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National Compensation Survey
Pilot Test
Sacramento-Yolo, CA
March 1997
________________________________________________________________________________________________
U.S. Department of Labor
Alexis M. Herman, Secretary
Bureau of Labor Statistics
Katharine G. Abraham, Commissioner
October 1997
Bulletin 3090-9

Sacramento-Yolo, CA
Consolidated Metropolitan Statistical Area

Preface

his bulletin provides results of a March 1997 survey of
occupational pay in the Sacramento-Yolo, CA,
Consolidated Metropolitan Statistical Area (CMSA). The
CMSA includes El Dorado, Placer, Sacramento, and Yolo
Counties.
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. The Office of
Compensation and Working Conditions, in cooperation
with the Office of Field Operations and the Office of
Technology and Survey Processing, 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 San Francisco Regional Office at
(415) 975-4350. 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 Sacramento-Yolo, CA, Consolidated 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
13
14
15
16
17

Appendixes:
A. Technical note..........................................................................................................................
B. Occupational classifications......................................................................................................
C. Generic leveling criteria ...........................................................................................................
D. Evaluating your firm’s jobs ......................................................................................................

18
24
32
38

A New Compensation Survey

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.

Wages in the
Sacramento-Yolo, CA
Consolidated Metropolitan Statistical Area

traight-time wages in the Sacramento-Yolo, CA,
Consolidated Metropolitan Statistical Area averaged
$16.59 per hour during March, 1997. Survey results
showed that white-collar workers averaged $18.32 per
hour, while blue-collar workers averaged $14.01 per hour.
Data for the total of all service occupations did not meet
publication criteria. (All comparisons in this analysis
cover hourly rates for both full- and part-time workers,
unless otherwise noted.)
Within each of these occupational groups, average
hourly wages for individual occupations varied. For
example, white-collar occupations included computer
systems analysts and scientists at $24.77 per hour,
registered nurses at $21.79, and secretaries at $12.45.
Among occupations in the blue-collar category, truck
drivers averaged $16.54 per hour while assemblers
averaged $10.31. Finally, service workers included cooks
at $8.56 per hour and waiters and waitresses at $5.04 per
hour (not including tips). Table A-1 presents earnings
data for 26 detailed occupations; data for other detailed
occupations surveyed could not be reported separately due
to concerns about the confidentiality of survey respondents
and the reliability of the data.
Private industry workers in Sacramento-Yolo, CA,
earned $14.61 per hour, while State and local government
workers averaged $19.54. Table A-2 reports that the
average hourly rate for white-collar occupations was
$16.82 in private industry and $20.05 in State and local
government. Blue-collar occupations showed an average
hourly rate of $13.30 in private industry and $17.05 in
State and local government. Service occupations within
private industry averaged $8.38 per hour. (The data for
those found in State and local government did not meet
publication criteria. )

Chart 1. Average hourly rates by private and State
and local government industries, Sacramento-Yolo,
CA, March, 1997
Dollars per hour
$
20

Private
industry

State and local
government

16
14
12
10
8
6
4
2
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
$17.36 per hour; compared with an average of $9.63 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
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

Surveyed union workers had an average hourly rate of
$17.43, as reported in table C-1. Wages for nonunion
workers averaged $15.90. Time workers, whose wages
were based solely on an hourly rate or a salary, averaged
$16.55 per hour. Incentive workers, those whose wages
were at least partially based on productivity payments,
averaged $18.30.
Table C-2 shows wage data for specific industry
divisions within private industry. In the private sector,
hourly wages averaged $18.63 in manufacturing firms,
$11.37 in wholesale and retail trade, and $13.10 in
services establishments.
In Sacramento-Yolo, CA, a total of 379,533 workers
were studied, and 246,730 were classified in white-collar
occupations, or 65 percent. Table C-4 reports that bluecollar occupations included 68,557 workers, or 18 percent.
Data for all service occupations did not meet publication
criteria.
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.

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 executive, administrative, and
managerial occupations ranged from level 7 to level 12.
The average hourly rate was $17.47 for level 7, $24.02 for
level 9, $26.19 for level 11, and $33.16 for level 12.

Chart 2. Average hourly rates by work level for
executive, administrative, and managerial
occupations, Sacramento-Yolo, CA, March, 1997
Dollars per hour
$
40
35
30
25
20
15
10
5
0
7

Level

Table A-1. Hourly earnings1 for selected occupations, all workers 2, all industries,
Sacramento-Yolo, CA, March, 1997
All industries
Percentiles

Occupation3
Mean
10

All occupations ....................................................................... $16.59
All occupations excluding sales ............................................ 16.86

Median
50

$7.25 $10.20 $15.01 $21.48 $27.55
7.50 10.45 15.26 22.01 27.55

White-collar occupations ...................................................
White-collar occupations excluding sales .........................

18.32
18.92

8.58
9.35

11.85
12.45

16.54
17.45

23.88
23.88

29.42
30.14

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 ..................................................
Licensed practical nurses .....................................
Electrical and electronic technicians .....................
Executive, administrative, and managerial occupations ...
Executives, administrators, and managers ...............
Management related occupations ............................
Personnel, training, and labor relations
specialists .......................................................
Sales occupations ............................................................
Supervisors, sales occupations ............................
Sales workers, other commodities ........................
Cashiers ...............................................................
Administrative support occupations, including clerical .....
Supervisors, general office ...................................
Secretaries ...........................................................
Records clerks, N.E.C. .........................................
Bookkeepers, accounting and auditing clerks ......
Insurance adjusters, examiners, & investigators ..
General office clerks .............................................
Administrative support occupations, N.E.C. .........

