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EA WAGE SURVEY
js e , N e w Y o rk , M etropolitan A re a ,
July 1971

B ul l e t i n 1 7 2 5 - 1 0
U.S. DEPARTMENT OF LABOR

/ Bureau of Labor Statistics

BUREAU

OF

LABOR

S T A T IS T IC S

R E G IO N A L

O F F IC E S

G overnm ent Center

N ew Y o rk , N .Y . 10001

1317 F ilb e rt S t.

1371 Peachtree S t. N E .

Boston, Mass. 0 2 2 0 3

Phone: 9 7 1 -5 4 0 5 (Area Code 2 1 2 )

Philadelphia, Pa. 19 107

A tla n ta , Ga. 3 0 3 0 9

Phone: 5 9 7 -7 7 9 6 (A rea Code 21 5)

Phone: 5 2 6 -5 4 1 8 (A rea Code 404)

Phone: 22 3-6 7 6 1 (Area Code 61 7)
Region V

Region V I

Regions V II and V I I I

Regions IX and X

21 9 South Dearborn S t.

1 1 0 0 Commerce S t., Rm . 6B 7

Federal O ffice Building

Chicago, III. 6 0 6 0 4

Dallas, T e x. 7 5 2 0 2

911 W alnut S t., 10th Floor

Box 3 6 0 1 7

Phone: 3 5 3 -7 2 3 0 (Area Code 31 2) •

Phone: 7 4 9 -3 5 1 6 (Area Code 21 4 )

Kansas C ity , M o . 6 4 1 0 6

San Francisco, C alif. 9 4 1 0 2

Phone: 374-24 81 (Area Code 8 1 6 )

Phone: 5 5 6 -4 6 7 8 (A rea Code 41 5)

Regions V II and VI11 w ill be serviced by Kansas C ity .
• •

Regions IX and X w ill be serviced by San Francisco.




4 5 0 Golden G ate Ave.

AREA WAGE SURVEY

B u lle tin 1 7 2 5 -1 0
N o v e m b e r 1971

U.S. DEPARTMENT OF LABOR, J. D. Hodgson, Secretary
BUREAU OF LABOR STATISTICS, Geoffrey H. Moore, Commissioner

T h e S yrac u se, N e w Y o rk , M etropolitan A rea, July 1971
CO NTENTS
P age

1.
5.

Introduction
Wage trends fo r selected occupational groups
Tables:
Establishments and w ork ers within scope of survey and number studied
Percents of in crease in standard w eekly salaries and straigh t-tim e hourly earnings fo r selected occupational
groups for selected periods
Occupational earnings:
A - l . O ffice occupations—
men and women combined
A -2 . P ro fessio n a l and technical occupations—
men and women combined
A -3 . O ffice, profession al, and technical occupations—
men and women combined
A -4 . Maintenance and powerplant occupations
A -5 . Custodial and m a teria l m ovem ent occupations

B.

6.

1.
2.
A.

4.

Establishment practices and supplementary wage provisions:
B - l . Minimum entrance salaries fo r women officew ork ers
B-2. Shift d ifferen tials
B-3. Scheduled w eekly hours and days
B -4. Paid holidays
B -5. Paid vacations
B-6. Health, insurance, and pension plans

7.
9.
9.
10

11
13.
14.
15.
16.
17.
20.

23. Appendix.

Occupational descriptions




For sale by the Superintendent of Documents, U S . Government Printing Office, Washington, D.C., 20402 — Price 35 cents

P re fa c e
T h e B ureau of L a b o r S ta tistics p ro g ra m o f annual occu ­
p ation al w a ge su rveys in m etro p o lita n a rea s is designed to p ro vid e
data on occu pation al earn in gs, and estab lish m en t p ra c tic e s and supple­
m en ta ry w age p ro v is io n s . It y ie ld s d eta iled data by s e le c te d industry
d iv is io n fo r each o f the a rea s studied, fo r geograp h ic re g io n s , and fo r
the U nited S tates. 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 in sigh t into (1) the m ovem en t of w ages by occupational
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 o f w ages
am ong a rea s and indu stry d ivisio n s.
A t the end o f each su rvey, an in d ividu al a rea bu lletin presen ts
the re s u lts . A ft e r com p letion o f a ll in dividu al a rea bulletins fo r a
round o f s u rv e y s , tw o su m m ary bu lletins a re issued. Th e fir s t brin gs
data fo r each of the m etro p o lita n a re a s studied into one bulletin.
T h e second p resen ts in form ation which has been p ro je c te d fr o m in d i­
vid u al m etro p o lita n a re a data to r e la te to geogra p h ic regio n s and the
U nited States.
N in ety a rea s cu rre n tly a re included in the p ro g ra m . In each
a re a , in fo rm a tio n on occupational earn in gs is c o lle c te d annually and on
estab lish m en t p ra c tic e s and supplem entary w age p ro v is io n s b ien n ia lly.
T h is b u lletin presen ts resu lts of the su rvey in S yracu se, N .Y .,
in July 1971, conducted under a con tract w ith the N ew Y o r k State
D epartm en t o f L a b o r. The Standard M e tro p o lita n S ta tis tic a l A r e a , as
defin ed by the O ffic e o f M anagem ent and Budget (fo r m e r ly the Bureau
of the B udget) through January 1968, con sists o f M adison, Onondaga,
and O sw ego Counties.
T h is study was conducted by the B u reau 's
re g io n a l o ffic e in N ew Y o r k , N .Y ., under the g e n e ra l d irectio n of
A lv in I. M a rg u lis , A s s is ta n t R eg io n a l D ir e c to r fo r O perations.




N o te :
S im ila r re p o rts a re a v a ila b le fo r other a re a s .
back c o v e r .)

(See in sid e

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 S yracu se a re a , a re a lso a v a ila b le fo r building con stru ction ;
p rin tin g; lo c a l-tr a n s it op eratin g e m p lo y e e s ; and lo c a l tru ck d r iv e r s and h elp ers.

In tro d u c tio n
O ccupational em ploym ent and earnings data are shown fo r
fu ll-tim e w o rk e rs , i.e ., those h ired to w ork a re g u la r w eek ly schedule.
E arnings data exclude p rem iu m pay fo r o v e rtim e and fo r w ork on
w eekends, h olid a ys, and late sh ifts. Nonproduction bonuses a re e x ­
cluded, but c o s t - o f- liv in g allow an ces and in cen tive earnings a re in ­
cluded. W here w eek ly hours a re rep o rted , as fo r o ffic e c le r ic a l occu ­
pations, r e fe r e n c e is to the standard w ork w eek (rounded to the n ea rest
h alf hour) fo r which em p loyees r e c e iv e th e ir re g u la r stra ig h t-tim e
s a la rie s (e x c lu s iv e o f pay fo r o v e rtim e at reg u la r and/or prem 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.

T h is a rea is 1 o f 90 in which the U.S. D epartm ent o f L a b o r 's
Bureau of L a b o r S tatistics conducts su rveys of occupational earnings
and re la te d b en efits on an area w id e b a s is .1 In this area , data w e re ob­
tained by p e rs o n a l v is its of Bureau fie ld econ om ists to re p re s e n ta tiv e
establish m en ts w ithin s ix broad in du stry d iv is io n s : M anufacturing;
tra n sp orta tion , com m unication, and oth er public u tilitie s ; w h olesale
tra d e; r e ta il tra d e; finance, in su ran ce, and re a l estate; and s e r v ic e s .
M a jo r in du stry groups excluded fro m these studies a re govern m en t
op eration s and the con stru ction and e x tra c tiv e in d u stries. E sta b lish ­
m ents having fe w e r than a p re s c rib e d number o f w o rk e rs a re om itted
because they tend to furnish in su fficien t em ploym ent in the occupations
studied to w arran t inclu sion. Separate tabulations a re p ro vid ed fo r
each o f the broad industry d ivisio n s which m e e t pu blication c r it e r ia .

T h ese su rveys m ea su re the le v e l of occupational earnings in
an a re a at a p a rtic u la r tim e . C om p arison 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 individual jobs a re affected by changes in wages and
em ploym ent p attern s. F o r exam p le, p rop ortion s o f w o rk e rs em ployed
by high- o r lo w -w a g e fir m s m ay change or h igh -w age w o rk ers m ay
advance to b e tte r jobs and be re p la c e d by new w o rk e rs at lo w e r ra tes.
Such shifts in em ploym ent could d e c re a s e an occupational a vera ge even
though m ost establish m en ts in an a rea in c re a s e w ages during the y e a r.
T ren d s in earnings o f occupational groups, shown in table 2, a re
better in d ica to rs o f w age trends than individual jobs within the groups.

T h ese su rveys a re conducted on a sam ple basis because o f
the u n n ecessary cost in vo lved in su rveyin g a ll establish m en ts. To
obtain optim um a ccu racy at m inim um cost, a g r e a te r p ro p o rtio n of
la r g e than o f sm all 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 rop ria te w eight. E s t i­
m ates based on the establishm ents studied a re p resen ted , th e re fo re ,
as re la tin g to a ll establishm ents in the indu stry grouping and a rea ,
except fo r those below the m inim um s iz e studied.
Occupations and Earnings
The occupations selected fo r study a re com m on to a v a r ie ty
o f m anufacturing and nonm anufacturing in d u stries, and a re o f the
fo llo w in g typ es:
(1) O ffic e c le r ic a l; (2) p ro fe s s io n a l and tech n ical;
(3) m aintenance and pow erplant; and (4) cu stodial and m a te ria l m o v e ­
m ent. Occupational c la s s ific a tio n is based on a u n iform set o f job
d escrip tio n s designed to take account o f in teresta b lish m en t v a ria tio n
in duties within the sam e job .
The occupations selected fo r study
a re lis te d and d escrib ed in the appendix. U nless o th erw ise indicated,
the earnings data fo llo w in g the jo b title s a re fo r a ll in d u stries c o m ­
bined. E arnings data fo r som e of the occupations lis te d and d e scrib ed ,
o r fo r som e industry d ivisio n s within occupations, a re not p resen ted
in the A - s e r ie s ta b les, because eith er (1) em ploym ent in the occu pa­
tion is too sm a ll to p ro vid e enough data to m e r it p resen tation , or
(2) th e re is p o s s ib ility o f d is c lo s u re o f individu al establishm ent data.
E arn in gs data not shown s e p a ra te ly fo r in du stry d ivisio n s a re included
in a ll in d u stries com bined data, w h ere shown.
L ik e w is e , data a re
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 ­
r e ta r ie s o r tru c k d riv e rs is not shown o r in form a tion to su b cla ssify
is not a v a ila b le .

The a v e ra g e s p resen ted r e fle c t com p osite, areaw ide e s ti­
m a tes.
In du stries and establish m en ts d iffe r in pay le v e l and job
staffin g and, thus, contribute d iffe r e n tly to the estim ates fo r each job.
The pay rela tion sh ip obtainable fro m the a v e ra g e s m ay fa il to re fle c t
a c c u ra te ly the w age spread o r d iffe re n tia l m aintained among jobs in
individual estab lish m en ts. S im ila rly , d iffe re n c e s in a vera g e pay le v e ls
fo r m en and w om en in any o f the selected occupations should not be
assum ed to r e fle c t d iffe re n c e s in pay treatm en t of the sexes within
individual estab lish m en ts.
O ther p o ssib le fa c to rs which m ay con­
tribu te to d iffe re n c e s in pay fo r m en and wom en include: D ifferen ces
in p ro g re s s io n within establish ed rate ran ges, since only the actual
rates paid incum bents a re c o lle c te d ; and d iffe re n c e s in sp ecific 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 d e scrip tio n . Job d escrip tio n s used in cla s s ify in g
em p loyees in th ese su rveys a re usually m o re g e n e ra lize 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 e rfo rm e d .
O ccupational em ploym en t estim a tes re p re s e n t the total in a ll

1
Included in the 90 areas are four studies conducted under contract with the New York State
establishm ents within the scope o f the study and not the number actu­
Department of Labor. These areas are Binghamton (New York portion only); Rochester (office occupa­
a lly su rveyed . B ecau se o f d iffe re n c e s in occupational structure among
tions only); Syracuse; and U tica—Rome. In addition, the Bureau conducts more lim ited area studies
estab lish m en ts, the estim a tes o f occupational em ploym ent obtained
in 65 areas at the request of the Employment Standards Administration of the U. S. Department of Labor.




1

2
fro m the sam ple o f establish m en ts studied s e rv e only to indicate
the r e la tiv e im p orta n ce o f the job s 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 o f the
earn in gs data.
E stab lish m en t P r a c tic e s and Supplem entary W age P ro v is io n s
In fo rm a tio n is p resen ted (in the B - s e r ie s ta b le s ) on selected
estab lish m en t p ra c tic e s and su pplem entary w age p ro v is io n s as they
r e la te to plant- and o ffic e w o r k e r s .
Data fo r industry d iv is io n s not
p resen ted s e p a ra te ly a re included in the e stim a tes fo r " a ll in d u s trie s ."
A d m in is tra tiv e , e x e c u tiv e , and p ro fe s s io n a l em p lo yees, and con stru c­
tion w o rk e rs who a re u tilize d as a sep arate w ork fo r c e a re excluded.
"P la n tw o r k e r s " include w ork in g fo re m e n and a ll n o n su p ervisory w o rk ­
e rs (including leadm en and tra in e e s ) engaged in non office functions.
" O ffic e w o r k e r s " include w o r k i n g s u p e rv is o rs and n on su p ervisory
w o rk e rs p e rfo rm in g c le r ic a l or re la te d fu nctions. C a fe te r ia w o rk e rs
and rou tem en a re excluded in m anufacturing in d u stries, but included
in nonm anufacturing in d u stries.
M inim u m entrance s a la r ie s fo r w om en o ffic e w o r k e r s (table
B - l ) r e la te only to the establish m en ts v is ite d . B ecau se o f the optim um
sam pling techniques used, and the p ro b a b ility that la r g e e s ta b lis h ­
m ents a re m o r e lik e ly to have fo r m a l entrance ra tes fo r w o rk e rs
above the s u b c le ric a l le v e l than sm a ll estab lish m en ts, the tab le is
m o r e - r e p r e s e n ta tiv e o f p o lic ie s in m ediu m and la r g e estab lish m en ts.
Shift d iffe r e n tia l data (table B -2 ) a re lim ite d to plan tw ork ers
in m anufacturing in d u s trie s .
T h is in fo rm a tio n is p resen ted both in
te r m s o f (1) estab lish m en t p o lic y , 2 p resen ted in te rm s o f total plantw o rk e r em p loym en t, and (2) e ffe c tiv e p ra c tic e , presen ted in te rm s
o f w o rk e rs a ctu a lly em p loyed on the s p e c ifie d shift at the tim e o f the
su rvey .
In establish m en ts having v a r ie d d iffe r e n tia ls , the amount
applying to a m a jo r ity was used o r , i f no amount applied to a m a jo r ity ,
the c la s s ific a tio n " o th e r " was used. In establish m en ts in which som e
la te -s h ift hours a re paid at n orm a l ra te s , a d iffe re n tia l was re c o rd e d
only i f it applied to a m a jo r ity o f the shift hours.
The scheduled w e e k ly hours and days (table B -3 ) o f a m a ­
jo r it y o f the fir s t - s h ift w o rk e rs in an establish m en t a re tabulated as
applying to a ll o f the plant- o r o ffic e w o r k e r s of that establish m en t.
Scheduled w e e k ly hours and days a re those which a m a jo r ity o f fu ll­
tim e em p lo y e e s w e re expected to w ork, w hether they w e re paid fo r at
s tra ig h t-tim e o r o v e r tim e ra tes.
P a id h olid ays; paid vacation s; and health, insu rance, and pen­
sion plans (tab les B -4 through B -6 ) a re tre a te d s ta tis tic a lly on the
b a sis that th ese a re ap p licab le to a ll plant- o r o ffic e w o r k e r s i f a

