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L- J . o . irs-t '3d A R EA W AGE SURVEY Norfolk—Virginia Beach—Portsmouth, VirginiaNorth Carolina, Metropolitan Area, May 1975 B u lletin 1 8 5 0 -2 9 U S. D EPA R TM EN T OF LABOR Bureau of Labor Statistics Preface This bulletin provides results of a May 1975 survey of occupational earnings in the Norfolk—Virginia Beach—Portsmouth, Virginia—North Carolina, Standard Metropolitan Statistical Area (Chesapeake, Norfolk, Portsmouth, Suffolk, and Virginia Beach C ities, V a .; and Currituck County, N .C .). The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program. The program is designed to yield data for individual metropolitan areas, as well as national and regional estimates for all Standard Metropolitan Statistical Areas in the United States, excluding Alaska and Hawaii. A major consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor m arkets, through the analysis of (1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U .S. Department of Labor to make wage determinations under the Service Contract Act of 1965. Currently, 82 areas are included in the program . (See list of areas on inside back cover.) In each area, occupational earnings data are collected annually. Information on establishment practices and supplementary wage benefits is obtained every third year. Each year after all individual area wage surveys have been completed, two summary bulletins are issued. The first brings together data for each metropolitan area surveyed. The second summary bulletin presents national and regional estim ates, projected from indi vidual metropolitan area data. The Norfolk—Virginia Beach—Portsmouth survey was conducted by the Bureau's regional office in Philadelphia, P a., under the general direction of Irwin L . Feigenbaum, Associate Assistant Regional Director for Operations. The survey could not have been accomplished without the cooperation of the many firm s whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received. Note: Current reports on occupational earnings are available for the combined Norfolk— Virginia Beach^Portsmouth and Newport News—Hampton areas for refuse hauling, moving and storage, and laundry and dry cleaning industries. A lso available for the Norfolk area are listings of union wage rates for building trades, printing trades, local-transit operating em ployees, local truckdrivers and helpers, and grocery store em ployees. Free copies of these are available from the Bureau's regional offices. (See back cover for addresses.) AREA WAGE SURVEY Bulletin 1850-29 U.S. D E P A R T M E N T OF LA B O R , John T . Dunlop, Secretary September 1975 B U R E A U OF L ABOR STATISTICS, Julius Shiskin, Commissioner Norfolk—Virginia Beach—Portsmouth, VirginiaNorth Carolina, Metropolitan Area, May 1975 CONTENTS Page Introduction_______________________________________________________________ 2 A. Earnings: A -1 . Weekly earnings of office workers_____ _______ _____________________________________________________________________ A - 2 . Weekly earnings of professional and technical w orkers__________________________________________________________ A - 3 # Average weekly earnings of office, professional, and technical workers, by s e x _____________________________ A - 4 . Hourly earnings of maintenance and powerplant w ork ers________________________________________________________ A - 5 # Hourly earnings of custodial and material movement w orkers___________________________________________________ A - 6 # Average hourly earnings of maintenance, powerplant, custodial, and material movement workers, by sex A - 7 # Percent increases in average hourly earnings for selected occupational groups, adjusted for employment sh ifts____________________________________________________________________________________________ Appendix A . Scope and method of survey_________________________________________________________________________________________________ Appendix B. Occupational descriptions___________________________________________________________________________________________________ For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D. C. 20402, G P O Bookstores, or BLS Regional Offices listed on back cover. Price 65 cents. M a k e checks payable to Superintendent of Documents. OOCMJ'Ul A W Tables: 9 11 13 Introduction This area is 1 of 82 in which the U.S. Department of Labor's Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits on an areawide basis. In this area, data were ob tained by a combination of personal visit, mail questionnaire, and telephone interview. Representative establishments within six broad industry divisions were contacted: Manufacturing; transportation, com munication, and other other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient employment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria. Following the occupational wage tables is table A - 7 which provides percent changes in average earnings of office clerical work e r s, electronic data processing w orkers, industrial n u rses, skilled maintenance workers, and unskilled plant workers. This measure of wage trends eliminates changes in average earnings caused by em ploy ment shifts among establishments as well as turnover of establishments included in survey samples. Where possible, data are presented for all industries, manufacturing, and nonmanufacturing. Appendix A discusses this wage trend measure. A -se r ie s tables Appendixes Tables A - 1 through A -6 provide estimates of straight-time hourly or weekly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. Occupations were selected from the following categories: (a) Office clerical, (b) pro fessional and technical, (c) maintenance and powerplant, and (d) custodial This bulletin has two appendixes. Appendix A describes the methods and concepts used in the area wage survey program and provides information on the scope of the survey. Appendix B provides job descriptions used by Bureau field economists to classify workers in occupations for which straight-tim e earnings information is presented. and material movement. In the 31 largest survey areas, tables A - l a through A -6a provide sim ilar data for establishments employing 500 workers or m ore. Weekly earnings 1 (standard) O c c u p a t io n and in d u s t r y d i v is i o n N u m b er o f w o r k e r s r e c e iv in g stra ig h t--t i m e w ee]<ly e a rn in g s o f— $ Average weekly Number of workers [standard) $ 80 Mean ^ Median ^ S 85 90 $ $ S 95 lo o $ 105 S $ 115 n o $ 120 $ 125 $ 130 S 135 140 $ 150 S S 160 170 s 180 T $ 190 200 1 210 and under Middle range ^ 85 -----220 and 90 95 100 1 05 n o 1 25 130 1 1 3 10 26 D 5 5 1 c 1D 1 25 1 4 IH 36 5 ^9 28 g 22 22 30 3 7A JO l 35 1 2 115 120 135 140 150 160 17 Q. 180 190 200 210 6 6 1 220 r ove ALL WORKERS BOOKKEEPING-MACHINE OPERATORS# C L L K nbf AvvvUN 1 1 Nw f vL A b o $ $ 110 $ 7 '■O A ■ ** 1 3 6 .0 0 1 3 c .. 00 _ NONMANUFACTURING -------------------------- . . . ~ ^ n o n m a n u f a c t u r i n g --------------------- — ... KEYPUNCH OPERATORS# CLASS A --------------- KEYPUNCH OPERATORS* CLASS B ---------— 285 4 0 .0 ^ _ —_—^ —__ -_—— — CCrnCT AD TCC ____ ______________________ _ li AAII ip a /*T| ID T k lfl _ __ —— ________________ kiOMAi AAil |TAC APTI IDTkIC —____—— NUNMANUr 1 UK INC ______.__^ rUDL IV U M L X I 1 CO ------ -----------— SECRETARIES* CLASS 8 -------------------- — FIHflUrHUI VnilNVJ ~ AiAiiiA a Kit ic AC a p t i id tm c _ _ _____ —_______. ___ NUNMANUr I UK INb ACC rU — oCCrDCTADTCCt C K t 1A K lt b * r*i LLSD3 ------u Akli i f AC A/^Tl ID TKI/1____— MANUr 1UK 1 Mb *'• **•_______ * •—__^ —____ *•*— AlDklki Akll IC AC ArTI ID TKIC________ —.___________ NUNMANUr 1UK INb DllDI T r* I IT T 1 t t t c c _____ .____________ rU o L IC U l i L I l I c b T AAK D it-b# T r c . LLA n a cab c n oc rLrCDKr tl U — — — — ——— MANUFACTURING ---------------------------------------CTrMA^OADUCDC ^TKICO STLNUbKAKncKSt b tN tK AAL1 ___ _— K iAMU AMI irATTIIOTkl^ NUNMANUr AC 1UK INb DiciN uyrTArrrc^ot o u i i un ——— — ____ —— SWITCHBOARD OPERATORS* CLASS B - — UnMki A All ICAC ArTI ID TKI/V • • • • • • • • • • • NUNMANUr 1UKINb SWITCHBOARD O PE RATO R-RECEPTIO NISTSMANUFACTURING------ ------ — ------ -----------— n u n n ^ n u r hv i v n in v ? — T YP ISTS# CLASS A ----------------------------------— i i r w i o i vw «^-» o K i n i u k j A k u if a /'T1UKlNb I id t Kjn NUNMANUrAC • • • • • »• • 1 1 4 .5 0 7 D *()i»"i^ < -t Jy 1 0 0 . 0 C - 1 3 0 .0 0 9 0 .0 0 9 0 .0 0 - 3 1 3 5 .0 0 1 3 5 .0 0 - 68 4 0 .0 1 1 0 .0 0 1 0 9 .0 0 58 4 0 .0 1 2 6 .5 0 1 2 2 .0 0 1 0 7 .0 0 -1 3 7 .0 0 - 1 36 4 0 .0 1 1 2 .5 0 1 1 3 .0 0 1 1 5 .0 0 1 1 5 .0 0 1 0 0 . 0 0 - 1 2 0 .0 0 1 0 0 . 0 0 - 1 2 0 .0 0 2 QA Cn Q1 AAfclftn.AA 71#UU*1UU.UU 9 3 .0 0 -1 0 0 .0 0 120 u r c e r ju r r D C _ __ _ ___— KID kl kAAkil 1CA A/'TI ID TKifl NUNWANUr t IUK1NU 1 1 5 .5 0 36 26 __ *|J2 i1f7 f7 o cv D c u 37 103 07 C r 7f A O 1 i oAn u \ 1A I 1H *ap vC Q7 AA * f .0 0 An .VI n HU 1 0 0 .0 0 TO C J7|D *70 J 7 # 0A 4 0 .0 3 9 .5 1 9 /. 1 7 4 AA 1 Ca Ca IH 1 AC d . 0A0A l c H i O O - l f ‘* .u g IDO.DO 11 flk Cn Uo cj .3Bn 0 -— 0 0 . ay 1 6 0 .0 0 l1uAJ7 * DQ 1 1 Q * n .lC C 1 AA I J o . 0 0 1 lo .Q u — AO O .CA jU 1 4 4 .0 0 n • Cn I1r7 u DO 1 6 9 .5 0 1 4 2 . 0 0 - 1 8 1 . 5 0 4 0 .0 ■jo c J 7 .3 4 0 .0 1 5 3 .5 0 1 AO C A lO J .d U 1 AD CA IHV.bO 1 4 6 .0 0 1 CA AA 1DH*UU 136*00 -JO J 7 . 3F 3 9 .0 4 0 .0 •jo J 7 . 3c 1 CA CA 1DU.DU 1 6 7 .5 0 1 4 0 .5 0 1 6 7 .0 0 i oQn iUaUa - l1 7f 71 .UU nn 1 AC AA K IHD#U0 .lloO OA*3CA 1 1 J 7 .0AUA— U I 7f oA * 0A0A 1*70 CA l1i1e3 . 0A0A—1 alA0n0 * 0AA I1 1C J j * DO 0 C0A—1 .1 7fA0 * 3Cn 1 * H .3 0 1 6 0 .0 0 1A1 99*50 1 2 9 ,0 0 -1 7 5 .0 0 U CA - 1 7 0 * CA 1 4 -5 3 .3 0— 1 f t . du 1 o i #i a —1 7*3 Ca l e i . 0 0 - 1 i<3»30 78 -JQ J 7 . 3C 1 42 00 3 9 . 5 1 4 8 .5 0 1 4 0 .0 0 1 5 1 .0 0 1 AO 1H7 1 I 1C ID 3 9 . 5 1 3 3 .5 0 JQ J 7 * 3C CA-1 AA 0 9 ,3 0 —1 CA 3 U .00 1 2 5 .0 0 «1 aa li i1eO .D C|\ a0 a .—1 i ^ 0 i1 ac 0 3 .0 3av .. 0aa 0 26 4 0 .0 1 3 9 .5 0 1 4 0 .0 0 67 CQ 4 0 .0 4 0 .0 1 0 3 .0 0 1 0 2 .5 0 1 0 0 .0 0 1 I CJ 162 41 121 60 1 4Q *7 7 m I1 JP 1 A A *U0 AA IUU i1iIqt . c l1 A0k0. .c3i n 3 n0 -— 0 1 2 6 .5 0 -1 6 6 .5 0 pi CJ 7 8 21 21 1 co - - - 2 1 4 3 - 21 26 25 3 *7 J ^ 8o - 2 - 1 l 6 O 27 30 cO4A o 3 18 2 1 I1 co 2 JU 1 o7 1 11 1Q 1 T 1b A 1 l ft xo 1 2 4 9 6 8 9 3 3 Q 1 A IU - - 7 14 5 4 10 *» t •y C. r 2 7f 5 23 3 7 CJ 3 3 1 - - ’ - - - - - - - - 2 - 3 o I1 oA 6 i1cP 1 l cP 2 5 10 1A IU 7 •J J 6 i 2 o 3 8 1J 1 1 15 1 7 IJ cq I1 3 l1oA 1 o9 4 5 4 IJ 3 1 11 1n 1 0 7 1 D 21 4 3 9 Q 7 7 3 n ii iI 12 2 2 17 1 1 20 Q 7 - 8 5 4 4 29 29 DO CC oc oc 1Q 1 IQ t 1 D 19 I iI Ii 7f 1 2 5 3 6 10 1A 1H 24 4 18 9 3 9 12 J 2 1 7 9 6 l 2 19 - 3 7 2 1 j i co cD 3 3 5 9 14 1 i 9 4 c D 7 6 1J 1 X 1 1 1 7 11 1 24 ii J "j 10 8 10 Q O y 1o 18 8 i /. 14 I 55 an CT 26 8 10 1 19 14 2 5 5 21 - 2 1 1 1 18 I - j 24 JO 7/ CO 40 22 I1 cd 18 J q 7 7 4 3 37 7 10 10 - 2 2 07f C 21 i i ** 2 22 4 1A - 7 10 1 1n u 1 1 - - 3 7 2 1 - - - 21 1 1 71 23 19 - - 8 2 13 1 i c9 1 2 2 .5 0 -1 4 9 .0 0 - 5 16 9 oQ 1 7r 3 1 1 4 5 1 ’ 2 3 2 1 - 1 A IO 14 6 ” 23 - ° 28 13 16 2 11 1 19 3 - cO 5 14 9 5 I i II 14 - 10 29 ii 2 7C Jb 4 31 * 1 Acj f A ft cD11 ? - * * 7 4 i7 1' 1 16 3 9 .5 A A _ I 1 C AA 1 AA AA QQ to. 0 0 1 1 3 .0 0 1UO.UQ |AA c 0n —1 .l1 1g3 . 0AA 1 AoA* uAuA 1 iu 0 0 .3 0 16 47 c. - i c . 0a 0A_1CD 1c —1 3 c # AA 00 9 5 .0 0 -1 0 4 .0 0 Q/. C A .1 A A .A A t 4#3U —10**. 00 2 p c co D C - 1 4 9 .0 0 28 2 9 6 .5 0 -1 2 6 .5 0 1 1 0 .0 0 -1 5 5 .0 0 Q C0A*.IO k * DU CA 7 b2 # b IC O 1 3 8 .0 0 * 21 11 7 3 9 . 5 1 1 7 .0 0 1 1 0 . 0 0 3 9 . 0 1 2 3 .0 0 1 1 2 .5 0 AA A l1iIeD . 00 AA 1 0 6 .0 0 HU.U •5Q 3 C 1 0 6 .5 0 J7| *1Q C ilr 1Afl.AA O .p y J “ #5 6 8 7 10 6 2 1 6 ^7 5 1 D 0 1 8 7 6 3 7 g 1 1 3 y 5 ” -> J 3 2 2 1 14 14 - - 9 9 6 6 1 1 “ 1 1 1 7 ~ 1 * ” 13 13 - 1 1 - 3 1 1 7 - - - 7 33 1 3 - - - - - - Weekly earnings 1 (standard) O ccu p a tion and in d u s t r y d iv is io n Number of workers N u m b er o f w o r k e r s r e c e iv in g s t r a ig h t - t i m e w e e k ly e a r n in g s o f — s $ Average 90 Median (standard 2 Middle ranged s 10 0 no s S S 120 130 S 140 $ 150 S S 160 170 180 S S $ 190 200 S 210 S 220 $ S 230 240 $ $ S 250 260 270 $ 280 and under 290 and 10 0 no 120 130 • — - - 6 . 