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<£os'o - */o Area Wage Survey Trenton, New Jersey, Metropolitan Area September 1979 U.S. Department of Labor Bureau of Labor Statistics Bulletin 2050-40 # , \V ’ ' ^ tfp v s* CP- Preface This bulletin provides results of a September 1979 survey of occupa tional earnings in the Trenton, New Jersey, Standard Metropolitan Statistical Area. The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program. It was conducted by the Bureau's regional office in New York, N .Y ., under the general direction of Anthony J. Ferrara, Assistant Regional Commissioner for Operations. The survey could not have been accomplished without the cooperation of the many firm s whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received. Material in this publication is in the public domain and may be reproduced without permission of the Federal Government. Please credit the Bureau of Labor Statistics and cite the name and number of this publication. Note: Also available for the Trenton area are listings of union wage rates for seven selected building trades. Free copies of these are available from the Bureau's regional offices. (See back cover for addresses.) Area Wage Survey U.S. Department of Labor Ray Marshall, Secretary Trenton, New Jersey, Metropolitan Area September 1979 C O fltS fltS Page introduction____________________ 2 Page Bureau of Labor Statistics Janet L. Norwood, Commissioner November 1979 Bulletin 2050-40 For sale t>y the Superintendent of D o c u ments. U S Government Printing Office. W ashington D C 20402. G P O Bookstores, or B LS Regional Offices listed on back cover Price $1 50 Make checks payable to Super http://fraser.stlouisfed.org/ intendent of Documents Federal Reserve Bank of St. Louis Tables: Earnings, all establishments: A - l . Weekly earnings of office workers______ A -2. Weekly earnings of professional and technical workers_________________ A -3, Average weekly earnings of office, professional, and technical workers, by sex_____________ A -4. Hourly earnings of maintenance, toolroom, and powerplant 3 5 6 A -5. Hourly earnings of material movement and custodial w orkers_____ 8 A - 6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by s e x ____________ 9 A -7. Percent increases in average hourly earnings for selected occupational groups_____________________10 A - 8. Average pay relationships within establishments for white-collar workers_______________ 11 A -9. Average pay relationships within establishments for blue-collar workers_______________ 12 Appendix A. Scope and method of survey-------------14 Appendix B. Occupational descriptions__________ 17 Introduction This area is 1 of 72 in which the U.S. Department of Labor's Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits. (See list of areas on inside back cover.) In each area, earnings data for selected occupations (A -se r ie s tables) are collected annually. Information on establishment practices and supplementary wage benefits (B -se r ie s tables) is obtained every third year. This report has no B -se r ie s tables. manufacturing and nonmanufacturing industries. The occupations are defined in Appendix B. For the 31 largest survey a reas, tables A - 10 through A - 15 provide similar data for establishments employing 500 workers or m ore. Table A -7 provides percent changes in average hourly earnings of office clerical workers, electronic data processing workers, industrial nurses, skilled maintenance trades w orkers, and unskilled plant workers. Where possible, data are presented for all industries and for manufac turing and nonmanufacturing Separately. Data are not presented for skilled maintenance workers in nonmanufacturing because the number of workers employed in this occupational group in nonmanufacturing is too sm all to warrant separate presentation. This table provides a m easure of wage trends after elimination of changes in average earnings caused by em ploy ment shifts among establishments as well as turnover of establishments included in survey samples. For further details, see appendix A. Each year after all individual area wage surveys have been co m pleted, two summary bulletins are issued. The first brings together data for each metropolitan area surveyed; the second presents national and regional estim ates, projected from individual metropolitan area data, for all Standard Metropolitan Statistical A reas in the United States, excluding Alaska and Hawaii. A major consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor m arkets, through the analysis of ( 1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U.S. Depart ment of Labor to make wage determinations under the Service Contract Act of 1965. Tables A - 8 and A -9 provide for the first time m easures of average pay relationships within establishments. These m easures may differ con siderably from the pay relationships of overall averages published in tables A - l through A - 6. See appendix A for details. Appendixes A -s e r ie s tables Appendix A describes the methods and concepts used in the area wage survey program and provides information on the scope of the survey. Tables A - l through A -6 provide estimates of straight-tim e weekly or hourly earnings for workers in occupations common to a variety of Appendix B provides job descriptions presentatives to classify workers by occupation. 2 used by Bureau field re Earnings Table A-1. Weekly earnings of office workers, Trenton, N .J., September 1979 Weekly earnings * (standard) O c c u p a t io n a n d in d u s t r y d i v i s i o n Num ber of workers Average weekly hours 1 [standard) Mean 2 M edian 2 NUMBER OF WORKERS RECEIV ING M iddle range 2 3 9 . 0 $ 2 3 4 .0 0 $ 2 2 6 .5 0 $ 1 9 9 . 5 0 - $ 2 6 2. 0 0 39.0 243.50 236.00 2 1 1 . 0 0 - 2 7 6 .5 0 2 1 7 .5 0 211.00 1 8 5 . 0 0 - 2 4 3 .0 0 38.5 100 AND UNDER 110 S T R A I G H T - TIME WEEKLY EARNINGS ( I N OF — DOLLARSI 110 120 130 140 150 160 170 180 190 200 2 2D 240 260 280 300 320 340 360 380 400 AND OVER 120 130 140 150 160 170 180 190 200 220 2 40 260 280 300 320 340 360 380 400 - - - 15 3 12 10 7 3 37 13 24 45 23 22 94 36 58 81 40 41 200 118 82 203 1 4D 63 139 84 55 123 91 32 53 45 8 61 51 10 32 31 1 7 6 1 7 1 6 4 3 1 - - “ _ - 7 7 2 1 1 10 3 7 2D 13 7 32 26 6 23 18 5 24 21 3 37 30 7 11 10 1 1 1 2 1 2 1 5 5 - 4 1 3 1 1 4 4 - - * - _ - S E C R E T A R IE S .................................................. .. MANUFACTURING............................................... N O N M A N U F A C T U R I N G . . . . . ................... .. 1.116 697 919 S E C R E T A R I E S . CLASS B ................................ MANUFACTURING................................................ NONMANUFACTURING........................................ 171 123 48 39.0 39.5 38.0 272.50 2 7 9 .5 0 2 5 3 .5 0 276.50 2 8 0 .5 0 2 5 3 .0 0 2 4 6 .0 0 2 5 1 .5 0 2 0 7 .5 0 - 3 0 4 .5 0 3 0 7 .0 0 2 9 8 .0 0 - S E C R E T A R I E S . CLASS C ................ .............. MANUFACTURING................................................ N O N M A N U F A C T U R IN G ................ 322 236 86 38.5 38.5 39.0 2 4 6 .0 0 2 4 7 .5 0 2 4 1 .0 0 239.00 2 3 7 .0 0 245.50 2 1 7 .5 0 2 1 6 .0 0 2 2 5 .5 0 - 2 7 2 .5 0 2 7 6 .5 0 2 6 5 .5 0 - “ _ - _ _ - 1 1 15 5 10 14 10 4 17 15 2 8 8 - 34 30 4 74 60 14 52 26 26 47 30 17 14 10 4 16 14 2 16 16 - S E C R E T A R I E S . CLASS D........................ MANUFACTURING................................................ NONMANUFACTURING....................................... 445 214 231 38.5 39.5 3 8.0 224.50 2 4 1 .0 0 2 0 9 .5 0 219.00 234.50 206.00 1 99 .5 0 2 1 6 .0 0 1 8 9 .5 0 - 2 4 4 .0 0 2 6 5 .0 0 2 2 5 .0 0 - - - - _ - _ - 3 3 12 12 44 1 43 53 16 37 116 50 66 94 55 39 53 31 22 48 40 8 12 11 1 6 6 4 4 - S E C R E T A R I E S . CLASS E ................................ MANUFACTURING............................................... 164 115 39.5 39.0 1 8 8 .5 0 1 9 4 .5 0 186.00 194.00 1 6 8 .5 0 1 7 8 .5 0 - 2 0 7 .5 0 2 1 1 .0 0 - - - - 15 3 9 6 19 8 19 13 26 20 18 15 40 35 15 12 1 1 2 2 _ - - - - - _ - - - - - - STENOGRAPHERS..................................... MANUFACTURING................................................ NONMANUFACTURING........................................ 131 67 64 37.5 38.0 36.5 2 0 3 .0 0 2 1 2 .0 0 1 9 3 .5 0 202.50 211.50 180.50 1 76 .5 0 1 97 .0 0 1 70 .0 0 - 2 2 3 .5 0 2 3 0 .5 0 2 2 0 .5 0 - - _ - 1 1 5 5 3 3 10 4 6 18 2 16 9 3 6 17 10 7 27 22 5 22 12 ID 13 11 2 1 1 - 5 1 4 - - - - - - - _ - S E N I O R ............................. 36 37.0 2 0 0 .5 0 193.00 1 80 .5 0 - 2 2 0 .5 0 - - - - 1 3 1 2 7 8 5 5 3 - i - - - - - - STENOGRAPHERS. 6 E N E R A L . ........................ M A N U F A C T U R I N G . . . . ..................................... N O N M A N U F A C T U R IN G ................ 95 58 37 37.5 38.0 37.0 2 0 4 .0 0 2 0 9 .0 0 1 9 6 .0 0 207.50 210.50 176.50 1 7 4 .5 0 - 228.00 1 9 6 . 0 0 - 2 2 1 .5 0 1 7 0 . 0 0 - 2 2 8 .0 0 - - - 4 - 9 8 1 22 22 17 ID 7 10 8 2 1 1 - 4 4 - - - 2 2 - - 16 2 14 - - 9 4 5 _ - 1 1 ~ * * * T Y P I S T S ....................................................................... M A N U F A C T U R IN G .. .......................................... 223 75 37.5 39.0 1 6 2 .5 0 1 7 1 .5 0 156.00 169.00 1 4 2 .5 0 1 5 0 .5 0 - 1 7 9 .0 0 1 9 6 .5 0 _ 1 1 1 - - - - _ - - - T Y P I S T S . CLASS B .......................................................... MANUFACTURING .................................................................. NONMANUFACTURING ....................................................... 105 56 49 38.0 38.5 37.0 1 5 9 .5 0 1 7 0 .0 0 1 4 7 .0 0 1 4 9 .0 0 165.50 133.50 1 3 3 .5 0 1 4 9 .5 0 1 32 .5 0 - 1 7 6 .0 0 1 9 6 .5 0 1 4 5 .0 0 - - 1 - - - - - 1 1 - - MESSENGERS ....................................................................................... NON MANUFACTURING........................ ... 59 33 37.5 37.0 1 4 6 .5 0 1 4 6 .0 0 144.00 1 4 3 .5 0 1 32 .5 0 1 2 7 .5 0 - 153.50 147.50 SWITCHBOARD OPERATORS ..................................... ... 46 38.0 1 8 0 .5 0 176.50 1 65 .00 - SWITCHBOARD OPERATORR E C E P T I O N I S T S ........................................................................ M A N U F A C T U R IN G .. ................ ........................... 49 25 39.0 38.5 1 8 5 .5 0 1 9 5 .5 0 173.00 177.00 ORDER CL ERK S.......................................................... M A N U F A C T U R I N G . . . . . .............. 80 56 39.0 38.5 2 2 0 .5 0 2 2 9 .5 0 212.50 225.00 STENOGRAPHERS. - - - * _ - - 4 * - - 1 1 - 38 3 55 15 36 13 21 9 23 9 8 1 18 12 21 12 1 34 3 31 23 14 9 9 7 2 7 7 7 7 2 10 8 2 - 2 11 9 2 10 10 15 4 13 10 8 1 4 1 2 1 2 2 2 1 2 2 - _ - - - - - - - _ “ - - - - - - - - - - 2 2 4 9 6 4 4 9 3 1 - - - - - - - - - - 2 2 - 4 4 - - - - - - 4 4 - - - - _ - - - 1 1 2 0 1 .0 0 - 2 1 6 9 .0 0 1 5 8 .0 0 - 1 9 0 .0 0 210.50 - - - - - - - - 3 3 7 7 5 - 18 4 2 1 6 3 2 1 1 9 6 .0 0 1 9 8 .0 0 - 2 4 4 .0 0 2 5 1 .5 0 - - _ _ _ 1 1 2 2 1 1 13 5 6 6 21 5 S ee fo o tn o te s at end o f t a b le s . - 5 5 - 3 - - - 1 13 13 10 10 9 9 - - “ - - - - Table A-1. Weekly earnings of office workers, Trenton, N .J., September 1979— Continued W eekly earnings 1 (standard) O c c u p a t io n a n d i n d u s t r y d i v i s i o n Number of workers A verage weekly hours 1 (standard) M ean 2 M edian 2 Middle range 2 NUMBER OF WORKERS R EC EI V IN G 100 AND UNDER 110 STRAIGHT -T I M E WEEKLY EARNINGS (IN DOLLARS) OF — 110 120 130 140 150 160 170 180 190 200 2 20 240 260 280 300 320 340 360 380 120 130 140 150 160 170 180 190 200 220 2 40 260 280 300 320 340 360 380 400 1 1 2 2 1 1 13 5 6 6 21 5 8 8 5 5 8 8 27 13 14 35 24 11 32 23 9 45 36 9 24 20 4 60 39 21 54 45 9 35 29 6 8 6 2 10 5 5 28 24 4 20 16 4 41 29 12 45 36 9 400 AND OVER OROER CLERKS— CONTINUED - - _ _ - - - - 9 5 4 8 6 2 23 10 13 * “ - 1 5 0 . 0 0 - 1 8 8 .5 0 1 5 5 .0 0 - 201.00 1 4 6 .0 0 - 173.00 2 2 * 215.00 224.50 1 7 3 . 5 0 - 2 4 2 .0 0 1 7 3 .5 0 - 245.00 - 176.00 193.00 167.50 165.00 1 80.00 159.00 1 4 5 .0 0 - 190.00 1 6 0 . 0 0 - 1 9 9 .5 0 1 4 4 .0 0 - 187.00 3 8.0 3 9.5 3 7.0 198.00 197.00 199.50 195.00 189.00 214.50 1 7 4 .5 0 - 218.50 1 7 8 . 0 0 - 2 0 8 .5 0 1 6 9 . 0 0 - 2 2 0 .0 0 3 8.5 38.5 3 8.5 165.00 189.00 157.00 153.00 160.00 150.00 1 4 0 . 5 0 - 1 7 8 .0 0 1 5 1 . 0 0 - 1 8 4 .5 0 1 4 0 .0 0 - 171.00 OROER CLERKS. CLASS B............................. M A N U FA CT UR IN G .. .......................................... 69 45 ACCOUNTING CLERKS..................................... .. M A NU FA CT UR IN G. ...................................... .. NONMANUFACTURING........................................ 398 284 114 3 8.5 3 9.0 3 8.0 205.00 208.50 195.50 1 96.00 202.00 182.00 1 6 9 . 0 0 - 2 3 0 .0 0 1 7 5 . 0 0 - 2 3 3 .0 0 1 5 2 .0 0 - 208.00 2 2 ACCOUNTING CL ERK S. CLASS A ................ MANUFACTURING............................................... N O N M A N U F A C T U R I N G . . . . . . . ..................... 222 168 54 39.0 3 9.0 3 8.0 227.50 225.50 2 33.50 2 20.50 221.00 210.50 1 9 3 .0 0 - 244.50 1 9 3 .0 0 - 244.00 1 9 1 . 5 0 - 2 5 7 .5 0 ACCOUNTING CL ERK S. CLASS B ........... .. MANUFACTURING............................................... N0NMANUFACTURIN6..................... 176 116 60 3 8.5 3 9.0 3 8.0 176.50 184.00 161.50 169.00 175.00 157.00 PAYROLL C L E R K S . . . . .......................................... M A N U FA CT UR IN G .. .......................................... 