m a jo r ity o f such w o rk e rs a re e lig ib le or m a y even tu ally qu alify fo r
the p ra c tic e s lis te d . Sums o f in dividu al item s in tab les B -2 through
B -6 m ay not equal to ta ls because o f rounding.
Data on paid h olid ays (tab le B -4 ) a re lim ite d to data on h o li­
days granted annually on a fo r m a l b a sis; i.e ., (1) a re p rovid ed fo r in
w ritte n fo rm , o r (2) have been estab lish ed by custom . H olidays o r d i­
n a rily granted a re included even though they m ay fa ll on a nonworkday
and the w o rk e r is not granted another day o ff. The f ir s t p art of the
paid h olidays tab le presen ts the num ber o f whole and h alf h olidays
actu ally granted.
The second p a rt com bines w hole and h alf h olidays
to show tota l h olid ay t im e .
The su m m ary o f vacation plans (table B -5 ) is lim ite d to a
sta tis tic a l m e a s u re o f vacation p ro v is io n s .
It is not intended as a
m ea su re o f the p ro p o rtio n o f w o rk e rs actu ally r e c e iv in g sp e c ific b en e­
fits .
P r o v is io n s o f an establish m en t fo r a ll lengths o f s e r v ic e w e re
tabulated as applying to a ll plant- o r o ffic e w o r k e r s o f the e s ta b lis h ­
m ent, r e g a r d le s s o f length o f s e r v ic e .
P r o v is io n s fo r paym ent on
other than a tim e basis w e re co n verted to a tim e b asis; fo r exa m p le,
a paym ent o f 2 p ercen t o f annual earn in gs was c o n sid ered as the e q u iv ­
alent o f 1 w e e k 's pay. Only b a sic plans a re included. E stim a tes e x ­
clude vacation bonus and v a c a tio n -s a v in g s plans and those which o ffe r
"e x te n d e d " o r "s a b b a tic a l" b en efits beyond b a sic plans with qu alifyin g
lengths o f s e r v ic e . Such exclu sion s a re ty p ic a l in the ste e l, aluminum,
and can in d u stries.
Data on health, in su ran ce, and pension plans (table B -6 ) in ­
clude those plans fo r which the e m p lo y e r pays at le a s t a p a rt o f the
cost. Such plans include th ose u n d erw ritten by a c o m m e r c ia l insurance
com pany and those p ro v id e d through a union fund o r paid d ir e c tly by
the e m p lo y e r out o f cu rren t o p era tin g funds o r fr o m a fund set aside
fo r this pu rpose. An establish m en t was c o n sid ered to have a plan i f
the m a jo r ity o f e m p lo y ees was e lig ib le to be c o v e re d under the plan,
even i f le s s than a m a jo r ity e le c te d to p a rtic ip a te because em p loyees
w e re re q u ire d to contribute tow a rd the cost o f the plan. L e g a lly r e ­
qu ired plans, such as w o rk m en 's com pensation, so c ia l secu rity , and
r a ilro a d re tire m e n t w e re excluded.
Sickness and acciden t insurance is lim ite d to that type of in ­
surance under which p re d e te rm in e d cash paym ents a re m ade d ir e c tly
to the insured during te m p o ra ry illn e s s o r acciden t d is a b ility . In fo r ­
m ation is p resen ted fo r a ll such plans to which the em p lo y e r c o n trib ­
utes.
H o w e v e r, in N ew Y o rk and N ew J e r s e y , which have enacted
te m p o ra ry d is a b ility insurance law s which re q u ire e m p lo y e r con tribu ­
tion s, 3 plans a re included only i f the e m p lo y e r (1) contributes m o re
than is le g a lly re q u ire d , o r (2) p ro v id e s the em p lo yee with benefits
which ex ceed the req u irem en ts o f the law .
Tabulations o f paid sick

2
An establishment was considered as having a policy if it m et either of the following condi­
tions: (1) Operated late shifts at the tim e of the survey, or (2) had formal provisions covering late
2
shifts. An.establishment was considered as having formal provisions if it (1) had operated late shifts
contributions.
during the 12 months prior to the survey, or (2) had provisions in written form for operating late shifts.




The temporary disability laws in California and Rhode Island do not require employer

3
le a v e plans a re lim ite d to fo rm a l p la n s 4 which p ro v id e fu ll pay o r a
p ro p o rtio n o f the w o r k e r 's pay during absence fro m w o rk because of
illn e s s .
Separate tabulations a re presen ted a ccord in g to (1) plans
which p ro v id e fu ll pay and no w aiting p e rio d , and (2) plans which p r o ­
vid e e ith e r p a rtia l pay o r a w aitin g p erio d . In addition to the p re s e n ­
tation o f the p ro p o rtio n s o f w o rk ers who a re p ro vid ed sickness and
acciden t in su ran ce o r paid sick le a v e , an unduplicated tota l is shown
o f w o rk e rs who r e c e iv e e ith er o r both types o f b en efits.

the d is a b ility , a m axim u m age, o r e lig ib ilit y fo r re tire m e n t b en efits.
Paym ents m ay be at fu ll o r p a rtia l pay but a re alm ost always r e ­
duced by so c ia l s e c u rity , w o rk m en 's com pensation, and p riva te pension
ben efits payable to the d isab led em p lo yee.

M a jo r m e d ic a l insu rance includes those plans which a re d e ­
signed to p ro te c t em p lo yees in case o f sickness and in ju ry in volvin g
expenses beyond the c o v e ra g e o f basic h osp italization , m e d ic a l, and
su rg ica l plans. M e d ic a l insurance r e fe r s to plans p ro vid in g fo r co m ­
p lete o r p a rtia l paym ent of d o c to rs ' fe e s .
Dental insurance usually
L o n g -te r m d is a b ility plans p ro vid e paym ents to to ta lly d is ­
c o v e rs fillin g s , ex tra ctio n s, and X -r a y s .
E xcluded a re plans which
abled em p loyees upon the exp ira tion o f th e ir paid sick le a v e and/or
c o v e r only o r a l s u rg e ry o r accident dam age.
Plan s m ay be u n der­
sickness and accident insu rance, o r a fte r a p red eterm in ed p e rio d of
w ritten by c o m m e ric a l insurance com panies or non profit organ ization s
d is a b ility (ty p ic a lly 6 m onths).
Paym ents a re m ade until the end o f
o r they m ay be paid fo r by the em p lo y e r out o f a fund set aside fo r
4
An establishment was considered as having a formal plan if it established at least the mini­ this pu rpose. Tabulations o f re tire m e n t pension plans a re lim ite d to
those plans that p ro v id e re g u la r paym ents fo r the rem ain d er o f the
mum number of days of sick leave available to each employee. Such a plan need not be written,
w o r k e r 's life .
but informal sick leave allowances, determined on an individual basis, were excluded.




4

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 y r a c u s e , N .Y .,1 by m a jo r in d u s try ,2 J u ly 1971
Number of establishments
Industry division

Minimum
employment
in establish­
ments in scope
o f study

Workers in establishments
Within scope of study

Within scope
of study3

Studied

T o ta l4

Studied

Plant

Office

Number
400

A ll divisions________________________________
Manufacturing!___________________________________
Nonmanufacturing_______________________________
Transportation, communication, and
other public utilities 5___________ I__________
Wholesale tra d e _____________________________
Retail trade__________________________________
Finance, insurance, and real esta te________
Services 8_____________________________________

50
-

50
50
50
50
50

no

Percent

93,557

100

57,903

17,904

61,219
38,281
22,938

T o ta l4

147
253

39
71

53,920
39,637

58
42

35,056
22,847

7,987
9,917

27
59
81
41
45

13
10
17
10
21

9,284
5,559
13,882
6,194
4,718

10
6
15
6
5

5,692

1,754
(?)
( )
( )
(6)

(?)

(6)
( 7)
(6)

7,941
1,754
6,642
3, 507
3, 094

1 The Syracuse Standard M etropolitan Statistical A re a , as defined by the Office of Management and Budget (fo rm e rly the Bureau of the Budget) through January 1968, consists of Madison,
Onondaga, and Oswego Counties.
The "w orkers within scope of study" estimates shown in this table provide a reasonably accurate description of the size and composition of the labor fo rce
included in the survey. The estimates are not intended, how ever, to serve as a basis of comparison with other employment indexes for the area to m easure employment trends or lev els since
(1) planning of wage surveys requires the use of establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded from the scope
of the survey.
2 The 1967 edition of the Standard Industrial C lassification 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) o f companies in such industries as trade, finance, auto repair se rv ic e ,
and motion picture theaters a re considered as 1 establishment.
4 Includes executive, professional, and other workers excluded from the separate plant and office categories.
5 Abbreviated to "public u tilitie s " in the A - and B -se rie s tables. Taxicabs and services incidental to water transportation w ere excluded.
8
This industry division is represented in estimates for " a ll industries" and "nonmanufacturing" in the Series A tables, and fo r "a ll industries" in the Series B tables. Separate presentation
of data fo r this division is not made for one or m ore o f the following reasons: (1) Employment in the division is too sm all 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 o f disclosure of individual establishment data.
7 W orkers from this entire industry division are represented in estimates for "a ll industries" and "nonmanufacturing" in the Series A tables, but from the real estate portion only in estimates
fo r "a ll industries" in the Series B tables. Separate presentation of data fo r this division is not made fo r one or m ore of the reasons given in footnote 6 above.
8 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.




Alm ost three-fifths of the workers within scope o f the survey in the Syracuse area
The following presents the m ajor industry groups
w ere employed in manufacturing firm s.
and specific industries as a percent of all manufacturing:
Specific industries

Industry eroupe
E le ctrica l equipment and
supplies_______________________
Machinery, except ele ctrica l__
Chemicals and allied products—
P rim a ry metal in dustries_____
T ransportation equipment_____
Food and kindred products____
Paper and allied products-------

29
18
8
8
7
6
5

Communication equipment---- 21
Service industry
m achines___________________ 11
M otor vehicles and
equipment__________________
7
E le ctric lighting and wiring
equipment__________________
6

This information is based on estimates o f total employment derived from universe
Proportions in various industry divisions may
m aterials compiled p rior to actual survey.
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 r e s e n te d in table 2 a re indexes 1 and p ercen ta ges o f change
in a v e ra g e s a la rie s o f 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 s e le c te d p lan tw ork er groups. The indexes
a re a m ea su 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 e rcen ta g e change in w ages fro m the base p e rio d to the date of
the index.
Th e p e rcen ta g es of change o r in c re a s e re la te to w age
changes b etw een the in dicated dates. Annual ra tes of in c re a s e , w h ere
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 e rio d betw een su rveys w as other than 12 months. T h ese com putations
w e r e based on the assum ption that w ages in c re a s e d at a constant rate
betw een su rveys. T h e s e estim a tes are m easu res of change in a v e r ­
ages fo r the a re a ; they a re not intended to m ea su re a v e ra g e pay
changes in the estab lish m en ts in the area.

shows the p ercen ta ge change. Th e index is the product o f m u ltiplyin g
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
p reviou 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 nurses, the w age
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,
ex c lu s iv e o f earnings fo r o v e rtim e .
F o r plan tw ork er groups, they
m ea su 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 ork on w eekends, holidays, and
late sh ifts. Th e p ercen ta ges a re based on data fo r selected key occu ­
pations and include m ost of the n u m e ric a lly im portant jobs within
each group.

M ethod o f Com puting

L im ita tio n s o f Data

E ach o f the fo llo w in g k e y occupations w ithin an occupational
group was assign ed a constant w eigh t based on its p rop ortion ate e m ­
ploym en t in the occupational group:

The indexes and p ercen ta ges o f change, as m easu res of
change in a re a a v e ra g e s , a re influenced by: ( l ) g e n e ra l sa la ry and
w age changes, (2) m e r it or other in c re a s e s in pay r e c e iv e d by in d i­
vidu al w o rk e rs w h ile in the same jo b , and (3) changes in a vera g e
w ages due to changes in the lab or fo r c e resu ltin g fro m labor tu rn­
o v e r, fo r c e expansions, fo r c e reductions, and changes in the p r o p o r ­
tions o f w o rk e rs em p loyed by establishm ents with d iffe re n t pay le v e ls .
Changes in the la b o r fo r c e can cause in c re a s e s o j v d e crea 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 establish m en ts in an a rea gave w age in c re a s e s ,
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 re a 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 a y have ris e n c o n sid era b ly because h ig h er-p a yin g establishm ents
en tered the area.

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 and B
A, B, and C
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
Industrial nurses (men and
A and B
cleaners
women):
Messengers (office boys or
Laborers, m aterial handling
Nurses, industrial (registered)
girls)

The use o f constant em ploym ent w eights elim in ates the effect
o f changes in the p ro p o rtio n o f 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 s tra ig h t-tim e hours.
T h e y a re not influenced by
changes in standard w ork schedu les, as such, o r by prem iu m pay
fo r o v e rtim e . W h ere n e c e s s a ry , data w e r e adjusted to rem o ve fro m
1
Indexes of earnings referred to in this standard text are published for most areas but not inthe indexes and p ercen ta ges o f change any sign ifican t effe c t caused
by changes in the scope o f the su rvey.
Syracuse because the area was not surveyed in the base year of the index series.

The a v e ra g e (m ean) earnings fo r each occupation w e re m u lti­
p lied 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 con secu tive y e a rs
w e re re la te d by d ividin g the a g g re g 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 ea r.
The resultant r e la tiv e , le s s 100 p ercen t,




5




T a b le 2 . P e r c e n ts o f in c re a s e in 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 in S y r a c u s e , N .Y ., fo r s e le c te d p e rio d s
Manufacturing

A ll industries
Period

O ffice
cle rica l
(men and
women)

Industrial
nurses
(men and
women)

Skilled
maintenance
trades
(men)

Unskilled
plant
w orkers
(men)

O ffice
clerica l
(men and
women)

Industrial
nurses
(men and
women)

Skilled
maintenance
trades
(men)

Unskilled
plant
workers
(men)

7. 5
6. 6
9. 1

5. 3
7. 2
7. 7

6. 5
8. 0
7. 3

Percents of increase
July 1968 to July 1969__________________________
July 1969 to July 1970__________________________
July 1970 to July 1971.........................................

5. 8
6. 3
7. 5

7. 5
7. 4
9. 0

4. 7
7. 3
8. 2

7. 5
7. 5
7. 2

5. 0
6. 2
7. 3

7

A.

Occupational earnings

T a b le

A -1.

