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" — * L l.l occupational Compensation Survey U.S. Department of Labor Bureau of Labor Statistics April 1994 Bulletin 2439-2 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Part II: Pay Comparisons, 1992 Part III: Locality Pay, 1992 S.M.S.U. LIBRARY m \ 9 m U.S. DEPOSITORY Preface This bulletin summarizes pay data from the 1992 Occupational Compensation Surveys of local labor markets conducted by the Bureau of Labor Statistics. In addition to this summary bulletin, the Bureau publishes a This publication consists of the final two parts of a three-part bulletin. Part II: Pay Comparisons, 1992 consists of relative pay levels which compare bulletin for most individual areas surveyed. The primary objective of these surveys, conducted as part of the Bureau's Occupational Compensation Survey Program (OCSP), is to describe the level in Part I: Pay in the United States and Regions, June 1992). Part III: Locality Pay, 1992 presents occupational pay averages for areas surveyed by and distribution of occupational pay in a variety of the Nation's labor markets, using a consistent survey approach. Another objective is to provide information on the incidence of employee benefits among and within Along with Part /, this report was developed in the Bureau's Office of Compensation and Working Conditions under the direction of George L. localities. Although this publication does not include benefits data, area bulletins (listed in appendix III-A, pages 122-124) present this information broad occupational groups in each area to 1992 national estimates (published the Bureau in 1992. Stelluto, Associate Commissioner. Bruce J. Bergman, Gayle C. Griffith, and Elsie M. Simpkins, of the Division of Occupational Pay Program prepared this bulletin. Carl B. Barsky, Richard W. Maylott, and J. Jon Virgin of the Directorate of Survey Processing produced the tabulations. when available. OCSP develops data that are used for a variety of purposes including wage and salary administration, collective bargaining, and plant site determination. In addition, the U.S. Department of Labor uses this program's data in administering the Service Contract Act of 1965. OCSP data also help determine local pay adjustments under the Federal Employees Pay Comparability Act of 1990. To meet the Act's requirements, the Bureau's White-Collar Pay and Area Wage Survey programs merged into been possible. The Bureau thanks all survey respondents for their cooperation. For further information on this program, please call (202) 606 6220. the OCSP. The merger resulted in: (1) the expansion of the survey's industrial coverage to include all private nonfarm establishments (except households) employing 50 workers or more and to include State and local credit, may be reproduced without permission. This information will be made available to sensory impaired individuals upon request. Voice phone: governments; and (2) the addition of more survey occupations. For sale by the Superintendent of Documents, U.S. Government Printing Offioe, Washington, DC 20402, GPO bookstores, and the Publication Sales Center, Bureau of Labor Statistics, P.O. Box 2145, Chicago, IL 60690-2145 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Field economists from the Bureau's eight regional offices, under the direction of the Assistant Regional Commissioners for Operations, collected the survey data. Without the cooperation of the many private firms and government jurisdictions that provided pay data, this report would not have Material in this bulletin is in the public domain and, with appropriate (202) 606-STAT; TDD phone: (202) 606-5897; TDD message referral phone: 1-800-326-2577. Occupational Compensation Survey U.S. Department of Labor Robert B. Reich, Secretary Part II: Pay Comparisons, 1992 Part III: Locality Pay, 1992 §rn3- Contents Page Bureau of Labor Statistics Katharine G. Abraham, Commissioner Part II: Pay Comparisons, 1992 Introduction............................................................................................................. Part III: Locality Pay, 1992 2 April 1994 Tables: https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Introduction............................................................................... 33 Tables: Bulletin 2439-2 Average pay In all Industries, selected areas: Pay relatives for occupational groups, selected areas: A-1. Page All Industries............................................................................................ 3 A-2. Private Industry....................................................................................... A-3. State and local government.................................................................. 11 6 Pay relatives for occupational groups, selected metropolitan areas: B-1. Professional and administrative occupations...................................... B-2. Technical and protective service occupations.................................... 46 34 B-3. Clerical occupations............................................................................. 50 B-4. Maintenance and toolroom occupations............................................ 54 B-5. Material movement and custodial occupations................................... 58 A-4. All industries..............................................................................................14 A-5. Private industry......................... 17 B-6. Professional and administrative occupations....................................... 62 A-6. State and local government................................................................... 21 B-7. Technical occupations............................................................................ 77 B-8. Clerical occupations................................................................................ 82 B-9. Maintenance and toolroom occupations.............................................. 88 B-10 Material movement and custodial occupations.................................. 93 Appendixes: ll-A. Method of pay relative computation...................................................... 24 ll-B. OCSP area definitions........................................................................... 27 Average pay In private Industry, selected areas: Average pay In State and local governments, selected areas: B-11. Professional and administrative occupations..................................... 98 B-12. Technical and protective service occupations..................................... 104 B-13. Clerical occupations.............................................................................. 108 B-14. Maintenance and toolroom occupations........................................... B-15. Material movement and custodial occupations.................................. 116 112 Appendixes: lll-A. Scope and method of survey.............................................................. 120 lll-B. Occupational descriptions.................................................................. 125 Part II: Pay Comparisons, 1992 Introduction June 1992). areas in the United States. Bulletins which summarize survey results for each area In contrast, tables A-4 through A-6 compare area data to corresponding national estimates for metropolitan areas, only (based on the C- may differ in occupational content and reference month. Comparisons among areas may be difficult to make because of the large volume of data published. series tables of Part 1: Pay in the United States and Regions, June 1992). Tables present all OCSP areas which published estimates by broad industry Individual survey reports may contain wage and salary data for several dozen levels for broad occupational groups. These measures, or pay relatives, express pay division. Because industrial coverage varied among survey areas, some areas may not appear on each table. In addition, among areas publishing estimates at the same industry level, there may be some with much more extensive industrial coverage. See appendix III-A, table 1 (pages 122-124), for details about industrial levels from individual 1992 Occupational Compensation Survey areas as a percent of the national pay level. In other words, pay relatives are the result of dividing pay for an occupational group in a particular area by the corresponding national coverage. All tables show relative pay levels for the following broad occupational groups: Professional, Administrative, Technical, Clerical, Maintenance, and Material Each year, the Bureau of Labor Statistics surveys occupational pay in over 150 occupations. To facilitate pay comparisons, the Bureau developed measures of relative pay pay level, and multiplying by 100. Movement. In addition, the all industries and State and local government tables display pay relatives for the Protective Service occupational group. Pay relatives This publication presents separate pay relatives for all industries, private industry, and State and local government for all areas in the Occupational Compensation Survey Program (OCSP), where available. The pay relatives in Appendixes tables A-l to A-3 represent how area pay compares to the national estimates (as occupational groups used in pay relative calculations. Appendix II-B lists the geographical definitions of the 1992 OCSP areas. summarized in the A-series tables of Part 1: Pay in the United States and Regions, https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Appendix II-A describes the method of pay relative computation used in the OCSP. It also lists the specific occupational levels which comprise each of the Table A-1. Pay relatives for occupational groups, all industries, selected areas, 1992 (For each occupational group, average pay level for all industries in the United States = 100) Occupational group Professional State and area Overall Accountants Administrative Engineers Overall Programmers Clerical Systems analysts Technical Protective service Overall Secretaries Maintenance Material movement Alabama 94 87 — 91 90 93 - 100 95 ~ 88 86 95 - — 90 - 87 87 — —— 111 114 116 105 107 103 117 117 98 112 114 113 106 103 105 114 118 100 109 116 124 103 105 106 130 116 93 102 114 128 Arizona Arkansas 91 California Los Angeles-Long Beach .................................... Riverside-San Bernardino ...................................... Sacramento..................................................... 103 105 99 102 97 105 107 102 95 105 109 Visalia-Tulare-Porterville ........................................ 107 108 115 103 107 108 111 102 110 105 100 112 108 101 105 ~ 111 98 106 ~ — - 101 “ 98 99 103 100 103 104 —— 105 109 107 109 108 115 113 — 102 106 105 121 100 100 108 108 101 110 102 ~ — - 92 98 91 95 97 92 90 97 82 93 103 78 — ~ 102 92 99 100 99 97 100 Colorado 104 - 124 100 — Connecticut New Britain ............................................... 102 97 Delaware Wilmington............................................ District of Columbia Washington........................................................... 100 101 100 Florida Miami-Hialeah................................... 97 Georgia Atlanta ................................................................. 97 97 97 100 Illinois 103 104 103 105 104 113 104 107 112 118 92 96 98 95 94 98 96 96 ~ ~ 86 94 90 102 95 93 99 97 104 93 93 91 98 110 104 96 84 94 123 106 — Indiana Elkhart-Goshen........................................................ 97 South Bend-Mishawaka.......................................... 96 93 _____ :______l See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 Table A-1. Pay relatives for occupational groups, all industries, selected areas, 1992 — Continued (For each occupational group, average pay level for all industries in the United States = 100) Occupational group Overall Accountants Cler cal Administrative Professional Engineers Overall Programmers Systems analysts Technical service Iowa 95 Louisiana _ 101 89 91 87 85 99 93 98 90 96 104 — — - ' 108 106 102 106 103 98 103 103 97 102 104 106 109 109 113 124 99 96 95 94 106 95 116 - 84 81 87 83 96 101 96 100 105 103 110 83 83 98 105 97 101 99 100 99 96 99 _ _ - - - - - 102 100 100 97 102 100 101 102 101 101 _ _ — 100 104 96 103 - 104 102 103 104 99 105 97 99 98 _ _ - - - - Michigan 102 Minnesota _ Mississippi 83 Missouri 97 98 _ 97 99 _ - 100 98 99 98 98 101 88 - Montana New Jersey _ 109 _ — - 109 103 110 108 106 112 106 100 111 122 102 118 108 108 93 102 105 107 144 121 107 113 107 106 114 108 108 122 101 103 99 94 100 103 94 95 97 98 100 95 96 98 98 101 101 110 100 _ _ _ _ — 102 101 110 106 105 100 111 _ 104 106 - 97 95 94 102 95 - - - Ohio 94 — 101 100 105 _ _ New York 114 101 _ — - 103 96 100 Massachusetts movement 92 _ 98 Maryland See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Secretaries 100 Kentucky Columbus ............................................................... Maintenance Overall 4 - - 93 95 90 94 _ Table A-1. Pay relatives for occupational groups, all industries, selected areas, 1992 — Continued (For each occupational group, average pay level for all industries in the United States = 100) Occupational group Professional State and area Oregon Portland .................................................................. Salem ..................................................................... Pennsylvania Philadelphia............................................................ Pittsburgh ............................................................... Reading .................................................................. Scranton-Wilkes-Barre ........................................... Tennessee Chattanooga........................................................... Memphis................................................................. Nashville................................................................. Administrative Clerical Overall Accountants Engineers Overall Programmers Systems analysts - - - - _ - 98 91 101 99 101 102 - 95 101 - - 103 101 97 91 - Technical 96 Protective service Overall Secretaries Maintenance Material movement _ - 96 96 95 96 100 - 103 93 102 102 104 100 98 - 88 100 97 92 91 118 114 - 100 95 91 83 99 100 87 _ _ - 67 82 88 93 90 89 93 90 83 97 94 91 100 100 86 96 91 - - _ 98 109 97 - 95 97 98 - - - _ 98 86 99 104 103 107 98 103 99 111 99 112 99 114 _ 110 _ 101 103 102 107 - - _ 99 96 - 100 96 94 _ 97 _ - - 89 89 95 99 82 79 Utah Salt Lake City-Ogden ............................................. 98 98 98 100 104 101 96 - 90 92 93 Vermont Burlington ............................................................... - 98 - - - - - 79 91 89 87 - Virginia Norfolk-Virginia Beach-Newport News ................... Richmond-Petersburg............................................. 98 96 - 99 - 93 - 90 93 92 98 94 - - 91 97 92 97 90 107 84 101 Washington Seattle .................................................................... 101 99 101 - - 98 - - 102 102 113 - - - 94 98 _ 96 95 99 _ - 90 100 91 100 96 106 99 116 Texas Dallas...................................................................... Houston .................................................................. Longview-Marshall.................................................. San Antonio............................................................ Wisconsin Appleton-Oshkosh-Neenah .................................... Milwaukee............................................................... - - " NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis publishable data for these occupational groups or for this level of industry detail. 5 Table A-2. Pay relatives for occupational groups, private industry, selected areas, 1992 (For each occupational group, average pay level for private industry in the United States = 100) Occupational group Overall Accountants Clerical Administrative Professional Engineers Programmers Overall Systems analysts Maintenance Technical Overall Alaska Secretaries 126 Alabama _ _ _ _ _ _ _ 88 94 _ - - 93 84 92 89 89 97 86 91 92 91 82 80 95 83 84 _ __ _ _ 95 86 _ 92 - - _ _ - - - 102 91 - 94 88 90 91 95 88 _ 68 92 - _ 96 _ 99 78 88 _ 89 110 92 112 112 112 103 99 101 101 114 115 110 107 88 111 121 101 102 100 97 106 102 95 114 127 _ _ _ _ - _ _ _ _ _ _ 101 _ 104 97 _ _ 100 96 Arkansas California _ 95 107 . _ 99 105 _ __ 101 97 _ 94 107 105 108 107 _ _ _ - 106 107 - 107 118 103 105 _ _ - __ _ _ 101 _ _ 109 _ _ _ _ _ _ _ 93 101 100 105 100 100 102 _ - _ 95 - _ _ - _ 106 112 103 111 105 108 _ _ _ - - 102 104 101 _ _ 99 - Connecticut _ 110 109 110 - 97 99 103 109 115 96 100 100 See footnotes at end of table. 6 100 - - 98 - - 113 106 - - 90 98 87 98 - - 104 104 108 103 109 107 114 112 104 126 103 111 District of Columbia 100 - 111 102 103 100 - 91 Delaware 100 - - 99 _ - - - 99 Colorado 99 104 84 - _ Arizona https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Material movement 98 108 105 85 I____— Table A-2. Pay relatives for occupational groups, private industry, selected areas, 1992 — Continued (For each occupational group, average pay level for private industry in the United States = 100) Occupational group Professional State and area Administrative Clerical Maintenance Material movement 94 92 95 92 90 92 _ 95 82 101 97 80 _ 101 _ 97 93 104 _ 85 99 93 101 106 85 101 90 100 98 _ 104 _ 96 88 - 103 104 - - 105 103 107 121 114 115 _ 95 99 96 85 107 95 98 90 99 96 110 106 95 81 92 91 - 95 91 90 106 97 95 - - 100 - 103 114 94 - _ - 100 93 99 89 _ 102 _ 93 - 95 - 94 94 104 102 98 97 89 105 89 _ 89 Overall Accountants Engineers Overall Programmers Systems analysts Florida Bradenton ................................................................ Jacksonville............................................................. Miami-Hialeah.......................................................... Northwestern Florida .............................................. Orlando.................................................................... Tampa-St. Petersburg-Clearwater......................... - - _ - _ - _ 94 _ 97 105 96 89 Georgia Atlanta ..................................................................... Augusta ................................................................... Columbus ................................................................ Macon-Warner Robins............................................ Savannah ................................................................ 98 97 97 98 - — _ - _ _ - _ - Illinois Chicago ................................................................... Joliet ........................................................................ 103 103 103 - - - Indiana Elkhart-Goshen....................................................... Evansville ................................................................ Fort Wayne ............................................................. Gary-Hammond...................................................... Indianapolis ............................................................ South Bend-Mishawaka.......................................... 95 95 98 91 96 96 95 97 - - - - 95 - Iowa Davenport-Rock Island-Moline............................... - - - - - Kansas Topeka ..................................................................... Wichita..................................................................... - - - - Kentucky Louisviile.................................................................. - - ~ - Louisiana Baton Rouge........................................................... New Orleans............................................................ Shreveport............................................................... - - Maine Statewide Maine..................................................... 100 Maryland Baltimore ................................................................. Lower Eastern Shore.............................................. ~ . Overall Secretaries _ 99 _ _ _ _ _ 98 _ 93 99 96 92 92 94 _ _ - 101 104 _ _ _ - _ _ _ - 104 - 102 105 “ 96 95 98 98 93 98 96 96 - _ _ 97 _ 106 - - _ - - 101 100 _ - - - - - - 98 97 87 - " - - 100 91 91 89 87 94 98 101 99 99 100 96 102 101 - - - - 97 74 105 71 “ . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Technical 7 _ - - Table A-2. Pay relatives for occupational groups, private industry, selected areas, 1992 — Continued (For each occupational group, average pay level for private industry in the United States = 100) Occupational group Overall Accountants Clerical Administrative Professional Engineers Overall Programmers Systems analysts 101 101 100 104 96 102 - 100 - 113 97 125 106 108 97 98 98 - ~ - 102 104 102 103 104 - - - “ - Minnesota Duluth ..................................................................... Minneapolis-St. Paul............................................... St. Cloud................................................................. - ” - - - Mississippi Biloxi-Gulfport and Pascagoula ............................. Jackson .................................................................. - - — - — - — 89 — Missouri Kansas City ............................................................ St. Louis.................................................................. Southern Missouri................................................... 97 99 97 99 - _ - “ - 100 98 82 Montana Billings .................................................................... - - - Nebraska Omaha.................................................................... - - Nevada Las Vegas-Tonopah ............................................... - - — — 92 87 96 104 93 116 — 97 90 — ~ 93 88 90 — 93 — 88 100 98 93 99 101 82 98 102 85 96 98 84 107 104 83 111 93 - “ “ 85 83 105 104 - 92 - - 90 87 87 85 - - - 88 — 93 89 106 115 - - “ 96 104 102 103 101 100 109 94 109 106 110 85 106 105 110 104 99 109 105 121 100 118 99 110 103 104 99 111 — 102 106 93 100 105 106 91 - - — 103 86 104 101 ~ 103 112 107 89 89 ~ 98 106 113 107 92 94 109 _ - 106 108 91 89 - - - 97 98 100 ~ - 96 - - 94 92 - 95 108 — — ' See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 107 100 “ - North Carolina Greensboro-Winston-Salem-High-Point................ Goldsboro............................................................... 102 105 108 106 103 102 100 - New York Binghamton ............................................................ Nassau-Suffolk....................................................... New York................................................................ Rochester............................................................... Syracuse and Utica-Rome...................................... Utica-Rome............................................................. 104 103 98 - 98 96 New Jersey Atlantic City............................................................. Bergen-Passaic ...................................................... Monmouth-Ocean................................................... Newark ................................................................... 104 102 95 Secretaries 101 99 Michigan Detroit..................................................................... Upper Peninsula..................................................... Material movement Overall Massachusetts Lawrence-Haverhill................................................. Worcester............................................................... Maintenance Technical 8 98 80 - 102 Table A-2. Pay relatives for occupational groups, private industry, selected areas, 1992 — Continued (For each occupational group, average pay level for private industry in the United States = 100) Occupational group Professional State and area Administrative Overall Accountants Engineers Overall Programmers 94 96 95 94 102 95 - - - - 99 93 101 - - - 101 99 101 - 94 “ - Rhode Island Providence............................................................... - - South Carolina Charleston ............................................................... Columbia-Sumter.................................................... Florence................................................................... Greenville-Spartanburg .......................................... - Ohio Cincinnati................................................................. Cleveland................................................................. Columbus ................................................................ Lorain-Elyria ............................................................ Toledo...................................................................... Oregon Portland ................................................................... Pennsylvania Philadelphia............................................................. Pittsburgh ................................................................ Reading ................................................................... Scranton-Wilkes-Barre ........................................... Tennessee Chattanooga............................................................ Clarksville-Hopkinsville........................................... Memphis.................................................................. Nashville.................................................................. Texas Abilene.................................................................... Corpus Christi.......................................................... Dallas....................................................................... Houston ................................................................... Longview-Marshall.................................................. Northwest Texas..................................................... Rio Grande Valley .................................................. San Antonio............................................................. Wichita Falls-Lawton-Altus ..................................... Clerical Systems analysts Technical Maintenance Overall Secretaries 93 93 98 92 103 94 96 94 94 93 94 87 94 94 97 100 90 97 - - 98 “ 102 101 103 94 102 102 103 - 102 100 96 90 - - - 90 - _ - _ - 97 - 96 97 98 - - - 99 104 91 103 107 98 103 102 97 103 - Material movement _ 110 100 96 98 101 103 100 106 97 93 94 101 - 100 97 93 85 99 93 88 81 101 95 91 90 119 114 100 109 95 - 95 88 95 105 97 _ 91 _ 94 96 _ _ 96 93 91 _ 92 93 93 _ 91 88 89 80 83 83 79 74 93 100 90 - 90 88 - - 95 92 95 90 83 79 97 97 _ 100 103 99 112 100 112 _ 104 100 114 _ 111 _ 92 103 105 _ 95 102 106 96 98 97 89 92 _ 94 _ 91 _ 90 - - - 124 92 87 75 97 - _ 99 96 101 82 92 73 78 94 _ _ 89 64 _ - - - - _ - 96 - Utah Salt Lake City-Ogden ............................................. 99 99 99 101 104 101 95 93 90 93 - Vermont Burlington ................................................................ Statewide Vermont................................................. ~ 97 - - - 97 ~ 91 92 87 86 _ - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 9 - Table A-2. Pay relatives for occupational groups, private industry, selected areas, 1992 — Continued (For each occupational group, average pay level for private industry in the United States = 100) Occupational group Professional State and area Clerical Administrative Overall Accountants Engineers Overall Programmers Systems analysts Technical Overall Maintenance Material movement Secretaries _ _ _ _ _ _ _ - 97 - - Virginia Norfolk-Virginia Beach-Newport News .................. Richmond-Petersburg............................................. 98 - 95 99 ~ 94 ~ - - 92 98 - - - 89 98 90 97 90 111 85 101 Washington Seattle .................................................................... 101 98 103 96 - 97 - 101 100 113 - West Virginia Statewide West Virginia.......................................... - - - - - - 103 109 93 102 - - - - - - - - 94 93 94 97 95 86 96 99 89 94 95 98 87 94 91 97 95 94 104 117 Virgin Islands of the U.S............................................ Wisconsin Appleton-Oshkosh-Neenah .................................... Green Bay .............................................................. Madison.................................................................. Milwaukee............................................................... - _ - had no publishable data for these occupational groups or for this level of industry detail. NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 10 99 Table A-3. Pay relatives for occupational groups, State and local government, selected areas, 1992 (For each occupational group, average pay level for State and local government in United States = 100) Occupational group State and area Clerical Administrative Professional Technical Overall Accountants Engineers Overall Programmers Systems analysts - - - ~ “ — 94 96 93 94 93 94 - - - - - 87 - 119 119 117 109 101 106 113 123 117 115 110 107 105 124 116 129 106 - 100 110 107 107 104 105 105 105 127 _ - 116 117 116 108 100 107 106 132 107 Protective service Overall Alabama Huntsville................................................................. Maintenance Material movement 83 - Secretaries 76 — 98 80 80 98 97 74 ~ — 78 - 118 127 122 108 112 108 128 124 99 122 142 125 113 111 114 137 128 104 120 133 136 112 118 117 141 139 104 121 139 - 117 - 127 134 130 131 128 123 137 143 95 “ 108 97 107 108 — Arizona Phoenix.................................................................... Arkansas Little Rock-North Little Rock................................... California Anaheim-Santa Ana ............................................... Los Angeles-Long Beach ....................................... Oakland ................................................................... Riverside-San Bernardino ...................................... Sacramento ............................................................ San Diego................................................................ San Francisco......................................................... San Jose.................................................................. Visalia-Tulare-Porterville ........................................ - - 131 - 103 109 - 106 - “ - - - _ ” - - - - - 105 111 104 109 112 110 102 95 107 94 97 96 96 105 99 104 96 94 - 99 93 - 93 97 90 - - - 103 106 102 - - - - - 84 ~ 119 - Colorado Denver..................................................................... Connecticut Danbury................................................................... ~ “ ■ 119 97 96 97 101 “ ~ 100 106 117 106 — - - 70 112 88 89 104 95 “ 102 88 - 99 - 78 62 90 86 97 94 91 83 — 105 - 115 106 115 130 — 91 " 76 - “ 98 83 86 ~ 76 86 72 ~ 85 92 ~ Delaware Wilmington.............................................................. District of Columbia Washington............................................................. Florida Bradenton ................................................................ Miami-Hialeah......................................................... Tampa-St. Petersburg-Clearwater.......................... - 82 Georgia Atlanta ..................................................................... Augusta ................................................................... Illinois Chicago ................................................................... Indiana Elkhart-Goshen....................................................... Evansville ................................................................ Gary-Hammond...................................................... Indianapolis ............................................................. South Bend-Mishawaka.......................................... ~ - 85 " See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 11 - 83 ~ - Table A-3. Pay relatives for occupational groups, State and local government, selected areas, 1992 — Continued (For each occupational group, average pay level for State and local government in United States = 100) Occupational group Professional State and area Administrative Clerical Protective service Maintenance Material movement 100 85 - 81 86 74 - 99 80 96 89 101 97 96 85 96 - - 101 97 107 113 - - _ 96 - 95 101 106 113 117 115 - 105 - - 112 113 - 106 - - 117 112 — - - - 65 “ - - - 96 102 90 92 88 94 87 96 94 106 87 98 79 92 - - - - 77 - - - - 108 - - - - 135 122 120 108 100 113 114 109 115 117 103 121 - 113 - - 115 - - 139 121 115 108 115 111 107 _ 116 98 113 115 129 101 103 _ - 102 92 99 102 104 106 103 _ - - 92 94 97 101 104 100 102 109 103 97 105 92 _ 99 100 “ — 94 92 - 116 106 98 98 - - 107 96 Technical Overall Accountants Engineers Overall Programmers Systems analysts Kentucky Louisville................................................................. - - - - 84 - - 70 88 Louisiana New Orleans........................................................... - 80 - - 88 - - - 101 95 105 - 103 - 99 - - - 98 - 99 - Massachusetts Boston .................................................................... Worcester ............................................................... - — 98 - - - - Michigan Detroit..................................................................... 93 98 89 98 106 Minnesota Minneapolis-St. Paul............................................... St. Cloud................................................................. 115 - 118 - 112 107 - - 104 - Mississippi Jackson .................................................................. - - - - 95 98 103 95 96 _ Montana Billings .................................................................... - - - New Jersey Bergen-Passaic...................................................... Monmouth-Ocean................................................... Newark ................................................................... — - 105 116 129 109 Maryland Baltimore ................................................................ Cumberland............................................................ Missouri Kansas City ............................................................ New York Nassau-Suffolk....................................................... New York................................................................ Poughkeepsie......................................................... Rochester............................................................... - - Ohio Cincinnati................................................................ Cleveland................................................................ Columbus ............................................................... - 107 89 Oregon Portland .................................................................. Salem ..................................................................... 99 “ 91 - ” - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 12 - - Overall Secretaries - - Table A-3. Pay relatives for occupational groups, State and local government, selected areas, 1992 — Continued (For each occupational group, average pay level for State and local government in United States = 100) Occupational group State and area Clerical Administrative Professional Systems analysts Overall Accountants Engineers Overall Programmers 97 97 91 102 - - 100 Technical Secretaries 104 101 98 96 103 — 101 102 ” 66 82 72 93 ~ 86 91 76 86 - 101 - - Tennessee Chattanooga........................................................... Memphis .................................................................. Nashville.................................. ............................... — 81 81 98 81 - 108 84 - 91 91 94 97 89 89 96 106 98 101 - - - 97 100 - 96 - 96 - 107 - - — _ ~ — 96 Texas Dallas....................................................................... Houston ................................................................... Longview-Marshall.................................................. San Antonio............................................................ - 90 - - Maintenance Overall Pennsylvania Philadelphia ............................................................ Pittsburgh ................................................................ Reading ................................................................... Scranton-Wilkes-Barre ........................................... — - Protective service Material movement - 92 104 107 98 88 85 86 89 94 90 97 83 101 82 — 90 91 95 99 85 90 86 93 76 80 75 - 83 84 95 — — ~ 79 — ~ ~ ■ - - - Utah Salt Lake City-Ogden ............................................. Vermont Burlington ................................................................ - Virginia Norfolk-Virginia Beach-Newport News .................. Richmond-Petersburg............................................. 101 97 91 - ~ - — 85 82 94 95 98 98 91 84 “ ~ - 93 102 107 100 106 111 101 - 121 107 107 122 117 - — - - — 105 — 90 100 111 114 103 114 - - - — Washington Seattle ..................................................................... Wisconsin Appleton-Oshkosh-Neenah .................................... Milwaukee................................................................ - - - 105 110 101 publishable data for these occupational groups or for this level of industry detail. NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 13 Table A-4. Pay relatives for occupational groups, all industries, selected metropolitan areas, 1992 (For each occupational group, average pay level for all industries in the United States, metropolitan areas1 = 100) Occupational group Professional State and area Administrative Clerical Technical Protective service Maintenance Material movement 89 91 - 87 85 93 - - 89 - 86 84 _ 132 112 113 112 105 102 105 113 117 99 107 114 122 102 103 104 127 113 92 99 108 122 — 106 94 - - 110 113 115 104 106 102 116 116 97 Overall Accountants Engineers Overall Programmers Systems analysts Alabama Huntsville................................................................ - - - - 100 94 86 - 90 Arizona Phoenix................................................................... - - - - - 100 94 - Arkansas Little Rock-North Little Rock................................... - - - - 92 91 - 103 105 102 107 102 101 109 106 109 110 - 107 108 115 103 99 102 110 105 - 106 107 110 100 110 107 - California Anaheim-Santa Ana ............................................... Los Angeles-Long Beach ....................................... Oakland .................................................................. Riverside-San Bernardino ...................................... Sacramento............................................................ San Diego............................................................... San Francisco......................................................... San Jose................................................................. Visalia-Tulare-Porterville ........................................ Overall Secretaries 99 102 98 96 105 99 107 95 105 - - - - - 104 101 105 100 102 100 101 - 97 98 101 97 - 102 - - 96 99 103 - 104 108 106 109 106 112 _ 108 Delaware Wilmington.............................................................. - - - - - - - - 101 105 103 114 District of Columbia Washington............................................................. 100 100 100 100 100 100 98 97 107 107 100 107 Florida Bradenton ............................................................... Miami-Hialeah......................................................... Tampa-St. Petersburg-Clearwater......................... - “ - - _ 96 _ 102 98 _ _ 96 _ _ - 92 97 90 94 97 91 _ 89 95 _ 79 87 98 Colorado Denver .................................................................... Connecticut Danbury.................................................................. New Britain ............................................................. . 109 112 125 119 127 - Georgia Atlanta .................................................................... Augusta .................................................................. 97 97 75 - 93 - 103 - 97 - 100 - - - - 101 91 98 100 98 95 97 Illinois Chicago .................................................................. 103 103 103 104 103 105 103 110 103 107 110 114 - - - - - - - - 95 91 96 96 98 98 94 78 - - - - - - - 97 94 - 96 93 96 95 85 “ - “ - - - - 99 97 104 93 93 89 97 107 102 94 81 91 - 93 89 101 94 92 Indiana Elkhart-Goshen....................................................... Evansville ............................................................... Gary-Hammond ...................................................... Indianapolis ............................................................ South Bend-Mishawaka.......................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 14 - 101 - ' Table A-4. Pay relatives for occupational groups, all industries, selected metropolitan areas, 1992 — Continued (For each occupational group, average pay level for all industries in the United States, metropolitan areas1 = 100) Occupational group State and area Clerical Administrative Professional Technical Overall Accountants Engineers Overall Programmers Systems analysts Iowa Davenport-Rock Island-Moline ............................ - - - - - ~ — Kentucky Louisville.................................................................. - - r — 95 Louisiana New Orleans............................................................ - - - - - 98 Maryland Baltimore ................................................................. Cumberland............................................................. 100 97 101 - - 99 - 99 - Massachusetts Boston ..................................................................... Lawrence-Haverhill................................................. Worcester................................................................ 102 99 99 96 102 100 101 102 100 - - - Michigan Detroit...................................................................... 102 103 - - Mississippi Jackson ................................................................... Missouri Kansas City ............................................................. St. Louis................................................................... Montana Billings ..................................................................... Minnesota Minneapolis-St. Paul................................................ St. Cloud.................................................................. New Jersey Bergen-Passaic....................................................... Monmouth-Ocean.................................................... Newark .................................................................... New York Nassau-Suffolk ........................................................ New York................................................................. Rochester................................................................ Ohio Cincinnati................................................................. Cleveland................................................................. Columbus ................................................................ Maintenance Material movement 101 109 95 99 97 88 90 85 82 98 92 97 90 94 98 — — 106 102 97 101 101 95 98 100 Overall Secretaries — 99 ■ - — 91 - - 99 95 95 - - - 100 104 96 102 - 97 96 - - - 107 105 101 102 103 103 99 105 103 108 108 111 117 - - - 97 - 99 97 ~ - 98 95 95 93 104 92 111 - - - - 82 - - “ 83 81 85 79 97 - 98 - 97 - 99 99 98 99 98 98 100 86 - - 95 100 96 99 103 101 105 - - - - - - - 82 82 97 101 - - - - - 105 102 101 - 108 - 108 102 109 108 106 111 104 98 109 118 99 113 101 110 106 104 107 108 93 102 105 - 138 116 - 103 106 - 106 - 100 111 - 106 112 106 105 114 108 106 120 99 100 94 - 97 95 94 102 95 “ - - 99 94 100 103 94 95 92 94 96 97 99 95 95 97 96 99 100 105 96 ~ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Protective service 15 - 100 - - 88 92 _ Table A-4. Pay relatives for occupational groups, all industries, selected metropolitan areas, 1992 — Continued (For each occupational group, average pay level for all industries in the United States, metropolitan areas1 = 100) Occupational group Professional State and area Administrative Clerical Technical Overall Accountants Engineers Overall Programmers Systems analysts Oregon Portland .................................................................. Salem ..................................................................... — - - — - — - - 98 91 — - Pennsylvania Philadelphia............................................................ Pittsburgh ............................................................... Reading .................................................................. Scranton-Wilkes-Barre ........................................... 100 - 99 94 - 101 102 - 100 103 93 102 - 103 100 97 91 96 95 98 99 111 Tennessee Chattanooga ........................................................... Memphis................................................................. Nashville................................................................. Protective service Maintenance Overall Secretaries 94 Material movement _ - 95 96 95 - - 96 - 101 99 94 - 99 97 - — - 87 99 95 90 83 98 95 90 89 113 110 96 104 97 86 99 100 87 - 65 80 - 87 92 89 88 93 90 82 96 92 87 97 97 99 112 99 114 109 83 100 102 102 106 89 89 93 97 80 78 92 88 - - - - 97 - Texas Dallas...................................................................... Houston .................................................................. Longview-Marshall.................................................. San Antonio............................................................ 99 104 99 103 107 98 103 96 100 96 94 97 “ - Utah Salt Lake City-Ogden ............................................. 98 97 98 100 103 101 95 83 90 91 91 - Vermont Burlington ............................................................... - 97 - - - - - 77 - 88 85 - Virginia Norfoik-Virginia Beach-Newport News .................. Richmond-Petersburg............................................. 98 - 96 - 99 - 93 90 93 92 98 - 84 “ - - 91 96 91 97 88 105 81 96 100 99 101 - - 98 - 122 101 101 110 - - - - — 94 97 96 98 - 90 99 90 100 94 104 94 111 Washington Seattle .................................................................... Wisconsin Appleton-Oshkosh-Neenah .................................... Milwaukee............................................................... 1 The 326 metropolitan areas in the United States (excluding Alaska and Hawaii) as established by the U.S. Office of Management and Budget through October 1984. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupational groups or for this level of industry detail. 16 Table A-5. Pay relatives for occupational groups, private industry, selected metropolitan areas, 1992 (For each occupational group, average pay level for private industry in the United States, metropolitan areas1 = 100) Occupational group State and area Overall Accountants Engineers Overall Programmers Alabama Birmingham ............................................................. Gadsden and Anniston ........................................... Huntsville................................................................. Mobile...................................................................... Montgomery............................................................. — - — - — - — _ 88 — 92 “ Arizona Phoenix.................................................................... - - - - Arkansas Fort Smith ................................................................ Little Rock-North Little Rock................................... - - - - 101 103 101 97 99 97 95 107 98 104 94 107 - - - California Anaheim-Santa Ana ............................................... Fresno ..................................................................... Los Angeles-Long Beach ....................................... Oakland................................................................... Oxnard-Ventura...................................................... Riverside-San Bernardino ...................................... Sacramento ............................................................. Salinas-Seaside-Monterey ..................................... San Diego................................................................ San Francisco......................................................... San Jose.................................................................. Vallejo-Fairfield-Napa............................................. Visalia-Tulare-Porterville ........................................ Material movement Secretaries 96 86 90 92 90 81 80 93 81 84 — ■ 80 - “ 93 83 91 89 89 102 96 93 90 94 — - 92 - 95 99 76 87 86 106 105 106 109 100 109 106 111 108 107 118 103 95 105 87 109 119 99 101 98 96 104 111 98 91 108 121 90 — - - - “ 109 91 111 111 111 102 98 100 100 113 114 102 98 100 100 101 104 101 101 90 97 87 97 - 97 - - - 99 - 103 103 107 102 109 105 112 108 - - - - - “ 102 103 119 99 100 100 100 100 98 107 104 102 107 94 97 104 96 99 97 92 98 91 91 94 91 95 90 92 94 81 93 78 93 87 - - Colorado Colorado Springs.................................................... Denver..................................................................... 99 104 93 100 100 105 Connecticut Danbury................................................................... New Britain ............................................................. - 101 Delaware Wilmington.............................................................. - District of Columbia Washington.............................................................. 100 - - - - - - — - - - - - - - - - - - - - 107 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Maintenance Overall — 86 - Florida Bradenton ................................................................ Jacksonville............................................................. Miami-Hialeah......................................................... Orlando.................................................................... Tampa-St. Petersburg-Clearwater.......................... Systems analysts Technical 94 — 95 - - Clerical Administrative Professional 17 103 111 105 105 98 107 109 109 109 97 99 102 109 114 96 — 99 106 93 102 Table A-5. Pay relatives for occupational groups, private industry, selected metropolitan areas, 1992 — Continued (For each occupational group, average pay level for private industry in the United States, metropolitan areas1 = 100) Occupational group Professional State and area Administrative Overall Accountants Engineers 98 - 96 - 103 103 - - Indiana Elkhart-Goshen....................................................... Evansville ............................................................... Fort Wayne ............................................................. Gary-Hammond...................................................... Indianapolis ............................................................ South Bend-Mishawaka.......................................... 95 95 - Iowa Davenport-Rock Island-Moline ............................... - Georgia Atlanta ..................................................................... Augusta ................................................................... Columbus ................................................................ Macon-Warner Robins............................................ Savannah ............................................................... Illinois Chicago ................................................................... Joliet........................................................................ Kansas Topeka .................................................................... Wichita.................................................................... Kentucky Louisville................................................................. Louisiana Baton Rouge........................................................... New Orleans........................................................... Shreveport.............................................................. Maryland Baltimore ................................................................ Massachusetts Boston .................................................................... Lawrence-Haverhill................................................. Worcester............................................................... Michigan Detroit..................................................................... Minnesota Duluth ...................................................................... Minneapolis-St. Paul............................................... SI. Cloud.................................................................. Overall Programmers 97 98 _ _ - 93 _ _ - 101 _ - _ _ _ - 103 104 102 - - - 91 95 96 95 96 95 96 - - - - - - - - - - Technical Maintenance Material movement Overall Secretaries 104 104 _ _ _ - _ 85 98 93 100 106 85 100 89 99 _ _ _ 102 87 - 105 103 103 110 - - 104 103 106 - 98 93 _ 98 96 _ _ 97 - - - - 94 96 - 96 - 94 90 89 105 96 95 98 96 85 107 95 98 89 98 94 108 104 94 - - - - - 99 - 101 109 - - _ - 94 _ - _ - 99 93 99 88 _ 100 _ 87 - - - 95 - 93 94 102 97 - - - _ - - _ - - - 98 97 88 _ 85 - 98 96 86 103 88 - 101 100 - _ - 100 98 101 99 99 100 96 101 100 95 99 101 99 98 96 102 100 101 101 100 102 “ - - - - 100 104 96 - 107 105 102 104 102 95 102 101 97 _ 99 101 102 104 102 103 103 100 106 107 106 111 118 - _ _ _ _ - - _ _ 96 - - - - _ 97 - _ 96 89 _ 92 87 95 102 91 _ 111 - 97 98 - _ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Clerical Systems analysts 18 _ - _ 78 88 87 101 Table A-5. Pay relatives for occupational groups, private industry, selected metropolitan areas, 1992 — Continued (For each occupational group, average pay level for private industry in the United States, metropolitan areas1 = 100) Occupational group Professional State and area Clerical Administrative Maintenance Material movement 88 90 91 85 97 101 96 98 105 102 100 106 - 84 83 103 - - - 89 86 86 82 96 104 103 101 102 100 108 93 . 108 105 109 84 106 104 109 103 98 107 101 117 96 114 106 107 90 89 - 105 112 106 92 - 102 112 106 89 88 93 107 - 93 100 105 94 92 105 - 102 106 - 101 85 — 100 96 - - - - 95 108 97 97 100 96 97 95 95 94 102 95 - - - - 99 93 100 92 103 94 96 94 94 92 94 87 93 94 96 99 89 96 93 92 98 96 97 99 102 98 104 105 97 118 “ - - - - 98 - 96 93 92 97 99 101 102 103 94 102 101 102 - 98 93 88 81 99 94 ~ 99 96 92 84 89 115 110 96 104 95 - 94 88 93 101 Overall Accountants Engineers Overall Programmers Systems analysts Mississippi Biloxi-Gulfport and Pascagoula .............................. Jackson ................................................................... - - - - 89 - Missouri Kansas City ............................................................. St. Louis................................................................... 97 “ 98 97 99 - 99 97 Montana Billings..................................................................... - - - - Nebraska Omaha..................................................................... - - - New Jersey Atlantic City.............................................................. Bergen-Passaic ....................................................... Monmouth-Ocean.................................................... Newark .................................................................... - - 99 110 New York Binghamton ............................................................. Nassau-Suffolk........................................................ New York................................................................. Rochester ................................................................ Syracuse and Utica-Rome...................................... Utica-Rome.............................................................. North Carolina Greensboro-Winston-Salem-High-Point................. Ohio Cincinnati................................................................. Cleveland................................................................. Columbus ................................................................ Lorain-Elyria ............................................................ Toledo...................................................................... Oregon Portland ................................................................... Pennsylvania Philadelphia............................................................. Pittsburgh ................................................................ Reading ................................................................... Scranton-Wilkes-Barre ........................................... Rhode Island Providence............................................................... Overall Secretaries “ 92 100 98 98 100 - - - 92 ~ - 102 104 - 99 111 - - 91 - 94 - - - - - - - 93 - 100 - - - - 102 100 95 90 - - - - 90 101 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Technical 19 97 - - Table A-5. Pay relatives for occupational groups, private industry, selected metropolitan areas, 1992 — Continued (For each occupational group, average pay level for private industry in the United States, metropolitan areas1 = 100) Occupational group Professional State and area Administrative Clerical Maintenance Material movement 86 80 82 80 71 90 94 90 83 78 95 95 98 99 _ 92 _ 94 _ 97 _ 73 - 90 90 81 78 _ ~ 101 95 92 90 92 - - - - - - - - 93 - - - 93 98 - 88 97 89 97 89 108 81 97 - 97 - 100 100 111 - 93 93 93 97 - - 95 86 96 98 88 93 94 97 87 93 91 97 94 92 Systems analysts Technical Overall Accountants Engineers Overall Programmers - - - - 96 96 92 93 90 91 90 97 - 96 -• 97 98 - - 88 - 100 90 89 - — “ 95 92 99 104 91 98 103 99 112 _ - _ 104 _ 102 107 - 112 115 102 97 103 96 95 97 99 98 99 101 104 Burlington ............................................................... - 97 - - Virginia Norfolk-Virginia Beach-Newport News .................. Richmond-Petersburg............................................. 98 94 - - 99 - 101 98 103 96 - Overall Secretaries South Carolina Charleston.............................................................. Florence.................................................................. Greenville-Spartanburg .......................................... 97 Tennessee Chattanooga........................................................... Clarksville-Hopkinsville........................................... Memphis................................................................. Nashville................................................................. 88 Texas Abilene.................................................................... Corpus Christi......................................................... Longview-Marshall.................................................. San Antonio............................................................ Utah Salt Lake City-Ogden ............................................. Vermont Washington Seattle .................................................................... Wisconsin Appleton-Oshkosh-Neenah .................................... Green Bay .............................................................. Madison .................................................................. Milwaukee............................................................... - - — - - - - - — ~ 1 The 326 metropolitan areas in the United States (excluding Alaska and Hawaii) as established by the U.S. Office of Management and Budget through October 1984. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ 102 94 _ 111 NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupational groups or for this level of industry detail. 20 Table A-6. Pay relatives for occupational groups, State and local government, selected metropolitan areas, 1992 (For each occupational group, average pay level for State and local government in the United States, metropolitan areas1 = 100) Occupational group Professional State and area Clerical Administrative Maintenance Material movement - 79 ~ 79 80 93 93 71 “ - 75 “ 116 125 120 107 110 106 125 122 98 121 141 124 112 110 113 135 128 103 115 127 130 107 112 111 135 133 116 133 - 122 130 126 124 122 118 131 138 92 Technical Overall Accountants Engineers Overall Programmers Systems analysts - - - - - - - 93 95 93 93 92 94 - - - “ - 118 118 116 108 100 105 112 122 116 114 109 106 104 122 116 112 128 - - 115 116 116 106 99 106 105 131 106 Protective service Overall Secretaries 73 - - 97 86 - 127 Alabama Huntsville................................................................. Arizona Phoenix.................................................................... Arkansas Little Rock-North Little Rock................................... California Anaheim-Santa Ana ............................................... Los Angeles-Long Beach ....................................... Oakland ................................................................... Riverside-San Bernardino ...................................... Sacramento............................................................. San Diego...................]............................................ San Francisco.......................................................... San Jose.................................................................. Visalia-Tulare-Porterville ........................................ 118 131 - - - 99 109 106 106 104 104 105 105 - 102 108 - 105 - - 104 95 106 103 - - - - - - - 106 - — “ - - - - - - - 95 94 96 95 — 104 109 103 109 111 109 - 96 105 116 101 — - - - - - - - 101 95 106 93 96 95 95 105 99 104 95 - 67 108 85 88 104 94 97 83 78 97 “ 89 “ 98 - 75 59 89 85 96 93 87 - - 104 - 111 104 114 124 “ 90 ~ 74 74 84 69 — 82 98 82 81 81 — — " " 105 116 - - Colorado Denver ..................................................................... - Connecticut Danbury................................................................... Delaware Wilmington............................................................... District of Columbia Washington.............................................................. Florida Bradenton ................................................................ Miami-Hialeah.......................................................... Tampa-St. Petersburg-Clearwater.......................... Georgia Atlanta ..................................................................... Augusta ................................................................... 93 98 92 93 - - - - 102 104 101 - - - - - - - 83 - — - ~ - Illinois Chicago ................................................................... Indiana Elkhart-Goshen........................................................ Evansville ................................................................ Gary-Hammond...................................................... Indianapolis ............................................................. South Bend-Mishawaka.......................................... 85 “ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 21 ~ Table A-6. Pay relatives for occupational groups, State and local government, selected metropolitan areas, 1992 — Continued (For each occupational group, average pay level for State and local government in the United States, metropolitan areas1 = 100) Occupational group Professional State and area Clerical Administrative Technical Overall Accountants Engineers Overall Programmers Systems analysts Iowa Davenport-Rock Island-Moline.............................. - - - - - - - Kentucky Louisville................................................................. - - - - 84 - Louisiana New Orleans........................................................... - 79 - - 88 100 95 102 98 - - - - Massachusetts Boston .................................................................... Lawrence-Haverhill................................................. Worcester ............................................................... - - 97 - Michigan Detroit..................................................................... 92 97 Minnesota Minneapolis-St. Paul............................................... 114 Mississippi Jackson .................................................................. - Missouri Kansas City ............................................................ St. Louis.................................................................. 94 97 Montana Billings .................................................................... Maryland Baltimore ................................................................ Cumberland............................................................ New Jersey Bergen-Passaic...................................................... Monmouth-Ocean................................................... Newark ................................................................... New York Nassau-Suffolk ....................................................... New York................................................................ Poughkeepsie......................................................... Rochester............................................................... Ohio Cincinnati................................................................ Cleveland................................................................ Columbus ............................................................... Maintenance Material movement Overall Secretaries 88 - - - - 67 87 99 81 - - 58 79 85 70 104 - 98 - 98 95 77 94 88 100 96 91 92 - - - - - - • - 97 95 93 105 112 - - - - ■ - 88 97 105 95 100 102 111 116 110 117 111 106 103 105 - 109 111 105 112 - - - - “ “ - 64 ~ ~ — - 102 94 95 - 96 102 90 91 - - 85 92 86 95 93 104 82 94 75 88 - - - - - - 75 - - “ - - - - - - - - - - 107 - - - - - - - 130 119 115 98 112 114 109 114 110 97 115 - - — - 114 - “ 133 115 111 105 113 109 105 116 98 112 109 125 95 98 - 101 91 98 101 104 105 102 - “ 90 92 94 100 102 98 102 108 102 93 101 87 94 - 104 115 128 108 - - 106 88 - 112 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Protective sen/ice 22 - - - — Table A-6. Pay relatives for occupational groups, State and local government, selected metropolitan areas, 1992 — Continued (For each occupational group, average pay level for State and local government in the United States, metropolitan areas’ = 100) Occupational group Professional State and area Administrative Clerical Protective service Maintenance Material movement 102 91 _ - _ 91 96 101 92 84 _ _ _ - 84 85 93 89 96 79 97 78 _ _ 89 89 95 98 82 89 _ 83 _ 89 _ 76 _ _ - 81 83 94 - - - 76 - - - - - - 82 79 92 93 97 97 87 80 _ - 111 101 - 118 105 106 117 113 “ _ 104 _ - 87 97 _ 110 _ 113 _ 109 _ - Technical Overall Accountants Engineers Overall Programmers Systems analysts 99 - — 90 99 - - - 94 92 - 112 102 96 97 - - 97 - 100 “ 96 90 102 99 - _ - 100 98 94 92 102 _ _ - 100 101 - - 80 80 98 80 - 108 84 - - 64 80 70 90 90 - 94 96 88 88 96 100 95 106 98 101 92 90 90 “ 95 - _ - 83 88 73 85 - - 95 - 106 - - - - - - - - 96 100 96 96 - - 93 90 - - 101 106 99 105 104 109 100 ~ Overall Secretaries Oregon Portland ................................................................... Salem ...................................................................... Pennsylvania Philadelphia............................................................. Pittsburgh ................................................................ Reading ................................................................... Scranton-Wilkes-Barre ........................................... - Tennessee Chattanooga............................................................ Memphis.................................................................. Texas Dallas....................................................................... Houston ................................................................... Longview-Marshall.................................................. San Antonio............................................................ 72 Utah Salt Lake City-Ogden ............................................. Vermont Burlington ................................................................ Virginia Norfolk-Virginia Beach-Newport News .................. Richmond-Petersburg............................................. Washington Seattle ..................................................................... Wisconsin Appleton-Oshkosh-Neenah .................................... Milwaukee................................................................ 1 The 326 metropolitan areas in the United States (excluding Alaska and Hawaii) as established by the U.S. Office of Management and Budget through October 1984. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupational groups or for this level of industry detail. 23 Appendix ll-A. Method of Pay Relative Computation The Occupational Compensation Survey program Pay data for the professional, administrative, technical, protective service, and The data in this report are based on occupational compensation surveys conducted by the Bureau of Labor Statistics. Surveys cover establishments clerical occupations relate to the standard workweek (rounded to the nearest tenth of an hour) for which employees receive regular straight-time salaries (exclusive of employing 50 workers or more, but exclude private households, agriculture, the pay for overtime at regular and/or premium rates). Rounded to the nearest dollar, Federal Government, and the self-employed.1 average weekly earnings, along with average weekly hours, for these occupations, appear in individual survey area bulletins. The Bureau conducts Occupational Compensation Survey Program (OCSP) surveys throughout the year on a sample basis. Individual survey area bulletins and summaries (listed in appendix III-A) provide detailed survey information for each area, including industrial coverage and sample size. broad occupational groups. These levels are based on mean (average) pay for each of the occupations which comprise the group (listed in the "Occupational groups" In addition to individual survey area bulletins, the Bureau uses locality data to estimate national and regional pay levels and distributions. The 1992 estimates, section below). The mean is computed for each job by totaling pay of all workers and dividing by the number of workers. published in Part I: Pay in the United States and Regions, June 1992, provide the basis for developing a nationwide average for use in pay comparisons of Pay relative computation occupational groups. These pay comparisons, or pay relatives, compare pay in each area to pay for an identical group of employees throughout the nation. Pay relative computation involves the development of average pay levels for The following procedure, which reduces interarea differences in occupational composition as a factor in pay levels, is used to construct pay relatives. The occupational pay data which provide the basis for computing pay relatives correspond to full-time workers, and they exclude premium pay for overtime and 1. Area base computation (numerator). Multiplying average pay for each publishable occupational level in an area with the corresponding national employment results in aggregate pay levels. The sum of these products for each occupation included in the occupational group equals the area base (numerator) for for work on weekends, holidays, and late shifts. that occupational group. Occupational pay Also excluded are bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases—but not bonuses— under cost-of-living allowance clauses and incentive payments, however, are included in the pay data.1 1 For this survey, an establishment is an economic unit which produces goods or services, a central administrative office, or an auxiliary unit providing support services to a company. In manufacturing industries, the establishment is usually at a single physical location. In service-producing industries, all locations of an individual company in a Metropolitan Statistical Area or nonmetropolitan county are usually considered an establishment. In government, an establishment is usually defined as all locations of a government entity. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 2. National base computation (denominator). National average pay for comparable occupational levels multiplied by the corresponding national employment results in aggregate pay levels. The sum of these products for these jobs produces a national base (denominator) for each occupational group. 