8 6 13 13 3 11 - 10 140 150 160 170 180 190 200 210 22Q 230 2 *0 1 1 - 7 5 - - 3 “ 11 8 12 9 9 3 5 2 - 1 1 1 1 290 o v e r 250 260 — 2.7Q 280 - 6 - - - - _ . _ _ - - ALL WORKERS COMPUTER OPERATORS* CLASS A ---- — 29 $ $ $ $ 39*5 185.50 179.50 155.00-215.00 COMPUTER OPERATORS* CLASS B ---NONMANUFACTURING -------------------------- — 70 54 40*0 156.50 149.50 136.50-161.00 40.0 146.50 146.00 136.00-158.50 - - 4 4 COMPUTER OPERATORS* CLASS C ---------— 43 39.5 130.00 135.00 111.00-145.00 6 2 10 10 — 3 - - 1 COMPUTER PROGRAMMERS* BUSINESS* CLASS B -----------------------------— 33 39.5 203.50 200.00 178.50-211.00 - - — - - - - 4 6 4 3 6 4 - 3 2 - - - - 1 DRAFTERS, CLASS A ------------ — ------------- — 40 40.0 220.00 219.00 210.50-245.00 - - - - - - - - 4 - - 6 10 8 1 5 6 - - - - DRAFTERS, CLASS B ------------------------------ — 126 39.5 220.00 204.00 180.00-271.00 - - - 4 - - 9 10 8 30 - 8 3 4 - - - - 40 - 10 1 7A A4**11 C AA 3 »7#»U v 1*4.00 fI0A7Q* DCU o-a 3 g 1 1 J1 12 1/KAr 1l Ho 9 C *• *• • • • ** ELECTRONICS TECHNICIANS -----------------ELECTRONICS TECHNICIANS* CLASS B- See fo o t n o t e s at end o f t a b le s . £A ou _ CA 1 C? 1 1 1 no 39.5 240.50 228.00 228.00-261.00 - - - - - 3 - - - - - 4 3 55 6 1 3 15 7 5 8 87 39.5 236.50 228.00 228.00-252.50 - - - - - - - - - - - 3 3 55 1 1 3 14 7 - - Number of workers Weekly hour, 1 (standard) Weekly earnings1 (standard) OFFICE OCCUPATIONS - WOMEN Sex, occupation, and industry division Number of workers W eekly hours 1 (standard) Sex, occupation, and industry division Weekly earnings1 (standard) $ . SECRETARIES - CONTINUED $ 40.0 153.50 39.5 163.50 40.0 149.50 155 91 40.0 146.50 163.50 40.0 134.00 SECRETARIES, CLASS 8 ------------M A N U r A L 1U K I N b — —— — — — n o n m a n u f a c t u r i n g ---------------- 103 27 76 CLERKS, ACCOUNTING, CLASS 8 ------M A N U F A C T U R I N G ------- -------- -— NONMANUFACTURING ---------------- 354 70 284 39.5 115.50 39.0 114.00 40.0 115.50 177 65 CLERKS, FILE, CLASS C -------------- 32 SECRETARIES, CLASS C ------------MANUFACTURING ------------------NONMANUFACTURING ---------------PUBLIC UTILITIES -------------SECRETARIES, CLASS D ------------MANUFACTURING ------------------- 123 78 39.5 130.00 39.5 127.00 40.0 139.50 75 65 97.50 40.0 111.50 40.0 107.50 112 31 KEYPUNCH OPERATORS, CLASS A ------- 58 40.0 126.50 STENOGRAPHERS, g e n e r a l ------------MONMANUFACTURING ---------------- 142 108 KEYPUNCH OPERATORS, CLASS B ------NONMANUFACTURING ---------------- 135 119 40.0 112.50 40.0 113.00 STENOGRAPHERS, SENIOR -------------- 26 CPTDFT AQTFQ MANUFACTURING -------------------NONMANUFACTURING ---------------PUBLIC UTILITIES -------------- 429 176 253 36 39.5 39.0 40.0 39.5 150.00 159.50 143.50 168.50 SWITCHBOARD OPERATORS, CLASS iiAkiu iku irArTnrbTkir NUNM ANUr AU 1 UK l N b Weekly earnings 1 (standard) 8 ---. . SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING -------------------MONMANUFACTURING ---------------- 67 162 41 121 39.5 39.0 40.0 39.5 149.50 165.50 139.50 165.00 39.5 142.00 39.5 148.50 40.0 103.00 40.0 102.50 39.5 117.00 39.0 123.00 40. G 115.00 60 $ 39.5 138.00 148 135 39.5 107.00 3 9 . 5 108.00 COMPUTER OPERATORS, CLASS A ------- 26 39.5 182.50 COMPUTER OPERATORS, CLASS B ------- 49 COMPUTER OPERATORS, CLASS C ------- 31 39.5 140.00 DRAFTERS, CLASS A ------------------ 40 40.0 DRAFTERS, CLASS B ------------------ 121 TVDTCTC A TYr Ib rb ♦ Cr*lL AACC bb A —• TYPISTS, CLASS 8 -------------------NUNMANUr A L 1UW INI, —— —— PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN 163.50 220.00 39.5 223.50 57 39.5 136.00 ELECTRONICS TECHNICIANS ------------ 1 10 39.5 240.50 ELECTRONICS TECHNICIANS, CLASS B- 87 39.5 236.50 DRAFTERS, CLASS C See footnotes at end of tables. Weekly hours 1 (standard) o • o CLERKS, ACCOUNTING, CLASS A ------y irrAatti aj/ ___—_______________ Ma Aui NU C 1Uid KT IN b; ——— — — —— — — NONMANUFACTURING ---------------- 40.0 Number of worker* OFFICE OCCUPATIONS WOMEN— CONTINUED OFFICE OCCUPATIONS WOMEN— CONTINUED BOOKKEEPING-MACHINE OPERATORS* CLERKS, ORDER ----------------------NONMANUFACTURING ---------------- Average (m ean 2 ) Average (m ean2 ) Average (m ean2 ) Sex, occupation, and industry division Earnings data in table A -3 relate only to w ork ers whose sex identification was provided by the establishm ent. Earnings data in tables A - 1 and A -2 , on the other hand, relate to all w orkers in an occupation. (See appendix A for publication c rite ria .) Hourly earnings ^ Occupation and industry division Number of workers $ 2 .2 0 M ean 2 M edian2 Middle range 2 Number of w orkers receiving stra ig h t-tim e hourly earnings of — 1 --- S 3 S S S S S S $ S $ $ S S ---- S $ $ 2.30 2.40 2.50 2.60 2.80 3. 00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4. 8 0 5.00 5.20 5.60 6 . 0 0 1 2.30 2.40 2.50 ALL WORKERS $ 4.15 4.15 $ 3.66 3.66 $ $ 2.46- 4.7 2 2.46- 4.72 6 .1 0 5.92 6.61 5.61 5.00- 6.87 4.66- 7.47 57 28 3.77 3.34 3.64 3.45 3.40- 3.92 3.05- 3.60 MACHINISTS* MAINTENANCE -----------MANUFACTURING -------------------- 44 36 5.37 5.31 5.33 5.35 4.67- 5.63 4.49- 5.61 MECHANICS* AUTOMOTIVE (MAINTENANCE) ---------------------MANUFACTURING — — — — — — — NONMANUFACTURING -------------- — PUBLIC UTILITIES ---------------------------- 206 ol 145 111 5.03 4.71 5.17 5.37 5.20 A ")C 4 • J!) 5.36 5.47 MECHANICS* MAINTENANCE — -------------- -----MANUFACTURING --------------------------------------- 166 128 5.05 4.65 4.67 4.64 BOILER TENDERS ---------------------MANUFACTURING -------------------- 28 28 ELECTRICIANS* MAINTENANCE ---------MANUFACTURING ---------- --- ----- 107 66 HELPERS* MAINTENANCE TRADES ------MANUFACTURING -------------------- S $ $ 6.40 6.80 7.20 and under - 2 .6 0 “ 8 8 ~ ~ - - - - - - ~ - - 1 1 2.80 3.00 3. 20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5. 0 0 5.20 5.60 - - 1 3 3 “ ** " ~ - 2 6 6 2 2 6 6 5 4 5 4 10 8 28 3 1 1 26 26 1 - - 4 3 “ - - - - 6 5 5 1 1 5 " 10 10 3 3 - 8 5 1 1 1 1 2 2 15 4 95 2 13 2 1 7 7 11 93 2 2 1 1 ~ 21 2 2 - * * - - 3 3 - 6 6 1 1 10 14 2 1 8 ~ “ - 8 7 — 5 5 4 4 7 3 4 4 11 11 13 13 - ** “ ~ - 4.35- 5.47 4.91 5.20- 5.47 5.20- 5.47 - - - - 3 - 3 3 10 5 - - - 3 3 " " ~ 3 * “ ~ - 4.47- 5.36 4.46- 4.71 - . - - - - - - * 4 1 — • 5 5 2 5 5 4 3 6.40 6.80 7.20 7.60 4 4 1 1 8 8 6 .0 0 4 4 31 24 7 6 3 3 4 4 - - 32 32 42 42 ~ - 1 2 “ — 88 2 12 12 3 3 3 24 23 - 15 2 * - See footnotes at end of tables. Table A-5. Hourly earnings of custodial and material movement workers in Norfolk— Virginia Beach—Portsmouth, Va.—N.C., May 1975 Number of w ork ers receiving stra ig h t-tim e hourly earnings of— Hourly earnings Occupation and industry division Number of workers 3 ---- S 2.0 0 Mean 2 M edian2 Middle range 2 3.41 3.38 3.47 $ 3.22 3.22 3.00 $ 3.002.923.00- 3.04- 3.63 $ GUAROS AND WATCHMEN -----------MANUFACTURING --------------NONMANUFACTURING ------------ 158 102 56 GUARDS 1 MANUFACTURING --------------- 64 3.67 3.22 JANITORS* PORTERS* AND CLEANERS MANUFACTURING --------------NONMANUFACTURING -----------PUBLIC UTILITIES ---------- 1*336 119 1*217 54 2.46 3.42 2.37 3.58 2.25 3.30 2.25 3.45 2.202.812.153.25- $ 3.31 3.31 4.35 2.50 3.52 2.4o 3.92 i n— "5----1 ---- 1---- --- 1 ----1 ----1 --- T ----1 $ $ S ~s— --T $ $ 2.30 2.40 2.50 2 . 6 0 2 . 8 0 3.00 3.20 3.40 3.60 3.80 4. 0 0 4.20 4.40 4. 6 0 4.80 5,00 5. 2 0 5.60 6 . 0 0 6.40 2 .1 0 2 .2 0 2 .2 0 2.3Q 2.40 2.50 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4. 2 0 4.40 4.60 4. 8 Q 5.00 5.20 5. 6 0 and unde r 2 .1 0 ALL WORKERS S - 5 5 2 2 15 15 “ ” - 5 5 ** 11 11 “ 36 9 27 45 40 5 4 3 10 1 1 - - 7 1 - 7 l - 8 . - _ - — — 2 - - - - - - 4 11 5 22 3 9 278 553 5 548 47 4 43 3 73 3 70 83 83 3 48 38 35 45 31 17 14 3 1 2 2 9 3 12 6 7 7 1 11 1 — 11 267 “ 1 1 1 11 22 22 47 27 13 ” 1 2 23 15 14 1 6.40 11 3 - 2 3 - 2 2 6 - - _ - 16 16 2 6 6 - - 9 47 47 - - 6 .0 0 6 .80 9 1 1 2 “ 9 1 - - — “ - Number of w orker s receiving stra igh t-tim e hourly earnings of— Hourly earnings3 O cc u p a tio n and in d u s tr y d i v is i o n Number of workers £ S 2 .1 0 2 .2 0 S 2.30 2 .1 0 2 .2 0 2.30 2 - 50 50 - 6 10 - 10 196 229 3 226 S 2.0 0 M ean 2 VIedian2 $ S $ S S $ $ S $ S 3.00 3.20 3 .A0 3.60 3.80 A . .A 0 2 .50 2.60 2 .A 0 2.50 2 .60 2 .8 0 3 • 0 0 3.20 3.A0 3 . 6 0 3.80 81 7A 7 107 2 •80 00 S S S $ $ S S A.20 A. A0 A . 6 0 A. 8 0 5.00 5.20 5.60 S $ 6 .0 0 6 and under Middle range 2 .A 0 - © . o A.20 A.A0 A.60 A . 80 5.00 5.20 5.60 6.00 6 .A 0 6.80 15 15 “ - ALL WORKERS— CONTINUED LABORERS* MATERIAL HANDLING ------MANUFACTURING -------------------NONMANUFACTURING ---------------- 1,338 562 776 $ 3.09 3.17 3.0A $ 2.77 3.29 2.A8 $ 2.A 3 2.592.39- ORDER FILLERS ----------------------NONMANUFACTURING ---------------- 256 18A 3.6A 3.61 3.50 3.50 3.A0- A.09 3.00- A.A2 _ - 8 “ “ 10 10 3 “ . - PACKERS, SHIPPING ------------------- AO 3.12 3.38 2.35- 3.38 - 5 2 A RECEIVING CLERKS -------------------NONMANUFACTURING ---------------- 105 79 A.03 3.6A 3.65 3.50 3.27- A.63 3.27- 3.75 _ _ _ - - - SHIPPING CLERKS --------------------NONMANUFACTURING ---------------- 95 89 3.66 3.65 3.88 3.88 3.00- A. 13 3.00- A.13 _ _ _ _ _ - - - - SHIPPING AND RECEIVING CLERKS ----- 63 3.31 3.10 2.65- A . - - - - T R U C K D R I V E R S ------- -------- ----- — MANUFACTURING -------------------NONMANUFACTURING ---------------PUBLIC UTILITIES -------------- 1,750 366 1 »38A 536 A.01 3.78 A. 06 5 .A 6 3.66 A.05 3.65 5.20 2.753.322.635.20- 5.20 A.lO 5.20 6.70 32 11 - 79 3 - 32 - 8 - 79 “ TRUCKDRIVERS, LIGHT (UNDER 1-1/2 TONS) ---------------------NONMANUFACTURING ---------------- 216 205 2 .A3 2.39 2.25 2.25 2.20- 2.63 2.20- 2.63 32 32 8 8 TRUCKDRIVERS, MEDIUM (1-1/2 TO AND INCLUDING A TONS) -------- — MANUFACTURING -------------------NONMANUFACTURING ---- — ---------- 707 95 612 3.A1 3.62 3.37 3.00 3.A3 3.00 2.50- 3.86 2.55- A.A3 2.A5- 3.8A - - - “ TRUCKDRIVERS, HEAVY (OVER A TONS, TRAILER TYPE) -------------------NONMANUFACTURING ---------------PUBLIC UTILITIES -------------- 59A A8 8 373 5.18 5.A8 5.56 5.20 5.20 6.70 A.02- 6.70 5.10- 6.70 5.20- 6.70 _ _ - - - - - - - - - TRUCKDRIVERS, HEAVY (OVER A TONS, OTHER THAN TRAILER TYPE) ------MANUFACTURING ------------------ 200 153 A.33 3.87 A.10 A.lo 3.60- A. 13 3.55- A.10 - TRUCKERS* POWER (FORKLIFT) --------MANUFACTURING --------------NONMANUFACTURING ---------------- 506 290 216 3.55 3.56 3.53 3.56 3.5A 3.61 2.92- 3.75 2.92- 3.66 2.85- 3.81 39 39 A. 19 A.19 3.86 3.86 3.12- A.98 3.12- A.98 367 171 196 3.55 3.89 3.26 3.67 3.89 2.83- 3.89 3.85- 3.89 2.50- 3.61 TRUCKERS, POWER (OTHER THAN FORKLIFT) --------------------MANUFACTURING -------------WAREHOUSEMEN ------------------MANUFACTURING -------------NONMANUFACTURING ---------------- 2 .8 8 $ 3.39 3.A5 3.19 00 _ - 3 3 8 25 - - - 137 - - 8 6 8 25 - - ” 137 - - - - - - - - - ~ - - ” - - - - ” - 5 5 1 3 3 A A 3 3 18 - - 2 2 - - ” - - A A 11 11 35 30 3 3 - 2 - 2 2 - _ . - 2 - 2 2 - - - 3 2 - 20 - 1 1 - - - - - - 92 A6 A6 5 115 25 90 81 5A 139 3 139 51 1 — 30 30 2 2 2 2 2 58 2A9 27 2 18 - - - - - - - - 58 - 58 1A AA 25 9 16 2 _ 2 _ 2 - 2 - “ - 17 1A 3 8A - - - - - 10 10 31 31 6 6 20 17 3 50 31 19 33 23 60 60 10 - 10A 33 71 5A 16 38 17 16 8 8 18 18 - “ - - - - 2 18 - 3 _ 3 - - 2 2 2 1 1 11 11 15 15 1A 1A 19 16 - 2 1 8 8 11 11 11 11 2 2 2 2 3 7 7 3 1A 2 1A 178 10A 102 - 11 178 “ 61 29 32 - 77 1A “ 77 “ 93 15 17 85 - 76 35 A1 - 76 76 11 11 8 11 11 22 22 3A 33 A A 10 8 3 3 3 170 50 29 A9 A5 82 39 - - 2 12 21 A9 A5 80 27 - 1 1 16 1 - - - 25 15 15 - - - 9 9 “ A6 16 16 - 206 - 3 _ _ 1A A0 25 15 230 95 16 - - 170 _ . . . - - - - - - - - - _ . 12 - 5 _ 6 A0 _ - - 20 21 20 21 - AA 31 13 _ - - - 11 11 23 21 20 A 23 21 20 A 222 8 70 70 - 56 51 5 68 68 - 2 _ _ - - 16 20 6 A 10 16 60 - - 6 3 7A 7A 6 6 57 23 3A 1 22 1 3 19 1 - 35 9 9 12 12 110 no 228 - 228 206 153 _ - 3 21 - _ - “ 132 - 3 ” 96 96 96 3 3 1A 1A 210 - - 188 - • “ 58 58 “ 103 103 _ _ _ _ 12 31 28 3 9 3 1 17 - “ 2 - 27 — - - 30 21 228 228 - ~ - _ - - - - ~ - - - _ 1 6A 6A - _ 2A _ 210 18 17 _ _ _ - - - - - - - 17 27 27 - 26 - - - - 2 _ _ - - - - - - 1 - 16 16 26 _ _ _ - - - - _ 15 15 7 7 2 7 - 6 2 1 1 10 10 2 7 _ _ - - - 7 Table A-6. Average hourly earnings of maintenance, powerplant custodial, and material movement workers, by sex, in Norfolk— Virginia Beach—Portsmouth, Va.—N.C., May 1975 Sex, occupation, and industry division maintenance and Number of workers Average (m ean 2 ) hourly earnings3 Sex, occupation, and industry division CO $ 4.15 1U f 66 5.92 HELPERS* MAINTENANCE TRADES ------MANUFACTURING —— — — — — — — — Dl 28 3.77 3.34 MACHINISTS* MAINTENANCE — — — — — 44 36 c -37 3 .J f 5.31 206 61 145 5.03 4.71 c 17 J .ll 5.37 electricians* maintenance MANUFACTURING — — — — — — — — — — — MECHANICS* AUTOMOTIVE (MAINTENANCE) ---------------------MANUFACTURING NONMANUFACTURING — — — — — — — PUBLIC UTILITIES -----------------------------------MECHANICS* MAINTENANCE MANUFACTURING --------------------------------- 111 166 IC O SHIPPING CLERKS NONMANUFACTURING — — GUARDS* M A N UFACTURING --------------------- -- ----------------------JANITORS* PORTERS* AND CLEANERS ------MANUFACTURING — — — — —— — — — ______ —_______ - ^ _____ MAMU AkllIF ATT I 1C T kl D l IQI TC IITTI rUBLlv U I 1 L TTTFQ 1 I it j LABORERS* MATERIAL HANDLING manufacturing ------------------- --------------------- -- ---------------- -------- NUNMANUr AC 1UK 1NO ORDER FILLERS ---------------------------------------------------------- Kfc.CC 1VIINC CLtKfVo NUNMANUr A C 1 UK Xi>JV3 -• • • • • • • “ " “ — — * 366 1 *376 536 4.01 3.78 4.07 5.46 TRUCKDRIVERS* LIGHT (UNDER 1-1/2 TONS) ---------------------MONH AMI I F APTI lOTMCI -» — llUlinAIINUr IUK IIVV3 208 1Q7 2.43 2 . 38 TRUCKDRIVERS* MEDIUM (1-1/2 TO AND INCLUDING 4 TONS) — — — MANUFACTURING ------------------------------------------------MHMMAMI IFAPTI id TNJ 707 95 J#**! 