O ffic e

o c c u p a tio n s —m en

and

w o m e n c o m b in e d

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Syracuse, N.Y., July 1971)
W eekly earnings 1
( standard)

Occupation and industry division

Number
of
woikers

t
Average
weekly
hours1
(standard)

60
M eant

Median2

Middle range2

t

*
65

t
70

Number of workers receiving straight-time weekly earnings of—
t
t
$
*
t
*
%
$
(
t
i
%

$
75

80

85

90

100

110

MACHINE (BOOKKEEPING

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

32
28

3 8 .0
3 8 .0

$
8 5 .0 0
8 2 .0 0

$
8 4 .0 0
8 1 .0 0

$
7 3 .0 0 -

$
9 7 .0 0

7 2 .0 0 -

9 3 .0 0

1 30

1 40

150

160

170

1 80

t

$

190

200

$
210

and
under

*
220

2 30

-

65

BILLERS,

120

70

75

80

85

90

100

110

120

1
1

4
4

5
5

4
4

3
3

2
2

7
5

4

130

and

140

1 50

160

170

180

1 90

200

210

220

230

ov er

14
8
6

13
4
9

_
-

1
1
-

2
2
-

4
4
-

-

2
2
“

6
6
-

-

-

-

-

2

4

BOOKKEEPING-MACHINE OPERATORS,
2

-

-

-

8

3

2

16

-

1

-

_

_

-

6

10

-

-

-

-

-

-

6

10

32
4
28

41
15
26

64
22
42

71
23
48

42
27
15

58
42
16

32

3 9 .0

9 5 .0 0

1 0 5 .0 0

8 4 .0 0 - 1 0 8 .0 0

CLERKS, ACCOUNTING, CLASS A -----------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

366

3 9 .0
4 0 .0

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

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

1 1 0 .5 0 - 1 4 1 .5 0
1 1 9 .5 0 - 1 4 5 .5 0

3 8 .0

1 1 8 .0 0

1 1 8 .0 0

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

CLERKS, ACCOUNTING, CLASS B -----------MANUFACTURING------------------------------NONMANUFACTURING--------------------------

270
93
177

3 9 .0
4 0 .0

9 9 .0 0

9 9 .5 0

1 0 6 .5 0
9 5 .0 0

1 0 5 .5 0
9 6 .0 0

9 1 .0 0 - 1 0 7 .0 0
9 7 .5 0 - 1 1 7 .0 0

3 9 .0

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

104

3 8 .5
3 8 .0

9 0 .5 0
8 9 .0 0

8 9 .0 0

8 3 .0 0 -

9 7 .0 0

-

81

8 6 .5 0

8 2 .5 0 -

9 4 .5 0

-

CLERKS, F IL E , CLASS C ---------------------NONMANUFACTURING -------------------------

150

3 7 .0

8 1 .5 0

8 1 .5 0

7 6 .5 0 -

8 8 .0 0

-

15

139

3 7 .0

8 1 .0 0

8 0 .5 0

7 6 .0 0 -

8 7 .5 0

-

15

CLERKS, ORDER -----------------------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------

111
64

3 9 .5
4 0 .0

8 2 . 5 0 -1 0 7 .5 0
9 7 .0 0 - 1 0 9 .5 0
7 8 .5 0 - 8 5 .0 0

-

3 9 .5

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

9 6 .0 0
1 0 6 .0 0

47

CLERKS, PAYROLL -------------------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

105
71
34

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

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

1 1 7 .0 0
1 2 1 .0 0

1 0 6 .5 0

1 0 5 .5 0

160
206

8 2 .5 0

“

“

-

6
-

9
-

18
-

19
11
8

19
16
3

4
3
1

-

1

15

85
30
55

1

18

76
30
46

-

9

14
3
11

3

6

_

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

3

-

1

-

1

_

_

8
8

28
26

21
21

30
15

9
7

4
-

1
1

2
2

_

1
1

10
10

43

22
22

39
31

15
12

_
-

6
6

28
6
22

7
5
2

17
12
5

29
28
1

14
12
2

_

_

-

-

-

~

1
1

-

-

1
1
“

-

“

_
-

1

-

9
4
5

35
18
17

14
11
3

20
13
7

7
7

1

12
11
1

*

43

-

2
-

6
-

6
-

“

2

6

6

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

_

-

-

-

-

_

-

-

*

15

-

1
1

-

*

4
4

-

-

-

_

_

-

-

1
1

_
-

-

-

-

-

-

”

-

“

-

1
1

“

COMPTOMETER OPERATORS ----------------------

83

4 0 .0

9 3 .0 0

9 2 .0 0

8 6 .0 0 - 1 0 1 .5 0

-

-

-

-

17

17

24

19

3

3

KEYPUNCH OPERATORS, CLASS A -----------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

309
135
174

3 8 .5
4 0 .0
3 7 .5

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

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

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

_

-

-

_

1

61
7
54

7
2
5

-

1

17
11
6

-

-

23
16
7

-

-

98
61
37

-

-

76
32
44

-

-

16
6
10

10

1 0 9 . 0 0 -1 2 1 .0 0
1 0 7 .5 0 - 1 4 5 .5 0

_
-

10

“

-

-

*

“

KEYPUNCH OPERATORS, CLASS B ----------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

318
85
233

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

1 00 . 00

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

19

10

_
-

2
2

1
1

4
4

-

-

-

-

1 0 5 .5 0
9 8 .0 0

-

-

-

-

MESSENGERS (OFFICE BOYS AND GIRLS))MANUFACTURING------------------------------NONMANUFACTURING -------------------------

115

44

3 8 .5
4 0 .0

8 8 .0 0
8 9 .5 0

71

3 7 .5

8 7 .5 0

SECRETARIES---------------------------------------MANUFACTURING -----------------------------NONMANUFACTURING --------------------------

1 ,1 4 9

19
5
14

49
7
42

12
3
9

18
3
15

-

-

5

3

-

-

-

-

-

5

3

4

6
2
4

10

2
2

1
1

10

SECRETARIES, CLASS A -------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------SECRETARIES, CLASS B -------------------MANUFACTURING ------------------------------NONMANUFACTURING --------------------------

See footnotes at end of tables.




-

-

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

-

-

-

3

-

-

-

-

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

-

-

“

3

16

52
8
44

99
27
72

91
31
60

21
12
9

8 7 .5 0
8 5 .0 0

8 2 .0 0 8 1 .0 0 -

9 4 .0 0
9 8 .0 0

1
-

-

8
6

8

8 3 .0 0 -

9 3 .0 0

1

“

2

5

31
14
17

19
6
13

34
8
26

12
5
7

-

-

8 9 .0 0

1
-

-

6

4

-

-

-

1

-

6

4

35
2
33

83
20
63

-

_

-

_

1

3

16
-

3 9 .0
4 0 .0

1 3 3 .5 0

1 1 9 .0 0 - 1 4 9 .5 0

-

-

604

1 3 6 .5 0

1 3 5 .5 0

-

3 8 .0

1 3 9 .5 0

1 3 1 .5 0

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

-

545
89

3 8 .5
4 0 .0

1 5 6 .0 0

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

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

-

1 4 9 .0 0

37.0

1 6 5 .5 0

1 4 4 .0 0

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

*

*

244

3 9 .0

1 4 5 .0 0

1 4 1 .5 0

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

.

-

_

_

_

_

165

4 0 .0

1 4 0 .0 0

1 4 1 .5 0

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

-

-

-

-

-

-

52
37

79

3 7 .5

1 3 7 .5 0

1 5 5 .0 0

1 4 0 .0 Q .

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

_

-

6
2
4

4
4

10

-

1
1

1
1

1 77
80
97

223
169
54

171
1 18
53

1 66
117
49

77
43
34

38
14
24

60
20
40

2

11
7
4

5
4
1

26
13
13

18
16
2

4
3
1

9
9

2

-

1

19

“

“

1

24
22
2

12
7
5

86
84
2

20
13
7

6
4
2

4
1
3

6

5

-

-

6

5

52
23
29

1

-

5

5

2
3

1
4
4

8
T a b le

A -1.

O ftic e

o c c u p a tio n s —m en

a n d w o m e n c o m b i n e d ------C o n t i n u e d

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Syracuse, N.Y., July 1971)
W eekly earnings 1
(standard)

Occupation and in du str y divis ion

Number
of
workers

Nu m ber of w o r k e r s re c e i v in g s t ra ig ht -t im e w ee k l y earn ings of—

SECRETARI£S|- c o n t i n u e d

60
M ean2

Median2

Middle range2

t

*

t
Average
weekly
hours1
(standard)

and
under
65

65

t

t

70

75

1 -> ft/*
-»

[s
85

$
90

$
100

$
110

70

75

80

85

90

$
130

$
140

i
150

$
160

$

l
170

180

I
190

I
200

I
210

r
220

230

,

100

110

120

130

140

150

160

17 0

180

190

200

210

220

4
4

4
4

12
8

29
15

140
31

75

25
14

19
14

19
15

13
3

8

30
23

6

3

3

5

-

-

24
24

67

122

29
9

9

9
3
6

13
13

-

11

5
5

_
-

20

34
—
34

-

44
78

39
26
13

20

12

60
46
14
6
6

7
7

13
13

74
45
29

50
28

2
1
1

-

2
2

-

-

38 0 128*00 11 5* 00

2

4
4
9
9

46
25

41
39

10

37 *5 10 7* 50 107*00

2
2
1

6

17

4

6
11

78
73
5

149
139

2

wn
2^0

s
120

and

$
$
$
$
140.50 132.50 12 6 .0 0 -15 1.0 0
145 .50 14 1 .5 0 1 2 1.5 0 -1 6 9 .0 0

SECRETARIES# CLASS C
NQNMANUPACTURING —— — ——
— —

80

"1

-

55

9

10

_

-

~

-

230 ov er

-

_

-

-

-

-

55
SWITCHBOARD OPERATOR-RECEPTIONISTSHANUF ACTURING -------------------------------

134
54
00

TABULATING-NACHINE OPERATORS,
CLAo j 0

1

38.0

98 . 00

92 . -»0

2

10

149
117
32

22

64
4
60

-

-

-

-

-

-

-

17 3

l
30 ^ 136 00 13 3 * 50

-

2

3

6

-

14

3

-

1

1

-

-

-

-

-

-

5
5

5
5

12
12

8

11

7

2
2

1

4

“

7
7

5
5

12
10
2

29
15
14

14
14
“

-

6

I
5

_
-

_
-

-

_
“

-

_

_
-

4

”

-

8

50
13
37

_

-

2

-

1

-

-

-

1

-

-

-

-

5
5

_

_

“

-

-

8 1.0 0 -115 .0 0

3 9 . 0 1 0 8 . 5 0 10 8. 50 1 0 2 . 0 0 - 1 1 7 . 5 0
3 9 . 5 1 1 0 .0 0 1 1 4 . 5 0 1 0 5 . 5 0 - 1 2 1 . 0 0
30. 5 100 . 00 1 0 7 . " 0

12

-

3

2

1

-

3

8

36

39 *5 1 0 3 . 00

9 9 . 50

8

4

7

10

2

i

*

19
-

23
16

7
7

_

3 7 * ' 107* 50 104*00

7
~

7

48

2

”

19

68

25
43

49
45
4

65
52
13

38

2

63
44
19

5
5

1
1

TRANSCRIBING-MACHINE OPERATORS,

}}? ■ ^ 2

32

13
4
9

12 2
1 *x

109 50 104*50
3 8*5 1 3 9 . 0 0 1 3 8 .5 0

17

1

See footnotes at end of ta b le s.




38.0

91.0 0

92.50

3 7*0

89*00

8 6 *0 0

8 3 . 5 0 - 9 8 .5 0

-

-

2

12

53

21

1

196
134

TY PI ST S , CLASS 8 -------------------------------

5
16

52

75
38
37

24
13
11

3
2
1

8

30
17

5
1

4
4
23
4
19
14

1
1

“

_
*

-

9
T a b le

A -2 .

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

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Syracuse, N. Y. , July 1971)
Weekly eamings 1
(standard)

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

t-------1 --------- *
O c c u p a tio n an d in d u s t r y d iv is i o n

Number
of
workers

95

Mean 2

Median ^

Middle range2

(standard)

(U n d e r
i
an d
95
under

100

100

10 5

U ------S------i ------ i
------ i ------5------ *------ 1------1------1------1------$------ 1
----- 1 ----T ‘
110

12 0

130

140

150

16 0

170

180

19 0

200

210

220

230

240

250

$

$

110

120

130

140

15 0

160

170

180

190

200

210

220

230

240

250

260

_

1
“

_

_

2
2

7
5

5
5

5
3

6
1

17
11

-

_

1

-

-

-

1
1

1

“

1

1

5
2
3

46
17
29

27
7
20

22
14
8

12
7
5

6
2
4

-

3
5
5

11
11

2
2

14

5

9

-

-

-

4
4

1 -»•

-

-

135*0 0 136 50
8 .3 10^*^

105

-

-

37

270

270 o v e r

$

^"o*0 1 0 3 * '0 105*00

fr?

260

and

5

$

* ------$

8
8

3
-

7
7

-

24
9
15

•-

1
1

2
2

COMPUTER PR0GRAMERS,
MANUFACTURING -------------------------------

49

COMPUTER PR0GRAMERS,
|

_

*CA

fn

T f i n i- 4 .0 0
JU.O 1 7if* ofy 1 4 .3 0

“

27

39«5 1 5 0 .5 0 14 5 .0 0

-

_

_

21
3
18

8
5
3

32
5
27

6
5
1

1

2
2

9
7
2

3
1
2

22
8
14

3
1

-

2

1

1

5

-

1

1

1

2

13

4

2

5

3

1

_

_

2

13

3

2
2

-

*
7
1
6

-

-

-

-

1

3

1

“

3
3

16
4
12

10
5
5

1

“

12
8
4

3
3

5

4 0 .0 2 0 3 . 50 200.00 1 7 9 .0 0 - 2 2 7 .5 0
3 8 .0 ‘■ Oi.oo <.09.00

_
-

-

”

COMPUTER PR0GRAMERS,
COMPUTER SYSTEMS ANALYSTS,
u U jt liL J ,) t

LL A j j

A

2

_
Yt
Zo

0 .0

_

-

2

_

_

_

_

2
2

“

“

COMPUTER SYSTEMS ANALYSTS,
MANUFACTURING -------------------------------

38

DRAFTSMEN, CLASS A --------------------------MANUFACTURING -------------------------------

68
53

4 0 .0 19 3 .0 0 19 6 .0 0
4 0 .0 1 9 2 .5 0 19 5 .0 0

l'T
LL Aj j

NURSES, INDUSTRIAL (REGISTERED! ----MANUFACTURING -------------------------------

136
53
72
67

-

-

18
4
14

6

7
7

18
16

-

29
29

24
20

21
5

44
27

-

6

2
2

-

-

4 0 .0 I 4 7 I 0 0 1 4 9 .5 0
3 9 .0 1 5 6 .5 0 16 4 .0 0

*

“

7
7

-

-

-

-

-

-

-

4
4

9

7
7

9
7
2

25
15
10

2

2

2

1 7 1 * 00 1^71*^0

2

12
12

“

L

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

“

3
3

13
6

16
15

37
17

36
30

43
43

65
56
9

30
4
26

22

22

22

22

1
1

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

UK A r 1 j n t u l f

“

-

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

4 0 .0 1 5 1 .0 0 14 9 .0 0 1 4 0 .5 0 4 0 .0 15 0 .0 0 14 8 .0 0 1 4 0 .5 0 -

_

—

-

1

15 8 .0 0
1 5 7 .0 0 ~
~

'

-

"

-

9

~

_

1
1

-

6
2
4

4 0 .0 236^50 236^00 2 2 7 .0 0 -2 4 9 .0 0
-

-

-

6

4

7

O
O




-

6

5

1

3

5
4

18
*1 5

7
6

3
3

-

1

-

3
3
“

3

3
1

6

-

_

-

5
2

1

-

-

-

6
-

1

_

_

-

1
1

“

-

-

-

-

-

-

_
-

-

1

_

'

'

'

"

6

"

3
1

1

3

2

2

"

_

2

1 a t $300 to $310; 1 a t $320 to $330; and 1 a t $340 to $350

O f f i c e , p r o fe s s io n a l, a n d te c h n ic a l o c c u p a t i o n s — m e n a n d w o m e n c o m b in e d

E a r n in g s in fo rm a t io n fo r m e n an d w o m e n c o m b in e d a r e p r e s e n t e d in t a b le s A - 1 an d A - 2 .
S e p a r a t e e a r n in g s
in fo r m a t io n f o r m e n an d w o m e n , u s u a lly p r e s e n t e d in t a b le s A - 1 an d A - 2 , a r e not a v a i la b le fo r th is a r e a .