71 51 38.5 3 9 .0 219.00 228.50 KEY ENTRY OPERATORS........................................ MANUFACTURING.............. .. .............................. NONMANUFACTURING..................... ................. 240 80 160 3 8.5 3 9.0 3 8.0 KEY ENTRY OPERATORS. CLASS A........... M A N U F A C T U R I N G . . . . . . . . ..................... NONMANUFACTURING................... .. 78 38 40 KEY ENTRY OPERATORS. CLASS B........... M A N U F A C T U R I N G . . . . . . . . . . . . ................. NONMANUFACTURING.............. ........................ 162 42 120 3 9 .0 $217.50 2 2 7 .0 0 3 8.5 $ 2 1 2 .0 0 $ 1 9 2 . 0 0 - $ 2 2 5 .0 0 225.00 1 9 5 .0 0 - 260.00 - * - _ - _ - - - - - - 19 18 1 4 4 - i i - 5 4 1 4 4 - 9 1 8 - 2 2 34 28 6 13 12 1 4 4 - i i - 1 1 4 4 - 9 1 8 - 2 2 - _ - _ - _ - _ - _ - - - 4 4 _ 4 4 _ “ 2 2 5 4 8 6 2 21 10 11 27 13 14 27 18 9 22 18 4 17 12 5 4 4 - 19 10 9 9 9 - 1 1 ~ 6 6 - _ - - 4 4 - - - 6 4 1 - 4 4 4 2 9 9 5 1 3 3 5 - 10 6 13 11 3 3 _ _ _ - - - - - 3 3 29 5 24 40 5 35 28 8 20 31 12 19 16 9 7 27 14 13 19 7 12 26 9 17 9 1 8 4 4 - 2 2 i i - 1 1 - - - _ - - - - - 4 4 5 1 4 7 4 3 8 7 1 10 7 3 10 7 3 19 7 12 8 8 4 4 - 2 2 ~ _ - _ - 1 1 - - 3 3 29 5 24 36 5 31 23 7 16 24 8 16 8 2 6 17 7 10 9 9 7 2 5 1 1 _ - - i i - - 9 * - See footn otes at end o f ta b le s . - 4 4 _ - 4 - - - 4 4 - _ ~ _ - _ - _ - - 4 4 - Table A-2. Weekly earnings of professional and technical workers, Trenton, N .J., September 1979 Weekly earnings 1 (standard) O c c u p a t io n a n d in d u s t r y d i v i s i o n Number of workers COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) ............................................................ M A N U F A C T U R IN G .. ........... .............................. 197 90 COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) . CLASS A................................ 82 Average weekly hours 1 (standard) Mean ^ Median 2 NUMBER OF WORKERS RECEIV ING S T R A I G H T - T I M E M iddle range 2 140 AND UNDER 150 170 180 190 200 210 220 240 260 2 80 300 320 340 360 380 400 440 480 160 170 180 190 200 210 22 0 240 260 280 300 320 340 360 380 400 440 480 520 - - - - - 24 7 23 5 24 15 39 23 25 13 12 10 2 7 9 19 20 10 10 **15 12 38.0 - - - - 4 12 .00 4 31 .50 - 4 9 9 .0 0 5 3 1 .5 0 4 0 6 .5 0 COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) . CLASS B................................ 89 37.5 3 8 4 .5 0 3 8 0 .0 0 3 55 .00 - COMPUTER PROGRAMMERS ( B U S I N E S S ) . . . . MANUFACTURING ................................................................. NONMANUFACTURING ...................................................... 93 39 54 38.0 38.5 37.5 3 0 5 .5 0 3 1 7 .5 0 2 9 6 .5 0 2 9 9 .5 0 3 0 9 .0 0 2 9 2 .5 0 2 5 9 . 5 0 - 3 5 0 .0 0 2 8 5 . 0 0 - 3 7 3 -5 0 2 3 7 . 0 0 - 3 3 7 .5 0 COMPUTER PROGRAMMERS ( B U S I N E S S ) . CLASS A............................................................... 29 39.0 3 5 3 .5 0 3 6 8 .5 0 3 12 .50 - 3 8 0 .0 0 COMPUTER PROGRAMMERS ( B U S I N E S S ) . CLASS B............................................................... NONHANUFACTURING........................................ 61 38 37.5 37.5 2 8 5 .5 0 2 7 3 .0 0 2 9 0 .0 0 2 7 6 .5 0 2 37 .00 2 3 7 .0 0 - 3 1 7 .0 0 2 9 8 .0 0 COMPUTER OPERATORS.......................................... MANUFACTURING............................................... NONMANUFACTURING........................................ 202 85 117 37.5 38.0 37.5 2 5 7 .0 0 2 9 9 .5 0 2 2 6 .0 0 2 5 0 .0 0 2 8 7 .5 0 2 1 5 .0 0 COMPUTER OPERATORS. CLASS A .............. NONMANUFACTURING........... ................... .. 58 32 38.5 38.5 2 7 5 .0 0 2 4 5 .0 0 COMPUTER OPERATORS. CLASS B .............. MANUFACTURING................................................ NONMANUFACTURING........................................ 118 51 67 37.0 37.5 37.0 COMPUTER OPERATORS. CLASS C .............. 26 DRAF TE RS ........................................................... . M A N U F A C T U R IN G .. ........................................... OR AFT ERS . CLASS A ........................................ MANUFACTURING................................................ - - - - - * - - - - - 1 - 2 ~ - - - - 1 - “ - - - 10 - 11 1 5 1 9 3 - - - - - - 1 - - - - 6 19 16 15 20 5 4 2 2 22 6 16 10 8 2 7 4 3 6 - - - - 6 9 6 3 1 - 8 6 2 2 2 7 5 2 2 1 - - - “ - “ “ 6 3 2 2 8 5 2 1 - - 2 2 14 12 4 2 4 2 16 10 7 2 5 3 4 4 - 4 - - - - - 23 6 17 18 5 13 14 7 7 13 8 5 18 11 7 27 4 23 5 4 1 4 4 - - 4 4 - 17 17 - _ - _ - 1 1 - 8 8 9 9 1 1 9 4 18 7 4 * 3 1 2 - _ 1 - - 1 - 14 5 9 7 4 3 13 7 6 4 3 1 - 23 23 2 2 - 2 2 - _ - 4 4 - - “ * “ - 1 1 - 2 0 2 . 0 0 - 3 0 2 .0 0 2 2 7 . 5 0 - 3 9 8 .0 0 1 7 5 . 0 0 - 2 9 0 .0 0 5 5 6 6 11 11 14 14 5 5 6 4 2 11 10 1 2 7 9 .5 0 2 3 1 .5 0 2 2 8 .0 0 - 299.00 2 1 6 . 0 0 - 2 8 1 .0 0 - - - - - - - - - 2 2 - - 2 6 6 .0 0 3 0 8 .5 0 233.50 2 5 4 .5 0 2 6 8 .0 0 2 1 0 .0 0 2 0 2 . 5 0 - 3 0 2 .0 0 2 2 1 . 5 0 - 4 0 0 .0 0 1 7 5 . 0 0 - 3 0 2 .0 0 2 2 _ - 6 6 14 2 14 2 1 1 - 8 7 1 38.5 1 7 6 .0 0 1 6 6 .0 0 1 5 0 . 0 0 - 1 9 6 .5 0 3 6 5 - 3 3 3 1 2 - - - - - - - 131 124 40.0 40.0 3 1 4 .5 0 3 1 8 .5 0 3 2 5 .0 0 3 2 8 .0 0 2 52 .0 0 2 58 .00 - 3 6 9 .5 0 3 7 1 .5 0 - - 2 2 5 4 _ - - - 7 7 5 3 10 10 7 6 7 4 9 9 9 9 18 18 14 14 14 14 79 75 40.0 40.0 3 5 5 .0 0 3 5 9 .5 0 358.00 3 6 0 .0 0 3 2 8 . 0 0 - 3 8 9 .5 0 3 3 2 .5 0 - 392.50 - - _ - - - 3 3 - 2 2 3 2 3 “ 1 1 5 5 12 12 12 12 302 39.5 3 6 6 .5 0 3 7 6 .5 0 3 2 9 . 0 0 - 4 1 8 .0 0 - - - - - 2 1 2 3 15 18 12 16 23 CLASS B . 107 39.5 3 4 8 .5 0 3 4 4 .5 0 2 9 8 . 0 0 - 4 1 8 .0 0 - - - - - - - - - 8 14 11 12 REGIS TE RED I N D U S TR I A L NURSES ....................... MANUFACTURING............................................... 34 34 40.0 40.0 289.00 2 8 9 .0 0 2 7 2 .0 0 2 7 2 .0 0 2 5 5 .5 0 2 5 5 .5 0 - - - - - - - - 1 1 5 5 4 4 9 9 3 3 3 3 T E C H N I C I A N S . . . . ................... E LE C TR O N IC S T E C H N I C I A N S . * ** W o r k e r s w e r e d i s t r ib u t e d a s f o l l o w s : W o r k e r s w e r e d i s t r ib u t e d a s f o l l o w s : 3 2 4 .5 0 3 2 4 .5 0 - - - 6 at $ 520 to $ 560; 2 at $ 560 to $ 600; and 4 at $ 600 to $ 640. 9 at $ 520 to $ 560; 2 at $ 560 to $ 600; and 4 at $ 600 to $ 640. S ee fo o tn o te s at end o f t a b le s . 5 15 *12 14 2 12 - - - EL EC TR ON IC S 520 A NO OVER 160 - 4 5 1 .0 0 DOLLARS) OF— 150 3 8 . 0 $ 4 0 0 .5 0 $ 39 3.0 0 $ 3 5 3 . 0 0 — $441 •50 38.0 4 3 4 .5 0 4 2 3 .0 0 3 8 5 . 5 0 - 4 7 8 .0 0 4 5 6 .5 0 WEEKLY EARNINGS ( I N - “ 2 - 16 16 - - - - - - - - 7 7 13 13 2 2 2 2 - 14 14 7 7 13 13 2 2 2 2 - 33 35 27 76 39 - - 7 5 7 1 42 - - - 1 1 1 1 6 6 1 1 - _ - _ - Table A -3. Average weekly earnings of office, professional, and technical workers, by sex, Trenton, N.J., September 1979 Avensc (mean2) O ccu p a tio n , s e x , 3 and in d u stry d iv is io n Number of wodcers Weekhr houn (standard) Weekly earnings1 (standard) ACCOUNTING CLERKS............................................. ACCOUNTING CLERKS* CLASS A................ O ccu p a tio n , s e x , 3 and in d u stry d iv is io n 52 30 49 ORDER CLERKS* CLASS B . ••••••••••• M A N U FA C T U R IN G ..••••••••••••••••• 1*115 39.0 2 3 4 .0 0 *18 3 8 .5 2 1 7 .5 0 171 123 *8 39.0 3 9 .5 38.0 2 7 2 .5 0 2 7 9 .5 0 2 5 3 .5 0 236 86 3 8 .5 39.0 2 4 7 .5 0 2 4 1 .0 0 4*5 214 231 3 8 .5 3 9 .5 38.0 2 2 4 .5 0 2 4 1 .0 0 2 0 9 .5 0 3 9 .0 1 8 8 .5 0 1 9 4 .5 0 38.0 36.5 2 0 3 .0 0 2 1 2 .5 0 1 93 .5 0 COHPUTER PROGRAHHERS ( B U S I N E S S ) . . . . 49 66 64 ACCOUNTING CLERKS* CLASS A . . . . . . . MANUFACTURING. •.......................... ............... MA N U FA C T U R IN G ....••••••••••••••• 57 38.0 57 30*'" 2 3 1 .0 0 3 9 .0 3 8 .J 2 17 .50 2 30 .5 0 . " 167 * • 173 NONPANUFACTURING................ SWITCHBOARD OPERATORS.................................. 223 3 7 .5 1 6 2 .5 0 105 38.0 1 5 9 .5 0 49 37.0 1 47 .0 0 39 37.5 1 4 4 .5 0 46 38.0 1 8 0 .5 0 37 5 3 8 .5 3 9 .0 2 20 .00 2 .3.0 0 3 8 .5 1 77 .0 0 30*0 1C1* JO 167*50 3 8 .0 1 98 .0 0 37 .0 17?*30 162 38 .5 1 65 .00 120 38 .5 1 57 .0 0 COHPUTER PROGRAHHERS ( B U S I N E S S ) . . . . 3 8 .0 COMPUTER SYSTEMS ANALYSTS 58 COMPUTER SYSTEMS ANALYSTS 6 37 .5 115 00 4 48 .5 0 1 9 8 . _AJ 116 78 38 40 S ee fo o tn o te s at end o f ta b le s . 38.0 3 8.0 3 8 .0 65 37 $ 3 1 7 .5 0 38.5 38.5 160 70 38.0 145 NONMANUFACTURING.••••••••••••••• 2 0 4 .0 0 2 0 9 .0 0 63 209.00 2 0 6 .0 0 1 74 .00 PROFESSIONAL AND TECHNICAL OCCUPATIONS - HEN T Y P I S T S ...................................................................... Weekly Weekly earning*1 hour* (standard) (standard) COHPUTER PROGRAHHERS ( B U S I N E S S ) * KEY ENTRY OPERATORS* CLASS A . . . . . KEY ENTRY OPERATORS* CLASS B . . . . . PANUFACTURING............................................... 3 9 . 0 $ 18 5. 5 0 1 95 .5 0 62 ACCOUNTING C L E R K S .••••••••••••.•••• NONPANUFACTURING....................................... O ccu p a tion , s e x . 3 and in d u stry d iv is io n Number of worker* PROFESSIONAL AND TEC HNI CAL OCCUPATIONS - HEN— CONTINUED 3 9 . 0 $ 2 5 0 .5 0 SWITCHBOARD OPERATORR E C E P T I O N I S T S . •••••••••••••••••••• 2 2 9 .5 0 39.5 MANUFACTURIN G.... . . . . . . . . . . . . . . • 2 5 7 .0 0 39.0 ORDER C L E R K S . . . . . • • • • • • • • • • • . . . . . . . O F F I C E OCCUPATIONS UOHEN SECRETARIES* CLASS B................................ Weekly Weekly houn1 earnings1 (standard) (standard) O F F I C E OCCUPATIONS UOHEN— CONTINUED O F F I C E OCCUPATIONS PEN Averaae (mean2) Averaae (mean2) Number of worker* ELECTR ON ICS T EC H N IC IA N S* CLASS B . 87 39.5 PROFESSIONAL AND T ECH NI CAL OCCUPATIONS - UOHEN 30 37.5 280.00 57 46 37.0 36.5 250.50 252.00 43 36.5 257.00 34 34 4 0.0 4 0.0 289.00 2 89.00 Table A -4 . Hourly earnings of maintenance, toolroom, and powerplant workers, Trenton, N .J., September 1979 Hourly earnings 4 NUMBER OF WORKERS R E C EI V IN G Median2 5.00 5.20 AND UNDER 5.20 5.40 Number Occupation and industry division workers Mean 2 Middle range 2 MAINTENANCE C A R P E N T E R S . . ........................... NONMANUFACTURING.. . . . . . . . . . . . . . . 57 33 * 7 .6 4 7 .1 1 *7.24 6.95 * 6 .9 5 - * 7.75 7.24 6 .9 5 - MAINTENANCE E L E C T R I C I A N S ........................... M A N U F A C T U R I N G . . . . . ................................... 170 130 9 .0 8 9 .4 6 8.61 1 0.65 7 . 1 6 - 1 1.11 7 . 7 1 - 11.11 - MAINTENANCE P A I N T E R S ........... ......................... 31 7.96 7 .50 6 .9 1 - 8.58 - MAINTENANCE M A C H IN I S T S ................................ M A N U F A C T U R IN G ................... 69 69 7 .8 1 7.81 7.71 7.71 7 .6 1 7 .6 1 - 8.03 8.03 MAINTENANCE MECHANICS ( M A C H I N E R Y ) . . MANUFACTURING................................................ 347 335 8.23 8 .1 6 7.71 7.69 6 .9 3 - 10.36 6 . 9 3 - 10.51 5 5 MAINTENANCE MECHANICS (MOTOR V E H I C L E S ) ............................................. NONMANUFACTURING................................ 32 27 9 .3 3 9 .0 4 9.54 9 .54 9 . 2 1 - 10.51 8 . 0 0 - 1 0.02 - S T A T I O N A R Y E N GI NE ER S ..................................... M A N U F A C T U R I N G . . . . . ................................ 48 33 8 .5 6 8 .5 6 8.32 8.34 7 .5 6 7 .6 1 - 9.41 9.41 B O IL ER T E N D E R S . . . . . . . . . . . . . . . . . . . . . M A N U F A C T U R IN G ...................* 60 59 6 .1 9 6.20 6.06 6 .06 5 .3 7 5 .3 7 - 6 .65 6 .65 * ** W o r k e r s w e r e at $11 to $ 1 1 .4 0 . W o r k e r s w e r e d is t r ib u t e d as f o ll o w s : HOURLY EARNINGS (IN DOLLARS) OF— 5.40 5.60 5.80 6.00 6 .20 6.40 6.60 6.80 7 . 0 0 7 . 20 7 . 40 7 .6 0 7 . 8 0 8.20 8.60 9.00 5.60 5 .8 0 6.00 6.20 6 .4 0 6.60 6.80 7.00 7.20 8.60 9.00 9.40 20 18 2 2 8 3 1 6 * 35 14 4 4 5 5 5 5 2 2 2 2 - - - - - - * 1 - 2 3 3 34 34 “ - - - 1 1 “ - - 17 16 - - 1 - 6 6 67 at $11 to $ 1 1 .4 0 ; and 4 at $ 1 1 .4 0 to $ 1 1 .8 0 . S ee fo o tn o te s at end o f ta b le s . STRA I6H T-TIM E 7 1 8 8 - 12 12 7 7 - 2 5 - 39 39 1 1 30 30 2 2 _ “ - 2 1 - 8 8 4 4 3 35 35 7 . 40 7 . 6 0 8.20 4 4 9 4 2 4 4 12 9 17 9 3 1 1 1 1 10 3 - 11 11 *55 55 3 4 - 4 - - 3 - - 9 9 1 1 25 25 32 32 _ 2 2 _ _ _ - - - - 11 11 71 71 _ 7 7 _ _ 1 1 7 5 18 8 _ _ - - 1 1 4 4 7 7 4 4 4 4 5 - 1 - 5 4 - _ _ _ - - 7 - 4 - 9 9 4 - _ _ _ _ _ _ - “ 2 2 3 3 1 2 2 _ 7.80 9 .4 0 9 .8 01 0 .2 01 0 . 6 0 1 1 . 0 0 AND OVER 9 .8 0 10 .2 0 1 0 .601 1 .0 0 4 4 10 10 _ _ - _ 5 5 5 - _ _ - - 13 **71 13 71 - Table A -5 . Hourly earnings of material movement and custodial workers, Trenton, N .J., September 1979 Hourly tamings 4 Occupation and i nd us tr y div is io n Number of workers Mean 2 Median2 TRUCKDRIVERS......................................................... M A N U FA CT UR IN G .. .................................. .. NONMANUFACTURING.................................. PUBLIC U T I L I T I E S ................................... 292 47 245 145 * 7.97 5.41 8.46 9.67 *7.53 5 .25 9.77 1 0.26 TRUCKDRIVERS. L I G H T TRUCK................... N0 NM AN UF ACT U R IN 6. .. . . . . . . . . . . . . . 52 44 5.83 6.01 5 .29 5 .49 NUMBER OF WORKERS R E C EI V IN G Middle range 2 * 5 . 6 8 - * 1 0 .2 6 4 .8 5 5.27 7 .5 3 - 10.26 9 . 8 7 - 1 0.26 2.90 3.00 A NO UNDER 3.00 3.10 S T R A I G H T - T I M E HOURLY EARNIN6S CIN DOLLAR S) OF— 3.10 3.20 3 .4 0 3.60 3.80 4 .0 0 4 . 2 0 4.60 5 .0 0 5 .4 0 5 .8 0 6.20 6 .6 0 7.00 7 .40 7.80 8.20 8 .60 9.00 9 .4 0 3.20 3.40 3 .6 0 3.80 4.00 4 .2 0 4.60 5.00 5.40 5 .8 0 6 . 2D 6 . 6 0 7 . 