594 488 3 fJ 5 18 5.48 c ci: D. DO 200 Il C D TJ 4.33 *3 Q *7 J.o r 505 289 3.55 *3 J.DO *3 3 . D3 TRUCKDRIVERS* HEAVY (OVER 4 TONS* ----------------------------------------- PIIQI I 7C C IITTI rUWL Ul 1L TTTFQ 1 1ito TPUCKDRIVERS* HEAVY (OVER OTHER THAN TRAILER TYPE) M AMI IFAPTI KiMiNUr AC 1 UIP “ iT r*V) 56 3.47 64 3.67 7I Q 7 7f Ov3 7911 *r A, 47 1*331 555 79 7f O c 246 105 79 3.65 43 7 , ? nonmanufacturing 3 I 38 $ 1 . A7 JlOf 3*65 SHIPPING AND RECEIVING CLERKS ----- 5.05 4.65 I1DQA O 102 94 89 TBI IPKnR t v f p c ; — MANUFACTURING —————————————————— NONMANUFACTURING -______ -___ ——__ PIUoLlC mi Tp IITTI TTTFQ • UlILI 1 lto • • ••*•••*••* CUSTODIAL AND MATERIAL MOVEMENT OCCUPATIONS - MEN GUARDS AND WATCHMEN — — — — — — — MANUFACTURING -------------------------------------------------NUNMANUrAv1UKiNo A verage (m e a n * ) hourly earnings 3 CUSTODIAL AND MATERIAL MOVEMENT OCCUPATIONS - MEN— CONTINUED powerplant OCCUPATIONS - MEN BOILER TENDERS — — — — — — — — — MANUFACTURING — — — — — Number of workers 4 TONS* ------------------- m i cn c D n .. ic o r\ n i* t t p t \ IKUCrVCKD* KUWCK tc l r UKiVLii 1 / • • • • • • • * v. AMI I F AL A P TIlUP IP T MR — ___ “ nliUr 11*0 MHMM AMI iFArTIIPTMft nUINnM'NUr ML 1UK X PiU • • • • • • • • • • • • • • TRUCKERS, POWER (OTHER THAN FflBKI TFT! UA A Pi k iitrA T K ir . "_• • • • • • • • •_ • • • • • • • • r! U r ArCT 1tiD UKiiNU 2 46 3.64 utnruniirrkiCKi wMPC.nvujtMC.iv MANUFACTURING ------------------------------------------------3.09 NONMANUFACTURING --------------------- -- ---------------3.17 r i l Q T1AUU1 H T AAlL MINU Akin M FQ A Iu M GVF M FMT VUo r lA A TI C K Tl A “ UVCPiCiNI OCCUPATIONS - WOMEN 3.69 JANITORS, PORTERS, ANO CLEANERS ------uAkinrA^Ti m Tkir 4.03 PlIftkIlllllliri/'TlinTIK' 3.64 3.62 A . IQ H IV 39 4. 19 JO ( 196 3.55 3.89 3.26 539 36 503 2.28 2.79 2.24 111 NO TE : Earnings data in table A -6 relate only to w orkers whose sex identification was provided by the establishm ent. Earnings data in tables A -4 and A -5 , on the other hand, relate to all w orkers in an occupation. (See appendix A for publication crite ria .) See footnotes at end of tables. Table A-7. Percent increases in average hourly earnings for selected occupational groups, adjusted for employment shifts NOTE: Data fo r table A -7 are not available fo r the N orfolk— V irginia B each—P ortsm outh su rvey sin ce this is the fir s t year a survey of com parable scop e w as conducted in the a re a . R e fe re n ce to table A -7 in the standard text o f the bulletin does not apply to this a re a , A separate r e p o rt p ro v id e s inform ation on w age le v e ls and t r e n d s in the com bin ed N orfolk—V irgin ia Beach—Portsm outh and Newport News—Hampton Standard M etropolitan S tatistical A r e a s . Footnotes 1 Standard h ours r e fle c t the w ork w eek t o th ese w eekly h ou rs. 2 The m ean is com puted fo r ea ch jo b and h alf r e c e iv e le s s than the rate shown. 3 E xcludes p rem iu m pay fo r o v e rtim e fo r which em ployees r e c e iv e th eir regu lar s tra igh t-tim e s a la rie s (e xclu sive of pay fo r o v ertim e at regular a n d /or prem iu m ra tes ), and the earnings corresp on d by totaling the earnings o f all w o rk e rs and dividing by the num ber o f w o rk e rs . The m edian designates position— half of the em p loy ees surveyed receiv e m ore The m iddle range is defined by 2 rates o f pay; a fourth o f the w o rk e rs earn le s s than the lo w e r of these rates and a fourth earn m ore than the higher rate. and fo r w ork on w eekends, h olid ays, an d 'la te shifts. Appendix A Area wage and related benefits data are obtained by personal visits of Bureau field represent atives at 3-year in terva ls.1 In each of the intervening years, information on employment and occupational earnings is collected by a combination of personal visit; mail questionnaire, and telephone interview from establishments participating in the previous survey. In each of the 82 2 areas currently surveyed, data are obtained from representative estab lishments within six broad industry divisions: Manufacturing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient employment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria. These surveys are conducted on a sample basis. The sampling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of employees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large than small establishments is selected. When data are combined, each establishment is weighted according to its probability of selection, so that unbiased estimates are generated. For example, if one out of four establishments is selected, it is given a weight of four to represent itself plus three others. An alternate of the same original probability is chosen in the same industry-size classification if data are not available for the original sample member. If no suitable substitute is available, additional weight is assigned to a sample member that is similar to the missing unit. Occupations and Earnings Occupations selected for study are common to a variety of manufacturing and nonmanufacturing industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3) maintenance and powerplant; and (4) custodial and material movement. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within occupations, are not presented in the A -series tables, because either (1) employment in the occupation is too small to provide enough data to merit presentation, or (2) there is possibility of disclosure of individual establishment data. Separate m en's and women's earnings data are not presented when the number of workers not identified by sex is 20 percent or more of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in all industries combined data, where shown. Likewise, data are included in the overall classification when a sub classification of electronics technicians, secretaries, or truckdrivers is not shown or information to subclassify is not available. Occupational employment and earnings data are shown for full-time workers, i.e ., those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the nearest half dollar. These surveys measure the level of occupational earnings in an area at a particular time. Comparisons of individual occupational averages over time may not reflect expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions of workers employed by high- or low-wage firms may change, or high-wage workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts Ln employment could decrease an occupational average even though most establishments in an area increase wages during the year. Trends in earnings of occupational groups, shown in table A - 7, are better indicators of wage trends than individual jobs within the groups. Average earnings reflect composite, areawide estimates. Industries and establishments differ in pay level and job staffing, and thus contribute differently to the estimates for each job. Pay averages may fail to reflect accurately the wage differential among jobs in individual establishments. Average pay levels for men and women in selected occupations should not be assumed to reflect differences in pay of the sexes within individual establishments. Factors which may contribute to differences include progression within established rate ranges, since only the rates paid incumbents are collected, and performance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are more generalized than those used in individual establishments and allow for minor differences among establishments in specific duties performed. Occupational employment estimates represent the total in all establishments within the scope of the study and not the number actually surveyed. Because occupational structures among establish ments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the jobs studied. These differences in occupational structure do not affect materially the accuracy of the earnings data. Wage trends for selected occupational groups The Annual rates span between increased at percents of change in table A -7 relate to wage changes between the indicated dates. of increase, where shown, reflect the amount of increase for 12 months when the time surveys was other than 12 months. Annual rates are based on the assumption that wages a constant rate between surveys. Occupations used to compute wage trends are: Office clerical (men and women): Bookkeeping-machine operators, class B Clerks, accounting, classes A and B Clerks, file, classes A, B, and C Clerks, order Clerks, payroll Keypunch operators, classes A and B Messengers Secretaries Stenographers, general Stenographers, senior Switchboard operators, classes A and B Tabulating-machine operators, class B Typists, classes A and B Electronic data processing (men and women): Computer operators, classes A, B, and G Computer programmers, classes A, B, and C Electronic data processing (men and women)— Continued Computer systems analysts, classes A, B, and C Industrial nurses (men and women): Nurses, industrial (registered) Skilled maintenance (men): Carpenters Electricians Machinists Mechanics Mechanics (automotive) Painters Pipefitters Tool and die makers Unskilled plant (men): Janitors, porters, and cleaners Laborers, material handling Percent changes for individual areas in the program are computed as follows: 1. Each occupation is assigned a weight based on its proportionate employment in the selected group of occupations in the base year. 2. These weights are used to compute group averages. Each occupation's average (mean) earnings is multiplied by its weight. The products are totaled to obtain a group average. 3. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The results— expressed as a percent— less 100 is the percent change. Establishment practices and supplementary wage provisions 1 Personal visits were on a 2 -y e a r c y c le before July 1972. 2 Included in the 82 areas are 12 studies conducted by the Bureau under contract. These areas are Akron, Ohio; Austin, Tex. ; Binghamton, N. Y . —Pa. ; Birmingham, A la . ; Fort Lauderdale—H ollyw ood and West Palm Beach—Boca Raton, Fla. ; Lexington—Fayette, Ky. ; Melbourne—T itu s v ille C ocoa , F la .; Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, Va. —N. C. ; Poughkeepsie—Kingston—Newburgh, N. Y . ; R aleigh— Durham, N. C. ; Syracuse, N. Y . ; and Westchester County, N. Y . In addition, the Bureau conducts more lim ited area studies in approxim ately 70 areas at the request of the Employment Standards Administration o f the U. S. Department of Labor. Tabulations on selected establishment practices and supplementary wage provisions (B-series tables) are not presented in this bulletin. Information for these, tabulations is collected at 3-year intervals. 1 These tabulations on minimum entrance salaries for inexperienced office workers; shift differentials; scheduled weekly hours and days; paid holidays; paid vacations; and health, insurance, and pension plans are presented (in the B -series tables) in previous bulletins for this area. Establishments and workers within scope of survey and number studied in Norfolk—Virginia Beach—Portsmouth, Va.—N.C.,‘ May 1975 Industry division 2 Minimum employment in establishments in scope of study Workers in establishments Within scope of study4 Within scope of study3 Studied Studied Number Percent 396 116 66,130 100 38, 618 50 91 305 32 84 20,902 45,228 32 68 14, 686 23, 932 50 50 50 50 50 38 59 119 35 54 16 13 28 8 19 8,463 5, 360 21,104 5,256 5, 045 13 8 32 8 7 6,712 1,474 10,535 2, 533 2, 678 All divisions................... ........................... ............ Manufacturing____________ __________________ — Nonmanufacturing------------- -------- ------------------------Transportation, communication, and other public utilities 5 ______________________ Wholesale trade6 _________ _____ ______ ____ Retail trade6_______ ______________ ____ Finance, insurance, and real estate6 ______ S ervices6 7 ------------- ------- --------------------------- Number of establishments 1 The Norfolk—Virginia Beach—Portsmouth Standard Metropolitan Statistical Area, as defined by the Office of Management and Budget through February 1974, consists of Chesapeake, Norfolk, Portsmouth, Suffolk, and Virginia Beach Cities, Va.; and Currituck County, N.C. The "workers within scope of study" estimates shown in this table provide a reasonably accurate description of the size and composition of the labor force included in the survey. Estimates are not intended, however, for comparison with other employment indexes to measure employment trends or levels since (1) planning of wage surveys requires establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded from the scope of the survey. 2 The 1967 edition of the Standard Industrial Classification Manual was used in classifying establishments by industry division. 3 Includes all establishments with total employment at or above the minimum limitation. All outlets (within the area) of companies in industries such as trade, finance, auto repair service, and motion picture theaters are considered as 1 establishment. 4 Includes all workers in all establishments with total employment (within the area) at or above the minimum limitation. 5 Abbreviated to "public utilities" in the A -se rie s tables. Taxicabs and services incidental to water transportation were excluded. 