22.71
24.32
26.19
24.72
24.77
18.67
22.81
21.79
–
27.39
29.34
–
–
16.50
17.08
–

13.07
14.50
–
–
–
–
16.59
16.68
–
15.50
–
–
–
10.04
–
–

17.29
18.30
–
–
–
–
19.09
19.53
–
20.83
–
–
–
13.49
–
–

20.83
23.14
–
–
–
–
22.18
21.59
–
27.41
–
–
–
16.89
–
–

27.52
30.24
–
–
–
–
24.23
23.48
–
35.08
–
–
–
20.29
–
–

34.51
36.48
–
–
–
–
30.20
26.00
–
38.65
–
–
–
21.48
–
–

–
17.16
13.87
18.50
24.34
26.65
21.18

–
11.69
–
–
15.58
18.03
14.52

–
14.00
–
–
19.79
23.16
17.29

–
17.93
–
–
23.88
27.04
21.82

–
20.44
–
–
27.55
27.72
24.66

–
20.51
–
–
32.26
35.00
25.96

16.51
12.62
16.21
8.04
10.81
12.47
17.06
12.45
12.22
12.45
14.22
11.32
12.42

–
5.50
–
5.00
5.00
7.65
–
8.66
–
10.00
–
8.00
7.84

–
7.00
–
5.50
6.00
9.77
–
9.50
–
11.54
–
9.24
11.00

–
10.93
–
7.01
11.20
12.23
–
12.29
–
12.81
–
10.97
12.61

–
15.85
–
9.61
15.83
14.38
–
15.07
–
13.22
–
13.00
14.29

–
21.76
–
11.78
15.83
17.29
–
16.75
–
15.40
–
15.11
15.17

Blue-collar occupations .....................................................
Precision production, craft, and repair occupations ..........
Machine operators, assemblers, and inspectors ..............
Assemblers ...........................................................
Transportation and material moving occupations .............
Truck drivers .........................................................
Bus drivers ............................................................
Handlers, equipment cleaners, helpers, and laborers ......
Freight, stock, and material handlers, N.E.C. .......

14.01
17.61
10.96
10.31
14.51
16.54
12.07
10.41
10.07

6.75
9.93
7.00
7.40
8.07
11.50
–
5.50
6.50

9.20
14.00
8.30
8.46
10.61
13.90
–
6.75
8.00

13.64
18.06
10.68
10.68
14.71
18.00
–
9.00
9.41

18.34
20.99
13.06
11.42
18.34
20.25
–
13.88
11.00

21.04
23.55
15.30
12.76
20.25
20.25
–
16.57
16.50

See footnotes at end of table.

Table A-1. Hourly earnings1 for selected occupations, all workers 2, all industries,
Sacramento-Yolo, CA, March, 1997 — Continued
All industries
Percentiles

Occupation3
Mean

Service occupations ...........................................................
Protective service occupations .................................
Food service occupations .........................................
Waiters and waitresses ........................................
Cooks ...................................................................
Health service occupations .......................................
Health aides, except nursing ................................
Nursing aides, orderlies and attendants ...............
Cleaning and building service occupations ..............
Personal service occupations ...................................
Service occupations, N.E.C.. ................................
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.

–
–
$7.14
5.04
8.56
9.60
10.59
9.07
9.37
8.20
7.99

Median
50

–
–
$4.75
–
–
6.50
–
6.50
5.75
5.20
–

–
–
$5.00
–
–
7.85
–
7.10
6.50
6.16
–

–
–
$6.05
–
–
9.68
–
9.10
8.53
7.51
–

–
–
–
–
$9.12 $10.64
–
–
–
–
11.04 12.16
–
–
10.75 11.70
11.87 13.23
9.13 11.84
–
–

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."

Table A-2. Hourly earnings1 for selected occupations, all workers 2, private and government industries, Sacramento-Yolo, CA,
March, 1997
Private industry
Percentiles

Occupation3
Mean
10

All occupations ......................................................... $14.61
All occupations excluding sales .............................. 14.84
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 ....
Lawyers and judges ....................................
Writers, authors, entertainers, athletes, and
professionals, N.E.C. ............................
Technical occupations ....................................
Licensed practical nurses .......................
Electrical and electronic technicians .......
Executive, administrative, and managerial
occupations ..................................................
Executives, administrators, and managers
Financial managers ................................
Management related occupations ..............
Sales occupations ..............................................
Supervisors, sales occupations ..............
Sales workers, other commodities ..........
Cashiers .................................................
Administrative support occupations, including
clerical ..........................................................
Secretaries .............................................
Records clerks, N.E.C. ...........................
Bookkeepers, accounting and auditing
clerks ................................................
Insurance adjusters, examiners, &
investigators .....................................
General office clerks ...............................
Blue-collar occupations .......................................
Precision production, craft, and repair
occupations ..................................................
Machine operators, assemblers, and inspectors
Assemblers .............................................
Transportation and material moving occupations
Truck drivers ...........................................
Handlers, equipment cleaners, helpers, and
laborers .........................................................
Freight, stock, and material handlers,
N.E.C. ...............................................
Service occupations .............................................
Protective service occupations ...................
Food service occupations ...........................
Waiters and waitresses ..........................
Cooks .....................................................
Health service occupations .........................
Nursing aides, orderlies and attendants

State and local government

$6.50
6.59

Median
50

Percentiles
Mean
75

Median
50

$8.55 $12.54 $18.58 $24.98 $19.54 $10.45 $13.26 $19.06 $25.09 $28.87
8.75 12.77 18.96 25.38 19.55 10.52 13.26 19.06 25.09 28.87

