Full text of Salary Structure Characteristics in Large Firms, 1963 : Bulletin of the United States Bureau of Labor Statistics, No. 1417

The full text on this page is automatically extracted from the file linked above and may contain errors and inconsistencies.

Salary Structure
Characteristics in
Large Firms, 1963

Bulletin No. 1417

U N IT E D S T A T E S D E P A R T M E N T O F
W . W illa r d W irtz, S ecreta ry

BUREAU OF L AB O R STATISTICS
Ewan Clague, Commissioner

LABOR




S a la ry

S tr u c tu r e

C h a r a c te r is tic s
L a rg e

in

F i r 1m9 6 s ,
3

August 1964

Bulletin No. 1417
U N IT E D S T A T E S D E P A R T M E N T O F

LABOR

W . W illa r d W ir tz , S e cre ta ry

BUREAU OF L A B O R STATISTICS
Ewan Clague, Commissioner

For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 20402 - Price 30 cents










Preface
This bulletin presents the results of a survey of
the practices of private enterprise in the design and use
of salary structures relating to white-collar occupations.
This study, m a d e by the Bureau of Labor Statistics, was
conducted by means of personal visits of Bureau field
economists during the first half of 1963. The study was
limited to companies having formal salary administration
plans with established salary ranges (minimums and m a x i m u m s specified) for a series of pay grades or levels into
which all or most white-collar positions were classified.
The survey was conducted upon request of the B u ­
reau of the Budget and the Civil Service Commission for
use in Federal pay administration. Plans for the survey
were formulated by m e m b e r s of the staffs of these agen­
cies and the Bureau of Labor Statistics.
The Bureau of Labor Statistics wishes to express
its appreciation to the companies cooperating in this de­
tailed study, and to thank the m a n y officials called upon
to provide detailed explanations of salary policies and pro­
cedures, for their time and patience.
This study was conducted in the Bureau’ Division
s
of Occupational Pay, Toivo P. Kanninen, Chief, under the
general direction of L. R. Linsenmayer, Assistant C o m ­
missioner for Wages and Industrial Relations. The anal­
ysis was prepared by Louis E. Badenhoop with the assist­
ance of Paul A. Katz and Gunnar Engen.

m




C on ten ts

P ag e
Characteristics of the s u r v e y_______________________________________________
General characteristics of salary structures _______________________________
Basis for m o r e than one salary schedule_________________________________
Rationale for ingrade and intergrade r a n g e s _____________________________
U s e of formal job evaluation_____________________________________________
Application of salary schedules in multi establishment c o m p a n i e s ________
Y e a r in which present structures w e r e adopted or basically r e v i s e d _____
Cash bonuses and their effect on salary sc h e dules_______________________
Design of salary schedules _________________________________________________
Ingrade and intergrade differentials at selected salary levels____________
Ingrade and intergrade differentials for selected w o r k levels____________
N u m b e r of grades between selected w o r k levels_________________________
Skip-grade practices and extent of unoccupied g r a d e s ______________ ^_____
General revisions in salary schedules______________________________________
Occasions for revising salary schedules_________________________________
Size of adjustments ______________________________________________________
Maintaining ingrade and intergrade relationships________________________
Adjusting salaries to revised schedules __________________________________
Hiring rate provisions ______________________________________________________
Provisions for advancement within g r a d e s __________________________________
Merit (performance) reviews ____________________________________________
Length-of-service increases_____________________________________________
Limitations on within-grade increases___________________________________
U s e of step r a t e s ________________________________________________________
Anticipated time in g r a d e ________________________________________________
Increases beyond m a x i m u m of grade r a n g e _______________________________
Point in grade range representing m a r k e t v a l u e _________________________

1
2
3
3
4
4
4
5
5
5
6
7
7
8
8
8
8
8
9
9
9
10
10
10
10
10
10

Tables:
1.

