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Industry Wage Survey:
Computer and Data Processing Services
M arch 1978
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U.S. Department of Labor
Bureau of Labor Statistics
1979
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Bulletin 2028
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Industry Wage Survey:
Computer and Data Processing Services
M arch 1978
U.S. Department of Labor
Ray Marshall, Secretary
Bureau of Labor Statistics
Janet L. Norwood, Commissioner
June 1979
Bulletin 2028
For sale by the Superintendent of Documents, U.S. Government Printing Office
Washington, D .C . 20402 - Price $2.50
Stock Number 020-001-02319-7
Preface
This bulletin summarizes the results of a first-time
Bureau of Labor Statistics survey of occupational wages
and supplementary benefits in the computer and data
processing services industries in March 1978.
Separate releases were issued earlier for the follow
ing areas: Atlanta, Boston, Chicago, Cleveland, DallasFort Worth, Detroit, Houston, Kansas City, Los An
geles-Long Beach, Minneapolis-St. Paul, Nassau-Suffolk, Newark, New York, Philadelphia, St. Louis, San
Francisco-Oakland, San Jose, and Washington, D.C.
Copies of these releases are available from the Bureau
of Labor Statistics, Washington, D.C. 20212, or any of
its regional offices.
This study was conducted in the Bureau’s Office of
Wages and Industrial Relations. Sandra L. King of the
Division of Occupational Wage Structures prepared the
analysis in this bulletin. Field work for the survey was
directed by the Assistant Regional Commissioners for
Operations.
Other reports available from the Bureau’s program
of industry wage studies as well as the addresses of the
Bureau’s regional offices are listed at the end of this
bulletin.
Material in this publication is in the public domain
and may be reproduced without permission of the Fed
eral Government. Please credit the Bureau of Labor
Statistics and cite Industry Wage Survey: Computer and
Data Processing Services, March 1978, Bulletin 2028.
Contents
Summary.......................................................................................................................................................... 1
Industry characteristics...................................................................................................... ...................... 1
Employment...............................................................................................................................
Occupational staffing......................................................................................................
Type of service ....................................................................................................................................... 2
Type of customer ........................................... .................................................................................... 2
Method of wage payment....................................................................................................................... 2
Occupational earnings.......................................................................................................
Establishment practices and supplementary wage provisions.......................................................... .............. 4
Scheduled weekly hours ....................................... ..................................... ........................................ 4
Shift differential provisions and practices............................................................................................. 4
Paid holidays...................................................................................................................................... 5
Paid vacations......................................................................................................
Health, insurance, and retirement plans .........................................................
Other selected benefits ......................................................................................................
Text tables:
1. Average weekly earnings of workers in selected occupations in computer services facilities
as a percent of averages in BLS area wage surveys, March 1978................................................. 3
2. Weekly earnings distribution of class B key entry operators and computer operators in the
Washington area, March 1978 .......................................................................................................
4
Reference tables:
1. Occupational earnings: Professional and technical employees.................................... 6
2. Occupational earnings: Office clerical employees....................................................... 13
Establishment practices and supplementary wage provisions:
Method of wage payment:
3. Professional and technical employees...............................................................................18
4. Office clerical employees.............................................................................................19
Scheduled weekly hours:
5. Professional and technical employees...........................................................................20
6 . Office clerical employees........... .....................................................................................21
Shift differential provisions:
7. Professional and technical employees............................................................................... 22
Shift differential practices:
8 . Professional and technical employees............................................................................24
Paid holidays:
9. Professional and teclmical employees.............................................................................. 26
10. Office clerical employees ..............................................................................................27
Paid vacations:
11. Professional and technical employees ...........................................................................28
12. Office clerical employees..................................................................................................31
Health, insurance, and retirement plans:
13. Professional and technical employees ............. ...........................................................34
14. Office clerical employees ..........................................................................................36
v
1
2
2
5
Contents — Continued
Other selected benefits:
15. Professional and technical employees........................................................................... 38
16. Office clerical employees.............................................................................................. 39
Appendixes:
A. Scope and method of survey......................................................................................................... 40
B. Occupational descriptions............................................................................................................... 44
VI
Computer and Data
Processing Services,
March 1978
puter facilities for others on a continuing basis. Exclud
ed from the survey were computer and data processing
firms with fewer than eight workers; firms primarily
providing accounting, auditing, and bookkeeping serv
ices; and those repairing or maintaining computer and
data processing equipment.
Spurred by the development of computer and other
electronic technology since World War II, these indus
tries have become an increasingly important component
of the economy. In 1956, approximately 500 comput
ers, worth about $200 million, were installed in the
United States; by 1976, the number had increased to
300,000, valued at about $50 billion.4 Between 1971 and
1977, employment in three electronic data processing
occupations included in the Bureau’s area wage surveys
that represent all metropolitan areas increased 42 per
cent to 64,000 for computer operators, 41 percent to
55,000 for programmers, and 77 percent to 48,000 for
systems analysts. Limited information available also
shows that nationally between 1974 and 1976, employ
ment for computer contractor facilities grew 17 percent
compared to 7 percent for all services.5
Summary
Occupational pay levels in computer and data proc
essing services establishments varied widely among 18
metropolitan areas surveyed in March 1978.1 For each
of the areas included in this first-time study of the com
puter field, separate weekly earnings information was
developed for full-time workers in occupations select
ed from two major categories: Professional and techni
cal employees and office clerical workers.2
None of the areas surveyed was consistently highest
paying or lowest paying for professional or for office
clerical occupations. Occupational pay levels in the
highest paying area studied generally were 30 percent
more than averages for the same job in the lowest pay
ing area studied.
Average straight-time weekly earnings3 of computer
systems analysts, the most populous and highest paid
job category studied, typically ranged between $350
and $425. Switchboard operator-receptionists, one of
the lowest paid occupational groups surveyed, usually
averaged between $150 and $170 per week.
At least nine-tenths of the workers in each area were
in establishments providing paid holidays and paid va
cations, after specified periods of service. Typical va
cation provisions were 2 weeks after 1 year of service
and at least 3 weeks after 10 years. Hospitalization, sur
gical, basic medical, and major medical insurance ben
efit plans, for which employers paid at least part of the
cost, were also widespread among the computer and
data processing facilities covered by the survey.
Employment. The 1,173 computer and data processing
services establishments within the scope of the 1978
survey (each with at least 8 workers) employed an es
timated 22,000 professional and technical workers and
19,500 office clerical employees in March 1978 (table
A-l). Among the 18 metropolitan areas studied, em
ployment in the two groups ranged from around 1,000
in Cleveland and Kansas City to 9,000 in Washington.
Employment in other large computer service centers
Industry characteristics
The study covered establishments primarily engaged
in providing computer and data processing services.
Two industries were studied-computer programming
and other “software” services and data processing serv
ices. The former includes firms providing systems anal
ysis and design, development of programs or systems,
programming services, and systems engineering. The
latter includes firms providing complete processing and
preparation of reports from data supplied by the cus
tomer or specialized services, such as keypunching or
making data processing equipment available to others
on an hourly or time-sharing basis. Also included in
this industry are firms managing and/or operating com
1See app. A for scope and method of survey. Areas are Standard
Metropolitan Statistical Areas, as defined by the U.S. Office of Man
agement and Budget through February 1974.
2See app. B for occupational descriptions.
3Earnings data exclude premium pay for overtime and for work on
weekends, holidays, and late shifts.
4”Twenty Years of Data Processing,” DATAMATION, Septem
ber 1977, p. 64.
5U.S. Bureau of the Census, County Business Patterns, U.S. Sum
mary, 1974 and 1976, pp. 79 and 79, respectively. Information on
computer and data processing services was not available prior to
1974.
1
totaled about 6,600 in Los Angeles-Long Beach, 5,900
in Dallas-Fort Worth, and 4,900 in New York.
tions, applied to most of the remaining workers in these
areas and was the most common pay plan in the other
areas studied.
A majority of the office workers in 11 areas were
under informal pay systems (table 4). Nearly all remain
ing office workers had pay set under formal range-ofrate systems, with progression typically determined by
merit review.
Occupational staffing. Of the 59,500 workers in facili
ties covered by the March 1978 survey, nearly twofifths were classified as professional and technical work
ers, and one-third as office clerical employees. Within
the professional group, about one-fifth each were clas
sified as computer systems analysts and computer op
erators, and one-eighth as computer programmers.
Slightly more than two-fifths of the office clerical em
ployees were key entry operators; workers in the sev
en other clerical occupations studied made up one-tenth
of the office clerical work force.
Occupational earnings
Occupations for which earnings data were developed
accounted for about one-half each of the professional/technical and office clerical workers covered by the
March 1978 survey. The occupations were selected to
represent various activities performed by white-collar
employees of computer and data processing services
firms.
Weekly earnings levels for professional and techni
cal employees varied among the 18 areas; the range be
tween the highest and lowest paying area studied for
most jobs was about 30 percent (table 1). Class A com
puter operators, for example, averaged $275 in Hous
ton compared with $211 in Kansas City, a 30-percent
spread. No area surveyed was consistently highest or
lowest paying; however, occupational pay levels were
often among the highest in Houston and Washington,
and lowest in Kansas City and Minneapolis-St. Paul.
Among professional and technical job groups stud
ied, computer systems analysts had the highest propor
tionate representation and were highest paid. Class A
analysts, who work independently or under only gen
eral supervision on complex problems involving all
phases of systems analysis, averaged from $397.00 per
week in St. Louis to $514.50 in Newark. Weekly earn
ings for class B analysts ranged from $327.50 in Atlan
ta to $418.00 in Washington; and, for those working
under immediate supervision (class C), from $252.50 in
Kansas City to $330.00 in Washington.
Programmers working independently or under only
general direction on complex problems (class A) aver
aged between $312.00 and $410.50, compared with
$190.50-$245.50 for those applying standard procedures
to routine problems (class C).
Among the 16 areas where comparisons were possi
ble, operators working independently (or under only
general direction) on new or complex programs (class
A) averaged between 37 and 65 percent more than those
working on routine programs under close supervision
(class C). Average earnings for class A operators ranged
from $211 in Kansas City to $275 in Houston; the range
for class C operators was from $148.50 in St. Louis to
$191 in Houston.
Among the office clerical classifications surveyed,
key entry operators were, by far, the most numerous.
Weekly earnings of class A operators, whose work re
quires experience and judgment, usually were 5 to 20
percent higher than those of operators whose work is
Type of service. Firms primarily providing data proc
essing services accounted for three-fifths or more of the
total work force in each area except Kansas City and
Washington; in the latter areas, at least two-thirds were
in firms specializing in computer programming and oth
er software services. Data processing facilities offer a
wide variety of services, including data entry, facilities
management, leasing or renting computer time, com
puter time sharing, and special output services (e.g., microfilm)-no one of which is dominant in the industry.
Most computer programming firms covered by the sur
vey, however, primarily developed computer programs
or systems (software); others in that industry chiefly
provided computer systems analysis and design, pro
gramming services, or systems engineering (e.g., soft
ware-hardware interface).
Type of customer. Customers in finance and service in
dustries (e.g., banks, hospitals, schools, etc.) were the
principal source of revenue for computer and data proc
essing firms employing three-tenths of the workers in
the 18 areas combined. Customers engaged in manufac
turing were the primary source of revenue for firms
employing an additional one-fourth of the work force.
Computer firms deriving most of their revenue from
the Federal Government were relatively important in
only four areas studied, employing about one-eighth of
the workers in Boston, one-fifth in Houston and Phil
adelphia, and nearly three-fourths in Washington.
Seven-tenths of the survey’s workers were in firms
having more than one type of customer, but no partic
ular type predominated.
Method of wage payment. Time-rated pay systems pre
dominated in the industry, with workers split about
evenly between formal and informal plans.
A majority of the professional and technical workers
in half the areas were paid under formal plans provid
ing ranges of rates for specific occupations (table 3).
Progression within the rate ranges was usually deter
mined by merit review. Informal systems, which based
salaries primarily on a worker’s individual qualifica
2
Text table 1. Average weekly earnings of workers in selected occupations in computer services facilities as a percent of
averages in BLS area wage surveys, March 1978
Northeast
O ccupation
Professional/ technical
Com puter operators:
M an u fa ctu rin g .......................
N onm anufacturing................
Com puter programmers:
M an u fa ctu rin g .......................
N onm anufacturing................
Com puter systems analysts:
M a n u fa ctu rin g . . . . .
Nonm anufacturing................
South
Boston
Nassau
Suffolk
New York
Philadelphia
Atlanta
DailasFort Worth
Houston
Washington
90
98
83
84
85
90
90
97
81
82
94
109
104
105
76
87
88
101
—
_
92
99
94
95
96
83
91
107
89
91
86
94
102
106
—
-
101
106
98
104
91
93
99
107
108
110
—
116
102
103
—
—
90
93
81
97
97
101
—
—
98
104
81
97
101
102
94
91
86
92
81
87
79
77
89
99
99
106
76
94
93
99
—
—
93
99
99
104
_
_
93
99
—
—
101
99
94
102
107
111
O ffice clerical
Accounting clerks:
M an u fa ctu rin g .......................
N o n m anufacturing...............
Key entry operators:
M an u fa ctu rin g ......................
Nonm anufacturing................
Secretaries:
M an u fa ctu rin g .......................
Nonm anufacturing................
Switchboard operatorreceptionists:
M an u fa ctu rin g .......................
Nonm anufacturing................
90
101
—
90
87
90
95
_
_
—
West
North Central
San
Francisco —
Oakland
San Jose
89
93
81
89
81
98
101
103
88
95
108
106
79
96
92
95
100
88
100
105
100
115
97
97
—
92
88
90
95
94
93
—
-
103
10!
62
86
91
85
78
78
86
94
84
79
90
92
78
85
85
90
87
91
97
97
Chicago
Cleveland
Detroit
Kansas City
St. Louis
83
87
81
93
73
93
79
80
84
93
106
107
96
96
73
85
84
88
—
-
102
106
84
90
Los AngelesLong Beach
Prof essio na l/tech n ical
Com puter operators:
M an u fa ctu rin g.......................
M on m a n u fa ctu rin q ..............
Com puter programmers:
M an u fa ctu rin g .......................
N onm anufacturing................
Com puter systems analysts:
M a n u fa ctu rin g .......................
N onm anufacturinq................
O ffice clerical
Accountino clerks:
M anufacturing .....................
N onm anufacturinq................
Key entry operators.
M an u fa ctu rin g .......................
Nonm anufacturinq................
Secretaries:
M an u fa ctu rin g.......................
Nonm anufacturing................
Switchboard operatorreceptionists:
M an u fa ctu rin g .......................
N onm anufacturing................
—
—
—
—
85
87
89
100
97
98
91
91
_
97
102
—
-
-
-
NOTE: Dashes indicate that data fo r com puter services w orkers and
workers covered by the area wage surveys were not com parable in
e ither m anufacturing or nonm anufacturing.
100
105
94
95
103
102
Area wage survey data were adjusted to re fie ctth e March 1978 payroll
date used in the com puter survey. Data could not be adjusted for
M inneapo!is-St. Paul and Newark.
3
routine and repetitive (class B) (table 2). The interarea
spread for class A key entry operators was $154 to
$204.50; for class B, $136.50 to $175.50
Secretaries, as a group, were the highest paid cleri
cal workers studied in nearly all areas where compar
isons were made. Average weekly earnings for these
workers varied within individual areas, largely based
on the position held by their supervisor. Those work
ing for the chairman of the board or president of a firm
employing fewer than 100 persons (class B) were most
populous, averaging from $182 per week in Kansas City
to $246.50 per week in Houston.
Switchboard operator-receptionists usually averaged
between $150 and $170 per week, and accounting clerks
between $160 and $190.
Average earnings of professional/technical and of
fice workers in the two industries studied were com
pared with corresponding jobs in the Bureau's cross
industry area wage surveys.6 Text table 1 shows that
average earnings of computer and data processing work
ers were generally below those of their counterparts in
the broader based area surveys. In 56 of 90 compari
sons, pay levels in computer films were at least 5 per
cent lower than the average for manufacturing indus
tries. Limiting comparisons to nonmanufacturing, com
puter firms fared slightly better-still, in 47 of 91 cases,
pay levels were at least 5 percent lower. The impact
of computer firms in dampening the nonmanufacturing
averages may account for the better showing in the
comparison with nonmanufacturing industries. In gen
eral, higher earnings for workers in the broader based
cross industry surveys may also be due to their union
contract coverage In 1975, 72 percent of the plant and
11 percent of the office workers in manufacturing, and
47 percent of the plant and 14 percent of the office
workers in the nonmanufacturing industries covered by
area wage surveys were under labor-management agree
ments. In contrast, virtually no surveyed workers in the
computer and data processing services industries were
covered by union contracts.
Earnings of individual workers often varied within
the same area and occupation. Thus, within an area
some occupations with relatively low earnings (as meas
ured by average weekly earnings) included workers
earning more than others in occupations with consid
erably higher averages. Text table 2 illustrates such
overlapping for two jobs in the Washington area, de
spite a 27-percent differential in weekly averages
Text table 2. Weekly earnings distribution of class B key
entry operators and computer operators in the Washington
area, March 1978
$100
120
140
160
180
200
220
240
260
Com puter
operators
class
under $ 1 2 0 ....................
under 1 4 0 ....................
under 1 6 0 ....................
under 1 8 0 ....................
under 2 0 0 ....................
under 2 2 0 ....................
under 2 4 0 ....................
under 2 6 0 ....................
under 2 8 0 ....................
42
210
392
145
25
2
.
Num ber of w o rkers..............
816
and
and
and
and
and
and
and
and
and
Average weekly ea rn in g s..............
B
-
$148.00
B
5
29
34
43
33
9
8
3
164
$187.50
and the incidence of paid holidays, paid vacations, and
health, insurance, and retirement plans.
Scheduled weekly hours. Most professional and techni
cal employees in the industry were in establishments
with work schedules of 40 hours a week (table 5). Short
er work schedules, of between 35 and 37.5 hours, ap
plied to almost seven-eighths of the workers in New
York, and to most of those not on 40-hour schedules
elsewhere. Longer schedules (commonly 45 hours) ap
plied to about two-thirds in Cleveland.
Most office clerical workers were also scheduled for
40 hours a week (table 6). The rest were scheduled for
fewer hours-typically 37.5 hours.
Shift differential provisions and practices. Contractors
with formal provisions for late shift work accounted
for at least 45 percent of the professional and technical
workers in each area studied (table 7). At the time of
the survey, however, the proportion of workers on sec
ond shifts amounted to one-fifth in Nassau-Suffolk,
about one-eighth in Dallas, Houston, and New York,
and less than one-tenth in the remaining 14 areas (table
8). T he proportion on third shifts ranged from nearly
one-fifth in Nassau-Suffolk, to one-tenth in Cleveland
and St. Louis, and to less than one-tenth in the 15 oth
er areas. Workers on late shifts typically received a uni
form percentage over day-shift rates, commonly 10
percent.
hThe Bureau’s area wage survey program covers establishments in
the following broad industry divisions: Manufacturing; transporta
tion, communication, and other public utilities; wholesale trade; re
tail trade; finance, insurance, and real estate; and selected services.
Area wage surveys are conducted throughout the Nation annually.
Data from these surveys were adjusted to reflect the March 1978
payroll reference period used in the computer survey. To the extent
that computer firms are also covered by the area wage survey data,
these lower paying firms reduce the occupational averages and con
tribute to a smaller differential than would be reported if their data
could be excluded from the cross-industry survey.
Establishment practices and supplementary
wage provisions
Information was obtained separately on the follow
ing practices and benefits for professional/technical and
for office clerical groups. Scheduled weekly hours, shift
provisions and practices (professional/technical only);
Key entry
operators
class
W eekly earnings
4
Paid holidays. Paid holidays, ranging from 5 to 13 days
Generally, a smaller proportion of office clerical than
of professional/technical workers were covered by
these health and insurance plans. For example, life in
surance was available to all professional/technical
workers and to three-fifths of the office clerical work
ers in Philadelphia. In Chicago, corresponding propor
tions were nine-tenths and seven-tenths.
In the 18 areas combined, nearly half of the profes
sional/technical and two-fifths of the office clerical
workers were covered by retirement plans.
Pension plans (other than Federal social security)
covered one-half or more of the professional/technical
workers in 10 areas and between about one-fifth and
one-half in the remaining 8 areas. Severance plans, pro
viding one payment or several over a specified period
of time, were rare outside of New York and Philadel
phia, among areas studied. Retirement plans covered
relatively fewer office clericals than professional/tech
nical workers in most areas studied.
Employers generally paid the entire cost of these
health, insurance and retirement plans.
Other selected benefits. Establishments provided paid
funeral leave and/or jury-duty leave to at least one-half
of the professional/technical and office clerical work
ers in most areas (tables 15 and 16). Technological sev
erance pay was available to between one-fifth and threetenths of the professional workers in 5 areas, to onesixth in 3 areas, and to one-tenth or less in the remain
ing 10 areas. Generally, a similar proportion of office
workers in each area were covered by this benefit. Cost
of living adjustments, nearly always based on the BLS
Consumer Price Index, only applied to as much as onefifth of the workers in about a third of the areas.
annually, were provided to a large majority of professional/technical and office clerical workers in each area
(tables 9 and 10). Typically, provisions were most lib
eral in the Northeastern areas. However, provisions
often varied widely within areas. For example, onetenth of the office workers in Newark received 6 days
while one-fourth were granted 13 days. Generally, pro
visions were the same for professional and office work
ers in the same area.
Paid vacations. Paid vacations, after qualifying periods
of service, were provided to at least nine-tenths of the
professional and office workers in all areas (tables 11
and 12). Typical provisions amounted to 2 weeks after
1 year of service and at least 3 weeks after 10 years.
Provisions were generally the same for professional/technical and office workers within the same area.
Health, insurance, and retirement plans. Hospitalizati
on, surgical, basic medical and major medical insurance
benefit plans were provided by computer processing
establishments employing at least nine-tenths of the professional/technical workers in each area (table 13).
These benefit plans were provided for three-fourths or
more of the office clerical workers in each area (table
14). Pay continuation plans covering short-term absence
from work due to illness or accident were provided to
four-fifths of the professional workers. At least seventenths in most areas were also covered by life and ac
cidental death and dismemberment insurance. Long
term disability insurance plans were available to onehalf or more of the workers in 16 areas and to about
two-fifths in Cleveland and Newark.
5
Table 1. Occupational earnings: Professional and technical employees
(N u m b e r an d a v e r a g e s t r a i g h t - t i m e w e e k ly e a r n i n g s 1 of e m p lo y e e s in s e le c te d p r o f e s s i o n a l a nd t e c h n ic a l o c c u p a tio n s in c o m p u te r
a n d d a ta p r o c e s s in g s e r v i c e s e s t a b l i s h m e n t s , 18 s e le c te d a r e a s , M a r c h 1978)
N o rth east
N assau-S uffolk
B oston
Number
of
w orkers
PPQRESS IUN4L AID TECHNICAL
OCCUPATIONS
COMPUTER SYSTEMS ANALYSTS, BUSINESS
MEN......................................................... . . . . . . .
WOMEN. . . . . . . . . . . . . . . . . . . . . . . . . . .
CLASS A . . . . .........................................................
A OMEN. . . . . . . . . . . . . . . . . . . . . . . . . . .
CLASS B . .................................... ....................
MEN . . . . . . ............................................................
