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National Compensation Survey Pilot Test Charlotte-Gastonia-Rock Hill, NC-SC February 1997 ________________________________________________________________________________________________ U.S. Department of Labor Alexis M. Herman, Secretary Bureau of Labor Statistics Katharine G. Abraham, Commissioner October 1997 Bulletin 3090-16 Charlotte-Gastonia-Rock Hill, NC-SC Metropolitan Statistical Area Preface T his bulletin provides results of a February 1997 survey of occupational pay in the Charlotte-Gastonia-Rock Hill, NC-SC Metropolitan Statistical Area (MSA). The MSA includes Cabarrus, Gaston, Lincoln, Mecklenburg, Rowan, and Union Counties, NC; and York County, SC. Data shown in this bulletin were collected as part of the Bureau of Labor Statistics’ (BLS) new program known as the National Compensation Survey (NCS). (COMP2000 was the survey’s working title.) The new program, now in its first stage of implementation, will eventually replace three separate BLS compensation series -- Occupational Compensation Survey, Employment Cost Index, and Employee Benefits Survey. This first phase, which includes only the wage and salary portion of compensation, was designed to produce data similar to those released under the Occupational Compensation Survey, which has been discontinued. See page one of this bulletin for further information on NCS. information on earnings of workers in a variety of occupations and at a wide range of work levels. Also contained in this bulletin is information on the new program, a technical note describing survey procedures, and several appendixes with detailed information on occupational classifications and the generic leveling methodology. The survey could not have been conducted without the cooperation of the many private firms and government jurisdictions that provided pay data included in this bulletin. The Bureau thanks these respondents for their cooperation. Survey data were collected and reviewed by Bureau of Labor Statistics field economists under the direction of Dianne Farrior, Assistant Regional Commissioner for Operations of the Atlanta Regional Office. The Office of Compensation and Working Conditions in the BLS National Office was responsible for the survey design and data processing and analysis. First surveys are pilot tests The first surveys in the new program are referred to as pilot tests, because they include major changes in survey concepts, definitions, and collection procedures from the predecessor Occupational Compensation Survey Program. The Bureau is reviewing the pilot test results to improve its data collection procedures and techniques. The survey results should therefore be interpreted with caution. Additionally, many of the long-time participants in the Occupational Compensation Survey were asked to provide data for a much broader selection of occupations than in the past and to apply a new classification system and leveling factors to those occupations. For many other companies, this was the first time they participated in a Bureau compensation study. Due to the limited amount of time available to initiate the first phase of this new program, a number of companies were unable to provide complete data before the publication deadline. As a result, some surveys have a high nonresponse rate for the all industries or the private industry iterations. Such instances are noted in the bulletin table footnotes. The bulletin consists primarily of tables whose data are analyzed in the initial textual section. Tabulations provide Where to find more information For additional information regarding this survey, please contact the BLS Atlanta Regional Office at (404) 562-2463. You may also write to the Bureau of Labor Statistics at: Division of Compensation Data Analysis and Planning, 2 Massachusetts Avenue, NE, Washington, DC 20212-0001, or call (202) 606-6220. The data contained in this bulletin are also available on the Internet’s World Wide Web through the BLS site: http://stats.bls.gov/comhome.htm Data are in three formats: an ASCII file containing the exact published table formats; an ASCII file containing positional columns of data for easy manipulation as a data base or spreadsheet; and a Portable Document Format containing the entire bulletin. The ASCII files may include tables not appearing in this bulletin. Material in this bulletin is in the public domain and, with appropriate credit, may be reproduced without permission. This information will be made available to sensory impaired individuals upon request. Voice phone: (202) 606-7828; TDD phone: (202) 606-5897; TDD message referral phone: 1-800-326-2577. iii Contents Page A New Compensation Survey .............................................................................................................. Wages in the Charlotte-Gastonia-Rock Hill, NC-SC, Metropolitan Statistical Area ............................. 1 2 Tables: A-1. Hourly earnings for selected occupations, all industries.......................................................... A-2. Hourly earnings for selected occupations, private industry and state and local government .... A-3. Hourly earnings for selected occupations, full-time and part-time workers.............................. A-4. Weekly and annual earnings for selected white-collar occupations, full-time workers............. B-1. Hourly earnings by occupational group and level .................................................................... B-2. Hourly earnings for selected occupations and levels ............................................................... C-1. Hourly earnings by occupational group and selected characteristic.......................................... C-2. Hourly earnings by occupational group and industry, private industry .................................... C-3. Hourly earnings by occupational group and establishment employment size, private industry . C-4. Number of workers studied by occupational group .................................................................. 4 6 8 10 11 14 16 17 18 19 Appendixes: A. Technical note.......................................................................................................................... B. Occupational classifications...................................................................................................... C. Generic leveling criteria ........................................................................................................... D. Evaluating your firm’s jobs ...................................................................................................... v 20 27 35 41 A New Compensation Survey T benefit provisions and incidence. These new series will supplant the current ECI and EBS programs. his survey represents the first phase of a new Bureau of Labor Statistics program called the National Compensation Survey (NCS). NCS integrates three existing programs: the Occupational Compensation Survey (OCS), the Employment Cost Index (ECI), and the Employee Benefits Survey (EBS), into one comprehensive compensation program. Data from the new survey will be jointly collected from one common sample of establishments. The survey has several major goals: To make the most efficient use of available resources—dollars, people, and technology; to minimize the burden of collection on respondents; and to provide a wide range of statistical outputs reflecting up-to-date economic and statistical concepts. The streamlining of programs and the addition of data will be phased in over time. Beginning in the spring of 1996, pilot studies (under the name COMP2000) in six metropolitan areas were conducted to test various procedures of the new program. Wage data were collected based on a new method of classifying occupations and levels of work within those occupations. Following the tests, a new area-based sample covering the Nation as a whole was put into place in Fall 1996. Initially, collection will be limited to the wage and salary portion of compensation. The larger metropolitan area collections will yield bulletins, similar to this one, which will replace the current Occupational Compensation Survey bulletins. Statistics for smaller areas may be released in summary form, if the data support publication. NCS will also yield national statistics, plus data for the nine geographic regions used in the Census of Population, once collection for all areas is completed. Testing of the collection of benefit data, wage trend data, and other compensation characteristics is planned. Based on test results, new collection procedures for these types of statistics will be developed. Eventually, wage data and benefit information collected from the sample will be used to produce compensation indexes and statistics on National Compensation Survey versus OCS The wage data in this bulletin differ from those in previous Occupational Compensation Survey bulletins by providing broader coverage of occupations and establishments within the survey area. The same holds for all future NCS products. Occupations surveyed for this bulletin were selected using probability techniques from a list of all those present in each establishment. Previous OCS bulletins were limited to a preselected list of occupations, which represented a small subset of all occupations in the economy. Information in the new bulletin is published for a variety of occupation-based data. This new approach includes data on broad occupational classifications such as white-collar workers, major occupational groups such as sales workers, and individual occupations such as cashiers. In tables containing job levels within occupational series, the levels are derived from generic standards that apply to all occupational groups. The job levels in the OCS bulletins were based on narrowly-defined descriptions that were not comparable across specific occupations. Occupational data in this bulletin are also tabulated for other classifications such as industry group, full-time versus part-time status, union versus nonunion status, and establishment employment size. Not all of these series were generated by the OCS program. The establishments surveyed for this bulletin were limited to those with 50 or more employees. Eventually, NCS will be expanded to cover those now-excluded establishments. Then, virtually all workers in the civilian economy will be surveyed, excluding only private household and farm workers and employees of the Federal Government. 1 Wages in the Charlotte-Gastonia-Rock Hill, NC-SC Metropolitan Statistical Area S confidentiality of survey respondents and the reliability of the data. Private industry workers in Charlotte-Gastonia-Rock Hill, NC-SC, earned $14.22 per hour, while State and local government workers averaged $15.29. Table A-2 reports that the average hourly rate for white-collar occupations was $18.73 in private industry and $16.85 in State and local government. Blue-collar occupations showed an average hourly rate of $11.20 in private industry and $11.01 in State and local government. Service occupations within private industry averaged $7.55 per hour while those found in State and local government averaged $11.56. traight-time wages in the Charlotte-Gastonia-Rock Hill, NC-SC Metropolitan Statistical Area averaged $14.40 per hour during February, 1997. White-collar workers had the highest average wage level, $18.27 per hour. Blue-collar workers averaged $11.19 per hour, while service workers had average earnings of $8.69 per hour. (All comparisons in this analysis cover hourly rates for both full- and part-time workers, unless otherwise noted.) Chart 1. Average hourly wage rates by occupational group, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 Dollars per hour $ 25 Chart 2. Average hourly rates by private and State and local government industries, New York-Northern New Jersey-Long Island, NY-NJ-CT-PA, February, 1997 20 Dollars per hour $ 25 15 10 20 5 15 0 Whitecollar Bluecollar Private industry State and local government 10 Service workers 5 Within each of these occupational groups, average hourly wages for individual occupations varied. For example, white-collar occupations included accountants and auditors at $17.95 per hour, social workers at $15.67, and secretaries at $11.96. Among occupations in the bluecollar category, industrial machinery repairers averaged $13.00 per hour while industrial truck and tractor equipment operators averaged $8.60. Finally, service workers included janitors and cleaners at $7.75 per hour and nursing aides, orderlies and attendants, at $7.92 per hour. Table A-1 presents earnings data for 38 detailed occupations; data for other detailed occupations surveyed could not be reported separately due to concerns about the 0 White-collar Blue-collar Service Table A-3 presents data for workers considered by the survey respondents to be either full-time or part-time. Average wages for full-time workers, all occupations, were $15.04 per hour; compared with an average of $7.46 per hour for part-time workers. Data for specific work levels within major occupational groups are reported in table B-1. Wages for the higher levels of work within major occupational groups usually were greater than for the lower levels of 2 on productivity payments, did not meet publication criteria. work. This general pattern can vary somewhat depending on the mix of specific occupations (and industries) represented by the broad group. Some levels within a group may not be published because no workers were identified at that level or because there were not enough data to guarantee confidentiality and reliability. Work levels for all major groups span several levels, with professional specialty occupations and executive, administrative, and managerial occupations typically starting and ending at higher work levels than the other groups. Published data for professional specialty occupations ranged from level 7 to level 12. The average hourly rate was $17.07 for level 7, $21.05 for level 9, $27.85 for level 11, and $32.46 for level 12. Table C-2 shows wage data for specific industry divisions within private industry. In the private sector, hourly wages averaged $13.63 in manufacturing firms, and $19.81 in transportation and public utilities establishments. In Charlotte-Gastonia-Rock Hill, NC-SC, a total of 406,353 workers were studied, and 201,080 were classified in white-collar occupations, or 49 percent. Table C-4 reports that blue-collar occupations included 154,499 workers, or 38 percent, and service occupations covered 50,774 workers, or 12 percent. Chart 4. Distribution of workers studied by occupational group, Charlotte-Gastonia-Rock Hill, NCSC, February, 1997 Chart 3. Average hourly rates by work level for professional specialty occupations, CharlotteGastonia-Rock Hill, NC-SC, February, 1997 Percent 50 Dollars per hour $ 35 40 30 25 30 20 15 20 10 10 5 0 0 7 9 11 12 Whitecollar Level Bluecollar Service workers Data are also presented in appendix table 1 on the number of establishments studied by industry group and employment size. The relative standard errors of published mean hourly earnings for all industries, private industry, and State and local government are available in appendix table 2. Surveyed nonunion workers had an average hourly rate of $14.15, as reported in table C-1. Wages for union workers did not meet publication criteria. Time workers, whose wages were based solely on an hourly rate or a salary, averaged $13.96 per hour. Data for incentive workers, those whose wages were at least partially based 3 Table A-1. Hourly earnings1 for selected occupations, all workers 2, all industries, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 All industries Percentiles Occupation3 Mean 10 All occupations ....................................................................... $14.40 All occupations excluding sales ............................................ 13.99 $6.50 6.60 25 Median 50 75 90 $8.12 $11.20 $17.08 $23.78 8.25 11.34 17.07 23.56 White-collar occupations ................................................... White-collar occupations excluding sales ......................... 18.27 17.92 7.55 8.25 10.00 10.50 14.45 14.98 21.54 21.79 30.67 30.77 Professional specialty and technical occupations ............ Professional specialty occupations ............................... Engineers, architects, and surveyors ....................... Mathematical and computer scientists ..................... Computer systems analysts and scientists ........... Natural scientists ...................................................... Health related occupations ....................................... Teachers, college and university .............................. Teachers, except college and university .................. Elementary school teachers ................................. Secondary school teachers .................................. Librarians, archivists, and curators ........................... Social scientists and urban planners ........................ Social, recreation, and religious workers .................. Social workers ...................................................... Lawyers and judges .................................................. Writers, authors, entertainers, athletes, and professionals, N.E.C. .......................................... Technical occupations .................................................. Health technologists and technicians, N.E.C. ....... Executive, administrative, and managerial occupations ... Executives, administrators, and managers ............... Administrators and officials, public administration Managers., marketing, advertising and public relations .......................................................... Administrators, education and related fields ......... Management related occupations ............................ Accountants and auditors ..................................... Personnel, training, and labor relations specialists ....................................................... Sales occupations ............................................................ Supervisors, sales occupations ............................ Cashiers ............................................................... Administrative support occupations, including clerical ..... Secretaries ........................................................... Receptionists ........................................................ Order clerks .......................................................... Records clerks, N.E.C. ......................................... Bookkeepers, accounting and auditing clerks ...... Traffic, shipping and receiving clerks ................... General office clerks ............................................. Administrative support occupations, N.E.C. ......... 