The full text on this page is automatically extracted from the file linked above and may contain errors and inconsistencies.
j__ a."3 *. -3000-/1
Area
Wage
Survey
York, Pennsylvania,
Metropolitan Area
February 1980
U.S. Department of Labor
Bureau of Labor Statistics
Bulletin 3000-11
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Adams
iOUTHWEST iV4SSOU«.l S'J&H
UNI'/LRStTY LtaRARI
a s.
kpositqss
AUG 4
pa®
1S30
Preface
This bulletin provides results of a February 1980 survey of occupational
earnings in the York, Pennsylvania, Standard Metropolitan Statistical Area.
The survey was made as part ‘of the Bureau of Labor Statistics’ annual area
wage survey program. It was conducted by the Bureau’s regional office in
Philadelphia, Pa., under the general direction of Irwin L. Feigenbaum,
Assistant Regional Commissioner for Operations. The survey could not have
been accomplished without the cooperation of the many firms whose wage and
salary data provided the basis for the statistical information in this bulletin. The
Bureau wishes to express sincere appreciation for the cooperation received.
Material in this publication is in the public domain and may be reproduced
without permission of the Federal Government. Please credit the Bureau of
Labor Statistics and cite the name and number of this publication.
Note:
Also available for the York area are listings of union wage rates for seven
selected building trades. Free copies of these are available from the Bureau’s
regional offices. (See back cover for addresses.)
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Area
Wage
Survey
York, Pennsylvania,
Metropolitan Area
February 1980
U.S. Department of Labor
Ray Marshall, Secretary
Contents
Bureau of Labor Statistics
Janet L. Norwood,
Commissioner
Introduction........................................................................................
July 1980
Tables:
Bulletin 3000-11
For sale by the Superintendent ot Documents,
U.S. Government Printing Office, Washington,
D.C, 20402, GPO Bookstores, or BLS Regional
Offices listed on back cover. Price $1.75. Make
checks payable to Superintendent of Documents,
G.P.O.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
\V
Page
Earnings, all establishments:
A- 1. Weekly earnings of office workers.................................
A- 2. Weekly earnings of professional and
technical workers........................................................
A- 3. Average weekly earnings of office,
professional, and technical workers,
by sex ............................................................................
A- 4. Hourly earnings of maintenance, toolroom,
and powerplant workers.............................................
A- 5. Hourly earnings of material movement and
custodial workers ........................................................
A- 6. Average hourly earnings of maintenance,
toolroom, powerplant, material movement,
and custodial workers, by sex....................................
A- 7. Indexes of earnings and percent increases
for selected occupational groups..............................
2
Page
Tables—Continued
A- 8.
A- 9.
3
5
A-10.
6
A-11.
7
8
9
9
"ILrS*xJj
Average pay relationships within establish
ments for off ice clerical occupations .....................
Average pay relationships within establish
ments for professional and technical
occupations................................................................
Average pay relationships within establish
ments for maintenance, toolroom, and
powerplant occupations..........................................
Average pay relationships within establish
ments for material movement and
custodial occupations...............................................
10
10
11
11
Appendixes:
A. Scope and method of su rvey................................................. 13
B. Occupational descriptions ................................................... 16
Introduction
This area is 1 of 71 in which the U.S. Department of Labor’s Bureau of
Labor Statistics conducts surveys of occupational earnings and related
benefits. (See list of areas on inside back cover.) In each area, earnings data for
selected occupations (A-series tables) are collected annually. Information on
establishment practices and supplementary wage benefits (B-series tables) is
obtained every third year. This report has no B-series tables.
Each year after all individual area wage surveys have been completed, two
summary bulletins are issued. The first brings together data for each metropoli
tan area surveyed; the second presents national and regional estimates,
projected from individual metropolitan area data, for all Standard Metropoli
tan Statistical Areas in the United States, excluding Alaska and Hawaii.
A major consideration in the area wage survey program is the need to
describe the level and movement of wages in a variety of labor markets,
through the analysis of (1) the level and distribution of wages by occupation,
and (2) the movement of wages by occupational category and skill level. The
program develops information that may be used for many purposes, including
wage and salary administration, collective bargaining, and assistance in
determining plant location. Survey results also are used by the U.S. Depart
ment of Labor to make wage determinations under the Service Contract Act of
1965.
A-series tables
Tables A-1 through A-6 provide estimates of straight-time weekly or hourly
earnings for workers in occupations common to a variety of manufacturing and
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
nonmanufacturing industries. The occupations are defined in appendix B. For
the 31 largest survey areas, tables A-12 through A-17 provide similar data for
establishments employing 500 workers or more.
Table A-7 provides indexes and percent changes in average hourly earnings
for office clerical workers, electronic data processing workers, industrial
nurses, skilled maintenance trades workers, and unskilled plant workers.
Where possible, data are presented for all industries and for manufacturing and
nonmanufacturing separately. Data are not presented for skilled maintenance
workers in nonmanufacturing because the number of workers employed in this
occupational group in nonmanufacturing is too small to warrant separate
presentation. This table provides a measure of wage trends after elimination of
changes in average earnings caused by employment shifts among establish
ments as well as turnover of establishments included in survey samples. For
further details, see appendix A.
Tables A-8 through A-11 provide measures of average pay relationships
within establishments. These measures may differ considerably from the pay
relationships of overall area averages published in tables A-l through A-6. See
appendix A for details.
Appendixes
Appendix A describes the methods and concepts used in the area wage
survey program and provides information on the scope of the survey.
Appendix B provides job descriptions used by Bureau field representatives
to classify workers by occupation.
Table A-1. Weekly earnings of office workers In York, Pa., February 1980
Occupation and industry
division
Average
Number weekly
of
hours*
workers (stand
ard)
Weekly e irnings
(in doll ars)‘
Mean*
Median*
Number of workers receiving straight-time weekly earnings (in dollars) of
Middle range*
120
Under and
120 under
130
130
140
150
160
170
180
190
200
220
240
260
280
300
320
340
360
380
400
420
140
150
160
170
180
190
200
220
240
260
280
300
320
340
360
380
400
420
440
Secretaries..........................................
Manufacturing...............................
Nonmanufacturing.......................
Public utilities...........................
559
380
179
29
40.0
40.0
39.5
40.0
227.50
237.50
206.50
278.50
218.00
225.00
205.50
284.00
190.00199.00170.00254.00-
259.50
263.50
222.50
313.00
10
2
10
2
-
-
-
Secretaries, class A......................
32
40.0
300.00
318.50
243.00- 350.00
-
-
-
_
_
_
_
-
-
_
-
_
-
_
1
1
4
4
25
9
16
27
17
10
-
-
-
30
21
9
1
44
30
14
-
40
22
18
1
-
-
-
_
_
-
_
_
-
2
2
1
1
3
.
-
1
81
56
25
3
68
59
9
2
27
24
3
3
38
32
6
6
16
10
6
4
11
4
7
4
15
13
2
2
11
10
1
5
-
102
65
37
2
1
-
-
-
-
-
2
5
4
1
2
2
4
10
1
_
-
1
2
2
5
5
16
15
1
25
20
5
5
4
1
3
2
1
1
-
13
8
5
3
3
-
13
5
8
9
9
-
6
1
5
8
3
9
1
17
4
13
7
18
9
60
38
37
23
22
22
11
11
10
10
6
3
4
1
2
1
9
8
-
-
-
17
6
11
16
14
2
21
16
5
12
9
3
17
17
19
16
3
21
21
-
14
13
1
5
3
2
-
-
-
-
-
-
-
13
6
5
1
1
-
-
-
_
_
_
_
2
3
2
3
3
-
-
-
-
2
3
-
-
-
-
-
Secretaries, class B......................
Manufacturing...............................
Nonmanufacturing........................
109
83
26
40.0
40.0
39.5
259.50
267.50
233.00
243.00
266.50
217.00
212.50- 290.00
234.00- 290.00
205.00- 272.50
Secretaries, class C.......................
Manufacturing...............................
230
142
40.0
40.0
225.00
237.50
215.00
225.00
194.50- 248.00
206.00- 259.00
Secretaries, class D......................
Manufacturing...............................
Nonmanufacturing.......................
146
118
28
40.0
40.0
40.0
201.50
207.00
178.00
191.00
199.50
169.50
170.00- 231.50
175.00- 234.00
155.50- 181.50
_
-
_
-
Secretaries, class E......................
41
39.5
193.50
211.00
129.50- 226.50
* 10
2
-
-
-
-
-
-
3
Stenographers....................................
Manufacturing...............................
Nonmanufacturing.......................
Public utilities............................
124
74
50
27
40.0
40.0
39.5
40.0
203.50
189.50
224.00
260.50
192.00
185.00
212.00
237.00
171.50171.50179.50237.00-
_
_
_
-
1
1
_
-
4
2
2
-
7
4
3
1
13
8
5
1
20
17
3
-
14
11
3
11
10
1
20
11
9
1
15
4
11
11
4
4
-
7
2
5
5
Stenographers, senior..................
Manufacturing...............................
66
45
40.0
40.0
213.00
198.50
200.50
192.50
186.00- 230.00
175.00- 218.00
_
_
-
-
.
-
.
-
2
2
13
13
6
5
9
8
16
8
5
4
3
3
7
2
Stenographers, general................
Manufacturing..............................
Nonmanufacturing.......................
58
29
29
39.5
40.0
39.5
192.50
175.50
209.50
179.00
175.00
180.00
160.00- 208.50
160.00- 185.00
162.50- 237.00
_
_
-
.
1
1
7
4
3
11
6
5
7
4
3
8
6
2
2
2
4
3
1
10
1
1
-
4
2
2
Typists.................................................
Manufacturing..............................
163
133
40.0
40.0
172.50
173.50
164.50
161.00
149.50- 185.50
150.00- 181.00
_
1
-
-
6
3
34
30
31
29
20
17
21
18
14
10
20
11
6
5
5
5
Typists, class A..............................
47
40.0
185.50
180.50
173.00- 194.00
-
-
-
-
4
4
15
6
11
4
Typists, class B..............................
Manufacturing..............................
116
88
40.0
40.0
167.50
166.50
158.00
154.00
146.00- 172.50
146.00- 165.00
_
-
1
34
30
27
26
16
13
6
4
8
4
9
-
6
3
-
2
1
File clerks............................................
Nonmanufacturing.......................
71
48
38.0
37.5
151.00
141.50
140.00
137.00
126.50- 157.50
124.50- 148.00
6
** 6
15
14
14
8
15
11
3
2
6
3
1
-
6
3
File clerks, class €........................
48
37.5
140.00
138.00
125.00- 148.00
#6
10
10
14
3
3
-
-
-
1
Switchboard operators.....................
27
39.5
194.00
202.50
159.50- 226.50
-
2
1
-
4
2
2
1
1
5
Switchboard operatorreceptionists....................................
Manufacturing..............................
Nonmanufacturing.......................
132
102
30
40.0
40.0
39.5
171.00
174.50
15^50
162.50
161.50
168.00
155.00- 180.50
155.00- 181.00
158.50- 175.00
2
1
1
10
6
4
35
34
1
29
18
11
16
9
7
10
8
2
3
3
8
8
-
5
4
1
-
Order clerks........................................
Manufacturing...............................
140
133
40.0
40.0
215.50
219.00
220.00
224.00
170.00- 276.50
177.00- 276.50
-
6
6
9
5
10
8
7
7
.
11
10
14
14
Order clerks, class A.....................
Manufacturing...............................
52
51
40.0
40.0
272.00
273.50
276.50
276.50
260.00- 283.50
266.50- 289.00
.
.
1
-
-
1
1
222.50
200.00
257.50
288.50
_
-
_
2
_
-
_
-
-
-
1
-
-
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-
3
-
-
-
-
-
10
-
3
3
3
-
-
3
-
-
-
-
3
-
-
-
-
1
1
-
-
-
-
4
-
-
-
-
2
1
-
-
-
-
-
_
,
_
_
3
3
-
-
-
-
-
4
-
-
-
-
-
5
1
-
-
-
-
-
-
-
-
-
-
1
-
-
-
-
-
-
-
-
_
5
4
-
-
_
_
_
_
_
-
5
4
1
6
5
1
-
-
-
7
7
6
6
18
18
5
5
34
34
8
8
3
3
1
1
2
2
1
1
1
1
2
2
31
31
8
8
3
3
1
1
_
1
1
_
1
-
-
-
-
-
1
1
-
-
-
-
1
-
-
-
Table A-1. Weekly earnings of office workers in York, Pa., February 1980 —Continued
Weekly earnings
(in dollars)1
Average
Occupation and industry
division
workers
(stand-
Mean2
Median2
Middle range2
Number of workers receiving straight-time weekly earnings (in dollars) of _
Under
and
130
Order clerks, class B.....................