COMPUTER PROGRAMMERS• B U S I N E S S . . . . .
WOMEN. ......................................... ..
C, ASS A......................... ..
CLASS B . c ..............
MEN ......................................... .. ................
WOMEN. ........................................................... .. . .
CLASS C . . . . . . . . . -------. . . . . . . . . . . . .
MEN........... ..................................
WOMEN.. . . . . . . . . . . . . . . . . . . . . . . . . .
COMPOSER OPERATORS.........................
MEN................................. ..........................................
WOMEN...........................................
CL ASS A
........... ........................................
M E N . . .............. ................................. ..
CL ASS B . - » • > ■ « w o n * * * * * <,**»**
MEN. .........................................................................
WOMEN............................................... ..
CLASS C ....................................................................
M E N . . . ...................................................................
PERIPHERAL EQUIPMENT O P E R A T O R S . . . - .
COMPUTER DATA LI BRARIANS.............. ..
ELECTRONICS TE CHNICIANS................... ..
M E N . . . . . . . . . . . . ...................
Cl a s s a .
CLASS B . .............................................................. ..
Weekly e a r n i n g s 1
M ean
M e d ia n
M id d le - r a n g e
302 $ 3 8 0 . 0C $ 3 8 4 . 0 0 $ 3 2 0 . 0 0 391.50
384.00
32 6 . 5 0 3 0 3 .0 0 32 2 .5 0
3 2 6.50
3
5 5 .0 0 182
4 07.50
4 04.00
165
4 1 3 . 0C AX 3 . 00
3 7 4 .0 0 17 3 5 4 . 5 0
322.00
32 0. 0 0 351.00
348.00
3 1 5 .0 0 11?
3 5 7 .5 0
3 56.50
3 2 5 .5 0 83
25
3 26.50
299. 0 0 321.00
263.50
2 2 9 .5 0 2 20
269.00
252
50
66
94
260.00
316 . 0 0
260.00
3 1 5 .0 0
216. 0 0 2 9 5 .0 0 -
81
57
2A
45
28
244
215
29
51
51
123
109
14
70
55
53
11
44
42
29
9
253.50
283.50
253.50
197.50
198.*0
2 00.00
203.50
1 72.00
245.08
2 45.00
20 7 .0 0
206. 5C
1 9 3.00
154.50
1 5 4 .5 0
1 50.50
150.50
277.50
281.00
298.00
2 52.00
2 50.00
250 .0 0
250.00
1 94.00
2 01.50
2 0 0 .0 0
2 05.00
170.00
7 4 0 .0 0
2 40.00
2 00.00
205.00
1 50.50
150.50
150.00
275.00
2 7 5.00
2 S3.50
-
240. 0 0 2 4 0 .0 0 2 3 0 .5 0 1 9 0 .0 0 190. 0 0 168. 0 0 1 7 3 .0 0 1 3 6 .0 0 23 0. 00 230. 0 0 1 8 9 .0 0 190. 0 0 1 3 7 .0 0 140. 0 0 14 0 . 0 0 -
$ 441.50
4 6 1 .0 0
351.00
4 61.00
4 6 1.00
4 05,00
3 84.00
3 9 3.50
3 51.00
3 10.00
3 10.00
329.00
2 69.00
2 69.00
2 6 9.00
211.00
2 1 0.00
2 30.00
2 30. 50
20 0 .0 0
253,50
2 5 3 .5 0
224-50
2 3 0 .0 3
1 6 5 .0 0
163.50
160.00
2 3 6 .5 0 - 319.50
2 7 0 . 0 0 - 321 .5 0
275. 00 - 3 22.00
-
Number
of
w orkers
_
-
M ean
—
-
M edian
~
~
_
“_
-
_
-
_
-
203 $ 1 8 4 . 5 0
170 1 8 9 . 0 0
28 2 5 2 . 0 0
28 2 5 2 . 0 0
18 8 .0 0
105
87
192.00
55
1 5 2.50
-
-
$176.00
180.00
254.00
2 54.00
182.50
189.00
•
150.00
-
-
J________ I__________________ ________ L
S ee fo o tn o te s a t e n d o f ta b le
W e e k ly e a r n i n g s ’
-
-
M id d le - r a n g e
—
~
-
-
-
$ 1 5 4 .0 0 1 5 4 .0 0 23 7 .5 0 2 3 7 .5 0 16 2 .0 0 163 .0 0 “
132.00-
-
-
$215.00
22 1 . 0 0
267.50
2 6 7 .5 0
21 0 .0 0
2 1 6 .5 0
1 66.50
“
Number
of
w orkers
N ew ark
r
______
M ean
W e e k ly e a r n i n g s '
M edian
98 $ 4 3 6 . 5 0 $ 4 1 0 . 5 0
86
44 1. 50
4 ]0 .5 0
12
3 98.50
40
514.50
514.00
40
514.50
514.00
45
35
n
158
1 16
42
31
23
66
51
15
61
37
24
98
82
40 4 .0 0
401 .0 0
413.50
296.50
5.00
2 5 4 . 00
407.50
4 11.50
305.50
313.00
2 79.50
230.00
234.50
223.50
213.50
2 1 4.00
32
27
46
38
“
20
17
-
248.00
246.50
209.00
209.50
1 66.00
166.00
-
-
•
~
“
400.00
400.00
278.50
**05. 00
252.00
433.00
43 <3. SO
300.50
3 05.00
26 0 .0 0
2 3 0 .0 0
217.50
2 3 C .5 0
2 11.00
215.50
2 40.00
2 4 0 . 00
2 11.00
2 1 1 .0 0
*
170.00
17C .00
*
-
M id d le - r a n g e
$ 3 8 2 . 5 0 - $486 . 0 0
3 8 2 .5 0 - 5 03.00
4 1 0 . 5 0 - 597 . 5 0
4 1 0 .5 0 - 597.50
38 ^.0 0 3 8 4 .0 0 230 .5 0 73 ^ . 5 0 2 3 0 .0 0 3 7 2 .5 0 3 7 6 .5 0 2 6 5 .0 0 2 7 4 .0 0 2 5 4 .5 0 2 0 1 .5 0 2 1 1 .0 0 1 9 2 .0 0 2 0 1 .5 0 2 0 1 .5 0 230 . 0 0 2 3 0 .0 0 2 0 6 .0 0 206.0 0 1 5 9 .5 0 1 5 8 .0 0 -
432 . 0 0
434.50
3 5 6 . 5C
366 .5 3
267.50
441.50
44 3 ,5 0
346.00
353.50
299 . 0 0
249.50
247 . 5 0
249.50
2 30 .00
230 . 0 0
“
263 . 0 0
273.50
217.00
217.50
*
173.00
173 . 0 0
-
*
“
-
T ab le 1. Continued—Occupational earnings: Professional and technical employees
(N u m b e r a n d a v e r a g e s t r a i g h t - t i m e w e e k ly e a r n i n g s 1 of e m p lo y e e s in s e le c te d p r o f e s s i o n a l an d te c h n i c a l o c c u p a tio n s in c o m p u te r
a n d d a ta p r o c e s s i n g e s t a b l i s h m e n t s , 18 s e le c te d a r e a s , M a r c h 1978)
D a l l a s - F o r t W orth
A tlanta
O c c u p a t i o n a nd s e x
Number
w orkers
PROFESSILNA l AMO TECHNICAL
OCCUPATIONS
COMPUTER SYSTEMS ANALYSTS, BUSINESS
MEN.............. ............................................................
WOMEN.............. .....................................................
CLASS A .................................................................
MEN..........................................................................
rrGMEN.....................................................................
CLASS 0 ........ .........................................................
MEN...........................................................................
WOMEN......................................................................
CLASS C...................................................................
M E N . . . . , ..................................................... ..
WOMEN......................................................................
COMPUTER PROGRAMMERS, BUSINESS...........
MEN..........................................................................
WOMEN......................................................................
CLASS A..............- ..................................................
MEN...........................................................................
wCMEN.....................................................................
CLASS B ...................................................................
MEN...........................................................................
WOMEN.....................................................................
CLASS C ...................................................................
MEN................ .........................................................
WOMEN.....................................................................
COMPUTER OPERATORS...........................................
MEN...........................................................................
WuMEN. . . . . . . . . . . . . . . . . . . . . . . . . . .
CLASS A...................................................................
MEN...........................................................................
WOMEN....................................................................
CLASS 6 .................................................................
MEN...........................................................................
WOMEN......................................................................
c l a s s c ................................ .................................
MEN...........................................................................
WOMEN......................................................................
PERIPHERAl EQUIPMENT OPERATORS............
13 7 $ 3 5 0 . 0 0
3 6 A .5 0
IDS
Z V 2 9 6 .0 0
60
3 9 8.50
50
3 2 7.50
42
32 9 .0 0
21
2 5 7 .5 0
t
2 7 8 .5 0
“
52
2 6 1 .5 0
AO 2 6 0 . 0 0
12
2 6 7 .5 0
26 1 .5 0
11
2 6 2 .5 0
10
~
9
2 0 8.50
8
2 1A .50
191.00
56
48
1 9 A .0 0
3
1 7 2 .5 0
2 3 0 .5 0
15
15
2 3 0 .5 0
21
200.50
19
1 9 9 .5 0
20
151 .0 0
1A 1A 6.50
-
M edian
M id d le-range
$353.50 $ 3 1 0 .5 0 -$
3 6 9 .5 0
316 .0 0 3 1 5 . CO 2 1 8 . 5 0 3 6 8 .0 0 38A .00
3 1 7.00
299 .5 0 3 1 3.00
2 9 8 .5 0 230.00
213 .0 0 26A .00
242 .0 0 2 5 9 .0 0
21 8 .5 0 1 9 5 .0 0
1 9 5.50
2 2 8 .5 0
228.50
1 9 5.50
19 5 .5 0
1 A 9 . 50
1 6 0.00172 . 5 0 2 2 2.502 2 2.501 8 2 .5 0 1 8 2 .0 0 1 A 2 .5 0 -
-
A 2 6.00
336.00
33 6 .0 0
28A .00
292.00
2 92.00
2 23.50
2 29.00
236.50
2 36.50
213.00
221.50
160.50
-
-
_
-
-
-
-
-
-
-
WOMEN.....................................................................
ELECTRONICS TECHNICIANS..............................
-
-
-
-
-
-
-
“
-
-
-
-
"
"
S e e fo o tn o te s a t end o f ta b le
399.00
A 1 7 .0 0
33 6 .0 0
*
WOMEN......................................................................
COMPUTER DAT A LIBRARIANS...........................
CLASS A........... ......................................................
CLASS B ...................................................................
Number
W eekly e a r n in g s 1
M ean
w orkers
M edian
M id d le - r a n g e
785 $ 3 7 0 . 0 0 $ 3 6 8 . 5 0 $ 3 3 7 . 0 0 - $ A 3 3 . 0 0
3 6 8.00
3 A 1 . 5 0 - A3 3 . 0 0
680
3 7 1.50
105
3 6 0.50
3 6 8.50
3 2 6 .5 0 - 4 0 3.00
3A9 ADA.50
396.00
3 6 8 . 0 0 - A A 0.5 0
323
3 9 6.00
3 6 8 . 0 0 - AA 1 . 0 0
A0 5 . 0 0
3 8 A . 0 0 - A1 9 . 5 0
26
A 01 .5 0
A 0 6 .0 0
3
5
A
.
50
3 2 6 .5 0 - 3 8 3.50
3 70 3 5 5 . 0 0
3 5 2 .5 0
3 2 7 .0 0 - 38 3 .5 0
302
3 5 3 .5 0
3 2 6 .5 0 - 3 8 6 .0 0
68
3 6 0 .5 0
3 5 9 .5 0
66
278 .0 0
2 5 A .5 0 - 2 8 7 .5 0
2 7 3.50
2 7 0 .5 0
2 5 3 .0 0 - 2 8 7.50
55
2 7A .00
11
272.00
175
2 9 2 .0 0
2 9 5.00
2 5 3 .0 0 - 3 1 7.50
3 0 6 .5 0
1A6
3 0 1 .5 0
2 8 2 .5 0 - 3 2 7 .5 0
118
3 2 0 .5 0
3 0 7 .0 0
2 9 5 . 0 0 - 3A 5 .0 0
109
3 2 3 .5 0
3 0 7 .0 0
2 9 7 .5 0 - 3 4 8 .0 0
~
AA 2 A0 . 5 0
236.00
2 3 6 .0 0 - 2 5 3 .0 0
3 0 2 A5 . 5 0 2 5 1 . 5 0
2 3 6 .0 0 - 2 5 3.00
“
A76
2 0 7 .0 0
2 1 6 .0 0
1 7 A .00- 2 4 7 . 0 0
AA 1 2 1 8 . 5 0
207 .0 0
1 7 6 .0 0 - 2 5 3 .0 0
35
1 81.50
1 72.50
160 .0 0 — 2 0 0.50
167
2 6 5 .0 0
2 3 0 .0 0 - 2 9 7 .0 0
2 6 9 .0 0
2 7 1 .0 0
266.00
2 3 0 .0 0 - 2 9 7.00
160
7 223 .5 0
206
19 5 .5 0
1 7 6 .0 0 - 2 1 8.50
1 99.00
190
2 0 0.50
19 6 .0 0
1 7 6 .5 0 - 2 1 8 .5 0
16
182.00
1 87.00
1 6 0 .0 0 - 1 96.50
103
161.00
1 5 0 .0 0 - 1 7 5 .0 0
16 3 .0 0
91
16 1 .0 0
1 5 0 .0 0 - 1 76.00
1 6 3 .5 0
“
~
*7
-
-
W e e k ly e a r n i n g s
M ean
22
22
169 .0 0
17 2 .5 0
1 6 0 .0 0 -
1 75.00
1 6 9.00
17 2 .5 0
*
160.00-
1 7 5 .0 0
-
17
15
2 9 1 .0 0
2 0 9.00
2 8 7.50
218 .5 0
2 6 8 .0 0 - 2 9 9.00
1 9 3 .5 3 - 2 2 4 .5 0
Table 1. Continued—Occupational earnings: Professional and technical employees
(N u m b e r and a v e r a g e s t r a i g h t - t i m e w e e k ly e a r n i n g s 1 o f e m p lo y e e s in s e le c te d p r o f e s s i o n a l an d t e c h n ic a l o c c u p a tio n s in c o m p u te r
a n d d a ta p r o c e s s i n g s e r v i c e s e s t a b l i s h m e n t s , 18 s e le c te d a r e a s , M a r c h 1978)
S outh— C o n tin u e d
W a s h in g to n
H o u sto n
O c c u p a tio n and s e x
W e e k ly e a r n in g s
N um ber
w o rk e rs
PkL<E ESS IQNAL AND TECHNICAL
OCCUPATIONS
COMPUTER SYSTEMS ANALYSTS* BUSINESS
MEN...........................................................................
WOMEN. . .............................. .................................
CLASS A...................................................................
M E N . . . ...................................................................
WOMEN....................................................................
CLASS 3 ..................................................................
MEN...................................................................
WOMEN. ..................................................................
CLASS C ...................................................... ..
MEN ................................................... .................
WOMEN....................................................................
COMPUTER PROGRAMMERS* BUSINESS...........
MEN...........................................................................
WOMEN............... ....................................................
CLASS A . . .............................................................
M E N . . . ...................................................................
WOMEN.....................................................................
CLASS E .................................................................MEN...........................................................................
CLASS C . . . ...........................................................
MEN.............. ............................................................
COMPUTER O P E R A T O R S . . . . . . . . . ...................
MEN............... .. .......................................................
wOMEN......................................................................
CLASS A . . . ...........................................................
WOMEN....................................................................
CLASS 3 ...................................................................
MEN..........................................................................
WUMEN......................................................................
CLASS C ...................................................................
MEN...........................................................................
w O MEN ... ........................................................ ..
PERIPHERAL EQUIPMENT CPERATukS...........
M E N . . .............................................................
W O M E N ... ..............................................................
COMPUTER DATA L I B R A R I A N S . . . . .................
M E N . . . ..................................................................
W O M E N . . . . ...........................................................
ELECTRONICS TECHNICIANS..............................
M E N . . . . . . . . . . ................................................
CLASS A . . . . ........................................................
c l a s s b . . ..............................................................
S e e fo o tn o te s a t end o f ta b le
M ean
M e d ia n
M id d le - r a n g e
13 3 $ 4 0 3 . 0 0 $ 4 0 4 . 0 0 $ 3 4 6 . 5 0 - 1 4 6 1 . 0 0
4 0 4.00
117
4 0 8 .5 0
3 6 2 .5 0 - 4 63.00
16
3 6 4 . 5C 3 4 4 , 5 0
3 1 8 .5 0 - 4 1 5 .5 0
64
464.50
4 6 2 .0 0
4 2 7 .0 0 - 503.00
60
4 6 5.50
4 6 2 .0 0
4 2 7 .0 0 - 5 03.00
1
,
0
3
3
6
2
.
5
0
3
4 0 .0 0 - 388.50
3
6
58
47
3 6 6 .0 0
3 6 6 .5 0
3 4 6 .5 0 - 3 99.50
1 1 3 4 1 .5 0
2 9 3 .5 0
2 7 9 .5 0
2 3 0 .5 0 - 345.00
173
15 4 2 8 8 . 0 0
2 7 9 .0 0
2 3 0 .5 0 - 3 44.00
3 1 1.00
19
3 2 2.00
27b . 5 0 - 3 4 5 . 5 0
27
3 6 9 ,0 0
3 6 5.00
3 5 0 .5 0 - 4 0 0.00
23
3 7 2,00
3 6 7 .0 0
3 5 6 .5 0 - 4 0 4 .0 0
3 0 0.00
2 7 6 .5 0 - 343.00
90
3 0 6 .5 0
78
297 . 5 0
3 0 6.50
2 7 2 .0 0 - 343.03
3 1 3 .5 0
12
378
2 3 2 ,5 0
2 2 7.50
1 9 0 .0 3 - 2 62.00
27 9 2 3 4 . 0 0
2 2 5.50
1 9 0 .0 0 - 26 7 .0 0
99
1 9 1 .0 0 - 2 58.00
2 2 7 .0 0
2 2 7 .5 0
119
2 7 5 .0 0
2 7 0.50
2 3 0 .0 0 - 313.00
106
2 7 6 .0 0
294.00
2 3 0 .0 0 - 321.50
13
2 6 8 .5 0
150
2 2 6 .5 0
2 4 0.00
1 9 0 .0 0 - 260.50
1 8 8 .0 0 - 2 5 3 .5 0
2 2 2 . 5C 2 2 4 . 5 0
life
139
19 1 .0 0
1 5 0 .0 0
1 6 8 .0 0 - 22 3 .0 0
57
1 8 0 .0 0
1 8 7.53
14 0 .0 0 - 2 1 0.50
2 0 3 .0 0
1 9 3.50
52
1 7 9 .0 0 - 2 27.50
49
1 67.00
1 5 5 .5 0 - 170.50
16 2 .0 0
1 6 7.00
34
1 6 7 .0 0
1 6 7 .0 0 - 170.50
15
1 5 5 . 5C
1 4 4 .0 0 - 155.50
1 51.00
1 6 5 .5 0 - 213.50
59
1 9 1 .5 0
1 91.00
1 6 1 .0 0 - 2 1 3 .5 0
18
1 6 1 .0 3
179.50
•
—
—
_
_
«
—
—
—
N um ber
of
w o rk e rs
W ee k ly e a r n in g s
M ean
M e d ia n
M id d le - r a n g e
9 0 4 $ 4 2 4 . 0 0 $ 4 2 2 . 5 0 $ 3 6 5 . 0 0 —$ 4 8 0 . 0 0
765
4 2 2.50
3 7 5 .0 0 - 480.00
43 2 .0 0
139
3 7 4.50
3 2 6 .5 0 - 4 3 5 .5 0
3 7 8.50
362
461-00
4 0 9 .0 0 - 5 2 4.00
4 7 3 .0 0
4 8 1.50
4 7 1.50
4 2 0 .0 0 - 5 2 9.50
322
4 0 7 .5 0
3 5 5 .0 0 - 432.50
40
3 9 3 .5 0
377
4 1 8 .0 0
4 2 2 .5 0
3 7 5 .0 0 - 4 6 1.50
3 10
4 23.00
4 2 2 .5 0
3 8 3 .5 0 - 4 6 1.50
67
3 94.50
4 0 3 .0 0
3 4 5 .5 0 - 4 4 1 .5 0
165
3 3 0.00
3 4 2 .0 0
2 8 8 .0 0 - 3 6 5 .0 0
3 3 5 .0 0
133
3 4 5 .5 0
2 9 7 .5 0 - 3 6 5.00
3 1 2.00
2 6 8 .0 0 - 3 5 0 .5 0
32
3 0 9 .0 0
2 8 7 .0 0
713
2 7 8 .5 0
2 4 0 .0 0 - 3 1 7 .5 0
520
2 8 1 .5 0
29 1 .5 0
2 4 0 .0 0 - 3 2 6 .5 0
193
2 7 5 .0 0
2 6 9 .0 0
2 4 0 .0 0 - 3 0 7 .0 0
33 7 .0 0
3 2 6 .5 0
2 9 7 .5 0 - 346 .0 0
230
158
35 0 .0 0
3 2 6 .5 0
2 9 7 .5 0 - 375.00
3 0 9 .5 0
3 1 2.00
2 8 8 .0 0 - 3 3 6 .0 0
72
284
2 7 5 .5 0
2 6 9.00
2 3 0 .0 0 - 3 1 1 .0 0
2 7 8 .5 0
230
279.00
2 2 7 .5 0 - 3 1 3 .0 0
54
26 2 .5 0
2 5 3 .5 0
2 3 1 .0 0 - 2 8 8.00
199
2 4 5 .5 0
2 4 9 .5 0
2 3 0 .5 0 - 2 6 9 .0 0
244.50
2 5 6 . 5C 2 0 9 . 5 0 - 2 6 9 . 0 0
132
67
2 4 7 .5 0
2 4 9.50
2 4 0 .0 0 - 2 64.00
1 87.50
1 5 9 .5 0 - 2 1 1 .5 0
472
1 89.50
366
1 87.50
1 5 9 .5 0 - 2 1 2 .0 0
1 90.50
106
1 8 6 .0 0
18 2 .0 0
1 5 9 .5 0 - 2 1 1 .0 0
140
230 .5 0
2 2 0 .0 0
2 0 4 .0 0 - 2 3 2 .5 0
108
220.50
2 0 4 .0 0 - 2 3 3 .5 0
2 3 3 .0 0
164
1 8 7.50
1 8 6 .0 0
1 7 0 .0 0 - 210 .0 0
1 8 3 .0 0
142
185.50
1 6 9 .0 0 - 2 1 0 .0 0
22
19 8 .5 0
1 9 7.00
1 8 6 .0 0 - 2 0 7 .5 0
168
1 5 4 .0 0
157 .5 0
1 3 6 .0 0 - 1 7 3.00
116
15 7 .0 0
15 4 .0 0
1 3 1 .5 0 - 1 7 3.00
1 5 9 .0 0
1 5 9 .5 0
52
1 5 0 .0 0 - 17 1 .0 0
—
—
_
—
_
_
_
_
—
—
Table 1. Continued— Occupational earnings: Professional and technical employees
(N u m b e r a n d a v e r a g e s t r a i g h t - t i m e w e e k ly e a r n i n g s 1 o f e m p lo y e e s in s e le c te d p r o f e s s i o n a l a n d t e c h n ic a l o c c u p a tio n s in c o m p u te r
a n d d a ta p r o c e s s i n g s e r v i c e s e s t a b l i s h m e n t s , 18 s e le c te d a r e a s , M a r c h 1978)
O ccupation and sex
PROFESSIONAL ANO TECHNICAL
OCCUPATIONS
COMPUTER SYSTEMS ANALYSTS* BUSINESS
MEN..........................................................................
