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y.j ■ )PS’ti'd'/ AREA WAGE SURVEY Oklahoma City, Oklahoma, Metropolitan Area August 1975 Bulletin 1850-51 U S. DEPARTMENT OF LABOR . . . B u r e a u of Labor Statistics Preface This bulletin provides results of an August 1975 Survey of occupational earnings in the Oklahoma City, Oklahoma, Standard Metropolitan Statistical Area (Canadian, Cleveland, McClain, Oklahoma, and Pottawatomie Counties). The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program. The program is designed to yield data for individual metropolitan areas, as well as national and regional estimates for all Standard Metropolitan Statistical Areas in the United States, excluding Alaska and Hawaii. A major consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor markets, through the analysis of (1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U.S. Department of Labor to make wage determinations under the Service Contract Act of 1965. Currently, 83 areas are included in the program. (See list of areas on inside back cover.) In each area, occupational earnings data are collected annually. Information on establishment practices and supplementary wage benefits is obtained every third year. Each year after all individual area wage surveys have been completed, two summary bulletins are issued. The first brings together data for each metropolitan area surveyed. The second summary bulletin presents national and regional estim ates, projected from individual metropolitan area data. The Oklahoma City survey was conducted by the Bureau's regional office in Dallas, Tex., under the general direction of Boyd B. O'Neal, Associate Assistant Regional Director for Operations. The survey could not have been accomplished without the cooperation of the many firms whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received. Note: A current report on occupational earnings in the Oklahoma City area is available for the moving and storage industry. Also available are listings of union wage rates for building trades, printing trades, local-transit operating em ployees, local truckdrivers and helpers, and grocery store employees. Free copies of these are available from the Bureau's regional offices. (See back cover for addresses.) AREA WAGE SURVEY B ulletin 1850-51 November 1975 v 113 | U.S. D E P A R TM E N T OF LA BO R, John T . Dunlop, Secretary S.VJ BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner Oklahoma City, Oklahoma, Metropolitan Area, August 1975 CONTENTS D Pag Introduction_______________________________________________________________________________________________________________________________ 2 Tables: A. Earnings: A - l , Weekly earnings of office workers________________________________________________________________________________________ A -2 . Weekly earnings of professional and technical w orkers________________________________________________________________ A -3 , Average weekly earnings of office, professional, and technical workers, by se x ____________________________________ A -4 . Hourly earnings of maintenance and powerplant w orkers_______________________________________________________________ A -5 . Hourly earnings of custodial and material movement w orkers_________________________________________________________ A -6 , Average hourly earnings of maintenance, powerplant, custodial, and material movementworkers, by se x ________ A -7 . Percent increases in average hourly earnings for selected occupational groups, adjusted for employmentshifts.. 10 Appendix A . Scope and method of survey_______________________________________________________________________________________________ Appendix B. Occupational descriptions_________________________________________________________________________________________________ For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D. C. 20402, G P O Bookstores, or BLS Regional Offices listed on back cover. Price 65 cents. M a k e checks payable to Superintendent of Documents. 3 5 6 7 8 9 11 13 Introduction and material movement. In the 31 largest survey areas, tables A -l a through A -6a provide similar data for establishments employing 500 workers or more. This area is 1 of 83 in which the U.S. Department of Labor's Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits on an areawide basis. In this area, data were ob tained by a combination of personal visit, mail questionnaire, and telephone interview. Representative establishments within six broad industry divisions were contacted: Manufacturing; transportation, com munication, and other other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient employment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria. Following the occupational wage tables is table A - 7 which provides percent changes in average earnings of office clerical work e r s, electronic data processing workers, industrial nurses, skilled maintenance workers, and unskilled plant workers. This measure of wage trends eliminates changes in average earnings caused by employ ment shifts among establishments as well as turnover of establishments included in survey samples. Where possible, data are presented for all industries, manufacturing, and nonmanufacturing. Appendix A discusses this wage trend measure. A -series tables Appendixes Tables A - 1 through A -6 provide estimates of straight-time hourly or weekly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. Occupations were selected from the following categories: (a) Office clerical, (b) pro fessional and technical, (c) maintenance and powerplant, and (d) custodial This bulletin has two appendixes. Appendix A describes the methods and concepts used in the area wage survey program and provides information on the scope of the survey. Appendix B provides job descriptions used by Bureau field economists to classify workers in occupations for which straight-time earnings information is presented. A. Earnings Table A-1. Weekly earnings of office workers in Oklahoma City, Okla., August 1975 Number of workers receiving straight-time weekly earnings of— Occupation and industry division Number of workers $ $ Average weekly 75 Mean ^ (standard Median ^ Middle ranged $ $ $ $ S S $ S $ $ 5 S S S s s $------------1--------- 80 85 90 95 lo o n o 120 130 140 150 160 170 180 190 200 220 240 260 280 300 85 90 95 100 n o 120 130 140 150 160 170 180 190 200 220 240 260 2d0 300 over and under 80 ALL WORKERS BILLERS. MACHINE (BOOKKEEPING MACHINE) --------------------b o o k k e e p i n g -m a c h i n e $ $ $ 26 3 9 .5 117.50 1 1 5.00 9 4 .0 0 -1 3 8 .5 0 $ 75 3 9 .5 3 9 .5 1 1 6.50 1 1 0.00 1 0 7 .0 0 -1 2 8 .0 0 _ _ 1 1 4.50 11 0.00 1 0 6 .0 0 -1 2 B .0 0 - - - 8 - operators CLASS B ----------------------NONMANUFACTUPING ---------- CLERKS, ACCOUNTING, CLASS A MANUFACTURING ------------NONMANUFACTURING ---------PUBLIC UTILITIES -------- 51 4 2 2 8 2 7 20 11 16 11 3 3 16 14 7 7 8 3 3 9 .5 3 9 .5 17 4.00 168.50 - - - - 16 9.50 1 6 8.00 1 4 9 .5 0 -1 8 8 .0 0 1 5 4 .0 0 -1 8 4 .0 0 - 154 - - 1 - 31 - 20 8 21 6 23 52 9 3 9 .5 1 7 6.00 1 7 2.50 1 4 9 .5 0 -1 9 7 .0 0 - - - - 350 - - 1 31 12 15 31 43 4U 39 100 4 0 .0 2 2 1.50 226.00 1 8 8 .0 0 -2 5 5 .0 0 - - - - - - - 2 - 1 5 9 CLERKS, ACCOUNTING, CLASS B MANUFACTURING ------------NONMANUFACTURING ---------PUBLIC UTILITIES ------- 1 ,18 2 3 9 .5 124 - 192 16 5 89 124 121 66 12 56 18 1 13 17 107 4 0 .0 16 6.00 159.00 9 6 .5 0 -1 3 1 .5 0 1 3 9 .0 0 -1 8 9 .0 0 30 84 17 4 11 3.50 25 167 95 29 3 9 .0 32 142 163 42 114 - 89 - 174 1 1 6 .0 0 -1 4 6 .0 0 5 - 72 4 0 .0 116.00 12 6.00 _ 191 991 1 2 1.00 1 3 2.00 11 9.00 1 0 0 .0 0 -1 3 5 .5 0 - - - - - 3 5 2 18 11 16 5 11 11 11 CLERKS, FILE, CLASS A ------NONMANUFACTURING ---------- 44 42 3 9 .5 3 9 .5 11 9.00 1 0 1 .0 0 -1 4 0 .0 0 1 0 1 .0 0 -1 3 8 .0 0 - - _ - 1 21 3 11 2 - - - - 1 21 3 4 4 2 11 7.50 112.00 1 0 9.50 2 11 - - - CLERKS, FILE, CLASS B ------NONMANUFACTURING ---------- 251 236 3 9 .5 10 6.00 10 5.50 10 1.00 1 0 1.00 9 6 .5 0 -1 1 5 .0 0 2 2 15 12 41 50 50 64 39 47 47 60 8 8 18 12 4 4 2 2 CLERKS, FILE, CLASS C ------NONMANUFACTURING ---------- 190 188 3 9 .0 3 9 .0 8 8 .5 0 8 4 .5 0 8 4 .5 0 86 4 4 20 20 1 9 1 2 86 57 57 1 9 1 CLERKS, ORDER ----------------m a n u f a c t u r i n g ------------n o n m a n u f a c t u r i n g ---------- 196 47 149 4 0 .0 4 0 .0 1 2 9.00 1 - 2 7 18 29 - - - 36 151.00 4 0 .0 122.00 c l e r k s , p a y r o l l -------------m a n u f a c t u r i n g ------------n o n m a n u f a c t u r i n g ---------- 116 4 0 .0 15 5.50 46 70 4 0 .0 4 0 .0 16 4.50 15 0.00 o p erators, class a MANUFACTURING -------------------- - keypunch nonmanufacturing keypunch o p erators, class a m a n u f a c t u r i n g ------------- NONMANUFACTURING ---------- MESSENGERS -------------------NONMANUFACTURING ---------PUBLIC UTILITIES -------SECRETARIES ------------------MANUFACTURING ------------n o n m a n u f a c t u r i n g ---------PUBLIC UTILITIES -------SECRETARIES, CLASS A -----MANUFACTURING ------------NONMANUFACTURING — -------- See at end of tables. Digitized forfootnotes FRASER 504 3 9 .0 8 8 .0 0 9 6 .5 0 -1 1 5 .0 0 _ - 8 4 .0 0 - 8 8 .5 0 8 4 .0 0 - 8 8 .0 0 10 10 1 2 4.00 1 0 0 .0 0 -1 5 2 .5 0 - 151.00 110.00 1 2 6 .0 0 -1 6 8 .5 0 1 0 0 .0 0 -1 4 1 .5 0 1 5 0.00 1 2 0 .0 0 -1 8 2 .0 0 166.50 130.50 - 1 2 7 18 36 - 4 4 12 1 4 0 .0 0 -1 8 7 .0 0 - 1 0 9 .5 0 -1 6 1 .0 0 - - - 4 4 - - - 186 58 4 0 .0 4 0 .0 1 4 4.00 1 5 0.00 136.00 14 7.00 - 1 4 1.00 13 2.00 1 2 3 .0 0 -1 5 9 .0 0 1 3 3 .5 0 -1 6 8 .0 0 1 2 1 .0 0 -1 4 6 .0 0 _ - 4 0 .0 - - 405 3 9 .5 1 2 5.00 12 1.00 1 1 0 .5 0 -1 3 0 .5 0 - 100 305 3 9 .5 3 9 .5 12 6.50 1 2 4.50 126.00 119.00 1 2 1 .0 0 -1 3 7 .5 0 1 0 9 .5 0 -1 2 9 .0 0 131 3 9 .5 1 0 4.00 108 32 3 9 .5 1 0 3.50 100.00 9 8 .5 0 9 0 .0 0 -1 1 9 ,0 0 9 0 .0 0 -1 1 8 .0 0 4 0 .0 1 1 6.50 11 9.00 1 0 3 .5 0 -1 3 0 .0 0 1 ,40 2 481 4 0 .0 4 0 .0 15 9.00 151.00 15 3.00 1 3 2 .5 0 -1 7 4 .5 0 921 15 8.00 204.00 1 4 9.50 187 4 0 .0 4 0 .0 1 3 9 .0 0 -1 7 4 .0 0 1 2 9 .0 0 -1 7 6 .0 0 205.00 1 6 5 .0 0 -2 3 5 .5 0 118 52 66 4 0 .0 4 0 .0 3 9 .5 179.00 1 7 2.50 1 8 7.00 182.00 172.50 1 4 8 .0 0 -2 0 1 .5 0 1 4 7 .5 0 -2 1 4 .0 0 1 4 9 .5 0 -1 7 3 .5 0 1 7 3.00 - - 128 16 1.50 1 71 - - - - 3 11 10 24 - 5 10 19 31 26 61 84 118 40 6 41 78 77 21 19 17 13 17 10 - 12 8 13 48 10 31 9 21 10 15 15 22 7 - - 5 20 5 15 27 - - - - - 20 4 35 4 38 12 9 8 27 5 35 14 19 7 25 - 15 - 3 - 17 22 12 25 15 3 3 6 - 21 2(> 11 25 15 3 5 10 10 - 21 2 - - 2 - 21 - 2 - 21 2 2 - 2 - - - - - r - 10 3 7 11 - - - - 2 7 _ 6 7 3 - - - - 1 4 2 i 7 - 3 a 1 - 11 5 6 2 - n 1 6 16 n 1 6 9 3 ia 12 6 1 1 - 7 6 1 _ - 8 5 9 5 - 14 3 30 11 19 . 