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AREA WAGE SURVEY
anton, P en n s y lv a n ia , M etro po litan A re a ,
July 1971
Bulletin 1725-1
U.S. DEPARTMENT OF LABOR
/ Bureau of Labor Statistics
Region I
1603-A Federal Building
Government Center
Boston, Mass. 02203
Phone: 223-6761 (Area Code 617)
Region V
219 South Dearborn St.
Chicago, III. 60604
Phone: 353-7230 (Area Code 312)
Region II
341 Ninth Ave., Rm. 1025
New York, N .Y . 10001
Phone: 971-5405 (Area Code 212)
Region III
406 Penn Square Building
1317 Filbert St.
Philadelphia, Pa. 19107
Phone: 597-7796 (Area Code 215)
Region IV
Suite 540
1371 Peachtree St. NE.
Atlanta, Ga. 30309
Phone: 526-5418 (Area Code 404)
Region VI
1100 Commerce St., Rm. 6B7
Dallas, Tex. 75202
Phone: 749-3516 (Area Code 214)
Regions V II and V III
Federal Office Building
911 Walnut St., 10th Floor
Kansas City, Mo. 64106
Phone: 374-2481 (Area Code 816)
Regions IX and X
450 Golden Gate Ave.
Box 36017
San Francisco, Calif. 94102
Phone: 556-4678 (Area Code 415)
Regions V II and V III will be serviced by Kansas City.
Regions IX and X will be serviced by San Francisco.
AREA WAGE SURVEY
B ulletin 1 725-1
S e p t e m b e r 1971
U.S. DEPARTM ENT OF LABOR, J. D. Hodgson, Secretary
BUR EA U OF LABOR S TA TIS TIC S, Geoffrey H. Moore, Commissioner
T h e S c ra n to n , P en n sylvan ia, M e tro p o lita n A rea, Ju ly 1971
CONTENTS
Page
1.
4.
Introduction
W age trends fo r s elected occupational groups
T a b le s :
3.
5.
1. E stablishm ents and w o rk e rs within scope of su rvey and number studied
2. Indexes of standard w eek ly s a la rie s and stra ig h t-tim e hou rly earnings fo r selected occupational
grou ps, and percen ts o f change fo r selected p eriod s
A.
6.
8.
9.
10
11
13.
Occupational earnings:
A - l . O ffice occupations—men and wom en
A -2 . P r o fe s s io n a l and tech n ical occupations—men and women
A -3 . O ffic e , p ro fe s s io n a l, and tech n ical occupations—m en and wom en com bined
A -4 , M aintenance and pow erplant occupations
A - 5. Custodial and m a te ria l m ovem en t occupations
A p p en d ix.
O ccu pa tion al d e s c r ip tio n s
For sale by the Superintendent of Documents, U S . Government Printing O ffice, Washington, D.C., 2 0402 — Price 30 cents
Preface
The Bureau of L a b o r S tatistics p ro g ra m of annual occupa
tion al w age su rveys in m etro p o lita n a rea s is designed to p ro vid e data
on occupational earn in gs, and establishm ent p ra c tic e s and supplem en
ta ry w age p ro v is io n s .
It y ie ld s d etailed data by selected industry
d ivisio n fo r each o f the areas studied, fo r geograp h ic re g io n s , and
fo r the United States. A m a jo r con sid eration in the p ro g ra m is the
need fo r g r e a te r insight into (1) the m ovem en t of w ages by occupa
tion al c a te g o ry and s k ill le v e l, and (2) the stru ctu re and le v e l of w ages
among a rea s and industry d ivisio n s.
A t the end of each su rvey , an individu al a re a bu lletin p r e
sents the resu lts. A ft e r com pletion o f a ll individual a rea bulletins
fo r a round o f su rvey s, two sum m ary bu lletins a re issued. The fir s t
b rin gs data fo r each of the m etrop olita n a reas studied into one bulletin.
The second presen ts in form a tion which has been p ro je c te d fro m in d i
vidual m etro p o lita n a re a data to re la te to geograph ic region s and the
U nited States.
N in ety a rea s cu rren tly a re included in the p ro g ra m . In each
a re a , in form ation on occupational earnings is c o lle c te d annually and on
establish m en t p ra c tic e s and su pplem entary w age p ro visio n s b ien n ially.
T h is b u lletin presen ts resu lts o f the su rvey in Scranton, P a .,
in July 1971. The Standard M etrop olita n S ta tistica l A r e a , as defined
by the O ffic e of M anagem ent and Budget (fo r m e r ly the Bureau of the
Budget) through January 1968, con sists o f Lackawanna County. T h is
study was conducted by the B ureau's re g io n a l o ffic e in P h ilad elp h ia,
P a ., under the g e n e ra l d ire c tio n o f Irw in L . Feigenbaum , A ssista n t
R egio n a l D ir e c to r fo r O perations.
Note:
S im ila r rep o rts a re ava ila b le fo r other a rea s.
back c o v e r .)
(See inside
Union w age ra te s , in d ica tive o f p re v a ilin g pay le v e ls in
the Scranton a rea , a re a ls o ava ila b le fo r building construction;
printing; lo c a l-tr a n s it operatin g em p lo y ees; and lo c a l truckd r iv e r s and h e lp e rs .
In tro d u c tio n
Th is a re a is 1 o f 90 in which the U.S. D epartm ent of L a b o r's
B ureau o f L a b o r S ta tistics conducts surveys of occupational earnings
and re la te d ben efits on an area w id e b a s is .1
the A - s e r ie s tab les, because eith er ( l ) em ploym ent in the occupation is
too sm a ll to p ro vid e enough data to m e r it presen tation , o r (2) th ere is
p o s s ib ility o f d isclo su re o f in dividu al establishm ent data. E arn in gs
data not shown s e p a ra te ly fo r industry d ivision s are included in the
o v e r a ll c la s s ific a tio n when a su b cla ssifica tio n o f s e c re ta rie s or tru ckd r iv e r s is not shown o r in form ation to su b cla ssify is not availab le.
Th is bu lletin presen ts cu rren t occupational em ploym ent and
earn in gs in form a tion obtained la r g e ly by m a il fro m the establishm ents
v is ite d by Bureau fie ld econ om ists in the last p reviou s su rvey fo r
occupations re p o rte d in that e a r lie r study. P e r s o n a l v is its w e re made
to nonrespondents and to those respondents rep ortin g unusual changes
sin ce the p revio u s su rvey.
O ccupational em ploym ent and earnings data a re shown fo r
fu ll-tim e w o r k e r s , i.e ., those h ire d to w ork a regu la r w e e k ly schedule.
E arn in gs data exclude p rem iu m pay fo r o v e rtim e and fo r w ork on
w eekends, h olid ays, and late shifts. Nonproduction bonuses a re e x
cluded, but c o s t- o f- liv in g allow an ces and incentive earnings a re in
cluded.
W h ere w e e k ly hours a re re p o rte d , as fo r o ffic e c le r ic a l
occupations, r e fe re n c e is to the standard w orkw eek (rounded to the
n ea rest h a lf hour) fo r which em p loyees r e c e iv e th eir regu la r straigh ttim e s a la rie s (e x c lu s iv e of pay fo r o v e rtim e at regu la r and/or p r e
m ium ra te s ). A v e r a g e w e e k ly earnings fo r these occupations have
been rounded to the n ea rest h alf d o lla r.
In each a re a , data a re obtained fro m rep re s e n ta tiv e estab
lish m en ts w ithin six broad indu stry d ivisio n s: M anufacturing; tra n s
p ortation , com m unication, and other public u tilitie s ; w h olesa le trad e;
r e ta il trad e; fin an ce, insu rance, and re a l estate; and s e r v ic e s . M a jo r
indu stry groups excluded fro m these studies a re govern m en t o p e ra
tions and the con stru ction and ex tra c tiv e in du stries. Establishm ents
having fe w e r than a p re s c rib e d number of w o rk e rs are om itted because
they tend to fu rnish in su fficien t em ploym ent in the occupations studied
to w a rra n t inclusion. Separate tabulations a re p rovid ed fo r each of
the broad indu stry d ivision s which m eet publication c r ite r ia .
T h ese su rveys m easu re the le v e l of occupational earnings in
an a rea at a p a rtic u la r tim e. C om parison s o f individual occupational
a v e ra g e s o v e r tim e m ay not r e fle c t expected w age changes.
The
a v e ra g e s fo r individu al jobs a re affected by changes in w ages and
em ploym ent pattern s. F o r exam ple, p rop ortion s of w o rk e rs em ployed
by high- or lo w -w a g e fir m s m ay change o r h igh-w age w o rk ers m ay
advance to b e tte r jobs and be rep la ced by new w o rk ers at lo w e r rates.
Such shifts in em ploym ent could d e c re a s e an occupational a vera ge even
though m ost establishm ents in an a rea in c re a s e w ages during the year.
T ren ds in earnings o f occupational groups, shown in table 2, are better
in d icators of w age trends than individual jobs within the groups.
T h ese su rveys a re conducted on a sam ple b asis because of
the u n n ecessary cost in vo lved in su rveying a ll establishm ents.
To
obtain optim um a ccu ra cy at m inim um cost, a g re a te r p rop ortion of
la r g e than o f s m a ll establishm ents is studied. In com bining the data,
h o w e v e r, a ll establishm ents a re given th e ir ap p ropriate w eight. E s
tim a tes based on the establishm ents studied a re presen ted , th e re fo re ,
as re la tin g to a ll establishm ents in the industry grouping and area ,
excep t fo r those b elow the m inim um s ize studied.
Occupations and E arnings
The occupations selected fo r study a re com m on to a v a r ie ty
o f m anufacturing and nonmanufacturing in d u stries, and a re of the
fo llo w in g typ es: ( l ) O ffic e c le r ic a l; (2) p ro fe s s io n a l and technical;
(3) m aintenance and pow erplant; and (4) cu stodial and m a te r ia l m o v e
m ent.
O ccupational c la s s ific a tio n is based on a u niform set of job
d escrip tio n s design ed to take account of in teresta b lish m en t v a ria tio n
in duties w ithin the sam e job.
The occupations selected fo r study
a re lis te d and d e s c rib e d in the appendix. Unless oth erw ise indicated,
the earn in gs data fo llo w in g the job title s a re fo r a ll indu stries co m
bined. E arn in gs data fo r som e of the occupations lis te d and d escrib ed ,
o r fo r som e in du stry d ivisio n s w ithin occupations, a re not presen ted in
1
Included in the 90 areas are four studies conducted under contract with the New York State
Department of Labor. These areas are Binghamton (New York portion only) Rochester (office occupa
tions only); Syracuse; and U tica-Rom e. In addition, the Bureau conducts more limited area studies in
65 areas at the request of the Employment Standards Administration of the U.S. Department of Labor.
1
The a v e ra g e s p resen ted r e fle c t com p osite, areaw ide e s t i
m ates.
Industries and establishm ents d iffe r in pay le v e l and job
staffing and, thus, contribute d iffe re n tly to the estim ates fo r each job.
The pay relation sh ip obtainable fro m the a v e ra g e s m ay fa il to r e fle c t
a ccu ra tely the w age spread or d iffe r e n tia l m aintained among jobs in
individual establish m en ts. S im ila r ly , d iffe re n c e s in a v e ra g e pay le v e ls
fo r m en and w om en in any of the sele c te d occupations should not be
assum ed to r e fle c t d iffe re n c e s in pay treatm en t o f the sexes w ithin
individu al establishm ents. O ther p o ssib le fa cto rs which m ay con
tribu te to d iffe re n c e s in pay fo r m en and w om en include: D iffe re n c e s
in p ro g re s s io n w ithin establish ed rate ran ges, since only the actual
rates paid incumbents a re c o lle c te d ; and d iffe re n c e s in sp e c ific duties
p e rfo rm e d , although the w o rk e rs a re c la s s ifie d a p p ro p ria tely within
the sam e su rvey job descrip tion . Job descrip tion s used in cla s s ify in g
2
em p loyees in these su rveys a re usually m o re g e n e ra liz e d than those
used in in dividu al establish m en ts and allow fo r m in or d iffe re n c e s
among establish m en ts in the s p e c ific duties p erfo rm e d .
