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HOTEL OCCUPATIONS Everywhere people travel in the United States, whether for business or pleasure, they find hotels and motels ready to cater to their comfort. The gigantic business of providing a “home-away-from-home” is a source of employ ment for a great number of workers who serve travelers in cities and towns, along highways, and in remote resort areas in every section of the country. Approximately half a million people (not counting those in business for themselves) were employed in 1960 in hotels, motels, and related businesses. Roughly four out of every five of these workers were employed in the Na tion’s 29,000 hotels and motor hotels, chiefly in urban areas. Of the remainder, most worked in the substantially larger number of motels and tourist courts located on the outskirts of large cities, along major highways, and, to some extent, in resort areas. A few hotel work ers were employed in related businesses such as summer camps and dude ranches. About half of all the employees in hotels and related businesses were women. Many hotel workers are in occupations which can be entered with little or no specialized training. However, in many kinds of hotel work, the demand for specially trained people is increasing. Hotels are complex organizations* and need some personnel with specialized train ing, as well as long experience in the business, to direct and coordinate operations which may involve thousands of guests annually and mil lions of dollars’ worth of property and equip ment. This chapter deals with employment oppor tunities in hotels, motels, and related busi nesses. Following the introductory sections, which give an overall view of the hotel (and motel) industry and its workers, are separate statements on several occupations unique to hotel operations. The Hotel Business and Its Workers Hotels are of three main types—commercial, residential, and resort. The vast majority are commercial hotels which cater chiefly to tran sients—that is, travelers seeking a room for a brief stay of one or a few nights. A relatively small number are residential hotels, which chiefly accommodate people for long periods, ranging from a few months to many years. Others are resort hotels, which provide lodgings mainly for vacationers. Motor hotels, motels, and other establishments catering especially to motorists accommodate vacationers and other travelers, but rarely have guests who stay for long periods. Commercial and residential hotels generally operate the year round. Many resort hotels and motels, however, are open for only part of the year—during the winter season in Florida, for example, or during the summer months in the northern parts of the country. Hotels range from modest two- or three-story establishments to towering buildings covering large areas. There are small commercial and residential hotels with less than 25 rooms and only a few employees, and there are some large ones with 1,000 or more rooms and many hun dreds of workers. Resort hotels range from the small “family-operated” type to those employing several hundreds of workers during their peak seasons. In the past few years, an increasing number of motor hotels, some with a hundred or more rooms, have been built. Most motels are relatively small, including a sizable number which are run by the owners without any paid help or possibly with one employee. Most hotels have restaurants, ranging from simple coffee shops to vast dining rooms, wine cellars, and elaborate kitchens. Large city hotels also have banquet rooms, exhibit halls, and spacious ballrooms—to accommodate con ventions, business meetings, and social gather ings. Many hotels, especially in resort areas, have recreational facilities such as swimming 633 634 pools, golf courses, and tennis courts. For the convenience of guests, hotels may provide in formation about interesting places to visit, sell tickets to theaters and sporting events, and even supply baby sitters. Often there are news stands on the premises and gift shops, barber and beauty shops, laundry and valet services, and railroad and airline ticket reservation offices. Motels and tourist courts typically offer fewer services than hotels. The number with restaurants, swimming pools, and other con veniences for guests is steadily increasing, how ever. The new deluxe motor hotels provide the same variety of services as other high-class hotels. Because of the many services they offer, hotels need workers in a wide variety of occu pations. One of the largest groups of hotel em ployees is in the housekeeping department. Many thousands of maids, porters, housemen, linen room attendants, and laundry room work ers are employed in “back of the house” jobs— to make beds, clean rooms and halls, move furniture, hang draperies, provide guests with fresh linens and towels, operate laundry equip ment, and mark and inspect laundered items. Women are usually employed for the lighter housekeeping tasks, whereas men have jobs re quiring more strenuous physical effort, such as washing walls and arranging furniture. Large hotels usually employ executive housekeepers to supervise these workers, and some hotels may also have a special manager in charge of laundry operations. Food preparation and service is another large hotel operation. Hotels employ many kitchen workers, ranging from unskilled dishwashers and vegetable peelers to highly skilled cooks and chefs. Many thousands of waiters and waitresses are also required to serve meals in hotel coffee shops and dining rooms. (The oc cupations of waiter and waitress and of cook and chef are discussed in the chapter on Res taurant Occupations. See index for page num bers.) A uniformed staff performs services “up front” in the hotel lobby. This staff includes the bellmen who, directed by bell captains, carry baggage for guests and escort them to their rooms. Elevator operators and doormen OCCUPATIONAL OUTLOOK HANDBOOK are also a part of the uniformed staff; these types of workers, like many others in hotels, are also employed in other industries. The front office staff, most of whom are men, work in hotel lobbies as room clerks, key clerks, mail clerks, and information clerks. Their chief duties are to greet guests, assign rooms, and furnish information. Perhaps half of all hotel clerical workers are front-office employees. The remainder of the clerical workers, mainly women, are employed in a variety of office occu pations—as bookkeepers, who may operate office machines especially designed for hotel work; as cashiers, who total hotel bills and re ceive payments when guests check out; as telephone operators; and as secretaries, steno graphers, and typists. Managers and their assistants are a relatively small group with the highly important task of supervising hotel operations and making them profitable. A general manager is in overall charge of hotel operations. Sometimes general managers have executive assistants who may be in charge of the front office or help with other phases of hotel management. Some assist ants may be responsible for specific operations; they may be, for example, food-service man agers who operate the dining rooms and other eating facilities, or sales managers responsible for attracting more business to the hotel. In addition to the occupations mentioned above, hotels employ numerous other types of workers who are also found in other industries. Among these are accountants and auditors, per sonnel workers, musicians and entertainers, and recreational workers. There are also main tenance workers such as carpenters, electricians, stationary engineers, plumbers, and painters. Still other types of workers employed in hotels include detectives, barbers, beauty operators, valets, tailors, seamstresses, and gardeners. (See index for separate statements on many of these and other occupations found both in hotels and in other industries.) Employment Outlook Many thousands of job openings will arise in the hotel (and motel) industry each year during the 1960’s. Most of these openings will 635 HOTEL OCCUPATIONS be vacancies that occur as workers retire, die, transfer to other kinds of employment, or leave for other reasons, but a good many will probably be new jobs. The demand for hotel rooms and other lodgings is expected to increase during the decade, as the country’s population grows and travel for business and pleasure increases. The number of year-round employees in the in dustry should therefore rise moderately. Thou sands of temporary jobs will also continue to be available each year in resort hotels, motels, and other establishments which are open only part of the year or have more business in some seasons than others. Employment is likely to rise more rapidly during the 1960’s in motels and other businesses catering especially to motorists than in com mercial and residential hotels. This has been the trend during the past two decades of increasing automobile travel, and the situation is likely to be much the same in the years ahead, as the Federal highway building program further stimulates both automobile travel and the build ing of motels and motor hotels. In motels, most of the additional workers (not counting the new owners) will be in housekeeping and foodservice occupations such as maid, cook, and waitress. In motor hotels, which usually offer guests a greater variety of services, many more kinds of jobs will be available. As motels expand their facilities and employ ment, hotels will undoubtedly take steps to meet this competition. For example, they are likely to speed up redecoration and modernization of their buildings and equipment, arrange for better parking facilities and more drive-in en trances, and intensify their efforts to “sell themselves” through publicity and other promo tional campaigns. Aided by these efforts, hotels are expected to share in the increasing demand for lodgings and related services. Existing hotels can look forward to a probable expansion in business. Some new hotels will be built, and rooms will be added to others. As a result, there is likely to be some increase in hotel em ployment. Most of the job openings in hotels will con tinue to be in occupations which can be entered with little specialized training, such as maid, porter, houseman, kitchen helper, and some dining room jobs. These jobs not only account for a large proportion of all hotel workers, but also have high turnover rates. As long as general employment conditions are good, people in such jobs find it relatively easy to shift to other kinds of work. Furthermore, many of the workers are women, who often leave their jobs to stay at home and take care of their families. In a few of these occupations, however, tech nological changes may limit the number of openings. For example, the increased use of automatic dishwashers, vegetable cutters and peelers, and other mechanical kitchen equip ment is likely to reduce the need for kitchen helpers. Similarly, self-service elevators will probably continue to displace some elevator operators. A number of young people will also be needed every year in front office jobs, in which some vacancies can be expected to arise owing to promotion of clerks to managerial posts. Good opportunities are also expected through the mid-1960’s for young people who acquire the training and experience necessary to qualify for jobs as cooks and food managers. In addi tion, there will be openings for stenographers, bookkeepers, and other office employees, al though the use of office machines may continue to affect clerical employment in hotels. (Food service workers and office workers are dis cussed in the chapters on Restaurant Occupa tions and Clerical and Related Occupations. See index for page numbers.) Employment in hotels and motels is closely related to economic conditions which affect travel. Jobs, such as those of maid and bellman, in which a large number of hotel workers are employed, are the ones which have, in the past, been most affected by economic downturns. Some groups of workers—bell captains, head housekeepers, and managers—have had rela tively stable employment. Earnings and Working Conditions Hotel workers’ earnings depend not only on their occupations but also on the location, size, and type of the hotel. These factors largely determine both the workers’ wages and the amount received in tips—a major part of 636 earnings for many hotel workers, including bellmen, waiters, and waitresses. Salaries of hotel employees in managerial positions have an especially wide range, mainly because of great differences in the duties and responsibilities of hotel administrative and supervisory personnel. The annual salaries of executive housekeepers typically ranged from $3,600 to $8,000 in 1958. Many working house keepers who supervised only a few people and spent part of their time in such work as cleaning rooms received salaries below the bottom of this range. Most hotel housekeepers are furnished with rooms in the hotel, meals, laundry, and other services, in addition to their salaries. Management trainees who had graduated from colleges offering specialized hotel manage ment programs had beginning salaries of $4,000 or more in 1960. Increases are usually given trainees periodically for the first year or two, and thereafter may be granted as the employees are advanced to more responsible positions. Ex perienced managers may earn several times as much as beginners; a few, in top jobs, earn $50,000 or more a year. In addition to salary, hotels customarily furnish managers and their families with lodging in the hotel, meals, park ing facilities, laundry, and other services. Since earnings of bellmen are greatly affected by the tips they receive, it is difficult to obtain meaningful data on their income. In New York City, the hourly earnings of bellmen ranged from 70 cents to $1.20 in mid-1960; the average was 84 cents an hour (or $33.60 for a 40-hour week). With tips, earnings were probably con siderably higher. In large luxury hotels and in resort areas, bellmen may earn $100 or more a week (including tips). Data on the earnings of nonsupervisory workers in several other hotel occupations are available from a 1960 survey made by the Bureau of Labor Statistics in 24 large cities. Except for bellmen, waiters, and waitresses, who usually receive tips which add substantially to their salaries, maids typically received the lowest pay of any of the occupations surveyed, and room clerks the highest. In practically all occupations, earnings were generally lower in southern cities than elsewhere in the country, and highest in cities in the West. OCCUPATIONAL OUTLOOK HANDBOOK The average earnings of maids (some of whom may also receive tips) ranged from 41 cents an hour in New Orleans to $1.51 an hour in the San Francisco-Oakland area. For house men and lobby cleaners, the averages were gen erally a little higher. For elevator operators they were a little higher still—ranging from less than $1 an hour in some cities to $1.61 for men in New York City, San Francisco, and Oakland and $1.63 for women in New York City. Men room clerks averaged from $1.25 an hour in Baltimore to $2.20 in San Francisco and Oakland, and the relatively few women room clerks made somewhat less. Key, mail, and information clerks are usually paid lower salaries than room clerks. The scheduled workweek for most front office clerks in the cities surveyed ranged from 40 hours—particularly common in the Northeast— to 48 hours in practically all of the southern cities. In a few cities, the workweek was less than 40 hours. Housemen and most other non supervisory employees worked a 40-hour week, except in the South where the scheduled week was usually 48 hours; in a few cities, some em ployees in jobs of this kind regularly worked less than 40 hours a week. Since hotels are open round the clock, workers may be employed on any one of three shifts, beginning early in the morning, in mid-afternoon, or at midnight. Staffs are usually smaller on night than on day shifts, and additional compensation may be paid for work during late hours. Managers and housekeepers who live in the hotel usually have regular work schedules but may be on call 24 hours a day, 7 days a week. Cooks, pantry workers, dishwashers, and other kitchen help commonly receive two free meals a day; in a few hotels, maids, elevator operators, and room clerks also receive free meals while on duty. A large majority of the workers in the 24 cities surveyed received a week’s vacation with pay after 1 year of service and 2 weeks after 3 or more years. Paid holi days—frequently, 4 to 6 a year—were provi ded the majority of these workers. Group life insurance, hospitalization, and surgical insurance plans are frequently provided hotel workers. 637 HOTEL OCCUPATIONS The Hotel and Restaurant Employees and Bartenders International Union is the major union in the hotel business. Uniformed staffs, such as bellmen and elevator operators, may be members of the Building* Service Employees International Union. Where To Go for More Information Information on jobs in hotels may be obtained directly from personnel departments of hotels. Information on careers in hotel work may be obtained from: American Hotel Association, 221 West 57th St., New York 19, N.Y. Additional information on training opportu nities, and a directory of schools and colleges offering courses in the hotel field may be ob tained by writing to : The National Council on Hotel and Restaurant Education, Room 1336, Wyatt Bldg., 777 14th St. NW., Washington 5, D.C. Information on housekeeping in hotels, in cluding a list of schools offering courses in housekeeping, may be obtained from: National Executive Housekeepers Association, Inc., Glendale Sanitarium and Hospital, Glendale, Calif. Information on courses relating to hotel work may be obtained from the local Director of Vocational Education, the Superintendent of Schools in the local community, or the State Director of Vocational Education in the De partment of Education in the State capital. Bellmen and Bell Captains (D.O.T. 2-22.11; 2-22.01) Nature of Work Bellmen, also called bellboys or bellhops, carry baggage and perform a variety of other services for hotel guests. After a guest has registered, a bellman obtains the room key, takes the guest to his room, and deposits his baggage. The bellman checks the lights and the supply of towels and soap, and sees that everything is in order in the room. He may suggest the use of various hotel services, including the dining room and the valet service. Bellmen also deliver packages and perform other errands for guests. In large hotels, special baggage porters are usually employed to carry baggage for guests who are checking out. In smaller hotels, bell men carry baggage for outgoing as well as in coming guests and may also relieve the elevator operator or switchboard operator. Bell captains are employed in large hotels and many medium-size ones to supervise the bellmen. They assign work to these employees, keep their time records, and instruct new bell men in their duties. In addition, they handle complaints from guests regarding the work of their department, and take care of unusual re quests for services. They may also help guests arrange for transportation by giving them in formation on train and plane schedules and sending a baggage porter or a bellman to pick up their tickets. At times, bell captains may also perform the duties of bellmen. Training, Other Qualifications, and Advancement Bellman jobs are filled, in many hotels, either by promoting men employed as elevator oper ators or by hiring experienced bellmen from the outside. Some hotels, particularly the smaller ones and resort hotels, hire inexperi enced young men as bellmen. Young men seeking work as bellmen may apply to personnel departments of hotels in their own community, where their knowledge of the local area will be helpful in giving guests information. Applicants are often referred to bell captains for an interview. Work and char acter references of job applicants are carefully checked prior to hiring. Since bellmen are in frequent contact with the public it is important that they be neat, tactful, and courteous. They must also be able to be on their feet all day and to carry heavy baggage. No specific educational requirements exist for bellman jobs. However, courses covering bell- 638 OCCUPATIONAL OUTLOOK HANDBOOK occurs. Opportunities for advancement to the position of superintendent of service are even more limited. Men in this job—which is found in only a few hotels with large service depart ments—supervise elevator operators and start ers, doormen, and washroom attendants, as well as bellmen. Employment Outlook Bellman takes luggage of arriving guests from hotel doorman. man work, which are offered by a small but growing number of trade and vocational schools, are generally helpful in obtaining jobs. Grad uation from high school is also valuable because outstanding bellmen with this educational back ground may be transferred to front office cleri cal jobs, which offer better opportunities for promotion. (See statement on Front Office Clerks in this chapter.) In the service department of the hotel, the line of promotion is from bellman to bell cap tain to superintendent of service. Some of the factors which may affect a bellman’s chances for advancement are a favorable work record showing few complaints by guests, good work habits, and leadership qualities. Since there is only one bell captain’s position in each hotel, it may be a number of years before an opening A few thousand openings for bellmen are ex pected each year through the mid-1960’s. Most of these openings will arise primarily because of the need to replace young men who shift to other kinds of work. Since a promotion-fromwithin policy is followed by many hotels in advancing men from elevator operator to bell man jobs, chances for outsiders to enter yearround jobs as bellmen will be best in hotels which employ women as elevator operators, and in the increasing number of hotels with auto matic elevators. Many opportunities will also arise in resort hotels which are open only part of the year and hire college students and other young men for temporary jobs. Vacancies for beginners will also arise in small hotels, as ex perienced bellmen shift to jobs in better hotels where earnings from tips may be higher. Com petition among employed bellmen for the re latively few bell captain jobs that will become available in the future is expected to remain keen. Only slight growth in employment of bell men is likely in the long run. Some jobs will arise as new hotels and motor hotels are built and additions are made to existing hotels. The fast growing motel business will also provide some new jobs; however, because of the type of construction and the emphasis on informality, relatively few motels employ bellmen. (See introductory section to this chapter for information on Where Employed, Earnings and Working Conditions, Where To Go for More Information, and for additional information on Employment Outlook.) 639 HOTEL OCCUPATIONS Front Office Clerks (D.O.T. 1-07.) Nature of Work Most hotels employ one or more front office clerks to greet guests, rent rooms, handle mail, and do other work related to assigning rooms. Working “up front” in hotel lobbies, they deal directly with the public and help build a hotel’s reputation for courteous and efficient service. In small hotels and in motels, a front office clerk (who may be the owner) may not only rent rooms, issue keys, sort mail, and give in formation, but also do some bookkeeping and act as cashier. On the other hand, large hotels usually employ several front office clerks, who may be assigned to the following different kinds of jobs. Room or desk clerks (D.O.T. 1-07.60), mostly men, have the responsible job of renting rooms. They usually are the first of the front office clerical staff to greet guests. In assigning rooms, they must consider any preferences guests may express, and at the same time try to obtain maximum revenues for the hotel. Room clerks give information about hotel rates and the types of services available, and see that guests fill out registration forms properly. After registration is completed, room clerks sig nal bellmen to carry guests’ luggage. Key clerks (D.O.T. 1-07.20) issue and receive room keys. Reservation clerks (D.O.T. 1-07.50) acknowl edge room reservations by mail or telephone, type out registration forms, and notify the room clerk when guests are due to arrive. To keep room assignment records current, rack clerks (D.O.T. 1-07.40) insert or remove forms indi cating when rooms become occupied or vacant or when they are closed for repairs. They also keep housekeepers, telephone operators, and other personnel informed about changes in room occupancy. Other special clerks, such as mail and information clerks are employed in some hotels. In the largest hotels, floor super visors or floor clerks (D.O.T. 1-07.10) are as signed on each floor to handle the distribution of mail and packages and perform other inci dental duties. In all but the very largest hotels, front office clerks may be responsible for a combination of these various duties. They may have other duties as well, particularly when they work on late evening shifts. For example, the night room clerk may perform bookkeeping func tions or assist cashiers with their clerical work. Training, Other Qualifications, and Advancement Room clerk sees that guest fills out registration form. High school graduates who have some clerical aptitude and the personal characteristics neces sary for dealing with the public may be hired for beginning jobs such as mail, information, or key clerk. Neatness, a courteous and friendly manner, and ease in dealing with people are important personal traits for front office clerical workers. Men are generally preferred as room clerks and, in some hotels, for more routine front office jobs, since hotel managers, most of whom are men, are often selected from among the front office clerks. Typing and bookkeeping courses given in high school may be helpful, particularly for night-shift work where addi tional clerical duties are often performed, or for jobs in smaller hotels, where the front office 640 OCCUPATIONAL OUTLOOK HANDBOOK clerks often handle a variety of jobs. Although education beyond high school is generally not required for front office work, hotel employers are placing increasing emphasis on college training in selecting personnel, who may later be advanced to managerial positions. Front office clerks may improve their opportunities for promotion by taking home study courses, such as those sponsored by the American Hotel Association through the American Hotel Institute. Regardless of their educational background, most front office workers start out as key clerks or mail clerks, or in other fairly routine front office jobs. Sometimes outstanding employees in other types of hotel work*—for example, bellmen or elevator operators—may be transferred to such front office jobs. Inexperienced front office workers learn mainly through on-the-job experience. They usually have a brief initial training period during which their duties are described and they are given background information about the hotel, such as the location of rooms and the types of services offered. After new employees begin work, they receive help when necessary from the assistant manager or some experienced front office worker. Most hotels have a promotion-from-within policy for front office workers. Advancement depends on the individual’s personal character istics, his on-the-job performance, and, of course, on the number of openings that arise. A typical line of promotion might be from key or rack clerk to room clerk, to assistant front office man ager, and later to front office manager. Further opportunities exist for promotion to top man agerial posts which usually require many years of hotel experience. (See statement on Hotel Managers and Assistants later in this chapter.) Employment Outlook A limited number of openings in this rela tively small occupation will probably arise each year through the mid-1960’s. Most of them will be in beginning jobs which become vacant as a result of promotions. Some new jobs will be come available in cities where new hotels will be built or existing ones expanded. In addi tion, there will be new front office jobs in the hundreds of motor hotels and large motels that will open for business in the years ahead. Hotel employers will continue to hire women in a few front office jobs such as those of mail and information clerk and reservation clerk, but women’s chances for advancement to room clerk jobs and to managerial posts will probably remain limited. Women will find somewhat better opportunities in resort than in commer cial hotels. Front office clerks have relatively stable em ployment. The number of workers employed in this occupation does not tend to expand or con tract as sharply with changes in general eco nomic conditions as employment in many other hotel occupations and many other industries. (See introductory section to this chapter for information on Where Employed, Earnings and Working Conditions, Where To Go for More Information, and for additional information on Employment Outlook.) Housekeepers and Assistants (D.O.T. 2-25.21, .22) Nature of Work Hotel housekeepers have charge of the many kinds of work that must be done to keep guest rooms, meeting rooms, halls, and lobbies clean and attractive. The very great majority are women. They supervise the activities of maids, housemen, and other employees in their depart ment—which is, in many instances, the largest department of the hotel. They generally have charge of hiring and discharging employees under their supervision, help train new ones, keep employee records, and perform other duties which vary with the size and type of the hotel. Some housekeepers are employed in middle-size and small hotels, where they not only supervise the cleaning staffs but also do some of the maids’ work. In large hotels and smaller luxury-type hotels, the duties of execu- 641 HOTEL OCCUPATIONS Executive housekeeper overseeing reupholstering job. tive or head housekeepers are primarily ad ministrative. Besides supervising a staff which may number in the hundreds, they may prepare the budget for the housekeeping department; make regular reports to the manager on the condition of rooms, needed repairs, and sug gested improvements; purchase or assist in pur chasing supplies; take periodic inventories; and have responsibility for interior decorating work. Some executive housekeepers employed by large hotel chains may have special assignments such as reorganizing housekeeping procedures in an established hotel or setting up the housekeeping department in a new or newly acquired hotel. In many hotels, executive housekeepers are assisted by floor housekeepers who directly su pervise the work on one or more floors. Large hotels may also employ assistant executive housekeepers. The number and types of work ers in the housekeeping department depend, of course, on the size and kind of hotel. In some, the housekeeper supervises not only maids and housemen (who do the heavy cleaning and move furniture) but also a variety of specialized workers such as seamtresses, draperymakers, upholsterers, furniture refinishers, painters, and carpenters. Training, Other Qualifications, and Advancement Positions as executive housekeepers in hotels are usually filled either by promoting assistant or floor housekeepers, or by hiring people who have held positions of this kind in other hotels or in institutions such as hospitals. Maids and linen room attendants who have proved their ability by on-the-job performance and who have the personal characteristics necessary for su pervisory jobs are sometimes considered for jobs as floor or assistant housekeepers. They must be well informed about housekeeping duties and different kinds of cleaning supplies and equipment in order to organize work effi ciently and to train new employees. The execu tive housekeeper must also know about pur chasing equipment and supplies, be able to pre pare budgets, and sometimes do interior de corating. Although employment as a house keeper in a private household provides useful background, it does not generally qualify an individual to take over a job as hotel house keeper. No specific educational requirements exist for housekeepers. Individuals may obtain training in several ways, however, either for entry posi tions of this kind or for improving their oppor tunities for advancement to such positions. In 1961, specialized training in hotel administra tion, including courses in housekeeping, was available at several colleges, and at least one offered a bachelor of science degree with a major in housekeeping. In addition, some uni versities offer short summer courses or con duct evening classes in cooperation with the National Executive Housekeepers Association. Probably the most helpful courses are those emphasizing housekeeping procedures, person nel management, interior decorating, and the use and care of different types of equipment and fabrics. Employment Outlook Several hundred openings for housekeepers and their assistants are expected each year through the mid-1960’s. Most openings are ex pected to result from the need to replace house keepers who retire or leave the occupation for other reasons. A relatively large number of vacancies will occur because housekeepers are generally mature women, many of whom are near retirement age. Some openings for house 642 OCCUPATIONAL OUTLOOK HANDBOOK keepers will also rise in new city hotels as well as in the growing number of large luxury motels and motor hotels. Most of these openings will be filled by promotion, and as assistant house keepers and maids are advanced to fill them, there will be job openings in these two occu pations. However, since only one top job as housekeeper exists in each hotel, it is sometimes many years before an opening of this kind occurs in a given hotel. The best opportunities in this occupation will arise for women with administrative ability, specialized training in hotel housekeeping pro cedures, and a flair for interior decorating work. Housekeepers with hotel experience will also find employment opportunities in hospitals, clubs, college dormitories, and a variety of wel fare institutions. Employment in this occupa tion is relatively stable, because housekeepers occupy a key position in hotel management. (See introduction to this chapter for infor mation on Earnings and Working Conditions, Where To Go for More Information, and for additional information on Employment Out look.) Managers and Assistants (D.O.T. 0-71.13, .15; 0-97.63) Nature of Work Hotel managers have overall responsibility for operating their hotels profitably and at the same time providing maximum comfort for guests. Within the framework of policy set by owners or boards of directors, managers direct and coordinate the activities of the front office, kitchen and dining rooms, and the various de partments such as housekeeping, service, ac counting, personnel, purchasing, publicity, and maintenance. They make decisions on room rates, establish credit policy, introduce im provements in operations, and have final re sponsibility for dealing with many other kinds of problems that arise in connection with oper ating their hotels. Like many other managers of business enterprises, they may also spend considerable time conferring with business and social groups and participating in community affairs. In small hotels, the manager may perform much of the front office clerical work in addi tion to his administrative duties. In the smallest hotels and in many motels, the owners —often a husband-and-wife team—do all the work necessary to run the business. The general manager of a large hotel may have several assistants, each assigned an area of responsibility. An executive assistant may be employed to manage one or more departments and to assume general administrative responsi bility when the manager is absent. Because food Hotel manager checking table arrangements for large banquet. preparation and service is such an important part of the operation of most large hotels, a special manager is usually in charge of this department. (The occupation of restaurant manager is discussed in the chapter on Res taurant Occupations. See index for page num ber.) Managers of large hotels usually also em ploy a special assistant, known as sales manager, whose job is to promote maximum use of hotel facilities. Much of the sales manager’s time is spent traveling about the country explaining to 643 HOTEL OCCUPATIONS various groups the facilities his hotel can offer for meetings, banquets, and conventions. Since large hotel chains often centralize cer tain activities such as purchasing supplies and equipment and planning employee training programs, managers of these hotels may have fewer different duties than managers of large independently owned hotels. In hotel chains, managers may be assigned on a temporary basis to help organize work in a newly acquired hotel, or they may be transferred to established hotels in different States or in foreign countries. Training, Other Qualifications, and Advancement Managerial positions are usually filled by ex perienced men who have come up from the ranks. In accordance with the promotion-fromwithin policy followed by most hotels, indivi duals who have proved their ability, usually in front office jobs, may be promoted to assistant manager positions and eventually to general manager. Although successful hotel experience is gen erally the first consideration in selecting man agers, employers are placing increasing em phasis on a college education. Many believe the best educational preparation is that provided by the few colleges in the country which offer a specialized 4-year curriculum in hotel adminis tration, including study in the field of food man agement. Specialized courses in hotel work, available in a few junior colleges, and home study courses given by the American Hotel In stitute are also regarded as helpful. In colleges offering a specialized 4-year cur riculum in hotel management, the courses in clude hotel administration, hotel accounting, economics, food service management and cater ing, and hotel engineering (plumbing and heating systems, refrigeration, and electrical equipment). In addition, students are encour aged to study foreign languages and other sub jects of cultural value such as history, philos ophy, and literature. They are also required to spend three summer vacations working in hotel or restaurant jobs—for example, as busboys or bellmen, room clerks, or sometimes as assistant managers. The experience and contacts with employers gained in these jobs may enable young people to obtain better hotel positions after graduation. Young men with specialized training often start in front office clerical jobs but, as a rule, are advanced to assistant managerial posts more rapidly than clerks without this kind of train ing. Several years of experience are generally required to advance to top managerial positions. An increasing number of employers are requir ing some experience in food operations. Chances for advancement may be somewhat better in hotel chains than in independent hotels, since persons may be selected to fill vacancies which arise in any hotel in the chain as well as on the central management staff. Company training programs for managers are a recent development in hotels. Some large hotels have established special programs for management trainees who are college graduates or for less highly trained personnel promoted from within. Such programs consist mainly of on-the-job training assignments in which the trainee is rotated among jobs in the various hotel departments. In addition, some large hotels provide financial assistance to outstand ing employees for college study. Employment Outlook Well-qualified young people will find good op portunities through the mid-1960,s to obtain entry positions offering the possibility of pro motion to managerial work. There is likely to be keen competition for the relatively few pro motional opportunities that become available each year, however. Young men with college degrees in hotel administration will probably have preference for good entry positions and later advancement, particularly if they can handle food management or can qualify as sales managers. In the long run, the number of hotel managers is expected to increase moderately. New posi tions will arise as new hotels are built and old ones enlarged, and as the number of luxury motor hotels and motels continues to increase. However, most of the openings for manage ment personnel during the next decade will prob ably result from the need to fill vacancies re sulting from turnover. For general managers, 644 a limited number of openings can be antici pated, primarily because of retirements and deaths; for assistant managers, a somewhat greater number of openings will arise, princi pally because of promotions or transfers to other fields of work. Salaried hotel managers make up a relatively small occupational group, however, and occupational growth and turnover, OCCUPATIONAL OUTLOOK HANDBOOK combined, can be expected to create only a limited number of job opportunities for new comers. (See introductory section of this chapter for information on Where Employed, Earnings and Working Conditions, Where To Go for More Information, and for additional information on Employment Outlook.) OCCUPATIONS IN THE INDUSTRIAL CHEMICAL INDUSTRY The industrial chemical industry has devel oped, in just a few decades, into one of the great manufacturing industries in the country, with more than 10,000 products. The products of this industry are used by almost all other manu facturing industries. The industrial chemical industry is also important to our defense ac tivities since materials for munitions, roc kets, and other military supplies require many types of industrial chemicals. In 1960, nearly 450,000 wage and salary workers were employed in the industrial chem ical industry in a wide range of occupations. Requirements for jobs vary from graduate college degrees for some scientists and engi neers to a few days of on-the-job training for some plant workers. Nature of the Industry The industrial chemical industry is made up of plants which manufacture organic and in organic chemicals. These chemicals are known as “industrial chemicals” because they are used mainly by other industries as raw materials or as processing agents to make their own products. Industrial chemicals are unlike other chemical products, such as drugs, paints, and fertilizers, which are sold directly to the consumer with out further processing. Industrial chemical plants make organic chemicals from raw materials obtained from the remains of prehistoric life such as coal, pe troleum, and natural gas, or from living ma terials such as agricultural and forest products. Some products of organic chemicals such as synthetic fibers (nylon, rayon, and orlon), syn thetic rubber, and plastics are well known. Those less well known to the public are benzene, acetone, and formaldehyde. Among the princi pal users of organic chemicals are the textile, plastic products, rubber, and food-processing industries. Inorganic chemicals which come from non living matter, such as salt, sulfur, mineral ores, and limestone, are basic materials for making, or helping to make, other chemicals as well as steel, glass, paper, gasoline, and other products. More than 1,200 plants in the United States make industrial chemicals. Chemical plants are usually located on the outskirts of industrial centers. Sometimes, plants are built near the source of raw material; for example, plants which produce chemicals made from petroleum and natural gas are located near the oilfields of Texas, California, and Louisiana. Industrial chemical workers were employed in plants in every State, but over two-thirds of these workers were in 10 States. The largest numbers were employed in Tennessee, New Jersey, and Texas. Other States in which, large numbers of industrial chemical workers were found were New York, Virginia, West Virginia, Pennsylvania, Michigan, Ohio, and Delaware. The manufacture of chemicals differs from the manufacture of other types of products. Most industries start with a raw material (such as wood or metal) and make it into a product (such as a chair or a nail). The raw material can be identified in the final product. The chemical industry, however, makes products that are completely unlike the raw materials that are used to make the products. For example, by combining and rearranging the molecules (the smallest particle of a compound) found in coal, air, and water, the chemical in dustry can produce nylon, a product that has no resemblance to any of its raw materials. A modern chemical plant is made up of huge towers, tanks, and buildings linked together by a network of pipes. These structures contain the various pieces of equipment needed to pro645 646 OCCUPATIONAL OUTLOOK HANDBOOK ducing them, the industrial chemical industry employs a large number of chemists; chemical, mechanical, and electrical engineers; laboratory assistants; draftsmen; and other scientific and technical personnel. Employees in some admin istrative jobs, such as purchasing agent, sales man, and patent attorney, often have some scientific background. Chemical companies have many other administrative and profes sional employees, including accountants, per sonnel officers, and lawyers. Also employed are large numbers of clerical workers, such as book keepers, stenographers, typists, and office ma chine operators. About 56,000 women worked in industrial chemical plants in 1960, mainly in clerical jobs. Some women work in chemical laboratories as research chemists or as laboratory technicians and assistants. In a few industrial chemical plants, they may be employed as chemical oper ators or as packers. Chemical operator regulating controls for temperature, pressure, and flow of chemicals. cess raw materials into chemical products. Raw materials go through several processing opera tions such as drying, heating, cooling, mixing, evaporating, and filtering. Between each opera tion, the materials, which are usually in liquid or gas form, flow through pipes. Throughout these operations, automatic control devices re gulate the flow of materials; the combination of chemicals; and the temperature, pressure, and time needed for each operation. These con trol devices make it possible for tons of material to be processed in one continuous operation with little manual handling of materials. Occupations in the Industrial Chemical Industry Workers with many different levels of skill and education are employed in the plants, offices, and laboratories of industrial chemical firms. About two-thirds of the employees work in plant occupations, mainly in processing and maintenance jobs. Because of the highly tech nical nature of its products and methods of pro Plant Occupations. Chemical plants workers can generally be divided into three major occu pational groups: production workers who operate the chemical-processing equipment; maintenance workers who maintain, install, and repair machinery, pipes, and equipment; and other plant workers such as stock clerks, material handlers, and truckdrivers. Process equipment operators and their helpers are the largest occupational group in the in dustrial chemical industry. Many of these oper ators are highly skilled workers. Chemical oper ators (D.O.T. 4-51.600 through .699, 4-51. 705 through .949, 4-52.350 through .399, 452.500 through .899, 6-51.600 through 699, 6-51.750 through .949, 6-52.350 through .399, 6-52.500 through .899) control the various pieces of equipment which convert raw mate rials into chemical products. Operators are responsible for carrying out the instructions given to them by the supervisor in charge. Operators set dials on devices that measure the exact amount of materials to be processed and that control the temperature, pressure, and flow of materials. They keep a record of the operations and report any sign of breakdown of the equipment. From time to time, chemical operators may use instruments OCCUPATIONS IN THE INDUSTRIAL CHEMICAL INDUSTRY 647 ment; and instrument repairmen who install and repair electric and electronic instruments and control devices. In some chemical plants, the duties of several maintenance jobs may be combined into a single job and performed by one maintenance man. Plant workers who do not operate or maintain equipment perform a variety of other tasks in industrial chemical plants. Some workers drive trucks and tractors to make deliveries to various parts of the plant; some load and unload ma terials on trucks, trains, or ships; and other workers keep inventory records of stock and tools. The industry also employs custodial workers such as guards, watchmen, and janitors whose jobs are similar to those in other in dustries. Chemical operator drawing off samples of a chemical for testing in the laboratory. which measure and test chemicals or they may send samples of chemicals to laboratory tech nicians in the testing laboratory. They may be assisted by other chemical operators of less skill as well as by helpers. Sometimes, chemical operators are classified according to the type of equipment they operate, such as filterer, grinder, or mixer. The industry employs many skilled mainten ance workers because the manufacture of in dustrial chemicals requires a large amount of complicated equipment and because high tem peratures and pressures greatly increase the wear on this equipment. Included in the group of maintenance workers are pipefitters who lay out, install, and repair pipes and pipefittings; maintenance machinists who make and repair metal parts for machines and equipment; elec tricians who maintain and repair wiring, motors, switches, and other electrical equip Scientific and Technical Occupations. The in dustrial chemical industry is one of the Nation’s largest employers of scientific and technical personnel. About 1 out of every 10 employees in this industry is in some activity requiring scientific, engineering, or technical training. About half of these employees work in labora tories to develop new chemical products and new methods of production as well as to per form basic research. About a fourth supervise the production of chemicals and other plant operations. The remaining scientific and tech nical personnel are in analysis and testing work, and in administrative or technical sales posi tions. Chemists and chemical engineers make up the largest proportion of scientific and technical per sonnel in the industrial chemical industry. Many chemists work in research and develop ment laboratories. A large number work in production departments, analyzing and testing chemicals in order to control their quality dur ing processing. Some chemists are supervisors of plant workers; others are technical salesmen, technical writers, or administrators whose posi tions require technical knowledge. Chemical engineers apply their knowledge of both chemistry and engineering to the design, construction, operation, and improvement of chemical equipment and plants. They convert processes developed in a laboratory into largescale production methods, using the most eco 648 OCCUPATIONAL OUTLOOK HANDBOOK nomical manufacturing techniques. Some chemical engineers are employed in production departments and others are in technical selling and writing jobs. Other types of engineers are also employed in industrial chemical firms. Mechanical engi neer's design and lay out power and heating equipment, such as steam turbines. They also build nuclear reactors which are used in re search laboratories for the study of chemical reactions. They often supervise the installa tion, operation, and maintenance of chemical processing equipment. Electrical engineers de sign and develop electrical and electronic ma chinery and equipment, such as control devices and instruments, as well as facilities for gener ating and distributing electric power. In addition to the large number of such pro fessional personnel, the industry employs many technical assistants such as laboratory techni cians, chemical technicians, draftsmen, and engineering aids. Laboratory technicians as sist chemists and engineers in research and development work and in production control. They may perform simple routine tests or ex periments, or do highly technical testing and analyses of chemical materials, depending on their training and experience. Much of the work of laboratory technicians consists of con ducting tests and recording the results—often in the form of simple reports, charts, or graphs —for interpretation by chemists and chemical engineers. Administrative, Clerical, and Related Occupcvtions. The industrial chemical industry em ploys a variety of administrative, clerical, and other white-collar workers. Many high-level administrative and management positions are filled by men with training in chemistry or chemical engineering. At the top of the ad ministrative group are the executives who make policy decisions concerning matters of finance, types of products to manufacture, and loca tion of plants. To make such decisions, execu tives require the help of a large body of specialized personnel. Some of these workers are accountants, purchasing agents, sales rep resentatives, lawyers, and personnel employed in such activities as industrial relations, public relations, transportation, advertising, and market research. Other workers are required to assist these specialized administrative work ers. For example, clerical employees keep rec ords on personnel, payroll, raw materials, sales, shipments, and plant maintenance. (Detailed discussions of professional, techni cal, mechanical, and other occupations found in the industrial chemical industry, as well as in many other industries, are given elsewhere in this Handbook, in the sections covering the individual occupations. See index for page numbers.) Training, Other Qualifications, and Advancement Laboratory technician testing samples. The industrial chemical industry generally hires inexperienced workers for processing and maintenance jobs and trains them on the job. Companies in the industry usually prefer to hire young workers with some high school education. In many plants, a new worker is sent to a labor pool from which he is assigned to such jobs, as filling barrels and moving materials. After several months, he may be transferred to one of the processing departments when a vacancy occurs. As he gains experience and OCCUPATIONS IN THE INDUSTRIAL CHEMICAL INDUSTRY know-how, he moves to more skilled jobs in his department. Thus, he may advance from laborer to chemical operator helper, to assistant chemical operator, and eventually to skilled chemical operator. Skilled process workers are rarely recruited from other plants. Most maintenance jobs are filled by men who are trained on the job in the plant. Experienced men are sometimes hired when no qualified trainees are available. Many industrial chemi cal companies have training programs to meet the needs of their maintenance shops. These programs may last from a few months to several years and include mainly on-the-job training and some classroom instruction related to the trainees’ particular work. Instrument repair trainees often learn how to assemble and repair instruments in the factories which manu facture them. Many companies encourage skilled maintenance workers as well as trainees to take courses related to their jobs in local vocational schools and technical institutes, or to enroll in correspondence courses. Upon the successful completion of these courses, some companies reimburse the workers for part or all of the tuition. The minimum educational requirement for entry into scientific and engineering jobs in the industrial chemical industry is a bachelor’s de gree in chemistry, engineering, or other techni cal field. For jobs in research laboratories, ap plicants with advanced degrees are generally preferred. Some companies have formal train ing programs for young college graduates with engineering or scientific backgrounds. These men work for brief periods in the various divi sions of the plant to gain a broad knowledge of chemical manufacturing operations before be ing assigned to a particular department. Other firms immediately assign junior chemists or en gineers to a specific activity—research, process development, production, or sales. Technicians in the industrial chemical in dustry qualify for their jobs in many different ways. Most workers become technicians through on-the-job training and experience only. Generally, industrial chemical firms select young men from their labor pool and give them training while working at one of the technician jobs. Sometimes, technicians may be sent to 649 a technical institute for training, usually at company expense. Other men and women qual ify for such jobs by obtaining formal education in technical institutes or junior colleges. Stu dents who have not completed all requirements for a college degree, especially those who have received some education in mathematics, science, or engineering, are tfften employed in technician jobs. Laboratory technicians begin their work in routine jobs as assistants and advance to jobs of greater responsibility after they have ac quired additional experience and have shown their ability to work without close supervision. Inexperienced draftsmen usually begin as copy ists or tracers. With additional experience and training, they may advance to more skilled and responsible jobs as draftsmen. Administrative positions are frequently filled by men and women who have college degrees in business administration, marketing, account ing, economics, statistics, industrial relations, or other specialized fields. Some companies have advanced training programs in which they give their new employees additional training in their chosen specialties. Most industrial chemical firms employ people who have had commercial courses in high school or business schools as clerks, bookkeepers, stenographers, and typists. Although the quali fications for and the duties of administrative, sales, clerical, and related occupations in this industry are similar to those in other industries, a knowledge of chemistry is often helpful. This is especially true of those sales jobs in which it is often necessary to give technical assistance to customers. Employment Outlook The industrial chemical industry is expected to provide many thousands of job opportunities for new workers each year during the 1960’s. Many of these openings will result from the ex pected rapid expansion of the industry. Large numbers of job openings for new workers will also be created by retirements, deaths, or trans fers to jobs in other fields of work. Retirements and deaths alone will probably provide, on the 650 OCCUPATIONAL OUTLOOK HANDBOOK average, about 7,000 to 9,000 openings for new workers each year during the 1960-70 decade. The industrial chemical industry has vast potential for further gains from its research activities. This dynamic industry has far out stripped most other major industries in the de velopment of new products. Some of these prod ucts, such as plastics and synthetic fibers, have not only created completely new markets, but have competed successfully in markets pre viously dominated by wood, natural textile fibers, and metals. They are expected to continue to make inroads in these markets. A plentiful supply of the raw materials used in chemical manufacturing is also favorable to the industry’s future growth. The development of nuclear energy will greatly stimulate expansion in the industrial chemical industry. Not only will other chemicals be required for the manufacture of radioactive materials, but these radioactive sources hold promise for new chemicals to be made by processes not yet developed. Industrial chemical production has grown tremendously in the past two decades; employCHART 30 PRODUCTION HAS BEEN INCREASING FASTER THAN EMPLOYMENT IN THE INDUSTRIAL CHEMICALS INDUSTRY..... Index (1947-49=100) ment has also increased but at a much slower rate. For example, between 1950 and 1960, the number of industrial chemical workers rose nearly 50 percent in contrast with output, which more than tripled. (See chart 30.) The major reason for this difference is the industry’s emphasis on improved methods of making chem icals. The widespread use of automatic process ing and control equipment in industrial chemi cal plants has enabled the industry to increase its production considerably with a relatively small addition of labor. During the 1960’s, in dustrial chemical output will expand greatly, resulting in a continued growth in the number of employees. All major occupational groups in the industry are expected to grow, but some will increase faster than others. The number of technical and administrative jobs is expected to increase more rapdily than the number of plant (proc essing and maintenance) workers, continuing recent trends in this industry. Continued em phasis on research and development and greater complexity of products and processes are ex pected to increase the need for chemists, engi neers, technicians, and other technical person nel. Most of the demand for additional plant workers will be for maintenance workers, such as instrument repairmen, pipefitters, electri cians, and maintenance machinists, because of the increasing use of instrumentation and auto matic equipment in processing operations. Proc ess equipment operators will continue to be the largest occupational group in the industry, al though employment of these workers is not ex pected to increase as much as the employment of maintenance and repairmen. Earnings and Working Conditions Preliminary. Production workers in the industrial chemi cal industry are among the higher paid factory workers. In January 1961, workers employed in inorganic chemical plants averaged $117.58 a week, or $2.84 an hour, and those working in organic chemical plants averaged $110.98 a week, or $2.72 an hour. In comparison, average weekly earnings in all manufacturing industries for the same period were $90.25, or $2.32 an OCCUPATIONS IN THE INDUSTRIAL CHEMICAL INDUSTRY hour. Average earnings in the industrial chemi cal industry are high because of the large pro portion of workers in skilled occupations. Entry salaries for chemists and chemical en gineers in the industrial chemical industry were among the highest in American industry, according to a 1960 survey conducted by the American Chemical Society. In this industry, the average starting salary was $500 a*month for chemists with a bachelor's degree, and $520 a month for chemical engineers ,with a bache lor's degree. Chemists and cherriical engineers with graduate degrees received higher starting salaries. Earnings data for other engineers and scientists in this industry are not available. Paid vacations are universal in this industry and are generally based on length of service. Workers generally receive 1 week vacation after 1 year of employment, 2 weeks after 5 years, and 3 weeks after 12 years. A majority of the workers are covered by insurance plans. These plans include life, sick ness, accident, hospitalization, and surgical in surance. Practically all plants have pension plans. Many chemical workers are employed in plants that operate around the clock—three shifts a day, 7 days a week. Owing to the wide spread industry practice of rotating shifts, process workers can expect to work the second or third shift at one time or another. Nearly all workers receive extra pay for shift work, usually 7 to 10 cents more an hour for the second shift, and 12 to 15 cents more an hour for the third or night shift. Very few mainte nance workers are employed on these shifts. Work in the industry has little seasonal varia tion and regular workers have year-round jobs. With the exception of work performed by laborers and material handlers, most industrial 651 chemical jobs require little physical effort. Much of the plant work involves tending, in specting, repairing, or maintaining machinery and equipment since most of the process opera tions are controlled automatically or semiautomatically. Some workers climb stairs and lad ders to considerable heights in the course of their duties. Other jobs are performed out of doors in all kinds of weather. In some plants, workers may be exposed to dust, disagreeable odors, or high temperatures. Chemical companies, however, have reduced the discomforts arising from these conditions by installing ventilating or air-conditioning sys tems. Safety measures such as protective cloth ing, warning signs, showers and eye baths near dangerous work stations, and first-aid stations have also reduced hazards. These measures have helped to make the injury-frequency rate (num ber of disabling injuries for each million man hours worked) in the industrial chemical in dustry about half that of all manufacturing industries. Most production workers in the industrial chemical industry are members of labor unions. The leading unions are the International Chemi cal Workers Union; Oil, Chemical and Atomic Workers International Union; and District 50, United Mine Workers of America (Ind.). Where To Go for More Information Further information concerning jobs, proc esses, and working conditions in the industrial chemical industry can be obtained from the following sources: Manufacturing Chemists’ Association, Inc., 1825 Connecticut Ave. NW., Washington 9, D.C. International Chemical Workers Union, 1659 West Market St., Akron 13, Ohio OCCUPATIONS IN THE INSURANCE BUSINESS Insurance is a multibillion dollar business, employing about 1 million people in 1959—more than the number employed by such great in dustries as automobile manufacturing or tele phone and telegraph. It offers many job op portunities for young people who have just finished school, as well as for experienced workers. More than 1,400 life insurance companies and. approximately 3,500 property and casualty in surance companies were in operation in 1960. They conducted their businesses in main offices, commonly called “home” offices, and in thou sands of local sales offices or agencies in cities and towns throughout the country. Local offices may be operated as branches of the insurance companies whose policies they sell, or they may be operated by agents and brokers in business for themselves. Nature of the Business Nearly 3 out of every 4 Americans, plus hundreds of thousands of business firms, hold one or more insurance policies. People can buy policies which will provide them with money in their retirement, or give their heirs an income or a lump sum of money after their death. They can also take out insurance against loss or damage to almost anything they consider valu able, from a prized possession such as a fine camera or a fur coat to a giant factory and all the equipment in it. These and many other kinds of insurance are classified into two broad categories—life insurance, and property and casualty insurance. Although some companies sell insurance in both these fields—and the num ber of these companies is increasing—most companies specialize in one type of insurance or the other. Life insurance companies sell policies which not only give basic life insurance protection, but several other kinds of protection as well. 652 For example, the proceeds from some policies give policyowners an income when they reach retirement age or become disabled and have to stop working; other policies help policy owners meet the costs of educating their children when they reach college age; and still other spe cial life insurance policies give extra financial protection while the children in a family are young. Life insurance companies also sell ac cident and health insurance, which assists the policyholders in meeting medical expenses and sometimes provides them with other kinds of benefits when they are injured or ill. Policies sold by property and casualty insur ance companies provide financial protection against loss or damage to the policyholder's property—from hazards such as fire, theft, and windstorm. This insurance field also includes workmen's compensation and other forms of li ability insurance, which give financial protec tion to policyholders when they are responsible for injuries to other people or damage to other people's property. Property and casualty insur ance companies, like life insurance companies, may also sell accident and health insur ance. They also sell fidelity bonds, protecting employers against theft by employees who han dle large sums of money on the job. Many policies sold by life and by property and casualty companies—although by no means the majority—are group policies, each of which may cover anywhere from a very few individuals to many thousands. Policies pro viding retirement income, life insurance, and health and accident insurance are the kinds most likely to be sold on a group basis. Such policies have gained greatly in popularity in recent years. In life insurance alone, about 175,000 master group policies were in effect in the United States at the close of 1960, and they covered nearly 45 million individuals—or more than twice the number of people covered by group life insurance policies 10 years earlier. OCCUPATIONS IN THE INSURANCE BUSINESS Insurance Workers Since insurance companies are in business to sell policies, salesmen are a key group of em ployees and a relatively large one. About two out of every five insurance people are sales workers—chiefly agents, brokers, and others who sell policies directly to individuals and business firms. Agents and brokers are usually responsible for finding their own customers or “prospects”, and for planning each policy they sell so that it provides the special kind of pro tection required by the policyholder. (The chapter on Sales Occupations, elsewhere in this Handbook, includes statements on Life Insur ance Agents and on Property and Casualty In surance Agents and Brokers. See index for page numbers.) Behind every policy offered by an insurance company, there must be a carefully planned in surance program which is financially sound and meets any legal requirements that may ex ist. After a policy is sold, the insurance com pany must deal with any claims made by the policyholder, and keep records of the premiums paid the company and the benefits the company pays the policyholder. Most of this planning, recordkeeping, and other behind-the-scenes work is done in home offices and requires the services of three different employee groups— company officials and others in managerial po sitions ; professional employees; and clerical workers. People in managerial positions make up a considerably higher proportion of the employ ees in insurance companies than in many other kinds of businesses. About 1 out of every 10 insurance workers is in a position of this kind. Some are in charge of the local offices through which most insurance policies are sold. Others who work in home offices are company officials or administrators in charge of accounting, in vestments, loans, and other important home office work. The large-scale investment ac tivities of many insurance companies make fi nancial administration a particularly impor tant area of employment. Working closely with the managerial person nel in insurance companies are specialists who study insurance risks and coverage problems, 653 analyze investment possibilities, prepare finan cial reports, and do other professional work. Professional workers, employed mainly at home offices, represent about 1 out of every 20 insurance workers. Included among them is the actuary, whose job is unique to the insur ance field. Actuaries make statistical studies relating to various kinds of risks and, on the basis of these studies, determine how large the premium on each type of policy should be in order to keep company operations financially sound. (Further information on the profession of actuary is included in the chapter on Math ematics and Related Fields. See index for page number.) Most other professional employees in insurance companies do work which is fun damentally the same as the work performed in other industries by members of their pro fessions, although their specific duties some times differ because of the nature of the insur ance business. Many accountants, for example, are employed to deal with records and finan cial problems relating to premiums, invest ments, payments to policyholders, and other as pects of the business. Engineers work on prob lems connected with policies covering indus trial work accidents, damage to industrial plants and machinery, and other technical matters. Lawyers interpret the regulations which apply to insurance company operations, handle the settlement of some kinds of insur ance claims, and do other legal work. As more and more electronic computers are installed to handle office records, increasing numbers of programmers are being employed to plan the processing of data on this new equipment. Keeping track of millions of policies involves a vast amount of paperwork and occupies the time of hundreds of thousands of clerical work ers. Almost half of all insurance company employees are in jobs classified as clerical—a much larger proportion than in most other in dustries. Within the insurance business itself, moreover, these clerical workers make up the largest single employee group.. More than four out of five are women. A great many clerical workers—probably the majority—are secretaries, stenographers, and typists, or operators of bookkeeping and other kinds of office machines, or general office 654 Insurance companies employ many clerical workers. clerks. They do much the same kind of work in insurance companies as in business enter prises of all types. Other clerks, employed mostly in home offices, have specialized jobs found only in the insurance business. Among them are typists known as policy writers (D.O.T. 1-37.32) who copy onto policy forms from approved insurance applications the name of the policyholder, his address, the amount of the policy, the premium rate, and other information. Policy change clerks (D.O.T. 1-08.12) revise policies according to instruc tions from insurance agents as to changes in beneficiaries or policy amounts. Insurance checkers (D.O.T. 1-03.02) check the informa tion which has been entered on policies by oth er clerical workers, in order to be certain that the work is accurate and that changes have been correctly recorded. Some home office positions included in the clerical group call for considerable responsi bility and judgment and may require extensive knowledge of one or more phases of the insur ance business. Home office underwriters (D.O.T. 1-57.30), who review applications for insurance to decide the class of policy involved and select the appropriate premium rates, have positions of this kind. They may be assisted by OCCUPATIONAL OUTLOOK HANDBOOK undenuriter clerks (D.O.T. 1-05.01) assigned to this work as part of their training for more responsible office positions as underwriters. Claim adjusters (D.O.T. 1-57.40), who also hold responsible office positions, decide whether in surance claims are covered by the terms of the customer’s insurance policy and see that any payment due the policyholder is made on each claim. When necessary, they may conduct in vestigations of the circumstances which give rise to claims. All other groups of insurance company em ployees, combined, represent fewer than 1 out of every 20 workers in the industry. They in clude electricians, janitors, and others who do maintenance and custodial work similar to that required in other large business organizations. (This Handbook contains reports giving ad ditional information about many of the occu pations referred to above. See index for page references to the chapter on Clerical and Related Occupations and reports on: Accountants; En gineers; Lawyers; Programmers; and Mainte nance Electricians.) Where Employed The greatest numbers of insurance workers are to be found where home offices are located—particularly in Connecticut and Texas, and in metropolitan centers elsewhere— and in New York State, California, and other States which are heavily populated. However, many insurance workers are also employed in the agencies, brokerage firms, and other sales offices scattered in cities and towns in every section of the country. Almost all sales per sonnel work out of these offices. The majority of professional and clerical workers, on the other hand, are employed in company home offices. The total number of people working for life insurance companies and agencies is about the same as the total in the property and casualty field. Some life insurance companies are very large and employ thousands of workers. Com panies which deal mainly in property and cas ualty insurance, although more numerous than the life insurance companies, tend to be smaller. The vast majority of local agencies OCCUPATIONS IN THE INSURANCE BUSINESS 655 and sales offices are also small, regardless of the type of insurance they handle. wards certificates to individuals who success fully pass the Institute’s examinations. Several national, State, and local insurance associa tions offer home study training or evening courses in various aspects of the insurance business. Other courses, especially designed to help clerical employees gain a better under standing of the business, deal with the organ ization and operation of life insurance agency offices. They are given under the auspices of the Life Office Management Association Insti tute. Training, Other Qualifications, and Advancement Insurance offers job opportunities for people with very different educational backgrounds and talents. Some of the positions require a great deal of managerial and administrative ex perience and know-how, and others require col lege training in technical fields such as ac counting and engineering. In still other posi tions, the duties are routine and can be learned on the job. Graduation from high school or business school is regarded as adequate preparation for most beginning clerical positions. Courses in business subjects such as typing, business arithmetic, and the operation of office ma chines may also be valuable. One or another of these special skills is not only required for many jobs in insurance company offices, but this kind of training provides a background of informa tion which helps employees advance to more responsible office positions. Home office posi tions such as underwriter and claim adjuster are often filled by promotion in this way. For a position as a claim adjuster, some legal train ing in a college or university may also be help ful. Engineering, accounting, and other profes sional positions in insurance companies usu ally require the same kinds of college training as they do in other business firms. Collegetrained people are also given preference for ex ecutive and managerial positions, most of which are filled by promotion from within. In professional and managerial work requiring contact with the public, as well as in sales work and claim adjusting, it is important that the employee have a pleasant personality and that he be able to inspire confidence in his abil ity to look after customers’ interests. Insurance companies and associations of companies and agents offer several kinds of training programs designed to help employees prepare themselves for better jobs. The In surance Institute of America, for example, fur nishes study guides relating to the fundamen tals of property and casualty insurance and a Employment Outlook Many thousands of job openings can be ex pected in the insurance field each year during the 1960’s. The number of insurance workers has risen rapidly during recent years, and it will probably continue to mount at a con siderably faster rate than employment in many other industries. Besides the additional work ers needed to fill new jobs, insurance firms are likely to require many more thousands each year to fill positions that become vacant as em ployees retire, die, or leave their jobs for other reasons. A large proportion of the openings during the next decade will be for clerical workers; this large occupational group in cludes many young women who are likely to work only a few years and then leave their jobs to take care of their families at home. Turn over is also relatively high among insurance salesmen during their first years in the busi ness, and, since salesmen also make up a large occupational group, many vacancies can be ex pected in this kind of work as well. Both major branches of the insurance busi ness will share in the employment increase dur ing the 1960’s. In all likelihood, both will have a greater volume of business to handle. With population growth, there will be more private citizens needing life insurance, and wanting other kinds of policies such as those making financial provision for the education of their children and for their own retirement. In ad dition, some groups of people who do not now carry insurance may well become policy holders. Advances in medical science, for ex ample, are making life insurance available to 656 increasing numbers of individuals who were formerly rejected as poor insurance risks; and automobile liability insurance—already re quired by law in some States—may become compulsory for car owners in other States. Similarly, in the business world the need for property and casualty insurance will rise as new plants are built and new equipment is in stalled, and as the quantity of goods shipped to all parts of the country and the world in creases; and, as the coverage of State work men's compensation laws is broadened, more employers may need workmen's compensation insurance. For individuals as well as business firms, additional policy sales may also result as new kinds of hazards—for example, radiation hazards—create new kinds of insurance needs. Insurance employment will probably rise at a somewhat slower rate than the volume of business handled by insurance companies. It is becoming more and more common for com panies to issue “multiple-line" policies under which a variety of insurance risks are covered in a single policy rather than in separate poli cies, and this tends to reduce somewhat the workload of sales personnel in local offices and clerical employees in home offices. The antici pated increase in the number of group poli cies will have a similar effect on employment. Even more likely to cause changes in insurance company employment is the probability that more and more insurance companies will in stall electronic computers and other modern office equipment to process some of the routine paperwork now done by clerks. The total num ber of insurance company clerical workers is likely to continue to rise but the number of routine job openings will be relatively fewer than in the past, and jobs requiring special training—including machine operator posi tions connected with the new mechanical equipment—more numerous. Insurance workers have better prospects of regular employment than workers in many oth er industries. For most businessmen, property insurance of all kinds is a necessity in years of economic recession as well as in boom periods. Private individuals also attempt to retain as much basic financial protection as possible, even when incomes decline. OCCUPATIONAL OUTLOOK HANDBOOK Earnings and Working Conditions The many thousands of clerical employees in insurance companies include some in begin ning, routine jobs who earn considerably less than $50 a week, and other experienced employ ees such as claim adjusters who may earn up to four times as much. Information about the earnings of workers in many of the largest of fice occupations is available from a 1959-60 survey covering employees in insurance com panies, banks, and related businesses in 16 ci ties. The average earnings of women employed in beginning jobs as office girls and junior file clerks ranged from $45 a week in Dallas—1 of the 16 cities—to $58 in Chicago. In most cities, the averages for office boys were slightly higher than those for office girls or file clerks. Switch board operators, another fairly large group of women office employees, averaged from $52.50 a week in Washington, D.C., to $76.50 in Chica go; in the great majority of the 16 cities, how ever, their average earnings were between $60 and $70 a week. Secretaries, who averaged from $72.50 a week in St. Louis to $89.50 in New York City and in the Los Angeles-Long Beach area, were generally the highest paid of any of the women office workers covered by the survey. Among men in the occupations sur veyed, skilled accounting clerks and tab ulating machine operators usually had the highest average earnings; the city averages for these two groups ranged from $76.50 for senior accounting clerks in Boston to slightly over $100 a week for senior tabulating machine op erators in Chicago and the Los Angeles-Long Beach area. (The chapter on Clerical and Re lated Occupations gives additional information about the earnings of workers in most of the occupations referred to above, as well as in many other office occupations. See index for page numbers.) Starting salaries for professional workers are generally comparable to starting salaries for similar positions in other industries and businesses. It is not uncommon for specialists with years of experience in the insurance busi ness to receive annual salaries of $10,000 or more. Agents and brokers, unlike salaried pro fessional workers, depend chiefly on the com 657 OCCUPATIONS IN THE INSURANCE BUSINESS missions they earn. (See index for page refer ences to reports on Life Insurance Agents, and Property and Casualty Insurance Agents and Brokers.) Except for agents and brokers, who must sometimes plan their working hours to meet the convenience of their prospective customers, insurance company employees usually work regularly scheduled hours. Most of them work between 37 and 40 hours a week. The number of holidays with pay is somewhat more liberal than in most other industries. Employees who have completed 1 year of service generally re ceive 2-week paid vacations. Some companies allow 3-week vacations after 10 or 15 years of service, and 4 weeks after 20 or 25 years. Many insurance company workers are covered by group life insurance and participate in group plans providing retirement income, hospitaliza tion, and surgical benefits. Where To Go for More Information General information on employment oppor tunities and requirements may be obtained from the personnel departments of major insurance companies or from insurance agencies in local communities. Other information on careers in the insurance field is available from: Institute of Life Insurance, 488 Madison Ave., New York 22, N.Y. Life Office Management Association, 110 East 42nd St., New York 38, N.Y. Insurance Information Institute, 60 John St., New York 38, N.Y. For additional information on the salaries of clerical workers in finance industries, in cluding insurance, see: Wages and Related Benefits, 60 Labor Markets, 1959-60, Bureau of Labor Statistics Bulletin 1265-62, (1961), Superintendent of Documents, Washington 25, D.C. Price 70 cents. OCCUPATIONS IN THE IRON AND STEEL INDUSTRY There is hardly a product in daily use that has not been made from steel, or by machinery made of steel. The Nation's high and rising standard of living, its industrial might, and its military strength depend largely on its ability to produce great quantities of steel. In 1960, steelmakers produced more than 99 million tons of steel—26 percent of the world's output of this vital metal. The iron and steel industry is one of the Nation's largest employers. About 570,000 wage and salary workers were on the payrolls of the industry's more than 300 plants in 1960. Employees work in a broad range of jobs re quiring a wide variety of skills—from unskilled to technical and professional jobs. Many of these jobs are found only in iron and steel making. The production of iron and steel consists of a closely related series of production processes. First, iron ore is converted to molten iron in blast furnaces. The molten iron is poured into “hot metal cars" and either transported directly to the steelmaking department, or cast into “pigs" (iron in bar form) for use by foundries or by steel mills that do not produce their own iron (see chart 31). Molten iron or pig iron is then converted into steel in various types of steelmaking furnaces. Finally, the steel is rolled into basic products, such as plates, sheets, strips, rods, bars, rails, and structural shapes. These products are usually sold to manufac turers who further process the semifinished steel. However, many plants carry the manu facturing processes beyond the rolling stage to produce finished products, such as tinplate, pipe, and wire rope. (This chapter does not describe the mining of coal, iron ore, limestone, and other raw materials used to make steel, or the casting, stamping, forging, machining, or fab rication of steel. These activities are not clas sified in the basic iron and steel industry, which 658 consists of blast furnaces, steel works, and rolling mills.) Because iron and steel are produced in huge quantities, the industry uses gigantic processing equipment. Modern blast furnaces are some times more than 200 feet tall (about as high as a 20-story building). A single blast furnace may produce up to 500 tons of iron in each production cycle of about 4 to 5 hours. The several different types of furnaces used to con vert iron into steel are also immense. For ex ample, open-hearth furnaces, used to make most steel, may be 70 feet long and 20 feet wide or even larger. Limestone and scrap metal are loaded into open-hearth furnaces by enormous electrically operated “charging" machines. After the initial charge is heated, molten iron is poured into open hearths from huge, craneoperated ladles. Seven or eight hours later, molten steel is “tapped," or emptied from the furnace into other giant ladles, which are moved by a crane to a pouring platform where the steel is “teemed," or poured, into ingot molds. The rolling equipment which forms steel into various shapes is hundreds of feet long. Some of the steel cylinders, or “rolls," used in this equipment may weigh 40 or 50 tons. Steel companies differ in the number of opera tions they perform. Many of them, known as integrated companies, produce their own coke from coal, reduce ore to pig iron, make steel, and form the steel into products by rolling and other finishing methods. Such companies ac count for the bulk of total steel production and employ most of the industry's workers. Another group of companies make various types of steel from steel purchased from other companies. A third group rolls and finishes purchased steel. A fourth type makes only pig iron to be sold to small steel plants and foundries. Most of the basic products made by steel mills are shipped to the plants of other indus- OCCUPATIONS IN THE IRON AND STEEL INDUSTRY CHART 31 THE STEELMAKING PROCESSES 659 660 tries, where they are made into thousands of different products. Some steel mill products, however, such as rails, pipe, wire, and nails, are produced in their final form at the mills. The leading steel consuming industries are the automobile, construction and building ma terials, containers, household appliances, and machine tool industries. Steel sheets are made into such things as automobile bodies, household appliances, and metal furniture. Steel bars are used to make parts for automobiles and machinery, and tc reinforce concrete in building and highway construction. Steel plates become parts of ships, bridges, heavy machinery, and railroad cars. Strip steel is used in the manufacture of such items as pots and pans, automobile body parts, razor blades, and toys. Tin coated steel, known as “tinplate,” is used primarily to make “tin” cans. Individual plants in this industry typically employ a large number of workers. More than two-thirds of all the industry’s employees work in plants which have more than 2,500 wage and salary workers. Some plants have more than 20,000 employees. However, other plants em ploy fewer than 100 workers, particularly those which make highly specialized steel products. Iron and steel industry plants are located mainly in the northern and eastern parts of the United