_

-

1
"

See footnotes at end of tables.

T a b le A -3 .

-

13
13

4
3

2
2

-

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 c c u p a tio n s

(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Syracuse, N.Y., July 1971)
Hourly earnings3

N u m b er o f w o r k e r s r e c e iv in g s tr a ig h t-tim e h o u rly ea rn in gs o f—
*
2 .8 0

S e x , occu p a tion , and in d u stry d iv isio n

workers

Mean 2 Median2

Middle range c

i
*
2 .9 0 3 .0 0

S
3 .1 0

3 . 20 3 .3 0

$
i
$
t
t
S
$
3. 40 3 .5 0 3. 60 3. 7 0 3, 80 3 . 90 4 .0 0

t
t
*
V. 10 4 .2 0 4 .4 0

3 .3 0

3 .4 0

3. 50 3 .6 0

3. 70

.8 0

4 . 20 4 .4 0

1
1

2
2

2
2

6
4

11
11

-

2
2

9
9

8
8

9
9

*

9
9

-

-

-

1
1

1
1

8
8

8
8

7
7

12
11

14
14

12
12

41
41

3
3

3
3

6
6

21
21

1
1

8
4

4
2

4
4

9
9

5
5

10
4

3
3

_

-

10
10

-

-

~

-

t

$

S
4 .6 0

*
4 .8 0

(
5 .0 0

$
$
5 . 20 5 .4 0

4 .6 0 4 .8 0

o
o
in

Number

5 .2 0

5 .4 0

*

3
3

-

-

-

-

-

4
4

47
47

-

9
9

1
1

-

-

-

-

-

-

-

-

~

-

_

-

-

-

-

-

9
9

2
2

24
24

_

-

-

i

%

5 .6 0 5 .8 0

and
under
2 .9 0 3 .0 0

3 . 10 3 .2 0

3. 90 4 . 00 4 .1 0

5 ,6 0 5 »8 0

over

MEN
CARPENTERS, MAINTENANCE ------------------MANUFACTURING-------------------------------

69
60

$
4 .2 5
4 .0 0

$
4 .0 3
3 .9 9

$
$
3 .6 6 - 4 .4 3
3 . 6 6 - 4 .1 8

ELECTRICIANS, MAINTENANCE --------------MANUFACTURING -------------------------------

162
160

4 .5 4
4 .5 2

4 .2 6
4 .2 6

4 .0 3 4 .0 3 -

ENGINEERS, STATIONARY ---------------------MANUFACTURING -------------------------------

84
72

4 .3 3
4 .3 3

4 .1 6
4 .1 6

3 . 7 7 - 4 .7 2
3 .7 6 - 4 .7 4

HELPERS, MAINTENANCE TRADES -----------MANUFACTURING -------------------------------

64
55

3 .5 6
3 .5 4

3 .5 3
3 .4 8

3 . 4 0 - 3 .7 3
3 . 2 9 - 3 .7 6

3
3

3
3

6
6

-

MACHINE-TOOL OPERATORS, TOOLROOM —
MANUFACTURING -------------------------------

50
50

4 .1 4
4 .1 4

3 .9 1
3 .9 1

3 . 6 6 - 4 .3 3
3 «6 6 — 4 .3 3

-

-

-

“

*

MACHINISTS, MAINTENANCE ------------------MANUFACTURING -------------------------------

149
148

4 .4 2
4 .4 2

4 .2 6
4 .2 6

4 . 1 1 - 4 .6 4
4 . 1 1 - 4 .6 4

-

-

5 .4 3
5 .4 2

MECHANICS, AUTOMOTIVE
(MAINTENANCE) ----------------------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC U T I L I T I E S ----------------------

198
50
148
140

4 .6 5
3 .8 2
4 .9 4
4 .9 8

4 .5 5
3 .6 3
5 . 11
5 .1 3

3 . 7 3 - 5 .2 6
3 . 5 4 - 3 .7 0
4 . 2 1 - 5 .2 9
4 . 2 6 - 5 .3 0

MECHANICS, MAINTENANCE -------------------MANUFACTURING -------------------------------

181
177

4 .3 4
4 .3 6

4 .0 6
4 .0 9

3 .6 8 3 .6 8 -

MILLWRIGHTS ---------------------------------------MANUFACTURING -------------------------------

251
251

4 .2 9
4 .2 9

4 .1 6
4 .1 6

PIPEFITTERS, MAINTENANCE ----------------MANUFACTURING -------------------------------

168
168

4 .3 9
4 .3 9

SHEET-METAL WORKERS, MAINTENANCE —
MANUFACTURING -------------------------------

44
44

TOOL AND DIE MAKERS -------------------------MANUFACTURING -------------------------------

426
426

See footnotes at end of tables




-

-

*
-

-

-

“

-

-

-

-

-

-

-

-

4 .5 0
4 .5 0

3 . 9 5 - 4 .6 0
3 .9 5 - 4 .6 0

-

4 .6 8
4 .6 8

4 .4 8
4 .4 8

4 . 1 4 - 5 .3 5
4 . 1 4 - 5 .3 5

-

4 .6 4
4 . 64

4 .6 1
4 .6 1

4 . 1 8 - 4 .9 8
4 . 1 8 - 4 .9 8

-

9
“

8
8

-

-

5
5

-

*

2
2

“

3
3

5
5

5
5

5
5

-

-

-

-

-

“

”

3
3

2
2

10
10

3
3

16
12
4
1

19
19
-

13
4
9
9

1
1

54
54

-

4 . 0 2 - 4 .4 3
4 . 0 2 - 4 .4 3

6
6

_
_

—
-

15
15

*

_

2
2

5 .4 2
5 .4 3

_
—

—

1
1

_
-

-

-

1

-

_
“

-

-

-

-

“

-

-

_

-

-

-

-

-

-

-

-

-

8
8

3
3

1
1

1
1

1
1

_

16
16

1
1

21
20

35
35

12
12

22
22

-

—
—

17
17
17

10
—
10
10

20
20
20

—
-

4
-

44
7
37
37

_

_

-

-

-

-

-

24
24

9
9

-

-

54
54

14
14

_
_

*

22
21

4
4

5
5

4
4

21
21

16
16

3
3

10
10

26
26

49
49

37
37

40
40

2
2

7
7

7
7

4
4

11
11

2
2

4
4

9
9

9
9

-

2
2

31
31

-

-

1
1

1
1

2
2

2
2

1
1

11
11

_
-

6
6

-

-

9
9

8
8

9
9

17
17

20
20

11
11

25
25

61
61

32
32

67
67

3
3

10
10

7
1
3
3

”

-

63
63

47
47

_

37
37

-

2
2

25
25

-

-

20
20

-

_

-

-

-

-

2
2

89
89

*
15
15
15

_

-

“

-

_

25
25
25

5
4

-

-

4
4
-

4
4

1
1

“

-

-

1
-

10
8
2
2

-

2
2

-

-

_

-

_
-

_

11
T a b le

A -5 .

C u s to d ia l

and

m a te ria l

m o v e m e n t o c c u p a tio n s

(A v e ra g e s tr a ig h t-tim e h o u rly ea rn in g s fo r s e le c te d occup ation s studied on an a r e a b a s is by in d u stry d iv is io n , S y r a c u s e , N. Y . , J u ly 1971)
Hourly earnings ^

S e x , occu p a tion , and in d u stry d iv ision

Number
of
workers

Mean 2

M edian2

N um ber o f w o rk e rs re c e iv in g s traig h t -tim e h o u rly earn in gs of—

Middle range 2

$
$
$
t
1 .8 0 1 .9 0 2.0 0 2 .1 0
and
under
1 .9 0

2.0 0 2 .1 0

$
$
$
$
$
$
$
*
*
%
$
t
t
$
*
$
$
$
$
2 .2 0 2 .3 0 2 .4 0 2 .5 0 2 .6 0 2 .8 0 3 . 0 0 3 . 2 0 3 .4 0 3 .6 0 3 .8 0 4 . 0 0 4 . 20 4 .4 0 4 .6 0 4 .8 0 5.0 0 5 .2 0 5 .4 0

2 .2 0 2 .3 0 2 .4 0 2 . 50 2 .6 0 2 .8 0 3 .0 0 3 .2 0 3 .4 0 3 .6 0 3 .8 0 4 .0 0 4 .2 0 4 . 40 4 .6 0 4 .8 0 5.00 5 .2 0 5«40 o ver

MEN
$

$

$

$
433

ITS

Cj

9

10

2

2

3
3

f3

aa

86

23

2

13

GUARDS
169
JANITORS, PORTERS, AND CLEANERS ----MANUFACTURING -------------------------------

841
366
475

3 .2 3
2 .7 4
3 .3 0
2 .3 0

2 .7 0
3 .3 1

3 .6 7

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

22
30

4

176

30

7
4

.-7
17 6

99
99

29
2

20
“
20

7
-

11
~

7

3*50
33
3 1°

16 7

3 .6 3

1^0
If

2*99

3 .7 4

38

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

3*03

30

TRUCKDRIVERS

2* 69

3 37
3 .3 7

326

no**
A f J: 2

4 .1 7
3 .7 6

1 L

U 1 1 L 1 1 1t o

556

4»92

i"n n
rtro

rU oL

a

^ *17

5\2

’ *53

1

33

19
34

aJ
14 1

3*36

W

3* 3 4

3 ni

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

2

i?

27

i

5 .1 1

5 .1 7

In
1U

2 .9 1

5 .1 5

86
88
86
2

i"^n
1GU

23

*
-

-

16

-

^9
4

-

6

23
87
57

2

29
29

2
2

J

no
1

^4

1
1

3 'Q

c i J
5 . 14

3
11 6
86

9

3 . 2 5 - 4 .1 8

4 .2 7
3*

31
23
8

48
48

1

-

*

*

-

-

-

“

*

36

1"2

19

3 .4 9 - 3 .7 9
3 .3 4

64
33

*
*

119

8

3

70

30

2

5

22

77

W

18

76

6

t5

162

89

117
13 7

28

36

3

1

42

7

1

39
24

8

63
60
3

6

3

3

87

183

3
“J

1 A1
141

79

1
20

46
2

2®

* *

*

-

4 11

35

8

403

35

TRUCKDRIVERS, LIGHT (UNOER
" na

k "
D.

TRUCKDRIVERS, MEDIUM ( 1 - 1 / 2 TO
3 .3 1

3 . 35

A * A/
l

12 1

7*y 7
K 1A
5 . 14

3 .3 1

3 .3 8

J

3

in
19

*
«

6

9

87

51

6

*

29

2

J3

3

6

67

13 1

16

13 1

16

TRUCKDRIVERS, HEAVY (OVER 4 TONS,
1

t tK

1T r t l

37

_
22 J

' Pi n

2 on

3

T *n r

3

29

**

3*0'

f no
4 .0

5 .1 0

7?

63

124

35

2

44

j 2;

124

35

TRUCKDRIVERS, HEAVY (OVER 4 TONS,
69

16

40

8

10

2(K

16
3 .2 9

1*1 5
•1

4 *1 ’
4 .1 2

in
1

9
9

104

11 n
118

16

TRUCKERS, POWER (OTHER THAN
11

S ee footnotes at end o f tab les




3

4

_

A7
**

0

58
44

J
6

12
T a b le

A -5 .

C u s to d ia l

and

m a te ria l

m o v e m e n t o c c u p a t i o n s ----- C o n t i n u e d

(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Syracuse, N. Y. , July 1971)




13

B.

Establishm ent practices and supplementary w age provisions

T a b le

B -1 .

M in im u m

e n tra n c e

s a la rie s fo r w o m e n o ffic e w o rk e rs

(Distribution of establishments studied in a ll industries and in industry divisions by minimum entrance salary fo r selected categories
of inexperienced women officew ork ers, Syracuse, N .Y ., July 1971)
In e x p e r ie n c e d ty p is ts
M a n u fa c tu rin g
M in im u m

w e e k ly s t r a ig h t -t im e

s a la ry 4

B ased

A ll

O th e r in e x p e rie n c e d c le r i c a l w o r k e r s 5
M a n u fa c tu rin g

N o n m a n u fa c tu rin g

o n s ta n d a r d w e e k ly h o u r s 6 o f—

A ll

in d u s t rie s
s c h e d u le s

E s t a b lis h m e n t s

40

s c h e d u le s

A ll
37 Vj

40

XXX

XXX

110

39

s c h e d u le s

37 V j

40

XX X

71

XX X

XX X

11

XX X

71

s p e c i f i e d m i n i m u m _______________________

35

15

15

20

6

8

42

17

17

25

9

$ 7 0 . 0 0 _________________________________________________

_

_

_

-

_

_

1

-

_

1

l

1

-

-

1

-

2

-

-

2

1

-

-

1

-

1

2

1

1

1

l
-

3

2
-

2

1

-

-

6

1

5

2

-

3

l

1

1
-

1

-

1

4
-

4
-

1

l

2

l
-

-

9
-

4
-

4
-

5
-

2
-

2
-

1
-

5

3

3

2

-

2

1

1

1

1
-

2
-

4

2

2

2

1
-

2

1
-

1
-

1

1
-

1
-

1
-

$ 7 0 . 0 0 a n d u n d e r $ 7 2 . 5 0 _________________________________________________
$ 7 2 . 5 0 a n d u n d e r $ 7 5 . 0 0 _________________________________________________
$ 7 5 .0 0 a n d u n d e r $ 7 7 .5 0

___________________________________________

$ 7 7 .5 0 a n d u n d e r

$ 8 0 . 0 0 _________________________________________________

3

$ 8 0 .0 0 a n d u n d e r

$ 8 2 . 5 0 _________________________________________________

5

$ 8 2 .5 0 a n d u n d e r

$ 8 5 .0 0

2

_______________________________________________

$ 8 5 . 0 0 a n d u n d e r $ 8 7 . 5 0 _________________________________________________

3

1

1

2

$ 8 7 .5 0 a n d u n d e r

2

1

1

1
2

$ 9 0 . 0 0 ____________________________________

__________

l
-

3

1

1

$ 9 2 .5 0 a n d u n d e r

$ 9 5 . 0 0 _________________________________________________

1

-

-

1

$ 9 5 .0 0 a n d u n d e r

$ 9 7 . 5 0 _________________________________________________

2

1

1

1

l
-

$ 9 7 .5 0 a n d u n d e r

$ 1 0 0 . 0 0 _______________________________________________

$ 9 2 .5 0

______________________________________________

•

1
-

1
-

1
2
1

2

1

1

1

-

_________

2

1

1

1

-

________________________________

2

i

1

1

3

1
2

1

$ 1 0 5 . 0 0 a n d o v e r _____________________________________________________________

1
2

l
-

1

-

1

3

2

28

9

XXX

19

XXX

XXX

36

47

15

XXX

32

XXX

XXX

32

$ 1 0 0 . 0 0 a n d u n d e r $ 1 0 2 .5 0 -1 ____________________________
$ 1 0 2 .5 0 a n d u n d e r

A ll
40

39

h a v in g a

$ 9 0 .0 0 a n d u n d e r

s c h e d u le s

110

s t u d i e d _________________________________________________

$ 6 7 .5 0 a n d u n d e r

o n s t a n d a r d w e e k ly h o u r s 6 o f—

in d u s t rie s
A ll

A ll

E s t a b lis h m e n t s

B ased

N o n m a n u fa c tu rin g

$ 1 0 5 . 0 0 _________

.

