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jLa.ii
's>ooo-s'7
Area
Wage
Survey
Omaha, Nebraska-lowa,
Metropolitan Area
October 1980
U.S. Department of Labor
Bureau of Labor Statistics
Bulletin 3000-57
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Federal Reserve Bank of St. Louis
Nebraska
Pottawattamie
Douglas
SOUTHWEST MISSOURI STATE
UNIVERSITY LIBRARY
U.S. DETO3ITORY COPY
FEB 2
1981
Preface
This bulletin provides results of an October 1980 survey of occupational
earnings and supplementary wage benefits in the Omaha, Nebraska-Iowa,
Standard Metropolitan Statistical Area. The survey was made as part of the
Bureau of Labor Statistics’ annual area wage survey program. It was
conducted by the Bureau’s regional office in Kansas City, Mo., under the
general direction of Edward Chaiken, Assistant Regional Commissioner 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.
Unless specifically identified as copyright, material in this publication is in
the public domain and may, with appropriate credit, be reproduced without
permission.
Note:
Current reports on occupational earnings and supplementary benefits in the
Omaha area are available for the moving and storage and laundry and dry
cleaning industries (October 1980). Also available are listings of union wage
rates for building trades, printing trades, local-transit operating employees,
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.)
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Federal Reserve Bank of St. Louis
Area
Wage
Survey
Omaha, Nebraska-lowa,
Metropolitan Area
October 1980
U.S. Department of Labor
Ray Marshall, Secretary
Contents
Bureau of Labor Statistics
Janet L. Norwood,
Commissioner
Introduction....................................................................................
January 1981
Bulletin 3000-57
For sale by the Superintendent of Documents,
U.S. Government Printing Office, Washington,
D.C, 20402, GPO Bookstores, or BLS Regional
Offices listed on back cover. Price $2.25. Make
checks payable to Superintendent of Documents,
G.P.O.
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Federal Reserve Bank of St. Louis
Page
2
Tables:
Earnings, all establishments:
A- 1. Weekly earnings of office workers...................
A- 2. Weekly earnings of professional and
technical workers................................................
A- 3. Average weekly earnings of office,
professional, and technical workers,
by sex.......................... ;........................................
A- 4. Hourly earnings of maintenance,
toolroom, and powerplant workers.................
A- 5. Hourly earnings of material move
ment and custodial workers..............................
A- 6. Average hourly earnings of
maintenance, toolroom, powerplant,
material movement, and custodial
workers, by sex....................................................
A- 7. Indexes of earnings and percent in
creases for selected occupational
groups ...................................................................
A- 8. Average pay relationships within establish
ments for office clerical occupations.............
A- 9. Average pay relationships within establish
ments for professional and technical
occupations..........................................................
A-10. Average pay relationships within establish
ments for maintenance, toolroom, and
powerplant occupations ...................................
Page
Tables—Continued
A-11.
Average pay relationships within establish
ments for material movement and
custodial occupations...................................... 12
3
5
6
7
8
9
10
Establishment practices and supplementary wage
provisions:
B- 1. Minimum entrance salaries for inexperienced
typists and clerks...............................................
B- 2. Late-shift pay provisions for full-time
manufacturing production and related
workers..................................................................
B- 3. Scheduled weekly hours and days of full
time first-shift workers......................................
B- 4. Annual paid holidays for full-time workers ...
B- 5. Paid vacation provisions for full-time
workers..................................................................
B- 6. Health, insurance, and pension plans for
full-time workers.................................................
B- 7. Health plan participation for full-time
workers..................................................................
13
14
15
16
17
20
21
10
11
11
Appendixes:
A. Scope and method of survey........................................ 23
B. Occupational descriptions............................................. 28
Introduction
This area is 1 of 71 in which the U.S. Department of Labor’s Bureau of
Labor Statistics conducts surveys of occupational earnings and related
benefits. (See list of areas on inside back cover.) In each area, earnings data for
selected occupations (A-series tables) are collected annually. Information on
establishment practices and supplementary wage benefits (B-series tables) 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 metropoli
tan area surveyed; the second presents national and regional estimates,
projected from individual metropolitan area data, for all Standard Metropoli
tan 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. Depart
ment of Labor to make wage determinations under the Service Contract Act of
1965.
A-series tables
Tables A-l through A-6 provide estimates of straight-time weekly or hourly
earnings for workers in occupations common to a variety of manufacturing and
nonmanufacturing industries. The occupations are defined in appendix B. For
the 31 largest survey areas, tables A-12 through A-17 provide similar data for
establishments employing 500 workers or more.
Table A-7 provides indexes and percent changes in average hourly earnings
for office clerical workers, electronic data processing workers, industrial
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Federal Reserve Bank of St. Louis
nurses, skilled maintenance trades workers, and unskilled plant workers.
Where possible, data are presented for all industries and for manufacturing and
nonmanufacturing separately. Data are not presented for skilled maintenance
workers in nonmanufacturing because the number of workers employed in this
occupational group in nonmanufacturing is too small to warrant separate
presentation. This table provides a measure of wage trends after elimination of
changes in average earnings caused by employment shifts among establish
ments as well as turnover of establishments included in survey samples. For
further details, see appendix A.
Tables A-8 through A-ll provide measures of average pay relationships
within establishments. These measures may differ considerably from the pay
relationships of overall area averages published in tables A-l through A-6. See
appendix A for details.
B-series tables
The B-series tables present information on minimum entrance salaries for
inexperienced typists and clerks; late-shift pay provisions and practices for
production and related workers in manufacturing; and data separately for
production and related workers and office workers on scheduled weekly hours
and days of first-shift workers; paid holidays; paid vacations; health, insurance,
and pension plan provisions; and health plan participation.
Appendixes
Appendix A describes the methods and concepts used in the area wage
survey program. It provides information on the scope of the area survey, the
area’s industrial composition in manufacturing, and labor-management agree
ment coverage.
Appendix B provides job descriptions used by Bureau field representatives
to classify workers by occupation.
Table A-1. Weekly earnings of office workers in Omaha, Nebr.-lowa, October 1980
Occupation and industry
division
Number
of
workers
Average
weekly
hours'
(stand
ard)
Number of workers receiving straight-time weekly earnings (in dollars) of —
(in doll ars)1
Mean"
Median2
Middle range3
130
Under and
130 under
140
140
150
160
170
180
190
200
220
240
260
280
300
320
340
360
380
400
420
150
160
170
180
190
200
220
240
260
280
300
320
340
360
380
400
420
440
Secretaries.......................................
Manufacturing.............................
Nonmanufacturing......................
Public utilities..........................
880
251
629
90
39.0
39.5
39.0
40.0
239.50
239.50
239.50
303.00
228.00 199.50- 260.00
226.50 203.00- 258.00
228.50 197.50- 262.50
304.00 255.00- 342.00
Secretaries, class A.....................
Nonmanufacturing......................
83
66
39.5
39.5
309.50
313.00
273.00 236.00- 391.50
272.50 233.00- 395.50
_
-
_
-
_
-
.
-
-
Secretaries, class B.....................
Nonmanufacturing......................
220
137
38.5
38.5
249.50
252.50
239.50 220.50- 263.50
236.00 218.50- 266.00
_
-
_
-
.
-
.
-
Secretaries, class C.....................
Manufacturing............................
Nonmanufacturing......................
291
70
221
39.0
40.0
39.0
229.50
224.00
231.50
218.00
221.00
213.50
_
_
-
Secretaries, class D.....................
Manufacturing.............................
Nonmanufacturing......................
257
81
176
39.5
39.5
39.5
222.50
235.00
216.50
222.00 190.00- 245.00
218.50 199.00- 251.50
223.00 180.00- 239.00
_
-
_
-
Stenographers.................................
Nonmanufacturing......................
143
105
39.5
39.5
307.00
314.00
308.50 225.50- 374.00
359.00 224.50- 382.50
_
-
_
-
Stenographers, senior.................
102
40.0
339.00
374.00 294.50- 389.50
-
-
-
Stenographers, general...............
Nonmanufacturing......................
41
33
38.5
39.0
226.50
230.50
211.00
207.50
184.00- 228.00
184.00- 258.00
_
-
_
-
Transcribing-machine typists..........
Nonmanufacturing......................
149
145
38.0
38.0
191.00
190.50
187.00
185.00
173.00- 204.00
173.00- 204.00
_
-
Typists..............................................
Nonmanufacturing......................
409
387
39.0
39.0
183.50
181.50
169.00
167.50
147.50- 196.50
147.50- 195.50
Typists, class A............................
Nonmanufacturing......................
212
201
39.0
39.0
200.50
198.50
190.00
187.50
Typists, class B.............................
Nonmanufacturing......................
193
182
39.0
39.0
164.00
162.00
File clerks.........................................
Nonmanufacturing......................
337
328
39.0
39.0
File clerks, class A.......................
Nonmanufacturing......................
53
51
File clerks, class B.......................
Nonmanufacturing......................
185.50- 257.50
184.00- 241.00
187.50- 263.50
_
-
_
_
-
_
-
_
_
-
1
1
-
8
1
7
"
28
_
28
-
55
17
38
-
70
21
49
-
60
16
44
9
143
43
100
-
181
52
129
13
112
43
69
9
72
18
54
12
9
8
10
10
440
and
over
28
8
20
1
22
7
15
4
30
13
17
13
22
12
14
6
17
14
11
13
1
5
5
5
4
12
6
1
-
5
3
3
1
4
7
4
8
4
2
5
6
-
-
-
1
-
-
-
-
14
11
.
-
-
5
2
5
3
45
30
56
38
50
19
19
14
17
13
3
3
2
_
_
-
8
_
8
30
14
16
50
8
42
27
5
22
37
7
30
45
18
27
25
7
18
20
6
14
8
10
13
7
9
13
_
_
-
8
1
7
17
_
17
23
3
20
12
10
2
26
9
17
38
18
20
65
15
50
26
5
21
21
1
20
3
3
4
_
-
_
-
1
1
.
-
10
10
4
2
16
13
9
6
6
6
1
1
17
1
17
6
-
7
24
13
2
5
-
16
13
_
7
23
14
2
-
-
-
-
15
-
-
13
17
' _
-
-
-
6
-
1
1
-
10
10
4
2
10
7
7
4
1
1
1
1
1
1
4
-
-
1
1
-
_
_
.
-
15
15
11
11
30
30
22
22
21
18
30
30
15
14
3
3
1
1
1
1
-
-
-
-
-
-
-
-
36
36
66
66
32
31
70
67
26
24
49
48
30
29
41
40
19
19
16
5
3
1
5
5
-
-
8
2
5
-
-
-
_
-
6
6
7
7
17
17
31
31
12
12
32
31
22
21
38
37
18
18
11
5
3
1
5
5
-
-
8
2
-
-
-
-
140.50- 172.00
140.50- 165.50
1
1
30
30
59
59
15
14
39
36
14
12
17
17
8
8
-
-
-
-
-
-
-
-
5
-
-
-
145.00
145.00
132.50- 156.50
132.50- 154.00
* 64
64
82
82
67
66
46
45
16
15
9
9
10
9
1
-
11
8
1
1
1
-
1
1
-
2
2
13
6
1
6
-
291.00
294.50
344.00
372.00
184.00- 377.50
184.50- 379.50
_
-
_
.
-
-
1
1
7
6
-
4
4
1
-
10
10
1
1
-
-
1
1
-
2
13
6
1
6
-
39.0
39.0
147.00
146.00
145.00
145.00
134.00- 154.00
133.00- 154.00
43
43
15
15
48
47
45
44
16
15
8
8
3
3
-
-
-
-
-
-
99
99
39.0
39.0
135.50
135.50
134.50
134.50
131.00- 139.00
131.00- 139.00
21
21
67
67
9
9
1
1
-
-
-
-
-
-
-
Messengers.....................................
Nonmanufacturing......................
Public utilities..........................
237
231
35
39.0
39.0
40.0
156.50
156.50
245.00
139.00
139.00
207.50
131.00- 150.00
131.00- 149.00
147.00- 373.00
9
9
-
122
122
9
47
47
-
13
12
' -
20
17
6
2
1
-
Switchboard operators....................
Nonmanufacturing......................
93
83
40.0
40.0
192.50
193.50
162.00
156.00
140.00- 195.50
140.00- 195.50
.
20
18
15
15
10
10
7
7
5
4
-
-
_
-
_
-
1
1
167.50- 215.50
167.50- 215.00
154.00
154.00
166.50
165.50
39.5
39.5
185
178
File clerks, class C.......................
Nonmanufacturing......................
-
See footnotes at end of tables.
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Federal Reserve Bank of St. Louis
3
1
.
5
-
6
3
-
-
-
-
-
-
-
1
1
-
-
-
-
-
-
-
-
1
1
-
4
3
2
2
2
1
2
2
2
1
1
1
10
-
-
-
-
4
4
4
10
-
-
-
-
4
3
11
7
3
2
2
2
2
1
1
1
-
-
-
-
13
-
-
-
-
Table A-1. Weekly earnings of office workers in Omaha, Nebr.-lowa, October 19B0 —Continued
Weekly earnings
(in dollars)1
Average
Occupation and industry
division
Number
of
workers
hours’
(stand
ard)
Number of workers receiving straight-time weekly earnings (in dollars) of
130
Mean2
Median2
140
Middle range2
140
150
-
-
150
160
170
180
160
170
180
190
190
200
200
240
260
220
-
-
220
240
260
280
280
300
300
320
320
340
340
360
360
380
380
400
400
420
420
440
440
and
over
Switchboard operatorManufacturing.............................
Nonmanufacturing......................
Public utilities..........................
Order clerks.....................................
Manufacturing.............................
216
51
165
25
39.0
40.0
39.0
40.0
189.00
204.50
184.00
255.50
172.00 156.00- 207.00
207.00 166.00- 221.50
170.00 150.00- 196.50
174.00 150.00- 340.00
251
82
40.0
40.0
178.50
211.50
140.00
201.50
64
47
40.0
40.0
35
40.0
33
10
23
-
37
6
31
6
14
2
12
-
8
1
7
-
38
15
23
-
12
8
4
-
2
2
1
1
-
-
-
26
-
24
4
20
9
5
-
-
-
-
-
-
-
54
-
18
-
6
6
2
1
3
3
_
37
12
25
19
3
3
14
14
9
9
_
_
_
_
_
_
_
-
-
-
-
-
9
9
14
14
1
1
8
8
9
9
2
2
-
5
-
-
-
-
-
-
-
-
5
*•5
3
-
3
-
_
_
_
_
-
-
-
-
3
"
3
_
_
_
_
-
~
"
”
~
9
26
-
-
-
-
-
9
-
130.00- 201.50
194.00- 249.50
#57
9
258.00
234.50
262.00 201.50- 297.50
237.50 201.50- 267.50
180.50
170.00
139.50- 217.00
9
-
-
6
1
3
-
3
5
2
6
-
-
-
-
-
-
-
-
-
-
170.50185.00169.00230.00-
262.00
249.00
267.00
305.00
6
39
62
-
-
-
39
-
62
-
121
20
101
14
103
17
86
6
114
12
102
25
79
16
63
9
146
22
124
14
139
65
74
13
64
13
51
5
44
18
26
10
161
11
150
139
27
3
24
15
13
7
6
4
11
4
7
-
22
3
19
19
11
6
-
86
18
68
-
15
1
14
14
11
1
10
10
15
9
6
6
_
2
_
_
19
5
-
-
-
-
-
-
19
5
11
5
6
52
13
39
61
38
23
17
6
11
12
3
9
77
5
72
12
7
5
11
4
7
4
3
1
2
-
15
3
12
10
-
2
11
1
10
11
1
10
9
3
6
19
23
6
17
37
6
31
36
15
31
1
30
27
10
17
28
5
23
21
15
6
74
5
69
3
3
-
_
_
3
-
-
-
-
15
24
5
19
_
-
36
-
-
6
6
-
38
12
26
12
40
17
23
5
64
9
55
24
39
5
34
9
48
8
40
13
43
15
28
9
19
2
17
-
10
14
1
_
-
-
-
10
-
8
1
7
2
14
14
1
1
-
-
24
22
19
19
18
18
5
4
13
13
4
2
_
1
1
1
1
_
_
_
-
-
8
19
4
15
13
3
3
-
-
-
-
-
1
1
1
1
4
19
-
-
1
1
2
1
1
1
4
4
19
19
_
-
4
“
19
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
"
-
-
-
-
5
5
-
11
6
4
-
2
-
11
6
4
2
”
Order clerks, class B:
Public utilities..........................
Accounting clerks, class A..........
Accounting clerks, class B..........
Accounting clerks, class C...........
Nonmanufacturing......................
Public utilities..........................
Accounting clerks, class D...........
Public utilities..........................
Manufacturing.............................
Public utilities..........................
Key entry operators, class A........
