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L

,

AREA WAGE SURVEY
Utica—Rome, New York, Metropolitan Area
July 1975
B u lletin 1 8 5 0 -4 8




document collection

DEC 121975
Dayton & Montgomery
Public Library

Co.

U S. DEPARTMENT OF LABOR
_
Bureau of Labor Statistics




Preface
This bulletin provides results of a July 1975 survey of occupational earnings and
supplementary wage benefits in the Utica—
Rome, New York, Standard Metropolitan Statistical
Area (Herkimer and Oneida Counties). The survey was made as part of the Bureau of Labor
Statistics' annual area wage survey program. The program is designed to yield data for
individual metropolitan areas, as well as national and regional estimates for all Standard
Metropolitan Statistical Areas 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 markets, 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. Department
of Labor to make wage determinations under the Service Contract Act of 1965.
Currently, 83 areas are included in the program. (See list of areas on inside back
cover.) In each area, occupational earnings data are collected annually. Information on
establishment practices and supplementary wage benefits is obtained every third year.
Each year after all individual area wage surveys have been completed, two summary
bulletins are issued. The first brings together data for each metropolitan area surveyed.
The second summary bulletin presents national and regional estimates, projected from
individual metropolitan area data.
The Utica—
Rome survey was conducted by the Bureau's regional office in New York,
N.Y., under the general direction of Alvin I. Margulis, Associate Assistant Regional Director
for Operations. The survey could not have been accomplished without the cooperation of the
many firms 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.

Note:
A current report on occupational earnings and supplementary wage provisions in the
Utica—
Rome area is also available for the moving and storage industry.

A R EA W A G E S U R VE Y

Bulletin 1 8 5 0 - 4 8

U.S. D E P A R T M E N T OF LA B O R , John T . Dunlop, Secretary

November 1975

BUREAU OF LABOR STATISTIC S, Julius Shiskin, Commissioner

U tica —Rome, N ew York M etropolitan Area, July 1975
CONTENTS

Page

Introduction

2

T ables:
Earnings:
A - l.
Weekly earnings of office workers____________________________________________________________________________________
A-2.
Weekly earnings of professional and technical w orkers______________________________________________________________
A-3.
Average weekly earnings of office, professional, and technical workers, by sex------------------------------------------------A-4.
Hourly earnings of maintenance and powerplant workers____________________________________________________________
A-5.
Hourly earnings of custodial and material movement w orkers----------------------------------------------------------------------------A-6.
Average hourly earnings of maintenance, powerplant, custodial, aaid material movement workers, by sex_______
A - 7.
Percent increases in average hourly earnings for selected occupational groups, adjusted for employment shifts —

B.

Establishment practices and supplementary wage provisions:
B - l.
Minimum entrance salaries for inexperienced typists and clerks___________________________________________________
B-2.
Late shift pay provisions for full-time manufacturing plant w orkers________________________________________________
B-3.
Scheduled weekly hours and days of full-time first-shift workers___________________________________________________
B-4.
Annual paid holidays for full-time w orkers__________________________________________________________________________
B-4a. Identification of major paid holidays for full-time workers__________________________________________________________
B-5.
Paid vacation provisions for full-time workers______________________________________________________________________
B-6.
Health, insurance, and pension plan provisions for full-time w orkers_____________________________________________

Appendix A.
Appendix B.




Scope and method of survey__________________________________________________________________________________________
Occupational descriptions_____________________________________________________________________________________________

For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D. C. 20402, GPO Bookstores, or
BLS Regional Offices listed on back cover. Price 80 cents. Make checks payable to Superintendent of Documents.

c -s in v r- oo o
o f
O

A.

10
1
1
12
13

14
15
18
21
25

Introduction
This area is 1 of 83 in which the U.S. Department of Labor's
Bureau of Labor Statistics conducts surveys of occupational earnings and
related benefits on an areawide basis. In this area, data were obtained
by personal visits of Bureau field economists to representative estab­
lishments within six broad industry divisions: Manufacturing; transpor­
tation, communication, and other public utilities; wholesale trade; retail
trade; finance, insurance, and real estate; and services. Major industry
groups excluded from these studies are government operations and the
construction and extractive industries. Establishments having fewer than
a prescribed number of workers are omitted because of insufficient
employment in the occupations studied. Separate tabulations are provided
for each of the broad industry divisions which meet publication criteria.
A-series tables
Tables A - 1 through A-6 provide estimates of straight-time
hourly or weekly earnings for workers in occupations common to a
variety of manufacturing and nonmanufacturing industries. Occupations
were selected from the following categories: (a) Office clerical, (b) pro­
fessional and technical, (c) maintenance and powerplant, and (d) custodial
and material movement. In the 31 largest survey areas, tables A - la
through A - 6a provide similar data for establishments employing 500
workers or more.
Following the occupational wage tables is table A - 7 which
provides percent changes in average earnings of office clerical work­
ers, electronic data processing workers, industrial nurses, skilled




maintenance workers, and unskilled plant workers. This measure of
wage trends eliminates changes in average earnings caused by employ­
ment shifts among establishments as well as turnover of establishments
included in survey samples. Where possible, data are presented for all
industries, manufacturing, and nonmanufacturing. Appendix A discusses
this wage trend measure.
B-series tables
The B-series tables present information on minimum entrance
salaries for office workers; late-shift pay provisions and practices for
plaint workers in manufacturing; and data separately for plant and office
workers on scheduled weekly hours and days of first-shift workers; paid
holidays; paid vacations; and health, insurance, and pension plans.
Appendixes
This bulletin has two appendixes. Appendix A describes the
methods and concepts used in the area wage survey program. It provides
information on the scope of the area survey and information on the area's
industrial composition in manufacturing. It also provides information
on labor-management agreement coverage. Appendix B provides job
descriptions used by Bureau field economists to classify workers in
occupations for which straight-time earnings information is presented.

A. Earnings
Weekly arnings 1
(stanc ard)

Occupation and industry division

Number
of
workers

Average
weekly
hours 1
[standard)

*
Mean

^

Median

^

Middle ranged

$

85
Under
and
$
under
85
90

t

S

90

95

95

100

Number of workers receiving straight-time weekly earnings of---s
$
S
S
S
S
1
S
$
S
IE ------- "5-----S
100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260
and
110

120

130

1<*0

ISO

160

170

180

190

200

210

220

3

3
3
-

2
2
-

1
1

2
2
-

230

240

250

260

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

74
51
23

$
$
$
$ .
39.5 156.00 155.00 138.50-172.50
40.0 164.50 163.00 154.50-175.00
38.0 136.50 134.50 132.00-144.00

-

-

-

-

-

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

81
48

39.0 129.00 134.00 110.00-142.00
40.0 138.50 138.50 124.00-152.00

1
-

-

.
-

1
1

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

46
32

39.5 137.50 133.00 111.00-165.00
39.5 131.00 127.50 102.00-142.00

2
2

4
4

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

24
16

39.5 134.00 124.00 116.00-144.50
40.0 119.00 118.00 113.00-124.00

-

2
2

*

-

-

-

1

3

15
3
12

n
5
6

14
14
•

9
8
1

12
12

18
7

11
1

7
4

19
14

9
6

8
8

4
4

2
2

-

1
1

..

-

*

5
5

3
1

4
4

7
7

5
2

3
3

9
*

-

-

1
1

1
1

1
1

1
1

-

*

2
2

6
6

4
3

_

5
2

1
1

-

.
-

-

4
-

-

-

-

-

-

-

-

-

1
1
-

1

1
KEYPUNCH OPERATORS, CLASS B ---------MANUFACTURING ----------------------------

121
40

37.5 122.00 113.50 H O .00-127.00
40.0 146.00 153.00 128.50-166.00

-

-

•

-

-

-

-

-

•
-

_

•

_

•

-

-

-

-

-

-

•

Ll

-

2
1
1

1
-

4
2

18
2

58
2

10
5

5
5

i
i

6
6

12
12

1
1

1
1

1
1

1
1

-

-

-

*

8
8

13
6
7

10
1
9

15
9
6

19
15
4

36
27
9

45
38
7

37
36
1

29
29
-

15
15
-

16
13
3

12
8
4

4
4
-

1
1
-

-

3
3
-

2
1
1

-

114.00
SECRETARIES -----------------------------------MANUFACTURING ---------------------------NONMANUFACTURING -----------------------

266
207
59

39.0 167.50 167.00 150.50-184.00
40.0 173.50 171.50 157.00-186.50
37.0 146.50 137.00 121.50-163.00

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

43
23
20

39.0 164.00 159.50 128.50-197.00
40.0 182.00 194.00 153.00-212.50
126.50-159.00
143.00

-

.
-

.
-

•
-

•
-

9
5

2
-

3
1

2
-

7
-

2
-

2
1

3
3

2
2

4
4

4
4

1
1

1
1

l
l

•

«.
-

SECRETARIES, CLASS C -----------------MANUFACTURING ----------------------------

102
77

39.0 173.50 176.50 155.00-192.00
40.0 178.00 180.00 166.00-191.00

.
“

-

“

*

-

4
1

5
*

7
3

3
1

14
12

5
4

19
19

16
16

11
11

8
5

7
3

2
2

_
-

-

-

1
-

SECRETARIES, CLASS D -----------------MANUFACTURING ----------------------------

109
96

39.5 158.00 161.50 148.03-170.00
40.0 162.50 163.00 154.00-171.50

-

.

.

-

-

1
1

•

“

1
1

_

*

-

-

-

-

STENOGRAPHERS. GENERAL -----------------MANUFACTURING ----------------------------

41
27

39.5 136.50 133.00 115.00-154.00
40.0 146.50 142.00 127.00-169.50

-

-

4
4

-

-

2
2

STENOGRAPHERS, SENIOR -------------------NONMANUFACTURING ---------------------------------

115
30

39.5 151.00 150.00 138.00-163.00
39.0 146.00 134.50 121.00-167.00

-

-

-

1

2

7
6

SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING ----------------------------------------

41
28

39.0 122.00 110.00 100.00-144.00
39.5 129.00 118.00 100.00-165.00

_

“

*

*

3
*

5
5

8

_

-

-

3
1

5
5

13
13

15
15

37
34

16
16

10
10

*

4
“

5
*

5
4

5
3

6
4

3
3

2
2

2
2

3
3

3
2

4
4

3
1

7
6

18
6

22

24
2

18
3

6
-

-

-

-

11
8

7
2

2
2

2

1
1

1
1

4
4

4
4

1
1

-

*

«.

-

-

-

4

-

.

-

"

3

39.5 148.00
MANUFACTURING ---------------------------------------NONMANUFACTURING -----------------------

See footnotes at end of tables.




20
63

40.0 142.00 145.00 136.50-156.50
38.0 105.50 103.50 98.00-114.00

“

“

-

1

8

2
11

22

1
14

1

7

3
3

3
4

5
5

i
i

-

_

-

-

-

-

-

-

-

-

-

-

T
-

-

.

-

-

-

W eekly earnings
(standard)
Number
of
workers

Average
weekly
hours 1
(standard)

1

Number of workers receiving straight time weekly earnings of—
I

S

Mean

^

Median

^

Under
Middle ranged

120
,
and

130

130

Occupation and industry division

140

S

$

$

S

$

S

S

150

160

170

180

190

200

150

160

170

180

190

200

210

ALL W
ORKERS
32
25

$
$
$
$
39.0 199.50 205.50 181.00-226,50
39.5 201.50 204.50 18a . 00-216.00

2
2

1
1

*

4
4

5
5

4
3

COMPUTER OPERATORS, CLASS 0 ---MANUFACTURING ---------------------

38
17

39.0 169.50 171.00 148.50-193.00
40.0 197.00 196.00 190.50-208.00

-

COMPUTER OPERATORS, CLASS C ----

17

40.0 169.50 172.00 163.00-177.00

1

COMPUTER PROGRAMMERS,
BUSINESS, CLASS A -----------------MANUFACTURING ---------------------

33
19

39.0 261.00 2A3.00 221.00-299.50
40.0 289.50 283.50 243.50-322.50

_

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

32
20

AO• 0 236.00 232.50 201.0C-269.00
AO.0 251.00 265.SO 20A.50-274.50

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

23
19
15

S
5
S
S
$
$
$
S
230 240 260 280 300 320 340 360

280

300

-

340

-

360

380

400

*

320

*

*

260

4
4

2
2

6
3

1
1

2
2

-

-

”

*

*

-

-

-

-

-

-

3

-

-

-

-

4

4
-

4
1

5
1

2
2

5
5

4
4

2
2

-

-

2

3

8

1

1

-

1

1

1

5
1

4
1

4
1

6
4

2
2

2
2

3
3

1
1

2
2

1
1

1
1

3
1

6
4

2

-

3

2

9
9

3
3

_

1
1

-

-

-

1

2

4
3

“

5
5

4
4

4
4

3
3

6

_

-

_

“

«.

_

*

1
“

“

1

“

“

1
1

1

*

“

-

*

2
4
4

DRAFTERS, CLASS A -------------------MANUFACTURING ---------------------

31
27

AO.O 2A1.00 234.00 222.50-252.00
AO.O 236.50 231.00 221.00-245.00

DRAFTERS, CLASS B -------------------MANUFACTURING------------------ —

62
51

AO.O 209.50 196.00 193.00-234.00
AO.O 201.50 195.C 190.50-214.00
O

.
-

-

DRAFTERS, CLASS C -------------------MANUFACTURING ---------------------

31
26

AO.O 178.00 172.50 166.00-190.00
AO.O 172.50 169.50 161.00-186.00

_

NURSES, INDUSTRIAL (REGISTERED)
MANUFACTURING ---------------------

29
28

AO.O 186.00 187.00 180.00-192.50
AO.O 186.50 187.50 180.00-193.00




■

380

240

A0 • 0 296.50 299.50 288.00-302.50

See footnotes at end of tables.

s

220 230

39.5 333.00 3A0.00 290.00-366.50
AO.O 3A6.00 349.50 332.00-370.50

COMPUTER SYSTEMS ANALYSTS,
BUSINESS, CLASS B ------------------

210 220

n

120

COMPUTER OPERATORS. CLASS A ---MANUFACTURING ---------------------

s

S

140

5
5

6

7

-

-

-

-

10
10

6
5

4
2

2
1

”

-

-

-

-

"

"

'

2
2

2
2

2
2

7
7

19
19

4
4

5
4

1
~

8
7

9
4

3
*

-

*

-

-

-

-

-

•
*

-

4
4

2
2

7
7

5
5

5
5

2
1

3
*

1
1

2
1

-

-

-

-

-

-

-

-

-

-

.