Manufacturing...............................
88
82
40.0
40.0
182.00
185.00
180.50
181.00
144.00- 224.00
152.00- 224.00
Accounting clerks...............................
Manufacturing...............................
Nonmanufacturing:
Public utilities...........................
423
181
40.0
40.0
179.00
201.50
171.00
193.00
25
39.5
213.00
Accounting clerks, class A...........
Manufacturing..............................
Nonmanufacturing.......................
143
76
67
40.0
40.0
39.5
Accounting clerks, class B...........
Manufacturing...............................
280
105
Bookkeeping-machine operators....
Manufacturing...............................
130
140
150
160
170
180
190
200
220
240
260
280
300
320
340
360
380
400
420
140
150
160
170
180
190
200
220
240
260
280
300
320
340
360
380
400
420
440
6
6
9
5
10
8
7
7
_
-
-
10
10
13
13
5
5
5
5
17
17
3
3
3
3
-
146.50- 200.00
180.50- 220.00
_
12
-
-
56
2
56
8
43
11
38
11
29
9
36
29
46
28
46
36
30
25
15
10
11
7
1
1
229.00
169.00- 243.00
-
-
-
2
2
3
-
1
2
2
5
5
3
-
198.00
217.00
176.50
192.00
206.50
169.00
166.50- 215.00
190.00- 234.50
155.50- 195.50
_
_
5
-
-
5
18
3
15
8
4
4
13
7
6
16
8
8
31
21
10
10
10
-
12
3
9
10
10
-
9
2
7
-
-
7
4
3
_
-
_
-
_
-
40.0
40.0
169.00
191.00
158.50
193.00
140.50- 193.00
173.00- 201.50
_
-
12
51
2
47
6
31
8
20
8
21
5
23
22
30
20
15
15
20
15
5
-
4
3
1
1
-
-
28
28
40.0
40.0
188.00
188.00
174.50
174.50
170.00- 224.50
170.00- 224.50
5
5
1
1
10
10
.
-
4
4
_
7
7
1
1
-
-
-
Bookkeeping-machine operators,
class B.........................................
Manufacturing...............................
27
27
40.0
40.0
186.00
186.00
170.00
170.00
170.00- 208.50
170.00- 208.50
_
-
_
-
_
-
Machine-billers...................................
27
40.0
161.00
165.00
Billing-machine billers...................
25
40.0
159.50
Payroll clerks......................................
Manufacturing...............................
111
87
40.0
40.0
Key entry operators...........................
Manufacturing...............................
Nonmanufacturing.......................
273
176
97
Key entry operators, class A........
Manufacturing...............................
_
-
-
_
-
_
-
-
-
-
-
-
-
-
5
5
1
1
10
10
153.00- 170.00
-
-
5
-
7
10
162.00
150.00- 170.00
-
-
5
-
7
190.00
186.50
180.50
172.50
160.00- 211.50
160.00- 211.00
_
-
1
1
8
3
2
2
40.0
40.0
39.5
187.50
194.00
176.50
172.50
180.00
161.00
154.00- 197.00
162.00- 202.50
152.00- 184.50
2
11
6
5
16
9
7
101
69
40.0
40.0
214.00
230.00
185.00
188.00
176.50- 213.50
180.00- 270.00
172
107
65
• All workers were at $110.00 to $120.00.
* • All workers were at $110.00 to $120.00.
39.5
40.0
39.0
172.00
170.50
175.00
164.50
171.50
155.50
146.00- 187.50
146.00- 187.50
140.00- 176.00
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-
-
-
-
-
-
-
-
4
4
,
_
-
Key entry operators, class B........
Manufacturing...............................
Nonmanufacturing.......................
-
_
-
-
2
-
-
-
-
_
_
4
4
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
_
-
_
-
_
_
-
-
-
-
-
4
4
_
-
7
7
3
-
1
1
-
-
-
-
-
-
-
-
-
-
-
10
1
-
1
1
-
-
-
-
-
-
-
-
-
-
-
8
8
23
23
12
11
10
8
10
6
14
9
6
6
7
4
6
3
2
1
2
2
-
-
-
-
-
-
24
18
6
28
5
23
37
20
17
35
29
6
42
35
7
15
9
6
26
15
11
6
6
5
5
2
2
7
_
1
1
16
16
_
-
-
-
7
-
-
_
-
_
-
_
-
13
4
11
9
27
21
4
1
14
7
1
1
3
3
2
2
.
-
1
1
-
16
16
-
-
-
-
24
15
11
12
5
24
16
20
14
8
8
5
8
4
1
3
4
# All workers were at $110.00 to $120.00.
See footnotes at end of tables.
2
2
_
-
_
-
_
-
-
_
_
-
_
-
_
-
9
4
2
11
6
5
16
9
7
24
18
6
19
1
18
-
-
-
-
2
-
-
4
-
-
-
_
7
_
-
_
-
_
-
_
7
-
Table A-2. Weekly earnings of professional and technical workers in York, Pa., February 1980
Weekly earnings
(in dollars)1
Average
Occupation and industry
division
workers
(stand-
Mean2
Median2
Middle range2
Number of workers receiving straight-time weekly earnings (in dollars) of
130
and
140
140
150
160
170
180
190
200
220
240
260
280
300
320
340
360
380
400
420
460
500
150
160
170
180
190
200
220
240
260
280
300
320
340
360
380
400
420
460
500
540
Computer systems analysts
(business)........................................
Manufacturing...............................
54
45
40.0
40.0
359.50
365.00
349.50
354.50
318.00- 397.50
322.00- 418.00
-
-
-
Computer systems analysts
(business), class B....................
25
40.0
374.50
362.00
342.00- 446.50
-
-
-
Computer programmers (business)..
Manufacturing..............................
Nonmanufacturing.......................
94
65
29
40.0
40.0
40.0
297.50
318.50
249.50
269.50
291.50
240.00
240.00- 342.50
255.00- 366.00
227.00- 250.00
_
-
_
-
_
Computer programmers
(business), class B....................
Manufacturing..............................
35
27
40.0
40.0
301.50
306.00
291.50
298.50
260.50- 345.50
264.50- 353.00
-
Computer programmers
(business), class C....................
38
40.0
237.50
233.50
219.50- 249.50
Computer operators..........................
Manufacturing..............................
Nonmanufacturing........................
133
89
44
39.5
39.5
39.0
221.50
236.00
191.50
200.00
210.00
188.00
Computer operators, class A.......
Manufacturing...............................
30
27
39.5
40.0
319.00
326.50
Computer operators, class B.......
Manufacturing..............................
47
29
40.0
40.0
Computer operators, class C.......
Manufacturing..............................
56
33
Drafters................................................
Manufacturing..............................
_
-
_
-
_
-
_
-
2
2
1
2
2
2
-
-
-
-
-
2
1
-
_
1
1
-
-
1
1
1
-
_
1
7
3
4
13
7
6
16
6
10
-
-
-
-
-
_
-
_
-
2
2
-
-
-
-
1
1
1
7
175.00- 249.00
183.00- 263.00
160.00- 202.00
2
2
6
6
-
-
15
5
10
9
4
5
4
1
3
13
8
5
13
8
5
287.50
300.50
248.50- 430.50
248.00- 458.00
_
_
_
_
_
_
_
-
-
-
-
-
-
211.50
217.50
200.00
210.00
192.00- 245.00
194.00- 241.00
_
_
1
-
-
5
1
-
1
1
3
2
39.0
39.0
177.00
178.00
176.50
180.00
152.50- 200.00
150.00- 200.00
2
2
6
6
10
4
8
4
3
392
318
40.0
40.0
277.50
277.00
282.00
282.00
230.00- 319.00
231.50- 314.50
2
_
-
-
4
2
8
2
Drafters, class A............................
Manufacturing..............................
88
79
40.0
40.0
329.00
321.00
329.00
325.00
312.00- 353.00
302.00- 347.50
_
_
_
-
-
-
Drafters, class B............................
Manufacturing...............................
205
166
40.0
40.0
282.00
278.00
289.00
289.00
248.50- 309.00
250.00- 308.00
_
_
_
-
-
Drafters, class C............................
Manufacturing..............................
81
59
40.0
40.0
233.50
237.50
228.00
240.00
200.00- 268.50
207.00- 268.50
_
_
-
-
Registered industrial nurses............
Manufacturing..............................
32
30
40.0
40.0
285.00
283.00
265.00
265.00
232.00- 328.50
231.50- 327.00
7
6
7
7
10
9
2
-
1
6
13
12
1
7
5
2
7
7
4
3
1
6
3
3
6
2
8
8
3
2
3
3
2
2
5
2
3
3
3
3
-
11
9
4
2
2
-
-
-
-
-
21
13
8
9
9
9
8
1
1
1
4
4
_
2
2
-
17
10
7
-
-
-
-
2
2
4
4
5
2
4
4
1
1
4
4
12
8
7
4
4
4
9
5
5
4
-
-
1
-
10
6
-
12
7
1
1
3
3
-
-
-
-
11
7
6
2
7
7
36
34
32
29
39
27
43
43
49
43
58
47
41
41
_
_
.
-
-
2
2
-
-
2
2
-
6
6
10
10
5
5
27
27
.
24
21
28
16
27
27
30
24
45
42
8
_
-
_
_
-
-
-
-
-
17
15
_
6
4
-
-
5
1
5
5
17
17
6
6
11
11
10
10
9
9
2
2
-
7
7
2
2
7
6
4
4
_
_
_
.
.
-
-
-
-
-
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
5
_
-
.
-
-
6
3
5
4
1
1
7
7
2
2
2
4
1
-
4
2
2
3
3
4
4
1
1
1
1
9
9
-
-
-
-
-
-
-
8
8
-
-
-
-
-
8
8
-
-
-
-
-
-
-
-
-
-
-
1
1
9
-
-
-
8
8
1
1
9
-
-
-
14
1
-
-
-
-
-
-
-
-
-
-
-
-
2
2
2
1
-
3
3
-
-
-
-
2
2
-
-
-
-
-
-
-
-
24
24
22
9
18
18
14
14
6
6
3
3
-
Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, in York, Pa., February 1980
Average
(mean*)
Sex,* occupation, and industry division
Number
of
workers
Weekly
hours'
(stand
ard)
Average
(mean*)
Sex,* occupation, and industry division
Weekly
earnings
(in dollars)1
Office occupations women
Number
of
workers
Weekly
hours'
(stand
ard)
Weekly
earnings
(in dollars)1
27
39.5
194 00
131
101
30
40.0
40.0
39.5
169.50
172.50
158.50
121
114
40.0
40.0
207.50
211.00
81
75
40.0
40.0
178.50
181.50
Average
(mean*)
Sex,* occupation, and industry division
Number
of
workers
Weekly
hours1
(stand
ard)
Weekly
earnings
(in dollars)'
50
41
40.0
40.0
363.50
370.50
25
40.0
374.50
58
40.0
286.00
30
40.0
307.00
45
40.0
224.00
279
40.0
81
72
40.0
40.0
334.00
326.00
188
151
40.0
40.0
283.50
279.50
61
49
40.0
40.0
241.50
235.50
occupations - men
Secretaries....................................................................
Manufacturing.........................................................
Nonmanufacturing..................................................
543
365
178
29
40.0
40.0
39.5
40.0
223.00
231.50
206.00
278.50
Secretaries, class A.................................................
30
40.0
297.50
103
77
40.0
40.0
251.50
257.50
Switchboard operator-
Order clerks, class B..........................
Manufacturing..........................................................
Computer systems analysts
Computer systems analysts
Computer programmers (business)...........................
Computer programmers
222
134
40.0
40.0
219.50
229.50
408
170
40.0
40.0
176.00
197.00
Manufacturing.........................................................
Nonmanufacturing..................................................
146
118
28
40.0
40.0
40.0
201.50
207.00
178.00
130
65
65
40.0
40.0
39.5
190.50
206.50
174.50
Secretaries, class E.................................................
41
39.5
193.50
123
74
49
26
40.0
40.0
39.5
40.0
202.00
189.50
221.50
257.00
Manufacturing..........................................................
278
105
40.0
40.0
169.00
191.00
Bookkeeping-machine operators.........
Manufacturing..........................................................
28
28
40.0
40.0
188.00
188.00
66
45
40.0
40.0
213.00
198.50
Bookkeeping-machine operators,
class B....................................................................
Manufacturing....................................
27
27
40.0
40.0
186.00
186.00
57
29
28
39.5
40.0
39.5
190.00
175.50
204.50
27
40.0
161.00
159
129
40.0
40.0
25
40.0
159.50
168.00
168.00
107
39.5
187.50
Manufacturing.........................................................
Nonmanufacturing..................................................