6 This division is represented in estimates for "a ll industries" and "nonmanufacturing" in the A -series tables. Separate presentation of data is not made for one or more of the following reasons: (1) Employment is too small to provide enough data to merit separate study, (2) the sample was not designed initially to permit separate presentation, (3) response was insufficient or inadequate to permit separate presentation, and (4) there is possibility of disclosure of individual establishment data. 7 Hotels and motels; laundries and other personal services; business services; automobile repair, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services. Appendix B. Occupational Descriptions The primary 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, temporary, and probationary workers. OFFICE BILLER, MACHINE CLERKS, ACCOUNTING Prepares statements, b ills, and invoices on a machine other than an ordinary or electromatic typewriter. May also keep records as to billings or shipping charges or perform other clerical work incidental to billing operations. For wage study purposes, billers, machine, are classified by type of machine, as follows: Performs one or more accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal consistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing more complicated journal vouchers. May work in either a manual or automated accounting system. B iller, machine (billing machine). Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from customers' purchase orders, internally prepared orders, shipping memorandums, etc. Usually involves application of predetermined discounts and shipping charges and entry of necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies of the bill being prepared and is often done on a fanfold machine. B iller, machine (bookkeeping machine). Uses a bookkeeping machine (with or without a typewriter keyboard) to prepare customers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on customers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slips. The work requires a knowledge of clerical methods and office practices and procedures which relates to the clerical processing and recording of transactions and accounting information. With experience, the worker typically becomes familiar with the bookkeeping and accounting terms and procedures used incite assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting. Positions are classified into levels on the basis of the following definitions. Glass A. Under general supervision, performs accounting clerical operations which require the application of experience and judgment, for example, clerically processing complicated or nonrepetitive accounting transactions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions though previous accounting actions to determine source of discrepancies. May be assisted by one or more class B accounting clerks. BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (with or without a typewriter 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 familiarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. Glass B. Keeps a record of one or more phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, 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 trial balances and prepare control sheets for the accounting department. Listed stereotypes: below are revised occupational Glass B . Under close supervision, following detailed instructions and standardized procedures, performs one or more routine accounting clerical operations, such as posting to ledgers, cards, or worksheets where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes. CLERK, FILE Files, classifies, and retrieves material in an established filing system. May perform clerical and manual tasks required to maintain files. Positions are classified into levels on the basis of the following definitions. Glass A. Classifies and indexes file material such as correspondence, reports, technical documents, etc., in an established filing system containing a number of varied subject matter files. May also file this material. May keep records of various types in conjunction with the files. May lead a small group of lower level file clerks. titles introduced this year to eliminate Revised title Form er title Drafter Drafter-tracer Boiler tender Draftsman Draftsman-tracer Fireman, stationary boile r sex SECRETARY— Continued Class B . Sorts, codes, and files unclassified material by simple (subject matter) headings or partly classified material by finer subheadings. Prepares simple related index and cross-reference aids. As requested, locates clearly identified material in files and forwards material. May perform related clerical tasks required to maintain and service files. Class C . Perform s routine filing of material that has already been classified or which is easily classified in a simple serial classification system (e.g., alphabetical, chronological, or numerical). As requested, locates readily available material in files and forwards material; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files. CLERK, ORDER Receives customers' orders for material 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 of 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, PAYROLL Computes wages of company employees and enters the necessary data on the payroll sheets. Duties involve: Calculating workers' earnings based on time or production records; and posting calculated data on payroll sheet, showing information such as worker's name, wdrking days, time, 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. KEYPUNCH OPERATOR Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating cards or on tape. Positions are classified into levels on the basis of the following definitions. Class A . Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a variety of source documents. On occasion may also perform some routine keypunch work. May train inexperienced keypunch operators. 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 items or codes or missing information. MESSENGER Exclusions Not all positions that are titled "secreta ry " possess the above characteristics. positions which are excluded from the definition are as follows: Examples of a. Positions which do not meet the "person al" secretary concept described above; b. Stenographers not fully trained in secretariad type duties; c. Stenographers managerial persons; serving as office assistants to a group of professional, technical, d. Secretary positions in which the duties are either substantially more stantially more complex and responsible than those characterized in the definition; or routine or sub e. Assistant type positions which involve more difficult or more responsible technical, administrative, supervisory, or specialized clerical duties which are not typicad of secretarial work. NOTE: The term "corporate officer, " used in the level definitions following, refers to those officials who have a significant corporate-wide policymaking role with regard to major company activities. The title "vice president," though normally indicative of this role, does not in all cases identify such positions. Vice presidents whose primary responsibility is to act personally on individual cases or transactions (e.g., approve or deny individual loan or credit actions; administer individual trust accounts; directly supervise a clerical staff) are not considered to be "corporate o fficers" for purposes of applying the following level definitions. Class A 1. Secretary to the chairman of the board or president of a company that employs, in all, over 100 but fewer than 5, 000 persons; or 2. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 5, 000 but fewer than 25,0 0 0 persons; or 3. Secretary to the head, immediately below the corporate officer level, of a major segment or subsidiary of a company that employs, in all, over 25,000 persons. Glass B 1. Secretary to the chairman of the board or president of a company that employs, fewer than 100 persons; or in all, 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 fewer than 5, 000 persons; or 3. Secretary to the head, immediately below the officer level, over either a major corporate wide functional activity (e.g., marketing, research, operations, industrial relations, etc.) or a major geographic or organizational segment (e.g., a regional headquarters; a major division) of a company that employs, in all, over 5,000 but fewer than 2 5,000 em ployees; or Performs various routine duties such as running errands, operating minor office machines such as sealers or m ailers, opening and distributing m ail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. 4. Secretary to the head of an individual plant, factory, official) that employs, in all, over 5, 000 persons; or SECRETARY 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. Assigned as personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day work of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. Performs varied clerical and secretarial duties, usually including most of the following: a. Receives telephone cadis, personal callers, and incoming mail, answers routine inquires, and routes technical inquiries to the proper persons; b. Establishes, maintains, and revises the supervisor's files; c. Maintains the supervisor's cadendar and makes appointments as instructed; d. Relays messages from supervisor to subordinates; e. Reviews correspondence, memorandums, and reports prepared by others for the super visor's signature to assure procedural and typographic accuracy; f. Performs stenographic and typing work. May adso perform other clerical and secretariad tasks of comparable nature and difficulty. The work typically requires knowledge of office routine and understanding of the organization, programs, and procedures related to the work of the supervisor. etc. (or other equivalent level of Glass C 1. Secretary to an executive or managerial person whose responsibility is not equivalent to one of the specific level situations in the definition for class B , but whose organizational unit normailly numbers at least several dozen employees and is usually divided into organizational segments which are often, in turn, further subdivided. In some companies, this level includes a wide range of organizational echelons; in others, only one or two; ^r 2. Secretary to the head of an individual plant, factory, official) that employs, in all, fewer than 5, 000 persons. etc. (or other equivalent level of Class D 1. Secretary to the supervisor about 25 or 30 persons); or or head of a sm all organizational unit (e.g., fewer than 2. Secretary to a nonsupervisory staff specialist, professional employee, administrative officer, or assistant, skilled technician or expert. (NOTE: Many companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) STENOGRAPHER TABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator) Primary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if primary duty is transcribing from recordings, see Transcribing-Machine Operator, General). Operates one or a variety of machines such as the tabulator, calculator, collator, interpreter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors. Also excluded are operators of electronic digital computers, even though they may also operate EAM equipment. NOTE: This job is distinguished from that of a secretary in that a secretary normally works in a confidential relationship with only one manager or executive and performs more responsible and discretionary tasks as described in the secretary job definition. Class A. Performs 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 machines. Is typically involved in training new operators in machine operations or training lower level operators in wiring from diagrams and in the operating sequences of long and complex reports. Does not include positions in which wiring responsibility is limited to selection and insertion of prewired boards. Stenographer, General Dictation involves a normal routine vocabulary. or perform other relatively routine clerical tasks. May maintain files, keep simple records, 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 Perform s stenographic duties requiring significantly greater independence and responsibility than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; a thorough working knowledge of general business and office procedure; and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup files; assembling material for reports, memorandums, and letters; composing simple letters from general instructions; reading and routing incoming mail; 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 similar calls, either in addition to doing routine work as described for switchboard operator, class B, or as a full-time 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 for 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 limited telephone information service. ("Lim ited" telephone information service occurs if 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 if complex cadis are referred to another operator.) These classifications do not include switchboard operators in telephone companies who assist customers in placing cadis. Positions are classified into levels on the basis of the following definitions. Class B . Perform s work according to established procedures and under specific instructions. Assignments typically involve complete but routine and recurring reports or parts of larger and more complex reports. Operates more difficult tabulating or electrical accounting 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, for example, individual sorting or collating runs, or repetitive operations. May perform simple wiring from diagrams, and do some filing work. TRANSCRIBING;-MACHINE OPERATOR, GENERAL Primary duty is to transcribe dictation involving a normal routine vocabulary from transcribing-machine records. May also type from written copy and do simple clerical 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. TYPIST Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, mats, or similar materials for use in duplicating processes. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming mail. Class A . Performs one or more of the following: Typing material in final form when it involves combining material from several sources; or responsibility for correct spelling, syllabication, punctuation, etc., of technical or unusual words or foreign language material; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances. SWITCHBOARD OPERATOR-RECEPTIONIST In addition to performing duties of operator on a single-position or monitor-type switchboard, acts as receptionist and may also type or perform routine clerical work as part of regular duties. This typing or clerical work may take the major part of this worker's time while at switchboard. Class B . Performs one or me re 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 more complex tables already set up and spaced properly. PROFESSIONAL AND TECHNICAL COMPUTER OPERATOR COMPUTER OPERATOR— Continued Monitors and operates the control console of a digital computer to process data cccording to operating instructions, usuadly prepared by a programmer. Work includes most of the following: Studies instructions to determine equipment setup and operations; loads equipment with required items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and operates computer; makes adjustments to computer to correct operating problems and meet special conditions; reviews errors made during operation and determines cause or refers problem to supervisor or programmer; and maintains operating records. May test and assist in correcting program. Class B . Operates independently, or under only general direction, a computer running programs with most of the following characteristics: Most of the programs are established production runs, typically run on a regularly recurring basis; there is little or no testing of new programs required; alternate programs are provided in case original program needs major change or cannot be corrected within a reasonably time. In common error situations, diagnoses cause and takes corrective action. This usually involves applying previously programmed corrective steps, or using standard correction techniques. OR For wage study purposes, computer operators are classified as follows: Class A . Operates independently, or under only general direction, a computer running programs with most of the following characteristics: New programs are frequently tested and introduced; scheduling requirements are of critical importance to minimize downtime; the programs are of complex design so that identification of error source often requires a working knowledge of the total program, and alternate programs may not be available. May give direction and guidance 'o lower level operators. Operates under direct supervision a computer running programs or segments of programs with the characteristics described for class A. May assist a higher level operator by independently performing less difficult tasks assigned, and performing difficult tasks following detailed instructions and with frequent review of operations performed. Glass G. Works on routine programs under close supervision. Is expected to develop working knowledge of the computer equipment used and ability to detect problems involved in running routine programs. Usually has received some formal training in computer operation. May a s s i s t higher level operator on complex programs. Converts statem ents of busin ess p ro b lem s, typically p repared by a sy ste m s analyst, into a sequence of detailed instructions which are required to solve the p roblem s by autom atic data p r oce ssin g equipment. Working from charts or d ia g ra m s, the p ro g ra m m e r develops the p r e c ise in stru ctions which, when entered into the com puter sy stem in coded language, cause the manipulation of data to achieve d esired resu lts. W ork involves m ost of the follow in g: Applies knowledge of com puter cap ab ilitie s, m ath em atics, logic em ployed by c om p u ters, and particular subject m atter involved to analyze charts and diagram s of the p roblem to be p rogram m ed; develops sequence of p rogram step s; w rites detailed flow charts to show ord er in which data w ill be p r o ce ssed ; converts these charts to coded instructions for machine to follow ; te sts and c o r r e c ts p ro g ra m s; p rep ares in stru ctions for operating p erson nel during production run; an alyzes, rev ie w s, and alters p rogram s to in crea se operating efficien cy or adapt to new req u irem en ts; m aintains record s of program development and r ev isio n s. (NO TE : W o rk ers perform ing both sy ste m s analysis and program m in g should be c la ssifie d as sy stem s analysts if this is the sk ill used to determ ine their p ay.) Does not include em ployees p rim a rily resp on sible for the managem ent or su pervision of other electron ic data p ro ce ssin g e m p lo y e e s, or p ro g r a m m e r s p rim a rily concerned with scien tific an d /o r engineering p ro b lem s. For wage study p u rp oses, program m ers are c la ssifie d as follow s: G lass A . W ork s independently or under only general direction on com p lex problem s which require com petence in all phases of program m in g concepts and p r a c tic e s. Working from d iagram s and charts which identify the nature of d esired r e su lts, m ajor p ro ce ssin g steps to be accom plished, and the relationships between various steps of the p roblem solving routine; plans the full range of program m ing actions needed to efficien tly utilize the com puter sy stem in achieving d esired end products. At this le v e l, program m in g is difficult b ecause com puter equipment m ust be organized to produce sev eral in te rre lated but d iverse products from num erous and d iverse data elem e n ts. A wide variety and extensive num ber of internal p roce ssin g actions m ust occu r. T h is requ ires such actions as development of com m on operations which can be reu sed , establish m en t of linkage points between operations, adjustm ents to data when p rogram req u irem ents exceed com puter storage capacity, and substantial manipulation and resequencing of data elem ents to fo rm a highly integrated p rogram . May provide functional direction to low er le v el program m ers who are sy stem s analysts are c la s s ifie d as follow s: G lass A . W orks independently or under only ge n eral direction on com plex p r o b le m s involving all phases of system an alysis. P rob lem s are com p lex becau se of d iverse so u rc e s of input data and m u ltip le -u se requirem ents of output data. (For ex a m p le, develops an integrated production scheduling, inventory control, cost an alysis, and sales an alysis record in which ev ery item of each type is autom atically p roce ssed through the full system of rec o rd s and appropriate followup actions are initiated by the com p uter.) Confers with persons concerned to d eterm in e the data p r o c e ssin g p ro b lem s and advises su b jec t-m a tter personnel on the im p lication s of new or r ev ise d sy ste m s of data p ro ce ssin g op erations. Makes recom m en dations, if needed, for approval of m a jo r sy ste m s in stallation s or changes and for obtaining equipment. M ay provide functional direction to low er le v e l s y ste m s an alysts who are a ssign ed to a s s is t. C la ss B . W orks independently or under only g en eral direction on p rob lem s that are relatively uncom plicated to analyze, plan, p rogram , and op erate. P ro b lem s are of lim ited com p lexity because sou rce s of input data are homogeneous and the output data are c lo se ly related. (F or ex a m p le, develops sy ste m s for maintaining depositor accounts in a bank, maintaining accounts receiva ble in a retail estab lish m en t, or maintaining inventory accounts in a m anufacturing or w ho lesale e sta b lish m e n t.) C onfers with persons concerned to determ ine the data p r o ce ssin g p r o b le m s and a d vises su b je c tm atter personnel on the im plications of the data p r o ce ssin g sy ste m s to be applied. OR W ork s.on a segment of a com plex data p r o ce ssin g schem e or s y s te m , as d esc rib e d for c la s s A. W orks independently on routine assign m en ts and r e c e iv e s instruction and guidance on com p lex assign m en ts. Work is review ed for accuracy of ju dgm en t, com p liance with in str u ctio n s, and to insure p roper alignment with the overa ll system . C la ss C . W orks under im m ediate su p e rvision , c arryin g out an alyses as a ssig n e d , usually of a single activity. A ssignm en ts are designed to develop and expand p r a ctic a l ex p erien ce in the application of procedures and sk ills required for sy ste m s an alysis w ork. F o r ex a m p le, m ay a ssist a higher le v e l system s analyst by preparing the detailed sp ecification s req u ired by p r o g r a m m e r s from inform ation developed by the higher level analyst. assign ed to a s s is t. G lass B . W ork s independently or under only general direction on relatively sim p le p r o g r a m s, or on sim ple segm ents of com p lex p r o g ra m s. P r o g r a m s (or seg m en ts) usually p r o c e ss inform ation to produce data in two or three varied sequences or fo r m a ts. R eports and listin g s are produced by refining, adapting, arrayin g, or making m inor additions to or deletions fro m input data which are readily available. W hile num erous record s m ay be p r o c e sse d , the data have been refined in p rior actions so that the accu racy and sequencing of data can be tested by using a few routine check s. T y p ically, the p rogram deals with routine record -k eep in g type operations. OR W orks on com plex p rogram s (as d escribed for c la ss A ) under c lo se direction of a higher le v el p rogram m e r or su p e rv iso r. May a ssist higher le v e l p ro g ra m m e r by independently p erform in g le ss difficult tasks assign ed , and p erform in g m ore difficult tasks under fa irly c lo se direction. May guide or instruct low er le vel p r o g r a m m e r s. C lass C . M akes p ractical applications of p rogram m in g p ra ctic es and concepts usually learned in form al training c o u r se s. A ssign m en ts are designed to develop com petence in the application of standard p rocedures to routine p ro b lem s. R eceives c lo se supervision on new aspects of a ssign m en ts; and work is review ed to v e rify its accu racy and conform ance with required p roce d u res. C O M P U T E R SYSTE M S A N A L Y S T , BUSINESS Analyzes b u sin ess p roblem s to form ulate p rocedu res for solving them by use of electron ic data p rocessing equipm ent. Develops a com plete description of all sp ecification s needed to enable p r ogram m e rs to p repare required digital com puter p r o g r a m s. W ork in volves m ost of the follow in g: A nalyzes su b jec t-m a tter operations to be automated and id en tifies conditions and c r ite r ia required to achieve satisfactory r e su lts; sp ec ifies number and types of r e c o r d s, f ile s , and documents to be used; outlines actions to be p erform e d by person nel and com puters in sufficient detail for presentation to managem ent and for program m in g (typically this in volves preparation of work and data flow ch arts); coordinates the development of test p roblem s and p articip ates in tr ia l runs of new and revise d sy ste m s; and recom m ends equipment changes to obtain m ore effective o v e ra ll op erations. (N O TE : W o rk ers p erform in g both sy ste m s analysis and program m in g should be c la ssifie d as sy ste m s analysts if this is the sk ill used to determ ine their p ay.) Does not include em ployees p r im a r ily resp on sible for the managem ent cr su pervision of other electron ic data p ro ce ssin g e m p lo y ee s, or sy ste m s analysts p r im a r ily concerned with scien tific or engineering p ro b lem s. F o r wage study p u rp oses, DRAFTER C la ss A. Plans the graphic presentation of com p lex item s having d istin ctive design featu res that d iffer significantly from established drafting p rec ed en ts. W ork s in c lo se support with the design origin ator, and may recom m end m inor design changes. A n alyzes the effect of each change on the details of form , function, and positional relation sh ip s of com ponents and p a r ts. W ork s with a m in im u m of su pervisory assista n c e. C om pleted work is review ed by design origin ator for c o n sisten cy with p rior engineering determ inations. May either p rep are d raw ings, or direct their preparation by low er l e v e l d rafters. C la ss B . P e rfo rm s nonroutine and com p lex drafting assign m en ts that require the application of m ost of the standardized drawing techniques regu larly used. Duties ty p ic ally involve such work as: P rep a res working drawings of su b asse m b lie s with ir r e g u la r sh a p e s, m u ltiple functions, and p r e c ise position al relationships between com ponents; p rep a res arch itectu ral draw ings for construction of a building including detail drawings of foundations, w all s e c t io n s , flo o r p lan s, and roof. U se s accepted form u las and manuals in making n e