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rQ < $ & 0 -

Area
Wage
Survey
U.S. Department of Labor
Bureau of Labor Statistics




Worcester, Massachusetts,
Metropolitan Area, April 1979

Preface
This bulletin provides resu lts o f an A p r il 1979 survey o f o c ­
cupational earnings and supplem entary wage benefits in the W o rc e s te r,
M assachusetts, Standard M etropolitan S tatistical A re a .
The survey was
made as part o f the Bureau o f Labor S ta tis tic s ' annual area wage survey
p rogra m . It was conducted by the Bureau's region a l o ffic e in Boston,
M ass., under the gen era l d irection o f Gordon F . Bowen, A ssistan t R egion al
C om m issioner fo r O perations. The su rvey could not have been accom plished
without the cooperation o f the many firm s whose wage and salary data
provided the basis fo r the sta tistica l inform ation in this bulletin.
The
Bureau wishes to express sin cere appreciation for the cooperation re c e iv e d .
M a te ria l in this publication is in the public domain and may be
reproduced without perm ission o f the F e d e ra l Governm ent. P le a s e cred it
the Bureau o f Labor Statistics and cite the name and number o f this
publication.

Note:
A re p o rt on occupational earnings and supplem entary benefits in
the W o rc e s te r area is available fo r the m achinery manufacturing industry
(January 1978). A lso available are listin gs o f union wage rates for seven
selected building trades. F re e copies o f these are available fro m the
Bureau's regio n a l o ffic e s . (See back cover fo r a d d resses.)




Area
Wage
Survey
U.S. Department of Labor
Ray Marshall, Secretary

Worcester, Massachusetts,
Metropolitan Area, April 1979
C o n ten ts

P age

Page

Bureau of Labor Statistics
Janet L. Norwood
Commissioner
Introduction________________________________________

2

September 1979
Tables:

Bulletin 2050-23

For sale by the Superintendent of Docu­
ments. U S Government Printing Office.
Washington D C 20402. G PO Bookstores, or
BLS Regional Offices listed on back cover
Price FRASER
Digitized for$1 50 Make checks payable to Super­
intendent of Documents



Earnings, all establishments:
A - l . Weekly earnings of office w orkers______
A-2. Weekly earnings of professional
and technical w o rk e rs _________________
A -3. Average weekly earnings of
office, professional, and
technical workers, by sex_____________
A -4. Hourly earnings of maintenance,
toolroom, and powerplant

3
5
6

A -5. Hourly earnings of m aterial
movement and custodial w o r k e r s _____ 8
A -6. Average hourly earnings of
maintenance, toolroom , pow erplant, m aterial movement, and
custodial workers, by s e x ____________
9
A -7. Percent increases in average
hourly earnings for selected
occupational groups_____________________ 10
A -8. Average pay relationships
within establishments
for w hite-collar w orkers_______________ 11
A -9. Average pay relationships
within establishments
for blue-collar w o rk ers________________ 12

Appendix A. Scope and method of survey________ 14
Appendix B. Occupational descriptions___________17

Introduction

This area is 1 of 72 in which the U.S. D epartm ent of L a b o r's
Bureau o f L a b o r S tatistics conducts surveys of occupational earnings and
rela ted benefits.
(See lis t of areas on inside back c o v e r .) In each area ,
earnings data fo r selected occupations (A - s e r ie s ta b les) a re co llected
annually. In form ation on establishm ent p ra ctices and supplem entary wage
benefits (B - s e r ie s ta b le s ) is obtained e v e r y th ird year.
This re p o rt has
no B -s e r ie s tables.

manufacturing and nonmanufacturing industries. The occupations a re defined
in Appendix B. F o r the 31 la rg e s t su rvey a re a s , tables A -1 0 through A -1 5
p rovide s im ila r data fo r establishm ents em ploying 500 w o rk ers or m ore.
T able A -7 provides percent changes in a vera g e hourly earnings
of o ffic e c le ric a l w o rk ers, electron ic data p rocessin g w o rk e rs , industrial
nurses, skilled maintenance trades w o rk e rs , and unskilled plant w ork ers.
W here possible, data a re presented fo r a ll industries and fo r m anufac­
turing and nonmanufacturing separately. Data a re not presented fo r skilled
maintenance w orkers in nonmanufacturing because the number o f w ork ers
em ployed in this occupational group in nonmanufacturing is too sm all to
w arrant separate presentation. This table p rovid es a m easu re of wage
trends a fter elim ination of changes in a vera g e earnings caused by em p lo y­
ment shifts among establishm ents as w e ll as tu rn over of establishm ents
included in survey sam ples. F o r fu rth er d eta ils, see appendix A.

Each y e a r a fte r a ll individual area wage surveys have been c o m ­
pleted, two sum m ary bulletins a re issued.
The fir s t brings togeth er data
fo r each m etrop olitan a rea su rveyed; the second presents national and
regio n a l estim a tes, p ro jected fr o m individual m etrop olitan area data, fo r
a ll Standard M etrop olitan S ta tistica l A re a s in the United States, excluding
A laska and H aw aii.
A m a jo r con sideration in the area w age su rvey p ro gra m is the need
to d escrib e the le v e l and m ovem ent of wages in a v a r ie ty of lab or m ark ets,
through the analysis of (1) the le v e l and distribu tion o f wages by occupation,
and (2) the m ovem ent o f wages by occupational ca te g o ry and sk ill le v e l. The
p rogram d evelops in form ation that m ay be used fo r many purposes, including
w age and s a la ry adm in istration , c o lle c tiv e bargaining, and assistan ce in
determ ining plant location. S u rvey resu lts also a re used by the U.S. D e p a rt­
ment o f L a b o r to make w age determ inations under the S e rv ic e C ontract A c t
o f 1965.

Tables A -8 and A -9 provide fo r the fir s t tim e m easures o f avera ge
pay relationships within establishm ents.
T h ese m easu res m ay d iffe r con ­
sid era b ly fro m the pay relationships o f o v e r a ll a v e ra g e s published in tables
A - l through A -6. See appendix A for d etails.
Appendixes
Appendix A d escrib es the methods and concepts used in the area
w age su rvey p rogram and provides in form ation on the scope o f the survey.

A - s e r ie s tables
or

Appendix B p rovides job descrip tion s
presen tatives to c la s s ify w ork ers by occupation.

T a b les A - l through A -6 p rovid e estim ates o f s tra ig h t-tim e w eek ly
hourly earnings fo r w o rk ers in occupations com m on to a v a r ie ty of




2

used by

Bureau fie ld

re­

E a rn in g s
Table A-1. Weekly earnings of office workers, Worcester, Mass., April 1979
^^"weekl^Taralng^^™
(standard)
imber
Oc cu pa ti on an d induatry divis ion

inkers

(standard) Mean2

of

Number of workers re ceiving straight-tim e we ekly earnings of—
s

s

Average
weekly

110

%

120

%

130

%

%

1 40

150

S

%

160

17 0

1

s
180

190

s

%

200

21 0

s

S

220

23C

S

S

*

s

240

250

260
-

273

s

s

%

280

290

300

S E C R E T A R I E S -------------------M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N G ----------

654
285
369

S E C R E T A R I E S . C L A S S A -----M A N U F A C T U R I N G --------------

45
25

S E C R E T A R I E S . C L A S S B -----M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N G ----------

$
38 .5 22 2 . 5 0
39 . 0 2 2 9. 00
38. 5 2 1 7. 00

Middle range 2

310

$
$
$
21 8. 00 1 9 0 . 0 0 - 2 5 0 . 5 0
22 6. 00 2 0 1 . 0 0 - 2 5 3 . 0 0
21 5. 00 1 8 5 . 0 0 - 2 4 7 . 0 0

and
under

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

and

1 20

Median2

133

140

150

160

170

18 0

190

200

210

22 0

230

240

2 50

260

273

280

290

300

310

over

-

5

-

-

-

-

23
3
?0

24
4
20

34
6
28

59
28
31

63
21
42

45
31
14

71
29
42

53
28
25

63
40
23

26
7
19

37
20
17

53
29
24

21
13
8

-

5

14
2
IP

5

-

5

24
12
12

3
1
2

31
11
20

-

-

-

12
4

244.00-311.50
250.50-298.00

-

184
104
80

38 . 5 24 3 . 5 0 23 8. 50 2 1 5 . 0 0 - 2 7 0 . 5 0
39. 0 23 7 . 5 0 2 3 6. 50 2 1 5 . 0 0 - 2 6 4 . 5 0
38 . 5 25 1 . 0 0 24 7. 00 2 1 4 . 5 0 - 2 9 8 . 0 0

-

S E C R E T A R I E S . C L A S S C -----M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N G ----------

190
69
121

38. 5 22 3. 50 22 4. 00 1 9 7 . 0 0 - 2 5 3 . 0 0
39. 5 2 2 9 . 0 0 2 3 3. 00 2 0 4 . 5 0 - 2 5 2 . 5 0
38. 5 22 0. 50 22 1. 00 1 9 2 . 0 0 - 2 5 3 . 5 0

-

_

_

_

-

-

-

-

S E C R E T A R I E S . C L A S S 0 -----M A N U F A C T U R I N G --------------

189
81

38 . 5 1 9 R. 5D 19 8 . 0 0 1 8 3 . 0 0 - 2 1 6 . 0 0
39 . 0 20 9. 50 2 0 5. 00 1 9 0 . 3 0 - 2 2 7 . 0 0

-

30

3 9 . 5 1 6 3. 00 15 7. 00 1 4 7 . 5 0 - 1 9 1 . 0 0

-

5

-

56
33

3 9 . 0 1 8 5. 53 18 5.00 1 5 9 . 5 0 - 2 0 4 . 5 0
39. 5 19 6 . 0 0 20 1. 00 1 7 0 . 0 0 - 2 1 1 . 0 0

_

1
-

8
-

SECRETARIES.

C L A S S E ------

S T E N O G R A P H E R S ----------------M A N U F A C T U R I N G -------------

38 . 5 2 7 9 . 0 0 29 C. OO
39. 0 2 6 8 . 5C 27 9. 50

_

-

-

4
4

1
-

1
1

1
~

1
-

1
1

3
-

3
1

2
2

5
4

i
-

7
7

3
1

-

a
2
2

1
1
*

A
1
5

A
4
2

9
5
4

13
10
3

17
10
7

20
14
A

18
1C
8

8
4
4

14
10
4

21
20
1

10
4
A

4
-

14
2
12

-

6
1
5

8
i
7

A
A

15
7
8

18
3
15

14
7
7

16
A
10

17
7
ID

24
16
8

12
i
ii

16
5
11

29
7
22

6
5
1

-

8
“

10
-

15
*
*

31
13

26
13

16
12

31
12

15
7

20
13

3
2

4
4

1
-

_

_

-

-

-

-

5

5

5

1

-

A

1

2

2
-

3
1

4
3

9
8

3
1

i
i

11
9

3
3

2
2

5
5

_

4
-

_

_

_

*

*

-

-

*

*
_

-

-

-

9

4
-

-

3
3
-

_

-

19
7
*1 2

_

_

-

-

-

-

_

_

-

-

_

_

-

-

-

-

1

7

1

2

4

8

-

-

7

3

-

-

-

-

-

-

-

-

-

6
“

9
i

9
7

ii
7

A

A
5

6
5

i
i

_

-

-

-

_

-

-

-

-

-

-

-

-

4
4

-

-

3
“

-

-

-

5

17

20
8
12

15
ii
4

15
10
5

13
7
A

10
1
9

i
i
-

_

_

i

_

_

_

_

-

-

i

-

-

-

12
A

10
9

i
-

-

_

_

_

-

_

-

-

i
i

-

-

-

---

33

39 .0 16 9 . 5 0 170.00 1 46.50-201.0''

61
34

3 9 . 0 16 7. 53 16 0. 00 1 4 5 . 0 0 - 1 8 4 . 5 0
39 . 5 1 8 2. 00 17 0.00 1 6 0 . 0 0 - 1 9 3 . 0 0

-

T Y P I S T S ------------------------m a n u f a c t u r i n g ------------N O N M A N U F A C T U R I N G ----------

121
42
79

38 . 5 15 3. 50 148.50 1 3 3 . 5 0 - 1 6 5 . 5 0
39. 5 1 6 3 . 5C 16 0. 50 1 5 4 . 5 0 - 1 7 4 . 5 0
38 . 5 14 8. 00 13 8. 00 1 2 9 . 0 0 - 1 6 2 . 0 0

T Y P I S T S . C L A S S A ----------N O N M A N U F A C T U R I N G ----------

51
28

TYPISTS.

B ----------n o n m a n u f a c t u r i n g ----------

GENERAL

_

-

TRAN SC RI BI NG -H AC HI NE TYPISTS
M A N U F A C T U R I N G -------------

STENOGRAPHERS.

_

-

-

“

-

4

*

_

_

-

-

*

-

_

_

_

_

-

-

"

-

-

5

17

20
20

39. 5 16 9. 50 165.00 1 5 4 . 0 0 - 1 8 0 . 0 0
3 9 . 0 17 3.50 180.00 1 5 2 . 0 0 - 1 9 9 . 0 0

-

3
3

1
1

8
3

9
i

6
4

_

70
51

38 . 0 1 4 1 . 5 0 13 8. 00 1 2 9 . 0 0 - 1 5 3 . 0 3
38 . 0 13 4. 00 13 3. 00 1 2 5 . 0 0 - 1 4 0 . 0 0

5
5

14
14

19
19

12
9

A
3

9
i

4
-

i
-

-

-

-

-

-

-

-

-

-

-

-

-

F I L E C L E R K S -------------------M A N U F A C T U R I N G ------------N O N M A N U F A C T U R I N G ----------

114
28
86

3 8 . 5 13 7. 50 134.00 1 2 0 . 0 0 - 1 4 0 . 0 0
39 . 5 16 3. 53 16 0. 00 1 4 6 . 0 0 - 1 7 1 . 5 0
38 . 5 12 9 . 5 0 12 6. 00 1 1 9 . 5 0 - 1 4 0 . 0 0

22

15
1
14

25
6
19

4

•
>
5

-

_

_

-

_

-

-

-

-

-

1

-

-

-

-

-

i
i
-

_

-

i
i
-

-

i

3
2
1

i
i

-

i
i
-

1

4

5
4

22

30
2
28

-

-

-

-

-

FI L E C L E R K S * C L A S S B -----N O N M A N U F A C T U R I N G ----------

48
28

39. 5 14 2 . 5 0
39. 0 13 1. 50

140.00 1 2 0 . 0 0 - 1 5 7 . 0 0
140.00 1 1 4 . 5 0 - 1 4 0 . 0 0

10
10

3
1

3
2

18
14

2
“

4

4

i

3
1

FI L E C L E R K S . C L A S S C -----N O N M A N U F A C T U R I N G ----------

60
57

38. 0 12 7. 50 12 5. 00 1 2 0 . 0 0 - 1 3 4 . 5 0
38 .5 12 6.53 12 5. 03 1 2 0 . 0 0 - 1 3 3 . 5 0

12
12

27
27

12
12

7
5

1

i
i

-

-

_

-

_

-

-

-

-

-

-

-

-

-

-

CLASS

* Workers were distributed as follows:

10 at $310 to $ 320; 1 at $320 to $ 330; and 1 at $340 to $ 350.

S e e fo o tn o te s at en d o f t a b le s .




3

4

4
-

-

Table A-1. W eekly earnings of office workers, Worcester, Mass., April 1979— Continued
Ml„
#l

Weekly earnlngs^^™
(standard)
Average
weekly
hours*
(standard'

Number of workers receiving straight-time we ekly earnings of —
%

%

otkers

110

*

%

s

%

s

%

s

%

*

S

S

S

s

*

%

%

*

«

%

Mean 2

Median 2

Middle range 2

M E S S E N G E R S -----------------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

66
30
36

$
$
$
$
38. 5 1 3 9 . 0 0 1*0.50 1 2 0 . 5 0 - 1 5 5 . 0 0
38 . 5 1 * B . O J 14 8.00 1 4 1 . 0 0 - 1 5 9 . 0 0
38. 5 1 3 1 . 5 0 12 2. 00 1 1 9 . 0 0 - 1 4 2 . 0 0

S W I T C H B O A R D O P E R A T O R S ---------------N O N M A N U F A C T U R I N G ------------------

54
33

38 . 5 1 8 9 . OD 18 7. 00
38. 0 1 9 2 . 5C 1 8 3. 50

165.00-218.00
1 6 5 . 0 0 - 2 3 6 . OC

SWITCHBOARD OPERATOR-RECEPTIONTSTSm a n u f a c t u r i n g ---------------------N O NM AN UF A C T U R I N G ------------------

108
73
35

3 9 . 5 1 7 0 . 5 0 1 6 0. 00
* 0 . 0 1 7 2 . 0 0 16 3. 00
39 . 5 1 6 6 . 5 0 16 0. 00

150.CO-185.5C
155.00-184.00
1*8.00-192.00

OR D E R C L E R K S --------------------------M A N U F A C T U R I N G ----------------------

96
70

39. 5 1 9 1 . 0 0
39 . 5 1 9 2 . 5 3

163.00-219.50
163.00-224.50

OR DE R C L E R K S . C L A S S A ------------M A N U F A C T U R I N G ----------------------

67
49

39 . 5 2 0 5 . 5 0 20 0. 00 1 9 5 . 0 0 - 2 2 5 . 0 0
39. 0 2 0 * . 5 0 2 0 0. 00 1 9 0 . 0 0 - 2 3 7 . 0 0

OR DE R C L E R K S . C L A S S B -------------

29

39. 5 1 5 8 . 0 0

A C C O U N T I N G C L E R K S --------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

570
205
365

38 . 5 1 9 6 . 5 3 1 9 2. 00
3 9 . e 1 9 7 . 5 0 19 5. 00
38. 0 19 6 . 0 0 18 6. 00

A C C O U N T I N G C L E R K S . C L A S S A ------M A N U F A C T U R I N G ---------------------N O N H A N U F A C T U R I N G ------------------

271
109
162

A C C O U N T I N G C L E R K S . C L A S S B ------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

20 0. 00
19 5. 50

120

130

1*0

150

160

170

180

190

200

210

229

230

240

250

260

270

28 0

290

300

310

120

Occupation an d industry division

130

140

150

160

170

180

190

200

210

220

230

240

250

260

270

28 0

290

30 0

310

over

1*
14

9
3
6

9
3
6

13
11
2

12
8
4

7
5
2

2
2

i
i

7
4

3
1

-

6
6

6
6

7
1
6

6
6
-

10
7
3

~

7
1

7
7

_

-

-

and
under

_
-

_
-

_

_
-

_

-

2

-

2

4
4

6
4

8
3

3
-

4
1

4
i

23
15
8

16
9
7

16
15
1

3
2
1

3
3
-

13
7
6

4
4
-

1
1

4
2
2

6
6

9
9

5
3

2
2

9
9

22
10

5
5

9
3

11
11

7
7

1
1

2
2

9
9

22
10

2
2

9
3

11
11

_

_

_

_

_

_

_

-

-

-

-

-

-

-

-

_

_

_

-

-

-

2
2

1
1

1
1
1
1

_

-

2
2
-

_

_

-

-

-

-

_

_

_

_

-

-

-

_

-

_

-

_

_

-

-

“

-

-

2
2

-

1
1

-

-

-

7

7

-

4

2

4

-

-

-

3

-

-

2

-

-

-

-

-

-

152.00-227.00
162.00-227.00
150.00-227.00

7
7

10
10

37
9
28

71
27
44

53
13
40

29
11
18

30
10
20

45
24
21

39
21
18

30
14
16

27
7
20

53
19
34

27
25
2

7

15
1*
1

72
72

5
5
“

3
3
-

-

7

9
2
7

38. 5 2 2 1 . 5 3 21 2 . 0 0
39. 0 2 1 5 . 5 0 22 *. 00
38. D 2 2 5 . 5 0 2 0 8 . 0 0

184.00-278.00
I 8*.00-239.00
184.50-278.03

_
-

_
-

-

17
9
A

12
3
9

11
2
9

16
5
11

30
15
15

27
12
15

18
3
15

9
3
6

13
12
1

20
20
-

“

2
2

15
14
1

72
72

5
5
-

3
3
-

-

299
96
203

38. 5 1 7 * . 0 3 16 0. 00
39. C 1 7 7 . 0 3 17 4. 50
3 8 . 0 1 7 2 . 5 0 15 4 . 0 0

1 4 0 . C O - 2 1 * . 50
1*5.00-200.00
140.00-214.50

7
~
7

10
10

37
9
28

54
18
36

41
10
31

18
9
9

14
5
9

15
9
6

12
9
3

12
11
1

18
4
14

40
7
33

7
5
2

7
7

7
7

_
-

_
~

_
-

P A Y R O L L C L E R K S ------------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

137
94
A3

39 . 0 1 9 9 . 5 0 19 7. 00 1 6 8 . 0 0 - 2 2 7 . 0 3
39. 5 1 9 2 . 5 3 1 9 3 . CO 1 6 1 . 5 0 - 2 2 C . 5 0
38. 5 2 1 * . 5 3 19 9 . 0 0 1 7 5 . 0 0 - 2 7 5 . 0 0

-

-

10
8
2

12
11
1

5
3
2

8
5
3

10
6

ii
10
1

21
11
10

11
9
2

7
7
-

14
10

4

4

6
5
1

1
1
-

2
2
-

3
2
1

KE Y E N T R Y O P E R A T O R S -----------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

237
94
1*3

39. 5 1 7 A . 0 0 17 7 . 0 0 1 5 1 . 0 0 - 2 0 4 . 0 0
39. 5 1 8 B . 5 D 19 3. 50 1 7 0 . 0 0 - 2 0 9 . 5 0
39. 0 1 7 1 . OC 1 6 4. 00 1 3 9 . 5 0 - 1 9 9 . 5 0

10
1
9

28
1
27

19
3
16

20
7
13

26
11
15

2*
13
11

12
6
6

28
18
10

28
10
18

21
19
2

2
1
1

8
4
4

11

_
-

-

-

_

KEY E N T R Y O P E R A T O R S . C L A S S A ---M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

146
68
78

39. 0 1 9 4 . 5 0 1 9 6. 00
39. 5 19B.5C 19 9. 50
39. 0 1 9 1 . OD 19 1 . 5 0

4

2

17
4
13

1*
7
7

9
5
4

27
17
10

28
10
18

21
19
2

2

5
4

11

-

-

-

-

-

-

2

6
1
5

i

11

KEY EN T R Y O P E R A T O R S . C L A S S « ---M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N E ------------------

91
26
65

17
3
14

1*
6
8

9
7
2

10
6
4

3
1
2

1
1

-

-

-

_
-

15 0. 50 I 3 0 . 0 0 - 1 7 3 . 0 0

172.00-211.03
191.50-211.00
167.50-204.00

39. 5 1 5 1 . 5 3 14 4 . 5 0 1 3 6 . 5 0 - 1 6 2 . 0 0
39. 5 1 6 1 . 5 3 16 2. 03 1 5 * . C 0 - 1 7 0 . 0"
39. 5 1* 7 . 5 0 14 0. 00 1 3 5 . 0 0 - 1 5 4 . 0 0

_
-

_
-

_
-

-

-

_
-

10
1
9

_

4

24
1
23

See footnotes at end of tables.




