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AREA WAGE SURVEY
Worcester, Massachusetts, Metropolitan Area
May 1975
Bulletin 1850-24
DOCUMENT COLLECTION
DEC 9 1975
Dayton & Montgomery Co.
Public Library
U.S. DEPARTMENT OF LABOR
_
Bureau of Labor Statistics
Preface
T h is bulletin p rovides resu lts of a M ay 1975 su rvey of occupational earnings and
supplem entary wage benefits in the W o rc e s te r, M assach u setts, Standard M etrop olitan
S tatistical A re a (the city o f W o rcester and 24 towns in W o rc e s te r County). The su rvey
was made as part of the Bureau of Labor S ta tis tic s ' annual a rea wage su rvey p ro gra m .
The p ro g ra m is designed to yield data fo r individual m etrop olitan a re a s , as w e ll as national
and regio n a l estim ates fo r all Standard M etropolitan S ta tistica l A r e a s in the United States,
excluding Alaska and Hawaii.
A m ajor consideration in the area wage su rvey p ro g ra m is the need to d escrib e
the le v e l and m ovem ent o f wages in a v a rie ty of labor m a rk ets, through the an alysis o f (1)
the le v e l and distribution of wages by occupation, and (2) the m ovem ent o f w ages by o c c u
pational ca tegory and sk ill le v e l. The p rogram d evelop s in form ation that m ay be used fo r
many purposes, including wage and salary adm inistration, c o lle c tiv e bargain in g, and a s s is
tance in determ ining plant location. Survey resu lts also a re used by the U.S. Departm ent
of L ab or to make w age determ inations under the S e rv ic e C ontract A ct o f 1965.
C u rren tly, 82 a rea s are included in the p ro gra m .
(See lis t o f a re a s on inside back
c o v e r.)
In each a re a , occupational earnings data a re c o lle c te d annually. In form ation on
establishm ent p ra ctices and supplementary wage benefits is obtained e v e r y th ird y ea r.
Each year a fte r a ll individual area wage su rveys have been com pleted, two sum m ary
bulletins a re issued. The fir s t brings together data fo r each m etrop olitan a rea surveyed.
The second sum m ary bulletin presents national and reg io n a l estim a tes, p ro je c te d fro m
individual m etropolitan area data.
The W o rc e s te r survey was conducted by the Bureau's re g io n a l o ffic e in Boston, Mass.,
under the gen era l d irection of Paul V. M ulkern, A s s o c ia te A ssista n t R egion al D ire c to r fo r
O perations. The su rvey could not have been accom plish ed without the cooperation of the
many fir m s whose w age and salary data provided the b asis fo r the sta tistica l inform ation
in this bulletin. The Bureau w ishes to exp ress sin cere a p p reciation fo r the cooperation
rec e iv e d .
Note:
A re p o rt on occupational earnings and supplem entary wage p rovision s in the
W o rcester area is availab le fo r the m achinery (F e b . 1973) industry.
A ls o availab le fo r the
W o rcester a rea a re listin gs of union wage rates fo r seven s elected building tra d es.
F ree
copies of these a re available fro m the B ureau's reg io n a l o ffic e s .
(See back c o v e r fo r
a d d re s s e s .)
AREA W AGE SURVEY
Bulletin 1850-24
August 1975
U.S. D E P A R T M E N T O F L A B O R , John T . Dunlop, Secretary
BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner
Worcester, Massachusetts, Metropolitan Area, May 1975
CONTENTS
Page
Introduction____________________________________________________________________________________________ _______________________________
2
T ables:
A. Earnings:
A - 1, Weekly earnings of office workers-----------------------------------3
A-2. Weekly earnings of professional and technical w orkers-------------—------------------------------------------------------------------------- 5
A-3. Average weekly earnings of office, professional, and technical workers, by sex-------------------------------------------------- 6
A-4. Hourly earnings of maintenance and power plant w orkers______________________________
7
A - 5. Hourly earnings of custodial and material movement w orkers________________________________________________________
8
A-6. Average hourly earnings of maintenance, powerplant, custodial, and material movement workers, by sex________ 9
A-7. Percent increases in average hourly earnings for selected occupationalgroups, adjusted for employment shifts.. 10
B. Establishment practices and supplementary wage provisions:
B - l. Minimum entrance salaries for inexperienced typists and clerks_____________________________________________________
B-2. Late-shift pay provisions for full-time manufacturing plant w orkers_________________________________________________
B-3. Scheduled weekly hours and days of full-time first-shift workers______________________________________________ ______
B-4. Annual paid holidays for full-time w orkers____________________________________________________________________________
B-4a. Identification of major paid holidays for full-time w orkers___________________________________________________________
B-5.
Paid vacation provisions for full-time workers___________________________________________________ .___________________
B-6. Health, insurance, and pension plan provisions for full-time w orkers_______________________________________________
11
12
13
14
15
16
18
Appendix A. Scope and method of survey____________________________________________________________________________________________
Appendix B. Occupational descriptions_____________________________________ .________________________________________________________
21
25
For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D. C. 20402, GPO Bookstores, or
BLS Regional Offices listed on back cover. Price 80 cents. Make checks payable to Superintendent of Documents.
Introduction
This area is 1 of 82 in which the U.S. Department of Labor's
Bureau of Labor Statistics conducts surveys of occupational earnings and
related benefits on an areawide basis. In this area, data were obtained
by personal visits of Bureau field economists to representative estab
lishments within six broad industry divisions: Manufacturing; transpor
tation, communication, and other public utilities; wholesale trade; retail
trade; finance, insurance, and real estate; and services. Major industry
groups excluded from these studies are government operations and the
construction and extractive industries. Establishments having fewer than
a prescribed number of workers are omitted because of insufficient
employment in the occupations studied. Separate tabulations are provided
for each of the broad industry divisions which meet publication criteria.
A-series tables
Tables A - l through A-6 provide estimates of straight-time
hourly or weekly earnings for workers in occupations common to a
variety of manufacturing and nonmanufacturing industries. Occupations
were selected from the following categories: (a) Office clerical, (b) pro
fessional and technical, (c) maintenance and power pi ant, and (d) custodial
and material movement. In the 31 largest survey areas, tables A - la
through A-6a provide similar data for establishments employing 500
workers or more.
Following the occupational wage tables is table A - 7 which
provides percent changes in average earnings of office clerical work
ers, electronic data processing workers, industrial nurses, skilled
maintenance workers, and unskilled plant workers. This measure of
wage trends eliminates changes in average earnings caused by employ
ment shifts among establishments as well as turnover of establishments
included in survey samples. Where possible, data are presented for all
industries, manufacturing, and nonmanufacturing. Appendix A discusses
this wage trend measure.
B-series tables
The B-series tables present information on minimum entrance
salaries for office workers; late-shift pay provisions and practices for
plant workers in manufacturing; and data separately for plant and office
workers on scheduled weekly hours and days of first-shift workers; paid
holidays; paid vacations; and health, insurance, and pension plans.
Appendixes
This bulletin has two appendixes. Appendix A describes the
methods and concepts used in the area wage survey program. It provides
information on the scope of the area survey and information on the area's
industrial composition in manufacturing. It also provides information
on labor-management agreement coverage. Appendix B provides job
descriptions used by Bureau field economists to classify workers in
occupations for which straight-time earnings information is presented.
A. Earnings
Table A-1. Weekly earnings of office workers in Worcester, Mass., May 1975
Weekly •amings 1
(stanclard)
umber
Occupation and industry division
orkers
Average
weekly
hours1
(standard)
Mean *
Median *
Middle ranged
95
100
Number of workers receiving straight-time weekly earnings of—
$
S
S
$
S
$
S
$
$
$
S
S
105 110 115 120 125 130 135
140 145 150 155 160 170
100
105
110
$
$
90
Under
and
S
under
90
95
S
S
$
i
180
190
200
S
$
200 210
and
115
120
125
130
135
140
145
2
2
6
2
4
4
4
-
10
6
6
2
-
150
155
16Q
170
180
190
2
2
6
2
2
2
•
-
“
-
*
210
over
4
4
2
2
ALL WORKERS
BILLERS* MACHINE (HILLING
MACHINE) --------------------------------------MANUFACTURING ----------------------------
48
28
$
$
$
$
38,0 149.00 138.00 132.50-163.50
40.0 155.50 140.00 128.00-175.00
-
BOOKKEEPING-MACHINE o p e r a t e s ,
CLASS R -----------------------------------------
26
39.0 136.50 140.50 125.00-143.00
-
CLERKS* ACCOUNTING* CLASS A — ------MANUFACTURING-------------------------—
MONMANUFACTURING t — ------------------
348
111
237
38.5 167.50 160.00 140.00-200.00
39.0 164.00 155.00 144.50-184.00
38.0 169.00 170.00 140.00-200.00
-
-
-
-
“
-
CLERKS, ACCOUNTING, CLASS O ---------MANUFACTURING ---------------------------NONMANUFACTUhING — --------------------
273
92
181
38.0 127.00 122.00 110.00-136.00
38.5 131.00 125.50 115.00-136.00
38.0 124.50 120.00 104.00-137.00
1
1
5
5
CLERKS, FILE, CLASS B -------------------MANUFACTURING-------------------- -------
64
34
39.0 116.00 113.00 105.00-128.50
39.5 125.00 121.00 110.00-131.50
5
“
CLERKS, FILE, CLASS C --------------------
78
44
38.5 105.00 104.00
38.0 100,50 100.00
99.00-111,00
94,00-106,50
-
--------------------------------MANUFACTURING —
— —
—
55
5<*
39.5 144.00 139.00 l i e . 00 - 16 2 .0 0
39.0 144.50 142.00 118.00-164.50
2
2
CLERKS, PAYROLL ----------------------------MANUFACTURING ---------------------------NONMANUFfiCTURING---- — —
—
135
81
54
39.0 149.00 143.00 133.50-161.50
39.5 147.00 145.00 133.50-155.50
38.5 152.00 143.00 133.50-179.00
_
-
KEYPUNCH OPERATORS, class a ---------MANUFACTURING------------------------ —
NONMANUFACTURING — — — — — —
116
53
63
38.0 150.00 148.00 137.00-165.50
38.5 143.50 147.50 125.50-155.50
37.5 155.50 148.00 144.50-173.00
-
-
-
-
“
-
KEYPUNCH OPERATORS, CLASS o ---------MANUFACTURING ---------------------------MONMAHUFACTURIMG---- — —
— -
93
42
51
38.5 124.00 125.00 112.5u-132.00
39.0 126.00 127.00 113.00-134.00
38.0 122.50 122.00 111.00—131.50
•
_
2
3
-
-
-
-
-
2
3
9
5
4
16
8
8
MESSENGERS ------------------------------------NONMANUFACTUPINS------- ---------- -—
52
31
38.0 106.00 106.50 100.00-116.00
37.5 107.50 106.00 97.00-116.00
4
4
3
2
7
3
7
4
9
3
4
2
12
10
SECRETARIES -----------------------------------MANUFACTURING ---- ----------------------NONMAnUFACTORTNG — — — — — — —
531
303
228
38.5 167.00 166.00 149.00-184.50
39.0 170.50 168.00 154.00-186.50
37.5 163.00 162.00 145.50-178.50
-
_
-
-
-
-
-
-
5
1
1
1
2
2
-
-
-
-
-
-
SECRETARIES, CLASS A -----------------MANUFACTURING------- --------------------
41
32
38.5 197.50 190.00 171.00-236.00
38.5 197.50 192.50 168.00-236.00
SECRETARIES, CLASS d -----------------MANUFACTURING------------------ ---- ---NONMANUF 4CTUG I NG ------- ----- ------- -
178
104
74
38.5 176.50 173.50 156.50-196.00
38.5 178.50 175.00 156.50-196.00
37.5 174.00 170.00 158.00-185.00
-
SECRETARIES, CLASS C -----------------MANUFACTURING ---------------------------NONMANUFACTIHING —— — — —
—
138
95
43
38.5 170,50 172.00 155.5o-188.00
38.5 167,00 168.00 150.00-185.00
38.5 178,00 178.50 159.50-200.00
NONMANUFACTURING —
c le r k s ,
*
—
— — — —
order
-
-
-
-
-
-
-
-
-
-
6
4
-
3
8
-
2
3
-
-
-
-
-
-
-
-
-
1
1
11
11
1
1
6
4
2
17
1
16
15
6
7
57
16
41
8
5
3
25
8
17
34
28
6
18
5
13
10
5
5
30
9
21
10
7
3
91
9
82
14
6
8
21
21
22
3
19
18
6
12
29
14
15
27
10
17
20
7
13
23
11
12
23
9
14
23
14
9
3
3
5
4
1
_
_
-
3
2
1
36
4
32
10
4
6
4
4
-
_
_
-
4
“
1
-
3
-
10
7
6
6
2
1
7
6
3
2
5
5
4
3
1
1
m
_
_
_
-
-
15
15
6
4
21
12
10
3
14
9
5
-
3
1
4
_
3
3
-
-
1
-
10
10
1
1
8
8
1
1
2
2
2
2
2
2
-
2
2
.
-
7
2
S
10
10
-
16
14
2
-
-
-
6
6
5
4
1
6
6
-
-
9
4
5
10
3
7
20
13
7
8
2
6
-
-
6
3
15
8
7
19
8
11
—
-
-
_
-
*
-
4
-
4
_
-
-
h
.
-
_
-
-
-
-
—
—
-
-
-
.
-
_
_
_
-
-
-
-
•
•
-
5
-
5
•
-
-
“
3
3
_
•
7
7
2
2
4
4
1
1
_
-
5
5
7
7
1
1
_
-
14
11
3
11
11
8
8
-
10
9
1
14
12
2
13
6
7
4
3
1
4
_
5
4
1
7
6
3
3
25
7
18
4
3
1
10
9
1
22
11
11
16
7
5
4
1
6
2
4
4
1
3
5
4
1
_
-
-
-
-
14
6
8
18
9
9
35
19
16
35
8
27
44
33
11
82
45
37
73
46
27
2
2
-
4
4
-
4
3
-
4
“
9
•
9
_
•
-
-
16
-
-
«.
-
-
.
_
„
-
-
-
42
26
16
49
25
24
30
29
1
34
21
13
a
5
1
4
3
5 **13
4
11
•
.
-
2
—
2
2
—
2
4
4
-
5
2
3
4
3
1
9
5
4
7
2
5
13
11
2
32
14
18
27
16
11
17
7
10
23
16
7
14***19
14
10
9
-
1
1
6
5
1
5
5
3
1
2
5
4
1
9
9
2
-
-
14
9
5
21
17
4
21
14
7
17
13
4
21
6
15
11
11
Workers were at $85 to $90.
as follows: 1 at $220 to $230; 3 at $230 to $ 240; 4 at $240 to $250; 4 at $250 to $260; and 1 at $270 to $280.
as follows: 8 at $210 to $220; 7 at $220 to $230; 1 at $230 to $240; 1 at $240 to $250; and 2 at $250 to $260.
*
Workers were distributed
Digitized **for
* * FRASER
Workers were distributed
http://fraser.stlouisfed.org/
See footnotes at end of tables,
Federal Reserve Bank of St. Louis
33
16
17
-
2
2
-
2
Weekly earnings 1
(standard)
Occupation and industry division
Number Average
weekly
of
hours1
workers
(standard]
Mean *
Median*
Middle range*
Number of workers receiving straight-time weekly earnings of—
$
"1------ S
$
5
S
1
s
S
$ .... S
1
5
1
140 145 150 155 160
95
105
100
110 115 120 125 130 135
90
Under
and
$
tinder
90
95 *QQ
5
T
170
180
19V
i
200
210
and
1Q5 410
US
120
125
130
135
140 .1 4 5 „150,
155
160
170
180
W
206
210
ove*
ALL WORKERS—
COMTI.'UEO
SECRETARIES - CONTINUED
174
72
102
$
$
$
38.0 148.00 15Q.00 132.00-162.00
39.0 151.50 157.00 132.50-167.00
37.0 145.00 148.50 132.00-155.00
-
-
-
-
5
1
4
1
1
-
1
1
-
13
8
5
11
3
8
24
7
17
6
3
3
7
7
17
5
12
22
2
20
17
13
4
25
11
14
17
11
6
7
6
1
-----------------MANUFACTURING------- -— ------------—
NONMANiJFACTURING — — — — — —
119
92
27
39.0 139.00 140.00 121.00-145.00
39.0 137.50 140.00 122.00-140.00
38.5 142.50 145.00 111.50-170.00
_
-
_
-
3
3
-
6
3
3
8
6
2
7
4
3
2
2
-
10
10
-
3
2
1
9
7
2
7
7
-
32
31
1
6
2
4
2
2
4
2
2
4
3
1
4
4
4
STENOGRAPHERS, SENIOR -------------------MANUFACTURING------- ----------------—
47
31
39.0 152.50 160.00 144.50-165.50
39.5 154.50 156.00 144.50-165.50
„
-
_
-
_
-
.
-
3
2
1
-
3
2
.
-
2
2
1
-
-
2
2
6
3
3
3
2
2
17
8
1
1
SWITCHBOARD OPERATORS -------------------NONMANUFACTUBINS -----------------------
52
30
38.5 144.50 147.00 128.00-159.50
38.0 144.50 144.00 126.50-168.50
-
-
-
-
1
1
3
-
4
3
3
3
4
4
2
1
2
1
3
3
8
2
6
3
4
-
6.
3
6
6
-
SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING---- —
—————
nonmamufacturino — — — —
—
100
72
28
39.0 123.50 120.00 110.00-135.00
39.5 124.00 125.00 110.00-135.00
38.5 123.00 110.00 110.00-133.00
-
4
4
-
5
5
-
5
5
4
4
-
20
10
10
7
7
-
6
5
1
6
6
-
16
11
5
15
12
3
2
2
-
-
1
1
-
2
2
-
4
•
4
1
1
-
-
TYPISTS, CLASS A ---------------------------m a n u f a c t u r in g ------------------------ —
50
28
40.0 129.50 131.50 122.50-143.00
40.0 126.50 128.50 122.50-138.00
-
-
6
5
1
-
-
3
1
1
-
6
6
7
2
4
4
3
3
12
5
1
1
6
1
-
-
-
-
TYPISTS, CLASS d ---------------------------MANUFACTURING ---------------------------
8S»
50
38.0 120,50 117.00 107.50-133.50
39.0 123.00 123.00 115.00-132.00
9
6
2
14
7
4
3
12
5
8
8
12
12
13
6
5
5
4
_
SECRETARIES, CLASS 0 -------------------manufacturing -------- --------------------NONMANUFACTURING ----------------------stenographers ,
general
_
2
2
1
—
-
•
-
2
2
4
6
6
-
2
2
4
4
-
-
-
_
-
-
2
2
-
-
-
-
•
_
'
See footnotes at end of tables.