States. The Pittsburgh-Youngstown, Pa., area is the country’s largest steel-producing area. In the East, there are large plants in Buffalo, N.Y., and Johnstown, Bethlehem, and Morrisville, Pa. The Nation’s largest steel plant is located at Sparrows Point, near Baltimore, Md. The Great Lakes region has many impor tant steel centers, particularly the Chicago and Cleveland areas. Much of the steelmaking in the South is in the vicinity of Birmingham, Ala. Since the early 1940’s, steelmaking facili ties have been expanded greatly in the Far West. About three-fourths of the industry’s workers are employed in five States—Pennsylvania, Ohio, Indiana, Illinois, and New York. Nearly a third are in Pennsylvania. OCCUPATIONAL OUTLOOK HANDBOOK Occupations in the Industry Workers in the iron and steel industry hold more than 1,000 different types of jobs. Many of them are directly engaged in making iron and steel and converting it into partly finished and finished products. Others take care of the vast amount of machinery and equipment used in the industry, operate cranes and other equip ment which move raw materials and steel prod ucts about the plants, or perform other kinds of work. In addition, many workers are needed to do the clerical, sales, professional and technical, administrative, and supervisory work connected with the operation of steelmaking plants. About four-fifths of all employees in the iron and steel industry in 1960 were plant workers. These workers were directly concerned with the production of iron and steel, the maintenance of plant equipment, and the movement of ma terials within and among plant departments. Semiskilled workers made up almost half of all production workers; approximately threetenths were skilled workers, including foreman; and about one-fifth were unskilled workers. Clerical and sales workers accounted for roughly two out of every three office workers in iron and steelmaking plants. About one out of every four of the office workers were employed in professional and technical jobs, and roughly 1 out of every 10 in administrative occupations. Most iron and steel workers are men, since much of the work is strenuous. However, the physical labor involved in steelmaking has been reduced through mechanization of production processes. Approximately 4 percent of the in dustry’s workers are women. About half of them are employed in production jobs such as craneman, machine operator, assorter, and in spector; the rest are in office jobs, including research and other technical work. The iron and steel industry employs many Negroes. Some plants employ more Negroes than others, depending mainly on their geo graphical location. A large number work as laborers, but many are employed in skilled and semiskilled occupations. Processing Occupations. The majority of the workers in the iron and steel industry are em ployed in the many processing operations in OCCUPATIONS IN THE IRON AND STEEL INDUSTRY volved in converting iron ore into semifinished and finished steel products. In order to under stand better the types of jobs in the steel in dustry, brief descriptions of steelmaking oper ations and of the more important occupations, as they occur in the steelmaking process, are given below. Blast furnaces. The blast furnace, essenti ally, extracts molten iron (called “pig iron”) from iron ore. Alternate layers of iron ore, coke, and limestone are fed into the top of the fur nace. Hot air, blown in from the bottom of the furnace, rises through the mass of material and causes combustion. The gases formed by the burning of the coke combine with and remove the oxygen from the ore. Molten iron trickles down through the charge and collects in a pool at the bottom of the furnace. At the same time, the intense heat melts the limestone which combines with silica and other impurities in the iron ore and coke and forms molten “slag,” a waste material. This, too, trickles down through the charge and floats on top of the heavier molten iron. The slag and molten iron ore are separately tapped or “cast” from the blast furnace. A blast furnace operates continuously, 24 hours a day, 7 days a week, unless it has to be shut down for repairs or for other reasons. Molten iron is removed every 4 or 5 hours; slag is removed more frequently. The charging of iron ore, coke, and limestone into the furnace is a continuous operation. The raw materials used in blast furnaces are stored in a stock house below furnace level. Here stock house men or stock house larrymen (D.O.T. 7-40.050) load traveling stock or larry cars with raw materials from storage bins. They weigh all raw materials in accordance with a prearranged schedule, which depends upon the kind of hot metal desired. The loaded stock cars are emptied into waiting “skip cars,” which carry the materials up tracks to the top of the blast furnace where they are automatically dumped. Other stock house men or skipmen (D.O.T. 5-73.550), stationed on the ground be low, control the skip cars through electric and pneumatic controls. Stove tenders (D.O.T. 691.311) and their assistants operate huge, brickDigitized lined stoves which heat air for the blast furnace. for FRASER 661 They regulate valves to control the heating cycle of the stoves and regulate the flow of heated air to the furnace. The men who are responsible for the quantity and quality of iron produced are called blowers (D.O.T. 4-91.311). They direct the operation of one or more blast furnaces, including load ing and tapping the furnace, and regulating the air blast and furnace heat. Blowers carefully check the metal produced, periodically sending samples of the molten iron and slag to the lab oratory where quality tests are made and the results reported to the blower. Keepers (D.O.T. 4-91.321), under the direction of the blower, are responsible for tapping the furnace. They direct their helpers and cindermen or slaggers (D.O.T. 8-92.01) in lining (with sand) the troughs and runners through which the molten iron and slag are run off into waiting cars. In plants where both iron and steel are made, most of the molten iron is carried by “hot metal cars” or in giant ladles to the steelmaking fur naces. If the iron is to be shipped or stored, it is carried to a casting machine where it is cast into pigs (bars). Steel furnaces. The second major step in steelmaking is to convert the iron into steel. This is done in several ways. More than fourfifths of all steel is produced in open-hearth furnaces. Steel is also produced in oxygen con verters, electric furnaces, and in Bessemer converters. Open-hearth steel is produced by adding molten pig iron to previously charged and heated steel scrap and limestone and melting the mix ture in furnaces. It is possible to make from about 150 to more than 600 tons of steel per load or “heat.” The open-hearth process is so named because the saucer-shaped hearth, or floor of the furnace, is exposed to the sweep of the flames which melt the steel. A melter (D.O.T. 4-91.444) is in charge of one or more open-hearth furnaces and is re sponsible for the quality and quantity of the steel produced. Each heat of steel is made to specifications, which depend upon the end use for the steel. The melter makes the steel to the desired specifications by varying the propor tions of limestone, iron ore, scrap steel, and molten pig iron in the furnace, and by adding 662 Melter’s helper inserting jet tapper into open-hearth furnace tap hole. small amounts of other materials, such as car bon, manganese, silicon, copper, or aluminum. He supervises three grades of helpers—first (D.O.T. 4-91.445), second (D.O.T. 6-91.183), and third (D.O.T. 8-92.01). These helpers pre pare the furnaces for the heat, regulate furnace temperatures, take samples of molten steel for laboratory tests, direct the loading of various alloying materials, and tap the molten steel from the furnace into a ladle. One first helper is responsible for each open-hearth furnace. The charging machine operator (D.O.T. 691.181) runs an electrically controlled machine with a long steel arm which picks up, one by one, long steel boxes full of limestone, scrap, and other materials. The machine pushes each box through the open furnace doors, turns it upside down, and then withdraws it. The hot metal craneman (D.O.T. 5-73.030) operates a large overhead crane that picks up ladles of molten iron (which were filled at the blast fur naces) and pours the contents into the openhearth furnaces. After 7 to 8 hours, the heat of steel is ready to be tapped. The furnace crew, consisting of one or more helpers, knocks out a plug at the back of the furnace with a “jet tapper” (small explosive charge which is fired into the plug) OCCUPATIONAL OUTLOOK HANDBOOK which allows the molten metal to flow into a ladle. The slag, which floats to the top of the ladle, overflows into a smaller ladle, called a slag pot. The molten steel is then poured from the ladle into ingot molds (hollow cast iron forms). A ladle craneman (D.O.T. 5-73.030) operates an overhead crane which picks up the ladle and moves it over a long row of ingot molds resting on flat-bottom cars. The steel pourer (D.O.T. 4-91.651) operates a stopper on the bottom of the ladle to let the steel flow into the molds. As soon as the steel in the molds has solidified sufficiently, an ingot stripper (stripper-crane man) (D.O.T. 5-73.010 and .020), operating an overhead crane, removes the molds from the still-hot blocks of steel, called ingots, leaving the stripped ingots standing to cool on the “in got buggies” (four-wheel cart running on rails). Nearly 12 percent of all steel made in 1960 was produced in electric furnaces and oxygen converters, and this proportion is expected to increase rapidly in the years ahead. In electric furnaces, steelmaking can be controlled very closely. Consequently, such furnaces are being used increasingly to produce high quality and high alloy steels. Oxygen converters can make steel faster than any other furnaces currently in use. The electric furnace is a circular steel shell that resembles a huge tea kettle. It is mounted on rockers so that it can be tilted to pour off molten metal and slag. The furnace is lined with heat-resistant brick. Large cylinder shaped columns of carbon, called electrodes, conduct electric current from the power source to the metal charge. They extend down through the top of the furnace to within inches of the metal, usually scrap steel. When current is turned on, electric arcs are struck between the electrodes and the scrap, providing heat to melt the charge. The oxygen converter, which has been intro duced in some steel making plants in recent years, is a melon-shaped, brick-lined, steel vessel which is held in an upright, stationary posi tion when operated. The furnace is tilted to receive, through a hole in its top, its charge of scrap metal, molten pig iron, and limestone. After the converter has been charged, a long OCCUPATIONS IN THE IRON AND STEEL INDUSTRY lance, or pipe, is lowered through the hole. Oxygen is blown through this lance, causing a chemical reaction which melts the entire charge and burns off impurities in the molten metal. The furnace is again tilted to allow the molten steel to pour out through a hole near the top. Steel made by the Bessemer process accounts for less than 2 percent of the total amount of steel produced in this country each year, having declined steadily over the past half century. Steel made by this method has qualities that are particularly favorable for making certain stee^ products, such as welded steel pipe and various types of wire; however, such qualities can be obtained today in open-hearth furnaces. Rolling and finishing. The third and final step in the production of steel is shaping. The three principal methods of shaping metal in steel plants are casting, forging, and rolling. In casting, molten metal is poured into a mold where it hardens into the exact shape of the mold. In forging, heated metal is hammered or pressed into the desired shape. Although con siderable amounts of forging and casting are done in steel plants, much is also done by other industries. About three-fourths of all steel products are shaped by the rolling process. In this method, heated steel ingots are squeezed longer and flatter between two cylinders or “rolls.” Before ingots of steel are rolled, they are heated to the temperature specified by the plant’s metal lurgist. The heating is done in large furnaces called “soaking pits,” accessible through doors in the plant floor. A heater (D.O.T. 4-88.081) controls the soaking pit operation. He directs helpers in heating the ingots to the specified temperature and, with the help of control equip ment, determines when they are ready for rolling. A soaking pit craneman (D.O.T. 573.010) operates an overhead crane, by means of electrical controls, to lift the stripped ingots from an ingot car and place them into the soak ing pit. When the ingots are sufficiently “soaked” with heat, the craneman removes the ingots and places them on ingot buggies, which carry them to the rolling machinery. Here, the ingots are rolled into semifinished shapes— blooms, slabs, or billets. Blooms are generally 663 more than 6 inches wide and 6 inches thick. Slabs are much wider and thinner than blooms. Billets are the smallest of these three shapes. Later, in the finishing operations, blooms, slabs, and billets receive their final rolling and pro cessing. The rolling of blooms illustrates the semi finishing process. In the blooming mill, as in other rolling mills, the ingot moves along on a roller conveyor to a machine which resembles a giant clothes wringer. A “two-high” bloom ing mill has two, heavy, grooved rolls which revolve in opposite directions. The rolls grip the approaching ingot and pull it between them, squeezing it thinner and longer. When the in got has made a “pass” through the rolls, the rolls are revolved in the opposite direction, and the ingot is fed back through them. Throughout the rolling operation the ingot is periodically turned 90 degrees by mechanical devices called “manipulators,” and passed between the rolls again, so that all sides are rolled. Guides, lo cated on each side of the roll table, properly position the ingot for entry into the rolls. This operation is repeated until the ingot is reduced to a bloom of the desired size. The bloom is then ready to be cut to specified lengths. A blooming mill roller (D.O.T. 5-92.301), the man in charge of the mill, works in a glass- Speed operator (one type of roller) controlling continu ous butt weld pipe mill while helper knocks off scale. 664 enclosed control booth, or “pulpit,” located above and directly over the roller line. His duties, which appear to consist principally of moving levers and pushing buttons, look rela tively simple. However, the quality of the prod uct and the speed with which the ingot is rolled depend upon his skill. The roller regulates the opening between the rolls after each pass. This requires long experience and a knowledge of steel characteristics. A manipulator operator (D.O.T. 4-88.012) sits in the pulpit beside the roller and coordinates his controls with those of the roller. Upon leaving the rolling mill, the red-hot bloom moves along a roller conveyor to a place where a shearman (D.O.T. 6-88.664) controls a heavy, hydraulically operated shear which cuts the steel into desired lengths. In a blooming mill with automatic (elec tronic) process controls, a rolling mill attendant is given a card which has been punched with a series of holes. The holes represent coded in formation and directions as to how the ingot is to be rolled. The attendant inserts the card into a card “reader,” then presses a button that starts the rolling sequence. The information in punched-card form governs the setting of the roll opening, the speed of the rolls, the number of passes to be made, and the number of times the ingot must be turned. When the automatic process is used, the roller’s function is shifted from operating the rolling controls to directing and coordinating the entire rolling process. This consists of heating, rolling, and shearing. After the steel is rolled into semifinished shapes—blooms, slabs, or billets—most of it is put through “finishing” operations. For exam ple, steel slabs may be reduced and shaped into rods, bars, plates, sheets, and strips. Even after additional rolling, some steels must be worked further. Some rods, for instance, are reduced to wire by drawing. Wire can be fur ther processed into wire rope, fencing, or other end products. Much sheet steel is further re duced by cold-rolling, and then it may be run through galvanizing or tinplating lines. Bars, skelp (a thick, narrow sheet), and plate can be formed into pipe of widely varying diameters. Equipment operator, inspector, and assorter, are among the major occupations in finishing OCCUPATIONAL OUTLOOK HANDBOOK operations; women are frequently employed in these jobs. An important occupation in wire making is the ivire drawer (D.O.T. 4-88.511). This worker hand pulls the pointed end of a steel rod through a die (a block of hard metal with a tapered hole in it). The rod end is then attached to a reel which, while revolving, pulls the rest of the rod through the die. As the rod passes through the die it is made thinner and longer and becomes wire, which is automatically coiled around the revolving reel. If extensive re duction of the rod is required, it is passed through a series of dies, each die reducing the diameter of the wire slightly. Pipe, both welded and seamless, is also an im portant steel mill product. In making welded pipe, the flat steel is fed into a machine which rolls it into tube shape; then the edges of the pipe are fused by continuous welding. Seamless pipe and tubing are formed from a solid billet of steel, called a tube round. In the seamless operation, the piercer-machine op erator (D.O.T. 6-88.351) passes a preheated tube round between two barrel-shaped rolls. The revolving rolls spin the tube round and force one end against a piercing plug or “mandrel.” The combined rolling action and the pressure of the rolls tend to make the steel draw apart providing space for the mandrel to enter. The mandrel smooths the inside walls and makes the diameter of the hole uniform. The making of tinplate, another important steel product, is essentially a rolling process in which steel slabs are rolled into long, thin sheets. These sheets are coated with tin as they are fed continuously through a electrolytic bath which deposits the thin tin coating on the steel. Maintenance, Transportation, and Plant Serv ice Occupations. Large numbers of support ing workers are required in steel plants. Some maintain and repair machinery and equipment, and others operate the equipment which pro vides power, steam, and water. Other groups of workers move material and supplies and per form a variety of service operations. In the machine shops, machinists and ma chine-tool operators make and repair metal parts for machinery or equipment. Die makers OCCUPATIONS IN THE IRON AND STEEL INDUSTRY use machine tools to form dies, such as those used in wire drawing units. Roll turners (D.O.T. 4-78.011) use lathes, grinders, and other machine tools to finish steel rolls to de sired shapes and sizes for use in the rolling mills. Millwrights maintain mechanical equipment. They overhaul machinery, and repair and re place defective parts. Electricians install elec tric wiring and fixtures and “hook up” elec trically operated equipment. Electrical repair men (motor inspectors) keep wiring, motors, switches, and electrical equipment in good opera ting condition and make repairs when electrical equipment breaks down. Electronic repairmen install, repair, and adjust the increasing number of electronic de vices and systems used in steel manufacturing plants. Typically, this equipment includes com munication systems, such as public address systems; closed-circuit television installations; electronic computing and data recording sys tems; and measuring, processing, and control devices, such as X-ray measuring or inspection equipment. Bricklayers (D.O.T. 5-24.130) repair and rebuild the brickwork in furnaces, soaking pits, and coke ovens, as well as mill buildings and offices. Pipefitters lay out, install, and repair piping which is used to carry the large amount of water, gas, steam, oil, air, oxygen, and acetylene used in the steelmaking process. Boilermakers test, repair, and rebuild heating units, locomotive boilers, storage tanks, sta tionary boilers, and condensers. Locomotive en gineers and other train crew members operate steam, diesel, or electric trains used to transport materials and products in the vast yards of iron and steel plants. Welders operate welding equipment to join together metal parts in re pairing and rebuilding plant machinery and in fabricating steel products. Skilled workers run the various boilers, turbines, and switchboards in the powerplants which provide the large amounts of power needed in steelmaking. Other types of maintenance and service oc cupations found in steel plants include carpen ter, cranemen, oiler, painter, instrument repair man, scale repairman, loader, rigger, greaser, janitor, and guard. Many laborers are employed 665 to load and unload materials and do a variety of cleanup operations. Administrative, Clerical, and Technical Occupa tions. Professional, technical, administrative, clerical, and sales workers accounted for ap proximately one-fifth of the industry’s total em ployment in 1960. Of these, the majority were clerical workers, such as secretaries, stenog raphers, typists, accounting clerks, and gen eral office clerks. Engineers, scientists, and technicians made up approximately one-fourth of the industry’s “white-collar” employment. Several thousand of these workers were engaged in research and development. The work of these employees is aimed at improving iron and steel products and processes. For example, research and develop ment workers are now developing alloy steels that are highly resistant to heat, extremely strong, and relatively light-weight, for use in space vehicles. Another important activity of these professional and semiprofessional workers is their continuing research directed to ward improving the quality of steel and toward developing special types of steel needed in mod ern industry. The technical specialists in iron and steel plants also include mechanical engineers whose principal work is the design, construction, and operation of mill machinery and material han dling equipment. Many mechanical engineers work in operating units where their jobs in clude, for example, determination of roll size and contour, rolling pressures, and operating speeds. Others are responsible for plant and equipment maintenance. Metallurgists and met allurgical engineers work in laboratories and in production departments where they have the important task of testing and controlling the quality of the steel during its manufacture. They also develop and improve the industry’s products and processes through research. Civil engineers are engaged in the layout, construc tion, and maintenance of steel plants and the equipment used for heat, light, and transporta tion. To design, lay out, and supervise the operation of electrical generating and distribu tion facilities which provide the power essential in modern steel mill operation is the task of 666 electrical engineers. These engineers are con cerned also with the operation of electrical machinery and electrical and electronic con trol equipment. Chemists work in the laboratories, making chemical analyses of steel and raw materials used in steel manufacture. Laboratory tech nicians do routine testing and assist chemists and engineers. Draftsmen prepare working plans and detailed drawings required in plant construction and maintenance. Employees in administrative, managerial, and supervisory occupations made up about 1 out of every 10 of the industry's white-collar workers. Among these employees are office managers, personnel workers, purchasing agents, plant managers, industrial* engineers, and other su pervisory workers. Working closely with these personnel were several thousand professional workers, other than scientists and engineers. By far, the largest group of these professional workers were accountants, but there were also many nurses, lawyers, economists, statisticians, mathematicians, librarians, and social workers. In addition, the industry employed several thou sand workers in sales positions. (Detailed discussions of professional, techni cal, mechanical, and other occupations found in the iron and steel industry as well as in many other industries are given elsewhere in this Handbook, in the sections covering the individual occupations. See index for page num bers.) Training, Other Qualifications, and Advancement New workers in processing operations are usually hired at the unskilled level, as laborers. Openings in higher rated jobs are usually filled by promoting workers from lower grade jobs. Factors considered when selecting workers for promotion are: Ability to do the job, physical fitness, and length of service with the company. Training for processing occupations is done almost entirely on the job. Workers move to operations requiring progressively greater skill as they acquire experience and “know-how.” A craneman, for example, is first taught how to operate relatively simple cranes, and then he ad vances through several steps to cranes much OCCUPATIONAL OUTLOOK HANDBOOK more difficult to run, such as the hot-metal crane. Generally, steel companies give preference to high school graduates in selecting workers for processing jobs. To help them advance in their work, many workers take part-time courses in subjects such as chemistry, physics, and metal lurgy. In some cases, this training is provided by the steel companies and may be given within the plant. Other workers take evening courses in high schools, trade schools, and universities in their communities or enroll in correspondence courses. Workers in the various operating units us ually advance along fairly well defined lines of promotion within their department. Examples of possible lines of advancement in the various operating units follow: To become a blast furnace blower, a worker generally starts as a laborer, advancing to cinderman or slagger, keeper's helper, keeper, blower's helper, and, finally, to blower. In the open-hearth departments, a man may begin by doing general cleanup work around the furnace and then generally advance to third helper, second helper, first helper, and, eventually, to melter. A possible line of job advancement for a roller in a finishing mill might be pitman, roll hand, manipulator, rougher, and finish roller. Workers can be trained for skilled jobs, such as blower, melter, and roller (which are among the highest rated steelmaking jobs), in a minimum of 4 or 5 years, but usually need to wait a much longer time before openings occur. Experienced craftsmen, such as machinists, boilermakers, pipefitters, and electricians, are rarely hired directly by steel companies. Most plants conduct some type of apprenticeship pro gram to meet the needs of their maintenance shops. There are apprentice training programs for more than 20 different crafts in the steel industry. Also, inexperienced workers are hired as helpers to skilled craftsmen. The apprenticeship programs usually are of 3 or 4 years duration and consist mainly of shop training in various aspects of the particular jobs. In addition, classroom instruction in re lated technical subjects is usually given, either in the plant or in local vocational schools. OCCUPATIONS IN THE IRON AND STEEL INDUSTRY Steelmaking companies have different quali fications for apprentice applicants. Generally, employers require applicants to be high school or vocational school graduates. In most cases, the minimum age is 18 years; usually an upper age limit is specified. Some companies give ap titude and other types of tests to applicants to determine their suitability for the trades. Ap prentices are generally chosen from among qualified young workers already employed in other plant jobs. The following occupations are among those most often included in apprentice training programs in iron and steel plants: Blacksmith, boilermaker, bricklayer, coremaker, carpenter, electrician, instrument repairman, lead burner, machinist, molder, painter, pattern maker, pipefitter, rigger, roll turner, sheet metal worker, tool and die maker, and welder. Applicants for jobs as helpers to skilled maintenance workers are usually given aptitude tests. Helpers receive on-the-job training and may be promoted to jobs requiring greater skill as openings occur. However, vacancies in these higher grades may not occur for several years, depending on the rate of turnover. The minimum requirement for engineering and scientific jobs is usually a bachelor's degree with an appropriate major. Practically all the larger companies have formal training pro grams for college-trained technical workers in which the trainees work for brief periods in various operating and maintenance divisions to get a broad picture of steelmaking operations before they are assigned to a particular depart ment. In other companies, the newly hired scientist or engineer is assigned directly to a specific research, operating, maintenance, or other unit. Engineering graduates are fre quently hired for sales work and many of the executives in the industry have engineering backgrounds. Engineering graduates as well as graduates of business administration and liberal arts colleges are employed for jobs in sales, ac counting, and labor-management relations, as well as in managerial positions. Completion of a business course in high school, junior college, or business school is us ually preferred for entrance in most of the office occupations. Office jobs requiring special knowledge of the steel industry are generally 667 filled by promoting personnel already employed in the industry. Employment Outlook The iron and steel industry will hire or rehire many thousands of workers in the 1960-70 dec ade, mainly to replace workers who transfer to other fields of work, retire, or die. For example, the industry will have to replace, on the average, about 12,000 workers who retire or die each year during the 1960's. The steel industry has shown a long-term growth. In every year since 1947 there has been an increase in the industry's capacity (the maximum volume of steel that the industry is capable of producing with existing facilities in any one year). Production of steel (the volume of steel actually produced) has fluc tuated widely from year to year, but over the long run has increased considerably. However, as in most other manufacturing industries, em ployment growth has not kept pace with the rise in production or capacity. The industry is expected to expand its steel making facilities and steel production during the 1960's. Many of the industries which pur chase large quantities of steel are expected to require increasing amounts. The population of the United States will continue to rise steadily, resulting in greater demand for automobiles, highways, and houses, which require great amounts of steel. New machinery will also be needed to produce the growing quantity of goods needed to feed, clothe, and otherwise satisfy the requirements of our expanding population. Over the 1960-70 decade, employment is ex pected to rise slowly above the 1960 level. The rate of employment increase in the iron and steel industry will be much slower than the estimated 20 percent rise in the Nation's total working population over the same period. Fur thermore, as in the past, employment is ex pected to rise at a much slower rate than steel production, because of increasing efficiency in steelmaking operations. The use of higher top (air) pressure in blast furnaces and the intro duction of oxygen into open-hearth and electric furnaces, are examples of new techniques which 668 have substantially reduced the time needed to produce a ton of iron or steel. The shift toward more automatic production operations and the greater use of instruments to control the quality of steel will also result in increased operation efficiency. Automatic proc essing techniques are now evident in rolling mills, in tin coating processes, and in heating and controlling furnaces, and these techniques will be improved and extended to other opera tions. Other new steelmaking processes still being developed include making iron without using conventional blast furnaces and convert ing molten steel into semifinished shapes with out using ingot molds, soaking pits, and some types of rolling equipment. Employment of professional and clerical workers will probably continue to grow faster than that of production workers in the next decade. Over the 1950’s, the proportion of “white-collar” workers in the industry rose sub stantially. Employment of engineers, chemists, laboratory aids, and other technical personnel will probably increase especially fast during the 1960’s, owing partly to the industry’s expand ing research and development program. Main tenance mechanics and electronic repairmen are among the skilled plant personnel expected to be in great demand, because of the increas ingly complex machinery and equipment used by the industry. In contrast, the number of less skilled workers in processing jobs is ex pected to decline. Nevertheless, there will be many thousands of opportunities for young peo ple to get jobs in the iron and steel industry during the 1960’s because of transfer of work ers to other fields of work, retirements, and deaths. Employment in the iron and steel industry fluctuates widely with changes in general busi ness conditions and defense needs. During pe riods of prosperity, production and employment generally rise substantially but drop off during business recessions. These fluctuations occur because a large proportion of the industry’s output goes to industries that are particularly sensitive to changes in economic conditions. For example, more than two-fifths of the steel produced in this country is used by the auto OCCUPATIONAL OUTLOOK HANDBOOK mobile, construction, and machine-tool indus tries. Employees in the industry have not all been equally affected by employment cutbacks. In general, production workers, particularly un skilled and semiskilled workers, have had more irregular employment than professional, cleri cal, and other white-collar workers. Earnings and Working Conditions Earnings of production workers in iron and steelmaking establishments are among the high est in manufacturing. In January 1961, their earnings averaged $114.25 a week, or $3.13 an hour. This compares with average earnings of $90.25 weekly, or $2.32 an hour, for all produc tion workers in manufacturing establishments. Basic (standard) hourly wage rates for 10 selected processing occupations in the United States Steel Corp., the largest single steel com pany, are shown in the following tabulation: Blast furnaces Keeper________________________ Stock house man________________ Cinderman ____________________ Steelmaking Melter’s helper, first, open hearth __ Charging-machine operator, open hearth ______________________ Ingot stripper, open hearth______ Helper, third, open hearth_______ Rolling and finishing mills Roller, blooming mill____________ Manipulator, blooming m ill______ Assorters, tin plate_____________ Job Approximate Claes 1 basic hourly rates 14 10 6 $2.86 2.58 2.31 24 16 12 6 3.55 3.00 2.72 2.31 26 13 5 3.69 2.79 2.24 1 An arrangement of jobs into a series of categories rated accord ing to skill, experience, training, and other factors, to set wage rates. These rates are from the wage agreement be tween the company and the United Steelwork ers of America, effective December 1, 1960. Basic hourly wage rates for skilled processing jobs ranged from about $2.65 to $4.10; for semi skilled jobs, from approximately $2.24 to $2.58; and for unskilled jobs, from $2.03 to about $2.17. (The individual worker’s rate depends on his particular job classification.) These rates 669 OCCUPATIONS IN THE IRON AND STEEL INDUSTRY were representative of those for processing jobs throughout the industry and were guaranteed minimums for those workers who were paid on the incentive (piece rate) basis. Since about two-thirds of the industry’s production workers were paid on an incentive basis, a majority of such workers generally earned more than the basic hourly wage rate. In addition to the above rates, steel workers may, under conditions specified in their con tracts, receive a pay adjustment if the cost of living rises above a stipulated amount. They also receive premium pay for overtime work and for work on Sundays and holidays. For a number of years, agreements between most steel companies and the United Steel workers have included provisions for various “fringe” benefits, such as vacation pay, retire ment pensions, and unemployment benefits. Most workers receive vacation pay ranging from 1 to 3V2 weeks based on length of service. Re tiring workers are eligible for a company-paid pension, in addition to any benefits for which they may be eligible. Workers having 2 or more years of service are eligible to receive supple mental unemployment benefits for up to 52 weeks. Other important provisions include a $100 monthly disability pension provided by the company, and accident and sickness, hos pitalization, surgical, and life insurance benefits financed by the company. Working conditions depend upon the par ticular plant department in which the worker is employed. Maintenance shops generally are clean and cool. Rolling mills, however, are generally hot and noisy. Some plants are de veloping methods to reduce job discomfort. For example, the use of .remote controls enables em ployees to work outside the immediate vicinity of processing operations. In other instances, the cabs in which the men work, while op erating the mechanical equipment, are air con ditioned. Some of the workers near the blast and steel furnaces are exposed to considerable heat. Because certain processes are operated continuously, some workers are on night shifts or work weekends. The iron and steel industry is a leader in the development of safety programs for workers, emphasizing the use of protective clothing and devices on machines to prevent accidents. In 1959, steel plants had an injury frequency rate (injuries per million hours of work) that Was about one-third of the rate for all manufactur ing. Approximately nine-tenths of the plant work ers in the iron and steel industry are members of the United Steelworkers of America. Where To Go for More Information American Iron and Steel Institute, 150 East 42d St., New York 17, N.Y. PETROLEUM PRODUCTION AND REFINING OCCUPATIONS The petroleum industry provides the fuel to run millions of cars and trucks and great fleets of military and civilian aircraft; the oil to heat millions of homes and to supply the power for thousands of locomotives and ships; the lubri cants for machinery in factories; the asphalt to cover thousands of miles of highways; and hundreds of other products ranging from in secticides to plastic materials. In 1960, nearly half a million workers, with a wide range of educational backgrounds and skills, were employed in petroleum production and refining. Earnings were high and jobs were located in different parts of the country. Nature and Location of the Industry Thousands of companies are in the oil busi ness, most of them specializing in a single activity such as exploring for oil; drilling wells; producing, transporting, or refining oil; or op erating service stations. Much of the oil busi ness, however, is done by a small number of large firms that conduct all activities from ex ploring for crude oil to selling the finished products. These firms provide a large share of the industry's jobs. This chapter deals exclusively with the proc esses and jobs involved in getting oil to the surface of the earth (production) and convert ing it to usable products (refining. It ex cludes transporting and marketing oil products. Petroleum Production. In 1960, almost 300,000 wage and salary workers were employed in pe troleum production, including the production of natural gas, in the United States. Although drilling for oil goes on in 33 States, nearly 90 percent of the workers were employed in 10 States. Texas was the leading State in the number of oilfield jobs, followed by Oklahoma, 670 Louisiana, California, Kansas, Illinois, New Mexico, Wyoming, Colorado, and Mississippi. About 10,000 Americans were also employed overseas by United States oil companies, par ticularly in the Middle East. Many Americans also worked for oil companies in Venezuela and other South American countries and in Canada. The jobs and processes in the petroleum pro duction branch of the industry involve finding crude oil and extracting it from the earth. Petroleum production includes three broad fields of work: exploration, drilling and oilfield serv icing, and well operation and maintenance. Since oil is difficult to find—only rarely are there any signs on the earth's surface of its presence underground—an important part of petroleum production activities involves using scientific methods to search for oil. Although some of this work is done by exploration de partments of major oil companies, most of it is done by nearly 350 other firms under contract to major oil companies or individuals seeking appropriate places to drill for oil. Approxi mately 15 percent of all petroleum production workers are engaged in exploration. After these workers make scientific tests which indicate the presence of oil beneath the surface of the earth, the drilling process begins. About 35 percent of the workers in petro leum production build rigs and derricks, drill for oil, or provide other oilfield services. Before a well can be drilled, a derrick or towerlike steel structure is built. The derrick supports the tools and pipes that must be lowered into the well. In 1960, almost 47,000 wells were drilled in the United States, each averaging over 4,000 feet deep. Although a few large oil firms do some of their own drilling, they contract out most of this work to more than 3,000 other companies known as contractors. Besides rig building and drilling, a number of PETROLEUM PRODUCTION AND REFINING OCCUPATIONS other services are performed in connection with oil production. These services include hauling supplies, cementing wells, cleaning wells with chemicals, and other special operations. Most of this work is handled by about 2,500 contractors. When oil is reached, the job of the drilling crew is finished and the well-operating crew takes over. About half of the petroleum pro duction workers operate or maintain 600,000 oil-producing wells in the United States. These wells are operated by more than 12,000 com panies, ranging in size from large firms with wells all over the world to small firms with only a single well. After crude petroleum is brought out of the ground, it is transported by pipelines, ships, and trucks to refineries. Petroleum Refining. Crude oil as it comes from the ground has few uses. To make useful end products, such as gasoline, fuel oil, kerosene, and lubricants, oil must be heated under pres sure or vacuum, or treated with chemicals. This processing, called refining, is done in plants known as refineries. Nearly 300 refineries were in operation in the country in 1960, employing almost 200,000 wage and salary workers. Refineries range in size from small plants with fewer than 50 em ployees to plants with several thousand em ployees. Although refineries are located in 40 States, nearly 80 percent of the refinery workers are employed in only 8 States: Texas, California, Pennsylvania, New York, Louisiana, Indiana, Illinois, and New Jersey. Most refineries are located near metropolitan areas which have deepwater ports where tankers can dock. Other refineries are near oilfields, the source of crude oil. Employment Outlook Many thousands of job openings in both petroleum production and refining are expected 671 each year during the 1960’s. Most openings— probably about 8,000 annually—will occur be cause of the need to replace workers who trans fer to jobs in other industries or who retire or die. Some job openings may result from the expansion of the industry as a whole. The great est number of job opportunities will be for oil field wokers, especially in drilling and welloperating jobs. Demand for oil products will continue to rise over the next 10 years at a faster rate than employment. Most of the factors responsible for past growth will continue to influence future growth. For example, gasoline consumption is expected to rise steadily with the expected growth in the numbers of automobiles, trucks, buses, and airplanes. The demand for jet fuels will increase rapidly as the use of jet planes expands. The growing use of farm, factory, con struction, and other industrial machinery will also require many other oil products, such as diesel oil and lubricants. Demand for asphalt will be high as highway construction expands. Petroleum will also continue to be an important source of raw materials in the manufacture of chemical products. (See pages 676 and 679 for a more complete discussion of the employment outlook in petroleum production and refining.) Where To Go for More Information Further information concerning jobs, proc esses, and working conditions in the petroleum industry can be obtained from the public rela tions department of individual petroleum com panies and from: American Petroleum Institute, Committee on Public Affairs, 50 West 50th St., New York 20, N.Y. Petroleum Production Occupations Nature of Work Workers in the petroleum production branch ofFRASER industry explore for oil, drill wells, the oil Digitized for and operate and maintain them. These activities provide job opportunities for workers with a wide range of education, skills, and interests. 672 Exploration. Exploring for oil is the first step in petroleum production. Small crews of spe cialized workers travel to remote areas to search for geological formations which are likely to contain oil. Exploration parties, led by a pe troleum geologist (D.O.T. 0-35.63), study the surface and subsurface composition of the earth. Geologists seek clues to the possibility of oil traps by examining types of rock and rock formations on and under the earth's surface. Besides making detailed, foot-by-foot surveys, petroleum geologists depend on aerial photo graphs for a broad picture of the surface fea tures of the area being explored. Geologists often use the “atomic clock," a device that determines the age of rocks by%measuring their radio activity. Subsurface evidence is collected by making test drills and bringing up samples of the rocks, clays, and sands that form the layers of the earth. From these examinations, geolo gists can draw a cross-section map of the under ground formations being surveyed in order to pinpoint areas where oil may be located. Many geologists work in district offices of oil companies or exploration firms where they study geological maps. They also analyze core samples collected by exploration parties to find any clue to the presence of oil. Exploration parties may include, in addition to the geologist, paleontologists (D.O.T. 0-36. 03) who study the fossil remains in the earth in order to locate oil-bearing sands; chemists (D.O.T. 0-07.03) and mineralogists (D.O.T. 0-35.63) who study the physical and chemical properties of minerals and rock samples. Planetable operators (D.O.T. 0-64.30), draftsmen (D.O.T. 0-48.50), and rodmen (D.O.T. 7-87.100) assist in surveying and mapping operations. A drilling crew may also be part of the party. Another way of searching for oil is through the science of geophysics—the study of the inner characteristics of the earth's structure. About 90 percent of geophysical exploration is done by seismic prospecting. The seismograph is a sensitive instrument which records natural and manmade earthquakes. Manmade earth quakes are caused by exploding small charges of dynamite in the ground. The time it takes for sound waves to reach an underground rock layer and to return indicates the depth of the OCCUPATIONAL OUTLOOK HANDBOOK layer. The seismograph records such informa tion by wavy lines on a chart. By setting off explosions at a number of points, underground formations can be mapped with considerable accuracy, thus providing a clue to the where abouts of traps which may contain oil. A seismograph crew generally includes from 10 to 20 persons, led by a party chief who is usually a geophysicist (D.O.T. 0-35.65). Other members of the seismograph crew may include computers (D.O.T. 0-66.67) who prepare maps from the information recorded by the seismo graph; observers (D.O.T. 0-66.66) who operate and maintain seismic equipment; prospecting drillers (D.O.T. 5-75.050) and their helpers (D.O.T. 7-75.050) who operate portable drilling rigs to make holes into which explosive charges are placed; and shooters (D.O.T. 5-74.030) who are in charge of placing and detonating explo sive charges. Once the oil company has decided where to drill, it must obtain permission to use the land. The landman or leaseman (D.O.T. 0-98.22 and 1-48.21) makes necessary business arrange ments with owners of land in which his com pany is interested. Another important job in oil exploration is that of the scout (D.O.T. 1-48.22). He keeps his company informed of all exploring, leasing, drilling, and production activity in his area. Drilling. Despite all the petroleum exploration methods that have been developed, there is no device that will actually find petroleum. Only by drilling can the presence of oil be proved. Overall planning and supervision of drilling are usually the responsibilities of the petroleum engineer (D.O.T. 0-20.11). He helps to select drilling sites and the method of drilling. He directs workers in erecting the derrick and in stalling the drilling machinery. He advises drill ing personnel on technical matters and may stay on the drilling site until oil drilling opera tions are completed. There are two methods of drilling a well— rotary drilling and cable-tool drilling. No matter which method is used, all wells are started in the same way. Rig builders (D.O.T. 5-20.840) and a crew of helpers (D.O.T. 7-20.850) erect a steel tower, called a derrick. The main purpose of the derrick is to support the machinery and PETROLEUM PRODUCTION AND REFINING OCCUPATIONS Rotary crew on derrick floor bringing drill pipe out of well. equipment which raise and lower the drilling tools. The rotary method is used for drilling deep wells through rock and clay formations such as those found in Texas, California, and Okla homa. In 1960, about 85 percent of the wells in the United States were drilled by this method. In rotary drilling, a revolving steel drill bit bores a hole in the ground by chipping and cutting rock. The drilling bit is a steel tool with cutting teeth at its lower end. The bit is attached to a string of jointed pipe (drill stem) which is rotated by a steam, diesel, or gasoline engine. As the bit cuts through the earth, the drill stem is lengthened by the addition of more pipe which is screwed on at the upper end. A stream of mud is continuously pumped through the hollow pipe. This mixture of clay and water cools the drill bit, plasters the walls of the hole to prevent cave-ins, and floats the cuttings to the surface. A typical rotary drilling crew consists of a rotary driller and four or five helpers. From 15 to 20 workers, divided into 3 crews, generally are required to operate a rig 24 hours a day, 7 days a week. A rotary driller (D.O.T. 5-75. 050) is in charge of the work of the crew during 673 his tour of duty. His major duties include oper ating the drilling machinery which controls drilling speed and pressure. He also selects the proper drill bit and keeps a record of operations. He must be ready to meet any emergency, such as breakdown of equipment or problems caused by unusual geological formations. A derrickman (D.O.T. 5-20.825), second in charge of the crew, works on a small platform high on the rig. When a drill bit becomes dull and has to be replaced, he catches the upper ends of the pipe sections and pulls them over to a rack beside his platform. He often has several miles of pipe racked up before the worn bit is brought to the surface. Meanwhile, rotary floormen (D.O.T. 7-75.050) guide the lower end of the pipe to and from the well opening and con nect and disconnect the pipe joints and the worn drill bit. Helpers, called roughnecks (D.O.T. 7-20.910), assist floormen in handling these heavy pipes. Another member of the crew is a fireman (D.O.T. 7-70.070) (if steam is used) or engineman (D.O.T. 5-72.915) (if diesel or electric power is used) who operates the engine which provides power for drilling. An important oilfield worker is the tool pusher (D.O.T. 5-93.310) who acts as foreman of several drilling rigs. He also is in charge of supplying rig builders and drilling crews with needed materials and equipment. Rousta bouts (D.O.T. 9-20.10) or general oilfield labor ers are not considered part of drilling crews but are utilized to do odd jobs, such as cleaning derrick floors and pipes or constructing roads in oilfields. In cable-tool drilling, a hole is broken through rocks by continuously raising and dropping a heavy, sharpened bit attached to the end of a cable. Cable-tool drilling is mainly used to drill shallow wells in hard rock formation. Most of it is done in Kentucky, Ohio, West Virginia, Pennsylvania, and the rocky areas of Texas and Oklahoma. A cable-tool drilling crew usually consists of a driller and a tool dresser. The cable-tool driller (D.O.T. 5-75.270) is in charge of all operations during his tour of duty and main tains a detailed record of drilling activity. He controls the force with which the drilling bit strikes the rocks at the bottom of the well. 674 He also supervises and helps in setting up the machinery and derrick. The cable-tool dresser (D.O.T. 5-75.280), whose job is related to that of a blacksmith, assists the driller and main tains the equipment. Well Operation and Maintenance. Production begins when oil is struck. The drill pipe and bit are pulled from the well and the casing and tubing are lowered. The upper end of the tub ing is fastened to a system of valves and con trols, called a “Christmas Tree.” Gas pressure in the well forces the crude oil to the surface, through the Christmas tree, and into storage tanks. If there is not enough natural pressure to force the oil to the top, a pump is used to produce an artificial flow of oil. Petroleum engineers generally have charge of overall planning and supervision of the opera tion and maintenance of wells. One of their principal duties is to prevent waste by deciding which production method to use and how fast the oil should flow. Some companies hire as sistants to the petroleum engineer. These aids perform routine duties such as making elemen tary calculations, running tests, and keeping records. The job of pumper is the largest oc cupation in the oilfield. Pumpers (D.O.T. 5-72. 570) and their helpers (D.O.T. 7-72.570) oper ate and maintain motors, pumps, and other equipment used to force an artificial flow of oil from wells. Their chief duty is to regulate the flow of oil according to a schedule set up by the petroleum engineer. Generally, a pumper operates a group of wells. Switchers (D.O.T. 5-20.600 through .699 and 7-20.610) work in fields where oil flows under natural pressure and does not require pumping. They open and close valves to regulate the flow of oil from wells to tanks or into pipelines. Gagers (D.O.T. 6-55. 060) keep track of the amount of oil flowing into the tanks or pipelines. They measure and record the contents of storage tanks and take samples of the oil to check its quality. Treaters (D.O.T. 7-20.410) make tests of crude oil for water and other sediment. They remove these impurities from oil by opening a drain at the base of the tank or by using special chemical or electrical equipment. In many fields, one man may perform any combination of jobs of pump OCCUPATIONAL OUTLOOK HANDBOOK ing, switching, gaging, or treating. Roustabouts perform various field and well maintenance jobs which require little skill, but often involve heavy, hazardous work. Many workers are employed in maintenance operations in oilfields. Welders, carpenters, electricians, and machinists repair and install pumps, gages, pipes, and other oilfield equip ment. Other Oilfield Services. Companies which offer oilfield services (other than exploration and drilling) on a contract basis provide another important source of employment. Employees in these companies perform many services, in cluding cementing and cleaning wells and build ing foundations at well locations. Oilfield con tractors employ such skilled workers as cementers (D.O.T. 5-20.020) who mix and pump ce ment into the space between steel casings and side walls of the well to prevent cave-ins; acidizers (D.O.T. 5-20.420) who force acid into the bottom of the well to increase the flow of oil; perforator operators (D.O.T. 5-74.040) who pierce holes in drill pipes or casings by using subsurface “guns” to make passages through which oil can flow; sample-taker operators (D.O.T. 5-74.042 and 5-20.156) who obtain Pumper measuring contents of storage tank in oil field. PETROLEUM PRODUCTION AND REFINING OCCUPATIONS samples of soil and rock formations from wells to help geologists determine the presence of oil; and well-pullers (D.O.T. 5-20.010) who remove pipes and casings from wells for cleaning and repairing equipment or for salvaging. Offshore Operations. Most exploration, drilling, and producing activities are done on land, but an increasing amount of these operations is being done offshore, particularly in the Gulf of Mexico off the coasts of Louisiana and Texas. Some wells have been drilled as far as 100 miles from shore in water over 200 feet deep. In addition to the same types of workers employed in land operations, the industry employs radio men, able-bodied seamen, cooks, and mess boys for work on crew boats, barges, and other craft. (Detailed discussions of professional, tech nical, mechanical, and other occupations found in the petroleum production industry as well as many other industries are given elsewhere in the Handbook, in the sections covering the individual occupations. See index for page numbers.) Training, Other Qualifications, and Advancement Exploration. Most workers of an exploration crew begin as helpers and work into one of the specialized jobs after gaining experience. Their period of training on the job may vary from several months to several years. New workers are usually hired in the field by the party chief or by local company representatives. For many of their nonprofessional jobs, companies gener ally hire young men with a high school or voca tional school education and with training or ap titude in mathematics, drafting, and mechanics. College students majoring in physical and earth sciences and in engineering are often hired for part-time or summer work for these jobs. This may be a means of working into a full-time job after graduation. For entry into professional occupations such as geologist, geophysicist, chemist, or engineer, college training with at least a bachelor's de gree is required. Professional workers usually start at junior levels and, after several years of experience in field surveys, are eligible for promotion to the job of party chief. After field 675 survey experience, they may take a position of responsibility in an area or division office and then perhaps in the central office. Scientists and engineers with research ability, preferably those with advanced graduate degrees, may move to research or consulting work. Drilling. Members of the drilling crew usually begin work in the industry as roughnecks. As they acquire experience and know-how, they may advance to more skilled jobs. In rotary drilling, for example, a worker may be hired as a roughneck, advance to the job of floorman, and eventually to derrickman. After several years, he may become a driller. He may then be promoted to the job of tool-pusher in charge of several drilling crews. Many drilling com panies hire high school and college students for drilling jobs during the summer months. Drilling requires men capable of performing heavy physical labor. Drilling crew members are usually between the ages of 20 and 40. Some companies, however, report that their best drillers are over 50 and even in their 60's, for the job of driller requires good judgment and practical experience rather than strength or agility. Well Operation and Maintenance. Companies generally hire persons who live near operating wells for well operation and maintenance jobs. They prefer men with mechanical ability and a knowledge of oilfield processes. Because this type of work is less strenuous and offers the advantage of a fixed locale, members of drilling crews or exploration parties who prefer not to travel often transfer to well operation and main tenance jobs. New workers may start as roustabouts and advance to jobs as switchers, gagers, or pumper helpers, and later to pumpers. Training is usu ally acquired on the job and at least 2 years of experience is necessary to become a good all round pumper. The preferred educational qualification for a petroleum engineer is a college degree with specialization in courses dealing with the pe troleum industry. However, college graduates with degrees in chemical, mining, or mechani cal engineering, or in geology or other related 676 sciences are sometimes hired for petroleum en gineering jobs. Petroleum engineering aids gen erally are former roustabouts or pumpers. They are given several months of on-the-job and class room training. Employment Outlook Employment in crude petroleum production is expected to increase only slightly during the 1960’s. Replacement needs will be the major source of job openings for new workers. Re tirements and deaths alone will probably result in about 5,000 job openings annually during the 1960-70 decade. Demand for oil products is expected to in crease moderately in the 1960-70 decade, al though production of crude oil within the United States may increase at a slower rate. Rising costs of finding oil and bringing it to the surface may result in a greater proportion of our oil needs being supplied by imports in the latter half of the decade. Other sources of energy, especially natural gas, will probably continue to be competitive with oil products. In addition, the commercial production of liquid fuel from oil shale and coal may become alter native sources of energy in the late 1960,s. Most of the slight increase expected in em ployment in crude petroleum production will be found in well operation and maintenance—the largest segment of the crude petroleum industry. At the end of 1960, there were nearly 600,000 producing wells. During the 1960’s, the in creasing number of producing wells will require some additional pumpers and skilled mainte nance workers to operate the equipment and keep it in good running order. The increased demand for petroleum prod ucts should result in more drilling activity. Although the number of new wells drilled each year in the 1960’s may not change much, the trend toward digging deeper into the ground to find oil pools will probably continue. The aver age well is over 4,000 feet deep and there are some wells with a depth of more than 4 miles. As new techniques develop, such as jet drilling or turbo-drilling, wells can be drilled at even greater depths but not necessarily with a pro OCCUPATIONAL OUTLOOK HANDBOOK portionate increase in employment. During the 1960-70 decade, drilling employment may in crease, slightly—at a slower rate than in the previous 10 years. Additional petroleum engi neers and drilling crews may be needed during this period as well as oilfield servicing special ists, such as cementers and acidizers. The number of workers employed in explora tion activities is expected to remain about the same during the early 1960’s. Exploration ac tivities have slowed down considerably during the past 5 years because demand for oil prod ucts has not grown as fast as the level of underground reserves in known oil-producing fields. After the mid-1960’s, the demand for oil is expected to increase at a faster rate thus cutting into known reserves. At that time, addi tional exploration parties will probably be needed to find new areas in which to drill. Some employment opportunities for geologists may arise abroad as major United States oil companies expand exploration activities in foreign lands. Future job opportunities should continue to be concentrated in the States with the largest number of producing wells and the highest oil reserves—Texas, Oklahoma, Pennsylvania, Kan sas, Illinois, California, and Louisiana. Al though offshore activities still account for only a small portion of total production employment, they are expected to increase greatly in the 1960’s, particularly off Texas and Louisiana. Earnings and Working Conditions Earnings of oilfield workers are among the highest in American industry. In 1960, earnings of nonsupervisory employees averaged $114.49 a week, or $2.82 an hour for a 40.6-hour work week, compared with an average of $90.91 a week, or $2.29 an hour for a 39.7-hour work week, for production workers in all manufac turing industries. Earnings for individual oilfield occupations range widely from region to region. According to a survey made in mid-1960, average hourly earnings (excluding premium pay for overtime and for work on weekends, holidays, and late PETROLEUM PRODUCTION AND REFINING OCCUPATIONS shifts) for selected oilfield occupations were as f o l l o w s : Drilling occupations: Derrickmen_____________ Drillers, rotary _________ Enginemen, rotary ______ Floormen, rotary________ Well operation and maintenance: Mechanics, maintenance__ Pumpers _______________ Roustabouts ____________ Truckdrivers ___________ Welders, oilfield_________ Range of average Average hourly earnings in hourly 10 major oil earnings regions $2.33 2.97 2.32 2.25 2.72 2.39 2.35 2.31 2.73 $1.86-$2.99 2.32- 3.63 1.79- 2.69 1.82- 2.78 1.701.731.821.962.35- 2.93 2.67 2.53 2.80 3.06 The average starting salary in 1960 for geol ogists with a bachelor’s degree and no experi ence was about $460 a month in the petroleum industry, according to the American Geological Institute. Graduates with a master’s degree started at about $515 a month, and those with a doctor’s degree earned considerably more. Graduates with job-related experience and spe cial skills were paid above-average entrance salaries. Salaries for foreign assignments ranged from 20 to 25 percent more. The work schedule for most oilfield workers is 40 hours a week. Often, however, drilling and rig building is carried on 24 hours a day, with a complete crew for each 8-hour shift. Generally, workers in these crews receive a dif ferential pay of 8 cents an hour for work on the second shift and 16 cents an hour for the third shift. Most establishments provide 8 paid holidays annually. Paid vacations are granted according to length of service: 2 weeks after 677 1 year of service, 3 weeks after 10 years, and 4 weeks after 20 years. The majority of oilfield employees do most of their work outdoors and are exposed to all kinds of weather. Although some fields may be near cities, they are more often far from sizable communities and are sometimes located in swamps or deserts. Drilling employees may expect to move from place to place since their work in a particular field may be completed in less than a year. Exploration personnel move even more frequently. They may be away from home for weeks or months at a time, living in a trailer or a tent. Workers in well operation and maintenance often remain in the same lo cation for long periods. In offshore operations, earnings are usually higher than those in land operations. Except for drilling activity that is close to shore, work ers’ living quarters are on platforms held fast to the ocean bottom or on ships anchored nearby. Living quarters, as well as meals, are provided by the employer, generally without charge. Tours of duty vary from 3 to 12 or more consecutive days, depending upon com pany policy and distance from shore, with an equal number of days off on land. Injury data indicate that occupations in ex ploration and crude oil production are not par ticularly dangerous. They have a lower injury frequency rate, for example, than the average for all manufacturing industries. Drilling, on the other hand, is much more hazardous. During recent years, however, improved equip ment and drilling methods and special safety training have greatly reduced hazards. Petroleum Refining Occupations Nature of Work Petroleum refining changes crude oil into gasoline, kerosene, fuel oil, lubricants, and other products for use in homes and industry. The modern refinery is a complicated structure made up of tanks and towers connected by a maze of pipes. From the time crude oil enters the re finery to the shipment of finished products, the flow of production is continuous. The refining process is highly automatic and is controlled by instruments which measure and regulate the flow, temperature, and pressure of the liquids and gases going through the pipes and tanks. Manual handling of materials is virtually elim inated in the modern refinery. Briefly, petroleum refining consists of heat ing crude oil as it flows through a series of pipes in a furnace. The vapors from the heated oil pass into a tower where the various “fractions,” or parts, of crude oil are condensed. The heaviest 678 Stillman reading instruments on graphic panel which shows flow plan of petroleum refinery. parts (for example, asphalt) are drawn off along the bottom of the tower where tem peratures are highest; lighter parts (kerosene) are drawn off along the middle of the tower; and the lightest (gasoline and gases) are taken off at the top where temperatures are lowest. About a third of the plant workers in refineries in 1960 were employed in processing work. A key worker in converting crude oil into usable products is a Stillman (D.O.T. 455.030), or chief operator. He is responsible for the efficient operation of one or more distilla tion units. The Stillman watches instrument readings for any changes in temperature, pres sure, and oil flow. In more modern refineries, the stillman, or chief operator, can watch in struments on graphic panels which show the en tire operation of all the distillation units in the refinery. He regulates the instruments so that oil products will meet specifications. From time to time, the stillman patrols all units for which he is responsible to check their operating condition and to take samples for testing. He may have one or more assistants (D.O.T. 655.020), depending on the number and size of the units he directs. Other plant workers whose jobs are related OCCUPATIONAL OUTLOOK HANDBOOK to the processing of crude oil include pumpmen (D.O.T. 5-72.550) and their helpers (D.O.T. 6-55.930) who maintain and operate powerdriven pumps which circulate petroleum prod ucts, chemicals, and water through units during processing; and treaters (D.O.T. 4-55. 310) who operate equipment to remove im purities from gasoline, oil, and other petroleum products. In a typical refinery more than half of the plant workers repair, rebuild, and clean the highly complicated refinery equipment. A large number of maintenance workers are needed because high heat and pressure and corrosion quickly wear out the equipment. Included among these are skilled boilermakers, carpenters, electricians, instrument repairmen, lead burners, machinists, masons, painters, pipefitters, pipe coverers, riggers, sheet-metal workers, and welders. Many helpers and trainees are also in these trades. Some skilled workers have a pri mary skill in one craft as well as the ability to handle the duties of closely related crafts. For example, a pipefitter may also be able to do boilermaking and welding repair work on a piece of equipment. Maintenance workers who have such combined jobs are sometimes called refinery mechanics. Plant workers who do not operate or main tain equipment do a variety of other tasks in refineries. Some workers are employed in the packaging and shipping department; some load and unload materials on trucks, trains, or ships; some drive trucks and tractors to deliver ma terials to various parts of the plant; and others keep inventory records of stock and tools. The industry also employs custodial workers such as guards, watchmen, and janitors. The petroleum refining industry employs many workers with chemical, engineering, and other professional or technical backgrounds. Among these technical workers are chemists, chemical engineers, mechanical engineers, pe troleum engineers, laboratory technicians, and draftsmen. In refineries, chemists control the quality of petroleum products by making tests and analyses to determine chemical and physical properties. In laboratories chemists are en gaged in research and development activities to discover new products and to improve those PETROLEUM PRODUCTION AND REFINING OCCUPATIONS already produced. Laboratory technicians as sist chemists in research projects or do routine testing and sample taking. Some engineers de sign chemical processing equipment and plant layout and others supervise refining processes. Draftsmen prepare detailed plans and drawings needed in refinery construction and mainte nance. Many administrative, clerical, and other white-collar personnel are employed by refining companies. A large number of the top adminis trative and management positions are filled by technically trained men, many of whom are chemists or engineers. Sales engineers are also technically trained. Other specialized workers in the field of administration include account ants, purchasing agents, and lawyers. Many typists, stenographers, secretaries, bookkeepers, and business machine operators are employed to assist these specialized workers. (Detailed discussions of professional, techni cal, mechanical, and other occupations found in the petroleum refinery industry as well as many other industries are given in the sections of this Handbook covering the individual occupations. See index for page numbers.) Training, Other Qualifications, and Advancement Petroleum refineries often require their new plant workers to have a high school or voca tional school education. In large refineries, aptitude and psychological testing and in terviewing are used in selecting employees. Usually, a new worker begins in a labor pool where he does such jobs as moving materials, packing cartons, or filling barrels. When a vacancy occurs either in a processing depart ment or in a maintenance shop, he may be transferred to one or the other, depending on his particular aptitudes or seniority. A new worker assigned to a processing de partment learns to operate processing equip ment under the supervision of experienced work ers. As he gains experience and know-how, he moves to the more skilled jobs in his depart ment. For example, one line of advancement for a processing worker may be from helper to assistant stillman to stillman. Skilled process 679 ing workers are rarely recruited from other plants. An inexperienced worker who is assigned to a maintenance shop receives training on the job under the supervision of the foreman. In some refineries, he may also receive classroom in struction related to his particular work. Over a period of 3 or 4 years, he may advance from helper to skilled craftsman in one of the main tenance jobs. Some large refineries have pro grams under which workers are given training in several related maintenance crafts. For example, a qualified instrument repairman may be given additional training as electrician or machinist. A bachelor's degree in science or engineering is usually the minimum educational require ment for scientists and engineers. For research jobs, scientists and engineers with advanced degrees are preferred. Laboratory assistants begin their work in routine jobs and advance to positions of greater responsibility as they acquire additional experience and demonstrate their ability to work without close supervision. Inexperienced draftsmen begin as copyists or tracers. With additional experience and train ing, they may advance to more skilled and re sponsible drafting positions. Administrative positions are frequently filled by men and women who have college degrees in business administration, marketing, accounting, indus trial relations, or other specialized fields. Most refineries employ persons who have had com mercial courses in high school or business school for positions as clerks, bookkeepers, stenog raphers, and typists. Employment Outlook Petroleum refineries are expected to provide some job opportunities for new workers in the 1960's. A small number of job openings may result from the anticipated expansion of the petroleum refining industry, but most openings will occur because of the need to replace workers who leave the industry. Retirements and deaths alone probably will result in about 3,500 job openings annually. More refinery output will be needed to supply petroleum products for the Nation's 680 rapidly expanding economy. The increasing number of automobiles, airplanes, tractors, home heating units, and industrial users will continue to increase demand for these products. It has been estimated that during the 1960's, demand for petroleum products may grow more slowly than the 50-percent increase during the 1950's. Employment is expected to increase only slightly despite the anticipated expansion of refinery output. Employment will lag because of the industry's emphasis upon improved methods of refining crude oil. Automated re fineries and the trend toward larger and fewer refineries are expected to continue in the 196070 decade. Much of the slight increase in employment will be in professional, administrative, and technical workers, particularly chemists, chemi cal engineers, and technicians, who will be needed for the industry's research and develop ment activities. Among plant workers, most of the opportunities will be in maintenance occu pations, such as those of instrument repairman, pipefitter, machinist, and maintenance electri cian, because of the increasing use of complex, automated equipment and control instruments. Earnings and Working Conditions Refinery workers are among the highest paid employees in American industry. In 1960, pro duction workers in petroleum refining averaged $118.44 a week, or $2.91 an hour for a 40.7hour workweek, compared with the average for all manufacturing industries of $90.91 a week, or $2.29 an hour for a 39.7-hour workweek. The higher average earnings in refineries re flect the large proportion of workers in skilled occupations. Hourly earnings and ranges of earnings in selected plant occupations in July 1959 follow: Operating personnel: Stillman __________________________ Stillman, assistant_________________ Pumper __________________________ Pumper’s helper___________________ Treater __________________________ Maintenance personnel: Carpenter ________________________ $3.19-$3.29 3.00- 3.08 3.04 2.91 3.08- 3.20 3.10 OCCUPATIONAL OUTLOOK HANDBOOK Electrician _______________________ 3.11 Instrument repairman _____________ 3.12 Machinist ________________________ 3.11 Mechanic _________________________ 3.06 Pipefitter _________________________ 3.09 Welder, hand _____________________ 3.11 Helpers __________________________ 2.60 Routine tester—laboratory _____________ 2.85 Laborer ______________________________ 2.31 Entry salaries for chemists and chemical en gineers in the petroleum refining industry were the highest in American industry, according to a survey conducted by the American Chemical Society in 1960. The survey showed that in this industry, the average starting salary for chemists with a bachelor's degree and no ex perience was $485 a month and for chemical engineers, it was $525 a month. Most petroleum refinery workers receive a 2week vacation with pay after 1 year of serv ice; 3 weeks, after 10 years; and 4 weeks, after 20 years. A large number of the companies have adopted some type of insurance, pension, or medical and surgical plans for their em ployees. Employee stock-purchase and savings plans, to which companies make contributions, are in effect in many firms. Because refining is a continuous, around-theclock operation, processing workers may be as signed to any one of the three shifts, or they may be rotated on the various shifts and be subject to Sunday and holiday work. Employees usually receive from 8 to 16 cents an hour addi tional pay when they work on the second or third shift. Most maintenance workers are on duty during the day shift; only a few work at night to handle emergencies. Work in the in dustry has little seasonal variation and regular workers have year-round jobs. Most refinery jobs require only moderate physical effort. A few workers, however, have to open and close heavy valves and climb stairs and ladders to considerable heights in the course of their duties. Others may work in hot places or may be exposed to unpleasant odors. Re fineries are relatively safe places in which to work. The injury-frequency rate is about half that of manufacturing as a whole. A majority of refinery plant workers are PETROLEUM PRODUCTION AND REFINING OCCUPATIONS union members. A large number of refineries have been organized by the Oil, Chemical and Atomic Workers International Union. Some re- 681 finery workers are also members of other AFLCIO unions or of various local unions which are not members of the AFL-CIO. OCCUPATIONS IN THE PULP, PAPER, AND PAPER PRODUCTS INDUSTRY Thousands of paper products are manufac tured by the pulp, paper, and paper products industry for homes, industry, schools, and other users. Paper bags, facial tissues, and writing paper are a few examples of these products. In 1960, the industry employed over 560,000 men and women in occupations ranging from un skilled to highly specialized professional and technical jobs. Many of these occupations are found only in the pulp, paper, and paper prod ucts industry. Nature and Location of the Industry Plants in the pulp, paper, and paper products industry are engaged in one or more of three different manufacturing operations: the manu facture of pulp (the basic ingredient of all paper) from wood, rags, or other raw mate rials; the production of paper or paperboard (thick paper) from pulp; or the conversion of rolls of paper or paperboard into such items as envelopes, bags, boxes, and cartons. Some of the larger plants produce pulp as well as paper or paperboard. A few very large plants also produce finished paper products. Almost half of the workers in the industry in 1960 worked in mills that made pulp, paper, or paperboard. The remaining workers were about equally divided between plants that made paperboard boxes and other types of containers, and those that produced a variety of other pa per products such as wallpaper, stationery, and paper cups. Plants in the pulp, paper, and paper prod ucts industry are generally large. In 1958, plant employment averaged more than 100 workers; some plants employed 1,000 or more. Workers in this industry are located through out the country. However, in 1959 about half or all the industry's workers were employed in 682 eight States: New York, Pennsylvania, Wis consin, Ohio, Massachusetts, Illinois, Michigan, and New Jersey. Employment has been expand ing more rapidly in the South and West than in other areas in recent years mainly because of the large supply and rapid growth of trees from which paper is made. Occupations in the Industry Workers with many different types of skills and levels of education are employed in the paper industry. Most of them work in produc tion, maintenance, and other plant jobs. Pro duction workers and their helpers comprise the largest single group of workers. In converting plants, compositors, pressmen, and other print ing workers are also employed. Large numbers of chemical and mechanical engineers, chem ists, laboratory technicians, pulp and paper testers and inspectors, and other professional and technical workers are employed in the mills because of the highly complex processes and equipment involved in manufacturing paper. Many purchasing agents, accountants, person nel managers, salesmen, and other administra tive and related personnel are also employed, as are clerks, stenographers, bookkeepers, office machine operators, and other office workers. About 120,000 women (1 of every 5 workers) were employed in this industry in 1960. Most of them worked in plant jobs, mainly as machine operators in paper finishing and converting plants ; others were in office jobs. Few women were employed in the making of pulp or paper. The paper industry is one of the most highly mechanized manufacturing industries. Pulp, paper, and many finished paper products are manufactured by huge machines in a series of nearly automatic operations, with minimum handling of raw materials or paper by produc OCCUPATIONS IN THE PULP, PAPER, AND PAPER PRODUCTS INDUSTRY tion workers. The plant jobs involved in the production of pulp, paper, and finished paper products differ somewhat, depending on the type of paper products made and the raw ma terials and equipment used. However, pulp and paper mill workers in plant jobs may be classi fied into three broad groups: production work ers and their helpers who operate and control specialized papermaking, finishing, and convert ing machines and equipment (such as printing presses, cutting presses and gluers); mainte nance workers who install, maintain, and repair machinery, pipes, and equipment; and other workers such as material handlers and stock clerks. Production Jobs. The manufacture of finished paper products, such as paper bags, involves three major processes: the production of pulp from pulpwood (logs, scraps of wood, and other wood from which pulp is made), the manufac ture of paper and paperboard from pulp, and the conversion of paper and paperboard into finished products. The simplified description of the papermaking occupations and processes which follows applies to a plant which combines these three processes into one continuous opera tion (see chart 32). It takes between 12 and 15 hours, on the average, for pulpwood or other raw materials to be converted into rolls of pa per or paperboard. After the pulpwood logs are received in the pulp mill, the bark is removed. One machine used for this operation is a large revolving cylinder known as a “drum barker.” This ma 683 chine, which is operated by a semiskilled work er called a barker operator (D.O.T. 6-41.011), cleans the logs of bark by tumbling them against each other and against the rough inner surface of the drum. The operator feeds logs into the machine either manually or mechanically. The pulp fibers in the pulpwood are separated from the other wood substances which are not re quired in the papermaking process. This is done by a chemical or mechanical process, or a com bination of both, depending on the type of wood used and the grade of paper desired. In the mechanical process, the pulpwood is held against a fast-revolving grindstone which sep arates the fibers. In the chemical process, which is most commonly used, pulpwood is car ried on conveyor belts to a chipper machine in which it is cut into small chips about the size of a quarter. This machine is operated by a chipperman (D.O.T. 8-41.01) who feeds logs into a machine either manually or mechanically. These wood chips are “cooked” with chemi cals under high temperature and pressure in a “digester,” a kettlelike vat several stories high. The digester is operated by a skilled worker called a digester operator (D.O.T. 4-41.050) (also called a “cook”). He determines the amount of chemicals to be used and the cook ing temperature and pressure, directs the load ing of the digester with wood chips and chemi cals, and, through close observation of an instru ment panel, determines when the contents are ready for removal. When the pulp fibers are removed from the digester, they are washed to CHART 32 THE PAPERMAKING P R O C E S S..... Paper 684 OCCUPATIONAL OUTLOOK HANDBOOK Machine tender and helpers regulating and controlling flow of pulp into papermaking machine. remove chemicals, uncooked chips, and other impurities. The final product, called pulp, re sembles very wet, brown or dirty white cotton. Pulp that is to be stored or shipped to a papermaker company is pressed into flat sheets and dried. Pulp that is to be used immediately is further refined (in both chemical and mechani cal processes) in a machine operated by a semi skilled worker called a beater engineer (D.O.T. 6-41.111). He is responsible for thoroughly mixing pulp with water and the proper chemi cals and dyes. Many of the final characteristics of the paper, such as color and strength, are determined by the kind and amount of chemi cals and dyes used and the length of time that the solution is mixed. The pulp solution, now more than 99 percent water, is turned into paper or paperboard by machines that are among the largest in Amer ican industry; some are longer than a city block. The machines are of two types. One is the Fourdrinier machine which is, by far, the most commonly used. The other is the cylinder machine which differs from the Fourdrinier in the paperforming section. On the Fourdrinier, the pulp solution pours onto a continuously moving belt of fine wire screen. As the water drains, millions of pulp fibers adhere to each other, forming a thin wet sheet of paper. After passing through presses which squeeze out more water, the newly formed paper passes through the dryer section of the papermaking machine to remove the remaining water. Papermaking machines are operated by a paver machine op erator (D.O.T. 4-41.420) (also called a “ma chine tender”). The quality of the paper that is produced depends largely on this skilled worker. His principal responsibility is to con trol the “wet-end” of the papermaking machine where paper of a specified thickness, width, and moisture content is formed. He checks control-panel instruments to make certain that the flow of pulp and the speed of the machine are coordinated and that the paper is being properly formed. He determines whether the paper meets the required specifications by in terpreting laboratory tests or, in some instan ces, by observing and feeling the paper. He OCCUPATIONS IN THE PULP, PAPER, AND PAPER PRODUCTS INDUSTRY also supervises the less skilled workers of the machine crew and, with their help, repairs breaks that may occur in the paper as it is be ing formed. The paper machine operator and his crew may also replace worn belts and wire screens on which the paper is formed and dried. The backtender (D.O.T. 6-41.420), who is su pervised by the paper machine operator, con trols the “dry-end” of the papermaking ma chine where the paper is dried and prepared either for shipping or converting into finished paper products. The backtender controls the pressure and temperature of the rolls that dry and finish the paper and give it the correct thickness. He may check the paper for im perfections and makes sure that the paper is being tightly wound onto rolls. The backtender also adjusts the machinery which cuts the rolls of paper into smaller rolls and, with the help of assistants, may weigh and wrap the rolls for shipment. Many paper mills which produce a fine grade of paper for books, magazines, or for stationery and other writing purposes maintain a finishing department. Most of the workers in these de partments are either semiskilled or unskilled. One such semiskilled worker is the supercal ender operator (D.O.T. 6-41.450). This worker, aided by several helpers and by mechanical handling equipment, places huge rolls of paper onto a machine which gives the paper a smooth and glossy finish. He also inspects the finished paper to make sure that specifications have been met. Another semiskilled worker in the finish ing department, the paper sorter and counter (D.O.T. 6-41.940), inspects sheets of paper for defects, such as dirt spots and wrinkles, and counts the number of sheets. Most of the paper and paperboard produced in this country is converted into one of thou sands of paper products such as envelopes, nap kins, containers, and paper for books and