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E a rn in g s and S u p p le m e n ta ry B enefits in H ospitals ST. LOUIS, MISSOURI JU N E 1 9 5 6 Bulletin N o. 1210-1 UNITED STATES DEPARTMENT OF LABOR James P. Mitchell, Secretary In cooperation with BUREAU OF LABOR STATISTICS THE WOMEN’S BUREAU Ewan Clague, Commissioner Alice K. Leopold, Director Earnings and Supplementary Benefits in Hospitals S T . L O U IS , M IS S O U R I JUN E 1956 Bulletin No. 1210-1 UNITED STATES DEPARTMENT O F LABOR James P. Mitchell, Secretary B U R E A U O F LA B O R S TA TIS TIC S Ew a n C lague, Commissioner March 1957 For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington 25, D.C. - Price 2 0 cents Preface Contents Page Sum m ary_______________ This report on a survey of earnings and related benefits of nurses and other employees of hospitals in the St. Louis area is one of a series of similar studies in selected communities undertaken by the U. S. Department of Labor* s Bureau of Labor Statistics and Women* s Bureau during the fiscal years 1956 and 1957. A summary of the results of the St. Louis survey was issued in October 1956; this report, however, provides more detailed information, both on wages and wage practices. Tables: A: Occupational earnings A - l: Professional and technical occupations______________ A - 2: Office occupations ___________________________________ A - 3: Other nonprofessional occupations_________________ B: Establishment practices and supplementary benefits B - l: P e rq u is ite s____________________________________________ B-2: Minimum weekly salaries paid general duty nurses and staff dietitians__________________________________ B-3: Minimum entrance rates for nonprofessional workers (except office clerical) _________________ B-4: Wage structure characteristics_______________________ B-5: Shift differential provisions __________________________ B-6: Scheduled weekly hours ____________________________ B-7: Weekly overtime pay practices _______________________ B-8: Paid vacations _________________________________________ B-9: Paid holidays__________________________________________ B-10: Sick leave, insurance, and pension plans _________ The surveys were designed to meet a variety of governmental and nongovernmental needs by providing areawide information on the level and distribution of earnings and on the nature of supplementary benefits received by hos pital personnel employed in a number of significant occu pations . In the planning of the surveys, the Department of Labor received suggestions and guidance from other govern ment agencies, hospital associations, and organizations rep resenting professional and nonprofessional groups of hospital employees. The surveys were made by field staff representatives of the Bureau of Labor Statistics' Division of Wages and Industrial Relations. Direction of the survey work was under the supervision of Lily Mary David, who also prepared this report, with the assistance of Jack A. Wilson. 1 4 5 5 7 8 8 9 9 10 10 11 12 12 Appendixe s: A: Scope and method of survey __________________________________ B: Job descriptions______________________________________________ iii 13 15 Earnings and Supplementary Benefits in Hospitals in St. Louis, Mo., June 1956 Summary Some hospital employees received certain perquisites or sup plements to their wages. These consisted of a room, meals, or uni form s, or laundry services. The extent to which cash pay of workers in each occupation surveyed, with the exception of the office jobs, was supplemented by these perquisites in St. Louis is shown in table B - l. 1 Thus, at least a fifth of the w orkers in most occupations studied in these hospitals received at least one meal a day in addition to their cash salary. The most common provision was a single meal but some, including a fourth of the women kitchen helpers, received two meals daily. F o r both professional and nonprofessional em ployees, p ro v i sion of meals and rooms was confined almost entirely to nongovern mental hospitals. On the other hand, laundry and uniform provisions, except fo r a few jobs, were la rg ely lim ited to public institutions. More than 18,000 workers w ere employed in hospitals in the St. Louis metropolitan area at the time of this survey. About twothirds of these w orkers were serving in private (nongovernmental) hospitals and the remaining third in public (governmental) hospitals— local, State, or F ederal institutions. Four broad groups of hospital employees were included in the survey— registered professional nurses; workers in certain other p ro fessional and technical positions; office clerica l employees; and various nonprofessional employees engaged in auxiliary nursing, maintenance, custodial, and food preparation activities. The range of earnings within each occupation was usually substantial. Typically, the leve l of earnings was higher in the public than in the privately operated hospitals. In some positions, most of those employees with relatively low cash salaries had their earnings supplemented by the provision of one or m ore m eals. Thus, in private hospitals all of the super visors of nurses earning less than $67.50 received one m eal daily in addition to their cash salaries as did all of the women head nurses earning less than $62.50, the m ajority of those paid $62.50 but under $65, and all of the nursing instructors earning less than $65. Two of the 3 women dietitians earning less than $52.50 a week w ere p ro vided meals and a room and the third received a single meal daily in addition to her cash salary. F o r the most part, however, there was no marked tendency in private hospitals for the low er paid p ro fessional workers to have their cash salaries supplemented by meals or shelter to a greater extent than those receiving higher cash pay. Earnings and P e rq u is ite s.— Salaries of women general duty nurses in hospitals in the St. Louis area averaged $66 a week in June 1956, while head nurses and nursing instructors earned $8 and $8.50 a week m ore, resp ectively. Weekly pay of directors of nursing averaged $113. The variation in pay within these occupations is illu s trated by the fact that the pay of general duty nurses ranged from less than $55 to $100 or more a week, although two-thirds earned $60 but less than $70. In private hospitals, weekly salaries for general duty nurses averaged $64 and directors of nursing $109. 50 (table A - l ) . A verage salaries fo r women X -ra y technicians and medical technologists were on the same general leve l as those of general duty nurses. M ore than half the workers in these jobs, like the m ajority of general duty nurses, earned $60 but less than $70. Women phys ical therapists, m edical record librarians, dietitians, and medical social workers earned about as much or m ore than head nurses, typi cally m ore than $70 a week. A large m ajority of the men nursing aides in nongovernmental hospitals paid less than $37.50 a week had their pay supplemented by one meal a day. Among the women nursing aides all those paid less than $22.50 received 3 meals and a room and about half of those with cash salaries of $22.50 but less than $25 received 1 or, in some cases, 2 meals a day. The switchboard operators earning less than $35 received one meal daily in addition to their cash salary. Women nursing aides— num erically the largest group of hos pital employees studied— averaged $36.50 a week. P ractical nurses— another large group— averaged $44.50 a week (table A -3 ). In hourly equivalents, nursing aides averaged 88 cents and practical nurses, $1.03. Among nonprofessional workers paid on an hourly basis in private hospitals, most of the men kitchen helpers earning less than 80 cents and all the porters earning less than 70 cents received at least one meal in addition to their cash pay, as did the men laundryextractor operators earning under 75 cents an hour and the washers receivin g less than 85 cents. Tw o-thirds of the women kitchen helpers Among the nonprofessional workers studied, the highest paid were maintenance carpenters with average hourly earnings of $2.27 an hour, and the lowest paid w ere women elevator operators, who averaged 66 cents an hour. Earnings of women office clerica l w orkers, presented in table A -2 , ranged from an average of $46 a week for switchboard operators ($43 in private hospitals) to $60.50 a week for technical stenographers ($57 in private hospitals). 1 Half the switchboard operators, 1 in 3 b illers, 1 in 5 stenog raphers, and 1 in 6 transcribing-machine operators received a m eal. ( 1) 2 earning less than 50 cents in private institutions received a meal daily; as did all of the maids earning less than 50 cents an hour and most of those receivin g 50 but less than 55 cents, as w ell as the elevator operators and most of the women laundry finishers paid less than 55 cents. A m ajority of the hospitals studied in St. Louis had provisions whereby employees not furnished meals or room could purchase them through deductions from their salaries. Of the workers covered in the study, housing fa cilities were most commonly made available to the nursing and dietary staff. Alm ost all the hospitals served meals which the employees could buy through payroll deductions, with the m ajority purchasing one meal a day. Where information on deductions was collected, these em ployee expenditures were about $10 a month for one m eal a day. A m ajority of the workers renting rooms in hospital quarters paid about $20 a month fo r a room or from $25 to $35 a month for room and board combined. At one hospital, the minimum monthly charge for a room was $15. A few graduate nurses and dietitians paid $45 a month fo r room and board, and in one hospital the cost to the employee for full maintenance was $75. Entrance Rates and Rate Structure. — Most employees in St. Louis hospitals were employed in institutions having a form al rate structure by which em ployees1 pay was determined according to an established pay scale rather than by individual determination, and generally there was a range of rates rather than a single rate for individual positions. H owever, about 1 out of 11 professional and tech nical workers and about 1 out of 6 nonprofessional workers w ere em ployed where rates of pay w ere determined on an individual basis; all of these w ere in nongovernmental hospitals (table B -4). About 3 out of 4 of the hospitals with a specific minimum salary scale fo r general duty nurses set this as $55 but less than $65 a week. Some of these hospitals supplemented cash salaries by one meal daily. The most commonly established minimum rates for staff dietitians were $60 but less than $70 a week (table B -2 ). Most of the hospitals that increased general duty nurses1 salaries with length of service gave pay increases at intervals of 6 months or a year. In a m ajority of hospitals, m erit increases were granted after the maximum of a rate range had been reached. The period required to reach the maximum of the salary range fo r general duty nurses varied from 1 to 7 years, with the most common time interval 1 or 2 years. The most usual salary increments w ere $5 a month in hos pitals making these increases twice a year and $8 a month in those with annual increm ents. Minimum entrance rates for men nonprofessional workers ranged from less than 55 to below 95 cents in private hospitals and from 70 cents to $1.05 or more in public hospitals. Entrance rates fo r women nonprofessional workers in private hospitals ranged from less than 55 to 70 cents or m ore. In about 9 out of 10 hospitals, entrance rates for these workers were less than 65 cents an hour. In public hospitals, hiring rates for women in sim ilar jobs varied from 65 cents to at least $1.05. A few hospitals, all but one private, supplemented entrance rates fo r nonprofessional workers with 1 or 2 meals a day (table B -3). Extra Pay for Late-Shift Work and Other Types of Duty.— Only about 1 out of 4 hospitals visited in St. Louis reported a form al policy fo r rotating nurses among shifts; such policies w ere even less frequent for nonprofessional em ployees. The frequency of rotation from one shift to another varied but was generally from a week to approximately a month. A ll but 1 of the hospitals in which there was provision for shift rotation provided extra pay fo r evening- or nightshift work and most of the hospitals in which nonprofessional employees changed shifts on a regular basis provided such shift differen tials. In all hospitals as a group, irresp ective of their policies fo r rotation among shifts, about two-thirds of the nurses working on second or third shifts (including about 9 out of 10 in private hospitals) received extra pay for this duty. About 3 out of 5 nonprofessional employees other than office workers who were on evening or night duty in private hospitals received such extra pay. Shift-differential pay was less common in government hospitals. The amount of lateshift pay provided varied from $2.30 a week ($10 a month) to $6.91 a week ($30 a month), with a sm all proportion receiving a 10-percent differential for hours between 6 p. m. and 6 a. m. or pay for longer hours than actually worked on late shifts ( e . g . , 8 hours1 pay for 7V2 hours of work) (table B -5). About one-fourth of the hospitals studied gave extra pay to employees in the d elivery and operating room or in psychiatric or tubercular w a rd s.2 The extra pay for work in the delivery or operating room was generally lim ited to registered nurses. The premiums for registered nurses generally ranged from $10 to $30 a month. In one instance, nonprofessional w orkers employed in the tubercular ward of a psychiatric hospital received extra pay. Hours of Work and Overtim e P a y .