1,289
240
1,049
314
39.5
40.0
39.5
40.0
222.00
232.50
220.00
288.00
201.00
226.50
199.50
288.00
341
92
249
39.5
40.0
39.5
267.50
258.50
270.50
244.50 211.00- 299.00
232.50 222.50- 280.50
277.00 211.00- 299.00
350
62
288
39.5
40.0
39.5
224.50
253.00
218.00
211.00
246.00
200.50
171.50- 280.00
198.00- 276.50
170.00- 288.00
_
_
-
-
-
-
19
402
72
330
114
40.0
40.0
40.0
40.0
210.00
193.50
213.50
249.50
190.00
184.50
195.00
200.00
172.50173.50171.00181.00-
227.00
218.50
230.50
315.00
_
_
14
-
-
-
179
165
39.5
39.5
162.00
161.50
154.00
154.00
140.00- 174.00
138.00- 174.00
175
59
116
49
40.0
40.0
40.0
40.0
250.00
251.00
250.00
318.00
224.00 193.00226.00 194.00216.00 190.00299.00 224.00-
299.00
270.50
299.00
399.00
709
104
605
55
39.5
40.0
39.5
40.0
186.50
195.00
185.00
320.50
174.00 153.50190.50 169.50172.00 153.50370.50 200.00-
200.00
220.00
196.00
377.00
301
33
39.0
39.5
209.00
216.50
188.00 167.50- 218.50
220.00 211.00- 229.50
40.0
170.00
168.00 147.00- 186.00
405
184.50 160.00- 200.00
68
40.0
187.00
39.5
166.50
162.50 144.50- 184.00
337
Nonmanufacturing......................
» Workers were distributed as follows: 24 at $110.00 to $120.00; and 40 at $120.00 to $130.00.
* * Workers were distributed as follows: 1 at $440.00 to $460.00; and 4 at $460.00 to $480.00.
# All workers were at $120.00 to $130.00.
Key entry operators, class B........
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-
2
-
-
-
-
-
14
-
39
3
36
“
6
6
37
37
27
27
24
15
_
_
-
-
-
-
-
-
14
-
14
_
-
14
2
1
1
-
15
1
14
-
4
-
4
-
16
2
14
6
31
14
17
-
13
6
7
1
23
11
12
6
10
8
2
-
-
8
2
10
3
_
-
-
-
-
3
18
6
1
-
_
-
-
-
-
-
18
18
6
6
1
1
-
-
-
-
_
_
_
_
_
-
-
-
-
-
-
1
1
_
_
6
-
-
-
-
-
14
1
13
13
6
6
7
1
- # # 6
1
1
1
1
7
_
-
-
-
-
-
7
7
-
-
-
-
4
4
7
-
-
-
61
4
57
-
102
7
95
-
97
14
83
-
76
7
69
-
90
19
71
“
49
6
43
-
94
18
76
18
37
22
15
“
12
3
9
-
2
2
_
3
-
49
-
40
1
29
4
41
-
23
-
47
9
21
14
12
3
2
2
_
-
-
-
58
4
54
50
4
46
57
13
44
16
26
47
47
49
3
9
8
19
6
30
20
38
8
44
# # All workers were at $440.00 to $460.00.
_
1
-
-
1
1
2
1
1
37
1
36
Also see footnotes at end of tables.
4
-
-
-
1
-
-
3
37
1
36
-
14
2
1
1
-
-
-
-
-
11
11
-
-
-
-
-
4
4
-
Table A-2. Weekly earnings of professional and technical workers in Omaha, Nebr.-lowa, October 1980
Occupation and industry
division
Average
Number weekly
of
hours'
workers (stand
ard)
Weekly e arnings
(in doll ars)1
Mean*
Median*
Middle range*
Number of workers receiving straight-time weekly earnings (in dollars) of
160
Under and
160 under
170
-
170
180
190
200
210
220
240
260
280
300
320
340
360
380
400
420
440
480
180
190
200
210
220
240
260
280
300
320
340
360
380
400
420
440
480
520
520
and
over
Computer systems analysts
(business):
Computer systems analysts
Computer systems analysts
(business), class B...................
Computer programmers (business)..
35
26
39 5
39.0
497.50
516.00
507.00 452.00- 564.50
547.00 469.00- 564.50
99
39.0
459.50
478.50
535
49
486
39.0
39.5
39.0
373.50
378.00
373.00
384.50 313.50- 432.00
414.00 306.50- 425.50
384.50 313.50- 432.00
99
87
39 0
39.0
405.00
403.00 341.50- 466.50
403.00 338.00- 466.50
249
27
222
39.5
39 0
39.5
381 50
400.50
379.00
419.00
422.00
407.50
35
297
39 5
39.5
252 50
264.50
232.00 212.00- 288.50
235.00 223.00- 261.00
232.00 212.00- 297.00
61
46
39.5
39.5
317.50
332.50
323.00 241.00- 373.50
373.50 241.00- 373.50
-
-
206
188
39.5
39.5
251.00
252.00
226.00 212.00- 275.50
224.00 212.00- 286.00
1
7
65
63
39.5
39.5
253.00
253.50
240.00
241.50
4
91
200
40.0
40.0
309.50
270.00
327.50
324.00 258.00- 356.00
258.00 230.50- 304.00
339.50 296.00- 356.00
70
53
40 0
40.0
350.00
367.00
346.00 312.50- 384.00
371.00 334.00- 388.50
131
43
40 0
40.0
317.00
289.00
79
28
~
~
1
-
“
“
“
“
-
1
-
4
3
-
2
2
5
3
"
-
3
3
3
“
-
7
7
9
21
12
53
10
51
24
4
20
21
2
19
33
3
30
16
2
14
40
1
39
52
3
49
41
2
39
71
8
63
74
11
63
82
9
73
2
2
13
13
“
2
2
2
15
15
3
3
9
9
8
5
5
3
14
12
4
4
28
23
-
9
#9
27
12
12
27
11
12-
11
3
8
8
1
7
7
1
6
10
10
15
15
23
6
17
70
11
59
51
4
47
-
1
1
9
30
1
29
7
“
7
5
4
1
3
3
18
18
3
2
1
11
11
19
19
8
8
1
1
-
2
-
1
1
.-
8
8
1
1
-
_-
.
-
-
424.50- 498.50
-
-
-
1
-
-
-
1
5
2
* 17
16
30 * * 16
Computer programmers
Computer programmers
(business), class B...................
Computer operators, class A.......
Computer operators, class B.......
Computer operators, class C.......
Registered industrial nurses...........
-
314.00- 432.00
402.50- 427.50
302.50- 432.00
1
15
14
14
12
46
~ 12
10
45
63
15
48
43
T4
-
-
2
2
-
10
12
10
1
2
2
”
4
“
1
1
15
15
-
11
11
7
44
43
47
37
20
16
7
5
23
22
4
4
1
1
2
2
2
2
_-
_-
19
19
6
6
3
1
3
2
6
11
1
5
5
3
3
-
_
-
1
1
1
1
10
10
_
-
.
-
.
-
-
28
32
12
9
23
10
13
15
4
11
25
10
15
45
5
40
72
7
65
13
5
8
10
1
9
3
3
7
7
2
2
-
-
”
-
”
8
-
4
1
5
5
11
9
10
9
10
8
9
9
3
3
7
7
2
2
-
-
345.50 276.50- 356.00
303.00 249.50- 320.00
8
8
11
10
15
2
9
1
19
9
3
3
62
6
3
3
1
1
-
-
-
-
250.00 226.50- 339.50
229.00 218.50- 246.00
-
40 0
275.50
234.00
17
8
20
“
1
1
1
31
-
-
-
-
-
. ~
-
“
324
40.0
366.00
432.50 290.00- 432.50
31
5
50
16
9
6
6
20
3
160
-
3
-
27
39.5
321.00
312.00 266.50- 354.50
_
4
.
176.50- 282.50
176.00- 290.50
8
6
12
-
-
-
-
-
* * All workers were at $520.00 to $560.00.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
1
5
37
2
5
1
3
5
3
1
2
1
_
# Workers were distributed as follows: 3 at $520.00 to $560.00; and 6 at $560.00 to $600.00.
Also see footnotes at end of tables.
Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, in Omaha, Nebr.-lowa, October 1980
Sex,3 occupation, and industry division
Number
of
workers
Weekly
hours1
(stand
ard)
Weekly
earnings
(in dollars)1
Sex,3 occupation, and industry division
Office occupations men
of
workers
Weekly
hours1
(stand
ard)
Weekly
earnings
(in dollars)1
177
170
39.0
39.0
146.50
145.00
40.0
182.50
99
99
39.0
39.0
135.50
135.50
30
40.0
303.00
199
197
39.0
39.0
141.00
140.50
48
27
40.0
40.0
276.50
239.50
80
70
40.0
40.0
163.50
160.50
216
51
165
25
39.0
40.0
39.0
40.0
189.00
204.50
184.00
255.50
Order clerks...............................................................
201
66
40.0
40.0
177.50
202.50
Order clerks, class A.............................................
44
40.0
256.50
Manufacturing.......................................................
157
35
40.0
40.0
155.50
180.50
1,150
210
940
246
39.5
40.0
39.5
40.0
215.00
222.00
213.00
278.50
71
220
40.0
39.0
239.00
273.50
Accounting clerks, class B....................................
322
55
267
39.5
40.0
39.5
218.50
252.00
211.50
Accounting clerks, class C....................................
346
70
276
40.0
40.0
39.5
197.50
192.50
199.00
Computer systems analysts
178
164
39.5
39.5
162.00
161.50
Computer operators:
150
53
97
40.0
40.0
40.0
228.00
236.00
223.50
Switchboard operator859
251
608
74
39.0
39.5
39.0
40.0
236.00
239.50
235.00
277.00
220
137
38.5
38.5
249.50
252.50
289
70
219
39.0
229.00
39.0
230.50
257
81
176
39.5
39.5
39.5
235.00
216.50
Manufacturing.......................................................
Stenographers:
31
Transcribing-machine typists....................................
Nonmanufacturing................................................
Nonmanufacturing..............................................
38 5
39.0
219.00
220.50
149
145
38.0
38.0
191.00
190.50
396
374
39.0
39.0
179.00
176.50
199
188
39.0
39.0
193.00
190.50
193
182
39.0
39.0
164.00
162.00
291
39.0
39.0
145.50
144.00
Nonmanufacturing................................................
Nonmanufacturing................................................
Nonmanufacturing...............................................
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Sex,3 occupation, and industry division
50
Office occupations women
Manufacturing......................................................
Av«srage
(m aan*)
Average
(mean*)
Average
(mean*)
6
of
workers
Weekly
Weekly
hours'
earnings
(stand
(in dollars)1
ard)
666
100
566
39.5
40.0
39.5
178.50
195.50
175.50
33
39.5
216.50
396
64
332
40.0
40.0
39.5
170.00
187.00
167.00
28
39.5
502.00
83
39.0
464.50
41
39.5
393.00
86
40.0
269.50
42
40.0
290.50
Key entry operators, class A:
Professional and technical
occupations - men
Computer systems analysts
(business):
Computer systems analysts
Computer systems analysts
Computer programmers (business):
Drafters.
Drafters, class B:
Manufacturing......................................................
Drafters, class C:
27
40.0
236.00
292
40.0
362.50
38
39.0
436.50
96
40.0
223.50
27
39.5
321.00
Professional and technical
occupations - women
Registered industrial nurses.....................................
Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Omaha, Nebr.-lowa, October 1980
Hourly earnings
(in dollars)4
Occupation and industry
division
Number
of
workers
Maintenance carpenters..................
Nonmanufacturing......................
Maintenance electricians.................
Manufacturing............................
Maintenance machinists..................
Manufacturing............................
Maintenance mechanics
(machinery)..................................
Manufacturing............................
Maintenance mechanics
(motor vehicles)............................
Manufacturing............................
Nonmanufacturing......................
Public utilities..........................
68
47
129
115
92
89
475
470
401
103
298
284
Mean2
7.41
6.46
9.18
9.18
10.19
10.12
8.93
8.92
9.43
7.44
10.12
10.15
Median2
Middle
range2
8.07 4.25- 9.43
4.87 4.25- 9.20
8.72 7.68-11.64
8.72 7.68-11.64
5.20
Under and
5.20 under
5.40
* 26
26
2
2
5.40
5.60
5.80
6.00
5.60
5.80
6.00
6.20
-
-
-
2
1
-
-
-
6.40
6.60
-
2
-
-
-
-
-
-
3
3
_
7
7
_
-
7
7
1
-
7.63-11.72
12
6.24- 8.04 • • 12
8.87-11.78
_
8.87-11.78
-
2
2
2
3
3
_
2
2
4
2
2
2
13
12
1
1
2
2
5
1
4
8.06 7.54-11.63
8.06 7.54-11.63
-
-
Stationary engineers........................
262
7.32
7.59 5.75- 8.07
22
Manufacturing.............................
127
7.88
7.81 7.59- 7.94
_
_
Nonmanufacturing......................
135
6.78
5.75 5.75- 8.88 # 22
* Workers were distributed as follows: 20 under $4.60; 5 at $4.80 to $5.00; and 1 at $5.00 to $5.20.
* • Workers were distributed as follows: 9 at $4.80 to $5.00; and 3 at $5.00 to $5.20.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
2
2
6.20
6.40
1
-
11.63 8.15-11.63
11.63 8.15-11.63
8.92
7.37
10.55
10.55
Number of workers receiving straight-time hourly earnings (in dollars) of —
_
-
_
-
52
1
52
1
_
-
7
6.60
7.00
-
7.00
7.40
7.40
7.80
7.80
8.20
8.20
8.60
8.60
9.00
9.00
9.40
9.80
-
9.40
9.80
10.20
10.60
11.00
11.40
11.80
-
_
_
_
_
_
10.20
10.60
11.00
11.40
11.80
12.20
-
-
_
-
-
6
-
_
“
-
2
-
12
12
4
4
4
-
10
10
24
24
10
10
7
7
12
12
11
11
_
_
"
_
8
8
4
4
_
“
4
-
4
-
1
1
-
11
5
2
2
-
18
18
14
14
3
2
2
2
2
.
-
44
44
4
4
3
-
-
7
7
12
12
79
79
43
43
3
-
66
4
62
62
24
4
20
20
34
~
2
-
1
1
'
2
2
2
2
20
20
23
23
21
21
115
114
99
99
25
25
10
10
8
8
12
12
5
3
2
2
26
17
9
6
68
22
46
46
14
3
11
10
.
48
12
36
36
1
1
-
_
-
-
-
-
-
-
4
3
1
1
-
-
9
5
15
24
84
_
6
17
4
9
1
22
84
_
_
4
15
2
6
17
4
# Workers were distributed as follows: 10 under $4.60; and 12 at $5.00 to $5.20.
Also see footnotes at end of tables.
.
12.60
-
~
_
12.20
73
3
70
60
_
-
2
_
_
2
2
_
11
3
8
4
4
-
1
1
34
34
1
1
-
-
Table A-5. Hourly earnings of material movement and custodial workers In Omaha, Nebr.-lowa, October 1980
Hourly earnings
(in dollars)4
Occupation and industry
division
Number
of
workers
Mean2
Median2
Middle
range2
Number of workers receiving straight-time hourly earnings (in dollars) of
3.10
and
under
3.20
3.20
3.40
3.60
3.80
4.00
4.20
4.40
4.60
5.00
5.40
5.80
6.20
6.60
7.00
7.40
7.80
8.20
8.60
9.00
9.40
3.40
3.60
3.80
4.00
4.20
4.40
4.60
5.00
5.40
5.80
6.20
6.60
7.00
7.40
7.80
8.20
8.60
9.00
9.40
9.80
33
2
31
-
3
3
22
12
10
"
19
12
7
157
15
142
124
106
18
49
19
30
51
48
3
82
53
29
18
18
-
168
168
“
39
33
6
13
“
“
3
2
1
-
1
1
12
12
-
34
6
28
62
44
18
27
27
-
-
-
6
-
-
6
-
5
4
1
1
“
34
18
16
2
2
~
-
13
-
-
169
“
2
2
~
_
“
2
2
-
“
7
7
60
60
12
9
3
1
43
30
-
2
2
2
2
-
-
119
466
5
5
_
”
6
6
4
“
2
2
"
7
6
4
4
4
1
2
1
“
3
3
38
38
6
6
3
3
-
■
5
5
-
1
"
4
6
6
1
1
18
18
3
3
18
18
3
3
10
3
7
14
1
13
7
5
2
5
3
2
3
3
3
3
14
10
1
1
2
2
-
1
“
12
~
-
-
-
1
1
-
5
11
-
26
-
-
-
-
11
11
19
11
8
85
39
46
49
43
6
49
49
-
7
7
“
3
3
2
143
4
"
2
6
6
51
51
26
26
7
7
6
6
3
3
4
4
3
3
”
3
3
71
1
29
2
4
“
"
13
13
4
4
"
27
27
8
8
3
3
14
8
6
-
10
10
207
17
190
6
"
1
1
2
2
31
31
11
11
8
3
10
18
3
20
9
1
1
-
-
18
18
4
4
5
5
2
2
-
14
-
11
8
3
30
-
-
40
40
12
12
5
5
13
2
11
23
10
13
10
5
5
26
19
7
-
77
63
14
41
38
3
112
73
39
83
83
20
20
20
5
30
30
30
30
47
39
6
12
12
“
"
"
9
9
4
-
1
5
6
6
67
67
17
17
18
28
2
-
6
6
“
“
5
83
57
26
-
-
11
3
8
-
-
38
35
3
72
72
79
59
20
21
3
18
13
6
7
9
1
8
2
1
1
2
3
2
2
2
4
4
5
5
18
12
1
1
-
6
2
1
2
1
1
“
—
~
22
48
31
15
3
13
19
12
45
22
52
33
31
14
1
12
13
17
8
33
7
16
22
48
1
2
1
2
4
17
12
9
45
■
2
44
1
3
1
3
1
7
1
.
ft Workers were distributed as follows: 54 at $10.20 to $10.60; and 78 at $11.00 to $11.40
-
-
-
27
7
20
14
14
_
16
28
28
_
”
15
15
-
28
28
-
6.35-11.97
6.35- 7.25
6.70-11.98
11.97-11.98
-
3
3
-
-
-
5
5
9.98
6.74
10.61
10.55 9.98-10.55
6.35 6.35- 7.62
10.55 10.55-10.55
_
-
“
101
73
28
6.65 4.43- 6.65
6.65 6.65- 6.99
4.00 3.90- 4.50
-
_
“
7
6
1
_
-
6.07
6.75
4.30
_
5
5
Manufacturing.............................