N u m b e r of companies and establishments represented in survey,
n u m b e r of white-collar workers, and type of salary schedules,
by industry division_________________________________________________
2. Distribution of companies studied by geographic location of their
establishments in the United States _________________________________
3. Distribution of establishment salary schedules by rationale for
occupational coverage, n u m b e r of grades, intergrade differential
pattern, and ingrade range provisions______________________________
4. Distribution of establishment salary schedules by extent to which
formal job evaluation plans are used to assign positions to
g r a d e s ---- ------------5. Distribution of salary schedules of multi establishment companies,
by application a m o n g locations, differences a m o n g locations, and
basis of differences in established salary r a n g e s___________________
6 . Distribution of establishment salary schedules by year basic
f r a m e w o r k of present salary plan w a s a d o p t e d _____________________
7. Distribution of establishment salary schedules by types of changes
desired or contemplated in the basic salary p l a n ___________________




v

11
11

12

12

13
13
14

C o n t e n t s — C o n t in u e d

P ag e
T ab 1e s— C ont inu e d
. Distribution of establishment salary schedules by extent and
nature of provisions for cash bonus p a y m e n t s ______________________
9. Distribution of establishment salary schedules by m i n i m u m annual
rates of lowest grades of salary schedules covering clerical o c c u ­
pations and m a x i m u m annual rates of salary schedules covering
professional and administrative occupations ________________________
10. Distribution of establishment salary schedules by n u m b e r of whitecollar pay grades in each schedule__________________________________
11. M edian ingrade and intergrade percent spread in establishment
salary schedules for salary grades with m i n i m u m salaries nearest
to selected thousand dollar levels __________________________________
12. Distribution of establishment clerical salary schedules b y ingrade
percent spread for pay grades with m i n i m u m annual salaries
nearest to selected thousand dollar levels__________________________
13. Distribution of establishment professional— administrative salary
schedules by ingrade percent spread for pay grades with m i n i m u m
annual salaries nearest to selected thousand dollar levels__________
14. Distribution of establishment clerical— professional— administrative
salary schedules by ingrade percent spread for pay grades with
m i n i m u m annual salaries nearest to selected thousand dollar
levels ______________________________________________________________
15. Distribution of establishment professional— administrative and
clerical— professional— administrative salary schedules by ingrade
percent spread for pay grades with m i n i m u m annual salaries
nearest to selected thousand dollar levels__________________________
16. Distribution of establishment clerical salary schedules by inter­
grade percent spread for pay grades with m i n i m u m annual salaries
nearest to selected thousand dollar levels__________________________
17. Distribution of establishment professional— administrative salary
schedules by intergrade percent spread for pay grades with m i n i ­
m u m annual salaries nearest to selected thousand dollar levels____
18. Distribution of establishment clerical— professional— administrative
salary schedules by intergrade percent spread for pay grades with
m i n i m u m annual salaries nearest to selected thousand dollar
levels ______________________________________________________________
8

19.

20.

21.
22.

15

16
16

17

17

18

18

19

19

20

20

Distribution of establishment professional— administrative and

clerical— professional— administrative salary schedules by inter­
grade percent spread for pay grades with m i n i m u m annual salaries
nearest to selected thousand dollar levels_________________________
Medi a n ingrade and intergrade percent spread in establishment
salary schedules for salary grades representing selected levels
of w o r k _____________________________________________________________
Distribution of establishment salary schedules by ingrade percent
spread for pay grades representative of selected levels of w o r k ____
Distribution of establishment salary schedules by intergrade percent
spread for pay grades representative of selected levels of w o r k ____




vi

21

21
22
22

C o n t e n t s — C o n t in u e d

P ag e
Tables— Continued
23.
24.

25.
26.

27.

28.

29.
30.
31.

32.

33.

34.
35.
36.

37.
38.