1
-
_
_
-
Weekly earnings 1
(standard)
Occupation and industry division
mber
of
rkeis
$
weekly
houts1
(standard)
Under
Mean A
Median l
Middle ranged
$
130
and
under
140
$
130
S
$
140
150
Number of workers receiving straight-time weekly earnings of—
$
$
$
$
*
$
$
$
$
$
$
160 170 180 190 200 210 220 230 240 250 260 270
$
$
280
1 --------- T —
1
290
300
320
340
and
150
160
170
180
190
200
210
220 -230
240
250
260
270
28Q
290
300
320
340 over
ALL WORKERS
COMPUTER OPERATORS** CLASS A ---NONMANUFACTURING--------------- -
51
33
$
$
$
$
38.5 202.00 193.00 176.00^234.50
37.5 208.00 195.00 175.00-250.00
—
-
-
-
-
-
1
1
7
3
9
9
6
2
7
2
4
2
4
1
COMPUTER OPERATORS* CLASS e ---■’ m a n u f a c t u r in g ---------------------m onm anijfacturing ---- — ---------
71
25
46
37.5 156.00 152.00 131.50-165.00
37.0 152.50 142.00 130.00-165.00
38.0 157.50 152.00 144.50-164.50
6
1
*5
15
10
5
8
2
6
19
3
16
9
4
5
4
2
2
5
1
4
_
_
-
“
—
—
COMPUTER PROGRAMMERS*
BUSINESS* CLASS A -----------------NONMANUFACTURIMG — ---- ---------
49
35
38.0 298.50 299.00 280.00-325.50
38.0 305.00 311.50 285.00-325.50
-
-
-
-
-
-
-
1
-
COMPUTER PROGRAMMERS*
BUSINESS* CLASS 8 -----------------NONMANUF ACTUk IM G -----------------
52
33
38.5 247.00 249.00 222.50-269.50
38.5 256.00 265.00 234.50-281.00
-
-
-
-
-
-
2
2
COMPUTER SYSTEMS ANALYSTS*
BUSINESS* CLASS A -----------------NONMANUFACTURING -----------------
52
44
37.5 314.50 311.50 279.50-345.50
37.5 309.50 307.00 279.00-340.00
”
-
-
-
-
COMPUTER SYSTEMS ANALYSTS*
BUSINESS* CLASS b -----------------nonmanufacturing -----------------
65
50
37.5 263.50 255.00 234.50-287.50
37.0 254.50 251.00 233.50-275.00
-
-
-
-
-
DRAFTERS* CLASS A ------------------MANUFACTURING ---------------------
127
123
39.5 244.50 239.00 227.00-268.50
39.5 244.50 238.00 227.00-27U.00
-
-
-
-
DRAFTERS* CLASS B -------------------MANUFACTURING — - — -------------
134
128
40.0 208.50 211.50 190.00-232.50
40.0 208.00 210.50 188.50-233.80
_
6
-
-
-
DRAFTERS* CLASS C -------------------MANUFACTURING ---------------------
94
75
39.5 168.50 167.00 140.50-194.00
39.0 168.50 168.00 140.50-194.00
.
-
4
4
NURSES, INDUSTRIAL (REGISTERED)
29
38.5 197.00 196.00 183.00-210.00
-
2
* Workers were distributed as follows:
* * Workers were distributed as follows:
See footnotes at end of tables.
-
-
—•
-
-
-
12
12
2
2
-
-
-
2
*
2
-
-
—
1
—
1
-
5
3
4
4
2
-
-
-
-
-
-
2
2
2
2
1
1
-
1
1
2
2
6
9
9
11
11
7
7
22
22
7
3
20
11
11
10
-
1
-
2
1
-
•
•
•
-
-
1
-
■
-
-
•
-
1
.
-
•
1
-
—
*“
1
“
6
4
3
2
5
2
5
3
5
4
8
4
-
2
1
—
1
1
1
1
4
4
10
10
6
6
10
10
9
9
20
20
24
20
22
22
7
7
19
15
16
14
4
4
9
4
17
17
5
5
6
4
2
_
_
_
_
2 at $110 to $120; and 3 at $120 to $130.
6 at $340 to $360; 6 at $360 to $380; and 4 at $380 to $400.
.
-
-
-
—
-
-
10
8
4
2
8
7
13
10
2
2
4
4
5
5
1
1
3
3
-
5
5
7
7
5
5
3
2
5
4
8 **16
8
11
11
7
4
4
3
3
6
5
5
1
8
3
1
1
2
1
6
6
8
8
15
15
11
11
20
20
-
-
-
-
U
11
14
14
12
12
.
•
_
.
-
-
-
-
-
-
-
-
1
-
-
1
-
-
-
-
-
-
_
-
_
.
Average
(m e a n * )
Sex, occupation, and industry division
OFFICE OCCUPATIONS -
Num ber
of
w oikeit
W eekly
hours 1
(standard)
Average
(m e a n * )
W eekly
earnings 1
(standard)
$
------------------------
M)
32
Sex, occupation, and industry division
Weekly
hour * 1
(standard)
A vera ce
(m e a n * )
Sex, occupation, and industry division
W eekly
earnings 1
(standard)
OFFICE OCCUPATIONS WOMEN— CONTINUED
M tN
CLERKS* ACCOUNTING* CLASS A
Humber
of
w o ikea
38.5 182.50
38*5 178.50
OFFICE OCCUPATIONS - WOMEN
.KEYPUNCH OPERATORS* CLASS
jiL * * V u K 5
11 ™ ■
!■!■■■■ Mil
OFFICE OCCUPATIONS
WOMEN— CONTINUED
»
------------------------
1"
11 ! . ■ ■ ■ ■ ■
$
93
42
38.5 124.0Q
Cl
bX
70 n
J 9 .U
70 a
J o .O
PQ
4
7
•*7f • t;
l o c An
J
b xuo.ou
TV D TC TC
A rr
W eekly
W eekly
hours 1 earnings 1
(standard) (standard)
$
n
89
50
38*0 120.50
39.0 123.00
46
31
38.0 201.00
37.5 207.50
7 ft
J9
50
38.0 159.50
38.0 158.50
•••••*••
••••••••
At
**x
7
a
jo
38*5 301.50
38.5 305.50
•••••••
35
38.5 243.00
AC
4
b
37.5 319.00
55
42
37.5 268.00
37.5 258.00
124
120
39.5 245.50
39.5 245.50
1P
X
bQ
7
1CJ
X
/ A rt
40
*0 209.00
A A AA
4 U • V 208.50
QQ
O
O
7r ft
0
39.5 168.50
39.0 1I vAOAo. AO rUt
720 CA
lc c .b O
P
R vOrF LF w
^ SwTlHv INi M
A IL
•o
'
-
M A U I Iff A / ^T l I D T m c
1c O «u U
N um ber
of
worker*
am h
MINLI
TI F
T r AA lL
C rUMr lWl l W
OCCUPATIONS - MEN
BILLERS* MACHINE HILLING
48
B00KKEEDIN0-N A CHIMt OPERATORS*
CLASS ft -- ---------------------------a i r*f)i/r
C L tK K S f
a
Ik iT T • fl
A C C U U N V lW u t
D ACC
C L «* b b
A
___________
h
MANUF ACTURING
MONMANUFACTUR ING
/*P i*"’i \t 1K■T T1‘i\i'V
^ /f P
AOCoC K
MvUUUM
u IL ?
w
* •••
MANUFACTUR I:\i3
—
NONMANUFACTURING -----------------------
F'I jT D )/CC .
FILc * C L A S b ft
MANUEACTUk I \>G
CLERKS*
C L tw K b * r I L t *
L L * ':0
M A N I J P ACTi )R I N G
WU". l a r - i u r HU l u> i
nu
L
— — ——
————————
——————
—
—
—
—
—————
—
——
OAC
CU w
c
Jo « b
39*G
*70
fi
o
o# u
I o d . dO
1 Ko>1l . Dc:Un
X
1l u f7, D AUn
251
3Q#5 124.50
Q 7f
O
164
O* D
LL
JTO
38*U 122.00
CA
D
H
34
39* 0
78
34
44
J•lO.
7 . fc
V,
34
«
....
CLERKS* PAYR OLL
M ANUF AC T'JR I N 3
n
1
IvJ
D
XJX
———————————
l
O
———
—————
—————
———
—
79
52
..
1>c*An
• 00
38.5 105.00
l l V . DU
38.0 100.50
oi:
CLER KS* ORDER
M A N I J F mCTIJk I i v G
N O ! ' 1 -i « N U r 1 u 1 U
11 J O .. C
n
DU
ouo
oou
dco
j v v K t 1 AW1 1 w f vLAbb
UAKII
iC A
A Cr TIl IUDKT XfMU
M rt
M
AIM Ur
Q
3“ * 0
26
531
303
irt a 149.00
/ A rt
-PO.O
136.00
JV .O
1 D O . DU
1 / ft
1H9.00
7 Q .C
146 .*00
38.5 151.00
39 . 0
OPERATORS*
M A\ 'U F A C T U R I N G
M ONMANUF A C TU R TN G
CLASS
a
- —
—
u
ll xo
—
bJ
—————————————
—
63
A
J•JO
o . 0
150.00
38.5 143.501
37.5 155.50 •
*
—u
41
32
^tAM DI I T c D n D P D A T A O C .
k iA k iu a kii i r a n T i i n r ki/^
N U IN M A N U r A C 1 U K X N U
JO . b
38.5 197.50
197.50
A A u n iiT r n A n r n A T A r ,f
C U r lK U 1 t K
U K t .K A IU K S *
Kin IVnM
KIM A IM
K 1Ur
IIPMV#
A C T1IUID
I'lw
K T
i iMi Oil
r^i a f r
CLASS O ——
—
_______________________
• • • • • • • • • • • • • •_
e*
1 7T A
X
o
1 f,A
X
04
7a
f4
38.5 176.50
7 Q E*
J o .b
178.50
77 c
J f .□
174.00
tr n
wM
nD
r Ui i t1pC dn P
r nOU D
V 7f inDf tAn M
H CM.r r\jbc f.
Qi
ICb Ti Klt*CC
C JU
IN tb b A
♦ rC iC AA bC Cb AA * • • • • •
AV
T#T1
IUIK
P TAINU
W ri • • • • • •
1KiOKlMAKil
'IU lN I'lftD lUIff
r M
/
m acc r*
CLASS C
_ _ _ _ _ _ ______ ___
— —
—
— —
1X J1OA
-a a ^ c
J O .v
A A M D I I T C D D O A / ID A y i j C IT r
C U M rU T tK r K U v jK A rM b K b f
Ul 1C T M C C C ^ P I A C C Q
D U J X i N C J J t VLmJJ "
NONMANUFACTURING — — — — — — —
•tj
c r r n c T adtcc
S E C R E T A R IE S *
95
c rr o c T A D T irc
n acc
b t C K f c T A K i c b f L/CA b b
M A N U r A C 1 U K irJv?
ii
_ _ _ « m_ _ _ _ _ _ _ _
U •••
is*GNMANUFACTUR I N G
S T E N U i i R A R n r K S * Or. N . N A L
MANUFA C T U R I N G — — — —
N U N n A N U r 5 0 1U K 1
i a t d aduCdc
STENO
oRARHEKS ♦
no
—
——
—
“ —
———
—
—
——
—
—
—
—
—
c
SC
Ka
NITAO
i U K _—
—
——— —— — —
i ^ A N U r A C 1U K I N o
••••••••
S W ITCH BO AR D O PER ATO R S
N U N M A N U r A C 1U K 1 N U
—
—
—
—
-
O P E R A T O R -R E C E P T IO N IS T S -
M A N U F A C T U R I NG —
N U N M A N U r A C 1U K I N o
TYPISTS*
—
—
—
—
—
—
—
—
—
—
C L A S S A -------------------------------------------------------------M AN Ur AC 1U K IN u • • • • • • • • • • • • • • • • • •
1
l 7l n
U ..K
D nU i
38.5 167.00!
7 f l C 1 7 0 . n ft
JO. J A ( o . Q U
1 7U
1
72
iX ft?
U£
JO. u
-aQ V
n
J7#
ft
J-»7
v •V
119
up
7C
27
A
J-J(3
7 . U
39.0
38.5
■
j g.. nU
J7
47
31
39.5
52
J- lOO .. C3
30
38.0
100
72
28
39.0
39.5
38.5
50
28
40.0
40.0
*•
—
COMPUTER SYSTEMS ANALYSTS*
Q
I ICTKIPCQ
P| ACC M
A — ——— —— — —
l1A“ A
n
PUD
1INCOD*_ tLflDS
O.. nuu
151.50
145.00 COMPUTER SYSTEMS ANALYSTS*
RIICTMPCC.
ri ACC oc ________
o
u j i i L j j i UwMbb
• • • • * *• • ________
*• • • • • • •
f.lAklU Aall i r /. A T I i n Tft.i
139.00
NUN M AN Ur A C TU K IN b
137.50
142.50 DRAFTERS* CLASS A — — — —
—
—
MANUFACTURING --------------------------------------------------------------152.50
154.50 DRAFTERS* CLASS 8 — — — — —
—
MANUFACTURING — — —
—
— —
144.50
144.50 DRAFTERS* CLASS C — — — —
—
—
MANUFACTURING — — — — — —
— —
123.50
I t 1, , uu
123.00
PROFESSIONAL AND TECHNICAL
OCCUPATIONS - WOMEN
129.50
126.50 NURSES* INDUSTRIAL (REGISTERED) ----------
See footnotes at end of tables.
A
CF
C . iTuP bC 9
. p|
ACC D
A
b
C Pv D
^ LC T1AAH
vLAbb
m
J
u
A Ml
A CT T1IUID
MA
N UI rC A
K ITNA ir
u
MU
/lkiU
A Ml
AC
^ TTIUi rKi fI M
N
In M A
N UI rC A
NC
u _ _______________________
SW ITCH B O AR D
KEYPUNCH
A
38.5 167.00
39.0 170.50
163.00
r*l A C C
77 C
J r .b
Earnings data in table A-3 relate only to workers whose sex
identification was provided by the establishment. Earnings data in
tables A - l and A-2, on the other hand, relate to all workers in an
occupation. (See appendix A for publication criteria.)
29
J1 OQ «. C
3
197.00
lings3
Occupation and industry division
Number
of
woikers
M ean2
Median2
Middle range 2
Number o f workers receiving straight-time
*
5
1
S
$
^
3
S
1
I
5
S
4.10 4.20 4.30 4,40. 4.50 4.60 4.70 4.80 4.90 5.00 5 • 10 5.20
£ “ der and
.
.
4.10 under
______ 4.20 4.30 4.40 4.50 4.6Q 4,70 4.80 4t 9Q 5.00 5.10 5
5-30
hourly earnings of—
5
*
1 ------ 3
1 ----- r — • 5
1 ------ 3------ 3—
5<>30 5.40 5.50 5 • 60 5.7o 5.80 6.00 6.20 6.40 6.6o
5.>40 5 .5 0 5.60 5 .70 5.80 6 . on 6.20 woTii
A_ZlA A
AAii ovof
waO
over
ALL WORKERS
BOILER TENDERS -------------------- ---------MANUFACTURING -------------------------—
CARPENTERS* MAINTENANCE ----------------MANUFACTURING ---- -----------------------
40
34
59
55
4.73
4.91
5.06
4.98
$
4.85
4.94
5.07
5.07
$
$
4.58 - 5.03
4.7 9 - 5.13
4.39 - 5.40
4.32- 5.30
2
“
4
4
ELECTRICIANS* MAINTENANCE ---------- —
MANUFACTURING-------------------------—*
120
116
5.54
5.54
5.49
5.49
5.01- 6.10
5.01- 6.10
ENGINEERS* STATIONARY -----------------—
MANUFACTURING
31
30
5.28
9«Cr
5.33
5.17- 5.46
HELPERS* MAINTENANCE TRADES ------- —
28
3.54
3.26
3.00- 3.85
MACHINISTS* MAINTENANCE ----------------MANUFACTURING ----------------------------
65
64
5.76
5.75
5.89
5.89
5.28- 6.16
5.28- 6.16
MECHANICS* AUTOMOTIVE
(MAINTENANCE) ------------------------------MANUFACTURING - — ---- — - — ----------NONMANUFACTURING — — — — — — —
83
29
54
5.39
5.63
5.26
5.52
5.80
5.04
4.75- 5.80
5.52 - 5.80
4.71 - 5.88
-
MECHANICS* MAINTENANCE -----------------MANUFACTURING ----------------------------
304
301
5.19
5.18
5.07
5.07
4.59 - 5.79
4.50 - 5.79
18
18
MILLWRIGHTS -------------------- --------------MANUFACTURING ----------------------------
59
59
5.33
5.33
5.49
5.49
4.54 - 6.29
4.54 - 6,29
PIPEFITTERS* MAINTENANCE --------------MANUFACTURING---- ---- — ---- ------ — -
46
46
5.39
5.39
5.49
5.49
4.96 - 5.88
4.96- 5.88
TOOL AND DIE MAKERS ----------------------MANUFACTURING ----------------------------
102
102
4.77
4.77
4,73
4.73
c
i t — c;
4
4
_
-
1
-
6
5
1
10
10
5
5
1
1
2
2
1
1
5
5
6
«.
_
-
1
_
2
2
3
3
-
-
2
2
-
-
13
13
16
16
-
-
3
3
2
2
-
2
2
-to
4.45 - 5.00
4.45 - 5.00
•
“
*22
_
-
-
«.
4
4
-
2
2
-
1
1
5
4
7
7
-
2
2
1
1
4
4
...
«.
-
-
—
15
15
-
6
6
2
2
-
-
-
5
5
1
1
7
7
4
4
-
15
15
3
3
13
11
1
1
_
“
2
2
*
5
5
-
-
7
7
-
5
•
5
1
1
7
...
_
7
-
-
2
2
31
31
8
8
30
30
2
-
-
2
2
1
1
-
7
7
-
2
2
“
-
.