E s ta b lis h m e n ts

h a v i n g n o s p e c i f i e d m i n i m u m ____________________

E s ta b lis h m e n ts

1

1
1

2
1

1

-

1

1
-

1
-

2

1

-

8

XXX

28

XX X

XX X

14

XXX

18

XXX

XX X

1
_
1

w h ic h d id n o t e m p lo y w o r k e r s

in th is

catego ry

_____________________

________

See footnotes at end of tables.




__________________________




T a b le

B -2 .

S h i f t d i f fe r e n t i a ls

(L a te-sh ift pay provisions tor manufacturing plantworkers by type and amount of pay differential,
Syracuse, N .Y . , July 1971)
^ A U _ j3 la n tw o rk e rsi_ iiim in a n u fa c tu rin g _ = >>l £ 0 _ J t e r c e n t ] _ _ _ _ ^ _ _ _ _ _ ^ _ ^ _ _ ^ _ _ _ _ _ _ _ _ _ ^ _ _ _ _ _ _ _ _ _ _ .

Percent of manufacturing plantworkers—
Late-shift pay provision

In establishments having provisions 7
for late shifts

Actually working on late shifts

Second shift

Third or other
shift

Second shift

Tota l________________________________________

90. 0

79. 7

14. 3

6. 1

No pay differential fo r work on late sh ift______

1. 5

_

0. 3

.

Pay differential for work on late sh ift_________

88. 5

79. 7

14. 0

6. 1

Uniform cents (per hour)_________________

44. 8

32. 5

7.9

3. 7

5 cents_________________________________
8 cents-----------------------------------------9 cents-----------------------------------------10 cents________________________________
10V2 cents_____________________________
12 cents_______ _______________________
13 cents----------------------------------------15 cents________________________________
16 cents________________________________
17 cents________________________________
20 cents________________ _____________
21 cents________________________________
25 cents-----------------------------------------

.6
3.9
2. 2
23. 7
1.7
1. 6
4. 6
3.4
1. 8

.6

1.4

1. 6
2. 2
10. 4
1. 8
3. 4
4. 1
1.7
“

.2

.6
-

Uniform percen tage______________________

43. 7

45. 2

6. 1

2. 4

5. 9
2. 5
4. 1
31. 2
-

_
2. 5
37. 7
5. 0

1. 7
( 8)
.5
3.9
-

(8)
1. 7
.7

Third or other
shift

Type and amount of differential:

5 percen t--------------------------------------6 percen t______________________________
7 1 percent------------------------------------/2
10 percent________________ ____________
15 percent___________________________ -

-

-

6. 7
-

2. 1

Other form al pay differen tial---------------'

See footnotes at end of tables.

-

.1
1. 1
.4
3. 8
.3
.2
.9
.6
.2
-

.1
-

1. 2
-

(8)
.1
1. 7
-

_

“

15

T a b le

B -3 .

S c h e d u le d

w e e k ly

h o u rs

and d a ys

(P ercen t distribution of plant- and officew orkers in a ll industries and in industry divisions by scheduled weekly hours and days of firs t-s h ift w orkers, Syracuse, N .Y ., July 1971)
Officeworkers

Plantworkers
Weekly hours and days
A ll industries

A ll w orkers -----------------------------------------------------------Under 35 hours— 5 days------------------- — ------- — 35 hours— 5 days ____________________________
Over 35 and under 37V2 hours---- 5 days________
37V2 hours— 5 days_____________________________
Over 37V2 and under 40 hours— 5 days ------------40 hours— 5 days________________________________
Over 40 and under 45 hours ____________________
5 days __________________________________________
6 days __________________________________________
_______
_____
4 5 hours— 5 days _____________
Over 45 hours_____________________________________
5 days __________________________________________
6 days ---- -------------------- ----- -----------

See footnote at end of tables.




100

Manufacturing

100

Public utilities

100

A ll industries

100

Manufacturing

100

Public utilities

100

( 9)
6

-

2

-

3

-

-

85
4
1
2
1
3

92
4

-

n

3

100
-

-

4
2

-

-

-

“

7
5

23
6
59

“

2
1
97

78
*

22

-

-

“
“

"
“

16

T a b le

B -4 .

P a id

h o lid a y s

(P ercen t distribution of plant- and officew orkers in all industries and in industry divisions by number of paid holidays provided annually, Syracuse, N. Y . , July 1971)
Plantworkers
A ll industries

A ll w ork ers-----------------------------------------Workers in establishments providing
paid holid ays__________________________________
W orkers in establishments providing
no paid holid ays_______________________________

Manufacturing

O fficew orkers
Public utilities

A ll industries

Manufacturing

Public utilities

100

100

100

100

100

100

98

100

100

100

100

100

2

-

*

-

-

-

(9)
18
(’ )
9
(9)
20
4
1
13
2
16
4
2
6

_
8
6
24
7
2
17
4
23
4

_
2
33
2
16
-

(9)
13
1
2
(’ )
7
2
2
19
3
2
18
14
3
14

_
12
2
6
5
4
34
5
25
5

_
1
(9)
13
5
4

6
8
12
31
31
45
49
69
79
98
98

6
6
10
37
37
56
62

14
17
31
51
54
76
78
84
87
99

3
3
8
37
37
76
80

Number of days
5
6
6
7
7
8
8
8

h olid ays-------------------------------------------------holid ays________________________________ _____
holidays plus 2 half d a y s_____________________
h olid ays_______________________________________
holidays plus 2 half d a y s_____________________
holid ays_______________________________________
holidays plus 1 half day----------------------------holidays plus 2 half d a y s_____________________
9 holid ays_______________________________________
9 holidays plus 1 half day____________
________
9 holidays plus 2 half da ys______________________
10 holidays------------------------------------------------11 holidays_______________________________________
11 holidays plus 1 half day ________________ __
12 holidays_____________________ ________________

-

6

-

4
25
18

-

3

-

5
29
43

Total holiday tim e 1
0
12 days___________________________________________
1172 days or m o r e --------------------------------------11 days or m ore_________________________________
10 days or m ore_________________________________
9 V days or m ore________________________________
2
9 days or m o r e __________________________________
8 V2 days or m ore________________________________
8 days or m o r e __________________________________
7 days or m o r e ______ ____________________________
6 days or m o r e __________________________________
5 days or m o r e __________________________________

See footnotes at end o f tables.




86

92
100
100

18
43
47
47
47
65
65
98
100
100
100

100

86
88
100
100

43
72
76
76
76
86
86

99
99
100
100

17

T a b le

B -5 .

P a id

v a c a tio n s

(P ercen t distribution of plant- and officew orkers in a ll industries and in industry divisions by vacation pay provisions, Syracuse, N .Y ., July 1971)
Plantworkers

O fficeworkers

Vacation policy
A ll industries

A ll w orkers________________________________

Manufacturing

100

100

100

100

100

100

100
85
14
1

100
75
23
2

100
100

100
96

-

4

100
99
( 9)

100
100
-

-

'

Public utilities

A ll industries

Manufacturing

Public utilities

Method of payment
Workers in establishments providing
paid vacations_________________________________
L,ength-of-time payment____________________
Percentage payment_________________________
Other_________________________________________
Workers in establishments providing
no paid vacations______________________________

'

Amount of vacation pay 1
1
A fter 6 months of service
Under 1 week____________________________________
1 week____________________
„
_______________
Over 1 and under 2 w eeks______________________
2 w eeks_________________ __________ ________

21
14
3
-

28
12
1
-

_
27
18
-

4
55
12
2

2
54
9
2

_
34
43
3

78
1
20
1

83
1
15
1

50
50
-

13
(9)
83
4
( 9)

4
96
( 9)

19
81
-

37
5
56
1

45
7
46
1

9
4
87
-

2
( 9)
94
4
( 9)

2
( 9)
98
( 9)

2
1
97
-

8
10
80
1
1
(*)

8
17
74
1
-

100
-

1
( 9)
94
1
(9)
4
-

1
( 9)
95
3
( 9)
-

100
*

7
7
82
2
1
(’ >

8
12
77
2
1
-

xO
O
-

(!)
( 9)
94
2
(9)
4

(!)
( 9)
96
4
( 9)
-

100
-

A fter 1 year of service
1 week_____________________
___________________
Over 1 and under Z w eeks— ___________________
2 weeks
Over 2 and under 3 weeks _________ - _______
3 w eeks________________________ ________________
A fter 2 years of service
1 week_ ______________________ _______ _
Over 1 and under 2 w eeks______________________
2 weeks ____________________________________ —
Over 2 and under 3 w eeks—____________________
3 w eeks----------------------------------------------------A fte r 3 years of service
1 week___________________________________________
Over 1 and under 2 w eek s--------------------2 w eeks______________ ______
- __________
Over 2 and under 3 w eeks______________________
3 w eeks__ ___________________ _______________
Over 3 and under 4 weeks—____________________
4 w eeks_______________________________________ -

_

_

A fter 4 years of service
1 week—
Over 1 and under 2 w eeks____________________
2 w eeks_________________________________________
Over 2 and under 3 w eeks---------------------------3 weeks _________________ — — ---------------Over 3 and under 4 weeks
___ ____________

See footnotes at end of tables.




18

T a b le

B -5 .

P a id

v a c a t i o n s ----- C o n t i n u e d

(P ercen t distribution of plant- and officew orkers in a ll industries and in industry divisions by vacation pay provisions, Syracuse, N .Y ., July 1971)
Plantworker s

O fficeworker s

Vacation policy
A ll industries

Manufacturing

Public utilities

A ll industries

1
87
4
8
(*)

86
5
9
-

98
2
-

( 9)
87
1
9
4
-

86
2
12
-

95
5
-

1
12
6
77
1
3
( 9)

4
10
80
2
4
-

100
-

( 9)
10
2
81
1
2
4
-

7
4
84
3
2
*

( 9)
99
-

1
10
4
80
2
3
( 9)

3
6
84
4
4
-

100
-

( 9)
6
( 9)
80
7
2
4
-

_
2
1
91
5
2
-

1
9
( 9)
62
4
24
( 9)

_
1
( 9)
65
6
28

76

( 9)
4
( 9)
69
1
23
4
"

1
9
( 9)
21
2
62
5
( 9)

_
1
( 9)
22
3
70
4
-

Manufacturing

Public utilities

Amount of vacation pay1 --- Continued
1
A fte r 5 years of service
1 week__________________________________________
2 w eek s__________________________________________
Over 2 and under 3 w eeks______________________
3 w eek s__________________________
- ------------Over 3 and under 4 weeks _____________________
5 w eek s_________ ____________________________ A fter 10 years of service
1 week____________________________________________
2 w eek s__________________________________________
Over 2 and under 3 w eeks_____________________
3 weeks ----------------------------------------------------Over 3 and under 4 weeks — ________________
4 weeks ________________________________________
Over 4 and under 5 weeks _____________________
6 w eek s----------------------------------------------------A fte r 12 years of service
1 week____________________________________________
2 w eek s___________________________ __________ Over 2 and under 3 w eeks______________________
3 w eek s_________________________________ _______
Over 3 and under 4 w eeks______________________
4 w eek s______________________________ ____ ___
O ver 4 and under 5 weeks __________________
6 w eek s_______________________________________

_
( 9)
99
-

A fter 15 years of service
1 week-_____________________ — ---------------- 2 w eek s___ ________ —
.
_ _
Over 2 and under 3 w eeks______________________
3 w eek s_____ -__ ___ ____ ____ ____ ..__
Over 3 and under 4 w eeks______________________
4 w eek s___________________ ____
__ __ ____
O ver 4 and under 5 weeks ____________________
O ver 6 weeks_____ ___ ______________________

-

-

24
-

-

-

_

( 9)
( 9)
67
2
31

( 9)
88

-

-

-

12
-

A fter 20 years of service
1 week____________________________________________
2 weeks - __________________ - ------ ------------O ver 2 and under 3 weeks
____________________
3 w eek s__________________
__ _____________
Over 3 and under 4 w eeks_____________________
4 w eek s__________ ____ __ ____________________ __
5 w eek s_____________
. . .
— —
Over 5 and under 6 w eek s—_____________________
O ver 6 weeks __ ~
_____________________

S ee footn otes at end o f ta b les.




_
-

100
-

( 9)
4
20
70
3
4

_

_

( 9)
16
80
5
-

(9)
-

99
-

19

T a b le

B -5 .

P aid

v a c a t i o n s ----- C o n t i n u e d

(P ercen t distribution of plant- and officew orkers in a ll industries and in industry divisions by vacation pay provisions, Syracuse, N .Y ., July 1971)
Plantworker s

Officeworkers

Vacation policy
A ll industries

Manufacturing

Public utilities

1
9
( 9)
15
1
53
21
( 9)

1
( 9)
13
2
63
21
*

_
-

1
9
( 9)
15
1
45
28
1
( 9)

_
1
( 9)
13
2
49
33
2
-

50
50
-

1
9
( 9)
15
1
45
28
1
:9)

_
1
( 9)
13
2
49
33

_
50
50

-

-

2

-

A ll industries

Manufacturing

Public utilities

Amount of vacation p a y 1 — Continued
1
A fter 25 years of service
1 week_________ ____________________________
2 w eeks_______________________________________ _
Over 2 and under 3 w eeks______________________
3 weeks___________ _____________________________
Over 3 and under 4 w eeks______________________
4 w eeks____________________ ____________________
* wppks
>
Over 5 and under 6 weeks ________ __________
Over 6 w e e k s _________________ ~ ________ ___

-

52
48
-

( 9)
4
9
( 9)
63
20
4
-

_

_

( 9)

(9)

12
1
61
26
-

28
72
-

A fter 30 years of service
1 week_____ _________________________________
2 weeks
_____________________________________ .
Over 2 and under 3 w eeks______________________
3 weeks __________________________________________
Over 3 and under 4 weeks ____________________
4 w eeks________ ________________________________
5 weeks ________________________________________
Over 5 and under 6 weeks ____________________
6 w eeks___________ ____________ __ ________—
Over 6 weeks----------------------------------------------

_
-

( 9)
4
9
( 9)
51
32
4
( 9)

_

_

( 9)

(9)

12
1
36
50
1
-

28
72
-

-

Maximum vacation available
1 week________________ ______ _________________
2 w eeks___ __________________________________ _
Over 2 and under 3 w eeks_____________________
3 weeks —________________________________________
Over 3 and under 4 w eeks______________________
4 weeks _________ ________ ___________ ____________
5 w eeks---- ----------------------------------------------Over 5 and under 6 weeks - __________________
6 w eeks________________________________________
Over 6 weeks____________________________________

See

fo o tn o te s

at end




o f t a b le s .

( 9)
4
9
( 9)
45
38
4
( 9)

_

_

( 9)

(’ )
-

12
1
36
50

28
72

-

-

1

-

-

20

T a b le

B -6 .

H e a lt h , in s u r a n c e , a n d

pen sion

plan s

(P ercen t o f plant- and officew ork ers in all industries and in industry divisions employed in establishments providing
health, insurance, or pension benefits, Syracuse, N. Y . , July 1971)
Plantworkers
Type of benefit and
financing 1
2

A ll industries

Manufacturing

O ff i c ewo r ke r s
Public utilities

A ll industries

Manufacturing

Public utilities

A ll w orkers_________________________________

100

100

100

100

100

100

Workers in establishments providing at
least 1 o f the benefits shown b e low ___________

99

100

100

100

100

100

L ife insurance_______________________________
Noncontributory plans____________________
Accidental death and dismemberment
insurance_____ _________ ____„___________ ____
Noncontributory plans------------------------Sickness and accident insurance or
sick leave or both 13. _____________________

94
71

95
73

100
76

98
70

99
67

100
57

72
55

69
57

93
44

72
53

70
57

99
27

64

67

67

87

80

99

Sickness and accident insurance-----------Noncontributory plans--------------------Sick leave (full pay and no
waiting period) _________________________
Sick leave (partial pay or
waiting p eriod )__________________________

58
35

65
32

57
37

68
23

69
19

82
38

28

24

51

70

71

99

2

3

4

1

2

(9)

Long-term disability insurance— __________
Noncontributory pla n s________ _________
Hospitalization insurance____________________
Noncontributory plans------------------------Surgical insurance----------------------------------Noncontributory plans------------------------M edical insurance------------- ------------------Noncontributory plans------------------------M ajor m edical insurance------------------------Noncontributory plans____________________
Dental insurance_____________________________
Noncontributory plans____________________
Retirem ent pension---------------------------------Noncontributory pla n s-------------------------

10
10
93
73
93
73
93
73
78
54
7
6
84
65

15
15
99
81
99
81
99
81
85
59
1
1
94
69

-

28
8
97
67
97
67
97
67
92
53
3
2
88
68

39
14
99
72
99
72
99
72
92
57
3
1
84
49

100
57
100
57
100
57
99
55
9
9
85
85

See footnotes at end of tables.