CLASS A..................................................................
MEN..........................................................................
CLASS 3 ..................................................................
MEN.........................................................................
COMPUTER PROGRAMMERS, BUSINESS...........
MEN..........................................................................
WOMEN.....................................................................
CLASS A........... .....................................................
MEN.........................................................................
CLASS B..................................................................
M E N ... ..................................................................
WOMEN.............. ......................................................
CLASS C ..................................................................
MEN..........................................................................
WOMEN.....................................................................
COMPUTER OPERATORS...........................................
MEN..........................................................................
WOME N.....................................................................
CLASS A..................................................................
MEN..........................................................................
CLASS B ........... ......................................................
MEN................... .....................................................
CLASS C...................................................................
MEN..........................................................................
S e e f o o tn o te s a t e n d o f t a b l e .
N um ber
w o rk ers Mean
64
64
•
89
67
40
36
21
10
165
125
29
25
72
61
64
“
$ 4 5 7 .0 0
4 5 7 .0 0
3 2 3 .5 0
3 3 1 .5 0
4 0 2 .0 0
3 9 9 .5 0
2 7 5 .0C
2 7 7 .5 0
2 0 0 .0 0
2 0 5 .0 0
2 3 5 .0 0
2 3 8 .5 0
2 2 1 .0 0
2 2 3 .5 0
1 6 0 .0 0
C hicago
W eekly e a rn in g s1
M iddle- ran g e
M edian
$ 4 6 1 .5 0
4 6 1 .5 0
3 0 7 .5 0
3 4 5 .0 0
3 9 1 .5 0
3 9 0 .0 0
2 6 5 .5 0
2 0 2 .5 0
2 0 7 .5 0
2 2 6 .0 0
2 3 8 .0 0
2 2 1 .0 0
2 3 0 .0 0
1 5 8 .5 0
$ 3 8 4 .0 0 - $ 5 0 7 .0 0
3 8 4 .0 0 - 5 0 7 .0 0
2 5 9 .5 0 - 3 9 0 .0 0
2 6 2 .0 0 - 3 9 1 .0 0
3 6 0 .0 0 - 4 4 2 .5 0
3 6 0 .0 0 - 4 3 0 .0 0
259. 5 0 - 3 0 7 .5 0
1 6 5 .5 0 - 2 3 8 .0 0
1 7 0 .5 0 - 2 4 6 .0 0
2 1 9 .5 0 - 2 4 6 .0 0
2 2 1 .0 0 - 2 4 6 .0 0
1 9 6 .0 0 - 2 4 9 .5 0
198. 0 0 - 2 5 3 .0 0
1 4 5 .0 0 - 1 7 3 .0 0
*
N orth C e n tra l
C leveland
N um ber
of
w o rk e rs M ean
59
58
29
29
21
20
104
95
9
34
34
47
44
22
16
6
94
87
7
19
16
39
37
36
34
W eekly earn in g s
M iddle-range
M edian
$ 4 1 1 .5 0 $ 3 8 5.50
4 1 3 .0 0 3 8 5 .5 0
4 9 0 .0 0 4 9 7 .0 0
4 9 0 . 00 4 9 7 .0 0
3 5 7 .5 0 3 6 0 .0 0
3 6 0 .0 0 3 6 2 .0 0
3 0 6 .0 0 3 0 3 .5 0
3 1 5 .5 0 3 2 6 .0 0
2 0 5 .5 0
4 10. 50 4 1 5 .0 0
4 1 0 .5 0 4 1 5 .0 0
2 8 6 .5 0 2 9 5 .0 0
2 9 0 .5 0 2 9 5 .0 0
1 9 0 .5 0 1 8 7 .0 0
1 8 8 .5 0 182 .0 0
1 9 6 .0 0
1 9 8 .5 0 192 .5 0
2 0 0 .0 0 1 9 5.00
1 8 3 .0 0
2 4 1 .5 0 2 6 1 .0 0
2 5 5 .0 0 2 7 6 .0 0
2 0 5 .5 0 2 0 0 .0 0
2 0 5 .0 0 200 .00
1 6 8 .5 0 1 6 1.00
1 6 8 .5 0 1 6 1.00
$ 3 6 0 .0 0 -$ 4 8 9 .5 0
3 6 0 .0 0 - 4 9 3 .5 0
4 0 0 .0 0 - 5 8 0 .0 0
4 0 0 .0 0 - 5 8 0 .0 0
3 6 0 .0 0 - 3 8 5 .5 0
3 6 0 .0 0 - 3 8 5 .5 0
2 0 8 .5 0 - 3 6 1 .0 0
2 3 0 .0 0 - 3 6 1 .0 0
3 4 5 .0 0 - 4 8 0 .0 0
3 4 5 .0 0 - 4 8 0 .0 0
2 4 1 .5 0 - 3 2 8 .0 0
2 4 1 .5 0 - 33 0 .0 0
1 8 0 .0 0 - 2 0 2 .5 0
1 7 1 .5 0 - 2 0 7 .0 0
1 6 9 .5 0 - 2 2 3 .0 0
1 6 9 .5 0 - 2 2 3 .0 0
1 7 0 .0 0 - 2 8 2 .0 0
2 4 1 .5 0 - 2 8 2 .0 0
1 9 0 .5 0 - 2 2 3 .0 0
1 9 0 .5 0 - 2 2 3 .0 0
1 6 0 .0 0 - 1 8 0 .5 0
1 5 8 .0 0 - 1 8 0 .5 0
N um ber
of
w o rk e rs M ean
115
28
60
43
25
70
44
24
14
10
40
27
16
7
D etro it
W eekly earnings
M edian
M iddle-range
$ 3 7 3 .0 0 $ 3 6 5 .0 0 $ 3 3 6 .0 0 - $ 4 0 3 .0 0
4 4 7 .0 0 42 5 . 00 4 0 3 .0 0 - 4 8 5 .0 0
3 6 0 .5 0 36 5 . 00 3 3 8 .5 0 - 3 8 3 .5 0
2 7 9 .0 0 2 5 3 .0 0 2 4 3 .5 0 - 3 0 3 .0 0
2 7 2 .0 0 2 7 0 .0 0 2 4 8 .5 0 - 2 8 7 .5 0
2 2 3 .0 0 2 2 4 .5 0 1 7 9 .5 0 - 2 6 2 .5 0
222. 50 2 2 4 .5 0 1 8 4 .0 0 - 241 .00
2 2 0 .0 0 2 1 7 .0 0 1 7 4 .5 0 - 2 6 2 .5 0
2 6 6 .5 0
2 6 7 .0 0
2 2 9 .0 0 2 2 5 .0 0 2 1 9 .0 0 - 262 .5 0
2 2 C .50 2 2 4 .5 0 2 1 7 .5 0 - 2 2 5 .0 0
1 6 8 .5 0 1 6 2 .0 0 1 5 7 .5 0 - 1 6 9 .0 0
1 6 5 .0 0
•
”
*
Table 1. Continued— Occupational earnings: Professional and technical employees
(N u m b e r a n d a v e r a g e s t r a i g h t - t i m e w e e k ly e a r n i n g s 1 o f e m p lo y e e s in s e le c te d p r o f e s s i o n a l an d t e c h n ic a l o c c u p a tio n s in c o m p u te r
a n d d a ta p r o c e s s i n g s e r v i c e s e s t a b l i s h m e n t s , 18 s e le c te d a r e a s , M a r c h 1978)
O ccupation and sex
PROFESSIONAL AND TECHNICAL
OCCUPATIONS
COMPUTER SYSTEMS ANALYSTS« BUSINESS
MEN...........................................................................
WOMEN.....................................................................
CLASS A...................................................................
MEN................... ......................................................
WOMEN.....................................................................
CLASS B ...................................................................
MEN.........................................................................
WOMEN......................................................................
CLASS C . . . . . .....................................................
MEN...........................................................................
WOMEN......................................................................
COMPUTER PROGRAMMERS, BUSINESS............
MEN...........................................................................
CLASS A...................................................................
CLASS B ..................................................................
MEN................... ......................................................
CLASS C ...................................................................
COMPUTER OPERATORS...........................................
MEN...........................................................................
WOMEN......................................................................
CLASS A...................................................................
MEN..........................................................................
CLASS B ...................................................................
MEN................... ......................................................
WOMEN......................................................................
CLASS C...................................................................
MEN..........................................................................
WOMEN......................................................................
COMPUTER DATA LIBRARIANS...........................
WOMEN.....................................................................
S e e fo o tn o te s a t e n d o f ta b le
K ansas C ity
W eekly earnings*
N um ber
of
M id d le-ran g e
w o rk e rs M ean M edian
110
93
17
42
41
44
35
24
17
7
66
-
-
24
19
80
56
24
25
23
33
20
13
22
13
9
11
10
$ 3 4 6 .5 0 $ 3 4 0 .5 0
3 5 2 .5 0 3 4 5 .5 0
3 1 1 .* 0 3 2 2 .0 0
4 1 3 .5 0 4 2 2 .5 0
4 1 5 .0 0 4 2 2 .5 0
3 3 3 .0 0 3 3 3 .0 0
3 3 1 .0 0 3 3 3 .0 0
2 5 2 .5 0 2 5 3 .5 0
2 4 6 .5 0 2 3 0 .5 0
2 6 7 .5 0
2 6 2 .0 0 2 4 3 .5 0
2 5 8 .0 0 2 5 3 .0 0
2 6 6 .0 0 2 6 8 .5 0
1 8 1 .0 0 1 8 4 .0 0
1 8 6 .0 0 1 8 4 .0 0
1 6 8 .5 0 1 7 0 .0 0
2 1 1 .0 0 2 0 7 .5 0
2 1 1 .5 0 2 0 7 .5 0
1 7 6 .5 0 1 7 4 .0 0
1 7 9 .5 0 1 7 4 .5 0
1 7 2 .0 0
1 5 3 .5 0 1 4 6 .5 0
1 5 1 .5 0
1 5 6 .5 0
1 5 6 .5 0
1 5 8 .5 0
-
-
-
$ 3 0 0 .0 0 -$ 3 8 8 * 00
3 0 7 .0 0 - 4 0 7 .0 0
2 7 8 .0 0 - 3 4 5 .0 0
3 7 9 .5 0 - 4 4 1 .0 0
3 7 9 .5 0 - 4 4 1 .0 0
3 0 7 .5 0 - 3 4 7 .5 0
3 07. 0 0 - 3 5 0 .0 0
2 2 2 .0 0 - 2 8 7 .5 0
2 1 1 .0 0 - 2 8 8 .0 0
2 1 4 .5 0 - 3 0 5 .0 0
2 2 7 .0 0 - 2 9 3 .5 0
2 3 3 .0 0 - 2 9 3 .5 0
159. 5 0 - 201. 50
1 6 1 .0 0 - 2 0 3 .0 0
1 4 3 .5 0 - 1 9 5 .5 0
1 9 7 .5 0 - 2 3 0 .0 0
1 9 9 .5 0 - 2 3 0 .0 0
1 6 0 .0 0 - 1 9 5 .5 0
1 6 5 .5 0 - 1 9 5 .5 0
1 3 0 .5 0 - 1 6 9 .0 0
•
-
*"
*
N orth C e n tra l— C ontinued
M inneapolis—St . P aul
N um ber
W eekly earnings*
of
M id d le-ran g e
w o rk e rs M ean M edian
279
201
78
109
83
26
97
70
27
73
48
25
42
11
13
18
123
89
•
37
33
43
27
43
29
13
-
$ 3 6 9 .5 0 $ 3 6 6 .0 0 $ 2 9 9 .0 0 - $ 4 3 6 .0 0
3 7 8 .5 0 3 7 4 .5 0 3 2 0 .5 0 - 4 3 3 .5 0
3 4 6 .0 0 3 0 4 .5 0 2 6 2 .5 0 - 4 4 5 .5 0
4 3 7 .0 0 4 2 6 .0 0 3 9 7 .5 0 - 4 6 1 .5 0
4 3 5 .5 0 4 3 3 .5 0 3 9 2 .0 0 - 4 6 1 .5 0
4 4 3 .0 0 4 5 1 .0 0 4 2 9 .0 0 - 4 7 8 .0 0
3 4 8 .0 0 3 2 3 .0 0 2 9 9 .5 0 - 3 8 4 .0 0
3 5 3 .0 0 344 .50 3 0 2 .5 0 - 3 8 4 .0 0
3 3 5 .0 0 3 0 0 .0 0 2 9 9 .0 0 - 3 2 4 .5 0
2 9 7 .5 0 2 6 7 .5 0 2 5 4 .0 0 - 3 4 6 .0 0
3 1 8 .5 0 2 9 9 .0 0 2 6 7 .0 0 - 3 6 5 .0 0
2 5 7 .5 0 2 5 4 .0 0 2 4 6 .0 0 - 2 6 0 .5 0
2 4 9 .5 0 2 3 0 .5 0 2 1 8 .5 0 - 2 5 2 .5 0
3 1 2 .0 0
2 3 9 .0 0
2 1 8 .5 0 218 .50 2 1 8 .5 0 - 2 3 2 .0 0
2 0 1 .0 0 2 0 0 .0 0 1 6 8 .5 0 - 2 2 0 .0 0
2 1 0 .0 0 2 0 0 .0 0 1 8 0 .5 0 - 2 3 0 .0 0
2 4 3 .0 0 2 2 4 .5 0 2 1 1 .5 0 - 2 7 5 .0 0
2 4 6 .5 0 254 .00 2 1 3 .5 0 - 2 7 5 .0 0
1 8 9 .0 0 1 8 8 .0 0 1 6 5 .5 0 - 2 1 5 .0 0
1 9 4 .5 0 1 8 4 .0 0 1 6 8 .5 0 - 2 2 0 .0 0
1 7 7 .0 0 2 0 0 .0 0 1 4 9 .0 0 - 2 0 0 .0 0
1 8 2 .5 0 2 0 0 .0 0 1 5 6 .5 0 - 2 0 0 .0 0
1 6 8 .0 0
*
St. Louis
N um ber
W eekly earn in g s
of
M iddle -ran g e
w o rk e rs M ean M edian
67 $ 3 5 0 .0 0 $ 3 5 5 .0 0 $ 3 0 7 .0 0 - $ 3 9 9 .5 0
61 3 5 4 .0 0 3 5 6 .5 0 3 1 6 .5 0 - 4 0 3 .0 0
*
32 3 9 7 .0 0 3 7 9 .5 0 3 5 5 .0 0 - 4 1 4 .0 0
30 3 9 7 .0 0 3 7 4 .0 0 3 5 5 .0 0 - 4 1 4 .0 0
“
25 3 3 4 .0 0 3 3 6 .0 0 3 0 7 .0 0 - 3 7 3 .0 0
23 3 3 6 .5 0 3 3 6 .0 0 3 0 7 .0 0 - 3 7 3 .0 0
*
“
*
*
*
18 2 9 4 .0 0 3 0 3 .5 0 2 3 5 .0 0 - 3 3 4 .5 0
14 2 8 5 .5 0
10 2 8 2 .5 0
*
8 2 7 1 .0 0
“
*
45 1 9 5.00 1 9 0 .0 0 1 7 2 .5 0 - 2 3 0 .0 0
29 2 0 1 .5 0 2 0 0 .0 0 1 8 4 .0 0 - 2 3 7 .0 0
16 1 8 3 .0 0 1 8 4 .0 0 1 6 7 .0 0 - 191 .5 0
7 2 2 5 .5 0
32 1 9 7.00 1 9 0 .0 0 1 8 4 .0 0 - 2 3 0 .0 0
21 2 0 1 .5 0 1 9 0 .0 0 1 8 4 .0 0 - 2 3 7 .0 0
11 1 8 8 .5 0
6 1 4 8 .5 0
*
*
*
*
*
-
Table 1. Continued—Occupational earnings: Professional and technical employees
(N u m b e r a n d a v e r a g e s t r a i g h t - t i m e w e e k ly e a r n i n g s 1 of e m p lo y e e s in s e le c te d p r o f e s s i o n a l a n d t e c h n ic a l o c c u p a tio n s in c o m p u te r
an d d a ta p r o c e s s i n g s e r v i c e s e s t a b l i s h m e n t s , 18 s e le c te d a r e a s , M a r c h 1978)
W est
L os A n g e le s - L o n g B e a c h
S an F r a n c is c o - O a k la n d
S an J o s e
O c c u p a tio n a n d s e x
N um ber
of
w o rk e rs
PROFESSIONAL AND TECHNICAL
OCCUPATIONS
COMPUTER SYSTEMS ANALYSTS, BUSINESS
MEN..........................................................................
WOMEN.....................................................................
CLASS A..................................................................
MEN................... ......................................................
WOMEN.......................................................................
CLASS B..................................................................
MEN...................... ....................................................
WOMEN........................................................................
CLASS C ...............................................................
COMPUTER PROGRAMMERS, BUSINESS ............
MEN.............................................................................
WOMEN.....................................................................
CLASS A . , ................. .. ..........................................
MEN.............................................................................
WOMEN........................................................................
CLASS B . ..................................................................
MEN............................................................................
WOMEN.....................................................................
CLASS C ..................................................................
MEN..........................................................................
COMPUTER OPERATORS...........................................
MEN..........................................................................
CLASS A..................................................................
MEN...........................................................................
CLASS B ..................................................................
MEN................... . '....................................................
CLASS C ..................................................................
MEN..........................................................................
COMPUTER DATA LIBRARIANS...........................
WOMEN.....................................................................
ELECTRONICS TECHNICIANS.............................
MEN...........................................................................
N um ber
of
w o rk e rs
W ee k ly e a r n i n g s 1
M ean
M e d ia n
M id d le - r a n g e
516 $ 4 0 3 .0 0 $4 0 4 .0 0 $ 3 4 1 .5 0 - $ 4 6 4 .5 0
256 4 6 2 .0 0 4 6 4 .0 0 4 2 2 .5 0 - 5 0 7 .0 0
_
194 3 6 6 .5 0 3 7 1 .0 0 3 2 6 .5 0 - 4 0 6 .5 0
-
66
245
186
58
47
11
107
80
67
280
243
70
60
115
97
95
86
13
13
28
-
2 8 4 .0 0
2 9 4 .5 0
2 9 5 .5 0
3 6 2 .5 0
3 6 3 .5 0
3 5 6 .5 0
2 9 5 .0 0
2 4 4 .5 0
2 4 6 .5 0
2 1 3 .0 0
2 1 5 .5 0
2 6 4 .5 0
2 6 9 .0 0
2 1 1 .0 0
2 1 4 .5 0
1 7 8 .0 0
179. 50
2 0 6 .0 0
2 0 6 .0 0
2 8 8 .5 0
-
-
-
2 8 2 .5 0 2 6 5 .5 0 - 3 0 8 .5 0
2 8 4 .0 0 255. 0 0 - 3 3 7 .0 0
2 8 0 .0 0 2 5 5 .0 0 - 3 4 5 .5 0
3 6 5 .0 0 3 4 8 .5 0 - 3 7 4 .0 0
3 6 8 .0 0 3 4 8 .5 0 - 3 7 4 .0 0
2 9 7 .5 0 2 7 2 .0 0 - 3 1 7 .0 0
2 4 1 .5 0 2 3 0 .0 0 - 2 7 0 .5 0
2 4 9 .0 0 2 3 0 .5 0 - 2 7 0 .5 0
2 0 3 .5 0 1 8 0 .0 0 - 2 4 5 .5 0
2 0 7 .0 0 1 8 6 .5 0 - 2 5 3 .0 0
2 6 6 .0 0 2 5 3 .0 0 - 2 8 7 .5 0
2 6 6 .0 0 2 5 3 .0 0 - 2 8 7 .5 0
2 0 2 .0 0 1 9 2 .0 0 - 2 3 0 .5 0
2 0 7 .5 0 1 9 3 .0 0 - 230. 50
1 7 0 .0 0 1 6 0 .0 0 - 1 9 5 .5 0
1 8 0 .0 0 1 6 0 .0 0 - 1 9 8 .5 0
2 8 5 .0 0 2 3 4 .0 0 - 3 4 4 .0 0
1 E arn in g s have been rounded to the n e a re s t half d o lla r, and re la te to re g u la r
s tra ig h t-tim e s a la rie s th a t a re paid fo r stan d ard w orkw eeks. See appendix B fo r
m ethod used to com pute m e a n s , m ed ian , and m iddle ranges of e a rn in g s. M edians and
m iddle ra n g e s a re not p ro v id ed fo r e n trie s of few er than 15 w o rk e rs.
W ee k ly e a r n i n g s 1
M ea n
M e d ia n
N um ber
of
w o rk e rs
M id d le - r a n g e
138 $ 4 1 0 .0 0 $422 .00 $ 3 7 9 .5 0 - $46 0 .0 0
98 4 0 0 .5 0 412 .5 0 3 7 4 .0 0 - 439.001
82 4 3 3 .5 0 438 .5 0 4 2 2 .0 0 - 4 6 1 .0 0
-
-
-
“
-
123 3 2 6 .0 0
104 337. 50
17 2 6 7 .5 0
45
42
15
“
124
109
21
20
36
27
49
47
-
3 1 5 .5 0
3 1 3 .0 0
2 4 0 .5 0
2 0 4 .0 0
2 0 4 .5 0
2 5 2 .5 0
2 5 4 .0 0
2 1 0 .5 0
2 1 7 .0 0
1 7 5 .0 0
1 7 4 .0 0
-
-
-
-
-
-
343 .00 2 8 9 .0 0 - 3 6 5 .0 0
345 .0 0 3 0 7 .0 0 - 3 6 5 .0 0
246 .00 2 4 6 .0 0 - 2 4 6 .0 0
307 . 0 0
307 . 0 0
-
246 . 0 0
195 .50
195 .50
253 . 0 0
253 . 0 0
218 .50
218 .50
172 .5 0
172 .50
“
3 0 7 .0 0 3 0 7 .0 0 2 3 0 .0 0 1 8 4 .0 0 1 7 2 .5 0 2 3 0 .5 0 2 3 0 .5 0 1 9 5 .5 0 2 1 0 .0 0 1 7 0 .5 0 1 7 0 .5 0 —
3 4 5 .0 0
3 3 6 .0 0
2 4 6 .0 0
2 2 4 .5 0
2 3 0 .0 0
2 7 1 .0 0
2 7 1 .0 0
2 1 9 .5 0
2 1 9 .5 0
1 8 4 .0 0
1 8 4 .0 0
—
159
122
37
92
68
24
55
44
11
96
68
28
12
”
-
64
42
22
*
83
72
49
49
17
9
*
37
37
W ee k ly e a r n i n g s 1
M ea n
$ 4 0 0 .5 0
3 9 4 .5 0
4 1 9 .5 0
4 5 1 .5 0
4 4 7 .5 0
4 6 2 .5 0
3 4 1 .5 0
3 4 0 .0 0
347. 00
2 9 6 .5 0
2 9 7 .0 0
2 9 5 .0 0
3 6 7 .0 0
M e d ia n
M id d le - r a n g e
$ 3 4 5 .0 0 - $460 .00
3 3 6 .0 0 - 460 .0 0
3 4 5 .5 0 - 461 .00
4 1 4 .0 0 - 498 .00
4 1 0 .5 0 - 498 .0 0
4 4 1 .5 0 - 495 .50
3 2 6 .0 0 - 356 .5 0
3 2 2 .5 0 - 364 .00
“
*“
2 93. 50 2 5 9 .0 0 - 333 .50
287. 50 2 6 8 .5 0 - 333 .5 0
3 0 0 . 50 2 5 3 .0 0 - 333 .5 0
$ 3 93. 50
386. 00
4 4 1 . 50
460. 00
441 . 50
46 0. 00
345. 00
34 0 . 50
-
3CC.00 299. 50
3 0 7 .0 0 299. 50
2 8 6 .0 0 2 99. 50
2 1 7 .5 0 220. 00
2 1 9 .5 0 2 20. 00
*
2 3 0 .0 0 2 3 2 . 00
2 3 0 .0 0 232. 00
1 6 9 .5 0 160. 00
2 0 4 .0 0
*
2 5 6 .5 0 2 3 6 . 00
256. 50 236. 00
*
2 3 7 .5 0 2 8 7 .5 0 2 5 3 .0 0 1 9 0 .0 0 1 9 0 .0 0 2 1 9 .0 0 2 1 9 .0 0 1 6 0 .0 0 2 1 8 .5 0 2 1 8 .5 0 -
328 .00
328 . 0 0
310 .50
251 .5 0
250 .5 0
249 .5 0
249 .50
1 85 . 0 0
284 . 0 0
284 .0 0
NOTE: D ashes in dicate th at no data w e re re p o rte d o r th at data did not m eet
pub licatio n c r ite r ia . O v erall occupation m ay include su b c lassific atio n s not shown
se p a ra te ly .