O ccupational em ploym en t estim a tes rep resen t the total in a ll
establish m en ts w ithin the scope o f the study and not the number actu
a lly su rveyed . B ecau se o f d iffe re n c e s in occupational stru ctu re among
estab lish m en ts, the estim ates o f occupational em ploym ent obtained from
the sam ple o f establish m en ts studied s e r v e only to indicate the re la tiv e
im p ortan ce o f the jobs studied.
T h ese d iffe re n c e s in occupational
stru ctu re do not a ffe c t m a te r ia lly the a ccu ra cy of the earnings data.
E stablish m en t P r a c tic e s and Supplem entary W age P ro v is io n s
Tabulations on s e le c te d establish m en t p ra c tic e s and supple
m en tary w age p ro v is io n s (B - s e r ie s tables) a re not p resen ted in this
bulletin.
In form ation fo r these tabulations is c o lle c te d biennially.
T h ese tabulations on m inim um entrance s a la rie s fo r inexperien ced
w om en o ffic e w o r k e r s; shift d iffe r e n tia ls ; scheduled w eek ly hours;
paid h olid ays; paid va ca tion s; and health, insurance, and pension
plans a re p resen ted (in the B - s e r ie s tab les) in p reviou s bulletins
fo r this area .
3
T a b le 1.
E s ta b lis h m e n ts an d w o r k e r s w ith in s c o p e o f s u rv e y an d n u m b e r s tu d ie d in S c r a n to n , P a .,1
by m a jo r in d u s try d iv is io n ,2J u ly 1971
Minimum
employment
in establishments in scope
of study
Industry division
A ll divisions________________________________
Manufacturing___________________________________
Nonmanufacturing_______________________________
Transportation, communication, and
other public u tilitie s 5 _____________________
Wholesale trade 6 ___________________________
Retail trade 6________________________________
Finance, insurance, and real estate 6______
__________
Services 6 7________________ .___
Number of establishments
Workers in establishments
Within scope of study4
Within scope
o f study3
Studied
Studiec
Number
Percent
.
245
99
37,746
100
24,050
50
"
172
73
57
42
26,772
10,974
71
29
15,569
8,481
50
50
50
50
50
16
10
25
8
14
13
5
13
4
7
3,284
916
4,490
1,203
1,081
9
2
12
3
3
3, 074
564
3,356
867
620
1 The Scranton Standard Metropolitan Statistical A re a , as defined by the O ffice of Management and Budget (fo rm e rly the Bureau of the Budget)
through January 1968, consists of Lackawanna County. The "w orkers within scope of study" estim ates shown in this provide a reasonably accurate
description of the size and composition of the labor fo rc e included in the survey. The estim ates are not intended, however, to serve as a basis of
comparison with other employment indexes for the area to measure employment trends or levels since (1) planning of wage surveys requires the
use of establishment data compiled considerably in advance of the payroll period studied, and (2) sm all establishments are excluded from the scope
of the survey.
2 The 1967 edition of the Standard Industrial Classification Manual was used in classifying establishments by industry division.
3 Includes a ll establishments with total employment at or above the minimum lim itation. A ll outlets (within the area) of companies in such
industries as trade, finance, auto repair service, and motion picture theaters are considered as 1 establishment.
4 Includes all w orkers in a ll establishments with total employment (within the area) at or above the minimum limitation.
5 Abbreviated to "public u tilities" in the A -s e r ie s tables. Taxicabs and services incidental to w ater transportation w ere excluded.
6 This industry division is represented in estimates fo r " a ll industries" and "nonmanufacturing" in the Series A tables. Separate presentation
of data for this division is not made fo r one or m ore of the following reasons: (1) Employment in the division is too small to provide enough data
to m erit separate study, (2) the sample was not designed initially to perm it separate presentation, (3) response was insufficient or inadequate to
perm it separate presentation, and (4) there is possibility of disclosure of individual establishment data.
7 Hotels and m otels; laundries and other personal services; business services; automobile rep air, rental, and parking; motion pictures;
nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services.
A lm ost three-fourths of the w orkers within scope of the survey in the Scranton area
w ere employed in manufacturing firm s. The following presents the m ajor industry groups
and specific industries as a percent of all manufacturing:
Industry groups
Apparel and other textile
products__________________ ___ 28
E le ctrica l equipment and
supplies___________________ ___ 12
Printing and publishing____ ..... 9
8
.. 7
Ordnance and a ccessories.. ___ 7
Machinery, except electrical__ 5
Specific industries
Women's and m isses'
outerw ear_________________ ___12
Men's and boys' furnishing.. .... 9
Electronic components and
a ccessories-------------------8
5
__ 5
This information is based on estimates of total employment derived from universe
m aterials compiled prior to actual survey. Proportions in various industry divisions may
d iffer from proportions based on the results of the survey as shown in table 1 above.
W a g e T re n d s fo r S e le c te d O c c u p a tio n a l G ro u p s
P re s e n te d in table 2 a re indexes and percen tages of change
in a v e ra g e s a la rie s of o ffic e c le r ic a l w o rk e rs and in d u strial nurses,
and in a v e ra g e earnings of sele c te d plan tw ork er groups. The indexes
are a m easu re o f w ages at a given tim e, e x p ressed as a p ercen t of
w ages during the base p erio d . Subtracting 100 fro m the index yield s
the p ercen tage change in w ages fro m the base p erio d to the date of
the index.
The p ercen ta ges of change or in c re a s e re la te to wage
changes betw een the indicated dates. Annual rates of in c re a s e , w here
shown, r e fle c t the amount o f in c re a s e fo r 12 months when the tim e
p erio d betw een su rveys was other than 12 months. Th ese computations
w e re based on the assum ption that w ages in c re a s e d at a constant rate
between su rveys. Th ese estim a tes a re m easu res o f change in a v e r
ages fo r the a re a ; they a re not intended to m easu re a v e ra g e pay
changes in the establishm ents in the area.
shows the p ercen ta ge change. The index is the product of m u ltiplying
the base y e a r r e la tiv e (100) by the r e la tiv e fo r the next succeeding
y e a r and continuing to m u ltip ly (compound) each y e a r 's re la tiv e by the
previou s y e a r 's index.
F o r o ffic e c le r ic a l w o rk e rs and in d u strial n u rses, the wage
trends re la te to re g u la r w e e k ly s a la rie s fo r the n orm al w orkw eek,
exclu sive o f earnings fo r o v e rtim e .
F o r p lan tw ork er groups, they
m easu re changes in a v e ra g e s tra ig h t-tim e h ou rly earn in gs, excluding
p rem iu m pay fo r o v e rtim e and fo r w o rk on w eekends, holidays, and
late shifts. The p ercen ta ges a re based on data fo r s elected key occu
pations and include m ost o f the n u m e ric a lly im portant jobs within
each group.
L im ita tio n s o f Data
Method of Computing
The indexes and p ercen ta ges o f change, as m easu res of
change in a rea a v e ra g e s , a re influ enced by;
(1) g e n e ra l s a la ry and
w age changes, (2) m e r it o r other in c re a s e s in pay r e c e iv e d by in d i
vidual w o rk e rs w h ile in the sam e job , and (3) changes in a vera ge
w ages due to changes in the la b o r fo r c e resu ltin g fro m labor turn
o v e r, fo r c e expansions, fo r c e redu ction s, and changes in the p ro p o r
tions of w o rk e rs em ployed by establish m en ts w ith d iffe re n t pay le v e ls .
Changes in the la b or fo r c e can cause in c re a s e s o r d ecrea ses in the
occupational a v e ra g e s without actual w age changes. It is con ceivable
that even though a ll establishm ents in an a re a gave wage in crea ses,
a v e ra g e w ages m ay have d eclin ed because lo w e r-p a y in g establishm ents
en tered the a rea o r expanded th e ir w ork fo r c e s .
S im ila rly , w ages
m ay have rem ain ed r e la tiv e ly constant, yet the a v e ra g e s fo r an area
m ay have ris e n co n sid era b ly because h igh er-p a yin g establishm ents
en tered the a rea.
Each of the fo llo w in g k ey occupations within an occupational
group was a ssign ed a constant w eight based on its p rop ortion ate e m
ploym ent in the occupational group;
Office clerical (men and women): Office clerical (men and women)— Skilled maintenance (men):
Carpenters
Continued
Bookkeeping-machine
Electricians
Secretaries
operators, class B
Machinists
Stenographers, general
Clerks, accounting, classes
Mechanics
Stenographers, senior
A and B
Mechanics (automotive)
Switchboard
operators,
classes
Clerks, file, classes
Painters
A , B, and C
A and B
Pipefitters
Tabulating-machine operators,
Clerks, order
Tool and die makers
class B
Clerks, payroll
Typists, classes A and B
Comptometer operators
Unskilled plant (men):
Keypunch operators, classes
Janitors, porters, and cleaners
Industrial nurses (men and women):
A and B
Laborers, material handling
Nurses, industrial (registered)
Office boys and girls
The use of constant em ploym ent w eigh ts elim in a tes the e ffe c t
of changes in the p rop ortion of w o rk e rs rep resen ted in each job in
cluded in the data.
The p ercen ta ges o f change r e fle c t only changes
in a v e ra g e pay fo r stra ig h t-tim e hours.
T h ey a re not influenced by
changes in standard w ork schedules, as such, o r by p rem iu m pay
fo r o v e rtim e . W h ere n e c e s s a ry , data w e re adjusted to rem o ve fro m
the indexes and p ercen tages o f change any sign ifican t effe c t caused
by changes in the scope of the su rvey.
The a v e ra g e (m ean) earnings fo r each occupation w e re m u lti
p lie d by the occupational w eigh t, and the products fo r a ll occupations
in the group w e re totaled.
The a g g re g a te s fo r 2 consecu tive yea rs
w e re re la te d by d ividin g the a g g reg a te fo r the la te r y e a r by the a g g r e
gate fo r the e a r lie r y e a r.
The resultant re la tiv e , less 100 p ercen t,
4
5
T a b le 2 .
In d e x e s o f s ta n d a rd w e e k ly s a la rie s an d s tra ig h t-tim e h o u rly e a rn in g s fo r s e le c te d o c c u p a tio n a l g ro u p s
S c r a n to n , P a ., J u ly 1 9 7 0 an d J u ly 1 9 7 1 , an d p e rc e n ts o f c h a n g e 1fo r s e le c te d p e rio d s
A ll industries
Period
Office
clerica l
(men and
women)
Industrial
nurses
(men and
women)
in
Manufacturing
Skilled
maintenance
trades
(men)
Unskilled
plant
w orkers
(men)
O ffice
cle rica l
(men and
women)
Industrial
nurses
(men and
women)
Skilled
maintenance
trades
(men)
Unskilled
plant
workers
(men)
130. 5
146. 3
116. 5
125. 6
118.8
131.6
3. 3
2. 6
3. 5
2. 8
3. 0
2. 4
3. 0
1. 8
6. 8
2. 8
2.4
5. 2
6. 3
4- l . 4
3. 7
4. 0
3.9
4. 3
4. 6
4. 8
6. 3
7. 8
5. 3
3.9
8. 6
10. 8
Indexes (July 1967=100)
July 1970________________________________________
July 1971___________ ____________________________
117. 5
126. 0
130. 5
145. 2
117. 1
128. 5
2121. 8
133. 7
119. 6
130. 0
Percents o f change 12
August I960 to August 1961_____________________
August 1961 to August 1962_____________________
August 1962 to August 1963_____________________
August 1963 to August 1964_____________________
August 1964 to August 1965__________________ August 1965 to August 1966____________ _______
August 1966 to July 1967:
11-month increase___________________________
Annual rate of in c re a s e____ _______________
July
July
July
July
1967
1968
1969
1970
1
2
J
4
to
to
to
to
July
July
July
July
1968............. ............................