1
1

-

1
1

8
7

10
10

4
4

1
1

3
3

1
1

-

-

-

-

-

-

-

-

-

in Utica—Rome, N.Y., July 1975
Average
(m ean2 )

Sex, occupation, and indust ry division

Number
of

Weakly
hours 1
(standard)

Weekly
earnings1
(standard)

OFFICE OCCUPATIONS - M
EN

Average
(m ean2 )

Sex, occupation, and industry division

Number
of
workers

W eekly
hours 1
(standard)

W eekly
earnings1
(standard)

Average

( mean2 )
Sex, occupation, and industry division

OFFICE OCCUPATIONS WM
O EN— CONTINUED

*5

Number
of
workers

Weekly
hours 1
(standard)

Weekly
earnings 1
(standard)

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - M
EN— CONTINUED

SECRETARIES - CONTINUED
$

tUnr U1LK U C A1UKi y vLAu J ^
* .r\
MANUFACTURING ----------------------------

17

176"
40.0 197.00

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

19

264 O
'
40.0 289.50

Hi

.,0

OFFICE OCCUPATIONS - W M N
O E
20
CLERKS, ACCOUNTING, CLASS
NONMANUFACTURING
CLERKS, ACCOUNTING, CLASS B ---- -— -

68
46
22
74

39.5 152.50
40.0 161.00
38.0 135.00

MANUFACTURING — — — — — — — — —
—————— ———

33

KEYPUNCH OPERATORS# CLASS
KEYPUNCH OPERATORS, CLASS

37 • 5 101.50
39.5 120.50
118.50

24

£

72
28

NONMANUFACTURING

39.0 127.00
40.0 136.00
37.5 115.50 STENOGRAPHERS# GENERAL — — — — — —
——

39.5 134.00
40.0 119.00

52
40

39.5 1^9 00
40.0 146.50

120

37.5 122.00
40.0 145.50

6i

38.0 143.00
40.0

109

158.00
162.50

COMPUTER SYSTEMS ANALYSTS,
333.00

27

39.5 136.50
40.0 146.50

STENOGRAPHERS, SENIOR -------------------NONMANUFACTURING — — — — — —
—
— —

115
30

39.5 151.00
39.0 146.00

COMPUTER SYSTEMS ANALYSTS,

SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING

41

39.0 122.00
39.5 129.00

DRAFTERS, CLASS A --------------------------

TYPISTS, CLASS 8 — — — — — — —

83
20

38.5 114.50
142.00
105.50

uKA* 1LKo f

PROFESSIONAL AND TECHNICAL

207
59

167.50
40.0 173.50

L

A-Ju b ""

179.00

PROFESSIONAL AND TECHNICAL
OCCUPATIONS - W M N
O E
27

See footnotes at end of tables.




40.0 242.50

39.5 147.50

113.00

NONMANUFACTURING

29

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

40.0 186.00

Hourly earnings3

N L
Occupation and industry division
Mean 1

M edian2

ALL W
ORKERS

M iddle range 2

Numbe r of workers receiving straight-time hourly earnings of—
S
*
s
S
s
S
s
$
S
S
S
S
S
s
S
1 -------- 1 -----S
s
S
S
S
4.20 4.3p 4.40 4.50 4.60 4.70 4 80 4.90 5.00 5.10 5. 20 5 .30 5.40 5.50 5.60 5.70 5.80 6.00 6.20 6.40 6.60 6.80
Under and
$
and
11
4. 20 11der
4.30 4.40 4.50 4.60 4.70 4.80 4 90 5.00 5.10 5.20 5. 30 5 .40 5.50 5,6fl 5.70 5.80 6.00 6.20 6.40 6.60 6.80 over

$

$

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

37
35

5.16
5.20

5.05
5.14

$
4.87 - 5.51
4.89 - 5.51

-

ELECTRICIANS. MAINTENANCE -------------MANUFACTURING ----------------------------

120
116

5.29
5.31

5.31
5.35

4.95 - 5.70
5.10 - 5.7o

4
2

ENGINEERS. STATIONARY -------------------MANUFACTURING ----------------------------

32
26

5.38
5.26

5.28
5.26

5.05- 5.77
5.08- 5.44

_

-

*

*

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

40
40

5.40
5.40

5.48
5.48

5.44- 5.48
5.44- 5.48

3
3

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

124
124

5.33
5.33

5.41
5.41

5.02- 5.7o
5.02- 5.70

6
6

$

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

41
17
24
24

6.31
5.57
6.84
6.84

6.37
5.46
6.91
6.91

5.61 5.46 6.376.37-

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

97
97

5.66
5.66

5.68
5.68

5.10- 6.25
5.10- 6.25

_

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

34
34

4.91
4.91

4.87
4.87

4.31- 5.38
4.31- 5.38

•

PAINTERS. MAINTENANCE -------------------MANUFACTURING ----------------------------

18
18

4.90
4.90

4.93
4.93

4.67 - 4.93
4.67- 4.93

1
1

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

39
39

5.47
5.47

5.32
5.32

4.96 - 6.27
4.96 - 6.27

SHEET-METAL WORKERS, MAINTENANCE ~
M
ANUFACTURING----------------------------

16
16

5.26
5.26

4.87
4.87

4.87 - 5.46
4.87 - 5.46

TOOL AND OIE MAKERS ----------------------MANUFACTURING ----------------------------

217
217

5.69
5.69

5.60
5*60

5.56- 5.86
5.56- 5.86

2
1
2
2

15
14

3
3

-

-

*

-

*

1
1

2
2

2

.

-

-

1
.

3
3

“

6
6

4
4

3
3

2
2

-

5
5

2
2

15
14

5
5

-

3
3

3
3

2
2

-

16
16

2
2

6
6

-

-

“

“

•

*

-

.

.

.

-

-

-

-

10
10

_
-

-

.

-

-

6
6

4
4

-

-

1
1

9
9

-

2
2

5
5

3
3

5
5

-

-

-

2
2

-

1
1
-

1
1

-

-

.
“

*

-

9
9

-

-

-

-

.

.

"

-

-

19
19

9
9

-

5
5

9
9

11
11

8

4
4

4
4

-

-

9
9

10
10
2
2

.

-

a

8
8

3
3

•

1
1

8
8

11
11

l
l

-

6
6

6.91
5.62
7.21
7.21

_

3
3

-

-

-

-

24
24

6
6

11
11

25
25

1
1

7
7

_
-

-

-

2
2

-

18
18

9
9

*

6
6

19
19

3
3

2
2

-

_

-

-

-

-

-

1
1

2
2

5
5

2
2

-

-

1
1

1
1

-

1
1

19
19

3
3

9
9

-

-

7
7

1
1

-

-

1
1

•

•

•

-

-

-

-

-

_
-

-

-

-

-

.

2
2

2
2

3
3

-

“

1
1

9
9

-

4

-

-

11
11

3
3

-

-

.

6
6

-

_

5
5

1
1

-

-

12
12

-

-

-

6

-

-

15
15

6
6

6
_
•

1
1

9
2
7
7

-

“

4

*13

-

4
4

i
i

•
-

13
13

_

32
32

*

60
60

-

-

-

-

-

1
1

-

-

-

15
15

53
53

•
-

-

13
13

-

3
3

2

2

-

-

10
10

_
-

•
“

-

-

-

17
17

-

-

-

1
1

1
* Workers were distributed as follows: 4 at $ 6.80 to $ 7; 8 at $ 7.20 to $ 7.40; and 1 at $ 8 to $ 8.20.
See footnotes at end of tables.




Hourly earn ngs3

Occupation and industry division
workers

Mean 2

M edian2

Middle range 2

Number of workers receiving straight-time hourly earnings ofS
S
$
S
S
S
S
$
S
S
S
S
S
$
*
S
S
$
$
1------ s—
S
J
2.00 2.20 2.40 2.60 2. 80 3.00 3. 20 3.40 3 .60 3.80 4.00 4.20 4.40 4.60 4.80 5. 00 5. 20 5. 40 5.60 5.80 6.00 6»40 6*80
and
under
2.20 2.40 2.60 2.80 3. 00 3.20 3. 40 3.60 3 .80 4.00 4.20 4.40 4.60 4.80 5.00 5. 20 5. 40 5. 60 5.80 6.00 6.40 6.80 7.20

ALL WORKERS
GUARDS AND WATCHMEN ----------------------MANUFACTURING ----------------------------

192
186

$
3.57
3.60

$
3.92
3.98

$
$
2.55- 4.26
2.48- 4.26

10
10

23
23

23
23

2
"

2
*

1
“

1
“

5
5

24
24

9
9

31
31

46
46

“

7
7

GUARDS!
MANUFACTURING ----------------------------

4.22

4.01“ 4.30

-

6

-

-

-

-

-

3

10

7

19

44

-

7

-

-

-

-

104

4.11

WATCHMEN!
MANUFACTURING ----------------------------

82

2.94

2.50

2.27- 3.75

10

17

23

-

2

14

2

12

JANITORS. PORTERS. AND CLEANERS ---MANUFACTURING ---------------------------NONMANUFACTURING ----------------------PUBLIC UTILITIES --------------------

460
243
217
31

3.22
3.76
2.61
4.13

3.15
3.88
2.40
4.06

2.253.182.153.65-

3.96
4.55
2.60
4.73

114
23
91
-

26
9
17
*

56
1
55
-

18
7
11
-

5
1
4
-

24
21
3
-

9
6
3
-

15
11
4
4

31
24
7
7

63
63

-

-

24
12
12
10

LABORERS. MATERIAL HANDLING ---------MANUFACTURING ----------------------- -—

285
267

3.97
3.89

4.00
3.96

3.48- 4.55
3.48- 4.40

6
6

4
4

12
6

2
2

7
7

9
9

2
2

62
62

15
15

21
21

60
58

7
7

33
33

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

56
53

4.11
4.21

4.72
4.76

2.80- 4.93
4.29- 4.93

2
2

11
8

-

.

-

2
2

•

-

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

109
109

4.04
4.04

4.19
4.19

3.46- 4.91
3.46- 4.91

-

4
4

-

.

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

24
22

4.09
4.24

4.19
4.19

4.13 - 4.35
4 .1 4 - 4.35

-

SHIPPING CLERKS -----------------------------MANUFACTURING ---- ------- ---------------

19
19

4.23
4.23

4.54
4.54

2.70- 5.50
2.70- 5.50

.

SHIPPING AND RECEIVING CLERKS ------MANUFACTURING ----------------------------

31
30

4.38
4.38

4.25
4.11

3.77- 5.03
3.77- 5.03

TRUCKDRIVERS ---------------------------------MANUFACTURING ---------------------------NONMANUFACTURING -----------------------

239
68
171

5.43
4.16
5.94

4.55
4.15
7.14

4.14- 7.14
3.77- 4.56
4.50- 7.14

TRUCKDRIVERS, MEDIUM (1-1/2 TO
AND INCLUDING A TONS) --------------MANUFACTURING ----------------------------

35
21

3.51
3.62

3.35
3.83

3.00- 3.83
2.92- 4.10

*

TRUCKDRIVERS, HEAVY (OVER 4 TONS,
TRAILER TYPE) ----------------------------

-

.

101

6.66

7.14

7.14- 7.14

TRUCKDRIVERS, HEAVY (OVER 4 TONS,
OTHER THAN TRAILER TYPE) ----------

81

5.11

4.50

215
215

4.58
4.58

4.29
4.29

4.10- 5.30
4.10- 5.30

-

2
2

2
-

.

_

-

-

-

2
2

2
2

2
2

-

-

-

-

-

“

-

-

-

*

4
4
*

.

*
*

See footnotes at end of tables.




-

3
3

5
5

3

5

-

-

•
-

-

-

-

-

-

9
8
1
1

-

-

_

41
37
4
4

25
20
5
5

.

-

-

-

*
-

-

2
2

2
2

-

_

-

-

31
31

-

_

-

-

-

-

-

-

-

-

-

-

-

-

-

-

_

.

-

-

-

10
-

.

_

-

-

-

-

10
10

2
2

3
3

23
23

1
1

1
1

1
1

-

-

-

-

1
1

6
6

5
5

15
15

5
5

11
11

8
8

4
4

8
8

25
25

.

«.

1
1

-

-

1
1

.

“

1
1

_

-

.

*

-

3
3

-

-

1
1

-

*

1
1

-

-

10
10

4
4

*

“

•

.

1
1

1
1

.

1
1

6
6

.

.

•

.

-

«.

1
1

-

.

-

-

-

-

-

-

-

4
4

-

-

.

-

-

-

3
3

i
-

“

_

-

2
2

.

-

13
13

-

9
9

5
5

3
3

8

•

22
10
12

35
5
30

-

-

18
5
13

1
1

-

8

7
7
*

.

-

18
15
3
3
“

7
7

3
3

3
3

“

-

-

-

9

-

12

24

-

-

1
1

23
23

47
47

.

23
23

11
11

*

-

*

2

_

15

-

-

-

.