Distribution of establishment salary schedules by n u m b e r of grades
between selected w o r k levels and salary schedule types____________
Distribution of establishment salary schedules by extent to which
grades are skipped for certain occupations, and the pattern of
skipped g r a d e s _____________________________________________________
Distribution of establishment salary schedules by extent and reasons
for unoccupied grades in schedules _________________________________
Distribution of establishment salary schedules, by frequency of
general adjustments, occasions for general adjustments, and
factors or standards determining size of adjustments______________
Distribution of establishment salary schedules by extent to which
conscious efforts are m a d e to preserve established relationships
within and between grades w h e n schedules are adjusted-----------Distribution of establishment salary schedules by m e t h o d of
adjusting salaries of employees w h e n salary schedules are
r e v i s e d _____________________________________________________________
Distribution of establishment salary schedules by provisions for
n o r m a l hiring rates and for above n o r m a l hiring rates _____________
Distribution of establishment salary schedules by basis of advance­
m e n t of employees within grade salary r a n g e s _____________________
Distribution of establishment salary schedules by extent and
characteristics of merit (performance) review prog r a m s , and p e r ­
cent of employees receiving ingrade salary increases under these
p r o g r a m s ___________________________________________________________
Distribution of establishment salary schedules by extent and nature
of established m i n i m u m and m a x i m u m increases permitted under
merit (performance) review pr o g rams, and by percent of cur­
rent rate p e r m i s s i b l e _______________________________________________
Distribution of establishment salary schedules by extent and
characteristics of provisions for ingrade salary increases other
than merit (performance) increases ________________________________
Distribution of establishment salary schedules by general limita­
tions established on ingrade a d v a n c e m e n t ____________________________
Distribution of establishment salary schedules by extent and nature
of step rates within salary ranges for g r a d e s _______________________
Distribution of establishment salary schedules by extent to which
the rationale for the within-grade range included an anticipated
time period for an employee to progress f r o m the m i n i m u m to
the m a x i m u m of a g r a d e ____________________________________________
Distribution of establishment salary schedules by provisions for
salary increases beyond regular grade r a n g e s ---------------------Distribution of establishment salary schedules by extent to which a
point within a grade range is recognized as representative of the
m a r k e t value of a job w h e n fully and competently p e r f o r m e d ________




vii

23

23
24

24

25

25
26
26

27

28

29
29
30

30
31

31




Salary Structure Characteristics in Large Firms, 1963
Characteristics
This
or

more,

( m i n i m u m

those

a

and

a

a

in w h i c h

but

not

m i n i m u m ,
further

services;

wholesale

and

velopment,

and

T h e

testing

universe

in th e

administrative,
tablishments

the

in

B u r e a u 1s

w e r e

approximately

ganizations,
T h e

m a t e

within

these

of

those

also

included

in

100

this

A s

indicated

approximately

m e nts

in

the

sample

W h e r e
sample,

of

in

o ccupa­
o c c u p a ­

a

similar

grades

with

grade.

in S t a n d a r d
in

the

electric,

M etropol­

following

gas,

insurance,

and

operated

of t h e s e

various

and

real

in­

sani­
estate;

research,

of

for

scope

salary

largely

f r o m

f r o m

selected

the

d e ­

of that

which

informa­

professional,

estimated

2, 9 0 0

survey,

and

industries
the

public

e s ­

1, 7 0 0

administration plans

Manufacturing

w e r e

that

accounted

remaining

utilities,

fourth

retail

o r ­

companies.
in

and

this

w e r e

in

the

however,

salary

of

structures
in the

a m o n g

the

sample

1961— 62

salary

w h e r e

the

salary
groups

represented

Further,

studied

in

survey

employment-size

survey.

actually

criteria,

developed

Of

establishments,

industries

1961— 62

1

within

with

study.

survey
w a s

salaries

m o r e

surveyed

represented

the

m o r e

salary

in

differed

in

one

table

1, 3 0 0 , 0 0 0
accounted
than

one

schedules

establishment w e r e

1

those

each
at

into

salary

additional

1961— 62

structures,

salary

of

all

establish­

establishments

survey

to

repre­

establishments

survey,

provided

w a s

approxi­

the

they

survey

of

w e r e

criteria

met.

