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^ . 3 Area Wage Survey U.S. Department of Labor Bureau of Labor Statistics Bulletin 2050-32 ; Northeast Pennsylvania, Metropolitan Area August 1979 Preface This bulletin provides r e s u l t s of an August 1979 survey of occupational earnings and supplementary wage benefits in the Northeast Pennsylvania, Standard Metropolitan Statistical Area. The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program. It was conducted by the Bureau's regional office in Philadelphia, Pa., under the general direction of Irwin L. Feigenbaum, Assistant Regional Commissioner 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. Material in this publication is .in the public domain and may be reproduced without perm ission of the Federal Government. Please credit the Bureau of Labor Statistics and cite the name and number of this publication. Area Wage Survey U.S. Department of Labor Ray Marshall, Secretary Northeast Pennsylvania, Metropolitan Area August 1979 Contents Page Page Bureau of Labor Statistics Janet L. Norwood, Commissioner November 1979 Introduction_________ .. 2 Bulletin 2050-32 For sale by the Superintendent of Documents. U.S. Government Printing Of fice. Washington, D.C. 20402, GPO Bookstores, or BLS Regional Offices listed on back cover. Price $1.75. Make checks http://fraser.stlouisfed.org/ payable to Superintendent of Documents. Federal Reserve Bank of St. Louis Tables: Earnings, all establishments: A - l . Weekly earnings of office workers_____ A -2. Weekly earnings of professional and technical workers________________ A -3. Average weekly earnings of office, professional, and technical workers, by s e x ____________ A -4. Hourly earnings of maintenance, toolroom, and powerplant 3 5 7 A -5. Hourly earnings of material movement and custodial workers_____ 10 A - 6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by s e x _____________ 12 A -7. Percent increases in average hourly earnings f6r selected occupational groups___________________ 1 3 A - 8. Average pay relationships within establishments for white-collar workers_____________ 14 A -9. Average pay relationships within establishments for blue-collar workers_______________ 15 Tables— Continued Establishment practices and supplementary wage provisions: B- l . Minimum entrance salaries for inexperienced typists and clerks_______ 16 B-2, Late-shift pay provisions for full-time manufacturing production and related workers_______ 17 B -3. Scheduled weekly hours and days of full-time first-shift workers___________ 18 B-4. Annual paid holidays for full-time workers__________________________________19 B-5. Paid vacation provisions for full-time workers______________________ 20 B - 6, Health, insurance, and pension plans for full-time workers___________ 23 B-7. Life insurance plans for full-time workers_______________________ 24 Appendix A. Scope and method of survey________ 27 Appendix B. Occupational descriptions____________32 Introduction This area is 1 of 72 in which the U.S. Department of Labor' s Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits. (See list of areas on inside back cover.) In each area, earnings data for selected occupations (A -s e r ie s tables) are collected annually. Information on establishment practices and supplementary wage benefits (B -se r ie s tables) is obtained every third year. Where possible, data are presented for all industries and for manufacturing and nonmanufacturing separately. Data are not presented for skilled m ain tenance workers in nonmanufacturing because the number of workers em ployed in this occupational group in nonmanufacturing is too sm all to warrant separate presentation. This table provides a m easure of wage trends after elimination of changes in average earnings caused by employment shifts among establishments as well as turnover of establishments included in survey samples. For further details, see appendix A. Each year after all individual area wage surveys have been com pleted, two summary bulletins are issued. The first brings together data for each metropolitan area surveyed; the second presents national and r e gional estim ates, projected from individual metropolitan area data, for all Standard Metropolitan Statistical A reas in the United States, excluding Alaska and Hawaii. Tables A -8 and A -9 provide for the first time m easures of average pay relationships within establishments. These m easures may differ consid erably from the pay relationships of overall averages published in tables A - l through A -6 . See appendix A for details. 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 a s sistance in determining plant location. Survey results also are used by the U.S. Department of Labor to make wage determinations under the Service Contract A ct of 1965. B -se r ie s tables The B -series tables present information on minimum entrance salaries for inexperienced typists and clerks; late-sh ift pay provisions and practices for production and related workers in manufacturing; and data separately for production and related workers and office workers on sched uled weekly hours and days of first-sh ift workers; paid holidays; paid vaca tions; health, insurance, and pension plans; and more detailed information on life insurance plans. A -s e r ie s tables Appendixes Tables A - l through A -6 provide estimates of straight-tim e weekly or hourly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. The occupations are defined in appendix B. For the 31 largest survey a reas, tables A -1 0 through A -1 5 provide sim ilar data for establishments employing 500 workers or m ore. Appendix A describes the methods and concepts used in the area wage survey program. It provides information on the scope of the area survey, the area's industrial composition in manufacturing, and labormanagement agreement coverage. Table A -7 provides percent changes in average hourly earnings of office clerical w orkers, electronic data processing w orkers, industrial nurses, skilled maintenance trades w orkers, and unskilled plant workers. Appendix B provides job descriptions used by Bureau field rep re sentatives to classify workers by occupation. 2 Earnings Table A-1. Weekly earnings of office workers, Northeast Pennsylvania, August 1979 W e e k ly e a rn in g s * NUMBER OF WORKERS R E C E IV IN G (s ta n d a rd ) N um ber O c c u p a tio n and in d u s t r y d iv is io n of w o rk e rs S E C R E T A R IE S ................................................... MANUFACTURING........................................ NONMANUFACTURING.................. ............... P U B L IC U T I L I T I E S . . ......................... h o u rs 1 (sta n d a rd ) M ean 2 M e d ia n 2 442 233 209 62 3 9 .0 3 9 .5 3 8 .5 4 0 .0 $ 2 0 1 .5 0 2 1 0 .5 0 1 9 2 .0 0 2 2 0 .0 0 $ 1 9 8 .0 0 2 0 5 .0 0 1 7 5 .0 0 ? 2 2 .0 0 M id d le r a n g e 2 $ 1 6 6 . 5 0 —$ 2 2 5 .0 0 1 8 5 .5 0 - 2 3 2 .5 0 1 5 5 . 5 0 - 2 2 0 .0 0 1 6 1 .0 0 - 2 6 2 .0 0 STR AIG H T -T IM E WEEKLY EARNINGS (IN D O LLARS! OF — 100 AND UNDER 110 110 120 130 140 150 160 170 180 190 200 2 20 240 260 280 300 320 340 360 380 120 130 140 150 160 170 180 190 200 220 2 40 260 280 300 320 340 360 380 400 - - 21 7 14 4 38 7 31 6 33 15 18 7 43 18 25 2 34 25 9 1 31 14 17 4 83 68 15 1 53 31 22 12 27 23 4 2 21 15 6 6 6 2 4 4 9 1 8 5 1 - 8 2 1 1 _ 4 4 _ - 17 1 16 4 8 - - 12 2 10 - - - 1 1 1 - - - _ _ _ _ _ 1 _ - C LASS A ........................... 55 3 8 .5 2 2 8 .5 0 2 2 7 .0 0 2 0 3 .0 0 - 2 6 0 .0 0 - - - - 3 1 2 1 - 6 10 10 8 10 2 - 1 S E C R E T A R IE S . C LASS B ........................... MANUFACTURING .................... ................... NONMANUFACTURING................................. 86 34 52 3 9 .0 3 9 .5 3 9 .0 2 2 5 .5 0 2 1 0 .0 0 2 3 5 .0 0 2 1 2 .5 0 2 0 3 .5 0 2 3 5 .5 0 1 7 5 .0 0 1 7 8 .0 0 1 7 0 .5 0 - 2 6 0 .0 0 2 4 8 .0 0 3 1 1 .0 0 - - _ - _ - - 12 4 8 3 3 - 7 3 4 11 9 2 6 1 5 9 5 4 7 3 4 2 1 1 6 _ - 4 3 1 7 - ~ 11 2 9 7 6 - - S E C R E T A R IE S . C LA SS C ........................... MANUFACTURING ........................................ N O N M AN U FA C TU R IN G ................................ 117 71 46 3 9 .0 4 0 .0 3 8 .0 2 0 8 .5 0 2 2 9 .5 0 1 7 6 .0 0 2 0 0 .0 0 2 2 6 .0 0 1 7 1 .5 0 1 7 6 .0 0 2 0 0 .0 0 1 4 4 .5 0 - 2 3 2 .5 0 2 4 1 .0 0 1 9 8 .0 0 - _ - 7 2 5 8 8 2 1 1 9 4 5 2 2 - 12 4 8 24 20 4 25 19 6 9 9 - 4 4 - 1 1 - 1 1 - _ _ _ _ - 2 2 i _ - 6 6 S E C R E T A R IE S . C LA S S 0 ........................... M ANUFACTURIN G .................... ................... NONMANUFACTURING.................. .. 104 66 38 3 9 .5 4 0 .0 3 9 .0 1 8 5 .0 0 1 9 0 .0 0 1 7 5 .5 0 1 8 5 .5 0 1 8 8 .5 0 1 6 9 .0 0 1 6 2 .0 0 1 8 1 .0 0 1 5 5 .5 0 - 2 0 8 .0 0 2 1 0 .0 0 1 8 1 .5 0 _ - - 7 2 5 12 5 7 9 3 6 10 3 7 22 18 4 3 2 1 27 26 1 8 3 5 _ _ _ _ 1 - 2 1 1 1 1 - 2 2 - - - 1 S E C R E T A R IE S . C LA SS E ........................... N O NNANUFACTURING................................. 78 55 3 8 .5 3 7 .5 1 6 9 .0 0 1 6 2 .0 0 1 6 6 .5 0 1 6 0 .0 0 1 4 0 .0 0 1 3 5 .0 0 - 1 8 5 .5 0 1 7 9 .5 0 - - 13 13 4 4 6 6 16 10 11 4 7 5 3 3 10 5 3 - _ ~ 4 4 _ - - - 1 1 S T E N O G R A P H E R S ............................................ M ANUFACTURIN G ........................................ N O NNANUFACTURING.................. ............... 113 52 61 3 9 .0 3 9 .5 3 8 .0 1 9 7 .5 0 2 1 9 .0 0 1 7 9 .5 0 1 7 8 .0 0 1 9 8 .0 0 1 5 9 .5 0 1 3 9 .0 0 1 7 1 .5 0 1 3 0 .0 0 - 2 6 4 .0 0 2 7 2 .0 0 1 9 7 .0 0 1 1 5 4 1 12 12 11 11 2 2 13 6 7 6 1 5 10 7 3 3 _ 2 2 3 16 15 1 2 1 1 1 1 - 10 2 8 4 3 1 2 6 0 .0 0 2 6 9 .0 0 1 9 8 .0 0 - 3 0 7 .5 0 - - - - - 2 - - - 15 - 2 1 8 _ _ - ~ 1 1 _ _ - - - _ _ _ _ _ _ - - - - - _ _ _ _ _ _ - - - - - - 6 2 4 5 4 1 4 4 _ _ _ _ _ - - - 4 6 5 4 - - - 2 2 _ _ _ _ _ _ _ - - - - - - - _ _ 6 6 5 _ 4 4 _ _ _ - _ _ _ _ 66 48 3 8 .0 3 7 .5 1 5 3 .5 0 1 5 1 .0 0 1 5 0 .0 0 1 3 8 .0 0 1 2 8 .5 0 1 2 8 .5 0 - 1 7 0 .0 0 1 6 4 .5 0 1 1 5 1 12 12 11 11 2 2 11 7 6 5 10 3 3 3 1 1 2 “ T Y P I S T S . ............ 32 3 8 .0 1 5 4 .5 0 1 4 7 .0 0 1 3 1 .0 0 - 1 6 6 .0 0 - - 8 2 8 2 5 1 2 1 3 T Y P I S T S . . . . . . . . . . ...................................... MANUFACTURING ........................................ NONNANUFACTURING................................. 209 154 55 3 9 .5 3 9 .5 3 9 .5 1 6 4 .0 0 1 6 5 .5 0 1 6 1 .0 0 1 5 6 .0 0 1 6 0 .5 0 1 4 0 .0 0 1 2 9 .0 0 1 2 8 .5 0 1 3 0 .0 0 - 1 7 8 .5 0 1 8 6 .5 0 1 7 0 .0 0 1 1 - 20 12 8 33 28 5 27 14 13 22 17 5 3 2 1 24 20 4 27 18 9 6 4 2 13 12 1 17 15 2 T Y P I S T S . CLASS A.................................... M A N U FA C T U R IN G ....................................... 53 38 4 0 .0 4 0 .0 2 1 7 .0 0 2 2 3 .5 0 2 0 9 .5 0 2 1 2 .0 0 1 7 8 .5 0 1 9 0 .0 0 - 2 8 4 .5 0 2 6 7 .0 0 - 1 - 4 - 1 - 1 - - 1 1 5 3 1 1 5 4 5 5 14 14 T Y P I S T S . C LASS B.................................... M A N U FA C T U R IN G ....................................... NONMANUFACTURING................................. 156 116 40 3 9 .5 3 9 .5 3 9 .5 1 4 6 .5 0 1 4 6 .5 0 1 4 6 .5 0 1 4 0 .0 0 1 4 0 .0 0 1 3 8 .0 0 1 2 6 .5 0 1 2 6 .5 0 1 2 3 .0 0 - 1 6 8 .5 0 1 6 3 .0 0 1 7 0 .0 0 1 1 - 19 12 7 32 28 4 23 14 9 21 17 4 2 1 1 19 17 2 26 17 9 1 _ 8 7 1 3 1 2 1 1 - - F I L E C L E R K S ................................................... NON M ANU FACTURIN G .................. ............... 113 89 3 7 .5 3 7 .5 1 2 3 .0 0 1 2 0 .0 0 1 1 6 .0 0 1 1 4 .0 0 1 1 1 .0 0 1 0 9 .0 0 - 1 3 0 .0 0 1 2 5 .0 0 23 23 48 39 13 5 7 6 11 8 5 5 3 3 _ _ _ _ _ _ - 3 - F I L E C L E R K S . C LA S S C ........................... NONMANUF A CTU RIN G ................................. 90 72 3 7 .5 3 7 .5 1 2 1 .5 0 1 1 8 .0 0 1 1 6 .0 0 1 1 3 .0 0 1 0 9 .5 0 1 0 9 .0 0 - 1 2 3 .5 0 1 2 0 .0 0 23 23 39 30 7 4 4 4 9 6 4 4 1 1 _ 3 o STEN O GRAPH ERS. 6 E N E R A L ..................... NONMANUFACTURING.................. ............... See fo o tn o te s at end o f ta b le s . 3 1 - - 1 _ _ i 47 T R A N S C R IB IN G -N A C H IN E 1 - _ S E N IO R ......................... STEN O GRAPH ERS. 400 AND OVER 4 4 - •e o S E C R E T A R IE S . A verag e w e e k ly - - - - 5 - - - - - _ _ 5 _ _ _ - - 4 4 _ - 6 6 - - - - _ _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - - _ _ _ _ . _ _ _ - - - - - - - - - - - - _ _ _ _ _ _ _ _ _ _ _ _ Table A-1. Weekly earnings of office workers. Northeast Pennsylvania, August 1979— Continued Weekly earnings 1 (standard) O ccu p a tio n and in d u s t r y d iv is io n Number of workers Average weekly hours 1 (standard] Mean ^ Median 2 Middle range 2 NUMBER OF UORKERS R EC EIV IN G STRAIGHT -T IM E UEEKLY EARNINGS (IN 100 AND UNOER 110 110 120 130 140 150 160 170 180 190 200 2 20 120 130 140 150 160 170 180 190 200 220 DOLLARS) OF— 240 260 280 300 320 340 360 380 2 40 260 280 300 320 340 360 380 400 400 ANO OVER MESSENGERS.................................................... 30 3 8 .5 $ 1 3 8 .0 0 $ 1 2 0 .5 0 8 5 4 1 3 4 2 - _ _ _ 2 _ 1 _ _ _ _ _ _ SUITCHBOARD O PERATORS............................ NONMANUFACTURING................................. 53 49 3 9 .0 3 9 .0 1 4 7 .5 0 1 3 6 .5 0 1 1 6 .0 0 1 1 6 .0 0 1 1 6 .0 0 1 1 6 .0 0 - 1 7 2 .5 0 1 5 5 .5 0 6 6 24 24 - 5 5 - 2 2 2 2 3 3 2 2 1 1 5 3 _ _ - • _ _ - - - - - 2 - _ - 1 1 - - - SUITCHBOARD OPERATORR E C E P T IO N IS T S ........................................... MANUFACTURING....................................... NONMANUFACTURING................................ 141 85 56 3 9 .5 3 9 .5 3 8 .5 1 5 7 .5 0 1 6 0 .0 0 1 5 3 .0 0 1 5 8 .0 0 1 6 3 .0 0 1 5 2 .0 0 1 3 8 .0 0 1 4 0 .0 0 1 2 5 .0 0 - 1 7 7 .0 0 1 7 8 .0 0 1 7 7 .0 0 - 9 4 5 16 4 12 12 11 1 23 15 8 17 5 12 11 11 20 14 6 15 12 3 15 7 8 3 2 1 - - - - - - _ - - - - - - - - - - - - - - ORDER C LERK S............................................... MANUFACTURING....................................... 148 97 3 8 .5 3 9 .0 1 6 6 .0 0 1 7 2 .5 0 1 6 6 .0 0 1 6 6 .0 0 1 2 9 .0 0 1 6 0 .0 0 - 1 9 0 .0 0 1 8 5 .0 0 - 20 9 8 6 7 7 5 2 27 25 4 3 21 21 16 14 12 6 2 2 8 2 _ _ _ “ 18 “ - - - - ORDER C LE R K S , C LASS B ........................ MANUFACTURING....................................... 133 88 3 8 .5 3 9 .0 1 6 1 .5 0 1 7 0 .0 0 1 6 5 .0 0 1 6 8 .5 0 1 2 6 .0 0 1 5 5 .0 0 - 1 8 5 .0 0 1 8 5 .0 0 - 18 20 9 8 6 7 7 5 2 22 20 4 3 21 21 16 14 6 6 - 6 - - ACCOUNTING C LE R K S..................................... MANUFACTURING....................................... NONMANUFACTURING................................ 582 224 358 3 8 .5 3 9 .0 3 8 .0 1 6 1 .5 0 1 7 2 .5 0 1 5 5 .0 0 1 5 2 .0 0 1 6 8 .0 0 1 4 3 .5 0 1 3 1 .0 0 1 4 6 .5 0 1 2 4 .0 0 - 1 9 1 .5 0 1 9 5 .5 0 1 7 4 .0 0 12 53 11 42 72 9 63 76 23 53 62 19 43 44 27 17 46 24 22 41 18 23 23 14 9 25 23 2 67 49 18 56 5 51 4 2 2 1 1 _ - - - - - - - ACCOUNTING C LE R K S , CLASS A .............. MANUFACTURING....................................... NONMANUFACTURING................................. 174 82 92 3 9 .0 3 9 .5 3 9 .0 2 0 0 .0 0 2 0 0 .0 0 2 0 0 .0 0 2 1 4 .0 0 2 1 4 .0 0 2 2 2 .0 0 1 7 3 .0 0 1 7 8 .5 0 1 7 2 .5 0 - 2 2 2 .0 0 2 1 4 .0 0 2 2 2 .0 0 - - 4 4 “ 4 5 2 3 14 3 11 19 12 7 8 3 5 9 7 2 49 44 5 56 5 51 2 2 “ 1 - - - - - - 1 “ - 4 3 3 ACCOUNTING C LE R K S , CLASS B .............. MANUFACTURING....................................... NONMANUFACTURING................................ 408 142 266 3 8 .0 3 8 .5 3 8 .0 1 4 5 .0 0 1 5 6 .5 0 1 3 9 .5 0 1 3 9 .0 0 1 5 2 .0 0 1 3 1 .5 0 1 2 4 .0 0 1 3 5 .5 0 1 2 0 .0 0 - 1 6 0 .0 0 1 7 3 .0 0 1 4 9 .0 0 12 12 53 11 42 68 5 63 72 23 49 59 19 40 39 25 14 32 21 11 22 6 16 15 11 4 16 16 “ 18 5 13 - 2 2 - - - _ - - PAYROLL CLERK S............................................ MANUFACTURING....................................... NONMANUFACTURING................................ 138 88 50 3 8 .5 3 9 .0 3 8 .0 1 6 8 .0 0 1 7 1 .5 0 1 6 1 .5 0 1 6 0 .5 0 1 6 4 .0 0 1 4 7 .5 0 1 3 1 .0 0 1 4 4 .0 0 1 2 4 .5 0 - 1 9 2 .5 0 1 9 3 .5 0 1 8 6 .0 0 4 3 1 12 5 7 17 5 12 9 7 2 13 9 4 7 4 3 23 19 4 10 8 2 8 5 3 4 4 - 9 8 1 16 8 8 1 3 1 2 - - - - - - - 2 2 - - - - - - KEY ENTRY O PERATORS................................. MANUFACTURING....................................... NONMANUFACTURING................................. PU B LIC U T I L I T I E S . . ........................ 450 132 318 45 3 9 .0 3 9 .5 3 9 .0 3 9 .5 1 5 6 .5 0 1 6 5 .0 0 1 5 3 .0 0 1 8 7 .0 0 1 5 3 .5 0 1 6 3 .5 0 1 4 9 .0 0 1 7 1 .0 0 1 3 6 . 5 0 - 1 7 1 .0 0 1 4 0 .0 0 - 1 8 2 .5 0 1 3 5 .5 0 - 1 6 5 .5 0 1 4 9 .0 0 - 2 2 2 .0 0 19 19 17 1 16 - 42 5 37 49 23 26 4 78 13 65 10 60 20 40 4 65 23 42 3 27 10 17 8 46 14 32 - 10 5 5 - 19 16 3 - 10 2 8 8 8 - _ - _ - - _ - - - _ - - - - - - - - KEY ENTRY O PERATORS, CLASS A: MANUFACTURING....................................... 36 4 0 .0 1 9 3 .0 0 1 9 8 .0 0 1 8 0 .0 0 - 2 1 4 .0 0 2 3 1 1 8 4 15 KEY ENTRY OPERATORS, CLASS B ......... MANUFACTURING....................................... NONMANUFACTURING................................ PU B LIC U T I L I T I E S . . ........................ 271 95 176 43 3 9 .0 3 9 .0 3 8 .5 3 9 .5 1 5 0 .0 0 1 5 4 .5 0 1 4 7 .0 0 1 8 9 .5 0 1 4 3 .5 0 1 5 8 .0 0 1 4 0 .0 0 1 7 3 .0 0 1 2 8 .5 0 1 3 8 .0 0 1 2 0 .0 0 1 5 0 .0 0 - 1 6 5 .0 0 1 6 8 .0 0 1 5 7 .0 0 2 2 2 .0 0 17 i 16 33 4 29 36 23 13 3 51 11 40 9 35 17 18 4 31 22 9 3 25 9 16 8 6 6 1 1 1 1 $ 1 0 8 . 0 0 - $ 1 5 2 .0 0 12 19 19 - See fo o tn o te s a t end of ta b le s . 4 _ 1 - _ _ - - - - _ _ _ _ _ _ - - - - - - - _ - _ - - - - - - - - - - _ - 8 8 2 - - - - - - - - - 8 8 8 - 8 8 8 - - - - - - - - Table A-2. Weekly earnings of professional and technical workers, Northeast Pennsylvania, August 1979 W e e k ly e a rn in g s 1 (s ta n d a rd ) N um ber O c c u p a tio n and in d u s t r y d iv is io n of w o rk e rs A verage w e e k ly h o u rs 1 (sta n d a rd ) M ean 2 M e d ia n 2 M id d le r a n g e 2 NUMBER OF WORKERS R E C E IV IN G 110 AND UNDER 120 120 130 140 150 160 185 210 235 260 285 310 130 140 150 160 185 210 235 260 285 310 6 6 2 2 2 2 COMPUTER SYSTEMS AN ALYSTS <B U S IN E S S )................................................... NONMANUFACTURING.................. ............... 102 82 3 8 .5 3 8 .5 $ 3 9 7 .5 0 4 0 4 .5 0 $ 3 7 4 .5 0 3 9 3 .5 0 COMPUTER SYSTEMS A N A LYSTS ( B U S I N E S S I t C LA SS A ........................... NONMANUFACTURING................................. 27 25 3 8 .5 3 8 .0 5 0 1 .5 0 5 0 2 .0 0 4 8 5 .0 0 4 6 5 .0 0 4 1 5 .5 0 4 1 0 .5 0 - 6 1 0 .5 0 6 1 0 .5 0 - COMPUTER SYSTEMS AN ALYSTS ( B U S I N E S S I t C LASS B ........................... 66 3 8 .5 3 7 9 .0 0 3 6 9 .0 0 3 4 3 .0 0 - 4 1 5 .0 0 “ COMPUTER PROGRAMMERS ( B U S I N E S S ) . . . . M ANUFACTURING........................................ NONMANUFACTURING................................. 231 67 164 3 8 .5 3 9 .0 3 8 .0 2 6 9 .0 0 2 7 3 .0 0 2 6 7 .5 0 2 6 7 .0 0 2 6 5 .5 0 2 6 9 .0 0 2 3 2 .5 0 2 3 8 .0 0 2 3 1 .5 0 - 3 0 8 .5 0 2 8 9 .5 0 3 1 3 .0 0 - COMPUTER PROGRAMMERS ( B U S IN E S S It CLASS B . . . . ............................................ M ANUFACTURING........................................ NONMANUFACTURING................ ................. 112 52 60 3 8 .5 3 9 .0 3 8 .0 2 6 7 .5 0 2 7 5 .5 0 2 6 0 .5 0 2 6 8 .0 0 2 6 7 .0 0 2 6 9 .5 0 2 3 8 .5 0 2 3 8 .5 0 2 4 5 .5 0 - COMPUTER PROGRAMMERS ( B U S IN E S S It CLASS C ....... ............................................. NONMANUFACTURING.................. ............... 57 52 3 8 .0 3 8 .0 2 1 5 .0 0 2 1 3 .5 0 2 3 0 .5 0 2 3 1 .0 0 COMPUTER O PER ATO R S.................... ............... MANUFACTURING ........................................ NONH ANUF A C T U R IN 6 ........................................... ........................... 214 50 164 3 8 .0 3 9 .5 3 7 .5 2 1 1 .0 0 2 2 0 .0 0 2 0 8 .0 0 $ 3 4 3 . 0 0 —$ 4 4 8 .5 0 3 4 3 . 0 0 - 4 5 1 .0 0 STRAIG HT -T IM E - - - - - 10 10 7 1 6 11 1 2 1 1 5 1 1 1 1 1 2 9 0 .0 0 2 9 9 .0 0 2 8 6 .5 0 1 - 1 8 0 .0 0 1 7 3 .0 0 - 2 4 2 .5 0 2 4 2 .5 0 - 2 1 5 .0 0 2 1 3 .5 0 2 1 5 .0 0 1 7 4 .0 0 1 9 3 .0 0 1 6 6 .5 0 - 2 4 7 .5 0 2 4 5 .0 0 2 4 8 .5 0 8 8 10 10 - * - 1 - - - - DOLLARS) OF — 335 360 385 410 435 485 535 585 635 335 360 385 410 435 485 535 585 635 685 4 2 8 5 12 10 22 12 7 6 12 12 8 8 7 5 3 3 6 6 3 3 - - - 2 2 4 4 - - - 2 2 5 5 3 1 2 2 6 6 3 3 WEEKLY EARNINGS - 2 - 4 7 10 18 7 10 3 4 1 - 33 15 18 41 14 27 44 20 24 27 3 24 28 7 21 14 1 13 10 5 5 1 1 2 2 1 1 - - - - - - - 18 11 7 15 8 7 38 17 21 15 3 12 11 6 5 1 1 5 5 “ - - 5 11 9 9 5 5 6 6 15 11 19 18 1 1 1 1 6 5 1 4 4 i 3 36 9 27 24 8 16 51 16 35 28 3 25 26 7 19 15 5 10 1 - _ - _ - - - - - 6 1 - - 1 - - - “ - - C LASS A ......................... 61 3 7 .5 2 5 6 .0 0 260 .00 2 3 4 .0 0 - 2 8 1 .5 0 - - - - - 1 8 8 13 17 13 118 31 87 3 8 .5 3 9 .5 3 8 .0 2 0 0 .5 0 2 0 6 .5 0 1 9 8 .5 0 2 0 6 .0 0 2 1 0 .0 0 1 9 5 .0 0 1 6 8 .0 0 1 8 7 .0 0 1 6 3 .0 0 - 2 2 3 .0 0 2 2 0 .0 0 2 2 6 .0 0 - 6 - 4 4 4 1 3 3 1 2 30 6 24 12 4 8 37 15 22 11 2 9 9 2 7 2 2 COMPUTER O PER A T O R S ! C LA SS C ............ NONH ANUF A C T U R IN G .................. ............... 35 30 3 8 .0 3 8 .0 1 6 6 .0 0 1 6 3 .0 0 1 6 0 .0 0 1 5 1 .5 0 1 2 0 .0 0 1 1 7 .0 0 - 2 1 2 .0 0 2 1 1 .0 0 8 8 6 6 - 1 1 1 1 5 2 4 4 6 5 4 3 D R A FT E R S ............................... - ....................... MANUFACTURING ........................................ NONMANUFACTURING.................. ............... P U B L IC U T I L I T I E S . . ......................... 279 175 104 38 4 0 .0 4 0 .0 3 9 .5 3 9 .0 2 3 5 .0 0 2 5 3 .5 0 2 0 4 .5 0 2 1 3 .0 0 2 4 0 .0 0 2 5 6 .5 0 2 0 8 .0 0 2 0 5 .5 0 1 9 1 .5 0 2 1 2 .5 0 1 5 6 .0 0 1 5 6 .0 0 - 2 7 2 .5 0 2 7 6 .5 0 2 5 0 .0 0 2 7 2 .5 0 - 2 2 16 12 1 11 11 33 23 10 2 29 15 14 4 32 14 18 * 2 2 “ D R A FT E R S t CLASS A .................. ............... M A N U FA C T U R IN G ....................................... 54 40 4 0 .0 4 0 .0 2 9 3 .0 0 3 0 7 .5 0 2 8 1 .5 0 2 8 8 .0 0 2 4 9 .5 0 2 6 3 .0 0 - 3 4 5 .5 0 3 6 8 .5 0 _ - _ - _ - D R A FT E R S t CLASS B .................. .... ............. M A N U FA C T U R IN G . ................................................................................ 64 44 4 0 .0 4 0 .0 2 4 6 .5 0 2 5 7 .5 0 2 4 2 .5 0 2 7 6 .0 0 2 2 0 .0 0 2 1 3 .0 0 - 2 7 6 .0 0 2 7 6 .0 0 _ 2 1 2 1 6 - “ - - See fo o tn o te s at e n d o f ta b le s . 16 4 5 - - - - - - - - - - - - - - _ - - - - - - - - - - - - “ 4 4 - - “ - - - - 1 1 COMPUTER O PER A T O R S ! C LASS B ......................... MANUFACTURING ..................................................................................... NONH ANUF A C T U R IN G .................. ............... COMPUTER O PER A T O R S ! (IN “ 45 35 10 ~ 75 54 21 17 12 12 - 6 6 “ - 1 1 19 9 7 3 10 10 2 2 4 4 28 10 3 3 25 25 2 2 2 2 - 10 10 1 1 - _ - - - ~ - ~ - ~ 10 10 - 1 1 - - - - - - - - - - - - - Table A-2. Weekly earnings of professional and technical workers. Northeast Pennsylvania, August 1979— Continued W e e k ly e a rn in g s (s ta n d a rd ) N um ber of O ccu p a tio n and in d u s t r y d iv is io n w o rk e rs * NUMBER OF WORKERS R E C E IV IN G A verage w e e k ly (sta n d a rd ) M ean ^ M e d ia n 2 M i d d le r a n g e 2 110 AND UNDER 120 STRAIGHT--TIME WEEKLY EARNINGS (IN DOLLARS) OF— 120 130 140 150 160 185 210 235 260 285 310 335 360 385 410 435 485 535 585 635 130 140 150 160 185 210 235 260 285 310 335 360 385 410 435 485 535 585 635 685 4 - 9 1 11 6 23 10 3 3 13 13 26 26 - - 2 2 - - - - - - - - 10 10 3 3 14 4 - - - - _ - - - - - - - * 17 17 - * 10 - - - - - - - * - - - - 3 3 9 7 19 14 42 38 70 70 24 20 68 6 6 - - - - - * 2 “ - - * * DR AFTER S— CO NTINUEO O RAFTERS . CLASS C . . . ........... .. M ANU FACTURIN G................................ 91 61 4 0 .0 4 0 .0 * 2 2 0 .0 0 2 4 1 .0 0 * 2 0 9 .0 0 2 4 2 .0 0 DRAFTERS. CLASS D.................... NONMANUFACTURING .......................................... 