1969__________________________
1970__________________________
1971.........................................
(34
)
3.
2.
3.
3.
2.
2.
6. 3
6. 9
(3)
4. 7
5. 1
7. 5
4. 9
4. 2
7. 2
12. 2
3. 6
12. 3
11. 3
3.9
3. 3
3.4
3. 9
4—3. 7
.6
3. 3
2. 6
o
(?)
(?)
4.
4.
7.
9.
7
7
6
0
2
0
6. 3
2. 1
6. 7
5. 2
.7
0
5. 7
1. 6
5. 3
3. 5
1. 8
2. 5
8. 1
8. 9
6. 9
7. 6
2
8
2
7
5.
7.
28.
9.
1
0
3
8
7.
4.
6.
8.
3
6
6
7
(!>
(?)
(?)
(3)
(! )
( 3)
12.
3.
12.
12.
2
6
3
1
A ll changes a re increases unless otherwise indicated.
Revised estimate.
Data do not meet publication criteria .
This decrease la rgely reflects changes in employment among establishments with different pay levels rather than wage decreases.
6
A.
Occupational earnings
T a b le A -1.
O ffic e o c c u p a tio n s —men and w o m en
(A vera g e straigh t-tim e w eekly hours and earnings fo r selected occupations studied on an area basis by industry division, Scranton, Pa., July 1971)
Weekly earnings 1
( standard)
Sex, occupation, and industry division
Number
of
workers
Number of w ork ers receivin g straigh t-tim e w eekly earnings of—
»
$
60
hours1
(standard)
Mean 2
Median2
Middle range2
$
65
$
70
$
75
t
80
*
85
*
90
$
95
$
100
$
$
105
110
S
$
115
120
$
125
*
%
130
135
*
140
$
145
*
150
$
160
and
under
170
and
65
70
75
-
-
-
1
2
85
90
95
100
105
-
6
i
-
-
1
5
4
80
110
115
120
125
130
135
140
145
150
160
4
2
8
1
1
2
170
over
4
4
-
MEN
CLERKS* ACCOUNTING* CLASS A -----------
30
37.5
$
$
$
$
127.50 129.50 1 17.50-138.50
CLERKS* ACCOUNTING, CLASS B -----------
19
39.5
105.00 110.00
MESSENGERS (OFFICE BOYS) -----------------
18
38.5
90.50
82.00
8 4 .0 0 -1 2 1 .0 0
“
7 7 .0 0 -1 1 3 .0 0
4
1
6
1
2
-
4
5
i
2
1
i
1
i
■
WOMEN
BOOKKEEPING-MACHINE OPERATORS*
CLASS B -------------------------------------------NONMANUFACTURING -------------------------
39
29
38.5
38.5
82.00
77.50
80.50
74.50
7 1 .5 0 - 93.50
7 0 .5 0 - 83.00
1
1
6
6
9
9
3
2
7
7
2
2
3
-
2
“
5
1
i
i
CLERKS, ACCOUNTING, CLASS A ----------NONMANUFACTURING -------------------------
*7
34
39.0 109.00
39.5 105.00
103.50
94.50
9 0 .5 0 -1 3 0 .0 0
8 7 .0 0 -1 1 5 .0 0
_
_
“
6
6
4
4
7
7
4
4
3
3
4
1
2
-
2
-
2
"
i
i
-
-
CLERKS, ACCOUNTING, CLASS B ----------MANUFACTURING -----------------------------NONMANUFACTURING -------------------------
134
48
86
37.5
37.5
37.5
94.50
97.00
93.00
93.00
94.50
91.00
8 2 .0 0 -1 0 3 .5 0
8 7 .0 0 -1 0 8 .0 0
7 7 .0 0 -1 0 0 .5 0
1
7
12
-
-
-
7
12
8
3
5
13
5
8
19
10
9
13
7
6
21
4
17
10
6
4
5
3
2
7
4
3
5
2
3
2
2
"
2
2
1
CLERKS, F IL E , CLASS C ---------------------NONMANUFACTURING -------------------------
44
39
37.5
38.0
72.00
72.00
73.00
72.50
6 8 .0 0 - 77.50
6 8 .0 0 - 76.50
5
5
10
9
12
12
14
12
2
"
-
1
i
CLERKS, ORDER -----------------------------------MANUFACTURING ------------------------------
44
35
37.5
37.0
95.50
101.00
89.50
95.00
8 1 .0 0 -1 1 0 .0 0
8 3 .5 0 -1 2 1 .5 0
3
i
3
i
3
3
7
7
6
4
4
6
6
1
1
3
3
_
*
i
1
_
3
CLERKS, PAYROLL -------------------------------MANUFACTURING -----------------------------NONMANUFACTURING -------------------------
86
71
15
38.5
38.5
38.5
98.00 104.00
98.00 106.00
96.50
98.00
8 4 .0 0 -1 1 1 .0 0
84.5 0 -1 1 0 .5 0
8 3 .5 0 -1 1 5 .0 0
_
-
-
3
2
1
3
2
1
19
16
3
4
4
“
a
6
2
5
2
3
2
1
1
19
19
“
15
15
1
3
2
1
3
3
KEYPUNCH OPERATORS, CLASS A ----------MANUFACTURING ------------------------------
38
17
39.5
38.5
121.50 120.50 1 0 5.50-141.00
111.00 108.50 104.5 0 -1 1 9 .0 0
-
-
-
-
-
1
1
-
-
4
4
7
*
3
i
6
3
3
4
i
KEYPUNCH OPERATORS, CLASS B ----------MANUFACTURING -----------------------------NONMANUFACTURING -------------------------
85
43
42
38.5
37.5
39.5
101.00
96.50
105.00
1
1
-
3
3
7
3
4
ii
8
3
12
5
7
7
7
“
9
6
3
10
10
-
2
2
_
_
_
-
5
2
3
SECRETARIES --------------------------------------MANUFACTURING -----------------------------NONMANUFACTURING -------------------------
167
102
65
38.0 116.00 112.50 1 0 0.00-128.50
38.0 122.00 116.00 1 0 4.50-136.50
9 0 .5 0 -1 2 4 .0 0
38.0 106.50 106.00
-
-
4
1
3
i
i
9
i
4
-
16
12
4
15
6
9
4
4
6
14
13
1
8
5
4
12
8
4
22
8
12
5
7
3
8
2
“
1
SECRETARIES, CLASS A -------------------MANUFACTURING ------------------------------
27
20
38.0
38.0
125.50 1 1 7 .5C 111.00-147.50
128.50 118.00 1 12.50-154.00
-
1
i
-
-
_
1
-
-
4
4
2
“
-
2
-
6
6
_
-
4
i
-
*
SECRETARIES, CLASS B -------------------MANUFACTURING ------------------------------
26
15
37.0 126.50 124.00 1 11.00-161.00
36.5 143.50 150.00 1 3 0 .0 0-163.00
_
2
-
_
i
2
4
i
i
3
3
-
_
2
-
SECRETARIES, CLASS C -------------------MANUFACTURING -----------------------------NONMANUFACTURING -------------------------
52
32
20
38.0
38.0
38.0
2
2
10
_
3
3
-
2
2
See footnotes at end o f tables.
98.00
98.00
97.50
115.00 109.00
117.00 109.00
112.00 112.50
8 7 .5 0 -1 1 0 .0 0
89.00-1C 6.00
8 4 .5 0 -1 3 2 .5 0
9 5 .0 0 -1 2 8 .5 0
100.00-128.00
8 4 .0 0 -1 2 9 .0 0
-
-
-
-
-
-
i
-
-
-
1
5
5
_
1
_
i
6
5
-
4
1
2
4
1
7
7
2
2
"
16
3
3
i
i
-
_
-
-
2
2
—
_
—
_
—
-
3
_
-
-
6
-
“
3
-
"
6
_
-
_
_
_
_
6
*
*
-
"
i
-
-
-
1
-
-
_
1
-
-
-
1
-
-
-
1
i
4
“
1
i
-
6
2
i
_
18
_
_
_
_
_
_
-
18
-
-
-
-
-
-
13
5
6
4
3
4
4
-
14
12
5
2
1
1
-
2
2
2
2
1
1
3
3
1
1
1
1
_
*
*
7
7
"
_
_
-
3
4
-
-
-
2
2
2
i
i
7
i
i
4
i
_
-
6
1
1
_
3
-
7
T a b le A -1.
O f f i c e o c c u p a t i o n s — m e n a n d w o m e n ----- C o n t i n u e d
(A v e ra g e straigh t-tim e w eekly hours and earnings fo r selected occupations studied on an area basis by industry, Scranton, Pa., July 1971)
Number of w ork ers receivin g straigh t-tim e weekly earnings of—
t
Average
weekly
hours1
(standard)
Sex, occupation, and industry divi
60
and
under
65
WOMEN - CONTINUED
SECRETARIES - CONTINUED
|$
SECRETARIES, CLASS D ------------------MANUFACTURING ----------------------------NONMANUFACTURING ------------------------
$
$
$
9 8 .0 0 108.50 108.50
113.50 113.50 1 0 3 .0 0 1 01 .0 0 1 01 .0 0
8 9 .0 0 -
117.50
122.50
111.00
STENOGRAPHERS, GENERAL ------------------MANUFACTURING ----------------------------NONMANUFACTURING ------------------------
39.5
38.0
8 4 .0 0 9 2 .5 0 8 1 .5 0 -
106.00
104.50
112.00
STENOGRAPHERS, SENIOR -------------------MANUFACTURING ----------------------------NONMANUFACTURING ------------------------
37.5 111.50 107.50
9 9 .0 0 37.5 118.50 119.00 1 0 6 .0 0 37.5 100.50
99.50
9 0 .5 0 -
122.00
124.00
104.00
6 4 .0 0 -
1C9.00
96.50
97.00
96.00
94.50
97.00
89.50
SWITCHBOARD OPERATORS, CLASS B ----89.00
86.50
93.50
85.00
83.50
95.50
8 0 .5 0 - 96.50
8 0 .0 0 - 93.00
8 2 .0 0 103.00
37.0
8 8 .0 0
8 6 .0 0
7 9 .0 0 - 92.50
37.5
104.00
98.50
8 7 .5 0 -
37.5
38.0
37.0
83.50
83.50
83.50
81.50
80.50
83.00
7 4 .5 0 - 88.00
7 3 .0 0 - 88.50
7 7 .5 0 - 87.50
SWITCHBOARD OPERATOR-RECEPTIONISTS
MANUFACTURING ----------------------------NONMANUFACTURING ------------------------
3 9 .C
39.0
38.5
TRANSCRIBING-MACHINE OPERATORS,
GENERAL ------------------------------------------TY PIS TS , CLASS A ----------------------------TYPISTS, CLASS B ----------------------------MANUFACTURING ----------------------------NONMANUFACTURING ------------------------
See footnotes at end o f tables.
107
60
47
113.50
65
70
75
80
85
_
_
_
_
_
70
75
80
85
90
95
95
%
100
100
105
105
1
i
110
110
115
115
*
$
120
120
125
125
$
130
130
$
135
135
t
%
140
140
145
15C
160
170
-
-
and
170
o ver
145150160
8
T a b le A -2 .
P r o f e s s io n a l an d t e c h n ic a l o c c u p a t io n s —m e n a n d w o m e n
(A v e ra g e straigh t-tim e w eekly hours and earnings fo r selected occupations studied
area basis by industry division, Scranton, P a ., July 1971)
9
T a b le A -3 .