-

-

-

4
4

“

3
3

3
“

8
“

-

-

-

2

-

-

-

3

-

-

-

1
1

-

-

6
6

33
33

4.37- 5.34

TRUCKERS, POWER (FORKLIFT) -----------MANUFACTURING ----------------------------

-

14
14

-

-

-

-

3
3

-

12
12

4
4

*

“

*

-

-

.

-

-

-

-

-

-

-

.

-

-

.

•

-

-

-

1
1

*

*

*

-

3

-

-

-

-

12

-

-

-

66
66

4
4

-

-

-

-

.

-

-

102

•

-

-

84
18




Table A -6. Average hourly earnings of maintenance, powerplant.
custodial, and material movement workers, by sex,
in Utica—Rome, N.Y., July 1975
Sex, occupation, and industry division

Average
Num
ber (m
ean2)
of
hourly
w
odcers earnings3

Sex, occupation, and industry division

Num ber
of
workers

A verage
(m ean^)
hourly
earnings3

CUSTODIAL AM MATERIAL MOVEMENT
D
OCCUPATIONS - MEN— CONTINUED

MAINTENANCE AND POWERPLANT
OCCUPATIONS - M
EN
$

GUARDS AND WATCHMEN— CONTINUED

35

WATCHMEN:

$
2.9 4

120
31
25

5.36
5.25

39
39

5*44
5.44

124
124

5.33
b . 33

41

6.31

24
24

6.84
6.84

97
97

5.66
5.66

31
3D

34
34

MACHINE-TOOL OPERATORS, TOOLROOM —

5.29

A . 91
4.91

68

JANITORS, PORTtRS, AND CLEANERS ----

333

3.43
2.66

£67
4.1 4

MECHANICS, AUTOMOTIVE

.i , T „

f

4.1 6

/ O
h

r-

TRUCKDRIVERS* MEDIUM (1-1/2 TO
MANUFACTURING ------------------------------

39
39

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

16
16

5.26
5.26

217

5.69

r—»

5.47
5.47
TRUCKDRIVERS, HEAVY (OVER A TONS,
TRUCKDRIVERS, HEAVY (OVER A TONS,
214

CUSTODIAL AND MATERIAL MUVEMENT
OCCUPATIONS - M
EN
CUSTODIAL AND MATERIAL MOVEMENT
OCCUPATIONS - W EN
OM
JANITORS, PORTERS, AND CLEANERS ---1C2

127

2.64

4.11

NOTE:
E a rn in gs data in ta b le A - 6 r e la te on ly to w o r k e r s whose sex id en tifica tio n w a s p r o v id e d by the
e sta b lish m e n t.
E a rn in gs data in ta b les A - 4 and A - 5 , on the oth er hand, re la te to a ll w o r k e r s in an occu p a tion .
(S ee appen dix A fo r pu b lica tio n c r it e r ia .)
See fo otn otes at end o f ta b les.




Table A-7. Percent increase in average hourly earnings for selected
occupational groups, adjusted for employment shifts
NOTE: Data for table A-7 are not available for the Utica—
Rome area because a survey of comparable scope has not been
conducted in the area since July 1972.
Reference to table A-7 in the standard text of the bulletin does
not apply to this area.

B. Establishment practices and supplementary wage provisions
Table B-1. Minimum entrance salaries for inexperienced typists and clerks in Utica—Rome, N.Y., July 1975
Other inexperienced clerical workers

Inexperienced typists
Manufacturing
Minimum weekly straight-time salary4

All
industries

Ml
schedules

ESTABLISHMENTS STUDIED ----------------ESTABLISHMENTS having a s p e c if ie d
MINIMUM -----------------------------------------*77 .Sfi
*80.00
* 8 2 .SO
*85.00
*87.50
*90.00
*'y2.S0
*95.00
*07.50
*100.00
tliiS.OO
*110.00
*118.00
*120.00
*125.00
*130.00
*135.00

AND
AND
ANC
AND
AND
AND
AND
AND
AND

UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER

AND

under

and

UNDER
UNDER
UNDER
UNDER
UNDER
UNDER
UNDER

AND
AND
AND
»ND
AND
AND

* 8 0 . 0 0 --------------* 8 2 .SC --------------*85.00 --------------* 8 7 .SO — -----------*90.00 --------------*92.50 --------------* 9 5 . 0 3 --------------*97.50 --------------*100.30 ------------sin s.n o -----------* 1 1 0 .0 0 -----------* 1 1 5 .0 0 -----------------*120.00 -----------------*125.00 -----------------*1 3 0 .0 ) -----------------*135.00 -----------------$140.00 ------------------

All
industries

40

AH
schedules

37 ‘/
a

XXX

31

XXX

35

18

10

10

a

5

-

-

i
i
i
i
i
i

1
1
1

3
4
2
1
3

.
-

.
-

-

-

1
2
-

1
2
1
1

1
1
-

1
*
1
*

Based on standard weekly hours 6 of—
All
schedules

66

-

66

35

27

14

12

31

13

40

XXX

37 l/
z

XXX

4

6

-

2
“
1

-

-

2
*

1
1
-

1
1
*

5
2
1

4
2
1

4
2

1
-

-

*

-

-

“

-

-

“
”

“

2

-

*
1
1

4
l
1
1

-

-

-

-

-

-

-

2
-

2
“
2
2
1
2
1

2
1
1
“
“

*

'ft

-

-

2

-

-

2
-

2

-

-

1

"

*

1
1

1
1

1

1

20

13

xxx

7

XXX

23

13

ESTABLISHMENTS RHICH DID NUT EMPLOY
W
ORNERS IN THIS CATEGORY -----------------------

28

12

XXX

16

XXX

16

8




XXX

All
schedules

1
2
-

ESTABLISHMENTS HAVING N SPECIEIFO
O
MINIMUM ----------------------------------------------------------------

See footnotes at end of tables.

40

-

u
1
1
1

1

Nonm anufactur ing

Manufacturing

Nonm anuf actur ing

Based on standard weekly hours 6 of—

*
1

*

1
1

2
“

**

“

'

XXX

10

XXX

XXX

XXX

8

XXX

xxx




Table B-2. Late shift pay provisions for full-time manufacturing
plant workers in Utica—Rome, N.Y., July 1975
(A ll full-time manufacturing plant workers = 100 percent)
A ll workers 7

Workers on late shifts

Item
Second shift

Third shift

Second shift

Third shift

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

B l.9

80.4

16.5

4.9

WITH NO PAY DIFFERENTIAL F0» LATE SHIFT W R ------OK
WITH PAY DIFFERENTIAL FOR LATE SHIFT W RK -----------O
UNIFORM CENTS-PER-HOUR DIFFERENTIAL -----------------UNIFORM PERCENTAGE DIFFERENTIAL -----------------------OTHER DIFFERENTIAL ---------------------------------------------

2.4
79 .S
46.4
30 .S
2.6

2.4
77.9
44.9
30.5
2.6

.6
15.9
9.4
5.7
.8

.6
4.2
1.6
2.3
.3

14.4
8.6

17.9
9.9

14.9
8.6

18.5
9.7

1.6
1.0
9.4
3.5
1.9

9.3

PERCENT OF W
ORKERS

AVERAGE PAY DIFFERENT]!AL
UNIFORM CENTS-PER-HOUR DIFFERENTIAL --------------------UNIFORM PERCENTAGE DIFFERENTIAL ---------------------------PERCENT OF W
ORKERS BY TYPE AND
AM
OUNT OF PAY DIFFERENTIAL
UNIFOPM CENTS-PER-HOUR!
2 AND UNDER 3 CENTS -------------------------------------S CENTS --------------------------------------------------------10 CENTS ------------------------------------------------------11 CENTS---------- t ------------------------------------------12 CENTS -------------------------------------------------------14 CENTS ------------------------------------------------------15 CENTS -------------------------------------------------------16 CENTS ------------------------------------------------------17 AND UNDER 18 CENTS ----------------------------------19 CENTS -------------------------------------------------------20 CENTS ------------------------------------------------------23 CENTS ------------------------------------------------------25 CENTS ------------------------------------------------------30 CENTS -------------------------------------------------------UNIFORM PERCENTAGE:
5 PERCENT -----------------------------------------------------7 PERCENT -----------------------------------------------------S PERCENT -----------------------------------------------------9 PERCENT -----------------------------------------------------10 PERCENT ----------------------------------------------------

See footnotes at end of tables.

-

13.4
.9
•<
s
4.5
9.7
-

1.9
1.1
1.7
4.3
.6
17.1
4.5
2.0
2.3

1.7
8.6
3.6

-

-

-

16.6

-

2.5
23.0

_
.4
1.0
1.0
.5
2.8
.3
.3
2.3
.8
-

.
-

-

.1
( 8)
.2
.9
<8)
( 8)
.3
.2

.1
2.2
.6
2.9

.7
1.6

-

Plant workers
Item

Office workers

A ll industries

Manufacturing

Nonmanufacturing

Public utilities

All industries

Manufacturing

Nonmanufacturing

Public utilities

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

100

100

100

loo

100

100

100

100

HOURS-A DAYS ------------------------------HOURS-5 DAYS ------------------------------HOURS-5 DAYS ------------------------------1/2 HOURS-5 DAYS -----------------------1/2 HOURS-5 DAYS -----------------------3/A HOURS-5 DAYS -----------------------HOURS----------------------------------------A DAYS ---------------------------------------5 DAYS ---------------------------------------A6 HOURS-5 DAYS ------------------------------AR HOURS-6 DAYS ------------------------------50 HOURS-5 DAYS -------------------------------

2
6
3

3
5

(9 )

(9)
1

PERCENT OF WORKERS BY SCHEDULED
WEEKLY HOURS AND DAYS

32
35
36
37
38
38
AO

-

-

7
-

87
(9)
87
1
1
(9)

80
80
2
3

39.7

39.6

-

7
-

-

-

93
(9)
93
-

100
A
96
-

6
1
1A
1
(9)
78

•

A
-

(9)
95

-

95

8
2
19
2

77

70

13

10

•

•

78

_

70

13

-

-

-

-

-

_

.

(9)

“

-

-

-

-

39.7

AO.O

39.3

39.8

39.1

37.6

AVERAGE SCHEDULED
WEEKLY HOURS
ALL WEEKLY W R SCHEDULES --------------OK

See footnote at end of tables.




Plant workers
Item

Office workers

A ll industries

Manufacturing

Nonmanufacturing

Public utilities

A ll industries

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

100

loo

100

100

100

IN ESTABLISHMENTS NOT PROVIDING
PAID HOLIDAYS ------------------------------IN ESTABLISHMENTS PROVIDING
PAID HOLIDAYS -------------------------------

3

-

5

•

97

100

95

8.9

9.6

8.2

Manufacturing

Nonmanufacturing

Public utilities

PERCENT OF WORKERS
100

100

(9)

<9)

.

100

99

100

99

100

10.9

9.1

9.5

8.9

11.0

5
(9)

•
6
•

100

AVERAGE NUMBER OF PAID HOLIOAYS
FOR WORKERS IN ESTABLISHMENTS
PROVIDING HOLIDAYS ----------------------PERCENT OF W
ORKERS BY NUMBER
OF PAID HOLIDAYS PROVIDED 1
0
5 HOLIDAYS --------------------------------------PLUS 1 HALF DAY -------------------------6 HOLIDAYS --------------------------------------PLUS 1 HALF DAY -------------------------7 HOLIDAYS --------------------------------------PLUS 1 HALF DAY -------------------------PLUS 3 HALF DAYS ------------------------8 HOLIDAYS --------------------------------------PLUS 1 HALF DAY -------------------------9 HOLIDAYS --------------------------------------PLUS 1 HALF D A Y ----------------- --------10 HOLIDAYS -------------------------------------PLUS 1 HALF DAY -------------------------11 HOLIDAYS -------------------------------------PLUS 1 HALF DAY -------------------------12 HOLIDAYS -------------------------------------PLUS 1 HALF DAY -------------------------14 HOLIDAYS -------------------------------------

_
2
2
(9)
A
1
A7
2
3
2
18
1
5
1
5
1
1

7
3
11
5
5
5
34'
1
11
11
3

97
95
93
93
88
87
AO
37
35
32
15
14
9
8
3
1

100
96
96
96
88
86
75
70
65
60
26
25
14
14
3
3

4
(9)
2
78
1
4
(9)
2
(9)
3
-

•
3
4
•
44
•
22

95
95
91
91
89
89
10
10
9
9
5
5
5
3
3

100
100
100
100
100
100
97
97
92
92
49
49
49
27
27

-

27
-

1
4
(9)
1
(9)
1
42
(9)
9
7
14

3
1
3
2
2
14
1
23
2
29

13
3
4
1
1

10

99
99
95
94
94
93
51
50
42
35
21
21
9
6
2
1

100
97
96
96
92
91
77
74
52
50
21
21
11
11
3
3

8
•
3

•
•
54
3
9
7
14
4
3
1

•
10
7
•
59
19
"

PERCENT OF W
ORKERS BY TOTAL
PAID HOLIDAY TIME PROVIOED 1
1
5 1/2 DAYS OR M
ORE -------------------------6 DAYS O M
R ORE --------------------------------6 1/2 DAYS OR M
ORE -------------------------7 DAYS O M
R ORE --------------------------------7 1/2 DAYS OR M
ORE -------------------------8 DAYS O M RE --------------------------------R O
8 1/2 DAYS OR M
ORE -------------------------9 DAYS O M RE --------------------------------R O
9 1/2 DAYS O M
R ORE -------------------------10 DAYS O M
R ORE ------------------------------10 1/2 DAYS O M
R ORE ------------------------11 DAYS OR M
ORE ------------------------------11 1/2 DAYS O M RE ------------------------R O
12 DAYS OR M
ORE ------------------------------12 1/2 DAYS OR M RE ------------------------O
14 DAYS --------------------------------------------




99
99
94
94
94
94
40
40
37
29
22
22
8
4
1

100
100
94
94
94
94
94
94
84
84
77
77
77
19
19

Plant workers
Hem 1
0

A ll industries

Manufacturing

Office workers

Nonmanufacturing

Public utilities

All industries

Manufacturing

Nonmanufacturing

Public utilities

Percent of workers
A ll full-time workers ________________

100

100

100

100

100

100

100

100

New Year's Day___________________________
Lincoln's Birthday________________________
Washington's Birthday____________________
Good Friday_______________________________
Easter Sunday____________________________
Memorial D ay_________________________
Fourth of Ju ly_____________________________
Labor Day ________________________________
Columbus D ay_____________________________
Veterans D ay_____________________________
Election D ay______________________________
Election Day, half d a y ____________________
Thanksgiving Day_________________________
Day after Thanksgiving________________ ___
Christmas Eve____________________________
Christmas Eve, half d a y __________________
Christmas D ay____________________________
New Year's E ve___________________________
Floating holiday, 1 day 1 _________ _______
3
Floating holiday, 2 days 13________________
Employee's birthday______________________

93
1
17
80
(*)
97
95
97
7
4
7
3
97
38
25
4
97
18
49
6
8

90

100
22
89
71
4
100
100
100
53
49
22

95
2
9
84
(’ )
95
95
95
6
5
3

97

100
59
90
26
10
100
100
100
87
77
59

100
71

95
7
“
5
95
77
1
7

99
15
28
71
(9)
99
99
99
16
20
19
7
99
35
14
4
99
13
46
4
6

99
22
37
69
1
99
99
99
22
28
22
9
99
16

See footnotes at end of tables.




