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Area
Wage
Survey

Providence—Warwick—Pawtucket,
Rhode Island—Massachusetts,
Metropolitan Area, June 1977

Bulletin 1950-22
U.S. Department of Labor
Bureau of Labor Statistics




Bristol, Rhode Island
Newport

Washington

Preface
T h i s b u l l e t i n p r o v i d e s r e s u l t s o f a June 1977 s u r v e y o f o c c u p a t i o n a l
e a r n i n g s and s u p p l e m e n t a r y w a g e b e n e f i t s in th e P r o v i d e n c e —W a r w i c k —
P a w t u c k e t , R h o d e I s la n d —M a s s a c h u s e t t s , S t a n d a r d M e t r o p o l i t a n S t a t i s t i c a l
Area.
The s u r v e y w a s m a d e as part o f the B u re a u o f L a b o r S t a t is t ic s '
ann ua l a r e a w a g e s u r v e y p r o g r a m . It w a s c o n d u c t e d b y th e B u r e a u ' s r e g i o n a l
o f f i c e in B o s t o n , M a s s . , u n d e r t h e g e n e r a l d i r e c t i o n o f P a u l V . M u l k e r n ,
A ssista n t R egion a l C o m m is s io n e r fo r O p era tion s.
T h e s u r v e y c o u l d not
h a v e b e e n a c c o m p l i s h e d w ith o u t th e c o o p e r a t i o n o f th e m a n y f i r m s w h o s e
w a g e and s a l a r y da ta p r o v i d e d t h e b a s i s f o r t h e s t a t i s t i c a l i n f o r m a t i o n in
t h is b u l l e t i n .
T h e B u r e a u w i s h e s t o e x p r e s s s i n c e r e a p p r e c i a t i o n f o r th e
coop eration re ce iv e d .
M a t e r i a l in t h is p u b l i c a t i o n is in th e p u b l i c d o m a i n and m a y b e
r e p r o d u c e d w ith o u t p e r m i s s i o n o f t h e F e d e r a l G o v e r n m e n t .
P le a se cred it




th e B u r e a u
pu blication.

of

Labor

S ta tistics

and

cite

th e

nam e

and

num ber

of

th is

Note:
R e p o r t s o n o c c u p a t i o n a l e a r n i n g s and s u p p l e m e n t a r y w a g e b e n e f i t s
in th e P r o v i d e n c e —W a r w i c k —P a w t u c k e t a r e a a r e a v a i l a b l e f o r th e la u n d r y
and d r y c l e a n i n g ( J u n e 1977) and m o v i n g and s t o r a g e (Ju n e 1977) i n d u s t r i e s .
A l s o a v a i l a b l e a r e l i s t i n g s o f u n io n w a g e r a t e s f o r b u il d in g t r a d e s , p r in t in g
t r a d e s , l o c a l - t r a n s i t o p e r a t i n g e m p l o y e e s , l o c a l t r u c k d r i v e r s and h e l p e r s ,
and g r o c e r y s t o r e e m p l o y e e s .
F r e e c o p i e s o f t h e s e a r e a v a i l a b l e f r o m the
B u re a u 's re g io n a l o f fic e s .
(See b a ck c o v e r f o r a d d r e s s e s .)

Area
Wage
Survey

Providence—Warwick—Pawtucket,
Rhode Island—Massachusetts,
Metropolitan Area, June 1977

U.S. Department of Labor
Ray Marshall, Secretary
Bureau of Labor Statistics
Julius Shiskin, Commissioner
August 1977

Contents

Bulletin 1950-22

Introduction-------------------------------------------------------------- 2

Page

Page

A -1 2 . Hourly earnings of material
movement and custodial
workers-------------------------------------------17
A - 13. Average hourly earnings of
maintenance, toolroom,
powerplant, material move­
ment, and custodial work­
ers, by s e x -------------------------------------18

T able s :
A.

Earnings, all establishments:
A - l . Weekly earnings of office
workers---------------------------------------------- 3
A -2 . Weekly earnings of profes­
sional and technical workers-------- 5
A - 3 . Average weekly earnings of
office, professional, and
technical workers, by sex------------ 6
A -4 . Hourly earnings of mainte­
nance, toolroom, and
powerplant w o r k e r s---------------------- 7
A -5 . Hourly earnings of material
movement and custodial
8
workers------------------------------A -6 . Average hourly earnings of
maintenance, toolroom,
powerplant, material move­
ment, and custodial work­
ers, by s e x -------------------------------------10
A -7 . Percent increase in average
hourly earnings, adjusted for
employment shifts, for se­
lected occupational groups-----------111

B.

Establishment practices and supple­
mentary wage provisions:
B - l . Minimum entrance salaries
for inexperienced typists
and clerks---------------------------------------- 19
B -2 . Late-shift pay provisions for
full-tim e manufacturing
plant w orkers----------------------------------20
B -3 . Scheduled weekly hours and
days of full-tim e first-shift
workers-------------------------------------------- 21
B -4 . Annual paid holidays for
full-tim e workers--------------------------- 22
B -5 . Paid vacation provisions for
full-time workers--------------------------- 23
B -6 . Health, insurance, and pen­
sion plans for full-time
B -7 .

Life insurance plans for
full-tim e workers----------------------------27

Appendix A.
Appendix B.

Scope and method of survey------------31
Occupational descriptions--------------- 37

Earnings, large establishments:
A -8 . Weekly earnings of office
A -9 .

Weekly earnings of profes­
sional and technical w ork ers---------14
A -1 0 . Average weekly earnings of
office, professional, and
technical workers, by sex-------------- 15
A - l l . Hourly earnings of mainte­
nance, toolroom, and
powerplant w ork ers------------------------ 16

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.




Introduction
This area is 1 of 74 in which the U.S. Department of Labor's Bu­
reau of Labor Statistics conducts surveys of occupational earnings and r e ­
lated benefits. (See list of areas on inside back cover.) In each area,
occupational earnings data (A -s e r ie s tables) are collected annually. Infor­
mation 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 com ­
pleted, two summ ary bulletins are issued. The first brings together data
for each metropolitan area surveyed; the second presents national and r e ­
gional estim ates, projected from individual metropolitan area data, for all
Standard Metropolitan Statistical A reas in the United States, excluding Alaska
and Hawaii.
A m ajor consideration in the area wage survey program is the need
to describe the level and movement of wages in a variety of labor m arkets,
through the analysis of (1) the level and distribution of wages by occupation,
and (2) the movement of wages by occupational category and skill level.
The program develops information that may be used for many purposes,
including wage and salary administration, collective bargaining, and a s ­
sistance in determining plant location. Survey results also are used by the
U.S. Department of Labor to make wage determinations under the Service
Contract Act of 1965.
A -s e r ie s tables
Tables A - l through A -6 provide estimates of straight-tim e weekly
or hourly earnings for workers in occupations common to a variety of
manufacturing and nonmanufacturing industries.
For the 31 largest survey
a re a s, tables A -8 through A -1 3 provide sim ilar data for establishments
employing 500 workers or m ore.




Table A -7 provides percent changes in average hourly earnings of
office clerical w orkers, electronic data processing w orkers, industrial
nurses, skilled maintenance trades w orkers, and unskilled plant workers.
Where possible, data are presented for all industries and for manufacturing
and nonmanufacturing separately.
Data are not presented for skilled main­
tenance workers in nonmanufacturing because the number of workers em ­
ployed in this occupational group in nonmanufacturing is too small to warrant
separate presentation.
This table provides a m easure of wage trends after
elimination of changes in average earnings caused by employment shifts
among establishments as well as turnover of establishments included in
survey sam ples.
For further details, see appendix A.
B -s e r ie s tables
The B -s e r ie s tables present information on minimum entrance
salaries for inexperienced typists and clerk s; late-sh ift pay provisions and
practices for plant workers in manufacturing; and data separately for plant
and office workers on scheduled weekly hours and days of fir st-sh ift work­
e r s; paid holidays; paid vacations; health, insurance, and pension plans;
and m ore detailed information on life insurance plans.
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, on the a re a's industrial composition in manufacturing, and on
labor-m anagem ent agreement coverage.
Appendix B provides job descriptions used by Bureau field econ­
om ists to cla ssify workers by occupation.

A. Earnings
Table A-1. Weekly earnings of office workers in Providence—Warwick—Pawtucket, R.I.—Mass., June 1977
N um ber o f w o r k e r s r e c e iv in g s t r a ig h t-t im e w e e k ly e a rn in g s o f—
N um ber

Occupation and industry division

of
w orkers

S

A vera ge
h ou rs1
M ean

(s ta n d a rd

2

M e d ia n

2

M id d le r a n g e

2

95

loo

S

i

105

no

S
115

5
120

%

S

125

130

i

$

140

150

160

S

s

$

170

180

190

*

s

200

210

i
220

5

s

230

240

and
under
95

ALL

s

S

S

90

w e e k ly

25c
and

100

105

no

115

120

125

130

140

150

160

170

ldn

19o

20 0

210

220

230

over

240

W ORKERS
$

$

$

$
J0
3J

15

1

200.00 175.00-222.00
secretaries, class

b

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

NUlHnANUr At 1UK lNo
j

L L H L

1A

H lu jy

v L n o b

255

38.5 189.00 188.00 167.50-203.00

-

-

-

-

-

-

1

4

6

21

37

29

38

39

32

394

1

1
1

174.03 170.00 151.50-188.00

13

7

20

51

66

56

52

49

10

17

1

3

12

4

3

*

8

1

11

1
1

12
UKlnu

• • • ■ '- * ■ ■

■

■

22
10
14

1
191

31

Q

ST
N U ftn A N U r A C 1

37.5 142^00 160.00 125.00-152.00

1

38.0 132.50 125.00 113.00-160.00

28

,,_

b

1
22

13

33

45

23

62

46

86

59

22

12
12

555

17

29

85

49

1
2

1

18
13

37

17
1
1 T r I 3 1J t

LL A

j j

A

" " "

■

"

2 11

290

r

ILL

r

L L L K n i

*~J

ILL LLt“ ^J)t

LL A

j j

d

• ■ ■ ■ ■ ■ ■

"■ ■ ■

39.5 131.00 128.50 120.00110.0037.0 130.50
37.0 172.50 206.50 120.00-

330

38.0 116.50 1 1 0 . 0 0

230

37.5 1 1 1 . 0 0

1 6 2
1 1 9

105.00

136.50
160.50
206.50

1

28

16

23

26
55

15
32

22

35
20
15

55
25

24

22
14
8

1

7

21

1 0 2 . 00- 1 2 0 .0 0

19

47

64

31

18
6

16

3

22
9

19

42

56

26
13
13

55

98.50-116.50

35

15

12

13

13

1

14
14

24

14

15

9

13

18

21

11

43
31

8

10

10

8
1

3 8 .0
117.00 113.50 106.00-126.50
37.5 113.50
103.50-120.00

1

1

1

14
10

1

11

12

8

lUJ.^u

* Workers were distributed as follows: 3 at $ 250 to $ 260; 1 at $ 260 to $ 270; and 4 at $ 270 to $ 280.
** Workers were distributed as follows: 1 at $ 250 to $ 260; 3 at $ 260 to $ 270; 3 at $ 270 to $ 280; and 1 at $ 280 to $ 290.
See footnotes at end of tables.




38

1

3

1

36
36
8

2

3
1

1

n

1

£

1

"•••
v

1

1
1
1

7

Table A-1. Weekly earnings of office workers in Providence—Warwick—Pawtucket, R.I.—Mass., June 1977— Continued
Weekly earning^^™
(standard)

Occupation and industry division

Number
of
woikers

Average
weekly
hours1
[standard)

N u m b e r o f w o r k e r s r e c e iv in g s t r a ig h t - t im e w e e k ly e a rn in g s o f —

S
Mean2

Median 2

Middle range 2

S

$

S

S

$

$

S

S

S

$

95

lo o

105

n o

115

120

95

100

105

110

115

120

125

4
. 4

13
3

9
9

6

14

11

7

3

1
6

10

3
3

3
7

1
1

•

3
3

8
1

1
1

18
17

9
9

11
7

21

5
5

4
4

13
7

6
2

20

13
9
4

45
40
5

39
28

21

90

S

S

$

S

S

S

125

130

1 40

150

160

170

180

190

200

210

1 30

1 40

1 50

1 60

1 70

180

1 90

200

210

220

6

13

6

6

4
3

7

1

13
9
4

S

220

S

S

S

230

240

250

?4 0

250 ov er.

and
under
230

ALL WORKERSCONTI.NUED
3 8 .0
3 8 .5
3 8 .0

$
1 2 7 .5 0
1 3 4 .0 0
1 2 2 .5 0

$

115
50
65

1 3 7 .5 0
1 1 9 .0 0

$
$
1 0 9 .0 0 -1 4 9 .5 0
1 1 0 .0 0 -1 5 4 .0 0
1 0 2 .0 0 -1 3 1 .0 0

SWITCHBOARD OPERATORS -------------NONMANUFACTURING -----------------

106
72

3 8 .0
3 7 .5

1 4 3 .5 0
1 4 0 .5 0

1 4 0 .0 3
1 3 5 .0 0

1 2 5 .0 0 -1 5 1 .0 0
1 2 5 .0 0 -1 4 0 .0 3

SWITCHBOARD OPERATOR-RECEPTIONISTSM A N U F A C T U R I N G --------- --- --- — --n o n m a n u f a c t u r i n g -----------------

238
174
64

3 9 .0
3 9 .5
3 8 .0

1 3 7 .5 0
1 4 1 .5 0
1 2 6 .0 0

1 3 4 .0 0
1 3 6 .0 0

120.00

1 2 2 .0 0 -1 5 0 .5 0
1 2 5 .0 0 -1 5 5 .0 0
1 1 0 .0 0 -1 3 8 .0 0

*

ORDER CLERKS —
MANUFACTURING —

245
203

3 9 .5
3 9 .5

1 5 2 .5 0
1 5 5 .0 0

1 4 0 .0 0
1 4 0 .0 0

1 2 0 .0 0 -1 7 5 .0 0
1 2 0 .0 0 -1 7 5 .0 0

2
2

-

2

8
6

OROER CLERKS. CLASS A
MANUFACTURING —

104
104

3 9 .0
3 9 .0

1 7 8 .0 0
1 7 8 .0 0

1 7 4 .5 0
1 7 4 .5 0

1 3 1 .5 0 -2 2 0 .5 0
1 3 1 .5 0 -2 2 0 .5 0

_

•

.

-

“

-

-

ORDER CLERKS. CLASS 8
MANUFACTURING

1 41
99

3 9 .5
3 9 .5

1 3 4 .0 0
1 3 0 .5 0

1 3 0 .0 0
1 2 6 .0 0

1 2 0 .0 0 -1 4 1 .0 0
1 1 4 .0 0 -1 4 2 .0 0

2
2

-

2
2

8
6

17
17

ACCOUNTING CLERKS ------MANUFACTURING -----NONMANUFACTURING ----PUBLIC UTILITIES
RETAIL TRADE ------ -----

1 .2 2 4
560
664

1 5 3 .0 0
1 5 3 .0 0
1 5 3 .0 0
1 9 0 .0 0
1 3 3 .5 0

1 4 8 .0 0
1 4 8 .0 0
1 4 6 .0 0
2 0 6 .5 0
1 3 4 .0 0

1 2 6 .0 0 -1 7 5 .0 0
1 3 4 .0 0 -1 7 5 .0 0
1 2 2 .0 0 -1 7 3 .5 0
1 5 0 .0 0 -2 1 5 .0 0
1 1 0 .0 0 -1 5 0 .0 0

11

10

10

-

lo
-

40
13
27
3

81
25
56
15
19

57
26
31
-

1 30

3 9 .0
3 9 .5
3 8 .0
3 7 .5
3 9 .5

ACCOUNTING CLERKS. CLASS A
MANUFACTURING --------- ----

399
194
205
79

3 8 .5
3 9 .5
3 8 .0
3 7 .5

1 7 5 .5 0
1 7 4 .0 0
1 7 7 .5 0
2 1 4 .5 0

1 6 9 .5 0
1 7 5 .5 0
1 6 5 .0 0
2 1 5 .0 0

-

*

4
4
•

819
366
453

3 9 .0
3 9 .5
3 8 .0
3 7 .5
3 9 .5

1 4 2 .0 0
1 4 2 .0 0
1 4 2 .0 0
1 7 4 .0 0
1 2 6 .5 0

1 3 6 .0 0
1 4 0 .0 0
1 3 3 .0 0
1 9 8 .5 0

81
25
56
15
19

53
26
27
-

MESSENGERS -------manufacturing

NONMANUFACTURING

NONMANUFACTURING --------

P U B L I C U T I L I T I E S --------

ACCOUNTING CLERKS. CLASS B
MANUFACTURING —
NONMANUFACTURING ----PUBLIC UTILITIES ---RETAIL TRADE ---

200

121

104

122.00

122.00

_
“
_
-

11

10

-

6

<L

3

7

8

3

1 5 0 .0 0 -1 9 4 .0 0
1 5 5 .0 0 -1 8 9 .5 0
1 5 0 .0 0 -2 1 5 .0 0
2 1 5 .0 0 -2 1 5 .0 0

_
*

-

.
-

1 2 0 .0 0 -1 5 6 .0 0
1 2 6 .0 0 -1 5 6 .0 0
1 1 S .0 0 - 1 5 9 .s o
1 3 0 .5 0 -2 0 6 .5 0
1 1 0 .0 0 -1 5 0 .0 0

11

10

10

-

-

11

3

10

7

-

10

-

10

-

8

3

40
13
27
3

9

4

11

19
19

18
18
16
16

2
2

2
2

1

1

11

21

8
8

25
19

6
6

1
1

24
15

66

30

16
50

10
12
7

15

6

9

2
26

21
5

7
3

“
5
4

8

12
9

4
4

1 *20
1 20

-

-

-

-

.

•

-

1

73
46
27
-

67
46

65
45

51

20

41
41

73
39
34

49
19
30
5

35
27

47
32
15

36
19
17
•

5

3

8
6
1

-

-

-

-

6

8

-

-

13
9
4

10
8
2

4

9

22
21
1

3
3
-

14
3

30

26

18
*

14
*

123
75
48

112

44
19
25
5

2

12

12

9

83
29
4

10

10

87
27
60
4
24

2

2

-

3

-

2

-

10

16

6

26

-

-

1

10

3

10

3

8

-

PAYROLL CLERKS ----------MANUFACTURING --- --NONMANUFACTURING —

310
225
85

3 9 .5
3 9 .5
3 8 .5

1 5 1 .5 0
1 5 0 .0 0
1 5 5 .0 0

1 4 8 .0 0
1 4 6 .0 0
1 4 8 .0 0

1 2 5 .0 0 -1 7 0 .0 0
1 2 5 .0 0 -1 6 7 ,0 0
1 2 0 .0 0 -1 8 0 .0 0

3
3

2

18
8
10

4
4
*

16
16
*

14
7
7

19
16
3

14

26

41
34
7

25
24

KEYPUNCH OPERATORS
MANUFACTURING ----- NONMANUFACTURING -----

628
364
264

3 9 .0
3 9 .5
3 8 .0

1 3 9 .0 0
1 4 1 .0 0
1 3 6 .5 0

1 3 4 .5 0
1 3 8 .0 0
1 2 8 .0 0

1 2 0 .0 0 -1 5 1 .0 0
1 2 2 .0 0 -1 5 2 .5 0
1 1 7 .0 0 -1 4 7 .5 0

6

5

38
17

100

21

21

64
36

64
36

72
16

13

26

95
52
43

88

5

48
24
24

100

-

6

23
5
18

34

-

KEYPUNCH OPERATORS. CLASS A
MANUFACTURING
n o n m a n u f a c t u r i n g -----

138
77
61

3 9 .0
3 9 .5
3 7 .5

1 5 9 .5 0
1 5 5 .5 0
1 6 4 .0 0

1 4 7 .5 0
1 4 6 .0 0
1 4 8 .5 0

1 3 8 .0 0 -1 8 2 .0 0
1 4 0 .0 0 -1 7 2 .0 0
1 3 5 .0 0 -2 0 6 .5 0

•

•

14

-

-

-

-

-

1

' 3
3

33

*

3
3

20

-

7
4
3

KEYPUNCH OPERATORS. CLASS B
MANUFACTURING —
NONMANUFACTURING — *

490
287
203

3 9 .0
3 9 .5
3 8 .5

1 3 3 .5 0
1 3 7 .0 0
1 2 8 .0 0

1 3 0 .0 0
1 3 2 .0 0
1 2 5 .0 0

1 2 0 .0 0 -1 4 8 .0 0
1 2 0 .0 0 -1 5 1 .0 0
1 1 6 .0 0 -1 4 0 .0 0

6

5
-

6

45
24

5

-

31
13
18

31

-

5
5

80
50
30

8
6

21

48
42

6

14

6

20
6

21
12

12
2

62
31
31

74

2 at $ 250 to $ 260; 3 at $ 260 t o $ 270; 4 at $ 280 to $ 290; 1 at $ 300 to $ 310; and 1 at $ 320 to $ 330.

4

2
2

97
51
46
7
9

-




6
6

161

-

S ee fo o tn o te s at end o f t a b le s .

1
1

155
87

-

W o r k e r s w e r e at $ 250 to $ 260.
W o r k e r s w e r e d is trib u te d as fo llo w s :

1
1

58

-

*
**

2
2

-

-

8

1
1

4
4

3
-

1 4 3 .0 0 -1 6 0 .0 0

23

1
1

6
6

7
7

1 2 5 .0 0 -1 7 6 .0 0

5
17

-

3
-

59
15
44

95
63
32

-

-

19
16

1 4 8 .5 0

22

-

1

10

14

60
14

1

5

8

-

23

12
11
9
7

8

2

8

9
7

4
4
13
9
4

2

19

33
32

22

32
13
19
19

1

-

6
-

1

-

16

*

10

55

4

54
54
-

3

45

4

1

10
8
2
2

44
44

41

10

2
39
39

2
2
17

1
16
15

5

-

-

1
14

2

-

21
20

1

m

45
32
13
-

14

-

-

25

21
6
1

.

-

15

95
14
35

—

•
-

21

66

*
•
-

1

7
7

138
95
43
4

*
•

-

1
1

68
10

*
_

-

9
9

22

4
4

•
-

9
9

36
5
4

2

-

4
4
-

5
5

*

1

1

7
7

11

4

1

10
10

1
6

5

5
3

4
4

1 5 0 .0 0

1

-

5

1 5 2 .5 0

8

-

20

1 5 1 .5 0

5
5
-

1

2
*

16
16

35

3 7 .5

2

1

-

3 9 .5

-

•

15
15
-

71

OPERATORS

2

21
20
1

52

BOOKKEEPING-MACHINE
MACHINE BILLERS

2
*

26
23

~

10
12

27

12
11
1

1

2
1

6
6
5

6

19
7

12
12
18
7

.
-

-

2

-

5

•
.

_

•
-

i

-

-

-

-

6

-

-

-

-

-

-

1

-

12

2
1
1

-

1

10
10

8
1
10

1
3

6

11
**n
l

12
1

i

2
7

-

1

6
1
2

a

•

-

•

-

2

1

-

1

2

10
8
2

•

-

-

1

-

1

-

-

-

-

-

*•

—

1

1

16

3
3

-

-

•

*

*

2

*

*

*

*

2
—

2

•

Table A-2. Weekly earnings of professional and technical workers in Providence—WarwickPawtucket, R.I.—Mass., June 1977
""^ V e d c ly ^ a r n ln g s ^ ™

N u m b e r of workers receiving straight-time weekly earnings of—

(s ta n d a r d )
N um ber

Occupation and industry division

of
w orkers

A vera ge

S

S

130

w e e k ly
h ou rs1

M ean2

[sta n d a rd )

M e d ia n

2

M id d le r a n g e

2

r and
under

$

130

14p

$

---S--- 5--- s

1

140

150

_

_

ISO

160

1

210

220

230

24<)

250

260

280

300

320

340

360

38o
and

170

180

_
-

•
-

220

230

240

250

260

280

300

320

340

360

17
5

21

18
5

29
9

19

9

20

9

2

21
12

11

10

5

32

9

6

1

6

*

380 over

ALL WORKERS
COMPUTER SYSTEMS ANALYSTS

$

$

$

$
-

-

-

-

-

_
-

30.0 Ji (*3U 311*00 cbo*QOaJ M Q • j Q

1
1

1
1

1
-

1

2

1
1

COMPUTER SYSTEMS ANALYSTS
O f£« OU
COMPUTER SYSTEMS ANALYSTS
\ d U J iliL.Ji / ? LLAoj O """

"""

COMPUTER PROGRAMMERS (BUSINESS) — -

COMPUTER PROGRAMMERS
CLA j S A

203

/*j Q " J (JJ

-

-

-

-

-

-

-

38.0 239.50 230,50 200.50-274.50

_
•

•
-

-

1

4

6

-

10

*

*

1

4

10

2

6
22

-

-

-

-

-

-

2

-

(BUSINESS),

COMPUTER PROGRAMMERS (BUSINESS)•
CLASS B ------------ ---- ----------

80

38.5 230.50 219.50 207.50-256.00

-

-

-

-

-

174.00 170.00 149.50-190.00

26
4

16

41

39

9
7

25

30
13
17

-

-

-

28
10

**22
__ __ _

16

2

-

NONMANUFACTURING ----- ----- -----

92

39*0
38.5 172.00 164*00 151.50-182.50

2
2

-

-

18

COMPUTER OPERATORS, CLASS C -----

67

39.0 137.00 134.50 120.09-149.50

t2 6

14

13

236.00 243.00 203.50-270.00
c u f
u •on

l

40.0

1

JQ t--Jc *()

19

2
35
18
17

1
37
23
14

15

9

1

1
1

8

-

1

-

4

4

2

9

3

3

5

16

13

16

21

13
5

17

20

11

4
4

19
4
15

14

7
4

4
4
*

2

2
1
1

5

7

15

9

-

6

2

-

4

-

-

-

8

7
14

8

8

9

8

10

17

5

7

3

2

2

8

1

6

4

2

11

6

4

1

3

-

•

-

-

-

-

-

2

3
5

-

3

1
2

-

11

8
8

1

-

-

-

-

10

3

8

1

-

1

7

1

-

-

-

-

1

1

1

1

32

6
10

24

8

13

26
14

8

11
10
1

20

12

5

9
7

8
6

2
3

a
4
4

8

2

3
3

-

2

4
4

15
13

2

9

17
13
4

6

1

6

1

2
-

2

-

16

12

23
17

14

10

12

4

3

6

4

8
6

64
47
17

40
36
4

11

12

21

12
9

9
3

21
12

9

2

1

2

1

14

15

“

-

-

-

1
1

*

7

8
6

7

11

17

1

5

6

5

7

5

9

5

7

3

1

1

6

8

2

8

3

6

15

4

6

-a.
-

-

-

-

1

6
6

•

-

-

1

-

-

-

-

-

-

-

-

-

'

'

'

-

'

at $ 440 to $ 4 6 0 ; 5 at* $ 460Wtoo r$k480;
ersw 3
e rat
e d
is8trib
fo llo
500atto$ 3
$ 8520.
0 to $ 4 0 0 ; 9 at $ 4 0 0 to $
$4
0 tou te
$ 5d0 0as
; and
2 wats : $ 10

5

-

16
5

1

See fo o tn o te s at end o f ta b le s .