100
80
100
80
100
80
95
73
11
11
71
66

-

21

F o o tn o te s
A l l of these standard footnotes m ay not apply to this bulletin.

1 Standard hours r e fle c t the w o rk w eek fo r which em p loyees r e c e iv e th e ir re g u la r s tra ig h t-tim e s a la rie s (e x c lu s iv e o f pay fo r o v e rtim e
at re g u la r and/or prem iu m r a te s ), and the earnings co rresp o n d to these w e e k ly hours.
2 The m ean is com puted fo r each job by totalin g the earnings o f a ll w o rk e rs and d ividin g b y the num ber of w o rk e rs .
The m edian
design ates position — h alf o f the em p lo yees su rveyed r e c e iv e m o re than the rate shown; h alf r e c e iv e le s s than the rate shown.
The m iddle
range is defined by 2 ra tes o f pay; a fourth o f the w o rk e rs earn le s s than the lo w e r o f these rates and a fourth earn m o re than the higher rate.
3 E xclu des p rem iu m pay fo r o v e rtim e and fo r w o rk on w eekends, h olid a ys, and late shifts.
4 T h ese s a la rie s re la te to fo r m a lly establish ed m inim um starting (h irin g) re g u la r s tra ig h t-tim e s a la rie s that are paid fo r standard
w ork w eek s.
5 E xclu des w o rk e rs in s u b c le ric a l jobs such as m e s s e n g e r.
6 Data a re p resen ted fo r a ll standard w orkw eeks com bined, and fo r the m ost com m on standard w ork w eek s rep orted .
Includes a ll p la n tw ork ers in establishm ents cu rre n tly operatin g late sh ifts, and establish m en ts whose fo r m a l p ro v is io n s c o v e r late
sh ifts, even though the establish m en ts w e re not cu rre n tly operatin g late shifts.
8 j_.ess than 0.05 p ercen t.
9 E ess than 0.5 p ercen t.
1 A l l com binations of fu ll and h alf days that add to the sam e amount a re com bined; fo r exam p le, the p ro p o rtio n o f w o rk e rs re c e iv in g a
0
to ta l of 9 days includes those with 9 fu ll days and no h alf days, 8 fu ll days and 2 h alf days, 7 fu ll days and 4 h a lf days, and so on. P ro p o rtio n s
then w e re cumulated.
1 Includes paym ents other than "le n g th of t im e , " such as p ercen ta ge o f annual earn in gs o r fla t-s u m paym ents, con verted to an equivalent
1
tim e b a sis; fo r exam p le, a paym ent o f 2 p ercen t of
annual earnings was co n sid ered as 1 w e e k 's pay. P e r io d s o f s e r v ic e w e re chosen a r b itr a r ily
and do not n e c e s s a r ily r e fle c t the individual p ro v is io n s fo r p ro g re s s io n . F o r exam p le, the changes in p ro p ortion s indicated at 10 y e a rs ' s e rv ic e
include changes in p ro v is io n s o c c u rrin g betw een 5 and 10 y e a rs . E stim a tes a re cum ulative. Thus, the p ro p o rtio n e lig ib le fo r 3 w eek s' pay or
m o re a fte r 10 y e a rs includes those e lig ib le fo r 3 w eek s' pay o r m o re a fte r fe w e r y e a rs o f s e r v ic e .
1 E stim a tes lis te d a fte r type o f b en efit a re fo r a ll plans fo r which at le a s t a p a rt o f the cost is borne by the em p lo y e r. "N on con trib u tory
2
p lan s" include only those plans financed e n tir e ly by the e m p lo y er. E xcluded are le g a lly re q u ire d plans, such as w o rk m en 's com pensation, socia l
se c u rity , and ra ilro a d re tire m e n t.
1 Unduplicated tota l of w o rk e rs re c e iv in g sick le a v e or sickness and acciden t insurance shown se p a ra te ly below . Sick le a v e plans are
3
lim ite d to those which d e fin ite ly esta b lish at le a s t the m inim um number o f days' pay that can be expected by each em p loyee.
In form a l Sick
le a v e allow ances determ in ed on an individual b asis are excluded.

i







A p p e n d ix .

O c c u p a tio n a l D e s c rip tio 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 perm its the grouping of occupational wage rates representing comparable job content. Because of this emphasis on
interestablishment and interarea com parability of occupational content, the Bureau' s job descriptions may d iffer significantly from those in use in
individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed
to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-tim e, tem porary, and probationary workers.

O F F IC E
C LERK, ACCOUNTING— Continued

B IL L E R , MACHINE
Prepares statements, bills, and invoices on a machine other than an ordinary or electrom atic typew riter. May also keep records as to billings or shipping charges or perform other
clerica l work incidental to billing operations. F or wage study purposes, b ille rs , machine, are
classified by type of machine, as follows:
B iller, machine (billing m achine). Uses a special billing machine (combination typing
and adding machine) to prepare bills and invoices from custom ers' purchase orders, in ter­
nally prepared orders, shipping memorandums, etc. Usually involves application of p re ­
determined discounts and shipping charges and entry o f 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 la rge number of carbon copies of the b ill 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 custom ers' bills as part of the accounts receivable opera­
tion. Generally involves the simultaneous entry o f figures on custom ers' ledger record. The
machine automatically accumulates figures on a number of vertical columns and computes
and usually prints automatically the debit or credit balances. Does not involve a knowl­
edge of bookkeeping. Works from uniform and standard types of sales and credit slips.
BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typew riter keyboard) to keep a record
o f business transactions.
Class A. Keeps a set of records requiring a knowledge o f 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 item s 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, custom ers' accounts (not including a simple type of billing described under b iller,
machine), cost distribution, expense distribution, inventory control, etc. May check or assist
in preparation of tria l balances and prepare control sheets fo r the accounting department.
CLERK, ACCOUNTING
P erform s one or m ore accounting cle rica l tasks such as posting to registers and ledgers;
reconciling bank accounts; verifyin g the internal consistency, completeness, and mathematical
accuracy of accounting documents; assigning prescribed accounting distribution codes; examining
and verifyin g for clerica l 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 o f cle rica l methods and office practices and procedures
which relates to the cle rica l processing and recording of transactions and accounting information.
With experience, the worker typically becomes fa m iliar with the bookkeeping and accounting term s
and procedures used in the assigned work, but is not required to have a knowledge o f the form al
principles of bookkeeping and accounting.




Positions are classified into levels on the basis of the following definitions.
Class A . Under general supervision, perform s accounting clerica l operations which
require the application of experience and judgment, fo r example, cle rica 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 m ore
class B accounting clerks.
Class B . Under close supervision, following detailed instructions and standardized pro­
cedures, perform s one or m ore routine accounting cle rica l operations, such as posting to
ledgers, cards, or worksheets where identification of items and locations of postings are
cle a rly indicated; checking accuracy and completeness o f standardized and repetitive records
or accounting documents; and coding documents using a few prescribed accounting codes.
CLERK, F IL E
F iles , cla ssifies, and retrieves m aterial in an established filing system. May perform
cle rica l and manual tasks required to maintain file s. Positions are classified into levels on the
basis of the following definitions.
Class A . C lassifies and indexes file m aterial such as correspondence, reports, tech­
nical documents, etc., in an established filin g system containing a number of varied subject
m atter file s. May also file this m aterial. May keep records of various types in conjunction
with the file s. May lead a small group of low er level file clerks.
Class B . Sorts, codes, and file s
ings or partly classified m aterial by
cro s s-referen ce aids. As requested,
wards m aterial. May perform related

Class C . P erform s routine filin g of m aterial that has already been classified or which
is easily classified in a simple serial classification system (e.g., alphabetical, chronological,
or num erical). As requested, locates readily available m aterial in file s and forwards m a­
terial; and may fi l l out withdrawal charge. May perform simple clerica l and manual tasks
required to maintain and service file s.
C LER K, ORDER
R eceives custom ers' orders fo r m aterial or merchandise by m ail, phone, or personally.
Duties involve any combination of the follow in g: 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 L L
Computes wages of company employees and enters the necessary data on the payroll
sheets. Duties involve: Calculating w orkers' earnings based on tim e or production records; and
posting calculated data on payroll sheet, showing information such as w orker's name, working
days, tim e, rate, deductions fo r 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 fo r oilers and plumbers.

23

unclassified m aterial by simple (subject matter) head­
finer subheadings. Prepares simple related index and
locates clearly identified m aterial in file s and fo r ­
clerica l tasks required to maintain and service files.

24
C O M PTOM ETER OPERATOR

SECRETARY— Continued

P rim a ry duty is to operate a Comptometer to perform mathematical computations. This
job is not to be confused with that o f statistical or other type of clerk, which m ay involve fr e ­
quent use of a Com ptom eter but, in which, use of this machine is incidental to perform ance of
other duties.

N O TE : The term "corporate officer, " used in the lev el definitions following, refers to
those officia ls who have a significant corporate-w ide policymaking role with regard to m ajor
company a ctivities. The title "v ic e presid en t," though norm ally indicative of this role, does not
in all cases identify such positions. V ice presidents whose prim ary responsibility is to act p e r­
sonalty on individual cases or transactions (e.g., approve or deny individual loan or credit actions;
administer individual trust accounts; directly supervise a c le ric a l staff) are not considered to be
"corporate o ffic e r s " fo r purposes of applying the following level definitions.

KE YPU NC H OPERATO R
Operates a keypunch machine to record or v e r ify alphabetic and/or numeric data on
tabulating cards or on tape.

Class A . Work requires the application of experience and judgment in selecting p roce­
dures to be followed and in searching fo r, interpreting, selecting, or coding items to be
keypunched from a va riety of source documents. On occasion m ay also perform some routine
keypunch work. M ay train inexperienced keypunch operators.
Class B. Work is routine and repetitive. Under close supervision or following specific
procedures or instructions, works from various standardized source documents which have
been coded, and follows specified procedures which have been prescribed in detail and require
little or no selecting, coding, or interpreting of data to be recorded. R efers to supervisor
problem s arising from erroneous item s or codes or m issing information.

2. Secretary to a corporate o ffice r (other than the chairman of the board or president)
of a company that employs, in all, over 5, 000 but few er than 25,000 persons; or
3. Secretary to the head, im m ediately below the corporate o ffice r lev el, of a m ajor
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 em ploys, in
all, few er than 100 persons; or
2. Secretary to a corporate office r (other than the chairman of the board or president)
of a company that employs, in all, over 100 but few er than 5,000 persons; or

MESSENGER (O ffice Boy or G irl)
P e rform s various routine duties such as running errands, operating m inor office m a­
chines such as sealers or m a ile rs, opening and distributing m ail, and other m inor cle rica l work.
Exclude positions that require operation o f a m otor vehicle as a significant duty.
SE CR ETAR Y
Assigned as personal secretary, norm ally to one individual. Maintains a close and highly
responsive relationship to the day-to-day work of the supervisor. Works fa ir ly independently r e ­
ceiving a minimum of detailed supervision and guidance. P e rform s varied cle rica l and secretarial
duties, usually including m ost of the following:
a. Receives telephone calls, personal ca llers, 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 su pervisor's calendar and makes appointments as instructed;

d.

Relays m essages from supervisor to subordinates;

e. Reviews correspondence, memorandums, and reports prepared by others for the
su pervisor's signature to assure procedural and typographic accuracy;
f.

Class A
1. Secretary to the chairman of the board or president of a company that employs, in
all, over 100 but few er than 5,000 persons; or

Positions are classified into levels on the basis of the following definitions.

3. Secretary to the head, im m ediately below the o ffic e r le v e l, over either a m ajor
co rporate - wide functional activity (e.g., marketing, research, operations, industrial rela tions, etc.) or a m ajor geographic or organizational segment (e.g., a regional headquarters;
a m ajor division) o f a company that employs, in all, over 5,000 but few er than 25,000
em ployees; or
4. Secretary to the head o f an individual plant, factory, etc. (or other equivalent lev el
of officia l) 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 m anagerial person whose responsibility is not equivalent
to one o f the specific level situations in the definition fo r class B, but whose organizational
unit norm ally 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 lev el
o f officia l) that employs, in all, few er than 5,000 persons.
Class D

P erform s stenographic and typing work.

May also perform other cle rica l and secreta ria l tasks of comparable nature and difficulty.
The work typically requires knowledge of office routine and understanding of the organization,
program s, and procedures related to the work of the supervisor.
Exclusions
Not a ll positions that are titled "s e c re ta ry " 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.

1. Secretary to the supervisor or head o f a small organizational unit (e.g., few er than
about 25 or 30 persons); m:
2. Secretary to a nonsupervisory staff specialist, professional employee, adm inistra­
tive o ffic e r , or assistant, skilled technician or expert. (NO TE: Many companies assign
stenographers, rather than secretaries as described above, to this lev el of supervisory or
nonsupervisory w orker.)

Examples

Stenographers not fully trained in secreta ria l type duties;

secreta ry concept described above;

c. Stenographers serving as office assistants to a group o f professional, technical, or
m anagerial 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
P rim a ry duty is to take dictation using shorthand, and to transcribe the dictation. May
also type from written copy. May operate from a stenographic pool. May occasionally transcribe
from voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-M achine
Operator, General).
N O TE : This job is distinguished from that of a secretary in that a secretary norm ally
works in a confidential relationship with only one manager or executive and perform s m ore
responsible and discretionary tasks as described in the secreta ry job definition.
Stenographer, General

e. Assistant type positions which involve m ore difficult or m ore responsible tech­
nical, adm inistrative, supervisory, or specialized cle rica l duties which are not typical of
secreta ria l work.




Dictation involves a normal routine vocabulary. May maintain file s, keep simple records,
or perform other rela tiv ely routine c le rica l tasks.

25
TAB ULA TIN G -M A C H IN E O PERATO R (E le ctric Accounting Machine Operator)— Continued

STENOGRAPHER— Continued

Positions are classified into levels on the basis of the following definitions.

