View original document

The full text on this page is automatically extracted from the file linked above and may contain errors and inconsistencies.

/P /2 3

~ U 0

AREA WAGE SURVEY
Trenton, New Jersey, Metropolitan Area
September 1975
B u lletin 1 8 5 0 -6 0

DOCUMENT collection
Dayton & 'v.onhomery Co
Public Library




FEB 13 76

U S. DEPARTMENT OF LABOR
. . B u r e a u of Labor Statistics




Preface
This bulletin provides results of a Septem ber 1975 su rvey of occupational earnings
and supplem entary w age benefits in the Trenton, N ew J e rs e y , Standard M etrop olitan
S tatistical A r e a (M e r c e r County). The survey was m ade as p art of the Bureau o f L a b or
S ta tistics' annual area wage survey program .
The p ro gra m is designed to yield data fo r
individual m etropolitan areas, as w e ll as national and reg io n a l estim ates fo r all Standard
M etropolitan S tatistical A reas in the United States, excluding A la sk a and H aw aii.
A m a jo r consideration in the area wage su rvey p ro g ra m is the need to d es c rib e
the le v e l and m ovem ent of wages in a v a rie ty o f lab or m a rk ets, through the analysis of
(1) the le v e l and distribution o f wages by occupation, and (2) the m ovem en t o f w ages by
occupational ca tegory and sk ill le v e l. The p ro gra m d evelops inform ation that m ay be used
fo r many purposes, including wage and sa la ry adm inistration, c o lle c tiv e bargaining, and
assistance in determ ining plant location. Survey resu lts also are used by the U.S. D epartm ent
o f L a b or to make w age determ inations under the S e rv ic e C ontract A ct o f 1965.
C u rren tly, 83 areas are included in the p ro gra m .
(See lis t o f areas on inside
back c o v e r.) In each area, occupational earnings data are co llected annually. Inform ation
on establishm ent practices and supplementary w age benefits is obtained e v e r y third year.
Each year sifter all individual area w age su rveys have been com pleted, two
sum m ary bulletins are issued.
The fir s t brings togeth er data fo r each m etrop olita n area
surveyed.
The second summary bulletin presents national and region al estim ates, p ro jected
fro m individual m etropolitan area data.
The Trenton survey was conducted by the Bureau's region a l o ffic e in New Y o rk ,
N .Y ., under the gen eral direction o f A lvin I. M a rg u lis, A ssista n t R egion al C om m ission er
fo r O perations. The survey could not have been accom plished without the cooperation o f
the many firm s whose wage and salary data p rovided the basis fo r the s ta tis tic a l inform ation
in this bulletin. The Bureau wishes to exp ress sin cere appreciation fo r the cooperation
rec e iv e d .

Note:
A lso available for the Trenton area are listin gs o f union wage ra tes fo r building
trades, printing trades, lo ca l-tra n sit operating em p loyees, lo c a l tru c k d riv e rs and h elp ers,
and g r o c e r y store em ployees. F r e e copies of these are availab le from the B ureau's region al
o ffic e s . (See back c o v e r fo r addresses.)

AREA WAGE SURVEY

Bulletin 1 8 5 0 -6 0
January 1976

V

U.S. D E P A R T M E N T OF LA B O R , John T . Dunlop, Secretary
BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner

Trenton, New Jersey, Metropolitan Area, September 1975
CONTENTS

Page

In trodu ction _________________________________________________________________________________________________________________________________

2

T able s :
A.

B.

Earnings:
A - 1.
W eek ly earnings of office w o rk e rs --------------------------------------------------------------------------------------------------------------A -2 .
W eek ly earnings of p rofession al and technical w o r k e r s ----------------------------------------------------------------------------------A -3.
A v e ra g e w eek ly earnings of o ffic e, p rofession a l, and technical w o rk e rs , by s e x ------------------------------------------------A -4.
-Hourly earnings of maintenance and powerplant w o r k e r s --------------------------------------------------------------------------------A -5 .
H ourly earnings of custodial and m a teria l m ovem ent w o r k e r s -------------------------------------------------------------------------A -6 ,
A v e ra g e hourly earnings of maintenance, powerplant, custodial, and m a te ria l m ovem ent w o rk e rs , by s e x ________
A -7 .
P e rc e n t in creases in average hourly earnings fo r selected occupational groups, adjusted fo r em ploym ent sh ifts..

3
5
o
7
8
9
10

Establishm ent p ra ctices and supplementary wage p rovision s:
B - 1.
M inim um entrance sa la ries fo r inexperienced typists and c le r k s _______________________________________________________
B -2 .
L a te -s h ift pay provision s fo r fu ll-tim e manufacturing plant w o r k e r s __________________________________________________
B -3 .
Scheduled w eek ly hours and days of fu ll-tim e fir s t-s h ift w o rk e rs ______________________________________________________
B -4 .
Annual paid holidays fo r fu ll-tim e w o r k e r s _______________________________________________________________________________
B -4a. Iden tification of m ajor paid holidays fo r fu ll-tim e w o r k e r s _____________________________________________________________
B -5.
P a id vacation p rovision s fo r fu ll-tim e w o rk e rs ______________________________________________________ ,____________________
B -6 .
H ealth, insurance, and pension plan provision s fo r fu ll-tim e w o r k e r s ________________________________________________

11
12
13
14
15
16
19

Appendix A.
Appendix B.

Scope and m ethod of s u rv e y ________________________________________________________________________________________________
Occupational descrip tion s___________________________________________________________________________________________________




For sale by the Superintendent of Documents, U. S. Government Printing Office, Washington, D .C . 20402, GPO Bookstores, or
BLS Regional Offices listed on back cover. Price $1.20. Make checks payable to Superintendent of Documents.

21
25

Introduction
T h is area is 1 of 83 in which the U.S. Department of L a b o r's
Bureau o f L a b o r Statistics conducts surveys of occupational earnings and
related benefits on an areaw ide b asis. In this a rea, data w ere obtained
by person al v is its of Bureau fie ld econom ists to rep resen tative estab­
lishments within six broad industry divisions: Manufacturing; tra n sp o r­
tation, com m unication, and other public u tilities; w h olesale trad e; r e ta il
trade; finance, insurance, and re a l estate; and s e rv ic e s . M a jo r industry
groups excluded fro m these studies are governm ent operations and the
construction and extra ctive industries. Establishm ents having fe w e r than
a p re s c rib e d number of w o rk ers are om itted because of insufficient
em ploym ent in the occupations studied. Separate tabulations are provided
fo r each o f the broad industry division s which m eet publication c r ite r ia .
A - s e r ie s tables
Tab les A - l through A -6 p rovide estim ates of stra igh t-tim e
hourly o r w eekly earnings fo r w o rk ers in occupations common to a
v a rie ty of manufacturing and nonmanufacturing industries.
Occupations
w ere selected fro m the follow ing ca te g o rie s : (a ) O ffice c le r ic a l, (b) p ro ­
fession al and technical, (c ) maintenance and pow erplant, and (d) custodial
and m a te ria l m ovem ent. In the 31 la rg e s t su rvey areas, tables A - l a
through A -6 a p rovide s im ila r data fo r establishm ents em ploying 500
w ork ers or m ore.
Follow in g the occupational wage tables is table A -7 which
provides percent changes in average earnings of o ffice c le r ic a l w ork ­
e rs , ele c tro n ic data processin g w o rk e rs , industrial n u rses, skilled




maintenance w o rk ers, and unskilled plant w o rk e rs .
T h is m ea su re o f
wage trends elim inates changes in a vera ge earnings caused by e m p lo y ­
ment shifts among establishm ents as w e ll as tu rn o ver of establish m en ts
included in survey sam ples. W h ere p o s s ib le , data are p resen ted fo r a ll
industries, manufacturing, and nonm anufacturing. Appendix A discu sses
this wage trend m easure.
B -s e r ie s tables
The B-steries tables presen t in form ation on m inim um entrance
salaries fo r office w o rk e rs ; la te -s h ift pay p ro visio n s and p ra c tic e s fo r
plant w ork ers in m anufacturing; and data s ep a ra tely fo r plant and o ffic e
w ork ers on scheduled w eek ly hours and days of fir s t - s h ift w o rk e rs ; paid
holidays; paid vacations; and health, in su ran ce, and pension plans.
Appendixes
This bulletin has two appendixes. Appendix A d escrib es the
methods and concepts used in the a rea w age su rvey p ro gra m . It p ro vid es
inform ation on the scope o f the a rea su rvey and in form ation on the a re a 's
industrial com position in m anufacturing. It also p ro vid es in form ation
on labor-m anagem ent agreem en t c o v e ra g e .
Appendix B p ro vid es job
descriptions used by Bureau fie ld econ om ists to c la s s ify w o rk e rs in
occupations fo r which s tra ig h t-tim e earnings in form ation is presen ted .

A. Earnings
Table A-1. Weekly earnings of office workers in Trenton, N.J., September 1975
Occupation and industry division

Number
of
workers

$
weekly
hours1
(standard] Mean ^

Median*

Middle ranged

S

S

$

85

90

95

loo

Under
and
S
under
85
90

95

100

no

Number of workers receiving straight-time weekly earnings of—
1
1
$
i
i
$
i
$
$
$
$
S
no
120 130 140 150 160
170 180 190 200 210 220

230

$
1 ----- 1---240 250 26o
and

140

ISO

160

170

$
$
$
$
172.00 166.00 153.50-181.00
38«5 17^.00 165.50 15?.00-181.00

16
14

22
22

36
32

26

1/0 - .
-in - 158.00 132 00

38
27

120

130

180

190

20Q

210

220

230

240

2 10

260 over

ALL WORKERS
194
174
. **/■*«. lkl-r ...y*

/■*.
75
.

j

9

*

16
13

20
13

14
11

23

130

37.5 137.50 131.00 118.00-150.00

24

22

12

37.0 139.00 131!00 120.00-169.00

21

16

10
10

82
43

37 5 125.00 107 00 100.00-132.00

30
17
13

66
33
33

83
66
17

156
124
32

99
82

12
12

11

1* 7ft/

b tv K t1AKltbt v L A ji o

38 0 195.00 IQ*" '“n 176.50211.00
214.50
39 • 0
205 00 184.50185.50 192.U0 173.00-199.50

2b3
55

37*^

179

163.50 160,00
147.00-173.00
160.00
nA
1 0.00
30.0 169.j 0 J

74
55
.y.
*37
104
,
SWITCHBOARD OPERATOR-RECEPTIONISTSnonmanufacturtng

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

See footnotes at end of tables.




80
52
28

13

23
12
11

10

1

16

.

25
16

1
8
i

44
27
17

54
46
8

20
20

18
16

12

15

14n.on-185.UO
_

38.0 136.00 139.50 123.50-143.50
138.50
38.3 132.00 125.00 123.50-139.00

A

b3

57
12

83
45

*
, g.

i
28

40
36

34

39

15
1

i*

8

3

159.j O
.,.

f

i

7

i

32
27
19

143.00 136.50-163.50

3B* j 144.00

,

16

181.50 179.00 161.00- 195.00
161.50-195.00
181.00
212.50
176*00 150.00-

38 5

13

*

1

.

195.00
176.00 154.00ijn*?
173.00 159.50-195.00
nr
194.50
177.50 181.CO 154.00-

128
97

1

1

0
0

38.0 154.00 150.00 13=:, 50-163.50
39.0 156.00 144.u0 13?,00-167.50
37.0

d -j

1

7

17
17

154.00 15n. 0G-23h . 00
30.-. 100.00 154.00 150.00-234.00
173.00 1-7Q lit
i1 . 0 159.50-185.00

103
62

3

1
1

9

b3

13

106.00

26
11

rr

101
74
27

44

21

-

-

-

.

_

16
13
3

19

5

17

i

29
26
3

4
1

28

33

22

32

lb

4
1
3

1

5

1

-

1

1
-

71
13

10

L
-

55
32

1
-

-

-

-

-

-

.

_

Weekly earnings
(standard)
Number

Occupation and industry division
workeis

Avere
weekly
hours1
(standard)

1
s

Mean 2

Median

2

M iddle range2

85
Unde
r end,
j
gg
under
9<L

$

$

S

Number of workers receiving straight-time weekly earnings of—
S
$
S
S
$
S
$
S
$
S
$
170 180 190 200 210
100 110 120 l3o 190 150 16o

90

95

95

100

-

-

i

4

-

-

“

8
1
44

15
7
8

S

S

220

S
$
230 240 250

260
and

14Q

150

2

27

2

*

8

19
6

23
16

9
3

22
4

9
2

24
14
10

12
8
4

3
1
2

n o _12Q_ 130

160

110

180

190

200

210

_

_

-220 -230

260 over

240

?50

1

-

-

-

-

ALL WORKERS—
CONTINUED
TRANSCRIBING-MACHINE OPERATORS,
GENERAL ---------------------------------

44

$
$
$
$
37.5 137.00 135.00 13S.00-136.50

-

TYPISTS, CLASS A --------------------MANUFACTURING ---------------------

98
35

37.5 143.50 138.50 127.5C-156.00
39.5 140.50 136.00 133.00-148.00

“

TYPISTS, CLASS 8 --------------------MANUFACTURING --------------------NONMANUFACTURING ----------------

151
48
103

37.0 118.50 114.00 106.00-131.00
38.0 124.50 124.50 110.00-135.00
37.0 116.00 111.50 100.00-121.SO

See footnotes at end of tableB.




-

1
1

-

-

49
6
43

ii

33

.

7
3
2

1

2

1

-

.

-

.

.

-

Weekly earnings 1
(standard)
Occupation and industry division

9

i

Number

weekly
workere hours1 Mean ** Median*
(standard)

130
Middle range*

VndeT

15Q

160 -17Q-

160

and

-

-

180

190

3

4
1
3

6
2
4

O
o
(\J

140

$
$
$
$
38.0 220.00 211.50 194.00-239.50
38.5 241.00 237.00 219.00-256.30
37.5 190.50 194.00 165.50-190.50

150

and

130

ALL WORKERS

Number of workers receiving straight -time weekly earnings of—
*
i
■i
$
*
$
i
$
$
$
%
$
t
$
T “ ~r i
170 180 190 200 210 220 230 240 250 27 0 290 310 330 350 370 39o

%

$
140

dlO

220

230

240

25()

270

290

13
13

6
4
2

5
4

5
5

7
6
i

5
5

6
6

3
3

•

1

i

2

i

3

5

11

5
3

5
5

COMPUTER OPERATORS, CLASS A
MANUFACTURING ---------------N0NMA-NUFACTURIN6-----------

65
38
27

COMPUTER OPERATORS, CLASS 6

41

37.5 177.50 180.50 155.00-194.50

1

2

5

3

4

2

10

9

COMPUTER OPERATOPS, CLASS C

63

36.0 174.00 177.00 152.50-197.00

4

1

8

6

4

9

1

30

COMPUTER PROGRAMMERS,
BUSINESS, CLASS A —

45

38.0 318.50 315.00 290.50-340.00

_

_

_

_

COMPUTER PROGRAMMERS,
BUSINESS, CLASS B —
MANUFACTURING -----

40
25

37.5 237.50 230.50 208.50-261.50
38.0 244.50 240.50 211•00-277.50

COMPUTER SYSTEMS ANALYSTS,
BUSINESS, CLASS A ----------

27

38.5 369.00 370.50 328.00-366.30

31

37.5 332.00 355.50 298.00-379.00

COMPUTER SYSTEMS ANALYSTS,
BUSINESS, CLASS rt ----------

40.0 278.00 280.00 248.00-310.50
40.0 278.00 280.00 248.00-310.30

“

_
“

59
59

40.0 226.50 220.00 205.50-251.00
40.0 226.50 220.00 205.50-251.00

_

_

1
1

26
26

40.0 2 o e . o o 196.5n 184.00-214.So
40.0 206.00 196.5y 184.00-214.50

-

-

DRAFTERS, CLASS 6
MANUFACTURING NURSES, INDUSTRIAL (REGISTERED) ---MANUFACTURING ------------------------ —

*
Workers were distributed as follows:
** Workers were at $3.90 to $4.10.

-

3
3

*

-

DRAFTEPS, CLASS A
MANUFACTURING -




*

-

104
104

See footnotes at end of tables.

“

3

4

4
3

4
1

4
l

4
2

330

350

37f|

390

.
_

-

1
1

1
1

11

9

5

1

-

4
4

-

-

-

-

-

1

7

1

4

8

*6

4

-

-

-

2

2

1

3

1

9

4

**5

1
1

*

1
1

10
10

11
11

18
18

13
13

19
19

26
26

1
1

-

-

-

4
4

15
15

6
6

7
7

2
2

5
5

7
7

9
9

-

-

-

4
4

6
6

2
2

•

-

1
1

3
3

1
1

2
2

i
i

2
2

“

1
1

1
1

5
5

4
4

1 at $3.90 to $4.10; 2 at $4.10 to $4.30; and 3 at $4.50 to $4.70.