56 36 3 9 .0 3 9 .0 2 0 9 .0 0 2 0 7 .0 0 1 8 4 .0 0 1 7 7 .5 0 1 5 6 .0 0 1 4 0 .0 0 - 2 7 2 .5 0 2 7 2 .5 0 _ 297 158 4 0 .0 3 9 .5 2 9 9 .5 0 2 8 8 .0 0 2 9 8 .5 0 2 9 0 .0 0 2 8 3 .0 0 2 8 1 .0 0 - 3 3 7 .0 0 3 0 5 .0 0 - ELEC TRO N IC S T EC H N IC IA N S ......................................... MANUFACTURING ...................................................................... * 1 8 2 . 0 0 - * 2 6 7 .5 0 2 0 3 . 0 0 - 2 6 9 .0 0 CLASS A. 29 4 0 .0 3 0 7 .5 0 3 0 5 .5 0 2 7 0 .5 0 - 3 2 4 .0 0 ELEC TRO N IC S T E C H N IC IA N S . CLASS MANU FACTURIN G..................... .. B. 210 127 3 9 .5 3 9 .5 2 9 9 .0 0 2 8 2 .0 0 2 9 8 .5 0 2 8 9 .0 0 2 8 3 .0 0 2 8 1 .0 0 - 3 3 7 .0 0 2 9 8 .0 0 37 30 4 0 .0 4 0 .0 2 5 3 .0 0 2 6 1 .5 0 2 3 6 .0 0 2 3 8 .5 0 2 1 9 .0 0 2 2 1 .5 0 - 2 6 6 .0 0 2 7 5 .0 0 ELEC TRO N IC S T E C H N IC IA N S . REG ISTERED IN D U S T R IA L N U R S E S . . . . M A N U F A C T U R IN G ............................. - 2 2 * - - - - - 1 12 2 8 - 6 - - - - - - - - - _ - 4 2 2 8 7 18 14 30 30 68 68 10 6 68 - - - 2 - - - - ~ * * — - - - 2 2 7 3 9 9 4 3 8 6 2 2 1 1 - 2 2 - 2 2 - - - - - * - See fo o tno te s at end o f ta b le s . 4 - * - 6 - - Table A-3. Average weekly earnings of office, professional, and technical workers, by sex. Northeast Pennsylvania, August 1979 A v eng # (m e#»*> O c c u p a tio n , s e x , 3 and in d u s t r y d iv is io n O F F IC E O CCU PATIO NS HEN O F F IC E O CCU PATIO NS WOMEN Number o4 woiken Weekhr hour* (standard) Weekly earnings1 (standard) 3 9 .0 $ 1 8 7 .0 0 2 0 1 .5 0 2 1 0 .5 0 1 9 2 .0 0 2 2 0 .0 0 A ........................... 55 3 8 .5 2 2 8 .5 0 M A N U F A C T U R IN G ................... N O N M AN U FA C TU R IN G .............. ................. 86 3A 52 3 9 .0 3 9 .5 3 9 .0 2 2 5 .5 0 2 1 0 .0 0 2 3 5 .0 0 117 71 *6 3 9 .0 8 0 .0 3 8 .0 2 0 8 .5 0 2 2 9 .5 0 1 7 6 .0 0 S ECR ETAR IES# C LASS 0 .......................... M A N U F A C T U R I N G . . . . . . . . . . . ................ 10 A 66 38 3 9 .5 8 0 .0 3 9 .0 1 8 5 .0 0 1 9 0 .0 0 1 7 5 .5 0 SECR ETAR IES# C LA SS E .......................... NONMANUFACTURING......... • • • • • • • • • • • 78 55 3 8 .5 3 7 .5 1 6 9 .0 0 1 6 2 .0 0 S T E N O G R A P H E R S ........ . . . . . . . . . . . . . . MANUFACTURING ....................................... NON M ANU FACTURIN G ................................. 113 52 61 3 9 .0 3 9 .5 3 8 .0 1 9 7 .5 0 2 1 9 .0 0 1 7 9 .5 0 87 8 0 .0 2 6 0 .0 0 SECR ETAR IES# C LASS C . . . . . . . . . . . . . STENOGRAPHERS# G E N E R A L .. . . . . . . . . . N O N M AN UFA C TUR IN G .......... • • • • • .......... TR A N S C R IB IN G -M A C H IN E M A N U FA C T U R IN G . • 66 88 3 8 .0 3 7 .5 FILE Weekly earnings1 (standard) (standard) Weekly e armings1 (standard) COMPUTER SYSTEMS ANALYSTS 3 7 .0 1 1 5 .0 0 3 9 .0 1 3 5 .0 0 COMPUTER SYSTEMS ANALYSTS 3 .5 CUnr U 1L. f\ j T J 1L n 181 85 56 3 9 .5 3 9 .5 3 0 .5 1 5 7 .5 0 1 6 0 .0 0 1 5 3 .0 0 128 89 3 8 .5 3 9 .0 1 5 7 .0 0 1 6 8 .5 0 t 6a-? 1 /. 521 18-p 3 8 .5 1 5 8 .5 0 258 33 3 8 .0 1 "3 * "0 1 4 0 .0 0 127 3 8 .5 1 6 8 .5 0 3 8 .0 i-T7 "nn l 5* 1 5 8 .5 0 827 3 9 .0 1 5 5 .5 0 .................... 1 6 3 .5 0 1 6 5 .0 0 1 5 9 .0 0 42 3^*6 3 9 .5 1 8 1 .5 0 30 8 0 .0 1 8 9 .5 0 95 3 9 .0 3 9 .0 80 3 9 .5 1 8 8 .5 0 1 5 8 .5 0 1 8 5 .0 0 1 8 3 .5 0 2 1 7 .0 0 2 2 3 .5 0 T Y P IS T S * C LA SS B................................... 189 11A 35 3 9 .5 3 9 .5 3 9 .0 1 8 8 .5 0 1 4 5 .0 0 1 8 1 .5 0 104 80 3 7 .5 3 7 .0 1 2 1 .5 0 1 1 8 .0 0 3 mi * 161 3 8 .5 2 7 7 .0 0 113 3 0 .0 2 7 5 .5 0 (B U S IN E S S I* 2 7 2 .5 0 2 7 9 .0 0 2 6 6 .0 0 COMPUTER PROGRAMMERS CBUSINESS1* 2 0 1 .5 0 1 9 8 .5 0 C LASS C . . . . . . 3 8 .0 3 8 .0 8 0 .0 8 0 .0 COMPUTER PROGRAMMERS COMPUTER OPERATORS# 3 9 .5 3 9 .5 3 9 .5 53 38 * COMPUTER PROGRAMMERS C B U S IN E S S ). . . . 2 1 2 .0 0 2 3 0 .5 0 2 0 7 .0 0 32 A........... • • • • ............... 8 9 6 .0 0 ANAL. 2 1 8 .0 0 2 1 2 .5 0 202 152 50 CLASS J on on T Y P I S T S .. . . . . . • • • • • • • O c c u p a tio n , s e x . 3 and in d u s t ry d iv is io n Number of workers PR O FES SIO N AL AND TEC HN IC AL OCCUPATIONS - MEN C LE R K S— CONTINUED 1 5 3 .5 0 1 5 1 .0 0 T Y P IS T S * 1 5 9 .0 0 1 5 9 .0 0 2 3 6 .0 0 2 5 6 .0 0 1 9 8 .0 0 2 9 3 .0 0 3 0 7 .5 0 2 8 8 .0 0 2 5 7 .5 0 KEY ENTRY OPERATORS* CLASS 2 2 3 .0 0 2 8 2 .5 0 1 8 7 .0 0 1-pfl See fo o tn o te s at end o f ta b le s . Weekly hours (standard) Averaae (m ean2 ) T * 8 0 9 .0 0 8 1 9 .5 0 3 9 .0 3 9 .5 3 8 .5 8 0 .0 C LA S S sex, 3 and in d u s t r y d iv is io n 63 MO 233 207 62 SECRETARIES# O c c u p a tio n , “ O F F IC E OCCUPATIONS WOMEN— CONTINUED 51 S E C R E T A R I E S .. . . . . . . . . . . . . . . . . . . . . . . M A N U F A C T U R I N G . . . . . . . . . . . . . . ......... Average (m ean2 ) Number of workers 7 2 9 9 .5 0 2 8 8 .0 0 Table A-3. Average weekly earnings of office, professional, and technical workers, by sex. Northeast Pennsylvania, August 1979— Continued A venge (m ean'*) O c c u p a tio n , s e x , 3 and in d u s t r y d iv is io n Number at w o * en Week hr hour* (standard) Weekly earnings1 (standard) ELEC TRO N IC S T E C H N IC IA N S — CONTINUED A. 29 4 0 .0 * 3 0 7 .5 0 ELEC T R O N IC S T E C H N IC IA N S t CLASS B . HANUF AC TUR ING ....................................... 2 10 127 3 9 .5 3 9 .5 2 9 9 .0 0 2 8 2 .0 0 E LEC T R O N IC S TEC HN IC IAN S^ CLASS O c c u p a tio n , s e x , 3 and in d u s t r y d iv is io n Weekly earnings1 (standard) 70 3 8 .0 COHPUTER PROGRAHHERS ( B U S IN E S S )• CLASS B . . . . . ......................................... 29 3 8 .5 2 5 3 .5 0 COHPUTER PROGRAHHERS ( B U S IN E S S ) t CLASS C.................................................... 28 3 7 .5 2 1 6 .0 0 8 O c c u p a tio n , s e x . 3 and in d u s t r y d iv is io n Number of workers Weekly hours (standard) Weekly earnings1 (standard) 61 43 3 8 .5 3 7 .5 $ 2 0 7 .5 0 2 1 0 .5 0 NONMANUFACTURING................................. 25 3 8 .0 1 9 9 .0 0 REG ISTERED IN D U S T R IA L N UR SES.............. MANUFACTURING........................................ 35 30 4 0 .0 4 0 .0 2 5 2 .5 0 2 6 1 .5 0 PR O FES SIO N AL OCCUPATIONS - COHPUTER PROGRAHHERS ( B U S I N E S S ) . . . . See fo o tn o te s a t end o f ta b le s . Weekly hours r (standard] PR O FES SIO N AL AND TEC H N IC AL OCCUPATIONS - UOHEN PR O FES SIO N AL AND TECHN ICAL OCCUPATIONS - HEN— CONTINUED Average (m ea n 2 ) Average (m ean2 ) Number of workers AND T EC H N IC AL WOMEN— CONTINUED $ 2 5 0 .5 0 COHPUTER O PER AJO R S................................... NONHANUFACTURING................................. Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers. Northeast Pennsylvania, August 1979 Hourly earnings * NUMBER OF WORKERS R E C E IV IN G S T R A I6 H T —TIME HOURLY EARNINGS (IN D O LLARS) OF— Number O c c u p a tio n an d in d u s t r y d iv is io n 2 .6 0 2 . 7 0 AND UNDER 2 .7 0 2 .8 0 of workers Mean 2 Median2 Middle range 2 M AINTENANCE C AR PEN TER S........................... M ANUFACTURING........................................ 50 26 $ 6 .3 2 6 .8 2 $ 6 .0 2 6 .7 7 M AINTENANCE E L E C T R IC IA N S ...................... M A N U FA C T U R IN G ....................................... NONMANUFACTURING................................. 196 155 41 7 .3 0 7 .1 9 7 .7 2 7 .1 6 7 .0 9 7 .5 8 6 .5 0 6 .5 0 5 .5 3 - 7 .7 6 7 .2 6 1 0 .0 8 - 26 5 .4 3 5 .1 3 4 .9 8 - 5 .3 5 - M AINTENANCE M A C H IN IS T S ........................... M A N U FA C T U R IN G ....................................... 205 203 7 .0 9 7 .0 8 7 .1 6 7 .1 6 6 .5 9 6 .5 9 - 7 .7 6 7 .7 6 M AINTENANCE MECHANICS ( M A C H IN E R Y !. . MANUFACTURING........................................ 297 291 6 .6 5 6 .6 3 6 .3 0 6 .3 0 6 .0 0 6 .0 0 - 6 .9 9 6 .9 9 MAINTENANCE MECHANICS (MOTOR V E H I C L E S ! . . . . . ........... ............... M A N U FA C T U R IN G ...................................... NONHANUFACTURING................................. P U B L IC U T I L I T I E S . . . . . . . .............. 230 49 181 160 8 .2 3 6 .4 6 8 .7 1 8 .9 3 8 .8 2 5 .9 7 9 .8 4 1 0 .1 8 25 8 .4 0 7 .7 6 6 .5 0 - 1 0 .3 9 - 5 .3 0 5 .2 5 - M AINTENANCE M AINTENANCE P A IN T E R S ............................... P I P E F I T T E R S ......................... $ 5 . 3 5 - $ 7 .5 7 6 .1 8 7 .5 7 6 . 3 0 - 1 0 .1 8 5 .9 1 6 .4 5 7 . 5 8 - 1 0 .1 8 7 . 6 1 - 1 0 .3 3 2 .9 0 3 .0 0 3 .2 0 3 .4 0 3 .6 0 3 .8 0 4 .0 0 4 .2 0 4 .7 0 5 .2 0 5 .7 0 6 .2 0 6 .7 0 7 .2 0 7 .7 0 8 .2 0 8 .7 0 9 .2 0 2 .9 0 3 .0 0 3 .2 0 3 .4 0 3 .6 0 3 .8 0 4 .0 0 4 .2 0 4 .7 0 5 .2 0 5 .7 0 6 .2 0 6 .7 0 7 .2 0 7 .7 0 8 .2 0 8 .7 0 9 .2 0 9 .7 0 1 0 .2 0 1 0 .7 0 1 - 1 * 1 - - - 5 - 16 5 3 2 5 5 2 2 10 10 2 2 - - - - - - - - 49 49 24 24 1 19 - - - - 15 13 2 _ “ 5 5 - 35 35 * 26 12 14 - - 1 - - 6 3 - - - - - - - - - - - - - - - - - - - - - - - _ - - - * - - ~ _ _ - - - _ - - - - - - ~ - - 1 1 * - - - “ “ ~ - - - * M AINTENANCE TRAOES H E L P E R S .................. M ANUFACTURING....................................... 35 26 5 .2 3 5 .0 7 5 .2 5 5 .2 1 4 .8 5 4 .8 4 - M A CH IN E-TO O L OPERATORS (T O O L R O O M ).. M ANUFACTURING........................................ 83 83 6 .5 7 6 .5 7 6 .7 5 6 .7 5 6 .3 6 6 .3 6 - 6 .8 3 6 .8 3 - - * “ TOOL AND O IE MAKERS................................. M A N U FA C T U R IN G ...................................... 205 205 8 .2 1 8 .2 1 7 .9 7 7 .9 7 7 .4 3 7 .4 3 - 8 .0 1 8 .0 1 - - - - - - * - B O IL E R T E N D E R S .......................................... MANUFACTURING ........................................ 80 60 5 .0 5 5 .7 5 5 .8 3 5 .8 3 3 .7 8 5 .8 3 - 5 .8 3 5 .8 3 10 - - 5 - - - 2 2 2 _ - 2 2 2 - - - - 9 - - - - - - - 8 3 5 - 5 9 2 2 - - - - — 22 22 24 21 48 48 48 47 4 43 43 1 1 - - _ 47 47 11 11 83 81 _ 7 7 37 37 94 94 32 32 85 85 14 8 4 4 17 10 7 6 29 23 6 6 17 4 13 19 7 12 12 13 10 1 9 5 - 1 1 6 - - 4 - - - 12 7 - _ - - - - - - ~ * * 1 1 - 1 - - - - 1 - 2 2 _ _ - 2 2 - - 40 40 - 2 2 - 1 13 13 1 1 1 - - 19 - 10 10 - - - - 14 14 - - - - 2 4 - _ * 5 _ _ - See fo o tn o te s at end o f ta b le s . - - - 9 .7 0 1 0 .2 0 2 .8 0 _ 13 13 11 11 13 13 - 7 7 1 1 3 3 21 21 42 42 4 4 5 5 _ _ - - 4 4 2 2 5 5 25 25 23 23 104 104 4 4 2 2 42 42 5 5 3 3 _ - - - - 24 - - - “ * - - - 42 42 - - - - Table A-5. Hourly earnings of material movement and custodial workers, Northeast Pennsylvania, August 1979 Hourly earnings 4 O c c u p a tio n and in d u s t r y d iv is io n Number of workers Mean 2 Median2 NUMBER OF WORKERS R E C E IV IN G $ 6 . 1 5 - $ 1 0 .1 9 5 .0 7 6 .4 6 6 .2 0 - 1 0 .1 9 1 0 .1 9 - 1 0 .2 9 5 .6 0 6 .0 0 6 .4 0 6 .8 0 7 .2 0 7 .6 0 8 .0 0 8 .4 0 8 .8 0 9 .2 0 8 .8 0 9 .2 0 9 .6 0 1 0 .0 0 1 0 . 4 0 - 95 30 65 6 3 .8 0 4 .0 0 4 .2 0 4 .4 0 4 .8 0 5 .2 0 5 .6 0 6 .0 0 6 .4 0 6 .8 0 7 .2 0 7 .6 0 8 .0 0 8 .4 0 2 2 “ 1 8 5 3 9 7 2 6 4 2 11 11 5 5 - 56 43 13 40 30 10 “ 50 34 16 1 24 18 6 - 3 71 106 2 65 - 54 45 9 - 60 34 26 4 14 - 1 14 14 4 4 4 11 - 2 2 _ - 1 6 6 - 22 12 8 8 30 24 8 8 9 9 - _ - 3 - _ * 7 6 _ - 1 1 4 4 - - 5 5 “* 7 4 3 7 7 6 6 44 34 10 12 3 9 36 30 6 2 - “ 13 10 3 18 18 “ 5 5 ~ 32 32 8 4 4 _ - _ _ - _ - 3 171 5 166 - - - - 9 9 “ 11 1 10 4 4 147 58 89 * 10 10 - _ - 4 4 4 11 - - 13 13 _ _ _ _ - - - - TRUC KD RIVERS . L IG H T TRUCK................ M A N U F A C T U R I N G .. .. .............................. 218 105 7 .7 6 6 .1 4 8 .9 0 5 .5 5 5 .2 6 4 .8 0 - 1 0 .1 8 8 .9 0 T R U C KD RIVERS . MEDIUM TRUCK.............. MANUFACTURING....................................... NON MANUFACTURING................................ 197 98 99 7 .3 3 6 .0 8 8 .5 7 6 .6 1 6 .3 5 1 0 .1 9 6 .1 3 5 .3 6 6 .4 0 - 1 0 .1 9 7 .1 6 1 0 .1 9 - TRUC KD RIVERS . HEAVY TRUCK................ MANUFACTURING....................................... N O N H A N U F A C T U R I N G . . . . . . . . . . ............ 289 74 215 6 .3 7 5 .6 3 6 .6 2 6 .2 0 6 .3 1 6 .2 0 6 .1 5 4 .7 5 6 .1 5 - 6 .4 6 6 .6 3 6 .2 0 - * 1 T RU C KO R IVER S. T R A C T O R - T R A I L E R . . . . MANUFACTURING....................................... NONHANUFACTURING................................. P U B L IC U T I L I T I E S . . . ...................... 478 86 392 230 8 .3 3 6 .0 9 8 .8 2 1 0 .2 1 8 .8 6 6 .3 5 1 0 .1 9 1 0 .2 4 6 .2 0 6 .1 0 6 .2 4 1 0 .1 9 - 1 0 .1 9 6 .3 5 1 0 .2 8 1 0 .2 8 — - - - - - - - S H IP P E R S ................. ...................................... MANUFACTURING....................................... 147 97 5 .6 4 5 .4 0 6 .2 0 5 .4 8 5 .2 6 4 .3 0 - 6 .3 3 6 .3 5 - R E C E IV E R S ...................................................... MANUFACTURING....................................... NONHANUFACTURING........... ..................... 143 73 70 5 .2 8 5 .0 6 5 .5 1 5 .4 5 5 .1 9 6 .1 3 4 .4 5 4 .3 5 4 .7 5 - 6 .2 0 5 .7 6 6 .2 0 6 6 S H IP P E R S AND R E C E IV E R S .......................... MANUFACTURING....................................... N O N H A N U F A C T U R I N G . . . . . . . . . . ........... 78 52 26 5 .9 3 6 .0 4 5 .7 0 6 .1 0 6 .1 8 6 .1 0 5 .4 9 5 .5 8 5 .2 0 - 6 .3 9 6 .3 9 6 .2 0 - WAREHOUSEMEN................................................ MANUFACTURING....................................... NONMANUFACTURING.................. .............. P U B L IC U T I L I T I E S ............................. 595 321 274 56 5 .8 7 5 .4 3 6 .3 7 6 .9 7 5 .9 6 5 .6 6 6 .4 6 7 .0 6 5 .4 5 4 .8 5 5 .9 6 5 .5 4 - 6 .4 6 6 .3 3 6 .4 6 7 .1 4 1 1 - 5 4 1 ORDER F I L L E R S .............................................. MANUFACTURING....................................... NONHANUFACTURING................................ 539 173 366 5 .4 5 4 .8 6 5 .7 3 5 .2 7 4 .9 5 6 .2 0 4 .7 1 4 .3 5 4 .7 1 - 6 .2 0 5 .4 8 6 .2 0 - - S H IP P IN 6 PACK ER S....................................... MANUFACTURING............................... .. 339 335 5 .1 0 5 .1 2 5 .4 8 5 .4 8 4 .3 5 4 .3 5 - 5 .5 7 5 .5 7 3 4 4 3 3 M A TER IA L HANOLING LAB O R ER S .................. M A N U FA C T U R IN G ..................................... N O NM ANUFACTURING............................... 1 .4 3 3 374 1 .0 5 9 7 .5 2 5 .1 6 8 .3 5 6 .2 0 5 .5 5 1 0 .1 9 5 .8 3 4 .3 0 6 .0 7 - 1 0 .2 3 5 .8 3 1 0 .2 3 24 16 8 28 28 24 3 21 - - - 1 8 5 3 1 1 1 1 8 8 - 1 1 - 4 4 1 - - 1 1 5 5 “ - - - - 3 - 8 8 - 14 14 7 7 2 2 18 17 6 6 62 17 25 22 7 6 1 6 4 2 8 6 2 22 12 10 9 7 2 14 14 * 8 7 1 39 3 36 13 10 3 - 1 3 3 * 1 3 3 “ - 1 “ “ 22 12 10 7 7 ~ 28 18 10 2 2 - 2 2 1 1 19 19 16 16 “ 19 19 - 13 13 55 52 3 3 52 32 20 12 147 56 91 58 53 5 2 151 51 100 - 45 2 43 28 5 5 5 138 19 119 18 18 “ 45 45 27 27 “ 136 1 - 56 14 42 - 2 2 ~ 2 2 3 3 43 43 “ 2 1 22 22 12 12 23 23 28 28 - 10 10 183 183 49 49 3 3 11 4 7 13 12 1 5 4 1 52 52 77 16 61 40 40 36 36 93 92 1 - 10 - _ - - _ _ - - 434 434 434 _ - - _ - 6 - _ _ - - - 54 - - - 6 * - 54 24 _ 24 _ _ _ - - - - _ - - 35 35 - - - 1 1 _ _ _ _ - - - - 30 30 _ _ - 11 - 92 - 12 12 226 _ 226 226 2 1 2 _ _ _ _ _ _ - - - - - - - _ _ 2 1 2 - - - - ~ - 10 8 2 1 1 - _ _ _ - - - - - - _ _ 20 - - - - 20 _ _ _ - ~ 380 48 3 32 3 3 136 _ - - 9 .6 0 1 0 .0 0 _ 2 1 1 - - 1 1 11 - - 1 1 See fo o tn o te s at end o f ta b le s . 5 .2 0 3 .6 0 $ 6 .7 3 6 .1 8 8 .8 6 1 0 .1 9 - 4 .8 0 3 .4 0 $ 7 .6 7 5 .9 9 8 .3 8 1 0 .1 0 - OF — 4 .4 0 3 .6 0 1 .2 5 5 374 881 463 - OOLLARSI 4 .2 0 3 .4 0 T RU C KD RIVERS...................... ......................... MANUFACTURING....................................... NONMANUFACTURING................................ P U B L IC U T I L I T I E S . . . ...................... - (IN 4 .0 0 3 .2 0 2 .8 0 3 .0 0 A NO UNDER 3 .0 0 3 .2 0 Middle range 2 S T R A IG H T - TIM E HOURLY EARNIN6S 3 .8 0 - - _ - - - - - - _ _ _ - _ _ 6 - - - - - - - - - - - - - - - 6 6 - - - _ _ 49 - - - - 49 - - - _ _ - - - _ 3 - - 5 5 3 _ - _ 12 12 - _ _ _ - _ - - - _ _ - - - - _ _ _ 624 - - _ 624 Table A-5. Hourly earnings of material movement and custodial workers, Northeast Pennsylvania, August 1979— Continued NUMBER OF UORKERS R E C E IV IN G STRAIG HT - T IM E Hourly earnings * O c c u p a tio n and in d u s t r y d iv is io n Number of workers Mean 2 Median2 Middle range 2 .8 0 3 .0 0 AND UNDER 3 .0 0 3 .2 0 2 F O R K L I F T OPERATORS.................................... M ANUFACTURING........................................ 732 467 $ 6 .0 8 5 .8 3 6 .5 3 $ 6 .1 0 6 .0 2 $ 5 .6 2 4 .9 2 - $ 6 .2 0 6 .1 3 - GUARDS.......................... .................................. MANUFACTURING........................................ NONMANUFACTURING.................. ............... *7* 74 400 3 .5 2 4 .7 8 3 .2 9 3 .0 0 4 .7 7 3 .0 0 2 .9 5 4 .2 0 2 .9 0 - 4 .1 4 5 .2 6 3 .5 8 168 168 GUARDS. C LASS 8 ...................................... MANUFACTURING........................................ N O N M A N U F A C T U R IN G .............. ............... 406 66 340 3 .4 0 4 .7 2 3 .1 5 3 .0 0 4 .6 1 3 .0 0 2 .9 0 4 .1 3 2 .9 0 - 3 .5 6 5 .2 6 3 .0 5 J A N I T O R S . P O R T E R S . AND C L E A N E R S . . . . M A N U F A C T U R IN G ... ........................ .. . . . NONMANUFACTURING.................. ............... P U B L IC U T I L I T I E S . . . ...................... 1 .0 3 1 457 574 42 4 .3 1 5 .1 2 3 .6 7 6 .2 2 3 .9 5 5 .0 3 3 .0 4 6 .4 9 3 .0 0 4 .1 5 2 .9 0 6 .0 1 - 5 .2 3 5 .8 3 4 .1 5 6 .4 9 DOLLARS! OF — 3 .4 0 3 .6 0 3 .8 0 4 .0 0 4 .2 0 4 .4 0 4 .8 0 5 .2 0 5 .6 0 6 .0 0 6 .4 0 6 .8 0 7 .2 0 7 .6 0 8 .0 0 8 .4 0 8 .8 0 9 .2 0 9 . 6 0 1 0 . 0 0 3 .4 0 3 .6 0 3 .8 0 4 .0 0 4 .2 0 4 .4 0 4 .8 0 5 .2 0 5 .6 0 6 .0 0 6 .4 0 6 .8 0 7 .2 0 7 .6 0 8 .0 0 * 8 .4 0 8 .8 0 9 .2 0 9 .6 0 1 0 . 0 0 1 0 .4 0 17 9 8 5 5 86 32 54 * * - - 1 1 13 13 104 82 46 46 13 13 62 62 3 55 175 180 15 15 9 8 17 2 15 65 5 60 27 10 17 13 9 4 15 12 3 9 9 “ 6 6 6 6 “ 2 2 - 1 1 - 14 2 12 13 4 9 26 10 16 13 9 4 12 10 2 7 7 - 3 3 ~ 6 6 2 2 38 20 18 19 16 3 1 45 26 19 69 41 28 67 50 17 3 67 59 8 1 31 27 4 113 92 21 3 10 6 4 3 - 6 6 ~ 105 5 100 14 14 24 5 19 1 1 “ 168 168 105 5 100 13 13 21 5 16 254 16 238 111 26 85 2 65 10 55 32 4 28 See fo o tn o te s a t end o f ta b le s . (IN 3 .2 0 - - HOURLY EARNINGS 11 47 13 34 22 - - 4 4 4 _ 1 1 1 1 * 1 1 1 1 * - - - * - - 1 1 1 46 96 - - 5 5 - - - - — — - - - “ - - - - - “ - * 6 6 1 1 1 1 Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex, Northeast Pennsylvania, August 1979 O c c u p a tio n , se x, 3 and in d u s t r y d iv is io n M AIN TEN A N C E. TOOLROOM. PO UERPLAN T O CCUPATIO NS - Number of woikers Average (mean2 ) hourly earnings4 O c c u p a tio n , AND MEN MAINTENANCE C A R PEN T ER S ........... ... ............ MANUFACTURING........................................ s e x , 3 and in d u s t ry d iv is io n Average (m ean2 ) hourly earnings 4 M A TER IAL MOVEMENT AND CUSTODIAL OCCUPATIONS - HEN— CONTINUED 50 26 S 6 .3 2 6 .8 2 TRUC K D R IV E R S — CONTINUED 478 86 * 8 .3 3 6 .0 9 230 1 0 .2 1 MANUFACTURING....................................... 142 96 5 .6 3 5 .4 0 MANUFACTURING ................................................................ NONMANUFACTURING .................................................... 139 72 67 5 .2 7 5 .0 8 5 .4 7 78 52 26 5 .9 3 6 .0 4 5 .7 0 583 31% 269 56 5 .8 7 5 .4 4 6 .3 7 6 .9 7 393 154 5 .8 5 4 .7 9 268 26% 5 .2 3 5 .2 7 NONMANUFACTURING................................ 1*%16 369 1 .0 4 7 7 .5 4 5 .1 3 8 .3 9 F O R K L IF T O PERATORS.................................. MANUFACTURING....................................... NONMANUFACTURING..................... ............ 727 462 265 6 .0 7 5 .8 0 6 .5 3 466 74 392 3 .5 3 4 .7 8 3 .2 9 .. ..................................... 399 66 333 3 .4 1 4 .7 2 3 .1 5 PO R TE R S . AND C L E A N E R S . . . . 731 413 36 4 .6 9 5 .1 5 6 .3 8 S H IP P IN G PA C K ER S ....................................... MANUFACTURING....................................... 71 71 4 .6 0 4 .6 0 JA N ITO R S * PORTERS* ANO C LEAN ER S: MANUFACTURING....................................... 44 4 .8 9 TRUCKDRIVERS* MAINTENANCE Number of woikers E L E C T R IC IA N S ..........• T R A C T O R -T R A IL E R . . . . 7 .3 0 155 26 5 .4 3 M A C H IN IS T S ......................... 205 203 7 .0 9 7 .0 8 MAINTENANCE MECHANICS ( M A C H I N E R Y ) .. MANUFACTURING ................................................................. 296 2 90 6 .6 5 6 .6 3 MAINTENANCE MAINTENANCE S H IP P E R S AND R E C E IV E R S .......................... MANUFACTURING....................................... MECHANICS MANUFACTURING........................................ 99 6 .4 6 160 8 .9 3 N O N H A N U F A C T U R I N G . . . . . . . . . . ........... 25 5 .2 3 M A CH IN E-TOO L OPERATORS (T O O L R O O M ).. 83 6 .5 7 S H IP P IN G PA CK ER S....................................... 205 8 .2 1 B O IL E R TEN D ERS............................................ 79 5 .0 6 M A TER IAL MOVEMENT AND CUSTODIAL OCCUPATIO NS - HEN 7 .6 7 P U B L IC U T I L I T I E S ............................. 462 1 0 .1 0 GUARDS* C LASS T R U C K ....... 195 7 .3 3 T R U C K D R IV E R S . HEAVY TRUCK .......................... MANUFACTURING ....................... ..................... N O N H A N U FA CTU R IN G . . . . . . . . . . . . . . . . 289 74 215 6 .3 7 5 .6 3 6 .6 2 TR U C K O R IVER S. MEDIUM JA N IT O R S . M A TER IAL MOVEMENT AND CUSTODIAL OCCUPATIONS - UOMEN See fo o tn o te s a t end o f ta b le s . 