4

-

_
-

_
-

i
i

-

3
3

-

11

~

15

-

4

ii

1
1

_

_
~

-

-

i
i
“
i
i
-

_
-

-

-

-

“

-

*

“

-

-

-

-

-

_

~
-

*

_
-

Table A -2 . W eekly earnings of professional and technical workers, Worcester, M ass., April 1979
N u m b e r o f w o r k e r s r e c e iv in g s t r a ig h t - t im e w e e k ly e a r n in g s o f —

Oc cu pa ti on an d industry division

Average
weekly
worker** hours1
(standard) Mean2

s

Number

S
150

Median2

Middle range 2

*

%

160

s
180

170

and
under

*

%

190

POO

S
210

240

S

4

s

s
220

260

280

S
303

s
32C

*

*

%

340

360

380

*

s
4C0

420

%

%

460

480

-

440

and

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

160

170

180

190

200

210

22 0

240

260

280

30 0

320

340

360

380

400

4 20

440

460

”

-

*
"

-

1
“

20
“

10

12

“

9
“

21
6

13
6

17
3

16
1

9
2

8
4

18
3

3
t

_

_

_

_

.

2

_

“

3
”

3
1

4
4

4
4

6
4

14
13

2 **1 4
8
2

2

4
2

i

_

COMP UT ER SYSTEMS ANALYSTS
( B U S I N E S S ! ----------------------------M A N U F A C T U R I N G ----------------------

171
32

$
$
$
$
38 . 5 3 6 2. 50 36 0. 00 3 0 1 . 0 0 - 4 2 0 . 5 0
39. 0 4 0 9. 00 40 1. 00 3 5 5 . 0 0 - 4 5 3 . 0C

“

COMPUTER SYSTEMS ANALYSTS
( B U S I N E S S ! , C L A S S A --------------N O N M A N U F A C T U R I N G -------------------

52
36

38. 5 44 2. 00 4 4 7. 50 4 0 7 . 5 0 - 4 8 0 . 0 0
38. 0 44 6. 50 44 7 . 5 0 4 2 0 . 5 0 - 4 6 5 . 0 0

_

_

“

~

COMPUTER SYSTEMS ANALYSTS
( B U S I N E S S ! , C L A S S R --------------N O N M A N U F A C T U R I N G -------------------

76
61

38 . 5 36 2 . 5 0 36 0. 00 3 3 0 . 5 0 - 3 8 7 . 0 0
38 . 5 35 5. 50 3 5 1. 50 3 2 7 . 0 0 - 3 8 2 . 0 0

-

-

-

C O M P U T E R P R O G R A M M E R S ( B U S I N E S S ! --M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G -------------------

113
42
71

38. 5 3 2 3 . 0 0 316. 50 2 7 6 . 0 0 - 3 6 5 . 0 0
38 .5 32 0 . 0 0 30 6. 00 2 7 6 . 0 0 - 3 5 3 . 0 0
38. 0 32 5 . 0 0 33 6. 00 2 7 4 . 5 0 - 3 7 5 . 0 0

_

_
-

_
“

_

-

-

-

COMPUTER PROGRAMMERS (BUSINESS!,
C L A S S A ------------------------------

38

38 .5 38 5 . 0 0

386.00 3 6 1 . 0 0 - 4 0 6 . 0 0

-

-

COMPUTER PROGRAMMERS (BUSINESS!,
C L A S S B -----------------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N 6 -------------------

55
27
28

38. 5 3 0 7 . 0 0 30 6.00 2 8 1 . 5 0 - 3 3 6 . 0 0
38. 5 2 9 0. 00 28 7.50 2 7 0 . 5 0 - 3 0 7 . 0 0
38. 0 32 3 . 0 0 32 2. 50 3 0 4 . 0 0 - 3 4 5 . 5 0

_

_

-

“

C O M P U T E R O P E R A T O R S -------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G -------------------

158
61
97

38 . 5 21 8. 50 20 1. 50 1 8 0 . 0 0 - 2 4 4 . 5 0
3 9 . 0 2 2 5 . 5 0 21 0. 50 1 8 7 . 5 0 - 2 6 0 . 5 0
38 . 0 21 4 . 0 0 19 6.00 1 6 5 . 5 0 - 2 3 1 . 0 0

15
1
14

-

.

_
“

“

“

480 over

14
*6

-

-

“

-

-

-

2
2

8
8

18
15

10
7

14
13

12
11

5
3

_
-

_
-

1
1

9
2
7

6
3
3

17
8
9

12
7
•
5

13
•
5
8

11
4
7

11
4
7

11
2
9

8
i
7

10
3
7

1

-

1

“

2
2
~

1
i
“

-

-

-

i

-

1

2

4

9

7

ID

1

*

2

i

_
-

_

-

_

-

-

.

_

_

.

_

-

-

-

~

-

i
i
-

4
3
1

9
7
2

10
7
3

12
5
7

9
2
7

7
2
5

2
2

i
1

14
3
11

8
i
7

25
15
10

13
4
9

12
6
6

7
2
S

20
7
13

11
5
6

12
8
4

3
3
-

3
2
1

a
4
-

11
11

_

_
-

-

.

_

_

-

“

-

“

A ------

44

38. 0 2 5 9 . 5 0 25 7.50 2 2 9 . 0 0 - 2 8 0 . 0 0

-

-

-

-

i

i

4

11

6

10

3

3

4

1

-

-

-

-

-

-

-

C O M P U T E R O P E R A T O R S , C L A S S B -----M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G -------------------

81
31
50

38. 5 2 1 8 . 5 0 19 8.50 1 8 7 . 0 0 - 2 2 8 . 5 0
39. 5 2 0 8 . 0 0 20 0.00 1 8 7 . 5 0 - 2 3 1 . 0 0
38 . 0 22 4 . 5 0 196.00 1 8 5 . 0 0 - 2 2 6 . 5 0

2
2

2
1
1

6
6

19
10
9

12
3
9

ii
6
5

3
2
1

9

2
2

_
-

-

-

~

-

-

-

-

-

*

10
10

-

2
7

5
5
-

”

“

COMPUTER

C L A S S C ------

33

38. 5 16 3 . 5 0 16 1.50 1 5 9 . 5 0 - 1 6 5 . 5 0

13

12

2

6

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

D R A F T E R S ---------------------------------

250

40 . 0 29 0 . 0 0 29 8. 00 2 5 7 . 5 0 - 3 2 8 . 5 0

-

-

3

4

1

10

23

21

39

25

32

46

43

-

-

-

-

-

-

-

D R A F T E R S , C L A S S B ------------------M A N U F A C T U R I N G ----------------------

101
98

40. 0 28 4 . 0 0 298.00 2 7 1 . 0 0 - 3 1 6 . 0 0
40. 0 2 8 4 . DC 29 8. 00 2 7 1 . 0 0 - 3 1 6 . 0 0

_

_

2
2

8
8

4
4

17
17

17
16

24
22

19
19

3
3

-

~

-

-

-

-

-

1
1

~

C L A S S C -------------------

50

40. 0 2 4 4 . 0 0 246.00 2 3 3 . 5 0 - 2 6 0 . 5 0

-

E L E C T R O N I C S T E C H N I C I A N S -------------M A N U F A C T U R I N G ----------------------

71
50

39 .5 29 5 . 5 0 302.50 2 5 3 . 0 0 - 3 3 5 . 5 0
49. 0 27 0 . 5 0 28 6. 00 2 3 5 . 0 0 - 3 0 4 . 0 0

8
8

15

5
1

3
-

4

-

1

*

-

-

COMPUTER OPERATORS,

DRAFTERS,

OPERATORS,

CLASS

E L E C T R O N I C S T E C H N I C I A N S , C L A S S A-

38

39. 0 3 2 6 . 0 0 33 5.50 2 8 8 . 5 0 - 3 5 5 . 0 0

R E 6 I S T E R E 0 I N D U S T R I A L N U R S E S ------M A N U F A C T U R I N G ----------------------

32
26

39. 5 27 3 . 0 0 277.00 2 5 2 . 0 0 - 2 9 0 . 5 0
39. 5 2 7 7. 00 277.00 2 5 3 . 0 0 - 3 0 9 . 0 0

*
**

3

_

-

3
3

“

3
3

-

-

1

1

-

A

9

17

16

_

_

_

-

-

3
3

3
3

2
2

6
6

4

-

1
1

5
5

11
10

-

-

-

-

-

-

_

_

_

_

_

-

-

-

-

-

1
1

Workers w ere distributed as follows: 1 at $ 480 to $ 500; 1 at $ 500 to $ 520; 3 at $ 520 to $ 540; and 1 at $ 540 to $ 560.
Workers were distributed as follows: 5 at $ 480 to $ 500; 2 at $ 500 to $ 520; 5 at $ 520 to $ 540; and 2 at $ 540 to $ 560.

S e e fo o tn o te s a t en d o f ta b le s .




“

5

-

_
-

4

7

-

3

1

10

2

9

2
-

8
7

9
7

5

5

2

4

5

2

-

_

5

3

4

-

1

-

-

-

-

-

-

“

-

-

-

“

Table A -3 . Average w eekly earnings of office, professional, and technical workers, by sex,
Worcester, Mass., April 1979
Average
(mean2)
Occupation,

and industry division

Number
of
woAceri

Weekh
r
Weekly
hours
earnings1
(standard) (standard)

O F F I C E O C C U P A T I O N S - HEN
32

MESSENGERS

$
38 . 5 1 4 1 . DC

Occupation, sex,3 and industry division

Number
of
workers

Average
(mean2)
Weekly
Weekly
hours*
earnings1
(standard) (standard)

OFFICE OC CUPATIONS WO ME N— CONTINUED
M E S S E N G E R S ------------------------------

653
285
368

S E C R E T A R I E S --------MANUFACTURING —
NONMANUF ACTURING

38. 5 22 2 . 5 0
39. 0 2 2 9 . OC
38. 5 2 1 7 . 0 0

CLASS A
------

45
25

38. 5 2 7 9 . 0 0
39 .0 2 6 8 . 5 0

, class r
-----NONMANUFACTURINE —

184

38. 5 24 3 . 5 0
3 9 . C 23 7 . 5 0
38. 5 2 5 1 . 0 0

se cr eta rie s, class c
m a n u f a c t u r i n g ------

190
69

NONMANUFACTURING —
secretaries, class d
m a n u f a c t u r i n g ------

SECRETARIES.

manufacturing
secretaries

IO N

manufacturing

34
54
33

38.5 1 8 9. 03
38. 0 1 9 2. 50

SWITCHBOARD OPERATOR-RECEPTIONTSTSM A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

108
73
35

39. 5 1 7 0. 50
40.0 17 9 . 0 0
39.5 1 6 6 . 5C

OR DE R C L E R K S --------------------------M A N U F A C T U R I N G ----------------------

81
67

39 .5 18 6. 50
39. 5 19 0. 50

OR DE R C L E R K S . C L A S S A ------------M A N U F A C T U R I N G ----------------------

52
46

39. P 20 2. 00
39.0 20 9 . 0 0
39.5 15 8. 00

A C C O U N T I N G C L E R K S --------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

5 20
197
323

38.5 19 3 . 0 0
39.0 19 6 . 0 0
38. 0 19 1. 00

189
81

38. 5 1 9 8. 59
39 . 0 20 9 . 5 0

A C C O U N T I N G C L E R K S . C L A S S A ------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

242
105
137

38.5 21 8. 00
39.0 21 4 . 0 0
38.0 22 0. 50

A C C O U N T I N G C L F R K S . C L A S S « ------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

278
92
186

38.5 17 1. SC
39. 0 17 5 . 5 0
38.0 16 9. 53

P A Y R O L L C L E R K S ------------------------M A N U F A C T U R I N G ---------------------n o n m a n u f a c t u r i n g ------------------

133
94
39

39.0 19 7 . 5 0
39. 5 19 2. 50
38.5 20 9 . 5 0

KE Y E N T R Y O P E R A T O R S -----------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

235
94
141

39. 0 17 8. 50
39. 5 1 8 8 . 5 P
39.0 17 1. 50

KE Y E N T R Y OP FR A TORS. C L A S S A ---M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

146
68
78

39.0 1 9 4 . 5 3
39. 5 19 8. 50
39 . C 19 1. 00

KEY E N T R Y O P E R A T O R S . C L A S S B ---M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

89
26
63

30

39. 5 1 6 3. 00

56
33

39 .0 18 5 . 5 0
39. 5 19 6. 03

---

33

39. C 1 6 9 . 5C

TRANSCRIBING-MACHINF TYPISTS
M A N U F A C T U R I N G --------------

61
34

39. C 16 7 . 5 0
39 . 5 18 2 . 0 0

121

38. 5 15 3 . 5 0
39 . 5 16 3. 50
38. 5 14 8. 09

SECRETARIES. CLASS E

manufacturing

STENOGRAPHERS,

general

T Y P I S T S -------------MANUFACTURING —
NONM AN UF A C T U R I N 6

42
79

39. 5 16 9. 50
39. 0 17 3. 50

TYPISTS. CLASS A
N O NM AN UF A C T U R I N G

51
28

TYPISTS. CLASS 8
NONMANUFACTURING

70
51

3 8 . 0 1 4 1. 50
38. C 1 3 4 . OC

FILE C L E R K S -------MANUFACTURING —
NONMANUFACTURING

113
28
85

38. 5 1 3 8. 00
39. 5 16 3 . 5 0
38. 5 12 9 . 5 0

FILE C L E R K S . C L A S S P
NONMANUFACTURING —

48
28

39 . 5 14 2. 50
39. 0 1 3 1. 50

FILE C L E R K S . C L A S S C
NONMANUFACTURING —

59
56

38. C 12 7 . 5 0
3 8 . 5 12 6 . 5 0

S e e fo o tn o te s at en d o f t a b le s .




39. 5 15 2 . 0 0
39. 5 16 1 . 5 0
39.5 14 8. 00

P R O F E S S I O N A L AND T E C H N I C A L
O C C U P A T I O N S - MEN
CO MP UT ER SYSTEMS ANALYSTS
( B US IN ES S! ----------------------M A N U F A C T U R I N G ----------------N O N M A N U F A C T U R I N G -------------

6

COMPUTER SYSTEMS ANALYSTS
(BUSINESS)— CO NTINUED

135
28
107

38. 5 36 9. 50
39.0 4 0 9 . 5 0
38.0 3 5 9. 50

COMPUTER SYST EM S ANALYSTS
(B U S I N E S S ) , C L A S S A --------------N O N M A N U F A C T U R I N G -------------------

46
31

$
38.5 442.00
38. 0 4 4 9 . 0 0

COMPUTER SY STEMS ANALYSTS
( B U S I N E S S ) , C L A S S B --------------N O N M A N U F A C T U R I N G -------------------

59
47

38 . 5 3 6 5 . 5 0
38.5 358.00

C O M P U T E R P R O G R A M M E R S ( B U S I N E S S ) --M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G -------------------

86
33
53

38 . 5 3 3 0 . 5 0
38 . 5 3 2 8 . 5 0
38. 0 3 3 2 . 0 0

COMPUTER PROGRAMMERS (BUSINESS),
C L A S S A ------------------------------

33

38.5 386.50

COMPUTER PROGRAMMERS (BUSINESS),
C L A S S B ------------------------------

42

38.5 306.50

C O M P U T E R O P E R A T O R S -------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

11 6
36
80

38. 5 2 2 6 . 5 0
39 . 0 2 4 2 . 5 0
38.0 219.00

C L A S S A ------

36

38. 0 2 6 5 . 5 0

C O M P U T E R O P E R A T O R S , C L A S S B -----NONM AN UF A C T U R I N G -------------------

60
41

38 . 0 2 2 4 . 5 0
38.0 228.00

O R A F T E R S , C L A S S B --------------------M A N U F A C T U R I N G -------------------------

96
93

40.0 286.50
4 0 . 0 2 8 6 . OC

D R A F T E R S , C L A S S C ---------------------

45

40.0 245.50

E L E C T R O N I C S T E C H N I C I A N S ------------M A N U F A C T U R I N G ----------------------

70
49

39. 5 2 9 7 . 0 0
40.0 272.00

38

39.0

COMPUTER SYSTEMS ANALYSTS
(BUSINESS! -----------------------------

36

38.0 336.00

---

27

38.0 300.00

C O M P U T E R O P E R A T O R S -------------------M A N U F A C T U R I N G ----------------------

29

121

STENOGRAPHERS —

Weekly
Weekly
earnings1
hour*
(standard) (standard)

COMPUTER PR OGRAMMERS

OR DE R C L E R K S . C L A S S B -------------

38. 5 22 3 . 5 0
39. 5 22 9 . 0 0
38. 5 22 0 . 5 0

80

Average
(mean2)

P R O F E S S I O N A L AND T E C H N I C A L
OCCUPATIONS - MEN— CO NTINUED
$
38.0 13 7 . 0 3

S W I T C H B O A R D O P E R A T O R S ---------------N O N M A N U F A C T U R I N G ------------------

O F F I C E O C C U P A T I O N S - UO M E N

Occupation, sex,3 and industry division

Number
of
workers

42
25

38 . 5 1 9 6 . 5 0
39.0 201.00

R E G I S T E R E D I N D U S T R I A L N U R S E S ------M A N U F A C T U R I N G ----------------------

32
26

39.5 273.00
39.5 277.00

COMPUTER OPERATORS,

E L E C T R O N I C S T E C H N I C I A N S , C L A S S A-

326.00

P R O F E S S I O N A L AND T E C H N I C A L
OC CU PA TI ON S - WOMEN

(BUSINESS)

Table A -4 .

Hourly earnings of m aintenance, toolroom , and powerplant workers, Worcester, Mass., April 1979
Hourly earnings

Occupation and industry division

N u m b e r o f w o r k e r s r e c e iv in g s t r a ig h t - t im e h o u rly e a r n in g s o f—

s
*
*
4.20 4.40 4. 60
workers

Mean 2 Median2

Middle range 2

Under
4.20

t
s
«
t
4. 80 5.0C 5. 20 5.40

%
S
5.60 5. 80 6.00

4. 60 4. 80

M A I N T E N A N C E C A R P E N T E R S --------------M A N U F A C T U R I N G ----------------------

43
42

$
6. 8 5
6. 85

$
6. 87
6. 87

$
$
5. 61 - 7.17
5. 58 - 7.18

M A I N T E N A N C E E L E C T R I C I A N S -----------M A N U F A C T U R I N G ----------------------

118
115

7. 4 7
7. 47

7.17
7.18

6. 4 3 - 8.75
6. 43 - 8.75

-

m a i n t e n a n c e m a c h i n i s t s --------------m a n u f a c t u r i n g ----------------------

119
119

7. 4 6
7. 4 6

7.18
7.18

6. 2 8 - 8.75
6. 28 - 8.75

-

MAINTENANCE MECHANICS (MACHINERY! M A N U F A C T U R I N G ----------------------

344
330

6. 8 2
6. 7 2

6. 65
6.6C

5. 5 C - 7.83
5. 5 0 - 7.18

2
2

MAINTENANCE MECHANICS
(M OT OR V E H I C L E S ) --------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N E ------------------P U R L I C U T I L I T I E S ----------------

117
30
87
67

7. 87
7. 67
7. 95
8. 04

7.90
8. 18
7. 53
7.77

7.086. 8 C 7. 0 8 7. 08 -

_

_

-

-

59
59

7. 4 3
7. 4 3

8.06
8.06

6 . 8 3 - 8.06
6. 8 3 - 8.06

-

“

-

-

*

M A I N T E N A N C E T R A D E S H E L P E R S ---------M A N U F A C T U R I N G ----------------------

46
36

4. 6 2
4. 6 9

4. 47
4. 47

4.4 7- 4.50
4. 4 7 - 4.54

*9
5

MACHINE-TOOL OPERATORS (TOOLROOM) M A N U F A C T U R I N G ----------------------

65
65

6. 23
6. 2 3

6.27
6.27

6. 0 0 - 6.44
6. 0 0 - 6.44

133
133

6. 5R
6. 58

6. 30
6. 30

5. 83 - 7.DC
5.83- 7.0C

S T A T I O N A R Y E N G I N E E R S ----------------M A N U F A C T U R I N G ----------------------

32
31

7. 46
7. 4 7

7. 32
7. 32

83
81

6. 2C

6.C7
6.07

5.51- 6.76
5. 47 - 6.76

5.40

5.60

5.80 6.00 6. 20 6. 4 0 6 . 6 0

7. 00 - 7.39
7. 0 0 - 7.39

B O I L E R T E N D E R S ------------------------M A N U F A C T U R I N G ----------------------

5. 00 5.20

*

MAINTENANCE

P I P E F I T T E R S ------------m a n u f a c t u r i n g ----------------------

TO OL

AND DI E

M A K E R S ------------------m a n u f a c t u r i n g ----------------------

# Workers w ere distributed as follows:

6 . 2?