magazines. Operations in converting plants dif fer widely, depending largely on the product being manufactured. Production workers in volved in converting operations, as in finishing operations, generally are semiskilled or un skilled, and most of them operate machines which convert paper and paperboard into final products. An example of a semiskilled worker 685 in a paper converting plant is the envelope ma chine operator (D.O.T. 6-42.621) who feeds and tends an automatic machine that makes en velopes from rolls of paper or from specially prepared envelope blanks. He loads the rolls or stacks of blanks into the machine and supplies the machine with glue. Another semiskilled worker, the corrugating operator (D.O.T. 642.932), tends a machine which makes corru gated paperboard (paperboard with alternate ridges and grooves) used in the manufacture of cartons. He regulates the speed of the machine which glues together three pieces of paperboard. One of the few skilled workers in a converting plant is the printer-slotter operator (D.O.T. 4-42.315) who makes box blanks from corru gated or paperboard sheets. This worker sets, adjusts, and operates a machine which cuts and creases these sheets and prints designs or let tering on them. He also positions the printing plates and cutting devices and turns keys to control the distribution of the printing ink, the pressure of rollers, and the speed of the ma chine. Another skilled job is that of the die maker (D.O.T. 4-42.301) who works for manu facturers of “set up” cartons which are designed to be easily formed into complete cartons. The die maker makes cutting dies which are used on machines to form these set up cartons. Approximately 28,000 workers in 1960 were directly engaged in printing lettering, designs, and text on boxes, bags, wallpaper, envelopes, and other converted paper products. Among these printers are skilled compositors who set type and pressmen who prepare and operate printing presses. Because the pulp, paper, and paper products industry uses a great deal of complex machinery and electrical equipment, it employs many skilled maintenance workers. One of the im portant maintenance occupations is that of the miihvright. This skilled worker takes apart and reassembles machines and equipment when they are moved around the plant. He also maintains, installs, and repairs machinery and equipment and examines paper machine rolls, bearings, pumps, and other parts to insure that all are in proper working condition. The industry also employs instrument repair men to install and repair the electrical, elec 686 tronic, and mechanical instruments which measure and control the flow of pulp and paper as it is being made. The job of the instrument repairman is becoming increasingly important with greater use of automatic control equip ment in pulp and paper manufacturing. Other maintenance employees are electricians who repair wiring, motors, switches, and other electrical equipment and maintenance machin ists who produce replacement parts for me chanical equipment. Another important main tenance job is that of the pipefitter who lays out, installs, and repairs pipes. Stationary engineers operate powerplants that generate electricity for paper and pulp mills. They operate and maintain equipment such as steam engines, boilers, air compressors, motors, and turbines. In some plants, many maintenance duties (such as welding and sheetmetal work) are combined into a single job and handled by a maintenance mechanic. In addition to production and maintenance workers, pulp, papermaking, or converting plants employ many others, such as truck and tractor drivers who make deliveries to and from plants, and other workers who load and unload trucks, trains, and ships. Workers who keep in ventory records of stock and tools and custodial workers, such as guards, watchmen, and jani tors, are also employed. Professional and Technical Occupations. The increasing complexity of pulp and paper manu facturing requires the employment of many thousands of workers with engineering, chemi cal, or other professional training and educa tion. According to a Bureau of Labor Statistics survey of scientific manpower in American in dustry, 9,700 engineers and scientists were em ployed in January 1959 by pulp and paper manu facturers and converters. In recent years, the trend has been to employ engineers and chem ists (called paper engineers and paper chem ists) who have specialized training in paper technology. A large number of the industry's chemists are employed in production departments, where they control the quality of the product by super vising the testing of pulp and paper. Some chemists work in research laboratories; others OCCUPATIONAL OUTLOOK HANDBOOK are employed as supervisors of plant workers, as technical salesmen, or as administrators in positions which require technical knowledge. Chemical engineers apply their knowledge to the design, construction, operation, control, and improvement of pulp and papermaking equip ment. They transform new pulp and paper making techniques developed in the laboratory into large-scale production methods. Some chemical engineers are employed in plant super visory jobs where they can apply pulp and paper technology to the production process. Electrical engineers are employed by pulp and paper manufacturers to supervise the de sign, development, and operation of electrical and electronic instruments and machines and power-generating and distributing equipment. Packaging engineers (D.Q.T. 0-68.60) design and supervise the production of packages and containers made from paper or paperboard; for example, boxes and shipping sacks. A few box manufacturers also employ artists who work out the lettering, designs, and color for the containers they produce. Professionally trained foresters are employed by pulpmaking companies to manage large areas of timberland; other foresters assist in the wood-buying operations of these companies. Frequent testing is required throughout the manufacturing process to determine weight, strength, color, consistency, finish, and size of pulp and paper products. Some of this work is done by machine operators but in many mills, testing technicians are employed in special laboratories where they use various types of chemicals and mechanical testing equipment. These employees, who have job titles such as laboratory technician, paper tester, pulp tester, paper inspector, and chemical analyst, also as sist professional engineers and chemists in re search and development activities, as well as in maintaining the quality of the pulp and paper produced. In January 1959, 6,100 technicians were employed in the paper industry. These technicians may perform simple, routine tests, or do highly technical or analytical work, depending on their training and experience. For example, much of the work of the laboratory technician consists of conducting tests and re- OCCUPATIONS IN THE PULP, PAPER, AND PAPER PRODUCTS INDUSTRY 687 in the sections covering individual occupations. See index for page numbers.) Training, Other Qualifications, and Advancement Paper tester conducting tests to determine bursting strength of newly made corrugated paperboard. cording the results on charts or graphs for in terpretation by chemical engineers and chemists. Administrative, Clerical, and Related Occupa tions. Many different types of administrative, clerical, and other office personnel work in the paper industry. A large number of the higher level administrative and management positions are filled by technically trained men. At the top of the administrative group are the execu tives who make policy decisions concerning such matters as finance, types of products to manu facture, and location of plants. To reach such decisions, executives require information which must come from a large group of personnel. Some are accountants, purchasing agents, sales representatives, lawyers, and personnel em ployed in such activities as industrial relations, public relations, transportation, advertising, and market research. Clerical employees who keep records of personnel, payroll, raw materials, sales, shipments, and plant maintenance are also employed in this industry. (Detailed discussions of some of the profes sional, technical, mechanical, and other occupa tions found in the paper and allied products industry are given elsewhere in this Handbook The training requirements for new workers in jobs in the pulp, paper, and paper products in dustry range from a few days of on-the-job training to years of preparation. Many of the operating jobs can be learned in a few days. On the other hand, maintenance jobs, some machine operating jobs, and, particularly, engi neering and scientific jobs require years of spe cialized training. Paper and pulp companies generally hire in experienced workers for processing and main tenance jobs and train them on the job. Many companies prefer to hire high school graduates between the ages of 18 and 25. Production work ers usually start as laborers or helpers and ad vance along fairly well-defined paths to more skilled jobs. Maintenance jobs are generally filled by men trained in the plant; however, such jobs are sometimes filled by hiring experienced men when no qualified workers are available in the plant. Most companies in this industry do not have formal apprenticeship programs to meet the needs of their own maintenance shops. In recent years, however, some of the large plants that make paper and paperboard, as well as pulp, have started formal apprenticeship programs which require 3 or 4 years of training. Under these programs, young men may be trained for skilled maintenance jobs, such as machinist, electrician, millwright, and pipefitter. Gen erally, an applicant is given a physical exami nation, mechanical aptitude tests, and other qualifying tests. Apprentice training includes both on-the-job training and classroom instruc tion related to the occupation. For example, the machinist apprentice receives classroom instruc tion in mathematics, blueprint reading, shop theory, and specialized subjects. During shop training, the apprentice also learns the use and care of the tools of his trade. A bachelor’s degree from a recognized college is usually the minimum educational requirement for scientists, engineers, foresters, and other specialists employed by the industry. For re 688 search jobs, persons with advanced degrees are preferred. Many schools offer specialized courses in papermaking. A listing of these schools is available from the Paper Industry Career Guidance Committee, 122 East 42d Street, New York 17, N.Y. Generally, students specializing in papermaking are hired by a com pany for summer work and upon graduation are often hired on a permanent basis. Associa tions, colleges, universities, and individual com panies offer many scholarships in pulp and papermaking technology. Some companies have formal training pro grams for young college graduates with engi neering or scientific backgrounds. These em ployees may work for brief periods in the various plant operating divisions to gain a broad knowl edge of pulp and paper manufacturing before being permanently assigned to a particular de partment. Other firms immediately assign junior chemists or engineers to a specific re search operation or maintenance unit. Generally, no specialized education is required for jobs as laboratory assistant, testing techni cian, or for other kinds of technician jobs. Some employers however, prefer to hire those who have had training in a technical institute or junior college. Training, for the most part, is on the job. Laboratory assistants, for ex ample, begin in routine jobs and advance to posi tions of greater responsibility after they have acquired experience and demonstrated their ability to work without close supervision. Administrative positions are frequently filled by men and women who have college degrees in business administration, marketing, accounting, industrial relations, or other specialized business fields. A knowledge of paper technology is help ful for administrative, sales, and related occupa tions. This is especially true of sales jobs where customers often require technical assistance. Most pulp and paper companies employ clerks, bookkeepers, stenographers, and typists who have had commercial courses in high school or in business school. Factors affecting advancement of plant work ers include the length of time that a worker has held a plant job, how well he performs his job, and his physical condition. Promotion is gen erally limited to jobs within a “work area,” OCCUPATIONAL OUTLOOK HANDBOOK which may be a department, section, or an oper ation on one type of machine. For example, to become a paper machine tender, the worker may start as a laborer, wrapping and tying the finished rolls of paper as they come off the papermaking machine. As he gains experience and skill, he moves to more difficult assignments— finally becoming a machine tender in charge of the operation of a machine. These promotions may take many years, depending on the avail ability of jobs. Experience gained within a work area is generally not transferable; workers who transfer to jobs outside their seniority area or to other plants usually must start again in entry jobs. Many plant foremen and supervisors are former production workers. In some plants, qualified workers may be promoted directly to foreman or other supervisory positions. In other plants, workers are given training before they are eligible for promotion to higher level jobs. This training is often continued after the worker is promoted—through conferences, special plant training sessions, and, in some cases, by taking courses at universities or trade schools. Employment Outlook Many thousands of new workers will be able to find jobs in the pulp, paper, and paper prod ucts industry each year during the 1960’s. Em ployment, which increased about 15 percent from 1950 to 1960, will probably rise at about the same rate in the 1960-70 decade. In addi tion, a large number of job openings will result from the need to replace workers who retire, die, or transfer to other fields of work. Retire ments and deaths alone are expected to provide between 10,000 and 13,000 job openings each year during the 1960’s. Employment in the paper industry has grown steadily for many years. In the 1950’s, this industry was one of the more rapidly growing areas of employment. However, employment has increased at a slower rate than production, as in other manufacturing industries. The industry has been able to expand its production without a corresponding increase in employment princi pally because of its continuing use of larger and more efficient processing machinery and more OCCUPATIONS IN THE PULP, PAPER, AND PAPER PRODUCTS INDUSTRY automatic control equipment. Although con tinuing technological advances are expected to further speed up and improve the production processes, overall employment should increase moderately as a result of the growing demand for the industry’s products. The production of paper is expected to con tinue to increase during the 1960’s. The ex pected rapid growth in school enrollments and higher levels of educaton should bring about a greater demand for textbooks, writing papers, books, periodicals, and newspapers. Rising pop ulation and consumer purchasing power will also increase the use of paper products. The development of new paper products and new uses for existing paper products will also stimulate paper production. For example, stretchable paper has been introduced in recent years. Paper “fabric” used in the manufacture of disposable’ clothing is another new product of the paper industry. Also, the use of pre packaged items in increasingly popular selfservice retail stores is expanding the demand for different kinds of packaging paper. Different rates of growth are expected for the various occupational groups in the paper industry during the 1960-70 decade. For ex ample, the number of engineers, scientists, and other technical personnel and skilled workers, such as electricians, machinery repairmen, car penters, pipefitters, and millwrights, are ex pected to grow faster than other occupational groups in the industry. Large increases are anticipated in research and development activi ties, as well as in installation and maintenance work because of the growing amount of com plex machinery used in making paper products. The employment of administrative and clerical workers is also expected to increase at a faster pace than production employment. On the other hand, employment of semiskilled workers and helpers, laborers, and other unskilled plant workers probably will increase at a slower rate than total employment as more automatic ma chinery is introduced. Earnings and Working Conditions Production workers in the paper and allied products industry had average earnings of 689 $2.28 an hour, or $96.22 for a 42.2-hour work week in 1960. in the same year, production workers in all manufacturing industries aver aged $2.29 an hour, or $90.91 for a 39.7-hour workweek. Some highly skilled machine operators and many of the skilled maintenance workers have the highest paying plant jobs. For example, in 1960 a few skilled paper machine tenders earned more than $4 an hour, and many maintenance workers were receiving more than $3 an hour. The following data collected from a number of 1960 union-management collective bargain ing contracts in the paper industry illustrate the approximate range of hourly wage rates for selected production and maintenance occupa tions for the country as a whole. Local rates will fall within these ranges depending on fac tors such as the type and size of mill and kind of machines used. Hourly rate ranges Pulpmaking occupations Drum barker operator__________________ $1.80-$2.30 Chipper operator ______________________ 1.80- 2.50 Cook ______ 2.20- 3.40 Beater engineer _______________________ 2.90- 3.40 Pulp tester ___________________________ 1.90- 2.60 Papermaking occupations Paper machine operator________________ 2.50- 4.50 Back tender___________________________ 2.00- 4.20 Paper tester __________________________ 1.90- 2.60 Converting occupations Corrugating machine operator___________ 1.70- 2.85 Printer slotter operator________________ 1.90- 2.75 Printing pressman and compositor_______ 1.75- 4.00 Die maker ____________________________ 1.90- 2.95 Maintenance occupations Maintenance mechanic (also millwright, welder, pipefitter, sheet-metal worker, machinist, blacksmith, and boilermaker)__ 1.70- 3.30 Painter_______________________________ 2.30- 3.10 Carpenter ____________________________ 1.85- 3.30 Electrician____________________________ 2.15- 3.30 Starting salaries for chemists, engineers, and other professional personnel depend upon size of the company, the particular specialization, and the academic degree. A survey conducted by the American Chemical Society indicated that the average starting salary for chemical engineers in the paper industry was $515 a month in 1960. 690 Many of the workers in pulp and paper pro ducing operations work in plants that operate around the clock—three shifts a day, 7 days a week. Owing to the widespread industry prac tice of rotating shifts, production workers can expect to work on the evening or night shifts from time to time. Maintenance workers, for the most part, are employed on the regular day shift. Many plants pay between 5 and 10 cents an hour more for work on the evening shift and between 8 and 15 cents an hour extra for the night shift. Most workers in the industry generally have year-round employment because paper production is not subject to seasonal variations. A work schedule of 40 hours a week for firstshift workers is in effect in most mills. (A small part of the industry has a standard work week of 35 hours or less.) Paid vacations are almost always provided and are generally based on length of service. In practically all mills, workers receive 1 week of vacation after 1 year of employment, 2 weeks after 3 to 5 years, and 3 weeks after 10 or more years. Many companies give 4 weeks’ vacation to employees who have been with them at least 25 years, but a few provide such vaca tions after 20 years. Nearly all workers receive paid holidays; the number of days ranges from 4 to 10 a year, with most mills granting 6 or 7 paid holidays. Insurance or pension plans, financed at least partially by employers, were in effect in the ma jority of plants. These plans include life, sick ness, accident, hospitalization, and surgical insurance benefits for the employee and, in some cases, his dependents. Employee stock-purchase and savings plans to which the company makes contributions are in effect in some firms. Most pulp and papermaking jobs do not re quire strenuous physical effort. Some employees, however, work in hot, humid, and noisy areas. OCCUPATIONAL OUTLOOK HANDBOOK They may also be exposed to disagreeable odors from the chemicals used in the papermaking process. Pulp and paper companies, however, have made intensive efforts in recent years to reduce heat and unpleasant odors by improved plant ventilating systems. The injury frequency rate in this industry (number of injuries per million man-hours worked) approximates the rate for all manu facturing. Intensified safety programs have re sulted in some decline in the injury frequency rate in recent years. Protective clothing, warn ing signs in danger areas, locking devices on potentially dangerous equipment, guards and rails around moving machinery, and instruction in safe practices have been important in reduc ing the accident rate. Some of the more haz ardous jobs are in converting plants where many cutting tools and moving equipment are used. A majority of the production workers in this industry are members of trade unions. A large number belong to either the International Brotherhood of Pulp, Sulphite and Paper Mill Workers or the United Papermakers and Paperworkers. Many printing workers belong to the International Printing Pressmen and Assist ants’ Union of North America. Some of the maintenance workers and other craftsmen in the industry belong to various craft unions. Where To Go for More Information American Forest Products Industries, 1816 N St. NW., Washington 6, D.C. Fiber Box Association, 224 South Michigan Ave., Chicago 4, 111. Folding Paper Box Association of America, 222 West Adams St., Chicago 6, 111. Paper Industry Career Guidance Committee, 122 East 42d St., New York 17, N.Y. RADIO AND TELEVISION BROADCASTING OCCUPATIONS The glamour and excitement associated with radio and television make careers in broadcast ing attractive to many young people. The elec tronic technology involved in transmitting pro grams and the business aspects of operating a broadcasting station or network also attract many young people to radio and television occu pations. In 1960, there were more than 75,000 full-time and 15,000 part-time staff employees in commercial broadcasting, of whom about 55 percent were employed in radio. Staff employ ees work for a broadcasting station or network on a regularly scheduled and continuous basis. In addition to staff employees, many thousands of free-lance performers, such as actors, singers, dancers, comedians, and top-level announcers, work on specific assignments from stations, net works, and other program producers. (Several thousand other employees worked for independ ent program producers in activities closely re lated to broadcasting, such as the preparation of filmed programs and commercials for tele vision.) Broadcasting stations offer a variety of in teresting jobs in all parts of the country. Op portunities to get entry jobs are best in sta tions in small population centers. Generally, the most specialized and best paying jobs are in large population centers, especially in the national networks. Nevertheless, the talented individual will have many opportunities to ad vance to good paying jobs in stations located in smaller population centers. Nature and Location of the industry At the end of 1960, more than 3,000 AM (amplitude modulation) radio stations, about 225 FM (frequency modulation) radio stations, and more than 500 combination AM-FM radio stations were operating commercially in the United States. AM stations broadcast on the standard radio band and are heard on most r$dio sets. FM stations provide better, staticfree reception but cannot broadcast as far. There were about 530 commercial television stations in operation at the end of 1960. Most wereVHF (very high frequency) stations whose broadcasts were received on ordinary television sets—those with channels 2 through 13. There were about 80 UHF (ultra high frequency) stations which could be received only by tele vision sets with channels 14 through 83. UHF stations usually employed fewer workers than VHF stations and served smaller areas. In addition to commercial stations, there were more than 200 noncommercial radio stations (mostly FM) and about 50 noncommercial tele vision stations. These stations were generally operated by educational institutions and hiad relatively few full-time employees (about 1,500) because teachers and students helped to operate them. However, a few large noncommercial television stations had as many as 200 full-time employees. Most broadcasting stations are small, inde pendent businesses. In 1960, the average AM radio station had about 15 employees and the average television station about 60. FM-only stations usually had about five employees each. Half of all radio stations had fewer than 10 full-time staff employees and only 10 percent had more than 25. Most television stations had fewer than 50 full-time staff employees al though a few of the largest television stations employed more than 250 workers. Commercial radio stations are served by 4 nationwide networks and more than 100 re gional networks. Stations can affiliate with a network by agreeing to broadcast network pro grams on a regular basis. National radio net works have affiliated stations in almost every 691 692 Television cameraman on crane taking overhead color picture of studio scene. large metropolitan area, although the major ity of radio stations are not affiliated with a national network. Regional radio networks have fewer affiliated stations and their activi ties usually consist of merely interconnecting member stations for special events such as base ball games. Regional networks have few full time employees because their programing is conducted by staff employees of affiliated sta tions. The four national radio networks to gether employed about 1,400 workers in 1960. Three nationwide television networks provide program service to affiliated commercial sta tions. Because television programing is very ex pensive, most television stations are affiliated with a network which enables them to broad cast programs that would be too expensive for them to originate individually. Networks in turn can offer advertisers national cover age. Because some small cities have only one or two television stations, these stations often affiliate with two or three networks in order to offer their viewers a wider variety of programs. Many network television programs are broadcast simultaneously from more than 150 stations throughout the Nation. In 1960, the 3 television networks employed about 10,000 workers, or 1 of every 4 staff employees in television. OCCUPATIONAL OUTLOOK HANDBOOK Almost every population center of over 10,000 has at least 1 broadcasting station (usually ra dio) and a few of the largest cities have more than 20. One-third of all radio stations are located in population centers of less than 10,000 and most of these are in 1-station communi ties. Generally, television stations are located in centers of more than 25,000 population. More than 70 percent of all television stations are in centers of more than 100,000. In contrast, 65 percent of all radio stations are in population centers of less than 100,000. Practically all large broadcasting stations are located in metropolitan areas, but small sta tions are found in big cities as well as in small communities. About one out of four broadcast ing jobs are in New York and California. These two States have large numbers of broadcasting employees in New York City and Los Angeles, the two major centers originating network pro grams. Other large and heavily populated States, such as Illinois, Texas, Pennsylvania, and Ohio, also have many broadcasting workers because of the large number of individual stations. Broadcasting Occupations Broadcasting employees do four general types of work. Those concerned with programing prepare and produce programs; engineering workers operate and maintain the equipment which converts sounds and pictures into elec tronic impulses that can be picked up on home receivers; sales workers sell time to advertis ers; and the remaining employees handle gen eral business matters, such as accounting, cleri cal work, public relations, and legal and per sonnel administration. More than 40 percent of all full-time staff employees are in programing work. Personnel in the engineering department make up over 20 percent of staff employment. Workers in the sales, publicity, and promotion departments account for about 15 percent, and the remain ing workers—about 25 percent—are engaged in business management. These percentages vary widely among individual stations, depending on station size and type of programing. Job duties vary greatly between small and large stations. In small radio stations, a large RADIO AND TELEVISION BROADCASTING OCCUPATIONS proportion of broadcast time consists of re corded music and weather and news announce ments. As a result, small stations employ only a few workers, and they perform a variety of tasks. The station manager, who in many cases is also the owner, may act as business and sales manager, or perhaps as program director, an nouncer, and script writer. Announcers in small stations usually do their own writing, often operate the studio control board, and may even act as salesmen. The engineering staff may consist of only one full-time broadcast tech nician assisted by workers from the other de partments on a part-time basis. In large radio and television stations, jobs are more specialized and are usually confined to one of the four de partments. The kinds of jobs found in each of these departments are described below. Programing Department. The programing de partment plans, prepares, and produces radio and television programs. Staff employees plan the station’s programing, produce the daily and weekly shows, assign personnel to cover special events, and provide general program services such as music, sound effects, and lighting. In addition to these staff employees, free-lance ac tors, comedians, singers, dancers, some wellknown announcers, and other entertainers are hired for specific broadcasts or series of broad casts or for special assignments. These per formers work on a contract basis for either the station or network or for an advertising agen cy, sponsor, or an independent company which produces programs. Many entertainers in radio and television are also employed outside the broadcasting industry—in stage plays, motion pictures, nightclubs, and other entertainment areas. The size of a station’s programing department depends not only on the size of the station, but also on the extent to which it broadcasts recorded, filmed, or network shows. In small stations, the program functions are handled by a few people who make commercial announce ments, read news and sports summaries, select and play recordings, and introduce network programs. A large television station, on the other hand, may have a program staff consist^ 693 ing of more than 75 people in a wide variety of specialized jobs. Responsibility for the overall program sched ule of a large station rests with the ^program director. He arranges for a combination of pro grams that he believes will be most effective in meeting the needs of advertisers who buy the station’s services and will at the same time be most attractive and interesting to members of the community served by the station. He de termines and administers the station’s pro graming policy. Daily program schedules are prepared by a traffic manager, who also keeps a record of broadcasting time available for advertising. The continuity director is responsible for the writ ing and editing of all scripts. He may be as sisted by a continuity writer, who prepares “Announcers’ Books.” These books contain each program’s script and commercials, along with their sequence and length. Individual programs or series of programs are planned and supervised by the director. In large stations, he may work under the super vision of the producer, who assumes responsi bility for selection of scripts, financial control, and other overall problems of production. Sometimes these functions are combined in the job of producer-director. Selecting appropriate artists and studio personnel, scheduling and conducting rehearsals, coordinating the efforts Directors, assistants, and technicians in television control room. 694 of all the people involved in the show to pro duce effective entertainment, and directing the on-the-air show are the director’s major re sponsibilities. He may be assisted by an asso ciate director, who takes over such tasks as working out detailed schedules and plans, ar ranging for distribution of scripts and changes in scripts to the cast, and assisting in directing the on-the-air show. To aid in carrying out the orders of the director and his associates, some stations employ program assistants, who help assemble and coordinate the various parts of the show. They arrange for obtaining props, makeup service, art work, and film slides. They assist in timing the on-the-air show, preparing cue cards from the scripts and using them to cue the performers. Announcers are the largest and best known group of program workers. In radio and tele vision stations of all sizes, the announcer in troduces programs, guests, and musical selec tions, and delivers most of the live commercial messages. (Detailed information on the duties, training, employment outlook, earnings, and working conditions of announcers is given later in this chapter.) Music is an important part of radio and tele vision programing. Both small and large sta tions use recordings and transcriptions to pro vide musical programs and background music for other shows. Large stations, which have extensive music “libraries,” sometimes employ a music librarian, who maintains the music files and answers requests for any particular selec tion or type of music. In addition to recorded music, a few of the largest stations have spe cialized personnel who plan and arrange for musical services. The musical director selects, arranges, and directs suitable music for pro grams on general instructions from the program director. He selects musicians for live broad casts and directs them during rehearsals and broadcasts. Musicians are generally hired for particular assignments on a free-lance basis. A few stations employ full-time staff musicians. News gathering and reporting is another im portant aspect of radio and television program ing. In addition to daily coverage of the news, the news department also presents special programs covering such events as conventions, OCCUPATIONAL OUTLOOK HANDBOOK elections, and disasters. The news director plans and supervises the overall news and spe cial events coverage of a station. A newscaster broadcasts daily news programs, and reports special news events on the scene. A newswriter selects and writes news copy to be read on the air by the newscaster. In small stations the jobs of newscaster and newswriter are fre quently combined. Staging a television show is similar in many respects to producing a professional stage play. Stations which originate live television shows must have staff members capable of handling the staging jobs. The studio supervisor plans and supervises the setting up of scenery and props and other studio and stage equipment for broadcasts. The floor or stage manager plans and directs the actors’ positions and move ments on the set in accordance with the di rector’s instructions, relaying stage directions, station breaks, and cues. The jobs of studio supervisor and floor manager are often com bined. Floormen set up props, hold cue cards, and do the unskilled chores around the studio. This job is frequently held by beginners in programing departments. Makeup artists pre pare personnel for broadcasts by applying proper makeup, and maintain supplies and fa cilities necessary for this work. Scenic design ers plan and design settings and backgrounds for programs. They select furniture, draperies, pictures, and other properties to help convey the visual impressions desired by the director. Sound effects technicians operate special equip ment to simulate sounds, such as gunfire, thun der, or falling water, during rehearsals and broadcasts. In 1960, almost half of all television program ing was on film, about one-third was live, and about one-fifth was recorded on magnetic video tape. Video tape recording is done by broad cast technicians on electronic equipment that permits instantaneous playback of a television performance. It can be used either to record a live show being broadcast or to prerecord a program for future broadcast. For filmed pro grams, the role of the station’s programing staff is limited to editing the film and timing and scheduling the show. Many stations employ specialized staff members to take care of filmed RADIO AND TELEVISION BROADCASTING OCCUPATIONS program material. The film editor edits nega tives and prints of film in accordance with program requirements. He arranges film se quences to establish continuity of action and he may also splice them. The film librarian catalogs and maintains the station’s files of motion picture film, which include not only complete programs, but many short sequences that can be fitted into programs to create ef fects which are difficult to produce in the studio, such as outdoor action. Engineering Department. The engineering de partment of a broadcasting station is respon sible for converting the sounds and pictures making up programs into electronic impulses that can be received on home radio and tele vision sets. Placing microphones, adjusting lev els of sound, keeping transmitters operating properly, moving and adjusting television cam eras to produce clear, well-composed pictures, and lighting television scenes and performers are the main tasks of the engineering staff. They also install, maintain, and repair the many types of electrical and electronic equip ment that are required for these operations. The basic job in the engineering department is that of the broadcast technician who is quali fied to perform a variety of jobs in the radio or television station. For example, these techni cians control the operation of the transmitter to keep the output level and frequency of the outgoing broadcast within legal requirements. They also set up, operate, and maintain equip ment in the studio and in locations from which remote broadcasts are to be made. (Further information on the duties of broadcast tech nicians, as well as information on the training, employment outlook, earnings, and working conditions of such personnel is given later in this chapter.) Stations with more than one or two techni cians generally employ a chief engineer, who has responsibility for all engineering matters. In small stations, he may also work a regular shift at the control board. The large stations have engineers who specialize in such fields as sound recording, maintenance, and lighting. A small number of development engineers is em ployed by the networks to design and develop 695 new electronic apparatus to meet special prob lems. Sales Department. Broadcasting stations earn their income by selling services to advertisers. These services consist of time on the air which is allotted to the advertisers’ commercials. Ad vertisers may buy time as part of a regular daily or weekly show with which they wish to identify their product, or they may simply buy a time segment or “spot” without special ref erence to the program being broadcast. Time salesmen, the largest group of workers in this department, sell time on the air to spon sors, advertising agencies, and other buyers. They must have a thorough knowledge of the station’s operations and the characteristics of the area it serves that are of most interest to advertisers, such as population, number of ra dio and television sets in use, income levels, and consumption patterns. Time salesmen in large stations often maintain a close relation ship with particular sponsors and advertising agencies, selling time and acting as general consultants and advisers to these clients in mat ters pertaining to advertising through the sta tion. In very small stations, the time salesman Broadcast technician removing reel of tape from video tape machine after program has been recorded. 696 may also handle other functions. Many stations sell a substantial part of their time, particularly to national advertisers, through independent sales agencies known as station representatives, which act as intermediaries for time buyers ^nd stations or groups of stations. Large stations generally have several workers who do only sales work. The sales manager supervises his staff of time salesmen, directing their efforts and setting general sales policy. He may also handle a few of the largest ac counts personally. Some large stations employ statistical clerks and research personnel to as sist the sales staff by analyzing and reporting the market data relating to the community served, the significance of the ratings of the station's programs reported by the rating serv ices, and other types of statistical information. Business Management. Like other businesses, broadcasting stations perform a considerable amount of administrative work. In a very small station, the owner and his secretary may han dle all the recordkeeping, accounting, purchas ing, hiring, and other routine office work. In large stations, executives, such as station man agers, have wide responsibilities which vary with the size and scale of operations of the sta tion. Where the size of the station warrants the employment of full-time specialists, the business staff may include accountants, publicity spe cialists, personnel workers,' and other profes sional workers. They are assisted by officeworkers such as stenographers, typists, book keepers, clerks, and messengers. Building main tenance men are employed in the large stations to keep the facilities in good condition. Training, Other Qualifications, and Advancement A high school diploma is the minimum educa tional requirement for entry jobs in broadcast ing, but some college training is preferred. Training in specialized areas such as writing, dramatics, designing, makeup, or electronics may be required of beginners in these areas even though work experience usually is not necessary. Some young people without special ized training or experience get their start in broadcasting in such jobs as clerk, messenger, OCCUPATIONAL OUTLOOK HANDBOOK typist, floorman, or assistant to an experienced worker. As these new workers gain knowledge and experience, they have the chance to ad vance to more responsible jobs. Young people are sometimes hired on the basis of their po tentialities rather than for any specific training or experience, but the more skills, education, and varied background these beginners have, the better will be their chances for advance ment. A few young people get started in broad casting with temporary jobs in the summer when regular workers go on vacations and broadcast schedules of daylight hours stations are increased. Technical training in electronics is required for entry jobs in engineering departments. In addition, anyone who operates or adjusts a broadcast transmitter must have a Radiotele phone First Class Operator License. To obtain this license, an applicant must pass a series of technical examinations given by the Fed eral Communications Commission. Small radio stations with only a few employees sometimes prefer to have as many personnel as possible legally qualified to operate their transmitters. Because of this, nontechnicians, especially an nouncers, will have a better chance of getting a job in radio if they have a first class license. A course in electronics at a recognized techni cal institute is probably the best way of pre paring for the FCC test. Specific training or experience is usually not required for entry jobs as announcers but appli cants must have a good voice, a broad cultural background, and other characteristics that make them dramatic or attractive personalities. Qualifications for administrative and sales jobs in broadcasting are similar to those required by other employers in the community; business course of study in high school or college is a good preparation for such jobs. Most beginners start out in small stations. Although these stations cannot pay high sala ries, they offer new workers an opportunity to learn many different phases of broadcasting work because they generally use their person nel in “combination” jobs. For example, in ad dition to his regular duties, an announcer may perform some of the duties of a broadcast technician. RADIO AND TELEVISION BROADCASTING OCCUPATIONS Many high-level jobs in broadcasting are held by people who started out in low-level jobs and moved up to more responsible jobs over the years. Advancement was especially rapid dur ing the years following World War II when television and radio were growing rapidly, and people skilled and experienced in broadcast work were in short supply. However, since the mid-1950’s the rate of employment growth has declined and competition for new job openings and promotion has grown keener. As a result, educational and experience requirements have risen. Women make up about a fourth of broadcast ing staff employment. They are seldom employed as technicians, announcers, or salesmen, but frequently work as production assistants, pro ducers, newswriters, continuity writers, casting directors, costume or set designers, supervisors of religious and children’s programs, as well as in the many office occupations often filled by women. A job as secretary is frequently a good entry job for women interested in the program ming and administrative areas of broadcasting. People in the engineering department tend to remain in this area of work, where thorough training in electronics is essential. Program employees who usually remain in programing work, although sometimes transfers from and to the sales and business services departments are made. Transferability is easier between sales and administrative departments because of their close working relationship; in fact, they are often merged into one department in the small stations. Although transfers of ex perienced workers between departments are limited to the extent noted, these distinctions are less important in the beginning jobs and also in the top-level jobs. At the higher levels, a station executive may be drawn from toplevel personnel of any department. Many toplevel administrative jobs are filled by people with sales experience. Employment Outlook Employment in broadcasting occupations is expected to increase slowly during the 1960’s. Approximately 1,000 new staff broadcasting jobs will be added each year. Although many 697 new stations will be established, most will be small and require few employees. Employment in existing television stations is expected to re main relatively unchanged. In existing radio stations, the number employed may decline slightly. In addition to the job opportunities to be provided by the industry’s slow growth, about 2,000 openings will arise each year be cause of retirements and deaths. Some openings will also occur when workers in the industry transfer to other fields of work. Broadcasting employment grew rapidly from the early 1920’s, when the first commercial radio broadcasts began, to World War II. Fol lowing the war, it resumed its rapid growth, aided by the introduction of television. Staff broadcasting employment more than doubled between 1945 and 1954. Since then, employment and the number of radio and television stations have increased less rapidly as the number of stations became adequate to serve nearly all communities. Increasing mechanization of equipment also slowed employment growth. In the 1960’s, the rate of growth in broad casting employment will slacken considerably. More than 1,000 new radio stations and 50 to 100 new television stations are expected to be put into operation during this period. Since most of the new stations will be small, the re sulting employment increase will be substantial ly less than that in the past decade. However, if the Federal Communications Commission should change its regulations which determine the number of television stations that can oper ate, additional stations could go on the air. This would increase employment at a faster rate than is now anticipated. Although the number of noncommercial educational televi sion stations is expected to increase rapidly, most of these stations will be small and will employ only a small number of additional workers. Employment in existing radio stations may decline slightly because many stations are in troducing equipment which allows control of transmitters from the studio and eliminates the need for a technical crew at the transmitter site. Automatic programing, another relatively recent technical advance, could reduce employ ment requirements because it permits radio sta- 698 OCCUPATIONAL OUTLOOK HANDBOOK tions to provide unattended programing service. Employment in existing television stations prob ably will remain about the same. The trend away from live network television programing to filmed presentations prepared by independent producers is expected to reduce network em ployment and increase employment by the in dependent producers. The effect of increased color television broadcasting will be limited to a small expansion in the number of programing and technical workers. Competition will be keen for entry jobs in broadcasting during the 1960’s, especially in the large cities, because of the attraction of many young people to the field and the relatively few beginning jobs that will be available. Earnings and Working Conditions Earnings of broadcasting workers range from about $45 a week for beginning clerical workers in small stations to more than $13,000 a year for established and highly skilled an nouncers, engineers, directors, and time sales men in large stations. The following table of weekly earnings, based on a survey by a private organization, presents national averages for selected broadcasting occupations. Wages of individuals in broadcasting vary considerably. Employees in large cities earn Average weekly earnings for selected broadcasting occupations, late 1960 Occupation Television Sales manager.............. Chief engineer............. Program director........ $254 184 179 172 150 136 128 116 Salesman.................... News director............. Staff announcer........... Producer-director........ Technician................... Art director.................. Film department head Staff photographer Cameraman................. Traffic manager.......... Continuity writer....... Floorman...................... Radio $170 113 117 125 106 95 93 111 108 104 86 85 79 67 67 66 much more than those in the same kinds of jobs in small towns. Wages are higher in large stations than in small stations and higher in television than in radio. Working conditions in broadcasting stations are usually pleasant. The work is done in clean, attractive surroundings. It is performed indoors except where remote pickups are in volved. Jobs in programing are particularly attractive because of the glamour attached to this field of work and the opportunities it af fords for high earnings and artistic expression. Most broadcasting employees have a sched uled 40-hour workweek. Sales and business serv ices workers generally work in the daytime hours common to most office jobs. However, program and engineering employees must work shifts which may include evenings, nights, and weekends. In order to meet a broadcast dead' line, program and technical employees in the networks may have to work continuously for many hours and under great pressure. Some employees, particularly in the small stations, work 42- to 48-hour weeks regularly, receiving overtime pay for the extra hours. Many unions operate in the broadcasting field. They are most active in the network centers and large stations. The National As sociation of Broadcast Employees and Techni cians and the International Brotherhood of Elec trical Workers both organize all kinds of broad casting workers, although most of their mem bers are technicians. The International Alli ance of Theatrical Stage Employees and Moving Picture Machine Operators organizes various crafts, such as stagehands, sound and lighting technicians, wardrobe attendants, makeup men, and cameramen. Many announcers and enter tainers are members of the American Federa tion of Television and Radio Artists. The Di rectors Guild of America Inc. (Ind.) organizes program directors, associate directors, and stage managers. RADIO AND TELEVISION BROADCASTING OCCUPATIONS 699 Radio and Television Announcers (D .O .T. 0-69.21) Nature of Work Radio and television staff announcers present news and live commercial messages, introduce programs, describe sporting events, act as masters of ceremonies, conduct interviews, and identify stations. In small stations, they may perform additional duties such as operating the control board, selling time, and writing scripts and news copy. In large stations, their duties are confined to the programing department. Many announcers act as disc jockeys, in troducing selections of recorded music and com menting on the music and other matters of in terest to the audience. Disc jockeys “ad-lib” much of the commentary, working without a detailed script. More than 12,000 staff announcers were em ployed on a regularly scheduled, full-time basis in radio and television broadcasting stations in 1960. About 85 percent of them were employed in radio. In addition to staff announcers, an esti mated 10,000 to 15,000 free-lance announcers sell their services for individual assignments to networks and stations, or to advertising agencies and other independent producers, for both pro grams (news, sports, disc jockey, etc.) an,d commercials. Training, Other Qualifications, and Advancement Announcing is a job in which personal char acteristics are very important. To succeed as an announcer, one must have a dramatic and well-controlled voice, a good sense of timing, and excellent pronunciation. In addition, a thorough knowledge of correct English usage and a broad cultural background, including knowledge of foreign languages, dramatics, sports, music, and current events, improves chances for success. In television, rather high standards of personal appearance must also be met. When on the air, an announcer must be able to react quickly and imaginatively in un usual situations. He must also be a convincing salesman when presenting commercials. In addition to all the above qualifications, the mo^t Floor manager on television news program preparing to “cue” announcer. successful announcers have a combination of personality and showmanship that makes them attractive to an audience. Therefore, anyone considering a career as an announcer should judge his chances of success realistically. Most announcers are men, but there are a few op portunities for women, especially in programs and commercials aimed at women. High school courses in English, public speak ing, dramatics, and foreign languages, plus sports and music hobbies, are valuable back ground for prospective announcers. A number of vocational schools offer training in announc ing, and some universities offer courses of study in the broadcasting field. A college liberal arts education also provides an excellent background for announcers. Most announcers get their first broadcasting jobs in small stations. Because announcers in small stations sometimes operate transmitters, prospective announcers often obtain a Federal Communications Commission Radiotelephone First Class Operator License which enables them legally to operate a transmitter and, therefore, makes them much more useful to these stations. Announcers usually work in several different stations in the course of their careers. After ac quiring experience in a station in a small com 700 OCCUPATIONAL OUTLOOK HANDBOOK munity, an ambitious and talented announcer may move to a better paying job in a larger population center. He may also advance by working into a regular program as a disc jockey, sportscaster, or other specialist. Competition for announcing jobs in the national networks is intense, and an announcer must be a college graduate with at least 5 years of successful announcing experience before he will be given an audition. Some announcers become wellknown and highly paid personalities. Employment Outlook Employment of announcers will increase moderately in the 1960’s as new radio and tele vision stations are opened. The gains in em ployment resulting from the more than 1,000 radio stations and 50 to 100 television stations expected to go on the air during the period will be slightly reduced by the increased use of auto matic programing. Some job openings in this relatively small occupation will also result from transfers to other fields of work and from re tirements and deaths. The growth of the in dustry and replacement needs will create, on the average, about 500 openings for announcers each year in the coming decade. It will be easier to get an entry job in radio than in television because of the greater num ber of radio stations, especially small stations, which hire beginners. However, the great at traction this field has for young people and its relatively small size will result in keen competi tion for beginning jobs. Earnings and Working Conditions In the fall of 1960, average earnings of staff announcers were $95 a week in radio and $136 in television. Earnings of individual announcers depend primarily on the size and location of the population center in which they work. As a rule, wages increase with size of the popula tion center. In centers of comparable size, wages are somewhat lower in small stations than in large stations. In 1960, earnings of radio announcers ranged from about $75 per week in small communities to approximately $160 in large metropolitan areas. Earnings of television announcers ranged from about $100 a week in small communities to about $200 in large metropolitan areas. The earnings of many better paid announcers include fees received from advertisers in addi tion to the salaries received from stations. Such fees are larger and more common in television than in radio. In small radio stations, an nouncers are generally paid a fixed weekly or monthly salary. Announcers who work into regular shows, such as disc jockeys, or announc ers who become identified with popular network radio or television programs, earn considerably more than other staff announcers. In medium and large communities, some of these person alities earn more than $13,000 a year. Top an nouncers in the largest metropolitan areas sometimes earn more than $25,000 a year. Most announcers in large stations work a 40hour week and receive overtime for work beyond 40 hours. In small stations, many announcers work 2 to 6 hours of overtime each week. Even ing, night, and weekend work occurs frequently since some stations are on the air 24 hours a day, 7 days a week. Announcers’ working hours consist of both time on the air and time spent in preparing for broadcasts. Working condi tions are generally pleasant because of the variety of work and the many personal con tacts which are part of the job. Announcers also receive some satisfaction from having their names become well known in the area their station serves. Broadcast Technicians (D.O.T. 0-66.00 through .09) Nature of Work Broadcast technicians set up, operate, and maintain the electronic equipment used to re or transmit radio and television programs. They work with such equipment as microphones, sound recorders, lighting equipment, sound corcl RADIO AND TELEVISION BROADCASTING OCCUPATIONS effects devices, television cameras, magnetic video tape recorders, and motion picture pro jection equipment. In the control room, broad cast technicians operate equipment that regu lates the quality of sounds and pictures be ing recorded or broadcast. They also operate controls that switch broadcasts from one cam era or studio to another, from film to live pro graming, or from network to local programs. From the control room, they give technical di rections to personnel in the studio by means of hand signals. When working on disc jockey programs, they sometimes operate phonograph record turntables. Other duties of control room technicians may include operating movie pro jectors, making recordings of live shows, and keeping an operation log of all broadcasts. As a rule, broadcast technicians in small sta tions perform a wide variety of duties. In large stations and in networks, technicians are more specialized, although specific job assignments may change from day to day. Broadcast tech nicians who specialize may be given titles such as transmitter technician (monitors outgoing signals and is responsible for proper operation of the transmitter), maintenance technician (sets up, maintains, and repairs electronic broadcasting equipment), audio control tech nician (operates controls that regulate sound pickup, transmission, and switching), video control technician (operates controls that regu late brightness and contrast of television pic tures), lighting technician (directs lighting of television programs), field technician (sets up and operates broadcasting equipment for pro grams originating outside the studio), record ing technician (operates and maintains sound recording equipment), and video tape re cording technician (operates and maintains magnetic video tape recording equipment). (Sometimes the term “engineer” is substituted for technician in the above titles.) Installing and maintaining complex electron ic equipment is the most technically difficult work of broadcast technicians. Most techni cians do at least occasional maintenance, but large stations usually have one or two experi enced men whose chief duties are to repair and maintain electronic equipment under supervi sion of the chief engineer. In small radio sta 701 Broadcast technician adjusting controls to assure a perfect picture. tions, the chief engineer frequently does all maintenance and repair work himself. When events taking place outside the studios are to be broadcast, technicians go to the site of the pickup and set up, test, and operate the necessary equipment. They also make emer gency repairs. After the broadcast, they dis mantle the equipment and return to the station. In 1960, about 9,000 nonsupervisory broad cast technicians were employed in radio sta tions and more than 6,000 in television stations. Most radio stations are small enterprises em ploying fewer than 4 technicians, although a few large radio stations may employ more than 15. Nearly all television stations employ at least 5 broadcast technicians with the average large station having about 25. A few of the largest television stations may employ more than 75. The majority of broadcast technicians work in communities of more than 250,000 pop ulation. The highest paying and most special ized jobs are concentrated in New York, Los Angeles, Washington, D.C., and Chicago, the originating centers for most of the network programs. In addition to the nonsupervisory techni cians, an estimated 5,000 supervisory personnel with job titles such as chief engineer, assistant 702 chief engineer, director of engineering, techni cal director, and supervisory technician work in the engineering departments. Many of these su pervisors have worked their way up from tech nician jobs, but an increasing number have college degrees in engineering. Supervisory per sonnel are responsible for the operation, main tenance, and repair of all electronic equipment in the studio and at the transmitter. They may also do maintenance and repair work, design and build new equipment, purchase equipment for the station, and help lay out plans for build ing new studios, transmitters, relay equipment, and towers. Training, Other Qualifications, and Advancement A young man interested in becoming a broadcast technician should plan on getting a Radiotelephone First Class Operator License from the Federal Communications Commission. Federal law requires that anyone who operates or adjusts broadcast transmitters in television and radio stations must hold such a license. Some stations require all their broadcast tech nicians, including those who do not operate transmitters, to have this license. Applicants for the license must pass a series of written ex aminations covering the construction and oper ation of transmission and receiving equipment, the characteristics of electromagnetic waves, and Federal Government ^and international reg ulations and practices governing broadcasting. Information about these examinations, and guides to studying for them, may be obtained from the Federal Communications Commission, Washington 25, D.C. High school courses in algebra, trigonometry, physics, and other science courses provide val uable background for young men anticipating a career in this occupation. Building and oper ating an amateur radio station is also good training. •A good way to acquire the knowledge necessary for becoming a broadcast technician is to take an electronics course in a technical school. Many schools give courses especially de signed to prepare the student for the FCC first class license test and to qualify him for a be ginning job in a broadcasting station. Techni cal training at the college level is a distinct ad OCCUPATIONAL OUTLOOK HANDBOOK vantage for those who hope to advance to su pervisory positions or to the more specialized jobs in large stations and in the networks. Young men with FCC first class licenses who get entry jobs at large stations are instructed and advised by the chief engineer or other ex perienced technicians concerning the work pro cedures of the station. In small stations, they may start by operating the transmitter and handling other technical duties after a brief instruction period. As they acquire more ex perience and skill, they are assigned to more re sponsible jobs. Men who demonstrate aboveaverage ability may move into the top-level technical positions, such as supervisory tech nician and chief engineer. Employment Outlook Employment of broadcast technicians will increase slightly in the 1960’s. The more than 1,000 new radio stations and the 50 to 100 new television stations which are expected to go on the air during this period will create a few thousand additional jobs for technicians. Transfers to other jobs and retirements and deaths will also result in some job openings in this relatively small occupation. Technical advances, such as automatic switching and programing, automatic opera tion logging, and remote control of transmit ters, will hold down employment growth of technician jobs in broadcasting. Color television broadcasting probably will become widespread during the next decade, and may slightly increase the need for technicians. Color television pickup and transmitting equip ment which will have to be added is much more complicated than black and white and requires more maintenance. Originating a color show requires additional technical work in lighting and photographing. Earnings and Working Conditions In late 1960, weekly earnings of broadcast technicians averaged about $93 a week in radio and about $116 in television. However, earn ings varied greatly depending on such factors as size and location of the community a station RADIO AND TELEVISION BROADCASTING OCCUPATIONS serves, the size of the station, and the experi ence of the individual. As a rule, technicians' wages are highest in large cities. Beginning wages for technicians in small radio stations, where most of them start, ranged from $60 to $80 per week. Experienced technicians in radio earned from about $75 a week in small towns to more than $130 in larger communities. Earn ings of experienced broadcast technicians in television ranged from $100 a week in small towns to more than $180 in large cities. Many broadcast technicians in the networks and largest cities earned more than $190 a week. Supervisory technicians below the rank of chief engineer in the networks and large city stations often earned in excess of $200 a week. Chief engineers earned still higher salaries. Most technicians in large stations work a 40- 703 hour week with overtime pay for work beyond 40 hours. In small stations, many technicians work 2 to 8 hours of overtime each week. Evening, night, and weekend work occurs fre quently since some stations are on the air as many as 24 hours a day, 7 days a week. Net work technicians may occasionally have to work continuously for many hours and under great pressure in order to meet broadcast dead lines. Broadcast technicians generally work in doors in pleasant surroundings. The work is interesting and there is often considerable va riety of work duties. When remote pickups are made, however, technicians may work out of doors at some distance from the studios, under less favorable conditions. RAILROAD OCCUPATIONS The railroads, with their network of more than 200,000 miles of rail line reaching into all parts of the country, are one of the Nation’s largest employers. About 895,000 railroad workers were employed in 1960 operating trains, looking after the needs of the traveling public, maintaining and repairing facilities and equipment, and carrying on the hundreds of other activities required in this industry. These activities offer a great variety of inter esting careers requiring different kinds of skills and levels of education. Regardless of the oc cupation, a railroad worker usually starts at the bottom of the ladder and works his way up by learning his job, proving his ability, and ac quiring the seniority which will enable him to advance. Nature and Location of the Industry The railroad industry is made up chiefly of “line-haul” railroad companies which trans port freight and passengers between cities and towns, and switching and terminal companies which operate facilities at stations, stockyards, and other terminal points. About 110 of these railroad companies were operating in 1960. In addition, the Pullman Company performs special services for passengers traveling on these railroads. Slightly more than 100 line-haul railroads and about 40 switching and terminal companies are in a group called class I railways. (Each of these companies has operating revenues of $3 million or more a year.) The remaining companies in the industry are in the class II group; most of them are the so-called short line railroads, each of which usually operates only a limited number of miles of track. The class I line-haul railroads, which include all of the large, well-known companies, handle 99 percent of the railroad industry’s business and employ about 95 percent of all railroad workers. With about 30,000 locomotives, anoth 704 er 28,000 passenger train cars, and about 1.7 million freight cars, they transported 1.2 bil lion tons of freight and over 380 million passen gers in 1960. Employment and earnings data for class I line-haul railroads have been used in this chapter to illustrate employment and earnings throughout the entire railroad in dustry. Passenger service is the part of the railroad business most familiar to the traveling public. However, revenues from passenger service were much less than from freight service. In 1960, receipts from hauling coal, ore, grain, lumber, and other commodities were more than 12 times the revenue from passenger service. Other sources of railroad revenue include mail and express services. The railroads serve every part of the Nation. Workers are employed on the trains, along the right-of-way where tracks and other railroad facilities are located, and in railroad stations, yards, and offices in every State in the union. The greatest numbers work at various points where the railroads maintain their central offices, freight yards, and maintenance and re pair shops. The metropolitan area of Chicago, where the great eastern and western railroad systems meet, is the hub of the Nation’s rail road network and has more railroad workers than any other area. Other places where par ticularly large numbers of railroad workers are employed are the metropolitan areas around New York City, Pittsburgh, Philadelphia, Los Angeles, Cleveland, and St. Louis. “Railroad towns,” where locomotive and car shops are lo cated, such as Altoona, Pa., and Roseville, Calif., also have relatively large concentrations of railroad workers. Railroad Occupations The work force of the railroad industry can be divided into five main groups—employees who (1) operate trains, (2) handle luggage, pre- 705 RAILROAD OCCUPATIONS pare and serve food, and provide other personal services to passengers, (3) perform communica tions, station, and office work, (4) build and maintain locomotives, cars, and other rolling stock, and (5) build and maintain tracks, structures, and other railroad property. In 1960, 95 percent of the workers in railroad jobs were men. Most women employed by the rail roads do office work. Chart 33 shows the number of employees in some of the principal railroad occupations. Other occupations in which large numbers of workers are employed but which are not shown on the chart, range from professional positions such as accountants, engineers, and statisti cians to unskilled laundry and cleaning jobs. (Information about some of these jobs is given CHART 33 EMPLOYMENT IN SELECTED RAILROAD OCCUPATIONS..... 20 40 Thousands of workers. I960* 1 60 80 100 120 TRAIN, ENGINE, AND YARD SERVICE Brakemen Locomotive firemen Conductors Locomotive engineers PASSENGER SERVICE Dining car waiters Pullman porters and passenger attendants Red caps Dining car cooks OFFICE, COMMUNICATION, AND STATION Clerks .................................... Telegraphers, telephoners, ...... :::~ i and towermen iiiii Station agents MAINTENANCE OF EQUIPMENT Carmen Machinists Helpers (all skilled trades) Electrical workers Sheet-metal workers Gang foremen and leaders ZJ Apprentices (all skilled trades) l Boilermakers Blacksmiths 1 MAINTENANCE OF WAY AND STRUCTURES Trackmen and gang foremen Bridge and building workers^ Signal department workers I Portable equipment opera-f tors and helpers I n I 1 □ □ 1 Estimated from Interstate Commerce Commission Class 1 railroad data and other sources. elsewhere in this Handbook. See index for page numbers.) The workers directly engaged in running the trains are known as “operating employees.” They represent about one-fourth of all railroad workers. Class I line-haul railroads had about 211,600 operating employees in 1960. In this group are locomotive engineers and firemen, as well as conductors, brakemen, and, on some passenger trains, baggagemen. These men work together as train crews, either operating trains out on the “run” or operating trains at the terminals and railroad yards where freight is loaded and unloaded, freight cars are re ceived and switched, and trains are broken up and made up. Other operating employees work ing in the yards include switchtenders, who as sist conductors (or foremen) and brakemen (or switchmen) by throwing the track switches, and hostlers, who fuel locomotives, check their operating condition, and deliver them to the engine crews. A second group of railroad workers provide personal services to passengers at stations and aboard trains. With 22,820 employees in 1960, or little more than 2 percent of all employed in the railroad industry, it is by far the smallest of the five major railroad occupational groups. It includes Pullman conductors who are in charge of sleeping and parlor car service on most trains, as well as porters and attendants who perform many kinds of personal services for passengers traveling in their cars. This group also includes cooks and waiters who pre pare and serve food on dining and buffet cars, and redcaps who work in and around railroad stations where they handle luggage and other wise assist passengers in boarding and leaving trains. A large group of railroad workers, more than one-fifth of all those employed in the industry, consists of communications, station, and office employees who regulate the movement of trains and take care of the business affairs of the railroads. In 1960, class I line-haul rail roads employed about 196,430 persons in such jobs. Communications are handled by dis patchers who coordinate the movement of trains and issue train orders, and by telegra phers, telephoners, and towermen who either 706 pass train orders and other instructions to the train crews or carry them out by setting sig nals and track switches. At each station, a sta tion agent is in charge of the railroads’ busi ness affairs. Railroad clerks work in stations and company offices where they may do secre tarial and other kinds of office work, assist station agents, deal with customers, sell tickets, tend baggage rooms, keep records, and perform related tasks. Also included in this group of railroad workers are claims investigators, accountants, lawyers, motor vehicle operators, patrolmen, and watchmen. Another fifth of all railroad workers are em ployed in railroad yards, carshops, and engine houses where they maintain and repair loco motives, cars, and other railroad rolling stock. Class I line-haul roads employed about 184,000 workers in this group in 1960. Carmen perform a variety of repair and maintenance tasks nec essary to keep railroad freight and passenger cars in good operating condition. Electrical workers, machinists, boilermakers, black smiths, and sheet metal workers are also em ployed in car shops, each contributing his par ticular skill to the maintenance of the rolling stock. A considerably smaller group of railroad workers, about one seventh of the total, main tain and construct tracks, bridges, stations, signals, and other railroad property. The class I line-haul railroads employed about 118,520 in work of this kind in 1960. Trackmen and other maintenance-of-way workers maintain, con struct, and repair tracks and roadbeds. Bridge and building mechanics construct and main tain bridges, tunnels, and many other kinds of structures along the right of way. Signal workers are responsible for installing the rail road’s vast network of train and crossing sig nals and for keeping it in efficient working or der. Training, Other Qualifications, and Advancement For most jobs, particularly those on the trains, in the yards, and around the stations, training is received on the job. The new em ployee learns his job by working and receiving instruction from experienced men. For some OCCUPATIONAL OUTLOOK HANDBOOK office and maintenance jobs, training may be obtained in high schools and vocational schools. Home study courses that add to a worker’s practical knowledge of railroading are also available. In addition, universities and techni cal schools offer college courses in railway engi neering, transportation, traffic management, and other subjects which are valuable to pro fessional and technical workers. New employees in some occupations—prin cipally those connected with train or engine service—start as “extra board” men, that is, their names are placed on an “extra list” for individual occupations. From these lists, they are called to fill vacancies that arise due to vaca tions, days off, or illness of men on regular jobs. They also may be called for extra work because of an increase in railroad traffic. As regular job assignments become available and as the extra board workers gain experience and seniority, they are assigned to regular posi tions. The time spent on extra board work varies with the type of job and the number of available openings. In some cases workers may not receive regular assignments for a number of years. Apprenticeship programs are limited chiefly to trainees in the railroad shop crafts. Many of these programs are jointly planned and op erated by the companies and the railroad work ers’ unions. Of the several thousand men who were taking this kind of training in 1960, the majority were “regular” apprentices, usually high school graduates with no previous work experience, who were working and receiving instruction in their chosen trades for a 4-year period. Others were “helpier” apprentices, men with some previous experience as railroad work ers, who were receiving the same kind of train ing, usually for a 3-year period. Applicants with a high school education or its equivalent are preferred by railroad com panies for most kinds of nonprofessional posi tions. Good physical condition is required for most jobs, and almost all large railroads require applicants to pass physical examinations before they are hired. Excellent hearing and eyesight are essential for train and engine service jobs, and color blindness is an absolute bar to em RAILROAD OCCUPATIONS ployment in any kind of work involving the interpretation of railroad signals. Promotions of qualified workers are gen erally made on the basis of seniority. Most job vacancies are listed on a bulletin board, and all workers who are interested may “bid” for them. The job goes to the qualified applicant whose length of service places him highest on the seniority list. Often, before workers can qualify for promotion, they must pass written and performance tests. For occupations in train and engine service, there are well-established avenues of promotion. Engineers are always chosen from the ranks of the firemen, and con ductors from the list of brakemen. A railroad worker’s seniority usually en titles him to promotion only for job openings which occur within a limited area or “seniority district” of the railroad system for which he works. In some cases, seniority rights may ap ply only to one shop, locality, or office. Among train and engine personnel, seniority rights may be limited either to road (freight and pas senger) service, or yard service. Workers may bid only for positions in the particular type of service in which they have been employed. The worker’s seniority also determines how much choice he may have with respect to his working conditions. A beginning telegrapher, for instance, may have to work several years on a night shift in an out-of-the-way location be fore he accumulates enough seniority to get an assignment without these disadvantages. (Later sections of this chapter contain more complete information about the training and other qualifications for specific occupations in the railroad industry.) Employment Outlook The total number of persons employed by the railroad industry is expected to continue to de cline during the 1960 decade, but job oppor tunities will be available for thousands of new workers. The railroads have one of the largest work forces in American industry, with a high proportion of older workers. Many jobs will become vacant because of retirements, deaths, promotions to other railroad jobs, and trans fers to other fields of work. Retirements and 707 deaths alone may result in an estimated 200,000 job openings during the 1960’s. The number of job openings for new workers will differ from one company to another, but they will probably be most numerous in con struction work along the right of way, in signal installation and maintenance jobs, and in office work. On many railroads it probably will be more difficult for new workers to obtain jobs in highly specialized railroad work such as that done by telegraphers and tow.ermen and by train and engine crews. This is because many specialized workers, who have been furloughed in recent years, will find it relatively difficult to obtain jobs at the same skill level outside the railroad industry. Seniority agreements, in most instances, provide for recalling furloughed men to their former jobs according to their length of service on the job. An effort is being made, also, to use furloughed workers in other occupations before hiring new workers. Thus the opportunities for new workers in some spe cialized occupations are severely limited. Employment has been declining over the past few decades and this trend has continued in recent years. Between 1955 and 1960, employ ment dropped by more than 25 percent, from about 1.2 million to 895,000. One of the main reasons for the decline has been competition from other kinds of transportation—notably automobiles, trucks, buses, airplanes, and pipe lines—which has resulted in a drop in freight and, especially, passenger traffic. The improvements in railroad equipment and methods of operation during recent years have also been important factors in reducing em ployment requirements. Railroad employment has also declined because of developments such as modernized freight classification yards and automatic signaling and communications sys tems, the use of mechanical equipment in maintenance-of-way operations, and the use of elec tric and electronic business machines in railroad offices. Along with these reductions, however, some new job opportunities are developing for workers with specialized knowledge of the main tenance, installation, and operation of the new kinds of equipment which are coming into more general use. Most of the factors which have led to reduced 708 employment in the past will continue to depress railroad employment during the 1960,s. In ad dition, mergers of two or more competing rail roads serving the same general area could fur ther reduce railroad employment by eliminating duplicate facilities such as terminals. Some mergers of railroad lines have occurred in re cent years, and current discussions of mergers between other railroad companies may result in many more mergers in the 1960’s. Employment opportunities for railroad operating employees may also be affected by changes in work rules. These changes may result from recommenda tions to be issued by a Presidential Commission set up in November 1960 to examine railroad work rules and practices. In contrast to the trend in recent years, rail road freight traffic is expected to rise con siderably in the 1960,s, because the large in crease anticipated in general business activity will result in greater production and transpor tation of goods. Also, the railroads’ freight traffic may increase as a result of improvements in the handling of freight, for example, the carrying of truck trailers (“piggyback”) and other types of containers on railroad flat cars. The additional employment expected to result from increased freight traffic will tend to slow down the overall decline in railroad employ ment. Earnings and Working Conditions Average earnings of railroad workers are higher than those of workers in most manu facturing industries. Employees of class I linehaul railroads, exclusive of executives and ad ministrative personnel, averaged $2.60 an hour and $108.42 a week in 1960, whereas production workers in all manufacturing industries aver aged $2.29 an hour and $90.91 a week. The earnings of individual railroad workers vary greatly because of the great variety of occupations and skill requirements in this in dustry. Geographic differences in wage levels are considerably less than in most other in dustries, since the wage scales specified in many labor-management contracts in the railroad in dustry are identical throughout the country. (Earnings in some of the principal occupations OCCUPATIONAL OUTLOOK HANDBOOK are discussed in later sections of this chapter.) The great majority of railroad workers are members of trade unions and many of the con ditions under which they work are regulated by collective bargaining agreements. Contracts between the unions and the railroad companies contain clauses dealing with wage rates, hours of work, vacation pay, seniority, and other mat ters. (The principal unions representing each occupational group are listed in the sections of this chapter which deal with individual occupa tions.) The work schedules of railroad employees and the conditions under which they are paid for overtime work depend upon the type of opera tion in which they are employed. The great majority of railroad employees work at ter minals—in yards, stations, and railroad of fices. In 1960, the “basic” workweek for most workers in this group was a 5-day week of 40 hours. Premium pay amounting to time and one-half the regular wage rate, was usually paid for any time worked over 8 hours a day. In freight and passenger road service, the basic workday for train and engine crews is established on an entirely different basis. Gen erally, when a member of the train or engine crew has covered a specified number of miles, or worked a certain number of hours—which ever occurs first—he is paid for a full day’s work at his regular wage. He receives extra pay for any additional miles covered or hours worked on that day. The basic hours of employees directly con cerned with looking after the needs of pas sengers aboard trains—dining car cooks and waiters, Pullman porters, and train attendants —are set on a monthly basis. In 1960, workers in these jobs received time and one-half pay for hours worked over 240 a month. Those employed on regular assignments were guar anteed at least 205 hours of work a month. Because freight shippers and the traveling public must be served 24 hours a day, the mem bers of train and engine crews, as well as hos tlers, telegraphers and telephoners, and station agents, are often required to work nights, week ends, and on holidays. Irregular work schedules are particularly common for extra board work ers, since they have no regular assignments and 709 RAILROAD OCCUPATIONS may be called to work any time of the day or ployment Insurance Act provides benefits for night. Some railroad workers, like bridge and railroad workers who become unemployed. In building mechanics and certain track and road 1960, these benefits ranged from *$22.50 to maintenance workers are required to work $51.00 a week depending on earnings. Unem away from home for days at a time. ployment benefits are paid for a period up to Practically all railroad employees receive 1 26 weeks, but workers with 10 or more years week’s paid vacation after 1 year on the payroll, of service can receive benefits for a longer 2 weeks after 3 years, and 3 weeks after 15’ period. Under the Railroad Unemployment Insurance years of service. On many roads, nonoperating employees and some classes of yard workers re Act, railroad workers also receive compensa tion for workdays lost because of sickness or ceive pay for 7 holidays a year. Under the federally administered Railroad injury. The amount of the benefits paid is the Retirement Act, all employees with more than same as the amount paid in the case of unem 10 years of service in the railroad industry re ployment. Other insurance programs, operated under ceive pensions upon retirement. They receive full pensions when they reach 65 years of age agreements with trade unions, provide group and partial pensions at age 60, provided they life insurance to nonoperating employees and have worked for the railroads for at least 30 comprehensive hospital and medical insurance years. Employees with 10 or more years of serv to these employees and their dependents. ice who become disabled and are unable to con tinue to work, and the dependent wives and Where To Go for More Information husbands of railroad workers who have died Additional information about occupations in also receive pensions. In February 1961, the average pension paid to railroad workers who the railroad industry can be obtained from rail were retired because of age or disability was road offices in your locality. General informa about $133 a month; the average pension paid tion about the railroad industry can be obtained to survivors of railroad workers, about $60 a from: month. Association of American Railroads, Another Federal law, the Railroad Unem Transportation Building, Washington 6, D.C. Locomotive Engineers (D.O.T. 5-41.010) Nature of Work The engineer is responsible for running the locomotive safely and efficiently. He operates the throttle, air brakes, and other controls, and he supervises the work of the fireman (helper) who works in the cab with him. The engineer may work in a railroad yard or on the road in passenger or freight service. The yard engineer operates the locomotive or switch-engine, which is used to move freight and passenger cars when trains are being made up before a run and broken up after a run, or when cars are being switched for loading or unloading. The engineer in passenger or freight service operates the locomotive which moves trains over the road, in accordance with the train orders for each run or any instruc tions received en route through the conductor, the wayside signal system, or by train radio. Before and after each run, the engineer checks on the condition of the locomotive and either sees that minor adjustments are made on the spot or reports back to the yard on any mechanical defects needing attention. With the assistance of the firemen or helper, he checks his reading of wayside signals and other in structions, and watches for obstructions on the track. In 1960, about 36,220 engineers were em ployed by class I line-haul railroads, and a few thousand more were employed by short-line railways and switching and terminal com- 710 OCCUPATIONAL OUTLOOK HANDBOOK be restricted to working as engineers only in certain types of service, or they may be trans ferred to other kinds of work where physical standards are less exacting. Employment Outlook Engineer observing conditions ahead during freight run. panies. The class I railroads employed 15,800 in the yards, 15,580 in freight service, and 4,840 in passenger train service. Training, Other Qualifications, and Advancement Vacancies which occur in engineer positions are filled by firemen who have qualified for pro motion. Selection is on a seniority basis. In order to qualify, a fireman (helper) must pass comprehensive examinations which deal with the train’s mechanical and electrical equipment, and with fuel economy, safety, timetables, train orders, and other operating rules and regula tions. He must also be able to operate any kind of locomotive in service on his road. A ne\yly promoted engineer starts out as an extra board man without any regular assign ment. It may be several years before he re ceives such an assignment. During this period, he works on temporary assignments whenever an engineer is needed. An experienced engineer may advance to a supervisory position such as foreman of engines for his road. Engineers are required to take physical exam inations at regular intervals. It is particularly important that they have good eyesight and hearing. If they fail at any time to meet all of the physical standards required, they may Under present work rules, the number of job openings that will be available as locomotive engineers in the 1960’s will be limited. Vir tually all openings as locomotive engineers, most of these workers are in the older age groups, will arise from the need to fill positions left vacant by engineers who retire or die. These positions will be filled by firemen (helpers) who are promoted, or by firemen whose jobs as en gineers were terminated during recent years because of cutbacks in railroad services. Future employment opportunities in this occupation may also be influenced by recommendations which may be made by a Presidential Commis sion, established in November 1960 to study work rules of railroad operating employees. The number of engineers employed by the railroads has been declining for some years be cause of the decrease in railroad business and the introduction of diesel engines, “pushbut ton” freight yards, and other changes in rail road equipment and operating methods. The total number of engineers employed by class I line-haul railroads dropped from about 49,500 in 1950 to about 36,220 in 1960 and some fur ther decrease is expected during the 1960’s. Earnings and Working Conditions The earnings of engineers depend on the class of locomotive operated and the kind of service in which the engineer is employed. Engineers in yard service for class I line-haul railroads (including extra board men) earned, on the average, about $798 a month in 1960. In through-freight service, engineers averaged $877 a month and in local and way-freight service $1,064 a month. The earnings of pas senger service engineers averaged about $1,041 a month in 1960. In 1960, most yard engineers on regular jobs worked a basic 8-hour day for 6 days a week; the others worked 5- or 7-day weeks. 