12 Table A-7. Percent increases in average hourly earnings for selected occupational groups. Northeast Pennsylvania, for selected periods In d u s tr y and o c c u p a tio n a l group 5 A l l in d u s t r ie s : O ffic e c l e r i c a l ___________________________________ E l e c t r o n i c data p r o c e s s in g _______________________ I n d u s t r ia l n u r s e s ________________________________ S k ille d m a in te n a n ce tr a d e s ______ ____ __ ____ U n s k ille d p la n t w o r k e r s . ______________________ M a n u fa c tu r in g : O ffic e c l e r i c a l ___________________________________ E l e c t r o n i c data p r o c e s s in g _______________________ I n d u s t r ia l n u rs e s S k ille d m a in te n a n c e tr a d e s _______________________ U n s k ille d p la n t w o r k e r s __________________________ N o n m a n u fa c tu rin g : O ffic e c l e r i c a l ______________________________ __ E l e c t r o n i c data p r o c e s s in g . _______ *___ _______ I n d u s t r ia l n u r s e s ________________________________ U n s k ille d p la n t w o r k e r s . _______ .. __________ A u g u s t 1974 A u g u s t 1975 A u g u s t 1976 A u g u s t 1977 to to to to to A u g u s t 1975 A u g u s t 1976 A u g u s t 1977 A u g u s t 1978 A u g u s t 1979 6.7 10.0 7.4 (6 ) 7.1 6.6 7.6 (6 ) 7.6 6.4 7.4 (6 ) 9.3 10.4 8.8 6.8 6.2 7.8 8.0 8.5 A u g u s t 1978 6.1 6.4 10.0 7.0 8.2 8.1 7.3 8.5 7.0 7.0 (6 ) 6.5 7.2 8.3 (6 ) 8.0 6.1 6.6 (6 ) 9.8 10.5 10.6 (6 ) 8.5 8.1 7.3 (6 ) 10.3 7.0 5.9 5.9 11.9 (‘ ) (6 ) 8.0 6.7 6.7 4.5 (?) (‘ ) 7.3 (6 ) (6 ) 9.3 (6 ) (6 ) 9.6 (‘ ) (6 ) 6.8 See fo o tn o te s at end o f ta b le s. N O TE: A r e v is e d d e s c r ip t io n fo r c o m p u te r o p e r a t o r s is b e in g in tr o d u c e d in th is a r e a in 1979. T h e r e v is e d d e s c r ip t io n is not c o n s id e r e d e q u iv a le n t to the p r e v io u s d e s c r ip t io n . T h e r e fo r e , th e e a rn in g s o f c o m p u te r o p e r a t o r s a r e n o t u se d in c o m p u tin g p e r c e n t in c r e a s e s f o r the e le c t r o n ic data p r o c e s s in g gro up. 13 Table A-8. Average pay relationships within establishments for white-collar occupations, Northeast Pennsylvania, August 1979 O ffic e c l e r i c a l o c c u p a tio n b e in g c o m p a re d — O c c u p a tio n w h ic h e q u a ls 100 SE C R ET A R IES * C LASS A.................... S E C R E T A R IE S . C LA SS B.................... S E C R E T A R IE S . C LASS C.................... S E C R E T A R IE S . C LASS 0 .................... S E C R E T A R IE S . C LASS E .................... STENOGRAPHERS. SE N IO R .............. .... STENOGRAPHERS* G E N E R A L ............... TRA N S C R IB IN G -H A C H IN E T Y P I S T S . . T Y P I S T S . C LASS A............................. T Y P I S T S . C LASS B . .......................... F I L E C L E R K S . C LASS C . . . .............. M E S S E N G E R S ...................................... SWITCHBOARD O P E R A T O R S . . . . . . . . . SWITCHBOARD OPERATORR E C E P T IO N IS T S ................................. ORDER C L E R K S . CLASS B.............. .. ACCOUNTING C LE R K S . CLASS A . . . . ACCOUNTING C L E R K S . CLASS B . . . . PA YR O LL C LE R K S ................................. KEY EN TRY O PERATORS. C LA SS B . . S te n o g ra p h e rs S e c r e ta rie s C la ss A C la s s B C la ss C C la ss D 100 106 119 125 (6 ) (6 ) (61 137 (6 ) 149 168 157 138 100 114 126 122 (6 ) 137 132 148 146 156 150 136 100 114 117 120 (6 ) 110 124 137 147 145 109 131 (6 ) (6 ) 152 132 145 135 142 106 146 120 138 124 108 108 129 109 124 T ran C la ss E S e n io r G en eral 100 100 (6 ) (6 ) 100 110 125 136 128 117 10 0 <6> (6 » (6 ) 116 122 14 2 133 (6 ) 100 (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (61 114 110 97 120 98 114 117 (61 101 118 97 117 (6 ) (6 ) (61 (6 ) (61 (6 ) S w itc h T y p is ts sc r ib in g - F i l e c le r ic s , M e ssen m a c h in e c la s s C g ers C la ss B S w itc h b o ard O rd er b oard o p erato r- c le r k s , recep c la s s B o p erato rs t y p is t s C la ss A 100 (6 ) (6 ) (61 125 129 (61 100 (6 ) 117 119 (61 89 100 (6 ) (6 ) (61 (61 100 105 114 91 100 100 84 100 83 100 96 101 100 114 86 104 94 87 (61 111 100 111 100 (61 94 105 86 95 91 76 82 98 81 98 85 83 70 90 76 88 82 (61 86 100 87 94 119 (61 87 102 90 125 t i o n is t s 100 97 82 104 98 111 100 82 98 120 A c c o u n t in g c le r k s K e y e n try P a y r o ll c le r k s C la ss A C la s s B 100 135 102 120 100 86 97 100 116 o p erato rs, c la s s B 100 P r o f e s s io n a l and t e c h n ic a l o c c u p a tio n b e in g co m p a re d — C o m p u te r s y s te m s a n a ly s ts C o m p u te r p ro gram m ers (b ittin e ss ) (b u sin e ss) C la s s A COMPUTER SYSTEMS ANALYSTS (B U S IN E S S ) . C LASS A.................... COMPUTER SYSTEMS ANALYSTS (B U S IN E S S ) . CLASS B .................. .. COMPUTER PROGRAMMERS (B U S IN E S S ) . CLASS B.................... COMPUTER PROGRAMMERS ( B U S IN E S S ) . C LASS C.................. .. COMPUTER OPERATORS. CLASS A . . . COMPUTER OPERATORS. CLASS B . . . COMPUTER OPERATORS. CLASS C . . . D R A FTER S. CLASS A ........................ .. O R A FTERS . CLASS B . . . ................ .. D R AFT ER S. CLASS C .......................... D R AFT ER S. CLASS 0 ........................ .. ELEC TRO N IC S T E C H N IC IA N S . CLASS A.............................................. ELEC TRO N IC S T E C H N IC IA N S . CLASS B ............................................. R E 6 IS T E R E 0 IN D U S T R IA L N U R S E S .. C la ss B C la ss B C la s s C D ra fte rs C o m p u te r o p erato rs C la ss A C la ss B C la ss C C la ss A C la s s B E le c tr o n ic s te c h n ic ia n s C la ss C C la ss D C la s s A C la s s B R e g ist e r e d n u rses 100 (6 ) 100 196 145 100 (6 ) (6 ) 242 (6 ) (6 ) (6 ) (6 ) (6 ) 175 (6) 186 (6 ) (6) 145 (6 ) (6 ) 122 103 133 144 102 124 136 163 (6 ) (6 ) (6 ) (6 ) (6 ) 153 102 (6 ) 128 100 (6 ) 108 (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) 100 126 (6 ) (6 ) (6 ) (6 ) (6 ) 100 122 78 89 121 (6 ) (6 ) 80 (6 ) 125 79 90 100 (6 ) 78 (6 ) (6 ) 100 115 131 162 100 119 149 100 120 100 (6 ) 102 82 (6 ) (6 ) 100 (6 ) 137 98 110 69 103 (6 ) (6 ) (6 ) 128 (6 ) 100 100 108 100 See fo o tn o te at end o f ta b le s . N O T E : T a b le s A - 8 and A - 9 p r e s e n t the a v e ra g e p ay r e la t io n s h ip b e tw e e n p a ir s o f o c c u p a tio n s w it h in e s ta b lis h m e n ts . F o r e x a m p le , a v a lu e o f 122 in d ic a t e s th a t e a rn in g s fo r the o c c u p a tio n d ir e c t ly above in the h e a d in g a re 22 p e r c e n t g r e a te r th an e a rn in g s fo r the o c c u p a tio n d ir e c t ly to the le f t in the stub. S i m i la r ly , a v a lu e o f 85 in d ic a t e s e a rn in g s fo r the o c c u p a tio n in the h eading a re 15 p e r c e n t b e lo w e a rn in g s fo r the o c c u p a tio n in the stub. See a p p en d ix A fo r m e th o d o f co m p u ta tio n . 14 Table A-9. Average pay relationships within establishments for blue-collar occupations Northeast Pennsylvania, August 1979 M a in te n a n c e , t o o lr o o m , and p o w e rp la n t o c c u p a tio n b e in g c o m p a re d — O c c u p a tio n w h ic h e q u a ls 100 M e c h a n ic s C a rp e n te rs E le c tr ic ia n s P a in te rs P ip e fitte r s M a c h in e ry MAINTENANCE C A R PEN T ER S ................ MAINTENANCE E L E C T R I C I A N S . . . . . . MAINTENANCE P A I N T E R S ................. .. MAINTENANCE M A C H IN IS T S ................ MAINTENANCE MECHANICS (M A C H IN E R Y )..................................... MAINTENANCE MECHANICS (MOTOR V E H I C L E S ) . . . . ............ MAINTENANCE P I P E F I T T E R S .............. MAINTENANCE TRADES H E L P E R S . . . . M A CH IN E-TOO L OPERATORS (TO O LRO O M )........................................ TOOL AND D IE M A K E R S .................... B O IL E R T EN D ERS........... ..................... M a c h in e -to o l M a c h in is ts T r a d e s h e lp e r s o p erato rs • T o o l a n d d ie m a k e rs B o i l e r te n d e r s (t o o lro o m ) M o to r v e h ic le s 100 100 106 98 100 107 100 100 (6 ) 100 101 103 (6 ) 104 100 96 98 127 106 100 138 ( 6) 93 (6 ) (6 ) (6 ) 127 102 (6 ) 126 100 (6 ) 127 100 (6 ) 100 (6 ) (6 ) 158 100 96 135 ( 6) (6 ) (6 ) 100 96 (6 ) 95 92 106 (6 ) (6 ) (6 ) (6 ) (6 ) 126 (6 ) 75 (6 ) 100 (6 ) (6 ) 100 116 100 M a t e r ia l m o v e m e n t an d c u s t o d ia l o c c u p a tio n b e in g c o m p a r e d — T r u c k d r iv e is S h ip p in g S h ip p e rs an d S h ip p e rs L ig h t tru c k T R U C K D R IV E R S . L IG H T T R U C K ......... TR U C K D R IV E R S . MEDIUM T R U C K . . . . TR U C K D R IV E R S . HEAVY T R U C K ......... TR U C K D R IV E R S . T R A C T O R - T R A IL E R . S H IP P E R S .............................................. R E C E IV E R S ............................................ S H IP P E R S AND R E C E I V E R S . . . . . . . . WAREHOUSEMEN..................................... ORDER F I L L E R S . . . . . . . . . . .............. S H IP P IN G PA C K ER S ............................. M A TER IA L HANDLING L A B O R E R S . . . . F O R K L IF T O PERATORS......................... GUARDS. CLASS B............................... JA N IT O R S . PO R T E R S . AND C LE A N E R S ............................................ M e d i u m tr u c k H e a v y tru c k R e c e iv e rs r e c e iv e rs W a reh o u sem en O rd e r f ille r s p ack ers T r a c t o r - t r a ile r M a te r ia l h a n d li n g la b o r e r s F o r k lift o p erato rs Ja n ito r s , p o rters, G u a r d s , c la s s B 100 97 (6 ) (6 ) 130 126 (6 ) 100 (6 ) (6 ) 169 (6 ) 169 100 (6) 98 111 113 122 105 106 141 117 107 142 100 100 100 100 (6 ) (6 ) (6 ) (6 ) 102 101 133 100 104 104 101 110 105 125 103 106 (6 ) 100 102 (6 ) 102 (6 ) 109 105 102 130 100 (6 ) 101 102 107 105 98 125 100 101 (6 ) (6 ) 101 101 122 100 101 115 112 101 144 100 100 103 99 (6 ) 100 99 94 119 100 99 (6 ) 100 131 100 127 141 115 130 116 116 115 117 114 103 137 111 112 a n d c le a n e r s 100 See fo o tn o te at end o f ta b le s . NO TE: T a b le s d i r e c t l y a b o v e in th e a r e 15 p e r c e n t b e lo w See a p p e n d ix A A - 8 and A - 9 p r e s e n t the a v e ra g e pay r e la t io n s h ip b e tw e e n p a ir s o f o c c u p a tio n s w it h in e s ta b lis h m e n ts . F o r e x a m p le , a v a lu e o f 122 in d ic a te s th a t e a rn in g s fo r the o ccu p a tio n h e a d in g a r e 22 p e r c e n t g r e a te r th a n e a rn in g s f o r th e o c c u p a tio n d ir e c t ly to th e le f t in the stub. S i m i la r ly , a v a lu e o f 85 in d ic a te s e a rn in g s f o r the o c c u p a tio n in the heading e a r n in g s f o r the o c c u p a tio n in the stub. fo r m e th o d o f co m pu tatio n . 15 Establishment practices and supplementary wage provisions Table B-1. Minimum entrance salaries for inexperienced typists and clerks. Northeast Pennsylvania, August 1979 In e x p e r ie n c e d ty p is t s M in im u m w e e k ly s t r a ig h t - t im e s a l a r y 7 A ll in d u s t r ie s M an u f a c tu r ing A ll s c h e d u le s 40 O th e r in e x p e r ie n c e d c l e r i c a l w o r k e r s 8 N o n m a n u fa c tu rin g A ll s c h e d u le s 40 A ll s c h e d u le s A ll in d u s t rie s M a n u fa c t u r in g 40 N o n m a n u fa c tu rin g 3 7Vz A ll s c h e d u le s 40 3 7Vz STUDIED ------------------ 174 96 XXX 78 XXX 174 96 XXX XXX 78 XXX XXX ESTABLISHM EN TS HAVING A S P E C IF IE D MINIMUM --------------------------------------------- 29 18 13 11 5 63 29 23 5 34 17 9 _ • _ 6 5 4 3 4 2 1 2 1 1 6 4 4 1 2 1 1 4 6 4 6 6 2 2 ESTABLISHM EN TS S 1 0 0 .0 0 $ 1 0 5 .0 0 $ 1 1 0 .0 0 $ 1 1 5 .0 0 $ 1 2 0 .0 0 $ 1 2 5 .0 0 $ 1 3 0 .0 0 $ 1 3 5 .0 0 $ 1 4 0 .0 0 $ 1 4 5 .0 0 $ 1 5 0 .0 0 $ 1 5 5 .0 0 $ 1 6 0 .0 0 $ 1 6 5 .0 0 $ 1 7 0 .0 0 $ 1 7 5 .0 0 AND AND AND AND AND AND AND AND ANO ANO AND AND AND AND AND ANO UNOER S I 0 5 . 0 0 ------------UNDER $ 1 1 0 .0 0 ------------UNDER $ 1 1 5 .0 0 ------------UNDER $ 1 2 0 .0 0 ------------UNDER $ 1 2 5 .0 0 ------------UNOER $ 1 3 0 .0 0 ------------UNDER $ 1 3 5 .0 0 ------------UNDER $ 1 4 0 .0 0 ------------UNOER $ 1 4 5 .0 0 ------------UNDER $ 1 5 0 . 0 0 ------------UNOER $ 1 5 5 .0 0 ------------UNDER $ 1 6 0 .0 0 ------------UNDER $ 1 6 5 .0 0 ------------UNDER $ 1 7 0 . 0 0 ------------UNDER $ 1 7 5 . 0 0 ------------OVER ---------------------------- _ 2 2 8 1 1 2 4 3 1 1 2 1 _ _ _ _ - - 5 4 2 2 3 1 2 1 1 2 4 2 1 3 1 1 1 - - - - ~ 4 6 4 12 11 6 5 4 3 1 1 3 1 1 1 1 1 1 1 1 - 2 1 - 1 2 2 - 1 * - _ _ 6 4 2 2 - 5 2 1 - - 1 1 1 1 “ 1 1 1 - 1 1 1 1 1 ESTABLISHM EN TS H AVIN 6 NO S P E C IF IE D MINIMUM --------------------------------------------- 14 6 XXX 8 XXX 67 41 XXX XXX 26 XXX XXX ESTABLISHM EN TS UHICH DID NOT EMPLOY WORKERS IN T H IS CATEGORY ---------------- 131 72 XXX 59 XXX 44 26 XXX XXX 18 XXX XXX 1 1 See fo o tn o te s at e n d o f ta b le s . 16 1 Table B-2. Late-shift pay provisions for full-time manufacturing production and related workers, Northeast Pennsylvania, August 1979 ( A l l f u l l- t i m e m a n u fa c tu r in g p r o d u c t io n and r e la te d w o r k e r s= _100jD ercent^ W o r k e r s on la te s h ifts A ll w o rk e rs 9 Item S econd s h ift T h ir d s h ift Second s h ift T h ir d s h ift PERCENT OF WORKERS IN ESTABLISHM EN TS WITH L A T E - S H IF T PR O VISIO N S WITH NO PAY D IF F E R E N T IA L FOR L A T E - S H IF T WORK WITH PAY D IF F E R E N T IA L FOR L A T E - S H I F T WORK — UNIFORM CEN TS-PER-HO UR D IF F E R E N T IA L ---------UNIFORM PERCENTAGE D IF F E R E N T IA L ----------------OTHER D IF F E R E N T IA L --------------------------------------AVERAGE PAY 6 6 .0 5 8 .3 1 4 .6 6 .4 9 .1 5 6 .9 4 0 .5 1 6 .4 2 .3 5 6 .0 3 9 .8 1 4 .9 1 .2 2 .0 1 2 .6 9 .2 3 .4 .1 6 .2 4 .4 1 .8 .1 1 7 .6 7 .8 2 2 .8 9 .4 1 8 .2 8 .6 2 2 .6 9 .7 1 .9 2 .0 .6 .2 .3 1 .9 .4 1 .0 .9 .1 2 .1 - .2 ( 101 D IF F E R E N T IA L UNIFORM CEN TS -PER-H O UR D IF F E R E N T IA L -------------UNIFORM PERCENTAGE D IF F E R E N T IA L -------------------PERCENT OF WORKERS BY TYPE AND AMOUNT OF PAY D IF F E R E N T IA L UNIFORM c e n t s - p e r - h o u r : 9 CENTS ---------------------------------------------------10 CENTS -------------------------------------------------12 CENTS ------------------------------------------------14 CENTS --------------------------------------------------15 CENTS --------------------------------------------------16 CENTS --------------------------------------------------17 CENTS --------------------------------------------------18 AND UNDER 19 CENTS ----------------------------19 AND UNDER 20 CENTS ----------------------------20 CENTS --------------------------------------------------21 CENTS --------------------------------------------------22 AND UNDER 23 CENTS ----------------------------23 CENTS --------------------------------------------------24 CENTS --------------------------------------------------25 CENTS --------------------------------------------------27 CENTS --------------------------------------------------28 CENTS --------------------------------------------------30 CENTS --------------------------------------------------75 CENTS --------------------------------------------------- .4 4 .6 1 .6 .8 8 .7 1 .3 3 .2 3 .0 1 .0 8 .9 - .6 2 .0 3 .7 .8 - - UNIFORM p e r c e n t a g e : 5 PERCENT ------------------------------------------------6 PERCENT ------------------------------------------------7 PERCENT ------------------------------------------------8 PERCENT ------------------------------------------------10 PERCENT ----------------------------------------------- See fo o tn o te s at end of ta b le s . 17 OD GO 6 .2 1 .5 - - 4 .0 .7 - 1 .3 8 .2 1 .8 2 .4 .8 2 .8 8 .1 1 .4 1 .4 1 .8 1 .3 •6 .5 2 .5 1 1 .4 .2 .6 .7 .4 - .8 .2 — 2 .4 - .4 .2 .4 .7 .5 .2 .2 .3 .3 .3 .2 .3 .1 .1 — 1 .7 Table B-3. Scheduled weekly hours and days of full-time first-shift workers, Northeast Pennsylvania, August 1979 O f f ic e w o r k e r s P r o d u c t io n and r e la t e d w o r k e r s Ite m A l l in d u s t r ie s M a n u fa c t u r in g N o n m a n u fa c tu rin g P u b li c u t ilit ie s 100 100 A l l in d u s t rie s M anuf a c t u r in g N o n m a n u fa c tu rin g P u b li c u t il it i e s PERCENT OF UORKERS BY SCHEDULED WEEKLY HOURS AND DAYS ALL F U L L -T IN E 30 34 35 36 36 37 37 38 38 38 39 40 42 45 46 48 UORKERS ------------------ 100 HOURS-5 DAYS --------------------------------HOURS-5 DAYS --------------------------------HOURS-5 DAYS --------------------------------HOURS-5 DAYS --------------------------------1/6 HOURS-5 DAYS --------------------------HOURS-5 DAYS --------------------------------1 /2 HOURS -------------------------------------5 DAYS -------------------------------------------5 1 /2 DAYS ------------------------------------HOURS-5 DAYS --------------------------------1 /4 HOURS-5 DAYS --------------------------3 /4 HOURS-5 DAYS -------------------------1 /2 HOURS-5 DAYS -------------------------HOURS --------------------------------------------4 DAYS ------------------------------------------5 DAYS ------------------------------------------HOURS-6 OAYS --------------------------------HOURS-5 DAYS --------------------------------HOURS-5 OAYS --------------------------------HOURS-6 OAYS --------------------------------- (1 1 ) (1 1 ) 15 - 1 6 6 (1 1 ) - 100 _ 18 - _ (1 1 ) 1 6 - - - - 1 - - - - 8 8 - - - 3 3 (1 1 ) - - 100 _ 4 4 4 6 23 23 2 4 20 20 73 73 - 6 7 4 9 24 24 5 1 1 1 41 - 73 1 72 - - - - - 3 1 (1 1 ) 1 53 53 (1 1 ) (11) 3 9 .1 3 8 .9 3 9 .7 4 0 .0 3 8 .7 100 100 - 100 _ 1 82 82 2 4 - (1 1 ) 76 1 75 1 1 - 100 _ 41 100 - - 19 19 4 77 77 - (1 1 ) (1 1 ) AVERA6E SCHEDULED WEEKLY HOURS ALL WEEKLY WORK SCHEDULES ---------------- See fo o tn o te s at end o f ta b le s . 18 3 9 .2 3 8 .3 3 9 .5 Table B-4. Annual paid holidays for full-time workers. Northeast Pennsylvania, August 1979 O ffic e w o r k e r s P r o d u c t io n and r e la te d w o r k e r s Ite m A l l in d u s t rie s M a n u fa c tu r in g N o n m a n u fa c tu rin g P u b lic u t ilit ie s 100 100 100 A l l in d u s t r ie s M a n u fa c t u r in g N o n m a n u fa c tu rin g P u b lic u t ilit ie s PERCEN T OF UORKERS UORKERS -------------- 100 IN ES TA B LIS H M EN TS NOT PR O V ID IN G PA ID H O LID AYS ----------------------------IN ES TA B LIS H M EN TS PR O VID IN G PA ID HO LID AYS ----------------------------- 97 100 9 .8 1 0 .2 ALL F U L L -T IM E AVERAGE NUMBER FOR UORKERS PRO VIDIN G OF P A ID 3 _ 100 100 100 100 2 _ 88 100 99 100 98 100 8 .5 1 0 .1 9 .8 1 0 .2 9 .5 9 .8 - - (1 1 ) - (1 1 ) 1 6 13 4 - - - - - - - - 3 7 1 - - 8 2 - - - 9 - - 12 1 - HO LID AYS IN ES TA B LIS H M EN TS H O LID A Y S -------------------- PERCENT OF UORKERS BY NUMBER OF P A ID HO LID AYS PRO VIDED 2 H O LID AYS -----------------------------------A H O LID AYS -------------------------------------PLUS 2 HALF DAYS ---------------------5 H O LIO A YS -------------------------------------6 H O LID A Y S -------------------------------------PLU S 1 HA LF DAY -----------------------PLU S 2 HALF DAYS ---------------------7 H O LID A Y S -------------------------------------PLUS 1 HALF DAY -----------------------PLUS 2 HALF DAYS ---------------------8 H O LID A Y S -------------------------------------PLUS 2 HA LF DAYS ---------------------9 H O LID A Y S -------------------------------------PLU S 1 HA LF DAY -----------------------PLU S 2 HALF DAYS ---------------------10 HO LID AYS -----------------------------------11 H O LID AYS -----------------------------------12 H O LID AYS -----------------------------------PLU S 1 HA LF DAY -----------------------13 H O LID AYS -----------------------------------PLUS 1 HALF DAY -----------------------14 HO LID AYS -----------------------------------PLU S 1 HA LF DAY -----------------------20 HO LID AYS ------------------------------------ - (11) 2 5 1 (1 1 ) 4 1 - - 3 - ( 11) 3 1 - _7 6 16 1 (11) 31 15 6 1 1 1 1 20 ( 11) ( 11) 35 15 8 1 2 2 1 - 1 3 - 2 2 97 95 89 88 84 83 76 60 59 27 12 6 5 4 2 2 100 100 97 97 94 93 87 67 67 31 16 8 7 5 2 2 - 6 4 - - - 20 15 1 67 28 - - 1 - — - 2 5 1 (1 1 ) 2 1 (1 1 ) 17 (1 1 ) 5 6 (1 1 ) 25 16 5 1 7 1 (1 1 ) 3 2 - (1 1 ) 2 (1 1 ) (1 1 ) 7 1 9 13 1 27 18 8 2 6 4 (1 1 ) - - 4 (1 1 ) - 3 2 - - - - 24 1 - - 2 1 4 - 24 15 4 — 86 5 - 8 — — 4 - - PERCENT OF UORKERS BY TOTAL P A ID H O LID AY T IM E PRO VIDED 5 DAYS OR MORE ------------------------------6 DAYS OR MORE ------------------------------6 1 /2 DAYS OR MORE -----------------------7 DAYS OR MORE ------------------------------7 1 /2 0 AYS OR MORE -----------------------8 DAYS OR MORE ------------------------------9 DAYS OR MORE ------------------------------9 1 /2 DAYS OR MORE -----------------------10 DAYS OR MORE ----------------------------11 DAYS OR MORE ----------------------------12 DAYS OR MORE ----------------------------12 1 /2 DAYS OR MORE ---------------------13 DAYS OR MORE ----------------------------13 1 /2 DAYS OR MORE ---------------------14 1 /2 DAYS OR MORE ---------------------20 DAYS ------------------------------------------- See fo o tn o te s 88 82 69 65 57 55 46 41 37 17 1 1 1 100 100 99 99 96 96 96 96 96 28 - - - - * at end o f ta b le s . 19 99 97 92 91 89 87 70 65 59 33 17 12 11 4 3 100 100 98 98 96 95 88 78 65 38 20 12 10 4 98 95 88 87 64 82 59 56 55 31 16 12 12 4 4 100 100 96 96 96 96 95 91 91 5 — — - Table B-5. Paid vacation provisions for full-time workers, Northeast Pennsylvania, August 1979 O f f ic e w o r k e r s P r o d u c t io n and r e la te d w o r k e r s A l l in d u s t r ie s M a n u fa c t u r in g N o n m a n u fa c tu rin g P u b lic u t ilit ie s A l l in d u s trie s M a n u fa c t u r in g N o n m a n u fa c tu rin g P u b li c u t il it i e s PERCENT OF WORKERS WORKERS ----------- to o 100 100 100 100 100 ESTABLISHM EN TS NOT PRO VIDIN G PAID VACATIONS -----------------------IN ES TABLISHM EN TS PRO VIDIN G PA ID VACATIONS -----------------------LE N G T H -O F -T IH E PAYMENT --------PERCENTAGE PAYMENT ---------------- 1 _ 2 1 (11) (1 1 ) 99 74 25 100 65 35 98 98 99 99 99 97 3 99 99 1 100 96 4 22 17 1 1 27 18 1 1 11 14 1 (1 1 ) 29 5 - 8 52 7 4 5 55 1 5 9 50 11 3 40 8 - - - - - 1 69 6 20 1 3 “ 2 72 5 16 1 4 ~ (1 1 ) 31 13 34 3 17 1 1 29 18 27 1 24 1 - ALL F U L L - T IM E IN AMOUNT OF P A ID VACATION 100 _ - 100 100 A F T E R : 13 6 MONTHS OF S E R V IC E : UNDER 1 WEEK -----------------1 WEEK ---------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS A WEEKS --------------------------1 YEAR OF S E R V IC E : UNDER 1 WEEK -----------------1 WEEK ---------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS --------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS --------------------------4 W E E K S --------------------------2 YEARS OF S E R V IC E : UNDER 1 WEEK -----------------1 WEEK ----------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS --------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS --------------------------4 WEEKS --------------------------6 WEEKS --------------------------3 YEARS OF S E R V IC E : 1 WEEK ----------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS --------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS --------------------------OVER 3 AND UNOER 4 WEEKS 4 WEEKS --------------------------6 WEEKS --------------------------4 YEARS OF S E R V IC E : 1 WEEK ----------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS --------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS --------------------------OVER 3 AND UNDER 4 WEEKS 4 WEEKS --------------------------6 WEEKS --------------------------S e e fo o tn o te s 100 15 8 51 5 19 - (1 1 ) 60 7 29 — - 34 30 31 27 (1 1 ) 71 — 2 (1 1 ) 37 (1 1 ) 53 7 1 8 - _ _ — - 6 (1 1 ) (1 1 ) 7 3 82 4 - 14 12 45 4 25 18 (1 1 ) 67 10 3 70 30 - 7 2 86 (1 1 ) 4 - 1 1 - - 12 3 59 7 19 _ 12 4 53 5 25 1 1 - _ - 13 (1 1 ) 72 10 3 _ _ - 70 30 — - - a t en d o f t a b l e s . 