27
76
“
100
96
100
9
3
12
7
100
76
55
3
100
40
14
11
10

49
100
8
63

-

7
75
100
97
100
1
1
11
2
100
80
49
3
100
44
28
12
11

-

100
26
-

77
100
5
21

-

5
99
54
(’ )
4

Plant workers

Office workers

Item
A ll Industries

Manufacturing

Nonmanufacturing

Public utilities

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

100

loo

100

loo

100

loo

100

100

IN ESTABLISHMENTS NOT PROVIDING
PAID VACATIONS -----------------------------IN ESTABLISHMENTS PROVIDING
PAIO VACATIONS ----------------------------LENGTH-OF-TIME PAYMENT --------------PERCENTAGE PAYMENT --------------------OTHER PAYMENT -----------------------------

100
93
5
2

100
8b
11
3

100
100
-

100
100
-

100
99
•
(9)

loo
99

100
100

100

<9>

-

6 MONTHS OF SERVICE:
UNDER 1 W
EEK ---------------------------I W
EEK ------------------------------------OVER 1 ANO UNDER 2 WEEKS ---------

13
56
4

30
19
6

87
3

73
27

3
76
2

11
37
3

92
1

1 YEAR OF SERVICE:
1 W
EEK ------------------------------------OVER 1 AND UNDER 2 W
EEKS --------2 WEEKS -----------------------------------3 WEEKS -----------------------------------OVER 3 AND UNDER 4 W
EEKS ---------

71
5
20
2
2

50
11
30
5
3

88
(9)
12
•
-

11
89
-

45
1
55
-

14
2
85

58

6

42

94

-

-

-

2 YEARS OF SERVICE:
1 W
EEK ------------------------------------OVER 1 AND UNDER 2 W
EEKS --------2 W
EEKS -----------------------------------OVER 2 AND UNDER 3 W
EEKS --------3 WEEKS -----------------------------------OVER 3 AND UNDER 4 W
EEKS ---------

57
9
30
(9)
2
2

29
20
42
5
3

80
20
(9)
-

100
-

41
2
57
1
-

9
6
83
2

3 YEARS OF SERVICE:
1 W
EEK ------------------------------------OVER 1 AND UNDER 2 WEEKS --------2 WEEKS -----------------------------------OVER 2 AND UNDER 3 WEEKS --------3 WEEKS -----------------------------------4 WEEKS ------------------------------------

4
7
84
(9)
4
2

8
15
65
9
3

(9)
99
(9)
*
*

100
-

4 YEARS OF SERVICE:
1 W
EEK ------------------------------------OVER 1 ANO UNDER 2 WEEKS --------2 WEEKS -----------------------------------OVER 2 AND UNDER 3 WEEKS --------3 WEFKS -----------------------------------4 WEEKS ------------------------------------

4
6
83
1
4
2

8
13
65
2
9
3

(9)
•
99
(9)
<9)
*

5 YEARS OF SERVICE:
1 W
EEK ------------------------------------2 WEEKS -----------------------------------OVER 2 AND UNDER 3 WEEKS --------3 WEEKS -----------------------------------OVER 4 ANO UNDER 5 WEEKS ---------

(9)
75
10
13
2

55
21
21
3

(9)
92
1
7

All industries

Manufacturing

Nonmanufacturing

Public utilities

PERCENT OF W
ORKERS

AM
OUNT OF PAID VACATION AFTER: 1
4




76
19

54

6

46

94

-

-

-

2
1
95
1
2
*

6
2
85
2
4
-

(9)

96
4

2
1
88
7
2
*

5
2
85
3
4
-

(9)
•
90
9
1
-

60
40

(9)
83
9
8

1
76
8
15

(9)
86
9
5

99
(9)
(9)

94
6
■
f

84
16

77
23

Plant workers

O ffice workers

Item
All industries

Manufacturing

Notim anuf actur ing

Public utilities

All industries

(9)
5
6
87
1
1

M anuf actur ing

Nonmanufacturing

Public utilities

AM
OUNT OF PAID VACATION AFTER 1 4
CONTINUED
10 YEARS O SERVICE:
F
1 W
EEK ------------------------------------2 W
EEKS ----------------------------------OVER 2 AND UNDER 3 W
EEKS --------3 W
EEKS ----------------------------------OVER 3 AND UNDER A W
EEKS --------A W
EEKS ----------------------------------OVER A AND UNDER 5 W
EEKS --------OVER 5 AND UNDER 6 W
EEKS ---------

(9)
9
80
4
5
(9)
2

1A
63
9
11
3

(9)
5
•
9A
(9)
-

—
•
100
-

12 YEARS OF SERVICE:
1 W
EEK ------------------------------------2 W
EEKS ----------------------------------OVER 2 AND UNDER 3 W
EEKS --------3 W
EEKS ----------------------------------OVER 3 AND UNDER A W
EEKS --------A W
EEKS -----------------------------------OVER A AND UNDER 5 W
EEKS --------OVER 5 AND UNDER 6 W
EEKS ---------

(9)
9
80
A
5
(9)
2

1A
63
9
11
3

(9)
5
9A
(9)
-

15 YEARS OF SERVICE:
1 W
EEK ------------------------------------2 W
EEKS ----------------------------------3 W
EEKS ----------------------------------OVER 3 AND UNDER A W
EEKS --------A W
EEKS ----------------------------------OVER A AND UNDER 5 W
EEKS ---- -—
5 W
EEKS -----------------------------------OVER 5 AND UNDER 6 WEEKS ---------

(9)
6
19
4
68
1
(9)
2

7
38
9
AO
2
1
3

20 YEARS O SERVICE:
F
1 W
EEK ------------------------------------2 W
EEKS ----------------------------------3 WEEKS------- ------ -— — — — -----OVER 3 AND UNDER A WEEKS--------A W
EEKS ----------------------------------OVER A AND UNDER 5 W
EEKS --------5 W
EEKS ----------------------------------OVER 5 AND UNDER 6 W
EEKS --------6 W
EEKS -----------------------------------

(9)
6
8
1
71
A
9
2
(9)

7
16
2
A9
9
1A
3
1

25 YEARS OF SERVICE:
1 W
EEK ------------------------------------2 W
EEKS ----------------------------------3 W
EEKS ----------------------------------OVER 3 AND UNDER A W
EEKS --------A W
EEKS ----------------------------------OVER A AND UNDER 5 W
EEKS --------5 W
EEKS — — — — — — — — —
6 W
EEKS ----------------------------------OVER 9 WEEKS------- ---- ---------------

(9)
6
8
1
60
A
17
2
2

7
16
2
37
9
25
1
3-




1

(9)

84
3
4

88

100

-

-

-

-

•
100
-

(9)
5
6
86
2
2

i
9
81
5
5

(9)
3
9
88
(91

-

-

(91
5
A
90
<91
-

26
7A
•
•
-

(9)
4
31
3
63

(91
5
1
89
(9)
A
~

•
56

(9)
A
10
1
82
2
2

(9)
5
1
79
(9)
10
3

-

AA
-

-

-

8
56
36

-

(9)
4
10
1
7A
2
9
(91

1
5
35
8
52
1
5
6
2
75
6
6
1
5
6
2
70
6
10

100
m

-

-

(9)
3
29
(9)
67

26

-

-

74

<9>
3
12

6

85

92

(9)

2

-

-

(9)
3
12
76
(9)
9
(9)

6
15
77
2

Plant workers
Item

AH industries

Manufacturing

30 YEARS OF SERVICE!
1 W
EEK ----------------------------2 WEEKS --------------------------3 WEEKS --------------------------OVER 3 ANO UNDER A WEEKS A WEEKS --------------------------OVER A ANO UNDER 5 WEEKS •
5 WEEKS --------------------------6 WEEKS --------------------------OVER 9 W
EEKS -------------------

(9)
6
8
1
57
A
19
3
2

7
16
2
31
9
29
3
3

MAXIMUM VACATION AVAILABLE!
1 W
EEK ----------------------------2 WEEKS --------------------------3 WEEKS --------------------------OVER 3 ANO UNDER A WEEKS •
A WEEKS --------------------------OVER A AND UNDER 5 WEEKS 5 WEEKS --------------------------6 WEEKS --------------------------OVER 9 WEEKS -------------------

(9)
6
8
1
57
A
1A
8
2

7
16
2
31
9
19
1A
3

Office workers

Nonmanufacturing

Public utilities

(9)
5
1

_

All industries

Manufacturing

Nonmanufacturing

Public utilities

AMOUNT OF PAID VACATION AFTER1 -j
4
CONTINUED

See footnotes at end of tables.




-

_

79
<9>
10
3
“

56
36
-

(9)
5
1

•

8

-

79
(9)
10
3

8
_

56
36

(9)
A
10
1
65
2
18
(9)

1
5
6
2
39
6
A1
-

(9)
A
10
1
65
2
17
1

1
5
6
2
39
6
37
A

(9)
3
12
-

76
(9)
9
(9)
“
(9)
3
12

-

6
-

15
•

77
2
*
.
_

6

-

•

76

15

•

9
(9)

77
2

Plant workers
Item

O ffice workers

All industries

Manufacturing

Nonmanufacturing

Public utilities

All industries

Manufacturing

Nonmanufacturing

Public utilities

100

100

100

100

PERCENT OF W
ORKERS
ALL FULL-TIME W
ORKERS -----------------

100

100

100

100

IN ESTABLISHMENTS PROVIDING AT
LEAST ONE OF THE BENEFITS
SHO N BELOW15---------------------------------W

99

100

99

100

99

99

99

100

LIFE INSURANCE -------------------------------NONCONTRIBUTORY PLANS ------------------

99
87

100
84

98
90

100
73

97
81

99
76

96
83

100
76

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

85
72

72
57

95
85

100
51

80
64

70
57

85
67

100
17

SICKNESS AND ACCIDENT INSURANCE
O SICK LEAVE O BOTH16-----------------R
R

90

79

99

100

99

97

99

100

44
33

79
65

14
7

64
37

53
49

82
72

42
39

96
79

55

17

86

58

82

68

88

72

3

5

2

-

2

-

3

-

LONG-TERM DISABILITY
INSURANCE -------------------------------------NONCONTRIBUTORY PLANS ------------------

48
47

11
10

79
78

8
8

60
55

38
26

69
67

5
5

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

98
90

100
89

96
91

100
100

97
84

99
76

95
87

100
94

SURGICAL INSURANCE -------------------------NONCONTPIBUTORY PLANS ------------------

98
90

100
89

96
91

100
100

97
84

99
76

95
87

100
94

MEOICAL INSURANCE --------------------------NONCONTRIBUTORY PLANS ------------------

95
87

93
82

96
91

100
100

97
84

99
76

95
87

100
94

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

83
75

67
56

96
90

97
97

94
81

88
62

96
88

100
94

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

7
7

6
6

a
7

51
51

14
10

31
31

6
1

12
12

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

92
90

91
89

93
90

100
96

92
90

89
88

93
90

94
84

SICKNESS AND ACCIDENT
INSURANCE ----------------------------------NONCONTRIBUTORY PLANS --------------SICK LEAVE (FULL PAY AND NO
WAITING PERIOD) -------------------------SICK LEAVE (PAPTIAL PAY O
R
WAITING PERIOD) ------------------------

See footnotes at end of tables.