3
3

i

310

m
-

-

2
2

'

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,
in Trenton, N.J., September 1975
Sex, occupation, and industry division

Average
(mean2)
Number
of
Weekly
Weekly
woikcrs hours1 earnings1
(standard) (standard)

Sex, occupation, and industry division

30
27

OFFICE OCCUPATIONS
WOMEN— CONTINUED
$
39.0 197.50
39.0 200.50 SECRETARIES - CONTINUED

CLERKS, ACCOUNTING, CLASS b ----------

32

38.0 180.50

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

30

37.5 130.00

OFFICE OCCUPATIONS - WOMEN
CLERKS, ACCOUNTING, CLASS A ---------MANUFACTURING ---------------------------

164
147

38.0 167.50
38.0 167.00

CLERKS, ACCOUNTING, CLASS 8 ---------MANUFACTURING ---------------------------

229
130

37.5 155.00
39.0 145.50

CLERKS, FILE, CLASS C -------------------

75

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

36
36

CLERKS, PAYROLL ---------------------------MANUFACTURING ------- t ------------------

33
31

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

»03
62
41

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

130
48
82

SECRETARIES ----------------------------------MANUFACTURING --------------------------nonmanuFa c t iib in g ----------------------

of
work* is

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

OFFICE OCCUPATIONS - MEN

Average
(m ean2 )

Average
(mean2 )
Number

224
127
97

SECRETARIES, CLASS C
MANUFACTURING -------NONMANUFACTURING —

316
261

SECRETARIES, CLASS 0
MANUFACTURING -------NONMANUFACTURING ----

475
296
179

1,040 38.0 177.00 TYPISTS, CLASS A
701 39.0 177.00
MANUFACTURING
339 36.5 177.50
------— J

Sex, occupation, and induitry division

Weekly
earnings1
(standard)

55

74
55
141
37
104

80
52
28

$
38.0 195.00
39.0 202.50
36.5 185.50

TYPISTS* CLASS B -----------------------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING------------------ ----------

PROFESSIONAL and TECHNICAL
OCCUPATIONS - MEN
39.0 161.50
39.5 181.00 COMPUTER OPERATORS, CLASS A ---------------MANUFACTURING -----------------------------------------37.5 183.50
NONMANUFACTURING ---------------------------------37.5 163.50
38.5 160.00 COMPUTER OPERATORS, CLASS B ---------------36.0 169.50
COMPUTER PROGRAMMERS,
38.5 148.50 BUSINESS, CLASS B ------------------------------------39.0 147.00
COMPUTER SYSTEMS ANALYSTS,
37.5 159.00 BUSINESS, CLASS A ------------------------------------38.5 157.50
37.5 159.50 COMPUTER SYSTEMS ANALYSTS,
BUSINESS, CLASS B ------------------------------------38.5 144.00
DRAFTERS, CLASS A -------------------------------------38.0 136.00
MANUFACTURING --------------------------38.0 138.50
38.0 132.00 DRAFTERS, CLASS B -------------------------MANUFACTURING --------------------------37.5 137.00

98
35

37.5 143.50
39.5 140.50

W eekly
earnings 1
(standard)

151
48
103

37.0 118.50
38.0 124.50
37.0 116.00

6*
35
27

38.0 220.00
38.5 243.00
37.5 190.50

35

38.0 178.50

30

38.0 240.50

27

38.5 369.00

26

37.5 330.50

101
101

40.0 277.50
40.0 277.50

59
59

40.0 226.50
40.0 226.50

28

40.0 208.00
40.0 208.00

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - WOMEN
NURSES, INDUSTRIAL (REGISTERED) ---MANUFACTURING ---------------------------

See footnotes at end of tables.




Weekly
hours 1
(standard)

OFFICE OCCUPATIONS WOMEN— CONTINUED

SECRETARIES* CLASS 8
MANUFACTURING ------- NONMANUFACTURING ----

37.5 111.00 STENOGRAPHERS, GENERAL
MANUFACTURING -------38.5 159.00
38.5 159.00 STENOGRAPHERS, SENIOR
MANUFACTURING ------39.0 168.50
NONMANUFACTURING —
39.5 169.00
SWITCHBOARD OPERATORS ------------------38.0 154.00
39.0 156.00 SWITCHBOARD OPERATOR-RECEPTIONISTS37.0 150.50
MANUFACTURING --------------------------NONMANUFACTURING ---------------------37.5 137.50
39.0 135.00 TPANSCRIBING-MACHINF OPERATORS,
37.0 139.00 GENERAL ---------------------------------

Weekly
houis *
(standard)

Number
of
worken

Earnings data in table A-3 relate only to workers whose sex
identification was provided by the establishment. Earnings data in
tables A -l and A-2, on the other hand, relate to all workers in an
occupation. (See appendix A for publication criteria.)

Hourly earnings3

Occupation and industry division

of
workers

Number of workers receiving
$
$
$
S
i
S
$
$
*
$
$
4.00 4.10 4.20 4.30 4.40 4.60 4. 80 5.00 5.20 5.40 5.60
Mean2 Median2 Middle range 2 and
under
AOiL. 4»2 q 4.30 4.40 4*6() 4.80 5. 00 5.2Q 5.40 5.60 5.8o

straight-time hourly earnings of—
S
i
i
I
i
I
t
i
i
T ----- -3--$
5.80 6 . 0 0 6 . 2 0 6 * 40 6 . 6 0 6 . 8 0 7.00 7 . 2 0 7.40 7 60 7.80 8.00

6.00 6.2 0 6 . 4 9 6. 6p 6.83 7 . 9 9 7.20 7.40 7.60 7 80 8.00 8.20

ALL WORKERS
BOILER TENDERS ------------------------MANUFACTURING ----------------------

103
ioa

$
4.78
4,. 78

$
4.60
4.60

$
$
4.41- 5.13
4.41- 5.13

CARPENTERS. MAINTENANCE ----------MANUFACTURING ---------------------

39
36

5.72
5.76

5.38
5.39

4.97- 6.11
4.97- 6.22

-

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

178
168

6.31
6.23

5.91
5.85

5.37- 7.73
5.29- 7.12

-

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

57
42

5.56
5.66

5.47
5.47

5.10- 5.64
5.24- 5.6]

6
*

3

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

130
130

5.62
5.62

5.50
5.50

5.27- 5.77
5.27- 5.77

.

-

MECHANICS. AUTOMOTIVE
(MAINTENANCE) -----------------------NONMANUFACTURING ---------------PUBLIC UTILITIES --------------

42
31
28

6.54
6.77
6.94

7.10
7.10
7.19

5.40- 7.46
6.50- 7.37
6.95- 7.46

MECHANICS. MAINTENANCE -----------MANUFACTURING ---------------------

248
229

5.96
5.84

5.55
5.35

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

69
69

7.08
7.08

PAINTERS, MAINTENANCE ------------MANUFACTURING ---------------------

37
37

5.61
5.61

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

91
86

6.43
6.42

TOOL ANO DIE MAKERS----------------MANUFACTURING ---------------------

251
251

7.13
7.13

See footnotes at end of tables.




-

1
)

7
7

12
11

31
31

14
14

5
5

21
21

-

5
5

3
3

“

-

4
4

9
9

_

-

10
7

2
2

3
3

2
2

1
1

2
2

1
1

1
1

-

*

23
23

14
14

14
14

18
18

10
10

11
11

2
2

4
4

2
2

1C
10

18
18

1

3
3

3
3

8
8

13
13

5
5

1
1

1
-

-

-

1
1

-

-

24
24

2
2

12
12

49
49

17
17

5
5

-

_

_

4

“

4

16
16

4

3
3
2

_

_
-

-

4
4
4

4

-

6
6

18
18

-

-

-

”

-

-

-

2
2

-

-

-

-

-

-

-

2
2

-

_

-

*

“

1
1

-

-

3
2

-

-

-

3
2
2

17
17

21
21

32
32

24
24

10
10

-

-

-

-

*
~

”

1

"

_

-

-

2
2
2

5
5

2
2

2
2

1
1

-

_

“

-

9
9

3
3

-

-

i

_

-

1

-

-

-

-

_

-

“

-

-

Si
51

-

_

“

“

-

-

“

5.04- 7.01
4.95- 7.01

-

-

12
12

10
10

3
3

8
8

7.69
7.69

6.42- 7.69
6.42- 7.69

-

-

_

-

-

-

“

-

“

*

9
9

*

*

*

-

5.12
5.12

4.95- 5.7?
4.95- 5.7?

-

-

-

-

-

6
6

8
8

4

-

1
1

4

5
5

1
1

6.55
6.55

5.22- 7.69
5.19- 7.69

-

-

-

-

_

-

-

-

-

-

9
9

13
13

15
13

6
6

7.95
7.95

5.69- 7.95
5.69- 7.95

-

-

-

-

-

-

1
1

3
3

8
8

18
18

*
-

12
12

“

-

*

-

3
3
4
4

"
5
1

1
1

_

_

_

-

-

-

1
1

1
1

2
2

-

4
4

-

-

-

2
2

48
39

-

1
1

-

-

-

5

6
6

_
-

-

6
6
6

7
7
7

5
1
1

3

3

3

55
43

-

14
14

36
36
_

-

-

7
7
_

-

10
7

35
35

4

4

-

15
15

-

-

_

_

-

-

-

-

-

-

_

-

-

-

-

-

-

-

-

136
136

13
13

Hourly earnings3
Number

Occupation and industry division
workers

Mean 2

M edian2

Middle range 2

Number of workers receiving straight-time hourly earnings of—
$
i
*
S
*
*
t
i
S
$
$
*
S
i
*
$
S
$
$
f
2.20 2.30 2.40 2.50 2.60 2 . 8 0 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 h .60 4.80 S.00 5.20 5.40 5.60 5.80 6.20 6.60
and
under
2.3Q_ 2.40 2.50 2.60 2,8Q 3,op 3,20 ?,4f) 3.60 3.80 4.00 4.20 4.4Q. 4.60 4.80 5.00 5.20 5.40 5.60

all workers

$
$
2.35- 3.78
3.50- 5.BI

39

4.31

3.75- 6.52

3.08
4.07
2.61
4.97

281
239

ORDER FILLERS -------------------------MANUFACTURING ---------------------

287
100

$
3.20
4,50

$
2.50
3.99

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

VO

4.68

JANITORS, PORTERS, AND CLEhNERS
MANUFACTURING --------------------NONMANUFACTURING ----------------PUBLIC UTILITIES -------------

BIB
264
55**
46

LABORERS, MATERIAL HANDLING ---MANUFACTURING ---------------------

GUARDS AND WATCHMEN ----------------MANUFACTURING --------------------GUARDS!

40
*

41
1

49
5

3
1

7
6
6

14
14

-

-

-

-

-

3
3

8

14

2

14

-

-

-

-

-

3

25
16
9

70
67
3

36
25
11
10

23
20
3

-

-

8

52
51
1

3
3
-

-

31
8
23
23

11
11
11

28
28

4
4

33
33

7
7

15
15

47
47

42
42

15
15

12

-

-

2
2

_

_

-

16
16

_

-

-

1
1

14
2

1
1

34
34

*

1
1

46
45

12
12

3
2

24
24

1
1

2
2

5
5

33
33

5
5

1

_

6

8
8

1
1

5
5

3
3

7
4
3

23
23

9
9
“

25
25

6
6

92
92

20
20

16

6
5

2 .SO
4.04
2.30
5.01

26 o
260

43
7
36

4.25
4.03

4.00
4.00

3.34- 4 .6o
3.34- 4.24

-

-

1
1

1
1

8
1

90
7B

3.96
3.96

4.27
4.27

3.34- 4.29
3.34- 4.29

_

-

-

-

-

10
10

PACKERS, SHIPPING ------------------MANUFACTURING ---------------------

214
139

3.17
3.63

2.95
3.52

2.3o- 3 .Bo
2.95- 4.28

1
-

72
-

_

-

-

RECEIVING CLERKS --------------------MANUFACTURING ---------------------

50
39

4.23
4.34

4.40
4.49

3.68- 4 .5i
4«01-

-

-

_

_

TRUCKORIVERS --------------------------MANUFACTURING --------------------NONMANUFACTURING ----------------

224
45
179

5.93
5.02
6.16

6.80
4.75
b.87

4.56- 6.87
4.19- 6.36
5.40- 6.87

TRUCKERS, POWFR (FORKLIFT) ----MANUFACTURING ---------------------

313
301

4.75
4.76

4.29
4.29

4.13- 5.3)
4.16- 5.31

WAREHOUSEMEN --------------------------MANUFACTURING ---------------------

82
49

4.30
4.23

4.13
4.13

3.95- 4.5o
3.77- 4.55




8
2

24
24
-

-

68
1
67

See footnotes at end of tables.

16
16

4

-

59
59

_

11
8

18
17
1

-

46
46

-

-

8
S

9

-

3.98
4.34
2.50
5.03

-

9
9

24
8
16

-

2.203.722.204.62-

manufacturing

9
“

fl

-

7

-

_

9
9

-

-

c

5
5

14
14

_
-

9
9

•

“

16
13

3
3

5
5

_

4
1
3

14
o

8
4
4

5
3
2

3
3
*

25
25

17
17

35
35

6
6

-

_

22
22

10

-

-

*
-

-

fl
8
-

6,20 6.60 7.00

1
1
1

5

24

2
2

17
17

34
7

-

_
*

_

*
-

-

*

5

24
24

17
17
*"

-

.

-

*

-

5
5

1
1
14
14
-

1
*
8
8

-

-

-

-

-

*

~

1
1

*

-

-

-

“

*

4
4
-

138
8
130

11
11

61
61

5

_

-

-

*

1

_

2
2

-




Table A-6. Average hourly earnings of maintenance, powerplant,
custodial, and material movement workers, by sex.
in Trenton, N.J., September 1975
Sex, occupation, and industry division

Number
of
workers

(me an^ )
hourly
earnings3

maintenance , and powerplant

Number
of
workers

Average
(m ean2 )
hourly
earnings2

CUSTODIAL AND MATERIAL MOVEMENT
OCCUPATIONS - MEN— CONTINUED

OCCUPATIONS - MEN
$
^*76
39

5.72

177
167

6.31
6.23

57
92
130
130
MECHANICS. AUTOMOTIVE

Sex, occupation, and industry division

GUARDS AND WATCHMEN— CONTINUED
GUARDS:

00

$

JANITORS. PORTERS. AND CLEANERS ----

519
238

3.92

43

“'•00

5.66 LABORERS* MATERIAL HANDLING — — —

278

9.25

r-£
5 62
5.62

69

.

92
JO

no

,,, n r- -x.
7.06
7.08
37

6.16

5.61
5.61

-X/-X.-X

/ -»r4*^3

7*13
CUSTODIAL AND MAT-RIAL MOVEMENT
OCCUPATIONS - MEN

CUSTODIAL AND MATERIAL MOVEMENT
OCCUPATIONS - WOMEN
JANITORS, PORTERS, AND CLEANERS:

...Arxrx,-. .. rx ,,. T^

98

3 10
9.97

See footnotes at end of tables.

Earnings data in table A-6 relate only to workers whose sex
identification was provided by the establishment. Earnings data in
tables A-4 and A - 5, on the other hand, relate to all workers in an
occupation. (See appendix A for publication criteria.)

26

34




Table A-7. Percent increases in average hourly earnings for selected
occupational groups, adjusted for employment shifts,
in Trenton, N.J., for selected periods
Industry and occupational
group

September 1972
to
September 1973

September 1973
to
September 1974

September 1974
to
September 197 5

A ll industries:
Office clerical (men and women)--------------------Electronic data processing (men and women)____
Industrial nurses (men and women)______________
Skilled maintenance trades (men)_____ __ __
Unskilled plant workers (men)--- --------- __ __

7.0
**
4.7
7.6
7.1

*8.1
*9.0
*10.3
*8.5
8.2

8.1
8.8
6.8
7.2
8.7

Manufacturing:
Office clerical (men and women)_________________
Electronic data processing (men and wom en)----Industrial nurses (men and women) _ ____ __ —
Skilled maintenance trades (men)___ __ __ __ __
Unskilled plant workers (men)__ __
__ __ __

5.8
4.7
7.5
7.7

8.3
* Jjt*
*10.3
8.4
*8.8

7.5
***
6.8
7.1
8.3

Nonmanufacturing:
Office clerical (men and women)_________________
Electronic data processing (men and wom en)____
Industrial nurses (men and women)___ __ __ __
Skilled maintenance trades (men)-------------------Unskilled plant workers (men)__ ____ ____ __

***
**
***
***
5.7

sjesjc*
***
***
***
*7.1

***
***

**

*
Revised estimate.
** Data not available.
*** Data do not meet publication criteria.

NOTE: The percent increases presented in this table are based on changes in average
hourly earnings for establishments reporting the trend jobs in both the current and previous
year (matched establishments). They are not affected by changes in average earnings
resulting from employment shifts among establishments or turnover of establishments
included in survey samples. The percent increases, however, are still affected by factors
other than wage increases. Hirings, layoffs, and turnover may affect an establishment
average for an occupation when workers are paid under plans providing a range of wage rates
for individual jobs. In periods of increased hiring, for example, new employees enter at the
bottom of the range, depressing the average without a change in wage rates.
These wage trends are not linked to the wage indexes previously published for this
area because the wage indexes measured changes in area averages, whereas these wage
trends measure changes in matched establishment averages. Other characteristics of these
wage trends which differ from the discontinued indexes include (1) earnings data of office
clerical workers and industrial nurses are converted to an hourly basis, (2) trend estimates
are provided for nonmanufacturing establishments, where possible, and (3) trend estimates
are provided for electronic data processing jobs.
For a more detailed description of the method used to compute these wage trends, see
"Improving Area Wage Survey Indexes," Monthly Labor Review, January 1973, pp. 52-57.