7 1 5 1 - 94 45 49 44 25 13 5 29 22 8 10 1 9 9 1 8 27 18 5 9 8 4 4 1 2 71 156 55 160 49 43 18 35 13 124 121 9 100 19 70 101 111 25 22 - 3 - 2 11 8 3 2 13 3 10 - _ - 141 - _ 3 - 79 - 3 _ - 63 - - 5 16 47 63 s _ _ - 13 24 I _ 5 - 179 1 - 6 11 7 4 11 14 _ 3 3 4 14 25 14 7 7 4 13 184 15 - 11 171 7 _ - 76 20 - 7 3 32 15 63 11 6 - 3 10 90 27 5 - - 7 - - - 9 14 - - 3 23 1 12 _ 3 8 10 11 15 - n 26 68 79 * 21 3 10 12 3 54 1 8 3 5 4 9 5 4 31 8 8 23 8 20 - 3 11 5 30 7 5 4 2 2 17 2 13 4 15 4 4 3 5 1 4 1 1 1 Weekly earnings * (standard) Occupation and industry division Number of workere Number s Average weekly hours1 (standard s 75 Mean 2 Median 2 Middle range2 S 80 85 S * * 90 95 100 receivin g of w o rk e rs S * 110 t S 120 130 straigh t -tim e S 140 150 w eek ly s I 160 earn in gs i 170 I 180 of— I S 190 200 i * 220 240 $ 260 $ 280 and under 80 300 and 85 90 95 100 110 120 130 140 150 160 170 180 190 200 220 32 7 25 8 4 4 14 6 34 18 8 16 14 240 260 280 300 over 18 5 1 • 4 5 13 1 i 3 4 - 5 12 5 1 3 4 8 4 - i - 4 4 i i 2 - ALL WORKERS— CONTINUED SECRETARIES - CONTINUED SECRETARIES, CLASS B -----------MANUFACTURING ------------------NONMANUFACTURING --------------PUBLIC UTILITIES ------------SECRETARIES, CLASS C -----------MANUFACTURING ------------------NONMANUFACTURING --------------PUBLIC UTILITIES ------------- 333 74 259 43 529 3 9 .5 4 0 .0 3 9 .5 4 0 .0 4 0 .0 4 0 .0 $ $ $ 1 6 4.50 178.50 1 6 1.00 177.00 1 3 2 .5 0 -1 8 4 .0 0 1 4 7 .0 0 -2 0 7 .0 0 $ 1 6 0.50 230.00 155.50 2 2 6.00 1 2 6 .5 0 -1 7 8 .5 0 2 0 8 .5 0 -2 5 0 .5 0 149.50 1 5 1.00 145.50 - - - - - - - 12 - • - 23 - 47 - 23 44 - - - - - - - - 22 4 1 3 2 .5 0 -1 7 4 .0 0 1 4 1 .5 0 -1 6 8 .5 0 - - - 4 - 27 8 59 74 - 4 - 17 - 1 2 5 .5 0 -1 7 8 .5 0 - - - 4 4 15 44 36 38 265 264 4 0 .0 1 5 8.50 157.00 1 5 9.50 60 4 0 .0 212.00 211.00 1 7 2 .5 0 -2 5 7 .5 0 4 0 .0 4 0 .0 15 0.00 1 4 5.00 1 4 6.00 1 4 0.00 1 3 0 .0 0 -1 6 3 .0 0 1 2 8 .5 0 -1 5 8 .5 0 4 0 .0 4 0 .0 1 5 1.50 147.00 166.50 1 3 1 .5 0 -1 6 5 .0 0 1 4 9 .0 0 -2 0 5 .0 0 1 1 8 .5 0 -1 4 9 .5 0 1 1 8 .5 0 -1 4 9 .5 0 SECRETARIES, CLASS D -----------MANUFACTURING ------------------NONMANUFACTURING --------------PUBLIC UTILITIES ------------- 422 STENOGRAPHERS, GENERAL -----------MANUFACTURING ------------------NONMiiNUFACTURING--------------PUBLIC UTILITIFS ------------- 348 90 332 82 1 8 2.00 4 0 .0 4 0 .0 1 3 4.50 133.00 117 1 3 5.50 127.50 231 4 0 .0 134.50 134.00 82 4 0 .0 152.50 1 4 1.50 69 18 73 8 42 16 33 51 65 - - - 3 5 15 26 4 51 75 24 - “ - - 1 1 1 1 - _ 2 - 9 4 .5 0 -1 4 6 .0 0 9 4 .0 0 -1 4 6 .0 0 SWITCHBOARD OPERATOR-RECEPTIONISTS MANUFACTURING ------------------NONMANUFACTURING --------------- 219 58 3 9 .5 1 2 1.00 12 4.50 1 1 8.00 1 2 4.00 120.00 - 40 25 10 17 - 30 21 11 10 - 4 - - i - 9 10 4 - i 2 23 - 5 2 8 10 4 * i 2 5 - 1 - _ 2 - - - 5 1 1 3 3 - 10 - 5 12 - 10 5 30 7 11 19 7 - 26 3 26 12 14 8 5 5 40 d 47 7 - 2 17 ~ - - - - - 6 30 9 10 2 - 6 6 6 6 26 26 4 - 2 5 3 17 14 10 3 9 6 16 16 3 3 7 4 1 0 0 .0 0 -1 3 1 .0 0 1 1 2 .5 0 -1 3 3 .5 0 1 - - 31 28 6 36 16 49 18 9 6 .0 0 -1 2 8 .0 0 1 ” 2 17 22 20 31 3 19 10 6 4 2 - 1 1 6.00 3 28 17 - 22 - 2 - 2 6 14 14 10 - 6 14 14 4 4 8 _ _ 8 - 23 18 9 - 12 8 1 14 10 4 31 - 12 - 15 - 6 5 13 18 15 30 45 91 10 4 15 30 45 80 37 37 10 2 H 0 .0 P -1 A 1 .0 0 1 0 9 .5 0 -1 2 3 .0 0 TYPISTS, CLASS A ------------------MANUFACTURING ------------------NONMANUFACTURING --------------- 114 41 3 9 .5 3 9 .5 1 2 4.00 133.00 1 2 3.00 125.50 1 0 3 .5 0 -1 3 6 .0 0 1 2 1 .0 0 -1 3 6 .0 0 - 73 3 9 .5 1 1 8.50 1 1 5.00 9 8 .0 0 -1 3 6 .0 0 - TYPISTS, CLASS B ------------------NONMANUFACTURING --------------- 241 3 9 .0 3 9 .0 1 0 7.00 104.00 106.00 106.00 9 8 .0 0 -1 1 0 .0 0 9 6 .0 0 -1 0 9 .5 0 _ - . i 7 4 9 - - 123.00 115.00 11 2 9 9 8 51 1 7 3 6 5 8 - - 1 3 3.50 1 2 3.00 11 38 12 6 10 3 7 - 3 8 .0 See footnotes at end of tables. 31 34 14 20 8 11 28 - 73 49 219 69 30 14 8 12 6 39 20 12 3 5 11 9 1 5 10 10 22 8 14 8 - - - - - “ * 12 - 3 - 7 - - - - - 7 7 - - 2 2 - - - - ' - - 1? 1 3 1 _ 1 4 1 - 2 - 14 6 _ 4 _ - - _ . 3 - tt - 4 - - - - 3 2 - . - 2 2 2 _ . . - - - - - - - 3 2 2 - - - - - - 3 _ _ - - 3 3 _ - 3 1 _ 1 8 - - - - - - 2 - - - - 2 2 1 4 3 _ “ - 7 - 8 4 52 8 44 - 4 0 .0 3 9 .5 3 8 .5 44 lu b - 161 TRANSCRIBING-MACHINE OPERATORS, GENERAL ---------------------------NONMANUFACTURING --------------- - _ 115.00 1 1 2.00 - 21 - 1 2 4.50 121.50 5 4 54 - 4 0 .0 4 0 .0 9 6 5 - 119 95 18 19 31 SWITCHBOARD OPERATORS ------------NONMANUFACTURING --------------- 66 28 38 24 31 - 168.00 46 38 10 20 1 7 4.00 53 46 7 23 4 10 - 20 - 16 5.00 80 57 1 1 - 4 0 .0 - 11 - - 4 0 .0 " 4 - 61 - 4 - - 0 0 0 0 - - - .5 .0 .0 .0 - - - - 2 6 4 0 - - - -19 -1 9 -1 8 -2 0 48 9 39 4 - - .0C .0 0 .0 0 .0 0 37 33 - - 8 5 9 3 18 11 7 - - 3 4 2 3 28 6 _ _ 165.00 1 6 3.00 165.00 19 3 - - 237 55 182 166.00 168.50 3 14 1 1 5 .5 0 -1 4 8 .0 0 1 3 6 .0 0 -1 5 2 .0 0 STENOGRAPHERS, SENIOR ------------MANUFACTURING ------------------NONMANUFACTURING --------------PUBLIC UTILITIES ------------- 4 0 .0 4 0 .0 12 - - _ Weekly earnings 1 (standard) Number of work ere Occupation and industry division N um ber of w orkers S weekly hours1 (standard) S Median ^ Middle ranged receivin g s S $ 3tra igh t-tim e w e e k ly S s s $ earn in gs $ of— s I * $ $ $ lio 120 130 140 150 160 170 180 190 200 210 220 230 no 120 130 140 150 160 170 180 190 200 210 220 230 240 - - - 6 3 13 12 7 3 1 2 2 1 4 3 - 10 - 2 3 - 1 1 _ _ 4 1 - - - 4 1 - - 4 4 1 7 7 " 3 7 10 8 2 2 * 100 Mean ^ S $ S $ 240 260 280 -2 6 0 . -■£80 .3 0 0 $ 300 320 340 360 3£0_ 340 360 3o0 - - - - - - - - - - * ” and under ALL WORKERS $ 53 34 4 0 .0 4 0 .0 203.50 204.50 $ 1 9 5.50 19 5.50 $ $ 1 8 9 .5 0 -2 0 7 .0 0 1 8 8 .0 0 -2 0 7 .0 0 - 177 44 3 9 .5 1 6 6.00 158.00 1 4 9 .5 0 -1 7 7 .0 0 _ - 4 0 .0 3 9 .5 17 3.00 17 0.00 1 6 0 .0 0 -1 8 6 .5 0 - - 133 16 3.50 155.50 1 4 8 .0 0 -1 7 0 .5 0 - COMPUTER OPERATORS, CLASS C ------NONMANUFACTURING ---------------- 67 52 3 9 .0 3 9 .0 13 0.00 1 2 5.50 126.50 126.00 1 1 5 .0 0 -1 3 6 .0 0 1 1 5 .0 0 -1 3 1 .0 0 7 7 COMPUTER PROGRAMMERS, BUSINESS, CLASS A -----------------NONMANUFACTURING ---------------- 33 25 4 0 .0 263.50 270.00 4 0 .0 268.50 278.00 2 4 1 .0 0 -2 9 5 .0 0 2 4 1 .5 0 -2 9 9 .0 0 COMPUTER OPERATORS, CLASS A ------NONMANUFACTURING ---------------COMPUTER OPERATORS, CLASS B ------MANUFACTURING --- ----------------NONMANUFACTURING ------------ ---- 8 8 17 6 6 2 2 3 14 2 5 2 49 23 11 19 14 11 17 14 15 14 1 6 6 3 4 “ 2 1 211.00 1 8 4 .0 0 -2 2 9 .0 0 211.00 1 8 4 .0 0 -2 2 1 .0 0 COMPUTER PROGRAMMERS. BUSINESS. CLASS C ------------------ 28 4 0 .0 154.50 149.50 1 4 6 .5 0 -1 6 6 .5 0 - - 2 COMPUTER SYSTEMS ANALYSTS. BUSINESS, CLASS A ------------------ 36 3 9 .0 324.50 323.50 2 9 9 .0 0 -3 3 5 ,0 0 - - - COMPUTER SYSTEMS ANALYSTS. BUSINESS. CLASS B -----------------MANUFACTURING -------------- ----- 35 3 9 .5 263.00 264.50 2 4 5 .0 0 -2 8 0 .5 0 27 3 9 .5 274.50 269.00 2 6 3 .5 0 -2 9 8 .0 0 DRAFTERS, CLASS A ------------------MANUFACTURING -------------------- 68 38 4 0 .0 4 0 .0 2 3 3.50 202.00 2 2 1.00 209.00 2 0 8 .0 0 -2 6 8 .0 0 1 8 1 .0 0 -2 1 1 .5 0 DRAFTERS. CLASS B ------------------M A N U F A C T U R I N G ----------— ----- — 4 0 .0 4 0 .0 193.00 1 7 7.50 4 0 .0 208.50 19 0.00 17 7.00 208.00 1 7 2 .5 0 -2 1 4 .0 0 1 5 0 .0 0 -1 9 0 .0 0 ------------------------------ 115 57 58 DRAFTERS, CLASS C ------------------M A N U F A C T U R I N G -------- -— — ----- 53 32 4 0 .0 4 0 .0 1 5 3.50 148.00 149.50 1 3 2 .0 0 -1 7 4 .0 0 142.50 1 3 0 .0 0 -1 6 8 .0 0 - ELECTRONICS TECHNICIANS ------------ 194 4 0 .0 212.50 218.00 1 9 2 .0 0 -2 3 1 .0 0 - 118 4 0 .0 2 0 7.00 210.00 1 8 8 .0 0 -2 3 1 .0 0 - - 27 8 2 6 210.00 See footnotes at end of tables. 28 - 210.00 b- 3 22 11 4 0 .0 technicians, class 4 3 49 - 4 0 .0 electronics 4 4 70 49 1 8 4 .5 0 -2 2 4 .5 0 1 - 8 COMPUTER PROGRAMMERS, BUSINESS. CLASS B -----------------NONMANUFACTURING ---- ----------— nonmanufacturing - _ _ _ _ 5 7 “ “ 5 5 8 5 8 4 4 3 2 - - - - - - “ - _ - - - - - “ - - - 3 12 12 5 4 4 4 4 9 15 5 7 5 - - - 2 10 3 8 9 4 7 7 1 6 4 - - 18 6 7 - 15 5 5 - - 5 3 3 3 - - - 10 10 - _ * . 5 4 12 7 1 3 1 2 12 2 “ 8 2 1 _ _ - - - - - - 1 12 2 13 2 6 4 . 4 5 13 8 5 13 8 i i - - - 7 1 4 2 - - - - 4 5 5 1 1 7 7 17 9 11 15 8 4 10 10 12 7 5 5 1 4 9 1 1 8 - - 8 - “ _ _ 10 10 5 5 1 1 20 18 19 21 42 20 11 1 - - - - 14 12 15 6 23 13 4 - - - - - 7 7 5 1 8 - 3 - - - • - - 8 3 - - - - - 3 11 6 Average (m ean 2 ) A verage (m ean 2 ) Sex, occupation, and industry division Number of workers W eekly hours 1 [standard) OFFICE OCCUPATIONS - MEN W eekly earnings1 (standard) 48 operators. ' 0 0 40 » 0 156.00 32 40.0 It'' 0( 40.0 160.00 81 59 39.5 107.00 39.5 107.00 CLERKS* ACCOUNTING* CLASS A nonmanufacturing — — ----------------------------------------- PUBLIC UTILITIES MANUFACTURING — 72 51 ------------------------------------ -------------------------------------------------- nonmanufacturing ------------------------------------------ Weekly earnings1 (standard) 50 49 b t u K t 1 AK i t o PUBLIC UTILITIES ------------------------------------ 39.5 115.50 39.5 114.50 403 137 266 48 39.5 39.5 39.5 40.0 167.00 168.50 166.00 218.00 1,134 176 958 83 39.5 40.0 39.0 40.0 119.50 128.00 118.00 166.50 li-4. j 0 99.50 99.50 219 39.0 39.0 104.00 50 32 40.0 204.00 40.0 205.50 120 31 39.5 165.00 39.5 174.50 ------------------- 49 39.0 130.00 ------------------------------------------ 63 44 40.0 212.00 40.0 212.00 33 39.3 324.00 PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN 921 187 40.0 158.00 40.0 204.00 52 66 40.0 187.00 173.00 333 74 259 43 164.50 COMPUTER OPERATORS, CLASS A ------------------NONMANUFACTURING ---------------- -----------------------L U n r U 1 LH 230.00 tlU .3 i N L ^ j f v LL M j u "t/ * MANUFACTURING -------------------------------------------------- 422 90 332 82 40.0 145.00 COMPUTER SYSTEMS ANALYSTS, 40.0 151.50 STENOGRAPHERS* GENERAL MANUFACTURING -------------------NONMANUFACTURING ---------------- 348 117 231 82 40.0 40.0 40.0 40.0 COMPUTER SYSTEMS ANALYSTS, BUSINESS, CLASS 8 --------------------------------------------134.50 135.50 DRAFTERS* CLASS A — 134.50 MANUFACTURING -------------------152.50 CLERKS, FILE, CLASS B -------------NONMANUFACTURING ---------------- 241 226 39.5 106.50 39.0 106.50 NONMANUFACTURING ---------------- 190 188 39.0 39.0 88.50 88.00 STENOGRAPHERS, SENIOR -------------MANUFACTURING -------------------NONMANUFACTURING ---------------rUHLI v Ul 11_1 1its 236 55 181 40.0 165.50 40.0 168.50 40.0 164.50 152 35 117 40.0 119.50 40.0 145.00 40.0 111.50 SWITCHBOARD OPERATORS -------------- 116 40.0 125.00 SWITCHBOARD OPERATOR-RECEPTIONISTS- 213 39.5 122.00 uTr UriL'' U' L K n 1UH j j 63 v LA j o ^ 185 127 TRANSCRIBING-MACHINE OPERATORS, 39.5 263.00 68 38 40.0 233.50 40.0 202.00 55 51 40.0 178.00 40.0 207.50 40.0 152.50 148.00 ELECTRONICS TECHNICIANS, CLASS B- 118 40.0 207.00 PROFESSIONAL AND TECHNICAL OCCUPATIONS - WOMEN 73 49 38.5 133.50 NOTE: Earnings data in table A -3 relate only to workers whose sex identification was provided by the establishment. to all workers in an occupation. (See appendix A for publication criteria.) See footnotes at end of tables. MANUFACTURING -------------------NONMANUFACTURING —————————— ————— 32 212.50 39.5 163.00 40.0 139.00 144.00 40.0 150.00 40.0 141.00 A nonmanufacturing 39.5 119.00 39.5 117.50 MANUFACTURING LL A uu 40.0 159.50 COMPUTER PROGRAMMERS, 40.0 212.00 ----------------------------------------- — COMPUTER PROGRAMMERS, 44 42 nonmanufacturing v L ACj o COMPUTER OPERATORS. CLASS C CLERKS. FILE, CLASS A -----------------------------------NONMANUFACTURING ----------------------------------------- CLERKS, ORDER ----------------------MANUFACTURING -------------------- U r L H f l 1 UK*!,, M A N U F A C T U R I N G ------- -- ------------------------- -------------- 264 60 nonmanufacturing W eekly earnings 1 (standard) $ 39.5 124.00 39.5 39.5 118.50 n o n m a n u f a c t u r i n g ----------------------------------------p u b l i c u t i l i t i e s -----------------------------------j t L K L 1 AK i L J Weekly hours 1 standard) 114 41 73 1,401 — Number of workers OFFICE OCCUPATIONS WOMEN— CONTINUEO $ 401 40.0 207.50 40.0 224.50 OFFICE OCCUPATIONS - WOMEN b o o k k e e p i n g -m a c h i n e Weekly hours 1 (standard) A verage (m ea n 2 ) Sex, occupation, and industry division OFFICE OCCUPATIONS WOMEN— CONTINUED $ 52 Sex, occupation, and industry division Number of workers Earnings data in tables A - l and A -2 , 40.0 167.50 40.0 167.00 on the other hand, relate Hourly e arn ngs3 O ccu p a tion and in du stry d ivision Number of workers M e an 2 Median'2 Num ber Middle range 2 $ $ S $ $ 1 S 3.6 0 S 3 .7 0 3.20 3 .3 0 3.40 3.50 3.80 3 3 .4 o 3 .5 0 3.60 3.7() 3 .8 p 3.90 4 of w ork er s receivin g stra ig h t-tim e h ou rly earn in gs of— S s r $ $ $ I I 1 I $ $ 90 4.0 0 4.1 0 4.2 0 4.4 0 4 .6 0 4 . 80 5 .0 0 5.20 5 .4 0 5.60 5.80 6.20 " 5 ---------- i — ! 3.60 7.00 7.40 00 4 .1 0 4.2 0 4 .4 0 4 .6 0 4.8 0 5 , SlQ_ 5 . 2 0 5 .4 0 5 .6 0 5 .8 0 6.20 6 »60 r.o o and under 3 .3 0 7.40 7.8o ALL WORKERS $ $ 4 .8 8 $ $ 1 1 54 38 4^ 56- s ' . b3 4 .9 7 - 7.01 * * 13 10 10 it. 5 * 5 12 * Q« 4*00 11 12 10 3 1 “ MECHANICS. AUTOMOTIVE MANUFACTURING --------------------------------------------------- 82 4 .9 2 4.8 9 4 .4 6 - 5.46 7 See footnotes at end of tables. 6*66 “ 3 - 3 3 g 3 8 - 14 - 8 7*47 6 15 12 - 14 8 9 14 14 14 - 8 tj fiO ^8 5*48 99 - 12 12 2 11 10 10 11 - 2 17 _ 20 16 5 42 24 10 257 257 17 17 63 22 “ 20 - 61 2 6 7 7 - 1 1 53 53 Hourly earnings 3 Number of workers receiving straight-time hourly earnings of— _S T 5 T~ T 1 ---- $ 1 ---- S f --- T % $ $ s % S T ----S --S $ 2.00 2.10 2.20 2.30 2.40 2.50 2.60 2 .80 3 .00 3 .20 3.40 3 .60 3 .80 4.00 4.20 4.40 4» 6( 4.80 5.20 5.60 6.00 6.40 6 . 