0 0 7.40 7.80 8.20 8.60 9.00 9.40 9 .8 0 - - - - - - - 32 18 14 3 35 19 16 - 10 1 9 - 15 15 a 8 - - - - - 4 .9 3 5 .2 9 - 7.18 7.53 - - - - - - - - - - - - - - - - - ~ 15 7 - 3 2 1 1 76 76 12 1 1 1 1 1 1 - 1 1 12 12 - - 1 1 * 4 4 - 5 1 4 4 - _ - - - - 2 2 1 *122 1 122 1 122 “ 86 TRUCKDRIVERS. MEDIUM T R U C K . . . . . . . 168 8.67 10.26 7 .5 3 - 1 0.26 " - - - - - - - " 10 4 - 4 - - - 64 - - - - SHI PP ERS ................................................................... M A N U FA CT UR IN G .......................... 36 36 4.94 4.94 4 .65 4 .65 4 .1 4 4 .1 4 - 5.45 5.45 - - - - _ - - - - - - - - 1 1 - - 4 4 - - 2 2 - - 3 3 - - 8 8 - - 18 18 RECE IV ERS ................................................................. M A N U F A C T U R IN G ................... 56 33 5.73 5.42 5.21 5.21 4 .9 3 5 .0 1 - 6 .78 6 .07 - - - - _ - - - - 2 2 4 2 5 3 4 2 5 * - - 3 3 - - 16 13 - - 11 8 - - 3 - 2 - 1 - SHIPPERS AND R EC EI V ER S ..................... .. M A N U FA CT UR IN G .. ........... .............. .. ............ 31 31 6.96 6.96 6.47 6.47 6 .0 5 6 .0 5 - 7.06 7.06 - - - - _ - - - _ - - - - - - - 7 7 - - 1 1 - - 5 5 - - 5 5 - - 13 13 - - 31 - - 101 6.46 6.18 6 .1 1 - 7.53 " - - - - 1 - 4 ORDER F I L L E R S ....................................................... M A N U F A C T U R I N G . . . . . . . . ........... .. 78 78 6.15 6.15 6.51 6.51 6 .1 5 6 .1 5 - 6.51 6 .5 1 - - - - - - _ - - - - - - - - SH IPPING P A C K E R S . . . . . . . . . . . . . . . . . . . MANUFACTURING............... .............. .............. 130 121 4.30 4.29 4.47 4.45 3 .3 5 3 .3 5 - 4 .85 4.85 12 12 8 8 6 8 8 8 - 2 2 2 2 MATERIAL HANDLING L A B O R E R S . . . . . . . . . MANUFACTURING................ .. ...................... 251 215 5 .3 1 4.87 4.45 4.45 4 .2 8 4 .2 8 - 5.99 5.85 - 1 - “ - - - - - - - F O R K L I F T OPERATORS.......................................... M A N U FA CT UR IN G ............................... 271 259 7.52 7.49 7.03 7 .03 5 .9 7 6 .0 5 - 9.13 9.13 _ _ - _ - - _ - - - - - - - - - - 6UARDS............. M A N U FA CT UR IN G .. ........... .............. .. 170 77 4.74 6.36 4.48 5.24 3 .0 0 4 .7 3 - 5.24 9.32 17 - 35 1 18 2 5 1 1 - - 3 - GUARDS. CLASS B............................................. M A N U F A C T U R IN G ................... 169 77 4.73 6 .3 6 4.46 5.24 3 .0 0 4 .7 3 - 5.24 9.32 17 - 35 1 18 2 5 1 1 - _ J A N I T O R S . PORTERS. AND C L E A N E R S . . . . M A N U F A C T U R I N G . . . . . . . . . ........................ N O N M A N U F A C T U R IN G ................ PUBLIC U T I L I T I E S .................................. 829 212 617 46 4.09 5.88 3.48 6 .6 6 3 .25 5.85 3.00 6.99 2 .9 0 5 .1 0 2 .9 0 6 .2 2 - 5.10 6.41 3 .50 6 .99 244 2 242 ~ 107 107 33 1 32 - 52 41 3 38 - 9 9 - W A R E H O U S E M E N .. .. ........................ .............. .. * W o r k e r s w e r e d is trib u te d as fo llo w s : - - 52 - 36 at $ 9 .8 0 to $ 10.20; and 86 at $ 10.20 to $ 10.60. See fo o tn o te s at end o f t a b le s . 8 - - 7 - - - - 48 - - " - - 7 7 41 41 17 17 - - _ - - - - * * - 6 6 5 5 - “ - - - “ - - 3 3 9 9 48 47 18 10 3 2 * - - - - “ 21 11 11 4 1 5 4 69 69 22 22 14 14 25 25 - - - - 113 113 8 6 - 24 18 22 18 10 10 3 2 - - _ - - - - 25 25 - 1 - 6 - 24 18 22 18 10 10 2 2 “ - - - - ~ - 25 25 - 5 5 - 16 14 2 1 35 18 17 2 27 23 4 2 8 7 1 - 76 70 47 40 7 7 38 13 25 25 8 - — - 17 17 — • - - * — “ 5 4 1 - - - - 13 13 - - - 9 6 24 21 43 40 3 3 33 33 112 108 3 3 - 1 - 3 66 4 62 - 6 i * 8 8 “ * 9.80 AND OVER * Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex, Trenton, N.J., September 1979 O ccu p a tio n , s e x , 3 and in d u stry d iv is io n Number of workers Average (mean* ) hourly earnings4 MATERIAL MOVEMENT AND CU STODIAL OCCUPATIONS - ME N- -C ON T IN UE D MAINTENANCE! TOOLROOM. AND POWERPLANT OCCUPATIONS - REN 57 S7.64 R E C E IV E R S .......................... MANUFACTURING••••••••••••••••••• 9 .08 130 MAINTENANCE 32 5.37 31 31 6.96 6 .96 31 7 .96 91 6.66 69 69 ' 7.81 7.81 52 52 6.24 6 .24 0*16 93 84 4.33 4 .32 241 211 5 .30 4.84 266 254 7.53 7 .50 161 75 4.72 6 .28 161 75 4 .72 6 .28 474 179 295 40 4.54 5.80 3.78 6.69 350 33 317 3.46 6.31 3.16 MECHANICS ( M A C H I N E R Y ! . . MAINTENANCE MECHANICS 32 9.33 9 .04 48 8.56 8.>6 59 6 .19 6 .20 MATERIAL MOVEMENT AND CUSTODIAL OCCUPATIONS - MEN J A N I T O R S . PORTERS. AND C L E A N E R S . . . . MANUFACTURING.•••••••••••••••••• Average (mean2) hourly workers earnings4 Number O ccu p a tio n , s e x , 3 and in d u stry d iv is io n 286 47 239 8 .00 5.41 8.51 5*93 OCCUPATIONS JANITORS. 34 4.91 4.91 S e e f o o t n o t e s a t end o f t a b l e s . 9 WOMEN PORTERS. AND C L E A N E R S . . . . Table A-7. Percent increases in average hourly earnings for selected occupational groups, Trenton, N.J., for selected periods S e p te m b e r 1972 to S e p te m b e r 1973 S e p te m b e r 1973 to S e p te m b e r 1974 S e p te m b e r 1974 to S e p te m b e r 1975 S e p te m b e r 1975 to S e p te m b e r 1976 S ep tem b er 1976 to S e p te m b e r 1977 A ll in d u s tr ie s : O ffic e c l e r i c a l ______________________________ E le c t r o n ic data p r o c e s s in g In d u strial n u rs e s __________________________ S k ille d m a in te n a n c e ________________________ U n s k illed p l a n t _____________________________ 7.0 ( 6) 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 7.5 5.9 7.4 6.5 6.8 6.7 7.2 8.1 11.7 8.5 9.1 2.7 8.7 7.1 7.4 8.1 7.3 5.4 9.8 9.1 M an u factu rin g: O ffic e c l e r i c a l E le c t r o n ic data p r o c e s s in g _______________ In d u stria l n u r s e s __________________________ S k ille d m a in te n a n c e ________________________ U n sk illed p l a n t _____________________________ 5.8 ( 6) 4.7 7.5 7.7 8.3 (6 ) 10.3 8.4 8.8 7.5 (6) 6.8 7.1 8.3 7.3 ( 6) 7.4 6.4 8.3 7.9 ( 6) 8.1 12.1 9.0 8.9 ( 6) 8.7 7.0 8.8 7.9 (6) 5.4 9.9 8.9 N onm anu f a ctu r in g : O ffic e c l e r i c a l ______________________________ E le c t r o n ic data p r o c e s s i n g _______________ In d u stria l n u rs e s ______________________ _ _ U n sk illed p l a n t ___________________________ (6) (‘ ) (6 ) 5.7 (6 ) (* ) (6) 7.1 ( 6) ( 6) (6 ) ( > (‘ ) (6) ( ) () (‘ ) (6 ) (‘ > () (6 ) Industry and o c c u p a tio n a l gro u p 5 (6 ) S ee fo o tn o te s at end o f ta b le s . 10 ' 0 (> (‘ ) S e p te m b e r 1977 to S e p te m b e r 1978 S e p te m b e r 1978 to S e p te m b e r 1979 n () (6) Table A -8 . Average pay relationships within establishments for white-collar occupations, Trenton, N .J., September 1979 O ffic e c l e r i c a l o c c u p a tio n be in g c o m p a r e d — O cc u p a tio n w h ich e q u a ls 100 Secretaries Sten ographer Typists, class B S E C R E T A R I E S • CLASS B......................... S E C R E T A R I E S . CLASS C ......................... S E C R E T A R I E S . CLASS 0......................... SE CR ET AR IE S * CLASS E......................... STENOGRAPHERS. S ENI OR ...................... STENOGRAPHERS. 6ENERA L................... T Y P I S T S * CLASS B................................... MESSENGERS.................................................. SWITCHBOARD OPERATORS...................... SWITCHBOARD OPER ATORR E C E P T I O N I S T S ........................................ ORDER C LE R KS . CLASS B...................... ACCOUNTING C LE R KS . CLASS A . . . . ACCOUNTING C LE R K S . CLASS B . . . . PAYROLL CL ERK S ........................................ KEY ENTRY OPERATORS. CLASS A . . KEY ENTRY OPERATORS. CLA SS B . . M essen gers Sw itch board operatorrecep tionists Sw itch board operators C lass B Class C C lass D C lass E Senior G eneral 100 116 127 135 131 152 175 185 1A A 100 118 121 113 129 1A8 163 123 100 115 (61 (61 (61 (61 11A 100 (61 10 7 115 12 6 101 100 122 (6 ) (61 (61 100 107 116 90 100 10 A 83 100 79 100 125 1 AO 123 150 132 1 A3 1A8 12A 113 107 129 112 12A 129 127 (6 ) 102 130 (6 ) 116 (6 ) (6 ) (61 87 110 99 102 116 131 (61 103 128 106 (61 125 (61 86 8A 103 82 89 112 89 (61 76 97 78 81 90 95 (61 72 90 82 83 92 (6 1 <61 89 108 91 95 107 100 86 73 102 89 86 103 Accounting clerks Order clerks, class B 100 (61 11A 96 112 129 Key entry operators Payroll clerks Class A C lass B 100 128 112 115 129 100 90 95 99 Class A 100 102 109 100 118 C lass B 100 P r o f e s s io n a l and t e c h n ic a l o c c u p a tio n being c o m p a r e d — Com puter system s analysts (business) Class A COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ! . CLASS A . . ................... COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) . CLASS B......................... COMPUTER PROGRAMMERS ( B U S I N E S S ) . CLASS A......................... COMPUTER PROGRAMMERS ( B U S I N E S S ) . CLASS B........................ COMPUTER OPERATORS. CLASS A . . . COMPUTER OPERATORS* CLASS B . . . COMPUTER OPERATORS. CLASS C . . . D RAF TE RS. CLASS A ................................ E LE C TR O N IC S T E C H N I C I A N S . CLASS B.............. ........................................ R EG IST ERE D IN D U S T R I A L N U R S E S . . C lass B Com puter program m ers (business) C lass A Com puter operators Drafters, class A C lass B Class A Class B C lass C 100 105 127 163 (6 ) 100 125 161 86 100 129 71 100 (6 ) 100 70 88 (6 ) (6 ) (6) 130 Electronics technicians, class B Registered industrial 100 117 100 145 (6 ) 100 170 173 233 (6) 136 138 148 176 (6 ) 113 126 127 166 (6) (61 (6 ) 178 (6 ) 145 (6 ) 154 (6 ) 114 (6 ) 108 100 (6 ) 100 S ee fo o tn o te at end o f t a b le s . NOTE: T a b le s A - 8 and A - 9 p r e s e n t the a v e ra g e pay r e la tio n s h ip b e tw e e n p a ir s o f o c c u p a tio n s w ithin e s ta b lis h m e n ts . F o r e x a m p le , a value o f 122 in d ica te s that ea rn in gs fo r the occu p a tion d ir e c t l y a bove in the h ead in g a r e 22 p e r c e n t g r e a te r than earn in gs fo r the o c c u p a tio n d ir e c t ly to the le ft in the stub. S im ila r ly , a value o f 85 in d ica te s e a rn in g s fo r the o ccu p a tio n in the heading a r e 15 p e r c e n t b e lo w e a r n in g s f o r the o c c u p a tio n in the stub. S ee app en dix A f o r m e th o d o f co m p u ta tio n . 11 Table A-9. Average pay relationships within establishments for blue-collar occupations, Trenton, N .J., September 1979 M a in ten an ce, t o o lr o o m , and pow erpla n t o ccu p a tio n being c o m p a r e d — O ccu p a tion w h ich equals 100 M echanics Electrician s Carpenters Painters Stationary engineers M achinists 100 97 10 A 96 100 108 100 100 94 100 97 106 91 105 100 (61 108 113 (6 ) 94 99 (6 ) (61 (61 (61 110 106 MAINTENANCE MECHANICS MAINTENANCE MECHANICS (6 ) 101 106 Boiler tenders Motor vehicles Machinery 100 101 (6 ) 100 (6 ) 100 M a te r ia l m o v e m e n t and c u s to d ia l occu p a tio n being c o m p a r e d — Truckdrivers Light truck TRUCKORIVERS* L I G H T T R U C K . . . . . TRUCKORIVERS. MEDIUM T R U C K . . . . SHIPPERS............................................ RECEIVERS.................................................... SHIPPERS AND RE CE IV ER S ............. WAREHOUSEMEN............................................ ORDER F I L L E R S .................................... .. SHIPPING P A C K E R S . . . . . ..................... MATERIAL HANDLING L A B O R E R S . . . . F OR KL IF T OPERATORS............................. GUARDS* CLASS B.................................. JANITORS* PORTERS* AND CLEANERS.......................... ......................... Shippers Receivers Shippers and receivers W arehousemen Order fillers Shipping packers Medium truck M aterial handling laborers Forklift operators G uards, class B 100 (6) (6 ) (6 ) (6 ) (61 (61 (61 (61 (61 (61 100 98 96 (61 (61 106 (61 (61 (61 131 100 (61 103 (6 ) 103 109 (61 101 (6 ) 100 (61 (61 111 110 117 104 128 100 (61 (61 (61 (61 (61 (61 100 (61 (61 (61 (61 (61 100 103 102 97 (61 100 102 92 (61 100 95 120 100 (6 1 100 117 162 106 118 108 146 108 109 105 107 101 Jan itors, potters, and clean ers 100 S ee footn ote at end o f ta b le s . N O T E : T a b le s d ir e c t ly a b o v e in the a r e 15 p e r c e n t b e lo w S ee app en dix A A - 8 and A - 9 p r e s e n t the a v e r a g e pay r e la tio n s h ip b etw een p a ir s o f o cc u p a tio n s w ithin e s ta b lis h m e n ts . F o r e x a m p le , a v alu e o f 122 in d ic a te s that ea rn in g s f o r the o c c u p a tio n heading a r e 22 p e r c e n t g r e a t e r than e a rn in g s fo r the o c c u p a tio n d ir e c t ly to the le ft in the stub. S im ila r ly , a value o f 85 in d ic a te s e a r n in g s f o r the o c c u p a t io n in the head ing ea rn in gs f o r the o c c u p a tio n in the stub. fo r m eth o d o f com pu tation . 12 Footnotes 1 Standard hours reflect the workweek for which employees receive their regular straight-tim e salaries (exclusive of pay for overtime at regular and/or premium rates), and the earnings correspond to these weekly hours. 2 The mean is computed for each job by totaling the earnings of all workers and dividing by the number of workers. The median designates position— half of the workers receive the same or more and half receive the same or less than the rate shown. The middle range is defined by two rates of pay: a fourth of the workers earn the same or less than the lower of these rates and a fourth earn the same or more than the higher rate. 3 Earnings data relate only to workers whose sex identification was provided by the establishment. 