Nonmanufacturing......................
153
31
122
5.51
7.29
5.06
4.83 4.00- 6.67
7.65 6.41- 8.01
4.40 3.60- 6.10
-
-
Shippers and receivers....................
50
6.45
7.00 5.68- 7.26
10
10
24
24
7
6
1
13
13
15
15
.
”
3.50 3.50- 4.65
3.50 3.25- 3.50
Nonmanufacturing......................
Public utilities..........................
9.20
7.45
9.81
11.40
9.98
7.62
10.55
11.97
Truckdrivers, light truck................
Nonmanufacturing......................
69
51
4.73
4.08
Truckdrivers, medium truck..........
Nonmanufacturing......................
Public utilities..........................
377
93
284
182
8.94
6.47
9.76
11.74
7.75
6.35
11.97
11.97
Manufacturing.............................
Nonmanufacturing......................
721
117
604
Manufacturing.............................
Nonmanufacturing......................
30
30
15
4
11
“
6
2
1
1
Manufacturing.............................
Nonmanufacturing......................
754
202
552
7.24
6.36
7.56
6.10 5.94- 9.66
6.56 5.53- 6.75
6.10 6.10- 9.66
Nonmanufacturing......................
315
214
6.32
5.67
7.55 4.10- 7.92
4.25 4.00- 8.69
-
Shipping packers..............................
Manufacturing.............................
169
115
6.43
7.09
5.71 4.00- 8.68
7.25 5.30- 9.90
-
_
6
6
Manufacturing.............................
Nonmanufacturing......................
691
513
178
6.63
6.99
5.59
6.69 5.72- 7.69
6.69 5.90- 7.80
4.86 3.75- 6.95
_
-
_
-
-
-
7.65
7.77
7.26
7.06 5.72-10.23
7.22 5.72-10.36
6.95 5.70- 9.29
_
_
Manufacturing.............................
Nonmanufacturing......................
526
402
124
-
-
4
4
-
-
-
-
4
-
1
16
7
9
272
1
271
4
4
6
6
5
5
3
3
10
3
7
4
4
272
271
4
4
6
6
5
5
3
3
9
7
45
40
22
363
253
3.30 3.10- 4.00
604
4.07
1,744
5
9
3
6.56
5.98 5.19- 7.35
208
17
36
253
40
601
363
3.25
3.103.55
3.73
1,536
Nonmanufacturing.....................
4
8.73 8.47- 8.73
8.06
104
Public
rUQIIL utilities..........................
Utilities .....................
■
u.1
* Workers were distributed as follows: 330 at $10.20 to $10.60; 95 at $11.40 to Si 1 80; 445 at $11.80 to $12.20; and 41 at
45
2
43
-
Manufacturing.............................
Nonmanufacturing......................
529
52
477
3.73
6.31
3.44
3.20 3.10- 3.25
6.51 4.34- 8.62
3.20 3.10- 3.20
145
10
135
Guards, class B............................
Nonmanufacturing......................
472
449
3.39
3.33
3.20 3.10- 3.20
3.20 3.10- 3.20
145
135
-
$12.20 to $12.60.
* * All workers were at $11.80 to $12.20.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
1
1
"
4
4
-
7
6
6
6
“
2
2
-
4
2
Also see footnotes at end of tables.
8
“
1
1
11
-
13
150 * 911
6
911
144
911
5
4
1
"
3
“
2
1
1
“
17
17
14
14
6.88-11.97
6.35- 8.50
9.03-11.97
10.55-11.97
1,919
500
1,419
924
10.20
and
10.20 over
9.80
13
~
4C0
3 * * 85
3
~
■
"
~
12
12
-
“
“
-
#
132
”
Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex, in Omaha, Nebr.-lowa, October 1980
Sex,3 occupation, and industry division
Number
of
workers
Average
(mean2)
hourly
earnings
(in dollars)4
Maintenance, toolroom, and
powerplant occupations - men
Maintenance electricians..................................
Manufacturing.............................................
Maintenance mechanics
(machinery).................................................
Manufacturing......................................
123
115
9.13
9.18
92
89
10.19
10.12
475
470
8.93
8.92
401
103
298
284
7.44
10.12
10.15
Stationary engineers..............................................................
Manufacturing..................................................................
Nonmanufacturing...................................................
254
121
133
7.29
7.89
6.74
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Federal Reserve Bank of St. Louis
Truckdrivers, tractor-trailer...........................
Manufacturing.............................
Nonmanufacturing......................................
Shippers..........................................................
Receivers...........................................
Material movement and custodial
occupations - men
Truckdrivers, light truck.........................
Truckdrivers, medium truck..............................
Manufacturing.............................................
Nonmanufacturing.......................................
Number
of
workers
351
91
260
166
Average
(mean2)
hourly
earnings
(in dollars)4
8.97
6.51
9.83
11.95
Sex,3 occupation, and industry division
Guards................................
708
117
591
9.97
6.74
10.60
73
53
6.26
113
31
82
9.29
7.47
9.95
11.44
41
5.57
Average
(mean2)
hourly
earnings
(in dollars)4
Janitors, porters, and cleaners.................
Manufacturing.......................
378
105
6.89
477
51
426
6.30
3.35
426
404
3.25
1,073
162
911
4.12
6.80
3.65
Material movement and custodial
50
733
194
539
7.25
6.38
7.56
162
8.17
Manufacturing........................................
86
81
7.93
7.86
Material handling laborers..............................
Manufacturing.............................................
Nonmanufacturing.........................................
666
504
6.59
7.00
Manufacturing............................................
Order fillers......................................
1,850
496
1,354
895
6.20
7.29
5.80
Number
of
workers
7.65
Nonmanufacturing............................................................
Guards, class B...................
Maintenance mechanics
(motor vehicles)......................................
Manufacturing..................................................................
Nonmanufactunng............................................................
Public utilities...............................................................
Manufacturing..................................................................
Nonmanufacturing.................... .......................................
Public utilities..................................................
Sex,3 occupation, and industry division
9
Shippers................................
Manufacturing...........................
83
34
Nonmanufacturing........................
46
45
3.70
3.62
40
Manufacturing.......................
46
569
3.58
5.73
3.40
Table A-7. Indexes of earnings and percent increases for selected occupational groups, Omaha, Nebr.-lowa, selected periods
Period*
Office
clerical
Electronic
data
processing
Industrial
nurses
Skilled
mainte
nance
117.2
129.7
118.1
135.0
119.4
131.7
119.4
131.9
6.2
o
c)
6.4
Indexes (October 1977=100):
October 1980.....................................................................................................
Percent increases:
September 1972 to September 1973...............................................................
September 1973 to October 1974:
13-month increase........................................................................................
Annual rate of increase................................................................................
October 1974 to October 1975........................................................................
October 1975 to October 1976........................................................................
October 1976 to October 1977........................................................................
October 1978 to October 1979........................................................................
October 1979 to October 1980........................................................................
NOTE: A revised description for computer operators, not equivalent to the
area in 1980. Therefore, the earnings of computer operators are not used in
Nonmanufacturing
Manufacturing
All industries
Office
clerical
Electronic
data
processing
Skilled
mainte
nance
Unskilled
plant
Office
clerical
Electronic
data
processing
120.7
134.0
117.4
130.3
117.2
129.9
118.0
134.8
c)
o
c)
7.0
6.9
6.0
«
o
4.9
o
c)
c)
o
c)
0
o
<■>
10.8
9.9
10.0
8.3
8.5
9.7
10.0
11.0
8.3
7.6
8.8
11.9
10.2
8.0
8.7
11.0
10.4
9.6
8.6
6.9
7.7
7.3
9.2
10.8
10.7
9.8
9.4
6.4
12.0
6.6
10.7
14.2
o
c)
(*)
P)
(6)
o
«
o
6.9
6.4
10.0
8.1
4.5
8.8
9.3
9.2
Industrial
nurses
Unskilled
plant
118.3
129.9
«
0
<•>
0
c)
o
5.6
o
o
o
7.5
o
6.9
o
o
0
9.6
o
o
0
9.4
6.5
c)
<•>
<■>
o
8.4
9.1
o
c)
9.8
o
(*)
data processing group,
Also see footnotes at end of tables.
12.6
9.9
0
10.4
11.6
<•>
9.1
9.6
9.1
c)
8.8
9.6
7.6
6.3
0
6.8
9.2
p)
7.9
11.4
8.7
11.0
6.9
7.4
9.8
7.6
10.5
9.1
10.5
10.3
10.7
14.3
previous description, is being introduced in this
computing percent increases for the electronic
Unskilled
plant
Industrial
nurses
118.9
129.8
Table A-8. Average pay relationships within establishments for office clerical occupations, Omaha, Nebr.-lowa, October 1980
Office clerical occupation being compared
Stenographers
Secretaries
Occupation which equals 100
Class A
Class B
Class C
Class D
Senior
General
100
Secretaries, class A....................................................................
100
123
Secretaries, class B....................................................................
125
100
165
Secretaries, class C...................................................................
100
117
174
142
Secretaries, class D....................................................................
100
«
Stenographers, senior................................................................
100
«
«
Stenographers, general..............................................................
p)
0
<•>
Transcribing-machine typists.....................................................
133
0
c)
193
165
Typists, class A..........................................................................
(*)
0
0
«
Typists, class B..........................................................................
0
100
118
File clerks, class A.....................................................................
<•>
147
174
209
File clerks, class B.....................................................................
0
File clerks, class C......................................................................
116
151
152
<•>
<■>
Messengers.................................................................................
0
134
115
145
Switchboard operators...............................................................
Switchboard operator137
124
114
122
107
149
receptionists............................................................................
(•)
Order clerks, class A..................................................................
88
96
96
117
103
133
Payroll clerks..............................................................................
<•)
101
«
107
128
Key entry operators, class A......................................................
105
117
148
117
196
Key entry operators, class B......................................................
NOTE: This matrix table shows the average (mean) relationship of earnings within establishments between any two
occupations compared. Earnings for an occupation in the column heading are expressed as a percent of the earnings for an
occupation in the table stub at the point where the data lines for the two intersect. For example, a value of 122 indicates that
earnings for the occupation directly above in the heading are 22 percent greater than earnings for the occupation directly to
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
o
o
c)
o
c)
o
<•>
o
o
o
c)
c)
o
c)
m
o
c)
o
c)
o
o
o
o
o
o
c)
c)
m
«
c)
c)
c)
Tran
scrib
ing
ma
chine
typists
Typists
Class A
File clerks
Class B
100
110
118
100
o
o
o
<•>
o
100
120
128
124
86
101
112
0
100
77
84
92
106
o
80
0
105
n
87
0
c)
10
c)
Class A
Class B
Switch
Switch
board
Messen
board operator
gers operators
-recep
Class C
tionists
Order
clerks
Class A
Payroll
clerks
Key entry
operators
Class A
Class B
100
M
o
100
(*)
133
0
p)
o
c)
c)
o
122
100
c)
100
0
85
c)<■>
100
78
0
86
0
75
c)
100
100
p)
74
«
o
84
88
o0
96
o
o
92
98
105
c)
a value of 85 indicates earnings for the occupation
«
71
o
89
88
95
the left in the stub. Similarly,
earnings for the occupation in the stub.
See appendix A for method of computation.
Also see footnotes at end of tables.
100
100
114
96
105
100
126
125
100
125
in the heading are 15 percent below
Table A-9. Average pay relationships within establishments for professional and technical occupations, Omaha, Nebr.-lowa, October 1980
Professional and technical occupation being compared
Occupation which equals 100
Computer systems
analysts (business)
Class A
Class B
Computer systems analysts
(business), class A..............................................................................................................
Computer systems analysts
(business), class B..............................................................................................................
112
Computer programmers
(business), class A..............................................................................................................
125
Computer programmers
(business), class B..............................................................................................................
148
Computer operators, class A.................................................................................................
173
Computer operators, class B.................................................................................................
197
Computer operators, class C.................................................................................................
234
Drafters, class A....................................................................................................................
159
Drafters, class B....................................................................................................................
167
Drafters, class C.................. -................................................................................................
190
Registered industrial nurses....................................................
169
See table A-8 for description of these pay relationships and appendix A for method of computation.
Also see footnotes at end of tables.
Computer programmers (busi
ness)
Class A
Class B
Computer operators
Class A
Class B
Drafters
Class C
Registered in
dustrial nurses
Class A
Class B
Class C
100
119
135
103
100
116
91
100
87
100
100
132
148
167
O
(*)
115
131
148
173
C)
148
175
(8)
(6)
132
100
111
119
129
C)
C)
C)
(8)
n
100
118
130
f)
100
117
100
(8)
(8)
(8)
(8)
(8)
(8)
(8)
127
92
(6)
(8)
Table A-10. Average pay relationships within establishments for maintenance, toolroom, and powerplant occupations, Omaha, Nebr.-lowa, October 1980
Maintenance, toolroom, and powerplant occupation being compared
Occupation which equals 100
Mechanics
Carpenters
Electricians
Machinists
Machinery
Maintenance carpenters........................................................................................................
100
Maintenance electricians.......................................................................................................
93
Maintenance machinists........................................................................................................
96
Maintenance mechanics
(machinery)......................................................................................................................
98
Maintenance mechanics
(motor vehicles)..................................................................................................................
104
Stationary engineers............................................
90
See table A-8 for description of these pay relationships and appendix A for method of computation.
Also see footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Motor
vehicles
Stationary
engineers
100
101
100
101
100
100
101
104
100
(8)
102
(8)
11
100
99
100
Table A-11. Average pay relationships within establishments for material movement and custodial occupations, Omaha, Nebr.-lowa, October 1980
Material movement and custodial occupation being compared
Truckdrivers
Occupation which equals 100
Receivers...........................................................................
Shippers and receivers......................................................
Shipping packers................................................................
Light truck
Medium truck
100
c)
(*)
C)
o
o
140
o
C)
(•)
C)
C)
100
98
113
107
o
o
o
C)
106
99
169
Tractortrailer
100
133
115
o
c)
120
111
118
111
172
Janitors, porters, and
115
133
143
cleaners..........................................................................
See table A-8 for description of these pay relationships and appendix A for method of computation.
Also see footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Shippers
Receivers
Shippers and
receivers
Warehouse
men
100
90
o
100
102
109
106
102
c)
100
0
101
113
107
118
105
114
100
C)
o
C)
103
105
142
100
<•>
C)
115
108
c)
109
120
174
117
12
Shipping
packers
Material handling
laborers
100
100
106
96
n
100
103
105
c)
110
108
Order fillers
Guards
Forklift
operators
Class B
100
95
103
100
122
100
117
117
o
Janitors, porters, and
cleaners
100
Table B-1. Minimum entrance salaries for inexperienced typists and clerks in Omaha, Nebr.-lowa, October 1980
Inexperier ced typists
Manufacturing
Minimum weekly straight-time salaries7
Establishments studied.
Establishments having a specified
minimum...................... ................
$115.00 and under S 120.00
$120.00 and under $125.00..
$125.00 and under $130.00..
$130.00 and under $135.00..
$135.00 and under $140.00...
$140.00 and under $145.00
$145.00 and under $150 00...
$150.00 and under $155.00...
$155.00 and under $160.00...
$160.00 and under $165.00...
$165.00 and under $170.00...
$170.00 and under $175.00...
$175.00 and under $180.00...
$180.00 and under $185.00
$185.00 and under $190.00...
$190.00 and under $195.00...
$195.00 and under $200.00...
$200.00 and under $205.00...
$205.00 and under $210.00...
$210.00 and under $215.00
$215.00 and under $220.00
$220.00 and under $225.00
$225.00 and under $230.00...
$230.00 and under $235.00...