20.78 21.01 26.96 27.78 27.78 – 20.36 23.79 18.84 19.15 19.55 – – 15.27 15.67 – 11.51 13.09 19.51 17.54 17.54 – 14.68 15.37 12.77 – – – – 11.53 – – 14.83 15.50 21.64 21.39 21.39 – 15.96 19.96 14.78 – – – – 12.54 – – 18.77 19.48 26.77 29.97 29.97 – 18.36 23.22 18.36 – – – – 14.70 – – 23.70 25.13 31.74 34.71 34.71 – 21.87 26.49 22.84 – – – – 17.95 – – 31.52 31.55 34.65 35.57 35.57 – 28.72 32.83 25.81 – – – – 20.75 – – 14.11 – 11.32 28.15 32.09 32.94 – – – 15.05 16.83 – – – – 18.50 21.63 – – – – 23.94 27.61 – – – – 34.78 41.01 – – – – 48.28 52.69 – 32.88 24.45 20.25 17.95 – – 14.14 – – – 16.74 – – – 18.65 – – – 23.80 – – – 28.76 – 17.82 – 15.31 6.63 11.12 11.96 8.87 11.35 11.68 11.33 10.21 9.72 10.99 – – – 5.20 7.41 8.20 – – – 8.42 – 7.52 – – – – 5.50 8.50 10.27 – – – 9.62 – 8.18 – – – – 6.25 10.50 11.95 – – – 10.87 – 9.24 – – – – 7.16 12.88 13.44 – – – 12.18 – 10.88 – – – – 8.93 16.03 16.20 – – – 15.37 – 12.75 – Blue-collar occupations ..................................................... Precision production, craft, and repair occupations .......... Industrial machinery repairers .............................. Mechanics and repairers, N.E.C. .......................... Supervisors, production occupations .................... Machine operators, assemblers, and inspectors .............. Winding and twisting machine operators .............. Mixing and blending machine operators ............... Miscellaneous machine operators, N.E.C. ........... Assemblers ........................................................... Production inspectors, checkers and examiners .. Transportation and material moving occupations ............. Industrial truck and tractor equipment operators .. Handlers, equipment cleaners, helpers, and laborers ...... Freight, stock, and material handlers, N.E.C. ....... Hand packers and packagers ............................... Laborers except construction, N.E.C. ................... 11.19 14.57 13.00 18.64 16.48 10.08 8.66 9.56 11.75 8.14 8.87 12.06 8.60 8.68 9.28 8.52 7.53 6.43 9.00 9.75 – – 6.62 7.24 – 7.00 5.55 – 6.90 – 5.50 6.00 – 5.75 7.89 10.92 11.03 – – 7.77 7.68 – 8.12 6.75 – 8.78 – 6.50 6.60 – 6.50 9.83 13.68 12.42 – – 9.04 8.75 – 9.35 8.00 – 11.50 – 8.00 8.14 – 7.40 13.53 17.51 14.25 – – 10.92 9.40 – 14.57 9.83 – 15.00 – 9.40 11.75 – 8.13 18.13 21.40 16.98 – – 15.26 11.05 – 19.92 10.26 – 18.06 – 12.11 12.40 – 9.60 See footnotes at end of table. 4 Table A-1. Hourly earnings1 for selected occupations, all workers 2, all industries, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 — Continued All industries Percentiles Occupation3 Mean Service occupations ........................................................... Protective service occupations ................................. Police and detectives, public service .................... Food service occupations ......................................... Cooks ................................................................... Food preparation occupations, N.E.C. ................. Health service occupations ....................................... Health aides, except nursing ................................ Nursing aides, orderlies and attendants ............... Cleaning and building service occupations .............. Janitors and cleaners ........................................... Personal service occupations ................................... 1 Earnings are the straight-time hourly wages or salaries paid to employees. They include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean is computed by totaling the pay of all workers and dividing by the number of workers, weighted by hours. The 10th, 25th, 50th, 75th and 90th percentiles designate position in the earnings distribution. At the 50th percentile, the median, half of the workers receive the same as or more than the rate shown, and half receive the same as or less than the rate shown. At the 25th percentile, one-fourth of the workers earn the same as or less than the rate shown. At the 75th percentile, one-fourth earn the same as or more than the rate shown. The 10th and 90th percentiles follow the same logic. 2 All workers include full-time and part-time workers. $8.69 – 14.17 6.05 7.15 6.46 7.79 7.25 7.92 7.62 7.75 – 10 25 $5.12 – – 2.13 – – 6.29 – 6.50 5.50 5.25 – $6.13 – – 5.15 – – 6.90 – 6.99 6.00 6.51 – Median 50 75 90 $7.28 $10.00 $15.65 – – – – – – 6.18 7.15 8.10 – – – – – – 7.35 8.61 9.98 – – – 7.44 8.82 9.98 7.29 8.16 10.58 7.40 8.16 10.69 – – – Employees are classified as working either a full-time or a part-time schedule based on the definition used by each establishment. Therefore, a worker with a 35-hour-per-week schedule might be considered a full-time employee in one establishment, but classified as part-time in another firm, where a 40-hour week is the minimum full-time schedule. 3 A classification system including about 480 individual occupations is used to cover all workers in the civilian economy. Individual occupations are classified into one of nine major occupational groups. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupational groups and occupational levels may include data for categories not shown separately. N.E.C. means "not elsewhere classified." 5 Table A-2. Hourly earnings1 for selected occupations, all workers 2, private and government industries, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 Private industry Percentiles Occupation3 Mean 10 All occupations ......................................................... $14.22 All occupations excluding sales .............................. 13.71 White-collar occupations ..................................... White-collar occupations excluding sales ........... Professional specialty and technical occupations .................................................. Professional specialty occupations ................. Engineers, architects, and surveyors ......... Mathematical and computer scientists ....... Computer systems analysts and scientists ........................................... Natural scientists ........................................ Health related occupations ......................... Registered nurses .................................. Teachers, college and university ................ Teachers, except college and university .... Elementary school teachers ................... Librarians, archivists, and curators ............. Social scientists and urban planners .......... Social, recreation, and religious workers .... Social workers ........................................ Lawyers and judges .................................... Writers, authors, entertainers, athletes, and professionals, N.E.C. ............................ Technical occupations .................................... Executive, administrative, and managerial occupations .................................................. Executives, administrators, and managers Administrators and officials, public administration ................................... Management related occupations .............. Accountants and auditors ....................... Sales occupations .............................................. Supervisors, sales occupations .............. Cashiers ................................................. Administrative support occupations, including clerical .......................................................... Secretaries ............................................. Receptionists .......................................... Order clerks ............................................ Records clerks, N.E.C. ........................... Bookkeepers, accounting and auditing clerks ................................................ Traffic, shipping and receiving clerks ..... General office clerks ............................... Blue-collar occupations ....................................... Precision production, craft, and repair occupations .................................................. Industrial machinery repairers ................ Mechanics and repairers, N.E.C. ............ Supervisors, production occupations ...... Machine operators, assemblers, and inspectors Winding and twisting machine operators Mixing and blending machine operators Miscellaneous machine operators, N.E.C. ............................................... Assemblers ............................................. Production inspectors, checkers and examiners ......................................... Transportation and material moving occupations Industrial truck and tractor equipment operators .......................................... State and local government $6.25 6.45 Median 50 25 Percentiles Mean 75 90 10 $7.98 $10.77 $16.61 $23.80 $15.29 8.00 10.92 16.58 23.54 15.31 $7.78 7.81 25 Median 50 75 90 $9.91 $13.40 $18.80 $23.71 9.91 13.44 18.80 23.75 18.73 18.32 7.29 8.10 9.73 10.35 14.14 14.83 21.79 22.05 32.66 33.11 16.85 16.88 8.43 8.46 10.80 10.82 15.20 15.28 20.98 20.99 25.31 25.31 22.20 22.26 27.06 28.45 10.61 11.50 19.89 17.43 15.03 15.68 21.67 23.07 19.80 20.88 26.88 30.91 26.88 28.97 31.74 34.71 34.71 34.71 34.65 35.57 18.74 19.60 – – 12.55 13.94 – – 14.69 15.38 – – 17.71 18.42 – – 22.00 22.35 – – 25.46 26.30 – – 28.45 – – – 21.49 11.87 – – – – – – 17.43 – – – – – – – – – – – 23.07 – – – – – – – – – – – 30.91 – – – – – – – – – – – 34.71 – – – – – – – – – – – 35.57 – – – – – – – – – – – – – 20.42 19.42 – 19.64 19.21 – – 15.45 15.59 – – – 14.67 – – 14.34 – – – – – – – – 15.70 – – 15.58 – – – – – – – – 18.03 – – 19.14 – – – – – – – – 21.75 – – 23.14 – – – – – – – – 29.04 – – 26.09 – – – – – – 14.12 – – – – – – – – – – – – 13.23 – 8.61 – 10.71 – 12.79 – 15.26 – 18.20 28.93 33.05 15.14 15.67 18.94 21.63 25.00 29.23 37.44 41.79 49.04 54.65 25.23 28.84 14.80 20.34 18.14 22.54 23.38 23.94 28.18 33.29 39.58 50.72 – 21.20 18.60 – 15.31 6.60 – 15.14 – – – 5.15 – 17.33 – – – 5.50 – 20.03 – – – 6.10 – 24.85 – – – 7.09 – 29.23 – – – 8.93 33.13 – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – 11.41 12.58 8.72 11.35 11.85 7.50 8.25 – – – 8.72 10.40 – – – 10.71 12.43 – – – 13.08 14.78 – – – 16.54 16.73 – – – 9.96 11.03 – – – 7.34 – – – – 8.20 – – – – 9.91 – – – – 11.45 – – – – 12.75 – – – – 11.37 10.21 9.54 – – 7.33 – – 8.00 – – 9.00 – – 10.43 – – 12.60 – – 10.06 – – – – – – – – – – – – – – – 11.20 6.28 7.80 9.82 13.61 18.31 11.01 7.92 8.96 10.25 12.38 15.31 14.74 13.00 18.94 16.46 10.07 8.66 9.56 9.00 9.75 – – 6.52 7.24 – 11.00 11.03 – – 7.75 7.68 – 13.75 12.42 – – 9.03 8.75 – 17.91 14.25 – – 10.92 9.40 – 21.82 16.98 – – 15.08 11.05 – 12.39 – – – – – – 8.87 – – – – – – 9.72 – – – – – – 11.76 – – – – – – 14.59 – – – – – – 17.11 – – – – – – 11.75 8.14 7.00 5.55 8.12 6.75 9.35 8.00 14.57 9.83 19.92 10.26 – – – – – – – – – – – – 8.87 12.33 – 6.83 – 8.75 – 11.93 – 15.07 – 18.06 – 9.98 – – – – – – – – – – – – – – – – – – – – – 8.60 See footnotes at end of table. 6 Table A-2. Hourly earnings1 for selected occupations, all workers 2, private and government industries, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 — Continued Private industry Percentiles Occupation3 Mean Blue-collar occupations (-Continued) Handlers, equipment cleaners, helpers, and laborers ......................................................... Freight, stock, and material handlers, N.E.C. ............................................... Hand packers and packagers ................. Laborers except construction, N.E.C. ..... Service occupations ............................................. Protective service occupations ................... Police and detectives, public service ...... Food service occupations ........................... Cooks ..................................................... Food preparation occupations, N.E.C. ... Health service occupations ......................... Nursing aides, orderlies and attendants Cleaning and building service occupations Personal service occupations ..................... State and local government Percentiles Mean 10 25 Median 50 $8.67 $5.50 $6.50 $7.99 9.30 8.52 7.51 6.00 – 5.75 6.60 – 6.50 8.14 – 7.40 11.75 – 8.00 7.55 – – 5.87 6.91 6.33 7.84 7.91 7.38 – 5.00 – – 2.13 – – 6.48 6.50 5.25 – 5.65 – – 5.00 – – 6.90 6.94 5.75 – 6.75 – – 6.00 – – 7.39 7.43 6.75 – 8.00 – – 7.00 – – 8.79 8.81 7.90 – 1 Earnings are the straight-time hourly wages or salaries paid to employees. They include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean is computed by totaling the pay of all workers and dividing by the number of workers, weighted by hours. The 10th, 25th, 50th, 75th and 90th percentiles designate position in the earnings distribution. At the 50th percentile, the median, half of the workers receive the same as or more than the rate shown, and half receive the same as or less than the rate shown. At the 25th percentile, one-fourth of the workers earn the same as or less than the rate shown. At the 75th percentile, one-fourth earn the same as or more than the rate shown. The 10th and 90th percentiles follow the same logic. 2 All workers include full-time and part-time workers. Employees are classified as 75 10 25 Median 50 75 90 $8.92 – – – – – 12.74 – 9.60 – – – – – – – – – – – – – – – – – – 12.00 – – 7.81 – – 9.98 9.98 10.69 – 11.56 14.22 14.17 – – – – – 8.12 – $7.07 10.06 – – – – – – – – 90 $9.37 $12.15 $7.76 $10.67 $13.92 $17.79 11.18 13.23 16.25 21.13 – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – working either a full-time or a part-time schedule based on the definition used by each establishment. Therefore, a worker with a 35-hour-per-week schedule might be considered a full-time employee in one establishment, but classified as part-time in another firm, where a 40-hour week is the minimum full-time schedule. 3 A classification system including about 480 individual occupations is used to cover all workers in the civilian economy. Individual occupations are classified into one of nine major occupational groups. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupational groups and occupational levels may include data for categories not shown separately. N.E.C. means "not elsewhere classified." 7 Table A-3. Hourly earnings1 for selected occupations, full-time and part-time workers2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 All industries Full-time Occupation3 Percentiles Mean 10 All occupations ......................................................... $15.04 All occupations excluding sales .............................. 14.51 White-collar occupations ..................................... White-collar occupations excluding sales ........... Professional specialty and technical occupations .................................................. Professional specialty occupations ................. Engineers, architects, and surveyors ......... Mathematical and computer scientists ....... Computer systems analysts and scientists ........................................... Natural scientists ........................................ Health related occupations ......................... Teachers, college and university ................ Teachers, except college and university .... Elementary school teachers ................... Secondary school teachers .................... Librarians, archivists, and curators ............. Social scientists and urban planners .......... Social, recreation, and religious workers .... Social workers ........................................ Lawyers and judges .................................... Writers, authors, entertainers, athletes, and professionals, N.E.C. ............................ Technical occupations .................................... Health technologists and technicians, N.E.C. ............................................... Executive, administrative, and managerial occupations .................................................. Executives, administrators, and managers Administrators and officials, public administration ................................... Managers., marketing, advertising and public relations .................................. Administrators, education and related fields ................................................. Management related occupations .............. Accountants and auditors ....................... Personnel, training, and labor relations specialists ......................................... Sales occupations .............................................. Supervisors, sales occupations .............. Cashiers ................................................. Administrative support occupations, including clerical .......................................................... Secretaries ............................................. Receptionists .......................................... Order clerks ............................................ Records clerks, N.E.C. ........................... Bookkeepers, accounting and auditing clerks ................................................ Traffic, shipping and receiving clerks ..... General office clerks ............................... Administrative support occupations, N.E.C. ............................................... Blue-collar occupations ....................................... Precision production, craft, and repair occupations .................................................. Industrial machinery repairers ................ Mechanics and repairers, N.E.C. ............ Supervisors, production occupations ...... Part-time $7.00 7.03 Median 50 25 Percentiles Mean 75 10 25 Median 50 $7.46 7.75 $5.00 5.00 $5.45 5.50 $6.50 6.70 90 $8.70 $11.87 $17.78 $24.29 8.75 11.88 17.66 23.98 75 90 $7.56 $10.13 8.00 12.27 19.02 18.32 8.29 8.52 10.52 10.81 15.00 15.28 22.10 22.12 31.52 31.49 9.25 – 5.25 – 6.00 – 7.00 – 9.30 – 20.97 21.08 26.96 27.78 11.78 13.16 19.51 17.54 14.95 15.58 21.64 21.39 18.98 19.51 26.77 29.97 23.89 25.21 31.74 34.71 31.55 31.59 34.65 35.57 – – – – – – – – – – – – – – – – – – – – – – – – 27.78 – 20.08 24.08 19.04 19.17 19.55 – – 15.25 15.65 – 17.54 – 14.68 15.87 13.13 – – – – – – – 21.39 – 16.00 20.89 14.95 – – – – – – – 29.97 – 18.06 23.22 18.61 – – – – – – – 34.71 – 21.78 27.22 22.92 – – – – – – – 35.57 – 29.04 32.83 25.81 – – – – – – – – – 22.37 – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – 14.13 – – – – – – – – – – – – – – – – – – – – – – – 11.89 – – – – – – – – – – – 28.17 32.09 15.05 16.83 18.50 21.63 24.04 27.61 34.78 41.01 48.28 52.69 – – – – – – – – – – – – 32.94 – – – – – – – – – – – 32.88 – – – – – – – – – – – 24.45 20.26 17.95 – 14.14 – – 16.59 – – 18.51 – – 23.81 – – 28.76 – – – – – – – – – – – – – – – – – – – 17.82 – 15.68 – – – – – – – – – – – – – – – – – – – – – – 5.95 – 5.77 – 5.10 – – – 5.25 – – – 5.75 – – – 6.30 – – – 7.10 – – 11.35 12.22 8.84 11.35 11.88 7.75 8.31 – – – 8.90 10.58 – – – 10.71 12.00 – – – 13.02 13.68 – – – 16.03 16.28 – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – 11.40 10.21 9.98 8.42 – 7.88 9.86 – 8.49 10.98 – 9.38 12.19 – 11.11 15.37 – 13.07 – – – – – – – – – – – – – – – – – – 11.11 – – – – – – – – – – – 11.45 6.75 8.00 10.03 13.83 18.41 6.18 5.00 5.15 5.75 6.74 8.56 14.57 13.00 18.64 16.48 9.00 9.75 – – 10.92 11.03 – – 13.68 12.42 – – 17.51 14.25 – – 21.40 16.98 – – – – – – – – – – – – – – – – – – – – – – – – – – See footnotes at end of table. 8 17.32 – Table A-3. Hourly earnings1 for selected occupations, full-time and part-time workers2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 — Continued All industries Full-time Occupation3 Percentiles Mean Blue-collar occupations (-Continued) Machine operators, assemblers, and inspectors $10.11 Winding and twisting machine operators 8.66 Mixing and blending machine operators 9.56 Miscellaneous machine operators, N.E.C. ............................................... 11.77 Assemblers ............................................. 8.14 Production inspectors, checkers and examiners ......................................... 8.87 Transportation and material moving occupations 12.28 Industrial truck and tractor equipment operators .......................................... 8.69 Handlers, equipment cleaners, helpers, and laborers ......................................................... 9.14 Stock handlers and baggers ................... – Hand packers and packagers ................. 8.51 Laborers except construction, N.E.C. ..... 