*33

14

5
4

4
at $ 4 2 0 to $ 4 4 0 ;
W o r k e r s w e r e d is trib u te d as fo llo w s : 2 at $ 1 1 0 to $ 1 2 0 ; and 20 at $12 0 to $ 1 3 0 .
W o r k e r s w e r e d is trib u te d as fo llo w s : 3 at $ 1 1 0 to $ 1 2 0 ; and 23 at $12 0 to $ 1 3 0 .

2

11

13
24
17
7

2

'

12

10

5

2

2

12

13

1

16

2

1

17

4

-

8

7

16

5

52

1
1

'




5
15

20

8
40
23
17

4

*

39.0

t

20

-

116

**

-

28

a

3
5

Table A-3. Average weekly earnings of office, professional, and technical;workers, by sex,
in Providence—Warwick—Pawtucket, R.I.—Mass., June 1977
Sex, 3 occupation, and industry division

of

W e e k ly

w oricers

h ou rs
sta n d a rd )

Sex, 3 occupation, and industry division

W e e k ly

N um ber
of

W e e k ly

W e e k ly

w ork ers

e a r n in g s

h ou re
s ta n d a rd )

(s ta n d a r d )

P U tJ L A U

U 11L 1 I lt d

SECRETARIES* CLASS A ••••• ““

m-r-r

84
84

39.0 177.50
39.0 177.50

38.0 158.00
39.5 168.50

99

133.00
39.5 130.50

2 6

38.0 181.00

505

39.5 150.00

147

38*5 143.50

190

37.5 189.00
133.^0

90

38.0 144.50

241

38.0 145.00
156.50
37.5 142.00

PU8LIC UTILITIES ---------------

39.5 134.00
37.0 131.00,
37.0 172.50

54
475
185
290
60

ACCOUNTING CLERKS* CLASS A

NONMANUFACTURING

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

332
147

38.5 174.00
39.5 171.00

797

39.0 142.00

439

38.0 142.00

84
130.00
129.50
130.50
172.50

325
95
230

115.00
39.5 124.00
37.5 111.00

162
119

38.0 117.00
37.5 113.50

64

38.5 272.50

54

38.5 242.50
180.50

- - - - - - - - -

—

_

COMPUTER OPERATORS* CLASS A
lie

COMPUTER OPERATORS. CLASS B — —
COMPUTER OPERATORS. CLASS C

—

—

39.0 173.00
174.50
39.5 135.00

-

243

238.00

nonmanufacturing

DRAFTERS. CLASS B

——

COMPUTER PROGRAMMERS

39.0 152.00
38.0
39.5
37.0
37.0

■ ■
•

38.0 245.00
39.0 262.50

——

—

—

39.5 238.50

—

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - WOMEN.

NONMANUFACTURING ---- ------------

356
261

39.5 141.00
38.0 135.00

38.5
MANUFACTURING —

6

—

—

—

— —

COMPUTER OPERATORS. CLASS B
Re g i s t e r e d

1DV.Du

38.5 222.00

(BUSINESS) ---

38.5 155.00

nfl A

S ee fo o tn o te s at end o f t a b le .




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

manufacturing — —
nonmanufacturing •

149
65
tt

183

38.5 173.00
39.0 167.00
37.5 186.00

309
60

NONMANUFACTURING

COMPUTER PROGRAMMERS (BUSINESS) —
MANUFACTURING
nonmanufacturing
TT ’*

(BUSINESS).

366
247
119

SWITCP80AR0 OPERATOR-RECEPTIONISTS-

38.0 142.50
37.5 140.50

COMPUTER PROGRAMMERS
CLASS

37.5 137.00

----

100
72

39 5 1 D O . 0 J
39.5 152.00

162

FILE CLERK d
MANUFACTURING * j * —™
NONMANUFACTURING

COMPUTER SYSTEMS ANALYSTS

58

C - j -> C n G E R ~ '

$

(BUSINESS)•

123

e a r n in g s 1
(s ta n d a rd )

37.U 100.00

COMPUTER PROGRAMMERS
CLASS A

193.00
38.0 184.50

h o u rs r

COMPUTER SYSTEMS ANALYSTS
(BUSINESS):

38.0 126.00

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

NONMANUi A v IUKliio

$

39.0 137.50

191
NONMANUFACTURING

139
92

64

38.5 204.50

W e e k ly

W e e k ly
sta n d a rd )

238

61

376
147

__,,miPn(<

i

of
w orkers

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - MEN

NONMANUFACTURING ----------------169.50
173.00
166.00
207.00

Sex, 3 occupation, and industry division

e a r n in g s 1

FILE CLERKS - CONTINUED
OFFICE OCCUPATIONS - WOMEN

N um ber

(s ta n d a r d )

OFFICE OCCUPATIONS WOMEN— CONTINUED

134.03

38.5
39.5
37.5
38.5

(m e a n 2 )

(m e a n 2 )

OFFICE OCCUPATIONS - MEN

1»206
617
589
53

A vera ge

A v era g e

A v era g e
(m e a n ^ )
N um ber

industrial

nurses

38.5 168.50

■

-------

57

39.0 204.50

Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977
Hourly earnings *
iber

Occupation and industry division
Mean 2

Median2

Middle range 2

•Number of workers receiving 8traignt-time hourly earnings of—
T
5
S
S I
S
*
S
*
5
*
*
*
S
s -------- s — 1 -------- s
T ------ s
3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5. 20 5.40 5.60 5 . 80 6.00 6.20 6.40 6 .6 0 6.80 7.00 7.20 7 .40
Under and
$
3.40 under
3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5.20 5.40 5,60 5.80 6.00 6.20 6.40 6.60 6.80 7,00 7.20 7.40 7.60

»

7.60
and
over

ALL WORKERS
$
5.35
5.29

$
$
4.61- 5.80
4.61- 5.70

5.87
5.87

5.29- 6.53
5.19- 6.43

5.85
5.84

5 .7 3

5.73

5 .2 9 5 .2 9 -

369
304

5.42
5.22

5.50
5.32

303
278
no

6.42
6.44
6.62

maintenance pipefitters
manufacturing

69
69

maintenance trades helpers
m a n u f a c t u r i n g --- — -----

$

MAINTENANCE CARPENTERS
MANUFACTURING

101

141

5.29
5.25

MAINTENANCE ELECTRICIANS
MANUFACTURING —

351
307

5.86

MAINTENANCE MACHINISTS
MANUFACTURING —

405
403

MAINTENANCE MECHANICS (MACHINERY)
MANUFACTURING -----MAINTENANCE MECHANICS
(MOTOR VEHICLES)
NONMANUFACTURING
PUBLIC UTILITIES

6 .0 0

-

1

*

-

-

-

-

-

-

-

-

*

1

1

.

-

-

-

•
*

•
-

4.74- 5.87
4.70- 5.87

*

2
2

3
3

6.28
6.28
6.43

6.28- 6.37
6.28- 6.35
5.95- 6.95

-

-

5.80
5.80

5.67
5.67

5.21- 6.02
5.21- 6.02

.
-

63
59

4.04
3.92

3.93
3.93

3.47- 4.35
3.47- 4.35

2
2

TOOL a n d d i e MAKERS — ----MANUFACTURING -----------

669
669

6.41
6.41

6.56
6.56

5,93- 6.98
5.93- 6.98

BOILER TENDERS ------------m a n u f a c t u r i n g -----------

82
73

4.71
4.70

4.62
4.62

4.27- 4.93
4.05- 4.93

* Workers were distributed as follows:

6 .6 8
6 .6 8

*
3
3

20

20

2

1

a

20
20

28
14

4

4

11
11

6

13
4

*

11

29
25

13
13

20
20

47
46

28
28

19
17

31
31

8
2

2

81
81

1,

11

8

13
9

2
2

7

15

1
1

15
15

37
37

1
1

15

7

12

6

-

6
6

24
24

40
40

14
14

51
51

52
52

38
38

32
32

13
13

14
14

2

-

12

22
22

3
3

16
16

43
39

26
26

11
11

36
36

17
13

12
4

91
83

43
31

”

1

-

-

-

-

9
9
9

-

-

*

“

1

7
4
-

41
38
38

3
3
-

160
160
6

-

.

•

*

-

-

1
1

*

13
13

1

2
2

16
16

1

1

7
7

5
5

•
-

2
2

_

-

-

-

6
6

6

-

5
5

2
2

i
i

7
6

13
10

16
15

12

15
15

10 at $8.40 to $8.60; and 10 at $8.60 to $8.80.

See footnotes at end of tables.




18

1

.

-

3

7

-

1

6

11

10

1

9
-

-

12
12
12

10
10

“

1

-

*

*

*

24
24

35
7

*

14

.
*

.
-

34
34

2

2

2
*

9

4

2

"

18
*

.
*

*

-

-

3
3
-

•

J
3

•

22
22
22
3
3

7
3
3

•

-

1

2
'*

16

_
28

24
*20

-

*

-

•
*

*

3
3

-

-

1

6
6

9
9

5
5

15
15

_

_

•
*

4
*

3

-

“

-

-

*

-

*

*

*

41
41

32
32

44
44

47
47

71
71

59
59

105
105

49
49

135
135

8
8

18

4
4

1
1

2

1

4
3

6

15
15

_

24
24

_

1

-

3

1

6

1
1

•

18

•

-

Table A-5. Hourly earnings of material movement and custodial workers in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977
Hourly earnings **
Number
Occupation and industry division

workers

Mean * Median'*

Middle range *

N u m b e r of workers receiving straight-time hourly earning
S
1
5
1
*
s
*
s
S
2.60 2.80 3.00 3.20 3.40 3.60 3.80 4 .0 0 4.20
Under and
S
2.60 under
2.80 3.00 3.2p 3 .4 9 3.60 3.80 4.00 4 .2 0 4.40

s of—
s
s
$
4.40 4.60 4 .8 0

s
5 " 1
1
5
S
$
s
T --s
5.00 5.20 5.40 5*60 5.80 6 .0 0 6 .40 6 .8 0 7 .2 0 7.60

4.60 4.80 S.OQ

5.20 5.40 5.60 5.8? 6 ,0 Q 6 , W

and
6 .8 0 7,?0 7,6j_ over

ALL WORKERS
1.385
485
900
452
89

$
6.47
4.88
7.32
8.41
6.19

$
6.67
4.35
8.47
8.47
7.04

$
4.853.736.218.474.90-

$
8.47
6.35
8.47
8.47
7.04

7
7
•
-

7
7
-

-

33
32
1
-

42
41
1
1

50
29
21
21

9
9
-

40
40
•
-

24
24
-

75
68
7
-

20
20
-

13
13
•
•
-

TRUCKDRIVERSt LIGHT TRUCK
MANUFACTURING —

110
102

3.40
3.35

3.25
3.25

3.00- 4.00
3.00- 3.86

7
7

7
7

•
-

28
27

23
23

7
7

5
5

2
2

21
21

8
1

1
1

1
1

TRUCKDRIVERSt MEDIUM TRUCK
MANUFACTURING —
NONMANUFACTURING ---

490
189
301

5.22
4.80
5.49

5.17
4.35
5.17

4.35- 6.21
3.83- 4.64
5.17- -6.21

•
*

•
-

•
*

3
3
-

19
18
1

36
15
21

2
2
-

35
35
-

2
2
-

55
55
-

9
9
-

4
4
-

TRUCKDRIVERS. HEAVY TRUCK

171

6.50

6.67

6.17- 7.16

-

-

-

-

-

6

-

1

-

7

9

8

3

TRUCKDRIVERS. TRACTOR-TRAILER
NONMANUFACTURING —
PUBLIC UTILITIES

584
544
411

8.15
8.35
8.47

8.47
8.47
8.47

8.47- 8.47
8.47- 8.47
8.47- 8.47

•
-

-

.
-

-

-

1
-

2
-

2
-

•
-

5
-

1
•

.

7
-

SHIPPERS --- -a.
MANUFACTURING -----

243
202

4.11
3.82

4.00
3.75

3.25- 4.65
3.20- 4.30

2
2

10
10

*

34
34

20
20

17
16

28
27

7
7

27
27

10
10

16
13

15
15

4
4

14
14

RECEIVERS ---- —
MANUFACTURING NONMANUFACTURING -

171
102
69

4.20
3.70
4.92

4.10
3.55
4.90

3.31- 4.79
3.00- 4.05
4.25- 5.64

1
1

13
13
-

.
“

23
18
5

8
7
1

18
18
-

6
5
1

14
14
-

5
2
3

21
4
17

10
5
5

10
9
1

4
1
3

_
-

-

SHIPPERS AND RECEIVERS
MANUFACTURING —
NONMANUFACTURING ---

330
209
121

4.59
4.23
5.21

4.50
4.25
5.22

4.00- 5.08
3.68- 4.68
4.50- 5.88

*

-

-

-

8
8
-

22
22
-

30
30

14
14
-

18
18
"

20
20
*

93
43
50

9
9
-

16
15
1

29
29
“

34
34

-

WAREHOUSEMEN — --- —
MANUFACTURING --NONMANUFACTURING
RETAIL TRADE

676
391
285
133

4.63
4.24
5.17
5.07

4.73
4.35
5.17
5.64

3.713.505.173.25-

5.17
4.73
5.64
5.64

3
1
2
2

3
2
1
1

15
12
3
3

15
12
3
3

44
17
27
26

64
63
1
1

52
51
1
1

18
18
-

18
18
-

6
3
3

39
39
-

68
68
-

32
32
-

173
37
136

.
-

ORDER F I L L E R S ---- ---MANUFACTURING ----NONMANUFACTURING —

733
341
392

3.90
3.11
4.59

3.90
3.05
4.21

3.05- 4.21
2.70- 3.45
3.90- 4.89

60
**60
*

37
37
-

39
39
*

82
82
-

34
34
-

22
22
-

9
9

170
46
124

8
8
-

120
120

-

-

70
4
66

-

SHIPPING PACKERS
MANUFACTURING —

441
396

3.50
3.51

3.13
3.08

2.65- 4.27
2.65- 4.27

•
*

153
153

16
16

61
43

20
3

10
9

4
4

1
1

35
26

61
81

7
7

7
7

12
12

34
34

1.268
1.062
206

3.84
3.77
4.19

3.73
3.73
4.21

3.25- 4.24
3.25- 4.18
3.Cl- 5.77

26
20
6

37
32
5

61
56
5

150
109
41

156
121
35

68
58
10

233
233
-

137
137
-

41
41
-

137
92
45

20
20
-

44
42
2

37
37
-

FORKLIFT o p e r a t o r s --------MANUFACTURING --- ---- --NONMANUFACTURING ---

591
407
184

4.79
4.71
4.97

4.60
4.60
4.50

4.35- 5.27
4.35- 4.78
4.34- 5.56

.
-

3
3
-

-

-

-

20
20
-

8
2
6

22
22
-

44
19
25

109
89
20

85
38
47

119
115
4

GUARDS --------------MANUFACTURING --- — -

100
81

4.02
3.99

4.02
4.15

3.23- 4.57
3.75- 4.42

4

13
10

3
2

5
3

1

3
3

8
7

10
10

11
11

13
13

9
9

3
3

TRUCKDRIVERS ---MANUFACTURING
NONMANUFACTURING --PUBLIC UTILITIES
RETAIL TRADE

MATERIAL HANDLING LABORERS
MANUFACTURING --- --NONMANUFACTURING ---

* Workers were distributed as follows:
** W orkers were distributed as follows:

30 at $7.60 to $8; 1 at $8 to $8.40; 501 at $8.40 to $8.80; and 20 at $8.80 to $9.20.
16 at $2.20 to $2.40; and 44 at $2.40 to $2.60.

See footnotes at end of table.




8

38
12
26
1

153
17
136
-

2
2
-

16
15
1
•
1

3
3
3
-

5
•
5
•
5

140
32
108
3
-

63
58
5
5
-

44
2
42
42

28
2
26

136
136

-

-

3
3

-

104
2
102

-

*
-

39
39
-

2

2

-

-

-

31

59

-

10

33

_
-

-

9
-

-

•
-

5
3

4
-

44
42

•
-

504
499
411

17

10
3

1
-

-

8
-

3
-

•
-

•
-

.
-

3
3
-

20
20

•
-

11
3
8

4
4

-

-

-

-

18
1
17

-

19
19

-

-

-

6
6
6

74
74
74

13
12
1
1

10
10
-

20
6
14
14

1
1
1

-

2
2
-

30
30

-

-

13
13

30
30

9
9

-

-

-

59
59
-

•
-

-

6
6

15
15

41
5
36

•
-

-

-

-

11
11
-

3
3
-

50
16
34

26
20
6

.
-

•
-

65
32
33

26
17
9

•
-

•
-

-

8
8

2
2

.

-

7

_

49 *552
49
8
- 544
- 441
18
-

15
3
12

Table A-5. Hourly earnings of material movement and custodial workers in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977— Continued
H o u r ly e a r n in g s 4

Occupation and industry division

N

L
of

w o rk e rs

M ean

2

M e d ia n 2

M id d le r a n g e

2

N u m b e r of workers receiving straight-time hourly earnings of—
S
%
5
4.
4
*
$
$
4
4
%
S
2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.60
Ujidci
and
$
2.60
2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00

$
I
$
$
S
4
5.00 5.20 5. 40 5.60 5.80 6 .0 0

S
$
s ---- ~$--6.40 6.80 7.20 7.60
and

5.20 5.40 5. 6?) 5.80 6.00 6.40 6.80 7*20 7.60

over

ALL WORKERS—
CONTINUED
GUAR0S - CONTINUED
guards*

CLASS A -------------------

66

$
3.97

$
3.92

971

JANITORS. PORTERS* AND CLEANERS --MANUFACTURING --------------------NONMANUFACTURING ----- -----------

851

£*48

1*426
512
916

3.35
3.52
3.25

*„ W orkers were distributed as follows:
** W orkers were distributed as follows:

3.15
3.41
3.00

$
$
2.91- 4.60

13

3

5

1

1

£•30- 2.55 *736

5 6

19

37

31

53

13

2?

2.65- 3.69 **249
36
3.10- 3.83
2.60- 3.50
213

196
40
156

52
24
26

273
52
221

112
76
36

123
52
71

6

2

6

£

34
29
5

43
36
7

3

476 at $2.20 to $2.40; and 260 at $2.40 to $2.60.
4 at $2.20 to $2.40; and 245 at $2.40 to $2.60.

9

159
96
63

9

1

7

1
1

See footnotes at end of table.




2

7

1
6

2

*

“

-

-

7

14

1
21
21

42
40
2

14
1
13

13
1
12

61
6

55

4
-

4

23
23

2
1
1

-

-

-

-




Table A-6. Average hourly earnings of maintenance, toolroom,
powerplant, material movement, and custodial workers, by sex,
in Providence—Warwick—Pawtucket, R.I.—Mass., June 1977
Number

Sex.

3

occupation, and industry division

of
workers

A vera ge
(m e a n 2 )
hourly
earnings4

Number

Sex, 3 occupation, and industry division

MAINTENANCE. TOOLROOM. AND
POW c RPLA n T OCCUPATIONS - MEN

of
workers

A verage
(m e a n 2 )
hourly
earnings 4

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - MEN— CONTINUED
$
99

MAINTENANCL

5.24

l L c CT^ICI^N j

NONMANUFACTURING
394
V

r~

.

^ , T. . ~ , W»

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

; ' Uj
r-

64
330

. ,

3*73
5.07
.

r-«

4.23

278
64
6A
,

w

t

J . 11

5.dl

t rJ

,.r-,

559
559

6.42
6.42

1 * 043

3.78
4.80

material

movement

and

custodial

12 0

I.3BS
485
900

6.47
4.88
7.32

j a n i t o r s , p o r t e r s , and

--------

169
301

4.83
5.49

171

6.50

584
544

8.15
8.35 JANITORS* PORTERS* AN0 CLEANERS
8.47

411

—

1.279

3.31

538

3.66

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - WOMEN

3.35

TRUCKDRIVERS. TRACTOR-TRAILER

cleaners

J n I r r 1 Ww

S ee fo o tn o te s at end o f ta b le s .

10

■ MLn w o v

3.01

® *“ ■■■■■■■■■ ■■■■■■

126

3.68
3.83




Table A-7. Percent increases in average hourly earnings, adjusted for
employment shifts, for selected occupational groups in Providence—
Warwick—Pawtucket, R.I.—Mass., for selected periods
In du stry and o c c u p a tio n a l gro u p 5

M ay 1972
to
M ay 1973

M ay 1973
to
M ay 1974

M ay 1974 to June 1975
13 -m on th
in c r e a s e

A n nual ra te
o f in cre a se

June 1975
to
June 1976

June 1976
to
June 1977

A ll in d u s tr ie s :
O ffic e c le r i c a l
E le c t r o n ic data p r o c e s s i n g __________________________
In du strial n u r s e s
S k ille d m a in te n a n ce tr a d e s
....
U nskilled plant w o r k e r s
... .

5.6
( 6)
5.0
6.6
5.5

6.0
( 6)
6.5
6.1
8.8

8.8
7.6
8.5
8.9
7.4

8.1
7.0
7.8
8.2
6.8

6.8
6.6
5.5
8.2
8.2

6.7
6.8
6.8
8.1
7.9

M anufacturin g:
O ffice, c le r i c a l
E le c t r o n ic data p r o c e s s i n g __________________________
In du strial n u r s e s _____________________________________
S k ille d m ain ten an ce tr a d e s
............................. .
U n sk illed plant w o r k e r s _____________________________

5.4
(‘ )
4 .8
6.1
5.4

6.5
( 6)
6.3
6.1
8.5

7.7
( 6)
7.9
8.3
8.2

7.1
( 6)
7.3
7.6
7.5

7.3
( 6)
5.3
7.4
8.2

7.0
( 6)
7.4
7.7
8.2

N onm anufacturing:
O ffic e c l e r i c a l
.
E le c t r o n ic data p r o c e s s i n g _________________________
Industrial n u r s e s
-------U n sk illed plant w o r k e r s _____________________________

6.0
( 6)
( 6)
5.8

5.6
( 6)
( 6)
8.7

9.8
(*)
( 6)
6.0

9.0
(‘ )
( 6)
5.5

6.4

6.4
(‘ )
( 6)
7.5

See footnotes at end of tables.