$235.00 and under $240.00...
$240.00 and under $245.00...
$245.00 and under $250.00
$250.00 and under $255.00
$255.00 and under $260.00 ..
$260.00 and under $265.00....
$265.00 and under $270.00
$270.00 and under $275.00. ..
$275.00 and under $280.00....
$280.00 and under $285.00....
$285.00 and under $290.00....
$290.00 and under $295.00....
$295.00 and under $300.00....
$300.00 and under $305.00..,.
$305.00 and under $310.00....
$310.00 and over...................
Establishments having no specified
minimum.........................................
Establishments which did not employ
workers in this category...................
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
All
industries
Other inexperienced clerical workers”
Nonmanufacturing
Manufacturing
All
schedules
40.00-hour
schedules
All
schedules
40.00-hour
schedules
37.50-hour
schedules
All
industries
.
147
47
XXX
100
XXX
XXX
147
.
33
12
12
21
14
4
45
.
.
.
.
.
.
1
1
2
3
5
6
2
4
“
2
1
1
1
3
2
1
1
1
3
2
1
1
1
2
4
3
2
4
-
_
1
2
3
5
10
4
5
2
2
1
2
"
“
”
1
1
1
1
-
_
1
-
-
-
_
-
-
“
1
■
~
' “
"
■
~
1
“
1
-
1
1
2
2
2
3
_
-
_
_
_
1
1
_
1
40.00-hour
schedules
Nonmanufacturing
All
schedules
XXX
:
4
1
18
_
_
1
_
3
-
_
-
-
_
1
-
-
_
-
-
_
-
-
_
-
-
_
_
_
-
-
_
_
-
1
-
-
_
-
_
_
-
_
_
-
-
_
_
_
-
-
_
_
-
i
-
_
.
_
_
-
-
_
“
-
-
_
~
“
-
-
-
_
_
_
-
-
_
_
-
-
-
-
-
_
2
_
-
-
2
2
-
1
1
24
9
XXX
15
XXX
XXX
42
29
90
26
XXX
64
XXX
XXX
60
13
37.50-hour
schedules
XXX
-
-
40.00-hour
schedules
_
-
-
All
schedules
XXX
XXX
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Table B-2. Late-shift pay provisions for full-time manufacturing production and related workers in Omaha, Nebr.-lowa, October
1980
(All full-time manufacturing production and related workers = 100 percent)
Workers on late shifts
All workers®
Item
Second shift
Third shift
Second shift
Third shift
Percent of workers
Uniform cents-per-hour differential...................................................................................
Uniform percentage differential........................................................................................
82.5
79.3
20.8
9.9
4.7
77.8
51.4
26.4
2.1
77.2
51.4
20.7
5.1
.8
20.0
12.1
7.9
.2
9.7
6.9
2.4
.5
17.1
8.0
19.2
9.5
16.6
7.8
21.8
10.2
Average pay differential
Percent of workers by type and
amount of pay differential
Uniform cents-per-hour:
2.4
5.8
-
14 cents........................................................................................................................
15 cents........................................................................................................................
17 cents........................................................................................................................
18 cents........................................................................................................................
20 cents........................................................................................................................
21 cents........................................................................................................................
22 cents........................................................................................................................
23 cents........................................................................................................................
24 cents........................................................................................................................
25 cents....................................... ................................................................................
27 cents........................................................................................................................
30 cents........................................................................................................................
32 cents........................................................................................................................
.
2.2
2.8
8.4
6.6
2.7
9.4
1.3
5.1
2.6
1.9
See footnotes at end of tables.
14
1.7
3.7
2.4
.7
.1
_
.7
.3
.4
.5
.1
1.5
.7
1.1
.5
.1
-
.5
.3
-
1.4
1.8
15.5
2.0
1.4
1.1
.6
4.8
-
2.1
.2
-
5.1
-
.5
4.3
3.1
2.0
16.9
Other differential:
8 hours’ pay for 7 hours’ work.................................................................................
2.7
9.8
1.3
.8
1.8
.7
.2
1.4
1.8
.8
1.8
.5
1.6
1.0
1.9
1.3
2.2
-
Uniform percentage:
.
5.8
4.3
2.4
2.8
7.9
Table B-3. Scheduled weekly hours and days of full-time first-shift workers in Omaha, Nebr.-lowa, October 1980
Production and related workers
Item
Office workers
All
industries
Manu
facturing
Nonmanu
facturing
Public
utilities
All
industries
Manu
facturing
Nonmanu
facturing
Public
utilities
All full-time workers.
100
100
100
100
100
100
100
100
hours-5 days...............................
hours-5 days...............................
hours-5 days...............................
hours-4 days...............................
1 /2 hours-5 days.......................
hours-5 days...............................
1 /2 hours-5 days.......................
hours..........................................
5 days........................................
6 days........................................
3/4 hours-5 days.......................
hours..........................................
4 days................... ....................
5 days........................................
1 /2 hours-5 days.......................
hours-5 1/2 days.......................
hours..........................................
5 days.........................................
5 1/2 days..................................
hours-6 days...............................
hours-6 days................................
(“>2
Percent of workers by scheduled
weekly hours and days
15
20
30
32
32
35
37
38
38
40
42
44
45
46
48
(“)
3
(“)
2
2
3
1
1
<”)
(“)
2
83
1
1
2
5
1
2
1
1
9
<“)
<”)
<“)
93
3
91
(“)
1
2
(")
(“)
1
1
(”)
86
2
1
2
2
(u)
27
61
1
97
31
2
95
1
95
60
56
1
100
77
4
91
56
99
3
3
1
1
1
1
1
1
4
2
1
10
(")
79
2
(M>1
4
2
2
1
1
1
Average scheduled
weekly hours
All weekly work schedules
39.6
40.0
39.3
40.2
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
15
39.4
39.8
39.3
40.0
Table B-4. Annual paid holidays for full-time workers in Omaha, Nebr.-lowa, October 1980
Office workers
Production and related workers
All
industries
Manufacturing
Public
utilities
Nonmanufacturing
All
industries
Manu
facturing
Nonmanu
facturing
Public
utilities
Percent of workers
All full-time workers...............................
In establishments not providing
paid holidays...........................................
In establishments providing
paid holidays...........................................
100
100
100
100
100
-
12
-
(■■)
<”)
6
94
100
88
100
99
99
8.6
9.2
8.0
9.7
8.8
<")
1
1
(”)
16
-
(“)
2
2
1
21
-
Average number of paid holidays
For workers in establishments
providing holidays...................................
10.e
9.1
Percent of workers by number
of paid holidays provided
1
6
2
4
6
half day.................
half days...............
holidays................
holidays................
holidays................
Plus 2 half days..
7 holidays................
Plus 1 half day ...
Plus 2 half days..
8 holidays................
9 holidays................
Plus 1 half day. ..
10 holidays..............
11 holidays..............
12 holidays..............
13 holidays..............
14 holidays..............
10
14
(■■)
14
14
(-■)
2
8
9
1
28
6
2
2
2
9
2
12
9
2
39
10
2
4
18
(■■)
1
5
10
19
3
2
4
16
53
5
13
7
<")
94
93
92
91
75
60
51
41
40
12
6
4
2
100
100
100
100
90
80
66
57
55
16
6
4
4
88
87
85
84
63
44
38
28
28
9
6
4
-
100
100
100
100
86
86
86
70
70
17
13
13
-
99
99
99
99
85
78
65
31
31
9
6
6
(■■)
13
33
<“)
22
3
c)
6
(■>)
<“)
9
15
6
(“)
15
6
(”)
2
7
15
2
33
14
2
<u)
(“)
14
36
20
2
58
3
(“)
6
Percent of workers by total
paid holiday time provided12
2 days or more.........
3 days or more.........
4 days or more.........
6 days or more........
7 days or more........
8 days or more........
9 days or more........
9 1/2 days or more .
10 days or more......
11 days or more......
12 days or more......
13 days or more......
14 days....................
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
.
.
.
.
.
16
100
100
100
100
91
76
68
53
50
18
3
1
1
99
99
99
99
85
78
64
28
28
8
7
6
100
100
100
100
94
94
91
89
89
31
29
29
Table B-5. Paid vacation provisions for full-time workers in Omaha, Nebr.-lowa, October 1980
Production and related workers
Item
Office workers
All
industries
Manu
facturing
Nonmanu
facturing
Public
utilities
All
industries
Manu
facturing
Nonmanu
facturing
Public
utilities
100
100
100
100
100
100
100
100
Percent of workers
All full-time workers.................
In establishments not providing
paid vacations.................................
In establishments providing
paid vacations................................
Length-of-time payment..................
Percentage payment...............................
98
89
8
4
-
-
-
_
_
96
94
100
100
■
100
99
(■■)
100
98
2
100
100
-
100
100
2
13
-
cl
54
4
47
2
(“)
55
4
1
29
_
62
2
36
“
23
72
5
28
72
“
22
_
72
6
-
64
1
('*)
92
6
1
1
16
Amount of paid vacation after:13
6 months of service:
Under 1 week........................
Over 1 and under 2 weeks.....................
1 year of service:
Under 1 week..........................
1 week.................................
Over 1 and under 2 weeks...........
2 weeks......................................
Over 2 and under 3 weeks..................
3 weeks...............................
2 years of service:
Under 1 week............................
1 week.......................
Over 1 and under 2 weeks.........
2 weeks............................... .
Over 2 and under 3 weeks.........
_
12
(,l)
c)
62
(")
34
23
1
72
59
36
41
56
-
8
85
94
“
2
(")
92
5
1
2
96
“
2
1
93
5
1
98
2
-
1
93
5
1
-
“
89
2
9
“
c)
77
2
17
4
3 years of service:
Over 1 and under 2 weeks.....................
2 weeks..............................
Over 2 and under 3 weeks..............
3 weeks......................................
90
3
(u>
4 years of service:
1 week................................................
2 weeks...........................................
Over 2 and under 3 weeks.......................
3 weeks.................................
4 weeks.................................
5 years of service:
1 week..........................................
2 weeks......................................
3 weeks............................................
Over 3 and under 4 weeks..........................
6
90
g
91
”
1
(“)
74
71
20
21
<")
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
17
9
91
-
_
3
96
1
“
<”)
3
96
1
-
<">
93
6
1
_
77
23
-
<")
77
2
16
4
93
6
1
-
36
-
95
4
96
4
96
4
94
6
_
Table B-5. Paid vacation provisions for full-time workers in Omaha, Nebr.-lowa, October 1980 —Continued
Office workers
Production and related workers
Item
All
industries
facturing
Public
utilities
Nonmanufacturing
10 years of service:
Over 1 and under 2 weeks..............................
2 weeks............................................................
Over 2 and under 3 weeks..............................
Over 4 and under 5 weeks..............................
2
1
15
(“)
75
4
c)
—
2
19
75
4
-
12 years of service:
2
1
13
<“)
76
_
5
_
(»)
2
16
_
76
7
-
-
_
oo
15 years of service:
2
1
9
46
(“)
38
_
46
_
_
1
(“)
_
-
Over 3 and under 4 weeks.............................
5 weeks............................................................
Over 5 and under 6 weeks.............................
“
93
2
-
89
1
4
-
85
5
~
90
2
2
93
2
-
(">
5
87
2
2
4
-
8
85
7
“
-
7
51
1
31
1
(■■)
2
65
2
31
-
4
7
28
1
42
14
2
16
2
61
19
2
9
23
(">
51
12
63
10
_
_
-
-
(ll)
_
(■■)
-
2
3
2
26
67
-
11
16
-
25 years of service:
2 weeks....................................... -...................
-
2
9
20
(»)
26
37
29
37
4
7
24
1
23
36
3
7
o*>
-
11
16
O')
4
70
22
4
O')
-
.
6
50
44
“
-
29
37
_
-
-
3
7
(■■)
—
2
3
2
20
73
-
—
11
16
_
7
24
1
21
38
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
18
Public
utilities
1
98
4
O')
“
5
“
88
98
4
“
“
“
O')
“
_
73
~
19
4
O')
_
1
1
90
8
”
O')
4
17
34
70
5
58
8
“
-
-
6
12
11
58
22
4
52
25
59
22
4
4
11
55
25
4
1
6
12
52
23
“
7
O')
4
17
70
5
4
(■■)
4
11
6
12
~
74
9
_
-
30 years of service:
2
9
20
c)
25
38
Nonmanufacturing
■
4
2
12
40
20 years of service:
2 weeks............................................................
4
11
1
76
4
Manufacturing
(u)
6
2
12
1
75
4
ri
All
industries
1
5
30
O')
4
11
55
26
29
65
Table B-5. Paid vacation provisions for full-time workers in Omaha, Nebr.-lowa, October 1980 —Continued
Production and related workers
Item
All
industries
Manu
facturing
Office workers
Nonmanu
facturing
Public
utilities
All
industries
Manu
facturing
Nonmanu
facturing
Public
utilities
Maximum vacation available:
3 weeks.......................................................
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
20
(»)
25
38
{■■)
4
16
29
37
20
73
“
53
4
1
. .
19
6
12
52
23
7
<")
4
11
53
28
4
“
-
1
5
-
29
65
-
-
Table B-6. Health, insurance, and pension plans for full-time workers in Omaha, Nebr.-lowa, October 1980
Production and related workers
Item
All
industries
Office workers
Manu
facturing
Nonmanu
facturing
Public
utilities
All
industries
Manu
facturing
Nonmanu
facturing
Public
utilities
Percent of workers
All full-time workers.............................................
100
100
100
100
100
100
100
100
In establishments providing at
least one of the benefits
shown below14........................................................
97
100
95
100
99
100
99
100
Life insurance...........................................................
Noncontributory plans........................................
93
62
97
73
89
54
97
82
98
78
96
58
99
81
97
94
Accidental death and
dismemberment insurance....................................
Noncontributory plans........................................
80
55
80
61
80
49
97
82
93
53
86
50
94
53
97
94
Sickness and accident insurance
or sick leave or both1*...........................................
Sickness and accident
insurance..........................................................
Noncontributory plans.......................................
Sick leave (full pay and no
waiting period)..................................................
Sick leave (partial pay or
waiting period)..................................................
87
97
78
97
95
94
95
99
73
48
87
63
61
35
73
61
28
20
70
49
22
15
7
5
18
19
18
18
76
62
78
68
19
25
14
24
10
13
10
30
Long-term disability
insurance...............................................................
Noncontributory plans.......................................
32
23
44
35
22
13
39
28
70
65
63
46
71
67
34
33
In establishments providing at least
one of the health insurance plans
shown below16.......................................................
Noncontributory plans.......................................
95
61
100
72
90
53
100
85
99
53
100
65
99
51
100
97
Hospitalization insurance......................................
Noncontributory plans.......................................
94
59
99
68
90
52
100
85
99
52
99
59
99
51
100
97
Surgical insurance.................................................
Noncontributory plans.......................................
95
60
100
69
90
52
100
85
99
52
98
57
99
51
100
97
Medical insurance.................................................
Noncontributory plans.......................................
94
60
100
69
89
52
100
85
99
52
98
57
99
51
100
97
Major medical insurance.......................................
Noncontributory plans.......................................
93
58
98
65
89
52
100
85
99
52
99
62
99
51
100
97
Dental insurance....................................................
Noncontributory plans.......................................
48
38
50
41
46
36
88
77
55
25
60
34
54
23
95
94
Health maintenance organization.............................
Noncontributory plans.......................................
1
<")
_
2
1
_
1
_
-
1
(■■>
_
-
-
r>
-
Retirement pension...................................................
Noncontributory plans.......................................
68
55
80
67
58
45
55
49
78
72
80
59
77
74
42
41
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
20
Table B-7. Health plan participation by full-time workers in Omaha, Nebr.-lowa, October 1980
Production and related workers
Item
All
industries
Manu
facturing
100
Office workers
Nonmanu
facturing
Public
utilities
All
industries
Manu
facturing
Nonmanu
facturing
Public
utilities
100
100
100
100
100
100
89
58
93
63
99
85
94
50
96
57
94
49
99
97
91
60
96
69
99
85
94
50
97
57
94
49
99
97
91
60
98
69
99
85
94
50
97
57
94
49
99
97
90
58
96
65
99
85
94
50
97
62
94
49
99
97
40
48
42
27
41
33
25
24
95
94
(■•)
-
Percent of workers
Hospitalization insurance....................................
Noncontributory plans.............................
Noncontributory plans.......................................
Noncontributory plans...............................
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
bd
84
53
77
c)
-
(“)
-
_
21
Footnotes
10 Less than 0.05 percent.
Some of these standard footnotes may not apply to this bulletin.
11 Less than 0.5 percent.
12 All combinations of full and half days that add to the same amount; for example, the
proportion of workers receiving a total of 10 days includes those with 10 full days and no half
days, 9 full days and 2 half days, 8 full days and 4 half days, and so on. Proportions then were
1 Standard hours reflect the workweek for which employees receive their regular straight-time
salaries (exclusive of pay for overtime at regular and/or premium rates), and the earnings
correspond to these weekly hours.