Stenographer, Senior
Dictation involves a varied technical or specialized vocabulary such as in legal briefs
or reports on scientific research. May also set up and maintain file s, keep records, etc.
OR
P e rform 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 cle rica l tasks such as maintaining followup file s; assembling m aterial for reports,
memorandums, and letters; composing simple letters from general instructions; reading and
routing incoming m ail; and answering routine questions^ etc.
SWITCHBOARD OPERATOR
Class A . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. P erform 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 fu ll-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 fo r ca lls.)
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 ite d " 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 OPE RATO R -RE CE PTIO N IST
In addition to perform ing duties of operator on a single-position or m onitor-type switch­
board, acts as receptionist and may also type or perform routine clerica l work as part of regular
duties. This typing or clerica l work may take the m ajor part of this w orker's tim e while at
switchboard.
TAB U LATIN G -M AC H IN E OPERATOR (E lectric Accounting Machine Operator)
Operates one or a variety of machines such as the tabulator, calculator, collator, in ter­
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 . P erform 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 irregu lar or nonrecurring, requiring
some planning of the nature and sequencing of operations, and the use o f a variety of m a­
chines. Is typically involved in training new operators in machine operations or training
low er level operators in w iring 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 prew ired 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 la rg e r 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 em ployees 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 w iring from diagram s, and do some filing work.
TRANSCRIBING-MACHINE OPERATO R, G ENERAL
P rim a ry duty is to transcribe dictation involving a normal routine vocabulary from
transcribing-m achine records. May also type from written copy and do simple clerica l 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.
T Y P IS T
Uses a typew riter 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 c le rica l work involving little special training, such
as keeping simple records, filing records and reports, or sorting and distributing incoming m ail.
Class A . P erform s one or m ore of the following: Typing m aterial in final form when
it involves combining m aterial from several sources; or responsibility fo r 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 follow ing: 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 program er. Work includes m ost of the follow in g:
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 m eet
special conditions; review s e rro rs made during operation and determines cause or re fe rs problem
to supervisor or program er; and maintains operating records. May test and assist in correcting
program .
F or wage study purposes, computer operators are classified as follows:
Class A. Operates independently, or under only general direction, a computer running
program s with most of the following characteristics: New program s are frequently tested
and introduced; scheduling requirements are of critica l importance to m inim ize downtime;
the program s are of complex design so that identification of e r r o r source often requires a
working knowledge of the total program , and alternate program s may not be available. May
give direction and guidance to low er level operators.
Class B . Operates independently, or under only general direction, a computer running
program s with most of the following characteristics: Most of the programs are established
production runs, typically run on a regu larly recurring basis; there is little or no testing




COMPUTER O PERATOR— Continued
of new program s required; alternate program s are provided in case original program needs
m ajor change or cannot be corrected within a reasonable tim e. In common erro r situa­
tions, diagnoses cause and takes co rrective action. This usually involves applying previously
program ed co rre ctive steps, or using standard correction techniques.
OR
Operates under direct supervision a computer running program s 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 perform ing difficult tasks following
detailed instructions and with frequent review of operations perform ed.
Class C . Works on routine program s under close supervision. Is expected to develop
working knowledge of the computer equipment used and ability to detect problems involved in
running routine program s. Usually has received some form al training in computer operation.
May assist higher le v e l operator on complex program s.
COMPUTER PROGRAMER, BUSINESS
Converts statements of business problem s, 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 diagram s, the program er develops the precise in­
structions which, when entered into the computer system in coded language, cause the manipulation

26
C O M PUTER PROGRAM ER, BUSINESS— Continued
of data to achieve desired results. Work involves most of the following: Applies knowledge of
computer capabilities, m athematics, logic employed by computers, and particular subject m atter
involved to analyze charts and diagrams o f the problem to be programed; develops sequence
of program steps; w rites 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 program s;
prepares instructions fo r operating personnel during production run; analyzes, review s, and alters
program s 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 i f this is the skill used to determine their pay.)
Does not include em ployees p rim a rily responsible for the management or supervision of
other electronic data processing em ployees, or program ers p rim a rily concerned with scientific
and/or engineering problem s.
F or wage study purposes, program ers are classified as follows:
Class A . Works independently or under only general direction on complex problem s which
require competence in all phases of program ing 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 o f program ing actions needed to efficien tly utilize the computer system
in achieving desired end products.
At this lev el, program ing is difficult because computer equipment must be organized to
produce several interrelated but diverse products from numerous and diverse data elements.
A wide va riety 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 fo rm a highly integrated program .
May provide functional direction to low er level program ers who are assigned to assist.
Class B. Works independently or under only general direction on rela tively simple
program s, or on simple segments of complex program s. Program s (or segments) usually
process information to produce data in two or three varied sequences or form ats. Reports
and listings are produced by refining, adapting, arraying, or making m inor additions to or
deletions from input data which are readily available. While numerous records may he
processed, the data have been refined in p rior 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 com plex program s (as described fo r class A ) under close direction of a higher
level program er or supervisor. May assist higher lev el program er by independently p e r­
form ing less difficult tasks assigned, and perform ing m ore difficult tasks under fa irly close
direction.
May guide or instruct low er lev el program ers.
Class C. Makes practical applications of program ing practices and concepts usually
learned in form al training courses. Assignments are designed to develop competence in the
application o f standard procedures to routine problem s. R eceives close supervision on new
aspects o f assignments; and work is review ed to v e r ify its accuracy and conformance with
required procedures.
COM PUTER SYSTEMS A N A L Y S T , 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 program s. Work involves most of the follow ing:
Analyzes subject-m atter operations to be automated and identifies conditions and criteria required
to achieve satisfactory results; specifies number and types of records, file s , and documents to
be used; outlines actions to be perform ed by personnel and computers in sufficient detail for
presentation to management and fo r programing (typically this involves preparation of work and
data flow charts); coordinates the development of test problems and participates in tria l runs of
new and revised systems; and recommends equipment changes to obtain m ore effective o verall
operations. (NOTE: Workers perform ing 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 p rim a rily responsible fo r the management or supervision
of other electronic data processing em ployees, or systems analysts p rim a rily concerned with
scientific or engineering problem s.
F or wage study purposes, systems analysts are classified as follows:
Class A. Works independently or under only general direction on complex problems involving all phases o f systems analysis. Problem s are complex because of diverse sources of
input data and m ultiple-use requirements of output data. (F o r example, develops an integrated
production scheduling, inventory control, cost analysis, and sales analysis record in which




COM PUTER SYSTEMS A N A L Y S T , 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 problem s and advises subject-m atter 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 fo r obtaining equipment.
May provide functional direction to low er level systems analysts who are assigned to
as sist.
Class B . Works independently or under only general direction on problems that are
rela tively uncomplicated to analyze, plan, program , and operate. Problem s are of lim ited
complexity because sources of input data are homogeneous and the output data are closely
related. (F o r example, develops systems fo r maintaining depositor accounts in a bank,
maintaining accounts receivable in a retail establishment, or maintaining inventory accounts
in a manufacturing or wholesale establishment.) Confers with persons concerned to determine
the data processing problems and advises subject-m atter personnel on the im plications of the
data processing systems to be applied.
OR
Works on a segment of a complex data processing scheme or system, as described fo r
class A . Works independently on routine assignments and receives instruction and guidance
on complex assignments. Work is review ed fo r accuracy of judgment, compliance with in ­
structions, and to insure proper alinement with the o verall 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. F or example,
may assist a higher le v e l systems analyst by preparing the detailed specifications required
by program ers from information developed by the higher lev el analyst.
DRAFTSM AN
Class A . Plans the graphic presentation of complex item s having distinctive design
features that d iffer 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 o f form , function, and positional relationships of com ­
ponents and parts. Works with a minimum o f supervisory assistance. Completed work is
review ed by design originator fo r consistency with p rio r engineering determinations. May
either prepare drawings, or direct their preparation by low er lev el draftsmen.
Class B. P e rfo rm s nonroutine and complex drafting assignments that require the appli­
cation o f m ost of the standardized drawing techniques regu larly used. Duties typically in ­
volve such work as: Prepares working drawings of subassemblies with irreg u la r shapes,
multiple functions, and precise positional relationships between components; prepares archi­
tectural drawings fo r construction o f a building including detail drawings of foundations, wall
sections, flo o r plans, and roof. Uses accepted formulas and manuals in making necessary
computations to determine quantities o f m aterials to be used, load capacities, strengths,
stresses, etc.
R eceives initial instructions, requirem ents, and advice from supervisor.
Completed work is checked for technical adequacy.
Class C . Prepares detail drawings of single units or parts fo r engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isom etric projections
(depicting three dimensions in accurate scale) and sectional views to cla rify 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.
D RAFTSM AN -TRACE R
Copies plans and drawings prepared by others by placing tracing cloth or paper over
drawings and tracing with pen or pencil. (Does not include tracing lim ited to plans p rim a rily
consisting of straight lines and a large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized item s.
during p rogress.

Work is closely supervised

ELECTRO NIC TECHNICIAN
Works on various types of electronic equipment or systems by perform ing one or m ore
of the following operations: Modifying, installing, repairing, and overhauling. These operations
require the perform ance of m ost or all of the following tasks: Assem bling, testing, adjusting,
calibrating, tuning, and alining.
Work is nonrepetitive and requires a knowledge o f the theory and practice of electronics
pertaining to the use o f general and specialized electronic test equipment; trouble analysis; and
the operation, relationship, and alinement of electronic systems, subsystems, and circuits having
a va riety of component parts.

27
ELECTRONIC TECHNICIAN— Continued

NURSE, IN D USTRIAL (R egistered )

E lectronic equipment or systems worked on typically include one or m ore of the follow ing:
Ground, vehicle, or airborne radio communications systems, relay systems, navigation aids;
airborne or ground radar systems; radio and television transmitting or recording systems; e le c ­
tronic computers; m iss ile and spacecraft guidance and control systems; industrial and m edical
measuring, indicating and controlling devices; etc.

A registered nurse who gives nursing service under general m edical direction to i l l or
injured employees or other persons who become ill or suffer an accident on the prem ises of a
factory or other establishment. Duties involve a combination of the following; Giving firs t aid
to the ill or injured; attending to subsequent dressing of em ployees' injuries; keeping records
of patients treated; preparing accident reports fo r compensation or other purposes; assisting in
physical examinations and health evaluations of applicants and employees; and planning and c a rry ­
ing out program s involving health education, accident prevention, evaluation of plant environment,
or other activities affecting the health, w elfa re, 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, craftsm en, draftsmen, designers, engineers,
and repairm en 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
C AR PE NTER , MAINTENANCE

MACHINIST, M AINTENANCE

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, m odels, or verbal instructions; using a
variety of carpenter's handtools, portable power tools, and standard measuring instruments; m ak­
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 m etal 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 m etal 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 m etals; 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
norm ally requires a rounded training in machine-shop practice usually acquired through a form al
apprenticeship or equivalent training and experience.

ELE C TRIC IAN , M AINTENANCE
P erform s a variety of ele ctrica l 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 follow ing: Installing or repairing any of a variety of e le c ­
tric a l equipment such as generators, transform ers, switchboards, controllers, circuit break ers,
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 electrica l
system or equipment; working standard computations relating to load requirements of w iring 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, m otors, turbines, ventilating and r e fr ig ­
erating equipment, steam boilers and b o iler-fed water pumps; making equipment repairs; and
keeping a record of operation of machinery, tem perature, 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 , STATIO N A RY BOILER
F ire s 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 E LPE R , M AINTENANCE TRADES
A ssists one or m ore w orkers in the skilled maintenance trades, by perform ing specific
or general duties of les se r skill, such as keeping a w orker supplied with m aterials 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 perm itted to perform varies from trade to trade: In some trades the helper is confined
to supplying, lifting, and holding m aterials and tools, and cleaning working areas; and in others
he is perm itted to perform specialized machine operations, or parts of a trade that are also
perform ed by w orkers on a fu ll-tim e basis.
M AC H INE -TO O L 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 m illing machines, in the construction of
machine-shop tools, gages, jig s, fixtures, or dies. Work involves most of the following: Planning
and perform ing difficult machining operations; processing item s requiring complicated setups or
a high degree of accuracy; using a va riety 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. F or
cross-industry wage study purposes, m achine-tool operators, toolroom , in tool and die jobbing
shops are excluded from this classification.




M ECHANIC, AUTO M O TIVE (Maintenance)
Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work in­
volves most of the follow ing: Examining automotive equipment to diagnose source of trouble; d is­
assembling equipment and perform ing repairs that involve the use of such handtools as wrenches,
gages, d rills , or specialized equipment in disassembling or fitting parts; replacing broken or
defective parts from stock; grinding and adjusting valves; reassem bling and installing the various
assem blies 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 custom ers' vehicles in auto­
m obile repair shops.
MECHANIC, M AIN TEN AN CE
Repairs m achinery or mechanical equipment of an establishment. Work involves most
of the follow ing: Examining machines and mechanical equipment to diagnose source of trouble;
dismantling or partly dismantling machines and perform ing 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 m ajor repairs
or for the production of parts ordered from machine shop; reassembling machines; and making
all necessary adjustments fo r 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 w orkers whose prim ary duties
involve setting up or adjusting machines.
M ILLW RIG H T
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 to o ls ,
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 righ t's work normally requires
a rounded training and experience in the trade acquired through a form al apprenticeship or
equivalent training and experience.
PA IN TE R , M AINTENANCE
Paints and redecorates w alls, woodwork, and fixtures of an establishment. Work involves
the follow ing: Knowledge of surface peculiarities and types of paint required for different applica­
tions; preparing surface fo r painting by rem oving old finish or by placing putty or fille r in nail

28
P A IN TE R , M A IN TEN A N C E— Continued

SH E E T -M E T A L WORKER, M AIN TEN AN CE— Continued

holes and in terstices; 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 form al
apprenticeship or equivalent training and experience.

up and operating all available types o f sheet-m etal working machines; using a va riety of handtools
in cutting, bending, form ing,, shaping, fitting, and assembling; and installing sheet-m etal articles
as required. In general, the work o f the maintenance sheet-m etal w orker 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 , M A IN TEN AN CE
Installs or repairs w ater, steam, gas, or other types of pipe and pipefittings in an
establishment. Work involves m ost 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
co rrect lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading
pipe with stocks and dies; bending pipe by hand-driven or pow er-driven machines; assembling
pipe with couplings and fastening pipe to hangers; making standard shop computations relating to
pressu res, flow , and size of pipe required; and making standard tests to determine whether fin ­
ished pipes m eet 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 p rim a rily engaged in installing and repairing building sanitation
or heating systems are excluded.
S H E E T -M E T A L WORKER, M AIN TEN AN CE
Fabricates, installs, and maintains in good repair the sheet-m etal equipment and fixtures
(such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, m etal
roofing) of an establishment. Work involves m ost of the follow in g: Planning and laying out all
types o f sheet-m etal maintenance work from blueprints, m odels, or other specifications; setting

TO O L AND DIE M AKER
(Die maker; jig maker; tool m aker; fixture m aker; gage m aker)
Constructs and repairs machine-shop tools, gages, jigs," fixtures or dies for forgings,
punching, and other m etal-form ing work. Work involves m ost of the following: Planning and
laying out of work from m odels, blueprints, drawings, or other oral and written specifications:
using a va riety 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 m etal parts during fabrication
as w ell as of finished tools and dies to achieve required qualities; working to close tolerances;
fitting and assembling of parts to prescrib ed 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 form al apprenticeship
or equivalent training and experience.
F o r cross-industry wage study purposes, tool and die m akers 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
PAC KE R, SHIPPING— Continued

GUARD AND WATCHMAN
Guard. P e rform s routine police duties, either at fixed post or on tour, maintaining order,
using arm s or fo rc e where necessary. Includes gatemen who are stationed at gate and check
on identity of em ployees and other persons entering.

and size o f container; inserting enclosures in container; using ex cels ior or other m ateria l 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 o f prem ises periodically in protecting property against fire ,
theft, and illeg a l entry.

SHIPPING AND RECEIVING C LERK

JANITOR, PORTER, OR C LEANER
(Sweeper; charwoman; janitress)
Cleans and keeps in an ord erly condition factory working areas and washrooms, or
prem ises of an office , apartment house, or com m ercial or other establishment. Duties involve
a combination of the follow in g: Sweeping, mopping or scrubbing, and polishing flo ors; rem oving
chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing m etal fix ­
tures or trim m ings; providing supplies and m inor maintenance services; and cleaning lavatories,
showers, and res tro o m s. Workers who specialize in window washing are excluded.