— A 40-hour week was the most common schedule in St. Louis hospitals, applying to m ore than four-fifths of the nurses, other professional and technical em ployees, and office w orkers, as w ell as to 3 out of 5 of the nonprofessional em ployees. The next most common schedule, 44 hours, was in effect for 1 out of 5 other nonprofessional w orkers. Sm aller proportions of the office and other nonprofessional em ployees and of the professional workers other than nurses were on a 471/z- or 48-hour week, and a few employees worked few er than 40 hours (table B -6 ). 2 Extra pay fo r these special types of duty is included in the earnings presented h ere, but extra pay for late-sh ift work and o v e r time is excluded. 3 Kitchen or dietary department workers in a number of hos pitals worked a divided shift, generally with 3 to 4 hours between hours on duty, and a few other nonprofessional workers were on divided schedules some days of the week. No extra pay was reported for these divided duty periods. In most hospitals, a number of em ployees, mainly nurses employed in the operating, d elivery, or em ergency room, as w ell as some laboratory workers and X -ra y technicians, were required to be on call beyond their regular schedules, although a few (including spe cialized institutions not likely to require extra personnel for e m e r gencies, and three F ederal Government installations) had no form al on-call provision. F or the most part, extra pay was not provided fo r on-call time as such, but there was provision fo r compensation (either time off or extra pay) if the employee was actually called to work. A ll employees in the hospitals studied in St. Louis received some form of compensation fo r time actually worked beyond their weekly schedules. The most usual provisions for overtim e were either additional pay at straight time or equal time off, with straight-tim e pay being the more common fo r registered professional nurses and fo r nonprofessional w orkers other than those in office clerica l p o si tions. Tim e off and straight-tim e pay w ere of about equal importance for c lerica l and professional and technical employees other than nurses. Some workers received time and a half after 40 hours or a lower premium rate fo r weekly overtim e (table B-7). Vacations and H olidays.— A ll St. Louis hospital employees were eligible for at least 2 w eeks1 paid vacation after a y e a r1s service and about half received m ore than 2 weeks after this amount of service. At least two-thirds were eligible for vacations after 6 months of em ployment. Following 10 y e a rs 1 service, four-fifths of the professional employees and nurses and three-fifths of the nonprofessional workers received 3 or m ore w eeks1 paid vacation (table B -8). A ll employees w ere eligible fo r some paid holidays, most commonly 6 annually. Next most frequent in private hospitals was provision fo r 4 holidays, but some workers in both public and non governmental hospitals got 7 holidays and some government employees received 8 to 11 such holidays a year. Work on holidays was usually compensated fo r by granting employees equal time off. Most of the remaining workers received either extra straight-tim e pay if they worked on a holiday but at least a tenth (all in private hospitals) w ere employed where no form al policy regarding pay fo r holiday work was reported (table B-9). Insurance and Pensions.— Hospitals employing m ore than a fourth of the nurses and nonprofessional w orkers (other than office clerica l) and at least a third of the other professional and office workers were provided life insurance for which the hospital paid at least in part. Accidental death and dismemberment insurance was somewhat less common. By contrast, about 3 out of 4 hospital em ployees were covered by sick leave; in all cases, this leave was pro vided without a waiting period and with full pay. The hospital defrayed at least part of the cost of hospitalization fo r approximately 1 out of 3 workers. About 1 out of 5 employees received surgical benefits and about 1 out of 4 received medical benefits at reduced cost or without charge. These hospital, m edical, and surgical benefits applied only to employees in private hospitals. A ll St. Louis hospital workers w ere covered by some type of retirem ent plan. Of the nongovernmental em ployees, practically all were under the F ederal O ld-Age and Survivors* Insurance program and approximately a fifth were covered by supplemental private r e tir e ment provisions contributed to by their em ployer. Employees in public hospitals were divided between special pension arrangements lim ited to government employees and social security coverage (table B-10). 4 A : O c c u p a t i o n a l E a r n in g s Table A -l: Professional and technical occupations (Average straight-time weekly hours and earnings for selected occupations in St. Louis, Mo., by hospital proprietorship, June 1956) Average Sex, occupation, and hospital proprietorship Number of workers Weekly hours 1/ NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY EARNINGS OF— Weekly earnings Under V 55.00 60.00 6 5 .CO 7 0 .ro 3 75.00 8c.co <& • 85.00 $ 90.00 % m s 65.00 70.00 75.00 80.00 85.00 90.00 95.00 100.CO _ _ _ _ 2 2 2 2 161 22 139 6 4 2 65 2 63 692 128 564 5 5 4 4 65 9 56 350 44 15 15 68 28 40 179 67 306 112 55.CO and 95.00 % 100.00 and over Nursing occupations Women Directors of nursing .................................................... Governmental hospitals .................................. . Nongovernmental hospitals ....................................... Supervisors of nurses ................................................. . Governmental hospitals ............................................ Nongovernmental hospitals ........................................ Head nurses ................................................................... Governmental hospitals ............................................ Nongovernmental hospitals ....................................... General duty nurses ...................................................... Governmental hospitals ............................................ Nongovernmental hospitals ....................................... Nursing instructors ...................................................... Governmental hospitals ......................................... .. Nongovernmental hospitals ....................................... 29 12 17 132 56 76 365 127 238 1,559 395 1,164 144 25 119 40.5 40.0 40.5 41.0 40.0 41.0 40.5 4C.C 41.0 40.0 40.0 14 9 53 30 23 50 13 37 40.5 40.5 40.5 57 9 48 190 51 139 36 42.0 40.0 11 4 0 .0 25 36 28 7 4 0 .0 40.5 40.5 40.5 $ 113.00 118.50 109.50 83.00 85.00 81.00 74.00 81.00 70.50 66.00 71.50 64.00 74.50 86.50 72.00 _ - _ _ . 28 28 32 32 23 _ - 38 20 18 113 43 70 84 71 13 53 1 6 - - 1 6 - _ - - - - 1 2 2 2 16 11 - 7 9 16 9 4 7 4 7 2 2 _ 14 2 7 12 5 4 3 22 3 15 7 2 21 6 47 14 4 10 20 14 6 31 29 2 2 15 10 5 10 9 1 11 4 4 18 11 7 7 7 10 11 10 7 4 3 10 6 4 3 4 4 2 2 4 3 3 _ 10 2 8 4 4 3 3 2 2 - 2/23 10 13 10 5 5 11 11 10 10 2 2 - Other professional a n d technical occupations Men X-ray technicians, chief ............................................................. Nongovernmental hospitals ............. ...................................... X-ray technicians 2 / ........................ ........................................ .. Governmental hospitals ............................................ Nongovernmental hospitals ....................................... Medical technologists Jj .............................................. Governmental hospitals ............................................ Nongovernmental hospitals ....................................... 4 0 .0 41.5 41.0 40.0 41.0 8 6 .0 0 85.50 73.00 73.00 73.50 6 9 . CO 70.00 1 4 _ 2 - - 7 5 6 9 .0 0 4 4 2 40.5 40.0 40.5 a .5 66.50 70.50 65.50 6 1 22 6 1 6 6 .0 0 13 25 22 4 0 .0 40.5 43.0 41.0 71.00 64.00 76.00 83.50 72.50 78.50 77.50 4 0 .0 8 3 .0 0 53 41.5 40.5 75.50 73.50 18 35 4 0 .C 4 1 .0 4 3 2 2 11 _ 5 _ 1 2 1 _ _ _ _ 4 . 1 4 _ _ 5 4 4 - _ _ “ 4 - _ _ _ _ _ _ _ _ - Women X-r 8 y technicians 2 / .................................. ................ Governmental hospitals ............................................ Nongovernmental hospitals .......... ............................ Medical technologists 2 / ...................................... Governmental hospitals ............................................ Nongovernmental hospitals .......................... ............ Medical record librarians ............................ ............... Governmental hospitals ............................................. Nongovernmental hospitals .................................................... Medical social workers ........................................................... Physical therapists 2/ ................................................................. Governmental hospitals ............................ ............................. Nongovernmental hospitals ............................ ....................... .. Dietitians 2 / .................................................................................... Governmental hospitals ........................................................... Nongovernmental hospitals ....................................... 2/ 21 80.50 70.00 _ _ 46 - 1 11 13 24 4 35 _ - 1 - 4 - 4 4 - 2 2 - - 4 1 - 5 7 61 13 48 10 1 9 5 4 - 4 1 1 12 - - 1 12 1 11 11 4 3 2 6 5 2 1 8 8 3 5 5 8 _ _ _ _ _ _ 2 2 _ 2 2 _ _ _ _ • _ 8 - 9 5 6 1 1 1 4 5 8 12 8 6 4 2 6 6 1 1 . 4 5 2 5 2 3 4 3 1 1 6 7 _ _ 4 2 5 _ _ _ _ _ _ 1 _ 1 1 1 1 _ _ _ 1 1 1 _ _ _ _ ” ' l/ from the J/ 2/ Hours reflec t the workweek for which workers receive their regular straight-time salaries and the earnings correspond to these weekly hours. Extra pay for work on evening and night shifts is excluded earnings information, as is the cash value of room, board, or other perquisites provided in addition to cash salaries. Workers were distributed as follows* 3 at $100 to $105; 5 at $105 to $110; at $115 to $120; 1 at $120 to $125; 2 at $130 to $135; 1 at $135 to $140; 2 at $145 to $150; 1 at $155 to $160. Data for this occupation exclude chiefs in hospitals employing more than 1 worker in the occupation. Earnings and Supplementary Benefits in Hospitals, St. Louis, Mo., June 1956 U.S. DEPAnlMENT OF LABOR Bureau of Labor Statistics 8 5 Table A -2 : Office occupations (Average straight-time weekly hours and earnings for women in selected occupations in St. Louis, Mo., by hospital proprietorship, June 1956) N U M B E R OF WORKERS R E CE IVIN G STRAIGH T-TIM E W E E K L Y E AR NING S OF— A verage Occupation and hospital proprietorship B illers, machine ................................................................ ............ Nongovernmental hospitals ......................................... Clerks, payroll ..................................................................................... Governmental hospitals .................. .......................... Nongovernmental hospitals ............. .. .......................... Stenographers, technical .............................................. Governmental hospitals ........................... ............................ Nongovernmental hospitals ...................................................... Switchboard operators ........................................................................ Governmental hospitals .............................................. Nongovernmental hospitals ......................................... Switchboard operator-receptionists ............................... Governmental hospitals .............................................. Nongovernmental hospitals ......................................... Transcribing-machine operators, technical .................... Governmental hospitals ............................................................... Nongovernmental hospitals ......................................... Number of workers 24 24 34 Weekly houm Weekly earnings 4 0 .0 4 9 .0 0 49.00 57.00 61.00 4 1 .0 4 0 .0 4 1 .0 6 28 94 65 29 117 28 4 0 .0 % 37.50 y 40.0 - 4 0 .0 a .5 40.5 4 6 .0 0 8 - 57.00 89 53 4 1 .0 39.5 55.00 43.00 49.00 20 4 0 .0 5 8 .0 0 43.50 55.00 61.50 49.50 33 91 39.5 40.5 a 4 0 .0 50 40.5 8 2 6 8 6 4 - 1 42.50 % 45.00 • 42.50 45.00 47.50 50.00 _ 2 2 1 1 - 5 6 .0 0 4 0 .0 0 f 37.50 and under 40.00 - 6 0 .5 0 6 2 .0 0 40.5 f Under - 8 8 3 3 2 - 8 - 2 8 1 - - 1 22 - 24 4 20 - 3 25 25 52.50 f5.no £7.50 In .on 52.50 55.00 57.50 6 0 .0 0 62.50 - - 7 3 22 6 - 1 2 6 6 - 6 4 8 3 - - 1 2 6 " 6 3 6 3 2 10 8 11 8 5 5 7 7 - 3 7 7 10 7 3 i / Hours reflec t the workweek for which workers receive their regular straight-time salaries and the earnings correspond to these weekly hours. from the earnings information, as is the cash value of room, board, or other perquisites provided in addition to cash salaries. ..6 5 ,.00 f 50 67 .n ,50 - , ?7.50 70.00 and 70.00 grer - 3 - 3 5 1 2 2 1 3 12 4 22 5 3 5 9 9 9 3 2 1 1 3 ^2.50 _ 3 2 2 2 - - 7 14 14 _ 2 2 2 2 2 2 2 1 - 8 50.00 2 2 1 1 1 1 6 - - 8 - $ 47.50 13 9 2 2 2 - 10 - 9 - - 6 7 2 2 9 9 - 5 2 1 1 - 1 1 - 1 1 4 4 - - - 1 6 6 - - - - 12 2 10 8 6 6 4 8 6 1 1 2 2 10 2 2 2 ~ “ 1 1 - - - - 10 Extra pay for work on evening and night snifts is excluded Table A -3 : Other nonprofessional occupations (Average straight-time weekly hours and earnings or average hourly earnings for selected occupations in St, Louis, ho., by hospital proprietorship, June 1956) Average Number of workers Weekly hours Nursing aides ................................................................. Governmental hospitals ............................................. Nongovernmental hospitals ......................................... Practical nurses ............................................................ Governmental hospitals .............................................. Nongovernmental hospitals ......................................... Weekly earnings / 1 Under 471 335 136 308 264 44 43.5 44.0 42.5 40.5 40.5 40.0 $ 47.00 50.50 38.50 58.50 61.CO 43.50 32 28 2,709 853 1,851 1,091 384 707 19 16 41.0 41.0 41.5 44.0 40.5 43.0 42.5 43.0 40.5 40.5 42.50 4 40.00 36.50 *2/242 49.00 31.00 242 44.50 53.50 39.50 64.50 63.50 - - - - 8 8 _ - 22 22- - - - 225 4 221 0 1/ Men NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY EARNINGS OF— $ $27.5C lo.oc $32. 5c 25.0C and $25.00 under 27.50 30.00 32.50 35.00 0 Sex, occupation, and hospital propri storship $37.5C $40.00 $42.5C $45.00 $47.50 lo.oc $52.50 $55.00 57.50 $ $60.00 I 2.50 and 40.00 42.5C 45.00 47.5C 50.00 52. 5c 55.00 57.50 60.00 62.50 over 24 24 33 22 22 ^L 1 1313 5 5 _ 4 4 561 319 8 4 553 315 101 89 101 89 _ 4 4 127 17 no 7474_ 144 42 102 101 2 99- 11 11 22 6 16 78 74 4 22 - 49 34 15 194 15 6 5 91 9 82 141 9 132 1 1 117 103 14 100 14 86 6 6 70 66 4 74 13 61 40 40 12 12 - 38 72 16 19 19 - 34 34_ 77 - 52 51 1 11 - 29 29_ 17 13 4 1 1_ 96 2/ 104 96 104 - 3 2 96 96_ 46 41 5 2 2 1 1 21 21_ 14 13 1 4 4 1 1 69 69 62 62_ 2 2 3 3 51 51 1 _ _ _ Women Medical laboratory assistants ............. ............. . Nongovernmental hospitals ....................................... Nursing aides ................... ................................... . Governmental hospitals .......................................... Nongovernmental hospitals ......................................... Practical nurses ............................................................ Governmental hospitals .............................................. Nongovernmental hospitals ......................................... Housekeepers, chief ....................................................... Nongovernmental hospitals ............................ . See footnotes at end of table, 226 20 206 - - - - - - - - - - - - - .. - _ - _ - 149 147 2 105 62 43 4 4 _ 242 242_ 123 107 16 - - 2 7 7 10 10_ 6 4 Earnings and Supplementary Benefits in Hnsnitala, St. Louis, Mo., June 1956 U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics 6 Table A -3 : O th e r nonprofessional occupations - Continued (Average straight-time weekly hours and earnings or average hourly earnings for selected occupations in St. Louis, Mo., by hospital proprietorship, June 1956) NUMBER OF WORKERS RECEIVING STRAIGHT-TIME HOURLY EARNINGS OF— Sex, occupation, and hospital proprietorship Number of workers Average Under $ 0.50 0.55 hourly earnings $ and under .55 u 0.50 .60 0.60 $ , 0.65 J.70 .65 .70 .75 .80 .85 6 6 2 2 12 12 3 ■a 5 e. - - - - - J>.75 &.30 t>.85 &.90 t>.95 i .90 .95 1.00 .00 1.05 1.05 1.10 i.1 5 1.20 1.25 1.30 1 .4 0 1 .5 0 1.10 1.15 1.20 1.25 1.30 4 4 x x 1.40 1.50 1.60 $1.70 $1.80 *1.90 Iz.GO and 1.60 1.70 1.80 1.90 over 2.00 Men 28 59 Electricians, maintenance ......................... . Governmental hospitals ............................ Nongovernmental hospitals ..................... Elevator operators, passenger ................... Engineers, stationary ................................... 1 Nftngrnr«i*nmflntji hnapltnl a TT. I I f Kitchen helpers ...................................... . Governmental hospitals ........................... UAn^nve^nmonf.Ql e Laundry-extractor operators ....................... Oovernmantal hnspl tnl a . r . . . . T..........TLaundry finishers, flatwork, machine . . . . P o r t e r s ......................... .............................. Governmental hospitals ........................... Nongrrwn-rnmpntnl hnspl tnl r 1Tr__TT-,_ . Washers, machine ............................................ Governmental hospitals ........ ..... ........... . Nongovernmental hospitals ............. $ 2.27 26 i trv. 23 2.03 2.57 1.53 11 12 17 57 22 35 225 160 65 23 8 15 25 520 197 323 49 18 31 1.16 2.16 2.'39 2J35 1.09 1.20 .81 1.06 1.26 .95 1.07 1.00 1.22 .86 1.16 1.33 1.07 _ - - _ - - - - _ _ _ _ - _ _ 4 _ 4 - - 5 5 - - 8 8 - _ - 2 - 3 10 2 8 1 3 1 3 - 11 xi 2 - 9 - 9 3 _ _ _ - - 7 3 7 8 8 8/63 12 12 41 8 2 2 61 7 7 127 63 41 34 61 25 127 17 5 _ 5 44 _ 44 6 _ 79 10 10 2 2 2 79 4 90 _ 90 3 - 4 3 8 8 6 7 19 19 - - n 13 7 14 n 7 x 1 6 108 90 54 125 108 53 90 49 54 32 125 4_ 17 7 10 1 x 2 21 21 - 15 xi 4 18 14 4 3 X 2 1 66 27 39 - 5 5 5 5 _ _ _ _ _ - 4 - - - - 35 35 5 X 4 38 26 12 13 2 20 18 2 2 2 1 21 21 3 45 43 1 1 x 2 1 n - 1 1 1 4 - - 3 7 7 3 3 3 2 1 1 1 2 1 - 3 3 _ 14 _ 3 3 7 3 7 5 - 21 21 6 8 5 3 4 4 2 2 n n 3 2 1 1 2 7 2 7 _ 1 1 2 4 8 26 8 26 x 30 30 1 1 - ... 2 2 - 3 X 2 5/ 4 2 3 2 2 2 2 _ _ - 9 3 3 4 4 12 2 12 8 4 8 4 1 _ _ - 7 19 & n n 3 / 33 18 15 - - _ _ 2 2 _ _ X _ _ 19 19 1 1 2 2 1 _ _ _ _ - - - - X Women f D1 ahtmshsT'a mnohlns IT. TT1. IItT. t II firtvermnftntiil hnspl tnl a - , r , TT, , - - r . i . Nhngovei»ninflntfll hospital a _T............TTT F.l PTMt.rvr rtpAT*atoY*RJ p*BROn^pr __| _ Wongovsmnnpo+jil hoapl tnl a ................. Kitchen h e lp e r s ........................................ Governmental h o s p it a ls ....... . 1 Wnngmrftrrmifin+.ii hospl tal s ,,T T T 1T, Laundry finishers, flatvork, machine . . . . Governmental hospitals ........................ NongovsTrmiftntal hnspl tnl a T. . T_ . , t T , Maids .......................................................... Governmental hospitals ........................ Nongovernmental hospj s tal .................... 94 19 75 41 41 948 233 715 281 45 236 750 171 579 .76 1.C7 .68 .66 .66 .79 1.10 .69 .76 2 _ 2 .69 .76 8/49 1.10 .65 49 1.16 - 34 50 - 50 _ 25 no _ no _ 17 35 - 85 9 9 _ 53 2 2 2 . 49 107 _ 4 84 107 88 _ 32 24 2 22 4 52 _ 52 2 2 7 2 2 22 22 -5 136 14 4 2 10 7 8 3 5 3 32 29 3 7 _ 7 30 23 7 10 10 2 2 89 89 29 29 22 7 7 _ 54 11 11 11 11 4 4 _ _ 13 13 _ _ 15 87 5 5 _ 3 3 30 16 4 14 4 12 12 54 15 «7 5 5 _ _ 1 _ 1 1 _ «. _ _ _ _ _ _ _ _ _ _ _ _ _ x 7 7 1 1 1 1 4 4 _ _ _ _ 2/ Hours reflec t the workweek fo r which workers receive their regular straight-time salaries and earnings correspond to these weekly hours. Extra pay for work on evening and night shifts is excluded from the earnings information, as is the cash value ‘of room, board, or other perquisites provided in addition to cash salaries. 2J Workers weredistributed as follows: 32 at $62.50 to $65} 14 at $65 to $67.50} 30 at $67.50 to $70; 25 at $70 to $75} 3 at $75 and over. 2/ Workers weredistributed asfollows: 10 at $20 to $22.50} 232 at $22.50 to $25. j j Excludes premium pay for overtime and for work on weekends, holidays, and late sh ifts, as well as the cash value of room, board, or other perquisites provided in addition to cash salaries. 5/ Workers were distributed as follows: 2 at $2 to $2.10} 11 at $2.30 to $2 . 4 0 } 1 at $2.40 to $2.50} 5 at $2.50 and over. y Workers weredistributed asfollows: 1 at $2 to $2.10} 1 at $2.10 to $2.20} 2 at $2.30 to $2.40} 4 at $2.40to $2.50} 3 at $2.50 and over. 2/ Workers weredistributed at follows: 4 at $2 to $2.10} 6 at $2.10 to $2.20} 1 at $2.20 to $2.30} 6 at $2.30to $2.40} 16 at $2.50 and over. 8/ Workers were earning $0,45 but le ss than $0.50. 7 B : E s t a b lis h m e n t P r a c t i c e s a n d S u p p le m e n t a r y B e n e f i t s Table B-l: Perquisites t Percent o * workers in governme;ntal hospitals who Percent of worker s in nongovernmental rece recedVB ix Uni Neither Uni Laun Neither Laun laun laun forms A ll forms Neither A ll 3 3 Neither Laun dry dry dry workers dry workers meals meals Laun only meals meals dry only and and dry nor meal meals (or nor nor nor meal meals and (or uni •uni uni rocm room only allow uni rocm room only allow forms forms ance) forms forms ance) Percent of wczkers in a ll hospitaIs who ifrj3 Neither Laun forms A ll workers meals meals dry only meal meals and nor (or room room only allow ance) 1 Sax and occupation 2 1 2 1 2 hospitals who Neither Laun laun dry dry and nor uni uni forms forms Professional occupations Nursing occupations Directors of nursing (vcmen)......... Supervisors of nurses (vcmen) Read nurses (women) ................................. General duty nurses (women) .................. Nursing instructors (women) 100 14 100 17 100 30 100 20 100 37 _ - 1A 5 » 3 72 79 70 79 60 45 42 40 16 24 3 * * # « 7 7 7 7 3 45 49 52 76 71 7 13 * * - 7 * 9 - 50 30 58 52 64 94 92 100 100 100 100 100 17 - _ - _ - _ 7 15 - - _ _ _ 7 “ 83 93 100 100 100 75 79 76 64 72 . 93 70 _ 5 - 100 12 100 29 100 46 100 27 100 45 _ - 3 33 - 3 15 _ - - - - 77 73 73 72 43 _ 100 11 100 39 100 17 100 27 100 27 100 28 100 38 100 29 _ 9 - 62 25 16 21 29 16 5 3 * 12 24 3 « 3 65 68 54 72 52 _ - 77 84 14 _ “ 33 35 31 35 15 _ - - - - - 67 65 69 65 85 100 10 20 _ _ 91 69 24 16 21* 80 99 86 Other professional and technical occupations X-ray technicians, chief (men) .• • • • • • • X-ray technicians (men) ........... ........... . X-ray technicians (women) ...................... Medical technologists (men) .................. Medical technologists (women) ............... Medical record librarians (women)........ eAAfal i.rAt'lroi1 *® lurmen . . . . . . . Physical therapists (women) ........... . Dietitians (women) .................................. 1 100 7 100 17 100 14 100 20 100 20 100 19 100 1t 100 29 100 19 4 _ A - _ 6 _ _ 5 - A _ 93 79 81 76 80 81 89 71 72 36 55 42 46 27 6 21 34 _ 11 8 11 9 68 45 _ 100 100 100 100 100 100 100 ‘ - ' - 100 100 85 77 100 59 100 18 100 57 100 61 23 - 8 * - _ 28 11 6 32 . - 6 - 6 89 61 57 11 ‘ - ' Nonprofessional occupations Medical laboratory assistants Nursing aides (men) ................................. Nursing aides (women) ............................. Practical nurses (men) ........................... Dishwashers, machine (men) .................... Dishwashers, machine (women) ................. Electricians, maintenance (men) . . ........ Elevator operators, passenger Elevator operators, passenger (women) ................................ ................. Engineers, stationary (men) ................... Kitchen helpers (men) . . . . . . . . . . . . . . . . . Kitchen helpers (women)........... ........... . Laundry-extractor operators (men) . . . . • Laundry finishers, flatwork, Laundry finishers, flatwork, Maids ......................................................... Washers, machine (men) .......................... Less than 2.5 percent 100 66 100 16 100 23 100 «5 100 n TOO XX i nn 14 100 10 100 10 100 26 1 Xw 100 59 100 32 100 15 100 22 100 17 100 16 100 36 100 22 100 32 100 35 0 3A 7A 43 32 11 79 34 5 _ - 73 74 2A - # - 42 61 85 54 83 - - - * « * - AL 17 - * * * 82 96 A869 16 21 44 19 - - 16 9 * 3 9 22 6 68 * - 26 21 7 23 15 9 24 13 4 8A - - - 9 64 69 61 65 22 7 - 16 19 35 10 62 95 86 6 5 9 88 7 - 75 19 54 - 9 11* 7 24 15* 56 69 91 100 100 - 100 100 - - - - 100 100 48 24 100 100 100 100 _ - 31 - _ - 100 100 - — - 18 8 - - - 82 100 92 100 37 87 50 - * 92 66 93 27 51 70 100 100 100 100 100 77 46 56 61 100 100 100 100 9 * 69 - 100 97 100 95 - 58 83 83 - 21 « _ 5 18 18 30 11 31 74 _ - - 21* 25 13 * 15 25 6 6 4 4 - - 82 — 82 12 13 19 15 9 6 100 100 100 100 100 100 75 54 34 32 8 - 6 * - * * - 25 39 63 68 14 30 15 5 3 - 6 « - 13 92 75 21 - _ - 33 67 50 _ - 5 - 59 51 52 29 27 29 - * - 42 49 48 42 73 - 6 16 100 41 100 35 100 40 100 55 14 - 59 6 - 13 13 13 100 18 100 12 100 50 100 100 100 100 100 49 9 51 51 45 7 - - 4 27 « - 8 - 86 64 79 68 95 100 100 87 100 100 100 63 16 68 100 - 31 5 18 23 89 64 69 94 Earnings and Supplementary Benefits in Hospitals, St. Louis, Mo., June 1956 U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics 8 Table B-2: Minimum weekly salaries paid general duty nurses and staff dietitians Number o f h o s p it a l Ls w it h e s t a b li s h e d minimum w e e k ly s a l a r i e s f< >r g e n e r a l d u ty n u rs e s i n A l l h o s p ita ls Minimum w e e k ly s a l a r y ....................................................... H o s p it a ls h a v in g an e s t a b li s h e d minimum • • • « • • • • . • • • • • « • • • • • ................. .. $50.00 and un der $55.00 ................. .. $55.00 and un der $ 6 0.00 ............................ $60.00 and un der $6*5.00 ....................... .. $65.00 and un d er $70.00 ........................... $70.00 and u n der $75.00 ........................... $75.00 and un der $80.00 ............................ $80.00 and un d er $8 5 .0 0 ................... .. H o s p it a ls h a v in g no e s t a b li s h e d minimum ......................................................... H o s p it a ls t h a t d id no t employ w o rk ers in t h i s c a t e g o r y ............................ D ata not a v a i l a b l e ............................................ 1/ 2/ 2/ A l l h o s p ita ls N ongovernm ental h o s p i t a l s G overnm ental h o s p i t a l s B ased on sta n d a rd w e e k ly hours o f A ll s c h e d u le s A l l h o s p ita ls G overnm ental h o s p i t a l s Number o f h o s p ita l? 5 w it h e s t a b li s h e d minimum w e e k ly s a l a r i e s f<>r s t a f f d i e t i t i a n s i n - ....... 4 7 AO . A ll s c h e d u le s AA XXX A ll s c h e d u le s a XXX - 34 A ll s c h e d u le s AO AB XXX XXX _ xxx x xx 1 13 XXX 2 11 10 1 1 A 1 31 1/ 7 2 / 10 30 1/ 7 2 / 10 3 1 1 2 3 3 1 1 2 _ 2 / 13 1 2 / 13 2 1 XXX XXX XXX XXX 4 XXX XXX XXX XXX XXX XXX xxx XXX A0 1 A ll s c h e d u le s AA A0 XXX 7 2/13 2 / 16 1 1 2 v . N ongovernm ental h o s p i t a l s B ased on s ta n d a rd w eek ly h ours o f > AO 42 1/ 7 2 / U 2 / 16 2 1 2 ' _ 47_. 1 _ 2 4 7 2 4 2 1 22 2 23 2 2/ 2/ _ 2 4 6 2 4 2 AS 13 XXX xxx 10 1 10 1 1 1 2 4 2 2 4 2 _ 1 1 xxx xxx 7 xxx xxx xxx xxx 9 2 xxx xxx xxx xxx xxx x xx 8 . A ll s c h e d u le s 40 1 2 . 34 2 3 7 AS x xx xxx 1 12 1 13 1 2/ 40 2/ _ 2 3 6 1 x xx xxx 7 xxx xxx xxx xxx x xx xxx 3 xxx xxx xxx xxx 6 In 4 h o s p i t a l s , w o rk e rs r e c e iv e 1 meal i n a d d i t i o n t o t h e i r cash s a l a r y . In 6 h o s p i t a l s , w o rk ers r e c e iv e 1 m eal in a d d i t i o n to t h e i r cash s a l a r y . In 2 h o s p i t a l s , w o rk ers r e c e iv e 1 m eal in a d d i t i o n to t h e i r cash s a l a r y . Table B-3: Minimum entrance rates for nonprofessional workers (except office clerical) Number o f h o s p i t a l s w it h e s t a b li s h e d minimum r a t e s Men Women Minimum h o u r ly r a t e A ll h o s p it a ls A l l h o s p ita ls Governm ental h o s p ita ls ............. ................ ........................ .............. ............ .. 13 H o s p it a ls h a v in g an e s t a b li s h e d minimum .............................. L ess th an $ 0 .5 5 ............................................ .......................... .. $ 0 .5 5 and u n d er $0 .6 0 ............................................................. $ 0 .6 0 and u n der $0 .6 5 ............................................................. $0.65 and u n der $0 .7 0 ............................................................. $ 0 .7 0 and un der $ 0 . 7 5 ................... ......................................... $0 .7 5 and un der $ 0 .8 0 ............................................................. $0 .8 0 and un d er $ 0 . 8 5 ....................... ..................................... $0.35 and u n der $0 .9 0 ............................................................. $ 0 .9 0 and un der $0 .9 5 ............................................................. $0 .9 5 and tinder $1 .0 0 ............................................................. $ 1 .0 0 and un der $1 .0 5 ............................................................. $1 .0 5 and o v e r ........................................................................... H o s p it a ls h a v in g no e s t a b li s h e d minimum .............................. 44 4 1 4 2 13 • - 2/ s 2 - U 3 6 7 1 - l/ 2/ 2/ l j 5/ 6/ 2/ U 2/ 5 3 1 3 1 1/ Nongovernm ental h o s p ita ls _ . ... . .... A ll h o s p it a ls 31 4 2/ 1 U A 2/ 2 6 ^ 6 5 3 1 _ “ 3 13 _ _ - AA 1/ 9 2/ 8 2 / 10 2 2 4 _ 2 U Governm ental h o s p ita ls N ongovernm ental h o s p ita ls 47 34 In 4 h o s p i t a l s , w o rk ers r e c e iv e 1 m eal in a d d i t i o n to t h e i r cash s a l a r y . W orkers r e c e iv e 2 m eals in a d d i t i o n t o t h e i r cash s a l a r y . In 1 h o s p i t a l , w o rk ers r e c e iv e 2 m eals in a d d i t i o n t o t h e i r cash s a l a r y . In 2 h o s p i t a l s , w o rk ers r e c e iv e 1 m eal in a d d i t i o n t o t h e i r cash s a l a r y . In 1 h o s p i t a l , w o rk ers r e c e iv e 2 m eals and in 2 h o s p i t a l s , w o rk ers r e c e iv e 1 m eal in a d d i t i o n t o t h e i r cash s a l a r y . In 1 h o s p i t a l , w o rk ers r e c e iv e 1 m eal in a d d i t i o n t o t h e i r cash s a l a r y . fo r - 6/ 1 2 1 3 3 1 3 31 1/ 9 2/ 3 2 / ic _ 4 , 6/ 1 2 _ _ 1 3 3 1 _ - 3 _ E a rn in g s and Supplem entary B e n e f it s in H o s p i t a l s , S t . L o u is , M o ., June 1956 U .S . DEPARTMENT OF LABOR B ureau o f L ab o r S t a t i s t i c s 9 Table B-4: W a g e structure characteristics Percent of Professional and technical workers 1/ in - Wage structure A ll hospitals A ll vorkors ................. ................................................. Formal rate structure .............. ....................................... . Single rate ......................................................................... Range of r a t e s .................. ................................................ Individual determination ............................. ............ . 1/ * Governmental hospitals Nonprofessional workers in - Nongovernmental hospitals A ll hospitals Governmental hospitals Nongovernmental hospitals 100 100 100 83 -100 74 5 69 26 100 100 100 91 * 90 9 100 # 99 86 86 14 3 4 79 17 97 In c lu d e s r e g i s t e r e d p r o f e s s i o n a l n u r s e s , Less th an 2 ,5 p e r c e n t . Table B-5: Shift differential provisions P e rc e n t o f w o rk ers on l a t e s h i f t s A l l h o s p ita ls in - Governm ental h o s p i t a l s Nongovernm ental h o s p i t a l s Type o f w o rk er and s h i f t d i f f e r e n t i a l Second s h i f t A l l r e g i s t e r e d p r o f e s s i o n a l n u rs e s employed on th e s h i f t ..........................................................................................« . W ith s h i f t p ay d i f f e r e n t i a l ........................................ ............« . . . U niform amount p e r w e e k ............................................................... Under $ 2 .5 0 .................................................................................. $2 .5 0 and u n der $ 5 .0 0 ............................................................. $5 .0 0 and un d er $ 7 . 5 0 ..................................................... U niform p e rc e n ta g e ................. .................. ...................... .............. 10 p e r c e n t ................................................................................. .. O th er ......................................................................... ................ .. 8 h o urs ' p ay f o r Tj- h o urs worked .................................... k k h o u r s ' pay f o r 4.0 h o urs worked .................................. No s h i f t pay d i f f e r e n t i a l .............................................. .. A l l n o n p r o fe s s io n a l w o rk ers (excep t o f f i c e c l e r i c a l ) employed on th e s h i f t .................................. W ith s h i f t pay d i f f e r e n t i a l ............................................................. U niform amount p e r w e e k ................. ............................................. Under $ 2 .5 0 ................................................................................. $2 .5 0 and un der $ 5 .0 0 .................................................... .. U niform p e rc e n ta g e ......................................................................... 10 p e rc e n t betw een 6 p . m. and 6 a . m. ................. .. O t h e r ...................................................... ........................................... .. 8 h o u r s ’ p ay f o r Tj- h ours worked .................................... 44 h o u rs' pay f o r 4-0 h ours w o r k e d .................................. No s h i f t pay d i f f e r e n t i a l ................................................................. T h ird o r o th e r s h ift Second s h i f t T h ird o r o th e r s h ift Second s h i f t T h ird o r o th e r s h ift 10 0.0 10 0 .0 100.0 1 0 0.0 10 0.0 100.0 6 8 .9 6 5 .7 9 .9 33.5 2 2 .3 1 .3 1 .3 1 .9 .4 1 .5 31 .1 70 .3 6 7 .7 1 4 .5 3 4 .9 1 8 .3 1 .0 1 .0 1 .6 .3 1 .3 2 9 .7 1 3 .1 1 1 .8 1 1 .3 - 16 .2 1 1 .4 - 81 .9 3 .3 3 .3 1 .0 1 .0 8 3 .3 87 .9 35 .3 1 3 .6 4 1 .6 3 0 .7 2 .1 2 .1 12.1 9 0 .4 3 3 .7 1 9 .9 4 3 .6 2 5 .2 1 .8 1 .8 9 .6 100.0 1 0 0.0 1 0 0.0 100.0 4 3 .3 3 0 .9 2 6 .2 4 .7 1 8 .0 9 .6 9 .6 - 2 1 .6 9 .1 - 5 .9 5 .9 6 .4 3 .0 3 .4 5 6 .7 8 .4 3 .4 82. C 53 .4 4 7 .8 46 .6 1 .2 - 6 2 .3 50 .6 4 9 .3 .8 - 1 0 .6 9 .4 1 .2 4 1 .6 1 2 .2 5 .3 10 0 .0 38 .1 2 3 .6 2 3 .0 .6 4 .2 4.2 5 .3 4 .7 .6 6 1 .9 . 1 0 0 .C _____ 4 .7 4 .7 1 .6 1 .6 - 1 1 .4 - 9 .1 12 .5 12 .5 7 8 .4 E a rn in g s and Supplem entary B e n e f it s 6 .4 3 7 .2 i n H o s p i t a l s , S t . L o u is , M o,, June 1956 U .S . DEPARTMENT OF LABOR B ureau o f L a b o r S t a t i s t i c s 10 T a b le B-6: S c he d ule d w e e k ly h o u r s 1 Percent of Other■ professions1 and techrdeal workers in - Registered professional nurses in Weekly hours A ll hospitals Govern mental hospitals A ll workers ........................... ................ 100 100 hOUT8 ............................................... 40 hours ............ .................................... 44 hours ................................. ............. 45 hours ................................................. 47£ hours ................................................ 4 8 hours ................................................. 4 36 1/ * Nongovern mental hospitals 100 A ll hospitals Govern mental hospitals 100 100 88 100 Office cle ric a l workers in - Nongovern mental hospitals 100 - - 10 81 13 - # - - 81 * - - - - 11 100 100 * 82 * 15 6 97 3 - A ll hospitals Govern mental hospitals Other Nonprofessional workers in - Nongovern mental hospitals 100 # 72 4 22 100 - 17 A ll hospitals Govern mental hospitals 100 100 100 * 6 38 45 17 - - 62 19 Nongovern mental hospitals * 75 4 _ 21 13 Based on scheduled weekly hours for women, Less than 2.5 percent. T a b le B-7 : W e e k ly o v e rtim e p a y p ra c tic e s Percent of Other professiona 1 and techn ical workers in - Registered professional nurses in Weekly overtime policy Other nonprofessional workers in - A ll hospitals Nongovern mental hospitals A ll hospitals Govern mental hospitals Nongovern mental hospitals A ll hospitals Govern mental hospitals Nongovern mental hospitals 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 9 3 87 67 5 22 6 35 18 37 11 4 35 61 51 9 23 17 34 17 34 15 7 48 4 25 22 52 10 25 13 51 17 32 52 6 21 21 A ll hospitals Nongovern mental hospitals A ll w orkers.......... ....................................... 100 100 Workers in hospitals providing overtime pay .............................................. 100 Straight time .......................................... Time and one-half after 40 hours .......... Equal time o ff ......................................... Other ....................................................... 51 5 40 4 Office c le ric a l workers in - Govern mental hospitals Govern mental hospitals a 52 Earnings and Supplementary Benefits in Hospitals, St. Louis, Mo., June 1956 U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics 11 T a b le B-8: P a id va c a tio ns Percent of Registered professional nurses in Vacation policy A ll hospitals A ll workers ............................................ Govern mental hospitals Nongovern mental hospitals Other professional and techniLeal workers in Govern Nongovern A ll mental mental hospitals hospitals hospitals Office .oilerical workers in - Other nonprofessional workers in - A ll hospitals Govern mental hospitals Nongovern mental hospitals A ll hospitals Govern mental hospitals Nongovern mental hospitals 100 100 100 100 100 100 100 100 100 100 100 100 69 48 BA 7 32 3 3 25 65 19 - 63 41 23 - 44 10 35 - 74 57 17 - 73 54 18 - 45 4 41 - 87 80 7 - 63 54 8 - 32 15 17 - 80 76 4 - 31 68 16 37 56 26 27 55 13 37 68 20 100 53 14 26 7 100 13 7 55 25 100 68 17 15 - 100 48 25 26 • 100 14 39 47 ■ 100 67 18 15 ~ 100 51 35 14 ” 100 12 47 42 “ 100 70 30 - 100 56 28 16 ~ 100 21 34 45 - 100 76 24 “ 100 52 14 27 7 100 13 7 55 25 100 67 17 16 - 100 47 25 28 100 14 39 47 - 100 64 18 17 - 100 51 35 14 - 100 12 47 42 - 100 70 30 - 100 56 28 16 100 21 34 45 - 100 76 100 100 13 3 55 29 100 56 13 27 100 42 12 32 13 100 14 5 47 35 100 57 17 25 • 100 47 17 18 18 100 12 6 42 41 100 64 22 6 7 100 52 19 21 8 100 21 17 45 17 100 69 21 7 4 100 13 3 55 29 100 26 22 42 100 20 18 39 10 13 100 14 5 47 35 100 23 25 35 16 * 100 33 23 25 • L8 100 12 6 42 41 100 44 31 16 # 7 100 34 25 30 • 8 100 21 17 45 17 100 42 29 22 4 4 100 13 3 55 100 10 13 48 29 25 100 10 12 37 10 30 100 14 5 47 35 100 7 17 32 16 28 100 15 17 39 • 28 100 12 6 42 41 100 17 22 37 « 22 100 22 19 37 « 19 100 21 17 45 17 100 23 21 33 4 21 Amount of vacation pay Workers in hosoit&ls providing paid vacations .................................... 