O ffic e , p ro fe s s io n a l, and te c h n ic a l o c c u p a tio n s —m e n and w o m e n c o m b in e d
(A v e ra g e straigh t-tim e w eekly hours and earnings fo r selected occupations studied on an area basis by industry division, Scranton, Pa., July 1971)
Ave rage
A - rage
Occupation and industry
d iv is io n
Number
of
Number
Weekly
earnings 1
(standard) (standard)
Weekly
OFFICE OCCUPATIONS
Occupation and industry division
of
Weekly
Weekly
earnings 1
(standard) (standard)
OFFICE OCCUPATIONS -
OFFICE OCCUPATIONS - CONTINUED
BOOKKEEPING-MACHINE OPERATORS*
CLASS B ------------------------------------------------------NONMANUFACTURING -------------------------------
39
29
38.5
38.5
CLERKS, ACCOUNTING, CLASS A -------------MANUFACTURING -------------------------------------NONMANUFACTURING -------------------------
77
26
51
38.5
39.0
38.5
116.00
126.00
CLERKS, ACCOUNTING, CLASS B ----------MANUFACTURING -----------------------------NONMANUFACTURING -------------------------
153
63
90
38.0
38.0
37.5
96.00
99.00
93.50
CLERKS, F IL E , CLASS C ---------------------NONMANUFACTURING -------------------------
46
39
38.0
38.0
72.50
72.00
CLERKS, 0R0ER --------------------------------------------MANUFACTURING --------------------------------------
60
48
38.0 104.00
37.5 108.00
CLERKS, PAYROLL ---------------------------------------MANUFACTURING -------------------------------------NONMANUFACTURING --------------------------------
90
74
16
38.5
38.5
39.0
$
82.00
77.50
66
3 8 .0
3 8 .0
3 8 .0
$
1 1 6 .0 0
1 2 2 .0 0
1 0 7 .0 0
SECRETARIES* CLASS A
MANUFACTURING ---------
27
20
3 8 .0
3 8 .0
1 2 5 .5 0
1 2 8 .5 0
SECRETARIES* CLASS B
MANUFACTURING ---------
26
15
3 7 .0
3 6 .5
SECRETARIES, CLASS C ------------------MANUFACTURING -----------------------------NONMANUFACTURING-------------------------
53
32
21
SECRETARIES, CLASS D
MANUFACTURING --------NONMANUFACTURING --STENOGRAPHERS, GENERAL
MANUFACTURING --------NONMANUFACTURING ---
28
42
SECRETARIES -----------MANUFACTURING ---NONMANUFACTURING
168
102
36
22
38.0 108.00
38.0 102.50
1 2 6 .5 0
1 4 3 .5 0
TYPISTS, CLASS 8 -----------------------------MANUFACTURING -------------------------------------NONMANUFACTURING -------------------------------
107
60
47
3 8 .0
3 8 .0
3 8 .0
1 1 5 .5 0
1 1 7 .0 0
1 1 3 .0 0
PROFESSIONAL AND TECHNICAL
OCCUPATIONS
59
35
24
3 9 .0
3 9 .5
3 8 .5
1 0 8 .5 0
1 1 3 .5 0
1 0 1 .0 0
COMPUTER OPERATORS, CLASS B ----------MANUFACTURING -------------------------------------NONMANUFACTURING -------------------------------
70
3 8 .5
3 9 .5
3 8 .0
9 6 .5 0
9 7 .0 0
9 6 .0 0
COMPUTER PROGRAHERS,
BUSINESS, CLASS B ----------------------------------
22
37.5
DRAFTSMEN, CLASS A
----------------------------------
51
40.0 173.00
DRAFTSMEN, CLASS B ---------------------------------MANUFACTURING --------------------------------------
115
94
40.0 149.50
40.0 154.00
DRAFTSMEN, CLASS C ---------------------------------MANUFACTURING --------------------------------------
58
34
40 .0 128.00
40 .0 133.00
NURSES, INDUSTRIAL (REGISTERED) -----MANUFACTURING --------------------------------------
16
15
39.5 142.50
39.5 143.50
KEYPUNCH OPERATORS, CLASS B -------------MANUFACTURING -------------------------------------NONMANUFACTURING --------------------------------
85
43
42
38.5 101.00
96.50
37.5
39.5 105.00
SWITCHBOARD OPERATORS, CLASS B ------
18
3 8 .5
8 8 .5 0
38 .0
38.5
SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING -----------------------------NONMANUFACTURING -------------------------
60
3 9 .0
3 9 .0
3 8 .5
8 9 .0 0
8 6 .5 0
9 3 .5 0
See footnote at end of tables.
83.50
88.50
$
88.00
CONTINUED
TYPISTS. CLASS A -----------------------------MANUFACTURING ------------------------------
39.5 121.50
38.5 1 1 1 . 0 0
27
16
Weekly
earnings 1
(standard)
37.0
38
17
MESSENGERS (OFFICE BOYS AND G IR L S )NONMANUFACTURING --------------------------------
Weekly
hour* *
(standard)
51
KEYPUNCH OPERATORS, CLASS A -------------MANUFACTURING --------------------------------------
STENOGRAPHERS, SENIOR --------------------MANUFACTURING -----------------------------NONMANUFACTURING --------------------------
Number
of
TRANSCRIBING-MACHINE OPERATORS,
GENERAL--------------------------------------------
1 1 1 .0 0
99.50
99.50
98.50
Av,ra,e
Occupation and industry division
73
45
28
38
22
3 7 .5
3 7 .5
3 7 .5
1 1 1 .5 0
1 1 8 .5 0
1 0 0 .5 0
35
16
19
37.5
38.0
37.0
83.50
83.50
83.50
38.5 139.50
38.5 145.50
39.0 134.50
188.00
10
T a b le A -4 .
M a in te n a n c e and p o w e rp la n t o ccupations
(A v e ra g e straigh t-tim e hourly earnings for selected occupations studied on an area basis by industry d ivision , Scranton, Pa. , July 1971)
See footnotes at end o f tables.
11
T a b le A -5 .
C ustod ial and m aterial m o vem en t o ccup atio ns
(A v e ra g e straigh t-tim e hourly earnings fo r selected occupations studied on an area basis by industry division, Scranton, P a ., July 1971)
Number of w orkers receivin g straigh t-tim e hourly earnings o.
Hourly earnings3
Sex, occupation, and industry division
$
—J
Number
of
workers
Mean 2
Median2
Middle range 2
Under
$
and
1.6 0 under
_
_
_
_
GUARDS
MANUFACTURING
WATCHMEN
MANUFACTURING
*
167
98
$
2.13
2.26
$
2.04
2.15
$
$
1 .8 5 - 2.33
2 .0 1 - 2.68
32
2.72
2.83
2 .6 8 - 2.91
66
2.04
2.07
1 .9 0 - 2.18
238
144
94
19
2.54
2.69
2.31
3.11
2.61
2.74
2. 14
2.89
2 .0 3 2 .4 4 1 .8 5 2 .8 3 -
2.89
2.93
2.82
3.56
LABORERS, MATERIAL HANDLING —
MANUFACTURING --------------------NONMANUFACTURING ---------------PUBLIC U T I L I T I E S ---- --------
351
137
214
106
3.45
2.80
3.87
4.88
3.08
2.92
3.37
5.04
2 .6 6 2 .5 8 3 .1 8 5 .0 2 -
5.01
3.02
5.04
5.07
0R0ER
FILLERS - MANUFACTURING
229
121
3.11
2.91
3.23
2.85
2 .8 4 - 3.29
2 .7 3 - 3.26
PACKERS, SHIPPING
MANUFACTURING -
172
169
2.73
2.75
2.83
2.83
2 .4 0 - 3.13
2 .4 4 - 3.13
RECEIVING CLERKS ----------------------MANUFACTURING ----------------------NONMANUFACTURING ------------------
43
27
16
2.84
2.77
2.95
2.85
2.83
3.35
2 .2 9 - 3.28
2 .5 5 - 3.05
1 .9 5 - 3.59
SHIPPING CLERKS MANUFACTURING
51
35
2.99
3.07
3.18
3.17
2 .6 9 - 3.42
3 .1 1 - 3.35
SHIPPING AND RECEIVING CLERKS
MANUFACTURING ---------------------
53
40
2.8 0
2.92
2.99
3.05
2 .5 7 - 3.14
2 .7 6 - 3.15
TRUCKDRIVERS --------------------------MANUFACTURING --------------------NONMANUFACTURING ----------------
604
67
537
4.2 5
3.51
4.3 4
3.70
3.09
3.81
3 .6 2 - 5.19
2 .9 2 - 4.88
3 .6 3 - 5.31
TRUCKDRIVERS, LIGHT (UNDER
1-1/2 TONS) ----------------------MANUFACTURING --------------------
33
28
4.12
4.43
4.88
5.01
3 .0 5 - 5.05
3 .1 8 - 5.06
1
TRUCKDRIVERS, MEDIUM (1 -1 / 2 TO
AND INCLUDING 4 TONS) ------------MANUFACTURING ---------------------------
92
23
4.26
2.71
5.11
2.50
3 .1 7 - 5.16
2 .4 5 - 3.09
14
14
254
218
36
3.18
3.11
3.61
3.12
3.09
3.35
3 .0 3 - 3.28
3 .0 3 - 3.25
3 .2 5 - 3.86
6
6
-
JANITORS, PORTERS, AND CLEANERS
MANUFACTURING-----------------------NONMANUFACTURING -------------------
58
27
31
1.81
2.03
1.62
1.75
1.99
1.68
1 .6 5 - 2.05
1 .7 6 - 2.29
1 .5 5 - 1.77
PACKERS, SHIPPING ----------------------MANUFACTURING -------------------------
133
102
2.56
2.60
2.81
2.82
2 .2 6 - 2.86
2 .2 7 - 2.86
WOMEN
W orkers w ere distributed as follow s:
See footnotes at end of tables.
*
S
$
*
S
S
$
*
S
S
S
*
2.40 2.60 2.8 0 3.00 3.20 3.4 0 3.60 3.80 4 .0 0 4.2 0 4.40 4.6 0 4 .8 0 5.00 5.20 5.4 0
JANITORS, PORTERS, AND CLEANERS MANUFACTURING --------------------------NONMANUFACTURING ---------------------PUBLIC U T IL IT IE S ------------------
TRUCKERS, POWER (FORKLIFT) ------MANUFACTURING ------------------------NONMANUFACTURING -------------------
S
_
1.70 1.80 1.9 0 2.0 0 2.1 0 2.20
GUARDS AND WATCHMEN --------------------MANUFACTURING ---------------------------
1
1.60 1.70 1.80 1.90 2.0 0 2.10 2.20 2.4 0 2.6 0 2.8 0 3.0 0 3.2 0 3.4 0 3.6 0 3.80 4 .0 0 4.2 0 4.4 0 4 .6 0 4.80 5.00 5.20
7 at $1.20 to $1.30; and 2 at $1.50 to $1.60.
14
1
15
_
_
18
14
4
13
7
20
2
4
4
4
4
3
3
8
6
10
10
-
in
in
-
5
38
1
_
68
49
19
8
_
194
.
10
10
-
-
-
_
_
_
_
_
~
45
6
_
_
_
6
-
-
3
3
-
-
-
-
-
-
-
*
-
-
-
6
-
25
24
1
-
6
_
_
_
.
15
15
.
8
_
145
.
8
_
5
5
15
104
_
6
_
12
1 Standard hours r e f l e c t the w o rk w eek fo r which em ployees r e c e iv e their regu lar s tra ig h t-tim e s a la r ie s (ex c lu s iv e of pay fo r o vertim e
at regu la r and/or p rem iu m r a te s ), and the earnings corresp on d to these w e e k ly hours.