c e ssa r y com putations to determ in e quantities of m a te r ia ls to be used, load capacities, strength s, s t r e s s e s , etc. R e c eiv es in itial in stru ctio n s, r e q u ir e m e n ts, and advice fr o m su pervisor. C om pleted work is checked for tech n ical adequacy. C la ss C . P rep ares detail drawings of sin gle units or p arts for en gin eerin g, constru ction , m anufacturing, or repair p u rp oses. T yp es of draw ings p rep ared include is o m e tr ic p rojection s (depicting three dim ensions in accurate sc a le ) and se ction al view s to c la r ify positioning of com ponents and convey needed inform ation. C onsolidates details fro m a num ber of sou rc e s and adjusts or tra n sp o ses scale as required. Suggested m ethods of approach, applicable p r e c e d e n ts, and advice on sou rce m aterials are given with initial assig n m en ts. In stru ction s are le s s com p lete when a ssign m en ts recu r. W ork may be sp ot-ch eck ed during p r o g r e s s . D R A F T E R -T R A C E R C opies plans and drawings p repared by others by placing tra cin g cloth or paper over draw ings and tra cin g with pen or pen cil. (Does not include tra cin g lim ite d to plans p r im a r ily con sistin g of straight lin es and a large scale not requiring c lo se d elin eation .) A N D /O R P rep ares sim ple or repetitive draw ings of ea sily v isu a liz e d ite m s . during p r o g r e ss. W ork is c lo s e ly su p e rvised Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. Class B . Applies comprehensive technical knowledge to solve complex problems (i.e., those that typically can be solved solely by properly interpreting manufacturers' manuals or similar documents) in working on electronic equipment. Work involves: A familiarity with the interrelation ships of circuits; and judgment in determining work sequence and in selecting tools and testing instruments, usually less complex than those used by the class A technician. The equipment— consisting of either many different kinds of circuits or multiple repetition of the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and medical measuring and controlling equipment. Receives technical guidance, as required, from supervisor or higher level technician, and work is reviewed for specific compliance with accepted practices and work assignments. May provide technical guidance to lower level technicians. This classification excludes repairmen of such standard electronic equipment as common office machines and household radio and television sets; production assemblers and testers; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. Class G. Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed instructions which cover virtually all procedures. Work typically involves such tasks as: Assisting higher level technicians by performing such activities as replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment; and using tools and common test instruments (e.g., multimeters, audio signal generators, tube testers, oscilloscopes). Is not required to be familiar with the interrelationships of circuits. This knowledge, however, may be acquired through assignments designed to increase competence (including classroom training) so that worker can advance to higher level technician. Positions are classified into levels on the basis of the following definitions. Glass A. Applies advanced technical knowledge to solve unusually complex problems (i.e., those that typically cannot be solved solely by reference to manufacturers' manuals or similar documents) in working on electronic equipment. Examples of such problems include location and density of circuitry, electro-m agnetic radiation, isolating malfunctions, and frequent engineering changes. Work involves: A detailed understanding of the interrelationships of circuits; exercising independent judgment in performing such tasks as making circuit analyses, calculating wave form s, tracing relationships in signal flow; and regularly using complex test instruments' (e.g., dual trace oscilloscopes, Q -m eters, deviation m eters, pulse generators). Work may be reviewed by supervisor (frequently an engineer or designer) for general compliance with accepted practices. May provide technical guidance to lower level technicians. Receives technical guidance, as required, from supervisor or higher level technician. Work is typically spot checked, but is given detailed review when new or advanced assignments are involved. NURSE, INDUSTRIAL (Registered) A registered nurse who gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the premises of a factory or other establishment. Duties involve a combination of the following: Giving first aid to the ill or injured; attending to subsequent dressing of employees' injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and employees; and planning and carrying out programs involving health education, accident prevention, evaluation of plant environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. MAINTENANCE AND POWERPLANT BOILER TENDER ENGINEER, STATIONARY— Continued Fires stationary boilers to furnish the establishment in which employed with heat, power, or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil burner; and checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment. steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishments employing more than one engineer are excluded. CARPENTER, MAINTENANCE HELPER, MAINTENANCE TRADES Perform s the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves most of the following: Planning and laying out of work from blueprints, drawings, models, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to dimensions of work; and selecting materials necessary for the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Assists one or more workers in the skilled maintenance trades, by performing specific or general duties of lesser skill, such as keeping a worker supplied with materials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding materials or tools; and performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding materials and tools, and cleaning working areas; and in others he is permitted to perform specialized machine operations, or parts of a trade that are also performed by workers on a full-tim e basis. ELECTRICIAN, MAINTENANCE MACHINE-TOOL OPERATOR, TOOLROOM Perform s a variety of electrical trade functions such as the installation, maintenance, or repair of equipment for the generation, distribution, or utilization of electric energy in an establishment. Work involves most of the following: Installing or repairing any of a variety of electrical equipment such as generators, transform ers, switchboards, controllers, circuit breakers, m otors, heating units, conduit system s, or other transm ission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electricisin's handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Specializes in the operation of one or more types of machine tools, such as jig borers, cylindrical or surface grinders, engine lathes, or milling machines, in the construction of machineshop tools, gauges, 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. ENGINEER, STATIONARY MACHINIST, MAINTENANCE Operates and maintains smd may also supervise the operation of stationary engines and equipment (mechanical or electrical) to supply the establishment in which employed with power, heat, refrigeration, or air-conditioning. Work involves: Operating and maintaining equipment such as steam engines, air com pressors, generators, motors, turbines, ventilating and refrigerating equipment, 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 to le r a n c e s; m aking standard shop computations relating to d im ensions of w ork, tooling, fe e d s, and speeds of m achining; knowledge of the working p rop erties of the com m on m e ta ls; selecting standard m a te r ia ls, p a r ts, and equipment required for this w ork; and fitting and assem b lin g parts into m ech anical equipm ent. In g e n era l, the m a c h in ist's work n orm ally req u ires a rounded training in m ach in e-sh op p ractice usually acquired through a fo r m a l apprenticeship or equivalent training and experience. Paints and red ecorates w a lls, w oodw ork, and fix tu res of an estab lish m en t. W ork in volves the follow in g: Knowledge of surface p e cu lia rities and types of paint required for d ifferen t application s; preparing surface for painting by rem oving old finish or by placing putty or f ille r in n ail h oles and in te r stic e s; and applying paint with spray gun or b rush . M ay m ix c o lo r s , o ils , white le a d , and other paint ingredients to obtain proper color or con sisten cy . In g e n e r a l, the w ork of the m aintenance painter requires rounded training and ex perience u sually acqu ired through a fo r m a l ap prenticeship or equivalent training and experience. M E C H A N IC , A U T O M O T IV E (M aintenance) P IP E F IT T E R , M A IN TE N A N C E Repairs au tom obiles, b u se s, m otortru c k s, and tra c to r s of an estab lish m en t. W ork involves m ost of the follow in g: Exam ining autom otive equipment to diagnose sou rce of tro u b le; d isassem b lin g equipment and p e r f o r m i n g r e p a i r s that in v o l v e the use o f such handtools as w r e n c h e s , gauges, d r ills , or sp ecialized equipment in d isa ssem b lin g or fitting p arts; replacing broken or defective parts from stock; grinding and adjusting v a lv e s; reassem b lin g and installing the variou s a sse m b lie s in the vehicle and making n e c e ssa r y adjustm ents; and aligning w h e els, adjusting b rakes and ligh ts, or tightening body b olts. In general, the work of the autom otive m echanic req u ires rounded training and experience usually acquired through a fo r m a l apprenticeship or equivalent training and ex p erien ce. This cla ssifica tio n does not include m ech anics who repair c u sto m e r s' v e h ic les in autom obile repair shops. M E C H A N IC , M A IN T E N A N C E Repairs m achinery or m ech anical equipment of an estab lish m en t. W ork involves m ost of the follow in g: Exam ining m achines and m e ch anical equipment to diagnose sou rce of troub le; dism antling or partly dism antling m achines and p erform in g rep airs that m ainly involve the use of handtools in scraping and fitting p a rts; replacing broken or defective parts with item s obtained fro m stock; ordering the production of a replacem en t part by a m achine shop or sending of the m achine to a m achine shop for m ajor rep a irs; preparing written sp ecification s for m a jo r rep airs or for the production of parts ordered from m achine shops; rea sse m b lin g m ach in es; and making all n e c e s s a r y adjustm ents for operation. In g e n era l, the work of a maintenance m echanic req u ires rounded training and experience usually acquired through a fo rm a l apprenticeship or equivalent training and ex p erien ce. E xcluded fro m this c lassifica tion are w ork ers w hose p rim a ry duties involve setting up or adjusting m ach in es. M ILLW R IGH T Installs new m achines or heavy equipm ent, and d ism an tles and in sta lls m achines or heavy equipment when changes in the plant layout are required. W ork in volves m ost of the follow in g: Planning and laying out of the w ork; interpreting blueprints or other sp ec ifica tio n s; using a varie ty of handtools and rigging; making standard shop computations relating to s t r e s s e s , strength of m a te r ia ls , and cen ters of gravity; aligning and balancing of equipm ent; selectin g .standard t o o ls , equipm ent, and parts to be used; and installing and m aintaining in good order power tra n sm issio n equipment such as d rives and speed red u ce rs. In gen eral, the m illw r ig h t's work n orm ally req u ires a rounded training and experience in the trade acquired through a fo r m a l apprenticeship or equivalent training and ex perien ce. Installs or repairs w ater, steam , g a s , or other types of pipe and p ipefittings in an e sta b lish m ent. W ork involves m ost of the follow in g: Laying out of work and m easu rin g to locate position of pipe fro m drawings or other written sp ec ifica tio n s; cutting variou s s iz e s of pipe to c o r r e c t lengths with c h ise l and h am m er or oxyacetylene to rch or p ipe-cuttin g m a c h in e s; threading pipe with stocks and d ies; bending pipe by hand-driven or p o w er -d r iv en m a c h in es; a sse m b lin g pipe with couplings and fastening pipe to h angers; making standard shop com putations relating to p r e s s u r e s , flow , and size of pipe required; and making standard te sts to d eterm in e w hether finish ed pipes m eet sp ec ifica tio n s. In ge n eral, the work of the maintenance pipefitter req u ires rounded training and ex p e rien ce usually acquired through a form al apprenticeship or equivalent training and ex p e rien ce . W o r k e r s p r im a r ily engaged in installing and repairing building sanitation or heating s y ste m s are ex clu d ed . S H E E T -M E T A L W O R K E R , M A IN TE N A N C E F a b ric a te s, in sta lls, and m aintains in good rep air the s h e e t-m e ta l equipm ent and fixtu res (such as m achine guards, g rease pans, sh elv e s, lo c k e r s , tanks, v e n tila to rs, chu