80
53
27
39.0
39.0
38.5
196 00
199.00
190.50
47
40.0
185.50
253
158
95
40.0
40.0
39.5
175.50
177.00
173.00
Computer operators, class B.................................
28
40.0
216.00
Manufacturing.........................................................
46
30
38.5
38.5
174.50
174.00
Manufacturing.........................................................
51
39
40.0
40.0
230.00
244.00
Stenographers, senior.............................................
D
II 1
Key entry operators................................
Manufacturing..........................................................
File clerks, class C...................................................
71
48
38.0
37.5
151.00
141.50
48
37.5
140.00
Key entry operators, class B............
Nonmanufacturing...................................................
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
6
169
106
63
39.5
40.0
39.0
170.00
170.50
169.50
Drafters, class C......................................................
Manufacturing.........................................................
Professional and technical
occupations - women
Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers In York, Pa., February 1980
Hourly earnings
(in dollars)4
Occupation and industry
division
Maintenance carpenters...................
Manufacturing...............................
Number
of
workers
Mean3
Median3
Middle
range3
36
31
7.45
7.14
7.33
7.33
6.70- 7.85
6.70- 7.33
Maintenance electricians..................
Manufacturing...............................
230
220
8.51
8.42
7.97
7.96
7.55- 9.72
7.55- 9.02
Maintenance machinists...................
Manufacturing...............................
181
170
7.96
7.78
7.90
7.90
7.55- 8.45
7.55- 8.45
Maintenance mechanics
(machinery).....................................
Manufacturing...............................
503
487
7.42
7.34
7.03
7.03
Maintenance mechanics
(motor vehicles)..............................
Manufacturing...............................
Nonmanufacturing.......................
Public utilities............................
256
62
194
129
8.54
7.15
8.99
10.26
8.38
6.12
10.59
10.68
Maintenance pipefitters....................
Manufacturing...............................
86
79
Millwrights...........................................
Manufacturing...............................
Number of workers receiving straight-time hourly earnings (in dollars) of
4.20
and
under
4.30
4.30
4.40
4.60
4.80
5.00
5.20
5.40
5.60
6.00
6.40
6.80
7.20
7.60
8.00
8.40
a.ao
9.20
9.60
10.00
10.40
10.80
11.20
4.40
4.60
4.80
5.00
5.20
5.40
5.60
6.00
6.40
6.80
7.20
7.60
8.00
8.40
8.80
9.20
9.60
10.00
10.40
10.80
11.20
11.60
1
1
_
2
2
2
2
-
4
4
-
5
5
1
-
-
6
6
4
4
2
2
13
13
1
1
_
-
_
-
9
9
4
4
9
9
8
8
31
31
61
61
_
_
"
-
_
-
5
5
10
10
16
16
2
2
10
10
63
63
-
5
5
-
_
-
104
104
16
16
73
73
63
63
78
77
52
52
-
-
1
_
-
2
1
1
1
28
20
8
2
47
16
31
1
10
2
8
4
1
1
4
15
10
5
4
-
-
-
-
_
_
_
.
-
-
-
_
-
2
2
20
20
17
17
_
_
_
-
-
2
2
1
1
6
-
_
_
_
-
-
_
-
_
_
-
-
_
_
-
-
"
-
_
-
_
-
_
_
-
-
_
_
_
_
-
-
-
6.30- 7.95
6.27- 7.87
-
-
6.30-10.82
5.81- 7.44
6.50-10.82
10.59-10.82
4
-
1
1
8.91
8.74
7.62 7.10-10.91
7.62 7.03-10.91
_
-
_
91
91
9.12
9.12
7.80 7.59-10.91
7.80 7.59-10.91
_
-
Maintenance trades helpers............
Manufacturing...............................
121
104
6.05
6.23
5.85
6.01
Machine-tool operators (toolroom)...
Manufacturing...............................
107
107
8.85
8.85
7.95 7.95-10.47
7.95 7.95-10.47
Tool and die makers.........................
Manufacturing..............................
206
205
8.89
8.90
8.69 8.12- 9.86
8.69 8.12- 9.86
Boiler tenders.....................................
Manufacturing..............................
63
63
6.10
6.10
6.56 4.91- 6.78
6.56 4.91- 6.78
5.38- 6.45
5.38- 6.67
4
-
_
-
-
1
1
-
25
25
-
-
-
-
3
1
-
21
21
-
4
4
9
4
3
3
19
14
23
23
-
38
38
22
22
-
-
-
6
6
28
28
5
5
4
1
14
2
3
3
4
4
3
3
44
74
10
14
5
5
5
6
6
-
2
2
-
-
36
36
12
12
-
-
2
2
-
_
2
-
9
43
43
-
-
44
44
64
-
-
-
1
1
8
7
30
24
-
-
-
1
3
4
35
-
3
3
-
-
-
_
_
-
_
-
-
-
_
_
.
-
-
-
-
-
-
-
-
3
-
16
10
1
1
24
24
2
2
10
10
10
10
23
21
-
14
14
-
-
4
4
-
-
-
_
_
_
_
_
.
-
-
-
-
-
-
-
7
7
1
1
1
1
5
5
42
42
1
1
-
4
4
1
1
2
2
12
12
28
28
3
3
-
_
_
_
_
_
_
.
.
.
-
-
-
-
-
-
-
-
-
-
10
9
13
13
21
21
34
34
37
37
24
24
1
1
42
42
8
8
-
2
2
14
14
_
16
16
.
.
.
.
-
-
-
10
10
-
25
25
-
4
4
4
4
4
4
-
-
-
-
-
-
-
-
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-
14
10
_
4
5
2
7
-
-
-
Table A-5. Hourly earnings of material movement and custodial workers in York, Pa., February 1980
Hourly earnings
(in dollars)4
Occupation and industry
division
Number
of
workers
Mean*
Truckdrivers........................................
Manufacturing...............................
Nonmanufacturing........................
Public utilities............................
841
245
596
265
7.74
6.07
8.43
10.75
Truckdrivers, medium truck..........
Manufacturing...............................
100
49
Truckdrivers, heavy truck.............
Manufacturing..............................
Nonmanufacturing.......................
Median*
6.89
5.95
7.37
10.68
Number of workers receiving straight-time hourly earnings (in dollars) of
Middle
range*
3.10
and
under
3.20
3.20
3.40
3.60
3.80
4.00
4.20
4.60
5.00
5.40
5.80
6.20
6.60
7.00
7.40
7.80
8.20
8.60
9.00
9.40
9.80
10.20
10.60
3.40
3.60
3.80
4.00
4.20
4.60
5.00
5.40
5.80
6.20
6.60
7.00
7.40
7.80
8.20
8.60
9.00
9.40
9.80
10.20
10.60
11.00
6.11-10.68
5.38- 6.57
6.84-10.68
10.68-10.88
_
_
_
-
-
-
5.55
5.76
5.46 4.43- 6.22
5.41 4.43- 6.74
_
_
_
-
-
-
169
60
109
6.32
6.02
6.49
6.26 5.75- 7.09
5.94 5.25- 5.94
6.82 6.12- 7.09
_
-
_
-
Truckdrivers, tractor-trailer...........
Manufacturing...............................
Nonmanufacturing........................
462
99
363
8.43
6.34
9.00
7.37 6.84-10.68
6.57 6.11- 6.57
10.68 6.86-10.68
_
-
Shippers..............................................
Manufacturing...............................
206
201
7.21
7.22
7.63 4.78- 9.41
7.63 4.77- 9.41
Receivers............................................
Manufacturing...............................
138
76
6.06
6.53
Shippers and receivers.....................
Manufacturing...............................
103
94
Warehousemen..................................
Manufacturing...............................
5
1
4
3
2
1
-
12
6
6
30
30
32
23
9
-
50
31
19
3
1
1
8
2
16
16
8
7
1
21
7
_
-
2
2
2
_
-
12
12
7
7
5
2
3
_
-
_
-
_
-
_
-
1
1
2
2
16
16
-
_
-
-
_
-
1
1
4
4
4
4
13
13
5
5
13
13
6.27 5.21- 6.84
6.69 5.41- 7.63
_
-
7
1
3
2
6
4
-
-
2
1
5.89
5.96
5.67 4.98- 6.25
5.67 4.98- 5.86
_
-
2
-
_
-
6
6
1
268
189
6.50
6.54
6.19
6.89
5.99- 7.68
5.99- 7.68
"
_
-
3
1
_
-
Order fillers.........................................
Manufacturing...............................
542
376
6.08
6.32
6.20
6.03
4.22- 7.15
4.02- 9.13
16
10
37
30
Shipping packers................................
Manufacturing...............................
308
276
5.52
5.77
5.75
6.17
3.65- 6.45
5.04- 6.52
20
12
Material handling laborers................
Manufacturing...............................
Nonmanufacturing........................
543
230
313
7.87
5.52
9.61
7.14 5.72-10.59
5.72 5.12- 6.01
10.59 10.59-10.68
Forklift operators................................
Manufacturing...............................
Nonmanufacturing........................
878
781
97
6.63
6.38
8.72
Power-truck operators
(other than forklift)..........................
45
6.98
Guards.................................................
Manufacturing...............................
106
103
Guards, class B..............................
Manufacturing...............................
Janitors, porters, and cleaners........
Manufacturing...............................
Nonmanufacturing........................
Public utilities............................
82
46
36
72
48
24
119
17
102
112
112
-
-
-
-
19
15
4
1
9
2
8
4
5
4
1
-
13
12
15
12
3
37
18
19
18
20
6
14
40
3
40
_
3
35
25
10
42
42
71
_
_
-
11
11
-
88
1
87
71
-
2
1
1
16
16
7
7
10
10
4
4
9
9
15
10
1
1
12
12
6
6
5
5
3
3
6
4
11
9
38
2
18
14
7
7
12
12
7
7
2
2
10
10
21
20
9
8
18
18
9
5
_
-
2
2
.
_
-
2
2
4
-
16
16
5
2
1
1
18
14
102
52
8
6
4
1
34
34
61
60
33
26
16
15
13
12
20
20
14
6
59
10
21
21
31
31
11
11
118
31
_
-
21
21
_
22
13
22
13
19
13
2
2
_
_
35
35
56
56
46
46
-
18
18
27
27
.
-
23
23
_
-
12
12
12
10
2
15
5
10
6
5
1
6
5
1
4
2
2
8
4
4
10
8
2
1
1
22
22
51
28
23
20
20
1
-
40
26
14
1
1
-
94
93
1
-
-
6.50 4.97- 7.49
6.27 4.97- 7.49
10.68 6.69-10.68
_
-
_
-
17
17
8
8
36
36
18
18
13
13
156
156
_
21
21
-
-
-
-
-
-
99
72
27
3
3
-
125
107
18
117
117
-
-
6.46
6.46- 6.59
-
-
-
-
-
-
-
-
2
-
4
29
-
-
5.96
5.99
5.00
5.00
4.81- 6.68
4.80- 6.68
_
_
_
"
-
10
10
34
31
6
6
12
12
8
8
_
-
5
5
_
-
1
1
8
8
72
69
5.13
5.14
4.99
4.99
4.61- 5.44
4.61- 5.44
_
_
_
-
-
10
10
22
19
6
6
12
12
8
8
_
-
5
5
_
-
1
1
8
8
576
357
219
30
4.85
5.55
3.72
5.85
4.67
5.68
3.25
5.22
3.254.513.104.88-
103
12
91
68
24
44
34
16
18
20
8
12
9
5
4
-
-
-
29
21
8
5
38
21
17
9
44
41
3
-
21
14
7
1
41
40
1
1
27
23
4
4
63
59
4
4
6.04
6.43
3.75
6.49
2
-
-
-
-
-
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
21
6
15
8
-
-
-
-■
18
-
-
11
11
4
4
4
4
1
1
_
-
_
-
264
_
-
.
_
_
-
-
-
-
-
_
_
-
4
4
4
4
-
-
_
-
_
-
_
-
_
_
-
_
-
_
_
-
_
_
-
_
264
264
-
-
-
-
_
-
.
194
.
.
_
-
_
-
_
-
_
-
_
-
_
-
_
194
_
-
_
-
.
1
1
91
91
-
-
-
.
-
10
10
-
-
-
-
-
1
1
15
15
-
-
-
_
1
9
-
-
-
-
-
-
-
132
132
-
-
-
-
-
-
6
6
-
-
.
.
.
1
_
-
-
-
-
-
_
-
60
60
4
4
.
.
2
2
-
_
-
147
147
.
_
-
-
-
-
-
-
.
.
.
_
.
-
-
-
-
_
_
_
.
-
-
-
28
28
22
22
4
_
-
-
-
-
-
-
-
-
4
4
1
1
-
_
-
_
-
-
-
-
_
-
_
-
.
-
-
120
132
120
_
132
52
-
_
-
_
-
_
52
10
-
-
-
-
-
22
22
-
-
-
-
-
-
-
-
-
-
-
1
23
23
.