4 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. 3 Estimates for periods ending prior to 1976 relate to men o.nly for skilled maintenance and unskilled plant workers. All other estimates relate to men and women. 6 Data do not meet publication criteria or data not available. 13 Appendix A . Scope and Method of Survey In each of the 72 1 areas currently surveyed, the Bureau obtains wages and related benefits data from representative establishments within six broad industry divisions: Manufacturing; transportation, communication, and other public utilities; wholes ale trade; retail trade; finance, insurance, and real estate; and serv ic es. Government operations and the construction and extractive industries are excluded. Establishments having fewer than a prescribed number of workers are also excluded because of insufficient employment in the occupations studied. Appendix table 1 shows the number of establishments and workers estimated to Ve within the scope of this survey, as well as the number actually studied. Bureau field representatives obtain data by personal visits at 3 - year intervals. In each of the two intervening years, information on employment and occupational earnings only is collected by a combination of personal visit, m ail questionnaire, and telephone interview from establishments participating in the previous survey. A sample of the establishments in the scope of the survey is selected for study prior to each personal visit survey. This sample, less estab lishments which go out of business or are no longer within the industrial scope of the survey, is retained for the following two annual surveys. In m ost cases, establishments new to the area are not considered in the scope of the survey until the selection of a sample for a personal visit survey. The sampling procedures involve detailed stratification of all estab lishments within the scope of an individual area survey by industry and number of em ployees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of se lection. To obtain optimum accuracy at minimum cost, a greater proportion of large than sm all establishments is selected. When data are combined, each establishment is weighted according to its probability of selection so that unbiased estim ates are generated. For example, if one out of four establishments is selected, it is given a weight of 4 to represent itself plus three others. An alternate of the same original probability is chosen in the same indu stry-size classification if data are not available from the original sample m em ber. If no suitable substitute is available, additional weight is assigned to a sample m em ber that is sim ilar to the m issing unit. Occupations and earnings Occupations selected for study are common to a variety of manufac turing and nonmanufacturing industries, and are of the following types; ( 1) Office clerica l; (2) professional and technical; (3) maintenance, toolroom , and powerplant; and (4) m aterial movement and custodial. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within the scope of the survey, are not presented in the A -s e r ie s tables because either ( 1) employment in the occupation is too sm all to provide enough data to m erit presentation, or (2) there is possibility of disclosure of individual establishment data. Separate m en's and women's earnings data are not presented when the number of workers not identified by sex is 20 percent or m ore of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in data for all industries combined. Likewise, for occupations with m ore than one level, data are included in the overall classification when a subclassification is not shown or information to subclassify is not available. Occupational employment and earnings data are shown for fu ll-tim e w orkers, i.e ., those hired to work, a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but co st-of-liv in g allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-tim e salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the neare&t half dollar. V ertical lines within the distribution of workers on some A -tables indicate a change in the size of the class intervals. These surveys m easure the level of occupational earnings in an area at a particular tim e. Comparisons of individual occupational averages over time may not reflect expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions of workers employed by high- or low-wage firm s may change, or high-wage workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts in employment could decrease an occu pational average even though m ost establishments in an area increase wages during the year. Changes in earnings of occupational groups, shown in table A -7 , are better indicators of wage trends than are earnings changes for individual jobs within the groups. Average earnings reflect com posite, areawide estim ates. Industries staffing, and thus contribute averages may fail to reflect in individual establishments. 1 Included in the 72 areas are 2 studies conducted by the Bureau under contract. These areas are and establishments differ in pay level and job Akron, Ohio and Poughkeepsie-Kingston-Newburgh, N .Y . In addition, the Bureau conducts more limited area differently to the estimates for each job. Pay studies in approximately 100 areas at the request of the Employment Standards Administration of the U. S. accurately the wage differential among jobs Department of Labor. Average pay levels for men and women in selected occupations should not be assum ed to reflect differences in pay of the sexes within individual establishm ents. Factors which may contribute to differences include pro gression within established rate ranges (only the rates paid incumbents are collected) and perform ance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are m ore generalized than those used in individual establishments and allow for minor differences among establishments in specific duties performed. Occupational employment estimates represent the total in all estab lishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the jobs studied. These differences in occupational structure do not affect materially the accuracy of the earnings data. Percent changes for individual areas in the program are computed as follow s: 1. Average earnings are computed for each occupation for the 2 years being compared. The averages are derived from earnings in those establishments which are in the survey both years; it is assumed that employment remains unchanged. 2. Each occupation is assigned a weight based on its pro portionate employment in the occupational group in the base year. 3. These weights are used to compute group averages. Each occupation's average earnings (computed in step 1) is multiplied by its weight. The products are totaled to obtain a group average. 4. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The result— expressed as a percent— less 100 is the percent change. Wage trends for selected occupational groups The percent increases presented in table A -7 are based on changes in average hourly earnings of men and women in establishments reporting the trend jobs in both the current and previous year (matched establishments). The data are adjusted to remove the effects on average earnings of employ ment shifts among establishments and turnover of establishments included in survey sam ples. The percent increases, however, are still affected by factors other than wage in creases. 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 exam ple, new employees may enter at the bottom of the range, depressing the average without a change in wage rates. The percent changes relate to wage changes between the indicated dates. When the tim e span between surveys is other than 12 months, annual rates are also shown. (it is assum ed that wages increase at a constant rate between su rveys.) Occupations used to compute wage trends are: Office clerica l Electronic data processing— Continued Secretaries Stenographers, senior Stenographers, general T y p ists, c la sses A and B File clerk s, c la sses A , B , and C M essengers Switchboard operators Order clerk s, cla sses A and B Accounting c lerk s, cla sses A and B P ayroll clerks Key entry operators, cla sses A and B Computer operators, classes A , B, and C Electronic data processing Computer system s analysts, c la sses A , B , and C Computer p rogram m ers, cla sses A , B , and C Industrial nurses Registered industrial nurses Skilled maintenance Carpenters Electricians Painters Machinists Mechanics (machinery) Mechanics (motor vehicle) Pipefitters Tool and die makers Unskilled plant Janitors, porters, and cleaners Material handling laborers 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. Average pay relationships within establishments Relative measures of occupational pay are presented in table A - 8 for white-collar occupations and in table A -9 for blue-collar occupations. These relative values reflect differences in pay between occupations within individual establishments. Relative pay values are computed by dividing an establishment's average earnings for an occupation being compared by the average for another occupation (designated as 100) and multiplying the quotient by 100. For example, if janitors in a firm average $4 an hour and forklift operators $ 5 , forklift operators have a relative pay value of 125 compared with janitors. ($ 5 -5- $4 = 1.25, x 100 = 125.) In combining the relatives of the individual establishments to arrive at an overall average, each establish ment is considered to have as many relatives as it has weighted workers in the two jobs being compared. Pay relationships based on overall averages may differ considerably because of the varying contribution of high- and low-wage establishments to the averages. For example, the overall average hourly earnings for forklift operators may be 50 percent more than the average for janitors because the average for forklift operators may be strongly influenced by earnings in high-wage establishments while the average for janitors may be strongly influenced by earnings in low-wage establishments. In such a case, the intra-establishm ent relationship will indicate a much smaller difference in earnings. Establishment practices and supplementary wage provisions Tabulations on selected establishment practices and supplementary wage provisions (B -se r ie s tables) are not presented in this bulletin. Informa tion for these tabulations is collected at 3-year intervals. These tabulations on minimum entrance salaries for inexperienced office workers; shift differ entials; scheduled weekly hours and days; paid holidays; paid vacations; and health, insurance, and pension plans are presented (in the B -se rie s tables) in previous bulletins for this area. Appendix table 1. Establishments and workers within scope of survey and number studied. Trenton, N.J.,1 September 1979 In d u stry d iv is io n 2 M in im um em p lo ym e n t in e s t a b lis h m e n ts in s c o p e o f study W ithin s c o p e o f study 4 W ithin s c o p e o f study 3 N um ber P ercent 228 91 54*266 100 37.292 86 1*2 36 55 29*667 2 4 .5 9 9 55 45 21.565 15.727 50 50 50 50 50 11 20 *6 15 50 9 * 14 6 22 3*668 1*818 5 .9 1 3 3.920 9 .2 8 0 7 3 11 7 17 3.500 553 3.032 2.831 5 .811 1 T he T r e n to n Standard M e tro p o lita n S ta tis tic a l A r e a , as de fin e d by the O ffic e o f M anagem ent and Budget through F e b r u a r y 1974, c o n s is t s o f M e r c e r County. The " w o r k e r s within s c o p e o f study" e s tim a te s p ro v id e a r e a s o n a b ly a c c u r a t e d e s c r ip tio n o f the s iz e and c o m p o s it io n o f the la b o r f o r c e in clu d ed in the s u r v e y . E s tim a te s a r e not intended, h o w e v e r , fo r c o m p a r is o n with o th e r s t a t is t ic a l s e r ie s to m e a s u r e em p loym en t tre n d s o r le v e ls s in c e (1) planning o f w age s u r v e y s r e q u ir e s e s t a b lis h m ent data c o m p ile d c o n s id e r a b ly in adva n ce o f the p a y r o ll p e r io d stu d ie d , and (2) s m a ll e sta b lish m e n ts a r e e x clu d e d fr o m the s c o p e o f the su rv e y . 2 Th e 1972 edition o f the Standard In du strial C la s s ific a t io n M anual w as used in c la s s ify in g e sta b lish m e n ts b y in d u stry d iv is io n . A ll g o v e rn m e n t o p e ra tio n s a r e ex c lu d e d f r o m the s c o p e o f the su rv e y . 3 Inclu des a ll es ta b lis h m e n ts with to ta l e m p lo y m e n t at o r a b o v e the m in im u m lim ita tion . A ll outlets (w ithin the a r e a ) o f c o m p a n ie s in in d u s tr ie s su ch as tr a d e . Studied Studied 50 - ALL INDUSTRY D I V I S I O N S -------------------------------------------------MANUFACTURING -------------------------------------------------------------------------------NONMANUFACTURING -----------------------------------------------------------------------TRANSPORTATION* COMMUNICATION* AND OTHER P UBL IC U T I L I T I E S 5 ----------------------------------------------WHOLESALE TR AD E6 -------------------------------------------------------R E T A IL T R AD E6 -------------------------------------------------------------FINANCE* INSURANCE* AND REAL E S T A T E 6 -------------S ERV ICE S6 7------------------------------------------------------------------------------------- W o r k e r s in es ta b lis h m e n ts N um ber o f e sta b lish m e n ts fin a n c e , auto r e p a ir s e r v ic e , and m o tio n p ic tu re th e a te r s a r e c o n s id e r e d as one e sta b lish m e n t. 4 Inclu des a ll w o r k e r s in a ll e s ta b lis h m en ts w ith to ta l em p lo y m e n t (w ithin the a r e a ) at o r above the m in im u m lim itation . 