15 4 75 - _ 20 28 66 — 5 (1 1 ) _ 13 2 82 (1 1 ) 2 (11) (1 1 ) 61 30 - (1 1 ) (1 1 ) (1 1 ) (1 1 ) (1 1 ) 6 2 86 (11) 4 1 (1 1 ) (1 1 ) 7 3 82 4 3 (1 1 ) (1 1 ) - 26 (1 1 ) 74 — - 12 1 87 (1 1 ) (11 ) - 7 1 88 (11 > 4 - - 48 (1 1 ) 51 — * 5 94 (1 1 ) - 1 98 (1 1 ) _ • 5 1 89 (1 1 ) 4 — 1 98 (1 1 ) “ Table B-5. Paid vacation provisions for full-time workers. Northeast Pennsylvania, August 1979— Continued O f f ic e w o r k e r s P r o d u c t io n and r e la te d w o r k e r s Item ANOUNT OF P A IO CONTINUED 5 10 12 15 20 VAC ATIO N M a n u fa c t u r in g N o n m a n u fa c tu rin g P u b lic u t ilit ie s A l l in d u s t r ie s M a n u fa c t u r in g 3 1 51 14 29 1 2 ~ 2 1 45 14 35 1 2 ~ 5 64 14 15 - 54 46 - (1 1 ) 3 77 7 12 (1 1 ) 1 (1 1 ) 2 78 3 13 (1 1 ) 4 (1 1 ) 2 (1 1 ) 11 70 10 7 — 1 1 9 71 10 7 — 4 16 65 7 5 — (1 1 ) 2 13 76 (1 1 ) 7 1 (1 1 ) 13 76 1 7 3 (1 1 ) N o n m a n u fa c tu rin g P u b lic u t ilit ie s A F T E R 13 - YEARS OF S E R V IC E ! 1 WEEK -----------------------------------OVER 1 AND UNDER 2 WEEKS ----2 MEEKS ---------------------------------OVER 2 ANO UNOER 3 MEEKS ----3 MEEKS ---------------------------------OVER 3 ANO UNOER 4 MEEKS ----4 MEEKS ----------------------------------6 MEEKS --------------------------------YEARS OF S E R V I C E ! 1 MEEK -----------------------------------OVER 1 AND UNOER 2 MEEKS ----2 MEEKS ----------------------------------3 MEEKS ----------------------------------OVER 3 AND UNDER 4 MEEKS ----4 MEEKS ----------------------------------OVER 4 AND UNDER 5 MEEKS ----6 MEEKS ---------------------------------YEARS OF S E R V I C E ! 1 MEEK -----------------------------------OVER 1 ANO UNOER 2 MEEKS ----2 MEEKS ----------------------------------3 MEEKS ----------------------------------OVER 3 ANO UNDER 4 MEEKS ----4 MEEKS ----------------------------------OVER 4 AND UNDER 5 MEEKS ----OVER 5 AND UNDER 6 MEEKS ----6 MEEKS ----------------------------------YEARS OF S E R V I C E ! 1 MEEK -----------------------------------OVER 1 ANO UNDER 2 MEEKS ----2 MEEKS ----------------------------------3 MEEKS ----------------------------------OVER 3 AND UNDER 4 MEEKS ----4 MEEKS ----------------------------------OVER 4 AND UNDER 5 MEEKS ----5 M E E K S -------------------------------- — OVER 5 AND UNDER 6 MEEKS ----6 MEEKS ----------------------------------YEARS OF S E R V I C E ! 1 MEEK -----------------------------------2 MEEKS ----------------------------------3 MEEKS ----------------------------------OVER 3 AND UNDER 4 MEEKS ----4 MEEKS ----------------------------------OVER 4 AND UNDER 5 MEEKS ----5 MEEKS ----------------------------------OVER 5 AND UNDER 6 MEEKS ----6 MEEKS ----------------------------------OVER 6 AND UNDER 7 MEEKS ----- S ee fo o tn o te s A l l in d u s t rie s 1 69 30 — ” 1 1 10 68 11 8 (1 1 ) 2 8 69 11 8 4 13 66 9 6 1 1 _ _ 1 61 37 - _ _ 13 72 1 10 ) 4 76 9 11 - - 4 8 43 2 33 7 - (i d _ (i d 1 (1 1 ) 9 47 6 32 3 (1 1 ) 1 9 49 7 32 1 1 “ 1 - 1 9 32 2 39 (1 1 ) 12 2 (1 1 ) 10 34 3 40 1 12 - - 61 - 14 7 2 30 1 1 - - 1 22 (11 ) 4 12 76 (1 1 ) 7 — - (11 ) 4 12 69 8 7 8 39 30 _ (1 1 ) _ 8 57 7 26 (in 12 49 8 27 __ * 4 8 29 — 21 d (i d - - 3 96 (1 1 ) — - - 3 75 22 ~ _ - (11 ) - - 6 62 7 25 (1 1 ) 3 27 22 47 (1 1 ) - _ (11 ) _ (1 1 ) _ 1 e 6 22 64 (1 1 ) 4 - 37 (i 83 17 - _ at end o f ta b le s . (1 1 ) 2 12 70 5 8 i n (in 12 12 65 1 6 6 28 63 “ 3 (11 ) - 3 7 89 1 (1 1 ) - Table B-5. Paid vacation provisions for full-time workers, Northeast Pennsylvania, August 1979— Continued O f f ic e w o r k e r s P r o d u c t io n and r e la te d w o r k e r s Ite m A l l in d u s t r ie s APOUNT OF P A ID VACATION CONTINUED M a n u fa c t u r in g P u b lic u t ilit ie s N o n m a n u fa c tu rin g M a n u fa c t u r in g N o n m a n u fa c tu rin g P u b li c u t il it i e s AFTE R 13 - 25 TEARS OF S E R V IC E : 1 WEEK ---------------------------------------2 WEEKS -------------------------------------OVER 2 AND UNDER 3 WEEKS ---------3 WEEKS -------------------------------------OVER 3 ANO UNOER N WEEKS ---------A WEEKS -------------------------------------OVER N AND UNDER 5 WEEKS --------5 WEEKS -------------------------------------OVER 5 ANO UNDER 6 WEEKS --------6 WEEKS -------------------------------------OVER 7 AND UNOER 8 WEEKS --------- 1 9 30 2 32 (1 1 ) 21 3 1 (1 1 ) 10 32 3 3A 1 18 1 1 A 8 23 28 27 7 - 6 1A A9 30 — - * 30 TEARS OF S E R V IC E : 1 WEEK ---------------------------------------2 WEEKS -------------------------------------OVER 2 AND UNDER 3 WEEKS --------3 WEEKS -------------------------------------OVER 3 AND UNOER N WEEKS --------» WEEKS -------------------------------------OVER A AND UNDER 5 WEEKS --------5 W E E K S -------------------------------------OVER 5 ANO UNOER 6 WEEKS ---------6 WEEKS -------------------------------------OVER 7 ANO UNOER 8 WEEKS --------- 1 9 30 2 32 (1 1 ) 20 3 2 1 (1 1 ) 10 32 3 33 1 16 1 2 1 A 8 23 28 - 1 6 1A - 27 7 - A9 30 - - - 1 9 30 2 31 (1 1 ) 20 3 2 1 1 (1 1 ) 10 - A 8 - 1 - 32 3 33 1 16 1 2 - 23 27 27 7 - PA X IP U P VACATION A V A IL A B L E : 1 WEEK ---------------------------------------2 WEEKS -------------------------------------OVER 2 AND UNOER 3 WEEKS ---------3 W E E K S -------------------------------------OVER 3 ANC UNOER A WEEKS --------A WEEKS -------------------------------------OVER « A NO UNDER 5 W E E K S --------5 W E E K S -------------------------------------OVER 5 AND UNDER 6 WEEKS --------t WEEKS -------------------------------------7 WEEKS -------------------------------------OVER 7 AND UNOER 8 WEEKS --------OVER 9 WEEKS ------------------------------ 'iee A l l in d u s t rie s 1 1 - 6 1A A9 30 - 2 - (1 1 ) 6 2 1A 5A 20 (11) 3 - (1 1 ) 5 2 1A 5A 18 (11) 3 2 1 at end o f ta b le s . (11) 6 2 1A 59 2 15 1 1 ~ 22 12 _ 11 55 17 1 A 12 11 A2 26 9 - 10 11 A2 26 9 2 (11 ) 2 A 16 3 7 - 62 3 1A (11 ) A6 AA (1 1 ) - - (1 1 ) 2 A 16 62 16 (1 1 ) - (11 ) 2 A 16 61 1A (1 1 ) 3 - 3 7 A6 AA (1 1 ) - 3 7 A6 AA (1 1 ) - Table B-6. Health, insurance, and pension plans for full-time workers. Northeast Pennsylvania, August 1979 O ffic e w o r k e r s P r o d u c t io n and r e la te d w o r k e r s Ite m A l l in d u s t rie s PERCENT A LL F U L L - T I M E M a n u fa c t u r in g N o n m a n u fa c tu rin g P u b lic u t ilit ie s A l l in d u s t rie s M a n u fa c t u r in g N o n m a n u fa c tu rin g P u b lic u t ilit ie s OF UORKERS UORKERS ---------- 100 100 100 100 100 100 100 100 IN ES TA BLISH M EN TS PR O VID IN G AT LEAS T ONE OF THE B E N E F IT S SHOUN BELOW 14----------------------------- 99 100 97 100 99 99 100 100 96 77 100 73 L I F E INSURANCE --------------------------NONCONTRIBUTORY PLA N S ------------ 94 84 96 90 90 68 99 86 96 83 97 91 A C C ID EN T A L DEATH AND DISMEMBERMENT INSURANCE ---------NONCONTRIBUTORY P LA N S ------------ 73 68 75 71 68 60 89 81 68 61 74 68 64 57 78 56 S IC K N ESS AND ACCIDEN T INSURANCE OR S IC K L E A V E OR B O T H 15------------ 90 92 86 94 82 93 74 96 76 70 83 78 57 48 34 34 38 35 60 57 25 20 5 5 23 15 44 76 50 42 55 74 6 6 8 6 11 15 9 22 LONG -TERM D I S A B I L I T Y INSURANCE ---------------------------------NONCONTRIBUTORY PLAN S ------------ 14 13 9 9 26 23 66 66 52 46 34 29 63 57 67 67 H O S P IT A L IZ A T IO N INSURANCE -------NONCONTRIBUTORY PLA N S ------------ 97 87 100 91 90 75 100 100 99 89 99 93 99 86 100 100 SU RG ICAL INSURANCE -------------------NONCONTRIBUTORY P LA N S ------------ 97 87 100 91 90 75 100 100 99 89 99 93 99 86 100 100 M EDICAL INSURANCE ---------------------NONCONTRIBUTORY PLA N S ------------ 96 86 99 91 89 75 100 100 98 88 99 93 97 85 100 100 MAJOR MEDICAL INSURANCE -----------NONCONTRIBUTORY P LA N S ------------ 86 75 86 76 86 72 100 100 96 83 95 82 97 84 100 100 DENTAL INSURANCE -----------------------NONCONTRIBUTORY P LA N S ------------ 15 14 8 8 31 28 58 58 23 17 10 7 32 23 45 41 R ETIR EM EN T PE N S IO N --------------------NONCONTRIBUTORY P LA N S ------------ 83 77 89 81 68 65 94 94 85 77 91 69 82 62 94 93 SIC K N E S S AND ACCIDEN T INSURANCE ------------------------------NONCONTRIBUTORY PLA N S -------S IC K L EA V E ( F U L L PAY AND NO W AITIN G PERIO O I --------------------SIC K LEAV E ( P A R T IA L PAY OR W AITIN G P E R IO D ) --------------------- See fo o tn o te s at end o f ta b le s . 23 Table B-7. Life insurance plans for full-time workers. Northeast Pennsylvania, August 1979 P r o d u c t io n and r e la te d w o r k e r s A l l in d u s t r ie s Item A ll p la n s 16 TYPE O f f ic e w o r k e r s M a n u fa c t u r in g N o n c o n tr ib u to r y p la n s 16 A ll p la n s 16 A l l in d u s t r ie s N o n c o n tr ib u to r y p la n s 16 A ll p la n s 16 M a n u fa c t u r in g N o n c o n tr ib u to r y p la n s 16 A ll p la n s 16 N o n c o n tr ib u to r y p la n s 16 OF PLAN AND AMOUNT OF INSURANCE A L L F U L L -T IM E WORKERS ARE PRO VIDED THE SAME FLAT-SUM DOLLAR AMOUNT: PERCENT OF A L L F U L L - T I M E WORKERS 17-------------------AMOUNT OF INSURANCE P R O V ID E D :18 M E A N -----------------------------------------------------MEDIAN -------------------------------------------------MIDDLE RANGE ( 5 0 PE R C E N T ! -----------------MIDDLE RANGE ( 8 0 PE R C E N T ! ------------------ AMOUNT OF INSURANCE IS BASED ON A SCHEDULE WHICH IN D IC A T ES A S P E C IF IE D DOLLAR AMOUNT OF INSURANCE FOR A S P E C IF IE D LENGTH OF S E R V IC E : PERCENT OF A L L F U L L - T I M E WORKERS 17-------------------AMOUNT OF INSURANCE PRO VIDEO 18 A F T E R : 6 MONTHS OF S E R V IC E : M E A N -----------------------------------------------------MEDIAN -------------------------------------------------MIDDLE RANGE (5 0 PE R C E N T ! -----------------MIDDLE RANGE (8 0 P E R C EN T ! -----------------1 YEAR OF S E R V IC E : M E A N -----------------------------------------------------MEDIAN -------------------------------------------------MIDDLE RANGE ( 5 0 PE R C E N T ! -----------------MIDDLE RANGE ( 8 0 PE R C E N T ! -----------------5 YEARS OF SE R V IC E : M E A N -----------------------------------------------------MEDIAN -------------------------------------------------MIDDLE RANGE ( 5 0 PE R C E N T ! -----------------MIDDLE RANGE ( 8 0 PE R C E N T ! -----------------10 YEARS OF S E R V IC E : M E A N -----------------------------------------------------MEDIAN -------------------------------------------------MIDDLE RANGE (5 0 PE R C E N T ! -----------------MIDDLE RANGE (8 0 P E R C EN T ! -----------------20 YEARS OF S E R V IC E : M E A N -----------------------------------------------------MEDIAN -------------------------------------------------MIDDLE RANGE ( 5 0 PE R C E N T ! -----------------MIDDLE RANGE ( 8 0 P E R C E N T ! ------------------ 68 $5* 000 * 4 .0 0 0 $3 10 00— 6 t 500 $ 2 ,0 0 0 —10 v 000 2 62 ( 5 .1 0 0 * 4 .0 0 0 * 3 . 0 0 0 - 7 .0 0 0 * 2 . 0 0 0 - 1 0 .0 0 0 2 72 * 4 .9 0 0 * 3 .0 0 0 * 3 . 0 0 0 - 6 .0 0 0 * 3 . 0 0 0 - 1 0 .0 0 0 1 25 ( 5 .5 0 0 * 5 .0 0 0 * 3 . 0 0 0 - 8 .0 0 0 * 2 . 0 0 0 - 1 0 .0 0 0 1 1 22 * 5 .8 0 0 * 5 .0 0 0 * 4 . 0 0 0 - 8 .0 0 0 (2 .5 0 0 -1 0 .0 0 0 1 36 * 6 .8 0 0 * 7 .5 0 0 * 5 .0 0 0 - 1 0 .0 0 0 * 3 .0 0 0 - 1 0 .0 0 0 35 * 6 .7 0 0 * 7 .5 0 0 (5 .0 0 0 -1 0 .0 0 0 * 3 .0 0 0 - 1 0 .0 0 0 1 1 * 2 .6 0 0 * 3 .0 0 0 * 2 . 5 0 0 - 3 .0 0 0 * 1 . 0 0 0 - 3 .0 0 0 * 2 .6 0 0 ( 3 .0 0 0 * 2 . 5 0 0 - 3 .0 0 0 * 1 . 0 0 0 - 3 .0 0 0 (61 (6 ! (6 ! (6 ! (6 ! (6 ! (6 ! (6 1 C6 ) (61 (6 ! (61 (6 ! (6 ! (6 ! (61 (6 ! (61 (61 (61 (61 (61 (61 (61 * 3 .9 0 0 * 4 .0 0 0 * 3 . 0 0 0 - 5 .0 0 0 * 2 . 5 0 0 - 5 .0 0 0 * 3 .9 0 0 * 4 .0 0 0 * 3 . 0 0 0 - 5 .0 0 0 * 2 . 5 0 0 - 5 .0 0 0 (6 ! (61 (61 (61 (61 (61 (6 1 (61 * 4 .1 0 0 * 4 .0 0 0 * 3 . 0 0 0 - 5 .0 0 0 * 3 . 0 0 0 - 5 .0 0 0 * 4 .1 0 0 * 4 .0 0 0 * 3 . 0 0 0 - 5 .0 0 0 * 3 . 0 0 0 - 5 .0 0 0 (6 ! (6 ) (6 ) (61 (61 (61 (61 (61 * 8 .8 0 0 * 8 .0 0 0 * 8 .0 0 0 - 1 0 .0 0 0 * 5 . 0 0 0 - 1 5 .0 0 0 ( 8 .8 0 0 $ 8 ,0 0 0 * 8 . 0 0 0 - 1 0 .0 0 0 * 5 .0 0 0 - 1 5 .0 0 0 (6 ! (6 ! (61 (6 ! (61 (61 (61 (6 ! * 1 0 .9 0 0 * 1 0 .0 0 0 * 8 .0 0 0 - 1 5 .0 0 0 * 8 .0 0 0 - 1 5 .0 0 0 * 1 0 .9 0 0 * 1 0 .0 0 0 ( 8 * 0 0 0 - 1 5 .0 0 0 * 8 .0 0 0 - 1 5 .0 0 0 (61 (61 (61 (61 (6 ! (61 (61 (61 * 1 1 .8 0 0 * 1 0 .0 0 0 $ 1 0 ,0 0 0 - 1 3 . 0 0 0 * 1 0 .0 0 0 - 2 0 . 0 0 0 * 1 1 .8 0 0 * 1 0 .0 0 0 (1 0 .0 0 0 -1 3 .0 0 0 * 1 0 .0 0 0 - 2 0 . 0 0 0 (61 (6 ! (6 ! (61 (61 (61 (6 ! (6 1 * 1 4 .1 0 0 * 1 3 .0 0 0 * 1 0 .0 0 0 - 2 0 . 0 0 0 * 1 0 .0 0 0 - 2 0 . 0 0 0 * 1 4 .1 0 0 * 1 3 .0 0 0 * 1 0 .0 0 0 -2 0 .0 0 0 * 1 0 .0 0 0 - 2 0 . 0 0 0 (61 (61 (61 (61 (61 (61 (6 ! (61 * 1 3 .0 0 0 * 1 0 .0 0 0 $ 1 0 ,0 0 0 - 1 5 . 0 0 0 * 1 0 .0 0 0 - 2 3 . 3 0 0 * 1 3 .0 0 0 * 1 0 .0 0 0 * 1 0 .0 0 0 - 1 5 . 0 0 0 * 1 0 .0 0 0 - 2 3 . 3 0 0 (6 ! (6 ! (6 ! (61 (61 (61 (61 (A ) * 1 5 .7 0 0 * 1 5 .0 0 0 * 1 0 .0 0 0 - 2 3 . 3 0 0 * 1 0 .0 0 0 - 2 3 . 300 * 1 5 .7 0 0 * 1 5 .0 0 0 * 1 0 .0 0 0 - 2 3 . 3 0 0 * 1 0 .0 0 0 - 2 3 . 3 0 0 (61 (61 (61 (61 (61 (61 (61 (61 See fo o tn o te s at end o f ta b le s . 69 * 4 .8 0 0 * 3 .0 0 0 * 3 . 0 0 0 - 6 .0 0 0 * 2 . 0 0 0 - 1 0 .0 0 0 24 Table B-7. Life insurance plans for full-time workers, Northeast Pennsylvania, August 1979— Continued P r o d u c t io n anc r e la te d w o r k e r s A l l in d u s t r ie s Item A ll p la n s 16 O f f ic e w o r k e r s A l l in d u s t r ie s M a n u fa c t u r in g N o n c o n tr ib u to r y p la n s 16 A ll p la n s 16 N o n c o n tr ib u to r y p la n s 16 A ll p la n s 16 M a n u fa c t u r in g N o n c o n tr ib u to r y p la n s 16 A ll p la n s ,6 N o n c o n tr ib u to r y p la n s 16 T YPE OF PLAN AND ANOUNT OF IN SU R AN C E-CO N TIN U ED ANOUNT OF INSURANCE IS BASED ON A SCHEDULE WHICH IN D IC A T E S A S P E C I F I E D OOLLAR ANOUNT OF INSURANCE FOR A S P E C I F I E D ANOUNT OF EARNINGS: PERCEN T OF A L L F U L L - T I N E WORKERS17-------------ANOUNT OF INSURANCE P R O V IO E D 18 I F : ANNUAL EARNINGS ARE $ 5 , 0 0 0 : N E A N ------------------------------------------------HEDIAN --------------------------------------------N ID D LE RANGE 150 P E R C E N T ) ------------NIO O LE RANGE <80 PE R C E N T I ------------ANNUAL EARNINGS ARE $ 1 0 .0 0 0 1 N E A N ------------------------------ -----------------NEOIAN --------------------------------------------R ID D LE RAN6E <50 P E R C E N T ) ------------N ID D LE RANGE <80 P E R C E N T ) ------------ANNUAL EARNINGS ARE $ 1 5 .0 0 0 1 N E A N ------------------------------------------------HEDIAN ---------------------------------------------R ID D LE RANGE <50 P E R C E N T ) ------------N ID D LE RANGE <80 PE R C E N T ) ------------ANNUAL EARNINGS ARE $ 2 0 .0 0 0 1 N E A N ------------------------------------------------HEDIAN --------------------------------------------NIO O LE RAN6E <50 PE R C E N T ) ------------N ID D LE RANGE <80 PE R C E N T ) ------------- ANOUNT OF IN SUR AN C E IS EX PR ESS ED AS A FACTOR OF ANNUAL E A R N IN G S : 19 PERCEN T OF A L L F U L L - T I N E W ORKERS17---------------FACTOR OF ANNUAL EARN IN G S USED TO C ALC ULATE ANOUNT OF IN S U R A N C E :18 N E A N -------------------------------------------------HEDIAN ----------------------------------------------N IDDLE RANGE <50 PE R C E N T ) -------------N IDDLE RANGE <80 P E R C E N T ) -------------PERCEN T OF A L L F U L L - T I N E WORKERS COVERED BY PLAN S NOT S P E C IF Y IN G A HAXINUN ANOUNT OF INSURANCE -----------------------------------------------------PERCEN T OF A L L F U L L - T I N E WORKERS COVERED BY PLANS S P E C IF Y IN G A HAXINUN ANOUNT OF INSURANCE -----------------------------------------------------S P E C I F I E D HAXINUN ANOUNT OF IN S U R A N C E :18 N E A N -------------------------------------------------HEDIAN ----------------------------------------------N ID D LE RANGE <50 P E R C E N T ) -------------NIO OLE RANGE <80 PE R C E N T ) -------------- 13 15 14 29 20 38 36 $ 7 1 500 $ 8 .0 0 0 *5 tOOO—10» 000 $ 5 * 0 0 0 -1 2 * 500 $ 7 ,9 0 0 $ 8 ,0 0 0 $ 5 ,5 0 0 - 1 0 .0 0 0 $ 5 * 0 0 0 -1 2 * 5 0 0 $ 8 ,0 0 0 $ 6 ,0 0 0 $ 8 ,0 0 0 - 1 0 .0 0 0 $ 4 ,0 0 0 - 1 2 .5 0 0 $ 8 ,6 0 0 $ 8 ,0 0 0 $ 8 ,0 0 0 - 1 0 .0 0 0 $ 5 ,5 0 0 - 1 2 .5 0 0 $ 8 .3 0 0 $ 1 0 ,0 0 0 $ 5 ,0 0 0 - 1 2 .0 0 0 $ 4 ,0 0 0 - 1 2 .5 0 0 $ 7 ,8 0 0 $ 8 ,0 0 0 $ 5 ,0 0 0 - 1 0 .0 0 0 $ 4 ,0 0 0 - 1 2 .0 0 0 $ 7 ,5 0 0 $ 8 ,0 0 0 $ 4 , 0 0 0 - 1 0 .0 0 0 $ 2 , 0 0 0 - 1 0 .0 0 0 $ 7 ,7 0 0 $ 8 ,0 0 0 $ 5 , 0 0 0 - 1 0 .0 0 0 $ 2 . 0 0 0 - 1 0 .0 0 0 $11*600 $10*000 $ 1 0 * 0 0 0 -1 6 * 0 0 0 $ 4 * 0 0 0 -1 6 * 0 0 0 $ 1 1 ,9 0 0 $ 1 2 ,5 0 0 $ 1 0 ,0 0 0 - 1 6 . 0 0 0 $ 8 * 0 0 0 - 1 6 .0 0 0 $ 1 1 ,6 0 0 $ 1 2 ,5 0 0 $ 1 0 .0 0 0 —1 6 .0 0 0 $ 4 ,0 0 0 - 1 6 .0 0 0 $ 1 2 .4 0 0 $ 1 2 ,5 0 0 $ 1 0 ,0 0 0 - 1 6 . 0 0 0 $ 2 ,0 0 0 - 1 6 .0 0 0 $ 1 5 .3 0 0 $ 1 6 ,0 0 0 $ 1 0 ,0 0 0 -2 0 .0 0 0 $ 7 , 0 0 0 - 2 2 .0 0 0 $ 1 4 ,1 0 0 $ 1 3 ,0 0 0 $ 1 0 ,0 0 0 - 2 0 . 0 0 0 $ 7 ,5 0 0 - 2 2 .0 0 0 $ 1 3 ,5 0 0 $ 1 6 ,0 0 0 $ 1 0 ,0 0 0 - 2 0 . 0 0 0 $ 5 , 0 0 0 - 2 0 .0 0 0 $ 1 3 .9 0 0 $ 1 6 ,0 0 0 $ 1 0 ,0 0 0 - 2 0 . 0 0 0 $ 5 . 0 0 0 - 2 0 .0 0 0 $16*300 $ 16 *500 $ 1 0 * 0 0 0 -2 5 * 0 0 0 $ 4 * 0 0 0 -2 5 * 0 0 0 $ 1 7 ,0 0 0 $ 1 6 ,5 0 0 $ 1 2 ,0 0 0 - 2 5 . 0 0 0 $ 8 * 0 0 0 - 2 5 .0 0 0 $ 1 6 ,6 0 0 $ 1 6 ,5 0 0 $ 1 0 ,0 0 0 - 2 5 . 0 0 0 $ 4 ,0 0 0 -2 5 .0 0 0 $ 1 7 ,8 0 0 $ 1 7 .5 0 0 $ 1 2 ,0 0 0 - 2 5 . 0 0 0 $ 2 ,0 0 0 - 2 5 .0 0 0 $ 2 2 ,5 0 0 $ 2 1 ,0 0 0 $ 1 5 ,0 0 0 -3 0 .0 0 0 $ 1 0 ,0 0 0 - 3 2 . 0 0 0 $ 2 1 ,2 0 0 $ 2 0 ,0 0 0 $ 1 5 ,0 0 0 - 3 0 . 0 0 0 $ 1 0 ,0 0 0 - 3 2 . 0 0 0 $ 2 0 ,6 0 0 $ 2 4 ,0 0 0 $ 1 5 ,0 0 0 - 3 0 . 0 0 0 $ 1 0 ,0 0 0 - 3 0 . 0 0 0 $ 2 1 ,3 0 0 $ 2 4 ,0 0 0 $ 1 5 ,0 0 0 - 3 0 . 0 0 0 $ 1 0 ,0 0 0 - 3 0 . 0 0 0 $ 1 9 ,7 0 0 $20*000 $ 1 0 ,0 0 0 - 2 5 . 0 0 0 $4 * 0 0 0 - 3 4 .0 0 0 $ 2 0 ,4 0 0 $ 2 2 ,0 0 0 $ 1 2 ,0 0 0 - 2 5 . 0 0 0 $ 8 ,0 0 0 - 3 4 .0 0 0 $ 1 9 ,5 0 0 $ 2 2 ,0 0 0 $ 1 0 ,0 0 0 -2 5 .0 0 0 $ 4 ,0 0 0 - 3 4 .0 0 0 $ 2 1 ,0 0 0 $ 2 2 ,5 0 0 $ 1 2 ,0 0 0 - 2 5 . 0 0 0 $ 2 ,0 0 0 - 3 4 .0 0 0 $ 2 9 ,5 0 0 $ 3 0 ,0 0 0 $ 2 0 ,0 0 0 - 4 0 . 0 0 0 $ 1 0 ,0 0 0 - 4 2 . 0 0 0 $ 2 7 ,8 0 0 $ 3 0 ,0 0 0 $ 2 0 ,0 0 0 - 4 0 . 0 0 0 $ 1 0 ,0 0 0 - 4 2 . 0 0 0 $ 2 6 ,8 0 0 $ 3 2 ,0 0 0 $ 2 0 ,0 0 0 - 4 0 . 0 0 0 $ 1 0 ,0 0 0 - 4 0 . 0 0 0 $ 2 7 .7 0 0 $ 3 2 ,0 0 0 $ 2 0 ,0 0 0 - 4 0 . 0 0 0 $ 1 0 * 0 0 0 -4 0 .0 0 0 7 1 .5 3 1 .5 0 1 .0 0 - 2 . 0 0 1 .0 0 - 2 .0 0 3 4 $ 1 0 7 ,7 0 0 $ 1 0 0 ,0 0 0 $ 5 0 * 0 0 0 -2 0 0 .0 0 0 $ 2 2 ,0 0 0 -2 0 0 * 0 0 0 6 1 .5 0 1 .5 0 1 .0 0 - 2 .0 0 1 .0 0 - 2 .0 0 2 4 $ 1 1 7 ,3 0 0 $ 1 0 0 ,0 0 0 $ 5 0 ,0 0 0 - 2 0 0 .0 0 0 $ 2 2 ,0 0 0 - 2 0 0 .0 0 0 5 1 .5 9 1 .5 0 1 .5 0 - 2 .0 0 1 .0 0 - 2 .0 0 2 3 $ 9 1 ,3 0 0 <6> <6 > <6 > 4 1 .6 1 1 .5 0 1 .5 0 -2 .0 0 1 .0 0 - 2 .0 0 2 2 <6 ) <6 ) <6 ) <6 ) 39 1 .8 2 2 .0 0 1 .5 0 - 2 .0 0 1 .0 0 - 2 .0 0 18 20 $ 1 1 7 ,8 0 0 $ 1 2 0 .0 0 0 $ 1 0 0 , 0 0 0 - 2 0 0 .0 0 0 $ 2 2 , 0 0 0 - 2 0 0 .0 0 0 37 1 .8 3 2 .0 0 1 .5 0 - 2 .0 0 1 .0 0 - 2 .0 0 18 19 $ 1 2 1 ,0 0 0 $ 1 2 0 .0 0 0 $ 1 0 0 , 0 0 0 - 2 0 0 .0 0 0 $ 2 2 ,0 0 0 - 2 0 0 .0 0 0 19 1 .5 0 1 .5 0 1 .0 0 - 2 .0 0 1 .0 0 - 2 .0 0 10 9 $ 6 9 ,8 0 0 $ 6 0 ,0 0 0 $ 5 0 * 0 0 0 -1 0 0 .0 0 0 $ 5 0 ,0 0 0 - 1 0 0 .0 0 0 16 1 .4 8 1 .5 0 1 .0 0 - 2 .0 0 1 .0 0 - 2 .0 0 10 6 $ 7 7 .5 0 0 $ 6 0 ,0 0 0 $ 6 0 ,0 0 0 - 1 0 0 .0 0 0 $ 3 0 * 0 0 0 -1 0 0 .0 0 0 ANOUNT of OF IN SURAN CE IS BASED ON SONE OTHER TYPE plan : PERCEN T OF A L L F U L L - T I N E WORKERS17--------------- 16 1 1 2 S e e fo o t n o t e s at e n d o f t a b le s . 25 2 2 2 3 3 Footnotes Some of these standard footnotes may not apply to this bulletin. 1 Standard hours reflect the workweek for which employees receive their regular straight-tim e salaries (exclusive of pay for overtime at: reg ular and/or premium rates), and the earnings correspond to these weekly hours, 2 The mean is computed for each job by totaling the earnings of all workers and dividing by the number of workers. The median desig nates position— half of the workers receive the same or more and half r e ceive the same or less than the rate shown. The middle range is defined by two rates of pay; a fourth of the workers earn the same or less than the lower of these rates and a fourth earn the same or more than the higher rate. 3 Earnings data relate only to workers whose sex identification was provided by the establishment. 4 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. 5 Estim ates for periods ending prior to 1976 relate to men only for skilled maintenance and unskilled plant workers. All other estimates r e late to men and women. 6 Data do not meet publication criteria or data not available. 7 Form ally established minimum regular straight-tim e hiring sa l aries that are paid for standard workweeks. Data are presented for all standard workweeks combined, and for the most common standard work weeks reported. 8 Excludes workers in subclerical jobs such as m essenger. 9 Includes all production and related workers in establishments currently operating late shifts, and establishments whose form al provisions cover late shifts, even though the establishments were not currently operating late shifts. 10 L ess than 0.05 percent. 11 L ess than 0.5 percent. 12 A ll combinations of full and half days that add to the same amount; for example, the proportion of workers receiving a total of 10 days includes those with 10 full days and no half days, 9 full days and 2 half days, 8 full days and 4 half days, and so on. Proportions then were cumulated. 26 13 Includes payments other than "length of t i m e ," such as percentage of annual earnings or flat-sum payments, converted to an equivalent time basis; for example, 2 percent of annual earnings was considered as 1 week's pay. Periods of service are chosen arbitrarily and do not necessarily reflect individual provisions for progression; for exam ple, changes in proportions at 10 years include changes between t> and 10 years. Estim ates are cumula tive. Thus, the proportion eligible for at least 3 weeks' pay after 10 years includes those eligible for at least 3 weeks' pay after fewer years of service. 14 Estimates listed after type of benefit are for all plains for which at least a part of the cost is borne by the employer. "Noncontributory plans" include only those financed entirely by the employer. Excluded are legally required plans, such as workers' disability compensation, social se curity, and railroad retirement. 15 Unduplicated total of workers receiving sick leave or sickness and accident insurance shown separately below. Sick leave plans are limited to those which definitely establish at least the minimum number of days' pay that each employee cam expect. Informal sick leave allowances determined on an individual basis are excluded. 16 Estimates under "A ll plans" relate to all plains for which at least a part of the cost is borne by the em ployer. Estim ates under "Noncontrib utory plans" include only those finainced entirely by the employer. 37 For "A ll in d u stries," all full-tim e production and related workers or office workers equal 100 percent. For "Mainufacturing," all full-tim e production amd related workers or office workers in manufacturing equal 100 percent. 18 The meam amount is computed by multiplying the number of workers provided insurance by the amount of insurance provided, totaling the products, and dividing the sum by the number of workers. The median indicates that half of the workers are provided an amount equal to or sm aller and half an amount equal to or larger than the amount shown. Middle rainge (50 percent)— a fourth of the workers are provided an amount equal to or less than the smaller amount and a fourth are provided an amount equal to or more than the larger amount. Middle range (80 percent)— 10 percent of the workers are provided an amount equal to or less than the sm aller amount and 10 percent are provided an amount equal to or more than the larger amount. 