2 The mean is computed fo r each job by totaling the earnings of all w o r k e r s and dividing by the number o f w o rk e rs ,
The median
designates position— half of the em p loyees surveyed r e c e iv e m o r e than the rate shown; half r e c e i v e le s s than the rate shown,
The middle
range is defined by 2 rates of pay; a fourth of the w o rk e rs earn less than the lo w e r of these rates and a fourth earn m o r e than the higher rate.
3 Excludes p rem iu m pay fo r o v e r tim e and fo r w o rk on weekends, holidays, and late shifts.
A p p e n d ix . O c c u p a t io n a l D e s c r ip t io n s
The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate
occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and
from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on
interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ '•.ignificantly from those in use in
individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed
to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-tim e, temporary, and probationary workers.
O F F IC E
CLERK, ACCOUNTING— Continued
B ILLE R , MACHINE
Prepares statements, bills, and invoices on a machine other than an ordinary or electromatic typew riter. May also keep records as to billings or shipping charges or perform other
clerical work incidental to billing operations. F or wage study purposes, b illers, machine, are
classified by type of machine, as follows:
Positions are classified into levels on the basis of the following definitions.
Class A . Under general supervision, performs accounting clerical operations which
require the application of experience and judgment, for example, clerica lly processing com
plicated or nonrepetitive accounting transactions, selecting among a substantial variety of
prescribed accounting codes and classifications, or tracing transactions through previous
accounting actions to determine source of discrepancies. May be assisted by one or more
class B accounting clerks.
B iller, machine (billing machine). Uses a special billing machine (combination typing
and adding machine) to prepare bills and invoices from customers' purchase orders, inter
nally prepared orders, shipping memorandums, etc. Usually involves application of pre
determined discounts and shipping charges and entry of necessary extensions, which may or
may not be computed on the billing machine, and totals which are automatically accumulated
by machine. The operation usually involves a large number of carbon copies of the bill being
prepared and is often done on a fanfold machine.
B iller, machine (]bookkeeping machine). Uses a bookkeeping machine (with or without
a typew riter keyboard]) to prepare customers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on customers' ledger record. The
machine automatically accumulates figures on a number of vertical columns and computes
and usually prints automatically the debit or credit balances. Does not involve a knowl
edge of bookkeeping. Works from uniform and standard types of sales and credit slips.
Class B . Under close supervision, following detailed instructions and standardized pro
cedures, perform s one or m ore routine accounting clerical operations, such as posting to
ledgers, cards, or worksheets where identification of items and locations of postings are
clearly indicated; checking accuracy and completeness o f standardized and repetitive records
or accounting documents; and coding documents using a few prescribed accounting codes.
CLERK, FILE
F iles, classifies, 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.
Class A . Classifies and indexes file m aterial such as correspondence, reports, tech
nical documents, etc., in an established filing system containing a number of varied subject
matter files. May also file this m aterial. May keep records of various types in conjunction
with the files. May lead a small group of lower level file clerks.
BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter keyboard) to keep a record
of business transactions.
Class B . Sorts, codes, and files unclassified m aterial by simple (subject matter) head
ings or partly classified m aterial by finer subheadings. Prepares simple related index and
cross-referen ce aids. As requested, locates clearly identified material in files and fo r
wards m aterial. May perform related clerical tasks required to maintain and service files.
Class A . Keeps a set of records requiring a knowledge of and experience in basic
bookkeeping principles, and fam iliarity 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.
Class B. Keeps a record of one or m ore phases or sections of a set of records usually
requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable,
payroll, customers' accounts (not including a simple type of billing described under biller,
machine), cost distribution, expense distribution, inventory control, etc. May check or assist
in preparation of tria l balances and prepare control sheets for the accounting department.
CLERK, ACCOUNTING
Perform s one or m ore accounting clerical tasks such as posting to registers and ledgers;
reconciling bank accounts; verifying the internal consistency, completeness, and mathematical
accuracy of accounting documents; assigning prescribed accounting distribution codes; examining
and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.;
or preparing simple or assisting in preparing 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 recording of transactions and accounting information.
With experience, the worker typically becomes fam iliar with the bookkeeping and accounting terms
and procedures used in the assigned work, but is not required to have a knowledge of the formal
principles of bookkeeping and accounting.
Class C . Perform 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 numerical). As requested, locates readily available m aterial in files and forwards ma
terial; and may fill out withdrawal charge. May perform simple clerical and manual tasks
required to maintain and service files.
CLERK, ORDER
Receives customers' orders for m aterial or merchandise by m ail, phone, or personally.
Duties involve any combination of the following: Quoting prices to customers; making out an order
sheet listing the items to make up the order; checking prices and quantities of items on order
sheet; and distributing order sheets to respective departments to be filled. May check with credit
department to determine credit rating o( customer, acknowledge receipt of orders from customers,
follow up orders to see that they have been filled, keep file of orders received, and check shipping
invoices with original orders.
CLERK, P A Y R O LL
Computes wages of company employees and enters the necessary data on the payroll
sheets. Duties involve: Calculating w orkers' earnings based on time or production records: and
posting calculated data on payroll sheet, showing information such as w orker's name, working
days, time, rate, deductions for insurance, and total wages due. May make out paychecks and
assist paymaster in making up and distributing pay envelopes. May use a calculating machine.
NOTE: The Bureau has discontinued collecting data for oilers and plumbers.
13
14
COMPTOMETER OPERATOR
SECRETARY— Continued
Prim a ry duty is to operate a Comptometer to perform mathematical computations. This
job is not to be confused with that of statistical or other type of clerk, which may involve fr e
quent use of a Comptometer but, in which, use of this machine is incidental to performance of
other duties.
NOTE: The term "corporate officer, " used in the level definitions following, refers to
those officials who have a significant corporate-wide policymaking role with regard to major
company activities. The title "vice president," though normally indicative of this role, does not
in all cases identify such positions. Vice presidents whose prim ary responsibility is to act p er
sonally on individual cases or transactions (e.g., approve or deny individual loan or credit actions;
administer individual trust accounts; directly supervise a clerical staff) are not considered to be
"corporate o ffice rs" for purposes of applying the following level definitions.
KEYPUNCH OPERATOR
Operates a keypunch machine to record or ve rify alphabetic and/or numeric data on
tabulating cards or on tape.
Positions are classified into levels on the basis of the following definitions.
1. Secretary to the chairman of the board or president of a company that employs, in
all, over 100 but fewer than 5,000 persons; or
Class A . Work requires the application of experience and judgment in selecting proce
dures to be followed and in searching fo r, interpreting, selecting, or coding items to be
keypunched from a variety of source documents. On occasion may also perform some routine
keypunch work. May train inexperienced keypunch operators.
Class B . Work is routine and repetitive. Under close supervision or following specific
procedures or instructions, works from various standardized source documents which have
been coded, and follows specified procedures which have been prescribed in detail and require
little or no selecting, coding, or interpreting o f data to be recorded. Refers to supervisor
problems arising from erroneous items or codes or missing information.
2. Secretary to a corporate officer (other than the chairman of the board or president)
of a company that employs, in all, over 5,000 but fewer than 25,000 persons; or
3. Secretary to the head, immediately below the corporate officer level, of a major
segment or subsidiary of a company that employs, in all, over 25,000 persons.
Class B
1. Secretary to the chairman of the board or president of a company that employs, in
all, fewer than 100 persons; or
2. Secretary to a corporate officer (other than the chairman of the board or president)
of a company that employs, in all, over 100 but fewer than 5,000 persons; or
MESSENGER (Office Boy or G irl)
Perform s various routine duties such as running errands, operating minor office m a
chines such as sealers or m ailers, opening and distributing m ail, and other minor clerical work.
Exclude positions that require operation of a motor vehicle as a significant duty.
SECRETARY
Assigned as personal secretary, normally to one individual. Maintains a close and highly
responsive relationship to the day-to-day work of the supervisor. Works fa irly independently r e
ceiving a minimum of detailed supervision and guidance. Perform s varied clerical and secretarial
duties, usually including most of the following:
a. Receives telephone calls, personal callers, and incoming m ail, answers routine in
quiries, and routes technical inquiries to the proper persons;
b.
Establishes, maintains, and revises the supervisor's files;
c.
Maintains the supervisor's calendar and makes appointments as instructed;
d.
Relays messages from supervisor to subordinates;
e. Reviews correspondence, memorandums, and reports prepared by others for the
supervisor's signature to assure procedural and typographic accuracy;
f.
Class A
3. Secretary to the head, imm ediately below
corporate-wide functional activity (e.g., marketing,
tions, etc.) m- a m ajor geographic or organizational
a m ajor division) of a company that employs, in
em ployees; or
the officer level, over either a major
research, operations, industrial rela
segment (e.g., a regional headquarters;
all, over 5,000 but fewer than 25,000
4. Secretary to the head of an individual plant, factory, etc. (or other equivalent level
of official) that employs, in all, over 5,000 persons; or
5. Secretary to the head of a large and important organizational segment (e.g., a middle
management supervisor of an organizational segment often involving as many as several
hundred persons) or a company that employs, in all, over 25,000 persons.
Class C
1. Secretary to an executive or managerial person whose responsibility is not equivalent
to one of the specific level situations in the definition for class B, but whose organizational
unit normally numbers at least several dozen employees and is usually divided into organiza
tional 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
2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level
of official) that employs, in all, fewer than 5,000 persons.
Class D
Perform s stenographic and typing work.
May also perform other clerica l and secretarial tasks of comparable nature and difficulty.
The work typically requires knowledge of office routine and understanding of the organization,
programs, and procedures related to the work of the supervisor.
Exclusions
Not a ll positions that are titled "secretary " possess the above characteristics.
of positions which are excluded from the definition are as follows:
a.
Positions which do not m eet the "personal"
b.
Stenographers not fully trained in secretarial type duties;
1. Secretary to the supervisor or head of a small organizational unit (e.g., fewer than
about 25 or 30 persons); m2. Secretary to a nonsupervisory staff specialist, professional employee, administra
tive officer, or assistant, skilled technician or expert. (NOTE: Many companies assign
stenographers, rather than secretaries as described above, to this level of supervisory or
nonsupervisory worker.)
Examples
secretary concept described above;
c. Stenographers serving as office assistants to a group of professional, technical, or
managerial persons;
d. Secretary positions in which the duties are either substantially m ore routine or sub
stantially m ore complex and responsible than those characterized in the definition;
STENOGRAPHER
Prim 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-Machine
Operator, General).
N O TE: This job is distinguished from that of a secretary in that a secretary normally
works in a confidential relationship with only one manager or executive and performs more
responsible and discretionary tasks as described in the secretary job definition.
Stenographer, General
e. Assistant type positions which involve m ore difficult or m ore responsible tech
nical, administrative, supervisory, or specialized clerical duties which are not typical of
secretarial work.
Dictation involves a normal routine vocabulary. May maintain files, keep simple records,
or perform other relatively routine clerical tasks.
15
STENOGRAPHER— Continued
TABULATING-M ACHINE OPERATOR (E lectric Accounting Machine Operator)— Continued
Stenographer, Senior
Positions are classified into levels on the basis of the following definitions.
Dictation involves a varied technical or specialized vocabulary such as in legal briefs
or reports on scientific research. May also set up and maintain files, keep records, etc.
OR
Perform s stenographic duties requiring significantly greater independence and respon
sibility than stenographer, general, as evidenced by the following: Work requires a high
degree of stenographic speed and accuracy; a thorough working knowledge of general business
and office procedure; and of the specific business operations, organization, policies, proce
dures, file s, workflow, etc. Uses this knowledge in perform ing stenographic duties and
responsible clerica l tasks such as maintaining followup files; assembling m aterial for reports,
memorandums, and letters; composing simple letters from general instructions; reading and
routing incoming mail; and answering routine questions, etc.