-
•
-
4
4
4
«
14
4
14
•
-
21
21
6
6
2
2
23
23
-
27
27
-
4
4
17
17
-
3
3
-
-
3
3
-
1
1
-
3
3
1
1
_
4
4
24
24
10
10
5
5
14
14
_
6
6
6
6
4
4
2
2
-
-
-
-
I
I
1
1
-
4
4
2
1
-
-
7
4
-
4
4
2
1
-
3
3
16
16
22
21
1
15
15
2
1
_
*»
_
2
-
_
7
7
2
2
..
17
17
_
2
_
_
-
2
2
1
6
-
13
13
13
13
1
3
3
4
2
2
2o
12
8
&
4
—
1
1
4
4
20
20
4
4
-
1
1
5
5
4
4
-
4
4
-
-
1
1
7
4
3
6
6
2
2
_
Workers w ere distributed as follows: 2 at $2.90 to $3; 10 at $3 to $3.10; 2 at $3.10 to $3.20; 2 at $3.30 to $3.40; 2 at $3.40 to $3.50; 2 at $3.70 to $3.80; and 2 at $3.80 to $3.90.
See footnotes at end of tables.
]
'
-
< * 6
9
9
-
'
*
l
I
1
1
8
8
4
4
6
6
2
2
—
5
2
-
-
5
-
42
39
-
28
28
4
4
I
20
20
-
17
17
-
*
-
—
-
3
3
1
1
1
Houriy earnings3
Number
of
woikers
Occupation and industry division
dumber of workers receiving straight-time hourly earnings of—
-5 —
"S
1
1
$
$
1
T
$
T
3
s
$
5
»
T
2 .0 0 2 •20 2 a40 2 • 60 2.80 3.00 3.20 3.40 3 •60 3,.80 4.00 4.20 4.40 4. 60 4.80 5.00 5 • 20 5.40 5 • 60 5.80 6 .0 0 6.40 6 .8 0
and
and
under
*
Mean2 Median2
Middle range 2
T
s
2 .2 0 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3 .8 A 4 .0 0 4.2fl_ 4.40 4.60 4. ?Q 5.00 5.20 5.40 5.60 5.80 6 .0 0 6.40 6.80
over
ALL WORKERS
!
i*
$ ..
1.10 - 3 99
guards :
vjatchmfn:
JANITORS* PORTERS# \NU CLEANERS ----
521
3.45
3.37
2.62 - 4.13
5
20
43
50
14
- „-
13
3#66
UKUh K i
■**
w* *
:wAI
jlaMiUr
ic AC
ArTl
1 iDTr.ifi
I Wn • • • • • • • • • • * • • • • • • •
C“ 3
*tj
4® o X
3 3 f1l
DAn/rOC Ci-ITDCjTa il _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
UAkil
1CAC
ATTl
lOTk’/
M
ANUr
1UK
IfMa’- _ __ _ _ _ _ _ _ _ _ _ _ __ ____
lU l
11 A
U11
DirrcTviTkif*
n cdwc —
_ '*
____J
U
____—
_ _ _ _ _ __ _
K
CCfc. 1 V I No CLcKixb
*■••'*—
*••*•*'*■*■■***
»a..ANUr
kll 1CAC•UK
APTl IOT
f l/i
M
XKb
—”
~“ “
"iiA
M
M
A
!.|
|
IF
A
rTl
1
W
T
M
i;
____
____________
_
^‘UNr*ANUr M\s 1 Un 1 '*»U
f\7
O9
bHIrr INO CLt.K»\b
1,1
aAit In * r^Ti ir TM/l ______ ___ ——----uMur
AC 1UKXNU
o
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SHIPPING AND HtCEJVlNG CLEANS - - - - M^NiJr AC 1UKi No
96
79
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3.30- 4.00
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TRUCKDRIVERS* HErtVY (OVER 4 TONS*
ftTurn TUAI.I
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in AN Tit*
1 KAlLr.K
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tu
lAMIUIPAPTl
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— ——
—
M
aM,IJ
l 1rr AC
AnTi
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i>1£!\
1 UK
1 'VU
—
NONMAf!UFACTUKlNG ----------------------TRUCKDRWERS* LIGHT (UNDER
1 ” 1 /? TJNS)
TRUCKDRIVFRS* MEDIUM < l-i/ 2 TO
AKin TAtn
1tft TKf- H
A TfVvJCl
ANU
irjCCUUXNu
lUNb/ __________—__
.<ami
1CAC
a^T
i 1L>T
1/l •_ •_ •_ •_ •_ •_ •_ •_•_*_•_•_•_•_•_■_ _
M
ANUr
1l‘K
i Nil
• _•
.MAKIXjIA
I |rC*ACIUNl'MU
APTi IDTM i-_______—________ —
NUNn
AM
l'-lU
32
35
11H
14
X
44
*rH
TRUCKDRIVFRS* HEAVY (OVER 4 TONS*
TDIIf'k'COC
Pli/C
D ilrUK«\v.lr
rnDk 1 TCT1\
TKUCKcKbt D
KUW
LK
9
MANiir AC 1UKJlYu
See footnotes at end o f tables.
_
2 (c
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1
Table A -6. Average hourly earnings of maintenance, powerplant,
custodial, and material movement workers, by sex,
in Worcester, Mass., May 1975
Sex, occupation, and industry division
Average
Number (mean*)
of
hourly
workers earnings9
MAINTENANCE AND POWERPLANT
OCCUPATIONS - MEN
40
34
cq
J7
cc
3D
1 ?n
leu
116
7Y
31
3’J
28
ua
MTCTC.
AT
lit
W
AryT
L n • IN
I 1 b * !vlQ
XLiTC
N|t v
4AINV.C.
M
MUIirA
O T .v l • _ _ _
1
‘ iAAlv
r Arl,T lJ
t 1.1"
MECHANICS* AUTOMOTIVE
i MG
A ilN
TK'TCK.
a MTC \
IW
1 CnjA'IUt.
|
MANUr At 1 UK1
MfiMMAMI
A T T1!Ul-J
iMv{M“
fl!\ UIC
rTMv*
r T
li'UJ
• • • • • • • • • • • • • • •
CUSTODIAL ANO MATERIAL MOVEMENT
OCCUPATIONS - MEN— CONTINUED
$
4.73 LABORERS* MATERIAL HANDLING - - - - - - AJ A kll if* A A T I l ilt.il/ '
4.91
NONMANUFACTURING --------------------—
5«06
a . qq U
AD
DC.K
CD E
TI 1u
CQ
KU
rTILL
KCj • • • • • • »^ • • • • • •« • • • • • • • •
•♦•TO
MANUFACTURING - --------------------- ---C
C/
.
v# D
H
5#54 D * r i f C o e . c t iT o a t A ./ *
MM
AM
If
At#
PTl
IP X
T.w
MP • • • * • • • • • * • • • • • • • •
™
INIU
rM
1Ur.
5 28
c P*7
r i coxc •
—• • _• _• • • • • • • • • • • • • •
fc.tC 1Vi'NU wLflKlSo
39C
f KorrcTwr\ift
M
AM
I Ifr Wt
APTl
IW1
TiN\J • • • • • • • • • • • • • • • • • •
HH
IVU
1UK
'1 #3H
CA
MAMtiAM
AATl
KU1 • • • • • • • • * • • • • • *
!NUNrflA
^ IUIP
r At#
1 UIO
K TIINU
*3
c 7A
3«
rO
3* »3
o4
fir 7 C
A i
OJ
C# 3
I Q“
3
C fiO
3«OJ
pG
C
7
54
Sex, occupation, and industry division
e
oc
3« C
O
449
326
123
$
3.80
3.85
3*66
295
43
4.61
3.71
87
87
4.38
4. 38
f i7
Of
32
*J
C
33
4.09
7 o
07
39
7
4.30
Cn
U iTrOr O
T mUC tAuI nC.K
DK
ifC
a
llM
3 • • • • • • * • • • •_ • • • • • • • •
u
jiiiir * /
/ u!
'“ Hi'H./r
M.vr u
i un kT i» iin
——
— — ————————
cc
33
A/,
4.01
4.00
^HIPPTMfi
PI f « K c _• _• ___
j F i i r r 1 m \5 ANO
W'NU PfPfTV/TMfi
A C v C l VA ‘ v v7 ULC.AA3
• • •
MAM
I If
APTl
fi • * • • • • • • • • * • • • • • • •
nM
I'lU
r At*
1 UID
K lTM
IMU
QQ
30
fV
7 CA
3«O0
3.70
.
nr Ar*Ti ip t fjr;
K
iM
AM
Ifr Ht#
A P T1lUK
ID T
tfl
iNlflK
UIN
nM
'NIU
JK
M
U •••••••••••••••
/. 7 c
4f5>
1C7
lo
r
308
5.16
5.04
5.23
T n iiA i/ P M 'it u r n r
m ami
’'fctnfllNltbf ••lAIN 1 ilNM"\L#C.
M
Mft i r AAt*
rT1
i lUKiNU
D T A i f : ___________________
“A
ANUr
fc.TI 1 t.nrruYr
....
MlLLwHlun
|rj —————————————— ——
——————
wpiMUr At* I
••••••••••••••••••
PIPEFITTERS* MAINTENANCE — — ——
— —
uaANUr
m i icr A T T i 1,'li T...»tl ______ _ ________________ ______
M
At* 1UK 1i»lJ
"
TfW
II
AMD
n TitC
1UUL
*-iM
UU
,.14x11 1
C*Ar*Ti IO T,\1«**-
JC
IQ
%JUH CD# IT
30 X 5* 18
59
cq
J7
c
oo
3«33
46
46
5«39
a Jio7
3#
1ft?
lUc
1 ft?
lUc
A^77
H# f f
a 77
*♦•
ff
AKir\ M
A T C C I Ai
k*il
MCMT
AND
MAIcKlAL
NUiVi/LT
fc.M
G.N1
OCCUPATIONS - MEM
/^l
ICT/Irt T A 1
UuhTUUlAL
AA
I1 O
H.
Q1
71
*1 IH
1A
3«
7 70
fc
1 -4(7 • • • • • • • • • • • • • • • • • •
CO
3c
a
n
H#
13
MANUFACTURING — --------------- ------
39
3#33,
VI A M
l 1C* «A tr rINK!
1iD T M
ii
■"A^Ur
NO
<*i i aiir.c •
UUAKUb•
^ h N IIP
At 1
L
k lC M
•
WiA
AT1rU
tHMP
»vS
j a n it o r s * pcrteks * ano cleaners
—
lA4K
ilU
IFAPTl
IDTM
•V
vl/
lM
r M t 1UK
I INlt
I? • • • • • • • • • • • • • • • • • •
NONMANUFACTURING---------- ---- — ----
TRUCKORIVERS* LIGHT (UNDER
1 1 / c lUNal
— — — —————
3*50
HH
In
PO
3.43
TRUCKORIVERS* MEDIUM (1-1/2 TO
AM
n TKIPI
IlHTMri
m
MU
l!MV*tU
UX-MU AH TAMC1
|U'Mai _• _* •_ •________
••••••
AMIUIfr At*
APTl
IDi*NU
T.Vl'i _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
“MttlN
1UK
'MUiMrlAINUr At* 1UK lISO • • • • • • • • • • • * • • •
114
44
7ft
*0
3.82
4.41
3.44
TOl
lA k 'A D T W t O C . ntAVT
u P AWV lUVcK
/AV/PL H
/, T
iV 1C
IKUtMJKlVtKof
T0U5t
1KAi LC.K 1Trt )
MAfJhi
A
M
l
IP
A
A
T
I
ID
T
MiZ.
’MUfvl'lAJNUr At#1UKXiNU • • • • • • • • • * • • • • •
283
207
6 .0 2
TRUCKORIVERS* HEAVY (OVER 4 TONS*
OTHER THAN TRAILER TYPE) ___ MAMI IP APTl IDTmA
47
O il
C3
4. 36
4.62
268
4.80
A fiC
H#
od
AQ
Ho
1.08
55
3.03
tdi
I n wipifcoc
t i V c n .*y. Dnucu
r UWCrC ltcn'jKi
r v \ i'L t
I re n
I 9
m
ami
ip
arTi
idtIIM
Kir;
"IM
IMU
r A‘
*«#1UK
U •••••••••
_ ••••••
"•
••••••••
f MnCnUU3C.(w
lu,M • * • • • * • • • • • • • • • • • • • • • •
466
?A7
c
«f
179
Average
Number (mean2)
of
hourly
workers earnings3
??7
C
C f
6.03
CUSTODIAL AND MATERIAL MOVEMENT
OCCUPATIONS - WOMEN
3# 14 JANITORS* PORTERS* AND CLEANERS ----
NOTE: Earnings data in table A-6 relate only to workers whose sex identification was provided by the
establishment. Earnings data in tables A - 4 and A- 5, on the other hand, relate to all workers in an occupation.
(See appendix A for publication criteria.)
See footnotes at end of tables.
Table A-7. Percent increases in average hourly earnings for selected
occupational groups, adjusted for employment shifts.
in Worcester, Mass., for selected periods
Industry and occupational
group
May 1972
to
May 1973
May 1973
to
May 1974
May 1974
to
May 1975
A ll industries:
O ffice c le r ic a l (men and w om en)__________________
Electronic data processing (men and w o m en )____
Industrial nurses (men and w om en )_______________
Skilled maintenance trades (m en )_________________
Unskilled plant w orkers (m en )--------------------------
6.1
*
4.5
5.0
8.0
7.0
♦
8.3
8.2
5.9
8.4
9.3
10.3
9.2
5.5
Manufacturing:
O ffice c le r ic a l (men and w om en)__________________
Electronic data processing (men and w o m e n )____
Industrial nurses (men and women) _______________
Skilled maintenance trades (men) --------------- ----Unskilled plant w orkers (m en )_____________________
6.3
*
4.1
5.0
8.5
**
*
8.5
8.3
5.2
10.6
**
**
9.3
4.7
Nonmanufacturing:
O ffice c le ric a l (men and w om en ).---------------------Electronic data processing (men and wom en)____
Industrial nurses (men and w om en )_______________
Skilled maintenance trades (m en )..________________
Unskilled plant w orkers (m en )_____________________
5.8
*
**
**
**
6.9
*
*♦
**
**
**
9.5
**
♦*
7.7
*
**
Data not available.
Data do not m eet publication criteria .
NOTE: The percent increases presented in this table are based on changes in average
hourly earnings fo r establishments reporting the trend jobs in both the current and previous
year (matched establishments). They are not affected by changes in average earnings
resulting from employment shifts among establishments or turnover of establishments
included in survey samples. The percent increases, however, are still affected by factors
other than wage increases. H irings, la yoffs, and turnover may affect an establishment
average fo r an occupation when w orkers are paid under plans providing a range of wage rates
fo r individual jobs. In periods of increased hiring, fo r example, new employees enter at the
bottom of the* range, depressing the average without a change in wage rates.
These wage trends are not linked to the wage indexes previously published fo r this
area because the wage indexes m easured changes in area averages whereas these wage trends
measure changes in matched establishment averages. Other characteristics of these wage
trends which d iffe r from the discontinued indexes include (1 ) earnings data of office c le r ic a l
w orkers and industrial nurses are converted to an hourly basis, (2) trend estim ates are
provided fo r nonmanufacturing establishments w here possible, and (3) trend estim ates are
provided fo r electronic data processing jobs.
F o r a m ore detailed description of the method used to compute these wage trends, see
"Im proving A re a Wage Survey In d exes," Monthly Labor Review , January 1973, pp. 52-57.
B. Establishment practices and supplementary wage provisions
Table B-1. Minimum entrance salaries for inexperienced typists and clerks in Worcester, Mass., May 1975
Other inexperienced clerical.workers 8
Inexperienced typists
Nonmanufacturing
Manufacturing
Minimum weekly straight-time salary4
A ll
schedules
Establishments having a specified minimum.....- ...-.........
$85.00 and under $87.50
$ 0 5.0 0
$ 1 0 5 .0 0
$ 1 0 7 .5 0
$ 1 1 7 .5 0
and under
$ 9 7 .5 0
and under
and under
and under
............. . .............
.................. ......... .......... .
$ 1 0 7 .5 0
_
$ 1 1 0 .0 0
$17.0.00
............................. .
.....
_ ........
.
_.. .
...
.
.....
pafflKliBlirYionfs having nn specified minimum ........ ..........
Establishments which did not employ workers
See footnotes at end of tables.
37 Vz
40
XX X
XX X
A ll
schedules
37l/z
40
48
XX X
XXX
48
45
22
4
18
_
1
1
1
1
-
2
1
12
1
1
8
1
4
3
2
5
1
1
3
1
2
1
1
4
1
3
2
2
4
1
-
1
1
3
2
2
2
3
1
1
1
1
XXX
XXX
17
10
XX X
XXX
XXX
32
14
XX X
10
3
6
14
4
_
_
_
3
_
1
_
_
1
1
1
_
_
2
3
1
3
_
2
2
1
1
_
1
-
_
1
1
1
-
-
-
-
-
-
-
-
-
2
1
1
1
-
XXX
5
XX X
29
55
26
XX X
A ll
schedules
40
XX X
3
_
2
5
1
2
_
1
5
_
_
1
10
37 Vz
XXX
24
15
A ll
schedules
46
46
2
1
1
Based on standard weekly hours 6 of—
94
94
1
4
_
_
1
_
_
_
_
Nonmanufacturing
Manufacturing
All
Based on standard.weekly hours 6 of—
All
lbdlldtx 16S
8
-3
1
1
-
-
-
1
1
1
-
37 */z
40
XXX
XXX
23
6
15
11
1
4
1
1
1
-
2
1
1
1
-
9
1
2
-
-
-
-
2
1
1
1
-
2
1
XXX
7
XXX
XXX
XX X
18
XXX
XXX
<£ A ll<full^tim ejinanufacturingj£^^
A ll workers 7
Second shift
Workers on late shifts
Th ird shift
Second shift
T h ird shift
Percen t of w orkers
In establishments with late shift provisions____
86.7
69.7
15.0
5.5
With no pay differential fo r late shift w o r k ----With pay differential fo r late shift work _ __ „
Uniform cents-per-hour differential
__ __
Uniform percent differential. __ __ __
---__ __ ----Other d iffe re n tia l__ __ ____
7.3
70.5
39.0
32.5
8.0
.