19 A factor of annual earnings is the number by which annual earnings are multiplied to determine the amount of insurance provided. For example, a factor of 2 indicates that for annual earnings of $ 1 0 ,0 0 0 the amount of insurance provided is $ 2 0 ,0 0 0 . Appendix A. Scope and Method of Survey In each of the 72 1 areas currently surveyed, the Bureau obtains wages and related benefits data from representative establishments within six broad industry divisions: Manufacturing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and serv ic es. Government operations and the construction and extractive industries are excluded. Establishments having fewer than a prescribed number of workers are also excluded because of insufficient employment in the occupations studied. Appendix table 1 shows the number of establishments and workers estimated to be within the scope of this survey, as well as the number actually studied. Bureau field representatives obtain data by personal visits at 3-y ear intervals. In each of the two intervening years, information on employment and occupational earnings only is collected by a combination of personal v isit, m ail questionnaire, and telephone interview from establishments participating in the previous survey. A sample of the establishments in the scope of the survey is selected for study prior to each personal visit survey. This sample, less establishments which go out of business or are no longer within the industrial 8cope of the survey, is retained for the following two annual surveys. In m ost ca se s, establishments new to the area are not considered in the scope of the survey until the selection of a sample for a personal visit survey. The sampling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of em ployees. 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 sm all establishments is selected. When data are combined, each establishment is weighted according to its probability of selection so that unbiased estimates are generated. For example, if one out of four establishments is selected, it is given a weight of 4 to represent itse lf plus three others. An alternate of the same original probability is chosen in the same indu stry-size classification if data are not available from the original sample m em ber. If no suitable substitute is available, additional weight is assigned to a sample member that is sim ilar to the m issin g unit. Included in the 72 areas are 2 studies conducted by the Bureau under contract. These areas are Akron, Ohio and Poughkeepsie—Kingston-Newburgh, N .Y . In addition, the Bureau conducts more limited area studies in approximately 100 areas at the request of the Employment Standards Administration of the U. S. Department of Labor. Occupations and earnings Occupations selected for study are common to a variety of manufac turing and nonmanufacturing industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3) maintenance, toolroom, and powerplant; and (4) material movement and custodial. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within the scope of the survey, are not presented in the A -se r ie s tables because either (1) employ ment in the occupation is too small to provide enough data to merit presen tation, 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 data for all industries combined. Likewise, for occupations with more than one level, data are included in the overall classification when a subclassification is not shown or information to subclassify is not available. Occupational employment and earnings data are shown for full-time w orkers, 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-tim e 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. Vertical lines within the distribution of workers on some A -tables indicate a change in the size of the class intervals. These surveys measure the level of occupational earnings in an area at a particular tim e. 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 in employment oould decrease an occupational average even though most establishments in an area increase wages during the year. Changes in earnings of occupational groups, shown in table A -7 , are better indicators of wage trends than are earnings changes for individual jobs within the groups. Average earnings reflect composite, areawide estimates. Industries and 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 (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 estab lishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the jobs studied. These differences in occupational structure do not affect materially the accuracy of the earnings data. Skilled maintenanc Continued Unskilled plant Mechanics (motor vehicle) Pipefitters Tool and die makers Janitors, porters, and cleaners Material handling laborers Percent changes for individual areas in the program are computed as follows: 1. Average earnings are computed for each occupation for the 2 years being compared. The averages are derived from earnings in those establishments which are in the survey both years; it is assumed that employment remains unchanged. 2. Each occupation is assigned a weight based on its proportionate employment in the occupational group in the base year. 3. These weights are used to compute group averages. Each occupation's average earnings (computed in step 1) is multiplied by its weight. The products are totaled to obtain a group average. 4. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The result— expressed as a percent— less 100 is the percent change. Wage trends for selected occupational groups The percent increases presented in table A -7 are based on changes in average hourly earnings of men and women in establishments reporting the trend jobs in both the current and previous year (matched establishments). The data are adjusted to remove the effect on average earnings of em ploy ment shifts among establishments and turnover of establishments included in survey sam ples. The percent increases, however, are still affected by factors other than wage increases. H irings, layoffs, and turnover may affect an establishment average for an occupation when workers are paid under plans providing a range of wage rates for individual jobs. In periods of increased hiring, for example, new employees may enter at the bottom of the range, depressing the average without a change in wage rates. The percent changes relate to wage changes between the indicated dates. When the time span between surveys is other than 12 months, annual rates are also shown. (It is assumed that wages increase at a constant rate between surveys.) Occupations used to compute wage trends are: Office clerical Electronic data processing 2 Secretaries Stenographers, senior Stenographers, general Typists, classes A and B File clerk s, classes A , B, and C M essengers Switchboard operators Order clerk s, classes A and B Accounting clerks, cla sses A and B Payroll clerks Key entry operators, classes A and B Computer system s analysts, classes A , B, and C Computer program m ers, classes A , B, and C Industrial nurses Registered industrial nurses Skilled maintenance Carpenters Electricians Painters Machinists Mechanics (machinery' 2 The earnings o f computer operators are not included in the wage trend computation for this A revised job description is being introduced in this survey which is not equivalent to the previous description. For a more detailed description of the method used to compute these wage trends see "Improving Area Wage Survey In d e x e s," Monthly Labor Review, January 1973, pp. 5 2 -5 7 . Average pay relationships within establishments Relative measures of occupational pay are presented in table A -8 for white-collar occupations and in table A -9 for blue-collar occupations. These relative values reflect differences in pay between occupations within individual establishments. Relative pay values are computed by dividing an establishment's average earnings for an occupation being compared by the average for another occupation (designated as 100) and multiplying the quotient by 100. For example, if janitors in a firm average $ 4 an hour and forklift operators $ 5 , forklift operators have a relative pay value of 125 compared with janitors. ($5 $ 4 = 1.25 x 100 = 125.) In combining the relatives of the individual establishments to arrive at an overall average, each establishment is considered to have as many relatives as it has weighted workers in the two jobs being compared. Pay relationships based on overall averages may differ considerably because of the varying contribution of high- and low-wage establishments to the averages. For example, the overall average hourly earnings for forklift operators may be 50 percent more than the average for janitors because the average for forklift operators may be strongly influenced by earnings in high-wage establishments while the average for janitors may be strongly influenced by earnings in low-wage establishments. In such a case, the intra-establishment relationship will indicate a much sm aller difference in earnings. Establishment practices and supplementary wage provisions The incidence of selected establishment practices and supplementary wage provisions is studied for full-tim e production and related workers and office workers. Production and related workers (referred to hereafter as group. production workers) include working supervisors and all nonsupervisory workers (including group leaders and trainees) engaged in fabricating, processing, assembling, inspection, receiving, storage, handling, packing, warehousing, shipping, maintenance, repair, janitorial and guard s e r vices, product development, auxiliary production for plant's own use (e.g ., power plant), and recordkeeping and other services closely a sso c i ated with the above production operations. (Cafeteria and route workers are excluded in manufacturing industries but included in nonmanufacturing industries.) In finance and insurance, no workers are considered to be production workers. Office workers include working supervisors and all nonsupervisory workers (including lead workers and trainees) performing clerical or related office functions in such departments as accounting, advertising, purchasing, collection, credit, finance, legal, payroll, personnel, sales, industrial relations, public relations, executive, or transportation. Administrative, executive, professional, and part-time employees as well as construction workers utilized as separate work forces are excluded from both the production and office worker categories. written form or established by custom). Holidays in a particular year they fall on a nonworkday granted another day off. Paid personal holiday the automobile and related industries, are included Minimum entrance salaries (table B - l ) . Minimum entrance salaries for office workers relate only to the establishments visited. Because of the optimum sampling techniques used and the probability that large establish ments are more likely than small establishments to have form al entrance rates above the subclerical level, the table is more representative of policies in medium and large establishments. (The " X 's " shown under standard weekly hours indicate that no meaningful totals are applicable.) For tabulating vacation pay granted, all provisions are expressed on a time basis. Vacation pay calculated on other than a time basis is converted to its equivalent time period. Two percent of annual earnings, for example, is tabulated as 1 week's vacation pay. Shift differentials— manufacturing (table B -2 ). Data were collected on policies of manufacturing establishments regarding pay differentials for production workers on late shifts. Establishments considered as having policies are those which (1) have provisions in writing covering the operation of late shifts, or (2) have operated late shifts at any time during the 12 months preceding a survey. When establishments have several differentials which vary by job, the differential applying to the majority of the production workers is recorded. When establishments have differentials which apply only to certain hours of work, the differential applying to the m ajority of the shift hours is recorded. For purposes of this study, a late shift is either a second (evening) shift which ends at or near midnight or a third (night) shift which starts at or near midnight. Differentials for second and third shifts are summ arized separately for (1) establishment policies (an establishment's differentials are weighted by all production workers in the establishment at the time of the survey) and (2) effective practices (an establishment's differentials are weighted by production workers employed on the specified shift at the time of the survey). Scheduled weekly hours; paid holidays; paid vacations; and health, insurance, and pension plans. Provisions which apply to a majority of the production or office workers in an establishment are considered to apply to all production or office workers in the establishment; a practice or provision is considered nonexistent when it applies to less than a majority. Holidays; vacations; and health, insurance, and pension plans are considered applicable to employees currently eligible for the benefits as well as to employees who will eventually become eligible. Scheduled weekly hours and days (table B -3 ). Scheduled weekly hours and days refer to the number of hours and days per week which fu ll time first (day) shift workers are expected to work, whether paid for at straight-tim e or overtime rates. Paid holidays (table B -4 ). Holidays are included if workers who are not required to work are paid for the tim e off and those required to work receive premium pay or compensatory time off. They are included only if they are granted annually on a form al basis (provided for in are included even though and employees are not plans, typically found in as paid holidays. Data are tabulated to show the percent of workers who (1) are granted specific numbers of whole and half holidays and (2) are granted specified amounts of total holiday time (whole and half holidays are aggregated). Paid vacations (table B -5 ) . Establishments report their method of calculating vacation pay (time basis, percent of annual earnings, flat-sum payment, etc.) and the amount of vacation pay granted. Only basic formal plans are reported. Vacation bonuses, vacation-savings plans, and "extended" or "sabbatical" benefits beyond basic plans are excluded. A lso , provisions after each specified length of service are related to all production or office workers in an establishment regardless of length of service. Vacation plans commonly provide for a larger amount of vacation pay as service lengthens. Counts of production or office workers by length of service were not obtained. The tabulations of vacation pay granted present, therefore, statistical m easures of these provisions rather than proportions of workers actually receiving specific benefits. Health, insurance, and pension plans (tables B -6 and B -7 ). Health, insurance, and pension plans include plans for which the employer pays either all or part of the cost. The cost may be (1) underwritten by a com m ercial insurance company or nonprofit organization, (2) covered by a union fund to which the employer has contributed, or (3) borne directly by the employer out of operating funds or a fund set aside to cover the cost. A plan is included even though a majority of the employees in an establish ment do not choose to participate in it because they are required to bear part of its cost (provided the choice to participate is available or will eventually become available to a majority). Legally required plans such as social security, railroad retirem ent, w orkers' disability compensation, and temporary disability insurance *3 are excluded. 3 Temporary disability insurance which provides benefits to covered workers disabled by injury or illness which is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode Island. Establishment plans which meet only the legal requirements are excluded from these data, but those under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the State law are included. In Rhode Island, benefits are paid out of a State fund to which only employees contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan. State fund financing: In California, only employees contribute to the State fund; in New Jersey, employees and employers contribute; in New York, employees contribute up to a specified maximum and employers pay the difference between the employees' share and the total contribution required. Private plan financing: In California and New Jersey, employees cannot be required to contribute more than they would if they were covered by the State fund; in New York, employees can agree to contribute more if the State rules that the additional contribution is commensurate with the benefit provided. Federal legislation (Railroad Unemployment insurance Act) provides temporary disability insurance benefits to railroad workers for illness or injury, whether work-connected or not. The legislation requires that employers bear the entire cost of the insurance. Life insurance includes form al plans providing indemnity (usually through an insurance policy) in case of death of the covered worker. Information is also provided in table B -7 on types of life insurance plans and the amount of coverage ip all industries combined and in manufacturing. Accidental death and dismemberment insurance is limited to plans which provide benefit payments in case of death or loss of limb or sight as a direct result of an accident. Sickness and accident insurance includes only those plans which provide that predetermined cash payments be made directly to employees who lose time from work because of illness or injury, e .g ., $ 50 a week for up to 26 weeks of disability. Sick leave plans are limited to formal plans 4 which provide for continuing an em ployee's pay during absence from work because of illness. Data collected distinguish between (1) plans which provide full pay with no waiting period, and (2) plans which either provide partial pay or require a waiting period. Long-term disability insurance plans provide payments to totally disabled employees upon the expiration of their paid sick leave and/or sick ness and accident insurance, or after a predetermined period of disability (typically 6 months). Payments are made until the end of the disability, a maximum age, or eligibility for retirement benefits. Full or partial pay ments are almost always reduced by social security, workers' disability compensation, and private pension benefits payable to the disabled employee. Hospitalization, surgical, and medical insurance plans reported in these surveys provide full or partial payment for basic services rendered. Hospitalization insurance covers hospital room and board and may cover other hospital expenses. Surgical insurance covers surgeons' fees. Medical insurance covers doctors' fees for home, office, or hospital calls. Plans restricted to post-operative medical care or a doctor's care for minor ailments at a worker's place of employment are not considered to be medical insurance. Major medical insurance coverage applies to services which go beyond the basic services covered under hospitalization, surgical, and medical insurance. Major medical insurance typically (1) requires that a "deductible" (e .g ., $5 0 ) be met before benefits begin, (2) has a coinsurance feature that requires the insured to pay a portion (e .g ., 20 percent) of certain expenses, and (3) has a specified dollar maximum of benefits (e.g ., $ 10, 000 a year). Dental insurance plans provide normal dental service benefits, usually for fillings, extractions, and X -r a y s . Plans which provide benefits only for oral surgery or repairing accident damage are not reported. Retirement pension plans provide for regular payments to the retiree for life. Included are deferred profit-sharing plans which provide the option of purchasing a lifetime annuity. The following tabulation shows the percent of full-tim e production and office workers employed in establishments in the Northeast Pennsylvania area in which a union contract or contracts covered a m ajority of the workers in the respective categories, August 1979: Production and related workers A ll industries_________________ Manufacturing____________ Nonmanufacturing____ Public u tilitie s____ 71 82 46 98 Office workers 7 5 8 38 An establishment is considered to have a contract covering all production or office workers if a m ajority of such workers is covered by a labor-management agreement. Therefore, all other production or office workers are employed in establishments that either do not have labormanagement contracts in effect, or have contracts that apply to fewer than half of their production or office workers. Estim ates are not necessarily representative of the extent to which all workers in the area may be covered by the provisions of labor-management agreem ents, because sm all estab lishments are excluded and the industrial scope of the survey is limited. Industrial composition in manufacturing Almost three-fifths of the workers within the scope of the survey in the Northeast Pennsylvania area were employed in manufacturing firm s. The following presents the major industries as a percent of all manufacturing: Apparel and other textile products ___________________________________ Women's and m isses' outerwear__________________________________ Men's and boys' furnishings_______________________________________ Electric and electronic equipment ___________________________________ Electronic components and accessories _________________________ Fabricated metal products____________________________________________ Machinery, except e le c tr ic a l_________________________________________ Food and kindred products____________________________________________ Printing and publishing_______________________________________________ Textile mill products__________________________________________________ Rubber and miscellaneous plastics products _______________________ 26 17 5 11 6 9 7 6 6 5 5 This information is based on estimates of total employment derived from universe materials compiled before actual survey. Proportions in various industry divisions may differ from proportions based on the results considered as having a formal plan if it specifies at least the minimum number each employee. Such a plan need not be written, but informal sick leave of the survey as shown in appendix table 1. 