8.53
8.18
8.53
8.53

-

6. 83 7.00 7 . 2 0 7. 60 8. 00

8. 40 8.80 9.20 10.00

over

2
2

-

1
1

“

5
5

3
3

1
1

-

3
3

2
2

-

3
2

10
10

4
4

-

-

-

-

4
4

4
4

i
i

-

-

_
-

-

_

3
3

7
7

_

4
4

6
6

7
7

7
6

8
8

7
6

17
17

8
8

3
3

3
3

23
22

-

10
10

5
5

_
~

-

3
3

15
15

3
3

2
2

7
7

_

i
i

4
4

6
6

27
27

12
12

2
2

1
1

15
15

18
18

3
3

2
2

4
4

33
33

15
15

42
42

9

4
4

18
18

17
17

37
37

44
44

26
26

4
4

6
6

_

_

_

*
-

-

2
2
-

2

-

4
4
-

16
16
16

20
20

-

7
i
6
6

-

6
6

8
8

-

-

2

4

_

-

_
-

-

_

-

“

*
-

-

_

9

_

_

_

_

_

“

-

-

-

2
2

-

2
2

2
2

_
“

2
2

-

2
2
-

5
5

1
1

2
2

-

8

8
8
4

_

_

-

-

_

_
-

_

24
24

12
2
10
10

-

18
2
16
16

-

-

2
2

5
5

-

_

_

_

_

-

-

-

_

_

_

-

-

-

_

.

-

_

28

2

i

2

_

2

-

22

2

t

2

-

2

-

-

-

-

-

-

-

-

-

-

-

-

9

2

14
14

12

2

_

12

2

-

4
4

4

-

-

-

5
5

9
9

4
4

7
7

13
13

5
5

13
13

5
5

8
8

-

_

_

-

-

-

-

-

_

4

5

4

-

_

2

_

-

-

4

4

16
16

-

-

-

4

-

-

2

-

7
7

to
10

2

-

2

6
6

_

-

_

-

2

-

-

-

~

-

-

9

2

_

-

-

-

-

2

2

2

-

-

-

-

-

2

2

2

8
8

46
46

4
4

3
3

i
i

_

_

3
3

3
3

2 under $3.60; 1 at $3.60 to $3.80; and 6 at $4 to $4.20.

7

11

2

11

2

5
5

8
7

4

4

9
8

ii
ii

-

2

_

_

“

-

26
17
9
5

33
28

_

48
39

_

See footnotes at end of tables.




1 ----“i---- 1 ----s
*
*
7. 20 7.60 8 . 00 8.40 8.8C 9 . 2 0 1 0 . 0 0

-

15
15

_

.00

and
under
4.40

-

t
t
S
s
6. 20 6 . 4 0 6. 60 6.80

2

Table A -5 . Hourly earnings of m aterial m ovement and custodial workers, Worcester, Mass., April 1979
Hourly earnings

N u m b e r o f w o r k e r s r e c e iv in g s t r a ig h t - t im e h o u rly e a r n in g s o f—
4

Occupation a n d industry division

of
workers

Mean 2 Median2

Middle range 2

4

2.90

3.00

4
4
4
4
4
4
4
3 .40 3. 60 3. 80 4. 00 4.20 4.40 4. 60

4
4. 80

.00

$
6. 5 7
5. 50
7. 4 0

$
$
4 . 9 8 - 8. 10
5 . 2 0 - 7. 1 0
4 . 3 0 - 8.10

3.10 3. 20 3. 40

3 .60

3. 80 4 . 0 0 4. 20 4.40 4.60

o
o
o
4
-

555
1*3
*12

$
6.39
5. 9 7
6. 5 4

4
4
4
4
4
5. 20 5.40 5. 60 5 .80 6. 2 0
_

and
under
3.00

TR UC K O R I V E R S --------------------------M A N U F A C T U R I N G ---------------------N 0 N M A N U F A C T U R I N 6 -------------------

*
4
3.10 3.20

-

24
“

“

“

34

18

24

34

18

38
14
24

8
2
6

34
10
24

16
4
12

_

_

5. 00 5. 2 0

5.43

5.60

3
3

6
6

39
25
14

22
22
-

8
8

_

_

5. 80 6 . 20 6. 69

18
12
6

1 ---<
4
4
4
6. 60 7 . CO 7. 4 0 7. 80 8. 2 0

11
11
-

3
3

68

4.83

4. 7 5

4.50-

5. 2 5

-

-

-

-

-

8

-

5

-

12

12

3

6

12

4

-

i

5

-

6.26
5. 98
6. * 1

5. 50
5. 50
5. 75

4 . 0 0 - 9. 3 5
5 . 2 0 - 7. 2 9
3 . 7 5 - 9. 35

-

-

24
24

18

9
3
6

4
4
-

-

27
25
2

14
14
-

_

-

-

-

8

4
4
-

_

18

2
2
-

8

2C

21
9
12

-

“

_
*

20

-

_
-

58

5. 11

4. 40

4.00- 6.05

-

-

-

-

-

6

~

12

6

13

-

-

-

-

-

-

7

5

156
152

7.83
7.85

7.72
7.73

7 . 4 0 - 8. 10
7 . 4 0 - 8. 10

S H I P P E R S -------------------------------M A N U F A C T U R I N G ---------------------N O N N A N U F A C T U R I N E ------------------

1D9
78
31

5. 4 8
5.33
5. 8 5

5. 25
5. 25
6. 49

4.88- 6.02
4 . 8 8 - 5. 5 5
4 . 9 0 - 6. 60

_
-

R E C E I V E R S ------------------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G -------------------

111
5*
57

5.42
5.03
5. 7 9

5. 4 9
4. 70
6.34

4.23- 6.35
4 . 2 5 - 5. 6 9
4 . 0 0 - 7.10

-

S H I P P E R S AND R E C E I V E R S --------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

87
56
31

4. 8 8
5. 22
4. 26

4. 96
5. 25
4. 00

4 . 0 0 - 5. 38
4 . 4 C - 5.80
3. 9 5 - 4 . 3 5

-

_

-

-

~

“

W A R E H O U S E M E N --------------------------M A N U F A C T U R I N G ----------------------

260
69

5. 80
4.37

5. 0C
4. 25

3 . 7 5 - 7. 7 5
3 . 7 5 - 4. 92

4
-

7
-

3
~

OR DE R F I L L E R S -------------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

*12
70
3*2

5. 23
4.43
5.40

5. 2 4
4. 7 5
7.05

3 . 5 0 - 7. 0 5
3 . 2 0 - 5. 30
3 . 5 0 - 7. 0 5

8
6
2

2*
7
17

S H I P P I N G P A C K E R S ---------------------M A N U F A C T U R I N G ----------------------

238
202

4.5*
4.66

4. 0 9
4.21

3. 4 0 3. 3 0 -

5. 72
5. 72

-

M A T E R I A L H A N D L I N G L A B O R E R S --------M A N U F A C T U R I N G ----------------------

68 0
550

5. 8 8
5.10

5. 25
5. 13

4 . 7 9 - 6. 5 0
4.59- 5.67

F O R K L I F T O P E R A T O R S -------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

364
260
10*

6.43
6.15
7.12

7. 2 0
5.72
7. 20

5 . 0 3 - 7. 46
4 . 8 2 - 7. 46
7 . 2 0 - 7. 9 0

6 U A R D S ----------------------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

210
99
in

4.07
4.71
3.50

3.81
4.85
2.90

2 . 9 0 - 5. 1 0
3 . 9 2 - 5. 59
2. 9 0 - 4. 00

G U A R D S . C L A S S R --------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

171
70
101

3.81
*.*1
3.39

3.49
4.48
2.90

J A N I T O R S * P O R T E R S . AN D C L E A N E R S --M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

*32
249
183

4.35
4. 61
4 . DO

4. 19
4.60
3.62

TRUCK --------

T R U C K D R I V E R S * M E D I U M TR UC K ------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------TRUCKORIVERS* HEAVY

TRUCK --------

T R U C K D R I V E R S * T R A C T O R - T R A I L E R --N O N M A N U F A C T U R I N G -------------------

_

7. 00 7 . 4 0 7 . 8 C

263
92
171

TRUCKORIVERS. LIGHT

_

20
11
9

85

85
-

_

74
24
50

Workers were distributed as follows:
Workers w ere distributed as follows:

-

-

-

-

-

2
_
2

23
21
2

72
2
70

3

-

-

3

3

83
83

48
48

19
19

_

“

-

-

-

-

1
-

-

5
2

ii
5
6

11
11
*

3
3

18
12
6

i
i

21
21
-

11
11
~

3
2
1

5
5
-

12
2
10

6
6

1
1
-

3
2
1

i
_
i

2
2
-

9
2
7

13
13

2
2

5
5
“

2
1
1

4
4
“

1
1
-

3
3
-

7
7
-

9
6
3

11
2
9

7

12

-

-

_
_

7

12

-

6
_
6

2
2
-

8
8

13
7
6

6
6

9
8
i

2
2

2
1
1

2
2
“

23
17
3

_
“

5
3
2

14
14
~

i
1
-

1
1
-

_

_

_

*

_

-

_

1C
7

ii
7

5
~

15
14

5
4

-

13
7

i
i

1
1

1
1

2
2

-

2

_

“

14
7

53
1
52

25

18

-

2
2
“

5
5
*

_

-

■

9
9
-

14
14

18

3
3
-

13
13

25

6
6

-

-

2
2

1
1

45
45

33
21

18
12

3
3

14
8

11
5

16
10

7
7

_

9

-

2
2

6
3

23
23

24
24

16
16

21
20

22
22

6
6

50
48

2
2

66
66

79
79

56
56

1
1

-

-

7
4
3

7
4
3

2
2

7
6
1

2

-

2

6
6
~

41
41
“

17
17
"

11
ii
“

23
23

61
61

8
4
4

6
6
“

9
9
-

ii
3
8

10
2
8

8
7
1

7
7

5
2
3

6
3
3

4
2
2

17
15
2

10
8
2

6
5
1

2.90- 4.65
3 . 3 5 - 5. 2 8
2 . 9 0 - 3. 7 5

61
61

8

6

7
1

3
3

2
2

14
12
2

2
-

8

5
?
3

4

“

7
7

6

6

10
2

4

7
3
4

8

4

9
9

3 . 4 9 - 4. 9 5
4 . 0 1 - 5. 14
3. 2 5 - 4. 2 5

2
2

25
12
13

10
2
8

44
20
24

18
2
16

32
12
20

38
28
10

31
20
11

16
8
8

31
30
1

33
31
2

“

“
_
-

-

8
2
6

8
2
6

2
2
-

4
4

-

12
"

32
16

18
2
16

30
8
22

-

4
4

8
8

-

-

~

-

-

-

-

-

-

-

“

-

-

-

-

-

-

“
_
-

52
12
40

“

16 at $8.20 to $8.60; 70 at $9 to $9.40; 2 at $9.40 to $9.80; and 6 at $9.80 to $10.20.
5 at $8.20 to $8.60; 3 at $8.60 to $9; and 124 at $9.40 to $9.80.

See footnotes at end of tables.




*9 4
5
89

15
8
7

-

-

_

-

8

-

_
-

_

3
-

_

3

-

-

6
6

-

10
10

3
3

5
5

12
12

5
5

11
11

5**132
8
5

-

44
44

68
68
-

-

1
1

46
46

59
59

18
18

21
21

3
3

31
31
“

12
12
“

10

16
8
8

12
12
-

13
12
1

1
1
-

-

4

4

2

2
2

6
5
1

1
1
-

_

3
i

9
9

27
26
1

13
12
1

4

11
3
8

24
10
14

4

24
2

-

-

4
4

98
"

178

43
43

9

178

-

10
-

-

48
6
42

24
24
-

_

_

_

_

-

_

_

_

-

-

-

-

_

_

_

_

-

-

_

_

_

-

-

-

-

11
9
7

2

4

_

4

_

_

2
'

*
**

and

8. 2 0 over




Table A-6. Average hourly earnings of maintenance, toolroom
powerplant, material movement, and custodial workers,
by sex, Worcester, Mass., April 1979
Average
(mean3)
hourly
earnings4

Occupation, sex,3 and industry division

M A I N T E N A N C E ' TOOL RO OM a AND
P O W E R P L A N T OC C U P A T I O N S - MEN

M A T E R I A L M O V E M E N T AND C U S T OD IA L
OCCUPATIONS - MEN— CONTINUED

M A I N T E N A N C E C A R P E N T E R S -------------M A N U F A C T U R I N G ----------------------

43
42

$
6. 8 5
6. 8 5

m a i n t e n a n c e e l e c t r i c i a n s -----------m a n u f a c t u r i n g ----------------------

118
115

7. «7
7. 47

MA I N T E N A N C E M A C H I N I S T S -------------M A N U F A C T U R I N G ----------------------

119
119

7. 46
7. 46

MA I N T E N A N C E M E C H AN IC S (M AC HI NE RY ! m a n u f a c t u r i n g ----------------------

344
330

6. 8 2
6. 7 2

MA I N T E N A N C E ME CH AN IC S
(MOTOR VE HI CL ES ! --------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G -----------------P U BL IC U T I L IT IE S ----------------

117
30
87
67

7. 87
7. 67
7. 9 5
8.04

MA I N T E N A N C E P I P F F I T T E R S ------------M A N U F A C T U R I N G ----------------------

59
59

7. 4 3
7. 43

MA I N T E N A N C E T R A D E S M E L P F R S --------M A N U F A C T U R I N G ----------------------

46
36

4. 62
4. 69

M A C H I N E - T O O L O P E R AT OR S (T OO LR OO M! MA N U F A C T U R I N G ----------------------

65
65

6. 23
6. 2 3

TOOL ANO DIE M A KE RS -----------------M A N U F A C T U R I N G ----------------------

1 33
133

6. 5 8
6.58

S T A T I O N A R Y E N G I NE ER S ----------------MA N U F A C T U R I N G ----------------------

32
31

7. 46
7. 4 7

BO IL ER TE N D E R S -----------------------MA N U F A C T U R I N G ----------------------

83
81

T R U C K O R I V E R S --------------------------M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

555
143
412

R E C E I V E R S -------------------M A N U F A C T U R I N G ----------N O N M A N U F A C T U R I N G -------

109
54
55

5. 4 2
5. 0 3
5. 80

87
56
31

4. 8 8
5. 2 2
4. 26

W A R E H O U S E M E N ---------------M A N U F A C T U R I N G -----------

248
67

5. 84
4. 2 6

OR OE R F I L L E R S --------------M A N U F A C T U R I N G -----------

346
54

5 . 62
4. 8 3

S H I P P I N G P A C K E R S ----------M A N U F A C T U R I N G -----------

143
107

4. 98
5. 34

m a t e r i a l HANDLING
manufacturing

-----------

665
541

5. 88
5.1 1

F O R K L I F T O P E R A T O R S --------M A N U F A C T U R I N G ----------N O N M A N U F A C T U R I N G -------

362
2 58
104

6 . 42
6. 1 4
7. 12

G U A R D S -----------------------m a n u f a c t u r i n g ----------N O N M A N U F A C T U R I N G -------

207
96

111

4 . 06
4 . 7C
3. 5C

G U A R D S ' C L A S S B ---------M A N U F A C T U R I N G ----------N O N M A N U F A C T U R I N G -------

170
69
131

3. 80
4. 4 C
3 . 39

377
225
152

4 . 37
4. 65
3. 95

S H I P P I N G P A C K E R S -----------------M A N U F A C T U R I N G ------------------

95
95

3. 88
3. 88

JA N I T O R S . P O R T E R S . AND C L E A N E R S

52

4. 1 9

S H I P P E R S ANO R E C E I V E R S ---M A N U F A C T U R I N G ----------N O N N A N U F A C T U R I N G --------

laborers

68

4. 83

TR UC KO R I V E R S . ME DI UM TRUCK ------MA N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------------

263
92
171

6. 26
5. 98
6.41

HEAV Y TRUCK --------

58

5.11

TR U C K O R I V E R S . T R A C T O R - T R A I L E R --N O N M A N U F A C T U R I N G ------------------

156
152

M A T E R I A L M O V E M E N T AND C U ST OO IA L
O C C U P A T I O N S - WOME N

6. 39
5.97
6. 54

TR U C K O R I V E R S . LIGH T TRUCK --------

5.44
5. 27

105
75

J A N I T O R S . P O R T E R S . ANO C L E A N E R S --M A N U F A C T U R I N G ---------------------N O N M A N U F A C T U R I N G ------------- ----

M A T E R I A L MO VE ME NT ANO CU ST O D I A L
O C CU PA TI ON S - MEN

$

S H I P P E R S ---------------------M A N U F A C T U R I N G -----------

6. 2 0
6. 2C

7.8 3
7.85

TR UC KO R I V E R S .

Average
(mean2)
hourly
earnings4

Occupation, se x ,3 and industry division

See footnotes at end of tables.

9

Table A-7. Percent increases in average hourly earnings for selected occupational groups,
Worcester, Mass., for selected periods
May 1972

A ll industries:
Office c le r ic a l. ___ ________________ ____________ ...
Electronic data processing________ ________________
Industrial nurses______________________ ____________
Skilled maintenance trades________________________
Unskilled plant workers.^._____ ____________________

May 1973

May 1974

to

to

to

Mav 1973

Industry and occupational group 5

Mav 1974

May 1975

A pril 1978
to
A p ril 1979

6.1
(6 )
4.5
5.0
8.0

7.0
(6 )
8.3
8.2
5.9

8.4
9.3
10.3
9.2
5.5

7.6
5.6
9.6
6.2
8.1

8.3
6.1
10.5
6.8
8.9

6.8
5.9
6.1
7.9
6.9

7.2
11.0
6.9
9.0
8.8

7.1
6.1
8.5
8.1
8.0

M

10.6
(6)
(6)
9.3
4.7

7.8
)
6.0
6.6

6.5
c >
(6)
7.8
7.3

6.6

(6)

8.5
(‘ )
(6)
6.6
7.2

(6)
9.0
6.6

7.8
(6 )
9.7
8.3
8.4

(6)
9.5
(6)
7.7

7.4
4.5
(6)
11.2

8.1
4.9
(6)
12.3

7.1
6.1
(6)
r>

7.9
12.8
(6)
(6)

6.5
5.5
(6)
(6)

Manufacturing:
Office c le r ic a l_______ ______ ______________ ... _____
Electronic data processing..._________________ _____
Industrial nurses_________________________________
Skilled maintenance trades________________________
Unskilled plant w orkers___________________________

4.1
5.0
8.5

(6)
(6)
8.5
8.3
5.2

Nonmanufacturing:
Office c le r ic a l___________________________________
Electronic data processing. ________________ _____
Industrial nurses__________________________________
Unskilled plant w orkers___________________________

5.8
(6 )
( )
(6)

6.9
< >
(*)
(6)

n

See footnotes at end of tables.