711 RAILROAD OCCUPATIONS For work beyond 8 hours daily, they were paid at one and one-half times their regular rates. In addition to their basic day’s pay, road serv ice engineers received extra pay under certain conditions; for example, when they travel more than 100 miles during a run. On many roads, the amount a road engineer may earn in a single month is governed by mileage limitations agreed upon by the unions and the railroad companies. Whenever an en gineer on one of these roads reaches the top number of miles he is permitted to operate a locomotive during a month, his assignment for the rest of the month is taken over by another engineer—usually an extra board man. The engineer in road service, even though on a regular assignment, is often scheduled to work nights, weekends, and holidays. Like other workers in road service, he must often “lay over” away from home for a period of time at the end of a run before he makes the return trip back to his home terminal. At such times, he must pay for his own meals and other living expenses that he may incur. The assignments of engineers on the extra board may be very irregular, because these men may be called to work at any time of the day or night, and the amount of traffic varies from one season to another on many roads. Extra board engineers are also likely to have less work, with the result that their earnings may be lower than those of men with regular as signments. On all major railroads, wages and the con ditions under which engineers work are agreed upon by employers and unions. The great ma jority of engineers are represented by the Brotherhood of Locomotive Engineers (Ind.). A few are represented by the Brotherhood of Locomotive Firemen and Enginemen. Locomotive Firemen (Helpers) (D.O.T. 5-42.100) Nature of Work The locomotive fireman (or “helper” as he is called when working on a diesel locomotive) works with the engineer either in the railroad yards or in road service. On diesel locomotives, he operates mechanical and electrical controls when necessary to assure the continuous flow of power needed to drive the locomotive. On the limited number of steam locomotives in use today, he maintains proper steam pressure in the locomotive boiler by operating valves which control fuel and water supply. At the beginning of each run, the fireman (helper) checks to make sure that the locomotive is supplied with the fuel and water needed for the run, that the engine is in proper working order, and that the flagging equipment, classi fication markers, and tools needed by the engine crew are on hand and ready for use. During the run; he makes mechanical and electrical adjustments as needed to keep the engine in proper working order. He is responsible for operating the equipment which supplies heat to the train. From his position at theMeft side of the cab, the fireman (helper) also assists the engineer by acting as lookout for obstruc tions on tracks and at grade crossings, and by checking wayside signals which indicate the speed at which the train is to proceed. In ad dition, he inspects the train as it rounds curves, because this side view of the train enables him to spot smoke, sparks, fire, and other signs which indicate defective equipment. The fireman (helper) must be prepared at any time to take over the controls of the locomotive, should the engineer become ill or otherwise in capacitated. An important part of his job, therefore, is learning to operate the locomotive by observing the engineer. Often he may be called upon to relieve the engineer at the con trols for brief periods, or to take the controls for a “practice run.” Class I line-haul railroads employed about 38,765 firemen in 1960, and short-line railways and switching and terminal companies a few thou sand more. Of the firemen on class I roads, 17,970 worked in the railroad yards, 16,470 in road freight service, and about 4,325 in pas senger service. 712 Training, Other Qualifications, and Advancement Most railroads prefer that applicants for posi tions as firemen (helper) be at least 21 years of age and not over 35. Some roads accept ap plicants up to 45 years of age. A high school education or its equivalent is desired. Good health is important, and firemen must be able to pass periodic physical examinations. Stand ards as to eyesight and hearing are particularly high. A beginning fireman first makes a series of trial trips in the railroad yard or on the road. On these trips, he works under the direction of an experienced engineer or fireman who in structs him about his future duties and about railroad rules and regulations. This training period lasts for a few days on some roads and for as long as 3 weeks on others. After the newly hired fireman has satisfactorily demon strated his ability on the trial trips, and after he has passed examinations on railroad rules and regulations, his name is placed on the fire man’s extra board and he becomes subject to call for temporary work assignments as men are needed. He may remain on extra board work for a period of time which can range up to several years before he obtains his first reg ular assignment. On some roads, beginning as signments are in yard service and the fireman works his way up later to road freight service and then to road passenger service. On other railroads, firemen usually remain either in yard service or in road service throughout their rail road careers. Firemen with sufficient experience and sen iority—usually at least 3 or 4 years—can be come eligible for promotion to the position of engineer by passing qualifying examinations covering the mechanical and electrical equip ment on trains, air brake systems, fuel economy, timetables, train orders, and other operating rules and regulations. As engineers are needed, qualified firemen with the greatest seniority are placed on the engineers’ extra board. Employment Outlook Under present work rules, there will be some opportunities for new workers to obtain jobs as locomotive firemen during the 1960’s. Job OCCUPATIONAL OUTLOOK HANDBOOK openings will arise chiefly because of the need to replace firemen who transfer to other kinds of work, or those who advance to the jobs as engineers, retire, or die. Future employment opportunities in this occupation may be in fluenced by recommendations which may be made by a Presidential Commission established in November 1960 to study work rules of oper ating employees. Changes in road equipment and yard-operating methods, together with the decline in rail road traffic, caused the number of locomotive firemen employed by class I line-haul railroads to decline from about 51,500 in 1950 to 38,765 in 1960. During the 1960’s, the expected decline in passenger service and further changes in yard-operating methods will probably result in a further decline in the number of firemen employed. Opportunities for new workers to obtain jobs as firemen will also be limited by the practice of transferring engineers, whose jobs are terminated because of reductions in railroad services, to positions as firemen. Earnings and Working Conditions The earnings of firemen depend on the class of locomotive on which they work and the type of service for which it is operated. Firemen in yard service for class I line-haul railroads (in cluding extra board men) averaged $617 a month in 1960. Freight service firemen aver aged $853 monthly on local and way freight trains, and $675 monthly on through freight trains. Road passenger firemen averaged $884 monthly in 1960. In 1960, firemen in yard service worked a basic 8-hour day and 40-hour week, and one and one-half times the basic hourly rate was paid for work beyond these hours. Firemen in road service received extra pay under certain conditions; for example, when they traveled more than 100 miles during a run. On many roads, the amount that firemen in road service could earn in a single month was governed by mileage limitations agreed upon by the unions and the railroad companies. Whenever a fireman on one of these roads reached the maximum number of miles he was permitted to cover in a month, his assignment for the rest of the 713 RAILROAD OCCUPATIONS month was taken over by another fireman— usually a man on the extra board. Firemen must often work at night and on weekends and holidays because train schedules require 24-hour-a-day service. Road service often requires that they be away from their home stations for varying periods of time; on these occasions, firemen must pay their own living expenses. Irregular working hours are particularly common among men on the extra board and in road freight service. Extra board men tend to have less work and therefore lower incomes than firemen with regular assignments. On many roads, the amount of work varies from one season of the year to another. Workers in this occupation are covered by union contracts on all major roads. The great majority of firemen are represented by the Brotherhood of Locomotive Firemen and Enginemen. A few are members of the Brother hood of Locomotive Engineers (Ind.). Conductors (D.O.T. 0-92.00 through .29) Nature of Work Conductors are responsible for seeing that railroad cars are moved according to train orders or other instructions, either when the train is on its run or when cars are in the railroad yards. Freight and passenger train conductors are the “captains” of their trains. They are responsible for the safety of their cargoes and passengers, and they supervise the work of the train crews. Before a freight or passenger train leaves the terminal, the conductor receives the train orders from the dispatcher and confers with other crew members to make sure they under stand the orders. During the run, he sees that the cars in the train are inspected periodically and arranges either for the repair of mechanical breakdowns while the train is on its run, or for defective cars to be set out on the nearest siding. At stops, he signals to the engineer the proper time for departure. As the superior offi cer on the train, the conductor takes charge in any emergency that may occur while the train is on its run, and all persons employed on it are subject to his instructions. On freight trains, the conductor keeps a rec ord of the contents and destination of each car, and he sees that freight cars are picked up and set out along the route. On passenger trains, the conductor collects tickets and cash fares. Yard conductors, who are often called “yard foremen,” direct the work of the switching crews who make up and break up trains. In mechanized yards, they operate the car re tarders by means of which the movement of cars is controlled electronically. Of the 39,020 conductors employed by class I line-haul railroads in 1960, about 13,735 were in freight service, 4,080 on passenger trains, and 18,920 in yard service; 2,285 were employed as assistant passenger conductors and ticket collectors. Switching and terminal companies and short-line railways also employed several thousand conductors. Training, Other Qualifications, and Advancement Openings for conductors are filled on a sen iority basis by promotion of qualified brakemen. To qualify for promotion, a man usually must have had several years’ experience as a brakeman, and must have passed examinations cover ing signals, air brakes, timetables, operating rules, and related subjects. On some roads, those who have qualified for promotion are first given temporary assignments as conductors while they are still working as brakeman. On other roads, brakenlen promoted to conductor positions are put on the extra board where they are given temporary assignments as men are needed. In either case, as regular conductor as signments become available, they are assigned to the men with the greatest seniority. On most roads, conductors in yard service and in road service have separate seniority lists, and they usually remain in one of these two types of service throughout their careers. A few roads, however, start conductors on yard 714 OCCUPATIONAL OUTLOOK HANDBOOK The number of conductors on class I line-haul railroads declined from about 46,500 in 1950 to 39,020 in 1960, owing to the decline of pas senger traffic and the trend toward longer freight trains and the mechanization of yard operations. As more and more of the yard con ductors’ work is speeded up by the use of new devices such as radar “eyes” and closed-circuit television, it is expected that the number of conductors will continue to decline in the 1960’s. Earnings and Working Conditions Conductor and brakeman on freight train making out trip reports. assignments, and then move them to freight service and finally to passenger service. The conductor is the member of the train crew who has the most direct contact with the public and it is important that he be able to act effectively as the railroad’s representative. Conductors who show special ability of this kind may advance to managerial positions. Several top railroad executives were once conductors. Employment Outlook Under present work rules, there will be a moderate number of opportunities for brakemen to be promoted to jobs as conductors during the 1960’s, even though the total number of conductors is expected to decline during this period. Conductors comprise one of the oldest age groups in the Nation’s work force, and job openings will develop principally to replace those who retire, die, or leave railroading for some other reason. Future employment opportunities in this occupation may also be influenced by recommendations which may be made by a Presidential Commission established in Novem ber 1960 to study work rules of operating employees. The type of service in which they are em ployed and the number of cars in their trains determine the basic earnings of conductors; for work in mountainous regions, they receive extra pay. In 1960, yard conductors employed by class I line-haul railroads earned an average of $721 a month. In road freight service, conductors on local and way freight trains averaged $994 monthly, and conductors on through freight trains averaged $830 a month. The average for passenger conductors was $908 and for assistant passenger conductors and ticket collectors $794 a month in 1960. In 1960, conductors in yard service worked a basic 8-hour day and 5-day week. For work beyond these hours, they were paid one and onehalf times their basic wage rates. The pay re ceived by passenger and freight conductors is based on a combination of miles traveled and hours worked. Under this practice these con ductors may receive more for a trip than their basic day’s pay. Like all other road crew members, conductors in freight or passenger service are often sched uled to work nights, weekends, and on holidays. During the time spent “laying over,” after one run has been completed and before the con ductor makes the return trip to his home terminal, he must pay for his own meals and any other living expenses. Conductors on extra board work often have very irregular hours be cause they are subject to call at any time. They may also work less time than conductors with regular assignments and, therefore, earn less. Conductors on every major railroad are 715 RAILROAD OCCUPATIONS covered by union contracts. Freight and pas senger conductors are represented principally by the Order of Railway Conductors and Brakemen (Ind.) or the Brotherhood of Railroad Trainmen. Yard conductors (or yard foremen) have been organized by the Brotherhood of Rail road Trainmen and the Switchmen's Union of North America. Brakemen (D.O.T. 5-38.010 and .020) Nature of Work freight service and sometimes involves shorter working hours. When they have acquired sufficient seniority, brakemen in road service may advance to posi tions as conductors. Less frequently, they go on to positions as baggagemen. Conductor posi tions are nearly always filled by promoting brakemen who have qualified by passing writ ten and oral examinations covering such sub jects as signals, timetables, brake systems, and operating rules. Promotions are made accord ing to seniority rules, and it may take up to 10 years or more for a brakeman to get his first assignment as a conductor. Brakemen work with the conductors as mem bers of the train crews on freight and pas senger trains and in the railroad yards. One brakeman (or “flagman”) is generally stationed in the rear of each freight and passenger train ; his duties include seeing that the proper flags, warning lights, and other signals are displayed at the rear of the train in order to protect it while it is in motion and at stops. Most freight and passenger trains carry at least one other brakeman who is stationed in the front end of the train and whose duties include putting out signals to protect the front of the train at unexpected stops. Before a train leaves the station, the brake- Employment Outlook man in road service checks the air brakes on Under present work rules, several thousand the cars and sees that tools and other equipment are in their proper places. At stops during the opportunities for new workers to obtain jobs run, he makes “walking inspections" of the as brakemen will, develop during the 1960's cars in the train and, when necessary, couples even though the total number of brakemen em and uncouples cars and air hose. He is re ployed by the railroad industry is expected to sponsible for regulating the air-conditioning, decline during this period. Job openings will lighting, and heating equipment in the cars. develop almost entirely as a result of retire Brakemen in passenger service (often known ments and deaths of conductors and brakemen as “trainmen") sometimes have the added duty and because of promotions and transfers to of assisting the conductor by collecting tickets other work. Future employment opportunities and generally looking after the needs of the in this occupation may also be influenced by passengers. Yard brakemen (frequently called recommendations which may be made by a Pres “switchmen" or “helpers") assist in making up idential Commission established in November and breaking up trains by throwing switches, 1960 to study work rules of operating em coupling and uncoupling freight and passenger ployees. The number of brakemen employed by class I cars, and riding on them to control their speed line-haul railroads declined from about 102,000 as they are moved about the yard. Yard brakemen may advance to positions as in 1950 to 85,525 in 1960. During the 1960's, yard conductors; usually they stay in yard serv work in railroad yards is expected to become ice throughout their railroad careers. On some increasingly mechanized, with the use of auto roads, brakemen in road service may move from matic car retarders, automatic switching, and freight into passenger work, usually considered other devices. This is expected to result in a more desirable because it is less strenuous than further decline in the employment of brakemen. 716 OCCUPATIONAL OUTLOOK HANDBOOK Earnings and Working Conditions The number of cars in the train and the type of service in which he is employed determine the earnings of a brakeman; extra pay is given for work in mountainous country. The average monthly earnings of yard brakemen employed by class I line-haul railroads were $578 in 1960. Brakemen on through freight trains averaged $665 a month and those employed on local and way freight trains averaged $849 monthly in 1960. The monthly average for passenger train brakemen was $786 in 1960. In 1960, brakemen in yard service had a 5day, 40-hour basic workweek, and for work be yond this they were paid one and one-half times their regular hourly rates. In addition to their basic day’s pay, brakemen in road, passenger, or freight service earned extra pay under cer tain conditions; for example, when they trav eled more than 100 miles on a freight run or 150 miles on a passenger run. Like other members of train and engine crews, brakemen are often scheduled to work nights and on weekends and holidays. They pay their own living expenses while on duty away from their home terminals. Brakemen who are on the extra board and have been em ployed by the railroad for only a short time tend to have less steady work and lower earn ings than men with regular assignments, and they may also work more irregular hours. Yard and freight brakemen face considerably greater accident risks than most other railroad workers. The great majority of brakemen are repre sented by the Brotherhood of Railroad Train men. The Order of Railway Conductors and Brakemen (Ind.) has organized freight and passenger brakemen on a few roads, however, and the Switchmen’s Union of North America has organized some yard brakemen. Pullman Porters and Passenger Attendants (D.O.T. 2-91.10) Nature of Work Pullman porters make up berths in sleeping cars, keep the cars in order, make sure that washrooms are clean and adequately supplied with towels, and handle luggage. They make trips more comfortable and enjoyable for pas sengers by their services, as helping invalids and otherwise attending to passengers’ personal wants, answering questions about the train route, and looking for passengers’ lost or for gotten property. Porters must know how to operate the heating, lighting, and air condi tioning equipment on Pullman cars. Porters-inchatge, employed on some trains that do not have Pullman conductors, collect Pullman tick ets, sell space and keep records, in addition to handling regular porter duties. On club cars and other cars where refresh ments are served, passenger attendants prepare and serve beverages and light meals and also perform any necessary porter work. On some roads, busboys assist the attendants on large club cars. In early 1961, the Pullman Company em Pullman porter adjusting pillow for passenger’s comfort. ployed about 3,500 porters on regular assign ments and 1,500 on fill-in assignments, mainly on sleeping cars, and about 350 passengers at 717 RAILROAD OCCUPATIONS tendants and 50 bus boys. Line-haul railroads operating their own sleeping or parlor cars em ployed an additional 500 porters and 300 at tendants. Training, Other Qualifications, and Advancement Applicants for porter jobs should be between 21 and 45 years of age, and be able to make simple mathematical calculations. To qualify for an attendant's job, previous experience as a busboy or porter is desirable. Applicants for all of these jobs undergo physical examinations, and those who handle food are reexamined every 90 days. Porters starting oh the job go through a training period of approximately 2 weeks, get ting instruction from a porter-instructor, and working on a train under the supervision of an experienced porter. After this training period, the employee works as a porter for a 6-month probationary period. He starts on the extra board, and is given temporary assignments as men are needed, and later, when he has gained seniority, bids for a regular assignment. Busboys, as well as porters, may be promoted to attendant positions when openings occur. Porters may become porters-in-charge or por ter-instructors. Employment Outlook A limited number of opportunities in these small fields will arise in the 1960's because of retirements, deaths, and transfers to other oc cupations. Virtually all job openings for por ters and attendants will probably be filled by furloughed workers, particularly to meet tem porary seasonal needs. Porters and attendants, like other groups whose employment depends mainly on the volume of first-class (Pullman) passenger traffic, have been decreasing in num ber in recent years, and the number is expected to continue to decrease in the 1960's. Earnings and Working Conditions In 1960, porters, attendants, and busboys working on regular assignments for the Pull man Company were guaranteed a monthly wage based on 205 hours of work. Although extra board men did not have a guaranteed wage, the company nevertheless tried to schedule enough work for them to maintain their earnings at no less than two-thirds of the basic month's pay. All hours worked by porters, attendants, and busboys, up to a total of 240 a month, were paid for at straight-time rates. Time and onehalf was paid for work in excess of 240 hours a month. In 1960, the basic rates for porters (repre senting pay for 205 hours of work a month) ranged from $419.36 a month for beginning workers to a maximum of $430.36 after 15 years of service. (Porters-in-charge receive an additional $32.50 a month.) Comparable rates for attendants were $431.86 for beginners and $441.46 for those with 15 years or more of service. Busboys started at $418.66 and reached a maximum of about $428.26 a month after 15 years of service. In addition to these basic monthly rates, porters, attendants, and busboys receive tips which often vary with type of serv ice performed for passengers. On night runs, sleeping-car porters are pro vided sleeping accommodations. The porter in the adjacent car services the car of the porter released for sleep. Porters pay 50 percent of the cost of most of their uniforms. When on a run, they may buy dining car meals at approxi mately 60 percent of the regular price. Porters receive life insurance benefits, and they and their dependents are covered by medi cal, surgical, and hospitalization programs, fi nanced entirely by the employer. Most porters are represented by the Brother hood of Sleeping Car Porters. 718 OCCUPATIONAL OUTLOOK HANDBOOK Dining Car Cooks (D.O.T. 2-26.40 through .49) Nature of Work Employment Outlook Dining car cooks prepare the meals served on trains. There may be from one to four cooks in a dining car kitchen, depending on the size of the kitchen and the number of customers expected. When four cooks are employed, each has specialized tasks. The chef keeps a record of the supplies on hand and supervises the work of the kitchen crew, roasts and carves meats and poultry, and garnishes dishes. The second cook fries and broils meat, bakes muffins and rolls, and puts the food on the plates. The third cook prepares soup, vegetables, and coffee and works at the steam table. The fourth cook, or “helper,” is the vegetable peeler, dishwasher, and general cleanup man. Many dining cars carry fewer than four cooks, and each man is therefore required to perform some additional tasks. Approximately 2,275 dining car cooks were employed by the railroads in 1960. (Information about the nature of the work performed by other cooks, employed in res taurants operated by the railroads, may be found elsewhere in this Handbook. See index for page numbers.) Opportunities for new workers to enter this small field in the 1960’s will be very limited. In recent years, many cooks have been laid off and placed on furlough. Before new workers are hired to fill openings which occur during the next several years, these furloughed em ployees will be called back either to fill tem porary jobs which become available because of seasonal peaks in passenger service, or to replace men who retire, die, or find a job outside the railroad industry. Like other railroad workers whose employ ment depends mainly on the volume of pas senger traffic, dining car cooks decreased in number during the 1950’s, and the number is expected to continue to decrease in the 1960’s. Training, Other Qualifications, and Advancement The railroads prefer that applicants for jobs as dining car cooks have a high school educa tion and some experience in the preparation of food. They are required to pass strict physical examinations and undergo periodic tests for communicable diseases. New workers generally begin as fourth cooks and are given only temporary assignments. As the cook gains experience, he is usually assigned to a regular run. After 2 or 3 years’ experience, a fourth cook may be promoted to third cook. He may remain in this job for 5 or more years before becoming a second cook, after which it generally takes an additional 3 to 5 years to work up to the position of chef. Earnings and Working Conditions Basic monthly rates paid by a large midwestern railroad for a 205-hour month in 1960 ranged from about $409, or $2 an hour, for fourth cooks, to $491 or $2.40 an hour for chefs. These rates were generally representative of those paid by railroads throughout the country. Nationally, all hours worked up to a total of 240 a month were paid for at basic rates, and work in excess of 240 hours was paid for at time and a half. The railroads furnish the coats and aprons worn on the job. When cooks are away from their home terminals, they are provided free meals and sleeping quarters. Disabling injuries are more frequent among cooks than among many other groups of rail road workers because cooks work with sharp knives and near hot stoves, and the sudden jerks and swaying of the dining car increases the danger of cuts or burns. The majority of cooks and chefs are organized by the Hotel and Restaurant Employees and Bartenders International Union. 719 RAILROAD OCCUPATIONS Dining Car Waiters (D.O.T. 2-27.95) Nature of Work Waiters are employed by the railroads to serve meals in dining cars. Many dining cars carry a full crew of six waiters, each of whom has several specific duties in addition to taking orders from customers, serving them food, and removing dishes from tables. Two waiters serve as “pantrymen” and are responsible for the proper storage of food and the preparation of salads. One waiter takes care of the linen and water bottles, while another washes, cleans, and polishes the larger pieces of silverware, such as sugar bowls, ice tubs, and finger bowls. An other waiter is responsible for the flat silver and glassware, and the remaining waiter keeps the floors clean. When the crew of waiters is smaller, each man handles several of these as signments. In 1960, the railroad industry em ployed almost 4,910 dining car waiters. Training, Other Qualifications, and Advancement Previous experience as a waiter is an asset to men seeking positions with the railroads. Railroads prefer high school graduates who are ip? their early twenties, fairly tall, and of pleas ing appearance. Each new waiter is given a thorough physical examination and is period ically tested for communicable diseases. Ad vancement for waiters is limited. A few waiters may become waiters-in-charge who supervise the operation of very small dining cars or re freshment cars serving light meals. On some roads, waiters may be promoted to positions as stewards in charge of dining car staffs. Employment Outlook A limited number of job opportunities for new workers in this small field will arise in the 1960,s, primarily to replace experienced waiters who retire, die, or transfer to other fields of work. Some new workers may be hired also for temporary assignments during seasonal peaks in passenger service. In recent years, many experienced waiters have been laid off and placed on furlough, however, and these fur loughed workers will be given opportunities for reemployment before any new workers are hired to fill jobs that become available. Employment of dining car waiters has de clined rather sharply since 1950. Like other groups, whose employment depends mainly on the volume of passenger traffic, dining car waiters are expected to continue to decrease in number in the next decade. Earnings and Working Conditions Waiters generally worked 205 hours each month in 1960. Those employed by a large midwestern railroad in 1960 received $411 a month or $2 an hour, in addition to their tips. These rates were generally representative of those paid by railroads throughout the country. Nationally, any extra hours worked each month, up to a total of 240, were paid for at the regular hourly rate; for any time worked over 240 hours a month, they received time and one-half pay. Waiters who serve as pantrymen are paid a few dollars extra each month, and those who go through the railroad coaches selling sand wiches and other items receive a small commis sion on their sales. Jackets and aprons worn by waiters are furnished by the railroads. Waiters are organized primarily by the Hotel and Restaurant Employees and Bartenders In ternational Union. Telegraphers, Telephoners, and Towermen (D.O.T. 1-41.22 and 5-44.020) Nature of Work Telegraphers, telephoners, and towermen are concerned with controlling the movement of trains in accordance with instructions issued by the train dispatchers. Telegraphers and telephoners receive train orders from the dis patchers and pass them on to the train crews. Towermen operate the controls which throw 720 track switches and set signals in order to route traffic according to train schedules or special orders. To some extent, the three jobs are inter changeable. For example, many towermen also act as telegraphers and telephoners in trans mitting orders, and some telegraphers and tele phoners spend part of their time operating signals. Telegraphers, telephoners, and towermen work either in railroad stations or in towers located in yards, terminals, and other important junction points along the railroad’s right of way. Often, at the largest stations and towers, either a chief telegrapher, a chief tele phone^ or wire chief, or chief tower man (train director) is in charge of the work. Telegraphers and telephoners may transmit information about train orders, as well as other types of communications relating to the rail road’s business, by Morse Code, radio telephone, telephone, and teletype or some similar device. Morse Code, which was once generally used for this purpose, has generally been replaced by the telephone. At some stations, telegraphers may sell tickets or do clerical work in addition to their other duties. Class I line-haul railroads employed about 19,045 workers in the telegrapher, telephoner, and towerman group in 1960. About 1,155 were chief telegraphers and telephoners, and 375 were chief towermen. About 17,515 combined telegraphing and telephoning with clerical du ties in stations. Short-line railways employed several hundred more of these workers. Training, Other Qualifications, and Advancement Most telegraphers, telephoners, and towermen receive their training on the job, working under the supervision of experienced telegraphers, sta tion agents, or towermen. They are instructed about their future responsibilities, including operating rules, train orders, station operations, and the Morse Code. On many roads, trainees must pass examinations on train operating rules as well as practical tests on other duties relating to their future assignments before they can qualify for permanent positions as teleg raphers, telephoners, or towermen. Most roads place newly hired workers on the extra board, where they serve on temporary OCCUPATIONAL OUTLOOK HANDBOOK assignments as men are needed and, after ac quiring sufficient seniority, bid for regular as signments as telegraphers, towermen, clerktelegraphers, and station agent-telegraphers. Most railroads prefer applicants for begin ning positions to be high school graduates be tween 21 and 30 years of age. Applicants must pass physical examinations which have strict eyesight and hearing requirements. A man with the necessary experience and seniority may be promoted to a position as sta tion agent or train dispatcher. Employment Outlook There will be a few hundred opportunities for new workers to become student operators each year during the 1960’s, even though em ployment in this occupational group is expected to decline somewhat. The openings that occur will result primarily from the need to replace experienced workers who retire or die. Employment on class I line-haul railroads in the telegrapher, telephoner, and towerman group dropped from about 26,500 in 1950 to 19,045 in 1960, and it is expected to continue to decline in the 1960’s. The mechanization of yard operations, the use of dispatcher-to-train radio hookups and other new communications devices, and the extension of centralized traffic control and other automatic signaling systems are reducing the number of workers needed to help control the movement of trains. Earnings and Working Conditions The average straight-time hourly earnings of clerk-telegraphers and clerk-telephoners on class I line-haul railroads in 1960 were $2.47; teleg raphers, telephoners, and towermen averaged $2.50. Chief telegraphers and telephoners and chief towermen averaged, respectively, $2.79 and $3.20 an hour in 1960. Telegraphers worked a basic 40-hour week of five 8-hour days in 1960, with time and one-half paid for overtime. Under Federal law, they are prohibited from working more than 9 hours in any one day, except in emergencies. Most telegraphers, telephoners, and tower men are members of The Order of Railroad Telegraphers. 721 RAILROAD OCCUPATIONS Station Agents (D.O.T. 1-44.22) Nature of Work Station agents are the railroads’ official rep resentatives in dealing with the public at rail road stations. Most agents work at small sta tions where they sell tickets, check baggage, calculate freight and express charges, load and unload freight and express packages, and per form many other tasks. They may also serve as telegraphers and telephoners, receiving and delivering train orders and other messages per taining to the company’s business. In larger stations, some of this work may be done by railway clerks, telegraphers, and other employ ees working under the station agent’s super vision. In major freight and passenger stations with many railroad employees, the duties of the station agent are primarily administrative and supervisory. About 15,935 station agents were employed by class I line-haul railroads in 1960. About 13,965 worked in small stations (10,740 of them acting as telegraphers and telephoners in addi tion to their other duties), and 1,970 had super visory positions at major stations. The short line railways employed several hundred other agents, chiefly at small stations. Training, Other Qualifications, and Advancement Positions as agents in small stations or as sistant agents in larger ones are usually filled by promoting experienced telegraphers. Less frequently, railroad clerks may advance to sta tion agent positions. A promotion to an agent’s position, requires, in addition to the necessary seniority, a knowledge of train schedules and routes, rates, bookkeeping methods, signals, and other railroad business transacted at wayside stations. Station agents may advance from small to larger stations or from positions as assistant agents to agents. They may be promoted to supervisory positions such as stationmaster or inspector. Employment Outlook A limited number of opportunities for promo tion to station agent jobs will arise each year during the 1960’s, principally because of the need to replace agents who retire or die. For some years the number of station agents em ployed by class I line-haul railroads has been declining; between 1950 and 1960, employment dropped from about 21,000 to less than 16,000, principally because some local passenger and freight services were discontinued. It is ex pected that the railroads will discontinue addi tional passenger services during the 1960’s, with the result that the total number of station agents employed will decline further. Earnings and Working Conditions The earnings of station agents vary accord ing to the size of the station and the nature of their duties. In 1960, the earnings of agents who also served as telegraphers and telephoners on class I line-haul roads averaged $2.47 an hour; other agents at small stations who did not act as telegraphers averaged $2.65 an hour. Agents at major stations earned a straight-time average of $3.18 an hour in 1960. Most agents were paid either by the hour or by the month in 1960; those in nonsupervisory positions had a basic 40-hour workweek, and time and one-half was paid for overtime work. Whenever agents handled the business of the Railway Express Agency, they received, in ad dition to their regular pay, a commission on the business transacted, Many station agents are members of The Order of Railroad Telegraphers. 722 OCCUPATIONAL OUTLOOK HANDBOOK Clerks (D.O.T. 1-01.31; 1-11.02 through .15; 1-18.74, .93, .97; 1-26.03; 1-13.01, .10; 1-34.02, .04; 1-36.01) Nature of Work Railroad clerks handle the huge volume of paper work necessary to keep an account of each piece of rolling stock, and transact busi ness with freight shippers and the traveling public. They work in railroad stations, freight houses, yards, terminals, and company offices. Clerks make up the largest single group of rail road employees—class I line-haul railroads em ployed about 116,340 of these workers in 1960, and short-line railways, thousands more. The majority of railroad clerks—73,805 on class I line-haul railroads in 1960—do clerical work connected with business transactions such as collecting bills, investigating complaints, adjusting claims, tracing shipments, compiling statistics, selling tickets, and keeping books. In small offices and stations, one man may perform duties related to several of these jobs, but in large offices with many employees, each clerk usually handles a specialized job. A second group, totaling 21,210 in 1960, con sists of secretaries, stenographers, typists, and operators of calculating, bookkeeping, and other kinds of office machines. They perform duties similar to those of workers in the same kinds of jobs in other industries. (Information about the nature of the duties of employees in these clerical jobs may be found elsewhere in this Handbook. See index for page numbers.) In 1960, class I line-haul railroads employed more than 10,490 other railroad clerks in higher grade “senior” jobs involving more responsible or technical work. Some of the clerks in this group prepare the statistics on employment, traffic, and other matters relating to railroad operations which are required periodically by the Federal Government. Others, called “cash iers,” deal with customers on such matters as uncollected freight bills. Still others do account ing work related to their companies’ use of terminals and other facilities which are owned jointly by several roads. A fourth group are the supervisory and chief clerks. In 1960, they numbered about 10,835 on class I line-haul railroads. They not only super Railroad clerk checking car numbers in freight yard. vise the work of other railroad clerks and as sume responsibility for the work of entire de partments, but they may be called on to deal with highly complex problems related to the business end of railroad operations. Training, Other Qualifications, and Advancement Beginning railroad clerk positions are often filled by hiring newcomers or by promoting workers such as office boys or messengers who are already employed by the company. A high school education is usually required, and cleri cal aptitude tests are sometimes given. The rail roads prefer workers who have had training or some experience in working with figures. In a few kinds of positions—yard clerks, for instance —beginning workers on some roads are assigned to extra board work, where they work on temporary assignments until such time as reg ular assignments become available. In many offices, a railroad clerk may advance 723 RAILROAD OCCUPATIONS to assistant chief clerk of chief clerk, or to a higher administrative position. Some clerks may move from routine jobs to work requiring special knowledge of subjects such as account ing or statistics, and this work may lead eventu ally to positions as auditors or statisticians. Railroad clerks may also be promoted to jobs as traffic agents, buyers, storekeepers, or ticket and station agents. Employment Outlook Even though employment in clerical positions is expected to decline somewhat during the 1960’s, several thousand job opportunities for new workers will become available each year. Because this is a large occupational group, re tirements, deaths, and transfers to other fields of work will create many openings for new workers. Employment in this occupational group has been declining. In 1950, class I line-haul rail roads employed about 152,000 railroad clerks; in 1960, only 116,340 were employed. A con tinued decrease in the employment of these workers is expected, as electronic business ma chines do more of the work formerly done by railroad clerks in processing freight bills and recording information about freight car move ments and freight yard operations. Earnings and Working Conditions Employees of class I line-haul railroads who had clerical jobs involving work such as collect ing bills and investigating complaints received average straight-time pay of $3.03 an hour in 1960. Secretaries, stenographers, typists, and office machine operators averaged $2.45 an hour; senior clerks and specialists averaged $2.78 an hour; and supervisory and chief clerks, $2.98 an hour in 1960. Railroad clerks in nonsupervisory positions work a basic 8-hour day and 40-hour week, with time and one-half paid for overtime. The Brotherhood of Railway and Steamship Clerks, Freight Handlers, Express and Station Employes represents the railroad clerks on all major roads. Redcaps (D.O.T. 2-92.30) Nature of Work Redcaps (porters) work at passenger sta tions and terminals, carrying baggage for rail road passengers, either by hand or on trucks. They check luggage, make telephone calls, and perform other services for travelers. They also answer questions on such subjects as train schedules and the tracks on which particular trains will arrive or depart. At a few stations, they stock the timetable racSs, and do cleaning and other work. About 3,000 redcaps were em ployed in 1960, either by railroad companies or by companies operating railroad terminal facil ities and concessions furnishing this service in stations and terminals. Training, Other Qualifications, and Advancement Hiring standards for redcap jobs vary from company to company. As a rule, the railroads prefer applicants who are at least 18 or 21 and not over 45 years of age. Applicants must be able to read and write and must be strong enough to carry heavy baggage. Physical exam inations are required. Promotional opportunities for a redcap are limited chiefly to positions as assistant captain or captain in charge of all redcaps at a station. Employment Outlook There will be only a small number of op portunities for new workers to obtain jobs as redcaps during the 1960’s. Openings will arise primarily from the need to replace redcaps who retire, die, or transfer to other fields of work. As openings develop, however, almost all of them are likely to be filled by redcaps who have been furloughed in force reductions in recent years, or by furloughed railroad workers who have 724 OCCUPATIONAL OUTLOOK HANDBOOK been employed in other kinds of jobs. Like other groups whose employment depends mainly on the volume of railroad passenger traffic, redcaps have been declining in numbers in recent years and this decline is expected to continue in the 1960’s. Earnings and Working Conditions Wage rates specified for redcaps in union contracts averaged $2.05 an hour in 1960. In addition to their basic rates, paid them by the railroad and terminal companies, redcaps keep any tips which passengers give them over and above the regular charge for carrying baggage. Most of the redcaps who are employed under union contracts work an 8-hour day. Often they are scheduled to work at irregular hours such as in the early morning or late afternoon when most of the trains are arriving and departing from their stations. Some companies furnish the uniforms worn by redcaps in their employ, but in other cases, the companies pay part of the cost and the redcaps pay the rest. Practically all redcaps are members of unions. They are represented primarily by the United Transport Service Employees, or by the Brother hood of Railway and Steamship Clerks, Freight Handlers, Express and Station Employees. Shop Nature of Work The skilled workers employed by the rail roads to build, maintain, and repair rolling stock and other equipment may be classified in six main “shop crafts:” Carmen (D.O.T. 579.020), machinsts, electrical workers, sheet metal workers, boilermakers, and blacksmiths. They work in railway shops, engine houses, yards, and terminals. In 1960, about 112,230 journeymen mechan ics were employed by class I line-haul railways in these six crafts. Working with them were 7,560 gang foremen and leaders, 20,565 helpers, and 4,415 apprentices. Several thousand more workers in the same occupations were employed by short-line railways. Carmen, who numbered about 58,430 on class I line-haul railroads in 1960, are by far the largest group of shop craftsmen. They do many different kinds of work, since they build, main tain, and repair railroad freight and passenger cars, and also work on locomotives and on small vehicles such as the motor-driven cars used in transporting workers along the tracks. Most carmen are skilled in carpentry and can use power equipment as well as handtools. A few are skilled only in specialties such as uphol stering, car painting, and patternmaking. Some carmen work as car inspectors in the railroad yards and stations, examining cars for defects that might lead to train accidents or delays> Machinists are the second largest group of skilled shop workers. About 26,850 were em ployed by class I line-haul railroads in 1960, doing such work as assembling and dismantling equipment, and making and repairing parts. Electrical workers, about 15,495 of whom were employed in 1960, install and maintain wiring and electrical equipment in locomotives, pas senger cars, and cabooses, as well as in build ings owned by the railroads. (Another group of electrical workers, numbering about 2,460 in 1960, and employed mainly away from the shop, install and maintain the telephone, telegraph, teletype, and radio equipment used by the rail roads.) Sheet-metal workers, numbering about 7,155 in 1960, install and maintain light sheetmetal parts and do pipefitting on cars, locomo tives, and other equipment. Boilermakers, of whom there were about 2,340, work mostly in locomotive shops where they maintain and re pair locomotive and stationary boilers, fire boxes, tanks, and other parts made of sheet iron or heavy sheet steel. Blacksmiths, who numbered about 1,955, are employed to forge and fabricate parts such as springs and side rods for locomotives and other equipment. Other craftsmen employed in the shops include molders, stationary firemen, oilers, and station ary engineers (steam). (More information about the nature of the work of most of the above shop trades may be found elsewhere in this Handbook. See index for page numbers.) 725 RAILROAD OCCUPATIONS Training, Other Qualifications, and Advancement Apprenticeship is the usual way of entering the shop trades. Apprentices are trained in all branches of their respective trades, according to standards which in many cases are included in agreements negotiated by the shopmen’s trade unions and the railroad companies. Upon completion of their training, they are certified as qualified journeymen. Beginners with no previous experience in their chosen trades take this training as regular apprentices, generally for a 4-year period. Men with at least 2 years of previous work experience in the trade train as helper apprentices for a 3-year period. To become a regular apprentice, the applicant must be at least 16 and not over 21 years of age. The railroads prefer that helpers entering the 3-year apprentice training be no older than 30 or 35. On some roads, applicants for regular apprentice training are required to pass mathe matical and mechanical aptitude tests. Workers in the shop trades may advance to supervisory positions as foremen in shops, enginehouses, and powerplants. Employment Outlook There will be several hundred opportunities for new workers to obtain jobs either as helpers or as apprentices in the shop crafts each year during the 1960’s. In 1960, apprenticeship pro grams operated by class I line-haul railroads were training about 4,415 new workers, 3,952 of them as regular apprentices. Openings in the skilled shop crafts will re sult primarily from the need to replace expe rienced craftsmen who retire, die, or transfer to other fields of work. The number of journey man mechanics employed in these crafts de clined from about 163,000 in 1950 to 112,230 in 1960, and some further decline appears likely in the 1960’s despite the fact that more rolling stock will be needed to handle the anticipated increase in freight traffic. Among the factors which are making it possible for the railroads to handle a given amount of work in the shops with a smaller work force than formerly are the use of assembly line techniques in repair work, greater specialization of labor, and the use of better designed and constructed rolling stock. Employment in the individual shop crafts has not been affected in the same way by the changes in equipment and operating methods, nor is it likely to be in the future. Two ex tremes in shop craft employment trends are represented by electrical workers and boiler makers. During the 1950-60 period, while the total number of skilled craftsmen in the six principal shop trades decreased by one-third, the number of electrical workers remained vir tually unchanged. Some increase in employment of electrical workers may occur during the 1960’s, because of the widespread use of dieselelectric power and the installation of more com plex electrical and electronic equipment in locomotives, railroad cars, and communication systems. On the other hand, the decline that has already taken place in the number of boil ermakers employed in the shops—from about 10,000 in 1950 to 2,340 in 1960—is expected to continue, because the skills of these workers are not required as much in the repair of diesel locomotives as in the repair of steam locomo tives. In the case of carmen and machinists, who together account for three-fourths of all journeymen mechanics employed in the shop crafts, the decline since 1950 in the number employed has been roughly one-third; some further decline, although probably less pro nounced, is expected during the 1960’s. Earnings and Working Conditions Straight-time average hourly earnings of journeymen employed by class I line-haul rail roads in the shop trades in 1960 were: Carmen $2.58; machinists $2.61; electrical workers $2.63; sheet metal workers $2.62; boilermakers $2.64; and blacksmiths $2.62. Straight-time earnings of helpers in all shop crafts averaged $2.33 an hour in 1960; regular apprentices, who spend part of their time in classroom instruc tion and the rest of it on the job, averaged $2.19 an hour; and helper-apprentices, who also worked on the same basis, averaged $2.31 an hour; gang foremen and gang leaders aver aged $2.96 an hour. Most shop workers have a basic 40-hour workweek of five 8-hour days, 726 OCCUPATIONAL OUTLOOK HANDBOOK and are paid time and one-half for overtime work. Much of the work on railroad cars is done outdoors and workers are on the job in all kinds of weather. Major repairs on locomotives, however, are generally made indoors in the enginehouses or locomotive shops. Most shop workers are members of unions. Among the unions in this field are: Brother hood of Railway Carmen of America; Interna tional Association of Machinists; International Brotherhood of Electrical Workers; Sheet Met al Workers’ International Association; Interna tional Brotherhood of Boilermakers, Iron Ship builders, Blacksmiths, Forgers and Helpers; and the International Brotherhood of Firemen and Oilers. In collective bargaining, these un ions usually negotiate their labor contracts through the Railroad Employees’ Department of the AFL-CIO. Signal Department Workers (D.O.T. 5-79.170 and 7-79.170) Nature of Work Workers in railroad signal departments con struct, install, maintain, and repair the sig naling systems which control the movement of trains and assure the safety of railroad travel. One group of skilled workers, known as sig nal maintainers, is responsible for keeping wires, lights, switches, and other controlling devices in good operating condition. The work requires a thorough practical knowledge of elec tricity and considerable mechanical skill. Work on the newer signaling systems also requires a knowledge of electronics. A second skilled group, known as signalmen, generally has the same skills and knowledge required of maintainers, but is primarily con cerned with constructing and installing new signals and signal systems. Signalmen work as members of crews which also include un skilled and semiskilled workers. The crews travel from one part of the road to another, wherever construction work is underway. In constructing a signal system, crews often build forms for concrete, mix and pour cement, weld metal, and do many other types of work in addition to electrical work. In 1960, class I line-haul railroads employed 15,305 men in this kind of work; 9,470 were signalmen and signal maintainers, about 1,775 were semiskilled assistants, and 1,590 were un skilled helpers. Several hundred workers in these groups were also employed by the short line railways and by switching and terminal companies. Signal maintainer checking control hoard which controls speed of railway cars. Training, Other Qualifications, and Advancement Railroads prefer that applicants for entry jobs in the signal department be between 18 and 35 years of age and have a high school education or its equivalent. Knowledge of elec tricity and mechanical skill are assets to young men seeking these jobs. New employees start as helpers doing un skilled work under the direction of experienced men, or as semiskilled assistants, if they have had previous experience in signal work. Help ers, after about 1 year of training on the job, usually advance to the job of assistant. Open ings for signalmen and signal maintainers are 727 RAILROAD OCCUPATIONS filled, as they occur, by promoting qualified as sistants according to seniority rules. It gen erally takes at least 4 years for an assistant to work up to a position as signalman or signal maintainer. Both signalmen and signal maintainers may be promoted to more responsible positions such as those of inspectors or testmen, gang fore men, leading signalmen, or leading signal main tainers. A few may advance to such jobs as assistant supervisor or signal engineer. Employment Outlook There will be some opportunities for new workers to obtain entry jobs as helpers or as sistants during the 1960’s. Most of these op portunities will result from the need to replace workers who retire, die, or transfer to other fields of work. Job openings for new workers will be limited because men furloughed in recent years will be recalled before new men are hired. Employment of helpers and assistants de clined from about 5,000 in 1950 to 3,365 in 1960 and the number of skilled signalmen and signal maintainers declined from about 10,000 to 9,470. These occupations are expected to continue to decline during the 1960-70 decade. While the installation of new equipment has initially increased signal work opportunities, the overall effect has been declining mainte nance and repair requirements. Earnings and Working Conditions The average straight-time hourly earnings of signalmen and signal maintainers employed in Class I line-haul railroads in 1960 were $2.63. Assistant signalmen and signal maintainers averaged $2.44 and helpers $2.32 an hour in 1960. Signal workers have a basic 8-hour day and 5-day week, and are paid time and one-half for work beyond 8 hours a day. Signal maintainers tend to have fairly steady work, because the amount of work required for maintaining railroad signal systems does not change greatly with variations in traffic or with the seasons. Signalmen and other crew mem bers, particularly on some northern roads, may have less work during periods of especially bad weather. Workers in both of these occupations do most of their work out of doors, and main tainers must be prepared to make repairs re gardless of the time of day or the weather conditions. Both maintainers and signalmen, when working on signaling devices, must often climb poles and work near high-tension electric wires and unguarded railroad tracks. Signalmen and other crew members who work on construction and installation, fre quently work away from their homes and, on these occasions, many railroads provide camp cars for living quarters while the men pay for their own food. Maintainers are generally able to live at home, since they maintain signals only over a limited stretch of track. Most signal workers are members of the Brotherhood of Railroad Signalmen. Track Workers (D.O.T. 0-98.71, 7-23.121, 9-32.01, and 9-49.30) Nature of Work Trackmen and portable equipment operators construct, maintain, and repair railroad tracks and roadways. Many of them work in section crews which patrol and maintain a limited sec tion of the railroad's right-of-way. Some roads combine the section crews with highly mechan ized crews to cover longer stretches of the right-of-way. Still other track workers are em ployed in “extra” crews. These men perform seasonal maintenance and repair work, such as replacing rails. Either a member of the section crew or track workers operating track motor cars make regu lar inspections of the right-of-way, looking for cracked rails, weak ties, washed-out ballast, and other track and roadway defects. Trackmen and portable equipment operators working in the crews then make the necessary repairs. Power equipment, such as multiple tie tampers, power wrenches, and ballast cleaners, has been 728 OCCUPATIONAL OUTLOOK HANDBOOK gradually displacing the use of such handtools as picks, shovels, and spike hammers. More and more railroads are using roadway machines, which require skilled operators, to do heavy maintenance-of-way work which was once done by trackmen using handtools. In 1960, an average of 78,445 track workers were employed by class I line-haul railroads. They included 56,715 trackmen working in crews, 7,705 portable equipment operators and helpers, and 14,025 gang foremen. Additional thousands of these workers were employed by the short-line railroads. The size of this maintenance-of-way work force varies considerably during the year because many construction and repair jobs are done in the summer months when the weather is best. Training, Other Qualifications, and Advancement Most track workers are trained on the job, and it takes about 2 years for a beginner to acquire the skills necessary to become an all round trackman. Machine operating jobs in track maintenance work are assigned to quali fied trackmen on the basis of seniority. Most roads prefer workers between the ages of 21 and 45 for their track work forces. Men seeking work as trackmen must be able to read and write and do heavy work. Applicants are often required to take physical examinations. A high school education is desirable for work ers who are seeking to advance to positions as portable equipment operators and gang fore men. Trackmen and portable equipment operators with the necessary seniority and qualifications may advance to positions of gang foremen or assistant foremen. A qualified foreman may advance to a supervisory maintenance-of-way position such as track supervisor. Trackman operating power wrench to fasten connecting plates. larly in northern sections of the country. Com paratively few openings that occur will offer steady year-round employment. For some years, the use of mechanized equip ment and new kinds of materials in roadway construction have been substantially reducing the number of men employed by the railroads in maintenance-of-way work. At the same time, however, the use of mechanized equipment has been creating a limited number of maintenanceof-way jobs involving the operation of roadway machines. Between 1950 and 1960, as the num ber of trackmen and foremen in section and other kinds of crews dropped from about 174,000 to 78,445, the number of portable equip ment workers rose from 6,000 to about 7,705. These trends are expected to continue in the 1960’s. Earnings and Working Conditions Employment Outlook Several thousand new workers will be hired each year in track maintenance occupations during the 1960’s even though employment in this work is expected to decline. Most of these new workers will be hired for the seasonal rush of work during the summer months, particu Track workers are among the lowest paid groups in the railroad industry. Men employed in section and other kinds of crews on class I line-haul railroads had straight-time average earnings of $1.45 an hour in 1960. Portable equipment operators and helpers averaged $2.42 and crew foremen averaged $2.47 an hour 729 RAILROAD OCCUPATIONS in 1960. A basic 5-day, 40-hour week was in force for most classes of track workers. Time worked in excess of 8 hours a day was paid for at time and one-half rates, and after 16 hours of continuous service, double time rates usually were paid. Since most section men inspect and maintain only a few miles of track, they are usually able to live at home. However, the section crew is rapidly giving way to the mechanized “floating” crew. Trackmen and portable equipment op erators who work in “floating” crews usually travel from place to place and generally live in camp cars or trailers provided by the railroads. They pay for their own food. Most maintenance-of-way workers are mem bers of the Brotherhood of Maintenance of Way EImployees. Bridge and Building Workers Nature of Work These workers construct, maintain, and re pair tunnels, bridges, stations, railway shops, and a variety of other structures owned by the railroads. In 1960, class I line-haul railroads employed in this kind of work about 11,395 skilled craftsmen, 3,675 helpers, and 2,695 foremen. Among the skilled craftsmen were about 7,145 carpenters working as all-round mechanics in a variety of construction trades in addition to carpentry; about 2,750 masons, bricklayers, plasterers, and plumbers; and about 915 painters and 585 iron workers. The short line railways employed several hundred more workers in the same occupations. (Information about the nature of the work done by these craftsmen can be found elsewhere in this Hand book. See index for page numbers.) Training, Other Qualifications, and Advancement New employees usually receive their training on the job as helpers. As openings occur in skilled mechanics' jobs, they are filled by help ers who have qualified for promotion and have the necessary seniority. Skilled workers with the necesary experience and ability may advance to positions as fore men, inspectors, or bridge and building super visors. Employment Outlook A small number of job openings in the bridge and building work force will arise each year during the 1960's, even though the overall num ber of these workers may decline somewhat. Retirements, deaths, and transfers to other fields of work will provide some job opportunities for new workers. Most of the jobs available will be as beginners or helpers, where turnover rates are relatively high. Employment by class I line-haul railroads of skilled craftsmen, helpers, and foremen on bridge and building work decreased from about 29,500 in 1950 to 17,765 in 1960. This trend is expected to continue because the increased use of power tools and other labor-saving equip ment, and of new materials which require less maintenance and repair, will cut down further on the number of men needed for construction and maintenance work. Earnings and Working Conditions The average straight-time hourly earnings of carpenters employed by class I line-haul rail roads in bridge and building work in 1960 were $2.41. Masons, bricklayers, plasterers, and plumbers averaged $2.56, iron workers $2.58, painters $2.44, helpers $2.26, and foremen $2.71 an hour in 1960. Bridge and building workers work a 5-day, basic 40-hour week and are paid time and one-half for work beyond 8 hours a day, and may receive double time for work over 16 continuous hours. Bridge and building men usually are away from home during their workweek. On these occasions, they usually live in camp cars sup plied by the railroads, but they pay for their own food. The Brotherhood of Maintenance of Way Em ployees represents the bridge and building work ers on most roads. RESTAURANT OCCUPATIONS Millions of Americans eat meals every day in restaurants, cafeterias, snack bars, and other eating places. There are almost 350,000 estab lishments whose main business is to serve food and beverages. In mid-1959, about 2 million peo ple were employed in these establishments—in cluding almost 400,000 who owned and worked in their own restaurants. In addition, thousands of other food-service workers were employed in establishments which serve meals in connection with some entirely different kind of business activity—for example, drug and department stores, hotels, hospitals, schools operating lunch rooms for students, and factories operating them for employees. Still others work on board ships, in railroad dining cars, and for airlines. Nature and Location of the Restaurant Business Establishments which cater to the American custom of “eating out” range from roadside diners to luxurious and expensive restaurants. The kind of food offered and the way it is served depends primarily on the type of customer the restaurant seeks to attract. For example, cafe terias and other restaurants where large num bers of people eat lunch on workdays emphasize rapid service and inexpensive meals. At the other extreme are restaurants which cater to customers who have the time to eat in a more leisurely manner and are willing to pay higher prices; meals in some restaurants of this kind are served more elaborately and often include unusual dishes which are “specialities of the house.” Most restaurants are small independent busi nesses—some of them operated by their owners with no paid help or with the aid of only one or two part-time employees. Only a small pro portion of all restaurants are run by proprietors or business firms owning more than one restau rant. However, this small group includes some of the largest restaurants in the country. The 730 average eating place employs only about 6 workers, but some large restaurants employ 100 or more. Restaurant employment is concentrated in the States with the largest populations, and par ticularly in large cities. However, even the smallest communities usually have coffee shops, luncheonettes, and roadside diners. Restaurant Workers Three-fourths of all the people who work in restaurants are employees who prepare and serve food or do other kinds of service work. The two largest groups, each with several hun dreds of thousands of workers, are waiters and waitresses, and cooks and chefs. In addition to these two principal groups of service workers, there are busboys and busgirls who clear tables, carry soiled dishes back to the kitchen, and sometimes set tables; kitchen workers who wash dishes and prepare vegetables; and janitors and porters who dispose of trash and garbage, sweep and mop floors, and do other cleaning jobs. Many of these workers operate mechanical equipment such as power-driven dishwashers, floor polishers, vegetable slicers and peelers, and garbage disposal equipment, which eliminates much drudgery and physical exertion. Different kinds of service jobs such as these are likely to be found only in the largest restaurants, how ever. In many small eating places, waiters and waitresses clear and set up their own tables, sometimes prepare certain kinds of dishes, help out in the kitchen when they are not busy with customers, and do other kinds of work. Another large group of restaurant workers— almost one-fifth of the total—consists of man agers and proprietors. Most of the people in this group own and operate fairly small restau rants and, in addition to acting as managers, do cooking and other kinds of work. A much smaller number are salaried employees who 731 RESTAURANT OCCUPATIONS spend all of their time managing the affairs of the larger restaurants. All other restaurant workers combined rep resent only 1 out of every 20 people in the industy and are employed principally in the larger restaurants. Most of them are clerical employees of various kinds—cashiers who re ceive payments and make change for customers; food checkers, who total the cost of the meals selected by cafeteria customers; and bookkeep ers, stenographers, typists, and other clerical workers. Large restaurants also employ me chanics and other kinds of maintenance workers, as well as professional employees such as musi cians and other entertainers, accountants, and personnel workers. The sections of this chapter which follow give information about three key restaurant oc cupations—waiters and waitresses, cooks and chefs, and restaurant managers. The work done by many clerical and professional restaurant employees is much the same as that done by the same kinds of workers in other industries and is described elsewhere in this Handbook. (See index for page numbers.) Employment Outlook Thousands of openings in restaurant occupa tions are expected each year through the mid1960’s. Although many new jobs will be created by the growth of the restaurant business, most openings will result from turnover. Turnover is always high among waitresses, primarily be cause of the large number of women who work only a short time and leave to take care of family responsibilities. Turnover is also high among kitchen helpers and others in jobs re quiring little training or skill, since many people who do work of this kind find it easy to shift to other types of jobs when business conditions are good. Therefore, most of the job openings will be for waitresses and kitchen helpers—both because of high turnover rates and because these workers make up a very large proportion of all restaurant employees. In addition, em ployment opportunities are expected to be favor able for skilled cooks and for people who can qualify as restaurant managers. There will also be a number of openings in clerical jobs, such as cashier, bookkeeper, stenographer, and typist. The need for people trained for specialized posi tions, such as food manager and dietitian, is also expected to continue. In the long run, the restaurant business will probably expand rapidly and require the serv ices of many additional workers. Some of the major factors which will contribute to this ex pansion are rising population and income levels, the trend for more women to work outside the home and thus cook fewer meals at home, in creased leisure time owing to shorter workweeks and longer vacation periods, and the fact that more Americans than ever before are traveling both on their jobs and on vacations. The Na tion’s long-range, multibillion dollar highway construction program will undoubtedly be a special stimulus to automobile travel and hence to the restaurant business. The employment increase that takes place because of these developments may be limited to some extent by the increased use of vending machines to dispense prepared foods, the avail ability of more precooked and frozen foods, and the saving in work time which will be achieved through the use of precut meats and better mechanical equipment in restaurant kitchens. Despite these limiting factors, restaurant em ployment can be expected to rise rapidly during the 1960’s. Even in the event of a slowdown in business activity, employment will probably continue upward—although undoubtedly com petition for some kinds of restaurant jobs will be greater. Where To Go for More Information Additional information on the restaurant business as a field of work may be obtained from State and local restaurant associations and from: Educational Director, National Restaurant Association, 1530 North Lake Shore Dr., Chicago 10, 111. Hotel and Restaurant Employees and Bartenders International Union, 525 Walnut St., Cincinnati 2, Ohio Additional information on training opportuni ties in the restaurant field, including a list of schools and colleges offering courses which 732 train managers and other restaurant workers, may be obtained by writing to : The National Council on Hotel and Restaurant Education, Room 1336, Wyatt Bldg., 777 14th St. NW., Washington 5, D.C. Additional information on the restaurant business and its workers is available in : Establishing and Operating a Restaurant, U.S. Department of Commerce (Revised edition, 1957). OCCUPATIONAL OUTLOOK HANDBOOK Superintendent of Documents, Washington 25, D.C. Price 70 cents. High school students may obtain information on training programs for cooks, bakers, man agers, and other restaurant workers by writing to the Director of Vocational Education or Superintendent of Schools in their community, or to the State Director of Vocational Educa tion in the Department of Education in the State capital. Waiters and Waitresses (D.O.T. 2-27.01 through .12) Nature of Work Waiters and waitresses spend most of their time taking guests’ orders, serving food and beverages, making out checks, and, sometimes, collecting payments. The way they go about this work is largely determined by the type and size of the establishment in which they work. In diners, luncheonettes, and many other small restaurants, the emphasis is on quick service with a minimum of frills. Waiters and wait resses in such eating places may have to clear tables, carry soiled dishes to the kitchen, and clean equipment, in addition to serving food. Sometimes they combine counter service, cash iering, preparing certain foods, or other duties with waiting on tables. In other kinds of restau- rants, waiters and waitresses may serve food at a more leisurely pace and are expected to observe certain rules of correct food service. They may advise guests on the choice of wine for each food course or answer questions about how the food is prepared. They are sometimes assisted by busboys or busgirls who carry used dishes to the kitchen, set tables, and perform other duties incidental to meal service. In large restaurants, waiters and waitresses may be supervised by captains, hostesses, headwaiters, or headwaitresses, who also greet guests and escort them to tables; in small eating places, they may work directly under the supervision of the owner or manager. Where Employed Well over half a million waiters and wait resses were employed in 1959 in establishments operated primarily for the purpose of serving food and beverages. In addition, many thou sands worked in places such as railroad dining cars, hotels, stores, and other establishments whose primary business was something other than operating a restaurant. Women far out number men in this occupation. Men are em ployed in many restaurants, however, especially in the more formal and expensive ones. Training, Other Qualifications, and Advancement Waitress wearing native costume in restaurant specializing in foreign foods. Although many people with little formal schooling find it possible to enter this occupa tion, more and more employers, in hiring in 733 RESTAURANT OCCUPATIONS experienced workers, prefer people with at least 2 or 3 years of high school. Special courses for waiters and waitresses, given by vocational schools, restaurant associations, and individual hotels, are considered good preparation by most employers. Some restaurants hire inexperienced workers and give them a few weeks of on-thejob-training, often first as busboys or busgirls and later as waiters and waitresses. On the other hand, many restaurants—especially those with the more formal type of service—hire only ex perienced personnel. Waiters and waitresses must be able to do the simple arithmetic needed to add food checks and make tax computations. They should speak English reasonably well, have a friendly man ner, know how to put people at ease, and be neat and clean in their personal appearance. In a few restaurants, knowledge of a foreign language is important. Health certificates are frequently required of waiters and waitresses to indicate that they are free from communicable diseases. Experienced waiters or waitresses may trans fer to jobs in better paying restaurants and ad vance to supervisory positions, such as headwaiter or hostess. Supervisory workers may sometimes advance to managerial positions. Employment Outlook Many employment opportunities for waiters and waitresses are expected to become available during the mid-1960’s. Most openings for begin ning waitresses will probably continue to arise from turnover in the relatively low-price res taurants where the majority of women in this occupation are employed. Competition for wait ress jobs will remain keen in higher price res taurants, because the rate of turnover in these jobs is relatively low. Moreover, the better restaurants usually prefer to hire experienced waiters. A considerable number of temporary jobs for both waiters and waitresses will be come available each summer in resort areas. College students and temporary workers who live in the locality are usually hired for these jobs. Over the long run, employment in this oc cupation is expected to rise fairly rapidly, as the restaurant business expands. However, an even larger number of openings are likely to occur because of the need to replace workers who leave the occupation. (See Employment Outlook statement at the beginning of this chapter.) Earnings and Working Conditions In general, waiters and waitresses receive only a small wage from their employers—often little more than a token payment. Total earn ings in this occupation depend not only on wages, but also on tips, which may comprise a high proportion of earnings. The amount re ceived in tips varies considerably, depending on such factors as the skill of the worker; the size, type, and location of the eating place; and the general tipping habits of the community. Data on minimum union wage rates for waiters and waitresses are available from a relatively small number of union contracts in several large cities. In 1959, wages (exclusive of tips) for unionized waiters and waitresses ranged from about $6 per 8-hour day in one midwestern city to about $12 a day in a West Coast city. Wages in many restaurants, par ticularly in smaller cities and towns, were con siderably less. Many waiters and waitresses work 48 hours or more a week; others ordinarily work only 40 hours. It is common for many restaurant employees to work on split shifts—that is, to work for several hours serving one meal, take some time off, and then return to serve the next meal. Many eating places furnish meals—either free or at a low cost—and some also provide uniforms. Although the modern dining room is a pleasant place in which to work, waiters and waitresses are on their feet for hours at a time and often have to carry heavy trays. The principal union which organizes waiters and waitresses is the Hotel and Restaurant Em ployees and Bartenders International Union. (See introductory statement for Where To Go for More Information.) 