0

( 6)
8.1

Table A-8. Weekly earnings of office workers—large establishments in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977
N u m ber o f w o r k e r s r e c e iv in g s t r a ig h t-t im e w e e k ly e a rn in g s o f —

Occupation and industry division

worker*

Average
weekly
hour*1
(standard)

S

$
Mem*

Median2

Middle range 2

8

S

$

$

$

8

S

$

$

S

$

$

S

8

$

$

8

$

8

95

lo o

105

1 10

115

1 20

125

1 30

135

1 40

145

150

155

160

170

18C

1 90

200

210

220

95

100

1 05

n o

115

1 20

125

130

135

1 40

145

1 50

155

160

170

180

190

200

210

220

over

•
-

-

-

3
2
1

4
2
2

9
3
6

17
12
5

10
3
7

27
12
15

44
22
22

43
25
18

55
36
19

59
34
25

47
29
18

n o
66
44

1 01
50
51

77
46
31

59
47
12

61
47
14

31
15
16

68
41
27

*

-

1
1

1
1

.
*

2
2

1
-

*

1
1

1

7
5
2

6
3
3

23
11
12

28
12
16

34
17
17

20
13
7

32
22
10

11
4
7

*32
21
11

1
1
-

2
2
*

1
1

2
1
1

10
8
2

19
16
3

21
19
2

25
19
6

15
14
1

48
35
13

37
26
11

27
20
7

16
14
2

17
16
1

4
4
*

15
5
* * lo

5

16
5
11

20
2
18

18
7
11

32
16
16

25
9
16

21
10
11

27
18
9

18
10
8

11
8

9

3

4

3

90

and
under

ALL WORKERS
SECRETARIES -------------MANUFACTURING -------NONMANUFACTURING -----

825
492
333

$
3 8 .5 1 7 2 .5 0
3 9 .5 1 7 4 .0 0
3 8 . C 1 7 0 .0 0

$
1 6 8 .0 0
1 6 9 .0 0
1 6 6 .0 0

$
$
1 5 0 .0 0 -1 9 2 .0 0
1 5 0 .0 0 -1 9 5 .0 0
1 4 8 .0 0 -1 8 5 .5 0

SECRETARIES, CLASS 8
MANUFACTURING -----NONMANUFACTURING —

199
108
91

3 9 .0
3 9 .5
3 8 .0

1 9 2 .5 0
1 9 6 .0 0
1 8 8 .0 0

1 8 8 .5 0
1 9 2 .0 0
1 8 3 .0 0

1 7 2 .0 0 -2 0 5 .0 0
1 7 3 .5 0 -2 0 4 .0 0
1 7 0 .0 0 -2 0 5 .5 0

SECRETARIES, CLASS C
MANUFACTURING — —
nonmanufacturing —

260
200
60

3 9 .0
3 9 .0
37*5

1 7 1 .5 0
1 6 9 .5 0
1 7 9 .0 0

1 6 6 .5 0
1 6 4 .0 0
1 7 2 .0 0

1 5 2 .0 0 -1 8 3 .0 0
1 5 0 .0 0 -1 8 2 .5 0
1 5 8 .0 0 -1 8 6 .5 0

SECRETARIES, CLASS 0
MANUFACTURING — — •
NONMANUFACTURING —

245
122
123

3 8 .5
3 9 .5
3 7 .5

1 6 1 .5 0
1 6 9 .0 0
1 5 4 .5 0

1 5 5 .0 0
1 6 4 .0 0
1 5 0 .0 0

1 4 3 .0 0 -1 7 5 .0 0
1 4 7 .5 0 -1 9 5 .0 0
1 3 8 .5 0 -1 6 0 .0 0

*

-

SECRETARIES, CLASS E

85

3 9 .0

1 4 4 .0 0

1 3 8 .0 0

1 2 5 .0 0 -1 6 5 .5 0

-

-

STENOGRAPHERS ----- ---

182

3 8 .0

1 4 4 .0 0

1 4 0 .0 0

1 2 6 .0 0 -1 5 4 .5 0

-

1

STENOGRAPHERS, GENERAL

-

-

-

-

-

-

*

-

-

-

“

_
“

_

•

_

-

_

-

-

-

-

-

*

-

-

*

*

.

•

-

“

1
1

”

2
2

2

4
1
3

3

20
19
1

6

9
7
2

-

2

4

6

9

4

8

13

4

1

2

4

10

16

2

-

-

-

-

3

7

5

9

20

13

15

14

25

13

12

10

13

2

11

-

2

-

7

5

9

20

13

15

14

25

13

12

10

13

-

11

-

2

-

-

27

52
38
14

21
12
9

51
41
10

24
12
12

29
12
17

14
7
7

10

5

14
10
4

3
2
1

3
3
*

_

36

-

a

"

*
—

8

36

51
38
13

19
10
9

50
41
9

20
10
10

28
11
17

14
7
7

10
5

14
19
4

3

*

*

36
36

-

2
1

3
3

-

2
3

*
*

*
*

16
3
13

9
1
8

8
3
5

3

2

1

*

*

1

5
2

8
8

1

3

*

3

-

*

2

2
1
1

-

*

-

3
1

*

*

-

173

3 8 .0

1 4 0 .0 0

1 4 0 .0 0

1 2 5 .0 0 -1 5 2 .0 0

-

1

3

7

402
175
227

3 8 .0
3 9 .5
3 7 .0

1 3 5 .5 0
1 3 7 .5 0
1 3 4 .5 0

1 2 8 .5 0
1 3 0 .5 0
1 2 2 .0 0

1 1 4 .0 0 -1 4 4 .0 0
1 2 3 .0 0 -1 4 1 .0 0
1 0 9 .0 0 -1 4 5 .0 0

•

28

-

-

26
6
20

37
11
26

TYPISTS, c l a s s b -----M A N U F A C T U R I N G ----- —
NONMANUFACTURING -----

383
162
221

3 8 .0
3 9 .5
3 7 .0

1 3 4 .0 0
1 3 3 .0 0
1 3 4 .5 0

1 2 8 .0 0
1 3 0 .5 0
1 2 1 .0 0

1 1 3 .5 0 -1 4 4 .0 0
1 2 1 .0 0 -1 3 8 .0 0
1 0 9 .0 0 -1 4 5 .0 0

FILE CLERKS -------------MANUFACTURING --- ----NONMANUFACTURING -----

199
56
143

3 7 .5
3 9 .0
3 7 .0

1 2 1 .5 0
1 3 6 .0 0
1 1 6 .0 0

1 1 4 .0 0
1 1 8 .5 0
1 0 8 .5 0

1 0 3 .0 0 -1 2 7 .5 0
1 1 4 .0 0 -1 3 6 .0 0
1 0 0 .0 0 -1 2 5 .5 0

-

FILE CLERKS, CLASS B ~
NONMANUFACTURING -----

112
97

3 7 .5
3 7 .5

1 1 6 .0 0
1 1 3 .5 0

1 1 3 .0 0
1 1 1 .0 0

FILE CLERKS, CLASS C -

58

3 8 .0

1 0 6 .5 0

MESSENGERS ---------------

82

3 8 .0

1 3 0 .0 0

TYPISTS ------------------MANUFACTURING -------nonmanufacturing — — .

SWITCHBOARD OPERATORS ~ ■
ORDER CLERKS ------------M A N U F A C T U R I N G ----- ORDER CLERKS, CLASS A •
M A N U F A C T U R I N G ----- —
ACCOUNTING CLERKS ---- —
M A N U F A C T U R I N G ----- — >
NONMANUFACTURING -----

*

28

-

28
28

14
1
13

26
6
20

37
11
26

31
1
30

17

15

13

23
10
13

22
13

5

28
2
26

9

9

1 0 3 .0 0 -1 2 6 .5 0
1 0 2 .5 0 -1 2 3 .5 0

•
*

14
14

21
21

11
11

14
12

12

9

9

8

13
10

6
6

1 0 6 .0 0

9 6 .0 0 -1 1 5 .5 0

5

14

8

6

9

10

5

-

1

1 2 4 .0 0

1 0 9 .0 0 -1 5 0 .0 0

-

11

7

5

8

4

7

5

1

9

-

-

1

2

1

1

5

6

8

2

-

1
1

13
13

18
18

14
14

5
5

5
5

1
1

-

•

•

-

*

-

-

-

2
2

16
16

6
6

1
1

3
3

1
1

42

24

36
16
20

35
17
18

50
30
20

28

*

5

59

3 8 .5

1 5 5 .5 0

1 4 8 .0 0

1 3 4 .0 0 -1 6 3 .5 0

-

126
124

3 9 .0
3 9 .0

1 6 3 .0 0
1 6 3 .5 0

1 3 1 .0 0
1 3 2 .0 0

1 1 8 .0 0 -2 1 4 .5 0
1 1 8 .5 0 -2 1 5 .5 0

2

86
88

3 9 .0
3 9 .0

1 8 3 .5 0
1 8 3 .5 0

1 8 0 .0 0
1 8 0 .0 0

1 2 0 .0 0 -2 3 5 .0 0
1 2 0 .0 0 -2 3 5 .0 0

578
260
318

3 8 .5
3 9 .5
3 8 .0

1 5 7 .5 0
1 5 1 .5 0
1 6 2 .5 0

1 5 0 .0 0
1 4 4 .5 0
1 5 4 .0 0

1 2 7 .0 0 -1 8 6 .0 0
1 2 6 .0 0 -1 7 2 .0 0
1 2 8 .0 0 -2 0 6 .5 0

W o rkers were distributed as follows:

**' W o rkers were distributed as follows:

t

*

14
1
13

W o rkers were distributed as follows:

4

6

22
25

5

20

•

6
3

9

-

6

22

9

1

4

3

3

20

15

1

6

6

5
5

5
-

1

2

2

1

7

1

-

4

*

*

1
1

2
3

5

12

*

-

3

1

*
-

9
19

-

4

4

2

12

-

1

-

-

-

2

2

8

2

7

6

-

1

5

1

1

4

.

-

*

9
9

9
9

1
1

1
1

+ 27

*

5
5

6

*

1
1

6

27

1
1

1
1

6
6

27
27

37
17
20

41
8

45
1

16
8
8

-

-

-

*

*

1
1

5
5

9
9

9

*
31
18
13

16
7
9

32
17
15

25
13
12

48
24
24

30
19
11

22

7 at $220 to $230; 11 at $230 to $240; 4 at $240 to $250; 1 at $250 to $260; 1 at $260 to $270; and 8 at $270 to $280.
8 at $240 to $250; and 2 at $250 to $260.
2 at $220 to $230; 4 at $230 to $240; 1 at $240 to $250; and 20 at $250 to $260.

See footnotes at end of tables.




4

5

7

9

16
6

33

44

Table A-8. Weekly earnings of office workers—large establishments in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977— Continued
W e e k l y e a r n in g s 1

N um ber o f w o r k e r s r e c e iv in g s tr a ig h t-tim e w e e k ly e a rn in g s of—

( sta n d a rd )______

$

A vera ge

s
90

w e e k ly

Occupation and industry division

$

s

$

$

i

5

I

s

5

$

$

s

“

$

$

s

$

$

$

5

95

100

105

110

115

120

125

130

135

1 40

145

150

155

160

170

180

1 90

200

210

220

100

105

110

115

12Q

125

130

135

140

145

1 50

155

1 60

170

1 80

19C

200

210

220

over

4

2

13
7

9

8

16

3
5

12

7

7
3
4

18
7
11

24
15
9

8
4
4

12
5
7

3
3

7
7

8

28
20
8

hours1
M edian 2

(s ta n d a r d )

M id d le range 2

under
95

ALL WORKERS—
CONTINUED
ACCOUNTING CLERKS - CONTINUED
$

$

1 7 7 .0 0
1 7 3 .0 0

180 .00

1 6 9 .5 0
1 6 6 .0 0
1 7 0 .0 0

$
$
1 5 0 .0 0 1 5 0 .0 0 1 5 0 .0 0 -

2 1 5 .0 0
1 9 0 .0 0
2 1 5 .0 0

3 8 .5
3 9 .5
3 8 .0

1 4 5 .0 0
1 3 8 .0 0
1 5 1 .0 0

1 3 4 .5 0
1 3 2 .5 0
1 3 6 .5 0

1 2 0 .0 0 1 1 9 .0 0 1 2 2 .0 0 -

1 6 5 .0 0
1 5 1 .0 0
1 9 8 .5 0

137
117

3 9 .5
3 9 .5

1 5 0 .0 0
1 4 8 .0 0

1 4 4 .0 0
1 4 4 .0 0

1 2 2 .0 0 1 2 1 .0 0 -

1 7 2 .0 0
1 6 3 .0 0

311
199

112

3 9 .0
3 9 .5
3 7 .0

1 4 1 .0 0
1 4 2 .0 0
1 3 9 .5 0

1 3 8 .5 0
1 4 0 .0 0
1 3 5 .5 0

1 2 2 .0 0 1 2 4 .0 0 1 1 9 .0 0 -

1 5 1 .0 0
1 5 1 .0 0
1 4 8 .5 0

KEYPUNCH OPERATORS. CLASS A

67

3 8 .5

1 6 0 .0 0

1 5 0 .0 0

1 4 0 .0 0 -1 7 3 .5 0

KEYPUNCH OPERATORS. CLASS B
MANUFACTURING -------------NONMANUFACTURING ----------

244
156

ACCOUNTING CLERKS* CLASS A MANUFACTURING ---- --- -----NONMANUFACTURING ----------

225
124

3 8 .5
3 9 .5
3 7 .5

ACCOUNTING CLERKS. CLASS B
MANUFACTURING --- --------NONMANUFACTURING — — — .

347
159
188

PAYROLL CLERKS -<
manufacturing

KEYPUNCH OPERATORS — — ■
MANUFACTURING -------NONMANUFACTURING — — «

101

88

3 9 .0
4 0 .0
3 7 .0

1 3 6 .0 0
1 3 9 .0 0
1 3 0 .5 0

1 3 2 .5 0
1 3 4 .0 0
1 2 9 .0 0

1 2 0 .0 0 -1 4 8 .5 0
1 2 1 .5 0 1 5 1 .0 0
1 1 5 .5 0 1 4 5 .5 0

4
l

4

-

-

l

4

6
3
3

20
9
11

4
4

7
7

8
7

2
2
-

14
5
9

18
7
11

2
2
-

13
5
8

17
6
11

10
8
3
-

3

9
6
3

42
22
20

14
8
6

34
15
19
13
12
42
32
10

a
3
5
27
14
13
4
3

3
3

13

14
8
6

40
31
9

6

36
23
13
13
12

2

19

15
7

8

12
11
1

6
6

45

-

44

14
12
2

25
6
19

35
2
33

-

-

12
10

3
3

6
4

2
2

2
1

11
7

3
3

18
18

3
3

-

-

-

7
1
6

1
1
-

30
15
15

23
18
5

4
4

10
6
4

17
9
8

5
1
4

9

5

9
9

25
10
15

36
30
6

6
C

17
11
6

3

5

5

7

9

8

4

18
9
9

28
22
6

25
13
12

3

9

9

6

9

2

5

17
9
8

25
20
5

16
7
9

19
13
6

19
6
13

27
21
6

4
3
1

12
9
3

2

See footnotes at end of tables.




1
1

-

L

13
13

7
3
3

1

e
8

_

-

-

-

3
3

Table A-9. Weekly earnings of professional and technical workers—large establishments in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977
W eek ly earnings
(standard)

N u m ber o f w o r k e r s r e c e iv in g s t r a ig h t-t im e w e e k ly e a rn in g s o f —
$

A v era g e
w eek ly
hours1
(standard)

Occupation and industry division

Under

S
140

$

14o
and
under

150

$

$

$

150

16 0

170

_

_

_

170

180

160

$

$

180
_

_

190

$

190

$

200
_

200

_

210

$

210
_

220

$

220

230

S

24o

$

25o

$

260

270

$

28o

$

300

$

320

$

34q

$

36q

_

230

$

38q

and

240

250

260

270

280

300

320

340

360

11

16

25

17

11

9
16

10

6

380 over

ALL WORKERS
COMPUTER SYSTEMS ANALYSTS
(BUSINESS) ---- -----

------- — ----

134
69
65

COMPUTER SYSTEMS ANALYSTS
(BUSINESS)* CLASS A -----------

60

MANUFACTURING --------- — ---— —
nonmanufacturing

COMPUTER s y s t e m s a n a l y s t s
(BUSINESS)* CLASS B ---- -----COMPUTER PROGRAMMERS (BUSINESS) —
MANUFACTURING --------- ------NONMANUFACTURING --------- ---COMPUTER PROGRAMMERS (BUSINESS)«
COMPUTER OPERATORS — —
MANUFACTURING ---- — --NONMANUFACTURING —

$

$

$

$

38.5 336.00 329.00 297.0039.5 350.50 345.50 305.0037.5 320.00 320.50 294.00-

367.30
384.50
342.50

342.50

81

38.0 242.50 237.00 201.5039.0 267.50 274.50 223.5037.0 224.50 219.00 196.50-

274.50
303.50
245.00

62

38.5 266.50 259.00 238.50-

296.50

143
84
59

39.0 182.50 178.00 155.0039.5 180.50 176.00 151.0038.5 185.00 179.50 160.00-

203.00 12
**10
203.50
201.50 2

17

15
7

7

17
9

8

8

15

13

17

59

90

39.0 174.50 173.00 152.50-

185.00

MANUFACTURING ---- --------

130
129

40.0 2 2 1 . 0 0 223.50 196.0040.0 220.50 222.50 196.00-

249.00
249.00

80

39.5 234.50 232.00 214.5039.5 234.00 232.00 214.00-

254.50
253.00

79

11

10
10

15

7
7

25
5

12

20

11

10

13

5
5

13
13

13
4

1

9

12

13

2

10

10

3

11

10

3

5
3

1

8

5

2

10
10

12
12

14
14

2

13
13

14
14

* Workers were distributed as follows: 7 at $ 380 to $ 400 ; 8 at $ 400 to $ 420 ; 2 at $ 420 to $ 440 ; 1 at $ 440 to $ 460 ; 5 at $ 460 to $ 480;^ 3 at $ 480 to $ 500; and 2 at $ 500 to $ 520.
** Workers were distributed as follows: 2 at $ 110 to $ 120; 2 at $ 120 to $ 130; and 6 at $ 130 to $ 140.
See footnotes at end of tables.




7

10
9
1

*28
19
9
27

322.00 326.50 305.50140

5

39.0 372.00 364.00 327.50-417.CO

COMPUTER OPERATORS. CLASS B ■

OHAFTfcRSi CLASS B ---------MANUFACTURING -----

5

14

9
7
2

16

Table A-10. Average weekly earnings of office, professional, and technical workers, by sexlarge establishments in Providence—Warwick—Pawtucket, R.I.—Mass., June 1977
Sex, 3 occupation, and industry division

Average
(mean2)
Number
of
Weekly
Weekly
workers horns1
earnings*
(standard) (standard)

Sex, 3 occupation, and industry division

OFFICE OCCUPATIONS - WOMEN
39.5 173.00

FILE CLERKS - CONTINUED

f LLAb j o
rit

j l u Ht

Weekly
Weekly
hours1 earnings1
(standard) (standard)

Sex, 3 occupation, and industry division

Number
of
workers

Average
(mean2)
Weekly
Weekly
hoursr earnings1
(standard) (standard)

O F F I C E OCCUPATIONS WOMEN— CONTINUED

112
otv,HL IAK 1

Average
(mean2)

OFFICE OCCUPATIONS WOMEN— CONTINUED

$
460

Number
of
workers

KEYPUNCH OPERATORS - CONTINUED
$
37.5 116.00 1 KEYPUNCH OPERATORS* CLASS B -----

239

39.0 136.00

38.5 176.00 COMPUTER PROGRAMMERS (BUSINESS) —
179.50

111
64

36.0 244.00
37.0 225.00

LLti'ivbj LLAbb u

1An 1Lb v vLAbb v
UKL/E.N uLLi'iXb

b u L H L 1AKiubv LLAob U

122

169.00

ALvUUn 1

LLuHIxb

39 0

bLv»Ht 1AK lLb t LLAbb t *
j 1L.P's^ v *'AI ■1 ivv

182

38*0 144.00

173

140.00

TYPIr Tr

376
227

37.0

357
136

39.5 131.00

ACCOUNTING CLERKS, CLASS A ------

187

JO •3

___ ___

300

38.5 139.50

109

37.0 136.00
JO.-.

See fo o tn o te s

at en d o f t a b l e s .




15

104

221.50
39.5 236.50
CJ3o3u

Table A-11. Hourly earnings of maintenance, toolroom, and powerplant workers—large establishments
in Providence—Warwick—Pawtucket, R.I.—Mass., June 1977
Hourly earnings

*

Number

Occupation and industry division

of
workers

M ean 2

M e d ia n 2

M id d le range 2

N u m b e r of workers receiving straight-time hourly earnings of—
S
3
5
s
3
*
5
i
s
s
$
4
3.50 3.60 3.70 3.80 3.90 4.00 4.20 4.40 4.60 4.80 5.00 5.20 5.40

S
$
S
£
S
$
S . S
i
S
5.60 5.80 6.00 6.20 6.40 6.60 6.80 7.00 7.20 7.40

and
under
©
•
*3-

o

3.60 3.70 3.80 3.90 4.00

“

-

1
1

1
1

3
2

-

-

.

-

-

-

*

*

4.60 4.80 5.00 5.20 5.40 5,60

5»8Q 6.00 6,2Q 6.40

6 m6 0

6.80 7.00 7.20 7.40 over

AL L W O R K E R S

$
5.0G- 6.18
4.83- 5.98

74
60

$
5.54
5.39

$
5.54
5.35

$

M A I N T E N A N C E C A R P E N T E R S ----- — ----M A N U F A C T U R I N G --------------- — --M A I N T E N A N C E E L E C T R I C I A N S ----------------------------M A N U F A C T U R I N G ----------------------------------------------------

183
145

6.51
6.35

6.49
6.30

M A I N T E N A N C E M A C H I N I S T S ----------- ------------------—
M A N U F A C T U R I N G -------- -- -------------- ----------------- --------

211
209

6.11
6.09

M A I N T E N A N C E M E C H A N I C S ( M AC HI NE RY ) M A N U F A C T U R I N G ----------------------- ------------------ --------

170
147

TO O L AND DIE MAKERS — ----------- — -------------------M A N U F A C T U R I N G ----------------------------------------------------

295
295

*

1

6.06- 7.00
5.06- 7.00

.

6.24
6.24

5.54- 6.68
5.54- 6.68

-

5.29
4.99

5.03
4.93

4.41- 6.05
4.09- 5.72

2
2

6.50
6.50

6.62
6.62

6.10- 6.83
6 • 10* 6 • 83

_

“

-

-

-

-

~

“

*

*

2
2

1
1

2
2

10
10

22
22

_

-

_

_

-

-

*

See footnotes at end of tables.




16

3
3

5
5

6
6

1
1

4
4

11
11

7
7

4
4

5
5

6
6

13
4

•

-

-

-

12
12

4
4

1
1

3
2

5
3

4
4

2
2

12
11

21
21

16
14

31
31

4
2

6
6

6
6

9
9

5
5

15
15

18
18

11
11

23
23

10
10

14
14

2
2

7
7

12
12

23
23

7
7

3
3

13
13

4
4

2
2

31
31

-

5
5

-

-

-

1
1

4
4

10
10

36
36

28
28

32
32

-

-

1

-

“

-

24
24

35
7

9
7

74
74

-

“

14
14

4
2

1
1

5
2

2

18

-

-

-

29
29

64
64

3
3
•

49
49

22
22

8
8

2

7
7

Table A-12. Hourly earnings of material movement and custodial workers—large establishments
in Providence—Warwick—Pawtucket, R.I.—Mass., June 1977
H ourly earnings 4

Occupation and industry division

Number
of
workers

N um ber o f w o r k e r s r e c e iv in g s t r a ig h t-t im e h o u r ly e a rn in g s o f—

T ---- 1-- 5--- S--- 1--- S--- *---- 5-- 5---- S--- S----5----1----S----$--- s----S--- 1----I--- S----5----S-M ean 2

M iddle range 2

2.60 H.70 2.80 2.90 3.00 3.10 3.20 3.40 3*60 3.80 4.00 4.20 4.40 4.6Q 4.80 5.00 5.20 5.40 5.60 5.80 6.00 6.20
Under
and
and
S
under
2.60
2.70 2.80 2.9Q 3.00 3.10 3.20 3,4 q 3.60 3.80 4.00 4,20 4.40 4.60 4.8Q 5.00 5.20 5.40 5.60 5.80 6.00 6.20 over

ALL WORKERS
TRUCKDRIVERS
MANUFACTURING

162
121

$
5.84
5.64

$
5.89
5.41

$
$
4.42- 7.49
4.28- 7.49

*

-

*

-

-

3
2

*

2
1

7
5

6
6

10
10

1
1

9
9

10
10

5
5

8
6

-

.

.