***
***

B. Establishment practices and supplementary wage provisions
Table B-1. Minimum entrance salaries for inexperienced typists and clerks in Trenton, N.J., September 1975
Inexperienced typists

Other inexperienced clerical w orkers5

Manufacturing
Minimum weekly straight-time salary4

Nonmanufacturing

Based o standard weekly hours 6 of—

All
All
schedules

40

All
schedules

40

96

46

XXX

so

ESTABLISHMENTS HAVING A SPECIFIED
MINIMUM -----------------------------------------

28

17

13

11

3

2
“

-

-

.
-

-

4
3
3
3
4
2
4
1
-

.
3
3
3
2
1
2
-

2
1
2
-

1
1
1
-

1
-

-

-

-

-

*82.50
*85.00
*87.50
*90.00
*92.50
*95.00
*97.50
*100.00
*105.00
*110.00
*115.00
*120.00
*125.00
*130.00
*135.00
*140.00
*145.00
*150.00
*155.00
*160.00
*165.00
*170.00
*175.00
*180.00
*185.00
*190.00
*195.00

AND
AND
AND
AND
AND
AND
AND

UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER

AND
AND
AND
AND
AMD
AND
AND
AND
AND
AND
AND
AND
and

AND
AND
AND
AND
AND
AND
AND

*85.00 --------------*87.50 --------------*90.00 --------------*92.50 ---- ---------*95.00 --------------*97.50 --------------*100.00 - — --------

UNOER
UNDER
UNOER
UNDER
UNOER
UNDER
UNDER
UNDER
UNOER
UNOER
UNDER
UNDER
UNDER
UNDER
UNDER
UNOER
UNDER
UNDER
UNDER
UNDER

*105.00
*110.00
*115.00
*120.00
*125.00
*130.00
*135.00
*140.00
*145.00
*150.00
*155.00
*160.00
*165.00
*170.00
*175.00
*1 3 0 .Oo
*185.00
*190.00
*195.00
*200.00

------------------------------------------------------------------------------------------- ----------------------- -—
---------------- -----------------------------------------------------------— -------------------

-

-

-

1
-

-

-

-

-

_
2
3
1
2
1
1
-

1
-

AXX

-

-

-

-

All
industries

XXX

Nonmanufacturing

Based on standard weekly hours 6 ofAll
schedules

35

37 ‘/a

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

establishm ents studied

Manufacturing

40

37 Va

All
schedules

40

35

37‘/a

XXX

9b

46

XXX

xxx

50

XXX

XXX

3

3

40

24

19

3

16

5

5

4

2
-

-

1
1
4
i

_

8
-

4
-

_
2
1
_
-

1
_
•
4
-

.
.
1
-

3
1
5
4
4
1
3

?

.
.
.
•

1
1
1

-

.
2
1
-

-

-

«.

-

-

.

-

-

-

2

2

2

-

-

-

-

-

1

i
U

4
?
?

_

4
2
4
2
2
1
_

1

1

1

1

1

1

1
1
.
.
-

4
i
4
-

1

i
•
i

1
_
•
_
_
•

2
1
1

_

_

-

-

_
-

.
1
1
•

xxx _

•

.
.

_
_

_
•
_
_

-

-

-

•

_

-

-

_

.
.
•
.

2

2

2

ESTABLISHMENTS HAVING NO SPECIFIED
MINIMUM — ------------- ---------------------- -

13

9

XXX

4

XXX

XXX

xxx

24

13

XXX

xxx

11

XXX

XXX

XXX

ESTABLISHMENTS WHICH DID NOT EMPLOY
WORKERS IN THIS CATEGORY ---------------

55

20

XXX

35

XXX

XXX

XXX

32

9

xxx

xxx

23

xxx

xxx

XXX

See footnotes at end of tables.







Table B-2. Late shift pay provisions for full-time manufacturing
plant workers in Trenton, N.J., September 1975
(All full-time manufacturing plant workers = 100 percent)
Workers on late shifts

A ll workers 7

Third shift

Second shift

Third shift

Second shift

IN ESTABLISHMENTS WITH LATE SHIFT PROVISIONS -------

NO. 3

87.9

15.5

A .8

WITH NO PAY DIFFERENTIAL FOR LATE SHIFT wORK ------WITH PAY DIFFERENTIAL FOR LATE SHIFT WORK ----* -----UNIFORM CENTS-PER-HOUR DIFFERENTIAL -----------------uniform percentage d if fe r e n tia l -----------------------OTHER DIFFERENTIAL --------------------------------------------

_
90.3
A5.5
38. 7
6.1

_
87.9
A5.2
Jo • b
12.2

15.5
».l
6.6
.a

4 .a
3.2
1• u
.6

13. A
7.9

17.3
1J . U

13.1
7.0

1A.9
9.7

PERCENT OF WORKERS

-

AVERAGE PAY DIFFERENTIAL
UNIFORM CENTS-PER-HOUR DIFFERENTIAL --------------------UNIFORM PERCENTAGE DIFFERENTIAL --------------------------PERCENT OF WORKERS BY TYPE AND
amount of pay d if fe r e n tia l

UNIFORM CENTS-PE«-HOUR»
5 CFNTS -------------------------------------------------------6 CENTS -------------------------------------------------------7 AND UNDER 8 CENTS ------------------------------------8 CENTS -------------------------------------------------------10 CENTS -----------------------------------------------------11 CENTS -----------------------------------------------------12 AND UNDER 13 CENTS-------- a -----------------------13 CENTS ------------------------------------------------------15 CENTS -----------------------------------------------------16 CENTS -----------------------------------------------------20 CENTS------------------------------------- ---------------25 CENTS -----------------------------------------------------30 CENTS ------------------------------------------------------

A .5
1.9
A .5
.5

6.6
-

7.7
1.0
5.7
1.0
7.5
A .7
-

2.7
1.9
1.8
3. 1
*e.4
.6
13.9
1.0
6.1
8.6
3.2

UNIFORM PERCENTAGE:
A PERCENT ----------------------------------------------------5 PERCENT ----------------------------------------------------8 PERCENT ----------------------------------------------------10 PERCENT --------------------------------------------------15 PERCENT ---------------------------------------------------

.7
15.2
A .8
16.7
1.3

UNIFORM DOLLARS PER-WEEK*
6 DOLLARS -----------------------------------------------------

-

6.8

OTHER DIFFERENTIAL*
FULL DAY’ S PAY FOR REDUCED HOURS ------------------

5 .A

5 .A

See footnotes at end of tables.

-

.7
29.9
-

1.2
.4
1.1
.1
.6
-

1.A
.1
.7
-

1.7
.9
-

.3
.1
.1
•a
.2
(8)

•a
.5
(8)
.3

.1
4.4
1.5

-

.6

-

.i
• s»

.6
.8

Plant workers
Item

All industries

Office workers

Manufacturing

Nonmanufacturing

Public utilities

100

loo

100

_
3
9
*
3
80

l
b
b
-

All industries

Manufacturing

Nonmanufacturing

Public utilities

PERCENT OF WORKERS BY SCHEDULED
WEEKLY HOURS AND DAYS
ALL FULL-TIME WORKERS ---------------20. HOURS-5 DAYS-----------------------------35*>HOURS-5 DAYS-----------------------------36 1/4 HOURS-5 DAYS -----------------------37 HOURS-5 DAYS -----------------------------37 1/2 HOURS-5 DAYS -----------------------38 HOURS-5 DAYS -----------------------------38 3/4 HOURS-5 DAYS -----------------------40 HOURS-5 DAYS -----------------------------42 1/2 HOURS-5 DAYS -----------------------45 HOURS-5 DAYS ------------------------------

100
(9)
4 *
8
1
2
82

( 9)

2

3

86
1
*

39.6

39,7

39,4

( 9)

100

loo

100

100

2

33
12
6
26

73

1
38

_
100
-

16
5
3
33
6
37
-

6
53

b
17

27

-

-

-

40.0

36.0

38.9

37.0

36.3

( 9)

AVERAGE SCHEDULED
WEEKLY HOURS
ALL WEEKLY WORK SCHEDULES ---------------

See footnotes at end o f tables.




Plant workers
Ite m

Office workers

All industries

Manufacturing

Nonmanufacturing

Public utilities

All industries

Manufacturing

Nonmanufacturing

Public utilities

ALL FULL-TIME WORKERS------------

100

loo

100

loo

100

100

100

100

IN ESTABLISHMENTS not prov id ing
PAID HOLIDAYS -------------------------IN ESTABLISHMENTS PROVIDING
PAID HOLIDAYS --------------------------

3

(9)

(9)

-

(9)

(9)

99

100

97

99

99

100

99

99

10.0

10.7

8.2

10.5

10.7

10.7

10.6

10.4

PERCENT UF WORKERS

i

-

AVERAGE NUMBER OE PAID HOLIDAYS
FOR WORKERS IN ESTABLISHMENTS
PROVIDING HOLIDAYS -----------------PERCENT OF WORKERS 3Y NUMBER
OF PAID HOLIDAYS PROVIDED10
I HOLIDAY ----------------------------------5 HOLIDAYS ---------------------------------6 HOLIDAYS ---------------------------------PLUS 1 HALF DAY --------------------7 HOLIDAYS ---------------------------------PLUS 1 HALF DAY --------------------8 HOLIDAYS ---------------------------------9 HOLIDAYS ---------------------------------PLUS ? HALF DAYS -------------------10 HOLIDAYS -------------------------------PLUS 2 HALF DAYS -------------------I I HOLIDAYS -------------------------------12 HOLIDAYS -------------------------------13 HOLIDAYS -------------------------------PLUS 1 HALF DAY --------------------14 HOLIDAYS -------------------------------15 HOLIDAYS --------------------------------

c

2
-

5
(9)
5
-

-

-

-

(9)

is

-

-

4
14
2
30
3
11
14
1
7

4
16
3
29
4
IS
17
(9)
11

99
97
9?
87
87
83
69
37
22
8
7

100
100
99
99
99
96
79
48
?9
11
11

-

16
S
8
1
33
4
7
1
-

7
-

8
47
33
5
-

-

(9)
2
(9)
3
1
5
3
1
28
3
22
30
(9)
(9)
3

3

(9)
4
6
5
2
(9)
26
8
45
(9)
3

100
100
99
99
98
94
90
60
20
3
3
3

99
99
95
89
89
84
82
56
48
3
3
3

-

(9)
2
4
4
1
29
5
34
17
(9)
-

2
-

74
24
*
-

PERCFNT OF WORKFRS BY TOTAL
PAID HOLIDAY TIME PROVIDEDI11
I DAY OR MORE ----------------------------6 DAYS OR MORE --------------------------7 DAYS OR MORE --------------------------7 1/2 DAYS OR MORE------------------—
8 DAYS OR MORF---------------- ---------9 DAYS OR MORE ---------------------------10 DAYS OR MORE -------------------------I I DAYS OR MORE -------------------------12 DAYS OR MORE -------------------------13 DAYS OR MORE -------------------------14 DAYS OR MOPE -------------------------15 DAYS --------------------------------------

See footn otes at end of ta b les.




97
89
74
58
58
53
4b
ii
0
i

99
99
99
93
93
93
86
39
39
5

-

-

99
99
98
95
94
90
87
58
33
3
3
3

99
99
98
98
98
98
98
24
24
-

Plant workers
Item 10

All industries

Manufacturing

Office workers

Nonmanufacturing

Public utilities

All industries

Manufacturing

Nonmanufacturing

Public utilities

Percent of workers
A ll full-time w orkers___ ___ _________

100

100

100

100

New Y ea r’ s Day---------- ----------------------Lincoln's Rirthdqy.
__
Washington’ s Birthday
--.
. ..
Good Friday ...
Easter Sunday
Paster Monday
....
Mother's Day
Memorial Day
........
Fourth of July
_ _
.... Labor Day
Columbus Day_________ ....___________________
Veterans Day
......
Election Day
_
Thanksgiving Day
_ _
Day after Thanksgiving____________________
Christmas Eve
Christmas Eve, half day_______ ___________
Christmas Day
Christmas—New Year's holiday period12___
Extra day during Christmas week_____ ___
New Year's Eve.
New Year's Eve, half day----- --------- ---Floating holiday, 1 day 131T
Floating holiday, 2 days 13_________________
Floating holiday, 3 days 13
Employee's birthday—
Personal holiday, 1 day----- ------------- -----Personal holiday, 2 days__________________

94
3
34
67
3
16
1
95
97
97
9
12
7
97
57
35
5
97
12
3
25
5
18
5
8
11
6
5

98
1
36
87
1
15
.
100
100
100
5
8
6
100
78
46
7
98
17
4
33
7
20
7
3
12
7
6

85
9
30
21
7
18
4
85
89
89
18
21
10
89
7
7
1
96

99
39
86
43
2
99
99
99
79
86
44
99
12

-

-

-

_
99
8

8
1
12

40

-

-

18
10
3
2

-

-

9
10

100
99
15
66
76
(*)
6
(’ )
99
99
99
49
30
19
99
68
25
5
99
5
1
10
3
30
7
2
2
3
2

100
100
(9)
51
87
1
10
_
100
100
100
33
1
9
100
92
37
8
100
9
1
16
6
22
14
1
2
5
3

100
99
32
84
63
(’ )
(’ )
99
99
99
69
66
32
99
39
9
1
99
_

_

100
99
24
98
26
_
99
99
99
97
98
24
99
1
99

_
_

2
(’ )
41

73

_

.

3
3
.
1

.
_

'
See footnotes at end of tables.




Office workers

Plant workers
Item

Public utilities

All industries

Manufacturing

Nonmanufacturing

Public utilities

100

loo

100

100

-

<91

(9)

loo
9A
6

99
99
“

99
99

3
50
17
2
(9)

“
76
21

9

3
97

All industries

Manufacturing

Nonmanufacturing

ALL FULL-TIME WORKFRS ----------------

100

100

100

IN ESTABLISHMENTS NOT PROVIDING
PAID VACATIONS ---------------------------IN ESTABLISHMENTS PROVIDING
PAID VACATIONS ---------------------------LENGTH-OF-TIME payment — ----------PERCENTAGE PAYMENT ---------------------

1

-

2

99
80
20

loo
72
28

9«
98
(9)

99
98
2

99
96
4

6 MONTHS OF SERVICE:
UNDER 1 WEEK --------------------------1 WEEK -----------------------------------OVFR 1 AND UNDER 2 WEEKS -------2 WEEKS ---------------------------------A WEEKS---------------------------- » ----

10
29
6
(9)
(9)

12
35
5

-

A6
31
-

“

5
15
7
1
(9)

3
71
8
1
(9)

4
88
“

1 YEAR OF SERVICE!
1 WEEK -----------------------------------OVFR 1 AND UNDER 2 WEEKS -------2 WEEKS ---------------------------------OVER 2 AND UNDER 3 WEEKS -------3 WEEKS ---------------------------------OVER 3 AND UNDER A WEEKS -------A WEEKS ----------------------------------

58
7
27
2
5
(9)
(9)

52
9
28
3
7
-

71
2
23
1
(9)

15
8
71

17
(9)
77
6
-

23
(9)
76
-

2 YEARS OF SERVICE:
l WEEK -----------------------------------OVER I AND UNDER 2 WEEKS -------2 WEEKS ---------------------------------OVER 2 AND UNDER 3 w E e k S -------3 WEEKS ---------------------------------OVER 3 AND UNDER A WEEKS -------A WEEKS ----------------------------------

3b
15
A1
2
5
(9)
<9)

30
19
AO
3
8
-

A7
5
A3
2
(9)
1
(9)

2
7
78
8

3 YEARS OF SERVICE:
1 WEEK -----------------------------------OVER 1 AND UNDER 2 WEEKS -------2 WEEKS ---------------------------------OVER 2 AND UNDER 3 WEEKS -------3 WEEKS ---------------------------------OVFR 3 AND UNDER z» WEEKS-------A WEEKS ----------------------------------

2
8
73
10
6
(9)
(9)

9
70
1A
8
-

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

2
6
73
11
6
(9)
(9)

7
70
IS
8
“

PF.RCENT OF WORKERS
. 100
(9)

(9)

AMOUNT OF PAID VACATION AFTER:14

See footnotes at end o f ta b le s .