734 OCCUPATIONAL OUTLOOK HANDBOOK Cooks and Chefs (D.O.T. 2-26) I Nature of Work Cooks and chefs (head cooks) help establish a restaurant’s reputation through their skill. The type of cooking they do and the skill they need depend on the size and type of restaurant. In large and exclusive restaurants, several cooks may be employed, each a specialist in preparing a particular type of food—soups, meats, vegetables, sauces, pastries, or ice cream. The chef supervises the staff of cooks and kitchen helpers and has overall responsibility for all food prepared. In addition, he helps train other cooks, estimates food consumption (in order to assist managers in making food purchases, and planning and pricing menus), creates new dishes, and decides on the size of food portions. In contrast, many small restau rants have only one cook, perhaps assisted by one or two helpers, who prepares all the food. In inexpensive eating places, menus may have little variety and the work of cooks is likely to be standardized and involve the preparation of only a limited number of dishes, often cooked on a “short order” basis, one serving at a time as customers order them. To assist cooks, many large restaurants em ploy pantrymen or salad makers who prepare and mix ingredients for salads, certain des serts, and some other types of food, but in a small restaurant the cooks usually do this work as well as a variety of other kinds of work in cidental to food preparation. Where Employed Approximately 300,000 cooks, about half of them women, were employed in 1959 in estab lishments which were primarily eating and drinking places. Chefs—many of them Euro pean trained—are employed principally in ex pensive restaurants and represent less than 1 percent of all cooks employed in the Nation’s eating places. Many additional thousands of cooks are employed in institutions such as hos pitals and schools, and in department stores, private clubs, aboard ships, on railroad dining cars, and in other eating places. About 40,000 Pastry cooks prepare a variety of baked foods. cooks and chefs—the majority of whom are men—are employed in hotel kitchens. In in stitutions such as hospitals and schools, how ever, the majority of cooks are women. Training, Other Qualifications, and Advancement Cooks generally learn their trade either by informal on-the-job training or, less often, by a more formal type of apprenticeship. Years of experience are required to become a skilled cook. Although there are no specific educational requirements for this work, employers are giv ing increasing consideration to applicants who have taken courses in restaurant cooking. Such courses are offered in some public vocational schools, private trade schools, and a few col leges. In addition, specialized cooking courses are sometimes given by local restaurant asso ciation groups with advice and assistance from the National Restaurant Association. These training programs are particularly valuable be cause a major portion of the student’s time is spent in well equipped school kitchens and skill is acquired through actual practice cooking. Courses for cooks include study in the use and 735 RESTAURANT OCCUPATIONS care of equipment; food standards (selection, preparation, and service of food and determin ing the size of servings); proper sanitation procedures—including the public health aspects of food handling; cooking methods, such as broiling and use of steam; and in the prepara tion of special dishes, such as soups, salads, and garnishes, and such egg dishes as souffles and meringues. Experienced cooks may advance to more re sponsible cooking jobs in the same place of employment or may transfer to better paying jobs in other restaurants, especially if they qualify as specialists in preparing certain types of food. Promotion from cook to executive chef or head cook may take as long as 15 to 20 years; in some instances, less time may be required, depending on the educational background and other qualifications of the person involved and the situation in the particular restaurant. The job of head cook or chef in the better restau rants is usually filled by a man. In addition to being an expert cook, a chef must have super visory ability and a thorough knowledge of all types of foodstuffs and kitchen equipment in order to organize and direct kitchen operations efficiently. Cooks in supervisory positions may sometimes advance to managerial positions. Cleanliness, the ability to work under pres sure during peak periods, physical stamina, and a keen sense of taste and smell are among the characteristics required for the jobs of cook and chef. Health certificates which indicate that cooks are free from communicable diseases are frequently required. Employment Outlook Well-qualified cooks are expected to be in strong demand throughout the mid-1960's. Al though there is always keen competition for the best jobs, there will be many employment op portunities for well-trained cooks in the better type of restaurants. An even greater number of jobs will become available for experienced but less skilled cooks for other kinds of res taurants. Most of the openings in all types of eating places will arise from the need to replace cooks who retire, resign, or die. Even though the number of chefs is com paratively small, opportunities for Americantrained cooks to become chefs are expected to show continued improvement. A relatively large proportion of experienced chefs were at, or near, retirement age in 1959 and many em ployers were finding it difficult to replace them, particularly because few were available from foreign countries—the traditional hiring source. Young people will find many opportunities for employment in kitchen helper jobs where they sometimes gain experience helpful in qual ifying as cooks. Women will also continue to find many opportunities for employment in the occupation. Employment of cooks and chefs is expected to increase fairly rapidly during the 1960,s. In addition to the opportunities for employ ment that can be expected in restaurants, op portunities will probably continue to be good for cooks and chefs in institutions and other places which maintain eating facilities—hos pitals, schools, department stores, industrial establishments, passenger ships, and private clubs. (See introductory section of this chapter for more information on Employment Outlook.) Earnings and Working Conditions Experienced cooks earn from about $50 to more than $100 a week, according to reports from several large cities. As a rule, cooks' salaries are closely related to the type of res taurant in which they are employed. For example, short-order cooks in low-price diners and luncheonettes generally earn less than cooks in medium-price or expensive restaurants. Cooks employed by hotels generally have the highest earnings. Chefs generally earn from $5,000 to $15,000 annually, depending upon their training and experience. Some chefs whose reputations are well known receive more than $25,000 a year. Although some cooks and chefs work a 40hour week, many regularly work 48 hours or more. Cooks and kitchen workers generally receive meals without charge or at reduced prices. Sometimes they are furnished uniforms that are needed on the job. Modern kitchens in many large restaurants 736 OCCUPATIONAL OUTLOOK HANDBOOK are scientifically arranged, air conditioned, and furnished with the latest equipment and laborsaving devices. In some of the smaller eating places, however, working conditions may be less desirable. The work hazards involved in clude the possibility of burns from steam or hot stoves and injuries from knives and broken glass or china. Cooks and their helpers are frequently required to lift heavy supplies and utensils. The principal union which organizes chefs, cooks, and other kitchen workers is the Hotel and Restaurant Employees and Bartenders In ternational Union. (See introductory statement for Where To Go for More Information.) Managers and Assistants (D.O.T. 0-71.21 through .23) Nature of Work Restaurant managers have overall responsi bility for the operation of establishments which serve food to the public. They coordinate and direct the work of cooks, chefs, kitchen help ers, waiters, waitresses, and other restaurant employees to insure that food is properly pre pared and served. Managers also direct such activities as hiring and training personnel, purchasing food and kitchen equipment, keeping cost accounts, taking inventories, approving menus, and making sure that health and sani tation regulations are observed. Their work usu ally involves frequent contacts with customers —to establish a friendly atmosphere, get their suggestions on food and service, or handle complaints. In a large restaurant, the manager may have several assistants including a head cook or chef, headwaiter, and dietitian. An increasing num ber of very large restaurants employ specially trained assistants—often called food managers —to supervise the kitchen staff and be respon sible for all food preparation. Many small restaurants are managed by their owners or by a paid assistant who may also help out on various jobs; for example, he may act as cashier and take customers’ orders during busy periods. Where Employed About 50,000 people were employed as sal aried managers in 1959—plus possibly an equal number of waiters and other restaurant work ers who served as assistant managers part of the time, and close to 375,000 proprietors who ran their own businesses. In addition, thou sands of managers were employed in dining Restaurant manager discussing menu with chef. rooms and other eating places in hotels, de partment stores, factories, schools, hospitals, private clubs, and other types of establishments which also serve food. Although opportunities for managers exist in cities and towns of all sizes, the greatest num ber of large restaurants and, therefore, most managerial positions are to be found in big cities. Some large eating places which employ managers are located in remote resort areas and on main highways. Training, Other Qualifications, and Advancement People usually become managers in one of two general ways. They may start in a job 737 RESTAURANT OCCUPATIONS such as cook or waiter and work their way up, or they may enter directly as executive trainees. In either case, several years of experience in restaurant work are necessary to qualify as a manager; and a good educational background is always an asset to an employee who hopes to attain a management job. In a large restaurant, the promotion ladder for restaurant workers with kitchen experience may be from a minor supervisory position— such as pantry supervisor—to food manager, then to assistant manager, and later to res taurant manager; top administrative positions such as executives in restaurant chains may also be attained. Similar advancement is pos sible for dining room workers who have a knowledge of kitchen operations. Experience in all aspects of restaurant work is important, since managers must be familiar with the duties performed and the equipment used by all the workers engaged in food preparation and service. They also must be able to apply their knowledge about food to such matters as pur chase, storage, inventory, and cost control. Poise, self-confidence, and the ability to get along with people are desirable personal char acteristics for restaurant managers. Although no specific educational requirements exist for restaurant managers, participation in management training programs offered in vo cational schools may be helpful in obtaining employment. Employers in the larger and more expensive establishments are showing an in creasing preference for college graduates. The work-and-study programs offered by the few colleges which have specialized 4-year curriculums in institutional, restaurant, and hotel management are generally recognized as the best educational preparation. The curriculum usually includes preliminary and advanced courses in food preparation; specialized courses in restaurant accounting, catering, manage ment, and sanitation; and more general courses, such as economics, law, marketing, and finance. Another requirement for a degree in these schools is three summers of work in restaurant or hotel jobs, ranging from busboy, food checker, and waiter to dining room captain and assistant restaurant manager. The valuable experience and contacts with employers thus obtained are often of assistance in obtaining desirable trainee or other restaurant positions after graduation. Individuals who enter res taurant work with this combination of educa tion and experience are usually advanced to managerial positions within 5 years. College graduates with less specialized train ing—especially those with degrees in business administration—may also be hired as executive trainees. They usually receive on-the-job train ing by rotating through all phases of restau rant work. Some trainees go through an in dustry-sponsored program of “executive ap prenticeship” under which participating restau rants cooperate with the National Restaurant Association in preparing employees for man agement positions. Employment Outlook Opportunities for well-qualified people to be come managers of restaurants and hotel dining rooms are expected to be favorable through the mid-1960,s. New college graduates with train ing in food management will be in strong de mand to fill jobs offering good possibilities of promotion. In addition, there will also be many opportunities for experienced restaurant em ployees with outstanding qualifications to move up through the ranks to managerial positions. The largest proportion of openings will con tinue to arise from the need to replace man agers who retire, resign, or die. A number of jobs will result from the establishment of new restaurants, however. In addition, some as sistant manager jobs will become vacant as a result of promotions to top managerial posts. The expansion of existing dining facilities will also create new positions for assistant man agers. Students seeking on-the-job experience in restaurants will have good chances for em ployment, particularly in summer jobs in resort areas. In the long run, a rapid increase in employ ment of salaried managers is expected, as the restaurant business continues to expand. The trend toward a greater number of chain restau rants will also provide an increasing number of managerial positions. The best opportunities will be for men with specialized education in 738 food management who have the experience necessary to manage a large restaurant. Oppor tunities will arise in hotels, institutions, and other places serving meals in connection with some other kind of business activity. . There will be many opportunities, in both the short and long run, for experienced people with business ability and the necessary capital to establish and manage their own restaurants. However, operating one's own restaurant in volves considerable risk of financial loss until the business is firmly established. (See intro duction to this chapter for further information on Employment Outlook in Restaurant Occu pations.) Earnings and Working Conditions Trainees hired for managerial positions in large city restaurants were often paid starting salaries of $4,000 or more a year in 1960, ac cording to the limited data available. New col lege graduates with specialized training in res taurant management usually received consider ably more than beginners without this back ground. Most experienced restaurant managers re ceive salaries between $5,000 and $10,000 a year, depending on the size, location, and type of restaurant. Salaries below this range are often paid to managers of small restaurants, and con siderably higher salaries are particularly likely to be paid managers employed by exclusive restaurants and large restaurant chains. Most restaurants furnish free meals to managerial personnel while they are on the job, and pro vide for laundering any uniforms which they may wear. Some restaurants pay annual bo OCCUPATIONAL OUTLOOK HANDBOOK nuses to their managers, and include them in pension, insurance, hospitalization, and surgical plans. The earnings of restaurant managers who own and manage their own businesses may vary even more than the earnings of salaried managers. In a small, moderate-price restau rant with counter service, for example, the proprietor-manager may have only a very mod est income from his business. On the other hand, many restaurants where food is prepared and served in a more elaborate manner provide the owners who run them with incomes con siderably higher than $20,000 a year. Salaried managers often work longer than 40 hours a week—sometimes 48 hours or more. People who own and manage their own res taurants may have an even longer workweek. Generally, the evening hours worked by res taurant managers depend on the type of res taurant. For example, in city cafeterias which close shortly after most of the workers in nearby businesses have gone home, managers may have little or no evening work. On the other hand, in places serving late dinners, they work mainly in the evening. Managers work in clean and, often, air-con ditioned places. In large restaurants, they usu ally have their own office space. During meal time periods, managers often walk about their establishments to check on the efficiency of operations. Those in small establishments usu ally are on their feet for longer periods, since they have more direct supervision of kitchen and dining room workers than managers in larger restaurants. (See introductory statement for Where To Go for More Information.) TELEPHONE OCCUPATIONS About 288 million telephone calls are made daily in the United States. Making connections for these calls; installing new telephone equip ment and keeping existing equipment in good working order; and performing the clerical, ad ministrative, and other duties needed to operate a large and complicated business required about 700,000 telephone company employees in 1960. The telephone industry offers men and women many employment opportunities for steady, year-round work in many different jobs in both small and large communities. Some of the jobs, such as telephone operator and file clerk, can be learned in a few weeks; other jobs, such as installer and repairman, take several years to learn. Three out of five telephone workers are women. They work mainly as telephone opera tors and in clerical jobs. Men are usually em ployed in installing, repairing, and maintaining telephone equipment. or signaling the operator, it travels from the caller through wires and cables to the cable vault in the central office. From the cable vault, thousands of pairs of wires fan out to a dis tributing frame where each set of wires is at tached to switching equipment. In order to join the caller’s telephone to the telephone he is call ing, connections are made automatically by the switching equipment or manually by an oper ator. Most long-distance calls are dialed by the customer or by an operator, and connected through the switching equipment with the tele phone called. Information that is needed to bill the customer for these long-distance calls is either recorded on special equipment called the automatic message accounting system or re corded on a ticket by the operator. Some customers make and receive so many calls that they cannot be handled on a single telephone line. To take care of these calls, a system somewhat similar to a miniature central office may be installed on the subscriber’s preCHART 34 Nature and Location of the Industry Providing telephone service for the many millions of residential, commercial, and indus trial customers is the main work of the Nation’s telephone companies. In 1960, about 74 million telephones were in use in the United States. Telephone jobs are found in almost every community in the United States. Most telephone workers, however, are employed in large cities with concentrations of population and indus trial and business establishments. Nearly threefifths of them work in the 10 most heavily populated States: New York, California, Penn sylvania, Illinois, Ohio, Texas, Michigan, New Jersey, Massachusetts, and Florida. The nerve center of the local telephone system is the central office containing the switching equipment through which any telephone may be connected with any other telephone. Each time a telephone call is made, whether by dialing NEARLY ONE-THIRD OF ALL TELEPHONE WORKERS ARE OPERATORS.... 0 10 T I-------- Percent of total workers, 1960 20 30 35 1---------- 1 -------- 1 ------- 1 -------- 1 Telephone operators Telephone craftsmen Clerical workers Adm inistrative and sales personnel Maintenance and building service workers Scientific and technical personnel Source: Based on data from the Federal Communications Commission. 739 740 mises. This system is the private branch ex change (PBX) usually found in apartment houses, hotels, office buildings, and factories. Other communication services provided by telephone companies include conference equip ment installed at a PBX to permit conversations among several telephone users simultaneously; mobile radiotelephones in automobiles, boats, and trains; and telephones equipped to answer calls automatically and to give and take mes sages by recordings. Telephone companies also build and maintain the vast network of cables and radio-relay sys tems which join the thousands of television and radio stations all over the Nation. These services are leased to networks and their affiliated sta tions. Telephone companies also operate tele type and private-wire services which they lease to business and government offices. Telephone Occupations Making a telephone call requires a vast amount of communications equipment and work ers in many different occupations. Chart 34 shows the percentage distribution of employ ment by occupational group. Telephone operators, the largest group of em ployees, make up nearly a third of the industry's employment. Their duties include making tele phone connections, assisting customers on spe cialized types of calls, and giving telephone information. A fourth of all telephone workers install, repair, and maintain telephones, wires and cables, switching equipment, and message ac counting systems. These workers can be grouped by the type of work they perform: (1) Central office craftsmen who maintain and repair equip ment in central offices; (2) line construction men who place, splice, and maintain telephone wires and cables; and (3) installers and repair men who place, maintain, and repair telephones and private branch exchanges (PBX) in cus tomers' homes, offices, and other places of business. When central office equipment is purchased by a telephone company, it is usually installed by central office equipment installers employed OCCUPATIONAL OUTLOOK HANDBOOK by the manufacturers of this equipment. Al though these skilled workers do not work for individual telephone companies, they are dis cussed in this chapter of the Handbook because their work is so closely connected with the Na tion's telephone system. More than a fifth of all telephone workers are employed in clerical jobs; most of these jobs are held by women. Clerical workers in clude stenographers, typists, bookkeepers, office machine operators, cashiers, receptionists, file clerks, accounting and auditing clerks, and pay roll clerks. They keep records of services pro vided by the company, make up and send out bills to customers, and prepare statistical and other reports. Some of this recordkeeping and statistical work is done by electronic data-processing equipment. About 12 percent of the employees in tele phone companies are in sales, administrative, and certain professional jobs. A substantial number of these workers are business represen tatives. They deal with the public, handling orders for new telephone services and providing information about these services. Administra tive and professional workers in this group in clude accountants, attorneys, personnel officers, purchasing agents, public relations employees, training specialists, and statisticians. The telephone industry employs many engi neers, draftsmen, engineering aids, and other technical personnel. Most of them plan and design the construction of new buildings and the expansion of existing ones, and solve engi neering problems that arise in the day-to-day operations of the telephone system. Some engi neers are employed in sales development work. Many top supervisory and administrative jobs are held by men with an engineering back ground. The rest of the telephone industry's workers maintain buildings, offices, and warehouses; operate and service motor vehicles; and do other maintenance and service jobs in offices and plants. Skilled maintenance workers include stationary engineers, carpenters, painters, elec tricians, and plumbers. Other workers employed by the telephone industry are janitors, porters, watchmen, elevator operators, and guards. 741 TELEPHONE OCCUPATIONS Employment Outlook Many thousands of new workers will be hired by telephone companies each year during the 1960’s. Most job openings will result from the need to replace the large number of workers who leave the industry, especially women tele phone operators and clerical workers. A smaller number of openings will occur in craft jobs as the telephone industry expands its services and its use of more complex equipment. The number of telephones in use is expected to continue to increase at an annual rate of about 5 percent during the 1960-70 decade. This expansion will result partly from the increase in population and households as well as the growing number of business and industrial es tablishments. The 11 million households in the United States still without telephones will be an important factor in the demand for increased services. Other indications of future expansion include the transmission of information from electronic data-processing equipment, the in creasing trend toward using extension tele phones in private homes; the widespread in stallation of outdoor public telephone booths; and the increasing demand for special equip ment, such as telephones in different styles and colors, dials that glow in the dark, and volume controls to compensate for impaired hearing. Employment in the telephone industry is also expected to grow—but at a much slower rate than the number of telephones in use. As in the past, the industry will be able to provide an increasing amount of service per employee be cause of continued technological improvements. Earnings and Working Conditions Earnings of telephone workers depend upon the type of job held, the training and experi ence required, and the geographic location of the job. For example, earnings of telephone operator trainees averaged $1.46 an hour in Oc tober 1960, compared with an average of $1.83 an hour for experienced telephone operators. In general, earnings are higher in the Northern and Far Western States. A telephone employee usually starts at the minimum wage for his particular job. Pay in creases are given at periodic intervals until the top of the grade is reached in about 6 years. Wage rates, wage increases, and the amount of time required to move from one step to the next are governed for most telephone workers by labor-management contracts. These contracts also call for extra pay for work beyond 8 hours a day or 40 hours a week and for all Sunday work. Most contracts also provide that the rate of pay for nightwork shall be 5 or 10 percent above the basic day rate. Overtime work is sometimes required in the telephone industry, especially during emergencies, such as floods, hurricanes, or bad storms. During an “emer gency callout,” which is a short-notice request to report, to work during nonscheduled hours, workers are guaranteed a minimum period of pay at the basic hourly rate, and travel time to and from the job is counted as worktime. In addition to these provisions which affect the pay envelope directly, other benefits are provided. Periods of annual vacations with pay are granted to workers according to their length of service. Usually, contracts provide for a 1-week vacation for 6 months to 1 year of service, 2 weeks for 1 to 15 years, 3 weeks for 15 to 25 years, and 4 weeks after 25 years. The number of paid holidays ranges from 6 to 11 days a year depending on locality. Nearly all contracts contain sick leave provisions. A typical program provides that payments for sick leave up to 7 days be paid to employees with at least 2 years of service after a waiting period of 1 to 3 days depending on length of service. Provisions for paid sick leave beyond 7 days are covered in benefit plans adopted by most companies. The majority of telephone workers are covered by group insurance plans which usually provide sickness, accident, and death benefits, and retirement and disability pensions. The telephone industry has achieved one of the best safety records in American industry —less than one disabling injury for each million man-hours worked in 1960. Where To Go for More Information Additional information about jobs in the telephone industry can be obtained from the 742 local telephone company or from local unions with telephone workers among their member ship. If no local union is listed in the telephone directory, information may be obtained from the following: OCCUPATIONAL OUTLOOK HANDBOOK Alliance of Independent Telephone Unions, 418 Paddock Bldg., 101 Tremont St., Boston 8, Mass. Communication Workers of America, 1925 K St. NW., Washington 6, D.C. International Brotherhood of Electrical Workers, 1200 15th St. NW., Washington 5, D.C. Central Office Craftsmen Nature of Work In 1960, telephone companies employed nearly 70,000 central office craftsmen and their foremen to test, maintain, and repair central office equipment. One of the main duties of central office craftsmen is preventive mainte nance to keep telephone equipment in operating condition. They make periodic tests of central office equipment to locate and repair trouble spots before they interfere with service. Testboardmen (D.O.T. 5-53.310) make peri odic checks of customers’ lines to prevent break downs or interference in telephone service. They work at special switchboards made up of electrical testing instruments and test for, lo cate, and analyze trouble spots reported on cus tomers’ lines. If repairs are needed, they direct the repair activities of line and cable crews or installer-repairmen (if the breakdown is outside the central office), or of central office repairmen (if the trouble is inside). In 1960, more than 17,500 testboardmen were working in telephone companies. Frameman (D.O.T. 7-53.020) is usually the beginning job from which a worker may ad vance to more skilled central office craft jobs. Framemen do most of their work at distribut ing frames or panels where customers’ lines (wires) come into the central office. Framemen string these wires to the proper terminals on the frames and then solder the connections. Connections are made according to worksheets prepared by others or by oral directions of testboardman. Central office repairmen (D.O.T. 5-53.235), often called switchmen, maintain and repair switching equipment and automatic message ac counting systems in central offices. They check switches and relays, using special tools and gages and their knowledge of electricity. They Central office repairman recording trouble spots as indicated on special test panel. also locate and repair trouble spots on custom ers’ lines in central office equipment as reported by testboardmen. In 1960, the telephone indus try had about 40,000 central office repairmen, helpers, and framemen. Training, Other Qualifications, and Advancement Telephone companies usually hire inexperi enced men to train for skilled jobs in central offices. Applicants for these jobs must have at least a high school or vocational school educa tion. A knowledge of the basic principles of electricity is helpful. Preemployment tests are usually given to prospective employees. Tele 743 TELEPHONE OCCUPATIONS phone training and experience in the armed services may be helpful in obtaining jobs as telephone company craftsmen; men with this training may be brought in above the entry level. Most telephone companies have regular pro grams for training new employees in central office jobs. A new worker may be given some classroom instruction as well as on-the-job training. After a few weeks he is usually as signed to the starting job of frameman and works with skilled repairmen under the direc tion of supervisor or foreman. As the frameman gains skill and experience, he may advance to a job as central office repairman or testboardman. At such times, he receives additional classroom instruction lasting 6 weeks or longer. Instruc tion includes such courses as the principles of electricity and electronics, as well as special courses in the maintenance of the particular type of central office equipment used by the company. Central office craftsmen receive training throughout their careers with the tele phone company. As new types of equipment and tools are introduced and new maintenance methods are developed, these men may be sent to school for short periods of instruction. Usu ally it takes at least 6 years for workers to reach the top pay rate as central office repair men or as testboardmen. Many workers move into central office jobs from other types of telephone jobs. For ex ample, some men start out as telephone installers or as linemen and may, with additional train ing, transfer to jobs as central office craftsmen. A few telephone craftsmen may be promoted to the higher paying job of engineering assis tant. In this job, they help telephone engineers plan cable layouts for new construction or for replacement of outmoded cable facilities. Employment Outlook Young men will find many opportunities for employment in central offices of telephone com panies in the 1960’s. Many of these openings will arise from the expected expansion of tele phone facilities and the growing complexity of central office equipment, such as the wider use of the automatic message accounting system and the introduction of electronic switching equipment. Many additional central office crafts men will be needed to test, maintain, and repair this equipment. It is expected that central of fice craftsmen will be one of the faster growing groups of telephone employees. Job openings will also result from the need to replace those workers who transfer to other telephone jobs, leave the industry, retire, or die. Retirements and deaths alone may result in about 10,000 job openings in the 1960-70 decade. Earnings and Working Conditions Central office craftsmen are among the high est paid group of skilled workers in the tele phone industry. In October 1960, average earn ings of testboardmen in large telephone com panies in the United States were $2.98 an hour, and $2.86 an hour for central office repairmen. Average hourly earnings ranged from $2.88 to $3.20 for testboardmen and from $2.60 to $3.01 for central office repairmen depending on locality. Earnings increase considerably with length of service in central office jobs. According to a 1961 wage schedule in one of the higher pay scale cities, framemen started at $64.50 for a 40-hour week and could work up to a maximum of $108.50 after 5 years. At any time during this period, if a vacancy occurred and the worker was qualified, a frameman could move into the job of central office repairman or test boardman on a higher pay schedule. Central office repairmen and testboardmen could in 1961 earn a maximum of $132 a week after 6 years of periodic increases. Craftsmen who transferred to engineering assistant jobs could earn a maximum of $144.50 a week after 8 years. Since the telephone industry gives continuous service to its customers, central offices operate 24 hours a day, 7 days a week. Therefore, some central office craftsmen work schedules which include evenings, nights, and weekends for which they receive extra pay. Central of fice craftsmen are covered by the same provi sions governing overtime pay, vacations, holi days, and other benefits that apply to telephone workers generally. (See p. 741.) Employees in central offices work in clean and well-lighted surroundings. 744 OCCUPATIONAL OUTLOOK HANDBOOK Linemen and Cable Splicers Nature of Work The vast network of wires and cables which connects telephone central offices to the mil lions of telephones and switchboards in cus tomers’ homes and buildings is constructed and kept in good operating order by linemen and cable splicers and their helpers. In 1960, tele phone companies employed nearly 18,000 line men and over 18,000 cable splicers. About 6,000 foremen and 5,000 cable splicers’ helpers and laborers were also employed in these operations. In constructing new telephone lines, linemen (D.O.T. 5-53.410) place wires and cables lead ing from the central office to customers’ prem ises. They dig holes with power-driven equip ment and set in telephone poles which support cables. Linemen climb the poles to attach the cables, usually leaving the ends free for cable splicers to connect later. In cities where tele phone lines are below the streets they place cables in underground conduits. Construction linemen usually work in crews of two to five men. A foreman directs the work of several of these crews. Much of the linemen’s work consists of re pairing and maintaining existing lines. When wires or cables break or when a pole is knocked down, linemen are sent immediately to make emergency repairs. The line crew foreman keeps in close contact with the testboardman who directs him to trouble spots on the lines. Some linemen are assigned sections of lines in rural areas which they inspect periodically. During the course of their work, they make minor repairs and line changes. After linemen place cables on poles or in underground conduits, cable splicers (D.O.T. 5-53.950) complete the line connections. Splic ers work on aerial platforms, in manholes, or in basements of large commercial buildings. They connect individual wires within the cable by matching colors of wires in such a way as to keep each circuit continuous. Cable splicers also rearrange pairs of wires within a cable when lines have to be changed. At each splice, they either wrap insulation around the wires and seal the joint with a lead sleeve or cover the splice with some other type of closure. Some Lineman using hand line to raise wire to working position. times they fill the sheathing with gas under pressure to keep out moisture. Cable splicers also maintain and repair cables. The preventive maintenance work that they do is extremely important because a sin gle defect in a cable may result in a serious interruption in service. Many trouble spots are located through electric and gas pressure tests. Training, Other Qualifications, and Advancement Telephone companies hire inexperienced men to train for jobs as linemen or cable splicers. Applicants for these jobs must have a high school or vocational school education and must pass a physical examination. Knowledge of the basic principles of electricity is also helpful. Preemployment tests are often given to help determine the applicant’s aptitudes. Some line and cable work is strenuous, requiring workers to climb poles and lift lines and equipment. Accordingly, applicants for these positions must be physically qualified for such work. Manual 745 TELEPHONE OCCUPATIONS dexterity and the ability to distinguish color are also important qualifications for this work. Men who have received telephone training and experience in the armed services frequently are given preference for job openings and may be brought in above the entry level. Telephone companies have training programs for these jobs, including classroom instruction as well as on-the-job training. Classrooms are equipped with actual telephone apparatus, such as poles, cable supporting clamps, and other fixtures to simulate working conditions as close ly as possible. Trainees learn to climb poles and are taught safe working practices to avoid the hazards of live wires and falls. After a short period of classroom training, some trainees are assigned to a line crew to work on the job with experienced men under the supervision of a line foreman. It usually takes about 6 years for linemen to reach the top pay for the job. Other trainees are assigned as cable splicers' helpers. They acquire the skills of the trade by working with experienced cable splicers. After working 3 or 4 years as cable splicers' helpers, they may advance to the job of cable splicer and reach top pay for the job in another 2 or 3 years. Line construction craftsmen continue to re ceive training throughout their careers to qual ify for more difficult assignments and to keep up with technological changes in the industry. Cross-training (switching workers from one job to another) provides additional advance ment opportunities for workers in the telephone industry. For example, a lineman may be trans ferred to the job of telephone installer and later to telephone repairman. Employment Outlook Although there will be many job openings in this field of work, the total number of linemen and cable’ splicers is expected to remain at about the same level for the next 10 years. Telephone companies will probably continue to extend lines and cables into suburban areas at about the same rate as they have in the past 10 years. Many job openings for workers to become linemen and cable splicers will be available Digitized formainly because of the need to replace workers FRASER who transfer to other fields of work, retire, or die. Retirements and deaths alone may result in about 7,000 job openings during the 1960-70 decade. Earnings and Working Conditions Cable splicers have higher earnings than linemen. In October 1960, cable splicers, in the United States as a whole, averaged $2.92 an hour, linemen averaged $2.50, and cable splic ers’ helpers averaged $2.01. Average hourly earnings ranged from $2.59 to $3.10 for cable splicers; from $2.16 to $2.75 for linemen; and from $1.67 to $2.22 for cable splicers’ helpers depending on locality. Pay rates within the jobs also depend to a considerable extent upon length of service. For example, in 1961, new workers in line con struction jobs in one of the higher pay scale cities began at $64.50 for a 40-hour week. Line men could reach the maximum of $123 after 6 years of service; cable splicers' helpers could reach a maximum of $97.50 in less than 4 years. (However, before cable splicer helpers reach this maximum, many are reclassified as cable splicers and are transferred to a new pay schedule.) The maximum basic weekly rate for cable splicers was $132, based upon a combined total of at least 6 years' work as a helper and as a splicer. Linemen and cable splicers are covered by the same contract provisions gov erning overtime pay, vacations, holidays, and other benefits that apply to telephone workers generally. (See p. 741.) Linemen and cable splicers work outdoors in all kinds of weather. They must do a con siderable amount of climbing. Linemen and cable splicers also work in manholes, often in stooped and cramped positions. Safety stand ards developed over the years by telephone companies with the cooperation of labor unions have greatly reduced the hazards of these oc cupations. When severe weather conditions damage telephone lines, linemen and cable splicers may be called upon to work long and irregular hours to repair damaged equipment and to restore service. Because of the nature of their work, some linemen transfer to less physically demanding jobs by the time they reach their midfifties. 746 OCCUPATIONAL OUTLOOK HANDBOOK Telephone and PBX Installers and Repairmen Nature of Work Telephone and private branch exchange (PBX) installers and repairmen (sometimes called servicemen) install and service telephone and PBX systems on the customers’ property and make necessary repairs on the equipment when trouble develops. These workers travel to customers’ homes and offices in trucks equipped with telephone tools and supplies. When tele phone customers move or request new types of service, installers relocate telephones or make changes on customers’ existing equipment. For example, they may install a PBX system in an office or change a two-party line to a single party line in a residence. Installers may also answer a customer’s request to add an extension in another room or to replace an old telephone with a newer model. In 1960, almost 82,000 telephone and PBX installers and repairmen were employed, the largest group of telephone craftsmen. More than two-thirds of these men mainly installed telephones or private branch exchanges. About 15,000 repaired and maintained this equipment, and 10,500 were foremen. The jobs of installing and repairing telephones and PBX systems are discussed below as separate jobs, but many tele phone companies combine two or more of these jobs. Telephone installers (D.O.T. 5-53.030) in stall and remove telephones in homes and places of business. They connect newly in stalled telephones to outside service wires which are on nearby buildings or poles. Installers must often climb poles to make these connec tions. Telephone installers are sometimes called station installers. PBX installers (D.O.T. 5-53.020) perform the same duties as telephone installers but they specialize in more complex switchboard instal lations. They connect wires from terminals to switchboards and make tests to check their in stallations. Some PBX installers also set up equipment for radio and television broadcasts, mobile radiotelephones, and teletypewriters. Telephone repairmen (D.O.T. 5-53.240), with the assistance of testboardmen in the central Installer recommending possible location of new extension telephone. office, locate trouble on customers’ telephones, and make necessary repairs to restore service. Sometimes the jobs of telephone repairmen and telephone installers are combined and the work ers are called telephone installer-repairmen. PBX repairmen (D.O.T. 5-53.240), with the assistance of testboardmen, locate trouble on customers’ PBX systems and make necessary repairs. They also maintain associated equip ment, such as batteries, relays, and power plants. Some PBX repairmen maintain and re pair equipment for radio and television broad casts, mobile radiotelephones, and teletypewrit ers. Sometimes the jobs of PBX installers and PBX repairmen are combined into the job of PBX installer-repairmen. Training, Other Qualifications, and Advancement Telephone companies hire inexperienced men and train them for telephone and PBX instal lation and repair jobs. Since much of the work requires personal contact with customers, ap plicants who have a pleasant appearance and the ability to deal effectively with people are preferred. Applicants for these skilled jobs must 747 TELEPHONE OCCUPATIONS have a high school or vocational school educa tion. To help determine applicants' aptitudes, preemployment tests are sometimes given. New workers are given classroom instruction in addition to on-the-job training. Classrooms are equipped with telephone poles, lines and cables, and terminal boxes, as well as models of typical residential construction to simulate actual working conditions. Trainees practice installing telephones and making connections to service wires just as they would in the field. After a few weeks of such training, new work ers accompany skilled installers and continue to learn the job of installing by watching and helping these experienced men. It usually takes a month or more of such experience before new workers are ready to do installation work alone. Telephone and PBX installers and repairmen continue to receive training throughout their careers with the telephone company to qualify for more difficult and responsible work. Since technological changes in the telephone indus try are occurring constantly, telephone com panies send their craftsmen to training schools for further instruction. Cross-training (switch ing workers from one job to another) provides additional advancement opportunities for work ers in this industry. For example, after a few years of working as a telephone installer, a man may be transferred to the higher paying job of PBX installer. Similarly, a telephone repairman may be promoted to PBX repairman, one of the top paying craft jobs. In another case, a new worker may start out as a lineman and then transfer to the job of installing or repairing telephones, later moving to either PBX installer or PBX repairman. Employment Outlook Employment of telephone and PBX installers and repairmen is expected to continue to in crease during the 1960's. More installers and repairmen will be needed not only to install the increasing number of new telephones but, more importantly, to service and repair existing equipment and to disconnect and hook up tele phones when customers move. Many other job opportunities for new workers will result from the need to replace workers who are promoted or transfer to other fields of work, or who re tire or die. Retirements and deaths alone may result in about 15,000 job openings in the 196070 decade. Earnings and Working Conditions In October 1960, PBX repairmen earned an average of $3.04 an hour and telephone and PBX installers earned $2.91. Average hourly earnings ranged from $1.63 to $3.13 for PBX repairmen and from $1.86 to $3.03 for telephone and PBX installers, depending on locality. Telephone companies have pay schedules in which the wage rates within each job classifi cation increase with length of service. For example, in a 1961 wage schedule in one of the higher pay scale cities, telephone installers and repairmen started with $64.50 for a 40-hour week and received periodic pay increases until they reached a maximum of $126 a week after about 6 years. PBX installers and repairmen began with the same base pay and progressed to $132. Installers and repairmen are covered by the same provisions governing overtime pay, vacations, holidays, and other benefits that ap ply to telephone workers generally. (See p. 741.) Telephone and PBX installers and repairmen work indoors and outdoors in all kinds of weather. Outdoor work includes climbing poles to place and repair telephone wires leading from poles to customers' premises. Installers and repairmen may be called to work extra hours in case of breakdowns in customers' lines or equipment. 748 OCCUPATIONAL OUTLOOK HANDBOOK Telephone Operators Nature of Work Nearly a quarter million women were in tele phone operating jobs in 1960, making this group of workers the largest in the industry. Telephone operators (D.O.T. 1-42.00 through 1-42.09) assist customers and other operators in making connections for specialized types of calls. Because local calls and a large propor tion of long-distance calls—those known as station-to-station ones—are dialed directly by the customer, the majority of telephone opera tors are either long-distance or information op erators. Long-distance operators assist in com pleting calls which customers are unable to dial themselves, such as person-to-person, reversecharge, and other special types of calls. They also give assistance on calls when the customer has difficulty in dialing and in emergencies. The operator completes calls through equipment by use of a key set, a kind of push button dial. She records details of those calls which she completes, for billing purposes. Information op erators handle customers’ and long-distance operators’ requests for telephone numbers by searching in telephone directories and other records such as those of newly connected tele phones and lists of frequently called establish ments. Service assistants, another type of telephone operator, conduct the initial training of opera tors, continuing with followup training and de velopment as required. They may also assist telephone operators or customers in completing more difficult calls. The chief operator (D.O.T. 0-99.53) plans and'directs the administration activities of a central office. She is responsible for the overall efficiency of the office and all personnel matters involving her employees. She is assisted by group chief operators or assistant chief opera tors and central office clerks. Training, Other Qualifications, and Advancement Women with a high school education are pre ferred for operator jobs. Some local companies hire high school students or former telephone operators for part-time work. Applicants for Long-distance operators make direct calls to telephones in distant cities. telephone operating jobs are given physical examinations and are checked for good eyesight and hearing. They are also given spelling, arithmetic, and learning ability tests. A pleas ing voice, alertness, legible handwriting, a will ingness to cooperate with other operators, an even disposition, and the ability to use good judgment in dealing with customers are the main personal qualifications for the job of operator. One or two new employees are generally as signed to a service assistant who teaches them on an individual basis for a period of 1 to 3 weeks. Trainees practice handling common types of calls on dummy switchboards and progress to more difficult types of calls. After they develop speed and skill in making calls without the help of the instructor, trainees are assigned to a regular position at the switch board. Service assistants continue to instruct new operators in handling other types of operating services, such as long-distance and information. The general policy of telephone companies is 749 TELEPHONE OCCUPATIONS to have a flexible force of operators capable of working at a number of positions in the central office. Because of changes that occur in the methods of handling calls and installations of new central office equipment, operators receive additional training throughout their careers. A switchboard operator may be promoted to service assistant and then to group or assistant chief operator. A service assistant may also become a PBX service advisor who instructs customers' employees in the efficient operation of their telephone equipment. The job of chief operator is usually the highest level to which a telephone operator may advance within a cen tral office, but they may find equal or better jobs in other departments. Experienced operators may transfer to cleri cal jobs either in the central office or in the administrative office of the traffic department. Many of these jobs are filled by recruiting from the operating staff since knowledge of operating procedures is often useful in this work. Central office clerks assist the chief operator in cleri cal duties. Administrative clerks prepare re ports used in managing and planning the work of the traffic department. Qualified operators frequently transfer to jobs in other depart ments, as, for example, to service representa tive in the business office. In addition, some women with telephone operating experience may transfer to such jobs as switchboard op erators in hotels, office buildings, or apartment houses. Employment Outlook There will be tens of thousands of opportuni ties for women to enter this occupation each year during the 1960's, although the total num ber of telephone operators is expected to con tinue to decline, following the trend of the 1950's. New operators will be hired mainly to fill job openings resulting from the large num ber of women who leave these jobs. Most oper ator jobs are held by young women who remain in the industry for only a few years. Some stop work when they marry, and others who are married leave to raise families. Technological advances within the telephone industry enable fewer operators to handle more telephone calls and other services. Examples of these developments include conversion of the few remaining manual systems to dial service and the extension of customer-dialed long distance calls to all areas of the country. The introduction of electronic devices such as the automatic message accounting system also re duces the amount of clerical work formerly done by the operator. Despite these develop ments, large numbers of operators will still be needed in the 1960's. Many types of calls, such as information, long-distance calls from coin telephones, person-to-person, credit-card, and reverse-charge, cannot be handled without the assistance of an operator. Earnings and Working Conditions In October 1960, major telephone companies in the United States paid an average of $2.91 an hour to chief operators, $2.19 to service assistants and instructors, $1.83 to experi enced telephone operators, and $1.46 to opera tor trainees. Average hourly earnings of ex perienced telephone operators ranged from $1.63 to $1.96, depending on the areas in which they work. Earnings of telephone operators increase considerably as they gain experience and skill. For example, under a 1961 wage schedule in one of the higher pay scale cities, telephone operators started out at $61 a week and re ceived periodic increases to a maximum of $80 after a period of about 6 years. Service assist ants received $10 a week above the operator's weekly wage. Operators whose tours of duty ended after 7 p.m. received extra pay ranging from 40 to 80 cents for each evening worked. Operators on all-night tours of duty received $1.20 extra for each night worked. Telephone operators are covered by the same provisions governing overtime pay, vacations, holidays, and other benefits that apply to telephone workers generally. (See p. 741.) Rooms in which telephone operators work are generally well lighted, well ventilated, and air conditioned. Adjustable chairs are provid ed for operators. Most companies provide pleasant, attractive lounges for operators to re lax in during rest periods. Large central of 750 OCCUPATIONAL OUTLOOK HANDBOOK fices usually have cafeterias where inexpen sive hot foods and drinks are served throughout the day. The basic workweek for telephone opera tors is 40 hours. However, since the telephone industry gives service 24 hours a day, many operators work night and evening hours, Sun days, and holidays. Other operators work split shifts to handle peak calling loads in late morning and early evening hours. Split shifts usually total 7 to 7Vfc hours in length. For example, an operator may have a tour of duty from 8 a.m. to noon and from 6 p.m. to 9 p.m. In general, choice of hours is by seniority. Telephone operators may also be called to work during emergencies. Central Office Equipment Installers (D.O.T. 5-53.010) Nature of Work Central office equipment installers, who are employed by the manufacturers of this equip ment, set up complex switching and dialing equipment in central offices of local telephone companies. They assemble, wire, adjust, and test this equipment, making sure that it con forms to the manufacturer’s standards for ef ficient and dependable service. These jobs may involve installing a new central office, adding equipment in an expanding local office, or modifying or replacing outmoded equipment. Central office equipment installers are gen erally assigned to specific areas which may in clude several States, and they must travel to central offices of local telephone companies within these areas. On small jobs, such as in stalling a switchboard in a central office in a small community, an installer may be teamed with only one or two other installers. When a long-distance toll center is installed in a big city, he may work with hundreds of other in stallers. Training, Other Qualifications, and Advancement Manufacturers of telephone equipment re quire applicants for jobs as installers to have a high school or vocational school education. Men with some college education, especially those with engineering training, are often hired for these jobs. Preemployment tests are generally given to determine the applicant’s me chanical aptitudes, and a physical examination is required. Applicants must be willing to travel. New employees receive on-the-job training Central office equipment installer making final check of dial switching equipment. and some classroom instruction. They attend classes for the first few weeks to learn basic installation methods. Trainees then start onthe-job training with experienced installers. After several years of experience, they may qualify as skilled installers. Training on the job, however, continues even after they be come skilled workers. Additional courses are 751 TELEPHONE OCCUPATIONS given from time to time not only to improve their skills but also to teach them new tech niques of installing telephone equipment. Employment Outlook The number of telephone equipment installers—about 13,000 in 1960—is expected to remain about the same during the 1960-70 decade. However, there will be some opportu nities for young men to enter this field to re place equipment installers who transfer to oth er fields of work, retire, or die. The employment of equipment installers is directly affected by general economic condi tions which influence plans for expansion and modernization of central offices. For example, as the post-World War II backlog of instal lation requirements was reduced, employment of equipment installers dropped from a peak of about 25,000 in 1947 to a low of about 10,000 in 1950. During the 1950 decade, employment in creased somewhat as local dial systems were installed in most central offices. Since much of this equipment is still fairly new, any changeover to a more modern system (for ex ample, electronic switching) probably will not be widespread in the next 10 years. However, the work force is expected to remain about the same because of the increased use of other types of telephone equipment, such as long distance dialing facilities and radio-relay sta tions. Earnings and Working Conditions Inexperienced installers start at $1.60 or $1.67 an hour, depending on locality, accord ing to the major union contract in effect in this industry in 1961. The contract provides for periodic increases until the employees reach rates of $2.58 or $2.70 an hour at 5% years of experience. Employees may also re ceive annual merit increases above these rates, up to $3.13 or $3.32 an hour. Time and a half is paid for work in excess of 8 hours a day or 40 hours a week, and double time is paid for work on Sundays or holidays. Installers re ceive 7 to 11 paid holidays a year, depending on the locality. Vacations are provided ac cording to length of service. Workers with 1 year of service receive 1 week's vacation; 2 to 15 years of service, 2 weeks; 15 to 25 years of service, 3 weeks; and 25 years and over, 4 weeks. Most central office equipment in stallers are represented by the Communication Workers of America. Agricultural Occupations The American farmer functions in many ca pacities and makes many independent deci sions, despite the specialization and mechani zation which have occurred in agriculture. The typical farmer is a manager, a supervisor, and a laborer. He must know about genetics, insects, bacteria, fungi, and viruses, as well as a wide variety of crops and animals. He buys a host of different items from various types of dealers and sells his product in many kinds of markets. In some respects, he acts as a book keeper and a financier. He is a producer who has many and varied competitors. As a way of life, farming offers advantages that are attractive to many families. Some people like the greater independence and free dom associated with various phases of farmwork and the variety of jobs associated with farming. They like living on farms or in small communities and are willing to accept lower incomes than they would consider satis factory in an urban environment. With mod ern means of transportation and communica tion, many of the former differences between rural and urban living are vanishing. Many consider the country a better place in which to rear children. But some remain on farms because they have no alternative; they are ei ther too old for, or otherwise unsuited or un adapted to, other kinds of work. Migrant farm workers, whose earnings and living conditions are so greatly inferior to those of either the farm operator or the farm 752 worker who is employed throughout the year, are not discussed in this chapter. Significance of Agriculture in the Economy The Nation’s agricultural economy, its meth ods of farming and the resources required to finance a farm business have changed greatly during the past century. They have changed very rapidly in the past 20 years. The national economy is no longer predomi nantly agricultural. Only about 9 percent of the U.S. total civilian labor force are now em ployed on farms. About 12 percent of the to tal population now live on farms, compared with 65 percent in 1860. One farm worker can now produce food and fiber for himself and 25 other people, compared with only 4 others in 1860. The number of farm workers has declined, but there has been a sharp increase in the num ber who work off the farm in jobs closely related to agriculture. These include the workers in feed mills, fertilizer plants, the farm machinery industries, farm supply stores, food processing plants, and many other businesses that process, distribute, or transport farm products and farm supplies. This whole complex of activities on and off the farm is often called “Agri-Business.” It has remained a relatively constant proportion of the total economy. The total number of trained persons needed in fields related to agri culture is constantly rising. OPPORTUNITIES ON FARMS The typical farm of today is much larger and more highly mechanized than the one of 20 years ago, and consequently requires much more capital and farming skills to own and op erate. The standard of living of American farmers today is also the highest in the Na tion's history. At the same time, opportunities for the small farmer, as well as for the tenant farmer, have become very limited. Investment per Worker on Farms Since before World War II, American agri culture has experienced a spectacular rise in the value of productive assets relative to the number of workers. Higher prices for land and equipment and the substitution of machinery for labor have been chiefly responsible for this increase. The investment per worker in land, farm buildings, livestock, machinery, equipment, and other capital items amounted to about $22,000 in 1959, compared with less than $4,000 in 1940. In physical terms (valued at 1947-49 prices), the quantity of all productive assets per farm worker has nearly doubled since 1940; the quantity of farm machinery and equipment alone has more than tripled. Technological developments have brought to the farmer many new kinds of laborsaving de vices and production-expanding aids. This technological progress has increased the skills required for many farm jobs and has raised the amount of capital needed to op erate a farm profitably. Size of Farm Operations Farms in the United States have been clas sified by the Bureau of the Census according to the value of their annual sales. In terms of size of operation, the data show that the business firms in agriculture (the farms) vary widely. In 1954, about 7 in 10 farms were clas sified as commercial (those providing the farmer with his major source of income), but fewer than 3 in 10 reported sales of $5,000 or more. From these data, it is clear that many farms are too small to provide more than part of the income needed to support a satisfac tory standard of living. However, the trend is toward fewer and larger farms. For farm op erators, the consolidation of farms into larger units means that more managerial skills, more capital, and more mechanical equipment are needed. Farm Employment Outlook The employment situation for farm workers is unfavorable basically because mechaniza tion is rapidly displacing labor and because too many people are seeking employment in agri culture. As farms continue to increase in size and as further and continued mechaniza tion takes place, the number of desirable open ings in agriculture for new workers will be fewer each year than the number of workers who retire, die, or leave the farm for other rea sons. Probably the number of both farm op erators and other farm workers will continue to decline. By 1975, the number of persons em ployed on the farm may be a fourth less than the number employed in 1960. During the 1960's, an estimated 227,000 op erators of medium-size to large farms (those selling as much as $5,000 worth of farm prod ucts annually) are expected to leave the occu pation because of retirement and death. Obvi ously only a small proportion of the 2,200,000 farm boys 10 to 19 years of age in 1954 will have the opportunity to become operators of such farms. Those who did not grow up on farms and do not have a farmer's skills will have even less chance of becoming farm opera tors. Unlike many other segments of the economy, 753 754 agriculture cannot expect a general increase in per capita consumption of its products. Ex pansion of domestic markets will, therefore, depend mainly on growth of the population and exports of farm products. Because of the rapid advances in technology, faster commu nications and transportation and better in formed producers and consumers, farming probably will become more competitive in the years ahead. For the next decade or so, no great pressure is expected to be placed on farm output. As a result, the demand for farm prod ucts at prices that will support a high stand ard of living for some farm families may be lacking. For nearly a decade, despite the fact that many farm people have turned to other occupations, mounting surpluses have contin ued to exert a downward pressure on farm in comes. Even though the Federal Government has spent billions of dollars to support farm commodity prices in recent years, real incomes of farmers have tended to decline and those of industrial workers have tended to rise. Despite the less than rosy outlook for job op portunities in farming, agriculture will remain one of the largest areas of employment in the economy. Moreover, if farmers’ demands for machinery, equipment, and supplies are to be met and if consumers are to get farm products processed and packaged in the form they are now demanding, an expanding list of openings in fields closely related to agriculture will be available. In 1959, an average of 5.8 million employed persons (farm operators, unpaid family workers, and hired farm workers) worked on farms, and about an equal num ber were engaged in closely related activities. Some of them were producing such farm sup plies as fertilizer, processed feed, and machin ery. Others were engaged in transporting, storing, processing, packaging, or otherwise fabricating or handling farm products along the route from the farmer to the final consum er. Increased employment in these areas of work will provide opportunities for some of those affected by declines in employment on farms. OCCUPATIONAL OUTLOOK HANDBOOK Courtesy of U.S. Department of Agriculture Farmers using mechanical equipment to harvest a crop. Opportunities for Hired Workers on Farms Most of the workers on farms are either self-employed farm operators or members of farm families. The number of hired workers on farms (including family members who are paid wages) fluctuates seasonally from about 1 million in January to nearly 3 million at the peak of the harvest in September. Roughly 750,000 hired workers are employed on farms for at least 150 working days each year. The rest, including many students and housewives, work chiefly during the harvest season. Although farm wage rates in 1960 were more than four times as high as they were in 1940,. they were still low in relation to earnings of factory workers. Ordinary farm work is ex cluded from the coverage of the Fair Labor Standards Act. Average farm wage rates for full-time workers in the United States as of October 1,1960, were as follows: Per month with house_______ ______________ $186.00 Per month with board and room_____________ 147.00 Per week with board and room_______________ 35.50 Per week without board or room____________ — 43.75 Employment opportunities for hired farm workers vary from season to season and also AGRICULTURAL OCCUPATIONS among geographic areas. Specific information concerning the kinds of jobs available and cur rent wage rates may be obtained from the local offices of the State employment services. Training Opportunities Available for Farming The best initial training for farming is to grow up on a farm. However, those who lack this early farm background can gain the nec essary experience as a hired worker on a suc cessful farm. Several types of vocational training are available under the Smith-Hughes Act, which, among other things, provides for the teaching of agriculture in the high schools. The train ing includes: 1. All-day programs supervised by teachers who are agricultural college graduates; 2. Young farmer programs consisting of short courses carried on during the day, with intensive training in some aspects of farming, such as growing broilers or breeding cattle, swine, sheep, etc.; and 755 3. Adult farmer programs in evening classes (or day classes in offseasons) giving intensive training in con servation, crop and livestock production, and special problems such as control of pests, and planning adjust ments in land use and treatment. The most significant general sources of in formation and guidance available to farmers are the network of services provided by the land-grant colleges and universities and the U.S. Department of Agriculture. These serv ices include the facilities of the various State and Federal experiment stations, the Extension Services, and resident teaching. The local county agricultural agent is frequently the best point of contact for the young person seeking advice and assistance in farming. The Farm ers Home Administration's system of super vised credit represents one example of credit facilities combined with a form of extension teaching. Organized groups such as the Future Farmers of America and the 4-H Clubs also furnish valuable training to young farm people. OPPORTUNITIES ON SPECIFIC TYPES OF FARMS In the preceding section, it was pointed out that the overall number of desirable openings in farming is decreasing. Nevertheless, in such a large field, a considerable number of desira ble and rewarding openings will occur from time to time. Each year also, many young people must de cide whether to go into farming or some other field of work. For some people, this decision may be influenced by the fact that there may be an opening on the family farm or on one nearby. Others may simply decide to go into farming and then look around to find out what opportunities are available. But if their choice is to be a sound one, it must be made between specific types of farming and specific lines of nonfarm work. Whether or not a specific farm situation is involved, the particular requirements of each type of farming under consideration and the prospects for success in the work should be ap praised carefully. Each person must make this appraisal in the light of his aptitudes, his in terests and preferences, his experience and knowledge, and his skills in directing labor and handling livestock or machinery. His choice must take into account also his family labor supply and his financial resources, as the labor and capital requirements for an operation of adequate size vary widely from one type of farm to another. A realistic decision to go into farming can be made only in terms of a particular type (or types) of farming in a particular area or com munity. This section evaluates some of the more common farm types from an occupational standpoint. Illustrative data on land, labor and capital requirements, and net farm incomes re ceived by operators of typical or representative farms in various parts of the country are shown in the accompanying table. On most of the farms, the major part of the work is done by the farm operator with help from his fami 756 ly. The smaller farms may hire help during peak labor seasons, whereas some of the larger ones often use hired labor the year around. The figures on capital invested should not be interpreted to mean that the operator must have that amount of money saved up in order to get started. They indicate only that on these farms, operators control or use resources of this value or amount. Many farmers supple ment their own capital with borrowed funds; others rent part or all of the land they use, thus allowing more of their own funds for the purchase of livestock and machinery. Still others have partners who provide most of the working capital. For example, many farmers raise broilers in partnership with a feed dealer. Before discussing in greater detail the various types of farming, it may be well to mention the question of specialization versus diversifica tion. No brief general statement can be made that would apply in all parts of the country, but the general trend is in the direction of more specialized farming. Farms that pro duced a number of different products a genera tion ago may now produce only two or three. One of the main reasons for this is that efficient production of most farm products requires sub stantial investments in specialized equipment. In order to reap the full benefit from these investments, the overhead cost of this equip ment must be spread over many units of pro duction. Two other factors are the greater em phasis in farm product markets on quality and the increased knowledge and skill required for effective production of each farm product. Relatively few farmers, however, find it to their advantage to produce only one product. Chief among the reasons for this are the spread ing of price and production risks and the more effective use of labor, particularly family labor, and other resources that might be virtually wasted or ineffectively used in a one-product system. 757 AGRICULTURAL OCCUPATIONS L and in F arm , L abor U sed , Capital I nvested , and N et F arm I ncome of Commercial F arms , by T ype , L ocation, and S ize , 1957-59 A verage T y p e of farm , location, an d size D airy farm s: C en tral N o rth e a s t................................................................................ E astern W isco n sin ................................................................................ W estern W isco n sin .............................................................................. D a iry — hog farm s, so u th eastern M in n e s o ta ................................. C orn B elt farm s: H og— d a i r y ............................................................................................. H og— beef r a is i n g ............................................................................... H og— beef fa tte n in g ............................................................................ C ash g ra in ................................................................................................. P o u ltry farm s, N ew Jersey (egg p ro d u cin g )................................... C o tto n farm s: S o uth ern P ie d m o n t.............................................................................. B lack P rairie, T e x a s ........................................................................... H igh P lain s, T exas (n o n irrig a ted ).............................................. H igh P lain s, T exas (irrig a te d )...................................................... M ississippi D elta: S m a ll.................................................................................................. L a r g e - s c a le ................................................................................... P e a n u t— co tto n farm s, S o uth ern C o astal P la in s .......................... T obacco farm s: T obacco— livestock, K e n tu c k y ..................................................... T obacco— co tto n , N o rth C a ro lin a .............................................. T obacco— co tto n (larg e)................................................................... T obacco (sm a ll)..................................................................................... Spring w h eat farm s, N o rth ern P lain s: W h eat— sm all g rain — liv esto ck ..................................................... W h eat— corn— liv esto ck ................................................................... W h eat— ro u g hag e— liv e sto ck ......................................................... W in ter w h eat farm s: W heat, S o uth ern P la in s .................................................................... W h eat— g rain sorghum , S o uth ern P la in s ................................ W h eat— pea, W ashington an d Id a h o ........................................ W h ea t— fallow , W ashington an d O reg o n ................................ C a ttle ran ch es: N o rth ern P la in s ..................................................................................... In te rm o u n ta in re g io n ......................................................................... S o u th w e st.................................................................................................. Sheep ran ch es: N o rth ern P la in s..................................................................................... S o u th w e st.................................................................................................. T o tal land in farm (acres) T o tal labor used (hours) C ap ital in v ested in — L and and buildings M achinery and eq u ip m ent L ivestock T o tal farm cap ital N et farm incom e O ops 217 138 168 156 4,3 6 0 4,1 4 0 4,1 8 0 3 ,9 2 0 $18,970 22,0 4 0 14,740 26,4 3 0 $6,530 6,9 2 0 3 ,8 6 0 6 ,6 7 0 $ 7,430 6 ,0 5 0 6 ,4 1 0 5 ,9 1 0 $2 ,8 0 0 2 ,5 9 0 2 ,6 4 0 2 ,7 7 0 $35,730 37,6 0 0 2 7,650 4 1,780 $ 4,348 2 ,7 4 8 3 ,3 7 8 3 ,9 5 3 166 239 209 234 10 4,3 7 0 3,4 8 0 4 ,0 5 0 3 ,4 5 0 5 ,8 3 0 32,1 6 0 29,4 6 0 5 0 ,7 2 0 8 7,510 42,8 3 0 6,5 9 0 5 ,3 4 0 7 ,5 9 0 7,1 7 0 1,860 6 ,6 2 0 6 ,5 8 0 10,490 2 ,8 9 0 7 ,1 5 0 4 ,1 8 0 3 ,3 6 0 6 ,0 9 0 1,790 0 4 9,550 44,740 7 4 ,8 9 0 9 9 ,3 6 0 5 1 ,8 4 0 5 ,9 8 5 4,211 8 ,2 3 2 6 ,6 6 3 1,092 203 185 404 351 4 ,6 7 0 3 ,0 4 0 3 ,3 6 0 6 ,6 6 0 17,420 26,6 1 0 4 5 ,4 4 0 87,5 7 0 1,910 3 ,3 1 0 7,1 6 0 13,940 870 1 ,440 570 990 470 500 440 750 2 0 ,6 7 0 3 1 ,8 6 0 5 3 ,6 1 0 103,250 2 ,1 9 5 2 ,4 6 0 7 ,1 6 8 1 4,007 58 1,000 163 3 ,2 2 0 3 3,720 3 ,5 1 0 9 ,2 4 0 156,670 9 ,7 5 0 2 ,9 5 0 3 0,920 2 ,4 4 0 490 6 ,8 3 0 1 ,140 210 2 ,0 3 0 450 12,890 196,450 13,780 1 ,609 19,175 2 ,7 1 9 118 100 170 50 3 ,9 2 0 5 ,6 4 0 8 ,4 6 0 3 ,1 5 0 2 1 ,9 4 0 19,300 33,2 1 0 9 ,6 7 0 2 ,5 2 0 3 ,0 2 0 5 ,5 4 0 1,270 2 ,2 2 0 640 1 ,340 450 810 690 1 ,200 410 2 7 ,4 9 0 23,6 5 0 41,2 9 0 11,800 3 ,1 4 2 2,801 3 ,5 6 4 2,311 705 506 795 2 ,8 4 0 3 ,8 3 0 3 ,5 6 0 3 0 ,9 4 0 2 9 ,8 6 0 2 7 ,3 6 0 10,650 8 ,8 5 0 8,4 4 0 3 ,2 5 0 6 ,9 8 0 5 ,6 0 0 1 ,730 2 ,8 2 0 2 ,3 7 0 4 6,570 48 ,5 1 0 43 ,7 7 0 4 ,4 3 6 4 ,9 0 7 3 ,5 9 9 732 738 557 1,331 2 ,6 2 0 3 ,3 4 0 3 ,4 8 0 3 ,6 0 0 6 9,320 66,2 6 0 148,730 105,930 9 ,5 8 0 8 ,0 9 0 17,270 16,850 4 ,6 9 0 4 ,2 4 0 2 ,2 0 0 3 ,6 7 0 1 ,620 1,2 3 0 1 ,730 1 ,420 85 ,2 1 0 79,8 2 0 169,930 127,870 9 ,5 6 5 8,481 13,532 13,224 4,2 6 8 1,723 11,070 3 ,9 4 0 5 ,0 1 0 3 ,4 5 0 4 6,370 3 1 ,2 2 0 112,160 7,5 4 0 5 ,1 4 0 3 ,7 8 0 18,110 3 6 ,6 9 0 2 4 ,6 2 0 2 ,9 1 0 3 ,8 8 0 1 ,850 74,9 3 0 7 6,930 142,410 5 ,2 4 8 11,278 7 ,4 6 6 6,3 0 3 13,365 8,2 1 0 5 ,3 6 0 5 8 ,8 9 0 163,310 6 ,6 4 0 4,7 2 0 24,9 7 0 2 2 ,7 2 0 2 ,7 3 0 1,540 9 3 ,2 3 0 192,290 10,806 9 ,401 N ote: Prepared in Farm Economics Research Division, Agricultural Research Service, U. S. Department of Agriculture. Dairy Farms Dairy farms are found in most parts of the country. Despite modern methods of processing and transporting milk, dairy production is still concentrated near the large population centers. A large part of the total national production of dairy products is concentrated in the North eastern and the great Lakes States. However, many other areas in the Far West and the South are becoming large producers of dairy products. Many of these are drylot operations. On dairy farms in the Northeast and Lake States, crops are important. This causes peak labor loads, especially at harvesttime, but there is plenty to do throughout the year on dairy farms. This has its advantages from the stand point of effective use of labor, as a regular force can be kept fully occupied most of the time. Most people do not like to be “tied down” 7 days a week. But for the man who likes livestock and enjoys working with them, this presents no great hardship. Dairying is also a good choice for the man who likes to work with mechanical equipment. As most dairy farmers still produce much of their feed requirements, there is enough variety in the work to keep it from becoming too monotonous. 758 OCCUPATIONAL OUTLOOK HANDBOOK Courtesy of U.S. Department of Agriculture Highly mechanized modern dairy farm. The financial problem of the dairyman is somewhat simplified by the fact that his income is spread over the year. Moreover, the prices he receives for his product and his income are usually less subject to the marked year-to-year fluctuations experienced by operators of some other types of farms. The accompanying table shows the average net farm income in the 1957-59 period on dairy farms in the central Northeast and Wisconsin. Compared with farmers in most other areas, dairy farmers in the more concentrated milksheds of the Northeast, such as the dairy farms in the central Northeast shown in the table, frequently milk larger herds, buy a larger proportion of their feed requirements, and are more likely to buy rather than raise their herd replacements. Exceptions are the specialized dairy farms on the Pacific Coast and in a few other isolated areas. Perhaps the most highly specialized producing area is the “dry lot” dairy area near Los Angeles. In this area, dairy farms are quite small in terms of acreage but large in number of cows milked. No crops are produced. Instead, these dairy operators buy their entire feed requirements, which are shipped in from outside the area. Most of the cows are bought at freshening time and are replaced when their lactation period is completed. These highly specialized operations are virtual “milk factories.” Net farm income represents the return to the farm operator for his own and his family’s labor, and for the capital invested in the farm business. For simplicity and for comparison, it is assumed that the farmer owns all of his land and is free from debt. If a farmer rents part or all of his farm, not all of net farm in come is available for family living. Part of it must be used to pay the rent. Likewise, the farmer who is in debt must use part of this net farm income to meet interest and principal payments. For example, lenders usually consider a 2 to 1 ratio of assets to liabilities a safe one, which means that for the eastern Wisconsin dairy farm shown in the accompanying table with land and buildings worth a little more than $20,000, they would consider a $10,000 mort gage a reasonable one. If this were set up on a monthly level-payment (Standard) plan at 5-percent interest, the monthly payments ($65.42) would total about $785 per year; that is, the farmer who is meeting such a repayment schedule has $785 less available for family liv ing than one who is free from debt. Likewise, this same general qualification applies to the income figures shown for other types of farms. Livestock Farms and Ranches On general livestock farms, such as the hogbeef raising and the hog-beef fattening farms of the Corn Belt (table), there is considerably less daily “chore work” to be done than on dairy farms. Many farmers would consider this an advantage. Although this means that livestock producers often do not work as long hours as dairymen, it means also that they may not make as effective use of the regular labor force during slack seasons. This may present no great problem when a substantial part of the labor force is made up of young people of school age, however, as the busiest times on the farm come mainly when the children are out of school. As with dairy farms, general livestock farms are good choices for farmers whose interests 759 AGRICULTURAL OCCUPATIONS tion water is available, few feed crops are har vested. Some of these ranchers, particularly those in the Intermountain region and the Northern Plains, own only a relatively small part of the land they operate. The bulk of it is public land on which they buy the rights to graze their livestock. Large acreages are re quired to provide enough pasture for their stock, so the ranchers spend much of their time in the saddle, truck, or jeep, managing their herds. Poultry Farms Photograph by U.S. Department of Agriculture Beef cattle being fattened for market in feeding lot. and skills lie in the direction of livestock and mechanical equipment. The livestock farmers’ income is not as well distributed throughout the year as that of the dairymen’s, and it is less likely to be uniform from year to year. To some extent, this com plicates their financial management problem and increases the risks of operation, compared with the dairymen’s. Moreover, on farms of rather limited acreages, which are often found in the Eastern States, the level of income from general livestock is usually lower than is the case from a dairy herd on a similar acreage. Most hog producers have their own breeding stock and raise the pigs they fatten for market. With cattle and sheep, however, the situation differs. Most of the cattle and sheep fattened and finally marketed by the livestock farmer are produced originally by someone else—usu ally the livestock rancher of the West. Five situations representative of Western livestock ranching are shown in the accompanying table and chart—Northern Plains sheep and cattle ranches, Intermountain cattle ranches, and sheep and cattle ranches in the Southwest. In these areas of low rainfall, the main source of feed is range grass. Several acres are required to support one animal. Except where irriga Most farmers in the United States keep some poultry, but at the time of the 1954 census, fewer than 5 percent of them were classified as poultry farmers. Many poultry farms concen trate on egg production. Most of the larger and more specialized of these farms are found in the Northeastern States and in California. Other poultry farms produce broilers. There are a number of highly concentrated centers of broiler production east of the Mississippi River and a couple on the West Coast. There are also specialized turkey producers, and a concentra tion of specialized producers of ducks in Suf folk County, Long Island, N.Y. Although a few poultrymen produce some crops, the crops are usually sold and special Photograph by U.S. Department of Agriculture Poultry farmer regulating brooder lamps to keep his new.laying flock warm. 760 OCCUPATIONAL OUTLOOK HANDBOOK poultry feeds and laying mash are purchased. Most specialized poultry producers grow no crops, particularly operators producing broilers and large laying flocks. The typical commer cial poultry farm in New Jersey, for example, purchases all its feed. The typical broiler pro ducer on the Delmarva (Delaware, Maryland, Virginia) peninsula and in northern Georgia grows broilers only. The work requires some specialized skill in handling birds, but little skill is required of anyone except the operator. Not much is demanded in the way of physical strength, as the tasks involved are generally not arduous. This is particularly true now that bulk handling of feed and mechanical feeding is widespread. Therefore, poultry farms can make good use of available family help. Capital investment and net farm income av eraged over the 1957-59 period for representa tive egg producers in New Jersey are shown in the table. These averages do not reveal the sharp fluctuations in income that these pro ducers experience from year to year. Because egg producers have a high proportion of cash costs and a rather thin margin of profit, rela tively small changes in feed and egg prices can produce sizable fluctuations in income. The incomes of most broiler producers, on Courtesy of U.S. Department of Agriculture Farmer using corn combine to harvest his crop. the other hand, are somewhat steadier. Per haps the main reason for this is the high pro portion of broiler growers who produce “under contract.” Contract production is much more widespread in broiler production than in any other major type of farming. Under these ar rangements, the financing agency—usually a feed dealer—furnishes the feed, chicks, and technical supervision. The feed dealer furnishes virtually everything except the direct produc tion labor and the buildings and equipment. The grower gets a stipulated amount per bird marketed, and often a bonus for superior efficiency. Many turkey producers operate under similar contracts, but the practice of production under contract is not nearly so universal as among broiler growers. Corn and Wheat Farms For the man who prefers working with crops and farm machinery, cash grain or corn or wheat farming has much to offer. Many farmers would rather not be tied down the year round with livestock and related farm chores. They prefer to work long hours during the busy seasons, if they can operate with laborsaving equipment, and then take things easy when the rush times are over. The investment required and the recent in come experience on some representative cash grain farms are shown in the table. Farms of this type include cash grain farms in the Corn Belt, spring wheat farms in the Northern Plains, winter wheat farms in the Southern Plains, and wheat-pea and wheat-fallow farms in the Pacific Northwest. Although some of these farmers, and particularly those in the Northern Plains, usually raise some beef cattle for sale as feeders and keep a few milk cows, livestock production is usually of secondary importance. In many instances, it is absent entirely. One of the main risks faced by the commer cial wheat grower is the uncertainty of weather. At present, the Nation has a large surplus of wheat. Although there is also some price risk, wheat prices have been stabilized to some extent by the Federal Government’s price-support program. 