8 0 Number O ccu pation and industry d ivision workers Mean2 Medi an2 Middle range 2 and under 2.10 2.20 2.30 2.40 2.50 2.60 2.80 3 .00 3 .20 3 .40 3.60 3 .80 A .00 4.20 4.40 4.60 4.80 5.20 5.60 6.00 6. h 0 6.80 7.20 ALL WORKERS !,,r\ ,,A guards: $ 68 JANITORS. PORTERS. AND CLEANERS --- 1,567 145 75 845 288 ^ r-r-.r- 2.54 $ $ $ 2.13- 2.65 t.t-k t.13 3.66 3.63 t.So 3.72 3.08- 5.21 2.39 2.202.632.182.84- *C 3.89 3.67 r- -,-a 178 54 30 24 226 54 343 151 24 339 2 10 3 30 10 20 21 40 14 26 20 12 10 202 52 10 42 22 58 23 35 57 26 31 37 27 10 15 9 3 18 12 5 151 2.75- 4.21 2.81- 4.25 2.75- 4.21 50 48 16 16 17 45 87 17 45 87 _ f. j r* 2.80- 5.17 21 12 12 77 26 51 18 77 69l 4.52 3.80 3.60- 5.27 3.35- 5.85 41 4 05 4.51 4.24 4,69 3.28- 4.78 4.24- 4.99 56 3.71 _ _ / T-1 3.89 3.30- 3.95 * * * * “ * 175 _ 2 6 30 5 13 13 21 15 22 16 71 48 23 15 15 5 284 34 27 41 6.00- 7.13 3.35 3.71 TRUCKDRIVERS. MEDIUM (1-1/2 TO 2.83- 3.7l 2.83- 3.71 3.10- 7.13 3.10- 3.6o 84 j.9o TRUCKDRIVERS, HEAVY (OVER 4 TONS, * i n00 n 5 19 19 1_H 12 9 6 8 7 2 - - 5 . 1 55 See footnotes at end of tables. 12 ** 28 49 29 20 - 10 6 8 8 30 - 1 23 40 77 40 77 13 25 8 8 32 12 10 17 85 15 70 IJ 14 i 17 14 - 32 26 14 74 70 7 14 - 1 8 8 2 11 7.13 4.61 4.27 5.20 4.67 4.67 5.88 3.60- 5.94 3.60- 4.67 3.60- 6.57 3.39 4.07 3.27 3.13 4.02 3.04 2.88- 3.6o 3.83- 4.43 2.85- 3.6 q 14 11 11 10 9 341 53 33 20 8 8 36 50 91 14 36 50 91 14 - t> " 14 14 8 66 31 35 22 IS 71 13 62 A 22 22 * “ 16 16 * “ * “ 205 197 35 34 148 436 8 32 32 8 172 3 169 93 34 32 148 " 436 436 . . _ ~ ~ 8 32 8 8 32 32 102 102 48 39 5 2 17 14 3 * ” A 3 i _ _ 99 2 244 9 i 2 6 84 2 244 244 2 2 2 73 73 i i 6b 38 28 9 15 14 - * 10 * 16 “ 341 18 * 198 3 21 32 6,00- 6.69 540 21 57 2? i . ‘ - 22 1? 14 14 39 31 * 12 22 la 3 5.01 J* JJ “ _ 12 12 41 1 12 12 18 12 613 TRUCKDRIVERS. LIGHT (UNDER 1-1/? TONS) ---------------------- 17 13 12 18 16 manufacturing 12 12 156 30 126 209 91 ril,nnTllA NONMANUFACTURING ---------------- 10 14 13 37 12 24 12 54 371 15 356 2.55 3.9o 2.5? 3.54 15 3 30 148 148 60 d0 80 21 60 8 21 60 a 6 9 - b “ 9 - “ 3 32 32 Table A-6. Average hourly earnings of maintenance, powerplant, custodial, and material movement workers, by sex. in Oklahoma City, Okla., August 1975 Sex, occupation, and industry division maintenance and Number of woikers Average ( me an * ) hourly earnings3 30 $ 4.73 38 5.25 5.15 37 MACHINISTS. MAINTENANCE -----------nw1.U i nv, 1 U fxjlr . o MECHANICS. AUTOMOTIVE as 3.86 AO 27 5.24 4.80 526 82 444 6.21 4.92 6.45 171 135 5.53 5.48 99 6.66 $ 112 77 3.90 RECEIVING CLERKS -------------------- 88 69 4.57 4.51 3.71 2.35 r 1LLLK j 3.73 1.343 5.36 6.70 TRUCKDRIVERS. LIGHT (UNDER 3.35 TRUCKDRIVERS. MEOIUM (1-1/2 TO 3.42 5.06 TRUCKDRIVERS. HEAVY (OVER 4 TONS. 6.42 6.69 68 4.05 965 2.65 829 64 2.52 3.29 _ AA TAT 3 68 UKUt K 53 7^ 98 A70 JANITORS. PORTERS. AND CLEANERS --- Average ( me an 2 ) hourly earnings3 MANUFACTURING -------------------- CUSTODIAL ANO MATERIAL MOVEMENT OCCUPATIONS - MEN GUARDS * Number of workers CUSTODIAL AND MATERIAL MOVEMENT OCCUPATIONS - MEN— CONTINUED powerplant OCCUPATIONS - MEN MANUFACTURING ------------------- Sex, occupation, and industry division ^90 TRUCKERS* POWER (FORKLIFT) -------- 540 4.61 4.27 5.20 WAREHOUSEMEN CUSTODIAL AND MATERIAL MOVEMENT OCCUPATIONS - WOMEN 2 U K U tK rlLLLno _ NOTE: Earnings data in table A -6 relate only to workers whose sex identification was provided by the establishment. Earnings data in tables A -4 and A -5, on the other hand, relate to all workers in an occupation. (See appendix A for publication criteria.) See footnotes at end of tables. Table A-7. Percent increases in average hourly earnings for selected occupational groups, adjusted for employment shifts. in Oklahoma City, Okla., for selected periods Industry and occupational group July 1972 to July 1973 A ll industries: 5.5 Office clerical (men and women)___________________ Electronic data processing (men and women) ---------------------- * ** Industrial nurses (men and w om en)_____________ . Skilled maintenance trades (m en )... ______________ 7.9 4.7 Unskilled plant workers (men)_____________________ Manufacturing: Office clerical (men and women)__________________ _ Electronic data processing (men and wom en)____ Industrial nurses (men and women) „______________ Skilled maintenance trades (men)---------------------------Unskilled plant workers (men)--------------------------------- 6.2 * ** ** 4.1 Nonmanufacturing: Office clerical (men and women)___________________ Electronic data processing (men and w om en)------Industrial nurses (men and w om en)_______________ Skilled maintenance trades (men)__________________ Unskilled plant workers (men)_____________________ 5.4 * ** ** 4.8 * ** July 1973 to August 1974 13-month increase Annual rate of increase August 1974 to August 1975 8.9 7.6 ** 9.3 10.9 8.2 7.0 ** 8.6 10.0 8.8 7.6 8.7 10.6 11.7 ** 12.6 10.3 10.8 ** ** 11.6 9.5 8.9 ** ** 9.8 13.2 8.1 7.5 8.8 ** ** 11.2 ** ** 10.3 9.6 Data not available. Data do not meet publication criteria. NOTE: The percent increases presented in this table are based on changes in average hourly earnings for establishments reporting the trend jobs in both the current and previous year (matched establishments). They are not affected by changes in average earnings resulting from employment shifts among establishments or turnover of establishments included in survey samples. The percent increases, however, are still affected by factors other than wage increases. Hirings, 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 enter at the bottom of the -range, depressing the average without a change in wage rates. These wage trends are not linked to the wage indexes previously published for this area because the wage indexes measured changes in area averages whereas these wage trends measure changes in matched establishment averages. Other characteristics of these wage trends which differ from the discontinued indexes include (1) earnings data of office clerical workers and industrial nurses are converted to an hourly basis, (2) trend estimates are provided for nonmanufacturing establishments where possible, and (3) trend estimates are provided for electronic data processing jobs. For a more detailed description of the method used to compute these wage trends, see "Improving Area Wage Survey Ind exes," Monthly Labor Review, January 1973, pp. 52-57. Footnotes 1 Standard hours reflect the workweek to these weekly hours. 2 The mean is computed for each job and half receive less than the rate shown. 3 Excludes premium pay for overtime for which employees receive their regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates), and the earnings correspond by totaling the earnings of all workers and dividing by the number of workers. The median designates position— half of the employees surveyed receive more The middle range is defined by 2 rates of pay; a fourth of the workers earn less than the lower of these rates and a fourth earn more than the higher rate. and for work on weekends, holidays, and' late shifts. Appendix A Area wage and related benefits data are obtained by personal visits of Bureau field represent atives at 3-year in terva ls.1 In each of the intervening years, information on employment and occupational earnings is collected by a combination of personal visit; mail questionnaire, and telephone interview from establishments participating in the previous survey. In each of the 8 3 2 areas currently surveyed, data are obtained from representative estab lishments within six broad industry divisions: Manufacturing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient employment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria. Average earnings reflect composite, areawide estimates. Industries and establishments differ in pay level and job staffing, and thus contribute differently to the estimates for each job. Pay averages may fail to reflect accurately the wage differential among jobs in individual establishments. Average pay levels for men and women in selected occupations should not be assumed to reflect differences in pay of the sexes within individual establishments. Factors which may contribute to differences include progression within established rate ranges, since only the rates paid incumbents are collected, and performance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are more generalized than those used in individual establishments and allow for minor differences among establishments in specific duties performed. Occupational employment estimates represent the total in all establishments within the scope of the study and not the number actually surveyed. Because occupational structures among establish ments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the jobs studied. These differences in occupational structure do not affect materially the accuracy of the earnings data. These surveys are conducted on a sample basis. The sampling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of employees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large than small establishments is selected. When data are combined, each establishment is weighted according to its probability of selection, so that unbiased estimates are generated. For example, if one out of four establishments is selected, it is given a weight of four to represent itself plus three others. An alternate of the same original probability is chosen in the same industry-size classification if data are not available for the original sample member. If no suitable substitute is available, additional weight is assigned to a sample member that is similar to the missing unit. Wage trends for selected occupational groups Occupations and Earnings Occupations used to compute wage trends are: Occupations selected for study are common to a variety of manufacturing and nonmanufacturing industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3) maintenance and powerplant; and (4) custodial and material movement. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within occupations, are not presented in the A -s e rie s tables, because either (1) employment in the occupation is too small to provide enough data to merit presentation, or (2) there is possibility of disclosure of individual establishment data. Separate m en's and women's earnings data are not presented when the number of workers not identified by sex is 20 percent or more of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in all industries combined data, where shown. Likewise, data are included in the overall classification when a sub classification of electronics technicians, secretaries, or truckdrivers is not shown or information to subclassify is not available. Occupational employment and earnings data are shown for full-time workers, i.e ., those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the nearest half dollar. These surveys measure the level of occupational earnings in an area at a particular time. Comparisons of individual occupational averages over time may not reflect expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions of workers employed by high- or low-wage firms may change, or high-wage workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts In employment could decrease an occupational average even though most establishments in an area increase wages during the year. Trends in earnings of occupational groups, shown in table A - 7, are better indicators of wage trends than individual jobs within the groups. The Annual rates span between increased at percents of change in table A - 7 relate to wage changes between the indicated dates. of increase, where shown, reflect the amount of increase for 12 months when the time surveys was other than 12 months. Annual rates are based on the assumption that wages a constant rate between surveys. Office clerical (men and women): Bookkeeping-machine operators, class B Clerks, accounting, classes A and B Clerks, file, classes A , B, and C Clerks, order Clerks, payroll Keypunch operators, classes A and B Messengers Secretaries Stenographers, general Stenographers, senior Switchboard operators Tabulating-machine operators, class B Typists, classes A and B Electronic data processing (men and women): Computer operators, classes A, B, and C Computer program m ers, classes A, B, and C Percent changes for individual areas in the prograj Electronic data processing (men and women)— Continued Computer systems analysts, classes A, B, and C Industrial nurses (men and women): Nurses, industrial (registered) Skilled maintenance (men): Carpenters Electricians Machinists Mechanics Mechanics (automotive) Painters Pipefitters Tool and die makers Unskilled plant (men): Janitors, porters, and cleaners Laborers, material handling are computed as follows: 1. Each occupation is assigned a weight based on its proportionate employment in the selected group of occupations in the base year. 2. These weights are used to compute group averages. Each occupation's average (mean) earnings is multiplied by its weight. The products are totaled to obtain a group average. 3. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The results— expressed as a percent— less 100 is the percent change. Establishment practices and supplementary wage provisions 1 Personal visits were on a 2-y e a r c y c le before July 1972. 2 Included in the 83 areas are 13 studies condu cted by the Bureau under contract. These areas are Akron, Ohio; Austin, T e x .; Binghamton, N .Y . —P a .; Birmingham, A l a . ; Fort Lauderdale—H ollyw ood and West Palm Beach—Boca Raton, F l a .; Lexington—Fayette, K y .; M elbourne—T itu sville— C oco a , F la .; N orfolk—V irgin ia Beach-^-Portsmouth and Newport News—Hampton, V a. —N. C . ; Poughkeepsie—Kingston—Newburgh, F L Y .; R aleigh— Durham, N. C . ; Syracuse, N . Y . ; U tica—R om e, N. Y . ; and W estchester County, N .Y . In addition, the Bureau conducts more lim ited area studies in approxim ately 70 areas at the request o f the E m ploym ent Standards Administration o f the U. S. Department o f Labor. Tabulations on selected establishment practices and supplementary wage provisions (B -series tables) are not presented in this bulletin. Information for these tabulations is collected at 3-year intervals. 1 These tabulations on minimum entrance salaries for inexperienced office workers; shift differentials; scheduled weekly hours and days; paid holidays; paid vacations; and health, insurance, and pension plans are presented (in the B -s e rie s tables) in previous bulletins for this area. Establishments and workers within scope of survey and number studied in Oklahoma City, Okla.,1August 1975 Industry division2 All divisions ___________________________ ____ Manufacturing___________________________________ Nonmanufacturing_____________________________ Transportation, communication, and other public utilities * ___ _ _______________ Wholesale trade 6 _____________________________ Retail trade 6__________________________________ Finance, insurance, and real estate 6 ______ Services 6 7 ___________________________________ Minimum employment in establishments in scope of study _ Number of establishments Workers in establishments Within scope of study4 Within scope of study * Studied Studied Number Percent 586 159 102,554 100 57.443 50 ~ 139 447 48 111 32,189 70,365 31 69 22,1 6 9 35,274 50 50 50 50 50 56 71 165 85 70 21 15 33 17 25 15,909 7,443 28, 155 12, 086 6, 772 16 7 27 12 7 11,751 2, 544 13,681 4 ,0 2 5 3,273 1 The Oklahoma City Standard Metropolitan Statistical Area, as defined by the Office of Management and Budget through February 1974, consists of Canadian, Cleveland, McClain, Oklahoma, and Pottawatomie Counties. The "workers within scope of study" estimates shown in this table provide a reasonably accurate description of the size and composition of the labor force included in the survey. Estimates are not intended, however, for comparison with other employment indexes to measure employment trends or levels since (1) planning of wage surveys requires establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded from the scope of the survey. 2 The 1967 edition of the Standard Industrial Classification Manual was used in classifying establishments by industry division. 3 Includes all establishments with total employment at or above the minimum limitation. All outlets (within the area) of companies in industries such as trade, finance, auto repair service, and motion picture theaters are considered as 1 establishment. 4 Includes all workers in all establishments with total employment (within the area) at or above the minimum limitation. 5 Abbreviated to "public utilities" in the A -s e rie s tables. Taxicabs and services incidental to water transportation were excluded. Oklahoma City's transit system is municipally operated and is excluded by definition from the scope of the study. 6 This division is represented in estimates for "a ll industries" and "nonmanufacturing" in the A -se rie s tables. Separate presentation of data is not made for one or more of the following reasons: (1) Employment is too small to provide enough data to merit separate study, (2) the sample was not designed initially to permit separate presentation, (3) response was insufficient or inadequate to permit separate presentation, and (4) there is possibility of disclosure of individual establishment data. 7 Hotels and m otels; laundries and other personal services; business services; automobile repair, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services. Appendix B. Occupational Descriptions The primary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-tim e, temporary, and probationary workers. O F F IC E BILLER, MACHINE CLERKS, ACCOUNTING Prepares statements, b ills, and invoices on a machine other than an ordinary or electromatic typewriter. May also keep records as to billings or shipping charges or perform other clerical work incidental to billing operations. For wage study purposes, billers, machine, are classified by type of machine, as follows: Performs one or more accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal consistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing more complicated journal vouchers. May work in either a manual or automated accounting system. B iller, machine (billing machine). Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from customers' purchase orders, internally prepared orders, shipping memorandums, etc. Usually involves application of predetermined discounts and shipping charges and entry of necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies of the bill being prepared and is often done on a fanfold machine. B iller, machine (bookkeeping machine). Uses a bookkeeping machine (with or without a typewriter keyboard) to prepare custom ers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on customers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slips. The work requires a knowledge of clerical methods and office practices and procedures which relates to the clerical processing and recording of transactions and accounting information. With experience, the worker typically becomes familiar with the bookkeeping and accounting terms and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting. Positions are classified into levels on the basis of the following definitions. Glass A. Under general supervision, performs accounting clerical operations which require the application of experience and judgment, for example, clerically processing complicated or nonrepetitive accounting transactions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions though previous accounting actions to determine source of discrepancies. May be assisted by one or more class B accounting clerks. BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (with or without a typewriter keyboard) to keep a record of business transactions. Class B . Under close supervision, following detailed instructions and standardized procedures, performs one or. more routine accounting clerical operations, such as posting to ledgers, cards, or worksheets where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes. Class A. Keeps a set of records requiring a knowledge of and experience in basic bookkeeping principles, and familiarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. CLERK, FILE C lass B . Keeps a record of one or more phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, customers* accounts (not including a simple type of billing described under biller, machine), cost distribution, expense distribution, inventory control, etc. May check or assist in preparation of trial balances and prepare control sheets for the accounting department. 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. Class A. Classifies and indexes file m aterial such as correspondence, reports, technical documents, etc., in an established filing system containing a number of varied subject matter files. May also file this material. May keep records of various types in conjunction with the files. May lead a small group of lower level file clerks. SECRETARY— Continued Class B . Sorts, codes, and files unclassified material by simple (subject matter) headings or partly classified material by finer subheadings. Prepares simple related index and cross-reference aids. As requested, locates clearly identified material in files and forwards material. May perform related clerical tasks required to maintain and service files. Class C . Perform s routine filing of material that has already been classified or which is easily classified in a simple serial classification system (e.g., alphabetical, chronological, or numerical). As requested, locates readily available material in files and forwards material; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files. CLERK, ORDER Receives customers* orders for material or merchandise by m ail, phone, or personally. Duties involve any combination of the following: Quoting prices to customers; making out an order sheet listing the items to make up the order; checking prices and quantities of items on order sheet; and distributing order sheets to respective departments to be filled. May check with credit department to determine credit rating of customer, acknowledge receipt of orders from customers, follow up orders to see that they have been filled, keep file of orders received, and check shipping invoices with original orders. CLERK, PAYROLL Computes wages of company employees and enters the necessary data on the payroll sheets. Duties involve: Calculating workers* earnings based on time or production records; and posting calculated data on payroll sheet, showing information such as worker’ s name, working days, tim e, rate, deductions for insurance, and total wages due. May make out paychecks and assist paymaster in making up and distributing pay envelopes. May use a calculating machine. KEYPUNCH OPERATOR Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating cards or on tape. Positions are classified into levels on the basis of the following definitions. Class A. Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a variety of source documents. On occasion may also perform some routine keypunch work. May train inexperienced keypunch operators. Class B. Work is routine and repetitive. Under close supervision or following specific procedures or instructions, works from various standardized source documents which have been coded, and follows specified procedures which have been prescribed in detail and require little or no selecting, coding, or interpreting of data to be recorded. Refers to supervisor problems arising from erroneous items or codes or missing information. MESSENGER •Exclusions Not all positions that are titled "se cre ta ry " possess the above characteristics. positions which are excluded from the definition are as follows: Examples of a. Positions which do not meet the "person al" secretary concept described above; b. Stenographers not fully trained in secretarial type duties; c. Stenographers managerial persons; serving as office assistants to a group of professional, technical, d. Secretary positions in which the duties are either substantially more stantially more complex and responsible than those characterized in the definition; or routine or sub e. Assistant type positions which involve more difficult or more responsible technical, administrative, supervisory, or specialized clerical duties which are not typical of secretarial work. NOTE: The term "corporate o ffic e r ," used in the level definitions following, refers to those officials who have a significant corporate-wide policymaking role with regard to m ajor company activities. The title "vice president," though normally indicative of this role, does not in all cases identify such positions. Vice presidents whose primary responsibility is to act personally on individual cases or transactions (e.g., approve or deny individual loan or credit actions; administer individual trust accounts; directly supervise a clerical staff) are not considered to be "corporate officers" for purposes of applying the following level definitions. Class A 1. Secretary to the chairman of the board or president of a company that employs, in all, over 100 but fewer than 5, 000 persons; or 2. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 5, 000 but fewer than 25 ,0 0 0 persons; or 3. Secretary to the head, immediately below the corporate officer level, of a major segment or subsidiary of a company that employs, in all, over 25,0 0 0 persons. Class B 1. Secretary to the chairman of the board or president of a company that employs, in all, fewer than 100 persons; or 2. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 100 but fewer than 5 ,0 0 0 persons; or 3. Secretary to the head, immediately below the officer level, over either a major corporate wide functional activity (e.g., marketing, research, operations, industrial relations, etc.) 0£ a major geographic or organizational segment (e.g., a regional headquarters; a major division) of a company that employs, in all, over 5,000 but fewer than 25,0 0 0 employees; or Performs various routine duties such as running errands, operating minor office machines such as sealers or m ailers, opening and distributing m ail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. 4. Secretary to the head of an individual plant, factory, etc. (or other equivalent official) that employs, in all, over 5,000 persons; or SECRETARY 5. Secretary to the head of a large and important organizational segment (e.g., a middle management supervisor of an organizational segment often involving as many as several hundred persons) or a company that employs, in all, over 2 5,000 persons. Assigned as personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day work of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. Performs varied clerical and secretarial duties, usually including most of the following: a. Receives telephone calls, personal callers, and incoming m ail, answers routine inquires, and routes technical inquiries to the proper persons; b. Establishes, maintains, and revises the supervisor's files; c. Maintains the supervisor's calendar and makes appointments as instructed; d. Relays m essages from supervisor to subordinates; e. Reviews correspondence, memorandums, and reports prepared by others for the super visor's signature to assure procedural and typographic accuracy; f. Performs stenographic and typing work. May also perform other clerical and secretarial tasks of comparable nature and difficulty. The work typically requires knowledge of office routine and understanding of the organization, programs, and procedures related to the work of the supervisor. level of Class C 1. Secretary to an executive or managerial person whose responsibility is not equivalent to one of the specific level situations in the definition for class B, but whose organizational unit 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; ojr 2. Secretary to the head of an individual plant, factory, official) that employs, in all, fewer than 5, 000 persons. etc. (or other equivalent level of Class D 1. Secretary to the supervisor about 25 or 30 persons); or or head of a sm all organizational unit (e.g., fewer than 2. Secretary to a nonsupervisory staff specialist, professional employee, administrative officer, or assistant, skilled technician or expert. (NOTE: Many companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) STENOGRAPHER T ABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator) Primary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if primary duty is transcribing from recordings, see Tran scribing-Machine Operator, General). Operates one or a variety of machines such as the tabulator, calculator, collator, interpreter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors. Also excluded are operators of electronic digital computers, even though they may also operate EAM equipment. NOTE: This job is distinguished from that of a secretary in that a secretary normally works in a confidential relationship with only one manager or executive and performs more responsible and discretionary tasks as described in the secretary job definition. Class A. Performs complete reporting and tabulating assignments including devising difficult control panel wiring under general supervision. Assignments typically involve a variety of long and complex reports which often are irregular or nonrecurring, requiring some planning of the nature and sequencing of operations, and the use of a variety of machines. Is typically involved in training new operators in machine operations or training lower level operators in wiring from diagrams and in the operating sequences of long and complex reports. Does not include positions in which wiring responsibility is limited to selection and insertion of prewired boards. Stenographer, General Dictation involves a normal routine vocabulary. or perform other relatively routine clerical tasks. May maintain files, keep simple records, Stenographer, Senior Dictation involves a varied technical ,or specialized vocabulary such as in legal briefs or reports on scientific research. May also set up and maintain files, keep records, etc. OR Perform s stenographic duties requiring significantly greater independence and responsibility than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; a thorough working knowledge of general business and office procedure; and of the specific business operations, organisation, policies, procedures, files, workflow, etc. Uses this knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup files; assembling m aterial for reports, memorandums, and letters; composing simple letters from general instructions; reading and routing incoming mail; and answering routine questions, etc. SWITCHBOARD OPERATOR Operates a telephone switchboard or console used with a private branch exchange (PBX) system to relay incoming, outgoing, and intra-system calls. May provide information to callers, record and transmit m essages, 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 m ajor portion of the worker's time, and is usually performed 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 OperatorReceptionist. SWITCHBOARD OPERATOR-RECEPTIONIST At a single-position telephone switchboard or console, acts both as an operator— see Switch board Operator— and as a receptionist. Receptionist's work involves such duties as greeting visitors; determining nature of visito r's business and providing appropriate information; referring visitor to appropriate person in the organization, or contacting that person by telephone and arranging an appointment; keeping a log of visitors. Positions are classified into levels on the basis of the following definitions. Class B . Performs work according to established procedures and under specific instructions. Assignments typically involve complete but routine and recurring reports or parts of larger and more complex reports. Operates more difficult tabulating or electrical accounting machines such as the tabulator and calculator, in addition to the simpler machines used by class C operators. May be required to do some wiring from diagrams. May train new employees in basic machine operations. Class C . Under specific instructions, operates simple tabulating or electrical accounting machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments typically involve portions of a work unit, for example, individual sorting or collating runs, or repetitive operations. May perform simple wiring from diagrams, and do some filing work. TRANSCRIBING:-MACHINE OPERATOR, GENERAL Primary duty is to transcribe dictation involving a normal routine vocabulary from tran scribing-machine records. May also type from written copy and do simple clerical work. Workers transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or reports on scientific research are not included. A worker who takes dictation in shorthand or by Stenotype or sim ilar machine is classified as a stenographer. TYPIST Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, m ats, or similar materials for use in duplicating processes. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming mail. Class A . Performs one or more of the following: Typing material in final form when it involves combining material from several sources; or responsibility for correct spelling, syllabication, punctuation, etc., of technical or unusual words or foreign language material; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances. Class B . Performs one or more of the following: Copy typing from rough or clear drafts; or routine typing of form s, insurance policies, etc; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. P R O F ES SIO N A L A N D TECHNICAL COMPUTER OPERATOR COMPUTER OPERATOR— Continued Monitors and operates the control console of a digital computer to process data cccording to operating instructions, usually prepared by a programmer. Work includes most of the following: Studies instructions to determine equipment setup and operations; loads equipment \?ith required items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and operates computer; makes adjustments to computer to correct operating problems and meet special conditions; reviews errors made during operation and determines cause or refers problem to supervisor or programmer; and maintains operating records. May test and assist in correcting Class B . Operates independently, or under only general direction, a computer running programs with most of the following characteristics: Most of the programs are established production runs, typically run on a regularly recurring basis; there is little or no testing of new programs required; alternate programs are provided in case original program needs major change or cannot be corrected within a reasonably time. In common error situations, diagnoses cause and takes corrective action. This usually involves applying previously programmed corrective steps, or using standard correction techniques. program. OR For wage study purposes, computer operators are classified as follows: Class A . Operates independently, or under only general direction, a computer running programs with most of the following characteristics: New programs are frequent-ly tested and introduced; scheduling requirements are of critical importance to minimize downtime; the programs are of complex design so that identification of error source often requires a working knowledge of the total program, and alternate programs may not be available. May give direction and guidance to lower level operators. Operates under direct supervision a computer running programs or segments of programs with the characteristics described for class A. May assist a higher level operator by independently performing less difficult tasks assigned, and performing difficult tasks following detailed instructions and with frequent review of operations performed. Class C. Works on routine programs under close supervision. Is expected to develop working knowledge of the computer equipment used and ability to detect problems involved in running routine programs. Usually has received some form al training in computer operation. May assist higher level operator on complex programs. Converts statements of business problems, typically prepared by a systems analyst, into a sequence of detailed instructions which are required to solve the problems by automatic data processing equipment. Working from charts or diagrams, the programmer develops the precise instructions which, when entered into the computer system in coded language, cause the manipulation of data to achieve desired results. Work involves most of