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

1 Standard hours reflect the workweek for which employees receive their regular straight-time 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 employees surveyed receive more and half receive less than the rate shown. The middle range is defined
by two rates of pay; a fourth of the workers earn less than the lower of these rates and a fourth earn more than the higher rate.
3 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.
4 These salaries relate to formally established minimum starting (hiring) regular straight-time salaries that are paid for standard
workweeks.
5 Excludes workers in subclerical jobs such as messenger.
6 Data are presented for all standard workweeks combined, and for the most common standard workweeks reported.
7 Includes all plant workers in establishments currently operating late shifts, and establishments whose formal provisions cover late
shifts, even though the establishments were not currently operating late shifts.
8 Less than 0.05 percent.
9 Less than 0.5 percent.
1 For purposes of this study, pay for a Sunday in December, negotiated in the automobile industry, is not treated as a paid holiday.
0
1 A ll combinations of full and half days that add to the same amount are combined; for example, the proportion of workers receiving
1
a total of 9 days includes those with 9 full days and no half days, 8 full days and 2 half days, 7 full days and 4 half days, and so on.
Proportions then were cumulated.
1 A Christmas—
2
New Year holiday period is an unbroken series of holidays which includes Christmas Eve, Christmas Day, New Year's
Eve, and New Year's Day.
Such a holiday period is common in the automobile, aerospace, and farm implement industries.
1 "Floating" holidays vary from year to year according to employer or employee choice.
3
1 Includes payments other than "length of tim e," such as percentage of annual earnings or flat-sum payments, converted to an
4
equivalent time basis; for example, 2 percent of annual earnings was considered as 1 week's pay. Periods of service are chosen arbitrarily
and do not necessarily reflect individual provisions for progression; for example, changes in .proportions at 10 years include changes between
5 and 10 years. Estimates are cumulative. Thus, the proportion eligible for at least 3 weeks' pay after 10 years includes those eligible for
at least 3 weeks' pay after fewer years of service.
1 Estimates listed after type of benefit are for all plans for which at least a part of the cost is borne by the employer. "Noncontributory
5
plans" include only those financed entirely by the employer. Excluded are legally required plans, such as workmen's compensation, social
security, and railroad retirement.
1 Unduplicated total of workers receiving sick leave or sickness and accident insurance shown separately below. Sick leave plans are
8
limited to those which definitely establish at least the minimum number of days' pay that each employee can expect. Informal sick leave
allowances determined on an individual basis are excluded.







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

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

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

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

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




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

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

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

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

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

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

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

Health, insurance, and pension plans for which the employer pays at least a part of the cost
include those ( 1) underwritten by a commercial insurance company or nonprofit organization, (2)
provided through a union fund, or (3) paid directly by the employer out of current operating funds or
from a fund set aside for this purpose. (See table B -6.) An establishment is considered to have
such a plan if the majority of employees are covered even though less than a m ajority participate
under the plan because employees are required to contribute toward the cost. Excluded are
Minimum entrance salaries for office workers relate only to the establishments visited. (See legally required plans, such as workmen's compensation, social security, and railroad retirement.
table B - l.) Because of the optimum sampling techniques used and the probability that large
Sickness and accident insurance is limited to that type of insurance under which predetermined
establishments are more likely than small establishments to have formal entrance rates above the
subclerical level, the table is more representative of policies in medium and large establishments. cash payments are made directly to the insured during temporary illness or accident disability.
Information is presented for all such plans to which the employer contributes. However, in New
Shift differential data are limited to fufl-time plant workers in manufacturing industries. (See York and New Jersey, which have enacted temporary disability insurance laws requiring employer
table B-2.) This information is presented in terms of (1) establishment policy3 for total plant worker contributions, * plans are included only if the employer ( 1) contributes more than is legally required,
*
employment, and (2) effective practice for workers employed on the specified shift at the time of the or (2) provides the employee with benefits which exceed the requirements of the law. Tabulations of
survey. In establishments having varied differentials, the amount applying to a majority is used. In paid sick leave plans are limited to formal plans5 which provide full pay or a proportion of the
establishments having some late-shift hours paid at normal rates, a differential is recorded only if it worker's pay during absence from work because of illness. Separate tabulations are presented
applies to a majority of the shift hours. A second (evening) shift ends work at or near midnight. A according to ( 1) plans which provide full pay and no waiting period, and (2) plans which provide either
partial pay or a waiting period. In addition to the presentation of proportions of workers provided
third (night) shift starts work at or near midnight.
sickness and accident insurance or paid sick leave, an unduplicated total is shown of workers who
The scheduled weekly hours and days of a majority of the first-shift workers in an establish­ receive either or both types of benefits.
ment are tabulated as applying to all full-time plant or office workers of that establishment. (See
Long term disability insurance plans provide payments to totally disabled employees upon the
table B-3.) Scheduled weekly hours and days are those which a majority of full-time employees are expiration of their paid sick leave and/or sickness and accident insurance, or after a predetermined
expected to work for straight-time or overtime rates.
period of disability (typically 6 months). Payments are made until the end of the disability, a
maximum age, or eligibility for retirement benefits. Full or partial payments are almost always
Paid holidays; paid vacations; and health, insurance, and pension plans are treated statistically reduced by social security, workmen’s compensation, and private pensions benefits payable to the
as applying to all full-time plant or office workers if a majority of such workers are eligible or may
disabled employee.
eventually qualify for the practices listed. (See tables B-4 through B -6.) Sums of individual items in
Major medical insurance plans protect employees from sickness and injury expenses beyond
tables B-2 through B-5 may not equal totals because of rounding,
the coverage of basic hospitalization, medical, and surgical plans. Typical features of. major medical
Data on paid holidays are limited to holidays granted annually on a formal basis, which (1) plans are ( 1) a ".deductible" (e.g., $50) paid by the insured before benefits begin; (2) a coinsurance
are provided for in written form, or (2) are established by custom. (See table B-4.) Holidays feature requiring the insured to pay a portion (e.g., 20 percent) of certain expenses; and (3) stated
ordinarily granted are included even though they may fall on a nonworkday and the worker is not dollar maximum benefits (e.g., $ 10,000 a year). Medical insurance provides complete or partial
granted another day off. The first part of the paid holidays table presents the number of whole and payment of doctors' fees. Dental insurance usually covers fillings, extractions, and X-rays. Excluded
half holidays actually granted. The second part combines whole and half holidays to show total holiday are plans which cover only oral surgery or accident damage. Retirement pension plans provide
payments for the remainder of the worker's life.
tim e. Table B-4a reports the incidence of the most common paid holidays.
3 An establishment was considered as having a policy if it met either o f the follow ing conditions: (1 ) Operated late .Lifts at the tim e o f the
survey, or (2 ) had formal provisions covering late shifts. An establishment was considered as having formal provisions if it (1 ) had operated late
shifts during the 12 months before the survey, or (2 ) had provisions in written form to operate late shifts.




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

Establishments and workers within scope of survey and number studied in Utica—Rome, N.Y., July 1975
Number of establishments
Industry division 2

Minimum
employment
in establish­
ments in scope
of study

Workers in establishments
Within scope of study

Within scope
of study8

Studied

Studied

Total4
Number

Percent

Full-tim e
plant workers

Full-tim e
office workers

Total4

A ll division s______________________________

-

369

66

65,245

100

44,019

9,494

28, 548

Manufacturing______________________ _________
Nonmanufacturing_____________________________
Transportation, communication, and
other public utilities 5_____________________
Wholesale trade___ ____
______
______
Retail tra d e ____________________________ __
Finance, insurance, and real estate_______
Services 8________________________ __________

50

94
275

35
31

28,033
37,212

43
57

19,993
24, 026

2,785
6, 709

21, 521
7,027

50
50
50
50
50

12
6
33
11
213

6
3
7
7
8

2, 994
314
4, 017
2, 850
27,037

5
1
6
4
41

2, 302
(‘ )
(*)
M
(6)

425
(6)
(6)
(6)
(6)

2,658
155
1,054
2,422
738

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

Industrial composition in manufacturing
Labor-management agreement coverage
Almost three-fourths of all workers within scope of the survey in the Utica—
Rome
area were employed in manufacturing firm s. The following presents the major industry
groups and specific industries as a percent of all manufacturing:
Industry groups

Specific industries

Machinery, except electrical __ 23
Prim ary metal industries______15
Electrical equipment and
supplies______________________ 10
Miscellaneous manufacturing
industries____________________ 9
Ordnance and accessories ____ 7
Transportation equipment_____ 7
Fabricated metal products____ 6

Office and computing
machines____________________ 12
Nonferrous rolling and
drawing______________. ______ 12
Communication equipment----- 9
Jewelry, silverware, and
plated w are----------------------- 8
Metal working machinery------ 7
Small arm s___________________ 7
Aircraft and parts---------------- 5

The following tabulation shows the percent of full-time plant and office workers
employed in establishments in which a union contract or contracts covered a majority of
the workers in the respective categories, Utica—
Rome, N.Y., July 1975:
Plant workers

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




A ll industries____________
Manufacturing*.__________
Public u tilities___________
Nonmanufacturing________

39
71
100
14

Office workers
7
10
87
6

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




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

OFFICE
B ILLER, MACHINE

CLERKS, ACCOUNTING

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

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

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

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

BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter keyboard) to keep a record of
business transactions.
Class A . Keeps a set of records requiring a knowledge of and experience in basic bookkeeping
principles, and 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.
Class B. Keeps a record of one or more phases or sections of a set of records usually
requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll,
customers' accounts (not including a simple type of billing described under biller, machine), cost
distribution, expense distribution, inventory control, etc. May check or assist in preparation of trial
balances and prepare control sheets for the accounting department.

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

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




Class B. Sorts, codes, and files unclassified m aterial by simple /subject m atter) headings
or partly classified material by finer subheadings. Prepares simple related index and cross-reference
aids. As requested, locates clearly identified material in files and forwards material. May perform
related clerical tasks required to maintain and service files.
Class C. Perform s routine filing of material that has already been classified or which is
easily classified in a simple serial classification system (e.g., alphabetical, chronological, or
numerical). As requested, locates readily available material in files and forwards material; and may
fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and
service files.
CLERK, ORDER
Receives customers' orders for material or merchandise by mail, phone, or personally.
Duties involve any combination of the following: Quoting prices to customers; making out an order
sheet listing the items to make up the order; checking prices and quantities of items on order sheet;
and distributing order sheets to respective departments to be filled. May check with credit department
to determine credit rating of customer, acknowledge receipt of orders from customers, follow up
orders to see that they have been filled, keep file of orders received, and check shipping invoices
with original orders.
CLERK, PAYROLL
Computes wages of company employees and enters the necessary data on the payroll sheets.
Duties involve: Calculating workers' earnings based on time or production records; and posting
calculated data on payroll sheet, showing information such as worker's name, working days, time,
rate, deductions for insurance, and total wages due. May make out paychecks and assist paymaster
in making up and distributing pay envelopes. May use a calculating machine.
KEYPUNCH OPERATOR
Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating
cards or on tape.
Positions are classified into levels on the basis of the following definitions.
Class A . Work requires the application of experience and judgment in selecting procedures
to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a
variety of source documents. On occasion may also perform some routine keypunch work. May train
inexperienced keypunch operators.
Class B. Work is routine and repetitive. Under close supervision or following specific
procedures or instructions, works from various standardized source documents which have been coded,
and follows specified procedures which have been prescribed in detail and require little or no selecting,
coding, or interpreting of data to be recorded. Refers to supervisor problems arising from erroneous
items or codes or missing information.
MESSENGER

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

Examples of

a.

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

b.

Stenographers

c. Stenographers
managerial persons;

not fully trained in secretarial type duties;
serving as office assistants

to a group of professional, technical, or

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

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

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

SECRETARY

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

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

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

c.

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

d.

Relays messages from supervisor to subordinates;

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

e. Reviews correspondence, memorandums, and reports prepared by others for the super­
visor's signature to assure procedural and typographic accuracy;
f. Perform s stenographic and typing work.

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

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

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




STENOGRAPHER

TABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator)

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

Operates one or a variety of machines such as the tabulator, calculator, collator, interpreter,
sorter, reproducing punch, etc. Excluded from this definition are working supervisors. Also excluded
are operators of electronic digital computers, even though they may also operate EAM equipment.

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

May maintain files, keep simple records,

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

Positions are classified into levels on the basis of the following definitions.
Glass A. Perform s complete reporting and tabulating assignments including devising difficult
control panel wiring under general supervision. Assignments typically involve a variety of long and
complex reports which often are irregular or nonrecurring, requiring some planning of the nature and
sequencing of operations, and the use of a variety of machines. Is typically involved in training new
operators in machine operations or training lower level operators in wiring from diagrams and in
the operating sequences of long and complex reports. Does not include positions in which wiring
responsibility is limited to selection and insertion of prewired boards.
Glass B. Perform s work according to established procedures and under specific instructions.
Assignments typically involve complete but routine and recurring reports or parts of larger and more
complex reports. Operates more difficult tabulating or electrical accounting machines such as the
tabulator and calculator, in addition to the simpler machines used by class C operators. May be
required to do some wiring from diagrams. May train new employees in basic machine operations.
Class C. Under specific instructions, operates simple tabulating or electrical accounting
machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments typically
involve portions of a work unit, for example, individual sorting or collating runs, or repetitive
operations. May perform simple wiring from diagrams, and do some filing work.
TRANSCRIBINGrMACHINE OPERATOR, GENERAL
Prim ary duty is to transcribe dictation involving a normal routine vocabulary from transcribing-machine records. May also type from written copy and do simple clerical work. Workers
transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or
reports on scientific research are not included. A worker who takes dictation in shorthand or by
Stenotype or sim ilar machine is classified as a stenographer.
TYPIST
Uses a typewriter to make copies of various materials or to make out bills after calculations
have been made by another person. May include typing of stencils, mats, or similar materials for
use in duplicating processes. May do clerical work involving little special training, such as keeping
simple records, filing records and reports, or sorting and distributing incoming mail.
Class A . Perform s one or more of the following: Typing material in final form when it
involves combining material from several sources; or responsibility for correct spelling, syllabication,
punctuation, etc., of technical or unusual words or foreign language material; or planning layout and
typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine
form letters, varying details to suit circumstances.
Class B . Perform 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.