4 An establishment is of days of sick leave available to allowances determined on an individual basis are excluded. Labor-management agreement coverage Appendix table 1. Establishments and workers within scope of survey and number studied. Northeast Pennsylvania,1August 1979 W o r k e r s in e s ta b lis h m e n ts N u m b e r o f e s ta b lis h m e n ts In d u s tr y d iv is io n 2 M in im u m e m p lo y m e n t in e s ta b lis h m e n ts in scope of study W it h in s c o p e o f stu d y W it h in sco p e o f s tu d y 3 Studied S tu died T o t a l4 N um ber ALL IN DUSTR Y T o t a l4 174 9 9 .8 1 1 100 65*962 1 1 .3 6 8 5 2 .3 9 6 50 356 222 96 78 5 8 .8 4 1 4 0 .9 7 0 59 41 4 7 .1 6 1 1 8 .8 0 1 4 .3 7 3 6 .9 9 5 2 8 .7 5 0 2 3 .6 4 6 50 50 50 50 50 25 26 95 26 50 17 7 27 10 17 8 .0 3 6 3 .6 0 7 1 7 .3 5 5 5 .7 2 0 6 .2 5 2 8 4 17 6 1 T h e N o r t h e a s t P e n n s y lv a n ia S ta n d a rd M e t r o p o lit a n S t a t is t ic a l A r e a , a s d e fin e d b y the O ffic e o f M a n a g e m e n t an d B u d g e t th ro u g h F e b r u a r y 1974, c o n s is t s o f L a c k a w a n n a , L u z e r n e , an d M o n r o e C o u n tie s . T h e " w o r k e r s w it h in s c o p e o f study" e s tim a te s p r o v id e a r e a s o n a b ly a c c u r a t e d e s c r ip t io n o f the s iz e an d c o m p o s it io n o f the la b o r fo r c e in c lu d e d in the s u rv e y . E s t im a t e s a r e not in te n d e d , h o w e v e r , fo r c o m p a r is o n w it h o th e r s t a t is t ic a l s e r ie s to m e a s u re e m p lo y m e n t tr e n d s o r le v e ls s in c e (1) p la n n in g o f w ag e s u r v e y s r e q u ir e s e s ta b lis h m e n t data c o m p ile d c o n s id e r a b ly in a d v a n ce o f the p a y r o ll p e r io d s tu d ie d , an d (2) s m a ll e s ta b lis h m e n ts a r e e x clu d e d f r o m the sco p e o f the su rve y. 2 T h e 1972 e d it io n o f the S ta n d a rd I n d u s tr ia l C la s s if ic a t io n M a n u a l w as u s e d to c l a s s if y e s ta b lis h m e n ts b y in d u s t r y d iv is io n . A l l g o v e rn m e n t o p e ra tio n s a r e e x c lu d e d fr o m the sco p e o f th e s u r v e y . 3 I n c lu d e s a l l e s ta b lis h m e n ts w it h to t a l e m p lo y m e n t at o r above the m in im u m lim it a t io n . A ll o u tle ts (w ith in th e a r e a ) o f c o m p a n ie s in in d u s t r ie s su ch as t r a d e , fin a n c e , auto r e p a ir s e r v ic e , and m o tio n p ic t u r e t h e a t e r s a r e c o n s id e r e d as one e s ta b lis h m e n t. F u ll - t i m e o ffic e w o r k e r s 578 D IV IS IO N S --------------------------------- MANUFACTURING -----------------------------------------------------NONMANUFACTURING ------------------------------------------------TRA N S PO R T A T IO N . CO M M UN ICATIO N . AND OTHER P U B L IC U T I L I T I E S 5 -------------------------------WHOLESALE TRADE --------------------------------------------R E T A I L TRADE --------------------------------------------------F I N A N C E . IN S U R A N C E. AND R EA L E S TA TE ----------S E R V I C E S 7 ---------------------------------------------------------- Pe rce n t F u l l - tim e p r o d u c t io n and r e la te d w o r k e r s 6 4 .5 1 5 (61 (61 (6 1 (6 1 1 .3 9 2 (6 1 (6 1 (6 1 (6 1 6 .9 0 9 1 .4 8 3 9 .3 7 4 3 .4 8 0 2 .4 0 0 4 In c lu d e s e x e c u tiv e , p r o fe s s io n a l, p a r t - t im e , s e a s o n a l, an d o th e r w o r k e r s e x clu d e d fr o m the s e p a ra te p r o d u c tio n an d o ffic e c a t e g o r ie s . 5 A b b r e v ia t e d to " p u b lic u t il it i e s " in th e A - and B - s e r i e s ta b le s . T a x ic a b s and s e r v ic e s in c id e n t a l to w a te r t r a n s p o r t a t io n a r e e x clu d e d . 6 S e p a ra te data fo r th is d iv is io n a r e not p r e s e n te d in th e A - and B - s e r i e s ta b le s , but the d iv is io n is r e p re s e n te d in the " a l l in d u s t r ie s " and " n o n m a n u fa c tu r in g " e s tim a te s . 7 H o te ls and m o te ls , la u n d r ie s and o th e r p e r s o n a l s e r v ic e s ; b u s in e s s s e r v ic e s ; a u to m o b ile r e p a ir , r e n ta l, and p a rk in g ; m o tio n p ic tu r e s ; n o n p ro fit m e m b e r s h ip o rg a n iz a tio n s (e x clu d in g r e lig io u s and c h a r it a b le o rg a n iz a tio n s ) ; and e n g in e e r in g an d a r c h it e c t u r a l s e r v ic e s . 31 Appendix B. Occupational Descriptions The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to a ssist its field representatives in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from a r e a to area. This permits grouping occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ sig nificantly from those in use in individual establishments or those pre pared for other purposes. In applying these job descriptions, the Bureau's field representatives are instructed to exclude working super v isors; apprentices; and part-tim e, temporary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. Learners, beginners, and trainees, unless specifically included in the job description, are excluded. Office SECRET ARY— Continued SECRETARY Exclus ions— Continued Assigned as a personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day activ ities of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. P erform s varied clerical and secretarial duties requiring a knowledge of office routine and understanding of the organization, program s, and procedures related to the work of the supervisor. a. "p erso n a l" secretary concept b. Stenographers not fully trained in secretarial-type duties; c. Stenographers serving as office assistants to a group of pro fessional, technical, or managerial persons; d. Exclusions. Not all positions that are titled "s e c r e ta r y " possess the above characteristics. Examples of positions which are excluded from the definition are as follows: Positions which do not meet the described above; Assistant-type positions which entail more difficult or more r e sponsible technical, administrative, or supervisory duties which are not typical of secretarial work, e .g ., Administrative A s s is t ant, or Executive Assistant; Listed below are several occ upations for which revised descriptions or titles are being introduced in this survey: Truckdriver Secretary Shipper and receiver Key entry operator (previously surveyed Computer operator as shipping and Drafter receiving clerk) Stationary engineer Guard Boiler tender The Bureau has discontinued collecting data for tabulating-machine operator, bookkeeping-machine operator, and machine biller. Workers previously classified as watchmen are now classified as guards under the revised description. 32 SECRETARY— Continued SECRETARY----Continued Exclusions— Continued Classification by Level— Continued e. f. Positions which do not fit any of the situations listed in the sections below titled ''Level of Su p ervisor," e .g ., secretary to the president of a company that employs, in all, over 5 ,0 0 0 persons; Train ees. segment often involving as many as several hundred persons) of a company that employs, in a ll, over 25, 000 persons. LS—4 Classification by Level Secretary jobs which meet the required characteristics are matched at one of five levels according to (a) the level of the secretary's supervisor within the company's organizational structure and, (b) the level of the secreta ry 's responsibility. The tabulation following the explanations of these two factors indicates the level of the secretary for each combination of the factors. a. Secretary to the chairman of the board or president of a company that employs, in a ll, over 100 but fewer than 5, 000 persons; or b. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 5,0 0 0 but fewer than 2 5 ,0 0 0 persons; or c. Secretary to the head, immediately below the corporate officer level, of a major segment or subsidiary of a company that em ploys, in a ll, over 2 5 ,0 0 0 persons. Level of Secretary's Supervisor (LS) LS—1 a. Secretary to the supervisor or head of a sm all organizational unit (e .g ., fewer than about 25 or 30 persons); or b. Secretary to a nonsupervisory staff specialist, professional em ployee, administrative officer or assistant, skilled technician or expert. (NOTE: M a n y companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) LS—2 a. Secretary to an executive or managerial person whose respon sibility is not equivalent to one of the specific level situations in the definition for L S -3 , but whose organizational unit normally numbers at least several dozen employees and is usually divided into organizational segments which are often, in turn, further subdivided. In some companies, this level includes a wide range of organizational echelons; in others, only one or two; or b. Secretary to the head of an individual plant, factory, etc., (or other equivalent level of official) that em ploys, in all, fewer than 5 ,0 0 0 persons. LS—3 a. Secretary to the chairman of the board or president of a company that em ploys, in a ll, fewer than 100 persons; or b. Secretary to a corporate officer (other than chairman of the board or president) of a company that em ploys, in all, over 100 but fewer than 5, 000 persons; or c. Secretary to the head (immediately below the officer level) over either-a m ajor corporatewide functional activity (e .g ., marketing, research , operations, industrial relations, etc.) or a major geographic or organizational segment (e.g ., a regional headquar te r s ; a m ajor division) of a company that em ploys, in all, over 5 ,0 0 0 but fewer than 2 5 ,0 0 0 employees; or d. Secretary to the head of (or other equivalent level over 5 ,0 0 0 persons; or e. Level of Secretary's Responsibility (LR) This factor evaluates the nature of the work relationship between the secretary and the supervisor, and the extent to which the secretary is expected to exercise initiative and judgment. Secretaries should be matched at LR—1 or LR—2 described below according to their level of responsibility. LR—1. Perform s varied secretarial duties including or comparable to most of the following: a. Answers telephones, coming mail. b. Answers telephone requests which have standard answers. reply to requests by sending a form letter. c. Reviews correspondence, memoranda, and reports prepared by others for the supervisor's signature to ensure procedural and typographical accuracy. d. Maintains supervisor's instructed. e. Types, an individual plant, factory, etc., of official) that em ploys, in all, Secretary to the head of a large and important organizational seg ment (e .g ., a middle management supervisor of an organizational N O TE : The term "corporate officer" used in the above LS def inition refers to those officials who have a significant corporatewide policy making role with regard to major company activities. The title "v ice presid en t," 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; di rectly supervise a clerical staff) are not considered to be "corporate o fficers" for purposes of applying the definition. greets personal ca llers, calendar and takes and transcribes dictation, makes and opens appointments and files. in May as SEC RE T ARY— C ontinued STENO G RAPH ER— Continued LR—2. Perform s duties described under L R -1 and, in addition p er forms tasks requiring greater judgment, initiative, and knowledge of office functions including or comparable to most of the following: a. Screens telephone and personal ca llers, determining which can be handled by the supervisor's subordinates or other offices. b. Answers requests which require a detailed knowledge of of fice procedures or collection of information from files or other offices. May sign routine correspondence in own or supervisor's name. c. Compiles or assists in compiling periodic reports on the basis of general instructions. d. Schedules tentative appointments without prior clearance. A s sem bles necessary background m aterial for scheduled meetings. Makes arrangements for meetings and conferences. e. Explains supervisor's requirements to other employees in super v iso r's unit. (Also types, takes dictation, and files.) The following tabulation shows the level of the secretary for each LS and LR combination: Level of secretary's ______supervisor_____ Stenographer, General. Dictation involves a normal routine vocabu lary. May maintain files, keep simple reco rd s, or perform other relatively routine clerical tasks. TRANSCRIBING-MACHINE TYPIST Prim ary duty is to type copy of voice recorded dictation which does not involve varied technical or specialized vocabulary such as that used in legal briefs or reports on scientific research. May also type from written copy. May maintain file s , keep simple records, or perform other relatively routine clerical tasks. (See Stenographer definition for workers involved with shorthand dictation.) Level of secretary's responsibility TYPIST LR -1 LS—1_______ LS—2_______ LS—3_______ LS—4_______ OR Performs stenographic duties requiring significantly greater in dependence 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 pro cedure; and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing steno graphic duties and responsible clerical tasks such as maintaining follow up files; assembling material for reports, memoranda, and letters; com posing simple letters from general instructions; reading and routing incoming m ail; and answering routine questions, etc. Class Class Class Class L R -2 E D C B Class Class Class Class D C B A STENOGRAPHER P rim ary 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-M achine Typist). 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 perform s more responsible and discretionary tasks as described in the secretary job definition. Uses a typewriter to make copies of various m aterials or to make out bills after calculations have been made by another person. May include typing of stencils, m ats, or sim ilar m aterials 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 m ore of the following: Typing material in final form when it involves combining material from several sources; or responsibility for correct s-pelling, syllabication, punctuation, etc., of tech nical or unusual words or foreign language m aterial; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances. Class B . Performs one or more of the following: Copy typing from rough or clear drafts; or routine typing of fo rm s, insurance policies, etc.; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. FILE CLERK Stenographer, Senior. Dictation involves a varied technical or spe cialized vocabulary such as in legal briefs or reports on scientific research. May also set up and maintain files, keep records, etc. F iles, 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. F IL E C L E R K — Continued O R D E R C L E R K — Continued Class A . C lassifies and indexes file material such as correspond ence, reports, technical documents, etc., in an established filing system containing a number of varied subject matter files. May also file this m aterial. May keep records of various types in conjunction with the files. May lead a sm all group of lower level file clerks. adequacy of information recorded; ascertaining credit rating of customer; furnishing customer with acknowledgement of receipt of order; following-up to see that order is delivered by the specified date or to let customer know of a delay in delivery; maintaining order file; checking shipping invoice against original order. Class B . S o rts, codes, and files unclassified m aterial by simple (subject matter) headings or partly classified material by finer subheadings. Prepares simple related index and cross-referen ce aids. As requested, locates clearly identified m aterial in files and forwards m aterial. May p er form related clerical tasks required to maintain and service files. Exclude workers paid on a commission basis or whose duties include any of the following: Receiving orders for services rather than for material or merchandise; providing customers with consultative advice using knowl edge gained from engineering or extensive technical training; emphasizing selling skills; handling material or merchandise as an integral part of the job. C lass C . P erform 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 m aterial in files and forwards m aterial; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files. Positions definitions: MESSENGER P erform s various routine duties such as running errands, operating minor office machines such as sealers or m a ilers, opening and distributing m a il, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. are classified into levels according to the following Class A . Handles orders that involve making judgments such as choosing which specific product or material from the establishment's product lines will satisfy the custom er's needs, or determining the price to be quoted when pricing involves more than m erely referring to a price list or making some simple mathematical calculations. Class B . Handles orders involving items which have readily iden tified uses and applications. May refer to a catalog, manufacturer's manual, or sim ilar document to insure that proper item is supplied or to verify price of ordered item. ACCOUNTING CLERK SWITCHBOARD OPERATOR Operates a telephone switchboard or console used with a private branch exchange (P B X) system to relay incoming, outgoing, and intrasystem ca lls. May provide information to ca llers, record and transmit m essag es, keep record of calls placed and toll charges. Besides operating a telephone switchboard or console, may also type or perform routine clerical work (typing or routine clerical work may occupy the major portion of the worker's tim e, and is usually perform ed while at the switchboard or console). Chief or lead operators in establishments employing more than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard Ope rator-R eceptionist. SWITCHBOARD OPERATOR-RECEPTIONIST At a single-position telephone switchboard or console, acts both as an operator— see Switchboard Operator— and as a receptionist. Receptionist’ s work involves such duties as greeting visitors; determining nature of v isitor's business and providing approp.iate information; referring visitor to appro priate person in the organization or contacting that person by telephone and arranging an appointment; keeping a log of visitors. ORDER CLERK Receives written or verbal custom ers' purchase orders for material or merchandise from custom ers or sales people. Work typically involves some combination of the following duties: Quoting prices; determining availa bility of ordered items and suggesting substitutes when necessary; advising expected delivery date and method of delivery; recording order and customer information on order sheets; checking order sheets for accuracy and Perform s one or more accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal con sistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing more complicated journal vouchers. May work in either a manual or automated accounting system. The work requires a knowledge of clerical methods and office practices and procedures which relates to the clerical processing and re cording of transactions and accounting information. With experience, the worker typically becomes familiar with the bookkeeping and accounting terms and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting. Positions definitions: are classified into levels on the basis of the following Class A. Under general supervision, performs accounting clerical operations which require the application of experience and judgment, for example, clerically processing complicated or nonrepetitive accounting trans actions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions through previous accounting actions to determine source of discrepancies. May be assisted by one or more class B accounting clerks. Class 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 35 ACCO UN TIN G C L E R K — Continued C O M P U T E R SYSTEM S A N A L Y S T , 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. BUSINESS— Continued Does not include employees prim arily responsible for the man agement or supervision of other electronic data processing em ployees, or systems analysts primarily concerned with scientific or engineering problems. PAYROLL CLERK For wage study purposes, system s analysts are classified as follows: Perform s the clerical tasks necessary to process payrolls and to maintain payroll records. Work involves most of the following: Processing workers' time or production records; adjusting workers' records for changes in wage rates, supplementary benefits, or tax deductions; editing payroll listings against source records; tracing and correcting errors in listings; and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical knowledge of governmental regulations, company payroll policy, or the computer system for processing payrolls. Class A . Works independently or under only general direction on complex problems involving all phases of system s analysis. Problems are complex because of diverse sources of input data and multiple-use require ments of output data. (For example, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which every item of each type is automatically processed through the full system of records and appropriate followup actions are initiated by the computer.) Confers with persons concerned to determine the data processing problems and advises subject-matter personnel on the implications of new or revised systems of data processing operations. Makes recommendations, if needed, for approval of major system s installations or changes and for obtaining equipment. KEY ENTRY OPERATOR Operates keyboard-controlled data entry device such as keypunch machine or key-operated magnetic tape or disk encoder to transcribe data into a form suitable for computer processing. Work requires skill in operating an alphanumeric keyboard and an understanding of transcribing procedures and relevant data entry equipment. Positions are definitions: May provide functional direction to lower who are assigned to assist. level systems analysts classified into levels on the basis of the following Class B . Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program, and operate. Problems are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, develops systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determine the data processing problems and advises subject-matter personnel on the implications of the data processing systems to be applied. 