-

16
15

3
-

5
-

11
8

*66
43
51

80

6.42

7.49

4.63- 7.49

-

-

-

-

-

-

-

1

2

2

5

-

2

6

4

4

-

-

-

3

-

-

S H I P P E R S -----

53

4.04

3.80

3.50- 4.50

2

-

2

-

-

3

-

2

8

7

7

6

1

3

1

1

1

-

7

1

-

-

1

RECEIVERS —

59

3.80

3.51

3.25- 4.23

1

-

-

-

-

7

4

8

11

6

5

1

3

3

5

2

-

-

-

-

-

3

-

WAREHOUSEMEN ---MANUFACTURING

190
155

4.70
4.61

4.62
4.62

4.35- 5.10
4.50- 4.93

2
*

-

3
2

2
-

i
-

_
*

3
*

4
2

1
*

10
9

3
3

18
18

3
3

39
39

10
10

32
32

37
37

-

ORDER FILLERS -----

161
139

3.88
3.51

3.70
3.55

3.05- 3.99
3.05- 3.90

8
8

•
-

6
6

9
9

10
10

12
12

*

5
5

22
22

9
9

46
46

8
8

•
-

-

-

4
4

-

-

-

-

99
97

3.78
3.80

4.06
4.06

3.10- 4.52
3.10- 4.52

_
*

*

7
7

3
3

4
4

5
5

15
14

3
3

10
9

1
1

1
1

20
20

4
4

7
7

7
7

12
12

-

-

-

-

-

-

-

MATERIAL HANDLING LABORERS
MANUFACTURING
NONHANUFACTURING

613
561
52

4.00
3.98
4.20

3.85
3.85
3.50

3.45- 4.62
3.45- 4.55
2.80- 5.94

12
6
** 6

3
3

7
5
2

5
2
3

8

23
20
3

86
85
1

53
49
4

77
77
*

77
77
*

29
29
“

52
51
1

17
17
-

42
40
2

37
37
-

59
59
-

-

-

6

2

5
1
4

6

15
15

-

-

FORKLIFT OPERATORS
manufacturing

192
168

4.91
4.73

4.74
4.74

4.74- 5.47
4.24- 4.98

-

-

*

-

-

-

-

-

20
20

2
2

1
1

19
19

1
1

2
2

70
70

11
11

3
3

4
4

26
20

-

-

15
15

18
-

G U A R D S ---- —
MANUFACTURING

100
81

4.02
3.99

4.02
4.15

3.23- 4.57
3.75- 4.42

4
*

2
-

11
10

_

3
2

2

1
1

1
-

3
3

8
7

10
10

11
11

13
13

9
9

3
3

U
a

2
2

-

-

-

-

7
-

11

-

3

4

1

1

1

2

6

2

3

9

1

7

2

-

-

-

-

- ***7

-

-

-

-

1
1

-

TRUCKDRIVERS* MEDIUM TRUCK

manufacturing

SHIPPING PACKERS —
MANUFACTURING

6

6

1

_

13

.

GUARDS. CLASS A ----

66

3.97

3.92

2.81- 4.60

4

2

81

3.69

3.42

3.18- 3.93

-

-

3

3

-

9

9

16

8

8

6

2

2

1

-

-

14

-

-

-

541
294
247

3.84
3.63
4.10

3.67
3.56
3.72

3.18- 4.31
3.23- 3.83
3.15- 5.34

7
3
4

3
3

14
11
3

4
2
2

8
6
2

19
13
6

81
18
63

64
53
11

61
43
18

88
51
37

26
23
3

25
24
1

7
1
6

19
19

18
16
2

3
1
2

13
1
12

61
6
55

4
4

15
15

>ws:
**
Workers were distributed as follows:
*** Workers were at $6.20 to $6.40.

5 at $6.40 to $6.60; 39 at $7.40 to $7.60; 18 at $7.60 to $7.80;
1 at $2.30 to $2.40; and 5 at $2.50 to $2.60.

See footnotes at end of tables.




17

at $7.80 to $8; and 1 at $8 to $8.20.

9
-

_

GUARDS, CLASS B
JANITORS. PORTERS. AN0 CLEANERS
MANUFACTURING ----- --------- NONMANUFACTURING

15
-

"




Table A-13. Average hourly earnings of maintenance, toolroom,
powerplant, material movement, and custodial workers,
by sex—large establishments in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977
Sex,

3

occupation, and industry division.

Number
of
workers

A vera ge
(m e a n 2 )
hourly
earnings4

Sex, 3 occupation, and industry division

MAINTENANCE. TOOLROOM, AND
POWERPLANT OCCUPATIONS - MEN

Number
of
workers

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - MEN— CONTINUED
71

maintenance

mechanics

(m a c h i n e r y ) -

A vera ge
(m e a n 2 )
hourly
earnings4

171

6.52

167

5.27

MATERIAL MOVEMENT AND CUSTODIAL
OCCUPATIONS - MEN

59

JANITORS. PORTERS, ANC CLEANERS ---

A17

-

1KULMiH 1 vt“ 3

MATERIAL MOVEMENT AM) CUSTODIAL
OCCUPATIONS - WOMEN
181
1S3

3.71

A . 77
A . 62

See footnotes at end of tables.

18

6b

3.88

B. Establishment practices and supplementary wage provisions
Table B-1. Minimum entrance salaries for inexperienced typists and clerks in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977
Inex perien ced typists

M anufacturin g
M in im u m w e e k l y s t r a i g h t - t i m e s a l a r y 7

A ll
in d u strie s

establishments

studied

having

a

$100 .00
$ 1 0 5 .00
$110 .00
$ 1 1 5 .00
$120 .00
$ 1 2 5 .00
$ 1 3 0 .00
$ 1 3 5 .00
$ 1 4 0 .00
$ 1 4 5 .00
$ 1 5 0 .00
$ 1 5 5 .00
$160 .00
$ 1 6 5 .00
$ 1 7 0 .00
$ 1 7 5 .00
$ 1 8 0 .00
$ 1 8 5 .00
$ 1 9 0 .00
$ 1 9 5 .00

$ 8 2 150
AND UNDER
AND UNDER
ANO UNDER
AND UNDER
AND UNOER
AND UNDER
AND UNDER
AND
AND
AND
AND
AND
AND
AND
AND
AND
AND
AND
AND
ANO
AND
AND
AND
ANO
AND
ANO
AND

40

$85.00
$87.50
$90.00
$92.50
$95.00
$97.50 $100.00

UNDER $105.00
UNDER $ 110.00
UNOER $115.00
UNDER $ 1 20.00
UNDER $125.00
UNDER $130.00
UNOER $135.00
UNOER $140*00
UNDER $145.00
UNDER $ 1 5 0 .0 0
UNDER $155.00
UNDER $160.00
UNOER $165.00
UNDER $170.00
UNDER $175.00
UNDER $180.00
UNDER $185.00
UNDER $190.00
UNDER $195.00
OVER -

ESTABLISHMENTS HAVING n o s p e c i f i e d
M I N I M U M ----- — ---------------- ----ESTABLISHMENTS WHICH DID NOT EMPLOY
WORKERS IN THIS CATEGORY -----------

A ll
s ch e d u le s

40

XXX

N onm anufacturing

B a sed on standard w eek ly h ou rs 9 of—
A ll
s ch e d u le s

40

A ll
s ch ed u les

40

3 7‘/z

. .162

86

XXX

76

XXX

XXX

28

25

26

9

10

1

1
-

-

2
•
*

•
•
1
1
2
-

3
1
1
—
-

1

162

86

XXX

76

31

17

15

14

6

54

-

_

-

-

-

-

-

—
1
•
1
1

•
1
•
1
-

-

1
1
1
1

3
1

3
1

3
4

3

4
•
5
1
7
3
3

4

•
1

-

1
-

•
1

•
•
1
•
1

—
•

1

4
•
•
1
•
-

•
•
•
1

2
•
-

3
4
*
4
2
—
-

2
1
-

•
-

-

•
-

9

-

6
2

3

3

1
1

1
*

9

5

5
5
5
1
1
1
1
1

5
3
4
5
1
1
1

4
4
1
1
-

—
—

-

1

1

-

-

1
1

1

1

-

-

*

1

•
•
•
*

1

*

•
•
•
•
*

*

24

13

XXX

11

XXX

58

42

107

56

XXX

51

XXX

50

16

•
•

1

See footnotes at end of tables.




M an ufacturin g
A ll

specified

MINIMUM ---- ---UNCER
$82.50
$85.00
$87.50
$90.00
$92.50
$95.00
$97.50

N onm anufacturing

B a se d on standard w e e k ly h ou rs 9 o f--A ll
s ch e d u le s

establishments

O th e r in e x p e r ie n c e d c l e r i c a l w o r k e r s 8

19

3

1
1
1
6
S
1
4
2
1
1
1
-

-

3
1

-

1

1

1

•
•
•
*

XXX

16

XXX

XXX

XXX

34

XXX

XXX

-

1
1

*

1

-

“
1




Table B-2. Late-shift pay provisions for full-time manufacturing plant
workers in Providence—Warwick—Pawtucket, R.I.—Mass., June 1977
^ A ll^ u ll^ tn n e _ m a m ifa ctu r in g j> la n tjw o r k e r 8 _ = _ n )0 j3 e r ce n t^

Workers on late shifts

All workers 10
Second shift

Third shift

Second shift

Third shift

IN ESTABLISHMENTS WITH LATE SHIFT PROVISIONS -----

74.8

57.7

1 2.0

4 .0

WITH NO PAY DIFFERENTIAL FOR LATE SHIFT W O R K ----WITH PAY DIFFERENTIAL FOR LATE SHIFT WORK --------UNIFORM CENTS-PER-HOUR DIFFERENTIAL -------------UNIFORM PERCENTAGE D I F F E R E N T I A L -----------------OTHER DIFFERENTIAL ----- -— — — -------------------

5.2
69.6

.6

17.6
.5

.7
57.0
38.5
16.6
1.9

11.4
9.5
1.9

13.9
9.8

18.4
13.2

14.7
9 .4

1.5
5.1

.7

1.0

PERCENT OF WORKERS

51.5

4 .0
3.2
.7

.1

AVERAGE PAY DIFFERENTIAL
UNIFORM CENTS-PER-HOUR DIFFERENTIAL ----UNIFORM PERCENTAGE DIFFERENTIAL ----------

19.6
9.2

PERCENT OF WORKERS BY TYPE AND
AMOUNT OF PAY DIFFERENTIAL
UNIFORM CENTS-PER-HOURl
4 CENTS -----------5 C E N T S ----- — —
7 CENTS —
8 CENTS
10 CENTS
12 CENTS
13 CENTS
14 CENTS
15 CENTS
18 CENTS
20 CENTS
23 CENTS
25 CENTS
30 CENTS
40 CENTS
50 CENTS
UNIFORM PERCENTAGE*
4 PERCENT — — — ---5 PERCENT --- --- -----7 AND UNDER 8 PERCENT
10 PERCENT -----------12 PERCENT -----------15 PERCENT
20 PERCENT
21 PERCENT
24 PERCENT

See footnotes at end of tables.

.4

1.1
1.3
20.7
3.0

1.0

4.3
6 .4
.6
6 .1
.5

.2

1.2
5.7

3.3

•5

.6

.3

•7

1.0
a.i
5.5
6.7
.6
2.7
5.1

.9

.8

.9

.3
.6

.1

.3

1 .8

( 11)

•1
•6

•4
.6

2.2
1.0

11.7

.i
9.7
.7

4

1

1.5
4.7
.6

(

.6

11 )

.6

Table B-3. Scheduled weekly hours and days of full-time first-shift workers in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977
Plant w o r k e r s
Item
A ll in d u s trie s

M an u factu rin g

O ffic e w o r k e r s

N onm anu­
fa ctu rin g

P u b lic u tilitie s

R e ta il trad e

A ll in d u strie s

100

100

100

100

M an u factu rin g

N onm anu­
fa ctu rin g

P u b lic u tilitie s

R e ta il trad e

100

100

100

A2

18

67

P E R C E N T OF W O R K E R S BY S C H E D U L E D
W E E K L Y H O U R S A N D DA Y S
ALL F U L L - T I H E W O R K E R S -------------

iOO

100

100...........

2

1

5 C A Y S ------------------------------—

79

80

76

89

63

ir n o s
2

^

53
1

69

y

6 CAYS

_

1
(1 2 )

1

1
1

J.

-

J

^

^

6 D A Y S UAT:>
AVERAGE SCHEDULED
w e e k l y HOURS
ALL WCLfVLT wvnIN jUnLL/ULu J " u 11“

■"""

JOI 1

3 8 .1

See fo o tn o te at end o f ta b le s .




21

Table B-4. Annual paid holidays for full-time workers in Providence—Warwick—Pawtucket, R.I.—Mass., June 1977
Plant w o r k e r s
Item

A ll in d u s trie s

M an u factu rin g

N onm anu­
fa ctu rin g

O ff ic e w o r k e r s
P u b lic u tilitie s

R e ta il tra d e

A ll in d u strie s

M anuf actu r ing

N onm anu­
fa c tu rin g

P u b lic u t ilitie s

R e ta il tra d e

100

100

100

100

100

100

PERCENT OF WORKERS
—

— ■

IN ESTABLISHMENTS NOT PROVIDING
PAID H O L I D A Y S ---------------- ---IN ESTABLISHMENTS PROVIDING
PAIC HOLIDAYS --------------------

100

100

100

lo o

2

-

7

-

13

(1 2 )

-

(1 2 )

-

4

98

100

93

100

87

99

100

99

100

96

9 .5

9 .8

00
•
-J

ALL FULL-TIME WORKERS —

9 .7

8 .0

1 0 .1

1 0 .0

1 0 .2

1 0 .3

8 .6

8
2
(1 2 )
2
2
3
1
25
42
1
8
-

(1 2 )
(1 2 )
54
5
32
-

16
1
3
27
40
—
-

(1 2 )
•
(1 2 )
(1 2 )
•
1
(1 2 )
6
1
13
2
47
2
4
9
3
9
(1 2 )
1
(1 2 )

(1 2 )
1
2
(1 2 )
13
1
19
5
24
2
13
8
9
3
(1 2 )

87
71
71
70
67
67
67
67
40
40
-

99
99
99
99
98
98
92
91
78
76
30
27
15
11

AVERAGE NUMBER OF PAID HOLIDAYS
FOR WORKERS IN ESTABLISHMENTS
PROVIDING HOLIDAYS — — — — — —
PERCENT OF WORKERS BY NUMBER
OF PAID HOLIDAYS PROVIDED
2
3
5
6

HOLIDAYS -----------HOLIDAYS --- ---- ---HOLIDAYS -----------HOLIDAYS -----------PLUS 1 HALF DAY --7 HOLIDAYS -----------PLUS l HALF DAY --8 HOLIDAYS ---------- —
PLUS 1 HALF DAY --9 HOLIDAYS -----------PLUS 1 HALF OAY --10 HOLIDAYS — --------PLUS 1 HALF DAY --PLUS 2 HALF DAYS —
11 H O L I D A Y S ------ ---PLUS 1 HALF DAY --12 H O L I D A Y S --------- —
13 HOLIDAYS ----------14 H O L I D A Y S --------- —
PLUS l HALF OAY ---

2
1
1
2
(1 2 )
2
1
7
1
27
5
24
2
12
6
4
2
(1 2 )

•
2
2
2
1
9
1
28
6
19
2
14
7
6
2
1

a

-

1
•
•
(1 2 )
•
1
-

1
9
(1 2 )
63
3
6
6
10
1
(1 2 )

6
•
•
•
6
•

.
(1 2 )
•
•
4
3
58
—
35
-

21
•
•
-

100
100
100
99
99
99
99
99
95
93
35
35
—

96
90
90
90
83
83
83
83
21
21
-

62

PERCENT OF WORKERS BY TOTAL
PAID HOLIDAY TIME PRO V I D E D 13
2 DAYS OR MORE -------5 DAYS OR MORE -------6 DAYS
OR M O R E --- — 7 DAYS OR M O R E --- — ~ ■
7 1/2 DAYS OR M O R E -- 8 DAYS OR MORE -------8 1/2 DAYS OR MORE ---9 DAYS OR MORE -------9 1/2 DAYS OR MORE --10 DAYS OR MORE — — —
10 1/2 DAYS OR MORE —
11 DAYS OR MORE — — -<
11 1/2 DAYS OR MORE —
12 DAYS OR MORE ------13 DAYS OR MORE ------14 DAYS OR MORE — — -

98
96
95
93
91
90
83
83
55
51
26

25
12
6
2

2

100
100
98
97
95
94
85
85
57
51
32

93
82
82
79
76
76
76
76
51
51

29

8
-

16
8

3
3

9

100
92
92
91
91
91
91
91
91
91
37
32
-

See fo o tn o te s at end o f ta b le s .




22

100
100
99
99
97
97
84
83
64
60
36

33
21
12

2

3

1

3

99
99
99
99
99
99
97
97
89
88
25

23
11
11
1
(1 2 )

Table B-5. Paid vacation provisions for full-time workers in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977
Plant workers
Item

All industries

Manufacturing

N o n manufacturing

Office workers
Public utilities

Retail trade

All industries

Manufacturing

Nonmanu­
facturing

Public utilities

Retail trade

PERCENT OF WORKERS
ALL FULL-TIME WORKERS --- ----- -

loo

100

100

100

100

100

100

100

100

100

(12)

«

1

-

•

•

•

•

•

-

99
77
23

100
72
28

99
95
A

100
78
22

100
100

100
98
2

100
96
A

100
100

100
100

100
100

6 MONTHS OF SERVICE!
UNDER 1 W E E K ---- ------------ --1 WEEK
OVER 1 AND UNDER 2 WEEKS -----2 WEEKS — — — — — — — — —

30
27
2
2

39
27
2
-

1
26
(12)
8

15
A2

21
-

8

66
5
A

20
S3
8
3

75
3
5

AA
29

2A
•

1 YEAR OF SERVICE!
UNOER 1 WEEK -------------------1 WEEK
OVER 1 ANO UNDER 2 WEEKS -----2 WEEKS -------------------------OVER 2 ANO UNDER 3 WEEKS ------

(12)
68
10
22
(12)

(12)
71
13
15
-

55

•
58
A2
“

22
2
7A
2

36
5
57
3

-

A5
(12)

28
•
72
-

12
1
87
1

15
85
*

57
A3
*

2 YEARS OF SERVICE!
UNDER 1 W E E K --- --- ---- — — ---1 WEEK
OVER 1 ANO UNDER 2 WEEKS -----2 WEEKS
■■ - ■
OVER 2 ANO UNOER 3 WEEKS — —
3 WEEKS -----

(12)
39
13
Afl
(12)
-

(12)
A9
16
35
•

8
2
89
(12)

-

-

100
-

3
97
-

10
3
85
2
(12)

19
6
72
3
*

A
(12)
95
1
1

•
96
A

•
27
73
•
*

1A
1A
69
2
2

17
17
61
2
2

A
2
93
(12)
-

100
-

3
•
97
(12)
-

A
1
89
3
3

7
3
80
6
5

2
(12)
96
1
1

•
92
8

27
73
*

A YEARS OF SERVICE:
1 WEEK
OVER 1 AND UNDER 2 WEEKS — ---2 WEEKS - - - - - - - - - - - - - - - - - - ■- ■ i
OVER 2 AND UNDER 3 WEEKS -----3 WEEKS —
A WEEKS --------------------------

13
13
69
2
2
(12)

16
17
63
3
2
-

A

2
92
(12)
1
(12)

loo
-

3
97
(12)
-

A
1
89
3
3
(12)

6
2
81
6
5
*

2
(12)
95
2
1

92
8
*

27
73
*

5 YEARS OF SERVICE!
1 WEEK
2 WEEKS
1
m mmm +mmmm mmmmmmm ■ ■■ ■
OVER 2 ANO UNDER 3 WEEKS ------3 WEEKS
------A WEEKS ------------- --- -----------

2
72
9
16
(12)

3
72
12
13

1
72
(12)
26
(12)

(12)
68
8
23
(12)

(12)
70
10
19
(12)

-

•

-

67
7
26
1

59

66

IN ESTABLISHMENTS NOT PROVIDING
PAID V A C A T I O N S ----- --- --- ---- ----IN ESTABLISHMENTS PROVIDING
PAID VACATIONS ---------------------LENGTH-OF-TIME PAYMENT ------ ----PERCENTAGE PAYMENT ---- --- — ---OTHER P A Y M E N T ---- --- ------------AMOUNT OF PAID VACATION A F T E R ! 14

3 YEARS OF SERVICE!
1 WEEK
OVER 1 AND UNDER 2 WEEKS —
—
2 WEEKS
OVER 2 AND UNDER 3 WEEKS -----3 W E E K S ------------ ----------- —

-

-

-

6A

67
(12)
33

-

36

See footn otes at end o f ta b le s .




23

-

-

A1

3A

Table B-5. Paid vacation provisions for full-time workers in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977— Continued
Office workers

Plant workers
Item

AM OUNT

OF

P A IO

A H industries

V A C A T IO N

Manufacturing

Nonmanu­
facturing

Public utilities

Retail trade

All industries

M anuf actur ing

Nonmanu­
facturing

Public utilities

Retail trade

A F T E R 14“

C O N T IN U E D

10

TEARS
1

« E

OVER
2

3

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

(1 2 )

(1 2 )

1
«

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

25

26

22

----------

8

10

3

................................................................

59

58

1

A

UNDER

ANO
—
ANO

—

UNDER

3
A

W EEKS
W EEKS

—

--------—

W EEKS

W E E K S ------------------------------------- -----------------------------

1

Y E A R S O F S E R V IC E *
W E E K ............. .................................. ..................................

2

1

W EEKS

OVER

.................... —

-----------

(1 2 )

1

-

(1 2 )
-

(1 2 )
-

30

13

20

(1 2 )

4

2

63
•

91
-

(1 2 )
49
-

1

14

8

21

1

*

*

2

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

(1 2 )

(1 2 )

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

21

21

ANO

UNDER

2
3

W EEKS
W EEKS

-

4

4

4

4

24

-

-

-

-

-

•

-

-

-

11
5

49

77

11
63

-

2

4

5
-

14

8

21

1

*

*

*

21
24

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

36
-

92
-

2

W E E K S -------------------------------------------------------------------O V E R 3 A N D U N D E R A W E E K S -----------------

96
-

IS

5

W EEKS

1

(1 2 )
-

2

2

87

3

(1 2 )
-

2

3

62

2

-

O V E R 3 ANO U N D E R *
W E E K S ----------------A W E E K S -------------------------- ----------------------- -----------------

T E A R S OF S E R V IC E *
1 W E E K .................... .................... .........................................

77

30
-

63
-

(1 2 )

11

-

13

W E E K S .................................. .........................................■

39

-

59

-

1
14

2
14

1
15

-

48

31
(1 2 )

8
-

(1 2 )

(1 2 )
8

5

53
6

W E E K S ...............................................................................

31

24

53

92

55

30

O V E R A ANO U N D ER 5 W EEKS —
—
5 W E E K S ................................................................ ..............

(1 2 )

(1 2 )

-

-

(1 2 )

-

1
—

•

-

-

6

(1 2 )

1

*

*

A

W EEKS

-------- —

.................... ..........................................

Y E A R S O F S E R V IC E *
1 W E E K ---------------------------------------------------------------------2
.3

96

-

36
•

6

1
4

4

24

-

-

-

-

(1 2 )

9
49
9
33
-

(1 2 )

(1 2 )

-

*

(1 2 )

—
7

-

-

-

35

33

8

•

18
•

27

67
•

4 7
-

57

1
••
-

-

-

-

1

*

*

(1 2 )

13

15

-

8

7

•
-

35

23

3

21
24

8

27

25

28

-----------

2

69

(1 2 )
28

18
•

48

(1 2 )
39

26
•

....................... ............. ........................... .............

2
51

24
—

41

(1 2 )

*

61

3

-

66

2

1

21

29

27

2

*

*

"

-

1

3

W EEKS
W
W

AND

UNDER

A

W EEKS

—

-----E E K S ... ................ — ---E E K S ---------- ---------------A

ANO

UNDER

5

W EEKS

Y E A R S O F S E R V IC E *
W E E K ---------------------—

------------- -------- ------WE e k s ----- ---- ---------------O V E R 3 A N O U N D E R A W E E K S -----A W E E K S .............. .............
O V E R A A N O U N O E R 5 W E E K S -----5 W E E K S ----- ---- -------- ------,6 W E E K S — ------------------- ----0 W E E K S .......... ........... .....
W EEKS

3

6
(1 2 )

2

1

-

1

-

2

3

13

-

-

13

15

-

21

8

8

22

23

3

24

-

16

23

-

11

21

60

51

67

(1 2 )

3

3

2

13

14

12

67

23

(12)

—

•

-

1
41
4
14
2

(12)

2

1
47

21

5

(1 2 )

9

—
1

*

29

97

16

10

-

19

24

(1 2 )

•

(1 2 )

(1 2 )

-

•
7

•
6
-

14

See footnotes at end of tables.




1
60
(1 2 )

-

23

1

-

1
63
(1 2 )

•

•

1
14

5

1

•

87

26

8

2

8

39
-

8
-

W E E K S ---------------------------------- -- --------------------

OVER

25

54

-

W E E K S ................................................................. .............

OVER

A

-

-

-

-

(1 2 )
-

1
-

10

8
-

21
-

60

W EEKS

ANO

UNDER

-

•
(1 2 )
-

2

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

5

20

1

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

3

2

--------------------—

W EEKS

5

OVER

—

UNDER

2

4

12

15

2

W EEKS

OVER

S E R V IC E *

---------------------------------------------------------------------AND

W EEKS

OVER

OF

K
I

-

•
•

35

26

18

•
7
•

•
24

-

Table B-5. Paid vacation provisions for full-time workers in Providence—Warwick—
Pawtucket/.R.I.—Mass., June 1977— Confined
Office workers

Plant workers
Item

All Industries

Manufacturing

1
14

2
13
22
1
45
6
7
3
1

Nonmanu­
facturing

Public utilities

1

-

23
21
(12)
29
10

3
•

All industries

Manufacturing

21
24

(12)
8
16

(12)
8
23

-

-

21
(12)
16
19

56
2
16
2

49
3
11
5

*

•

21
24

(12)
8
16

Retail trade

Nonmanu­
facturing

Public utilities

Retail trade

AMOUNT OF PAIO VACATION AFTER14' CONTINUED
30 YEARS OF SERVICE!
1 WEEK ~ r — — -------- ---- ----2 WEEKS --------- ----------- — 3 W E E K S ........ ......... — ---OVER 3 AND UNDER 4 WEEKS -----4 M E E K S -----— ..... ...... ■...
OVER 4 AND UNDER S WEEKS -----5 W E E K S ------------- ------ ---6 WEEKS ---------- ----- ------- 9 WEEKS — ..............— ---MAXIMUM VACATION AVAILABLE!
1 M E E K ---- — --- -------- 2 WEEKS -----------------------3 WEEKS -----------------------OVER 3 AND UNDER 4 WEEKS — ---A WEEKS
OVER 4 ANO UNDER 5 WEEKS — --5 W E E K S --------- -------- — ---6 W E E K S ------------ 1------ ----9 WEEKS ------------------------

23

1

40

5
12

4
(12)
1
14
23

1
40
5
12
4
(12)

2
13
22
1

45

6
7
3

IS

*
1
15
23

-

21
(12)
29
10

-

—

97

*
*
3

-

-

21
(12)
16
19

97

-

1

See footnotes at end of tables.