1 week ............................................... Over 1 and under 2 weeks ................. Over 2 and under 3 weeks ................. Workers in hospitals providing no paid vacations .................................... 1A After 1 year of service Workers in hospitals providing paid vacations ..................................... 2 weeks ............................................... Over 2 and under 3 weeks ................... 3 weeks ............................................... 4 weeks and over ................................ After 2 years o f service Workers in hospitals providing paid vacations ..................................... 2 weeks ................................................ Over 2 and under 3 years ................. 3 weeks ................................................. 4 weeks and over ................................ 2A - After 3 years of service Workers in hospitals providing paid vacations ..................................... 2 weeks ............................................... Over 2 and under 3 weeks ................... 3 weeks ............................................... 4 weeks and over ................................ AA 10 35 11 A After 5 years of service Workers in hospitals providing paid vacations ..................................... 2 weeks ............................................... Over 2 and under 3 weeks ................. 3 weeks ................................................ Over 3 and under A weeks .................... A weeks and over ................................. After 10 years AS 3 12 100 10 10 50 3 26 - No change in length of vacation with longer periods of service, Lees than 2.5 percent. A 6 of service 1/ Workers in hospitals providing paid vacations....................................... 2 weeks ................................ .............. Over 2 and under 3 weeks ................... 3 weeks ............................................... Over 3 and under A weeks ................... A weeks and over ................................ 1/ * 100 22 17 A Earnings and Supplementary Benefits in Hospitals, St. Louis, Mo., June 1956 U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics 12 T a b le B-9: P a id h o lid a y s Percent of Item Registered professional nurses in A ll hospitals Govern mental hospitals A ll workers ........................................................................................... 100 100 Workers in hospitals providing paid holidays ........................... 4 holidays .................................................................... ............ 6 holidays ........................................................................................ 7 holidays ...................................................................................... 8 holidays ...................... ................................................................ 1 1 holidays ................................................. ................... . 100 100 Workers in hospitals with rormal provisions regarding pay for work on paid holidays ................................................................ Double time total (regular pay olus straight time) ..................... Double time and one-half total .............. ........................ ......... . Equal time o f f ................................................................................ Workers in hospitals with no formal provisions regarding pay for work on paid holidays .............. ......................................... . * 9 59 7 3 17 91 24 4 62 « 9 Other profession al and technical worker s in - Nongovern mental hospitals A ll hospitals Govern mental hospitals 100 100 100 100 100 100 13 81 6 29 61 - 100 37 32 3 97 9 12 * 4 35 21 60 39 11 51 5 5 49 62 ICO 35 65 13 11 - 21 6 Office c le ric a l workers in - Nongovern mental hospitals Other nonprofessional workers in - A ll hospitals Govern mental hospitals 100 100 100 100 100 100 100 100 ICO 15 45 9 100 100 22 100 100 100 67 7 10 44 11 - 14- 41 - 6 17 51 - 26 33 35 25 3 57 100 78 100 41 - 13 4 55 37 18 9 61 4 65 - 17 15 22 13 17 77 6 14 Nongovern mental hospitals * 59 A ll hospitals 13 Govern Nongovern mental mental hospitals hospitals 3 21 6 13 17 74 - 17 S3 66 - 79 19 6 55 21 Lees than 2.5 percent. T a b le B-10: S ic k lea ve, in su ra n c e , a nd p e n sio n p la n s Percent of Type of plan Registered professional nurses in Govern Nongovern A ll mental mental hospitals hospitals hospitals Other profession al and tech nical workers. in Govern Nongovern A ll mental mental hospitals hospitals hospitals A ll hospitals Govern mental hospitals Office clerical workers in Nongovern mental hospitals Other nonprofessional workers in Govern Nongovern A ll mental mental hospitals hospitals hospitals A ll workers ............................................ ................. ...................... 100 ICO 100 .100 100 100 ICO ICO ICO ICO ICO 100 Workers in hospitals providing: Life insurance .................................... .......................... ................. Accidental death and dismemberment insurance . . . . . . . . . . . . . . . . . . . Sickness and accident insurance or sick leave or both ................ Sickness and accident insurance ............................ ................. Sick leave (f u ll pay, no waiting period) .................... Hospitalization insurance............ ............................... .............. . Hospitalization provided outside of group insurance . . . . . . . . . . . . Hospitalization at reduced cost ............ ....................................... Surgical insurance ........................................................ .............. . Surgical benefits provided outside of group insurance . . . . . . . . . . Surgical benefits at reduced c o s t ............................ ................... Medical insurance........................................................................... Ifedical benefits provided outside of group insurance . . . . . . . . . . . Medical benefits at reduced c o s t ...................... . Retirement pension or social security or both ............ ................ Retirement pension (other than social security).......... ........... Social security .......................................................................... 25 17 73 » 78 17 9 5 10 9 • 10 9 5 ICO 26 89 29 29 45 * 45 23 13 91 35 23 81 a 81 10 11 3 5 11 « 36 35 53 « 53 34 17 96 38 29 78 * 78 12 15 9 6 15 3 6 15 9 100 27 84 42 41 53 * 58 36 22 88 27 19 73 * 73 1C 13 5 5 13 • 5 13 5 100 24 87 20 17 55 3 55 31 21 83 * Less than 2.5 percent. - _ _ _ _ _ 100 32 68 _ 91 24 13 7 14 13 # 14 13 7 100 23 98 5 11 8 100 28 84 • _ _ _ _ _ 100 44 56 Earnings and Supplementary Benefits 96 15 17 12 8 17 4 8 17 12 100 20 99 _ _ .. _ _ 100 45 55 in Hospitals, St. Louis, Mb., June 1956 _ S3 18 22 13 9 22 5 9 22 13 100 19 98 _ _ _ _ _ 100 32 68 33 15 21 8 8 21 3 3 21 8 100 20 98 U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics 13 Appendix A : Scope and Method of Survey The St. Louis a re a 3 is one of 16 major metropolitan areas in which the U. S. Department of L a b or1s Bureau of Labor Statistics, in cooperation with the Women1s Bureau, has conducted surveys of salaries and working conditions of hospital personnel. Data were ob tained by personal visits of Bureau of Labor Statistics field staff to representative hospitals, selected on the basis of size, type of service ( e . g . , general, mental and allied, tuberculosis), and proprietorship (Federal, State, or local government, or nongovernmental organiza tion). Hospitals having few er than 51 employees were omitted since they employ relatively few workers in the range of occupations studied. Earnings data are presented for occupations within the fo llo w ing groups: A summary of the number of hospitals studied and their size is presented in the table below. To improve the re liab ility of the data, a greater proportion of large than of small hospitals was studied. In combining the data, however, all hospitals w ere given their appropriate weight. The e s ti mates thus relate to all hospitals of 51 or more employees rather than to those actually visited. Occupations and Earnings The occupations selected for study are common to most hos pitals within the scope of the survey, regardless of their size or type of service. Occupational classification was based on a uniform set of job descriptions designed to take account of the fact duties within the same occupation may vary somewhat among hospitals. (These descriptions are presented in appendix B .) 1. R egistered professional nurses. 2. Other professional and technical em ployees. (This term includes employees in occupations such as X -ra y techni cians, m edical technologists, dietitians, physical thera pists, medical librarians, medical record librarians, medical social w orkers, and occupational therapists.) 3. Office c le rica l em ployees. (This group includes employees doing cle ric a l work throughout the hospital in such places as the business office and the medical record lib r a r y .) 4. Other nonprofessional employees (includingpractical nurses , nursing aides, o rd erlies, maids, kitchen help, unskilled lab oratory help, maintenance, laundry, and sim ilar w ork ers.) Data are shown for fu ll-tim e employees; i . e . , those hired to work the regular schedule for the given occupational classification. Students w ere not considered as em ployees. A ll occupational in fo r mation excludes not only part-tim e employees but members of r e li gious orders and members of the Arm ed F o rces. Earnings data exclude premium pay for overtim e, fo r work on holidays and late shifts, and for time on call, as w ell as the cash value of room, board, and any other perquisites provided in addition to cash salaries. The earnings, however, include any co st-of-livin g 3 F o r purposes of this survey, the St. Louis area includes bonuses as w ell as extra pay for work perform ed in certain units such as TB , psychiatric, or communicable disease wards, operating St. Louis City, St. Charles, and St. Louis Counties, M o.; Madison and St. C lair Counties, 111. or delivery room s. Num ber of hospitals and w orkers within scope of survey (lim ited to hospitals with 51 or more w orkers) W o rk ers in hospitals Num ber of hospitals Type of hospital proprietorship W ithin scope of study Within scope of study Studied Total w orkers 1 P rofession al and technical w orkers (includes R . N . ’s) Office c le ric a l w orkers Studied Other non professional w orkers Total _ 47 28 18,550 4,470 2,830 9,440 14,410 F e d e ra l Government _ _ __ Other governmental a g e n c y _____ N ongovernm ental___________ __ _ 3 10 34 3 8 17 1,520 4, 700 12,330 450 950 3,080 230 330 2,270 630 3, 140 5, 670 1,520 4,430 8,460 A ll hospitals _________________ _ Includes some w orkers (for example those in administrative positions) not included in the occupational groups shown separately. 