SWITCHBOARD OPERATOR
Class A . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. Perform s full telephone information service or handles
complex calls, such as conference, collect, overseas, or sim ilar calls, either in addition to
doing routine work as described fo r switchboard operator, class B, or as a full-tim e
assignment. ("F u ll" telephone information service occurs when the establishment has varied
functions that are not readily understandable for telephone information purposes, e.g., because
of overlapping or interrelated functions, and consequently present frequent problems as to
which extensions are appropriate for calls.)
Class B . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. May handle routine long distance calls and record tolls.
May perform lim ited telephone information service. ("L im ited " telephone information service
occurs i f the functions of the establishment serviced are readily understandable for telephone
information purposes, or if the requests are routine, e.g., giving extension numbers when
specific names are furnished, or i f complex calls are referred to another operator.)
These classifications do not include switchboard operators in telephone companies who
assist customers in placing calls.
SWITCHBOARD OPERATOR-RECEPTIONIST
In addition to performing duties of operator on a single-position or monitor-type switch
board, acts as receptionist and may also type or perform routine clerical work as part of regular
duties. This typing or clerica l work may take the m ajor part of this w orker's time while at
switchboard.
TAB ULATING-M ACHINE OPERATOR (E lectric Accounting Machine Operator)
Operates one or a variety of machines such as the tabulator, calculator, collator, inter
p reter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors.
A lso excluded are operators of electronic digital computers, even though they may also operate
EAM equipment.
Class A . Perform s complete reporting and tabulating assignments including devising
difficult control panel wiring under general supervision. Assignments typically involve a
variety of long and complex reports which often are irregular or nonrecurring, requiring
some planning of the nature and sequencing of operations, and the use of a variety of m a
chines. Is typically involved in training new operators in machine operations or training
lower lev el operators in wiring from diagrams and in the operating sequences of long and
complex reports. Does not include positions in which wiring responsibility is lim ited to
selection and insertion of prewired boards.
Class B . Perform s work according to established procedures and under specific in
structions. Assignments typically involve complete but routine and recurring reports or parts
of larger and m ore complex reports. Operates m ore difficult tabulating or electrical ac
counting machines such as the tabulator and calculator, in addition- to the simpler machines
used by class C operators. May be required to do some wiring from diagrams. May train
new employees in basic machine operations.
Class C . Under specific instructions, operates simple tabulating or electrical accounting
machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments
typically involve portions of a work unit, for example, individual sorting or collating runs,
or repetitive operations. May perform simple wiring from diagrams, and do some filing work.
TRANSCRIBING-MACHINE OPERATOR, GENERAL
Prim ary duty is to transcribe dictation involving a normal routine vocabulary from
transcribing-machine records. May also type from written copy and do simple clerical work.
Workers transcribing dictation involving a varied technical or specialized vocabulary such as
legal briefs or reports on scientific research are not included. A worker who takes dictation
in shorthand or by Stenotype or sim ilar machine is classified as a stenographer.
TYPIST
Uses a typewriter to make copies of various m aterials or to make out bills after calcula
tions have been made by another person. May include typing of stencils, mats, or sim ilar m ate
rials for use in duplicating processes. May do clerical work involving little special training, such
as keeping simple records, filing records and reports, or sorting and distributing incoming m ail.
Class A . Perform s one or m ore 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 technical or unusual words or foreign language m ate
rial; or planning layout and typing of complicated statistical tables to maintain uniformity
and balance in spacing. May type routine form letters, varying details to suit circumstances.
Class B . Perform s one or m ore of the following: Copy typing from rough or clear
drafts; or routine typing of form s, insurance policies, etc.; or setting up simple standard
tabulations; or copying m ore complex tables already set up and spaced properly.
P R O F E S S IO N A L A N D T E C H N IC A L
COMPUTER OPERATOR
Monitors and operates the control console of a digital computer to process data according
to operating instructions, usually prepared by a programer. Work includes most of the following:
Studies instructions to determine equipment setup and operations; loads equipment with required
items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts
and operates computer: makes adjustments to computer to correct operating problems and meet
special conditions; reviews errors made during operation and determines cause or refers problem
to supervisor or programer; and maintains operating records. May test and assist in correcting
program.
For wage study purposes, computer operators are classified as follows:
Class A . Operates independently, or under only general direction, a computer running
programs with most of the following characteristics: New programs are frequently tested
and introduced; scheduling requirements are of critical importance to m inim ize downtime;
the programs are of complex design so that identification of erro r source often requires a
working knowledge of the total program, and alternate programs may not be available. May
give direction and guidance to lower level operators.
Class B. Operates independently, or under only general direction, a computer running
programs with most of the following characteristics: Most of the programs are established
production runs, typically run on a regularly recurring basis; there is little or no testing
COMPUTER OPERATOR— Continued
of new programs required; alternate programs are provided in case original program needs
m ajor change or cannot be corrected within a reasonable time. In common error situa
tions, diagnoses cause and takes corrective action. This usually involves applying previously
programed corrective steps, or using standard correction techniques.
OR
Operates under direct supervision a computer running programs or segments of programs
with the characteristics described fo r class A. May assist a higher level operator by inde
pendently perform ing less difficult tasks assigned, and performing difficult tasks following
detailed instructions and with frequent review of operations performed.
Class C . Works on routine programs under close supervision. Is expected to develop
working knowledge of the computer equipment used and ability to detect problems involved in
running routine programs. Usually has received some form al training in computer operation.
May assist higher level operator on complex programs.
COMPUTER PROGRAMER, BUSINESS
Converts statements of business problems, typically prepared by a systems analyst, into
a sequence of detailed instructions which are required to solve the problems by automatic data
processing equipment. Working from charts or diagrams, the program er develops the precise in
structions which, when entered into the computer system in coded language, cause the manipulation
16
COMPUTER PROGRAMER, BUSINESS— Continued
of data to achieve desired results. Work involves most of the following: Applies knowledge of
computer capabilities, mathematics, logic employed by computers, and particular subject matter
involved to analyze charts and diagrams of the problem to be programed; develops sequence
of program steps; writes detailed flow charts to show order in which data w ill be processed;
converts these charts to coded instructions for machine to follow; tests and corrects programs;
prepares instructions for operating personnel during production run; analyzes, reviews, and alters
programs to increase operating efficiency or adapt to new requirements; maintains records of
program development and revisions. (NOTE: Workers perform ing both systems analysis and pro
graming should be classified as systems analysts if this is the skill used to determine their pay.)
Does not include employees prim arily responsible for the management or supervision of
other electronic data processing employees, or programers prim arily concerned with scientific
and/or engineering problems.
For wage study purposes, program ers are classified as follows:
Class A . Works independently or under only general direction on complex problems which
require competence in all phases of programing concepts and practices. Working from dia
grams and charts which identify the nature of desired results, m ajor processing steps to be
accomplished, and the relationships between various steps of the problem solving routine;
plans the full range of programing actions needed to efficiently utilize the computer system
in achieving desired end products.
At this level, programing is difficult because computer equipment must be organized to
produce several interrelated but diverse products from numerous and diverse data elements.
A wide variety and extensive number of internal processing actions must occur. This requires
such actions as development of common operations which can be reused, establishment of
linkage points between operations, adjustments to data when program requirements exceed
computer storage capacity, and substantial manipulation and resequencing of data elements
to form a highly integrated program.
May provide functional direction to lower level programers who are assigned to assist.
Class B. Works independently or under only general direction on relatively simple
programs, or on simple segments of complex programs. Programs (or segments) usually
process information to produce data in two or three varied sequences or formats. Reports
and listings are produced by refining, adapting, arraying, or making minor additions to or
deletions from input data which are readily available. While numerous records may be
processed, the data have been refined in prior actions so that the accuracy and sequencing
of data can be tested by using a few routine checks. Typically, the program deals with
routine record-keeping type operations.
OR
Works on complex programs (as described for class A) under close direction of a higher
level program er or supervisor. May assist higher level programer by independently p er
forming less difficult tasks assigned, and performing m ore difficult tasks under fairly close
direction.
May guide or instruct lower level program ers.
Class C . Makes practical applications of programing practices and concepts usually
learned in form al training courses. Assignments are designed to develop competence in the
application of standard procedures to routine problems. Receives close supervision on new
aspects of assignments; and work is reviewed to verify its accuracy and conformance with
required procedures.
COMPUTER SYSTEMS A NA LYST, BUSINESS
Analyzes business problems to formulate procedures fo r solving them by use of electronic
data processing equipment. Develops a complete description of all specifications needed to enable
program ers to prepare required digital computer programs. Work involves most of the following:
Analyzes subject-matter operations to be automated and identifies conditions and criteria required
to achieve satisfactory results; specifies number and types of records, file s, and documents to
be used; outlines actions to be perform ed by personnel and computers in sufficient detail for
presentation to management and for programing (typically this involves preparation of work and
data flow charts); coordinates the development of test problems and participates in trial runs of
new and revised systems; and recommends equipment changes to obtain m ore effective overall
operations. (NOTE: Workers performing both systems analysis and programing should be clas
sified as systems analysts if this is the skill used to determine their pay.)
Does not include employees prim arily responsible for the management or supervision
of other electronic data processing employees, or systems analysts prim arily concerned with
scientific or engineering problems.
For wage study purposes, systems analysts are classified as follows:
Class A. Works independently or under only general direction on complex problems in
volving all phases of systems analysis. Problem s are complex because of diverse sources of
input data and m ultiple-use requirements of output data. (F or example, develops an integrated
production scheduling, inventory control, cost analysis, and sales analysis record in which
COMPUTER SYSTEMS A N A LYST, BUSINESS— Continued
every item of each type is automatically processed through the full system of records and
appropriate followup actions are initiated by the computer.) Confers with persons concerned to
determine the data processing problems and advises subject-matter personnel on the im plica
tions of new or revised systems of data processing operations. Makes recommendations, if
needed, for approval of m ajor systems installations or changes and for obtaining equipment.
May provide functional direction to lower level system ” analysts who are assigned to
assist.
Class B. Works independently or under only general direction on problems that are
relatively uncomplicated to analyze, plan, program, and operate. Problems are of limited
complexity because sources of input data are homogeneous and the output data are closely
related. (F or example, develops systems for maintaining depositor accounts in a bank,
maintaining accounts receivable in a retail establishment, or maintaining inventory accounts
in a manufacturing or wholesale establishment.) Confers with persons concerned to determine
the data processing problems and advises subject-matter personnel on the implications of the
data processing systems to be applied.
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 in
structions, and to insure proper alinement 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 systems analysis work. For example,
may assist a higher level systems analyst by preparing the detailed specifications required
by program ers from information developed by the higher level analyst.
DRAFTSMAN
Class A . Plans the graphic presentation of complex items having distinctive design
features that differ significantly from established drafting precedents. Works in close sup
port with the design originator, and may recommend m inor design changes. Analyzes the
effect of each change on the details of form , function, and positional relationships of com
ponents and parts. Works with a minimum of supervisory assistance. Completed work is
reviewed by design originator for consistency with p rior engineering determinations. May
either prepare drawings, or direct their preparation by low er level draftsmen.
Class B. Perform s nonroutine and complex drafting assignments that require the appli
cation of most of the standardized drawing techniques regularly used. Duties typically in
volve such work as: Prepares working drawings of subassemblies with irregular shapes,
multiple functions, and precise positional relationships between components; prepares archi
tectural drawings for construction of a building including detail drawings of foundations, wall
sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary
computations to determine quantities of m aterials to be used, load capacities, strengths,
stresses, etc.
Receives initial instructions, requirements, and advice from supervisor.
Completed work is checked for technical adequacy.