2 The mean is computed for each job by totaling the earnings of all workers and dividing by the
number of workers. The median designates position—half of the workers receive the same or
more and half receive the same or less than the rate shown. The middle range is defined by two
rates of pay; one-fourth of the workers earn the same or less than the lower of these rates and
cumulated.
12 Includes payments other than 'length of time,' such as percentage of annual earnings or flatsum payments, converted to an equivalent time basis; for example, 2 percent of annual earnings
was considered as 1 week’s pay. Periods of service are chosen arbitrarily and do not necessarily
reflect individual provisions for progression; for example, changes in proportions at 10 years
include changes between 5 and 10 years. Estimates are cumulative. Thus, the proportion eligible
for at least 3 weeks’ pay after 10 years includes those eligible for at least 3 weeks’ pay after
one-fourth earn the same or more than the higher rate.
2 Earnings data relate only to workers whose sex identification was provided by the
establishment.
‘ Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.
fewer years of service.
14 Estimates listed after type of benefit are for all plans for which at least a part of the cost is
borne by the employer. ‘Noncontributory plans’ include only those financed entirely by the
employer. Excluded are legally required plans, such as workers' disability compensation, social
5 Estimates for periods ending prior to 1976 relate to men only for skilled maintenance and
unskilled plant workers. All other estimates relate to men and women.
8 Data do not meet publication criteria or data not available.
7 Formally established minimum regular straight-time hiring salaries that are paid for standard
workweeks. Data are presented for all standard workweeks combined, and for the most common
security, and railroad retirement.
12 Unduplicated total of workers receiving sick leave or sickness and accident insurance
shown separately. Sick leave plans are limited to those which definitely establish at least the
minimum number of days’ pay that each employee can expect. Informal sick leave allowances
standard workweeks reported.
8 Excludes workers in subclerical jobs such as messenger.
8 Includes all production and related workers in establishments currently operating late shifts,
and establishments whose formal provisions cover late shifts, even though the establishments
determined on an individual basis are excluded.
16 Unduplicated total of workers eligible for coverage under an insurance plan providing
hospitalization, sugical, medical, major medical, or dental benefits shown separately.
were not currently operating late shifts.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
22
Appendix A.
Scope and Method
of Survey
In each of the 71 areas1 currently surveyed, the Bureau obtains wages and related
benefits data from representative establishments within six broad industry divisions:
Manufacturing; transportation, communication, and other public utilities; wholesale
trade; retail trade; finance, insurance, and real estate; and services. Government
operations and the construction and extractive industries are excluded. Establishments
having fewer than a prescribed number of workers are also excluded because of
insufficient employment in the occupations studied. Appendix table 1 shows the number
of establishments and workers estimated to be within the scope of this survey, as well as
the number actually studied.
Bureau field representatives obtain data by personal visits at 3-year intervals. In each
of the two intervening years, information on employment and occupational earnings
only is collected by a combination of personal visit, mail questionnaire, and telephone
interview from establishments participating in the previous survey.
A sample of the establishments in the scope of the survey is selected for study prior to
each personal visit survey. This sample, minus establishments which go out of business
or are no longer within the industrial scope of the survey, is retained for the following
two annual surveys. In most cases, establishments new to the area are not considered in
the scope of the survey until the selection of a sample for a personal visit survey.
The sampling procedures involve detailed stratification of all establishments within
the scope of an individual area survey by industry and number of 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 4 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 from 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.
movement and custodial. Occupational classification is based on a uniform set of job
descriptions designed to take account of interestablishment variation in duties within
the same job. Occupations selected for study are listed and described in appendix B.
Unless otherwise indicated, the earnings data following the job titles are for all
industries combined. Earnings data for some of the occupations listed and described, or
for some industry divisions within the scope of the survey, are not presented in the Aseries tables because either (1) data were insufficient to provide meaningful statistical
results, or (2) there is possibility of disclosure of individual establishment data. Separate
men s and women s earnings data are not presented when the number of workers not
identified by sex is 20 percent or more of the men or women identified in an occupation.
Earnings data not shown separately for industry divisions are included in data for all
industries combined. Likewise, for occupations with more than one level, data are
included in the overall classification when a subclassification is not shown or
information to subclassify is not available.
Occupational employment and earnings data are shown for full-time 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.
Vertical lines within the distribution of workers on some A-tables indicate a change in
the size of the class intervals.
These surveys measure the level of occupational earnings in an area at a particular
time. Changes in an occupational average over time reflect, in addition to earnings
changes, factors such as changes in proportions of workers employed by high- or lowwage firms, or high-wage workers advancing to better jobs and being 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.
Changes in earnings of occupational groups, shown in table A-7, are better indicators of
wage trends than are earnings changes for individual jobs within the groups.
Average earnings reflect composite, areawide estimates. Industries and establish
ments differ in pay level and job staffing, and thus contribute differently to the estimates
Occupations and earnings
Occupations selected for study are common to a variety of manufacturing and
nonmanufacturing industries, and are of the following types: (1) Office clerical; (2)
professional and technical; (3) maintenance, toolroom, and powerplant; and (4) material
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3
for each job. Pay averages may fail to reflect accurately the wage differential among
jobs in individual establishments.
Average pay levels for men and women in selected occupations should not be
assumed to reflect differences in pay of the sexes within individual establishments.
Factors which may contribute to differences include progression within established rate
ranges (only the rates paid incumbents are collected) and performance of specific duties
within the general survey job descriptions. Job descriptions used to classify employees
in these surveys usually are more generalized than those used in individual establish
ments 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 establishments differ, estimates of occupational employment obtained
from the sample of establishments studied serve only to indicate the relative importance
of the jobs studied. These differences in occupational structure do not affect materially
the accuracy of the earnings data.
Wage trends for selected occupational groups
Indexes in table A-7 measure wages at a given time, expressed as a percent of wages
during the base period. Subtracting 100 from the index yields the percent change in
wages from the base period to the date of the index. The percent increases in table A-7
relate to wage changes between the indicated dates. Annual rates of increase, where
shown, reflect the amount of increase for 12 months when the time span between
surveys was other than 12 months. These computations are based on the assumption
that wages increased at a constant rate between surveys.
The indexes and percent increases are based on changes in average hourly earnings of
men and women in establishments reporting the trend jobs in both the current and
previous year (matched establishments). The data are adjusted to remove the effect on
average earnings of employment shifts among establishments and turnover of establish
ments 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 may enter at the bottom of the range, depressing the average without a
change in wage rates.
Occupations used to compute wage trends are:
Office clerical
Secretaries
Stenographers, senior
Stenographers, general
Typists, classes A and B
File clerks, classes A, B, and C
Messengers
Switchboard operators
Order clerks, classes A and B
Accounting clerks2
Payroll clerks
Key entry operators, classes A and B
Electronic data processing*
Computer systems analysts, classes A,
B, and C
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Computer programmers, classes A, B,
and C
Industrial nurses
Registered industrial nurses
Skilled maintenance
Carpenters
Electricians
Painters
Machinists
Mechanics (machinery)
Mechanics (motor vehicle)
Pipefitters
Tool and die makers
Unskilled plant
Janitors, porters, and cleaners
Material handling laborers
Percent changes for individual areas in the program are computed as follows:
1. Average earnings are computed for each occupation for the 2 years being
compared. The averages are derived from earnings in those establishments which
are in the survey both years; it is assumed that employment remains unchanged.
2. Each occupation is assigned a weight based on its proportionate employment in
the occupational group.
3. These weights are used to compute group averages. Each occupation’s average
earnings (computed in step 1) are multiplied by its weight. The products are
totaled to obtain a group average.
4. The ratio of group averages for 2 consecutive years is computed by dividing the
average for the current year by the average for the earlier year. The result—
expressed as a percent—less 100 is the percent change.
The index is computed by adding 100 to the most recent percent increase, multiplying
the total by the previous year’s index number, and dividing the product by 100 to obtain
the current index value.
For a more detailed description of the method used to compute these wage trends, see
‘Improving Area Wage Survey Indexes,’ Monthly Labor Review, January 1973, pp. 52
57.
Average pay relationships within establishments
Tables A-8 through A-11 present occupational pay relatives derived from compari
sons of job averages within individual establishments. The method of computation is as
follows:
1.A pay relative for any two occupations is computed for each establishment in
which they are found by dividing the average earnings for one occupation by the
average for the other and multiplying by 100 (e.g., $5 divided by $4 = 1.25 times
100 = 125).
2. Each pay relative is weighted by the number of workers in the two occupations
compared and by the weight assigned to the establishment to represent establish
ments not included in the survey sample.
3. The weighted pay relatives for all establishments reporting the two occupations
are summed and divided by the total of the weights to produce the average pay
relatives shown in the tables.
Occupational pay relationships measured in this manner yield considerably different
results than those produced by using overall survey averages such as those shown in
tables A-l through A-6. The former measure the average pay relationships found within
establishments; the latter measure the relationships among job averages in an area. In
addition, the mix of establishments used in the comparisons may differ between the two
methods.
Establishment practices and supplementary wage provisions
The incidence of selected establishment practices and supplementary wage provi
sions is studied for full-time production and related workers and office workers.’
Production and related workers (referred to hereafter as production workers) include
working supervisors and all nonsupervisory workers (including group leaders and
trainees) engaged in fabricating, processing, assembling, inspection, receiving, storage,
handling, packing, warehousing, shipping, maintenance, repair, janitorial and guard
services, product development, auxiliary production for plant’s own use (e.g., powerplant), and recordkeeping and other services closely associated with the above
production operations. (Cafeteria and route workers are excluded in manufacturing
industries but included in nonmanufacturing industries.) In finance and insurance, no
workers are considered to be production workers. Office workers include working
supervisors and all nonsupervisory workers (including lead workers and trainees)
performing clerical or related office functions in such departments as accounting,
advertising, purchasing, collection, credit, finance, legal, payroll, personnel, sales,
industrial relations, public relations, executive, or transportation. Administrative,
executive, professional, and part-time employees as well as construction workers
utilized as separate work forces are excluded from both the production and office
worker categories.
Minimum entrance salaries (table B-l). Minimum entrance salaries for office workers
relate only to the establishments visited. Because of the optimum sampling techniques
used and the probability that large establishments are more likely than small establish
ments to have formal entrance rates above the subclerical level, the table is more
representative of policies in medium and large establishments. (The ‘X’s‘ shown under
specific weekly schedules indicate that no meaningful totals are applicable.)
Shift differentials-manufacturing (table B-2). Data were collected on policies of
manufacturing establishments regarding pay differentials for production workers on
late shifts. Establishments considered as having policies are those which (1) have
provisions in writing covering the operation of late shifts, or (2) have operated late
shifts at any time during the 12 months preceding a survey. When establishments have
several differentials which vary by job, the differential applying to the majority of the
production workers is recorded. When establishments have differentials which apply
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only to certain hours of work, the differential applying to the majority of the shift hours
is recorded.
For purposes of this study, a late shift is either a second (evening) shift which ends at
or near midnight or a third (night) shift which starts at or near midnight.
Differentials for second and third shifts are summarized separately for (1) establish
ment policies (an establishment’s differentials are weighted by all production workers in
the establishment at the time of the survey) and (2) effective practices (an establish
ment’s differentials are weighted by production workers employed on the specified shift
at the time of the survey).
Scheduled weekly hours; paid holidays; paid vacations; and health, insurance, and pension
plans. Provisions which apply to a majority of the production or office workers in an
establishment are considered to apply to all production or office workers in the
establishment; a practice or provision is considered nonexistent when it applies to less
than a majority. Holidays, vacations, and health and insurance plans are considered
applicable to employees currently eligible for the benefits. Pension plans are considered
applicable to employees currently eligible for participation and also to those who will
eventually become eligible.
Scheduled weekly hours and days (table B-3). Scheduled weekly hours and days refer to
the number of hours and days per week which full-time first (day) shift workers are
expected to work, whether paid for at straight- time or overtime rates.
Paid holidays (table B-4). Holidays are included if workers who are not required to work
are paid for the time off and those required to work receive premium pay or
compensatory time off. They are included only if they are granted annually on a formal
basis (provided for in written form or established by custom). Holidays are included
even though in a particular year they fall on a nonworkday and employees are not
granted another day off. Paid personal holiday plans, typically found in the automobile
and related industries, are included as paid holidays.
Data are tabulated to show the percent of workers who (1) are granted specific
numbers of whole and half holidays and (2) are granted specified amounts of total
holiday time (whole and half holidays are aggregated).
Paid vacations (table B-5). Establishments report their method of calculating vacation
pay (time basis, percent of annual earnings, flat-sum payment, etc.) and the amount of
vacation pay granted. Only basic formal plans are reported. Vacation bonuses,
vacation-savings plans, and ‘extended’ or ‘sabbatical’ benefits beyond basic plans, are
excluded.
For tabulating vacation pay granted, all provisions are expressed on a time basis.
Vacation pay calculated on other than a time basis is converted to its equivalent time
period. Two percent of annual earnings, for example, is tabulated as 1 week’s vacation
pay.
Also, provisions after each specified length of service are related to all production or
office workers in an establishment regardless of length of service. Vacation plans
commonly provide for a larger amount of vacation pay as service lengthens. Counts of
production or office workers by length of service were not obtained. The tabulations of
vacation pay granted present, therefore, statistical measures of these provisions rather
than proportions of workers actually receiving specific benefits.
Health, insurance, and pension plans (table B-6). Health, insurance, and pension plans
include plans for which the employer pays either all or part of the cost. The benefits
may be underwritten by an insurance company, paid directly by an employer or union,
or provided by a health maintenance oganization. This year, for the first time in this
area, provisions for health maintenance organizations (HMO’s) are treated separately
from insurance provisions. Workers provided the option of an insurance plan or an
HMO are reported under both types of plans. A plan is included even though a majority
of the employees in an establishment do not choose to participate in it because they are
required to bear part of its cost (provided the choice to participate is available or will
eventually become available to a majority). Legally required plans such as social
security, railroad retirement, workers’ disability compensation, and temporary disabili
ty insurance4 are excluded.
Life insurance includes formal plans providing indemnity (usually through an
insurance policy) in case of death of the covered worker.
Accidental death and dismemberment insurance is limited to plans which provide
benefit payments in case of death or loss of limb or sight as a direct result of an accident.
Sickness and accident insurance includes only those plans which provide that
predetermined cash payments be made directly to employees who lose time from work
because of illness or injury, e.g., $50 a week for up to 26 weeks of disability.
Sick leave plans are limited to formal plans5 which provide for continuing an
employee’s pay during absence from work because of illness. Data collected distinguish
between (1) plans which provide full pay with no waiting period, and (2) plans which
either provide partial pay or require a waiting period.
Long-term disability insurance plans provide payments to totally disabled employees
upon the expiration of their paid sick leave and/or sickness and accident insurance, or
after a predetermined period of disability (typically 6 months). Payments are made until
the end of the disability, a maximum age, or eligibility for retirement benefits. Full or
partial payments are almost always reduced by social security, workers’ disability
compensation, and private pension benefits payable to the disabled employee.
Hospitalization, surgical, and medical insurance plans reported in these surveys
provide full or partial payment for basic services rendered. Hospitalization insurance
covers hospital room and board and may cover other hospital expenses. Surgical
insurance covers surgeons’ fees. Medical insurance covers doctors’ fees for home,
office, or hospital calls. Plans restricted to post-operative medical care or a doctor’s
care for minor ailments at a worker’s place of employment are not considered to be
medical insurance.
Major medical insurance coverage applies to services which go beyond the basic
services covered under hospitalization, surgical, and medical insurance. Major medical
insurance typically (1) requires that a ‘deductible’ (e.g., $100) be met before benefits
begin, (2) has a coinsurance feature that requires the insured to pay a portion (e.g., 20
percent) of certain expenses, and (3) has a specified dollar maximum of benefits (e.g.,
$10,000 a year).
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Dental insurance plans provide normal dental service benefits, usually for fillings,
extractions, and X-rays. Plans which provide benefits only for oral surgery or repairing
accident damage are not reported.
A health maintenance organization (HMO) provides a wide range of health care
services to a specified group for fixed periodic payments. An HMO directly provides
comprehensive health care services rather than indemnification or reimbursement for
medical, surgical, and hospital expenses.
Retirement pension plans provide for regular payments to the retiree for life.
Included are deferred profit-sharing plans which provide the option of purchasing a
lifetime annuity.
Health plan participation (table B-7). Estimates are presented on the percents of
production and office workers participating in selected health insurance and health
maintenance organization plans.
1 Includes 70 areas surveyed under the Bureau’s regular program plus Poughkeepsie-KingstonNewburgh, N. Y., which is surveyed under contract. In addition, the Bureau conducts more limited
area studies in approximately 100 areas at the request of the Employment Standards Administra
tion of the U S. Department of Labor.
2 A revised 4-level job description for accounting clerks, being introduced in this survey, is not
comparable to the previous 2-level description. Earnings of workers that could be compared to the
previous overall level were used in wage trend computations.