May 1975 to
A pril 1976 A pril 1977
April 1976
to
to
11-month Annual rate
of increase April 1977 A p ril 1978
increase

10

(h

Table A-8. Average pay relationships within establishments for white-collar occupations, Worcester, Mass., April 1979
O ffice clerica l occupation being compared—
Occupation which equals 100

S w it c h ­

S e c re ta rie s

S te n o raphers,

C la ss A

S E C R E T A R I E S , C L A S S A-----------S E C R E T A R I E S . C L A S S « -----------S E C R E T A R I E S . C L A S S C ---------------------------S E C R E T A R I E S . C L A S S 3 ---------------------------S E C R E T A R I E S . C L A S S E-----------S T E N O G R A P H E R S . G E N E R A L ---------------------TRANSCRIBINS-HACHINE TYPISTS—
T Y P I S T S . C L A S S A --------------------------------------T Y P I S T S , C L A S S A --------------------------------------F I L E C L E R K S . C L A S S A ---------------- * -------F I L E C L E R K S . C L A S S C -----------M E S S E N G E R S ------------------------S U I T C H B O A R O O P E R A T O R S ----------SUITCHR0AR0 OPERATORR E C E P T I O N I S T S -------------------O R D E R C L E R K S . C L A S S A ----------OR D E R C L E R K S . C L A S S B ----------A C C O U N T I N G c l e r k s , c l a s s A---A C C O U N T I N G C L E R K S . C L A S S R---P A Y R O L L C L E R K S -------------------KEY E N T R Y OP ER AT OR S. CLASS A—
KE Y E N T R Y O P E R A T O R S . C L A S S R—

C la ss B

Class C

113
133
141
(61
1B5
205
166
193
24?
221
209
151

100
118
120
135
141
160
139
158
157
189
169
128

100
107
(6)
123
1 34
136
145
145
157
151
115

14?
142
(6)
139
135

127
(61
(61
130
161
139
153
160

124
(61
132
113
133
117
123
139

112
(6)
104
101
124
99
110
121

102
(61
119
92
109
131
1C1
124

C la ss D

C la ss E

g e n era l

T ra n -

T y p is ts

F i l e clerics
M e s se n ­

m a c h in e
ty p ists

gers

S w it c h ­

Accounting c e i s
lrc

O r d e r clerics

boa rd

boa rd
o p e ra to rs

C la ss A

C la ss B

C la ss B

C la ss C

100
(61
(61
109
76

100
(61
104
73

100
93
81

100
75

91
(61
(6 1
76
93
73
82
97

79
(61
(61
75
84
61
68
81

80
72
( 61
68
80
70
73
90

(61
(61
(61
91
108
94
100
112

Class A

Class B

Class A

ClaaB

100
(61
94
122
105
11C
(61

100
73
90
85
86
(61

100
122
107
111
121

100
88
91
10 0

ClsssA

Class 8

100
118

100

100

77
77
(61
75
86
74
74
(6 1

recep ­

Key entry operators
Payroll
ceis
lrc

tion ists

IO C

too
11C
123
(6 )
120

100
(6 *
(61
(61
(61
(61
(61
(61
(61
9C

(61
(61
99
(61
91
94

(61

100
(61
(61
(61
11 5
(61
(61
85

100
(61
(61
112
(6 1
111

86

100
11 5
117
132
124
96

96
(61
(61
83
97
82
88
104

(61
91
(61
79
101
86
85
98

110
(61
(6 1
91
111
87
88
(6 1

100
79
99
89
107
94
90
108

too
105
132

Professional and technical occupation being compared—
C o m p u te r system s ana lysts ( b u s i n e s s )

C o m p u t e r p r o g r a m m e r (b u sin ess)

D r a ft e n
E le c tr o n ic s te c h n ic ia n s ,
c lass A

C la ss A

C O MP UT ER SYSTEMS ANALYSTS
(B U S I N E S S ! . C L A S S A-----------C O MP UT ER SYSTEMS ANALYSTS
( B U S I N E S S ) . C L A S S R -----------COMPUTER PROGRAMMERS
( B U S I N E S S ) . C L A S S A ---------------------------COMPUTER PROGRAMMERS
( B U S I N E S S ) . C L A S S 8 ---------------------------D R A F T E R S . C L A S S 8 -----------------------------------D R A F T E R S . C L A S S C -----------------------------------ELECTRONICS TECHNICIANS.
C L A S S A -------------------------------------------------------------REGISTERED INDUSTRIAL NURSES—

C lass B

C la ss A

C la ss B

C la ss B

R e g is te r e d in du strial m uses

C la ss C

13D
121

103

(6

>

104

100

142
23 3
237

128
172
(6)

123
(6)
(6)

100
(6)
142

100
(6)

(6 )

122
143

(6)
155

(6)
118

70
110

177

130
(6 )

97

too
(6)

100

See footnote at end of tables.

NOTE: Tables A-8 and A-9 present the average pay relationship between pairs of occupations within establishments, For example, a value of 122 indicates the earnings for the occupation directly
above in the heading are 22 percent greater than earnings for the occupation directly to the left in the stub. Sim ilarly, a value of 85 indicates earnings for the occupation in the heading are 15 percent
below earnings for the occupation in the stub.
See appendix A for method of computation.




11

Table A -9 . Average pay relationships w ith in establishments for blue-collar occupations, W orcester, M ass., April 1979
Maintenance, toolroom , and powerplant occupation being compared—
Occupation which equals 100

M echanics
Carpenters

Electrician s

Machinists

Pipefitters
Machinery

MAINTENANCE

c a r p e n t e r s --------e l e c t r i c i a n s ------MA I N T E N A N C E M A C H I N I S T S --------MAINTENANCE MECHANICS
( M A C H I N E R Y ! ---------------------MAINTENANCE MECHANICS
(MOTOR V E H I C L E S ! ---------------m a i n t e n a n c e p i p e f i t t e r s -------MA I N T E N A N C E T R A D E S H E L P E R S ---MACHINE-TOOL OPERATORS
( T O O L R O O M ! ----------------------TOOL AND DIE M A K E R S ------------S T A T I O N A R Y E N 6 I N E E R S -----------B O IL ER T E N D E R S -------------------maintenance

Trades helpers

Motor vehicles

too
97
95

100
98
106

106

10*
too
120

ICR
1C6
(61

100
102
123

100
100
151

too
(6)

106
98
98
110

(61
1C6
9*
109

10*
97
93
139

(6!
(61
106
112

(6!
99
95
106

(6!
(61
(61
83

B o iler tenders

100

(6!
85
82
105

Stationary
engineers

100

107
10*
12 5

Tool and die
makers

100

tot

M achine-tool
operators
(toolroom )

100
89
(61
(61

103
91
118

103
121

100

M aterial movement and custodial occupation being compared—
Truck drivers
Shippers
Light truck

T R U C K D R I V E R S . L I G H T T R U C K ----T R U C K O R I V E R S . ME D I U M T R U C K ---T R U C K 0 R I V E R S * H E A V Y T R U C K ----TRUCKORIVERS. TRACTOR-TRAILER.
S H I P P E R S --------------------------R E C E I V E R S -------------------------SH I P P E R S ANO R E C E I V E R S --------W A R E H O U S E M E N ---------------------OR DE R F I L L E R S --------------------S H IP PI NG P A C K E R S ----------------M A TE RI AL H A N D L I N G L A B O R E R S ---F O R K L I F T O P E R A T O R S -------------G U AR DS . C L A S S 8 -----------------J A N I TO RS . P O R T E R S . AND
C L E A N E R S --------------------------

M edium truck

H eavy truck

10''
88
(6!
(6!
99
(61
(6!
(61
109
108
(6!
1C6
117

100
(61
95
(6!
105
103
107
(61
106
(61
103
138

(61
(6!

100
(61
106
(61
(61
(61
(61
123
10*
(61

12*

125

(6!

151

10 0
(61
92
111
(61
(6!
117
97

(6!

Receivers

103
106
(6!
103
130
123
127
10R
139

100
(61
(61
106
103
102
98
126

12*

120

M aterial
handling
laborers

Warehousemen

Order fillers

Shipping
packers

100
128
(61
115
123
(61
12*

100
(61
(61
107
(61
103

100
91
95
94
(61

100
11*
102
(61

no

100
126

100

130

107

107

116

11 8

117

138

Shippers and
receivers

Tracto r-trailer

100
95

Forklift
operators

Guards, class B

Jan itors, porters,
and cleaners

too

See footnote at end of tables.

NOTE: Tables
directly above in the
are 15 percent below
See appendix A

A -8 and A -9 present the average pay relationship between pairs of occupations within establishments. F or example, a value of 122 indicates that earnings for the occupation
heading are 22 percent greater than earnings for the occupation directly to the left in the stub. Sim ilarly, a value of 85 indicates earnings for the occupation in the heading
earnings for the occupation in the stub.
for method of computation.




12

Footnotes

1 Standard hours r e fle c t the w orkw eek fo r which em ployees r e c e iv e
th e ir re g u la r s tra ig h t-tim e s a la rie s (exclu sive of pay fo r o v e rtim e at
re g u la r and/or p rem iu m ra te s ), and the earnings correspon d to these
w eek ly hours.
2 The m ean is computed fo r each job by totaling the earnings o f a ll
w o rk e rs and dividin g by the number o f w o rk e rs . The m edian designates
position — h a lf o f the w o rk e rs re c e iv e the same o r m o re and h a lf r e c e iv e
the sam e o r le s s than the rate shown. The m iddle range is defined by two
rates o f pay: a fourth o f the w o rk ers earn the same o r less than the lo w e r
o f these ra tes and a fourth earn the same o r m ore than the h igh er rate.




3 Earnings data rela te only to w ork ers whose sex identification was
p rovided by the establishm ent.
4 Excludes prem iu m pay fo r o v e rtim e and fo r work on weekends,
holidays, and late shifts.
3 E stim ates fo r p eriod s ending p r io r to 1976 relate to men o.nly fo r
sk illed m aintenance and unskilled plant w o rk e rs . A ll other estim ates relate
to men and women.
6 Data do not m eet publication c r ite r ia o r data not available.

13

Appendix A.
Scope and Method
of Survey
In each o f the 72 1 areas c u rre n tly su rveyed, the Bureau obtains
w ages and rela ted ben efits data fro m re p re s e n ta tiv e establishm ents within
s ix broad industry d ivisio n s: M anufacturing; transportation, com m unication,
and other public u tilitie s ; w h olesa le trad e; r e ta il trade; finance, insurance,
and re a l estate; and s e r v ic e s . G overnm ent operations and the construction
and e x tra c tiv e industries are excluded. E stablishm ents having fe w e r than a
p re s c rib e d number of w o rk e rs are also excluded because o f in su fficien t
em ploym ent in the occupations studied. Appendix table 1 shows the number
o f establishm ents and w o rk e rs estim ated to V e within the scope of this su rvey,
as w e ll as the number actually studied.
Bureau fie ld rep re s e n ta tiv e s obtain data by p erson al v is its at 3 - year
in te rv a ls . In each o f the two in terven in g y e a rs , in form ation on em ploym ent
and occupational earnings only is c o lle c te d by a com bination o f p erson al vis it,
m a il qu estion naire, and telephone in te rv ie w fro m establishm ents particip atin g
in the previou s su rvey.
A sam ple o f the establishm ents in the scope o f the su rvey is selected
fo r study p r io r to each p erson al v is it su rvey.
This sam ple, le s s estab­
lishm ents which go out o f business o r are no lo n g er within the industrial
scope o f the su rvey, is retain ed fo r the fo llo w in g two annual su rveys. In
m ost cases, establishm ents new to the a rea are not con sid ered in the scope
o f the su rvey until the s electio n o f a sam ple fo r a p erson a l v is it su rvey.
The sam pling p roced u res in vo lve detailed s tra tific a tio n o f all estab­
lishm ents within the scope o f an individual area su rvey by industry and
number o f em p lo y ees. F ro m this s tra tifie d u n iverse a p rob a b ility sam ple
is selected , with each establishm ent having a p red eterm in ed chance o f se­
lectio n . T o obtain optimum accu racy at m inim um cost, a g re a te r prop ortion
o f la r g e than sm a ll establishm ents is sele c te d . When data are com bined,
each establishm ent is w eighted accord in g to its p rob a b ility o f s electio n so
that unbiased estim a tes a re gen erated . F o r exam ple, if one out o f four
establishm ents is s elected , it is given a w eigh t o f 4 to re p re s e n t it s e lf plus
th ree oth ers. An alternate o f the sam e o rig in a l p rob a b ility is chosen in the
sam e in d u s try -s ize c la s s ific a tio n i f data a re not availab le fro m the o rig in a l
sam ple m em b er. If no suitable substitute is ava ila b le, additional w eight is
assigned to a sam ple m em b er that is s im ila r to the m is s in g unit.
Occupations and earnings *
Occupations s elected fo r study are com m on to a v a r ie ty o f m anufac­
turing and nonmanufacturing in d u stries, and a re o f the fo llo w in g types; (1)
O ffic e c le r ic a l; (2 ) p ro fe s s io n a l and tech n ical; (3) m aintenance, too lro o m ,

* Included in the 72 areas are 2 studies conducted by the Bureau under contract. These areas are
Akron, Ohio and Poughkeepsie-Kingston-Newburgh, N .Y . In addition, the Bureau conducts more limited area
studies in approximately 100 areas at the request of the Employment Standards Administration of the U. S.
Department of Labor.




and powerplant; and (4) m a te ria l m ovem en t and custodial. Occupational
cla s s ific a tio n is based on a uniform set o f job descrip tion s designed to take
account o f interestablishm ent variation in duties within the sam e job.
Occupations selected fo r study are lis te d and d escrib ed in appendix B.
U nless oth erw ise indicated, the earnings data follow in g the job
title s are fo r all industries com bined. E arnings data fo r som e o f the
occupations listed and describ ed , or fo r som e industry d ivision s within the
scope o f the survey, are not p resen ted in the A - s e r ie s tables because
eith er (1) em ploym ent in the occupation is too sm all to p rovid e enough data
to m e r it presentation, o r (2) there is p o s s ib ility o f d is c lo s u re o f individual
establishm ent data. Separate m en 's and w om en 's earnings data are not
p resen ted when the number o f w o rk ers not iden tified by sex is 20 percen t
o r m o re o f the men or wom en iden tified in an occupation. Earnings data
not shown sep arately fo r industry d ivision s are included in data fo r sill
industries com bined. L ik ew ise, fo r occupations with m o re than one le v e l,
data are included in the o v e ra ll c la s s ific a tio n when a su b classification is
not shown o r inform ation to su bclassify is not availab le.
Occupational em ploym ent and earnings data are shown fo r fu ll-tim e
w o rk e rs , i.e ., those hired to w ork a re g u la r w eek ly schedule. Earnings
data exclude prem ium pay fo r o v e rtim e and fo r w ork on w eekends, holidays,
and late shifts. Nonproduction bonuses are excluded, but c o s t-o f-liv in g
allow ances and incentive bonuses are included. W eek ly hours fo r o ffic e
c le r ic a l and p rofession al and technical occupations r e fe r to the standard
w orkw eek (rounded to the n earest h alf hour) fo r which em ployees r e c e iv e
re g u la r stra ig h t-tim e sa la ries (e x c lu s iv e o f pay fo r o v e rtim e at regu la r
and/or prem ium ra te s ). A v e ra g e w e e k ly earnings fo r these occupations are
rounded to the n ea rest half d o lla r. V e r tic a l lin es w ithin the distribu tion of
w o rk ers on som e A -ta b le s indicate a change in the s iz e o f the class in te rv a ls .
T h ese surveys m easu re the le v e l o f occupational earnings in an area
at a p a rticu la r tim e. Com parisons o f individual occupational avera ges o v e r
tim e m ay not r e fle c t expected w age changes. The a vera ges fo r individual jobs
are affected by changes in wages and em ploym ent patterns. F o r exam ple,
p roportion s o f w ork ers em ployed by high- o r lo w -w a g e fir m s m ay change, o r
h igh -w age w o rk ers m ay advance to b etter jobs and be rep la ced by new
w o rk e rs at lo w e r ra tes. Such shifts in em ploym ent could d e c re a s e an occu­
pational average even though m ost establishm ents in an a rea in crea se wages
during the y e a r. Changes in earnings o f occupational groups, shown in table
A - 7, are b etter indicators o f w age trends than are earnings changes fo r
individual jobs within the groups.
A v e ra g e earnings r e fle c t com p osite, areaw ide estim a tes. Industries
and establishm ents d iffe r in pay le v e l and job staffin g, and thus contribute
d iffe re n tly to the estim ates fo r each jo b . P a y a vera ges m ay fa il to r e fle c t
accu rately the w age d iffe re n tia l among job s in individual establishm ents.

A v e r a g e pay le v e ls fo r men and women in selected occupations should
not be assum ed to r e fle c t d iffe re n c e s in pay o f the sexes w ithin individual
establishm ents.
F a c to rs which m ay contribute to d ifferen ces include p r o ­
g re s s io n within estab lish ed rate ranges (only the rates paid incumbents are
c o lle c te d ) and p erfo rm a n c e of sp ecific duties within the g e n e ra l su rvey job
descrip tion s.
Job d escrip tio n s used to c la s s ify em ployees in these surveys
usually a re m o re g e n e ra liz e d than those used in individual establishm ents
and a llo w fo r m in or d iffe re n c e s among establishm ents in sp e c ific duties
p erfo rm e d .
Occupational em ploym ent estim ates represen t the tota l in a ll esta b ­
lishm ents within the scope of the study and not the number actu ally surveyed.
B ecau se occupational stru ctu res among establishm ents d iffe r , estim ates of
occupational em ploym ent obtained fro m the sam ple of establishm ents studied
s e rv e only to indicate the r e la tiv e im portance of the jobs studied. Th ese
d iffe re n c e s in occupational structure do not a ffe c t m a te ria lly the a ccu racy of
the earnings data.

P e rc e n t changes fo r individual areas in the p rogram are computed
as fo llo w s :
1. A v e ra g e earnings a re computed fo r each occupation for
the 2 yea rs being com pared.
The a vera ges are d erived
fr o m earnings in those establishm ents which a re in
the su rvey both y e a rs ; it is assum ed that employment
rem ains unchanged.
2.

Each occupation is assigned a weight based on its p r o ­
portionate em ploym ent in the occupational group in the
base yea r.

3.

T h ese weights a re used to compute group averages.
Each occupation's a vera g e earnings (com puted in step 1)
is m u ltiplied by its weight.
The products a re totaled to
obtain a group average.

4.

The ratio of group a vera ges fo r 2 consecutive years is
computed by dividing the a vera g e fo r the current year by
the a vera g e fo r the e a r lie r year.
The resu lt— expressed
as a percent— le s s 100 is the percen t change.

W age trends fo r sele c te d occupational groups
The percen t in c re a s e s presented in table A -7 a re based on changes
in a v e ra g e h ou rly earnings of m en and women in establishm ents rep ortin g the
tren d jobs in both the cu rren t and previous yea r (m atched establishm ents).
Th e data a re adjusted to re m o v e the effects on avera ge earnings o f em p lo y ­
m ent shifts among establishm ents and turnover of establishm ents included
in su rvey sam ples.
Th e percen t in crea ses, how ever, a re s till affected by
fa c to rs other than w age in c re a s e s .
H irin gs, la y o ffs , and tu rn over m ay a ffe c t
an establish m en t a v e ra g e fo r an occupation when w ork ers a re paid under plans
p rovid in g a range o f w age rates fo r individual jobs. In period s of in crea sed
h irin g , fo r exam p le, new em ployees m ay enter at the bottom of the range,
d ep ressin g the a v e ra g e without a change in wage rates.
Th e p ercen t changes re la te to wage changes betw een the indicated
dates.
When the tim e span betw een surveys is other than 12 months, annual
rates a re also shown.
(It is assum ed that wages in crea se at a constant rate
betw een s u rv e y s .)
Occupations used to compute w age trends a re:
O ffic e c le r ic a l

E lectron ic data p ro c e s s in g —
Continued

S e c re ta rie s
S ten ograp h ers, sen ior
S ten ograp h ers, g e n e ra l
T y p is ts , c la s s e s A and B
F ile c le r k s , c la s s e s A ,
B, and C
M e ssen g ers
Sw itchboard o p era to rs
O rd er c le r k s , cla s s e s
A and B
Accounting c le r k s ,
cla s s e s A and B
P a y r o ll c le rk s
K e y en try o p e ra to rs ,
c la s s e s A and B

Computer op erators,
classes A , B, and C

E le c tro n ic data p ro cessin g
C om puter system s analysts,
c la s s e s A , B , and C
Com puter p ro g ra m m e rs ,
c
la s s e s A , B , and C



Industrial nurses
R e g is te re d industrial
nurses
Skilled maintenance
C arpenters
E lectricia n s
P ain ters
M achinists
M echanics (m ach in ery)
M echanics (m o to r v e h ic le )
P ip e fitte rs
T o o l and die m akers
U nskilled plant
Janitors, p o rte rs , and
clean ers
M a te ria l handling la b o re rs

F o r a m ore detailed d escrip tion of the method used to compute these
w age tren ds, see "Im p ro v in g A re a W age Survey In d ex es," Monthly Labor
R eview , January 1973, pp. 52-57.
A v e ra g e pay relationships within establishm ents
R e la tiv e m easu res of occupational pay a re presented in table A - 8
fo r w h ite -c o lla r occupations and in table A -9 fo r b lu e -c o lla r occupations.
Th ese r e la tiv e values r e fle c t d iffe re n c e s in pay between occupations within
individual establishm ents.
R e la tiv e pay values a re computed by dividing an
establishm ent's a vera g e earnings fo r an occupation being com pared by the
a vera ge fo r another occupation (designated as 100) and m ultiplying the quotient
by 100. F o r exam ple, i f jan itors in a fir m a vera g e $4 an hour and fo rk lift
op erators $5, fo r k lift operators have a r e la tiv e pay value of 125 com pared
with jan itors.
($ 5 4- $4 = 1.25, x 100 = 125.) In combining the rela tives of
the individual establishm ents to a r r iv e at an o v e ra ll a vera ge, each establish­
ment is con sid ered to have as many re la tiv e s as it has weighted w orkers
in the two jobs being com pared.
P a y relationships based on o v e r a ll a vera ges m ay d iffe r considerably
because of the v a ryin g contribution o f high- and low -w age establishments to
the a vera ges.
F o r exam ple, the o v e r a ll a vera g e hourly earnings fo r fo rk lift
op erators m ay be 50 percen t m ore than the a v e ra g e fo r janitors because the
a vera g e fo r fo r k lift operators m ay be stron gly influenced by earnings in
h igh-w age establishm ents w hile the a vera ge fo r jan itors m ay be strongly
influenced by earnings in low -w a ge establishm ents.
In such a case, the
in tra-estab lish m en t relation sh ip w ill indicate a much sm a ller d ifferen ce
in earnings.
Establishm ent p ra ctices and supplem entary w age provision s
Tabulations on selected establishm ent p ra ctices and supplementary
w age p rovision s (B - s e r ie s ta b les) a re not presented in this bulletin. In form a­
tion fo r these tabulations is c o lle c te d at 3 -y e a r in terva ls.
Th ese tabulations
on m inim um entrance s a la rie s fo r in exp erien ced o ffic e w ork ers; shift d iffe r ­
entials; scheduled w eek ly hours and days; paid holidays; paid vacations; and
health, insurance, and pension plans a re p resen ted (in the B -s e r ie s tables)
in p reviou s bulletins fo r this area.