ployed

each

of

companies

industries

survey

the

selected,

or

this

companies;

w e r e

meeting

establishments

of t h e

f r o m

companies

w e r e

by
for

insurance

various

approximately

finance,

for

each

commercially

survey

w o rkers

industries
and

scope

selected

sent

or

1, 0 0 0

p r o p o r t i o n that the

m e n t s
w a s

the

and

w e r e

series

Hawaii)

communication;

clerical occupations.

three-fourths

sample

selected f r o m

1961— 62

operated

banks,

a

for

levels

white-collar

establishments
(excluding

studied w a s

and

established

nonmanufacturing

study

m o s t

ranges

formal

occupations

into

established

trade;

of e s t a b l i s h m e n t s

technical,

criteria

grouped

or

of

established
of

or

laboratories.

employing

establishments

retail

w a s

grouping

w e r e

services;

of e s t a b l i s h m e n t s

tion o b t a i n e d

the

w o r k e r s

all

salary

grades

the

a

States

of

E x a m p l e s

of

l i m i t e d to

trade;

architectural

series

in

range

transportation;

established

majority

salary

United

for

1, 0 0 0

covering

inclusion

a

salary

a

in t h e

for

for

occupations

a

employing

plan

purposes.

representing

w a s

survey

engineering

for

separate

for

pay

criteria

grade

Manufacturing;

sample

for

salary

provides

specified)

the

for

establishments,

formal
plan

established

which

T h e

m e t

rates

m e e t

itan Statistical A r e a s

the

the

w e r e

in

m a x i m u m ,

tary

(2)

a

not

those

dustries;

and

(l)

classified

than

tion r a t h e r

selected

rates

single

tions;

are

to

having

m a x i m u m

did

which

level;

relates

occupations,

and

that

Survey

companies

positions

plans

the

survey

of

white-collar

which

of

or

1,

for

99

1962),




workers,

approximately

well
in t h e

as

of

included
wher e a s

575, 0 0 0
a

other

in

the

study

the

239

establish­

white-collar

c o m p a n y

features

tabulations,

of

whether

w a s
the
they

workers.

included
salary
w e r e

e m ­

in

plans
the

the
of

s a m e

characteristics.

S e e N a t i o n a l S u r v e y of Professional, A d m i n i s t r a t i v e ,

letin 1346,

companies

establishment
as

included

m o r e

the

white-collar

ta b l e 8.

1

Technical,

a n d C l e r i c a l Pay, W i n t e r

1 9 6 1 — 6 2 (BLS B u l ­

2

T h e
those

of

companies
the

9

salary

establishments
and

w e r e

of

M o s t
the

typically

approval

of

or

apply,

the

by

the

s a m e

to

careful

be

extent

or

a

of

in

plan,

it

w a s

types

of

single

all

the

least

99

2

Census.

of

T he

geographic
T he

of

administration
and

divi­

remaining

the

14

establishments

" m ust
of

policies
in

as

apply, "

be

the

being

for

or

plans

m a y

or

that

not

depar­

"require

that

procedures

flex­

example,

that

justified, "

information

and

these

plans

procedures,

"ordinarily

exists

at

the

State.

or

in

2).

m u c h

to

a

of

primarily

A m o n g

w a s

o b ­

generally

be

conveyed

of t h e

2 39

tions,

165

coverage.

primarily

at l e a s t

these

supervisory

distributed

and

each

included

engineers,

e m p l o y m e n t
as

as

for

top

covered

a

but

139

a m o n g

The

n u m b e r

of

61

the

1,

the

salary

special

various

types

posi­
and

of

76

excluded

established

schedules

The

it

m a j o r

schedules

positions,

for

approximate

schedules

w a s

Number of whitecollar employees

Total (239 establishments stu d ied)------

441

575, 500

C le ric a l--------------------------------------------------------Professional—
administrative---------------------------Clerical-professional—
administrative------------Other ------------------------------------------------------------