3 The earnings of computer operators are included in the wage trend computation for this group
in the following areas only. Albany-Schenectady-Troy, N.Y.; Fresno, Calif.; Hartford, Conn.;
Newark, N.J.; Paterson-Clifton-Passaic, N.J.; Poughkeepsie, N.Y.; Poughkeepsie-KingstonNewburgh, N.Y., and Worcester, Mass. In other areas, a revised job description, which is not
equivalent to the previous description, is being introduced.
4 Temporary disability insurance which provides benefits to covered workers disabled by injury
or illness which is not work-connected is mandatory under State laws in California, New Jersey,
New York, and Rhode Island. Establishment plans which meet only the legal requirements are
excluded from these data, but those under which (1) employers contribute more than is legally
required or (2) benefits exceed those specified in the State law are included. In Rhode Island,
benefits are paid out of a State fund to which only employees contribute. In each of the other three
States, benefits are paid either from a State fund or through a private plan.
State fund financing: In California, only employees contribute to the State fund; in New Jersey,
employees and employers contribute; in New York, employees contribute up to a specified
maximum and employers pay the difference between the employees’ share and the total
contribution required.
Private plan financing: In California and New Jersey, employees cannot be required to
contribute more than they would if they were covered by the State fund; in New York, employees
can agree to contribute more if the State rules that the additional contribution is commensurate
with the benefit provided.
Federal legislation (Railroad Unemployment Insurance Act) provides temporary disability
insurance benefits to railroad workers for illness or injury, whether work-connected or not. The
legislation requires that employers bear the entire cost of the insurance.
5 An establishment is considered as having a formal plan if it specifies at least the minimum
number of days of sick leave available to each employee. Such a plan need not be written, but
informal sick leave allowances determined on an individual basis are excluded.
Appendix table 1. Establishments and workers within scope of survey and number studied in Omaha, Nebr.-lowa,1 October 1980
Number of e$ tablishments
Industry division*
Minimum
employment
in establish
ments in scope
of survey
All divisions..
Manufacturing.........................................
Nonmanufacturing..................................
Transportation, communication, and
other public utilities5........................
Wholesale trade..................................
Retail trade.........................................
Finance, insurance, and real estate....
Services7.............................................
Within scope
of survey3
Within scope
of survey
Studied
Percent
Full-time
office workers
147
110,064
100
48,857
22,085
60,952
50
130
456
47
100
30,333
79,731
28
72
22,027
26,830
2,765
19,320
19,574
41,378
50
50
50
50
50
57
71
166
77
85
19
11
27
15
28
16,521
15
8,623
4,352
12,603
6,190
6
(6)
(«)
28,035
25
(8)
(6)
13,633
16,727
15
(*)
(6)
8,679
12,258
11
5.272
0
c)
4 Includes executive, professional, part-time, seasonal, and other workers excluded from the separate production and office
categories.
5 Abbreviated to public utilities” in the A- and B-series tables. Taxicabs and services incidental to water transportation are
excluded. Omaha’s transit system is municipally operated and is excluded by definition from the scope of the study.
6 Separate data for this division are not presented in the A- and B-series tables, but the division is represented in the ‘all
industries’ and “nonmanufacturing” estimates.
7 Hotels and motels; laundries and other personal services; business services; automobile repair, rental, and parking; motion
pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectur-
Production and
related workers
Office
workers
53
69
40
94
20
19
Appendix table 3. Industrial composition in manufacturing, Omaha, Nebr.lowa, October 1980
(Percent of all manufacturing workers)
Food and kindred products....................................................... 29
Meat products....,.................................................................... 14
Grain mill products................................................................ 5
Electric and electronic equipment............................................ 16
Communication equipment.................................................... 14
Machinery, except electrical..................................................... 14
Farm and garden machinery..................................................
5
Printing and publishing.............................................................. 7
Furniture and fixtures................................................................ 5
Fabricated metal products......................................................... 5
Transportation equipment.......................................................... 5
87
NOTE: An establishment is considered to have a contract covering all production or
office workers if a majority of such workers is covered by a labor-management
agreement. Therefore, all other production or office workers are employed in
establishments that either do not have labor-management contracts in effect, or have
contracts that apply to fewer than half of their production or office workers. Estimates
are not necessarily representative of the extent to which all workers in the area may be
covered by the provisions of labor-management agreements, because small establish
ments are excluded and the industrial scope of the survey is limited.
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Number
Studied4
Full-time
production and
related workers
586
Appendix table 2. Percent of workers covered by labor-management agree
ments, Omaha, Nebr.-lowa, October 1980
All industries.................................... .......
Manufacturing................................. .......
Nonmanufacturing..........................
Public utilities............................... .......
Total4
-
1974, consists of Douglas and Sarpy Counties, Nebr.; and Pottawattamie county, Iowa. The “workers within scope of survey”
estimates 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 statistical series 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.
* The 1972 edition of the Standard Industrial Classification Manual was used to classify establishments by industry division. All
government operations are excluded from the scope of the survey.
3 Includes all establishments with total employment at or above the minimum limitation. All outlets (within the area) of
nonmanufacturing companies are considered as one establishment when located within the same industry division.
Industry division
Workers in establishments
NOTE: This information is based on estimates of total employment derived from
universe materials compiled before actual survey.
27
Appendix B.
Occupational
Descriptions
The primary purpose of preparing job descriptions for the Bureau’s wage surveys is
to assist its field representatives in classifying into appropriate occupations workers
who are employed under a variety of payroll titles and different work arrangements
from establishment to establishment and from area to area. This permits grouping
occupational wage rates representing comparable job content. Because of this emphasis
on interestablishment and interarea comparability of occupational content, the Bureau’s
job descriptions may differ significantly from those in use in individual establishments
or those prepared for other purposes. In applying these job descriptions, the Bureau’s
field representatives are instructed to exclude working supervisors; apprentices; and
part-time, temporary, and probationary workers. Handicapped workers whose earnings
are reduced because of their handicap are also excluded. Learners, beginners, and
trainees, unless specifically included in the job description, are excluded.
Listed below are several occupations for which revised descriptions or titles are
being introduced in this survey:
Accounting clerk
Key entry operator
Computer operator
Drafter
Stationary engineer
Boiler tender
The Bureau has discontinued collecting data for tabulating-machine operator,
bookkeeping-machine operator, and machine biller.
Office
a.
Positions which do not meet the ‘personal’ secretary concept described
above;
b.
Stenographers not fully trained in secretarial-type duties;
c.
Stenographers serving as office assistants to a group of professional,
technical, or managerial persons;
d.
Assistant-type positions which entail more difficult or more responsible
technical, administrative, or supervisory duties which are not typical of
secretarial work, e.g., Administrative Assistant, or Executive Assistant;
e.
Positions which do not fit any of the situations listed in the sections below
titled ‘Level of Supervisor,’ e.g., secretary to the president of a company
that employs, in all, over 5,000 persons;
f.
Trainees.
Classification by Level. Secretary jobs which meet the required characteristics are
matched at one of five levels according to (a) the level of the secretary’s supervisor
within the company’s organizational structure and, (b) the level of the secretary’s
responsibility. The tabulation following the explanations of these two factors indicates
the level of the secretary for each combination of the factors.
Level ofSecretary's Supervisor (LS)
SECRETARY
Assigned as a personal secretary, normally to one individual. Maintains a close and
highly responsive relationship to the day-to-day activities of the supervisor. Works
fairly independently receiving a minimum of detailed supervision and guidance.
Performs varied clerical and secretarial duties requiring a knowledge of office routine
and understanding of the organization, programs, and procedures related to the work of
the supervisor.
Exclusions. Not all positions that are titled ‘secretary’ possess the above characteristics.
Examples of positions which are excluded from the definition are as follows:
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LS-1
a.
b.
Secretary to the supervisor or head of a small organizational unit (e.g.,
fewer than about 25 or 30 persons); or
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.)
Level ofSecretary’s Responsibility (LR)
LS-2
a.
b.
Secretary to an executive or managerial person whose responsibility is not
equivalent to one of the specific level situations in the definition for LS-3,
but whose organizational unit normally numbers at least several dozen
employees and is usually divided into organizational segments which are
often, in turn, further subdivided. In some companies, this level includes a
wide range of organizational echelons; in others, only one or two; or
Secretary to the head of an individual plant, factory, etc., (or other
equivalent level of official) that employs, in all, fewer than 5,000 persons.
LS-3
a.
b.
c.
d.
e.
Secretary to the chairman of the board or president of a company that
employs, in all, fewer than 100 persons; or
Secretary to a corporate officer (other than chairman of the board or
president) of a company that employs, in all, over 100 but fewer than 5,000
persons; or
Secretary to the head (immediately below the officer level) over either a
major corporatewide functional activity (e.g., marketing, research, oper
ations, industrial relations, etc.) or a major geographic or organizational
segment (e.g., a regional headquarters; a major division) of a company that
employs, in all, over 5,000 but fewer than 25,000 employees; or
Secretary to the head of an individual plant, factory, etc., (or other
equivalent level of official) that employs, in all, over 5,000 persons; or
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) of a company that employs,
in all, over 25,000 persons.
This factor evaluates the nature of the work relationship between the secretary and
the supervisor, and the extent to which the secretary is expected to exercise initiative
and judgment. Secretaries should be matched at LR-1 or LR-2 described below
according to their level of responsibility.
LR-1
Performs varied secretarial duties including or comparable to most of the
following:
a.
b.
c.
d.
e.
LR-2
Performs duties described under LR-1 and, in addition performs tasks requiring
greater judgment, initiative, and knowledge of office functions including or compara
ble to most of the following:
a.
b.
LS-4
a.
b.
c.
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
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
25,000 persons; or
Secretary to the head, immediately below the corporate officer level, of a
major segment or subsidiary of a company that employs, in all, over 25,000
persons.
NOTE: The term ‘corporate officer’ used in the above LS definition refers to those
officials who have a significant corporatewide policymaking role with regard to major
company activities. The title ‘vice president,’ though normally indicative of this role,
does not in all cases identify such positions. Vice presidents whose primary responsibili
ty 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
definition.
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Answers telephones, greets personal callers, and opens incoming mail.
Answers telephone requests which have standard answers. May reply to
requests by sending a form letter.
Reviews correspondence, memoranda, and reports prepared by others for
the supervisor’s signature to ensure procedural and typographical accura
cy.
Maintains supervisor’s calendar and makes appointments as instructed.
Types, takes and transcribes dictation, and files.
c.
d.
e.
Screens telephone and personal callers, determining which can be handled
by the supervisor’s subordinates or other offices.
Answers requests which require a detailed knowledge of office procedures
or collection of information from files or other offices. May sign routine
correspondence in own or supervisor’s name.
Compiles or assists in compiling periodic reports on the basis of general
instructions.
Schedules tentative appointments without prior clearance. Assembles
necessary background material for scheduled meetings. Makes arrange
ments for meetings and conferences.
Explains supervisor’s requirements to other employees in supervisor’s unit.
(Also types, takes dictation, and files.)
The following tabulation shows the level of the secretary for each LS and LR
combination:
LS-1......................................................
LS-2......................................................
LS-3......................................................
LS-4......................................................
LR-1
Class E
Class D
Class C
Class B
LR-2
ClassD
ClassC
ClassB
ClassA
FILE CLERK
STENOGRAPHER
Files, classifies, and retrieves material in an established filing system. May perform
clerical and manual tasks required to maintain files. Positions are classified into levels on
the basis of the following definitions.
Primary duty is to take dictation using shorthand, and to transcribe the dictation. May
also type from written copy. May operate from a stenographic pool. May occasionally
transcribe from voice recordings (if primary duty is transcribing from recordings, see
Transcribing-Machine Typist).
Class A. Classifies and indexes file material such as correspondence, reports, technical
documents, etc., in an established filing system containing a number of varied subject
matter files. May also file this material. May keep records of various types in
conjunction with the files. May lead a small group of lower level file clerks.
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.
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
Performs 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 procedures and of the specific business operations,
organization, policies, procedures, files, workflow, etc. Uses this knowledge in
performing stenographic duties and responsible clerical tasks such as maintaining
follow-up files; assembling material for reports, memoranda, and letters; composing
simple letters from general instructions; reading and routing incoming mail; and
answering routine questions, etc.
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.
Stenographer, General. Dictation involves a normal routine vocabulary. May maintain
files, keep simple records, or perform other relatively routine clerical tasks.
Performs various routine duties such as running errands, operating minor office
machines such as sealers or mailers, opening and distributing mail, and other minor
clerical work. Exclude positions that require operation of a motor vehicle as a
significant duty.
Class C. Performs 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.
MESSENGER
TRANSCRIBING-MACHINE TYPIST
Primary duty is to type copy of voice recorded dictation which does not involve
varied technical or specialized vocabulary such as that used in legal briefs or reports on
scientific research. May also type from written copy. May maintain files, keep simple
records, or perform other relatively routine clerical tasks. (See Stenographer definition
for workers involved with shorthand dictation.)
SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private branch exchange
(PBX) system to relay incoming, outgoing, and intrasystem calls. May provide
information to callers, record and transmit messages, keep record of calls placed and
toll charges. Besides operating a telephone switchboard or console, may also type or
perform routine clerical work (typing or routine clerical work may occupy the major
portion of the worker’s 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
Operator-Receptionist.
TYPIST
Uses a typewriter to make copies of various materials or to make out bills after
calculations have been made by another person. May include typing of stencils, mats, or
similar materials for use in duplicating processes. May do clerical work involving little
special training, such as keeping simple records, filing records and reports, or sorting
and distributing incoming mail.
SWITCHBOARD OPERATOR-RECEPTIONIST
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.
At a single-position telephone switchboard or console, acts both as an operator—see
Switchboard Operator—and as a receptionist. Receptionist’s work involves such duties
as greeting visitors; determining nature of visitor’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.
Class B. Performs one or more of the following: Copy typing from rough or clear drafts;
or routine typing of forms, insurance policies, etc.; or setting up simple standard
tabulations; or copying more complex tables already set up and spaced properly.
Receives written or verbal customers’ purchase orders for material or merchandise
from customers or sales people. Work typically involves some combination of the
following duties: Quoting prices; determining availability of ordered items and
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Federal Reserve Bank of St. Louis
ORDER CLERK
30
suggesting substitutes when necessary; advising expected delivery date and method of
delivery; recording order and customer information on order sheets; checking order
sheets for accuracy and adequacy of information recorded; ascertaining credit rating of
customer; furnishing customer with acknowledgement of receipt of order; following up
to see that order is delivered by the specified date or to let customer know of a delay in
delivery; maintaining order file; checking shipping invoice against original order.
Exclude workers paid on a commission basis or whose duties include any of the following:
Receiving orders for services rather than for material or merchandise; providing
customers with consultative advice using knowledge gained from engineering or
extensive technical training; emphasizing selling skills; handling material or merchan
dise as an integral part of the job.
Positions are classified into levels according to the following definitions:
Class A. Handles orders that involve making judgments such as choosing which specific
product or material from the establishment’s product lines will satisfy the customer’s
needs, or determining the price to be quoted when pricing involves more than merely
referring to a price list or making some simple mathematical calculations.
Class B. Handles orders involving items which have readily identified uses and
applications. May refer to a catalog, manufacturer’s manual, or similar document to
insure that proper item is supplied or to verify price of ordered item.
ACCOUNTING CLERK
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 the clerical accuracy of various types of
reports, lists, calculations, postings, etc.; preparing journal vouchers; or making entries
or adjustments to accounts.
Levels C and D require a basic knowledge of routine clerical methods and office
practices and procedures as they relate to the clerical processing and recording of
transactions and accounting information. Levels A and B require a knowledge and
understanding of the established and standardized bookkeeping and accounting proce
dures and techniques used in an accounting system, or a segment of an accounting
system, where there are few variations in the types of transactions handled. In addition,
some jobs at each level may require a basic knowledge and understanding of the
terminology, codes, and processes used in an automated accounting system.
Class A. Maintains journals or subsidiary ledgers of an accounting system and balances
and reconciles accounts. Typical duties include one or both of the following: Reviews
invoices and statements (verifying information, ensuring sufficient funds have been
obligated, and if questionable, resolving with the submitting unit, determining accounts
involved, coding transactions, and processing material through data processing for
application in the accounting system); and/or analyzes and reconciles computer
printouts with operating unit reports (contacting units and researching causes of
discrepancies, and taking action to ensure that accounts balance). Employee resolves
problems in recurring assignments in accordance with previous training and experience.
Supervisor provides suggestions for handling unusual or on-recurring transactions^
Conformance with requirements and technical soundness of completed work are
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Federal Reserve Bank of St. Louis
reviewed by the supervisor or are controlled by mechanisms built into the accounting
system. NOTE: Excluded from class A are positions responsible for maintaining either a
general ledger or a general ledger in combination with subsidiary accounts.