3. Reference month adjustment. Because the Bureau collects data for individual areas at different times throughout the calendar year, the use of appropriate Employment Cost Index components may be necessary to adjust the June 1992 national base (denominator) to match the survey area reference month. 4.Pay relative computation. Dividing the area base by the corresponding national Occupational group Occupational levels base and multiplying the result by 100 yields the area pay relative. The national pay relative corresponds to 100. If, for example, the relative for an area is 90, this indicates that the area's pay level is 90 percent of the nationwide pay level, or 10 Professional Accountants - 6 levels Accountants, Public - 4 levels Attorneys - 6 levels Engineers - 8 levels Administrative Budget Analysts - 4 levels Budget Analyst Supervisors - 2 levels percent below the national level. Part II tables show area pay relatives, only if the national employment which corresponds to the area's published occupations equals at least 70 percent of the national total employment of the entire occupational group. For example, in the 1992 Visalia, CA, OCSP survey, data from only three of five levels of Secretaries met publication criteria for all industries. Buyers/Contracting Specialists - 5 levels Computer Programmers - 5 levels Computer Systems Analysts - 5 levels Table A-l includes a Secretaries pay relative for Visalia, because national employment for those three levels is 78 percent of the national employment for all levels of Secretaries. Longview-Marshall, TX, Computer Systems Analyst lacks a pay relative on table A-l because only two levels of Secretaries met Supervisors/Managers - 4 levels publishability criteria, and nationally, those two levels account for just 53 percent of Personnel Specialists- 6 levels all Secretaries. Personnel Specialist Supervisors/Managers - 5 levels Industry-specific data The tables present pay relatives for private industry, State and local government, Technical Computer Operators - 5 levels and all industries, combined. These three types of industry detail appear for all Drafters - 4 levels areas (tables A-l through A-3) and for metropolitan areas, only (tables A-4 through A-6). Area pay for an occupational group and industry level is divided by national Engineering Technicians - 6 levels pay for the same occupational group and industry level, for all areas or just metropolitan areas. Thus, numerators and denominators, used to calculate pay relatives, differ from each other in each of the six tables. Clerical Clerks, Accounting - 4 levels Clerks, General - 4 levels Clerks, Order - 2 levels For some areas, pay relatives may not be available at the industry or all industries level because (1) the data do not provide statistically reliable results, (2) the data possibly disclose individual establishment data, or (3) the survey has a limited industrial scope. All-industries estimates combine data from private industry with State and local governments, in selected areas (types 1 and 2, as indicated in appendix III-A, table 1), even though pay data may not appear Key Entry Operators - 2 levels Secretaries - 5 levels Switchboard Operator-Receptionists - 1 level Word Processors - 3 levels Protective Service separately for each industry division. Also, note that although tables may present pay relatives for a particular industry division, the extent of industrial coverage may vary among areas included on the Corrections Officers - 1 level Firefighters -1 level Police Officers, Uniformed - 2 levels table. Appendix III-A, table 1 summarizes these differences in industrial coverage. Maintenance General Maintenance Workers-1 level Maintenance Electricians -1 level Occupational groups Maintenance Electronics Technicians - 3 levels Maintenance Machinists - 1 level Maintenance Mechanics, Machinery -1 level Pay relatives for specific occupational groups comprise average pay data for the following occupations, when available: https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Maintenance Mechanics, Motor Vehicle -1 level Maintenance Pipefitters - 1 level 25 Material Movement Weekly pay data for white-collar and protective service occupations refer to the standard workweek (rounded to the nearest tenth of an hour) for which employees receive regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates). Hourly pay differentials may be more significant than that reflected in the weekly averages. For example, New York, NY, and San Francisco, CA, both had pay relatives of 114 for Secretaries in all industries (table A-l). However, in 1992, the average workweek was 3 to 4 hours shorter in New York than in San Francisco. When based on hourly pay, the San Francisco pay relative for Secretaries in all industries remains unchanged, but the New York pay relative jumps 9 points to 123. Consult individual area bulletins and summaries for Forklift Operators - 1 level Material Handling Laborers -1 level Order Fillers - 1 level Shipping/Receiving Clerks - 1 level Truckdrivers - 4 levels Warehouse Specialists -1 level Data limitations The pay data presented in this report are based on locality averages for specific occupations. Industries and establishments differ in pay levels and job staffing, and thus contribute differently to the estimates for each job. Therefore, pay relatives do standard workweek data. not necessarily reflect the pay differential among occupational groups within individual establishments. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis .xinsorffl 26 Appendix ll-B. Occupational Compensation Survey Program (OCSP) Area Definitions State and area Area lype1 Alabama Birmingham......... Gadsden and Anniston Huntsville.......... Mobile......... Montgomery........ Selma........... Blount, Jefferson, St. Clair, Shelby, and Walker Counties Calhoun and Etowah Counties Madison County Baldwin and Mobile Counties Autauga, Elmore, and Montgomery Counties Dallas County Arizona Phoenix.............. Tucson-Douglas... Maricopa County Cochise and Pima Counties Arkansas Fort Smith............... Little Rock-North Little Rock.... California Anaheim-Santa Ana.... Fresno............ Los Angeles-Long Beach Oakland............. Oxnard-Ventura.. Riverside-San Bernardino Sacramento......... Salinas-Seaside-Monterey San Diego......... San Francisco.... San Jose.... San Luis Obispo County Vallejo-Fairfield- Napa. Visalia-Tulare-Porterville Colorado Colorado Springs. Denver............ Pueblo..... Connecticut Danbury......... New Britain............. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Definition Crawford and Sebastian Counties, AR; Sequoyah County, OK Faulkner, Lonoke, Pulaski, and Saline Counties PMQA Orange County Fresno County Los Angeles County Alameda and Contra Costa Counties Ventura County Riverside and San Bernardino Counties El Dorado, Placer, Sacramento, and Yolo Counties Monterey County San Diego County Marin, San Francisco, and San Mateo Counties Santa Clara County San Luis Obispo County Napa and Solano Counties Tulare County El Paso County Adams, Arapahoe, Denver, Douglas, and Jefferson Counties Pueblo County Danbury city, and Bethel, Brookfield, New Fairfield, Newtown, Redding, Ridgefield Sherman towns in Fairfield County; Bridgewater and New Milford towns in Litchfield County New Britain city, and Berlin, Plainville, and Southington towns in Hartford County 27 Occupational Compensation Survey Program (OCSP) area definitions (continued) State and area Area type1 Definition Delaware Wilmington...................................................... PMSA New Castle County, DE; Cedi County, MD; Salem County, NJ District of Columbia Washington................................................. MSA District of Columbia; Calvert, Chartes, Frederick, Montgomery, and Prince Georges Counties, MD; Alexandria, Fairfax, Falls Church, Manassas, and Manassas Park cities, and Arlington, Fairfax, Loudoun, Prince William, and Stafford Counties, VA Florida Bradenton....................................................... Jacksonville................................................... Miami-Hialeah................................................ Monroe County............................................... Northwestern Florida................................... Orlando.......................................................... Tampa-St. Petersburg-Clearwater............... MSA MSA PMSA NMET ESA MSA MSA Manatee County Clay, Duval, Nassau, and St Johns Counties Dade County Monroe County Bay, Escambia, Holmes, Okaloosa, Santa Rosa, Walton, and Washington Counties Orange, Osceola, and Seminole Counties Hernando, Hillsborough, Pasco, and Pinellas Counties Georgia Albany............................................................ Atlanta................................................................. MSA MSA Augusta.......................................................... Brunswick...................................................... Columbus............................................................ Macon-Warner Robins................................... Savannah....................................................... MSA ESA MSA MSA MSA Dougherty and Lee Counties Barrow, Butts, Cherokee, Clayton, Cobb, Coweta, De Kalb, Douglas, Fayette, Forsyth, Fulton, Gwinnett, Henry, Newton, Paulding, Rockdale, Spalding, and Walton Counties Columbia, McDuffie, and Richmond Counties, GA; Aiken County, SC Glynn County Chattahoochee and Muscogee Counties, GA; Russell County, AL Bibb, Houston, Jones, and Peach Counties Chatham and Effingham Counties Illinois Chicago.......................................................... Joliet............................................................... Vermilion County.......................................... PMSA PMSA NMET Cook, Du Page, and McHenry Counties Grundy and Will Counties Vermilion County Indiana Elkhart-Goshen............................................. Evansville...................................................... Fort Wayne.................................................... Gary-Hammond............................................ Indianapolis................................................... MSA MSA MSA PMSA MSA Elkhart County Posey, Vanderburgh, and Warrick Counties, IN; Henderson County, KY Allen, DeKalb, and Whitley Counties Lake and Porter Counties Boone, Hamilton, Hancock, Hendricks, Johnson, Marion, Morgan, and Shelby Counties ESA MSA Cass and Miami Counties St. Joseph County Logansport-Peru.......................................... South Bend-Mishawaka............................... Iowa Davenport-Rock Island-Moline...................... MSA Henry and Rock Island Counties, IL; Scott County, IA Kansas Topeka............................................................ Wichita............................................................ MSA MSA Shawnee County Butler, Harvey, and Sedgwick Counties Kentucky Louisville. MSA Bullitt, Jefferson, Oldham, and Shelby Counties, KY; Clark, Floyd, and Harrison Counties, IN https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 28 .noteoE Occupational Compensation Survey Program (OCSP) area definitions (continued) State and area Definition Louisiana Acadia Parish................................................. Baton Rouge................................................. New Orleans................................................. Shreveport..................................................... NMET MSA MSA MSA Acadia Parish Ascension, East Baton Rouge, Livingston, and West Baton Rouge Parishes Jefferson, Orleans, St. Bernard, St Charles, St John the Baptist, and St Tammany Parishes Bossier and Caddo Parishes Maine Oxford County............................................... NMET Oxford County Maryland Baltimore....................................................... Cumberland................................................... Lower Eastern Shore................................... MSA MSA ESA Baltimore city, and Anne Arundel, Baltimore, Carroll, Harford, Howard, and Queen Anne's Counties Allegany County, MD; and Mineral County, WV Somerset, Wicomico, and Worcester Counties, MD; Accomack and NorthhamptonCounties, VA; and Sussex County, DE Massachusetts Boston........................................................... PMSA Mansfield, Norton, and Raynham towns in Bristol County; Lynn city and Lynnfield, Nahant, and Saugus towns in Essex County; Cambridge, Everett, Maiden, Marlborough, Medford, Melrose, Newton, Somerville, Waltham, and Woburn cities, and Acton, Arlington, Ashland, Ayer, Bedford, Framingham, Groton, Holliston, Hopkinton, Belmont, Boxborough, Burlington, Carlisle, Concord, Hudson, Lexington, Lincoln, Littleton, Maynard, Natick, North Reading, Reading, Sherbom, Shirley, Stoneham, Stow, Sudbury, Townsend, Wakefield, Watertown, Wayland, Weston, Wilmington, and Winchester towns in Middlesex County; Quincy city, and Bellingham, Braintree, Brookline, Canton, Cohasset, Dedham, Dover, Foxborough, Franklin, Holbrook, Medfield, Medway, Millis, Milton, Needham, Norfolk, Norwood, Randolph, Sharon, Stoughton, Walpole, Wellesley, Westwood, Weymouth, and Wrentham towns in Norfolk County; Carver, Duxbuiy, Hanover, Hanson, Hingham, Hull, Kingston, Lakeville, Marshfield, Middleborough, Norwell, Pembroke, Plymouth, Plympton, Rockland, and Sdtuate towns in Plymouth County; All of Suffolk County; Berlin, Bolton, Harvard, Hopedale, Lancaster, Mendon, Milford, Southborough, and Upton towns in Worcester County Lawrence-Haverhill. PMSA Haverhill, Lawrence, and Newburyport cities, and Amesbury, Andover, Boxford, Georgetown, Groveland, Merrimac, Methuen, Newbury, North Andover, Salisbury, and West Newbury towns in Essex County, MA; Atkinson, Brentwood, Danville, Derry, East Kingston, Hampstead, Kingston, Newton, Plaistow, Salem, Sandown, Seabrook, and Windham towns in Rockingham County, NH Worcester. MSA Worcester city, and Auburn, Barre, Boylston, Brookfield, Charlton, Clinton, Douglas, Dudley, East Brookfield, Grafton, Holden, Leicester, Millbury, Northborough, Northbridge, North Brookfield, Oxford, Paxton, Princeton, Rutland, Shrewsbury, Spencer, Sterling, Sutton, Uxbridge, Webster, Weslborough, and West Boylston towns in Worcester County Michigan Detroit............................................................. Saginaw-Bay City-Midland.......................... Upper Peninsula............................................ PMSA MSA ESA Lapeer, Livingston, Macomb, Monroe, Oakland, St. Clair, and Wayne Counties Bay, Midland, and Saginaw Counties Alger, Baraga, Chippewa, Delta, Dickinson, Gogebic, Houghton, Iron, Keweenaw, Luce, Marquette, Mackinac, Menominee, Ontonagon, and Schoolcraft Counties Minnesota Duluth............................................................. Minneapolis-St. Paul..................................... MSA MSA St. Cloud........................................................ MSA St. Louis County, MN; Douglas County, Wl Anoka, Carver, Chisago, Dakota, Hennepin, Isanti, Ramsey, Scott, Washington, and Wright Counties, MN; St. Croix County, Wl Benton, Sherburne, and Steams Counties https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 29 Occupational Compensation Survey Program (OCSP) area definitions (continued) Definition State and area Mississippi Biloxi-Gulfport and Pascagoula...................... Columbus...................................................... Jackson........................................................ 2 MSA's ESA MSA Missouri Kansas City.................................................. MSA Southern Missouri......................................... ESA St. Louis. MSA Hancock, Harrison, and Jackson Counties Lowndes County Hinds, Madison, and Rankin Counties Johnson, Leavenworth, Miami, and Wyandotte Counties, KS; Cass, Clay, Jackson, Lafayette, Platte, and Ray Counties, MO Barry, Barton, Benton, Bollinger, Butler, Camden, Cape Girardeau, Carter, Cedar, Christian, Dade, Dallas, Dent, Douglas, Dunklin, Greene, Hickory, Howell, Iron, Jasper, Laclede, Lawrence, Madison, Maries, McDonald, Miller, Mississippi, Moniteau, Morgan, New Madrid, Newton, Oregaon, Ozark, Pemiscot, Perry, Phelps, Polk, Pulaski, Reynolds, Ripley, Scott, Shannon, St Clair, Stoddard, Stone, Taney, Texas, Vernon, Wayne, Webster, and Wright Counties Clinton, Jersey, Madison, Monroe, and St. Clair Counties, IL; St. Louis city, and Franklin, Jefferson, St. Charles, and St. Louis Counties, MO Montana Billings............................................................ MSA Yellowstone County Nebraska Dodge County.............................................. Omaha............................................................ Scotts Bluff County.................................... NMET MSA NMET Dodge County Douglas, Sarpy, and Washington Counties, NE; Pottawattamie County, IA Scotts Bluff County Nevada Las Vegas-Tonopah..................................... ESA Clark and Nye Counties New Hampshire Carroll County.............................. NMET Carroll County New Jersey Atlantic City.................................................. Bergen-Passaic............................................ Monmouth-Ocean......................................... Newark.......................................................... MSA PMSA PMSA PMSA Atlantic and Cape May Counties Bergen and Passaic Counties Monmouth and Ocean Counties Essex, Morris, Sussex, and Union Counties New Mexico San Juan County........................................... NMET San Juan County New York Binghamton..................................................... Delaware County......................................... Elmira............................................................. Nassau-Suffolk ................. New York ................................................ MSA NMET MSA PMSA PMSA Broome and Tioga Counties Delaware County Chemung County Nassau and Suffolk Counties Bronx, Kings, New York, Putnam, Queens, Richmond, Rockland, and Westchester Counties MSA MSA Dutchess County Livingston, Monroe, Ontario, Orleans, and Wayne Counties 2 MSA's MSA Herkimer, Madison, Oneida, Onondaga, and Oswego Counties Herkimer and Oneida Counties Poughkeepsie............................................... Rochester ......................................... ZZZZ11... Syracuse and Utica-tome Utica-Rome..................................................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 30 Occupational Compensation Survey Program (OCSP) area definitions (continued) State and area Area type1 Definition North Carolina Goldsboro...................................................... Greensboro-Winston-Salem-High Point... ESA MSA Wayne County Davidson, Davie, Forsyth, Guilford, Randolph, Stokes, and Yadkin Counties Ohio Cincinnati........................................................ PMSA Cleveland....................................................... Columbus....................................................... Lorain-Elyria.................................................. Sandusky...................................................... Scioto County............................................... Toledo........................................................... PMSA MSA PMSA ESA NMET MSA Clermont, Hamilton, and Warren Counties, OH; Boone, Campbell, and Kenton Counties, KY; Dearborn County, IN Cuyahoga, Geauga, Lake, and Medina Counties Delaware, Fairfield, Franklin, Licking, Madison, Pickaway, and Union Counties Lorain County Erie County Scioto County Fulton, Lucas, and Wood Counties Oklahoma Pittsburg County.......................................... NMET Pittsburg County Oregon Portland........................................................ Salem........................................................... PMSA MSA Clackamas, Multnomah, Washington, and Yamhill Counties Marion and Polk Counties Pennsylvania Philadelphia................................................... PMSA Pittsburgh...................................................... Reading......................................................... Scranton-Wilkes-Barre................................. PMSA MSA MSA Bucks, Chester, Delaware, Montgomery, and Philadelphia Counties, PA; Burlington, Camden, and Gloucester Counties, NJ Allegheny, Fayette, Washington, and Westmoreland Counties Berks County Columbia, Lackawanna, Luzerne, Monroe, and Wyoming Counties Rhode Island Providence.................................................... PMSA Barrington, Bristol, and Warren towns in Bristol County; Warwick city, and Coventry, East Greenwich, and West Warwick towns in Kent County; Jamestown town in Newport County; Cranston, East Providence, and Providence cities and Foster, Glocester, Johnston, North Providence, and Scituate towns in Providence County; Exeter, Narragansett, North Kingston, Richmond, and South Kingstown towns in Washington County South Carolina Beaufort County........................................... Charleston.................................................... Columbia-Sumter......................................... Florence....................................................... Greenville-Spartanburg................................ Greenwood County........................................ NMET MSA ESA MSA MSA NMET Beaufort County Berkeley, Charleston, and Dorchester Counties Lexington, Richland, and Sumter Counties Florence County Greenville, Pickens, and Spartanburg Counties Greenwood County Tennessee Chattanooga.................................................. Clarksville-Hopkinsville................................. Dyer County.................................................... Memphis...................................................... Nashville....................................................... MSA MSA NMET MSA MSA Hamilton, Marion, and Sequatchie Counties, TN; Catoosa, Dade, and Walker Counties, GA Montgomery County, TN and Christian County KY Dyer County Shelby and Tipton Counties, TN; Crittenden County, AR, and DeSoto County, MS Cheatham, Davidson, Dickson, Robertson, Rutherford, Sumner, Williamson, and Wilson Counties https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 31 Occupational Compensation Survey Program (OCSP) area definitions (continued) State and area Texas Abilene........................ Corpus Christi............ Dallas......................... Houston...................... Longview-Marshall.... Nacogdoches County, Northwest Texas....... Rio Grande Valley........................................ San Angelo.................................................. San Antonio.................................................. Wichita Falls-Lawton-Altus.......................... Area, type1 MSA MSA PMSA PMSA MSA NMET ESA ESA MSA MSA ESA Definition Taylor County Nueces and San Patricio Counties Collin, Dallas, Denton, Ellis, Kaufman, and Rockwall Counties Fort Bend, Harris, Liberty, Montgomery, and Waller Counties Gregg and Harrison Counties Nacogdoches County Andrews, Armstrong, Bailey, Borden, Briscoe, Brown, Callahan, Carson, Castro, Childress, Cochran, Coke, Coleman, Collingsworth, Comanche, Concho, Cottle, Crosby, Dallam, Dawson, Deaf Smith, Dickens, Donley, Eastland, Ector, Fisher, Floyd, Foard, Gaines, Garza, Glasscock,Gray, Hale, Hall, Hansford, Hardeman, Hartley, Haskell, Hemphill, Hockley, Howard, Hutchinson, Jones, Kent, King, Knox, Lamb, Lipscomb, Lubbock, Lynn, Martin, McCulloch, Midland, Mitchell, Moore, Motley, Nolan, Ochiltree, Oldham, Parmer, Potter, Randall, Roberts, Runnels, Scurry, Shackelford, Sherman, Stephens, Sterling, Stonewall, Swisher, Taylor, Terry, Throckmorton, Wheeler, Yoakum, and Young Counties Cameron, Hidalgo, Starr, Webb, and Zapata Counties Tom Green County Bexar, Comal, and Guadalupe Counties Archer, Baylor, Clay, Wichita, and Wilbarger Counties, TX; and Comanche, Cotton, Greer, Harmon, Jackson, Kiowa, and Tillman Counties, OK Utah Salt Lake City-Ogden................................. MSA Davis, Salt Lake, and Weber Counties Vermont Burlington..................................................... MSA Burlington, South Burlington, and Winooski cities, and Charlotte, Colchester, Essex, Hinesburg, Jericho, Milton, Richmond, St. George, Shelburne, and Williston towns in Chittenden County; Georgia town in Franklin County; and Grand Isle and South Hero towns in Grand Isle County Virginia Norfolk-Virginia Beach-Newport News...... MSA Richmond-Petersburg................................. MSA Chesapeake, Hampton, Newport News, Norfolk, Poquoson, Portsmouth, Suffolk, Virginia Beach and Williamsburg cities, and Gloucester, James City, and York Counties Colonial Heights, Hopewell, Petersburg, and Richmond cities, and Charles City, Chesterfield, Dinwiddie, Goochland, Hanover, Henrico, New Kent, Powhatan, and Prince George Counties Washington Bremerton-Shelton..................................... Seattle......................................................... ESA PMSA Kitsap and Mason Counties King and Snohomish Counties Wisconsin Appleton-Oshkosh-Neenah.......................... Green Bay..................................................... Madison......................................................... Manitowoc County.......................................... Milwaukee..................................................... MSA MSA MSA NMET PMSA Calumet, Outagamie, and Winnebago Counties Brown County Dane County Manitowoc County Milwaukee, Ozaukee, Washington, and Waukesha Counties Wyoming Cheyenne...................................................... Sweetwater County.................................... ESA NMET Laramie County Sweetwater County 1 Area designations are defined as: metropolian statistical areas (MSA) and primary metropolitan statistical areas (PMSA), as defined by the Office of Management and Budget, 1984; nonmetropolitan counties (NMET); and additional areas surveyed for the Employment Standards Administration (ESA) for use in administering the Service Contract Act. Some MSA's and PMSA's cross State lines; in these instances, the area is listed under the State where the central city is located. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 32 Part III: Locality Pay, 1992 Introduction The Bureau of Labor Statistics published 160 area bulletins and summaries in its 1992 Occupational Compensation Survey Program (OCSP). In addition to pay Tables B-l through B-15 show all OCSP areas which published estimates for a specific broad industry division. Some areas may not appear on each table, however, because industrial coverage varied among survey areas. Among the averages (means), each area publication presented other pay data such as medians, interquartile ranges, and actual percentile distributions of pay, by occupation. The areas included on a particular table, the extent of industrial coverage may have varied, also. See Appendix table 1 (pages 122-124), for details about industrial following tables summarize previously-published pay averages from all survey areas with a 1992 month of reference. coverage. Straight time weekly pay for white-collar workers relates to regular average Pay (mean) straight time salaries that are paid for standard work weeks. Tables B-l through B-15 present straight time average weekly pay by locality for professional and administrative occupations, technical and protective service jobs, and clerical occupations. The tables also list straight time average hourly pay for maintenance and toolroom jobs, and material movement and custodial Appendixes Appendix III-A describes the concept, methods, and coverage used in the OCSP. Appendix III-B includes the descriptions used by the Bureau field economists to classify workers in the survey occupations. occupations. Data in tables B-l through B-5 present all-industry pay averages. Tables B-6 through B-10 provide private industry pay data, and B-l 1 through B-15 show State Part II: Pay Comparisons appendix II-B provides OCSP area definitions. and local government averages. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 33 Table B-1. Average weekly pay’ in all industries, professional and administrative occupations, selected areas, 1992 Professional II i III IV V VI I II III Engin eers Attorneys Accountants, Public Accountants State, area, and reference month IV I Ill II IV V VI I Ill II IV V VI Alabama Arizona . _ VII VIII . . _ _ . _ Arkansas Little Rock-North Little Rock California Los Angeles-Long Beach (December) .. Oakland (February)............................... Riverside-San Bernardino (August)...... . $553 $773 $949 605 736 939 $1,248 $1,585 $553 $600 $1,796 $720 $1,012 - 467 611 San Luis Obispo County (October) ...... $628 595 610 726 750 756 927 986 _ 1,155 1,259 _ - - 554 481 582 760 937 1,151 581 714 965 _ - _ _ _ Colorado 1,026 639 745 _ - _ - - “ 518 576 659 852 _ _ _ - 601 540 - $1,109 - $1,305 1,296 1,344 : 1,657 - - 1,491 1,587 $1,813 $1,937 — — $768 637 746 855 1,011 1,204 1,395 637 646 744 775 833 871 992 1,066 1,151 1,301 1,356 1,519 - 731 - - _ _ _ 917 1,135 1,493 - — $895 $1,076 $1,260 $1,466 $680 - - - - - “ — ~ - - - 654 767 899 1,099 1,334 1,567 1,726 . _ 595 - 818 1,007 - - “ ~ . _ Delaware District of Columbia 484 586 717 901 _ _ _ _ 1,203 547 590 677 826 $670 887 1,172 1,496 1,909 1,801 1,766 - Connecticut _ $1,673 $1,989 612 708 839 1,439 1,652 1,022 1,237 - — — - - - - - _ _ Rorida _ _ _ 759 _ _ _ _ - - - - - - _ _ _ - - - - - 903 - _ _ - - Tampa-St. Petersburg-Clearwater (July) ................................................... Georgia 477 558 685 920 _ _ 742 694 _ 1,121 _ _ 532 578 666 - - - Illinois 504 605 577 960 1,193 _ 1,574 - 569 583 _ _ 635 - 921 968 - 1,005 693 - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ 34 - - _ 1,162 - 1,219 - _ - - - - - - _ _ _ _ _ - - 1,556 2,015 592 684 807 978 - - - - - - - 668 766 858 - - - - - 1,553 - 1,059 — 1,204 1,459 — ~ ~ 1,270 - - 1,475 ~ 1,701 “ _ — Table B-1. Average weekly pay' in all industries, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Budget Analysts I II III Buyers/Contracting Specialists IV i II III IV Computer Programmers 1 II III Computer Systems Analysts IV V I - — II III IV V Alabama $489 $576 $692 558 684 460 518 667 584 625 628 671 741 760 732 727 683 691 768 793 771 644 $888 942 888 891 — — 602 724 838 641 497 692 676 867 629 712 — 590 678 817 567 593 665 709 721 471 577 422 $751 $920 $1,176 - 840 995 1,072 - _ 754 901 782 754 816 722 674 746 ~ 710 1,031 1,047 1,108 979 943 991 1,049 1,046 - 907 912 936 864 858 870 917 857 850 794 — — — ~ 713 835 985 - - ~ — - 806 840 969 — — — 795 862 - — — 676 817 977 1,159 $1,296 “ 712 821 860 1,004 - 680 797 988 1,118 Arizona Arkansas Little Rock-North Little Rock (November) ......................................... — - ~ $665 - - 1,179 1,263 1,269 : California Los Angeles-Long Beach (December) .. Riverside-San Bernardino (August)...... Sacramento (August) ........................... San Jose (August)................................. San Luis Obispo County (October) ...... - $640 - - $817 - $929 - 774 - - - - $564 $635 $801 499 613 815 497 517 622 671 760 846 456 628 - $942 - - 1,075 - - 578 610 648 693 665 — — 850 - ~ — - 1,062 1,124 1,230 1,247 _ - Colorado 800 497 622 505 Connecticut 626 Delaware District of Columbia Washington (February)......................... 614 730 912 500 603 530 $971 Florida Tampa-St. Petersburg-Clearwater — ~ 648 828 ” 546 572 639 580 780 932 694 834 968 ~ ~ — — — — 612 705 828 — 736 878 1,015 1,175 - " — ■~ - “ Georgia Atlanta (April)................................. 568 715 467 900 ~ — Illinois Chicago (May)....................................... 588 760 489 610 642 1,035 ~ I See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 35 534 Table B-1. Average weekly pay' in all industries, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Computer Systems Analyst Supervisors/Managers Personnel Supervisors/Managers Personnel Specialists II i II III i II III IV V i - - - ~ — ~ — — ■ - - ~ ~ - — — ■ - - - _ - ~ ~ — — - — $1,158 — $1,314 — $1,586 — $1,010 ~ $1,309 — 1,231 1,366 - - III Tax Collector s III II I Alabama Huntsville (January).............................. Arizona Phoenix (May)....................................... Arkansas Little Rock*North Little Rock (November) ......................................... California Anaheim-Santa Ana (October)............. Los Angeles-Long Beach (December) .. Oakland (February) ............................... Riverside-San Bernardino (August)...... Sacramento (August) ........................... San Diego (November)......................... San Francisco (April)............................. San Jose (August)................................. San Luis Obispo County (October) ...... Visalia-Tulare-Porterville (May)............ — — - $623 — $756 — $1,003 — $1,187 585 721 — 899 — 568 675 497 — 724 745 757 924 996 — 1,138 1,274 “ — — ~ — $608 ~ — - — — — $536 “ $706 — - - - 513 — “ 677 — -_ — ~ “ 1,356 _ - — — ■ — ~ _ ~ $748 713 — 750 764 ~ Colorado Denver (November).............................. 1,021 1,168 - 483 571 744 931 — — 1,292 - — — - 621 761 923 ~ - “ — — ~ — ■ — ■ ~ — — 446 514 690 ~ —— Connecticut Danbury (February).............................. New Britain (February).......................... — Delaware Wilmington (December)........................ — - District of Columbia Washington (February)........................ 1,099 1,195 1,389 - 557 732 915 1,105 - - - - 669 — - - “ — - - ■ - - 990 1,222 ~ Florida Bradenton (April) ................................... Miami-Hialeah (December) .................. Monroe County (September)................ Tampa-St. Petersburg-Clearwater (July)................................................... - — - — _ — “ — - — — Georgia Atlanta (April)......................................... Augusta (June)...................................... 1,011 1,213 - - 551 704 ~ - 606 472 733 890 — 1,088 973 — ■ - 1,063 _ Illinois Chicago (May)....................................... Vermilion County (November).............. 1,105 1,324 1,612 - “ — 514 — — See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 36 942 1,295 - $1,654 ” — — 563 “ 390 ~ 729 Table 8-1. Average weekly pay1 in all industries, professional and administrative occupations, selected areas, 1992 — Continued Professional State, area, and reference month Acco untants I li III IV Accountants, Public V VI 1 II III Attorneys IV I II Engineers III IV V VI — — — “ ~ ~ — “ - _ _ _ I II III IV V VI VII VIII ~ - " — - ' ' — " “ Indiana Elkhart-Goshen (October) .................... $454 $525 $661 426 542 680 Gary-Hammond (December)................ South Bend-Mishawaka (September) ... $826 $1,032 879 $864 $1,125 - - - - - - - $608 $653 $817 751 830 $970 $1,228 $1,329 984 — ~ Iowa Davenport-Rock Island-Moline Kentucky Louisville (September)........................... Louisiana New Orleans (July)................................ Maine 479 Maryland Baltimore (May)................................ Cumberland (December)...................... 495 572 696 714 850 715 702 908 882 760 764 965 1,181 $549 $591 $671 $804 886 1,135 $1,363 — 1,254 “ “ - " - “ 699 837 1,044 1,278 1,453 1,656 $2,091 ~ — - 604 596 705 742 839 871 1,019 1,057 1,285 1,224 1,598 $1,814 $2,225 1,415 1,765 " 1,465 — “ 685 743 731 875 862 1,043 1,288 1,511 - - - — ~ Massachusetts 470 Lawrence-Haverhill (October) .............. Worcester (August) ............................... 567 576 $1,578 OOo 773 ~ — Michigan 477 Van Buren County (November)............ 801 975 1,190 ~ — ~ — — ~ 1,862 - - - - - - - — - - Minnesota Minneapolis-St. Paul (January) ............ ' Mississippi Jackson (December)............................. ' — Missouri Kansas City (August)............................. St. Louis (March)................................... 479 564 719 902 1,197 521 737 $712 935 1,177 1,491 ~ - 641 705 839 990 1,204 1,398 ' Montana - - — — Billings (August) .................................... " New Hampshire Carroll County (October)....................... 571 — See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 37 — - — Table B-1. Average weekly pay' in all industries, professional and administrative occupations, selected areas, 1992 — Continued Administrative 1 Indiana Elkhart-Goshen (October).............. . Evansville (February) ........................ Gary-Hammond (December)............ Indianapolis (July) ............................. South Bend-Mishawaka (September) _ _ _ - Iowa Davenport-Rock Island-Moline (January)......................................... II $479 II Ill IV I _ _ _ _ Ill IV $734 $957 - - 597 815 - I Ill II $495 501 463 $546 572 - $651 645 732 646 685 IV V $853 - 767 - II 1 $609 576 787 655 631 $788 771 857 783 770 III IV V $1,065 948 - - _ _ - _ “ _ ” — “ — _ - - - - - - - - 456 560 - - - 679 - - - - Kentucky Louisville (September)....................... - - - - - - - - - 529 620 - - - 773 969 - - Louisiana New Orleans (July)............................ - - - - - - - - - 537 603 - - - 788 1,005 - - Maine Oxford County (October).................. - - - - - - - - - - - - - - - - - - Maryland Baltimore (May)................................. Cumberland (December).................. 504 591 746 879 _ 678 820 989 $1,055 - - - - - - 590 “ 831 - _ “ 673 - “ ~ ~ Massachusetts Boston (May).................................... Lawrence-Haverhill (October) .......... Worcester (August) ............... .......... 547 709 519 _ _ 646 632 777 752 938 993 — - - - - - - - - - - - - 704 700 642 - - 671 665 642 829 872 801 992 1,075 958 1,124 1,129 1,129 $1,379 _ - Michigan Detroit (December)............................ Van Buren County (November)....... . 664 664 869 1,002 1,184 - - - - “ 1,056 “ 823 - 790 “ 538 - Minnesota Minneapolis-St. Paul (January) ....... St. Cloud (April)................................ 929 - - - - - - - Mississippi Jackson (December)........................ - - - - - - - Missouri Kansas City (August)....................... St. Louis (March).............................. - - - Montana Billings (August) ............................... - - - New Hampshire Carroll County (October).................. - - - _ 540 574 $717 _ $585 Compute Systems Analysts Computer Programmers Buyers/Contracting Specialists Budget Analysts State, area, and reference month $454 497 589 808 - _ — 510 620 731 864 _ 688 — — — — ~ " 492 - 572 586 665 - 769 - - 682 669 816 761 ~ 1,116 “ _ - - 444 486 579 - - 558 654 - - - 1,214 1,102 — 479 616 792 926 - - - - 488 480 595 586 699 680 800 771 _ ” 711 661 818 806 956 950 - - - - - - 480 - - - - - - - - - - - - - - - - - - - - - - - $879 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis ' 548 581 38 _ ' https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table B-1. Average weekly pay' in all industries, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Computer Systems Analyst Supervisors/Managers I Indiana Elkhart-Goshen (October) ..................... Evansville (February) ............................ Gary-Hammond (December)................. Indianapolis (July) ................................. South Bend-Mishawaka (September) ... $963 II III _ $1,121 - - - Iowa Davenport-Rock Island-Moline (January)............................................. - “ Kentucky Louisville (September)........................... - - Louisiana New Orleans (July)................................ Maine Oxford County (October)....................... Maryland Baltimore (May)..................................... Cumberland (December)....................... Massachusetts Boston (May)......................................... Lawrence-Haverhill (October) ............... Worcester (August) ............................... i _ $420 II Ill _ $484 — IV _ $633 _ $814 _ 927 - - II Ill - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 560 701 903 - - - _ - _ - - _ - $1,589 _ - 585 569 738 705 973 904 1,241 $1,520 - - - 1,164 _ - _ - _ - - - - - 1,302 $1,033 1,200 1,636 _ - 489 1,103 1,282 — - - - ~ - 684 466 - Minnesota Minneapolis-St. Paul (January) ............ St. Cloud (April)..................................... - - _ - _ - _ - _ - _ Mississippi Jackson (December) ............................. - - - - - New Hampshire Carroll County (October) ....................... $1,116 I 595 - Montana Billings (August) .................................... _ _ _ _ $1,182 Ill - 1,207 1,089 II - Michigan Detroit (December)................................ Van Buren County (November)............ Missouri Kansas City (August)............................. St. Louis (March)................................... I _ _ - 1,109 “ - V Tax Collectors _ 703 - - Personnel Supervisors/Managers Personnel Specialists 1,255 773 1,019 1,049 1,106 _ _ $431 $511 - $531 - - - - - _ - - - - - - - - - - - - - - 1,113 _ 314 468 549 711 908 - - - 480 - - - - - - - _ - - - - - - - - - - - - - - - - — ” - - - - - - - - - - - See footnotes at end of table. 39 - Table B-1. Average weekly pay’ in all industries, professional and administrative occupations, selected areas, 1992 — Continued Professional I Engineers Attorneys Accountants, Public Accountants State, area, and reference month II III IV V VI i II Ill IV i II Ill IV V VI i II III IV V VI _ _ _ _ _ _ _ _ _ _ _ _ _ - _ - - - - - — - - - - — — - - - _ _ _ _ _ $1,126 _ _ VII VIII New Jersey New Mexico $978 $619 $778 495 643 592 765 748 991 _ 975 $1,283 _ _ _ 549 552 692 686 877 891 - - ~ - New York $488 496 _ _ _ $658 $721 787 $953 1,122 _ _ _ _ _ $585 _ _ _ _ _ - _ - 545 575 577 634 653 736 889 _ _ _ _ _ - $759 $1,001 896 $1,172 _ - _ _ $1,450 1,693 $2,125 $2,662 - - - - 1,142 _ - - - — - _ - - - - 874 1,155 1,449 - 1,127 - - Ohio 467 484 1,253 1,065 _ $655 672 _ $775 775 - - _ $867 1,011 - _ _ _ 1,063 $1,194 $1,453 $1,700 1,306 1,593 1,125 “ - • - — - 636 630 743 713 813 827 967 - - - — - - - _ _ - _ - _ - _ 805 _ 968 _ - _ - _ - 653 740 891 1,026 “ - — 734 - - - - _ - _ 648 - - - 541 607 676 - _ _ _ _ _ _ 533 644 _ _ _ _ _ _ 569 720 953 1,216 534 896 868 _ _ - _ _ - 627 _ - 671 _ _ - _ _ - _ - - _ _ _ _ _ _ _ _ - _ 922 _ _ _ _ _ _ _ _ _ _ _ _ _ - - 928 - 1,123 559 545 604 592 658 662 905 959 977 932 1,109 1,306 1,364 1,701 1,766 2,108 1,957 _ - _ - _ - _ “ - - : - . 1,125 1,374 Oregon Pennsylvania 478 Scranton-Wilkes-Barre (November) ..... _ - 540 683 - - 1,285 1,475 1,533 703 1,703 - _ 1,090 _ - _ - _ - 844 997 1,014 - 1,238 - - - 1,009 1,040 1,230 1,257 _ 764 _ 967 518 655 - 693 824 - 634 683 709 747 829 869 - - - 573 731 821 1,030 1,283 611 696 831 1,017 1,198 _ _ _ Tennessee 444 548 691 Texas 959 998 540 522 592 600 747 765 440 521 709 939 468 560 700 907 594 693 886 _ Nacogdoches County (September)...... 1,272 $1,613 1,297 1,832 _ - _ - - - 1,068 — — _ Utah 1,152 ' - - _ — 1,486 1,473 1,663 $1,985 1,762 2,116 - - _ - 1,415 1,677 Vermont _ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 40 _ _ - — - 1,185 South Carolina 478 505 - - — — — ” - _ _ _ - - . - Table B-1. Average weekly pay’ in all industries, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month New Jersey Bergen-Passaic (April) .................... Monmouth-Ocean (August)............. Newark (February) ........................ New Mexico San Juan County (September)....... New York Delaware County (September)........ Nassau-Suffolk (December)........... New York (April) .............................. Poughkeepsie (August)................... Rochester (November).................... Ohio Cincinnati (March)............................ Cleveland (August)........................... Columbus (November)..................... Scioto County (December)............... Oregon Portland (May).................................. Salem (July) ..................................... Pennsylvania Philadelphia (November).................. Pittsburgh (January)......................... Reading (May).................................. Scranton-Wilkes-Barre (November) . South Carolina Beaufort County (September) .......... Greenwood County (October)........... Tennessee Chattanooga (September)................ Dyer County (October)..................... Memphis (October)............................ Nashville (February).......................... Texas Dallas (November) ............................ Houston (March)................................ Longview-Marshall (June) ................. Nacogdoches County (September) ... San Antonio (July)............................. Utah Salt Lake City-Ogden (April)............. Vermont Burlington (August)............................ Budget Analysts • . Buyers/Contracting Specialists I II III IV I II III IV I “ ~ ~ - - - - ' - - - - — ~ - $655 — _ $758 ~ _ $917 ~ - - - _ - 561 - — — “ - - — — - - 617 — “ - - - — — “ - 756 — ~ - - - - - _ $497 537 - - _ $635 641 - - _ $802 840 - 589 ~ - ~ ~ - - - - - 711 782 “ - — $506 541 524 485 538 594 551 588 666 663 688 _ — - - ' — — — _ — _ ” 577 517 “ 625 552 575 510 708 690 661 669 _ _ _ 579 _ 497 624 805 1,028 541 621 - - — — 468 397 _ - 372 — — 458 _ — 877 884 807 732 _ _ _ 483 _ " — — ~ — ~ 532 606 698 _ _ _ 624 815 ' — 501 410 — 690 593 949 1,001 519 588 579 658 487 505 602 632 800 837 — 435 — 557 561 - 740 ~ - 765 800 761 869 ~ 700 769 854 869 - 1 $705 672 721 II $834 886 808 - - - _ 748 751 $1,036 978 - - 858 855 869 803 1,001 1,022 1,171 1,198 1,395 1,080 1,118 675 622 805 722 938 950 778 617 743 989 892 972 - 859 775 832 766 “ - - 671 558 839 704 988 872 826 932 758 981 1,119 _ _ _ — - - 462 547 656 - _ _ - - 700 736 1,196 “ _ - - - _ - - - _ - - - — — - _ _ - 839 _ _ _ - - - 1,014 935 928 - - - - 811 770 812 ~ 688 656 641 - 835 896 _ - ~ - _ 1,107 _ _ - 711 $1,072 _ - - _ V - 738 - $982 IV - - “ - III _ - 655 _ 563 491 - 848 641 622 596 598 967 - - 583 V $888 - - Computer Systems Analysts IV - - — 1,103 $727 718 689 — 887 - $590 554 600 III 774 750 725 638 - - II 477 460 ” - _ $958 1,062 " 962 _ _ _ _ - - 1,197 1,400 _ _ _ _ 653 768 1,008 1,187 - 731 823 462 561 758 - 495 606 714 851 - 689 823 998 - - - - - 561 - - - 582 602 - - - 773 - - - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Computer Programmers 41 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table B-1. Average weekly pay' in all industries, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Computer Systems Analyst Supervisors/Managers Personnel Supervisors/Managers Personnel Specialists I II Ill i II III IV V - - ~ — ~ ~ - — “ — - - ■ - - _ — — — - $1,330 1,306 - - - - - - - — - “ “ — 490 592 573 700 705 930 902 1,262 1,128 ~ — — 736 813 ■ — 546 742 — 853 I Tax Collectors III II II I III New Jersey Bergen-Passaic (April) .......................... Monmouth-Ocean (August).................. Newark (February) ................................ — ~ “ ~ “ New Mexico San Juan County (September)............. $806 ■ New York Delaware County (September)............. Nassau-Suffolk (December)................. New York (April) .................................... Poughkeepsie (August)......................... Rochester (November).......................... $1,608 - — $500 $483 611 629 - 738 743 - — $993 975 - — $1,232 — $1,026 — - $1,409 - $1,755 — $503 - _ — “ - - ” — - “ - “ - ~ ~ ~ - “ “ ~ “ $1,037 1,185 1,225 “ “ — “ - — _ — $701 ~ Ohio Cincinnati (March)................................. Cleveland (August)................................ Columbus (November) .......................... Scioto County (December)................... $546 553 “ —— 625 585 “ Oregon Portland (May)....................................... Salem (July) .......................................... Pennsylvania Philadelphia (November)...................... Pittsburgh (January).............................. Reading (May)....................................... Scranton-Wilkes-Barre (November) ..... 1,080 1,258 - 499 566 710 924 1,190 - 567 725 942 1,078 698 861 “ - 531 648 677 906 “ “ " “ - — ~ — Beaufort County (September) .............. Greenwood County (October) .............. - _ - “ — Tennessee Chattanooga (September).................... Dyer County (October) ......................... Memphis (October)................................ Nashville (February).............................. “ - - — 504 ~ — “ ~ — “ ~ — ~ — — - 513 ” South Carolina ~ — - ~ Texas Dallas (November) ................................ Houston (March).................................... Longview-Marshall (June) .................... Nacogdoches County (September)...... San Antonio (July)................................. 999 1,108 1,224 1,292 1,507 - - “ 952 - - - - ~ ~ 1,287 1,377 1,021 989 513 567 619 732 760 925 1,004 ~ 496 671 ~ 936 — — ■ 420 502 689 933 - — " 529 672 900 ~ “ 1,203 1,287 1,683 1,679 — — — " — - — ” _ " 405 456 Utah Salt Lake City-Ogden (April)................. Vermont Burlington (August)................................ See footnotes at end of table. 42 Table B-1. Average weekly pay' in all industries, professional and administrative occupations, selected areas, 1992 — Continued Professional State, area, and reference month Accou ntants I II III IV Accountants, Public V VI i II Ill - - - - - Attorneys IV i II - - Ill IV Engineers V VI - - 1 II III IV V VI VII VIII - - Virginia Norfolk-Virginia Beach-Newport News $478 $552 $671 $943 Richmond-Petersburg (July)................. $915 $1,088 $1,508 $636 $717 $830 $986 $1,216 $1,592 Washington 502 567 723 933 $1,268 $481 $526 $621 808 1,227 1,515 631 738 874 1,057 1,271 ~ — ~ 713 798 974 1,100 ~ — ~ 757 843 1,038 1,144 ~ - - Wisconsin Appleton-Oshkosh-Neenah (June)....... 533 Wyoming Sweetwater County (September)......... - 636 791 1,001 - - - - - - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 43 - - - - - - - Table B-1. Average weekly pay1 in all industries, professional and administrative occupations, selected areas, 1992 — Continued Administrative i, and reference month Budget Analysts Buyers/Contracting Specialists Computer Programmers Computer Systems Analysts Virginia Norfolk-Virginia Beach-Newport News (August)............................................ Richmond-Petersburg (July).............. $1,235 Washington Seattle (December) Wisconsin Appleton-Oshkosh-Neenah (June) Manitowoc (December) ................ Milwaukee (October) ..................... Wyoming Sweetwater County (September) See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 44 Table B-1. Average weekly pay' in all industries, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Computer Systems Analyst Supervisors/Managers i Virginia Norfolk-Virginia Beach-Newport News (August)............................................... Richmond-Petersburg (July)................. Washington Seattle (December) ............................... Wisconsin Appleton-Oshkosh-Neenah (June)....... Manitowoc (December) ......................... Milwaukee (October) ............................. Wyoming Sweetwater County (September)......... II Ill I - - “ - $1,381 - _ $987 1,059 II Ill $569 - - - - - - - - - - $660 IV 569 722 Tax Collectors V I II Ill I - - - - - _ $1,033 $1,311 _ _ _ _ $920 926 II Ill $481 - _ _ _ _ _ _ - - - - - - - - - - - 727 - - - - - - - - 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. appear on this table if they had no publishable data for these occupations or for this level of industry detail. Pay data for the following occupational levels did not meet publication criteria in any area: Budget Analyst Supervisors I, Buyers/Contracting Specialists V, Computer Systems Analyst Supervisors/Managers IV, and Personnel Specialists VI. In addition, for 2 occupations, only a single area published average pay data: Budget Analyst Supervisors II averaged $892 in Indianapolis, IN; and Personnel Supervisors/Managers IV averaged $2,108 in Chicago, IL. NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Personnel Supervisors/Managers Personnel Specialists 45 Table B-2. Average weekly pay1 in all industries, technical and protective service occupations, selected areas, 1992 Protective service Technical I II III IV $361 $457 _ $325 393 463 280 362 412 352 432 469 477 462 406 467 435 468 481 456 413 558 562 551 557 543 538 562 571 _ _ _ 429 435 538 572 368 383 407 530 490 _ 428 547 419 493 384 457 502 516 I II III IV _ Alabama _ Engineering Technicians, Civil Engineering Technicians Drafters Computer Operators State, area, and reference month $335 $438 $500 359 427 516 _ _ 431 542 621 643 611 _ 407 509 565 529 453 545 489 624 517 644 573 661 616 678 592 673 641 615 1 $356 II $409 Corrections Officers III IV V VI I II III IV V $467 $552 — — — — — — — — Police Officers, FireI II — — — Arizona $554 $686 369 — 567 683 — — — — — — — — — — — — — — — — — — — — — — — — — — — 771 — _ _ 531 526 614 651 616 723 724 755 659 Arkansas Little Rock-North Little Rock California Los Angeles-Long Beach (December) .. Riverside-San Bernardino (August)...... San Luis Obispo County (October) ...... _ 391 _ 592 649 641 $848 831 $1,009 — $553 — — $514 732 739 _ 445 512 - . _ 573 601 604 _ 840 — — _ _ 962 - - - - - - - — 460 — _ _ - — — — — — — — — — — 479 591 _ — 487 604 703 790 — — 445 507 510 586 620 _ _ _ — — _ 717 691 — _ 577 642 _ _ 781 _ _ _ 539 652 _ _ _ _ 758 — — — — 335 449 561 700 354 289 421 439 485 _ _ _ _ _ _ _ _ 757 807 _ _ _ 481 _ _ 658 716 735 — _ 809 — 553 _ _ 507 — — $777 — $836 — $857 — 727 — 776 895 — 671 - — 771 — 689 801 — 778 805 628 699 — 858 — — — — — — 705 — — — 694 — — — $761 — $886 — $1,021 — 644 — 670 722 — 760 — 814 — 766 816 — 588 885 — Colorado 356 565 — — $853 — Connecticut — 595 — — — 725 _ - - — — — — 660 — - - Delaware _ _ — District of Columbia 370 556 — _ _ - - 445 — — — _ - - — — — _ _ - — _ _ _ _ _ _ — — _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 420 _ _ 493 548 677 — — — — 474 592 335 419 515 587 _ _ _ _ _ _ - 712 861 — — — _ _ _ _ _ — — - - - — _ 832 - — - — 649 — — 709 549 780 626 629 459 — 589 526 513 418 396 — Florida _ Tampa-St. Petersburg-Clearwater 310 384 465 336 454 335 522 426 320 517 _ 370 481 578 370 478 437 574 466 604 515 — Georgia 640 683 _ 852 383 478 — 464 618 416 760 — 475 _ _ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 46 572 i _ 546 497 — 609 — 486 - - - — 718 530 - Illinois 375 572 558 832 Table B-2. Average weekly pay1 in all industries, technical and protective service occupations, selected areas, 1992 — Continued Technical State, area, and reference month Computer Operators I Indiana Elkhart-Goshen (October).................... Evansville (February) ............................ Gary-Hammond (December)................ Indianapolis (July) ................................. South Bend-Mishawaka (September) ... II III Drafters IV I $514 475 602 464 - $404 334 407 391 351 - - Iowa Davenport-Rock Island-Moline (January) ............................................. -■ 401 520 - - Kentucky Louisville (September)........................... 302 405 458 - Louisiana New Orleans (July)................................ - 363 464 Maine Oxford County (October)...................... - - 459 Maryland Baltimore (May)..................................... Cumberland (December)...................... 341 418 491 - - - Massachusetts Boston (May) ......................................... Lawrence-Haverhill (October) .............. Worcester (August) ............................... 362 - 424 412 393 513 546 490 Michigan Detroit (December)................................ Van Buren County (November)............ Minnesota Minneapolis-St. Paul (January) ............ St. Cloud (April)..................................... $330 345 364 $423 446 464 435 432 Engineering Technicians Ill $553 555 — 564 IV I II $660 — - - - - 431 - - - 321 456 “ ~ - - 455 - “ - - “ 357 - 454 - - 509 647 553 620 $540 643 - $362 II - 491 Protective service 729 III $526 555 544 Engineering Technicians, Civil IV V VI $675 - - 684 I $275 II $357 III $448 - IV V $613 - - ~ - - Corrections fighters Officers $367 $495 $576 570 - 482 - - - - - “ - - - - - - ~ “ - 582 605 - - - - 696 - - 578 - - - - - - - “ - - - - - - - - - 565 700 583 414 525 633 - - - 336 ~ 654 - 693 - - $445 - - - - - - - - 501 495 461 674 746 640 - - - - - - - 570 - - - - - - - 811 - 837 419 542 692 367 480 - - - - ~ 342 - 409 374 491 475 625 - 376 365 444 - 542 522 694 - - 388 380 - - 446 - 327 402 417 524 505 630 562 397 418 445 457 - 375 - “ - - - - - - — — — 573 519 659 744 - - - - 477 - 562 - 661 - - - “ - 549 591 695 711 - 472 468 - - - - - - - - — - — — - 797 “ “ $682 II ~ 574 - “ - 1 $486 - $860 Police Officers, 507 406 521 - 609 623 - - 622 593 - - - - 404 493 608 681 752 - - - - - - 543 515 644 477 672 633 — - - - - - - - - - - - - - - - - - - - - - - - - 551 546 697 717 805 - 323 390 493 596 731 393 564 575 - - - - ~ - - - - - - - - - - - - - - - - - - - - - - - - 345 580 460 - ~ - - - “ “ “ “ — 582 468 - - Mississippi Jackson (December) ............................. Missouri Kansas City (August)............................. St. Louis (March)................................... 572 - Montana Billings (August) .................................... Nebraska Dodge County (August)......................... New Hampshire Carroll County (October) ...................... - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 47 - Table B-2. Average weekly pay in all industries, technical and protective service occupations, selected areas, 1992 — Continued Protective service Technical Computer Operators State, area, and reference month II I New Jersey Bergen-Passaic (April) .......................... Monmouth-Ocean (August).................. Newark (February) ................................ New Mexico San Juan County (September)............. $387 - $455 446 432 III IV $522 535 535 $663 653 503 - 503 660 645 - 409 434 450 550 563 543 - 364 362 387 - - - - - - 495 - - “ 429 414 416 385 522 495 475 473 621 - 404 379 - — — — “ — — - - — ~ ~ ~ - 377 779 662 713 _ 618 884 725 - “ - - - - - - ~ ~ “ 436 422 550 - - “ “ 630 — — _ — “ 579 628 542 549 731 701 379 477 501 415 426 - - - “ 416 - - - - - ~ - - ~ ” - 463 507 487 — ~ - — - ~ — - 224 217 235 338 ~ - — 563 642 683 853 434 492 505 535 641 783 897 — $1,075 331 307 384 412 490 522 544 700 - - - - - - - 320 371 422 558 510 - 364 425 — ~ ” ~ 687 432 447 349 - 355 443 393 381 500 447 599 412 501 496 571 644 444 470 - - 392 - 545 576 361 430 563 - 436 419 464 521 435 549 538 583 534 - 691 - “ - 583 - ~ _ See footnotes at end of table. 48 527 859 ~ - — 651 733 — - - — - - — 572 544 _ 383 398 637 599 614 452 — 490 — $1,015 585 * 619 — — ~ — - — 338 359 364 — ” — - - — - — ” _ 483 — 558 — “ — — 564 500 ~ 637 “ 613 720 540 ~ — — — “ — 366 - - ~ 340 309 445 339 369 406 “ 390 297 376 372 541 “ 314 371 407 375 510 431 404 544 593 — ~ $374 - $617 “ - — - - - - — - - 713 790 — II $493 - — 664 ~ $410 i $417 “ “ $383 _ ■ Police Officers, Uniformed $348 ~ — 746 824 — Fire- — 615 653 - Correc tions Officers ~ 541 528 557 - https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 454 478 Oregon Portland (May)....................................... Salem (July) .......................................... 395 $914 — - “ 310 $748 - - Utah Salt Lake City-Ogden (April)................. $611 “ Oklahoma Pittsburg County (September).............. 302 V “ - 421 412 338 330 357 IV - 597 573 354 346 III “ 491 479 481 - - II - 396 414 388 - Texas Dallas (November) ................................ Houston (March).................................... Longview-Marshall (June) .................... Nacogdoches County (September)...... San Antonio (July)................................. 1 749 _ 322 - VI 616 544 Tennessee Chattanooga (September).................... Dyer County (October) ......................... Memphis (October)................................ Nashville (February).............................. $540 V 484 652 663 - - IV - 448 563 565 South Carolina Beaufort County (September) .............. Greenwood County (October) .............. $740 III “ 458 478 516 436 Pennsylvania Philadelphia (November)...................... Pittsburgh (January).............................. Reading (May)....................................... Scranton-Wilkes-Barre (November)..... $610 662 619 396 II — 339 317 I - - 310 IV - - Ohio Cincinnati (March) ................................. Cleveland (August)................................ Columbus (November) ......................... Scioto County (December)................... $466 564 504 III 508 - - $434 II - - New York Delaware County (September)............. Nassau-Suffolk (December)................. New York (April) .................................... Poughkeepsie (August)......................... Rochester (November)......................... i Engineering Technicians, Civil Engineering Technicians Drafters $563 685 - ~ $698 ~ - 391 552 297 395 — ~ ' 536 - 558 545 497 569 524 “ —■ Table B-2. Average weekly pay' in all industries, technical and protective service occupations, selected areas, 1992 — Continued Technical State, area, and reference month Computer Operators 1 Vermont Burlington (August)................................ Virginia Norfolk-Virginia Beach-Newport News (August)................................................ Richmond-Petersburg (July).................. Washington Seattle (December) ............................... Wisconsin Appleton-Oshkosh-Neenah (June)....... Manitowoc (December) ......................... Milwaukee (October)............................. Wyoming Sweetwater County (September)......... II Ill Drafters IV 1 II Engineering Technicians Ill $371 $405 - 400 402 487 463 - - 410 495 - - - 371 385 408 435 522 511 - 366 470 589 - - - - - - $367 - IV 1 II Ill IV Engineering Technicians, Civil V VI 1 II Ill IV CorrecV $530 $361 446 $421 449 $566 $519 $385 $535 576 528 618 - - - - - 807 778 - $573 - - - - - - - - - - - - - 707 - - - 536 642 697 592 554 588 700 - - - - - - - 475 - 505 536 - - - - - - - - - - 570 - 442 627 545 - - - - $448 $486 II - $442 $397 1 “ - $308 Police Officers, Uniformed - $673 $643 Officers Firefighters 519 500 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Protective service $806 682 NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. Computer Operators V did not meet publication criteria in any area. Average pay for Civil Engineering Technicians VI in Anaheim-Santa Ana, CA, the only area which published an average for this occupation, was $1,366. 49 Table B-3. Average weekly pay' in all industries, clerical occupations, selected areas, 1992 Clerks, Accounting Clerks, General Clerks, Order Key Entry Operators Personnel Assistants (Employment) Secretaries State, area, and reference month I II III IV I - II III IV I II $287 $342 $403 - - 287 302 318 Alabama Huntsville (January).............................. $258 $314 $376 $456 Arizona Phoenix (May) ...................................... 296 341 383 469 Arkansas Little Rock-North Little Rock (November) ......................................... 348 327 377 384 - 279 412 - 275 340 325 344 319 474 464 480 430 474 421 484 498 453 403 555 537 554 493 481 519 524 567 332 - 419 440 444 407 414 391 421 437 421 365 515 505 519 466 483 474 477 495 495 489 298 379 382 408 443 402 587 463 463 328 383 355 342 312 300 389 383 348 290 388 395 - 392 414 405 368 417 362 410 423 366 331 307 Colorado Denver (November).............................. - 348 400 502 - 305 369 447 Connecticut Danbury (February).............................. New Britain (February) ......................... - 362 360 409 436 500 445 - 328 322 353 432 - Delaware Wilmington (December)........................ - 376 429 554 264 310 354 District of Columbia Washington (February)......................... 350 374 442 514 - 344 296 400 431 404 429 492 479 - 264 - 331 361 340 261 324 373 459 270 360 306 424 409 511 - 369 284 415 374 California Anaheim-Santa Ana (October)............. Los Angeles-Long Beach (December) .. Oakland (February) .............................. Riverside-San Bernardino (August)...... Sacramento (August) ........................... San Diego (November)......................... San Francisco (April)............................ San Jose (August)................................ San Luis Obispo County (October) ...... Visalia-Tulare-Porterville (May)............ Florida Bradenton (April) .................................. Miami-Hialeah (December) .................. Monroe County (September)................ Tampa-St. Petersburg-Clearwater (July)................................................... Georgia Atlanta (April)........................................ Augusta (June)...................................... - Illinois Chicago (May)...................................... Vermilion County (November).............. ~ 310 II Ill IV 1 - - - - - $341 III IV $348 $445 $526 $605 $288 $289 $359 II V i II - - - - 347 346 431 467 593 310 300 335 - 259 354 - - - - 320 “ 402 563 - 268 - 349 418 429 517 412 440 410 365 401 413 436 459 426 - 506 507 490 472 471 457 492 511 513 438 555 574 551 522 486 520 559 581 532 489 627 605 628 609 568 601 621 646 636 554 485 534 - 360 364 362 327 344 324 409 404 307 307 395 438 396 421 400 445 453 425 339 767 769 738 713 636 709 755 770 - 346 360 410 338 325 367 358 296 287 323 380 302 377 378 461 546 340 - - 400 418 406 - - 312 373 400 470 340 466 357 393 416 316 367 - - - 273 326 - 309 392 371 - 402 411 244 275 331 411 “ - 275 365 - 301 288 416 317 354 326 475 - - 330 262 - 502 287 380 509 336 412 300 373 323 - 325 231 454 - - - - - - - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis I $365 402 $399 $300 II Word Processors 288 $255 $323 I Switch board OperatorRecep tionists 50 426 382 $344 - $442 $534 444 468 408 470 524 $633 417 373 402 Ill $384 572 579 437 378 437 463 452 518 447 - - 628 543 - 412 - 470 - - 376 437 - 383 431 482 577 659 320 371 416 503 - - - - 435 376 455 476 502 526 584 626 686 - 353 351 - 444 458 - - - - - - 441 544 613 765 353 314 425 - 396 476 573 403 471 522 588 704 353 399 457 501 - - - 332 368 338 401 435 439 467 470 504 551 572 627 685 346 413 - 276 301 347 - - - - - 342 390 461 509 - 280 299 355 - 334 265 382 424 501 - - - 348 301 - - - 382 461 525 - 406 394 494 528 698 - 349 342 565 - - - 412 463 417 291 464 354 513 430 714 - - 599 - - - 364 438 ~ 496 “ Table B-3. Average weekly pay' in all industries, clerical occupations, selected areas, 1992 — Continued Clerks, Accounting Clerks, General Key Entry Operators Clerks, Order Personnel Assistants (Employment) Secretaries State, area, and reference month i Indiana Elkhart-Goshen (October) .................... Evansville (February) ........................... Gary-Hammond (December)................ Indianapolis (July) ................................. South Bend-Mishawaka (September) ... - $330 294 386 333 329 Iowa Davenport-Rock Island-Moline (January)............................................. - 319 Kentucky Louisville (September).......................... - Louisiana Acadia Parish (October)....................... New Orleans (July)................................ III I II in IV r II I II I II Ill IV 1 II Ill IV - - 484 - - 311 370 456 335 - 312 - 328 395 511 222 274 323 378 323 - 257 342 236 322 334 374 472 198 243 263 338 373 - - 273 298 - - - - 337 316 377 400 439 553 Maine Oxford County (October)...................... - - 333 - - - - - - - - - - - - - 335 - 436 - Maryland Baltimore (May).................................... Cumberland (December)...................... 327 355 345 419 413 520 289 281 366 387 409 385 308 - 368 - - 460 - 454 - 418 - - 312 - - - 385 342 428 393 475 440 Massachusetts Boston (May)......................................... Lawrence-Haverhill (October) .............. Worcester (August) ............................... - 385 353 372 436 425 436 525 543 491 346 338 - 323 398 431 393 444 525 436 475 429 351 337 330 399 409 387 — - 355 324 - 416 400 391 458 444 418 503 501 488 Michigan Detroit (December)............................... Van Buren County (November)............ - 355 367 462 416 594 283 434 372 - - - 294 - - 345 270 446 - - Minnesota Minneapolis-St. Paul (January) ............ St. Cloud (April).................................... 284 363 327 413 404 460 487 270 349 318 303 384 383 452 320 265 425 331 - 366 358 Mississippi Jackson (December) ............................ - 317 361 - - 245 299 - 297 - _ 313 317 Missouri Kansas City (August)............................ St. Louis (March).................................. 298 358 332 380 405 411 — 478 292 287 332 350 372 460 438 307 336 387 286 293 363 369 - - Montana Billings (August) ................................... - 312 368 387 - 232 292 - ~ - 263 - - 294 249 400 302 “ “ 246 316 324 “ - — - 368 - - - — $396 344 469 393 383 IV $292 284 275 278 272 Nebraska Dodge County (August)........................ Scotts Bluff County (October)............... $266 225 303 269 II $450 549 $235 ~ $334 304 376 353 358 $452 - - 420 391 514 $314 312 322 $395 312 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis $272 257 312 300 290 51 $348 347 347 361 352 $301 - - $333 $386 $351 307 390 321 312 $416 456 378 395 $508 499 513 479 485 - - _ - - - - 309 389 - - - 352 $562 $566 V $616 Switch board OperatorRecep tionists $288 286 309 315 294 Word Processors I $270 II - _ _ _ - 309 386 - 300 353 368 - - 256 291 _ 275 _ 336 _ - - 259 - - - 526 608 - 324 303 368 - - 419 - _ - 603 590 542 716 623 374 360 343 412 452 - _ 582 751 - 343 344 339 477 594 - - - _ _ - _ 728 - 630 737 311 412 454 591 - - _ _ 325 _ $374 Ill 430 - 486 - 420 470 - - 431 - - - 460 435 561 492 - - - - 356 317 416 415 450 452 529 645 404 498 - 323 289 341 - - - - - - “ 311 346 404 - - 277 298 - - 433 . ~ - 367 369 415 430 471 482 543 567 680 316 324 321 375 389 376 _ 475 - - - 314 350 403 - - 274 317 397 - - - - 295 - - - - - 266 232 _ - _ - 373 - - $575 _ - Table B-3. Average weekly pay1 in all industries, clerical occupations, selected areas, 1992 — Continued Clerks, General Clerks, Accounting Clerks, Order Key Entry Operators Personnel Assistants (Employment) Secretaries State, area, and reference month I New Hampshire Carroll County (October)....................... New Jersey Bergen-Passaic (April) .......................... Monmouth-Ocean (August).................. Newark (February) ................................ New Mexico San Juan County (September)............. New York Delaware County (September)............. Nassau-Suffolk (December) ................. New York (April) .................................... Poughkeepsie (August)......................... Rochester (November).......................... Ohio Cincinnati (March) ................................. II - $276 IV V — $389 — — II III IV i II 1 II . II - - - - - - - - - - “ - - - . - - $382 402 438 - - - 339 — ~ 344 417 421 427 458 490 397 339 $529 476 529 $393 373 398 $451 431 460 $432 $337 318 351 $400 403 422 291 360 - - 268 - - - - - - - 365 302 396 397 351 386 377 474 455 452 450 583 546 289 262 372 424 262 381 474 382 273 300 441 435 - $426 406 - 344 393 398 375 406 419 475 606 327 359 310 351 398 415 432 357 472 497 491 241 245 247 - 326 318 329 224 385 407 317 — $277 277 $330 299 339 $366 392 424 “ 376 III I $449 429 440 482 455 425 303 296 320 - 380 284 _ - — 416 — 310 295 - _ - “ — ~ — ~ — 482 334 354 398 - $488 497 IV II IV 392 377 385 $324 322 338 III I III $617 $619 587 598 $709 Switch board OperatorRecep tionists Word Processors I $264 $396 344 385 II III — — $476 422 441 “ 686 377 343 355 — — 280 — — 485 513 559 543 616 641 720 767 435 382 492 493 “ 543 605 726 286 361 390 320 322 393 7* “ 452 476 491 502 548 525 527 302 311 311 341 — 350 419 440 412 — 465 - 732 671 621 ~ “ — 260 323 299 335 - 404 388 — 370 “ 417 470 360 ~ — — $465 457 481 536 531 543 _ “ 386 394 471 456 - - — - — 394 - 410 426 432 392 — ~ — 300 — “ — $524 553 Columbus (November) .......................... Scioto County (December)................... - 322 348 352 257 Oklahoma Pittsburg County (September).............. - 276 “ - ~ ~ Oregon Portland (May)....................................... Salem (July) .......................................... _ 348 351 405 409 503 _ _ _ _ _ _ 340 - - - - - - - 473 460 611 - 412 402 540 - 324 321 368 - 361 358 340 - 292 309 368 - - - Pennsylvania Philadelphia (November)....................... Pittsburgh (January).............................. Reading (May)....................................... Scranton-Wilkes-Barre (November)..... 