25

56

1

17
2

—

•

-

7
11

26

35
18

-

-

60
2
20

*

—
*

7
67

(12)

••

•

a

23
49
3
11
5

7
11

•

*

•

24

-

23

•
-

26

35
18

•

-

7

-

24

1

20

67

23

60

1

-

-

-

Table B-6. Health, insurance, and pension plans for full-time workers in Providence—Warwick—
Pawtucket, R.I.—Mass., June 1977
Plant workers
Item

All industries

Manufacturing

Nonmanu­
facturing

Office workers
Public utilities

Retail trade

All industries

Manufacturing

Nonmanu­
facturing

Public utilities

Retail trade

PERCENT OF WORKERS
ALU FULL-TIME WORKERS --- ---

100

100

IN ESTABLISHMENTS PROVIDING AT
LEAST ONE OF THE BENEFITS
SHOWN BELOW15 — ------ ----------

99

100

...

...10.4.

97

100

100

99

99

100

95
81

96
95

61
43

100

100

100

100

99

100
85
72

100

100....

loo

LIFE INSURANCE — ----- ----------NONCONTRIBUTORY PLANS --------

85
74

86
75

80
70

100
91

71
65

91
77

ACCIDENTAL DEATH AND
DISMEMBERMENT INSURANCE ------NONCONTRIBUTORY PLANS --------

63
55

66
56

56
50

96
87

34
34

68
59

73
57

65
60

70
70

18
18

SICKNESS AND ACCIOENT INSURANCE
OR SICK LEAVE OR BOTH 16--------

46

41

65

86

74

83

72

91

87

61

31
24

32
25

27
20

82
67

8
8

24
16

37
26

15
9

44
32

25

17

55

70

71

72

53

85

87

49

SICKNESS AND ACCIDENT
I N S U R A N C E --- — --- -----------NONCONTRIBUTORY PLANS — —
SICK LEAVE (FULL PAY AND NO
WAITING PERIOD) --- — ---- ---SICK LEAVE (PARTIAL PAY OR
WAITING PERIOD) ---------- -

.
*

1

-

3

5

3

1

-

2

-

12

LONG-TERM DISABILITY
INSURANCE ---- ------------------NONCONTRIBUTORY PLANS --------

8
3

8
3

10
4

-

7
4

45
24

23
15

60
30

4
4

17
5

HOSPITALIZATION INSURANCE -----NONCONTRIBUTORY PLANS --------

99
78

100
79

94
74

100

100
79

99
63

100
68

99
60

99
99

100
46

SURGICAL INSURANCE ------ ------NONCONTRIBUTORY PLANS .--------

99
77

100
78

94
74

loo
loo

100
79

99
63

100
67

99
60

99
99

100
46

MEDICAL INSURANCE ---- ----------NONCONTRIBUTORY PLANS — — -■

98
77

100
78

93
74

100
100

97
79

99
63

100
67

99
60

99
99

88
46

MAJOR MEDICAL INSURANCE -------NONCONTRIBUTORY PLANS --------

93
72

94
73

89
69

loo

100

99
78

98
59

96
62

99
56

99
99

98
44

DENTAL INSURANCE ----- ----------NONCONTRIBUTORY PLANS --------

16
16

12
12

30
30

68
68

23
23

14
13

8
8

18
17

54
54

11
11

RETIREMENT PENSION --- ----------NONCONTRIBUTORY PLANS — ------

79
75

82
80

68
56

93
85

69
50

91
88

90
87

92
89

93
89

74
51

loo

See footnotes at end of tables.




26

Table B-7. Life insurance plans for full-time workers in Providence—Warwick—Pawtucket, R.I.—Mass., June 1977
Office workers

Plant workers
Manufacturing

All industries

All industries

Manufacturing

Item
All
plans 17

Noncontributory
plans 17

All
plans 17

Noncontributory
plans 17

All
plans 17

Noncontributory
plans 17

All
plans 17

Noncontribtitory
plans 17

TYPE OF PLAN ANO AMOUNT
OF INSURANCE
ALL FULL-TIME WORKERS ARE PROVIDED THE SAME
FLAT-SUM DOLLAR AMOUNT *
PERCENT OF ALL FULL-TIME W O R K E R S 18------------AMOUNT OF INSURANCE PROVIDED:19
HE 01 AN
MIDDLE RANGE (50 PERCENT) -----------MIODLE RANGE (80 PERCENT) -----------AMOUNT OF INSURANCE IS BASED ON A SCHEDULE
WHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF
INSURANCE FOR A SPECIFIED LENGTH OF SERVICE!
PERCENT OF ALL FULL-TIME W O R K E R S 18— ---------AMOUNT OF INSURANCE PROVIDED 19 A F T E R !
6 MONTHS OF SERVICE!
MEAN —
ME 0 1AN
■ ■ »■
MIDDLE RANGE (50 PERCENT) --- — -----MIODLE RANGE (80 PERCENT) -----------1 YEAR OF SERVICE:
-------------------MEDIAN
MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------5 YEARS OF SERVICE!
MEDIAN
MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (60 PERCENT) -----------10 YEARS OF SERVICE!
MEDIAN -----------------------------MIDDLE RANGE (50 PERCENT) ---- -------MIDDLE RANGE (80 PERCENT) -----------20 YEARS OF SERVICE!
MEAN
——— — — — — — —— —
MEDIAN
MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) ------------

50
$4,600
$5,000
$2,000- 6,000
$1,000-10,000

10

44
$4,700
$5,000
$2,000- 6,000
$1,400-10,000

10

51
$4,300
$4,000
$2,000- 6,000
$1,000- 7,700

13

12

26
$5,300
$5,000
$3,000- 6,000
$2,000-10,000

2

22
$5,300
$5,000
$3,000- 6,000
$2,000-10,000

2
$3,200
(6)
(6)
(6)

36
$5,900
$6,000
$3,000- 9,000
$2,000-10,000

28
$6,000
$5,000
$3,000-10,000
$2,000-12,000

3

3

(6)
(6)
(6)
(6)

(6)
(6)
(6)
(6)

$3,800
$3,000
$1,600- 6,000
$1,000- 6,000

$4,000
$5,500
$2,000- 6,000
$1,600- 6,000

$3,800
$3,000
$1,600- 6,000
$1,000- 6,000

$4,000
$5,500
$2,000- 6,000
$1,600- 6,000

$3,200
(6)
(6)
(6)

$4,500
$3,000
$1,600- 8,500
$1,000- 8,500

$4,700
$3,000
$1,600- 8,500
$1,200- 8,500

$4,500
$3,000
$1,600- 8,500
$1,000- 8,500

$4,700
$3,000
$1,600- 8,500
$1,200- 8,500

$3,600
$3,000
$3,000- 5,500
$1,000- 5,500

$3,600
$3,000
$3,000- 5,500
$1,000- 5,500

(6)
(6)
(6)
(6)

(6)
(6)
(6)
(6)

$5,800
$5,000
$2,000-10,000
$2,000-10,000

$6,000
$5,000
$2,500-10,000
$2,000-10,000

$5,800
$5,000
$2,000-10,000
$2,000-10,000

S6,000
$5,000
$2,500-10,000
$2,000-10*000

$5,100
$5,000
$5,000- 7,500
$1,500- 7,500

$5,100
$5,000
$5,000- 7,500
$1,500- 7,500

(6)
(6)
(6)
(6)

(6)
(6)
76)
(6)

$6,700
$8,000
$3,000-10,000
$3,000-10,000

$6,800
$8,000
$3,000-10,000
$3,000-10,000

$6,700
$8,000
$3,000-10,000
$3,000-10,000

$6,800
$8,000
$3,000-10,000
$3,000-10,000

$8,200
$8,000
$7,500- 8,000
$2,500- 8,000

$8,200
$8,000
$7,500- 8,000
$2,500- 8,000

(6)
(6)
(6)
(6)

(6)
(6)
(6)
(6)

$6,900
$8,000
$5,000-10,000
$3,000-10,000

$7,000
$8,000
$5,000-10,000
$3,000-10,000

$6,900
$8,000
$5,000-10,000
$3,000-10,000

$7,000
$8,000
$5,000-10,000
$3,000-10,000

$8,800
$8,000
$7,500- 8,000
$5,000— 6,000

$8,800
$8,000
$7,500- 8,000
$5,000- 8,000

(6)
(6)
(6)
(6)

(6)
(6)
(6)
(6)

See footnotes at end of tables.




44
$4,300
$3,000
$2,000- 5,500
$2,000- 8,000

27

Table B-7. Life insurance plans for full-time workers in Providence—Warwick—Pawtucket, R.I.—Mass., June 1977— Continued
Plant workers

Office workers
Manufacturing

All industries

Manufacturing

All industries

Item
All
plans 17

Noncontributory
plans 17

All
plans 17

Noncontributory
plans 17

10

6

7

4

All
plans 17

Noncontributory
plans 17

All
plans 17

Noncontributory
plans 17

TYPE OF PLAN AND AMOUNT
OF INSURANCE-CONTINUED
AMOUNT OF INSURANCE IS BASED ON A SCHEDULE
WHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF
INSURANCE FOR A SPECIFIED AMOUNT OF EARNINGS 1
PERCENT OF ALL FULL-TIME WOR K E R S 18------------AMOUNT OF INSURANCE P R O V I D E D ‘’IF!
ANNUAL EARNINGS ARE $5,0001
M E A N ---- ----------- ---- ---------------MEDIAN ---- — — — — --- --------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------ANNUAL EARNINGS ARE $10*000!
M E A N ---- ---------------- ---------------M E D I A N --- ------------------------------MIDDLE RANGE (50 P E R C E N T ) --- — ------MIDDLE RANGE (80 PERCENT) -----------ANNUAL EARNINGS ARE $15,000!
M E A N -------------------- ---------------MEDIAN ■■■■■»» ■
■■ ■"
MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------ANNUAL EARNINGS ARE $20Sb00*
m e a n ------ ---------------- ---- --------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) ------------

9

7

$6,000
$S,000
$1,000- 8,000
$1,000- 8,000

$5,700
$3,000
$3,000- 5,000
$1,600-25,000

$7,800
$5,000
$4,000- 5,000
$1,600-25,000

$6,600
$5,000
$5,000- 8,000
$3,000-12,000

$7,400
$5,000
$5,000-10,000
$1,000-12,000

$7,300
$5,000
$5*000-10,000
$3,000-15,000

$7,700
(6)
(6)
(6)

$10,200
$10,000
$3,800-15,000
$3,000-20,000

$11,100
$10,000
$3,000-15,000
$3,000-20,000

$10,000
$6,000
$3,800-20,000
$1,600-25,000

$13,900
$10,000
$10,000-20,000
$1,600-25,000

$12,500
$10,000
$10*000-20,000
$6,000-22,000

$13,100
$10,000
$10,000-20,000
$3,000-22,000

$12,600
$10,000
$10*000-20,000
$6,000-25,000

$13,000
(6)
(6)
(6)

$13,600
$15,000
S 7,500-15,000
$5,000-20,000

$14,300
$15,000
$5,000-16,000
$5,000-20,000

$14,000
$8,000
$7,500-20,000
$4*000-40,000

$18,900
$15,000
$15,000-20,000
$4,000-40,000

$17,300
$15,000
$15,000-20,000
$8,000-30,000

$18,300
$15,000
$15,000-20,000
$5,000-32,000

$17,800
$15,000
$15*000-20,000
$8,000-30,000

$18,100
(6)
(6)
(6)

$15,100
$15,000
$8,000-15,000
$5,000-25,000

$15,200
$15,000
$5,000-20,000
$5,000-25,000

$15,600
$12,500
$8,000-20,000
$5*000-45,000

$20,000
$15,000
$15,000-20,000
$5,000-45,000

$21,000
$15,000
$15,000-20,000
$8,000-42,000

$21,100
$15,000
$15,000-30,000
$5,000-42,000

$20,100
$15,000
$15,000-30,000
$8,000-40,000

$19,700
(6)
(6)
(6)

6

9
1.37

1.00
1.00-2.00
1.00-2.00

8
1.40

1.00
1.00-2.00
1.00-2.00

7

6

2

2

$36,800
$11,500
$11,500- 65,000
$11,500- 65,000

6

8
1.41

1.00
1.00-2,00
1.OO-2.O0

1.85

40
1.85

2.00
1.00-2.00

2.00
1.00-2.00

1.00-2.50

1.00-3.00

30
1.60

2.00
1.00-2.00
1.00-2.00

27
1.67

2.00
1.00-2.00
1.00-2.00

38

33

25

21

2

7

7

6

6

(6)
(6)
(6)
(6)

7

7

28

45

5

(6)
(6)
(6)
(6)

S ee fo o tn o te s at end o f ta b le s .




4

$5,400
$4*000
$3,000- 6,000
$1,000- 8,000

AMOUNT OF INSURANCE IS EXPRESSED AS A FACTOR OF
ANNUAL EAR N I N G S ! 20
PERCENT OF ALL FULL-TIME WORKERS 18-------------9
FACTOR OF ANNUAL EARNINGS USED TO CALCULATE
AMOUNT OF INSURANCE!1’ 20
m e a n ----------- —
----- ---------------1.38
MEDIAN ----- --------- --- ---------------1.00
MIDDLE RANGE (50 PERCENT) -----------1.00-2,00
MIDDLE RANGE (80 PERCENT) -----------1.00-2,00
PERCENT OF ALL FULL-TIME WORKERS COVERED BY
PLANS NOT SPECIFYING A MAXIMUM AMOUNT OF
INSURANCE ------ -------- --- ---- ---------------7
PERCENT OF ALL FULL-TIME WORKERS COVERED BY
PLANS SPECIFYING A MAXIMUM AMOUNT OF
INSURANCE ------ ------2
SPECIFIED MAXIMUM AMOUNT OF INSURANCE!1’
MEAN ---- ---- ------- ---- ---------------$37,400
MEDIAN — »■..... .
$11,500
MIDDLE RANGE (50 PERCENT) ------------ $11,500- 65,000
MIDDLE RANGE (80 PERCENT) ------------ $11,500- 65,000
AMOUNT OF INSURANCE IS BASED ON SOME OTHER TYPE
OF PLAN!
PERCENT OF ALL FULL-TIME W O R K E R S 18-------------

9

$258,000
$257,200
$200,000
$200,000
$200,000-200,000 $200,000-200,000
$65,000-750,000
$65,000-750,000

9

9

$386,200
$300,000
$65,000-750,000
$30*000-750,000

7

$386,200
$300,000
$65,000-750,000
$30,000-750,000

7

Footnotes

Some of these standard footnotes may not apply to this bulletin.

1 Standard hours reflect the workweek for which employees receive
their regular straight-tim e salaries (exclusive of pay for overtime at reg­
ular and/or premium rates), and the earnings correspond to these weekly
hours.
2 The mean is computed for each job by totaling the earnings of
all workers and dividing by the number of workers.
The median desig­
nates position— half of the workers receive the same or more and half r e ­
ceive the same or le ss than the rate shown.
The middle range is defined
by two rates of pay; a fourth of the workers earn the same or less than
the lower of these rates and a fourth earn the same or more than the
higher rate.
3 Earnings data relate only to workers whose sex identification was
provided by the establishment.
4 Excludes premium pay for overtime and for work on weekends,
holidays, and late shifts.
5 Estim ates for periods ending prior to 1976 relate to men only for
skilled maintenance and unskilled plant workers.
All other estimates r e ­
late to men and women.
6 Data do not meet publication criteria or data not available.
7 Form ally established minimum regular straight-tim e hiring sa l­
aries that are paid for standard workweeks.
8 Excludes workers in subclerical jobs such as m essenger.
9 Data are presented for all standard workweeks combined, and for
the most common standard workweeks reported.
10 Includes all plant workers in establishments currently operat­
ing late shifts, and establishments whose form al provisions cover late
shifts, even though the establishments were not currently operating late
shifts.
11 L ess than 0.05 percent.
12 L ess than 0.5 percent.
13 A ll combinations of full and half days that add to the same amount
are combined; for example, the proportion of workers receiving a total of
10 days includes those with 10 full days and no half days, 9 full days and
2 half days, 8 full days and 4 half days, and so on.
Proportions then
were cumulated.




14 Includes payments other than "length of t im e ," such as percentage
of annual earnings or fla t-su m 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 re­
flect individual provisions for progression; for example, changes in pro­
portions 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 fewer
years of service.
15 Estim ates 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 w orkers' disability compensation, social se ­
curity, and railroad retirement.
16 Unduplicated total of workers receiving sick leave or sickness and
accident insurance shown separately below. Sick leave plans are limited to
those which definitely establish at least the minimum number of days' pay
that each employee can expect.
Informal sick leave allowances determined
on an individual basis are excluded.
17 Estim ates under "A ll plans" relate to all plans for which at least
a part of the cost is borne by the employer.
Estim ates under "Noncontrib­
utory plans" include only those financed entirely by the employer.
8 For "A l l in d u stries," all fu ll-tim e plant workers or office workers
equal 100 percent.
For "M anufacturing," all fu ll-tim e plant workers or
office workers in manufacturing equal 100 percent.
19 The mean amount is computed by multiplying the number of workers
provided insurance by the amount of insurance provided, totaling the prod­
ucts, and dividing the sum by the number of workers.
The median indicates
that half of the workers are provided an amount equal to or sm aller and half
an amount equal to or larger than the amount shown. Middle range (50 per­
cent)— a fourth of the workers are provided an amount equal to or less than
the sm aller amount and a fourth are provided an amount equal to or more
than the larger amount. Middle range (80 percent)— 10 percent of the work­
ers are provided an amount equal to or less than the sm aller amount and 10
percent are provided an amount equal to or more than the larger amount.
20 A factor of annual earnings is the number by which annual earnings
are multiplied to determine the amount of insurance provided. For example,
a factor of 2 indicates that for annual earnings of $ 1 0 ,0 0 0 the amount of
insurance provided is $ 20, 000.




Appendix A.
Scope and Method
of Survey
Data on area wages and related benefits are obtained by personal
visits of Bureau field representatives at 3 -year intervals. In each of the
intervening years, information on employment and occupational earnings is
collected by a combination of personal visit, mail questionnaire, and telephone
interview from establishments participating in the previous survey.
In each of the 74 1 areas currently surveyed, data are obtained from
representative establishments within six broad industry divisions: Manufac­
turing; transportation, communication, and other public utilities; wholesale
trade; retail trade; finance, insurance, and real estate; and serv ices. Major
industry groups excluded from these studies are government operations and
the construction and extractive industries. Establishments having fewer than
a prescribed number of workers are omitted because of insufficient em ploy­
ment in the occupations studied. Separate tabulations are provided for each
of the broad industry divisions which meet publication criteria.
These surveys are conducted on a sample basis. The sampling
procedures involve detailed stratification of all establishments within the
scope of an individual area survey by industry and number of employees.
From this stratified universe a probability sample is selected, with each
establishment having a predetermined chance of selection. To obtain optimum
accuracy at minimum cost, a greater proportion of large than sm all establish­
ments 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 c la s s ifi­
cation if data are not available from the original sample m em ber. If no
suitable substitute is available, additional weight is assigned to a sample
member that is sim ilar to the m issing unit.
Occupations and earnings
Occupations selected for study are common to a variety of manufac­
turing and nonmanufacturing industries, and are of the following types: (1)
Office clerical; (2) professional and technical; (3) maintenance, toolroom ,
and powerplant; and (4) m aterial 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 sco p e'o f .the
survey, are not presented in the A -s e r ie s tables because either (1) employ­
ment in the occupation is too sm all to provide enough data to merit presen ­
tation, or (2) there is possibility o f disclosure of individual establishment
data. Separate m en's and women's earnings data are not presented when the
number of workers not identified by sex is 20 percent or more of the men
or women identified in an occupation. Earnings data not shown separately
for industry divisions are included in data for all industries combined.
Likewise, for occupations with m ore 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-tim e
w orkers, i .e ., those hired to work a regular weekly schedule. Earnings
data exclude premium pay for overtime and for work on weekends, holidays,
and late shifts. Nonproduction bonuses are excluded, but cost-of-livin g
allowances and incentive bonuses are included. Weekly hours for office
clerical and professional and technical occupations refer to the standard
workweek (rounded to the nearest half hour) for which employees receive
regular straight-tim e salaries (exclusive of pay for overtime at regular
and/or premium rates). Average weekly earnings for these occupations
are rounded to the nearest half dollar. V ertical lines within the distribution
of workers on some A -tables indicate a change in the size of the class
intervals.

These surveys m easure the level of occupational earnings in an area
at a particular tim e.
Comparisons of individual occupational averages over
time may not reflect expected wage changes. The averages for individual
jobs are affected by changes in wages and employment patterns. For example,
proportions of workers employed by high- or low-wage firm s may change,
or high-wage workers nTay advance to better jobs and be replaced by new
workers at lower rates. Such shifts in employment could decrease an
occupational average even though most establishments in an area increase
wages during the year. 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 com posite, areawide estim ates. Industries
1
Included in the 74 areas are 4 studies conducted by the Bureau under contract. These areas are
and establishments differ in pay level and job staffing, and thus contribute
Akron, Ohio; Birmingham, A la .; Norfolk-Virginia Beachr-Ports mouth and Newport News-Hampton, V a.—N. C .;
differently to the estimates for each job. Pay averages may fail to reflect
and Syracuse, N .Y . In addition, the Bureau conducts more lim ited area studies in approximately 100 areas
at the request of the Employment Standards Administration of the U. S. Department of Labor.
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 m ore generalized than those used in individual
establishments and allow for minor differences among establishments in
specific duties performed.
Occupational employment estimates represent the total in all estab­
lishments within the scope of the study and not the number actually surveyed.
Because occupational structures, among establishments differ, estimates of
occupational employment obtained from the sample of establishments studied
serve only to indicate the relative importance of the jobs studied. These
differences in occupational structure do not affect m aterially the accuracy of
the earnings data.

Wage, trends for selected occupational groups
The percent increases presented in table A -7 are based on changes
in average hourly. earnings of men and women in establishments reporting
the trend jobs in both the current and previous year (matched establishments).
The data are adjusted to remove the effect on average earnings of em ploy­
ment shifts among establishments and turnover of establishments included
in survey sam ples.
The percent in creases, however, are still affected by
factors other than wage increases. H irings, layoffs, and turnover may
affect an establishment average for an occupation when workers are paid
under plans providing a range of wage rates for individual jobs. In periods
of increased hiring, for exam ple, new employees may enter at the bottom
of the range, depressing the average without a change in wage rates.
The percent changes relate to wage changes between the indicated
dates. When the tim e span between surveys is other than 12 months, annual
rates are shown. (It is assumed that wages increase at a constant rate
between surveys.)
Occupations used to compute wage trends are:

Office clerical

Office clerica l— Continued

Secretaries
Stenographers, general
Stenographers, senior
T ypists, classes
A and B
File clerk s, cla sses A ,
B , and C
M essengers
Switchboard operators 2

Order clerk s, classes
A and B
Accounting clerk s,
cla sses A and B
Bookkeeping-machine
operators, cla ss B
Payroll clerks
Keypunch operators,
cla sses A and B

Electronic data processing

Skilled maintenance

Computer system s
analysts, classes
A , B , and C
Computer p rogram m ers,
cla sses A , B , and C
Computer operators,
cla sses A , B , and C

Carpenters
Electricians
Painters
Machinists
Mechanics (machinery)
Mechanics (motor vehicle)
Pipefitters
Tool and die makers

Industrial nurses

Unskilled plant

Registered industrial
nurses

Janitors, p orters, and
cleaners
M aterial handling laborers

Percent changes for individual areas in the program are computed
as follow s:
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 assum ed that employment
remains unchanged.
2.

Each occupation is assigned a weight based on its
proportionate employment in the occupational group in
the base year.

3.

These weights are used to compute group averages.
Each occupation's average earnings (computed in step 1)
is multiplied by its weight. The products are totaled
to obtain a group average.

4.

The ratio of group averages for 2 consecutive years is
computed by dividing the average for the current year
by the average for the earlier year. The result---expressed as a percent— le ss 100 is the percent change.

