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Area
Wage
Survey

Trenton, New Jersey,
Metropolitan Area
September 1979

U.S. Department of Labor
Bureau of Labor Statistics
Bulletin 2050-40

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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
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W ashington D C 20402. G P O Bookstores, or
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Digitized Regional Offices listed on back cover
Price $1 50 Make checks
http://fraser.stlouisfed.org/payable to Super­
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

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

-

-

-

-

4 0 6 .5 0

COMPUTER SYSTEMS ANALYSTS
( B U S I N E S S ) . CLASS B................................

-

10
-

11
1

5
1

9
3

-

-

-

-

-

-

-

-

-

-

6

19

16

15

20

5

7
5
2

4
2
2

22
6
16

10
8
2

7
4
3

6

-

-

-

-

6

9
6
3

1

-

8
6
2

2

2

14
2
12

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
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 .




15
*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

5

-

“

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
w
odcers

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

W
eekly
Weekly
houn1 earnings1
(standard) (standard)

O F F I C E OCCUPATIONS UOHEN— CONTINUED

O F F I C E OCCUPATIONS PEN
52
30
49

COHPUTER PROGRAHHERS ( B U S I N E S S ) . . . .
49

39.0
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

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

66
64

209.00

MA N U FA C T U R IN G ....•••••••••••••••

57

38.0

167
* •
173

3 8 .5
3 9 .0

2 20 .00
2 .3.0 0

3 8 .5

1 77 .0 0
1C1* JO

167*50

3 7 .5

NONMANUFACTURING.•••••••••••••••

160

3 8 .0

78
38
40

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 ) . . . .

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

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

1 6 2 .5 0

105

1 9 8 . _AJ

116

KEY ENTRY OPERATORS* CLASS A . . . . .

2 0 4 .0 0
2 0 9 .0 0

223

38.5
38.5

3 8.0

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - HEN
T Y P I S T S ......................................................................

145

2 0 6 .0 0
1 74 .00

30*0

ACCOUNTING CLERKS* CLASS A . . . . . . .
MANUFACTURING. •.......................... ...............

KEY ENTRY OPERATORS* CLASS B . . . . .

PANUFACTURING...............................................

38.0

2 2 4 .5 0
2 4 1 .0 0
2 0 9 .5 0

3 9 .0

2 17 .50
2 30 .5 0

37 5

NONPANUFACTURING.......................................

$ 3 1 7 .5 0

2 3 1 .0 0

3 9 .0
3 8 .J
. "

ACCOUNTING C L E R K S .••••••••••••.••••

SECRETARIES* CLASS B................................

38.0

COHPUTER PROGRAHHERS ( B U S I N E S S ) *

62

57

63

2 3 4 .0 0

*18

Weekly
Weekly
earning*1
hour*
(standard) (standard)

37

3 9 . 0 $ 18 5. 5 0
1 95 .5 0

30*'"
ORDER CLERKS* CLASS B . •••••••••••
M A N U FA C T U R IN G ..•••••••••••••••••
1*115

O ccu p a tion , s e x . 3 and in d u stry d iv is io n

Number
of
w
orker*

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

Averaae
(mean2)

Averaae
(mean2)
Number
of
w
orker*

43

NONPANUFACTURING................

SWITCHBOARD OPERATORS..................................

70
COMPUTER SYSTEMS ANALYSTS
58
COMPUTER SYSTEMS ANALYSTS
65

S ee fo o tn o te s at end o f ta b le s .




3 8 .0

6

37 .5

115 00
4 48 .5 0

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

31

7.96

7 .50

6 .9 1 -

8.58

69
69

7 .8 1
7.81

7.71
7.71

7 .6 1 7 .6 1 -

347
335

8.23
8 .1 6

7.71
7.69

6 .9 3 - 10.36
6 . 9 3 - 10.51

32
27

9 .3 3
9 .0 4

9.54
9 .54

9 . 2 1 - 10.51
8 . 0 0 - 1 0.02

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

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

-

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 . . . . . ................................

6.00

5
5

MAINTENANCE MECHANICS
(MOTOR V E H I C L E S ) .............................................
NONMANUFACTURING................................

*
**

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 :

-

-

-

*

1

-

-

2

“

-

-

-

7
7

-

2

5

-

-

-

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 .

7

1
8
8

-

12
12

39
39

1
1

30
30

2
2

_

“

3
3

-

2

1

-

8
8

4
4

3

7 . 40 7 . 6 0

7.80

8.20

4
4

9
4

2

4
4

12
9

17
9

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

3

1
1

1
1

10
3
-

11
11

*55
55

35
35

3

4

-

4

-

-

3

-

-

9
9

S ee fo o tn o te s at end o f ta b le s .




DOLLARS) OF—

5.80

8.03
8.03

MAINTENANCE MECHANICS ( M A C H I N E R Y ) . .
MANUFACTURING................................................

(IN

5.60

-

MAINTENANCE M A C H IN I S T S ................................
M A N U F A C T U R IN G ...................

HOURLY EARNINGS

5.40

2
2

-

MAINTENANCE P A I N T E R S ........... .........................

STRA I6H T-TIM E

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

_

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

-

_
-

-

-

-

9.80
AND
OVER

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

“

*

*




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

Average
(mean2)
hourly
w
orkers earnings4
Number

O ccu p a tio n , s e x , 3 and in d u stry d iv is io n

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•••••••••••••••••••

130

32

5.37

31
31

9 .08

6.96
6 .96

31

91

6.66

7.81
7.81

52
52

6.24
6 .24

0*16

MAINTENANCE

7 .96

69
69 '

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.••••••••••••••••••

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

M essen­
gers

C lass 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 . .

Sw itch­
board
operatorrecep­
tionists

Sw itch­
board
operators

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

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

Key entry operators
Payroll
clerks

100

125
1 AO
123
150
132
1 A3
1A8

Accounting clerks
Order clerks,
class B

100
86
73
102
89
86
103

Class A

100
(61
11A
96
112
129

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

100
105
127
163
(6 )

100
125
161
86

100
129
71

100
(6 )

70
88

(6)
130

Registered industrial

100

(6 )
(6 )

Electronics technicians,
class B

C lass C

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

Boiler tenders

Motor vehicles

Machinery

(61
110
106

MAINTENANCE MECHANICS
MAINTENANCE MECHANICS
(6 )
101
106

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
Shippers
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.......................... .........................

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.

f.
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:




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;
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

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.
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

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— am m ond-East Chicago, Ind., Oct. 1979 1____________
H
Green Bay, W is ., July 1979___________________________________
Greensboro— inston-Salem —
W
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.— rk.— is s ., Nov. 1978 ____________________
A
M




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.— .C ., May 1978------------------N
Northeast Pennsylvania, Aug. 1979 1------------------------------------Oklahoma‘City, Okla., Aug. 1979____________________________
Omaha, Nebr.—Iowa, Oct. 1978_______________________________
Paterson—
Clifton— assaic, N.J., June 1979_____________ ,_
P
_
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