a rounded training and experience in the trade acquired through a form al apprenticeship or
equivalent training and experience.
PA IN TER , MAINTENANCE
Paints and redecorates walls, woodwork, and fixtures of an establishment. Work involves
the following: Knowledge of surface peculiarities and types of paint required for different applica­
tions; preparing surface fo r painting by removing old finish or by placing putty or fille r in nail

16
PA IN TE R , MAINTENANCE— Continued

SH E E T-M E TAL WORKER, MAINTENANCE— 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-metal 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
correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading
pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling
pipe with couplings and fastening pipe to hangers; making standard shop computations relating to
pressures, flow, and size of pipe required; and making standard tests to determine whether 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 TAL WORKER, MAINTENANCE
Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures
(such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal
roofing) of an establishment. Work involves most of the following: Planning and laying out all
types of sheet-metal maintenance work from blueprints, models, or other specifications; setting

TO O L AND DIE MAKER
(Die maker; jig maker; tool maker; 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 of tool and die m aker's handtools and precision measuring instruments; under­
standing of the working properties of common metals and alloys; setting up and operating of
machine tools and related equipment; making necessary shop computations relating to dimensions
of work, speeds, feeds, and tooling of machines; heat-treating of m etal parts during fabrication
as w ell as of finished tools and dies to achieve required qualities; working to close 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 rce 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 of prem ises periodically in protecting property against fire ,
theft, and illega l entry.

SHIPPING AND RECEIVING CLERK

JANITOR, PORTER, OR CLEANER
(Sweeper; charwoman; janitress)
Cleans and keeps in an orderly 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 following: Sweeping, mopping or scrubbing, and polishing floors; removing
chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal 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 for shipment, or receives and is responsible fo r incoming ship­
ments of merchandise or other m aterials. Shipping work involves: A knowledge of shipping p ro­
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 involves: V erifyin g or directing others in verifying 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 receiving clerk

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

shelver; trucker;

stockman or stock helper;

TRUCKDRIVER

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.

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 minor mechanical repairs, and keep truck in good working order. D river-salesm en and
over-the-road drivers are excluded.

ORDER F ILLE R

follows:

(Order picker; stock selector; warehouse stockman)
F ills shipping or transfer orders fo r finished goods from stored merchandise 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.

F or wage study purposes, truckdrivers are classified by size and type of equipment, as
(T ra c to r-tra ile r should be rated on the basis of tra ile r capacity.)
Truckdriver
Truckdriver,
Truckdriver,
Truckdriver,
Truckdriver,

(combination of sizes listed separately)
light (under IV2 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
PACKER, 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 of shipment. Work requires
the placing o f items in shipping containers and may involve one or m ore of the following;
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-powered truck or tractor to transport
goods and m aterials of all kinds about a warehouse, manufacturing plant, or other establishment.
For wage study purposes, workers are classified by type of truck, as follows:
Trucker, power (fork lift)
Trucker, power (other than forklift)

A v a ila b le O n R e q u e s t----The follow ing areas are surveyed p e rio d ic a lly fo r use in adm inistering the S ervice Contract A c t of 1965.
available at no cost while supplies last from any of the BLS regional o ffices shown on the inside front co ver.

A laska
Albany, Ga.
Alpena, Standish, and Tawas C ity, M ich.
A m a rillo , Tex.
A s h e v ille , N.C.
A tlantic C ity, N.J.
Augusta, G a —S.C.
Austin, T ex.
B a k 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, Ky.
Colorado Springs, Colo.
Columbia, S.C.
Columbus, Ga.—
Ala.
Crane, Ind.
Dothan, A la.
Duluth-Superior, Minn.—W is.
Durham, N.C.
E l Paso, Tex.
Eugene, O reg.
F a rgo— oorhead, N. Dak.—
M
Minn.
F a yetteville, N.C.
Fitchburg—
Leom in ster, M ass.
F o rt Smith, A rk.—
Okla.
F re d e ric k —
Hagerstown, Md.—Pa.—W. Va.
G reat F a lls, Mont.
G reensboro—
Winston Salem—
High Point, N.C.
H arrisbu rg, Pa.
Huntsville, Ala.
K n oxville, Tenn.

Copies o f public releases are

Lared o, Tex.
Las V egas, Nev.
Lexington, Ky.
L ow er Eastern Shore, Md.—
Va.
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, F la.
M ontgom ery, A la.
N ash ville, Tenn.
New London— roton-N orw ich, Conn.
G
N ortheastern Maine
Ogden, Utah
Orlando, Fla.
Oxnard—
Ventura, C alif.
Panama City, F la.
Pine Bluff, A rk .
Portsm outh, N.H.—Maine— ass.
M
Pueblo, Colo.
Reno, N ev.
Sacramento, C alif.
Santa B arbara, 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, Del.—
N.J.—
Md.