7.65 Service occupations ............................................. Protective service occupations ................... Police and detectives, public service ...... Food service occupations ........................... Cooks ..................................................... Food preparation occupations, N.E.C. ... Health service occupations ......................... Nursing aides, orderlies and attendants Cleaning and building service occupations Janitors and cleaners ............................. Personal service occupations ..................... Part-time 9.64 13.57 14.17 6.56 7.13 6.57 7.96 8.06 8.04 8.32 – Median 50 Percentiles Mean 10 25 Median 50 75 90 – – – – – – – – – – – – – – – – – – 19.92 10.26 – – – – – – – – – – – – – 15.00 – 18.06 – – – – – – – – – – – – – – – – – – – – 8.24 – – 7.40 10.00 – – 8.35 12.74 – – 9.73 $5.96 5.88 – – $4.90 5.00 – – $5.15 5.25 – – $5.50 5.50 – – $6.25 6.15 – – $7.52 7.25 – – 7.87 12.72 – 6.50 – – 7.55 – 7.51 7.70 – 11.54 16.16 – 7.33 – – 9.00 – 8.89 9.07 – 17.39 19.96 – 8.50 – – 9.98 – 10.69 11.13 – 5.95 – – – – – 7.07 – – – 6.94 2.50 – – – – – – – – – – 5.25 – – – – – – – – – – 6.05 – – – – – – – – – – 7.00 – – – – – – – – – – 8.00 – – – – – – – – – – 10 25 $6.70 7.24 – $7.80 7.68 – 7.00 5.55 8.12 6.75 9.35 8.00 14.58 9.83 – 7.00 – 9.00 – 11.93 – – – 6.15 – – 6.00 7.00 – – 6.60 5.75 8.19 – 2.35 – – 6.41 – 5.75 6.51 – 6.50 10.67 – 5.60 – – 6.94 – 6.74 7.00 – 1 Earnings are the straight-time hourly wages or salaries paid to employees. They include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean is computed by totaling the pay of all workers and dividing by the number of workers, weighted by hours. The 10th, 25th, 50th, 75th and 90th percentiles designate position in the earnings distribution. At the 50th percentile, the median, half of the workers receive the same as or more than the rate shown, and half receive the same as or less than the rate shown. At the 25th percentile, one-fourth of the workers earn the same as or less than the rate shown. At the 75th percentile, one-fourth earn the same as or more than the rate shown. The 10th and 90th percentiles follow the same logic. 2 All workers include full-time and part-time workers. Employees are classified as 75 90 $9.05 $10.95 $15.27 8.75 9.40 11.05 – – – working either a full-time or a part-time schedule based on the definition used by each establishment. Therefore, a worker with a 35-hour-per-week schedule might be considered a full-time employee in one establishment, but classified as part-time in another firm, where a 40-hour week is the minimum full-time schedule. 3 A classification system including about 480 individual occupations is used to cover all workers in the civilian economy. Individual occupations are classified into one of nine major occupational groups. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupational groups and occupational levels may include data for categories not shown separately. N.E.C. means "not elsewhere classified." 9 Table A-4. Weekly and annual earnings1 and hours for selected white-collar occupations, full-time workers only2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 All industries Occupation3 Mean weekly hours4 Weekly earnings Mean Median Mean annual hours Annual earnings Mean Median White-collar occupations ................................................... White-collar occupations excluding sales ......................... 39.5 39.3 $750 720 $593 606 1,998 1,986 $38,003 36,384 $29,994 30,264 Professional specialty and technical occupations ............ Professional specialty occupations ............................... Engineers, architects, and surveyors ....................... Mathematical and computer scientists ..................... Computer systems analysts and scientists ........... Natural scientists ...................................................... Health related occupations ....................................... Teachers, college and university .............................. Teachers, except college and university .................. Elementary school teachers ................................. Secondary school teachers .................................. Librarians, archivists, and curators ........................... Social scientists and urban planners ........................ Social, recreation, and religious workers .................. Social workers ...................................................... Lawyers and judges .................................................. Writers, authors, entertainers, athletes, and professionals, N.E.C. .......................................... Technical occupations .................................................. Health technologists and technicians, N.E.C. ....... Executive, administrative, and managerial occupations ... Executives, administrators, and managers ............... Administrators and officials, public administration Managers., marketing, advertising and public relations .......................................................... Administrators, education and related fields ......... Management related occupations ............................ Accountants and auditors ..................................... Personnel, training, and labor relations specialists ....................................................... Sales occupations ............................................................ Supervisors, sales occupations ............................ Administrative support occupations, including clerical ..... Secretaries ........................................................... Receptionists ........................................................ Order clerks .......................................................... Records clerks, N.E.C. ......................................... Bookkeepers, accounting and auditing clerks ...... Traffic, shipping and receiving clerks ................... General office clerks ............................................. Administrative support occupations, N.E.C. ......... 38.8 39.1 39.6 39.9 39.9 – 39.9 38.8 37.6 37.3 37.6 – – 39.6 39.7 – 814 825 1,067 1,109 1,109 – 802 933 715 716 736 – – 604 622 – 741 761 1,068 1,178 1,178 – 706 907 702 – – – – – – – 1,908 1,891 2,058 2,077 2,077 – 2,072 1,728 1,589 1,567 1,586 – – 2,054 2,062 – 40,012 39,862 55,476 57,687 57,687 – 41,612 41,608 30,243 30,037 31,015 – – 31,327 32,280 – 35,901 36,352 55,515 61,256 61,256 – 36,691 41,168 29,606 – – – – – – – 39.9 – 40.3 40.4 40.7 39.9 564 – 479 1,137 1,307 1,316 – – – 970 1,150 – 2,075 – 2,094 2,093 2,108 2,077 29,309 – 24,900 58,948 67,646 68,412 – – – 50,310 57,990 – 40.0 40.2 39.7 39.7 1,315 982 804 712 – – 746 – 2,080 2,012 2,063 2,063 68,380 49,181 41,793 37,017 – – 38,792 – 39.6 – 43.2 39.3 39.7 – 38.8 38.2 39.0 – 39.7 39.9 706 – 677 446 485 348 441 453 445 409 396 443 – – – 420 480 – – – 414 – 375 – 2,059 – 2,246 2,005 2,012 – 2,018 1,985 2,029 – 1,984 2,076 36,705 – 35,200 22,761 24,592 18,060 22,907 23,578 23,116 21,292 19,794 23,059 – – – 21,653 24,918 – – – 21,528 – 19,219 – 1 Earnings are the straight-time hourly wages or salaries paid to employees. They include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean is computed by totaling the pay of all workers and dividing by the number of workers, weighted by hours. The median designates position--one-half of the workers receive the same as or more, and one-half receive the same as or less than the rate shown. 2 All workers include full-time and part-time workers. Employees are classified as working either a full-time or a part-time schedule based on the definition used by each establishment. Therefore, a worker with a 35-hour-per-week schedule might be considered a full-time employee in one establishment, but classified as part-time in another firm, where a 40-hour week is the minimum full-time schedule. 3 A classification system including about 480 individual occupations is used to cover all workers in the civilian economy. Individual occupations are classified into one of nine major occupational groups. 4 Mean weekly hours are the hours an employee is scheduled to work in a week, exclusive of overtime. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupational groups and occupational levels may include data for categories not shown separately. N.E.C. means "not elsewhere classified." 10 Table B-1. Mean hourly earnings1 by occupational group and level2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 All workers 4 All industries All industries Private industry State and local government Full-time workers Part-time workers All occupations ....................................................................... All occupations excluding sales ............................................ $14.40 13.99 $14.22 13.71 $15.29 15.31 $15.04 14.51 $7.46 7.75 White-collar occupations ................................................... Level 1 .............................................................. Level 2 .............................................................. Level 3 .............................................................. Level 4 .............................................................. Level 5 .............................................................. Level 6 .............................................................. Level 7 .............................................................. Level 8 .............................................................. Level 9 .............................................................. Level 10 ............................................................ Level 11 ............................................................ Level 12 ............................................................ Level 13 ............................................................ White-collar occupations excluding sales ......................... Level 2 .............................................................. Level 3 .............................................................. Level 4 .............................................................. Level 5 .............................................................. Level 6 .............................................................. Level 7 .............................................................. Level 8 .............................................................. Level 9 .............................................................. Level 10 ............................................................ Level 12 ............................................................ Level 13 ............................................................ 18.27 6.33 7.86 8.84 11.21 12.16 13.98 – 18.48 21.63 27.31 32.13 35.05 40.70 17.92 8.34 9.15 11.40 12.14 13.52 16.39 17.98 21.47 27.51 35.05 40.70 18.73 6.31 7.88 8.92 11.61 12.40 14.18 – 18.54 22.74 30.24 – 35.46 44.33 18.32 8.40 9.37 11.89 12.42 13.60 16.42 17.68 22.51 31.09 35.46 44.33 16.85 – – 8.53 9.45 11.47 13.28 16.31 18.38 20.13 – – – – 16.88 – 8.55 9.45 11.47 13.28 16.31 18.38 20.13 – – – 19.02 – 8.46 9.04 11.18 12.19 13.99 – 18.52 21.66 27.31 31.90 35.11 40.48 18.32 8.80 9.21 11.35 12.17 13.52 16.24 18.02 21.50 27.51 35.11 40.48 9.25 6.27 6.65 – 11.49 – – – – – – – – – – 7.18 8.61 12.05 – – – – – – – – Professional specialty and technical occupations ............ Professional specialty occupations ............................... Level 7 .............................................................. Level 8 .............................................................. Level 9 .............................................................. Level 10 ............................................................ Level 11 ............................................................ Level 12 ............................................................ Engineers, architects, and surveyors ....................... Mathematical and computer scientists ..................... Natural scientists ...................................................... Health related occupations ....................................... Level 7 .............................................................. Level 9 .............................................................. Teachers, college and university .............................. Teachers, except college and university .................. Level 8 .............................................................. Level 9 .............................................................. Librarians, archivists, and curators ........................... Social scientists and urban planners ........................ Social, religious, and recreation workers .................. Lawyers and judges .................................................. Writers, authors, entertainers, athletes, and professionals, N.E.C. .......................................... Technical occupations .................................................. Level 4 .............................................................. Level 6 .............................................................. Level 7 .............................................................. Level 8 .............................................................. Level 9 .............................................................. Executive, administrative, and managerial occupations ... Level 7 .............................................................. Level 8 .............................................................. Level 9 .............................................................. Level 12 ............................................................ Level 13 ............................................................ 20.78 21.01 17.07 18.27 21.05 27.14 27.85 32.46 26.96 27.78 – 20.36 17.66 22.68 23.79 18.84 20.24 – – – 15.27 – 22.20 22.26 17.01 16.89 22.91 – 27.28 32.57 27.06 28.45 – – 17.98 – 21.49 11.87 – – – – – – 18.74 19.60 17.13 19.11 20.23 – – – – – – 20.42 – – – 19.64 20.37 19.99 – – 15.45 – 20.97 21.08 16.85 18.35 21.10 27.14 26.92 32.53 26.96 27.78 – 20.08 17.39 22.91 24.08 19.04 20.37 – – – 15.25 – – – – – – – – – – – – 22.37 – – – – – – – – – – 14.11 – 12.06 13.39 15.81 17.53 25.48 28.15 17.59 17.88 20.97 37.01 44.04 14.12 – – – 16.98 – – 28.93 – 18.10 21.41 37.85 – – 13.23 – – – – – 25.23 – – – – – 14.13 – – – 15.81 17.53 25.48 28.17 17.54 17.89 20.97 37.01 44.04 – – – – – – – – – – – – – Occupational group3 and level See footnotes at end of table. 11 Table B-1. Mean hourly earnings1 by occupational group and level2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 — Continued All workers 4 All industries All industries Private industry State and local government Full-time workers Part-time workers White-collar occupations (-Continued) Executives, administrators, and managers ............... Level 9 .............................................................. Level 12 ............................................................ Management related occupations ............................ Level 8 .............................................................. Level 9 .............................................................. Sales occupations ............................................................ Level 1 .............................................................. Level 2 .............................................................. Level 3 .............................................................. Level 4 .............................................................. Level 5 .............................................................. Administrative support occupations, including clerical ..... Level 2 .............................................................. Level 3 .............................................................. Level 4 .............................................................. Level 5 .............................................................. Level 6 .............................................................. Level 7 .............................................................. $32.09 20.39 37.43 20.25 18.27 21.37 – 5.99 6.40 7.56 8.52 12.34 11.12 8.34 9.32 11.35 11.93 13.24 14.83 $33.05 – 38.37 21.20 – 22.40 – 5.95 6.36 – 8.52 12.34 11.41 8.40 9.63 11.77 12.14 14.06 14.99 $28.84 – – – – – – – – – – – 9.96 – 8.55 9.46 11.41 – – $32.09 20.39 37.43 20.26 18.27 21.37 – – – – – 12.34 11.35 8.80 9.36 11.25 11.93 13.22 14.83 – – – – – – $5.95 5.97 – – – – – 7.18 8.93 – – – – Blue-collar occupations ......................................................... Level 1 .............................................................. Level 2 .............................................................. Level 3 .............................................................. Level 4 .............................................................. Level 5 .............................................................. Level 6 .............................................................. Level 7 .............................................................. Level 8 .............................................................. Level 9 .............................................................. Precision production, craft, and repair occupations .......... Level 5 .............................................................. Level 6 .............................................................. Level 7 .............................................................. Level 8 .............................................................. Level 9 .............................................................. Machine operators, assemblers, and inspectors .............. Level 1 .............................................................. Level 2 .............................................................. Level 3 .............................................................. Level 5 .............................................................. Transportation and material moving occupations ............. Level 2 .............................................................. Level 4 .............................................................. Handlers, equipment cleaners, helpers, and laborers ..... Level 1 .............................................................. Level 2 .............................................................. Level 3 .............................................................. Level 4 .............................................................. 11.19 6.96 8.39 9.89 11.30 12.18 14.48 16.40 20.47 22.06 14.57 11.95 13.09 16.37 19.60 21.96 10.08 7.13 8.49 9.52 11.97 12.06 8.34 11.97 8.68 6.90 8.30 10.19 10.64 11.20 6.94 8.40 9.90 11.41 12.29 14.59 16.58 20.47 22.39 14.74 12.17 13.16 16.47 19.60 22.30 10.07 7.13 8.49 9.52 11.97 12.33 – 12.47 8.67 6.87 8.30 10.23 – 11.01 – – – – – – – – – 12.39 – – – – – – – – – – 9.98 – – 8.92 – – – – 11.45 7.25 8.44 9.98 11.34 12.19 14.48 16.40 20.47 22.06 14.57 11.95 13.09 16.37 19.60 21.96 10.11 7.20 8.49 9.52 11.97 12.28 – 12.04 9.14 7.27 8.38 10.54 10.70 6.18 5.69 – – – – – – – – – – – – – – – – – – – – – – 5.96 5.71 – – – Service occupations ........................................................... Level 1 .............................................................. Level 2 .............................................................. Level 3 .............................................................. Level 4 .............................................................. Level 5 .............................................................. Protective service occupations ............................... Food service occupations ........................................ Level 1 .............................................................. Level 2 .............................................................. Level 3 .............................................................. Health service occupations ..................................... Level 2 .............................................................. Level 3 .............................................................. 8.69 5.87 7.24 – 8.91 14.37 – 6.05 5.03 7.02 – 7.79 7.53 7.46 7.55 5.76 7.18 – 8.33 – – 5.87 5.01 6.99 – 7.84 – – 11.56 – – 7.74 – – 14.22 – – – – – – – 9.64 6.18 7.32 7.25 9.21 14.48 13.57 6.56 4.92 – 6.17 7.96 – – 5.95 5.40 6.93 – – – – – 5.14 – – 7.07 – – Occupational group3 and level See footnotes at end of table. 