5 A b b re v ia te d to " p u b lic u t ilitie s " in the A - s e r i e s ta b le s . T a x ic a b s and s e r v ic e s in cid e n ta l to w ater tr a n s p o r ta tio n a r e e x clu d ed . 6 S e p a ra te data f o r this d iv isio n a r e not p r e s e n te d in the A - s e r i e s t a b le s , but the d iv is io n is r e p r e s e n te d in the " a l l in d u s t r ie s " and "n o n m a n u fa c tu r in g " e s tim a te s . 7 H otels and m o te ls ; la u n d ries and o th er p e r s o n a l s e r v i c e s ; b u s in e s s s e r v i c e s ; a u to m o b ile r e p a ir , ren ta l, and p arkin g; m otion p ic t u r e s ; n o n p ro fit m e m b e r s h ip o rg a n iz a tio n s (exclu d in g r e lig io u s and c h a r ita b le o r g a n iz a t io n s ); and en g in e e r in g and a r c h ite c t u r a l s e r v ic e s . 16 Appendix B. Occupational Descriptions The prim ary purpose of preparing job descriptions for the Bu reau's wage surveys is to a ssist its field representatives 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 grouping occupational wage rates representing comparable job content. Because of- this em phasis 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 representatives are instructed to exclude working supervisors; apprentices; and parttim e, tem porary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. L earn ers, beginners, and trainees, unless specifically included in the job descriptions, are excluded. Office SECRETARY SECRETARY— Continued Assigned as a personal secretary, normally to one individual. Main tains a close and highly responsive relationship to the day-to-day activities of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. Perform s varied clerical and secretarial duties requiring a knowledge of office routine and under standing of the organization, p rogram s, and procedures related to the work of the supervisor. Exclusions— Continued E xclusions. Not all positions that are titled "se c re ta r y " possess the above characteristics. Examples of positions which are excluded from the definition are as follows: a. 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 pro fession al, technical, or managerial persons; d. A ssistan t-type positions which entail more difficult or more responsible technical, administrative, or supervisory duties which are not typical of secretarial work, e .g ., Administrative A ssistan t, or Executive Assistant: e. Positions which do not fit any of the situations listed in the sections below titled "L e v e l of S u p erv iso r," e.g., secretary to the president of a company that em ploys, in all, over 5 ,000 persons; f. Trainees. Classification by Level Secretary jobs which meet the required characteristics are matched at one of five levels according to (a) the level of the secretary's supervisor within the company's organizational structure and, (b) the level of the secretary's responsibility. The tabulation following the explanations of these two factors indicates the level of the secretary for each combination of the factors. _Level of Secretary's Supervisor (LS) LS—1 17 a. Secretary to the supervisor or head of a small organizational unit (e .g ., fewer than about 25 or 30 persons); or S E C R E T A R Y — C o n tin u e d S E C R E T A R Y — C on tin u ed C l a s s i f i c a t i o n b y L e v e l-— C o n tin u e d C l a s s i f i c a t i o n b y L e v e l— C on tin u e d b. Secretary to a nonsupervisory staff specialist, p ro fession ^ employee, administrative officer or assistant, skilled technician or expert. (NOTE: M a n y companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) LS-2 a. Secretary to an executive or managerial person whose respon sibility is not equivalent to one of the specific level situations in the definition for L S -3 , but whose organizational unit normally numbers at least several dozen employees and is usually divided into organizational segments which are often, in turn, further subdivided. In some companies, this level includes a wide range of organizational echelons; in others, only one or two; or b. Secretary to the head of an individual plant, factory, etc., (or ocher equivalent level of official) that employs, in aill, fewer than 5 ,0 0 0 persons. LS-3 a. Secretary to the chairman of the board or president of a company that employs, in all, fewer than 100 persons; or Level of Secretary's Responsibility (LR) This factor evaluates the nature of the work relationship between the secretary and the supervisor, and the extent to which the secretary is expected to exercise initiative and judgment. Secretaries should be matched at LR—1 or LR—2 described below according to their level of responsibility. LR—1. Performs varied secretarial duties including or comparable to most of the following: b. Secretary to a corporate officer (other than chairman of the board or president) of a company that em ploys, in all, over 100 but fewer than 5 ,0 0 0 persons; or a. Answers telephones, coming mail. c. Secretary to the head (immediately below the officer level) over either a m ajor corporatewide functional activity (e .g ., marketing, research, operations, industrial relations, etc.) or a major geographic or organizational segment (e .g ., a regional headquar ters; a m ajor division) of a company that em ploys, in all, over 5, 000 but fewer than 2 5 ,0 0 0 em ployees; or b. Answers telephone requests which have standard answers. reply to requests by sending a form letter. c. Reviews correspondence, memoranda, and reports prepared by others for the su pervisor's signature to ensure procedural and typographical accuracy. Secretary to the head of an individual plant, factory, etc., (or other equivalent level of official) that employs, in all, over 5,0 0 0 persons; or d. Maintains su pervisor's instructed. e. Types, takes and transcribes dictation, and files. d. e. Secretary to the head of a large and important organizational segment (e .g ., a middle management supervisor of an organi zational segment often involving as many as severed hundred persons) of a company that employs, in all, over 2 5 ,0 0 0 persons. LS—4 positions. Vice presidents whose prim ary responsibility is to act personally on individual cases or transactions (e .g ., approve or deny individual loan or credit actions; administer individual trust accounts; directly supervise a clerical staff) are not considered to be "corporate o fficers" for purposes of applying the definition. a. Secretary to the chairman of the board of president of a company that employs, in all, over 100 but fewer than 5 ,0 0 0 persons; or greets personal ca llers, calendar and makes and opens in May appointments as LR—2. Performs duties described under LR—1 and, in addition performs tasks requiring greater judgment, initiative, and knowl edge of office functions including or comparable to m ost of the following: b. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 5,0 0 0 but fewer than 2 5 ,0 0 0 persons; or a. c. Secretary to the head, immediately below the corporate officer level, of a m ajor segment or subsidiary of a company that employs, in all, over 2 5 ,0 0 0 persons. b. Answers requests which require a detailed knowledge of o f fice procedures or collection of information from files or other offices. May sign routine correspondence in own or supervisor' s name. N OTE: The term "corporate o fficer" used in the above LS definition refers to those officials who have a significant corporatewide policymaking role with regard to m ajor company activities. The title "v ic e president, " though normally indicative of this role, does not in all cases identify such c. Screens telephone and personal ca llers, determining which can be handled by the supervisor' s subordinates or other offices. Compiles or assists in compiling periodic reports on the basis of general instructions. SEC R E T A R Y— C ontinued d. S T E N O G R A P H E R — C o n tin u e d Schedules tentative appointments without prior clearance. As sem bles n ecessary background material for scheduled meetings. Makes arrangements for meetings and conferences. e. Explains su pervisor's requirements to other employees in super v isor' s unit. (A lso types, takes dictation, and files.) The following tabulation shows the level of the secretary for each LS and LR combination. Level of secretary' s ______supervisor______ Stenographer, General. Dictation involves a normal routine vocabulary. May maintain files, keep simple records, or perform other relatively routine clerical tasks. TRANSCRIBING-MACHINE TYPIST Prim ary duty is to type copy of voice recorded dictation which does not involve varied technical or specialized vocabulary such as that used in legal briefs or reports on scientific research. May also type from written copy. May maintain files, keep simple records, or perform other relatively routine clerical tasks. (See Stenographer definition for workers involved with shorthand dictation.) Level of sec re ta ry 's responsibility TYPIST LR—1 Class Class Class Class LS—1 ___________________________________ LS—2 ___________________________________ LS—4 ” ___ I_I~~_____________ E D C B LR—2 C lass C lass C lass C lass D C B A STENOGRAPHER P rim ary duty is to take dictation using shorthand, and to tran scribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-M achine Typist). NOTE: This job is distinguished from that of a secretary in that a secretary norm ally works in a confidential relationship with only one m an ager or executive and perform s m ore responsible and discretionary tasks as described in the secretary job definition. Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, m ats, or sim ilar m aterials for use in duplicating processes. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming mail. C lass 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 m aterial; or planning lay out and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances. C lass B. P erform s one or more of the following: Copy typing from rough or clear drafts; or routine typing of form s, insurance policies, etc.; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. FILE CLERK Stenographer, Senior. Dictation involves a varied technical or specialized vocabulary such as in legal briefs or reports on scientific research. May also set up and maintain file s, keep records, etc. OR P erform s stenographic duties requiring significantly greater inde pendence and responsibility than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; a through working knowledge of general business and office procedure; and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing stenographic duties and responsible clerica l tasks such as maintaining followup file s; assembling m aterial for reports, memoranda, and letters; composing simple letters from general instructions; reading and routing incoming m ail; and answering routine questions, etc. F iles, cla ssifies, 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. C lass A . C lassifies and indexes file material such as correspond ence, 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 sm all group of lower level file clerks. C lass B. Sorts, codes, and files unclassified material by simple (subject matter) headings or partly classified material by finer subheadings. Prepares simple related index and cro ss-referen ce aids. As requested, locates clearly identified m aterial in files and forwards material. May perform related clerical tasks required to maintain and service files. F I L E C L E R K — C o n tin u e d O R D E R C L E R K — C on tin u ed C lass C . P erform s routine filing of m aterial that has already been classified or which is easily classified in a simple serial classification system (e .g ., alphabetical, chronological, or numerical),, As requested, locates readily available m aterial in files and forwards m aterial; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service file s. Positions definitions: are classified into levels according to the following MESSENGER Class A . Handles orders that involve making judgments such as choosing which specific product or m aterial from the establishment's product lines will satisfy the custom er's needs, or determining the price to be quoted when pricing involves more than m erely referring to a price list or making some simple mathematical calculations. P erform s various routine duties such as running errands, operating minor office machines such as sealers or m a ile rs, opening and distributing m ail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. Class B . Handles orders involving items which have readily iden tified uses and applications. May refer to a catalog, manufacturer's manual, or sim ilar document to insure that proper item is supplied or to verify price of ordered item. SWITCHBOARD OPERATOR ACCOUNTING CLERK Performs one or more accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal con sistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing m ore complicated journal vouchers. May work in either a