165
76

175,
194,
165,
39,

s o m e

of th e

formal

tions;

however,

salaries

the

follows:

Number of
schedules

In

to

clerical

schedules

only.

to

studied,

schedules

positions

to

salary

occupations

salary

special

two

order

the

according

r e l a t i n g to

primarily

the

In
of

establishments

categories

for

frequently

according

Although

administrative

they w e r e

of

company.

provisions

in t a b l e

and

specified

these

schedules

primarily

type.

each

a

each.

three

m a n a g e m e n t
by

of

or

p r o ­

occupations

provides

and

rate

all

m a y

salaries

white-collar

and

and

covering

structure

structure

salary
in

s h own

included

of

salary

varied
into

basis,

positions

for

positions

white-collar

this

groupings

and

various

t h e m

studied

of

rates

plan

m a x i m u m

structures

schedule

salary

establishment,

represented

of

and

establishments

the

to

salary

range

the

an

salary

group

O n

T h e

full

r e l a t i n g to p r o f e s s i o n a l

s o m e

three

technicians

within

a m o n g

m o s t

establishments

the

however,

of t h e

in e a c h

classify

refers

administration

with m i n i m u m

occupations

represented

study

company.

which

schedules

to

this
salary

the

frequently,

necessary

occupational

in

into

characteristics

to

in

formal

schedule

salary

Structures

used

a

characteristics

possible

f r o m

B u r e a u

policies

they

w e r e

located

single

(table

Since

Salary

grades

white-collar

levels

covering

salary

M o r e

basic
the

for

that

studied

location.

within

a

consideration, "

occupations

separate

tabulate

and

w e r e

salary

relates

as

under

pay

classified.
m o r e

w a s

U . S.

within

Written

flexibility

of

structure

single

series

vary

which

one

establishment

their

officials. "

Characteristics

established

for
a

are

to

the

area

indicate

presented

white-collar

vide

single

regard

qualified

Salary
ranges

for

a

warrants.

appropriate

by

w e r e

than

establishments

companies

be

could

had

defined

metropolitan

given

establishments

m o r e

tabulations.

General

m o s t

as

the

in

7 3

companies

occasion

"should

tained

study,

additional
10

companies

are

tures

the

represented

the

ible w h e n

2

of

either

within

in

in

operations

divisions

those

companies

applying

with

included

geographic

sion,

plans

companies

w e r e

level at w h i c h




establishments,

salary
in

schedule
m a n y

the

covering

instances,

determined
m a n a g e m e n t

on

an

upper
other

separate

individual

positions

m a n a g e m e n t
professional

w e r e

salary

basis

for

excluded

positions

and

ranges
higher
f r o m

800
600
800
300

the

w e r e

a

administrative
w e r e
level

part
posi­

established
positions.

salary

schedule

or
The
for

other

professional

m e n t s

studied.

professional
paid,

at

and

or

least

m o r e

tions.

in

ary

part,

the

21

for

tions

trative

and

the

the

single
such

as

the

the

Fair

nation

and

the

schedules

covering

and

separate

schedules

of

spects.

A

not

each
desire

positions

cited

s o m e

as

to

by

features
or
for

the
the

of s a l a r y

sponsibility
in

incumbents
and

velopment
by

an

or

A

on

a

the
of

"y"
a

in

in

the

m e t h o d

or

trend

geometric

of i n d i v i d u a l s
for

on

the

line.

w a s

in

for

that

which

the

others

m o s t

various

s o m e

r e ­

established

example,

w a s

followed

by

"nonexempt"

or

this
of

in

w a s

a

salary

representing

salaries.

of

T h e

evaluation

diagram.