For a more detailed description of the method used to compute
these wage trends, see "Improving A rea Wage Survey In d e x e s," Monthly
Labor Review, January 1973, pp. 5 2 -5 7 .
Establishment practices and .supplementary wage provisions
The incidence of selected establishment practices and supplementary
wage provisions is studied for fu ll-tim e plant workers and office workers.
Plant workers include nonsupervisory workers and working supervisors
engaged in nonoffice functions. (Cafeteria workers and route workers are
excluded in manufacturing industries, but included in nonmanufacturing
industries.)
Office workers include nonsupervisory workers and working
supervisors performing clerica l or related functions.
Lead workers and
trainees are included among nonsupervisory w orkers. Adm inistrative, execu­
tive, professional and part-tim e employees as well as construction workers
utilized as separate work forces are excluded from both the plant and office
worker categories.

Minimum entrance salaries (table B - l ) . Minimum entrance salaries
2
In 1977, switchboard operators are included in the wage trend computation for all except die following
for office workers relate only to the establishments visited. Because of the
areas: Canton, Chicago, Cincinnati, Davenport-Rock Island-Moline, Houston, Huntsville, Jackson, New Orleans,
optimum sampling techniques used and the probability that large establish­
Portland (Oregon), Providence-Warwick-Pawtucket, Richmond, San Antonio, Seattle-Everett, South Bend,
ments are more likely than sm all establishments to have form al entrance
and Wichita.




rates above the subclerical level, the table is more representative of policies
in medium and large establishments. (The " X ' s " shown under standard
weekly hours indicate that no meaningful totals are applicable.)
Shift differentials— manufacturing (table B -2 ) . Data were collected
on policies of manufacturing establishments regarding pay differentials for
plant 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 plant workers is
recorded. When establishments have differentials which apply only to certain
hours of work, the differential applying to the m ajority of the shift hours is
recorded.
For purposes of this study, a late shift is either a second (evening)
shift which ends at or near midnight or a third (night) shift which starts at or
near midnight.
Differentials for second and third shifts are summarized separately
for (1) establishment policies (an establishment's differentials are weighted by
all plant workers in the establishment at the tim e of the survey) and (2)
effective practices (an establishment's differentials are weighted by plant
workers employed on the specified shift at the tim e of the survey).
Scheduled weekly hours; paid holidays; paid vacations; and health,
insurance, and pension plans. Provisions which apply to a majority of the
plant or office workers in an establishment are considered to apply to all
plant or office workers in the establishment; a practice or provision is
considered nonexistent when it applies to less than a majority. Holidays;
vacations; and health, insurance, and pension plans are considered applicable
to employees currently eligible for the benefits as well as to employees who
will eventually become eligible.
Scheduled weekly hours and days (table B -3 ) . Scheduled weekly
hours and days refer to the number of hours and days per week which fu ll­
tim e first (day) shift workers are expected to work, whether paid for at
straight-tim e or overtime rates.
Paid holidays (table B -4 ) . Holidays are included only if they are
granted annually on a form al basis (provided for in written form or estab­
lished by custom). They are included even though in a particular year
they fall on a nonworkday and employees are not granted another day off.
Employees may be paid for the tim e off or may receive premium pay in
lieu of time off.
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 tim e (whole and half holidays are aggregated).
Paid vacations (table B -5 ) . Establishments report their method of
calculating vacation pay (time b a s is , percent of annual earnings, flat-su m
payment, etc.) and the amount of vacation pay granted. Only basic form al
plans are reported. Vacation bonuses, vacation-savings plans, and "extended"
or "sa b b a tica l" benefits beyond basic plans are excluded.
For tabulating vacation pay granted, all provisions are expressed
on a tim e basis. Vacation pay calculated on other than a tim e basis is
converted to its equivalent tim e period.
Two percent of annual earnings,
for example, is tabulated as 1 week's vacation pay.
A lso , provisions after each specified length of service are related
to all plant 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 plant or office workers by length of
service were not obtained. The tabulations of vacation pay granted present,
therefore, statistical m easures of these provisions rather than proportions
of workers actually receiving specific benefits.
Health, insurance, and pension plans (tables B -6 a n d B -7 L
Health,
insurance, and pension plans include plans for which the employer pays
either all or part of the cost.
The cost may be (1) underwritten by a
com m ercial insurance company or nonprofit organization, (2) covered by a
union fund to which the employer has contributed, or (3) borne directly by
the employer out of operating funds or a fund set aside to cover the cost.
A plan is included even though a majority of the employees in an establish­
ment do not choose to participate in it because they are required to bear
part of its cost (provided the choice to participate is available or will
eventually become available to a m ajority).
Legally required plans such as
social security, railroad retirem ent, w orkers' disability compensation, and
temporary disability insurance3 are excluded.
Life insurance includes form al plans providing indemnity (usually
through an insurance. policy) in case of death of the covered worker.
Information is also provided in table B -7 on types of life insurance plans
and the amount of coverage in all industries combined and in manufacturing.
Accidental death and dismemberment 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 tim e 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 form al p lan s4 which provide for
continuing an em ployee's pay during absence from work because of illn ess.
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.
3 Temporary disability insurance which provides benefits to covered workers disabled by injury or illness
which is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode
Island. Establishment plans which meet only the legal requirements are excluded from these data, but those
under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the
State law are included. In Rhode Island, benefits are paid out of a State fund to which only employees
contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan.
State fund financing: In California, only employees contribute to the State fund; in New Jersey,
employees and employers ccfatribute; 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 .A ct) provides temporary disability insurance
benefits to railroad workers for illness or injury, whether wotk-connected or not. The legislation requires
that employers bear the entire cost of the insurance.
4 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.

Long-term disability insurance plans provide payments to totally
disabled employees upon the expiration of their paid sick leave and/or sick ­
ness and accident insurance, or after a predetermined period of disability
(typically 6 months).
Payments are made until the end of the disability, a
maximum age, or eligibility for retirement benefits.
Full or partial pay­
ments are almost always reduced by social security, w orkers' disability
compensation, and private pension benefits payable to the disabled employee.

Labor-management agreement coverage
The following tabulation shows the percent of fu ll-tim e plant and
office workers employed in establishments in the Providence—Warwick—
Pawtucket area in which a union contract or contracts covered a m ajority
of the workers in the respective categories, May 1977:
Plant workers

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 ca lls.
Plans
restricted to post-operative medical care or a doctor's care for minor
ailments at a w orker's place of employment are not considered to be
medical insurance.
M ajor 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 ., $50) 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 .,
$ 1 0,000 a year).

A ll indu stries________________
Manufacturing_____________
Nonmanufacturing________
Public utilities________
Retail trade
________

Office workers

39
38
44
98
31

6
6

6

45

An establishment is considered to have a contract covering all plant
or office workers if a m ajority of such workers is covered by a labormanagement agreem ent. Therefore, all other plant or office workers are
employed in establishments that either do not have labor-managem ent con­
tracts in effect, or have contracts that apply to fewer than half of their plant
or office w orkers. Estim ates are not n ecessa rily representative of the extent
to which all workers in the area m ay be covered by the provisions of lab ormanagement agreem ents, because sm all establishments are excluded and the
industrial scope of the survey is lim ited.

Dental insurance plans provide norm al dental service benefits,
usually for fillin gs, extractions, and X -r a y s .
Plans which provide benefits
only for oral surgery or repairing accident damage are not reported.
Retirement pension plains provide for regular payments to the retiree
for life. Included are deferred profit-sharing plans which provide the option
of purchasing a lifetim e annuity.




Industrial composition in manufacturing
N early two-thirds of the workers within the scope of the survey in
the Providence-W arwick—Pawtucket area were employed in manufacturing
fir m s . The following presents the m ajor industry groups and specific indus­
tries as a percent of all manufacturing:
Industry groups

Specific industries

Miscellaneous manufacturing
industries______________________ 28
E lectric and electronic
equipment______________________ 11
Textile m ill products__________ 8
Machinery, except e le ctr ica l— 8
Rubber and m iscellaneous
plastics p ro d u cts____________ 7
P rim ary m etal industries_____7
Fabricated m etal products____ 6
Instruments and related

Costume jew elry and
notions_________________________13
Jewelry, silverw are, and
plated w are____________________12
E lectrical lighting and
wiring equipm ent____________ 5
Nonferrous rolling and
drawing_______________________ 5

This information is based on estim ates of total employment derived
from universe m aterials compiled before actual survey. Proportions in
various industry divisions m ay differ from proportions based on the results
of the survey shown in appendix table 1.

Appendix table 1. Establishments and workers within scope of survey and number studied in Providence—
Warwick—Pawtucket, R.I.—Mass.,1 June 1977
N um ber o f e sta b lish m e n ts

Industry d i v i s i o n 2

M in im um
em p lo ym e n t
in e s t a b lis h ­
m ents in s c o p e
o f study

W o r k e r s in esta b lish m en ts
W ithin s c o p e o f study

W ithin s c o p e
o f s tu d y 3

Studied
T o t a l4

Studied
N um ber

P ercen t

F u ll-t im e
plant w o r k e r s

F u ll-t im e
o f fic e w o r k e r s

T o t a l4

ALL ESTABLISHMENTS
ALL D I V I S I O N S ---- ----- ----- ---- ------------

•

708

162

1 4 8 ,6 2 6

100

9 7 ,5 6 2

2 0 ,3 4 4

7 9 ,1 5 0

MANUFACTURING ------------------------------------NONMANUFACTURING --------------- --- — -----------TRANSPORTATION. COMMUNICATION. AND
OTHER PUBLIC U T I L I T I E S 5 --- ----- -----------WHOLESALE TRADE ------------------------------RETAIL TRADE
— ——
FINANCE. INSURANCE. AND REAL ESTATE -------SERVICES -----*
-----------

SO
-

432
276

86
76

9 9 ,1 3 8
4 9 ,4 8 8

67
33

7 5 ,5 1 0
2 2 ,0 5 2

8 ,4 8 4
1 1 ,8 6 0

4 9 ,6 4 7
2 9 ,5 0 3

50
50
50
50
50

31
47
103
39
56

13
8
16
14
25

8 ,0 8 5
4 ,6 3 6
1 7 ,9 0 4
1 2 ,1 0 4
6 ,7 5 9

5
3
12
8
5

4 ,4 3 3

1 ,3 6 3

1 1 ,4 5 2

6 ,1 8 9
1 .1 7 6
9 ,7 6 9
9 ,0 4 7
3 ,3 2 2

60

49

6 7 ,2 8 4

100

4 3 ,1 3 6

1 0 ,7 2 7

5 9 ,5 6 7

500
•

40
20

31
18

4 5 ,2 9 1
2 1 ,9 9 3

67
33

3 3 ,0 1 3
1 0 ,1 2 3

4 ,3 3 6
6 ,3 9 1

3 8 ,7 0 4
2 0 ,8 6 3

500
500
500
500
500

3

3

4 ,3 9 4

7
15
12

2 ,7 8 4

612

4 ,3 9 4

<6)
<7 )
<5 )

(6)
956

(6)
<6)

LARGE ESTABLISHMENTS
ALL D I V I S I O N S ---- --------------- ----------MANUFACTURING ---- -------------------------------NONMANUFACTURING --- ----- ---- ------------------TRANSPORTATION, COMMUNICATION, AND
OTHER PUBLIC U T I L I T I E S 5 ---------------------WHOLESALE TRAOE ---------- --- ----- ----------RETAIL TRADE ----------------------------------FINANCE. INSURANCE, AND REAL ESTATE -------S E R V I C E S 8 ---------------------------------------

8
7

10
7

*

1 The P r o v id e n c e —W arw ick —Paw tucket Standard M e tro p o lita n S ta tistica l A r e a , as de fin e d by
the O ffic e o f M anagem ent and Budget th rou gh F e b r u a r y 1974, c o n s is t s o f the fo llo w in g a r e a s in
R h ode Island: C en tra l F a lls , C ra n sto n , E ast P r o v id e n c e , P a w tu ck et, P r o v id e n c e , and W o o n s o ck e t
C it ie s , and eight tow n s in P r o v id e n c e County; N a r r a g a n s e t t , N o r t h K i n g s t o w n , an d S o u th K i n g s t o w n
tow n s in W ashington County; W a rw ick C ity and th r e e tow n s in Kent County; a ll o f B r is t o l County;
and J am estow n tow n in N ew p ort C ou nty, and in M a s s a c h u s e tts : A t tle b o r o C ity, and s e v e n con tig u ou s
tow n s in B r is t o l, N o r fo lk , and W o r c e s t e r C o u n tie s . T h e ''w o r k e r s w ithin s c o p e o f stu d y " e s tim a te s
shown in th is ta b le p r o v id e a re a s o n a b ly a c c u r a t e d e s c r ip tio n o f the s iz e and c o m p o s it io n o f the la b o r
f o r c e in clu d ed in the s u r v e y . E s tim a te s a r e not in ten ded, h o w e v e r , fo r c o m p a r is o n w ith o th e r
em p loym en t in d exes t o m e a s u r e em p lo ym e n t tre n d s o r l e v e ls s in c e (1) planning o f w age s u r v e y s
r e q u ir e s esta b lish m en t data c o m p ile d c o n s id e r a b ly in advance o f the p a y r o ll p e r io d stu d ie d , and (2)
s m a ll e s ta b lis h m e n ts a r e e x clu d e d fr o m the s c o p e o f the s u r v e y .
2 Th e 1972 ed ition o f the Standard In d u stria l C la s s ific a t io n M anual w as used to c la s s i f y
es ta b lis h m en ts b y in d u stry d iv is io n . H o w e v e r , a ll go v e rn m e n t o p e r a tio n s a r e e x clu d e d f r o m the
s c o p e o f the s u r v e y .
3 Inclu des a ll e s ta b lis h m e n ts w ith to ta l e m p lo y m e n t at o r a b o v e the m in im u m lim ita tio n .
A ll
ou tlets (w ithin the area ) o f c o m p a n ie s in in d u s tr ie s su ch as t r a d e , fin a n c e , auto r e p a ir s e r v ic e ,
and m otion p ic tu r e th e a te r s a r e c o n s id e r e d as 1 e s ta b lis h m e n t.




9 ,7 9 3
7 ,8 0 6

*

(6>

<<■>

7 ,3 3 9

482

<7>
<<>>

<6»
<6)

8 ,6 6 3
7 ,8 0 6

4 In clu des e x e c u t iv e , p r o f e s s io n a l, p a r t - t im e , and oth er w o r k e r s ex clu d ed fr o m the sep a ra te
plant and o f f i c e c a t e g o r ie s .
5 A b b r e v ia te d to "p u b lic u t ilit ie s " in th e A - and B - s e r i e s ta b le s .
T a x ica b s and s e r v ic e s
in c id e n t a l to

w a te r

tr a n s p o r ta tio n

are

e x c lu d e d .

6 T h is d iv is io n is r e p r e s e n te d in e s tim a te s f o r " a ll in d u s t r ie s " and "n on m a n u fa ctu rin g" in
the A - s e r i e s t a b le s , and fo r " a ll in d u s t r ie s " in the B - s e r i e s ta b le s . S eparate p resen ta tion o f data
is not m a d e f o r on e o r m o r e o f the fo llo w in g r e a s o n s : (1) E m ploym en t is to o s m a ll to p r o v id e
enough data to m e r it s e p a r a te stu dy, (2) the sa m p le w as not d es ig n e d in itia lly to p e r m it sep a ra te
p r e s e n ta tio n , (3) r e s p o n s e w as in s u ffic ie n t o r inadequate to p e r m it se p a ra te p r e s e n ta tio n , and (4)
th e r e is p o s s ib ilit y o f d i s c lo s u r e o f in divid u al esta b lish m en t data.
7 W o r k e r s f r o m th is e n tire d iv is io n a r e r e p r e s e n te d in e s tim a te s f o r " a ll in d u s t r ie s " and
"n o n m a n u fa ctu rin g " in the A - s e r i e s t a b le s , but fr o m the r e a l estate p o r tio n on ly in e s tim a te s f o r
" a ll in d u s t r ie s " and "n o n m a n u fa ctu rin g " in the B - s e r i e s ta b le s .
S epa ra te p res en ta tion o f data is
not m ad e f o r one o r m o r e o f th e r e a s o n s given in footn ote 6.
8 H o te ls and m o t e ls ; la u n d rie s and o th e r p e r s o n a l s e r v ic e s ; b u s in e s s s e r v ic e s ; a u tom ob ile
r e p a ir , r e n ta l, and p a rk in g ; m o tio n p ic tu r e s ; n on p rofit m e m b e r s h ip o r g a n iz a tio n s (ex clu d in g r e lig io u s
and c h a r ita b le o r g a n iz a t io n s ); and e n g in e e rin g and a r c h ite c t u r a l s e r v ic e s .

35




Appendix B.
Occupational
Descriptions
The prim ary purpose of preparing job descriptions for the Bu­
reau's wage surveys is to a ssist its field staff in classifying into appro­
priate occupations workers who are employed under a variety of payroll
titles and different work arrangements from establishment to establish­
ment and from area to area. This permits the grouping of occupational
wage rates representing comparable job content. Because of this empha­
sis on interestablishment and interarea comparability of occupational
content, the Bureau's job descriptions may differ significantly from those
in use in individual establishments or those prepared for other purposes.
In applying these job descriptions, the Bureau's field economists are
instructed to exclude working supervisors; apprentices; learners; begin­
ners; and part-tim e, tem porary, and probationary workers. Handicapped
workers whose earnings are reduced because of their handicap are also
excluded. Trainees are excluded from the survey except for those re­
ceiving on-th e-job training in some of the lower level professional and
technical occupations.

Office
SECRET ARY— Continued

SECRETARY
Assigned as a personal secretary, norm ally to one individual.
Maintains a close and highly responsive relationship to the day-to-day activ­
ities of the supervisor. Works fairly independently receiving a minimum of
detailed supervision and guidance. P erform s varied clerical and secretarial
duties requiring a knowledge of office routine and understanding of the
organization, program s, and procedures related to the work of the supervisor.
Exclusions

a.

Positions which do not meet the "p erso n a l"
described above;

c. Stenographers serving as office assistants to a group of pro­
fessional, technical, or managerial persons;
A ssistant-type positions which entail more difficult or more re ­
sponsible technical, administrative, or supervisory duties which
are not typical’ of secretarial work, e .g ., Administrative A s s is t­
ant, or Executive Assistant;

Listed below are several occupations for which revised descriptions or titles are being introduced
in this survey:
Tool and die maker
Guard
Shipper and receiver
(previously surveyed
as shipping and
receiving clerk)
Truckdriver

Order clerk
P ayroll clerk
Secretary
Switchboard operator
Switchboard operator-receptionist
T ranscribing-m achine typist
Machine tool operator (toolroom)

The Bureau has discontinued collecting data for tabulating-machine operator. Workers previously
classified as watchmen are now classified as guards under the revised description.

37

secretary concept

b. Stenographers not fully trained in secretarial-type duties;

d.

Not all positions that are titled "s e c r e ta r y " possess the above
characteristics. Examples of positions which are excluded from the definition
are as follows:




Exclusions— Continued

SECRETARY— Continued

SECRET ARY— Continued

Exclusions— Continued

Classification by Level— Continued

e.

Positions which do not fit any of the situations listed in the
sections below titled "L e v e l of S u p e r v iso r," e .g ., secretary to the
president of a company that em ploys, in all, over 5 ,0 0 0 persons;

f.

Trainees.

Classification by Level
Secretary jobs which meet the above 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 chart following the explanations of these two
factors indicates the level of the secretary for each combination of the
factors.
Level of Secretary's Supervisor (LS)
Secretaries should be matched at one of the four LS levels described
below according to the level of the secretary's supervisor within the company
organizational structure.
LS—1

a. Secretary to the supervisor or head of a sm all organizational
unit (e .g ., fewer than about 25 or 30 persons); or
b. Secretary to a nonsupervisory staff specialist, professional
em ployee, administrative officer or assistant, skilled technician
or expert.
(NOTE: M a n y companies assign stenographers,
rather than secretaries as described above, to this level of
supervisory or nonsupervisory worker.)

LS—2

a.

Secretary to an executive or managerial person, whose respon­
sibility is not equivalent to one of the specific level situations in
the definition for 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

b. Secretary to the head of an individual plant, factory, etc., (or
other equivalent level of official) that em ploys, in all, fewer
than 5, 000 persons.
LS—3

a. Secretary to the chairman of the board or president of a company
that em ploys, in a ll, fewer than 100 persons; or
b. Secretary to a corporate officer (other than chairman of the
board or president) of a company that em ploys, in all, over 100
but fewer than 5, 000 persons; or
c. Secretary to the head (immediately below the officer level) over
either a m ajor corporatewide functional activity (e .g ., marketing,
research , operations, industrial relations, etc.) or a m ajor
geographic or organizational segment (e .g ., a regional headquar­
te r s ; a m ajor division) of a company that em ploys, in all,
over 5 ,0 0 0 but fewer than 2 5 ,0 0 0 em ployees; or
d. Secretary to the head of an individual plant, factory, etc.,
(or other equivalent level of official) that em ploys, in all,
over 5 ,0 0 0 persons; or




e.

LS—4

Secretary to the head of a large and important organizational
segment (e .g ., a middle management supervisor of an organi­
zational segment often involving as many as several hundred
persons) of a company that em ploys, in a ll, over 2 5 ,0 0 0 persons.

a. Secretary to the chairman of the board or president of a company
that em ploys, in a ll, over 100 but fewer than 5 ,0 0 0 persons; or
b. Secretary to a corporate officer (other than the chairman of
the board or president) of a company that em ploys, in all,
over 5 ,0 0 0 but fewer than 2 5 ,0 0 0 persons; or
c. Secretary to the head, immediately below the corporate officer
lev el, of a major segment or subsidiary of a company that
em ploys, in all, over 2 5 ,0 0 0 persons.

NOTE: The term "corporate o ffic e r " used in the above LS def­
inition refers to those officials who have a significant corporatewide policy­
making role with regard to m ajor company activities. The title "vice
p resid en t," though norm ally indicative of this role, does not in all cases
identify such positions. Vice presidents whose prim ary responsibility is to
act personally on individual cases or transactions (e .g ., approve or deny
individual loan or credit actions; administer individual trust accounts; di­
rectly supervise a clerical staff) are not considered to be "corporate
o ffic e r s" for purposes of applying the definition.
Level of S ecretary's Responsibility (LR)
This factor evaluates the nature of the work relationship between
the secretary and the supervisor, and the extent to which the secretary is
expected to exercise initiative and judgment. Secretaries should be matched
at LR—1 or LR—2 described below according to their level of responsibility.
Level of Responsibility 1 (LR—1)
P erform s varied secretarial duties including or comparable to most
of the following:
a.

Answers telephones,
coming m ail.

greets

personal

b.

Answers telephone requests which have standard answ ers.
reply to requests by sending a form letter.

c.

Reviews correspondence, memoranda, and reports prepared by
others for the supervisor's signature to ensure procedural and
typographical accuracy.

d.

Maintains su pervisor's
instructed.

e.

T ypes, takes and transcribes dictation, and files.

calendar

and

ca lle rs,

makes

and

opens

in­

May

appointments

as

SECRETARY— Continued

STENOGRAPHER— Continued

Level of Responsibility 2 (LR—2)

Stenographer, Senior

Perform s duties described under LR—1 and, in addition perform s
tasks requiring greater judgment, initiative, and knowledge of office functions
including or comparable to m ost of the following:

Dictation involves a varied technical or specialized vocabulary
such as in legal briefs or reports on scientific research. May also set up
and maintain file s, keep records, etc.
OR

a. Screens telephone and personal c a lle r s, determining which can
be handled by the supervisor's subordinates or other offices.
b.

Answers requests which require a detailed knowledge of of­
fice procedures or collection of information from files or
other offices. May sign routine correspondence in own or
supervisor's name.

c.

Compiles or assists in compiling periodic reports on the basis
of general instructions.

d. Schedules tentative appointments without prior clearance. A s ­
sem bles n ecessary background m aterial for scheduled meetings.
Makes arrangements for meetings and conferences.
e.

Explains supervisor's requirements to other employees in super­
v iso r 's unit. (Also types, takes dictation, and file s.)

The following chart
and LR combination.

shows the level of the secretary for each LS

Level of secretary's
supe rvisor

TRANSCRIBING-MACHINE TYPIST
P rim ary duty is to type copy of voice recorded dictation which does
not involve varied technical or specialized vocabulary such as that used in
legal briefs or reports on scientific research. May also type from written
copy. May maintain file s, keep simple records, or perform other relatively
routine clerical tasks.
(See Stenographer definition for workers involved
with shorthand dictation.)

Level of secreta ry 's responsibility
TYPIST
LR—1

LS—1.
LS—2.
LS—3.
LS—4.

P erform s stenographic duties requiring significantly greater in­
dependence and responsibility than stenographer, general, as evidenced by
the following: Work requires a high degree of stenographic speed and
accuracy; a thorough working knowledge of general business and office pro­
cedure; and of the specific business operations, organization, policies,
procedures, file s, workflow, etc. Uses this knowledge in performing steno­
graphic duties and responsible clerical tasks such as maintaining follow^
up files; assembling m aterial for reports, memoranda, and letters; com­
posing simple letters from general instructions; reading and routing incoming
m ail; and answering routine questions, etc.