12 Table B-1. Mean hourly earnings1 by occupational group and level2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 — Continued All workers 4 Occupational group3 and level Service occupations (-Continued) Cleaning and building service occupations ............ Level 1 .............................................................. Personal service occupations ................................. 1 Earnings are the straight-time hourly wages or salaries paid to employees. They include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean is computed by totaling the pay of all workers and dividing by the number of workers, weighted by hours. 2 Each occupation for which wage data are collected in an establishment is evaluated based on 10 factors, including knowledge, complexity, work environment, etc. Points are assigned based on the occupation’s ranking within each factor. The points are summed to determine the overall level of the occupation. See technical note for more information. 3 A classification system including about 480 individual occupations is used to cover all workers in the civilian economy. All industries All industries Private industry State and local government Full-time workers Part-time workers $7.62 6.67 – $7.38 6.52 – $8.12 – – $8.04 7.00 – – – $6.94 Individual occupations are classified into one of nine major occupational groups. 4 All workers include full-time and part-time workers. Employees are classified as working either a full-time or a part-time schedule based on the definition used by each establishment. Therefore, a worker with a 35-hour-per-week schedule might be considered a full-time employee in one establishment, but classified as part-time in another firm, where a 40-hour week is the minimum full-time schedule. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupational groups and occupational levels may include data for categories not shown separately. N.E.C. means "not elsewhere classified." 13 Table B-2. Mean hourly earnings1 for selected occupations and levels2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 All workers4 Occupation3 and level White-collar occupations: Professional specialty and technical occupations: Professional specialty occupations: Computer systems analysts and scientists ........... Registered nurses ................................................ Level 7 .............................................................. Elementary school teachers ................................. Secondary school teachers .................................. Social workers ...................................................... Technical occupations: Health technologists and technicians, N.E.C. ....... Executive, administrative, and managerial occupations: Administrators and officials, public administration Managers., marketing, advertising and public relations .......................................................... Administrators, education and related fields ......... Managers and administrators, N.E.C. Level 12 ............................................................ Accountants and auditors ..................................... Personnel, training, and labor relations specialists ....................................................... Sales occupations: Supervisors, sales occupations ............................ Cashiers ............................................................... Level 2 .............................................................. Administrative support occupations, including clerical: Secretaries ........................................................... Level 4 .............................................................. Receptionists ........................................................ Order clerks .......................................................... Records clerks, N.E.C. ......................................... Bookkeepers, accounting and auditing clerks ...... Traffic, shipping and receiving clerks ................... General office clerks ............................................. Level 4 .............................................................. Administrative support occupations, N.E.C. ......... Blue-collar occupations: Precision production, craft, and repair occupations: Industrial machinery repairers .............................. Level 5 .............................................................. Level 6 .............................................................. Level 7 .............................................................. Mechanics and repairers, N.E.C. .......................... Supervisors, production occupations .................... Machine operators, assemblers, and inspectors: Winding and twisting machine operators .............. Level 2 .............................................................. Mixing and blending machine operators ............... Miscellaneous machine operators, N.E.C. ........... Level 2 .............................................................. Assemblers ........................................................... Production inspectors, checkers and examiners .. Transportation and material moving occupations: Industrial truck and tractor equipment operators .. Handlers, equipment cleaners, helpers, and laborers: Stock handlers and baggers ................................. Level 1 .............................................................. Freight, stock, and material handlers, N.E.C. ....... Level 1 .............................................................. Hand packers and packagers ............................... Laborers except construction, N.E.C. ................... Level 1 .............................................................. See footnotes at end of table. 14 All industries All industries Private industry State and local government Full-time workers Part-time workers $27.78 – 17.78 19.15 19.55 15.67 $28.45 – – – – – – $19.42 – 19.21 – 15.59 $27.78 – – 19.17 19.55 15.65 – – – – – – 11.32 – – 11.89 – 32.94 – 32.94 – 32.88 24.45 – – – – 32.88 24.45 – – – – 38.35 17.95 – – – 17.82 – – – – 15.68 – – 38.35 17.95 17.82 38.35 18.60 – 15.31 6.63 6.42 15.31 6.60 6.38 11.96 10.26 8.87 11.35 11.68 11.33 10.21 9.72 9.23 10.99 12.58 – 8.72 11.35 11.85 11.37 10.21 9.54 9.06 – 13.00 11.99 12.97 14.36 18.64 16.48 13.00 11.99 12.97 14.36 18.94 16.46 8.66 8.33 9.56 11.75 8.82 8.14 8.87 33.13 11.03 – – – – – – 10.06 – – – $5.77 – 12.22 – 8.84 11.35 11.88 11.40 10.21 9.98 9.29 11.11 – – – – – – – – – – – – – – – – 13.00 11.99 12.97 14.36 18.64 16.48 – – – – – – 8.66 8.33 9.56 11.75 8.82 8.14 8.87 – – – – – – – 8.66 8.33 9.56 11.77 8.84 8.14 8.87 – – – – – – – 8.60 8.60 – 8.69 – – 5.94 9.28 7.00 8.52 7.53 6.88 – 5.94 9.30 – 8.52 7.51 6.88 – – – – – – – – – – – 8.51 7.65 6.98 5.88 5.71 – – – – – Table B-2. Mean hourly earnings1 for selected occupations and levels2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 — Continued All workers4 Occupation3 and level Service occupations: Protective service occupations: Police and detectives, public service .................... Food service occupations: Cooks ................................................................... Food preparation occupations, N.E.C. ................. Level 1 .............................................................. Health service occupations: Health aides, except nursing ................................ Nursing aides, orderlies and attendants ............... Cleaning and building service occupations: Janitors and cleaners ........................................... Level 1 .............................................................. 1 Earnings are the straight-time hourly wages or salaries paid to employees. They include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean is computed by totaling the pay of all workers and dividing by the number of workers, weighted by hours. 2 Each occupation for which wage data are collected in an establishment is evaluated based on 10 factors, including knowledge, complexity, work environment, etc. Points are assigned based on the occupation’s ranking within each factor. The points are summed to determine the overall level of the occupation. See technical note for more information. 3 A classification system including about 480 individual occupations is used to cover all workers in the civilian economy. All industries All industries Private industry State and local government Full-time workers Part-time workers $14.17 – $14.17 $14.17 – 7.15 6.46 5.84 $6.91 6.33 5.84 – – – 7.13 6.57 – – – – 7.25 7.92 – 7.91 – – – 8.06 – – 7.75 6.85 – 6.69 – – 8.32 7.39 – – Individual occupations are classified into one of nine major occupational groups. 4 All workers include full-time and part-time workers. Employees are classified as working either a full-time or a part-time schedule based on the definition used by each establishment. Therefore, a worker with a 35-hour-per-week schedule might be considered a full-time employee in one establishment, but classified as part-time in another firm, where a 40-hour week is the minimum full-time schedule. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupational groups and occupational levels may include data for categories not shown separately. N.E.C. means "not elsewhere classified." 15 Table C-1. Mean hourly earnings1 by occupational group and selected characteristic, all industries, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 Occupational group2 Full-time workers3 Part-time workers3 Union4 Nonunion4 Time5 Incentive5 All occupations ....................................................................... All occupations excluding sales ............................................ $15.04 14.51 $7.46 7.75 – – $14.15 13.70 $13.96 14.15 – – White-collar occupations ................................................... White-collar excluding sales ............................................. 19.02 18.32 9.25 – – – 18.05 17.65 17.17 17.89 – – Professional specialty and technical occupations ............ Professional specialty occupations ............................... Technical occupations .................................................. Executive, administrative, and managerial occupations ... Sales occupations ............................................................ Administrative support including clerical occupations ...... 20.97 21.08 – 28.17 – 11.35 – – – – 5.95 – – – – – – – 19.83 21.01 16.08 28.15 – 11.02 20.86 21.11 – 28.16 10.01 11.10 – – – – – – Blue-collar occupations ..................................................... Precision production, craft, and repair occupations .......... Machine operators, assemblers, and inspectors .............. Transportation and material moving occupations ............. Handlers, equipment cleaners, helpers, and laborers ..... 11.45 14.57 10.11 12.28 9.14 6.18 – – – 5.96 $15.48 19.14 17.21 – 11.73 10.56 13.98 9.53 10.84 8.15 11.33 14.52 10.40 11.98 8.73 – – – – – Service occupations ........................................................... 9.64 5.95 – 8.25 8.69 – 1 Earnings are the straight-time hourly wages or salaries paid to employees. They include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean is computed by totaling the pay of all workers and dividing by the number of workers, weighted by hours. 2 A classification system including about 480 individual occupations is used to cover all workers in the civilian economy. Individual occupations are classified into one of nine major occupational groups. 3 All workers include full-time and part-time workers. Employees are classified as working either a full-time or a part-time schedule based on the definition used by each establishment. Therefore, a worker with a 35-hour-per-week schedule might be considered a full-time employee in one establishment, but classified as part-time in another firm, where a 40-hour week is the minimum full-time schedule. 4 Union workers are those whose wages are determined through collective bargaining. 5 Time workers’ wages are based solely on an hourly rate or salary; incentive workers are those whose wages are at least partially based on productivity payments such as piece rates, commissions, and production bonuses. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupational groups and occupational levels may include data for categories not shown separately. N.E.C. means "not elsewhere classified." 16 Table C-2. Mean hourly earnings1 by occupational group, private industry, all workers2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 Goods-producing industries4 Occupational group3 All private industries Service-producing industries5 Total Mining Construction Manufacturing Total TransWholeportsale ation and and retail public trade utilities Finance, insurance, and real estate Services All occupations ........................................................................... All occupations excluding sales ................................................ $14.22 13.71 $13.62 13.56 – – – – $13.63 13.62 – – $19.81 19.89 – – – – – – White-collar occupations ....................................................... White-collar excluding sales ................................................. 18.73 18.32 20.12 20.33 – – $19.17 18.08 20.21 20.54 – – – – $12.35 – – – $15.11 – Professional specialty and technical occupations ................ Professional specialty occupations ................................... Technical occupations ...................................................... Executive, administrative, and managerial occupations ....... Sales occupations ................................................................ Administrative support, including clerical occupations ......... 22.20 22.26 – 28.93 – 11.41 – – 17.62 – – 11.59 – – – – – – – – – 19.60 – – – – 17.62 – – 11.62 – – – – – – 28.50 – 28.62 31.76 – 13.95 – – – – 10.62 10.33 – – – – – – 17.54 – – – – 9.22 Blue-collar occupations ......................................................... Precision production, craft, and repair occupations .............. Machine operators, assemblers, and inspectors .................. Transportation and material moving occupations ................. Handlers, equipment cleaners, helpers, and laborers ......... 11.20 14.74 10.07 12.33 8.67 11.11 14.07 10.22 11.34 9.05 – – – – – 11.36 13.38 – – – 11.08 14.23 10.22 – 9.23 – – – – – 16.44 19.70 – – – 9.29 – – – 7.41 – – – – – – – – – 6.77 Service occupations ............................................................... 7.55 – – – – – – 5.76 – 7.22 1 Earnings are the straight-time hourly wages or salaries paid to employees. They include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean is computed by totaling the pay of all workers and dividing by the number of workers, weighted by hours. 2 All workers include full-time and part-time workers. Employees are classified as working either a full-time or a part-time schedule based on the definition used by each establishment. Therefore, a worker with a 35-hour-per-week schedule might be considered a full-time employee in one establishment, but classified as part-time in another firm, where a 40-hour week is the minimum full-time schedule. 3 A classification system including about 480 individual occupations is used to cover all workers in the civilian economy. Individual occupations are classified into one of nine major occupational groups. 4 Goods-producing industries include mining, construction, and manufacturing. 5 Service-producing industries include transportation and public utilities; wholesale and retail trade; finance, insurance, and real estate; and services. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupational groups and occupational levels may include data for categories not shown separately. N.E.C. means "not elsewhere classified." 17 Table C-3. Mean hourly earnings1 by occupational group, private industry, by establishment employment size, all workers2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 100 workers or more Occupational group3 All workers 50 - 99 workers Total 100 - 499 workers 500 workers or more All occupations ....................................................................... All occupations excluding sales ............................................ $14.22 13.71 – $11.30 $14.13 14.32 $12.66 12.82 $16.03 16.15 White-collar occupations ................................................... White-collar excluding sales ............................................. 18.73 18.32 – – 18.53 19.59 16.45 17.66 21.38 21.85 Professional specialty and technical occupations ............ Professional specialty occupations ............................... Technical occupations .................................................. Executive, administrative, and managerial occupations ... Sales occupations ............................................................ Administrative support, including clerical occupations ..... 22.20 22.26 – 28.93 – 11.41 – – – – – 10.51 23.15 – – 31.04 10.34 11.73 18.44 – 16.98 29.62 10.72 11.28 26.66 25.41 29.38 – – 12.35 Blue-collar occupations ..................................................... Precision production, craft, and repair occupations .......... Machine operators, assemblers, and inspectors .............. Transportation and material moving occupations ............. Handlers, equipment cleaners, helpers, and laborers ..... 11.20 14.74 10.07 12.33 8.67 11.00 14.72 8.60 – 8.12 11.25 14.74 10.26 13.15 8.77 10.41 13.87 9.71 12.92 7.97 12.18 15.50 10.90 13.40 9.82 Service occupations ........................................................... 7.55 6.75 7.94 6.50 12.19 1 Earnings are the straight-time hourly wages or salaries paid to employees. They include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean is computed by totaling the pay of all workers and dividing by the number of workers, weighted by hours. 2 All workers include full-time and part-time workers. Employees are classified as working either a full-time or a part-time schedule based on the definition used by each establishment. Therefore, a worker with a 35-hour-per-week schedule might be considered a full-time employee in one establishment, but classified as part-time in another firm, where a 40-hour week is the minimum full-time schedule. 3 A classification system including about 480 individual occupations is used to cover all workers in the civilian economy. Individual occupations are classified into one of nine major occupational groups. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupational groups and occupational levels may include data for categories not shown separately. N.E.C. means "not elsewhere classified." 18 Table C-4. Number of workers1 studied by occupational group, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 All workers Occupational group2 All industries Private industry All occupations ....................................................................... All occupations excluding sales ............................................ 406,353 380,585 334,915 309,477 White-collar occupations ................................................... White-collar excluding sales ............................................. 201,080 175,312 149,882 124,444 Professional specialty and technical occupations ............ Professional specialty occupations ............................... Technical occupations .................................................. Executive, administrative, and managerial occupations ... Sales occupations ............................................................ Administrative support including clerical occupations ...... 