Table 1. Continued— Occupational earnings: Professional and technical employees
( N u m b e r a n d a v e r a g e s t r a i g h t - t i m e w e e k ly e a r n i n g s 1 of e m p lo y e e s in s e le c te d p r o f e s s i o n a l a nd te c h n i c a l o c c u p a tio n s in c o m p u te r
a n d d a ta p r o c e s s i n g s e r v i c e s e s t a b l i s h m e n t s , 18 s e le c te d a r e a s , M a r c h 1978)
N o rth e ast— Continued
O ccupation and sex
PROFESS IONAL AND TECHNICAL
OCC'.IP AT IONS
COMPUTER STST EMS ANALYSTS« BUSINESS
MEN . . .
WOMEN.
CLASS A
M E N ...
CLASS B
M E N ...
WOMEN.
CLASS C
M E N ...
WOMEN.
COMPUTER PROGRAMMERS, BUSINESS...........
M E N ...
WOMEN.
CLASS A
MEN . . .
CLASS a
M E N ...
WOMEN.
CLASS C
M E N ...
WOMEN.
COMPUTER OPERATORS..........................................
M E N ...
WOMEN.
CLASS A
M E N ...
CLASS S
M E N ...
CLASS C
M E N ...
WOME N.
PERIPHERAL EQUIPMENT OPERATORS............
M E N ...
COMPUTER DATA LIBRARIANS...........................
M E N ...
WOMEN.
ELECTRONI CS TECHNICIANS.............................
M E N ...
See footnotes a t end of table,
New Y ork
N um ber
W eekly e a rn in g s'
of
M iddle - range
w o rk e rs M ean M edian
267
201
77
59
18
21
20
281
217
64
112
89
88
72
16
81
56
25
403
370
83
75
214
205
106
90
16
45
43
40
13
27
*
$ 4 4 1 .5 0
4 3 8 .0 0
3 7 7 .OC
3 7 1 .0 0
3 9 6 .5 0
2 7 8 .5 0
2 7 8 .0 0
3 1 0 .0 0
3 1 7 .5 0
2 8 4 .5 0
3 8 0 .5 0
3 9 0 .5 0
2 9 4 .0 0
2 9 8 .0 0
2 7 6 .0 0
2 2 9 .5 0
2 2 7 .0 0
2 3 5 .5 0
2 0 8 .5 0
2 1 1 .5 0
2 4 6 .5 0
2 4 6 .5 0
2 1 8 .5 0
2 2 1 .0 0
1 5 9 .0 0
1 6 0 .5 0
1 5 1 .5 0
1 6 7 .5 0
1 6 8 .5 0
1 6 9 .0 0
1 5 7 .5 0
1 7 4 .5 0
-
$ 4 2 2 .5 0
4 2 2 .5 0
3 7 9 .0 0
3 7 5 .0 0
4 0 3 .0 0
2 6 9 .0 0
2 6 9 .0 0
2 9 5 .0 0
3 2 2 .0 0
2 8 8 .0 0
3 6 5 .0 0
3 8 8 .5 0
2 8 8 .0 0
2 9 8 .0 0
2 8 8 .0 0
2 3 0 .0 0
2 3 0 .0 0
2 3 1 .0 0
2 0 6 .5 0
2 0 9 .5 0
•
2 4 7 .5 0
2 4 7 .5 0
2 1 7 .5 0
2 2 0 .0 0
1 6 0 .0 0
1 6 0 .0 0
1 4 9 .0 0
1 5 5 .5 0
1 5 5 .5 0
1 6 0 .0 0
1 6 0 .0 0
—
$ 3 8 0 .5 0 - $509. 00
3 7 5 .0 0 - 4 9 9 . 00
3 4 6 . 0 0 - 39 5 . 00
3 4 5 .5 0 - 3 8 1 . 00
40 3 . 0 0 - 4 2 2 . 50
2 6 9 .0 0 - 30 0 . 00
2 6 9 .0 0 - 3 0 0 . 00
2 4 9 .5 0 - 3 5 5 . 00
2 4 9 .5 0 - 3 6 5 . 00
2 3 6 .5 0 - 3 2 0 . 00
3 3 0 .0 0 - 4 1 3 . 00
3 3 6 .5 0 - 4 1 3 . 00
2 5 9 .0 0 - 3 4 2 . 00
2 5 9 .0 0 - 3 4 5 . 50
2 5 9 .5 0 - 28e . 00
1 9 9 .5 0 - 2 5 0 . 00
1 9 9 .5 0 - 2 4 4 . 00
1 9 9 .5 0 - 2 9 5 . 00
1 7 7 .0 0 - 2 3 4 . 50
1 8 5 .5 0 - 2 35. 00
2 2 2 .0 0 - 2 6 4 . 00
22 2 .0 0 - 2 69. 00
1 9 9 .5 0 - 2 3 5 . 00
2 0 0 .0 0 - 2 35. 00
1 4 0 .0 0 - 1 7 0 . 50
1 4 6 .5 0 - 1 7 5 . 50
1 4 0 .0 0 - 1 6 3 . 00
1 4 6 .5 0 - 1 9 0 . 00
1 4 1 .5 0 - 190. 00
1 5 0 .0 0 - 1 9 5 . 50
1 6 0 .0 0 - 1 8 7 . 50
*
N um ber
of
w o rk ers M ean
236
191
45
111
98
93
76
17
32
17
15
99
83
16
20
19
47
39
8
32
25
7
202
166
36
72
68
94
73
36
25
11
16
12
28
28
P hiladelphia
W eekly e a rn in g s'
M edian
M id d le-ran g e
$ 3 8 4 .0 0
4 0 1 .5C
3 1 0 .5 0
452.5C
4 6 4 .0 0
3 4 4 .5 0
3 4 9 .5 0
3 2 3 .5 0
2 6 0 .0 0
2 7 3 .0 0
2 4 6 .0 0
2 8 8 .0 0
2 8 9 .OC
2 8 3 .0 0
3 6 3 .0 0
3 6 2 .0 0
2 9 1 .5C
2 8 8 .5 0
3 0 4 .0C
2 3 7 .0C
2 3 5 .0 0
2 4 4 . 0C
2 0 6 .0C
209.001
1 9 1 .5C
2 4 7 .0 0
248.50
1 9 1.50
1 8 9 .5 0
162.00
1 6 0 .5 0
1 6 6.00
172.50
1 7 6 .0 0
2 4 6 .0 0
2 4 6 .0 0
$ 3 7 8 .0 0 $ 3 2 6 .5 0 - 1 4 5 3 .5 0
4 0 5 .0 0 3 4 5 .0 0 - 4 6 5 .5 0
3 2 4 .5 0 2 8 2 .0 0 - 3 6 5 .0 0
4 5 9 .0 0 4 2 1 .5 0 - 4 8 4 .5 0
4 6 2 .5 0 4 2 8 .5 0 - 4 8 8 .0 0
345 .00 3 2 4 .5 0 - 3 7 8 .0 0
3 5 0 .0 0 3 2 7 .5 0 - 3 7 9 .0 0
3 2 4 .5 0 29 2 .5 0 - 3 3 1 .5 0
2 4 9.50 2 3 6 .0 0 - 2 8 9 .0 0
2 4 9.50 2 4 9 .5 0 - 2 9 0 .0 0
2 2 5 .5 0 2 1 1 .5 0 - 2 8 5 .0 0
2 8 7 .5 0 2 4 9 .5 0 - 3 2 5 .5 0
2 8 7 .5 0 2 4 9 .5 0 - 3 2 5 .5 0
2 7 6 .0 0 2 4 2 .5 0 - 3 1 3 .0 0
3 6 5 .0 0 3 3 3 .0 0 - 3 9 2 .5 0
3 6 5 .0 0 3 2 4 .5 0 - 3 9 2 .5 0
2 9 7 .0 0 2 6 9 .0 0 - 3 1 1 .0 0
293.50 2 6 9 .0 0 - 3 0 7 .5 0
2 4 9 .5 0 2 0 9 .5 0 - 2 6 5 .0 0
2 4 9.50 2 0 7 .5 0 - 2 6 1 .0 0
1 9 6 .0 0 1 7 5 .0 0 - 2 3 0 .5 0
1 9 9.50 1 7 4 .5 0 - 2 3 4 .0 0
1 9 0.00 1 7 8 .0 0 - 2 1 6 .5 0
242 .00 2 0 6 .0 0 - 2 6 4 .5 0
2 4 2 .5 0 2 0 6 .5 0 - 2 6 5 .5 0
1 8 9 .5 0 1 7 0 .0 0 - 2 1 3 .5 0
182 .00 1 6 8 .0 0 - 2 0 1 .0 0
1 6 6.00 1 4 4 .5 0 - 1 7 8 .5 0
155.00 1 4 3 .0 0 - 1 7 8 .5 0
•
•
1 7 1 .5 0 1 4 7 .0 0 - 1 8 3 .5 0
•
2 4 9 .5 0 1 7 4 .0 0 - 3 4 5 .5 0
249 .50 1 7 4 .0 0 - 34 5 .5 0
Table 2. Occupational earnings: Office clerical employees
(N um ber and a v e ra g e s tra ig h t-tim e w eekly e a rn in g s1 of em ployees in se lec te d office c le ric a l occupations in co m p u ter
and d ata p ro c e s sin g se rv ic e s e sta b lish m e n ts, 18 selected a r e a s , M arch 1978)
N o r th e a s t
N a s s a u - S u f f o lk
B o sto n
N e w a rk
O c c u p a tio n a n d s e x
OFFICE OCCUPATIONS
SECRETARIES.............................................................
CLASS B ..................................................................
CLASS C ....................................................................
TYPI STS ..........................................................................
CLASS B ....................................................................
SWITCHBOARD OPEPATCR-FECEPTIONISTS.
ACCOUNTING CLERKS.............................................
MEN................... . ...................................................
WOMEN.....................................................................
CLASS A........... .....................................................
WOMEN.............. ......................................................
CLASS 3 ..................................................................
WOMEN.....................................................................
PAYROLL CLERKS.....................................................
KEY ENTRY OPERATORS........................................
CLASS A..................................................................
CLASS 8 ..................................................................
37
16
17
40
7
33
26
22
14
11
8
260
145
115
W eekly e a r n i n g s 1
M ean
$ 2 0 2 .0 0
2 1 1 .5 0
1 5 4.00
1 8 0 .0 0
1 8 3 .0C
1 7 9 .5 0
1 9 4 .5 0
1 9 2 .0 0
1 5 3 .0 0
154 .0 0
1 9 3 .0 0
1 7 2 .5 0
1 8 7 .5 0
1 5 4 .0 0
M e d ia n
M id d le - r a n g e
$ 1 9 8 .0 0 $ 1 8 7 .5 0 - $223.00
2 2 0 .4 0 1 9 2 .0 0 - 2 3 0 .0 0
1 4 7 .5 0 1 4 0 .5 0 - 1 7 0 .0 0
1 8 0 .5 0 1 5 5 .0 0 - 1 9 4 .0 0
1 7 9 .0 0 1 5 5 .5 0 - 1 9 4 .0 0
1 9 0 .0 0 1 8 2 .5 0 - 2 0 8 .0 0
1 9 0 .0 0 1 8 0 .0 0 - 2 0 1 .5 0
1 7 0 .0 0 1 5 6 .0 0 - 1 8 6 .0 0
1 7 6 .0 0 1 7 0 .0 0 - 2 1 1 .0 0
1 6 0 .0 0 1 4 0 .0 0 - 1 7 0 .0 0
N um ber
of
w o rk e rs
-
12
406
157
249
W e e k ly e a r n i n g s 1
M ea n
-
$ 2 1 9 .0 0
-
M e d ia n
-
M id d le - r a n g e
-
-
1 5 0 .5 0 1 1 5 0 .0 0 $ 1 4 0 .0 0 - $ 1 6 2 .0 0
1 5 4 .0 0 1 5 0 .0 0 1 3 5 .0 0 - 1 6 6 .0 0
1 4 8 .0 0 1 5 0 .0 0 1 4 0 .0 0 - 1 5 6 .0 0
N um ber
of
w o rk e rs
19
13
7
7
12
12
351
161
190
N ew Y o rk
SECRETARIES................................................................
SWITCHBOARD 0 PERATOR-RECEPTIONISTS..
CLASS B ................................... .................................
KEY ENTRY OPERATORS...........................................
See footnotes a t end of table
25>
25
21
16
16
10
10
6
6
719
377
342
$ 1 5 3 .5 0 $ 1 4 2 .0 0 $ 1 3 9 .0 0 - $ 1 6 4 .5 0
1 5 3 .5 0 1 4 2 .0 0 1 3 9 .0 0 - 1 6 4 .5 0
1 5 4 .5 0 159*50 1 4 0 .5 0 - 1 6 5 .0 0
1 7 6 .0 0 1 7 9 .5 0 165. 0 0 - 1 8 8 .5 0
1 7 6 .0 0 1 7 9 .5 0 1 6 5 .0 0 - 1 8 8 .5 0
1 8 7 .5 0
ie 7 .5 C
1 5 7 .5 0
—
1 5 7 .5 0
—
1 6 3 .0 0 1 6 1 .0 0 1 5 0 .0 0 - 1 7 7 .0 0
1 6 7 .5 0 1 6 5 .0 0 1 5 0 .0 0 - 1 8 2 .0 0
1 5 8 .0 0 1 6 0 .0 0 1 5 0 .0 0 - 1 6 8 .0 0
-
W ee k ly e a r n i n g s 1
M ea n
M e d ia n
M id d le - r a n g e
$ 2 2 8 .0 0 $ 2 3 0 .0 0 $ 2 1 5 .0 0 - $ 2 4 0 .0 0
2 3 2 .0 0
1 4 2 .0 0
1 4 2 .0 0
1 9 2 .0 0
157.00 1 5 3 .5 0 1 4 0 .5 0 - 1 7 3 .0 0
1 5 9 .5 0 1 5 0 .0 0 1 3 7 .0 0 - 1 7 4 .5 0
1 5 5 .5 0 1 5 4 .5 0 1 4 4 .0 0 - 1 6 9 .0 0
*6
40
Oo
N um ber
of
w o rk e rs
P h ila d e lp h ia
21
7
45
21
8
8
33
26
9
7
24
19
8
801
178
““
$ 2 0 1 .0 0 1 1 9 2 .0 0 $ 1 7 3 .0 0 - $ 2 3 2 .0 0
2 0 9 .5 0
1 5 4 .5 0 1 4 3 .0 0 1 3 5 .0 0 - 1 6 7 .0 0
1 6 5 .0 0 1 5 5 .0 0 1 3 5 .0 0 - 1 9 9 .5 0
1 3 6 .0 0
1 4 7 .5 0
1 6 3 .5 0 155 .00 1 4 5 .0 0 - 1 7 7 .0 0
1 6 0 .5 0 1 5 4 .5 0 1 4 1 .5 0 - 1 7 2 .5 0
1 9 6 .0 0
1 9 5 .0 0
1 5 1 .0 0 1 5 4 .0 0 1 3 8 .5 0 - 1 6 0 .0 0
1 4 7 .5 0 154 .00 1 3 4 .5 0 - 1 5 5 .0 0
1 8 9 .0 0
1 4 4 .0 0 1 4 2 .0 0 1 3 0 .0 0 - 1 5 8 .5 0
1 6 8 .0 0 1 6 5 .0 0 1 5 4 .0 0 - 1 7 5 .5 0
_
Table 2. Continued— Occupational earnings: O ffice clerical employees
(N u m b e r an d a v e r a g e s t r a i g h t - t i m e w e e k ly e a r n in g s of e m p lo y e e s in s e le c te d o ffic e c l e r i c a l o c c u p a tio n s in c o m p u te r
a n d d a ta p r o c e s s i n g s e r v i c e s e s ta b lis h m e n ts , 18 s e le c te d a r e a s , M a r c h 1978)
S outh
D a l l a s - F o r t W orth
A tlanta
Number
of
w orkers
OFFICE OCCUPATIONS
SECRETARIES............................................................
CLASS A.................................................................
CLASS B.................................................................
CLASS C .................................................................
CLASS 0 ...................................................................
STENOGRAPHERS.......................................................
GENERAL....................................................................
TYPISTS .........................................................................
CLASS A......................................................... ..
CLASS 0 ...................................................................
FILE CLERKS............................................................
CLASS B..................................................................
MESSENGERS.................................................................
-
W eekly e a r n i n g s 1
M ean
-
-
-
-
-
10 $ 1 6 8 . 5 0
-
-
-
WOMEN......................................................................
SWITCH BOAR C OPERATORS...................................
SWITCHBOARD DPERATOR-RECEPTIdNI S TS .
ACCOUNTING CLERKS..............................................
_
11
17 9 .5 0
WOMEN......................................................................
CLASS A ...................................................................
WOMEN......................................... ............................
CLASS B ...................................................................
WOMEN......................................................................
PAYROLL CLERKS......................................................
WOMEN......................................................................
KEY ENTRY OPERATORS.........................................
CLASS A.................................................................
CLASS B ....................................................................
9
9
7
243
52
191
1 78.00
1 72.00
168.50
1 4 3 .5 0
1 69.00
1 36.50
S e e f o o tn o te s a t end o f t a b l e .
M edian
M id d le - r a n g e
-
-
-
-
$ 146.00
16 7 .5 0
1 3 6 .0 0
-
-
-
-
~
-
-
•
$ 1 1 3 .5 0 ~ $ 1 6 0 .0 0
155 . 5 0 - 1 8 1 . 0 0
1 1 2 .0 0 - 151.00
Number
of
w orkers
W e e k ly e a r n i n g s *
M ean
M edian
124 * 1 9 5 . 5 0 $ 1 9 0 . 0 0
219 .0 0
31
2 2 1 .0 0
1 8 8 .0 0
1 92.50
20
23
1 6 4 .5 0
1 67.00
1 67.00
20
1 6 7 .5 0
9
1 43.00
8
15
-
1 4 0 .5 0
1 5 1 .5 0
-
30
26
~
-
206.00
2 0 2 .5 0
-
1 5 7 .0 0
161.00
1 5 3 .5 0
565
260
305
-
1 4 4 .0 0
-
2 0 3 .5 0
202.00
1 5 5.50
160.00
1 5 2.00
M id d le - r a n g e
$ 1 7 7 .5 0 - $213.00
1 9 8 .5 0 - 2 4 2 .0 0
1 6 8 .5 0 - 2 0 0.50
1 6 1 .0 0 - 1 72.50
1 6 1 .0 0 - 1 7 2.50
_
138 .0 0 *
_
1 59.50
-
_
1 9 9 .5 0 - 2 2 8 .0 0
197.50- 212.50
1 4 ^ .0 0 148.50144 .0 0 -
1 68.00
16 8 .0 0
1 64.00
Table 2. ContTnued— Occupational earnings: O ffice clerical employees
(N u m b e r an d a v e r a g e s t r a i g h t - t i m e w e e k ly e a r n i n g s 1 o f e m p lo y e e s in s e le c te d o ff ic e c l e r i c a l o c c u p a tio n s in c o m p u te r
a n d d a ta p r o c e s s in g s e r v i c e s e s t a b l i s h m e n t s , 18 s e l e c t e d a r e a s , M a r c h 1978)
O ccupation and sex
OFFICE OCCUPATIONS
SECRETARIES............................................................
CLASS A.................................................................
CLASS B.................................................................
CLASS C.................................................................
CLASS 0 .................................................................
STENOGRAPHERS.......................................................
GENERAL.................................................................
TYPISTS......................................................................
CLASS A.................................................................
CLASS B.................................................................
FILE CLERKS............................................................
CLASS B.................................................................
MESSENGERS..............................................................
M E N ..................................................................
WOMEN....................................................................
SWITCHeOARO OPERATORS..................................
SWITCHBOARO OPERATOR-RECEPTIONISTS.
ACCOUNTING CLERKS.............................................
WOMEN....................................................................
CLASS A.................................................................
WOMEN....................................................................
CLASS B.................................................................
WOMEN....................................................................
PAYROLL CLERKS....................................................
WOMEN....................................................................
KEY ENTRY OPERATORS.......................................
CLASS A.................................................................
CLASS B.................................................................