69.7
32.0
35.0
2.8
2.0
13.0
7.7
3.8
1.5
_
5.5
3.1
1.9
.5
11.3
9.9
14.7
12.6
11.1
8.9
13.8
11.3
------ __
__ __ __
__ ____
__ __ __
__ _ __
6.5
1.3
17.8
8.8
3.5
1.2
2.3
6.5
2.5
10.3
5.3
5.1
1.4
3.8
1.8
.6
.1
.4
.4
.3
1.1
.6
.2
Uniform percent:
5 percen t____ __ __ __ ____ __ __ ____
10 percent ____ __ __ __ ____ ___. . . .
15 p e r c e n t____________________ ____________ _
20 p e r c e n t---------------------------------------------
5.2
24.9
2.4
19.3
13.3
2.4
.9
2.9
-
1.4
.5
-
Other d iffe re n tia l_______________ _____ _________
8.0
2.8
1.5
.5
A verage pay differential
Uniform cents-per-hour d iffe re n tia l-------------Uniform percent d iffe re n tia l-----------------------Percen t of w orkers by type and
amount of pay differential
U niform cents-per-hour;
4 cents____ __ __ __ __ ____ __ __
5 rftnts
......
............ .
7 cents___ ____ ____ — __ __ —
10 c e n ts __ __ __ __ __ __ __ __ __
15 c e n ts _____ __ ________ __ __
20 c e n ts ________ ___________ __ __
25 c e n ts __ __ „ ____ __ __ ____
See footnotes at end of tables.
__ __ __
Office workers
Plant workers
Item
A ll industries
Manufacturing
Public utilities
A ll industries
100
100
100
_
_
1
1
-
-
3
11
43
5
37
-
3
1
30
2
62
-
Manufacturing
Public utilities
Percent of workers bv scheduled
weekly hours and days
100
A ll full-time workers
---30 hours— 5 days--32 hours— 4 days
—
33 hours— 5 days — ------ ------- ----- — --- —--- -------------- ——
36 V4 hours— 5 days
3 7 V2 hour 8— 5 days________
— —
38 V4 hours— 5 days— ---------------- — ................— — ..........
40
42
43
44
hours— 5 days------------- --- ------- ------------------ — ------hours— 5 days hours— 57* days.
----- ---hours— 5 days — ______....--------- .....— ----- —
48 hours
4 days
55 hours— 57* days
-------------
1
1
(9)
1
-
-
12
1
69
2
2
6
4
1
3
1
13
69
3
40.2
100
-
-
-
C )
9
4
2
2
-
-
40.4
40.0
100
100
_
_
1
1
-
-
•
C )
-
88
12
-
•
Averaffe scheduled weekly hours
A ll weekly work s chedule s.— -
See footnotes at end of tables.
--- ..---- ----- -— _____
38.3
38.9
37.8
Office workers
Plant workers
Item
A ll industries
Manufacturing
Public utilities
A ll industries
100
100
100
100
100
96
100
100
100
100
100
8.8
8.8
10.4
9.0
10.7
1
2
5
1
5
1
13
5
37
3
13
3
5
3
-
1
3
2
7
1
8
7
50
4
9
2
4
2
-
9
3
47
21
19
*
96
95
94
89
83
69
64
27
24
10
8
3
100
100
99
96
87
78
71
21
17
8
6
2
100
100
100
100
100
91
91
88
88
41
41
19
Manufacturing
Public utilities
Percent of workers
All full-time workers . ___________________________ __
In establishments not providing
paid holidays _
.
_
......
In establishments providing
paid holidays
100
4
_
Average number of paid holidays
For workers in establishments
providing holidays_________________ ______________ _______
Percent of workers by number
of paid holidays provided10
5 holidays_________________________________________________
6 holidays_________________________________________________
6 holidays plus 2 half days________________________________
7 holidays________
______ ______________________
- —
7 holidays plus 2 half days________________________________
ft holidays
8 holidays plus 1 half d a y ______________________
________
9 holidays
_
__
9 holidays plus 1 half d a y ________ ______ _________________
9 holidays plus 2 half days________________ ______________
10 holidays___________________________ ___________________
10 holidays plus 1 half day.. _____________ ______________
11 holidays________________ _. _______ _____________ __
12 holidays
.
.
.
12 holidays plus 2 half da ys_______________________________
(9)
1
1
1
1
(’ )
6
2
26
3
1
35
5
7
8
1
2
1
1
3
(’ )
3
6
59
8
3
8
1
2
3
-
1
5
26
62
6
-
100
100
98
97
92
90
84
25
17
6
6
3
100
100
100
100
100
99
99
95
95
69
69
6
Percent of workers by total paid
holiday time provided1*
3 days or m ore___________________________________ _______
5 days or m ore________________________________________ —
6 days or m ore..____________________________________—----—
7 days or m ore______________________ _____________________
8 days or m ore________ __________________________________
8 l/z days or m o r e ______ _________________________________
9 days or m ore____________________________________________
9 V2 days or m o r e ____________________ ___________________
10 days or m o r e __________________ _________ ___________
IOV2 days or m ore______________________________________ _
11 days or m o r e ______ __________________________________
12 days or m o re __________________________________________
See footnotes at end of tables.
100
99
99
98
96
90
87
61
58
21
17
9
1
Office workers
Plant workers
Item 10
A ll industries
Manufacturing
Public utilities
A ll industries
Manufacturing
Public utilities
Percent of workers
A ll full-time
-----------------------------
-----------
100
100
100
100
100
100
_____
New Y ea r's Day
Washington's Birthday__
Martin Luther King's Birthday
__—
_
Good Friday__
—
__
__
Patriots Day_____ ----------------- ------ ....—r._,—._______
Mem orial Day
—
__
_
_
Bunker Hill Day.
______
. _ _
Fourth of July
Labor Day
- _
("Joliimhus Day
Veterans Day___
. _
_
---Thanksgiving Day..
_
_
__
Day after Thanksgiving___
_
__
Christmas Eve
__
_
Christmas Eve, half day____
___
Christmas Day.
_
New Y ea r's Eve.
New Y ea r's Eve, half day.
____
Floating holiday, 1 day13.
-----Floating holiday, 2 days 13— __................--- ------------- ---
96
30
1
19
11
95
1
91
96
35
57
95
100
23
27
3
100
93
100
21
54
100
30
28
100
100
19
3
81
100
9
100
100
97
91
100
.
100
38
100
62
1
12
51
99
(9)
98
99
64
80
99
14
100
19
27
5
100
96
100
15
57
100
30
26
100
100
6
3
95
100
2
100
100
97
99
100
.
_
100
.
.
67
21
20
10
95
3
4
12
20
12
See footnotes at end of tables.
12
100
5
5
16
29
8
11
10
99
2
2
8
24
8
11
100
6
5
14
45
5
Office workers
Plant workers
Item
A ll industries
Manufacturing
Public utilities
A ll industries
100
100
100
100
Manufacturing
Public utilities
Percent of workers
All full-time w o rk ers_____________
_________________
In establishments not providing
paid vacations ____ _________________________________ _
In establishments providing
paid vacations_____________ _________________________ __
Length- of- time payment_________ _______________________
Percentage payment____________________________________
100
100
2
-
-
-
-
-
98
91
8
100
90
10
100
100
“
100
98
2
100
95
5
100
100
"
6 months of service:
Under 1 w eek ___________ __ __ _____ _ ___________
1 w eek___ ___ _______ ___ __________________ _
Over 1 and under 2 weeks___________________________
2 weeks............................................ .............. .............
21
21
1
5
27
23
2
-
2
59
5
50
11
8
10
52
2
2
1
28
1 year of service:
Under 1 w eek ___ __________________ ______________
1 w eek__________________ __________ _______ ________
2 weeks________________ _______________ ___________
3 weeks_________________________
_ _______________
61
37
(’ )
66
33
1
5
95
-
1
14
86
-
2
17
81
-
3
97
-
2 years of service:
1 w eek______ ____ ___________ ___ — -------------Over 1 and under 2 weeks
_____ ________________
______ __________
2 weeks__ ________ ______
3 weeks_____ _______________ ____ — _ _ — — _
42
6
50
(9)
50
8
42
1
100
“
6
94
■
7
93
-
100
3 years of service:
1 w eek______________________________________________
Over 1 and under 2 weeks_____ _____________ _____
2 weeks______________________________________________
3 weeks
_
_____________ _ ------------------
14
10
74
(’ )
16
14
70
1
100
-
3
1
96
~
5
1
94
-
100
■
4 years of service:
1 w eek----------------------- ---------------------------------Over 1 and under 2 weeks___________________________
2 weeks_______________________________________ _____
3 weeks_______________________ ____________________
14
10
74
(9)
14
70
1
100
■
3
1
97
“
5
1
94
~
100
“
5 years of service:
1 w eek---------------------------- ----------------------------Over 1 and under 2 weeks
_ _
2 weeks______________________ _____________ _______
Over 2 and under 3 weeks
3 weeks
_____
2
83
(9)
14
1
90
1
8
70
30
1
73
1
25
1
86
3
10
34
66
10 years of service:
1 week
_____________________________
2 weeks________ __ __________________________ Over 2 and under 3 weeks
______ ______ __
3 weeks____________
__________ __ __ __ ________
4 weeks __
_ __ _______________________
2
19
4
71
3
1
21
6
71
100
(9)
15
(9)
83
1
1
15
1
83
(9)
1
99
Amount of paid vacation a fter:14
See footnotes at end of tables.
16
Office workers
Plant workers
Item
A ll industries
Manufacturing
Public utilities
A ll industries
Manufacturing
Public utilities
Amount of paid vacation a fter14— Continued
12 years of service:
2 weeks ... , .......... ...... .............- ..........— ........ ....
Over 2 and under 3 weeks_____ _
____ ___ 3 weeks .
._
- ..........................
4 weeks ____ ._
..... r
. ... . .... ........
2
14
5
73
5
1
15
8
73
3
100
“
(9)
14
(9)
77
8
1
13
1
81
4
1
99
-
15 years of service:
1 week
.. .
.... _ ---...
. _ - ... - ---2 weeks . .r
_
.... .. ..... .
..... ...... ..........
Over 2 and under 3 weeks „
„
^
3 weeks.
. .................
.... ..... . ...
4 weeks................. . _
.. ... _
.... ............ . .
2
4
2
65
27
1
3
2
74
19
44
56
(9)
1
(9)
70
28
1
2
1
71
26
1
29
70
2
4
30
2
60
2
1
3
32
2
61
-
•
81
19
(9)
1
13
79
7
1
2
19
76
3
1
92
6
2
4
21
52
20
1
3
20
59
16
17
83
(9)
1
10
44
45
1
2
12
56
30
1
2
97
2
4
21
41
29
2
1
3
20
45
30
"
8
92
(9)
1
10
37
51
1
1
2
12
38
46
1
1
1
98
~
2
4
21
41
27
4
1
3
20
45
26
4
8
92
(’ )
1
10
37
48
4
1
2
12
38
41
7
1
1
98
20 years of service:
2 weeks..
_ . . ....
... ... ...
— ........ ........ ..........
3 weeks
. . ___ ______ _ - -... Over 3 and under 4 weeks
......
4 weeks . .. .... . _ __
. ...
...
..... ....... ....... .
___ .
.
,.......
................... . ..
5 weeks___ _
25 years of service:
1 week __
—
2 weeks ...... .
... ...
... . ----- ---------3 weeks
....... . .. . .. . ---5 weeks........... .
_
.........
30 years of service:
1 week
3 weeks
---
.
___
_
----
Maximum vacation available:
1 week
,— ------ ------------------2 weeks.
„..............
....
- -.. - ..
4 weeks,.
... ......................................
See footnotes at end of tables.
. —
-...
Office workers
Plant workers
Item
A ll industries
Manufacturing
Public utilities
A ll industries
100
100
100
100
Manufacturing
Public utilities
Percent of workers
A ll full-time w ork ers______
__ __ __ __ — __ __ __ _
In establishments providing at least |one of the
benefits shown below15 ____ __ __ ___ _ ______ ____
100
100
96
98
98
99
99
100
Life insurance. ____ __ ______ _ __ ______ _ __ __ __ __
Noncontributory plans_____ ______ ____ — — — __ ----
95
75
98
83
98
88
97
66
97
83
100
95
Accidental death and dismemberment insurance___ _
Noncontributory plans ________ ______________________ ___
75
60
82
67
98
88
77
52
88
75
100
95
_ _
Sickness and accident insurance or sick
leave or both15__ __ __ __ _____ _ _ _ _ _ _ _ _ _ _ _
85
87
95
95
90
100
Sickness and accident insurance______ ____ ______ _ _
Noncontributory plans______________ — __ __ __ _
Sick leave (full pay and no waiting period). _ _ _ _ _ _
Sick leave (partial pay or waiting period)------------ ____
72
56
39
2
82
68
32
-
54
43
80
-
77
55
85
79
67
71
~
71
66
100
"
Long-term disability insurance __ __ __ __ __ ____ ____ _
Noncontributory plans _ ___ __ ____ __ ----- __ __ __
18
13
19
17
9
9
51
40
41
33
3
3
Hospitalization insurance ____ __ „ __ __ __ „
Noncontributory plans__ _ __ __ __________
_
93
62
97
70
98
89
98
52
99
72
100
99
Surgical insurance _____ __ __ __ ----- __ — — — — — Noncontributory plans_____ __ __ ____ __ __ __ __
93
62
97
70
98
89
98
52
99
72
100
99
Medical insurance_________________________________________
Noncontributory plans--------------------------------------------
93
62
97
70
98
89
98
52
99
72
100
99
Major medical|insurance_____ __ __ ----- ----- __ __ — _
Noncontributory plans)--------------------------------------------
90
59
92
65
98
89
98
51
97
72
100
99
Dental insurance!------------------------------------------------------Noncontributory plans______________ — ---- ______--- ---- ---
6
4
2
2
15
15
7
1
2
2
2
2
Retirement pension------------- ----- -------------------- - ---Noncontributory plans... __ — __ __ __ — - — __ — _
77
68
81
72
95
86
92
82
90
81
95
93
See footnotes at end of tables.
__ __
_____
1
Footnotes
A ll of these standard footnotes may not apply to this bulletin.
1 Standard hours reflect the workweek for which employees receive their regular straight-time salaries (exclusive of pay for overtime
at regular and/or premium rates), and the earnings correspond to these weekly hours.
2 The mean is computed for each job by totaling the earnings of all workers and dividing by the number of workers. The median
designates position— half of the employees surveyed receive more and half receive less than the rate shown. The middle range is defined
by two rates of pay; a fourth of the workers earn less than the lower of these rates and a fourth earn more than the higher rate.
3 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.
4 These salaries relate to formally established minimum starting (hiring) regular straight-time salaries that are paid for standard
workweeks.
5 Excludes workers in subclerical jobs such as messenger.
6 Data are presented for all standard workweeks combined, and for the most common standard workweeks reported.
7 Includes all plant workers in establishments currently operating late shifts, and establishments whose formal provisions cover late
shifts, even though the establishments were not currently operating late shifts.
8 Less than 0.05 percent.
9 Less than 0.5 percent.
10 For purposes of this study, pay for a Sunday in December, negotiated in the automobile industry, is not treated as a paid holiday.
11 A ll combinations of full and half days that add to the same amount are combined; for example, the proportion of workers receiving
a total of 9 days includes those with 9 full days and no half days, 8 full days and 2 half days, 7 full days and 4 half days, and so on.
Proportions then were cumulated.
12 A Christmas—New Year holiday period is an unbroken series of holidays which includes Christmas Eve, Christmas Day, New Year's
Eve, and New Year's Day.
Such a holiday period is common in the automobile, aerospace, and farm implement industries.
13 "Floating" holidays vary from year to year according to employer or employee choice.
14 Includes payments other than "length of tim e," such as percentage of annual earnings or flat-sum payments, converted to an
equivalent time basis; for example, 2 percent of annual earnings was considered as 1 week’s pay. Periods of service are chosen arbitrarily
and do not necessarily reflect individual provisions for progression; for example, changes in proportions at 10 years include changes between
5 and 10 years. Estimates are cumulative. Thus, the proportion eligible for at least 3 weeks' pay after 10 years includes those eligible for
at least 3 weeks' pay after fewer years of service.
15 Estimates listed after type of benefit are for all plans for which at least a part of the cost is borne by the employer. "Noncontributory
plans" include only those financed entirely by the employer. Excluded are legally required plans, such as workmen's compensation, social
security, and railroad retirement.
Unduplicated total of workers receiving sick leave or sickness and accident insurance shown separately below. Sick leave plans are
limited to those which definitely establish at least the minimum number of days' pay that each employee can expect. Informal sick leave
allowances determined on an individual basis are excluded.
Appendix A
Area wage and related benefits data are obtained by personal visits of Bureau field represent
atives at 3-year in tervals.1 In each of the intervening years, information on employment and
occupational earnings is collected by a combination of personal visit, mail questionnaire, and telephone
interview from establishments participating in the previous survey.
workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts in
employment could decrease an occupational average even though most establishments in an area
increase wages during the year. Trends in earnings of occupational groups, shown in table A-7,
are better indicators of wage trends than individual jobs within the groups.
In each of the 822 areas currently surveyed, data are obtained from representative estab
lishments within six broad industry divisions: Manufacturing; transportation, communication, and other
public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major
industry groups excluded from these studies are government operations and the construction and
extractive industries. Establishments having fewer than a prescribed number of workers are omitted
because of insufficient employment in the occupations studied. Separate tabulations are provided for
each of the broad industry divisions which meet publication criteria.
Average earnings reflect composite, areawide estimates. Industries and establishments differ
in pay level and job staffing, and thus contribute differently to the estimates for each job. Pay
averages may fail to reflect accurately the wage differential among jobs in individual establishments.
These surveys are conducted on a sample basis. The sampling procedures involve detailed
stratification of all establishments within the scope of an individual area survey by industry and number
of employees. From this stratified universe a probability sample is selected, with each establishment
having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater
proportion of large than small establishments is selected. When data are combined, each establishment
is weighted according to its probability of selection, so that unbiased estimates are generated. For
example, if one out of four establishments is selected, it is given a weight of four to represent itself
plus three others. An alternate of the same original probability is chosen in the same industry-size
classification i f data are not available fo r the original sample member. If no suitable substitute is
available, additional weight is assigned to a sample member that is similar to the missing unit.
Occupations and Earnings
Occupations selected for study are common to a variety of manufacturing and nonmanufacturing
industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3)
maintenance and powerplant; and (4) custodial and material movement. Occupational classification is
based on a uniform set of job descriptions designed to take account of interestablishment variation
in duties within the same job. Occupations selected for study are listed and described in appendix B.