manual or automated accounting system . Operates a telephone switchboard or console used with a private branch exchange (PBX) system to relay incoming, outgoing, and intrasystem ca lls. May provide information to ca llers, record and transmit m e ssag es, keep record of calls placed and toll charges. Besides operating a telephone switchboard or console, may also type or perform routine clerical work (typing or routine clerical work may occupy the m ajor portion of the w orker's tim e, and is usually performed while at the switchboard or console). Chief or lead operators in establishments employing m ore than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard Operator-Receptionist. The work requires a knowledge of clerical methods and office prac tices 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 term s and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting. SWITCHBOARD OPERATOR-RECEPTIONIST At a single-position telephone switchboard or console, acts both as an operator— see Switchboard Operator— and as a receptionist. Recep tionist's work involves such duties as greeting visitors; determining nature of v isitor's business and providing appropriate information; referring visitor to appropriate person in the organization or contacting that person by tele phone and arranging an appointment; keeping a log of visitors. Positions are classified definitions: Class A . Under general supervision, perform s 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 through previous ac counting actions to determine source of discrepancies. May be assisted by one or m ore class B accounting clerks. ORDER CLERK Receives written or verbal custom ers' purchase orders for m aterial or merchandise from customers or sales people. Work typically involves some combination of the following duties: Quoting prices; determining availability of ordered items and suggesting substitutes when necessary; advising expected delivery date and method of delivery; recording order and customer information on order sheets; checking order sheets for accuracy and adequacy of information recorded; ascertaining credit rating of customer; furnishing, customer with acknowledgement of receipt of order; following up to see that order is delivered by the specified date or to let customer know of a delay in delivery; maintaining order file; checking shipping invoice against original order. Class B . Under close supervision, following detailed instructions and standardized procedures, perform s one or m ore routine accounting cler ical 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. BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (with or without a typewriter key board) to keep a record of business transactions. Exclude workers paid on a com m ission basis or whose duties in clude any of the following: Receiving orders for services rather than for material or m erchandise; providing customers with consultative advice using knowledge gained from engineering or extensive technical training; empha sizing selling skills; handling m aterial or merchandise as an integral part of the job. into levels on the basis of the following' Class A . Keeps a set of records requiring a knowledge of and experience in basic bookkeeping principles, and fam iliarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. 20 B O O K K E E P IN G -M A C H IN E O P E R A T O R — C on tin u ed K E Y E N T R Y O P E R A T O R — C o n tin u e d Class B. Keeps a record of one or more phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, custom ers' accounts (not including a simple type of billing described under machine biller}, cost distribution, expense distribution, inventory control, etc. May check or a ssist in preparation of trial balances and prepare control sheets for the accounting department. NOTE: Excluded are operators above class A using the key entry controls to acce ss, read, and evaluate the substance of specific records to take substantive actions, or to make entries requiring a similar level of knowledge. Class B. Work is routine and repetitive. Under close supervision or following specific procedures or detailed instructions, works from various standardized source documents which have been coded and require little or no selecting, coding, or interpreting of data to be entered. Refers to supervisor problems arising from erroneous item s, codes, or missing information. MACHINE BILLER Prepares statem ents, b ills, and invoices on a machine other than an ordinary or electrom atic typewriter. May also keep records as to billings or shipping charges or perform other clerical work incidental' to billing operations. For wage study purposes, machine billers are classified by type of machine, as follow s: Professional and Technical B illing-m achine biller. Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from custom ers' purchase ord ers, internally prepared orders, shipping memoranda, etc. Usually involves application of predetermined discounts and shipping charges and entry of necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of, carbon copies of the bill being prepared and is often done on a fanfold machine. 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-m atter 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 trial runs of new and revised system s; and recommends equipment changes to obtain more effective overall operations. (NOTE: Workers performing both systems analysis and programming should be c la s sified as systems analysts if this is the skill used to determine their pay.) Bookkeeping-machine biller. 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 f i g u r e s on custom ers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slips. Does not include employees prim arily responsible for the manage ment or supervision of other electronic data processing employees, or sy s tems analysts prim arily concerned with scientific or engineering problems. PAYROLL CLERK Perform s the clerica l tasks necessary to process payrolls and to maintain payroll records. Work involves most of the following; Processing w orkers' time or production records; adjusting workers' records for changes in wage rates, supplementary benefits, or tax deductions; editing payroll listings against source records; tracing and correcting errors in listings; and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical knowledge of governmental regulations, company payroll policy, or the computer system for processing payrolls. For wage study purposes, systems analysts are classified as follow s: Class A. Works independently or under only general direction on complex problems involving all phases of systems analysis. Problems are complex because of diverse sources of input data and multiple-use require ments 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-m atter personnel on the implications of new or revised system s of data processing operations. Makes recommendations, if needed, for approval of major system s installations or changes and for obtaining equipment. KEY ENTRY OPERATOR Operates keyboard-controlled data entry device such as keypunch machine or key-operated magnetic tape or disk encoder to transcribe data into a form suitable for computer processing. Work requires skill in operating an alphanumeric keyboard and an understanding of transcribing procedures and relevant data entry equipment. classified into levels on the basis of the following May provide functional direction to lower level systems analysts who are assigned to assist. Class A . Works requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be entered from a variety of source documents. On occasion may also perform routine work as described for class B. 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, Positions definitions: are 21 C O M P U T E R S Y S T E M S A N A L Y S T , B U SIN E SS— C o n tin u e d develops system s for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with per sons concerned to determine the data processing problems and advises subject-matter personnel on the implications of the data processing systems to be applied. OR Works on a segment of a complex data processing scheme or system, as described for class A . Works independently on routine assign ments 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 . C lass C . Works under immediate supervision, carrying out analy ses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in the application of procedures and skills required for system s analysis work. For example, may a ssist a higher level system s analyst by preparing the detailed specifications required by programmers from information developed by the higher level analyst. COMPUTER PROGRAMMER, BUSINESS Converts statements of business problem s, typically prepared by a systems analyst, into a sequence of detailed instructions which are required to solve the problems by automatic data processing equipment. Working from charts or diagram s, the program m er develops the precise instructions which, when entered into the computer system in coded language, cause the manipu lation of data to achieve desired resu lts. Work involves m ost 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 will be processed; converts these charts to coded instructions for machine to follow; tests and corrects program s; prepares instructions for operating personnel during production run; analyzes, reviews, and alters programs to increase operating efficiency or adapt to new requirements; maintains re cords 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 manage ment or supervision of other electronic data processing employees, or pro grammers prim arily concerned with scientific and/or engineering problem s. For wage study purposes, program m ers 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 resu lts, m ajor 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. C O M P U T E R P R O G R A M M E R , BUSINESS— C o n tin u e d 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 r e quirements exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program. May provide functional direction to lower level programm ers 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 d e a l s with routine recordkeeping operations. OR Works on complex programs (as described for class A) under close direction of a higher level programmer or supervisor. May a ssist 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 program m ers. Class C. Makes practical applications of programming practices and concepts usually learned in form al training courses. Assignments are designed to develop competence in the application of standard procedures to routine problems. Receives close supervision on new aspects of assign ments; and work is reviewed to verify its accuracy and conformance with required procedures. COMPUTER OPERATOR In accordance with operating instructions, monitors and operates the control console of a digital computer to process data. Executes runs by either serial processing (processes one program at a time) or m ulti processing (processes two or more programs simultaneously). The following duties characterize the work of a computer operator: - Studies needed. operating - Loads equipment paper, etc.). instructions w it h to required determine items equipment (tapes, cards, setup disks, - Switches necessary auxilliary equipment into system. - Starts and operates computer. - Responds to operating and computer output instructions. - Reviews error m essages and makes corrections during operation or refers problems. - Maintains operating record. C O M P U T E R O P E R A T O R — C o n tin u e d P E R I P H E R A L E Q U IP M E N T O P E R A T O R — C o n tin u e d May test-ru n new or modified programs. May a ssist in modifying system s or program s. The scope of this definition includes trainees working to become fully qualified computer operators, fully qualified computer operators, and lead operators providing technical assistance to lower level operators. It excludes workers who monitor and operate remote terminals. The following duties characterize the work of a peripheral equipment operator: Class A . In addition to work assignments described for a class B operator (see below) the work of a class A operator involves at least one of the following: - Deviates from standard procedures to avoid the loss of infor mation or to conserve computer time even though the procedures applied m aterially alter the computer unit's production plans. - Tests new program s, applications, and procedures. - Advises program m ers techniques. and subject-matter experts on setup - A ssists in (1) maintaining, modifying, and developing operating system s or program s; (2) developing operating instructions and techniques to cover problem situations; and/of (3) switching to em ergency backup procedures (such assistance requires a working knowledge of program language, computer features, and software sy ste m s). An operator at this level typically guides lower level operators. C lass B. In addition to established production runs, work assign ments include runs involving new programs, applications, and procedures (i.e ., situations which require the operator to adapt to a variety of problems). At this level, the operator has the training and experience to work fairly independently in carrying out most assignments. Assignments may require