tes, ducts, m e ta l roofing) of an establish m en t. W ork involves m ost of the follow in g: Planning and laying out all types of sh eetm e ta l maintenance work fro m b lu ep rin ts, m o d e ls , or other sp e c ifica tio n s; setting up and operating all available types of sh e e t-m e ta l working m a c h in es; using a varie ty of handtools in cutting, bending, form in g, shaping, fitting, and assem b ling; and in stalling s h e e t-m e ta l a r tic le s as req u ired . In ge n era l, the work of the maintenance sh eet-m eta l w ork er r eq u ires rounded training and ex p e rien ce usually acquired through a form al apprenticeship or equivalent training and ex p e rien c e . TO O L AND DIE M A K E R Constructs and repairs m a c h i n e - s h o p to o ls , g a u g e s , j i g s , f i x t u r e s o r d i e s f o r f o r g ings , punching, and other m eta l-fo rm in g work. Work in volves m ost of the fo llo w in g : Planning and laying out of work fr o m m o d e ls , blueprints, draw ings, or other o ra l and w ritten s p e c ific a tio n s; using a va r ie ty of tool and die m a k e r 's handtools and precision m easurin g in stru m en ts; understanding of the w orking p ro p e rtie s of com m on m etals and allo ys; setting up and operating of m achine to o ls and related equipm ent; making n e c e ssa r y shop computations relating to d im en sion s of w ork, sp e e d s, fe e d s , and tooling of m ach in es; h eat-treatin g of m etal parts during fabrication as w ell as of fin ish e d tools and dies to achieve requ ired q u alities; working to close to lera n ce s; fitting and a sse m b lin g of p arts to p r e sc r ib e d to le r a n ce s and allow ances; and selecting appropriate m a te r ia ls , t o o ls , and p r o c e s s e s . In g e n e r a l, the tool and die m a k e r 's work requires a rounded training in m a c h in e-sh o p and to o lr o o m p ra ctic e usually acquired through a form al apprenticeship or equivalent training and ex p e rien c e . F o r c ro ss-in d u str y wage study p u r p o se s, are excluded from this cla ssifica tio n . tool and die m ak ers in tool and die jobbing shops CUSTODIAL AND MATERIAL MOVEMENT GUARD AND W A T C H M E N L A B O R E R , M A T E R IA L HANDLING Guard. P e r fo r m s routine police d uties, either at fixed post or on tou r, m aintaining ord er, using arm s or forc e w here n e c e s s a r y . Includes gatem en who are stationed at gate and check on identity of em ployees and other p erson s en tering. A w orker em ployed in a w areh ouse, m anufacturing plant, s to r e , or other estab lish m en t whose duties involve one or m ore of the follow in g: Loading and unloading variou s m a te r ia ls and m erch an d ise on or fr o m freight c a r s , tru c k s, or other tra n sp ortin g d e v ic e s; unpacking, sh elvin g, or placing m a te r ia ls or m erchandise in proper storage location; and tra n sp ortin g m a te r ia ls or m e rch a n d ise by handtruck, c a r, or w heelbarrow . L on gshorem en, who load and unload ships are exclud ed. W atchm an. and ille g a l entry. OR DER F IL L E R M akes rounds of p r e m ise s p eriod ica lly in protecting p roperty against fir e , theft, JAN IT O R , P O R T E R , OR C L E A N E R C leans and keeps in an ord erly condition factory working areas and w a sh ro o m s, or p r e m ise s of an office, apartment house, or c o m m e r c ia l or other estab lish m en t. Duties involve a combination of the follow ing: Sweeping, mopping or scrubbing, and polishing f lo o r s ; rem oving chip s, tra sh , and other refu se; dusting equipm ent, furn itu re, or fix tu res; polishing m e ta l fixtu res or t rim m in g s; providing supplies and m inor m aintenance s e r v ic e s ; and cleaning la v a to r ie s, sh ow ers, and r e s tr o o m s . W o rk ers who sp ecialize in window washing are excluded. F ills shipping or tra n sfer ord ers for finish ed goods fr o m stored m e rch an d ise in accord an ce with sp ecification s on sales slip s, c u s t o m e r s ' o r d e r s , o r o t h e r in s t r u c t i o n s . M a y , in addition to fillin g ord ers and indicating item s fille d or om itted , keep r ec o rd s of outgoing o r d e r s , requisition additional stock or report short supplies to su p e r v iso r , and p e r fo r m other related duties. PACKER,, SHIPPING P rep ares finished products for shipm ent or storage by placing them in shipping co n ta in e rs, the sp ecific operations p erform ed being dependent upon the typ e , s iz e , and num ber of units to be packed, the type of container em ployed, and m ethod of shipm ent. W ork req u ires the placing of item s in shipping containers and m ay involve one or m o r e of the follow in g: Know ledge of v ariou s item s of stock in order to verify content; selection of appropriate type and size of container; inserting enclosures in container; using excelsior or other material to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded. follows: For wage study purposes, workers are classified as follows: Receiving clerk Shipping clerk Shipping and receiving clerk TRUCKDRIVER Drives a truck within a city or industrial area to transport materials, 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 customers' houses or places of business. May also load or unload truck with or without helpers, make minor mechanical repairs, and keep truck in good working order. Driver-salesm en and over-the-road drivers are excluded. as Truckdriver (combination of sizes listed separately) Truckdriver, light (under IV2 tons) Truckdriver, medium ( 1 V2 to and including 4 tons) Truckdriver, heavy (over 4 tons, trailer type) Truckdriver, heavy (over 4 tons, other than trailer type) SHIPPING AND RECEIVING CLERK Prepares merchandise for shipment, or receives and is responsible for incoming shipments of merchandise or other m aterials. Shipping work involves: A knowledge of shipping procedures, 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: Verifying or directing others in verifying the correctness of shipments against bills of lading, invoices, or other records; checking for shortages and rejecting damaged goods; routing merchandise or materials to proper departments; and maintaining necessary records and files. For wage study purposes, truckdrivers are classified by size and type of equipment, (Tractor-trailer should be rated on the basis of trailer capacity.) TRUCKER, POWER goods Operates a manually controlled gasoline- or electric-powered truck or tractor to transport and materials 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 (forklift) Trucker, power (other than forklift) WAREHOUSEMAN As directed, performs a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following: Verifying materials (or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing materials to prescribed storage locations; storing, stacking, or palletizing materials in accordance with prescribed storage methods; rearranging and taking inventory of stored materials; examining stored m aterials and reporting deterioration and damage; removing material from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Exclude workers whose primary duties involve shipping and receiving work (see shipping and receiving clerk and packer, shipping), order filling (see order filler), or operating power trucks (see trucker, power). Available On Request— The following areas are surveyed periodically for use in administering the Service Contract Act of 1965. the BLS regional offices shown on the back cover. Alamogordo—Las Cruces, N. Mex. Alaska Albany, Ga. Albuquerque, N. Mex. Alexandria, La. Alpena, Standish and Tawas City, Mich. Ann Arbor, Mich. Atlantic City, N.J. Augusta, Ga.—S.C. Bakersfield, Calif. Baton Rouge, La. Battle Creek, Mich. Beaumont—Port Arthui^Orange, Tex. Biloxi—Gulfport and Pascagoula, M iss, Boise City, Idaho Bremerton, Wash. Bridgeport, Norwalk and Stamford, Conn. Brunswick, Ga. Burlington, Vt.—N.Y. Cape Cod, M ass, Cedar Rapids, Iowa Champaign—Urbana, 111. Charleston, S.C. Charlotte—Gastonia, N.C. Cheyenne, Wyo. Clarksville—Hopkinsville, Tenn.—Ky. Colorado Springs, Colo. Columbia, S.C. Columbus, Ga.—Ala. Columbus, M iss. Crane, Ind, Decatur, 111. Des Moines, Iowa Dothan, Ala. Duluth—Superior, Minn.—W is. El Paso, Tex. Eugene—Springfield, Oreg. Fayetteville, N.C. Fitchburg—Leominster, M ass. Fort Smith, Ark.—Ok la. Frederick—Hagerstown, Md.—Chambersburg, Pa.—Martinsburg, W. Va. Gadsden—Anniston, Ala. Goldsboro, N.C. Grand Island—Hastings, Nebr. Great Falls, Mont. Guam Harrisburg—Lebanon, Pa. Huntington—Ashland, W. Va.—Ky.—Ohio Knoxville, Tenn. Laredo, Tex. Las Vegas, Nev. Lima, Ohio Copies of public releases are or will be available at no cost while supplies last from any of Little Rock—North Little Rock, Ark. Log an sport—Peru, Ind. Lorain—Elyria, Ohio Lower Eastern Shore, Md.—Va.—Del. Lynchburg, Va. Macon, Ga. Madison, Wis. Mansfield, Ohio Marquette, Escanaba, Sault Ste. M arie, Mich. Me Allen—Pharr—Edinburg and Brownsville— Harlingen—San Benito, Tex. Medford—Klamath Falls—Grants P ass, Oreg. Meridian, Miss. Middlesex, Monmouth, and Ocean C os., N.J. Mobile, Ala. and Pensacola, Fla. Montgomery, Ala. Nashville—Davidson, Tenn. New Bern—Jacksonville, N.C. North Dakota Norwich—Groton—New London, Conn. Orlando, Fla. Oxnard—Simi Valley—Ventura, Calif. Panama City, Fla. Peoria, 111. Phoenix, Ariz. Pine Bluff, Ark. Portsmouth, N.H.—Maine—Mas s. Pueblo, Colo. Puerto Rico Reno, Nev. Richland—Kennewick—Walla Walla— Pendleton, Wash.—Oreg. Riverside—San Bernardino—Ontario, Calif. Salina, Kans. Sandusky, Ohio Santa Barbara—Santa Maria—Lompoc, Calif. Savannah, Ga. Selma, Ala. Sherman—Denison, Tex. Shreveport, La. Sioux Falls, S. Dak. Spokane, Wash. Springfield, 111. Springfield—Chicopee—Holyoke, M ass.—Conn. Stamford, Conn. Stockton, Calif. Tacoma, Wash. Tampa—St. Petersburg, Fla. Topeka, Kans. Tucson, Ariz. Vallejo—Fairfield—Napa, Calif. Waco and Killeen—Temple, Tex. Waterloo—Cedar Falls, Iowa West Texas Plains Reports for the following surveys conducted in the prior year but since discontinued are also available: Grand Forks, N. Dak. Sacramento, C alif* San Angelo, T e x ** Wilmington, Del.—N.J.—Md.* Abilene, Tex.** Billings, Mont.* Corpus Christi, T e x * Fresno, Calif.* * Expanded to an area wage survey in fiscal year 1975. ** Included in West Texas Plains. See inside back cover. The fourteenth annual report on salaries for accountants, auditors, chief accountants, attorneys, job analysts, directors of personnel, buyers, chemists, engineers, engineering technicians, drafters, and clerical employees is available. Order as BLS Bulletin 1837, National Survey of Professional, Administrative, Technical, and Clerical Pay, March 1974, $1.40 a copy, from any of the BLS regional sales offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402. Area Wage Surveys A list o f the la test available bulletins or bulletin supplements is presented below . A d irectory of Standards A d m in istration of the Departm ent of Labor is available on request. B ulletins m ay be purchased obtained without c o s t, w here in dicated , fr o m B L S regional o ffic e s. A rea Bulletin num ber and p rice * Free Akron, Ohio, Dec. 1974--------------------------------------------------------- -------------------------------- —------Suppl. Albany—Sc he nectady^T roy, N .Y ., Sept. 1974-------------------------------------------------------------------Suppl. Free Albuquerque, N. M ex., M ar. 1974 2____________________________________________________ Suppl. Free Free Allentown—Bethlehem—Easton, Pa.—N .J., May 1974 2 ------- ....----------------------------------------Suppl. Anaheim—Santa Ana—Garden Grove, C alif., Oct. 1974 1_______________________________ 1850-9, 85 cents Atlanta, Ga., May 1975 1-------------------------------------------------------------------------------------------------- 1850-25, $1.00 Austin* T ex., Dec. 1974---------------------------------------------------------------------------------------------------Suppl. Free Baltim ore, M d., Aug. 1974----------------------------------------------------------------------------------------------Suppl. Free Beaumont—Port Arthur-Orange, T ex., May 1974 2 ____________________________________ Suppl. Free B illings, Mont., July 1974 1-------------------------------------------------------------------------------------------- 1850-6, 75 cents Binghamton, N .Y .-P a ., July 1974------------------------ ----------------------------------------------------------Suppl. Free Free Birmingham, Ala., M ar. 1975-----------------------------------------. ---------------------------------------------- Suppl. Boise City, Idaho, Nov. 1973 2 --------------------------------------------------------------------------------------- Suppl. Free Boston, M a ss., Aug. 1974----------------------------------------------------------------------------------------------- Suppl. Free Buffalo, N .Y ., Oct. 1974--------------------------------------------------------------------------------------------------Suppl. Free Burlington, V t ., Dec. 1973 2 ------------------------------------------------------------------------------------------- Suppl. Free Canton, Ohio, May 1975-------------------------------------------------------------------------------------------------- Suppl. Free Charleston, W. V a ., M ar. 19742 ______________________________________________________ Suppl. Free Charlotte, N .C ., Jan. 1974 2 __________________________________ _________________________ Suppl. Free Chattanooga, T en n .