Appendix table 1. Establishments and workers within scope of survey and number studied.
Worcester, Mass.,' April 1979
M in im u m

Num ber

In d u s tr y d iv is io n

*

in e s t a b l i s h m en ts

in s c o p e

o f stu d y

ALL I N D U S T R Y

D I V I S I O N S -------------------------

M A N U F A C T U R I N G ---------------------------------------N O N M A N U F A C T U R I N G -----------------------------------T R A N S P O R T A T I O N . C O M M U N I C A T I O N . AND
O T HE R P U P L I C U T I L I T I E S 5 ----------------------W H O L E S A L E T R A D E 6 ---------------------------------R E TA IL T R A D E 6 ---------------------- .
-------------F I N A N C E . I N S U R A N C E . ANO R E AL E S T A T E 6 -------S E R V I C E S 6 7-------------------------------------------

W it h in
W it h in

scope

o f stu d y 3

scope

in e s t a b li s h m e n t s

o f stu d y 4
S t u d ie d

S t u d ie d
Num ber

P e rcen t

309

50

123

6 5 .1 7 1

100

* 2 .9 6 8

158

56
69

3 7 .1 * 0

57

2 3 .1 2 5

151

50

2 8 .0 3 1

*3

1 9 .8 * 3

13

8

*.*6 7

7

3 .9 3 7

50

31

8

3 .7 * 5

6

1 .5 8 0

50

67

25

1 1 .3 7 *

17

7 .2 6 3

50

20

12

6 .0 8 *

9

5 .2 6 8

50

20

16

2 .3 6 1

4

1 .7 9 5

1 The W orcester Standard Metropolitan Statistical A rea, as defined by the
Office of Management and Budget through February 1974, consists of the city of
W orcester, and the towns of Auburn, Berlin, Boylston, Brookfield, Charlton,
East Brookfield, Grafton, Holden, L eicester, Millbury, Northborough, Northbridge,
North Brookfield, Oxford, Paxton, Shrewsbury, Spencer, Sterling, Sutton, Upton,
Uxbridge, Westborough, West Boylston, and Webster in W orcester County. The
"w ork ers within scope of study" estimates provide a reasonably accurate description
of the size and composition of the labor force included in the survey. Estimates
are not intended, however, fo r comparison with other statistical series to measure
employment trends or levels since (1) planning of wage surveys requires establish­
ment data compiled considerably in advance of the payroll period studied, and (2)
small establishments are excluded from the scope of the survey.
* The 1972 edition of the Standard Industrial Classification Manual was used
in classifying establishments by industry division. A ll government operations are
excluded from the scope of the survey.




W ork ers

o f e s t a b lis h m e n t s

e m p lo y m e n t

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 one
establishment.
4 Includes all workers in all establishments with total employment (within
the area) at or above the minimum limitation.
5 Abbreviated to "public utilities" in the A -s e rie s tables. Taxicabs and
services incidental to water transportation are excluded.
6 Separate data for this division are not presented in the A - and B -series
tables, but the division is represented in the "a ll industries" and "nonmanufacturing"
estimates.
7 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.

16

Appendix B.
Occupational
Descriptions
The p r im a r y purpose o f preparing job descriptions fo r the Bu­
re a u 's wage su rveys is to a s sist its fie ld rep resen tatives in cla ssifyin g
into appropriate occupations w o rk ers who are em ployed under a v a rie ty
o f p a y ro ll title s and d ifferen t w ork arrangem ents fro m establishm ent to
establishm ent and fr o m a re a to a rea. This perm its grouping occupational
w age ra tes rep resen tin g com parable job content. Because of- this e m ­
phasis on in terestab lish m en t and in tera rea com parability o f occupational
content, the B u reau 's job d escription s m ay d iffe r sign ifican tly fro m those
in use in individu al establishm ents or those prepared fo r other purposes.
In applying th ese job d escrip tio n s, the Bureau's fie ld rep resen ta tives
a re in stru cted to exclude w orkin g su p ervisors; apprentices; and p a rttim e , te m p o ra ry , and p rob ation ary w o rk e rs . Handicapped w o rk ers whose
earnings are reduced because o f th eir handicap are also excluded.
L e a r n e r s , b eg in n ers, and tra in e e s , unless sp e c ific a lly included in the
jo b d escrip tio n s, are excluded.

O ffice
SECRETARY

S E C R E T A R Y — Continue d

A ssig n ed as a p erso n a l s e c re ta ry , n orm ally to one individual. M ain­
tains a close and h ighly res p o n s iv e relationship to the d ay-to-d ay a c tiv itie s o f
the su p e rv is o r. W orks fa ir ly independently re c e iv in g a m inim um o f detailed
su p ervision and guidance. P e r fo r m s v a rie d c le r ic a l and s e c r e ta r ia l duties
re q u irin g a know ledge o f o ffic e routine and understanding o f the organ ization ,
p ro g ra m s , and p roced u res re la te d to the w ork o f the su p ervisor.

Exclusions— Continued

a. P o s itio n s w hich do not m eet the. "p erso n a l" s e c re ta ry concept
d e s c rib e d above;
b. S ten ograph ers not fu lly train ed in s e c re ta ria l-ty p e duties;
c. S tenographers s e rv in g as o ffic e assistants to a group o f p ro ­
fe s s io n a l, tech n ica l, o r m an agerial persons;
d. A s s is t ant-type positions which entail m ore d ifficu lt o r m ore
resp o n sib le te c h n ic a l, ad m in istrative, or su p erviso ry duties
w hich a re not ty p ic a l o f s e c re ta ria l work, e .g ., A d m in istra tive
A ssista n t, o r E xecu tive A ssistant:




P osition s which do not fit any o f the situations listed in the
sections below title d " L e v e l o f S u p e r v is o r ," e .g , secreta ry to the
presiden t o f a company that em p loys, in a ll, over 5,000 persons;

f.
E xclu sion s. Not a ll position s that are title d " s e c r e ta r y " possess the
above c h a ra c te ris tic s . E xam ples o f positions which a re excluded fro m the
defin ition are as fo llo w s :

e.

T ra in e e s .

C la ssifica tio n by L e v e l
S e c re ta ry jobs which m eet the re q u ire d ch a ra cteristics are matched
at one o f fiv e le v e ls according to (a) the le v e l o f the s e c re ta ry 's su pervisor
within the com pany's organ ization al structure and, (b) the le v e l o f the
s e c r e ta r y 's resp o n sib ility. The tabulation follow in g the explanations o f these
two fa cto rs indicates the le v e l o f the s e c re ta ry fo r each combination o f
the fa cto rs.
L e v e l o f S e c re ta ry 's S u pervisor (L S )
LS—1

a. S e c re ta ry to the su p ervisor o r head o f a sm all organizational
unit (e .g ., few er than about 25 o r 30 p erson s); or

S E C R E T A R Y — Continued

S E C R E T A R Y — Cont inue d

Classification by Level— Continued

C la ssifica tio n by L e v e l— Continued

b. S e c re ta ry to a n on su p ervisory sta ff s p e c ia lis t, p ro fessio n a l
em p lo yee, ad m in istra tive o ffic e r or assistant, sk ille d technician
o r exp ert.
(N O TE :
Many com panies a s s i g n sten ograph ers,
rath er t h e m s e c re ta rie s as d escrib ed above, to this le v e l o f
s u p e rv is o ry o r n on su p ervisory w o rk e r.)
LS—
2

a.

S e c re ta ry to an execu tive or m an agerial person whose resp on ­
s ib ility is not equivalent to one o f the s p e c ific le v e l situations in
the definition fo r LS—
3, but whose orga n iza tion a l unit n orm a lly
numbers at least s e v e r a l dozen em p loyees and is usually divided
into orga n iza tion a l segm ents which are often, in turn, further
subdivided. In som e com panies, this le v e l includes a wide range
o f orga n iza tion a l echelons; in oth ers, only one or two; or

b. S e c re ta ry to the head o f an individual plant, fa c to ry , etc ., (or
other equivalent le v e l o f o ffic ia l) that em p loys, in a ll, few er
than 5, 000 person s.
LS—
3

N O T E : The te rm "c o rp o ra te o f fic e r " used in the above LS definition
r e fe r s to those o ffic ia ls who have a sign ifican t corp ora tew id e policym aking
ro le with re g a rd to m ajor company a c tiv itie s .
The title " v ic e p re s id e n t,"
though n orm ally indicative o f this r o le , does not in a ll cases id en tify such
positions. V ice presidents whose p r im a r y re s p o n s ib ility is to act p erson a lly
on individual cases or transactions (e .g ., approve or deny individual loan
o r cred it actions; adm inister individual tru st accounts; d ire c tly su p ervise a
c le r ic a l sta ff) are not considered to be "c o rp o ra te o ffic e r s " fo r purposes
o f applying the definition.
L e v e l o f S e c re ta ry 's R espon sibility (L R )
This factor evaluates the
the s e c re ta ry and the su p ervisor,
expected to e x e rc is e in itiative and
at LR —1 o r LR— describ ed below
2

nature o f the w ork relation sh ip between
and the extent to which the s e c re ta ry is
judgm ent. S e c re ta rie s should be matched
accordin g to th eir le v e l o f res p o n s ib ility .

LR —1. P e rfo rm s v a rie d s e c r e ta r ia l duties including or com parable
to m ost of the follow ing:

a. S e c re ta ry to the chairm an o f the board o r p residen t o f a company
that em p loys, in a ll, fe w e r than 100 person s; or

a.
b.

c. S e c re ta ry to the head (im m ed ia tely b elow the o ffic e r le v e l) over
eith er a m a jo r corp oratew id e functional a ctivity (e .g ., m arketin g,
re s e a rc h , op eration s, in du strial re la tio n s , e tc .) or a m ajor
geograp h ic o r o rga n iza tion a l segm ent (e .g ., a re g io n a l headquar­
te r s ; a m a jo r d ivisio n ) o f a company that em p loys, in a ll, o v e r
5,000 but fe w e r than 25, 000 em p loyees; or

c a lle r s ,

and opens

Answ ers telephone requests which have standard answ ers.
rep ly to requests by sending a fo rm le tte r .

d.

Maintains s u p erviso r's
instructed.

e.

in ­

May

calendar

and m akes

appointments

as

T yp es, takes and tra n scrib es dictation, and file s .

LR —2. P e rfo rm s duties d es c rib e d under LR —1 and, in addition
p erfo rm s tasks requ irin g g r e a te r judgm ent, in itia tiv e , and know l­
edge o f o ffic e functions including or com parable to m ost of the
follow ing:

e. S e c re ta ry to the head o f a la rg e and im portant organ ization al
segm ent (e .g ., a m iddle m anagem ent su p erviso r o f an o rg a n i­
zational segm ent often in volvin g as many as s e v e r a l hundred
p erson s) o f a company that em ploys, in a ll, o v e r 25,000 p erson s.

a. Screens telephone and p erso n a l c a lle r s , determ ining which can
be handled by the s u p e rv is o r's subordinates o r other o ffic e s .

a. S e c re ta ry to the chairm an o f the board o r presid en t o f a company
that em p loys, in a ll, o v e r 100 but fe w e r than 5,000 person s; or

b.

c. S e c re ta ry to the head, im m ed ia tely b elow the corp ora te o ffic e r
le v e l, o f a m a jo r segm ent or su bsidiary o f a company that
em p loys, in a ll, o v e r 25, 000 person s.

18

Answ ers requests which re q u ire a d etailed knowledge o f o f­
fic e procedures or c o lle c tio n o f in form ation fr o m file s or
other o ffic e s . May sign routine correspon den ce in own or
su p e rv is o r's name.

c.

b. S e c re ta ry to a corp ora te o ffic e r (other than the chairm an of the
board or p resid en t) o f a company that em p loys, in a ll, o v e r 5, 000
but fe w e r than 25, 000 p erson s; or




p erson a l

c. R eview s correspondence, m em oranda, and rep o rts p rep a red by
others fo r the s u p e rv is o r's signature to ensure p ro ced u ra l and
typographical accuracy.

d. S e c re ta ry to the head o f an individual plant, fa c to ry , e tc ., (or
other equivalent le v e l of o ffic ia l) that em p loys, in a ll, over
5,000 p erson s; or

LS—
4

Answ ers telephones, g re e ts
coming m ail.

b.

S e c re ta ry to a corp ora te o ffic e r (other than chairm an o f the
board or p resid en t) o f a company that em p loys, in a ll, o v e r 100
but fe w e r t h e m 5,000 p erson s; or

Com piles or assists in com p ilin g p e rio d ic rep o rts on the basis
o f gen eral instructions.

S E C R E T A R Y — Continued

T R A N S C R IB IN G -M A C H IN E T Y P IS T

L e v e l o f S e c r e ta r y 's R es p o n s ib ility (L R —2)— Continued

P r im a r y duty is to type copy of v o ice record ed dictation which does
not involve va ried technical or sp ecialized vocabulary such as that used in
le g a l b rie fs or rep orts on scien tific research . M ay also type from w ritten
copy. M ay maintain file s , keep sim ple re c o rd s , o r p erfo rm other re la tiv e ly
routine c le r ic a l tasks. (See Stenographer definition fo r w ork ers involved
with shorthand dictation.)

d. Schedules ten tative appointments without p rio r clearan ce. A s ­
sem bles n e c e s s a ry background m a te ria l for scheduled m eetin gs.
M akes arran gem en ts for m eetings and con feren ces.
e.

Explains s u p e rv is o r's requirem ents to other em ployees in su per­
v is o r 's unit. (A ls o typ es, takes dictation, and file s .)

TYPIST
The fo llo w in g tabulation shows the le v e l of the s e c re ta ry fo r each
LS and L R com bination.
L e v e l o f s e c r e ta r y 's
_____ s u p erviso r_____

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 proc­
esses. May do clerical work involving little special training, such as
keeping simple records, filing records and reports, or sorting and distributing
incoming mail.

L e v e l o f s e c re ta ry 's resp on sib ility
LR —1

LS—1..... ........................... ...
LS P
------- r ------- ., ..
_,
.
.
LS—3 -n
,-rl-ri- - r.- r,- r,...rlri-_-r___
- 1 .
LS—
4— __________ ___________ _______

Class
Class
Class
Class

E
D
C
B

LR —2
Class
Class
Class
Class

D
C
B
A

Class A . Performs 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 tech­
nical 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.

STENO G RAPH ER

Class B. Performs one or more of the following: Copy typing from
rough or clear drafts; or rputine typing of forms, insurance policies, etc.;
or setting up simple standard tabulations; or copying more complex tables
already set up and spaced properly.

P r im a r y duty is to take dictation using shorthand, and to tran scrib e
the dictation. M ay also type fr o m w ritten copy. May operate fro m a steno­
grap h ic pool. M ay o c c a s io n a lly tra n scrib e fro m voice record in gs (if p rim a ry
duty is tra n s c rib in g fro m re c o rd in g s , see T ra n scrib in g-M ach in e T y p is t).
N O T E : T h is job is distinguished fro m that of a s e c re ta ry in that a
s e c r e ta r y n o rm a lly w ork s in a confidential relationship with only one m an­
ager or execu tive and p e rfo rm s m ore respon sible and d iscretio n a ry tasks as
d escrib ed in the s e c r e ta r y job definition.

FILE CLERK
Files, classifies, and retrieves material in an established filing
system. May perform clerical and manual tasks required tp maintain files.
Positions are classified into levels on the basis of the following definitions.

S ten ograph er, S e n io r. D ictation involves a va rie d technical or sp ecia lized
vocab u lary such as In le g a l b rie fs or reports on scien tific research . May
a lso set up and m aintain file s , keep reco rd s, etc.

Class A . Classifies and indexes file material such as correspond­
ence, reports, technical documents, etc., in an established filing system
containing a number of varied subject matter files. May also file this
material. May keep records of various types in conjunction with the files.
May lead a small group of lower level file clerks.

OR
P e r fo r m s stenographic duties requiring sign ifican tly g re a te r in d e­
pendence and re s p o n s ib ility than stenographer, general, as evidenced by the
fo llo w in g : W ork re q u ire s a high d egree of stenographic speed and accu racy;
a thorough w orking knowledge of gen eral business and o ffic e procedu re; and
of the s p e c ific business operation s, organization, p o lic ie s , p roced u res, file s ,
w o rk flo w , etc. U ses this knowledge in perform in g stenographic duties and
resp on sib le c le r ic a l tasks such as maintaining followup file s ; assem bling
m a te ria l fo r re p o rts , m em oranda, and le tte rs ; com posing sim ple le tte rs
fro m gen era l in stru ction s; reading and routing incoming m a il; and answering
routine q u estion s, etc.
Stenographer, G en eral. D ictation involves a norm al routine vocabulary. May
m aintain f i l e s , keep sim p le re c o rd s , or p e rfo rm other r e la tiv e ly routine
c le r ic a l tasks.




Class B. Sorts, codes, and files unclassified material by simple
(subject matter) headings or partly classified material by finer subheadings.
Prepares simple related index and cross-reference aids. As requested,
locates clearly identified material in files and forwards material. May
perform related clerical tasks required to maintain and service files.
Class C . Performs routine filing of material that has already been
classified or which is easily classified in a simple serial classification
system (e.g., alphabetical, chronological, or numerical). As requested,
locates readily available material in files and forwards materials; and may
fill out withdrawal charge. May perform simple clerical and manual tasks
required to maintain and service files.

19

MESSENGER

ORD ER C L E R K — Continued

P e r fo r m s variou s routine duties such as running erran d s, operating
m inor o ffic e m achines such as se a le rs or m a ile r s , opening and distributing
m a il, and other m in or c le r ic a l w ork. Exclude positions that req u ire o p e ra ­
tion of a m otor veh icle as a significant duty.

Class B . Handles o rd e rs in volvin g item s which have re a d ily id en ­
tifie d uses and applications. M ay r e fe r to a catalog, m a n u factu rer's manual,
or s im ila r document to insdre that p ro p e r item is supplied o r to v e r ify
p ric e o f ord ered item .

SW ITCHBOARD O P E R A T O R

A C C O U N TIN G C L E R K

O perates a telephone switchboard or console used with a p riva te
branch exchange (P B X ) system to re la y incom ing, outgoing, and in trasystem
ca lls. M ay p rovid e inform ation to c a lle r s , re c o rd and transm it m essa ges,
keep reco rd of ca lls placed and to ll charges.
B esides operating a telephone
switchboard or console, m ay also type o r p e rfo rm routine c le r ic a l w ork
(typing or routine c le r ic a l w ork m ay occupy the m ajor portion o f the w o rk e r's
tim e, and is usually p erfo rm ed w hile at the switchboard or con sole).
C hief
or lead operators in establishm ents em ploying m ore than one op erator are
excluded. F o r an op erator who also acts as a recep tion ist, see Switchboard
O perator -R eception ist.

P e rfo rm s one or m ore accounting c le r ic a l tasks such as posting to
re g is te r s and le d g e rs ; recon cilin g bank accounts; v e rify in g the internal con ­
sisten cy, com pleteness, and m ath em atical a ccu ra cy o f accounting docum ents;
assign in g p rescrib ed accounting distrib u tion codes; exam ining and v e r ify in g
fo r c le r ic a l accu racy various types o f r e p o rts , lis ts , calcu lation s, posting,
etc.; or preparing sim ple o r assistin g in p rep a rin g m o re com p licated jou rn al
vouchers. May w ork in either a manual o r automated accounting system .
The w ork requ ires a knowledge o f c le r ic a l methods and o ffic e p r a c ­
tic e s and procedu res which rela tes to the c le r ic a l p ro c e s s in g and reco rd in g
o f transactions and accounting in form ation . W ith e x p e rie n c e , the w o rk e r
ty p ic a lly becom es fa m ilia r with the bookkeeping and accounting te rm s and
proced u res use-d in the assigned w ork , but is not req u ired to have a know ledge
of the fo rm a l prin cip les of bookkeeping and accounting.

SW ITCHBOARD O P E R A T O R -R E C E P T IO N IS T
At a sin gle-p osition telephone switchboard o r con sole, acts both as
an operator— see Switchboard O perator— and as a recep tion ist. R eceptionist's
w ork involves such duties as greetin g v is ito rs ; determ ining nature o f v is ito r's
business and providin g appropriate inform ation; r e fe r r in g v is ito r to a p p ro­
priate person in the organ ization or contacting that person by telephone and
arranging an appointment; keeping a log o f v is ito rs .