See fo o tn o tes a t end of table,
N um ber
w o rk e rs M ean
South— Continued
H ouston
W ashington
W eekly e a rn in g s1
N um ber
W eekly e a rn in g s1
M edian M id d le-ran g e w o rk e rs M ean M edian M iddle -ran g e
99 $ 2 3 0 .0 0 $ 2 3 0 .0 0 $ 2 0 2 .5 0 -$ 2 5 3 .0 0
17 2 9 6 .5 0 2 5 3 .0 0 2 3 0 .0 0 - 2 5 3 .0 0
2
3
1
.5
0
13
19 2 1 9 .0 0 2 2 9 .5 0 1 8 9 .0 0 - 2 3 9 .0 0
—
12 1 8 0 .5 0
•
•
9 1 5 7 .5 0
18 1 8 8 .0 0 1 9 0 .0 0 1 9 0 .0 0 - 1 9 0 .0 0
18 1 8 8 .0 0 1 9 0 .0 0 1 9 0 .0 0 - 1 9 0 .0 0
•
•
•
319 1 8 3 .0 0 1 8 2 .0 0 1 7 5 .0 0 - 1 9 9 .0 0
162 1 9 1 .5 0 1 9 0 .0 0 1 8 0 .0 0 - 2 0 3 .0 0
157 1 7 9 .5 0 1 8 0 .0 0 1 5 9 .0 0 - 1 8 6 .0 0
7 $ 2 6 2 .0 0
26 2 9 0 .0 0 $ 2 9 8 .5 0 $ 2 2 9 .5 0 -$ 2 5 8 .0 0
“
—
•
—
97 1 7 1 .5 0 1 6 7 .0 0 1 5 3 .5 0 - 1 8 2 .5 0
63 1 7 9 .5 0 1 7 3 .0 0 1 6 1 .0 0 - 1 9 3 .5 0
39 1 5 5 .5 0 1 5 3 .5 0 1 9 2 .5 0 - 1 6 3 .0 0
10 1 3 0 .5 0
8 1 3 5 .5 0
18 1 3 7 .0 0 1 3 5 .0 0 1 3 9 .0 0 - 1 3 9 .5 0
12 1 3 3 .5 0
30 1 6 6 .0 0 1 6 3 .0 0 1 5 3 .5 0 - 1 7 3 .0 0
68 1 7 3 .0 0 1 7 1 .0 0 1 9 6 .0 0 - 2 0 0 .0 0
50 1 7 9 .5 0 1 7 2 .0 0 1 9 1 .0 0 - 2 0 5 .0 0
39 1 9 0 .0 0 1 9 3 .0 0 1 6 0 .5 0 - 2 1 9 .5 0
29 2 0 0 .5 0 2 0 7 .5 0 1 7 5 .0 0 - 2 3 0 .5 0
29 1 9 9 .5 0 1 3 9 .0 0 1 2 6 .0 0 - 1 7 3 .0 0
26 1 5 0 .0 0 1 9 3 .5 0 1 2 6 .0 0 - 1 7 2 .5 0
98
1 8 9 .5 0
8
1 8 9 .5 0
953 1 5 9 .5 0 1 5 0 .0 0 1 3 9 .0 0 - 1 6 2 .0 0
137 1 9 5 .5 0 1 9 0 .0 0 1 6 9 .0 0 - 2 9 0 .0 0
816 1 9 8 .0 0 1 5 0 .0 0 1 3 9 .0 0 - 1 5 9 .5 0
—
Table 2. Continued— Occupational earnings: Office clerical employees
(N u m b e r a n d a v e r a g e s t r a i g h t - t i m e w e e k ly e a r n in g s of e m p lo y e e s in s e l e c t e d o ff ic e c l e r i c a l o c c u p a tio n s in c o m p u te r
a n d d a ta p r o c e s s i n g s e r v i c e s e s t a b l i s h m e n t s , 18 s e le c te d a r e a s , M a r c h 1978)
O ccupation and sex
O F F I C E OC CU PA TI O NS
S E C R E T API E S
CLASS 8
.............................................................
...................................................................
SWITCHBOARD O P E R A T O R - R E C E P T I O N I S T S .
ACCOUNTING C L E R K S ..........................................
WOMEN
CLASS A
..................................................
WOMEN
KE Y ENTRY O P E R A T O R S .....................................
C L A SS A
CLASS
.............. ......................................................
............
.............. ......................................................
...................................................................
B...................................................................
N um ber
of
w o rk e rs M ean
21
13
12
12
12
587
11*
*73
Chicago
W eekly e a rn in g s1
M id d le-ran g e
M edian
A2 1 7 .5 0 $ 2 1 7 .5 0 $ 1 9 9 .5 0 -8 2 2 1 .0 0
2 2 6 .5 0
1 5 5 .0 0
1 9 1 .0 0
1 9 1 .0 0
1 6 0 .0 0 1 5 6 .0 0 1 3 6 .0 0 - 1 8 1 .5 0
1 7 8.00 1 6 0 .5 0 1 5 0 .0 0 - 1 9 6 .5 0
1 5 5 .5 0 1 5 * .0 0 1 3 5 .0 0 - 1 7 6 .0 0
N orth C e n tra l
C leveland
W eekly e a rn in g s1
N um ber
of
M id d le-ran g e
w o rk e rs M ean M edian
7
8
8
117
29
88
M in n eap o lis-S t. P aul
K ansas City
.....................................................
B...................................................................
..................................................................
SWITCHBOARO O P E R A T O R - R E C E P T I O N I S T S .
ACCOU NTING C L E R K S ..............................................
WOMEN .....................................................................
C L A S S A...................................................................
WOMEN.....................................................................
C L A S S B...................................................................
K E Y ENTRY O PE RA T O RS .........................................
C L A S S A ..................................................................
C L A S S B........... ; ....................................................
SECRETARIES
CLASS
CLASS C
See footnotes a t end of ta b le .
9 $ 1 8 2 .0 0
19 1 6 5 .0 0
17 1 5 7 .0 0
107 1 5 6 .0 0
6*
1 6 0 .5 0
*3
1 * 9 .5 0
$ 1 5 5 .0 0 $ 1 * * .5 0 -8 1 8 2 .5 0
1 5 2 .0 0 1 3 9 .5 0 - 1 5 5 .5 0
1 5 0 .0 0 1 3 8 .5 0 - 1 7 3 .5 0
1 6 1 .5 0 1 * 5 .0 0 - 1 7 7 .0 0
1 * * .0 0 1 3 5 .0 0 - 1 7 0 .5 0
•
$ 1 5 1 .5 0
•
1 5 3 .5 0
1 5 3 .5 0
•
1 7 0 .5 0 $ 1 6 8 .0 0 $ 1 5 0 .0 0 -8 1 9 0 .0 0
1 8 * .0 0 1 7 8 .0 0 1 6 8 .0 0 - 1 9 9 .5 0
1 6 6 .0 0 1 5 2 .0 0 1 * 3 .5 0 - 1 8 6 .5 0
10
22
10
12
196
57
122
D etro it
N um ber
W eekly earn in g s
of
M iddle -range
w o rk e rs M ean M edian
621
573
•
•
•
•
$ 1 5 3 .5 0 $ 1 5 0 .0 0 $ 1 3 8 .0 0 - $ 1 7 0 .0 0
1 5 5 .0 0 1 5 7 .0 0 1 3 8 .0 0 - 1 7 0 .0 0
St. Louis
$ 1 8 7 .0 0
1 7 2 .0 0 $ 1 6 6 .0 0 $ 1 * 6 .0 0 -8 1 9 0 .5 0
1 9 0 .5 0
1 5 7 .0 0
1 6 2 .0 0 1 6 2 .0 0 1 * 2 .0 0 - 1 7 6 .0 0
1 6 6 .5 0 1 7 0 .0 0 1 5 7 .5 0 - 1 7 * .0 0
1 6 2 .0 0 1 6 2 .0 0 1 3 8 .5 0 - 1 9 2 .5 0
-
22 $ 1 6 9 .5 0 $ 1 6 * .0 0 $ 1 3 5 .0 0 - $ 1 9 0 .5 0
—
—
9 1 5 7 .5 0
•
7 1 * 5 .0 0
15 1 7 2 .5 0 1 6 7 .0 0 1 * 9 .5 0 - 2 0 1 .5 0
9 1 9 2 .0 0
7 1 8 2 .5 0
333
1 * 1 .5 0 1 * 0 .0 0 1 3 1 .5 0 - 1 5 2 .0 0
89 1 5 5 .5 0 1 5 6 .0 0 1 * * .0 0 - 1 6 5.00
2** 1 3 6 .5 0 1 3 3 .5 0 1 3 1 .5 0 - 1 * 0 .5 0
Table 2. Continued— Occupational earnings: Office clerical employees
(N um ber and a v e ra g e stra ig h t-tim e w eekly e a rn in g s1 of em ployees in se lec te d office c le ric a l occupations in com p u ter
and d ata p ro c e s sin g se rv ic e s e sta b lish m e n ts, 18 selected a re a s , M arch 1978)
O ccupation and sex
OFFICE OCCUPATIONS
SECRETARI ES.............................................................
CLASS n ..................................................................
CLASS C ..................................................................
CLASS 0 ..................................................................
TYPISTS.......................................... - .........................
CLASS 8 ..................................................................
SWITCHBOARD OPERATOR-RECEPTIONISTS.
ACCOUNTING CLERKS.............................................
WOMEN.....................................................................
CLASS 4 .............. ..................................
CLASS 9............................................
WOMEN.............................................
KEY ENTRY OPERATORS...........................
CLASS 4 ............................................
CLASS ft.............................................. .............
Los A ngeles- Long B each
N um ber
W eekly e a rn in g s1
w o rk e rs M ean M edian
M id d le-ran g e
155
25
45
32
24
23
67
42
-
* 2 0 8 .5 0 * 2 0 5 .0 0 * 1 9 0 .0 0 - * 2 2 1 .5 0
2 3 8 .5 0 2 4 0 .5 0 2 3 0 .0 0 - 2 4 6 .5 0
2 1 7 .5 0 2 1 1 .5 0 2 0 1 .5 0 - 2 2 5 .0 0
1 8 4 .0 0 1 8 3 .0 0 1 6 9 .0 0 - 1 9 2 .5 0
1 8 6 .5 0 2 0 1 .5 0 1 4 9 .5 0 - 2 1 4 .0 0
1 6 3 .5 0 1 6 4 .0 0 1 6 0 .0 0 - 1 6 7 .0 0
1 7 9 .0 0 1 7 8 .5 0 1 6 2 .0 0 - 1 8 9 .5 0
1 8 7 .5 0 1 8 5 .0 0 1 7 3 .5 0 - 2 0 3 .5 0
-
1 .2 8 2 1 7 4 .5 0
522 191.00
760 1 6 3 .5 0
1 7 0 .0 0
1 8 4 .5 0
1 6 0 .0 0
--
1 6 0 .0 0 - 1 8 8 .0 0
1 8 0 .0 0 - 2 0 0 .0 0
1 5 0 .0 0 - 1 7 0 .5 0
1 E arn in g s have been rounded to the n e a re s t half d o lla r, and re la te to re g u la r
s tra ig h t-tim e s a la rie s th a t a re paid for stan d ard w orkw eeks. See appendix B fo r
m ethod used to com pute m e a n s, m ed ia n s, and m iddle ra n g es of e a rn in g s. M edian and
m iddle ra n g e s a re not p rovided fo r e n trie s of few er than 15 w o rk e rs.
2 A ll o r v irtu a lly a ll w o rk e rs a re w om en.
W est
San F ra n c isco -O a k lan d
N um ber
W eekly e a rn in g s1
w o rk e rs M ean M edian
M id d le-ran g e
-
7 $ 1 7 2 .0 0
-
--1 7 0 .0 0
-
--
“
-
----
N um ber
w o rk e rs M ean
-
-
$ 1 6 7 .0 0 * 1 6 6 .5 0 —* 1 7 2 .5 0
460
228 1 6 8 .0 0 1 6 8 .0 0 1 6 6 .0 0 - 1 7 0 .0 0
61 1 7 0 .5 0 1 7 2 .5 0 1 6 4 .0 0 - 1 7 2 .5 0
San Jo se
W eekly e a rn in g s1
M edian
M iddle- range
33 * 2 3 6 .0 0 * 2 4 0 .0 0 * 1 9 8 .0 0 - * 2 6 7 .0 0
--13 2 3 4 .5 0
11 2 2 4 .0 0
20 1 8 3 .5 0 1 8 0 .5 0 1 7 2 .5 0 - 1 9 2 .5 0
—
11 1 7 2 .5 0
15 1 6 7 .5 0 1 7 2 .5 0 1 5 8 .5 0 - 1 7 3 .0 0
15 1 9 3 .0 0 1 9 0 .0 0 1 8 1 .0 0 - 2 0 3 .5 0
15 1 9 3 .0 0 1 9 0 .0 0 1 8 1 .0 0 - 2 0 3 .5 0
•--11 1 8 1 .0 0
11 lei.oo
229 1 7 9 .5 0 17,6.00 1 6 8 .0 0 - 1 9 6 .0 0
33 2 0 4 .5 0 2 1 0 .0 0 2 0 0 .0 0 - 2 2 0 .0 0
196 1 7 5 .5 0 1 7 6 .0 0 1 6 6 .0 0 - 1 6 6 .0 0
NOTE: D ashes in d icate th at no d ata w e re re p o rte d o r th a t data did not m ee t
p u b lication c r ite r ia . O v erall occupation m ay include su b c la ssific a tio n s not shown
se p a ra te ly .
Table 3. Method of wage payment: Professional and technical employees
(Percent of professional/technical employees in computer and data processing services establishments by method of wage payment,' 18 selected areas, March 1978)
Northeast
Method of
wage p a pe n t
Single rate ..................................................
Range of rates ................................................
Merit review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
length of service ...........................................
Combination
...........................................
Individual ra te s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Boston
100
100
57
57
35
13
10
43
NassauSuffolk
100
100
63
63
63
_
37
South
Newark
New York
Philadelphia
Atlanta
100
100
34
34
23_
11
66
100
100
19_
19
5
_
14
81
100
100
46_
46
3610
54
100
100
63
63
28_
35
37
DallasFort Worth
100
100
t* 88_
88
72
9
7
12
North Central
All workers
Single rate
...............................
...............................................
Range of ra te s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .....
Merit review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
nf
Com bination. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Individual
1ength service...........................................
rates..................................................
Houston
Washington
100
100
59
59
47
12
41
100
97
51
1
49
38
11
47
West
Chicago
Cleveland
Detroit
Kansas City
MinneapolisSt. Paul
St. Louis
Los
AngelesLong Beach
San
FranciscoOakland
100
100
49
49
39
10
51
100
90
37
37
24
13
53
100
100
69
69
63_
5
31
100
100
100
100
100_
100
98
34
34
34_
-
64
100
100
94
94
61
6
27
6
100
100
42
42
37
6
58
100
100
53
53
46
7
47
1 For definition of method of wage papent, see appendix A.
NOTE: Because of rounding, sums of individual items may not equal totals.
_____________ L
_
_
_
_
_
_
San Jose
100
100
33
33
33
67
Table 4. P^ethod of wage payment: Office clerical employees
(Percent of office clerical employees in computer and data processing services establishments by method of wage payment,' 18 selected areas, March 1978)
Northeast
Method of
wage payment
South
Boston
NassauSuffolk
Newark
NewYork
Philadelphia
Atlanta
DallasFort Worth
Houston
Washington
All workers.........................................................
100
100
100
100
100
100
100
100
100
Time-rated workers..................................................
formal plans.......................................................
Single rate........................................................
Range of rates ...................................................
Merit review....................................................
Length of service.............................................
Combination....................................................
Individual rates....................................................
100
49
4
45
10
17
17
51
100
36
36
36
-
100
32
99
23
23
18
"
5
76
99
24
24
17
86
51
100
77
100
37
89
39
-
-
-
-
64
-
32
4
28
68
-
8
75
51
44
-
8
35
77
69
6
2
23
North Central
37
17
19
1
63
-
39
28
-
10
51
West
St. Louis
Los
AngelesLong Beach
San
FranciscoOakland
San Jose
Chicago
Cleveland
Detroit
Kansas City
Minneapolis-
All workers........................................................
100
100
100
100
100
100
100
100
100
Time-rated workers.................................................
Formal plans.......................................................
Single rate .......................................................
Range of rates.............................................................................................
Merit review..............................................................................................
Length of service...................................................................................
Combination..............................................................................................
Individual rates................................................................................................
100
37
84
62
98
52
100
100
92
34
98
94
93
41
100
51
100
14
-
-
-
-
-
-
-
-
52
38
100
96
34
34
-
-
-
....
37
36
62
60
-
-
1
63
1 For definition of method of wage payment, see appendix A.
NOTE: Because of rounding, sums of individual items may not equal totals.
2
22
14
46
4
01 .
r dUI
58
94
42
36
16
4
41
17
51
4
-
14
14
-
-
-
24
52
46
49
86
_
Table 5. Scheduled weekly hours: Professional and technical employees
(Percent of professional/technical employees in computer and data processing services establishments by scheduled weekly hours,' 18 selected areas, March 1978)
Northeast
Weekly hours
Boston
NassauSuffolk
Newark
NewYork
Philadelphia
Atlanta
DallasFort Worth
Houston
Washington
................................................
100
100
100
100
100
100
100
100
100
Ovpr 35 and under 97 5 hours.....................................
1
18
28
13
All workers
KJ
O
South
37 5 hours ..........................................................
Over 37 5 and under 40 hours ....................................
40 hours...............................................................
44 hours
.....................................................
4b hour' ............................................................
Over 45 hours
..................................................
48
3
48
_
_
7
48
6
32
82
65
14
_
_
_
_
_
_
_
_
_
10
1
76
1
5
9
94
91
_
_
_
North Central
Chicago
Cleveland
Detroit
Kansas City
MinneapolisSt. Paul
St. Louis
...................................................
100
100
100
100
100
100
100
35 hours ............................................................
Over 35 and under 37 5 hours....................................
37 5 hours
...................................................
Over 37 5 and under 40 hours....................................
40 hours
.........................................................
44 hours ..............................................................
45 hours ..............................................................
Over 45 hours.........................................................
11
_
23
5
65
28
7
50
10
_
_
1 Data relate to the predominant schedule for full-time day-shift workers in each establishment.
NOTE: Because of rounding, sums of individual items may not equal 100.
31
4
100
94
West
Los
AngelesLong Beach
All workers
6
San
FranciscoOakland
San Jose
100
100
11
6
_
_
66
94
100
_
_
_
_
_
_
27
1
9
56
99
91
_
6
100
Table 6. Scheduled weekly hours: Office clerical employees
(Percent of office clerical employees in computer and data processing services establishments by scheduled weekly hours,1 18 selected areas, March 1978)
Northeast
South
/
Weekly hours
All workers
Under 35 hours
35 hours
..........................................
............................................
.............................................
37 5 hours . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 37 5 and under 40 hours. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
40 hours
.................................................
Over 45 hours . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Boston
NassauSuffolk
Newark
New York
Philadelphia
Atlanta
DallasFort Worth
Houston
Washington
100
100
100
100
100
100
100
100
100
3
32
20
46
5
46
2
30
21
3
41
66
50
35
(2)
6
13
5
7
7
80
88
93
North Central
7
100
93
West
Chicago
Cleveland
Detroit
Kansas City
MinneapolisSt. Paul
St. Louis
Los
AngelesLong Beach
San
FranciscoOakland
San Jose
All workers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
100
100
100
100
100
100
100
100
100
Under 35 h o u rs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
35 hours
............................................
Over 35 and under 37.5 hours. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
37 5 hours. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 37 5
40 hours. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
40 hours. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 45 hours . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
8
_
_
_
_
16
46
and under
76
54
1 Data relate to the predominant schedule for full-time day-shift workers in each establishment.
2 Less than 0.5 percent.
NOTE: Because of rounding, sums of individual items may not equal 100.
4
5
91
_
9
_
91
_
_
_
_
100
2
16
47
36
(■2
)
100
17
83
100
Table 7. Shift differential provisions: Professional and technical employees
(Percent of professional/technical employees in computer and data processing services establishments by shift differential provisions,118 selected areas, March 1978)
Northeast
Shift differential
South
NassauSuffolk
Newark
NewYork
Philadelphia
Atlanta
66.1
54.7
"
547
"
2.9
50.6
1.2
-
96.0
88.3
88.3
"
88.3
-
50.3
34.3
10.5
-
68.8
37.0
~
-
67.0
50.5
16.1
16.1
-
46.0
1.1
1.1
1.1
-
52.1
480
82.5
74.9
-
Boston
DallasFort Worth
Houston
Washington
70.4
48.8
48.8
196
11.8
17.4
-
57.4
41.5
1.5
1.5
40.0
4.4
Second shift
Workers in establishments with
second-shift provisions............................................
With shift differential.............................................
Uniform cents per hour........................................
10 cents.........................................................
15 cents........................................................
Over 15 and under 70 cents ................................
20 cents .........................................................
Over 20 and under 25 cents................................
25 cents.........................................................
Over 25 and under 30 cents ................................
30 cents .........................................................
Over 30 cents ...................................................
Uniform percentage.............................................
5 percent .......................................................
6 percent ........................................................
7 percent .......................................................
7.5 percent ......................................................
8 percent .......................................................
10 percent ......................................................
Over 15 percent ...............................................
Other formal paid differential................................
3.0
7.6
4.1
4.1
-
.
30.9
-
34.5
1.2
-
19.7
9.6
21.3
~
6.1
32.4
.9
*
50.3
31.1
10.5
-
56.5
35.2
-
68.7
59.3
16.1
16.1
-
-
-
88.8
46.5
23.4
1.5
18.4
3.5
23.1
5.9
"
17.2
~
-
10.6
25.0
-
Third shift
Workers in establishments with
shift provisions......................................................
With shift differential.............................................
Uniform cents per hour........................................
10 cents ........................................................
15 cents ........................................................
20 cents ........................................................
25 cents ........................................................
Over 25 and under 30 cents................................
30 cents .......................................................
Over 30 cents ..................................................
Uniform percentage.............................................
5 percent .......................................................
8 percent .......................................................
9 percent .......................................................
10 percent......................................................
Over 10 and under 15 percent .............................
15 percent......................................................
Other formal paid differential................................
See footnotes at end of table.
-
-
48.0
43.3
4.7
-
-
-
-
74.9
"
5.6
69.2
3.0
7.6
4.1
"
4.1
16.5
-
35.2
20.6
9.6
5.1
79.7
46.5
23.4
-
-
-
-
-
25.4
1.1
1.1
41.8
"
41.8
"
1.1
-
-
18.4
5.0
23.1
4.6
18.4
-
69.0
48.8
-
34.8
32.8
1.5
--
-
-
-
1.5
-
48.8
48.8
-
31.3
31.3
-
-
-
-
-
-
1.5
“
“
"
-
Table 7. Continued— Shift differential provisions: Professional and technical employees
(Percent of professional/technical employees in computer and data processing services establishments by shift differential provisions,118 selected areas, March 1978)
North Central
Shift differential
West
Los
AngelesLong Beach
San
FranciscoOakland
61.4
18.7
5.2
_
_
_
_
_
5.2
_
_
13.5
3.1
Chicago
Cleveland
Detroit
Kansas City
MinneapolisSt. Paul
St. Louis
49.6
48.4
1.3
1.3
42.6
4.4
“
68.3
16.8
11.6
11.6
5.2
"
49.4
31.9
1.0
1.0
"
30.8
30.8
-
58.6
35.6
31.3
31.3
4.3
-
71.6
47.7
20.6
11.2
9.3
-
48.7
21.5
7.0
.9
6.1
-
_
5.2
_
_
27.1
46.4
38.1
38.1
27.4
~
10.7
2.2
San Jose
Second shift
Workers in establishments with
second-shift provisions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
With shift differential. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Uniform cents per h o u r. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
10 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
15 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 15 and under 20 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . .
20 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 20 and under 25 ce n ts. . . . . . . . . . . . . . . . . . . . . . . . . . . .
25 ce n ts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . .
Over 25 and under 30 ce n ts. . . . . . . . . . . . . . . . . . . . . . . . . . . .
30 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 30 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Uniform percentage. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
6 percent. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .............