-
-
1
_
_
_
_
_
-
-
-
_
-
-
1
1
-
Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex, in York, Pa., February 1980
Sex,* occupation, and industry division
Number
of
workers
Average
(mean*)
hourly
earnings
(in dollars)4
Sex,* occupation, and industry division
Maintenance, toolroom, and
powerplant occupations - men
Truckdrivers, medium truck...................................................
Manufacturing........................................................................
Manufacturing.......................................................................
35
30
7 35
7.02
Manufacturing.......................................................................
181
170
7.96
7.78
6.98
246
52
194
129
6 43
8.99
10.26
113
96
5 84
6 00
Tool and die makers..................................................................
191
190
8.70
8.71
Boiler tenders.............................................................................
63
63
6.10
6.10
100
49
Average
(mean*)
hourly
earnings
(in dollars)4
Number
of
workers
Sex,* occupation, and industry division
5.55
5.76
Nonmanufacturing................................................................
169
60
109
6.32
6.02
6.49
Manufacturing........................................................................
Nonmanufacturing................................................................
Public utilities....................................................................
462
99
363
194
8.43
6.34
9.00
10.74
107
59
6.14
6.31
256
177
6 54
6.59
173
169
6.26
6.32
527
221
306
253
7.94
5.51
. 9.69
10.63
96
52
8.75
10.68
68
65
5.13
Warehousemen...........................................................................
Material handling laborers.........................................................
Manufacturing........................................................................
Average
(mean*)
hourly
earnings
(in dollars)4
378
225
153
4.79
5.48
3.78
Manufacturing.........................................................
129
101
4.35
4.63
Nonmanufacturing........................................
175
66
4.45
3.57
Nonmanufacturing................................................................
Maintenance mechanics
Material movement and custodial
occupations - women
Forklift operators:
Material movement and custodial
occupations - men
840
Nonmanufacturing................................................................
Public utilities....................................................................
Number
of
workers
596
265
7 74
6.06
8.43
10.75
Guards:
Guards, class B.......................................................................
Manufacturing........................................................................
See footnotes at end of tables.
Table A-7. Indexes of earnings and percent Increases for selected occupational groups, York, Pa., selected periods
All industries
Period5
Indexes (February 1977=100):
February 1979......................................................................................................
February 1980....................................................................................
Percent increases:
February 1972 to February 1973...........................................................................
February 1973 to February 1974.........................................................................
February 1974 to February 1975...........................................................................
February 1975 to February 1976...........................................................................
February 1976 to February 1977...........................................................................
February 1977 to February 1978...........................................................................
February 1978 to February 1979...........................................................................
February 1979 to February 1980...........................................................................
Office
clerical
Electronic
data
processing
Manufacturing
Industrial
nurses
Skilled
mainte
nance
Unskilled
plant
Office
clerical
Industrial
nurses
Nonmanufacturing
Skilled
mainte
nance
Unskilled
plant
Office
clerical
Electronic
data
processing
Industrial
nurses
117.3
128.1
<•>
o
114.7
126.3
117.2
129.0
119.1
132.2
118.2
129.3
C)
o
o
0
117.3
129.0
118.6
130.5
(•)
«
o
c)
4.9
5.1
9.6
7.5
6.8
8.8
7.8
9.2
0
o
c)
o
c)
o
8.3
8.0
5.8
7.0
5.1
9.7
8.0
8.0
6.2
10.1
7.1
5.5
10.5
8.8
8.4
7.5
9.0
10.1
6.6
6.0
9.4
8.5
7.5
8.2
10.1
11.0
5.3
5.5
9.5
7.1
6.4
9.4
8.0
9.4
C)
(')
C)
(*)
(')
(•)
(«)
o
5.8
7.0
(•)
(«)
(•)
(•)
5.7
10.0
6.3
56
11.3
87
8.3
7.5
9.1
10.0
6.0
C)
0
o
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Electronic
data
processing
9
90
76
10.2
10.0
o
o
a
o
Unskilled
plant
119.8
133.9
7.6
5.8
8.9
7.6
8.4
8.8
10.1
11.8
Table A-8. Average pay relationships within establishments for office clerical occupations, York, Pa., February 1980
Office clerical occupation being compared
Secretaries
Occupation which equals 100
Class A
Class B
Class C
Stenographers
Class D
Class E
Senior
General
File
clerks
Typists
Class A
Switch
Switch
board
board
operator
operators -recep
tionists
Class B
Class C
100
o
93
100
«
100
92
n
80
88
105
89
63
91
o
c)
o
n
o
99
0
Secretaries, class A....................................
100
Secretaries, class B ................................
124
100
Secretaries, class C....................................
100
0
113
Secretaries, class D....................................
128
121
100
141
Secretaries, class E....................................
<*>
(■)
115
126
100
Stenographers, senior................................
161
136
123
115
<•>
100
Stenographers, general.............................
143
118
115
w
120
100
168
Typists, class A...........................................
108
o
o
<•)
100
(’>
o
o
Typists, class B...........................................
185
123
128
106
o
150
114
o
File clerks, class C......................................
c)
162
155
o
c)
c)
c)
o
Switchboard operators..............................
134
117
102
118
104
o
166
<•>
Switchboard operator107
150
141
125
113
119
97
c)
receptionists.............................................
Order clerks, class A.................................
90
«
77
57
c)
0
107
96
90
Order clerks, class B ................................
«
136
128
103
104
96
«
147
119
109
90
cl
97
102
c)
Accounting clerks, class A........................
96
85
107
Accounting clerks, class B ....................
o
125
101
o
153
Bookkeeping-machine
153
129
(•>
o
0
0
o
operators, class B...................................
o
Billing-machine billers.................................
(•>
c)
135
c)
c)
o
o
c)
107
90
96
93
83
Payroll clerks...............................................
163
122
98
107
105
91
80
Key entry operators, class A......................
146
123
103
«
169
122
113
123
98
0
Key entry operators, class B......................
142
111
NOTE: This matrix table shows the average (mean) relationship of earnings within establishments between any two
occupations compared. Earnings for an occupation in the column heading are expressed as a percent of the earnings for an
occupation in the table stub at the point where the data lines for the two intersect. For example, a value of 122 indicates that
earnings for the occupation directly above in the heading are 22 percent greater than earnings for the occupation directly to
77
o
82
90
92
100
81
98
88
99
Order clerks
Accounting clerks
Class A
Class B
Class A
Class B
100
124
109
o
100
91
96
100
115
100
Bookkee
pingmachine
operators
Ma
chine
billers
Class B
Billing
Payroll
clerks
Key entry
operators
Class A
Class B
0
o
89
o
o
o
101
100
c)
«
o
o
o
o
106
o
100
75
91
118
90
92
98
83
108
91
100
0
o
98
141
111
104
0
o
0
108
100
89
o
102
116
103
116
102
117
94
118
123
100
the left in the stub. Similarly, a value of 85 indicates earnings for the occupation in the heading are 15 percent below
earnings for the occupation in the stub.
See appendix A for method of computation.
See footnotes at end of tables.
Table A-9. Average pay relationships within establishments for professional and technical occupations, York, Pa., February 1980
Professional and technical occupation being compared
Occupation which equals 100
Computer sys
tems
analysts (busi
ness)
Computer programmers (business)
Class B
Computer systems analysts
(business), class B..................................................................................................
100
Computer programmers
(business), class B..................................................................................................
135
Computer programmers
(business), class C..................................................................................................
149
Computer operators, class A.....................................................................................
144
Computer operators, class B.....................................................................................
170
Computer operators, class C.....................................................................................
182
Drafters, class A.........................................................................................................
o
Drafters, class B..........................................................................................................
145
Drafters, class C.........................................................................................................
176
Registered industrial nurses......................................................................................
161
See table A-8 for description of these pay relationships and appendix A for method of computation.
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Class B
Computer operators
Drafters
Registered in
dustrial nurses
Class C
Class A
Class B
Class C
Class A
Class B
Class C
100
97
111
119
«
o
(■)
92
100
127
168
89
100
121
109
100
122
77
87
106
88
100
o
c)
94
75
100
116
138
109
100
128
107
100
c)
100
133
112
138
152
120
119
138
120
10
100
Table A-10. Average pay relationships within establishments for maintenance, toolroom, and powerplant occupations, York, Pa., February 1980
Maintenance, toolroom, and powerplant occupation being compared
Mechanics
Occupation which equals 100
Carpenters
Electricians
Machinists
Motor
vehicles
Machinery
Pipefitters
Millwrights
Trades
helpers
100
99
97
100
101
100
99
101
102
100
100
100
(*)
118
102
102
103
117
104
101
102
115
101
102
103
115
100
100
100
113
100
100
(«)
100
(•)
100
(*)
94
114
101
92
111
105
93
117
(*)
91
<■>
(•)
94
103
(•)
(«)
o
81
C)
Machinetool
operators
(toolroom)
Tool and die
makers
Boiler
tenders
100
C)
100
Maintenance mechanics
Maintenance mechanics
Machine-tool operators
(«)
91
Boiler tenders.................................................................................................................................
(«)
See table A-8 for description of these pay relationships and appendix A for method of computation.
See footnotes at end of tables.
100
90
C)
Table A-11. Average pay relationships within establishments for material movement and custodial occupations, York, Pa., February 1980
Material movement and custodial occupation being compared
Truckdrivers
Occupation which equals 100
Medium
truck
Heavy truck
Truckdrivers, medium truck........................................................................................
100
Truckdrivers, heavy truck...........................................................................................
<•>
100
Truckdrivers, tractor-trailer.........................................................................................
91
97
Shippers.......................................................................................................................
103
103
Receivers.....................................................................................................................
108
108
Shippers and receivers...............................................................................................
102
o
Warehousemen..........................................................................................................
120
106
Order fillers..................................................................................................................
o
110
Shipping packers........................................................................................................
<■>
119
Material handling laborers..........................................................................................
107
n
Forklift operators.........................................................................................................
c)
102
Power-truck operators
(other than forklift)..................................................................................................
o
c)
Guards, class B...........................................................................................................
ci
c)
Janitors, porters, and
cleaners....................................................................................................................
112
169
See table A-8 for description of these pay relationships and appendix A for method of computation.
See footnotes at end of tables.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
T ractortrailer
Shippers
Receivers
Shippers
and
receivers
Warehouse
Order fillers
men
Shipping
packers
Material
handling
laborers
Forklift
operators
Power-truck
operators
(other than
forklift)
Guards
Class B
100
106
106
134
115
c)
0
104
105
100
101
o
102
105
106
101
101
100
o
100
117
105
108
103
100
103
o
107
101
103
100
o
101
106
101
100
98
95
96
100
101
100
100
98
100
0
118
c)
115
«
121
o
103
o
112
0
(•)
c)
98
93
98
99
111
100
(*)
100
159
109
120
111
112
108
108
122
111
111
103
11
Janitors,
porters, and
cleaners
100
Footnotes
' 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 workers receive the same or
more and half receive the same or less than the rate shown. The middle range is defined by two
rates of pay; one-fourth of the workers earn the same or less than the lower of these rates and
one-fourth earn the same or more than the higher rate.
3 Earnings data relate only to workers whose sex identification was provided by the
establishment.
4 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.
5 Estimates for periods ending prior to 1976 relate to men only for skilled maintenance and
unskilled plant workers. All other estimates relate to men and women.
8 Data do not meet publication criteria or data not available.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
12
Appendix A.
Scope and Method
of Survey
In each of the 71 areas1 currently surveyed, the Bureau obtains wages and related
benefits data from representative establishments within six broad industry divisions:
Manufacturing; transportation, communication, and other public utilities; wholesale
trade; retail trade; finance, insurance, and real estate; and services. Government
operations and the construction and extractive industries are excluded. Establishments
having fewer than a prescribed number of workers are also excluded because of
insufficient employment in the occupations studied. Appendix table 1 shows the number
of establishments and workers estimated to be within the scope of this survey, as well as
the number actually studied.
Bureau field representatives obtain data by personal visits at 3-year intervals. In each
of the two intervening years, information on employment and occupational earnings
only is collected by a combination of personal visit, mail questionnaire, and telephone
interview from establishments participating in the previous survey.
A sample of the establishments in the scope of the survey is selected for study prior to
each personal visit survey. This sample, minus establishments which go out of business
or are no longer within the industrial scope of the survey, is retained for the following
two annual surveys. In most cases, establishments new to the area are not considered in
the scope of the survey until the selection of a sample for a personal visit survey.
The sampling procedures involve detailed stratification of all 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 4 to represent itself plus three others. An alternate of the
same original probability is chosen in the same industry-size classification if data are not
available from 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.
movement and custodial. Occupational classification is based on a uniform set of job
descriptions designed to take account of interestablishment variation in duties within
the same job. Occupations selected for study are listed and described in appendix B.