7
5
80
2
2
1
(9)
7
4
81
2
2
1
(9)

-

5
-

-

5
-

7
80
8
-

5
-

87
8
5

-

-

(9)

-

78
13
(9)

-

-

(9)

-

2
(9)
81
13
A
(9)

A
1
71
7
17
(9)

6
2
6A
3
25

(9)
(9)
80
13
7

-

(9)

4
i
71
7
17
(9)

6
2
6A
3
25
-

(9)
(9)
80
13
7
(9)

7
1
71
6
15

25

11
2
63
-

-

“

-

99
“
99
-

“
99
“
-

Plant workers
Item

All industries

Manufacturing

Office workers

Nonmanufacturing

Public utilities

All industries

Manufacturing

Nonmanufacturing

Public utilities

AMOUNT OF PAID VACATION AFTER14CONTINUED
5 YEARS OF SERVICE!
1 WEEK ------------------------------------OVER 1 AND UNDER 2 WEEKS -------2 WEEKS ----------------------------------OVER 2 AND UNDER 3 WFEKS --------3 WEEKS ----------------------------------OVER 3 AND UNDER A WEEKS--------A WEEKS ----------------------------------10 YEARS OF SERVICE!
1 WEEK -----------------------------------OVER 1 AND UNDER 2 WEEKS -------2 WEEKS ----------------------------------OVER 2 AND UNDER 3 WEEKS -------3 WEEKS ----------------------------------OVER 3 AND UNDER A WEEKS --------A WEEKS ----------------------------------OVER A AND UNDER 5 WEEKS --------12 YEARS OF SERVICE!
1 WEEK ------------------------------------OVER 1 AND UNDER 2 WEEKS --------2 WEEKS ----------------------------------OVER 2 AND UNDER 3 WEEKS -------3 WEEKS ---------------------------------OVER 3 AND UNDER A WEtKS --------A WEEKS ----------------------------------OVER A AND UNDER 5 WEEKS -------15 YEARS OF SERVICE!
1 WEEK----- ---------------------- ------OVER 1 AND UNDER 2 WEEKS --------2 WEEKS ----------------------------------OVER 2 AND UNDER 3 WEEKS --------3 WEEKS ----------------------------------OVER 3 AND UNDER A WEEKS --------A WEEKS---------— ---- — * — ---------OVER A AND UNDER 5 WEEKS --------5 WEEKS ----------------------------------20 YEARS OF SERVICE!
1 WEEK ------------------------------------2 WEEKS-------------‘--------------------OVER 2 AND UNDER 3 WEEKS -------3 WEEKS----------- -----------------------OVER 3 AND UNDER A WEEKS --------A WEEKS ---------------------------------OVER A AND UNDER 5 WEEKS --------5 WEEKS---------------------- ----------OVER 5 AND UNDER 6 WEEKS ---------

See footnotes at end of tables.




2

-

(9)

1
66
8

66

7
23
(9)

25
“
-

2

-

(9)
5
S
71

1
2

1

8

7
-

7
72
11
8

-

2

-

(9)
5
5
71
9
7
-

1
2

2
4
2

A8
A
38
1

(9)
2

A
2

15
58
18
1

7
72
11
8

“

3
16
3
(9)

87
13
-

A
bb
4
32
3
(9)

7
1A
«
67
3
7
“

87
13
-

(9)
4

7
13
63
3
7
-

85
13

(9)
4

7
66

2

2

(9)
70
2
20

1

(9)
70
2
20

3

7
13
26
28
22
2

7
80
5
8

-

(9)
60
3
29
*

(9)

2

98
-

-

6

26
5
63
”

(9)
4
-

-

7
2
59
3

4
50
39

2A

2

(9)
2
82
9
7

6
1

-

1

-

2

-

-

8

(9)
-

98
*

1

-

99
-

81
9
7

(9)
A

-

85
5
2

(9)
67
7
19
7
(9)

(9)
60
3
29

-

2
1

71
16

6
1

3

A5
5
A0
3

10

-

"

7
13
A5
1

?

44
-

3

3
50
5
A2
-

30

6

A8

6

2
69
6

13
7
2
(9)
2

10
5
69
7
7

2

98
-

2

3
95
-

Plant workers
Item

A ll industries

Manufacturing

Office workers

Nonmanufacturing

Public utilities

All industries

M anuf actur ing

No nm ariufactur ing

Public utilities

AMOUNT OF PAID VACATION AFTER14CONTINUED
’ 5 YEARS OF SERVICE:
1 WEEK -----------------------------------2 WEEKS ----------------------------------OVER 2 AND UNDER 3 <*EEKS -------3 WEEKS ----------------------------------OVER 3 ANO UNDER A WEtKS -------4 WEEKS ---------------------------------OVER 4 ANO UNDER 5 WEt-KS-------S WEEKS ----------------------------------OVER 5 AND UNDER 6 WEEKS -------ft WEFKS -----------------------------------

28
3
46
1
1

30 YEARS OF SERVICE:
1 WEEK -----------------------------------? WEEKS ----------------------------------OVER 2 AND UNDER 3 WEEKS -------3 WEEKS ----------------------------------OVER 3 AND UNDER 4 WEEKS -------4 WEEKS ----------------------------------OVER 4 AND UNDER 5 WEEKS -------5 WEEKS ----------------------------------OVER 5 AND UNDER 6 WEEKS -------6 WEFKS -----------------------------------

2
4
2
13
22
3
48
1
S

MAXIMUM VACATION AVAILABLE:
I WEEK -----------------------------------? WEFKS ---------------------------------OVER 2 AND UNDER 3 WEEKS -------3 WEEKS ----------------------------------OVER 3 AND UNDER 4 WEEKS -------4 WEEKS ----------------------------------OVER 4 AND UNDER 5 WEEKS -------5 WEEKS ----------------------------------OVER S AND UNDER 6 wEcKS -------6 WEEKS ----------------------------------7 WEEKS ----------------------------------A WEEKS -----------------------------------

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




2
4
2
13

2
4
2
13
3
48
1
5
-

3
7
“
36
4
48
2

_

7
13
“
26
10

2

40
2
*

84
8
*

3
7
“
28
4
51

7
13
“
26
10
40

7

d
~

3
7
“
28
4
51

7
13
26
10
“
40
2.

7

7

-

_
“
7
2
84
8

7
2
84
8

<9)
4
6
2
31
6
50
-

(9)
4
6
2
30
6
45
7
(9)
4
6
2
30
6
45
6
(9)
1

6
4
14
5
70
-

(9)
2
7
5
52
8
26
*

6
4
11
5
60
12

(9)
2
7
5
52
7
26
-

6
4
n

5
60

_

11

2

(9)
2
7
5
52
7
26
(9)

2
3

95
*

.
2
3

95
-

2
.
3

•
95
•
-

Plant workers
Item

Office workers

All industries

Manufacturing

Nonmanufacturing

Public utilities

All industries

M anuf actur ing

Nonmanufacturing

Public utilities

ALL FULL-TIME WORKERS ----------------

100

100

100

100

100

100

100

100

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

99

100

98

99

99

100

99

99

97

91

loo
95

91
81

99
69

97
89

100
92

94
85

99
79

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

76
72

79
75

69
66

69
69

67
61

62
55

74
69

79
79

SICKNESS AND ACCIOENT INSURANCE
OR SICK LEAVE OR BOTH15------------------

66

63

71

93

82

92

70

99

54
49

62
55

35
35

46
46

54
47

77
64

25
25

21
21

23

16

41

45

64

84

40

27

4

2

10

40

9

2

18

72

LONG-TERM DISABILITY
INSURANCE -------------------------------------noncontributory PLANS ------- ----------

27
23

35
?9

10
b

31
31

48
25

68
30

24
18

21
21

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

99
90

loo
92

98
84

99
99

99
74

100
63

99
88

99
99

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

99
90

100
92

96
84

99
99

99
79

100
63

99
88

99
99

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

99
90

100
92

96
84

99
99

99
74

63

99
88

99
99

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

67
61

65
57

72
69

86
86

95
65

97
57

92
74

99
99

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

20
20

18
18

24
24

15
15

12
12

14
14

9
9

-

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

88
74

98
79

66
62

91
91

92
55

97
51

86
61

98
98

PERCENT OF WORKERS

LIFF INSURANCE -------------------------------NONCONTRIRUTOPY PLANS ------------------

SICKNESS AND ACCIOENT
INSURANCE------------------------ ---------NONCONTRIBUTORY PLANS ---- ----- -—
SICK LEAVE (FULL PAY AND NO
WAITING PERIOD) -------------------------SICK LEAVE (PARTIAL PAY OR
WAITING PERIOD) ------------------------

See footnotes at end of tables.




Footnotes
A ll of these standard footnotes may not apply to this bulletin.

1 Standard hours r e fle c t the w orkw eek fo r which em p loyees r e c e iv e th e ir reg u la r s tra ig h t-tim e s a la r ie 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 p rem iu m ra te s ), and the earn in gs corresp o n d to th ese w eek ly hours.
2 The m ean is com puted fo r each job by totalin g the earn in gs of a ll w o rk ers and dividing by the num ber o f w o r k e r s .
The m edian
designates position — h a lf of the em p loyees su rveyed r e c e iv e m o re and h a lf r e c e iv e le s s than the rate shown.
Th e m id d le range is defin ed
by two ra tes o f pay; a fou rth o f the w o rk e rs earn le s s than the lo w e r of these rates and a fou rth ea rn m o r e than the h igh er ra te.
3 E xclu des p rem iu m pay fo r o v e rtim e and fo r w ork on w eeken ds, h olid ays, and late shifts.
4 T h e s e s a la r ie s re la te to fo r m a lly estab lish ed m inim um startin g (h irin g ) reg u la r s tra ig h t-tim e s a la rie s that a re 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 ork w eek s com bined, and fo r the m ost com m on standard w o rk w eek s rep o rted .
7 Includes a ll plaint w o rk e rs in establishm ents c u rre n tly operatin g la te sh ifts, and establishm ents whose fo r m a l p ro v is io n s c o v e r la te
shifts, even though the establish m en ts w e re not c u rre n tly operatin g la te sh ifts.
8 L e s s than 0.05 p ercen t.
9 L e s s than 0.5 p ercen t.
10 F o r purposes o f this study, pay fo r a Sunday in D ecem b er, n egotia ted in the autom obile in d u stry, is not tre a te d as a paid h olid ay.
11 A l l com binations of fu ll and h a lf days that add to the sam e amount a re com bined; fo r ex a m p le, the p ro p o rtio n of w o rk e rs re c e iv in g
a total o f 9 days includes those with 9 fu ll days and no h a lf 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 r e cumulated.
12 A C h ristm a s—N ew Y e a r h oliday p erio d is an unbroken s e r ie s o f holidays which includes C h ristm a s E ve, C h ristm a s Day, N ew Y e a r 's
E ve, and N ew Y e a r 's Day.
Such a holiday p e rio d is com m on in the autom obile, a erosp a ce, and fa r m im p lem en t in d u stries.
13 " F lo a tin g " h olidays v a r y fr o m y e a r to y e a r a cco rd in g to e m p lo y e r or em ployee choice.
14 Includes paym ents oth er than "len gth of t i m e , " such as p ercen ta ge of annual earnings o r fla t-s u m paym en ts, c o n v e rte d to an
equivalent tim e b a s is ; fo r exa m p le, 2 p ercen t o f annual earnings was con sid ered as 1 w e e k 's pay. P e r io d s of s e r v ic e a re chosen a r b it r a r ily
and do not n e c e s s a r ily r e fle c t in dividu al p ro v is io n s fo r p ro g re s s io n ; fo r exam p le, changes in p rop ortion s at 10 y e a r s include changes betw een
5 and 10 y e a r s . E stim a tes a re cum ulative. Thus, the p rop ortion e lig ib le fo r at lea st 3 w e e k s ' pay a fte r 10 y e a r s in clu des th ose e lig ib le fo r
at lea st 3 w e e k s ' pay a fte r fe w e r y e a r s o f s e r v ic e .
15 E stim a tes lis te d a fte r type of ben efit a re fo r a ll plans fo r which at le a s t a part of the cost is born e by the e m p lo y e r. "N o n co n trib u to ry
plan s" include only those financed e n tire ly by the e m p lo y e r.
E xcluded a re le g a lly req u ired plans, such as w o rk m e n 's com pen sation , s o c ia l
secu rity, and r a ilr o a d re tire m e n t.
18 U nduplicated to ta l of w o rk e rs r e c e iv in g sick le a v e o r sickness and accident insurance shown s e p a ra te ly b elo w . S ick le a v e plans a re
lim ite d to those w hich d e fin ite ly estab lish at le a s t the m inim um num ber o f days' pay that each em p lo y e e can exp ect.
In fo rm a l sick le a v e
allow an ces d eterm in ed on an individu al basis a re excluded.




Appendix A
Area wage and related benefits data are obtained by personal visits of Bureau fielcl represent­
atives at 3-year intervals. 1 In each of the intervening years, information on employment and
occupational earnings is collected by a combination of personal visit, mail questionnaire, and tele­
phone interview from establishments participating in the previous survey.

workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts in
employment could decrease an occupational average even though most establishments in an area
increase wages during the year. Trends in earnings of occupational groups, shown in table A - 7,
are better indicators of wage trends than individual jobs within the groups.

In each of the 83 1
2 areas currently surveyed, data are obtained from representative estab­
lishments within six broad industry divisions: Manufacturing; transportation, communication, and other
public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major
industry groups excluded from these studies are government operations and the construction and
extractive industries. Establishments having fewer than a prescribed number of workers are omitted
because of insufficient employment in the occupations studied. Separate tabulations are prorvided for
each of the broad industry divisions which meet publication criteria.

Average earnings reflect composite, areawide estimates. Industries and establishments differ
in pay level and job staffing, and thus contribute differently to the estimates for each job. Pay
averages may fail to reflect accurately the wage differential among jobs in individual establishments.

These surveys are conducted" on a sample basis. The sampling procedures involve detailed
stratification of all establishments within the scope of an individual area survey by industry and number
of employees. From this stratified universe a probability sample is selected, with each establishment
having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater
proportion of large than small establishments is selected. When data are combined, each establishment
is weighted according to its probability of selection,, so that unbiased estimates are generated. For
example, if one out of four establishments is selected, it is given a weight of four to represent itself
plus three others. An alternate of the same original probability is chosen’ in the same industry-size
classification if data are not available for the origirfal sample member. If no suitable substitute is
available, additional weight is assigned to a sample member that is similar to the missing unit.
Occupations and Earnings
Occupations selected for study are common to a variety of manufacturing and nonmanufacturing
industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3)
maintenance and powerplant; and (4) custodial and material movement. Occupational classification is
based on a uniform set of job descriptions designed to take account of interestablishment variation
in duties within the same job. Occupations selected for study are listed and described in appendix B.
Unless otherwise indicated, the earnings data following the job titles are for all industries combined.
Earnings data for some of the occupations listed and described, or for some industry divisions within
occupations, are not presented in the A -series tables, because either (1) employment in the occupation
is too small to provide enough data to merit presentation, or (2) there is possibility of disclosure of
individual establishment data. Separate men's and women's earnings data are not presented when the
number of workers not identified by sex is 20 percent or more of the men or women identified in an
occupation. Earnings data not shown separately for industry divisions are included in all industries
combined data, where shown. Likewise, data are included in the overall classification when a sub­
classification of electronics technicians, secretaries, or truckdrivers is not shown or information to
subclassify is not available.
Occupational erriployment and earnings data are shown for full-time workers, i.e., those hired
to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on
weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances
ahd incentive bonuses are included. Weekly hours for office clerical and professional and technical
occupations refer to the standard workweek (rounded to the nearest half hour) for which employees
receive regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates).
Average weekly earnings for these occupations are rounded to the nearest half dollar.
These surveys measure the level of occupational earnings in an area at a particular time.
Comparisons of individual occupational averages over time may not reflect expected wage changes.
The averages for individual jobs are affected by changes in wages and employment patterns. For
example, proportions of workers employed by high- or low-wage firms may change, or high-wage
1 Personal visits were on a 2-year-cycle before July 1972.
2 Included in the 83 areas are 13 studies conducted by the Bureau under contract.
These areas are Akron, Ohio; Austin, T ex .; Binghamton,
N. Y . — P a .; Birmingham, A la . ; Fort Lauderdale—Hollywood and West Palm Beach—Boca Raton, F la .; Lexington—Fayette, Ky. ; Melbourne —T itu s v ille Cocoa, F la .; Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, Va. —N. C . ; Poughkeepsie—Kingston—Newburgh, N . Y . ; Raleigh—
Durham, N . C . ; Syracuse, N . Y . ; Utica—Rome, N . Y . ; and Westchester County, N .Y .
In addition, the Bureau conducts more lim ited area studies
in approximately 70 areas at the request o f the Employment Standards Administration o f the U. S. Department o f Labor.




Average pay levels for men and women in selected occupations should not be assumed to
reflect differences in pay of the sexes within individual establishments. Factors which may contribute
to differences include progression within established rate ranges, since only the rates paid incumbents
are collected, and performance of specific duties within the general survey job descriptions. Job
descriptions used to classify employees in these surveys usually are more generalized than those used
in individual establishments and allow for minor differences among establishments in specific
duties performed.
Occupational employment estimates represent the total in all establishments within the scope
of the study and not the number actually surveyed. Because occupational structures among establish­
ments differ, estimates of occupational employment obtained from the sample of establishments studied
serve only to indicate the relative importance of the jobs studied. These differences in occupational
structure do not affect materially the accuracy of the earnings data.
Wage trends for selected occupational groups
The
Annual rates
span between
increased at

percents of change in table A-7 relate to wage changes between the indicated dates.
of increase, where shown, reflect the amount of increase for 12 months when the time
surveys was other than 12 months. Annual rates are based on the assumption that wages
a constant rate between surveys.