14 A verage weekly earnings data re fer to em ployeesT straighttime salaries for their regular workweek (rounded to the nearest half d olla r). A verage weekly hours, where presented, have been rounded to the nearest half hour and re fe r to the workweek for which employees receive these sa la ries. 6 months would have earned 15 days of vacation. Hence, they are shown as being eligible fo r 2 but less than 3 weeks of paid vacation after 6 months of service even though they accumulate vacation credits at the same rate after this amount of service as after a year or m ore of employment. Occupational employment estimates represent the total in all hospitals within the scope of the study and not the number actually surveyed. Because of differences in occupational structure among hospitals, the estimates of occupational employment obtained from the sample of hospitals studied serve only to indicate the relative importance of the jobs studied- The summary of insurance and pension plans includes not only form al arrangements that are underwritten by an insurance com pany or pooled fund and fo r which the hospital pays at least part of the cost but also form al hospital policies providing for benefits to be paid out of current operating income. Death benefits are included as a form of life insurance. Medical insurance re fers to plans p ro viding for complete or partial payment of doctors1 fees. Hospital P ractices and Supplementary Benefits Information was obtained on selected hospital practices and supplementary benefits as these relate to registered professional nurses, other professional and technical w orkers, office cle ric a l, and other nonprofessional em ployees. (A ll of the information on supplementary benefits excludes members of religious orders and of the Arm ed Forces as w ell as part-tim e em ployees.) To a considerable extent, differences among these groups in the proportions receivin g various benefits re flect variations in the extent to which these groups are employed in various hospitals rather than differences in practice within the same hospital. Scheduled hours; overtim e pay practices; paid holidays; rates of pay for work on holidays; paid vacations; and health, insurance, and pension plans are treated statistically on the assumption that such benefits apply to all those employed within the occupational group in a given hospital if a m ajority of such employees are eligible fo r or may eventually qualify fo r the practice. Because of rounding, sums of individual items in these tabulations do not n ecessarily equal totals. The length of vacation shown after 6 months of service re fers to the total amount of vacation workers can take after this amount of service, not to their annual rate of vacation; however, vacation p ro visions shown fo r workers with 1 or more years of service re fe r to their annual rate. F o r example, Veterans Administration nurses r e ceive 2 V2 calendar days of vacation per month and at the end of Tabulations of pension plans are lim ited to those plans that provide monthly payments for the remainder of the retired worker* s life . Data on the extent to which hospital employees are covered by O ld-Age and Survivors* Insurance (social security) are presented, since most hospitals are not automatically covered by the Federal Social Security System. Sickness and accident insurance is lim ited to that type of in surance under which predeterm ined cash payments are made directly to the insured on a weekly or monthly basis during illness or a cci dent disability. Paid sick-leave plans which provide full pay or a portion of the employee* s pay during absence from work because of illness are included in the survey of paid sick leave. In addition to the proportion of workers who are provided sickness and accident in surance or paid sick leave, the table showing such benefits presents an unduplicated total of em ployees who receive either or both types of benefits (table B-10). The value of any perquisites received by hospital employees has not been added to the earnings data. Separate information is shown, however, on the extent to which hospital employees receive room, board, and other perquisites in addition to their cash salaries. Lim ited information is also included on arrangements whereby em ployees purchase meals or rent a room from the hospital through payroll deductions. 15 Appendix B: Job Descriptions The prim ary purpose of preparing job descriptions for the Bureau*s wage surveys is to assist its field staff in classifying into appropriate occupations w orkers who are employed under a va riety of payroll titles and different work arrangements from hospital to hospital and from area to area. This is essential in order to perm it the grouping of occupational wage rates rep resenting comparable job content. Because of this emphasis on interhospital and interarea com parability of occupational content, the Bureau’s job descriptions may differ significantly from those used in individual hospitals or those prepared for other purposes. In applying these job descrip tions, the Bureau’s field representatives w ere instructed to exclude students, m embers of religious orders, and of the Arm ed F orces, and part-tim e w orkers. Supervisors of other w orkers in the same occupation w ere omitted except where the job descriptions provide contrary instructions. Professional a nd Technical - Nursing DIRECTOR OF NURSING SUPERVISOR OF NURSES - Continued A re gistered professional nurse who directs and supervises all nursing services concerned with care of patients in the hospital: Plans the nursing services needed to achieve the objective of the hos pital. Is responsible for maintaining such nursing service in accord ance with accepted standards. Analyzes and evaluates nursing and related services to im prove quality of patient care and to plan better utilization of staff time and abilities. Plans and directs the orienta tion and in -service educational program for nursing personnel. In ter prets hospital personnel p olicies. Adm inisters the budget for the nurs ing department and may assist in its preparation. May participate in community health education programs . May be responsible for the administration of a school of nursing if such a school is operated by the hospital. May delegate any of these responsibilities to an assistant. May assume the functions of a supervisor in a small hos pital. May select and recommend appointment of nursing personnel. Nurses whose prim ary responsibility is administration of the hospital and assistant directors who may be delegated the responsibility for either nursing service or the school of nursing are excluded. the procurement of supplies and equipment for her unit or units. May spend part of time instructing student nurses or auxiliary nursing personnel or planning instruction for these groups. May perform the functions of the head nurse when there is no head nurse. May be in charge of m ore than one m edical, surgical, psychiatric, or other unit, or m ore than one operating room , or may be in charge of a combination of these units such as a medical ward and a surgical ward. Evening or night su pervisors, nurses who spend m ore than half their time in instruction in the classroom or on the organized nursing unit, nurses assigned to central supply m ore than half tim e, and assistant directors who are responsible for certain types of functions ( e . g . , personnel, budget, nursing education, nursing service) as dis tinguished from certain services (e .g . , surgical, m edical, e t c .) and who perform functions of director as delegated by her (such as co ordinating nursing service with that of other services) are excluded. SUPERVISOR OF NURSES A registered professional nurse who is responsible for the nursing service and patient care on one organized nursing unit: Assigns patient care duties to (professional and nonprofessional) nursing p e r sonnel and supervises and evaluates work perform ance. P eriod ica lly visits patients to insure optimal care and to ascertain need for addi tional or m odified services. Supervises the execution of doctors1 orders and related treatments and the maintenance of nursing records. A ssists in the orientation of new personnel to the unit. Insures the availability of supplies and equipment. Identifies nursing service prob lem s and assists in their solution. May give direct nursing care in A re gistered professional nurse who directs and supervises the nursing service in one or m ore organized nursing units: Evalu ates the nursing service in her unit or units and relates these activities to other hospital departments and to the total nursing service. In ter prets responsibilities and hospital policy to nursing personnel. A ssists in the evaluation of nursing personnel. Participates in the orientation and in -service education programs for nursing personnel. May direct HEAD NURSE 16 H E A D N U R S E - Continued G E N E R A L D U T Y N U R S E - Continued selected situations ( i . e . , p e rfo r m s duties of g e n eral duty n u rs e ). M ay a s s is t in the in -s e r v ic e education and guidance of n u rsin g p e rs o n n e l. M a y spend p a rt of tim e su p e rv isin g o r instructing student n u rs e s . M a y be re sp o n s ib le fo r w a rd 24 hours a day in the sense evening and night n u rses re p o rt to h er and she is re sp o n sib le fo r assign in g duties on other sh ifts. N u rs e s who spend m o re than h alf their time in the cen tral supply unit o r in instruction in the c la s s ro o m o r on an o r gan ized n u rsin g unit, and those who a re given the title of assista n t head n u rse who re c e iv e e x tra pay as assista n t s u p e rv is o r are e x c lu d e d . head n u rs e s , s p e c ia liz e d intravenous n u rs e s , those who spend m o re than h alf th eir time in the c e n tra l supply departm ent o r in in stru ction in the c la s s ro o m o r on the o rg a n iz e d n u rsin g unit are ex c lu d e d . G E N E R A L D U T Y NURSE A re g is t e r e d p ro fe s s io n a l n u rse who gives n u rsin g c a re to patients within an o rga n iz ed n u rsin g unit: U tiliz e s s p e c ia l s k ill, kn ow l edge, and judgm ent in o b se rv in g and re p o rtin g sym ptom s and condition of patient. A d m in is te rs highly sp e c ia liz e d therapy with com plicated equipm ent. G iv e s m edication and notes re a c tio n s. M aintain s re c o rd s on patient* s condition, m edication, and treatm ent. A s s is t s the p h y s i cian with treatm ent. M ay set up equipm ent, p re p a re the patient, etc. M ay s u p erv ise p ro fe s s io n a l and other n u rsin g p erso n n e l who are w o rk ing as m e m b e rs of a n u rsin g team in c a rin g fo r a group of patients. M ay spend p a rt time in stru ctin g, su p e rv is in g , o r assign in g duties to student n u rs e s , p ra c tic a l n u rs e s , and n u rsin g a id e s. M a y in stru ct patients and fa m ily . M a y assu m e som e o r a ll of the functions of the head nu rse in h e r ab sen c e. M a y bathe and fee d acutely ill patients. M ay take and re c o rd te m p e ra tu re s , re sp ira tio n , and p u lse . N u rs e anesthetists, those who a re given e x tra com pensation as assista n t P r o f e s sion a 1 and N U R S IN G I N S T R U C T O R 1 A r e g is te re d p ro fe s s io n a l n u rse who in structs student, p r o fe s s io n a l, o r p ra c tic a l n u rs e s in th eory and p ra c tic a l asp ects of nu rsin g a r t and science: A s s is t s in planning and p re p a rin g c u rric u lu m and outline fo r c o u r s e . L e c tu re s to students and dem onstrates accepted methods of n u rsin g s e r v ic e , such as c a r ry in g out m ed ica l and s u r g ic a l treatm en ts, o b s e rv in g and re c o rd in g sym ptom s, and applying p rin c ip le s of a s e p s is and a n tis e p s is . C o lla b o ra te s with nu rsin g s u p e r v is o r s to supplem ent c la s s r o o m train in g with p ra c tic a l exp erien ce in v a rio u s departm en ts. R e n d e rs individual train ing a ssista n ce w h e re v e r needed, and o b s e rv e s p e rfo rm a n c e of students in actual n u rsin g situ a tions. M ay p r e p a r e , a d m in iste r, and grad e exam inations to determ ine student p r o g r e s s and achievem ent. M ay m ake recom m endation s r e l a tive to im p ro ved teaching and n u rsin g techniques. M ay a s s is t in c a r r y ing out hospital in -s e r v ic e train ing p r o g ra m by initiating new p r o c e d ures and p ra c tic e s and train in g graduate n u rs e s in th eir application. M ay conduct r e fr e s h e r train in g c o u rs e s fo r graduate n u rs e s in theory and p ra c tic e of g e n e ra l n u rsin g c a r e o r c lin ic a l s p e c ia ltie s . M ay train a u x ilia ry w o rk e rs in adm in istratio n of n o n p ro fessio n al aspects of n u rsin g c a r e . M a y teach p ra c tic a l nu rsin g techniques to c la s s e s of la y p e rs o n s . N u r s e s who spend le s s than h alf of th eir tim e on such duties a re excluded. Technical «• O t h e r D IE T IT IA N D IE T IT IA N - Continued A w o rk e r who o rg a n iz e s , a d m in is te rs, and d ire cts one o r m o re phases of the h ospital food s e rv ic e p r o g ra m and ap plies the p rin c ip le s of nutrition to the feeding of in dividuals and gro u p s. D o es at le a s t one of the follo w in g: (a ) P la n s m enus, (b) plans m odification s of the n o rm a l diet fo r p e rso n s needing s p e cial diet treatm ent, o r (c) in stru cts patients and/or hospital p erso n n e l in p rin c ip le s of n u tri tion and in m odifications of the n o rm a l diet. In addition, u su ally p e r fo rm s s e v e r a l o r a ll of the fo llo w in g duties: P u rc h a s in g o r requ estin g food, equipm ent, and sup plies; su p e rv isin g food p re p a ra tio n ; s u p e r v isin g the se rv in g of food to patients and h ospital p erso n n el; selectin g, train in g, and s u p e rv isin g n o n p ro fessio n al p erso n n e l; m aintaining food cost co n tro ls; inspecting w o rk a r e a s and sto ra ge fa c ilitie s fo r s a n i tation and safety. N o r m a lly , dietitians w ill have a c o lleg e d egre e with a m a jo r in fo o d s , nutrition, o r institutional m anagem ent plus a dietetic in ternship . F o o d s e rv ic e s u p e rv is o r s who a re concerned with the d a y -to -d a y operations of p re p a rin g and se rv in g m e a ls but who do not apply the p rin c ip le s of nutrition to m e a l planning (other than to m odify diets accordin g to esta b lish ed p attern s) and, in ho spitals that have staff d ietitians, ch ief and assista n t ch ief dietitians a re ex clu d ed . M E D IC A L R E C O R D L IB R A R I A N A w o rk e r who is re sp o n s ib le fo r the activities of the d e p a rt ment in which the m e d ic a l re c o rd s m aintained on h ospital o r clinic patients a re file d . T h ese duties include s e v e r a l o r a ll of the fo llo w in g: R eview in g patients* re c o rd s fo r com pleteness and acc u ra c y accord in g 1 T h is occupation w as not studied in P o rtla n d , O r e g . 