Unless otherwise indicated, the earnings data following the job titles are for all industries combined.
Earnings data for some of the occupations listed and described, or for some industry divisions within
occupations, are not presented in the A -series tables, because either (1) employment in the occupation
is too small to provide enough data to m erit presentation, or (2) there is possibility of disclosure of
individual establishment data. Separate men's and women's earnings data are not presented when the
number of workers not identified by sex is 20 percent or more of the men or women identified in an
occupation. Earnings data not shown separately for industry divisions are included in all industries
combined data, where shown. Likewise, data are included in the overall classification when a sub
classification of electronics technicians, secretaries, or truckdrivers is not shown or information to
subclassify is not available.
Occupational employment and earnings data are shown for full-time workers, i.e., those hired
to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on
weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances
and incentive bonuses are included. Weekly hours for office clerical and professional and technical
occupations refer to the standard workweek (rounded to the nearest half hour) for which employees
receive regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates).
Average weekly earnings for these occupations are rounded to the nearest half dollar.
These surveys measure the lev el of occupational earnings in an area at a particular time.
Comparisons of individual occupational averages over time may not reflect expected wage changes.
The averages for individual jobs are affected by changes in wages and employment patterns. For
example, proportions of workers employed by high- or low-wage firms may change, or high-wage
1 Personal visits were on a 2-year cycle before July 1972.
2 InclurM in the 82 areas are 12 studies conducted by the Bureau under contract. These areas are Akron, Ohio; Austin, T ex .; Binghamton,
N. Y. —P a .; Birmingham, A l a . ; Fort Lauderdale—Hollywood and West Palm Beach—Boca Raton, F la .; Lexington—Fayette, K y .; Melbourne— Titusville—
Cocoa, F la.; Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, V a .—N . C . ; Poughkeepsie-Kingston—Newburgh, N . Y . ; Raleigh—
Durham, N. C . ; Syracuse, N. Y . ; and Westchester County, N . Y .
In addition, the Bureau conducts more limited area studies in approximately 70
areas at the request of the Employment Standards Administration of the U. S. Department of Labor.
Average pay levels for men and women in selected occupations should not be assumed to
reflect differences in pay of the sexes within individual establishments. Factors which may contribute
to differences include progression within established rate ranges, since only the rates paid incumbents
are collected, and performance of specific duties within the general survey job descriptions. Job
descriptions used to classify employees in these surveys usually are more generalized than those used
in individual establishments and allow for minor differences among establishments in specific
duties performed.
Occupational employment estimates represent the total in all establishments within the scope
of the study and not the number actually surveyed. Because occupational structures among establish
ments differ, estimates of occupational employment obtained from the sample of establishments studied
serve only to indicate the relative importance of the jobs studied. These differences in occupational
structure do not affect materially the accuracy of the earnings data.
Wage trends for selected occupational groups
The
Annual rates
span between
increased at
percents of change in table A-7 relate to wage changes between the indicated dates.
of increase, where shown, reflect the amount of increase for 12 months when the time
surveys was other than 12 months. Annual rates are based on the assumption that wages
a constant rate between surveys.
Occupations used to compute wage trends are:
Office clerical (men and women):
Bookkeeping-machine operators,
class B
Clerks, accounting, classes A and B
Clerks, file , classes A, B, and C
Clerks, order
Clerks, payroll
Keypunch operators, classes A and B
Messengers
Secretaries
Stenographers, general
Stenographers, senior
Switchboard operators
Tabulating-machine operators,
class B
Typists, classes A and B
Electronic data processing
(men and women):
Computer operators, classes A, B, and C
Computer programmers, classes A, B,
and C
Electronic data processing (men
and women)— Continued
Computer systems analysts, classes A,
B, and C
Industrial nurses (men and women):
Nurses, industrial (registered)
Skilled maintenance (men):
Carpenters
Electricians
Machinists
Mechanics
Mechanics (automotive)
Painters
Pipefitters
Tool and die makers
Unskilled plant (men):
Janitors, porters, and cleaners
Laborers, m aterial handling
Percent changes for individual areas in the program are computed as follows:
1. Each occupation is assigned a weight based on its proportionate employment in the selected
group of occupations in the base year.
2. These weights are used to compute group averages. Each occupation's average (mean)
earnings is multiplied by its weight. The products are totaled to obtain a group average.
3. The ratio of group averages for 2 consecutive years is computed by dividing the average
for the current year by the average for the earlier year. The results— expressed as a percent— less 100
is the percent change.
Establishment practices and supplementary wage provisions
The B -series tables provide information on establishment practices and supplementary wage
provisions for full-time plant and office workers. "Plant workers" include working foremen and all
nonsupervisory workers (including leadmen and trainees) engaged in nonoffice functions. Cafeteria
workers and routemen are excluded from manufacturing, but included in nonmanufacturing industries.
"Office workers" include working supervisors and nonsupervisory workers performing clerical or
related functions. Administrative, executive, professional, and part-time employees are excluded.
Part-tim e employees are those hired to work a schedule calling regularly for fewer weekly hours than
the establishment's schedule for full-time employees in the same general type of work. The
determination is based on the employer's distinction between the two groups which may take into
account not only differences in work schedules but differences in pay and benefits.
Minimum entrance salaries for office workers relate only to the establishments visited. (See
table B - l.) Because of the optimum sampling techniques used and the probability that large
establishments are more likely than small establishments to have formal entrance rates above the
subclerical level, the table is more representative of policies in medium and large establishments.
Shift differential data are limited to full-time plant workers in manufacturing industries. (See
table B - 2.) This information is presented in terms of (1) establishment policy3 for total plant worker
employment, and (2) effective practice for workers employed on the specified shift at the time of the
survey. In establishments having varied differentials, the amount applying to a majority is used. In
establishments having some late-shift hours paid at normal rates, a differential is recorded only if it
applies to a majority of the shift hours. A second (evening) shift ends work at or near midnight. A
third (night) shift starts work at or near midnight.
The scheduled weekly hours and days of a majority of the first-shift workers in an establish
ment are tabulated as applying to all full-time plant or office workers of that establishment. (See
table B-3.) Scheduled weekly hours and days are those which a majority of full-time employees are
expected to work for straight-time or overtime rates.
Paid holidays; paid vacations; and health, insurance, and pension plans are treated statistically
as applying to all full-time plant or office workers if a majority of such workers are eligible or may
eventually qualify for the practices listed. (See tables B-4 through B-6.) Sums of individual items in
tables B-2 through B-5 may not equal totals because of rounding.
The summary of vacation plans is a statistical measure of vacation provisions rather than a
measure of the proportion of full-time workers actually receiving specific benefits. (See table B-5.)
Provisions apply to all plant or office workers in an establishment regardless of length of service.
Payments on other than a time basis are converted to a time period; for example, 2 percent of
annual earnings are considered equivalent to 1 week's pay. Only basic plans are included. Estimates
exclude vacation bonuses, vacation-savings plans, and "extended" or "sabbatical" benefits beyond basic
plans. Such provisions are typical in the steel, aluminum, and can industries.
Health, insurance, and pension plans for which the employer pays at least a part of the cost
include those (1) underwritten by a commercial insurance company or nonprofit organization, (2)
provided through a union fund, or (3) paid directly by the employer out of current operating funds or
from a fund set aside for this purpose. (See table B-6.) An establishment is considered to have
such a plan if the majority of employees are covered even though less than a m ajority participate
under the plan because employees are required to contribute toward the cost. Excluded are
legally required plans, such as workmen's compensation, social security, and railroad retirement.
Sickness and accident insurance is limited to that type of insurance under which predetermined
cash payments are made directly to the insured during temporary illness or accident disability.
Information is presented for all such plans to which the employer contributes. However, in New
York and New Jersey, which have enacted temporary disability insurance laws requiring employer
contributions,4 plans are included only if the employer (1) contributes more than is legally required,
or (2) provides the employee with benefits which exceed the requirements of the law. Tabulations of
paid sick leave plans are limited to formal plans5 which provide full pay or a proportion of the
worker's pay during absence from work because of illness. Separate tabulations are presented
according to (1) plans which provide full pay and no waiting period, and (2) plans which provide either
partial pay or a waiting period. In addition to the presentation of proportions of workers provided
sickness and accident insurance or paid sick leave, an unduplicated total is shown of workers who
receive either or both types of benefits.
Long term disability insurance plans provide payments to totally disabled employees upon the
expiration of their paid sick leave and/or sickness and accident insurance, or after a predetermined
period of disability (typically 6 months). Payments are made until the end of the disability, a
maximum age, or eligibility for retirement benefits. Full or partial payments are almost always
reduced by social security, workmen's compensation, and private pensions benefits payable to the
disabled employee.
Major medical insurance plans protect employees from sickness and injury expenses beyond
the coverage of basic hospitalization, medical, and surgical plans. Typical features of major medical
plans
are
(1) a "deductible" (e.g., $50) paid by the insured before benefits begin; (2) a coinsurance
Data on paid holidays are limited to holidays granted annually on a formal basis, which (1)
are provided for in written form, or (2) are established by custom. (See table B-4.) Holidays feature requiring the insured to pay a portion (e.g .; 20 percent) of certain expenses; and (3) stated
ordinarily granted are included even though they may fall on a nonworkday and the worker is not dollar maximum benefits (e.g., $ 10,000 a year). Medical insurance provides complete or partial
granted another day off. The first part of the paid holidays table presents the number of whole and payment of doctors' fees. Dental insurance usually covers fillings, extractions, and X-rays. Excluded
half holidays actually granted. The second part combines whole and half holidays to show total holiday are plans which cover only oral surgery or accident damage. Retirement pension plans provide
payments for the remainder of the worker's life.
tim e. Table B-4a reports the incidence of the most common paid holidays.
3 An establishment was considered as having a policy if it met either of the following conditions: (1) Operated late shifts at the time of the
survey, or (2 ) had formal provisions covering late shifts. A n establishment was considered as having formal provisions if it (1 ) had operated late
shifts during the 12 months before the survey, or (2) had provisions in written form to operate late shifts.
4 The temporary disability laws in California and Rhode Island do not require employer contributions.
5 A n establishment is considered as having a formal plan if it established at least die minimum number of days sick leave available to each
employee.
Such a plan need not be written; but informal sick leave allowances, determined oa an individual basis, are excluded.
Number of establishments
employment
m establish
ments in scope
of study
Industry division 2
Workers in establishments
Within scope of study
Within scope
of study *
otudiea
Total4
Studied
Number
Percent
Full-time
plant workers
Full-tim e
office workers
Total4
A ll division s______________________________
_
299
94
55,097
100
32,074
8, 998
34,452
Manufacturing_______________________________ _
Nonmanufacturing___________________________
Transportation, communication, and
other public utilities 5 ________________ _
Wholesale trade . _______________________ _
Retail trade
_ _
_ ___
Finance, insurance, and real estate_______
Services 8____________ _________________ _____
50
~
162
137
46
48
31,778
23,319
58
42
22,651
9,423
3,651
5,347
18,768
15,684
50
50
50
50
50
14
18
73
19
13
8
6
19
8
7
4,403
1,752
10,688
5,386
1,090
8
3
19
10
2
2,474
(6)
(6)
843
(*)
(*)
(*)
(6)
h
(6)
4,078
960
5,610
4,498
538
1 The W orcester Standard Metropolitan Statistical Area, as defined by the Office of Management and Budget through February 1974, consists of the city of Worcester, and the towns of
Auburn, Berlin, Boylston, Brookfield, Charlton, East Brookfield, Grafton, Holden, Leicester, Millbury, Northborough, Northbridge, North Brookfield, Oxford, Paxton, Shrewsbury, Spencer,
Sterling, Sutton, Upton, Uxbridge, Westborough, West Boylston, and Webster in Worcester County. The "workers within scope of study" estimates shown in this table provide a reasonably
accurate description of the size and composition of the labor force included in the survey. Estimates are not intended, however, for comparison with other employment indexes to measure
employment trends or levels since (1) planning of wage surveys requires establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are
excluded from the scope of the survey.
2 The 1967 edition of the Standard Industrial Classification Manual was used to classify establishments by industry division.
3 Includes all establishments with total employment at or above the minimum limitation. A ll outlets (within the area) of companies in industries such as trade, finance, auto repair service,
and motion picture theaters are considered as 1 establishment.
4 Includes executive, professional, part-time, and other workers excluded from the separate plant and office categories.
5 Abbreviated to "public utilities" in the A- and B-series tables. Taxicabs and services incidental to water transportation were excluded.
6 This division is represented in estimates for "all industries" and "nonmanufacturing" in the A -series tables, and for "all industries" in the B -series tables.Separate presentation of
data is
not made for
one or more of the following reasons:
(1) Employment is too small to provide enough
data to m erit separate study,(2) the sample was not designed initially to per
separate presentation, (3) response was insufficient or inadequate to permit separate presentation, and (4) there is possibility of disclosure of individual establishment data.
7 Workers from this entire division are represented in estimates for "all industries" and "nonmanufacturing" in the A -series tables,
but from the real estate portion only in estimates
for "all industries" in the B -series tables. Separate presentation of data is not made for one or more of the reasons given in footnote 6..
8 Hotels and motels; laundries and other personal services; business services; automobile repair, rental, and parking; motion pictures; nonprofit membership organizations (excluding
religious and charitable organizations); and engineering and architectural services.
NOTE: Since the last survey in the Worcester area the Standard Metropolitan Statistical Area has been expanded to include the towns of Charlton, Uxbridge, and Webster in
Worcester County, Mass. The additional geography accounts for 7 percent of the workers within scope of the study. Over four-fifths of the additional workers were in manufacturing
establishments.
Occupational earnings information in Tables A - l through A-6 relates to the expanded SMSA but wage trend information in Table A-7 relates to the geographical scope used in
the May 1974 survey. Next year all data w ill relate to the enlarged SMSA.
Industrial composition in manufacturing
Labor-management agreement coverage
Over one-half of the workers within scope of the survey in the Worcester area
were employed in manufacturing firm s. The following presents the major industry groups
and specific industries as a percent of all manufacturing:
Industry groups
Machinery, except electrical
Fabricated metal products----Prim ary m etal industries_____
Stone, clay, and glass
products____ ____-_______ ____
Textile m ill products__________
Leather and leather products
Printing and publishing__ ____
Food and kindred products ____
Specific industries
18
15
13
12
9
6
6
5
Nonmetallic mineral
products ____ _______________ _ 11
Metalworking machinery ____ _
8
Special industry machinery
6
Blast furnace and basic
steel products ---- -----------5
Footwear, except rubber _____ 5
Miscellaneous primary
metal products______________ 5
This information is based on estimates of total employment derived from universe
m aterials compiled before actual survey. Proportions in various industry divisions may
differ from proportions based on the results of the survey as shown in the appendix table.
The following tabulation shows the percent of full-time plant and office workers
employed in establishments in which a union contract or contracts covered a majority of the
workers in the respective categories, Worcester, Mass., May 1975:
A ll industries__________
Manufacturing.-----------Public u tilities_______________
Plant workers
Office workers
42
41
15
3
98
100
An establishment is considered to have a contract covering all plant or office
workers i f a majority of such workers are covered by a labor-management agreement.
Therefore, all other plant or office workers are employed in establishments that either do
not have labor-management contracts in effect, or have contracts that apply to fewer than
half of their plant or office workers. Estimates are not necessarily representative of the
extent to which all workers in the area may be covered by the provisions of labor-management
agreements, because small establishments are excluded and the industrial scope of the
survey is limited.
Appendix B. Occupational Descriptions
The primary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate
occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and
from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on
interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in
individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed
to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-time, temporary, and probationary workers.
OFFICE
B ILLER, MACHINE
CLERKS, ACCOUNTING
Prepares statements, b ills, and invoices on a machine other than an ordinary or electromatic
typewriter. May also keep records as to billings or shipping charges or perform other clerical work
incidental to billing operations. F or wage study purposes, billers, machine, are classified by type of
machine, as follows:
Perform s one or more accounting clerical tasks such as posting to registers and ledgers;
reconciling bank accounts; verifying the internal consistency, completeness, and mathematical accuracy
of accounting documents; assigning prescribed accounting distribution codes; examining and verifying
for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or
assisting in preparing more complicated journal vouchers. May work in either a manual or automated
accounting system.
B ille r . machine (billing machine). Uses a special billing machine (combination typing and
adding machine) to prepare bills and invoices from customers' purchase orders, internally prepared
orders, shipping memorandums, etc. Usually involves application of predetermined discounts and
shipping charges and entry of necessary extensions, which may or may not be computed on the billing
machine, and totals which are automatically accumulated by machine. The operation usually involves a
large number of carbon copies of the b ill being prepared and is often done on a fanfold machine.
B iller, machine (bookkeeping machine). Uses a bookkeeping machine (with or without a
typewriter keyboard) to prepare customers' bills as part of the accounts receivable operation.
Generally involves the simultaneous entry of figures on customers' ledger record. The machine
automatically accumulates figures on a number of vertical columns and computes and usually prints
automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from
uniform and standard types of sales and credit slips.
The work requires a knowledge of clerical methods and office practices and procedures which
relates to the clerical processing and recording of transactions and accounting information. With
experience, the worker typically becomes fam iliar with the bookkeeping and accounting terms and
procedures used in the assigned work, but is not required to have a knowledge of the formal principles
of bookkeeping and accounting.
Positions are classified into levels on the basis of the following definitions.
Glass A. Under general supervision, performs accounting clerical operations which require
the application of experience and judgment, for example, clerically processing complicated or
nonrepetitive accounting transactions, selecting among a substantial variety of prescribed accounting
codes and classifications, or tracing transactions though previous accounting actions to determine
source of discrepancies. May be assisted by one or more class B accounting clerks.
BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter keyboard) to keep a record of
business transactions.
Class B. Under close supervision, following detailed instructions and standardized procedures,
performs one or more routine accounting clerical operations, such as posting to ledgers, cards, or
worksheets where identification of items and locations of postings are clearly indicated; checking
accuracy and completeness of standardized and repetitive records or accounting documents; and coding
documents using a few prescribed accounting codes.
Class A. Keeps a set of records requiring a knowledge of and experience in basic bookkeeping
principles, and fam iliarity with the structure of the particular accounting system used. Determines
proper records and distribution of debit and credit items to be used in each phase of the work. May
prepare consolidated reports, balance sheets, and other records by hand.