C lass
C lass
Class
Class

E
D
C
B

LR—2
Class
Class
Class
Class

D
C
B
A

STENOGRAPHER
P rim ary duty is to take dictation using shorthand, and to transcribe
the dictation. May also type from written copy. May operate from a
stenographic pool. May occasionally transcribe from voice recordings (if
prim ary duty is transcribing from recordings, see Transcribing-M achine
Typist).
NOTE: This job is distinguished from that of a secretary in that a
secretary norm ally works in a confidential relationship with only one manager
or executive and perform s m ore responsible and discretionary tasks as
described in the secretary job definition.

Uses a typewriter to make copies of various materials or to make
out bills after calculations have been made by another person. May include
typing of stencils, m ats, or sim ilar m aterials for use in duplicating
p ro cesses.
May do clerical work involving little special training, such
as keeping simple records, filing records and reports, or sorting and
distributing incoming m ail.
Class A . P erform s one or more of the following: Typing material
in final form when it involves combining m aterial from several sources; or
responsibility for correct spelling, syllabication, punctuation, etc., of tech­
nical or unusual words or foreign language m aterial; or planning layout
and typing of complicated statistical tables to maintain uniformity and
balance in spacing. May type routine form letters, varying details to suit
circum stances.
Class B . P erform s one or more of the following: Copy typing from
rough or clear drafts; or routine typing of fo rm s, insurance p olicies, etc.;
or setting up simple standard tabulations; or copying more complex tables
already set up and spaced properly.
FILE CLERK

Stenographer, General
Dictation involves a norm al routine vocabulary. May maintain file s,
keep simple records, or perform other relatively routine clerical tasks.




F ile s, cla ssifie s, and retrieves m aterial 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.

FILE CLERK— Continued

ORDER CLERK— Continued

C lass A . C lassifies and indexes file m aterial such as correspond­
ence, reports, technical documents, etc., in an established filing system
containing a number of varied subject matter file s. May also file this
m aterial. May keep records of various types in conjunction with the files.
May lead a sm all group of lower level file clerks.

adequacy of information recorded; ascertaining credit rating of customer;
furnishing customer with acknowledgement of receipt of order; following-up
to see that order is delivered by the specified date or to let customer know
of a delay in delivery; maintaining order file; checking shipping invoice
against original order.

Class B . Sorts, codes, and files unclassified m aterial by simple
(subject matter) headings or partly classified m aterial by finer subheadings.
Prepares simple related index and cro ss-referen c e aids. As requested,
locates clearly identified m aterial in files and forwards m aterial. May p er­
form related clerical tasks required to maintain and service files.

Exclude workers paid on a com m ission basis or whose duties include
any of the following: Receiving orders for services rather than for m aterial
or merchandise; providing customers with consultative advice using knowl­
edge gained from engineering or extensive technical training; emphasizing
selling skills; handling m aterial or merchandise as an integral part of the job.

Class C . P erform s routine filing of m aterial that has already been
classified or which is easily classified in a simple serial classification
system (e .g ., alphabetical, chronological, or num erical).
As requested,
locates readily available m aterial in files and forwards m aterial; and may
fill out withdrawal charge. May perform simple clerical and manual tasks
required to maintain and service files.

Positions
definitions:

MESSENGER
P erform s various routine duties such as running errands, operating
minor office machines such as sealers or m a ile rs, opening and distributing
m a il, and other minor clerical work. Exclude positions that require operation
of a motor vehicle as a significant duty.

are

classified

into

levels

according to

the following

C lass A . Handles orders that involve making judgments such as
choosing which specific product or m aterial from the establishment's product
lines will satisfy the custom er's needs, or determining the price to be quoted
when pricing involves m ore than m erely referring to a price list or making
some simple mathematical calculations.
Class B . Handles orders involving item s which have readily iden­
tified uses and applications. May refer to a catalog, manufacturer's manual,
or sim ilar document to insure that proper item is supplied or to verify
price of ordered item .
ACCOUNTING CLERK

SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private
branch exchange (PBX) system to relay incoming, outgoing, and intrasystem
calls. May provide information to ca lle rs, record and transm it m e ssa g es,
keep record of calls placed and toll charges. Besides operating a telephone
switchboard or console, may also type or perform routine clerical work
(typing or routine clerical work may occupy the m ajor portion of the w orker's
tim e, and is usually perform ed while at the switchboard or console). Chief or
lead operators in establishments employing m ore them one operator are
excluded. For an operator who also acts as a receptionist, see Switchboard
O perator-Receptionist.
SWITCHBOARD OPERATOR-RECEPTIONIST
At a single-position telephone switchboard or console, acts both as
an operator— see Switchboard Operator— and as a receptionist. Receptionist's
work involves such duties as greeting v isito rs; determining nature of v isitor's
business and providing appropriate information; referring visitor to appro­
priate person in the organization or contacting that person by telephone and
arranging an appointment; keeping a log of v isitors.
ORDER CLERK
Receives written or verbal cu sto m ers1 purchase orders for m aterial
or merchandise from custom ers or sales people. Work typically involves
some combination of the following duties: Quoting p rices; determining availa­
bility of ordered item s and suggesting substitutes when n ecessary; advising
expected delivery date and method of delivery; recording order and customer
information on order sheets; checking order sheets for accuracy and




P erform s one or m ore accounting clerical tasks such as posting to
registers and ledgers; reconciling bank accounts; verifying the internal con­
sistency, com pleteness, and mathematical accuracy of accounting documents;
assigning prescribed accounting distribution codes; examining and verifying
for clerical accuracy various types of reports, lis ts , calculations, posting,
etc.; or preparing simple or assisting in preparing m ore complicated journal
vouchers. May work in either a manual or automated accounting system .
The work requires a knowledge of clerical methods and office
practices and procedures which relates to the clerical processing and re­
cording of transactions and accounting information. With experience, the
worker typically becom es fam iliar with the bookkeeping and accounting term s
and procedures used in the assigned work, but is not required to have a
knowledge of the form al principles of bookkeeping and accounting.
Positions
definitions:

are

classified into levels

on the basis of the following

C lass A . Under general supervision, perform s accounting clerical
operations which require the application of experience and judgment, for
exam ple, clerically processing complicated or nonrepetitive accounting tran s­
actions, selecting among a substantial variety of prescribed accounting codes
and classifications, or tracing transactions through previous accounting
actions to determine source of discrepancies. May be assisted by one or
m ore class B accounting clerks.
C lass B . Under close supervision, following detailed instructions
and standardized procedures, perform s one or m ore routine accounting
clerical operations, such as posting to led g ers, cards, or worksheets

ACCOUNTING CLERK— Continued

MACHINE BILLER— Continued

where identification of items and locations of postings are clearly indicated;
checking accuracy and completeness of standardized and repetitive records
or accounting documents; and coding documents using a few prescribed
accounting codes.

Bookkeeping-machine b ille r . Uses a bookkeeping machine (with or
without a typewriter keyboard) to prepare custom ers' bills as part of the
accounts receivable operation. Generally involves the simultaneous entry of
figures on custom ers' ledger record. The machine automatically accumulates
figures on a number of vertical columns and computes and usually prints
automatically the debit or credit balances. Does not involve a knowledge
of bookkeeping. Works from uniform and standard types of sales and
credit slips.

BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter key­
board) to keep a record of business transactions.

PAYROLL CLERK

Class A . Keeps a set of records requiring a knowledge of and
experience in basic bookkeeping principles, and familiarity with the structure
of the particular accounting system used. Determines proper records and
distribution of debit and credit items to be used in each phase of the work.
May prepare consolidated reports, balance sheets, and other records by hand.

P erform s the clerical tasks necessary to process payrolls and to
maintain payroll records. Work involves most of the following: Processing
w orkers' time or production records; adjusting w orkers' records for changes
in wage rates, supplementary benefits, or tax deductions; editing payroll
listings against source records; tracing and correcting errors in listings;
and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical
knowledge of governmental regulations, company payroll policy, or the
computer system for processing payrolls.

Class B . Keeps a record of one or more phases or sections of a
set of records usually requiring little knowledge of basic bookkeeping. Phases
or sections include accounts payable, payroll, custom ers' accounts (not in­
cluding a simple type of billing described under machine b iller), cost d is­
tribution, expense distribution, inventory control, etc. May check or assist
in preparation of trial balances and prepare control sheets for the accounting
department.

KEYPUNCH OPERATOR
Operates a keypunch machine to record or verify alphabetic and/or
numeric data on tabulating cards or on tape.
Positions
definitions:

MACHINE BILLER
Prepares statements, b ills, and invoices on a machine other than
an ordinary or electrom atic typewriter. May also keep records as to billings
or shipping charges or perform other clerical work incidental to billing
operations. For wage study purposes, machine billers are classified by type
of machine, as follows:

are

classified

into levels

on the basis of the following

C lass A . Work requires the application of experience and judgment
in selecting procedures to be followed and in searching for, interpreting,
selecting, or coding items to be keypunched from a variety of source
documents. On occasion may also perform some routine keypunch work.
May train inexperienced keypunch operators.

Billing-machine b ille r. Uses a special billing machine (combination
typing and adding machine) to prepare bills and invoices from custom ers'
purchase ord ers, internally prepared ord ers, shipping memoranda, etc.
Usually involves application of predetermined discounts and shipping charges
and entry of necessary extensions, which may or may not be computed on
the billing machine, and totals which are automatically accumulated by
machine. The operation usually involves a large number of carbon copies of
the bill being prepared and is often done on a fanfold machine.

Class B . Work is routine and repetitive. Under close supervision
or following specific procedures or instructions, works from various stand­
ardized source documents which have been coded, and follows specified
procedures which have been prescribed in detail and require little or no
selecting, coding, or interpreting of data to be recorded. Refers to su­
pervisor problems arising from erroneous items or codes or missing
information.

Professional and Technical
COMPUTER SYSTEMS ANALYST, BUSINESS

COMPUTER SYSTEMS AN A LYST, BUSINESS— Continued

Analyzes business problems to formulate procedures for solving
them by use of electronic data processing equipment. Develops a complete
description of all specifications needed to enable program m ers to prepare
required digital computer program s. Work involves most of the following:
Analyzes subject-m atter operations to be automated and identifies conditions
and criteria required to achieve satisfactory results; specifies number and
types of records, file s, and documents to be used; outlines actions to be
performed by personnel and computers in sufficient detail for presentation
to management and for programming (typically this involves preparation of
work and data flow charts); coordinates the development of test problems and

participates in trial runs of new and revised system s; and recommends
equipment changes to obtain more effective overall operations.
(NOTE:
Workers performing both system s analysis and programming should be
classified as system s analysts if this is the skill used to determine their pay.)




Does not include employees prim arily responsible for the man­
agement or supervision of other electronic data processing employees,
or system s analysts prim arily concerned with scientific or engineering
problem s.

41

COMPUTER SYSTEMS A N A LYST , BUSINESS— Continued

COMPUTER PROGRAMMER, BUSINESS— Continued

For wage study purposes, system s analysts are classified as follows:
C lass A . Works independently or under only general direction on
complex problems involving all phases of system s analysis. Problem s are
complex because of diverse sources of input data and m ultiple-use require­
ments of output data.
(For exam ple, develops an integrated production
scheduling, inventory control, cost analysis, and sales analysis record in
which every item of each type is automatically processed through the full
system of records and appropriate followup actions are initiated by the
computer.) Confers with persons concerned to determine the data processing
problems and advises subject-m atter personnel on the implications of new or
revised system s of data processing operations. Makes recommendations, if
needed, for approval of m ajor system s installations or changes and for
obtaining equipment.
May provide functional direction to lower level
who are assigned to a ssist.

Does not include employees prim arily responsible for the man­
agement or supervision of other electronic data processing em ployees,
or program m ers prim arily concerned with scientific and/or engineering
problem s.
For wage study purposes, program m ers are classified as follows:

system s analysts

Class B . Works independently or under only general direction on
problems that are relatively uncomplicated to analyze, plan, program , and
operate. P roblem s are of lim ited complexity because sources of input data
are homogeneous and the output data are closely related.
(For example,
develops system s for maintaining depositor accounts in a bank, maintaining
accounts receivable in a retail establishment, or maintaining inventory
accounts in a manufacturing or wholesale establishment.) Confers with
persons concerned to determine the data processing problems and advises
subject-m atter personnel on the implications of the data processing system s
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 C . Works under immediate supervision, carrying out analyses
as assigned, usually of a single activity. Assignments are designed to develop
and expand practical experience in the application of procedures and skills
required for system s analysis work. For exam ple, may assist a higher level
system s analyst by preparing the detailed specifications required by pro­
gram m ers from information developed by the higher level analyst.
COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problem s, typically prepared by a
system s anadyst, into a sequence of detailed instructions which are re­
quired to solve the problems by automatic data processing equipment.
Working from charts or diagram s, the program m er develops the pre­
cise instructions which, when entered into the computer system in coded
language, cause the manipulation of data to achieve desired results. Work
involves m ost of the following: Applies knowledge of computer capa­
bilities, m athem atics, logic employed by computers, and particular sub­
ject matter involved to analyze charts and diagrams of the problem to
be programm ed; develops sequence of program steps; writes detailed flow
charts to show order in which data will be processed; converts these
charts to coded instructions for machine to follow; tests and corrects




program s; prepares instructions for operating personnel during production
run; analyzes, review s, and alters program s to increase operating effi­
ciency or adapt to new requirements; maintains records of program de­
velopment and revisions. (NOTE: W orkers performing both system s anal­
y sis and programming should be classified as system s analysts if this is
the skill used to determine their pay.)

C lass A . Works independently or under only general direction
on complex problems which require competence in all phases of pro­
gramming concepts and practices. Working from diagrams and charts
which identify the nature of desired resu lts, m ajor processing steps to
be accomplished, and the relationships between various steps of the prob­
lem solving routine; plans the full range of programming actions needed
to efficiently utilize the computer system in achieving desired end products.
At this level, programming is difficult because computer equip­
ment must be organized to produce several interrelated but diverse prod­
ucts from numerous and diverse data elem ents. A wide variety and ex­
tensive number of internal processing actions must occur. This requires
such actions as development of common operations which can be re­
used, establishment of linkage points between operations, adjustments to
data when program requirements exceed computer storage capacity, and
substantial manipulation and resequencing of data elements to form a
highly integrated program .
May provide functional direction to lower level program m ers who
are assigned to a ssist.
C lass B . Works independently or under only general direction on
relatively simple p rogram s, or on simple “Segments of complex program s.
Program s (or segments) usually process information to produce data in two
or three varied sequences or form ats. 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 caCn be tested by using a few routine checks. Typically,
the program deals with routine recordkeeping operations.

OR

Works on complex program s (as described for class A ) under
close direction of a higher level program m er or supervisor. May assist
higher level program m er by independently performing less difficult tasks
assigned, and performing m ore difficult tasks under fairly close direction.

COMPUTER PROGRAMMER, BUSINESS— Continued

DRAFTER

May guide or instruct lower level program m ers.
C lass C . Makes practical applications of programming practices
and concepts usually learned in form al training courses. Assignments
are designed to develop competence in the application of standard pro­
cedures to routine problem s.
Receives close supervision on new aspects
of assignm ents; and work is reviewed to verify its accuracy and conformance
with required procedures.
COMPUTER OPERATOR
Monitors and operates the control console of a digital computer to
process data according to operating instructions, usually prepared by a
program m er. Work includes most of the following: Studies instructions to
determine equipment setup and operations; loads equipment with required
item s (tape r e e ls, cards, etc.); switches necessary auxiliary equipment into
circuit, and starts and operates computer; makes adjustments to computer to
correct operating problems and meet special conditions; reviews errors
made during operation and determines cause or refers problem to super­
visor or program m er; and maintains operating records. May test and assist
in correcting program.
For wage

study purposes,

computer

operators

are

classified as

follow s:
Class A . Operates independently, or under only general direction, a
computer running program s with m ost of the following characteristics: New
programs are frequently tested and introduced; scheduling requirements are
of critical importance to m inim ize downtime; the programs are of complex
design so that identification of error source often requires a working knowl­
edge of the total program , and alternate programs may not be available.
May give direction and guidance to lower level operators.
C lass B . Operates independently, or under only general direction, a
computer running program s with m ost of the following characteristics: Most
of the programs are established production runs, typically run on a regularly
recurring b a sis; there is little or no testing of new program s required; a lter­
nate program s are provided in case original program needs m ajor change
or cannot be corrected within a reasonably short tim e. In common error
situations, diagnoses cause and takes corrective action. This usually in­
volves applying previously programm ed corrective steps, or^ using standard
correction techniques.
OR
Operates under direct supervision a computer running program s or
segments of program s with the characteristics described for class A. May
a ssist a higher level operator by independently performing less difficult tasks
assigned, and performing difficult tasks following detailed instructions and
with frequent review of operations perform ed.
C lass C . Works on routine program s under close supervision. Is
expected to develop working knowledge of the computer equipment used and
ability to detect problem s involved in running routine program s. Usually has
received some form al training in computer operation. May assist higher
level operator on complex program s.




Class A . Plans the graphic presentation of complex items having
distinctive design features that differ significantly from established drafting
precedents. Works in close support with the design originator, and may
recommend minor design changes. Analyzes the effect of each change on the
details of form , function, and positional relationships of components and
parts. Works with a minimum of supervisory assistance. Completed work
is reviewed by design originator for consistency with prior engineering
determinations. May either prepare drawings or direct their preparation by
lower level drafters.
Class B . P erform s nonroutine and complex drafting assignments
that require the application of most of the standardized drawing techniques
regularly used. Duties typically involve such work as: Prepares working
drawings of subassem blies with irregular shapes, multiple functions, and
precise positional relationships between components; prepares architectural
drawings for construction of a building including detail drawings of founda­
tions, wall sections, floor plans, and roof. Uses accepted formulas and
manuals in making necessary computations to determine quantities of
m aterials to be used, load capacities, strengths, str e sse s, etc.
Receives
initial instructions, requirem ents, and advice from supervisor.
Completed
work is checked for technical adequacy.
C lass C . Prepares detail drawings of single units or parts for
engineering, construction, manufacturing, or repair purposes. Types of
drawings prepared include isom etric projections (depicting three dimensions
in accurate scale) and sectional views to clarify positioning of components
and convey needed information.
Consolidates details from a number of
sources and adjusts or transposes scale as required. Suggested methods of
approach, applicable precedents, and advice on source materials are given
with initial assignm ents. Instructions are less complete when assignments
recur. Work may be spot-checked during progress.
D R A F T E R -T R A C E R
Copies plans and drawings prepared by others by placing tracing
cloth or paper over drawings and tracing with pen or pencil.
(Does not
include tracing limited to plans prim arily consisting of straight lines and a
large scale not requiring close delineation.)
A N D /O R
Prepares simple or repetitive drawings of easily visualized item s.
Work is closely supervised during progress.
ELECTRONICS TECHNICIAN
Works on various types of electronic equipment and related devices
by performing one or a combination of the following: Installing, maintaining,
repairing, overhauling, troubleshooting, modifying, constructing, and testing.
Work requires practical application of technical knowledge of electronics
principles, ability to determine malfunctions, and skill to put equipment in
required operating condition.
The equipment— consisting of either many different kinds of circuits
or multiple repetition of the same kind of circuit— includes, but is not limited
to, the following: (a) Electronic transmitting and receiving equipment (e .g .,
radar, radio, television, telephone, sonar, navigational aids), (b) digital and
analog com puters, and (c) industrial and m edical measuring and controlling
equipment.

ELECTRONICS TECHNICIAN— Continued

ELECTRONICS TECHNICIAN— Continued

This classification excludes repairers of such standard electronic
equipment as common office machines and household radio and television
sets; production assem blers and testers; workers whose prim ary duty is
servicing electronic test instruments; technicians who have administrative
or supervisory responsibility; and drafters, designers, and professional
engineers.

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.

Positions
definitions:

are

classified into levels on the basis of the following

Class A . Applies advanced technical knowledge to solve unusually
complex problems (i.e ., those that typically cannot be solved solely by
reference to manufacturers' manuals or sim ilar 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 understanding of
the interrelationships of circuits; exercising independent judgment in p er­
forming such tasks as making circuit analyses, calculating wave form s,
tracing relationships in signal flow; and regularly using complex test in­
struments (e .g ., dual trace oscilloscop es, Q -m e te r s , deviation m eters,
pulse generators).
Work may be reviewed by supervisor (frequently an engineer or
designer) for general compliance with accepted practices. May provide
technical guidance to lower level technicians.
C lass B . Applies comprehensive technical knowledge to solve com ­
plex problems (i.e ., those that typically can be solved solely by properly
interpreting manufacturers' manuals or sim ilar documents) in working on
electronic equipment. Work involves: A fam iliarity with the interrelation­
ships of circuits; and judgment in determining work sequence and in selecting
tools and testing instruments, usually less complex than those used by the
class A technician.

Class C . Applies working technical knowledge to perform simple or
routine tasks in working on electronic equipment, following detailed in­
structions which cover virtually all procedures. Work typically involves such
tasks as: A ssisting higher level technicians by performing such activities as
replacing components, wiring circuits, and taking test readings; repairing
simple electronic equipment; and using tools and common test instruments
(e .g ., m ultim eters, audio signal generators, tube te ste r s, oscilloscopes). Is
not required to be fam iliar with the interrelationships of circuits.
This
knowledge, however, may be acquired through assignments designed to in­
crease competence (including classroom training) so that worker can advance
to higher level technician.
Receives technical guidance, as required, from supervisor or higher
level technician. Work is typically spot checked, but is given detailed
review when new or advanced assignments are involved.
REGISTERED INDUSTRIAL NURSE
A registered nurse who gives nursing service under general medical
direction to ill or injured employees or other persons who become ill or
suffer an accident on the prem ises of a factory or other establishment.
Duties involve a combination of the following: Giving first aid to the ill or
injured; attending to subsequent dressing of em ployees' injuries; keeping
records of patients treated; preparing accident reports for compensation or
other purposes; assisting in physical examinations and health evaluations of
applicants and em ployees; and planning and carrying out programs involving
health education, accident prevention, evaluation of plant environment, or
other activities affecting the health, w elfare, and safety of all personnel.
Nursing supervisors or head nurses in establishments employing m ore than
one nurse are excluded.

Maintenance, Toolroom, and Powerplant
MAINTENANCE CARPENTER

MAINTENANCE ELECTRICIAN— Continued

P erform s the carpentry duties necessary to construct and maintain
in good repair building woodwork and equipment such as bins, crib s, counters,
benches, partitions, doors, flo o rs, stairs, casings, and trim made of wood
in an establishment. Work involves m ost of the following: Planning and
laying out of work from blueprints, drawings, m odels, or verbal instructions;
using a variety of carpenter's handtools, portable power tools, and standard
measuring instruments; making standard shop computations relating to
dimensions of work; and selecting m aterials necessary for the work. In
general, the work of the maintenance carpenter requires rounded training
and experience usually acquired through a form al apprenticeship or equivalent
training and experience.

equipment such as generators, tran sfo rm ers, switchboards, controllers,
circuit breakers, m o to rs, heating units, conduit system s, or other tran s­
m ission equipment; working from blueprints, drawings, layouts, or other
specifications; locating and diagnosing trouble in the electrical system or
equipment; working standard computations relating to load requirements of
wiring or electrical equipment; and using a variety of electrician's handtools
and measuring and testing instruments. In general, the work of the m ain­
tenance electrician requires rounded training and experience usually acquired
through a form al apprenticeship or equivalent training and experience.

MAINTENANCE PAINTER
MAINTENANCE ELECTRICIAN
P erform s a variety of electrical trade functions such as the in­
stallation, maintenance, or repair of equipment for the generation, d istri­
bution, or utilization of electric energy in an establishment. Work involves
m ost of the following: Installing or repairing any of a variety of electrical




Paints and redecorates w a lls, woodwork, and fixtures of an estab­
lishm ent. 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

MAINTENANCE PAINTER— Continued

MAINTENANCE PIPEFITTER

and interstices; and applying paint with spray gun or brush. May mix colors,
o ils, white lead, ,^nd other paint ingredients to obtain proper color or con­
sistency. In general, the work of the maintenance painter requires rounded
training and experience usually acquired through a form al apprenticeship or
equivalent training and experience.

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 p ressu res, flow, and size of
pipe required; and making standard tests to determine whether finished pipes
meet specifications. In general, the work of the maintenance pipefitter
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience. Workers prim arily
engaged in installing and repairing building sanitation or heating systems
are excluded.