next

grades

m a y

points,

Frequently,

patterns

as

of

skill

schedules

evaluated

is

step

or

there

such,

to

their

be

the

offi­

certain
years,

explanation

result

axis

of

earlier

recognizable

formal

n u m b e r

instances,

prevalent

"x"

differential

in

a d o p t i o n of

been

progression

in

primarily

for

w a s

the

have

T h e

grades
those

establish­

for

w e r e

In s o m e
to

by

T h e

n u m b e r

their

as

for

overlap

jobs

the

scatter

led

developed

by

after

with

intergrade

had

consultants.

representing
or

positions

to

clerical

the

and

policy

R a n g e s .2

that

the

with

such

established,

d e s ­

sched­

"nonexempt"

included

rates

This

T h e

exceptions

schedule

local

expla­
clerical

reasons.

Intergrade

schedule

dia g r a m

axis

other

This

grouped

m a y

one

provisions

139

T h e

a

between
than

" e x e m p t ”

schedules,

and

which

for

to

which

they

separate

w e r e

rates

determining

typical

a

and

m o r e

considerations

schedules.

they w e r e
by

establishments

salary

concern

and

because

scatter

rates

for

w e r e

separate

for

considerations

designed

grades

levels.

adopted

in

in

e x ­

schedules

schedules.
and

to

having

the

the

graduates,

policy

interrelated

separate
local

and

of

each.

instances

college

Other

positions

Ingrade

used

existing

arithmetic

clusterings
tionale

of

system

positions

of

exempt.

instances
to

for

within

116

"nonexempt"

in m a n y

c o m p a n y w i d e

o f all

plans

be

occupa­
adminis­

asked

subject

w e r e

positions

for

with

companies

in

or

establishing

employees

w e r e

resulted

sal­

positions

professional

differential

which

w e r e

given

to

having

w e r e

n u m b e r

veloped

for

a w a r e

schedules

evaluation

points

not

often

separate

and

employees

establishing

inexperienced

posi­

single

companies

Officials w e r e

for

of

those

there

positions.

schedule,

Rationale
cials w e r e

for

establishing

clerical

salary
reason

assigning

clerical

tended

for

for

Schedule.

companies

reasons

for w h i c h

a basis

officials

primarily

type,

the

however,

also

T h e

clerical a n d

professional— administrative

to

engineering

positions.

features

f r o m

positions

included

c l e r i c a l field

basis

a

positions.

occupations

in

m o s t
staffs

established

white-collar

features

designated

relate

also

having

various

schedules

m a d e

tabulations;

trainee

accounting

clerical

so

w e r e

primarily
in the

165

m a n y

the

for

as

for

f r o m

establish­

sales

had

schedule,

Act

such

and

78

salary

and

the

covering

administrative

one

prevalent

of

to

Salary

and

than

separate

the

w h e n

criteria

schedules

ing

of

given

study,

rationale

grades

officials

but

in

m a n a g e m e n t

the

Standards

with

individual

m o r e

the

recorded

levels,

schedule

O n e

m o s t

to

by

128

although

as

of

w a s

usually

legal

T h a n

T h e

given

schedules
ignations
ules,

3).

of

in

w e r e

positions

an

executives

professional,

companies

w o r k

on

having

well

Labor

w a s

of

formal

levels

for

as

schedule

a

M o r e

n u m b e r

(table

salary
of

for

rationale

schedule,

grades

range

a m o n g

schedules

basis.

that

large

salaries

higher

Basis
plain

s o m e

f r o m

sales

represented

companies

had

determined

w e r e

clerical,

of the w h i t e - c o l l a r

example,

and

for

varied widely

excluded

positions

companies

a wide

proportion

positions

c o m m o n l y

c o m m i s s i o n

schedules

included

that e n c o m p a s s e d

which,

a

remaining

schedule

a high

on

99

salary

T h e

administrative
positions

administrative

A m o n g
two

and

Other

the

job

or

r e ­

are

d e ­

plot

all

evaluation
is

the

d e ­

determined
the
w a s

logical
no

ra­

differential

2 Intergrade range refers to the percent by which the minimum salary of a given grade exceeded the minimum
salary o f the next higher grade and the ingrade range refers to the percent by which the maximum salary exceeds the
minimum salary of a given grade.