65,304 49,693 – 30,998 – 79,010 37,799 25,508 – 24,374 – 62,270 Blue-collar occupations ..................................................... Precision production, craft, and repair occupations .......... Machine operators, assemblers, and inspectors .............. Transportation and material moving occupations ............. Handlers, equipment cleaners, helpers, and laborers ..... 154,499 42,013 46,537 18,045 47,904 146,953 39,120 46,309 14,902 46,622 Service occupations ........................................................... 50,774 38,080 1 Both full-time and part-time workers were included in the survey. Employees are classified as working either a full-time or a part-time schedule based on the definition used by each establishment. Therefore, a worker with a 35-hour-per-week schedule might be considered a full-time employee in one establishment, but classified as part-time in another establishment, where a 40-hour week is the minimum full-time schedule. 2 A classification system including about 480 individual occupations is used to cover all workers in the civilian economy. Individual occupations are classified into one of nine major occupational groups. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupational groups and occupational levels may include data for categories not shown separately. N.E.C. means "not elsewhere classified." 19 Appendix A: Technical Note sector is December 1994. The sampling frame was reviewed prior to the survey and, when necessary, missing establishments were added, out-of-business and out-ofscope establishments were removed, and addresses, employment levels, industry classification, and other information were updated. This section provides basic information on the procedures and concepts used to produce the data contained in this bulletin. It is divided into three parts: Planning for the survey; data collection; and processing and analyzing the data. While this section answers some questions commonly asked by data users, it is not a comprehensive description of all the steps required to produce the data. Sample design The sample for this survey area was selected using a two stage stratified design with probability proportional to employment sampling at each stage. The first stage of sample selection was a probability sample of establishments. The sample of establishments was drawn by first stratifying the sampling frame by industry and ownership. The number of sample establishments allocated to each stratum is approximately proportional to the stratum employment. Each sampled establishment is selected within a stratum with a probability proportional to its employment. Use of this technique means that the larger an establishment’s employment, the greater its chance of selection. Weights were applied to each establishment when the data were tabulated so that it represents similar units (by industry and employment size) in the economy which were not selected for collection. See appendix table 1 for a count of establishments in the survey by employment size. The second stage of sample selection, detailed below, was a probability sample of occupations within a sampled establishment. Planning for the survey The overall design of the survey, which was based on the type of data to be produced, had to be developed before data collection could begin. Survey scope This survey of the Charlotte-Gastonia-Rock Hill, NCSC, Metropolitan Statistical Area covered establishments employing 50 workers or more in goods-producing industries (mining, construction and manufacturing); service-producing industries (transportation, communications, electric, gas, and sanitary services; wholesale trade; retail trade; finance, insurance, and real estate; and services industries); and State and local governments. Agriculture, private households, and the Federal government are excluded from the scope of the survey. For purposes of this survey an establishment was an economic unit which produces goods or services, a central administrative office, or an auxiliary unit providing support services to a company. For private industries in this survey, the establishment was usually at a single physical location. For State and local governments, an establishment was defined as all locations of a government entity. The Charlotte-Gastonia-Rock Hill, NC-SC, MSA includes Cabarrus, Gaston, Lincoln, Mecklenburg, Rowan, and Union Counties, NC; and York County, SC. Data collection The collection of data from survey respondents required detailed procedures. Collection was the responsibility of the field economists, working out of the Regional Office, who visited each establishment surveyed. Occupational selection and classification Identification of the occupations for which wage data were to be collected was a multi-step process: Sampling frame The list of establishments from which the survey sample was selected (sampling frame) was developed from the State unemployment insurance reports for the Charlotte-Gastonia-Rock Hill, NC-SC, Metropolitan Statistical Area. The reference month for the public sector is June 1994. Due to the volatility of industries within the private sector, sampling frames were developed using the most recent month of reference available at the time the sample was selected. The reference month for the private 1. Probability-proportional-to-size selection of establishment jobs. 2. Classification of jobs into occupations based on the Census of Population system. 3. Characterization of jobs as full-time v. part-time, union v. nonunion, and time v. incentive. 4. Determination of the level of work of each job. 20 A complete list of all individual occupations, classified by the MOG to which they belong, is contained in appendix B. In step three, certain other job characteristics of the chosen worker were identified. First, the worker was identified as holding either a full-time or part-time job, based on the establishment’s definition of those terms. Then the worker was classified as having a time versus incentive job, depending on whether any part of pay was directly based on the actual production of the workers, rather than solely on hours worked. Finally, the worker was identified as being in a union job or a nonunion job. See the “Definition of Terms” section on the following page for more detail. For each occupation, wage data were collected for those workers who met all the criteria identified in the last three steps. Special procedures were developed for jobs for which a correct classification or level could not be determined. In step one, the jobs to be sampled were selected at each establishment by the BLS field economist during a personal visit. A complete list of employees was used for sampling, with each selected worker representing a job within the establishment. As with the selection of establishments, the selection of a job was based on probability proportional to its size in the establishment. The greater the number of people working in a job in the establishment, the greater its chance of selection. The number of jobs collected in each establishment was based on an establishment’s employment size as shown in the following schedule: Number of employees 50-99 100-249 250-999 1000-2,499 2,500+ Generic leveling through point factor analysis In the last step before wage data were collected, the work level of each selected job was determined using a “generic leveling” process. Generic leveling ranks and compares all occupations randomly selected in an establishment using the same criteria. This is a major departure from the method used in the past in the Bureau’s Occupational Compensation Surveys which studied specifically defined occupations with leveling definitions unique to each occupation. For this survey, the level of each occupation in an establishment was determined by an analysis of each of 10 leveling factors. Nine of these factors are drawn from the U.S. Government Office of Personnel Management’s Factor Evaluation System, which is the underlying structure for evaluation of General Schedule Federal employees. The tenth factor, supervisory duties, is an attempt to account for the effect of supervisory duties. It is considered experimental. The 10 factors were: Number of selected jobs 8 10 12 16 20 (Early in survey collection, a different schedule may have been used for some establishments.) The second step of the process entailed classifying the selected jobs into occupations based on their duties. The National Compensation Survey occupational classification system is based on the 1990 Census of Population. A selected job may fall into any one of about 480 occupational classifications, from accountant to wood lathe operator. In cases where a job’s duties overlapped two or more census classification codes, first the duties used to set the wage level were used to classify the job. Classification by primary duties was the fallback. Each occupational classification is an element of a broader classification known as a major occupational group (MOG). Occupations can fall into any of the following MOG’s: • • • • • • • • • • • • • • • • • • • Professional specialty and technical Executive, administrative, and managerial Sales Administrative support including clerical Precision production, craft, and repair Machine operators, assemblers, and inspectors Transportation and material moving Handlers, equipment cleaners, helpers, and laborers Service occupations Knowledge Supervisions received Guidelines Complexity Scope and effect Personal contacts Purpose of contacts Physical demands Work environment Supervisory duties Each factor contains a number of levels and each level has an associated written description and point value. The number and range of points differ among the factors. For each factor, an occupation was assigned a level based on which written description best matched the job. Within each occupation, the points for 9 factors (supervisory duties was excluded) were recorded and totaled. The total 21 • • • determines the overall level of the occupation. A description of the levels for each factor is shown in appendix C. Tabulations of levels of work for occupations in the survey follow the Federal government’s white-collar General Schedule. Point ranges for each of the 15 levels are shown in appendix D. It also includes an example of a leveled job and a guide to help data users evaluate jobs in their firm. Wage data collected in prior surveys using the new generic leveling method were evaluated by BLS researchers using regression techniques. For each of the major occupational groups, wages were compared to the 10 generic level factors (and levels within those factors). The analysis showed that several of the generic level factors, most nota-bly knowledge and supervision received, had strong explanatory power for wages. That is, as the levels within a given factor increased, the wages also increased. Detailed research continues in the area. The results of this research will be published by BLS in the future. In order to calculate earnings for various time periods (hourly, daily, and annual), data on work schedules were also collected. For hourly workers, scheduled hours worked per day and per week, exclusive of overtime, were recorded. Annual weeks worked were determined. Because salaried workers, exempt from overtime provisions, often work beyond the assigned work schedule, their typical number of hours actually worked was collected. Definition of terms Full-time worker. Any employee that the employer considers to be full time. Collection period The survey was collected from November 1996 through July 1997. The average payroll reference month was February 1997. For each establishment in the survey, the data reflect the establishment’s practices on the day of collection. Incentive worker. Any employee whose earnings are tied, at least in part, to commissions, piece rates, production bonuses, or other incentives based on production or sales. Level. A ranking of an occupation based on the requirements of the position. (See the description in the technical note and the example for more details on the leveling process.) Earnings Earnings were defined as regular payments from the employer to the employee as compensation for straighttime hourly work, or for any salaried work performed. The following components were included as part of earnings: • • • • • • Nonunion worker. An employee in an occupation not meeting the conditions for union coverage (see below). Part-time worker. Any employee that the employer considers to be part-time. Incentive pay, including commissions, production bonuses, and piece rates, Cost-of-living allowances, Hazard pay, Payments of income deferred due to participation in a salary reduction plan, Deadhead pay, defined as pay given to transportation workers returning in a vehicle without freight or passengers, and On-call pay. Straight-time. Time worked at the standard rate of pay for the job. Time-based worker. Any employee whose earnings are tied to an hourly rate or salary, and not to a specific level of production. Union worker. Any employee is in a union occupation when all of the following conditions are met: The following forms of payments were not considered part of straight-time earnings: • • • Uniform and tool allowances, Free room and board, and Payments made by third parties (e.g., tips, bonuses given by manufacturers to department store salespeople, referral incentives in real estate). • • Shift differentials, defined as extra payment for working a schedule that varies from the norm, such as night or weekend work, Premium pay for overtime, holidays, and weekends, Bonuses not directly tied to production (e.g., Christmas bonuses, profit-sharing bonuses), • 22 A labor organization is recognized as the bargaining agent for all workers in the occupation. Wage and salary rates are determined through collective bargaining or negotiations. Settlement terms, which must include earnings provisions and may include benefit provisions, are embodied in a signed mutually binding collective bargaining agreement. the number actually surveyed. Because occupational structures among establishments differ, estimates of the number of workers obtained from the sample of establishments serve only to indicate the relative importance of the occupational groups studied. Processing and Analyzing the Data Data were processed and analyzed at the Bureau’s National Office following collection. Weighting and nonresponse Sample weights were calculated for each establishment/occupation in the survey. These weights reflected the relative size of the occupation within the establishment and of the establishment within the sample universe. Weights were used to aggregate the individual establishment/occupations into the various data series. Of the establishments surveyed, 21.6 percent refused to supply information. If data were not provided by a sample member, the weights of responding sample members in the same or similar “cells” were adjusted to account for the missing data. This technique assumes that the mean value of the nonrespondents equals the mean value of the respondents at some detailed “cell” level. Responding and nonresponding establishments were classified into these cells according to industry and employment size. Responding and nonresponding occupations within responding establishments were classified into cells which were additionally defined by major occupation group and job level. Establishments which were determined to be out of business or outside the scope of the survey (4.9 percent of the total sample) had their weights changed to zero. If only partial data were given by a sample establishment or occupation, or data were missing, the response was treated as a refusal. Data reliability The data in this bulletin are estimates from a scientifically selected probability sample. There are two types of errors possible in an estimate based on a sample survey, sampling and nonsampling. Sampling errors occur because observations come only from a sample and not from an entire population. The sample used for this survey is one of a number of possible samples of the same size that could have been selected using the sample design. Estimates derived from the different samples would differ from each other. A measure of the variation among these differing estimates is called the standard error or sampling error. It indicates the precision with which an estimate from a particular sample approximates the average result of all possible samples. The relative standard error (RSE) is the standard error divided by the estimate. Appendix table 2 contains RSE data for selected series in this bulletin. The standard error can be used to calculate a “confidence interval” around a sample estimate. As an example, suppose table A-1 shows that mean hourly earnings for all workers was $12.79 per hour, and appendix table 2 shows a relative standard error of 3.6 percent for this estimate. At the 95-percent level, the confidence interval for this estimate is $13.71 to $11.87 ($12.79 plus and minus 2 times 3.6 percent times $12.79). If all possible samples were selected to estimate the population value, the interval from each sample would include the true population value approximately 95 percent of the time. Nonsampling errors also affect survey results. They can stem from many sources, such as inability to obtain information for some establishments, difficulties with survey definitions, inability of the respondents to provide correct information, or mistakes in recording or coding the data obtained. A Technical Reinterview Program done in all survey areas will be used in the development of a formal quality assessment process to help compute nonsampling error. Although they were not specifically measured, the nonsampling errors were expected to be minimal due to the extensive training of the field economists who gathered the survey data by personal visit, computer edits of the data, and detailed data review. Estimation The wage series in the tables are computed by combining the wages for individual establishment/occupations. Before being combined, individual wage rates are weighted by: number of workers; the sample weight adjusted for nonresponding establishments and other factors; and the occupation work schedule, varying depending on whether hourly, weekly, or annual rates are being calculated. Not all series that were calculated met the criteria for publication. Before any series was published, it was reviewed to make sure that the number of observations underlying it was sufficient. This review prevented publishing a series that could have revealed information about a specific establishment. The number of workers estimates represent the total in all establishments within the scope of the study and not 23 Appendix table 1. Number of establishments studied by industry group and employment size, and number represented by industry group, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 Number of establishments studied Industry All industries ......................................................... Private industry ................................................. Goods-producing industries .......................... Mining ....................................................... Construction ............................................. Manufacturing ........................................... Service-producing industries ........................ Tranportation and public utilities ............... Wholesale and retail trade ........................ Finance, insurance and real estate .......... Services .................................................... State and local government .............................. Within scope of survey 100 workers or more Total studied 2,087 2,025 631 1 128 502 1,394 129 616 146 505 62 256 215 86 1 10 75 129 21 39 10 59 41 50 - 99 workers 72 67 17 1 6 10 50 6 18 4 22 5 Total 184 148 69 – 4 65 79 15 21 6 37 36 100 - 499 workers 116 106 46 – 3 43 60 11 17 4 28 10 NOTE: Dashes indicate that no data were reported. Overall industry and industry groups may include data for categories not shown separately. 