CLERK, FILE
Class B. Keeps a record of one or more phases or sections of a set of records usually
requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll,
customers' accounts (not including a simple type of billing described under biller, machine), cost
distribution, expense distribution, inventory control, etc. May check or assist in preparation of trial
balances and prepare control sheets for the accounting department.
Revised occupational descriptions for switchboard operator; switchboard operator-re
ceptionist; machine-tool operator, toolroom; and tool and die maker are being introduced this year.
They are the result of the Bureau's policy of periodically reviewing area wage survey occupational
descriptions in order to take into account technological developments and to clarify descriptions so
that they are more readily understood and uniformly interpreted. Even though the revised
descriptions reflect basically the same occupations as previously defined, some reporting changes
may occur because of the revisions.
The new single level description for switchboard operator is not the equivalent of the two
levels previously defined.
Files, classifies, and retrieves material in an established filing system. May perform
clerical and manual tasks required to maintain files. Positions are classified into levels on the basis
of the following definitions.
Class A . Classifies and indexes file material such as correspondence, reports, technical
documents, etc., in an established filing system containing a number of varied subject matter files.
May also file this material. May keep records of various types in conjunction with the files. May
lead a small group of lower level file clerks.
Listed below are
stereotypes in the titles:
revised
occupational titles
introduced this
year to
eliminate
Revised title
.Former title
Drafter
D rafter-tracer
Boiler tender
Draftsman
Draftsman-tracer
Fireman, stationary boiler
sex
SECRETARY— Continued
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. Perform s routine filing of material that has already been classified or which is
easily classified in a simple serial classification system (e.g., alphabetical, chronological, or
numerical). As requested, locates readily available material in files and forwards material; and may
fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and
service files.
CLERK, ORDER
Receives customers' orders for m aterial or merchandise by mail, phone, or personally.
Duties involve any combination of the following: Quoting prices to customers; making out an order
sheet listing the items to make up the order; checking prices and quantities of items on order sheet;
and distributing order sheets to respective departments to be filled. May check with credit department
to determine credit rating of customer, acknowledge receipt of orders from customers, follow up
orders to see that they have been filled, keep file of orders received, and check shipping invoices
with original orders.
CLERK, PAYROLL
Computes wages of company employees and enters the necessary data on the payroll sheets.
Duties involve: Calculating workers' earnings based on time or production records; and posting
calculated data on payroll sheet, showing information such as worker's name, wdrking days, time,
rate, deductions for insurance, and total wages due. May make out paychecks and assist paymaster
in making up and distributing pay envelopes. May use a calculating machine.
KEYPUNCH OPERATOR
Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating
cards or on tape.
Positions are classified into levels on the basis of the following definitions.
Class A . Work requires the application of experience and judgment in selecting procedures
to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a
variety of source documents. On occasion may also perform some routine keypunch work. May train
inexperienced keypunch operators.
Class B. Work is routine and repetitive. Under close supervision or following specific
procedures or instructions, works from various standardized source documents which have been coded,
and follows specified procedures which have been prescribed in detail and require little or no selecting,
coding, or interpreting of data to be recorded. Refers to supervisor problems arising from erroneous
items or codes or missing information.
MESSENGER
•Exclusions
Not all positions that are titled "secretary" possess the above characteristics.
positions which are excluded from the definition are as follows:
Examples of
a.
Positions which do not meet the "personal" secretary concept described above;
b.
Stenographers not fully trained in secretarial type duties;
c. Stenographers
managerial persons;
serving as
office assistants
to a group of professional, technical, or
d. Secretary positions in which the duties are either substantially more routine or sub
stantially more complex and responsible than those characterized in the definition;
e. Assistant type positions which involve more difficult or more responsible technical,
administrative, supervisory, or specialized clerical duties which are not typical of secretarial
work.
NOTE: The term "corporate o ffic e r ," used in the level definitions following, refers to those
officials who have a significant corporate-wide policymaking role with regard to major company
activities.
The title "vice president," though normally indicative of this role, dops not in all cases
identify such positions. Vice presidents whose primary responsibility is to act personally on individual
cases or transactions (e.g., approve or deny individual loan or credit actions; administer individual
trust accounts; directly supervise a clerical staff) are not considered to be "corporate officers" for
purposes of applying the following level definitions.
Class A
1. Secretary to the chairman of the board or president of a company that employs, in all,
over 100 but fewer than 5, 000 persons; or
2. Secretary to a corporate officer (other than the chairman of the board or president) of a
company that employs, in all, over 5, 000 but fewer than 25, 000 persons; or
3. Secretary to the head, immediately below the corporate officer level, of a major segment
or subsidiary of a company that employs, in all, over 25,000 persons.
Class B
1. Secretary to the chairman of the board or president of a company that employs, in all,
fewer than 100 persons; or
2. Secretary to a corporate officer (other than the chairman of the board or president) of a
company that employs, in all, over 100 but fewer than 5, 000 persons; or
3. Secretary to the head, immediately below the officer level, over either a major corporate
wide functional activity (e.g., marketing, research, operations, industrial relations, etc.) or a major
geographic or organizational segment (e.g., a regional headquarters; a major division) of a company
that employs, in all, over 5,000 but fewer than 25,000 employees; or
Perform s various routine duties such as running errands, operating minor office machines
such as sealers or m ailers, opening and distributing mail, and other minor clerical work. Exclude
positions that require operation of a motor vehicle as a significant duty.
4. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of
official) that employs, in all, over 5,000 persons; or
SECRETARY
5. Secretary to the head of a large and important organizational segment (e.g., a middle
management supervisor of an organizational segment often involving as many as several hundred
persons) or a company that employs, in all, over 25,000 persons.
Assigned as personal secretary, normally to one individual. Maintains a close and highly
responsive relationship to the day-to-day work of the supervisor. Works fairly independently
receiving a minimum of detailed supervision and guidance. Perform s varied clerical and secretarial
duties, usually including most of the following:
a. Receives telephone calls, personal callers, and incoming mail, answers routine inquires,
and routes technical inquiries to the proper persons;
b.
Establishes, maintains, and revises the supervisor's files;
c.
Maintains the supervisor's calendar and makes appointments as instructed;
d.
Relays messages from supervisor to subordinates;
Class C
1. Secretary to an executive or managerial person whose responsibility is not equivalent to
one of the specific level situations in the definition for class B, but whose organizational unit
normally numbers at least several dozen employees and is usually divided into organizational segments
which are often, in turn, further subdivided. In some companies, this level includes a wide range of
organizational echelons; in others, only one or two; or
2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of
official) that employs, in all, fewer than 5,000 persons.
Class D
e. Reviews correspondence, memorandums, and reports prepared by others for the super
visor's signature to assure procedural and typographic accuracy;
f. Perform s stenographic and typing work.
1. Secretary to the supervisor or head of a small organizational unit (e.g., fewer than
about 25 or 30 persons); or
May also perform other clerical and secretarial tasks of comparable nature and difficulty.
The work typically requires knowledge of office routine and understanding of the organization, programs,
and procedures related to the work of the supervisor.
2. Secretary to a non supervisory staff specialist, professional employee, administrative
officer, or assistant, skilled technician or expert. (NOTE: Many companies assign stenographers,
rather than aecretariea as described above, to this level of supervisory or nonsupervisory worker.)
STENOGRAPHER
TABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator)
Prim ary duty is to take dictation using shorthand, and to transcribe the dictation. May also
type from written copy. May operate from a stenographic pool. May occasionally transcribe from
voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-Machine
Operator, General).
Operates one or a variety of machines such as the tabulator, calculator, collator, interpreter,
sorter, reproducing punch, etc. Excluded from this definition are working supervisors. Also excluded
are operators of electronic digital computers, even though they may also operate EAM equipment.
NOTE: This job is distinguished from that of a secretary in that a secretary normally works
in a confidential relationship with only one manager or executive and performs more responsible and
discretionary tasks as described in the secretary job definition.
Class A. Perform s complete reporting and tabulating assignments including devising difficult
control panel wiring under general supervision. Assignments typically involve a variety of long .and
complex reports which often are irregular or nonrecurring, requiring some planning of the nature and
sequencing of operations, and the use of a variety of machines. Is typically involved in training new
operators in machine operations or training lower level operators in wiring from diagrams and in
the operating sequences of long and complex reports. Does not include positions in which wiring
responsibility is limited to selection and insertion of prewired boards.
Stenographer. General
Dictation involves a normal routine vocabulary.
or perform other relatively routine clerica l tasks.
May maintain files, keep simple records,
Stenographer. Senior
Dictation involves a varied technical or specialized vocabulary such as in legal briefs or
reports on scientific research. May also set up and maintain files, keep records, etc.
OR
Perform s stenographic duties requiring significantly greater independence and responsibility
than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic
speed and accuracy; a thorough working knowledge of general business and office procedure; and of
the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this
knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup
files; assembling material for reports, memorandums, and letters; composing simple letters from
general instructions; reading and routing incoming mail; and answering routine questions, etc.
SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private branch exchange (PBX)
system to relay incoming, outgoing, and intra-system calls. May provide information to callers,
record and transmit messages, keep record of calls placed and toll charges. Besides operating a
telephone switchboard or console, may also type or perform routine clerical work (typing or routine
clerical work may occupy the major portion of the worker’ s time, and is usually performed while at
the switchboard or console). Chief or lead operators in establishments employing more than one
operator are excluded. For an operator who also acts as a receptionist, see Switchboard OperatorReceptionist.
SWITCHBOARD OPERATOR-RECEPTIONIST
At a single-position telephone switchboard or console, acts both as an operator— see Switch
board Operator— and as a receptionist. Receptionist's work involves such duties as greeting visitors;
determining nature of visito r's business and providing appropriate information; referring visitor to
appropriate person in the organization, or contacting that person by telephone and arranging an
appointment; keeping a log of visitors.
Positions are classified into levels on the basis of the following definitions.
Glass B . Perform s work according to established procedures and under specific instructions.
Assignments typically involve complete but routine and recurring reports or parts of larger and more
complex reports. Operates more difficult tabulating or electrical accounting machines such as the
tabulator and calculator, in addition to the simpler machines used by class C operators. May be
required to do some wiring from diagrams. May train new employees in basic machine operations.
Class C. Under specific instructions, operates simple tabulating or electrical accounting
machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments typically
involve portions of a work unit, for example, individual sorting or collating runs, or repetitive
operations. May perform simple wiring from diagrams, and do some filing work.
TRANSCRIBINGrMACHINE OPERATOR, GENERAL
Prim ary duty is to transcribe dictation involving a normal routine vocabulary from transcribing-machine records. May also type from written copy and do simple clerical work. Workers
transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or
reports on scientific research are not included. A worker who takes dictation in shorthand or by
Stenotype or similar machine is classified as a stenographer.
TYPIST
Uses a typewriter to make copies of various materials or to make out bills after calculations
have been made by another person. May include typing of stencils, mats, or similar materials for
use in duplicating processes. May do clerical work involving little special training, such as keeping
simple records, filing records and reports, or sorting and distributing incoming mail.
Class A . Perform s one or more of the following: Typing material in final form when it
involves combining material from several sources; or responsibility for correct spelling, syllabication,
punctuation, etc., of technical or unusual words or foreign language material; or planning layout and
typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine
form letters, varying details to suit circumstances.
Class B . Perform s one or more of the following: Copy typing from rough or clear drafts;
or routine typing of form s, insurance policies, etc; or setting up simple standard tabulations; or
copying more complex tables already set up and spaced properly.
PROFESSIONAL AND TECHNICAL
COMPUTER OPERATOR
COMPUTER OPERATOR— Continued
Monitors and operates the control console of a digital computer to process data cccording to
operating instructions, usually prepared by a programmer. Work includes most of the following:
Studies instructions to determine equipment setup and operations; loads equipment with required
items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and
operates computer; makes adjustments to computer to correct operating problems and meet special
conditions; reviews errors made during operation and determines cause or refers problem to
supervisor or programmer; and maintains operating records. May test and assist in correcting
program.
Class__B. Operates independently, or under only general direction, a computer running
programs with most of the following characteristics: Most of the programs are established production
runs, typically run on a regularly recurring basis; there is little or no testing of new programs
required; alternate programs are provided in case original program needs major change or cannot be
corrected within a reasonably time. In common error situations, diagnoses cause and takes corrective
action. This usually involves applying previously programmed corrective steps, or using standard
correction techniques.
OR
For wage study purposes, computer operators are classified as follows:
Class A . Operates independently, or under only general direction, a computer running
programs with most of the following characteristics: New programs are frequently tested and
introduced; scheduling requirements are of critical importance to minimize downtime; the programs
are of complex design so that identification of error source often requires a working knowledge of the
total program, arid alternate programs may not be available. May give direction and guidance to
lower level operators.
Operates under direct supervision a computer running programs or segments of programs
with the characteristics described for class A. May assist a higher level operator by independently
performing less difficult tasks assigned, and performing difficult tasks following detailed instructions
and with frequent review of operations performed.
Class C. Works on routine programs under close supervision. Is expected to develop working
knowledge of the computer equipment used and ability to detect problems involved in running routine
programs. Usually has received some formal training in computer operation. May assist higher level
operator on complex programs.
Converts statements of business problems, typically prepared by a systems analyst, into a
sequence of detailed instructions which are required to solve the problems by automatic data processing
equipment. Working from charts or diagrams, the programmer develops the precise instructions which,
when entered into the computer system in coded language, cause the manipulation of data to achieve
desired results. Work involves most of the following: Applies knowledge of computer capabilities,
mathematics, logic employed by computers, and particular subject matter involved to analyze charts
and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed
flow charts to show order in which data w ill be processed; converts these charts to coded instructions
for machine to follow; tests and corrects programs; prepares instructions for operating personnel
during production run; analyzes, reviews, and alters programs to increase operating efficiency or
adapt to new requirements; maintains records of program development and revisions. (NOTE: Workers
performing both systems analysis and programming should be classified as systems analysts if this is
the skill used to determine their pay.)
Does not include employees prim arily responsible for the management or supervision of other
electronic data processing employees, or programmers prim arily concerned with scientific and/or
engineering problems.
For wage study purposes, programmers are classified as follows:
Class A . Works independently or under only general direction on complex problems which
require competence in all phases of programming concepts and practices. Working from diagrams
and charts which identify the nature of desired results, major processing steps to be accomplished,
and the relationships between various steps of the problem solving routine; plans the full range
of programming actions needed to efficiently utilize the computer system in , achieving desired
end products.
At this level, programming is difficult because computer equipment must be organized to
produce several interrelated but diverse products from numerous and diverse data elements. A wide
variety and extensive number of internal processing actions must occur. This requires such actions as
development of common operations which can be reused, establishment of linkage points between
operations, adjustments to data when program requirements exceed computer storage capacity, and
substantial manipulation and resequencing of data elements to form a highly integrated program.
F or wage study purposes, systems analysts are classified as follows:
Class A . Works independently or under only general direction on complex problems involving
all phases of system analysis. Problems are complex because of diverse sources of input data and
multiple-use requirements of output data. (F or .example, develops an integrated production scheduling,
inventory control, cost analysis, and sales analysis record in which every item of each type is
automatically processed through the full system of records and appropriate followup actions are initiated
by the computer.) Confers with persons concerned to determine the data processing problems and
advises subject-matter personnel on the implications of new or revised systems of data processing
operations. Makes recommendations, if needed, for approval of major systems installations or changes
and for obtaining equipment.
May provide functional direction to lower lev el systems analysts who are assigned to assist.
Class B. Works independently or under only general direction on problems that are relatively
uncomplicated to analyze, plan, program, and operate. Problems are of lim ited complexity because
sources of input data are homogeneous and the output data are closely related. (F or example, develops
systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail
establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.)
Confers with persons concerned to determine the data processing problems and advises subjectmatter personnel on the implications of the data processing systems to be applied.
OR
Works pn a segment of a complex data processing scheme or system, as described for class A.
Works independently on routine assignments and receives instruction and guidance on complex
assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure
proper alignment with the overall system.
Class C. Works under immediate supervision, carrying out analyses as assigned, usually
of a single activity. Assignments are designed to develop and expand practical experience in the
application of procedures and skills required for systems analysis work. F or example, may assist a
higher level systems analyst by preparing the detailed specifications required by programmers from
information developed by the higher level analyst.
May provide functional direction to lower level programmers who are assigned to assist.
Class B. Works independently or under only general direction on relatively Simple programs,
or on simple segments of complex programs. Programs (or segments) usually process information to
produce data in two or three varied sequences or formats. Reports and listings are produced by
refining, adapting, arraying, or making minor additions to or deletions from input data which are
readily available. While numerous records may be processed, the data have been refined in prior
actions so that the accuracy and sequencing of data can be tested by using a few routine checks.
Typically, the program deals with routine record-keeping type operations.
OR
Works on complex programs (as described for class A ) under close direction of a higher
level programmer or supervisor. May assist higher level programmer by independently performing
less difficult tasks assigned, and performing more difficult tasks under fairly close direction.
May guide or instruct lower level programmers.
Class C. Makes practical applications of programming practices and concepts usually learned
in formal training courses. Assignments are designed to develop competence in the application of
standard procedures to routine problems. Receives close supervision on new aspects of assignments;
and work is reviewed to ve rify its accuracy and conformance with required procedures.
COMPUTER SYSTEMS ANALYST, BUSINESS
Analyzes business problems to formulate procedures for solving them by use of electronic
data processing equipment. Develops a complete description of all specifications needed to enable
programmers to prepare required digital computer programs. Work involves most of the following:
Analyzes subject-matter operations to be automated and identifies conditions and criteria required to
achieve satisfactory results; specifies number and types of records, files, and documents to be used;
outlines actions to be performed by personnel and computers in sufficient detail for presentation to
management and for programming (typically this involves preparation of work and data flow charts);
coordinates the development of test problems and participates in tria l runs of new and revised systems;
and recommends equipment changes to obtain more effective overall operations. (NOTE: Workers
performing both systems analysis and programming should be classified as systems analysts if this is
the skill used to determine their pay.)
Does not include employees prim arily responsible fo r the management or supervision of other
electronic data processing employees, or systems analysts prim arily concerned with scientific or
engineering problems.
DRAFTER
Class A. Plans the graphic presentation of complex items having distinctive design features
that differ significantly from established drafting precedents. Works in close support with the design
originator, and may recommend minor design changes. Analyzes the effect of each change on the
details of form, function, and positional relationships of components and parts. Works with a
minimum of supervisory assistance. Completed work is reviewed by design originator fo r consistency
with prior engineering determinations. May either prepare drawings, or direct their preparation by
lower level drafters.