761 AGRICULTURAL OCCUPATIONS Cotton, Tobacco, and Peanut Farms In terms of numbers of farmers, the produc tion of cotton, tobacco, and peanuts makes up a substantial part of the agriculture in the Southeastern and South Central States. Farms on which these products are grown range from very small operating units to comparatively large ones. Competition among these growers has been keen, and many have been forced to diversify and enlarge their farms. Both of these adjustments require expenditures of capital. Industrial expansion in the South and competi tion from growers in the irrigated cotton areas of the West and Southwest have forced many cotton farmers in the Southeast out of cotton growing. Some of them have stopped farming, and some have diversified their operations. Competition will continue in the growing of cotton, tobacco, and peanuts. Courtesy of U.S. Department of Agriculture Crop Specialty Farms Many farmers throughout the country have special resources and advantages chiefly be cause of location. They may specialize in pro duction of a single crop, such as grapes, or anges, potatoes, sugarcane, melons, or a com bination of related crops. Operators of these types of farms or enter prises usually employ considerable labor and require relatively expensive specialized equip ment. They also need specific skills, many of which can be obtained only through experience. None of these operations should be undertaken unless the person has had considerable expe rience and has developed some of these special skills and techniques. An alert individual with reasonable aptitude can usually obtain these skills by working a few years as a laborer for a good operator or by operating as a tenant for a landlord who is able to give direction and assistance. Annual returns from these specialty farms usually vary greatly from year to year. Ordi narily, production is subject to considerable var A mechanical cotton picker gathering cotton. iation because of the vagaries of nature and the variation in prices during the marketing season. In general, operators of these farms are well rewarded for their ability to produce and market. They must keep abreast of production and marketing conditions. Other Specialties Other highly specialized operations, which include fur farms, apiaries, hop farms, cran berry production, and the like are very sensitive to price and market conditions. Special land, skills, and equipment are required and risks are high. But even with the high risk, from the standpoint of capital invested and income, the venture is often rewarding to individuals who have the requisite ability and resources. If he is to succeed, the operator of such a farm must be enterprising and alert, must keep abreast of production and markets, and must have the ambition and desire to accomplish his objective. OCCUPATIONS RELATED TO AGRICULTURE As agriculture becomes more technical and more commercial, the number of people di rectly engaged in farming decreases but the number who engage in occupations related to agriculture increases rapidly. Power machin ery, for example, save many man-hours of labor on the farm, but many highly trained non farm workers are required to develop, distrib ute, and service these machines. A large number of the vocations that are emerging around agriculture and for which a farm background may be helpful are of a pro fessional or technical nature and call for col lege training or its equivalent. Other vocations are in the nature of special services to farmers, which can sometimes be learned through onthe-job training. For many of these positions, a farm background is not essential, although it may be helpful. The following sections discuss occupations related to agriculture in detail. Agricultural Extension Service Workers (D .O .T. 0-12.20) Nature of Work Agricultural extension workers are engaged in educational work in agriculture and home economics. They are employed jointly by State land-grant college and the U.S. Department of Agriculture. Because their work is primarily educational, extension workers must be pro ficient in both subject matter and teaching methods. County agricultural agents are concerned pri marily with increasing the efficiency of agri cultural production and marketing, including the development of new market outlets. County home demonstration agents work closely with women in home management and nutrition. Agricultural extension workers try to help people analyze and solve their farming and homemaking problems. Much of this education al work is with groups through meetings, tours, and demonstrations. Individual assistance is given to farmers and homemakers on problems that cannot be solved satisfactorily by group methods. Both the county agent and the home agent, along with the 4-H Club agent in coun ties that have one, work with rural youth in organized groups on projects related to agri culture, homemaking, and community improve ment. Extension workers rely heavily on the use of mass communication media, such as newspapers, radio, and television. The work of the county extension staff is supported by State extension specialists in such 762 Courtesy of U.S. Department of Agriculture Agricultural extension worker checking water pressure in irrigation system. subject matter fields as agronomy, livestock, marketing, agricultural economics, home eco nomics, horticulture, and entomology. Each of these specialists keeps abreast of the latest re search findings in his particular field and works with agents in applying them to local needs and problems. Where Employed Extension agents are located in nearly every agricultural county in the United States. In counties with large numbers of farmers pro 763 AGRICULTURAL OCCUPATIONS ducing a variety of crops, there may be as many as 10 or more agents on the county staff. In these counties, an agent usually specializes in a particular field, such as dairying, poultry production, crop production, or livestock. Training and Other Qualifications A prospective county agent must have a bachelor’s degree in agriculture or home eco nomics. In most States, the Extension Service maintains an in-service training program to keep its agents informed of the newest findings in agricultural research, of new programs and policies that affect agriculture, and new teach ing techniques. To be successful, extension workers must like to work with people. In most instances, specialists on the State staff are expected to have the master’s degree and special training in their particular lines of work. Employment Outlook The Cooperative Extension Service has ex perienced constant growth, and the demand for new extension workers continues. There were approximately 15,000 extension service workers in the United States in 1960. As agricultural technology becomes more complicated, farmers are increasingly demanding trained personnel to assist them in applying this technology. Moreover, as farm people become more aware of the need for organized activity, they make additional requests for increases in Extension Service personnel. A growing number of ex tension workers will be needed in depressed rural areas. Rural nonfarm families including suburban residents also recognize the value of educational assistance from extension workers, and the work of the Extension Service is being expanded to new segments of our population. Counterparts of the Agricultural Extension Service are being established in many countries of the world and Extension Service personnel are often recruited to help initiate and organize these programs. Earnings and Working Conditions The salaries of extension agents vary from State to State and county to county. In 1960, the average annual starting salary of assistant agricultural agents was about $4,600, and of home agents approximately $4,300; starting salaries for assistant agricultural agents ranged from $4,200 to $5,600. Ordinarily, the successful assistant agent is promoted rapidly. Promotion may occur in the county where he is employed as an assistant agent or through promotion to a more responsi ble job in another county in the State. Salaries for agricultural agents in 1960 ranged from $7,800 to $11,800. Salaries of experienced home demonstration agents ranged from $5,800 to $10,000 annually. Hours of work are long and irregular. Many evenings are devoted to meetings with farmers and other groups. Where To Go for More Information Additional information may be obtained from County Extension Offices, State Directors of Ex tension located at each State College of Agricul ture, or the Federal Extension Service, U.S. Department of Agriculture, Washington 25, D.C. (See also statement on Home Economists. Refer to index for page number.) Soil Scientists (D .O .T . 0-35.03) Nature of Work Soil scientists study the physical, chemical, and biological characteristics and behavior of soils. They investigate soils in the field and in the laboratory and classify them into homo geneous units in accordance with a national system of soil classification. From study of their characteristics and through research, soils can be defined in terms of their responses to management practices and their capabilities for producing crops, grasses, and trees, as well as 764 their behavior as engineering materials. Soil scientists prepare maps, usually based on aerial photographs, on which the individual kinds of soil and other landscape features significant to soil use and management are plotted in relation to land lines, field boundaries, roads, and other conspicuous features. Soil scientists also conduct research to deter mine the physical and chemical properties of soils and their water relationships in order to understand their behavior and origin. They predict the yields of cultivated crops, and of grasses and trees, that can be produced under alternative combinations of management practices. The field of soil science offers opportunities for those who wish to specialize in soil classifi cation and mapping, soil geography, soil chem istry, soil physics, soil microbiology, and soil management. Training and experience in soil science will also fit persons for positions as farm managers, land appraisers, and many other professional positions. Where Employed Most soil scientists are employed by agencies of the Federal Government, State experiment stations, and colleges of agriculture. Many soil scientists, however, are employed through out the United States in a wide range of other public and private institutions, including ferti lizer companies, private research laboratories, insurance companies, banks and other lending agencies, real estate firms, land appraisal boards, State highway departments, State and city park departments, State conservation de partments, and farm management agencies. A few operate independent consulting businesses. An increasing number of soil scientists are em ployed as research leaders, consultants, and agricultural managers in foreign countries. Training and Advancement Training in a college or university of rec ognized standing is important in obtaining em ployment as a soil scientist. The B.S. degree is a minimum requirement for entrants in this field. Those with graduate training, and espe OCCUPATIONAL OUTLOOK HANDBOOK cially those having a doctor’s degree, can be ex pected to advance rapidly into responsible posi tions with good pay. This is particularly true in soil research, including the more responsible positions in soil classification, and in teaching. Soil scientists who are able to work with both field and laboratory data have a special advantage. Many colleges and universities offer fellow ships and assistantships for graduate training or employ graduate students for part-time teaching or research. Employment Outlook Opportunities for well-trained soil scientists are expected to be favorable for several years. A number of positions were vacant in early 1961 because of the shortage of qualified soil scientists. Demand is increasing for soil scientists to help complete the scientific classification and evaluation of the soil resources in the United States. One of the major program objectives of the Soil Conservation Service of the U.S. Department of Agriculture is to complete the soil survey of all rural lands in the United States. This program includes research, soil classification and correlation, interpretation of results for use by agriculturists and engineers, and training of others in use of the results. Also, demand is increasing for both basic and applied research to increase the efficiency of soil use. Earnings The incomes of soil scientists depend upon their educational background, professional ex perience, and individual abilities. Entrance salaries in the Federal service for soil scientists with a B.S. degree were approxi mately $4,345 a year in 1960, with advancement to $5,355 after 1 year of satisfactory perform ance. Beyond that, advancement depends upon the ability of the soil scientist to carry on highquality work and to accept responsibility. Earn ings of well-qualified Federal soil scientists with several years’ experience ranged from about $8,000 to $12,500 per year. 765 AGRICULTURAL OCCUPATIONS Where To Go for More Information Additional information may be obtained from the U.S. Civil Service Commission, Washington 25, D.C.; Office of Personnel, U.S. Department of Agriculture, Washington 25, D.C.; or any office of the Department’s Soil Conservation Service. (See also statements on Chemists and Biolo gists. Refer to index for page numbers.) Soil Conservationists (D .O .T . 0-35.03) Nature of Work Soil conservationists are trained to give farm ers, ranchers, and others technical assistance in planning, applying, and maintaining meas ures and structural improvements for soil and water conservation on individual holdings, groups of holdings, or on watersheds. Farmers and other managers of land apply this technical assistance by making adjustments in land use; protecting land against soil deterioration; re building eroded and depleted soils; stabilizing runoff and sediment-producing areas; improv ing cover on crop, forest, pasture, range, and wildlife lands; conserving water for farm and ranch use and reducing damage from flood water and sediment, and by draining or irrigat ing farms or ranches. The landowner or operator has the responsi bility for resolving problems concerning land use and treatment in connection with his farm or ranch conservation plan. In reaching his decisions, however, he can take advantage of the technical information which the soil con servationist can provide. These technical serv ices are: 1. M aps presenting inventories o f soil, w ater, vegeta tion, and other details essential in conservation planning and application. 2. In form ation on the proper land uses and the treat ment suitable fo r the planned use o f each field or part o f the fa rm or ranch, groups o f farm s or ranches, or entire watersheds. 3. The relative cost o f, and expected returns from , various alternatives o f land use and treatment. After the landowner or operator decides upon a conservation program that provides for the land to be used within its capability and treated according to the planned use, the relevant facts are recorded in a plan which, together with the maps and other supplemental information, con Courtesy of U.S. Department of Agriculture Soil conservationist preparing use-capability soil map for a farm. stitute a plan of action for conservation farm ing or ranching. The soil conservationist then gives the land manager technical guidance in applying the conservation practices and in maintaining them. Where Employed Most soil conservationists are employed by the Federal Government, mainly by the U.S. Department of Agriculture’s Soil Conservation Service and the Bureau of Indian Affairs in 766 OCCUPATIONAL OUTLOOK HANDBOOK the Department of Interior. Some are employed by colleges and State and local governments; others work for banks and public utilities. Training and Advancement A bachelor’s degree is the minimum require ment for professional soil conservationists. Those with degrees in the following specialties are eligible to become soil conservationists after special field training in farm and ranch conservation and land use planning: forestry, biology, agronomy, engineering, range, and general agriculture. A college degree is not required for subprofessional soil conservation ists whose primary work is that of giving farm ers or ranchers assistance in applying con servation practices after conservation planning has been done. Professional soil conservationists who show unusual aptitude in the various phases of the work have good chances of advancement to higher salaried technical and administrative jobs. Employment Outlook Employment opportunities for well-trained soil conservationists were good in 1960. There are frequent openings in most parts of the country because of the normal turnover in per sonnel. Opportunities in the profession will ex pand because of increasing interest in conserva tion by Government agencies, public utility companies, banks, and other organizations which are adding conservationists to their staffs. It is likely that there will be a number of new openings in this field in college teaching, particularly at the undergraduate level. Earnings The entrance salary for soil conservationists with a B.S. degree employed by the Federal Government in 1960 was approximately $4,345 a year, with advancement to $5,355 after 1 year of satisfactory service. Subsequently, advance ment depends upon the individual’s ability to advance to positions of greater responsibility. Earnings of well-qualified Federal soil conser vationists with several years’ experience ranged from $8,000 to $12,500 a year. The entrance salary in private employment depends upon the individual’s education and experience. Where To Go for More Information Additional information on employment as a soil conservationist may be obtained from the U.S. Civil Service Commission, Washington 25, D.C.; Employment Division, Office of Personnel, U.S. Department of Agriculture, Washington 25, D.C.; or any office of the Department’s Soil Conservation Service. Other Professional Workers Nature of Work There are numerous other professional oppor tunities in agriculture for people trained in various technical fields. These specialties are mentioned here only briefly but are discussed in greater detail elsewhere in the Handbook. The following are the more important categories of technically trained persons employed in oc cupations that relate to agriculture: Biochemists deal with the chemical com pounds and processes occurring in living plants and animals. Entomologists study insects, both beneficial and harmful in farming. They are especially concerned with developing measures to control insects that injure growing crops and animals, harm human beings, and damage agricultural commodities in storage, processing, and distri bution. Embryologists study the formation and de velopment of the embryos of plants and animals. Bacteriologists conduct microbiological and fermentation research to produce vitamins, antibiotics, amino acids, sugars, and polymers, by the action of micro-organisms. Plant and animal pathologists conduct re search on the causes and control of diseases at AGRICULTURAL OCCUPATIONS tacking animals and plants, including those diseases caused by fungi, bacteria, viruses, and physiological conditions. Geneticists try to develop strains, varieties, breeds, and hybrids of plants and animals that are better suited to the production of food and fiber than those now available. Plant and animal husbandry specialists are concerned with methods of caring for and managing plants and animals for the production of food and fiber. Human nutritionists study the process by which persons take into their bodies and utilize food substances. Agricultural engineers develop new and im proved farm machines and equipment, study the physical aspects of soil and water problems in farming, devise new techniques for harvest ing and processing farm products, and design more efficient farm buildings. (See chapter on Engineers for information on opportunities for these workers. Refer to index for page number.) Agricultural economists deal primarily with problems related to the production, financing, and marketing of farm products. They are fact finders, evaluators, analysts, and interpreters who help farmers with economic affairs. Rural sociologists study the structure and functions of the social institutions (customs, practices, and laws) that are a part of or af fect rural society. Where Employed Such trained persons work in various capaci ties that relate to agriculture. Some are engaged in research for government agencies, colleges, and agricultural experiment stations, and pri vate businesses that deal with farmers. Others have technical and administrative responsibili ties in public agencies that deal with, or whose programs affect, farmers. Some are employed by cooperatives and by private business, commer cial, and financial companies that buy from, sell to, or serve farmers. Yet others serve in vocational agriculture teaching, in agricultural communications work, in farmers’ organiza tions, or in trade associations whose members deal with farmers. The number of research activities related to 767 Courtesy of U.S. Department of Agriculture Entomologist showing farmer how army-worms have stripped leaves from his wheat. agriculture has increased rapidly within the last several decades. Although the largest agencies in this field are the State experiment stations connected with the land-grant colleges and the various research branches of the U.S. Department of Agriculture, many other re search organizations exist. Of the latter, some are engaged in independent research; others are connected with companies that produce chem icals, equipment, and other supplies or services for farmers, that finance farming operations, or that market farm products. Research positions with the U.S. Department of Agriculture are located in various parts of the country. Some are in Washington, D.C., or at the nearby Agri cultural Research Center at Beltsville, Md. Others of the research staff of the U.S. Depart ment of Agriculture are stationed at land-grant colleges, but U.S. Department of Agriculture research units are also located at numerous oth er places. Many agricultural research jobs are found in other government departments. Various independent research organizations, foundations, and private business groups in many parts of the country have recently initi ated research relating to agriculture. They tend to be located either in industrial centers 768 or in areas of high agricultural activity, and include producers of insecticides, herbicides, and other chemical dusts and sprays; producers of feed, seed, and fertilizer; and producers of farm equipment. Public and private lending institutions that make loans to farmers need the services of men with broad training in agriculture and busi ness. This training ordinarily requires practi cal farm experience, as well as academic train ing in agriculture, economics, and other fields. Making loans on a sound basis involves careful analysis of the farm business and proper eval uation of farm real estate and other farm prop erty. Trained personnel in lending institutions, therefore, are the key to sound credit practices in financing farmers. They are employed by the cooperative Farm Credit Administration in its banks and in the associations that operate un der its supervision in all parts of the country, by the Farmers Home Administration in its Washington and county offices, by country banks, and by those insurance companies that have substantial investments in farm mort gages. The Federal and, to a lesser extent, the State Governments employ various specialists in their several programs and regulatory activities re lating to agriculture. These specialists have technical and managerial responsibilities in ac tivities such as programs relating to the produc tion and marketing of farm products; inspec tion and grading of farm products; prevention of the spread of plant pests, animal parasites, and diseases; and wildlife management and control. Large numbers of professionally trained per sons are employed by cooperatives and business firms that deal with farmers. As farmers rely increasingly on cooperatives and business firms to provide them with farm supplies, machinery, equipment, and services, and to market their products, employment in these cooperatives and business firms may be expected to expand. The number of employees in any business or coopera tive, their responsibilities, and the nature of their jobs depend upon the size of the coopera tives and businesses and the services they offer. Large farm supply cooperatives and businesses, for example, may have separate divisions for OCCUPATIONAL OUTLOOK HANDBOOK feed, seed, fertilizer, petroleum, chemicals, farm machinery, and public relations, and credit, each supervised by a department head. In small er businesses and cooperatives, such as local grain-marketing elevators, the business is run almost entirely by the general manager with only two or three helpers. Another growing field of specialization is that of agricultural communications. Staffs of crop reporters and market news reporters are employed by the U.S. Department of Agricul ture in field offices throughout the United States. Crop reporters gather information on crop production during all stages of the growing season. Market news reporters collect infor mation on movement of agricultural produce from the farm to the market. Radio and T.V. farm directors are employed by many radio and T.V. stations to report prices, sales, grades, and other agricultural information to farm peo ple. Agricultural reporters and editors compile farm news and data for farm journals, farm bulletins, and farm broadcasts. Closely related to agricultural communications is employment in farmer's organizations or in-trade associa tions whose members deal with farmers. The nationwide, federally aided program of vocational education in agriculture continues to offer employment for persons technically trained in agricultural and related subjects. Such vocational agricultural instruction is con ducted in public high schools or classes for those persons over 14 years of age "who have entered upon or who are preparing to enter upon the work of the farm or the farm home." Along with class instruction and supervision of farm ing programs, teachers of vocational agriculture give instruction in farm mechanics in school farm shops. In addition, each student is re quired to conduct a farming project, either at home or on facilities provided by the school, with year-round supervision by the teacher. The teacher of vocational agriculture also serves as adviser to the local chapter of Future Farmers of America. In addition to work with "inschool" students, vocational agriculture teach ers provide organized instruction for young farmers to assist them in becoming satisfac torily established in farming and in becoming community leaders. They also provide organ 769 AGRICULTURAL OCCUPATIONS ized instruction, for adult farmers, with indi vidual consultation on their farms, to keep them abreast of modern farm technology. The qualifications of workers in all of these fields ordinarily include a college education with special training in a particular line of work. In most of these fields, the demand for workers exceeds the supply. In recent years, the de mand has been increased by the recruitment of professional personnel to staff agricultural missions and to give technical aid to agricul tural institutions and farmers in other coun tries. Where To Go for More Information Opportunities in Research. Additional informa tion on research opportunities at land-grant colleges, may be had from the dean of agricul ture at the State land-grant college. The USD A recruitment representatives at the land-grant college will supply information on employment in the U.S. Department of Agriculture, as will the Office of Personnel, U.S. Department of Agriculture, Washington 25, D.C. For further information on research activities related to agriculture, see also statements on selected pro fessional and technical occupations in other chapters in this Handbook. (See especially chapter on the Biological Sciences. Refer to index for page numbers.) The following publications will be valuable: Career Service Opportunities in the U.S. D epart ment o f A gricu lture, A gricu ltu re Handbook No. 45, U.S. Departm ent o f A gricu lture, Division o f Em ploym ent, Office o f Personnel, W ashington 25, D.C. Choose a Challenging and R ew arding Career in the U.S. D epartm ent o f A gricu lture, M iscellaneous Publication 833, U.S. Departm ent o f A gricu lture, W ashington 25, D.C. Pve Found M y Future in A gricu lture, Am erican A ssociation o f Land-G rant Colleges and State U niversities, W ashington, D.C. 1958. Copies can be obtained from your State A gricu ltu ral College. Opportunities in Agricultural Finance. In quiries on employment opportunities in the field of agricultural finance may be directed to the following: Farm Credit A dm inistration, W ashington 25, D.C. Farm Credit D istrict— Springfield, M ass.; B alti more, M d.; Columbia, S.C.; Louisville, K y .; New Orleans, L a.; St. Louis, M o.; St. Paul, M inn.; Omaha, N e b r.; W ichita, K ans.; Houston, T ex .; Berkeley, C a lif.; Spokane, Wash. Farm ers Home A dm inistration, U.S. Departm ent o f A gricu lture, W ashington 25, D.C. A gricu ltural D irector, Am erican Bankers ciation, 12 E ast 36th St., New Y ork 16, N.Y. A sso (See also chapters on Banking Occupations and Insurance Occupations. Refer to index for page numbers.) Opportunities with Cooperatives. Farmer co operatives are located in every State. For in formation relating to job opportunities in farmer cooperatives, contact the local or re gional cooperatives in your home community first. If these have no positions open, they may be able to refer you to others that do. Other sources of information are the county agent and the Agricultural Economics Departments of State Agricultural Colleges. General informa tion may also be obtained from the American Institute of Cooperation or the National Council of Farmer Cooperatives, both located at 744 Jackson Place NW., Washington, D.C., and the Cooperative League of the U.S.A., 343 South Dearborn St., Chicago 4, 111. Opportunities for Agricultural Economists. For additional information about opportunities in agricultural economics, check with the Depart ment of Agricultural Economics in the landgrant college in your State. For information on Federal employment opportunities, get in touch with USDA Recruitment Representatives at your land-grant college or write directly to the Office of Personnel, U.S. Department of Agri culture, Washington 25, D.C. (See also statement on Economists. Refer to index for page number.) Opportunities as Vocational Agriculture Teach ers. As salaries, travel, and programs of voca tional agriculture teachers vary slightly among 770 OCCUPATIONAL OUTLOOK HANDBOOK States, prospective teachers should consult the Head Teacher Trainer in Agriculture Educa tion at the land-grant college or the State Super visor of Agricultural Education at the State Department of Public Instruction in their re spective States. (See also statement on Secondary School Teachers. Refer to index for page number.) Farm Service Jobs In almost every type of agriculture, individ uals can readily learn and perform certain spe cialized services for farmers. A person can enter many of these services, either as an em ployee or as an independent operator. Some of these services require an extensive outlay of capital but others require very little. Some are highly seasonal, whereas others are performed the year round. These services can sometimes be combined well with the operation of a small farm. Services that provide employment on a yearround basis include the following: cow testing, artificial breeding service, whitewashing serv ice, livestock trucking, well drilling, fencing, and tiling. In cow testing and artificial breeding work, an association of farmers employs one or more workers on a monthly basis to conduct the operations. Supervisors who do cow testing are employed by dairy herd improvement associa tions. They must have a high school education, and a farm background is almost essential. In 1960, annual salaries were from about $3,000 to $4,200. Artificial breeding associations em ploy inseminators who must have at least a high school education. In 1958, these workers were paid from about $4,800 to $7,200 a year. Agri cultural college training is desirable but not essential for employment in these occupations. Brief periods of approximately a month of spe cialized training are available through the as sociations. Individuals ordinarily set up the whitewashing, trucking, and well-drilling serv ices and employ such assistants as they need. Other services performed for farmers are of a more seasonal nature. These include: Fruit spraying (2-3 months), airplane dusting (4-6 months), grain combining (2 months), hay and straw baling (2-8 months), tractor plowing and cultivating (4-6 months), and sheep shearing (2-3 months). These and many other services are often done by farmers who wish to keep their equipment busy and therefore engage in custom work as a sideline. In areas where the growing season is long, however, the period when these services can be carried on is long enough to permit individuals to specialize in them. Somewhat more remote from farm operation but still closely tied in with agriculture are such vocations as: repairing and servicing farm machinery; feed grinding and mixing; maintaining storages and warehouses of agri cultural products; operation of nurseries and greenhouses; and packing, grading, and proc essing of farm products. These activities are sometimes performed on the farm, but the tendency has been for them to be moved away from the farm and carried on as specialized lines of business. An agricul tural background is helpful to people who enter these lines of work. The agricultural aspects, however, can be learned more readily than the specialized skills that are required for these oc cupations. Occupations in Government Government service is one of the Nation’s largest fields of employment. Several hundred thousand workers in a great variety of occupa tions are hired every year for government jobs all over the country. One out of every eight workers in the United States—over 8 million persons—was employed as a civilian worker at some level of govern ment—Federal, State, or local in 1960. More than half of these employees worked for local government units, about a fifth for State gov ernments, and the remainder (2.2 million) worked for the Federal Government. The figures given above do not include the 2.5 million addi tional persons who were serving in the various branches of the Armed Forces. Government workers constitute a significant part of the work force in every State, ranging from 10 percent to more than 20 percent of total nonagricultural employment. Jobs in gov ernment service are found in cities, towns, and villages across the Nation. They are also in such remote and isolated spots as lighthouses and forest ranger stations. Government service is an important source of job opportunities for women. About 40 per cent of all government employees are women, most of whom are employed in clerical and teaching jobs. The second largest group of government workers—more than 1 million—were engaged in national defense activities of the Federal Government. This group includes the civilian employees of the Department of Defense and a few other defense-related agencies such as the Atomic Energy Commission. They include a wide variety of workers such as administrative and clerical employees, scientists, and engineers, manual workers in navy yards and arsenals, and employees of hospitals and schools run by the military services. Other large concentrations of employment, each with more than a half million workers, were in health services and hospitals, the postal service, highways, and general control func tions. (General control functions include the C H A R T 35 MAJOR FUNCTIONS OF GOVERNMENT WORKERS.... 500 Thousands of employees, O ctober I9 6 0 1 1,000 1,500 2,000 2,500 3,000 Education National defense □ Hospitals (including health services) General adm in istra tio n 2 State and local governments Federal Government Government Activities and Occupations More than 2.5 million persons, about one-third of all government workers, were engaged in providing educational services in October 1959. (See chart 35.) Employment in this field, the largest in government service, includes admin istrative, clerical, maintenance, and auxiliary employees, as well as teachers and other profes sional staff such as counselors, librarians, dieti tians, and nurses. The great majority of em ployees in the educational field were in elemen tary and secondary schools. Postal service Highways □ A ll o th e r3 1 All Federal civilian employees, including,those outside United States and 34.000 employees of the Rational Guard paid directly from the Federal Treasury. ^Includes legislative, judicial, tax, and other financial and general, administrative activities. 3 Includes police protection, administrators of natural resources, and all other services not elsewhere classified. Source: U. S. Bureau of the Census. 771 772 activities of government chief executives and their staffs, legislative bodies, the administra tion of justice, tax enforcement and other financial activities, and general administra tion.) Other government activities are housing and community development, police and fire protection, public welfare services and assist ance, transportation and public utilities, social security, and conservation of natural resources. Most workers in the health and hospital fields, in highway work, and in police and fire protec tion activities are employed by State and local government agencies. On the other hand, the postal service is Federal, and so are most of the jobs concerned with natural resources, such as those in the National Park Service. Major functions of government workers are shown in chart 35. The wide variety of government functions re quires the services of employees in many differ ent occupations. Because of the special char acter of many government activities, the oc cupational distribution of employment is very different from that found in private industry, as can be seen from the percentage distributions of employment in 1960 which appear on this page. A majority of government workers—more than 4 million—in 1960, were employed in pro fessional and technical, managerial, clerical and some sales occupations, the so-called “whitecollar” jobs. Of these, important occupational groups were teachers, postal clerks, and office workers such as stenographers, typists, and clerks. Among the approximately 3 million OCCUPATIONAL OUTLOOK HANDBOOK craft, service, and manual workers, some im portant occupational groups were aircraft and automotive mechanics and repairmen, police men, firemen, truckdrivers, skilled mainte nance workers (including carpenters, paint ers, plumbers, and electricians), custodial work ers, and laborers. The following three chapters discuss oppor tunities for civilian employment in the major divisions of government (Federal, State, and local) as well as career opportunities in the various branches of the Armed Forces. A con cluding chapter gives detailed information on post office occupations. The postal service, the second largest area of Federal civilian employ ment, provides many job opportunities for young people who have no specialized training. Category Percent of— Government All workers in employed the U.S. workers in the U.S. A ll categories _____________________ 100.0 100.0 Professional and tech n ical____ M anagers, and officials and 33.7 11.2 proprietors ________________ Clerical and kindred w orkers.. Sales w orkers ________________ Craftsm en, forem en, and kindred w orkers _________ ... Operatives and kindred w orkers ____________________ Service w orkers ______________ Laborers . . ... . Farm ers and fa rm w orkers___ 5.3 23.4 10.6 .2 14.7 6.6 8.7 12.8 5.6 17.8 5.2 .2 18.0 12.5 5.5 8.1 N ote : Because of rounding, sums of the individual items may not equal 100 percent. CIVILIAN EMPLOYMENT Federal Government The Federal Government employs more work ers than any other single employer in the United States. In 1960, its establishments in the 50 States and the District of Columbia employed about 2.2 million civilian workers. Practically all (about 99 percent) of these workers were employed by the departments and agencies which make up the executive branch of the Government. The remainder were employed by the legislative and judicial branches. The executive branch is responsible for such services as: Maintaining the flow of supplies and equipment to the Armed Forces; delivering mail; conducting scientific research; conserv ing natural resources; enforcing Federal laws; handling international relations; treating and rehabilitating disabled veterans; and adminis tering other programs aimed to promote the health and welfare of the American people. About 68 percent of all Federal civilian work ers (over 1.5 million) were employed by the Department of Defense and the Post Office in November 1960. The Department of Defense, which includes the Departments of the Army, Air Force, and Navy, employed more than 932,000 workers, and the Post Office employed about 572,000 workers. The Veterans Administration, with more than 172,600 employees, is the only other agency in the Federal Government which has more than 100,000 workers. Other civilian employees of the executive branch are distributed among 70 departments, agencies, and commissions. Employment ranges from very small boards and commissions to large departments with more than 50,000 employees. Among the larger departments are Agriculture; Treasury; Health, Education, and Welfare; and Interior. The legislative and judicial branches of the Federal Government have relatively few em ployees. In 1960, they employed about 23,000 and 5,000 workers, respectively. Civilian employees of the Government are en gaged in most of the occupational fields that are also found in private industry—accounting, engineering, medicine, law, stenography, me chanical trades, and truckdriving, to cite a few illustrations. Many workers, however, are em ployed in occupations unique to the Federal Government, such as border patrolman and postal clerk. Full-time white-collar workers (administra tive, clerical, and professional) were employed in more. than 500 occupations and accounted for about two-thirds of all Federal employees in the United States in 1959. The remainder were employed in a wide range of craft, service, and manual labor jobs. More than half of all white-collar workers were in general administrative or clerical and office services groups which include most postal employees. Three other groups—account ing and budget, engineering, and medical—each comprised more than 5 percent of all whitecollar employees. The remainder were employed in a wide variety of fields such as investigation, legal work, biological and physical sciences, per sonnel administration and industrial relations, and transportation and supply. Eighty-six percent (1.2 million) of all Fed eral white-collar workers were in nonprofes sional occupations. Of these, more than a third were office workers such as secretaries, stenog raphers, typists, clerks, office machine opera tors, and receptionists. Chart 36 shows the rela tive distribution of Federal white-collar work ers in October 1959, by occupational group. Professional workers made up the remaining 14 percent of white-collar employment. Work ers in these occupations usually require more education, specialization, and training than 773 774 OCCUPATIONAL OUTLOOK HANDBOOK most nonprofessional workers. A majority of the approximately 205,000 professional workers were engaged in three broad areas of work: Engineering; medical, including hospital, den tal, and public health; and accounting and bud gets. The largest occupational groups were en gineers (over 56,000) and doctors, dentists, and nurses (more than 37,000). Large numbers were also employed as accountants, biological scientists, physical scientists, social scientists, attorneys, educators, mathematicians and stat isticians, and librarians. In addition to the many white-collar occupa tions in the Federal Government, more than 600,000 workers were employed in many differ ent craft, service, and manual labor jobs in C H A R T 36 OCCUPATIONAL DISTRIBUTION OF WHITE-COLLAR WORKERS IN FEDERAL GOVERNMENT, OCTOBER 1959.?... Percent distribution Percent distribution 2 Mathematicians and pr-Transportation workers 2% w T P ersonnel workers 2% a Investigators and inspectors 3% i SKftSS Protective workers 2% :|S|| Hospital workers 4% Nonprofessional, scientific, i and technical workers 6% Fiscal clerks 6% Supply workers 6% ^Stenographers and typists 13%| ► Other office workers 22%! Postal clerks and carriers 34% 1 Excludes those employed in territories and foreign countries. 2 Figures do not add to 100 percent because of rounding. Source: U.S. Civil Service Commission. 775 OCCUPATIONS IN GOVERNMENT 1959. Most of these workers were in establish ments such as naval shipyards; arsenals; air bases; quartermaster depots; construction proj ects and harbor, flood-control, irrigation, or reclamation projects. More than 80 percent of these workers were employed by the Depart ment of Defense. Most of the remaining em ployees were engaged in activities of the Vet erans Administration, the General Services Ad ministration, the Department of the Interior, the Tennessee Valley Authority, and the De partment of Agriculture. The following tabulation illustrates the wide range of craft, service, and manual labor occupations found among the more than 635,000 full-time workers employed in these occupations by the Federal Government in the United States in October 1958: Occupation Total, all g ro u p s_________ M anual labor ___________________ M obile industrial equipm ent operation and m aintenance___ W a re h o u s in g ____________________ F ixed industrial equipm ent operation and m aintenance___ Services _________________________ M etal w ork _____________________ M achine shop w o rk ______________ A irc ra ft repair, propeller w ork, and engine overh au l__________ E lectrical installation and m aintenance __________________ W oodw orking ___________________ E lectron ic equipm ent installa tion, maintenance, and operation _____________________ M arine w o r k ____________________ Pipefitting ______________________ Am munition and arm am ent w ork Painting and paperh an ging____ P rinting and reprodu ction _____ P acking and processin g_________ Construction and m aintenance w ork __________________________ M anufacture and repair shop operation _____________________ F abric, leather, fu r, and textile w ork __________________________ Other ___________________________ Number of workers 636,737 86,710 73,858 53,647 51,746 41,820 40,205 38,004 36,467 31,400 23,084 22,320 19,787 16,217 14,997 14,223 14,615 12,184 10,288 6,803 6,711 21,651 Percent of total 100.0 13.6 11.6 8.4 8.1 6.6 6.3 6.0 5.7 5.0 3.6 3.5 3.1 2.5 2.4 2.2 2.3 1.9 1.6 1.1 1.1 3.4 Among individual craft, service, and manual labor occupations, laborers comprised the larg est single group. Other occupations with large numbers of workers were made up of automobile and aircraft mechanics, carpenters, cooks, con struction machinery and equipment operators, electricians, electronic technicians, machinists, painters, plumbers, printing pressmen, sheetmetal workers, stationary engineers, steamfitters, truckdrivers, and waiters. (Detailed description of the work duties for most white-collar and craft, service, and manual labor jobs mentioned above are provided in other sections of this Handbook. See index.) Federal employees are stationed in all parts of the United States and its territories and in many foreign countries. Although most Gov ernment departments and agencies have their headquarters offices in the Washington, D.C., metropolitan area, only about 1 out of 10 Fed eral workers was employed in that area in 1960. California, with almost 240,000 Federal em ployees had somewhat more than the metropoli tan area of Washington, D.C. Other States with more than 100,000 Federal workers included New York, Pennsylvania, and Texas. The Merit System Approximately 9 out of every 10 jobs in the Federal Government in the United States were covered by the Civil Service Act in 1960. This act was passed by the Congress in order to in sure that employees are hired on the basis of individual merit. It provides for competitive ex aminations and the selection of new employees from among those who make the highest scores. The U.S. Civil Service Commission, which ad ministers the Civil Service Act, is responsible for examining and rating applicants and sup plying Federal departments and agencies with names of persons who are eligible for the jobs to be filled. Many Federal jobs are excepted from Civil Service requirements either by law or by action of the Civil Service Commission. However, a large percentage of the excepted positions are under separate merit systems of other agencies, such as the Foreign Service of the Department of State, the Department of Medicine and Sur gery of the Veterans Administration, the Fed eral Bureau of Investigation of the Department of Justice, the Atomic Energy Commission, and the Tennessee Valley Authority. These agencies 776 establish their own standards for the selection of new employees. Civil Service competitive examinations may be taken by all persons who are citizens of the United States, or who owe allegiance to the United States. To be eligible for appoint ment, an applicant must meet minimum age, training, and experience requirements for the particular position, and be physically able to perform the duties of the position. Examina tions vary according to the types of positions for which they are held. Some examinations include written tests; others do not. In nonwritten examinations, applicants are rated ac cording to their training, experience, and skills as shown by their applications and any corrob orating evidence required by the Commission. Examinations are given for a great variety of jobs either at the entrance grades or at higher levels, depending upon the needs of the Government. In a given period, for example, examinations may be open for clerk-typists, ac countants and auditors, agricultural mar keting specialists, offset pressmen, and research chemists. An examination for persons with college training or the equivalent—the Federal Service Entrance Examination—is given to fill entrance or trainee positions in a wide range of occupa tions. It is used to fill positions in which an employee’s potential capacity is considered more important than special training for the work. Thus, a person who passes the examina tion may be considered for entrance-level pro fessional, administrative, or technical positions in a variety of fields—not just positions in the applicant’s special field of study or training. The Federal Service Entrance Examination, which is a written examination, is given peri odically during the school year. It is open to college graduates, college seniors and juniors, and to persons who can qualify through ex perience or a combination of education and experience. This is not the only entrance examination for college graduates. Other examinations are given under specific job titles such as engineer; physicist, chemist; accountant; and librarian. Persons who have primary interest in and train ing for a specialized field should refer to the OCCUPATIONAL OUTLOOK HANDBOOK announcements of examinations appropriate to that field. The Civil Service Commission will not open an examination to the general public and ac cept applications until there are job vacancies or expected job vacancies. When vacancies ex ist or are expected, the Commission issues an examination “announcement” which tells about experience or training requirements, location of jobs, duties, pay, forms that must be filed, and when and where examinations will be held. (See p. 780 for sources of information concern ing examination announcements.) After the examination is announced, appli cations are accepted as long as the examination is open. Even after an examination is closed, some persons are permitted to file applications. These include, for example, persons in military service, those working overseas for the Govern ment or for an international organization, and those who have been granted “10-point veteran preference” by the Civil Service Commission. A person who has been granted veteran pref erence receives extra points which are added to the passing grade (70 percent) in an examina tion. An honorably discharged war veteran gets 5 extra points; a person who is eligible for disabled veteran preference gets 10 extra points. The Commission notifies applicants whether they have achieved eligible or ineligible ratings and enters the names of eligible applicants on a list in the order of their scores. When a Feder al agency requests names of applicants for a job vacancy, the Commission sends the agency the three names at the top of the appropriate list. The appointing officer in the requesting agency can select any one of the top three avail able eligibles. Names of those not selected by this agency are restored to the list for consid eration in connection with other job openings. Appointments to civil service jobs are made without regard to an applicant’s race or reli gion. Civil service employees can vote as they choose, but they are prohibited from certain po litical activities and may not be forced to con tribute to any political fund. After a person is appointed to a Federal job through a civil service competitive examina tion, he must complete a 8-year period of con ditional service to acquire full career status. 777 OCCUPATIONS IN GOVERNMENT His appointment is probationary during the first year. He can be dismissed if his work is not satisfactory within this period, merely up on written notice giving the reason for the dis missal and the effective date. After he has com pleted the 1-year probationary period, he has the same protections against dismissal as career employees (within limitations men tioned below). A career or career-conditional employee may be promoted, reassigned to an other job in his agency, or transferred to an other agency. Except for removals resulting from reductions in force, he can be removed from the career service only for cause—such as inefficiency, misconduct, or insubordination— after adequate review to protect him against dismissal for arbitrary or capricious reasons. A career employee can be reinstated without time limit after leaving the Federal service, without competing in examinations with the general public. Federal employees who demonstrate out standing ability are encouraged to prepare for more responsible assignments. Although agen cies tend to promote from within, they also seek workers elsewhere in the Federal service or out side the Federal service to obtain the best qual ified person for each position. Layoffs, or “reductions in force,” are some times necessary in the Federal Government for such reasons as cuts in appropriations made by the Congress and decreases in work in certain fields. When a reduction in force occurs, an em ployee may be either retained or separated by the agency affected depending on whether he has career status, whether he is a veteran or nonveteran, how many years of service he has and whether he performs his duties satisfacto rily. A career employee receives retention pref erence over career-conditional and temporary employees of the same grade, and a veteran re ceives retention preference over nonveterans with the same type of appointment. A Federal employee who is laid off is entitled to unemploy ment compensation similar to that provided for employees in private industry. He is covered by the unemployment insurance system in the State or area in which he worked. Employment Trends and Outlook in Federal Government Each year, the Federal Government hires several hundred thousand employees. In recent years, the majority of these workers were em ployed as replacements for employees who left the Government for such cause as retire ment, resignation, illness, or death. In recent years, Federal employment has re mained at about the same level, averaging about 2.2 million workers. Over the long run, the trend in Federal employment has been up ward, stimulated by national emergencies such as World War II and the Korean crisis, which ended in 1953. (See chart 37.) Employment in the Federal Government has increased in the long run not only because of the need for a stronger defense establishment, but also because of the important role the United States has been playing in world affairs and the greater acitivity of the Federal Government in such fields as agriculture, social security, conservation and flood control, veter ans’ services, and the regulation of interstate commerce. The need to provide a growing pop ulation with services such as those of the Post Office has also contributed to an expansion in Federal Employment. The outlook for Federal Government employC H A R T 37 TREND IN FEDERAL GOVERNMENT EMPLOYMENT ?.... M illions o f employees ^Data are for c iv ilia n employees in continental! United States; Alaska and Hawaii are excluded. 778 OCCUPATIONAL OUTLOOK HANDBOOK ment is difficult to forecast, because the number of Federal workers is determined by the needs of the domestic government programs and our international responsibilities, as defined by the Congress. The most important factor determining em ployment opportunities in the Federal Govern ment is the need for replacements. During 1960, for example, about 444,000 workers left Federal employment. At the same time, more than 465,000 persons were hired. .Of these, about 89,000 were individuals who transferred from one agency to another, were reappointed to Govern ment service, or returned to active employment. Federal civilian employees are paid under several pay systems. In June 1960, the distri bution was approximately as follows: 46 per cent of all full-time employees under the Clas sification Act; 23 percent, under the Postal Pay Act; 28 percent, under the wage board pay sys tem ; and the remainder were paid under other systems. Pay rates for employees under the Classifi cation Act are set by the Congress and are nationwide in coverage. The Classification Act provides a pay scale called the General Schedule for employees in professional, administrative, technical, and clerical jobs, and for employees such as guards and messengers. The jobs un der the General Schedule are classified and ar ranged in 18 pay grades according to difficulty of the duties, the responsibilities, knowledge, experience, or skill required. The distribution of Federal white-collar employees by grades and the entrance and maximum salary, as well as the amount of periodic increases for each grade are listed in table 1. Employees in all grades except GS-18 receive from four to six scheduled periodic increases if their job performance is satisfactory. In each of the first 10 grades, the increases occur every 12 months until the maximum salary is reached. In grades GS-11 through GS-17, they occur every 18 months. Employees in grades GS-1 through GS-15 also get three “longevity in creases” at intervals if they continue to serve in the same grade after they have reached the maximum salary. The number of employees in each pay grade differs, of course, from one occupation to another. These differences are illustrated in table 2, which shows the distribution of em ployees in three selected occupations. Table 2 shows that almost all of the clerktypists were in grades GS-2 and GS-3. About 90 percent of the secretaries were concentrated in grades GS-4, GS-5, and GS-6, and about 7 percent were employed at higher grades. About 71 percent of all electronics engineers T a ble T able Earnings, Advancement, and Working Conditions 1. D istribution o f full-tim e Federal em ployees in the U nited States under Classification Pay Scale by grade level, June 30, 1960 G eneral schedule grade T o ta l................................... 1 ............................................. 3 ............................................. 4 ............................................. 5 ............................................. 6 ............................................. 7 ............................................. 8 ............................................. 9 ............................................. 10 .......................................... 1 1 .......................................... 1 2 ........................................... 1 3 .......................................... 1 4 .......................................... 1 5 .......................................... 16 ........................................... 1 7 .......................................... 1 8 ........................................... E m ployees Salaries 1 Periodic increases S ecretary C lerk -ty p ist G rade d istrib u tio n E lectronics engineer P ercen t E n tran ce 953,995 2 ,3 8 5 38,8 7 0 159,607 160,484 112,076 47,605 84,364 25,329 98,284 13,764 83,288 60,852 3 9,703 17,656 8,022 1,070 458 178 100.0 .3 4 .1 1 6.7 16 .8 11.7 5 .0 8 .8 2 .7 10 .3 1 .4 8 .7 6 .4 4 .2 1.9 .8 .1 (2) (2) $ 3 ,185 3,5C0 3 ,7 6 0 4 ,0 4 0 4,3 4 5 4 ,8 3 0 5 ,3 5 5 5 ,8 8 5 6 ,4 3 5 6 ,995 7 ,6 5 0 8,9 5 5 10,635 12,210 13,730 15,255 16,530 18,500 $105 105 105 105 165 165 165 165 165 165 260 260 260 260 325 260 260 N u m b er P ercent N u m b er P ercen t N u m b er P ercen t T o ta l.............................. N u m b er 68,261 100.00 31,345 100.00 8 ,186 100.00 1 ........................................ 9 2 4 ....................................... 5 ....................................... 6 ......................... 7 ............. 8 ............. 9 .................... 1 0 ..................................... 11..................................... 1 2 ..................................... 13 14 ..................................... 1 5 ..................................... 16 ......................... 17 .................... 18 N o t specified.............. 222 11,305 54,989 1,128 68 5 5 1 3 0 .3 3 16.56 8 0.56 1.65 .10 .01 .01 G) 0) 1 360 9 ,356 13,892 4,9 3 9 1,605 317 231 40 21 4 1.15 2 9.85 44.32 15.76 5.12 1.01 .74 .13 .07 .01 535 .78 579 1.85 M axim um $3,815 4,1 3 0 4 ,390 4 ,670 5,3 3 5 5,8 2 0 6,345 6 ,875 7,425 7,985 8 ,860 10,255 11,935 13,510 15,030 16,295 17,570 1 Salary scale effective July 10, 1960, U.S. Civil Service Commission. 2 Less than 0.05 percent. Source: U.S. Civil Service Commission, Federal Employment Sta tistics Bulletin, August 1960. 2. Grade distribution o f full-tim e Federal G ov ernm ent employees in the United States in three selected occupations, October 31, 1959 l Less than 0.01 percent. Source : U.S. Civil Service Commission. G) 140 1.71 597 7.2 9 645 3 1,541 2,4 0 5 1,853 708 264 14 9 7 .8 8 .04 18.82 2 9 .3 8 2 2 .6 4 8 .65 3 .2 2 .17 .11 7 .09 779 OCCUPATIONS IN GOVERNMENT were in grades GS-11, GS-12, and GS-13, and 17 percent were in grades GS-5 through GS-9; and 12 percent in grades above GS-13. New appointments to professional entrancelevel positions such as those filled through the Federal Service Entrance Examination, de scribed earlier in this chapter, are usually made at the entrance salary in grade GS-5 with some appointments at GS-7 of especially wellqualified individuals. An eligible individual who holds a master’s degree, or the equivalent in education or experience, usually enters at grade GS-7, and those who are especially well qualified may enter at grade GS-9. In addition, the Federal Government also makes new ap pointments of very well-qualified, experienced people at the GS-11 level and above. These ap pointments are for such positions as psycholo gists, statisticians, economists, writers and editors, budget analysts, accountants and audi tors, electronic and nuclear engineers, and phys icists. Appointments to entrance-level posi tions requiring less than professional-level training are usually made in the grades below GS-5, the exact grade and corresponding sal ary depending on the difficulty and responsibil ities of the position. Although most new appointments are usually made at the entrance salary rate in the appro priate pay grade, the Civil Service Commission may authorize recruitment at rates above the usual entrance salary for hard-to-fill positions. For example, new employees were being re cruited above the minimum rates in grades GS-5 and GS-7 for engineering and certain physical science jobs in 1960. Promotions of employees depend upon open ings in higher grades and upon the ability and work performance of the individual employee. Sometimes, however, it is not necessary for an employee to move to a new job to get a promo tion. If his work assignments become more dif ficult and his responsibilities increase, his job may be reclassified to a higher grade with a corresponding increase in pay. Approximately 505,000 workers, not includ ing postmasters of 4th class post offices and rural carriers, were employed under the Postal Field Service Compensation Act in mid-1960. Of these, more than 360,000, or 71 percent, were in pay level 4 which includes all city carriers and most postal clerks. About half the em ployees in this pay level received salaries of $5,305 a year. (A detailed discussion of earn ings of postal workers is found elsewhere in this Handbook. See index.) Over 585,000 full-time craft, service and manual workers employed by the Federal Government in the United States in 1960 were paid under the wage board system. The pay rates for these workers are fixed by wage boards on the basis of “prevailing” rates paid for similar work by private employers in the areas where they work, rather than by legis lation. The median annual pay of employees paid under this system was $5,387 in 1960. The following tabulation of Army-Air Force Wage Board pay rates for selected occupations in specific labor market areas, in February 1961, illustrates hourly wage rates in effect for work ers paid under the wage board system. C ity C om m on lab orer Atlanta, Ga. ______________ Boston, M a s s ._____________ Charleston, S .C .___________ Chicago, 111. ______________ Denver, Colo. _____________ ... F ort W orth -D a lla s, Tex. _ _ Ham pton Roads, V a _______ H ouston-G alveston, Tex. _ _ _ Los A ngeles, C a lif_________ New Orleans, L a __________ ... New Y ork, N .Y .-N ew a rk , N.J. _____________________... Pensacola, Fla. ___________ ... Philadelphia, P a . __________ ... Portsm outh, N.H. ________ ... Puget Sound, W a sh _______ ... San D iego, C a lif___________ ... San Francisco, C a lif_______ ... St. Louis, M o______________ ... W ashington, D.C. ________ ... ... ... ... ... ... ... ... $1.78 2.11 1.68 2.17 2.14 1.92 1.75 2.00 2.29 1.90 2.15 1.80 2.20 1.83 2.18 2.13 2.42 2.19 2.01 E le c tr i cian $2.69 2.88 2.85 2.94 2.76 2.74 2.71 2.76 2.96 2.73 2.88 2.94 2.87 2.69 2.87 2.93 3.02 2.98 2.77 M ach in ist, ge n e ra l $2.83 2.93 2.99 3.06 2.86 2.85 2.83 2.88 3.07 2.85 2.98 3.07 2.97 2.78 2.98 3.03 3.11 3.09 2.89 Source: Army-Air Force Wage Board, U.S. Department of De fense. Rates are for the second rate of a three-step pay range, in effect February 1, 1961. More than 60,000 Federal Government em ployees in the United States in 1960 were paid under acts or orders other than those discussed above. Among the employees paid under the miscellaneous pay acts or orders were those working for the Tennessee Valley Authority, the Foreign Service of the Department of 780 State, and physicians, dentists, and nurses in the Department of Medicine and Surgery of the Veterans Administration. The standard workweek for Federal Govern ment employees is 40 hours, and the pay sched ules are based on this workweek. If an em ployee is required to work more than 40 hours a week, he is either paid overtime rates for the additional time worked or given compensatory time off at a later date.' Most employees usually work 8 hours a day, 5 days a week, Monday through Friday. However, the head of an agency may decide on a different schedule for his agency. Annual earnings, for most full-time Federal workers, are not affected by seasonal factors. Federal employees receive paid vacations and sick leave. They earn 18 days of annual (vacation) leave during each of their first 3 years of service, then 20 days each year until they have completed 15 years; after 15 years, they earn 26 days of leave each year. In ad dition, they earn 13 days of paid sick leave a year. Eight paid holidays are observed an nually. Employees who are members of mili tary reserve organizations are also granted up to 15 days of paid military leave a year for training purposes. Court leave with pay may be granted to employees to attend court as a Government witness or for jury duty. Other benefits available to most Federal em ployees include: A contributory retirement system providing annuities based on salary, length of service, and either age or disability, along with survivorship annuities; optional par ticipation in low-cost group life and health in surance programs supported in part by the Government; and compensation to employees injured in performance of duty. Where To Go for More Information Information on Federal employment oppor tunities is available from a number of sources. For college students, the college placement of fice is often a good source of such information. High school students in many localities may ob tain information from their high school voca tional guidance counselors. Additional infor mation about Federal job opportunities and OCCUPATIONAL OUTLOOK HANDBOOK Civil Service competitive examinations may be obtained from the central and regional offices of the Civil Service Commission, State employ ment service offices, and post offices in many cities. The offices of the U.S. Civil Service Commission are listed below along with the States included in each region. Central Office— U.S. Civil Service Commission, W a sh ington 25, D.C. F irst Region— Post Office and Courthouse Building, Boston 9, Mass. (M aine, New H am pshire, V erm ont, M assachusetts, Rhode Island, and Connecticut.) Second Region— News Building, 220 E. 42d St., New Y ork 17, N .Y . (N ew Y ork and New Jersey.) Third Region— U.S. Customhouse, Second and Chestnut Sts., Philadelphia 6, Pa. (Pennsylvania, D elaw are, M aryland, and V irg in ia .) F ifth R egion— Federal Office Building, 275 Peachtree St. N E ., A tlan ta 3, Ga. (N orth Carolina, South C aro lina, G eorgia, Florida, Tennessee, Alabam a, M issis sippi, Puerto Rico, and the V irg in Islands.) Sixth Region— Post Office and Courthouse B uilding, 5th and W alnut Sts., Cincinnati 2, Ohio. (O hio, Indiana, K entucky, and W est V irg in ia.) Seventh Region— M ain Post Office Building, 433 W est Van Buren St., Chicago 7, 111. (M ichigan, W isconsin, and Illinois.) Eighth Region— 1114 Com merce St., D allas 2, Tex. (A rkan sas, Oklahoma, Louisiana, and T exas.) Branch Office— M asonic Tem ple Building, 333 St. Charles Ave., New Orleans 12, La. Ninth R egion— N ew Federal Building, 1114 M arket St., St. Louis 1, Mo. (M issouri, Kansas, Iowa, N ebraska, M innesota, North Dakota, and South D akota.) Branch Office— P ost Office and Customhouse Build ing, 180 E. K ellogg Blvd., St. Paul 1, Minn. Tenth Region— Building 41, D enver F ederal Center, Denver, Colo. (C olorado, New M exico, Utah, W y om ing, and A rizon a.) Eleventh Region— 302 Federal Office Building, F irst Ave. and M adison St., Seattle 4, W ash. (M ontana, Oregon, Idaho, W ashington, and A laska.) Branch Office— L oussac-Sogn Building, A n chorage, Alaska. T w elfth Region— 128 A pp raisers Building, 630 Sansome St., San Francisco 11, Calif. (C a liforn ia, N evada, and H aw aii.) Branch Offices— (1 ) 514 Post Office Courthouse Building, Los A ngeles 12, Calif. (2 ) F ederal Building, Honolulu 2, Haw aii. Canal Zone— Secretary, B oard o f U .S. Civil Service Exam iners, Balboa H eights, C.Z. Information on career and competitive ex amination opportunities in Federal agencies which have separate career systems such as the 781 OCCUPATIONS IN GOVERNMENT Foreign Service, the Federal Bureau of Inves tigation, and the Atomic Energy Commission may be obtained by writing to their respective personnel offices in Washington, D.C. State and Local Governments State and local governments provide an important source of job opportunities in com munities throughout the country. Also, since government activities are so varied, work op portunities are available in many different oc cupational fields. In 1960, over 6 million (full- and part-time) workers were employed in State and local government agencies. About 75 percent (4.6 million) of these workers were with units of local governments, such as counties, munici palities, towns, school districts, or special dis tricts. The remainder were employed in State government agencies. More than 2.5 million employees or about 45 percent of all full-time State and local govern ment workers were engaged in educational ac tivities in October 1960—more than in any other single field. The proportion of State and local government employment in educational activities varies greatly; for example, the highest proportion was 58 percent in Utah, and the lowest was 27 percent in the District of Columbia. In addition to approximately 1.4 million classroom teachers, (the largest single occupa tion in the field of education), school systems also employ administrative personnel, librar ians, guidance counselors, nurses, dietitians, clerks, and maintenance workers. More than 85 percent of employment in the field of edu cation is in elementary and secondary schools, which are largely administered by local govern ments. State employment in education is con centrated chiefly in institutions of higher learn ing. The next two largest areas of full- and parttime State and local government employment in 1960 were in hospital and highway work. The 679,000 persons employed in hospital work included physicians, nurses, medical laboratory technicians, and hospital attendants. About General information on administrative ca reers in government may be obtained from: The American Society for Public Administra tion, 6042 Kimbark Ave., Chicago 37, 111. 532,000 workers were employed in many differ ent occupations in highway activities. State and local government workers construct and maintain roads, highways, city streets, toll turnpikes, bridges, and tunnels. Among these employees were civil engineers, surveyors, op erators of construction machinery and equip ment, truckdrivers, concrete finishers, carpen ters, and construction laborers. Protective services such as those provided by police and fire departments were other large areas of employment in State and local govern ments. More than 340,000 full- and part-time people were employed in police work in 1960, principally by local governments. Employment in police work includes administrative, clerical, and custodial personnel, as well as uniformed and plainclothes policemen. All of the 220,000 firemen were employed by units of local govern ments, and about a third of these were part-time employees. Another large group, more than 475,000 fulland part-time workers in 1960, were employed in general control activities—most of them at the local level. General control functions in clude the activities of chief executives and their staffs and legislative bodies; the adminis tration of justice; tax enforcement; and other financial activities and general administrative work. Lawyers, judges and court officials, tax agents, accountants, and recording clerks are examples of persons in this field of government activity. Other State and local government employees are engaged in a wide variety of fields—social security administration; public welfare; and operation of prisons, government-owned liquor stores, and local utilities (including those pro viding water, electricity, gas, and transporta tion supply systems). These functions require workers in many different types of occupations such as welfare workers, prison guards, elec- 782 OCCUPATIONAL OUTLOOK HANDBOOK Table 3. Number of workers employed by State and local governments and percent engaged in education, October 1960 [Full-time equivalent] State United States, total.............. Alabama................................. Alaska..................................... Arizona.................................... Arkansas................................. California................................ Colorado................................. Connecticut............................ Delaware................................. District of Columbia............ Florida..................................... Georgia.................................... Hawaii..................................... Idaho....................................... Illinois..................................... Indiana.................................... Iow a......................................... Kansas..................................... K entucky................................ Louisiana................................ M aine...................................... M aryland................................ Massachusetts....................... Michigan................................. Minnesota............................... Mississippi.............................. Missouri.................................. M ontana................................. Nebraska................................. N evada.................................... New Hampshire.................... New Jersey............................. New M exico............................ New Y o rk ............................... North Carolina...................... North D ak ota....................... Ohio......................................... Oklahoma............................... Oregon..................................... Pennsylvania......................... Rhode Island......................... South Carolina...................... South D akota........................ Tennessee................................ Texas....................................... Utah......................................... Vermont.................................. Virginia................................... Washington............................ West Virginia......................... Wisconsin............................... W yom ing................................ Employment, all functions Percent engaged in education 5,569,914 45 93,756 6,371 43,922 48,815 581,542 66,511 73,243 13,876 25,059 165,350 117,016 20,934 22,210 281,847 135,555 86,646 77,951 74,751 114,136 28,671 91,258 164,795 239,845 106,325 64,438 116,357 24,991 51,669 11,533 17,904 169,982 32,011 617,104 121,005 22,521 275,161 74,086 64,849 282,784 24,708 66,116 23,231 105,280 291,955 29,990 12,119 109,822 101,512 51,578 112,521 14,302 48 47 53 52 45 51 44 49 27 44 48 38 46 45 49 52 52 53 46 46 45 32 49 50 48 44 47 45 40 40 43 53 34 54 56 48 50 48 45 39 52 55 45 51 58 46 50 47 54 44 49 Source: State Distribution of Public Employment in 1960. U.S. Bureau of the Census. trical engineers, electricians, pipefitters, and bus drivers. Clerical, administrative, maintenance, and custodial workers constitute a significant pro portion of all employees in many areas of gov ernment activity. Among the more important groups of workers engaged in these occupations are clerk-typists, stenographers, secretaries, office managers, fiscal and budget administra tors, bookkeepers, accountants, carpenters, painters, plumbers, guards, and janitors. (De tailed discussions of professional, technical, mechanical, and other occupations in State and local goverments are given elsewhere in this Handbook, in the sections covering the individ ual occupations. See index for page numbers.) State and local government employment op portunities are distributed among the States roughly in proportion to their population. For example, New York, California, Pennsylvania, Illinois, Ohio, and Texas which have approxi mately 40 percent of the Nation’s population, also employ about 40 percent of the State and local government work force. Employment Trends and Outlook The long-range trend of employment in State and local governments has been steadily up ward. (See chart 38.) Over the past 30 years, the number of employees (full- and part-time) more than doubled, reaching more than 6 mil lion in 1960. Since the end of Wofld War II, the rate of employment growth has been rapid. State and local government employment has expanded primarily because of rapid popula tion growth, expansion of school systems, and growth of cities. City development has re quired more highway facilities, health and sanitation services, fire and police protection, and other services. A continued steady increase in State and local government employment seems likely in the 1960-70 decade. In particular, a substan tial growth in educational employment is antic ipated as a result of the rising school-age population. In addition to employment op portunities arising from the expected overall growth in State and local government em ployment, thousands of employees will be 783 OCCUPATIONS IN GOVERNMENT C H A R T 38 TREND IN STATE AND LOCAL GOVERNMENT EMPLOYMENT.... M illion s of employees1 for any specific occupation can be obtained from the appropriate agencies in each State or locality. The average earnings of State and local gov ernment employees also vary from one govern ment function to another. Average monthly earnings in October 1960 for full-time em ployees engaged in various functions were as follows: F u n c tio n 1 A v e ra g e m o n th ly e a rn in g s o f fu ll tim e em p lo y ee s A ll fu n c tio n s _________________________ $399 Education _____________________________________ 437 Local s c h o o ls _______________________________ 434 Instructional p e r so n n e l_______________ Other _________________________________ Institutions o f higher education___________ Other ______________________________________ Functions other than education________________ 488 282 460 402 368 H ighw ays i Data are for civilia n employees in continental United States; Alaska and Hawaii are excluded. needed to replace workers who transfer to other fields of work, retire, or die. Retirements and deaths alone will probably result in the need for more than 100,000 new workers annually dur ing the 1960’s. Most positions in State and local govern ments will be filled by persons who are perma nent residents of the particular State and lo cality where they seek employment. Often, however, it is necessary for State and local governments to recruit outside their areas whenever they want specialized personnel, or if shortages of particular skills exist in their areas. Earnings and Working Conditions Earnings of State and local government workers depend first of all on the employee’s occupation. Information on salary rates paid _________________________________ 356 Public w elfare ____________________________ H ospitals __________________________________ Health _____________________________________ 340 291 384 Sanitation ________________________________ 355 Police protection __________________________ 425 Local fire p rotection _______________________ 448 N atural resources _________________________ 389 W ater supply ______________________________ 373 Other local u tilities_________________________ 462 General c o n t r o l____________________________ 384 A ll o t h e r ____________________________________ 379 1 Because a considerable number of educational employees are paid on a 9- or 10-month school term basis, average earnings for this group for a single month, such as October, cannot be used directly to estim a te co m p arative an n u a l e a rn in g s of ed u ca tion al p erson n el in relation to those of other employees. The lower average earnings for hospitals reflect cash compensation only and do not include the value of meals, lodgings, or other payments-in-kind. Source: State Distribution of Public Employment in 1960, U.S. Bureau of the Census. Average montly earnings of full-time State and local government workers in the continen tal United States (48 States) in October 1960 ranged from $270 in Mississippi to $506 in California. A majority of State and local government positions are filled through some type of formal civil service test, and personnel are hired and promoted on the basis of merit. In some areas, broad groups of employees, such as teachers, firemen, and policemen have separate civil serv 784 ice coverage which applies only to their specific groups. More than half of all State and local govern ment employees are covered by State-adminis tered retirement systems; most of the re mainder are either covered by locally ad ministered systems or by the Federal old-age and survivors insurance program. Nearly all teachers and full-time local policemen and fire men are covered by some kind of retirement provisions. In addition, approximately half of the public school teachers and about a third of the policemen and firemen are also under the Federal old-age and survivors insurance program. Most State and local government employees work a 40-hour week; overtime pay or com pensatory time benefits are often granted for OCCUPATIONAL OUTLOOK HANDBOOK hours of work in excess of the standard work week. Where To Go for More Information People interested in working for State or local government agencies should seek information about job openings, salary rates, and how to apply for employment at the appropriate agen cies in the State, county, or city. Local school boards, city clerks, school and college coun selors or placement offices, and local offices of State employment services will also have or can tell applicants where to get information. General information on administrative ca reers in government may be obtained from: Am erican Society fo r Public A dm inistration, 6042 K im bark Ave., Chicago 37, 111. ARMED FORCES In planning their careers young men must take into account their military service obliga tion. By knowing the choices open to them for the fulfillment of this obligation, they can better fit their military service into their prep aration for life careers and, in many cases, re ceive valuable vocational training while in the service. The Armed Forces also offer many op portunities to qualified young men and women for lifetime careers in many occupational fields. At the present time, the Armed Forces are maintained through voluntary enlistment, sup plemented by a Selective Service System which drafts young men between the ages of 18 V2 and 26. A young man has the choice of enlisting in any one of a variety of programs involving different combinations of active service and re serve duty; or he may wait to be drafted for a 2-year period of active duty, followed by 4 years in the reserves. These enlistment choices and the draft are subject to change at any time by Congressional action. The alternative choices described here in a general way serve only to illustrate a few possibilities. Detailed up-to-date information can be obtained from local Armed Forces Re cruiting Stations or from such publications as IPs Your Choice, and Your Life Plans and the Armed Forces. The former is available by writing to the following address: It's Y our Choice W ashington 25, D.C. Your Life Plans and the Armed Forces is available at high schools, colleges, and State Employment Service offices. The Reserve Forces Act of 1955 provided additional choices for fulfilling military obliga tions. One of these important new choices allows a young man to fulfill his military obligation by enlisting in the reserves for 8 years, 6 months of which is spent in active duty training. This enables him to complete his active military serv ice in a 6-month period just after high school, before he enters college or starts to work. If a young man wants to go directly to col lege, he can remain in a deferred status by qualifying for student deferment or, upon en tering college, by enrolling in ROTC or certain other officer training programs. A young man who wants to enter an industry training pro gram directly from high school may qualify for apprentice deferment and complete apprentice training before entering military service. About half of all enlisted jobs in the Armed Forces require training in a skilled trade or a technical specialty. It is possible for a young man, during his military service, to receive training in electronics, aircraft maintenance, metalworking, or other skilled work. (See chart 39.) Such work can often be utilized later in civilian employment. To receive this kind of training, it is usually necessary to enlist for more than 2 years. In addition to specific on-the-job experience, the Armed Forces provide enlistees with a wide choice of voluntary off duty educational pro grams. Military personnel may enroll in (1) the U.S. Armed Forces Institute, (2) the Res ident Center Program, or (3) the Group Study Program. The U.S. Armed Forces Institute of fers approximately 200 correspondence courses ranging from the elementary level to introduc tory college grade. The Resident Center Pro gram provides for classroom courses leading toward high school diplomas and college de grees. These courses are offered either at mili tary posts or in one of the many high schools, colleges, and universities which participate in this program, both in the United States and overseas. The Group Study program is con ducted on military installations and is designed for military personnel in areas where regular civilian educational facilities are not available. In 1959, more than 640,000 military personnel enrolled in these three programs. 785 786 OCCUPATIONAL OUTLOOK HANDBOOK C H A R T 39 TYPES OF WORK PERFORMED BY ENLISTED MEN IN THE ARMED FORCES, JUNE 30, I9601.... 1 Includes total enlisted jobs (1.830.000). excludes trainees, transients. and other "bulk" positions without occupational designation. Source: U.S. Department of Defense. General information on the occupations in the Army, Navy, Air Force, Marine Corps, and Coast Guard may be obtained from their respec tive recruiting stations. Career fields in the Navy, Air Force, and Army are listed in later sections of this chapter together with further sources of information. In October 1960, the military personnel in the Armed Forces was distributed among the various services as fol lows: Air Force, 814,000; Army, 881,000; Ma rine Corps, 177,000; Navy 629,000; and Coast Guard, 30,604. Army The Army has divided its occupations into approximately 60 occupational career fields classified into 10 occupational areas, which are explained in the U.S. Army Handbook, Army Occupations And You, Office of the Ad jutant General, Department of the Army, Wash ington 25, D.C., revised edition 1960. Briefs on the career fields describe job organization, duties and responsibilities, work environment, qualifications, training given, advancement, and related civilian jobs. Each brief contains a job progression chart showing normal lines of advancement and indicating areas of work involved in the particular career field. The handbook contains additional sections on re quirements for enlistment, pay scale and allow ances, educational opportunities in the Army, opportunities for commissioned and warrant officers, opportunities for women in the Army, aptitude areas, and an index to related civilian jobs. The handbook is available in high schools, State Employment Service offices, and Army recruiting stations. Information on jobs in each career field is given in greater detail in the Manual of Enlisted Military Occupational Spe cialties, AR 611-201, June 1960. Although in tended for military use, this book is useful to civilians as well, because of its thorough exam ination of each job specialty. The manual is available at all Army recruiting stations, posts, and installations. Air Force The Air Force has published a manual for vo cational guidance counselors and Air Force per sonnel officers called the Occupational Handbook of the United States Air Force (Headquarters, U.S. Air Force, The Pentagon, Washington 25, D.C., 1960-61). This handbook contains descrip tions of each of the 43 airmen career fields. Each brief includes a statement of the scope of the particular career field and an organizational chart which shows the relationship between the various jobs and indicates the paths of advance ment. For the various jobs in a career field, the brief gives a description of duties and re sponsibilities, qualifications and preparation, training given, and related civilian jobs. The handbook also has special sections on pay rates, opportunities for a commission, women in the Air Force, and reserve components. In addition, there is a valuable school subject index to air men career fields. This publication is available OCCUPATIONS IN GOVERNMENT in high schools, colleges, public libraries, State Employment Service offices, and Air Force re cruiting stations. Navy The many different kinds of occupations found in the Navy are described in the U.S. Navy Occupational Handbook (Bureau of Naval Personnel, Washington 25, D.C., 1959). This handbook contains 74 vocational information statements on Navy occupations, classified into 8 major groups. Each brief explains the pur pose of the job, duties and responsibilities, work assignments, qualifications, and preparation, training given, lines of advancement, and re lated naval or civilian jobs. Promotions, pay rates, retirement provisions, and other aspects of careers in the Navy are explained in the introduction. Included in the handbook are sec tions on women in the Navy, commissioned offi cers, the Naval Reserve, and the Submarine Service. This publication is available in all high schools, colleges, public libraries, State Employ ment Service offices, and Navy recruiting stations. Post Office Occupations The mailman, with the familiar leather pouch over his shoulder, and the clerk behind the stamp window in the Post Office are the two employees of the Federal Government most familiar to the general public. Although we all receive or send mail almost every day, few people realize how many workers are employed by the Post Office Department and exactly what they do. In 1959, approximately 550,000 American workers were employed in the postal service in about 36,000 separate installations throughout the country. These workers, employed in the second largest agency in the Federal Govern ment (the Department of Defense is the larg est), collected and distributed more than 61 billion letters, post cards, newspapers, maga zines, parcels, and other items of mail. They also provide special mail services such as reg istration (giving evidence of mailing and de livery), insurance, and c.o.d. (the collection of the price of an article and the cost of postage from a customer upon delivery). Nonmail serv ices performed by postal workers include filling out and selling money orders and accepting deposits in postal savings accounts. Postal employment is concentrated in the larger centers of population. The metropolitan area of New York City, in its various post offices and other installations, has about 50,000 postal workers, or almost 10 percent of all post office employment. Other large centers of employment are Chicago, with more than 20,000 postal work ers, and Boston, Los Angeles, and Philadelphia with about 10,000 each. At the same time, postal jobs are also found in very small com munities and in rural areas. Young people in these places sometimes find postal employment particularly attractive in view of the limited opportunities which may exist for other types of employment. Approximately 10 percent of all postal employees are women, most of whom are employed in the smaller post offices. 