Occupations used to compute wage trends are:
Office clerical (men and women):
Bookkeeping-machine operators,
class B
Clerks, accounting, classes A and B
Clerks, file, classes A, B, and C
Clerks, order
Clerks, payroll
Keypunch operators, classes A and B
Messengers
Secretaries
Stenographers, general
Stenographers, senior
Tabulating-machine operators,
class B
Typists, classes A and B
Electronic data processing
(men and women):
Computer operators, classes A, B, and C
Computer programmers, classes A, B,
and C

Electronic data processing (men
and women)— Continued
Computer systems analysts, classes A,
B, and C
Industrial nurses (men and women):
Nurses, industrial (registered)
Skilled maintenance (men):
Carpenters
Electricians
Machinists
Mechanics
Mechanics (automotive)
Painters
Pipefitters
Tool and die makers
Unskilled plant (men):

Janitors, porters, and cleaners
Laborers, material handling
Percent changes for individual areas in the program are computed as follows:
1. Each occupation is assigned a weight based on its proportionate employment in the selected
group of occupations in the base year.
2. These weights are used to compute group averages. Each occupation's average (mean)
earnings is multiplied by its weight. The products are totaled to obtain a group average.
3. The ratio of group averages for 2 consecutive years is computed by dividing the average
for the current year by the average for the earlier year. The results— expressed as a percent— less 100
is the percent change.

Establishment practices and supplementary wage provisions
The B-series tables provide information on establishment practices and supplementary wage
provisions for full-time plant and office workers. "Plant workers'* include working foremen and all
non supervisory workers (including leadmen and trainees) engaged in nonoffice functions. Cafeteria
workers and routemen are excluded from manufacturing, but included in nonmanufacturing industries.
"Office workers" include working supervisors and nonsupervisory workers performing clerical or
related functions. Administrative, executive, professional, and part-time employees are excluded.
Part-time employees are those hired to work a schedule calling regularly for fewer weekly hours than
the establishment's schedule for full-time employees in the same general type of work. The
determination is based on the employer's distinction between the two groups which may take into
account not only differences in work schedules but differences in pay and benefits.

The summary of vacation plans is a statistical measure of vacation provisions rather than a
measure of the proportion of full-time workers actually receiving specific benefits. (See table B-5.)
Provisions apply to all plant or office workers in an establishment regardless of length of service/
Payments on other than a time basis are converted to a time period; for example, 2 percent of
annual earnings are considered equivalent to 1 week's pay. Only basic plans are included. Estimates
exclude vacation bonuses, vacation-savings plans, and "extended" or "sabbatical" benefits beyond basic
plans. Such provisions are typical in the steel, aluminum, and can industries.

Health, insurance, and pension plans for which the employer pays at least a part of the cost
include those (1) underwritten by a commercial insurance company or nonprofit organization, (2)
provided through a union fund, or (3) paid directly by the employer out of current operating funds or
from a fund set aside for this purpose. (See table B-6.) An establishment is considered to have
such a plan if the majority of employees are covered even though less than a majority participate
Minimum entrance salaries for office workers relate only to the establishments visited. (See under the plan because employees are required to contribute toward the cost. Excluded are
legally
required plans, such as workmen's compensation, social security, and railroad retirement.
table B - l.) Because of the optimum sampling techniques used and the probability that large
Sickness and accident insurance is limited to that type of insurance under which predetermined
establishments are more likely than small establishments to have formal entrance rates above the
subclerical level, the table is more representative *of policies in medium and large establishments. cash payments are made directly to the insured during temporary illness or accident disability.
Information is presented for all such plans to which the employer contributes. However, in New
Shift differential data are limited to full-time plant workers in manufacturing industries. (See York and New Jersey, which have enacted temporary disability insurance laws requiring employer
table B-2.) This information is presented in terms of (1) establishment policy 3 for total plant worker contributions,4 plans are included only if the employer (1) contributes more than is legally required,
employment, and (2) effective practice for workers employed on the specified shift at the time of the or (2) provides the employee with benefits which exceed the requirements of the law. Tabulations of
survey. In establishments having varied differentials, the amount applying to a majority is used. In paid sick leave plans are limited to formal plans5 which provide full pay or a proportion of the
establishments having some late-shift hours paid at normal rates, a differential is recorded only if it worker's pay during absence from work because of illness. Separate tabulations are presented
applies to a majority of the shift hours. A second (evening) shift ends work at or near midnight. A according to (I) plans which provide full pay and no waiting period, and (2) plans which provide either
partial pay or a waiting period. In addition to the presentation of proportions of workers provided
third (night) shift starts work at or near midnight.
sickness and accident insurance or paid sick leave, an unduplicated total is shown of workers who
The scheduled weekly hours and days of a majority of the first-shift workers in an establish­ receive either or both types of benefits.
ment are tabulated as applying to all full-time plant or office workers of that establishment. (See
Long t;erm disability insurance plans provide payments to totally disabled employees upon the
table B-3.) Scheduled weekly hours and days are those which a majority of full-time employees are expiration of their paid sick leave and/or sickness and accident insurance, or after a predetermined
expected to work for straight-time or overtime rates.
period of disability (typically 6 months). Payments are made until the end of the disability, a
maximum age, or eligibility 'for retirement benefits. Full or partial payments are almost always
Paid holidays; paid vacations; and health, insurance, and pension plans are treated statistically reduced by social security, workmen's compensation, and private pensions benefits payable to the
as applying to all full-time plant or office workers if a majority of such workers are eligible or may disabled employee.
eventually qualify for the practices listed. (See tables B-4 through B-6.) Sums of individual items in
Major medical insurance plans protect employees from sickness and injury expenses beyond
tables B-2 through B-5 may not equal totals because of rounding..
the coverage of basic hospitalization, medical, and surgical plans. Typical features of major medical
Data on paid holidays are limited to holidays granted annually on a formal basis, which (1) plans are (1) a "deductible" (e.g., $50) paid by the insured before benefits begin; (2) a coinsurance
are provided for in written form, or (2) are established by custom. (See table B-4.) Holidays feature requiring the insured to pay a portion (e.g., 20 percent) of certain expenses; and (3) stated
ordinarily granted are included even though they may fall on a nonworkday and the Worker is not dollar maximum benefits (e.g., $ 10,000 a year). Medical insurance provides complete or partial
granted another day off. The first part of the paid holidays table presents the number of whole and payment of doctors' fees. Dental insurance usually covers fillings, extractions, and X-rays. Excluded
half holidays actually granted. The second part combines whole and half holidays to show total holiday are plans which cover only oral surgery or accident damage. Retirement pension plans provide
payments for the remainder of the worker's life.
time. Table B-4a reports the incidence of the most common paid holidays.
3 An establishment was considered as having a policy if it met either o f the following conditions: (1 ) Operated late .'Lifts at the time o f the
survey, or (2 ) had formal provisions covering late shifts. An establishment was considered as-having formal provisions if it (1 ) had operated late
shifts during the 12 months before the survey, or (2) had provisions in written form to operate late shifts.




4
The temporary disability laws in California and Rhode Island do not require employer contributions.
® An establishment is considered as having a formal plan if it established at least the minimum number of days sick leave available to each
employee.
Such a plan need not be written; but informal sick leave allowances, determined on an individual basis, are excluded.

Establishments and workers within scope of survey and number studied in Trenton, N .J .,1September 1975
Number of establishments
Minimum
employment
in establish­
ments in scope
of study

Industry division2

Workers in establishments
Within scope of study

Within scope
of study *

Studied

Total4

Studied
Number

Percent

Full-time
plant workers

Full-time
office workers

Total4

95

51.A31

100

26,979

9,337

34,062

manufacturing ------------------------------------------------NONMANUFACTUr ING --------------------------------------------

50
-

103
145

AS
5n

31,581
19,850

bl
39

18,750
8,229

TRANSPORTATION, COMMUNICATION, ANU
OTHER PUBLIC UTILITIES 5 ---------------------------WHOLESALE TRADE ----------------------------------------RETAIL TRADE ---------------------------------------------FINANCE. INSURANCE, and real t.STATt ---------SERVICES 8 ----------------------------------------------------

5,136
4,201

23,240
10,622

50
so
so
50
50

10
18
51
IS
50

li
7
19

ft
ft

3,442
1,290
6,351
2,805
5,962

7
3
12
5
12

1,783
<6)
( 6)
<7)
<6)

807
( 8)
<6 )
<6>
<6 )

3,334
620
2,166
2,060
2,742

ALL DIVISIONS ------------------------------------------

1 The Trenton Standard Metropolitan Statistical Area, as defined by the Office of Management and Budget through February 1974, consists of Mercer County. The "workers within scope of study"
estimates shown in this table provide a reasonably accurate description of the size and composition of the labor force included in the survey. Estimates are not intended, however, for comparison
with other employment indexes to measure employment trends or levels since (1) planning of wage surveys requires establishment data compiled considerably in advance of the payroll period studied,
and (2) small establishments are excluded from the scope of the survey.
2 The 1967 edition of the Standard Industrial Classification Manual was used to classify establishments by industry division.
3 Includes all establishments with total employment at or above the minimum limitation. A ll outlets (within the area) of companies in industries such as trade, finance, auto repair service, and
motion picture theaters are considered as 1 establishment.
4 Includes executive, professional, part-time, and other workers excluded from the separate plant and office categories.
5 Abbreviated to "public utilities" in the A- and B-series tables. Taxicabs and services incidental to water transportation were excluded.
6 This division is represented in estimates for "all industries" and "nonmanufacturing" in the A -series tables, and for "all industries" in the B-series tables. Separate presentation of data is
not made for one or more of the following reasons: (1) Employment is too small to provide enough data to merit separate study, (2) the sample was not designed initially to permit separate
presentation, (3) response was insufficient or inadequate to permit separate presentation, and (4) there is possibility of disclosure of individual establishment data.
7 Workers from this entire division are represented in estimates for "all industries" and "nonmanufacturing" in the A -series tables, but from the real estate portion only in estimates for "all
industries" in the B -series tables. Separate presentation of data is not made for one or more of the reasons given in footnote 6.
8 Hotels and motels; laundries and other personal services; business services; automobile repair, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious
and charitable organizations); and engineering and architectural services.

Industrial composition in manufacturing
Three-fifths of the workers within scope of the survey in the Trenton area were
employed in manufacturing firm s. The following presents the major industry groups and
specific industries as a percent of all manufacturing:
Industry groups

Specific industries

Electrical equipment and
supplies___________________ — 22
Machinery, except electrical __12
Chemicals and allied
12
Fabricated metal products__ __11
Rubber and plastics products — 10
___ 9
Stone, clay, and glass
products___________________ .... 5

Electric lighting and wiring
equipment_______________ . Communication equipment ____
Cutlery, hand tools, and
—
Fabricated rubber products
Engines and turbines __________

Plant workers
9
8
fi
6
6

Books -____________________
Service industry machines —

This information is based on estimates of total employment derived from universe
materials compiled before actual survey. Proportions in various industry divisions may
differ from proportions based on the results of the survey as shown in the appendix table.




Labor-management agreement coverage
The following tabulation shows the percent of full-time plant and office workers
employed in establishments in which a union contract or contracts covered a majority of the
workers in the respective categories, Trenton, N.J., September 1975:

A ll industries____________
Manufacturing —______ _
Nonmanufacturing___ —
Public u tilities_____

76
79
69
99

Office workers
14
6

25
95

An establishment is considered to have a contract covering all plant or office
workers if a majority of such workers are covered by a labor-management agreement.
Therefore, all other plant or office workers are employed in establishments that either do
not have labor-management contracts in effect, or have contracts that apply to fewer than
half of their plant or office workers. Estimates are not necessarily representative of the
extent to which all workers in the area may be covered by the provisions of labor-management
agreements, because small establishments are excluded and the industrial scope of the
survey is limited.




Appendix B. Occupational Descriptions
The primary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate
occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and
from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on
interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in
individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed
to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-time, temporary, and probationary workers.

OFFICE
BILLER, MACHINE

CLERKS, ACCOUNTING

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

Performs one or more accounting clerical tasks such as posting to registers and ledgers;
reconciling bank accounts; verifying the internal consistency, completeness, and mathematical accuracy
of accounting documents; assigning prescribed accounting distribution codes; examining and verifying
for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or
assisting in preparing more complicated journal vouchers. May work in either a manual or automated
accounting system.

B iller, machine (billing machine). Uses a special billing machine (combination typing and
adding machine) to prepare bills and invoices from customers' purchase orders, internally prepared
orders, shipping memorandums, etc. Usually involves application of predetermined discounts and
shipping charges and entry of necessary extensions, which may or may not be computed on the billing
machine, and totals which are automatically accumulated by machine. The operation usually involves a
large number of carbon copies of the bill being prepared and is often done on a fanfold machine.
B illerr machine (bookkeeping machine). Uses a bookkeeping machine (with or without a
typewriter keyboard) to prepare customers' bills as part of the accounts receivable operation.
Generally involves the simultaneous entry of figures on customers' ledger record. The machine
automatically accumulates figures on a number of vertical columns and computes and usually prints
automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from
uniform and standard types of sales and credit slips.

The work requires a knowledge of clerical methods and office practices and procedures which
relates to the clerical processing and recording- of transactions and accounting information. With
experience, the worker typically becomes familiar with the bookkeeping and accounting terms and
procedures used in the assigned work, but is not required to have a knowledge of the formal principles
of bookkeeping and accounting.
Positions are classified into levels on the basis of the following definitions.
Class A. Under general supervision, performs accounting clerical operations which require
the application of experience and judgment, for example, clerically processing complicated or
nonrepetitive accounting transactions, selecting among a substantial variety of prescribed accounting
codes and classifications, or tracing transactions though previous accounting actions to determine
source of discrepancies. May be assisted by one or more class B accounting clerks.

BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter keyboard) to keep a record of
business transactions.
Class A . Keeps a set of records requiring a knowledge of and experience in basic bookkeeping
principles, and familiarity with the structure of the particular accounting system used. Determines
proper records and distribution of debit and credit items to be used in each phase of the work. May
prepare consolidated reports, balance sheets, and other records by hand.
Class B. Keeps a record of one or more phases or sections of a set of records usually
requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll,
customers' accounts (not including a simple type of billing described under biller, machine), cost
distribution, expense distribution, inventory control, etc. May check or assist in preparation of trial
balances and prepare control sheets for the accounting department.

Class B . Under close supervision, following detailed instructions and standardized procedures,
performs one or more routine accounting clericsd operations, such as posting to ledgers, cards, or
worksheets where identification of items and locations of postings are clearly indicated; checking
accuracy and completeness of standardized and repetitive records or accounting documents; and coding
documents using a few prescribed accounting codes.
CLERK, FILE
Files, classifies, and retrieves material in an established filing system. May perform
clerical and manual tasks required to maintain files. Positions are classified into levels on the basis
of the following definitions.
Class A. Classifies and indexes file material such as correspondence, reports, technical
documents, etc., in an established filing system containing a number of varied subject matter files.
May also file this material. May keep records of various types in conjunction with the files. May
lead a small group of lower level file clerks.

Revised occupational descriptions for switchboard operator; switchboard operator-receptionist; machine-tool operator, toolroom; and tool and die maker are being introduced
this year. They are the result of the Bureau's policy of periodically reviewing area wage survey occupational descriptions in order to take into account technological developments
and to clarify descriptions so that they are more readily understood and uniformly interpreted. Even though the revised descriptions reflect basically the same occupations as previously
defined, some reporting changes may occur because of the revisions.
The new single level description for switchboard operator is not the equivalent of the two levels previously defined.




SECRETARY— Continued
Class B. Sorts, codes, and files unclassified material by simple (subject matter) headings
or partly classified material by finer subheadings. Prepares simple related index and cross-reference
aids. As requested, locates clearly identified material in files and forwards material. May perform
related clerical tasks required to maintain and service files.
Class C. Performs routine filing of material that has already been classified or which is
easily* classified in a simple serial classification system (e.g., alphabetical, chronological, or
numerical). As requested, locates readily available material in files and forwards material; and may
fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and
service files.
CLERK, ORDER
Receives customers' orders for material or merchandise by mail, phone, or personally.
Duties involve any combination of the following: Quoting prices to customers; makilig out an order
sheet listing the items to make up the order; checking prices and quantities of items on order sheet;
and distributing order sheets to respective departments to be filled. May check with credit department
to determine credit rating of customer, acknowledge receipt of orders from customers, follow up
orders to see that they have been filled, keep file of orders received, and check shipping invoices
with original orders.
CLERK, PAYROLL
Computes wages of company employees and enters the .necessary data on the payroll sheets.
Duties involve: Calculating workers' earnings based on time or production records; and posting
calculated data on payroll sheet, showing information such as worker's name, wbrking days, time,
rate, deductions for insurance, and total wages due. May make out paychecks and assist paymaster
in making up and distributing pay envelopes. May use a calculating machine.
KEYPUNCH OPERATOR
Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating
cards or on tape.
Positions are classified into levels on the basis of the following definitions.
Class A . Work requires the application of experience and judgment in selecting procedures
to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a
variety of source documents. Op occasion may also perform some routine keypunch work. May train
inexperienced keypunch operators.
Class B. Work iB 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 fb be recorded. Refers to supervisor problems arising from erroneous
items or codes or missing information.
MESSENGER

■Exclusions
Not all positions that are titled "secretary" possess the above characteristics.
positions which are excluded from the definition are as follows:
a.