PROFESSIONAL A N D TECHNICAL
COMPUTER OPERATOR

COMPUTER OPERATOR— Continued

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

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

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




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

Converts statements of business problems, typically prepared by a systems analyst, into a
sequence of detailed instructions which are required to solve the problems by automatic data processing
equipment. Working from charts or diagrams, the programmer develops the precise instructions which,
when entered into the computer system in coded language, cause the manipulation of data to achieve
desired results. Work involves most of the following: Applies knowledge of computer capabilities,
mathematics, logic employed by computers, and particular subject matter involved to analyze charts
and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed
flow charts to show order in which data w ill be processed; converts these charts to coded instructions
for machine to follow; tests and corrects programs; prepares instructions for operating personnel
during production run; analyzes, reviews, and alters programs to increase operating efficiency or
adapt to new requirements; maintains records of program development and revisions. (NOTE: Workers
performing both systems analysis and programming should be classified as systems analysts if this is
the skill used to determine their pay.)
Does not include employees prim arily responsible for the management or supervision of other
electronic data processing employees, or programmers prim arily concerned with scientific and/or
engineering problems.
For wage study purposes, programmers are classified as follows:
Clas8 A . Works independently or under only general direction on complex problems which
require competence in all phases of programming concepts and practices. Working from diagrams
and charts which identify the nature of desired results, major processing steps to be accomplished,
and the relationships between various steps of the problem solving routine; plans the full range
of programming actions needed to efficiently utilize the computer system in achieving desired
end products.
At this level, programming is difficult because computer equipment must be organized to
produce several interrelated but diverse products from numerous and diverse data elements. A wide
variety and extensive number of internal processing actions must occur. This requires such actions as
development of common operations which can be reused, establishment of linkage points between
operations, adjustments to data when program requirements exceed computer storage capacity, and
substantial manipulation and resequencing of data elements to form a highly integrated program.

F or wage study purposes, systems analysts are classified as follows:
Class A . Works independently or under only general direction on complex problems involving
all phases of system analysis. Problems are complex because of diverse sources of input data and
multiple-use requirements of output data. (For example, develops an integrated production scheduling,
inventory control, cost analysis, and sales analysis record in which every item of each type is
automatically processed through the full system of records and appropriate followup actions are initiated
by the computer.) Confers with persons concerned to determine the data processing problems and
advises subject-matter personnel on the implications of new or revised systems of data processing
operations. Makes recommendations, if needed, for approval of major systems installations or changes
and for obtaining equipment.
May provide functional direction to lower level systems analysts who are assigned to assist.
Class B . Works independently or under only general direction on problems that are relatively
uncomplicated to analyze, plan, program, and operate. Problems are of limited complexity because
sources of input data are homogeneous and the output data are closely related. (For example, develops
systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail
establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.)
Confers with persons concerned to determine the data processing problems and advises subjectmatter personnel on the implications of the data processing systems to be applied.
OR
Works on a segment of a complex data processing scheme or system, as described for class A.
Works independently on routine assignments and receives instruction and guidance on complex
assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure
proper alignment with the overall system.
Class C. Works under immediate supervision, carrying out analyses as assigned, usually
of a single activity. Assignments are designed to develop and expand practical experience in the
application of procedures and skills required for systems analysis work. For example, may assist a
higher level systems analyst by preparing the detailed specifications required by programmers from
information developed by the higher level analyst.

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




DRAFTER
Class A. Plans the graphic presentation of complex items having distinctive design features
that differ significantly from established drafting precedents. Works in close support with the design
originator, and may recommend minor design changes. Analyzes the effect of each change on the
details of form, function, and positional relationships of components and parts. Works with a
minimum of supervisory assistance. Completed work is reviewed by design originator for consistency
with prior engineering determinations. May either prepare drawings, or direct their preparation by
lower level drafters.
Class B. Performs nonroutine and complex drafting assignments that require the application
of most of the standardized drawing techniques regularly used. Duties typically involve such work as:
Prepares working drawings of subassemblies with irregular shapes, multiple functions, and precise
positional relationships between components; prepares architectural drawings for construction of a
building including detail drawings of foundations, wall sections, floor plans, and roof. Uses accepted
formulas and manuals in making necessary computations to determine quantities of materials to be
used, load capacities, strengths, stresses, etc. Receives initial instructions, requirements, and
advice from supervisor. Completed work is checked for technical adequacy.
Clas8 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 cla rify positioning of components
and convey needed information. Consolidates details from a number of sources and adjusts or
transposes scale as required. Suggested methods of approach, applicable precedents, and advice on
source materials are given with initial assignments. Instructions are less complete when assignments
recur. Work may be spot-checked during progress.
DRAFTER-TRACER
Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings
and tracing with pen or pencil. (Does not include tracing limited to plans prim arily consisting of
straight lines and a large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized items.
during progress.

Work is closely supervised

W orks on variou s types of elec tron ic equipment and related devices by perform in g one or a
combination of the follow in g: In stalling, maintaining, repairing, overhauling, troubleshooting, m odifying,
constructing, and testing. W ork requ ires practical application of technical knowledge of electron ics
prin cip les, ability to determ ine malfunctions, and sk ill to put equipment in required operating condition.

Class B . Applies com prehensive technical knowledge to solve com plex problem s (i.e ., those
that typ ically can be solved solely by p rop erly in terpreting m anufacturers' manuals or sim ilar
documents) in working on electron ic equipment. W ork in volves: A fa m ilia rity with the in terrelatio n ­
ships of circu its; and judgment in determ ining w ork sequence and in selecting tools and testing
instrum ents, usually less com plex than those used by the class A technician.

The equipment— consisting of eith er many different kinds of circuits or m ultiple repetition of
the same kind of circu it— includes, but is not lim ited to, the follow ing: (a) E lectron ic transm itting
and re ceivin g equipment (e .g ., ra da r, radio, television , telephone, sonar, navigational aids), (b)
digital and analog com pu ters,, and (c ) industrial and m edical measuring and controlling equipment.

R eceives technical guidance, as requ ired, fro m su pervisor or higher le v e l technician, and
w ork is review ed fo r sp e cific compliance with accepted practices and work assignments. May provide
technical guidance to lo w e r le v e l technicians.

Th is cla ssifica tio n excludes re p a ire rs of such standard electron ic equipment as common office
machines and household radio and television sets; production assem blers and testers; w orkers whose
p rim a ry duty is servicin g elec tron ic test instruments; technicians who have adm inistrative or
su pervisory respon sib ility; and d ra fte rs, design ers, and professional engineers.

Glass C . Applies working technical knowledge to p erfo rm sim ple or routine tasks in working
on electron ic equipment, follow ing detailed instructions which co ver virtu a lly all procedures. Work
typ ically involves such tasks as: A ssistin g higher le v e l technicians by perform ing such a ctivities as
replacing components, w irin g circu its, and taking test readings; repairing simple electron ic equipment;
and using tools and common test instruments (e.g ., m u ltim eters, audio signal generators, tube testers,
o scillo sco p es). Is not requ ired to be fa m ilia r with the interrelationships of circuits. This knowledge,
h ow ever, may be acquired through assignments designed to in crease competence (including classroom
tra in in g) so that w ork er can advance to higher le v e l technician.

Position s are cla s s ifie d into le v e ls on the basis of the following definitions.
G lass A . Applies advanced technical knowledge to solve unusually com plex problem s (i.e.,
those that typ ically cannot be solved so lely by referen ce to manufacturers' manuals or sim ilar
documents) in working on e lec tro n ic equipment. Examples of such problem s include location and
density of c irc u itry , e lec tro -m a gn etic radiation, isolating malfunctions, and frequent engineering
changes. W ork in volves: A detailed understanding of the in terrelationships of circu its; exercisin g
independent judgment in perfo rm in g such tasks as making circu it analyses, calculating wave form s,
tracin g relationships in signal flow ; and regu la rly using complex test instruments' (e.g ., dual trace
o scillo sco p es, Q -m e te rs , deviation m e te rs, pulse generators).
W ork may be review ed by su pervisor (frequently an engineer or d esign er) fo r general
com pliance with accepted p ra c tic es. May provide technical guidance to lo w er le v e l technicians.

R eceives technical guidance, as required, from su pervisor or higher le v e l technician. Work
is typ ically spot checked, but is given detailed review when new or advanced assignments are involved.
NURSE, IN D U S TR IA L (R e g is te re d )
A re g istered nurse who gives nursing s ervice under general m edical direction to il l or injured
em ployees or other persons who becom e i l l or su ffer an accident on the prem ises of a fa cto ry or
other establishment.
Duties in volve a combination of the follow in g: Giving fir s t aid to the i ll or
injured; attending to subsequent dressing of em p loyees' in ju ries; keeping records of patients treated;
preparing accident reports fo r compensation or other purposes; assisting in physical examinations and
health evaluations of applicants and em ployees; and planning and carryin g out program s involving health
education, accident prevention, evaluation of plant environm ent, or other a ctivities affecting the health,
w e lfa re , and safety of a ll personnel. Nursing su pervisors or head nurses in establishments employing
m o re than one nurse are excluded.

M AINTENANCE AND POWERPLANT
B O ILE R TE N D E R

H E L P E R , M A IN T E N A N C E TRADES

F ir e s stationary b o ile rs to furnish the establishment in which employed with heat, power,
o r steam. Feeds fuels to fire- by hand or operates a mechanical stoker, gas, or o il burner; and
checks w a ter and safety va lves .
May clean, oil, or assist in repairing b o ilerro o m equipment.

A ssists one or m o re w orkers in the skilled maintenance tra d es, by perform ing specific or
general duties of le s s e r skill, such as keeping a w ork er supplied with m a terials and tools; cleaning
working area, machine, and equipment; assisting journeyman by holding m aterials or tools; and
perform in g other unskilled tasks as d irected by journeyman. The kind of work the helper is perm itted
to p erfo rm v a rie s fro m trade to trade: In some trades the h elper is confined to supplying, lifting,
and holding m a terials and too ls, and cleaning working areas; and in others he is perm itted to perfo rm
specia lized machine operations, or parts of a trade that are also perform ed by w orkers on a
fu ll-tim e basis.

C A R P E N T E R , M A IN T E N A N C E
P e r fo rm s the carpentry duties n ecessary to construct and maintain in good re p a ir building
woodwork and equipment such as bins, crib s, counters, benches, partitions, doors, flo o rs , stairs,
casin gs, and trim made of w ood in an establishment. W ork involves most of the fo llow in g: Planning
and laying out of w ork fro m blueprints, draw ings, m odels, or verb a l instructions; using a v a rie ty of
ca rp en ter's handtools, portable pow er too ls, and standard measuring instruments; making standard
shop computations relatin g to dim ensions of work; and selecting m a terials n ecessary fo r the work. In
gen era l, the work of the maintenance carpenter requ ires rounded training and experience usually
acquired through a fo rm a l apprenticeship or equivalent training and experience.
E L E C T R IC IA N , M A IN T E N A N C E
P e r fo rm s a v a rie ty o f e le c tr ic a l trade functions such as the installation, maintenance, or
re p a ir of equipment fo r the generation , distribution, or utilization of e le c tr ic energy in an establishment.
W ork in volves m ost of the fo llo w in g : Installing or repairing any of a va riety of e le c tr ic a l equipment
such as gen era tors, tra n s fo rm e rs , switchboards, con trollers, circu it breakers, m otors, heating units,
condui-t system s, o r other tra n sm ission equipment; working from blueprints, drawings, layouts, or
other specification s; locating and diagnosing trouble in the e le c tr ic a l system or equipment; working
standard computations relatin g to load requirem ents of w iring or ele c tric a l equipment; and using a
v a rie ty of ele c tric ia n 's handtools and m easuring and testing instruments. In gen eral, the work of the
maintenance elec tricia n requ ires rounded training and experience usually acquired through a form al
apprenticeship or equivalent train ing and experience.
EN G INE ER, S T A T IO N A R Y
Operates and maintains and m ay also supervise the operation of stationary engines and
equipment (m echanical or e le c tr ic a l) to supply the establishment in which em ployed with pow er, heat,
re frig e ra tio n , or a ir-con dition ing. W ork in volves: Operating and maintaining equipment such as
steam engines, a ir co m p resso rs , ge n era to rs , m otors, turbines, ventilating and re frig era tin g equipment,
steam b o ile rs and b o ile r -fe d w a ter pumps; making equipment repa irs; and keeping a re cord of operation
o f m ach in ery, tem p eratu re, and fu el consumption. May also supervise these operations. Head or
ch ief en gin eers in establishm ents em ploying m ore than one engineer are excluded.