the operator to select from a variety of standard setup and operating procedures. In responding to computer output instructions or error con ditions, applies standard operating or corrective procedures, but may deviate from standard procedures when standard procedures fail if deviation does not m aterially alter the computer unit's production plans. Refers the problem or aborts the program when procedures applied do not provide a solution. May guide lower level operators. C lass C. Work assignments are limited to established production runs (i.e ., programs which present few operating problems). Assignments may consist prim arily of on-the-job training (sometimes argumented by cla ssroo m instruction). When learning to run programs, the supervisor or a higher level operator provides detailed written or oral guidance to the operator before and during the run. After the operator has gained experience with a program , however, the operator works fairly independently in applying standard operating or corrective procedures in responding to computer output instructions or error conditions, but refers problems to a higher level operator or the supervisor when standard procedures fail. PERIPHERAL EQUIPMENT OPERATOR Operates peripheral equipment which d i r e c t l y supports digital computer operations. Such equipment is uniquely and specifically designed for computer applications, but need not be physically or electronically connected to a computer. P rinters, plotters, card read/punches, tape readers, tape units or drives, disk units or drives, and data display units are examples of such equipment. - Loading printers and plotters with correct paper; adjusting controls for form s, thickness, tension, printing density, and location; and unloading hard copy. - Labelling tape r eels, disks, or card decks. - Checking labels and mounting and dismounting designated tape reels or disks on specified units or drives. - Setting controls which regulate operation of the equipment. - Observing panel lights for warnings taking appropriate action. and error indications and - Examining tapes, cards, or other m aterial for creases, tears, or other defects which could cause processing problems. This classification excludes workers (1) who monitor and operate a control console (see computer operator) or a remote terminal, or (2) whose duties are limited to operating decollaters, bursters, separators, or similar equipment. COMPUTER DATA LIBRARIAN Maintains library of media (tapes, disks, cards, cassettes) used for automatic data processing applications. The following or similar duties characterize the work of a computer data librarian: Classifying, cataloging, and storing media in accordance with a standardized system ; upon proper requests, releasing media for processing; maintaining records of releases and returns; inspecting returned media for damage or excessive wear to determine whether or not they need replacing. May perform minor repairs to damaged tapes. 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 a s: 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 foun dations, wall sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary computations to determine quantities of m aterials to be used, load capacities, strengths, str e sse s, etc. Receives initial instructions, requirements, and advice from supervisor. Completed work is checked for technical adequacy. D R A F T E R — C o n tin u e d E L E C T R O N IC S T E C H N IC IA N — C on tin u e d C lass C . Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isom etric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source materials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress. 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 com plex problems (i.e., those that typically can be solved solely by properly interpreting manufacturers1 manuals or sim ilar 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. DRAFTER-TRACER Copies cloth or paper include tracing large scale not 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. plans and drawings prepared by others by placing tracing over drawings and tracing with pen or pencil. (Does not limited to plans prim arily consisting of straight lines and a requiring close delineation.) Class C. Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed instruc tions 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. AND/OR Prepares simple or repetitive drawings of easily visualized items. Work is closely supervised during progress. ELECTRONICS TECHNICIAN Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. 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. 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. REGISTERED INDUSTRIAL NURSE A registered nurse who gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the 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 em ployees' injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and 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 m ore than one nurse are excluded. This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assem blers and testers; workers whose prim ary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. Positions are classified definitions. into levels on the basis of the following C lass A . Applies advanced technical knowledge to solve unusually complex problems (i.e ., those that typically cannot be solved solely by refer ence to manufacturers' manuals or sim ilar documents) in working on elec tronic equipment. Examples of such problems include location and density of circuitry, electromagnetic radiation, isolating malfunctions, and frequent engineering changes. Work involves; A detailed understanding of the inter relationships of circuits; exercising independent judgment in performing such tasks as making circuit analyses, calculating wave form s, tracing relation ships in signal flow; and regularly using complex test instruments (e .g ., dual trace oscilloscopes, Q -m e te rs, deviation m eters, pulse generators). Maintenance, Toolroom, and Powerplant MAINTENANCE CARPENTER 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 m ost of the following: Planning and 24 M A IN T E N A N C E C A R P E N T E R — C on tin u ed M A IN T E N A N C E M E C H A N IC (M a c h in e r y )— C o n tin u e d 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 di mensions 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 f o r m a l apprenticeship or equivalent training and experience. obtained from stock; ordering the production of a replacement part by a machine shop or sending the machine to a machine shop for major repairs; preparing written specifications for 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 machinery maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experi ence. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. MAINTENANCE ELECTRICIAN Perform s a variety of electrical trade functions such as the instal lation, 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, transform ers, switchboards, controllers, circuit breakers, m otors, heating units, conduit system s, or other transmission equipment; working from blueprints, drawings, layouts, or other specifi cations; locating and diagnosing trouble in the electrical system or equip ment; 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. MAINTENANCE PAINTER Paints and redecorates walls, woodwork, and fixtures of an estab lishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes 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. MAINTENANCE MACHINIST Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment operated in an establishment. Work involves m ost of the following; Interpreting written instructions and speci fications; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common m etals; selecting standard m aterials, parts, and equipment required for this work; and fitting and assembling parts into mechanical equipment. In general, the m achinist's work normally requires a rounded training in machine-shop practice usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE MECHANIC (Machinery) Repairs machinery or mechanical equipment of an establishment. Work involves m ost 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 MAINTENANCE MECHANIC (Motor vehicle) Repairs automobiles, buses, motortrucks, and tractors of an estab lishment. Work involves most of the following: Examining automotive equip ment 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 in the vehicle and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the motor vehicle maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. This classification does not include mechanics w ho tom ers' vehicles in automobile repair shops. repair cus MAINTENANCE PIPEFITTER Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establishment. Work involves m ost of the following: Laying out work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to 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. MAINTENANCE SH EE T-M ETA L WORKER 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 m ost of the following: Planning and laying out all types of sheet-m etal maintenance work from blueprints, m odels, or other specifi cations; setting up and operating all available types of sheet-meted working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-m etal articles as required. In general, the work of the maintenance sheet-m etal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. M IL L W R IG H T T O O L A N D D IE M A K E R — C on tin u e d Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves m ost of the following: Planning and laying out work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stre sse s, strength of m aterials, and centers of gravity; aligning and balancing equip ment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transm ission equipment such as drives and speed reducers. In general, the m illwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience. alloys; selecting appropriate m aterials, tools, and processes required to complete tasks; making necessary shop computations; setting up and oper ating various machine tools and related equipment; using various tool and die m aker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to prescribed toler ances and allowances. In general, the tool and die m aker's work requires rounded training in machine-shop and toolroom practice usually acquired through fdrmal apprenticeship or equivalent t r a i n i n g and experience. MAINTENANCE TRADES HELPER A ssists one or m ore workers in the skilled maintenance trades, by performing specific or general duties of le sse r skill, such as keeping a worker supplied with m aterials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding m aterials or tools; and per forming 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 m aterials 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 fu ll-tim e basis. MACHINE-TOOL OPERATOR (Toolroom) Specializes in operating one or m ore 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 jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e .g ., plastic, plaster, rubber, g la ss). Work typically involves; Planning and performing difficult machining operations which require com plicated 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 pre scribed 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 m achine-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-th e-job training and experience. For cross-in du stry wage study purposes, this classification does not include m achine-tool operators (toolroom) employed in tool and die jobbing shops. TOOL AND DIE MAKER Constructs and repairs jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic m aterial (e .g ., plastic, plaster, rubber, g la ss). Work typically involves; Planning and laying outw ork according to m odels, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and For cross-industry wage study purposes, this classification does not include tool and die makers who ( 1) are employed in tool and die jobbing shops or (2 ) produce forging dies (die sinkers). STATIONARY ENGINEER Operates and maintains and m ay also supervise the operation of stationary engines and equipment (mechanical or electrical) to supply the establishment in which employed with power, heat, refrigeration, or airconditioning. Work involves: Operating and maintaining equipment such as steam engines, air com pressors, generators, m otors, turbines, ventilating and refrigerating equipment, steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishments employing m ore than one engineer are excluded. BOILER TENDER F ires 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. Material Movement and Custodial TRUCKDRIVER Drives a truck within a city or industrial area to transport m aterials, merchandise, equipment, or workers between various types of establishments such as; Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and custom ers' houses or places of business. May also load or unload truck with or without helpers, make minor mechanical repairs, and keep truck in good working order. Salesroute and o v er-th e- road drivers are excluded. For wage study purposes, truckdrivers are classified by type and rated capacity of truck, as follows; Truckdriver, light truck (straight truck, under lVz tons, usually 4 wheels) Truckdriver. medium truck (straight truck, IV2 to 4 tons inclusive, usually 6 wheels) Truckdriver, heavy truck (straight truck, over 4 tons, usually 10 wheels) Truckdriver. tractor-trailer S H IP P E R AN D R E C E IV E R S H IP P IN G P A C K E R Perform s clerical and physical tasks in connection with shipping goods of the establishment In which employed and receiving incoming shipments. In performing day-to-day, routine tasks, follows established guidelines. In handling unusual nonroutine problems, receives specific guid ance from supervisor or other officials. May direct and coordinate the activities of other workers engaged in handling goods to be shipped or being received. 