Position s a re cla s s ifie d
definitions:

R e c e iv e s w ritten or verb a l cu stom ers' purchase ord ers fo r m a te ria l
or m erchandise fro m custom ers or sales people. W ork ty p ic a lly involves
some combination o f the follow in g duties: Quoting p ric e s ; determ ining a v a il­
ability of o rd ered item s and suggesting substitutes, when n ecessa ry; advising
expected d e liv e r y date and method o f d e liv e ry ; record in g o rd e r and custom er
inform ation on o rd e r sheets; checking o rd e r sheets fo r accu racy and
adequacy of inform ation record ed ; ascertaining cred it rating of custom er;
furnishing custom er with acknowledgement of receip t o f o rd e r; follow in g-u p
to see that o rd e r is d e liv e re d by the sp ecified date or to let custom er know
o f a delay in d e liv e ry ; maintaining o rd e r file ; checking shipping in voice
against o rig in a l o rd e r.

Class B. Under close su p ervision , fo llo w in g d eta iled instructions
and standardized p roced u res, p e rfo rm s one o r m o re routine accounting c l e r ­
ic a l operations, such as posting to le d g e r s , ca rd s , or w orksh eets w h ere
iden tification o f item s and location s o f p ostin gs a re c le a r ly indicated;
checking accuracy and com pleteness o f standardized and re p e titiv e re c o rd s
or accounting documents; and coding docum ents using a few p re s c rib e d
accounting codes.

Exclude w o rk ers paid on a com m ission basis o r whose duties
include any o f the fo llo w in g : R eceivin g o rd e rs fo r s e rv ic e s rather than fo r
m a teria l or m erchandise; providin g custom ers with consultative advice
using knowledge gained fro m engineering or extensive technical training;
em phasizing sellin g sk ills; handling m a teria l or m erchandise as an in tegral
part Of the job.
a re

c la s s ifie d

into

le v e ls

according to

B O O K K E E P IN G -M A C H IN E O P E R A T O R
O perates a bookkeeping m achine (w ith o r without a ty p e w rite r k e y ­
board) to keep a re c o rd o f business tran saction s.
Class A . Keeps a set o f re c o rd s re q u irin g a knowledge o f and
exp erien ce in basic bookkeeping p rin c ip le s , and fa m ilia r ity with the stru ctu re
o f the particu lar accounting system used.
D eterm in es p ro p e r re c o rd s and
distribution o f debit and cred it item s to be used in each phase o f the w ork.
M ay p rep a re consolidated re p o rts , balance sh eets, and other re c o rd s by hand.

the follow in g

Class A . Handles o rd ers that involve making judgments such as
choosing which sp ecific product or m a teria l fro m the establishm ent's product
lines w ill satisfy the cu stom er's needs, or determ ining the p ric e to be
quoted when p ricin g in volves m ore than m e re ly r e fe r r in g to a p ric e lis t or
making some sim ple m athem atical calculations.




le v e ls on the basis o f the fo llo w in g

Class A . Under gen eral su p ervisio n , p e rfo rm s accounting c le r ic a l
operations which req u ire the application o f e x p erien ce and judgm ent, fo r
exam ple, c le r ic a lly processin g com p licated or n on rep etitive accounting tr a n s ­
actions, selecting among a substantial v a r ie ty o f p r e s c r ib e d accounting codes
and c la ssifica tio n s, or tracin g tran saction s through p reviou s accounting
actions to determ ine source o f d is c re p a n c ie s .
M ay be a ssisted by one or
m o re class B accounting clerk s.

ORDER C L E R K

Position s
definitions:

into

Class B . Keeps a reco rd o f one o r m o re phases o r sections o f a
set o f record s usually requ irin g little know ledge o f basic bookkeeping.
Phases or sections include accounts p a yab le, p a y r o ll, c u s to m e rs ' accounts
(not including a sim ple type o f b illin g d es c rib e d under m achine b ille r ),

20

B O O K K E E PIN G -M A C H IN E O PE R A TO R — Cont Lnued

K E Y E N T R Y O P E R A T O R — Continued

cost d istribu tion , expense distribu tion, inventory control, etc. M ay check
o r a ssist in p rep aration of t r ia l balances and prepare con trol sheets fo r
the accounting departm ent.

Class B . W ork is routine and re p e titiv e . Under close supervision
or follow in g s p e c ific p roced u res or in stru ction s, w orks fro m various stan­
d ardized sou rce documents which have been coded, and follow s sp ecified
p rocedu res which have been p re s c rib e d in detail and req u ire little or no
selectin g, coding, or in terp retin g o f data to be reco rd ed . R efe rs to super­
v is o r problem s arisin g fro m erroneous i t e m s or codes or m issin g
inform ation.

M A C H IN E B IL L E R
P re p a re s statem ents, b ills , and invoices on a machine other than
an ord in a ry o r e le c tro m a tic ty p e w rite r. M ay also keep record s as to billin gs
o r shipping ch arges o r p e rfo rm other c le r ic a l work incidental to billin g
operation s.
F o r w age study purposes, machine b ille rs a re c la s s ifie d by type
o f m achine, as fo llo w s :
B illin g-m a ch in e b ille r .
Uses a special billing machine (com bination
typing ari3 adding m achine) to prep are b ills and invoices fro m cu stom ers'
purchase o r d e r s , in tern a lly prepared o rd e rs , shipping m em oranda, etc.
U sually in volves application o f predeterm in ed discounts and shipping charges
and entry o f n e c e s s a ry extensions, which may or may not be computed on
the b illin g m achine, and totals which are autom atically accumulated by
m achine.
The operation usually in volves a la rg e number o f carbon copies
o f the b ill being p rep ared and is often done on a fanfold machine.
B ookkeeping-m achine b ille r .
Uses a bookkeeping machine (with or
without a ty p e w rite r keyboard) to p rep a re cu stom ers' b ills as part o f the
accounts r e c e iv a b le operation. G en erally involves the simultaneous entry of
fig u re s on cu stom ers' le d g e r record. The machine autom atically accumulates
fig u re s on a number o f v e r tic a l columns and computes and usually prints
au tom atically the debit o r cred it balances. Does not involve a knowledge
o f bookkeeping. W orks fr o m uniform and standard types o f sales and
cred it slip s.
P A Y R O L L CLERK

Professional and Technical
C O M P U T E R SYSTEM S A N A L Y S T , BUSINESS
A n alyzes business p roblem s to form ulate procedures fo r solving
them by use o f e le c tro n ic data p ro cessin g equipment. Develops a com plete
descrip tion o f a ll sp ecification s needed to enable p rogra m m ers to prepare
req u ired d igital computer p ro gra m s. W ork in volves m ost of the fo llow in g:
An alyzes su b ject-m atter operations to be automated and identifies conditions
and c r ite r ia req u ired to achieve s a tisfa cto ry resu lts; sp ecifies number and
types of re c o rd s , file s , and documents to be used; outlines actions to be
p e rfo rm e d by person n el and com puters in sufficient detail for presentation
to m anagement and for program m in g (ty p ic a lly this in volves preparation of
w ork and data flow ch arts); coordinates the developm ent of test problem s
and p articip ates in t r ia l runs o f new and re v is e d system s; and recom m ends
equipment changes to obtain m ore e ffe c tiv e o v e r a ll operations.
(NOTE:
W ork ers p erfo rm in g both system s analysis and program m in g should be
c la s s ifie d as system s analysts i f this is the s k ill used to determ ine
th eir pay.)
Does not include em ployees p rim a r ily respon sible fo r the m anage­
ment or su pervision o f other e le c tro n ic data p rocessin g em p loyees, or s y s ­
tem s analysts p r im a r ily concerned with scien tific or engineering problem s.
For

P e r fo r m s the c le r ic a l tasks n ecessa ry to process p a y ro lls and to
m aintain p a y ro ll re c o rd s . W ork involves m ost of the fo llo w in g : P ro cessin g
w o r k e r s ' tim e o r production reco rd s; adjusting w o rk e rs ' reco rd s fo r changes
in w age ra tes, supplem entary benefits, or tax deductions; editing p a y ro ll
listin g s against source re c o rd s ; tracin g and correctin g e r r o r s in listin gs;
and assistin g in p rep aration of period ic sum m ary p a y ro ll rep orts. In a nonautomated p a y ro ll system , computes wages. W ork may requ ire a p ra ctica l
knowledge o f govern m en tal regulations, company p a y ro ll p o lic y , or the
com puter system fo r p ro cessin g p a yrolls.

w age

study purposes,

system s

analysts

are

c la s s ifie d

as

follow s:
Class A . W orks independently or under only gen eral direction on
com plex problem s in volvin g a ll phases o f system s analysis. P rob lem s are
com plex because of d iv e rs e sources o f input data and m u ltiple-u se re q u ir e ­
ments o f output data. (F o r exam ple, develops an in tegrated production sched­
uling, inventory con trol, cost analysis, and sales analysis re c o rd in which
e v e r y item o f each type is autom atically p ro cessed through the fu ll system
of reco rd s and appropriate followup actions are initiated by the com puter.)
Confers with persons concerned to determ ine the data p rocessin g problem s
and advises su b ject-m atter personnel on the im plication s o f new or re v is e d
system s of data p rocessin g operations. Makes recom m endations, if needed,
fo r approval o f m ajor system s installations or changes and for obtaining
equipment.

KEY E N TR Y O PE R ATO R
O perates a keypunch machine to record or v e r ify alphabetic and/or
num eric data on tabulating cards or on tape.
a re c la s s ifie d into le v e ls on the basis of the follow in g

M ay provid e functional d irection to lo w er le v e l system s analysts
who are assigned to assist.

C lass A . W ork req u ires the application of experien ce and judgment
in selectin g p roced u res to be follow ed and in searching fo r , in terp retin g,
selectin g, o r coding item s to be keypunched fro m a v a rie ty of source docu­
m ents. On occasion m ay also p e rfo rm some routine keypunch w ork. May
tra in in experien ced keypunch op erators.

Class B . W orks independently or under only gen eral d irection on
problem s that are r e la tiv e ly uncom plicated to analyze, plan, p rogra m , and
operate. P ro b le m s are o f lim ite d com plexity because sources o f input data
are homogeneous and the output data are c lo s e ly rela ted .
(F o r exam ple,
develops system s fo r m aintaining depositor accounts in a bank, maintaining
accounts re c e iv a b le in a r e ta il establishm ent, or maintaining inventory

P osition s
d efin itio n s.




21

C O M PU TE R SYSTEM S A N A L Y S T , BUSINESS— Continued

C O M PU TE R PR O G R AM M E R , BUSINESS— Continued

accounts in a m anufacturing or w h olesale establish m en t.) Confers with p e r ­
sons concerned to d eterm ine the data p rocessin g p roblem s and advises
su bject-m atter personnel on the im plication s of the data p rocessin g system s
to be applied.

linkage points between operations, adjustments to data when p ro g ra m r e ­
quirem ents exceed computer storage capacity, and substantial manipulation
and resequencing of data elem ents to fo rm a highly in tegrated p rogra m .
M ay provide functional d irection to low er le v e l p ro g ra m m e rs who
are assigned to assist.

OR
W orks on a segm ent o f a com plex data p rocessin g scheme or
system , as d escrib ed fo r class A . W orks independently on routine assign ­
ments and r e c e iv e s instruction and guidance on com plex assignm ents. W ork
is review ed for accuracy o f judgm ent, com pliance with instru ctions, and to
insure proper alignm ent with the o v e r a ll system .

Class B . Works independently or under only gen era l d irection on
re la tiv e ly sim ple p rogram s, or on sim ple segm ents o f com plex p rogra m s.
P ro g ra m s (o r segm ents) usually p rocess in form ation to produce data in two
or th ree v a rie d sequences or form ats. R ep orts and listin gs are produced by
refin in g, adapting, arrayin g, or making m inor additions to or deletions fro m
input data which are rea d ily available. W hile numerous re c o rd s m ay be
p rocessed , the data have been refin ed in p r io r actions so that the accuracy
and sequencing of data can be tested by using a few routine checks. T y p ic a lly ,
the p rogra m deals with routine recordkeepin g operations.

Class C . W orks under im m ediate su p ervision , c a rryin g out analy­
ses as assigned, usually o f a single a ctivity .
A ssignm ents are designed to
develop and expand p ra c tic a l exp erien ce in the application of p rocedu res and
sk ills requ ired fo r system s analysis w ork. F o r exam ple, m ay assist a higher
le v e l system s analyst by prep arin g the d etailed specification s req u ired by
p ro gra m m ers fro m in form ation developed by the higher le v e l analyst.

OR
W orks on com plex program s (as d escrib ed fo r class A ) under close
d irection of a higher le v e l p rogra m m er or su p erviso r. M ay assist higher
le v e l program m er by independently p e rfo rm in g less d ifficu lt tasks assigned,
and perform in g m ore difficult tasks under fa ir ly close direction .

C O M PU TE R P R O G R A M M E R , BUSINESS
C onverts statem ents o f business p rob lem s, ty p ic a lly p rep a red by a
system s analyst, into a sequence o f detailed instructions which are req u ired
to solve the p roblem s by autom atic data p ro cessin g equipment. W orking fro m
charts or d iagram s, the p ro g ra m m e r develops the p re c is e instructions which,
when entered into the com puter system in coded language, cause the manipu­
lation o f data to achieve d esired resu lts. W ork in volves m ost o f the fo llo w in g :
A pplies knowledge o f com puter c a p a b ilities, m athem atics, lo g ic em ployed by
com puters, and particu lar subject m atter in volved to analyze charts and
diagram s o f the p rob lem to be p rogram m ed ; develops sequence o f p rogra m
steps; w rite s detailed flow charts to show o rd e r in which data w ill be
processed ; converts these charts to coded instructions fo r machine to follow ;
tests and c o rre c ts p ro gra m s; p rep a res instructions fo r operating personnel
during production run; an alyzes, r e v ie w s , and a lters p rogram s to in crease
operating e ffic ie n c y or adapt to new req u irem en ts; maintains reco rd s of
p rogram developm ent and re v is io n s .
(N O TE :
W ork ers p erfo rm in g both
system s analysis and p rogram m in g should be c la s s ifie d as system s analysts
if this is the sk ill used to determ ine th e ir pay.)

M ay guide or instruct low er le v e l p ro g ra m m e rs .
Class C . Makes p ra ctica l applications o f program m in g p ra ctices
and concepts usually learned in fo rm a l train in g cou rses. Assignm ents are
designed to develop competence in the application o f standard procedu res to
routine problem s. R eceives close su pervision on new aspects o f assignm ents;
and w ork is review ed to v e r ify its accuracy and conform ance with req u ired
p ro ced u res.
C O M PU TE R O P E R A T O R
M onitors and operates the con trol console of a d ig ita l computer to
p rocess data according to operating in stru ction s, usually p rep a red by a p ro ­
g ra m m er. W ork includes m ost of the fo llo w in g : Studies instructions to
determ ine equipment setup and operations; loads equipment with req u ired
item s (tape r e e ls , cards, etc .); switches n e c e s s a ry a u x ilia ry equipment into
circu it, and starts and operates com puter; m akes adjustments to com puter to
c o rre c t operating problem s and m eet sp ecia l conditions; re v ie w s e r r o r s
made during operation and determ ines cause or r e fe r s p ro b lem to su p ervisor
or p ro gra m m er; and maintains operating re c o rd s .
M ay test and assist in
c o rrectin g program .

Does not include em ployees p r im a r ily respon sible fo r the m anage­
ment or su pervision o f other e le c tro n ic data p ro cessin g em p loyees, or p ro ­
gram m ers p r im a r ily concerned with s c ie n tific and/or en gin eerin g p roblem s.
F o r wage study purposes, p ro g ra m m ers are c la s s ifie d as fo llo w s:

For

Class A . W orks independently or under only gen era l d irection on
com plex p roblem s which re q u ire com petence in a ll phases of program m in g
concepts and p ra c tic e s .
W orking fro m diagram s and charts which identify
the nature o f d esired re s u lts , m ajor p ro cessin g steps to be accom plished,
and the relationships between variou s steps o f the p rob lem solvin g routine;
plans the fu ll range o f p rogram m in g actions needed to e ffic ie n tly u tilize the
computer system in achieving d esired end products.

study purposes,

com puter

op era tors

are

c la s s ifie d as

C lass A . Operates independently, or under only gen era l direction , a
computer running program s with m ost o f the follow in g c h a ra c te ris tic s :
New p rogram s a re frequ ently tested and introduced; scheduling requ irem en ts
are of c ritic a l im portance to m in im ize downtim e; the p rogram s are o f
com plex design so that identification of e r r o r source often req u ires a w orking
knowledge o f the total program , and alternate p ro gra m s may not be availab le.
M ay g ive direction and guidance to lo w er le v e l o p era to rs.

At this le v e l, p rogram m in g is d ifficu lt because com puter equipment
must be organ ized to produce s e v e r a l in te rre la te d but d iv e rs e products fro m
numerous and d iv e rs e data elem en ts. A w ide v a rie ty and exten sive number
of internal p ro cessin g actions must occu r.
This re q u ire s such actions as
developm ent of common operations which can be reu sed , establishm ent of




wage

fo llo w s :

Class B . O perates independently, or under only gen era l d irectio n , a
computer running program s with m ost o f the follow in g ch a ra cteristics:
Most o f the program s are established production runs, ty p ic a lly run on a
re g u la rly recu rrin g basis; th ere is little or no testin g o f new p rogram s

22

C O M P U T E R O P E R A T O R — Continued

D R A F T E R -T R A C E R

re q u ire d ; alternate p ro g ra m s are provided in case o rig in a l p ro g ra m needs
m a jo r change or cannot be c o rre c te d within a reasonably short tim e . In
com m on e r r o r situations, diagnoses cause and takes c o rre c tiv e action. This
usually in volves applying p re v io u s ly program m ed c o rre c tiv e steps, or using
standard c o rre c tio n techniques.

Copies plans and drawings p rep ared by others by placing tracin g
cloth or paper o v e r drawings and tra cin g with pen or pencil.
(Does not
include tracin g lim ite d to plans p r im a r ily consisting of straight lines and a
la rg e scale not req u irin g close delineation.)

OR

AND/OR

O p erates under d ire c t su pervision a computer running p ro gra m s or
segm ents of p ro g ra m s with the ch a ra cteristics described fo r class A . M ay
a s s is t a higher le v e l o p era to r by independently p erform in g le s s d ifficu lt tasks
assign ed , and p e rfo rm in g d ifficu lt tasks follow in g detailed instructions and
w ith frequent re v ie w o f operation s p erform ed .

P re p a re s sim ple or re p e titiv e drawings o f ea sily visu alized item s.
W ork is c lo s e ly su pervised during p ro g re s s .

C lass C . W ork s on routine p rogram s under clo s e su pervision . Is
expected to d evelop w orkin g knowledge o f the computer equipment used and
a b ility to detect p ro b lem s in volved in running routine p ro gra m s.
Usually has
r e c e iv e d som e fo r m a l tra in in g in computer operation. M ay a ssist higher
le v e l o p e ra to r on com p lex p ro g ra m s.
D RAFTER
C lass A . Plan s the graphic presentation of com plex item s having
d is tin c tiv e design fea tu res that d iffe r sign ifican tly fro m established drafting
p reced en ts.
W ork s in c lo se support with the design o rig in a to r, and may
recom m en d m in or design changes. A n alyzes the effect o f each change on the
d eta ils o f fo r m , function, and positional relationships o f components and
p a rts . W ork s w ith a m inim um o f su p ervisory assistance. Com pleted w ork is
r e v ie w e d by design o rig in a to r fo r consistency with p rio r engineering d e t e r ­
m in ation s. M ay eith er p re p a re drawings or d irect th eir p rep aration by lo w er
le v e l d ra fte rs .

E LE C T R O N IC S T E C H N IC IA N
W orks on variou s types o f ele c tro n ic equipment and related devices
by p erfo rm in g one or a com bination o f the follow in g: Installing, maintaining,
re p a irin g , overhauling, troubleshooting, m odifyin g, constructing, and testing.
W ork req u ires p ra c tic a l application o f tech n ical knowledge of electron ics
p rin c ip le s , ability co determ ine m ailu n ction s, and s k ill to put equipment in
req u ired operating condition.
The equipment— consisting of either many d ifferen t kinds of circuits
or m ultiple rep etition o f the same kind o f circu it— includes, but is not lim ited
to, the follow in g: (a) E lectro n ic tran sm ittin g and re c e iv in g equipment (e.g .,
ra d a r, ra d io, te le v is io n , telephone, sonar, navigational aids), (b) digital and
analog com puters, and (c) in du strial and m ed ica l m easuring and controlling
equipment.
This cla ssifica tio n excludes re p a ir e r s o f such standard electron ic
equipment as common o ffic e m achines and household radio and televisio n
sets; production assem b lers and te s te rs ; w o rk ers whose prim ary duty is
s e rv ic in g e le c tro n ic test instrum ents; technicians who have adm inistrative
or su p erviso ry resp o n sib ility; and d ra fte rs , d esign ers, and profession al
en gin eers.