16.82
17.72

7.82
8.59

10.40
11.00

14.69
15.30

21.72
22.59

28.56
29.42

20.05
20.07

10.91
10.91

13.26
13.26

19.61
19.63

25.88
25.88

30.24
30.24

20.85
23.19
27.89
25.70

12.00
13.46
–
–

15.14
17.59
–
–

19.37
22.91
–
–

24.62
26.46
–
–

30.05
34.13
–
–

24.42
25.13
–
–

15.62
15.28
–
–

19.06
18.95
–
–

21.54
23.68
–
–

30.24
30.24
–
–

36.66
37.25
–
–

25.84
–
21.34
21.85
–
13.02
–
–
–
12.89
–

–
–
16.56
16.59
–
–
–
–
–
–
–

–
–
18.16
19.09
–
–
–
–
–
–
–

–
–
21.98
22.33
–
–
–
–
–
–
–

–
–
23.58
23.94
–
–
–
–
–
–
–

–
–
26.12
26.12
–
–
–
–
–
–
–

–
–
–
–
–
28.31
29.41
–
–
–
–

–
–
–
–
–
19.16
–
–
–
–
–

–
–
–
–
–
21.79
–
–
–
–
–

–
–
–
–
–
28.32
–
–
–
–
–

–
–
–
–
–
36.01
–
–
–
–
–

–
–
–
–
–
38.82
–
–
–
–
–

–
16.01
13.87
18.01

–
10.36
–
–

–
13.01
–
–

–
16.00
–
–

–
18.83
–
–

–
20.85
–
–

–
–
–
–

24.56
26.51
25.18
20.37
12.64
16.21
8.03
10.83

13.75
13.85
–
11.65
5.50
–
5.00
5.00

17.75
20.94
–
15.80
7.00
–
5.50
6.00

23.15
25.24
–
19.53
11.00
–
6.92
11.20

29.91
31.41
–
24.24
15.88
–
9.62
15.83

35.18
37.30
–
30.63
21.76
–
11.78
15.83

24.18
26.81
–
21.58
–
–
–
–

17.29
–
–
–
–
–
–
–

22.76
–
–
–
–
–
–
–

23.88
–
–
–
–
–
–
–

27.55
–
–
–
–
–
–
–

11.87
11.61
11.00

7.60
–
–

9.00
–
–

11.20
–
–

13.53
–
–

15.88
–
–

–
–
–

12.42

8.00

10.50

13.08

14.44

15.88

–

14.22
11.15

–
7.50

–
8.65

–
10.67

–
12.77

–
15.34

–
11.49

–
–

13.30

6.50

8.35

12.36

17.50

21.17

17.05

11.31

13.88

17.86

19.28

19.36

17.02
10.96
10.31
14.60
16.67

8.94
7.00
7.40
7.50
11.00

12.48
8.30
8.46
9.97
13.90

16.62
10.68
10.68
15.40
18.00

21.85
13.06
11.42
19.24
20.25

23.55
15.30
12.76
20.25
20.25

18.94
–
–
–
–

–
–
–
–
–

–

10.07

6.50

8.00

9.41

11.00

16.50

–

8.38
9.67
7.04
5.04
8.46
9.59
9.07

5.00
–
4.75
–
–
6.50
6.50

6.00
–
5.00
–
–
7.75
7.10

8.00
–
6.00
–
–
9.78
9.10

10.19
–
9.12
–
–
11.13
10.75

12.39
–
10.64
–
–
12.20
11.70

–
22.95
–
–
–
–
–

–
15.16
–
–
–
–
–

–
19.22
–
–
–
–
–

–
24.83
–
–
–
–
–

–
28.12
–
–
–
–
–

–
28.67
–
–
–
–
–

See footnotes at end of table.

Table A-2. Hourly earnings1 for selected occupations, all workers 2, private and government industries, Sacramento-Yolo, CA,
March, 1997 — Continued
Private industry
Percentiles

Occupation3
Mean

Service occupations (-Continued)
Cleaning and building service occupations
Personal service occupations .....................

State and local government

$8.33
–

Median
50

$5.65
–

$6.00
–

$7.25
–

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

Percentiles
Mean
75

$9.94 $13.13
–
–

–
$8.60

Median
50

–
–

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."

Table A-3. Hourly earnings1 for selected occupations, full-time and part-time workers2, Sacramento-Yolo, CA, March, 1997
All industries
Full-time
Occupation3

Percentiles
Mean
10

All occupations ......................................................... $17.36
All occupations excluding sales .............................. 17.55
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 ....................................
Electrical and electronic technicians .......
Executive, administrative, and managerial
occupations ..................................................
Executives, administrators, and managers
Management related occupations ..............
Personnel, training, and labor relations
specialists .........................................
Sales occupations ..............................................
Supervisors, sales occupations ..............
Sales workers, other commodities ..........
Cashiers .................................................
Administrative support occupations, including
clerical ..........................................................
Secretaries .............................................
Records clerks, N.E.C. ...........................
Bookkeepers, accounting and auditing
clerks ................................................
Stock and inventory clerks ......................
Insurance adjusters, examiners, &
investigators .....................................
General office clerks ...............................
Administrative support occupations,
N.E.C. ...............................................