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 entered from a variety of source documents. On occasion may also perform routine work as described for class B. NOTE: Excluded are operators above class A using the key entry controls to a ccess, read, and evaluate the substance of specific records to take substantive actions, or to make entries requiring a sim ilar level of knowledge. Class B. Work is routine and repetitive. Under close supervision or following specific procedures or detailed instructions, works from various standardized source documents which have been coded and require little or no selecting, coding, or interpreting of data to be entered. Refers to supervisor problems arising from erroneous item s, codes, or missing information. OR Works on a segment of a complex data processing scheme or system , as described for class A. Works independently on routine assign ments and receives instruction and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alignment with the overall system . Professional and Technical COMPUTER SYSTEMS A N ALYST, BUSINESS Class C. Works under immediate supervision, carrying out analyses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in the application of procedures and skills required for systems analysis work. For example, may assist a higher level systems analyst by preparing the detailed specifications required by programm ers from information developed by the higher level analyst. Analyzes business problems to formulate procedures for solving them by use of electronic data processing equipment. Develops a complete description of all specifications needed to enable programm ers to prepare required digital computer programs. Work involves most of the following: Analyzes subject-m atter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, files, and documents to be used; outlines actions to be performed by personnel and computers in sufficient detail for presentation to management and for programming (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in trial runs of new and revised system s; and recommends equipment changes to obtain more effective overall operations. (NOTE: Workers performing both system s analysis and programming should be classified as system s analysts if this is the skill used to determine their pay.) COMPUTER PROGRAMMER, BUSINESS Converts statements of business problem s, typically prepared by a system s analyst, into a sequence of detailed instructions which are re quired to solve the problems by automatic data processing equipment. Working from charts or diagrams, the program m er develops the pre cise instructions which, when entered into the computer system in coded 36 C O M P U T E R P R O G R A M M E R , BUSINESS— Continued C O M P U T E R P R O G R A M M E R , BUSINESS— Continued language, cause the manipulation of data to achieve desired results. Work involves most of the following: Applies knowledge of computer capa bilities, mathematics, logic employed by computers, and particular sub ject matter involved to analyze charts and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed flow charts to show order in which data will be processed; converts these charts to coded instructions for machine to follow; tests and corrects program s; prepares instructions for operating personnel during production run; analyzes, review s, and alters programs to increase operating effi ciency or adapt to new requirements; maintains records of program de velopment and revisions. (NOTE: Workers performing both systems anal ysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) May guide or instruct lower level program m ers. Class C . Makes practical applications of programming practices and concepts usually learned in formal training courses. Assignments are designed to develop competence in the application of standard pro cedures to routine problem s. Receives close supervision on new aspects of assignments; and work is reviewed to verify its accuracy and conformance with required procedures. COMPUTER OPERATOR In accordance with operating instructions, monitors and operates the control console of a digital computer to process data. Executes runs by either serial processing (processes one program at a time) or multi processing (processes two or more programs simultaneously). The following duties characterize the work of a computer operator: Does not include employees primarily responsible for the man agement or supervision of other electronic data processing employees, or program m ers prim arily concerned with scientific and/or engineering problem s. For wage study purposes, programmers are classified as - Studies needed. - Loads equipment paper, etc.). follows: instructions w ith to required determine items equipment (tapes, setup cards, disks, - Switches necessary auxilliary equipment into system. Class A . Works independently or under only general direction on complex problems which require competence in all phases of pro gramming concepts and practices. Working from diagrams and charts which identify the nature of desired r e su lts/ major processing steps to be accomplished, and the relationships between various steps of the prob lem solving routine; plans the full range of programming actions needed to efficiently utilize the computer system in achieving desired end products. - Starts and operates computer. - Responds to operating and computer output instructions. - Reviews error m essages and makes corrections during operation or refers problems. At this level, programming is difficult because computer equip ment must be organized to produce several interrelated but diverse prod ucts from numerous and diverse data elements. A wide variety and ex tensive number of internal processing actions must occur. This requires such actions as development of common operations which can be re used, establishment of linkage points between operations, adjustments to data when program requirements exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program. May provide functional direction to lower level programm ers who are assigned to a ssist. - Maintains operating record. May test-run new or modified programs. May a ssist in modifying system s or program s. The scope of this definition includes trainees working to become fully qualified computer operators, fully qualified computer operators, and lead operators providing technical assistance to lower level operators. It excludes workers who monitor and operate remote terminals. Class A . In addition to work assignments described for a class B operator (see below) the work of a class A operator involves at least one of the following: - Deviates from standard procedures to avoid the loss of infor mation or to conserve computer time even though the procedures applied m aterially alter the computer unit's production plans. Class B . Works independently or under only general direction on relatively simple program s, or on simple segments of complex programs. P rogram s (or segments) usually process information to produce data in two or three varied sequences or formats. Reports and listings are produced by refining, adapting, arraying, or making minor additions to or deletions from input data which are readily available. While numerous records may be processed, the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typically, the program deals with routine recordkeeping operations. - Tests new program s, applications, and procedures. - Advises program m ers techniques. and subject-m atter experts on s e t u p - A ssists in (1) maintaining, modifying, and developing operating systems or program s; (2) developing operating instructions and techniques to cover problem situations; and/or (3) switching to emergency backup procedures (such assistance requires a working knowledge of program language, computer features, and software sy stem s). OR Works on complex programs (as described for class A) under close direction of a higher level programmer or supervisor. May assist higher level program m er by independently performing less difficult tasks assigned, and performing m ore difficult tasks under fairly close direction. operating An operator at this level typically guides 37 lower level operators. C O M P U T E R O P E R A T O R — Continued C O M P U T E R D A T A LIBRAR IAN Class B . In addition to established production runs, work assign ments include runs involving new program s, applications, and procedures (i.e ., situations which require the operator to adapt to a variety of problems). At this level, the operator has the training and experience to work fairly independently in carrying out most assignments. Assignments may require the operator to select from a variety of standard setup and operating procedures. In responding to computer output instructions or error con ditions, applies standard operating or corrective procedures, but may deviate from standard procedures when standard procedures fail if deviation does not m aterially alter the computer unit's production plans. Refers the problem or aborts the program when procedures applied do not provide a solution. May guide lower level operators. Maintains library of media (tapes, disks, cards, cassettes) used for automatic data processing applications. The following or sim ilar duties characterize the work of a computer data librarian: Classifying, cataloging, and storing media in accordance with a standardized system ; upon proper requests, releasing media for processing; maintaining records of releases and returns; inspecting returned media for damage or excessive wear to determine whether or not they need replacing. May perform minor repairs to damaged tapes. Class C . Work assignments are limited to established production runs (i.e ., programs which present few operating problems). Assignments may consist prim arily of on-the-job training (sometimes augmented by classroom instruction). When learning to run program s, the supervisor or a higher level operator provides detailed written or oral guidance to the operator before and during the run. After the operator has gained experience with a program , however, the operator works fairly independently in applying standard operating or corrective . procedures in responding to computer output instructions or error conditions, but refers problems to a higher level operator or the supervisor when standard procedures fail. PERIPHERAL EQUIPMENT OPERATOR Operates peripheral equipment w h i c h directly supports digital computer operations. Such equipment is uniquely and specifically designed for computer applications, but need not be physically or electronically connected to a computer. P rinters, plotters, card read/punches, tape readers, tape units or drives, disk units or drives, and data display units are examples of such equipment. The following duties characterize the work of a peripheral equipment operator: - Loading printers and plotters with correct paper; adjusting controls for form s, thickness, tension, printing density, and location; and unloading hard copy. - Labelling tape reels, disks, or card decks. - Checking labels and mounting and dismounting reels or disks on specified units or drives. designated tape - Setting controls which regulate operation of the equipment. - Observing panel lights for warnings taking appropriate action. and error indications and - Examining tapes, cards, or other material for creases, tears, or other defects which could cause processing problems. This classification excludes workers (1) who monitor and operate a control console (see computer operator) or a remote terminal, or (2) whose duties are limited to operating decollaters, bursters, separators, or similar equipment. DRAFTER Performs drafting work requiring knowledge and skill in drafting methods, procedures, and techniques. Prepares drawings of structures, mechanical and electrical equipment, piping and duct system s and other sim ilar equipment, system s, and a ssem blies. Uses recognized systems of sym bols, legends, shadings, and lines having specific meanings in drawings. Drawings are used to communicate engineering ideas, designs, and inform a tion in support of engineering functions. The following are excluded when they constitute the prim ary purpose of the job: - Design work requiring the technical knowledge, to conceive or originate designs; skill, and ability - Illustrating work requiring artistic ability; - Work involving th e preparation arrangements, floor plans, etc.; - Cartographic work involving the preparation of maps or plats and related m aterials, and drawings of geological structures; and - Supervisory work involving the management of a drafting program or the supervision of drafters. Positions definitions. of charts, diagram s, room are classified into levels on the basis of the following Class A. Works closely with design originators, preparing drawings of unusuaTj complex or original designs which require a high degree of precision. Performs unusually difficult assignments requiring considerable initiative, resourcefulness, and drafting expertise. A ssu res that anticipated problems in manufacture, assem bly, installation, and operation are resolved by the drawings produced. E xercises independent judgment in selecting and interpreting data based on a knowledge of the design intent. Although working prim arily as a drafter, may occasionally perform engineering design work in interpreting general designs prepared by others or in completing missing design details. May provide advice and guidance to lower level drafters or serve as coordinator and planner for large and complex drafting projects. Class B. Prepares complete sets of complex drawings which include multiple views, detail drawings, and assem bly drawings. Drawings include complex design features that require considerable drafting skill to visualize and portray. Assignments regularly require the use of mathematical formulas to compute weights, load capacities, dimensions, quantities of m aterials, etc. Working from sketches and verbal information supplied by an engineer or designer, determines the m ost appropriate views, detail drawings, and supplementary information needed to complete assignments. Selects required information from precedents, manufacturers' catalogs, and technical guides. Independently resolves most of the problems encountered. Supervisor or designer may suggest methods of approach or provide advice on unusually difficult problems. D R A F T E R — Continued ELE C T R O N IC S TEC H N IC IAN — Continued NOTE: Exclude drafters performing work of sim ilar difficulty to that described at this level but who provide support for a variety of organi zations which have widely differing functions or requirements. frequent engineering changes. Work involves: A detailed understanding of the interrelationships of circuits; exercising independent judgment in per forming such tasks as making circuit analyses, calculating wave form s, tracing relationships in signal flow; and regularly using complex text in struments (e .g ., dual trace oscilloscopes, Q -m eters, deviation m eters, pulse generators). Class C . Prepares various drawings of parts and a ssem blies, including sectional p ro files, irregular or reverse curves, hidden lin es, and sm all or intricate details. Work requires use of most of the conventional drafting techniques and a working knowledge of the terms and procedures of the industry. Fam iliar or recurring work is assigned in general term s; unfamiliar assignments include information on methods, procedures, sources of information, and precedents to be followed. Simple revisions to existing drawings may be assigned with a verbal explanation of the desired results; m ore complex revisions are produced from sketches which clearly depict the desired product. Class D. Prepares drawings of simple, easily visualized parts or equipment from sketches or marked-up prints. Selects appropriate templates and other equipment needed to complete assignments. Drawings fit fam iliar patterns and present few technical problems. Supervisor provides detailed instructions on new assignm ents, gives guidance when questions a rise, and reviews completed work for accuracy. Class E. Working under close supervision, traces or copies finished drawings, making clearly indicated revisions. Uses appropriate templates to draw curved lines. Assignments are designed to develop increasing skill in various drafting techniques. Work is spot-checked during progress and reviewed upon completion. NOTE: Exclude d r a f t e r s performing elementary receiving training in the m ost basic drafting methods. tasks while ELECTRONICS TECHNICIAN Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge, of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. The equipment— consisting of either many different kinds of circuits or multiple repetition of the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting and receiving equipment (e.g ., radar, radio, television, telephone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and medical measuring and controlling equipment. 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. Class B. Applies comprehensive technical knowledge to solve com plex problems (i.e ., those that typically can be solved solely by properly interpreting manufacturers' manuals or sim ilar 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 that those used by the class A technician. Receives technical guidance, as required, from supervisor or higher level technician, and work is reviewed for specific compliance with accepted practices and work assignments. May provide technical guidance to lower level technicians. Class C. Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed in structions which cover virtually all procedures. Work typically involves such tasks as: A ssisting 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 ., m ultim eters, 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 in crease competence (including classroom training) so that worker can advance to higher level technician. Receives technical guidance, as required, from supervisor or higher level technician. Work is typically spot-checked, but is given detailed review when new or advanced assignments are involved. This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assem blers and testers; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. Positions definitions: are classified REGISTERED INDUSTRIAL NURSE A registered nurse gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the prem ises 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 em ployees; and planning and carrying out programs involving into levels on the basis of the following Class A. Applies advanced technical knowledge to solve unusually complex problems (i.e ., those that typically cannot be solved solely by reference to m anufacturers' manuals or similar documents) in working on electronic equipment. Examples of such problems include location and density of circuitry, electromagnetic radiation, isolating malfunctions, and 39 REG ISTERED IN D U STR IAL NURSE---- Continued M A IN TE N A N C E MACHINIST— Continued health education, accident prevention, evaluation of plant environment, or other activities affecting the health, w elfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common m etals; selecting standard m aterials, parts, and equipment required for this work; and fitting and assembling parts into mechanical equipment. In general, the machinist's work normally requires a rounded training in machine-shop practice usually acquired through a form al apprenticeship or equivalent training and experience. Maintenance, Toolroom , and Powerplant MAINTENANCE CARPENTER MAINTENANCE MECHANIC (MACHINERY) P erform s the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, flo ors, stairs, casings, and trim made of wood in am establishment. Work involves most of the following: Planning and laying out of work from blueprints, drawings, m odels, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to di mensions of work; and selecting m aterials necessary for the work. In gen eral, the work of the maintenance carpenter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Repairs machinery or mechanical equipment of an establishment. Work involves most of the following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending the machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shops; reassembling machines; and making all necessary adjustments for operation. In general, the work of a machinery maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and ex perience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. MAINTENANCE ELECTRICIAN P erform s a variety of electrical trade functions such as the in stallation, maintenance, or repair of equipment for the generation, distri bution, 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, tran sform ers, switchboards, controllers, circuit breakers, m otors, heating units, conduit system s, or other tran s m 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 electrician's handtools and measuring and testing instruments. In general, the work of the main tenance electrician requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. MAINTENANCE PAINTER Paints and redecorates w alls, woodwork, and fixtures of an estab lishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes and interstices; and applying paint with spray gun or brush. May mix colors, o ils, white lead, and other paint ingredients to obtain proper color or con sistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE MACHINIST Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment operated in an establishment. Work in volves most of the following: Interpreting written instructions and specifica tions; planning and laying out of work; using a variety of m achinist's handtools and precision measuring instruments; setting up and operating standard MAINTENANCE MECHANIC (MOTOR VEHICLE) Repairs automobiles, buses, motortrucks, and tractors of an estab lishment. Work involves most of the following: Examining automotive equipment to diagnose source of trouble; disassembling equipment and per forming repairs that involve the use of such handtools as wrenches, gauges, d rills, or specialized equipment in disassem bling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; r e assembling and installing the various assem blies in the vehicle and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the motor vehicle maintenance mechainc requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. This classification d o e s not i n c l u d e custom ers' vehicles in automobile repair shops. mechanics who repair MAINTENANCE PIPEFITTER Installs or repairs water, steam , gas, or other types of pipe and pipefittings in an establishment. Work involves m ost of the following: Laying out work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel'and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to p ressu res, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Workers prim arily engaged in installing and repairing building sanitation or heating systems are excluded. M A IN TE N A N C E S H E E T -M E T A L W O R K ER M A C H IN E -T O O L O P E R A T O R (T O O LR O O M )— Continued Fabricates, installs, and maintains in good repair the sheet-m etal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves most of the following: Planning and laying out all types of sheet-metal maintenance work from blueprints, models, or other specifica tions; setting up and operating all available types of sheet-m etal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-m etal articles as required. In general, the work of the maintenance sheet-m etal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. work