7 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
7.5 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
8 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
10 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 15 percent. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Other formal paid differential. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
-
-
4.5
-
_
-
22.9
21.6
1.3
-
62.3
16.8
11.6
11.6
44.7
30.8
-
-
-
-
-
22.2
15.9
-
4.3
-
27.1
-
14.5
12.3
”
-
-
-
-
-
-
-
-
64.9
47.7
20.6
6.5
14.0
-
44.0
38.1
-
37.9
20.2
5.8
-
-
58.6
35.6
31.3
31.3
-
-
-
-
-
-
-
-
-
-
27.1
38.1
-
-
10.4
_
-
81.6
75.4
14.8
_
_
_
_
_
_
14.8
60.6
1.0
4.8
_
54.9
_
-
Third shift
Workers in establishments with
shift provisions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
With shift differential. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Uniform cents per h o u r. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
10 ce n ts. . . . . . . . . . . . . . . . . . . . . . . . . . ~. . . . . . . . . . . . . . . . . . . . . .
15 ce n ts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
20 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
25 ce n ts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 25 and under 30 cents. . . . . . . . . . . . . . . . . . . . . . . . . . . .
30 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 30 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Uniform percentage. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
8 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
9 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
10 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 10 and under 15 percent. . . . . . . . . . . . . . . . . . . . . . . . . .
15 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Other formal paid differential. . . . . . . . . . . . . . . . . . . . . . . . . . . .
1.3
20.3
5.2
30.8
30.8
4.3
-
-
-
4.4
-
-
-
-
-
-
-
-
-
27.1
_
4.9
-
.9
-
14.5
-
12.3
-
5.2
-
4.3
-
-
-
-
-
-
-
-
-
-
-
“
“
15.9
1 Refers to policies of establishments currently operating late shifts or having provisions covering late shifts.
NOTE: Because of rounding, sums of individual items may not equal totals.
‘
38.1
2.2
56.2
28.4
_
_
_
_
-
13.5
-
3.1
-
10.4
-
14.9
81.6
75.4
14.8
_
_
_
_
_
14.8
60.6
_
_
-
17.8
-
42.8
-
Table 8. Shift differential practices: Professional and technical employees
(Percent of professional/technical employees in computer and data processing services establishments employed on late shifts by amount of shift differential, 18 selected areas, March
1978)
Northeast
Shift differential
Boston
South
NassauSuffolk
Newark
New York
Philadelphia
Atlanta
DallasFort Worth
Houston
Washington
20.8
19.1
8.0
4.8
.9
11.7
4.6
_
4.9
1.6
.9
.9
_
6.1
.2
.2
.2
-
13.8
8.4
2.1
.3
1.4
-
11.7
7.8
-
4.1
-
.7
.1
_
-
.3
6.3
.9
5.4
-
3.5
1.9
.3
_
_
.3
7.8
6.1
1.7
-
-
4.3
.2
.2
.2
-
9.5
5.0
1.5
1.0
4.9
2.1
-
1.4
1.0
.3
-
-
-
-
-
-
Second shift
Workers employed on second s h ift. . . . . . . . . . . . . . . . . . . . . . . . . . . .
Receiving differential. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Uniform cents per h o u r. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
10 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
15 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 15 and under 20 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . .
20 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 20 and under 25 ce n ts. . . . . . . . . . . . . . . . . . . . . . . . . . . .
25 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 25 and under 30 ce n ts. . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 30 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Uniform percentage. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
6 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
7 percent. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
7.5 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
8 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
10 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 15 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Other formal paid differential. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
8.3
6.5
■_
_
6.5
.2
_
_
.2
-
.7
5.9
.3
-
19.1
19.1
-
.2
3.7
3.5
3.0
-
18.6
16.9
-
5.0
3.9
.9
.2
-
_
.2
1.3
2.8
.5
-
.3
.3
-
1.5
.7
-
.1
.7
Third shift
Workers employed on third s h ift. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Receiving differential. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Uniform cents per h o u r. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
10 ce n ts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
15 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
20 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
25 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 25 and under 30 ce n ts. . . . . . . . . . . . . . . . . . . . . . . . . . . .
30 ce n ts............. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 30 cents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Uniform percentage. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
8 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
9 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
10 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 10 and under 15 percent. . . . . . . . . . . . . . . . . . . . . . . . . .
15 percent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Other formal paid differential. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
See footnotes at end of table.
-
-
3.0
-
16.9
-
2.6
.4
1.1
15.8
“
-
.7
.2
.2
2.7
8.8
4.0
4.0
3.4
.4
.1
1.3
.6
-
“
-
.6
-
.6
3.4
.8
.6
-
2.6
-
2.1
2.1
-
-
-
-
-
~
“
-
-
_
-
.3
.6
.6
Table 8. Continued— Shift differential practices: Professional and technical employees
(Percent o! professional/techmcal employees in computer and data processing services establishments employed on late shifts by amount of shift differential, 18 selected areas, March
North Central
West
Shift difteiential
Chicago
Cleveland
St. Louis
Los
AngelesLong Beach
San
FranciscoOakland
San Jose
8.4
7.7
8.2
8.3
8.0
5.4
2.4
6.5
-
2.5
1.2
4.3
1.5
7,2
2.6
2.1
-
.1
-
-
.4
-
1.1
-
-
1.5
-
Kansas City
MinneapolisSt. Paul
7.5
4.1
2.1
.5
2.4
1.7
Detroit
Secsud shift
Workers employed on second shift
NJ
Ol
Receiving differential...........
Uniform cents per h o u r......
10 cents ...... . . . . . . . . . .
15 cents . . . . . . . . . . . . . . . . . . . .
Over 15 and under 20 C'mt;
20 cents . . . . . . . . . . . . . . . . . . . . .
Over 20 and under 25 cents
25 ce n ts . . . . . . . . . . . . . . . . . . . . .
Over 25 and under 30 cents
30 ce n ts . . . . . . . . . . . . . . . . . . . . .
Over 30 cents . . . . . . . . . . . . . . .
Uniform percentage..........
5 percent . . . . . . . . . . . . . . . . . . . .
6 percent . . . . . . . . . . . . . . . . . . . .
7 percent . . . . . . . . . . . . . . . . . . . .
percent . . . . . . . . . . . . . . . . . .
8 percent . . . . . . . . . . . . . . . . . . . .
10 percent . . . . . . . . . . . . . . . . . . .
Over percent ............
Other formal paid differential
7.5
15
7.4
7.3
.6
9.6
1.7
.8
.8
"
-
1.7
-
.5
-
.6
5.6
1.0
.8
-
_
2.3
2.3
-
.8
-
-
-
*
_
_
_
_
1.5
1.5
-
-
_
-
_
_
-
-
-
-
-
-
5
-
.6
-
4.9
1.5
-
3.9
2.2
1.7
-
-
-
1.7
_
"
3.5
3.3
10.2
2.5
1.7
6.5
6.0
-
3.0
1.2
2.9
2.6
4.5
-
-
-
.7
.2
2.6
-
-
.5
-
-
-
4.5
2.0
.7
5.7
4.7
6.7
5.8
1.6
.6
_-
_
_
.6
-
-
1.1
3.0
-
_
.6
3.9
Third shift
Workers employed on third shift
Receiving differential...........
Uniform cents per hour.....
10 cents ......................
15 cents.............. ......
20 cents .....................
25 cents......................
Over 25 and under 30 cents....
30 cents ..........................
Over 30 cents ....................
Uniform percentage...............
5 peicent .....................
8 percent .........................
9 percent...................... L
10 percent . . . . . . . . . . . . . . . . . . . . .
Over 10 and under i5 percent
15 percent.......................
Other formal paid differential ...
:
.8
3.3
_
-
1 .0
.8
2.3
_
-
-
-
.1
1.2
2.9
1.6
4.2
-
-
-
-
-
-
-
-
-
.7
3.4
5.4
.5
-
-
-
-
-
.2
-
-
—
1.7
2.6
-
-
2.5
1.9
“
—
NOTE: Because of rounding, sums of individual items may not equal totals.
_
:
5.4
.4
_
“
:
3.4
.4
1.5
1.5
I
11.3
5.4
.6
.6
1.7
~
-
5.2
4.5
1.1
Table 9. Paid holidays: Professional and technical employees
(Percent of professional/technical employees in computer and data processing services establishments with formal provisions for paid holidays, 18 selected areas, March 1978)
Northeast
Number of
paid holidays
All workers.
Workers in establishments
providing paid holidays.........
Under 6 days.............. .......
6 days ..........................
6 days plus 2 half days........
7 days ..............................
7 days plus 1 or 2 half days ..
8 days ..............................
8 days plus 1 or 2 half days ..
ro
CD
9 days plus i or 2 half days ..
10 days ............................
10 days plus 1 or 2 half days
11 days ...........................
11 days plus 1 or 2 half days
12 days ...........................
13 days ...........................
South
Boston
NassauSuffolk
Newark
NewYork
Philadelphia
100
100
100
100
97
100
100
I
7
5
13
_
-
-
_
3
9
-
-
27
32
1
39
66
“
-
Atlanta
DallasFort Worth
Houston
Washington
100
100
100
100
100
100
100
100
91
18
100
/1\
11
5
100
2
7
1
3
9
4
15
8
2
10
7
51
22
_
1
4
8
16
11
-
15
7
42
6
15
7
24
4
C)
-
-
_
17
62
-
-
-
59
11
4
45
20
12
33
1
4
-
-
-
-
4
-
San
FranciscoOakland
San Jose
1
North Central
All workers.......................
Workers in establishments
providing paid holidays.........
Under b days .....................
6 days ..........................
6 days plus 2 half days........
7 days ..............................
7 days plus i or 2 half days ..
8 days ..............................
8 days plus 1 or 2 half days ..
9 days ..............................
9 days plus 1 oi 2 half days ..
10 days ............................
10 days plus 1 or 2 half days
1! days ............................
11 days plus 1 or 2 half days
12 d a ys ... :.. . . . . . . . . . . . . . . . . . . .
13 days .. . . . . . . . . . . . . . . . . . . . . . . . 1
(')
-
52
22
_
West
Chicago
Cleveland
Detroit
Kansas City
MinneapolisSt. Paul
St. Louis
Los
AngelesLong Beach
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
14
1
11
24
6
4
1
27
14
-
-
31
10
32
10
8
27
3
42
8
25
_
-
-
32
40
-
-
4
3
4
25
10
6
41
-
-
12
15
23
6
4
16
18
32
31
-
-
-
1 Less than 0.5 percent.
NOTE: Because of rounding, sums of individual items may not equal totals.
16
15
7
-
-
-
31
49
3
1
7
-
1
5
5
57
32
-
Table 10. Paid holidays: Office clerical employees
(Percent of office clerical employees in computer and data processing services establishments with formal provisions for paid holidays, 18 selected areas, March 1978)
ro
•^ i
1 Less than Q.5 percent.
NOTE: Because of rounding, sums of individual items may not equal totals.
Table 11. Paid vacations: Professional and technical employees
(Percent of professional/technical employees in computer and data processing services establishments with formal provisions for paid vacations after selected periods of service, 18
selected areas, March 1978)
Northeast
Vacation policy
All workers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
South
Boston
NassauSuffolk
Newark
New York
Philadelphia
Atlanta
DallasFort Worth
Houston
Washington
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
*
100
100
“
100
100
“
100
100
“
100
100
“
100
100
“
100
96
4
78
11
9
10
90
-
100
-
2
86
9
2
5
86
8
2
98
-
6
94
-
2
98
-
2
54
6
33
65
11
21
3
97
-
100
-
88
9
-
76
16
8
100
-
100
100
-
-
-
-
0
40
11
45
3
97
-
100
-
77
9
11
2
“
70
21
8
"
100
-
100
-
' 100
-
15
85
-
35
62
2
-
30
22
48
-
43
57
-
54
46
"
50
12
~
10
Method of payment
Workers in establishments
providing paid vacations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Length-of-time payment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Percentage paym ent. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Amount of vacation pay1
After 1 year of service;
1 week . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 2 years of service;
1 week. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 3 years of service:
1 w eek. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 3 and under 4 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 5 years of service;
2 weeks
...................................................
Over 2 and under 3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 3 and under 4 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
4 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 4 and under 5 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5 weeks and o v e r. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 10 years of service;
1 w eek. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 3 and under 4 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
4 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 4 and under 5 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5 weeks and over . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 15 years of service;
1 w eek. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3 weeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 3 and under 4 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
4 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 4 and under 5 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
See footnotes at end of table.
60
11
26
18
64
11
-
4
3
-
79
21
-
-
-
-
-
-
-
71
13
_
62
34
70
15
2
-
66
16
8
-
11
16
-
12
10
29
10
24
-
-
-
-
-
-
-
-
28
11
44
16
55
13
54
52
71
-
57
11
-
-
-
-
-
“
”
67
18
2
“
33
~
65
_
11
16
5
5
38
3
-
39
-
“
4
1
72
5
14
4
42
11
29
6
-
0
-
~
29
71
-
-
-
50
-
0
36
11
48
-
10
-
82
8
-
24
55
21
-
-
(2)
4
1
51
3
34
3
4
(2)
4
1
42
2
43
3
4
Table 11. Paid vacations: Continued— Professional and technical employees1
(Percent of professional/technical employees in computer and data processing services establishments with formal provisions for paid vacations after selected periods of service, 18
selected areas, March 1978)
Northeast
Vacation policy
South
Boston
NassauSuffolk
Newark
New York
Philadelphia
11
16
5
12
28
11
28
9
38
62
-
-
-
75
55
22
39
16
6
3
2
-
Atlanta
DallasFort Worth
Houston
10
29
10
24
52
65
-
-
Washington
Amount of vacation pay1
— Continued
After 20 years of service:3
1 week...........................................
2 weeks..........................................
Over 2 and under 3 weeks..................
3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 3 and under 4 weeks..................
4 weeks.........................................
Over 4 and under 5 weeks..................
5 weeks .........................................
6 weeks.........................................
22
-
_
65
54
-
4
10
San
FranciscoOakland
San Jose
6
North Central
All workers
ro
co
11
(J)
4
1
32
2
54
3
4
West
Chicago
Cleveland
Detroit
Kansas City
MinneapolisSt. Paul
St. Louis
Los
AngelesLong Beach
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
94
94
100
100
100
100
100
100
100
100
12
88
100
11
89
35
65
1
93
1
99
3
70
10
90
1
99
100
4
86
11
100
87
-
72
1
5
75
25
-
100
-
1
99
-
61
1
14
3
75
25
33
1
42
39
Method of payment
Workers in establishments
providing paid vacations..................
Length-of-time payment. . . . . . . . . . . . . . . . . . .
Percentage paym ent. . . . . . . . . . . . . . . . . . . . . .
Amount of vacation pay1
After 1 year of sender
1 week. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 weeks. . . . . . . . . . . . . . .
3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 2 years of service:
1 w eek. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 w eeks. . . . . . . . . . . . . . . . . . .,. . . . . . . . . . ......
Over 2 and under 3 weeks. . . . . . . . . . . . . . .
3 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 3 years of service:
1 week. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 weeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 weeks. . . . . . . . . . . . . . .
3 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 3 and under 4 weeks. . . . . . . . . . . . . . .
After 5 years of service:
1 week. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 weeks. . . . . . . . . . . . . . .
3 w eeks. . . . . . . . . . . . . . . . . . - . . . . . . . . . . . . . . . .
Over 3 and under 4 weeks. . . . . . . . . . . . . . .
4 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 4 and under 5 weeks. . . . . . . . . . . . . . .
See footnotes at end of table.
9
3
95
1
2
..
I
..
••
-
4
55
11
31
*
7
100
-
87
97
1
2
100
54
2
45
60
10
31
34
66
63
37
-
-
-
-
-
:
"
100
-
7
53
85
-
-
41
15
-
-
22
3
~
-
61
_
58
42
1
17
64
18
“
Table 11. Paid vacations: Continued^Professional and technical employees
(Percent of professional/technical employees in computer and data processing services establishments with formal provisions for paid vacations after selected periods of service, 18
selected areas, March 1978)
North Central
Vacation policy
CO
o
Amount of vacation pay1
— Continued
After 5 years of service:
5 weeks and o v e r. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 10 years of service:
1 w eek. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 weeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 3 and under 4 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
4 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 4 and under 5 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5 weeks and over . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 15 years of service:
1 week. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 w eeks...... .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3 weeks. . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 3 and under 4 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
4 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 4 and under 5 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 20 years of service:3
1 w eek. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 weeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3 weeks. . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 3 and under 4 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
4 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 4 and under 5 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
6 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
West
Chicago
Cleveland
Detroit
Kansas City
MinneapolisSt. Paul
St. Louis
-
48
29
23
-
33
57
11
-
-
-
-
4
65
31
7
87
-
8
64
27
-
48
21
33
26
-
-
-
1
88
1
10
1
60
-
-
17
47
33
3
-
21
32
25
22
-
1
80
11
8
17
21
-
-
-
-
51
45
49
43
35
45
3
-
18
25
36
63
28
-
-
17
34
46
3
-
21
18
25
36
-
7
8
-
-
-
-
-
30
42
-
-
-
-
45
-
42
-
-
-
-
48
21
30
33
26
42
- „
4
47
50
-
8
24
68
-
-
-
~
"
-
7
43
44
“
~
-
San Jose
-
4
-
~
San
FranciscoOakland
-
39
1
44
32
22
"
Los
AngelesLong Beach
-
-
”
1
-
-
8
-
-
1
48
43
-
8
"
1 Vacation payments, such as percent of annual earnings, were converted to an equivalent time basis. Periods of service were chosen arbitrarily and do not necessarily reflect
individual establishment provisions for progression. For example, changes indicated at 10 years may include changes that occurred between 5 and 10 years.
3 Less than 0.5 percent.
3 Vacation provisions were virtually the same after longer periods of service.
NOTE: Because of rounding, sums of individual items may not equal totals.
Table 12. Paid vacations: Office clerical employees
(Percent nf office clerical employees in computer and data processing services establishments with formal provisions for paid vacations after selected periods of service, 18 selected
areas, March 1978)
Northeast
Vacation policy
All workers .......................................................
South
Boston
NassauSuftolk
Newark
NewYork
Philadelphia
Atlanta
DallasFort Worth
Houston
Washington
100
100
100
100
100
100
100
100
100
100
100
-
99
99
100
100
iOO
100
-
100
100
100
100
-
ICO
100
-
100
100
-
100
95
5
86
10
3
16
83
-
15
85
-
2
89
6
3
39
61
-
8
92
-
2
98
-
19
81
-
18
67
9
2
_
78
10
11
2
97
-
100
-
91
6
_
94
6
-
100
-
100
-
100
-
2
67
11
15
78
10
11
-
2
97
-
100
-
82
6
9
3
89
11
-
100
-
100
-
100
_
-
2
50
13
30
_
62
37
-
41
1
58
_
-
48
49
3
-
58
21
21
63
37
-
62
38
-
80
20
-
2
24
5
46
7
13
_
5
_
31
26
10
30
2
26
60
13
_
_
14
o9
27
_
_
35
- •
51
11
3
_
_
45
47
_
35
65
_
14
74
13
_
46
46
8
_
2
16
2
54
7
14
5
29
26
_
14
35
35
_
14
_
46
33
27
13
43
_
30
12
49
13
3
“
45
28
27
“
65
-
37
_
49
-
34
2
16
2
51
7
17
5
Method of payment
Workers in establishments
providing paid vacations..........................................
Length-of-time payment..........................................
Percentage payment..............................................
Amount of vacation pay1
After 1 year of service:
1 week ...............................................................
2 weeks..............................................................
Over 2 and under 3 weeks ......................................
3 weeks ..............................................................
After 2 years of service:
1 week..............................................................
2 weeks-,.:..........................................................
Over 2 and under 3 weeks......................................
3 weeks .............................................................
After 3 years o f service.
1 week .........................................................
2 weeks ...........................................................
Over 2 and under 3 weeks ......................................
3 weeks .............................................................
Over 3 and under 4 weeks.....................................
After 5 years of service:
1 week
...............
2 weeks ..
.......................................
Over 2 and u nder 3 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3 weeks ..........................................................
Over 3 and u nd e r 4 weeks......................................
4 weeks .........................................................
Over 4 and u n d e r 5 w e e k s ......................................
5 w eeks a n d o ve r ................................................
After 10 years of service:
1 week ...............................................................
2 weeks .............................................................
O ve r 2 and u nder 3 w e e k s ..................................
..........................................
3 weeks......
O ver 3 and u n d e 1 4 weeks .....................................
4 weeks ............................................................
O ver 4 and u nder o .w eek* ......................................
5 weeks and o v e r ..................... : ..........................
1
After 15 years of service:
Over 2 and u nd e r 3 weeks......................................
3 weeks.............................................................
0ver 3 and u nd e r 4 weeks ......................................
4 wneks ............................................................
Over 4 and u nd e r 5 weeks ......................................
5 weeks ............................................................
See footnotes at end of table.
40
“
47
10
1
1
16
10
43
-
"
-
6
2
~
-
~
_
20
-
Table 12. Paid vacations: Continued— Office clerical employees
(Percent of office clerical employees in computer and data processing services establishments with formal provisions for paid vacations after selected periods of service, 18 selected
areas, March 1978)
Northeast
Vacation policy
Boston
NassauSuffolk
Newark
NewYork
Philadelphia
Atlanta
DallasFort Worth
29
26
14
35
45
35
14
16
10
33
31
35
45
28
54
13
-
-
42
38
South
1
Houston
Amount of vacation pay1
— Continued
After 20 years of service:1
1 week...........................................
2 weeks.........................................
Over 2 and under 3 weeks.................
3 weeks .........................................
Over 3 and under 4 weeks.................
4 weeks.........................................
Over 4 and under 5 weeks.................
5 weeks.........................................
6 weeks .........................................
10
2
-
“
-
16
3
1
'
12
"
-
27
-
11
-
-
“
71
35
2
16
2
44
7
24
2
-
4
5
All workers
46
15
-
North Central
CJ
NJ
Washington
-
West
Chicago
Cleveland
Detroit
Kansas City
MinneapolisSt. Paul
St. Louis
Los
AngelesLong Beach
San
FranciscoOakland
San Jose
100
100
100
100
100
100
100
100
100
100
100
99
99
100
100
100
100
100
100
100
100
100
100
100
100
100
99
1
10
82
99
53
47
32
68
20
80
1
87
13
77
32
68
-
-
-
-
-
12
2
-
3
96
1
17
80
1
87
Method of payment
Workers in establishments
providing paid vacations. . . . . . . . . . . . . . . . . . .
Length-of-time payment. . . . . . . . . . . . . . . . . . .
Percentage paym ent. . . . . . . . . . . . . . . . . . . . . . .
Amount of vacation pay'
After 1 year of service:
1 week . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks...............
3 weeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 2 years of service:
1 week. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks...............
3 weeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
After 3 years of service:
x week. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks...............
3 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 3 and under 4 w eeks...............
After 5 years of service:
1 week. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 w eeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 2 and under 3 w eeks...............
3 weeks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 3 and under 4 w eeks...............
4 weeks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Over 4 and under 5 w eeks...............
See footnotes at end of table.
2
89
(3)
1
99
(3)
1
48
13
39
_
99
-
99
-
24
2
74
-
-
'
"
23
77
(3)
23
77
(3)
(3)
23
47
-
30
-
_
100
-
-
-
-
3
12
100
97
88
-
-
3
:
83
-
17
-
-
75
-
25
-
12
82
-
6
12
_
88
10
1
14
83
2
-
87
10
2
1
98
2
40
10
48
31
1
1
99
1
57
1
42
-
_
69
“
3
11
74
12
Table 12. Paid vacations: Continued— Office clerical employees
(Percent of office clerical employees in computer and data processing services establishments with formal provisions for paid vacations after selected periods of service, 18 selected
areas, March 1978)
North Central
Vacation policy
Amount of vacation pay:
—Continued
After 5 years of service:
5 weeks and over.................................................