24 500 workers or more 68 42 23 – 1 22 19 4 4 2 9 26 Appendix table 2. Relative standard errors of mean hourly earnings1 for selected occupations, all workers2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 (in percent) All industries Occupation3 Private industry State and local government All occupations ....................................................................... All occupations excluding sales ............................................ 2.5 2.3 2.9 2.7 3.1 3.1 White-collar occupations ................................................... White-collar occupations excluding sales ......................... 2.9 2.6 3.7 3.3 3.5 3.5 Professional specialty and technical occupations ............ Professional specialty occupations ............................... Engineers, architects, and surveyors ....................... Mathematical and computer scientists ..................... Natural scientists ...................................................... Health related occupations ....................................... Teachers, college and university .............................. Teachers, except college and university .................. Librarians, archivists, and curators ........................... Social scientists and urban planners ........................ Social, recreation, and religious workers .................. Lawyers and judges .................................................. Writers, authors, entertainers, athletes, and professionals, N.E.C. .......................................... Technical occupations .................................................. Executive, administrative, and managerial occupations ... Executives, administrators, and managers ............... Management related occupations ............................ Sales occupations ............................................................ Supervisors, sales occupations ............................ Cashiers ............................................................... Administrative support occupations, including clerical ..... Secretaries ........................................................... Receptionists ........................................................ Order clerks .......................................................... Records clerks, N.E.C. ......................................... Bookkeepers, accounting and auditing clerks ...... Traffic, shipping and receiving clerks ................... General office clerks ............................................. Administrative support occupations, N.E.C. ......... 3.6 3.5 3.6 – – 5.0 – – – – – – 5.4 5.8 3.6 – – – – – – – – – – – – – – – – – – – – – – – 4.0 4.9 3.0 – 8.6 4.7 1.7 3.1 3.9 3.2 4.7 4.6 3.9 3.3 5.8 – – 4.4 5.6 3.2 – 8.6 4.8 2.0 4.2 3.7 3.2 – 5.1 3.9 4.8 – – – – – – – – – 2.2 – – – – – – – – Blue-collar occupations ..................................................... Precision production, craft, and repair occupations .......... Industrial machinery repairers .............................. Supervisors, production occupations .................... Machine operators, assemblers, and inspectors .............. Winding and twisting machine operators .............. Mixing and blending machine operators ............... Miscellaneous machine operators, N.E.C. ........... Assemblers ........................................................... Production inspectors, checkers and examiners .. Transportation and material moving occupations ............. Industrial truck and tractor equipment operators .. Handlers, equipment cleaners, helpers, and laborers ...... Freight, stock, and material handlers, N.E.C. ....... Hand packers and packagers ............................... Laborers except construction, N.E.C. ................... 2.7 2.7 3.5 4.6 3.6 2.9 5.6 6.3 7.4 4.5 6.2 6.7 3.3 7.4 3.8 3.7 2.8 2.8 3.5 4.8 3.7 2.9 5.6 6.3 7.4 4.5 6.9 6.7 3.4 7.5 3.8 3.7 – – – – – – – – – – – – – – – – See footnotes at end of table. 25 Appendix table 2. Relative standard errors of mean hourly earnings1 for selected occupations, all workers2, Charlotte-Gastonia-Rock Hill, NC-SC, February, 1997 — Continued (in percent) All industries Occupation3 Service occupations ........................................................... Protective service occupations ................................. Food service occupations ......................................... Cooks ................................................................... Food preparation occupations, N.E.C. ................. Health service occupations ....................................... Nursing aides, orderlies and attendants ............... Cleaning and building service occupations .............. Janitors and cleaners ........................................... Personal service occupations ................................... 1 The relative standard error is the standard error expressed as a percent of the estimate. Hourly earnings for these occupations are presented in Tables A-1 and A-2. Reliable relative standard errors could not be determined for all occupations. 2 All workers include full-time and part-time workers. Employees are classified as working either a full-time or a part-time schedule based on the definition used by each establishment. Therefore, a worker with a 35-hour-per-week schedule might be considered a full-time employee in one establishment, but classified as part-time in another firm, where a 40-hour week is 4.3 – 6.3 3.3 4.6 2.7 2.9 4.4 5.5 – Private industry 5.0 – 6.8 3.1 5.4 2.8 3.0 6.4 – – State and local government – – – – – – – – – – the minimum full-time schedule. 3 A classification system including about 480 individual occupations is used to cover all workers in the civilian economy. Individual occupations are classified into one of nine major occupational groups. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupational groups and occupational levels may include data for categories not shown separately. N.E.C. means "not elsewhere classified." 26 Appendix B. Occupational Classifications NOTE: The 4-digit code before each occupation title is used to classify it into one of three major groups. Whitecollar workers include those classified in Major groups A through D. Blue-collar workers include those classified in Major groups E through H. Service workers are classified in Major group K. Major group A: NATURAL SCIENTISTS PROFESSIONAL SPECIALTY AND TECHNICAL OCCUPATIONS A069 A073 A074 A075 A076 A077 A078 A079 A083 PROFESSIONAL SPECIALTY OCCUPATIONS ENGINEERS, ARCHITECTS, AND SURVEYORS A043 A044 A045 A046 A047 A048 A049 A053 A054 A055 A056 A057 A058 A059 A063 Architects Aerospace Engineers Metallurgical and Materials Engineers Mining Engineers Petroleum Engineers Chemical Engineers Nuclear Engineers Civil Engineers Agricultural Engineers Electrical and Electronic Engineers Industrial Engineers Mechanical Engineers Marine Engineers and Naval Architects Engineers, n.e.c.1 Surveyors and Mapping Scientists HEALTH RELATED OCCUPATIONS A084 A085 A086 A087 A088 A089 A095 A096 A097 A098 A099 A103 A104 A105 A106 MATHEMATICAL AND COMPUTER SCIENTISTS A064 Computer Systems Analysts and Scientists A065 Operations and Systems Researchers and Analysts A066 Actuaries A067 Statisticians A068 Mathematical Scientists, n.e.c. 1 Physicists and Astronomers Chemists, Except Biochemists Atmospheric and Space Scientists Geologists and Geodesists Physical Scientists, n.e.c. Agricultural and Food Scientists Biological and Life Scientists Forestry and Conservation Scientists Medical Scientists Physicians Dentists Veterinarians Optometrists Podiatrists Health Diagnosing Practitioners, n.e.c. Registered Nurses Pharmacists Dietitians Respiratory Therapists Occupational Therapists Physical Therapists Speech Therapists Therapists, n.e.c. Physicians' Assistants TEACHERS, COLLEGE AND UNIVERSITY A113 Earth, Environmental and Marine Science Teachers n.e.c. in an occupation title means not elsewhere classified. 27 A114 A115 A116 A117 A118 A119 A123 A124 A125 A126 A127 A128 A129 A133 A134 A135 A136 A137 A138 A139 A143 A144 A145 A146 A147 A148 A149 A153 A154 SOCIAL, RECREATION, AND RELIGIOUS WORKERS Biological Science Teachers Chemistry Teachers Physics Teachers Natural Science Teachers, n.e.c. Psychology Teachers Economics Teachers History Teachers Political Science Teachers Sociology Teachers Social Science Teachers, n.e.c. Engineering Teachers Mathematical Science Teachers Computer Science Teachers Medical Science Teachers Health Specialties Teachers Business, Commerce and Marketing Teachers Agriculture and Forestry Teachers Art, Drama, and Music Teachers Physical Education Teachers Education Teachers English Teachers Foreign Language Teachers Law Teachers Social Work Teachers Theology Teachers Trade and Industrial Teachers Home Economics Teachers Teachers, Post Secondary, n.e.c. Post Secondary Teachers, Subject not specified A174 A175 A176 A177 Social Workers Recreation Workers Clergy Religious Workers, n.e.c. LAWYERS AND JUDGES A178 Lawyers A179 Judges WRITERS, AUTHORS, ENTERTAINERS, ATHLETES AND PROFESSIONALS, N.E.C. A183 A184 A185 A186 A187 A188 A189 A193 A194 A195 A197 A198 A199 A999 TEACHERS, EXCEPT COLLEGE AND UNIVERSITY Authors Technical Writers Designers Musicians and Composers Actors and Directors Painters, Sculptors, Craft-Artists, and Artist Print-Makers Photographers Dancers Artists, Performers, and Related Workers, n.e.c. Editors and Reporters Public Relations Specialists Announcers Athletes Professional Occupations, n.e.c. TECHNICAL OCCUPATIONS A155 A156 A157 A158 A159 A160 A163 Prekindergarten and Kindergarten Teachers Elementary School Teachers Secondary School Teachers Teachers, Special Education Teachers, n.e.c. Substitute Teachers Vocational and Educational Counselors HEALTH TECHNOLOGISTS AND TECHNICIANS A203 Clinical Laboratory Technologists and Technicians A204 Dental Hygienists A205 Health Record Technologists and Technicians A206 Radiologic Technicians A207 Licensed Practical Nurses A208 Health Technologists and Technicians, n.e.c. LIBRARIANS, ARCHIVISTS AND CURATORS A164 Librarians A165 Archivists and Curators ENGINEERING AND RELATED TECHNOLOGISTS AND TECHNICIANS SOCIAL SCIENTISTS AND URBAN PLANNERS A166 A167 A168 A169 A173 A213 A214 A215 A216 A217 A218 Economists Psychologists Sociologists Social Scientists, n.e.c. Urban Planners 28 Electrical and Electronic Technicians Industrial Engineering Technicians Mechanical Engineering Technicians Engineering Technicians, n.e.c. Drafters Surveying and Mapping Technicians B028 Purchasing Agents and Buyers, Farm Products B029 Buyers, Wholesale and Retail Trade, Except Farm Products B033 Purchasing Agents and Buyers, n.e.c. B034 Business and Promotion Agents B035 Construction Inspectors B036 Inspectors and Compliance Officers, Except Construction B037 Management Related Occupations, n.e.c. SCIENCE TECHNICIANS A223 Biological Technicians A224 Chemical Technicians A225 Science Technicians, n.e.c. MISCELLANEOUS TECHNICIANS A226 A227 A228 A229 A233 A234 A235 Airplane Pilots and Navigators Air Traffic Controllers Broadcast Equipment Operators Computer Programmers Tool Programmers, Numerical Control Legal Assistants Technical and Related Occupations, n.e.c. Major group C: SALES OCCUPATIONS C243 Supervisors: Sales Occupations FINANCE AND BUSINESS SERVICES, SALES REPRESENTATIVES Major group B: EXECUTIVE, ADMINISTRATIVE, AND MANAGERIAL OCCUPATIONS C253 Insurance Sales Occupations C254 Real Estate Sales Occupations C255 Securities and Financial Services Sales Occupations C256 Advertising and Related Sales Occupations C257 Sales Occupations, Other Business Services EXECUTIVES, ADMINISTRATORS, AND MANAGERS B003 Legislators B004 Chief Executives and General Administrators, Public Administration B005 Administrators and Officials, Public Administration B007 Financial Managers B008 Personnel and Labor Relations Managers B009 Purchasing Managers B013 Managers; Marketing, Advertising and Public Relations B014 Administrators, Education and Related Fields B015 Managers, Medicine and Health B016 Postmasters and Mail Superintendents B017 Managers, Food Serving and Lodging Establishments B018 Managers, Properties and Real Estate B019 Funeral Directors B021 Managers, Service Organizations, n.e.c. B022 Managers and Administrators, n.e.c. SALES REPRESENTATIVES, COMMODITIES EXCEPT RETAIL C258 Sales Engineers C259 Sales Representatives; Mining, Manufacturing, and Wholesale RETAIL AND PERSONAL SERVICES SALES WORKERS C263 C264 C265 C266 C267 C268 MANAGEMENT RELATED OCCUPATIONS B023 B024 B025 B026 B027 C269 C274 C275 C276 C277 C278 Accountants and Auditors Underwriters Other Financial Officers Management Analysts Personnel, Training, and Labor Relations Specialists 29 Sales Workers, Motor Vehicles and Boats Sales Workers, Apparel Sales Workers, Shoes Sales Workers, Furniture and Home Furnishings Sales Workers, Radio, TV, Hi-Fi, and Appliances Sales Workers, Hardware and Building Supplies Sales Workers, Parts Sales Workers, Other Commodities Sales Counter Clerks Cashiers Street and Door-To-Door Sales Workers News Vendors SALES RELATED OCCUPATIONS D338 D339 D343 D344 C283 Demonstrators, Promoters, and Models, Sales C284 Auctioneers C285 Sales Support Occupations, n.e.c. DUPLICATING, MAIL, AND OTHER OFFICE MACHINE OPERATORS Major group D: ADMINISTRATIVE SUPPORT OCCUPATIONS, INCLUDING CLERICAL D345 Duplicating Machine Operators D346 Mail Preparing and Paper Handling Machine Operators D347 Office Machine Operators, n.e.c. SUPERVISORS, CLERICAL AND ADMINISTRATIVE SUPPORT D303 D304 D305 D306 D307 Payroll and Timekeeping Clerks Billing Clerks Cost and Rate Clerks Billing, Posting, and Calculating Machine Operators COMMUNICATIONS EQUIPMENT OPERATORS Supervisors: General Office Supervisors: Computer Equipment Operators Supervisors: Financial Records Processing Chief Communications Operators Supervisors: Distribution, Scheduling, and Adjusting Clerks D348 Telephone Operators D353 Communications Equipment Operators, n.e.c. MAIL AND MESSAGE DISTRIBUTING OCCUPATIONS COMPUTER EQUIPMENT OPERATORS D354 D355 D356 D357 D308 Computer Operators D309 Peripheral Equipment Operators SECRETARIES, STENOGRAPHERS, AND TYPISTS MATERIAL RECORDING, SCHEDULING, AND DISTRIBUTING CLERKS D313 Secretaries D314 Stenographers D315 Typists D359 D363 D364 D365 D366 D368 D373 D374 INFORMATION CLERKS D316 D317 D318 D319 D323 Postal Clerks, Except Mail Carriers Mail Carriers, Postal Service Mail Clerks, Except Postal Service Messengers Interviewers Hotel Clerks Transportation Ticket and Reservation Agents Receptionists Information Clerks, n.e.c. RECORDS PROCESSING CLERKS, EXCEPT FINANCIAL Dispatchers Production Coordinators Traffic, Shipping, and Receiving Clerks Stock and Inventory Clerks Meter Readers Weighers, Measurers, Checkers, and Samplers Expeditors Material Recording, Scheduling, and Distributing Clerks, n.e.c. ADJUSTERS AND INVESTIGATORS D375 Insurance Adjusters, Examiners, and Investigators D376 Investigators and Adjusters, Except Insurance D377 Eligibility Clerks, Social Welfare D378 Bill and Account Collectors D325 D326 D327 D328 Classified-Ad Clerks Correspondence Clerks Order Clerks Personnel Clerks, Except Payroll and Timekeeping D329 Library Clerks D335 File Clerks D336 Records Clerks, n.e.c. MISCELLANEOUS ADMINISTRATIVE SUPPORT OCCUPATIONS D379 D383 D384 D385 FINANCIAL RECORDS PROCESSING CLERKS D337 Bookkeepers, Accounting and Auditing Clerks 30 General Office Clerks Bank Tellers Proofreaders Data Entry Keyers CONSTRUCTION TRADES OCCUPATIONS D386 Statistical Clerks D387 Teachers' Aides D389 Administrative Support Occupations, n.e.c. E563 E564 E565 E566 E567 E569 E573 E575 E576 E577 E579 E583 E584 E585 E587 Major group E: PRECISION PRODUCTION, CRAFT, AND REPAIR OCCUPATIONS MECHANICS AND REPAIRERS E503 E505 E506 E507 E508 E509 E514 E515 E516 E517 E518 E519 E523 E525 E526 E527 E529 E534 E535 E536 E538 E539 E543 E544 E547 Supervisors: Mechanics and Repairers Automobile Mechanics Automobile Mechanic Apprentices Bus, Truck, and Stationary Engine Mechanics Aircraft Engine Mechanics Small Engine Repairers Automobile Body and Related Repairers Aircraft Mechanics, Except Engine Heavy Equipment Mechanic Farm Equipment Mechanics Industrial Machinery Repairers Machinery Maintenance Occupations Electronic Repairers, Communications and Industrial Equipment Data Processing Equipment Repairers Household Appliance and Power Tool Repairers Telephone Line Installers and Repairers Telephone Installers and Repairers Heating, Air Conditioning, and Refrigeration Mechanics Camera, Watch, and Musical Instrument Repairers Locksmiths and Safe Repairers Office Machine Repairers Mechanical Controls and Valve Repairers Elevator Installers and Repairers Millwrights Mechanics and Repairers, n.e.c. E588 E589 E593 E594 E595 E596 E597 E598 E599 Brickmasons and Stonemasons Brickmason and Stonemason Apprentices Tile Setters, Hard and Soft Carpet Installers Carpenters Carpenter Apprentices Drywall Installers Electricians Electrician Apprentices Electrical Power Installers and Repairers Painters, Construction and Maintenance Paperhangers Plasterers Plumbers, Pipefitters, and Steamfitters Plumber, Pipefitter, and Steamfitter Apprentices Concrete and Terrazzo Finishers Glaziers Insulation Workers Paving, Surfacing, and Tamping Equipment Operators Roofers Sheetmetal Duct Installers Structural Metal Workers Drillers, Earth Construction Trades, n.e.c. EXTRACTIVE OCCUPATIONS E613 E614 E615 E616 E617 Supervisors: Extractive Occupations Drillers, Oil Well Explosives Workers Mining Machine Operators Mining Occupations, n.e.c. PRECISION PRODUCTION OCCUPATIONS E628 Supervisors: Production Occupations PRECISION METAL WORKING OCCUPATIONS SUPERVISORS, CONSTRUCTION TRADES E634 E635 E636 E637 E639 E643 E644 Tool and Die Makers Tool and Die Maker Apprentices Precision Assemblers, Metal Machinists Machinist Apprentices Boilermakers Precision Grinders, Filers, and Tool Sharpeners E645 Patternmakers and Modelmakers, Metal E646 Layout Workers E553 Supervisors: Brickmasons, Stonemasons, and Tilesetters E554 Supervisors: Carpenters and Related Workers E555 Supervisors: Electricians and Power Transmission Installers E556 Supervisors: Painters, Paperhangers, and Plasterers E557 Supervisors: Plumbers, Pipefitters, and Steamfitters E558 Supervisors: Construction Trades, n.e.c. 31 E647 E649 E653 E654 Precious Stones and Metals Workers Engravers, Metal Sheet Metal Workers Sheet Metal Worker Apprentices Major group F: MACHINE OPERATORS, ASSEMBLERS, AND INSPECTORS METALWORKING AND PLASTIC WORKING MACHINE OPERATORS PRECISION WOODWORKING OCCUPATIONS E656 Patternmakers and Modelmakers, Wood E657 Cabinet Makers and Bench Carpenters E658 Furniture and Wood Finishers F703 F704 F705 F706 F707 F708 F709 PRECISION TEXTILE, APPAREL, AND FURNISHINGS MACHINE WORKERS E666 E667 E668 E669 Dressmakers Tailors Upholsterers Shoe Repairers F713 F714 F717 F719 F723 F724 PRECISION WORKERS, ASSORTED MATERIALS E675 E676 E677 E678 Hand Molders and Shapers, Except Jewelers Patternmakers, Layout Workers, and Cutters Optical Goods Workers Dental Laboratory and Medical Appliance Technicians E679 Bookbinders E683 Electrical and Electronic Equipment Assemblers E684 Miscellaneous Precision Workers, n.e.c. WOODWORKING MACHINE OPERATORS F726 Wood Lathe, Routing, and Planing Machine Operators F727 Sawing Machine Operators F728 Shaping and Joining Machine Operators F729 Nailing and Tacking Machine Operators PRINTING MACHINE OPERATORS PRECISION FOOD PRODUCTION OCCUPATIONS E685 E686 E687 E688 F734 Printing Press Operators F735 Photoengravers and Lithographers F736 Typesetters