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 con tainer; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded. Shippers typically are responsible for most of the following: V e r ifying that orders are accurately filled by comparing ite m s. and quantities of goods gathered for shipment against documents; insuring that shipments are properly packaged, identified with shipping information, and loaded into transporting vehicles; preparing and keeping records of goods shipped, e .g ., m anifests, bills of lading. Receivers typically are responsible for most of the following: Verifying the correctness of incoming shipments by comparing items and quantities unloaded against bills of lading, invoices, manifests, storage receipts, or other records; checking for damaged goods; insuring that goods are appropriately identified for routing to departments within the establishment; preparing and keeping records of goods received. For wage study purposes, workers are classified as MATERIAL HANDLING LABORER 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 ca rs, 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. follows: Shipper Receiver Shipper~and receiver WAREHOUSEMAN POW ER-TRUCK OPERATOR 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 powertruck, as follows: A s directed, perform s a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following: Verifying materials (or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing m aterials to prescribed storage locations; storing, stacking, or palletizing m aterials in accordance with prescribed storage methods; rearranging and taking inventory of stored m aterials; examining stored 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. Forklift operator Power-truck operator (other than forklift) GUARD Protects property from theft or damage, or persons from hazards or interference. Duties involve serving at a fixed post, making rounds on foot or by motor vehicle, or escorting persons or property. May be deputized to make arrests. May also help visitors and customers by answering questions and giving directions. Exclude workers whose primary duties involve shipping and receiv ing work (see Shipper and Receiver and Shipping Packer), order filling (see Order F ille r), or operating power trucks (see Pow er-Truck Operator). Guards employed by establishments which provide protective s e r vices on a contract basis are included in this occupation. ORDER FILLER For F ills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, custom ers' orders, or other instructions. May, in addition to filling orders and indi cating items filled or omitted, keep records of outgoing orders, requisition additional stock or report short supplies to supervisor, and perform other related duties. wage study p u rp oses, guards are classified as follows: Class A . Enforces regulations designed to prevent breaches of security. E xercises judgment and uses discretion in dealing with em er gencies and security violations encountered. Determines whether first 27 G U A R D — C o n tin u e d G U A R D — C on tin ued response should be to intervene directly (asking for assistance when deemed necessary and time allows), to keep situation under surveillance, or to report situation so that it can be handled by appropriate authority. Duties require specialized training in methods and techniques of protecting security areas. Commonly, the guard is required to demonstrate continuing physical fitness and proficiency with firearm s or other special weapons. quire minimal training. Commonly, the guard is not required to demonstrate physical fitness. May be armed, but generally is not required to demonstrate proficiency in the use of firearm s or special weapons. JANITOR, PORTER, OR CLEANER Cleans and keeps in an orderly condition factory working areas and washrooms, or premises of an office, apartment house, or com m ercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing flo ors; 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 restroom s. Workers who specialize in window washing are excluded. Class B. Carries out instructions prim arily oriented toward in suring that emergencies and security violations are readily discovered and reported to appropriate authority. Intervenes directly only in situations which require minimal action to safeguard property or persons. Duties r e 28 Area Wage Surveys A list of the latest bulletins available is presented below. Bulletins may be purchased from any of the BLS regional offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D .C . 20402. Make checks payable to Superintendent of Documents. A directory of occupational wage surveys, covering the years 1970 through 1977, is available on request. A rea Akron, Ohio, Dec. 1978 _______________________________________ Albany—Schenectady^Troy, N .Y ., Sept. 1978 1_______________ Anaheim—Santa Ana—Garden Grove, C alif., Oct. 1 9 7 8 1 ____________________________________________ Atlanta, G a., May 1979________________________________________ Baltim ore, Md., Aug. 1978 1 __________________________________ B illings, Mont., July 1978 ____________________________________ Birmingham, A la ., M ar. 1978________________________________ Boston, M a ss., Aug. 1 9 7 8 1___________________________________ Buffalo, N .Y ., Oct. 1 9 7 8 1_____________________________________ Canton, Ohio, May 1978__________________________________ _____ Chattanooga, Tenn.—Ga., Sept. 1979__________________________ Chicago, 111., May 1979________________________________________ Cincinnati, Ohio—Ky.—Ind., July 1979 1______________________ Cleveland, Ohio, Sept. 1978___________________________________ Columbus, Ohio, Oct. 1978 1 _________________________________ Corpus Christi, Tex., July 1979 1 ____________________________ Dallas—Fort Worth, T ex., Oct. 1978 1________________________ Davenport—Rock Island—Moline, Iowa—111., Feb. 1979______ Dayton, Ohio, Dec. 1978 ______________________________________ Daytona Beach, F la ., Aug. 1978 _____________________________ Denver—Boulder, C olo., Dec. 1978___________________________ Detroit, M ich., M ar. 1979 1__________________________________ Fresno, C alif., June 1979____________________________________ Gainesville, F la ., Sept. 1978 _________________________________ Gary—H am m ond-East Chicago, Ind., Oct. 1979 1____________ Green Bay, W is ., July 1979___________________________________ Greensboro—W inston-Salem —High Point, N .C ., Aug. 1978_______________________________________________ Greenville—Spartanburg, S .C ., June 1979 1 _________________ Hartford, Conn., M ar. 1979___________________________________ Houston, T ex., A pr. 1979_____________________________________ Huntsville, A la ., Feb. 1979___________________________________ Indianapolis, Ind., Oct. 1 9 7 8 1 ________________________________ Jackson, M is s ., Jan. 1979 1___________________________________ Jacksonville, F la ., Dec. 1978 ________________________________ Kansas City, M o .-K a n s., Sept. 19 7 8 _________________________ Los Angeles—Long Beach, C alif., Oct. 1978 1 _______________ Louisville, Ky.—Ind., Nov. 19 7 8 ______________________________ M emphis, Tenn.—A rk.—M is s ., Nov. 1978 ____________________ Bulletin number and price * 2025-63, $1 .0 0 2025-58, $1 .2 0 2025-65, $1 .3 0 2050-20, $1.30 2025-50, $1 .5 0 2025-38, $ 1.00 2025-15, 80 cents 2025-43, $1 .5 0 2025-71, $1.30 2025-22, 70 cents 2050-39, $1 .5 0 2050-21, $ 1 .7 5 2050-28, $2.00 2025-49, $ 1.30 2025-59, $ 1.50 2050-33, $1 .7 5 2025-52, $ 1 .5 0 2050-10, $1.00 2025-66, $ 1 .0 0 2025-48, $ 1 .0 0 2025-68, $ 1 .2 0 2050-7, $ 1.50 2050-25, $ 1.50 2025-45, $1 .0 0 (To be surveyed) 2050-31, $1.50 2025-46, 2050-29, 2050-12, 2050-15, 2050-3, 2025-57, 2050-9, 2025-67, 2025 -5 3, 2025-61, 2025 -6 9, 2025-62, $1 .0 0 $1 .7 5 $ 1.10 $ 1 .3 0 $ 1.00 $ 1 .5 0 $ 1.20 $1 .0 0 $ 1 .3 0 $1 .5 0 $ 1 .0 0 $ 1.00 Area Miami, F la ., Oct. 1 9 7 8 1_______________________________________ Milwaukee, W is., Apr. 1979__________________________________ Minneapolis—St. Paul, Minn.—W is., Jan. 1979_______________ Nassau—Suffolk, N .Y ., June 1979_____________________________ Newark, N .J ., Jan. 1979______________________________________ New Orleans, La., Jan. 1979 1_______________________________ New York, N .Y .-N .J ., May 1979____________________________ Norfolk—Virginia Beach—Portsmouth, Va.— N .C ., May 1979 1 _________________________________________ -— Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, Va.—N .C ., May 1978------------------Northeast Pennsylvania, Aug. 1979 1------------------------------------Oklahoma‘City, Okla., Aug. 1979____________________________ Omaha, Nebr.—Iowa, Oct. 1978_______________________________ Paterson—Clifton—P assaic, N.J., June 1979_____________ ,__ Philadelphia, P a .-N .J ., Nov. 1978 ___________________________ Pittsburgh, Pa., Jan. 1979 1 __________________________________ Portland, Maine, Dec. 1978 1 _________________________________ Portland, Oreg.—Wash., May 1979___________________________ Poughkeepsie, N .Y ., June 1979______________________________ Poughkeepsie—Kingston—Newburgh, N .Y ., June 1979_______ Providence—Warwick—Pawtucket, R. I.— M a ss., June 1979 1___________________________________________ Richmond, Va., June 1979____________________________________ St. Louis, Mo.—111., Mar. 1979 1 _____________________________ Sacramento, C alif., Dec. 1978 ______________________________ _ Saginaw, Mich., Nov. 1978 ___________________________________ Salt Lake City-Ogden, Utah, Nov. 1 9 7 8 1 ____________________ San Antonio, Tex., May 1979__________________________________ San Diego, C alif., Nov. 1978__________________________________ San Francisco—Oakland, C alif., Mar. 1979__________________ San Jose, C alif., Mar. 1979___________________________________ Seattle—Everett, Wash., Dec. 1978___________________________ South Bend, Ind., Aug. 1978___________________________________ Toledo, Ohio-M ich., May 1979_______________________________ Trenton, N.J., Sept. 1979____________________________________ Utica—Rome, N .Y ., July 1978_________________________________ Washington, D .C .-M d .-V a ., Mar. 1979______________________ Wichita, K ans., Apr. 1979____________________________________ W orcester, M a ss., Apr. 1979________________________________ York, P a., Feb. 1979_________________________________________ Bulletin number and price * 2025-60, 2050-8, 2050-1, 2050-36, 2050-5, 2050-2, 2050-30, $1.30 $1.30 $1.30 $1.75 $1.30 $1.30 $1.75 2050-22, $ 1.75 2025-21, 2050-32, 2050-37, 2025-56, 2050-26, 2025-54, 2050-11, 2025-70, 2050-27, 2050-34, 2050-35, 80 cents $1.75 $1.50 $1.00 $1.50 $1.30 $1.50 $1.20 $1.75 $1.50 $1.50 2050-38, 2050-24, 2050-13, 2025-75, 2025-64, 2025-72, 2050-17, 2025-73, 2050-14, 2050-19, 2025-74, 2025-44, 2050-16, 2050-40, 2025-34, 2050-4, 2050-18, 2050-23, 2050-6, $1.75 $1.50 $1.50 $ 1.00 $1.00 $1.30 $1.00 $1.00 $1.20 $1.10 $1.00 $1.00 $1.10 $1.50 $ 1.00 $1.20 $ 1.00 $1.50 $1.00 * Prices are determined by the Government Printing Office and are subject to change. 1 Data on establishment practices and supplementary wage provisions are also presented. U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212 Postage and Fees Paid U.S. Department of Labor Third Class Mail Official Business Penalty for private use, $300 Lab-441 Bureau of Labor Statistics Regional Offices in Region I Region II Region 1603 JF K Federal Building Government Center Boston, Mass 02203 Phone 223-6761 (Area Code 617) Suite 3400 1515 Broadway New York, N Y. 10036 Phone: 399-5406 (A re aC ode 212) 3535 Market Street, P O. Box 13309 Philadelphia, Pa. 19101 Phone :596-1154 (Area Code 215) Suite 540 1371 Peachtree St., N.E. Atlanta, Ga. 30309 Phone:881-4418 (Area Code 404) Connecticut Maine Massachusetts New Hampshire Rhode Island Vermont New Jersey New York Puerto Rico Virgin Islands Delaware District of Columbia Maryland Pennsylvania Virginia West Virginia Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee Region V Region VI Regions VII and VIM Regions IX and X 9th Floor, 230 S. Dearborn St. Chicago, III. 60604 Phone: 353-1880 (Area Code 312) Second Floor 555 Griffin Square Building Dallas, Tex. 75202 Phone. 767-6971 (Area Code 214) Federal Office Building 911 Walnut St., 15th Floor Kansas City, Mo. 64106 Phone 374-2481 (Area Code 816) 450 Golden Gate Ave Box 36017 San Francisco, Calif 94102 Phone:556-4678 (Area Code 415) Arkansas Louisiana New Mexico Oklahoma Texas VII Iowa Kansas Missouri Nebraska IX Arizona California Hawaii Nevada Illinois Indiana Michigan Minnesota Ohio Wisconsin Region IV VIII Colorado Montana North Dakota South Dakota Utah Wyoming X Alaska Idaho Oregon Washington
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