788 Young men may try postal work before mak ing a career choice, by getting a temporary post office job during vacation periods. During the Christmas rush season, from early in December until Christmas Day, temporary workers are employed in most post offices throughout the country to handle the extra mail. In the summer months also, when regular employees usually take their vacations, some post offices hire temporary workers. Because it is sometimes difficult to get enough temporary workers, par ticularly during the Christmas rush season, the minimum age requirement may be lowered to 17. This gives a young man, still in high school, a chance to try post office work to see whether or not he likes it. Occupations in the Postal Service Unseen by the general public, the giant work rooms behind the lobbies of the big city post offices are busy centers of activity. At all hours of the day and night, an endless flow of mail moves from unloading platforms through the workrooms and out to loading platforms. In the workrooms, the mail goes through a series of separations in which it is sorted according to type of mail and destination. The people who do this sorting are called distribution clerks and make up the largest single group of employees in the postal service. (Another group of em ployees also distributes mail but they do not work in the post office. These are the postal transportation clerks who work on a train or bus, sorting mail while moving.) Behind count ers in the lobby of the post office building are the window clerks who sell stamps and money orders, register and insure mail, and accept parcel post. In all, there were about 230,000 postal clerks throughout the country in 1959. The city carriers are the second largest group of postal workers (almost 150,000 in 1959). These workers collect the mail which 789 OCCUPATIONS IN GOVERNMENT Courtesy of U.S. Post Office Department Postal clerks feeding letters into high-speed cancelling machines. flows into the city post office and deliver the mail after it has been sorted by the distribution clerks. Rural carriers collect and deliver mail in the country and provide some of the services which are available in post offices. Both city and rural carriers cover assigned routes on reg ular schedules. Some city carriers may work exclusively delivering parcel post or collecting mail. (A detailed description of the duties, training, qualifications, employment outlook, earnings, and working conditions for clerks and carriers appears in later sections of this chap ter.) A relatively small number of postal em ployees deliver only special delivery mail. The “Star” route carrier transports mail under contract with the Post Office Department in sparsely settled areas of the country and is not an employee of the Department. There were approximately 10,000 “Star” route carriers at the end of 1959. The length of the routes varied considerably. Most of these carriers use trucks to carry the mail, but in certain remote areas where there are no roads many use horses or boats. In all post offices, bulk mail in large, heavy sacks must be loaded, unloaded, and moved about the premises. In the smaller post offices, this heavy work is performed by the clerks. In the larger post offices, mail handlers are employed to do most of this heavy work. In addition to handling sacked mail, the mail handlers make rough separations of the mail into parcel post, paper mail, and letter mail, and bring the mail to distribution clerks for processing. They also pick up the processed mail and put it into sacks. In 1959, there were 26,000 mail handlers. About 28,000 postal supervisors and 12,000 postmasters directed the work of approximately 400,000 clerks, carriers, and mail handlers in the larger post offices in 1959. (There were 790 about 23,000 additional postmasters in the smaller post offices.) Approximately 17,000 custodial service em ployees were concerned with the operation, maintenance, and protection of post office build ings and equipment. About 1,600 of these em ployees were mechanics or craftsmen such as electricians, carpenters, and painters. The re mainder included employees such as laborers, janitors, elevator operators, and building guards. More than half of the approximately 9,500 employees in the motor vehicle service were motor vehicle operators who drove trucks trans porting bulk mail. The other employees were concerned with the maintenance of the trucks driven by the motor vehicle operators as well as the balance of the post office vehicle fleet, including more than 30,000 parcel post deliv ery trucks and mailsters (light three-wheel motor vehicles) driven by carriers. This group included garagemen who did the routine serv icing of vehicles, automotive mechanics who made major repairs, body and fender repair men, and parts clerks. About 1,000 postal inspectors are employed in the oldest investigative agency in the Federal Government—the Post Office Inspection Serv ice. The main function of these employees is to inspect post offices to see that they are effi ciently operated, that funds are being properly spent, and that postal laws and regulations are complied with. Other principal duties include the prevention and detection of crimes such as theft, forgery, and fraud involving use of the mail. Another small, but very important, group of employees is made up of the several hundred technicians who service the semiautomatic and automatic equipment now being introduced in some post offices. As the mechanization of the Post Office Department continues, many more such employees will be needed. The Post Office Department also employs a small number of engineers, accountants, and lawyers, and clerical and office workers, such as typists, stenographers, file clerks, and per sonnel assistants. OCCUPATIONAL OUTLOOK HANDBOOK Qualifications, Training, and Advancement To qualify for a job in the Post Office De partment, an applicant must be a citizen, at least 18 years of age, and pass a civil service exami nation. Usually the applicant must also live in the area served by the particular post office in which he would work if selected for appoint ment. No formal education or special training is re quired for most post office entry jobs. In recent years, however, most of the applicants who have been appointed were high school graduates. As in the case of other civil service exami nations, an honorably discharged war veteran has 5 extra points added to his passing grade and a disabled veteran receives 10 extra points. Veterans with compensable disabilities are placed at the top of the list. Certain jobs in the custodial service (guards, elevator operators, laborers, janitors, etc.) are reserved for vet erans. The names of applicants who pass an exami nation are placed on a register in the order of their scores. The appointing officer can select any of the top three available applicants to fill a job vacancy. Those not selected are put back on the list for consideration for the next job opening. Appointments to postal jobs are made without regard to an applicant’s race or re ligion. Postal employees, like all other Federal workers, are subject to an investigation of their moral character and loyalty. Before an appli cant may be appointed, he must pass a physical examination by a Federal medical officer. Spe cific physical requirements differ according to the nature of the work in the various types of jobs. In general, most of the work in the post office requires considerable physical stamina. An even more important quality is a good memory. Clerks, for example, must be able to memorize the streets and numbers which make up a district so that they can sort mail rapidly. Carriers have to memorize changes of address. Both clerks and carriers must also remember many postal regulations. Window clerks and carriers are expected to be pleasant and tactful in dealing with the public. Distribution clerks in the large post offices have no contact with the public. How 791 OCCUPATIONS IN GOVERNMENT ever, since they have tight deadlines and work in large groups at close quarters, they should be able to get along well with their coworkers. All new postal employees must serve a pro bationary period of 1 year. An employee's con duct and performance are observed, and, if warranted, he may be dismissed at any time during the probation. The amount of training given to a new em ployee varies considerably, depending on the size of the post office in which he is employed. On-the-job training is generally provided by the supervisor or an experienced employee. The new employee performs the simpler tasks of his job from the very first day. To become proficient in all of his work, however, takes much longer. The new clerk or carrier must spend many hours of his own time in memoriz ing postal regulations and schemes and routes and additional hours of practice in sorting to get the necessary speed and accuracy. (A scheme is a group of places consisting of States, cities, zones, or streets and numbers arranged for convenient delivery of mail.) Career postal employees are classified as reg ulars or substitutes. The great majority of postal employees begin as substitutes. The posi tions of clerk, city carrier, special delivery messenger, mail handler, and positions in the vehicle service are initially filled by substitute appointment from the civil service register. Substitutes replace absent regular employees and also supplement the regular work force. There may not be more than one career sub stitute for every five regular employees. As vacancies occur in the regular work force, they are filled by converting substitutes to regulars in order of seniority. The length of time served as a substitute depends on the size of the in stallation, economic conditions in the area, and other factors. Some jobs, even at the same salary level, may be considered more desirable than others because of the type of work performed, the hours of work, or for other reasons. When a vacancy occurs, it is posted and employees in the occupational group may submit “bids" (written requests for assignment to the va cancy). The preferred assignment is given to the qualified bidder with the longest service. For assignment to a higher level position, however, merit, not seniority, is the controlling factor. Qualifications for promotion may in clude experience, training or education, aptitude as measured by a written examination or per formance test, work record, and personal char acteristics. (The last mentioned is particularly important in supervisory positions.) If the leading candidates for the job are about equally qualified, length of service determines which one is selected. Opportunities for advancement in the postal service are fairly limited. Most employees start as postal clerks and carriers and continue in those categories. Some employees may become supervisors or advance to higher level, nonsupervisory jobs. Most employees, however, can expect only to receive preferred assignments or routes as their seniority increases. One higher level position which offers an in teresting career and excellent opportunities for further advancement is that of postal inspector. The openings are few, however, and the re quirements are very exacting. Employment Outlook The Post Office Department will hire many thousands of young workers each year during the 1960's. Based on the experience of recent years, there should be about 100,000 job op portunities in the postal service each year dur ing the next decade as a result of the need to replace employees who retire, die, or transfer to other employment. A modest increase in total post office em ployment will result in some additional job opportunities during the next decade. Most of this employment increase will occur in carrier jobs. As in the past, the volume of mail is expected to continue to grow rapidly, largely as a result of expanding population and increasing business activity. Employment, however, will grow at a much slower rate than in the past because of a new program of modernization and mechanization of postal facilities and equip ment which should greatly increase the volume of mail an individual employee can handle. As a result of this program, the “Mail-Flo" system has already been installed in some large 792 post offices. This is an integrated system of conveyors and controls which automatically transports mail from one place to another in a post office. Light-weight vehicles (mailsters) are also in use on a number of residential routes and additional ones are being purchased. The carrier provided with such a vehicle de livers parcel post as well as letter mail and paper mail. For every 10 route0 so mechanized, one less parcel post carrier is required. In advanced stages of development, and in actual use in a few post offices are a variety of electromechanical and electronic devices and controls which receive, process, and dispatch mail at a considerable saving in postal clerk manpower. Nevertheless, because of the large increase expected in mail volume in the next decade, employment will still continue to grow. Earnings and Working Conditions Almost all postal employees are paid under the Postal Field Service Compensation Act, un der which three separate pay schedules are provided. One schedule determines the salaries of rural carriers and is based primarily on the length of their routes. Another schedule covers fourth-class postmasters whose compensation is based on the annual receipts of their post offices. Salaries of all other postal field service em ployees are determined under the third sched ule, the Postal Field Service Schedule (PFS). The grade level of a position under this sched ule depends upon the duties and responsibilities and the knowledge, experience, or skill required. In all three schedules, employees receive “step” increases every 12 months for 6 years if their job performance is satisfactory. Thereafter, there are three longevity steps of $100 each for 13, 18, and 25 years of postal service. A distribution of employees by PFS level, together with the entrance and maximum salary, as well as the amount of the periodic increases for each grade, is shown in the table which appears on this page. The median (average) annual salary of the almost 500,000 PFS employees in mid-1959 was $4,875. All of the city carriers and most of the postal clerks are in PFS level 4. The standard workweek for most postal em OCCUPATIONAL OUTLOOK HANDBOOK ployees is 40 hours. If a regular employee sub ject to a 40-hour week works overtime, he is either paid overtime rates for the additional time worked or he may take time off at a later date. Substitute employees are paid at straighttime rates for all hours of work. Postal employees, both substitutes and regu lars, receive the same vacation, sick leave, and other benefits available to Federal employees generally. They earn 13 days' annual (vaca tion) leave during each of their first 3 years of service, then 20 days each year until they have completed 15 years of service; and after that, 26 days of leave a year. In addition, they earn 13 days of paid sick leave a year. Other benefits include: Retirement and sur vivorship annuities, optional participation in low-cost group life insurance and health insur ance programs supported in part by the Gov ernment, and compensation to employees in jured in performance of duty. Postal workers are covered by the civil service system and enjoy a maximum of job security. The physical surroundings are usually pleasant. Most postal employees have frequent contact with the public or other employees, a work situation which most people enjoy. Prospec tive employees have the opportunity to choose between outdoor work (carrier) and indoor work (postal clerk). Scheduled salaries E m ployees P o stal field service level N u m b er Periodic P ercent E n tra n c e increases M axim um 2 T o tal em ployees u n der P F S schedule 1 505,237 100.0 1 .................................................... 2 .................................................... 3 .................................................... 4 .................................................... 5 .................................................... 6 .................................................... 7 .................................................... 8 .................................................... 9 .................................................... 1 0 .................................................... 1 1 .................................................... 1 2 .................................................... 1 3 .................................................... 1 4 .................................................... 1 5 ..................................................... 1 6 .................................................... 1 7 .................................................... 18 .................................................... 1 9 .................................................... 2 0 .................................................... 3 ,7 0 4 23 ,7 2 9 37,1 8 3 3 60,979 24,7 2 7 10,938 1 7,500 10,484 7 ,2 1 8 3 ,4 5 0 1 ,768 1 ,310 1 ,028 690 315 145 40 12 2 15 0 .7 4 .7 7 .4 7 1 .4 4 .9 2 .2 3 .5 2 .1 1 .4 .7 .3 .3 .2 .1 1 (3) ’ (3) (3) (3) (3) $3,4 1 5 3 ,6 7 0 3 ,9 5 5 4 ,3 4 5 4,6 0 5 4 ,9 7 5 5 ,3 7 0 5 ,7 9 0 6 ,2 5 5 6 ,8 7 0 7 ,5 6 0 8 ,3 2 0 9 ,1 6 0 10,075 11,075 12,205 13,505 15,165 1 6.585 17;200 $130 135 145 160 160 175 185 205 225 240 260 285 310 335 365 365 365 360 360 $ 4 ,1 9 5 4 ,4 8 0 4 ,8 2 5 5 ,3 0 5 5 ,5 6 5 6 ,0 2 5 6 ,4 8 0 7 ,0 2 0 7 ,6 0 5 8 ,3 1 0 9 ,1 2 0 1 0,030 1 1,020 12,085 13,265 14,395 15,695 16,965 17,095 17,200 1 Does not include postmasters of fourth-class offices and rural car riers. 2 Does not include longevity increases of $100 after 13, 18, and 25 years of service. 3 Less than 0.05 percent. Source : U.S. Post Office Department. 793 OCCUPATIONS IN GOVERNMENT Some of the work requires considerable physi cal exertion such as walking, reaching, lifting, and carrying heavy sacks of mail. Some of the work is also of a routine nature. Most postal employees are members of un ions. There are about 15 unions representing postal employees. Where To Go for More Information Information on post office employment op portunities and civil service competitive exami nations for postal jobs may be obtained from the local post office, the regional offices of the Civil Service Commission, or State employment service offices. Mail Carriers (D .O .T . 1-28.01) Nature of Work The carrier—or “mailman” as he is known to most people—is responsible for delivering and collecting mail in a specific area. Most of his time is spent outdoors where he has frequent contact with the people on his route. Some city carriers (usually new men) may be as signed only to collect mail from street letter boxes and from office building mail chutes. Most of the work of this group of carriers is done in the evening after the close of the business day. The great majority of carriers, however, work during the day, delivering as well as collecting mail. The carrier begins his work very early in the morning. He spends a couple of hours at the post office. There he arranges the mail in the order in which it will be delivered. To do this sorting, he uses a “case,” which is an up right box with compartments labeled with names of streets, house numbers, or buildings. (Rural carriers sort [“case”] the mail by name of patron and rural box number rather than by street and number.) He readdresses mail to be forwarded and marks the mail of persons who have moved without leaving forwarding ad dresses to show how it should be handled. He also prepares and places in his route case re minders for special mail, such as insured mail which requires a signature by the person re ceiving the mail. He signs receipts for postage due and c.o.d. mail which he is to deliver. When the mail has been arranged, it is as sembled into bundles numbered in the order of delivery. The residential foot carrier’s mail is generally too heavy to be carried by him all at one time. (Thirty-five pounds is the maxi Courtesy of U.S. Post Office Department Mail carrier using cart to carry mailbag as he delivers mail. mum to be carried.) He, therefore, makes up larger bundles of mail, called “relays” which are transported by other carriers in trucks and placed in storage (relay) boxes at intervals along the route. The carrier starts out on his route with the mail in a large leather bag which is carried over his shoulder or in a mail cart. When he reaches the first relay box, his bag is empty, or nearly so, and he refills it with the bundles in the relay box containing the mail for the next section of his route. 794 In some cities, a carrier on an outlying residential route may use a light, three-wheel motor vehicle called a “mailster” to deliver the mail. Such a carrier does not make up relays, but rather loads the vehicle with the mail for his entire route. He also takes the parcel post mail for his route and delivers it together with the letter and paper mail. On his route, the carrier goes from door to door, placing ordinary mail in boxes or through door slots. Mail is delivered throughout office buildings served by elevators, but in apartment houses, usually it is deposited only in the boxes near the front entrance. The carrier collects charges on postage-due and c.o.d. mail and ob tains receipts for registered and certain insured mail. When a required signature cannot be ob tained for mail such as an insured parcel, the carrier leaves a notice that tells where the parcel is being held. The carrier brings back to the post office letters left in the mail box for mailing. He also collects mail from street letter boxes. When the carrier returns to the post office after completing his route, he “faces” the mail he has brought back for cancellation (i.e., ar ranges letters so that the stamps are all in the same direction). He also turns in the money and receipts which he collected. The residential city carrier covers his route once during the day. The carrier in the down town business district, covering a more highly concentrated area, makes a number of trips over his route during the course of the day. Where letter and paper mail is delivered by foot carriers, parcel post is delivered separately by other carriers who drive trucks. Parcel post is sorted by postal clerks and put into sacks. Each sack has a parcel post carrier’s route number and another number indicating the order of delivery within the route. The parcel post carrier loads his truck, arranging the sacks in the order of delivery, and proceeds along his route which covers about the same area as 8 to 10 foot carrier routes combined. He also collects mail of all kinds from street letter boxes. A substitute carrier may have a combination of duties. For example, he may deliver mail on foot during part of the day and then drive OCCUPATIONAL OUTLOOK HANDBOOK Courtesy of U.S. Post Office Department Carrier driving “mailster” to deliver mail in residential community. a truck in the evening, making collections from street letter boxes. The rural carrier delivers mail by motor vehicle along routes primarily outside city limits. He places the mail in mail boxes set up on posts by the side of the road and collects the letters which have been left in the boxes for mailing. In addition, he sells stamps and money orders and accepts parcel post, letters, and packages to be registered or insured. All carriers must be able to answer questions about postal regulations and service and pro vide change of address cards and other postal forms when requested. Qualifications, Training, and Advancement Some qualifications for the carrier position, such as citizenship and age, are the same as for all postal jobs and have been discussed pre viously. See page 790. The same written civil service examination is given to applicants for city carrier or postal clerk jobs. At the time of the examination, the applicant is usually required to specify whether he wants to be on the carrier or clerk register. This decision is important to the applicant be cause he is usually committing himself to either clerk or carrier work during his career in the OCCUPATIONS IN GOVERNMENT postal service. For example, a young man who enjoys walking and being outdoors may decide that he would like to be a carrier. For him, this is probably the right choice. However, he should bear in mind that he will have to be outdoors in bad weather as well as good and that walking may prove less enjoyable after he has been carrying mail for 15 or 20 years. Transfers between the clerk group and the car rier group are not common and when they do occur, the persons who transfer lose seniority rights for 5 years in bidding for more desirable assignments in the new group. The written test consists of three parts. The longest part is a test of general intelligence, in cluding questions on simple arithmetic, spell ing, vocabulary, and reading comprehension. Another part tests the applicant's reading accu racy by requiring him to compare addresses arranged in pairs and to indicate whether they are the same or different. The third part tests the applicant's ability to follow instructions carefully in making changes on a mailing scheme and routing mail. Sample questions are sent to applicants with their notices of admission to the written tests. Persons being considered for appointment are given a road test in which they must demon strate their ability to handle, under various driving conditions, vehicles of the type and size they may be required to operate as carriers. At the time of appointment, they must have a valid driver's license. Applicants must pass a rigorous physical examination to determine whether they are able to stand the arduous physical exertion required to perform the jobs. They must be able to stand for long periods of time, walk considerable distances, and handle heavy sacks of mail. Carriers must weigh at least 125 pounds. The minimum weight requirement may be waived for those who can pass a strength test con sisting of lifting a sack weighing 80 pounds to their shoulders. In addition to good health and physical stamina, a carrier should have a good memory. He relies on his memory in arranging the mail on his route in the proper order for delivery. He must also memorize many postal rules and regulations. Other desirable qualities for a car 795 rier are a pleasant manner and a neat appear ance because he is the postal employee who has the most contact with the public. City carriers begin as substitutes, becoming regulars in order of seniority as vacancies occur. Rural carriers start as regulars. New carriers are taught the procedures for casing mail. Substitute city carriers may be assigned to postal clerk duties and may some times be required to pass examinations on schemes of city “primary distribution" (first sorting by destination). About once a year, the carrier is checked on how well he performs his job. Promotional opportunities for carriers are very limited. Some carriers in city delivery serv ice may advance to jobs as carrier foremen and route examiners. Such employees, however, constitute only slightly more than 1 percent of the number of city carriers. Most carriers, therefore, can look forward to only preferred routes as their seniority increases. Employment Outlook There will be many thousands of opportuni ties each year during the 1960's for young men to become carriers. Based on the experience of recent years, about 40,000 persons will be hired each year during the next decade as replace ments for carriers who leave the service as a result of transfer to other work, retirement, or death. The total number of carrier jobs is also expected to increase substantially. As in the past, the number of city carriers will increase steadily as population continues to grow and to spread out into suburban areas. As long as mail continues to be delivered to homes and businesses, such innovations as “mailsters" will probably no more than slow down the rate of employment growth. Rural carrier employment is expected to re main relatively unchanged during the 1960-70 decade, as it has for many years in the past. Rural routes near large cities are converted to city routes as the suburbs continue to spread. On the other hand, new rural routes are es tablished to provide service in areas where fourth-class post offices are discontinued. In recent years, vacancies have averaged about 1,500 annually. 796 OCCUPATIONAL OUTLOOK HANDBOOK Earnings and Working Conditions Almost all city carriers begin as substitutes and receive $2 an hour. If their work is satis factory, they receive increases of 7 cents an hour each year for 6 years to a maximum of $2.42 an hour. Regular city carriers are paid on an annual basis, beginning with $4,035 and increasing each year by $140 to a maximum of $4,875 after 6 years. After 13, 18, and 25 years of postal service, carriers receive an increase of $100 a year. When a substitute city carrier receives a reg ular appointment, he gets credit for his career service as a substitute. For example, a substi tute with 2 years of career service who is ap pointed to a regular position would be paid at the annual rate of $4,315. All city carriers re ceive an allowance for postal uniforms they are required to wear. Rural carriers are paid a salary based on a combination of fixed annual compensation and the number of miles in their routes. In addition, they receive a maintenance allowance of 10 cents a mile for the use of their automobiles. A carrier with a 56-mile route (the average route length in 1959) would receive $4,463 a year in his first year and $5,183 in his seventh year. The allowance for the use of his automo bile would give him an additional $1,702.40. A substitute rural carrier receives the same pay as the regular whose route he is covering. The schedule of a regular city carrier calls for an 8-hour day, 5 days a week. If he works beyond that, he gets paid at a rate of 11/2 times his regular annual rate converted to an hourly rate or he receives compensatory time off. Sub stitute city carriers receive straight-time rates for all hours worked. Both regular and sub stitute city carriers receive 10 percent addi tional pay for work between the hours of 6 p.m. and 6 a.m. Rural carriers work a 6-day week. Most carriers begin work very early in the morning. In some cities, carriers with routes in the business district report to the post office at 6 a.m. The working conditions of carriers vary considerably depending upon the time of year and the part of the country in which they work. They work outdoors in the pleasant spring and fall weather, as well as under the hot summer sun and in the snow and ice of winter. The carrier must cover his route within cer tain time limits. Otherwise, he is on his own while out delivering the mail and has the op portunity of meeting and dealing with different people along his route. Most carriers have to do a great deal of walk ing with a heavy, awkward mail bag slung over the shoulder. Even the carriers who drive vehicles have to do considerable walking and lift heavy sacks of parcel post while loading their vehicles. They may also carry heavy packages in making deliveries to business es tablishments or homes. Postal Clerks (D .O .T. 1-27.20) Nature of Work The great majority of post office clerks work behind the scenes and are never seen by the public. They are the distribution clerks in the large city post offices who sort incoming and outgoing mail and prepare it for dispatching. Other clerks deal directly with the public at windows in the lobbies of post office buildings, selling stamps and money orders and providing other services. (In smaller post offices, the same clerk does both types of work.) New sub stitute clerks may be assigned to carrier duties. Every postal clerk, whether a distribution clerk or a window clerk, must be able to sort mail. The mail that has been collected by the car riers is brought into the post office workroom and dumped on long tables. Here the first rough separation of the mail into parcel post, paper mail, and letter mail takes place, usually per formed by new distribution clerks (and some times by mail handlers). Parcel post and paper mail are thrown into separate containers. The letter mail which remains on the table is “faced” (stamps down and facing the same direction) and fed into canceling machines which print OCCUPATIONS IN GOVERNMENT over the stamps the date and time, and the city and State in which the post office is located. (New canceling machines make it unnecessary to face the letters because the machines can “find” and cancel the stamp, wherever it is.) Parcel post and paper mail are canceled by hand. After the mail has been canceled, it is taken to different sections where other clerks begin a series of sortings according to destina tion. Clerks who work on letter mail throw the letters into a case (an upright box with labeled compartments). For a “primary distribution” (first sorting by destination) the case usually has one or two compartments for local mail, a number of compartments for groups of distant States, a compartment for each of the nearby States, one for each of the largest cities in the country, etc. The primary distribution is followed by one or more “secondary” distributions in which the mail from each compartment in the primary case is sorted in greater detail. For example, clerks will gather the local mail from the ap propriate compartment in each primary case and combine it with the local mail which has come in from outside the city to be sorted in a secondary case. The clerks who sort this mail have to be familiar with every street in the city and know the streets and street numbers that are included in each postal zone, branch, or station. Mail is sometimes further separated by sections within postal zones so that when* it arrives at a neighborhood post office is it almost ready for immediate delivery by carriers. Parcel post is sorted in the same way as let ter mail, by separating it into ever finer group ings. However, to sort parcels, clerks use chutes, conveyors, slides, tables, and bags or other containers instead of letter cases. Some distribution clerks separate mail while traveling in trains or buses. Other clerks, known as transfer clerks, arrange for mail to be moved to and from trains promptly and at the lowest possible cost. New equipment is being used to make dis tribution work faster and easier. Mechanical conveyor systems are in use in a number of post offices to reduce the manual movement of mail between work areas. With new electronic 797 Courtesy of U.S. Post Office Department Postal clerks sorting mail according to destination. sorting machines, a clerk can push a button on a keyboard and a letter is automatically sent to the proper compartment. This clerk must know distribution schemes, as do the clerks who sort mail by hand. Distribution clerks have to work quickly be cause mail must be delivered as speedily as pos sible. Accuracy is also important because plac ing a letter in the wrong compartment of a case will result in delayed delivery. The clerks who work at public windows in the lobby of the post office building, in addi tion to selling stamps, provide a variety of other services. In accepting material for mail ing, window clerks weigh letters and parcels and determine the proper amount of postage required. They check packages and envelopes to see if their sizes and shapes are acceptable. They register and insure mail and sell the post age or collect the charges required for the service. Window clerks also sell and cash money or ders, distribute general delivery mail and par cels and other undeliverable mail being held at the post office, accept deposits in postal savings accounts, and rent post office boxes. They also answer questions on rates, mailing restrictions, and other postal matters. Occasionally, a win 798 dow clerk will help someone file a claim for mail that has been damaged. In the larger post offi ces, a window clerk will perform only one or two of these services. Thus, in these offices there are such clerks as registry clerks, stamp clerks, and money order clerks. Qualifications, Training, and Advancement Some of the requirements for entry as a postal clerk are the same as for any post office job and are discussed on page 790. The written civil service examination and the physical re quirements are the same as for carrier appli cants and are discussed on page 794. A new type of examination, including a machine apti tude test, is given to applicants for the recently established position of distribution clerk (ma chines). Good health and a good memory are essential for those who want to be postal clerks. The work requires much stretching and lifting, walking and standing, and throwing of pack ages of mail as well as handling of heavy sacks of mail. Clerks have to memorize distribution schemes and many postal rules and regulations. They also need to have good eye-hand coordina tion and the ability to read rapidly. The distribution clerk works closely with other clerks, frequently under the tension and strain of meeting mailing deadlines and should, therefore, be even-tempered. The window clerk is in constant contact with the public and con siderable tact may be required in his replies to questions and complaints. Most postal clerks begin as substitutes and become regulars in order of seniority as vacan cies occur. New clerks receive brief instruc tions in their duties. They are first given a primary scheme to learn. When they have mas tered this, they are given one or two secondary schemes to learn. They practice on their own time to achieve speed and accuracy. All postal clerks are required periodically to pass scheme examinations on the work for which they are responsible. Promotional opportunities for postal clerks are somewhat better than for carriers, but still very limited. In the larger post offices, there are some special postal clerk jobs at a higher OCCUPATIONAL OUTLOOK HANDBOOK level, as well as some scheme examiner jobs, mail dispatch expediter jobs, and foreman jobs. Compared with the large number of post al clerk jobs, these “higher level” jobs are relatively few. Most postal clerks, therefore, do not advance to a higher level. However, as their seniority increases, they may receive pre ferred assignments such as the day shift, or a window clerk job. Employment Outlook There will be many thousands of job open ings for postal clerks during the 1960,s. Most of these openings will result from the need to replace clerks who leave the service because of transfers to other work, retirements, or deaths. Based on the experience of recent years, about 45,000 persons will be hired each year in the next decade as replacements. Some additional job opportunities will result from an expected moderate increase in total postal clerk employ ment. The anticipated growth in our population in dicates that mail volume will grow substantially in the years ahead. The spread of population to suburban areas means that post offices will be needed in the new communities. The increased volume of mail and the need for new post offi ces will require more postal clerks. However, because of technological develop ments already introduced and others on the horizon, employment is expected to grow at a much slower rate than the volume of mail. Some of the larger post offices already have conveyor systems which move mail mechanical ly between work areas, machines which auto matically face and cancel mail, and machines which sort mail electronically. This equipment is being introduced in additional post offices and more advanced models of the machines are being developed. As a result of these develop ments, the amount of mail a clerk can handle will increase and postal clerk employment will rise at a slower rate than it has in the past. Earnings and Working Conditions Most postal clerks are at the same grade level as city carriers and the earnings informa OCCUPATIONS IN GOVERNMENT tion for clerks is therefore, the same as that presented on page 792. Clerks working on the nightshift receive 10 percent additional pay. Postal clerks in small post offices receive lower salaries and clerks in the post-offices-on-wheels, higher salaries than the clerks in the large post offices. The working conditions of post office clerks differ according to the specific work assignment and the amount and kind of labor saving ma chinery in the particular post office. Generally, distribution clerks work in close contact with each other and often there is a spirit of friend liness and cooperation within a group. Much of the work is routine, however, and may be 799 come boring unless the clerk accepts the chal lenge of improving his speed and accuracy. The work is also physically demanding. The clerk has to do considerable walking, throwing, and reaching. He is on his feet much of the time and may have to handle heavy sacks of mail. The work of the window clerk requires much less physical exertion. It is usually more varied and the window clerk also has the constant contact with the public to keep him interested. Furthermore, very few window clerks work at night. For these reasons, the job of the window clerk is generally regarded as a preferred as signment. Technical Appendix This appendix is designed fo r readers w ho w ish m ore in form ation on the sources and procedures follow ed in developing the conclusions on em ploym ent outlook than is presented in the nontechnical reports on individual occupations and industries. A lso included in this appen dix is a b rief explanation o f how the D.O.T. numbers (fro m the D iction ary o f Occupational T itles) given in the occupational reports fit into the d iction a ry’s occu pa tional classification system. Employment Outlook Conclusions The sections on em ploym ent outlook in the occupa tional reports present conclusions based not only on in form ation com piled from m any sources but also on extensive econom ic and statistical analyses. Although the sources used and the methods o f analysis differed am ong occupations and industries, because o f differences in the fa cto rs influencing the labor market, the same general pattern o f research w as follow ed in all o f the outlook studies. The startin g point in m ost studies was an analysis o f past and prospective population trends, including the changes expected in population o f school and college age, in numbers o f older people, in em ploym ent o f women, and in the concentration o f population in and around cities. In fields such as teaching, the health professions, and m any personal services, population fa ctors have a direct and obvious influence on em ploym ent opportu ni ties. They are also o f grea t im portance in m any indus tries— fo r exam ple, residential construction, baking, telephone com m unications, apparel, and retail trade. M any fa cto rs besides the size and com position o f the population m ay affect the volum e o f business and em ploym ent in a given industry. Consumer purchasing patterns change w ith shifts in preference from one type o f product to another, and w ith the development o f new products which cut into the m arket fo r old ones. A general rise in incom e levels can create new markets fo r m ore expensive items. Technological developments not only bring changes in the raw m aterials and equipm ent needed in production, but they also influence the size o f the required w ork fo rce and the kinds o f occupations and skills needed. In studying the outlook in each industry, the fa ctors having the greatest influence w ere analyzed and p ro je c tions w ere made o f demand fo r the industry’s products or services. These p rojection s w ere then translated into estim ates o f the num bers and kinds o f w orkers required to produce the indicated amounts o f products or services — in view o f the relative numbers curren tly em ployed in different occupations, productivity trends, possible 800 fu rth er reductions in the w orkw eek, and other fa ctors. Past trends in em ploym ent w ere also given much w eigh t in arrivin g at the conclusions as to probable fu tu re trends. To assist in carry in g through this analysis and ensure that the assum ptions made in the different studies w ere consistent, overall projection s o f the econom y to 1975 were developed. This general analytical fram ew ork in cluded projection s o f the population, labor force, gross national product, average hours o f w ork, em ploym ent in m ajor industries, and related econom ic measures, by 5-year intervals from 1960 to 1975. In all studies o f separate occupations and industries, the em ploym ent projection s w ere tied in w ith those derived fro m the projection s o f the entire econom y.1 The basic data on population and labor fo rce trends, used fo r the overall em ploym ent projection s and fo r the studies o f individual occupations and industries,1 are 2 from the decennial Censuses o f Population, and from the m onthly labor force surveys conducted by the B u reau o f the Census fo r the Bureau o f Labor Statistics. Data w ere also draw n from the Censuses o f M an u fa c tures and Business conducted by the Census Bureau. It should be noted that the 1960 Census o f Population data w ere not available when this Handbook w as in preparation. E qually essential to the studies o f em ploym ent trends in m a jor industries w ere the statistics on em ploym ent in n onagricultural establishm ents, com piled by the B u reau o f Labor Statistics. These estimates provide m onthly data on em ploym ent, hours o f w ork, earnings, and labor turnover, based on reports from a sample o f industrial, com m ercial, and governm ental establishm ents which together em ploy about 25 million w orkers. They are available fo r a great num ber o f different industries, fo r the past qu arter-century or m ore.3 8 * Another Bureau program which contributed to the analysis o f fu tu re em ploym ent trends w as its series o f studies o f productivity and technological developments. A nticipated productivity trends and technological changes w ere allowed fo r in converting the projection s of demand fo r the products o f a given industry into estimates o f the num ber o f w orkers who w ill be needed 1 Some of the economic projections derived in these studies by the Bureau of Labor Statistics have been published in the pamphlet, Manpower—Challenge of the 1960’s, U.S. Department of Labor, Wash ington 25, D.C., 1960. 24 pp. - U.S. Department of Labor, Bureau of Labor Statistics, Popula tion and Labor Force Projections for the United States, 1960-75 (BLS Bull. 1242); for sale by Superintendent of Documents, Wash ington 25, D.C., at 40 cents a copy. 8 See Employment and Earnings, described on page 827. 801 OCCUPATIONS IN GOVERNMENT in that industry. In form ation on em ploym ent o f scien tists and engineers in research and other activities, obtained fro m surveys conducted by the Bureau in cooperation w ith the N ational Science Foundation, has also been extensively utilized.4 Still another Bureau p ro je ct w hich had a m a jor role in the developm ent o f estim ates o f fu tu re em ploym ent requirem ents in different occupations is the O ccupa tional Industry M atrix. The m atrix consists o f a set o f tables fo r 159 industry sectors w hich represent the en tire econom y o f the U nited States. F o r each industry sector, the tables show a percentage distribution o f em ploym ent am ong about 150 o f the m ost im portant occupations and also am ong the m a jor occupational groups. The m atrix w as valuable in appraising the effects o f changing em ploym ent levels in different indus tries on em ploym ent in specified occupations. It was also useful in estim ating the num bers o f w orkers cu r rently em ployed in each occupation. This w as an im portant fu nction , since fo r m any occupations the 1950 Census o f Population w as the m ost recent source o f basic data on em ploym ent, and fo r m any others only frag m en tary data w ere available, w hich had to be integrated by means o f the m a trix in order to derive overall estim ates o f employm ent. Conclusions based on the analysis o f in form ation from these m any sources generally indicate increases in em ploym ent and, hence, openings fo r new workers. E x pected gains in em ploym ent, how ever, are by no means an adequate indication o f the total num bers o f job openings w hich w ill need to be filled. In m ost occu pa tions, more w orkers are needed y early to fill positions le ft vacant b y those w ho leave the occupation (to enter other occupations or because o f retirem ent or death) than are needed to staff new positions created by grow th o f the field. R a rely do occupations g row fa s t enough so that the reverse is true. Even occupations w hich are declining in size m ay offer em ploym ent opportunities to m any youn g people. In estim ating the num ber o f openings likely to arise in an occupation, use has been made o f Bureau o f Labor Statistics studies o f occupational m obility am ong se lected groups o f w orkers, and o f Tables on W ork in g L ife, also developed by the Bureau.5 The tables, which are sim ilar to the actuarial tables o f life expectancy used by insurance com panies, provide a basis fo r assess ing fu tu re rates o f replacem ents resulting from deaths and retirem ents, in turn affected by differences in sex and average age o f the w orkers in various occupations. In m any occupations, fo r exam ple, w here men com prise 4 National Science Foundation, Science and Engineering in Ameri can Industry, Report on a 1956 Survey (NSF 59-50); for sale by Superintendent of Documents, Washington 25, D.C., at 70 cents a copy. U.S. Department of Labor, Bureau of Labor Statistics, Tables of Working Life—Length of Working Life for Men (BLS Bull. 1001) and Tables of Working Life for Women, 1950 (BLS Bull. 1204); for sa le b y Superintendent of Documents, Washington 25, D.C., at 40 cents and 30 cents a copy, respectively. the great m a jority o f w orkers, the rate o f replacem ent fo r death and fo r retirem ent is generally between 1 and 4 percent. The rate is usually som ewhat higher in w om en’s occupations, how ever, because so m any women leave paid em ploym ent to g et m arried and assume fa m ily responsibilities; the replacem ent rate am ong stenog raphers, typists, and secretaries is at least 6 percent a year. The types o f in form ation mentioned so fa r in this section all relate to the demand fo r w orkers. In order to appraise the prospective em ploym ent opportunities in an occupation, it is also im portant to have in form ation on the probable fu tu re supply o f personnel. The statis tics on high school and college enrollm ents and gradua tions com piled by the U.S. Office o f Education are the ch ief source o f in form ation on the potential supply o f personnel in the professions and other occupations re quiring extensive form al education. D ata on num bers o f apprentices from the U.S. D epartm ent o f L a b or’s Bureau o f A ppren ticesh ip and T rain in g provide some inform ation on new entrants into skilled trades. M any o f the statistical sources and analytical a p proaches referred to above have been developed only within com paratively recent years. The reader should bear in mind that econom ic foreca stin g is still in an early stage o f developm ent and that it is, at best, d if ficult and uncertain. It is necessary to keep in mind also the basic assum ptions underlying the forecasts (enum erated on page 5 ). The Bureau believes that, within this general fram ew ork o f assum ption, the basic trends affecting em ploym ent can be discerned w ith su f ficient accuracy to meet the needs o f youn g people preparin g fo r careers. D.O.T. Classification Numbers The reports in this H andbook have been grouped in the m anner w hich seemed m ost appropriate in view o f the needs o f the users and the realities o f the industrial w orld. The arrangem ent follow ed does not con form to any one established system o f cla ssify in g occupations. Provision has been made, nevertheless, to m eet the needs o f those persons who w ish to relate the occupations dis cussed to an established classification system. To indi cate where each occupation fits into the classification system o f the D iction ary o f O ccupational Titles, D.O.T. num bers are given w herever possible follow in g the title o f the occupation. The first digit o f each o f these num bers indicates the m a jor occupational grou p in w hich a given occupation is classified, and the second digit the subgroup, as follow s: O Professional and managerial occupations: 0 -0 through 0 -3 P rofessional occupations 0 -4 through 0 -6 0-7 through 0 -9 Sem iprofessional occupations M anagerial and official occupations 802 1 OCCUPATIONAL OUTLOOK HANDBOOK Clerical and sales occupations: 1-0 through 1 -4 Clerical and kindred occupations 1-5 th rough 1 -9 3 Agricultural, fishery, forestry, and kindred occupations: Sales and kindred occupations 3 -0 through 3 -4 3 -8 3 -9 2 Service occupations: 2 -0 Dom estic service occupations 2 -2 through 2 -5 Personal service occupations 2 -6 P rotective service occupations 2 -8 and 2 -9 B uilding service w orkers and porters 4 A gricu ltu ral, h orticultural, and kindred occupations F ishery occupations F orestry (ex cep t lo g g in g ), and hunting and trap p in g occupations Skilled occupations. n Semiskilled occupations. i\ Unskilled occupations. Index I. Occupations Classified By Broad Fields of Work This index is designed to help counselors and young people locate information on occupations related to particular fields of interest or apti tude—for example, artistic or technical work, mechanical repair work, farming, or selling. It classifies the occupations discussed in this Handbook according to a classification system developed by the U.S. Employment Service as an aid in counseling and placing inexperienced applicants—“the Entry Occupational Classifi cation” published as Part IV of the Dictionary of Occupational Titles. All occupations in the Handbook are grouped together in this index according to general areas of work. For example, all occupations requiring artistic ability and training—such as commercial artists, interior designers and decoProfessional, technical, and managerial work ARTISTIC WORK A rtistic drawing and related work A d vertisin g artists and layout m en_________ Com m ercial artists __________________________ A rtistic Page 558 245 695 694 259 258 694 M usical work , vocal Singers and singing teach ers______ 218 instrumental M usicians and music teachers____ 214 LITERARY WORK Creative writing and translating Continuity w riters, radio and tele v is io n ____ Copy writing 693 255 207 E ntertainment work , oral A ctors and actresses_________________________ Announcers, radio and television-----------------P rogram directors, radio and television _____ E ntertainment 221 699 693 work , rhythmic D ancers and dancing teachers_______________ 224 PUBLIC SERVICE WORK I nstructive service work A gricu ltu ral extension w ork ers_____ ________ Home econom ists ___________________________ Librarians ___________________________________ M edical record lib ra rian s____________________ Occupational therapists _____________________ Teachers, college and university_____________ Teachers, kindergarten and elem entary school ______________________ Teachers, secondary school_________________ Vocational agricu lture tea ch ers____________ S ocial service work 762 240 250 97 82 43 37 40 769 Social research and journalism C opyw riters, advertising ________ N ew spaper reporters _______________________ Public relations w orkers_____________________ ENTERTAINMENT WORK 195 230 MUSICAL WORK Musical work , Page LITERARY WORK-Continued arranging D esigners, apparel in du stry_________________ In terior designers and decorators___________ L ightin g directors, television________________ Makeup artists, television____________________ Photographers, com m ercial _________________ Photographers, p ortrait _____________________ Scenic designers, television ___________________ rators, and television scenic designers—are list ed under the heading “artistic work.” Persons interested in repairing machines will find, under “mechanical repairing,” references to such oc cupations as industrial machinery repairmen, adding machine servicemen, and similar occu pations, including those in which the ability to repair machinery is a secondary requirement— for example, turbine operators. In general, the page references in this index relate only to the parts of the Handbook con taining the principal discussions of the occupa tions in question. Index II, which provides a complete alphabetical listing of all discussions of each occupation, may be consulted for addi tional references. 194 A gricu ltu ral econom ists _____________________ 803 767 OCCUPATIONAL OUTLOOK HANDBOOK 804 TECHNICAL WORK-Continued Professional, technical, and m an agerial w o rk—Continued PUBLIC SERVICE WORK—Continued A n th ropologists -----------------------------------------------E conom ists ____________________________________ H istorians ____________________________________ M arketing research w orkers------------------------P olitical scientists _____________________________ Psychologists -----------------------------Sociologists ____________________________________ Page 171 173 175 200 176 178 S o cia l w e lfa re w o rk Social w orkers _______________________________ 268 R elig io u s w o rk Protestant clergym en ________________________ Rabbis _________________________________________ Rom an Catholic priests________________________ 182 186 184 G uidan ce an d a d v iso ry w o rk School counselors ___ P rotective service work 46 F .B .I. a g e n t s _________________________________ 312 Firem en ________________________________________ 314 Policem en and policew om en__________________ 317 Postal inspectors, post office---------------------------790 TECHNICAL WORK Chiropractors __________________________ Dental hygienists ______________________ Dentists _______________________________ Medical X-ray technicians___ ,___________ Optometrists ___________________________ Osteopathic physicians _________________ Physical therapists ____________________ Physicians _____________________________ Podiatrists ____________________________ Registered professional nurses___________ Veterinarians __________________________ 71 87 60 63 75 80 94 54 85 50 78 Biochemists ____________________________ Biological scientists ____________________ Botanists ______________________________ Dental laboratory technicians____________ Dietitians _____________________________ Health physicists, atomic energy_________ Medical technologists __________________ Nutritionists ___________________________ Pathologists, plant and animal___________ Pharmacists ___________________________ Radiation monitors, atomic energy_______ Soil scientists _________________________ Zoologists _____________________________ 142 140 141 73 90 574 67 143 766 57 575 763 142 Chemical technicians ___________________ Chemists ______________________________ Hot cell technicians, atomic energy_______ Laboratory technicians _________________ 160 117 676 158 B ioch em ical w o rk (n o t elsew h ere cla ssi fied ) M a teria ls a n a ly sis an d rela ted w o rk B usiness 625 148 164 163 665 120 576 576 relations and related work Accounting and related work A ccountants _________________________________ A ctu aries _____________________________________ Estim ators, building trades_________________ Statisticians _________________________________ 190 154 343 151 Landm en, petroleum production _____________ Law yers ______________________________________ Leasemen, petroleum production _____________ 672 247 672 M an ufacturers' salesmen ____________________ Purchasing agents __________________________ 297 210 A stronom ers _________________________________ F oresters _____________________________________ G eographers _________________________________ Geologists ____________________________________ G eophysicists ________________________________ M eteorologists _______________________________ Observers, petroleum production _____________ Plant and animal husbandry specialists____ Soil conservationists ________________________ 124 235 238 128 132 135 672 767 765 Legal work Purchase and sales work Geographical science work L aboratory science work N u rsin g an d m ed ica l w o rk M athem atical assistants, electronics m an u factu rin g __________________________ M athem aticians ______________________________ M athem atics aids ___________________________ M etallurgical technicians ___________________ M etallurgists, iron and steel in du stry_______ Physicists ____________________________________ Radiographers, atom ic en ergy_________________ 266 Radioisotope production operators, atom ic energy ____________________________ Page E ngineering and related work Industrial engineering and related work Ceram ic engineers __________________________ Chemical engineers _________________________ E n gineerin g aids ____________________________ Industrial engineers _________________________ Industrial engineering technicians__________ M ining engineers ____________________________ S a fety technicians __________________________ Scouts, petroleum production _______________ 108 109 158 112 163 114 164 672 A eronautical engineers _____________________ A eron au tical technicians ____________________ A gricu ltu ral engineers ______________________ A rch itects ____________________________________ Civil engineers _______________________________ Contractors, building con stru ction __________ 106 159 107 227 110 340 A eron au tical engineers _____________________ A gricu ltu ral engineers ______________________ A ir-condition in g, heating, and refrig era tion technicians _______________ Autom otive technicians _____________________ 106 107 Structural engineering and related work Mechanical engineering and related work 160 163 805 INDEX I TECHNICAL WORK-Continued Page Diesel technicians ___________________________ Instrum ent technicians _____________________ L aboratory technicians _____________________ M echanical engineers _______________________ M echanical en gineering tech nicians_________ Technical w riters, a ircra ft, missiles, and sp acecraft __________________________ 163 430 158 112 163 A ccelerator operators, ^tomic en ergy________ A eron au tical engineers* i ____________________ B roadcast technicians, radio and television ________________________________ Developm ent engineers, radio and television ________________________________ E lectrical engineers _________________________ E lectron ic technicians ______________________ E n gineerin g aids, electronics m a n u factu rin g __________________________ Ground radio operators, air transportation __________________________ L ab ora tory technicians _____________________ N uclear reactor operators (research and test rea ctors), atom ic en ergy__________ Sound technicians, radio and television ______ Technical w riters, electronics m anu factu ring __________________________ 575 106 529 Electrical engineering and related work Technical control work A ir traffic controllers, air tra n sp orta tion ___ E lectronic com puter program m ers__________ Film editors, television ______________________ F ligh t engineers, air tran sp ortation ________ N avigators, air tran sp ortation ______________ N uclear reactor operators (research and test rea ctors), atom ic en ergy______ Photographers _______________________________ Pilots and copilots, air tran sp ortation _____ S afety technicians __________________________ D rafting and 700 695 111 161 624 554 158 575 694 625 552 261 695 543 537 575 258 539 164 related work Com puters,k petroleum p rod u ction __________ D raftsm en __________________________________ Industrial designers, electronics m anu factu ring __________________________ M echanical engineering tech n ician s_________ Plane-table operators, petroleum production ______________________________ Rodmen, petroleum p rodu ction ______________ Technical artists, electronics m a nu factu ring __________________________ Technical illustrators, a ircra ft, missiles, and sp acecraft __________________________ 672 233 672 672 625 529 sales work A ccou n t executives, ad vertisin g ____________ A dvertisin g m anagers ______________________ Bank officers ________________________________ C o n tin u ity directors, radio and television . _ Media directors, advertisin g________________ Personnel workers _____________________ Postmasters, post office___________________ Production managers, advertising________ Program producers, radio and television___ Public relations workers__________________ Research directors, advertising___________ Sales managers, radio and television________ Station agents, railroad__________________ Station and operations agents, air transportation ______________________ Traffic managers, radio and television_____ Personal service work Headwaiters, restaurant _________________ Hostesses, restaurant ___________________ Housekeepers and assistants, hotel_________ Managers and assistants, hotel____________ Managers and assistants, restaurant________ Stewardesses and stewards, air transportation________________________ Stewards, railroad dining car_____________ Farming supervision and related work Farm managers, specialty farms___________ Industrial Construction, mining, and related work Tool pushers, petroleum production_______ Transportation and miscellaneous services Airline dispatchers and assistants_______ Chief operators, telephone______________ Industrial traffic managers______________ Railroad conductors ____________________ Train directors, railroad__________________ Train dispatchers, railroad______________ Yard foremen, railroad_________________ Page 204 789 195 693 207 195 696 721 555 693 732 732 640 642 736 545 719 761 673 550 748 198 713 720 705 713 Clerical and sales work COMPUTING WORK Calculating machine operators____________ Central office clerks, telephone__________ Comptometer operators ________________ Electronic computer operators___________ 283 748 283 287 RECORDING WORK 624 163 MANAGERIAL WORK Clerical, administrative , fiscal , and MANAGERIAL WORK-Continued 194 194 605 693 195 General recording work Bank tellers ___________________________ Bookkeepers ___________________________ Bookkeeping machine operators__________ Central office clerks, telephone___________ Office machine operators________________ Railroad clerks ________________________ Typing (not elsewhere classified) Billing machine operators_______________ Mortgage clerks, banking________________ Policy writers, insurance________________ Teletypists, air transportation..,__________ Transcribing machine operators__________: Typists________________________________ Stenographic work Court reporters ________________________ 604 281 281 748 283 722 283 602 654 554 278 277 278 OCCUPATIONAL OUTLOOK HANDBOOK 806 Cle rical and sales work— Continued RECORDING WORK—Continued Secretaries ____________________________ Stenographers _________________________ Stenotype operators ____________________ E quipment and material checking Checkers, automobile manufacturing---------Electronic computer tape librarians----------Film librarians, television_______________ Food checkers, restaurant----------------------Railroad clerks ________________________ Stock chasers, automobile manufacturing Stock clerks, automobile manufacturing---- PUBLIC CONTRACT WORK-Continued Page 277 278 278 588 288 695 731 722 588 588 Routine recording work Adding machine operators----------------------- 283 Electronic computer operators___________ 287 Insurance checkers _____________________ 654 Insurance clerks _______________________ 653 Keypunch operators ___________________ 284 Meter readers, electric light and power 620 Office machine operators________________ 283 Policy change clerks, insurance___________ 654 Proof machine operators, banking------------- 602 Railroad clerks ________________________ 722 Reservation clerks, hotel________________ 639 Sorting machine operators_______________ 284 GENERAL CLERICAL WORK Classifying and related work Central office clerks, telephone___________ 748 Mail clerks, hotel_______________________ 639 Mail clerks, post office__________________ 796 Mail handlers, post office________________ 796 Transit clerks, banking__________________ 602 Clerical machine operating (not elsewhere classified) Addressing machine operators_____ _____ 284 Duplicating machine operators___________ 284 Electronic computer operators___________ 287 Embossing machine operators____________ 284 Mail preparing and mail handling machine operators _________________ 283 Monotype caster and keyboard operators, printing (graphic arts)______________ 399 Office machine operators________________ 283 Tabulating machine operators___________ 284 Routine clerical work (not elsewhere classified) Bank messengers ________________ 603 Mail carriers, post office__________ 793 Office boys and girls____________________ 276 Rack clerks, hotel_______________________ 639 PUBLIC CONTRACT WORK General Executive secretaries ___________________ Hotel room and desk clerks______________ Insurance claims adjusters_______________ Mail carriers, post office________________ 278 639 654 793 R ailroad cashiers ___________________________ R eservation clerks and agents, air transportation __________________________ Rural carriers, post office____________________ Special delivery carriers, post office________ Ticket agents, air tra n sp orta tion ___________ W indow clerks, post office___________________ S elling D ispensing opticians _______________________ Hotel sales m anagers_______________________ L ife insurance agents_______________________ M an u fa ctu rers’ salesmen ___________________ P roperty and casualty insurance agents and brokers ____________________________ Real estate salesmen and brok ers__________ Routem en ____________________________________ Salesmen and saleswom en, retail store _____ Tim e salesmen, radio and television________ Traffic representatives, air transportation. W holesale salesm en__________________________ Customer Page 722 555 793 789 555 796 511 642 301 297 304 307 484 292 695 555 295 service work D istrict representatives, electric light and pow er _______________________________ D river-salesm en, baking industry___________ Hotel floor clerks and su pervisors__________ Hotel key clerk s_____________________________ Restaurant cashiers _________________________ Routemen ____________________________________ Salesmen and saleswom en, retail store_____ Telephone operators _______________________ 620 594 639 639 731 484 292 748 Service Work COOKING Railroad dining car cooks and ch e fs________ R estaurant cooks and ch e fs_________________ PERSONAL SERVICE F ood serving and related work Bus boys and girls, restau ran t______________ D ining car w aiters, ra ilroa d _________________ W aiters and w aitresses, resta u ran t_________ A dult care Barbers ______________________________________ Beauty operators ___________________________ P ractical nurses and au xiliary nursing w orkers _______________ Stewardesses and stewards, air transportation __________________________ M iscellaneous personal service work Bellmen, hotel _______________________________ E levator operators, h otel____________________ M aids, hotel _________________________________ P orters, hotel ________________________________ Pullm an porters, ra ilroa d ____________________ Redcaps, r a ilr o a d ____________________________ T axi drivers _________________________________ 718 734 730 719 732 322 324 328 545 637 634 634 634 716 723 494 807 INDEX I MACHINE TRADES-Continued Agricultural Work GENERAL FARMING Farm operators _______________________ Farm workers, hired____________________ ANIMAL CARE Dairy farmers _________________________ Livestock farmers ______________________ Poultry farmers________________________ CROP FARMING Corn farmers __________________________ Cotton growers ________________________ Crop specialty farmers__________________ Peanut growers ________________________ Tobacco growers _______________________ Wheat farmers_________________________ Page 753 754 757 758 759 760 761 761 761 761 760 Mechanical work MACHINE TRADES Machining Metal machining E ngine lathe operators______________________ Instrum ent makers __________________________ L ayou t m e n __________________________________ M achine tool op era tors______________________ M achinists, all-round _______________________ Patternm akers _______________________________ Roll turners, iron and steel in du stry________ Setup men (m achine to o ls )_________________ Tool and die m akers_________________________ 453 457 460 452 450 470 665 459 454 W ood m ach in in g Lathe operators _____________________________ 452 G lass m ach in in g Benchmen, optical goods_____________________ Su rfacers, optical g ood s_____________________ Mechanical repairing 513 512 A ll-ro u n d re p a irin g Industrial m achinery repairm en ____________ M aintenance m echanics _____________________ M illw rights __________________________________ 428 428 438 E n g in e an d p u m p m a in ten a n ce an d rep a irin g A u x ilia ry equipm ent operators, electric ligh t and pow er_________________ B oiler operators, electric ligh t and p ow er___ N uclear reactor operators, atom ic en ergy___ O perating engineers, building tra d es_______ Pum pers, petroleum p rod u ction ____________ Pumpmen, petroleum refin in g_______________ Stationary engineers ________________________ Turbine operators, electric ligh t and power.. 614 613 575 359 674 678 518 613 C om bu stion en gine rep a irin g A irplan e mechanics, air tra n sp o rta tio n ___ Autom obile m echanics ______________________ Chief m echanics, a ircra ft, missiles, and sp acecraft __________________________ Diesel mechanics ____________________________ Enginem en, petroleum p rodu ction _________ 547 416 532 425 673 Page Aircraft equipment repairing Airplane mechanics, air transportation___ 547 Chief mechanics, aircraft, missiles, and spacecraft _____________________ 532 Flight line mechanics, aircraft, missiles, and spacecraft _____________________ 532 Office machine repairing Accounting-bookkeeping machine servicemen ________________________ 421 Adding machine servicemen_____________ 421 Calculating machine servicemen__________ 421 Cash register servicemen________________ 421 Dictating machine servicemen____________ 422 Duplicating and copying machine servicemen ________________________ 422 Electronic machine servicemen, see: Business machine servicemen.._______ 422 Typewriter servicemen _________________ 421 Miscellaneous mechanical repairing Air-conditioning mechanics _____________ 411 Appliance servicemen ___________________ 413 Automobile mechanics __________________ 416 Body and fender repairmen______________ 417 Refrigeration mechanics ________________ 411 Complex machine operating (not elsewhere classified) Printing press operating Cylinder pressmen __________________________ Gravure pressm en ___________________________ L ithographic pressmen _____________________ Offset pressmen _____________________________ Platen and jo b pressm en_____________________ Provers ______________________________________ 405 405 407 407 405 401 F orgin g press sm iths_________________________ Ham m er drivers ____________________________ Ham m er runners ____________________________ Ham mermen _________________________________ Ham m ersm iths _______________________________ M anipulators, iron and steel industry_______ Pow er shear operators, a ircra ft, missiles, and sp a cecra ft_________________ Rollers, iron and steel in du stry______________ Stretch press operators, a ircra ft, missiles, and sp a cecra ft________________ 473 473 473 473 472 664 Power press forming and related work 529 663 529 Tube benders, a ircra ft, missiles, and sp acecraft _______________________________ U psetterm en, fo rg e shop____________________ W ire draw ers, iron and steel in du stry______ 530 473 664 Brakemen, railroad __________________________ Flagm en, railroad ___________________________ H ostlers, railroad ___________________________ Intercity busdrivers ________________________ Local transit bu sd rivers_____________________ Local truckdrivers __________________________ Locom otive engineers, r a ilro a d _____________ 715 715 705 488 491 482 709 Hauling machine operating OCCUPATIONAL OUTLOOK HANDBOOK 808 Mechanical work—Continued MACHINE TRADES—Continued Locomotive firemen (helpers) railroad------Motor vehicle operators, post office----------Operating engineers, building trades--------Over-the-road truckdrivers ______________ Parcel post carriers, post office___________ Portable equipment operators, railroad_____ Power truck operators__________________ Routemen _____________________________ Rural carriers, post office________________ Special delivery carriers, post office---------Star route carriers, post office___________ Switchmen, railroad ____________________ Towermen, railroad_____________________ Trainmen, railroad _____________________ H o istin g m ach ine o p era tin g Crane operators, building trades_________ Ingot strippers, iron and steel industry____ Ladle cranemen, iron and steel industry___ Metal cranemen, iron and steel industry___ Operating engineers, building trades______ Portable equipment operators, railroad____ Power truck operators___________________ Skipmen, iron and steel industry_________ Soaking pit cranemen, iron and steel industry ___________________________ D rillin g m ach ine o p era tin g Cable-tool dressers, petroleum production Cable-tool drillers, petroleum production Derrickmen, petroleum production________ Earth-boring machine operators, building trades _____________________ Prospecting drillers, petroleum production ^ Rotary drillers, petroleum production_____ Rotary floormen, petroleum production____ CRAFTS—Continued Page 711 794 359 477 794 727 501 484 793 789 789 715 719 715 359 662 662 662 359 727 501 661 663 674 673 673 359 672 673 673 CRAFTS 618 744 750 Central office repairm en, telephone__________ 742 Construction electricians ____________________ D istrict representatives, electric light and pow er _______________________________ E lectrical assem blers, a ircra ft, missiles, and sp acecraft __________________________ E lectron ics checkout men, aircra ft, m issiles, and sp a ce cra ft_________ Fram em en, telephone _______________________ Groundmen, electric light and pow er________ Linemen, s e e : E lectric ligh t and pow er occu pation s_____ Telephone occupations ____________________ 361 A ir-con dition in g and refrig era tion m echanics _______________________________ A ppliance servicem en ________________________ A utom obile m echanics ______________________ Business m achine servicem en_______________ E levator m echanics _________________________ M aintenance electricians ____________________ Signal w orkers, ra ilro a d _____________________ Television and radio servicem en_____________ 411 413 416 419 386 435 726 440 Electrical equipment repairing work Radio repairing and related work A ppliance servicem en ______________________ E lectron ic technicians ______________________ E lectronics checkout men, a ircra ft, missiles, and sp a ce cra ft________________ M aintenance electricians ____________________ Television and radio servicem en _____________ Electric power plant operation, repairing work Control room operators, electric ligh t and pow er _______________________________ Load dispatchers, electric ligh t and pow er M aintenance electricians ____________________ N uclear reactor operators, atom ic en erg y ___ P ow erplant occupations, electric ligh t and pow er _______________________________ Substation operators, electric ligh t and pow er _______________________________ Sw itchboard operators, electric ligh t and pow er _______________________ 413 161 532 435 440 614 616 435 575 613 617 614 Structural work, assorted materials W irin g an d rela ted w ork splicers, see : Cable E lectric ligh t and pow er occu pation s_____ Telephone occupations ____________________ Central office equipm ent in stallers__________ 435 620 746 617 726 746 742 618 S tructural crafts E lectrical repairing Page M aintenance electricians ____________________ M eter installers, electric light and pow er___ P B X installers and repairm en, telephon e___ P ow er linemen, electric ligh t and p ow er____ Signal w orkers, railroad _____________________ Telephone installers and repairm en _________ Testboardm en, telephone ____________________ Troublem en, electric ligh t and pow er________ 620 531 532 742 617 617 744 Carm en, railroad ____________________________ E levator constructors _______________________ R ig builders, petroleum production _________ 724 386 672 A ssem bly m echanics, aircra ft, missiles, and sp acecraft __________________________ 531 Boilerm akers ________________________________ Carm en, railroad ____________________________ F itup men __________ Gas fitters ____________________________________ L ayout men _________________________________ Ornam ental-iron w orkers ___________________ Pipefitters ___________________________________ Plum bers _____________________________________ R ein forcin g iron w ork ers____________________ Sheet-m etal w orkers, building tra d es________ Steam fitters _________________________________ Stru ctu ral-iron w o r k e r s _____________________ 509 724 509 352 460 364 352 352 364 375 353 364 Metal structural work 809 INDEX I CRAFTS—Continued Wood structural work Carpenters ____________________________________ R oofers ______________________________________ Page 346 370 356 665 384 381 370 387 381 381 Structural work, plastic materials Asbestos and insulating w orkers, building t r a d e s __________________________ Cement finishers ____________________________ Cement m asons _____________________________ Painters and paperh an gers_________________ Plasterers ____________________________________ R oofers ______________________________________ 378 372 372 349 367 370 Welding and related work A rc w e ld e r s __________________________________ Gas welders _________________________________ O xygen c u t t e r s _______________________________ Profile cutting torch operators, a ircra ft, missiles, and sp a ce cra ft________________ 521 521 521 B ench B en ch w ork, fa b ric, leath er, and rela ted m a te ria ls B en ch w ork, p a p e r p ro d u c ts B en ch w ork, foods a n d re la te d p ro d u cts In sp ectin g an d te stin g 674 674 672 674 480 497 507 474 531 497 457 430 433 450 470 620 375 454 443 468 627 466 464 Bushelmen, apparel industry_____________ 560 Cutters, automobile manufacturing_________ 587 Dressmakers, apparel industry_____________ 560 Fur shop occupations, apparel industry____ 561 Pattern graders, apparel industry__________ 558 Patternmakers, apparel industry___________ 558 Tailors, apparel industry__________________ 560 Trimmers, automobile manufacturing_____ 587 Bench hands, baking industry______________ Hand icers, baking industry_______________ Metal benchwork Tool B en ch w o rk , p la stic m a te ria ls Coremakers, foundry ___________________ Glass blowers, electronics manufacturing__ Molders, foundry _______________________ Shakeout men, foundry__________________ 674 674 Benchwork, assorted materials Bench assem blers ___________________________ Blacksm iths _________________________________ Die sinkers, fo r g e shop______________________ Final assem blers, a ircra ft, missiles, and sp acecraft ______________________ F loor assem blers ____________________________ Instrum ent m akers _________________________ Instrum ent repairm en ______________________ Jew elers and jew elry repairm en ____________ M achinists, all-round _______________________ Metal patternm akers, fou n d ry ______________ M etermen, electric light and pow er__________ Sheet-metal w orkers _______________________ and die m a k ers_________________________ W atch repairm en ___________________________ B en ch w o rk , g la ss Dispensing opticians _____________________ 511 Instrument repairmen __________________ 430 Optical laboratory mechanics______________ 511 529 crafts Instrum ent repairm en _______________ Diemakers, pulp, paper, and paper products industry ____________________ 685 Jig and fixture builders, aircraft, missiles, and spacecraft_____________ 530 Patternmakers, foundry ________________ 470 Bookbinders and related workers_________ Finishers, printing (graphic arts)________ Excavating, mining, grading, and related work A cidizers, petroleum produ ction ____________ Cementers, petroleum production ___________ P erfora tor operators, petroleum production _______________________________ Sam ple-taker operators, petroleum production _______________________________ Shooters, petroleum produ ction ______________ Sw itchers, petroleum p rod u ction ____________ Page W ood ben ch w ork Structural work, stone or glass B ricklayers ____________________________________ B ricklayers, iron and steel industry___________ Glaziers ________________________________________ M arble setters _________________________________ R oofers ________________________________________ Stonem asons ___________________________________ Terrazzo w orkers _____________________________ Tile setters ____________________________________ CRAFTS—Continued Inspectors _____________________________ Meter testers, electric light and power____ Graphic art work 409 401 593 594 499 620 A r t w ork (bru sh , sp ra y , pen , sty lu s, an d re la te d ) E ngravers, steel and copper plate, prin tin g (gra ph ic a r t s )_________________ Etchers, prin tin g (g ra p h ic a r t s )_____________ Im posers, prin tin g (g ra p h ic a r t s )__________ Lithographic artists _________________________ Silk screen operators, electronics m a nu factu ring _______________________ .. 394 401 398 407 627 T y p e se ttin g an d re la te d w o rk E lectrotypers ________________________________ Hand com positors ___________________________ Imposers, prin tin g (g ra p h ic a r t s )__________ Linotype operators __________________________ M onotype caster o p e r a to r s __________________ M onotype keyboard op era tors_______________ Stereotypers _________________________________ T ypesetting m achine op era tors______________ 403 398 398 398 399 399 403 398 P h o to g ra p h ic w o rk ( p h o to en g ra vin g and dark ro o m w o rk ) Camermen, prin tin g (g ra p h ic a r ts ), see: Lithographers ____________________________ 407 OCCUPATIONAL OUTLOOK HANDBOOK 810 Mechanical work—Continued CRAFTS—Continued Photoengravers ______________________ Photoengravers ________________________ Photographers _________________________ Platemakers, printing (graphic arts)_____ Strippers, printing (graphic arts)------------- P rocessing OBSERVATIONAL WORK-Continued Page 401 401 258 407 407 P ro c e ss in g , a sso rte d m a te r ia ls Chemical operators, industrial chemicals industry _________________ Decontamination men, atomic energy_____ Waste disposal men, atomic energy_______ 646 576 576 M e t a l p r o c e s s in g Annealers, foundry _____________________ Anodizers, electronics manufacturing_____ Blowers, iron and steel industry__________ Electroplaters _________________________ Heat treaters, forge shop________________ Heat treaters, foundry__________________ Heaters, forge shop_____________________ Keepers, iron and steel industry__________ Melters, foundry _______________________ Platers, see : Aircraft, missiles, and spacecraft occupations ______________________ Automobile manufacturing occupations _ Stove tenders, iron and steel industry_____ 464 627 661 515 474 464 473 661 464 530 587 661 P r o c e s s i n g , fo o d s a n d r e l a t e d p r o d u c t s Bakers, all-round, baking industry_______ Mixers, baking industry_________________ Ovenmen, baking industry_______________ 593 593 593 R e f in in g a n d r e l a t e d w o r k Chemical operators, industrial chemicals industry __________________________ Stillmen, petroleum refining_____________ Treaters, s e e : Petroleum production occupations___ Petroleum refining occupations..... 646 678 674 678 Manual work OBSERVATIONAL WORK I nspecting and testing Checkers, apparel industry ____ ____ Gagers, petroleum production____________ Inspectors ____________________ ________ Machine tending (not elsewhere classified) 560 674 499 M e ta lw o 7 ‘k in g m a c h in e te n d i n g Blanking machine operators, electronics manufacturing__ ________ Drill press operators__________________ Lathe operators ______________ _________ Machine tool operators__________________ Milling machine operators_______________ Punch press operators, s e e : Aircraft, missiles, and spacecraft occupations ______________________ Page Autom obile m a nu factu ring occupations.— Tum bler operators, fou n d ry _________________ 586 464 Food machine tending Baking and m olding m achine operators, baking industry _________________________ Slicing mach ine operators, baking in d u stry .... W rappin g m achine operators, baking industry _________________________________ 593 594 Hauling, hoisting, and drilling machine operating Bulldozer operators, building trades________ Crane operators, building trad es____________ D rivin g occupations _________________________ E a rth -b orin g machine operators, building t r a d e s __________________________ O perating engineers, building t r a d e s _______ Pow er truck op era tors_______________________ Stock house larrym en, iron and steel industry ___________________________ P rocessing 594 359 359 477 359 359 501 661 equipment tending Nonmetal processing equipment tending (not elsewhere classified) Back tenders, pulp, paper, and paper products industry ______________________ Core oventenders, fo u n d r y ___________________ In fra red oven operators, electronics m anu factu ring __________________________ R otary firemen, petroleum production ______ Sand m ixers, fou n d ry _______________________ Stationary firemen (b o ile r )_________________ W aste-treatm ent operators, atomic en ergy.... Metal processing equipment tending Autom atic rolling m ill attendants, iron and steel in du stry______________________ C harging m achine operators, iron and steel industry ___________________________ Cupola tenders, fou n d ry _____________________ H ydrogen fu rn ace firers, electronics m anu factu ring __________________________ M elters and pourers, : Autom obile m anu factu ring occupations F oundry occupations ______________________ Iron and steel industry o ccu p a tion s______ Picklers, forg e s h o p _________________________ Slaggers, iron and steel industry___________ Tinners, electronics m a n u factu rin g _________ see Food processing equipment tending Icin g m ixers, baking in du stry______________ 685 463 628 673 463 504 576 664 662 464 628 586 464 661 474 661 627 594 MANIPULATIVE WORK 627 452 452 452 453 529 S tructural work Structural work, assorted materials Construction laborers and hod c a r r ie r s _____ Trackm en, railroad __________________________ 389 727 A ssem blers __________________________________ Lathers, building tra d e s_____________________ 497 380 Structural work, metal 811 INDEX I MANIPULATIVE WORK-Continued Ornamental-iron workers ________________ Reinforcing-iron workers_________________ W e ld in g a n d r iv e tin g Page 364 364 Resistance-welding operators _____________ 521 Riveters, aircraft, missiles, and spacecraft.... 