Class B . Performs nonroutine and complex drafting assignments that require the application
of most of the standardized drawing techniques regularly used. Duties typically involve such work as:
Prepares working drawings of subassemblies with irregular shapes, multiple functions, and precise
positional relationships between components; prepares architectural drawings for construction of a
building including detail drawings of foundations, w all sections, floor plans, and roof. Uses accepted
formulas and manuals in making necessary computations to determine quantities of m aterials to be
used, load capacities, strengths, stresses, etc. Receives initial instructions, requirements, and
advice from supervisor. Completed work is checked for technical adequacy.
Class_C. Prepares detail drawings of single units or parts for engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isom etric projections
(depicting three dimensions in accurate scale) and sectional views to cla rify positioning of components
and convey needed information. Consolidates details from a number of sources and adjusts or
transposes scale as required. Suggested methods of approach, applicable precedents, and advice on
source materials are given with initial assignments. Instructions are less complete when assignments
recur. Work may be spot-checked during progress.
DRAFTER-TRACER
Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings
and tracing with pen or pencil. (Does not include tracing lim ited to plans prim arily consisting of
straight Hnes and a large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings o f easily visualized items.
during progress.
Work is closely supervised
Works on various types of electronic equipment and related devices by performing one or a
combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying,
constructing, and testing. Work requires practical application of technical knowledge of electronics
principles, ability to determine malfunctions, and skill to put equipment in required operating condition.
Class B. Applies comprehensive technical knowledge to solve complex problems (i.e., those
that. typically can be solved solely by properly interpreting manufacturers' manuals or similar
documents) in working on electronic equipment. Work involves: A fam iliarity with the interrelation
ships of circuits; and judgment in determining work sequence and in selecting tools and testing
instruments, usually less complex than those used by the class A technician.
The equipment— consisting of either many different kinds of circuits or multiple repetition of
the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting
and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational aids), (b)
digital and analog computers, and (c) industrial and medical measuring and controlling equipment.
Receives technical guidance, as required* from supervisor or higher level technician, and
work is reviewed for specific compliance with accepted practices and work assignments. May provide
technical guidance to lower level technicians.
This classification excludes repairmen of such standard electronic equipment as common office
machines and household radio and television sets; production assemblers and testers; workers whose
prim ary duty is servicing electronic test instruments; technicians who have administrative or
supervisory responsibility; and drafters, designers, and professional engineers.
Class C. Applies working technical knowledge to perform simple or routine tasks in working
on electronic equipment, following detailed instructions which cover virtually all procedures. Work
typically involves such tasks as: Assisting higher level technicians by performing such activities as
replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment;
and using tools and common test instruments (e.g., multimeters, audio signal generators, tube testers,
oscilloscopes). Is not required to be fam iliar with the interrelationships of circuits. This knowledge,
however, may be acquired through assignments designed to increase competence (including classroom
training) so that worker can advance to higher level technician.
Positions are classified into levels on the basis of the following definitions.
Class A . Applies advanced technical knowledge to solve unusually complex problems (i.e.,
those that typically cannot be solved solely by reference to manufacturers' manuals or similar
documents) in working on electronic equipment. Examples of such problems include location and
density of circuitry, electro-m agnetic radiation, isolating malfunctions, and frequent engineering
changes. Work involves: A detailed understanding of the interrelationships of circuits; exercising
independent judgment in performing such tasks as making circuit analyses, calculating wave forms,
tracing relationships in signal flow; and regularly using complex test instruments* (e.g., dual trace
oscilloscopes, Q-m eters, deviation m eters, pulse generators).
Work may be reviewed by supervisor (frequently an engineer or designer) for general
compliance with accepted practices. May provide technical guidance to lower level technicians.
Receives technical guidance, as required, from supervisor or higher level technician. Work
is typically spot checked, but is given detailed review when new or advanced assignments are involved.
NURSE, INDUSTRIAL (Registered)
A registered nurse who gives nursing service under general medical direction to ill or injured
employees or other persons who become ill or suffer an accident on the premises of a factory or
other establishment. Duties involve a combination of the following: Giving first aid to the ill or
injured; attending to subsequent dressing of employees' injuries; keeping records of patients treated;
preparing accideiit reports for compensation or other purposes; assisting in physical examinations and
health evaluations of applicants and employees; and planning and carrying out programs involving health
education, accident prevention, evaluation of plant environment, or other activities affecting the health,
welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing
more than one nurse are excluded.
MAINTENANCE AND POWERPLANT
BOILER TENDER
HELPER, MAINTENANCE TRADES
F ires stationary boilers to furnish the establishment in which employed with heat, power,
or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil burner; and
checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment.
Assists one or more workers in the skilled maintenance trades, by performing specific or
general duties of lesser skill, such as keeping a worker supplied with materials and tools; cleaning
working area, machine, and equipment; assisting journeyman by holding materials or tools; and
performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted
to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting,
and holding materials and tools, and cleaning working areas; and in others he is permitted to perform
specialized machine operations, or parts of a trade that are also performed by workers on a
full-time basis.
CARPENTER, MAINTENANCE
Perform s the carpentry duties necessary to construct and maintain in good repair building
woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs,
casings, and trim made of wood in an establishment. Work involves most of the following: Planning
and laying out of work from blueprints, drawings, models, or verbal instructions; using a variety of
carpenter's handtools, portable power tools, and standard measuring instruments; making standard
shop computations relating to dimensions of work; and selecting materials necessary for the work. In
general, the work of the maintenance carpenter requires rounded training and experience usually
acquired through a form al apprenticeship or equivalent training and experience.
ELECTRICIAN, MAINTENANCE
Perform s a variety of electrical trade functions such as the installation, maintenance, or
repair of equipment for the generation, distribution, or utilization of electric energy in an establishment.
Work involves most of the following: Installing or repairing any of a variety of electrical equipment
such as generators, transform ers, switchboards, controllers, circuit breakers, motors, heating units,
conduit systems, or other transmission equipment; working from blueprints, drawings, layouts, or
other specifications; locating and diagnosing trouble in the electrical system or equipment; working
standard computations relating to load requirements of wiring or electrical equipment; and using a
variety of electrician's handtools and measuring and testing instruments. In general, the work of the
maintenance electrician requires rounded training and experience usually acquired through a formal
apprentice ship or equivalent training and experience.
ENGINEER, STATIONARY
Operates and maintains and may also supervise the operation of stationary engines and
equipment (mechanical or electrica l) to supply the establishment in which employed with power, heat,
refrigeration, or air-conditioning. Work involves: Operating and maintaining equipment such as
steam engines, air compressors, generators, motors, turbines, ventilating and refrigerating equipment,
steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation
of machinery, temperature, and fuel consumption. May also supervise these operations. Head or
chief engineers in establishments employing more than one engineer are excluded.
MACHINE-TOOL OPERATOR, TOOLROOM
Specializes in operating one or more than one type of machine tool (e.g., jig borer, grinding
machine, engine lathe, milling machine) to machine metal for use in making or maintaining jigs,
fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetaUic
material (e.g., plastic, plaster, rubber, glass). Work typically involves: Planning and performing
difficult machining operations which require complicated setups or a high degree of accuracy; setting
up machine tool or tools (e.g., install cutting tools and adjust guides, stops, working tables, and other
controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and
operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of
precision measuring instruments; making necessary adjustments during machining operation to achieve
requisite dimensions to very close tolerances. May be required to select proper coolants and cutting
and lubricating oils, to recognize when tools need dressing, and to dress tools. In general, the work
of a machine-tool operator, toolroom, at the skill level called for in this classification requires
extensive knowledge of machine-shop and toolroom practice usually acquired through considerable
on-the-job training and experience.
For cross-industry wage study purposes, this classification does not include machine-tool
operators, toolroom, employed in tool-and-die jobbing shops.
MACHINIST, MAINTENANCE
Produces replacement parts and new parts in making repairs of metal parts of mechanical
equipment operated in an establishment. Work involves most of the following: interpreting written
instructions and specifications; planning and laying out of work; using a variety of machinist's handto&ls
and precision measuring instruments; setting up and operating standard machine tools; shaping of metal
parts to close tolerances; making standard shop computations relating to dimensions of work, tooling,
feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting
standard materials, parts, and equipment required for this work; and fitting and assembling parts into
mechanical equipment. In general, the machinist's work normally requires a rounded training in
machine-shop practice usually acquired through a form al apprenticeship or equivalent training
and experience.
Paints and redecorates walls, woodwork, and fixtures of an establishment. Work involves the
following: Knowledge of surface peculiarities and types of paint required for different applications;
preparing surface for painting by removing old finish or by placing putty or fille r in nail holes and
interstices; and applying paint with spray gun or brush. May mix colors, oils, white lead, and other
paint ingredients to obtain proper color or consistency. In general, the work of the maintenance
painter requires rounded training and experience usually acquired through a form al apprenticeship or
equivalent training and experience.
MECHANIC, AUTOMOTIVE (Maintenance)
Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work involves
most of the following: Examining automotive equipment to diagnose source of trouble; disassembling
equipment and performing repairs that involve the use of such handtools as wrenches, gauges, drills,
or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from
stock; grinding and adjusting valves; reassembling and installing the various assemblies in the vehicle
and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body
bolts. In general, the work of the automotive mechanic requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience.
This classification does not include mechanics who repair customers' vehicles in automobile
repair shops.
MECHANIC, MAINTENANCE
Repairs machinery or mechanical equipment of an establishment. Work involves most of the
following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling
or partly dismantling machines and performing repairs that mainly involve the use of handtools in
scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering
the production of a replacement part by a machine shop or sending of the machine to a machine shop
for major repairs; preparing written specifications for major repairs or for the production of parts
ordered from machine shops; reassembling machines; and making all necessary adjustments for
operation. In general, the work of a maintenance mechanic requires rounded training and experience
usually acquired through a formal apprenticeship or equivalent training and experience. Excluded from
this classification are workers whose primary duties involve setting up or adjusting machines.
MILLWRIGHT
Installs new machines or heavy equipment, and dismantles and installs machines or heavy
equipment when changes in the plant layout are required. Work involves most of the following:
Planning and laying out of the work; interpreting blueprints or other specifications; using a variety of
handtools and rigging; making standard shop computations relating to stresses, strength of materials,
and centers of gravity; aligning and balancing of equipment; selecting .standard tools, equipment, and
parts to be used; and installing and maintaining in good order power transmission equipment such as
drives and speed reducers. In general, the millwright's work normally requires a rounded training and
experience in the trade acquired through a formal apprenticeship or equivalent training and experience.
PIPEFITTE R, MAINTENANCE
Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establish
ment. Work involves most of the following: Laying out of work and measuring to locate position of
pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths
with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and
dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and
fastening pipe to hangers; making standard shop computations relating to pressures, flow, and size of
pipe required; and making standard tests to determine whether finished pipes meet specifications. In
general, the work of the maintenance pipefitter requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience. Workers prim arily
engaged in installing and repairing building sanitation or heating systems are excluded.
SHEET-METAL WORKER, MAINTENANCE
Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures (such
as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing)
of an establishment. Work involves most of the following: Planning and laying out all types of sheetmeted maintenance work from blueprints, models, or other specifications; setting up and operating all
available types of sheet-metal working machines; using a variety of handtools in cutting, bending,
forming, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general,
the work of the maintenance sheet-metal worker requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and experience.
TOOL AND DIE MAKER
Constructs and repairs jigs, fixtures, cutting tools, gauges, or metal dies or molds used in
shaping or forming metal or non-metallic m aterial (e.g., plastic, plaster, rubber, glass). Work
typically involves: Planning and laying out work according to models, blueprints, drawings, or other
written or oral specifications; understanding the working properties of common metals and alloys;
selecting appropriate materials, tools, and processes required to complete task; making necessary
shop computation; setting up and operating various machine tools and related equipment; using various
tool and die maker's handtools and precision measuring instruments; working to very close tolerances;
heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and
assembling parts to prescribed tolerances and allowances. In general, tool and die maker's work
requires rounded training in machine-shop and toolroom practic.; usually acquired through formal
apprenticeship or equivalent training and experience.
For cross-industry wage study purposes, this classification does not include tool and die
makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies (die sinkers).
CUSTODIAL AND MATERIAL MOVEMENT
GUARD AND WATCHMEN
LABORER, MATERIAL HANDLING
Guard. Perform s routine police duties, either at fixed post or on tour, maintaining order,
using arms or force where necessary. Includes gatemen who are stationed at gate and check on
identity of employees and other persons entering.
A worker employed in a warehouse, manufacturing plant, store, or other establishment whose
duties involve one or more of the following: Loading and unloading various m aterials and merchandise
on or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing
materials or merchandise in proper storage location; and transporting materials or merchandise by
handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are excluded.
Watchman. Makes rounds of premises periodically in protecting property against fire, theft,
and illegal entry.
JANITOR, PORTER, OR CLEANER
Cleans and keeps in an orderly condition factory working areas and washrooms, or premises
of an office, apartment house, or commercial or other establishment. Duties involve a combination of
the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other
refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trimmings; providing
supplies and minor maintenance services; and cleaning lavatories, showers, and restrooms. Workers
who specialize in window washing are excluded.
ORDER FILLER
Fills shipping or transfer orders for finished goods from stored merchandise in accordance
with specifications on sales slips, customers' orders, or other instructions. May, in addition to
filling orders and indicating items filled or omitted, keep records of outgoing orders, requisition
additional stock or report short supplies to supervisor, and perform other related duties.
PACKER, SHIPPING
Prepares finished products for shipment or storage by placing them in shipping containers>
the specific operations performed being dependent upon the type, size, and number of units to be
packed, the type of container employed, and method of shipment. Work requires the placing of items
in shipping containers and may involve one or more of the following: Knowledge of various items of
stock in order to verify content; selection of appropriate type and size of container; inserting
enclosures in container; using excelsior or other material to prevent breakage or damage; closing and
sealing container; and applying labels or entering identifying data on container. Packers who also make
wooden boxes or crates are excluded.
SHIPPING AND RECEIVING CLERK
Prepares merchandise for shipment, or receives and is responsible for incoming shipments
of merchandise or other materials. Shipping work involves: A knowledge of shipping procedures,
practices, routes, available means of transportation, and rates; and preparing records of the goods
shipped, making up bills of lading, posting weight and shipping charges, and keeping a file of shipping
records. May direct or assist in preparing the merchandise for shipment. Receiving work involves:
Verifying or directing others in verifying the correctness of shipments against bills of lading, invoices,
or other records; checking for shortages and rejecting damaged goods; routing merchandise or
materials to proper departments; and maintaining necessary records and files.
F or wage study purposes, workers are classified as follows:
Receiving clerk
Shipping clerk
Shipping and receiving clerk
TRUCK DRIVER
Drives a truck within a city or industrial area to transport materials, merchandise, equipment,
or men between various types of establishments such as: Manufacturing plantg, freight depots,
warehouses, wholesale and retail establishments, or between retail establishments and customers'
houses or places of business. May also load or unload truck with or without helpers, make minor
mechanical repairs, and keep truck in good working order. Driver-salesmen and over-the-road
drivers are excluded.
follows:
For wage study purposes, truckdrivers are classified by size and type of equipment, as
(Tractor-trailer should be rated on the basis of tra iler capacity.)
Truckdriver (combination of sizes listed separately)
Truckdriver, light (under l l/2 tons)
Truckdriver, medium (1% to and including 4 tons)
Truckdriver, heavy (over 4 tons, tra iler type)
Truckdriver, heavy (over 4 tons, other than tra iler type)
TRUCKER, POWER
Operates a manually controlled gasoline- or electric-powered truck or tractor to transport
goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment.
For wage study purposes, workers are classified by type of truck, as follows:
Trucker, power (forklift)
Trucker, power (other than forklift)
WAREHOUSEMAN
As directed, performs a variety of warehousing duties which require an understanding of
the establishment's storage plan. Work involves most of the following: Verifying materials (or
merchandise) against receiving documents, noting and reporting discrepancies and obvious damages;
routing materials to prescribed storage locations; storing, stacking, or palletizing materials in
accordance with prescribed storage methods; rearranging and taking inventory of stored materials;
examining stored materials and reporting deterioration and damage; removing material from storage
and preparing it for shipment. May operate hand or power trucks in performing warehousing duties.
Exclude workers whose primary duties involve shipping and receiving work (see shipping and
receiving clerk and packer, shipping), order filling (see order fille r ), or operating power trucks (see
trucker, power).
Available On Request
The following areas are surveyed periodically for use in administering the Service Contract Act of 1965.
the BLS regional offices shown on the back cover.
Alamogordo—Las Cruces, N. Mex.
Alaska
Albany, Ga.
Albuquerque, N. Mex.
Alexandria, La.
Alpena, Standish and Tawas City, Mich.
Ann Arbor, Mich.
Atlantic City, N.J.
Augusta, Ga.—S.C.
Bakersfield, Calif.
Baton Rouge, La.
Battle Creek, Mich.
Beaumont—Port Arthur—Orange, Tex.
Biloxi—Gulfport and Pascagoula, Miss.
Birmingham, Ala.
Boise City, Idaho
Bremerton, Wash.
Bridgeport, Norwalk and Stamford, Conn.
Brunswick, Ga.
Burlington, Vt.—N.Y.
Cape Cod, Mass.
Cedar Rapids, Iowa
Champaign—Urbana, 111.
Charleston, S.C.
Charlotte-Gastonia, N.C.
Cheyenne, Wyo.
Clarksville, Tenn. and Hopkinsville, Ky.
Colorado Springs, Colo.
Columbia, S.C.
Columbus, Ga.—Ala.
Columbus, Miss.
Crane, Ind.
Decatur, 111.
Des Moines, Iowa
Dothan, Ala.
Duluth-Superior, Minn.—Wis.
El Paso, Tex.
Eugene-Springfield, Oreg.
Fayetteville, N.C.
Fitchburg—Leominster, Mass.
Fort Smith, Ark.—Okla.
F rede rick—Hagerstown, Md.—Chambe r sburg,
Pa.—Martinsburg, W. Va.
Gadsden—Anniston, Ala.
Goldsboro, N.C.
Grand Island-Hastings, Nebr.
Great Falls, Mont.