The eleventh annual rep ort on salaries fo r accountants, auditors, ch ief accountants, attorneys, job analysts, d irecto rs o f personnel,
buyers, chem ists, engineers, engineering technicians, draftsm en, and c le r ic a l em ployees. O rder as BLS Bulletin 1693, National
Survey o f P ro fession a l, A d m 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 Printing O ffice, Washington, D.C., 20402, or any o f its region al sales o ffices.







A re a W a g e S u rv e y s
A lis t o f the latest available bulletins is presented below. A d ire c to ry of area wage studies including m ore lim ited studies conducted at
the request o f the Employment Standards Adm inistration of the Department o f Labor is available on request. Bulletins m ay be purchased from the
Superintendent of Documents, U.S. Government Printing O ffice, Washington, D.C., 20402, or fro m any o f the BLS regional sales o ffices shown on
the inside front cover.

A rea

Bulletin number
and price

Akron, Ohio, July 1970_________________________________
Albany—
Schenectady—T ro y , N .Y ., M ar. 1971 1________
Albuquerque, N. M e x ., M ar. 1971_____________________
Allentow n—
Bethlehem —
Easton, Pa.—
N.J., M ay 1971__
Atlanta, G a ., M ay 1971_________________________________
B altim ore, M d ., Aug. 1970 1 ___________________________
Beaumont— o r t Arthui—Orange, T ex ., May 1971 *_---P
Binghamton, N .Y ., July 1970__________________________
Birm ingham , A la ., M ar. 1971 1 -----------------------------B oise C ity, Idaho, Nov. 1970 1 _________________________
Boston, M ass., Aug. 1970 1 ____________________________
Buffalo, N .Y ., Oct. 1970 1______________________________
Burlington, V t., M ar. 1971 1___________________________
Canton, Ohio, M ay 1971________________________________
Charleston, W. V a ., M ar. 1971----------------------------Charlotte, N .C ., Jan. 1971-----------------------------------Chattanooga, Tenn.—
Ga., Sept. 1970*_________________
Chicago, 111., June 1970----------------------------------------Cincinnati, Ohio—
Ky.—Ind., Feb. 1971 1--------------------Cleveland, Ohio, Sept. 1970 1---------------------------------

1660-88,
1685-54,
1685-58,
1685-75,
1685-69,
1685-18,
1685-68,
1685-6,
1685-63,
1685-21,
1685-11,
1685-43,
1685-59.
1685-71,
1685-57,
1685-48,
1685-10,
1660-90,
1685-53,
1685-28,

30
35
30
30
40
50
35
30
40
35
50
50
35
30
30
30
35
60

C o lu m b u s , O h io , O c t. 1970 1----------------------------------------

1 6 8 5 -3 3 ,

4 0 c e n ts

D allas, T e x ., Oct. 1970 1 --------------------------------------- 1685-22,
Davenport—
Rock Island— o lin e, Iowa—111.,
M
Feb. 1971_______________________________________________ 1685-51,
Dayton, Ohio, Dec. 1970 * _ -------- ---------------------------- 1685-45,
D enver, C olo., Dec. 1970--------------------------------------- 1685-41,
Des M oines, Iowa, M ay 1971____-_____________________ 1685-70,
D etroit, M ich., Feb. 1971 ------------------------------------ 1685-77,
F o rt W orth, T ex ., Oct. 1970 1 --------------------------------- 1685-25,
G reen Bay, W is ., July 1970 1 ---------------------------------- 1685-4,
G re e n v ille , S.C., M ay 1971 \ ---------------------------- _____ 1685-78,
Houston, T e x ., Apr. 1971 1 -----------------------------------— 1685-67,
Indianapolis, Ind., Oct. 1970 1__________________________ 1685-31,
Jackson, M is s ., Jan. 1971 1____________________________ 1685-39,
Jacksonville, F la ., Dec. 1970 1------------------------------- 1685-37,
Kansas C ity, M o.-K an s., Sept. 1970 * _ -------------------- 1685-16,
Law rence— a verh ill, M ass.—
H
N.H ., June 1971----------- 1685-83,
L ittle R ock-N orth L ittle Rock, A rk ., July 1970 1 ------ 1685-1,
Los Angeles—Long Beach and Anaheim—
Santa A n aGarden G rove, C a lif., M ar. 1971 1 ------------------------ 1685-66,
L o u is v ille , Ky.—Ind., Nov. 1970-------- --------- ------------ 1685-27,
Lubbock, T ex ., M ar. 1971-------------- ----- ----------------- 1685-60,
M anchester, N .H ., July 1971---------------------------------- 1725-2,
M em phis, Tenn.— rk ., Nov. 1970--------A
_________ 1685-30,
M iam i, F la ., Nov. 1970 1-----_ _ _ _ _ _ ---------------------- -- 1685-29,
Midland and O dessa, T ex ., Jan. 1971-------- -------------- 1685-40,
M ilwaukee, W is ., M ay 1971____-— — —— — ------ -------- 1685-76,
M inneapolis—
St. Pau l, Minn., Jan. 1971— _______ _____ 1685-44,

cents
cents
cents'
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
4 5 cents
50 cents