After 10 years of service:
1 week
...................................................
2 weeks.............................................................
Over 2 and under 3 weeks......................................
3 weeks .............................................................
Over 3 and under 4 weeks......................................
4 weeks .............................................................
Over 4 and under 5 weeks......................................
5 weeks and over.................................................
After 15 years of service:
1 week ...............................................................
2 weeks ........................................................
Over 2 and under 3 weeks......................................
3 weeks ............................................................
Over 3 and under 4 weeks......................................
4 weeks .............................................................
Over 4 and under 5 weeks......................................
5 weeks .............................................................
After 20 years of service:2
1 week ...............................................................
2 weeks.............................................................
Over 2 and under 3 weeks......................................
3 weeks .............................................................
Over 3 and under 4 weeks......................................
4 weeks.............................................................
Over 4 and under 5 weeks......................................
5 weeks.............................................................
6 weeks .............................................................
West
Detroit
Kansas City
MinneapolisSt. Paul
St. Louis
Los
AngelesLong Beach
-
-
-
-
-
-
23
30
47
(3)
-
16
76
8
-
_
_
_
17
82
(3)
1
-
9
33
57
"
-
4
96
-
49
23
27
-
14
84
2
1
-
21
2
64
-
17
9
23
30
16
4
49
14
_
13
69
15
27
64
47
60
62
16
71
-
-
-
-
-
(3)
24
34
34
14
1
13
2
72
-
-
-
-
-
-
-
-
-
-
-
17
60
16
7
“
9
27
64
-
23
30
43
4
“
16
40
44
“
4
39
57
-
49
8
42
-
14
67
18
1
-
Chicago
Cleveland
_
San
FranciscoOakland
San Jose
-
_
13
3
1
82
_
_
13
_
13
2
72
-
_
6
8
_
3
1
72
16
8
_
3
1
71
18
8
-
1 Vacation payments, such as percent of annual earnings, were converted to an equivalent time basis. Periods of service were chosen arbitrarily and do not necessarily reflect
individual establishment provisions for progression. For example, changes indicated at 10 years may include changes that occurred between 5 and 10 years.
2 Vacation provisions were virtually the same after longer periods of service.
3 Less than 0.5 percent.
NOTE: Because of rounding, sums of individual items may not equal totals.
Table 13. Health, insurance, and retirement plans: Professional and technical employees
(Percent of professional/technical employees in computer and data processing services establishments with specified health, insurance, and retirement plans,1 18 selected areas, March
1978)
Northeast
Type of plan
Ail workers............................
CO
Workers in establishments providing:
Life insurance.........................
Noncontributory plans.............
Accidental death and
dismemberment insurance.........
Noncontributory plans.............
Sickness and accident insurance
or sick leave or both2 ..............
Sickness and accident insurance
Noncontributory plans...........
Sick leave (full pay,
no waiting period) ................
Sick leave (partial pay
or waiting period)................
Long-term disability insurance.....
Noncontributory plans............
Hospitalization insurance............
Noncontributory plans............
Surgical insurance ....................
Noncontributory plans............
Medical insurance....................
Noncontributory plans.............
Major medical insurance............
Noncontributorv plans............
Retirement plans5.....................
Pensions..............................
Noncontributory plans...........
Severance pay ......................
No plans................................
South
Boston
NassauSuffolk
Newark
NewYork
Philadelphia
100
100
100
100
96
79
97
84
95
84
83
66
97
84
89
22
li
Atlanta
DallasFort Worth
Houston
Washington
100
100
100
100
100
100
81
99
93
99
95
100
39
100
62
97
95
80
69
87
72
94
91
78
76
96
30
82
45
84
82
93
1
100
31
31
89
53
49
100
72
33
80
3
3
95
9
4
91
34
13
83
27
14
85
93
100
85
94
77
95
91
83
78
45
ICO
61
100
61
100
61
100
61
34
34
30
75
62
90
77
90
77
97
84
97
84
64
64
64
62
55
98
82
98
82
98
82
100
85
45
44
44
15
1
75
35
100
85
100
85
100
85
98
82
55
55
14
8
68
63
99
86
99
86
99
86
99
86
51
51
51
80
27
100
34
100
34
100
34
100
34
77
77
64
-
-
-
50
39
100
80
100
80
100
80
100
80
56
56
56
“
75
55
98
86
98
86
98
86
98
86
33
33
22
3
45
45
100
86
100
86
100
86
95
81
51
51
51
3
1
North Central
All workers. . . . . . . . . . . . . . . . . . . . . . . . . .
Workers in establishments providing:
Life insurance. . . . . . . . . . . . . . . . . . . . . . .
Noncontributory p la n s ...........
Accidental death and
dismemberment insurance. . . . . . . .
Noncontributory p la n s...........
Sickness and accident insurance
or sick leave or both2 . . . . . . . . . . . . .
Sickness and accident insurance
Noncontributory plans. . . . . . . . . .
Sick leave (full pay,
no waiting period) . . . . . . . . . . . . . .
See footnotes at end of table.
West
Chicago
Cleveland
Detroit
Kansas City
Minneapolis-
St. Louis
Los
AngelesLong Beach
San
FranciscoOakland
San Jose
100
100
100
100
100
100
100
100
100
89
59
86
69
73
52
98
70
100
90
94
83
100
100
100
76
99
94
35
29
76
59
73
52
96
69
84
74
94
83
70
49
69
60
89
89
69
38
16
90
27
17
87
37
37
100
78
69
85
15
15
83
36
36
81
30
11
94
6
6
90
56
55
9
77
87
91
85
58
81
94
90
Table 13. Continued ^Health, insurance, and retirement plans: Professional and technical employees
(Percent of professional/technical employees in computer and data processing services establishments with specified health, insurance, and retirement plans,1 18 selected areas, March
North Central
Type of plan
Workers in establishments providing:
Sick leave (partial pay
or waiting p e rio d ). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Long-term disability insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Noncontributory p la n s. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Hospitalization insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Noncontributory plans. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Surgical insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Noncontributory p la n s. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Medical insurance.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
. Noncontributory plans. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Major medical insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
ffoncontributorv p la n s. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Retirement plans^.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Pensions.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Noncontributory plans. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Severance pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
No plans
.................................................
Chicago
40
57
54
97
52
97
52
97
52
97
52
45
45
40
_
Cleveland
39
22
100
71
100
77
100
77
100
77
30
30
30
1
Detroit
64
58
100
90
100
90
100
90
100
90
51
51 •
51
1
West
Kansas City
9
73
69
100
91
100
91
100
91
100
91
56
56
56
MinneapolisSt. Paul
St. Louis
Los
AngelesLong Beach
79
79
100
84
100
84
100
84
100
84
51
51
51
25
64
64
94
83
94
83
94
83
94
83
51
51
40
70
48
100
98
100
98
100
98
100
98
48
48
17
San
FranciscoOakland
71
■ 61
100
43
100
43
100
43
100
43
18
18
15
San Jose
56
55
100
89
100
89
100
89
100
89
33
33
1
6
1 Includes those plans for which the employer pays at least part of the cost and excludes legally required plans such as workers’ compensation and social security; however, plans
required by State temporary disability laws are included if the employer contributes more than is legally required or the employees receive benefits in excess of legal requirements.
‘‘Noncontributory plans" include only those plans financed entirely by the employer.
1 Unduplicated total of workers receiving sickness and accident insurance and sick leave shown separately.
3 Unduplicated total of workers covered by pension plans and severance pay shown separately.
Table 14. Health, insurance, and retirement plans: Office clerical employees
(Percent of office clerical employees in computer and data processing services establishments with specified health, insurance, and retirement plans,1 18 selected areas, March 1978)
Northeast
Type of plan
orkers in establishments providing:
Life insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Accidental death and
dismemherment insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Sickness and accident insurance
Sick leave (full pay,
South
Atlanta
DallasFort Worth
Houston
Washington
100
100
100
100
100
90
58
63
53
82
50
100
50
93
52
95
85
74
62
82
58
52
46
66
40
95
43
71
30
93
84
88
8
8
96
26
26
93
22
21
61
34
17
94
2
2
90
9
5
87
25
5
87
30
16
88
96
91
52
92
90
87
84
10
36
23
97
52
97
52
97
52
89
44
34
34
25
2
43
36
82
38
82
38
82
38
82
38
17
17
17
-
83
38
100
33
100
33
100
33
100
33
71
71
62
38
30
100
79
100
79
100
79
100
79
37
37
37
-
_
_
_
42
35
98
68
98
68
98
68
93
64
20
20
12
1
Boston
NassauSuffolk
Newark
New York
Philadelphia
100
100
100
100
92
79
79
77
89
77
87
74
79
77
93
21
11
92
Sick leave~(partial pay
Hnspitali7ation insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Medical insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Majnr medical insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Retirement plans*. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Pensions
..............................................
66
42
100
56
100
56
100
56
100
56
40
40
35
33
31
88
73
88
73
79
77
79
77
54
54
54
_
8
32
25
82
58
82
58
82
58
90
67
22
18
18
8
7
16
16
99
74
99
74
99
74
89
65
42
42
42
12
1
North Central
Workers in establishments providing:
Life insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Accidental death and
dismemberment insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Sickness and accident insurance
Sickness and accident insurance. . . . . . . . . . . . . . . . . . . . . . . . . .
Sick leave (full pay,
See footnotes at end of table.
_
West
Chicago
Cleveland
Detroit
Kansas City
MinneapolisSt. Paul
St. Louis
Los
AngelesLong Beach
San
FranciscoOakland
San Jose
100
100
100
100
100
100
100
100
100
72
38
88
79
76
45
95
51
100
100
100
88
96
79
75
72
96
95
39
26
83
75
76
44
91
47
73
73
98
86
82
57
43
33
69
69
58
25
64
4
4
100
48
40
85
37
37
95
70
60
84
14
6
85
4
95
68
57
_
95
35
33
27
81
64
91
61
65
84
85
95
Table 14. Continued— Health, insurance, and retirement plans: Office clerical employees
(Percent of office clerical employees in computer and data processing services establishments with specified health, insurance, and retirement plans,1 18 selected areas, March 1978)
North Central
Type of plan
Workers in establishments providing:
Sick leave (partial pay
nr waiting period) ............................................
1ong-term disability insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Nnncnntrihutnry plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Hospitalization insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Noncontributory p la n s. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Surgical insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Noncontributory p la n s. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Medical insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Noncontributory p la n s. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Major medical insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Noncontributory p la n s. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Retirement plans'. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Pensions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Noncontributory plans. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Severance pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
No p la n s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Chicago
27
46
27
73
49
73
49
73
49
73
49
35
35
33
8
Cleveland
Detroit
68
44
99
38
99
38
99
38
99
38
76
66
66
10
1
31
17
100
64
100
64
100
64
84
48
34
34
34
12
West
Kansas City
MinneapolisSt. Paul
St. Louis
Los
AngelesLong Beach
San
FranciscoOakland
San Jose
9
59
40
100
91
100
91
100
91
100
91
52
52
52
58
58
100
77
100
77
100
77
100
77
61
61
61
19
53
42
100
52
100
52
100
52
100
52
52
52
50
75
56
100
78
100
78
100
78
100
78
45
45
32
62
31
86
26
86
26
86
26
86
26
22
22
20
35
33
100
71
100
71
100
71
100
71
14
14
3
(<)
14
_
1 Includes those plans for which the employer pays at least part of the cost and excludes legally required plans such as workers' compensation and social security; however, plans
required by State temporary disability laws are included if the employer contributes more than is legally required or the employees receive benefits in excess of legal requirements.
“ Noncontributory plans" include only those plans financed entirely by the employer.
2 Unduplicated total of workers receiving sickness and accident insurance and sick leave shown separately.
3 Unduplicated total of workers covered by pension plans and severance pay shown separately.
4 Less than 0.5 percent.
Table 15. Other selected benefits: Professional and technical employees
(Percent of professional/technical employees in computer and data processing services establishments with formal provisions for selected benefits,1 18 selected areas, March 1978)
Northeast
Item
Workers in establishments
with provisions for:
co
Jury-duty leave
..............................................
Technological severance pay......................................
Cost of living adjustments:........................................
Boston
NassauSuffolk
Newark
NewYork
Philadelphia
Atlanta
DallasFort Worth
Houston
Washington
100
100
100
100
100
100
100
100
100
86
83
81
81
-
43
78
8
56
92
16
47
28
5
-
-
92
91
16
83
88
-
47
84
12
16
16
_
_
68
84
28
9
3
3
00
South
_
_
_
_
_
_
-
_
North Central
Workers in establishments
with provisions for:
Funeral leave .........................................................
jury-duty leave
................................................
Technological severance pay.......................................
Cost of living adjustments:........................................
Based on SLS consumer price index...........................
Based on other measure ........................................
_
_
9
West
Chicago
Cleveland
Detroit
Kansas City
MinneapolisSt. Paul
St. Louis
Los
AngelesLong Beach
100
100
100
100
100
100
100
100
100
40
62
29
71
90
15
48
90
31
89
89
2
73
99
1
50
50
25
61
39
-
-
-
-
-
_
_
62
69
23
_
_
_
_
62
88
2
7
7
_
_
_
1 For definition of items, see appendix A.
NOTE: Because of rounding, sums of individual items may not equal totals.
_
San
FranciscoOakland
San Jose
_
Table 16. Other selected benefits: Office clerical employees
(Percent of office clerical employees in computer and data processing services establishments with formal provisions for selected benefits,' 18 selected areas, March 1978)
Northeast
Item
All w orkers ......................................................................................................
Workers in establishments
with provisions for:
Funeral leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Jury-duty leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Technological severance p a y. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Cost of living adjustments. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Based on BLS consumer price index. . . . . . . . . . . . . . . . . . . . . . . .
Based on other m easure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
South
Boston
NassauSuffolk
Newark
New York
Philadelphia
Atlanta
DallasFort Worth
Houston
Washington
100
100
100
100
100
100
100
100
100
72
63
68
73
1
53
50
4
40
54
23
46
44
7
12
12
89
88
23
-
_
41
55
16
6
6
65
88
-
62
64
28
12
”
”
“
"
“
_
:
19
19
-
-
~
North Central
All w orkers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Workers in establishments
with provisions for:
Funeral leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Jury-duty leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Technological severance p a y. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Cost of living adjustments. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Based on BLS consumer price index. . . . . . . . . . . . . . . . . . . . . . . .
Based on other measure'. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
-
12
West
St. Louis
Los
AngelesLong Beach
San
FranciscoOakland
San Jose
Chicago
Cleveland
Detroit
Kansas City
Minneapolis-
100
100
100
100
100
100
100
100
100
50
46
10
69
89
45
45
46
4
79
79
4
78
88
50
47
18
59
58
55
57
30
~
“
~
~
83
94
6
4
4
-
-
-
-
1 For definition of items, see appendix A.
NOTE: Because of rounding, sums of individual items may not equal totals.
0 1 . rdU l
2
11
11
-
-
-
-
-
-
-
Appendix A. Scope and
Method of Survey
Scope of survey
Professionai/technical and Office clerical
employees
The survey included establishments primarily en
gaged in the following activities, as defined by the 1972
edition of the Standard Industrial Classification Manual
prepared by the U.S. Office of Management and
Budget): 1. Providing services in computer program
ming, systems design and analysis, and other computer
“software” (SIC 7372). 2. Providing data processing
services to others (SIC 7374). Separate auxiliary offices,
i.e., separate establishments which provide manage
ment and administrative services only to establishments
of the same company, were excluded.
Establishments studied were selected from those
employing 8 workers or more at the time of reference
of the data used in compiling the universe lists. Table
A-l shows the number of establishments and workers
estimated to be within the scope of the survey, as well
as the number actually studied by the Bureau.
Professional workers are engaged in work at a level
which requires knowledge equivalent to that acquired
through completion of a four-year college course,
regardless of whether they hold a degree. Technical
workers are engaged in technical work utilizing theo
retical knowledge acquired through study at a techni
cal institute, junior college or other formal post high
school training less extensive than a four-year college
course, or through equivalent on the job training or
experience.
The term “office clerical employees” includes all
nonsupervisory office workers and excludes adminis
trative, executive, professional, and technical employ
ees.
Occupational classification
Occupational classification was based on a uniform
set of job descriptions designed to take account of
interestablishment and interarea variations in duties
within the same job. (See appendix B for these descrip
tions.) The criteria for selection of the occupations
were: The number of workers in the occupation; the
usefulness of the data in collective bargaining; and
appropriate representation of the entire job scale in the
industry. Working supervisors, apprentices, learners,
beginners, trainees, and handicapped, part-time, tempo
rary, and probationary workers were not reported in
the data for selected occupations.
Method of study
Data were obtained by personal visits of the Bureau’s
field staff to a representative sample of establishments
within the scope of the survey. To obtain appropriate
accuracy at minimum cost, a greater proportion of
large than of small establishments was studied. All
estimates are presented, therefore, as relating to all
establishments in the industry, excluding only those
below the minimum size at the time of reference of the
universe data.
Wage data
Establishment definition
Information on wages relates to straight-time weekly
earnings, excluding premium pay for overtime and for
work on weekends, holidays, and late shifts. Average
weekly earnings relate to salaries that are paid for
standard work schedules and are rounded to the nearest
half dollar. Incentive payments, such as those resulting
from piecework or production bonus systems, and costof-living bonuses were included as part of the workers’
regular pay. Nonproduction bonus payments, such as
Christmas or yearend bonuses, were excluded.
Average (mean) weekly rates or earnings for each
occupation or category of workers were calculated by
weighting each rate by the number of workers receiv-
An establishment is defined for this study as a single
physical location which provides computer or data
processing services to others on a fee or contract basis.
An establishment is not necessarily identical with a
company, which may consist of one establishment or
more.
Employment
Estimates of the number of workers within the scope
of the study are intended as a general guide to the size
and composition of the industry’s labor force, rather
than as precise measures of employment.
40
mg the rate, totaling, and dividing by the number of
individuals.
The median designates position; that is, one-half of
the employees surveyed received more than this rate
and one-hall received less. The middle range is defined
by two rates ot pay such that one-fourth of the
employees earned less than the lower of these rates and
one-fourth earned more than the higher rate.
Method of wage payment
Tabulations by method of wage payment relate to
the number of workers paid under the various time and
incentive wage systems. Formal rate structures for
time-rated workers provide single rates or a range of
rates for individual job categories. In the absence of a
formal rate structure, pay rates are determined primari
ly by the qualifications of the individual worker A
single rate structure is one in which the same rate is
paid to all experienced workers in the same job
classification. Learners, apprentices, or probationary
workers may be paid according to rate schedules which
start below the single rate and permit the workers to
achieve the full job rate over a period of time. An
experienced worker occasionally may be paid above or
below the single rate for special reasons, but such
payments are exceptions. Range-of-rate plans are ihose
in which the minimum, maximum, or both of these rates
paid experienced workers for the same job are speci-
Minimum entrance rates
Tabulations relate to formally established policies for
minimum hourly hiring rates for inexperienced typists
The data represent only the computer facilities includ
ed in the Bureau’s sample. For purposes of this study,
inexperienced typists are defined as those who, at the
time of hire, either lack any previous experience, or
lack experience that may be transferable to the job for
which they are employed.
Table A-1. Number of establishments and workers within scope of survey and number studied,
computer and data processing services industries, March 1978
—
Workers in establishments
Number ol establishments2
Within scope of study
Region and area1
Within scope of
study
Actually studied
Total, 18 areas.............................................................. .......
1,173
336
Northeast
Boston ..................................................................................
N3Ssau-$uffolk ...................... ...................................................
Newark...................................................................
Newfork....................... ..........................................................
Philadelphia..............................................................................
79
46
50
168
67
Sooth
Atlanta ................................................................ ............................ .
Dallas Fort Worth...................................................................................
Houston................................................... ......................................
Washington .............................................................. .......................
North Central
Chicago....................................................................................
Cleveland............................................................................. ...............
Detroit. ........................................................................................ .. .
Kansas City..............................................................................
Minneapolis-St. Paul........ ...........................................................
St. Louis..................................................................................
Professional/
technical
employees
Office
clerical
employees
Actually studied
59,367
21,708
19,341
30,879
22
15
17
32
28
4,103
3,425
1,794
4.952
4,931
1.8S0
549
437
1,377
1.65C
809
1,224
609
1,725
1,404
1,885
2,500
874
1565
2,792
30
83
71
114
15
22
17
30
1,440
5,921
3,035
9,939
441
3,699
1,438
4,133
533
1,320
971
1,989
1,157
2,690
1,748
5.195
78
27
31
23
39
18
12
14
9
17
12
2743
1,170
1,538
1.114
1,666
1,236
792
363
389
464
535
168
1,146
385
811
412
659
805
1,266
725
1,073
766
1,261
700
29
14
13
6.594
2,480
2,181
1.63C
2.821
1.035
582
2,764
335
883
Total2
_ _J
West
Los Angeies-Long Beach...............................................................
San Francisco-Oakiand.......... . ........ ...................... .............................
San Jo s e ........... ......... ........... ............................ .................................
23
149
57
38
806
347
_________ -
1
The Standard Metropolitan Statistical Areas included In the DuPage, Kane, Lake, M cHenry, and WHS Counties; Cleveland—
Cuyahoga, Geauga, Lake, and Medina Counties; Detroit— Lapeer,
study are defined as follows* N O R T H E A S T ! Boston— Suffolk
Livingston, Macomb, Oakland, St. Clair, end Wayne Counties;
County, 16 communities in Essex County, 34 in Middlesex County,
Kansas City -Cass, Clay, Jackson, Platte, and Ray Counties, Mo.;
26 !n Norfolk County, and 32 In Plymouth County; Massau-Sufand Johnson and Wyandotte Counties, Karts.; Mlnneapolls-St.
folk— Nassau and Suffolk Counties, Newark— Essex, Hudson, Morris,
Paul—
Anoka, Carver, Chisago, Dakota, Hennepin, Ramsey, Scott,
and Union Counties; New York— Bronx, Kings, New Y o rk , Putnam,
Washington, and Wright Counties, Minn.; and St. Croix County,
Queens, Richmond, and Westchester Counties, N .Y .; and Bergen
Wise.; St. Louis— the city of St, Louis, Franklin, Jefferson, St.
County, N .J.; Philadelphia— Bucks, Chester, Delaware, Montgomery,
Charles, and St. Louis Counties, Mo.; and Clinton, Madison. Mon
and Philadelphia Counties. Pa.; and Burlington, Camden, and
roe, and St, Clair Counties, S S L ; W E S T: los Angeles-Long Beach—
Gloucester Counties, N J . j S O U T H ; Atlanta-Butts, Cherokee,
Los Angeles County; San Francisco-Oakland- Alameda. Contra
Clayton, Cobb, OeKalb, Dougias, Fayette, Forsyth, Fulton, G w in
Costa, Marin, San Francisco, and San Mateo Counties; Son Jose—
nett, Henry, Newton, Paulding, Rockdale, and Walton Counties;
San Jose County.
Dailas-Fort Worth -Collin, Dallas, Denton, Ellis, Hood, Johnson,
2 includes only those establishments with 2 workers or more
Kaufman, Parker, Rockwall, Tarrant, and Wise Counties; Houston—
at the time of reference of the universe data.