Part-time

Median
50

Percentiles
Mean
75

Median
50

$8.00 $11.06 $15.93 $22.53 $28.06
8.05 11.21 16.00 22.96 28.45

$9.63
9.93

$5.00
5.00

$6.08
6.50

$8.55 $10.77 $17.22
8.55 11.26 18.00

18.92
19.35

9.50
10.00

12.55
12.81

17.29
18.03

23.88
24.29

30.10
30.24

11.03
–

5.20
–

7.00
–

9.00
–

13.00
–

21.48
–

23.10
24.65
26.19
24.72

13.85
14.68
–
–

17.59
18.53
–
–

21.11
23.54
–
–

28.52
30.24
–
–

35.01
36.83
–
–

17.59
–
–
–

10.00
–
–
–

13.00
–
–
–

17.89
–
–
–

21.90
–
–
–

24.23
–
–
–

24.77
18.67
22.98
21.41
–
28.21
29.52
–
–
16.17
16.58
–

–
–
16.59
–
–
18.72
–
–
–
–
–
–

–
–
18.99
–
–
21.48
–
–
–
–
–
–

–
–
22.18
–
–
28.20
–
–
–
–
–
–

–
–
24.33
–
–
35.67
–
–
–
–
–
–

–
–
34.45
–
–
38.82
–
–
–
–
–
–

–
–
–
–
–
–
–
–
–
–
–
–

–
17.47
18.50

–
11.61
–

–
14.78
–

–
18.43
–

–
20.44
–

–
20.56
–

–
–
–

24.34
26.65
21.20

15.58
18.03
14.52

19.79
23.16
17.29

23.88
27.04
21.82

27.55
27.72
24.66

32.26
35.11
26.53

–
–
–

16.51
14.01
16.35
–
12.74

–
6.13
–
–
–

–
8.55
–
–
–

–
13.09
–
–
–

–
16.89
–
–
–

–
22.46
–
–
–

–
7.84
–
8.05
7.13

–
5.00
–
–
–

–
5.30
–
–
–

–
6.75
–
–
–

–
9.00
–
–
–

–
11.27
–
–
–

12.85
12.80
12.51

8.00
–
–

10.38
–
–

12.63
–
–

14.63
–
–

17.75
–
–

8.55
–
–

5.10
–
–

7.20
–
–

8.65
–
–

9.75
–
–

11.37
–
–

12.55
12.70

10.54
–

11.61
–

12.81
–

13.32
–

15.40
–

–
–

14.22
11.52

–
8.25

–
9.48

–
11.09

–
13.12

–
15.11

–
–

13.32

–

7.24

–

10.00

13.25
–
–
–
–
–

Blue-collar occupations .......................................
Precision production, craft, and repair
occupations ..................................................
Machine operators, assemblers, and inspectors
Assemblers .............................................
Transportation and material moving occupations
Truck drivers ...........................................
Handlers, equipment cleaners, helpers, and
laborers .........................................................

14.71

7.50

10.27

14.68

18.52

21.27

8.46

5.00

5.60

7.25

17.70
11.01
10.31
14.87
16.40

10.05
7.00
7.40
8.50
11.58

14.36
8.37
8.46
11.06
13.90

18.06
10.68
10.68
15.84
17.22

20.99
13.11
11.42
18.34
20.25

23.55
15.30
12.76
20.25
20.25

–
–
–
–
–

11.67

6.40

7.50

11.15

15.98

16.73

7.16

5.00

5.25

6.75

8.50

10.09

Service occupations .............................................
Protective service occupations ...................
Food service occupations ...........................

–
–
7.68

–
–
4.75

–
–
5.00

–
–
7.00

–
–
9.80

–
–
10.75

8.04
–
6.08

5.00
–
5.00

5.25
–
5.00

8.33
–
5.00

9.03
–
7.00

11.84
–
8.70

See footnotes at end of table.

Table A-3. Hourly earnings1 for selected occupations, full-time and part-time workers2, Sacramento-Yolo, CA, March, 1997 —
Continued
All industries
Full-time
Occupation3

Percentiles
Mean

Service occupations (-Continued)
Health service occupations .........................
Nursing aides, orderlies and attendants
Cleaning and building service occupations
Personal service occupations .....................

Part-time

$9.44
8.73
9.48
7.92

Median
50

$6.50
–
5.75
5.20

$7.68
–
6.50
6.25

Percentiles
Mean
75

$9.49 $10.81 $12.16
–
–
–
8.99 11.92 13.54
7.51
8.93 10.25

–
–
–
–

Median
50

–
–
–
–

Table A-4. Weekly and annual earnings1 and hours for selected white-collar occupations, full-time workers only2,
Sacramento-Yolo, CA, March, 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 .........................

39.9
39.9

$755
772

$693
721

2,016
2,013

$38,137
38,946

$35,110
36,213

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 ..................................................
Electrical and electronic technicians .....................
Executive, administrative, and managerial occupations ...
Executives, administrators, and managers ...............
Managers and administrators, N.E.C. ..................
Management related occupations ............................
Personnel, training, and labor relations
specialists .......................................................
Sales occupations ............................................................
Supervisors, sales occupations ............................
Cashiers ...............................................................
Administrative support occupations, including clerical .....
Secretaries ...........................................................
Records clerks, N.E.C. .........................................
Bookkeepers, accounting and auditing clerks ......
Stock and inventory clerks ....................................
Insurance adjusters, examiners, & investigators ..
General office clerks .............................................
Administrative support occupations, N.E.C. .........

39.3
39.1
40.0
40.1
40.1
42.8
–
38.7
–
35.8
36.0
–
–
40.0
40.0
–

908
964
1,048
991
993
799
–
828
–
1,010
1,064
–
–
647
663
–

830
919
–
–
–
–
–
–
–
1,002
–
–
–
–
–
–

1,886
1,842
2,080
2,086
2,085
2,226
–
2,010
–
1,375
1,314
–
–
2,080
2,080
–

43,574
45,411
54,480
51,557
51,655
41,541
–
43,040
–
38,797
38,794
–
–
33,629
34,485
–

42,176
43,318
–
–
–
–
–
–
–
39,853
–
–
–
–
–
–

–
40.0
40.0
41.0
41.6
44.2
40.2

–
699
741
997
1,108
1,271
852

–
737
–
955
1,102
1,250
879

–
2,066
2,082
2,123
2,149
2,299
2,089

–
36,091
38,518
51,687
57,283
66,084
44,279

–
38,314
–
49,670
57,304
65,000
45,698

40.2
40.1
40.8
39.5
39.7
39.5
39.5
40.0
39.8
40.5
39.9
39.9

663
562
668
503
510
505
495
502
506
576
460
531

–
502
–
–
504
–
–
512
–
–
440
–

2,089
2,047
2,123
1,998
2,050
2,007
2,050
2,080
2,071
2,108
2,066
2,074

34,483
28,681
34,712
25,444
26,345
25,690
25,638
26,097
26,297
29,968
23,792
27,637

–
26,083
–
–
26,208
–
–
26,645
–
–
22,880
–

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."