and Compositors Precision Food Production Occupations, n.e.c. Butchers and Meat Cutters Bakers Food Batchmakers TEXTILE, APPAREL, AND FURNISHINGS MACHINE OPERATORS PRECISION INSPECTORS, TESTERS, AND RELATED WORKERS F738 Winding and Twisting Machine Operators F739 Knitting, Looping, Taping, and Weaving Machine Operators F743 Textile Cutting Machine Operators F744 Textile Sewing Machine Operators F745 Shoe Machine Operators F747 Pressing Machine Operators F748 Laundering and Dry Cleaning Machine Operators E689 Inspectors, Testers, and Graders E690 Precision Inspectors, Testers, and Related Workers, n.e.c. E693 Adjusters and Calibrators PLANT AND SYSTEM OPERATORS E694 E695 E696 E699 Lathe and Turning-Machine Set-Up Operators Lathe and Turning-Machine Operators Milling and Planing Machine Operators Punching and Stamping Press Operators Rolling Machine Operators Drilling and Boring Machine Operators Grinding, Abrading, Buffing, and Polishing Machine Operators Forging Machine Operators Numerical Control Machine Operators Fabricating Machine Operators, n.e.c. Molding and Casting Machine Operators Metal Plating Machine Operators Heat Treating Equipment Operators Water and Sewage Treatment Plant Operators Power Plant Operators Stationary Engineers Miscellaneous Plant and System Operators, n.e.c. MACHINE OPERATORS, ASSORTED MATERIALS F753 Cementing and Gluing Machine Operators 32 F754 F755 F756 F757 F758 F759 F763 F764 F765 F766 F768 F769 F773 F774 F777 G806 G808 G809 G813 G814 Packaging and Filling Machine Operators Extruding and Forming Machine Operators Mixing and Blending Machine Operators Separating, Filtering, and Clarifying Machine Operators Compressing and Compacting Machine Operators Painting and Paint Spraying Machine Operators Roasting and Baking Machine Operators, Food Washing, Cleaning, and Pickling Machine Operators Folding Machine Operators Furnace, Kiln, and Oven Operators, Except Food Crushing and Grinding Machine Operators Slicing and Cutting Machine Operators Motion Picture Projectionists Photographic Process Machine Operators Miscellaneous Machine Operators, n.e.c. Driver-Sales Workers Bus Drivers Taxicab Drivers and Chauffeurs Parking Lot Attendants Motor Transportation Occupations, n.e.c. RAILROAD TRANSPORTATION OCCUPATIONS G823 G824 G825 G826 Railroad Conductors and Yardmasters Locomotive Operating Occupations Railroad Brake, Signal, and Switch Operators Rail Vehicle Operators, n.e.c. WATER TRANSPORTATION OCCUPATIONS G828 Ship Captains and Mates, Except Fishing Boats G829 Sailors and Deckhands G833 Marine Engineers G834 Bridge, Lock, and Lighthouse Tenders MATERIAL MOVING EQUIPMENT OPERATORS FABRICATORS, ASSEMBLERS, AND HAND WORKING OCCUPATIONS G843 Supervisors: Material Moving Equipment Operators G844 Operating Engineers G845 Longshore Equipment Operators G848 Hoist and Winch Operators G849 Crane and Tower Operators G853 Excavating and Loading Machine Operators G855 Grader, Dozer, and Scraper Operators G856 Industrial Truck and Tractor Equipment Operators G859 Miscellaneous Material Moving Equipment Operators, n.e.c. F783 F784 F785 F786 F787 Welders and Cutters Solderers and Braziers Assemblers Hand Cutting and Trimming Occupations Hand Molding, Casting, and Forming Occupations F789 Hand Painting, Coating, and Decorating Occupations F793 Hand Engraving and Printing Occupations F795 Miscellaneous Hand Working Occupations, n.e.c. PRODUCTION INSPECTORS, TESTERS, SAMPLERS, AND WEIGHERS Major group H: F796 Production Inspectors, Checkers, and Examiners F797 Production Testers F798 Production Samplers and Weighers F799 Graders and Sorters, Except Agricultural F800 Hand Inspectors, n.e.c. HANDLERS, EQUIPMENT CLEANERS, HELPERS, AND LABORERS FARM, FISHING AND FORESTRY OCCUPATIONS NONFARM SECTOR H483 H484 H485 H486 H487 H489 H494 H495 H496 H497 H498 Major group G: TRANSPORTATION AND MATERIAL MOVING OCCUPATIONS MOTOR VEHICLE OPERATORS G803 Supervisors: Motor Vehicle Operators G804 Truck Drivers 33 Marine Life Cultivation Workers Nursery Workers Supervisors, Agriculture-Related Workers Groundskeepers and Gardeners, Except Farm Animal Caretakers, Except Farm Inspectors, Agricultural Products Supervisors, Forestry and Logging Workers Forestry Workers, Except Logging Timber Cutting and Logging Occupations Captains and Other Officers, Fishing Vessels Fishers, Hunters, and Trappers FOOD SERVICE OCCUPATIONS K433 Supervisors: Food Preparation and Service Occupations K434 Bartenders K435 Waiters and Waitresses K436 Cooks K438 Food Counter, Fountain, and Related Occupation K439 Kitchen Workers, Food Preparation K443 Waiters'/Waitresses' Assistants K444 Food Preparation Occupations, n.e.c. HELPERS, HANDLERS, AND LABORERS H864 Supervisors: Handlers, Equipment Cleaners, and Laborers, n.e.c. H865 Helpers, Mechanics and Repairers H866 Helpers, Construction Trades H867 Helpers, Surveyor H868 Helpers, Extractive Occupations H869 Construction Laborers H874 Production Helpers H875 Garbage Collectors H876 Stevedores H877 Stock Handlers and Baggers H878 Machine Feeders and Offbearers H883 Freight, Stock, and Material Handlers, n.e.c. H885 Garage and Service Station Related Occupations H887 Vehicle Washers and Equipment Cleaners H888 Hand Packers and Packagers H889 Laborers, Except Construction, n.e.c. HEALTH SERVICE OCCUPATIONS K445 Dental Assistants K446 Health Aides, Except Nursing K447 Nursing Aides, Orderlies, and Attendants CLEANING AND BUILDING SERVICE OCCUPATIONS K448 Supervisors: Cleaning and Building Service Workers K449 Maids and Housemen K453 Janitors and Cleaners K454 Elevator Operators K455 Pest Control Occupations Major group K: SERVICE OCCUPATIONS, EXCEPT PRIVATE HOUSEHOLD PROTECTIVE SERVICE OCCUPATIONS PERSONAL SERVICE OCCUPATIONS K413 Supervisors: Firefighting and Fire Prevention Occupations K414 Supervisors: Police and Detectives K415 Supervisors: Guards K416 Fire Inspection and Fire Prevention Occupations K417 Firefighting Occupations K418 Police and Detectives, Public Service K423 Sheriffs, Bailiffs, and Other Law Enforcement Officers K424 Correctional Institution Officers K425 Crossing Guards K426 Guards and Police, Except Public Service K427 Protective Service Occupations, n.e.c. K456 K457 K458 K459 K461 K462 K463 K464 K465 K467 K468 K469 34 Supervisors: Personal Service Occupations Barbers Hairdressers and Cosmetologists Attendants, Amusement and Recreation Facilities Guides Ushers Public Transportation Attendants Baggage Porters and Bellhops Welfare Service Aides Early Childhood Teacher's Assistants Child Care Workers, n.e.c. Service Occupations, n.e.c. Appendix C. Generic Leveling Criteria Below are the 10 criteria for the generic leveling of occupations. The description of each level within a factor is included. An example of using these criteria for leveling a job follows in appendix D. 4. Knowledge of an extensive body of rules, procedures, operations, products or services requiring extended training and experience to perform a wide variety of interrelated or nonstandard procedural assignments and resolve a wide range of problems; OR Practical knowledge of standard procedures in a technical field, requiring extended training or experience, to perform such work as: adapting equipment when this requires considering the functioning characteristics of equipment; interpreting results of tests based on previous experience and observations (rather than directly reading instruments or other measures); or extracting information from various sources when this requires considering the applicability of information and the characteristics and quality of the sources; OR Comprehensive knowledge of a blue-collar skill, usually acquired through a formal apprenticeship; OR Equivalent knowledge and skill; Knowledge measures the nature and extent of information or facts which the workers must understand to do acceptable work (e.g., steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and extent of the skills needed to apply those knowledge’s. To be used as a basis for selecting a level under this factor, a knowledge must be required and applied. 1. Knowledge of simple, routine, or repetitive tasks or operations which typically includes following step-by-step instructions and requires little or no previous training or experience; OR Skill to operate simple equipment or equipment which operates repetitively, requiring little or no previous training or experience; OR Equivalent knowledge and skill. 5. Knowledge (such as would be acquired through a pertinent baccalaureate educational program or its equivalent in experience, training, or independent study) of basic principles, concepts, and methodology of a professional or administrative occupation, and skill in applying this knowledge in carrying out elementary assignments, operations, or procedures; OR In addition to the practical knowledge of standard procedures in Level 4, practical knowledge of technical methods to perform assignments such as carrying out limited projects which involve use of specialized, complicated techniques; OR Advanced knowledge of a blue-collar skill to solve unusually complex problems; OR Equivalent knowledge and skill. 2. Knowledge of basic or commonly-used rules, procedures, or operations which typically requires some previous training or experience; OR Basic skill to operate equipment requiring some previous training or experience, such as keyboard equipment; OR Equivalent knowledge and skill. 3. Knowledge of a body of standardized rules, procedures, operations, goods, services, tools, or equipment requiring considerable training and experience to perform the full range of standard clerical assignments and resolve recurring problems; OR Skill, acquired through considerable training and experience, to operate and adjust varied equipment for purposes such as performing numerous standardized tests or operations; OR Equivalent knowledge and skill. 6. Knowledge of the principles, concepts, and methodology of a professional or administrative occupation as described at Level 5 which has been either: (a) supplemented by skill gained through job experience to permit independent performance of recurring assignments, or (b) supplemented by expanded professional or 35 spot-check of finished work for accuracy; or review only for adherence to policy. administrative knowledge gained through relevant graduate study or experience, which has provided skill in carrying out assignments, operations, and procedures in the occupation which are significantly more difficult and complex than those covered by Level 5; OR Practical knowledge of a wide range of technical methods, principles, and practices similar to a narrow area of a professional field, and skill in applying this knowledge to such assignments as the design and planning of difficult, but well-precedented projects; OR Equivalent knowledge and skill. 1. For both one-of-a-kind and repetitive tasks the supervisor makes specific assignments that are accompanied by clear, detailed, and specific instructions. The employee works as instructed and consults with the supervisor as needed on all matters not specifically covered in the original instructions or guidelines. For all positions the work is closely controlled. For some positions, the control is through the structured nature of the work itself; for others, it may be controlled by the circumstances in which it is performed. In some situations, the supervisor maintains control through review of the work which may include checking progress or reviewing completed work for accuracy, adequacy, and adherence to instructions and established procedures. 7. Knowledge of a wide range of concepts, principles, and practices in a professional or administrative occupation, such as would be gained through extended graduate study or experience, and skill in applying this knowledge to difficult and complex work assignments; OR A comprehensive, intensive, practical knowledge of a technical field and skill in applying this knowledge to the development of new methods, approaches, or procedures; OR Equivalent knowledge and skill. 2. The supervisor provides continuing or individual assignments by indicating generally what is to be done, limitations, quality and quantity expected, deadlines, and priority of assignments. The supervisor provides additional, specific instructions for new, difficult, or unusual assignments including suggested work methods or advice on source material available. The employee uses initiative in carrying out recurring assignments independently without specific instruction, but refers deviations, problems, and unfamiliar situations not covered by instructions to the supervisor for decision or help. The supervisor assures that finished work and methods used are technically accurate and in compliance with instructions or established procedures. Review of the work increases with more difficult assignments if the employee has not previously performed similar assignments. 8. Mastery of a professional or administrative field to: Apply experimental theories and new developments to problems not susceptible to treatment by accepted methods OR Make decisions or recommendations significantly changing, interpreting, or developing important policies or programs; OR Equivalent knowledge and skill 3. The supervisor makes assignments by defining objectives, priorities, and deadlines; and assists employee with unusual situations which do not have clear precedents. The employee plans and carries out the successive steps and handles problems and deviations in the work assignment in accordance with instructions, policies, previous training, or accepted practices in the occupation. Completed work is usually evaluated for technical soundness, appropriateness, and conformity to policy and requirements. The methods used in arriving at the end results are not usually reviewed in detail. 9 . Mastery of a professional field to generate and develop new hypotheses and theories; OR Equivalent knowledge and skill. Supervision Received covers the nature and extent of direct or indirect controls exercised by the supervisor, the employee's responsibility and the review of completed work. Controls are exercised by the supervisor in the way assignments are made, instructions are given to the employee, priorities and deadlines are set, and objectives and boundaries are defined. Responsibility of the employee depends upon the extent to which the employee is expected to develop the sequence and timing of various aspects of the work, to modify or recommend modification of instructions, and to participate in establishing priorities and defining objectives. The degree of review of completed work depends upon the nature and extent of the review, e.g., close and detailed review of each phase of the assignment; detailed review of the finished assignment; 4. The supervisor sets the overall objectives and resources available. The employee and supervisor, in consultation, develop the deadlines, projects, and work to be done. At this level, the employee, having developed expertise in the line of work, is responsible for planning and carrying out the assignment; resolving most of the conflicts which arise; coordinating the work with others as 36 1. Specific, detailed guidelines covering all important aspects of the assignment are provided to the employee. The employee works in strict adherence to the guidelines; deviations must be authorized by the supervisor. necessary; and interpreting policy on own initiative in terms of established objectives. In some assignments, the employee also determines the approach to be taken and the methodology to be used. The employee keeps the supervisor informed of progress, potentially controversial matters, or far-reaching implications. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results. 2. Procedures for doing the work have been established and a number of specific guidelines are available. The number and similarity of guidelines and work situations requires the employee to use judgment in locating and selecting the most appropriate guidelines, references, and procedures for application, and in making minor deviations to adapt the guidelines in specific cases. At this level, the employee may also determine which of several established alternatives to use. Situations to which the existing guidelines cannot be applied or significant proposed deviations from the guidelines are referred to the supervisor. 5. The supervisor provides administrative direction with assignments in terms of broadly defined missions or functions. The employee has responsibility for planning, designing, and carrying out programs, projects, studies, or other work independently. Results of the work are considered as technically authoritative and are normally accepted without significant change. If the work should be reviewed, the review concerns such matters as fulfillment of program objectives, effect of advice and influence of the overall program, or the contribution to the advancement of technology. Recommendations for new projects and alteration of objectives are usually evaluated for such considerations as availability of funds and other resources, broad program goals or priorities. 3. Guidelines are available, but are not completely applicable to the work or have gaps in specificity. The employee uses judgment in interpreting and adapting guidelines such as policies, regulations, precedents, and work directions for application to specific cases or problems. The employee analyzes results and recommends changes. 4. Administrative policies and precedents are applicable but are stated in general terms. Guidelines for performing the work are scarce or of limited use. The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies. Guidelines covers the nature of guidelines and the judgment needed to apply them. Guides used include, for example: desk manuals, established procedures and policies, traditional practices, and reference materials such as dictionaries, style manuals, engineering handbooks, and the pharmacopoeia. Individual jobs in different occupations vary in the specificity, applicability and availability of the guidelines for performance of assignments. Consequently, the constraints and judgmental demands placed upon employees also vary. For example, the existence of specific instructions, procedures, and policies may limit the opportunity of the employee to make or recommend decisions or actions. However, in the absence of procedures or under broadly stated objectives, employees in some occupations may use considerable judgment in researching literature and developing new methods. Guidelines should not be confused with the knowledge’s described under Factor 1, Knowledge. Guidelines either provide reference data or impose certain constraints on the use of knowledge’s. For example, in the field of medical technology, for a particular diagnosis there may be three or four standardized tests set forth in a technical manual. A medical technologist is expected to know these diagnostic tests. However, in a given laboratory the policy may be to use only one of the tests; or the policy may state specifically under what conditions one or the other of these tests may be used. 5. Guidelines are broadly stated and nonspecific, e.g., broad policy statements and basic legislation which require extensive interpretation. The employee must use judgment and ingenuity in interpreting the intent of the guides that do exist and in developing applications to specific areas of work. Frequently, the employee is recognized as a technical authority in the development and interpretation of guidelines. Complexity covers the nature, number, variety, and intricacy of tasks, steps, processes, or methods in the work performed; the difficulty in identifying what needs to be done; and the difficulty and originality involved in performing the work. 1. The work consists of tasks that are clear-cut and directly related. There is little or no choice to be made in deciding what needs to be done. Actions to be taken or responses to be made are readily discernible. The work is quickly mastered. 