Class B. Uses a knowledge of double entry bookkeeping in performing one or more of
the following: Posts actions to journals, identifying subsidiary accounts affected and
debit and credit entries to be made and assigning proper codes; reviews computer
printouts against manually maintained journals, detecting and correcting erroneous
postings, and preparing documents to adjust accounting classifications and other dataor reviews lists of transactions rejected by an automated system, determining reasons
for rejections, and preparing necessary correcting material. On routine assignments,
employee selects and applies established procedures and techniques. Detailed instruc
tions are provided for difficult or unusual assignments. Completed work and methods
used are reviewed for technical accuracy.
Class C. Performs one or more routine accounting clerical operations such as:
Examining, verifying, and correcting accounting transactions to ensure completeness
and accuracy of data and proper identification of accounts, and checking that
expenditures will not exceed obligations in specified accounts; totaling; balancing, and
reconciling collection vouchers; posting data to transaction sheets where employee
identifies proper accounts and items to be posted; and coding documents in accordance
with a chart (listing) of accounts. Employee follows specific and detailed accounting
procedures. Completed work is reviewed for accuracy and compliance with proce
dures.
Class D. Performs very simple and routine accounting clerical operations, for example
recognizing and comparing easily identified numbers and codes on similar and
repetitive accounting documents, verifying mathematical accuracy, and identifying
discrepancies and bringing them to the supervisor’s attention. Supervisor gives clear
and detailed instructions for specific assignments. Employee refers to supervisor all
matters not covered by instructions. Work is closely controlled and reviewed in detail
for accuracy, adequacy, and adherence to instructions.
PAYROLL CLERK
Performs the clerical tasks necessary to process payrolls and to maintain payroll
records. Work involves most of the following: Processing workers’ time or production
records; adjusting workers’ records for changes in wage rates, supplementary benefits,
or tax deductions; editing payroll listings against source records; tracing and correcting
errors in listings; and assisting in preparation of periodic summary payroll reports. In a
nonautomated payroll system, computes wages. Work may require a practical knowl
edge of governmental regulations, company payroll policy, or the computer system for
processing payrolls.
KEY ENTRY OPERATOR
Operates keyboard-controlled data entry device such as keypunch machine or keyoperated magnetic tape or disk encoder to transcribe data into a form suitable for
computer processing. Work requires skill in operating an alphanumeric keyboard and
an understanding of transcribing procedures and relevant data entry equipment.
Positions are classified into levels on the basis of the following definitions:
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 on a segment of a complex data processing scheme or system, as described for
class A. Works independently on routine assignments and receives instruction and
guidance on complex assignments. Work is reviewed for accuracy of judgment,
compliance with instructions, and to insure proper alignment with the overall system.
Class A. Work requires the application of experience and judgment in selecting
procedures to be followed and in searching for, interpreting, selecting, or coding items
to be entered from a variety of source documents. On occasion may also perform
routine work as described for class B.
NOTE: Excluded are operators above class A using the key entry controls to access,
read, and evaluate the substance of specific records to take substantive actions, or to
make entries requiring a similar level of knowledge.
Class B. Work is routine and repetitive. Under close supervision or following specific
procedures or detailed instructions, works from various standardized source documents
which have been coded and require little or no selecting, coding, or interpreting of data
to be entered. Refers to supervisor problems arising from erroneous items, codes, or
missing information.
Class C. Works under immediate supervision, carrying out analyses as assigned, usually
of a single activity. Assignments are designed to develop and expand practical
experience in the application of procedures and skills required for systems analysis
work. For example, may assist a higher level systems analyst by preparing the detailed
specifications required by programmers from information developed by the higher
level analyst.
Professional and Technical
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 specifica
tions 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 systems analysts primarily concerned
with scientific or engineering problems.
For wage study purposes, systems analysts are classified as follows:
COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problems, typically prepared by a systems analyst,
into a sequence of detailed instructions which are required to solve the problems by
automatic data processing equipment. Working from charts or diagrams, the program
mer 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, mathemat
ics, 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
involving all phases of systems 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 follow-up actions are initiated by the
computer.) Confers with persons concerned to determine the data processing problems
and advises subject-matter personnel on the implications of new or revised systems of
data processing operations. Makes recommendations, if needed, for approval of major
systems installations or changes and for obtaining equipment.
May provide functional direction to lower level systems analysts who are assigned to
assist.
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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
32
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 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 recordkeeping 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.
Class C. Makes practical applications of programming practices and concepts usually
learned in formal training courses. Assignments are designed to develop competence in
the application of standard 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 OPERATOR
In accordance with operating instructions, monitors and operates the control console
of a digital computer to process data. Executes runs by either serial processing
(processes one program at a time) or multiprocessing (processes two or more programs
simultaneously). The following duties characterize the work of a computer operator:
•
•
•
•
•
•
•
Studies operating instructions to determine equipment setup needed.
Loads equipment with required items(tapes, cards, disks, paper, etc.).
Switches necessary auxiliary equipment into system.
Starts and operates computer.
Responds to operating and computer output instructions.
Reviews error messages and makes corrections during operation or refers
problems.
Maintains operating record.
May test-run new or modified programs. May assist in modifying systems or
programs. The scope of this definition includes trainees working to become fully
qualified computer operators, fully qualified computer operator, and lead operators
providing technical assistance to lower level operators. It excludes workers who
monitor and operate remote terminals.
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Federal Reserve Bank of St. Louis
Class A. In addition to work assignments described for a class B operator (see below) the
work of a class A operator involves at least one of the following:
•
•
•
•
Deviates from standard procedures to avoid the loss of information or to
conserve computer time even though the procedures applied materially
alter the computer unit’s production plans.
Tests new programs, applications, and procedures.
Advises programmers and subject-matter experts on setup techniques.
Assists in (1) maintaining, modifying, and developing operating systems or
programs; (2) developing operating instructions and techniques to cover
problem situations; and/or (3) switching to emergency backup procedures
(such assistance requires a working knowledge of program language,
computer features, and software systems).
An operator at this level typically guides lower level operators.
Class B. In addition to established production runs, work assignments include runs
involving new programs, applications, and procedures (i.e., situations which require the
operator to adapt to a variety of problems). At this level, the operator has the training
and experience to work fairly independently in carrying out most assignments.
Assignments may require the operator to select from a variety of standard setup and
operating procedures. In responding to computer output instructions or error condi
tions, applies standard operating or corrective procedures, but may deviate from
standard procedures when standard procedures fail if deviation does not materially
alter the computer unit’s production plans. Refers the problem or aborts the program
when procedures applied do not provide a solution. May guide lower level operators.
Class C. Work assignments are limited to established production runs (i.e., programs
which present few operating problems). Assignments may consist primarily of on-thejob training (sometimes augmented by classroom instruction). When learning to run
programs, the supervisor or a higher level operator provides detailed written or oral
guidance to the operator before and during the run. After the operator has gained
experience with a program, however, the operator works fairly independently in
applying standard operating or corrective procedures in responding to computer
output instructions or error conditions, but refers problems to a higher level operator or
the supervisor when standard procedures fail.
PERIPHERAL EQUIPMENT OPERATOR
Operates peripheral equipment which directly supports digital computer operations.
Such equipment is uniquely and specifically designed for computer applications, but
need not be physically or electronically connected to a computer. Printers, plotters,
card read/punches, tape readers, tape units or drives, disk units or drives, and data
display units are examples of such equipment.
The following duties characterize the work of a peripheral equipment operator:
•
•
Loading printers and plotters with correct paper; adjusting controls for
forms, thickness, tension, printing density, and location; and unloading
hard copy.
Labelling tape reels, disks, or card decks.
•
•
•
•
Checking labels and mounting and dismounting designated tape reels or
disks on specified units or drives.
Setting controls which regulate operation of the equipment.
Observing panel lights for warnings and error indications and taking
appropriate action.
Examining tapes, cards, or other material for creases, tears, or other
defects which could cause processing problems.
This classification excludes workers (1) who monitor and operate a control console
(see computer operator) or a remote terminal, or (2) whose duties are limited to
operating decollates, bursters, separators, or similar equipment.
COMPUTER DATA LIBRARIAN
Maintains library of media (tapes, disks, cards, cassettes) used for automatic data
processing applications. The following or similar duties characterize the work of a
computer data librarian: Classifying, cataloging, and storing media in accordance with a
standardized system; upon proper requests, releasing media for processing; maintaining
records of releases and returns; inspecting returned media for damage or excessive wear
to determine whether or not they need replacing. May perform minor repairs to
damaged tapes.
DRAFTER
Performs drafting work requiring knowledge and skill in drafting methods, procedures,
and techniques. Prepares drawings of structures, mechanical and electrical equipment,
piping and duct systems and other similar equipment, systems, and assemblies. Uses
recognized systems of symbols, legends, shadings, and lines having specific meanings in
drawings. Drawings are used to communicate engineering ideas, designs, and informa
tion in support of engineering functions.
The following are excluded when they constitute the primary purpose of the job:
•
•
•
•
•
Design work requiring the technical knowledge, skill, and ability to
conceive or originate designs;
Illustrating work requiring artistic ability;
Work involving the preparation of charts, diagrams, room arrangements,
floor plans, etc.;
Cartographic work involving the preparation of maps or plats and related
materials, and drawings of geological structures; and
Supervisory work involving the management of a drafting program or the
supervision of drafters.
selecting and interpreting data based on a knowledge of the design intent. Although
working primarily as a drafter, may occasionally perform engineering design work in
interpreting general designs prepared by others or in completing missing design details.
May provide advice and guidance to lower level drafters or serve as coordinator and
planner for large and complex drafting projects.
Class B. Prepares complete sets of complex drawings which include multiple views,
detail drawings, and assembly drawings. Drawings include complex design features
that require considerable drafting skill to visualize and portray. Assignments regularly
require the use of mathematical formulas to compute weights, load capacities,
dimensions, quantities of materials, etc. Working from sketches and verbal information
supplied by an engineer or designer, determines the most appropriate views, detail
drawings, and supplementary information needed to complete assignments. Selects
required information from precedents, manufacturers’ catalogs, and technical guides.
Independently resolves most of the problems encountered. Supervisor or designer may
suggest methods of approach or provide advice on unusually difficult problems.
NOTE: Exclude drafters performing work of similar difficulty to that described at this
level but who provide support for a variety of organizations which have widely
differing functions or requirements.
Class C. Prepares various drawings of parts and assemblies, including sectional profiles,
irregular or reverse curves, hidden lines, and small or intricate details. Work requires
use of most of the conventional drafting techniques and a working knowledge of the
terms and procedures of the industry. Familiar or recurring work is assigned in general
terms; unfamiliar assignments include information on methods, procedures, sources of
information, and precedents to be followed. Simple revisions to existing drawings may
be assigned with a verbal explanation of the desired results; more complex revisions are
produced from sketches which clearly depict the desired product.
Class D. Prepares drawings of simple, easily visualized parts of equipment from sketches
or marked-up prints. Selects appropriate templates and other equipment needed to
complete assignments. Drawings fit familiar patterns and present few technical
problems. Supervisor provides detailed instructions on new assignments, gives guid
ance when questions arise, and reviews completed work for accuracy.
Class E. Working under close supervision, traces or copies finished drawings, making
clearly indicated revisions. Uses appropriate templates to draw curved lines. Assign
ments are designed to develop increasing skill in various drafting techniques. Work is
spot-checked during progress and reviewed upon completion.
NOTE-. Exclude drafters performing elementary tasks while receiving training in the
most basic drafting methods.
Positions are classified into levels on the basis of the following definitions.
ELECTRONICS TECHNICIAN
Class A. Works closely with design originators, preparing drawings of unusual, complex
or original designs which require a high degree of precision. Performs unusually
difficult assignments requiring considerable initiative, resourcefulness, and drafting
expertise. Assures that anticipated problems in manufacture, assembly, installation, and
operation are resolved by the drawings produced. Exercises independent judgment in
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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 applica
tion of technical knowledge of electronics principles, ability to determine malfunctions,
and skill to put equipment in required operating condition.
The equipment—consisting of either many different kinds of circuits or multiple
repetition of the same kind of circuit—includes, but is not limited to, the following: (a)
Electronic transmitting and receiving equipment (e.g., radar, radio, television, tele
phone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and
medical measuring and controlling equipment.
This classification excludes repairers of such standard electronic equipment as
common office machines and household radio and television sets; production assemb
lers and testers; workers whose primary duty is servicing electronic test instruments;
technicians who have administrative or supervisory responsibility; and drafters,
designers, and professional engineers.
Positions are classified into levels on the basis of the following definitions:
REGISTERED INDUSTRIAL NURSE
A registered nurse gives nursing service under general medical direction to ill or
injured employees or other persons who become ill or suffer an accident on the premises
of a factory or other establishment. Duties involve a combination ofthefollowing: 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.
Class 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, electromagnetic radiation, isolating
malfunctions, and frequent engineering changes. Work involves: A detailed understan
ding of the interrelationships of circuits; exercising independent judgment in perfor
ming such tasks as making circuit analyses, calculating wave forms, tracing relation
ships in signal flow; and regularly using complex test instruments (e.g., dual trace
oscilloscopes, Q-meters, deviation meters, 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.
Maintenance, Toolroom, and Powerplant
MAINTENANCE CARPENTER
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.
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 interrelationships 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.
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.
MAINTENANCE ELECTRICIAN
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, transformers, switchboards, control
lers, circuit breakers, motors, heating ‘ units, conduit systems, or other transmission
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.
Class C. 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.
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.
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Federal Reserve Bank of St. Louis
MAINTENANCE PAINTER
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.
35
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 systems are excluded.
MAINTENANCE MACHINIST
Produces replacement parts and new parts in making repairs of metal parts of
mechanical equipment operated in an establishment. Work involves most of the
following-. Interpreting written instructions and specifications; planning and laying out
of work; using a variety of machinist’s handtools and precision measuring instruments;
setting up and operating standard machine tools; shaping of metal parts to close
tolerances; making standard shop computations relating to 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.
MAINTENANCE SHEET-METAL WORKER
Fabricates, installs, and maintains in good repair the sheet-metal equipment and
fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators,
chutes, ducts, metal roofing) of an establishment. Work involves most of the following:
Planning and laying out all types of sheet-metal maintenance work from blueprints,
models, or other specifications; setting up and operating all available types of sheetmetal working machines; using a variety of handtools in cutting, bending, forming,
shaping, fitting, and assembling; and installing sheet-metal articles as required. In
general, (he work of the maintenance sheet-metal worker requires rounded training and
experience usually acquired through a formal apprenticeship or equivalent training and
experience.
MAINTENANCE MECHANIC (MACHINERY)
Repairs machinery or mechanical equipment of an establishment. Work involves
most of the following-. Examining machines and mechanical equipment to diagnose
source of trouble; dismantling or partly dismantling machines and performing repairs
that mainly involve the use of handtools in scraping and fitting parts; replacing broken
or defective parts with items obtained from stock; ordering the production of a
replacement part by a machine shop or sending the machine to a machine shop for
major repairs; preparing written specifications for major repairs or for the production
of parts ordered from machine shops; reassembling machines; and making all necessary
adjustments for operation. In general, the work of a machinery maintenance mechanic
requires rounded training and experience usually acquired through a formal apprentice
ship 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 work; interpreting blueprints or other specifica
tions; using a variety of handtools and rigging; making standard shop computations
relating to stresses, strength of materials, and centers of gravity; aligning and balancing
equipment; selecting standard tools, equipment, and parts to be used; and installing and
maintaining in good order power 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.
MAINTENANCE MECHANIC (MOTOR VEHICLE)
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 motor vehicle maintenance 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.
MAINTENANCE TRADES HELPER
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.
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
MAINTENANCE PIPEFITTER
Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an
establishment. Work involves most of the following-. Laying out work and measuring to
locate position of pipe from drawings or other written specifications; cutting various
sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe
cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or
power-driven machines; assembling pipe with couplings and fastening pipe to hangers;
making standard shop computations relating to pressures, flow, and size of pipe
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Federal Reserve Bank of St. Louis
36
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-thejob training and experience.
For cross-industry wage study purposes, this classification does not include machinetool operators (toolroom) employed in tool and die jobbing shops.
and efficient boiler operation and to meet demands for steam or high-temperature
water. May also do one or more of the following: Maintain a log in which various
aspects of boiler operation are recorded; clean, oil, make minor repairs or assist in
repairs to boilerroom equipment; and, following prescribed methods, treat boiler water
with chemicals and analyze boiler water for such things as acidity, causticity and
’
alkalinity.
The classification excludes workers in establishments producing electricity, steam, or
heated or cooled air primarily for sale.
Material Movement and Custodial
TOOL AND DIE MAKER
Constructs and repairs 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 laying out work according to models, blueprints,
drawings, or other written or oral specifications; understanding the working properties
of common metals and alloys; selecting appropriate materials, tools, and processes
required to complete task; making necessary shop computations; setting up and
operating various machine tools and related equipment; using various tool and die
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, the tool and die maker’s work requires rounded training in machine-shop and
toolroom practice usually acquired through formal apprenticeship or equivalent
training and experience.
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).