the following: Applies knowledge of computer capabilities, mathematics, logic employed by computers, and particular subject matter involved to analyze charts and diagrams of the problem to be 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 programs; prepares instructions for operating personnel during production run; analyzes, reviews, and alters programs to increase operating efficiency or adapt to new requirements; maintains records of program development and revisions, (NOTE: Workers performing both systems analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) Does not include employees primarily responsible for the management or supervision of other electronic data processing employees, or programmers primarily concerned with scientific and/or engineering problems. For wage study purposes, programmers are classified as follows: Class A. Works independently or under only general direction on complex problems which require competence in all phases of programming concepts and practices. Working from diagrams and charts which identify the nature of desired results, major processing steps to be accomplished, and the relationships between various steps of the problem solving routine; plans the full range of programming actions needed to efficiently utilize the computer system in achieving desired end products. At this level, programming is difficult because computer equipment must be organized to produce several interrelated but diverse products from numerous and diverse data elements. A wide variety and extensive number of internal processing actions must occur. This requires such actions as development of common operations which can be reused, establishment of linkage points between operations, adjustments to data when program requirements exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program. May provide functional direction to lower level programmers who are Class A. Works independently or under only general direction on complex problems involving all phases of system analysis. Problems are complex because of diverse sources of input data and multiple-use requirements 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 system s of data processing operations. Makes recommendations, if needed, for approval of major systems installations or changes and for obtaining equipment. May provide functional direction to lower level system s analysts who are assigned to assist. 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 subjectmatter personnel on the implications of the data processing systems to be applied. OR Works jon a segment of a complex data processing scheme or system , as described for class A. Works independently on routine assignments and receives instruction and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alignment with the overall system. Class C. Works under immediate supervision, carrying out analyses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in the application of procedures and skills required for system s analysis work. For example, may assist a higher level systems analyst by preparing the detailed specifications required by programmers from information developed by the higher level analyst. assigned to assist. Class B . Works independently or under only general direction on relatively simple programs, or on simple segments of complex programs. Programs (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 record-keeping type operations. OR Works on complex programs (as described for class A) under close direction of a higher level programmer or supervisor. May assist higher level programmer by independently performing less difficult tasks assigned, and performing more difficult tasks under fairly close direction. May guide or instruct lower level programmers. Glass C. Makes practical applications of programming practices and concepts usually learped in formal training courses. Assignments are designed to develop competence in the application of standard procedures to routine problems. Receives close supervision on new aspects of assignments; and work is reviewed to verify its accuracy and conformance with required procedures. COMPUTER SYSTEMS ANALYST, BUSINESS 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 programmers to prepare required digital computer programs. Work involves most of the following: Analyzes subject-matter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, 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 systems; and recommends equipment changes to obtain more effective overall operations. (NOTE: Workers performing both systems analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) Does not include employees primarily responsible for the management or supervision of other electronic data processing employees, or system s analysts primarily concerned with scientific or engineering problems. For wage study purposes, systems analysts are classified as follows: DRAFTER Class A. Plans the graphic presentation of complex items having distinctive design features that differ significantly from established drafting precedents. Works in close support with the design originator, and may recommend minor design changes. Analyzes the effect of each change on the details of form, function, and positional relationships of components and parts. Works with a minimum of supervisory assistance. Completed work is reviewed by design originator for consistency with prior engineering determinations. May either prepare drawings, or direct their preparation by lower level drafters. Class_B. Performs nonroutine and complex drafting assignments that require the application of most of the standardized drawing techniques regularly used. Duties typically involve such work as: Prepares working drawings of subassemblies with irregular shapes, multiple functions, and precise positional relationships between components; prepares architectural drawings for construction of a building including detail drawings of foundations, wall sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary computations to determine quantities of materials to be used, load capacities, strengths, stresses, etc. Receives initial instructions, requirements, and advice from supervisor. Completed work is checked for technical adequacy. Class C . Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isom etric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source materials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress. DRAFTER-TRACER Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing limited to plans primarily consisting of straight lines and a large scale not requiring close delineation.) AND/OR Prepares simple or repetitive drawings of easily visualized item s. during progress. Work is closely supervised Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. Class B. Applies comprehensive technical knowledge to solve complex problems (i.e., those that . typically can be solved solely by properly interpreting manufacturers' manuals or similar documents) in working on electronic equipment. Work involves: A familiarity with the interrelation ships of circuits; and judgment in determining work sequence and in selecting tools and testing instruments, usually less complex than those used by the class A technician. The equipment— consisting of either many different kinds of circuits or multiple repetition of the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and medical measuring and controlling equipment. Receives technical guidance, as required, from supervisor or higher level technician, and work is reviewed for specific compliance with accepted practices and work assignments. May provide technical guidance to lower level technicians. This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assemblers and testers; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. Glass G. Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed instructions which cover virtually all procedures. Work typically involves such tasks as: Assisting higher level technicians by performing such activities as replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment; and using tools and common test instruments (e.g., multimeters, audio signal generators, tube testers, oscilloscopes). Is not required to be familiar with the interrelationships of circuits. This knowledge, however, may be acquired through assignments designed to increase competence (including classroom training) so that worker can advance to higher level technician. Positions are classified into levels on the basis of the following definitions. Glass A. Applies advanced technical knowledge to solve unusually complex problems (i.e., those that typically cannot be solved solely by reference to manufacturers' manuals or similar documents) in working on electronic equipment. Examples of such problems include location and density of circuitry, electro-m agnetic radiation, isolating malfunctions, and frequent engineering changes. Work involves: A detailed understanding of the interrelationships of circuits; exercising independent judgment in performing such tasks as making circuit analyses, calculating wave form s, tracing relationships in signal flow; and regularly using complex test instruments (e.g., dual trace oscilloscopes, Q -m eters, deviation m eters, pulse generators). Work may be reviewed by supervisor (frequently an engineer or designer) for general compliance with accepted practices. May provide technical guidance to lower level technicians. Receives technical guidance, as required, from supervisor or higher level technician. Work is typically spot checked, but is given detailed review when new or advanced assignments are involved. NURSE, INDUSTRIAL (Registered) A registered nurse who gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the premises of a factory or other establishment. Duties involve a combination of the following: Giving first aid to the ill or injured; attending to subsequent dressing of employees' injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and employees; and planning and carrying out programs involving health education, accident prevention, evaluation of plant environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. M A IN TE N A N C E AND POWERPLANT BOILER TENDER HELPER, MAINTENANCE TRADES Fires stationary boilers to furnish the establishment in which employed with heat, power, or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil burner; and checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment. Assists one or more workers in the skilled maintenance trades, by performing specific or general duties of lesser skill, such as keeping a worker supplied with materials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding materials or tools; and performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding materials and tools, and cleaning working areas; and in others he is permitted to perform specialized machine operations, or parts of a trade that are also performed by workers on a full-time basis. CARPENTER, MAINTENANCE Performs the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves most of the following: Planning and laying out of work from blueprints, drawings, models, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to dimensions of work; and selecting materials necessary for the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. ELECTRICIAN, MAINTENANCE Performs a variety of electrical trade functions such as the installation, maintenance, or repair of equipment for the generation, distribution, or utilization of electric energy in an establishment. Work involves most of the following: Installing or repairing any of a variety of electrical equipment such as generators, transform ers, switchboards, controllers, circuit breakers, motors, heating units, conduit system s, or other transm ission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. ENGINEER, STATIONARY Operates and maintains and may also supervise the operation of stationary engines and equipment (mechanical or electrical) to supply the establishment in which employed with power, heat, refrigeration, or air-conditioning. Work involves: Operating and maintaining equipment such as steam engines, air com pressors, generators, m otors, turbines, ventilating and refrigerating equipment, steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishments employing more than one engineer are excluded. 