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/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 Nm u ber of w ers ork $ w eekly h rs1 ou ean (sta d rd M ^ na ] S S $ 85 M edian* M iddle ran ged 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 21 0 260 over ALL W ORKERS 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 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/ 128 97 179 163.50 160,00 147.00-173.00 160.00 nA 1 30.0 169.j 0 J 0.00 74 55 .y. *37 104 , nonmanufacturtng ---------------------- See footnotes at end of tables. 10 1 38 0 195.00 IQ*" '“n 176.50211.00 214.50 39 • 0 205 00 184.50185.50 192.U0 173.00-199.50 37*^ 23 12 11 80 52 28 16 1 8 54 46 8 20 20 25 16 44 27 17 57 12 83 45 * ,g . i 40 36 34 39 15 1 i* 15 101 74 27 44 55 32 21 8 33 32 lb 4 1 3 1 5 1 - 1 1 - - - - . _ 16 13 3 19 5 17 i 29 26 3 4 1 28 L - 71 13 10 22 i 38.0 136.00 139.50 123.50-143.50 138.50 38.3 132.00 125.00 123.50-139.00 b3 28 18 16 12 . 14n.on-185.UO _ A 3 159.j O .,. f 32 27 19 143.00 136.50-163.50 3B* j 144.00 7 i 16 181.50 179.00 161.00- 195.00 161.50-195.00 181.00 212.50 176*00 150.00- 38 5 , i . 195.00 176.00 154.00ijn*? 173.00 159.50-195.00 nr 194.50 177.50 181.C 154.00O 2b3 55 SWITCHBOARD OPERATOR-RECEPTIONISTS- 13 13 * 1 10 10 82 d -j 1 1 0 0 38.0 154.00 150.00 13=:, 50-163.50 39.0 156.00 144.u0 13?,00-167.50 37.0 103 62 1 7 17 17 154.00 15n. 0G-23h . 00 30.-. 100.00 154.00 150.00-234.00 -7 i 173.00 1 Q l t i . 0 159.50-185.00 1 b tv K t1AKltbt v L A ji o 3 1 1 9 b3 13 106.00 26 11 rr 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 _ _ 260 over 240 ?50 1 -220 -230 - - - - ALL W ORKERS— 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 O 37.0 116.00 111.50 100.00-121.S See footnotes at end of tableB. - 1 1 - - 49 6 43 ii 33 . 7 3 2 1 2 1 - . - . . - W eekly ea in 1 rn gs (stan ard d ) Occupation and industry division 9 i Nm u ber w eekly ou w ere h rs1 M ** M ork ean edian* (stan ard d ) 130 M iddle 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 W ORKERS 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 5 310 330 350 37f| 390 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 45 38.0 318.50 315.00 290.50-340.00 _ _ _ _ - 1 1 1 1 11 9 5 1 - 4 4 - - - - - 7 1 4 8 *6 30 COMPUTER PROGRAMMERS, BUSINESS, CLASS A — . _ 1 - - COMPUTER OPERATORS, CLASS A MANUFACTURING ---------------N0NMA-NUFACTURIN6----------- 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 37.5 332.00 355.50 298.00-379.00 i 38.5 369.00 370.50 328.00-366.30 31 3 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 - - NURSES, INDUSTRIAL (REGISTERED) ---MANUFACTURING ------------------------ — * Workers were distributed as follows: ** Workers were at $3.90 to $4.10. 4 3 3 4 3 4 1 4 l 4 2 4 “ DRAFTERS, CLASS 6 MANUFACTURING - 3 3 * - DRAFTEPS, CLASS A MANUFACTURING - * - 104 104 See footnotes at end of tables. “ - - - - 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. 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 (m ean2) Nm u ber of W eekly W eekly w oikcrs h rs1 earn gs1 ou in (stan ard (stan ard d ) d ) Sex, occupation, and industry division of work* is CLERKS, ACCOUNTING, CLASS A ---------MANUFACTURING--------------------------- 30 27 CLERKS, ACCOUNTING, CLASS b ---------- 32 38.0 180.50 MESSENGERS ------------------------------------ 30 37.5 130.00 Weekly houis * (standard) OFFICE OCCUPATIONS - W M N O E 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 ---------------------- 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 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 - M EN 39.0 161.50 PUTER OPERATORS, CLASS A ---------------39.5 181.00 COM MANUFACTURING -----------------------------------------37.5 183.50 NONMANUFACTURING ---------------------------------37.5 163.50 PUTER OPERATORS, CLASS B ---------------38.5 160.00 COM 36.0 169.50 COM PUTER PROGRAMMERS, 38.5 148.50 BUSINESS, CLASS B ------------------------------------39.0 147.00 COM PUTER SYSTEMS ANALYSTS, 37.5 159.00 BUSINESS, CLASS A ------------------------------------38.5 157.50 PUTER SYSTEMS ANALYSTS, 37.5 159.50 COM 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 Weekly hours 1 (standard) 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 - W M N OE NURSES, INDUSTRIAL (REGISTERED) ---MANUFACTURING --------------------------- See footnotes at end of tables. Number of worken OFFICE OCCUPATIONS W M N CONTINUED O E— 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 --------------------------------- Sex, occupation, and