M A C H IN E -T O O L O PE R A T O R , TO O LRO O M
S p ecializes in operating one or m ore than one type of machine tool (e.g ., jig b o rer, grinding
machine, engine lathe, m illin g machine) to machine m etal fo r use in making or maintaining jig s ,
fixtu res, cutting to o ls, gauges, or m etal dies or molds used in shaping or form ing m etal or nonmetallic
m a teria l (e.g ., p la stic, p laster, rubber, gla ss). W ork typ ically in v o lv e s : Planning and perform in g
difficu lt machining operations which requ ire com plicated setups or a high degree of accuracy; setting
up machine tool or tools (e .g ., in stall cutting tools and adjust guides, stops, working tables, and other
controls to handle the size of stock to be machined; determ ine proper feeds, speeds, tooling, and
operation sequence o r select those p rescrib ed in draw ings, blueprints, or layouts); using a va rie ty of
precision m easuring instrum ents; making n ecessary adjustments during machining operation to achieve
requ isite dimensions to v e r y close tolera n ces. May be requ ired to select proper coolants and cutting
and lubricating o ils , to recogn ize when tools need dressin g, and to dress tools. In general, the work
of a m ach in e-tool opera tor, too lro o m , at the sk ill le v e l called fo r in this classification requires
extensive knowledge o f m achine-shop and too lro o m practice usually acquired through considerable
on-th e-job training and experience.
F o r cross-in d u stry wage study purposes, this cla ssifica tio n does not include m achine-tool
opera tors, too lro o m , em ployed in tool-a n d -die jobbing shops.
M A C H IN IS T, M A IN T E N A N C E
Produces replacem ent parts and new parts in making repa irs of m etal parts of mechanical
equipment operated in an establishm ent. W ork involves m ost of the fo llow in g: interpreting written
instructions and specification s; planning and laying out of w ork; using a v a rie ty of m achinist's handtools
and precisio n m easuring instrum ents; setting up and operating standard machine tools; shaping of m etal

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

Paints and redecorates walls, woodwork, and fixtures of an establishment. Work involves the
following; Knowledge of surface peculiarities and types of paint required for different applications;
preparing surface for painting by removing old finish or by placing putty or fille r in nail holes and
interstices; and applying paint with spray gun or brush. May mix colors, oils, white lead, and other
paint ingredients to obtain proper color or consistency. In general, the work of the maintenance
painter requires rounded training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.
PIPEFITTE R, MAINTENANCE
Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establish­
ment. Work involves most of the following; Laying out of work and measuring to locate position of
pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths
with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and
dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and
fastening pipe to hangers; making standard shop computations relating to pressures, flow, and size of
pipe required; and making standard tests to determine whether finished pipes meet specifications. In
general, the work of the maintenance pipefitter requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience. Workers prim arily
engaged in installing and repairing building sanitation or heating systems are excluded.
SHEET-METAL WORKER, MAINTENANCE
Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures (such
as machine guards, grease pains, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing)
of an establishment. Work involves most of the following; Plainning aind laying out all types of sheetmetal maintenance work from blueprints, models, or other specifications; setting up and operating all
available types of sheet-metal working machines; using a variety of handtools in cutting, bending,
forming, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general,
the work of the maintenance sheet-metail worker requires rounded training and experience usually
acquired through a formail apprenticeship or equivalent training and experience.
TOOL AND DIE MAKER
Constructs am repairs jigs, fixtures, cutting tools, gauges, or metal dies or molds used in
d
shaping or forming metal or non-metaillic material (e.g., plastic, plaster, rubber, glass). Work
typically involves: Planning and laying out work according to models, blueprints, drawings, or other
written or oral specifications; under stainding the working properties of common metals am alloys;
d
selecting appropriate materials, tools, and processes required to complete task; making necessary
shop computation; setting up and operating various machine tools and related equipment; using various
tool and die maker's hamdtools am precision measuring instruments; working to very close toleramces;
d
heat-treating metal parts and finished tools and dies to achieve required qualities; fitting am
d
assembling parts to prescribed tolerances and allowances. In general, tool am die madder's work
d
requires rounded training in machine-shop and toolroom practice usually acquired through formal
apprenticeship or equivalent training and experience.
For cross-industry wage study purposes, this classification does not include tool am die
d
makers who ( 1) are employed in tool am die jobbing shops or (2) produce forging dies (die sinkers).
d

CUSTODIAL AND MATERIAL M O VEM ENT
GUARD AND WATCHMEN

LABORER, MATERIAL HANDLING

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

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

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

ORDER FILLER

JANITOR, PORTER, OR CLEANER

Fills shipping or transfer orders for finished goods from stored merchandise in accordance
with specifications on sales slips, customers' orders, or other instructions. May, in addition to
filling orders am indicating items filled or omitted, keep records of outgoing orders, requisition
d
additional stock or report short supplies to supervisor, am perform other related duties.
d

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




PACKER, SHIPPING
Prepares finished products for shipment or storage by placing them in shipping containers,
the specific operations performed being dependent upon the type, size, and number of units to be
packed, the type of container employed, amd 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 o rd er to v e r ify content; selection of appropriate type and size of container; inserting
en closu res in container; using e x c e ls io r or other m aterial to prevent breakage or damage; closing and
sealing container; and applying labels o r entering identifying data on container. Pa ckers who also make
wooden boxes or crates are excluded.

follow s:

F o r wage study purposes, w ork ers are cla ssified as follow s:
R eceivin g clerk
Shipping clerk
Shipping and re ceivin g clerk
TR U C K D R IV E R
D rives a truck within a city o r in du strial area to transport m aterials, m erchandise, equipment,
o r w ork ers between va rio u s types o f establishm ents such as: Manufacturing plants, freigh t depots,
w arehouses, w holesale and re ta il establishm ents, or between re ta il establishments and cu stom ers'
houses or places of business. M ay also load or unload truck with or without h elp ers, make m inor
m echanical re p a irs, and keep truck in good working o rd er. S ales-route and o ver-th e-ro a d d riv e rs
a re excluded.




as

T ru c k d riv e r (combination of sizes listed sep ara tely)
T ru c k d riv e r, light (under IV 2 tons)
T ru c k d riv e r, medium (IV 2 to and including 4 tons)
T ru c k d riv e r, heavy (o v e r 4 tons, t r a ile r type)
T ru c k d riv e r, heavy (o v e r 4 tons, other than t r a ile r type)

S H IPPIN G AND REC EIVIN G C L E R K
P rep a res m erchandise fo r shipment, o r re ceives and is responsible fo r incom ing shipments
of m erchandise or other m a teria ls . Shipping work in vo lv es; A knowledge of shipping procedu res,
p ra c tic es, routes, available means of transportation, and rates; and preparing records of the goods
shipped, making up b ills of lading, posting weight and shipping charges, and keeping a file of shipping
record s. M ay direct o r a ssist in preparin g the merchandise fo r shipment. R eceivin g work in v o lv e s :
V e rify in g o r directing others in v e rify in g the correctness of shipments against bills of lading, in voices,
or other records; checking fo r shortages and rejecting damaged goods; routing merchandise or
m a terials to proper departm ents; and maintaining necessary records and files.

F o r wage study purposes, tru ck d rivers are c la ssified by size and type of equipment,
(T r a c to r - t r a ile r should be rated on the basis of tr a ile r ca pacity.)

TR U C K E R , PO W ER
goods

Operates a manually controlled ga solin e- o r e le c tric -p o w e re d truck or tra cto r to transport
and m a terials of a ll kinds about a w arehouse, manufacturing plant, or other establishment.
F o r wage study purposes, w orkers are cla s s ifie d by type of truck,

as follow s:

T ru c k er, power (fo rk lift)
T ru c k er, power (other than fo rk lift)
W AREHOUSEM AN
As directed, perfo rm s a va rie ty of warehousing duties which require an understanding of
the establishm ent's storage plan. W ork involves m ost of the fo llo w in g: V erifyin g m a terials (o r
m erch andise) against receivin g documents, noting and reporting discrepan cies and obvious damages;
routing m a terials to p rescrib ed storage locations; storing, stacking, or palletizing m a terials in
accordance with p rescrib ed storage methods; rearran gin g and taking inventory of stored m aterials;
examining stored m a terials and reporting deterioration and damage; rem oving m a teria l from storage
and preparing it fo r shipment. May operate hand or power trucks in perform in g warehousing duties.
Exclude w orkers whose prim a ry duties in volve shipping and re ceivin g work (see shipping and
receivin g clerk and packer, shipping), ord er fillin g (see o rd er fille r ), or operating power trucks (see
tru ck er, pow er).

Available On Request—
The follow in g areas are surveyed p e rio d ica lly fo r use in adm inistering the S ervice Contract A ct o f 1965.
any of the BLS region a l o ffices shown on the back co ver.
Alaska
Albany, Ga.
Albuquerque, N. Mex.
A lexan dria, La.
Alpena, Standish, and Tawas C ity, Mich.
Ann A rb o r, Mich.
A s h e v ille , N.C.
Atlantic C ity, N.J.
Augusta, Ga.—
S.C.
B a k ersfield , C alif.
Baton Rouge, La.
Battle C reek, Mich.
Beaumont—P o rt A rth ur— ran ge, Tex.
O
B iloxi—
Gulfport and Pascagoula, M iss.
Boise C ity, Idaho
B rem erton , Wash.
B rid gep ort, N orw alk, and Stam ford, Conn.
Brunswick, Ga.
Burlington, Vt.—N.Y.
Cape Cod, Mass.
Cedar Rapids, Iowa
Champaign—Urbana—
Rantoul, 111.
Charleston, S.C.
Charlotte—
Gastonia, N.C.
Cheyenne, Wyo.
C la rk sville—H opkinsville, Tenn.—
Ky.
Colorado Springs, Colo.
Columbia, S.C.
Columbus, Ga.— la.
A
Columbus, M iss.
Crane, Ind.
Decatur, 111.
Des Moines, Iowa
Dothan, A la.
Duluth— u p erior, Minn.—Wis.
S
El Paso, T ex ., and Alam ogordo—Las C ru ces, N. Mex.
Eugene—
Springfield, O reg.
F a y e tte v ille , N.C.
Fitchburg—L eo m in ster, Mass.
F o rt Smith, A rk .—Okla.
F o rt Wayne, Ind.
F re d e ric k — ager stown , Md.— h am bersbu rg, P a .—
H
C
M artinsbu rg, W. Va.
Gadsden and Anniston, A la .
G oldsboro, N.C.
Grand Island—
Hastings, Nebr.
G reat F a lls , Mont.
Guam, T e r r it o r y of
H arrisbu rg—Lebanon, Pa.
Huntington—
Ashland, W. Va.—
Ky.—
Ohio
K n ox ville, Tenn.
La C ro s se, Wis.
L a red o, Tex.
Las V egas, Nev.
Lawton, Okla.
L im a, Ohio
L ittle Rock—
North L ittle Rock, A rk .

Copies of public releases are o r w ill be a vailable at no cost w hile supplies last fro m

Logan sport—
Peru , Ind.
Lorain— ly ria , Ohio
E
Lower Eastern Shore, Md.—Va.—Del.
Lynchburg, Va.
Macon, Ga.
Madison, Wis.
Mansfield, Ohio
Marquette, Escanaba, Sault Ste. M a rie , Mich.
McAllen—
Phar r-Edinburg and B row n sville—
Harlingen—
San Benito, Tex.
Medford—
Klamath F a lls—
Grants P a ss, O reg.
Meridian, M iss.
Middlesex, Monmouth, and Ocean C os., N.J.
Mobile and Pensacola, A la.—
Fla.
Montgom ery, Ala.
N ashville—
Davidson, Tenn.
New Bern—
Jacksonville, N.C.
New London—Norwich, Conn.— .I.
R
North Dakota, State of
Orlando, Fla.
Oxnard—
Simi V alley—
Ventura, C a lif.
Panama City, Fla.
Parker sburg— arietta, W. Va.—
M
Ohio
P eoria , 111.
Phoenix, A r iz .
Pine Bluff, A rk.
Pocatello—
Idaho F a lls , Idaho
Portsmouth, N.H.—
Maine—
Mass.
Pueblo, Colo.
Puerto Rico
Reno, Nev.
Richland—
Kennewick— alla Walla—
W
Pendleton, Wash.—
Oreg.
R iver side—
San Bernardino—
Ontario, C alif.
Salina, Kans.
Salinas—
Seaside— onterey, C alif.
M
Sandusky, Ohio
Santa Barbara—
Santa M aria—L om poc, C alif.
Savannah, Ga.
Selma, Ala.
Sherman—
Denison, Tex.
Shreveport, La.
Sioux F a lls, S. Dak.
Spokane, Wash.
Springfield, 111.
Springfield-Chicopee—
Holyoke, M ass.—
Conn.
Stockton, C alif.
Tacoma, Wash.
Tampa—
St. Petersbu rg, Fla.
Topeka, Kans.
Tucson, A riz .
Tulsa, Okla.
V allejo— a irfie ld —Napa, C alif.
F
Waco and K illeen —Tem ple, Tex.
W aterloo—
Cedar F a lls , Iowa
West Texas Plains
Wilmington, Del.—
N.J.—
Md.

An annual report on sa la ries fo r accountants, auditors, ch ief accountants, attorn eys, job analysts, d irectors of personnel, buyers, ch em ists, en gin eers, en gin eering technicians, d ra fte rs , and
c le r ic a l em ployees is available. O rd er as BLS Bulletin 1837, National Survey o f P ro fe ssio n a l, A d m in istra tive, Technical, and C le ric a l Pay, March 1974, $1.40 a copy, fro m any o f the BLS regio n a l sales
o ffic e s shown on the back co ver, o r from the Superintendent of Documents, U.S. Governm ent Printin g O ffice, Washington, D.C. 20402.




Area Wage Surveys
A list of the latest available bulletins o r bulletin supplements is presented below .
A d irecto ry of area wage studies including m ore lim ited studies conducted at the request o f the Employment
Standards Adm inistration of the Departm ent of Labor is available on request. Bulletins may be purchased fro m any of the BLS regional o ffices shown on the back co ver. Bulletin supplements may be
obtained without cost, w here in dicated, fro m BLS regional o ffices.