-G a., Sept. 1974 ___________________________________________________ Suppl. Free Chicago, 111., May 1974 1 _______________________________________________________________ 1795-27, $ 1.10 Cincinnati, Ohio—Ky.—Ind., Feb. 1975----------------------------------------------------------------------------Suppl. Free Cleveland, Ohio, Sept. 1974 1___________________________________________________________ 1850-17, $ 1 .0 0 Free Columbus, Ohio, Oct. 1974—---------------------------------------------------- -------------------------------------- Suppl. Corpus Christi, T ex., July 1974 1---------------------------------------------------------------------------------- 1850-3, 75 cents Dallas, T e x ., Oct. 1973 2 ------------------------------------------------------------------------------------------------ Suppl. Free Dallas—Fort Worth, T e x., Oct. 1974___________________________________________________ Suppl. Free Davenport—Rock Island—M oline, Iowa—111., Feb. 1975--------------------------------------------------Suppl. Free Dayton, Ohio, Dec. 1974 1 ______________________________________________________________ 1850-14, 80 cents Daytona Beach, F la ., Aug. 1974 1 ______________________________________________________ 1850-1, 75 cents Denver, Colo., Dec. 1973 2_____________________________________________________________ Suppl. Free Denve i—Boulde r , Colo., Dec. 1974 1_____________________________ ______________________ 1850-15, 85 cents Des Moines, Iowa, May 1974 2 ________________________________ ________________________ Suppl. Free Detroit, Mich., Mar. 1975______________________________________________________________ 1850-22, 85 cents Durham, N .C ., Dec. 1973 2______________________________________________________________ 1795-9, 65 cents Fort Lauderdale—Hollywood and West Palm Beach—Boca Raton, F la., Apr. 1975 1— 1850-26, 80 cents Fort Worth, T e x ., Oct. 19 73 2__________________________________________________________Suppl. Free Fresno, Calif. 1 3________________________________________________ ________________________ Gainesville, F la ., Sept. 1974 1 _________________________________________________________ 1850-11, 75 cents Green Bay, W is ., July 1974____________________________________________________________ Suppl. Free Greensboro—Winston-Salem—High Point,N .C ., Aug. 1974 1 __________________________ 1850-2, 80 cents Greenville, S .C ., May 1974_____________________________________________________________Suppl. Free Hartford, Conn., Mar. 1975 1___________________________________________________________ 1850-28, 80 cents Houston, T ex., Apr. 1975_______________________________________________________________ Suppl. Free Huntsville, Ala., Feb. 1975_____________________________________________________________Suppl. Free Indianapolis, Ind., Oct. 1974____________________________________________________________ Suppl. Free Jackson, Mis s . , Feb. 1975__________________________________________________________ Suppl. Free Jacksonville, F la ., Dec. 1974__________________________________________________________ Suppl. Free Kansas City, M o .-K a n s,, Sept. 1974___________________________________________________ Suppl. Free Free Lawrence—Haverhill, M ass.—N .H ., June1974 2---------------------------------------------------------------Suppl. Lexington—Fayette, K y., Nov. 1974__________________________ -_________________________Suppl. Free Little Rock—North Little Rock, Ark., July 1973 2_____________________________________ Suppl. Free Los Angeles—Long Beach, C alif., Oct. 1974------------------------------------------------------------------- Suppl. Free Los Angeles—Long Beach and Anaheim—Santa Ana—Garden Grove, C alif., Oct. 1973 2 ___________________ -_____________________ -__________________Suppl. Free Louisville, Ky.—Ind., Nov. 1974 1______________________ ——----------------------------------------— 1850-12, 80 cents Lubbock, T ex., Mar. 1974 2___- ________________________________________________________ Suppl. Free Manchester, N .H ., July 1973 2 ------ ---------------- --- --------------------------- -------------------------------- Suppl. Free Melbourne—Titusville—Cocoa, F la ., Aug. 1974 1_____________ —------------------------------------ 1850-5, 75 cents * 1 2 3 Prices are determ ined by the G overnm ent Printing O ffice and are subject to change. Data on establishment practices and supplementary w age provisions are also presented. No lon ger surveyed. T o be surveyed. area wage studies including m ore lim ite d studies conducted at the request of the Em ploym ent fr o m any of the B LS regional offices shown on the back c o v e r . B ulletin supplem ents m ay be A rea Bulletin number and price * Memphis, Tenn.—Ark.—M is s ., Nov. 1974----------------------------------------------------------------------- Suppl. Free Free Miami, F la., Oct. 1974____________________________________________________________ _____ Suppl. Midland and Odessa, T ex., Jan. 1974 2 ——---------------------------------------------------------------------Suppl. Free Milwaukee, W is., Apr. 1975 1--------------------- -— —----------------------------------------------------------- 1850-21, 85 cents Minneapolis—St. Paul, Minn.—W is ., J an. 1975 1------------------------------------------------------------- 1850-20, $ 1.05 Muskegon—Muskegon Heights, M ich., June1974 2 ----------------------------------------------------------Suppl. Free Nassau—Suffolk, N .Y .1 3----------------------------------------------------------------------- ---------------------------Newark, N.J., Jan. 1975 1 ----------------------------------------------------------------------------------------------- 1850-18, $ 1.00 Newark and Jersey City, N. J .. Jan. 1974 2 ---------------------------------------------------------------------Suppl. Free New Haven, Conn., Jan. 1974 ---------------Suppl. Free Free New Orleans, L a ., Jan. 1975------------------------------------------------------------------------------------------- Suppl. New York, N .Y .-N .J . 1 3--------------------------------------------------------------------------------------------------New York and Nassau—Suffolk, N .Y ., Apr. 1974 2------------------------- —-----------------------------Suppl. Free Norfolk—Virginia Beach—Portsmouth, Va.—N .C ., May 1975---------------------------------------- 1850-29. 65 cents Norfolk—Virginia Beach—Portsmouth and Newport News— Hampton, V a ., Jan. 1974----------------------------------------------------------------------------------------------- Suppl. Free Northeast Pennsylvania, Aug. 1974 1----------------------------------------------------------------------------- 1850-8, 80 cents Oklahoma City, Okla., Aug. 1974 1--------------------------------------------- ----------------------------------- 1850-7, 80 cents Omaha, Nebr.—Iowa, Oct. 1974 1------------------------------------------------------------------------------------- 1850-10, 80 cents Paterson—Clifton—P assaic, N .J., June 1974---------------------------------------------------- ------------- Suppl. Free Free Philadelphia, P a .-N .J ., Nov. 1974--------------------------------------------------------------------------------- Suppl. Phoenix, A riz., June 1974 2---------------------------------------------------------------------------------------------Suppl. Free Pittsburgh, P a., Jan. 1975-------------------------------------------- ------------------------------------------------- Suppl. Free Portland, Maine, Nov. 1974_____________________________________________________________Suppl. Free Portland, Oreg.—W ash., May 1974 1 ------------------------------------------------ ------------------------------ 1795-26, 85 cents Poughkeepsie, N .Y .1 3-----------------------------------------------------------------------------------------------------Poughkeepsie—Kingston—Newburgh, N .Y ., June 1974----------------------------------------------------Suppl. Free Providence—Warwick—Pawtucket, R.I.—M ass., June 1975-------------------------------------------- 1850-27, 75 cents Raleigh, N .C ., Dec. 1973 1 2 ____________________________________________________________ 1795-7, 65 cents Raleigh—Durham, N .C ., Feb. 1975-------- ------------------------------------ ------—-------------------------- Suppl. Free Richmond, V a ., Mar. 1974 1 ------------------------------------------------------------------------------------------- 1795-25, 80 cents Riverside—San Bernardino—Ontario, C alif., Dec. 1973 2 ---- —-------------------------------------- Suppl. Free Rockford, 111., June 19742 — -------- -— — ----------------------------------------------- ------ -------------------Suppl. Free St. Louis, Mo.—111., M ar. 1975__________________________________ -— ----------------------------- Suppl. Free Sacramento, Calif., Dec. 1974 1 ------------------------------------------------------------------------------------- 1850-19, 80 cents Saginaw, M ich., Nov. 1974 1 ------------------------------------------------------------------------------------------- 1850-16, 75 cents Salt Lake City—Ogden, Utah, Nov. 1974_______________________________________________ Suppl. Free San Antonio, T ex., May 1975------------------------------------------------------------------------------------------- 1850-23, 65 cents San Diego, C alif., Nov. 1974 1_____ ____________________________________________________ 1850-13, 80 cents San Francisco—Oakland, Calif., M ar. 1974------------------------------------------------------------------ Suppl. Free San Jose, Calif., M ar. 1974_____________________________________________________________Suppl. Free Savannah, Ga., May 1974 2 ---------------------------------------------------------------------------------------------- Suppl. Free Scranton, P a., July 1973 1 2--------------------------------------------------------------------------------------------- 1795-3, 55 cents Seattle—Everett, W ash., Jan. 1975---------------------------------------- ---------------------------------------- Suppl. Free Sioux F a lls, S. Dak., Dec. 1973 2 --------------------- -------------------------------------------------------------Suppl. Free South Bend, Ind., Mar. 1975_________________________________ __________________________ Suppl. Free Spokane, W ash., June 19 74 2________________________________ .Suppl. Free Syracuse, N .Y ., July 1974 1_____________________________________________________________ 1850-4, 80 cents Tampa—St. Petersburg, F la ., Aug. 1973 2_____________________________ —______________ Suppl. Free Free Toledo, Ohio—M ich., Apr. 1974---------------- ---------------------------------------------------------------------- Suppl. Trenton, N.J., Sept. 1974_______________________________________________________________ Suppl. Free Washington, D.C.—Md.—V a ., Mar. 1974------------------------------------------------------------------------- Suppl. Free Waterbury, Conn., Mar. 1974 2 ------------- ------------------------------- -------- ------------------------------- Suppl. Free Waterloo, Iowa, Nov. 1973 1 2 _______________________________ - ____________________ -____ 1795-5, 60 cents Westchester County, N.Y 3 ------------- . . . . ________________________ ___________ _____________ Wichita, Kans., Apr. 1975____-__________ _______________________________________________Suppl. Free W orcester, M ass., May 1975 1---------------------- ------------------------------------------------------ --------- 1850-24, 80 cents York, P a ., Feb. 1974_____________________________________________ ______________________ Suppl. Free Youngstown—Warren, Ohio, Nov. 1973 2 _______________________________________________ Suppl. Free THIRD CLASS MAIL U.S. DEPARTMENT OF LABOR POSTAGE AND FEES PAID BUREAU OF LABOR STATISTICS WASHINGTON, D.C. 20212 U.S. DEPARTMENT OF LABOR OFFICIAL BUSINESS PENALTY FOR PRIVATE USE $300 LAB - 441 B U R E A U O F L A B O R S T A T IS T IC S R E G IO N A L O F F IC E S Region I 1603 J F K Federal Building Government Center Boston, Mass. 02203 Phone: 2 23-6 761 (Area Code 61 7) Connecticut Maine Massachusetts New Hampshire Rhode Island Verm ont Region V 9 th Floor, 2 30 S. Dearborn St. Chicago, III. 606 04 Phone:3 53-1880 (Area Code 312) Illinois Indiana Michigan Minnesota Ohio Wisconsin Region II Suite 3400 1515 Broadway New York , N .Y . 10036 Phone: 9 71-5405 (Area Code 212) New Jersey New Y o rk Puerto Rico Virgin Islands Region V I Second Floor 555 G riffin Square Building Dallas, Te x. 75202 Phone: 749-3516 (Area Code 214) Arkansas Louisiana New Mexico Oklahoma Texas Region III P.O. Box 13309 Philadelphia, Pa. 19101 Phone:597-1154 (Area Code 215) Delaware District of Columbia Maryland Pennsylvania Virginia West Virginia Regions V II and V III Federal Office Building 911 Walnut S t , 15 th Floor Kansas City, Mo. 64106 Phone:374-2481 (Area Code 816) V II Iowa Kansas Missouri Nebraska V III Colorado Monta na North Dakota South Dakota Utah Wyoming Region IV Suite 540 1371 Peachtree St. M E . Atlanta, Ga. 30309 Phone: 526-5418 (Area Code 404) Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee Regions IX and X 450 Golden Gate Ave. Box 36017 San Francisco, Calif. 9 410 2 Phone: 556-4678 (Area Code 415) IX Arizona California Hawaii Nevada X Alaska Idaho Oregon Washington