37 The work requires continuing efforts to establish concepts, theories, or programs, or to resolve unyielding problems. 2. The work consists of duties that involve related steps, processes, or methods. The decision regarding what needs to be done involves various choices requiring the employee to recognize the existence of and differences among a few easily recognizable situations. Actions to be taken or responses to be made differ in such things as the source of information, the kind of transactions or entries, or other differences of a factual nature. Scope and Effect covers the relationship between the nature of the work, i.e., the purpose, breadth, and depth of the assignment, and the effect of work products or services both within and outside the organization. Effect measures such things as whether the work output facilitates the work of others, provides timely services of a personal nature, or impacts on the adequacy of research conclusions. The concept of effect alone does not provide sufficient information to properly understand and evaluate the impact of the position. The scope of the work completes the picture, allowing consistent evaluations. Only the effect of properly performed work is to be considered. 3. The work includes various duties involving different and unrelated processes and methods. The decision regarding what needs to be done depends upon the analysis of the subject, phase, or issues involved in each assignment, and the chosen course of action may have to be selected from many alternatives. The work involves conditions and elements that must be identified and analyzed to discern interrelationships. 1. The work involves the performance of specific, routine operations that include a few separate tasks or procedures. The work product or service is required to facilitate the work of others; however, it has little impact beyond the immediate organizational unit or beyond the timely provision of limited services to others. 4. The work typically includes varied duties requiring many different and unrelated processes and methods such as those relating to well-established aspects of an administrative or professional field. Decisions regarding what needs to be done include the assessment of unusual circumstances, variations in approach, and incomplete or conflicting data. The work requires making many decisions concerning such things as the interpreting of considerable data, planning of the work, or refining the methods and techniques to be used. 2. The work involves the execution of specific rules, regulations, or procedures and typically comprises a complete segment of an assignment or project of broader scope. The work product or service affects the accuracy, reliability, or acceptability of further processes or services. 3. The work involves treating a variety of conventional problems, questions, or situations in conformance with established criteria. The work product or service affects the design or operation of systems, programs, or equipment; the adequacy of such activities as field investigations, testing operations, or research conclusions; or the social, physical, and economic well-being of persons. 5. The work includes varied duties requiring many different and unrelated processes and methods applied to a broad range of activities or substantial depth of analysis, typically for an administrative or professional field. Decisions regarding what needs to be done include major areas of uncertainty in approach, methodology, or interpretation and evaluation processes resulting from such elements as continuing changes in program, technological developments, unknown phenomena, or conflicting requirements. The work requires originating new techniques, establishing criteria, or developing new information. 4. The work involves establishing criteria; formulating projects; assessing program effectiveness; or investigating or analyzing variety of unusual conditions, problems, or questions. The work product or service affects a wide range of establishment activities, major activities of industrial concerns, or the operation of other organizations. 6. The work consists of broad functions and processes of an administrative or professional field. Assignments are characterized by breadth and intensity of effort and involve several phases being pursued concurrently or sequentially with the support of others within or outside of the organization. Decisions regarding what needs to be done include largely undefined issues and elements, requiring extensive probing and analysis to determine the nature and scope of the problems. 5. The work involves isolating and defining unknown conditions, resolving critical problems, or developing new theories. The work product or service affects the work of other experts, the development of major aspects of administrative or scientific programs or missions, or the well-being of substantial numbers of people. 38 unstructured setting (e.g., the contacts are not established on a routine basis; the purpose and extent of each contact is different and the role and authority of each party is identified and developed during the course of the contact). Typical of contacts at this level are those with persons in their capacities as attorneys; contractors; or representatives of professional organizations, the news media, or public action groups. 6. The work involves planning, developing, and carrying out vital administrative or scientific programs. The programs are essential to the missions of the overall organization or affect large numbers of people on a long-term or continuing basis. Personal Contact includes face-to-face contacts and telephone and radio dialogue with persons not in the supervisory chain. (NOTE: Personal contacts with supervisors are covered under Factor 2, Supervision Received.) Levels described under this factor are based on what is required to make the initial contact, the difficulty of communicating with those contacted, and the setting in which the contact takes place (e.g., the degree to which the employee and those contacted recognize their relative roles and authorities). Above the lowest level, points should be credited under this factor only for contacts which are essential for successful performance of the work and which have a demonstrable impact on the difficulty and responsibility of the work performed. The relationship of Factors 6 (Personal Contacts) and 7 (Purpose of Contacts) presumes that the same contacts will be evaluated for both factors. Therefore, use the personal contacts which serve as the basis for the level selected for Factor 7 as the basis for selecting a level for Factor 6. 4. The personal contacts are with high-ranking officials from outside the employing establishment at national or international levels in highly unstructured settings (e.g., contacts are characterized by problems such as: the officials may be relatively inaccessible; arrangements may have to be made for accompanying staff members; appointments may have to be made well in advance; each party may be very unclear as to the role and authority of the other; and each contact may be conducted under different ground rules). Typical of contacts at this level are those with presidents of large national or international firms, nationally recognized representatives of the news media, presidents of national unions, members of Congress, leading representatives of foreign governments, State governors, or mayors of large cities. Purpose of Contacts ranges from factual exchanges of information to situations involving significant or controversial issues and differing viewpoints, goals, or objectives. The personal contacts which serve as the basis for the level selected for this factor must be the same as the contacts which are the basis for the level selected for Factor 6. 1. The personal contacts are with employees within the immediate organization, office, project, or work unit, and in related or support units; AND/OR The contacts are with members of the general public in very highly structured situations (e.g., the purpose of the contact and the question of with whom to deal are relatively clear). Typical of contacts at this level are purchases of admission tickets at a ticket window. 1. The purpose is to obtain, clarify, or give facts or information regardless of the nature of those facts, i.e., the facts or information may range from easily understood to highly technical. 2. The personal contacts are with employees in the same overall organization, but outside the immediate organization. People contacted generally are engaged in different functions, missions, and kinds of work, e.g., representatives from various levels within the overall organizations such as headquarters, district offices, or local offices, plants, stores, or other operating units in the immediate installation. AND/OR The contacts are with members of the general public, as individuals or groups, in a moderately structured setting (e.g., the contacts are generally established on a routine basis, usually at the employee's work place; the exact purpose of the contact may be unclear at first to one or more of the parties; and one or more of the parties may be uninformed concerning the role and authority of other participants). 2. The purpose is to plan, coordinate, or advise on work efforts or to resolve operating problems by influencing or motivating individuals or groups who are working toward mutual goals and who have basically cooperative attitudes. 3. The purpose is to influence, motivate, convince, or question persons or groups. Those contacted may be hesitant or skeptical, so the employee must be skillful in approaching the individual or group in order to obtain the desired response. OR The purpose is to interrogate or control persons or groups who may be fearful, uncooperative, or dangerous. Therefore, the employee must be skillful in approaching the individual or group in order to obtain the desired effect, such as, gaining compliance with established policies and regulations by persuasion or negotiation, or gaining information by establishing rapport with a suspicious informant. 3. The personal contacts are with individuals or groups from outside the employing establishment in a moderately 39 1. The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, and residences or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals, etc. The work area is adequately lighted, heated, and ventilated. 4. The purpose is to justify, defend, negotiate, or settle matters involving significant or controversial issues. Work at this level usually involves active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance. The persons contacted typically have diverse viewpoints, goals, or objectives requiring the employee to achieve a common understanding of the problem and a satisfactory solution by convincing them, arriving at a compromise, or developing suitable alternatives. 2. The work involves moderate risks or discomforts which require special safety precautions, e.g., working around moving parts, carts, or machines; with contagious diseases or irritant chemicals; etc. Employees may be required to use protective clothing or gear such as masks, gowns, coats, boots, goggles, gloves, or shields. Physical Demands covers the requirements and physical demands placed on the employee by the work assignment. This includes physical characteristics and abilities (e.g., specific agility and dexterity requirements) and the physical exertion involved in the work (e.g., climbing, lifting, pushing, balancing, stooping, kneeling, crouching, crawling, or reaching). To some extent the frequency or intensity of physical exertion must also be considered, e.g., a job requiring prolonged standing involves more physical exertion than a job requiring intermittent standing. 3. The work environment involves high risks with exposure to potentially dangerous situations or unusual environmental stress which require a range of safety and other precautions, e.g., working at great heights under extreme outdoor weather conditions, subject to possible physical attack or mob conditions, or similar situations where conditions cannot be controlled. 1. The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, books, small parts; driving an automobile, etc. No special physical demands are required to perform the work. Supervisory Duties describes the level of supervisory responsibility for a position. 1. No supervisory responsibility. 2. A nonsupervisory position. Incumbent sets the pace of work for the group and shows other workers in the group how to perform assigned tasks. Commonly performs the same work as the group, in addition to lead duties. Can also be called group leader, team leader, or lead worker. 2. The work requires some physical exertion such as long periods of standing; walking over rough, uneven, or rocky surfaces; recurring bending, crouching, stooping, stretching, reaching, or similar activities; recurring lifting of moderately heavy items such as personal computers and record boxes. The work may require specific, but common, physical characteristics and abilities such as above-average agility and dexterity. 3. Directs staff through face to face meetings. Organizational structure is not complex and internal and administrative procedures are simple. Performing the same work as subordinates is not the principal duty. Typically, this is the first supervisory level. 3. The work requires considerable and strenuous physical exertion such as frequent climbing of tall ladders, lifting heavy objects over 50 pounds, crouching or crawling in restricted areas and defending oneself or others against physical attack. 4. Directs staff through intermediate supervisors. Internal procedures and administrative controls are formal. Organizational structure is complex and is divided into subordinate groups that may differ from each other as to subject matter and function Work Environment considers the risks and discomforts in the employee's physical surroundings or the nature of the work assignment and the safety regulations required. Although the use of safety precautions can practically eliminate a certain danger or discomfort, such situations typically place additional demands upon the employee in carrying out safety regulations and techniques. 5. Directs staff through two or more subordinate supervisory levels with several subdivisions at each level. Programs are usually inter-locked on a direct and continuing basis with other organizational segments, requiring constant attention to extensive formal coordination, clearances, and procedural controls. 40 Appendix D. Evaluating Your Firm’s Jobs Level 2. To compare data on their firm’s jobs with statistics contained in this bulletin, data users need to be able to determine their jobs’ work levels. Using the example of a dental hygienist, this appendix will go through the procedure for determining the work level of a particular job. To determine the work level of a job, it must be evaluated using the generic leveling factors. With the information available, such as a written position description and other knowledge of the job, each factor must be reviewed. Comparing that information to the descriptions of each level within a factor as shown in Appendix C, the level best matching the job should be chosen and recorded. (Note that the number of levels varies by factor.) Scope and effect In terms of process, the dentist’s work follows the hygienist’s. In terms of effect, the hygienist doing a thorough cleaning in preparation for the dentist’s work allows the dentist to do a complete exam and properly treat the patient. Level 2. Personal contacts Patients come to the clinic or occasionally the hygienist will travel to perform work or give a talk at a school. Level 2. Generic leveling: an example Purpose of contacts Most of hygienist’s interaction is with patients; no planning or coordination work is involved. Knowledge Hygienist must have a dental hygienist license which requires 2 years of schooling and passage of a technical exam. This is a mid-level hygienist job, which means a worker must have at least 3 years of experience. The procedures are essentially the same every day, such as cleaning teeth, checking gums, and taking x-rays. Level 1. Physical demands The work is sedentary. Level 1. Level 4. Work environment Hygienist must take precautions not to be exposed to xrays, punctures, etc. Supervision received Most of the tasks are performed without supervision. For more complicated procedures, such as tooth filling, the dental hygienist assists the dentist. Level 2. Level 2. Supervisory duties A dental hygienist at this level does not supervise anyone. Guidelines A hygienist knows which procedure to use for different dental problems. Unusual situations are handled after checking with the supervisor. Level 1. Assigning points Level 2. Complexity Each procedure performed leads to the next, for example, examining gums, scraping plaque, then cleaning teeth. Once the correct level has been identified within each factor, the points associated with each level are recorded. Summing the points for all factors gives the total points for the job. Using the factors above and the table at the end of this section showing the points associated with each 41 used to rank Federal civil service white-collar jobs, each identified by a point range. The 1,020 total points for the dental hygienist job puts it in level 5. level within a factor, a sample worksheet was filled out for the dental hygienist position. Generic leveling worksheet Point ranges by work level Company job title: Dental Hygienist Range of Generic Level Points Factor Level Points Knowledge 4 550 Supervision received 2 125 Guidelines 2 125 Complexity 2 75 Scope and effect 2 75 Personal contacts 2 25 Purpose of contacts 2 20 Physical demands 1 5 Work environment 2 20 Supervisory duties 1 0 Total 5 1020 Level 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Low 190 255 455 655 855 1105 1355 1605 1855 2105 2355 2755 3155 3605 4055 and up High 254 454 654 854 1104 1354 1604 1854 2104 2354 2754 3154 3604 4054 Comparing wages Once the work level has been identified for a job, wages for that job can be compared to wages for similar jobs at the same work level. BLS publishes hourly wage rates by work level within nine major occupational groups, which are combinations of similar individual occupations. The groups and work levels available vary by area. Employers can also use the data on work levels to compare different jobs in their establishment. Determining the work level The following chart takes the point total determined using the worksheet and converts it to an overall work level for the job. There are 15 work levels, based on those Points associated with each factor level Factor Knowledge Supervision received Guidelines Complexity Scope and effect Personal contacts Purpose of contacts Physical demands Work environment Supervisory duties 1 50 25 25 25 25 10 20 5 5 0 2 200 125 125 75 75 25 50 20 20 0 3 350 275 275 150 150 60 120 50 50 0 4 550 450 450 225 225 110 220 X X 0 5 750 650 650 325 325 X X X X 0 6 950 X X 450 450 X X X X X 7 1250 X X X X X X X X X 8 1550 X X X X X X X X X 9 1850 X X X X X X X X X Note: X indicates that a level is not associated with a given factor. For example, for physical demands, point levels 1, 2, and 3 are the only choices. 42
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