Brazoria. Fort Bend, Harris, Liberty, Montgomery, and Waller
3 Includes executive, administrative, part-time, and other
Counties.- Washington— the District of Columbia; Charles, Mont
workers In addition to the professlonal/technlca! and office
gomery, and Prince Georges Counties, M d.; and Alexandria, Fairfax,
clerical categories m own separately.
and Falls Church Cities-, and Arlington, Fairfax, Loudoun, and
Prince William Counties, Va.; N O R T H C E N T R A L ! Chicago-C ook,
41
fied. Rates of individual workers within the range may
be determined by merit, length of service, or a combi
nation of these. Incentive workers are classified under
piecework or bonus plans. Piecework is work for
which a predetermined rate is paid for each unit of
output. Production bonuses are for production over a
quota or for completion of a task in less than standard
time.
or monthly basis during illness or accident disability.
Information is presented for all such plans to which the
employer contributes at least a part of the cost.
However, in New York and New Jersey, where
temporary disability insurance laws require employer
contributions,1 plans are included only if the employer
( 1) contributes more than is legally required, or (2)
provides the employees with benefits which exceed the
requirements of the law.
Tabulations of paid sick leave plans are limited to
formal plans which provide full pay or a proportion of
the worker’s pay during absence from work because of
illness; informal arrangements have been omitted. Sepa
rate tabulations are provided for ( 1) plans which
provide full pay and no waiting period, and (2) plans
providing either partial pay or a waiting period.
Long-term disability insurance plans provide pay
ments to totally disabled employees upon the expiration
of sick leave, sickness and accident insurance, or both,
or after a specified period of disability (typically 6
months). Payments are made until the end of disability,
a maximum age, or eligibility for retirement benefits.
Payments may be full or partial, but are almost always
reduced by social security, workers’ compensation, and
private pension benefits payable to the disabled em
ployee.
Medical insurance refers to plans providing for
complete or partial payment of doctors’ fees. Such
plans may be underwritten by a commercial insurance
company or a nonprofit organization, or they may be a
form of self-insurance.
Major medical insurance, sometimes referred to as
extended medical or catastrophe insurance, includes
plans designed to cover employees for sickness or
injury involving an expense which exceeds the normal
coverage of hospitalization, medical, and surgical plans.
Tabulations of retirement pensions are limited to
plans which provide regular payments for the remain
der of the retiree’s life. Data are presented separately
for retirement severance pay (one payment or several
over a specified period of time) made to employees on
retirement. Establishments providing both retirement
severance payments and retirement pensions to em
ployees were considered as having both retirement
pensions and retirement severance plans; however,
establishments having optional plans providing employ
ees a choice of either letirerncnt severance payments or
pensions were considered as having only retirement
pension benefits.
Scheduled weekly hours
Data on weekly hours refer to the predominant work
schedule for full-time professional/technical workers
(or office workers) employed on the day shift.
Establishment practices and supplementary wage
provisions
Supplementary benefits in an establishment were
considered applicable to all professional/technical work
ers (office workers) if they applied to half or more of
such workers in the establishment. Similarly, if fewer
than half of the workers were covered, the benefit was
considered nonexistent in the establishment. Because of
length-of-service and other eligibility requirements, the
proportion of workers receiving the benefits may be
smaller than estimated.
Paid holidays. Paid holiday provisions relate to full-day
and half-day holidays provided annually.
Paid vacations. The summaries of vacation plans are
limited to formal arrangements and exclude informal
plans whereby time off with pay is granted at the
discretion of the employer or supervisor. Payments not
on a time basis were converted; for example, a payment
of 2 percent of annual earnings was considered the
equivalent of 1 week’s pay. The periods of service for
which data are presented represent the most common
practices, but they do not necessarily reflect individual
establishment provisions for progression. For example,
changes in proportions indicated at 10 years of service
may include changes which occurred between 5 and 10
years.
Health, insurance, and retirement plans. Data are presen
ted for health, insurance, pension, and retirement
severance plans for which the employer pays all or a
part of the cost, excluding programs required by law
such as workers’ compensation and social security.
Among plans included are those underwritten by a
commercial insurance company and those paid directly
by the employer from his current operating funds or
from a fund set aside for this purpose.
Death benefits are included as a form of life insur
ance. Sickness and accident insurance is limited to that
type of insurance under which predetermined cash
payments are made directly to the insured on a weekly
Paid funeral and jury-duty leave. Data for paid funeral
and jury-duty leave relate to formal plans which
provide at least partial payment for time lost as a result
1 The temporary disability laws in California and Rhode Island do
not require employer contributions.
42
of attending funerals of specified family members or
serving as a juror.
Technological severance pay. Data relate to formal plans
providing for payments to employees permanently
separated from the company because of a technological
change or plant closing.
Cost of living adjustments. Data relate to formal plans
providing for adjustment in wages in keeping with
changes in the BLS consumer price index or some
other measure.
43
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 occu
pations workers who are employed under a variety of
payroll titles and different work arrangements from
establishment to establishment and from area to area.
This permits the grouping of occupational wage rates
representing comparable job content. Because of this
emphasis on interestablishment and interarea com
parability 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 were instructed to exclude working
supervisors, apprentices, learners, beginners, trainees,
and handicapped, temporary, part-time, and probationary
workers.
Professional and technical occupations
C om puter data librarian
Maintains library of media (tapes, disks, cards, casset
tes) 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.
C om puter 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 multi-processing
(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.
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, and lead operators
providing technical assistance to lower level operators. It
excludes workers who monitor and operate remote
terminals.
For wage study purposes, computer operators are
classified as follows:
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:
• 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).
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 conditions, 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.
44
Class C. Work assignments are limited to established
production runs (i.e., programs which present few
operating problems). Assignments may consist primarily
of on-the-job training (sometimes augmented by
classroom instruction). When learning to run programs,
the superv isor 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 inde
pendently 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.
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.
C om puter program m er (business)
Class B. Works independently or under only general
direction on relatively simple programs, or on simple
segments of complex programs. Programs (or segments)
usually process information to produce data in two or
three varied sequences or formats. Reports and listings
are produced by refining, adapting, arraying, or making
minor additions to or deletions from input data which are
readily available. While numerous records may be
processed, the data have been refined in prior actions so
that the accuracy and sequencing of data can be tested by
using a few routine checks. Typically, the program deals
with routine record-keeping type operations.
OR
Works on complex programs (as described for Class A)
under close direction of a higher level programmer or
supervisor. May assist higher level programmer by
independently performing less difficult tasks assigned, and
performing more difficult tasks under fairly close
direction.
May guide or instruct lower level programmers.
Converts statements of business problems, typically pre
pared by a systems analyst, into a sequence of detailed
instructions which are required to solve the problems by
automatic data processing equipment. Working from
charts or diagrams, the programmer develops the precise
instructions which, when entered into the computer
system in coded language, cause the manipulation of data
to achieve desired results. Work involves most o f the
following: Applies knowledge of computer capabilities,
mathematics, logic employed by computers, and
particular subject matter involved to analyze charts and
diagrams of the problem to be programmed; develops
sequence of program steps; writes detailed flow charts to
show order in which data 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 de
velopment 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.
45
Class C. Makes practical applications of programming
practices and concepts usually learned in formal train
ing courses. Assignments are designed to develop com
petence in the application of standard procedures to
routine problems. Receives close supervision of new
aspects of assignments, and work is reviewed to verify its
accuracy and conformance with required procedures.
Com puter system s analyst (business)
Analyzes business problems to formulate procedures
for solving them by use of electronic data processing
equipment. Develops a complete description of all
specifications needed to enable programmers to prepare
required digital computer programs. Work involves most
of the following: Analyzes subject-matter operations to be
automated and identifies conditions and criteria required
to achieve satisfactory results; specifies number and types
of records, files and documents to be used; outlines actions
to be performed by personnel and computers in sufficient
detail for presentation to management and for pro
gramming (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:
accuracy ofjudgment, compliance with instruction, and to
insure proper alignment with the overall system.
Class C. Works under immediate supervision, carrying
out analysis 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.
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 application 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, telephone, 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
assemblers 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 A. Applies advanced technical knowledge to solve
unusually complex problems (i.e., those that typically
cannot be solved solely by reference to manufacturers’
manuals or similar documents) in working on electronic
equipment. Examples of such problems include location
and density of circuitry, electro-magnetic radiation,
isolating malfunctions, and frequent engineering changes.
Work involves: A detailed understanding of the
interrelationship of circuits; exercising independent
judgment in performing such tasks as making circuit
analyses, calculating wave forms, tracing relationships in
signal flow; and regularly using complex test instruments
(e.g., dual trace oscilloscopes, Q-meters, deviation
meters, pulse generators).
Work may be reviewed by supervisor (frequently an
engineer or designer) for general compliance with
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 followup actions are
initiated by the computer.) Confers with persons
concerned to determine the data processing problems and
advises subject-matter personnel on the implications of
new or revised systems of data processing operations.
Makes recommendations, if needed, for approval of major
system installation or changes and for obtaining
equipment
May provide functional direction to lower level systems
analysts who are assigned to assist.
Class B. Works independently or under only general
direction on problems that are relatively uncomplicated to
analyze, plan, program, and operate. Problems are of
limited complexity because sources of input data are
homogeneous and the output data are closely related.
(For example, develops systems for maintaining depositor
accounts in a bank, maintaining accounts receivable in a
retail establishment, or maintaining inventory accounts in
a manufacturing or wholesale establishment.) Confers
with persons concerned to determine the data processing
problems and advises subject-matter 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
46
• 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 decollates, bursters, separators, or similar
equipment.
accepted practices. May provide technical guidance to
lower level technicians.
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.
Receives technical guidance, as required, from super
visor 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 super
visor or higher level technician. Work is typically spot
checked, but is given detailed review when new or
advanced assignments are involved.
Office Ciericai Occupations
Accounting clerk
Performs one or more accounting clerical tasks such as
posting to registers and ledgers; reconciling bank
accounts; verifying the internal consistency, com
pleteness, 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 iden
tification of items and locations of postings are clearly
indicated; checking accuracy and completeness of
standardized and repetitive records or accounting
documents; coding documents using a few prescribed
accounting codes.
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 periph
eral equipment operator:
• 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.
47
File clerk
Files, classifies, and retrieves material in an established
filing system. May perform clerical and manual tasks
required to maintain files.
Positions are classified into levels on the basis of the
following definitions:
Class A. Classifies and indexes file material such as
correspondence, reports, technical documents, etc., in an
established filing system containing a number of varied
subject matter files. May also file this material. May keep
records of various types in conjunction with the files. May
lead a small group of lower level file clerks.
Class B. Sorts, codes and files unclassified material by
simple (subject matter) headings or partly classified
materials by finer subheadings. Prepares simple related
index and cross-reference aids. As requested, locates
clearly identified material in files and forwards materials.
May perform related clerical tasks required to maintain
and service files.
Class C. Performs routine filing of material that has
already been classified or which is easily classified in a
simple serial classification system (e.g., alphabetical,
chronological, or numerical). As requested, locates
readily available material in files and forwards materials;
may fill out withdrawal charge. May perform simple
clerical and manual tasks required to maintain and service
files.
Key entry operator
Operates keyboard controlled data entry device such as
keypunch machine or key operated magnetic tape or disk
encoder to transcribe data into a form suitable for
computer processing. Work requires skill in operating an
alpha-numeric 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.
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.
M essenger
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.
Payroll clerk
Performs the clerical tasks necessary to process pay
rolls 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 knowledge of governmental regulations,
company payroll policy, or the computer system for
processing payrolls.
Secretary
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 understanding of the organization,
programs, and procedures related to the work of the
supervisor.
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 ofpro
fessional, technical, or managerial persons;
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.
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
48
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
e. Secretary to the head of a large and imporant
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.
LS—4. a. 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
b. 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
c. 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 corporate-wide policy-making role with regard
to major company activities. The title “vice president,”
though normally indicative of this role, does not in all
cases identify such positions. Vice presidents whose
primary responsibility is to act personally on individual
cases or transactions (e.g., approve or deny individual
loan or credit action; administer individual trust accounts;
directly supervise a clerical staff) are not considered to be
“corporate officers” for purposes of applying the
definition.
Classification by Level
Secretary jobs which meet the above characteristics are
matched at one of five levels according to (a) the level of
the secretary’s supervisor within the company's
organizational structure and, (b) the level of the
secretary’s responsibility. The chart following the
explanations of these two factors indicates the level of the
secretary for each combination of the factors.
Level o f Secretary's Supervisor (LS)
Secretaries should be matched at one of the four LS levels
described below according to the level of the secretary’s
supervisor within the company organizational structure.
LS-1 a. Secretary to the supervisor or head of a small
organizational unit (e.g., fewer than about 25
or 30 persons); or
J b. professional
Secretary to a nonsupervisory staff specialist,
employee, administrative officer
or assistant, skilled technician or expert.
(NOTE: Many companies assign stenog
raphers, rather than secretaries as described
above, to this level of supervisory or
nonsupervisory worker.)
LS-2. a. Secretary to an executive or managerial
person whose responsibility is not equivalent
to one of the specific level situations in the
definition forLS-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
b. 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.
LS-3. a. Secretary to the chairman of the board or
president of a company that employs, in all,
fewer than 100 persons; or
b. 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
c. Secretary to the head (immediately below the
officer level) over either a major corporate
wide functional activity (e.g., marketing,
research operations, industrial relations, etc.)
or a major geographic or organizational
segment (e.g., a regional headquarters); a
major division of a company that employs, in
all, over 5,000 but fewer than 25,000
employees; or
Level o f Secretary's Responsib/ity ( L R )
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.
Level of Responsibility 1 Level of Responsibility 2
(LR-1)
(LR-2)
Performs varied secretarial Performs duties described
duties including or under LR-1 and, in
comparable to most of the addition performs tasks
following:
requiring greater judgment,
initiative, and knowledge of
office functions including
or comparable to most of
the following:
a. Answers telephones, a. Screens telephone and
personal callers,
greets personal callers,
49
and opens incoming
mail.
determining which can May operate from a stenographic pool. May occasionally
be handled by the
transcribe from voice recordings.
supervisor’s subor
dinates or other
NOTE: This job is distinguished from that of a secretary
offices.
in that a secretary normally works in a confidential
relationship with only one manager or executive and
performs more responsible and discretionary tasks as
b. Answers telephone
b. Answers requests
requests which have
which require a detail described in the secretary job definition.
standard answers.
ed knowledge of office
May reply to re
procedures or collect Stenographer, general
quests by sending a
Dictation involves a normal routine vocabulary. May
ion of information
form letter.
from files or other
maintain files, keep simple records or perform other
offices. May sign
relatively routine clerical tasks.
routine correspond
ence in own or super Stenographer, senior
Dictation involves a varied technical or specialized
visor’s name.
vocabulary such as in legal briefs or reports on scientific
c. Reviews correspond c, Compiles or assists in research. May also set up and maintain files, keep
compiling periodic
ence, memoranda, and
records, etc.
reports prepared by
reports on the basis of
OR
others for the super
general instructions.
visor’s signature to
Performs stenographic duties requiring significantly
ensure procedural and
greater independence and responsibility than stenog
typographical
rapher, general, as evidenced by the following: Work
accuracy.
requires a high degree of stenographic speed and accuracy;
a thorough working knowledge of general business and
d. Maintains supervisor’s d. Schedules tentative
office procedures and of the specific business operations,
calendar and makes
appointments without organization, policies, procedures, files, workflow, etc.
appointments as in
prior clearance.
Uses this knowledge in performing stenographic duties
structed.
Assembles necessary and responsible clerical tasks such as maintaining
background material
followup files; assembling material for reports,
for scheduled meet
memoranda, and letters; composing simple letters from
ings. Makes arrange general instructions; reading and routing incoming mail;
ments for meetings and answering routine questions, etc.
conferences.
e. Types, takes and trans- e. Explains supervisor’s Switchboard operator-receptionist
cribes dictation, and
requirements to
At a single-position telephone switchboard or console,
files.
other employees in
acts both as an operator and as a receptionist. Reception
supervisor’s unit.
ist’s work involves such duties as greeting visitors;
(Also types, takes
determining nature of visitor’s business and providing
dictation, and files.)
appropriate information; referring visitor to appropriate
person in the organization, or contacting that person by
The following chart shows the level of the secretary for each
telephone and arranging an appointment; keeping a log of
LS and LR combination.
visitors.
Level of secretary’s supervisor
Level of secretary's responsibility
LR-1
E
D
C
B
Typist
LR-2
D
C
B
A
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
Stenographer
Primary duty is to take dictation using shorthand, and to keeping simple records, filing records and reports, or
transcribe the dictation. May also type from written copy. sorting and distributing incoming mail.
LS-1 ----------------------------------------L S - 2 ---------------------------------------L S - 3 ---------------------- -----------------L S - 4 -------------------------------------- --
50
Class A. Performs one or more o f the following: Typing
material in final form when it involves combining material
from several sources; or responsibility for correct spelling,
syllabication, punctuation, etc., or 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
51
letters, varying details to suit circumstances.
Class B. Performs one or more o f 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.
Industry Wage Studies
The most recent bulletins providing occupational wage
data for industries included in the Bureau’s program of
industry wage surveys since 1960 are listed below.
Copies are for sale from the Superintendent of
Documents, U.S. Government Printing Office,
Washington, D.C. 20402, or from any of its regional sales
offices, and from the regional offices of the Bureau of
Labor Statistics shown on the inside back cover. Copies
that are out of stock are available for reference purposes at
leading public, college, or university libraries, or at the
Bureau’s Washington or regional offices.
Manufacturing
Southern Sawmills and Planing Mills, 1969. BLS Bul
letin 1694
Structural Clay Products, 1975. BLS Bulletin 1942
Synthetic Fibers, 1976. BLS Bulletin 1975
Textile Dyeing and Finishing, 1976. BLS Bulletin 1967
Textiles, 1975. BLS Bulletin 1945
Wages and Demographic Characteristics in Work Cloth
ing Manufacturing, 1972. BLS Bulletin 1858
West Coast Sawmilling, 1969. BLS Bulletin 1704
Women’s and Misses’ Coats and Suits, 1970. BLS
Bulletin 1728
Women’s and Misses’ Dresses, 1977. BLS Bulletin 2007
Wood Household Furniture, Except Upholstered, 1974.
BLS Bulletin 1930
Basic Iron and Steel, 1972. BLS Bulletin 1839
Candy and Other Confectionery Products, 1975. BLS
Bulletin 1939
Cigar Manufacturing, 1972. BLS Bulletin 1976
Cigarette Manufacturing, 1976. BLS Bulletin 1944
Corrugated and Solid Fiber Boxes, 1976. BLS Bulletin
1921
Fabricated Structural Steel, 1974. BLS Bulletin 1935
Fertilizer Manufacturing, 1971. BLS Bulletin 1763
Flour and Other Grain Mill Products, 1972. BLS Bulletin
1803
Fluid Milk Industry, 1973. BLS Bulletin 1871
Footwear, 1975. BLS Bulletin 1946
Hosiery, 1976. BLS Bulletin 1987
Industrial Chemicals, 1976. BLS Bulletin 1978
Iron and Steel Foundries, 1973. BLS Bulletin 1894
Leather Tanning and Finishing, 1973. BLS Bulletin 1835
Machinery Manufacturing, 1978. BLS Bulletin 2022
Meat Products, 1974. BLS Bulletin 1896
Men’s and Boys’ Separate Trousers, 1974. BLS Bulletin
1906
Men’s and Boy’s Shirts (Except Work Shirts) and Night
wear, 1974. BLS Bulletin 1901
Men’s and Boys’ Suits and Coats, 1976. BLS Bulletin
1962
Miscellaneous Plastics Products, 1974. BLS Bulletin
1914
Motor Vehicles and Parts, 1973-74. BLS Bulletin 1912
Nonferrous Foundries, 1975. BLS Bulletin 1952
Paints and Varnishes, 1976. BLS Bulletin 1973
Paperboard Containers and Boxes, 1970. BLS Bulletin
1719
Petroleum Refining, 1976. BLS Bulletin 1948
Pressed or Blown Glass and Glassware, 1975. BLS
Bulletin 1923
Pulp, Paper and Paperboard Mills, 1977. BLS Bulletin
2008
Semiconductors, 1977. BLS Bulletin 2021
Shipbuilding and Repairing, 1976. BLS Bulletin 1968
Nonmanufacturing
Appliance Repair Shops, 1975. BLS Bulletin 1936
Auto Dealer Repair Shops, 1973. BLS Bulletin 1876
Banking and Life Insurance, 1976. BLS Bulletin 1988
Bituminous Coal Mining, 1976. BLS Bulletin 1999
Communications, 1976. BLS Bulletin 1991
Contract Cleaning Services, 1977. BLS Bulletin 2009
Contract Construction, 1973. BLS Bulletin 1911
Department Stores, 1977. BLS Bulletin 2006
Educational Institutions: Nonteaching Employees 1968—
69. BLS Bulletin 1671
Electric and Gas Utilities, 1972. BLS Bulletin 1834
Hospitals, 1975-76. BLS Bulletin 1949
Hotels and Motels, 1973. BLS Bulletin 1883
Laundry and Cleaning Services, 1968. BLS Bulletin
16451
Metal Mining, 1977. BLS Bulletin 2017
Motion Picture Theatres, 1966. BLS Bulletin 15421
Nursing Homes and Related Facilities, 1976. BLS Bulle
tin 1964
Oil & Gas Extraction, 1977. BLS Bulletin 2014
Scheduled Airlines, 1975. BLS Bulletin 1951
Wages and Tips in Restaurants and Hotels, 1970. BLS
Bulletin 1712
1Bulletin out of stock.
☆
U.S. GOVERNMENT PRINTING OFFICE : 1979 0 -2 8 1 -4 1 2 (97)
Occupational Outlook
Handbook,
1978-79 Edition
The Occupational Outlook Handbook-- published
every two years — is one of the most widely used
resources in the field of vocational guidance.
The 1978-79 edition, now available, covers
several hundred occupations and 35 major industries.
For each major job discussed, the reader can get
authoritative information on:
• What the work is like.
• Job prospects to 1985.
• Personal qualifications, training, and
educational requirements.
o
• Working conditions.
• Earnings.
• Chances for advancement.
• Where to find additional information.
79-41294
M A IN
Bureau of Labor Statistics
Regional Offices
Region I
1603 JFK Federal Building
Government Center
Boston. Mass. 02203
Phone: (617) 223-6761
Region IV
1371 Peachtree Street, NE
Atlanta. Ga 30309
Phone: (404) 881-4418
Region V
Region II
Suite 3400
1515 Broadway
New York, N Y 10036
Phone: (212) 399-5405
Region III
3535 Market Street
P O Box 13309
Philadelphia. Pa 19101
Phone: (215) 596-1154
9th Floor
Federal Office Building
230 S. Dearborn Street
Chicago. Ill 60604
Phone:(312)353-1880
Regions VII and VIII*
911 Walnut Street
Kansas City, Mo 64106
Phone: (816)374-2481
Regions IX and X**
450 Golden Gate Avenue
Box 36017
San Francisco, Calif 94102
Phone: (415)556-4678
Region VI
Second Floor
555 Griffin Square Building
Dallas. Tex 75202
Phone: (214) 749-3516
* Regions VII and VIII are serviced
by Kansas City
"Regions IX and X are serviced
by San Francisco
@FedFRASER