Unless otherwise indicated, the earnings data following the job titles are for all
industries combined. Earnings data for some of the occupations listed and described, or
for some industry divisions within the scope of the survey, are not presented in the Aseries tables because either (1) data were insufficient to provide meaningful statistical
results, 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 data for all
industries combined. Likewise, for occupations with more than one level, data are
included in the overall classification when a subclassification is not shown or
information to subclassify is not available.
Occupational employment and earnings data are shown for 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.
Vertical lines within the distribution of workers on some A-tables indicate a change in
the size of the class intervals.
These surveys measure the level of occupational earnings in an area at a particular
time. Changes in an occupational average over time reflect, in addition to earnings
changes, factors such as changes in proportions of workers employed by high- or lowwage firms, or high-wage workers advancing to better jobs and being 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.
Changes in earnings of occupational groups, shown in table A-7, are better indicators of
wage trends than are earnings changes for individual jobs within the groups.
Average earnings reflect composite, areawide estimates. Industries and establish
ments differ in pay level and job staffing, and thus contribute differently to the estimates
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, toolroom, and powerplant; and (4) material
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
1
for each job. Pay averages may fail to reflect accurately the wage differential among
jobs in individual establishments.
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 (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 establish
ments 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 establishments differ, estimates of occupational employment obtained
from the sample of establishments studied serve only to indicate the relative importance
of the jobs studied. These differences in occupational structure do not affect materially
the accuracy of the earnings data.
Industrial nurses
Registered industrial nurses
Skilled maintenance
Carpenters
Electricians
Painters
Machinists
Mechanics (machinery)
Mechanics (motor vehicle)
Pipefitters
Tool and die makers
Unskilled plant
Janitors, porters, and cleaners
Material handling laborers
Percent changes for individual areas in the program are computed as follows:
Wage trends for selected occupational groups
Indexes in table A-7 measure wages at a given time, expressed as a percent of wages
during the base period. Subtracting 100 from the index yields the percent change in
wages from the base period to the date of the index. The percent increases in table A-7
relate to wage changes between the indicated dates. Annual rates of increase, where
shown, reflect the amount of increase for 12 months when the time span between
surveys was other than 12 months. These computations are based on the assumption
that wages increased at a constant rate between surveys.
The indexes and percent increases are based on changes in average hourly earnings of
men and women in establishments reporting the trend jobs in both the current and
previous year (matched establishments). The data are adjusted to remove the effects on
average earnings of employment shifts among establishments and turnover of establish
ments included in survey samples. The percent increases, however, are still affected by
factors other than wage increases. Hirings, layoffs, and turnover may affect an
establishment average for an occupation when workers are paid under plans providing a
range of wage rates for individual jobs. In periods of increased hiring, for example, new
employees may enter at the bottom of the range, depressing the average without a
change in wage rates.
Occupations used to compute wage trends are:
Office clerical
Secretaries
Stenographers, senior
Stenographers, general
Typists, classes A and B
File clerks, classes A, B, and C
Messengers
Switchboard operators
Order clerks, classes A and B
Accounting clerks, classes A and B
Payroll clerks
Key entry operators, classes A and B
1. Average earnings are computed for each occupation for the 2 years being
compared. The averages are derived from earnings in those establishments which
are in the survey both years; it is assumed that employment remains unchanged.
2. Each occupation is assigned a weight based on its proportionate employment in
the occupational group.
3. These weights are used to compute group averages. Each occupation’s average
earnings (computed in step 1) are multiplied by its weight. The products are
totaled to obtain a group average.
4. The ratio of group averages for 2 consecutive years is computed by dividing the
average for the current year by the average for the earlier year. The resultexpressed as a percent—less 100 is the percent change.
The index is computed by adding 100 to the most recent percent increase, multiplying
the total by the previous year’s index number, and dividing the product by 100 to obtain
the current index value.
For a more detailed description of the method used to compute these wage trends, see
‘Improving Area Wage Survey Indexes,’ Monthly Labor Review, January 1973, pp. 52
57.
Average pay relationships within establishments
Tables A-8 through A-11 present occupational pay relatives derived from compari
sons of job averages within individual establishments. The method of computation is as
follows:
Electronic data processing
Computer systems analysts, classes A,
B, and C
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Computer programmers, classes A, B,
and C
Computer operators, classes A, B, C
1- A pay relative for any two occupations is computed for each establishment in
which they are found by dividing the average earnings for one occupation by the
average for the other and multiplying by 100 (e.g., $5 divided by $4 = 1.25 times
100 = 125).
2. Each pay relative is weighted by the number of workers in the two occupations
compared and by the weight assigned to the establishment to represent establish
ments not included in the survey sample.
addition, the mix of establishments used in the comparisons may differ between the two
methods.
Establishment practices and supplementary wage provisions
Tabulations on selected establishment practices and supplementary wage provisions
(B-series tables) are not presented in this bulletin. Information for these tabulations is
collected at 3-year intervals. These tabulations on minimum entrance salaries for
inexperienced office workers; shift differentials; scheduled weekly hours and days; paid
holidays; paid vacations; and health, insurance, and pension plans are presented (in the
B-series tables) in previous bulletins for this area.
3- The weighted pay relatives for all establishments reporting the two occupations
are summed and divided by the total of the weights to produce the average pay
relatives shown in the tables.
Occupational pay relationships measured in this manner yield considerably different
results than those produced by using overall survey averages, such as those shown in
tables A-1 through A-6. The former measure the average pay relationships found within
establishments; the latter measure the relationships among job averages in an area. In
includes 70 areas surveyed under the Bureau’s regular program plus Poughkeepsie-KingstonNewburgh, N.Y., which is surveyed under contract. In addition, the Bureau conducts more limited
area studies in approximately 100 areas at the request of the Employment Standards Administra
tion ot the U.S. Department of Labor.
Appendix table 1. Establishments and workers within scope of survey and number studied in York, Pa.,1 February 1980
Industry division2
Minimum
Minimum
employment
in establish
ments in scope
of study
Number ot establishments
Within scope
of study*
Workers in establishments
Within scope
of study*
Studied
Number
Studied
Percent
All divisions.
Manufacturing......
Nonmanufacturi ng
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
*
7
*
d
2_________
18
4,744
7
1,885
22
8,174
7
2,234
10_________ ___________ 2,247_________
6
2
10
3
3
• Includes all workers In all establishments with total employment (within the area) at or above
■ Abbreviated to 'public utilities' in the A-series tables. Taxicabs and services incidental to watt
«Separate data tor this division are not presented in the A-series tables, but the division is repr
‘nonmanufacturing’ estimates.
7 Hotels and motels; laundries and other personal services; business services; automobile re
pictures; nonprofit membership organizations (excluding religious and charitable organizations);
al services.
15
Appendix B.
Occupational
Descriptions
The primary purpose of preparing job descriptions for the Bureau’s wage surveys is
to assist its field representatives in classifying into appropriate occupations workers
who are employed under a variety of payroll titles and different work arrangements
from establishment to establishment and from area to area. This permits grouping
occupational wage rates representing comparable job content. Because of this 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 representatives are instructed to exclude working supervisors; apprentices; and
part-time, temporary, and probationary workers. Handicapped workers whose earnings
are reduced because of their handicap are also excluded. Learners, beginners, and
trainees, unless specifically included in the job descriptions, are excluded.
d.
Assistant-type positions which entail more difficult or more responsible
technical, administrative, or supervisory duties which are not typical of
secretarial work, e.g., Administrative Assistant, or Executive Assistant:
e.
Positions which do not fit any of the situations listed in the sections below
titled ‘Level of Supervisor,’ e.g., secretary to the president of a company
that employs, in all, over 5,000 persons;
f.
Trainees.
Classification by Level. Secretary jobs which meet the required characteristics are
matched at one of five levels according to (a) the the level of the secretary’s supervisor
Office
within the company’s organizational structure and, (b) the level of the secretary’s
SECRETARY
responsibility. The tabulation following the explanations of these two factors indicates
Assigned as a personal secretary, normally to one individual. Maintains a close and
highly responsive relationship to the day-to-day activities of the supervisor. Works
fairly independently receiving a minimum of detailed supervision and guidance.
Performs varied clerical and secretarial duties requiring a knowledge of office routine
and an understanding of the organization, programs, and procedures related to the
work of the supervisor.
the level of the secretary for each combination of the factors.
Level ofSecretary’s Supervisor (LS)
LS-1
Exclusions. Not all positions that are titled ‘secretary’ possess the above characteristics.
Examples of positions which are excluded from the definition are as follows:
a.
Positions which do not meet the ‘personal’ secretary concept described
above;
b.
Stenographers not fully trained in secretarial-type duties;
c.
Stenographers serving as office assistants to a group of professional,
technical, or managerial persons;
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
a.
b.
1
Secretary to the supervisor or head of a small organizational unit (e.g.,
fewer than about 25 or 30 persons); or
Secretary to a nonsupervisory staff specialist, professional employee,
administrative officer or assistant, skilled technician or expert. (NOTE:
Many companies assign stenographers, rather than secretaries as described
above, to this level of supervisory or nonsupervisory worker.)
LS-2
a-
b.
Level ofSecretary’s Responsibility (LR)
Secretary to an executive or managerial person whose responsibility is not
equivalent to one of the specific level situations in the definition for LS-3,
but whose organizational unit normally numbers at least several dozen
employees and is usually divided into organizational segments which are
often, in turn, further subdivided. In some companies, this level includes a
wide range of organizational echelons; in others, only one or two; or
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.
This factor evaluates the nature of the work relationship between the secretary and
the supervisor, and the extent to which the secretary is expected to exercise initiative
and judgment. Secretaries should be matched at LR-1 or LR-2 described below
according to their level of responsibility.
LR-1
Performs varied secretarial duties including or comparable to most of the
following:
LS-3
a.
b.
c.
d.
e.
Secretary to the chairman of the board or president of a company that
employs, in all, fewer than 100 persons; or
Secretary to a corporate officer (other than chairman of the board or
president) of a company that employs, in all, over 100 but fewer than 5,000
persons; or
Secretary to the head (immediately below the officer level) over either a
major corporatewide functional activity (e.g., marketing, research, oper
ations, 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
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 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) of a company that employs,
in all, over 25,000 persons.
a.
b.
c.
d.
eLR-2
Performs duties described under LR-1 and, in addition performs tasks requiring
greater judgment, initiative, and knowledge of office functions including or compara
ble to most of the following:
a.
b.
LS-4
a.
b.
c.
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
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
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.
NOTE: The term ‘corporate officer’ used in the above LS definition refers to those
officials who have a significant corporatewide policymaking role with regard to major
company activities. The title ‘vice president,’ though normally indicative of this role,
does not in all cases identify such positions. Vice presidents whose primary responsibili
ty 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
definition.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Answers telephones, greets personal callers, and opens incoming mail.
Answers telephone requests which have standard answers. May reply to
requests by sending a form letter.
Reviews correspondence, memoranda, and reports prepared by others for
the supervisor’s signature to ensure procedural and typographical accura
cyMaintains supervisor’s calendar and makes appointments as instructed.
Types, takes and transcribes dictation, and files.
c.
de-
Screens telephone and personal callers, determining which can be handled
by the supervisor’s subordinates or other offices.
Answers requests which require a detailed knowledge of office procedures
or collection of information from files or other offices. May sign routine
correspondence in own or supervisor’s name.
Compiles or assists in compiling periodic reports on the basis of general
instructions.
Schedules tentative appointments without prior clearance. Assembles
necessary background material for scheduled meetings. Makes arrange
ments for meetings and conferences.
Explains supervisor’s requirements to other employees in supervisor’s unit.
(Also types, takes dictation, and files.)
The following tabulation shows the level of the secretary for each LS and LR
combination:
LS-1.
LS-2
LS-3.
LS-4.
LR-1
Class E
Class D
Class C
Class B
LR-2
Class D
Class C
Class B
Class A
FILE CLERK
STENOGRAPHER
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.
Primary 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 primary duty is transcribing from recordings, see
Transcribing-Machine Typist).
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.
NOTE: This job is distinguished from that of a secretary in that a secretary normally
works in a confidential relationship with only one manager or executive and performs
more responsible and discretionary tasks as described in the secretary job definition.
Stenographer, 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
Performs 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 procedures 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
follow-up files; assembling material for reports, memoranda, and letters; composing
simple letters from general instructions; reading and routing incoming mail; and
answering routine questions, etc.
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.
Stenographer, General. Dictation involves a normal routine vocabulary. May maintain
files, keep simple records, or perform other relatively routine clerical tasks.
Performs various routine duties such as running errands, operating minor office
machines such as sealers or mailers, opening and distributing mail, and other minor
clerical work. Exclude positions that require operation of a motor vehicle as a
significant duty.