A re a

Bulletin number
and p rice *

Akron, Ohio, Dec. 1974____________________ -________________ _____________________ _____ Suppl.
F ree
Albany^-Schenectady-T roy, N .Y ., Sept. 1974------------- ------------------------------------------Suppl.
F ree
Albuquerque, N. M e x ., M a r. 1974 2------------------------------------------------------------------Suppl.
Free
Allentown- Bethlehem —
Easton, Pa.— .J ., M ay 1974 2 _________ ________________________ Suppl.
N
Free
Anaheim-Santa Ana—
Garden G ro ve, C a lif., Oct. 1974 1
_______________________________ 1850-9, 85 cents
Atlanta, Ga., M ay 1975 1________________________________________________________________ 1850-25, $1.00
Austin, T e x ., Dec. 1974________________________________ -_______________________________ Suppl.
F ree
B a ltim o re , M d ., Aug. 1974________________ _____________________________________________ Suppl.
F re e
Beaumont— o rt A rth ui^O range, T e x ., May 1974 2 -----------------------------------------------Suppl.
P
Free
B illin g s , Mont., July 1974 1_____________________________ _______________________________ 1850-6, 75 cents
Binghamton, N . Y .- P a ., July 1974-------------------r-------------------------------------------------Suppl.
Free
Birm ingham , A la ., M a r. 1975---------------------------------------------------------------------------Suppl.
Free
Free
B o ise C ity, Idaho, Nov. 1973 2 ___________________________ _____________________________ Suppl.
B oston , M ass., Aug. 1974-------------------------------------------------------------------------------- Suppl.
F ree
B u ffalo, N .Y ., Oct. 1974________________________________________________________________ Suppl.
Free
F re e
Burlington, V t ., Dec. 1973 2 ---------------------------------------------------------------------------- Suppl.
Canton, Ohio, May 1975______________________-____________________________________ _____ Suppl.
Free
Charleston, W. V a ., M ar. 1974 2 ---------------------------------------------------------------Suppl.
Free
C h arlotte, N .C ., Jan. 1974 2 _____________________________________________________________Suppl.
F ree
Free
Chattanooga, T en n .-G a ., Sept. 1974___________________________________________________ Suppl.
C hicago, 111., M ay 1975_________________________________________________________________ 1850-33, 85 cents
Cincinnati, O h io-K y.— d., Feb. 1975__________________________________________________Suppl.
In
F ree
C leveland , Ohio, Sept. 1974*___________________________________________________________ 1850-17, $1.00
Columbus, Ohio, Oct. 1974_____________________________________________________________ Suppl.
F ree
Corpus C h ris ti, T e x ., July 1974 1______________________________________________________ 1850-3, 75 cents
D allas, T e x ., Oct. 1973 2 _______________________________________________________________ Suppl.
F re e
Dallas— o rt W orth, T e x ., Oct. 1974_____________________________________________________Suppl.
F
F re e
F ree
D aven port-Rock Island— o lin e , Iowa—
M
111.,Feb. 1975--------------------------------------------- Suppl.
Dayton, Ohio, Dec. 1974 1 ___*
--------------------------------------------------------------------------- 1850-14, 80 cents
Daytona Beach, F la ., Aug. 1974 1 ______________________________________________________ 1850-1, 75 cents
F ree
D enver, C o lo ., Dec. 1973 2_____________________________________________________________ Suppl.
D en ver-B ou ld er, C olo., Dec. 1974 1___________________________________________________ 1850-15, 85 cents
F ree
Des M oines, Iow a, May 1974 2 ________________________________ ________________________ Suppl.
D etroit, M ich., M ar. 1975 ------------------------------------------------------------------------------- 1850-22, 85 cents
Durham, N .C ., Dec. 1973 2________________________________________ _________-____ ______ 1795-9, 65 cents
F o rt Laude rdale— ollyw ood and W est Pa lm Beach—
H
Boca Raton, F la ., A p r. 1975
1850-26, 80 cents
F o rt W orth, T e x ., Oct. 1973 2___________________________________________________________ Suppl.
F re e
F resn o , C a lif . 1 3________________________________________________________________________
G a in e sville, F la ., Sept. 1974 1 _________________________________________________________ 1850-11, 75 cents
Green Bay, W is., July 1974------------------------------------------------------------------------------Suppl.
Free
G reen sboro—W inston-Salem —
High Poin t, N . C ., Aug. 1974 1
---------------------------------- 1850-2, 80 cents
G re e n v ille , S.C ., May 1974____________________________________________________________ .S u ppl.
F re e
H artford, Conn. , M ar. 1975 1__________________________________________________________ 1850-28, 80 cents
Houston, T e x ., Apr. 1975________________________________________________________________ Suppl.
F ree
H u ntsville, A la ., Feb. 1975_____________________ —----------------------------------------- ------Suppl.
F re e
Free
Indianapolis, Ind., Oct. 1974________—__________________________________________________Suppl.
Jackson, M is s ., F eb. 1975 _________________________________________________________ — Suppl.
F ree
Jackson ville, F la ., Dec. 1974___________________________________________________________ Suppl.
Free
Kansas C ity, M o .-K a n s., Sept. 1974_________________________________________________ — Suppl.
F re e
L aw ren ce—
Have rh ill, M ass.—N.H ., June1974 2------------------------------------------------------Suppl.
Free
Lexington— a y ette, K y ., Nov. 1974_____________________________________________________ Suppl.
F
Free
L ittle Rock—North L ittle Rock, A rk ., July1973 2-----------Suppl.
Free
Los Angeles—
Long Beach, C a lif., Oct. 1974___________________-_______________________Suppl.
Free
Los A n g eles-L o n g Beach and Anaheim—
Santa Ana—
Garden
G ro ve, C a lif., Oct. 1973 2 -----------------------Suppl.
Free
L o u is v ille , Ky.—
Ind., Nov. 1974 1______________________ -— -------------------------------- -— 1850-12, 80 cents
Lubbock, T e x ., M ar. 1974 2______________
— Suppl.
F ree
Mane he ste r , N .H ., J uly 19 73 2 __________________________________________________________ Suppl.
F ree
Melbourne— itu s v ille —
T
Cocoa, F la ., Aug. 1974 1_____________ —------------------------------ 1850-5, 75 cents
*
1
2
3

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




A re a

Bulletin number
and price *

Mem phis, Tenn.—A rk.— is s ., Nov. 1974----------------------------------------------------------- Suppl.
M
F ree
M iam i, F la ., Oct. 1974------------------------------- —------------------------------------------------- Suppl.
F re e
Midland and Odessa, T e x ., Jan. 1974 2 ---------- —------------------------------------------------ Suppl.
F ree
M ilw aukee, W is., A p r. 1975 1
------------------------ -------------------------------------------------- 1850-21, 85 cents
Minneapolis—
St. Pau l, Minn.— is., Jan. 1975 1--------------------------------------------------- 1850-20, $ 1.05
W
Muskegon—
Muskegon Heights, M ich., June 1974 2 ------------ —------------------------------- Suppl.
F ree
Nassau—
Suffolk, N . Y . 13_________________________________________________________________
Newark, N.J., Jan. 1975 1 ______________________________________________________________ 1850-18, $ 1.00
Newark and J ersey C ity, N.J.. Jan. 1974 2 ------------------------------------------ —----------- Suppl.
F ree
New Haven, Conn., Jan. 1974 --------- --------------------- --------------- —— ------ -------------- Suppl.
F ree
New O rleans, L a ., Jan. 1975------------------------------------------------------ ---------------------Suppl.
F ree
New Y o rk , N .Y .-N .J . 1 3_________________________________________________________________
New Y o rk and Nassau-Suffolk, N .Y ., A pr. 1974 2----------------------------------------------- Suppl.
F ree
N orfolk— irg in ia Beach—
V
Portsm outh, V a .- N .C ., May 1975---------------------------------- 1850-29* 65 cents
Norfolk— irg in ia Beach—
V
Portsm outh and Newport News—
Hampton, V a ., M ay 1975 _________________ —------------------------------------------------------ 1850-30, 65 cents
Northeast Pennsylvania, Aug. 1974 1---------------------------------------------------------------- 1850-8, 80 cents
Oklahoma C ity, O k la ., Aug. 1974 1-------------------------------------- -------- — ------------------ 1850-7, 80 cents
Iowa, Oct. 1974 1-------- -------------------------------------------------------------- 1850-10, 80 cents
Omaha, N e b r.—
Paterson —
Clifton— a ssa ic, N.J., June 1974------------------------------------------- ----------- Suppl.
P
F re e
Philadelphia, Pa.—
N.J., Nov. 1974-------------------------------------------------------------------- Suppl.
F ree
Phoenix, A r i z . , June 1974 2-----------------------------------------------------—----—--------------- Suppl.
F re e
Pittsburgh, P a ., Jan. 1975------------- ----------------------- ------------ ---------- -------------------Suppl.
F ree
Portland, Maine, Nov. 1974___________________________________________ —--------------------Suppl.
F ree
Portland, O reg.—
Wash., May 1974 1 ----------------------------------------------------------------- 1795-26, 85 cents
Poughkeepsie, N . Y . 1 3_______________________________________—----- —------------------------Poughkeepsie—
Kingston-New burgh, N .Y ., June 1974------------------------------------------- Suppl.
F ree
P rovid en ce— arw ick—
W
Paw tucket, R .I.— ass., June 1975------------------------------------- 1850-27, 75 cents
M
Raleigh, N .C ., Dec. 1973 1 2 ____________________________________________________________ 1795-7, 65 cents
Raleigh—
Durham, N .C ., Feb. 1975______________________________
Suppl.
F ree
Richmond, V a ., M ar. 1974 1 __ —---------- -------- ---------------------------------------- ----------- 1795-25, 80 cents
R ive rsid e—
San Bernardino—
Ontario, C a lif., Dec. 1973 2 ---—----------------------------------Suppl.
F ree
Rockford, 111., June 19742 -____ -------------------------------------- ——----------------- Suppl.
F ree
St. L ouis, Mo.—
111., M ar. 1975_________ —___________________ ______ —-----— -------------- Suppl.
F ree
Sacram ento, C a lif., Dec. 1974 1 ----------------------------------------------------------------------- 1850-19, 80 cents
Saginaw, M ich., Nov. 1974 1 ------------ --------------------------------------------------------------- 1850-16, 75 cents
Salt Lake City—
Ogden, Utah, Nov. 1974_______________________ _______________________ Suppl.
F ree
San Antonio, T e x ., M ay 1975------------ ------------------------------------------------ ------------- 1850-23, 65 cents
San D iego, C a lif., Nov. 1974 1------------------------------------------- — — ---------- ------------ 1850-13, 80 cents
San Francisco-O aklan d, C a lif., M a r. 1975 1 ---------------------— ----------------------------- 1850-35, $1.00
San Jose, C a lif., M ar. 1975 1-------------------------------------------------------- ------------------ 1850-36, 85 cents
Savannah, Ga., M ay 1974 2 __________________________________—---------------------------------Suppl.
F ree
Scranton, P a ., July 1973 1 2-------------------------------------------------------- --------------------- 1795-3, 55 cents
Seattle— ve rett, W ash., J an. 1975--------------------------------------------------------------------- Suppl.
E
F ree
Sioux F a lls , S. Dak., Dec. 1973 2 -------------------------------------------- ——--------------------Suppl.
F ree
South Bend, Ind., M ar. 1975----------------------------------------------------------------------------- Suppl.
F ree
Spokane, W ash., June 19 74 2 ----------------------------------------.Su ppl.
F ree
Syracuse, N .Y ., July 1974 1----------------------------------------------------------------------------- 1850-4, 80 cents
T amp a—
St. P etersb u rg , F la ., Aug. 19 73 2_____________________ _______ _____ __________ Suppl.
F ree
T oledo, Ohio— ich ., May 1975 1-------------------------------------------------- --------------------- 1850-34, 80 cents
M
Trenton, N.J., Sept. 1974-------------------------------------------------------------------------------- Suppl.
F ree
Washington, D.C.—
Md.— a ., M ar. 1975 1 —____________________ ____________________ ____ 1850-31, $1.00
V
W aterbury, Conn., M ar. 19742 ____... ._____________________________ ______ ___ ________ Suppl.
F ree
W aterloo, Iowa, Nov. 1973 1 2 _____ _________ _____________ _— __________________________ 1795-5, 60 cents
W estch ester County, N .Y 3____________ ___ . .. ._________________ _____ ___________________
W ichita, K an s., A pr. 1975------------------------------------------------------------------------------- Suppl.
F ree
W o rc e s te r, M ass., May 1975 1______________ ____________________________ _____— —____ 1850-24, 80 cents
Y o rk , P a ., Feb. 1975 1 ---------------------------------------------------------- —---------------------- 1850-32, 80 cents
Youngstown— arren , Ohio, Nov. 1973 2 ---------------------------------------------- ------------- Suppl.
W
F ree

TH IR D CLASS M AIL

U.S. DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS
WASHINGTON, D C. 20212

POSTAGE AN D FEES PAID

U.S. DEPARTMENT OF LABOR

OFFICIAL BUSINESS
PENALTY FOR PRIVATE USE $300

LAB •441

B U R E A U O F L A B O R S T A T I S T I C S R E G IO N A L O F F IC E S
Region I
1603 J F K Federal Building
Government Center
Boston, Mass. 02203
Phone:2 23-6 76 1 (Area Code 6 17)
Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont

Region V
9 th Floor, 2 30 S. Dearborn St.
Chicago, III. 60604
Phone:353-1 880 (Area Code 3 12 )
Illinois
Indiana
Michigan
Minnesota
Ohio
Wisconsin
for FRASER

Digitized


Region II
Suite 3400
IS I S Broadway
New York, N .Y . 10036
Phone:971-5405 (Area C o d e 2 1 2 )
New Jersey
New Y ork
Puerto Rico
Virgin Islands

Region V I
Second Floor
555 Griffin Square Building
Dallas, Te x. 7 5202
Phone: 749-351 6 (Area Code 214)
Louisiana
Jew Mexico
Oklahoma
Texas

Region III
P.O. Box 1 3 309
Philadelphia, Pa. 19101
Phone: 596-11 54 (Area Code 215)
Delaware
District of Columbia
Maryland
Pennsylvania
Virginia
West Virginia

Regions V II ano V III
Federal Office Building
911 Walnut St., 15 th Floor
Kansas C ity, Mo. 64106
Phone:374-2481 (Area Code 816)
V II
Iowa
Kansas
Missouri
Nebraska

V III
Colorado
Montana
North Dakota
South Dakota
Utah
W yoming

Region IV
Suite 540
1371 Peachtree St. M E .
Atlanta, Ga. 30 309
Phone:5 26-5418 (Area Code 404)
Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee
Regions IX and X
45 0 Golden Gate Ave.
Box 360 17
San Francisco, Calif. 94102
Phone:556-4678 (Area Code 415)
IX
Arizona
California
Hawaii
Nevada

X
Alaska
Idaho
Oregon
Washington


Federal Reserve Bank of St. Louis, One Federal Reserve Bank Plaza, St. Louis, MO 63102