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 jigs, 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 oils, to recognize when tools need dressing, and to dress tools. In general, the work of a machine-tool operator, toolroom, at the skill level called for in this classification requires extensive knowledge of machine-shop and toolroom 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. MACHINIST, MAINTENANCE Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment operated in an establishment. Work involves m ost of the following: interpreting written instructions and specifications; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard materials, 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 formal apprenticeship or equivalent training and experience. Paints and redecorates walls, woodwork, and fixtures of an establishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different 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, oils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MECHANIC, AUTOMOTIVE (Maintenance) PIPEFITTER, MAINTENANCE Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work involves most of the following: Examining automotive equipment to diagnose source of trouble; disassembling equipment and performing repairs that involve the use of such handtools as wrenches, gauges, drills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; reassembling and installing the various assemblies in the vehicle and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the automotive mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. This classification does not include mechanics who repair customers' vehicles in automobile repair shops. MECHANIC, MAINTENANCE Repairs machinery or mechanical equipment of an establishment. Work involves most of the following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending of the machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts orderfed from machine shops; reassembling machines; and making all necessary adjustments for operation. In general, the work of a maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. 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 of the work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses, strength of materials, and centers of gravity; aligning and balancing of equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transmission equipment such as drives and speed reducers. In general, the millwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience. Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establish ment. Work involves most of the following: Laying out of work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to pressures, flow, and size of pipe required; and making standard tests to determine whether 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 primarily engaged in installing and repairing building sanitation or heating system s are excluded. SHEET-M ETAL WORKER, MAINTENANCE 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 sheetmetal maintenance work from blueprints, models, or other specifications; setting up and operating all available types of sheet-metal 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-metal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. 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 non-metallic m aterial (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 computation; setting up and operating various machine tools and related equipment; using various tool and die maker'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 prescribed tolerances and allowances. In general, tool and die m aker's work requires rounded training in machine-shop and toolroom practice usually acquired through 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). C U S T O D IA L AND M A TE R IA L M O V E M E N T GUARD AND WATCHMEN LABORER, MATERIAL HANDLING Guard. Performs routine police duties, either at fixed post or on tour, maintaining order, using, arms or force where necessary. Includes guards who are stationed at gate and check on identity of employees and other persons entering. 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 materials and merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing materials or merchandise in proper storage location; and transporting materials or merchandise by handtruck, car, or wheelbarrow. Longshore workers, who load and unload ships are excluded. Watchman. and illegal entry. ORDER FILLER Makes rounds of prem ises periodically in protecting property against fire, theft, JANITOR, PORTER, OR CLEANER Cleans and keeps in an orderly condition factory working areas and washrooms, or premises 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 trimmings; providing supplies and minor maintenance services; and cleaning lavatories, showers, and restrooms. Workers who specialize in window washing are excluded. 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 indicating items filled or omitted, keep records of outgoing orders, requisition additional stock or report short supplies to supervisor, and perform other related duties. PACKER, SHIPPING 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. follows: For wage study purposes, workers are classified as follows: Receiving clerk Shipping clerk Shipping and receiving clerk TRUCKDRIVER Drives a truck within a city or industrial area to transport materials, merchandise, equipment, or workers between various types of establishments such as: Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and customers' houses or places of business. May also load or unload truck with or without helpers, make minor mechanical repairs, and keep truck in good working order. Sales-route and over-the-road drivers are ekcluded. as Truckdriver (combination of sizes listed separately) Truckdriver, light (under 1 V2 tons) Truckdriver, medium (IV2 to and including 4 tons) Truckdriver, heavy (over 4 tons, trailer type) Truckdriver, heavy (over 4 tons, other than trailer type) SHIPPING AND RECEIVING CLERK Prepares merchandise for shipment, or receives and is responsible for incoming shipments of merchandise or other m aterials. Shipping work involves: A knowledge of shipping procedures, practices, routes, available means of transportation, and rates; and preparing records of the goods shipped, making up bills of lading, posting weight and shipping charges, and keeping a file of shipping records. May direct or assist in preparing the merchandise for shipment. Receiving work involves: Verifying or directing others in verifying the correctness of shipments against bills of lading, invoices, or other records; checking for shortages and rejecting damaged goods; routing merchandise or materials to proper departments; and maintaining necessary records and files. For wage study purposes, truckdrivers are classified by size and type of equipment, (Tractor-trailer should be rated on the basis of trailer capacity.) TRUCKER, POWER goods Operates a manually controlled gasoline- or electric-powered truck or tractor to transport and materials of all kinds about a warehouse, manufacturing plant, or other establishment. For wage study purposes, workers are classified by type of truck, as follows: Trucker, power (forklift) Trucker, power (other than forklift) WAREHOUSEMAN As directed, performs a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following: Verifying mate rials (or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing materials to prescribed storage locations; storing, stacking, or palletizing materials in accordance with prescribed storage methods; rearranging and taking inventory of stored materials; examining stored materials and reporting deterioration and damage; removing material from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Exclude workers whose primary duties involve shipping and receiving work (see shipping and receiving clerk and packer, shipping), order filling (see order filler), or operating power trucks (see trucker, power). Available On Request— The following areas are surveyed periodically for use in administering the Service Contract Act of 1965. any of the BLS regional offices shown on the back cover. Alaska Albany, Ga. Albuquerque, N. Mex. Alexandria, La. Alpena, Standish, and Tawas City, Mich. Ann Arbor, Mich. Asheville, N.C. Atlantic City, N.J. Augusta, Ga.—S.C. Bakersfield, Calif. Baton Rouge, La. Battle Creek, Mich. Beaumont—Port A rthui^Orange, Tex. Biloxi—Gulfport and Pascagoula, M iss. Boise City, Idaho Bremerton, Wash. Bridgeport, Norwalk, and Stamford, Conn. Brunswick, Ga. Burlington, Vt.—N.Y. Cape Cod, Mass. Cedar Rapids, Iowa Champaign—Urbana—Rantoul, 111. Charleston, S.C. Charlotte—Gastonia, N.C. Cheyenne, Wyo. Clarksville—Hopkinsville, Tenn.—Ky. Colorado Springs, Colo. Columbia, S.C. Columbus, Ga.—Ala. Columbus, M iss. Crane, Ind. Decatur, III. Des Moines, Iowa Dothan, Ala. Duluth—Superior, Minn.—Wis. El Paso, Tex., and Alamogordo—Las Cruces, N. Mex. Eugene—Springfield, Oreg. Fayetteville, N.C. Fitchburg—Leominster, Mass. Fort Smith, Ark.—Okla. Fort Wayne, Ind. Frederick—Hagerstown, Md.—Chambersburg, Pa.— Martinsburg, W. Va. Gadsden and Anniston, Ala. Goldsboro, N.C. Grand Island—Hastings, Nebr. Great F alls, Mont. Guam, Territory of Harrisburg—Lebanon, Pa. Huntington—Ashland, W. Va.—Ky.—Ohio Knoxville, Tenn. La C ro sse , Wis. Laredo, Tex. Las Vegas, Nev. Lawton, Okla. Lima, Ohio Little Rock—North Little Rock, Ark. Copies of public releases are or will be available at no cost while supplies last from Logan sport—Peru, Ind. Lorain—Elyria, Ohio Lower Eastern Shore, Md.—Va.—Del. Lynchburg, Va. Macon, Ga. Madison, Wis. Mansfield, Ohio Marquette, Escanaba, Sault Ste. Marie, Mich. McAllen—Phari^-Edinburg and Brownsville— Harlingen—San Benito, Tex. Medford—Klamath Falls—Grants Pass, Oreg. Meridian, Miss. Middlesex, Monmouth, and Ocean C os., N.J. Mobile and Pensacola, Ala.—Fla. Montgomery, Ala. Nashville—Davidson, Tenn. New Bern—Jacksonville, N.C. New London—Norwich, Conn.—R.I. North Dakota, State of Orlando, Fla. Oxnard—Simi Valley—Ventura, Calif. Panama City, Fla. Parker sburg—Marietta, W. Va.—Ohio Peoria, III. Phoenix, Ariz. Pine Bluff, Ark. Pocatello—Idaho Falls, Idaho Portsmouth, N.H.—Maine—Mass. Pueblo, Colo. Puerto Rico Reno, Nev. Richland—Kennewick—Walla Walla— Pendleton, Wash.—Oreg. River side—San Bernardino—Ontario, Calif. Salina, Kans. Salinas—Seaside—Monte rey, Calif. Sandusky, Ohio Santa Barbara—Santa Maria—Lompoc, Calif. Savannah, Ga. Selma, Ala. Sherman—Denison, Tex. Shreveport, La. Sioux Falls, S. Dak. Spokane, Wash. Springfield, 111. Springfield—Chicopee—Holyoke, M ass.—Conn. Stockton, Calif. Tacoma, Wash. Tampa—St. Petersburg, Fla. Topeka, Kans. Tucson, Ariz. Tulsa, Okla. Vallejo-Fairfield—Napa, Calif. Waco and Killeen—Temple, Tex. Waterloo—Cedar Falls, Iowa West Texas Plains Wilmington, Del.—N.J.—Md. An annual report on salaries for accountants, auditors, chief accountants, attorneys, job analysts, directors qf personnel, buyers, chem ists, engineers, engineering technicians, drafters, and clerical employees is available. Order as BLS Bulletin 1837, National Survey of Professional, Administrative, Technical, and Clerical Pay, March 1974, $1.40 a copy, from any of the BLS regional sales offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402. Area Wage Surveys A list of the latest available bulletins or bulletin supplements is presented below. A directory of area wage studies including more limited studies conducted at the request of the Employment Standards Administration of the Department of Labor is available on request. Bulletins may be purchased from any of the BLS regional offices shown on the back cover. Bulletin supplements may be obtained without cost, where indicated, from BLS regional offices. Area Bulletin number and price* Akron, Ohio, Dec. 1974 _______________________________________________________________ Suppl. Free Albany-Schenectady—Troy, N .Y ., Sept. 1974 ________________________________________ Suppl. Free Albuquerque, N. Mex., M ar. 1974 2 -----------------------------------------------------------------------------Suppl. Free Free Allentown—Bethlehem—Easton, Pa.