Class C. Performs routine filing of material that has already been classified or which is
easily classified in a simple serial classification system (e.g., alphabetical, chronological,
or numerical). As requested, locates readily available material in files and forwards
material; and may fill out withdrawal charge. May perform simple clerical and manual
tasks required to maintain and service files.
MESSENGER
TRANSCRIBING-MACHINE TYPIST
Primary duty is to type copy of voice recorded dictation which does not involve
varied technical or specialized vocabulary such as that used in legal briefs or reports on
scientific research. May also type from written copy. May maintain files, keep simple
records, or perform other relatively routine clerical tasks. (See Stenographer definition
for workers involved with shorthand dictation.)
SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private branch exchange
(PBX) system to relay incoming, outgoing, and intrasystem 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
Operator-Receptionist.
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.
SWITCHBOARD OPERATOR-RECEPTIONIST
Class A. Performs one or more of the following: Typing material in final form when it
involves combining material from several sources; or responsibility for correct spelling,
syllabication, punctuation, etc., of 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.
At a single-position telephone switchboard or console, acts both as an operator—see
Switchboard Operator—and as a receptionist. Receptionist’s work involves such duties
as greeting visitors; determining nature of visitor’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.
Class B. Performs one or more of the following: Copy typing from rough or clear drafts;
or routine typing of forms, insurance policies, etc.; or setting up simple standard
tabulations; or copying more complex tables already set up and spaced properly.
Receives written or verbal customers’ purchase orders for material or merchandise
from customers or salespeople. Work typically involves some combination of the
following duties: Quoting prices; determining availability of ordered items and
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
ORDER CLERK
18
suggesting substitutes when necessary; advising expected delivery date and method of
delivery; recording order and customer information on order sheets; checking order
sheets for accuracy and adequacy of information recorded; ascertaining credit rating of
customer; furnishing customer with acknowledgement of receipt of order; following up
to see that order is delivered by the specified date or to let customer know of a delay in
delivery; maintaining order file; checking shipping invoice against original order.
Exclude workers paid on a commission basis or whose duties include any of the following:
Receiving orders for services rather than for material or merchandise; providing
customers with consultative advice using knowledge gained from engineering or
extensive technical training; emphasizing selling skills; handling material or merchan
dise as an integral part of the job.
Positions are classified into levels according to the following definitions:
Class A. Handles orders that involve making judgments such as choosing which specific
product or material from the establishment’s product lines will satisfy the customer’s
needs, or determining the price to be quoted when pricing involves more than merely
referring to a price list or making some simple mathematical calculations.
Class B. Handles orders involving items which have readily identified uses and
applications. May refer to a catalog, manufacturer’s manual, or similar document to
insure that proper item is supplied or to verify price of ordered item.
ACCOUNTING CLERK
Performs 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.
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 familiar with
the bookkeeping and accounting terms and procedures used in the assigned work, but is
not required to have a knowledge of the formal principles of bookkeeping and
accounting.
Positions are classified into levels on the basis of the following definitions:
Class A. Under general supervision, performs accounting clerical operations which
require the application of experience and judgment, for example, clerically processing
complicated or nonrepetitive accounting transactions, selecting among a substantial
variety of prescribed accounting codes and classifications, or tracing transactions
through previous accounting actions to determine source of discrepancies. May be
assisted by one or more class B accounting clerks.
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.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (with or without a typewriter keyboard) to keep a
record of business transactions.
Class A. Keeps a set of records requiring a knowledge of and experience in basic
bookkeeping principles, and familiarity with the structure of the particular accounting
system used. Determines proper records and distribution of debit and credit items to be
used in each phase of the work. May prepare consolidated reports, balance sheets, and
other records by hand.
Class B. Keeps a record of one or more phases or sections of a set of records usually
requiring little knowledge of basic bookkeeping. Phases or sections include accounts
payable, payroll, customers’ accounts (not including a simple type of billing described
under machine biller), cost distribution, expense distribution, inventory control, etc.
May check or assist in preparation of trial balances and prepare control sheets for-the
accounting department.
MACHINE BILLER
Prepares statements, bills, and invoices on a machine other than an ordinary or
electromatic typewriter. May also keep records as to billings or shipping charges or
perform other clerical work incidental to billing operations. For wage study purposes,
machine billers are classified by type of machine, as follows:
Billing-machine biller. Uses a special billing machine (combination typing and adding
machine) to prepare bills and invoices from customers’ purchase orders, internally
prepared orders, shipping memoranda, etc. Usually involves application of predeter
mined discounts and shipping charges and entry of necessary extensions, which may or
may not be computed on the billing machine, and totals which are automatically
accumulated by machine. The operation usually involves a large number of carbon
copies of the bill being prepared and is often done on a fanfold machine.
Bookkeeping-machine biller. Uses a bookkeeping machine (with or without a type
writer 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.
PAYROLL CLERK
Performs the clerical tasks necessary to process payrolls and to maintain payroll
records. Work involves most of the following-. Processing workers’ time or production
records; adjusting workers’ records for changes in wage rates, supplementary benefits,
or tax deductions; editing payroll listings against source records; tracing and correcting
errors in listings; and assisting in preparation of periodic summary payroll reports. In a
nonautomated payroll system, computes wages. Work may require a practical knowl
edge of governmental regulations, company payroll policy, or the computer system for
processing payrolls.
KEY ENTRY OPERATOR
Operates keyboard-controlled data entry device such as keypunch machine or keyoperated magnetic tape or disk encoder to transcribe data into a form suitable for
computer processing. Work requires skill in operating an alphanumeric keyboard and
an understanding of transcribing procedures and relevant data entry equipment.
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 entered from a variety of source documents. On occasion may also perform
routine work as described for class B.
NOTE: Excluded are operators above class A using the key entry controls to access,
read, and evaluate the substance of specific records to take substantive actions, or to
make entries requiring a similar level of knowledge.
Class B. Work is routine and repetitive. Under close supervision or following specific
procedures or detailed instructions, works from various standardized source documents
which have been coded and require little or no selecting, coding, or interpreting of data
to be entered. Refers to supervisor problems arising from erroneous items, codes, or
missing information.
Professional and Technical
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 specifica
tions 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 trial
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 primarily responsible for the management or supervision
of other electronic data processing employees, or systems analysts primarily concerned
with scientific or engineering problems.
For 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 systems analysis. Problems are complex because of diverse
sources of input data and multiple-use requirements of output data. (For example,
develops an integrated production scheduling, inventory control, cost analysis, and
sales analysis record in which every item of each type is automatically processed
through the full system of records and appropriate follow-up 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.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
May provide functional direction to lower level systems analysts who are assigned to
assist.
Class B. Works independently or under only general direction on problems that are
relatively uncomplicated to analyze, plan, program, and operate. Problems are of
limited complexity because sources of input data are homogeneous and the output data
are closely related. (For example, develops systems for maintaining depositor accounts
in a bank, maintaining accounts receivable in a retail establishment, or maintaining
inventory accounts in a manufacturing or wholesale establishment.) Confers with
persons concerned to determine the data processing problems and advises subjectmatter personnel on the implications of the data processing systems to be applied. OR
Works on a segment of a complex data processing scheme or system, as described for
class A. Works independently on routine assignments and receives instruction and
guidance on complex assignments. Work is reviewed for accuracy of judgment,
compliance with instructions, and to insure proper alignment with the overall system.
Class C. Works under immediate supervision, carrying out analyses as assigned, usually
of a single activity. Assignments are designed to develop and expand practical
experience in the application of procedures and skills required for systems analysis
work. For example, may assist a higher level systems analyst by preparing the detailed
specifications required by programmers from information developed by the higher
level analyst.
COMPUTER PROGRAMMER, BUSINESS
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 program
mer 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, mathemat
ics, logic employed by computers, and particular subject matter involved to analyze
charts and diagrams of the problem to be programmed; develops sequence of program
steps; writes detailed flow charts to show order in which data will be processed;
converts these charts to coded instructions for machine to follow; tests and corrects
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 primarily responsible for the management or supervision
of other electronic data processing employees, or programmers primarily 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.
May provide functional direction to lower level programmers who are assigned to
assist.
Class A. In addition to work assignments described for a class B operator (see below) the
work of a class A operator involves at least one of the following:
*
*
*
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 recordkeeping 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.
An operator at this level typically guides lower level operators.
Class B. In addition to established production runs, work assignments include runs
involving new programs, applications, and procedures (i.e., situations which require the
operator to adapt to a variety of problems). At this level, the operator has the training
and experience to work fairly independently in carrying out most assignments.
Assignments may require the operator to select from a variety of standard setup and
operating procedures. In responding to computer output instructions or error condi
tions, applies standard operating or corrective procedures, but may deviate from
standard procedures when standard procedures fail if deviation does not materially
alter the computer unit s production plans. Refers the problem or aborts the program
when procedures applied do not provide a solution. May guide lower level operators.
Class C. Makes practical applications of programming practices and concepts usually
learned in formal training courses. Assignments are designed to develop competence in
the application of standard procedures to routine problems. Receives close supervision
on new aspects of assignments; and work is reviewed to verify its accuracy and
conformance with required procedures.
Class C. Work assignments are limited to established production runs (i.e., programs
which present few operating problems). Assignments may consist primarily of on-thejob training (sometimes augmented by classroom instruction). When learning to run
programs, the supervisor or a higher level operator provides detailed written or oral
guidance to the operator before and during the run. After the operator has gained
experience with a program, however, the operator works fairly independently in
applying standard operating or corrective procedures in responding to computer
output instructions or error conditions, but refers problems to a higher level operator or
the supervisor when standard procedures fail.
COMPUTER OPERATOR
In accordance with operating instructions, monitors and operates the control console
of a digital computer to process data. Executes runs by either serial processing
(processes one program at a time) or multiprocessing (processes two or more programs
simultaneously). The following duties characterize the work of a computer operator:
*
*
*
*
*
*
*
Studies operating instructions to determine equipment setup needed.
Loads equipment with required items (tapes, cards, disks, paper, etc.).
Switches necessary auxiliary equipment into system.
Starts and operates computer.
Responds to operating and computer output instructions.
Reviews error messages and makes corrections during operation or refers
problems.
Maintains operating record.
PERIPHERAL EQUIPMENT OPERATOR
Operates peripheral equipment which directly supports digital computer operations.
Such equipment is uniquely and specifically designed for computer applications, but
need not be physically or electronically connected to a computer. Printers, plotters,
card read/punches, tape readers, tape units or drives, disk units or drives, and data
display units are examples of such equipment.
The following duties characterize the work of a peripheral equipment operator:
May test-run new or modified programs. May assist in modifying systems or
programs. The scope of this definition includes trainees working to become fully
qualified computer operators, fully qualified computer operators, and lead operators
providing technical assistance to lower level operators. It excludes workers who
monitor and operate remote terminals.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Deviates from standard procedures to avoid the loss of information or to
conserve computer time even though the procedures applied materially
alter the computer unit’s production plans.
Tests new programs, applications, and procedures.
Advises programmers and subject-matter experts on setup techniques.
Assists in (1) maintaining, modifying, and developing operating systems or
programs; (2) developing operating instructions and techniques to cover
problem situations; and/or (3) switching to emergency backup procedures
(such assistance requires a working knowledge of program language,
computer features, and software systems).
*
21
Loading printers and plotters with correct paper; adjusting controls for
forms, thickness, tension, printing density, and location; and unloading
hard copy.
Labelling tape reels, disks, or card decks.
•
•
•
•
Checking labels and mounting and dismounting designated tape reels or
disks on specified units or drives.
Setting controls which regulate operation of the equipment.
Observing panel lights for warnings and error indications and taking
appropriate action.
Examining tapes, cards, or other material for creases, tears, or other
defects which could cause processing problems.
This classification excludes workers (1) who monitor and operate a control console
(see computer operator) or a remote terminal, or (2) whose duties are limited to
operating decollaters, bursters, separators, or similar equipment.
COMPUTER DATA LIBRARIAN
Maintains library of media (tapes, disks, cards, cassettes) used for automatic data
processing applications. The following or similar duties characterize the work of a
computer data librarian: Classifying, cataloging, and storing media in accordance with a
standardized system; upon proper requests, releasing media for processing; maintaining
records of releases and returns; inspecting returned media for damage or excessive wear
to determine whether or not they need replacing. May perform minor repairs to
damaged tapes.
DRAFTER
Class A. Plans the graphic presentation of complex items having distinctive design
features that differ significantly from established drafting precedents. Works in close
support with the design originator, and may recommend minor design changes.