of a machine-tool operator (toolroom) at the skill level called for in this classification requires extensive knowledge of machine-shop and tool room practice usually acquired through considerable on-the-job training and experience. For cross-industry wage study purposes, this classification does not include machine-tool operators (toolroom) employed in tool and die jobbing shops. TOOL AND DIE MAKER Constructs and repairs jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e .g ., plastic, plaster, rubber, glass). Work typically involves: Planning and laying out work according to m odels, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate m aterials, tools, and processes required to complete task; making necessary shop computations; setting up and operating various machine tools and related equipment; using various tool and die m aker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to pre scribed tolerances and allowances. In general, the tool and die maker's work requires rounded training in machine-shop and toolroom practice usually acquired through formal apprenticeship or equivalent training and experience. MILLWRIGHT Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following: Planning and laying out work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to str e sse s, strength of m aterials, and centers of gravity; aligning and balancing equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transm ission equipment such as drives and speed reducers. In general, the millwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience. For cross-industry wage study purposes, this classification does not include tool and die makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies (die sinkers). MAINTENANCE TRADES HELPER A ssists 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 m aterials 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. STATIONARY ENGINEER Operates and maintains one or more systems which provide an establishment with such services as heat, air-conditioning (cool, humidify, dehumidify, filter, and circulate air), refrigeration, steam or high-tempera ture water, or electricity. Duties involve: Observing and interpreting readings on gauges, m eters, and charts which register various aspects of the system 's operation; adjusting controls to insure safe and efficient opera tion of the system and to meet demands for the service provided; recording in logs various aspects of the system 's operation; keeping the engines, machinery, and equipment of the system in good working order. May direct and coordinate activities of other workers (not stationary engineers) in per forming tasks directly related to operating and maintaining the system or system s. MACHINE-TOOL OPERATOR (TOOLROOM) Specializes in operating one or more than one type of machine tool (e.g ., jig borer, grinding machine, engine lathe, milling machine) to machine metal for use in making or maintaining jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e .g ., plastic, plaster, rubber, glass). Work typically involves: Planning and performing difficult machining operations which require complicated setups or a high degree of accuracy; setting up machine tool or tools (e .g ., install cutting tools and adjust guides, stops, working tables, and other controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of precision measuring instruments; making necessary adjustments during machining operation to achieve requisite dimensions to very close tolerances. May be required to select proper coolants and cutting and lubricating o ils, to recognize when tools need dressing, and to dress tools. In general, the The classification excludes head or chief engineers in establishments employing more than one engineer; workers required to be skilled in the repair of electronic control equipment; and workers in establishments pro ducing electricity, steam, or heated or cooled air primarily for sale. BOILER TENDER Tends one or more boilers to produce steam or high-temperature water for use in an establishment. Fires boiler. Observes and interprets readings on gauges, m eters, and charts which register various aspects of boiler operation. Adjusts controls to insure safe and efficient boiler opera tion and to meet demands for steam or high-temperature water. May also 41 B O ILER T E N D E R — Continued SH IPPER AND R EC EIVER — Continued do one or more of the following: Maintain a log in which various aspects of boiler operation are recorded; clean, oil, make minor repairs or assist in repairs to boilerroom equipment; and, following prescribed methods, treat boiler water with chemicals and analyze boiler water for such things as acidity, causticity, and alkalinity. receipts, or other records; checking for damaged goods; insuring that goods are appropriately identified for routing to departments within the establishment; preparing and keeping records of goods received. For wage study purposes, workers are classified as follows: The classification excludes workers in establishments producting electricity, steam , or heated or cooled air prim arily for sale. Shipper Receiver Shipper and receiver Material Movement and Custodial WAREHOUSEMAN TRUCKD RIVER Drives a truck within a city or industrial area to transport m aterials, merchandise, equipment, or workers between various types of establishments such a s: Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and custom ers' houses or places of business. May also load or unload truck with or without helpers, make minor mechanical repairs, and keep truck in good working order. Salesroute and over-the-road drivers are excluded. 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 m aterials; examining stored materials and r e porting deterioration and damage; removing material from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. For wage study purposes, truckdrivers are classified by type and rated capacity of truck, as follows: Exclude workers whose primary duties involve shipping and r e ceiving work (see Shipper and Receiver and Shipping Packer), order filling (see Order Filler), or operating power trucks (see Pow er-Truck Operator). Truckdriver, light truck (straight truck, under IV2 tons, usually 4 wheels) Truckdriver, medium truck (straight truck, IV2 to 4 tons inclusive, usually 6 wheels) Truckdriver, heavy truck (straight truck, over 4 tons, usually 10 wheels) Truckdriver, tractor-trailer ORDER FILLER Fills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, custom ers' orders, or other instructions. May, in addition to filling orders and in dicating items filled or omitted, keep records of outgoing orders, requisition additional stock or report short supplies to supervisor, and perform other related duties. SHIPPER AND RECEIVER P erform s clerical and physical tasks in connection with shipping goods of the establishment in which employed and receiving incoming shipments. In performing day-to-day, routine tasks, follows established guidelines. In handling unusual nonroutine problem s, receives specific guid ance from supervisor or other officials. May direct and coordinate the activities of other workers engaged in handling goods to be shipped or being received. SHIPPING PACKER Prepares finished products for shipment or storage by placing them in shipping containers, the specific operations performed being dependent upon the type, size, and number of units to be packed, the type of container employed, and method of shipment. Work requires the placing of items in shipping containers and may involve one or more of the following: Knowledge of various items of stock in order to verify content; selection of appropriate type and size of container; inserting enclosures in container; using excelsior or other material to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded. Shippers typically are responsible for most of the following: Verifying that orders are accurately filled by comparing items and quantities of goods gathered for shipment against documents; insuring that shipments are properly packaged, identified with shipping information, and loaded into transporting vehicles; preparing and keeping records of goods shipped, e .g ., m anifests, bills of lading. Receivers typically are responsible for most of the following: Verifying the correctness of incoming shipments by comparing items and quantities unloaded against bills of lading, invoices, m anifests, storage 42 M A T E R IA L H A N D LIN G L A B O R E R G UARD — Continued A worker employed in a warehouse, manufacturing plant, store, or other establishment whose duties involve one or more of the following: Loading and unloading various m aterials and merchandise on or from freight ca r s, trucks, or other transporting devices; unpacking, shelving, or placing m aterials or merchandise in proper storage location; and transporting m aterials or merchandise by handtruck, car, or wheelbarrow. Longshore w orkers, who load and unload ships, are excluded. Guards employed by establishments which provide protective se r vices on a contract basis are included in this occupation. For wage study purposes, guards are classified as follows: Class A . Enforces regulations designed to prevent breaches of security. E xercises judgment and uses discretion in dealing with em er gencies and security violations encountered. Determines whether first response should be to intervene directly (asking for assistance when deemed necessary and time allows), to keep situation under surveillance, or to re port situation so that it can be handled by appropriate authority. Duties require specialized training in methods and techniques of protecting security areas. Commonly, the guard is required to demonstrate continuing physical fitness and proficiency with firearm s or other special weapons. P O W E R -TR U C K OPERATOR Operates a manually controlled gasoline- or electric-pow ered truck or tractor to transport goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment. Class B . Carries out instructions prim arily oriented toward in suring that emergencies and security violations are readily discovered and reported to appropriate authority. Intervenes directly only in situations which require minimal action to safeguard property or persons. Duties require minimal training. Commonly, the guard is not required to demonstrate physical fitness. May be armed, but generally is not required to demonstrate proficiency in the use of firearm s or special weapons. For wage study purposes, workers are classified by type of powertruck, as follows: Forklift operator P ow er-truck operator (other than forklift) JANITOR, PORTER, OR CLEANER Cleans and keeps in an orderly condition factory working areas and washroom s, or prem ises of an office, apartment house, or commercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trim m ings; providing supplies and minor maintenance services; and cleaning lavatories, showers, and restroom s. Workers who specialize in window washing are excluded. GUARD P rotects property from theft or damage, or persons from hazards or interference. Duties involve serving at a fixed post, making rounds on foot or by m otor vehicle, or escorting persons or property. May be deputized to make a rre sts. May also help visitors and customers by answering questions and giving directions. 43 Service Contract Act Surveys The following areas are su r veyed periodically for use in admin istering the Service Contract Act of 1965. Survey results are pub lished in releases which are availa ble, at no cost, while supplies last from any of the BLS regional offices shown on the back cover. Alaska (statewide) Albany, Ga. Albuquerque, N. Mex. Alexandria—L eesville, La. Alpena—Standish—Tawas City, Mich. Ann Arbor, Mich. Asheville, N.C. Augusta, Ga.—S.C. Austin, Tex. Bakersfield, Calif. Baton Rouge, La. Battle Creek, Mich. Beaumont—Port Arthur—Orange and Lake C harles, Tex.—La. Biloxi—Gulfport and Pascagoula— Moss Point, M iss. Binghamton, N. Y. Birmingham, Ala. Bloomington—Vincennes, Ind. Bremerton—Shelton, Wash. Brunswick, Ga. Cedar Rapids, Iowa Champaign—Urbana—Rantoul, 111. Charleston—North C harlestonWalterboro, S.C. Charlotte—Gastonia, N.C. Clarksville—Hopkinsville, Term.—Ky. Columbia—Sumter, S.C. Columbus, Ga.—Ala. Columbus, M iss. Connecticut (statewide) Decatur, 111. Des Moines, Iowa Dothan, Ala. Duluth—Superior, Minn.—Wis. El Paso—Alamogordo—Las Cruces,. Tex.—N. Mex. Eugene—Springfield—Medford, Oreg. Fayetteville, N.C. Fort Lauderdale—Hollywood and West Palm Beach— Boca Raton, Fla. Fort Smith, A rk.—Okla. Fort Wayne, Ind. Gadsden and Anniston, Ala. Goldsboro, N.C. Grand Island—Hastings, Nebr. Guam, Territory of Harrisburg—Lebanon, Pa. Knoxville, Tenn. La C rosse—Sparta, Wis. Laredo, Tex. Las Vegas—Tonopah, Nev. Lexington—Fayette, Ky. Lima, Ohio Little Rock—North Little Rock, Ark. Lorain—Elyria, Ohio Lower Eastern Shore, Md.—Va.—Del. Macon, Ga. Madison, Wis. Maine (statewide) Mansfield, Ohio McAllen—Phari^Edinburg and Brownsville—Harlingen— San Benito, Tex. Meridian, M iss. Middlesex, Monmouth, and Ocean Counties, N. J. Mobile—Pensacola—Panama City, A la.—Fla. Montana (statewide) Nashville—Davidson, Tenn. New Bern—Jacksonville, N.C. New Hampshire (statewide) North Dakota (statewide) Northern New York Northwest Texas Orlando, Fla. Oxnard—Simi Valley—Ventura, Calif. Peoria, HI. Phoenix, A riz. Pine Bluff, Ark. Pueblo, Colo. Puerto Rico Raleigh—Durham, N.C. Reno, Nev. Riverside—San Bernardino— Ontario, Calif. Salina, Kans. Salinas—Seaside—Monterey, Calif. Sandusky, Ohio Santa Barbara—Santa Maria— Lompoc, Calif. Savannah, Ga. Selma, Ala. Sherman—Denison, Tex. Shreveport, La. South Dakota (statewide) Southeastern Massachusetts Southern Idaho Southwest Virginia Spokane, Wash. Springfield, 111. Stockton, Calif. Tacoma, Wash. Tampa—St. Petersburg, Fla. Topeka, Kans. Tucson—Douglas, Ariz. Tulsa, Okla. Upper Peninsula, Mich. Vallejo—Fairfield—Napa, Calif. Vermont (statewide) Virgin Islands of the U.S. Waco and Killeen—Temple, Tex. Waterloo—Cedar Falls, Iowa West Virginia (statewide) Western and Northern Massachusetts Wichita Falls—Lawton—Altus, Tex.—Okla. Yakima—Richland—Kennewick— Pendleton, Wash.—Oreg. ALSO AVAILABLE— An annual report on salaries for accountants, auditors, chief account ants, attorneys, job analysts, d ire c tors of personnel, buyers, chem ists, engineers, engineering technicians, drafters, and clerical employees is available. Order as BLS B ulle tin 2004, National Survey of P r o fessional, Administrative, Technical and C lerical Pay, March 1978, $2.40 a copy, from any of the BLS r e gional sales offices shown on the back cover, or from the Superin tendent of Documents, U.S. Govern ment Printing Office, Washington, D.C. 20402. Area Wage Surveys A list of the latest bulletins available is presented below. Bulletins may be purchased from any of the BLS regional offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D .C . 20402. Make checks payable to Superintendent of Documents. A directory of occupational wage surveys, covering the years 1970 through 1977, is available on request. A rea Akron, Ohio, Dec. 1978 _______________________________________ Albany-Schenectady^Troy, N .Y ., Sept. 1 9 7 8 1_______________ Anaheim-Santa Ana—Garden Grove, C alif., Oct. 1 9 7 8 1 ____________________________________________ Atlanta, G a ., May 1979________________________________________ B altim ore, M d., Aug. 1978 1 __________________________________ B illings, Mont., July 19 7 8 ____________________________________ Birmingham, A la ., M ar. 197 8 ________________________________ Boston, M a ss., Aug. 1 9 7 8 1____________________________________ Buffalo, N .Y ., Oct. 1 9 7 8 1_____________________________________ Canton, Ohio, May 1978_______________________________________ Chattanooga, T en n .-G a ., Sept. 1978 1________________________ Chicago, 111., May 1979________________________________________ Cincinnati, Ohio—Ky.—Ind., July 1979 1 _______________________ Cleveland, Ohio, Sept. 1978___________________________________ Columbus, Ohio, Oct. 1978 1 _________________________________ Corpus C hristi, T ex., July 19 7 8 _______________________________ Dallas—F ort Worth, T ex ., Oct. 1978 1________________________ Davenport—Rock Island—Moline, Iowa—111., Feb. 1979______ Dayton, Ohio, Dec. 1978 ______________________________________ Daytona Beach, F la ., Aug. 1978 _____________________________ Denven-B oulder, C olo ., Dec. 1978___________________________ 1979 1_________________________________ Detroit, M ich., M ar. Fresno, C alif., June 1979__________________________________ Gainesville, F la ., Sept. 1978 ___________________ _____________ Gary-Ham mond—E ast Chicago, Ind., Oct. 1979 1____________ Green Bay, W is., July 1979___________________________________ Greensboro—W inston-Salem —High Point, N .C ., Aug. 19 7 8 _______________________________________________ Greenville—Spartanburg, S .C ., June 1979 1 _________________ Hartford, Conn., M ar. 1979___________________________________ Houston, T ex., A pr. 1979_____________________________________ Huntsville, A la ., Feb. 1979____________________________________ Indianapolis, Ind., Oct. 1 9 7 8 1 ________________________________ Jackson, M is s ., Jan. 1979 1___________________________________ Jacksonville, F la ., Dec. 1978 ________________________________ Kansas City, M o .-K a n s., Sept. 19 7 8 _________________________ Los Angeles—Long Beach, C a lif., Oct. 1978 1 _______________ Louisville, Ky.—Ind., Nov. 19 7 8 ______________________________ Mem phis, Tenn.—A rk.—M i s s ., Nov. 1978 ____________________ Bulletin number and price * 2025-63, $ 1 .0 0 2025-58, $ 1 .2 0 2025-65, $1 .3 0 2050-20, $ 1.30 2025-50, $ 1 .5 0 2025-38, $ 1 .0 0 2025-15, 80 cents 2025-43, $1 .5 0 2025-71, $ 1 .3 0 2025-22, 70 cents 2025-51, $ 1 .2 0 2050-21, $ 1 .7 5 2050-28, $2 .0 0 2025-49, $1 .3 0 2025-59, $1 .5 0 2025-29, $ 1 .0 0 2025-52, $1 .5 0 2050 -1 0, $ 1.00 2025-66, $ 1 .0 0 2025-48, $1 .0 0 2025-68, $ 1.20 2050-7, $1 .5 0 2050 -2 5, $1.50 2025-45, $ 1.00 (To be surveyed) 2050-31, $1 .5 0 2025-46, 2050-29, 2050-12, 2050-15, 2050-3, 2025-57, 2050-9, 2025-67, 2025-53, 2025-61, 2025 -6 9, 2025-62, $1 .0 0 $1 .7 5 $1 .1 0 $ 1 .3 0 $1 .0 0 $ 1 .5 0 $1 .2 0 $ 1 .0 0 $1 .3 0 $1 .5 0 $ 1 .0 0 $ 1.00 Area Bulletin number and price * Miami, F la ., Oct. 1978 1_______________________________________ 2025-60, $1.30 Milwaukee, W is., Apr. 1979__________________________________ 2050-8, $1.30 Minneapolis—St. Paul, Minn.—W is., Jan. 1979_______________ 2050-1, $1.30 Nassau—Suffolk, N. Y ., June 1978 1____________________________ 2025-33, $1.30 Newark, N .J ., Jan. 1979______________________________________ 2050-5, $1.30 New Orleans, La., Jan. 1979 1_______________________________ 2050-2, $1.30 New York, N .Y .-N .J ., May 1979______________________________ 2050-30, $1.75 Norfolk—Virginia Beach—Portsmouth, Va.— N .C ., May 1979 1 _____________________________________________ 2050-22, $1.75 Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, Va.—N .C ., May 1978------------------- 2025-21, 80 cents Northeast Pennsylvania, Aug. 1979 1 -------------------------------------- 2050-32, $ 1.75 Oklahoma City, Okla., Aug. 1978_____________________________ 2025-40, $1.00 Omaha, Nebr.—Iowa, Oct. 1978_______________________________ 2025-56, $1.00 Paterson—Clifton—Passaic, N.J., June 1979_________________ 2050-26, $1.50 Philadelphia, P a .-N .J ., Nov. 1978 ___________________________ 2025-54, $1.30 Pittsburgh, Pa., Jan. 1979 1 __________________________________ 2050-11, $1.50 Portland, Maine, Dec. 1978 1 _________________________________ 2025-70, $1.20 Portland, Oreg.—Wash., May 1979____________________________ 2050-27, $1 .7 5 Poughkeepsie, N. Y ., June 1978 1______________________________ 2025-37, $1.10 Poughkeepsie—Kingston—Newburgh,N .Y ., June 1 9 7 8 1 _______ 2025-42, $1.20 Providence—Warwick—Pawtucket, R.I.— M a ss., June 1978_____________________________________________ 2025-27, $1.40 Richmond, Va., June 1979____________________________________ 2050-24, $1.50 St. Louis, Mo.—111., Mar. 1979 1 _____________________________ 2050-13, $1.50 Sacramento, C alif., Dec. 1978 ______________________________ _ 2025-75, $1.00 Saginaw, Mich., Nov. 1978 ____________________________________ 2025-64, $ 1.00 Salt Lake City-Ogden, Utah, Nov. 1978 1 ____________________ 2025-72, $1.30 San Antonio, Tex., May 1979__________________________________ 2050-17, $1.00 San Diego, C alif., Nov. 1978__________________________________ 2025-73, $1.00 San Francisco—Oakland, C alif., Mar. 1979__________________ 2050-14, $1.20 San Jose, C alif., Mar. 1979___________________________________ 2050-19, $1.10 Seattle—Everett, Wash., Dec. 1978___________________________ 2025-74, $1.00 South Bend, Ind., Aug. 1978___________________________________ 2025-44, $1.00 Toledo, Ohio—Mich., May 1979_______________________________ 2050-16, $1.10 Trenton, N.J., Sept. 1978 1 ____________________________________ 2025-55, $1.20 Utica-R om e, N .Y ., July 1978_________________________________ 2025-34, $ 1.00 Washington, D .C .-M d .-V a ., M ar. 1979______________________ 2050-4, $1.20 Wichita, Kans., Apr. 1979____________________________________ 2050-18, $1.00 W orcester, M a ss., Apr. 1979________________________________ 2050-23, $1.50 York, Pa., Feb. 1979__________________________________________ 2050-6, $1.00 * Prices are determined by the Government Printing Office and are subject to change. 1 Data on establishment practices and supplementary wage provisions are also presented. U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212 Postage and Fees Paid U.S. Department of Labor Third Class Mail Official Business Penalty for private use, $300 Lab-441 Bureau of Labor Statistics Regional Offices Region I Region II Region III Region IV 1603 JFK Federal Building Government Center Boston, Mass 02203 Phone 223-6761 (Area Code 617) Connecticut Maine Massachusetts New Hampshire Rhode Island Vermont Suite 3400 1515 Broadway New York, N Y. 10036 Phone: 399-5406 (AreaCode212) New Jersey New York Puerto Rico Virgin Islands 3535 Market Street, P O Box 13309 Philadelphia, Pa. 19101 Phone: 596-1154 (AreaCode215) Delaware District of Columbia Maryland Pennsylvania Virginia West Virginia Suite 540 1371 Peachtree St., N.E. Atlanta, Ga. 30309 Phone:881-4418 (Area Code 404) Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee Region V Region VI 9th Floor, 230 S Dearborn St. Chicago, III 60604 Phone: 353-1880 (AreaCode312) Second Floor 555 Gritlin Square Building Dallas, Tex 75202 Phone: 767-69 71 (AreaCode214) Regions VII and VIM Federal Office Building 911 Walnut St., 15th Floor Kansas City, Mo. 64106 Phone 374-2481 (Area Code 816) Regions IX and X 450 Golden Gate Ave Box 36017 San Francisco, Calif. 94102 Phone:556-4678 (Area Code 415) VII VIII IX X Iowa Kansas Missouri Nebraska Colorado Montana North Dakota South Dakota Utah Wyoming Arizona California Hawaii Nevada Alaska Idaho Oregon Washington Illinois Indiana Michigan Minnesota Ohio Wisconsin Arkansas Louisiana New Mexico Oklahoma Texas
@FedFRASER