17 M E D I C A L R E C O R D L IB R A R IA N - Continued M E D I C A L T E C H N O L O G IS T - Continued to standards esta blish ed by the acc red itin g agen cies of h o sp itals; coding o r v erify in g coding of d is e a s e s , o p e ratio n s, and s p e c ia l therapy a c cord in g to re co gn iz ed nom enclature and c la s s ific a tio n sy stem s; in d ex ing d is e a s e s , o p e ratio n s, and other s p e c ia l study m a t e ria l; p re p a rin g o r su p erv isin g p re p a ra tio n of p e rio d ic statistical re p o rts such as on m o rb id ity , b irth s , and deaths, utilization of fa c ilitie s ; a s s is tin g the m ed ica l staff in r e s e a rc h involving m e d ic a l r e c o rd s ; abstractin g c ase h isto rie s fo r s p e c ia l re p o rts ; selecting and tabulating in fo rm atio n fr o m p atien ts1 re c o rd s fo r specific p u rp o ses of the hospital o r clinic and the community; an sw erin g in q u iries fo r in fo rm atio n re c o rd e d in p a tien ts1 re c o rd s in accordan ce with p r e s c r ib e d h ospital p o lic ie s ; filin g o r s u p e rv isin g filin g of re c o rd s ; p articip atin g in staff m eetings re p resen tin g a p ro fe s s io n a l s e rv ic e ; taking m e d ic a l o r s u r g ic a l dictation. S elects and train s any other em p lo y ees in the departm ent and assign s th eir duties. In addition, this w o rk e r m ay p re p a re the budget fo r the departm ent and m ay s e rv e as the h ospital m ed ica l lib r a r ia n . M ay d ire c t p ro g r a m fo r training m ed ica l re c o r d lib r a r y students. M e d ic a l re c o rd lib r a r ia n s in hospitals b elo w the le v e l of ch ief a re excluded u n less they a re r e g is te re d by the A m e ric a n A s so c ia tio n of M e d ic a l R e c o rd L i b r a r i a n s . study. M a y , under s u p erv isio n of a pathologist, engage in r e s e a rc h and teaching activ itie s. M a y s u p e rv ise la b o ra to ry a s s is ta n ts , o r w here no la b o ra to ry assista n ts a re em ployed, p e rfo r m th eir d uties. M ay also p e rfo r m som e duties of X - r a y technicians, take e le c t ro c a r d io g ra m s and determ ine b a s a l m etabolic ra te . In la r g e h o spitals and those engaged in r e s e a r c h , m ed ica l technologists m ay be re sp o n s ib le fo r testing and exam ination in only one of s e v e r a l fie ld s of clin ic a l pathology. In s m a ll h o sp ita ls, they m ay p e rfo r m c lin ic a l tests in any one o r a com bination of these fie ld s . P e r fo r m s duties n o rm a lly re q u irin g 12 m onth s1 train in g in an ap pro ved school fo r m ed ica l tech n o logists fo llo w in g at le a s t 2 y e a r s of c o lle g e . M ay be re g is te re d by re g is te rin g agency. C h ief technologists w h ere m o re than one m e d i cal technologist is em ployed; tissu e technicians who m e r e ly do routine p re p a ra tio n of tissu e fo r study; those who p e rfo r m only routine (q u a li tative ra th e r than quantitative) tests such as u rin a ly s is fo r P H fac to r o r su g a r by noting c o lo r change, testing h em oglobin by c o lo r , doing rough sc re e n in g , o r who p e r fo r m only a lim ited range of tests within one field ; and w o rk e rs holding s p e c ia lis t c e rtific a te s fr o m the R e g is tr y of the A m e ric a n Society of C lin ic a l P a th o lo g ists a re ex clu d ed . M E D IC A L S O C IA L W O R K E R P H Y S IC A L T H E R A P IS T A p e rs o n who p ro v id es d ire c t s e rv ic e to patients by helping them re s o lv e p e rs o n a l and environm ental d ifficu lties that in te rfe re with obtaining m axim um benefits fr o m m ed ica l c a r e o r that p re d is p o s e tow ard illn e s s . P e r fo r m s a varie ty of s e rv ic e s such as coun seling on s o c ia l p ro b le m s and arra n g in g fo r p osthospital c a re at home o r in institutions, f o r p lacem en t of ch ild re n in fo s te r hom es o r adults in n u rsin g h o m es, and fo r fin an cial assista n ce d uring illn e s s ; u tiliz es re s o u rc e s such as fa m ily and com m unity agencies to a s s is t patient to re su m e life in com m unity o r to le a rn to liv e within d isa b ility . P r e p a r e s and keeps c u rre n t a so c ia l case re c o rd . P r o v id e s attending p hysician and others with pertinent in form ation to add to understanding of patient. M a y su p e rv is e s o c ia l w o rk students and beginning case w o r k e r s . S o cial w o r k e r s assig n e d p r im a r ily to p sy ch iatric w a rd s and clin ic s; w o rk e rs engaged p r im a r ily in fin an cial scre en in g of patients and rate setting; those w o rk e rs c la s s ifie d as c a s e a id e s; and in h ospitals w h ere m ore than one s o c ia l w o rk e r is em p loyed , the head of the s o c ia l s e rv ic e departm ent and other s u p e rv is o r s of m ed ica l s o c ia l w o rk e rs u n less they spend at le a s t 80 p ercen t of th eir time in d ire c t s e rv ic e to patients (including re la te d c le r ic a l and other duties) a re e x c lu d e d . A p e rs o n who treats d is a b ilit ie s , in ju r ie s , and d is e a s e s through the use of m a s s a g e , e x e r c is e , and effective p ro p e rtie s of a ir , w a te r, heat, cold radiant e n e rg y , and e le c tric ity , acc o rd in g to p re s c rip tio n of a p h y sician . M ay in stru ct students, in tern s, and n u rs e s in m ethods and objective of p h y sical therapy and m ay su p e rv is e p h y sic a l therapy a id e s . M ay consult with other th erap ists to coordinate therapeutic p r o g ra m s fo r individual patients. N o r m a lly re q u ir e s train in g in a p p ro v e d school of p h y sical th erapy. In h o spitals with m o re than one p h y sical th erap ist, the chief th erap ist and those who spend o v e r 20 p e r cent of their tim e s u p e rv isin g other p h y sical th erap ists are ex c lu d e d . M E D I C A L T E C H N O L O G IS T A w o rk e r who p e rfo r m s v a rio u s ch e m ic a l, m ic ro s c o p ic , and/or b ac te rio lo g ic tests to obtain data used in d iagn osis and treatm ent of patients. A p p lie s techniques used in fie ld s of b a c te rio lo g y o r m y cology, p a ra s ito lo g y , histopathology, h em atology, s e ro lo g y , a lle r g y , and/or ch em ical, ra d io a c tiv e , o r m o rp h o lo g ic a l exam in atio n s. Is r e sponsible fo r c a r ry in g p ro c e d u re s to com pletion (and a n u m e ric a l an s w e r ). R e c o rd s la b o ra to ry test re su lts (but does not p r e p a re d ia g nostic r e p o r t s ). M ay p re p a re tissu e s fo r m ic ro s c o p ic path ological X -R A Y T E C H N IC IA N T ak es X - r a y photographs of v a rio u s portion s of body to a s s is t p h y sician in detection of fo re ig n bodies and diagn oses of d is e a s e s and in ju r ie s , and/or a s s is ts in treating d is e a s e d o r affected a r e a s under su p e rv isio n of ra d io lo g is t . P r e p a r e s patient fo r roen tgen ographic e x am ination, flu o ro sc o p y o r therapy requ ested by the p hysician, p e r fo rm in g such duties as poistioning patient, and ad m in isterin g chem ical m ix tu res to in c re a se opaqueness of o rg a n s . Sets up and o p e rates stationary and m o bile X - r a y equipm ent. D ev e lo p s exp osed film o r s u p e rv is e s its developm ent by d a rk ro o m h e lp e r. P r e p a r e s and m ain tains re c o rd s o r s u p e rv is e s th eir p re p a ra tio n by c le r ic a l h e lp e rs . M a y m aintain equipm ent in efficien t o peratin g condition, including c o r rection of m in or fa u lts , and m ay clean ap p a ratu s. M a y p e rfo r m duties in other d epartm en ts, such as p h y sical th erapy, b a s a l m e ta b o lism , and e le c tro c a rd io g ra p h y . M a y , under r a d io lo g is t1s d ire ction , in stru ct n u rs e s , in te rn s, and students in X - r a y techniques. D ata fo r chief X - r a y technicians in h ospitals w h ere m o re than one X - r a y technician is em ployed a re p resen ted s e p a ra t e ly . 18 O f f i c e B IL L E R , M A C H IN E 2 S W IT C H B O A R D O P E R A T O R A w o rk e r who p re p a re s statem ents, b i l l s , and in voices on a m achine other than an o rd in a ry o r electro m atic ty p e w rite r. M a y also keep re c o rd s as to b illin g s o r shipping c h a rg e s o r p e r fo r m other c le r ic a l w o rk incidental to b illin g o p e ratio n s. CLERK , PAYROLL A w o rk e r who com putes w ages of com pany em p lo y ees and en ters the n e c e s s a ry data on the p a y ro ll sheets. Duties involve: C a l culating w o rk e r* s earn in gs b a s e d on tim e o r production r e c o rd s ; p o s t ing calcu lated data on p a y ro ll sheet, showing in form ation such as w o rk e r* s n am e, w o rk in g d a y s, tim e, ra te , deductions fo r in su ran ce, and total w age s due. M ay m ake out paychecks and a s s is t p ay m aster in m aking up and d istributin g pay en velo p es. M ay use a calcu lating m ach ine. STENOGRAPH ER, Other A w o rk e r who in addition to p e rfo rm in g duties of o p e ra to r, on a single position o r m o n ito r-ty p e sw itch b o ard , acts as re cep tio n ist and m ay also type o r p e r fo r m routine c le r ic a l w o rk as p a rt of re g u la r d uties. T h is typing o r c le r ic a l w o rk m ay take the m a jo r p a rt of this w o rk e r* s tim e w h ile at sw itch b o ard . A w o rk e r whose p r im a r y ing a technical v o c a b u la ry fr o m a ls o type fr o m w ritten copy and who takes dictation in shorthand is c la s s ifie d as a ste n o g ra p h e r. D IS H W A S H E R , M A IN T E N A N C E 2 2 T h ese occupations w e r e studied only B u ffa lo , N . Y . , P o rtla n d , O r e g . , and St. L o u is , M o . T R A N S C R IB IN G -M A C H IN E O P E R A T O R , in T E C H N IC A L duty is to tr a n s c r ib e dictation in v o lv tra n s c rib in g -m a c h in e r e c o r d s . M ay do sim p le c le r ic a l w o rk . A w o rk e r o r by stenotype o r s im ila r m achine Nonprofessional A w o rk e r who p e r fo r m s the carp e n try duties n e c e s s a ry to construct and m aintain in good r e p a ir build in g w oodw ork and equipm ent such as b in s, c r ib s , co u n ters, ben c h es, p artitio n s, d o o rs, flo o r s , s t a ir s , c a s in g s , and tr im m ade of w ood in a h o sp ita l. W o rk in v o lv e s m ost of the fo llow in g: Plan n in g and laying out o f w o rk fro m b lu e p rin ts, d ra w in g s , m o d e ls , o r v e r b a l in stru ction s; using a v a rie ty of c arp e n ter * s h an d to o ls, p o rta b le p o w e r to o ls, and stan dard m e a s u r ing in stru m ents; m aking stan dard shop com putations re la tin g to d im en sions of w ork; selectin g m a t e ria ls n e c e s s a ry fo r the w o rk . In g e n e ra l, the w o rk of the m aintenance c arp e n ter re q u ir e s rounded train in g and ex p erien ce u su ally acq u ire d through a fo rm a l ap pren ticesh ip o r eq u iv a lent train ing and ex p e rie n c e . S W IT C H B O A R D O P E R A T O R -R E C E P T I O N I S T T E C H N IC A L A w o rk e r whose p r im a r y duty is to take dictation fr o m one o r m o re p e rs o n s , eith er in shorthand o r by stenotype o r s im ila r m a chine, involving a v a r ie d technical o r s p e c ia liz e d v o c a b u la ry such as re p o rts on scien tific r e s e a r c h , and to tr a n s c r ib e this dictation on a ty p e w rite r. M ay a ls o type fr o m w ritten copy. M ay a lso set up and keep file s in o r d e r , keep sim p le r e c o r d s , etc. Does not include tra n s c rib in g -m a c h in e w o r k . CARPENTER, A w o rk e r who o p e rates a s in g le - o r m u ltip le -p o sitio n telephone sw itch bo ard . Duties involve handling in com ing, outgoing, and in tra h ospital o r o ffice c a lls . M a y re c o rd toll c a lls and take m e s s a g e s . M a y give in form ation to p erso n s who c a ll in. F o r w o rk e rs who also act as recep tio n ists see sw itch b o ard o p e ra t o r -r e c e p tio n is t. B a ltim o r e , M A C H IN E A w o rk e r who o p e rates a dish w ash in g m achine and p e rfo r m s m o st of the fo llo w in g