Prepares m erchandise fo r shipment, or receives and is responsible fo r incoming ship­
ments of m erchandise or other m aterials. Shipping work involves: A knowledge o f shipping p ro­
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 in volves: V erifyin g or directing others in verifyin g the correctness of shipments
against bills of lading, invoices, or other records; checking for shortages and rejecting dam­
aged goods; routing m erchandise or m aterials to proper departments; and maintaining necessary
records and file s.
F or wage study purposes, w orkers are cla ssified as follows:
Receiving clerk
Shipping clerk
Shipping and receivin g clerk

LABORER, M A T E R IA L HANDLING
(Loader and unloader; handler and stacker;
warehouseman or warehouse helper)

shelver; trucker;

stockman or stock helper;

A w orker employed in a warehouse, manufacturing plant, store, or other establishment
whose duties involve one or m ore of the follow ing: Loading and unloading various m aterials and
merchandise on or from freigh t cars, trucks, or other transporting devices; unpacking, shelving,
or placing m aterials or m erchandise in proper storage location; and transporting m aterials or
merchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are
excluded.
ORDER F IL L E R
(O rder picker; stock selector; warehouse stockman)
F ills shipping or transfer orders fo r finished goods from stored merchandise in accord­
ance with specifications on sales slips, custom ers' orders, or other instructions. May, in addition
to fillin g orders and indicating items fille d or omitted, keep records of outgoing orders, requi­
sition additional stock or report short supplies to supervisor, and perform other related duties.

TRUCKDRIVER
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
custom ers' houses or places o f business. May also load or unload truck with or without helpers,
make m inor mechanical repairs, and keep truck in good working order. D river-salesm en and
over-th e-road d rivers are excluded.
follows:

F or wage study purposes, truckdrivers are classified by size and type of equipment, as
(T r a c to r -tr a ile r should be rated on the basis of tra ile r capacity.)
Tru ckdriver
Tru ckdriver,
Tru ck driver,
Tru ckdriver,
Tru ckdriver,

(combination of sizes listed separately)
light (under IV 2 tons)
medium ( 1 V2 to and including 4 tons)
heavy (over 4 tons, tra ile r type)
heavy (over 4 tons, other than tra ile r type)

TRUCKER, POWER
PAC KE R, SHIPPING
Prep a res finished products fo r 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 o f shipment. Work requires
the placing o f item s in shipping containers and may involve one or m ore of the follow in g:
Knowledge of various item s of stock in order to v e rify content; selection of appropriate type




Operates a manually controlled gasoline- or electric-pow ered truck or tractor to transport
goods and m aterials of a ll kinds about a warehouse, manufacturing plant, or other establishment.
F or wage study purposes, w orkers are classified by type o f truck, as follows:
Tru cker, power (fo rk lift)
Tru cker, power (other than fo rk lift)

A v a i l a b l e O n R e q u e s t ----The fo llo w in g a rea s a re su rveyed p e r io d ic a lly fo r use in a d m in isterin g the S e r v ic e C on tract A c t o f 1965.
a va ila b le at no co st w hile supplies la s t fro m any o f the BLS reg io n a l o ffic e s shown on the in sid e fron t c o v e r.

A lask a
A lbany, Ga.
A lpena, Standish, and Taw as C ity, M ich.
A m a r illo , T ex .
A s h e v ille , N .C .
A tlan tic C ity, N.J.
Augusta, G a —S.C.
Austin, T ex .
B a k e rs fie ld , C a lif.
Baton Rouge, L a .
B ilo x i, G ulfport, and P asca gou la , M is s .
B rid g e p o rt, N orw alk , and S tam ford, Conn.
C h arleston , S.C.
C la r k s v ille , Tenn., and H op k in sville, K y.
C olorad o Sprin gs, C olo.
Colum bia, S.C.
Colum bus, Ga.—A la .
C ran e, Ind.
Dothan, A la .
Duluth— u p e rio r, Minn.—W is.
S
Durham, N .C .
E l P a so, T ex .
Eugene, O reg.
F a rg o — oorhead, N. Dak.—Minn.
M
F a y e tte v ille , N .C .
Fitchburg— e o m in s te r , M ass.
L
F o r t Smith, A rk .—
Okla.
F r e d e r ic k — agerstow n, M d .- P a .- W . Va.
H
G reat F a lls , Mont.
G reen sb oro— inston Salem —High Poin t, N .C .
W
H a rris b u rg , Pa.
H u n tsville, A la .
K n o x v ille , Tenn.

C opies o f public re le a s e s a re

L a re d o , T e x .
L a s V ega s, N ev.
L exin gton , K y.
L o w e r E a stern Shore, M d .-V a .
M acon, Ga.
M arqu ette, Escanaba, Sault Ste. M a r ie , Mich,
M erid ia n , M is s .
M id d lesex , Monmouth, Ocean and S om erset
C o s., N.J.
M o b ile , A la ., and P e n sa co la , F la .
M on tgom ery, A la .
N a s h v ille , Tenn.
N ew London— ro to n -N o rw ich , Conn.
G
N o rth ea stern M aine
Ogden, Utah
O rlando, F la .
Oxnard—
Ventura, C a lif.
Panam a C ity, F la .
P in e B lu ff, A rk .
Portsm ou th , N.H.—M aine— ass.
M
Pu eb lo, C olo.
Reno, N ev.
Sacram ento, C a lif.
Santa B a rb a ra , C a lif.
S h revep o rt, La.
S p rin gfield — hicopee— o ly o k e, M ass —Conn.
C
H
Stockton, C a lif.
T a com a , Wash.
Topeka, Kans.
Tucson, A r iz .
V a lle jo —
Napa, C a lif.
W ichita F a lls , T ex .
W ilm ington, D el.—
N.J —Md.

The eleventh annual re p o rt on s a la rie s fo r accountants, au ditors, ch ie f accountants, attorn eys, job an alysts, d ire c to rs o f personnel,
b u yers, ch em ists, en g in e e rs , en gin eerin g tech n ician s, draftsm en , and c le r ic a l e m p lo y ees. O rd e r as B L S B u lletin 1693, National
Survey o f P ro fe s s io n a l, A d m in is tra tiv e , T ech n ica l, and C le r ic a l P a y, June 1970, $1.00 a copy, fro m the Superintendent o f Documents,
U.S. G overnm ent P rin tin g O ffic e , Washington, D .C ., 20402, or any o f its re g io n a l sales o ffic e s .







A rea W age

Surveys

A l i s t o f th e l a t e s t a v a i l a b l e b u l l e t i n s i s p r e s e n t e d b e l o w .
A d i r e c t o r y o f a r e a w a g e s t u d i e s i n c l u d i n g m o r e l i m i t e d s tu d ie s c o n d u c te d at
the r e q u e s t o f the E m p l o y m e n t S t a n d a r d s A d m i n i s t r a t i o n o f th e D e p a r t m e n t o f L a b o r is a v a i l a b l e on r e q u e s t . B u l l e t i n s m a y be p u r c h a s e d f r o m the
S u p e r i n t e n d e n t o f D o c u m e n t s , U. S . G o v e r n m e n t P r i n t i n g O f f i c e , W a s h i n g t o n , D . C . , 20402, o r f r o m any o f the B L S r e g i o n a l s a l e s o f f i c e s sho w n on
the i n s i d e

fron t

cover.

A rea
Akron, Ohio, July 1971 1 _______________________________
Albany—
Schenectady—T roy, N .Y ., M ar. 1971 1________
Albuquerque, N. M e x ., M ar. 1971--------------------------Allentown—
Bethlehem—
Easton, Pa.—
N.J., M ay 1971 —
Atlanta, G a ., M ay 1971 -----------------------------------------B altim ore, M d ., Aug. 1970 1 ___________________________
Beaumont— o rt Arthui—Orange, T ex ., May 1971 1 ---P
Binghamton, N .Y ., July 1971 _________________________
Birm ingham , A la ., M ar. 1971 1 ________________________
Boise City, Idaho, Nov. 1970 1 _________________________
Boston, M ass., Aug. 1970 1 ____________________________
Buffalo, N .Y ., Oct. 1970 1______________________________
Burlington, V t., M ar. 1971 1---------------------------------Canton, Ohio, M ay 1971_______________________________
Charleston, W. V a ., M ar. 1971----------------------------Charlotte, N .C ., Jan. 1971-----------------------------------Chattanooga, T en n .-G a., Sept. 1970 1 ---------------------Chicago, 111., June 1970________________________________
Cincinnati, Ohio—
Ky.—Ind., Feb. 1971 1--------------------Cleveland, Ohio, Sept. 1970 1--------------------------------Columbus, Ohio, Oct. 1970 1---------------------------------Dallas, T ex ., Oct. 1970 1 --------------------------------------Davenport—
Rock Island— oline, Iowa—111.,
M
Feb. 197 1----------------------------------------------------------Dayton, Ohio, Dec. 1970 1--------------------------------------D enver, Colo., Dec. 1970--------------------------------------Des M oines, Iowa, May 1971__________________________
D etroit, M ich., Feb. 1971 1------------------------------------F o rt Worth, T ex ., Oct. 1970 1-------------------------------G reen Bay, W is., July 1971____________________________
G reen ville, S.C., May 1971 1___________________________
Houston, T ex ., Apr. 1971 1------------------------------------Indianapolis, Ind., Oct. 1970 1
_________________________
Jackson, M iss., Jan. 1971 1
____________________________
Jacksonville, Fla., Dec. 1970 1
------------------------------Kansas City, Mo.— an s., Sept. 1970 1---------------------K
Law rence— averh ill, M ass.—
H
N.H ., June 1971----------L ittle R ock-N orth L ittle Rock, A rk ., July 1971-------Los Angeles—Long Beach and Anaheim—
Santa A n aGarden G rove, C a lif., M ar. 1971 1
-----------------------L o u isville, Ky.—Ind., Nov. 1970_____ — --- --------------Lubbock,. T e x ., M ar. 1971-------------------------------------M anchester, N .H ., July 1971---------------------------------Memphis, Tenn.— r k ., Nov. 1970---------------------------A
M iam i, F la ., Nov. 1970 1
_______________________________
Midland and Odessa, T ex., Jan. 1971----------------------Milwaukee, W is., May 1971 ----------------------------------Minneapolis—
St. Paul, Minn., Jan. 1971-------------------1

Bulletin number
and price
1685-87,
1685-54,
1685-58,
1685-75,
1685-69,
1685- 18,
1685-68,
1725-6,
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,

40 cents
35 cents
30 cents
30 cents
40 cents
50 cents
35 cents
35 cents
40 cents
35 cents
50 cents
50cents
35cents
30 cents
30 cents
30 cents
35 cents
60 cents
45 cents
50 cents
40 cents
50 cents

1685-51,
1685-45,
1685-41,
1685-70,
1685-77,
1685-25,
1725-3,
1685-78,
1685-67,
1685-31,
1685-39,
1685-37,
1685-16,
1685-83,
1725-4,

30 cents
40 cents
35 cents
30 cents
50 cents
35 cents
30 cents
35 cents
50 cents
40 cents
35 cents
35 cents
45 cents
30 cents
30 cents

1685-66,
1685-27,
1685-60,
1725-2,
1685-30,
1685-29,
1685-40,
1685-76,
1685-44,

50 cents
30 cents
30 cents
30 cents
30 cents
40 cents
30 cents
35 cents
40 cents

Data on establishment practices and supplementary wage provisions are also presented.




Area

Muskegon—
Muskegon H eights, M ich., June 1971_____
Newark and J ersey City, N.J., Jan. 1971----------------New Haven, Conn., Jan. 1971___________________________
New O rleans, La., Jan. 1971 1
_________________________
New York, N .Y ., Apr. 19701___________________________
Norfolk—
Portsm outh and Newport News—
Hampton, V a ., Jan. 1971 1----------------------------------Oklahoma City, O kla., July 1971 1
--------------------------Omaha, N ebr.—Iowa, Sept. 1970* ______________________
P a ter son—
Clifton— a ssa ic, N.J., June 1971___________
P
Philadelphia, Pa.—
N.J., Nov. 1970_____________________
Phoenix, A r iz ., June 1971______________________________
Pittsburgh, P a ., Jan. 19711____________________________
Portland, Maine, Nov. 1970_____________________________
Portland, O reg.—
Wash., May 1971_____________________
Provid en ce—
Pawtucket^-Warwick, R.I.— a ss.,
M
M ay 1971 1 _____________________________________________
Raleigh, N .C ., Aug. 1971_______________________________
Richmond, V a ., M ar. 1971_____________________________
Rochester, N .Y . (o ffic e occupations only),
July 1971 1 _____________________________________________
Rockford, 111., May 1971---------------------------------------St. Louis, M o.—
111., M ar. 1971 1________________________
Salt Lake City, Utah, Nov. 1970 1---------------------------San Antonio, T ex ., May 1971 1_________________________
San B ern a rd in o-R iver side—
Ontario, C alif.,
Dec. 1970 1
_____________________________________________
San Diego, C a lif., Nov. 1970-----------------------------------San F ran cisco—
Oakland, C alif., Oct. 1970---------------San Jose, C a lif., Aug. 1970_____________________________
Savannah, Ga., M ay 1971______________________________
Scranton, P a ., Ju lyl9 7 1 ________________________________
Seattle— verett, Wash., Jan. 197 1 1------------------------E
Sioux F a lls , S. Dak., Dec. 1970 1
----------------------------South Bend, Ind., M ar. 1971----------------------------------Spokane, Wash., June 1970 1 ___________________________
Syracuse, N .Y ., July 1971 1____________________________
Tampa^St. P etersb u rg, F la ., Nov. 1970_____________ __
Toledo, Ohio— ich ., A pr. 1971 1______________________
M
Trenton, N.J., Sept. 1970 1 _____________________________
Utica—Rom e, N .Y ., July 1971 1 ------------------------------Washington, D.C.—
Md.— a ., A pr. 1971--------------------V
W aterbury, Conn., Mar. 1971--------------------------------W aterloo, Iowa, Nov. 1970*____________________________
W ichita, K an s., Apr. 1971-------------------------------------W o rcester, M ass., M ay 1971 --------------------------------York, P a ., Feb. 1971--------------------------------------------Youngstown— arren, Ohio, Nov. 1970_________________
W

B u lletin num ber
and p r i c e

1685-82,
1685-47,
1685-35,
1685-36,
1660-89,

30cents
40cents
30cents
40 cents
75 cents

1685-46,
1725-8,
1685- 14,
1685-84,
1685-34,
1685-86,
1685-49,
1685-19,
1685-85,

35cents
35cents
35cents
35cents
50cents
30cents
50cents
30cents
35cents

1685-80, 40 cents
1725-5,
30cents
1685-62, 30 cents
1725-7,
1685-79,
1685-65,
1685-26,
1685-81,

35cents
30cents
50cents
35cents
35cents

1685-42,
1685-20,
1685-23,
1685-13,
1685-72,
1725-1,
1685-52,
1685-38,
1685-61,
1660-86,
1725-10,
1685-17,
1685-74,
1685-15,
1725-9,
1685-56,
1685-55,
1685-32,
1685-64,
1685-73,
1685-50,
1685-24,

40cents
30cents
40cents
30cents
30cents
30cents
35cents
35cents
30cents
35cents
35 cents
30cents
40cents
35cents
35cents
40cents
30cents
35cents
30cents
30cents
30cents
30cents

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

PE NALTY FOR PRIV ATE USE, $300




FIRST CLASS MAIL
P O S TA G E A N D F E E S P A ID

U.S. DEPARTMENT OF LABOR