4

being

determined

within-grade

f r o m

ingrade

ranges.

ingrade

ranges

viduals

the

plans

of

grade

w e r e

to

a

Job

assign

positions

of e a c h

type

the

covered
ering

and

s a m e
the

related

to v a r y

clerical

clerical,

companies,

31

positions

by

applied

of

schedules

a m o n g
salaries

fairly

on

a

ranges,
in

the

the

only

salary

the

of

and

rates

paid

in

however,
tures,

m a j o r

and

salary

by

in

which

shown

plans

trative
to

in

first

by
a

6

for

applying

type

two-thirds




of

the

grades

to

the

type

clerical
w e r e

in
of

n u m b e r

differed

or

grades,

In

based

establishing

the

the

industries

various

grade

to

the

of

considering

the

area

applied

During

and

II.
basic

f r a m e w o r k

salary

schedules

and

of

the

basically

the

following
of

the

existing
for

established

year

structure

Approximately

the
war,

struc­

white-collar

positions

T h e

as

Revised.

meeting

administrative

positions.

schedule.

professional— administrative

with

clerical

almost

Basically

structures

office

such

or

to

largest

schedules.

structures

and

establish­

primarily

policy

f r a m e w o r k

schedules

adopted

of

a m o n g

w e r e

salary

salary

salary

and
that

Adopted

the

for

m i n i m u m

differences

W e r e

formal

the

varied

c o m m o n

applied

professional

schedule

grades.

m o s t

formal

first f o r

for

the
that

industries

in

W a r

in

F o r m a l

adopted

revision

each

schedules

m a d e

of

a l though the

type,

W o r l d

cov­

indicated

the

in

the

paid within

similar

for

established

separate

last b a s i c

table

w e r e

time.

adding

type

market.

rates

Structures

schedules

Other

differences

industries

providing

often w e r e

establishing
the

Present
plans

existed before

the

extended

or

ary

for

of e a c h

local

in

w a s

155

ranges.

these

of e a c h

of

primarily

differences

clerical— prof e s s i o n a l — a d m i n i s t r a t i v e

companies

ranges

paid

the

to

(129

(clerical)

schedules,

related

w e r e

multiestablishment

lower

grades.

Multi -

schedule

which

7 3

4).

schedules

establishments

location,
of

sched­

(table

that

schedules

the

c o m p a n y

schedule

the

42

in

by

s a m e

salary

both

in

only

various

the

various

the

revisions

m a n y

occupations

either

study

of

to

schedules

W h i c h

the
the

companies,

within

administration

c r i teria of the

of

the

of the

types

in s c h e d u l e s

rates

A m o n g

or

grades.

schedules

positions

positions

the

evaluation

salary

schedule

differed a m o n g

s o m e

differed

ingrade

rates

the

salary

42

three

for

of c o n s i d e r i n g

clerical a n d

Yea r

all

type

and

ranges

also

of t h e

of the

Salary

and

each

orienting

policy

area

proportion

m a n y

in

of m u l t i e s t a b l i s h m e n t
policy

that

In

established

c o m m o n

and

on

C o m p a n i e s .

separate

the

schedules).

administrative

establishments

differentials,

W h e n
men t s

131

job

schedules

the

w a s

ingrade

of s a l a r y

c o m p a n y w i d e

administrative

conditions

establishments

positions.

difference

inter g r a d e

of

W h e r e
apply

the

lower

formal

of

the

indi­

inter g r a d e

the

types

these

proportion

to

and

to l o c a l

and

of t h e

of

justified

lesser
at

instances

5).

w a s

available for

a m o n g

salary

types

(table

c o m p a n y w i d e

Information

m a x i m u m
w e r e

(99

usually
and

for

type,

range

W h e r e

than

in

each

appropriate

w a s

grades

grades

high

professional

according

differed

F o r
little

to

a

of

points—

rationale

performance

in M u l t i e s t a b l i s h m e n t

for

study

the

this

m o s t

the

practice

professional,

company.

schedule

the

predominant

primarily

schedules)

in

to

Schedules

accounted

represented

established,
which

companies

in

the

practice.