Table B-1. Mean hourly earnings1 by occupational group and level2, Sacramento-Yolo, CA, March,
1997
All workers 4

All industries

Private
industry

State and
local
government

Full-time
workers

Part-time
workers

All occupations .......................................................................
All occupations excluding sales ............................................

$16.59
16.86

$14.61
14.84

$19.54
19.55

$17.36
17.55

$9.63
9.93

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 ............................................................
White-collar occupations excluding sales .........................
Level 1 ..............................................................
Level 2 ..............................................................
Level 3 ..............................................................
Level 4 ..............................................................
Level 5 ..............................................................
Level 6 ..............................................................
Level 7 ..............................................................
Level 8 ..............................................................
Level 9 ..............................................................
Level 10 ............................................................
Level 11 ............................................................
Level 12 ............................................................

18.32
6.73
11.34
10.06
12.15
13.00
20.15
18.45
20.61
23.43
26.10
27.09
32.27
18.92
6.59
9.63
10.20
11.97
12.99
20.21
18.46
20.55
23.50
26.12
27.27
32.27

16.82
–
11.50
9.57
11.96
12.85
14.93
16.97
19.26
22.94
–
27.34
33.36
17.72
5.73
9.19
9.70
11.49
12.81
14.33
16.87
19.05
23.07
–
27.60
33.36

20.05
–
–
11.17
12.38
13.32
25.50
19.05
23.29
23.96
26.44
–
–
20.07
–
–
11.17
12.38
13.32
25.50
19.05
23.29
23.96
26.44
–
–

18.92
–
11.87
10.19
12.35
13.14
20.56
18.38
20.64
23.52
26.13
27.22
32.27
19.35
–
10.09
10.36
12.09
13.11
20.65
18.38
20.58
23.60
26.15
27.42
32.27

11.03
6.03
9.15
9.41
–
11.06
–
–
–
–
–
–
–
–
–
8.24
9.42
9.80
11.12
–
–
–
–
–
–
–

Professional specialty and technical occupations ............
Professional specialty occupations ...............................
Level 6 ..............................................................
Level 8 ..............................................................
Level 9 ..............................................................
Level 10 ............................................................
Level 11 ............................................................
Engineers, architects, and surveyors .......................
Mathematical and computer scientists .....................
Natural scientists ......................................................
Health related occupations .......................................
Level 9 ..............................................................
Teachers, college and university ..............................
Teachers, except college and university ..................
Level 6 ..............................................................
Level 7 ..............................................................
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 6 ..............................................................
Level 7 ..............................................................
Executive, administrative, and managerial occupations ...
Level 7 ..............................................................
Level 8 ..............................................................
Level 9 ..............................................................
Level 10 ............................................................
Level 11 ............................................................
Level 12 ............................................................
Executives, administrators, and managers ...............
Level 9 ..............................................................
Level 11 ............................................................
Level 12 ............................................................

22.71
24.32
27.69
–
23.40
25.42
29.30
26.19
24.72
18.67
22.81
22.03
–
27.39
28.73
29.00
–
–
16.50
–

20.85
23.19
–
20.39
23.26
–
–
27.89
25.70
–
21.34
–
–
13.02
–
–
–
–
12.89
–

24.42
25.13
28.83
–
–
–
–
–
–
–
–
–
–
28.31
29.23
–
–
–
–
–

23.10
24.65
27.97
–
23.63
25.50
30.23
26.19
24.72
18.67
22.98
–
–
28.21
28.90
–
–
–
16.17
–

17.59
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–

–
17.16
14.64
19.28
24.34
17.47
18.16
24.02
26.23
26.19
33.16
26.65
24.04
26.19
33.91

–
16.01
14.64
–
24.56
–
–
23.77
–
26.13
33.34
26.51
24.04
26.17
34.12

–
–
–
–
24.18
–
–
–
–
–
–
26.81
–
–
–

–
17.47
14.58
–
24.34
17.48
18.16
24.02
26.23
26.16
33.16
26.65
24.04
26.14
33.91

–
–
–
–
–
–
–
–
–
–
–
–
–
–
–

Occupational group3 and level

See footnotes at end of table.

Table B-1. Mean hourly earnings1 by occupational group and level2, Sacramento-Yolo, CA, March,
1997 — Continued
All workers 4

All industries

Private
industry

State and
local
government

Full-time
workers

Part-time
workers

White-collar occupations (-Continued)
Management related occupations ............................
Level 7 ..............................................................
Sales occupations ............................................................
Level 1 ..............................................................
Level 2 ..............................................................
Level 3 ..............................................................
Level 4 ..............................................................
Level 5 ..............................................................
Administrative support occupations, including clerical .....
Level 1 ..............................................................
Level 2 ..............................................................
Level 3 ..............................................................
Level 4 ..............................................................
Level 5 ..............................................................
Level 6 ..............................................................
Level 7 ..............................................................

$21.18
17.92
12.62
6.89
13.28
8.84
–
13.11
12.47
6.58
9.64
10.22
12.05
12.72
14.70
16.86

$20.37
–
12.64
6.87
13.33
8.84
–
13.11
11.87
–
9.21
9.68
11.63
12.56
14.35
15.26

$21.58
–
–
–
–
–
–
–
–
–
–
11.17
12.38
–
–
–

$21.20
–
14.01
–
–
–
–
–
12.85
–
10.09
10.42
12.18
12.78
14.79
16.86

–
–
$7.84
6.31
–
–
9.23
–
8.55
–
8.27
9.13
–
–
–
–

Blue-collar occupations .........................................................
Level 1 ..............................................................
Level 2 ..............................................................
Level 3 ..............................................................
Level 4 ..............................................................
Level 5 ..............................................................
Level 6 ..............................................................
Level 7 ..............................................................
Precision production, craft, and repair occupations ..........
Level 5 ..............................................................
Level 7 ..............................................................
Machine operators, assemblers, and inspectors ..............
Level 3 ..............................................................
Transportation and material moving occupations .............
Level 2 ..............................................................
Handlers, equipment cleaners, helpers, and laborers .....
Level 1 ..............................................................
Level 2 ..............................................................
Level 3 ..............................................................