Class C . Prepares detail drawings of single units or parts for engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isom etric projections
(depicting three dimensions in accurate scale) and sectional views to clarify positioning of
components and convey needed information. Consolidates details from a number of sources
and adjusts or transposes scale as required. Suggested methods of approach, applicable
precedents, and advice on source m aterials are given with initial assignments. Instructions
are less complete when assignments recur. Work may be spot-checked during progress.
DRAFTSMAN- TRACER
Copies plans and drawings prepared by others by placing tracing cloth or paper over
drawings and tracing with pen or pencil. (Does not include tracing lim ited to plans prim arily
consisting of straight lines and a large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized items. Work is closely supervised
during progress.
ELECTRONIC TECHNICIAN
Works on various types of electronic equipment or systems by performing one or more
of the following operations: Modifying, installing, repairing, and overhauling. These operations
require the performance of most or all of the following tasks: Assembling, testing, adjusting,
calibrating, tuning, and alining.
Work is nonrepetitive and requires a knowledge of the theory and practice of electronics
pertaining to the use of general and specialized electronic test equipment; trouble analysis; and
the operation, relationship, and alinement of electronic systems, subsystems, and circuits having
a variety of component parts.
ELECTRONIC TECHNICIAN— Continued
NURSE, INDUSTRIAL (Registered)
Electronic equipment or systems worked on typically include one or m ore of the following:
Ground, vehicle, or airborne radio communications systems, relay systems, navigation aids;
airborne or ground radar systems; radio and television transmitting or recording systems; elec
tronic computers; m issile and spacecraft guidance and control systems; industrial and medical
measuring, indicating and controlling devices; etc.
A registered nurse who gives nursing service under general medical direction to i l l or
injured employees or other persons who become ill or suffer an accident on the premises of a
factory or other establishment. Duties involve a combination of the following; Giving firs t aid
to the ill or injured; attending to subsequent dressing of employees' injuries; keeping records
of patients treated; preparing accident reports for compensation or other purposes; assisting in
physical examinations and health evaluations of applicants and employees; and planning and ca rry
ing 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.
(Exclude production assem blers and testers, craftsmen, draftsmen, designers, engineers,
and repairmen of such standard electronic equipment as office machines, radio and television
receiving sets.)
M A IN T E N A N C E A N D P O W E R P L A N T
CARPENTER, MAINTENANCE
MACHINIST, MAINTENANCE
Perform s the carpentry duties necessary to construct and maintain in good repair build
ing woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors,
stairs, casings, and trim made of wood in an establishment. Work involves most of the following;
Planning and laying out of work from blueprints, drawings, models, or verbal instructions; using a
variety of carpenter's handtools, portable power tools, and standard measuring instruments; mak
ing 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.
Produces replacement parts and new parts in making repairs of metal parts of mechanical
equipment operated in an establishment. Work involves most of the following: Interpreting written
instructions and specifications; planning and laying out of work; using a variety of machinist's
handtools and precision measuring instruments; setting up and operating standard machine tools;
shaping of metal parts to close tolerances; making standard shop computations relating to dimen
sions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of
the common metals; selecting standard m aterials, parts, and equipment required for his work;
and fitting and assembling parts into mechanical equipment. In general, the machinist's work
normally requires a rounded training in machine-shop practice usually acquired through a formal
apprenticeship or equivalent training and experience.
ELEC TRIC IAN , MAINTENANCE
Perform s a variety of electrical trade functions such as the installation, maintenance, or
repair of equipment fo r the generation, distribution, or utilization of electric energy in an estab
lishment. Work involves most of the following; Installing or repairing any of a variety of elec
trical equipment such as generators, transform ers, switchboards, controllers, circuit breakers,
m otors, heating units, conduit systems, or other transmission equipment; working from blue
prints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical
system or equipment; working standard computations relating to load requirements of wiring or
electrical equipment; and using a variety of electrician's handtools and measuring and testing
instruments. In general, the work of the maintenance electrician requires rounded training and
experience usually acquired through a form al apprenticeship or equivalent training and experience.
ENGINEER, STATIONARY
Operates and maintains and may also supervise the operation of stationary engines and
equipment (mechanical or ele ctrica l) to supply the establishment in which employed with power,
heat, refrigeration, or air-conditioning. Work involves: Operating and maintaining equipment
such as steam engines, air com pressors, generators, motors, turbines, ventilating and r e frig
erating 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 su
pervise these operations. Head or chief engineers in establishments employing m ore than one
engineer are excluded.
FIREM AN, STATIONARY BOILER
F ires stationary boilers to furnish the establishment in which employed with heat, power,
or steam. Feeds fuels to fir e 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.
H ELPER, MAINTENANCE TRADES
A ssists one or more workers in the skilled maintenance trades, by performing specific
or general duties of lesser skill, such as keeping a worker supplied with materials and tools;
cleaning working area, machine, and equipment; assisting journeyman by holding m aterials or
tools; and perform ing other unskilled tasks as directed by journeyman. The kind of work the
helper is permitted to perform varies from trade to trade: In some trades the helper is confined
to supplying, lifting, and holding materials and tools, and cleaning working areas; and in others
he is permitted to perform specialized machine operations, or parts of a trade that are also
perform ed by workers on a full-tim e basis.
M ACHINE-TOOL OPERATOR, TOOLROOM
Specializes in the operation of one or m ore types of machine tools, such as jig borers,
cylindrical or surface grinders, engine lathes, or milling machines, in the construction of
machine-shop tools, gages, jig s, fixtures, or dies. Work involves most of the following: Planning
and performing difficult machining operations; processing items requiring complicated setups or
a high degree of accuracy; using a variety of precision measuring instruments; selecting feeds,
speeds, tooling, and operation sequence; and making necessary adjustments during operation
to achieve requisite tolerances or dimensions. May be required to recognize when tools need
dressing, to dress tools, and to select proper coolants and cutting and lubricating oils. For
cross-industry wage study purposes, machine-tool operators, toolroom , in tool and die jobbing
shops are excluded from this classification.
MECHANIC, AUTOM OTIVE (Maintenance)
Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work in
volves most of the following: Examining automotive equipment to diagnose source of trouble; dis
assembling equipment and performing repairs that involve the use of such handtools as wrenches,
gages, drills, or specialized equipment in disassembling or fitting parts; replacing broken or
defective parts from stock; grinding and adjusting valves; reassembling and installing the various
assemblies in the vehicle and making necessary adjustments; and alining wheels, adjusting brakes
and lights, or tightening body bolts. In general, the work of the automotive mechanic requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience.
This classification does not include mechanics who repair customers' vehicles in auto
mobile repair shops.
MECHANIC, MAINTENANCE
Repairs machinery or mechanical equipment of an establishment. Work involves most
of the following: Examining machines and mechanical equipment to diagnose source of trouble;
dismantling or partly dismantling machines and performing repairs that mainly involve the use
of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained
from stock; ordering the production of a replacement part by a machine shop or sending of the
machine to a machine shop for m ajor repairs; preparing written specifications for major repairs
or for the production of parts ordered from machine shop; reassembling machines; and making
all necessary adjustments for operation. In general, the work of a maintenance mechanic requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience. Excluded from this classification are workers whose prim ary duties
involve setting up or adjusting machines.
MILLWRIGHT
Installs new machines or heavy equipment, and dismantles and installs machines or heavy
equipment when changes in the plant layout are required. Work involves most of the following:
Planning and laying out of the work; interpreting blueprints or other specifications; using a variety
of handtools and rigging; making standard shop computations relating to stresses, strength of
m aterials, and centers of gravity; alining and balancing of equipment; selecting standard tools,
equipment, and parts to be used; and installing and maintaining in good order power transmission
equipment such as drives and speed reducers. In general, the m illw right's work normally requires
a rounded training and experience in the trade acquired through a form al apprenticeship or
equivalent training and experience.
PAIN TER , MAINTENANCE
Paints and redecorates w alls, woodwork, and fixtures of an establishment. Work involves
the following: Knowledge of surface peculiarities and types of paint required for different applica
tions; preparing surface for painting by removing old finish or by placing putty or fille r in nail
18
PAIN TER , MAINTENANCE— Continued
SH E ET-M ETAL WORKER, MAINTENANCE— Continued
holes and interstices; and applying paint with spray gun or brush. May m ix colors, oils, white
lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the
maintenance painter requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience.
up and operating all available types of sheet-metal working machines; using a variety of handtools
in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-metal articles
as required. In general, the work of the maintenance sheet-metal worker requires rounded
training and experience usually acquired through a form al apprenticeship or equivalent training
and experience.
P IP E F IT T E R , MAINTENANCE
Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an
establishment. Work involves most of the following: Laying out of work and measuring to locate
position of pipe from drawings or other written specifications; cutting various sizes of pipe to
correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading
pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling
pipe with couplings and fastening pipe to hangers; making standard shop computations relating to
pressures, flow, and size of pipe required; and making standard tests to determine whether fin
ished pipes meet specifications. In general, the work of the maintenance pipefitter requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience. Workers prim a rily engaged in installing and repairing building sanitation
or heating systems are excluded.
SH E ET-M ETAL WORKER, MAINTENANCE
Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures
(such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal
roofing) of an establishment. Work involves most of the following: Planning and laying out all
types of sheet-metal maintenance work from blueprints, models, or other specifications; setting
TOOL AND DIE MAKER
(Die maker; jig maker; tool maker; fixture maker; gage maker)
Constructs and repairs machine-shop tools, gages, jigs,' fixtures or dies for forgings,
punching, and other m etal-form ing work. Work involves most of the following: Planning and
laying out of work from models, blueprints, drawings, or other oral and written specifications;
using a variety of tool and die m aker's handtools and precision measuring instruments; under
standing of the working properties of common metals and alloys; setting up and operating of
machine tools and related equipment; making necessary shop computations relating to dimensions
of work, speeds, feeds, and tooling of machines; heat-treating of metal parts during fabrication
as well as of finished tools and dies to achieve required qualities; working to close tolerances;
fitting and assembling of parts to prescribed tolerances and allowances; and selecting appropriate
m aterials, tools, and processes. In general, the tool and die m aker's work requires a rounded
training in machine-shop and toolroom practice usually acquired through a formal apprenticeship
or equivalent training and experience.
F or cross-industry wage study purposes, tool and die makers in tool and die jobbing
shops are .excluded from this classification.
C U S T O D IA L A N D M A T E R IA L M O V E M E N T
PACKER, SHIPPING— Continued
GUARD AND WATCHMAN
Guard. Perform s routine police duties, either at fixed post or on tour, maintaining order,
using arms or fo rce where necessary. Includes gatemen who are stationed at gate and check
on identity of employees and other persons entering.
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.
Watchman. Makes rounds of prem ises periodically in protecting property against fire ,
theft, and illegal entry.
SHIPPING AND RECEIVING CLERK
JANITOR, PORTER, OR CLEANER
(Sweeper; charwoman; janitress)
Cleans and keeps in an orderly condition factory working areas and washrooms, or
premises of an office, apartment house, or comm 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 fix
tures or trimmings; providing supplies and minor maintenance services; and cleaning lavatories,
showers, and restroom s. Workers who specialize in window washing are excluded.
Prepares merchandise for shipment, or receives and is responsible for incoming ship
ments of merchandise or other m aterials. Shipping work involves: A knowledge of shipping pro
cedures, practices, routes, available means of transportation, and rates; and preparing records
of the goods shipped, making up bills of lading, posting weight and shipping charges, and keeping
a file of shipping records. May direct or assist in preparing the merchandise for shipment.
Receiving work involves: Verifying or directing others in verifying the correctness of shipments
against bills of lading, invoices, or other records; checking for shortages and rejecting dam
aged goods: routing merchandise or m aterials to proper departments; and maintaining necessary
records and files.