Analyzes the effect of each change on the details of form, function, and positional
relationships of components and parts. Works with a minimum of supervisory
assistance. Completed work is reviewed by design originator for consistency with prior
engineering determinations. May either prepare drawings or direct their preparation by
lower level drafters.
assignments. Instructions are less complete when assignments recur. Work may be spotchecked during progress.
DRAFTER-TRACER
Copies plans and drawings prepared by others by placing tracing cloth or paper over
drawings and tracing with pen or pencil. (Does not include tracing limited to plans
primarily consisting of straight lines and a large scale not requiring close delineation.)
AND/OR
Prepares simple or repetitive drawings of easily visualized items. Work is closely
supervised during progress.
ELECTRONICS TECHNICIAN
Works on various types of electronic equipment and related devices by performing
one or a combination of the following: Installing, maintaining, repairing, overhauling,
troubleshooting, modifying, constructing, and testing. Work requires practical applica
tion of technical knowledge of electronics principles, ability to determine malfunctions,
and skill to put equipment in required operating condition.
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, tele
phone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and
medical measuring and controlling equipment.
This classification excludes repairers of such standard electronic equipment as
common office machines and household radio and television sets; production assemb
lers and testers; workers whose primary duty is servicing electronic test instruments;
technicians who have administrative or supervisory responsibility; and drafters,
designers, and professional engineers.
Positions are classified into levels on the basis of the following definitions:
Class B. Performs nonroutine and complex drafting assignments that require the
application of most of the standardized drawing techniques regularly used. Duties
typically involve such work as: Prepares working drawings of subassemblies with
irregular shapes, multiple functions, and precise positional relationships between
components; prepares architectural drawings for construction of a building including
detail drawings of foundations, wall sections, floor plans, and roof. Uses accepted
formulas and manuals in making necessary computations to determine quantities of
materials to be used, load capacities, strengths, stresses, etc. Receives initial instruc
tions, requirements, and advice from supervisor. Completed work is checked for
technical adequacy.
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, electromagnetic radiation, isolating
malfunctions, and frequent engineering changes. Work involves: A detailed understan
ding of the interrelationships of circuits; exercising independent judgment in perfor
ming such tasks as making circuit analyses, calculating wave forms, tracing relation
ships in signal flow; and regularly using complex test instruments (e.g., dual trace
oscilloscopes, Q-meters, deviation meters, 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.
Class C. Prepares detail drawings of single units or parts for engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isometric
projections (depicting three dimensions in accurate scale) and sectional views to clarify
positioning of components and convey needed information. Consolidates details from a
number of sources and adjusts or transposes scale as required. Suggested methods of
approach, applicable precedents, and advice on source materials are given with initial
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
familiarity with the interrelationships 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.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
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.
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 familiar with the interrelationships of circuits. This knowledge,
however, may be acquired through assignments designed to increase competence
(including classroom training) so that worker can advance to higher level technician.
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.
REGISTERED INDUSTRIAL NURSE
A registered nurse who gives nursing service under general medical direction to ill or
injured employees or other persons who become ill or suffer an accident on the premises
of a factory or other establishment. Duties involve a combination ofthefollowing: Giving
first aid to the ill or injured; attending to subsequent dressing of employees’ injuries;
keeping records of patients treated; preparing accident reports for compensation or
other purposes; assisting in physical examinations and health evaluations of applicants
and employees; and planning and carrying out programs involving health education,
accident prevention, evaluation of plant environment, or other activities affecting the
health, welfare, and safety of all personnel. Nursing supervisors or head nurses in
establishments employing more than one nurse are excluded. •
Maintenance, Toolroom, and Powerplant
MAINTENANCE CARPENTER
Performs the carpentry duties necessary to construct and maintain in good repair
building woodwork and equipment such as bins, cribs, counters, benches, partitions,
doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves
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 formal apprenticeship or equivalent training and experience.
MAINTENANCE ELECTRICIAN
Performs 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, transformers, switchboards, control
lers, circuit breakers, motors, heating units, conduit systems, or other transmission
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
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 apprenticeship or equivalent training and experience.
MAINTENANCE PAINTER
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 filler in nail holes and interstices; and applying paint with spray gun or
brush. May mix colors, oils, white lead, and other paint ingredients to obtain proper
color or consistency. In general, the work of the maintenance painter requires rounded
training and experience usually acquired through a formal apprenticeship or equivalent
training and experience.
MAINTENANCE MACHINIST
Produces replacement parts and new parts in making repairs of metal parts of
mechanical equipment operated in an establishment. Work involves most of the
following: Interpreting written instructions and specifications; planning and laying out
of work; using a variety of machinist’s handtools and precision measuring instruments;
setting up and operating standard machine tools; shaping of metal parts to close
tolerances; making standard shop computations relating to dimensions of work, tooling,
feeds, and speeds of machining; knowledge of the working properties of the common
metals; selecting standard materials, parts, and equipment required for this work; and
fitting and assembling parts into mechanical equipment. In general, the machinist’s
work normally requires a rounded training in machine-shop practice usually acquired
through a formal apprenticeship or equivalent training and experience.
MAINTENANCE MECHANIC (MACHINERY)
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 the machine to a machine shop for
major repairs; preparing written specifications for major repairs or for the production
of parts ordered from machine shops; reassembling machines; and making all necessary
adjustments for operation. In general, the work of a machinery maintenance mechanic
requires rounded training and experience usually acquired through a formal apprentice
ship or equivalent training and experience. Excluded from this classification are
workers whose primary duties involve setting up or adjusting machines.
MAINTENANCE MECHANIC (MOTOR VEHICLE)
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
MAINTENANCE TRADES HELPER
fitting parts; replacing broken or defective parts from stock; grinding and adjusting
valves; reassembling and installing the various assemblies in the vehicle and making
necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening
body bolts. In general, the work of the motor vehicle maintenance mechanic requires
rounded training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.
This classification does not include mechanics who repair customers’ vehicles in
automobile repair shops.
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 directd 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.
MAINTENANCE PIPEFITTER
MACHINE-TOOL OPERATOR (TOOLROOM)
Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an
establishment. Work involves most of the following-. Laying out work and measuring to
locate position of pipe from drawings or other written specifications; cutting various
sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe
cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or
power-driven machines; assembling pipe with couplings and fastening pipe to hangers;
making standard shop computations relating to pressures, flow, and size of pipe
required; and making standard tests to determine whether finished pipes meet
specifications. In general, the work of the maintenance pipefitter requires rounded
training and experience usually acquired through a formal apprenticeship or equivalent
training and experience. Workers primarily engaged in installing and repairing building
sanitation or heating systems are excluded.
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 nonmetallic 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-thejob training and experience.
For cross-industry wage study purposes, this classification does not include machinetool operators (toolroom) employed in tool and die jobbing shops.
MAINTENANCE SHEET-METAL WORKER
Fabricates, installs, and maintains in good repair the sheet-metal equipment and
fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators,
chutes, ducts, metal roofing) of an establishment. Work involves most of the following-.
Planning and laying out all types of sheet-metal maintenance work from blueprints,
models, or other specifications; setting up and operating all available types of sheetmetal 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 nonmetallic material (e.g., plastic, plaster, rubber, glass).
Work typically involves-. Planning and laying out work according to models, blueprints,
drawings, or other written or oral specifications; understanding the working properties
of common metals and alloys; selecting appropriate materials, tools, and processes
required to complete tasks; making necessary shop computations; 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, the tool and die maker’s work requires rounded training in machine-shop and
toolroom practice usually acquired through formal apprenticeship or equivalent
training and experience.
For cross-industry wage study purposes, this classification does not include tool and
die makers who (1) are employed in tool and die jobbing shops or (2) produce forging
dies (die sinkers).
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 work; interpreting blueprints or other specifica
tions; using a variety of handtools and rigging; making standard shop computations
relating to stresses, strength of materials, and centers of gravity; aligning and balancing
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.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
24
STATIONARY ENGINEER
Operates and maintains and may also supervise the operation of stationary engines
and equipment (mechanical or electrical) to supply the establishment in which
employed with power, heat, refrigeration, or air conditioning. Work involves: Opera
ting 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 chiefengineers in establishments employing more than one engineer are excluded.
BOILER TENDER
Fires stationary boilers to furnish the establishment in which employed with heat,
power, or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil
burner; and checks water and safety valves. May clean, oil, or assist in repairing
boilerroom equipment.
Material Movement and Custodial
TRUCKDRIVER
Drives a truck within a city or industrial area to transport materials, merchandise,
equipment, or workers between various types of establishments such as: Manufacturing
plants, freight depots, warehouses, wholesale and retail establishments, or between
retail establishments and 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. Salesroute and over-the-road drivers are excluded.
For wage study purposes, truckdrivers are classified by type and rated capacity of
truck, as follows:
Truckdriver, light truck
(straight truck, under 1 1/2 tons, usually 4 wheels)
Truckdriver, medium truck
(straight truck, 1 1/2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
Truckdriver, tractor-trailer
SHIPPER AND RECEIVER
Performs clerical and physical tasks in connection with shipping goods of the
establishment in which employed and receiving incoming shipments. In performing
day-to-day, routine tasks, follows established guidelines. In handling unusual nonrou
tine problems, receives specific guidance from supervisor or other officials. May direct
and coordinate the activities of other workers engaged in handling goods to be shipped
or being received.
Shippers typically are responsible for most of the following: Verifying that orders are
accurately filled by comparing items and quantities of goods gathered for shipment
against documents; insuring that shipments are properly packaged, identified with
shipping information, and loaded into transporting vehicles; preparing and keeping
records of goods shipped, e.g., manifests, bills of lading.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Receivers typically are responsible for most of the following: Verifying the correct
ness of incoming shipments by comparing items and quantities unloaded against bills of
lading, invoices, manifests, storage receipts, or other records; checking for damaged
goods; insuring that goods are appropriately identified for routing to departments
within the establishment; preparing and keeping records of goods received.
For wage study purposes, workers are classified as follows:
Shipper
Receiver
Shipper and receiver
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 discrep
ancies 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
Shipper and Receiver and Shipping Packer), order filling (see Order Filler), or
operating power trucks (see Power-Truck Operator).
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.
SHIPPING PACKER
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.
MATERIAL HANDLING LABORER
A worker employed in a warehouse, manufacturing plant, store, or other establish
ment whose duties involve one or more of the following-. Loading and unloading various
materials and merchandise on or from freight cars, trucks, or other transporting
devices; unpacking, shelving, or placing materials or merchandise in proper storage
location; and transporting materials or merchandise by handtruck, car, or wheelbarrow.
Longshore workers, who load and unload ships, are excluded.
for assistance when deemed necessary and time allows), to keep situation under
surveillance, or to report situation so that it can be handled by appropriate authority.
Duties require specialized training in methods and techniques of protecting security
areas. Commonly, the guard is required to demonstrate continuing physical fitness and
proficiency with firearms or other special weapons.
POWER-TRUCK OPERATOR
Operates a manually controlled gasoline- or electric-powered truck or tractor to
transport goods and materials of all kinds about a warehouse, manufacturing plant, or
other establishment.
For wage study purposes, workers are classified by type of powertruck, as follows:
Class B. Carries out instructions primarily oriented toward insuring that emergencies
and security violations are readily discovered and reported to appropriate authority.
Intervenes directly only in situations which require minimal action to safeguard
property or persons. Duties require minimal training. Commonly, the guard is not
required to demonstrate physical fitness. May be armed, but generally is not required to
demonstrate proficiency in the use of firearms or special weapons.
Forklift operator
Power-truck operator (other than forklift)
GUARD
Protects property from theft or damage, or persons from hazards or interference.
Duties involve serving at a fixed post, making rounds on foot or by motor vehicle, or
escorting persons or property. May be deputized to make arrests. May also help visitors
and customers by answering questions and giving directions.
Guards employed by establishments which provide protective services on a contract
basis are included in this occupation.
«
For wage study purposes, guards are classified as follows:
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.
Class A. Enforces regulations designed to prevent breaches of security. Exercises
judgment and uses discretion in dealing with emergencies and security violations
encountered. Determines whether first response should be to intervene directly (asking
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
26
Service Contract
Act Surveys
The following areas are surveyed per
iodically for use in administering the
Service Contract Act of 1965. Survey
results are published in releases which
are available, at no cost, while supplies
last from any of the BLS regional offices
shown on the back cover.
Alaska (statewide)
Albany, Ga.
Albuquerque, N. Mex.
Alexandria-Leesville, La.
Alpena-Standish-Tawas City, Mich.
Ann Arbor, Mich.
Asheville, N.C.
Atlantic City, N.J.
Augusta, Ga.-S.C.
Austin, Tex.
Bakersfield, Calif.
Baton Rouge, La.
Beaumont-Port Arthur-Orange and
Lake Charles, Tex.-La.
Biloxi-Gulfport and PascagoulaMoss Point, Miss.
Binghamton, N.Y.