Guam
Harrisburg—Lebanon, Pa.
Huntington-Ashland, W. Va.—Ky.—Ohio
Knoxville, Tenn.
Laredo, Tex.
Las Vegas, Nev.
Little Rock-North Little Rock, Ark.
Copies of public releases are or w ill be available at no cost while supplies last from any of
Lima, Ohio
Log ansport—Peru, Ind.
Lorain—Elyria, Ohio
Lower Eastern Shore, Md.—Va.—Del.
Lynchburg, Va.
Macon, Ga.
Madison, Wis.
Mansfield, Ohio
Marquette, Escanaba, Sault Ste. M arie, Mich.
McAllen—Pharr^-Edinburg and Brownsville—
Harlingen-San Benito, Tex.
Medford-Klamath Falls-Grants Pass, Oreg.
Meridian, Miss.
Middlesex, Monmouth, and Ocean Cos., N.J.
Mobile, Ala. and Pensacola, Fla.
Montgomery, Ala.
Nashville—Davidson, Tenn.
New Bern-Jacksonville, N.C.
North Dakota
Norwichr-Groton—New London, Conn.
Orlando, Fla.
Qxnard-Simi Valley^-Ventura, Calif.
Panama City, Fla.
Peoria, 111.
Phoenix, Ariz.
Pine Bluff, Ark.
Portsmouth, N.H.—Me.—Mass.
Pueblo, Colo.
Puerto Rico
Reno, Nev.
Richland—Kennewick—Walla Walla—
Pendleton, Wash.—Oreg.
Riverside—San Bernardino—Ontario, Calif.
Salina, Kans.
Sandusky, Ohio
Santa Barbara-Santa Marie—
Lompoc, Calif.
Savannah, Ga.
Selma, Ala.
Sherman—Denison, Tex.
Shreveport, La.
Sioux Falls, S. Dak.
Spokane, Wash.
Springfield, 111.
Springfield—Chicopee—Holyoke, Mass.—Conn.
Stockton, Calif.
Tacoma, Wash.
Tampa-St. Petersburg, Fla.
Topeka, Kans.
Tucson, Ariz.
Vallejo-Fairfield-Napa, Calif.
Waco and Killeen—Temple, Tex.
Waterloo-Cedar Falls, Iowa
West Texas Plains
Reports for the following surveys conducted in the prior year but since discontinued are also available:
Grand Forks, N. Dak.
Sacramento, C alif*
San Angelo, Tex **
Wilmington, Del.-N.J.-Md.*
Abilene, Tex.**
Billings, Mont.*
Corpus Christi, Tex *
Fresno, Calif.*
* Expanded to an area wage survey in fiscal year 1975.
* * Included in West Texas Plains.
See inside back cover.
The fourteenth annual report on salaries for accountants, auditors, chief accountants, attorneys, job analysts, directors of personnel, buyers, chemists, engineers, engineering technicians, draftsmen, and
clerical employees is available. Order as BLS Bulletin 1804, National Survey of Professional, Administrative, Technical, and C lerical Pay, March 1973, $ 1.05 a copy, from any of the BLS regional sales
offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402.
Area Wage Surveys
A lis t o f the latest available bulletins o r bulletin supplements is presented below. A d irectory of area wage studies including m ore lim ited studies conducted at the request of the Employment
Standards A dm inistration of the Department of Labor is available on request. Bulletins may be purchased fro m any of the BLS regional o ffices shown on the back co ver. Bulletin supplements may be
obtained without cost, where indicated, fro m BLS regional offices.
A re a
Bulletin number
and price *
Akron, Ohio, Dec. 1974----------------------------------------------------------------- -— „________ Suppl.
F re e
Albany-Schenectady^-Troy, N .Y ., Sept. 1974-------------------------—_______________ _____ Suppl.
F re e
Albuquerque, N. M e x ., M a r. 1974 2--------------------------„--------------------------------- -----Suppl.
F ree
Allentown—Bethlehem —Easton, Pa .—N .J., M ay 1974 2 ____ ....__________________________ Suppl.
Free
Anaheim—Santa Ana—Garden G ro v e , C a lif., Oct. 1974 1_______________________________ 1850-9, 85 cents
Atlanta, G a., M ay 1974———— — ------------------------------------------------------------------ ----Suppl.
F re e
Austin, T e x ., Dec. 1974------- ------—------------------------- ---------------------------------------- Suppl.
Free
B a ltim o re , M d ., Aug. 1974---------------------------- -------------------------------------------------Suppl.
F re e
Beaumont—P o rt A rth u i^O ra n ge, T e x ., May 1974 2 --------------- —_____________________ Suppl.
F re e
B illin g s , Mont., July 1974 1----------------------------------------------------------------------------- 1850-6, 75 cents
Binghamton, N .Y .—P a ., July 1974-------------------------------------------------------------------- Suppl.
F re e
Birm ingham , A la ., M a r. 1975— _______________________________________________________ Suppl.
Free
B oise C ity, Idaho, Nov. 1973 2 _________________________________________________________Suppl.
F re e
Boston, M a ss., Aug. 1974------------------------------------------------------ ----------------- -------Suppl.
F re e
Buffalo, N .Y ., Oct. 1974________________________________________ ______________________ Suppl.
F re e
Burlington, V t., Dec. 1973 2 ----------------------------------------------------------------------------Suppl.
F re e
Free
Canton, Ohio, May 1975________ ____________________________ -_____________________ _____ Suppl.
Charleston, W. V a ., M ar. 1974 2 _________________________________________________ „____Suppl.
F re e
C h arlotte, N .C ., Jan. 1974 2 ___________________________________________________________ Suppl.
F re e
F re e
Chattanooga, T en n .-G a ., Sept. 1974___________________________________________________ Suppl.
Chicago, 111., May 1974 1 ______ __________ _____ __________________ ____ ________________ 1795-27, $ 1.10
Cincinnati, Ohio—K y .—In d., Feb. 1975____________________________ -____________________ Suppl.
F ree
C leveland, Ohio, Sept. 1974*__________________________________________________________ 1850-17, $ 1.00
Columbus, Ohio, Oct. 1974_____________________________________________________________ Suppl.
F re e
Corpus C h ris ti, T ex ., July 1974*_____________________________________________________ 1850-3, 75 cents
D allas, T e x ., Oct. 1973 2 _______________________________________________________________Suppl.
F ree
Dallas—F o rt W orth, T e x ., Oct. 1974____________________________________ ____ ________ ..Suppl.
F re e
Davenport—Rock Island—M o lin e , Iowa—111., Feb. 1975________________________________ Suppl.
F re e
Dayton, Ohio, Dec. 1974* ______________________________________________________________ 1850-14, 80 cents
Daytona Beach, F la ., Aug. 1 97 4*__ ___________________________________________________ 1850-1, 75 cents
D enver, C o lo ., Dec. 1973 2-___________ —----------------------- —___________________________Suppl.
F re e
Denvex^Boulder, C olo., Dec. 1974*__________________________________________________ - 1850-15, 85 cents
Des M oines, Iowa, May 1974 2 _____________________________________________ „__________ Suppl.
Free
D etroit, M ich., M ar. 1975-_____________________________________________________________ 1850-22, 85 cents
Durham, N .C ., Dec. 1973 2______________________________ -______ ------------- ---------------- 1795-9, 65 cents
F o rt Lauderdale—Hollywood and W est P a lm Beach—Boca Raton, F la . , A pr. 1974
Suppl.
Free
F o rt W orth, T e x ., Oct. 1973 2_________________________ ________________________________Suppl.
Free
Fresn o, C a lif . 1 3________________________________________________________________________
G a in esville, F la ., Sept. 1974 1 _________________________________________________________ 1850-11, 75 cents
Green Bay, W is ., July 1974__________________________________ __________________________Suppl.
F re e
G reensboro—W inston-Salem —High P o in t, N .C ., Aug. 1974 * _________________________ 1850-2, 80 cents
G re en v ille, S.C. May 1974____________________________________________________________ Suppl.
F re e
H a rtford, Conn. 1 3______________________________________________________________________
Free
Houston, T e x ., Apr. 1975 -________ __________ -________________________________________ Suppl.
H u ntsville, A la ., Feb. 1975____________________________________________________________ Suppl.
F ree
Indianapolis, Ind., Oct. 1974__________ ________________________________________________ Suppl.
F re e
Jackson, M iss ., Jan. 1974*____________________ _______________________________________ 1795-12, 65 cents
Jackson ville, F la ., Dec. 1974________________ ________________________ ________________Suppl.
F ree
F ree
Kansas C ity, M o .-K a n s., Sept. 1974________________________________________ ____ _____ Suppl.
L a w ren ce-H a ver h ill, M ass.—N.H ., June 19 74 2-------------------------------------------------- Suppl.
F re e
Lexington—Fayette, K y ., Nov. 1974__________________________ -________________________ Suppl.
F re e
L ittle Rock—North L ittle Rock, A rk., July 1973 2________________ ____________________ Suppl.
F re e
Los A ngeles—Long Beach, C a lif., Oct. 1974__________________________________________ Suppl.
F re e
Los A ngeles—Long Beach and Anaheim—Santa Ana—Garden
G ro ve, C a lif., Oct. 1973 2 ___________________ __ ______________________________________ Suppl.
F re e
L o u is v ille , K y.—Ind., Nov. 19 74 1...____________________— __________________________ ____ 1850-12, 80 cents
Lubbock, T e x ., M ar. 1974 2___________________ ____________ ____________________________ Suppl.
F ree
M anchester, N .H ., July 1973 2 ________________-________________________________________ Suppl.
F ree
Melbourne—T itu s v ille —Cocoa, F la ., Aug. 1974*_____________ ——______________________ 1850-5, 75 cents
*
1
2
3
Prices are determined by the Government Printing Office and are subject to change.
Data on establishment practices *nd supplementary wage provisions are also presented.
No longer surveyed.
To be surveyed.
A re a
Bulletin number
and price *
M em phis, Tenn.—A rk.—M is s ., Nov. 1974------------------------ ---------------------------------- Suppl.
F ree
F ree
M iam i, F la ., Oct. 1974_________________________________________________________________ Suppl.
Midland and Odessa, T e x ., Jan. 1974 2 ---------- —----------- ------------------------------------ Suppl.
F ree
Milwaukee, W is., A p r. 1975 1----------------— --------------------- 1850-21, 85 cents
Minneapolis—St. Paul, Minn.—W is., Jan. 1975 * ----------------- --------------------------------- 1850-20, $ 1.05
Muskegon—Muskegon Heights, M ich., June 1974 2 ------------— ------------------------------ Suppl.
F ree
Nassau—Suffolk, N . Y . 13------------------------ ---------------------------------------------------------Newark, N.J., Jan. 197 5*---------------- -------------------------------------------------------------- 1850-18, $ 1.00
Newark and J ersey C ity, N.J.. Jan. 19 74 2 — ------------------------ ---------------------------- Suppl.
F ree
New Haven, Conn., Jan. 1974 ------------------------------ —------------- ------------ ------------- Suppl.
F ree
New O rleans, L a ., Jan. 1975--------------------------------------------- ------------ ---------------- Suppl.
F ree
New Y o rk , N .Y .-N .J . * 3________________________________________________________________
F ree
New Y o rk and Nassau—Suffolk, N .Y ., Apr. 1974 2--------------------- — -------------------- Suppl.
Norfolk—V irg in ia Beach—Portsm outh, V a .-N .C . 3 ----------------------------------------------Norfolk—V irg in ia Beach—Portsm outh and Newport News—
Hampton, V a ., Jan. 1974_____________________________________________ ___ _____________Suppl.
F ree
Northeast Pennsylvania, Aug. 1974*---------------------------------------------------------------- 1850-8, 80 cents
Oklahoma C ity, O kla., Aug. 1974*—---------- —----------------------- ----------------------------- 1850-7, 80 cents
Omaha, N e b r.—Iowa, Oct. 1974*----------------------------—---------- 1850-10,
Paterson —Clifton—P a ssa ic, N.J., June 1974___________________ ______________ _________Suppl.
F ree
Philadelphia, Pa.—N.J., Nov. 1974------------------------------------------------------------------- Suppl.
F ree
Phoenix, A r iz ., June 1974 2------------------------------------------------------ —---------------------Suppl.
F ree
F ree
Pittsburgh, P a ., Jan. 1975______________________________________ ______________________ Suppl.
Portland, M aine, Nov. 1974_________________________________________ _____ _____________Suppl.
F ree
Portland, O reg.-W ash., May 1974*___________________________________________________ 1795-26, 85 cents
Poughkeepsie, N . Y . 1 3-------------------------- —-----------------------------—------------------------Poughkeepsie—Kingston—Newburgh, N .Y ., June 1974-------------------------------------------Suppl.
F ree
Providence—W arwick—Pawtucket, R.I.—M ass., May 1974*------------------------------------- 1795-24, 80 cents
Raleigh, N .C ., Dec. 1973 * 2 ___________________________________________________________ 1795-7, 65 cents
Raleigh—Durham, N .C., Feb. 1975____ —----------------------------- -----—-------- ------------- Suppl.
F ree
Richmond, V a ., M ar. 1974* — —--------- —------ --------------------—
— — — ---------- 1795-25, 80 cents
R ive rsid e—San Bernardino—Ontario, C a lif., Dec.1973 2 ----- — ------------------------------ Suppl.
F ree
Rockford, 111., June 19742 -------------------------------------------------------------------- --------- Suppl.
F ree
St. L o u is, Mo.—111., M ar. 1975___________________________________
— ------Suppl.
F ree
Sacramento, C a lif., Dec. 197 4*________________________________________ —--------------- 1850-19, 80 cents
Saginaw, M ich., Nov. 1974*------------ ---------------------------------------------------. ----------- 1850-16, 75 cents
Salt Lake City—Ogden, Utah, Nov. 1974_______________________ . ____________ _________ Suppl.
F ree
San Antonio, T e x ., May 1975---------------------- ----------------------- —__—___ _____________ 1850-23, 65 cents
San D iego, C a lif., Nov. 1974*_____ .___________________________ ..___ -_________________ 1850-13, 80 cents
San F ra n cisco —Oakland, C a lif., M ar. 1974------------------------------ —— --------—_______Suppl.
F ree
F ree
San Jose, C a lif., M ar. 1974_________________________________________ ___ __ . ____________ Suppl.
Savannah, Ga., May 19742 __________________________________________ -_____ ____________ Suppl.
F ree
Scranton, P a ., July 1973 * 2-------------------------------------------- -------------------------------- 1795-3, 55 cents
Seattle—E ve rett, Wash., Jan. 1975________„_________________ „_____. .._________.________Suppl.
F ree
F ree
Sioux F a lls , S. Dak., Dec. 1973 2 -------------------------------------------- -------------- . --------Suppl.
South Bend, Ind., M ar. 1975______ -_________________________ . _____ — ——____________ Suppl.
F ree
Spokane, W ash., June 1974 2_______________________________ . ______________ _____________ Suppl.
F ree
Syracuse, N .Y ., July 1974*_________________________________________________ -_________ 1850-4, 80 cents
F ree
Tampa—St. P etersb u rg , F la ., Aug. 1973 2____________________________ ___ _____________Suppl.
T oledo, Ohio—M ich ., Apr. 1974________________________________________________________ Suppl.
F ree
F ree
Trenton, N.J., Sept. 1974______________________ -_______ ______ ________ _______ _________Suppl.
Washington, D .C .-M d .-V a ., M ar. 1974_______________ ____—---- ------------------------ -----Suppl.
F ree
W aterbury, Conn., M ar. 19742 __________________________________ ____________ __ _______ Suppl.
F ree
W aterloo, Iowa, Nov. 1973 1 2 _________________________________________ _____ . _________ 1795-5, 60 cents
W estch ester County, N .Y 3___________________-________________ —___ -__ . __ . __ _________
W ichita, K an s., A pr. 1975------------ ---------- ------------------------------------------------------- Suppl.
F ree
W o rcester, M ass., May 1975 *------------ --------------------------. -------------------- — -------- 1850-24, 80 cents
Y o rk , P a ., Feb. 1974__________________________ _______________— _____ _______—___ _____Suppl.
F ree
Youngstown—W arren , Ohio, Nov. 1973 2 _____ ------ -------------- ---------- ------- ------------- Suppl.
F ree
80 cent
T H IR D C L A S S M A IL
U .S. D E P A R T M E N T O F L A B O R
BUREAU OF LABOR STATISTICS
WASHINGTON, D.C. 20212
POSTAGE AND FEES PAID
U.S. DEPARTMENT OF LABOR
OFFICIAL BUSINESS
PENALTY FOR PRIVATE USE $300
LAB-441
B U R E A U O F L A B O R S T A T IS T IC S R E G IO N A L O F F IC E S
Region I
1603 J F K Federal Building
Government Center
Boston, Mass. 02203
Phone: 2 23-6 761 (Area Code 61 7)
Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Verm ont
Region V
9 th Floor, 230 S. Dearborn St.
Chicago, III. 606 04
Phone:353-1880 (Area Code 312)
Illinois
Indiana
Michigan
Minnesota
Ohio
Wisconsin
Region II
Suite 3400
1515 Broadway
New Y o rk , N .Y . 10036
Phone: 9 71-5405 (Area Code 212)
New Jersey
New Y o rk
Puerto Rico
Virgin Islands
Region V I
Second Floor
55 5 Griffin Square Building
Dallas, Te x. 75202
Phone: 749-3516 (Area Code 214)
Arkansas
Louisiana
New Mexico
Oklahoma
Texas
Region III
P.O. Box 13 309
Philadelphia, Pa. 19101
Phone: 597-1154 (Area Code 215)
Delaware
District o f Columbia
Maryland
Pennsylvania
Virginia
West Virginia
Regions V II and V II I
Federal Office Building
911 Walnut St., 15 th Floor
Kansas City, Mo. 64106
Phone:3 74-2481 (Area Code 816)
V II
Iowa
Kansas
Missouri
Nebraska
V III
Colorado
Montana
North Dakota
South Dakota
Utah
Wyoming
Region IV
Suite 540
1371 Peachtree St. M E .
Atlanta, Ga. 30309
Phone: 5 26-5418 (Area Code 404)
Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee
Regions IX and X
450 Golden Gate Ave.
Box 36017
San Francisco, Calif. 94102
Phone: 556-4678 (Area Co d e 4 1 5 )
IX
Arizona
California
Hawaii
Nevada
X
Alaska
Idaho
Oregon
Washington
@FedFRASER