530 B enchwork B en ch w o rk , a sso rted m a teria ls Assemblers ____________________________ Coilwinders, electronics manufacturing___ Core assemblers, foundry__________________ Grid lathe operators, electronics manufacturing _____________________ 497 627 463 627 Assemblers ____________________________ Blasters, forge shop_____________________ Chippers and grinders, s e e : Forge shop occupations_______________ Foundry occupations _________________ Metal finishers, automobile manufacturing.... Polishers, automobile manufacturing_____ Sandblasters, s e e : Forge shop occupations________________ Foundry occupations _________________ 497 474 474 464 587 587 474 464 M e ta l benchw ork B e n c h w o r k , s to n e , g la s s , o r j e w e l s Crystal finishers and grinders, electronics manufacturing __________ B en ch w o rk , p la stic m a teria ls and p a in t Production painters ____________________ Sprayers, automobile manufacturing______ B en ch w o rk , fa b ric , leath er, an d rela te d m a teria ls Assemblers, apparel industry____________ Cleaners, apparel industry_______________ Collar pointers, apparel industry_________ Cutters, s e e : Apparel industry occupations__________ Automobile manufacturing occupations.... Hand sewers, apparel industry___________ Hand spfeaders, apparel industry________ Machine spreaders, apparel industry______ Markers, apparel industry_______________ Pressers, apparel industry_______________ Roller pressers, apparel industry_________ Sample stitchers, apparel industry________ Shapers, apparel industry_______________ Spreaders, apparel industry______________ Thread trimmers, apparel industry_______ Machine operating , manipulative 627 503 587 559 560 561 559 587 560 559 559 558 561 561 558 559 559 560 Machine operating, assorted materials C orru gating operators, pulp, paper, and paper products in du stry__________ E xhaust operators, electronics m a nu factu ring __________________________ Glass lathe operators, electronics m anu factu ring __________________________ Sealers, electronics m a n u factu rin g__________ Supercalender operators, pulp, paper, and paper products industry___________ 685 628 627 628 685 MANIPULATIVE W ORK-Continued M eta lw o rk in g m ach ine o p era tin g Grinders, see : F orge shop occu pation s___________________ F oundry occupations _____________________ M etal finishers, autom obile m anu factu ring.— Polishers, autom obile m a n u fa ctu rin g ______ Pow er brake operators, a ircra ft, missiles, and sp a cecra ft________________ Punch press operators, s e e : A irc ra ft, m issiles, and sp acecraft occupations ___________________________ Autom obile m a nu factu ring occupations Stretch press operators, a ircra ft, missiles, and sp a cecra ft________________ Tube benders, a ircra ft, missiles, and sp acecraft __________________________ Page 474 464 587 587 529 529 586 529 530 P la stic w o rk in g m ach ine o p era tin g Machine corem akers, fou n d ry ______________ M achine molders, fou n d ry ____________________ 569 463 F a b ric or lea th er w o rk in g m ach ine o p era tin g Pressers, apparel industry___________________ 561 P a p erw o rk in g m ach ine o p era tin g Press feeders, prin tin g (gra ph ic a r t s )_______ P rinter-slotter operators, pulp, paper, and paper products in du stry___________ 405 685 F ood m ach ine o p era tin g M achine icers, baking industry______________ 594 P re ss fo rm in g an d re la te d w o rk Ham mermen, fo rg e shop____________________ P iercer m achine operators, iron and steel industry ___________________________ P ow er hamm er operators, aircra ft, missiles, and sp a cecra ft________________ Press smiths, fo r g e shop_____________________ Shearmen, iron and steel in du stry__________ Trim m ers, fo r g e sh op_______________________ P rocessing 473 664 529 473 664 474 P ro cessin g , a sso rte d m a te ria ls Sand m ixers, fo u n d r y _______________________ 463 P ro cessin g , p a p e r and re la te d m a te ria ls Barker operators, pulp, paper, and paper products in du stry________________ Beater engineers, pulp, paper, and paper products industry________________ Chippermen, pulp, paper, and paper products industry ______________________ D igester operators, pulp, paper, and paper products industry________________ Paper m achine operators, pulp, paper, and paper products industry___________ 683 684 683 683 684 ELEMENTAL WORK Service work Dishwashers, restaurant ____________________ Housemen, hotel ____________________________ Janitors, porters, watchm en, see: M aintenance, m aterial handling, custodial, and plant protection occupations o f each industry 730 634 812 OCCUPATIONAL OUTLOOK HANDBOOK Manual work—Continued ELEMENTAL W ORK-Continued F arm ELEMENTAL W ORK-Continued Page work F arm w orkers, h ired________________________ E quipment 754 serving and related work M aterial handlers, autom obile m a n u factu rin g __________________________ Stock chasers, autom obile m anufacturing.. . 588 588 Page W ork distributors, apparel industry________ 560 Cindermen, iron and steel industry__________ Construction laborers and hod ca rriers_____ Floorm en, television broad castin g__________ M ailhandlers, post office____________________ Roughnecks, petroleum produ ction _________ Roustabouts, petroleum produ ction ___________ 661 389 694 796 673 673 M iscellaneous physical work Index II. Alphabetical Index to Occupations and Industries Page A ccelerator operators, atom ic en ergy___________ A ccou n t executives, ad vertisin g_________________ A ccountants ______________________________________ Insurance business occu pation s___ A ccou n tin g-bookkeepin g machine servicem en___ A ccou n tin g clerks, Bookkeeping w orkers „ A cidizers, petroleum produ ction _________________ A ctors and actresses_____________________________ A ctu aries ________________________________________ 575 194 190 653 421 281 674 221 154 Insurance business occu pation s_________ M athem aticians _________________________ A dd in g m achine op era tors_____________ A dding m achine servicem en______________________ A ddressing machine operators____________________ A dm inistrative and related profession s_________ Adm inistrative assistants, office________________ A dvertisin g artists and layout m en ______________ A dvertisin g copyw riters _________________________ A dvertisin g m anagers ___________________________ A dvertisin g production m anagers________________ A dvertisin g w orkers _____________________________ A eronautical engineers __________________________ A eronautical technicians _________________________ Agents, air traffic, air tran sp ortation ___________ A gricu ltu ral agents, coun ty______________________ A gricu ltu ral econom ists __________________________ A gricu ltu ral engineers ___________________________ A gricu ltural extension w orkers___________________ A gricu ltu ral finance w ork ers__________ A gricultural o c c u p a tio n s __________________________ A gricu ltu ral research w orkers___________________ A gricu lture, occupations related to_______________ A gricu lture teachers, vocation al_________________ A gronom ists ______________________________________ A ir-condition in g, heating, and refrig era tion technicians _____________________________________ A ir-condition in g and refrig era tion m echanics___ 653 148 283 421 284 33 280 195 194 194 195 193 106 159 555 762 767 107 762 769 752 769 762 769 142 See also: see: See also: A ircra ft, missile, and sp acecraft field, occupations in t h e ______________________________ A ir F orce ________________________________________ A irfra m e m echanics, air tran sp ortation _________ A irline dispatchers ______________________ .... ____ A irplane mechanics, air tran sp ortation ___ ____ A irc ra ft, missile, and sp acecraft occupations _______ A irplane pilots ____________________________________ A irp ort traffic con tro lle rs________________________ A ir-route traffic con trollers______________________ See also: 160 411 526 786 548 550 547 532 539 552 552 Air transportation occupations _______________ Alteration tailors, s e e : Bushelmen, apparel industry _______________________ ... Analysts, chemical, pulp, paper, and paper products industry ________________________ Analytical chemists ________________________ Anatomists ________________________________ Animal husbandry specialists________________ Annealers, foundry _________________________ Announcers, radio and television______________ Anodizers, electronics manufacturing_________ Anthropologists ____________________________ Apparel industry, occupations in th e__________ Appliance servicemen _______________________ S e e a l s o : Electric light and power occupations ________________________ Arc cutters, see: Welders____________________ Archeologists ______________________________ Architects _________________________________ Archivists, s e e : Historians__________________ Armament assemblers, aircraft, missiles, and spacecraft ___________________________ Armed Forces______________________________ Army _____________________________________ Artists, s e e : Commercial artists _____________________ Printing (graphic arts) occupations______ Artists and layout men, advertising___________ Artists, lithographic, printing (graphic arts)__ Artists, technical, electronics manufacturing___ Asbestos and insulating workers_____________ Assemblers ________________________________ See a lso : Aircraft, missile, and spacecraft occupations ___________________ Apparel industry occupations________ Automobile manufacturing occupations ____________ Electronics manufacturing occupations _______________ Assemblers, bench __________________________ Assemblers, floor ___________________________ Assembly inspectors, aircraft, missiles, and spacecraft _____________ Assembly mechanics, aircraft, missiles, and spacecraft ___________________________ Astronomers _______________________________ Astrophysicists, s e e : Astronomers____________ 813 Page 536 560 686 118 142 143 464 699 627 171 557 413 620 521 171 227 175 531 785 786 230 407 195 407 625 378 497 530 559 587 626 497 497 532 531 124 124 OCCUPATIONAL OUTLOOK HANDBOOK 814 Atomic energy field, occupations in the-------------Attendants, hospital ________________________ Attorneys _________________________________ Auditors, s e e : Accountants__________________ Automatic rolling mill attendants, iron and steel industry ____________________________ Automobile manufacturing occupations ---------Automobile mechanics ______________________ Automotive technicians, s e e : Mechanical engineering technicians_________ Auxiliary equipment operators, electric light and power___________________________ Auxiliary nursing workers___________________ Back tenders, pulp, paper, and paper products industry ________________________ Bacteriologists, s e e : Agricultural occupations ________________ Microbiologists _________________________ Bakers, all-round___________________________ Baking and molding machine operators, baking industry __________________________ Baking industry, occupations in the____________ Ballet dancers _____________________________ Bank clerks and related workers______________ Banking occupations ________________________ Bank messengers __________________________ Bank officers ______________________________ Barbers ___________________________________ Barker operators, pulp, paper, and paper products industry ________________________ Beater engineers, pulp, paper, and paper products industry ________________________ Beauticians ________________________________ Beauty operators ___________________________ Bellhops, hotel _____________________________ Bellmen and bell captains, hotel______________ Bench assemblers __________________________ Bench coremakers, foundry__________________ Bench hands, baking industry________________ Benchmen, optical goods_____________________ Bench molders, foundry______________________ Billing machine operators____________________ Bindery workers, printing (graphic arts)______ Biochemists _______________________________ S e e a ls o : Agricultural occupations_______ Biological sciences _________________________ Biologists _________________________________ Biophysicists ______________________________ Blacksmiths _______________________________ S e e a ls o : Railroad shop trades___________ Blanking machine operators, electronics manufacturing ___________________________ Blasters, sand, forge shop___________________ Blocker, printing (graphic arts)______________ Blowers, iron and steel industry______________ Body and fender repairmen, automobile_______ Boilermaking occupations ___________________ S e e a ls o : Iron and steel industry occupations___ Railroad occupations________________ 567 328 247 190 664 581 416 163 614 328 685 766 141 593 593 592 224 602 599 603 605 322 683 684 324 324 637 637 497 469 593 513 467 283 409 142 766 140 141 142 507 724 627 474 401 661 417 509 665 724 Boiler operators, electric light and pow er________ Bookbinders and related w orkers________________ Bookkeepers ___ Bookkeeping and accounting clerk s_____________ 613 409 281 281 Bank clerks and related w orkers______ Bookkeepers ____________________________ Bookkeeping m achine operators, s e e : Bank clerks and related w ork ers____________ Bookkeeping w orkers _______________________ H otel occupations ___________________________ Bookkeeping w orkers ____________________________ Botanists ________________________________________ Brakem en, railroad _____________________________ B ricklayers _______________________________________ 602 281 S ee also : 602 281 634 281 141 715 356 S ee also : Iron and steel industry occu pation s____ R ailroad bridge and building w orkers.... Brickm asons ______________________________________ B ridge and building w orkers, railroad ___________ B roadcast technicians, radio and television _____ B roadcasting occupations, radio and television ... Brokers, p roperty and casualty insurance______ Brokers, real estate_______________________________ Building la b o r e r s _________________________________ 665 729 356 729 700 692 304 307 389 Building trades ___________________________________ Bulldozer operators, see: O perating engineers ... Bundlers, see: Assem blers, apparel in du stry____ Bus boys and girls, restau ran t____________________ Bus drivers, in tercity______________________________ Bus drivers, local tran sit_________________________ Bushelmen, apparel in du stry_____________________ 339 359 559 730 488 491 560 Business, adm inistrative, and related professions Business machine operators______________________ Business machine servicem en_____________________ Cabdrivers _______________________________________ 188 283 419 494 Cable splicers, see: E lectric light and pow er occupations________ Telephone industry occu pation s______________ Cable-tool dressers, petroleum production ________ Cable-tool drillers, petroleum production ________ Calculating machine operators___________________ Calculating machine servicem en_________________ Cameramen, prin tin g (g ra p h ic a rts ), see: Lithographers _______________________________ P hotoengravers _____________________________ Captains, air transportation, see: Pilots and c o p ilo t s _____________________________________ Captains, restaurant, see: W aiters and waitresses _________________________________ Carmen, railroad sh op____________________________ Carpenters _______________________________________ 618 744 674 673 283 421 407 401 539 732 724 346 See a lso: A irc ra ft, m issile, and sp acecraft occupations _________________________ R ailroad bridge and building w orkers — C artographers, see : G eograph ers________________ Casew orkers, social _______________________________ Cashiers, banking ________________________________ 532 724 238 269 605 815 INDEX II Cashiers, railroad, s e e : Clerks, railroad_______ Cashiers, restaurant ________________________ Cash register servicemen____________________ Casting inspectors, foundry__________________ Casualty insurance agents___________________ Catholic priests ____________________________ Catalogers, s e e : Librarians__________________ Cementers, petroleum production_____________ Cement finishers ___________________________ Cement masons ____________________________ Central office clerks, telephone_______________ Central office craftsmen, telephone____________ Central office equipment installers, telephone__ Central office repairmen, telephone___________ Ceramic engineers __________________________ Certified public accountants__________________ Chaplains, s e e : Clergy_______________________ Charging machine operators, iron and steel industry ____________________________ Checkers, apparel industry__________________ Checkers, automobile manufacturing__________ Checkers, insurance policy___________________ Chefs, s e e : Railroad dining car cooks________________ Restaurant cooks and chefs______________ Chemical analysts, pulp, paper, and paper products industry ________________________ Chemical engineers _________________________ 722 731 421 464 304 184 251 674 372 372 748 742 750 742 108 190 181 662 560 588 654 Atomic energy occupations___ .... Industrial chemical industry occupations ____________________ Pulp, paper, and paper products industry occupations ________ Chemical operators, industrial chemical industry _________________________________ Chemical technicians _______________________ Chemists __________________________________ S e e a ls o : Atomic energy occupations______ Industrial chemical industry occupations ____________________ Iron and steel industry occupations___ Pulp, paper, and paper products industry occupations____________ Petroleum production occupations____ Petroleum refining occupations_______ Chief engineers, radio and television__________ Chief mechanics, aircraft, missiles, and spacecraft ___________________________ Chief operators, telephone___________________ Child psychologists _________________________ Children’s librarians ________________________ Child welfare workers, s e e : Social workers____ Chippermen, pulp, paper, and paper products industry ________________________ Chippers, s e e : Forge shop occupations_________________ Foundry occupations____________________ Chiropodists, s e e : Podiatrists_________________ 570 647 686 646 160 117 570 647 666 686 672 678 695 532 748 266 251 269 683 S e e a ls o : 718 734 686 109 474 464 85 C hiropractors ___ Choreographers, see: D an cers____________________ Cindermen, iron and steel in du stry_________________ City carriers, post office__________________________ Civil engineering technicians_____________________ Civil engineers ___________________________________ 71 224 661 793 161 110 A tom ic energy occu pation s______________ Iron and steel industry occupations____ Civil service w orkers, U.S. Governm ent_________ Claim adjusters, in su ran ce_________________________ Cleaners, see: Thread trim m ers, apparel industry __________________________________________ 570 665 775 654 C lergy, the __________________________________________ Clerical and sales occupations __________________ Clerks, air tran sp ortation __________________________ Clerks, banking ____________________________________ Clerks, insurance ___________________________________ Clerks, post office___________________________________ Clerks, railroad ____________________________________ Clim atologists, see: M eteorologists_______________ Clinical psychologists ______________________________ Clothing industry occupations, s e e : A pp arel in d u s t r y _________________________________ Coil w inders, electronics m an u factu rin g _________ Collar pointers, apparel in du stry__________________ College and u niversity teach ers__________________ Com mercial artists ________________________________ Com mercial photographers ________________________ Com m unicators, air tran sp ortation ________________ Com munity organization w orkers, s e e : Social w orkers ___________________________________ Com posing room occupations, prin tin g (gra ph ic arts) ___________________________________ Com position roofers _______________________________ Com positors, hand, prin tin g (g ra p h ic a r ts )_____ Com ptom eter operators, see : Calculating machine operators _____________________________ Com puter operators, s e e : E lectron ic com puter operating personnel___________________ Com puters, petroleum p rodu ction __________________ Concrete finishers __________________________________ Conductors, railroad _______________________________ Conservationists, soil ______________________________ Console operators, see : E lectron ic com puter operating personnel _____________________________ Construction electricians __________________________ Construction laborers and hod carriers__________ Construction m achinery operators, see: O perating engineers . .. . __________________________ Construction trades _______________________________ Continuity directors, radio and television _________ Continuity w riters, radio and television___________ C ontractors, building tra d es________________________ Control room operators, electric ligh t and pow er ______________________ Controllers, air rou te_______________________________ Controllers, airport traffic_______________________ Control room operators, electric light and pow er ________________________________________ 181 274 555 602 653 796 722 135 266 See a lso: 560 557 627 561 43 230 259 554 270 398 370 398 283 287 672 372 713 765 287 361 389 359 339 693 693 340 552 552 614 816 Cooks and chefs, restauran t---------------------------------Cooks, railroad dining cars-----------------------------------Cooks, see : D igesters, pulp, paper, and paper products industry occupations--------------Copilots, air tran sp ortation ______________________ Copy boys, see : N ew spaper reporters----------------C opying m achine servicem en____________________ C opyw riters, advertisin g -------------------------------------Core assem blers, fou n d ry -------------------------------------Corem akers, fou n d ry ____________________________ S ee a ls o : A utom obile m anu factu ring occupations _____________________________ Core-oven tenders, fo u n d r y _______________________ Corn and w heat fa rm e rs__________________________ C orru gating operators, pulp, paper, and paper products industry _____________________________ C osm etologists ___________________________________ Cotton grow ers __________________________________ Counselors, school ________________________________ County agricu ltu ral agen ts______________________ Court reporters __________________________________ Cranemen, iron and steel in du stry----------------------Crane operators, see: A utom obile m anu factu ring occu pation s-----O perating engineers ________________________ Credit analysts, see: Bank officers----------------------Crew chiefs, a ircra ft, missiles, and sp a cecra ft___ Crop reporters ___________________________________ Crop specialty fa rm e rs___________________________ Crystal finishers, electronics m a n u factu rin g -----Crystal grinders, electronics m a n u factu rin g____ Cupola tenders, fou n d ry __________________________ Customer service occupations, electric light and pow er ______________________________________ Cutters, apparel in du stry________________________ Cutters, autom obile m a n u factu rin g______________ Cutters, fu r, apparel in du stry____________________ Cutting room occupations, apparel industry____ D airy farm ers ___________________________________ D ancers ___________________________________________ D ata processin g machine servicem en____________ D econtam ination men, atom ic en ergy___________ D ecorators, interior designers and_______________ D eliverym en, see: Routem en______________________ Dental h ygienists ________________________________ Dental laboratory tech n ician s_____________________ D entists ___________________________________________ D errickm en, petroleum production _______________ Design draftsm en ________________________________ D esigners, apparel in du stry______________________ D esigners, in d u s tr ia l_____________________________ D esigners, interior _______________________________ D esigners, tool and machine, s e e : M echanical engineering tech n icia n s___________ D esign ing room occupations, apparel in du stry___ Desk clerks, h otel_________________________________ D etailers, see : D raftsm en _______________________ D etectives, police _________________________________ D evelopm ent engineers, radio and television ____ D ictating-m achine servicem en ___________________ 734 718 683 539 256 422 194 463 468 586 463 760 685 324 761 46 762 278 662 588 359 606 532 768 761 627 627 464 620 559 587 561 558 757 224 422 576 245 484 87 73 60 673 233 558 624 245 163 558 639 233 318 695 422 OCCUPATIONAL OUTLOOK HANDBOOK Die makers, tool and________________________ 454 See a lso : Aircraft, missile, and spacecraft occupations ____________________ 530 Automobile manufacturing occupations ____________________ 586 Electronics manufacturing occupations ____________________ 627 Iron and steel industry occupations___ 664 Die makers, pulp, paper, and paper products industry ________________________ 685 Diesel mechanics ___________________________ 425 Diesel technicians, s e e : Mechanical engineering technicians_______________________________ 163 Die sinkers, forge shop______________________ 474 Dietitians _________________________________ 90 Digester operators, pulp, paper, and paper products industry___________________ 683 Dining car cooks, railroad____________________ 718 Dining car waiters, railroad__________________ 719 Directors, program, radio and television_______ 693 Disc jockeys, radio and television_____________ 699 Dishwashers, restaurant ____________________ 730 Dispatchers, s e e : Air transportation occupations___________ 550 Railroad occupations____________________ 705 Dispatchers, load, electric light and power_____ 616 Dispensing opticians and optical laboratory mechanics _______________________________ 511 Distributors, work, apparel industry__________ 560 District representatives, electric light and power _______________________________ 620 Dividermen, baking industry____'____________ 593 Doctors, medical ___________________________ 54 Draftsmen _________________________________ 233 S e e a ls o : Electronics manufacturing occupations ____________________ Iron and steel industry occupations___ Petroleum production occupations____ Petroleum refining occupations_______ Dressmakers, apparel industry____________ Drillers, petroleum production_______________ Drill press operators, s e e : Machine tool operators Drivers, intercity buses______________________ Drivers, local transit buses___________________ Drivers, local trucks________________________ Drivers, over-the-road trucks_______________ Drivers, taxi _______________________________ Driver-salesmen ____________________________ S e e a ls o : Baking industry occupations____ Driving occupations _________________________ Drop hammer operators, forge shop___________ Druggists _________________________________ Duplicating and copying machine servicemen.... Duplicating machine operators_______________ Dynamic meteorologists ____________________ Earth-boring machine operators, s e e : Operating engineers ______________________ 625 666 672 678 560 672 452 488 491 482 477 494 484 594 477 473 57 422 284 135 359 817 INDEX II Earth scientists, physical and____________________ E conom ic geographers ___________________________ E conom ic geologists __________________ ,__________ Econom ists _______________________________________ Econom ists, agricu ltural _________________________ E ditors, film, television ___________________________ E lectrical assem blers, a ircra ft, missiles, and sp acecraft _________________________________ E lectrical engineers _____________________________ 116 238 128 173 767 695 A tom ic energy occu pation s______________ Autom obile m anu factu ring occupations _________________________ Industrial chem ical industry occupations _________________________ Iron and steel industry occu pation s____ Pulp, paper, and paper products industry occupations ______________ E lectrical repairm en, iron and steel in du stry____ E lectric-arc w elders _____________________________ Autom obile m anu factu ring occupations _____________________________ E lectricians, construction _____________ E lectricians, m aintenance _______________________ 570 See also: See also: See also: E lectronics m anu factu ring occupations ________________________ Iron and steel industry occu pation s____ Petroleum refinidg occu pation s_________ Pulp, paper, and paper products industry o c cu p a tio n s _______________ R ailroad shop trad es____________________ E lectric ligh t and pow er linem en________________ 531 111 585 648 666 686 665 521 587 361 435 628 665 678 686 724 617 E lectric light and pow er occu pation s_____________ E lectron ic com puter operating personnel________ E lectronic com puter program m ers_______________ E lectronic engineers, electronics m anu factu ring _________________________________ E lectron ic m achine servicem en, Business machine servicem en ___________________________ E lectronic repairm en, iron and steel in du stry____ E lectronic technicians ___________________________ E lectron ics m a nu factu ring occupations _____________________________ Electronics checkout men, a ircra ft, missiles, and sp acecraft _________________________________ 608 287 261 E lectronics m anufacturing o c cu p a tio n s __________ E lectroplaters ___________________________________ 622 515 see: See also: See also: 624 422 665 161 625 532 E lectronics m anu factu ring occupations _____________________________ E lectrotypers and stereotypers, prin tin g (g ra ph ic arts) _________________________________ Elem entary school teachers______________________ E levator constructors ____________________________ E levator m echanics _______________________________ E levator operators, h otel_________________________ Em bossing machine operators, clerica l__________ E m bryologists __________ 403 37 386 386 634 284 143 A gricu ltu ral occu pation s_________ 766 See also: 627 Engineering _______________________________ Engineering aids ___________________________ S e e a ls o : Electronics manufacturing occupations ________________________ Engineering geologists __ Engineering secretaries _____________________ Engineers, aeronautical _____________________ Engineers, agricultural _____________________ S e e a ls o : Agricultural occupations_______ Engineers, ceramic * _________________________ Engineers, chemical ________________________ 624 128 278 106 107 767 108 109 Atomic energy occupations___________ Industrial chemical industry occupations ____________________ Pulp, paper, and paper products industry occupations ___________ Engineers, civil ____________________________ 570 647 686 110 Atomic energy occupations___ ._______ Iron and steel industry occupations___ Engineers, development, radio and television___ Engineers, electrical ________________________ S e e a ls o : Atomic energy occupations___________ Automobile manufacturing occupations __________________ Industrial chemical industry occupations ____________________ Iron and steel industry occupations___ Pulp, paper, and paper products industry occupations____________ Engineers, electronic, s e e : Electronics manufacturing occupations ________________ Engineers, flight, air transportation__________ Engineers, industrial _______________________ 570 665 695 111 570 585 648 666 686 624 543 112 S e e a ls o : S e e a ls o : S e e a ls o : Automobile manufacturing occupations ____________________ Electronics manufacturing occupations ____________________ Engineers, locomotive ______________________ S e e a ls o : Iron and steel industry occupations ________________________ Engineers, marine, s e e : Diesel mechanics______ Engineers, mechanical ______________________ S e e a ls o : Atomic energy occupations___________ Automobile manufacturing occupations ____________________ Electronics manufacturing occupations ____________________ Industrial chemical industry occupations ____________________ Iron and steel industry occupations___ Engineers, metallurgical ____________________ S e e a ls o : Atomic energy occupations___________ Iron and steel industry occupations___ Engineers, mining__________________________ 101 158 585 624 709 665 427 112 570 585 624 648 665 113 570 665 114 818 E ngineers, nuclear reactor_______________________ Engineers, operating, building trades___________ Engineers, packagin g, pulp, paper, and paper products industry _____________________________ Engineers, petroleum , s e e : M ining engineers ____________________________ Petroleum production occu pation s__________ Engineers, stationary ____________________________ 570 359 686 114 672 518 S ee a lso : Pulp, paper, and paper products industry occupations__________ Engineers, w atch, electric ligh t and pow er---------Engine lathe o p e r a t o r s ___________________________ Engine m echanics, a ircra ft, missiles, and sp acecraft _________________________________ Enginem en, petroleum production_______________ E n gravers, steel and copper plate, prin tin g (gra ph ic a rts) _________________________________ Entom ologists ___________________________________ See a lso : A g ricu ltu ra l occupations_________ Envelope-m achine operators, pulp, paper, and paper products in du stry_______________________ E stim ators, bu ildin g tra d es______________________ E tchers, p rin tin g (g ra p h ic a r t s )_________________ E tch in g equipm ent operators, electronics m a n u factu rin g _________________________ E thnologists, see: A n th rop ologists______________ E xecu tive secretaries ____________________________ E xhaust operators, electronics m anu factu ring Experim ental m achinists, s e e : Instrum ent makers _________________________________________ E xploration geophysicists _______________________ Extension agents, a g ricu ltu ral___________________ E xtras, see: A ctors and actresses_______________ F abrication inspectors, aircra ft, missiles, and sp acecraft _________________________________ F actory jobs, selected_____________________________ F am ily service w orkers, see: Social w ork ers____ F arm cooperative w orkers_______________________ Farm operators __________________________________ F arm service jo b s _________________________________ F arm w orkers, h ired_____________________________ F .B .I. a g e n t s ______________________________________ Federal Governm ent em ploym ent________________ File clerks, see: Clerical occupations____________ Film editors, television___________________________ Film librarian s, television_______________________ Final assem blers, a ircra ft, missile, and sp a cecra ft _________________________________ Finance w orkers, agricu ltu ral____________________ Finishers, autom obile m an u factu rin g ___________ Finishers, crystal, electronics m a n u fa ctu rin g ___ Finishers, fu r, apparel industry_________________ Finishers, optical goods___________________________ Finishers, p rin tin g (g ra ph ic a r ts )_______________ Firem en, petroleum p rod u ction __________________ Firem en, protective serv ice______________________ F irem en (h elp ers), railroad locom otive__________ Firem en, stationary (b o ile r )_____________________ F irers, h ydrogen fu rn ace, electronics m a n u factu rin g _________________________________ 686 615 453 532 673 394 143 766 685 343 401 628 171 278 628 457 132 762 221 532 497 269 768 753 770 754 312 773 274 695 695 531 768 587 627 562 513 401 673 314 711 504 628 OCCUPATIONAL OUTLOOK HANDBOOK Fitup men, boilermaking____________________ 509 Flagmen, railroad __________________________ 715 Flight attendants, air,transportation__________ 545 Flight engineers, air transportation__________ 543 Floor assemblers ___________________________ 497 Floor boys and girls, s e e : Work distributors, apparel industry _________________________ 560 Floor clerks and supervisors, hotel____________ 639 Floor coremakers, foundry___________________ 469 Floor housekeepers, hotel____________________ 641 Floor managers, radio and television__________ 694 Floormen, television ________________________ 694 Floormen, rotary, petroleum production_______ 673 Floor molders, foundry______________________ 467 Food checkers, restaurant___________________ 731 Food managers, s e e : Hotel occupations ______________________ 642 Restaurant occupations _________________ 736 Forest land managers, s e e : Foresters_________ 235 Foresters __________________________________ 235 Forge shop occupations______________________ 472 S e e a l s o : Automobile manufacturing occupations ________________________ 586 Forging press smiths, forge shop_____________ 473 Forklift truck operators, s e e : Power truck operators ________________________________ 501 Foundry occupations ________________________ 462 S e e a ls o : Automobile manufacturing occupations ________________________ 586 Framemen, telephone central office craftsmen__ 742 Front office clerks, hotel_____________________ 639 Fur shop occupations, apparel industry________ 561 Gagers, petroleum production________________ 674 Garage mechanics, s e e : Automobile mechanics 416 Gas fitters, s e e : Plumbers and pipefitters______ 352 Gas welders________________________________ 521 S e e a ls o : Automobile manufacturing occupations ________________________ 587 General bookkeepers ________________________ 281 General practitioners, s e e : Physicians________ 54 Geneticists ________________________________ 143 S e e a ls o : Agricultural occupations_______ 767 Geochemists, s e e : Geologists_________________ 129 Geodesists, s e e : Geophysicists_______________ 133 Geographers _______________________________ 238 Geologists _________________________________ 128 S e e a ls o : Petroleum production occupations ________________________ 672 Geomagneticians, s e e : Geophysicists__________ 133 Geomorphologists, s e e : Geologists____________ 129 Geophysicists ______________________________ 132 S e e a ls o : Petroleum production occupations ________________________ 672 Glass blowers, electronics manufacturing______ 627 Glass lathe operators, electronics manufacturing ___________________________ 627 Glaziers ___________________________________ 384 Government employment, Federal____________ 773 Government, occupations in th e_______________ 771 INDEX II Government employment, State and local--------Grain farmers, s e e : Corn and wheat farmers— Gravure pressmen, printing (graphic arts)-----Grid lathe operators, electronics manufacturing ___________________________ Grinders, s e e : Forge shop occupations__________________ Foundry occupations-----------------------------Groundmen, electric light and power--------------Ground radio operators and teletypists, air transportation ________________________ Group workers, social_______________________ Guidance counselors -----------------------------------Hairdressers _______________________________ Hammer drivers, forge shop--------------------------Hammer runners, forge shop-------------------------Hammermen, s e e : Automobile manufacturing occupations----Forge shop occupations_________________ Hammersmiths, forge shop--------------------------Hand bookkeepers __________________________ Hand compositors, printing (graphic arts)-------Hand icers, baking industry__________________ Hand molders, foundry______________________ Hand sewers, apparel industry_______________ Hand spreaders, apparel industry_____________ Health physicists, atomic energy-------------------Health physics inspectors and monitors, atomic energy ___________________________ Health physics technicians, atomic energy_____ Health service occupations___________________ Heaters, s e e : Automobile manufacturing occupations___ Forge shop occupations__________________ Iron and steel industry occupations_______ Heat treaters, s e e : Aircraft, missile, and spacecraft occupations ________________________ Forge shop occupations__________________ Foundry occupations ___________________ High school teachers________________________ Historians _________________________________ Hod carriers ______________________________ S e e a ls o : Bricklayers ________________________ Plasterers _________________________ Home economists __________________________ S e e a ls o : Agricultural extension workers______ Dietitians _________________________ Home office underwriters, insurance__________ Horticulturists _____________________________ Hospital attendants ________________________ Hospital nurses ____________________________ Hostesses, restaurant _______________________ Hostlers, railroad __________________________ Hot cell technicians, atomic energy___________ Hotel managers ____________________________ Hotel occupations ___________________________ Housekeepers and assistants, hotel___________ 819 781 760 405 627 474 464 617 654 270 46 324 473 473 586 473 472 281 398 594 467 560 559 574 575 575 49 586 473 663 530 474 464 40 175 389 356 368 240 762 90 654 143 328 50 732 705 576 642 633 640 Housemen, hotel _________________________________ H usbandry specialists (a n im a l)_________________ H ydrogen fu rn ace firers, electronics m anu factu ring _________________________________ H ydrologists, Geologists ____________________________________ Geophysicists ________________________________ 634 143 Icers, baking in du stry____________________________ Icin g m ixers, baking in du stry____________________ Illustrators, Com m ercial artists___________ 594 594 230 Illustrators, technical, A irc ra ft, missile, and sp acecraft occupations _____________________________ E lectronics m a n u factu rin g occu pation s_____ Im posers, prin tin g (g ra p h ic a r ts )________________ 529 625 398 Industrial chem ical industry, occupations in the__ Industrial designers, electronics m anu factu ring ... Industrial engineers _____________________________ 645 624 112 see: see: see: See also: A utom obile m anu factu ring occupations ________________________ E lectronics m anu factu ring occupations ________________________ Industrial m achinery repairm en _________________ Industrial m eteorologists _______________________ Industrial nurses _________________________________ Industrial photographers ________________________ Industrial psychologists __________________________ Industrial salesmen _____________________________ Industrial engineering tech n icia n s_______________ Industrial traffic m anagers______________________ Inform ation and m ail clerks, hotel_______________ Inform ation operators, telephone________________ In fra red oven operators, electronics m anu factu ring _________________________________ Ingot strippers, iron and steel industry__________ Inorganic chemists _______________________________ Inspectors ________________________________________ See also: A irc ra ft, m issile, and sp acecraft occupations ________________________ A pp arel industry occupations__________ A utom obile m an u factu rin g occupations _________________________ E lectronics m an u factu rin g occupations _________________________ F orge shop occu pation s_________________ F oundry o c cu p a tio n s ____________________ M echanics, air transportation occupations _________________________ Pulp, paper, and paper products industry o c c u p a tio n s _______________ Inspectors, health physics, atom ic energy________ Installers and repairm en, telephone and P B X .. Installers, telephone central office equipm ent_ _ Instrum ent makers ______________________________ Instrum ent repairm en ___________________________ See also : Industrial chem ical industry occupations ________________________ 628 129 132 585 625 428 135 51 259 266 298 163 198 639 748 628 662 118 499 531 560 587 628 474 465 547 686 575 746 750 457 430 647 OCCUPATIONAL OUTLOOK HANDBOOK 820 Pulp, paper, and paper products industry occupations-----------------Instrument technicians, s e e : Instrument makers __________________________________ Instrumentation technicians _________________ Insulating workers -------------------------------------Insurance agents and brokers________________ Insurance checkers _________________________ Insurance clerks ___________________________ Insurance occupations ---------------------------------Intercity busdrivers ________________________ Intercity truckdrivers_______________________ Interior designers and decorators_____________ Intertype operators, printing (graphic arts)----Investigators, F B I__________________________ Iron and steel industry, occupations in the-------Iron workers, building trades_________________ S e e a ls o : Railroad bridge and building workers ___________________________ Jewelers and jewelry repairmen______________ Jig and fixture builders, aircraft, missiles, and spacecraft ___________________________ Journalists, s e e : Newspaper reporters________ Junior high school teachers__________________ Keepers, iron and steel industry______________ Key clerks, hotel____________________________ Keypunch operators, s e e : Office machine operators ________________________________ Kindergarten teachers ______________________ Laboratory mechanics, optical________________ Laboratory technicians ....___________________ 685 430 164 378 304 654 653 652 488 478 245 398 312 658 364 729 433 530 255 40 661 639 284 37 511 158 Electronics manufacturing occupations ____________________ Industrial chemical industry occupations ____________________ Iron and steel industry occupations___ Petroleum refining occupations_______ Pulp, paper, and paper products industry occupations____________ Laboratory technicians, medical, s e e : Medical technologists _____________________ Laborers and hod carriers, building trades_____ Ladle cranemen, iron and steel industry_______ Landmen, petroleum production______________ Larrymen, iron and steel industry____________ Lathe operators, s e e : Machine tool operators__ Lathers __________________________________ Lawyers __________________________________ Layout men _______________________________ S e e a ls o : Boilermaking occupations______ Layout men, advertising_____________________ S e e a ls o : Commercial artists____________ Leasemen, petroleum production______________ Legal secretaries ___________________________ Letterers, s e e : Commercial artists____________ Letterpress pressmen, printing (graphic arts) Librarians _________________________________ 625 648 666 679 686 67 389 662 672 661 452 380 247 460 509 195 230 672 278 230 405 250 S e e a ls o : Librarians, m edical record_______________________ Librarians, tape, see: E lectronic com puter operating personnel _____________________________ Librarians, television film __________________________ Licensed practical nurses__________________________ Licensed vocational nurses_________________________ L ife insurance agents______________________________ L ightin g directors, television______________________ Line-haul truckdrivers _____________________________ Line m aintenance mechanics, air transportation ___________________________________ Linemen, 97 288 695 328 328 301 695 478 547 see: E lectric light and pow er occupations__________ 617 Telephone occupations ________________________ 744 Linotype operators, prin tin g (gra ph ic a r ts )____ 398 L ithographic artists, prin tin g (g ra p h ic a r t s )___ 407 L ithographic occupations, prin tin g (gra ph ic arts) ___________________________________ L ithographic pressmen, prin tin g (g ra p h ic a rts).. Livestock farm ers __________________________________ Load dispatchers, electric ligh t and power_______ Loan officers, banking____________________________ Local governm ent em ploym ent__________________ Local tran sit bus d riv ers____________________________ Local truckdrivers _________________________________ Lock-up men, s e e : Im posers, prin tin g (g ra p h ic arts) _________________________________ Locom otive engineers ____________________________ S ee a lso : Iron and steel industry occupations _______________________________ Locom otive firemen (h elp ers), railroad____________ Long distance operators, telephone________________ Long-haul truckdrivers ____________________________ M achine corem akers, fou n d ry ______________________ M achine designers, see: M echanical engineering technicians _____________________________________ M achine icers, baking industry___________________ 407 407 758 616 605 781 491 482 398 709 665 711 748 478 469 163 594 M achine m olders, see: A utom obile m anu factu ring occu pation s____ 586 F oundry o c cu p a tio n s _________________________ 463 M achined parts inspectors, a ircra ft, missiles, and sp acecraft _________________________________ 532 M achine spreaders, apparel in du stry_____________ 559 M achine tenders, see: P aper machine operators, pulp, paper, and paper products industry _________________________________ 684 M achinery repairm en ________________________________ 428 M achine (resistance) w elders, autom obile m anufacturing _________________________________ 587 M achine tool op era tors___________________________ 452 See also: A ircra ft, missile, and sp acecraft occupations _________________________ A utom obile m an u factu rin g occupations _________________________ E lectronics m a nu factu ring occupations _________________________ Iron and steel industry occu p ation s____ 529 585 627 664 INDEX II Machining occupations ______________________ S e e a ls o : Automobile manufacturing occupations ________________________ Machinists, all-round _______________________ S e e a ls o : Aircraft, missile, and spacecraft occupations ____________________ Electronics manufacturing occupations ______________________ Instrument makers _________________ Iron and steel industry occupations___ Petroleum refining occupations_______ Pulp, paper, and paper products industry occupations ___________ Railroad shop trades________________ Maids, hotel _______________________________ Mail and information clerks, hotel____________ Mail carriers, post office_____________________ Mail clerks, post office______________________ Mail handlers, post office____________________ Mailmen, post office________________________ Mail preparing and mail handling machine operators, office machine operators_________ Maintenance electricians ____________________ S e e a ls o : 821 446 585 450 529 627 457 664 678 686 724 634 639 793 796 796 793 283 435 Electronics manufacturing occupations ____________________ Iron and steel industry occupations___ Pulp, paper, and paper products industry occupations____________ Railroad shop trades________________ Maintenance mechanics, s e e : Industrial machinery repairmen _____________________ Makeup artists, television___________________ Managers, advertising ______________________ Managers and assistants, s e e : Hotel occupations ______________________ Restaurant occupations _________________ Managers, food, s e e : Hotel occupations ______________________ Restaurant occupations _________________ Managers, industrial traffic__________________ Managers, sales, s e e : Hotel occupations ______________________ Radio and television broadcasting occupations ________________________ Manipulators, iron and steel industry_________ Manufactured salesmen ___________________ Marble setters, tile setters, and terrazzo workers _________________________________ Markers, apparel industry___________________ Marketing research workers_______ Market news reporters______________________ Masons, brick ______________________________ 628 665 686 724 428 694 194 642 736 642 736 198 642 696 664 297 381 558 200 768 356 Iron and steel industry occupations___ Railroad bridge and building workers.... Masons, cement and concrete_________________ Masons, stone _______________________________ Materials handlers, automobile manufacturing __ 665 729 372 387 588 S e e a ls o : M athem atical assistants, electronics m a nu factu ring _________________________________ M athem atical statisticians ______________________ M athem aticians ___ 625 152 148 See also : A ctu aries ______________________________ Statisticians ____________________________ M athematics aids ______________________ ■ _ ________ M athem atics and related fields___________________ M echanical engineers ____________________________ 154 151 164 148 112 A tom ic energy occu pation s______________ Autom obile m anu factu ring occupations ________________________ E lectronics m anu factu ring occupations ________________________ Industrial chem ical industry occupations ________________________ Iron and steel industry occu pation s____ M echanical engineering te c h n ic ia n s_____________ M echanics and repairm en _________________________ M echanics, see: A ir conditioning m echanics__________ A irc ra ft, m issile, and sp acecraft occupations _____________________________ A irplan e m echanics ______________ :_________ A utom obile m echanics ______________________ Diesel m echanics ____________________________ D ispensing opticians and optical laboratory m echanics ___________________ E lectronics m an u factu rin g occu pation s_____ R efrigera tion m echanics ____________________ 570 S ee a lso : 585 624 648 665 163 411 411 532 547 416 425 511 629 411 S ee also: Listings under servicemen and repairm en Media directors, advertisin g _____________________ M edical laboratory technicians, s e e : M edical record lib ra rian s________________________ M edical secretaries __ M edical social w ork ers__________________________ M edical technologists ___________________________ M edical X -ra y technicians_______________________ 97 278 269 67 63 M elters, see: Autom obile m anu factu ring occupations____ F oundry o c cu p a tio n s _________________________ Iron and steel industry occu pation s_________ M essengers, bank ________________________________ Metal cranem en, iron and steel industry_________ Metal finishers, autom obile m an u factu rin g _____ M etallurgical engineers __________________________ 586 464 661 603 662 587 113 195 See a lso: A tom ic energy occu pation s______________ Iron and steel industry o ccu p a tion s_____ M etallurgical technicians _______________________ 570 665 163 M etallurgists, s e e : A tom ic energy occu pation s_____________ A utom obile m anu factu ring occu p a tion s___ Iron and steel industry occupations_________ Metal patternm akers, fou n d ry ____________________ M eteorologists ____________________________________ 570 585 665 470 135 822 M eter installers, electric ligh t and pow er________ M eter readers, electric ligh t and p ow er__________ M eter testers, electric ligh t and pow er___________ Metermen, electric ligh t and pow er_______________ M icrobiologists ____________________________________ Milkmen, see: Routem en_________________________ M illing m achine operators, s e e : Machine tool operators __________________________________ M illw righ ts _______________________________________ S ee a lso : A utom obile m anu factu ring occupations _________________________ Iron and steel industry occu pation s____ Pulp, paper, and paper products industry o c cu p a tio n s _______________ M ineralogists, see: Geologists ____________________________________ Petroleum production occu pation s__________ M ining engineers _________________________________ M inisters, P rotestan t ____________________________ M issile assem bly m echanics, aircra ft, missiles, and sp a ce cra ft_____,__________________ M issile industry, occupations in the______________ M issionaries, see: C lergy_________________________ M ixers, baking in du stry__________________________ M odel makers, s e e : Instrum ent m akers__________ M olders ___________________________________________ S ee a ls o : A utom obile m anu factu ring occupations _____________________________ M olders, fou n dry _________________________________ M olding machine operators, baking in du stry____ M onitors, health physics, atom ic en ergy_________ M onotype caster operators, prin tin g (gra ph ic arts) _________________________________ M onotype keyboard operators, printing (g ra p h ic arts) _________________________________ M ortgage clerks, banking______________________ .... M otor vehicle operators, post office______________ M usic directors, radio and television ____________ M usic librarians, radio and television__ _________ M usicians and music teachers____________________ 620 620 620 620 141 484 453 438 586 665 685 129 672 114 182 531 526 181 593 457 466 586 466 593 575 399 399 602 794 694 694 214 N avigators, air tran sp ortation ___________________ N avy _____________________________________________ N ew spaper reporters ___ N uclear reactor operators, atom ic en ergy________ N urse educators __________________________________ Nurses, industrial ________________________________ Nurses, licensed v oca tion al_______________________ N urses, p ractical _________________________________ N urses, registered profession al_________________ N u rsin g a i d s ______________________________________ N utritionists _______________________________ 537 787 255 575 51 51 328 328 50 328 143 D ietitians ___ Home econom ists _______________________ 90 240 See a ls o : O bservers, petroleum production ________________ O ccupational health n urses_____________________ O ccupational therapists __________________________ O ceanographers, see: G eophysicists______________ 672 51 82 132 OCCUPATIONAL OUTLOOK HANDBOOK Office boys and girls, s e e : Clerical occupations— 276 Office machine operators___________________ 283 Office machine servicemen___________________ 419 Office nurses _______________________________ 50 Offset pressmen, printing(graphic arts)_______ 407 Operating engineers ________________________ 359 Operations agents, air transportation_________ 555 Operatives, s e e : Semiskilled workers_____________________ 336 Factory occupations ____________________ 497 Operators, telephone________________________ 748 Optical laboratory mechanics________________ 511 Opticians, dispensing _______________________ 511 Optometrists _______________________________ 75 Orderlies __________________________________ 328 Organic chemists ___________________________ 118 Ornamental-iron workers ___________________ 364 Osteopathic physicians __________ 80 Outside production inspectors, aircraft, missiles, and spacecraft___________________ 531 Overmen, baking industry___________________ 593 Over-the-road truckdrivers __________________ 477 Oxygen cutters_____________________________ 521 Packaging engineers, pulp, paper, and paper products industry ________________________ 686 Pages, banking_____________________________ 603 Painters ___________________________________ 349 Aircraft, missile, and spacecraft occupations ____________________ 532 S e e a ls o : Railroad bridge and building workers__ 729 Painters, production ________________________ 503 S e e a ls o : Automobile manufacturing occupations ____________________ 587 Paleontologists, s e e : Geologists _____________________________ 129 Petroleum production occupations________ 672 Paper, and paper products industry occupations ______________________________ 682 Paper engineers, pulp, paper and paper products industry ________________________ 686 Paperhangers ______________________________ 349 Paper machine operators, pulp, paper, and paper products industry___________________ 684 Paper sorters and counters, pulp, paper, and paper products industry_______________ 685 Parcel post carriers, post office_______________ 794 Parole officers, s e e : Social workers___________ 270 Passenger attendants, railroad_______________ 716 Pastors, s e e : Clergy________________________ 181 Pathologists _______________________________ 143 S e e a ls o : Agricultural occupations_______ 766 Patrolmen, see: Policemen.__________________ 317 Pattern graders, apparel industry____________ 558 Patternmakers _____________________________ 470 S e e a ls o : Automobile manufacturing occupations ________________________ 586 Patternmakers, apparel industry__ __________ 558 PBX installers and repairmen, telephone______ 746 INDEX II Peanut growers _____________________________ Perforator operators, petroleum production___ Performing arts _____________________________ Peripheral equipment operators, s e e : Electronic computer operating personnel_______________ Personnel workers ___________________________ Petrographers, s e e : Geologists_______________ Petroleum engineers, s e e : Mining engineers ______________________ Petroleum production occupations________ Petroleum geologists _______________________ S e e a ls o : Petroleum production occupations ________________________ Petrologists, s e e : Geologists________,_________ Petroleum production and refining occupations Pharmacists _______________________________ Pharmacologists _________________ Photoengravers, printing (graphic arts)________ Photographers ______________________________ S e e a l s o : Listing under cameramen, printing (graphic arts) _____________________ Phototypesetting machine operators___________ Physical and earth sciences __________________ Physical chemists __________________________ Physical geographers _______________________ Physical meteorologists _____________________ Physical science aids, s e e : Technicians_________ Physical therapists _________________________ Physicians _________________________________ Physicists _________________________________ S e e a ls o : Atomic energy occupations___________ Electronics manufacturing occupations., Physicists, health, atomic energy______________ Physicists, radiological, atomic energy_________ Physiologists ______________________________ Physiotherapists ___________________________ Phytopathologists __________________________ Picklers, forge shop_________________________ Piercer machine operators, iron and steel industry ___________________________ Pilots and copilots, air transportation_________ Pipefitters _________________________________ S e e a ls o : Automobile manufacturing occupations ____________________ Industrial chemical industry occupations ______________________ Iron and steel industry occupations___ Petroleum refining occupations_____ Pulp, paper, and paper products industry occupations____________ Plainclothesmen, s e e : Policemen_____________ Plane-table operators, petroleum production___ Plant and animal husbandry specialists, s e e : Agricultural occupations __________________ Plant pathologists __________________________ Plasterers _________________________________ S e e a ls o : Railroad bridge and building workers _________________________ 823 761 674 214 287 204 129 114 672 128 672 129 670 57 144 401 258 399 116 118 238 135 158 94 54 120 570 625 574 574 144 94 144 474 664 539 352 588 647 665 678 686 318 672 767 144 367 729 Platemakers, prin tin g (g ra p h ic a r ts )__________ Platers, s e e : A ircra ft, missile, and sp acecraft occupations _____________________________ A utom obile m an u factu rin g occupations_____ Plum bers _________________________________________ See also : R ailroad bridge and building workers _________________________________ P o d ia tr is ts ________________________________________ Policemen and policew om en______________________ P olicy change clerks, insurance__________________ P olicy w riters, insurance________________________ Polishers, autom obile m an u factu rin g___ ________ Political scientists ________________________________ Portable equipm ent operators, railroad_________ Porters, hotel _____________________________________ Porters, pullman, ra ilroa d _______________________ P ortrait photographers __________________________ Postal inspectors ________________________________ Postm asters ______________________________________ Post office o c c u p a tio n s ____________________________ Pou ltry fa r m e r s __________________________________ Pourers, see: Autom obile m anu factu ring occupations____ F oundry occupations _______________________ Iron and steel industry occupations_________ Pow er brake operators, a ircra ft, missiles, and sp acecraft _________________________________ Pow er hammer operators, a ircra ft, missiles, and sp acecraft _________________________________ Pow er linemen, electric ligh t and pow er_________ Pow erplant installers, a ircra ft, missiles, and sp acecraft _________________________________ Pow erplant mechanics, air tran sp ortation _______ Pow erplant occupations, electric light and pow er ______________________________________ Pow er shear operators, a ircra ft, missiles, and sp acecraft _________________________________ Pow er truck operators____________________________ Practical nurses and au xiliary nursing w ork ersPressers, apparel in du stry_______________________ Press feeders, prin tin g (g ra p h ic a r ts )___________ Pressing occupations, apparel industry__________ Pressmen, cylinder, prin tin g (g ra p h ic a r t s )_____ Pressmen, platen and job , p rin tin g (gra ph ic arts) _________________________________ Press photographers ____________________________ Press smiths, fo rg e shop__________________________ Priests, Rom an C ath olic__________________________ Printer slotter operators, pulp, paper, and paper products in du stry_______________________ Printing (g ra p h ic a rts) occupations ____________ P rinting pressmen and assistants________________ Private duty nurses_______________________________ Private secretaries _______________________________ Probation and parole officers, s e e : Social w orkers ________________________________________ Producers, program , radio and television ________ Production m anagers, ad vertisin g_______________ Production painters _____________________________ 407 530 587 352 729 85 317 654 654 587 176 727 634 716 258 790 789 788 759 586 464 662 529 529 617 531 548 613 529 501 328 561 405 561 405 405 259 473 184 685 392 405 50 278 270 693 195 503 OCCUPATIONAL OUTLOOK HANDBOOK 824 Production planners, aircraft, missiles, and spacecraft ____________________ Production technicians, s e e : Industrial engineering technicians _____________________ Professors, college and university______________ Profile cutting torch operators, aircraft, missiles, and spacecraft_____________________ Program assistants, radio and television_________ Program directors, radio and television__________ Program producers, radio and television_________ Programmers, electronic computer______________ Proof machine operators, banking______________ Proofreaders, printing (graphic arts)___________ Property and casualty insurance agents and brokers_______________________________ Prospecting drillers, petroleum production____ Prospecting geophysicists _____________________ Protective service occupations_________________ Protestant clergymen _________________________ Provers, printing (graphic arts)________________ Psychiatric aids, s e e : Practical nurses and auxiliary nursing workers___________________ Psychiatric social workers____________________ Psychologists _______________________________ Public assistance workers, s e e : Social workers.... Public health nurses________________________ Public relations workers______________________ Pullman conductors, railroad___________________ Pullman porters and passenger attendants, railroad __________________________________ Pulp, paper, and paper products industry occupations _______________________________ Pumpers, petroleum production________________ Pumpmen, petroleum refining__________________ Punch press operators, s e e : Aircraft, missile, and spacecraft occupations _________________________ Automobile manufacturing occupations____ Purchasing agents____________________________ Rabbis _____________________________________ Rack clerks, hotel____________________________ Radar technicians, s e e : Electronic technicians ___ Radiation monitors, atomic energy_____________ Radio and television announcers________________ Radio and television broadcasting occupations__ Radiographers, atomic energy__________________ Radioisotope-production operators, atomic energy ___________________________________ Radiological physicists, atomic energy__________ Radio operators, ground, air transportation____ Radio repairmen _____________________________ Railroad clerks ______________________________ Railroad conductors __________________________ Railroad occupations _________________________ Ranchers ___________________________________ Real estate salesmen and brokers_______________ Realtors _____________________________________ Receiving inspectors, aircraft, missiles, and spacecraft _____________________________ 529 162 43 529 694 693 693 261 602 398 304 672 132 311 182 401 328 269 266 268 50 207 716 716 682 674 678 529 586 210 186 639 161 575 699 691 576 576 574 554 440 722 713 704 758 307 308 531 R ecording technicians, radio and television_____ Redcaps, railroad ___________________________________ R eference librarians _______________________________ R efrigera tion m echanics ___________________________ Regional geographers ____________________________ Registered professional n u rses_____________________ Rehabilitation workers, see: Social w orkers____ R einforcing-iron w orkers, building trad es________ Repairm en, see: Body and fender repairm en, autom obile____ Industrial m achinery repairm en____________ Instrum ent repairm en ______________________ Jew elry r e p a ir m e n _____________________________ Telephone and P B X repairm en ________________ W atch repairm en _____________________________ See also : Listings under M echanics and under Servicem en R eporters, newspaper ______________________________ Research directors, ad vertisin g_____________________ Research w orkers, a gricu ltu ral_____________________ Research w orkers, m arketing______________________ Reservation clerks and agents, see: A ir transportation occu pation s______________ H otel occupations _____________________________ Resistance-w elding operators ______________________ See also : Autom obile m anu factu ring occupations ______________________________ 701 723 251 411 238 50 270 364 Restaurant occupations _____________________________ Retail salesmen and salesw om en________________ Rew rite men, see: N ew spaper reporters_________ R ig builders, petroleum production ________________ Riveters, a ircra ft, missile, and s p a c e c r a ft______ Rocket assem bly mechanics, a ircra ft, missiles, and sp a cecra ft_________________________ Rodmen, see: R ein forcin g-iron w orkers_________ Rodmen, petroleum production _____________________ Roller pressers, apparel in du stry___________________ Rollers, iron and steel industry_____________________ R olling mill attendants, iron and steel industry _ _ Roll turners, iron and steel in du stry_____________ Rom an Catholic priests___________________________ R oofers ___________________________________________ Room and desk clerks, h otel_____________________ R otary drillers, petroleum production _____________ R otary doorm en, petroleum production ____________ Roughnecks, petroleum produ ction _________________ Roustabouts, petroleum production ________________ Routemen ________________________________________ See also: Baking industry occu pation s_____ Routers, printing (g ra p h ic a r t s )____________________ Route salesmen, see: Routem en_________________ Rural carriers, post office___________________________ Rural sociologists, s e e : A gricu ltu ral occupations _____________________________________ Safety technicians __________________________________ Sailors, see: N a vy _______________________________ Sales clerks, retail store____________________________ Sales engineers, see: M a n u fa c t u r e d salesmen _ _ Sales m anagers, see: Hotel occupations _____________________________ 730 292 255 672 530 417 428 430 433 746 443 255 195 769 200 555 639 521 587 531 364 672 561 663 664 665 184 370 639 673 673 673 673 484 594 401 484 793 767 164 787 292 297 642 825 INDEX II Radio and television broadcasting occupations _____________________________ Salesmen and saleswomen, s e e : L ife insurance agents_______________________ M an ufacturers’ salesmen ------------------------------P roperty and casualty insurance agents and brokers _____________________________ Radio and television occu pation s____________ Real estate salesmen and brokers___________ Salesmen and saleswomen in retail stores ... Salesmen in wholesale trad e________________ Sales occupations __________________________ Sam ple stitchers, apparel industry______________ Sam ple-taker operators, petroleum p rodu ction .... Sandblasters, fo r g e shop__________________________ Sandblasters, fou n dry ___________________________ Sand m ixers, fou n d ry ____________________________ Scenic designers, television______________________ School counselors ________________________________ School social w ork ers____________________________ Scientists, biological ____________________________ Scientists, physical and earth ___________________ Scientists, soil ___________________________________ Scouts, petroleum production _____________________ Sealers, electronics m anu factu ring______________ Secondary school teach ers_______________________ Secretaries, stenographers, and typists__________ Seism ologists, s e e : G eophysicists_______________ Semiskilled w orkers, in dustrial_________________ Service assistants, telephone_____________________ Servicem en, see: A ppliance servicem en _______________________ Business m achine servicem en________________ Television and radio servicem en____________ Service occupations _________________________ Setup men (m achine to o ls )______________________ Sewers, hand, apparel industry__________________ Sew ing machine occupations, apparel industry ... Sew ing machine operators, s e e : A pparel industry occupations_______________ A utom obile m anu factu ring occu pation s____ Shakeout men, s e e : Autom obile m anu factu ring occupations____ Foundry o c cu p a tio n s _________________________ Shapers, apparel industry_______________________ Shearmen, iron and steel in d u stry .-/.____________ Sheet-metal w orkers ____________________________ See also: A irc ra ft, missile, and sp acecraft occupations ________________________ Railroad shop trad es____________________ Shooters, petroleum production _________________ Shop trades, ra ilroa d ____________________________ Signal departm ent w orkers, ra ilroa d ___________ Signal m aintainers, ra ilroa d _____________________ Signalm en, railroad _____________________________ Silk screen operators, electronics m anu factu ring _________________________________ Singers and singing teach ers_____________________ Skilled w orkers, in dustrial_______________________ 696 301 297 304 696 307 292 295 291 558 674 474 464 463 694 46 269 140 116 763 672 628 40 277 132 336 748 413 419 440 311 459 560 559 559 587 586 464 559 664 375 529 724 672 724 726 726 726 627 218 333 Skipmen, iron and steel in du stry________________ Slaggers, iron and steel in du stry________________ Slate roofers, building trad es____________________ Slicing m achine operators, baking industry_____ Soaking pit cranem en, iron and steel industry___ Social casew orkers _______________________________ Social group w ork ers_____________________________ 661 661 370 594 663 269 270 Social s c ie n c e s ____________________________________ Social w orkers ___________________________________ Sociologists ______________________________________ Sociologists, rural, see: A gricu ltu ral occupations _____________________________________ Soil conservationists ____________________________ Soil scientists ___________________________________ Soldiers, see: A rm y ______________________________ Sorting machine operators_______________________ Sound technicians, radio and television__________ S p acecraft occupations __________________________ Special delivery carriers, post office____________ Specialty farm operators________________________ Specifications w riters, s e e : Technical w riters, electronics m anu factu ring ____________________ Sprayers, autom obile m a n u factu rin g___________ Spreaders, apparel in du stry______________________ Stage m anagers, radio and television___________ Star route carriers, post office__________________ State and local governm ent em ploym ent_______ Station agents, air tran sp ortation _______________ Station agents, ra ilroa d __________________________ Stationary engineers ____________________________ See also: Pulp, paper, and paper products industry occupations __________________ Stationary firemen (b o ile r )______________________ Station installers, telephone_____________________ Statisticians ______________________________________ 169 268 178 767 765 763 786 284 694 526 789 761 624 587 559 694 789 781 555 721 518 686 504 746 151 See also: A ctuaries _______________________________ M athem aticians _________________________ Steam fitters, see: Plum bers and pipefitters____ Steel industry occu pation s_______________________ Steel purers, iron and steel in du stry_____________ Stenographers ___________________________________ Stenotype operators _____________________________ Stereo typers, p rin tin g (gra ph ic a r ts )___________ Stewardesses and stewards, air tran sportation.... Stew ards, railroad dining ca r ____________________ Stillmen, petroleum refining_____________________ Stock chasers, autom obile m a n u factu rin g______ Stock clerks, autom obile m a n u factu rin g_________ Stock house larrym en, iron and steel industry___ Stock house men, iron and steel industry_________ Stonehands, s e e : Im posers, prin tin g (gra ph ic arts) _________________________________ Stonemasons _____________________________________ Stonemen, s e e : Im posers, prin tin g (graphic arts) _________________________________ Stove tenders, iron and steel industry___________ Stratigraphers, see: G eologists_________________ Stretch press operators, a ircra ft, missiles, and sp acecraft _________________________________ 154 148 353 658 662 278 278 403 545 719 678 588 588 661 661 398 387 398 661 129 529 826 OCCUPATIONAL OUTLOOK HANDBOOK Stripper-cranem en, iron and steel industry_____ Strippers, prin tin g (gra ph ic a r ts )_______________ Structural geologists ____________________________ Structural-, ornam ental-, and rein forcin g iron w orkers ____________________________________ Studio supervisors, radio and television_________ Substation operators, electric ligh t and pow er. _ _ Supercalendar operators, pulp, paper, and paper products in du stry_______________________ Su rfacers, optical goods__________________________ Sw itchboard operators, telephone________________ Sw itchboard operators, electric ligh t and pow er ___________________________________________ Sw itchers, petroleum produ ction _________________ Switchmen, railroad _____________________________ Switchmen, telephone ___________________________ Synoptic m eteorologists _________________________ 662 407 129 T abulating machine operators____________________ T ailorin g occupations, apparel industry_________ T ailors, apparel in du stry_________________________ Tape librarians, see: E lectronic com puter operating personnel ___________________________ T axi drivers ______________________________________ Teachers, college and u niversity_________________ Teachers, dancing ________________________________ Teachers, dram a _________________________________ Teachers, high school____________________________ Teachers, kindergarten and elem entary sch ool___ Teachers, music __________________________________ Teachers, secondary school_______________________ Teachers, singing ________________________________ 284 560 560 Teaching __________________________________________ Technical artists, electronics m a n u fa ctu rin g ____ Technical illustrators, a ircra ft, missiles, and sp acecraft _________________________________ Technical w riters, s e e : A irc ra ft, missile, and sp acecraft occupations __________________ E lectronics m anu factu ring occu pation s_____ Technicians, dental laboratory___________________ 35 625 Technicians, engineering and physical science 364 694 617 685 512 748 614 674 715 742 135 288 494 43 224 221 40 37 214 40 218 529 529 625 73 158 See also: A irc ra ft, missile, and sp acecraft occupations ________________ A tom ic energy occupations_____________ D ispensing opticians and optical laboratory mechanics ______________ E lectronics m anu factu ring occupations Industrial chem ical industry occupations ________________________ Iron and steel industry occu p a tio n s___ Petroleum refining occu p ation s______ Pulp, paper, and paper products industry occupations _____________ Technicians, m edical X - r a y ______________________ Technologists, m edical ___________________________ Tectonophysicists, see: G eophysicists___________ Telegraphers, telephoners, and towerm en, railroad ________________________________________ 528 569 511 624 647 665 678 686 63 67 133 719 Telephone and P B X installers and repairm en ___ Telephone central office cra ftsm en _______________ Telephone central office equipm ent installers___ Telephone installers _____________________________ Telephone o c cu p a tio n s ____________________________ Telephone operators _____________________________ Telephone repairm en ______________________________ Telephoners, railroad ____________________________ Teletypesetters, prin tin g (g ra p h ic a r ts )_________ Teletypists, air tran sp ortation __________________ Television announcers ___________________________ Television broadcasting occupations____________ Television repairm en ____________________________ Tellers, banking _________________________________ Terrazzo w orkers, building trad es_________________ Testboardm en, telephone _______________________ Testers, see: In spectors__________________________ Therm al cutters (oxygen and a r c ), see: W elders ________________________________________ Therapists, occupational ___________________________ Therapists, physical _____________________________ Thread trim m ers and cleaners, apparel industry _________________________________________ Ticket agents, air tran sp ortation ________________ Tile roofers, building trades______________________ Tile setters, building trad es______________________ Tim e salesmen, radio and television _____________ Tinners, electronics m a n u factu rin g ______________ Tobacco grow ers ___________________________________ Tool and die m akers_______________________________ 746 742 750 746 739 748 746 719 400 554 699 692 440 604 381 742 499 521 82 94 560 555 370 381 695 627 761 454 See a l s o : A irc ra ft, missile, and sp acecraft occupations _________________________ Autom obile m a nu factu ring occupations _________________________ E lectronics m anu factu ring occupations ________________________ Iron and steel industry occupations____ Pulp, paper, and paper products industry occupations ______________ Tool designers, see: M echanical engineering te ch n icia n s________________________________________ Toolm akers, electronics m a n u factu rin g__________ Tool pushers, petroleum production ______________ Towerm en, railroad _________________________ Tracers, see: D ra ftsm en _____ ____________________ Trackm en, railroad _________________________________ Track w orkers, railroad _____________________________ Traffic agents and clerks, air tran sp ortation ____ Traffic controllers, a ir p o r t_________________________ Traffic controllers, a ir-rou te________ Traffic m anagers, in du strial________________________ Traffic m anagers, radio and telev ision ___________ Traffic representatives, air tra n sp orta tion ______ Train directors _____________________________________ Train dispatchers __________________________________ Trainm en, see: Brakem en, ra ilroa d ________________ T ran scribin g m achine op erators_______________ .... T ran sfer clerks, post office_________________________ T ransit clerks, ba n k in g _____________________________ 530 586 627 664 685 163 627 673 719 233 727 727 555 552 552 198 693 555 720 705 715 278 797 602 827 INDEX II Transm ission and distribution occupations, electric ligh t and pow er_______________________ T reaters, s e e : Petroleum production occu pation s__________ Petroleum refining occupations______________ Trim m ers, apparel in du stry______________________ Trim m ers, autom obile m a n u factu rin g ___________ Trim m ers, fo r g e shop_____________________________ Troublem en, electric ligh t and pow er___________ T ruckdrivers, local _______________________________ T ruckdrivers, over-the-road _____________________ T ruckdrivers, m otor vehicle operators, post office ______________________________________ T rust officers, banking___________________________ Tube benders, a ircra ft, missiles, and sp a cecra ft ______________________________________ Tum bler operators, fou n d ry ______________________ Turbine operators, electric light and pow er_____ Typesetters, hand, p rin tin g (gra ph ic a r ts )_____ T ypesettin g m achine operators, prin tin g (gra ph ic arts) _________________________________ T ypew riter servicem en __________________________ Typists ____________________________________________ See also: Insurance clerks___________________ 616 674 678 560 587 474 618 482 477 790 605 530 464 613 398 398 421 277 653 U nderw riter clerks, insurance____________________ U nderw riters, insurance _________________________ United States G overnm ent occu pation s_________ U niversity teachers ______________________________ Unskilled w orkers, in dustrial____________________ U psetterm en, fo rg e shop_________________________ 654 654 773 43 338 473 V eterinarians _____________________________________ Vocational agriculture teachers, see: A gricu ltu ral occupations ______________________ V ocational counselors ____________________________ V ocanologists, see: G eophysicists_______________ 78 769 46 132 W aiters and w aitresses___________________________ See also: R ailroad dining car w a iters______ W aste disposal men, atom ic en ergy______________ W aste-treatm ent operators, atom ic en ergy_____ 732 719 576 576 W atch engineers, electric ligh t and pow er_______ W atchm akers _____________________________________ W atch repairm en _________________________________ W eather forecasters, see: M eteorologists_______ W elders and oxygen cu tters______________________ See also: A irc ra ft, missile, and sp acecraft occupations ________________________ Electronics m anu factu ring occupations,. Iron and steel industry occu pation s____ Petroleum refining occupations_______ W elders, electric-arc _____________________________ See also: A utom obile m anu factu ring occupations _____________________________ W elders, gas ______________________________________ 615 443 443 135 521 530 626 665 678 521 587 521 See also: Autom obile m anu factu ring occupations _____________________________ W elding operators, resistan ce____________________ 587 521 See also: A utom obile m a nu factu ring occupations _____________________________ W elfa re workers, see: Social w orkers___________ W ell pullers, petroleum production _______________ W heat farm ers __________________________________ W holesale salesmen _____________________________ W ire chiefs, railroad_____________________________ W ire draw ers, iron and steel industry___________ W ood patternm akers, fou n d ry ____________________ W ood technologists, see: F oresters______________ W ork distributors, apparel industry______________ W rappin g machine operators, baking industry. .. W riters, editorial, see: N ew spaper rep o rte rs___ 587 269 675 760 295 720 664 470 235 560 594 255 W riters, technical, see: A irc ra ft, missile, and sp acecraft occupations _____________________________ 529 E lectronics m anu factu ring occu pation s_____ 625 X -ra y technicians, m edical_______________________ 63 Y ard forem en, ra ilroa d ___________________________ 713 Z o o lo g is ts _______________________________,__________ 142 Other BLS Publications Useful to Counselors The occupational outlook publications issued by the Bureau of Labor Statistics for use in vocational counseling include several types of reports besides the Occupa tional Outlook Handbook. These publications are as follows: Published four times during each school year, to keep readers current on developments affecting employment trends and outlook between editions of the Handbook. Presents the results of new occupational outlook studies by the Bureau of Labor Statistics. Also re ports on projects and studies of special interest to counselors conducted by other bureaus of the U.S. Department of Labor and other Government agencies. May be ordered by using form on page 830. OCCUPATIONAL OUTLOOK QUARTERLY: (Reprints from the Occupational Outlook Handbook) : For use by persons interested in particular occupations or in dustries and by counselors and librarians who keep a file of occupational information materials. The occupational reports in the Handbook are re produced in this series of reprints, each of which covers either a single occupation, an industry, or a group of related occupations. A list of the reprints, with prices, is contained in the latest List of Occupational Out look Publications (which may be obtained by using request form on page 830). OCCUPATIONAL OUTLOOK REPORT SERIES Sent free of charge to all schools, organizations, and individuals on the occupational outlook mail ing list. Each of the briefs describes the employment outlook in a major group of occupations or an industry. Wall charts, suitable for bulletin board or classroom display, graphically emphasize the salient facts about important occupations and industries. The available briefs and wall charts are listed in the latest List of Free Occupational Outlook Publications. Form on page 830 may be used to request this list and to have name placed on mailing list. OCCUPATIONAL OUTLOOK BRIEFS AND WALL CHARTS: These reports contain detailed information on employment trends and outlook in major occupations and industries, and such related subjects as labor force trends, unemployment, occupational mobility, and length of working life. Reports are issued at irregular intervals; announcements of these publications are sent to persons on the occupational outlook mail ing list. Current information on employment and earnings in different parts of the country can be obtained from three other Bureau of Labor Statistics publications: SPECIAL REPORTS: Monthly report giving employment statistics for in dustries in each State and metropolitan area, as well as national figures on employment, earnings, hours of work, and labor turnover in different industries. Also includes the monthly report on the labor force, described in the following paragraph. May be ordered by using form on page 830. EMPLOYMENT AND EARNINGS: 828 829 INDEX II Monthly release analyzing the current em ployment situation. Contains summary of national data on size and char acteristics of the labor force and unemployment; national data on em ployment, hours and earnings of employees on payrolls of nonfarm establishments; and State and area data for insured unemployment. This publication is available without charge upon written request to the Bureau of Labor Statistics, U.S. Department of Labor, Washington 25, D.C. MONTHLY REPORT ON JHE LABOR FORCE: These reports include figures on average earnings and employment in selected occupations and major industries and labor market areas. Also report weekly working hours for some groups of work ers and customary practices regarding pensions, vacations, holidays, and sick leave. List of available Occupational Wage Surveys may be obtained by using the form on page 830. OCCUPATIONAL WAGE SURVEYS: 830 OCCUPATIONAL OUTLOOK HANDBOOK Request Form U.S. Department of Labor, Bureau of Labor Statistics, Washington 25, D.C. | | Place my name on the mailing list for Occupational Outlook Briefs, wall charts, and other occupational materials. ( N .—If you receive mail with the number 322 below your address, your name is already on this mailing list.) ote Please send me the latest— | | List of Occupational Outlook Publications | | List of Occupational Outlook Report Series | | List of Occupational Wage Surveys | | Monthly Report on the Labor Force Nam e_______________________________ Position . School or agency____________________________________________________________ Street address______________________________________________________________ City_________________________________ Zone No________ State_________________ Order Form Send to: Superintendent of Documents, Washington 25, D.C., or to a Regional Office of the Bureau of Labor Statistics, U.S. Department of Labor, at any of the following addresses: 18 Oliver St., Boston 10, Mass. 1371 Peachtree St., N.E., Suite 540, 341 Ninth Ave., New York 1, N.Y. Atlanta 9, Ga. 630 Sansome St., San Francisco 11, Calif. 105 West Adams St., Chicago 3, 111. (Make checks or money orders payable to the Superintendent of Documents. Do not send stamps.) Please send me the following publications of the Bureau of Labor Statistics: T itle Q u a n tity OCCUPATIONAL OUTLOOK QUARTERLY - Annual subscription ($1, domestic; $1.25, foreign; 30 cents a copy) A m ount ________ $________ ________ ________ EMPLOYMENT AND EARNINGS - Annual subscription ($3.50, domestic; $5.00, foreign; 45 cents a copy) OCCUPATIONAL OUTLOOK HANDBOOK - 1961 edition ($4.50 a copy) YY U. S. G O V E R N M E N T P R I N T I N G O F F I C E : 196 1 -----O 5 9 8 4 1 7
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