induitry division Weekly earnings1 (standard) OFFICE OCCUPATIONS W M N CONTINUED O E— $ 39.0 197.50 39.0 200.50 SECRETARIES - CONTINUED OFFICE OCCUPATIONS - M N E Average (m ean2 ) Average (mean2 ) Number 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.) H rly earn gs3 ou in Occupation and industry division of w ers ork 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 M 2 M ean edian2 M iddle ran 2 and ge 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 W ORKERS 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 - _ - 10 7 35 35 - - - - - _ - 7 7 _ - - _ 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 --------------------- V O 4.68 JANITORS, PORTERS, AND CLEhNERS MANUFACTURING --------------------NONMANUFACTURING ----------------PUBLIC UTILITIES ------------- BIB 264 55** 46 LABORERS, MATERIAL HANDLING ---MANUFACTURING --------------------- GUARDS AND W ATCHM EN ----------------MANUFACTURING --------------------GUARDS! 40 * 41 1 49 5 3 1 7 6 6 9 “ 9 9 - 8 S 14 14 - - - - - 3 3 4 8 14 2 14 - - - - - 3 25 16 9 24 24 - 52 51 1 70 67 3 36 25 11 10 23 20 3 - - 8 18 17 1 3 3 - - 31 8 23 23 11 1 1 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 .S O 4.04 2.30 5.01 26 o 260 46 46 59 59 68 1 67 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, POW FR (FORKLIFT) ----MANUFACTURING --------------------- 313 301 4.75 4.76 4.29 4.29 4.13- 5.3) 4.16- 5.31 W AREHOUSEM EN --------------------------MANUFACTURING --------------------- 82 49 4.30 4.23 4.13 4.13 3.95- 4.5o 3.77- 4.55 8 2 9 - 3.98 4.34 2.50 5.03 See footnotes at end of tables. 16 16 24 8 16 - 2.203.722.204.62- manufacturing 11 8 - - _ 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 *" - - 1 1 14 14 - - - 1 * 8 8 - - - * . * - 5 5 ~ 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 M OVEM ENT OCCUPATIONS - M EN— CONTINUED OCCUPATIONS - M N E $ ^*76 39 5.72 177 167 6.31 6.23 57 92 130 130 MECHANICS. AUTOMOTIVE Sex, occupation, and industry division GUARDS AND W ATCHM EN— 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 J O no ,,, n r -. - x 7.06 7.08 37 6.16 5.61 5.61 -/X X.-X / -r »4*^3 7*13 CUSTODIAL AND MAT-RIAL M OVEM ENT OCCUPATIONS - M N E CUSTODIAL AND MATERIAL M OVEM ENT OCCUPATIONS - W M N OE JANITORS, PORTERS, AND CLEANERS: ...Ar,- .. r ,,. T r x. x ^ x 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 *J jt* *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 ss* jejc *** *** *** *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 AM D 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 V a 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 . . - 4 i 4 - 1 i • i 1 _ • _ _ • 2 1 1 _ _ - . 1 1 • . . _ _ - - - • 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 W ORKERS 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 w RK ------O WITH PAY DIFFERENTIAL FOR LATE SHIFT W R ----* -----OK 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 O W F ORKERS - AVERAGE PAY DIFFERENTIAL UNIFORM CENTS-PER-HOUR DIFFERENTIAL --------------------UNIFORM PERCENTAGE DIFFERENTIAL --------------------------PERCENT OF W ORKERS 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 ----------------------------------------------------- - 5 .A 5 .A .6 - 1.A .1 .7 - 1.7 .9 - 6.8 OTHER DIFFERENTIAL* FULL DAY’ S PAY FOR REDUCED HOURS ------------------ 1.2 .4 1.1 .1 See footnotes at end of tables. - .7 29.9 - .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 W ORKERS BY SCHEDULED WEEKLY HOURS AND DAYS ALL FULL-TIME W ORKERS ---------------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 W R SCHEDULES --------------OK 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 W RKERS O i - AVERAGE NUM BER O PAID HOLIDAYS E FOR W ORKERS IN ESTABLISHMENTS PROVIDING HOLIDAYS -----------------PERCENT O W F ORKERS 3Y NUM BER O PAID HOLIDAYS PROVIDED1 F 0 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 W ORKFRS BY TOTAL PAID HOLIDAY TIME PROVIDEDI1 1 I DAY O M RE ----------------------------R O 6 DAYS O M RE --------------------------R O 7 DAYS O M RE --------------------------R O 7 1/2 DAYS O MORE------------------— R 8 DAYS O MORF---------------- ---------R 9 DAYS O M RE ---------------------------R O 10 DAYS O M RE -------------------------R O I I DAYS O M RE -------------------------R O 12 DAYS O M R -------------------------R OE 13 DAYS O M R -------------------------R OE 14 DAYS O M PE -------------------------R O 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 1 0 