duties: C le a n s d is h e s , g la s s w a r e , and s ilv e r w a r e by m ach in e. R e c e iv e s ta b le w a re fr o m dining ro o m and/or patients* ro o m s , o r stacks ta b le w a re fo r tran sp o rtin g to d is h w a s h e r. S c ra p e s food fr o m d is h e s . T ra n s p o rt s clean ed and d rie d w a r e to p ro p e r p la c e s M a y also clean w o rk in g a r e a , steam ta b le s , and kitchen equipm ent, a rra n g e dining ta bles and c h a irs , p o lish fix tu r e s , and p e r fo r m other duties. M ay re m ove g a rb a g e fr o m dishw ashing a r e a . E L E C T R IC IA N , M A IN T E N A N C E A w o rk e r who p e rfo r m s a v a rie ty of e le c t ric a l trad e functions such as the in stallatio n , m ainten ance, o r r e p a ir of equipm ent fo r the M dgen . , eratin g , d istribu tio n , o r utilization of e le c t ric en e rg y in a h o s p ita l. W o rk in volves m o st of the fo llo w in g: In sta llin g o r re p a irin g 19 E L E C T R IC IA N , M A IN T E N A N C E - Continued F IN IS H E R , any of a v arie ty of e le c t r ic a l equipm ent such as g e n e ra t o rs , t r a n s fo r m e r s , s w itch b o ard s, c o n t ro lle r s , c irc u it b r e a k e r s , m o to rs , heating units, conduit s y ste m s , o r other tra n s m is s io n equipm ent; w o rk in g fr o m b lu e p rin ts, d ra w in g s , layout, o r other sp e cificatio n s; locating and d i agnosing trouble in the e le c t ric a l sy stem o r equipm ent; w ork ing stand a rd com putations re la tin g to load re q u irem en ts of w ir in g o r e le c t ric a l equipment; using a v a rie ty of e lectric ian * s handtools and m e a s u rin g and testing in stru m en ts. In g e n e ra l, the w o rk of the m aintenance e le c tric ia n re q u ir e s rounded train ing and exp erien ce u su ally acq u ire d through a fo rm a l appren ticesh ip o r equivalent train in g and ex p e rie n c e . ELEVATO R O PER ATO R , PASSENGER3 A w o rk e r who o p e rates a p a s s e n g e r e le v a t o r . Supplies in form ation to p a s s e n g e r s re g a rd in g location of w a rd s and o ffic e s . A s s is t s patients in and out of e le v a to r and m ay push in w h e e lc h a irs and c a r r ia g e s to o r fr o m e le v a to r. M a y m ove fre ig h t in and out of e le v a to r. M a y d istribu te m a il. E N G IN E E R , S T A T IO N A R Y A w o rk e r who o p e rates and m aintains and m ay also s u p e r v ise the operation of station ary engines and equipm ent (m ech a n ica l o r e le c t ric a l) to supply the hospital in which em ployed with p o w e r, heat, re frig e ra tio n , o r a ir conditioning. W o rk in volves: O p eratin g and m aintaining equipm ent such as steam engines, a ir c o m p r e s s o r s , g e n e ra to rs , m o to rs , tu rb in es, ventilating and r e frig e ra tin g equipm ent, steam b o ile r s , and b o il e r - f e d w ater pum ps; m aking equipm ent r e p a ir s ; keeping a re c o rd of o p e ratio n of m ach in ery , te m p e ra tu re , and fu el consum ption. M a y also su p e rv is e these o p e ratio n s. H ead o r chief engin eers in h o spitals em ployin g m o re than one en gin eer are e x c lu d e d . EXTRACTOR O PE R A TO R 4 A w o rk e r who re m o v e s su rp lu s m o istu re fr o m m a t e ria ls (such as wet cloth, clothing, knit go o d s, and y arn ) by o p e ratin g a c e n trifu g al e x tra c to r. W o rk in volves m o st of the fo llo w in g: L oadin g m a t e ria l into p e rfo ra te d d ru m of m achine by hand o r hoist; c lo sin g lid and starting m ach ine, allo w in g it to run a p re d e te rm in e d time o r until fluid stops flo w in g fr o m drain; re m ovin g p a rt ly d rie d m a t e ria ls ; hand trucking m a te ria ls within the departm ent. M a y a s s is t the w a s h e r in loading, o peratin g, o r unloading the w ashing m achine. FLATW ORK, M A C H IN E A w o rk e r who p e r fo r m s fla tw o rk finishing operations by m a chine. W o rk in volves one o r m o re of the fo llow in g: Shaking out the c r e a s e s in s e m id ry w ash in g to p r e p a re it fo r the fla tw o rk ironing m achine; feedin g c lean , dam p fla tw o rk p iece s into the fla tw o rk ironing m achine by p lacin g the a r tic le s on the fe e d e r r o lle r s ; catching o r re c e iv in g a r tic le s as they e m e rg e fr o m the m achine and p a rt ia lly fo ldin g them. HOUSEKEEPER, C H IE F A w o rk e r who is ch a rg e d with the re sp o n s ib ility fo r h o u se keeping a c tiv itie s, which include m aintenance of clean and san itary conditions in a ll a re a s of the h o sp ital except fo r engin eerin g and d ie tetic a r e a s ; conduct of studies fo r b etter housekeeping products and equipm ent. In this cap acity , the h o u sek eep er fo rm u la te s and im p le ments p ro c e d u re s fo r effectiv e utilization of housekeeping p erso n n e l, s u p p lie s, and equipm ent; sets stan dards fo r cleaning, sanitation, and p re s e r v a tio n of flo o r and w a ll s u r fa c e s ; conducts continuing p ro g ra m to im p ro v e housekeeping techniques and p ra c tic e s ; m akes budget e s t i m ates; schedules activities and m akes inspection to determ ine whether e sta b lish e d stan dards of sanitation and clean lin ess a re being m et. S u p e r v is e s housekeeping p erso n n e l, including conduct of in -s e r v ic e tr a in in g, in terview in g and fin al selectio n of p e rso n n e l, recom m ending p r o m otions and d is c h a rg e of e m p lo y ees. M a y give advice to m anagem ent on selection of c o lo r sch em e, type of d r a p e r ie s , ru g s , up h o lstery , and fu rn itu re to be used when needed fo r re p lacem e n t. K IT C H E N H E L P E R A w o rk e r who p e rfo r m s one o r m o re of the fo llo w in g u n sk illed kitchen duties: C lea n s w o rk ta b le s , m eat b lo c k s , r e fr i g e r a t o r , and g r e a s e tra y s ; sw eep s and m ops kitchen flo o r s , obtains and d istrib u tes supplies and uten sils; watches and s tirs cooking foods to p rev en t b u r n ing. C a r r ie s dirty u tensils to be w ashed and re tu rn s cleaned utensils and p olish ed s ilv e r to p ro p e r p lace in kitchen. C lea n s pots and kitchen u te n sils. C a r r ie s out g a r b a g e . D e liv e r s food tray s to flo o r diet kitchens and co llec ts d irty dishes fr o m tray s* A s s is t s in setting up tr a y s . D ish es up food. C u ts, p e e ls , and w ash es fru its and v e g e ta b le s . M ak es toast and b e v e r a g e s . W o r k e r s who w o rk with patients in m ental ho spitals o r who p e rfo r m tasks such as m aking sa la d d r e s s ing o r soup stock; p re p a rin g s p e c ia l b e v e r a g e s such as eggnogs o r m ilk shakes; cooking o r fry in g eg g s; w eigh in g, m e a s u rin g , and m ixing in gred ien ts fo r b a k e ry p ro d u cts, e t c ,, are ex c lu d e d . M A ID O R P O R T E R 3 B u ffa lo , 4 B u ffa lo , T hese N. Y ., T h ese N. Y. , occupations w e r e studied only in B a lt im o r e , and St. L o u is , M o . occupations w e re studied only in B a lt im o r e , P o rtla n d , O r e g . , and St. L o u is , M o . M d. , M d. , A w o rk e r who clean s and s e rv ic e s h ospital p r e m is e s : P e r fo rm s one o r m o re of the fo llo w in g duties: C le a n s , m o p s, and w axes flo o r s . Dusts fu rn itu re and equipm ent. C lea n s window s il ls , em pties 20 M A ID O R P O R T E R - Continued N U R S IN G A ID E - Continued tra sh b a sk e ts, and a r ra n g e s fu rn itu re and equipm ent in an o r d e r ly fash io n . S c o u rs and p olish es bathtubs, sinks, m i r r o r s , and s im ila r equipm ent, re p len ish in g sup plies of soap and to w e ls . P o lis h e s b r a s s and clean s and p o lish e s g la s s panels in d oors and p a rtitio n s. K eeps utility sto rage ro o m s in good o r d e r by cleaning lo c k e rs and equipm ent, a rra n g in g su p p lie s, and sw eeping and mopping flo o r . P e r fo r m s a v ariety of re la te d duties. M a y be assig n e d to s p e cific a r e a s , such as w a r d s , o ffic e s , o r s u r g e ry . T h ose w o rk e rs who w o rk with patients in m ental h ospitals a re e x clu d ed . m ents and equipm ent. M ay clean ro o m s o r equipm ent upon d is c h a rg e of patients. M ak es occu pied b e d s . M a y take and r e c o r d te m p e r a tu re , p u ls e , and re s p ir a tio n ra te . M a y e s c o r t n ew ly adm itted patients fr o m adm itting o ffice to h o sp ital ro o m o r w a r d . M a y o r m ay not be lic e n se d . M a y be c a lle d o r d e r ly and m ay tra n s p o rt and a r ra n g e p o r t able X - r a y , oxygen, o r heavy equipm ent. In m ental h o sp itals o r p s y ch iatric units w ill have v e r y lim ited re sp o n s ib ility fo r p articip atio n in c a r e of p atien ts, bein g lim ited to p h y sical c a r e ra th e r than s o c ia l izin g and w ill w o rk under c lo se su p e rv isio n . M E D I C A L L A B O R A T O R Y A S S IS T A N T 5 P R A C T IC A L NURSE A w o rk e r who a s s is ts one o r m o re m ed ica l technologists o r w o rk e rs of equivalent status by p e rfo rm in g one or m o re of the fo llo w in g duties: P r e p a r in g , under in stru ction , s te r ile m ed ia fo r use in g r o w ing cu ltures (does not identify b a c t e ria ); sorting b a c t e r ia l cu ltu re s p r io r to exam ination by m ed ica l technologists; p re p a rin g solu tions, nonc r it ic a l reagen ts ( i . e . , those not re q u irin g a high d egre e of a c c u ra c y — such as salt solutions o r dye so lu tio n s), o r stain s, fo llo w in g standard la b o ra to ry fo rm u la s and p r o c e d u r e s . M ay clean and s te r iliz e la b o r a tory equipm ent, g la s s w a r e , and in stru m en ts. M a y do charting under su p e rv isio n . M ay co llec t som e types of specim en s fr o m patients. D oes not p e r fo r m tests. A p e rs o n who, under su p e rv is io n of a p ro fe s s io n a l n u rs e , p e rfo r m s selecte d and d elegated n u rsin g tasks in c a r e of patien ts. P e r fo r m s three o r m o re of the fo llo w in g duties: M e a s u r e s and a d m in is te rs sim p le m ed icatio n s as d irected ; ap plies sim p le d re s s in g s ; a d m in isters en e m as, douches, p e rin e a l c a r e , and other treatm en ts as d ire cted ; re p o rts g e n e ra l o b se rv a tio n of patients* condition; sets up treatm ent tra y s ; keeps un der constant s u rv e illa n c e patients re c o v e rin g fr o m an esth esia o r re c e iv in g p ro lo n ged in travenous o r subcutaneous in jec tio n s, notifying p ro fe s s io n a l n u rse of unusual re actio n s; takes and re c o rd s te m p e ra tu re , p u lse , and re s p ir a tio n . In a m ental h o sp ital, m ay be c a lle d a p sy c h ia tric aide o r attendant and m ay have duties such as s o c ia liz in g and cu sto d ial functions p e c u lia r to m ental h o s p ita ls . Som e w o rk e rs c a lle d o r d e r lie s m ay p e rfo r m these duties and a re in cluded. M ay be lic e n se d and m ay also p e r fo r m duties of a n u rsin g aid e. Those r e g u la r ly su p e rv is in g other p ra c tic a l n u rs e s o r n u rsin g aides and those s u p e rv is in g units to which no p ro fe s s io n a l n u rs e s a r e assig n e d are ex c lu d e d . N U R S IN G A ID E A w o rk e r who a s s is ts the n u rsin g staff by p e rfo rm in g routine duties in the c are of hospital patients. P e r fo r m s s e v e r a l of the fo llo w ing patient c a re s e rv ic e s : B athes bed patients o r a s s is ts them in bathing. C a re s fo r p atien ts1 h a ir and n a ils . F e e d s o r a s s is ts patients to eat and b rin g s patients b e tw e e n -m e a l nourishm ent. A s s is t s patients with bedpans and u r in a ls . K eeps re c o rd s of p atien ts1 food intake and output when o rd e re d . A s s is t s patients in u n d ressin g and p ro v id e s h ospital clothing, storing p atien ts1 clothing and v a lu a b le s . A s s is t s patients in w alking and tran sp orts patients to v a rio u s hospital ro o m s by m eans of w h ee lch air o r s tre tc h e r. C lea n s and s t e r iliz e s in s t ru - 5 T hese occupations w e re B u ffa lo , N . Y . , and St. L o u is , M o . studied only in B a ltim o r e , W ASHER, M A C H IN E A w o rk e r who o p e rates one o r m o re w ash in g m ach ines to w ash h ospital lin en s, g a rm e n ts, cu rta in s, d r a p e r ie s , and other a r t ic le s . W o rk in volves the fo llo w in g: M anip ulating v a lv e s , sw itch es, and le v e r s to s tart and stop the m achine and to control the amount and te m p e ra ture of w ater fo r the sudsing and rin sin g of each batch; m ix in g and adding soap, bluin g and bleach in g solutions; loadin g and unloading the m ach in e, if not done b y lo a d e r s o r u n lo ad ers (p u lle r s ). M a y M dw . ashing , m ake m in or re p a ir s to w ashing m ach ine. f t U. S. GOVERNMENT PRINTING OFFICE : 1957 0 — 42(383
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