C lass B.
P e r fo r m s nonroutine and com plex d raftin g assignm ents
that re q u ire the application o f m ost o f the standardized draw ing techniques
r e g u la r ly used.
Duties ty p ic a lly in volve such w ork as:
P re p a re s w orking
draw in gs o f su bassem blies w ith ir re g u la r shapes, m ultiple functions, and
p r e c is e p o sition a l relation sh ip s between components; p re p a re s a rch itectu ra l
draw in gs fo r constru ction o f a building including detail draw ings o f foun­
dations, w a ll sectio n s , flo o r plans, and roof. Uses accepted form u las and
manuals in m aking n e c e s s a ry computations to determ in e quantities o f
m a te ria ls to be used, load ca p a cities, strengths, s tre s s e s , etc. R e c e iv e s
in itia l in stru ction s, re q u irem en ts, and advice fro m su p erviso r.
Com pleted
w o rk is checked fo r tech n ica l adequacy.

P osition s
d efin itio n s:

c la s s ifie d

into le v e ls on the basis o f the follow ing

Class A . A pp lies advance tech n ical knowledge to solve unusually
com plex problem s (i.e ., those that ty p ic a lly cannot be solved solely by r e f e r ­
ence to m an u factu rers' manuals or s im ila r documents) in working on e le c ­
tro n ic equipment. Exam ples of such problem s include location and density of
c irc u itry , electro m a gn etic radiation, isolatin g m alfunctions, and frequent
en gin eerin g changes. W ork in volves: A detailed understanding of the in te r­
relationships of circu its; e x e rc is in g independent judgment in perform in g such
tasks as making circu it analyses, calculating w ave fo rm s , tracing re la tio n ­
ships in signal flow ; and re g u la rly using com plex test instruments (e .g ., dual
tra c e o s c illo s c o p e s , Q -m e te rs , deviation m e te r s , pulse gen erators).

Class C . P r e p a r e s d eta il drawings o f single units o r parts fo r
en gin eerin g, con stru ction , m anufacturing, or rep air purposes.
Typ es of
draw ings p re p a re d include is o m e tric p rojection s (depicting th re e dim ensions
in accu rate sca le) and section a l view s to c la r ify positioning o f components
and con vey needed in form ation .
C onsolidates details fro m a number of
sou rces and adjusts o r tra n sp oses scale as requ ired. Suggested methods of
approach, a p p licab le p re ced en ts, and advice on source m a te ria ls a re given
with in itia l assign m en ts.
Instructions a re less com plete when assignm ents
re c u r.
W ork m ay be spot-ch ecked during p ro g ress.




are

W ork m ay be re v ie w e d by su p ervisor (frequ ently an engineer or
d esign er) fo r gen era l com pliance with accepted p ra ctices. May provide
tech n ical guidance to lo w e r le v e l technicians.
Class B. A pp lies com prehensive tech n ical knowledge to solve com ­
plex problem s (i.e ., those that ty p ic a lly can be solved solely by p rop erly
in terp retin g m an u factu rers' manuals or s im ila r documents) in working on

23

ELE C TR O N IC S T E C H N IC IA N — Continued

M A IN T E N A N C E E L E C T R IC IA N

electro n ic equipment. W ork in volves: A fa m ilia rity with the in te rre la tio n ­
ships of circu its; and judgment in determ ining w ork sequence and in selectin g
tools and testing instrum ents, usually less com plex than those used by the
class A technician.

P e rfo rm s a v a rie ty of e le c tr ic a l tra d e functions such as the in s ta l­
lation, maintenance, or re p a ir of equipment fo r the gen eration , distribution,
or u tilization of e le c tric energy in an establishm ent. W ork in volves m ost
of the follow in g: Installing or rep a irin g any of a v a r ie ty o f e le c tr ic a l equip­
ment such as gen erators, tra n s fo rm e rs , sw itchboards, c o n tro lle rs , circu it
b re a k e rs , m otors, heating units, conduit system s, or other tran sm ission
equipment; working fro m blueprints, draw in gs, layouts, or other s p e c ifi­
cations; locating and diagnosing trou ble in the e le c tr ic a l system or equip­
ment; w orking standard computations rela tin g to load requ irem en ts of w irin g
or e le c tr ic a l equipment; and using a v a r ie ty o f e le c tr ic ia n 's handtools and
m easuring and testing instrum ents. In ge n e ra l, the w ork o f the m ain ­
tenance electricia n requ ires rounded train in g and exp erien ce usually acquired
through a form al apprenticeship or equivalent tra in in g and ex p erien ce.

R e c e iv e s tech n ical guidance, as req u ired , fro m su p ervisor or higher
le v e l technician, and w ork is re v ie w e d fo r sp e c ific com pliance with accepted
practices and w ork assignm ents. M ay p rovide technical guidance to low er
le v e l technicians.
Class C . A pplies working tech n ical knowledge to p e rfo rm sim ple or
routine tasks in w orking on ele c tro n ic equipment, follow ing detailed in stru c­
tions which cover virtu a lly all p roced u res. W ork typ ica lly in volves such
tasks as: A ssistin g higher le v e l technicians by p erform in g such a ctivities as
replacing components, w irin g circ u its , and taking test readings; rep a irin g
sim ple electro n ic equipment; and using tools and common test instruments
(e.g., m u ltim eters, audio signal g e n era to rs, tube te s te r s , o s c illo s c o p e s ).
Is not requ ired to be fa m ilia r with the in terrelation sh ip s of circu its. This
knowledge, how ever, m ay be acquired through assignm ents designed to
in crease com petence (including cla ssro o m train in g) so that w ork er can
advance to higher le v e l technician.

M A IN T E N A N C E P A IN T E R
Paints and red ecorates w a lls , w oodw ork, and fixtu res o f an estab­
lishm ent. W ork involves the fo llo w in g : Know ledge o f su rface p ecu lia rities
and types o f paint requ ired for d ifferen t applications; p rep arin g surface fo r
painting by rem oving old finish or by placing putty or f ille r in n ail holes and
in te rs tic e s ; and applying paint with spray gun or brush. M ay m ix c o lo rs ,
o ils , white lead, and other paint in gredien ts to obtain p ro p er color or
consistency. In gen eral, the w ork of the m aintenance painter req u ires
rounded training and experience usually acquired through a fo rm a l appren­
ticesh ip or equivalent training and ex p erien ce.

R ec e iv e s tech n ical guidance, as req u ired , fro m su p ervisor or higher
le v e l technician. W ork is ty p ic a lly spot-checked, but is given detailed re v ie w
when new or advanced assignm ents are in volved.
R EG ISTERED IN D U S T R IA L NURSES
A re g is te re d nurse who gives nursing s e rv ic e under gen eral m edical
direction to i l l or injured em ployees or other persons who becom e i l l or
suffer an accident on the p rem ises of a fa c to ry or other establishm ent.
Duties in volve a combination o f the fo llo w in g : G iving fir s t aid to the i l l or
injured; attending to subsequent d ressin g o f em p lo yees' in ju ries; keeping
record s o f patients trea ted ; p reparin g accident rep orts fo r compensation or
other purposes; assisting in physical exam inations and health evaluations of
applicants and em p loyees; and planning and c a rryin g out program s involving
health education, accident prevention, evaluation of plant environm ent, or
other a ctivities affectin g the health, w e lfa re , and safety o f a ll personnel.
Nursing su p ervisors or head nurses in establishm ents em ploying m ore than
one nurse are excluded.

M A IN T E N A N C E M ACHINIST

Maintenance, Toolroom, and Powerplant

Produces replacem ent parts and new parts in making re p a irs o f
m etal parts of m echanical equipment operated in an establishm ent. W ork
in volves m ost of the follow in g: In terp retin g w ritten instructions and s p e c i­
fication s; planning and laying out o f w ork; using a v a r ie ty o f m ach in ist's
handtools and p recision m easuring instrum ents; setting up and operating
standard machine tools; shaping of m eta l parts to close to le ra n c e s ; making
standard shop computations relatin g to dim ensions of w ork, to o lin g, feeds,
and speeds o f machining; knowledge of the w orkin g p ro p e rtie s of the common
m etals; selecting standard m a te ria ls , p arts, and equipment re q u ire d fo r this
w ork; and fitting and assem bling parts into m echanical equipment. In gen era l,
the m achinist's w ork n orm ally req u ires a rounded train in g in m achine-shop
p ra ctice usually acquired through a fo rm a l apprenticeship or equivalent
train in g and experience.

M A IN T E N A N C E C A R P E N T E R

M A IN T E N A N C E M ECH ANIC (M achinery)

P e rfo rm s the carpentry duties n ecessa ry to construct and maintain
in good rep a ir building woodwork and equipment such as bins, crib s,
counters, benches, partition s, d oors, flo o r s , s ta irs , casings, and trim made
of wood in an establishm ent. W ork in volves m ost o f the fo llo w in g : Planning
and laying out o f w ork fro m blueprints, draw ings, m od els, or v e rb a l
instructions; using a v a rie ty o f ca rp en ter's handtools, portable power to o ls,
and standard m easuring instrum ents; making standard shop computations
relating to dim ensions of w ork; and selectin g m a teria ls n ecessa ry fo r the
work. In gen eral, the w ork o f the m aintenance carpenter req u ires rounded
training and exp erien ce usually acquired through a fo rm a l apprenticeship or
equivalent training and exp erien ce.

Repairs m achinery or m echanical equipment o f an establishm ent.
W ork in volves m ost of the fo llow in g: Exam ining m achines and m echanical
equipment to diagnose source o f trou b le; dism antling or p a rtly dism antling
m achines and perform in g rep a irs that m ain ly in volve the use o f handtools in
scraping and fitting parts; replacin g broken or d efective parts with item s
obtained fro m stock; orderin g the production o f a replacem en t part by a
machine shop or sending the machine to a m achine shop for m a jor re p a irs ;
preparin g w ritten specifications for m a jor re p a irs o r for the production of
parts o rd ered from machine shops; rea ssem b lin g m achines; and making all
n ecessa ry adjustments for operation. In g e n e ra l, the w ork o f a m ach in ery
m aintenance mechanic requ ires rounded train in g and exp erien ce usually




24

M A IN T E N A N C E M E C H A N IC (M a ch in ery)— Continued

M IL L W R IG H T — Continued

acqu ired through a fo r m a l apprenticeship or equivalent train in g and e x p e r i­
ence. Excluded fr o m this cla s s ific a tio n are w ork ers whose p rim a ry duties
in vo lve setting up or adjusting m achines.

w ork; in terp retin g blueprints or other sp ecification s; using a va riety of handtools and riggin g; making standard shop computations relating to stresses,
strength o f m a te ria ls , and centers o f g ra v ity ; aligning and balancing equip­
ment; selectin g standard to o ls , equipment, and parts to be used; and installing
and m aintaining in good o rd e r pow er tran sm ission equipment such as drives
and speed red u cers. In gen era l, the m illw rig h t's w ork n orm ally requires a
rounded train in g and exp erien ce in the trade acquired through a form al
apprenticeship or equivalent training and exp erien ce.

M A IN T E N A N C E M E C H A N IC (M otor V eh icles)
R ep a irs au tom obiles, buses, m otortru cks, and tra c to rs o f an estab­
lish m en t. W ork in vo lves m ost o f the fo llo w in g: Examining autom otive equip­
ment to diagnose sou rce o f trou b le; disassem bling equipment and p erfo rm in g
re p a irs that in vo lve the use o f such handtools as w renches, gauges, d r ills ,
or s p e c ia lize d equipment in d isassem blin g or fitting parts; rep lacin g broken
o r d efe c tiv e parts fro m stock; grinding and adjusting va lv e s ; reassem b lin g
and in stallin g the va riou s a ssem b lies in the veh icle and making n ecessa ry
adjustm ents; and aligning w h eels, adjusting brakes and ligh ts, or tightening
body b olts. In ge n e ra l, the w ork o f the m otor veh icle m aintenance m echanic
re q u ire s rounded tra in in g and ex p erien ce usually acquired through a fo rm a l
appren ticesh ip or equ ivalent tra in in g and experien ce.
This c la s s ific a tio n does not include
t o m e r s ' v e h ic le s in autom obile re p a ir shops.

m echanics

who

re p a ir

cus­

M A IN T E N A N C E P I P E F I T T E R
In stalls or re p a ir s w a te r, steam , gas, or other types of pipe and
pip efittin gs in an establish m en t. W ork in volves m ost of the fo llo w in g : Laying
out w ork and m easu rin g to locate position o f pipe fro m drawings or other
w ritten s p e cifica tio n s; cutting variou s sizes o f pipe to c o rre c t lengths with
ch is e l and ham m er o r oxya cetylen e to rch or pipe-cutting m achines; threading
pipe with stocks and d ies; bending pipe by hand-driven or p o w er-d riven
m achines; assem blin g pipe with couplings and fastening pipe to hangers;
m aking standard shop com putations relatin g to p ressu res, flow , and size of
pipe re q u ire d ; and m aking standard tests to determ ine whether finished pipes
m eet sp ec ific a tio n s .
In g e n e ra l, the w ork of the maintenance p ip efitter
re q u ire s rounded tra in in g and ex p erien ce usually acquired through a fo rm a l
appren ticesh ip or equivalent training and experien ce. W ork ers p r im a rily
engaged in in sta llin g and re p a irin g building sanitation or heating system s
are exclu d ed .
M A IN T E N A N C E S H E E T - M E T A L W ORKER
F a b ric a te s , in s ta lls , and maintains in good rep a ir the sh eet-m etal
equipm ent and fix tu res (such as machine guards, grease pans, sh elves,
lo c k e r s , tanks, v e n tila to rs , chutes, ducts, m etal roofin g) o f an establishm ent.
W ork in volves m ost o f the fo llo w in g : Planning and laying out a ll types of
s h eet-m eta l m aintenance w ork fro m blueprints, m odels, or other s p e c ifi­
cations; setting up and op eratin g a ll available types of sh eet-m eta l w orking
m achines; using a v a r ie ty o f handtools in cutting, bending, form in g, shaping,
fittin g, and assem blin g; and in stallin g sh eet-m etal a rtic le s as requ ired . In
g e n e ra l, the w ork o f the m aintenance sh eet-m etal w orker req u ires rounded
tra in in g and ex p e rie n c e usually acquired through a fo rm a l apprenticeship or
equivalent tra in in g and e x p e rie n c e .
M IL L W R IG H T
In stalls new m achines or heavy equipment, and dism antles and
in stalls m achines or heavy equipment when changes in the plant layout are
req u ired .
W ork in vo lves m ost o f the fo llo w in g : Planning and laying out




M A IN T E N A N C E TRAD ES H E L P E R
A s s is ts one or m ore w o rk ers in the sk illed maintenance trades, by
p erfo rm in g sp ecific or gen eral duties o f le s s e r s k ill, such as keeping a
w o rk er supplied with m a teria ls and to o ls; cleaning w orking area, machine,
and equipment; assisting journeym an by holding m a teria ls or tools; and p e r­
form in g other unskilled tasks as d irected by journeym an. The kind of work
the helper is p erm itted to p e rfo rm v a rie s fro m trade to trade: In some
trades the helper is confined to supplying, liftin g , and holding m aterials and
to o ls , and cleaning working areas; and in others he is perm itted to p erform
sp e c ia lize d machine operations, or parts o f a trade that are also p erform ed
by w ork ers on a fu ll-tim e b asis.
M A C H IN E -T O O L O P E R A T O R (T O O LR O O M )
S p ecia lizes in operating one or m ore than one type of machine
to o l (e .g ., jig b o re r, grinding m achine, engine lathe, m illin g m achine) to
machine m etal for use in making or m aintaining jig s , fixtu res, cutting tools,
gauges, or m etal dies or m olds used in shaping or form ing m etal or
nonm etallic m a te ria l (e .g ., plastic, p la ster, rubber, gla s s ). W ork typ ically
in v o lv e s : Planning and p erfo rm in g difficu lt machining operations which
req u ire com plicated setups or a high d egree of accuracy; setting up machine
to o l or tools (e .g ., in stall cutting tools and adjust guides, stops, working
ta b les, and other controls to handle the s ize of stock to be machined;
determ ine proper feed s, speeds, toolin g, and operation sequence or select
those p re s c rib e d in draw ings, blueprints, or layouts); using a va riety of
p re c is io n m easuring instrum ents; making n ecessa ry adjustments during
machining operation to achieve req u isite dim ensions to v e r y close toleran ces.
M ay be re q u ire d to select proper coolants and cutting and lubricating o ils ,
to reco g n ize when tools need d ressin g, and to dress to o ls. In general, the
w ork of a m ach in e-tool operator (to o lro o m ) at the s k ill le v e l called for in
this c la ssifica tio n req u ires exten sive knowledge o f m achine-shop and to o l­
room p ra ctice usually acquired through considerable on-the-job training and
exp erien ce.
F o r cro ss-in d u stry wage study purposes, this classification does not
include m ach in e-tool operators (to o lro o m ) em ployed in tool and die jobbing
shops.
T O O L AND DIE M AK E R
Constructs and re p a irs jig s , fix tu res, cutting tools, gauges, or
m etal dies or m olds used in shaping or form in g m etal or nonm etallic
m a te ria l (e .g ., p la stic, p la ster, rubber, gla ss). W ork typ ica lly in volves:
Planning and laying out w ork according to m odels, blueprints, drawings, or
other w ritten or o ra l sp ecification s; understanding the working properties of
common m etals and alloys; selectin g appropriate m a teria ls, tools, and

25

T O O L AND DIE M A K E R — Continued

S H IP P E R AND R E C E IVE R

p rocesses req u ired to com plete tasks; making n ecessa ry shop computations;
setting up and operating various machine tools and rela ted equipment; using
various tool and die m a k er's handtools and p recisio n m easuring instrum ents;
working to v e r y clo se to lera n ces; h eat-treatin g m etal parts and finished tools
and dies to achieve req u ired qu alities; fittin g and assem bling parts to p r e ­
scrib ed toleran ces and allow ances. In gen era l, the to o l and die m a k er's
work requ ires rounded train in g in m achine-shop and to o lro o m p ra ctice
usually acquired through fo rm a l apprenticeship or equivalent train in g and
experience.

P e rfo rm s c le r ic a l and physical tasks in connection with shipping
goods of the establishment in which em ployed and r e c e iv in g incom ing
shipments. In p erform in g day-to-d ay, routine tasks, follow s established
guidelines. In handling unusual nonroutine p ro b le m s , r e c e iv e s s p e c ific guid­
ance fro m su pervisor or other o ffic ia ls .
M ay d irect and coordinate the
a ctivities o f other w ork ers engaged in handling goods to be shipped or being
rec e iv e d .

F o r cro ss-in d u stry wage study purposes, this cla ssifica tio n does not
include to o l and die m akers who (1) are em ployed in to o l and die jobbing
shops or (2) produce fo rgin g dies (die sin k ers).
S T A T IO N A R Y E NG INEER
Operates and maintains and may 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 p ow er, heat, re fr ig e r a tio n , or a ir conditioning. W ork in volves: Operating and maintaining equipment such as
steam engines, air co m p re s s o rs , gen era to rs, m o to rs ,, tu rb in es, ventilating
and re frig e r a tin g equipment, steam b o ile rs and b o ile r -fe d w ater pumps;
making equipment re p a irs ; and keeping a re c o rd of operation o f m achinery,
tem peratu re, and fuel consumption. May also su pervise these operations.
Head or ch ief engineers in establishm ents em ploying m ore than one engineer
are excluded.
B O ILE R TE N D E R
F ir e s stationary b o ile rs to furnish the establishm ent in which
em ployed with heat, p ow er, or steam .
Feeds fuels to fir e by hand or
operates a m echanical stoker, gas, or o il burner; and checks w ater and
safety va lves. May clean, o il, or assist in rep a irin g b o ile rro o m equipment.

Material Movement and Custodial
TR U C K D R IV E R
D rives a truck within a city or industrial area to transport
m a teria ls, m erch an dise, equipment, or w o rk ers between various types of
establishm ents such as: Manufacturing plants, freigh t depots, w arehouses,
wholesale and r e ta il establishm ents, or between re ta il establishm ents and
cu stom ers' houses or places o f 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 e r. Salesrou te and o v e r-th e -ro a d d riv e rs are excluded.
F o r wage study purposes, tru c k d riv e rs are c la s s ifie d by type and
rated capacity o f tru ck, as fo llo w s:
T ru c k d riv e r, light truck
(straigh t truck, under 1V2 tons, usually 4 w h eels)
T ru c k d riv e r, m edium truck
(straigh t tru ck, lVz to 4 tons in clu sive, usually 6 w h eels)
T ru c k d riv e r, heavy truck
(straigh t truck, o v e r 4 tons, usually 10 w h eels)
T ru c k d riv e r, t r a c t o r - t r a ile r




Shippers ty p ica lly are resp on sib le fo r m ost o f the follow in g:
V e rify in g that ord ers are accurately fille d by com paring item s and quantities
o f goods gathered for shipment against documents; insuring that shipments
are p ro p e rly packaged, identified with shipping in form ation , and loaded into
tran sportin g veh icles; preparing and keeping re c o rd s o f goods shipped, e .g .,
m an ifests, b ills of lading.
R e c e iv e rs typ ica lly are resp on sib le fo r m ost o f the follow in g:
V e rify in g the correctn ess o f incom ing shipments by com paring item s and
quantities unloaded against b ills o f lading, in v o ic e s , m an ifests, storage
re c e ip ts , or other reco rd s; checking fo r dam aged goods; insuring that
goods are appropriately iden tified fo r routing to departm ents within the
establishm ent; preparing and keeping re c o rd s o f goods r e c e iv e d .
F o r wage study purposes, w ork ers are c la s s ifie d as fo llo w s:
Shipper
R e c e iv e r
Shipper and r e c e iv e r

W AREH O USEM AN
As directed, perform s a v a rie ty o f warehousing duties which re q u ire
an under standing of the establishm ent's stora ge plan. W ork in volves m ost
o f the follow ing: V e rify in g m a teria ls (or m erch a n d ise) against re c e iv in g
documents, noting and reportin g discrep an cies and obvious dam ages; routing
m a teria ls to p rescrib ed storage location s; sto rin g, stacking, or p a lletizin g
m a teria ls in accordance with p re s c rib e d stora ge m ethods; rea rra n g in g and
taking inventory o f stored m a te ria ls ; exam ining stored m a te ria ls and r e ­
porting d eterioration and damage; rem ovin g m a te ria l fr o m storage and
p reparin g it for shipment. May operate hand or pow er trucks in p e rfo rm in g
warehousing duties.
Exclude w ork ers whose p rim a ry duties in vo lve shipping and r e ­
ceivin g w ork (see Shipper and R e c e iv e r and Shipping P a c k e r ), o rd e r fillin g
(see O rd er F ille r ), or operating pow er trucks (s e e P o w e r -T r u c k O p era to r).