Examples of

Positions which do not meet the "personal" secretary concept described above;

b. Stenographers not fully trained in secretarial type duties;
c. Stenographers serving as office assistants to a group of professional, technical, or
managerial persons;
'd. Secretary positions in which the duties are either substantially more routine or sub­
stantially more complex and responsible than those characterized in the definition;
e. Assistant type positions which involve more difficult or more responsible technical,
administrative, supervisory, or specialized clerical duties which are not typical of secretarial
work.
NOTE: The term "corporate office r," used in the level definitions following, refers to those
officials who have a significant corporate-wide policymaking role with regard to major company
activities.
The title "vice president," though normally indicative of this role, does not in all cases
identify such positions. Vice presidents whose primary responsibility is to act personally on individual
cases or transactions (e.g., approve, or deny individual loan or credit actions; administer individual
trust accounts; directly supervise a clerical staff) are not considered to be "corporate officers" for
purposes of applying the following level definitions.
Class A
1. Secretary to the chairman of the board or president of a company that employs, in all,
over 100 but fewer than 5, 000 persons; or
2. Secretary to a corporate officer (other than the chairman of the board or president) of a
company that employs, in all, over 5,000 but fewer than 25, 000 persons; or
3. Secretary to the head, immediately below the corporate officer level, of a major segment
or subsidiary of a company that employs, in all, over 25,000 persons.
Class B
1. Secretary to the chairman of the board or president of a company that employs, in all,
fewer than 100 persons; or*1
2. Secretary to a corporate officer (other than the chairman of the board or president) of a
company that employs, in all, over 100 but fewer than 5,000 persons; or
3. Secretary to the head, immediately below the officer level, over either a major corporate­
wide functional activity (e.g., marketing, research, operations, industrial relations, etc.) or a major
geographic or organizational segment (e.g., a regional headquarters; a major division) of a company
that employs, in all, over 5,000 but fewer than 25,000 employees; or

Performs various routine duties such as running errands, operating minor office machines
such as sealers or mailArs, opening and distributing mail, and other minor clerical work. Exclude
positions that require operation of a motor vehicle as a significant duty.

4. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of
official) that employs, in all, over 5,000 persons; or

SECRETARY

5. Secretary to the head of a large and important organizational segment (e.g., a middle
management supervisor of an organizational segment often involving as many as several hundred
persons) or a company that employs, in all, over 25,000 persons.

Assigned as personal secretary, normally to one individual. Maintains a close and highly
responsive relationship to the day-to-day work of the supervisor. Works fairly independently
receiving a minimum of detailed supervision and guidance. Performs varied clerical and secretarial
duties, usually including most of the following:
a. Receives telephone calls, personal callers, and incoming mail, answers routine inquires,
and routes technical inquiries to the proper persons;
b.

Establishes, maintains, and revises the supervisor's files;

c.

Maintains the supervisor's calendar and makes appointments as instructed;

Class C
1. Secretary to an executive or managerial person whose responsibility is not equivalent to
one of the specific level situations in the definition for class B, but whose organizational unit
normally numbers at least several dozen employees and is usually divided into organizational segments
which are often, in turn, further subdivided. In some companies, this level includes a wide range of
organizational echelons; in others, only one or two; or^
2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of
official) that employs, in all, fewer than 5,000 persona.

d. Relays messages from supervisor to subordinates;
e. Reviews correspondence, memorandums, and reports prepared by others for the super­
visor's signature to assure procedural and typographic accuracy;
f. Performs scenographic and typing work.

1, Secretary to the supervisor or head of a small organizational unit (e.g., fewer than
about 25 or 30 persons); or

May also perforin other clerical and secretarial tasks of comparable nature and difficulty.
The work typically requires knowledge of office routine and understanding of the organization, programs,
and procedures related to' tl>e work of the supervisor.

2. Secretary to a nonsupervisory staff specialist, professional employee, administrative
officer, or assistant, skilled technician or expert. (NOTE: Many companies assign stenographers,
rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.)




Class D

STENOGRAPHER

TABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator)

Prim ary duty is to take dictation using shorthand, and to transcribe the dictation. May also
type from written copy. May operate from a stenographic pool. May occasionally transcribe from
voice recordings (if primary duty is transcribing from recordings, see Transcribing-Machine
Operator, General).

Operates one or a variety of machines such as the tabulator, calculator, collator, interpreter,
sorter, reproducing punch, etc. Excluded from this definition are working supervisors. Also excluded
are operators of electronic digital computers, even though they may also operate EAM equipment.
Positions are classified into levels on the basis of the following definitions.
Glass A. Performs complete reporting and tabulating assignments including devising difficult
control panel wiring under general ^supervision. Assignments typically involve a variety of long and
complex reports which often are irregular or nonrecurring, requiring some planning of the nature and
sequencing of operations, and the use of a variety of machines. Is typically involved in training new
operators in machine operations or training lower level operators in wiring from diagrams and in
the operating sequences of long and complex reports. Does not include positions in which wiring
responsibility is limited to selection and insertion of prewired boards.

NOTE: This job is distinguished from that of a secretary in that a secretary normally works
in a confidential relationship with only one manager or executive and performs more responsible and
discretionary tasks as described in the secretary job definition.
Stenographer, General
Dictation involves a normal routine vocabulary.
*>r perform other relatively routine clerical tasks.

May maintain files, keep simple records,

Stenographer, Senior
Dictation involves a varied technical ,or specialized vocabulary such as in legal briefs or
reports on scientific research. May also set up and maintain files, keep records, etc.
OR
Perform s stenographic duties requiring significantly greater independence and responsibility
than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic
speed and accuracy; a thorough working knowledge of general business and office procedure; and of
the specific business operations, organisation, policies, procedures, files, workflow, etc. Uses this
knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup
files; assembling material for reports, memorandums, and letters; composing simple letters from
general instructions; reading and routing incoming mail; and answering routine questions, etc.
SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private branch exchange (PBX)
system to relay incoming, outgoing, and intra-system calls. May provide information to callers,
record and transmit messages, keep record of calls placed and toll charges. Besides operating a
telephone switchboard or console, may also type or perform routine clerical work (typing or routine
clerical work may occupy the major portion of the worker's time, and is usually performed while at
the switchboard or console). Chief or lead operators in establishments employing more than one
operator are excluded. For an operator who also acts as a receptionist, see Switchboard OperatorReceptionist.
SWITCHBOARD OPERATOR-RECEPTIONIST
At a single-position telephone switchboard or console, acts both as an operator— see Switch­
board Operator— and as a receptionist. Receptionist's work involves such duties as greeting visitors;
determining nature of visitor's business and providing appropriate information; referring visitor to
appropriate person in the organization, or contacting that person by telephone and arranging an
appointment; keeping a log of visitors.

Class B. Performs work according to established procedures and under specific instructions.
Assignments typically involve complete but routine and recurring reports or parts of larger and more
complex reports. Operates more difficult tabulating or electrical accounting machines such as the
tabulator and calculator, in addition to the simpler machines used by class C operators. May be
required to do some wiring from diagrams. May train new employees in basic machine operations.
ClasS C. Under specific instructions, operates simple tabulating or electrical accounting
machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments typically
involve portions of a work unit, for example, individual sorting or collating runs, or repetitive
operations. May perform simple wiring from diagrams, and do some filing work.
TRANSCRIBINGrMACHINE OPERATOR, GENERAL
Prim ary duty is to transcribe dictation involving a normal routine vocabulary from transcribing-machine records. May also type from written copy and do simple clerical work. Workers
transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or
reports on scientific research are not included. A worker who takes dictation in shorthand or by
Stenotype or similar machine is classified as a stenographer.
TYPIST
Uses a typewriter to make copies of various materials or to make out bills after calculations
have been made by another person. May include typing of stencils, mats, or similar materials for
use in duplicating processes. May do clerical work involving little special training, such as keeping
simple records, filing records and reports, or sorting and distributing incoming mail.
Class A. Perform s one or .more of the following: Typing material in final form when it
involves combining material from several sources; or responsibility for correct spelling, syllabication,
punctuation, etc., of technical or unusual words or foreign language material; or planning layout and
typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine
form letters, varying details to suit circumstances.
Class B. Performs one or more of the following: Copy typing from rough or clear drafts;
or routine typing of forms, insurance policies, etc; or setting up simple standard tabulations; or
copying more complex tables already set up and spaced properly.

PROFESSIONAL AND TECHNICAL
COMPUTER OPERATOR

COMPUTER OPERATOR— Continued

Monitors and operates the control console of a digital computer to process data cccording to
operating instructions, usually prepared by a programmer. Work includes most of the following:
Studies instructions to determine equipment setup and operations; loads equipment With required
items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and
operates computer; makes adjustments to computer to correct operating problems and meet special
conditions; reviews errors made during operation and determines cause or refers problem to
supervisor or programmer; and maintains operating records. May test and assist in correcting
program.

Class B. Operates independently, or under only general direction, a computer running
programs with most of the following characteristics: Most of the programs are established production
runs, typically run on a regularly recurring basis; there is little or no testing of new programs
required; alternate programs are provided in case original program needs major change or cannot be
corrected within a reasonably time. In common error situations, diagnoses cause and takes corrective
action. This usually involves applying previously programmed corrective steps, or using standard
correction techniques.
OR

For wage study purposes, computer operators are classified as follows:
Class A . Operates independently, or under only general direction, a computer running
programs with most of the following characteristics: New programs are frequently tested and
introduced; scheduling requirements are of critical importance to minimize downtime; the programs
are of complex design so that identification of error source often requires a working knowledge of the
total program, and alternate programs may not be available. May give direction and guidance to
lower level operators.




Operates under direct supervision a computer running programs or segments of programs
with the characteristics described for class A. May assist a higher level operator by independently
performing less difficult tasks assigned, and performing difficult tasks following detailed instructions
and with frequent review of operations performed.
Class C. Works on routine programs under close supervision. Is expected to develop working
knowledge of the computer equipment used and ability to detect problems involved in running routine
programs. Usually has received some formal training in computer operation. May assist higher level
operator on complex programs.

Converts statements of business problems, typically prepared by a systems analyst, into a
sequence of detailed instructions which are required to solve the problems by automatic data processing
equipment. Working from charts or diagrams, the programmer develops the precise instructions which,
when entered into the computer system in coded language, cause the manipulation of data to achieve
desired results. Work involves most of the following; Applies knowledge of computer capabilities,
mathematics, logic employed by computers, and particular subject matter involved to analyze charts
and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed
flow charts to show order in which data w ill be processed; converts these charts to coded instructions
for machine to follow; tests and corrects programs; prepares instructions for operating personnel
during production run; analyzes, reviews, and alters programs to increase operating efficiency Or
adapt to new requirements; maintains records of program development and revisions. (NOTE: Workers
performing both systems analysis and programming should be classified as systems analysts if this is
the skill used to determine their pay.)
Does not include employees prim arily responsible for the management or supervision of other
electronic data processing employees, or programmers primarily concerned with scientific and/or
engineering problems.
For wage study purposes, programmers are classified as follows:
Class A. Works independently or under only general direction on complex problems which
require competence in all phases of programming concepts and practices. Working from diagrams
and charts which identify the nature of desired results, major processing steps to be accomplished,
and the relationships between various steps of the problem solving routine; plans the full range
of programming actions needed to efficiently utilize the computer system in achieving desired
end products.
At this level, programming is difficult because computer equipment must be organized to
produce several interrelated but diverse products from numerous and diverse data elements. A wide
variety and extensive number of internal processing actions must occur. This requires such actions as
development of common operations which can be reused, establishment of linkage points between
operations, adjustments to data when program requirements exceed computer storage capacity, and
substantial manipulation and resequencing of data elements to form a highly integrated program.

For wage study purposes, systems analysts are classified as follows:
Class A. Works independently or under only general direction on complex problems involving
all phases of system analysis. Problems are complex because of diverse sources of input data and
multiple-use requirements of output data. (For .example, develops an integrated production scheduling,
inventory control, cost analysis, and sales analysis record in which every item of each type is
automatically processed through the full system of records and appropriate followup actions are initiated
by the computer.) Confers with persons concerned to determine the data processing problems and
advises subject-matter personnel on the implications of new or revised systems of data processing
operations. Makes recommendations, if needed, for approval of major systems installations or changes
and for obtaining equipment.
May provide functional direction to lower level systems analysts who are assigned to assist.
Class B. Works independently or under only general direction on problems that are relatively
uncomplicated to analyze, plan, program, and operate. Problems are of limited complexity because
sources of input data are homogeneous and the output data are closely related. (For example, develops
systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail
establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.)
Confers with persons concerned to determine the data processing problems and advises subjectmatter personnel on the implications of the data processing systems to be applied.
>

OR

Works on a segment of a complex data processing scheme or system, as described for class A.
Works independently on routine assignments and receives instruction and guidance on complex
assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure
proper alignment with the overall system.
Class C. Works under immediate supervision, carrying out analyses as assigned, usually
of a single activity. Assignments are designed to develop and expand practical experience in the
application of procedures and skills required for systems analysis work. For example, may assist a
higher level systems analyst by preparing the detailed specifications required by programmers from
information developed by the higher level analyst.

May provide functional direction to lower level programmers who are assigned to assist.
Class B. Works independently or under only general direction on relatively Simple programs,
or on simple segments of complex programs. Programs (or segments) usually process information to
produce data in two or three varied sequences or formats. Reports and listings are produced by
refining, adapting, arraying, or making minor additions to or deletions from input data which are
readily available. While numerous records may be processed, the data have been refined in prior
actions so that the accuracy and sequencing of data can be tested by using a few routine checks.
Typically, the program deals with routine record-keeping type operations.
OR
Works on complex programs (as described for class A ) under close direction of a higher
level programmer or supervisor. May assist higher level programmer by independently performing
less difficult tasks assigned, and performing more difficult tasks under fairly close direction.
May guide or instruct lower level programmers.
Class C. Makes practical applications of programming practices and concepts usually learned
in formal -training courses. Assignments are designed to develop competence in the application of
standard procedures to routine problems. Receives close supervision on new aspects of assignments;
and work is reviewed to verify its accuracy and conformance with required procedures.
COMPUTER SYSTEMS ANALYST, BUSINESS
Analyzes business problems to formulate procedures for solving them by use of electronic
data processing equipment. Develops a complete description of all specifications needed to enable
programmers to prepare required digital computer programs. Work involves most of the following:
Analyzes subject-matter operations to be automated and identifies conditions and criteria required to
achieve satisfactory results; specifies number and types of records, files, and documents to be used;
outlines actions to be performed by personnel and computers in sufficient detail for presentation to
management and for programming (typically this involves preparation of work and data flow charts);
coordinates the development of test problems and participates in tria l runs of new and revised systems;
and recommends equipment changes to obtain more effective overall operations. (NOTE: Workers
performing both systems analysis and programming should be classified as systems analysts if this is
the skill used to determine their pay.)
Does not include employees primarily responsible for the management or supervision of other
electronic data processing employees, or systems analysts primarily concerned with scientific or
engineering problems.




DRAFTER
Class A. Plans the graphic presentation of complex items having distinctive design features
that differ significantly from established drafting precedents. Works in close support with the design
originator, and may recommend minor design changes. Analyzes the effect of each change on the
details of form, function, and positional relationships of components and parts. Works with a
minimum of supervisory assistance. Completed work is reviewed by design originator for consistency
with prior engineering determinations. May either prepare drawings, or direct their preparation by
lower level drafters.
Class B. Performs nonroutine and complex drafting assignments that require the application
of most of the standardized drawing techniques regularly used. Duties typically involve such work as:
Prepares working drawings of subassemblies with irregular shapes, multiple functions, and precise
positional relationships between components; prepares architectural drawings for construction of a
building including detail drawings of foundations, wall sections, floor plans, and roof. Uses accepted
formulas and manuals in making necessary computations to determine quantities of materials to be
used, load capacities, strengths, stresses, etc. Receives initial instructions, requirements, and
advice from supervisor. Completed work is checked for technical adequacy.
Class C. Prepares detail drawings of single units or parts for engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isometric projections
(depicting three dimensions in accurate scale) and sectional views to clarify positioning of components
and convey needed information. Consolidates details from a number of sources and adjusts or
transposes scale as required. Suggested methods of approach, applicable precedents, and advice on
source materials are given with initial assignments. Instructions are less complete when assignments
recur. Work may be spot-checked during progress.
DRAFTER-TRACER
Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings
and tracing with pen or pencil. (Does not include tracing limited to plans prim arily consisting of
straight lines and a large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized items.
during progress.