—N .J., May 1974 2 ________________________________ Suppl. Anaheim—Santa Ana-Garden Grove, C alif., Oct.1974 1 _____________________________ 1850-9, 85 cents Atlanta, Ga., May 19751 ___________________________________„__________________________ 1850-25, $1.00 Austin, Tex., Dec. 1974 ______________________________________________________________ Suppl. Free Baltimore, Md., Aug. 1974____________________________________________________________ Suppl. Free Beaumont—Port Arthur—Or ange, T ex., May 1974 2 _________________________________ Suppl. Free Billings, Mont., July 1975_____________________________________________________________ 1850-46, 65 cents Binghamton, N.Y.—Pa., July 1975___ _________________________________________________ 1850-50, 65 cents Birmingham, Ala., M ar. 1975_________________________ ______________________________ Suppl. Free Free Boston, M ass., Aug. 1974 ____________________________________________________________ Suppl. Buffalo, N .Y ., Oct. 1974 _______________________________________________________________ Suppl. Free Suppl. Free Canton, Ohio, May 197 5 ______ Charleston, W . V a ., M ar. 1974 2 ______________________ ____ _________________________ Suppl. Free Charlotte, N .C ., Jan. 1974 2 __________________________________________________________ Suppl. Free Chattanooga, Tenn.-G a., Sept. 1974 _________________________________________________ Suppl. Free Chicago, 111., May 1975________________________________________________________________ 1850-33, 85 cents Free Cincinnati, Ohio—Ky.—Ind., Feb. 1975 _________________________ _ ____________________ Suppl. Cleveland, Ohio, Sept. 1974 1 _________________________________________________________ 1850- 17, $1.00 Columbus, Ohio, Oct. 1974 ______________________. . . __________________________________ Suppl. Free Corpus Christi, Tex., July 1975_____________ -__________ —___________________________ 1850-37, 65 cents Dallas—Fort Worth, T ex., Oct. 1974 _____________ Suppl. Free Davenport—Rock Island—Moline, low a-111.,Feb. 1975 ________________________________ Suppl. Free Dayton, Ohio, Dec. 1974 1_____________________________________________________________ 1850- 14, 80 cents Daytona Beach, F la., Aug. 1975—_________________ -__________________________________ 1850-47, 65 cents Denver—Boulder, Colo., Dec. 19741 _________________________________________________ 1850- 15, 85 cents Des Moines, Iowa, May 1974 2 ____ Suppl. Free Detroit, M ich., M ar. 1975______ _____________________________________________________ 1850-22, 85 cents Fort Lauderdale—Hollywood and W est Palm Beach— Boca Raton, F la ., Apr. 1975 1______________________________________________________ 1850-26, 80 cents Fresno, C a lif.1 3 _______________________________________ ______________________________ Gainesville, F la., Sept. 1974 1 _________ ______ ___________________________ ___________ 1850- 11, 75 cents Green Bay, W is., July 1975 1 ____________________________________________ —___________ 1850-44, 80 cents Greensboro—Winston- Salem—High Point, N .C ., Aug. 1975__________________________ 1850-49* 65 cents Greenville, S.C ., June 1975.,____________________ -_____________________________________ 1850-42, 65 cents Hartford, Conn., Mar. 1975 1 __________________________________ ____________________ __ 1850-28, 80 cents Houston, Tex., Apr. 1975_____________________________________________ Suppl. Free Huntsville, Ala., Feb. 1975 ______________________________ ___ _________________________ Suppl. Free Indianapolis, Ind., Oct. 1974 ____________________________ Suppl. Free Jackson, M iss., Feb. 1975_____________ Suppl. Free Jacksonville, F la., Dec. 1974 ___________________ .Suppl. Free Kansas City, Mo.—Kans., Sept. 1974 __________________________________________________Suppl. Free Lawrence-Haverhill, Mass*—N.H ., June1974 2 _____________________ Suppl. Free Lexington-Fayette, Ky., Nov. 1974 ________________________________ Suppl. Free Los Angeles—Long Beach, C alif., Oct. 1974 ________________ Suppl. Free Louisville, Ky.—Ind., Nov. 19741 _____________________________________________________ 1850-12, 80 cents Lubbock, T ex., M ar. 1974 2 _______________________ Suppl. Free Melbourne—Titusville—Cocoa, Fla., Aug. 1974 1 __________ _________________________ 1850-5, 75 cents Memphis, Tenn*—A rk*-M iss., Nov. 1974 _____ ____________________________________ __Suppl. Free Suppl. Free Miami, F la., Oct. 1974 __________ * 1 2 3 Prices are determ ined by the Government Printing O ffice and are subject to change. Data on establishment practices and supplementary wage provisions are also presented. No longer surveyed. T o be surveyed. Area Bulletin number and price* Midland and Odessa, Tex., Jan. 19742 ________________________________________________ Suppl. Free Milwaukee, W is., Apr. 19751___________________________________________________________ 1850-21, 85 cents Minneapolis—St. Paul, Minn.—W is., Jan 1975 1 _______________________________ _________ 1850-20, $1.05 Muskegon—Muskegon Heights, Mich., June 1974 2 ____________________________________ Suppl. Free Nassau—Suffolk, N .Y ., June 1975 1______________________________________________________ 1850-39* $1.00 Newark, N.J., Jan. 19751_______________________________________________________________ 1850- 18, $1.00 Newark and Jersey City, N.J.. Jan. 1974 2 ____________________________________________ Suppl. Free New Haven, Conn., Jan. 1974 2 _________________________________________________________ Suppl. Free New Orleans, La., Jan. 1975 _________________________________________ ________________ Suppl. tre e New York, N .Y .-N .J ., May 1975 1_________________ __________ _____________ _______ ____ 1850-45, $1.10 New York and Nassau-Suffolk, N .Y ., Apr. 1974 2 _____________________________________ Suppl. Free Norfolk—Virginia Beach—Portsmouth, Va.—N. C ., May 1975 ------------- -------------------------- 1850-29, 65 cents Norfolk—Virginia Beach—Portsmouth and Newport News— Hampton, V a .-N .C ., May 1975 _______________________________________________________ 1850-30, 65 cents Northeast Pennsylvania, Aug. 19 741 __________________________________________________ 1850-8, 80 cents Oklahoma City, Okla., Aug. 1975________________________________________________________ 1850-51, 65 cents Omaha, Nebr^Iowa, Oct. 19741 ______________________________ _________________________ 1850-10, 80 cents Pater son—Clifton—Pas s aic, N.J., June 1975 1___________________________________________ 1850-38, 80 cents Philadelphia, P a ^ N .J ., Nov. 1974 _____________________________________________________ Suppl. Free Phoenix, Ar iz., June 1974 2 ____________________________________________________________ Suppl. Free Pittsburgh, Pa., Jan. 197 5 ______________________________________ _______________________ Suppl. Free Free Portland, Maine, Nov. 1974_____________________________________________________________ Suppl. Portland, Oreg.—Wash., May 1975_______________________________________________________ 1850-40, 75 cents Poughkeepsie, N .Y . 1 3__________________________________________________________________ Poughkeepsie—Kingston—Newburgh, N .Y ., June 1974 ________________ ________________ Suppl. Free Providence—Warwick—Pawtucket, R.I*—M ass., June 1975 ____________________________ 1850-27, 75 cents Raleigh—Durham, N .C ., Feb. 1975 _____________________________________________________ Suppl. Free Richmond, V a., June 1975_________________________________________ ____________________ 1850-41, 65 cents Rockford, 111., June 1974 2 _____________________________________________________ ________Suppl. Free Free St. Louis, M o —111., M ar. 1975 _________________________________________________________ Suppl. Sacramento, Calif., Dec. 19741 _______________________________________________________ 1850- 19, 80 cents Saginaw, Mich., Nov. 19741_____________________________________________________________ 1850-16, 75 cents Free Salt Lake City—Ogden, Utah, Nov. 1974 _______________________________________________ Suppl. San Antonio, Tex., May 1975 ___________________________________________________________ 1850-23, 65 cents San Diego, Calif., Nov. 19741 __________________________________________________________ 1850- 13, 80 cents San Francisco—Oakland, Calif., Mar. 1975 1____________________ —_____—______________ 1850-35, $1.00 San Jose, Calif., Mar. 1975 1 ___________________________________________________________ 1850-36, 85 cents Savannah, Ga., May 1974 2 __________________________________________ ___________________ Suppl. Free Seattle—Everett, Wash., Jan. 1975 _____________________________________________________ Suppl. Free South Bend, Ind., Mar. 1975 __________________________ _________________________________ Suppl. Free Spokane, W ash., June 1974 2 ______ ____________________________________________________Suppl. Free Syracuse, N .Y ., July 1975—__ __ ___ ______________________________________ —------------------ 1850-43, 65 cents Toledo, Ohio—M ich., May 1975 1________________________________________________________ 1850-34, 80 cents Trenton, N.J., Sept. 1974 ______________________________________________________________ Suppl. Free Utica-Rom e, N .Y ., July 1975 1 _________________________________ ________________________ 1850-48, 80 cents Washington, D.C.—Md.—V a., Mar. 1975 1____ ___________________________ _______________ 1850-31, $1.00 Waterbury, Conn., M ar. 1974 2 ________________________________________________________ Suppl. Free Westchester County, N .Y .1 3 _______________________________________ ___________________ Wichita, Kans., Apr. 1975____ ______ _________________________ _________________________ Suppl. Free Worcester. M ass., May 1975 1 ___ ______________________________________________________ 1850-24, 80 cents York, P a., Feb. 19751 __________________________________________________________________ 1850-32, 80 cents Youngstown—Warren, Ohio, Nov. 1973 2 _________________________________________ _____ Suppl. Free THIRD CLASS MAIL U.S. DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS WASHINGTON, D C. 20212 POSTAGE AND FEES PAID U.S. DEPARTMENT OF LABOR OFFICIAL BUSINESS PENALTY FOR PRIVATE USE $300 LAB • 441 B U R E A U O F L A B O R S T A T I S T I C S R E G IO N A L O F F IC E S R e gion I R e g io n II 1603 J F K F e d e ra l B u ild in g G o v e rn m e n t C e n te r B o sto n , Mass. 0 2 2 0 3 P h o n e :2 23-6 76 1 (A re a C o de 6 1 7) S u ite 3 40 0 15 1 5 B ro a d w a y N e w Y o rk , N .Y . 100 3 6 P h o n e : 9 7 1 -5 4 0 5 (A re a C o de 2 1 2 ) C o n n e c tic u t M aine M assachusetts N e w H a m p sh ire R h o d e Isla n d V e rm o n t N e w Jersey N ew Y o rk P u e rto R ic o V ir g in Islands R e gion V 9 th F lo o r, 2 30 S. D e a rb o rn St. C hicago, III. 606 04 P h o n e :3 5 3 -1 880 (A re a C o d e 3 1 2 ) Illin o is In d ia n a M ic h ig a n M in n e s o ta O h io W iscon sin R e g io n V I R e gion I II R e g io n IV P.O. B o x 13 309 P h ila d e lp h ia , Pa. 19101 P h o n e : 5 9 6 1 154 (A re a C o de 2 1 5 ) D e la w a re D is tr ic t o f C o lu m b ia M a ry la n d P e n n s y lv a n ia V irg in ia W est V irg in ia R egions V I I a n o V I I I S e c o n d F lo o r 5 5 5 G r i f f in S quare B u ild in g D allas, T e x . 7 52 02 P h o n e : 7 49-351 6 (A re a C o d e 2 1 4 ) F e d e ra l O ff ic e B u ild in g 911 W a ln u t S t., 15 th F lo o r Kansas C ity , M o. 6 4 1 0 6 P h o n e :3 7 4 - 2 4 8 1 (A re a C o de 8 1 6 ) L o u is ia n a Jew M e x ic o O k la h o m a T exas V II Io w a Kansas M is s o u ri N e bra ska V III C o lo ra d o M o n ta n a N o rth D a k o ta S o u th D a k o ta U ta h W y o m in g S u ite 54 0 1371 Peachtree St. N .E. A tla n ta , Ga. 30 309 P h o n e :5 26-541 8 (A re a C ode 404 ) A labam a F lo rid a G eorgia K e n tu c k y M ississippi N o rth C a ro lin a S o u th C a ro lin a T ennessee R egions IX a n d X 45 0 G o ld e n G ate Ave. B o x 360 17 San F rancisco, C a lif. 9 4 1 0 2 P h o n e :5 5 6 -4 6 7 8 (A re a C o de 4 1 5 ) IX A riz o n a C a lifo rn ia H a w a ii Nevada X A laska Id a h o O regon W a s h in g to n
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