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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

130

1

1

10

26

D

5
5

1D
1c
1

25

14
IH

28
g

36

5

^9

n o

1 25

3

1 05

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 c ..

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_
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1 0 0 . 0 C - 1 3 0 .0 0

6
8

*

28

1 3 6 .0 0

7

pi
CJ

~ ^

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 A II ip a /*T| ID T k lfl _ __ —
A
— ________________
kiOM A |T APTI IDTkIC
Ai Ail
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____—
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NUNMANUr AC 1 UK INC ______.__^
rUDL IV U M L X I 1 CO

------ -----------—

SECRETARIES* CLASS 8 -------------------- —
FIHflUrHUI VnilNVJ
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AiAiiiA a K ic a p I id INb
it
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CCrDCTADTCC- LLSD3 U —
o t C K t 1A K lt b * r*i ACC r
------u Akli i f AC 1UK TKI/1____— *
MANUr A/^Tl ID 1 Mb *'• **•_______ — — *•*—
• __^ ____
AlDklki Akll IC AC 1UK TKIC________ —
.___________
NUNMANUr ArTI ID INb
DllDI IC I ITlT1 t tIt c c _____ .____________
rU o L Tr* U i L I l c b
c L D r T AK T r c . n a ab U
o r rC K tl A D it-b# LLAc c n — — — — — —
—
MANUFACTURING ---------------------------------------CTrMA^OADUCDC
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SWITCHBOARD OPERATORS* CLASS B - —
UnMki A A ICAC 1UKINb • • • • • • • • • • •
ll
I/V
NUNMANUr ArTI ID TK
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 /'T I id t K
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NUNMANUrAC 1UKlNb




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NONMANUFACTURING -------------------------- . . .

2

10

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1A
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7

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29
29

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33

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-

-

-

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

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1J
11

12

1/KAr 1l H
o

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?
1C

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
iiAkiuANUr AU 1 UK l N b
iku irArTnrbTkir
NUNM

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 ♦ Cl A b b A
*
TYr Ib rb rL ACC 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 a uiU rA C 1Uid TN / ——— — — —— — —
;
M A N ir atti K I ajb ___—_______________
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 • J!)
)C
4 "
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

“

*
*

"

~

-

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

4
3

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

8
8

6.40 6.80 7.20 7.60

4
4

1
1

-

3
3

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

6 .0 0

6.40

11

3

-

2

3

-

2

2

6

-

-

_
-

16
16

-

-

-

-

-

-

4

11

5

22

3

2

6
6

-

-

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

—

9

11

267
“

1

1

1

11

22

22

47

27

13

”

1

2

23
15

14

1

1
1

2

“

9

9

47
47
-

6 .80

1

-

-

—

“

-

Number of w orker s receiving stra igh t-tim e hourly earnings of—

Hourly earnings3

£

S

2 .1 0

2 .2 0

S
2.30

2 .1 0

O cc u p a tio n and in d u s tr y d i v is i o n

Number
of
workers

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

-

AA
31
13
_

-

-

-

11
11

23

21

20

A

222
8

70
70
-

56
51
5

68
68

-

2

_

_

-

-

16

20

6
20

21

23

21

20

A

A

10

16

60

-

-

6

6A
6A

-

3

7A
7A

6
6

57
23
3A

1

22

1

3
19

1

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
-

-

-

-

27
—

-

~

30

21

228
228

-

-

-

_

-

-

-

_

~

-

2

_

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

SHIPPING CLERKS
NONMANUFACTURING — —

5.92

HELPERS* MAINTENANCE TRADES ------MANUFACTURING —— — — — — — — —

Dl
28

3.77
3.34

MACHINISTS* MAINTENANCE — — — — —

44
36

c .J f
3 -37
5.31

206
61
145

—

— — — —
— — — —

—

MECHANICS* AUTOMOTIVE
(MAINTENANCE) ---------------------MANUFACTURING
NONMANUFACTURING — — — — — — —
PUBLIC UTILITIES -----------------------------------MECHANICS* MAINTENANCE
MANUFACTURING

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

111

166
IC O

GUARDS*
M A N UFACTURING --------------------- -- ----------------------JANITORS* PORTERS* AND CLEANERS ------MANUFACTURING — — — — —— — — —
______ —
_______ - ^ _____
MAMU A l IF ATT I 1C T kl
kl
D l IQI TC IITTI TTTFQ
rUBLlv U I 1 L 1 I i t j
LABORERS* MATERIAL HANDLING
manufacturing

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

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

NUNMANUr AC 1UK 1NO
ORDER FILLERS

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

Kfc.CC 1VIINC CLtKfVo
NUNMANUr A C 1 UK Xi>JV3

-• • • • • • •
“ "

“

94
89

$
1 . A7
JlOf
3*65
3.65

43
7 , ?