For wage study purposes, workers are classified as follows:
Receiving clerk
Shipping clerk
Shipping and receiving clerk
LABORER, M A TE R IA L HANDLING
(Loader and unloader; handler and stacker; shelver; trucker;
warehouseman or warehouse helper)
stockman or stock helper;
TRUCKDRIVER
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 cars, trucks, or other transporting devices; unpacking, shelving,
or placing m aterials or merchandise in proper storage location; and transporting m aterials or
merchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are
excluded.
Drives a truck within a city or industrial area to transport m aterials, merchandise,
equipment, or men between various types of establishments such as: Manufacturing plants, freight
depots, warehouses, wholesale and retail establishments, or between retail establishments and
customers' houses or places of business. May also load or unload truck with or without helpers,
make minor mechanical repairs, and keep truck in good working order. Driver-salesm en and
over-the-road drivers are excluded.
ORDER F ILLE R
follows:
(Order picker; stock selector; warehouse stockman)
F ills shipping or transfer orders for finished goods from stored merchandise in accord
ance with specifications on sales slips, customers' orders, or other instructions. May, in addition
to filling orders and indicating items filled or omitted,, keep records of outgoing orders, requi
sition additional stock or report short supplies to supervisor, and perform other related duties.
For wage study purposes, truckdrivers are classified by size and type of equipment, as
(T ra cto r-tra iler should be rated on the basis of tra ile r capacity.)
Truckdriver
Truckdriver,
Truckdriver,
Truckdriver,
Truckdriver,
(combination of sizes listed separately)
light (under 11/2 tons)
medium (IV 2 to and including 4 tons)
heavy (over 4 tons, tra iler type)
heavy (over 4 tons, other than tra iler type)
TRUCKER, POWER
PACKER, SHIPPING
Prepares finished products for shipment or storage by placing them in shipping con
tainers, the specific operations perform ed 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 m ore of the following:
Knowledge of various items of stock in order to ve rify content; selection of appropriate type
Operates a manually controlled gasoline- or electric-powered truck or tractor to transport
goods and m aterials of all kinds about a warehouse, manufacturing plant, or other establishment.
F or wage study purposes, workers are classified by type of truck, as follows:
Trucker, power (forklift)
Trucker, power (other than forklift)
A rea W a g e Surveys
A l i s t o f the la te s t a v a ila b le bu lletin s is p res e n ted b elow .
A d ir e c t o r y o f a re a w age studies in clu din g m o r e lim ite d studies conducted at
the re q u es t o f the E m p lo ym en t Standards A d m in is tra tio n o f the D epa rtm en t o f L a b o r is a v a ila b le on re q u es t. B u lletin s m a y be purch ased fro m the
S uperintendent o f D ocu m ents, U.S. G o vern m en t P rin tin g O ffic e , W ashington, D .C ., 20402, o r fr o m any o f the B L S re g io n a l s a le s o ffic e s shown on
the in sid e fro n t c o v e r .
A rea
A k ro n , O h io, July 1970___________________________________
A lb an y—Schenectady—T r o y , N .Y ., M a r. 1971 1________
A lb u q u erqu e, N. M e x . , M a r. 1971----------------------------A lle n to w n —B eth leh em —E aston , P a .—N .J ., M a y 1971 —
A tla n ta , G a ., M ay 1971--------------------------------------------B a ltim o r e , M d ., Aug. 1970 1_____________________________
Beaum ont—P o r t A rth u r-O r a n g e , T e x ., M a y 1971 1----Bingham ton, N .Y ., July 1970____________________________
B irm in g h a m , A la ., M a r. 1971 1-------------------------------B o is e C ity , Idaho, N o v. 1970 1 --------------------------------B oston , M a s s ., Aug. 1 9 7 0 * ______________________________
B u ffa lo , N .Y ., O ct. 1970 1----------------------------------------B u rlin gto n , V t . , M a r. 1971 1------------------------------------Canton, O h io, M ay 1971__________________________________
C h a rles to n , W . V a . , M a r. 1971------------------------------C h a rlo tte , N .C ., Jan. 1971-------------------------------------C h attanooga, T e n n .- G a ., Sept. 1970 1 ----------------------C h ic a go , 111., June 1970------------------------------------------C in cin n a ti, O hio—K y.—In d ., Feb. 1971 1--------------------- C le v e la n d , O h io, Sept. 1970 1-----------------------------------C olum bu s, O h io, O ct. 1970 1------------------------------------D a lla s , T e x ., O ct. 1970 1 ----------------------------------------D a v e n p o rt—R ock Island—M o lin e , Iowa—111.,
D ayton, O hio, D ec. 1 9 7 0 ----- -------------- -------------------D e n v e r, C o lo ., D ec. 1970----------------------------------------D es M o in e s , Iow a, M a y 1971™------------ -------------------D e tro it, M ich ., F eb . 1971 1 -------------------------------------F o r t W o rth , T e x ., O ct. 1 9 7 0 *----------------------------------G re en B ay, W is . , Ju ly 1970 1-----------------------------------G r e e n v ille , S .C ., M a y 1971 1 --------------------------------- —
H ouston, T e x ., A p r. 1971 1-------------------------------------- In d ian ap olis, Ind., O ct. 1970 1----------------------------------Jackson, M is s ., Jan. 1971*-------------------------------------J a c k s o n v ille , F la ., D ec. 1970 1--------------------------------K ansas C ity , M o .-K a n s ., Sept. 1970 1----------------------L a w re n c e —H a v e r h ill, M a s s.—N .H ., June 1971-----------L itt le R o c k -N o rth L itt le R ock , A r k ., July 1970 1-----L o s A n g e le s —Lon g B each and A n ah eim —Santa A n a G ard en G ro v e , C a lif., M a r. 1971 1------------------------L o u is v ille , K y.—In d ., N o v . 197 0------------- ------------------Lubbock, T e x ., M a r. 1971----- ----------— ------ ~ -----------M a n ch e ster, N .H ., July 1970 1 --------------------------------M em p h is, Tenn.—A r k . , N o v. 1970-----------------------------M ia m i, F la ., N o v. 1970*-----------------------------------------M idland and O d es sa , T e x ., Jan.1971-----------------------M ilw a u k e e , W is ., M ay 1971______________________________
M in n eap o lis—St. P a u l, M inn ., Jan.1971------------------- -
B u lletin num ber
and p ric e
1660-88,
1685-54,
1685-58,
1685-75,
1685-69,
1685-18,
1685-68,
1685-6,
1685-63,
1685-21,
1685-11,
1685-43,
1685-59,
1685-71,
1685-57,
1685-48,
1685-10,
1660-90,
1685-53,
1685-28,
1685-33,
1685-22,
30
35
30
30
40
50
35
30
40
35
50
50
35
30
30
30
35
60
45
50
40
50
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
1685-51,
1685-45,
1685-41,
1685-70,
1685-77,
1685-25,
1685-4,
1685-78,
1685-67,
1685-31,
1685-39,
1685-37,
1685-16,
1685-83,
1685-1,
30
40
35
30
50
35
35
35
50
40
35
35
45
30
35
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
1685-66,
1685-27,
1685-60,
1685-2,
1685-30,
1685-29,
1685-40,
1685-76,
1685-44,
50
30
30
35
30
40
30
35
40
cents
cents
cents
cents
cents
cents
cents
cents
cents
Data on establishment practices and supplementary wage provisions are also presented.
A rea
M uskegon—M uskegon H e ig h ts , M ich ., June 1971_______
N e w a rk and J e r s e y C ity , N .J ., Jan. 1971-----------------N ew H aven, Conn., Jan.1971_____________________________
N ew O rle a n s , L a ., Jan. 1971 1___________________________
N ew Y o rk , N .Y ., A p r. 19701_____________________________
N o r fo lk —P o rts m o u th and N e w p o rt N ew s—
Ham pton, V a . , Jan. 1971 1 _____________________________
O klahom a C ity , O k la ., July 1970________________________
Om aha, N e b r.—Iowa, Sept. 1970 1 -----------------------------P a t e r son—C lifto n —P a s s a ic , N .J ., June 1970*__________
P h ila d e lp h ia , P a .- N .J ., N ov. 1970----------------------------P h o e n ix , A r i z . , M a r. 1970 1______________________________
P itts b u rgh , P a ., Jan. 1971 1_____________________________
P o r tla n d , M ain e, N o v. 1970______________________________
P o r tla n d , O re g .—W ash ., M ay 1970 1_____________________
P ro v id e n c e —P aw tu cket—W a rw ick , R .I.—M a s s .,
R a le ig h , N .C ., Aug. 1970 1_______________________________
R ichm ond, V a ., M a r. 1971_______________________________
R o c h e s te r, N .Y . (o ffic e occupations o n ly),
R o c k fo rd , 111., M a y 1971__________________________ ___ ___
St. L o u is , M o.—111., M a r. 1971 1_________________________
Salt Lak e C ity , Utah, N ov. 1 9 7 0 *-----------------------------San A n ton io, T e x ., M ay 1971 1---------------------------------San B e rn a rd in o —R iv e r s id e —O n ta rio , C a lif.,
D ec. 1970 1-------------------------------------------------------------San D iego , C a lif., N ov. 1970-------------------------------------San F ra n c is c o —Oakland, C a lif., O ct. 1970-----------------San J o s e , C a lif., Au g. 1970--------------------------------------Savannah, G a ., M a y 1971-----------------------------------------S cranton, P a ., July 1971_______________________________ —
S eattle—E v e r e tt, W ash ., Jan. 197 1 1-------------------------Sioux F a lls , S. Dak., D ec. 1970 1------------------------------South Bend, Ind., M a r. 1971-------------------------------------Spokane, W ash ., June 1970 1 ------------------------------------S yra cu se , N .Y ., July 1970_______________________________
T am p a—St. P e te r s b u r g , F la ., N o v . 1970----------------- --T o le d o , Ohio—M ich ., A p r . 1971 1________________________
T ren to n , N .J ., Sept. 1970 1 ______________________________
U tica—R o m e, N .Y ., July 1970____________________________
W ashington, D .C .—Md.—V a . , A p r. 1971_________________
W a terb u ry , Conn., M a r. 1971-----------------------------------W a te rlo o , Iow a, N o v. 1970 1______________________________
W ich ita , K a n s ., A p r. 1971_______________________________
W o r c e s te r , M a s s., M a y 1971____________________________
Y o rk , P a ., Feb. 1971______________________________________
Youngstow n—W a rre n , O hio, N ov. 1970__________________
B u lletin number
and p ric e
1685-82,
1685-47,
1685-35,
1685-36,
1660-89,
30
40
30
40
75
cents
cents
cents
cents
cents
1685-46,
1685-5,
1685-14,
1660-87,
1685-34,
1660-70,
1685-49,
1685-19,
1660-77,
35
30
35
45
50
35
50
30
40
cents
cents
cents
cents
cents
cents
cents
cents
cents
1685-80,
1685-12,
1685-62,
40 cents
35 cents
30 cents
1685-7,
1685-79,
1685-65,
1685-26,
1685-81,
30
30
50
35
35
cents
cents
cents
cents
cents
1685-42,
1685-20,
1685-23,
1685-13,
1685-72,
1725-1,
1685-52,
1685-38,
1685-61,
1660-86,
1685-8,
1685-17,
1685-74,
1685-15,
1685-9,
1685-56,
1685-55,
1685-32,
1685-64,
1685-73,
1685-50,
1685-24,
40
30
40
30
30
30
35
35
30
35
30
30
40
35
30
40
30
35
30
30
30
30
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
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U.S. DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS
W A S H IN G T O N , D .C . 2 0 2 1 2
O F F IC IA L B U S IN E S S
PENALTY FOR PRIVATE USE, $300
FIRST CLASS MAIL
PO S TA G E A N D FE E S P A ID
U.S. DEPARTMENT OF LABOR
@FedFRASER