Work is closely supervised

Works on various types of electronic equipment and related devices by performing one or a
combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying,
constructing, and testing. Work requires practical application of technical knowledge of electronics
principles, ability to determine malfunctions, and skill to put equipment in required operating condition.
The equipment— consisting of either many different kinds of circuits or multiple repetition of
the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting
and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational aids), (b)
digital and analog computers, and (c) industrial and medical measuring and controlling equipment.
This classification excludes repairers of such standard electronic equipment as common office
machines and household radio and television sets; production assemblers and testers; workers whose
primary duty is servicing electronic test instruments; technicians who have administrative or
supervisory responsibility; and drafters, designers, and professional engineers.
Positions are classified into levels on the basis of the following definitions.
Class A . Applies advanced technical knowledge to solve unusually complex problems (i.e.,
those that typically cannot be solved solely by reference to manufacturers' manuals or similar
documents) in working on electronic equipment. Examples of such problems include location and
density of circuitry, electro-magnetic radiation, isolating malfunctions, and frequent engineering
changes. Work involves: A detailed understanding of the interrelationships of circuits; exercising
independent judgment in performing such tasks as making circuit analyses, calculating wave forms,
tracing relationships in signal flow; and regularly using complex test instruments' (e.g., dual trace
oscilloscopes, Q-meters, deviation meters, pulse generators).
Work may be reviewed by supervisor (frequently an engineer or designer) for general
compliance with accepted practices. May provide technical guidance to lower level technicians.

Class B. Applies comprehensive technical knowledge to solve complex problems (i.e., thoje
that typically csui be solved solely by properly interpreting manufacturers' manuals or similar
documents) in working on electronic equipment. Work involves: A familiarity with the interrelation­
ships of circuits; and judgment in determining work sequence and in selecting tools and testing
instruments, usually less complex than those used by the class A technician.
Receives technical guidance, as required, from supervisor or higher level technician, and
work is reviewed for specific compliance with accepted practices and work assignments. May provide
technical guidance to lower level technicians.
Class C. Applies working technical knowledge to perform simple or routine tasks in working
on electronic equipment, following detailed instructions which cover virtually all procedures. Work
typically involves such tasks as: Assisting higher level technicians by performing such activities as
replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment;
and using tools and common test instruments (e.g., multimeters, audio signal generators, tube testers,
oscilloscopes). Is not required to be familiar with the interrelationships of circuits. This knowledge,
however, may be acquired through assignments designed to increase competence (including classroom
training) so that worker can advance to higher level technician.
Receives technical guidance, as required, from supervisor or higher level technician. Work
is typically spot checked, but is given detailed review when new or advanced assignments are involved.
NURSE, INDUSTRIAL (Registered)
A registered nurse who gives nursing service under general medical direction to ill or injured
employees or other persons who become ill or suffer an accident on the premises of a factory or
other establishment. Duties involve a combination of the following: Giving first aid to the ill or
injured; attending to subsequent dressing of employees' injuries; keeping records of patients treated;
preparing accident reports for compensation or other purposes; assisting in physical examinations and
health evaluations of applicants and employees; and planning and carrying out programs involving health
education, accident prevention, evaluation of plant environment, or other activities affecting the health*
welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing
more than one nurse are excluded.

MAINTENANCE AND POWERPLANT
BOILER TENDER

HELPER, MAINTENANCE TRADES

Fires stationary boilers to furnish the establishment in which employed with heat, power,
or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil burner; and
checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment.

Assists one or more workers in the skilled maintenance trades, by performing specific or
general duties of lesser skill, such as keeping a worker supplied with materials and tools; cleaning
working area, machine, and equipment; assisting journeyman by holding materials or tools; and
performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted
to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting,
and holding materials and tools, and cleaning working areas; and in others he is permitted to perform
specialized machine operations, or parts of a trade that are also performed by workers on a
full-time basis.

CARPENTER, MAINTENANCE
Performs the carpentry duties necessary to construct and maintain in good repair building
woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs,
casings, and trim made of wood in an establishment. Work involves most of the following: Planning
and laying out of work from blueprints, drawings, models, or verbal instructions; using a variety of
carpenter's handtools, portable power tools, and standard measuring instruments; making standard
shop computations relating to dimensions of work; and selecting materials necessary for the work. In
general, the work of the maintenance carpenter requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience.
ELECTRICIAN, MAINTENANCE
Performs a variety of electrical trade functions such as the installation, maintenance, or
repair of equipment for the generation, distribution, or utilization of electric energy in an establishment.
Work involves most of the following: Installing or repairing any of a variety of electrical equipment
such as generators, transformers, switchboards, controllers, circuit breakers, motors, heating units,
conduit systems, or other transmission equipment; working from blueprints, drawings, layouts, or
other specifications; locating and diagnosing trouble in the electrical system or equipment; working
standard computations relating to load requirements of wiring or electrical equipment; and using a
variety of electrician's handtools and measuring and testing instruments. In general, the work of the
maintenance electrician requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience.
ENGINEER, STATIONARY
Operates and maintains and may also supervise the operation of stationary engines and
equipment (mechanical or electrical) to supply the establishment in which employed with power, heat,
refrigeration, or air-conditioning. Work involves: Operating and maintaining equipment such as
steam engines, air compressors, generators, motors, turbines, ventilating and refrigerating equipment,
steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation
of machinery, temperature, and fuel consumption. May also supervise these operations. Head or
chief engineers in establishments employing more than one engineer are excluded.




MACHINE-TOOL OPERATOR, TOOLROOM
Specializes in operating one or more than one type of machine tool (e.g., jig borer, grinding
machine, engine lathe, milling machine) to machine metal for use in making or maintaining jigs,
fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic
material (e.g., plastic, plaster, rubber, glass). Work typically involves: Planning and performing
difficult machining operations which require complicated setups or a high degree of accuracy; setting
up machine tool or tools (e.g., install cutting tools and adjust guides, stops, working tables, and other
controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and
operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of
precision measuring instruments; making necessary adjustments during machining operation to achieve
requisite dimensions to very close tolerances. May be required to select proper coolants and cutting
and lubricating oils, to recognize when tools need dressing, and to dress tools. In general, the work
of a machine-tool operator, toolroom, at the skill level called for in this classification requires
extensive knowledge of machine-shop and toolroom practice usually acquired through considerable
on-the-job training and experience.
For cross-industry wage study purposes, this classification does not include machine-tool
operators, toolroom, employed in tool-and-die jobbing shops.
MACHINIST, MAINTENANCE
Produces replacement parts and new parts in making repairs of metal parts of mechanical
equipment operated in an establishment. Work involves most of the following: interpreting written
instructions and specifications; planning and laying out of work; using af variety of machinist's handtools
and precision measuring instruments; setting up and operating standard machine tools; shaping of metal

parts to close tolerances; making standard shop computations relating to dimensions of work, tooling,
feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting
standard materials, parts, and equipment required for this work; and fitting and assembling parts into
mechanical equipment. In general, the machinist's work normally requires a rounded training in
machine-shop practice usually acquired through a formal apprenticeship or equivalent training
and experience.

Paints and redecorates walls, woodwork, and fixtures of an establishment. Work involves the
following: Knowledge of surface peculiarities and types of paint required for different applications;
preparing surface for painting by removing old finish or by placing putty or fille r in nail holes and
interstices; and applying paint with spray gun or brush. May mix colors, oils, white lead, and other
paint ingredients to obtain proper color or consistency. In general, the work of the maintenance
painter requires rounded training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.

MECHANIC. AUTOMOTIVE (Maintenance)
Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work involves
most of the following: Examining automotive equipment to diagnose source of trouble; disassembling
equipment and performing repairs that involve the use of such handtools as wrenches, gauges, drills,
or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from
stock; grinding and adjusting valves; reassembling and installing the various assemblies “ n the vehicle
and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body
bolts. In general, the work of the automotive mechanic requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience.
This classification does not include mechanics who repair customers' vehicles in automobile
repair shops.
MECHANIC, MAINTENANCE
Repairs machinery or mechanical equipment of an establishment. Work involves most of the
following; Examining machines and mechanical equipment to diagnose source of trouble; dismantling
or partly dismantling machines and performing repairs that mainly involve the use of handtools in
scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering
the production of a replacement part by a machine shop or sending of the machine to a machine shop
for major repairs; preparing written specifications for major repairs or for the production of parts
ordered from machine shops; reassembling machines; and making all necessary adjustments for
operation. In general, the work .of a maintenance mechanic requires rounded training and experience
usually acquired through a formal apprenticeship or equivalent training and fexperience. Excluded from
this classification are workers whose primary duties involve setting up or adjusting machines.
MILLWRIGHT
Installs new machines or heavy equipment, and dismantles and installs machines or heavy
equipment when changes in the plant layout are required. Work involves most of the following:
Planning and laying out of the work; interpreting blueprints or other specifications; using a variety of
handtools and rigging; making standard shop computations relating to stresses, strength of materials,
ajid centers of gravity; aligning and balancing of equipment; selecting standard tools, equipment, and
parts to be used; and installing and maintaining in good order power transmission equipment such as
drives and speed Teducers. In general, the millwright's work normally requires a rounded training and
experience in the trade acquired through a formal apprenticeship or equivalent training and experience.

PIPEFITTER, MAINTENANCE
Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establish­
ment. Work involves most of the following; Laying out of work and measuring to locate position of
pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths
with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and
dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and
fastening pipe to hangers; making standard shop computations relating to pressures, flow, and size of
pipe required; and making standard tests to determine whether finished pipes meet specifications. In
general, the work of the maintenance pipefitter requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience. Workers primarily
engaged in installing and repairing building sanitation or heating systems are excluded.
SHEET-METAL WORKER, MAINTENANCE
Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures (such
as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing)
of an establishment. Work involves most of the following: Planning and laying out all types of sheetmetal maintenance work from blueprints, models, or other specifications; setting up and operating all
available types of sheet-metal working machines; using a variety of handtools in cutting, bending,
forming, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general,
the work of the maintenance sheet-metal worker requires roun4ed training and experience usually
acquired through a formal apprenticeship or equivalent training and experience.
TOOL AND DIE MAKER
Constructs and repairs jigs, fixtures, cutting tools, gauges, or metal dies or molds used in
shaping or forming metal or non-metallic material (e.g., plastic,
plaster, rubber, glass). Work
typically involves: Planning and laying out work according to models, blueprints, drawings, or other
written or oral specifications; understanding the working properties of common metals and alloys;
selecting appropriate materials, tools, and processes required to complete task; making necessary
shop computation; setting up and operating various machine tools and related equipment; using various
tool and die maker's handtools and precision measuring instruments; working to very close tolerances;
heat-treating metal parts and finished tools and dies to achieve requiredqualities; fitting and
assembling parts to prescribed tolerances and allowances. In general, tool and die maker's work
requires rounded training in machine-shop and toolroom practice usually acquired through formal
apprenticeship or equivalent training and experience.
For cross-industry wage study purposes, this classification does not include tool and die
makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies (die sinkers).

CUSTODIAL AND MATERIAL MOVEMENT
GUARD AND WATCHMEN

LABORER, MATERIAL HANDLING

Guard. Performs routine police duties, either at fixed post or on tour, maintaining order,
using, arms or force where necessary. Includes guards who are stationed at gate and check on
identity of employees and other persons entering.

A worker employed in a warehouse, manufacturing plant, store, or other establishment whose
duties involve one or more of the following: Loading and unloading various materials and merchandise
on or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing
materials or merchandise in proper storage location; and transporting materials or merchandise by
handtruck, car, or wheelbarrow. Longshore workers, who load and unload ships are excluded.

Watchman. Makes rounds of premises periodically in protecting property against fire, theft,
and illegal entry.

ORDER FILLER

JANITOR, PORTER, OR CLEANER
Cleans and keeps in an orderly condition factory working areas and washrooms, or premises
of an office, apartment house, or commercial or other establishment. Duties involve a combination of
the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other
refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trimmings; providing
supplies and minor maintenance services; and cleaning lavatories, showers, and restrooms. Workers
who specialize in window washing are excluded.




Fills shipping or transfer orders for finished goods from stored merchandise in accordance
with specifications on sales slips, customers' orders, or other instructions. May, in addition to
filling orders and indicating items filled or omitted, keep records of outgoing orders, requisition
additional stock or report short supplies to supervisor, and perform other related duties.
PACKER, SHIPPING
Prepares finished products for shipment or storage by placing them in shipping containers,
the specific operations performed being dependent upon the type, size, and number of units to be
packed, the type of container employed, and method of shipment. Work requires the placing of items
in shipping containers and may involve one or more of the following: Knowledge of various items of

stock in order to verify content; selection of appropriate type and size of container; inserting
enclosures in container; using excelsior or other material to prevent breakage or damage; closing and
sealing container; and applying labels or entering identifying data on container. Packers who also make
wooden boxes or crates are excluded.
SHIPPING AND RECEIVING CLERK
Prepares merchandise for shipment, or receives and is responsible for incoming shipments
of merchandise or other materials. Shipping work involves; A knowledge of shipping procedures,
practices, routes, available means of transportation, and rates; and preparing records of the goods
shipped, making up bills of lading, posting weight and shipping charges, and keeping a file of shipping
records. May direct or assist in preparing the merchandise for shipment. Receiving work involves:
Verifying or directing others in verifying the correctness of shipments against bills of lading, invoices,
or other records; checking for shortages and ^ejecting damaged goods; routing merchandise or
materials to proper departments; and maintaining necessary records and files.
For wage study purposes, workers are classified as follows:
Receiving clerk
Shipping clerk
Shipping and receiving clerk
TRUCKDRIVER
Drives a truck within a city or industrial area to transport materials, merchandise, equipment,
or workers between various types of establishments such as: Manufacturing plantq, freight depots,
warehouses, wholesale and retail establishments, or between retail establishments and customers'
houses or places of business. May also load or unload truck with or without helpers, make minor
mechanical repairs, and keep truck in good working order. Sales-route and over-the-road drivers
are excluded.




follows:

For wage study purposes, truckdrivers are classified by size and type of equipment, as
(Tractor-trailer should be rated on the basis of trailer capacity.)
Truckdriver (combination of sizes listed separately)
Truckdriver, light (under I 1/* tons)
Truckdriver, medium (IV 2 to and including 4 tons)
Truckdriver, heavy (over 4 tons, trailer type)
Truckdriver, heavy (ovef 4 tons, other than trailer type)

TRUCKER, POWER
Operates a manually controlled gasoline- or electric-powered truck or tractor to transport
goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment.
For wage study purposes, workers are classified by type of truck, as follows:
Trucker, power (forklift)
Trucker, power (other than forklift)
WAREHOUSEMAN
As directed, performs a variety of warehousing duties which require an understguiding of
the establishment's storage plan. Work involves most^ of the following: Verifying materials (or
merchandise) against receiving documents, noting and reporting discrepancies and obvious damages;
routing materials to prescribed storage locations; storing, stacking, or palletizing materials in
accordance with prescribed storage methods; rearranging and taking inventory of stored materials;
examining stored materials and reporting deterioration and damage; removing material from storage
and preparing it for shipment. May operate hand or power trucks in performing warehousing duties.
Exclude workers whose primary duties involve shipping and receiving work (see shipping and
receiving clerk and packer, shipping), order filling (see order fille r), or operating power trucks (see
trucker, power).

Available On Request—
The following areas are surveyed periodically for use in administering the Service Contract Act of 1965.
any of the BLS regional offices shown on the back cover.
Alaska
Albany, Ga.
Albuquerque, N. Mex.
Alexandria, La.
Alpena, Standish, and Tawas City, Mich.
Ann Arbor, Mich.
Asheville, N.C.
Atlantic City, N.J.
Augusta, Ga.—S.C.
Bakersfield, Calif.
Baton Rouge, La.
Battle Creek, Mich.
Beaumont-Port Arthur—Orange, Tex.
Biloxi—Gulfport and Pascagoula, Miss.
Boise City, Idaho
Bremerton, Wash.
Bridgeport, Norwalk, and Stamford, Conn.
Brunswick, Ga.
Burlington, Vt.—N. Y.
Cape Cod, Mass.
Cedar Rapids, Iowa
Champaign—Urbana—Rantoul, 111.
Charleston, S.C.
Charlotte—Gastonia, N.C.
Cheyenne, Wyo.
Clarksville—Hopkinsville, Tenn.—Ky.
Colorado Springs, Colo.
Columbia, S.C.
Columbus, Ga.—Ala.
Columbus, Miss.
Crane, Ind.
Decatur, 111.
Des Moines, Iowa
Dothan, Ala.
Duluth—Superior, Minn.—Wis.
El Paso, Tex., and Alamogordo—Las Cruces, N. Mex.
Eugene—Springfield, Oreg.
Fayetteville, N.C.
Fitchburg—Leominster, Mass.
Fort Smith, Ark.—Okla.
Fort Wayne, Ind.
Frederick—Hagerstown, Md.—Chambersburg, Pa.—
Martinsburg, W. Va.
Gadsden and Anniston, Ala.
Goldsboro, N.C.
Grand Island—Hastings, Nebr.
Great Falls, Mont.
Guam, Territory of
Harrisburg—Lebanon, Pa.
Huntington—Ashland, W. Va.—Ky.—Ohio
Knoxville, Tenn.
La Crosse, Wis.
Laredo, Tex.
Las Vegas, Nev.
Lawton, Okla.
L im a, Ohio

Little Rock—North Little Rock, Ark.