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 period1 ___ 2 Extra day during Christmas week_____ ___ New Year's Eve. New Year's Eve, half day----- --------- ---Floating holiday, 1 day 11T 3 Floating holiday, 2 days 13_________________ Floating holiday, 3 days 1 3 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 1 1 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 1 2 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 W ORKFRS ---------------- 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 M ONTHS OF SERVICE: UNDER 1 W K --------------------------EE 1 W E -----------------------------------EK OVFR 1 AND UNDER 2 W EEKS -------2 W EEKS ---------------------------------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 O SERVICE! F 1 W E -----------------------------------EK OVFR 1 AND UNDER 2 W EEKS -------2 W EEKS ---------------------------------OVER 2 AND UNDER 3 W EEKS -------3 W EEKS ---------------------------------OVER 3 AN UNDER A W D EEKS -------A W EEKS ---------------------------------- 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 O SERVICE: F l W K -----------------------------------EE OVER I AN UNDER 2 W D EEKS -------2 W EEKS ---------------------------------OVER 2 AND UNDER 3 w E e k S -------3 W EEKS ---------------------------------OVER 3 AND UNDER A W EEKS -------A W EEKS ---------------------------------- 3b 15 A1 2 5 (9) <9) 30 19 A O 3 8 - A7 5 A3 2 (9) 1 (9) 2 7 78 8 3 YEARS O SERVICE: F 1 W E -----------------------------------EK OVER 1 AND UNDER 2 W EEKS -------2 W EEKS ---------------------------------OVER 2 AND UNDER 3 W EEKS -------3 W EEKS ---------------------------------OVFR 3 AND UNDER z» WEEKS-------A W EEKS ---------------------------------- 2 8 73 10 6 (9) (9) 9 70 1A 8 - A YEARS O SERVICE: F 1 W K -----------------------------------EE OVER 1 AND UNDER 2 W EEKS -------2 W EEKS ---------------------------------OVER 2 AND UNDER 3 W EEKS -------3 W EEKS ---------------------------------OVER 3 AND UNDER A W EEKS -------A W EEKS ---------------------------------- 2 6 73 1 1 6 (9) (9) 7 70 IS 8 “ PF.RCENT OF W ORKERS . 100 (9) (9) AM UNT O PAID VACATION AFTER:1 O F 4 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 7 1 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 AM OUNT OF PAID VACATION AFTER1 4 CONTINUED 5 YEARS OF SERVICE! 1 W EEK ------------------------------------OVER 1 AND UNDER 2 W EEKS -------2 W EEKS ----------------------------------OVER 2 AND UNDER 3 W FEKS --------3 W EEKS ----------------------------------OVER 3 AND UNDER A WEEKS--------A W EEKS ----------------------------------10 YEARS OF SERVICE! 1 W EEK -----------------------------------OVER 1 AND UNDER 2 W EEKS -------2 W EEKS ----------------------------------OVER 2 AND UNDER 3 W EEKS -------3 W EEKS ----------------------------------OVER 3 AND UNDER A W EEKS --------A W EEKS ----------------------------------OVER A AND UNDER 5 W EEKS --------12 YEARS OF SERVICE! 1 W EEK ------------------------------------OVER 1 AND UNDER 2 W EEKS --------2 W EEKS ----------------------------------OVER 2 AND UNDER 3 W EEKS -------3 W EEKS ---------------------------------OVER 3 AND UNDER A WEtKS --------A W EEKS ----------------------------------OVER A AND UNDER 5 W EEKS -------15 YEARS OF SERVICE! 1 WEEK----- ---------------------- ------OVER 1 AND UNDER 2 W EEKS --------2 W EEKS ----------------------------------OVER 2 AND UNDER 3 W EEKS --------3 W EEKS ----------------------------------OVER 3 AND UNDER A W EEKS --------A WEEKS---------— ---- — * — ---------OVER A AND UNDER 5 W EEKS --------5 W EEKS ----------------------------------20 YEARS OF SERVICE! 1 W EEK ------------------------------------2 WEEKS-------------‘--------------------OVER 2 AND UNDER 3 W EEKS -------3 WEEKS----------- -----------------------OVER 3 AND UNDER A W EEKS --------A W EEKS ---------------------------------OVER A AND UNDER 5 W EEKS --------5 WEEKS---------------------- ----------OVER 5 AND UNDER 6 W EEKS --------- 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 6 A8 ? 