*
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 IIV
V3

208
1Q7

2.43
2 . 38

TRUCKDRIVERS* MEDIUM (1-1/2 TO
AND INCLUDING 4 TONS) —
— —
MANUFACTURING ------------------------------------------------MHMMAMI IFAPTI id T J
N

707
95

J#**!

594
488
3 fJ

5 18
5.48
c DO
D. ci:

200
lC T
ID J

4.33
*3 Q
J.o *7
r

505
289

3.55
*3
J.DO
*3
3 . D3

5.05
4.65

TRUCKDRIVERS* HEAVY (OVER 4 TONS*
nonmanufacturing

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

PIIQI IC IITTI TTTFQ
rUWL 7C Ul 1L 1 1ito

CUSTODIAL AND MATERIAL MOVEMENT
OCCUPATIONS - MEN
GUARDS AND WATCHMEN — — — — — — —
MANUFACTURING -------------------------------------------------NUNMANUrAv1UKiNo

—

TBI IPKnR t v f p c ;
—
MANUFACTURING ——————————————————
NONMANUFACTURING -______ -___ ——__
PI mi Tp UlILI 1 lto
•UoLlC IITTI TTTFQ • • ••*•••*••*

5.03
4.71
c . l17
J
l
5.37

MANUFACTURING —

—

SHIPPING AND RECEIVING CLERKS -----

1U f
66

electricians* maintenance

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

TPUCKDRIVERS* HEAVY (OVER
OTHER THAN TRAILER TYPE)
M AMI IFAPTI IP i r*V)
KiMiNUr AC 1 U “ T

1 QA
ID O
102

3 I 38

56

3.47

64

3.67

4 TONS*
-------------------

3.62

7Q 7
I7 f
Ov3
7 1 *r
9 1 A,

47
1*331
555

77 O
9 fc

246
105
79

m i

cn c
IKUCrVCKD* D n .. ic o tc r\ n i* t t p t \ • • • • • • • *
KUWCK l r UKiVLii 1 /
v. nliUr AL T lUP TMR
—
___
“ AMI I F A P I IP 11*0
MHMM AMI iFArTIIPTMft
nUINnM'NUr ML 1UK X PiU • • • • • • • • • • • • • •

TRUCKERS, POWER (OTHER THAN
FflBKI TFT! U A PiiitrA r T 1 UKiiNU " • • • • • • • • • • • • • • • • •
_
r! A k U r A C tiD T K ir . _
2 46
3.64 utnruniirrkiCKi
wMPC.nvujtMC.iv
MANUFACTURING ------------------------------------------------3.09
NONMANUFACTURING --------------------- -- ---------------3.17
r i l Q UU1 A
Akin r A I F K l A
VUoT1A H T A lL MINU Ml A T C Q T A Iu M UVCPiCiNI
“ GVF M FMT
OCCUPATIONS - WOMEN
3.69
JANITORS, PORTERS, ANO CLEANERS ------uAkinrA^Ti m Tkir
4.03
PlIftkIlllllliri/'TlinTIK'
3.64

A IV
H . IQ

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— ortsm outh su rvey sin ce this is the fir s t year a survey
P
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— irgin ia Beach—
V
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 L
n
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.— is.
W
El Paso, Tex.
Eugene—
Springfield, Oreg.
Fayetteville, N.C.
Fitchburg—
Leominster, M ass.
Fort Smith, Ark.— la.
Ok
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.— .J., May 1974 2 ------- ....----------------------------------------Suppl.
N
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— oline, Iowa—
M
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
Haverhill, M ass.—N .H ., June1974 2---------------------------------------------------------------Suppl.
Free
Lawrence—
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.— is s ., Nov. 1974----------------------------------------------------------------------- Suppl.
M
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.— is ., J an. 1975 1------------------------------------------------------------- 1850-20, $ 1.05
W
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.— .C ., May 1975---------------------------------------- 1850-29. 65 cents
N
Virginia Beach—
Portsmouth and Newport News—
Norfolk—
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— assaic, N .J., June 1974---------------------------------------------------- ------------- Suppl.
P
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.— ash., May 1974 1 ------------------------------------------------ ------------------------------ 1795-26, 85 cents
W
Poughkeepsie, N .Y .1 3-----------------------------------------------------------------------------------------------------Poughkeepsie—
Kingston—Newburgh, N .Y ., June 1974----------------------------------------------------Suppl.
Free
Providence—
Warwick—
Pawtucket, R.I.— ass., June 1975-------------------------------------------- 1850-27, 75 cents
M
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
M
Free
Toledo, Ohio— 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
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Federal Reserve Bank of St. Louis, One Federal Reserve Bank Plaza, St. Louis, MO 63102