14.01
7.19
8.56
11.48
13.08
15.32
17.72
19.33
17.61
15.46
19.72
10.96
10.22
14.51
8.81
10.41
7.05
8.43
12.34

13.30
7.19
8.32
11.44
12.82
14.97
17.48
19.41
17.02
15.02
20.03
10.96
10.22
14.60
8.69
–
7.05
8.18
–

17.05
–
–
–
–
–
–
–
18.94
–
–
–
–
–
–
–
–
–
–

14.71
7.84
8.63
11.56
12.99
15.24
17.67
19.33
17.70
15.48
19.72
11.01
–
14.87
–
11.67
7.97
–
–

8.46
5.86
8.41
–
–
–
–
–
–
–
–
–
–
–
–
7.16
5.86
–
–

Service occupations ...........................................................
Level 1 ..............................................................
Level 2 ..............................................................
Level 3 ..............................................................
Level 4 ..............................................................
Level 5 ..............................................................
Level 7 ..............................................................
Protective service occupations ...............................
Food service occupations ........................................
Level 1 ..............................................................
Level 3 ..............................................................
Health service occupations .....................................
Cleaning and building service occupations ............
Level 1 ..............................................................
Personal service occupations .................................
Level 1 ..............................................................

–
6.78
8.21
8.16
10.29
12.20
18.48
–
7.14
5.57
6.48
9.60
9.37
7.57
8.20
7.04

8.38
6.24
7.98
7.53
9.32
11.79
–
9.67
7.04
5.24
6.42
9.59
8.33
6.89
–
–

–
–
–
10.27
–
–
–
22.95
–
–
–
–
–
–
8.60
–

–
7.10
8.35
8.11
10.26
12.15
18.50
–
7.68
–
6.62
9.44
9.48
–
7.92
–

8.04
6.03
7.99
–
–
–
–
–
6.08
–
–
–
–
–
–
–

Occupational group3 and level

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.

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."

Table B-2. Mean hourly earnings1 for selected occupations and levels2, Sacramento-Yolo, CA, March,
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 9 ..............................................................
Elementary school teachers .................................
Social workers ......................................................
Technical occupations:
Licensed practical nurses .....................................
Electrical and electronic technicians .....................
Executive, administrative, and managerial occupations:
Financial managers ..............................................
Personnel, training, and labor relations
specialists .......................................................
Sales occupations:
Supervisors, sales occupations ............................
Sales workers, other commodities ........................
Cashiers ...............................................................
Level 1 ..............................................................
Administrative support occupations, including clerical:
Supervisors, general office ...................................
Secretaries ...........................................................
Records clerks, N.E.C. .........................................
Bookkeepers, accounting and auditing clerks ......
Stock and inventory clerks ....................................
Insurance adjusters, examiners, & investigators ..
General office clerks .............................................
Administrative support occupations, N.E.C. .........
Level 3 ..............................................................
Blue-collar occupations:
Machine operators, assemblers, and inspectors:
Assemblers ...........................................................
Transportation and material moving occupations:
Truck drivers .........................................................
Bus drivers ............................................................
Handlers, equipment cleaners, helpers, and laborers:
Freight, stock, and material handlers, N.E.C. .......
Service occupations:
Food service occupations:
Waiters and waitresses ........................................
Cooks ...................................................................
Food preparation occupations, N.E.C.
Level 1 ..............................................................
Health service occupations:
Health aides, except nursing ................................
Nursing aides, orderlies and attendants ...............
Personal service occupations:
Service occupations, N.E.C.. ................................
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

Private
industry

State and
local
government

Full-time
workers

Part-time
workers

$24.77
21.79
21.49
29.34
17.08

$25.84
21.85
–
–
–

–
–
–
$29.41
–

$24.77
21.41
–
29.52
16.58

–
–
–
–
–

13.87
18.50

13.87
18.01

–
–

–
18.50

–
–

25.18

–

–
16.51

–

16.51

–

–
–
–
–

16.35
–
12.74
–

–
$8.05
7.13
6.05

–
12.80
12.51
12.55
12.70
14.22
11.52
13.32
–

–
–
–
–
–
–
–
7.24
–

16.21
8.04
10.81
6.00

16.21
8.03
10.83
6.00

17.06
12.45
12.22
12.45
–
14.22
11.32
12.42
9.13

–
11.61
11.00
12.42
–
14.22
11.15
–
–

10.31

–

10.31

–

16.54
12.07

16.67
–

–
–

16.40
–

–
–

10.07

–

5.04
8.56

5.04
8.46

–
–

–

5.23

–

–
9.07

–
–

–
8.73

–
–

–

10.59
9.07
7.99

–
–
–
–
–
–
11.49
–
–

Table C-1. Mean hourly earnings1 by occupational group and selected characteristic, all industries,
Sacramento-Yolo, CA, March, 1997
Occupational group2

Full-time
workers3

Part-time
workers3

Union4

Nonunion4

Time5

Incentive5

All occupations .......................................................................
All occupations excluding sales ............................................

$17.36
17.55

$9.63
9.93

$17.43
17.63

$15.90
16.20

$16.55
16.84

$18.30
18.55

White-collar occupations ...................................................
White-collar excluding sales .............................................

18.92
19.35

11.03
–

18.26
18.66

18.36
19.12

18.30
18.89

19.27
–

Professional specialty and technical occupations ............
Professional specialty occupations ...............................
Technical occupations ..................................................
Executive, administrative, and managerial occupations ...
Sales occupations ............................................................
Administrative support including clerical occupations ......