Copies of public releases are or will be available at no cost while supplies last from

Logansport—Peru, Ind.
Lorain—Elyria, Ohio
Lower Eastern Shore, Md.—Va.—Del.
Lynchburg, Va.
Macon, Ga.
Madison, Wis.
Mansfield, Ohio
Marquette, Escanaba, Sault Ste. Marie, Mich.
McAllen—Pharr-Edinburg and Brownsville—
Harlingen—San Benito, Tex.
Medford—Klamath Falls—Grants Pass, Oreg.
Meridian, Miss.
Middlesex, Monmouth, and Ocean Cos., N.J.
Mobile and Pensacola, Ala.—Fla.
Montgomery, Ala.
Nashville—Davidson, Tenn.
New Bern—Jacksonville, N.C.
New London—Norwich, Conn.—R.I.
North Dakota, State of
Orlando, Fla.
Oxnard—Simi Valley^Ventura, Calif.
Panama City, Fla.
Parkersburg—Marietta, W. Va.—Ohio
Peoria, 111.
Phoenix, Ariz.
Pine Bluff, Ark.
Pocatello—Idaho Falls, Idaho
Portsmouth, N.H.—Maine—Mass.
Pueblo, Colo.
Puerto Rico
Reno, Nev.
Richland—Kennewick—Walla Walla—
Pendleton, Wash.—Oreg.
Riverside—San Bernardino—Ontario, Calif.
Salina, Kans.
Salinas—Seaside—Monterey, Calif.
Sandusky, Ohio
Santa Barbara—Santa Maria—Lompoc, Calif.
Savannah, Ga.
Selma, Ala.
Sherman—Denison, Tex.
Shreveport, La.
Sioux Falls, S. Dak.
Spokane, Wash.
Springfield, 111.
Springfield—Chicopee—Holyoke, Mass.—Conn.
Stockton, Calif.
Tacoma, Wash.
Tampa—St. Petersburg, Fla.
Topeka, Kans.
Tucson, Ariz.
Tulsa, Okla.
Vallejo—Fairfield-Napa, Calif.
Waco and Killeen—Temple, Tex.
Waterloo-Cedar Falls, Iowa
West Texas Plains
Wilmington, Del.—N.J.—Md.

An annual report on salaries for accountants, auditors, chief accountants, attorneys, job analysts, directors of personnel, buyers, chemists, engineers, engineering technicians, drafters, and
clerical employees is available. Order as BLS Bulletin 1837, National Survey of Professional, Administrative, Technical, and Clerical Pay, March 1974, $1.40 a copy, from any of the BLS regional sales
offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402.




Area Wage Surveys
A l i s t o f the la te s t a v a ila b le b u lletin s o r b u lletin supplem ents is p resen ted b elo w .
A d ir e c t o r y o f a r e a w age studies including m o r e lim ite d studies conducted at the re q u e s t o f the E m ploym en t
Standards A d m in is tr a tio n o f the D e p a rtm e n t o f L a b o r is a v a ila b le on req u est.
B u lletin s m a y be p u rchased fr o m any of the B L S re g io n a l o ffic e s shown on the back c o v e r .
B u lle tin supplem ents m a y be
obtained w ith ou t co s t, w h e re in d ica ted , fr o m B L S re g io n a l o ffic e s .

A re a

B u lletin num ber
and p r ic e *

Free
Akron, Ohio, Dec. 1974 _________________________________________________________ Suppl.
Albany^Schenectady—Troy, N.Y., Sept. 1974 ____________________________________ Suppl.
Free
Albuquerque, N. Mex., Mar. 1974 2 _______ __________________________ ____________ Suppl.
Free
Allentown-Bethlehem—Easton, Pa.—N.J., May 1974 2 ___________________________ Suppl.
Free
Anaheim—Santa Ana-Garden Grove, Calif., Oct.1974 1 __________________________ 1850-9, 85 cents
Atlanta, Ga., May 19751 __________________________________r._____________________ 1850-25, $1.00
Austin, Tex., Dec. 1974 ____________________ __________ ___________ _______________ Suppl.
Free
Baltimore, Md., Aug. 1974______________________________ „______________________ Suppl.
Free
Beaumont—Port Arthur—Orange, Tex., May 19742 ____ __________________________ Suppl.
Free
Billings, Mont., July 1975__________________________ -___________________________ 1850-46, 65 cents
Binghamton, N.Y.—Pa., July 1975_______________________________________________ 1850-50. 65 cents
Birmingham, Ala., Mar. 1975__________________________________________________ Suppl.
Free
Boston, Mass., Aug. 1975 1_____________________________________________________ 1850-58, $1.05
Buffalo, N .Y ., Oct. 1974________________________________________________________ Suppl.
Free
Free
Canton, Ohio, May 197 5 ___ ________________________________ ____________________ Suppl.
Charleston, W. V a., Mar. 1974 2 _______________________________________________ Suppl.
Free
Charlotte, N.C., Jan. 1974 2 ____________________________________________________Suppl.
Free
Chattanooga, Tenn.-Ga., Sept. 1974 ___________________ _________________________ Suppl.
Free
Chicago, 111., May 1975_________________________________________________________ 1850-33, 85 cents
Cincinnati, Ohio—Ky .—Ind., Feb. 1975 ___ _______________________________________ Supp^.
I ree
Cleveland, Ohio, Sept. 19741 ___________________________________________________ 1850-17, $1.00
Columbus, Ohio, Oct. 1974 _____________________ _______________________________ Suppl.
Free
Corpus Christi, Tex., July 1975________________________________________________ 1850-37, 65 cents
Dallas—Fort Worth, Tex., Oct. 1975 1___________________________________________ 1850-59, $1.50
Davenport—Rock Island—Moline, Iowa—111., Feb. 1975 ____________________________Suppl.
Free
Dayton, Ohio, Dec. 1974 1__________________________ _____________________________ 1850- 14, 80 cents
Daytona Beach, Fla., Aug. 1975__ _____________________________ —_______________ 1850-47, 65 cents
Denver—Boulder, Colo., Dec. 1974 1 __________________ __________________________ 1850- 15, 8 5 cents
Des Moines, Iowa, May 1974 2 ______________________ __________________________ Suppl.
Free
Detroit, Mich., Mar. 1975_________________________ _____________________________ 1850-22, 85 cents
Fort Lauderdale—Hollywood and West Palm Beach—
Boca Raton, Fla., Apr. 1975 1___________________________________ _____________ 1850-26, 80 cents
Fresno, C a lif.1 3 ___________________________________ _____________ ______________
Gainesville, Fla., Sept. 1975__________ _______________________________ _
_____ 1850-57, $1.10
Green Bay, W is., July 1975 1____________________________________________________ 1850-44, 80 cents
Greensboro—Winston-Salem—High Point, N.C., Aug. 1975____________________ -__ 1850-49, 65 cents
Greenville, S.C., June 1975 _____________________________________________________ 1850-42, 65 cents
Hartford, Conn., Mar. 1975 1 _____„_________________________ __________________ __ 1850-28, 80 cents
Houston, Tex., Apr. 1975____________________ __________________________________ Suppl.
Free
Huntsville, Ala., Feb. 1975 _________________________________________ ___________ Suppl.
Free
Indianapolis, Ind., Oct. 1974 _________________________ __________________________Suppl.
Free
Jackson, Miss., Feb. 1975_____________________________________ ______ __________ Suppl.
Free
Jacksonville, Fla., Dec. 1974 ______________________________ ___________________ .Suppl.
Free
Kansas City, Mo.—Kans., Sept. 1975_________ __________________________________ 1850-55, 80 cents
Lawrence—Haverhill, Mass.—N.H., June 1974 2 _________________________________ Suppl.
Free
Lexington—Fayette, K y., Nov. 1974 _____________________________________________Suppl.
Free
Los Angeles—Long Beach, Calif., Oct.1974 ___________ _________________________ Suppl.
Free
Louisville, Ky^-Ind., Nov. 19741 _______________________________________________ 1850-12, 80 cents
Lubbock, Tex., Mar. 1974 2 _____________________ ___ _____________________ ______ Suppl.
Free
Melbourne-Titusville—Cocoa, Fla., Aug. 1975__________________________________ 1850-54, 65 cents
Memphis, Tenn.—Ark,—M iss., Nov. 1974 _____________ ________________________ Suppl.
Free
Miami, Fla., Oct. 1974 ___________________________________________________ ____ Suppl.
Free
*
1
2
3

Prices are determined by the Government Printing O ffice and are subject to change.
Data on establishment practices and supplementary wage provisions are also presented.
No longer surveyed.
To be surveyed.




A rea

B u lletin number
and p r ic e *

M idland and O d essa , T e x ., Jan. 19742 ____________________________________________________ Suppl.
M ilw a u k ee, W 'is., A p r . 19751_______________________________________________________________ 1850-21,
M in n ea p o lis—St. P a u l, M inn.—W is ., Jan 1975 1 ___________________________________________ 1850-20,
M uskegon—M uskegon H eigh ts, M ic h ., June 1974 2 __ ____________________________________ Suppl.
Nas s ati—Suffolk, N . Y ., June 1975 1__________________________________________________________ 1850-39,
N e w a rk , N .J ., Jan. 1975^____________________________________________________________________ 1850- 18,
N e w a rk and J e r s e y C ity , N .J ., Jan. 1974 2 _______________________________________________ Suppl.
N ew H aven, C onn., Jan. 1974 2 ______________________________________________________________ Suppl.
N ew O rle a n s , L a ., Jan. 1975 ____________________________________________ ______________ ___ Suppl.
N ew Y o r k , N .Y . - N . J . , M a y 1975 1__________________________________________________________ 1850-45,
N ew Y o r k and N assau —Suffolk, N .Y ., A p r. 1974 2 ________________________________________ Suppl.
N o rfo lk —V ir g in ia Beach—P o rtsm o u th , V a .- N .C ., M a y 1975 ____________________________ 1850-29,
N o rfo lk —V ir g in ia B each —P o rtsm o u th and N e w p o rt N ew s—
Ham pton, V a .- N .C ., M a y 1975____________________________________________________________ 1850-30,
N o rth e a s t P en n s y lv a n ia , A u g. 1975_________________________________________________________ 1850-52,
O klah om a C ity , O k la ., A u g. 1975___________________________________________________________ 1850-51,
Om aha, N e b r^ -Io w a , O ct. 1975______________________________________________________________ 1850-56,
P a te r son—C lifto n —P a s s a ic , N .J ., June 1975 1_____________________________________________ 1850-38,
P h ila d e lp h ia , P a .—N . J N o v . 1974 _________________________________________________________ Suppl.
P h o en ix , A r i z . , June 1974 2 _________________________________________________________________ Suppl.
P itts b u rg h , P a ., Jan. 1975 _________________________________________ _________________________ Suppl.
P o rtla n d , M ain e, N o v . 1974_________________________________________________________________ Suppl.
P o rtla n d , O r e g .—W ash ., M a y 1975__________________________________________________________ 1850-40,
P ou g h k e e p s ie , N . Y . 1 3_____________________________________________ __________________________
P o u g h k eep sie—K in gsto n —N ew bu rgh , N .Y ., June 1974 _________________ __________________ Suppl.
P r o v id e n c e —W a rw ick —P aw tu ck et, R .I.—M a s s ., June 1975 ______________________________ 1850-27,
R a le ig h —D urham , N .C ., F e b . 1975 _________________________________________________________ Suppl.

F ree
85 cents
$1.05
F ree
$1.00
$1.00
F ree
F ree
F ree
$1.10
F ree
65 cents
65 cents
65 cents
65 cents
$1.10
80 cents
F ree
F ree
F ree
F ree
75 cents
F ree
75 cents
F ree

St. L o u is , M O tf-Ill., M a r . 1975 ______________________________________________________________Suppl.
F ree
S a cra m en to, C a lif., D e c . 19741 ____________________________________________________________ 1850- 19, 80 cents
Saginaw , M ic h ., N o v . 19741_________________________________________________________________ 1850-16, 75 cents
S a lt L a k e C ity—O gden, U tah, N o v . 1974 ___________________________________________________ Suppl.
F ree
San A n ton io, T e x ., M a y 1975 ____________________________________________________________ ___ 1850-23, 65 cents
San D ie g o , C a lif., N o v . 19741 ______________________________________________________________ 1850-13, 80 cents
San F r a n c is c o —O akland, C a lif., M a r . 1975 1_____________________ ______ _________________ 1850-35, $1.00
San J o s e , C a lif., M a r . 1975 1___ _____________ ______ ___ ___________________ ______ _________ 1850-36, 85 cent§
Savannah, G a., M a y 1974 2 __ _______________ ________________________________________________ Suppl.
F ree
Seattle-^-Everett, W ash ., Jan. 1975 _________________________________________________________ Suppl.
F ree
South Bend, Ind., M a r . 1975 _________________ *___ __________________________________________ Suppl.
F ree
Spokane,, W ash ., June 1974 2 ___________________________ __________________________ _________ Suppl.
F ree
S y ra cu se, N .Y ., J u ly 1975_______—____________________________-_____________________________ 1850-43, 65 cents
T o le d o , Ohio—M ic h ., M a y 1975 1_____________________ ______________________________________ 1850-34, 80 cents
T re n to n , N .J ., Sept. 1975 1__________________________________________________________________ 1850-60, $1.20
U tic a -R o m e , N .Y ., Ju ly 1975 1______________________________________________________________ 1850-48, 80 cents
W ashington, D .C .—M d.—V a ., M a r . 1975 1__ __ _____________________________________________ 1850-31, $1.00
W a te rb u ry , C onn., M a r . 1974 2 ____ ________________________________________________________ Suppl.
F ree
W e s tc h e s te r County, N . Y . , M a y 1975 1_______________________________ ____________________ 1850-53, 80 cents
W ic h ita , K a n s ., A p r . 1975_____________ _____________________________________________________ Suppl.
F ree
W o r c e s t e r , M a s s ., M a y 19751 ______________________________________________________________ 1850-24, 80 cents
Y o r k , P a ., F e b . 19751 _______________________________________________________________________ 1850-32, 80 cents
You ngstow n—W a r r e n , O h io, N o v . 1973 2 ____________________ _______________________ ______Suppl.
F ree

T H I R D C L A S S M A IL
U .S . D E P A R T M E N T O F L A B O R

POSTAGE AND FEES PAID

BUREAU OF LABOR S TA TIS TIC S
W A SH IN GTO N, D.C. 20212

U.S. DEPARTMENT OF LABOR

O FFIC IA L BUSINESS
PENALTY FOR PRIVATE USE $300

LAB - 441

B U R E A U O F L A B O R S T A T IS T IC S R E G IO N A L O F F IC E S
Region I

R e gion II

1603 J F K F e d e ra l B u ild in g
G o v e rn m e n t C e n te r
B o sto n , Mass. 0 2 2 0 3
P h o n e :2 23-6 76 1 (A re a C o de 61 7)

S u ite 3 4 0 0
15 1 5 B ro a d w a y
N e w Y o rk , N .Y . 100 3 6
P h o n e :9 7 1 - 5 4 0 5 (A re a C o d e 21 2 )

C o n n e c tic u t
M aine
M assachusetts
N e w H a m p s h ire
R h o d e Is la n d
V e rm o n t

N e w Jersey
N e w Y o rk
P u e rto R ic o
V ir g in Island s

Region V
9 th F lo o r, 2 30 S. D e a rb o rn St.
C h icago , III. 606 04
P h o n e :3 5 3 - 1 8 8 0 (A re a C o d e 3 1 2 )
I llin o is
In d ia n a
M ic h ig a n
M in n e s o ta
h io FRASER
DigitizedO
for
W iscon sin



R e gion V I

R e g io n IV

R e gion I II
P.O. B o x 13 309
P h ila d e lp h ia , Pa. 19101
P h o n e : 5 9 6 1 1 5 4 (A re a C o d e 2 1 5 )
D e la w a re
D is tr ic t o f C o lu m b ia
M a ry la n d
P e n n s y lv a n ia
V irg in ia
W est V ir g in ia

R e gion s V I I a n o V I I I

S u ite 54 0
1371 Peachtree St. N .E.
A tla n ta , Ga. 30 309
P h o n e :5 2 6 -5 4 1 8 (A re a C ode 4 0 4 )
A la b a m a
F lo rid a
G eorgia
K e n tu c k y
M is sissippi
N o rth C a ro lin a
S o u th C a ro lin a
Tennessee
R e gions IX a n d X

S e c o n d F lo o r
555 G r i f f in S quare B u ild in g
Dallas, T e x . 752 02
P h o n e :7 4 9 -3 5 1 6 (A re a C o d e 2 1 4 )

F ed era l O ff ic e B u ild in g
911 W a ln u t S t., 15 th F lo o r
Kansas C ity , M o. 6 4 1 0 6
P h o n e :3 7 4 -2 4 8 1 (A re a C o d e 8 1 6 )

4 5 0 G o ld e n G ate Ave.
B o x 3601 7
San F ra n c is c o , C a lif. 9 4 1 0 2
P h o n e :5 5 6 -4 6 7 8 (A re a C o d e 4 1 5 )

L o u is ia n a
le w M e x ic o
O k la h o m a .
Texas

V II
Io w a
Kansas
M is s o u ri
N e bra ska

IX
A riz o n a
C a lifo rn ia
H a w a ii
Nevada

V III
C o lo ra d o
M o n ta n a
N o rth D a k o ta
S o u th D a k o ta
U ta h
W y o m in g

X
A laska
Id a h o
O reg on
W a s h in g to n