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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