MAINTENANCE MACHINIST
Produces replacement parts and new parts in making repairs of
m etal parts of mechanical equipment operated in an establishment. Work in­
volves most of the following: Interpreting written instructions and specifica­
tions; planning and laying out of work; using a variety of 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 m etals;
selecting standard m aterials, parts, and equipment required for this work;
and fitting and assembling parts into mechanical equipment. In general, the
m achinist's work normally requires a rounded training in machine-shop
practice usually acquired through a form al 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 me chemical
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 m ajor 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 form al apprenticeship or equivalent training and ex­
perience. Excluded from this classification are workers whose primary
duties involve setting up or adjusting machines.
MAINTENANCE MECHANIC (MOTOR VEHICLE)
Repairs automobiles, buses, m otortrucks, and tractors of an estab­
lishment. Work involves most of the following: Examining automotive
equipment to diagnose source of trouble; disassem bling equipment and per­
forming repairs that involve the use of such handtools as wrenches, gauges,
d rills, or specialized equipment in disassembling or fitting parts; replacing
broken or defective parts from stock; grinding and adjusting valves; r e ­
assembling and installing the various assem blies in the vehicle and making
necessary adjustments; and aligning wheels, adjusting brakes and lights, or
tightening body bolts. In general, the work of the motor vehicle maintenance
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 S H E E T -M E T A L WORKER
Fabricates, installs, and maintains in good repair the sheet-m etal
equipment and fixtures (such as machine guards, grease pans, shelves,
lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment.
Work involves most of the following: Planning and laying out all types of
sheet-m etal maintenance work from blueprints, m odels, or other specifica­
tions; setting up and operating all available types of sheet-m etal working
machines; using a variety of handtools in cutting, bending, forming, shaping,
fitting, and assembling; and installing sheet-m etal articles as required. In
general, the work of the maintenance sheet-m etal worker requires rounded
training and experience usually acquired through a form al apprenticeship or
equivalent training and experience.
MILLWRIGHT
Installs new machines or heavy equipment, and dismantles and
installs machines or heavy equipment when changes in the plant layout are
required. Work involves most of the following: Planning and laying out work;
interpreting blueprints or other specifications; using a variety of handtools
and rigging; making standard shop computations relating to str e sse s, strength
of m aterials, and centers of gravity; aligning and balancing equipment;
selecting standard tools, equipment, and parts to be used; and installing and
maintaining in good order power transm ission equipment such as drives and
speed reducers. In general, the m illwright's work normally requires a
rounded training and experience in the trade acquired through a formal
apprenticeship or equivalent training and experience.

MAINTENANCE TRADES HELPER
A ssists one or m ore workers in the skilled maintenance trades, by
performing specific or general duties of le sse r skill, such as keeping a
worker supplied with m aterials and tools; cleaning working area, machine,
and equipment; assisting journeyman by holding m aterials 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 too ls, and cleaning working areas; and in others he is permitted to
perform specialized machine operations, or parts of a trade that are also
performed by workers on a full-tim e basis.

MACHINE-TOOL, OPERATOR (TOOLROOM)

TOOL AND DIE MAKER— Continued

Specializes in operating one or m ore than one type of machine
tool (e .g ., jig b orer, grinding machine, engine lather, milling machine) to
machine metal for use in making or maintaining jig s, fixtures, cutting tools,
gauges, or metal dies or molds used in shaping or forming metal or
nonmetallic m aterial (e .g ., plastic, plaster, rubber, glass). Work typically
involves: Planning and performing difficult machining operations which
require complicated setups or a high degree of accuracy; setting up machine
tool or tools (e .g ., install cutting tools and adjust guides, stops, working
tables, and other controls to handle the size of stock to be machined;
determine proper feeds, speeds, tooling, and operation sequence or select
those prescribed in drawings, blueprints, or layouts); using a variety of
precision measuring instruments; making n ecessary adjustments during
machining operation to achieve requisite dimensions to very close tolerances.
May be required to select proper coolants and cutting and lubricating o ils,
to recognize when tools need dressing, and to dress tools. In general, the
work of a m achine-tool operator (toolroom) at the skill level called for in
this classification requires extensive knowledge of machine-shop and tool­
room practice usually acquired through considerable on-the-job training and
experience.

setting up and operating various machine tools and related equipment; using
various tool and die m aker's handtools and precision measuring instruments;
working to very close tolerances; heat-treating metal parts and finished tools
and dies to achieve required qualities; fitting and assembling parts to pre­
scribed tolerances and allowances. In general, the tool and die m aker's
work requires rounded training in machine-shop and toolroom practice
usually acquired through form al apprenticeship or equivalent training and
experience.

For cross-in du stry wage study purposes, this classification does not
include m achine-tool operators (toolroom) employed in tool and die jobbing
shops.
TOOL AND DIE MAKER
Constructs and repairs jig s, fixtures, cutting too ls, gauges, or
metal dies or molds used in shaping or forming metal or nonmetallic
material (e .g ., plastic, plaster, rubber, glass). Work typically involves:
Planning and laying out work according to m odels, blueprints, drawings, or
other written or oral specifications; understanding the working properties of
common metals and alloys; selecting appropriate m aterials, tools, and
processes required to complete task; making necessary shop computations;

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 and may also supervise the operation of
stationary engines and equipment (mechanical or electrical) to supply the
establishment in which employed with power, heat, refrigeration, or a irconditioning. Work involves: Operating and maintaining equipment such as
steam engines, air com p ressors, generators, m otors, turbines, ventilating
and refrigerating equipment, steam boilers and boiler-fed water pumps;
making equipment repairs; and keeping a record of operation of machinery,
temperature, and fuel consumption. May also supervise these operations.
Head or chief engineers in establishments employing more than one engineer
are excluded.
BOILER TENDER
Fires stationary boilers to furnish the establishment in which em ­
ployed with heat, power, or steam.
Feeds fuels to fire by hand or
operates a mechanical stoker, gas, or oil burner; and checks water and
safety valves. May clean, oil, or assist in repairing boilerroom equipment.

Material Movement and Custodial
TRUCKDRIVER

SHIPPER AND RECEIVER

Drives a truck within a city or industrial area to transport
m aterials, m erchandise, equipment, or workers between various types of
establishments such as:
Manufacturing plants, freight depots, warehouses,
wholesale and retail establishm ents, or between retail establishments and
custom ers' houses or places of business. May also load or unload truck
with or without helpers, make minor mechanical repairs, and keep truck in
good working order. Salesroute and over-th e-road drivers are excluded.

P erform s clerical and physical tasks in connection with shipping
goods of the establishment in which employed and receiving incoming
shipments. In performing day-to-day, routine tasks, follows established
guidelines. In handling unusual nonroutine problem s, receives specific guid­
ance from supervisor or other officials. May direct and coordinate the
activities of other workers engaged in handling goods to be shipped or being
received.

For wage study purposes, truckdrivers are classified by type and
rated capacity of truck, as follows:

Shippers typically are responsible f o r most of the following:
Verifying that orders are accurately filled by comparing items and quantities
of goods gathered for shipment against documents; insuring that shipments
are properly packaged, identified with shipping information, and loaded into
transporting vehicles; preparing and keeping records of goods shipped, e .g .,
m anifests, bills of lading.

Truckdriver, light truck
(straight truck, under (IV2 tons, usually 4 wheels)
Truckdriver, medium truck
(straight truck, IV2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
Truckdriver, tra cto r-tra iler




Receivers typically are responsible for m ost of the following:
Verifying the correctness of incoming shipments by comparing items and
quantities unloaded against bills of lading, invoices, m anifests, storage

46

SHIPPER AND RECEIVER— Continued

M ATERIAL HANDLING LABORER— Continued

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.

m aterials or merchandise in proper storage location; and transporting
m aterials or merchandise by handtruck, car, or wheelbarrow.
Longshore
w orkers, who load and unload ships, are excluded.

For wage study purposes, workers are classified as follows:
Shipper
Receiver
Shipper and receiver

POW ER-TRUCK OPERATOR
Operates a manually controlled gasoline- or electric-pow ered truck
or tractor to transport goods and m aterials 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, perform s a variety of warehousing duties which require
an understanding of the establishment's storage plan. Work involves most
of the following: Verifying m aterials (or merchandise) against receiving
documents, noting and reporting discrepancies and obvious damages; routing
m aterials to prescribed storage locations; storing, stacking, or palletizing
m aterials in accordance with prescribed storage methods; rearranging and
taking inventory of stored m aterials; examining stored m aterials and re­
porting deterioration and damage; removing m aterial 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 re ­
ceiving work (see Shipper and Receiver and Shipping Packer), order filling
(see Order F ille r), or operating power trucks (see P ow er-Truck Operator).
ORDER FILLER
F ills shipping or transfer orders for finished goods from stored
merchandise in accordance with specifications on sales slips, custom ers'
ord ers, or other instructions. May, in addition to filling orders and indicating
items filled or omitted, keep records of outgoing ord ers, requisition addi­
tional stock or report short supplies to supervisor, and perform other related
duties.
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 m aterial 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.
M ATERIAL HANDLING LABORER
A worker employed in a warehouse, manufacturing plant, store, or
other establishment whose duties involve one or m ore of the following:
Loading and unloading various m aterials and merchandise on or from freight
ca rs, trucks, or other transporting devices; unpacking, shelving, or placing




Forklift operator
Pow er-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 a rrests.
May also help visitors and customers by answering
questions and giving directions.
Guards employed by establishments which provide protective s e r ­
vices on a contract basis are included in this occupation.
For wage study purposes, guards are classified as follows:
Guard A
Enforces regulations designed to prevent breaches of security.
E xercises 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 spe­
cialized training in methods and techniques of protecting security areas.
Commonly, the guard is required to demonstrate continuing physical fitness
and proficiency with firearm s or other special weapons.
Guard B
Carries out instructions prim arily oriented toward insuring that
em ergencies and security violations are readily discovered and reported to
appropriate authority. Intervenes directly only in situations which require
minim al action to safeguard property or persons. Duties require minimal
training.
Commonly, the guard is not required to demonstrate physical
fitness.
May be arm ed, but generally is not required to demonstrate
proficiency in the use of firearm s or special weapons.
JANITOR, PORTER, OR CLEANER
Cleans and keeps in an orderly condition factory working areas and
washroom s, or prem ises of an office, apartment house, or com m ercial or
other establishment. Duties involve a combination of the following: Sweeping,
mopping or scrubbing, and polishing floors; removing chips, trash, and other
refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or
trim m ings; providing supplies and minor maintenance services; and cleaning
lavatories, showers, and restroom s. W orkers who specialize in window
washing are excluded.

Service Contract
Act Surveys
The following areas are sur­
veyed periodically for use in admin­
istering the Service Contract Act
of 1965. Survey results are pub­
lished in releases which are availa­
ble, at no cost, while supplies last
from any of the BLS regional offices
shown on the back cover.
Alaska (statewide)
Albany, Ga.
Alexandria, La.
Alpena, Standish, and
Tawas City, Mich.
Asheville, N.C.
Atlantic City, N.J.
Augusta, Ga.—S.C .
Austin, Tex.
B akersfield, Calif.
Baton Rouge, La.
Battle Creek, Mich.
Beaumont—Port A rth u rOrange, Tex.
Biloxi—Gulfport and
Pascagoula, M iss.
Brem erton, Wash.
Bridgeport, Norwalk, and
Stamford, Conn.
Brunswick, Ga.
Cedar Rapids, Iowa
Champaign—Urbana—Rantoul, HI.
Charleston, S.C.
Cheyenne, Wyo.
Clarksville—Hopkinsville, T e n n -K y .
Colorado Springs, Colo.
Columbia, S.C.
Columbus, Mis s .
Crane, Ind.
Decatur, 111.
Des M oines, Iowa
Dothan, Ala.
Duluth-Superior, Minn.—Wis.
El P aso, T ex ., and Alamogordo—Las
C ruces, N. Mex.
Eugene-Springfield and Medford—
Klamath Falls—Grants Pass—
Roseburg, Oreg.
Fayetteville, N.C.
Fitchburg—L eom in ster, M ass.




Fort Riley—Junction City, Kans.
Fort Smith, Ark.—Okla.
Fort Wayne, Ind.
Frederick—Hager stown—
Chambersburg, Md.—Pa.
Gadsden and Anniston, Ala.
Goldsboro, N.C.
Grand Island-H astings, Nebr.
Guam, T erritory of
Harrisburg—Lebanon, Pa.
La C rosse, W is.
Laredo, Tex.
Lawton, Okla.
Lexington—Fayette, Ky.
L im a , Ohio
Logansport—Peru, Ind.
Lower Eastern Shore, Md.—Va.—Del.
Macon, Ga.
Madison, W is.
Maine (statewide)
McAllen—Pharr—Edinburg and
Brownsville—Harlingen—
San Benito, Tex.
Meridian, M iss.
Middlesex, Monmouth, and
Ocean C o s., N.J.
Mobile and Pensacola, A la.—Fla.
Montana (statewide)
Nashville—Davidson, Tenn.
New Bern—Jacksonville, N.C.
New Hampshire (statewide)
New London—Norwich, Conn.—R.I.
North Dakota (statewide)
Northern New York
Orlando, Fla.
Oxnard-Simi Valley—Ventura, Calif.
Phoenix, A riz.
Pine Bluff, Ark.
Pueblo, Colo.
Puerto Rico
Raleigh—Durham, N.C.
Reno, Nev.
R iverside-San Bernardino—
Ontario, Calif.
Salina, Kans.
Salinas—Seaside—Monterey, Calif.
Sandusky, Ohio
Santa Barbara—Santa Maria—
Lompoc, Calif.

Savannah, Ga.
S elm a, Ala.
Sherman—Denison, Tex.
Shreveport, La.
South Dakota (statewide)
Southern Idaho
Southwestern Virginia
Springfield, 111.
Springfield—Chicopee—Holyoke,
M a ss.—Conn.
Stockton, Calif.
Tacom a, Wash.
Tampa—St. Petersburg, Fla.
Topeka, Kans.
Tulsa, Okla.
Upper Peninsula, Mich.
Vallejo—Fairfield—Napa, Calif.
Vermont (statewide)
Virgin Islands of the U.S.
Waco and Killeen—Tem ple, Tex.
Waterloo—Cedar F a lls, Iowa
West Texas Plains
West Virginia (statewide)
Wilmington, Del.—N .J.—Md.
Yakima, Richland—Kennewick, and
Walla Walla—Pendleton,
Wash.—Oreg.

ALSO A VAILABLE—
An annual report on salaries for
accountants, auditors, chief account­
ants, attorneys, job analysts, direc­
tors of personnel, buyers, chem ists,
engineers, engineering technicians,
drafters, a n d clerical employees
is available.
Order as BLS B ulle­
tin 1931, National Survey of P ro­
fessional, Administrative, Technical
and C lerical Pay, March 1976, $1.35
a copy, from any of the BLS r e ­
gional sales offices shown on the
back cover, or from the Superin­
tendent of Documents , U.S. Govern­
ment Printing Office, Washington,
D.C. 20402.

Area Wage
Surveys
A l i s t o f the l a t e s t b u l l e t i n s a v a i l a b l e i s p r e s e n t e d b e l o w .
B u lletin s
m a y b e p u r c h a s e d f r o m a n y o f the B L S r e g i o n a l o f f i c e s s h o w n o n the b a c k
c o v e r , o r f r o m th e S u p e r i n t e n d e n t o f D o c u m e n t s , U.S. G o v e r n m e n t P r i n t i n g
O f fi c e , W ash in g ton , D .C . 20402.
M a k e c h e c k s p a ya b le to S u perin ten den t of
D ocum ents.
A d i r e c t o r y o f o c c u p a t i o n a l w a g e s u r v e y s , c o v e r i n g th e y e a r s
1950 t h r o u g h 1 9 7 5 , i s a v a i l a b l e on r e q u e s t .

Area

Akron, Ohio, Dec. 1 9 7 6 1______________________________________
Albany—Schenectady—Troy, N .Y ., Sept. 1976 ________________
Anaheim—Santa Ana—Garden Grove,
C alif., Oct. 1976_______________________________________________
Atlanta, G a ., May 1977________________________________________
Baltim ore, M d., Aug. 1976____________________________________
Billings, Mont., July 1976_____________________________________
Birmingham, A la ., Mar. 1977________________________________
Boston, M a s s ., Aug. 1976 _____________________________________
Buffalo, N .Y ., Oct. 1976 ______________________________________
Canton, Ohio, May 1976_________________________________ ______
Chattanooga, Tenn.—G a ., Sept. 1976 _________________________
Chicago, 111., May 1976 _______________________________________
Cincinnati, Ohio—Ky.—Ind., M ar. 1976________________________
Cleveland, Ohio, Sept. 1976___________________________________
Columbus, Ohio, Oct. 1976____________________________________
Corpus Christi, T e x ., July 1976______________________________
Dallas—Fort Worth, T e x ., Oct. 1976_________________________
Davenport—Rock Island—Moline, Iowa—111., Feb. 1976______
Dayton, Ohio, Dec. 1976 ______________________________________
Daytona Beach, F la ., Aug. 1976 ______________________________
Denver—Boulder, C olo., Dec. 1976___________________________
Detroit, M ich., M ar. 1977_____________________________________
Fresno, C alif., June 1976 _____________________________________
Gainesville, F la ., Sept. 1976 _________________________________
Green Bay, W is ., July 1976___________________________________
G reensboro-W inston-Salem —High Point,
N .C ., Aug. 1976_______________________________________________
Greenville—Spartanburg, S .C ., June 1976 1__________________
Hartford, Conn., M ar. 1977___________________________________
Houston, T e x ., Apr, 1976______________________________________
Huntsville, A la ., Feb. 1977 1__________________________________
Indianapolis, Ind., Oct. 1976__________________________________
Jackson, M is s ., Feb. 1 9 7 7 1___________________________________
Jacksonville, F la ., Dec. 1 9 7 6 1_______________________________
Kansas City, M o .-K a n s., Sept. 1 9 7 6 1 ________________________
Los A ngeles—Long Beach, C alif., Oct. 1976_________________
Lou isville, Ky.—Ind., Nov. 1976_______________________________




B u lletin n um ber
and p r i c e *

1900 -7 6, 85 cents
1900-59, 55 cents
1900 -6 7,
1950 -1 7,
1900 -5 2,
1900 -3 9,
1950-8,
1900 -5 3,
1900 -7 0,
1900 -2 8,
1900 -5 7,
1900 -3 2,
1 900 -7 ,
1900 -6 2,
1900 -6 8,
1 900 -4 1,
1900 -6 3,
1900-25,
1900 -7 8,
1900 -4 5,
1900 -7 3,
1950 -1 3,
1900 -2 9,
1900 -5 4,
1900 -3 7,

75 cents
$1 .2 0
85 cents
55 cents
85 cents
85 cents
75 cents
55 cents
55 cents
$ 1 .0 5
75 cents
95 cents
75 cents
55 c6nts
85 cents
55 cents
85 cents
45 cents
85 cents
$ 1 .2 0
55 cents
45 cents
55 cents

1900 -4 7,
1900 -3 6,
1 9 50 -9 ,
1 9 00 -2 6,
1 9 50 -4 ,
1900 -5 8,
19 5 0 -2 ,
1900 -8 0,
1900 -6 0,
1900 -7 7,
1900 -6 9,

65 cents
85 cents
80 cents
85 cents
$ 1 .4 0
75 cents
$ 1 .5 0
85 cents
$ 1.05
85 cents
55 cents

A rea
M e m p h i s , T e n n . —A r k . —M i s s . , N o v . 1976 1_____________________
M i a m i , F l a . , O ct . 1 9 7 6 ___________________________________________
M i l w a u k e e , W i s . , A p r . 1977 ____________________________________
M i n n e a p o l i s —St. P a u l , M i n n . —W i s . , Jan. 1 9 7 7 ________________
N a s s a u —S u f f o l k , N. Y . , June 1976 _______________________________
N e w a r k , N . J . , J a n 1977 __________________________________________
N e w O r l e a n s , L a . , Jan. 1 9 7 7 * __________________________________
N e w Y o r k , N . Y . - N . J . , M a y 1 9 7 6 ________________________________
N o r f o l k —V i r g i n i a B e a c h —P o r t s m o u t h , V a . —
N . C . , M a y 1977___________________________________________________
N o r f o l k —V i r g i n i a B e a c h —P o r t s m o u t h and
N e w p o r t N e w s —H a m p t o n , V a . —N . C . , M a y 19 7 7 _____________
N o r t h e a s t P e n n s y l v a n i a , A u g . 1976
__________________________
O k l a h o m a C i t y , O k l a . , A u g . 1 9 7 6 _______________________________
O m a h a , N e b r . —I o w a , O c t . 1 9 7 6 _________________________________
P a t e r s o n —C l i f t o n - P a s s a i c , N . J . , June 1976 __________________
P h i l a d e l p h i a , P a . —N . J . , N o v . 1 9 7 6 1____________________________
P i t t s b u r g h , P a . , Jan. 1977 ______________________________________
P o r t l a n d , M a i n e , D e c . 1 9 7 6 1 ___________________________________
P o r t l a n d , O r e g . —W a s h . , M a y 1976 _____________________________
P o u g h k e e p s i e , N . Y . , June 1976 ________________________________
P o u g h k e e p s i e —K i n g s t o n —N e w b u r g h , N . Y . , June 197 6 ____ ____
P r o v i d e n c e —W a r w i c k —P a w t u c k e t , R . I . —
M a s s . , June 1977 1 ______________________________________________
R i c h m o n d , V a . , June 1 9 7 6 _______________________________________
St. L o u i s , M o . —111., M a r . 1977 _________________ ________________
S a c r a m e n t o , C a l i f . , D e c . 1976 __________________________________
S a g i n a w , M i c h . , N o v . 1 9 7 6 1_____________________________________
S a lt L a k e C it y —O g d e n , U tah, N o v . 1 9 7 6 _______________________
San A n t o n i o , T e x . , M a y 1976 ___________________________________
S a n D i e g o , C a l i f . , N o v . 1 9 7 6 ____________________________________
San F r a n c i s c o —O a k la n d , C a l i f . , M a r . 1976 ___________________
S a n J o s e , C a l i f . , M a r . 1 9 7 7 __________ __________________________
S e a t t l e —E v e r e t t , W a s h . , J a n 1977 1_____________________________
S o u th B e n d , I n d ., M a r . 1976 ____________________________________
S y r a c u s e , N . Y . , J u ly 1 9 7 6 _______________________________________
T o l e d o , O h i o —M i c h . , M a y 19 7 7_________________________________
T r e n t o n , N . J . , S e p t. 1 9 7 6 ________________________________________
W a s h i n g t o n , D. C . —M d . —V a . , M a r . 1977 _______________________
W i c h i t a , K a n s . , A p r . 1977 1 ___________ - ________________________
W o r c e s t e r , M a s s . , A p r . 1977 __________________________________
Y o r k , P a . , F e b . 1977 _____________________________________________

B u lletin n u m ber
and p r i c e *
1900-75,
1900-66,
1950-14,
1950-3,
1900-35,
1950-7,
1950-5,
1900-48,

85 c e n t s
75 c e n t s

1950-20,

70 c e n t s

1950-21,
1900-43,
1900-42,
1900-61,
1900-38,
1900-64,
1950-1,
1900-72,
1900-51,
1900-50,
1900-55,

70
65
55
55
55

1950-22,
1900-34,
1950-10,
1900-71,
1900-74,
1900-65,
1900-23,
1900-79,
1900-9,
1950-19,
1950-12,
1900-5,
1900-44,
1950-18,
1900-56,
1950-11,
1950-16,
1950-15,
1950-6,

* Prices are determined by the Government Printing Office and are subject to change.
1 Data on establishment practices and supplementary wage provisions are also presented.

$ 1. 10
$ 1.60
85 c e n t s
$ 1.60
$ 1.60
$ 1.05

cents
cents
cents
cents
cents

$ 1. 10
$ 1.50
85 c e n t s
75 c e n t s
45 c e n t s
55 c e n t s

$ 1.20
65 c e n t s

$ 1.20
55
75
55
65
55
95

cents
cents
cents
cents
cents
cents

$ 1.00
$ 1.20
55
55
80
55

cents
cents
cents
cents

$ 1.20
$ 1.10
70 c e n t s

$ 1.10

U.S. Department of Labor
Bureau of Labor Statistics
Washington, D.C. 20212

Postage and Fees Paid
U.S. Department of Labor
Third Class Mail

Official Business
Penalty for private use, $300

Lab-441

Bureau of Labor Statistics Regional Offices
Region I

Region II

Region lit

Region IV

1603 JFK Federal Building
Government Center
Boston, Mass. 02203
Phone: 223-6761 (AreaCode617)

Suite 3400
1515 Broadway
New York, N.Y. 10036
Phone: 399-5406 (A reaC o de212)

3535 Market Street,
P.O. Box 13309
Philadelphia, Pa. 19101
Phone: 596-1154 (A reaC o de215)

Suite 540
>371 Peachtree St., N.E.
Atlanta, Ga. 30309
Phone:881-4418 (Area Code 404)

Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont

New Jersey
New York
Puerto Rico
Virgin Islands

Delaware
D istrict of Colum bia
Maryland
Pennsylvania
Virginia
West Virginia

Alabama
Florida
Georgia
Kentucky
M ississippi
North Carolina
South Carolina
Tennessee

Region V

Region VI

Regions VII and VIII

Regions IX and X

9th Floor, 230 S. Dearborn St.
Chicago, III. 60604
Phone: 353-1880 (AreaC ode312)

Second Floor
555 Griffin Square Building
Dallas, Tex. 75202
Phone: 749-3516 (AreaC ode214)

Federal O ffice Building
911 W alnut St., 15th Floor
Kansas City, Mo. 64106
Phone: 374-2481 (A reaC o de816)

450 Golden Gate Ave.
Box 36017
San Francisco, Calif. 94102
Phone: 556-4678 (Area Code 415)

Arkansas
Louisiana
New Mexico
Oklahoma
Texas

VII
Iowa
Kansas
Missouri
Nebraska

IX
Arizona
California
Hawaii
Nevada

Illinois
Indiana
Michigan
Minnesota
Oh to
Wisconsin




VIII
Colorado
Montana
North Dakota
South Dakota
Utah
Wyoming

X
Alaska
Idaho
Oregon
Washington