23.10
24.65
17.47
24.34
14.01
12.85

17.59
–
–
–
7.84
8.55

23.82
25.08
18.51
22.28
13.17
–

21.57
23.47
16.11
25.18
12.37
12.27

22.71
24.32
17.16
24.30
11.08
12.47

–
–
–
–
18.16
–

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 .....

14.71
17.70
11.01
14.87
11.67

8.46
–
–
–
7.16

15.93
18.54
12.35
15.95
13.00

11.79
16.31
10.39
–
7.67

13.96
17.61
10.89
14.21
10.41

–
–
–
–
–

Service occupations ...........................................................

–

8.04

–

8.43

–

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."

Table C-2. Mean hourly earnings1 by occupational group, private industry, all workers2, Sacramento-Yolo, CA, March, 1997
Goods-producing industries4

Occupational group3

All private
industries

Total

Mining

Construction

Manufacturing

All occupations ...........................................................................
All occupations excluding sales ................................................

$14.61
14.84

$18.76
18.73

–
–

White-collar occupations .......................................................
White-collar excluding sales .................................................

16.82
17.72

23.87
23.88

–
–

24.09
24.10

Professional specialty and technical occupations ................
Professional specialty occupations ...................................
Technical occupations ......................................................
Executive, administrative, and managerial occupations .......
Sales occupations ................................................................
Administrative support, including clerical occupations .........

20.85
23.19
16.01
24.56
12.64
11.87

–
–
17.60
–
–
12.17

–
–
–
–
–
–

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 .........

13.30
17.02
10.96
14.60
–

14.15
16.89
11.12
–
–

–
–
–
–
–

Service occupations ...............................................................

8.38

–

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.

Service-producing industries5

Total

$18.63 $13.59
18.58 13.75

TransWholeportsale
ation
and
and
retail
public
trade
utilities

Finance,
insurance,
and
real
estate

Services

–
–

$11.37
10.80

–
–

$13.10
13.29

15.51
16.30

–
–

12.82
–

–
–

16.21
16.75

–
–
17.60
29.48
–
12.10

19.20
21.07
15.21
23.29
12.51
11.85

–
–
–
–
–
–

–
–
–
–
12.58
–

–
–
–
–
–
–

18.14
19.51
15.21
–
7.55
10.73

–
–
–
–
–

12.81
15.09
11.12
–
–

12.71
17.20
–
14.94
–

–
–
–
–
–

10.93
15.32
–
–
–

–
–
–
–
–

–
15.90
–
10.51
–

–

8.28

–

7.19

–

8.64

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."

Table C-3. Mean hourly earnings1 by occupational group, private industry, by establishment
employment size, all workers2, Sacramento-Yolo, CA, March, 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 ............................................

$14.61
14.84

$12.83
13.00

$15.09
15.36

$13.84
13.92

$16.42
16.77

White-collar occupations ...................................................
White-collar excluding sales .............................................

16.82
17.72

16.19
17.30

16.94
17.80

15.62
16.47

17.99
18.65

20.85
23.19
16.01
24.56
12.64
11.87

–
–
–
–
–
12.08

21.10
23.50
15.87
24.76
12.97
11.82

–
–
14.71
23.93
13.36
11.06

21.62
23.31
16.70
25.45
12.15
12.43

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 .....

13.30
17.02
10.96
14.60
–

–
17.25
–
–
–

13.34
16.95
11.61
14.78
–

13.13
17.21
11.18
–
–

13.82
16.52
12.62
–
–

Service occupations ...........................................................

8.38

7.56

8.94

8.01

10.03

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."

Table C-4. Number of workers1 studied by occupational group,
Sacramento-Yolo, CA, March, 1997
All workers
Occupational group2

All industries

Private
industry

All occupations .......................................................................
All occupations excluding sales ............................................

379,533
352,848

228,416
202,144

White-collar occupations ...................................................
White-collar excluding sales .............................................

246,730
220,045

132,205
105,933

76,981
61,070
15,910
52,016
26,685
91,048

35,123
23,715
11,407
22,239
26,272
48,572

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 .....

68,557
22,919
9,277
15,110
21,250

55,910
15,875
9,277
11,710
–

Service occupations ...........................................................

–

40,300

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."

Appendix A: Technical Note

were added, out-of-business and out-of-scope 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 Sacramento-Yolo, CA, Consolidated
Metropolitan Statistical Area covered establishments employing 50 workers or more in goods-producing industries
(mining, construction and manufacturing); serviceproducing 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 Sacramento-Yolo, CA, Consolidated Metropolitan
Statistical Area includes El Dorado, Placer, Sacramento,
and Yolo Counties.

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 SacramentoYolo, CA, Consolidated 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 sector is
March 1995. The sampling frame was reviewed prior to
the survey and, when necessary, missing establishments

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.
For each occupation, wage data were collected for
those workers who met all the criteria identified in the last
18

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.

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
determines the overall level of the occupation. A description of the levels for each factor is shown in appendix C.
19

•

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 January 1997 through
May 1997. The average payroll reference month was
March 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:
•
•
•
•

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), Uniform and tool allowances,
Free room and board, and

•

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, 26.3 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 (4.2 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

Appendix table 1. Number of establishments studied by industry group and employment size, and number
represented by industry group, Sacramento-Yolo, CA, March, 1997
Number of establishments studied
Industry

All industries .........................................................
Private industry .................................................
Goods-producing industries ..........................
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

1,497
1,394
202
87
115
1,192
108
501
80
503
103

208
182
30
6
24
152
14
51
14
73
26

50 - 99
workers

69
68
9
3
6
59
4
23
3
29
1

Total

139
114
21
3
18
93
10
28
11
44
25

100 - 499
workers
89
82
15
3
12
67
6
25
6
30
7

NOTE: Dashes indicate that no data were reported. Overall industry and industry groups may include data for categories not shown separately.