Birmingham, Ala.
Bremerton-Shelton, Wash.
Brunswick, Ga.
Cedar Rapids, Iowa
Champaign-Urbana-Rantoul, 111.
Charleston-North CharlestonWalterboro, S.C.
Cheyenne, Wyo.
Clarksville-Hopkinsville, Tenn.-Ky.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Colorado Springs, Colo.
Columbia-Sumter, S.C.
Columbus, Ga.-Ala.
Columbus, Miss.
Connecticut (statewide)
Dothan, Ala.
Duluth-Superior, Minn.-Wis.
El Paso-Alamogordo-Las Cruces,
Tex.-N. Mex.
Eugene-Springfield-Medford, Oreg.
Fayetteville, N.C.
Fort Smith, Ark.-Okla.
Fort Wayne, Ind.
Frederick-HagerstownChambersburg, Md.-Pa.
Gadsden and Anniston, Ala.
Goldsboro, N.C.
Guam, Territory of
Knoxville, Tenn.
La Crosse-Sparta, Wis.
Laredo, Tex.
Lexington-Fayette, Ky.
Lima, Ohio
Little Rock-North Little Rock, Ark.
Logansport-Peru, Ind.
Lower Eastern Shore, Md.-Va.-Del.
Macon, Ga.
Madison, Wis.
Maine (statewide)
Mansfield, Ohio
McAllen-Pharr-Edinburg and
Brownsville-Harlingen- San
Benito, Tex.
Meridian, Miss.
Middlesex, Monmouth, and Ocean
Counties, N.J.
Mobile-Pensacola-Panama City, Ala.Fla.
Montana (statewide)
Montgomery, Ala.
Nashville-Davidson, Tenn.
New Bern-Jacksonville, N.C.
New Hampshire (statewide)
North Dakota (statewide)
Northern New York
Northwest Texas
Orlando, Fla.
Oxnard-Simi Valley-Ventura, Calif.
Peoria, 111.
Pine Bluff, Ark.
Pueblo, Colo.
Puerto Rico
Raleigh-Durham, N.C.
Reno, Nev.
Riverside-San Bernardino-Ontario,
Calif.
Salina, Kans.
Santa Barbara-Santa Maria-Lompoc,
Calif.
Savannah, Ga.
Selma, Ala.
Sherman-Denison, Tex.
Shreveport, La.
South Dakota (statewide)
Southeastern Massachusetts
Southern Idaho
Southwest Virginia
Spokane, Wash.
Springfield, 111.
Stockton, Calif.
Tacoma, Wash.
Topeka, Kans.
Tucson-Douglas, Ariz.
Tulsa, Okla.
Upper Peninsula, Mich.
Vallejo-Fairfield-Napa, Calif.
Vermont (statewide)
Virgin Islands of the U.S.
Waco and Killeen-Temple, Tex.
Waterloo-Cedar Falls, Iowa
West Virginia (statewide)
Western and Northern Massachusetts
Wichita Falls-Lawton-Altus, Tex.Okla.
Yakima-Richland-KennewickPendleton, Wash.-Oreg.
ALSO A VAILABLE—
An annual report on salaries for ac
countants, auditors, chief accountants,
attorneys, job analysts, directors of per
sonnel, buyers, chemists, engineers, en
gineering technicians, drafters, and cler
ical employees is available. Order as
BLS Bulletin 2045, National Survey of
Professional, Administrative, Technical
and Clerical Pay, March 1979, $3.00 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 list of the latest bulletins available is presented below. Bulletins may be purchased from any of
the BLS regional offices shown on the back cover, or from the Superintendent of Documents,
U.S. Government Printing Office, Washington, D. C. 20402. Make checks payable to Superin
tendent of Documents. A directory of occupational wage surveys, covering the years 1970 through
1977, is available on request.
Bulletin number
and price*
Area
Akron, Ohio, Dec. 1978 ............................................................
Albany-Schenectady-Troy, N.Y., Sept. 1979..........................
Anaheim-Santa Ana-Garden Grove, Calif., Oct. 1979..........
Atlanta, Ga., May 1979 ............................................................
Baltimore, Md., Aug. 1979 ......................................................
Billings, Mont., July 1979 ........................................................
Birmingham, Ala., Mar. 1978 ..................................................
Boston, Mass., Aug. 1979 ........................................................
Buffalo, N.Y., Oct. 1979 ..........................................................
Canton, Ohio, May 1978 ..........................................................
Chattanooga, Tenn.—Ga., Sept. 1979 ......................................
Chicago, 111., May 1979 ............................................................
Cincinnati, Ohio—Ky.—Ind., July 1979' ................................
Cleveland, Ohio, Sept. 1979......................................................
Columbus, Ohio, Oct. 1979........................................................
Corpus Christi, Tex., July 1979‘................................................
Dallas—Fort Worth, Tex., Dec. 1979.....................................
Davenport—Rock Island—Moline, Iowa—111., Feb. 1980' ...
Dayton, Ohio, Dec. 1979 ............................................................
Daytona Beach, Fla., Aug. 1979' ..............................................
Denver—Boulder, Colo., Dec. 1979..........................................
Detroit, Mich., Mar. 1980 ..........................................................
Fresno, Calif., June 1979............................................................
Gainesville, Fla., Sept. 1979........................................................
Gary—Hammond—East Chicago, Ind., Oct. 1979'................
Green Bay, Wis., July 1979 ........................................................
Greensboro—Winston-Salem—High Point, N.C., Aug. 1979
Greenville—Spartanburg, S.C., June 1979'..............................
Hartford, Conn., Mar. 1979 ......................................................
Houston, Tex., Apr. 1979 ..........................................................
Huntsville, Ala., Feb. 1979 ........................................................
Indianapolis, Ind., Oct. 1979......................................................
Jackson, Miss., Jan. 1980 ..........................................................
Jacksonville, Fla., Dec. 1979'....................................................
Kansas City, Mo,—Kans., Sept. 1979'......................................
Los Angeles—Long Beach, Calif., Oct. 1979 ..........................
Louisville, Ky.—Ind., Nov. 1979 ..............................................
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
.
2025-63
2050-46
2050-48
2050-20
2050-42
2050-43
2025-15
2050-50
2050-65
2025-22
2050-39
2050-21
2050-28
2050-47
2050-61
2050-33
2050-67
3000- 5
2050-64
2050-41
2050-72
3000- 7
2050-25
2050-45
2050-60
2050-31
2050-49
2050-29
2050-12
2050-15
2050- 3
2050-54
3000- 2
2050-69
2050-58
2050-59
2050-66
$1.00
$1.50
$1.50
$1.30
$1.75
$1.50
$0.80
$1.75
$2.25
$0.70
$1.50
$1.75
$2.00
$1.75
$2.25
$1.75
$2.25
$2.25
$2.00
$1.50
$2.25
$2.25
$1.50
$1.50
$2.25
$1.50
$1.50
$1.75
$1.10
$1.30
$1.00
$2.25
$1.75
$2.25
$2.75
$2.25
$2.00
Area
Bulletin number
ancj prjce*
Memphis, Tenn.—Ark.—Miss., Nov. 1979'..................................
7nso sfi
Miami, Fla., Oct. 1979 .....................................................................................2050-55
Milwaukee, Wis., Apr. 1980 ...........................................................................
3000-10
Minneapolis—St. Paul, Minn.—Wis., Jan. 1980 .....................................''' ^ 3000. 1
Nassau—Suffolk, N.Y., June 1979...................................................... ................ 2050-36
Newark, N.J., Jan. 1980'............ .......................................................
3000- 8
New Orleans, La., Oct. 1979 .......................................................... 2050-53
New York, N.Y.—N.J., May 1979 .................................................. . . . . . . . . . . 2050-30
Norfolk—Virginia Beach—Portsmouth, Va.—N.C., May 1979'.................... 2050-22
Norfolk—Virginia Beach—Portsmouth and Newport News—
Hampton, Va.—N.C., May 1978 .................................................................... 2025-21
Northeast Pennsylvania, Aug. 1979'.................................................................. ’ 2050-32
Oklahoma City, Okla., Aug. 1979 .......................................... 2050-37
Omaha, Nebr.—Iowa, Oct. 1979 .......................................................... .. . . . . . . 2050-51
Paterson—Clifton—Passaic, N.J., June 1979 .................................................... 2050-26
Philadelphia, Pa.—N.J., Nov. 1979'............................................................ ’' ’ 2050-57
Pittsburgh, Pa., Jan. 1980 .......................................................... 3000- 3
Portland, Maine, Dec. 1979...................................................................... 2050-63
Portland, Oreg.—Wash., May 1979 ........................ .....................
2050-27
Poughkeepsie, N.Y., June 1979....................................................................'.'.'.V. 2050-34
Poughkeepsie—Kingston—Newburgh, N.Y., June 1979............................. |' ’ ’ 2050-35
Providence—Warwick—Pawtucket, R.I.—Mass., June 1979'......................
2050-38
Richmond, Va., June 1979.......................................................................2050-24
St. Louis, Mo.—111., Mar. 1979'............ ................. ................................
2050-13
Sacramento, Calif., Dec. 1979.............................................................. ............ 2050-71
Saginaw, Mich., Nov. 1979'........................................................ ..
2050-52
Salt Lake City—Ogden, Utah, Nov. 1979 ................................ .......................... 2050-62
San Antonio, Tex., May 1979 ......................................................................
2050-17
San Diego, Calif., Nov. 1979.............. .................................................
2050-70
San Francisco—Oakland, Calif.,Mar. 1980 ....................................... 3000. 9
San Jose, Calif., Mar. 1980 ...............................
3000 s
Seattle—Everett, Wash., Dec. 1979'...................... ............................................. 2050 68
South Bend, Ind., Aug. 1979' .......................................... .!!!!!!!! !; 1i205(M4
$0.80
$1 75
$1 50
$1.50
$150
$3 00
$2 25
$175
$1 75
$1 50
$L50
$1 75
$L50
$1 50
$175
$L75
$2 00
$1 00
$2 00
$2 25
ci m
$225
slitt
Trenton, N.J., Sept. 1979.................................................. ..!!!!!!!! !!! " !!! 2050^
l\.50
Utica Rome, N.Y., July 1978 ..............................................................
Washington, D.C.—Md.—Va., Mar. 1980 ...................... ‘ ‘
^
Wichita, Kans., Apr. 1979 ....................................................................................
Worcester, Mass., Apr. 1979................................................................................
York, Pa., Feb. 1980..............................................................................................
$1 00
$2.25
$1.00
$150
$1.75
2025-34
3000! 4
2050-18
2050-23
3000-11
Prices are determined by the Government Printing Office and are subject to change.
Data on establishment practices and supplementary wage provisions are also presented.
ti it
$2^25
S2 25
^25
$175
$3 25
$2 25
$175
$1 75
Postage and Fees Paid
U.S. Department of Labor
U.S. Department of Labor
Bureau of Labor Statistics
Washington, D.C. 20212
Third Class Mail
U.S. MAIL
Official Business
Penalty for private use, $300
Lab-441
Bureau of Labor Statistics Regional Offices
Region I
Region II
Region III
Region IV
1603 JFK Federal Building
Government Center
Boston, Mass 02203
Phone: 223-6761 (Area Code 617)
Suite 3400
1515 Broadway
New York, N.Y. 10036
Phone: 944-3121 (Area Code 212)
3535 Market Street,
P.0 Box 13309
Philadelphia, Pa. 19101
Phone: 596-1154 (Area Code 215)
Suite 540
1371 Peachtree St., N.E.
Atlanta, Ga. 30367
Phone: 881-4418 (Area Code 404)
Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont
New Jersey
New York
Puerto Rico
Virgin Islands
Delaware
District of Columbia
Maryland
Pennsylvania
Virginia
West Virginia
Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee
Region V
Region VI
Regions VII and VIII
Regions IX and X
9th Floor. 230 S. Dearborn St,
Chicago, III. 60604
Phone: 353-1880 (Area Code 312)
Second Floor
555 Griffin Square Building
Dallas, Tex. 75202
Phone: 767-6971 (Area Code 214)
Federal Office Building
911 Walnut St., 15th Floor
Kansas City, Mo. 64106
Phone: 374-2481 (Area Code 816)
450 Golden Gate Ave.
Box 36017
San Francisco, Calif. 94102
Phone: 556-4678 (Area Code 415)
Arkansas
Louisiana
New Mexico
Oklahoma
Texas
VII
VIII
IX
X
Iowa
Kansas
Missouri
Nebraska
Colorado
Montana
North Dakota
South Dakota
Utah
Wyoming
Arizona
California
Hawaii
Nevada
Alaska
Idaho
Oregon
Washington
Illinois
Indiana
Michigan
Minnesota
Ohio
Wisconsin
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
ivsppm
@FedFRASER