A rea

50

cents

30
40
35
30
50
35
35
35
50
40
35
35
45
30
35

cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents

50
30
30
30
30
40
30
35
40

cents
cents
cents
cents
cents
cents
cents
cents
cents


http://fraser.stlouisfed.org/
1 Data on establishment practices and supplementary wage provisions are also presented.
Federal Reserve Bank of St. Louis

Muskegon—
Muskegon Heights, M ich., June 1971______
Newark and J e rs e y City, N .J., Jan. 1971----------------New Haven, Conn., Jan. 1971___________________________
New O rleans, L a., Jan. 1971 1
_________________________
New York, N .Y ., Apr. 1970 1___________________________
N orfolk —
Portsm outh and Newport News—
Hampton, V a ., Jan. 1971 1 ____________________________
Oklahoma C ity, O kla., July 1970_______________________
Omaha, Nebr.—Iowa, Sept. 1970 1 ______________________
P a te r son— lifton— a ssa ic, N .J., June 1970 1_________
C
P
Philadelphia, Pa.— .J., Nov. 1970--------------------------N
Phoenix, A r i z . , M ar. 1970 1____________________________
Pittsburgh, P a ., Jan. 19711____________________________
Portland, Maine, Nov. 1970_____________________________
Portland, Or eg.— ash., M ay 1970 1___________________
W
P rovid en ce—
Pawtucket— arwick, R.I.— a s s .,
W
M
R aleigh, N .C ., Aug. 1970 1______________________________
Richmond, V a ., M ar. 1971______________________________
R ochester, N .Y . (o ffic e occupations only),
Rockford, 111., M ay 1971______ _________________________
St. Louis, M o.—
111., M ar. 1971 1
-----------------------------Salt Lake City, Utah, Nov. 1970 1---------------------------San Antonio, T ex ., May 1971 1-------------------------------San B ern a rd in o-R iversid e— ntario, C alif.,
O

Bulletin number
and p rice
1685-82,
1685-47,
1685-35,
1685-36,
1660-89,

30
40
30
40
75

cents
cents
cents
cents
cents

1685-46,
1685-5,
1685-14,
1660-87,
1685-34,
1660-70,
1685-49,
1685-19,
1660-77,

35
30
35
45
50
35
50
30
40

cents
cents
cents
cents
cents
cents
cents
cents
cents

1685-80,
1685-12,
1685-62,

40 cents
35 cents
30 cents

1685-7,
1685-79,
1685-65,
1685-26,
1685-81,

30
30
50
35
35

cents
cents
cents
cents
cents

1685-42, 40 cents
San Diego, C a lif., Nov. 1970------------------------------------ 1685-20, 30 cents
San F ran cisco—
Oakland, C a lif., Oct. 1 9 7 0 ™ ------------ 1685-23, 40 cents
San Jose, C a lif., Aug. 1970--------------------------- --------- 1685-13, 30 cents
Savannah, Ga., M ay 1971— —___________________________ 1685-72, 30 cents
30 cents
Scranton, P a ., July 1971_______________________________ 1725-1,
Seattle— verett, Wash., Jan. 1971 1--------- --------------- 1685-52, 35 cents
E
Sioux F a lls , S. Dak., Dec. 1970 1
----------------------------- 1685-38, 35 cents
South Bend, Ind., M ar. 1971----------------------------------- 1685-61, 30 cents
Spokane, W ash., June 1970 1----------------------------------- 1660-86, 35 cents
30 cents
Syracuse, N .Y ., July 1970-------------------------------------- 1685-8,
1685-17, 30 cents
Tam pa—
St. P etersb u rg, F la ., N ov. 1970--------- — — —
T oledo, Ohio— ich., A pr. 1971 1_ _ _ _ _ --------------------- 1685-74, 40 cents
M
Trenton, N .J., Sept. 1970 1 ________ ____________________ 1685-15, 35 cents
30 cents
Utica—
Rom e, N .Y ., July 1970__________________________ 1685-9,
Washington, D.C.—
Md.— a ., A pr. 1971--------------------- 1685-56, 40 cents
V
W aterbury, Conn., M ar. 1971---------- _ _ _ _ _ _____ _____ 1685-55, 30 cents
W a terlo o , Iowa, Nov. 1970 1
------------------------------------ 1685-32, 35 cents
W ichita, K an s., A pr. 1971______________________________ 1685-64, 30 cents
W o rc e s te r, M ass., M ay 1971— ---------------------------- 1685-73, 30 cents
Y ork, P a ., Feb. 1971____________________________________ 1685-50, 30 cents
Youngstown— arren, Ohio, Nov. 1970---------------------- 1685-24, 30 cents
W

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

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

U.S. DEPARTMENT OF LABOR
O F F IC IA L B U S IN E S S

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