ORDER F IL L E R
F ills shipping or tra n sfer o rd e rs fo r fin ish ed goods fro m stored
m erchandise in accordance with sp ecifica tion s on sales slip s , cu stom ers'
o rd e rs , or other instructions. M ay, in addition to fillin g o rd e rs and in ­
dicating item s fille d or om itted, keep re c o rd s o f outgoing o r d e r s , requ isition
additional stock or rep o rt short supplies to s u p e rv is o r, and p e r fo r m other
rela ted duties.

S H IP P IN G P A C K E R

GUARD— Continued

P r e p a r e s fin ish ed products fo r shipment or storage by placing them
in shipping con tain ers, the s p e c ific operations p erfo rm ed being dependent
upon the type, s iz e , and number of units to be packed, the type o f container
em ployed, and method o f shipment. W ork req u ires the placing of item s in
shipping containers and m ay in volve one or m ore of the fo llo w in g : Knowledge
of variou s item s o f stock in o rd e r to v e r ify content; selection of appropriate
type and s iz e o f container; in sertin g enclosures in container; using e x c e ls io r
or other m a te r ia l to preven t breakage or damage; closin g and sealing
container; and applying la b els or entering identifying data on container.
P a c k e rs who also m ake wooden boxes or crates are excluded.

foot o r by m otor v e h ic le , or escortin g persons or p rop erty. May be deputized
to make a rre s ts .
May also help v is ito rs and custom ers by answering
questions and givin g d irection s.
Guards em ployed by establishm ents which p rovide p rotective s e r ­
v ic e s on a contract basis are included in this occupation.
F o r wage study purposes, guards are c la s s ifie d as follow s:
Class A . E n forces regu lations designed to prevent breaches of
secu rity.
E x e rc is e s judgment and uses d iscretio n in dealing with e m e r­
gencies and secu rity violation s encountered.
D eterm ines whether firs t
response should be to in terven e d ire c tly (asking fo r assistance when deemed
n ecessa ry and tim e a llo w s), to keep situation under su rveilla n ce, or to r e ­
port situation so that it can be handled by appropriate authority. Duties
re q u ire s p e c ia lize d train in g in methods and techniques o f protecting security
a rea s. Com m only, the guard is req u ired to dem onstrate continuing physical
fitn ess and p ro fic ie n c y with fire a rm s or other sp ecia l weapons.

M A T E R IA L H A N D L IN G LA B O R E R
A w o rk e r em ployed in a w arehouse, manufacturing plant, s to re , or
other establishm ent w hose duties in volve one or m ore o f the fo llo w in g :
Loading and unloading va riou s m a teria ls and m erchandise on or fro m freigh t
c a rs , tru ck s, or other tran sp ortin g d evices; unpacking, shelving, or placing
m a te ria ls or m erch an dise in proper storage location; and tran sportin g
m a te ria ls or m erch an dise by handtruck, car, or w h eelbarrow .
Longshore
w o rk e rs , who load and unload ships, are excluded.

Class B . C a rrie s out instructions p rim a r ily oriented t o w a r d
insuring that em ergen cies and secu rity violation s are rea d ily d isco v­
ere d and rep o rted to appropriate authority. Interven es d irectly only in
situations which re q u ire m in im al action to safeguard p rop erty or persons.
Duties re q u ire m in im al train in g.
Com m only, the guard is not requ ired
to dem onstrate ph ysical fitn ess.
May be arm ed, but gen erally is not
re q u ire d to dem onstrate p ro fic ie n c y in the use o f fire a rm s or special
w eapons.

P O W E R -T R U C K O P E R A T O R
O perates a m anually con trolled gasolin e- or e le c tric -p o w e re d truck
or tr a c to r to tra n sp ort goods and m a teria ls of a ll kinds about a w arehouse,
m anufacturing plant, o r other establishm ent.

J A N IT O R , P O R T E R , OR C L E A N E R

F o r w age study pu rposes, w ork ers are c la s s ifie d by type o f p o w ertru ck , as fo llo w s:

Cleans and keeps in an o rd e rly condition fa c to ry working areas and
w ash room s, or p rem ises of an o ffic e , apartment house, or co m m ercia l or
other establishm ent. Duties in volve a com bination of the fo llo w in g : Sweeping,
mopping or scrubbing, and polishing flo o rs ; rem o vin g chips, trash , and other
refu se; dusting equipment, fu rn itu re, or fix tu res; polishing m etal fixtu res or
trim m in g s ; provid in g supplies and m inor maintenance s e rv ic e s ; and cleaning
la v a to rie s , show ers, and re s tro o m s . W o rk ers who sp ecia lize in window
washing are excluded.

F o r k lift op erator
P o w e r-tru c k o p era to r (other than fo rk lift)
G U ARD
P ro te c ts p ro p e rty fro m theft or dam age, or persons fro m hazards
or in te rfe re n c e . Duties in v o lv e servin g at a fixed post, making rounds on




27

Service Contract
Act Surveys
The fo llow in g areas a re s u r­
veyed p e rio d ic a lly fo r use in adm in­
isterin g the S e r v ic e C ontract A ct
o f 1965. Su rvey resu lts a re pub­
lished in re le a s e s which a re a v a ila ­
ble, at no cost, w h ile supplies last
fro m any o f the BLS re g io n a l o ffices
shown on the back c o v e r.

A laska (statew id e)
Albany, Ga.
Albuquerque, N. M ex.
A lexan dria—L e e s v ille , La.
Alpena—
Standish—
Taw as C ity, Mich.
Ann A rb o r, Mich.
A s h e v ille , N.C.
Augusta, Ga.—
S.C.
Austin, Tex.
B a k ersfield , C a lif.
Baton Rouge, La.
Battle C reek, M ich.
B eau m on t-P ort A rth u r— range
O
and Lake C h a rles, T e x .—La.
B iloxi— ulfport and Pascagou la—
G
M oss Point, M iss.
Binghamton, N. Y.
Birm ingham , A la .
Bloom ington—
Vincennes, Ind.
B rem erton —
Shelton, Wash.
Brunswick, Ga.
C edar Rapids, Iowa
Champaign—
Urbana—
Rantoul, 111.
C harleston— orth C harleston—
N
W alterb oro, S.C.
C harlotte—
Gastonia, N.C.
C la rk s v ille — op k in sville, Tenn.—
H
Ky.
Columbia—
Sum ter, S.C.
Columbus, Ga.— la.
A
Columbus, M iss.
Connecticut (statew id e)
Decatur, HI.
Des M oines, Iowa
Dothan, A la .
Duluth— u perior, Minn.—W is.
S
E l P a so— la m o g o rd o —
A
Las C ru ces,
T ex .—N. M ex.
Eugene— p rin gfield — edford, O reg.
S
M




F a y e tte v ille , N.C.
F o r t Lau derdale— ollyw ood
H
and W est P a lm Beach—
Boca Raton, F la.
F o r t Smith, A rk .—
Okla.
F o r t Wayne, Ind.
Gadsden and Anniston, A la.
G oldsboro, N.C.
Grand Island-H astings, N ebr.
Guam, T e r r it o r y of
H a rrisb u rg—Lebanon, Pa.
K n o x ville, Tenn.
La C ro s s e —
Sparta, W is.
L ared o, Tex.
Las Vegas—Tonopah, Nev.
Lexington— ayette, Ky.
F
L im a, Ohio
L ittle Rock— orth L ittle Rock, A rk.
N
L o ra in — ly ria , Ohio
E
L o w e r E astern Shore, Md.—Va.—
Del.
Macon, Ga.
M adison, W is.
M aine (statew id e)
M an sfield, Ohio
M c A lle n — arr^E dinbu rg
Ph
and B ro w n s v ille — arlingen—
H
San Benito, Tex.
M erid ian , M iss.
M id d lesex, Monmouth, and
Ocean Counties, N. J.
M o b ile— en sacola—
P
Panam a C ity,
A la .— la.
F
Montana (statew id e)
N a sh ville—
Davidson, Tenn.
N ew B ern—
Jackson ville, N.C.
N ew H am pshire (statew id e)
North Dakota (statew id e)
N orth ern New Y o rk
N orth w est Texas
Orlando, Fla.
Oxnard— im i V a lle y —
S
Ventura, C a lif.
P e o r ia , HI.
Phoenix, A r iz .
P in e Bluff, A rk .
Pueblo, Colo.
P u erto R ico
R aleigh —
Durham, N.C.
Reno, Nev.

R iv e rs id e —
San Bernardino—
Ontario, C alif.
Salina, Kans.
Salinas—
Seaside— onterey, C alif.
M
Sandusky, Ohio
Santa Barbara-Santa M aria—
Lom poc, C alif.
Savannah, Ga.
Selm a, Ala.
Sherman—
Denison, Tex.
Shreveport, La.
South Dakota (statew ide)
Southeastern Massachusetts
Southern Idaho
Southwest V irgin ia
Spokane, Wash.
Springfield, 111.
Stockton, Calif.
Tacom a, Wash.
Tampa—
St. P etersb u rg, Fla.
Topeka, Kans.
Tucson—
Douglas, A r iz .
Tulsa, Okla.
Upper Peninsula, Mich.
V a lle jo — a irfie ld —
F
Napa, C alif.
V erm on t (statew ide)
V irg in Islands of the U.S.
Waco and KiUeen—
Tem ple, Tex.
W aterloo—
Cedar F a lls, Iowa
W est V irgin ia (statew ide)
W estern and Northern
M assachusetts
W ichita F a lls—Lawton—
Altus,
T ex .—
Okla.
Yakima—Richland—
Kennewick—
Pendleton, Wash.—
Oreg.

A L S O A V A IL A B L E —
An annual re p o rt on s a la rie s fo r
accountants, auditors, ch ief account­
ants, attorneys, job analysts, d ir e c ­
to rs o f personnel, buyers, chem ists,
engin eers, engineering technicians,
d ra fte rs ,
a n d c le r ic a l em ployees
is available.
O rd er as BLS BuUetin 2004, N ational Survey of P r o ­
fession a l, A d m in istra tive, Tech n ical
and C le r ic a l Pay, M arch 1978, $2.40
a copy, fr o m any of the BLS r e ­
gional sales o ffic e s shown on the
back co v e r, or fro m the Superin­
tendent o f Documents, U.S. G o v e rn ­
m ent P rin tin g O ffice, Washington,
D.C. 20402.

Area Wage
Surveys
A lis t o f the la te s t bulletins available is presented below. Bulletins
m ay be purchased fr o m any o f the BLS region a l offices shown on the back
c o v e r, o r fr o m the Superintendent of Documents, U.S. G overnm ent P rin tin g
O ffic e , Washington, D .C. 20402. Make checks payable to Superintendent of
Docum ents. A d ir e c to r y o f occupational wage surveys, co verin g the yea rs
1970 through 1977, is a v a ila b le on request.

A rea
A k ron , Ohio, D ec. 1978 _______________________________________
Albany—
Schenectady—T r o y , N .Y ., Sept. 1978 1_______________
Anaheim —
Santa A n a -G a rd en G rove,
C a lif., Oct. 19781 _____________________________________________
Atlanta, Ga., M ay 1979_________________________________________
B a ltim o re , M d ., Aug. 1978 1 ___________________________________
B illin g s , M ont., July 1978_____________________________________
B irm ingham , A la ., M a r. 1978_________________________________
Boston, M ass., Aug. 19781_____________________________________
B uffalo, N .Y ., Oct. 19781______________________________________
Canton, Ohio, M ay 1978________________________________________
Chattanooga, T en n .-G a ., Sept. 1978 1_________________________
C h icago, 111., M ay 1979_________________________________________
Cincinnati, Ohio—
Ky.—Ind., July 1978_________________________
C levelan d , Ohio, Sept. 1978____________________________________
Colum bus, Ohio, Oct. 1978 1___________________________________
Corpus C h ris ti, T ex ., July 1978______________________________
D a lla s - F o r t W orth, T e x ., Oct. 1978 1
_________________________
D avenport—R ock Island— olin e, Iow a—
M
111., Feb. 1979_______
Dayton, Ohio, D ec. 1978 _______________________________________
Daytona Beach, F la ., Aug. 1978 ______________________________
D en vei—
-Boulder, C o lo ., D ec. 1978____________________________
D etro it, M ich ., M ar. 1979 1_________________________________ —
F re s n o , C a lif., June 1978 1___________________________________
G a in e s v ille , F la ., Sept. 1978 _________________________________
G ary—
Hammond— ast C hicago, Ind., Aug. 1979 1___________
E
G reen Bay, W is., July 19781 _________________________________
G reen sb o ro — in ston -S alem —
W
High Point,
N .C ., Aug. 1978_______________________________________________
G re e n v ille —
Spartanburg, S.C ., June 1978 ___________________
H a rtford , Conn., M ar. 1979__________________________________
Houston, T e x ., A p r. 1979_____________________________________
H u n tsville, A la ., F eb. 1979___________________________________
Indianapolis, Ind., Oct. 19781 ________________________________
Jackson, M is s ., Jan. 1979 1__________________________________
Jack son ville, F la ., D ec. 1978 ________________________________
Kansas C ity, M o .-K a n s ., Sept. 1978_________________________
Los A n g eles—Long Beach, C a lif., Oct. 1978 1 _______________
L o u is v ille , K y.—Ind., N ov. 1978______________________________
M em phis, Tenn.— r k .— is s ., N ov. 1978 ____________________
A
M




A rea

Bulletin number
and p ric e *

M iam i, F la ., Oct. 19781
_______________________________________ 2025-60, $1.30
M ilwaukee, W is., A p r. 1979___________________________________ 2050-8,
$1.30
M inneapolis—
St. Paul, Minn.—W is., Jan. 1979_______________ 2050-1,
$1.30
Nassau—
Suffolk, N. Y ., June 1978 1____________________________ 2025-33, $1.30
Newark, N .J ., Jan. 1979_______________________________________ 2050-5, $1.30
New O rleans, La., Jan. 1979 1________________________________ 2050-2, $1.30
B u lletin number
New York, N .Y .-N .J ., M a y l 9 7 8 1 ____________________________ 2025-35, $1.50
and p r ic e *
N orfolk —V irg in ia Beach—
Portsm outh, Va.—
N .C ., M ay 1979 1_____________________________________________ 2050-22, $1.75
2025-63, $ 1.00
2025-58, $1.20
N orfolk—V irg in ia Beach—
Portsm outh and
N ew port News—
Hampton, Va.— .C .,M ay 1978------------------ 2025-21, 80 cents
N
2025-65,
$1.30 N orth east Pennsylvania, Aug. 1978 --------------------------------- 2025-47, $1.00
2050-20,
$1.30 Oklahoma C ity, O kla., Aug. 1978_____________________________ 2025-40, $1.00
2025-50,
$1.50 Omaha, N ebr.—Iowa, Oct. 1978_______________________________
2025-56, $1.00
C
2025-38,
$1.00 P a terson — lifto n -P a s s a ic , N.J., June 1978 1________________ 2025-36, $1.20
Philadelphia, P a.—
N.J., Nov. 1978 ___________________________ 2025-54, $1.30
2025-15,
80 cents
2025-43,
$1.50 Pittsburgh, P a., Jan. 1979 1___________________________________ 2050-11, $1.50
2025-71,
$1.30 Portland, Maine, Dec. 19781 _________________________________ 2025-70, $1.20
2025-22,
70 cents
Portland, O reg.—Wash., M ay 1978 ___________________________ 2025-25, $1.00
2025-51,
$1.20 Poughkeepsie, N. Y ., June 1978 1_____________________________
2025-37, $1.10
Kingston—
Newburgh, N .Y ., June 1978 1 ------- 2025-42, $1.20
2050-21,
$1.75 Poughkeepsie—
W
2025-39,
$1.10 P ro v id e n c e — arwick—Pawtucket, R .I.—
M ass., June 1978_____________________________________________ 2025-27, $1.40
2025-49,
$1.30
2025-26, 80 cents
2025-59,
$1.50 Richmond, Va., June 1978____________________________________
2050-13, $1.50
2025-29,
$1.00 St. Louis, M o.—111., M ar. 1979 1______________________________
2025-75, $1.00
2025-52,
$1.50 Sacram ento, C a lif., Dec. 1978 _______________________________
2025-64, $ 1.00
2050-10,
$1.00 Saginaw, M ich., Nov. 1978 ___________________________________
2025-66,
$1.00 Salt Lake C ity—Ogden, Utah, Nov. 1978 1 ____________________ 2025-72, $1.30
2025-48,
$1.00 San Antonio, T ex., M ay 1979__________________________________ 2050-17, $1.00
2025-68,
$ 1.20 San D iego, C a lif., Nov. 1978__________________________________ 2025-73, $1.00
San F ran cisco-O aklan d, C a lif., M ar. 1979------------------------- 2050-14, $1.20
2050-7,
$1.50
San Jose, C a lif., M ar. 1979___________________________________ 2050-19, $1.10
2025-31, $1.20
Seattle— verett, Wash., Dec. 1978___________________________ 2025-74, $1.00
E
2025-45, $1.00
South Bend, Ind., Aug. 1978___________________________________ 2025-44, $1.00
(To be surveyed)
Toledo, Ohio— ich., M ay 1979_______________________________
M
2050-16, $1.10
2025-41, $1.20
Trenton, N.J., Sept. 1978 1 ___________________________________
2025-55, $1.20
Utica—Rom e, N .Y ., July 1978_________________________________ 2025-34, $1.00
2025-46, $1.00
Washington, D .C .-M d .-V a ., M ar. 1979_______________________ 2050-4, $1.20
2025-30, $ 1.00
W ichita, K an s., A pr. 1979____________________________________
2050-18, $1.00
2050-12, $1.10
W o rc e s te r, M ass., A p r. 1979________________________________
2050-23, $1.50
2050-15, $1.30
York, P a., Feb. 1979__________________________________________ 2050-6, $1.00
2050-3,
$ 1.00
2025-57, $1.50
2050-9,
$1.20
2025-67, $1.00
2025-53, $ 1.30
2025-61, $1.50
* Prices are determined by the Government Printing Office and are subject to change.
2025-69, $1.00
1 Data on establishment practices and supplementary wage provisions are also presented.
2025-62, $ 1.00

U.S. Department of Labor
Bureau of Labor Statistics
Washington, D.C. 20212

Postage and Fees Paid
U.S. Department of Labor
Third Class Mail

Official Business
Penalty for private use, $300

Lab-441

Bureau of Labor Statistics Regional Offices
Region I

Region II

Region Itt

Region IV

1603 JFK Federal Building
Government Center
Boston, Mass 02203
Phone: 223-6761 (Area Code 617)

Suite 3400
1515 Broadway
New York, N Y. 10036
Phone: 399-5406 (AreaCode212)

3535 Market Street,
P.O Box 13309
Philadelphia, Pa. 19101
Phone: 596-1154 (AreaCode215)

Suite 540
1371 Peachtree St., N E.
Atlanta, Ga. 30309
Phone:881-4418 (Area Code 404)

Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont

New Jersey
New York
Puerto Rico
Virgin Islands

Delaware
District of Columbia
Maryland
Pennsylvania
Virginia
West Virginia

Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee

Region V

Region VI

Regions VII and VIII

Regions IX and X

9th Floor, 230S. Dearborn St.
Chicago, III 60604
Phone: 353-1880 (Area Code312)

Second Floor
555 Griffin Square Building
Dallas, Tex. 75202
Phone: 767-6971 (Area Code 214)

Federal Office Building
911 Walnut St.. 15th Floor
Kansas City, Mo. 64106
Phone: 374-2481 (AreaCode816)

450 Golden Gate Ave
Box 36017
San Francisco, Calif 94102
Phone:556-4678 (Area Code 415)

Arkansas
Louisiana
New Mexico
Oklahoma
Texas

VII
Iowa
Kansas
Missouri
Nebraska

IX
Arizona
California
Hawaii
Nevada

Illinois
Indiana
Michigan
Minnesota
Ohio
Wisconsin




VIII
Colorado
Montana
North Dakota
South Dakota
Utah
Wyoming

X
Alaska
Idaho
Oregon
Washington