311 282 267 275 357 331 340 309 422 440 414 371 482 544 - 260 232 242 - 322 289 391 338 429 507 371 340 - 484 316 - — 548 - 395 392 349 323 428 414 364 365 494 451 446 420 564 505 529 442 663 594 495 313 294 300 292 428 346 451 - 387 285 — 301 - - 342 300 306 264 - 323 300 - - - 278 329 - - - “ 355 - — - “ 342 395 389 400 472 - — 319 285 - — — — 248 308 328 321 312 407 242 262 330 419 285 - 354 333 405 380 430 376 450 432 553 524 “ 289 330 296 299 354 “ 389 340 - - 353 335 - 300 347 337 333 507 419 - 387 354 313 275 296 314 302 348 267 410 393 378 506 422 486 530 278 260 322 312 384 382 391 286 365 422 399 305 372 461 378 384 - 373 400 433 507 559 381 360 441 430 526 482 - - - - - - - - - - 269 312 — 366 ~ — 499 - 345 307 280 - 455 466 413 686 729 340 401 395 388 320 316 340 586 611 - 308 305 278 - - 331 349 - South Carolina Beaufort County (September) .............. Greenwood County (October).............. Tennessee Chattanooga (September).................... Dyer County (October) .......................... Memphis (October)................................ Nashville (February).............................. Texas Dallas (November) ................................ Houston (March).................................... Longview-Marshall (June) .................... Nacogdoches County (September)...... San Antonio (July)................................. 294 286 286 281 332 307 - — 359 350 312 260 324 354 - 382 366 - 421 431 361 - - - - - - 248 264 364 434 238 - “ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 52 - - 497 506 393 413 277 Table B-3. Average weekly pay1 in all industries, clerical occupations, selected areas, 1992 — Continued Clerks, Accounting Clerks, General Key Entry Operators Clerks. Order Personnel Assistants (Employment) Secretaries State, area, and reference month I ii III IV i II Ill IV I II I II 1 II Ill IV $408 $543 1 II Ill IV V Switch board OperatorRecep tionists Word Processors I II Ill Utah Salt Lake City-Ogden (April)................. $254 $324 $404 $504 $248 - 312 381 282 285 321 332 396 409 455 504 - - 357 420 505 286 320 318 361 388 383 423 - 279 - 384 440 $272 $310 $346 $291 $350 $292 $353 $338 $346 $379 $445 - 329 371 443 - $282 $532 $387 Vermont Burlington (August)................................ 318 - - 359 437 - - - 328 - - 240 296 315 340 353 485 370 372 429 292 292 296 397 “ - “ - - 354 384 395 424 448 462 511 558 $666 635 258 300 $312 329 361 394 - 323 395 460 356 412 343 406 - - 428 - 399 450 494 589 704 338 379 476 335 334 384 244 367 433 367 - - - - 363 337 412 447 430 451 484 556 634 283 302 332 364 438 252 262 314 335 265 279 285 333 383 498 347 408 - - - - 351 435 - - - - - - - - 397 - 470 - - 350 - - - - - - - - Virginia Norfolk-Virginia Beach-Newport News (August)............................................... Richmond-Petersburg (July).................. Washington Seattle (December)............................... $536 Wisconsin Appleton-Oshkosh-Neenah (June)....... Manitowoc (December) ......................... Milwaukee (October) ............................. - 428 341 331 Wyoming Sweetwater County (September) ......... 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. 53 Table B-4. Average hourly pay1 in all industries, maintenance and toolroom occupations, selected areas, 1992 Maintenance State, area, and reference month General Maintenance Workers Electronic Technicians Electricians 1 II Ill Machinists Mechanics, Machinery Mechanics, Motor Vehicle Pipefitters Tool and Die Makers Alabama Huntsville (January)..................................... $8.88 $14.37 $7.67 $12.84 $14.97 $14.49 $15.18 $13.82 - - Arizona Phoenix (May).............................................. 8.37 16.25 10.92 15.10 15.40 16.97 13.14 15.01 - $15.15 Arkansas Little Rock-North Little Rock (November) .... 7.34 13.65 - 16.29 16.54 14.45 12.72 13.30 - 14.80 11.17 11.47 12.12 10.47 10.43 10.50 16.47 18.06 17.66 16.22 13.87 15.65 18.20 14.74 16.74 15.23 18.90 19.98 18.70 19.22 20.56 18.26 17.72 15.83 18.19 18.23 15.85 16.34 16.13 18.86 $18.36 18.66 20.44 16.98 17.98 10.52 11.89 11.82 9.21 18.32 19.31 21.35 16.58 17.44 18.22 25.28 20.65 17.24 - Colorado Denver (November) ..................................... 9.65 17.88 - Connecticut Danbury (February) ..................................... New Britain (February)................................. 12.28 12.04 17.34 17.24 Delaware Wilmington (December) .............................. 9.91 District of Columbia Washington (February)............................... California Anaheim-Santa Ana (October) ................... Los Angeles-Long Beach (December)........ Oakland (February)...................................... Riverside-San Bernardino (August) ............ Sacramento (August)................................... San Diego (November)................................ San Francisco (April) ................................... San Jose (August) ....................................... San Luis Obispo County (October)............. Visalia-Tulare-Porterville (May) .................. 17.97 18.70 15.46 17.58 19.46 15.12 15.45 16.02 18.93 18.54 - 13.67 13.24 14.19 14.53 - 19.78 15.82 14.52 15.76 17.64 - 14.78 - 15.45 - “ 16.54 17.35 14.77 17.08 15.55 18.50 - 15.91 18.88 16.77 15.02 16.51 18.72 - 8.63 16.62 12.67 17.33 18.15 - 15.01 15.28 14.25 - Florida Bradenton (April).......................................... Miami-Hialeah (December)......................... Monroe County (September) ...................... Tampa-St. Petersburg-Clearwater (July).... 8.63 9.13 8.13 8.55 15.27 12.12 14.93 - _ 13.80 _ 12.13 17.29 14.95 16.19 11.29 13.35 13.18 13.99 15.12 10.31 15.30 16.82 17.30 15.29 Georgia Atlanta (April) .............................................. Augusta (June) ............................................ 9.64 9.71 15.95 13.08 11.47 9.48 16.53 Illinois Chicago (May) ............................................. Vermilion County (November) .................... 11.57 8.55 18.38 12.27 - - - Indiana Elkhart-Goshen (October)........................... Evansville (February)................................... Gary-Hammond (December) ...................... Indianapolis (July)........................................ South Bend-Mishawaka (September)......... 9.93 8.74 10.41 8.88 9.81 13.87 15.19 16.88 17.92 15.04 “ 15.92 17.45 16.01 - - 10.52 14.27 - - - - - - - — - - 21.26 - - 15.73 _ - - - - 16.40 18.48 17.37 - - 13.44 15.98 14.51 14.25 18.25 - - - - - 17.20 15.72 18.41 - 16.26 17.19 20.23 - - - - 14.84 15.56 13.54 14.09 16.12 14.92 14.70 18.06 19.26 15.23 - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 18.83 16.06 54 17.49 13.53 13.17 15.48 18.16 15.77 14.60 14.45 12.57 14.69 Table B-4. Average hourly pay' in all industries, maintenance and toolroom occupations, selected areas, 1992 — Continued Maintenance State, area, and reference month General Maintenance Workers Electronic Technicians Electricians I II III Machinists Mechanics, Machinery Mechanics, Motor Vehicle Pipefitters Tool and Die Makers $16.37 $14.46 $16.94 $17.39 13.49 18.31 17.37 Iowa Davenport-Rock Island-Moline (January) .... $9.32 $16.99 - $14.95 - - Kentucky Louisville (September)................................. 8.52 17.35 - 16.21 - $17.39 16.42 Louisiana Acadia Parish (October) ............................. New Orleans (July)...................................... 7.51 8.07 13.05 - 15.06 _ - _ 15.86 13.28 9.37 11.94 16.38 - Maine Oxford County (October) ............................ 8.35 - - - - - - 11.16 - - Maryland Baltimore (May) ........................................... Cumberland (December) ............................. 10.18 9.08 15.28 - 15.74 - $15.97 14.78 13.99 17.30 - 13.66 11.49 15.97 - Massachusetts Boston (May) ............................................... Lawrence-Haverhill (October)..................... Worcester (August)...................................... 10.66 12.26 11.53 17.19 17.78 15.01 $11.84 14.34 14.21 18.82 20.16 16.00 16.40 14.50 15.62 14.73 13.67 15.08 14.28 14.82 16.73 17.71 14.75 18.26 Michigan Detroit (December) ...................................... Van Buren County (November) .................. 11.21 11.62 19.31 15.54 11.73 Minnesota Minneapolis-St. Paul (January)................... St. Cloud (April) ........................................... 11.86 10.21 18.36 17.06 11.02 Mississippi Jackson (December).................................... 7.77 Missouri Kansas City (August)................................... St. Louis (March) ......................................... - - _ 14.70 - - - 19.42 16.96 15.86 18.19 14.61 15.67 12.77 19.18 19.29 - 13.90 12.90 16.00 17.63 14.48 14.97 12.48 14.93 14.38 18.68 - - 18.00 14.18 14.04 - 15.00 - - 14.27 11.77 - - 7.90 9.72 17.77 17.84 - 17.15 16.41 17.68 16.74 15.48 17.30 17.56 14.97 15.50 14.46 18.13 17.67 18.90 18.43 Montana Billings (August)........................................... 7.56 16.30 - 17.52 - - 15.79 13.64 18.05 Nebraska Dodge County (August) ............................... Scotts Bluff County (October)..................... 8.16 7.97 - - - _ - _ _ - 11.74 10.90 _ - - - New Hampshire Carroll County (October)............................. 8.36 - - - - - - 11.64 - - New Jersey Bergen-Passaic (April)................................. Monmouth-Ocean (August) ........................ Newark (February)....................................... 11.74 12.27 13.08 16.28 14.53 17.85 10.02 18.05 15.47 15.58 13.65 15.26 15.26 14.54 15.40 _ _ - 16.43 17.02 18.15 17.86 16.39 14.72 16.61 New Mexico San Juan County (September) ................... 8.24 - 14.00 11.80 - - - - - _ - - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 55 _ 15.26 - - Table B-4. Average hourly pay1 in all industries, maintenance and toolroom occupations, selected areas, 1992 — Continued Maintenance State, area, and reference month General Maintenance Workers Electronic Technicians $10.03 11.87 12.47 10.02 11.27 $10.04 10.09 5 — 14.37 14.02 16.58 16.42 17.25 16.66 7.77 “ 9.47 10.41 16.13 14.36 10.43 14.26 - - 10.51 10.33 10.03 10.63 15.83 14.82 14.46 14.29 9.90 7.84 9.99 ~ — 15.80 14.35 18.37 - 16.65 13.64 14.97 16.92 14.94 16.07 15.87 — ■ Oklahoma Pittsburg County (September) .................... 18.17 18.69 16.73 - $16.40 — 14.51 14.57 14.80 12.29 13.77 $15.73 9.26 10.21 9.36 7.72 ~ ■ - Ohio Cincinnati (March)........................................ Cleveland (August) ...................................... Columbus (November)................................. Scioto County (December) .......................... ” — $14.33 15.84 17.16 - • __ “ $16.46 $18.46 19.01 - $17.75 20.81 17.03 17.89 15.17 $16.77 “ III — $16.09 16.69 17.20 15.51 14.53 Mechanics, Motor Vehicle II - Tool and Die Makers Mechanics, Machinery 1 New York Delaware County (September) ................... Nassau-Suffolk (December) ........................ New York (April)........................................... Poughkeepsie (August) ............................... Rochester (November) ................................ Pipefitters Machinists Electricians 10.62 — Oregon Portland (May) ............................................. Salem (July)................................................. 15.83 “ 15.84 18.28 15.56 13.73 — 13.50 — 15.03 13.06 Pennsylvania Philadelphia (November) ............................. Pittsburgh (January) .................................... Reading (May) ............................................. Scranton-Wilkes-Barre (November)............ - 15.13 — 14.29 13.37 12.69 14.90 14.66 12.79 13.22 15.39 14.06 13.51 14.47 ■ “ 11.64 9.98 12.74 11.83 12.82 15.45 — ” 14.31 13.53 15.17 14.47 15.01 18.06 15.12 14.43 15.77 12.25 15.28 12.54 11.05 11.58 11.59 — 11.25 14.20 13.75 14.78 13.12 11.70 13.20 19.54 13.10 12.56 16.76 14.60 16.42 16.15 _ — 13.89 South Carolina Beaufort County (September)..................... Greenwood County (October)..................... ~ — — Tennessee Chattanooga (September) ........................... Dyer County (October)................................. Memphis (October)...................................... Nashville (February) .................................... 15.03 8.60 8.80 9.05 8.39 12.49 9.14 8.64 7.67 6.87 14.28 16.44 13.62 10.84 12.31 10.99 11.92 15.36 15.75 16.66 17.32 8.75 13.80 15.15 16.79 8.65 14.06 11.35 - 17.19 9.70 13.61 8.71 7.81 14.78 18.34 15.74 15.17 - ~ 16.28 15.15 Texas Dallas (November)....................................... Houston (March) .......................................... Longview-Marshall (June)............................ Nacogdoches County (September) ............ San Antonio (July) ....................................... Utah Salt Lake City-Ogden (April)........................ Vermont Burlington (August)...................................... — _ —_ ~ _ 12.99 ~ 16.00 15.39 13.77 — ■ 15.34 17.08 Virginia Norfolk-Virginia Beach-Newport News (August)..................................................... Richmond-Petersburg (July)........................ - 16.45 18.69 15.15 17.66 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 56 13.98 17.34 14.45 18.80 “ Table B-4. Average hourly pay1 in all industries, maintenance and toolroom occupations, selected areas, 1992 — Continued Maintenance State, area, and reference month General Maintenance Workers Electronic Technicians Electricians 1 II III $16.28 $19.07 Machinists Mechanics, Machinery Mechanics, Motor Vehicle Pipefitters Tool and Die Makers $17.66 $18.52 $17.28 - - 14.79 14.21 11.97 15.01 14.00 13.23 15.37 $15.26 $14.91 13.37 17.15 18.92 15.20 - Washington Seattle (December)...................................... $10.44 $18.43 - 9.96 10.42 10.67 15.38 13.86 18.00 $14.58 10.83 19.94 Wisconsin Appleton-Oshkosh-Neenah (June) ............. Manitowoc (December)................................ Milwaukee (October).................................... - - - - 17.37 _ - _ 17.55 18.45 Wyoming Sweetwater County (September)................. _ “ - 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail, 57 Table B-5. Average hourly pay' in all industries, material movement and custodial occupations, selected areas, 1992 Guards State, area, and reference month Alabama Operators $9.53 Janitors II 1 $5.73 Arizona Arkansas Little Rock-North Little Rock (November) .. 8.62 11.11 12.95 13.79 12.30 12.35 15.81 10.17 8.04 - 12.06 9.23 11.50 9.21 7.29 7.77 9.38 7.66 7.14 7.30 9.44 8.19 13.74 12.46 11.51 14.47 13.05 16.19 11.93 11.73 12.95 10.84 11.55 11.85 12.77 11.62 10.70 - 9.11 - 12.91 15.38 15.55 12.68 13.74 12.68 15.63 15.29 _ 7.16 7.72 9.03 8.32 9.32 7.54 9.52 8.30 10.03 8.34 $8.49 13.09 _ 10.69 7.46 11.64 10.11 12.92 12.76 14.70 8.22 - - 9.51 10.80 11.05 11.22 8.56 11.70 10.24 10.99 11.52 6.37 9.04 10.57 9.91 6.50 _ 8.57 8.07 9.64 8.98 10.19 - 9.77 10.25 9.50 11.53 8.32 Connecticut Delaware _ 11.19 11.46 12.48 12.23 11.15 15.85 15.60 10.43 15.06 14.44 10.03 12.33 - 7.22 12.11 7.87 8.35 10.29 7.62 10.69 6.81 7.73 13.36 9.31 9.30 14.14 11.64 16.97 11.06 7.45 8.04 7.12 _ 12.35 8.09 11.70 _ 11.28 _ 7.18 9.52 8.11 7.96 — 8.84 12.35 7.13 9.09 8.47 6.07 5.46 7.83 6.44 - 9.77 7.75 7.94 8.91 _ 14.38 9.56 7.70 12.12 14.40 14.41 8.76 7.08 9.80 16.28 - 15.79 11.17 - _ - 17.44 - 13.86 _ 12.90 Florida 7.75 12.07 7.01 5.69 7.07 4.97 8.63 _ - Georgia 6.35 9.30 12.35 _ 6.96 5.75 6.98 5.76 Illinois 11.97 13.54 6.42 _ Indiana South Bend-Mishawaka (September)....... 8.51 8.71 13.67 12.49 9.77 Iowa Davenport-Rock Island-Moline (January) .. 12.60 _ 5.60 6.37 4.80 _ . _ 11.08 - 8.28 10.01 7.98 8.27 9.22 6.78 7.38 7.30 7.28 13.41 _ 7.35 7.59 - 8.95 9.22 7.67 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 15.53 District of Columbia Tampa-St. Petersburg-Clearwater (July) ... $8.44 11.23 $9.92 9.60 $9.62 Warehouse Specialists $13.44 5.20 11.06 $10.62 Tractor Trailer 11.47 - 5.77 Heavy Truck 13.10 4.83 Colorado Medium Truck $7.51 5.67 _ _ Truckdrivers Light Truck 8.59 $11.14 14.13 10.79 12.62 8.67 13.44 11.75 11.36 Shipping/ Receiving Clerks $10.40 5.74 6.89 6.71 5.75 6.42 6.41 7.01 7.96 Order Fillers $5.58 California Los Angeles-Long Beach (December) ..... Material Handling Laborers 58 - “ 8.31 8.77 12.75 9.46 9.05 7.78 6.98 10.81 7.32 - 13.47 10.85 9.95 - - - — 11.73 - _ — 8.73 12.28 13.83 15.85 11.52 9.42 9.52 12.94 10.14 14.16 14.11 Table B-5. Average hourly pay1 in all industries, material movement and custodial occupations, selected areas, 1992 — Continued State, area, and reference month Guards Forklift Operators I II Material Handling Laborers Order Fillers Shipping/ Receiving Clerks Light T ruck Medium Truck Heavy Truck Tractor Trailer $8.60 $14.86 $9.59 $11.04 $11.48 11.36 10.24 Truckdrivers Kentucky Louisville (September)............................... $11.06 $5.10 - $6.69 $9.51 $10.03 $10.64 Louisiana Acadia Parish (October) ............................ New Orleans (July).................................... 9.05 5.12 - 5.30 5.14 _ 7.97 _ 7.15 7.16 6.83 9.96 - Maine Oxford County (October) ........................... - - - 6.96 - - - - - - $9.78 6.90 8.39 9.96 8.22 8.46 9.17 Maryland Baltimore (May) ......................................... Cumberland (December) ........................... Massachusetts Boston (May) ............................................. Lawrence-Haverhill (October)................... Worcester (August).................................... Michigan Detroit (December) .................................... Van Buren County (November) ................. 12.94 - 6.75 - - 11.87 10.35 10.66 7.43 7.87 7.16 12.21 15.18 6.65 12.55 - - - - 11.36 _ _ 9.42 6.71 - - - 7.88 _ 7.51 11.59 11.83 10.73 10.57 _ 9.79 10.07 13.71 10.50 12.41 8.66 - - - - Specialists _ - 11.44 - - 9.65 12.85 11.33 8.81 _ 14.53 11.59 13.65 14.82 13.41 14.65 11.60 13.01 10.47 _ 12.45 13.83 13.44 12.84 12.02 10.86 12.36 - 11.56 12.01 - Minnesota Minneapolis-St. Paul (January) ................. St. Cloud (April) ......................................... 12.11 9.57 6.47 9.03 - 7.48 8.49 11.31 7.99 12.65 - 12.40 9.16 12.32 8.93 14.11 - Mississippi Jackson (December) ................................. 8.97 4.94 - 4.88 8.04 7.51 8.83 7.66 - 6.87 12.23 8.37 Missouri Kansas City (August)................................. St. Louis (March)....................................... 12.39 5.96 6.00 9.33 11.28 7.11 6.33 _ 12.72 10.06 9.04 9.83 10.47 _ 7.90 13.18 _ 11.99 11.06 14.30 14.80 10.45 11.20 Montana Billings (August)......................................... 10.31 - - 6.34 - 10.10 9.50 10.56 - - 13.79 11.29 - - - - - 6.49 6.45 _ - _ - 7.22 - _ - - - - New Hampshire Carroll County (October) ........................... - - - 8.26 - - - - - - - - New Jersey Bergen-Passaic (April)............................... Monmouth-Ocean (August) ....................... Newark (February)..................................... 12.06 10.17 12.44 12.66 8.11 9.85 8.41 11.06 8.13 11.41 10.33 7.77 11.68 11.02 10.73 11.80 10.45 16.20 14.88 13.44 14.68 12.33 11.40 14.99 11.95 14.99 13.73 12.37 14.11 - 5.67 12.55 9.66 14.01 Nebraska Dodge County (August)............................. Scotts Bluff County (October).................... New Mexico San Juan County (September) ................. - 7.42 8.11 7.14 - - - - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 59 - _ 12.57 - - 9.26 - Table B-5. Average hourly pay’ in all industries, material movement and custodial occupations, selected areas, 1992 — Continued Guards State, area, and reference month Operators Janitors I II $7.61 $13.31 12.02 New York _ _ $10.49 6.03 6.74 12.06 12.03 9.68 5.64 5.78 6.29 _ _ Ohio 11.02 10.91 _ _ $7.75 9.93 11.52 9.07 7.83 6.84 7.07 7.58 7.06 Material Handling Laborers Order Fillers $8.06 $10.15 _ 8.48 7.41 12.06 9.19 7.14 9.33 10.17 9.45 - _ Truckdrivers Shipping/ Receiving Clerks Light Truck Medium Truck Heavy Truck Tractor Trailer $8.33 9.18 $10.64 11.83 $15.39 $18.35 — 11.66 13.50 10.94 $16.58 17.05 12.16 9.72 10.15 9.64 8.16 8.72 13.85 12.80 12.44 - 13.67 16.19 13.04 Warehouse Specialists $10.84 “ 13.69 10.00 11.63 - - - - - _ _ _ _ _ Oklahoma 5.61 Oregon 11.30 10.09 _ 12.80 11.52 10.33 12.28 7.31 5.22 9.04 5.92 8.34 9.14 11.48 13.22 10.48 12.00 9.57 - 13.14 16.11 11.04 - 14.44 14.96 14.08 13.56 13.29 11.53 10.56 11.08 - - - 10.19 — _ _ 12.22 9.13 12.76 _ 7.41 6.14 - - - - 9.10 8.09 8.50 6.14 10.90 10.72 12.02 8.40 11.29 8.52 9.18 8.64 5.71 14.44 11.23 10.49 9.58 13.84 12.91 9.10 6.07 8.09 9.11 8.29 9.30 8.22 _ 7.63 10.88 9.76 13.89 12.70 ~ 10.62 10.55 8.88 10.50 6.81 11.63 8.26 _ 9.75 5.32 9.05 10.39 5.58 6.46 9.05 9.38 9.62 7.14 8.07 6.55 6.00 _ _ 4.86 12.75 11.61 _ - 5.92 5.10 6.00 5.34 5.31 8.63 5.33 8.55 5.73 10.07 10.89 8.54 - 7.62 - 8.50 11.77 6.03 6.45 13.26 6.22 - Texas _ Utah 5.32 7.35 5.55 5.12 17.11 13.72 9.95 8.26 _ Tennessee Vermont Burlington (August).................................... 10.42 8.80 9.34 9.10 10.99 - 11.58 8.57 7.06 8.72 7.96 _ - South Carolina San Antonio (July) ..................................... 8.10 - 6.87 - Pennsylvania Dyer County (October) ............................. Memphis (October).................................... Nashville (February) .................................. 10.19 9.28 7.54 7.51 _ _- 7.79 -6.39 7.07 7.32 - 9.75 - _ 9.21 12.36 12.74 “ 6.77 _ _ _ _ - - - - — Virginia Norfolk-Virginia Beach-Newport News 11.69 6.33 5.50 10.01 9.63 9.32 10.56 5.31 7.24 7.10 12.75 9.45 11.15 Washington 10.68 9.13 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 60 I 7.96 9.16 13.29 13.11 14.68 15.74 J___ _____ 10.73 10.30 Table B-5. Average hourly pay' in all industries, material movement and custodial occupations, selected areas, 1992 — Continued State, area, and reference month Wisconsin Appleton-Oshkosh-Neenah (June)........... Manitowoc (December) ............................. Milwaukee (October) ................................. Wyoming Sweetwater County (September) ............. Forklift Operators $11.14 13.33 — Gu<irds Janitors I $8.64 II 6.07 - $6.55 6.96 7.38 “ “ 8.67 - - Material Handling Laborers Order Fillers $6.74 $8.44 _ _ 10.20 - - 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 12.98 Shipping/ Receiving Clerks Light Truck Medium Truck Heavy Truck $10.03 8.70 9.95 _ $9.09 _ _ - _ $11.38 - - 16.65 Truckdrivers _ Tractor Trailer $12.34 15.52 - Warehouse Specialists $10.97 10.26 12.08 14.92 NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. 61 Table B-6. Average weekly pay1 in private industry, professional and administrative occupations, selected areas, 1992 Professional Accountants State, area, and reference month I II III - — - — — — ~ ~ IV V Engin eers Attorneys Accountants, Public III II III IV V 1 II “ — — — — “ — — ~ “ — — ~ — — — — - - - - - “ — — ■ — - ~ VI I II III IV — — — — ■ — - ■ ~ IV V VI VII VIII $1,464 $1,675 $1,993 — ~ Alaska Statewide Alaska (July)......................... Alabama Birmingham (July) ................................. Gadsden and Anniston (June)............... Huntsville (January)............................... Mobile (February).................................. Montgomery (January) .......................... ' — — - - — - - — - “ - • — - - “ — — — — - - - - - - , • ~ - ~ ~ Arizona Phoenix (May) ....................................... Tuscon-Douglas (February) .................. - — Arkansas Little Rock-North Little Rock (November) ......................................... - California Anaheim-Santa Ana (October) ............. Fresno (February) ................................. Los Angeles-Long Beach (December) .. Oakland (February) ............................... Oxnard-Ventura (July)........................... Riverside-San Bernardino (August)...... San Francisco (April)............................. San Jose (August)................................. San Luis Obispo County (October) ...... Vallejo-Fairfield-Napa (February)......... - - $534 $619 $767 $946 $1,248 — — 455 574 — 570 — 592 588 ' - — 728 — 952 — 724 741 936 995 “ — — 1,166 1,269 — 729 — — 544 576 684 770 " $1,587 $553 $600 $720 $1,012 — 639 — — 745 - - - - _ - _ 518 _ 576 _ 659 _ 852 - - ~ — - “ — — — — “ — 547 590 677 — — - — — 601 540 — “ — 1,026 $1,236 — — 1,160 - - — - — $1,361 1,393 $1,711 $2,186 “ - “ — — — - _ — - 851 940 _ 1,157 - - - - 578 718 982 - “ - 581 712 _ 928 _ 1,126 _ 1,559 — — - - - — — ■ 826 935 — — 633 664 $736 “ 726 — 730 761 - $879 — 847 — 813 907 — — — — _ - 617 660 749 766 856 898 — — 702 837 Colorado Colorado Springs (June) ...................... Denver (November)............................... Pueblo (July)......................................... ~ $660 — “ T $1,066 $1,253 ” — 986 1,194 986 1,101 1,149 1,341 — 1,050 1,099 “ 1,792 1,804 1,216 1,341 1,458 1,567 1,683 1,726 ~ 1,243 1,443 1,654 — ■ Connecticut Danbury (February)............................... New Britain (February) .......................... - - - — 593 — Delaware Wilmington (December)......................... Washington (February)......................... 481 “ 905 1,233 - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 62 1,269 1,591 1,913 615 1,024 _ 1,355 1,549 Table B-6. Average weekly pay1 in private industry, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Alaska Statewide Alaska (July)......................... Alabama Birmingham (July) ................................. Gadsden and Anniston (June).............. Huntsville (January)............................... Mobile (February) .................................. Montgomery (January) .......................... Arizona Phoenix (May)....................................... Tuscon-Douglas (February) ................. Arkansas Little Rock-North Little Rock (November) ......................................... California Anaheim-Santa Ana (October)............. Fresno (February) ................................. Los Angeles-Long Beach (December) .. Oakland (February) ............................... Oxnard-Ventura (July)........................... Riverside-San Bernardino (August)...... Sacramento (August) ........................... San Diego (November)......................... San Francisco (April)............................. San Jose (August)................................. San Luis Obispo County (October) ...... Vallejo-Fairfield-Napa (February)......... Colorado Colorado Springs (June) ....................... Denver (November)............................... Pueblo (July) ......................................... Connecticut Danbury (February)............................... New Britain (February) ......................... B udget Analy.its Computer Programmers Ill IV 1 II III IV I II III IV V I II III IV V - - - - - - - - - - - - - $1,049 - - - - - - _ - _ - _ _ - _ _ _ - $500 399 - - - - - _ - _ - _ 561 571 604 - - - - - - - 466 $626 - - - $789 $911 777 — - — - - - _ - $509 560 590 470 460 $624 685 $736 779 $914 920 _ _ - _ _ - $642 635 752 815 686 - _ - - 689 582 853 745 1,003 909 - 656 - - 641 777 902 621 740 677 748 718 888 914 800 911 961 857 1,037 1,182 _ 781 613 753 816 729 1,044 1 272 669 743 918 995 1,054 1^050 699 541 708 _ $558 $627 _ $798 _ $940 _ _ 592 477 515 611 617 660 — - _ - 820 760 847 _ - _ _ _ _ 919 1,082 _ - _ _ _ _ _ _ _ _ - 582 603 624 694 _ 685 757 794 _ _ 841 850 _ _ _ _ 709 798 877 933 856 _ - - - - - 835 - 605 622 753 771 _ _ 503 590 603 _ 843 _ 710 713 855 835 - - - - - 695 726 666 _ _ _ 614 672 528 936 _ - - - - - - - - - _ - _ 626 _ - _ - - 641 497 692 676 - - - 806 840 - - - - - - - 633 721 - - 795 878 - 714 ~ 501 601 793 972 542 590 675 815 672 814 975 $971 1,066 1 235 1,249 - - - - - - - - 1,029 995 - - 63 - _ - 550 $1,176 995 - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Computer Systems Analysts II Delaware Wilmington (December)......................... District of Columbia Washington (February)......................... Buyers/Contracting Specialists 1,159 $1,296 Table B-6. Average weekly pay' in private industry, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Personnel Supervisors/Mar agers Personnel Specialists Computer Systems Analyst Supervisors/Managers i II III I II III IV V I II III - - - - - - - - - - - - - I - - _ “ - - _ - _ - _ _ - - - - - - - _ “ _ - ” — — _ _ _ _ - - - - _ — — - - - - - - - - - - - . _ _ _ _ - - _ _ _ - - - $1,181 $1,008 $1,333 “ — — Alaska Statewide Alaska (July) . Alabama Birmingham (July) .................. Gadsden and Anniston (June). Huntsville (January)................ Mobile (February)................... Montgomery (January)........... Arizona Phoenix (May) ..................... Tuscon-Douglas (February) . - ' — Arkansas Little Rock-North Little Rock (November)....................... California Anaheim-Santa Ana (October)........... Fresno (February) ............................... Los Angeles-Long Beach (December) Oakland (February)............................. Oxnard-Ventura (July)......................... Riverside-San Bernardino (August).... Sacramento (August) .......................... San Diego (November)........................ San Francisco (April)........................... San Jose (August) San Luis Obispo County (October) , Vallejo-Fairfield-Napa (February) ... $1,162 $1,303 _ _ _ _ _ - $608 $615 - - _ - - - _ _ _ 559 698 _ - - _ _ $1,003 885 921 991 - - 558 601 _ _ - — - _ _ _ _ - - - - 480 “ 710 726 689 - - - 527 569 611 753 841 927 — * _ 1,250 1,375 Colorado Colorado Springs (June) Denver (November)........ Pueblo (July) ................... $740 - - 1,012 1,232 1,218 — - - 1,279 — ~ — — — - “ 1,353 — — — - _ - - - - - 1,231 - “ - - “ Danbury (February).... . New Britain (February) . - “ - 637 759 _ 923 _ - Wilmington (December). - - - - - - - - 1,196 $1,386 - 543 725 920 1,299 Connecticut Washington (February). 1,096 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 64 — ~ - - District of Columbia ~ — _ — 1,137 984 Table B-6. Average weekly pay' in private industry, professional and administrative occupations, selected areas, 1992 — Continued Professional State, area, and reference month Acco untants i II - _ ill Accountants, Public IV V VI _ _ _ i II III Attorneys IV II III Engineers IV V , II III IV V VI VII VIII — ~ ~ “ - ~ “ “ - - - — - — - — - FI orIda Miami-Hialeah (December) ................... _ $742 " “ Northwestern Florida (January)............. — “ Tampa-St. Petersburg-Clearwater ~ — ~ ~ “ Georgia Atlanta (April)......................................... $477 $557 685 $930 $1,152 *$532 $578 $978 $1,310 $1,686 $2,121 “ ” “ “ ~ Macon-Warner Robins (December) ..... Savannah (February) ............................ Illinois Chicago (May)....................................... ~ _ 500 _ _ 606 743 577 691 455 467 530 553 661 468 575 699 _ 966 $594 _ $690 — - 583 635 693 1,016 1,223 — 1,562 _ ~ - $990 - “ ■ 1,217 $811 $1,220 $1,484 — — " 674 772 861 — - - - - 654 706 822 835 860 975 982 993 1,061 1,275 1,488 — — — — $1,701 - — — ~ 1,228 1,166 1,329 1,340 - - - Indiana Gary-Hammond (December)................. Indianapolis (July) ................................. South Bend-Mishawaka (September) ... 828 888 1,032 ~ — “ “ — “ — — 880 1,120 - - - - - - - “ “ * _ 584 612 763 - _ Iowa Davenport-Rock Island-Moline " — ~ - - - - - — - ' — — — — “ — - - - — ~ Kansas ~ Wichita (March) ..................................... — — ~ - - - Kentucky Louisville (September)........................... Louisiana Baton Rouge (May) ............................... ~ — ~ - - - " Maine 482 — ~ _ - “ - - - - " Maryland Baltimore (May) ..................................... Lower Eastern Shore (July)................ 497 572 707 897 549 591 671 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 65 804 — 1,263 1,493 - - 697 833 ' 1,047 — 1,285 - 1,455 ~ - - “ - Table B-6. Average weekly pay' in private industry, professional and administrative occupations, selected areas, 1992 — Continued Administrative II II I III IV i II III IV _ _ _ _ _ _ - _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ - Florida $456 _ Tampa-St. Petersburg-Clearwater $547 579 Macon-Warner Robins (December) ..... - _ _ _ _ _ _ - — $482 — $593 — $765 _ — $904 - _ _ South Bend-Mishawaka (September) ... - - - - 484 587 647 823 _ 683 800 988 - - — 546 689 639 628 568 674 694 “ 806 423 - - - - - - - - _ _ _ _ — — — 565 _ _ _ - 611 831 538 613 _ _ _ - - 706 659 - _ _ 642 _ - - - _ _ _ - _ _ _ _ — 957 495 441 546 572 526 735 767 _ _ _ _ 461 630 869 - - - - _ _ 562 _ _ — 421 535 534 646 757 823 540 655 577 564 646 613 — — - Kansas _ _ _ _ — — - _ _ _ _ _ _ - Kentucky _ _ - - _ — _ - _ _ _ _ _ _ _ — — — — _ _ _ _ _ _ - — 562 — 622 591 - - 673 634 _ 980 $1,118 ~ 852 - - _ 739 - - 879 850 - — — 612 576 660 787 669 636 793 772 789 857 790 770 _ 679 - — - — 657 829 - Iowa Davenport-Rock Island-Moline 840 - 670 685 - ~ 845 — 767 - 711 — — 853 - — - - 651 649 668 $932 - 563 585 463 _ “ $981 - _ 592 578 $792 849 - - 1,047 $680 726 V 796 - _ - - IV 764 800 _ _ - III II - 498 _ _ _ $674 692 1 - Indiana _ $478 V $849 _ _ 490 IV 659 718 _ Illinois Ill 534 628 - Georgia _ Comput 3r Systems A nalysts Computer Programmers Buyers/Contracting Specialists Budget Analysts State, area, and reference month 1,016 - — 1,175 - — — — 1,065 944 - - - - - - - - - 801 - — ~ - — 773 970 — 945 — " — - . - - 796 802 1,030 1,008 _ - — - - 700 851 963 - - 671 - - 841 758 - Maine Maryland 590 $700 _ _ 753 879 _ - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 66 831 i - 990 1,055 - - Table B-6. Average weekly pay1 in private industry, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Florida Jacksonville (October).......................... Miami-Hialeah (December) .................. Monroe County (September)................ Northwestern Florida (January)............ Orlando (March) .................................... Tampa-St. Petersburg-Clearwater (July) ................................................... Georgia Albany (June)........................................ Atlanta (April)......................................... Augusta (June)...................................... Columbus (May).................................... Macon-Wamer Robins (December) ..... Savannah (February) ........................... Illinois Chicago (May)...................................... Joliet (September)................................ Vermilion County (November).............. Indiana Elkhart-Goshen (October) .................... Evansville (February) ........................... Fort Wayne (June)................................. Gary-Hammond (December)................ Indianapolis (July) ................................. South Bend-Mishawaka (September) ... Computer Systems Analyst Supervisors/Managers I II III I II - _ - _ - _ _ _ - _ _ _ _ _ - - - - $1,019 $1,230 - — - - _ _ - 1,110 1,329 - ■ $1,612 _ $556 _ _ _ - III _ _ $678 _ _ - _ 708 _ _ _ _ - - _ $904 _ _ _ $1,122 $1,654 - - - - 1,182 _ _ 1,116 _ 629 _ 634 687 _ 709 - - _ 483 524 - - - - _ - - _ - - - - - - 809 874 934 _ $1,302 _ _ - _ $990 1,085 949 _ - - _ - - - - 733 - - - _ - - Ill - 476 - II _ 605 - I _ _ - - - _ $516 - 998 _ _ _ _ - - V - - _ IV - - - Personnel Supervisors/Managers _ - Iowa Davenport-Rock Island-Moline (January)............................................. Kansas Topeka (April)........................................ Wichita (March) .................................... Personnel Specialists _ _ - - - - - - - - - - - _ - - _ - _ - _ - - - - - - - Kentucky Louisville (September).......................... - - - - - - - - - - - Louisiana Baton Rouge (May) .............................. New Orleans (July)................................ - - - _ _ - _ - _ - - - - - - - - - - - _ - _ - _ - - - - 1,112 1,215 ~ 558 - 710 - 939 - - - Maine Oxford County (October)...................... Statewide Maine (December)............... Maryland Baltimore (May)..................................... Lower Eastern Shore (July).................. — - - - _ - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 67 _ 1,106 Table B-6. Average weekly pay' in private industry, professional and administrative occupations, selected areas, 1992 —Continued Professional i $460 Lawrence-Haverhill (October) .............. Worcester (August) ............................... Accountants, Public Accountants State, area, and reference month ~ II $565 576 III IV $713 701 $910 881 — — — II 1 III IV - $773 V VI $1,243 $1,578 - — — _ ” 585 635 - - ~ - - — — ~ - — — $553 $572 - Engineers Attorneys - II $955 - III IV V $1,300 $1,675 $2,091 - - - i $625 579 $704 743 Michigan Detroit (December)................................ Saginaw-Bay City-Midland (March)...... Upper Peninsula (May)......................... Van Buren County (November)............ 991 1,181 $688 801 1,047 1,214 1,518 — - “ — - - “ - - - — — — ' — ~ " “ " _ “ 521 557 598 737 982 1,208 1,497 - - ~ - - — — — “ — — ~ — - — — — — - — — — — - - — VII VIII $842 871 $1,024 1,056 $1,288 1,224 $1,598 1,415 $1,814 1,765 $2,225 1,045 1,293 1,524 1,871 883 “ ~ 866 “ ■ — ~ _ ~ — — - 770 774 VI 745 694 691 639 - V _ ~ 731 _ ~ _ 477 - IV III II — — — — — ” — — “ - — — “ — — — — — — Minnesota Duluth (May).......................................... Minneapolis-St. Paul (January) ............ St. Cloud (April)..................................... ~ — Mississippi Biloxi-Gulfport and Pascagoula (July) ... Columbus (May).................................... Jackson (December)............................. ” - _ - ~ — — — — _ 659 708 843 993 _ _ - - “ ~ — “ — ~ — — ~ “ Missouri Kansas City (August)............................. St. Louis (March)................................... Southern Missouri (June) ..................... 486 574 728 900 - ~ - - - - 1,198 - ~ 1,205 1,398 Montana Billings (August) ................................... - - Nebraska Omaha (August)................................... " - - - - - - - - - - - - - ~ ~ — ~ — — — — ~ ■ - - — - — - _ — - “ - - — - - — ~ “ — “ — ~ “ — ~ — — _ — - 654 797 - — - — — - - - - - - - - 614 592 607 753 748 - 507 — 682 Nevada Las Vegas-Tonopah (December)......... New Jersey Atlantic City (June) ................................ Bergen-Passaic (April) .......................... Monmouth-Ocean (August).................. Newark (February) ................................ ~ — — ~ ~ ~ ■ New Mexico San Juan County (September)............. 1,004 - — ~ New York Binghamton (July) ................................. Elmira (August)......................................... Nassau-Suffolk (December)................... New York (April) ....................................... Rochester (November)......................... Syracuse and Utica-Rome (July).......... Utica-Rome (July).................................. — 480 496 - - 972 976 851 — - 1,286 _ - — - — - 585 658 721 787 “ — — — - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 68 953 1,122 — 1,014 990 — — 1,247 1,297 “ 1,447 1,761 . - 2,150 - — — 672 - — 652 731 764 “ ” 600 693 758 853 1,015 965 1,064 1,136 — 765 “ — 907 - 1,193 1,319 ~ ~ ~ ~ — 1,452 1,593 — — 1,700 — - ~ - — Table B-6. Average weekly pay' in private industry, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month E udget Analy sts II Massachusetts Boston (May)................................. Lawrence-Haverhill (October) ...... . Worcester (August) ........................ Michigan Detroit (December)......................... Saginaw-Bay City-Midland (March) Upper Peninsula (May).................. Van Buren County (November)........ Minnesota Duluth (May)...................................... Minneapolis-St. Paul (Januaiy) ........ St. Cloud (April)................................. Mississippi Biloxi-Gulfport and Pascagoula (July) Columbus (May)................................ Jackson (December) ......................... Missouri Kansas City (August)......................... St. Louis (March)............................... Southern Missouri (June) ................... Montana Billings (August) ................................. Nebraska Omaha (August)................................. Nevada Las Vegas-Tonopah (December)...... New Jersey Atlantic City (June) ............................. Bergen-Passaic (April) ....................... Monmouth-Ocean (August)............... Newark (February) ............................. New Mexico San Juan County (September).......... New York Binghamton (July) .............................. Elmira (August)................................... Nassau-Suffolk (December).............. New York (April) ................................. Rochester (November)....................... Syracuse and Utica-Rome (July)....... Utica-Rome (July)............................... . • B uyers/Contracting Specialists III IV - - $544 ~ - ” i $522 $829 - _ - - - - — — — - 538 609 - - II III $649 632 $782 752 670 692 873 - - Computer Programmers IV $938 993 1,061 — - - _ - - - $498 ' - - — - - II $587 — 516 III IV $704 702 640 $808 867 _ — Computer Systems Analysts V - 1 II III IV V $1,379 $671 666 642 $829 872 802 $992 1,075 958 $1,124 1,129 1,129 690 824 1,007 1,184 625 732 - - - — 516 ~ 618 - - - _ 757 _ _ - - - - - - _ 486 572 547 _ _ 768 - 682 - - - 795 812 747 959 928 “ 494 — 664 - _ _ 1,116 - _ - - - - - _ _ _ _ 499 _ 609 727 ~ - - - - - _ _ 519 692 634 - _ _ - - - 797 _ — 475 - ' - - - 490 485 385 604 587 452 703 681 599 804 772 - - 715 664 686 820 806 739 957 952 919 - 488 622 792 — - - - 926 " _ 1,214 1,103 _ - - - - - - - - - - 474 - - - - - - - - - - - - - - - 438 525 683 734 - 666 814 - - - - - - - - - - - 577 633 - - 605 750 867 - - - - _ _ 466 - - " 691 728 730 691 _ - 539 589 574 600 _ 814 834 886 808 1,063 983 — - - — - - — “ - - - - - - — _ ~ 755 657 — — — $909 — ~ - 888 848 - 707 673 723 - - - - - - - - - _ _ _ 634 _ _ — 497 543 — — — _ 631 625 567 507 508 767 753 626 632 629 878 884 743 740 - - _ — 490 525 — 625 635 — 515 -616 — 803 847 - | — 959 1,062 - 454 — See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 69 _ $1,036 - 626 _ 709 751 738 632 - 776 _ 836 854 802 787 766 _ 978 - 1,072 _ 1,107 - _ _ - - 903 _ 997 1,022 _ 926 897 1,168 1,198 _ _ _ _ _ - - Table B-6. Average weekly pay1 in private industry, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Massachusetts Boston (May)...................................... Lawrence-Haverhill (October) ........... Worcester (August) ........................... Michigan Detroit (December)............................ Saginaw-Bay City-Midland (March).... Upper Peninsula (May)...................... Van Buren County (November)......... Minnesota Duluth (May)...................................... Minneapolis-St. Paul (January)......... St. Cloud (April)................................. Mississippi Biloxi-Gulfport and Pascagoula (July) Columbus (May)................................ Jackson (December) ......................... Missouri Kansas City (August)........................ St. Louis (March).............................. Southern Missouri (June)................. I II Ill $1,103 $1,282 $1,589 _ _ _ - - II 1 - $582 569 690 _ _ _ - - - _ _ - - III IV $740 690 — $974 902 788 777 1,027 967 ” 1,049 “ V $1,241 $1,164 — . ~ 1,685 $1,037 — - — “ “ “ — — _ - ~ — _ _ _ - — — . _ _ _ “ — " - 1,113 - 553 713 913 - — “ - ~ 1,226 $1,520 ” 1,314 - $482 III II I _ 1,255 _ - _ _ _ - _ _ 1,092 - _ “ - - 457 _ - Person nel Supervisors/Mar agers Personnel Specialists Computer Systems Analyst Supervisors/Managers - - Montana Billings (August) ................................ - - - - - - - - - - - Nebraska Omaha (August)................................ - - - - - - - - - - - Nevada Las Vegas-Tonopah (December)..... - - - - - - - - - - - _ - _ _ _ _ - - - ' ~ — - — “ _ - _ “ _ _ - - - - - 868 - - - - - _ _ _ _ - - _ _ - - - _ _ 503 590 632 725 744 977 985 New Jersey Atlantic City (June) ........................... Bergen-Passaic (April) ...................... Monmouth-Ocean (August).............. Newark (February) ........................... New Mexico San Juan County (September)......... New York Binghamton (July) ............................ Elmira (August)................................. Nassau-Suffolk (December)............ New York (April) ............................... Rochester (November).................... Syracuse and Utica-Rome (July)..... Utica-Rome (July)............................. 1,330 1,306 - 1,608 _ - - - _ _ - - - - - _ 424 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 70 543 — 1,233 ~ 1,025 1,409 - - - — 1,766 — — Table B-6. Average weekly pay1 in private industry, professional and administrative occupations, selected areas, 1992 — Continued Professional State, area, and reference month Accountants i North Carolina Goldsboro (August) ............................... Greensboro-Winston-Salem-High Point (February) ........................................... Ohio Cincinnati (March) ................................. Cleveland (August)................................ Columbus (November) ......................... Lorain-Elyria (May)................................ Scioto County (December)................... Toledo (March)...................................... II III IV Accountants, Public V VI I Ill IV II Ill IV V 1 - - - _ _ _ _ _ _ _ _ _ _ _ Li.si “ - - - - - - - - - - - - - $1,256 1,061 $545 _ $1,176 _ _ _ - _ _ _ _ _ - _ _ _ _ - _ - _ - 1,199 $1,531 $468 485 $546 556 $684 695 $872 905 “ ~ - - - Oregon Portland (May)....................................... Salem (July) .......................................... - — - 773 _ - _ - _ - _ - Pennsylvania Philadelphia (November)...................... Pittsburgh (January).............................. Reading (May)....................................... Scranton-Wilkes-Barre (November)..... 478 569 719 962 1,240 540 682 869 - - - - — - 534 - - Rhode Island Providence (March)............................... - - - - - - South Carolina Beaufort County (September) .............. Charleston (February) ........................... Columbia-Sumter (May) ....................... Florence (January)................................ Greenville-Spartanburg (April).............. Greenwood County (October).............. “ - - _ _ - _ _ _ - Texas Abilene (May) ........................................ Corpus Christi (April)............................. Dallas (November) ................................ Houston (March).................................... Northwest Texas (April)......................... Rio Grande Valley (January)................ San Angelo (October)............................ San Antonio (July)................................. 718 - $575 577 $634 653 $736 889 _ _ - _ _ _ - _ _ _ - _ _ _ _ - _ - _ - _ - _ - 627 671 - 896 _ _ - $961 - _ - _ _ - - - - - _ _ _ _ ~ _ _ _ _ _ - _ _ _ _ _ - _ _ _ _ _ - _ _ - _ _ - _ _ _ - _ _ _ - _ _ 559 545 _ _ 604 592 _ _ 658 662 _ _ 905 959 - $639 634 II III IV V VI VII VIII - - - - - - - _ $1,126 _ $1,378 _ $1,533 _ $744 715 $813 830 _ $970 _ _ _ - _ _ _ - _ - _ - _ - - - - _ - - - - - - - - - _ _ _ - 657 747 896 1,029 1,288 1,477 1,703 _ _ - _ _ - _ 739 - - - - - _ _ _ _ _ - _ _ _ _ _ - _ _ _ _ _ - _ _ _ _ _ - _ _ _ _ _ - _ _ _ - _ _ _ 1,229 _ _ _ _ _ _ 538 - - _ _ _ _ - _ _ 1,021 1,125 _ _ 1,380 1,412 _ _ 1,722 1,772 _ _ $2,128 1,956 _ _ 635 687 _ _ - _ - - - 778 984 1,185 _ - - - - - - - 1,089 - - - _ - _ - - 1,492 1,479 1,663 1,761 $1,985 2,116 _ _ 650 * 520 556 704 923 - - - 475 555 544 534 597 604 628 749 770 440 “ 651 963 1,007 - - 1,275 1,310 _ $1,645 1,832 - - - - - _ - _ _ _ - - - - - _ - _ _ _ _ _ - - - _ _ _ _ _ _ _ ” ~ - - - - - - 449 538 527 723 - 956 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Engineers II - — - Tennessee Chattanooga (September).................... Clarksville-Hopkinsville (March) ........... Dyer County (October) .......................... Memphis (October)................................ Nashville (February).............................. Attorneys 71 _ - _ _ _ - _ _ _ - _ _ - _ 675 698 863 _ 824 1,009 1,019 _ 1,266 773 818 915 714 749 833 877 1,011 1,046 1,232 1,261 _ _ 740 838 1,070 1,329 _ - - - Table B-6. Average weekly pay' in private industry, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month North Carolina Goldsboro (August) ............................... Greensboro-Winston-Salem-High Point (February) ........................................... III IV i II III IV - - - — - - - - - - Ohio Cincinnati (March)................................. Cleveland (August)............................... Columbus (November) .......................... Lorain-Elyria (May)................................ Scioto County (December)................... Toledo (March)...................................... - - - Oregon Portland (May)....................................... Salem (July) .......................................... - - Pennsylvania Philadelphia (November)...................... Pittsburgh (January)............................. Reading (May)....................................... Scranton-Wilkes-Barre (November)..... $616 - $757 — - $476 449 - $807 738 $968 - IV V - - $461 559 $639 $806 543 493 542 598 549 585 524 666 661 694 653 798 765 885 I II III IV V - - - - $719 $868 $1,087 - - - 689 657 652 634 810 769 821 777 1,013 934 931 931 $1,395 1,080 1,120 681 763 907 - 811 940 - 991 892 972 “ 1,196 - - - - - 443 517 - - - - - - 578 657 - - - - 686 648 - 497 622 807 1,037 541 ~ 635 - 468 397 625 554 566 500 709 691 661 674 854 869 - - 781 643 749 - - - 861 776 839 766 - - - - - - 485 646 764 - 669 779 919 - “ - - - - - 447 - 604 585 536 649 589 673 651 693 745 770 790 916 - - - - - ~ — - “ — - 464 541 616 826 - - 625 624 - - - - - - 671 625 - - - - - 559 507 611 808 847 “ - - - - - - - Tennessee Chattanooga (September).................... Clarksville-Hopkinsville (March) ........... Dyer County (October) ......................... Memphis (October)................................ Nashville (February).............................. - - - - - - - - - - - 813 “ 491 510 604 637 - - - — 566 $1,121 . 949 1,002 - 524 593 459 367 478 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis $505 III - - Texas Abilene (May) ........................................ Corpus Christi (April)............................ Dallas (November) ................................ Houston (March).................................... Northwest Texas (April)........................ Rio Grande Valley (January)................ San Angelo (October)........................... San Antonio (July)................................. - II - South Carolina Beaufort County (September) .............. Charleston (February) .......................... Columbia-Sumter (May) ....................... Florence (January) ................................ Greenville-Spartanburg (April).............. Greenwood County (October) .............. - $595 600 - 1 - Rhode Island Providence (March)............................... - - Computer Systems Analysts Computer Programmers Buyers/Contracting Specialists Budget Analysts II 72 514 538 585 664 584 564 647 611 611 681 703 773 680 668 “ 838 897 — “ — - 845 839 724 703 740 689 757 811 826 936 791 658 815 769 925 997 872 - - - 1,071 982 1,123 1,197 1,400 1,009 1,187 - — . Table B-6. Average weekly pay1 in private industry, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Computer Systems Analyst Supervisors/Managers i North Carolina Goldsboro (August)............................... Greensboro-Winston-Salem-High Point (February) ........................................... Ohio Cincinnati (March) ................................. Cleveland (August)................................ Columbus (November) .......................... Lorain-Elyria (May)................................ Scioto County (December)................... Toledo (March)...................................... Oregon Portland (May)....................................... Salem (July) .......................................... Pennsylvania Philadelphia (November)...................... Pittsburgh (January)............................. Reading (May)....................................... Scranton-Wilkes-Barre (November)..... II Personnel Specialists Ill i II III V I II Ill - - - - - _ _ _ _ _ _ - - - - - - - - - - - $1,041 $1,182 1,226 $488 - - - - _ - _ _ - - - - - - 494 562 709 - - 562 724 - - - - - - - - — - - - — - 1,080 1,256 ~ Rhode Island Providence (March)............................... - South Carolina Beaufort County (September) .............. Charleston (February)........................... Columbia-Sumter (May) ........................ Florence (January)................................ Greenville-Spartanburg (April).............. Greenwood County (October).............. — - - - Tennessee Chattanooga (September).................... Clarksville-Hopkinsville (March) ........... Dyer County (October) .......................... Memphis (October)................................ Nashville (February)............................. - - - Texas Abilene (May) ........................................ Corpus Christi (April)............................. Dallas (November) ................................ Houston (March).................................... Northwest Texas (April)......................... Rio Grande Valley (January)................ San Angelo (October)............................ San Antonio (July)................................. 999 1,116 — 1,224 1,300 $1,507 ' - - ... 526 - $598 568 $703 713 $941 907 $1,264 1,128 - 736 813 - - _ - _ - 522 - _ - _ - _ - - - 914 1,189 944 1,078 - - - - - - - - - — 714 861 _ - _ _ - — _ - _ _ - 537 656 666 919 - - - - - 482 734 768 _ 928 1,025 _ 1,287 1,383 _ _ _ 569 631 $1,039 999 $1,210 1,330 $1,683 1,684 - - - - _ _ _ 487 674 948 - - - - - - - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Personnel Supervisors/Managers IV 73 - - c - - - _ - Table B-6. Average weekly pay1 in private industry, professional and administrative occupations, selected areas, 1992 — Continued Professional State, area, and reference month Accountants i Utah Salt Lake City-Ogden (April)................. Vermont Burlington (August)............................... Statewide Vermont (August) ................ Virginia Norfolk-Virginia Beach-Newport News (August)............................................... Richmond-Petersburg (July)................. $485 - II Accountants, Public III IV $571 $711 $917 $1,161 590 699 - 881 - - - - - - - - - - - V VI I II III Attorneys IV II III IV Engineers V I $626 454 548 664 950 - - - - 499 560 720 931 - - - - “ - - 527 - 714 - - - - - 647 798 1,001 “ — _ - II $702 $838 V VI VII $1,023 $1,208 $1,432 $1,677 - - - - - - - - - - - - - - - - - ~ - - - - ■~ - - - - — 808 - - $1,516 - 628 749 — 885 - - - - - - - - - - “ - - - - - - - 722 -' 788 " - ** “ — “ - — ~ 864 638 - - IV - $915 - III 839 995 - - 1,221 - 1,606 VIII Washington Bremerton-Shelton (December)........... Seattle (December).............................. 1,284 - $481 $526 $621 1,077 1,297 West Virginia Statewide West Virginia (June) ............ - Wisconsin Appleton-Oshkosh-Neenah (June)....... Green Bay (July) .................................. Madison (March) .................................. Manitowoc (December)........................ Milwaukee (October) ............................ . - 1,100 - - - Wyoming Sweetwater County (September)......... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 74 - Table B-6. Average weekly pay1 in private industry, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Buyers/Contracting Specialists Budget Analysts III IV Utah Salt Lake City-Ogden (April).................. - - - Vermont Burlington (August)................................ Statewide Vermont (August) ................. - - - ~ 565 - - - Virginia Norfolk-Virginia Beach-Newport News (August)................................................ Richmond-Petersburg (July).................. - - - 478 605 - 813 - - Washington Bremerton-Shelton (December) ........... Seattle (December) ............................... - - - 450 558 West Virginia Statewide West Virginia (June) ............ - - - - - - - - - - - - - Wisconsin Appleton-Oshkosh-Neenah (June)....... Green Bay (July) ................................... Madison (March) ................................... Manitowoc (December) ......................... Milwaukee (October) ............................. Wyoming Sweetwater County (September)......... — — i II III IV I III IV V $853 - I Ill IV V $822 $1,007 - - - 582 567 598 622 ~ - - 772 786 993 - - - 460 529 - 636 654 - - 627 681 776 802 903 941 $1,235 - - - - 518 553 — 665 - - 693 730 814 956 - — - - - - - 562 - - - - 799 - - - - 595 “ - “ 443 469 492 548 561 553 659 643 663 720 655 703 661 806 790 678 885 816 512 596 679 779 - 706 791 928 ~ - “ 635 825 “ “ — — — ~ ” — - — — $688 II $719 $563 $495 II $625 $468 $758 Computer Systems Analysts Computer Programmers II See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis t 75 Table B-6. Average weekly pay' in private industry, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Personnel Specialists Computer Systems Analyst Supervisors/Managers Personnel Supervisors/Managers Salt Lake City-Ogden (April) Vermont Burlington (August)............. Statewide Vermont (August) Virginia Norfolk-Virginia Beach-Newport News (August)............................................ Richmond-Petersburg (July).............. . Washington Bremerton-Shelton (December) Seattle (December).................. $1,079 West Virginia Statewide West Virginia (June) Wisconsin Appleton-Oshkosh-Neenah (June) Green Bay (July) .......................... Madison (March) .......................... Manitowoc (December) ................ Milwaukee (October) .................... Wyoming Sweetwater County (September) publishable data for these occupations or for this level of industry detail. Pay data for the following occupational levels did not meet publication criteria in any area: Attorneys I, Budget Analysts I, Budget Analyst Supervisors I and II, Buyers/Contracting Specialists V, Computer Systems Analyst Supervisors/Managers IV, and Personnel Specialists VI. In addition, for two occupations, only a single area published average pay data: Attorneys VI averaged $2,662 in New York, NY; and Personnel Supervisors/Managers IV averaged $2,108 in Chicago, IL. 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 76 Table B-7. Average weekly pay1 in private industry, technical occupations, selected areas, 1992 Computer Operators Engineering Technicians Drafters Engineering Technicians, Civil State, area, and reference month I II III IV I II - - - - Alaska Statewide Alaska (July).................................. - $456 Alabama Birmingham (July).......................................... Gadsden and Anniston (June)...................... Huntsville (January)....................................... Mobile (February)........................................... Montgomery (January)................................... Selma (July)................................................... - 370 353 365 358 $407 466 461 443 - Arizona Phoenix (May)................................................ Tuscon-Douglas (February)........................... — - 382 383 470 468 $285 450 370 - 352 465 393 470 430 Arkansas Fort Smith (November) ................................. Little Rock-North Little Rock (November) ..... California Anaheim-Santa Ana (October)...................... Fresno (February).......................................... Los Angeles-Long Beach (December).......... Oakland (February)........................................ Oxnard-Ventura (July).................................... Riverside-San Bernardino (August).............. Sacramento (August)..................................... Salinas-Monterey (February) ........................ San Diego (November) ................................. San Francisco (April) ..................................... San Jose (August) ......................................... San Luis Obispo County (October) ............... Vallejo-Fairfield-Napa (February).................. 387 — - — 386 452 419 417 462 478 442 452 356 384 435 - Connecticut Danbury (February)........................................ New Britain (February)................................... 417 556 509 555 539 543 538 516 $612 - III IV I II III IV V VI I II Ill IV $680 - - - - - - - - - - - 565 537 500 513 527 - ~ - - - - $426 339 408 '- $452 409 439 440 380 - - 560 359 - - 427 398 567 533 “ - 431 620 638 607 334 505 410 526 503 - $703 $356 369 $410 412 $549 - $467 562 501 - ~ - - 567 540 683 599 - - - - - - - - — - — - - - — - ~ - - - 529 556 - - - - - 643 771 758 531 526 723 724 $848 $1,009 831 481 512 614 518 613 616 553 573 601 604 687 658 789 809 840 — — 962 450 478 467 518 553 646 547 609 597 575 641 734 739 445 - - - - - - 582 - - - 531 589 - - - 487 548 604 - - 703 - 790 ~ - — - - 529 559 567 - 586 648 640 - - 471 546 - - - 479 469 - 383 406 529 490 - - 512 510 576 620 - - - 577 642 717 691 781 - - - Delaware Wilmington (December) ................................. - 434 557 - - 539 652 - - - - 758 - - - - District of Columbia Washington (February) ................................. 369 413 487 556 340 448 565 700 396 459 549 649 832 - 307 405 390 451 357 408 384 466 507 602 - 289 449 422 311 488 402 420 495 466 619 - - - - — - - - - - - - - - - - - - - - 493 551 686 - - - - - Colorado Colorado Springs (June)................................ Denver (November) ....................................... Pueblo (July).................................................. Florida Bradenton (April)............................................ Jacksonville (October) ................................... Miami-Hialeah (December)........................... Northwestern Florida (January) .................... Orlando (March)............................................. Tampa-St. Petersburg-Clearwater (July) ...... 308 447 - - 367 371 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 77 658 713 735 - - $367 $388 $550 - - - - 532 $617 - Table B-7. Average weekly pay1 in private industry, technical occupations, selected areas, 1992 — Continued Engineering Technicians, Civil Engineering Technicians Drafters Computer Operators State, area, and reference month I Georgia Atlanta (April) ................................................. Augusta (June)............................................... Brunswick (May) ............................................ Columbus (May)............................................. Macon-Warner Robins (December).............. Savannah (February)..................................... Illinois Chicago (May)................................................ Joliet (September).......................................... Vermilion County (November)........................ ill IV $458 337 $527 $671 — 314 399 431 475 484 II $334 - $381 - II $491 438 414 III IV I $590 — - - — 571 471 — - 513 538 - 604 411 465 610 - “ “ — — 368 425 446 451 553 540 660 619 349 420 - 325 332 - - Indiana Elkhart-Goshen (October)............................. Evansville (February)..................................... Fort Wayne (June) ......................................... Gary-Hammond (December) ........................ Indianapolis (July).......................................... South Bend-Mishawaka (September)........... ~ 404 334 376 407 400 350 Iowa Davenport-Rock Island-Moline (January)...................................................... - 400 521 - Kansas Topeka (April) ................................................ Wichita (March).............................................. 293 - 377 341 457 474 Kentucky Louisville (September) ................................... - 420 Louisiana Baton Rouge (May)........................................ New Orleans (July) ........................................ Shreveport (April)........................................... 330 379 363 367 Maine Statewide Maine (December) ........................ ~ Maryland Baltimore (May).............................................. Lower Eastern Shore (July) .......................... 345 353 1 516 475 462 615 464 - 509 459 $760 “ 564 “ - 429 - 539 - 432 515 - 468 - 318 473 528 — 569 523 - - 471 374 - - 386 499 - - 411 417 389 - - “ - 355 “ 450 - - Massachusetts Boston (May).................................................. Lawrence-Haverhill (October)........................ Worcester (August)........................................ 360 - 419 412 395 508 546 489 - — - 509 Michigan Detroit (December) ........................................ Saginaw-Bay City-Midland (March) ..... ......... Upper Peninsula (May) .................................. 364 419 542 717 - 481 “ 383 — — — 432 499 644 492 730 - — - $474 III IV $592 $683 V $852 - _ — - - " ~ ■ — — ■ ■ - $382 $519 — 475 572 563 — 712 862 “ — ~ - 526 555 530 544 675 — — “ ** — 419 “ 684 — — “ - - 696 860 - — - - 456 539 — - - ~ - - — ~ —- — — — — — ~ — — — - ” - “ - — — 556 - - 421 534 611 714 562 700 - - 445 583 654 - - - - - 501 495 461 570 622 812 — — - — 78 Ill — — - - II — 498 605 650 553 I — “ ” — VI - _ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - II 525 573 662 579 693 - 674 746 640 797 ~ 745 837 - ' “ - $321 - - ~ ~ ~ - $634 - _ — - “ _ — “ ~ 608 — 401 514 — — - - ~ - - ~ - IV - Table B-7. Average weekly pay1 in private industry, technical occupations, selected areas, 1992 — Continued Computer Operators Drafters Engineering Technicians Engineering Technicians, Civil State, area, and reference month i Minnesota Duluth (May) .................................................. Minneapolis-St. Paul (January)..................... St. Cloud (April).............................................. Mississippi Biloxi-Gulfport and Pascagoula (July)........... Columbus (May)............................................. Jackson (December)...................................... II III IV I II ill IV i II $692 $477 - - - - Ill IV V VI I II Ill IV $661 - - - - - - - _ - - _ - _ - _ - - - - - - - $345 404 358 - 372 429 - - 336 - 447 451 446 - - - — — - - _ - 329 526 506 381 630 572 - 399 419 334 452 456 420 559 594 526 695 711 - - 472 468 301 551 546 418 697 718 596 $341 $485 475 $618 - $376 365 $447 443 - $540 522 $589 560 Missouri Kansas City (August)..................................... St. Louis (March)............................................ Southern Missouri (June)............................... - 404 418 346 Montana Billings (August) ............................................. - 383 - - - - - - - - - - - - - Nebraska Omaha (August)............................................. - 372 568 673 - 379 - - - - - - - - Nevada Las Vegas-Tonopah (December).................. - 374 486 - - 466 ~ - - - - - - 345 387 467 519 532 535 663 440 468 574 509 534 611 673 619 741 - 540 654 434 - 611 748 535 - - - - 592 - 484 429 - 511 - 732 825 - New Jersey Atlantic City (June)......................................... Bergen-Passaic (April)................................... Monmouth-Ocean (August)............................ Newark (February)......................................... - - 396 455 451 430 New Mexico San Juan County (September) ..................... - - - - - - New York Binghamton (July).......................................... Delaware County (September) ..................... Elmira (August) .............................................. Nassau-Suffolk (December).......................... New York (April)............................................. Poughkeepsie (August).................................. Rochester (November)................................... Syracuse and Utica-Rome (July).................. Utica-Rome (July) .......................................... 336 - 352 450 476 527 432 452 448 639 663 489 503 546 491 North Carolina Goldsboro (August)........................................ Greensboro-Winston-Salem-High Point (February) .................................................... Ohio Cincinnati (March).......................................... Cleveland (August) ........................................ Columbus (November)................................... Lorain-Elyria (May)......................................... ■ Sandusky (October)....................................... Toledo (March)............................................... 306 $528 - - - - - - - - - - - - - - 914 - - - - - - - - - - 615 526 479 604 749 673 597 758 _ - - — - - - _ _ - - 327 540 464 420 609 - - - 297 - - 392 - - _ _ - _ _ _ _ _ _ _ - 300 375 449 - - 451 564 ~ - 429 545 718 - - - - - - 317 397 412 382 372 495 477 489 477 596 584 364 358 408 435 449 400 550 563 545 460 514 571 664 - 453 478 538 526 557 489 _ 615 653 588 _ 713 _ - _ - _ - - - - - - — — 548 564 - - 377 496 614 336 - 442 640 646 628 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis $805 79 655 - $383 414 - - - 493 636 - - - ~ — - - - Table B-7. Average weekly pay' in private industry, technical occupations, selected areas, 1992 — Continued Drafters Computer Operators Engineering Technicians, Civil Engineering Technicians State, area, and reference month I Oregon Portland (May) ............................................... Salem (July)................................................... Pennsylvania Philadelphia (November) ............................... Pittsburgh (January)....................................... Reading (May) ............................................... Scranton-Wilkes-Barre (November).............. Tennessee Chattanooga (September) ............................ Clarksville-Hopkinsville (March).................... Memphis (October) ........................................ Nashville (February)....................................... Texas Abilene (May)................................................. Corpus Christi (April)...................................... Dallas (November)......................................... Houston (March) ............................................ Longview-Marshall (June)............................. Northwest Texas (April) ................................. Rio Grande Valley (January).......................... San Antonio (July).......................................... Wichita Falls-Lawton-Altus (December)........ IV I II III IV V VI I II III IV $436 422 $550 - - - $538 $630 - - - - - - 379 478 500 415 426 579 628 542 549 - - - - - — - — - 562 - 560 488 - - - - - - - - 342 345 376 503 453 599 307 371 423 413 503 507 502 - III IV i $429 424 $489 - - 427 426 412 386 522 498 475 467 $622 382 499 - 362 392 351 377 436 306 328 - 341 367 392 400 355 345 - $349 - Rhode Island Providence (March)........................................ South Carolina Charleston (February).................................... Columbia-Sumter (May)................................. Florence (January)......................................... Greenville-Spartanburg (April) ...................... III II - 475 438 $733 701 $548 459 - 583 564 534 691 684 $860 $686 ~ - 573 - - - 455 440 443 460 579 - 438 556 694 539 - 450 578 546 658 803 - - - - - - 468 425 434 444 488 508 487 - - ~ 570 576 - - - - - - - - 571 644 444 552 567 643 683 853 492 505 535 642 783 898 - 403 547 - “ - - 462 589 711 - - - - - - - - - - - - “ - 449 468 521 447 - - - - - - - $404 II $434 $1,075 $297 $418 $589 - 832 - - 355 293 353 333 Utah Salt Lake City-Ogden (April) ......................... 310 392 548 574 364 427 564 - 364 425 528 652 733 - - - - - Vermont Burlington (August) ........................................ Statewide Vermont (August)......................... - 371 359 402 440 - - 422 530 549 - - 444 529 - - - - - - - Virginia Norfolk-Virginia Beach-Newport News (August) ....................................................... Richmond-Petersburg (July) ......................... - 395 405 475 462 - - 434 455 553 - - 566 643 - - - - - - - - - - - - - - - - - - - - - - - ~ “ - - Washington Bremerton-Shelton (December).................... Seattle (December)........................................ West Virginia Statewide West Virginia (June)..................... - 459 - “ - - - - 440 - - - - 404 487 - - - - - - ~ 398 “ ~ 346 521 609 680 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 80 497 - 707 621 - - - 598 - “ “ _ — Table B-7. Average weekly pay' In private industry, technical occupations, selected areas, 1992 — Continued Computer Operators Drafters Engineering Technicians Engineering Technicians, Civil State, area, and reference month I Wisconsin Appleton-Oshkosh-Neenah (June) ............... Green Bay (July)............................................ Madison (March) ............................................ Manitowoc (December).................................. Milwaukee (October)...................................... Wyoming Cheyenne (May) ............................................ II - $370 405 406 383 406 ~ 303 $387 III $443 468 494 511 ~ IV - I II $399 $434 416 439 364 461 — — Ill $522 477 583 “ I II $668 - - - - ” 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis IV Ill $592 IV V $682 - VI I II Ill IV - - - - - — 584 700 - - _ - _ - _ - _ _ - - - - - - - - - NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. Pay data for the following occupational levels did not meet publication criteria in any area: Computer Operators V and Civil Engineering Technicians V and VI. 81 Table B-8. Average weekly pay1 in private industry, clerical occupations, selected areas, 1992 Clerks, Accounting Clerks, General Key Entry Operators Clerks, Order Personnel Assistants (Employment) Secretaries State, area, and reference month I Alaska Statewide Alaska (July)......................... II III IV I II III IV I II - - - - - - . $335 - $418 292 250 296 260 288 259 $436 $560 $689 - 308 279 318 283 298 332 402 327 373 361 352 $203 - 490 454 - - - - 296 226 341 296 396 356 501 442 243 205 286 234 326 298 454 - 344 334 - - - 364 337 380 - - 280 412 339 468 353 459 456 450 411 406 438 411 472 492 387 432 403 555 470 535 524 555 321 - 390 325 404 396 355 351 372 373 355 395 418 340 377 317 319 275 336 347 408 334 281 277 290 366 358 309 Colorado Colorado Springs (June) ...................... Denver (November).............................. Pueblo (July) ......................................... ~ 330 345 276 399 391 481 496 - Connecticut Danbury (February).............................. New Britain (February) ......................... - 362 358 Delaware Wilmington (December)........................ - District of Columbia Washington (February)........................ 354 Alabama Birmingham (July) ................................. Gadsden and Anniston (June).............. Huntsville (January).............................. Mobile (February).................................. Montgomery (January) ......................... Selma (July) .......................................... Arizona Phoenix (May) ....................................... Tuscon-Douglas (February) ................. Arkansas Fort Smith (November)......................... Little Rock-North Little Rock (November)......................................... California Anaheim-Santa Ana (October)............. Fresno (February) ................................. Los Angeles-Long Beach (December) .. Oakland (February) .............................. Oxnard-Ventura (July).......................... Riverside-San Bernardino (August)...... Sacramento (August) ........................... Salinas-Monterey (February)................ San Diego (November)......................... San Francisco (April)............................ San Jose (August)................................. San Luis Obispo County (October) ...... Vallejo-Fairfield-Napa (February)......... Visalia-Tulare-Porterville (May)............ $223 250 323 340 319 $250 233 286 256 267 $322 311 339 303 305 — 387 - 293 391 306 425 418 448 405 336 326 369 413 394 356 423 388 - - 289 310 265 321 379 - 409 437 506 432 - 326 322 384 436 - 254 367 435 516 - 479 507 505 519 560 497 - $431 399 435 - $323 ' 399 I II III IV I $531 - ~ - - - 339 307 - - _ - _ - _ - -' - - “ [c* - - 356 - - 287 289 385 325 - - - - - - 275 - 245 362 494 388 512 450 395 418 394 429 517 345 279 360 389 338 324 406 347 - $322 - $428 $537 394 — — 467 - - 355 358 288 431 431 382 379 388 443 446 423 278 351 - 380 298 432 ~ - - 340 366 - 373 - - - - 378 - 461 546 394 415 - - - 344 403 - - 305 376 - 411 488 340 466 356 390 530 390 298 379 464 467 486 - 382 408 322 307 443 452 402 587 463 488 - 406 483 323 - 345 394 309 348 336 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis II 82 349 III IV V $563 $647 $690 - 428 371 364 391 405 475 420 454 481 435 577 563 526 526 504 - - - - 369 368 468 452 - 318 - - 377 488 $626 - $361 291 354 294 361 338 347 II $648 Switch board OperatorRecep tionists $480 Word Processors I - II III $507 - _ _ - _ $316 - 289 269 288 272 271 262 - _ 359 _ - 513 555 600 661 309 253 312 290 365 402 _ - 420 _ _ 274 - _ _ 461 595 - 272 - 342 - 625 522 767 626 632 597 548 590 592 618 646 549 - - 359 315 363 356 362 319 338 305 321 409 397 303 336 312 412 498 431 409 403 415 397 464 - 484 467 486 436 437 454 469 501 413 413 554 464 552 541 550 499 479 476 516 555 577 444 480 544 _ 686 761 765 643 699 756 771 301 394 462 $582 412 — 367 384 _ 535 466 488 413 430 439 373 441 532 426 _ _ _ 631 530 349 - - _ - 375 379 417 505 - - - - 320 376 374 436 442 492 495 575 656 - - - - - 283 318 258 - - 376 456 480 508 543 580 632 686 - 349 342 - 444 458 - - - - 380 467 - 625 815 350 314 422 - 398 477 569 399 466 517 585 699 353 396 459 508 Table B-8. Average weekly pay' in private industry, clerical occupations, selected areas, 1992 — Continued Clerks, Accounting Clerks, General Key Entry Operators Clerks, Order Personnel Assistants (Employment) Secretaries State, area, and reference month • Florida Bradenton (April) .......................... Jacksonville (October).................. Miami-Hialeah (December) .......... Monroe County (September)....... Northwestern Florida (January).... Orlando (March)........................... Tampa-St. Petersburg-Clearwater (July) .......................................... Georgia Albany (June)............................... Atlanta (April)................................ Augusta (June)............................. Brunswick (May)........................... Columbus (May)........................... Macon-Warner Robins (December) .. Savannah (February) ........................ Illinois Chicago (May)................................... Joliet (September)............................. Vermilion County (November)........... Indiana Elkhart-Goshen (October)................. Evansville (February) ........................ Fort Wayne (June)............................. Gary-Hammond (December)............ Indianapolis (July) ............................. Logansport-Peru (December)........... South Bend-Mishawaka (September) II III IV 267 $322 324 361 341 299 330 $405 397 434 392 480 373 253 318 375 445 _ 269 281 361 311 324 316 318 322 _ 437 410 332 294 438 407 368 388 284 413 398 364 329 292 322 393 335 290 326 398 346 385 481 397 307 388 " $272 - — — 310 — 261 207 - 325 271 — ' $412 495 - - - $248 261 III IV $367 413 $440 — ~ - 281 280 327 351 - - 392 - - 265 337 457 _ 531 _ _ 304 - - - 441 446 336 _ - $203 444 - - - - - 502 268 269 — 302 319 - — 458 336 412 - - - - 276 358 — ~ 282 372 - 335 282 295 414 381 407 — “ 380 303 381 400 542 528 Kentucky Louisville (September)....................... . - 328 402 537 - 275 332 - _ _ 296 333 311 _ _ _ _ _ 394 412 318 _ - — - - 521 491 — 272 272 227 322 - » _ _ _ - - - 460 - - - - - - - - - - - - “ - ~ 83 373 $329 - $389 - $526 414 - $464 - - 391 - II III $389 411 431 379 401 $484 463 462 484 456 436 408 465 - 431 368 359 348 313 359 322 - 343 465 382 389 511 557 515 428 504 450 416 452 463 426 513 508 422 382 486 395 510 501 403 531 491 507 428 440 - - - - - - - - - - - - - - 356 304 340 406 342 ” — - 338 430 - - - - 290 372 - 270 - 366 404 449 ~ 250 370 259 277 245 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - - 562 - 323 - 465 - 458 - 395 - 360 - 311 - - - 352 - - - 290 - - 387 376 367 - - - 391 - 254 269 278 - - — - 420 334 - 250 — - 348 343 348 354 362 291 - " - - 271 257 278 326 307 _ - 548 - - _ 388 - 314 312 - — I $341 350 379 336 354 343 - 300 301 _ 454 496 — _ 330 264 279 276 320 305 - 316 500 390 357 444 475 - - — _ - _ - - - 273 - - - 392 - 311 360 350 ■ - - - 376 370 - - 283 315 - 341 - - - - - 273 IV 389 294 - - Ill - - 502 II - - 499 $377 400 i - $351 326 II - - - $268 298 321 - - - i - - Kansas Topeka (April).................................... Wichita (March) ................................. - II $316 328 367 - Iowa Davenport-Rock Island-Moline (January)......................................... Louisiana Acadia Parish (October).................... Baton Rouge (May) ........................... . New Orleans (July)............................ . Shreveport (April).............................. . I - — - II - 346 ~ 324 - - - - - - - — - - “ - - “ IV $521 563 V - $689 - - _ _ 517 - 505 578 - 702 - - - - 536 - - _ 600 - 568 499 _ 715 - 616 _ - 730 Switch board OperatorRecep tionists Word Processors . II $269 302 300 309 249 279 $351 277 326 375 248 335 265 226 269 340 249 346 312 287 283 282 317 316 - $366 Ill - - — - - - _ _ _ _ 409 - 383 424 - $501 - - - _ _ 266 - - _ _ _ 307 381 - - 367 438 496 _ _ _ 270 280 _ - _ _ - - - _ 389 _ — 294 325 “ 630 737 312 309 386 483 432 534 538 811 605 292 283 305 - - - - 301 - 379 - 360 416 446 593 369 350 344 456 428 410 464 477 433 582 582 481 - - 260 297 292 240 - - - _ _ - 401 _ - - - Table B-8. Ayerage weekly pay' in private industry, clerics! occupations, selected areas, 1992 — Continued Clerks, Accounting Clerks, General Clerks, Order Key Entry Operators Personnel Assistants (Employment) Secretaries State, area, and reference month I Maine Oxford County (October)....................... Statewide Maine (December)............... II III IV I II Ill IV - $312 $333 372 $438 - $279 $342 355 350 309 414 343 545 - - 284 - 389 - $475 255 - Massachusetts Boston (May)......................................... Lawrence-Haverhill (October) .............. Worcester (August) .............................. - 385 352 372 435 426 441 525 545 491 — - 334 336 413 447 445 Michigan Detroit (December)................................ Saginaw-Bay City-Midland (March)...... Upper Peninsula (May)......................... Van Buren County (November)............ 260 ~ 350 348 320 343 448 407 376 - 622 456 - Minnesota Duluth (May).......................................... Minneapolis-St. Paul (January) ............ St. Cloud (April)..................................... 267 317 352 314 491 406 385 Mississippi Biloxi-Gulfport and Pascagoula (July) ... Columbus (May).................................... Jackson (December)............................. 272 312 270 322 Missouri Kansas City (August)............................ St. Louis (March) ................................... Southern Missouri (June) ..................... 299 358 - Montana Billings (August) .................................... Maryland Baltimore (May)..................................... Cumberland (December)...................... Lower Eastern Shore (July).................. $311 $268 1 II 1 436 475 429 351 336 330 405 410 387 - - — - — 291 394 414 - - 320 265 425 331 298 “ - 395 421 368 - - - 391 - 297 333 382 290 412 415 353 482 - 283 223 288 336 261 387 402 335 510 459 431 - 313 378 - - 232 292 Nebraska Dodge County (August)......................... - 283 - - - 236 Nebraska Omaha (August).................................... Scotts Bluff County (October)............... 258 - 339 246 390 300 - - Nevada Las Vegas-Tonopah (December)......... - 325 392 486 - New Hampshire Carroll County (October) ...................... - 275 “ — - 324 301 275 416 399 371 456 458 416 504 505 487 604 591 544 718 625 375 360 343 412 470 - - - - - 429 453 337 267 294 298 471 - 563 591 425 339 - - - - - 355 324 - 329 349 357 431 - 464 553 - 252 299 261 499 368 374 - 252 452 - $342 362 - 464 504 394 - - 319 273 594 - - 454 - - $523 - 312 425 $435 - - - $403 $372 $304 335 V IV $429 - $436 486 ~ $560 407 435 - - - - 331 353 317 - - 296 333 562 $684 $251 309 I II III IV Ill II Word Processors Ill II $398 279 270 I I $322 - $418 - 368 434 - - - $342 $575 586 769 - - - 345 415 359 442 448 522 — 645 398 489 - 263 314 271 341 - - - - 366 432 446 457 563 376 568 - 278 306 277 - ~ — - - - - 359 326 - 269 327 424 - - 307 336 265 387 363 286 291 256 368 374 375 432 - - - 375 358 293 423 435 393 482 483 403 548 567 - 682 - 316 320 259 320 374 232 392 376 300 469 - - - - - . 263 - - - - - 323 386 394 - - 273 317 - - 330 - - - - - - - - - - - - - - 280 - - - 252 339 - - 351 - - 429 498 587 361 - - - - - 284 231 291 - - 389 - - 337 - - 270 - - - 290 391 427 - - 297 395 - - - - 359 388 460 494 622 320 - - - — - — - “ — - - — — — - - “ 264 - - “ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis II Switch board OperatorRecep tionists 84 - Table B-8. Average weekly pay' in private industry, clerical occupations, selected areas, 1992 — Continued Clerks, Accounting Clerks, General Key Entry Operators Clerks, Order Personnel Assistants (Employment) Secretaries State, area, and reference month I New Jersey Atlantic City (June) ................................ Bergen-Passaic (April) ......................... Monmouth-Ocean (August).................. Newark (February) ................................ II III IV i $528 529 - $325 333 304 322 - $335 393 378 383 $430 449 437 437 286 367 - 290 436 384 379 460 453 443 458 396 382 446 - 302 386 396 338 392 327 314 - 283 - Ohio Cincinnati (March) ................................. Cleveland (August)............................... Columbus (November) ......................... Lorain-Elyria (May)................................ Sandusky (October) .............................. Scioto County (December) .................... Toledo (March)...................................... New Mexico San Juan County (September)............. New York Binghamton (July) ................................. Delaware County (September)............. Elmira (August)...................................... Nassau-Suffolk (December)................. New York (April) .................................... Poughkeepsie (August)........................ Rochester (November)......................... Syracuse and Utica-Rome (July).......... Utica-Rome (July).................................. $325 334 334 - 343 299 376 268 545 615 521 $284 260 II III IV . $366 392 424 II $432 1 $299 331 316 338 II i II Ill IV 417 - _ - - _ - $345 389 435 438 - - - 345 $473 394 $397 $450 391 466 268 - - - - - - - 282 324 356 330 424 357 406 494 - 474 - 269 279 258 438 440 334 267 372 328 338 268 262 379 401 412 461 380 308 - _ 455 _ $415 407 $488 498 “ _ $618 I 316 - - - - 279 - - 406 414 508 560 _ 610 643 _ 707 767 356 _ _ 437 523 542 439 446 605 523 542 728 624 - 281 287 267 356 390 310 316 297 279 322 287 _ 375 356 - 457 491 - _ _ - • $574 _ - 306 - _ _ 598 - 314 - 356 - 341 397 407 436 548 522 572 459 739 672 620 594 379 449 399 _ 517 682 300 309 313 279 268 307 335 345 _ 397 450 474 493 414 518 _ 478 _ 349 _ _ 393 _ _ _ _ - - - - - - 258 - - - 340 - 417 406 470 535 - 606 - 321 291 332 - - 405 - _ - 399 398 352 324 433 411 356 355 498 450 444 420 565 504 526 441 664 594 - 339 289 304 262 - 426 470 360 - . - 348 401 425 497 595 312 - 370 _ - -■ 275 _ - 341 - 326 - 291 351 - - - 299 275 286 329 253 229 320 347 347 313 341 331 393 411 414 384 241 244 247 283 323 380 416 403 384 287 292 330 351 379 392 317 358 502 402 513 303 296 320 - 323 300 323 266 216 266 384 424 376 310 380 453 496 485 492 481 - 431 — — - 386 388 _ - — _ - - 394 _ 427 Oklahoma Pittsburg County (September).............. - 264 - - - - - - - - - - - - - - Oregon Portland (May)....................................... Salem (July) .......................................... - 346 337 401 392 510 - - 283 270 355 - - 340 - 322 284 366 - - - - - - Pennsylvania Philadelphia (November)...................... Pittsburgh (January).............................. Reading (May)....................................... Scranton-Wilkes-Barre (November) ..... 311 282 267 275 355 326 335 307 417 444 409 366 480 544 - 254 245 311 266 378 326 427 558 451 - 263 323 - 369 337 - 316 - - 548 - 312 294 294 292 478 - Rhode Island Providence (March)............................... 281 346 434 435 245 296 357 423 - 387 304 394 - - - https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ _ - 412 341 302 85 _ $477 413 433 517 265 437 See footnotes at end of table. 342 389 366 - 372 385 $337 III 424 - 336 — — 301 _ 684 $300 374 345 352 II 409 340 469 $510 708 I _ - _ $453 610 568 594 V _ - _ $415 535 525 550 IV - - North Carolina Goldsboro (August) .............................. Greensboro-Winston-Salem-High Point (February) ........................................... $404 463 458 481 III Word Processors 416 422 441 305 299 - - II Switch board OperatorRecep tionists - 412 370 - Table B-8. Average weekly pay1 in private industry, clerical occupations, selected areas, 1992 — Continued Clerks, Order Clerks, General Clerks, Accounting Key Entry Operators Personnel Assistants (Employment) Secretaries State, area, and reference month III IV I $398 373 391 $440 - - $325 306 309 325 315 294 - 310 286 360 323 319 363 420 244 333 303 - 282 306 360 350 302 303 236 222 327 344 368 376 Utah Salt Lake City-Ogden (April)................. 249 325 Vermont Burlington (August)................................ Statewide Vermont (August) ................ - - Virgin Islands of the US (November) ..... II i South Carolina Beaufort County (September) .............. Charleston (February) ........................... Columbia-Sumter (May) ........................ Florence (January) ................................ Greenville-Spartanburg (April).............. Greenwood County (October).............. Tennessee Chattanooga (September).................... Clarksville-Hopkinsville (March)........... Dyer County (October) .......................... Memphis (October)................................ Nashville (February).............................. Texas Abilene (May)........................................ Corpus Christi (April)............................. Dallas (November) ................................ Houston (March).................................... Longview-Marshall (June) .................... Northwest Texas (April)......................... Rio Grande Valley (January)................ San Angelo (October)............................ San Antonio (July)................................. Wichita Falls-Lawton-Altus (December) $255 _ 238 ~ — 388 372 - II - ~ - 434 - — $231 $271 298 259 266 — 266 276 III IV $350 322 360 335 $446 428 - 342 350 — 379 - ' — - „ $300 II $379 - “ 285 281 — 347 337 410 393 — 305 372 - 330 390 ~ 437 422 456 456 — 451 — - - — 461 - - 273 350 - 291 - - 258 360 360 - - - - - - 306 329 390 417 - - 267 307 335 355 417 411 — 247 298 551 337 388 423 435 362 406 296 509 491 534 461 - 265 259 329 311 459 279 246 228 271 249 275 256 - - 413 504 305 321 375 351 - 368 269 291 — 260 185 337 376 409 400 391 318 - 1 1 $286 293 283 ~ 276 267 321 311 242 259 308 303 278 275 216 III IV — — — $353 345 349 337 339 ” - 384 348 — 355 334 — - $333 “ ~ - 351 314 ~ 334 340 382 395 371 404 370 $536 $559 330 306 413 400 327 355 328 - - $370 - Washington Bremerton-Shelton (December) ........... Seattle (December) ............................... West Virginia Statewide West Virginia (June) ............ 552 - IV $400 413 393 409 390 407 $453 452 $567 451 465 536 396 429 381 — 461 442 556 552 — 439 373 V — $609 - “ “ “ “ _ 598 620 531 ~ 461 471 505 511 400 453 380 435 429 488 — — - 436 458 472 Word Processors Recep tionists I $322 262 284 279 304 281 289 261 $283 274 “ “ II III “ ~ ~ ‘ — — “ - — ~ 296 298 385 350 247 254 345 307 282 249 220 225 275 253 383 362 — $337 — ~ ” ~ $546 515 — ~ — ” — 275 335 - ~ — - 350 296 354 - 339 406 544 337 378 444 545 — 282 — 387 " 265 415 265 329 308 - - * “ 349 403 406 464 459 — — 314 313 “ — ■ “ ■ - - - 297 364 - - - - - 438 483 561 - 300 - - - 317 362 - 292 - 374 - 417 485 287 295 386 - - - - 348 420 389 434 442 462 524 563 666 635 256 301 305 327 352 395 — 449 495 585 — 696 290 336 —378 ~ 483 554 534 612 437 - - 350 318 - 294 312 340 370 — 453 — 356 — 412 — 337 — 407 — - — - - — “ 399 - 264 292 407 “ — ' 225 379 — “ " " 453 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis — 504 — III II II Virginia Norfolk-Virginia Beach-Newport News Richmond-Petersburg (July)................. • 1 II Switch board 86 426 411 528 695 730 266 “ “ — 340 450 436 ~ 453 — ~ 349 — Table B-8. Average weekly pay' in private industry, clerical occupations, selected areas, 1992 — Continued Clerks, Accountin g Clerks, General Key Entry Operators Clerks, Order State, area, and reference month 1 Wisconsin Appleton-Oshkosh-Neenah (June)....... Green Bay (July) ................................... Madison (March) ................................... Manitowoc (December) ......................... Milwaukee (October) ............................. $274 272 307 280 II $314 310 332 314 356 III $385 411 368 409 IV $418 501 502 1 $259 II $255 309 283 310 III IV $321 373 410 371 I — $435 $341 II 1 244 _ $356 367 433 _ - _ - II $249 299 257 314 $330 340 324 363 Personnel Assistants (Employment) Secretaries I II Ill IV _ _ _ _ - _ _ _ _ - _ _ _ _ - _ _ _ _ - $356 337 376 327 408 $379 383 _ - _ - - - - - I II _ 435 Ill IV V $422 462 443 $605 518 _ 479 556 _ $628 - - Switch board OperatorRecep tionists $281 282 307 296 329 Word Processors I II Ill $277 349 $373 344 407 - - - - Wyoming Cheyenne (May).................................... Sweetwater County (September) ......... — 263 374 341 — ~ - - _ “ ‘ _ “ 345 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis j ~ ■ ' rr ! - 10*6 * ! ops’ __ _ - 516 228 346 NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. 87 Table B-9. Average hourly pay1 in private industry, maintenance and toolroom occupations, selected areas, 1992 Maintenance State, area, and reference month General Maintenance Workers Electronic Technicians Machinists Mechanics, Machinery Mechanics, Motor Vehicle Pipefitters Tool and Die Makers - - ~ $18.23 ~ — $15.06 $12.08 13.51 14.49 12.54 13.31 $12.19 10.06 15.18 13.21 11.68 13.03 12.62 14.91 9.88 10.65 ** $10.96 11.30 15.59 15.32 16.96 13.14 14.83 15.15 11.95 - 15.15 - 11.62 14.45 12.05 12.72 11.21 13.85 — 20.59 15.93 17.97 17.66 15.39 13.56 17.42 19.46 15.88 15.12 15.45 14.39 16.04 18.93 18.19 15.34 12.03 16.66 18.19 16.96 16.07 16.06 15.40 16.04 18.41 Electricians I II III - - $19.26 8.17 7.71 9.22 8.02 8.22 $13.14 12.77 14.85 13.68 13.53 $7.67 16.03 12.96 - 16.44 8.15 7.45 17.06 10.76 8.58 15.32 12.26 7.73 7.22 12.62 14.09 - 12.62 16.60 10.53 7.28 10.49 10.59 9.13 9.84 8.64 10.00 18.39 14.34 18.88 21.47 Alaska Statewide Alaska (July) .............................. $12.44 Alabama Birmingham (July)........................................ Gadsden and Anniston (June).................... Huntsville (January)..................................... Mobile (February) ........................................ Montgomery (January)................................. - - “ 13.97 Arizona Phoenix (May).............................................. Tuscon-Douglas (February)........................ - — Arkansas Fort Smith (November) ................................ Little Rock-North Little Rock (November) .... California Anaheim-Santa Ana (October) ................... Fresno (February)........................................ Los Angeles-Long Beach (December)........ Oakland (February)...................................... Oxnard-Ventura (July) ................................. Riverside-San Bernardino (August)............ Sacramento (August)................................... Salinas-Monterey (February)...................... San Diego (November)................................ San Francisco (April) .................................. San Jose (August) ...................................... San Luis Obispo County (October)............. Vallejo-Fairfield-Napa (February) ............... Visalia-Tulare-Porterville (May) .................. 10.36 11.57 9.79 9.73 8.02 16.67 16.68 15.39 18.66 19.60 - - 10.44 16.17 14.06 16.58 16.80 13.49 15.96 13.69 13.83 15.53 17.85 14.62 - 15.38 10.43 - j - 18.78 19.83 18.30 18.67 18.99 16.90 - 16.02 - - 18.76 13.67 20.16 15.81 - - 17.95 15.32 13.23 16.76 14.69 _ 13.04 14.80 _ — $17.92 18.66 20.44 - 16.98 17.98 21.26 “ — - - - ~ Colorado Colorado Springs (June)............................. Denver (November) .................................... Pueblo (July)................................................ 8.35 6.70 12.46 18.29 - - 11.76 11.84 17.56 17.28 - 14.78 9.24 18.61 - 8.57 17.13 - - 13.37 14.03 11.56 13.18 17.03 ~ “ — Connecticut Danbury (February) .................................... New Britain (February)................................. - 15.45 16.54 17.50 14.86 17.41 15.55 16.02 - 16.77 15.09 17.23 18.72 17.35 18.21 15.49 14.83 - Delaware Wilmington (December).............................. District of Columbia Washington (February).............................. 12.64 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 88 ~ " 15.73 Table B-9. Average hourly pay1 in private industry, maintenance and toolroom occupations, selected areas, 1992 — Continued Maintenance State, area, and reference month Maintenance tieciricians I Machinists Pipefitters Tool and Die Makers _ - _ _ _ _ _ $14.18 _ $18.26 16.40 15.33 14.38 13.27 15.32 15.17 13.15 11.26 13.78 11.62 15.72 18.22 16.09 18.95 18.83 Machinery Vehicle $17.32 13.64 $13.90 11.95 $11.65 13.63 13.01 $15.41 17.64 16.59 14.05 15.01 16.60 13.07 11.90 15.49 ~ 19.11 17.45 “ 11.08 II III Florida Jacksonville (October) .............................. Monroe County (September) ...................... Northwestern Florida (January) ................. Orlando (March)....... ........................... Tampa-St. Petersburg-Clearwater (July).... $8.58 8.56 8.28 8.10 7 61 7.68 8.16 $16.23 $15.53 15.75 17.09 13.84 16.19 14.98 13.78 - 16.92 11.63 — — ~ ~ 16.30 Georgia Columbus (May) ................................... Macon-Warner Robins (December)............ Savannah (February).................. Illinois Chicago (May) ....................................... Joliet (September) ............................... Vermilion County (November) .................. 8.11 9.69 9.85 7.41 7.64 8.39 7.51 11.07 11.80 8.55 14.46 11.49 15.68 — “ 13.86 17.42 14.35 17.08 18.69 ~ ~ 12.89 ~ 15.86 - 17.21 13.43 16.03 10.93 " Indiana Elkhart-Goshen (October)............................ Fort Wayne (June)................................... Gary-Hammond (December) ....................... Indianapolis (July).................................. Logansport-Peru (December) ..................... South Bend-Mishawaka (September)......... Iowa Davenport-Rock Island-Moline (January) .... Kansas Topeka (April) ................................... Wichita (March)............................................ 9 93 8.40 9.39 13.85 15.27 15.88 16.88 18.76 ~ ~ 15.46 ~ 12.91 17.45 16.18 Shreveport (April).................................... Maine Oxford County (October) .......................... Statewide Maine (December) ............... _ _ _ _ - - - 18.41 14.94 — 13.80 15.41 14.91 16.18 15.72 16.90 17.66 13.17 15.48 14.81 18.16 15.92 19.26 13.53 14.60 15.00 15.23 14.45 12.57 14.76 _ _ 14.82 14.69 16.92 17.39 14.84 15.56 16.65 - - 8.85 9 32 9.93 14.98 - - - 8.93 17.03 - 14.91 - - 16.46 14.97 8.39 10.61 16.31 14.33 18.24 ~ 15.01 15.94 14.36 - - _ 16.76 17.37 8.67 18.23 16.39 “ 17.48 16.46 13.85 18.31 6.93 8.13 8.98 17.82 13.38 18.21 17.49 15.75 ~ ” “ 17.57 15.93 16.87 16.47 13.30 _ 16.38 - 15.36 12.44 15.83 - _ _ _ _ 13.25 13.14 13.67 15.73 15.22 8.02 9.05 13.92 10.20 12.54 16.67 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ - - — Kentucky Louisiana Acadia Parish (October) .............................. Baton Rouge (May)............................... _ - 89 - _ Table B-9. Average hourly pay1 in private industry, maintenance and toolroom occupations, selected areas, 1992 — Continued Maintenance State, area, and reference month General Maintenance Workers Electronic Technicians Machinists Mechanics, Machinery Mechanics, Motor Vehicle Pipefitters Tool and Die Makers $15.82 $14.80 $14.00 $13.88 $16.11 $17.30 - ~ 10.25 11.05 16.28 16.38 14.55 15.62 14.77 13.67 15.96 14.60 15.80 17.00 17.71 14.95 18.26 18.28 15.79 19.21 19.29 15.21 14.58 13.10 16.09 13.50 14.01 14.98 12.46 13.00 14.76 14.01 14.00 18.78 Electricians III II I Maryland Baltimore (May) ................................. Cumberland (December) ................... Lower Eastern Shore (July)............... $10.10 8.14 7.85 $15.90 12.71 ~ Massachusetts Boston (May) ..................................... Lawrence-Haverhill (October)........... Worcester (August)............................ 10.61 12.25 11.60 17.26 18.01 15.41 $11.87 Michigan Detroit (December)............................ Saginaw-Bay City-Midland (March) ... Upper Peninsula (May)...................... Van Buren County (November) ........ 10.74 9.29 8.78 12.16 19.37 15.28 15.54 Minnesota Duluth (May)...................................... Minneapolis-St. Paul (January)......... St. Cloud (April) ................................. 10.83 11.75 9.43 14.24 17.61 17.72 Mississippi Biloxi-Gulfport and Pascagoula (July) Columbus (May) .......................-...... Jackson (December).......................... 8.40 7.50 8.31 14.38 12.15 15.68 - 15.21 13.44 15.42 Missouri Kansas City (August)........................ St. Louis (March) ............................. Southern Missouri (June)................. 7.52 9.60 7.68 18.41 18.09 13.08 - 17.55 16.48 15.45 17.68 16.73 Montana Billings (August)................................ 7.46 16.80 - 17.64 Nebraska Dodge County (August) ................... 8.74 - - - Nebraska Omaha (August) ............................... Scotts Bluff County (October).......... 8.55 7.71 14.50 Nevada Las Vegas-Tonopah (December) .... 9.65 17.29 - 16.08 18.67 16.78 New Hampshire Carroll County (October).................. 8.18 - - - - - New Jersey Atlantic City (June)........................... Bergen-Passaic (April)..................... Monmouth-Ocean (August) ............. Newark (February)........................... 12.29 11.28 11.97 11.63 - - 16.58 16.27 14.64 17.78 _ _ - - 14.34 14.11 $18.82 20.16 “ ~ _ 19.46 15.80 - 19.52 15.59 19.89 15.80 ~ 13.27 17.66 14.48 - 13.72 13.38 — 11.01 - _ _ 18.32 13.83 12.85 - 15.44 18.00 14.18 11.37 14.96 12.04 15.56 17.34 12.56 17.59 15.01 12.28 16.10 14.78 12.05 18.22 17.67 - - 17.76 14.90 18.05 - - - - 12.52 12.28 17.23 15.98 15.59 13.65 15.26 14.26 15.07 15.51 15.86 — 18.90 18.43 12.39 - _ - 10.02 “ _ _ 18.05 16.43 17.02 18.17 - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 14.70 90 - 15.47 15.26 17.76 16.39 14.72 16.61 Table B-9. Average hourly pay1 in private industry, maintenance and toolroom occupations, selected areas, 1992 — Continued State, area, and reference month General Maintenance Workers Maintenance Electronic Technicians Electricians I II III - _ _ _ $14.91 Machinists Mechanics, Machinery Mechanics, Motor Vehicle Pipefitters - _ $12.50 . $12.97 $13.70 14.33 15.55 - _ 16.98 Tool and Die Makers New Mexico San Juan County (September) New York Binghamton (July)..................... Delaware County (September) .. Elmira (August).......................... Nassau-Suffolk (December) ..... New York (April)......................... Poughkeepsie (August) ............ Rochester (November) ............. Syracuse and Utica-Rome (July) Utica-Rome (July)..................... 9.59 8.40 9.52 11.10 12.92 9.15 11.04 9.24 9.23 $15.84 18.61 17.67 - - - - _ 15.73 - - - 13.38 18.50 — - - — — - _ _ $18.09 - 15.17 17.36 - 17.64 13.53 - - " ~ - 14.10 13.07 16.05 17.17 _ _ _ _ _ . — $16.46 13.88 15.98 13.09 16.81 14.69 14.82 13.01 $16.82 13.56 _ _ 18.14 16.80 14.25 - 14.93 - _ _ North Carolina Goldsboro (August)............................... Greensboro-Winston-Salem-High Point (February)........................................... 8.08 12.91 - 9.68 14.63 t;- 9.21 9.99 9.02 8.84 8.49 10.08 16.48 17.07 17.30 18.20 18.82 17.03 | . - 12.28 10.89 15.19 14.30 13.15 19.84 14.90 13.64 15.03 17.17 16.02 14.96 16.12 15.87 15.62 17.07 16.78 14.74 15.04 15.54 14.64 18.17 18.60 17.08 15.80 14.35 18.37 15.45 15.78 13.49 — 15.13 15.76 12.71 14.94 14.66 12.83 13.22 15.86 13.92 13.44 14.68 13.52 13.53 _ 14.57 - 20.27 - Ohio Cincinnati (March)...... Cleveland (August) .... Columbus (November) Lorain-Elyria (May) .... Sandusky (October) .... Toledo (March) .......... _ $9.61 - 10.14 14.38 13.86 17.14 13.25 — — — - 16.40 _ — - 14.07 15.63 15.83 15.74 _ _ _ 18.18 17.08 Oregon Portland (May)........... Salem (July)............... 9.13 9.34 15.44 14.38 10.43 14.02 — - 16.65 - - Pennsylvania Philadelphia (November) ............... Pittsburgh (January) ...................... Reading (May) ............................... Scranton-Wilkes-Barre (November) 10.26 9.72 9.68 10.77 16.07 14.86 14.64 14.49 9.90 — — 19.07 15.13 - — — 13.37 14.29 15.57 13.74 - 16.90 14.49 _ 16.43 16.15 - 13.89 14.55 - 15.17 13.35 13.76 10.20 12.12 11.64 13.17 11.49 10.99 12.29 _ _ 14.78 15.11 14.24 13.38 _ - Rhode Island Providence (March) ........................ 10.32 14.82 - - _ _ 15.40 15.99 14.73 - South Carolina Charleston (February)............. Columbia-Sumter (May).......... Florence (January)................... Greenville-Spartanburg (April) . Greenwood County (October)... 7.38 7.79 8.29 8.70 13.75 13.99 13.12 12.45 - _ 15.29 — Tennessee Chattanooga (September) ....... Clarksville-Hopkinsville (March) Dyer County (October)............. Memphis (October).................. Nashville (February) ................ 17.15 18.65 9.04 8.36 9.02 8.63 8.28 12.42 11.96 15.73 16.38 11.67 ' 15.09 - - - 12.74 11.59 11.83 11.64 12.98 11.99 - - _ _ - - 15.28 14.29 13.83 15.10 14.83 - 12.99 _ - 16.78 16.03 — See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 91 Table B-9. Average hourly pay' in private industry, maintenance and toolroom occupations, selected areas, 1992 — Continued Maintenance State, area, and reference month Texas Abilene (May)........................................ Corpus Christi (April) ............................. Dallas (November)................................ Houston (March)................................... Longview-Marshall (June).................... Nacogdoches County (September) ..... Northwest Texas (April) ........................ Rio Grande Valley (January) ............... San Angelo (October)........................... San Antonio (July) ................................ Wichita Falls-Lawton-Altus (December) General Maintenance Workers $7.30 6.77 9.14 8.61 7.80 7.97 5.94 7.56 6.75 8.08 Vermont Burlington (August)............. Statewide Vermont (August) Virgin Islands of the US (November).... $15.69 14.59 17.19 13.58 11.42 15.42 12.91 1 II III $11.01 11.93 $13.53 16.48 15.41 15.85 $18.36 16.73 17.42 - 14.61 13.92 - Machinists Mechanics, Machinery Mechanics, Motor Vehicle $17.78 15.07 18.07 15.12 $10.13 17.03 14.41 15.79 12.25 $11.33 11.50 16.42 12.22 11.14 14.84 11.21 - 11.56 14.04 12.77 9.09 13.05 11.25 14.25 13.75 14.99 - 13.41 13.10 11.28 13.22 _ 14.15 _ _ 12.54 16.55 - 15.36 15.38 8.64 14.40 - - 9.60 9.47 13.81 13.25 - Utah Salt Lake City-Ogden (April) Electronic Technicians Electricians _ 17.25 11.58 14.20 15.04 12.65 _ Tool and Die Makers ~ $17.10 — - $16.00 15.39 13.77 15.62 “ 14.27 15.34 _ 14.55 - _ 8.03 Pipefitters Virginia Norfolk-Virginia Beach-Newport News (August)............................................ Richmond-Petersburg (July)............... Bremerton-Shelton (December)......... Seattle (December)............................ 14.66 18.73 16.92 17.73 14.96 14.33 13.83 15.57 13.68 17.46 14.79 13.91 14.25 14.50 14.35 13.87 12.82 15.20 14.91 - - 7.91 15.06 - - 9.47 8.76 9.51 10.46 10.16 15.39 14.99 14.13 - 17.81 _ _ - 7.73 7.76 - 16.62 19.97 17.08 _ - - 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 17.31 14.88 17.94 Wyoming Cheyenne (May) ........................ Sweetwater County (September) 18.62 10.08 Wisconsin Appleton-Oshkosh-Neenah (June) Green Bay (July)........................... Madison (March)........................... Manitowoc (December)................ Milwaukee (October).................... 13.38 13.14 15.25 17.85 17.67 - West Virginia Statewide West Virginia (June).......... 13.21 19.54 14.94 19.18 Washington 14.45 18.80 14.01 17.37 8.58 7.48 - _ 11.89 15.02 15.57 17.46 18.92 14.76 - _ — - 18.08 - _ — 13.37 17.15 - NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. 92 Table B-10. Average hourly pay’ in private industry, material movement and custodial occupations, selected areas, 1992 State, area, and reference month Guards Forklift Operators Material Handling Laborers Order Fillers Shipping/ Receiving Clerks Truckdrivers Light Truck Medium Truck Heavy Truck Tractor Trailer Warehouse Specialists $17.55 $15.60 Alaska Statewide Alaska (July) $7.88 $7.58 $11.25 Alabama Birmingham (July).................... Gadsden and Anniston (June) . Huntsville (January)................. Mobile (February) .................... Montgomery (January) ........... Selma (July)............................. $9.69 10.49 9.53 10.94 9.37 9.53 4.77 5.11 5.68 4.73 8.00 $7.32 7.00 4.62 5.23 5.87 4.80 5.44 5.62 4.88 5.22 5.13 6.07 7.08 4.66 7.40 4.62 6.42 9.92 8.49 6.33 5.92 6.49 7.34 8.34 6.83 7.03 7.21 6.81 9.07 7.26 7.22 7.87 6.99 8.31 6.38 11.21 8.07 8.49 $9.14 7.94 7.94 10.40 11.44 9.90 $9.52 $8.25 9.87 10.30 11.47 10.62 9.76 12.32 8.45 10.34 Arizona Phoenix (May) .................... Tuscon-Douglas (February). 8.49 6.91 $6.95 5.77 13.12 10.96 8.88 13.44 8.08 11.31 8.07 8.94 11.50 9.86 Arkansas Fort Smith (November)............................ Little Rock-North Little Rock (November) 9.86 8.62 8.15 8.09 10.63 12.21 California Anaheim-Santa Ana (October) ............... Fresno (February).................................... Los Angeles-Long Beach (December) .... Oakland (February) ................................. Oxnard-Ventura (July) ............................. Riverside-San Bernardino (August)........ Sacramento (August)............................... Salinas-Monterey (February).................. San Diego (November)............................. San Francisco (April)..... .......................... San Jose (August) ................................... . San Luis Obispo County (October)......... . Vallejo-Fairfield-Napa (February) ............ Visalia-Tulare-Porterville (May) ............... 11.11 10.14 12.94 13.79 12.35 15.81 10.17 4.79 6.76 6.58 6.00 5.74 6.15 6.94 6.37 6.93 7.94 14.26 9.32 6.31 7.26 12.30 $9.84 13.11 12.92 10.73 12.76 14.70 7.38 11.64 8.22 10.11 9.51 8.46 10.76 11.05 9.43 7.09 11.22 7.44 8.74 11.14 7.57 6.52 8.54 11.69 10.24 7.30 9.42 7.99 13.74 14.45 10.75 12.90 16.16 12.44 11.82 10.82 11.48 12.75 11.02 11.88 10.53 12.79 12.66 15.34 15.55 14.13 12.71 13.74 10.73 9.17 11.49 11.54 11.63 12.85 11.50 10.32 10.62 12.64 15.63 15.29 11.16 14.29 12.50 12.72 10.08 10.70 10.08 11.05 Colorado Colorado Springs (June). Denver (November)....... Pueblo (July).................. 5.31 5.72 7.10 9.03 8.98 9.87 8.67 6.09 6.49 9.55 12.27 12.22 9.93 Connecticut Danbury (February) ...... New Britain (February) .. 9.60 6.79 6.57 11.06 9.64 8.98 10.19 9.77 10.25 9.50 15.60 11.52 7.38 15.07 14.66 9.29 16.98 10.95 10.03 Delaware Wilmington (December) . 15.44 8.38 District of Columbia Washington (February) . 10.26 10.69 6.34 7.73 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 93 Table B-10. Average hourly pay1 in private industry, material movement and custodial occupations, selected areas, 1992 State, area, and reference month Florida Bradenton (April) ...................................... Jacksonville (October).............................. Miami-Hialeah (December)...................... Monroe County (September)................... Northwestern Florida (January)............... Orlando (March) ....................................... Tampa-St. Petersburg-Clearwater (July) .. Georgia Albany (June) .......................................... Atlanta (April)........................................... Augusta (June)........... ............................ Brunswick (May)...................................... Columbus (May) ...................................... Macon-Warner Robins (December)........ Savannah (February)............................... Illinois Chicago (May) ......................................... Joliet (September) ................................... Vermilion County (November) ................. Indiana Elkhart-Goshen (October) ....................... Evansville (February)............................... Fort Wayne (June)...................... ............ Gary-Hammond (December).................. Indianapolis (July)................................... Logansport-Peru (December).................. South Bend-Mishawaka (September).... Forklift Operators $10.69 7.75 _ 9.20 10.10 12.07 7.26 9.30 Guards Janitors II I $7.00 5.20 5.55 6.86 4.69 5.93 4.82 - $8.63 — — - “ 8.73 6.33 _ - - - _ — 7.86 9.30 9.89 4.85 - - - - ” 11.97 10.89 13.54 6.26 7.35 _ 8.51 8.71 10.74 13.67 12.49 9.77 - - _ - 8.08 5.55 6.22 — _ _ - - “ - $6.88 5.01 4.95 6.07 5.48 6.04 5.16 Material Handling Laborers Order Fillers $9.09 8.04 $6.48 7.44 6.87 8.05 7.17 8.22 9.52 _ _ - 5.67 5.12 5.70 7.88 6.44 - - - 7.62 8.51 7.26 - 5.03 5.45 7.95 9.72 6.12 7.14 7.76 6.77 9.22 6.20 8.19 - - Shipping/ Receiving Clerks $8.98 8.11 Continued Truckdrivers Light Truck $7.32 7.08 _ 7.06 9.73 7.75 7.89 “ 10.53 11.55 _ 9.76 10.27 - 8.28 10.01 “ 7.33 - 13.41 - 8.49 7.59 — 7.67 8.31 8.75 9.22 12.75 9.46 10.33 9.02 Tractor Trailer $12.35 12.35 $14.87 9.76 $13.14 11.28 _ 14.38 - - - - - 11.89 9.26 12.55 7.66 - 15.78 16.14 11.15 14.41 8.71 12.28 11.31 13.83 15.86 9.42 9.52 8.78 12.94 10.14 9.09 16.29 13.49 - - 7.64 6.98 - _ _ 7.12 _ 11.73 _ 13.51 — - 10.92 - - 11.35 12.52 - 9.52 7.04 6.66 _ 9.23 — 7.25 8.57 10.70 8.46 7.29 ^Kentucky Louisville (September)............................ 11.06 4.99 6.15 9.52 10.03 10.66 8.19 ~ Louisiana Acadia Parish (October) ........................ Baton Rouge (May) ................................ New Orleans (July)................................. Shreveport (April) .................................. _ 8.46 9.05 - - — 11.52 — - 14.16 11.64 9.04 _ 4.80 - - 5.02 5.29 - 9.34 12.94 - 4.72 4.68 7.15 6.85 6.42 - 6.13 7.47 7.98 7.70 6.62 _ 9.98 11.36 _ - 5.90 - 6.01 8.23 6.18 _ - 8.12 13.35 11.28 7.21 _ 6.57 - — 6.69 94 — 9.41 6.69 12.17 9.57 12.85 11.37 8.54 7.23 _ _ 8.95 ~ 11.45 — 8.67 _ 12.47 - 8.88 11.48 10.12 9.98 _ 11.04 16.67 12.03 - - 12.18 11.80 12.67 11.36 15.02 _ 5.47 14.13 8.33 _ * See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis — _ Kansas Topeka (April) ......................................... Wichita (March) ...................................... — 14.53 - 9.22 _ 10.57 — 8.31 7.83 7.88 - 6.51 11.55 8.46 - - Maryland Baltimore (May) ..................................... Cumberland (December)....................... Lower Eastern Shore (July).................. _ 12.12 14.43 $9.28 7.08 — 4.80 Maine Oxford County (October) ....................... Statewide Maine (December)................ 7.83 Warehouse Specialists _ 12.60 * 12.74 12.57 - 9.57 _ Iowa Davenport-Rock Island-Moline (January) 9.97 - _ _ - 7.30 7.28 Heavy Truck 11.08 11.08 - 7.64 9.11 7.86 10.11 Medium Truck — — 8.51 i Table B-10. Average hourly pay in private industry, material movement and custodial occupations, selected areas, 1992 - Continued State, area, and reference month Massachusetts Boston (May) ....................................... Lawrence-Haverhill (October)................... Worcester (August)........................ Michigan Detroit (December) ............................... Saginaw-Bay City-Midland (March) ......... Upper Peninsula (May)............... . Van Buren County (November) ........... Guards Forklift $11.87 10.35 10.66 II $7.27 7.84 7.09 $12.42 15.18 6.54 10.93 8.66 Material Shipping/ Laborers Clerks Light Truck Medium Truck Heavy Truck Tractor Trailer Specialists $7.51 11.59 $11.82 10.73 10.55 - _ $11.56 12.03 $14.64 12.18 13.65 $14.82 13.42 14.65 $11.60 13.01 10.47 10.50 12.42 $8.35 5.22 13.83 14.39 13.53 11.42 _ - 12.43 - Janitors I $7.78 7.44 7.97 9.02 8.84 8.07 9.65 — $7.88 13.71 10.87 8.72 _ _ ~ Minnesota Duluth (May)...................................... Minneapolis-St. Paul (January) ................ St. Cloud (April) .....................:............. 10.90 12.11 9.57 6.44 6.48 6.67 6.35 ~ 11.32 7.99 12.58 9.73 12.41 9.16 12.30 8.30 7.59 5.32 4.56 6.86 8.06 7.51 9.02 8.85 7.67 _ ' 10.06 9.04 10.82 9.84 10.47 8.14 7.69 8.13 12.97 13.18 10.10 9.50 _ 14.22 12.87 8.47 8.73 _ — - 12.66 12.02 10.86 12.38 Mississippi Biloxi-Gulfport and Pascagoula (July) ...... Columbus (May) ...................... 8.51 8.63 8.97 5.26 4.61 Missouri Kansas City (August)........................ St. Louis (March) ...................................... 12.39 9.07 5.93 5.82 5.00 6.26 5.64 6.01 — 12.73 9.01 9.89 — 12.23 9.20 12.31 11.04 9.38 14.30 14.80 12.39 10.50 11.23 9.56 13.79 11.29 Montana Billings (August)......................... 10.31 5.57 Nebraska Dodge County (August)............................. Omaha (August) ................. Scotts Bluff County (October)....... 7.86 5.55 5.44 “ 9.33 - 7.26 8.03 6.24 _ 13.71 8.97 11.68 7.85 12.22 7.86 13.65 15.10 15.95 11.52 _ Nevada Las Vegas-Tonopah (December) ........... 12.28 5.65 8.35 New Hampshire Carroll County (October) .............. 7.45 " New Jersey Atlantic City (June) ............................ Bergen-Passaic (April)...................... Monmouth-Ocean (August)......... Newark (February).............................. 10.58 12.06 10.17 12.44 8.85 6.78 8.19 6.63 8.26 6.82 10.95 11.06 8.13 11.39 10.33 7.77 10.57 11.68 11.02 10.73 — - - _ 10.84 13.73 12.37 14.11 9.10 11.80 _ 16.20 14.16 12.57 _ 13.44 11.38 13.55 14.99 11.95 14.99 12.83 9.66 _ New Mexico San Juan County (September)................. ~ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 95 - in private industry, material movement and custodial occupations, selected areas, 1992 Table B-10. Average hourly pay1 Forklift Operators State, area, and reference month New York Binghamton (July).................................. Delaware County (September)............. Elmira (August)...................................... Nassau-Suffolk (December) ................. New York (April) .................................... Poughkeepsie (August) ........................ Rochester (November) ......................... Syracuse and Utica-Rome (July).......... Utica-Rome (July)................................. Guards Janitors II I $12.03 $9.81 $7.40 7.34 10.49 12.09 10.09 North Carolina Goldsboro (August) ............................. Greensboro-Winston-Salem-High Point (February)........................................... 8.75 Ohio Cincinnati (March) ................................ Cleveland (August) .............................. Columbus (November) ......................... Lorain-Elyria (May) ............................... Sandusky (October).............................. Scioto County (December) .................. Toledo (March)..................................... _ 12.32 11.84 5.84 6.57 5.59 7.71 13.31 5.60 12.06 12.03 9.68 13.23 14.56 5.61 5.72 6.10 11.77 13.80 5.45 11.84 11.02 - Oregon Portland (May)..................................... Salem (July)......................................... . . Pennsylvania Philadelphia (November).................... Pittsburgh (January) ........................... Reading (May)..................................... Scranton-Wilkes-Barre (November) .... . . . . 12.80 11.52 10.33 12.30 7.18 5.13 8.94 5.52 10.36 Rhode Island Providence (March) ............................. . 10.53 5.77 - South Carolina Beaufort County (September)............. Charleston (February) ........................ Columbia-Sumter (May) ..................... Florence (January) ............................ . Greenville-Spartanburg (April)............ Greenwood County (October) ........... .. .. .. .. 7.89 8.26 8.00 8.63 6.82 5.42 4.76 7.64 5.24 - - - Tennessee Chattanooga (September)................. Clarksville-Hopkinsville (March) ........ Dyer County (October) ...................... Memphis (October)............................ Nashville (February) ........................... 11.30 10.09 - 9.75 8.96 5.09 .. .. .. 9.06 10.39 5.43 6.34 - - Material Handling Laborers $6.11 6.97 6.34 8.11 11.60 7.28 7.11 6.83 6.79 $7.09 6.14 Order Fillers $8.05 “ 9.84 — — Truckdrivers Light Truck $7.42 8.47 11.25 9.37 7.41 8.98 8.33 9.17 9.14 9.54 6.07 - 7.75 - 5.12 7.67 8.05 9.46 7.30 12.43 9.19 7.14 11.29 9.33 10.17 9.45 9.72 10.15 9.55 12.76 10.81 8.11 6.63 6.05 11.34 6.43 10.18 9.21 7.86 6.94 6.27 - - 11.06 14.04 6.87 - 12.05 12.00 8.71 11.63 8.26 8.02 9.17 11.65 6.13 8.77 8.29 8.71 7.81 8.92 8.26 8.04 9.59 8.36 8.70 12.22 9.13 12.76 6.30 - 4.80 7.90 6.04 4.86 5.84 6.93 10.45 4.96 5.79 7.51 5.18 4.88 9.10 7.60 8.09 - 8.49 11.30 8.52 9.18 $12.74 Tractor Trailer _ $18.47 $16.60 Warehouse Specialists $11.09 10.82 10.84 12.22 10.71 14.17 8.63 6.48 - - 14.08 - 13.69 9.85 9.01 12.57 9.44 13.94 12.79 12.44 13.67 16.19 13.04 13.92 9.93 11.79 11.50 - - 14.47 — 10.40 8.75 9.35 9.09 8.24 5.84 8.15 6.65 Heavy Truck — $10.15 11.13 6.37 7.39 Medium Truck 9.80 11.50 8.06 13.22 10.48 12.00 13.91 16.58 11.04 14.45 14.96 14.08 13.56 13.40 11.61 10.55 11.08 10.66 16.08 12.00 7.34 8.81 9.52 9.77 8.88 12.80 10.19 9.82 8.74 7.52 9.72 12.06 11.57 11.02 17.23 13.75 9.56 - 7.58 12.15 8.81 7.92 13.28 8.51 8.51 - 10.90 11.04 5.84 14.44 11.72 10.94 8.61 5.07 9.55 — See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Shipping/ Receiving Clerks Continued 96 9.56 ~ 13.85 12.91 12.40 12.89 Table B-10. Average hourly pay' in private industry, material movement and custodial occupations, selected areas, 1992 — Continued State, area, and reference month Guards Forklift Operators Material II Laborers $12.87 $5.38 9.10 6.05 Shipping/ Receiving Clerks Truckdrivers Light Truck Medium Truck Heavy Truck Tractor Trailer $5.27 $9.46 $6.27 11.79 - $10.49 7.09 13.97 12.71 Specialists Texas Abilene (May) ........................................... Houston (March)...................................... Longview-Marshall (June) ......................... Nacogdoches County (September) .......... Northwest Texas (April).............. .............. Rio Grande Valley (January) .................... San Angelo (October)..... .......................... San Antonio (July) ................................... Wichita Falls-Lawton-Altus (December) .... $7.97 6.68 9.05 9.38 9.62 7.14 10.09 4.81 6.23 8.07 $6.82 5.57 6.47 5.93 $7.70 6.85 4.67 5.18 8.61 5.33 - 6.74 “ — 7.30 5.68 8.59 - - 4.89 4.77 4.97 _ 8.09 ~ — $7.79 8.50 9.12 ~ 9.26 ~ 8.23 6.68 7.06 7.07 9.32 ~ ~ 6.23 5.23 6.54 7.63 9.84 - _ 10.08 8.41 11.17 $11.10 12.85 10.64 10.62 8.90 11.30 8.42 7.74 9.81 Utah Sail Lake City-Ogden (April)...................... 8.42 10.20 7.32 — — — — 9.89 9.26 - - 9.34 _ _ 13.31 - — — 10.74 10.33 Vermont Burlington (August)................................... Statewide Vermont (August)..................... 10.89 9.72 8.65 7.19 9.35 Virgin Islands of the US (November).......... — Virginia Norfolk-Virginia Beach-Newport News Richmond-Petersburg (July)...................... 8.50 11.77 5.84 6.44 12.03 13.26 6.12 12.02 6.24 11.14 10.88 10.54 8.64 13.33 6.02 12.06 6.06 5.23 10.02 9.28 10.56 5.20 7.21 7.07 12.75 7.70 9.06 13.34 13.11 — 10.48 9.11 10.93 14.67 15.71 - 13.05 12.30 10.51 12.01 9.24 9.06 12.34 11.84 13.03 11.17 15.52 10.99 10.77 10.11 10.25 12.08 9.63 Washington Bremerton-Shelton (December) ............... Seattle (December) ................................... ~ West Virginia Statewide West Virginia (June) ................ 7.08 7.90 10.40 8.55 8.54 5.98 6.74 8.44 ** ~ 10.05 8.09 11.27 8.70 9.83 ■ 8.85 - - - Wisconsin Appleton-Oshkosh-Neenah (June)........... Green Bay (July)........................................ Manitowoc (December) ............................. Milwaukee (October) ............................... 6.57 5.92 — 10.14 12.98 - Wyoming Cheyenne (May)........................................ 8.48 7.98 ' Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis — “ — - 11.49 14.97 NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. 97 Table B-11. Average weekly pay1 in State and local government, professional and administrative occupations, selected areas, 1992 Administrative Professional 1 II III IV V I II III IV V I II Ill IV V VI _ _ - - - - - - - - - - $771 - - - - - - - $1,240 - - $1,095 - - - - - - - - - Alabama Huntsville (January). Arizona $524 $643 457 585 644 733 688 657 649 641 622 754 “ 601 559 840 809 789 751 714 733 824 861 831 460 $437 Phoenix (May) ........ Budget Analysts Engineers Attorneys Accountants State, area, and reference month $856 733 $882 661 792 564 956 886 829 778 737 791 825 931 731 674 948 950 928 861 812 884 845 1,095 1,135 1,144 1,106 1,053 975 1,052 994 1,276 - - 771 902 1,099 1,184 - - - 818 - - $695 $827 $682 Arkansas Little Rock-North Little Rock (November)........................ - - $647 California Anaheim-Santa Ana (October)........... Los Angeles-Long Beach (December) Oakland (February)............................. Riverside-San Bernardino (August).... Sacramento (August) .......................... San Diego (November)........................ San Francisco (April)........................... San Jose (August)............................... San Luis Obispo County (October) .... Visalia-Tulare-Porterville (May).......... 612 1,033 975 953 921 873 882 940 1,079 $1,247 1,122 $749 _ _ 820 $1,362 1,392 1,307 1,213 1,067 _ 1,071 1,300 _ _ — 1,184 - _ 831 _ _ _ _ _ _ - _ _ _ _ _ _ - 604 710 - - 716 905 - - - - - - 515 641 760 877 - 497 668 - 749 - 435 542 640 564 682 793 ■ - - - . 538 596 . - . . 552 Colorado Denver (November). 1,652 1,701 1,601 1,547 1,271 1,409 1,518 1,570 — _ $1,727 _ $743 1,449 615 655 - - - 695 - 1,031 1,235 - 530 761 861 983 1,136 1,321 - - 903 _ 1,893 - _ - _ “ _ 716 _ 808 _ 955 1,083 - - _ - - — 785 - 650 - - - - 572 696 798 930 1,006 - 917 1,262 872 978 - — — _ " 781 - _ — 659 - . “ 808 - 726 845 - - - - - - - 708 827 988 1,131 - 462 567 - - - 719 - - - - 537 679 861 - - - 519 600 - - - 715 - - - - 628 779 - 1,072 - 365 439 556 - - - 645 670 ' " - - - - - - Georgia Atlanta (April).... Augusta (June) . Illinois Chicago (May) .. Indiana Indianapolis (July) Kentucky Louisville (September). Louisiana New Orleans (July)..... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 98 742 929 857 950 1,020 1,074 941 922 618 - 798 839 712 — - Florida Bradenton (April) ............................ Miami-Hialeah (December) ........... Monroe County (September)......... Tampa-St. Petersburg-Clearwater (July)............................................ - 1,386 District of Columbia Washington (February). 937 $1,500 1,442 1,471 1,208 1,400 1,319 1,146 Delaware Wilmington (December). - 1,225 1,316 1,332 1,226 1,096 1,180 1,159 $718 768 - - 657 " $509 557 928 Table B-11. Average weekly pay' in State and local government, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Budget Analyst Supervisors I Bu> ers/Contrs cting Specialist I II Computer Programmers III I II III Computer Systems Analysts IV I Computer Systems Analyst Supervisors/Managers Personnel Specialists Tax Collectors II III I II II III IV V , II III — — ~ — — — — — — — — - - $419 $462 - - — - Alabama $489 Arizona Phoenix (May) ....................................... $422 $544 $569 505 $608 $594 $758 620 712 $926 $922 Arkansas Little Rock-North Little Rock 468 California Anaheim-Santa Ana (October)............. Los Angeles-Long Beach (December) .. Oakland (February) ............................... Riverside-San Bernardino (August)...... Sacramento (August) ............................ $1,003 555 1,022 562 San Francisco (April)............................. San Luis Obispo County (October) ...... - _ _ Colorado Denver (November)............................... 701 705 680 619 601 657 749 673 610 864 802 765 - 767 - - 7G1 829 730 - 807 $912 757 716 _ 623 _ 778 665 777 591 824 916 825 886 869 858 848 872 912 802 832 — 979 1,058 1,017 1,002 964 981 1,012 987 639 611 $459 596 745 775 873 606 554 727 568 701 873 - 1,064 $1,390 1,189 968 1,081 1,165 — ~ 542 428 O\jZ $620 $852 465 581 - 660 719 819 864 85/ 750 832 784 871 867 854 966 1,004 1,000 927 927 937 1,045 1,024 658 ~ 808 658 $1,215 $517 536 516 549 706 602 ~ 534 513 - 563 677 583 714 748 738 713 711 750 764 698 — 636 — 833 - - - - — — — - — — — — 446 514 690 455 ~ 585 711 943 — — — — 630 — — — 639 786 897 — — — 598 ~ 736 ~ - 482 — 1,019 1,014 - - 674 775 — — - 533 657 - - - 408 - 576 746 795 972 — 530 684 800 - - 563 - 659 864 1,058 — 612 720 813 - 390 - 729 618 739 — — 459 635 — — — — — — — — — — — — 362 469 639 256 376 Tampa-St. Petersburg-Clearwater 445 . — Florida 507 — $589 ” Delaware District of Columbia — Georgia 832 431 560 697 548 Illinois 503 Indiana Indianapolis (July) ................................. 476 463 Kentucky 488 549 474 587 ~ Louisiana I 721 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 99 - — Table B-11. Average weekly pay' in State and local government, professional and administrative occupations, selected areas, 1992 — Continued Administrative Professional I II Ill IV $641 $765 V I Maryland $572 Ill IV $869 $1,046 $1,179 846 _ - II Massachusetts 748 884 _ _ _ _ Michigan $463 577 679 840 555 649 589 825 721 976 $962 Minnesota $717 _ _ - 1,154 1,083 1,323 _ V I II. $549 - 1,362 - - - $716 Ill IV $875 $974 V 714 726 802 915 - - 483 677 725 888 1,029 749 - 892 825 1,108 985 1,244 - Mississippi VI I III II - - IV $745 $1,123 - 973 823 Budget Analysts Engineers Attorneys Accountants State, area, and reference month - - $586 - - - 694 711 - $832 - 863 Missouri 491 641 834 - - - - - - 783 511 556 659 733 _ 670 631 821 779 994 - - 566 556 671 691 796 772 915 928 _ 1,067 _ - _ - _ 842 612 _ 740 _ 788 _ _ _ _ _ _ _ _ - - - - 869 971 1,320 - - 786 589 869 739 1,109 960 708 964 949 _ _ _ _ _ _ _ - - - 968 974 924 873 1,043 1,053 935 930 1,221 _ _ _ 1,192 1,009 _ - 621 _ _ _ - — - 569 493 572 766 606 784 _ _ _ _ _ - - 1,033 - - 532 729 664 702 825 774 846 982 876 982 - - 550 523 664 600 723 821 _ _ _ - - - - - 952 898 1,078 811 581 _ _ - - - 645 625 792 745 793 977 877 1,161 _ _ - New Jersey New York 1,319 Ohio 462 476 Oregon 1,032 Pennsylvania 475 Scranton-Wilkes-Barre (November)..... - 564 534 - 722 862 _ _ - _ _ - 813 738 _ - _ 1,015 887 “ 1,205 - - ____ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 100 - 858 619 683 853 - 706 949 899 - - ” “ ~ . _ 909 _ South Carolina 1,149 1,017 $488 587 - - 620 755 893 — - — — — - - _ _ _ _ Table B-11. Average weekly pay’ in State and local government, professional and administrative occupations, selected areas, 1992 — Continued Administrative Budget Analyst Supervisors State, area, and reference month Buy ers/Contrcicting Specialist s i Maryland Baltimore (May)............................... Massachusetts Boston (May)................................... Worcester (August) ......................... Michigan Detroit (December).......................... Minnesota Minneapolis-St. Paul (January)...... . St. Cloud (April)................................ Mississippi Jackson (December)....................... Missouri Kansas City (August)........................ St. Louis (March).............................. New Jersey Bergen-Passaic (April) ..................... Monmouth-Ocean (August)............. Newark (February) ........................... New York Nassau-Suffolk (December)............ New York (April) ............................... Poughkeepsie (August).................... Rochester (November)..................... Ohio Cincinnati (March) ............................. Cleveland (August)............................ Columbus (November) ..................... Oregon Portland (May)................................... Salem (July) ...................................... Pennsylvania Philadelphia (November)................... Pittsburgh (January).......................... Reading (May)................................... Scranton-Wilkes-Barre (November) .. South Carolina Greenwood County (October).......... i . - $520 . - 498 . II $597 - Computer Programmers III i - - $702 - - 588 763 - - - - - II $582 Ill $679 Computer Systems Analysts IV - _ " _ " _ 574 722 573 670 $462 - — — 489 474 - — ~ - 582 - 654 628 598 - 642 — - - - - - 507 - - - - - - - - - - - 601 744 797 526 557 688 711 314 468 “ - ~ _ — — _ - _ - _ - - - 1,106 _ — - _ — _ — - 714 608 794 732 715 - 896 _ - _ - _ - - - ~ — “ _ — _ “ 469 582 595 597 672 694 675 _ $755 _ — 835 789 788 _ - _ - - _ _ " _ " 608 615 770 725 _ 952 _ ” 682 _ — - _ — - - - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis ~ 513 - $531 - ' - 489 - 654 - - - ~ - $1,175 919 _ — — 760 - 865 - - — $1,008 673 837 - ~ - ~ “ 854 - 627 _ — “ - - 651 662 ~ ~ 713 “ 508 564 - - - _ _ — - $511 $1,005 - ~ - $431 Ill _ — 589 569 - 618 - . II 864 - ~ - $791 $662 i — - 705 _ - V 657 803 - ~ $580 IV _ 457 - _ Ill 905 - - _ II 796 - — II 640 - — 869 $976 , - - - $764 Ill Tax Collectors - - - $697 II Personnel Specialists _ — - - i Computer Systems Analyst Supervisors/Managers 101 — 689 827 — 711 - - - 1,081 — 573 _ - _ 723 651 766 852 860 948 545 - - 716 723 840 1,011 “ _ - 754 806 503 546 553 701 _ - 564 - 625 585 - 444 _ 598 718 “ - _ _ - _ _ - _ _ - _ - - - - - - - - - 558 522 - 513 _ _ - 579 - - - - Table B-11. Average weekly pay1 in State and local government, professional and administrative occupations, selected areas, 1992 — Continued Administrative Professional Ill IV V I II $494 459 $622 555 _ , $668 _ _ _ - - 514 545 494 689 676 633 808 797 - 528 499 497 II I Ill IV V - - Texas Dallas (November) Houston (March)..... San Antonio (July) . '_ _ - - $450 IV $440 $590 $739 544 523 _ 619 802 “ - - - - _ _ 595 559 752 _ 1,089 - - - 820 917 VI 1 — — - 880 866 879 $1,034 984 ' — 921 1,044 - 947 _ IV $681 561 $824 656 $812 976 786 _ 640 “ 722 710 739 ■ II _ _ - - - - _ - $1,015 919 872 _ _ - 562 - - - - - 929 - - - - 776 560 553 693 650 - - - - “ - “ 738 609 766 751 - 601 744 964 - - - - - - 639 720 845 975 525 636 754 - - - 926 1,281 - - 578 725 829 1,010 - - - 664 - - - - - - - - - - - - - 620 - - - - - - - - $443 453 425 $651 $739 Utah Salt Lake City-Ogden (April). III V III II 1 Tennessee Chattanooga (September) . Memphis (October)........... Nashville (February)......... Budget Analysts Engineers Attorneys Accountants State, area, and reference month — Virginia Norfolk-Virginia Beach-Newport News (August)............................................. Richmond-Petersburg (July)............... 931 Washington Seattle (December) ... Wisconsin Milwaukee (October) . Wyoming Sweetwater County (September) . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 102 — Table B-11. Average weekly pay1 in State and local government, professional and administrative occupations, selected areas, 1992 — Continued Administrative State, area, and reference month Budget Analyst Supervisors I Tennessee Chattanooga (September)..................... Memphis (October)................................ Nashville (February).............................. Texas Dallas (November) ................................ Houston (March).................................... San Antonio (July)................................. $663 ~ Buyers/Contracting Specialists I - $475 398 II $443 579 562 Computer Programmers III I - - $719 - $449 II Ill _ $586 448 _ $735 557 510 563 521 647 704 633 Computer Systems Analysts IV I _ - _ - $818 - $666 662 II _ $837 575 - 818 826 764 Computer Systems Analyst Supervisors/Managers Ill I _ _ $938 Personnel Specialists II II _ _ _ - _ - _ _ $487 $730 592 548 531 701 668 _ _ _ - _ - _ - Ill Tax Collectors IV V _ - _ $875 835 - _ _ - 1 - _ _ $387 II $430 440 401 Ill - 529 - - Utah Salt Lake City-Ogden (April)................. - - - * - 578 701 - 690 - - - - - 633 - - ~ 586 - - 515 - 617 661 - _ - 742 777 886 - _ - _ - 576 575 679 678 _ _ - - - 666 - 579 772 - 739 824 969 - - 666 774 ~ - - - - 659 - 778 851 - - - 680 797 — - “ - - - - - - - - - - $456 - 405 - 466 481 551 - 956 - - - - 1,005 - 483 - 607 - - - - - Virginia Norfolk-Virginia Beach-Newport News (August)............................................... Richmond-Petersburg (July).................. Washington Seattle (December)............................... Wisconsin Milwaukee (October) ............................. - Wyoming Sweetwater County (September)......... 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. Pay data for the following occupational levels did not https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 103 - meet publishability criteria in any area: Accountants VI; Engineers VIII; Buyers/Contracting Specialists IV and V; Computer Programmers V; Computer Systems Analysts V; Computer Systems Analyst Supervisors/Managers III and IV; Personnel Specialists VI; and Personnel Supervisors/Managers III and IV. In addition, for seven occupations, only a single area published average pay data: Attorneys VI averaged $1,918 in Los Angeles-Long Beach, CA; Engineers VII averaged $1,536 in Los Angeles-Long Beach, CA; Budget Analyst Supervisors II averaged $892 in Indianapolis, IN; Computer Systems Analysts IV averaged $1,227 in Los Angeles-Long Beach, CA; Personnel Specialists I averaged $416 in Atlanta, GA; and Personnel Supervisors/Managers II averaged $1,151 in Los Angeles-Long Beach, CA. Table B-12. Average weekly pay1 in State and local government, technical and protective service occupations, selected areas, 1992 Protective service Technical I II - “ $392 - 379 $633 670 - 385 420 473 $1,366 686 669 606 777 761 671 762 715 771 410 698 841 834 727 749 690 801 846 628 528 805 858 815 776 748 779 805 913 699 633 856 1,007 904 853 821 858 906 955 858 856 671 694 ~ - - - - $376 497 486 $607 - - 345 445 480 558 438 553 622 715 589 515 543 553 581 661 507 742 804 790 645 602 678 737 824 588 1,034 978 813 922 933 - 879 921 882 761 757 769 822 923 885 660 Arkansas Little Rock-North Little Rock (November)................................................ - 338 - California Anaheim-Santa Ana (October) ................... Los Angeles-Long Beach (December)........ Oakland (February)...................................... Riverside-San Bernardino (August)............ Sacramento (August)................................... San Diego (November)............................... — - 540 522 557 486 506 490 533 591 606 613 587 554 San Jose (August) ....................................... San Luis Obispo County (October)............. Visalia-Tulare-Porterville (May) .................. - 410 - Colorado Denver (November) .................................... - 437 494 Connecticut Danbury (February) ..................................... New Britain (February)................................. - - - - Delaware Wilmington (December)............................... - - - - District of Columbia Washington (February).............................. - 460 584 Florida Bradenton (April).......................................... Miami-Hialeah (December).......................... Monroe County (September) ...................... Tampa-St. Petersburg-Clearwater (July).... - 354 493 499 Georgia Atlanta (April) ............................................... - $443 576 592 506 $540 - $694 574 535 $781 731 691 628 - 460 - $641 - _ 982 _ II $463 “ $660 ~ _ _ _ _ - - - “ - 598 - 454 571 722 — “ 530 - - - - ~ ~ - — - 687 “ 663 660 - — - - 344 413 519 630 - - 392 687 646 — - ~ 518 - 456 506 634 - - 526 626 592 781 - - 538 344 348 425 420 415 390 507 515 504 438 476 564 - ~ 383 539 445 447 375 773 478 490 434 701 572 559 460 609 674 — 344 550 ” — - — 422 492 561 410 — 341 419 524 585 _ _ _ _ _ _ _ _ — — — 383 329 462 358 487 374 451 - - - 546 497 717 558 718 530 ~ 353 473 344 367 353 445 574 427 502 495 517 570 464 478 544 - - - - - - - - 358 — “ - 356 - - 248 259 316 337 370 399 “ _ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - 419 - $456 - - Indiana Elkhart-Goshen (October)........................... Evansville (February)................................... Gary-Hammond (December) ...................... Indianapolis (July)........................................ South Bend-Mishawaka (September)......... $362 II Arizona Phoenix (May).............................................. - VI IV $376 Illinois Chicago (May) ............................................. Vermilion County (November) .................... V Ill - I IV II i Police Officers, Uniformed Corrections Officers III Ill Alabama Huntsville (January)..................................... 383 Engineering Technicians, Civil Drafters Computer Operators State, area, and reference month 104 575 ~ “ ” 832 - 482 “ Table B-12. Average weekly pay1 in State and local government, technical and protective service occupations, selected areas, 1992 — Continued Protective service Technical I Engineering Technicians, Civil Drafters Computer Operators State, area, and reference month II Ill IV II - ~ - - $339 - - 364 - - III I II - - - III IV V $613 “ VI Corrections Officers Police Officers, Uniformed Firefighters i Iowa Davenport-Rock Island-Moline (January) .... $493 $552 $557 361 453 $549 - 402 360 444 507 406 582 ” — 605 514 ” — ~ 524 622 591 565 610 623 591 “ _ - 543 515 644 477 673 633 " 692 610 — Kentucky Louisville (September)................................. $409 - $238 $342 - 294 II 423 “ - — 395 - 485 - - 421 - 535 505 - _ 416 — ” 535 627 - $363 — Louisiana New Orleans (Juty) ...................................... - - Maryland Baltimore (May) ........................................... Cumberland (December) ............................. $333 423 $470 $528 470 $583 350 641 $675 $934 - - - - - “ 469 ~ - - - “ - — - 430 - 538 594 472 512 - - 554 - 437 - - - 615 - - - 535 - - 378 505 — 617 565 719 “ 524 737 - — “ “ - - 307 - - ~ 318 400 486 578 “ 309 429 423 _ 687 “ 393 426 564 645 575 586 572 _ ~ 360 488 500 — “ _ 345 580 460 — ” ~ 582 468 653 538 620 798 “ 732 855 817 718 417 493 Massachusetts Boston (May) ............................................... Lawrence-Haverhill (October)...................... Worcester (August)...................................... 535 ~ 521 Michigan Detroit (December) ...................................... Van Buren County (November) .................. 685 752 - ” Minnesota Minneapolis-St. Paul (January)................... St. Cloud (April) ........................................... ~ - - 792 860 ~ Mississippi Jackson (December).................................... - 260 Missouri Kansas City (August)................................... St. Louis (March) ......................................... - 392 404 - 486 - - - - - - - - - - — - - - — 477 - 297 ~ 377 408 484 514 583 639 ~ - 319 378 420 480 - - - - - 387 497 Montana Billings (August)........................................... Nebraska Dodge County (August) ............................... New Hampshire Carroll County (October).............................. ~ ” — - 543 633 - - - ~ — ~ — “ New Jersey Bergen-Passaic (April)................................. Monmouth-Ocean (August) ......................... Newark (February)....................................... - - - - — 625 - - - New Mexico San Juan County (September) .................... ' ~ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 105 348 865 —— Table B-12. Average weekly pay' in State and local government, technical and protective service occupations, selected areas, 1992 — Continued Technical State, area, and reference month Computer Operators I 11 III IV II - Engineering Technicians, Civil Ill New York Delaware County (September) ................... Nassau-Suffolk (December) ........................ New York (April)........................................... Poughkeepsie (August) ............................... Rochester (November) ................................ - $541 - - - Ohio Cincinnati (March)........................................ Cleveland (August) ...................................... Columbus (November)................................. Scioto County (December) .......................... - 431 - 476 488 464 - - - - Oklahoma Pittsburg County (September) .................... - - - - - Oregon Portland (May) ............................................. Salem (July)................................................. - 451 451 533 - — - Pennsylvania Philadelphia (November) ............................ Pittsburgh (January) .................................... Reading (May) ............................................. Scranton-Wilkes-Barre (November)............ - 474 349 - - South Carolina Beaufort County (September)..................... Greenwood County (October)..................... - - Tennessee Chattanooga (September) ........................... Dyer County (October)................................. Memphis (October) ..................................... Nashville (February) .................................... - Texas Dallas (November)....................................... Houston (March).......................................... Longview-Marshall (June)............................ Nacogdoches County (September) ............ San Antonio (July) ....................................... $351 - Utah Salt Lake City-Ogden (April)....................... $648 I II III IV Police Officers, Uniformed V - 383 398 459 452 607 637 660 - _ _ _ - - 599 614 615 490 _ _ - - - - 338 359 364 - 525 486 654 556 - - 598 504 740 623 698 680 - 505 374 565 460 443 464 682 617 759 665 - - 564 501 500 496 635 592 540 564 638 631 613 609 720 _ _ - - 366 - - - _ - 340 309 445 339 369 406 _ 390 223 217 235 232 297 338 341 374 372 378 451 541 624 _ - _ _ - 314 _ 371 318 407 375 509 440 431 404 544 467 _ _ 593 - - 441 379 519 - 331 354 384 391 544 525 _ - 325 _ 373 713 632 604 552 619 444 395 569 560 548 477 497 571 $881 - 428 410 401 584 548 548 - 682 548 623 - _ 621 684 - 501 435 462 - - “ 374 - - - 323 420 429 — — - - 567 — - 441 - - - - - 341 - - $441 398 406 477 402 $763 - 490 448 639 - 386 536 524 - _ _ _ - 385 535 486 519 446 410 571 543 - - 401 403 576 493 530 521 618 603 - - - - 334 385 500 - - - - 397 478 445 339 355 397 389 “ - - See footnotes at end of table. 106 - 509 404 414 388 732 - 509 “ 619 578 380 Virginia Norfolk-Virginia Beach-Newport News (August)..................................................... Richmond-Petersburg (July)....................... $1,055 391 437 376 297 361 - - II _ $1,015 585 638 $597 665 583 601 - 1 $618 884 725 700 682 $589 572 486 512 - Firefighters _ $712 713 751 738 $536 508 385 365 - VI Officers $377 779 662 581 532 $410 436 - Vermont Burlington (August) ..................................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Protective service Drafters - - - 422 558 506 - _ - 693 _ _ - Table B-12. Average weekly pay’ in State and local government, technical and protective service occupations, selected areas, 1992 — Continued Protective service Technical State, area, and reference month Computer Operators Engineering Technicians, Civil Drafters Corrections Officers Police Officers, Uniformed Washington Seattle (December) Wisconsin Appleton-Oshkosh-Neenah (June) Manitowoc (December)................. Milwaukee (October)..................... Wyoming Sweetwater County (September) NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. Pay data for the following occupational levels did not meet publishability criteria in any area: Computer Operators V, Drafters IV, and Engineering Technicians IV through VI. Average pay for Engineering Technicians III in Louisvile, KY, the only area which published an average for this occupation, was $531. 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 107 Table B-13. Average weekly pay in State and local government, clerical occupations, selected areas, 1992 Clerks, Accounting Key Entry Operators Personnel Assistants (Employment) IV I II II Ill IV - - - - - - - - - - - - - 301 314 - - 510 564 681 579 544 503 535 599 617 552 464 643 675 630 613 583 631 649 645 632 542 Clerks, General Secretaries State, area, and reference month > II III IV • - - Alabama Huntsville (January).............................. - $287 $385 Arizona Phoenix (May) ....................................... - 339 361 $369 Arkansas Little Rock-North Little Rock (November)......................................... - 310 361 363 - 498 513 521 447 493 466 539 522 476 402 556 547 591 509 483 554 562 607 - - - California Anaheim-Santa Ana (October)............. Los Angeles-Long Beach (December) .. Oakland (February) ............................... Riverside-San Bernardino (August)...... Sacramento (August) ........................... San Diego (November)......................... San Francisco (April)............................. San Jose (August)................................. San Luis Obispo County (October) ...... Visalia-Tulare-Porterville (May)............ II III $299 $358 296 283 - “ - - 272 - 404 394 435 371 360 366 339 457 438 354 289 443 447 448 407 424 399 431 462 424 361 522 501 535 450 499 478 496 504 495 489 475 511 493 492 436 448 440 492 516 433 $474 529 458 - - 301 364 409 - $303 $305 $318 $320 - 468 514 469 425 447 395 506 477 400 339 Colorado Denver (November)............................... - - 434 - Connecticut Danbury (February) .............................. - - - - - - - - - Delaware Wilmington (December)......................... - 365 408 500 - 313 364 - _ 370 418 460 509 257 332 374 432 372 417 362 367 - - - - - - 294 - _ 481 - 371 - - - - - - - - 276 287 327 364 282 337 384 482 237 274 271 319 307 354 354 331 356 _ - - 370 - _ - - - 445 310 372 _ _ _ - - - - - - _ District of Columbia Washington (February)......................... Florida Bradenton (April) ................................... Miami-Hialeah (December) .................. Monroe County (September)................ Tampa-St. Petersburg-Clearwater (July) ................................................... — - $338 - 463 - 445 - - - - 425 422 304 352 369 514 Georgia Atlanta (April)......................................... Augusta (June)...................................... - 355 292 386 407 447 Illinois Chicago (May)....................................... Vermilion County (November).............. - 380 430 - - 504 - 306 - 333 227 385 - - Indiana Elkhart-Goshen (October) .................... Evansville (February) ........................... Gary-Hammond (December)................ Indianapolis (July) ................................. South Bend-Mishawaka (September) ... 409 — 468 - https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis $329 382 $407 - - _ _ _ _ - 578 - - 445 - - - - - 396 422 - 590 - - - - - - 479 _ _ _ 341 399 - - - _ _ _ - - _ _ - - _ _ _ _ _ - - - _ - _ _ - - - 222 288 279 263 - 322 350 - - - - _ 315 356 - 264 - _ - - - “ “ _ - 108 - _ - See footnotes at end of table. - _ - - $419 _ - — - _ - 213 V - _ _ _ _ 306 — IV — 490 483 - 374 III _ _ 408 526 $636 307 — $328 II 528 614 525 464 482 464 566 545 513 442 $529 - - 1 - Switch board OperatorRecep tionists - - $324 - 241 _ $807 694 707 632 _ 458 470 403 Word Processors 1 II Ill - - - $285 $319 - - _ 503 533 476 463 470 460 498 - $540 - - - _ _ _ _ _ _ _ _ - - 375 356 - - - - - - - - 465 533 _ _ _ _ _ 478 547 612 - 361 - 422 - _ 437 385 430 489 517 _ 591 620 _ 673 307 362 339 _ 349 _ _ 410 _ _ 391 _ _ _ _ 334 369 452 520 - 295 282 341 - 333 334 391 365 444 439 525 _ - 309 _ 426 - - - _ - 418 468 - 514 340 - _ - 395 - _ - 348 347 366 277 303 _ 426 410 334 367 _ _ 438 394 _ _ _ _ - _ 310 - 596 _ _ _ _ - _ 742 753 _ - _ 428 _ 491 355 299 294 _ _ _ _ _ _ 542 _ _ _ _ _ - 436 - _ _ _ - _ _ _ - Table B-13. Average weekly pay1 in State and local government, clerical occupations, selected areas, 1992 — Continued Clerks, Accounting Key Entry Operators Clerks, General Personnel Assistants (Employment) Secretaries State, area, and reference month I II III IV 1 Iowa Davenport-Rock Island-Moline (January)............................................. - - ~ - ~ Kentucky Louisville (September).......................... - Louisiana Acadia Parish (October)....................... New Orleans (July)............................... $223 $329 $381 259 299 330 353 - $394 II III $329 $369 $230 274 321 198 260 287 - - “ Ill IV I II III IV V - - - - - - - - - - - - - - $348 $408 $473 - - $285 $306 $357 — — - 324 316 340 390 - 283 263 310 - - - 326 - - - - - - ~ _ - 379 351 415 396 452 447 323 - - - — - 414 471 405 424 487 580 - - - “ ” - 545 570 601 438 - - - — - 497 - “ - 408 341 “ $387 $313 $312 - 254 284 - 419 — $348 - - - - - - Maryland Baltimore (May)..................................... Cumberland (December)...................... 343 359 334 436 395 468 295 280 353 333 379 385 364 - - 279 - - - Massachusetts Boston (May)......................................... Lawrence-Haverhill (October) .............. Worcester (August) ............................... - 387 439 411 - - 344 - - 385 381 354 — - 341 — - 388 - - - - 418 Michigan Detroit (December)............................... Van Buren County (November)............ - 443 489 - 515 - 311 - 371 - 443 417 454 - — - 515 - — - 550 - - - - 482 430 Minnesota Minneapolis-St. Paul (January) ............ St. Cloud (April)..................................... 450 387 466 462 362 340 434 391 569 452 - - - 419 - 444 465 382 - 317 349 372 - “ Mississippi Jackson (December) ............................ - “ 354 - - 257 288 - “ - 294 Missouri Kansas City (August)............................ St. Louis (March)................................... - 321 352 365 402 456 287 326 321 335 368 378 310 332 - 417 - - 349 392 Montana Billings (August) ................................... - 303 - - - - - - - - - - - Nebraska Dodge County (August)........................ - - - - - 267 310 - - - - Nebraska Scotts Bluff County (October)............... - 261 - - - - - - - - - New Hampshire Carroll County (October) ...................... - - - - - - ' - - - - - New Jersey Bergen-Passaic (April) ......................... Monmouth-Ocean (August).................. Newark (February) ................................ - 385 362 422 446 416 483 535 463 - 283 295 369 370 368 437 — 428 452 386 333 417 448 - - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis III II - - II II - ■- I . - 451 Word Processors IV Maine Oxford County (October)...................... 396 Switch board OperatorRecep tionists 109 - $493 579 466 $470 497 $549 - - - 421 — $520 478 573 - - ~ 369 — 384 413 418 476 504 564 - 334 - - ~ 299 “ - - - - - - - “ - - " - - “ — 393 — ~ — — ~ — - - 359 337 — 472 457 454 537 537 518 647 604 683 - 422 334 399 - - - “ ~ - - - 276 - ” - 312 366 - 370 378 - - ~ ~ ~ ~ — Table B-13. Average weekly pay1 in State and local government, clerical occupations, selected areas, 1992 — Continued Clerks, Accounting Clerks, General Key Entry Operators Personnel Assistants (Employment) Secretaries State, area, and reference month I II Ill IV i II Ill IV i II II Ill IV - - - - - - ~ - - - $321 - - - 388 $475 385 462 $540 552 468 558 $578 630 607 595 606 328 400 399 437 462 428 462 490 471 551 554 497 New Mexico San Juan County (September)............. - $321 $345 New York Delaware County (September)............. Nassau-Suffolk (December)................. New York (April) .................................... Poughkeepsie (August)........................ Rochester (November).......................... - 510 361 360 532 489 405 411 $453 602 570 538 - 357 364 402 418 447 456 522 501 497 Oklahoma Pittsburg County (September).............. - - - Oregon Portland (May)....................................... Salem (July) .......................................... - 380 370 421 415 Pennsylvania Philadelphia (November)...................... Pittsburgh (January)............................. Reading (May)....................................... Scranton-Wilkes-Barre (November) ..... - 392 399 376 354 South Carolina Beaufort County (September) .............. Greenwood County (October) .............. - Tennessee Chattanooga (September).................... Dyer County (October) ......................... Memphis (October)................................ Nashville (February)............................. Ohio Cincinnati (March) ................................. Cleveland (August)............................... Columbus (November) ......................... Texas Dallas (November) ................................ Houston (March).................................... Longview-Marshall (June) .................... Nacogdoches County (September)...... San Antonio (July)................................. II III IV V - ~ - - I II Ill - ~ - $517 477 386 — 338 357 350 389 387 371 434 434 407 366 359 390 406 - - - - - - - - - - 305 - - - 462 - 318 312 364 358 - 326 - - - - - “ 372 398 483 453 - 444 395 437 - - - 349 - 411 354 375 374 450 - 422 290 441 - - ~ 368 334 - 451 385 - 322 410 423 393 389 473 463 453 418 - 314 333 ~ - - 289 329 - - ~ - - - 402 376 397 - - - 299 281 302 297 338 386 - 293 - 336 330 397 - 381 406 - 339 358 358 329 332 353 437 432 383 410 408 322 339 347 361 386 391 407 461 287 373 304 309 316 354 360 370 395 - 426 425 - 427 428 385 - - - - - - 418 372 380 - 312 293 - - - 286 - - - - - $342 — - - $369 366 455 $481 366 - $421 $466 $568 358 276 307 269 266 330 327 340 327 286 302 - - - - - - - 245 281 - - - 341 361 316 304 325 - 374 290 $433 $523 - 355 426 426 416 - - - - 345 - 398 389 - 396 - - - - - 298 - - - 540 457 - - - - - 466 453 - 349 339 - 388 400 373 554 561 - - - - - 275 303 345 - 247 Utah Salt Lake City-Ogden (April)................. - 315 377 - - 270 290 329 - - - - - - 384 451 502 Vermont Burlington (August)............................... - - - - - - - - - - - - 329 360 - - 110 469 348 408 - - See footnotes at end of table. - “ 299 313 287 - $759 409 - https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis $282 Word Processors $357 407 397 375 406 $310 $293 456 411 I Switch board OperatorRecep tionists - - - - 389 362 - — $459 Table B-13. Average weekly pay1 in State and local government, clerical occupations, selected areas, 1992 — Continued Clerks, General Clerks, Accounting Key Entry Operators Personnel Assistants (Employment) I II II III IV - - - - — — — - - - - - - - ~ — Secretaries State, area, and reference month 1 Virginia Norfolk-Virginia Beach-Newport News (August)......... ..................................... Richmond-Petersburg (July).................. Washington Seattle (December)............................... Wisconsin Appleton-Oshkosh-Neenah (June)....... Manitowoc (December) ......................... Milwaukee (October) ............................. Wyoming Sweetwater County (September) ......... $299 “ - II IV I $240 264 II $301 316 III $342 349 IV $329 303 $344 345 $402 393 $452 415 469 507 - - 368 400 416 469 - 330 321 364 - - - - - - — — - 409 ~ III 397 - - 474 421 407 413 — 355 $461 409 - - " " 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis $399 Switch board OperatorRecep tionists III IV V $401 409 $464 460 $447 509 - — 451 491 621 — 393 368 422 472 449 451 503 - — — — 369 I $375 325 397 II $298 Word Processors 1 II — ~ Ill $443 $344 - — “ “ ~ ~ 354 NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. Pay data for Clerks, Order I and II and Personnel Assistants (Employment) I did not meet publishability criteria in any area. 111 Table B-14. Average hourly pay in State and local government, maintenance and toolroom occupations, selected areas, 1992 Maintenance State, area, and reference month General Maintenance Workers Electronic Technicians Electricians I II Ill Machinists Mechanics, Machinery Mechanics, Motor Vehicle Pipefitters Alabama Huntsville (January).................................... $8.40 $11.34 - - - - - $11.91 - Arizona Phoenix (May).............................................. 9.15 14.93 - $14.40 $13.65 - - 14.71 - Arkansas Little Rock-North Little Rock (November)................................................ 7.48 12.40 - - - - - 11.79 - California Anaheim-Santa Ana (October) ................... Los Angeles-Long Beach (December)........ Oakland (February)..................................... Riverside-San Bernardino (August)............ Sacramento (August).................................. San Diego (November)............................... San Francisco (April) .................................. San Jose (August) ...................................... San Luis Obispo County (October)............. Visalia-Tulare-Porterville (May) .................. 13.29 13.92 14.41 12.38 12.52 13.07 13.43 14.91 13.78 10.76 18.07 20.02 20.80 16.38 18.05 17.29 24.53 22.97 17.24 $15.71 18.70 20.04 19.19 17.34 15.64 16.68 19.00 19.60 21.46 23.17 19.13 19.98 19.05 _ _ _ _ _ _ _ $20.94 _ - - - - - _ - 16.58 19.35 18.35 15.46 16.64 16.25 19.67 18.44 16.14 14.22 _ $22.42 _ _ _ _ _ _ _ _ _ Colorado Denver (November) .................................... 11.52 17.23 - - 18.86 14.68 - Connecticut Danbury (February) .................................... New Britain (February)................................. 13.49 14.18 16.67 ~ _ - Delaware Wilmington (December).............................. 11.58 14.52 ~ District of Columbia Washington (February).............................. 10.06 15.43 - 16.43 Florida Bradenton (April).......................................... Miami-Hialeah (December)......................... Monroe County (September) ...................... Tampa-St. Petersburg-Clearwater (July).... 10.86 8.33 9.97 11.14 16.26 12.60 12.03 9.99 Georgia Atlanta (April)............................................... Augusta (June) ............................................ 9.29 9.59 13.13 11.06 Illinois Chicago (May) ............................................. 13.00 21.44 Indiana Evansville (February).................................. Gary-Hammond (December) ...................... Indianapolis (July)........................................ South Bend-Mishawaka (September)......... 10.23 10.79 9.15 9.19 12.96 - — 14.27 - 15.23 _ _ - _ - 14.68 - - - - - 13.72 16.49 - - 15.78 13.75 17.43 16.98 13.22 _ 13.39 _ _ - _ _ 10.56 13.95 12.92 12.08 _ 15.12 13.65 14.91 - - - - - 13.00 10.34 _ - - - - - - 17.82 23.80 — - - _ _ 10.36 - _ _ _ - _ - _ _ _ - _ - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 17.56 - - - 11.56 16.74 _ _ _ _ _ _ _ - 112 - 13.68 _ _ 14.10 “ - _ 12.06 13.18 - _ - Table B-14. Average hourly pay in State and local government, maintenance and toolroom occupations, selected areas, 1992 — Continued Maintenance State, area, and reference month General Maintenance Workers Electronic Technicians Iowa Davenport-Rock Island-Moline (January) .... i II III - - - Machinists Mechanics, Machinery - - Vehicle Pipefitters $12.89 - Kentucky $8.25 $13.27 8.03 10.79 $11.66 13.40 13.58 12.70 Louisiana Maine Oxford County (October) ............................. Maryland Baltimore (May) ........................................... Massachusetts Boston (May) ............................................... Lawrence-Haverhill (October)............... Worcester (August)...................................... Michigan Detroit (December) ...................................... 9.97 9 49 10.85 10.48 11.36 13.05 11.17 18.64 16.27 12.42 11.86 20.29 14.71 $15.22 — $13.85 13.00 10.32 12.74 13.78 11.76 - ~ . ~ — — ~ 15.54 15.27 12.77 $18.03 — 14.42 15.35 14.91 18.57 ~ - Minnesota 18.09 Mississippi 10.33 9.83 Missouri 9.37 10.18 13.02 14.20 12.68 14.99 — - 12.82 Montana Billings (August)........................................... Nebraska Dodge County (August)............................... New Jersey Bergen-Passaic (April)................................. Monmouth-Ocean (August) ........................ 11.98 13.56 - 17.58 12.18 7.37 12.30 12.86 12 34 14.81 16.30 14.39 18.44 9.02 12.99 ~ - ~ — - 15.76 13.39 14.19 " 10.80 - New Mexico See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 113 “ Table B-14. Average hourly pay' in State and local government, maintenance and toolroom occupations, selected areas, 1992 — Continued Maintenance State, area, and reference month General Maintenance Workers Electronic Technicians Electricians I New York Delaware County (September) Nassau-Suffolk (December) ... New York (April)...................... Poughkeepsie (August) ......... Rochester (November) .......... Ohio Cincinnati (March)...... Cleveland (August) .... Columbus (November) _ _ _ - _ $14.97 _ - _ - - - - $15.54 24.53 13.77 14.31 - - 9.49 11.05 10.58 15.79 19.80 12.55 _ - $15.77 12.64 - - — ' - - - - - $16.56 _ Oregon Portland (May)....................... Salem (July)........................... 10.74 11.24 17.52 14.31 Pennsylvania Philadelphia (November) ................ Pittsburgh (January) ....................... Reading (May) ................................ Scranton-Wilkes-Barre (November) 11.45 11.87 10.61 14.54 14.58 12.51 12.40 South Carolina Beaufort County (September) Greenwood County (October) 8.69 10.82 10.00 Tennessee Chattanooga (September) Dyer County (October).... Memphis (October)......... Nashville (February) ....... 8.16 7.52 9.67 8.63 13.16 Texas Dallas (November).............................. Houston (March)................................. Longview-Marshall (June)................... San Antonio (July) .........................«... 9.17 9.03 7.56 8.34 13.30 14.40 Utah Salt Lake City-Ogden (April)............... 15.81 11.40 9.84 9.37 15.55 13.84 Mechanics, Motor Vehicle $12.89 16.29 17.97 14.30 14.35 Pipefitters $16.16 _ 13.57 13.37 12.90 _ 9.98 - 14.74 12.37 _ _ ” “ - - - _ - _ - - - _ _ - - - 14.65 14.28 13.99 12.27 - - - “ 9.98 10.04 _ _ _ - _ 13.77 11.38 _ - - _ - - “ — 12.06 15.45 11.55 12.25 12.69 $14.70 _ - 12.29 13.45 10.78 11.25 - _ - 11.89 $8.96 - _ - _ - _ - 12.58 - - - - - 12.11 - - - - - - 12.53 - 12.56 11.50 _ Vermont Burlington (August)............................. 13.93 12.19 13.14 - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Mechanics, Machinery Ill $10.85 13.17 11.40 11.03 11.79 Oklahoma Pittsburg County (September) Virginia Norlolk-Virginia Beach-Newport News (August)............................................ Richmond-Petersburg (July).............. Machinists II 114 _ 14.52 13.73 13.14 • — — " Table B-14. Average hourly pay' in State and local government, maintenance and toolroom occupations, selected areas, 1992 — Continued Maintenance State, area, and reference month General Maintenance Workers Electronic Technicians I Washington Seattle (December)...................................... $12.43 Wisconsin Appleton-Oshkosh-Neenah (June) ............. Manitowoc (December)................................ Milwaukee (October).................................... 11.60 _ 13.26 Wyoming Sweetwater County (September)................. 11.71 Mechanics, Machinery Mechanics, Motor Vehicle Pipefitters $19.50 - ■ $20.54 - $16.75 $17.76 _ - $19.51 14.52 14.63 $20.28 - - 15.51 - II Ill $18.31 _ 15.25 19.07 - 15.99 - - - Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases, but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Machinists Electricians 115 — - NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. Pay data for Tool and Die Makers did not meet publishability criteria in any area. Table B-15. Average hourly pay' in State and local government, material movement and custodial occupations, selected areas, 1992 Guards Janitors State, area, and reference month 1 II Truckdrivers Material Handling Laborers Receiving Clerks Light Truck Medium Truck Heavy Truck i factor Trailer - - - $12.90 - - - Alabama Huntsville (January)................................ $6.98 - $6.29 - - - Arizona Phoenix (May)......................................... 8.72 - 8.48 - $9.25 $9.01 Arkansas Little Rock-North Little Rock (November)........................................... 7.36 - 6.01 - - - - 10.52 12.42 12.39 $12.21 14.54 10.53 10.7611.57 10.37 10.28 9.98 12.16 11.63 10.52 9.76 _ _ _ - _ 11.83 14.89 _ $14.39 11.06 8.99 - 10.66 - - California Anaheim-Santa Ana (October) .............. Los Angeles-Long Beach (December).... Oakland (February)................................. Riverside-San Bernardino (August) ....... Sacramento (August).............................. San Diego (November) ........................... San Francisco (April) .............................. San Jose (August).................................. San Luis Obispo County (October)........ Visalia-Tulare-Porterville (May) ............. 10.35 10.22 12.01 _ - 10.36 13.51 _ _ _ - 12.88 _ — - 11.96 — -' ~ - 14.93 15.82 17.38 14.11 14.56 $16.64 “ ““ $9.28 12.82 12.71 14.52 11.57 - 11.48 13.23 12.75 13.62 13.19 - 12.60 - - - - - Warehouse Specialists - Colorado Denver (November) ............................... 8.04 Connecticut Danbury (February) ............................... New Britain (February)........................... - - 11.39 11.62 _ - _ - _ — _ ' Delaware Wilmington (December)........................ 9.92 - 9.13 - - - - 11.75 - - District of Columbia Washington (February)......................... 8.49 - 9.85 - - - 11.08 12.19 - - 8.58 7.23 7.20 8.75 7.22 _ _ - 9.47 _ — “ _ — _ 12.49 7.40 _ _ - 8.96 7.11 5.91 - 8.03 6.29 _ — _ 6.59 - - 12.05 9.04 _ _ - - - _ _ - - - - Florida Bradenton (April).................. ................. Miami-Hialeah (December).................... Monroe County (September) ................ Tampa-St. Petersburg-Clearwater (July) Georgia Atlanta (April) ......................................... Augusta (June) ...................................... . . 8.23 8.81 Illinois Chicago (May) ....................................... Vermilion County (November) .............. . 9.17 • ~ Indiana Elkhart-Goshen (October)...................... Evansville (February)............................. Gary-Hammond (December) ................. Indianapolis (July).................................. South Bend-Mishawaka (September) .... . . • 6.89 8.54 ~ _ _ 7.96 - . 9.52 9.63 9.21 8.11 9.47 10.99 11.18 _ — _ - - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 116 10.75 _ 9.59 10.19 9.25 8.37 11.93 8.57 9.24 12.65 - - — — Table B-15. Average hourly pay’ in State and local government, material movement and custodial occupations, selected areas, 1992 — Continued Gu ards State, area, and reference month Iowa Davenport-Rock Island-Moline (January) .... Kentucky Louisville (September)................................. Louisiana Acadia Parish (October) .............................. New Orleans (July) ............................. 1 II - - $8.08 Material Handling Laborers $10.02 - Shipping/ Receiving Clerks Truckdrivers Light Truck Medium Truck _ _ - Heavy Truck Tractor Trailer Warehouse Specialists 7.88 6.74 — Maine Oxford County (October) ............................. ~ - $9.57 - 8.15 — — - $6.89 " — Maryland $9.71 Cumberland (December) ............................. $9.83 $12.14 — - ~ Massachusetts Boston (May) ............................................... Lawrence-Haverhill (October)...................... Worcester (August)...................................... Michigan Van Buren County (November) ................... ~ 10.60 — - ~ - - - ~ $12.39 — 10.35 $12.62 - - 9.99 ' — — 12.01 — ~ — - 9.19 10.23 Minnesota 13.13 Mississippi Jackson (December).................................... 6.83 Missouri Kansas City (August) ................................... St. Louis (March) ......................................... 7.20 9.06 - - « 10.86 10.63 9.72 9.06 10.71 8.30 11.10 12.48 ~ 12.28 9.78 13.32 9.52 - 9.79 11.21 Montana ~ ~ ' — - - — 9.59 Nebraska Dodge County (August) ............................... New Jersey Bergen-Passaic (April)................................. Newark (February)....................................... New Mexico San Juan County (September) ................. 9 89 9.93 12.16 12.04 10.98 12.19 — ” ~ 10.03 12.88 11.98 11.77 6.12 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis ~ 117 Table B-15. Average hourly pay’ in State and local government, material movement and custodial occupations, selected areas, 1992 — Continued Truckdrivers Guards Janitors State, area, and reference month Warehouse Specialists Laborers Receiving Clerks — - — - - - — - - ~ - - 8.81 9.56 9.65 8.33 Oklahoma Pittsburg County (September) ............. - - 5.76 - - - - - - Oregon Portland (May) ..................................... Salem (July).......... !............................. _ - - 11.67 - — _ — - - 8.84 8.21 . - _ — - _ — 8.85 — — - 12.14 10.96 _ - _ - - - “ — 7.94 - - 8.51 7.46 9.10 — — I II New York Delaware County (September) ............ Nassau-Suffolk (December) ................. New York (April).................................... Poughkeepsie (August) ........................ Rochester (November) ......................... $11.98 10.10 $16.53 Ohio Cincinnati (March)................................. Cleveland (August) ............................... Columbus (November).......................... Scioto County (December) .................. 7.93 10.56 9.76 _ 8.41 - 10.67 $8.04 12.85 10.83 9.45 8.94 Pennsylvania Philadelphia (November)..................... Pittsburgh (January) ............................ Reading (May)..................................... Scranton-Wilkes-Barre (November).... 10.73 9.05 9.63 9.98 11.37 10.08 10.19 9.77 9.50 _ — _ - South Carolina Beaufort County (September)............. Greenwood County (October)............. - 6.57 6.59 _ - _ 8.25 7.59 6.65 6.80 6.79 6.54 _ — - 9.14 8.48 8.30 _ - 7.22 Tennessee Chattanooga (September) .................. Dyer County (October)......................... Memphis (October)............................. Nashville (February) ........................... 8.18 Texas Dallas (November)............................... Houston (March).................................. Longview-Marshall (June).................... Nacogdoches County (September) .... San Antonio (July) .............................. ~ ~ _ — — — - Medium Truck Heavy Truck Tractor Trailer $14.28 $13.24 ~ “ — — 10.43 “ 10.97 11.76 10.72 $12.83 - $11.21 9.52 ‘ - 7.02 6.87 6.38 5.28 6.20 Light Truck $8.08 8.11 — _■ — - _ - 11.89 - “ 11.58 — ” $12.28 - - - - - - - 7.94 10.10 10.04 Utah Salt Lake City-Ogden (April)............... - - 7.49 - - - - - - 9.88 . Vermont Burlington (August)............................. . - - 7.93 - - - - - - - . 9.62 6.86 6.71 - - - _ ~ 7.34 Virginia Norfolk-Virginia Beach-Newport News (August)............................................ Richmond-Petersburg (July).............. See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 118 _ _ 10.02 Table B-15. Average hourly pay' in State and local government, material movement and custodial occupations, selected areas, 1992 — Continued Gu ards State, area, and reference month Janitors I il Material Handling Laborers Shipping/ Receiving Clerks Truckdrivers Specialists Light Truck Medium Truck Heavy Truck Tractor Trailer $12.76 $14.52 $14.72 $16.82 $13.03 — ~ - - — - - $11.59 - _ Washington $11.03 Wisconsin ' Wyoming _ Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are performance bonuses and lump-sum payments of the type negotiated in the auto and aerospace industries, as well as profit sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases but not bonuses, under cost-of-living clauses, and incentive payments, however, are included. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 119 _ - NOTE: Dashes indicate no data or that data did not meet publication criteria. Areas do not appear on this table if they had no publishable data for these occupations or for this level of industry detail. Pay data for Forklift Operators and Order Fillers did not meet publishability criteria in any area. Appendix lll-A. Scope and Method of Survey adding missing establishments, removing out-of-business and out-of-scope units, Survey coverage The 1992 data in this report are based on occupational compensation surveys and updating addresses, employment levels, industry classification, and other conducted by the Bureau of Labor Statistics. Surveys cover establishments employing 50 workers or more in manufacturing; transportation, communications, information. The expected number of employees to be found (based on previous occupational electric, gas, and sanitary services; wholesale trade; retail trade; finance, insurance, pay surveys) in professional, administrative, technical, protective service, and and real estate; and selected services industries.! About half of the 1992 surveys also include State and local governments and other additional industries. All clerical occupations determines the establishment sample size in a stratum. surveys exclude private households, agriculture, the Federal Government, and the designated occupations, the larger the establishment sample in that stratum. Upward adjustments to establishment sample size are necessary in strata expected to have relatively high sampling error for certain occupations, based on previous In other words, the larger the number of employees expected to be found in self-employed. The Bureau conducts Occupational Compensation Survey Program (OCSP) surveys on a sample basis. Individual survey area bulletins and summaries (listed in Table 1 in this appendix) provide detailed industrial coverage information for survey experiences. After sample size determination, the Bureau selects a probability sample, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, the Bureau selects a greater proportion of each area, including the estimated number of establishments and workers covered by the OCSP scope along with the number actually included in the survey area sample. large than small establishments. Combining the data from each establishment, weighted according to its probability of selection, results in the formation of Establishment samples unbiased estimates. To permit presentation of locality pay data, statisticians draw establishment samples for each area surveyed in the OCSP. Sampling design involves: Organizing the sampling frame (the list of all area establishments) into strata based on industry and employment size; determining the size of the sample for each Data collection and payroll reference Bureau field economists obtain survey data from a sample of establishments within each survey area (as defined in Part II: Pay Comparisons appendix II-B), usually by personal visit. The collection period for each area is typically 4 months, stratum; and selecting an establishment sample from each stratum. The Bureau develops sampling frames from State unemployment insurance reports. Establishments with 50 workers or more during the sampling frame's and published survey data reflect an average payroll reference month. Data obtained for a payroll period prior to the end of the reference month include reference period are included in the survey sampling frame, even if they employ fewer than 50 workers at the time of the survey. Prior to survey collection, review general wage changes which became effective through that date. of the sampling frame uncovers any necessary corrections, which typically involve1 Survey occupations Occupations surveyed are common to a variety of public and private industries, and are representative of the following employment groups: (1) Professional and administrative; (2) technical and protective service; (3) clerical; (4) maintenance 1 For this survey, an establishment is an economic unit which produces goods or services, a central administrative office, or an auxiliary unit providing support services to a company. In manufacturing industries, the establishment is usually at a single physical location. In service-producing industries, all locations of an individual company in a Metropolitan Statistical Area or nonmetropolitan county are usually considered an establishment. In government, an establishment is usually defined as all locations of a government entity. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis and toolroom; and (5) material movement and custodial. Occupational classification was based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Appendix 120 III-B lists and describes the occupations selected for study, along with Occupational pay data correspond to full-time workers, and they exclude of-business or outside the scope of the survey. Individual survey bulletins (with type 1 industrial coverage) provide exact measurements of data not available on a locality basis. If a sample member refuses to participate or cannot provide data, BLS adjusts the weights (based on the probability of selection in the sample) of responding sample establishments to account for the missing data. Weights for establishments which premium pay for overtime and for work on weekends, holidays, and late shifts. Also excluded are bonuses and lump-sum payments of the type negotiated in the were out of business or outside the scope of the survey change to zero. Some sampled establishments have a policy of not disclosing salary data for auto and aerospace industries, as well as profit-sharing payments, attendance bonuses, Christmas or year-end bonuses, and other nonproduction bonuses. Pay increases—but not bonuses—under cost-of-living allowance clauses and incentive certain employees. No adjustments were made to pay estimates to account for these missing data. The proportion of employees for whom pay data were not available was less than 2 percent. payments, however, are included in the pay data. Weekly hours for professional, administrative, technical, protective service, and clerical occupations refer to the standard workweek (rounded to the nearest tenth of Reliability of the estimates—sampling errors corresponding occupational codes and titles from the 1980 edition of the Standard Occupational Classification Manual. Occupational pay pay for overtime at regular and/or premium rates). Average weekly earnings for Two types of error, sampling and nonsampling affect the reliability of survey estimates. Sampling errors occur because observations are from a sample, not the entire population. The particular sample used in this survey was one of a number these occupations are rounded to the nearest dollar. of all possible samples of the same size that could have been selected using the The mean (average) is computed for each job by totaling pay of all workers and dividing by the number of workers. For some areas, pay data may not be available same sample design. Estimates derived from different samples differ from each other. A measure of the variation among differing estimates is called the standard at the industry or all-industries level because (1) the data do not provide statistically reliable results, (2) the data possibly disclose individual establishment area bulletins. an hour) for which employees receive regular straight-time salaries (exclusive of data, or (3) the survey has a limited industrial scope. All-industries estimates combine data from private industry with State and local governments, in selected areas (types 1 and 2, as indicated in Appendix table 1), even though pay data may not appear separately for each industry division. error or sampling error. This information is available in selected individual survey Reliability of the estimates—nonsampling errors A variety of sources may cause nonsampling errors, the second type of sample survey error. Nonsampling errors may originate in collection, response, coverage, and estimation of data. Typical sources of nonsampling error include the inability to obtain information from some establishments; difficulties in interpreting and applying survey occupational definitions; failure of respondents to provide correct information; and inaccuracies in recording or coding the collected data. Although Data limitations Tiie pay data presented in this report reflect locality averages. Industries and establishments differ in pay levels and job staffing, and thus contribute differently to the estimates for each job. Therefore, average pay does not necessarily reflect the pay differential among jobs within individual establishments. Also, note that although tables may present pay data for a particular industry not specifically measured, OCSP nonsampling errors are expected to be minimal due to high response rates; the extensive and continuous training of field economists; careful screening of data at several levels of review; periodic division, the extent of industrial coverage may vary among areas included on the same table. Appendix table 1 summarizes these differences in industrial coverage. evaluations of job definition suitability; and thorough field testing of new or revised job definitions. Weekly pay data for white-collar and protective services workers refer to the The OCSP Job Match Validation (JMV) process helps measure and control standard workweek for which employees receive regular straight-time salaries. nonsampling errors occurring during data collection. Introduced in 1983, the JMV quality control procedure identifies the frequency, reasons for, and sources of incorrect decisions made by Bureau field economists in matching establishment Hourly pay differentials may be more or less significant than those reflected in the weekly averages. workweek data. Consult individual area bulletins and summaries for standard occupations to OCSP occupations. JMV reviewers examine data from a sample of survey participants and reinterview the original respondents to verify the accuracy of the job match decisions. Among OCSP areas surveyed, the JMV process typically results in data changes for less than 10 percent of all sampled job match decisions. Survey nonresponse Nationally, data were not available from about 12 percent of the sample establishments, and about 7 percent of the sample establishments were either out https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 121 Appendix table 1: Occupational Compensation Survey Program (OCSP) publications, calendar year 1992 Publication1 State and area Industrial coverage2 Benefits3 Publication1 State and area Alaska Industrial coverage2 Benefits3 Florida Statewide Alaska................................................... SUM 3 NO Alabama SUM 3 YES Gadsden and Anniston.......................... ...... SUM 3 YES Huntsville............................................... ....... 3065-2 2 YES Mobile.................................................... ....... SUM 3 YES Montgomery.......................................... ....... SUM 3 YES Selma.................................................... ....... SUM 3 YES 3065-30 2 NO YES Birmingham........................................... ......... Tucson-Douglas.................................... ...... SUM 3 SUM 3 NO 3065-63 2 NO Anaheim-Santa Ana.............................. ...... 3065-73 2 NO Fresno................................................... ...... SUM 3 YES Little Rock-North Little Rock................. ....... Los Angeles-Long Beach..................... ..... 3056-79 1 NO 3065-25 2 NO Oxnard-Ventura..................................... ..... SUM 3 NO Riverside-San Bernardino.................... ....... 3065-55 1 NO Sacramento........................................... ...... 3065-47 2 NO Salinas-Seaside-Monterey................... ....... SUM 3 YES San Diego...................................................... 3065-65 1 NO San Francisco....................................... ....... 3065-14 1 NO 3065-66 2 NO San Luis Obispo County....................... .......... SUM 1 NO Vallejo-Fairfield-Napa.................................... SUM 3 YES Visalia-Tulare-Porterville...................... ....... 3065-24 2 NO Colorado Springs................................ ....... 3065-42 3 YES Denver................................................... ...... 3065-77 1 NO Pueblo................................................... ....... SUM 3 YES YES 3 YES Miami-Hialeah........................................... .... 3065-72 2 NO NO Northwestern Florida................................ .. SUM Orlando..................................................... .. SUM 3 34 YES Tampa-St. Petersburg-Clearwater............ ... 3065-44 2 NO Albany....................................................... ... SUM 3 NO Atlanta...................................................... ... 3065-39 1 NO Augusta.................................................... ... 3065-27 2 NO Brunswick................................................. .. SUM 3 YES Columbus................................................. .... SUM 3 NO .... SUM 3 YES SUM 3 NO Savannah.................................................. .. California Oakland................................................. ...... 2 SUM Georgia Arkansas ...... 3065-50 Jacksonville.............................................. ... NO Arizona Phoenix......................................................... Bradenton................................................. ... Illinois Chicago.................................................... ... 3065-21 1 NO Joliet.......................................................... ... SUM 3 YES Vermilion County...................................... .. SUM 1 NO Elkhart-Goshen......................................... ... 3065-58 2 NO Evansville..................................................... 3065-8 1 NO Fort Wayne............................................... .. 3065-41 3 Gary-Hammond....................................... ... 3065-74 2 YES NO5 Indianapolis.............................................. ... 3065-38 1 NO Logansport-Peru....................................... . SUM 3 NO South Bend-Mishawaka........................... ... 3065-54 2 YES 3065-4 2 YES Iowa Davenport-Rock Island-Moline................. .... Colorado Kansas Topeka...................................................... ... SUM 3 NO Wichita..................................................... .... SUM 3 YES Connecticut Danbury................................................. ...... 3065-1 2 YES ...... 3065-9 1 NO 3065-70 2 NO Kentucky NO Delaware Wilmington............................................ ....... District of Columbia https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3065-12 1 Acadia Parish........................................... .... SUM 1 NO Baton Rouge................................................ SUM 3 YES 3065-28 2 NO SUM 3 YES .. YES Shreveport................................................ .. 122 Appendix table 1: Occupational Compensation Survey Program (OCSP) publications, calendar year 1992 (continued) State and area Publication1 Industrial coverage2 Benefits3 State and area Maine Publication1 Industrial coverage2 Benefits' New Jersey Oxford County................................................... SUM NO Atlantic City............................................... SUM 37 YES Statewide Maine.................................................. SUM YES Bergen-Passaic......................................... 3065-19 2 YES Mon mouth-Ocean...................................... 3065-68 2 NO Newark...... ................................................. 3065-7 2 YES SUM 1 NO Maryland Baltimore..................... 3065-36 Cumberland................ 3065-69 NO Lower Eastern Shore.. SUM YES NO New Mexico San Juan County....................................... Massachusetts New York Boston.................................................... .... Lawrepce-Haverhill................................. ..... 3065-20 1 NO Binghamton.... ........................................... SUM 3 YES 3065-45 1 NO Delaware County....................................... Worcester................................................ .... 3065-40 2 NO Elmira......................... .............................. SUM 3065-32 1 16 NO NO Michigan Detroit..................................................... ..... 3065-75 1 NO Saginaw-Bay City-Midland..................... .... 3065-34 i6 NO Upper Peninsula..................................... ..... SUM 3 NO Van Buren County................................... ........ SUM 1 NO Duluth...................................................... .... Minneapolis-St. Paul............................... .... SUM 3 NO 3065-22 2 NO St. Cloud................................................. .... 3066-11 2 YES Biloxi-Guifport and Pascagoula.............. ...... SUM 3 YES Columbus................................................ .... SUM 3 Jackson................................................... ... 3065-76 2 YES NO5 Nassau-Suffok........................................... 3065-78 1 NO New York........................ ........................... 3065-48 1 NO Poughkeepsie............................................. 3065-29 2 NO Rochester.................................................. 3065-62 2 NO Syracuse and Utica-Rome........................ SUM 3065-31 3 16 YES NO Goldsboro.................. ................................ SUM 3 YES Greensboro--Winston-Salem--High Point. SUM 3 YES Utica-Rome................................................ Minnesota North Carolina Ohio Mississippi Missouri Kansas City............................................. .... Southern Missouri.................................... .... 3065-37 1 NO SUM 3 YES St. Louis........................................................ 3067-10 2 YES 3065-35 NO SUM NO Omaha..................... SUM YES Scotts Bluff County..., SUM NO https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis NO Columbus................................................... 3065-61 2 NO Lorain-Elyria............................................. . SUM 3 YES Sandusky................................................... SUM 3 NO Scioto County............................................. SUM 1 NO Toledo........................................................ SUM 3 YES SUM 1 NO Portland..................................................... 3065-46 2 NO Salem............ ............................................ 3065-43 1 NO NO Pennsylvania SUM NO New Hampshire Carroll County. YES 1 Oregon Nevada Las Vegas-Tonopah. 1 3065-51 Pittsburg County....................................... Nebraska Dodge County.......... 3065-13 Oklahoma Montana Billings.. Cincinnati................................................... Cleveland................................................... Philadelphia................................................ 3065-71 1 Pittsburgh................................................... 3065-6 2 YES Reading...................................................... 3065-23 1 NO Scranton-Wilkes-Barre............................... 3065-67 2 NO Rhode Island SUM NO Providence. 123 SUM 3 NO Appendix table 1: Occupational Compensation Survey Program (OCSP) publications, calendar year 1992 (continued) Industrial coverage1 2 Publication1 State and area Benefits3 4 5 State and area Publication1 Industrial coverage2 Benefits3 1 NO Utah South Carolina .... SUM 1 NO ..... SUM 3 YES Columbia-Sumter................................. ...... Florence..................................................... SUM 3 YES SUM 3 YES ...... SUM 3 YES ......... SUM 1 NO 3065-52 1 NO SUM 3 YES 1 NO i NO 3065-18 2 NO ...... 3065-15 16 7 NO ....... SUM 3 YES 3065-80 1 NO 3065-17 1 YES 2 YES Salt Lake City-Ogden................................. 3065-16 Vermont Burlington................................................... 3065-60 1 YES Statewide Vermont...................................... SUM 3 YES SUM 3 NO Norfolk-Virginia Beach-Newport News...... 3065-57 1 NO Richmond-Petersburg.................................. 3065-56 2 NO Bremerton-Shelton.................................... SUM 3 NO Seattle............................... .................. . 3065-81 1 NO SUM 3 YES Appleton-Oshkosh-Neenah.......................... 3065-49 2 YES Green Bay.......... :....................................... SUM 3 YES Madison....................................................... SUM 3 NO Manitowoc County....................................... SUM 1 NO Milwaukee............................................... . 3065-59 2 NO Cheyenne................................................... SUM 3 NO Sweetwater County................................... SUM 1 NO Virgin Islands of the U.S................................ Virginia Tennessee Chattanooga......................................... ...... Clarksville-Hopkinsville....................... ....... ........ Memphis.............................................. ..... Nashville.............................................. ...... SUM 3065-64 . Washington West Virginia Tsxas Dallas................................................... ........ Houston...... ......................................... ....... ...... 3065-33 ....... SUM 1 NO ...... SUM 3 NO ...... SUM SUM 3 1T YES San Angelo.......................................... ...... ....... 3065-26 1 NO Wichita Falls-Lawton-Altus.............. . ........ SUM 3 YES Statewide West Virginia...................... Wisconsin NO Wyoming 1 "SUM" indicates that a tree survey summary is available from Regional Offices, listed on the back oover of this publication. Otherwise, bulletin numbers identify those locality pay surveys which are available for a nominal fee from the Government Printing Office (GPO), Washington, DC 20402, GPO Bookstores, or the Bureau of Labor Statistics Publications Sales Center, PO Box 2145, Chicago, IL 60690. 2 Basic industrial coverage (type 3) includes: all Manufacturing (Standard Industrial Classification (SIC’s) 201-399); mos1 Transportation, communications, electnc, gas, and sanitary services (SIC's 401-411,413-423, 441-443, 451-497); all Wholesale trade (SIC's 501-519); all Retail trade (SIC’s 521-599); all Finance, insurance, and real estate (SIC's 601-679); and Selected Services (SIC's 701-754, 781-784, B61-865, B69-874, and 899) Typo 2 industrial scope also covers State and local government operations of all SICs, 011-972. In addition to the type 2 scope, type 1 surveys also include the following industries ; all Mining (SICs 101-149), all Construction (SIC's 152-179), additional Transportation, communications, electric, gas, and sanitary services (SIC's 412 and 449); and additional Selected Services (SIC's 762-769, 791-842, and 866). All types of OCSP industrial coverage exclude Agriculture, forestry and fishing (SICs 011-097), the US. Postal Service (SIC 431), private households (SIC 881), and Federal, foreign, and international governments. 3 Benefit data include paid holidays and vacations; health insurance, retirement and other benefit plan provisions for full-time employees. 4 This survey also covers amusement parks (SIC 7996). 5 Benefits data are available in earlier 1992 publications for Gary, IN (February, Bulletin 3065-5) and Jackson, MS (January, Bulletin 3065-3). 6 This survey did not cover State and local governments. 7 This survey also covers garrbling establishments (part of SIC’s 7993 and 7999) https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 124 Appendix lll-B. Occupational Descriptions The primary purpose of preparing job descriptions for the Bureau's occupational pay surveys is to assist its field economists in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from area to area. This permits grouping of occupational wage rates representing comparable job content. Because of this emphasis on comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learners, beginners, and trainees; and part-time, temporary, and probationary workers, unless specifically included in the job description. Handicapped workers whose earnings are reduced because of their handicap are also excluded. The titles and numeric codes below the job titles in this appendix are taken from the 1980 edition of the Standard Occupational Classification Manual (SOC), issued by the U.S. Department of Commerce, Office of Federal Statistical Policy and Standards. In general, the occupational descriptions of the Bureau of Labor Statistics are much more specific than those found in the SOC manual. The BLS occupation, "Attorney," for example, excludes workers engaged in patent work; the SOC occupation (code 211) includes patent lawyers. Thus, in comparing the results of this survey with other sources, factors such as differences in occupational definitions and survey scope should be taken into consideration. Positions covered by this definition are characterized by the inclusion of work that is analytical, creative, evaluative, and advisory in nature. The work draws upon and requires a thorough knowledge of the fundamental doctrines, theories, principles, and terminology of accountancy, and often entails some understanding of such related fields as business law, statistics, and general management. Professional responsibilities in accountant positions above levels I and II include several such duties as: Analyzing the effects of transactions upon account relationships; Evaluating alternative means of treating transactions; Planning the manner in which account structures should be developed or modified; Assuring the adequacy of the accounting system as the basis for reporting to management; Considering the need for new or changed controls; Projecting accounting data to show the effects of proposed plans on capital investments, income, cash position, and overall financial condition; Professional Interpreting the meaning of accounting records, reports, and statements; ACCOUNTANT Advising operating officials on accounting matters; and (1412: Accountant and auditor) Performs professional operating or cost accounting work requiring knowledge of the theory and practice of recording, classifying, examining, and analyzing the data and records of financial transactions. The work generally requires a bachelor's degree in accounting or, in rare instances, equivalent experience and education combined. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Recommending improvements, adaptations, or revisions in the accounting system and procedures. Accountant I and II positions provide opportunity to develop ability to perform professional duties such as those enumerated above. 125 In addition to such professional work, most accountants are also responsible for assuring the proper recording and documentation of transactions in the accounts. They, therefore, frequently direct nonprofessional personnel in the actual day-to-day maintenance of books of accounts, the accumulation of cost or other comparable data, the preparation of standard reports and statements, and similar work. (Positions involving such supervisory work but not including professional duties as described above are not included in this description.) Some accountants use electronic data processing equipment to process, record, and report accounting data. In some such cases the machine unit is a subordinate segment of the accounting system; in others it is a separate entity or is attached to some other organization. In either instance, provided that the primary responsibility of the position is professional accounting work of the type otherwise included, the use of data processing equipment of any type does not of itself exclude a position from the accountant description nor does it change its level. Typical duties and responsibilities. Performs a variety of accounting tasks such as: examining a variety of financial statements for completeness, internal accuracy, and conformance with uniform accounting classifications or other specific accounting requirements; reconciling reports and financial data with financial statements already on file, and pointing out apparent inconsistencies or errors; carrying out assigned steps in an accounting analysis, such as computing standard ratios; assembling and summarizing accounting literature on a given subject; preparing relatively simple financial statements not involving problems of analysis or presentation; and preparing charts, tables, and other exhibits to be used in reports. In addition, may also perform some nonprofessional tasks for training purposes. Responsibility for the direction of others. Usually none. Accountant II a. Top technical experts in accounting, for an organization, who are responsible for the overall direction of an entire accounting program which includes general accounting and at least one other major accounting activity such as cost, property, sales, or tax accounting; General characteristics. At this level, the accountant makes practical application of technical accounting practices and concepts beyond the mere application of detailed rules and instructions. Initial assignments are designed to expand practical experience and to develop professional judgment in the application of basic accounting techniques to simple problems. Is expected to be competent in the application of standard procedures and requirements to routine transactions, to raise questions about unusual or questionable items, and to suggest solutions. b. Accountants above level VI who are more concerned with administrative, budgetary, and policy matters than the day-to-day supervision of an operating accounting program; and Direction received. Work is reviewed to verify general accuracy and coverage of unusual problems, and to insure conformance with required procedures and special instructions. c. Accountants primarily responsible for 1) designing and improving accounting systems or 2) performing nonoperating staff work such as budget or financial analysis, financial analysis, or tax advising. Typical duties and responsibilities. Performs a variety of accounting tasks, e.g., prepares routine working papers, schedules, exhibits, and summaries indicating the extent of the examination and presenting and supporting findings and recommendations. Examines a variety of accounting documents to verify accuracy of computations and to ascertain that all transactions are properly supported, are in accordance with pertinent policies and procedures, and are classified and recorded according to acceptable accounting standards. Excluded are: % Accountant I General characteristics. At this beginning professional level, the accountant learns to apply the principles, theories, and concepts of accounting to a specific system. The position is distinguishable from nonprofessional positions by the variety of assignments; rate and scope of development expected; and the existence, implicit or explicit, of a planned training program designed to give the entering accountant practical experience. (Terminal positions are excluded.) Direction received. Works under close supervision of an experienced accountant whose guidance is directed primarily to the development of the trainee's professional ability and to the evaluation of advancement potential. Limits of assignments are clearly defined, methods of procedure are specified, and kinds of items to be noted and referred to supervisor are identified. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Responsibility for the direction of others. responsible for supervision of a few clerks. Usually none, although sometimes Accountant III General characteristics. The accountant at this level applies well established accounting principles, theories, concepts, and practices to moderately difficult problems. Receives detailed instructions concerning the overall accounting system and its objectives, the policies and procedures under which it is operated, and the nature of changes in the system or its operation. Characteristically, the accounting system or 126 assigned segment is stable and well established (i.e., the basic chart of accounts, classifications, the nature of the cost accounting system, the report requirements, and the procedures are changed infrequently). Depending upon the work load involved, the accountant may have such assignments as supervision of the day-to-day operation of: (a) the entire system of a relatively small organization; (b) a major segment (e.g., general accounting, cost accounting, financial statements and reports) of a somewhat larger system; or (c) in a complex system, may be assigned to a relatively narrow and specialized segment dealing with some problem, function, or portion of work which is appropriate for this level. Direction received. A higher level professional accountant normally is available to furnish advice and assistance as needed. Work is reviewed for technical accuracy, adequacy of professional judgment, and compliance with instructions through spot checks, appraisal of results, subsequent processing, analysis of reports and statements, and other appropriate means. Typical duties and responsibilities. The primary responsibility of most positions at this level is to assure that the assigned day-to-day operations are carried out in accordance with established accounting principles, policies, and objectives. The accountant performs such professional work as: developing nonstandard reports and statements (e.g., those containing cash forecasts reflecting the interrelations of accounting, cost budgeting, or comparable information); interpreting and pointing out trends or deviations from standards; projecting data into the future; predicting the effects of changes in operating programs; or identifying management informational needs, and refining account structures or reports accordingly. Within the limits of delegated responsibility, makes day-to-day decisions concerning the accounting treatment of financial transactions. In expected to recommend solutions to moderately difficult problems and propose changes in the accounting system for approval at higher levels. Such recommendations are derived from personal knowledge of the application of well-established principles and practices. Responsibility for the direction of others. In most instances is responsible for supervision of a subordinate nonprofessional staff; may coordinate the work of lower level professional accountants. Accountant IV General characteristics. At this level the accountant applies well-established accounting principles, theories, concepts, and practices to a wide variety of difficult problems. Receives instructions concerning the objectives and operation of the overall accounting system. Compared with level HI, the accounting system or assigned segment is more complex, i.e., (a) is relatively unstable, (b) must adjust to new or changing operational environments, (c) is substantially larger or (d) is complicated by the need to provide and coordinate separate or specialized accounting treatment and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis reporting (e.g., cost accounting using standard cost, process cost, and job order techniques) for different internal operations or divisions. Depending upon the work load and degree of coordination involved, the accountant IV may have such assignments as the supervision of the day-to-day operation of: (a) an entire accounting system which has a few relatively stable accounting segments; (b) a major segment (e.g., general accounting, cost accounting, or financial statements and reports) of an accounting system serving a larger and more complex organization; or (c) in a complex system, may be assigned to a relatively narrow and specialized segment dealing with some problem, function, or portion of work which is of the level of difficulty characteristic of this level. Direction received. A higher level accountant normally is available to furnish advice and assistance as needed. Work is reviewed by spot checks and appraisal of results for adequacy of professional judgment, compliance with instructions, and overall accuracy and quality. Typical duties and responsibilities. As at level HI, a primary characteristic of most positions at this level is the responsibility of operating an accounting system or major segment of a system in the intended manner. The accountant IV exercises professional judgment in making frequent, appropriate recommendations for: new accounts; revisions in the account structure; new types of ledgers; revisions in the reporting system or subsidiary records; changes in instructions regarding the use of accounts, new or refined account classifications or definitions; etc. Also makes day-to-day decisions concerning the accounting treatment of financial transactions and is expected to recommend solutions to complex problems beyond incumbent's scope of responsibility. Responsibility for the direction of others. Accounting staff supervised, if any, may include professional accountants. Accountant V General characteristics. The accountant V applies accounting principles, theories, concepts, and practices to the solution of problems for which no clear precedent exists or performs work which is of greater than average responsibility due to the nature or magnitude of the assigned work. Responsibilities at this level, in contrast to accountants at level IV, extend beyond accounting system maintenance to the solution of more complex technical and managerial problems. Work of accountants V is more directly concerned with what the accounting system (or segment) should be, what operating policies and procedures should be established or revised, and what is the managerial as well as the accounting meaning of the data included in the reports and statements for which they are responsible. Examples of assignments characteristic of this level are supervision of the day-to-day operation of: (a) an entire accounting system which has a few relatively complex accounting segments; (b) a major segment of a larger and more complex accounting system; (c) an entire accounting system (or major segment) that is relatively stable and conventional when the work includes significant responsibility for accounting system design and development; or (d) in a complex system, may be assigned to a relatively narrow and specialized segment dealing with some problem, function, or portion of work which is itself of the level of difficulty characteristic of this level. Direction received. An accountant of higher level normally is available to furnish advice and assistance as needed. Work is reviewed for adequacy of professional judgment, compliance with instructions, and overall quality. Typical duties and responsibilities. The accountant V performs such professional work as: participating in the development and coordinating the implementation of new or revised accounting systems, and initiating necessary instructions and procedures; assuring that accounting reporting systems and procedures are in compliance with established administrative policies, regulations, and acceptable accounting practices; providing technical advice and services to operating managers, interpreting accounting reports and statements, and identifying problem areas; and evaluating complete assignments for conformance with applicable policies, regulations, and tax laws. Responsibility for the direction of others. includes professional accountants. Accounting staff supervised generally Accountant VI General characteristics. At this level, the accountant applies accounting principles, theories, concepts, and practices to specialized, unique, or nonrecurring complex problems (e.g., implementation of specialized automated accounting systems). The work is substantially more difficult and of greater responsibility than level V because of the unusual nature, magnitude, importance, or overall impact of the work on the accounting program. Typical duties and responsibilities. Accountants at this level are delegated completeresponsibility from higher authority to establish and implement new or revised accounting policies and procedures. Typically, accountants VI participate in decision making sessions with operating managers who have policy-making authority for their subordinate organizations or establishments; recommend management actions or alternatives which can be taken when accounting data disclose unfavorable trends, situations, or deviations; and assist management officials in applying financial data and information to the solution of administrative and operating problems. Responsibility for the direction of others. includes professional accountants. Accounting staff supervised generally ACCOUNTANT, PUBUC (1412: Accountant and auditor) Performs professional auditing work in a public accounting firm. Work requires at least a bachelor's degree in accounting. Participates in or conducts audits to ascertain the fairness of financial representations made by client companies. May also assist the client in improving accounting procedures and operations. Examines financial reports, accounting records, and related documents and practices of clients. Determines whether all important matters have been disclosed and whether procedures are consistent and conform to acceptable practices. Samples and tests transactions, internal controls, and other elements of the accounting system(s) as needed to render the accounting firm's final written opinion. Excluded are positions which do not require full professional accounting training. Also excluded are specialist positions in tax or management advisory services. Accountant, Public I At this level the accounting system or segment is usually complex, i.e., (a) is generally unstable, (b) must adjust to the frequent changing needs of the organization, or (c) is complicated by the need to provide specialized or individualized reports. General characteristics. As an entry level public accountant, serves as a junior member of an audit team. Receives classroom and on-the-job training to provide practical experience in applying the principles, theories, and concepts of accounting and auditing to specific situations. (Positions held by trainee public accountants with advanced degrees, such as MBA's are excluded at this level.) Examples of assignments at this level are the supervision of the day-to-day operation of: (a) a large and complex accounting system; or (b) a major segment (e.g., general accounting, property accounting, etc.) of an unusually complex accounting system requiring technical expertise in a particular accounting field (e.g., cost accounting, tax accounting, etc.). Direction received. Complete instructions are furnished and work is reviewed to verify its accuracy, conformance with required procedures and instructions, and usefulness in facilitating the accountant's professional growth. Any technical problems not covered by instructions are brought to the attention of a superior. Direction received. A higher level professional accountant is normally available to furnish advice as needed. Work is reviewed for adequacy of professional judgment, compliance with instructions and policies, and overall quality. Typical duties and responsibilities. Carries out basic audit tests and procedures, such as: verifying reports against source accounts and records; reconciling bank and other accounts; and examining cash receipts and disbursements, payroll records, https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 128 requisitions,receiving reports, and other accounting documents in detail to ascertain that transactions are properly supported and recorded. Prepares selected portions of audit working papers. Accountant, Public II General characteristics. At this level, the public accountant carries out routine audit functions and detail work with relative independence. Serves as a member of an audit team on assignments planned to provide exposure to a variety of client organizations and audit situations. Specific assignments depend upon the difficulty and complexity of the audit and whether the client has been previously audited by the firm. On moderately complex audits where there is previous audit experience by the firm, accomplishes complete segments of the audit (i.e., functional work areas such as cash, receivables, etc.). When assigned to more complicated audits, carries out activities similar to public accountant I. Direction received. Works under the supervision of a higher level public accountant who provides instructions and continuing direction as necessary. Work is spot checked in progress and reviewed upon completion to determine the adequacy of procedures, soundness of judgment, compliance with professional standards, and adherence to clearly established methods and techniques. All interpretations are subject to close professional review. Typical duties and responsibilities. Carries out a variety of sampling and testing procedures in accordance with the prescribed audit program, including the examination of transactions and verification of accounts, the analysis and evaluation of accounting practices and internal controls, and other detail work. Prepares a share of the audit working papers and participates in drafting reports. In moderately complex audits, may assist in selecting appropriate tests, samples, and methods commonly applied by the firm and may serve as primary assistant to the accountant in charge. In more complicated audits concentrates on detail work. Occasionally may be in charge of small, uncomplicated audits which require only one or two other subordinate accountants. Personal contacts usually involve only the exchange of factual technical information and are usually limited to the client’s operating accounting staff and department heads. Accountant, Public III General characteristics. At this level the public accountant is in charge of a complete audit and may lead a team of several subordinates. Audits are usually accomplished one at a time and are typically carried out at a single location. The firms audited are typically moderately complex, and there is usually previous audit experience by the firm. The audit conforms to standard procedural guidelines, but is often tailored to fit the clients business activities. Routine procedures and techniques are sometimes inadequate and require adaptation. Necessary data are not always readily available. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis When assigned to more difficult and complex audits (see level IV), the accountant may run the audit of a major component or serve as the primary assistant to the accountant in charge. Direction received. Works under the general supervision of a higher level public accountant who oversees the operation of the audit. Work is performed independently, applying generally accepted accounting principles and auditing standards, but assistance on difficult technical matters is available. Work may be checked occasionally during progress for appropriateness and adherence to time requirements, but routine analyses, methods, techniques, and procedures applied at the work site are expected to be correct. Typical duties and responsibilities. Is responsible for carrying out the technical features of the audit, leading team members and personally performing the most difficult work. Carries out field work in accordance with the general format prescribed in the audit program, but selects specific methods and types and sizes of samples and tests. Assigns work to team members, furnishes guidance, and adjusts work loads to accommodate daily priorities. Thoroughly reviews work performed for technical accuracy and adequacy. Resolves anticipated problems with established guidelines and priorities but refers problems of unusual difficulty to superiors for discussion and advice. Drafts financial statements, final reports, management letters, and other closing memoranda. Discusses significant recommendations with superiors and may serve as technical resource at closing meetings with clients. Personal contacts are usually with accounting directors and assistant controllers of medium size companies and divisions of large corporations to explain and interpret policies and procedures governing the audit process. Accountant, Public IV General characteristics. At this level, the public accountant directs field work including difficult audits—e.g., those involving initial audits of new clients, acquisitions, or stock registration—and may oversee a large audit team split between several locations. The audit team usually includes one or more level III public accountants who handle major components of the audit. The audits are complex and clients typically include those engaged in projects which span accounting periods; highly regulated industries which have various external reporting requirements; publicly held corporations; or businesses with very high dollar or transaction volume. Clients are frequently large with a variety of operations which may have different accounting systems. Guidelines may be general or lacking and audit programs are intricate, often requiring extensive tailoring to meet atypical or novel situations. Direction received. Works under general supervision. The supervisor sets overall objectives and resource limits but relies on the accountant to fully plan and direct all technical phases of the audit. Issues not covered by guidelines or known precedents are discussed with the supervisor, but the accountant's recommended approaches and courses of action are normally approved. Work is reviewed for soundness of approach, completeness, and conformance with established policies of the firm. Typical duties and responsibilities. Is responsible for carrying out the operational and technical features of the audit, directing the work of team members, and personally performing the most difficult work. Often participates in the development of the audit scope, and drafts complicated audit programs with a large number of concurrently executed phases. Independently develops audit steps and detailed procedures, deviating from traditional methods to the extent required. Makes program adjustments as necessary once an audit has begun; selects specific methods, types and sizes of samples, the extent to which discrepancies need to be investigated, and the depth of required analyses. Resolves most operational difficulties and unanticipated problems. to effect the rights, privileges, and obligations of the organization. The work performedrequires completion of law school with an L.L.B. degree (or the equivalent) and admission to the bar. Responsibilities or functions include one or more of the following or comparable duties: Preparing and reviewing various legal instruments and documents, such as contracts, leases, licenses, purchases, sales, real estate, etc.; Acting as agent of the organization in its transactions; Examining material (e.g., advertisements, publications, etc.) for legal implications; advising officials of proposed legislation which might affect the organization; Assigns work to team members; reviews work for appropriateness, conformance to time requirements, and adherence to generally accepted accounting principles and auditing standards. Consolidates working papers, draft reports, and findings; and prepares financial statements, management letters, and other closing memoranda for management approval. Participates in "closing" meetings as a technical resource and may be called upon to sell or defend controversial and critical observations and recommendations. Personal contacts are extensive and typically include top executives of smaller clients and mid- to upper-level financial and management officers of large corporations, e.g., assistant controllers and controllers. Such contacts involve coordinating and advising on work efforts and resolving operating problems. Applying for patents, copyrights, or registration of the organization's products, processes, devices, and trademarks; advising whether to initiate or defend law suits; Conducting pretrial preparations; defending the organization in lawsuits; and Advising officials on tax matters, government regulations, and/or legal rights. Excluded are: Note: Excluded from this level are public accountants who direct field work associated with the complete range of audits undertaken by the firm, lead the largest and most difficult audits, and who frequently oversee teams performing concurrent audits. This type of work requires extensive knowledge of one or more industries to make subjective determinations on questions of tax, law, accounting, and business practices. Audits may be complicated by such factors as: the size and diversity of the client organizations (e.g., multinational corporations and conglomerates with a large number of separate and distinct subsidiaries); accounting issues where precedents are lacking or in conflict; and, in some cases, clients who are encountering substantial financial difficulties. They perform most work without technical supervision and completed audits are reviewed mainly for propriety of recommendations and conformance with general policies of the firm. Also excluded are public accountants whose principal function is to manage, rather than perform accounting work, and the equity owners of the firm who have final approval authority. a. Patent work which requires professional training in addition to legal training (typically, a degree in engineering or in a science); b. Claims examining, claims investigating, or similar work for which professional legal training and bar membership is not essential; c. Attorneys, frequently titled "general counsel" or "attorney general" (and their immediate full associates or deputies), who are responsible for participating in the management and formulation of policy for the overall organization in addition to directing its legal work. (The duties and responsibilities of such positions exceed level VI as described below); d. Attorneys in legal firms; and, e. Attorneys primarily responsible for: prosecuting defendants; drafting legislation; defending the general public (e.g., public defenders, student's attorneys); and planning and producing legal publications. ATTORNEY (211: Lawyer) Performs consultation and advisory work and carries out the legal processes necessary https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Attorney jobs which meet the above definitions are to be classified and coded in accordance with the chart below. 130 Criteria for matching attorneys by level Level 1 Difficulty level of legal work Responsibility level of job This is the entry level. The duties and responsibilities after initial orientation and training are those described in D-l and R-l. D-i II ~ ~ Experience required Completion of law school with an L.L.B. or J.D. degree plus admission to the bar. FL2 Sufficient professional experience (at least 1 year, usually more) at the "D-l" level to assure competence as an attorney. or D-2 R-! m D-2 R-2 At least 1 year, usually more, of professional experience at the "D-2" level. IV D-2 R-3 Extensive professional experience at the "D-2" or a higher level. D-3 or R-2 ~D-2 V D-3 VI R4 Extensive professional experience at the "D-3" or "R-3" levels. or EK3 R-3 rT Extensive professional experience at the "D-3" and "R-3" levels. D-l, "2> and -3, and R-l, -2, -3, and -4 are explained on the following pages. Difficulty D-l Legal questions are characterized by: facts that are well-established; clearly applicable legal precedents; and matters not of substantial importance to the organization. (Usually relatively limited sums of money, e.g., a few thousand dollars, are involved.) facts can be firmly established and there are precedent cases directly applicable to the situation; searching case reports, legal documents, periodicals, textbooks, and other legal references, and preparing draft opinions on employee compensation or benefit questions where there is a substantial amount of clearly applicable statutory, regulatory, and case material; and Examples ofD-l work are: a. legal investigation, negotiation, and research preparatory to defending the organization in potential or actual lawsuits involving alleged negligence where the https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis drawing up contracts and other legal documents in connection with real property 131 franchise cases involving a geographic area including parts or all of several States; transactions requiring the development of detailed information but not involving serious questions regarding titles to property or other major factual or legal issues. c. D-2 Legal work is regularly difficult by reason of one or more of the following: the absence of clear and directly applicable legal precedents; the different possible interpretations that can be placed on the facts, the laws, or the precedents involved; the substantial importance of the legal matters to the organization (e.g., sums as large as $100,000 are generally directly or indirectly involved); or the matter is being strongly pressed or contested in formal proceedings or in negotiations by the individuals, corporations, or government agencies involved. preparing and presenting a case before an appellate court where the case is highly important to the future operation of the organization and is vigorously contested by very distinguished (e.g., having a broad regional or national reputation) legal talent; d. serving as the principal counsel to the officers and staff of an insurance company on the legal problems in the sale, underwriting, and administration of group contracts involving nationwide or multi-state coverages and laws; and e. performing the principal legal work in nonroutine, major revision of a company s charter or in effectuating new major financing steps. Examples ofD-2 work are: advising on the legal implications of advertising representations when the facts supporting the representations and the applicable precedent cases are subject to different interpretations; Responsibility b. reviewing and advising on the implications of new or revised laws affecting the organization; c. presenting the organization's defense in court in a negligence lawsuit which is strongly pressed by counsel for an organized group; and d. providing legal counsel on tax questions complicated by the absence of precedent decisions that are directly applicable to the organization’s situation. Responsibility for final action is usually limited to matters covered by legal precedents and in which little deviation from standard practice is involved. Any decisions or actions having a significant bearing on the organization's business are reviewed. Is given guidance in the initial states of assignment, e.g., in planning and organizing level research and studies. Assignments are then carried out with moderate independence, although guidance is generally available and is sought from time to time on problem points. a. R-l R-2 D-3 Legal work is typically complex and difficult because of one or more of the following: the questions are unique and require a high order of original and creative legal endeavor for their solution; the questions require extensive research and analysis and the obtaining and evaluation of expert testimony regarding controversial issues in a scientific, financial, corporate organization, engineering, or other highly technical area; the legal matter is of critical importance to the organization and is being vigorously pressed or contested (e.g., sums such as $1 million or more are generally directly or indirectly involved.) Usually works independently in investigating the facts, searching legal precedents, defining the legal and factual issues, drafting the necessary legal documents, and developing conclusions and recommendations. Decisions having an important bearing on the organization's business are reviewed. Receives information from supervisor regarding unusual circumstances or important policy considerations pertaining to a legal problem. If trials are involved, may receive guidance from a supervisor regarding presentation, line of approach, possible line of opposition to be encountered, etc. In the case of nonroutine written presentations, the final product is reviewed carefully, but primarily for overall soundness of legal reasoning and consistency with organization policy. Some, but not all, attorneys make assignments to one or more lower level Examples ofD-3 work are: attorneys, aides, or clerks. a. R-3 b. advising on the legal aspects and implications of Federal antitrust laws to projected greatly expanded marketing operations involving joint ventures with several other organizations; planning legal strategy and representing a utility company in rate or government https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Carries out assignments independently and makes final legal determination in matters of substantial importance to the organization. Such determinations are subject to review only for consistency with organization policy, possible precedent effect, and overall 132 Engineer I effectiveness. To carry out assignments, deals regularly with officers of the organization and top level management officials and confers or negotiates regularly with senior attorneys and officials in other organizations on various aspects of assigned work. Receives little or no preliminary instruction on legal problems and a minimum of technical legal supervision. May assign and review work of a few attorneys, but this is not a primary responsibility. General characteristics. At this beginning professional level, performs assignments designed to develop professional work knowledge and abilities. May also receive formal classroom or seminar-type training. (Terminal positions are excluded.) Direction received. Works under close supervision. Receives specific and detailed instructions as to required tasks and results expected. Work is checked during progress and is reviewed for accuracy upon completion. R-4 Carries out assignments which entail independently planning investigations and negotiations on legal problems of the highest importance to the organization and developing completed brief, opinions, contracts, or other legal products. To carry out assignments, represents the organization at conferences, hearings, or trials, and personally confers and negotiates with top attorneys and top-ranking officials in other organizations. On various aspects of assigned work, may give advice directly and personally to organization officials and top level managers, or (in extremely large and complex organizations) may work through a higher level attorney in advising officials. Generally receives no preliminary instructions on legal problems. On matters requiring the concentrated efforts of several attorneys or other specialists, is responsible for directing, coordinating, and reviewing the work of the attorneys involved. OR As a primary responsibility, directs the work of a staff of attorneys, one, but usually more, of who regularly perform either D-3 or R-3 legal work. With respect to the work directed, gives advice directly to organization officials and top managers, or (in extremely large and complex organizations) may give such advice through counsel. Receives guidance as to organization policy but not technical supervision or assistance except when requesting advice from or briefing by a higher level attorney on the overall approach to the most difficult, novel, or important legal questions. ENGINEER (162-3: Engineer) Performs professional work in research, development, design, testing, analysis, production, construction, maintenance, operation, planning, survey, estimating, application, or standardization of engineering facilities, systems, structures, processes, equipment, devices, or materials, requiring knowledge of the science and art by which materials, natural resources, and power are made useful. Work typically requires a B.S. degree in engineering or, in rare instances, equivalent education and experience combined. (Excluded are: safety engineers, industrial engineers, quality control engineers, sales engineers, and engineers whose primary responsibility is to be in charge of nonprofessional maintenance work.) https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Typical duties and responsibilities. Performs a variety of routine tasks that are planned to provide experience and familiarization with the engineering staff, methods, practices, and programs of the employer. Responsibility for the direction of others. Usually none. Engineer II General characteristics. Performs routine engineering work requiring application of standard techniques, procedures, and criteria in carrying out a sequence of related engineering tasks. Limited exercise of judgment is required on details of work and in making preliminary selections and adaptations of engineering alternatives. Requires work experience acquired in an entry level position, or appropriate graduate level study. For training and developmental purposes, assignments may include some work that is typical of a higher level. Direction received. Supervisor screens assignments for unusual or difficult problems and selects techniques and procedures to be applied on non-routine work. Receives close supervision on new aspects of assignments. Typical duties and responsibilities. Using prescribed methods, performs specific and limited portions of a broader assignment of an experienced engineer. Applies standard practices and techniques in specific situations, adjusts and correlates data, recognizes discrepancies in results, and follows operations through a series of related detailed steps or processes. Responsibility for the direction of others. May be assisted by a few aids or technicians. Engineer III General characteristics. Independently evaluates, selects, and applies standard engineering techniques, procedures, and criteria, using judgment in making minor 133 adaptations and modifications. Assignments have clear and specified objectives and require the investigation of a limited number of variables. Performance at this level requires developmental experience in a professional position, or equivalent graduate level education. Engineer V General characteristics. Applies intensive and diversified knowledge of engineering principles and practices in broad areas of assignments and related fields. Makes decisions independently on engineering problems and methods and represents the organization in conferences to resolve important questions and to plan and coordinate work. Requires the use of advanced techniques and the modification and extension of theories, precepts, and practices of the field and related sciences and disciplines. The knowledge and expertise required for this level of work usually result from progressive experience, including work comparable to engineer IV. Direction received. Receives instructions on specific assignment objectives, complex features, and possible solutions. Assistance is furnished on unusual problems and work is reviewed for application of sound professional judgment. Typical duties and responsibilities. Performs work which involves conventional types of plans, investigations, surveys, structures, or equipment with relatively few complex features for which there are precedents. Assignments usually include one or more of the following: equipment design and development, test of materials, preparation of specifications, process study, research investigations, report preparation, and other activities of limited scope requiring knowledge of principles and techniques commonly employed in the specific narrow area of assignments. Direction received. Supervision and guidance relate largely to overall objectives, critical issues, new concepts, and policy matters. Consults with supervisor concerning unusual problems and developments. Responsibility for the direction of others. May supervise or coordinate the work of drafters, technicians, and others who assist in specific assignments. 1. In a supervisory capacity, plans, develops, coordinates, and directs a large and important engineering project or a number of small projects with many complex features. A substantial portion of the work supervised is comparable to that described for engineer IV. 2. As individual researcher or worker, carries out complex or novel assignments requiring the development of new or improved techniques and procedures. Work is expected to result in the development of new or refined equipment, materials, processes, products, and/or scientific methods. 3. As staff specialist, develops and evaluates plans and criteria for a variety of projects and activities to be carried out by others. Assesses the feasibility and soundness of proposed engineering evaluation tests, products, or equipment when necessary data are insufficient or confirmation by testing is advisable. Usually performs as a staff advisor and consultant in a technical specialty, a type of facility or equipment, or a program function. Typical duties and responsibilities include one or more of the following: Engineer IV General characteristics. As a fully competent engineer in all conventional aspects of the subject matter or the functional area of the assignments, plans and conducts work requiring judgment in the independent evaluation, selection, and substantial adaptation and modification of standard techniques, procedures, and criteria. Devises new approaches to problems encountered. Requires sufficient professional experience to assure competence as a fully trained worker; or, for positions primarily of a research nature, completion of all requirements for a doctoral degree may be substituted for experience. Direction received. Independently performs most assignments with instructions as to the general results expected. Receives technical guidance on unusual or complex problems and supervisory approval on proposed plans for projects. Typical duties and responsibilities. Plans, schedules, conducts, or coordinates detailed phases of the engineering work in a part of a major project or in a total project of moderate scope. Performs work which involves conventional engineering practice but may include a variety of complex features such as conflicting design requirements, unsuitability of standard materials, and difficult coordination requirements. Work requires a broad knowledge of precedents in the specialty area and a good knowledge of principles and practices of related specialties. Responsibility for the direction of others. May supervise a few engineers or technicians on assigned work. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Responsibility for the direction of others. Supervises, coordinates, and reviews the work of a small staff of engineers and technicians; estimates personnel needs and schedules and assigns work to meet completion date. Or, as individual researcher or staff specialist, may be assisted on projects by other engineers or technicians. Engineer VI General characteristics. Has full technical responsibility for interpreting, organizing, executing, and coordinating assignments. Plans and develops engineering projects concerned with unique or controversial problems which have an important effect on 134 authoritative and have an important impact on extensive engineering activities. Initiates and maintains extensive contacts with key engineers and officials of other organizations, requiring skill in persuasion and negotiation of critical issues. At this level, individuals will have demonstrated creativity, foresight, and mature engineering judgment in anticipating and solving unprecedented engineering problems, determining program objectives and requirements, organizing programs and projects, and developing standards and guides for diverse engineering activities. major programs. This involves exploration of subject area, definition of scope and selection of problems for investigation, and development of novel concepts and approaches. Maintains liaison with individuals and units within or outside the organization with responsibility for acting independently on technical matters pertaining to the field. Work at this level usually requires extensive progressive experience including work comparable to engineer V. Direction received. Supervision received is essentially administrative, with assignments given in terms of broad general objectives and limits. Direction received. Receives general administrative direction. Typical duties and responsibilities include one or more of the following: Typical duties and responsibilities include one or both of the following: 1. In a supervisory capacity, a) plans, develops, coordinates, and directs a number of large and important projects or a project of major scope and importance, or b) is responsible for the entire engineering program of a company or government agency when the program is of limited complexity and scope. Extent of responsibilities generally requires a few (3 to 5) subordinate supervisors or team leaders with at least one in a position comparable to level V. 1. 2. As individual researcher or worker, conceives, plans, and conducts research in problem areas of considerable scope and complexity. The problems must be approached through a series of complete and conceptually related studies, are difficult to define, require unconventional or novel approaches, and require sophisticated research techniques. Available guides and precedents contain critical gaps, are only partially related to the problem, or may be largely lacking due to the novel character of the project. At this level, the individual researcher generally will have contributed inventions, new designs, or techniques which are of material significance in the solution of important problems. In a supervisory capacity, is responsible for a) an important segment of the engineering program of a company or government agency with extensive and diversified engineering requirements, or b) the entire engineering program of a company or agency when it is more limited in scope. The overall engineering program contains critical problems the solution of which requires major technological advances and opens the way for extensive related development. Extent of responsibilities generally requires several subordinate organizational segments or teams. Recommends facilities, personnel, and funds required to carry out programs which are directly related to and directed toward fulfillment of overall objectives. 2. As individual researcher and consultant, is a recognized leader and authority in the company or government agency in a broad area of specialization or in a narrow but intensely specialized field. Selects research problems to further program objectives. Conceives and plans investigations of broad areas of considerable novelty and importance, for which engineering precedents are lacking in areas critical to the overall engineering program. Is consulted extensively by associates and others, with a high degree of reliance placed on incumbent's scientific interpretations and advice. Typically, will have contributed inventions, new designs, or techniques which are regarded as major advances in the field. 3. As a staff specialist, serves as the technical specialist for the organization in the application of advanced theories, concepts, principles, and processes for an assigned area of responsibility (i.e., subject matter, function, type of facility or equipment, or product). Keeps abreast of new scientific methods and developments affecting the organization for the purpose of recommending changes in emphasis of programs or new programs warranted by such developments. Responsibility for the direction of others. Plans, organizes, and supervises the work of a staff of engineers and technicians. Evaluates progress of the staff and results obtained, and recommends major changes to achieve overall objectives. Or, as individual researcher or staff specialist, may be assisted on individual projects by other engineers or technicians. Engineer VII General characteristics. Makes decisions and recommendations that are recognized as https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Responsibility for the direction of others. Directs several subordinate supervisors or team leaders, some of who are in positions comparable to engineer VI; or as individual researcher and consultant, may be assisted on individual projects by other engineers and technicians. Engineer VIII General characteristics. Makes decisions and recommendations that are recognized as authoritative and have a far-reaching impact on extensive engineering and related activities of the company or government agency. Negotiates critical and controversial issues with top level engineers and officers of other organizations. Individuals at this level demonstrate a high degree of creativity, foresight, and mature judgment in 135 planning, organizing, and guiding extensive engineering programs and activities of outstanding novelty and importance. researchers and consultants who are recognized as national and/or international authorities and scientific leaders in very broad areas of scientific interest and investigation. Direction received. Receives general administrative direction. Administrative Typical duties and responsibilities include one or both of the following: 1. 2. In supervisory capacity, is responsible for a) an important segment of a very extensive and highly diversified engineering program of a company or government agency, or b) the entire engineering program of a company or agency when the program is of moderate scope. The programs are of such complexity and scope that they are of critical importance to overall objectives, include problems of extraordinary difficulty that often have resisted solution, and consist of several segments requiring subordinate supervisors. Decides the kind and extent of engineering and related programs needed to accomplish the objectives of the company or agency, chooses scientific approaches, plans and organizes facilities and programs, and interprets results. As individual researcher and consultant, formulates and guides the attack on problems of exceptional difficulty and marked importance to the company, industry, or government. Problems are characterized by their lack of scientific precedents and source material, or lack of success of prior research and analysis so that their solution would represent an advance of great significance and importance. Performs advisory and consulting work as a recognized authority for broad program areas or in an intensely specialized area of considerable novelty and importance. BUDGET ANALYST (141: Accountant, auditor, and other financial specialist) Formulates and analyzes and/or administers and monitors an organization's budget. Typical duties include: Preparing budget estimates to support programs; presenting and justifying budget estimates; administering approved budgets and determining funding requirements within authorized limits; evaluating and administering requests for funds and monitoring and controlling obligations and expenditures; and developing and interpreting budget policies. In addition to the technical responsibilities described in levels I through IV, budget analysts may also supervise subordinate staff members. At levels I and II, the subordinate staff typically consists of clerical and paraprofessional employees; level HI may also coordinate the work of lower level analysts; and level IV may supervise one or two analysts. Positions responsible for supervising three or more budget analysts and support staff should typically be matched to the budget analyst supervisor definition. Excluded are: a. Responsibility for the direction of others. Supervises several subordinate supervisors or team leaders, some of whose positions are comparable to engineer VII, or individual researchers some of whose positions are comparable to engineer VII and sometimes engineer VUI. As an individual researcher and consultant may be assisted on individual projects by other engineers or technicians. Note: Individuals in charge of an engineering program may match any of several of the survey job levels, depending on the program's size and complexity. Excluded from the definition are: 1) engineers in charge of programs so extensive and complex (e.g., consisting of research and development on a variety of complex products or systems with numerous novel components) that one or more subordinate supervisory engineers are performing at level VIH; 2) individuals whose decisions have direct and substantial effect on setting policy for the organization (included, however, are supervisors deciding the "kind and extent of engineering and related programs" within broad guidelines set at higher levels); and 3) individual https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis b. Budget clerks and assistants performing clerical work in support of budget analysts; Program analysts evaluating the success of an organization's operating programs; c. Financial analysts evaluating the financial operations, transactions, practices and structure of an organization; and d. Budget analysts (above level IV) responsible for analyzing and administering highly complex budgets requiring frequent reprogramming and evaluating the impact of complicated legislation or policy decisions on the organization's budget. Budget Analyst I As a trainee, performs a variety of clearly-defined tasks assigned to increase the employee's knowledge and understanding of budget concepts, principles, practices, and procedures. Assists in the development of budgets by comparing projected costs to schedules; or assists in budget administration by examining and highlighting obvious 136 in reports listing the status of financial obligations and expenditures, (terminal positions are excluded.) 1 Budget administration: Certifies obligations and expenditures, monitors trends m ^Pending, and anticipates funding and reprogramming needs; within established limits, recommends transfer of funds within accounts to cover increased expenditures; assembles data for use in preparing budget and 2“atl°nS; and reC°mmends the aPProval of or revises requests for V"*™* under close supervision. Assignments are clearly defined, methods are specified, and items to be noted and referred to supervisor are identified. Budget Analyst II Carries out assignments independently in accordance with standard procedures and practices. Supervisor provides assistance on unfamiliar or unusual problems May pertorm more complex assignments to assist supervisor or higher level analyst. Performs routine and recuning budget analysis duties which typically facilitate more complex review and analysis performed by supervisors or higher-level budget analysts, mtial assignments are designed to expand practical experience and to develop judgment m applying basic budget analysis techniques. Follows specific guidelines and previous udget reports in analyzmg budgets for operating programs which are uniform and repetitive. Typical duties include: anQ Budget Analyst IV Provules analytical support for budgets which require annual modifications due to ch^gmg work processes, resource needs, funding requirements, or fluctuating revenue Interprets guidelines and precedents and advises operating managers concerning udgeting policies. May recommend new budgeting techniques. Typical duties includef Budget development: Assisting operating officials in preparing budget requests and justifications by gathering, extracting, reviewing, verifying, and consolidating a variety of narrative and statistical data; examining budget requests for accuracy and conformance with procedures and regulations; and comparing budget requests with prior year estimates and cuirent operating reports; and/or 6 Budget development. Performs in-depth analysis of budget requests using echmques such as cost-benefit analysis and program trade-offs, and by exploring alternative methods of funding; writes and edits justifications for higher level approval; coordinates the compilation and evaluation of information required for executive level budget meetings; confers on modifications to budget requests; and inteiprets, revises, and develops procedures and instructions for preparing and presenting budget requests; Budget administration: Screening requests for allocations of approved budgets and, ue?0,nT"dmg aPProva1’ disapproval, or modification based on availability of funds and conformance with regulations; analyzing operating reports to monitor program expenditures and obligations; and summarizing narrative and statistical data in budget forms and reports. Budget administration: Prepares a variety of reports detailing the status of funds, expenses, and obligations; identifies trends and recommends adjustments in program spending; advises management on budgeting deadlines and alternative means of accomplishing budgetary objectives; and serves as budgeting liaison between managers and staff of various organizational programs. Applies previously learned skills to perform routine work independently. Supervisor funSon8 7atl°n T°8*rdmg budgetary actions to be performed, organizational problems. ’ for unfamiliar "ark or complex Budget Analyst III r; in determi™g deadlines for assigned projects, which are hnked to the budget cycle and typically require more than a year for completion. Works independently for several months at a time, with little review, while work progresses. ’ * Uses a knowledge of commonly used budgetary procedures and practices, regulations and organizational policies to analyze budgets for relatively stable operations (e g minor budget reprogramming is required two or three times a year). Forecasts funding needs for operating programs with varying annual requirements for goods services equipment, and personnel. Typical duties include: s, services, BUDGET ANALYST SUPERVISOR Budget development: Reviews and verifies budget data for consistency with financial and program objectives; formulates and revises budget estimatesvalidates justifications through comparisons with operating repo^td explores fundmg alternatives based on precedents and guidelines; and/or https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis (141: Accountant, auditor, and other financial specialist) As »first-line supervisor, supervises 3-14 budget analysts and support staff Work 3,7 substantial knowledge of budget formulation, analysis, and execution. Duties include planning and delegating work; monitoring performance; providing technical 7 counsel; and evaluating work products. Recommends hirings and promotions, resolves complaints, effects minor disciplinary action, and arranges training. May direct stall through subordinate team leaders. Excluded are second-line budget analyst supervisory positions. Budget Analyst Supervisor I Budget analyst HI represents the full performance level of subordinate staff supervised. In addition, at least two staff members, as well as 25% of the total subordinate staff performs at the Budget Analyst ffl (or equivalent) level. reviewed by higher authority prior to final action. Contract administration includes determining allowable costs, monitoring contractor compliance with contract terms, resolving problems concerning obligations of the parties, explaining and renegotiating contract terms, and ensuring satisfactory contract completion. In addition to work described above, some (but not all) buyers or contracting specialists direct the work of one or a few clerks who perform routine aspects of the work. As a secondary and subsidiary duty, some buyers may also sell or dispose of surplus, mntarioic wiinnmp.nt. or Some buyers or contracting specialists are responsible for the purchasing or contract administration of a variety of items and materials When the variety includes items and work described at more than one of the following levels, the position should be considered to equal the highest level that characterizes at least a substantial portion of the buyer's time. Budget Analyst Supervisor II Budget analyst IV represents the full performance level of subordinate staff supervised. In addition, at least two staff members, as well as 25% of the total subordinate staff performs at the Budget Analyst IV (or equivalent) level. BUYER/CONTRACTING SPECIALIST (1449: Purchasing agent and buyer, not elsewhere classified) Purchases materials, supplies, equipment, and services (e.g., utilities maintenance, and repair) and/or administers purchase contracts (assuring compliance after contract is awarded). In some instances items purchased are of types that must be specially designed, produced, or modified by the vendor in accordance with drawings or Excluded are: a. Buyers of items for direct sale, either wholesale or retail; b. Brokers and dealers buying for clients or for investment purposes; c. Positions that specifically require professional education and qualifications in a physical science or in engineering (e.g., chemist, mechanical engmeer), d Buyers who specialize in purchasing a single or a few related items of highly variable quality such as raw cotton or wool, tobacco, cattle, or leather for shoe uppers, etc. Expert personal knowledge of the item is required to judge the relative value of the goods offered, and to decide the quantity, quality, and price of each purchase in terms of its probable effect on the organization’s profit and engineering specifications. Solicits bids, analyzes quotations received, and selects or recommends suppliers. At levels m and higher, formal contract negotiation methods are typically used where knowledge of market trends and conditions is required. May interview prospective vendors. sunnlies. competitive status; Buyers or contracting specialists whose principal responsibility is the supervision e. Purchases items and services or negotiates contracts at the most favorable pnce consistent with quality, quantity, specification requirements, and other factors Prepares or supervises preparation of purchase orders from requisitions. May expedite delivery of a purchasing or contracting program; Persons whose major duties consist of ordering, reordering, or requisitioning and visit vendors' offices and plants. Normally, purchases are unreviewed when they are consistent with past experience and are in conformance with established rules and policies. Proposed purchase transactions that deviate from the usual or from past experience in terms of prices, quality of items, quantities, etc., or that may set precedents for future purchases, are https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis g. Positions restricted to clerical functions or to purchase expediting work, h. Positions not requiring: 1) three years of administrative, technical, or substantive 138 and communication; and 1 the^^Tf and matCrialS PUrChaSed may bC the case of contracts for continuing supply over a period of time. analysis be resp0nsjble for locat*n8 or promoting possible new sources of supply the a ^ 18 fPeCced t0 kCeP abreaSt °f market trends> Ganges in business practice in the assigned markets, new or altered types of materials entering the market, etc Contracting specialists above level V having broad responsibilities for resolving critical problems on major long-term purchases, developing new approaches or innovative acquisition plans, and/or developing procurement policies and procedures. These specialists use extensive judgment and originality to plan procurement strategies for large scale acquisition programs or systems bZ7Ptle\ °f ,itgmS pu"chased or under contract include: standard industrial types of hand tools, gloves, and safety equipment; standard electronic parts, componenTand inponent test instillments; electric motors; gasoline service station equipment- PBX or other specialized-telephone services; special purpose printing serLscustodS ervnces for a large building; and routine purchases of common raw mateSls such i standard grades and sizes of steel bars, rods, and angles. Buyer/Contracting Specialist I taVOlV' P"reh,s'd ™ r'“ile”' ^ particularly i y ‘hiS Ie:d T bUyCrS °f materials of the described for Buyer I when the quantities purchased are large, so that local sources of supply are generally inadequate and the buyer must deal directly with manufacturers on a broader than local >'*'*”■ —n ™B. = 8, tta* ,v.il,ble ft„m !«„ OR In a developmental position, assists higher level buyers or contracting specialists in purchasing and/or negotiating contracts for items, materials, or services of a technical d specialized nature. Assigned work is designed to provide diversified experience as a background for future higher level work. Examples of duties include renewing Sr ^ f8 Solicitations: evaluating bids and the dependability of conti t merg WUh COmmercial representatives; and monitoring tte progress of contractors. Supervisor provides general instructions, monitors work, and revTews P“.“h“d“J“d': “lmmon sBtioneiy and office s„pp|ICSi SIan(tal types of office furniture and fixtures; standard nuts, bolts, screws- janitorial and repair services.1118 mamtCnanCe SUpplies; or cot~ utility services or office machine OR As a trainee, performs various clearly defined procurement tasks designed to increase the employees knowledge and understanding of procurement and contracting concepts principles, practices, and procedures. Examples of duties includepreparation of solicitation documents; analyzing prices, discounts, and deliver datesmakmg procurement recommendations; and drafting simple contract provisions and upportmg documentation. Work is performed under close supervision. ? indepfflndence!°nS with greater Purchases items, materials, or services of a technical and specialized nature usually by negotiating a standard contract based on reimbursement of costs and expenses or I ixed price ceihng. May be responsible for overseeing the postaward (contract administration) functions (e.g., monitoring contract compliance, recommending action on problem situations, and negotiating extensions of deliveiy schedules) of sS contracts. The items, while of a common general type, are usually made altered or Purchases off-the-shelf types of standard, generally available technical items materials, and services. Transactions may involve occasional modification of standard and common usage items, materials, and services, and include a few stipulations" unusual packing, marking, shipping, etc. stipulations about https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis °f WOrk 316 Buyer/Contracting Specialist III Buyer/Contracting Specialist II J~* L-S deaUng- ^ ^ ma-facturers, distributors, -L° , 1 ; , Llmited contract negotiation techniques may be used, primarily for developmental purposes to increase employee's skill and knowledge. Y * ” r°Utme customized to meet the user's specific needs and specifications. ’ ’ The number of potential vendors is likely to be small and price differentials often evaluate"1110 ” dates and places’ etc-> tha‘ The quantities purchased of any item or service may be large. 139 difficult to Many of the purchases involve one or more such complications as: specifications that detail in technical terms, the required physical, chemical, ^ectricah or other comDarable properties; special testing prior to acceptance; groupmg of items for lo bidding and Lids; specialized processing, packing, or packagmg requirements; export packs; overseas port differentials; etc. Is expected to keep abreast of market and product developments. May be required to Examples of items purchased include: special purpose high-cost machme tools and production facilities^ specialized condensers, boilers, and turbines; raw materials of critically important characteristics or quality; and parts, subassembhes conTfKments, etc specially designed and made to order (e.g., communications equipment for installation in aircraft being manufactured; component assemblies for missiles and rockets; and motor vehicle frames). Buyer/Contracting Specialist V locate new sources of supply. Performs one of the following: Some positions may involve assisting in the training or supervision of lower level buyers or clerks. 1 Serves as lead negotiator or contract administrator for: new or unique equipment; extensive technical or professional services; or complex cor"“" projects where there is a lack of previous experience or competition, extensive subcontracting, or similar complications. Examples of contracts include prototype development of sophisticated research and testing equipment, software systems development, scientific studies involving waste and transportation systems, Sti^for production of weapons systems, and research laboratories requiring ' Examples of items purchased include: castings; special extruded shapes‘ and material; special formula paints; electric motors of special shape or^speeds production equipment; special packaging of items; raw materials in substantial quantities or with special characteristics; and protective services where security presents an especially significant problem. Buyer/Contracting Specialist IV Negotiates and/or administers purchase contracts for complex and highly technical or services, toquerrtly specif, mamtod exclusively for the purchaser. Transactions require dealing with manufacturers and often involve persuading potential vendors to undertake the manufacture of custom designed items according to complex and rigid specifications. Negotiation techniques are also frequently involved with convincing the vendor to reduce costs. Quantities of items and materials purchased are often large in order to satisfy the requirements for an entire large organization for an extended period of time ^Complex schedules of delivery are often involved. Contracting specialists determine appropriate to be contacted to, a, any given period of tine and negoda.e w.th vendors to establish or adjust delivery schedules. special equipment. 2. Performs large-scale centralized purchasing or contract administrator for^ multi-unit organization or large establishment that requires either items wdh unique requhements as to construction, testing, durability, or quality characteristics, or organization-wide services. Examples of contract; incMe organization-wide software or communication systems, and industry-specific testing equipment with unique specifications. May persuade suppliers to expand their plants or convert facilities to the production of new items or services. Transactions are often complicated by technological change^ ur8e^ne«ls to ovemde normal production, great volume of production, commodity shortages, and lack of competition among vendors. Frequent technological changes requue delays o modifications to contract proposals or to existing contracts. In-depth COj* 1 required, often with little pricing precedent due to the unique aspects of the products. Negotiations and contract administration are often complicated by the following: requirements for spare parts, preproduction samples and testing, or techm“nitera, patent and royalty provisions; or renegotiation of contract terms. In revie g proposals extensive cost analysis is required to evaluate the cost of such factors as 1) Contracts are usually long-term (exceeding 2 years) and involve numerous subcontracts and special provisions that must be changed and renegotiated throughou numerous technical specifications, and 2) potential changes in manufacturing processes that might affect projected cost figures. These complications result in the incorporation of numerous special provisions and incentives m renegotiated contracts. COMPUTER PROGRAMMER In addition to the work described above, a few positions may also require supervision of a few lower level buyers, contracting specialists or clerks. (No position is included in this level solely because supervisory duties are performed.) https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis the duration of the contract. (397: Programmer) Performs programming services for establishments or for outside organizations who may contractor services. Converts specifications (precise descriptions) about’ orlcientific problems into a sequence of detailed instructions to solve problems by electronic data processing (EDP) equipment, i.e., digital computers. Draws program flow charts to describe the processing of data and develops the precise steps and processing logic which, when entered into the computer in coded language (COBOL, FORTRAN, or other programming language), cause the manipulation of data to achieve desired results. Tests and corrects programs and prepares instructions for operators who control the computer during runs. Modifies programs to increase operating efficiency or to respond to changes in work processes; maintains records to document program development and revisions. At levels I, U, and HI, computer programmers may also perform programming analysis such as: gathering facts from users to define their business or scientific problems and to investigate the feasibility of solving problems through new or modified computer programs; developing specifications for data inputs, flow, actions, decisions, and outputs; and participating on a continuing basis in the overall program planning along with other EDP personnel and users. In contrast, at levels IV and V, some programming analysis must be performed as part of the programming assignment. The analysis duties are identified in a separate paragraph at levels I, II, HI, and IV, and are part of each alternative described at level . However, the systems requirements are defined by systems analysts or scientists. Excluded are: a. Positions which require a bachelor's degree in a specific scientific field (other than computer science), such as an engineering, mathematics, physics, or chemistry degree; however, positions are potential matches where the required degree mav be from any of several possible scientific fields; y b. Positions responsible for developing and modifying computer systems; c. Computer programmers who perform level IV or V duties but who perform no programming analysis; d. Workers who primarily analyze and evaluate problems concerning computer equipment or its selection or utilization; e. Computer systems programmers or analysts who primarily write programs or analyze problems concerning the system software, e.g., operating systems, compilers, assemblers, system utility routines, etc., which provide basic services for the use of all programs and provide for the scheduling of the execution of programs; however, positions matching this definition may develop a "total package which includes not only writing programs to process data but also selecting the computer equipment and system software required; f. Employees who have significant responsibility for the management or supervision of workers (e.g., systems analysts) whose positions are not covered in this https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis definition; or employees with significant responsibility for other functions such as computer operations, data entry, system software, etc.; and g. Positions not requiring: 1) three years of administrative, technical, or substantive clerical experience; 2) a bachelor's degree in any field; or 3) any equivalent combination of experience and education yielding basic skills in problem analysis and communication. Positions are classified into levels based on the following definitions. Computer Programmer I At this trainee level, assignments are usually planned to develop basic programming skills because incumbents are typically inexperienced in applying such skills on the job. Assists higher level staff by performing elementary programming tasks which concern limited and simple data items and steps which closely follow patterns of previous work done in the organization, e.g., drawing flow charts, writing operator instructions, or coding and testing routines to accumulate counts, tallies, or summaries. May perform routine programming assignments (as described in level H) under close supervision. In addition, as training and to assist higher level staff, may perform elementary fact finding concerning a specified work process, e.g., a file of clerical records which is treated as a unit (invoices, requisitions, or purchase orders, etc.); reports findings to higher level staff. Receives classroom and/or on-the-job training in computer programming concepts, methods, and techniques and in the basic requirements of the subject matter area. May receive training in elementary fact-finding. Detailed, step-by-step instructions are given for each task and any deviation must be authorized by a supervisor. Work is closely monitored in progress and reviewed in detail upon completion. Computer Programmer II At this level, initial assignments are designed to develop competence in applying established programming procedures to routine problems. Performs routine programming assignments that do not require skilled background experience but do require knowledge of established programming procedures and data processing requirements. Works according to clear-cut and complete specifications. The data are refined and the format of the final product is very similar to that of the input or is well defined when significantly different, i.e., there are few, if any, problems with interrelating varied records and outputs. Maintains and modifies routine programs. Makes approved changes by amending program flow charts, developing detailed processing logic, and coding changes. Tests and documents modifications and writes operator instructions. May write routine new programs using prescribed specifications; may confer with EDP personnel to clarify procedures, processing logic, etc. In addition, and as continued training, may evaluate simple interrelationships in the immediate programming area, e.g., whether a contemplated change in one part of a simple program would cause unwanted results in a related part; confers with user representatives to gain an understanding of the situation sufficient to formulate the needed change; and implements the change upon approval of the supervisor or higher level staff. The incumbent is provided with charts, narrative descriptions of the functions performed, an approved statement of the product desired (e.g., a change in a local establishment report), and the inputs, outputs, and record formats. Reviews objectives and assignment details with higher level staff to insure thorough understanding; uses judgment in selecting among authorized procedures and seeks assistance when guidelines are inadequate, significant deviations are proposed, or when unanticipated problems arise. Work is usually monitored in progress; all work is reviewed upon completion for accuracy and compliance with standards. Computer Programmer III As a fully qualified computer programmer, applies standard programming procedures and detailed knowledge of pertinent subject matter (e.g., work processes, governing rules, clerical procedures, etc.) in a programming area such as: a recordkeeping operation (supply, personnel and payroll, inventory, purchasing, insurance payments, depositor accounts, etc.); a well-defined statistical or scientific problem; or other standardized operation or problem. Works according to approved statements of requirements and detailed specifications. While the data are clear cut, related, and equally available, there may be substantial interrelationships of a variety of records and several varied sequences of formats are usually produced. The programs developed or modified typically are linked to several other programs in that the output of one becomes the input for another. Recognizes probable interactions of other related programs with the assigned program(s) and is familiar with related system software and computer equipment. Solves conventional programming problems. (In small organizations, may maintain programs which concern or combine several operations, i.e., users, or develop programs where there is one primary user and the others give input.) Performs such duties as: develops, modifies, and maintains assigned programs; designs and implements modifications to the interrelation of files and records within programs in consultation with higher level staff; monitors the operation of assigned programs and responds to problems by diagnosing and correcting errors in logic and coding; and implements and/or maintains assigned portions of a scientific programming project, applying established scientific programming techniques to well-defined mathematical, statistical, engineering, or other scientific problems usually requiring the translation of mathematical notation into processing logic and code. (Scientific programming includes assignments such as: using predetermined physical laws https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis expressed in mathematical terms to relate one set of data to another; the routine storage and retrieval of field test data; and using procedures for real-time command and control, scientific data reduction, signal processing, or similar areas.) Tests and documents work and writes and maintains operator instructions for assigned programs. Confers with other EDP personnel to obtain or provide factual data. In addition, may carry out fact-finding and programming analysis of a single activity or routine problem, applying established procedures where the nature of the program, feasibility, computer equipment, and programming language have already been decided. May analyze present performance of the program and take action to correct deficiencies based on discussion with the user and consultation with and approval of the supervisor or higher level staff. May assist in the review and analysis of detailed program specifications and in program design to meet changes in work processes. Works independently under specified objectives; applies judgment in devising program logic and in selecting and adapting standard programming procedures; resolves problems and deviations according to established practices; and obtains advice where precedents are unclear or not available. Completed work is reviewed for conformance to standards, timeliness, and efficiency. May guide or instruct lower level programmers; may supervise technicians and others who assist in specific assignments. OR Works on complex programs (as described in level IV) under close direction of higher level staff or supervisor. May assist higher level staff by independently performing moderately complex tasks assigned, and performing complex tasks under close supervision. Computer Programmer IV Applies expertise in programming procedures to complex programs; recommends the redesign of programs, investigates and analyzes feasibility and program requirements, and develops programming specifications. Assigned programs typically affect a broad multi-user computer system which meets the data processing needs of a broad area (e.g., manufacturing, logistics planning, finance management, human resources, or material management) or a computer system for a project in engineering, research, accounting, statistics, etc. Plans the full range of programming actions to produce several interrelated but different products from numerous and diverse data elements which are usually from different sources; solves difficult programming problems. Uses knowledge of pertinent system software, computer equipment, work processes, regulations, and management practices. Performs such duties as: develops, modifies, and maintains complex programs; designs and implements the interrelations of files and records within programs which will effectively fit into the overall design of the project; working with problems or concepts, develops programs for the solution to major scientific computational problems requiring the analysis and development of logical or mathematic descriptions of functions to be programmed; and develops occasional special programs, e.g., a critical path analysis program to assist in managing a special project. Tests, documents, and writes operating instructions for all work. Confers with other EDP personnel to secure information, investigate and resolve problems, and coordinate work efforts. development of computer programs for their solution; or designs improvements in complex programs where existing precedents provide little guidance, such as an interrelated group of mathematical/statistical programs which support health insurance, natural resources, marketing trends, or other research activities. In conjunction with users (scientists or specialists), defines major problems in the subject-matter area. Contacts co-workers and user personnel at various locations to plan and coordinate project and gather data; devises ways to obtain data not previously available; arbitrates differences between various program users when conflicting requirements arise. May perform simulation studies to determine effects of changes in computer equipment or system software or may assess the feasibility and soundness of proposed programming projects which are novel and complex. Typically develops programming techniques and procedures where few precedents exist. May be assisted on projects by other programmers or technicians. In addition, performs such programming analysis as: investigating the feasibility of alternate program design approaches to determine the best balanced solution, e.g., one that will best satisfy immediate user needs, facilitate subsequent modification, and conserve resources; on typical maintenance projects and smaller scale, limited new projects, assisting user personnel in defining problems or needs and determining work organization, the necessary files and records, and their interrelation with the program; or on large or more complicated projects, participating as a team member along with other EDP personnel and users and having responsibility for a portion of the project. Works independently under overall objectives and direction, apprising the supervisor about progress and unusual complications. Modifies and adapts precedent solutions and proven approaches. Guidelines include constraints imposed by the related programs with which the incumbent’s programs must be meshed. Completed work is reviewed for timeliness, compatibility with other work, and effectiveness in meeting requirements. May function as team leader or supervise a few lower level programmers or technicians on assigned work. COMPUTER SYSTEMS ANALYST (1712: Computer systems analyst) Analyzes business or scientific problems for resolution through electronic data processing. Gathers information from users, defines work problems, and, if feasible, designs a system of computer programs and procedures to resolve the problems. Develops complete specifications to enable computer programmers to prepare required programs, analyzes subject-matter operations to be automated; specifies number and types of records, files, and documents to be used and outputs to be produced; prepares work diagrams and data flow charts; coordinates tests of the system and participates in trial runs of new and revised systems; and recommends computer equipment changes to obtain more effective operations. May also write the computer programs. Computer Programmer V At level V, workers are typically either supervisors, team leaders, staff specialists, or consultants. Some programming analysis is included as a part of the programming assignment. Supervision and review are similar to level IV. Typical duties and responsibilities include one or more of the following: 1- 2. Excluded are: In a supervisory capacity, plans, develops, coordinates, and directs a large and important programming project (finance, manufacturing, sales/marketing, human resources, or other broad area) or a number of small programming projects with complex features. A substantial portion of the work supervised (usually 2 to 3 workers) is comparable to that described for level IV. Supervises, coordinates, and reviews the work of a small staff, normally not more than 15 programmers and technicians; estimates personnel needs and schedules, assigns and reviews work to meet completion date. These day-to-day supervisors evaluate performance, resolve complaints, and make recommendations on hiring and firing. They do not make final decisions on curtailing projects, reorganizing, or reallocating resources. As team leader, staff specialist, or consultant, defines complex scientific problems (e.g., computational) or other highly complex programming problems (e.g., generating overall forecasts, projections, or other new data fields widely different from the source data or untried at the scale proposed) and directs the https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis a. Trainees who receive detailed directives and work plans, select authorized procedures for use in specific situations, and seek assistance for deviations and problems; b. Positions which require a bachelor's degree in a specific scientific field (other than computer science), such as an engineering, mathematics, physics, or chemistry degree; however, positions are potential matches where the required degree may be from any of several possible scientific fields; c. Computer programmers who write computer programs and solve user problems not requiring systems modification; d. Workers who primarily analyze and evaluate problems concerning computer equipment or its selection or utilization; and e. \3 Computer systems programmers or analysts who primarily write programs or analyze problems concerning the system software, e.g., operating systems, compilers, assemblers, system utility routines, etc., which provide basic services for the use of all programs and provide for the scheduling or the execution of programs; however, positions matching this definition may develop a total package" which includes not only analyzing work problems to be processed but also selecting the computer equipment and system software required. Positions are classified into levels on the basis of the following definitions. Computer Systems Analyst I At this level, initial assignments are designed to expand practical experience in applying systems analysis techniques and procedures. Provides several phases of the required systems analysis where the nature of the system is predetermined. Uses established fact finding approaches, knowledge of pertinent work processes and procedures, and familiarity with related computer programming practices, system software, and computer equipment. Carries out fact finding and analysis as assigned, usually of a single activity or a routine problem; applies established procedures where the nature of the system, feasibility, computer equipment, and programming language have already been decided; may assist a higher level systems analyst by preparing the detailed specifications required by computer programmers from information developed by the higher level analyst; may research routine user problems and solve them by modifying the existing system when the solutions follow clear precedents. When cost and deadline estimates are required, results receive close review. The supervisor defines objectives, priorities, and deadlines. Incumbents work independently; adapt guides to specific situations; resolve problems and deviations according to established practices; and obtain advice where precedents are unclear or not available. Completed work is reviewed for conformance to requirements, timeliness, and efficiency. May supervise technicians and others who assist in specific assignments. Computer Systems Analyst II Applies systems analysis and design skills in an area such as a recordkeeping or scientific operation. A system of several varied sequences or formats is usually developed, e.g., systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, maintaining inventory accounts in a manufacturing or wholesale establishment, or processing a limited problem in a scientific project. Requires competence in most phases of system analysis and knowledge of pertinent system software and computer equipment and of the work processes, applicable regulations, work load, and practices of the assigned subject matter area. Recognizes probable interactions of related computer systems and predicts impact of a change in assigned system. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Reviews proposals which consist of objectives, scope, and user expectations, gathers facts, analyzes data, and prepares a project synopsis which compares alternatives in terms of cost, time, availability of equipment and personnel, and recommends a course of action; and upon approval of synopsis, prepares specifications for development of computer programs. Determines and resolves data processing problems and coordinates the work with program, users, etc.; orients user personnel on new or changed procedures. May conduct special projects such as data element and code standardization throughout a broad system, working under specific objectives and bringing to the attention of the supervisor any unusual problems or controversies. Works independently under overall project objectives and requirements; apprises supervisor about progress and unusual complications. Guidelines usually include existing systems and the constraints imposed by related systems with which the incumbent's work must be meshed. Adapts design approaches successfully used in precedent systems. Completed work is reviewed for timeliness, compatibility with other work, and effectiveness in meeting requirements. May provide functional direction to lower level assistants on assigned work. OR Works on a segment of a complex data processing scheme or broad system, as described for computer systems analyst level HI.' Works independently on routine assignments and receives instructions and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alignment with the overall system. Computer Systems Analyst III Applies systems analysis and design techniques to complex computer systems in a broad area such as manufacturing; finance management; engineering, accounting, or statistics; logistics planning; material management, etc. Usually, there are multiple users of the system; however, there may be complex one-user systems, e.g., for engineering or research projects. Requires competence in all phases of systems analysis techniques, concepts, and methods and knowledge of available system software, computer equipment, and the regulations, structure, techniques, and management practices of one or more subject-matter areas. Since input data usually come from diverse sources, is responsible for recognizing probable conflicts and integrating diverse data elements and sources. Produces innovative solutions for a variety of complex problems. Maintains and modifies complex systems or develops new subsystems such as an integrated production scheduling, inventory control, cost analysis, or sales analysis record in which every item of each type is automatically processed through the full system of records. Guides users in formulating requirements; advises on alternatives and on the implications of new or revised data processing systems; analyzes resulting user project proposals, identifies omissions and errors in requirements, and conducts feasibility studies; recommends optimum approach and develops system design for approved projects. Interprets information and informally arbitrates between system users when conflicts exist. May serve as lead analyst in a design subgroup, directing and integrating the work of one or two lower level analysts, each responsible for several programs. systems; conducts continuing review of computer technological developments applicable to system design and prepares long range forecasts; develops EDP standards where new and improved approaches are needed; or develops recommendations for a management information system where new concepts are required. Supervision and nature of review are similar to level II; existing systems provide precedents for the operation of new subsystems. Computer Systems Analyst V Computer Systems Analyst IV As a top technical expert, develops broad unprecedented computer systems and/or conducts critical studies central to the success of large organizations having extensive technical or highly diversified computer requirements. Considers such requirements as applies expert systems analysis and design techniques to complex system development in a specialized design area and/or resolves unique or unyielding problems in existing complex systems by applying new technology. Work requires a broad broad organization policy, and the diverse user needs of several organizational levels and locations. Works under general administrative direction. knowledge of data sources and flow, interactions of existing complex systems in the organization, and the capabilities and limitations of the systems software and computer equipment. Objectives and overall requirements are defined in the organization's EDP policies and standards; the primary constraints typically are those imposed by the need for compatibility with existing systems or processes. Supervision and nature of review are similar to levels II and HI. Typical duties and responsibilities include one or more of the following: 1. Typical duties and responsibilities include one or more of the following: 1. As team or project leader, provides systems design in a specialized and highly complex design area, e.g., interrelated business statistics and/or projections, member performs work at level TV. scientific systems, mathematical models, or similar unprecedented computer systems. Establishes the framework of new computer systems from feasibility studies to post-implementation evaluation. Devises new sources of data and develops new approaches and techniques for use by others. May serve as technical authority for a design area. At least one or two team members perform work at level III; one or two team members may also perform work as a level IV staff specialist or consultant as described below. 2. As staff specialist or consultant, with expertise in a specialty area (e.g., data security, telecommunications, systems analysis techniques, EDP standards development, etc.), plans and conducts analyses of unique or unyielding problems in a broad system. Identifies problems and specific issues in assigned area and prepares overall project recommendations from an EDP standpoint including feasible advancements in EDP technology; upon acceptance, determines a design strategy that anticipates directions of change; designs and monitors necessary testing and implementation plans. Performs work such as: studies broad areas of projected work processes which cut across the organization's established EDP https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis As team or project leader, guides the development of broad unprecedented computer systems. The information requirements are complex and voluminous. Devises completely new ways to locate and develop data sources; establishes new factors and criteria for making subject-matter decisions. Coordinates fact finding, analysis, and design of the system and applies the most recent developments in data processing technology and computer equipment. Guidelines consist of stateof-the-art technology and general organizational policy. At least one team 2. As staff specialist or consultant, is a recognized leader and authority in a large organization (as defined above). Performs at least two of the following: a) has overall responsibility for evaluating the significance of technological advancement and developing EDP standards where new and improved approaches are needed, e.g., programming techniques; b) conceives and plans exploratory investigations critical to the overall organization where useful precedents do not exist and new concepts are required, e.g., develops recommendations regarding a comprehensive management information system; or c) evaluates existing EDP organizational policy for effectiveness, devising and formulating changes in the organization's position on broad policy issues. May be assisted on individual projects by other analysts. COMPUTER SYSTEMS ANALYST SUPERVISOR/MANAGER (1712: Computer systems analyst) Supervises three or more employees, two of whom perform systems analysis. Work requires substantial and recurring use of systems analysis skills in directing staff. May 145 or reassignments; resolves complaints and refers group grievances and more serious unresolved complaints to higher level supervisors; may reprimand employees. also supervise programmers and related clerical and technical support personnel. Excluded are: a. Positions also having significant responsibility for the management or supervision of functional areas (e.g., system software development, data entry, or computer operations) not related to the Computer Systems Analyst and Computer Programmer definitions; b. Supervisory positions having base levels below Computer Systems Analyst II or Computer Programmer IV; and c. Managers who supervise two or more subordinates performing at Computer Systems Analyst Supervisor/Manager level IV. LS-2 Directs a sizable staff (normally 15-30 employees), typically divided into sub-units controlled by subordinate supervisors; advises higher level management on work problems of own unit and the impact on broader programs; collaborates with heads of other units to negotiate and/or coordinate work changes; makes decisions on work or training problems presented by subordinate supervisors; evaluates subordinate supervisors and reviews their evaluations of other employees; selects nonsupervisors (higher level approval is virtually assured) and recommends supervisory selections; hears group grievances and serious or unresolved complaints. May shift resources among projects and perform long range budget planning. Classification by level In rare instances, supervisory positions responsible for directing a sizable staff (e.g., 20-30 employees) may not have subordinate supervisors, but have all other LS-2 responsibilities. Such positions should be matched to LS-2. Note: Supervisory jobs are matched at one of four levels according to two factors: a) base level of work supervised; and b) level of supervision. The table following the explanations of these factors indicates the level of the supervisor for each combination of factors. LS-3 Base level of work The base level of work is the highest level of nonsupervisory work under the direct or indirect supervision of the supervisor/manager which (when added to the nonsupervisory levels above it) represents at least 25 percent of the total nonsupervisory, nonclerical staff and at least two of the full-time positions supervised. Directs two subordinate supervisory levels and the work force managed typically includes substantially more than 30 employees. Makes major decisions and recommendations (listed below) which have a direct, important, and substantial effect on own organization and work. Performs at least three of the following: - decides what programs and projects should be initiated, dropped, expanded, or curtailed; - determines long range plans in response to program changes, evaluates program goals, and redefines objectives; - determines changes to be made in organizational structure, delegation of authority, coordination of units, etc.; Level of supervision - decides what compromises to make in operations in view of public relations implications and need for support from various groups; Supervisors and managers should be matched at one of the three LS levels below which best describes their supervisory responsibility. - decides on the means to substantially reduce operating costs without impairing overall operations; justifies major equipment expenditures; and - resolves differences between key subordinate officials; decides, or significantly affects final decisions, on personnel actions for supervisors and other key officials. To determine the base level of nonsupervisory, nonclerical work: 1) array the positions by level of difficulty; 2) determine the number of workers in each position; and 3) count down from the highest level (if necessary) until at least 25 percent of the total nonsupervisory, nonclerical staff are represented. LS-1 Plans, coordinates, and evaluates the work of a small staff, normally not more than 15 programmers, systems analysts, and technicians; estimates personnel needs and schedules, assigns, and reviews work to meet completion date; interviews candidates for own unit and recommends hires, promotions, https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 146 CRITERIA FOR MATCHING COMPUTER SYSTEMS ANALYST SUPERVISORS/MANAGERS employment opportunity; and employee conduct and discipline. Equal Employment Opportunity: Base level of nonsupervisory job(s) Matched in the Computer Programmer Definition IV V - - Matched in the Computer Systems Analyst Definition II m IV V Level of supervisor Planning, evaluating, and administering equal opportunity provisions. Labor Relations: Advising and assisting management on a variety of labor LS-1 I II m IV LS-2 II m IV Exclude LS-3 relations matters, and negotiating and administering labor agreements on behalf of management. In addition to the technical responsibilities described in levels I through VI, personnel specialists may also manage personnel functions and supervise subordinate staff. At levels I and II, the subordinate staff typically consists of clerks and paraprofessionals; level HI may coordinate the work of lower level specialists; and levels IV and above may supervise subordinate specialists. Positions which are primarily supervisory, rather than technical, in nature (i.e., they are not readily matchable to the level-to-level distinctions in this definition) should be matched to the personnel supervisor/manager definition. m IV Exclude Exclude PERSONNEL SPECIALIST This broad, generic occupation includes specialists: (1) working in personnel (143: Personnel, training, and labor relations specialist) operations; (2) reviewing and evaluating the quality of personnel programs; and (3) developing and revising personnel programs and procedures. Plans, administers, advises on, or performs professional work in one or more personnel specialties, such as: Excluded are: Job Analysis/Evaluation: Analyzing, evaluating, and defining occupations or a. Positions matched to the personnel supervisor/manager definition; positions based on duties, responsibilities, and qualification requirements in order to establish or maintain a framework for equitable compensation. b. Directors of personnel, who service more than 250 employees and have significant responsibility for administering all three of the following functions: Job evaluation, employment and placement, and employee relations and services. In addition, workers in these excluded positions serve top management of their organization as the source of advice on personnel matters and problems; c. Clerical and paraprofessional positions; d. Labor relations specialists who negotiate with labor unions as the principal representative of their overall organization; e. Specialists with matchable titles (e.g., labor relations specialist, equal opportunity specialist) which are not part of the establishment's personnel program; f. Specialists in other occupations (e.g., nursing, organizational development, payroll, safety and health, security, and training), even if these positions are part of the establishment's personnel program; g. Positions not requiring: (1) three years of administrative, technical, or substantive clerical experience; (2) a bachelor's degree in any field; or (3) any equivalent Salary and Benefit Administration: Analyzing and evaluating compensation practices, participating in compensation surveys, and recommending pay and benefit adjustments. Recruiting applicants through various sources (e.g., schools, colleges, employment agencies, newspapers, professional societies); evaluating applicants using qualification ratings, test scores, interviews, and reference checks; and recommending applicant placement. Recruitment and Placement: Planning, evaluating, and administering employee training and development programs to achieve both organizational goals and personnel management objectives. Employee Development: Employee Relations and Services: Providing guidance, advice, and assistance on such matters as employee services and benefits; management-employee communications; performance appraisals, grievances and appeals; equal https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 147 h. combination of experience and education yielding basic skills in problem analysis and communication; and Positions employed by personnel supply service establishments (S.I.C. 736). Classification by level Establishment positions which meet the above criteria are matched at one of six levels. Primary leveling concepts are presented for each of the three options: (1) operations, (2) program evaluation, and (3) program development. These leveling concepts take precedent over typical duties and responsibilities in determining the level of a match. Job duties that are "moderately complex” in one establishment may be "procedural" in another establishment. Personnel Specialist I (operations only) As a trainee, receives classroom and/or on-the-job training in the principles, procedures, and regulations of the personnel program and in the programs, policies, and objectives of the employing organization. Assignments provide experience in applying personnel management principles, procedures and techniques, while performing a variety of uncomplicated tasks under close supervision. Personnel Specialist II Operations. Performs standard procedural duties which require the use of personnel management principles and techniques to identify and analyze personnel problems. Provides limited advice to management, such as informing departmental supervisors of typical duty patterns which comprise an occupational level or of types of candidates available for a particular type of job. Receives specific instructions with each new assignment. limited scope for which there are precedents. Renders advice concerning own specialty, but discusses impact on other personnel areas. Works independently under specified objectives; closer supervision is provided for complex assignments, precedent-setting actions, and actions that impact either other functional areas or key working relationships. Program evaluation and development. Assists higher level specialists or managers by studying less complex aspects of personnel programs (e.g., merit promotions, incentive awards), resolving problems of average difficulty, and reporting findings to be included in evaluation reports. Typical duties include: analyzing, evaluating, and defining both exempt and nonexempt jobs in various occupational groups using established procedures; participating in surveys of broad compensation areas; recruiting and screening applicants for both exempt and nonexempt jobs, checking references and recommending placement; assisting in identifying training needs and arranging training, initiating personnel actions or awards, and interpreting established personnel policy, regulations, and precedents; or participating in preparing for and conducting labor negotiations. Personnel Specialist IV Operations. Applies to three different work situations. In situation (1), specialists use technical knowledge, skills, and judgment to solve complex technical problems. Advisory services to management are similar to those described at level HI. Situation (2) combines typical level HI operating skills with comprehensive management advisory services. Advisory services require high technical skills, along with broad personnel knowledge, to solve problems from a total personnel management perspective. In situations (1) and (2), specialists plan and complete work following established program goals and objectives. Their judgments and recommendations are relied on for management decisions. Program evaluation and development. Assists higher level specialists in preliminary phases of evaluation or development. Receives increasingly difficult assignments under close supervisory guidance and review. Typical duties include: analyzing and evaluating nonexempt jobs using standard procedures; participating in recruitment or compensation surveys for nonexempt jobs; rating applicants using established guides; explaining established policies, procedures, or regulations to employees or management; and performing limited tasks to assist higher level specialists in employee development, employee relations, and labor relations programs. Personnel Specialist ill Situation (3) applies to specialists who are solely responsible for performing moderately complex assignments (as described in level HI) and for rendering final decisions on assigned personnel matters under general administrative supervision. Responsibilities include planning and scheduling work and coordinating and integrating program(s) with other personnel, management, and operational activities. Conducts on-site review of personnel actions in several organizational units; determines factual basis for personnel actions, evaluates actions for consistency with established guidelines, and reports significant findings. Program evaluation. Program development. Independently develops supplemental guidelines for existing procedures. Operations. Performs moderately complex assignments following established policies and guidelines. Work requires experience both in a personnel specialty and in the organization serviced. Advises management on the solution to personnel problems of https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Typical duties include: analyzing, evaluating, and defining difficult exempt jobs, i.e., those in research and development, administration, law, and computer science; planning 148 and conducting broad compensation surveys and recommending pay and benefit adjustments; developing training plans and procedures for an organizational segment; participating in complex employee-management relations issues such as controversies, poor morale, and high turnover; or developing plans and procedures for labor negotiations in a moderately complex organization. management in improving personnel programs in unusually complex organizations. Such expertise extends beyond knowledge of guidelines, precedents, and technical principles into areas of program management and administration. In situation (3), specialists serve as evaluation experts assigned to uniquely difficult and sensitive personnel problems, e.g., solutions are unusually controversial; specialists are required to persuade and motivate key officials to change major personnel policies or procedures; or problems include serious complaints where facts are vague. Personnel Specialist V Operations. Applies to two different work situations. In situation (1), specialists solve unusually complex and unprecedented problems which require creative solutions. In situation (2), specialists are assigned complex technical problems (as described in level IV - situation (1) combined with responsibility for providing comprehensive advice to management. Management advisory services are complicated by jobs and organizations that are complex, new, or dynamic, and by the abstract nature of the work processes. Supervision and guidance relate largely to program goals and time schedules. Specialists are authorized to make decisions for their organizations and consult with their supervisors concerning unusual problems and developments. Specialists have full technical responsibility for unusually complex personnel projects, studies, policies, or programs. The scope and impact of these assignments are broad and are of considerable importance to organizational management. Program development. Supervision received is essentially administrative, with assignments given in terms of broad general objectives and limits. PERSONNEL SUPERVISOR/MANAGER (143: Personnel, training, and labor relations specialist) Independently evaluates personnel programs to determine the degree to which they are achieving goals and objectives, ascertaining weaknesses in programs and guidelines, and making recommendations for improvements. Conclusions are reported to top management. Program evaluation. Supervises three or more personnel specialists and/or clerks and paraprofessionals. Although the work is supervisory in nature, it requires substantial knowledge of personnel policies, procedures, and practices. Excluded are: Applies expertise in modifying procedures and guidelines. Projects are usually narrow in scope, i.e., limited to an occupational field or to a specific program area. May have full technical responsibility for personnel projects, studies, policies, or programs that are less complex than described at level VI. Program development. Typical duties include: Participating in the development of personnel policies and procedures; analyzing, evaluating, and defining unusually difficult jobs, e.g., those in emerging occupations which lack applicable guidelines, or in organizations so complex and dynamic that it is difficult to determine the extent of a position's responsibility; recruiting candidates for one-of-a-kind jobs; participating in employee-management relations where the underlying issues are difficult to identify; planning and administering a comprehensive employee development program; or performing labor relations assignments for a large conglomerate. a. Positions matched to the personnel specialist definition: b. Directors of personnel, who service more than 250 employees and have significant responsibility for administering all three of the following functions: Job evaluation, employment and placement, and employee relations and services. In addition, workers in these excluded positions serve top management of their organization as the source of advice on personnel matters and problems; c. Labor relations positions which are primarily responsible for negotiating with labor unions as the principal representative of their overall organization; d. Supervisory positions having both a base level below personnel specialist HI and requiring technical expertise below personnel specialist IV; and e. Positions also having significant responsibility for functional areas beyond personnel (e.g., payroll, purchasing, or administration). Personnel Specialist VI Applies to three different work situations. In situation (1), specialists evaluate the personnel management program of large, complex organizations. Such evaluations require broad understanding and sensitivity both to the interrelationships between different personnel programs and to complex organizational and management relationships. In situation (2), specialists provide advice to Program evaluation. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Classification by Level Supervisory jobs are matched at one of five levels according to two factors: a) base 149 is virtually assured) and recommends supervisory selections; and hears group grievances and serious or unresolved complaints. May shift resources among projects and perform long range budget planning. level of work supervised, and b) level of supervision. The table following the explanations of these factors indicates the level of the supervisor for each combination of factors. Base Level of Work Note: Conceptually, the base level of work is the highest level of nonsupervisory work under the direct or indirect supervision of the supervisor/manager which (when added to the nonsupervisory levels above it) represents at least 25 percent of the total nonsupervisory, nonclerical staff and at least two of the full-time positions supervised. In rare instances, supervisory positions responsible for directing a sizable staff (e.g., 10-20 professional employees) may not have subordinate supervisors, but have all other LS-2 responsibilities. Such positions should be matched to LS-2. LS-3 Directs two subordinate supervisory levels and the work force managed typically includes substantially more than 20 employees. Makes major decisions and recommendations (listed below) which have a direct, important, and substantial effect on own organization and work. Performs at least three of the following: To determine the base level of nonsupervisory, nonclerical work: 1) array the positions by level of difficulty; 2) determine the number of workers in each position; and 3) count down from the highest level (if necessary) until at least 25 percent of the total nonsupervisory, nonclerical staff are represented. - decides what programs and projects should be initiated, dropped, expanded, or curtailed; - determines long range plans in response to program changes, evaluates program goals, and redefines objectives; Due to the unique nature of this particular occupation series, the mechanics of the base level concept are often not applicable in determining the appropriate job level of a personnel supervisor/manager. See Alternative Criteria For Matching Personnel Supervisors/Managers at the end of this definition for assistance in assuring correct job matches. - determines changes to be made in organizational structure, delegation of authority, coordination of units, etc.; - decides what compromises to make in program operations in view of public relations implications and need for support from various groups; Level of Supervision - decides on the means to substantially reduce program operating costs without impairing overall operations; justifies major equipment expenditures; and - resolves differences between key subordinate officials; decides, or significantly affects final decisions, on personnel actions for subordinate supervisors and other key subordinates. Establishment supervisory positions matched in the personnel specialist series should be counted as "non-supervisory" in computing the base level for personnel supervisor/ manager matches. Supervisors and managers should be matched at one of the three LS levels below which best describes their supervisory responsibility. LS-1 LS-2 Plans, coordinates, and evaluates the work of a small staff, normally not more than 10 personnel specialists, paraprofessionals, and clerks; estimates staffing needs for personnel unit and schedules, assigns, and reviews work to meet completion date; interviews candidates for own unit and recommends hires, promotions, or reassignments; and resolves complaints, referring group grievances and more serious unresolved complaints to higher level supervisors; may reprimand employees. Table B-2. Criteria for matching personnel supervisors/managers Base level of nonsupervisory job(s) matched in the personnel specialist definition Directs a sizable staff (normally 10-20 employees), typically divided into sub-units controlled by subordinate supervisors; advises higher level management on work problems of own unit and the impact on broader programs; collaborates with heads of other units to negotiate and/or coordinate work changes; makes decisions on work or training problems presented by subordinate supervisors; evaluates subordinate supervisors and reviews their evaluations of their employees; selects nonsupervisors (higher level approval https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis m IV V VI 150 LS-l Level of supervisor LS-2 LS-3 1 II HI IV II HI IV V m IV V Exclude Table B-3. Level equivalents of personnel professional occupations Personnel Specialist Personnel Supervisor/Manager on statutory requirements and preparation of delinquent returns. Tax collectors primarily performing returns investigation work are not typically found above level II. Director of Personnel Collection of delinquent taxes involves analyzing a taxpayer's financial worth and ability to pay. In resolving delinquency, tax collectors evaluate (or use appraisers to evaluate): market value of assets; equity shares of other creditors; liens and ownership rights; taxpayer earning capacity; and the potential of taxpayer businesses. If bankruptcy is imminent, tax collectors file notices of lien to give their agency priority over subsequent creditors. If necessary, collectors take action for seizure and make arrangements for selling property. However, before resorting to enforced collection procedures, they may recommend alternatives such as installment payments, appointing escrow agents, or accepting collateral or mortgage arrangements to protect their agency's equity. I II m IV V VI I II m IV V I II HI IV V Excluded are: Alternative criteria for matching Personnel Supervisor/Managers a. a. Tax collection supervisors. Incumbents in these full supervisory positions typically assign, coordinate, and review work; estimate personnel needs and schedules; evaluate performance; resolve complaints; and make recommendations for hiring and firing; and b. Tax auditors responsible for determining taxpayer liability. Base level artificially low. The leanness of subordinate staff often combines with the appropriate LS level to produce a level of supervisor/manager which is below the supervisor/manager's level of technical expertise, as measured by the personnel specialist definition. In these instances, raise the level of the supervisor/manager match to correlate to the equivalent level of personnel specialist (see chart above). Tax Collector I TAX COLLECTOR Receives formal training in: internal revenue laws, regulations, and procedures; collection enforcement techniques and laws of evidence and procedures; and business fundamentals. On-the-job training is provided and progressively broader assignments are given for development purposes. Most assignments are simple, although more difficult work such as that encountered at level II may be performed under close supervision and guidance. Individuals hired typically have 1-2 years experience in accounting, loan, collection, or related area or equivalent education in accounting, business law, or related field of study. (1139: Officials and administrators, public administration, not elsewhere classified) Collects delinquent taxes, canvasses for unreported taxes due, secures delinquent tax returns, and counsels taxpayers on filing and paying obligations. Tax collection typically begins after office examination of tax returns and financial records and subsequent notices of tax liability fail to collect full payment. Obtains and analyzes financial information, selects appropriate administrative or judicial remedy, and liquidates tax liability through such measures as compromise, installment agreements, and seizure and sale of property or other assets. Establishes liability for and imposes various penalties under State or County revenue codes. Serves summonses, takes testimony under oath, and testifies in court. Work typically requires at least three years experience in general business or financial practices or the equivalent in education and experience combined. Level I is primarily for training and development. Level II is the full working level for tax collectors who follow standard procedures and level III includes specialists, team leaders, and quasi supervisors solving moderately complex tax collection problems. Tax Collector II Follows standard procedures to collect delinquent tax accounts and secure delinquent returns. Receives specific assignments from supervisor and works out details independently. Explains to tax debtors sanctions which may be used in the event of nonpayment and procedures for appealing tax bills or assessments. Compiles prescribed records and reports. Refers problems to supervisor which cannot be resolved by applying standard procedures. Tax Collector III Tax collection involves two overlapping functions - returns investigation and Returns investigations involve analyzing financial records, examining taxpayer's situation or business operations, and counseling taxpayers collection of delinquent taxes. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis As a tax collection specialist, team leader, or quasi-supervisor, conducts moderately 151 complex investigations to detect or verify suspected tax violations according to established rules, regulations, and tax ordinances. Selects methods of approach, resolves problems referred by lower level tax collectors, and applies all remedies available to collect delinquent taxes. Prepares comprehensive records and reports. Trains lower level tax collectors and assists them in uniformly enforcing tax laws. May also assign, review, and coordinate work of lower level tax collectors. c. Workers using the computer for scientific, technical, or mathematical work when a knowledge of the subject matter is required; and d. Positions above level V; in addition to level V responsibilities, workers in these excluded positions use a knowledge of program language, computer features, and software systems to assist in (1) maintaining, modifying, and developing operating systems or programs; (2) developing operating instructions and techniques to cover problem situations; and (3) switching to emergency backup procedures. Technical COMPUTER OPERATOR (4612: Computer operator) Computer Operator I Monitors and operates the control console of either a mainframe digital computer or a group of minicomputers, in accordance with operating instructions, to process data. Work is characterized by the following: - Studies operating instructions to determine equipment setup needed; Receives on-the-job training in operating the control console (sometimes augmented by classroom training). Works under close personal supervision and is provided detailed written or oral guidance before and during assignments. As instructed, resolves common operating problems. May serve as an assistant operator working under close supervision or performing a portion of a more senior operator’s work. - Loads equipment with required items (tapes, cards, paper, etc.); Computer Operator II - Switches necessary auxiliary equipment into system; - Starts and operates control console; - Diagnoses and corrects equipment malfunctions; Processes scheduled routines which present few difficult operating problems (e.g., infrequent or easily resolved error conditions). In response to computer output instructions or error conditions, applies standard operating or corrective procedure. Refers problems which do not respond to preplanned procedure. May serve as an assistant operator, working under general supervision. - Reviews error messages and makes corrections during operation or refers problems; - Maintains operating record. Computer Operator III May test run new or modified programs and assist in modifying systems or programs. Included within the scope of this definition are fully qualified computer operators, trainees working to become fully qualified operators, and lead operators providing technical assistance to lower level positions. Processes a range of scheduled routines. In addition to operating the system and resolving common error conditions, diagnoses and acts on machine stoppage and error conditions not fully covered by existing procedures and guidelines (e.g., resetting switches and other controls or making mechanical adjustments to maintain or restore equipment operations). In response to computer output instructions or error conditions, may deviate from standard procedures if standard procedures do not provide a solution. Refers problems which do not respond to corrective procedures. Excluded are: Computer Operator IV a. Workers operating small computer systems where there is little or no opportunity for operator intervention in program processing and few requirements to correct equipment malfunctions; b. Peripheral equipment operators and remote terminal or computer operators who do not run the control console of either a mainframe digital computer or a group of minicomputers; Adapts to a variety of nonstandard problems which require extensive operator intervention (e.g., frequent introduction of new programs, applications, or procedures). In response to computer output instructions or error conditions, chooses or devises a course of action from among several alternatives and alters or deviates from standard procedures if standard procedures do not provide a solution (e.g, reassigning equipment in order to work around faulty equipment or transfer channels); then refers problems. Typically, completed work is submitted to users without supervisory review. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 152 Computer Operator V Drafter I Resolves a variety of difficult operating problems (e.g., making unusual equipment connections and rarely used equipment and channel configurations to direct processing through or around problems in equipment, circuits, or channels or reviewing test run requirements and developing unusual system configurations that will allow test programs to process without interfering with on-going job requirements). In response to computer output instructions and error conditions or to avoid loss of information or to conserve computer time, operator deviates from standard procedures. Such actions may materially alter the computer unit's production plans. May spend considerable time away from the control station providing technical assistance to lower level operators and assisting programmers, systems analysts, and subject matter specialists in resolving problems. Prepares drawings of simple, easily visualized structures, systems, parts or equipment from sketches or marked-up prints. Selects appropriate templates or uses a compass and other equipment needed to complete assignments. Drawings fit familiar patterns and present few technical problems. Supervisor provides detailed instructions on new assignments, gives guidance when questions arise, and reviews completed work for accuracy. Typical assignments include: From marked-up prints, revises the original drawings of a plumbing system by increasing pipe diameters. From sketches, draws building floor plans, determining size, spacing, and arrangement of freehand lettering according to scale. Draws simple land profiles from predetermined structural dimensions and reduced survey notes. Traces river basin maps and enters symbols to denote stream sampling locations, municipal and industrial waste discharges, and water supplies. DRAFTER (372: Drafting occupation) Performs drafting work, manually or using a computer, requiring knowledge and skill in drafting methods, procedures, and techniques. Prepares drawings of structures, facilities, land profiles, water systems, mechanical and electrical equipment, pipelines, duct systems, and similar equipment, systems, and assemblies. Drawings are used to communicate engineering ideas, designs, and information. Uses recognized systems of symbols, legends, shadings, and lines having specific meanings in drawings. Excluded are: a. Designers using technical knowledge and judgment to conceive, plan, or modify designs; b. Illustrators or graphic artists using artistic ability to prepare illustrations; c. Office drafters preparing charts, diagrams, and room arrangements to depict statistical and administrative data; d. Cartographers preparing maps and charts primarily using a technical knowledge of cartography; e. Positions below level I; workers in these trainee positions either (1) trace or copy finished drawings under close supervision or (2) receive instruction in the elementary methods and techniques of drafting; and f. Supervisors. Drafter II Prepares various drawings of such units as construction projects or parts and assemblies, including various views, sectional profiles, irregular or reverse curves, hidden lines, and small or intricate details. Work requires use of most of the conventional drafting techniques and a working knowledge of the terms and procedures of the occupation. Makes arithmetic computations using standard formulas. Familiar or recurring work is assigned in general terms. Unfamiliar assignments include information on methods, procedures, sources of information, and precedents to follow. Simple revisions to existing drawings may be assigned with a verbal explanation of the desired results. More complex revisions are produced from sketches or specifications which clearly depict the desired product. Typical assignments include: From a layout and manual references, prepares several views of a simple gear system. Obtains dimensions and tolerances from manuals and by measuring the layout. Draws base and elevation views, sections, and details of new bridges or other structures; revises complete sets of roadway drawings for highway construction projects; or prepares block maps, indicating water and sewage line locations. Prepares and revises detail and design drawings for such projects as the construction and installation of electrical or electronic equipment, plant wiring, and the manufacture and assembly of printed circuit boards. Drawings Positions are classified into levels based on the following definitions. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 153 typically include details of mountings, frames, guards, or other accessories; conduit layouts; or wiring diagrams indicating transformer sizes, conduit locations and mountings. Drafter IV Works closely with design originators, preparing drawings of unusual, complex, or original designs which require a high degree ofprecision. Performs unusually difficult Drafter III assignments requiring considerable initiative, resourcefulness, and drafting expertise. Assures that anticipated problems in manufacture, assembly, installation, and operation are resolved by the drawings produced. Exercises independent judgment in selecting and interpreting data based on a knowledge of the design intent. Although working primarily as a drafter, may occasionally interpret general designs prepared by others to complete minor details. May provide advice and guidance to lower level drafters or serve as coordinator and planner for large and complex drafting projects. Prepares complete sets of complex drawings which include multiple views, detail drawings, and assembly drawings. Drawings include complex design features that require considerable drafting skill to visualize and portray. Assignments regularly require the use of mathematical formulas to draw land contours or to compute weights, center of gravity, load capacities, dimensions, quantities of material, etc. Works from sketches, models, and verbal information supplied by an engineer, architect, or designer to determine the most appropriate views, detail drawings, and supplementary information needed to complete assignments. Selects required information from precedents, manufacturers' catalogs, and technical guides. Independently resolves most of the problems encountered. Supervisor or design originator may suggest methods of approach or provide advice on unusually difficult problems. Typical assignments include: From layouts or sketches, prepares complete sets of drawings of test equipment to be manufactured. Several cross-sectional and subassembly drawings are required. From information supplied by the design originator and from technical handbooks and manuals, describes dimensions, tolerances, fits, fabrication techniques, and standard parts to use in manufacturing the equipment. To be covered by these definitions, employees must meet all of the following criteria: 1. Provides semiprofessional technical support for engineers working in such areas as research, design, development, testing, or manufacturing process improvement. 2. Work pertains to electrical, electronic, or mechanical components or equipment. 3. Required to have some practical knowledge of science or engineering; some positions may also require a practical knowledge of mathematics or computer science. From electronic schematics, information as to maximum size, and manuals giving dimensions of standard parts, determines the arrangement and prepares drawings of printed circuit boards. Included are workers who prepare design drawings and assist with the design, From precedents, drafting standards, and established practices, prepares final construction drawings for floodgates, navigation locks, dams, bridges, culverts, levees, channel excavations, dikes, and berms; prepares boring profiles, typical cross-sections, and land profiles; and delineates related topographical details as required. a. Production and maintenance workers, including workers engaged in calibrating, repairing, or maintaining electronic equipment (see Maintenance Electronics Technician); b. Model makers and other craft workers; c. Quality control technicians and testers; d. Chemical and other nonengineering laboratory technicians; e. Civil engineering technicians and drafters; f. Positions (below level I) which are limited to simple tasks such as: Measuring items or regular shapes with a caliper and computing cross-sectional areas; identifying, weighing, and marking easy-to identify items; or recording simple Prepares final drawings for street paving and widening or for water and sewer lines having complex trunk lines; reduces field notes and calculates true grades. From engineering designs, lays out plan, profile and detail appurtenances required; notifies supervisor of conflicting details in design. Note: ENGINEERING TECHNICIAN (371: Engineering technologist and technicians) Excludes drafters performing work of similar difficulty to that described at this level but who provide support for a variety of organizations which have widely differing functions or requirements. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis evaluation, and/or modification of machinery and equipment. Excluded are: 154 instrument readings at specified intervals; and g. Engineers required to apply a professional knowledge of engineering theory and principles. Receives initial instruction, equipment requirements, and advice from supervisor or engineer as needed; performs recurring work independently; work is reviewed for technical adequacy or conformity with instructions. Performs at this level one or a combination of such typical duties as: Constructs components, subunits, or simple models and adapts standard equipment. May troubleshoot and correct malfunctions requiring simple solutions. Engineering Technician I Performs simple routine tasks under close supervision or from detailed procedures. Work is checked in progress or on completion. Performs one or a combination of such typical duties as: Follows specific layout and scientific diagrams to construct and package simple devices and subunits of equipment. Assembles or installs equipment or parts requiring simple wiring, soldering, or connecting. Conducts various tests or experiments which may require minor modifications in test setups or procedures as well as subjective judgments in measurement; selects, sets up, and operates standard test equipment and records test data. Performs simple or routine tasks or tests such as tensile or hardness tests; operates and adjusts simple test equipment; records test data. Extracts and compiles a variety of engineering data from field notes, manuals, lab reports, etc.; processes data, identifying errors or inconsistencies; selects methods of data presentation. Gathers and maintains specified records of engineering data such as tests, drawings, etc.; performs computations by substituting numbers in specified formulas; plots data and draws simple curves and graphs. Assists in design modification by compiling data related to designs, specifications, and materials which are pertinent to specific items of equipment or component parts. Develops information concerning previous operational failures and modifications. Uses judgment and initiative to recognize inconsistencies or gaps in data and seek sources to clarify information. < Engineering Technician II Performs standardized or prescribed assignments involving a sequence of related operations. Follows standard work methods on recurring assignments but receives explicit instructions on unfamiliar assignments. May become familiar with the operation and design of equipment and with maintenance procedures and standards. Technical adequacy of routine work is reviewed on completion; nonroutine work may also be reviewed in progress. Performs at this level one or a combination of such typical duties as: Following specific instructions, assembles or constructs simple or standard equipment or parts; may service or repair simple instruments or equipment; Conducts a variety of tests using established methods. Prepares test specimens, adjusts and operates equipment, and records test data, pointing out deviations resulting from equipment malfunction or observational errors. Engineering Technician IV Performs nonroutine assignments of substantial variety and complexity, using operational precedents which are not fully applicable. Such assignments, which are typically parts of broader assignments, are screened to eliminate unusual design problems. May also plan such assignments. Receives technical advice from supervisor or engineer; work is reviewed for technical adequacy (or conformity with instructions). May be assisted by lower level technicians and have frequent contact with professionals and others within the establishment. Performs at this level one or a combination of such typical duties as: Develops or reviews designs by extracting and analyzing a variety of engineering data. Applies conventional engineering practices to develop, prepare, or recommend schematics, designs, specifications, electrical drawings, and parts lists. Examples of designs include: detailed circuit diagrams; hardware fittings or test equipment involving a variety of mechanisms; conventional piping systems; and building site layouts. Extracts engineering data from various prescribed but nonstandardized sources; processes the data following well-defined methods including elementary algebra and geometry; presents the data in prescribed form. Engineering Technician III Performs assignments that are not completely standardized or prescribed. Selects or adapts standard procedures or equipment, using precedents that are not fully applicable. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Conducts tests or experiments requiring selection and adaptation or 155 modification of a wide variety of critical test equipment and test procedures; sets up and operates equipment; records data, measures and records problems of significant complexity that sometimes require resolution at a higher level; and analyzes data and prepares test reports. approaches to accomplish work, resolve design and operational problems, and make decisions in situations where standard engineering methods, procedures, and techniques may not be applicable. Supervisor or professional engineer provides advice on unusual or controversial problems or policy matters; completed work is reviewed for compliance with overall project objectives. May supervise or train and be assisted by lower level technicians. Performs, at this level, one or a combination of such typical duties as: Applies methods outlined by others to limited segments of research and development projects; constructs experimental or prototype models to meet engineering requirements; conducts tests or experiments and redesigns as necessary; and records and evaluates data and reports findings. Prepares designs and specifications for various complex equipment or systems (e.g., a heating system in an office building, or new electronic components such as solid state devices for instrumentation equipment). Plans approach to solve design problems; conceives and recommends new design techniques; resolves design problems with contract personnel, and assures compatibility of design with other parts of the system. Engineering Technician V Performs nonroutine and complex assignments involving responsibility for planning and conducting a complete project of relatively limited scope or a portion of a larger and more diverse project. Selects and adapts plans, techniques, designs, or layouts. Contacts personnel in related activities to resolve problems and coordinate the work; reviews, analyzes, and integrates the technical work of others. Supervisor or professional engineer outlines objectives, requirements, and design approaches; completed work is reviewed for technical adequacy and satisfaction of requirements. May train and be assisted by lower level technicians. Performs at this level one or a combination of such typical duties as: Designs and coordinates test set ups and experiments to prove or disprove the feasibility of preliminary design; uses untried and untested measurement techniques; and improves the performance of the equipment. May advise equipment users on redesign to solve unique operational deficiencies. Plans approach and conducts various experiments to develop equipment or systems characterized by (a) difficult performance requirements because of conflicting attributes such as versatility, size, and ease of operation; or (b) unusual combination of techniques or components. Arranges for fabrication of pilot models and determines test procedures and design of special test equipment. Designs, develops, and constructs major units, devices, or equipment; conducts tests or experiments; analyzes results and redesigns or modifies equipment to improve performance; and reports results. From general guidelines and specifications (e.g., size or weight requirements), develops designs for equipment without critical performance requirements which are difficult to satisfy such as engine parts, research instruments, or special purpose circuitry. Analyzes technical data to determine applicability to design problems; selects from several possible design layouts; calculates design data; and prepares layouts, detailed specifications, parts lists, estimates, procedures, etc. May check and analyze drawings or equipment to determine adequacy of drawings and design. Plans or assists in planning tests to evaluate equipment performance. Determines test requirements, equipment modification, and test procedures; conducts tests using all types of instruments, analyzes and evaluates test results, and prepares reports on findings and recommendations. ENGINEERING TECHNICIAN, CIVIL OR SURVEY TECHNICIAN/CONSTRUCTION INSPECTOR (1472: Construction inspector) (3733: Surveying technician) Provides semiprofessional support to engineers or related professionals engaged in the planning, design, management, or supervision of the construction (or alteration) of such structures as buildings, streets and highways, airports, sanitary systems, or flood control systems. Applies knowledge of the methods, equipment, and techniques of several of the following support functions: Data compilation and analysis!design and specification - gathering, tabulating and/or analyzing hydrologic and meteorologic information, quantities of materials required, traffic patterns, or other engineering data; preparing detailed site layouts and specifications; and reviewing and analyzing design drawings for feasibility, performance, safety, durability, and design content. Engineering Technician VI Independently plans and accomplishes complete projects or studies of broad scope and complexity. Or serves as an expert in a narrow aspect of a particular field of engineering, e.g., environmental factors affecting electronic engineering. Complexity of assignments typically requires considerable creativity and judgment to devise https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Testing - measuring the physical characteristics of soil, rock, concrete or other construction materials to determine methods and quantities required or to 156 Engineering Technician, Civil or Survey Technician/Construction Inspector II comply with safety and quality standards; Surveying - measuring or determining distances, elevations, areas, angles, land boundaries or other features of the earth's surface; or Performs standard or prescribed assignments involving a sequence of related operations. Follows standard work methods and receives detailed instructions on unfamiliar assignments. Technical adequacy of routine work is assessed upon completion; nonroutine work is reviewed in progress. Performs a variety of such typical duties as: Construction inspection and monitoring - performing on-site inspection of construction projects to determine conformance with contract specifications and building codes. Levels V and VI include positions responsible for monitoring and controlling construction projects. Data compilation and analysis - compiles and examines a variety of data required by engineers for project planning (e.g., hydrologic and sedimentation data; earthwork quantities), applying simple algebraic or geometric formulas. Excluded are building, electrical, and mechanical inspectors; construction, maintenance, and craft workers; chemical or other physical science technicians; engineers required to apply professional rather than technical knowledge of engineering to their work; and technicians not primarily concerned with civil or construction engineering. Testing - conducts a variety of standard tests on soils, concrete and aggregates, e.g., determines the liquid and plastic limits of soils or the flexural and compressive strength, air content and elasticity of concrete. Examines test results and explains unusual findings. Also excluded are technicians below level I whose work is limited to very simple and routine tasks, such as identifying, weighing and marking easy-to-identify items or recording simple instrument readings at specified intervals. Surveying - applies specialized knowledge, skills or judgment to a varied and complex sequence of standard operations, e.g., surveys small land areas using rod, tape and hand level to estimate volume to be excavated; or records data requiring numerous calculations. Positions are classified into levels on the basis of the following definitions. Engineering Technician, Civil or Survey Technician/Construction Inspector I Construction inspection - Applies a variety of techniques in inspecting less complex projects, e.g., the quality, quantity, and placement of gravel for road construction; excavations; and concrete footings for structures. Determines compliance with plans and specifications. May assist in inspecting more complex projects. Performs simple, routine tasks under close supervision or from detailed procedures. Work is checked in progress and on completion. Performs a variety of such typical duties as: Data compilation - compiles engineering data from tests, drawings, specifications or field notes; performs arithmetic computations by substituting values in specified formulas; plots data and draws simple curves and graphs. Testing - conducts simple or repetitive tests on soils, concrete and aggregates; e.g. sieve analysis, slump tests and moisture content determination. Surveying - performs routine and established functions such as holding range poles or rods where special procedures are required or directing the placement of surveyor's chain or tape and selecting measurement points. Engineering Technician, Civil or Survey Technician/Construction Inspector ill Performs assignments which include nonstandard applications, analyses or tests; or the use of complex instruments. Selects or adapts standard procedures using fully applicable precedents. Receives initial instructions, requirements and advice as needed; performs recurring work independently. Work is reviewed for technical adequacy and conformance with instructions. Performs a variety of such typical duties as: Data compilation and analysis - applies knowledge and judgment in selecting sources, evaluating data and adapting methods, e.g., computes, from file notes, quantities of materials required for roads which include retaining walls and culverts; plots profiles, cross sections and drainage areas for a small earthwork dam. Construction inspection - makes simple measurements and observations; may make preliminary recommendations concerning the acceptance of materials or workmanship in clear-cut situations. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 157 Design and specification - assists in preparing plans and layouts for modifying specific structures, systems, or components by compiling pertinent design, specifications, and survey data. From detailed notes and instructions, prepares simple sketches or drawings for excavation, embankment, or structures to assist survey team in staking out work and in computing quantities. Construction inspection - performs inspections for a variety of complete projects of limited size and complexity or a phase of a larger project, e.g., conventional one or two story concrete and steel buildings; park and forest road construction limited to clearing, grading and drainage. Interprets plans and specifications, resolves differences between plans and specifications, and approves minor deviations in methods which conform to established precedents. Testing - conducts tests for which established procedures and equipment require either adaptation or the construction of auxiliary devices. Uses judgment to interpret precise test results. Surveying - uses a variety of complex instruments to measure angles and elevations, applying judgment and skill in selecting and describing field information. Assignments include: recording complete and detailed descriptive data and providing sketches of relief, drainage and culture; or running short traverse lines from specified points along unobstructed routes. Construction inspection - independently inspects standard procedures, items or operations of limited difficulty, e.g., slope, embankment, grading, moisture content, earthwork compaction, concrete forms, reinforcing rods or simple batching and placement of concrete on road construction. Engineering Technician, Civil or Survey Technician/Construction Inspector V Performs nonroutine and complex assignments involving responsibility for planning and conducting a complete project of limited scope or a portion of a larger, more complex project. Selects and adapts techniques, designs, or layouts. Reviews, analyzes and interprets the technical work of others. Completed work is reviewed for technical adequacy. Recommendations for major changes or costly alterations to basic designs are approved by supervisor. Performs a variety of such typical duties as: Design and specification - prepares plans and specifications for major projects such as roads and airport runways, bridge spans, highway structures, or electrical distribution systems. Applies established engineering practice; calculates dimensions, elevations, and quantities; and selects and adapts precedents to meet specific requirements. Applies applicable standards and guidelines in resolving design problems; refers difficult or novel requirements to supervisor. Engineering Technician, Civil or Survey Technician/Construction Inspector IV Plans and performs nonroutine assignments of substantial variety and complexity. Selects appropriate guidelines to resolve problems which are not fully covered by precedents. Performs recurring work independently, receiving technical advice as needed. Performs a variety of such typical duties as: Construction inspection - Inspects projects of unusual difficulty and complexity, e.g., large multi-story hospitals or laboratories which include sophisticated electrical and mechanical equipment; airport runways for jet aircraft with exacting requirements. Independently interprets plans and specifications to resolve complex construction problems. Design and specification - prepares site layouts for projects from such information as design criteria, soil conditions, existing buildings, topography and survey data; sketches plans for grading sites; and makes preliminary cost estimates from established unit prices. OR Reviews and develops plans, specifications, and cost estimates for standard modifications to the interior system (e.g. electrical) of a small, conventional building. Construction monitoring - Monitors progress of specialized phases of construction projects. For example, develops or revises specifications for clearing land for excavation; and building access roads, utilities, construction offices, testing facilities, and maintenance and storage facilities. OR Investigates prospective contractor's capabilities, operating methods, and equipment; or reviews contractor’s cost estimates and operating reports for use in computing periodic payments. Testing - conducts tests which require the selection and substantial modification of equipment and procedures. Recognizes and interprets subtle, i.e., fluctuating, test reactions. Surveying - makes exacting measurements under difficult conditions e.g., leads detached observing unit on surveys involving unusually heavy urban, rail or highway traffic; serves as party chief on conventional construction, property, topographical, hydrographic or geodetic surveys. Excluded are party chiefs responsible for unusually difficult or complex surveys. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Engineering Technician, Civil or Survey Technician/Construction Inspector VI Independently plans and accomplishes complete conventional projects or serves as an expert in a narrow aspect of a civil engineering field. Applies creativity and judgment to plan projects, resolve design problems, and adapt equipment, procedures, or 158 prevents fires and performs rescue operations in structural and airfield environments. Performs maintenance on own equipment and quarters. Wears protective clothing and breathing devices; drives fire and crash equipment; and operates a variety of firefighting equipment such as hoses, extinguishers, ladders and axes. May hold national certification as an Emergency Medical Technician. techniques. Recommendations, plans, designs, and reports are reviewed for general adequacy and soundness of engineering judgment. Supervisor provides advice on unusual or controversial problems or policy matters. May direct or train lower level technicians. Design and specification - Develops cost estimates for competitive bidding for a variety of multiple-use construction projects. Determines the construction processes involved, along with coordination and scheduling requirements. Compares types and capacities of construction equipment and calculates detailed cost estimates. OR Prepares designs and specifications for various utility systems of complex facilities; resolves design problems by adapting precedents or developing new design features. Excluded are: Construction inspection and monitoring - Inspects and monitors progress of multi-use construction projects typically requiring more than a year for completion. Uses a knowledge of construction systems, practices, and processes to determine if projects are progressing according to contract requirements and organizational policies. Protective Service CORRECTIONS OFFICER a. Fire academy cadets; b. Positions receiving additional compensation for driving and operating structural pumpers and crash vehicles; and c. Work leaders and supervisors. POLICE OFFICER, UNIFORMED (5132: Police and detective, public service) Enforces laws established for the protection of persons and property, by detaining, arresting, interrogating, and incarcerating suspected violators, and appearing as a witness at trials. Work is performed in uniform or civilian clothes and officers are typically armed. (5133: Correctional institution officer) Excluded are: Maintains order among inmates in a State prison or local jail. Performs routine duties in accordance with established policies, regulations, and procedures to guard and supervise inmates in cells, at meals, during recreation, and on work assignments. May, if necessary, employ weapons or force to maintain discipline and order. Typical duties include: Taking periodic inmate counts; searching inmates and cells for contraband articles; inspecting locks, window bars, grills, doors, and grates for tampering; aiding in prevention of escapes and taking part in searches for escaped inmates; and escorting inmates to and from different areas for questioning, medical treatment, work, and meals. May act as outside or wall guard, usually on rotation. Excluded are: a. Workers receiving on-the-job training in basic correctional officer activities; and b. Positions responsible for providing counselling or rehabilitation services to inmates. ' a. Supervisory positions; b. Criminal investigators; c. Police detectives and specialists performing duties above those described for Police Officer II; d. Positions requiring the operation of an aircraft: and e. Police academy cadets and positions receiving on-the-job training and experience in basic police activities. Police Officer, Uniformed I FIREFIGHTER (5123: Firefighting occupation) As a full-time paid member of the fire department, combats, extinguishes, and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Carries out general and specific assignments from superior officers in accordance with established rules and procedures. Maintains order, enforces laws and ordinances, and protects life and property in an assigned patrol district or beat by performing a combination of such duties as: patrolling a specific area on foot or in a vehicle; directing traffic; issuing traffic summonses; investigating accidents; apprehending and arresting suspects; processing prisoners; and protecting scenes of major crimes. May 159 participate with detectives or investigators in conducting surveillance operations. exceed obligations in specified accounts; totaling, balancing, and reconciling collection vouchers; posting data to transaction sheets where employee identifies proper accounts and items to be posted; and coding documents in accordance with a chart (listing) of accounts. Employee follows specific and detailed accounting procedures. Completed work is reviewed for accuracy and compliance with procedures. Police Officer, Uniformed ii In addition to the basic police duties described at level I, receives additional compensation to specialize in one or more activities, such as: canine patrol; special reaction teams (e.g., special weapons assault team, special operations reaction team); juvenile cases; hostage negotiations; and participating in investigations (e.g., stakeout, surveillance) or other enforcement activities requiring specialized training and skills. Clerk, Accounting III Uses a knowledge of double entry bookkeeping in performing one or more of the following: posts actions to journals, identifying subsidiary accounts affected and debit and credit entries to be made and assigning proper codes; reviews computer printouts against manually maintained journals, detecting and correcting erroneous postings, and preparing documents to adjust accounting classifications and other data; or reviews lists of transactions rejected by an automated system, determining reasons for rejections, and preparing necessary correcting material. On routine assignments, employee selects and applies established procedures and techniques. Detailed instructions are provided for difficult or unusual assignments. Completed work and methods used are reviewed for technical accuracy. Clerical CLERK, ACCOUNTING (4712: Bookkeeper and accounting and auditing clerk) Performs one or more accounting tasks, such as posting to registers and ledgers; balancing and reconciling accounts; verifying the internal consistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying the clerical accuracy of various types of reports, lists, calculations, postings, etc.; preparing journal vouchers; or making entries or adjustments to accounts. Levels I and II require a basic knowledge of routine clerical methods and office practices and procedures as they relate to the clerical processing and recording of transactions and accounting information. Levels III and IV require a knowledge and understanding of the established and standardized bookkeeping and accounting procedures and techniques used in an accounting system, or a segment of an accounting system, where there are few variations in the types of transactions handled. In addition, some jobs at each level may require a basic knowledge and understanding of the terminology, codes, and processes used in an automated accounting system. Clerk, Accounting I Performs very simple and routine accounting clerical operations, for example, recognizing and comparing easily identified numbers and codes on similar and repetitive accounting documents, verifying mathematical accuracy, and identifying discrepancies and bringing them to the supervisor's attention. Supervisor gives clear and detailed instructions for specific assignments. Employee refers to supervisor all matters not covered by instructions. Work is closely controlled and reviewed in detail for accuracy, adequacy, and adherence to instructions. Clerk, Accounting II Performs one or more routine accounting clerical operations, such as: examining, verifying, and correcting accounting transactions to ensure completeness and accuracy of data and proper identification of accounts, and checking that expenditures will not https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Clerk, Accounting IV Maintains journals or subsidiary ledgers of an accounting system and balances and reconciles accounts. Typical duties include one or both of the following: reviews invoices and statements (verifying information, ensuring sufficient funds have been obligated, and if questionable, resolving with the submitting unit, determining accounts involved, coding transactions, and processing material through data processing for application in the accounting system); and/or analyzes and reconciles computer printouts with operating unit reports (contacting units and researching causes of discrepancies, and taking action to ensure that accounts balance). Employee resolves problems in recurring assignments in accordance with previous training and experience. Supervisor provides suggestions for handling unusual or nonrecurring transactions. Conformance with requirements and technical soundness of completed work are reviewed by the supervisor or are controlled by mechanisms built into the accounting system. Note: Excluded from level IV are positions responsible for maintaining either a general ledger or a general ledger in combination with subsidiary accounts. CLERK, GENERAL (463: General office occupation) Performs a combination of clerical tasks to support office, business, or administrative operations, such as: maintaining records; receiving, preparing, or verifying documents; searching for and compiling information and data; responding to routine requests with standard answers (by phone, in person, or by correspondence). The work requires a basic knowledge of proper office procedures. Workers at levels I, II, and HI follow 160 prescribed procedures or steps to process paperwork; they may perform other routine office support work, (e.g., typing, filing, or operating a keyboard controlled data entry device to transcribe data into a form suitable for data processing). Workers at level IV are also required to make decisions about the adequacy and content of transactions handled in addition to following proper procedures. records, taking inventory of equipment and supplies, answering questions on departmental services and functions, operating a variety of office machines, posting to various books, balancing a restricted group of accounts to controlling accounts, and assisting in preparation of budgetary requests. May oversee work of lower level clerks. Clerk, General IV Clerical work is controlled (e.g., through spot checks, complete review, or subsequent processing) for both quantity and quality. Supervisors (or other employees) are available to assist and advise clerks on difficult problems and to approve their suggestions for significant deviations from existing instructions. Uses some subject-matter knowledge and judgment to complete assignments consisting of numerous steps that vary in nature and sequence. Selects from alternative methods and refers problems not'solvable by adapting or interpreting substantive guides, manuals, or procedures. Excluded from this definition are; workers whose pay is primarily based on the performance of a single clerical duty such as typing, stenography, office machine operation, or filing; and other workers, such as secretaries, messengers, receptionists or public information specialists who perform general clerical tasks incidental to their primary duties. Typical duties include: assisting in a variety of administrative matters; maintaining a wide variety of financial or other records; verifying statistical reports for accuracy and completeness; and handling and adjusting complaints. May also direct lower level clerks. Clerk, General I Positions above level IV are excluded. Such positions (which may include supervisory responsibility over lower level clerks) require workers to use a thorough knowledge of an office's work and routine to: 1) choose among widely varying methods and procedures to process complex transactions; and 2) select or devise steps necessary to complete assignments. Typical jobs covered by this exclusion include administrative assistants, clerical supervisors, and office managers. Follows a few clearly detailed procedures in performing simple repetitive tasks in the same sequence, such as filing precoded documents in a chronological file or operating office equipment, e.g., mimeograph, photocopy, addressograph or mailing machine. Clerk, General II CLERK, ORDER Follows a number of specific procedures in completing several repetitive clerical steps performed in a prescribed or slightly varied sequence, such as coding and filing documents in an extensive alphabetical file, simple posting to individual accounts, opening mail, running mail through metering machines, and calculating and posting charges to departmental accounts. Little or no subject-matter knowledge is required, but the clerk needs to choose the proper procedure for each task. Clerk, General III Work requires a familiarity with the terminology of the office unit. Selects appropriate methods from a wide variety of procedures or makes simple adaptations and interpretations of a limited number of substantive guides and manuals. The clerical steps often vary in type or sequence, depending on the task. Recognized problems are referred to others. Typical duties include a combination of the following: maintaining time and material https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis (4664: Order clerk) Receives written or verbal customers' purchase orders for material or merchandise from customers or sales people. Work typically involves some combination of the following duties: quoting prices; determining availability of ordered items and suggesting substitutes when necessary; advising expected delivery date and method of delivery; recording order and customer information on order sheets; checking order sheets for accuracy and adequacy of information recorded; ascertaining credit rating of customer; furnishing customer with acknowledgment of receipt of order; following up to see that order is delivered by the specified date or to let customer know of a delay in delivery; maintaining order file; checking shipping invoice against original order. Exclude workers paid on a commission basis or whose duties include any of the following: receiving orders for services rather than for material or merchandise; providing customers with consultative advice using knowledge gained from engineering or extensive technical training; emphasizing selling skills; handling material or merchandise as an integral part of the job. 161 Positions are classified into levels according to the following definitions: PERSONNEL ASSISTANT (Employment) (4692: Personnel clerk, except payroll and timekeeper) Clerk, Order I Handles orders involving items which have readily identified uses and applications. May refer to a catalog, manufacturer's manual, or similar document to insure that proper item is supplied or to verify price of ordered item. Clerk, Order II Handles orders that involve making judgments such as choosing which specific product or material from the establishment's product lines will satisfy the customer's needs, or determining the price to be quoted when pricing involves more than merely referring to a price list or making some simple mathematical calculations. KEY ENTRY OPERATOR (4793: Data entry keyer) Operates keyboard-controlled data entry device such as keypunch machine or keyoperated magnetic tape or disc encoder to transcribe data into a form suitable for computer processing. Work requires skill in operating an alphanumeric keyboard and an understanding of transcribing procedures and relevant data entry equipment. Personnel assistants (employment) provide clerical and technical support to personnel professionals or managers in internal matters relating to recruiting, hiring, transfer, change in pay status, and termination of employees. At the lower levels, assistants primarily provide basic information to current and prospective employees, maintain personnel records and information listings, and prepare and process papers on personnel actions (hires, transfers, changes in pay, etc.). At the higher levels, assistants may perform limited aspects of a personnel professional's work, e.g., interviewing candidates, recommending placements, and preparing personnel reports. Final decisions on personnel actions are made by personnel professionals or managers. Some assistants may perform a limited amount of work in other specialties, such as benefits, compensation, or employee relations. Typing may be required at any level. Excluded are: a. Workers who primarily compute and process payrolls or compute and/or respond to questions on benefits or retirement claims; b. Workers who receive additional pay primarily for maintaining and safeguarding personnel record files; c. Workers whose duties do not require a knowledge of personnel rules and procedures, such as receptionists, messengers, typists, or stenographers; Key Entry Operator I d. Workers in positions requiring a bachelor's degree; Work is routine and repetitive. Under close supervision or following specific procedures or detailed instructions, works from various standardized source documents which have been coded and require little or no selecting, coding, or interpreting of data to be entered. Refers to supervisor problems arising from erroneous items, codes, or missing information. e. Workers who are primarily compensated for duties outside the employment specialty, such as benefits, compensation, or employee relations; and f. Positions above level IV. Workers in these excluded positions perform duties which are similar to level IV, but which are more complicated because they include limited aspects of professional personnel work for a variety of conventional and stable occupations. Positions are classified into levels on the basis of the following definitions: Key Entry Operator II Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be entered from a variety of source documents. On occasion may also perform routine work as described for level I. Note: Excluded are operators above level II using the key entry controls to access, read, and evaluate the substance of specific records to take substantive actions, or to make entries requiring a similar level of knowledge. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Positions are classified into levels on the basis of the following definitions. The work described is essentially at a responsible clerical level at the low levels and progresses to a staff assistant or technician level. At level HI, which is transitional, both types of work are described. Jobs which match either type of work described at level HI, or which are combinations of the two, can be matched. Personnel Assistant (Employment) I Performs routine tasks which require a knowledge of personnel procedures and rules, such as: providing simple employment information and appropriate lists and forms to 162 applicants or employees on types of jobs being filled, procedures to follow, and where to obtain additional information; ensuring that the proper forms are completed for name changes, locator information, applications, etc. and reviewing completed forms for signatures and proper entries; or maintaining personnel records, contacting appropriate sources to secure any missing items, and posting items such as dates of promotions, transfer, and hire, or rates of pay or personal data. (If this information is computerized, skill in coding or entering information may be needed as a minor duty.) May answer outside inquiries for simple factual information, such as verification of dates of employment in response to telephone credit checks on employees. Some receptionist or other clerical duties may be performed. May be assigned work to provide training for a higher level position. computer listings or other sources of employee information. Locates lost documents or reconstructs information using a number of sources. May check references of applicants when information in addition to dates and places of past work is needed, and judgment is required to ask appropriate routine follow-up questions. May provide guidance to lower level clerks. Supervisory review is similar to level II. AND/OR Type B Performs routine personnel assignments beyond the clerical level, such as; orienting new employees to programs, facilities, rules on time and attendance, and leave policies; computing basic statistical information for reports on manpower profiles, EEO progress and accomplishments, hiring activities, attendance and leave profiles, turnover, etc.; and screening applicants for well-defined positions, rejecting those who do not qualify for available openings for clear cut reasons, referring others to appropriate employment interviewer. Guidance is provided on possible sources of information, methods of work, and types of reports needed. Completed written work receives close technical review from higher level personnel office employees; other work may be checked occasionally. Detailed rules and procedures are available for all assignments. Guidance and assistance on unusual questions are available at all times. Work is spot checked, often on a daily basis. Personnel Assistant (Employment) II Examines and/or processes personnel action documents using experience in applying personnel procedures and policies. Ensures that information is complete and consistent and determines whether further discussion with applicants or employees is needed or whether personnel information must be checked against additional files or listings. Selects appropriate precedents, rules, or procedures from a number of alternatives. Responds to varied questions from applicants, employees, or managers for readily available information which can be obtained from file material or manuals; responses require skill to secure cooperation in correcting improperly completed personnel documents or to explain regulations and procedures. May provide information to managers on availability of applicants and status of hiring actions; may verify employment dates and places supplied on job applications; may maintain personnel records; and may administer typing and stenography tests. Completes routine assignments independently. Detailed guidance is available for situations which deviate from established precedents. Clerks/assistants are relied upon to alert higher level clerks/assistants or supervisor to such situations. Work may be spot checked periodically. Personnel Assistant (Employment) III Type A Serves as a clerical expert in independently processing the most complicated types of personnel actions, e.g„ temporary employment, rehires, and dismissals and in providing information when it is necessary to consolidate data from a number of sources, often with short deadlines. Screens applications for obvious rejections. Resolves conflicts in https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Personnel Assistant (Employment) IV Performs work in support of personnel professionals which requires a good working knowledge of personnel procedures, guides, and precedents. In representative assignments: interviews applicants, obtains references, and recommends placement of applicants in a few well-defined occupations (trades or clerical) within a stable organization or unit; conducts post-placement or exit interviews to identify job adjustment problems or reasons for leaving the organization; performs routine statistical analyses related to manpower, EEO, hiring, or other employment concerns, e.g., compares one set of data to another set as instructed; and requisitions applicants through employment agencies for clerical or blue-collar jobs. At this level, assistants typically have a range of personal contacts within and outside the organization and with applicants, and must be tactful and articulate. May perform some clerical work in addition to the above duties. Supervisor reviews completed work against stated objectives. SECRETARY (4622: Secretary) Provides principal secretarial support in an office, usually to one individual, and, in some cases, also to the subordinate staff of that individual. Maintains a close and highly responsive relationship to the day-to-day activities of the supervisor and staff. Works fairly independently receiving a minimum of detailed supervision and guidance. 163 Performs varied clerical and secretarial duties requiring a knowledge of office routine and an understanding of the organization, programs, and procedures related to the work of the office. LS-1 Organizational structure is not complex and internal procedures and administrative controls are simple and informal; supervisor directs staff through face-to-face meetings. Exclusions. Not all positions titled "secretary" possess the above characteristics. Examples of positions which are excluded from the definition are as follows: LS-2 Organizational structure is complex and is divided into subordinate groups that usually differ from each other as to subject-matter, function, etc:, supervisor usually directs staff through intermediate supervisors; and internal procedures and administrative controls are formal. An entire organization (e.g., division, subsidiary, or parent organization) may contain a variety of subordinate groups which meet the LS-2 definition. Therefore, it is not unusual for one LS-2 supervisor to report to another LS-2 supervisor. a. Clerks or secretaries working under the direction of secretaries or administrative assistants as described in e; b. Stenographers not fully performing secretarial duties; c. Stenographers or secretaries assigned to two or more professional, technical, or managerial persons of equivalent rank; d. Assistants or secretaries performing any kind of technical work, e.g., personnel, accounting, or legal work; e. Administrative assistants or supervisors performing duties which are more difficult or more responsible than the secretarial work described in LR-1 through LR-4; f. Secretaries receiving additional pay primarily for maintaining confidentiality of payroll records or other sensitive information; g. Secretaries performing routine receptionist, typing, and filing duties following detailed instructions and guidelines; these duties are less responsible than those described in LR-1 below; and h. Trainees. The presence of subordinate supervisors does not by itself mean LS-2 applies, e.g., a clerical processing organization divided into several units, each performing very similar work is placed in LS-1. In smaller organizations or industries such as retail trade, with relatively few organizational levels, the supervisor may have an impact on the policies and major programs of the entire organization, and may deal with important outside contacts, as described in LS-3. LS-3 Classification by level Secretary jobs which meet the required characteristics are matched at one of five levels according to two factors: (a) level of the secretary's supervisor within the overall organizational structure, and (b) level of the secretary's responsibility. The table following the explanations of these factors indicates the level of the secretary for each combination of factors. Level of secretary's supervisor (LS) Secretaries should be matched at one of the three LS levels below best describing the organization of the secretary's supervisor. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Organizational structure is divided into two or more subordinate supervisory levels (of which at least one is a managerial level) with several subdivisions at each level. Executive's program(s) are usually inter-locked on a direct and continuing basis with other major organizational segments, requiring constant attention to extensive formal coordination, clearances, and procedural controls. Executive typically has: financial decision making authority for assigned program(s); considerable impact on the entire organization's financial position or public image; and responsibility for, or has staff specialists in, such areas as personnel and administration for assigned organization. Executive plays an important role in determining the policies and major programs of the entire organization, and spends considerable time dealing with outside parties actively interested in assigned program(s) and current or controversial issues. Level of secretary's responsibility (LR) This factor evaluates the nature of the work relationship between the secretary and the supervisor or staff, and the extent to which the secretary is expected to exercise initiative and judgment Secretaries should be matched at the level best describing their level of responsibility. When the position's duties span more than one LR level, the introductory paragraph at the beginning of each LR level should be used to determine 164 which of the levels best matches the position. (Typically, secretaries performing at the higher levels of responsibility also perform duties described at the lower levels.) LR-1 Carries out recurring office procedures independently. Selects the guideline or reference which fits the specific case. Supervisor provides specific instructions on new assignments and checks completed work for accuracy. Performs varied duties including or comparable to the following: a. Responds to routine telephone requests which have standard answers; refers calls and visitors to appropriate staff. Controls mail and assures timely staff response; may send form letters. b. As instructed, maintains supervisor’s calendar, makes appointments, and arranges for meeting rooms. c. Reviews materials prepared for supervisor's approval for typographical accuracy and proper format. d. Maintains recurring internal reports, such as: time and leave records, office equipment listings, correspondence controls, training plans, etc. e. Requisitions supplies, printing, maintenance, or other services. Types, takes and transcribes dictation, and establishes and maintains office files. LR-2 Handles differing situations, problems, and deviations in the work of the office according to the supervisor's general instructions, priorities, duties, policies, and program goals. Supervisor may assist secretary with special assignments. Duties include or are comparable to the following: a. Screens telephone calls, visitors, and incoming correspondence; personally responds to requests for information concerning office procedures; determines which requests should be handled by the supervisor, appropriate staff member, or other offices. May prepare and sign routine, non-technical correspondence in own or supervisor's name. b. Schedules tentative appointments without prior clearance. Makes arrangements for conferences and meetings and assembles established background materials, as directed. May attend meetings and record and report on the proceedings. c. Reviews outgoing materials and correspondence for internal consistency and conformance with supervisor’s procedures; assures that proper clearances have been obtained, when needed. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis d. Collects information from the files or staff for routine inquires on office program(s) or periodic reports. Refers nonroutine requests to supervisor or staff. e. Explains to subordinate staff supervisor's requirements concerning office procedures. Coordinates personnel and administrative forms for the office and forwards for processing. Uses greater judgment and initiative to determine the approach or action to take in nonroutine situations. Interprets and adapts guidelines, including unwritten policies, precedents, and practices, which are not always completely applicable to changing situations. Duties include or are comparable to the following: a. Based on a knowledge of the supervisor’s views, composes correspondence on own initiative about administrative matters and general office policies for supervisor's approval. b. Anticipates and prepares materials needed by the supervisor for conferences, correspondence, appointments, meetings, telephone calls, etc., and informs supervisor on matters to be considered. c. Reads publications, regulations, and directives and takes action or refers those that are important to the supervisor and staff. d. Prepares special or one-time reports, summaries, or replies to inquires, selecting relevant information from a variety of sources such as reports, documents, correspondence, other offices, etc., under general direction. e. Advises secretaries in subordinate offices on new procedures; requests information needed from the subordinate office(s) for periodic or special conferences, reports, inquires, etc. Shifts clerical staff to accommodate work load needs. Handles a wide variety of situations and conflicts involving the clerical or administrative functions of the office which often cannot be brought to the attention of the executive. The executive sets the overall objectives of the work. Secretary may participate in developing the work deadlines. Duties include or are comparable to the following: a. Composes correspondence requiring some understanding of technical matters; may sign for executive when technical or policy content has been authorized. b. Notes commitments made by executive during meetings and arranges for staff implementation. On own initiative, arranges for staff member to represent organization at conferences and meetings, establishes appointment priorities, or reschedules or refuses appointments or invitations. Criteria for matching secretaries by level Level of secretary's supervisor c. Reads outgoing correspondence for executive's approval and alerts writers to any conflict with the file or departure from policies or executive's viewpoints; gives advice to resolve the problems. d. Summarizes the content of incoming materials, specially gathered information, or meetings to assist executive; coordinates the new information with background office sources; draws attention to important parts or conflicts. e. In the executive's absence, ensures that requests for action or information are relayed to the appropriate staff member; as needed, interprets request and helps implement action; makes sure that information is furnished in timely manner; decides whether executive should be notified of important or emergency matters. Exclude secretaries performing any of the following duties: a. Acts as office manager for the executive's organization, e.g., determines when new procedures are needed for changing situations and devises and implements alternatives; revises or clarifies procedures to eliminate conflict or duplication; identifies and resolves various problems that affect the orderly flow of work in transactions with parties outside the organization. b. Prepares agenda for conferences; explains discussion topics to participants; drafts introductions and develops background information and prepares outlines for executive or staff member(s) to use in writing speeches. c. Advises individuals outside the organization on the executive's views on major policies or current issues facing the organization; contacts or responds to contacts from high-ranking outside officials (e.g., city or State officials, Member of Congress, presidents of national unions or large national or international firms, etc.) in unique situations. These officials may be relatively inaccessible, and each contact typically must be handled differently, using judgment and discretion. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis LS-l LS-2 LS-3 Level of secretary’s responsibility LR-1 LR-2 LR-3 LRA I* I* I* II HI IV HI IV V IV V V ♦Regardless of LS level. ^ SWITCHBOARD OPERATOR-RECEPTIONIST (4645: Receptionist) Operates a single-position telephone switchboard or console, used with a private branch exchange (PBX) system to relay incoming, outgoing, and intrasystem calls and acts as a receptionist greeting visitors, determining nature of visits and directing visitors to appropriate persons. Work may also involve other duties such as recording and transmitting messages; keeping records of calls placed; providing information to callers and visitors; making appointments; keeping a log of visitors; and issuing visitor passes. May also type and perform other routine clerical work, usually while at the switchboard or console, which may occupy the major portion of the worker's time. WORD PROCESSOR (4624: Typist) Uses automated systems, such as word processing equipment, or personal computers or work stations linked to a larger computer or local area network, to produce a variety of documents, such as correspondence, memos, publications, forms, reports, tables and graphs. Uses one or more word processing software packages. May also perform routine clerical tasks, such as operating copiers, filing, answering telephones, and sorting and distributing mail. Excluded are: a. 166 Typists using automatic or manual typewriters with limited or no text-editing capabilities; workers in these positions are not typically required to use word processing software packages; b. Maintenance and Toolroom Key entry operators, accounting clerks, inventory control clerks, sales clerks, supply clerks, and other clerks who may use automated word processing equipment for purposes other than typing composition; and GENERAL MAINTENANCE WORKER (6179: Mechanic and repairer, not elsewhere classified) c. Positions requiring subject-matter knowledge to prepare and edit text using automated word processing equipment. Produces a variety of standard documents, such as correspondence, form letters, reports, tables and other printed materials. Work requires skill in typing; a knowledge of grammar, punctuation, and spelling; and ability to use reference guides and equipment manuals. Performs familiar, routine assignments following standard procedures. Seeks further instructions for assignments requiring deviations from established procedures. Performs general maintenance and repair of equipment and buildings requiring practical skill and knowledge (but not proficiency) in such trades as painting, carpentry, plumbing, masonry, and electrical work. Work involves a variety of the following duties: Replacing electrical receptacles, switches, fixtures, wires, and motors; using plaster or compound to patch minor holes and cracks in walls and ceilings; repairing or replacing sinks, water coolers, and toilets; painting structures and equipment; repairing or replacing concrete floors, steps, and sidewalks; replacing damaged panelling and floor tiles; hanging doors and installing door locks; replacing broken window panes; and performing general maintenance on equipment and machinery. Excluded are: Word Processor II a. Craft workers included in a formal apprenticeship or progression program based on training and experience; Uses a knowledge of varied and advanced functions of one software type, a knowledge of varied functions of different types of software, or a knowledge of specialized or technical terminology to perform such typical duties as: b. Skilled craft workers required to demonstrate proficiency in one or more trades; and c. Workers performing simple maintenance duties not requiring practical skill and knowledge of a trade (e.g., changing light bulbs and replacing faucet washers). Word Processor I - - Editing and reformatting written or electronic drafts. Examples include: Correcting function codes; adjusting spacing and formatting; and standardizing headings, margins, and indentations. Transcribing scientific reports, lab analyses, legal proceedings, or similar material from voice tapes or handwritten drafts. Work requires knowledge of specialized, technical, or scientific terminology. Work requires familiarity with office terminology and practices; incumbent corrects copy and questions originator of document concerning missing information, improper formatting, or discrepancies in instructions. Supervisor sets priorities and deadlines on continuing assignments, furnishes general instructions for recurring work, and provides specific instructions for new or unique projects. May lead lower level word processors. Word Processor III Requires both a comprehensive knowledge of word processing software applications and office practices and a high degree of skill in applying software functions to prepare complex and detailed documents. For example, processes complex and lengthy technical reports which include tables, graphs, charts, or multiple columns. Uses either different word processing packages or many different style macros or special command functions. Independently completes assignments and resolves problems. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis MAINTENANCE ELECTRICIAN (615: Electrical and electronic equipment repairer) (6432: Electrician) Performs a variety of electrical trade functions such as the installation, maintenance, or repair of equipment for the generation, distribution, or utilization of electric energy. Work involves most of the following: installing or repairing any of a variety of electrical equipment such as generators, transformers, switchboards, controllers, circuit breakers, motors, heating units, conduit systems, or other transmission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE ELECTRONICS TECHNICIAN (615: Electrical and electronic equipment repairer) Maintains, repairs, and installs various types of electronic equipment and related devices such as electronic transmitting and receiving equipment (e.g., radar, radio, 167 television, telecommunication, sonar, and navigational aids); personal and mainframe computers and terminals; industrial, medical, measuring, and controlling equipment; satellite equipment; and industrial robotic devices. Applies technical knowledge of electronics principles in determining equipment malfunctions, and applies skill in restoring equipment operations. Excluded are: a. Repairers of such standard electronic equipment as household radio and television sets, and common office machines and telecommunication equipment such as typewriters, calculators, facsimile machines, telephones, and telephone answering machines; b. Production assemblers and testers; c. Workers primarily responsible for servicing electronic test instruments; and d. Workers providing technical support for engineers working in such areas as research, design, development, testing, or manufacturing process improvement (see Engineering Technician). Maintenance Electronics Technician III Applies advanced technical knowledge to solve unusually complex problems that typically cannot be solved solely by referencing manufacturers' manuals or similar documents. Examples of such problems include determining the location and density of circuitry, evaluating electromagnetic radiation, isolating malfunctions, and incorporating engineering changes. Work typically requires a detailed understanding of the interrelationships of circuits. Exercises independent judgment in performing such tasks as making circuit analyses, calculating wave forms, and tracing relationships in signal flow. Uses complex test instruments such as high frequency pulse generators, frequency synthesizers, distortion analyzers, and complex computer control equipment. Work may be reviewed by supervisor for general compliance with accepted practices. May provide technical guidance to lower level technicians. MAINTENANCE MACHINIST Maintenance Electronics Technician I Applies technical knowledge to perform simple or routine tasks following detailed instructions. Performs such tasks as replacing components and wiring circuits; repairing simple electronic equipment; and taking test readings using common instruments such as digital multimeters, signal generators, semiconductor testers, curve tracers, and oscilloscopes. Receives technical guidance, as required, from supervisor or higher level technician. Work is spot-checked for accuracy. (613: Industrial machinery repairer) Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment. Work involves most of the following: interpreting written instructions and specifications; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard materials, parts, and equipment required for this work; and fitting and assembling parts into mechanical equipment. In general, the machinist's work normally requires a rounded training in machine-shop practice usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE MECHANIC, MACHINERY Maintenance Electronics Technician II (613: Industrial machinery repairer) Applies comprehensive technical knowledge to solve complex problems by interpreting manufacturers’ manuals or similar documents. Work requires familiarity with the interrelationships of circuits and judgment in planning work sequence and in selecting tools and testing instruments. Repairs machinery or mechanical equipment. Work involves most of the following: examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending the machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shops; reassembling machines; and making all necessary adjustments for Receives technical guidance, as required, from supervisor or higher level technician, and work is reviewed for compliance with accepted practices. May provide technical guidance to lower level technicians. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 168 operation. In general, the work of a machinery maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. MAINTENANCE MECHANIC, MOTOR VEHICLE (611: Vehicle and mobile equipment mechanics and repairers) Repairs, rebuilds, or overhauls major assemblies of internal combustion automobiles, buses, trucks, or tractors. Work involves most of the following: Diagnosing the source of trouble and determining the extent of repairs required; replacing worn or broken parts such as piston rings, bearings, or other engine parts; grinding and adjusting valves; rebuilding carburetors; overhauling transmissions; and repairing fuel injection, lighting, and ignition systems. In general, the work of the motor vehicle mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. This classification does not include mechanics who repair customers' vehicles or who only perform minor repair and tuneup of motor vehicles. It does, however, include fully qualified journeymen mechanics even though most of their time may be spent on minor repairs and tuneups. MAINTENANCE PIPEFITTER processes required to complete task; making necessary shop computations; setting up and operating various machine tools and related equipment; using various tool and die maker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to prescribed tolerances and allowances. In general, the tool and die maker's work requires rounded training in machine-shop and toolroom practice usually acquired through formal apprenticeship or equivalent training and experience. For cross-industry wage study purposes, this classification does not include tool and die makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies (die sinkers). Material Movement and Custodial FORKLIFT OPERATOR (8318: Industrial truck and tractor equipment operator) Operates a manually controlled gasoline, electric or liquid propane gas powered forklift to transport goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment. GUARD (645: Plumber, pipefitter, and steamfitter) (5144: Guard and police, except public service) Installs or repairs water, steam, gas, or other types of pipe and pipefittings. Work involves most of the following: laying out work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to pressures, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Protects property from theft or damage, or persons from hazards or interference. Duties involve serving at a fixed post, making rounds on foot or by motorized vehicle, or escorting persons or property. May be deputized to make arrests. May also help visitors and customers by answering questions and giving directions. May be required to demonstrate 1) proficiency in the use of firearms and other special weapons and 2) continuing physical fitness. Workers primarily engaged in installing and repairing building sanitation or heating systems are excluded. TOOL AND DIE MAKER Guard I Carries out instructions primarily oriented toward insuring that emergencies and security violations are readily discovered and reported to appropriate authority. Intervenes directly only in situations that require minimal action to safeguard property or persons. Duties require minimal training. (6811: Tool and die maker) Guard II Constructs and repairs jigs, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e.g., plastic, plaster, rubber, glass). Work typically involves: planning and laying out work according to models, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate materials, tools, and Enforces regulations designed to prevent breaches of security. Exercises judgment and uses discretion in dealing with emergencies and security violations encountered. Determines whether first response should be to intervene directly (asking for assistance when deemed necessary and time allows), to keep situation under surveillance, or to report situation so that it can be handled by appropriate authority. Duties require https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis specialized training in methods and techniques of protecting security areas. e. loading and unloading ships (longshore workers); or JANITOR f. traveling on trucks beyond the establishment's physical location to load or unload merchandise. (5244: Janitor and cleaner) Cleans and keeps in an orderly condition factory working areas and washrooms, or premises of an office, apartment house, or commercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trimmings; providing supplies and minor maintenance services; and cleaning lavatories, showers, and restrooms. ORDER FILLER (4754: Stock and inventory clerk) Excluded are; Fills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, customers' orders, or other instructions. May, in addition to filling orders and indicating items filled or omitted, keep records of outgoing orders, requisition additional stock or report short supplies to supervisor, and perform other related duties. a. Workers who specialize in window washing; SHIPPING/RECEIVING CLERK b. Housekeeping staff who make beds and change linens as a primary responsibility; c Workers required to disassemble and assemble equipment in order to clean machinery; and d. Workers who receive additional compensation to maintain sterile facilities or equipment. (4753: Traffic, shipping and receiving clerk) MATERIAL HANDLING LABORER (8726: Freight, stock, and material mover, not elsewhere classified) Performs physical tasks to transport or store materials or merchandise. Duties involve one or more of the following: manually loading or unloading freight cars, trucks, or other transporting devices; unpacking, shelving, or placing items in proper storage locations; or transporting goods by handtruck, cart, or wheelbarrow. Excluded from this definition are workers whose primary function involves: a. participating directly in the production of goods (e.g., moving items from one production station to another or placing them on or removing them from the production process); b. stocking merchandise for sale; c. counting or routing merchandise; d. operating a crane or heavy-duty motorized vehicle such as forklift or truck; https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Performs clerical and physical tasks in connection with shipping goods of the establishment in which employed and/or receiving incoming shipments. In performing day-to-day, routine tasks, follows established guidelines. In handling unusual nonroutine problems, receives specific guidance from supervisor or other officials. May direct and coordinate the activities of other workers engaged in handling goods to be shipped or being received. Shipping duties typically involve the following: Verifying that orders are accurately filled by comparing items and quantities of goods gathered for shipment against documents; insuring that shipments are properly packaged, identified with shipping information, and loaded into transporting vehicles; and preparing and keeping records of goods shipped, e.g., manifests, bills of lading. Receiving duties typically involve the following: Verifying the correctness of incoming shipments by comparing items and quantities unloaded against bills of lading, invoices, manifests, storage receipts, or other records; checking for damaged goods; insuring that goods are appropriately identified for routing to departments within the establishment; and preparing and keeping records of goods received. TRUCKDRIVER (821: Motor vehicle operator) Drives a truck within a city or industrial area to transport materials, merchandise, equipment, or workers between various types of establishments such as: Manufacturing 170 plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and customers' houses or places of business. May also load or unload truck with or without helpers, make minor mechanical repairs, and keep truck in good working order. Routesales and over-the-road drivers are excluded. WAREHOUSE SPECIALIST (4754: Stock and inventory clerk) As directed, performs a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following: Verifying For wage study purposes, truckdrivers are classified by type and rated capacity of truck, as follows: materials (or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing materials to prescribed storage locations; storing, stacking, or palletizing materials in accordance with prescribed storage methods; rearranging and taking inventory of stored materials; examining stored materials and reporting deterioration and damage; removing material from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Truckdriver, light truck (straight truck, under 1 1/2 tons, usually 4 wheels) Truckdriver, medium truck (straight truck, 1 1/2 to 4 tons inclusive, usually 6 wheels) Truckdriver, heavy truck (straight truck, over 4 tons, usually 10 wheels) Exclude workers whose primary duties involve shipping and receiving work (see Truckdriver, tractor-trailer https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Shipping/Receiving Clerk), order filling (see Order Filler), or operating forklifts (see Forklift Operator). 171 Occupational Compensation Survey Summaries The following areas are surveyed periodically under contract to the Employment Standards Administration of the U.S. Department of Labor for its use in administering the Service Contract Act of 1965. Reports on the surveys shown below are available from any of the Bureau's regional offices while supplies last. Alaska (statewide) Albany, GA Albany-Schenectady-Troy, NY Albuquerque, NM Alexandria-Leesville, LA Alpena-Standish-Tawas City, MI Ann Arbor, MI Asheville, NC Atlantic City, NJ Austin, TX B akersfield, C A Baton Rouge, LA Battle Creek, MI Beaumont-Port Arthur and Lake Charles, TX-LA Biloxi-Gulfport and Pascagoula, MS Binghamton, NY Birmingham, AL Bloomington-Vincennes, EN Bremerton-Shelton, WA Brunswick, GA Buffalo, NY Cedar Rapids, IA Champaign-Urbana-Rantoul, IL Charleston, SC Charlotte-Gastonia-Rock Hill, NC-SC https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Cheyenne, WY Clarksville-Hopkinsville, TN-KY Columbia-Sumter, SC Columbus, GA-AL Columbus, MS Connecticut (statewide) Corpus Christi, TX Daytona Beach, FL Decatur, IL Des Moines, IA Dothan, AL Duluth, MN-WI El Paso-Las Cruces-Alamogordo, TX-NM Eugene-Springfield-Medford-RoseburgKlamath Falls-Grants Pass, OR Evansville-Clarksville-HopkinsvilleOwensboro-Bowling Green, KY-IN-TN Fayetteville, NC Florence, SC Fort Lauderdale-Hollywood-Pompano Beach and West Palm Beach-Boca Raton-Delray Beach, FL Fort Smith, AR-OK Fort Worth-Arlington, TX Fresno, CA Gadsden and Anniston, AL Gainesville, FL Goldsboro, NC Grand Island-Hastings, NE Green Bay, WI Greensboro-Winston-SalemHigh Point, NC Greenville-Spartanburg, SC Hagerstown-CumberlandChambersburg, MD-PA-WV Harrisburg-Lebanon-Carlisle, PA Jacksonville, FL Jacksonville-New Bern, NC Joliet, IL Kokomo, IN Knoxville, TN La Crosse-Sparta, WI Las Vegas-Tonopah, NV Lexington-Fayette, KY Lima, OH Logansport-Peru, IN Lorain-Elyria, OH Lower Eastern Shore, MD-VA-DE Macon-Warner Robins, GA Madison, WI Maine (statewide) Mansfield, OH Melboume-Titusville-Palm Bay, FL Meridian, MS Middlesex-Somerset-Hunterdon, NJ Mobile, AL Montana (statewide) Montgomery, AL New Hampshire (statewide) North Dakota (statewide) Northeastern Tennessee-Western Virginia Northern New York Northwest Texas Northwestern Florida Omaha, NE-IA Orlando, FL Oxnard-Ventura, CA Peoria, IL Pine Bluff, AR Portsmouth-Chillicothe-Gallipolis, OH Poughkeepsie-Orange CountyKingston, NY Providence, RI Pueblo, CO Puerto Rico Raleigh-Durham, NC Reno, NV Rhode Island (statewide) Rio Grande Valley, TX Salinas-Seaside-Monterey, CA Sandusky, OH Savannah, GA Selma, AL Shreveport, LA Southeastern Massachusetts South Dakota (statewide) Southern Missouri Southwest Virginia Spokane, WA Springfield, IL Stockton, CA Syracuse and Utica-Rome, NY Tacoma, W A Toledo, OH Topeka, KS Trenton, NJ Tucson-Douglas, AZ Tulsa, OK Upper Peninsula, MI Vallejo-Fairfield-Napa, CA Vermont (statewide) Virgin Islands of the U.S. Waco and Killeen-Temple, TX Waterloo-Cedar Falls, IA West Virginia (statewide) Western Massachusetts Wichita, KS Wichita Falls-Lawton-Altus, TX-OK Yakima-Richland-Kennewick-PascoWalla Walla-Pendleton, WA-OR York, PA Keep Up With BLS Wage Data Occupational Compensation and Service Contract Act Surveys on Diskette Electronic files are now available for purchase on 3.5 inch diskettes. A choice of two ASCII files (Column/255 Character Wide) are available containing ALL surveys published. Contracts to purchase wage survey data are offered on an annual, quarterly or individual basis. To receive any of the Occupational Compensation Surveys shown on the inside back cover or Summaries listed on the previous page on a 3.5 inch diskette, please contact: Bureau of Labor Statistics, Division of Occupational Pay and Employee Benefits, Room 4160 2 Massachusetts Ave., NE, Washington, DC 20212-0001 Telephone: (202) 606-6220 BLS National Wage Data Now Available Part I: Pay in the United States and Regions, June 1992 BLS Bulletin 2439-1, GPO Stock No. 029-001-03181-5, at $10.00 each and Part II: Pay Comparisons, June 1992 Part III: Locality Pay, June 1992 BLS Bulletin 2439-2 For paper copies of BLS national wage data write to: Superintendent of Documents U.S. Government Printing Office Washington, DC 20402 Telephone: (202) 783-3238 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis OR BLS Publications Sales Center P.O. Box 2145 Chicago, IL 60690-2145 Telephone: (312)353-1880 OCSP Where to Find Information on Employment and Unemployment f Employment and Earnings: Monthly periodical containing labor force and establishment data. National, State, and area figures on employment, unemployment, hours, and earnings. Order Employment and Earnings from Superintendent of Documents, U.S. Government Printing Office, Washington, DC 20402. Includes text, statistical tables, and technical notes. ♦ 15 •'5^3i: /JUi Electronic News Release: Quickest. Accessible electronically immediately at release time through BLS news release service. Write the Office of Publications and Special Studies, Bureau of Labor Statistics, Washington, DC 20212, or call (202) 606-5902. Employment Situation News Release: Copies of this national monthly release reach the public about a week after the release date. Write: Inquiries and Correspondence, Room 2860, Bureau of Labor Statistics, Washington, DC 20212 Telephone: Quick summary on 24-hour recorded message. Key numbers, plus other BLS indicators and up coming release dates. Call (202) 606-STAT. Machine-Readable Form: Labor force data from the household survey and employment, hours, and earnings data from the establishment survey are available on both com puter tape and diskette. For information, write the Office of Publications and Special Studies, Bureau of Labor Statistics, Washington, DC 20212 or call (202) 606-STAT. ■Cr U.S. GOVERNMENT PRINTING OFFICE:! 994-301 -228/14554 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Monthly Labor Review: Employment and unemployment statistics in cluded in a monthly 53-page summary of BLS data and in analytical articles. Available from the Superintendent of Documents, U. S. Government Printing Office, Washington, DC 20402. Occupational Compensation Surveys Available by Subscription and Individually Area_________________________ Occupational Compensation Surveys may be ordered individually, A subscription, at $146.00, will bring you all the surveys published during the following 12 months. Bulletin No. Abilene, TX, May 1992.............................................................. Anaheim - Santa Ana, CA, July 1993...................................... Appleton-Oshkosh-Neenah, Wl, May 1993 ........................ Atlanta, GA, Apr. 1993 ............................................................. Augusta, GA-SC, May 1993 ................................................... Baltimore, MD, May 1993 ......................................................... Bergen-Passaic, NJ, Apr. 1993 ................................................ Billings, MT, Sept. 1993 ............................................................ Boston, MA, May 1993 ............................................................ Bradenton, FL, Apr. 1993 ......................................................... Burlington, VT, Aug. 1992 ......................................................... Chattanooga, TN-GA, Aug. 1993 ............................................ Chicago, IL, May 1993 .............................................................. Cincinnati, OH-KV —IN, Apr. 1993 ........................................ Cleveland, OH, June 1993 ....................................................... Colorado Springs, CO, June 1992 ............................................ Columbus, OH, Nov. 1992......................................................... Cumberland, MD-WV, Dec. 1992 ............................................ Dallas, TX, Nov. 1992 .............................................................. Danbury, CT, Jan. 1993 ............................................................ Davenport —Rock Island —Moline, IA —IL, Jan. 1993 ............. Dayton-Springfield, OH, Feb. 1993 ....................................... Denver, CO, Nov. 1992 ............................................................ Detroit Ml, Dec. 1992 .............................................................. Elkhart-Goshen, IN, Oct. 1993 ................................................ Elmira, New York, Aug. 1992 ................................................... Evansville, IN — KY, Feb. 1992 ................................................. Fort Wayne, IN, June 1992 ....................................................... Where to send order: New Orders Superintendent of Documents P.O. Box 371954 Pittsburgh, PA 15250-7954 Area_________________ 3065-15 3070-46 3070-19 3070-30 3070-17 3070-29 3070-22 3070-58 3070-35 3070-14 3065-60 3070-47 3070-41 3070-28 3070-52 3065-42 3065-61 3065-69 3065-80 3070- 2 3070- 1 3070- 7 3065-77 3065-75 3070-54 3065-32 3065- 8 3065-41 Order form: _________________________________________No. Phoenix, AZ, Mar. 1993 ............................................................ Pttsburgh, PA, May 1993 ........................................................ Portland, OR, June 1993.......................................................... Poughkeepsie, NY, Sept. 1993 ............................................... Reading, PA, May 1992 .......................................................... Richmond-Petersburg, VA, July 1993 ..................................... Riverside-San Bernardino, CA, Apr. 1993 ............................ Rochester, NY, Nov. 1992 ...................................................... Sacramento, CA, Mar. 1993..................................................... Saginaw-Bay City-Midland, Ml, Mar. 1993.............................. St Cloud, MN, Feb. 1993 ........................................................ St. Louis, MO —IL, Feb. 1993 ................................................... Salem, OR, July 1992 ............................................................. Salt Lake City-Ogden, UT, Apr. 1993 ..................................... San Antonio, TX, July 1993 ..................................................... San Diego, CA, Aug. 1993 ....................................................... San Francisco, CA, Mar. 1993................................................. San Jose, CA, June 1993 ........................................................ Santa Barbara-Santa Maria-Lompoc, CA, Apr. 1993 ............ Scranton-Wilkes Barre, PA, Nov. 1992 ................................... Seattle, WA, Oct. 1993 ........................................................ South Bend-Mishawaka, IN, Aug. 1993 ................................. Tampa-St. Petersburg-Clearwater, FL, July 1993 ................. Utica-Rome, NY, July 1993 ..................................................... Visalia-Tulare-Porterville, CA, July 1993 ............................... Washington, DC-MD-VA, Feb. 1993................................... Wilmington, DE-NJ-MD, Dec. 1992 ................................... Worcester, MA, July 1993........................................................ (outside U.S. add $36.50). a Enclosed is a check or money order payable to Superintendent of Documents □ Charge to my GPO account no. □ Charge to my □I or https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Bulletin Area 3065-74 3055-27 3070-16 3070- 6 3070-36 3065-76 3070-51 3070-56 3065-63 3070-34 3065-79 3070-42 3065-64 3065-72 3070-53 3070- 8 3070-26 3070- 4 3065-78 3070- 3 3065- 9 3070-31 3070-38 3070-49 3070-10 3070-12 3070-37 3065-71 □ Please enter a 1-year subscription for Occupational Compensation Surveys, at a price of $146.00 per year Account no. Prices of individual surveys vary by area. For current price information, call GPO Telephone order/inquiries (202) 783-3238. Bulletin Mo. Gary-Hammond, IN, Dec. 1992 ........................................... Hartford, CT, July 1990 ............................................................ Houston, TX, Mar. 1993............................................................ Huntsville, AL, Feb. 1993 ............................................. ......... Indianapolis, IN, June 1993 .................................................... Jackson, MS, Dec. 1992 .......................................................... Kansas City, MO-KS, July 1993 ........................................... Lawrence-Haverhill, MA-NH, Sept. 1993 ............................. Little Rock-North Little Rock, AR, Nov, 1992....................... Longview-Marshall, TX, July 1993 .......................................... Los Angeles-Long Beach, CA, Dec. 1992 ............................. Louisville, KY—IN, June 1993 ................................................. Memphis, TN-AR-MS, Oct. 1992 ........................................ Miami-Hialeah, FL, Dec. 1992 ................................................. Milwaukee, Wl, Sept. 1993 ...................................................... Minneapolis-St. Paul, MN —Wl, Feb. 1993 ............................. Monmouth-Ocean, NJ, June 1993 .......................................... Nashville, TN, Feb. 1993.......................................................... Nassau-Suffolk, NY, Dec. 1992............................................... Newark, NJ, Jan. 1993............................................................. New Britain, CT, Feb. 1992...................................................... New Orleans, LA, May 1993 ................................................... New York, NY, May 1993 ........................................................ Norfolk-Virginia Beach-Newport News, VA, Aug. 1993......... Oakland, CA, Mar. 1993.......................................................... Oklahoma City, OK, Feb. 1993 ............................................... Parkersburg-Marietta, WV-OH, July 1993 ........................... Philadelphia, PA —NJ, Nov. 1992 ........................................... Name (Organization (if applicable) (Street address) City, State, Zip code VISA □ ■ Expiration date- 3070-15 3070-23 3070-40 3070-50 3065-23 307048 3070-24 3065-62 3070- 5 3070-18 3070- 9 3070-11 3065-43 3070-21 3070-44 3070-55 3070-20 3070-39 3070-25 3065-67 3070-57 307045 3070-27 3070-32 3070-33 3070-13 3065-70 3070-43 ■ i U.S. Department of Labor Bureau of Labor Statistics Washington, DC 20212 * 6 Third Class Mail Postage & Fees Paid U.S. Department of Labor Permit No. G-738 Official Business Penalty for private use, $300 Bureau of Labor Statistics Regional Offices ALASKA Region I 1 Congress Street, 10th Floor Boston, MA 02114-2023 Phone: (617)565-2327 Region V 9th Floor Federal Office Building 230 S. Dearborn Street Chicago, IL 60604-1595 Phone: (312) 353-1880 **ONl*t, MOWTH tWtoTA MINNESOTA R«9l<kYitt. 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