STATIONARY ENGINEER
Operates and maintains one or more systems which provide an establishment with
such services as heat, air-conditioning (cool, humidify, dehumidify, filter, and circulate
air), refrigeration, steam or high-temperature water, or electricity. Duties involve:
Observing and interpreting readings on gauges, meters, and charts which register
various aspects of the system’s operation; adjusting controls to insure safe and efficient
operation of the system and to meet demands for the service provided; recording in logs
various aspects of the system’s operation; keeping the engines, machinery, and
equipment of the system in good working order. May direct and coordinate activities of
other workers (not stationary engineers) in performing tasks directly related to
operating and maintaining the system or systems.
The classification excludes head or chief engineers in establishments employing more
than one engineer; workers required to be skilled in the repair of electronic control
equipment; and workers in establishments producing electricity, steam, or heated or
cooled air primarily for sale.
BOILER TENDER
Tends one or more boilers to produce steam or high-temperature water for use in an
establishment. Fires boiler. Observes and interprets readings on gauges, meters, and
charts which register various aspects of boiler operation. Adjusts controls to insure safe
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Federal Reserve Bank of St. Louis
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. Salesroute and over-the-road drivers are excluded.
For wage study purposes, truckdrivers are classified by type and rated capacity of
truck, as follows:
Truckdriver, light truck
(straight truck, under 1 1/2 tons, usually 4 wheels)
Truckdriver, medium truck
(straight truck, 1 1/2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
Truckdriver, tractor-trailer
SHIPPER AND RECEIVER
Performs clerical and physical tasks in connection with shipping goods of the
establishment in which employed and receiving incoming shipments. In performing
day-to-day, routine tasks, follows established guidelines. In handling unusual nonrou
tine problems, receives specific guidance from supervisor or other officials. May direct
and coordinate the activities of other workers engaged in handling goods to be shipped
or being received.
Shippers typically are responsible for most of the following: Verifying that orders are
accurately filled by comparing items and quantities of goods gathered for shipment
against documents; insuring that shipments are properly packaged, identified with
shipping information, and loaded into transporting vehicles; preparing and keeping
records of goods shipped, e.g., manifests, bills of lading.
Receivers typically are responsible for most of the following: Verifying the correct
ness of incoming shipments by comparing items and quantities unloaded against bills of
lading, invoices, manifests, storage receipts, or other records; checking for damaged
goods; insuring that goods are appropriately identified for routing to departments
within the establishment; preparing and keeping records of goods received.
For wage study purposes, workers are classified as follows:
Shipper
POWER-TRUCK OPERATOR
Receiver
Shipper and receiver
Operates a manually controlled gasoline- or electric-powered truck or tractor to
transport goods and materials of all kinds about a warehouse, manufacturing plant, or
other establishment.
'
For wage study purposes, workers are classified by type of powertruck, as follows:
WAREHOUSEMAN
As directed, performs a variety of warehousing duties which require an understanding
of the establishment’s storage plan. Work involves most of the following-. Verifying
materials (or merchandise) against receiving documents, noting and reporting discrep
ancies 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
Shipper and Receiver and Shipping Packer), order filling (see Order Filler), or
operating power trucks (see Power-Truck Operator).
Forklift operator
Power-truck operator (other than forklift)
GUARD
Protects property from theft or damage, or persons from hazards or interference.
Duties involve serving at a fixed post, making rounds on foot or by motor vehicle, or
escorting persons or property. May be deputized to make arrests. May also help visitors
and customers by answering questions and giving directions.
Guards employed by establishments which provide protective services on a contract
basis are included in this occupation.
For wage study purposes, guards are classified as follows:
ORDER FILLER
Fills shipping or transfer orders for finished goods from stored merchandise in
accordance with specifications on sales slips, customers’ 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.
Class A. Enforces regulations designed to prevent breaches of security. Exercises
judgment and uses discretion in dealing with emergencies and security violations
encountered. Determines whether first response should be to intervene directly (asking
for assistance when deemed necessary and time allows), to keep situation under
surveillance, or to report situation so that it can be handled by appropriate authority.
Duties require specialized training in methods and techniques of protecting security
areas. Commonly, the guard is required to demonstrate continuing physical fitness and
proficiency with firearms or other special weapons.
SHIPPING PACKER
Prepares finished products for shipment or storage by placing them in shipping
containers, the specific operations performed being dependent upon the type, size, and
number of units to be packed, the type of container employed, and method of shipment.
Work requires the placing of items in shipping containers and may involve one or more of
the following-. Knowledge of various items of stock in order to verify content; selection
of appropriate type and size of container; inserting enclosures in container; using
excelsior or other material to prevent breakage or damage; closing and sealing
container; and applying labels or entering identifying data on container. Packers who
also make wooden boxes or crates are excluded.
Class B. Carries out instructions primarily oriented toward insuring that emergencies
and security violations are readily discovered and reported to appropriate authority.
Intervenes directly only in situations which require minimal action to safeguard
property or persons. Duties require minimal training. Commonly, the guard is not
required to demonstrate physical fitness. May be armed, but generally is not required to
demonstrate proficiency in the use of firearms or special weapons.
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.
MATERIAL HANDLING LABORER
A worker employed in a warehouse, manufacturing plant, store, or other establish
ment 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.
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Federal Reserve Bank of St. Louis
38
Service Contract
Act Surveys
The following areas are surveyed pe
riodically for use in administering the
Service Contract Act of 1965. Survey
results are published in releases which
are available, at no cost, while supplies
last from any of the BLS regional offices
shown on the back cover.
Alaska (statewide)
Albany, Ga.
Albuquerque, N. Mex.
Alexandria-Leesville, La.
Alpena-Standish-Tawas City, Mich.
Ann Arbor, Mich.
Asheville, N.C.
Atlantic City, N.J.
Augusta, Ga.-S.C.
Austin, Tex.
Bakersfield, Calif.
Baton Rouge, La.
Beaumont-Port Arthur-Orange and
Lake Charles, Tex.-La.
Biloxi-Gulfport and PascagoulaMoss Point, Miss.
Binghamton, N.Y.
Birmingham, Ala.
Bremerton-Shelton, Wash.
Brunswick, Ga.
Cedar Rapids, Iowa
Champaign-Urbana-Rantoul, 111.
Charleston-North CharlestonWalterboro, S.C.
Cheyenne, Wyo.
Clarksville-Hopkinsville, Tenn.-Ky.
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Federal Reserve Bank of St. Louis
Colorado Springs, Colo.
Columbia-Sumter, S.C.
Columbus, Ga.-Ala.
Columbus, Miss.
Connecticut (statewide)
Dothan, Ala.
Duluth-Superior, Minn.-Wis.
El Paso-Alamogordo-Las Cruces,
Tex.-N. Mex.
Eugene-Springfield-Medford, Oreg.
Fayetteville, N.C.
Fort Smith, Ark.-Okla.
Fort Wayne, Ind.
Frederick-HagerstownChambersburg, Md.-Pa.
Gadsden and Anniston, Ala.
Goldsboro, N.C.
Guam, Territory of
Knoxville, Tenn.
La Crosse-Sparta, Wis.
Laredo, Tex.
Lexington-Fayette, Ky.
Lima, Ohio
Little Rock-North Little Rock, Ark.
Logansport-Peru, Ind.
Lower Eastern Shore, Md.-Va.-Del.
Macon, Ga.
Madison, Wis.
Maine (statewide)
Mansfield, Ohio
McAllen-Pharr-Edinburg and
Brownsville-Harlingen- San
Benito, Tex.
Meridian, Miss.
Middlesex, Monmouth, and Ocean
Counties, N.J.
Mobile-Pensacola-Panama City, Ala.Fla.
Montana (statewide)
Montgomery, Ala.
Nashville-Davidson, Tenn.
New Bern-Jacksonville, N.C.
New Hampshire (statewide)
North Dakota (statewide)
Northern New York
Northwest Texas
Orlando, Fla.
Oxnard-Simi Valley-Ventura, Calif.
Peoria, 111.
Pine Bluff, Ark.
Pueblo, Colo.
Puerto Rico
Raleigh-Durham, N.C.
Reno, Nev.
Riverside-San Bernardino-Ontario,
Calif.
Salina, Kans.
Santa Barbara-Santa Maria-Lompoc,
Calif.
Savannah, Ga.
Selma, Ala.
Sherman-Denison, Tex.
Shreveport, La.
South Dakota (statewide)
Southeastern Massachusetts
Southern Idaho
Southwest Virginia
Spokane, Wash.
Springfield, 111.
Stockton, Calif.
Tacoma, Wash.
Topeka, Kans.
Tucson-Douglas, Ariz.
Tulsa, Okla.
Upper Peninsula, Mich.
Vallejo-Fairfield-Napa, Calif.
Vermont (statewide)
Virgin Islands of the U.S.
Waco and Killeen-Temple, Tex.
Waterloo-Cedar Falls, Iowa
West Virginia (statewide)
Western and Northern Massachusetts
Wichita Falls-Lawton-Altus, Tex.Okla.
Yakima-Richland-KennewickPendleton, Wash.-Oreg.
ALSO AVAILABLE—
An annual report on salaries for ac
countants, auditors, chief accountants,
attorneys, job analysts, directors of per
sonnel, buyers, chemists, engineers, en
gineering technicians, drafters, and cler
ical employees is available. Order as
BLS Bulletin 2045, National Survey of
Professional, Administrative, Technical
and Clerical Pay, March 1979, $3.00 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 bulletins available is presented below. Bulletins may be purchased from any of
the BLS regional offices shown on the back cover, or from the Superintendent of Documents,
U.S. Government Printing Office, Washington, D. C. 20402. Make checks payable to Superin
tendent of Documents. A directory of occupational wage surveys, covering the years 1970 through
1977, is available on request.
Area
Akron, Ohio, Dec. 1978 ..................................................................
Albany-Schenectady-Troy, N.Y., Sept. 1980'............................
Anaheim-Santa Ana-Garden Grove, Calif., Oct. 1979.............
Atlanta, Ga., May 1980 ..................................................................
Baltimore, Md., Aug. 1980 ............................................................
Billings, Mont., July 1980'..............................................................
Birmingham, Ala., Mar. 1978 ........................................................
Boston, Mass., Aug. 1980 ......................................................
Buffalo, N.Y., Oct. 1980 .................................................................
Canton, Ohio, May 1978 .................................................................
Chattanooga, Tenn.—Ga., Sept. 1980 .........................................
Chicago, 111., May 1980'..................................................................
Cincinnati, Ohio—Ky.—Ind., July 1980 .....................................
Cleveland, Ohio, Sept. 1980'..........................................................
Columbus, Ohio, Oct. 1980 ............................................................
Corpus Christi, Tex., July 1980......................................................
Dallas—Fort Worth, Tex., Dec. 1979...........................................
Davenport—Rock Island—Moline, Iowa—111., Feb. 1980' . . .
Dayton, Ohio, Dec. 1979 ................................................................
Daytona Beach, Fla., Aug. 1980' .................................................
Denver—Boulder, Colo., Dec. 1979 .............................................
Detroit, Mich., Mar. 1980 ..............................................................
Fresno, Calif., June 1980' ..............................................................
Gainesville, Fla., Sept. 1980'..........................................................
Gary—Hammond—East Chicago, Ind., Nov. 1980'...............
Green Bay, Wis., July 1980 ............................................................
Greensboro—Winston-Salem—High Point, N.C., Aug. 1980'
Greenville—Spartanburg, S.C., June 1980 ................................
Hartford, Conn., Mar. 1980'..........................................................
Houston, Tex., Apr. 1980'..............................................................
Huntsville, Ala., Feb. 1980'............................................................
Indianapolis, Ind., Oct. 1980..........................................................
Jackson, Miss., Jan. 1980 ..............................................................
Jacksonville, Fla., Dec. 1979' ........................................................
Kansas City, Mo.—Kans., Sept. 1980...........................................
Los Angeles—Long Beach, Calif., Oct. 1979 ............................
Louisville, Ky.—Ind., Nov. 1979 .................................................
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Federal Reserve Bank of St. Louis
Bulletin number
and price*
. ... 3000-45
. . . . 2050-48
.. .. 3000-44
.... 3000- 5
. . .. 3000-56
. . . . 3000-50
. ... 3000-16
. . . . 2050-59
$1.00
$2.25
$1.50
$2.25
$2.25
$2.00
$0.80
$2.25
$2.25
$0.70
$1.75
$3.25
$2.25
$3.25
$2.00
$1.75
$2.25
$2.25
$2.00
$1.75
$2.25
$2.25
$2.00
$2.00
$1.75
$1.75
$2.25
$1.75
$2.25
$3.25
$2.25
$2.25
$1.75
$2.25
$2.25
$2.25
$2.00
Area
Memphis, Tenn.—Ark.—Miss., Nov. 1979'..........................................................
Miami, Fla., Oct. 1980 .................................................................................................
Milwaukee, Wis., Apr. 1980 .......................................................................................
Minneapolis—St. Paul, Minn.—Wis., Jan. 1980 ..................................................
Nassau—Suffolk, N.Y., June 1980..........................................................................
Newark, N.J., Jan. 1980'.............................................................................................
New Orleans, La., Oct. 1979 .......................................................................................
New York, N.Y.—N.J., May 1980 ............................................................................
Norfolk—Virginia Beach—Portsmouth, Va.—N.C., May 1980.. ....................
Norfolk—Virginia Beach—Portsmouth and Newport News—
Hampton, Va.—N.C., May 1978 ..........................................................................
Northeast Pennsylvania, Aug. 1980 ..........................................................................
Oklahoma City, Okla., Aug. 1980'............................................................................
Omaha, Nebr.—Iowa, Oct. 1980'..............................................................................
Paterson—Clifton—Passaic, N.J., June 1980'.......................................................
Philadelphia, Pa.—N.J., Nov. 1980 ..........................................................................
Pittsburgh, Pa., Jan. 1980 ............................................................................................
Portland, Maine, Dec. 1979..........................................................................................
Portland, Oreg.—Wash., June 1980'........................................................................
Poughkeepsie, N.Y., June 1980’.................................................................................
Poughkeepsie—Kingston—Newburgh, N.Y., June 1980'....................................
Providence—Warwick—Pawtucket, R.I.—Mass., June 1980 .............................
Richmond, Va., June 980' ............................................................................................
St. Louis, Mo.—111., Mar. 1980...................................................................................
Sacramento, Calif., Dec. 1979.....................................................................................
Saginaw, Mich., Nov. 1980 ..........................................................................................
Salt Lake City—Ogden, Utah, Nov. 1979 ................................................................
San Antonio, Tex., May 1980’......................................................................................
San Diego, Calif., Nov. 1979........................................................................................
San Francisco—Oakland, Calif., Mar. 1980 ............................................................
San Jose, Calif., Mar. 1980 ..........................................................................................
Seattle—Everett, Wash., Dec. 1979'...........................................................................
South Bend, Ind., Aug. 1980 ........................................................................................
Toledo, Ohio—Mich., May 1980 ...............................................................................
Trenton, N.J., Sept. 1980..............................................................................................
Utica—Rome, N.Y., July 1978 ....................................................................................
Washington, D.C.—Md.—Va., Mar. 1980 ..............................................................
Wichita, Kans., Apr. 1980' ..........................................................................................
Worcester, Mass., Apr. 1980' ...................................................................!!!"""
York, Pa., Feb. 1980.......................................................................................................
Bulletin number
and price*
2050-56
3000-51
3000-10
3000- 1
3000-29
3000- 8
2050-53
3000-24
3000-20
2025-21
3000-37
3000-41
3000-57
3000-34
3000-53
3000- 3
2050-63
3000-49
3000-35
3000-39
3000-27
3000-23
3000-12
2050-71
3000-54
2050-62
3000-17
2050-70
3000- 9
3000- 6
2050-68
3000-36
3000-13
3000-43
2025-34
3000- 4
3000-15
3000-25
3000-11
Prices are determined by the Government Printing Office and are subject to change.
Data on establishment practices and supplementary wage provisions are also presented.
$2.25
$2.25
$2 25
$2.25
$7 00
$3.25
$2.25
$2^25
$1.75
$0 80
$1.75
$2.25
$2.25
$2.25
$2 25
$2^25
$175
$2 50
$2.00
$2'oo
$2.00
$2 25
$2.25
$L75
$L75
$2.00
$2.00
$2.00
$2.25
$2 00
$2.25
$175
$] 75
$175
$1.00
$2^25
$2 25
$2 00
$1.75
Postage_and Fees Paid
U.S. Department of Labor
U.S. Department of Labor
Bureau of Labor Statistics
Washington, D.C. 20212
Third Class Mail
Official Business
Penalty for private use, $300
Lab-441
Bureau of Labor Statistics Regional Offices
Region I
Region II
Region ill
Region IV
1603 JFK Federal Building
Government Center
Boston, Mass. 02203
Phone 223-6761 (Area Code 617)
Suite 3400
1515 Broadway
New York, N Y. 10036
Phone: 944-3121 (Area Code 212)
3535 Market Street,
P.O. Box 13309
Philadelphia, Pa. 19101
Phone 596-1154 (Area Code 215)
Suite 540
1371 Peachtree St., N.E.
Atlanta, Ga. 30367
Phone: 881-4418 (Area Code 404)
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