500 workers
or more
50
32
6
–
6
26
4
3
5
14
18

Appendix table 2. Relative standard errors of mean hourly earnings1 for selected
occupations, all workers2, Sacramento-Yolo, CA, March, 1997
(in percent)

All industries

Occupation3

Private
industry

State and
local
government

All occupations .......................................................................
All occupations excluding sales ............................................

2.3
2.4

2.0
2.1

4.1
4.2

White-collar occupations ...................................................
White-collar occupations excluding sales .........................

2.8
2.9

2.3
2.4

4.9
4.9

Professional specialty and technical occupations ............
Professional specialty occupations ...............................
Engineers, architects, and surveyors .......................
Mathematical and computer scientists .....................
Natural scientists ......................................................
Health related occupations .......................................
Registered nurses ................................................
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 ..................................................
Licensed practical nurses .....................................
Executive, administrative, and managerial occupations ...
Executives, administrators, and managers ...............
Management related occupations ............................
Sales occupations ............................................................
Supervisors, sales occupations ............................
Cashiers ...............................................................
Administrative support occupations, including clerical .....
Supervisors, general office ...................................
Secretaries ...........................................................
Records clerks, N.E.C. .........................................
Bookkeepers, accounting and auditing clerks ......
General office clerks .............................................
Administrative support occupations, N.E.C. .........

3.0
3.4
–
–
–
4.8
1.6
–
3.6
–
–
–
–

3.1
3.9
–
–
–
2.0
2.0
–
–
–
–
–
–

4.7
4.9
–
–
–
–
–
–
–
–
–
–
–

–
4.7
1.7
3.3
3.0
5.5
4.9
10.6
9.8
3.4
5.4
5.2
2.7
2.4
4.1
5.9

–
3.9
1.7
4.0
4.7
5.6
4.9
10.6
9.8
2.5
–
–
5.5
4.7
3.6
–

–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–

Blue-collar occupations .....................................................
Precision production, craft, and repair occupations ..........
Machine operators, assemblers, and inspectors ..............
Transportation and material moving occupations .............
Truck drivers .........................................................
Handlers, equipment cleaners, helpers, and laborers ......
Freight, stock, and material handlers, N.E.C. .......

3.5
2.9
4.4
4.5
3.6
6.5
7.0

3.5
3.4
4.4
5.0
3.7
–
7.0

–
–
–
–
–
–
–

–
–
5.0
1.3
5.6
4.5
5.1
6.6
7.0

3.9
–
5.3
1.3
5.9
4.9
5.1
7.5
–

–
–
–
–
–
–
–
–
–

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

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."

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.

NATURAL SCIENTISTS

Major group A:

A069
A073
A074
A075
A076
A077
A078
A079
A083

PROFESSIONAL SPECIALTY AND TECHNICAL
OCCUPATIONS
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.

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.

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

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

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

D338
D339
D343
D344

SALES RELATED OCCUPATIONS
C283 Demonstrators, Promoters, and Models, Sales
C284 Auctioneers
C285 Sales Support Occupations, n.e.c.

Payroll and Timekeeping Clerks
Billing Clerks
Cost and Rate Clerks
Billing, Posting, and Calculating Machine
Operators

DUPLICATING, MAIL, AND OTHER OFFICE
MACHINE OPERATORS

Major group D:

D345 Duplicating Machine Operators
D346 Mail Preparing and Paper Handling Machine
Operators
D347 Office Machine Operators, n.e.c.

ADMINISTRATIVE SUPPORT OCCUPATIONS,
INCLUDING CLERICAL
SUPERVISORS, CLERICAL AND ADMINISTRATIVE
SUPPORT

COMMUNICATIONS EQUIPMENT OPERATORS
D303
D304
D305
D306
D307

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.

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
RECORDS PROCESSING CLERKS, EXCEPT
FINANCIAL

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
D386

FINANCIAL RECORDS PROCESSING CLERKS
D337 Bookkeepers, Accounting and Auditing Clerks
27

General Office Clerks
Bank Tellers
Proofreaders
Data Entry Keyers
Statistical Clerks

CONSTRUCTION TRADES OCCUPATIONS

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.

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

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
30

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

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 administrative knowl32

spot-check of finished work for accuracy; or review only
for adherence to policy.

edge 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 necessary; and interpreting policy on own initiative in terms of
established objectives. In some assignments, the employee
33

The employee works in strict adherence to the guidelines;
deviations must be authorized by the supervisor.

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.

1. Specific, detailed guidelines covering all important aspects of the assignment are provided to the employee.

2. The work consists of duties that involve related steps,
processes, or methods.
34

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.

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.
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.
The work requires continuing efforts to establish concepts, theories, or programs, or to resolve unyielding
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.
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.
35

their capacities as attorneys; contractors; or representatives of professional organizations, the news media, or
public action groups.

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
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

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 involv36

braries, 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.

ing 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. 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 aboveaverage agility and dexterity.

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.
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.

1. The work environment involves everyday risks or discomforts which require normal safety precautions typical
of such places as offices, meeting and training rooms, li

Appendix D. Evaluating
Your Firm’s Jobs

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.

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.)

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.

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
level within a factor, a sample worksheet was filled out for
the dental hygienist position.

Level 2.
38

Generic leveling worksheet

identified by a point range. The 1,020 total points for the
dental hygienist job puts it in level 5.

Company job title: Dental Hygienist

Point ranges by work level

Factor

Level

Points

Knowledge

550

Supervision
received

125

Guidelines

125

Complexity

Scope and effect

Personal contacts

Purpose of contacts

Physical demands

Work environment

Supervisory duties

Total

1020

Range of Generic Level Points
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
used to rank Federal civil service white-collar jobs, each

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.

Full text of National Compensation Survey (Wages and Salaries) : National Compensation Survey: Pilot Test, Sacramento-Yolo, CA, March 1997 : Bulletin of the United States Bureau of Labor Statistics, No. 3090-9

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