44 6 1 (9) 70 2 20 (9) 2 82 9 7 - 6 1 (9) 60 3 29 * (9) A - 1 - 2 1 8 A5 5 A0 3 - 1 3 7 13 26 28 22 2 7 80 5 8 10 71 16 1 30 - (9) 2 98 - - 6 26 5 63 ” (9) 4 - - 7 2 59 3 4 50 39 2A 2 - - 85 5 2 - 2 98 * 3 7 13 A5 (9) 81 9 7 " 3 50 5 A2 - 99 - (9) 60 3 29 3 1 (9) 67 7 19 7 (9) 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 AM OUNT O PAID VACATION AFTER1 F 4 CONTINUED ’ 5 YEARS OF SERVICE: 1 W E -----------------------------------EK 2 W EEKS ----------------------------------OVER 2 AND UNDER 3 <*EEKS -------3 W EEKS ----------------------------------OVER 3 ANO UNDER A WEtKS -------4 W EEKS ---------------------------------OVER 4 ANO UNDER 5 WEt-KS-------S W EEKS ----------------------------------OVER 5 AND UNDER 6 W EEKS -------ft W EFKS ----------------------------------- 28 3 46 1 1 30 YEARS OF SERVICE: 1 W E -----------------------------------EK ? W EEKS ----------------------------------OVER 2 AND UNDER 3 W EEKS -------3 W EEKS ----------------------------------OVER 3 AND UNDER 4 W EEKS -------4 W EEKS ----------------------------------OVER 4 AND UNDER 5 W EEKS -------5 W EEKS ----------------------------------OVER 5 AND UNDER 6 W EEKS -------6 W EFKS ----------------------------------- 2 4 2 13 22 3 48 1 S M AXIM UM VACATION AVAILABLE: I W E -----------------------------------EK ? W EFKS ---------------------------------OVER 2 AND UNDER 3 W EEKS -------3 W EEKS ----------------------------------OVER 3 AND UNDER 4 W EEKS -------4 W EEKS ----------------------------------OVER 4 AND UNDER 5 W EEKS -------5 W EEKS ----------------------------------OVER S AND UNDER 6 wEcKS -------6 W EEKS ----------------------------------7 W EEKS ----------------------------------A W EEKS ----------------------------------- 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 W ORKERS ---------------- 100 100 100 100 100 100 100 100 IN ESTABLISHMENTS PROVIDING AT LEAST ONE O THE BENEFITS F SH W BELOW15---------------------------------O N 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 O SICK LEAVE O BOTH15-----------------R R 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 W ORKERS LIFF INSURANCE -------------------------------NONCONTRIRUTOPY PLANS ------------------ SICKNESS AND ACCIOENT INSURANCE------------------------ ---------NONCONTRIBUTORY PLANS ---- ----- -— SICK LEAVE (FULL PAY AND N O WAITING PERIOD) -------------------------SICK LEAVE (PARTIAL PAY O R 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. 1 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. 0 1 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 1 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— 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 N 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. 1 " 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. 3 1 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 4 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 . 1 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 5 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. 1 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 8 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 areas currently surveyed, data are obtained from representative estab 2 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__ __1 1 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 a variety of machinist's handtools f 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.— Y. N. 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, 1 1 1. 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, 1 1 1. Springfield— Chicopee— Holyoke, Mass.— Conn. Stockton, Calif. Tacoma, Wash. Tampa— Petersburg, Fla. St. 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 _____________________________________________________ 1850-58, $1.05 Boston, Mass., Aug. 1975 1 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,— iss., Nov. 1974 _____________ _______________________ Suppl. M _ 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 — o rtsm o u th and N e w p o rt N ew s— P 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— in gsto n — ew bu rgh , N .Y ., June 1974 _________________ __________________ Suppl. K N P r o v id e n c e — a rw ick —P aw tu ck et, R .I.—M a s s ., June 1975 ______________________________ 1850-27, W R a le ig h — urham , N .C ., F e b . 1975 _________________________________________________________ Suppl. D 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— gden, U tah, N o v . 1974 ___________________________________________________ Suppl. O 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 O San F r a n c is c 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— a r r e n , O h io, N o v . 1973 2 ____________________ _______________________ ______Suppl. W 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 O h io 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 . 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