Regardless

studied,

in

possibilities

higher

evaluation

on

schedules

instances,

levels,

at t h e

the

differences

industry

Evaluation.

A p p l i c a t i o n of S a l a r y
establishment

s o m e
of

and

a g r e e m e n t

of s a l a r y

for

higher

existed

line

m o r e

developmental

establishments
to

In

survey

at the

intragrade

used

salary

provide

level.
of

F o r m a l

the
w a s

largest proportion

opportunities

in th e

of

There

spread widened

U s e
used

the

basis

that g r e a t e r

promotional

ules

slope

adopted

s a m e

on

percentage
basis

F o r
w e r e

at the

established

the

relationships.

grades

and

later

positions,

adopted,

or

occurred,
half

the

is

sal­

clerical— professional— a d m i n i s revised

since

schedules.

1950,

c o m p a r e d

5

Although
adopted

or

last

the

w e r e

contemplated,

cials

f e l t it w o u l d

administration

for

salary
a

or

C a s h
p a y m e n t
in

of

m o r e

than

8).

erally
apply

to

added

to

Design

of

Salary

T h e
of

(1)

tials b e t w e e n
All

of s a l a r y
ments,
tional

(4)

for

each

of

salary

various

and

this

each

type

fied a s

of

skill

salary

primarily

as

of

schedules
a

few

grades,

the

tive

f r o m

(6)

ules

w e r e

on

salary

and

between

els

of

selected

4

to

in

centage

1 1 ; the

differentials

full

for

grades

schedules

grades

bonuses
which

account

gen­

did

not

bonuses
in

estab­

be

in

t erms

for

varied

for

the

lowest

for

the

grades

annual

in

in

salaries

nearest

to

A

basis

a

few

w a s

f r o m

at

the

w e r e

at

p r o ­
clas­

as

of

16

values

the

grades

and

these

medians

in

of

in
the

annually;

level.
in

10).

The

salaries

size

in

of

the
T h e

the

sched­
m e d i a n

professional-

schedules.
Levels.

first

second

to

pay

within

grades

values

is

to

grades

the

with

are

lev­

grades
for

m e d i a n

se­
p e r ­

m i n i m u m

presented

derived

order
grades

similar

relates

showing

In

between

representing

w e r e

and

administra­

the

both

Salary

the

tabulation

thousand-dollar

as

grades

differentials

of g r a d e s

and

a ri d

two

salary

few

$ 10, 0 0 0

(table

grades

prepared;

A

$50,000

well

the

$27,000
9).

divergence

salary

Selected

for

m a x i m u m

w a s

the

this

salary

s u m m a r y

which

in

classi­

level

$ 3, 2 5 0

above

instances

and

salaries

between

selected

entry

professional

reflect

n u m b e r

Differentials

salary

of w o r k .

included

in s c h e d u l e s

(table

well

of

represented,

schedules

m a x i m u m

establishments

schedules

for

schedules

approximately

than

tabulations

o ccupa­

clerical— p r o f e s ­

m e d i a n

$29,000

grades

T h e

of

n u m b e r

establish­

positions

w e r e

grade

whereas

top

grades

and

grade.

the

m a j o r

a m o n g

grades

grades

of

differen­

each

a m o n g
to

example,

included

for

and

the

n u m b e r

earlier,

according

by

(3)

salary

established

of e a c h

these

therefore,

30

(5)

explained

however,

schedules,

w e r e

clerical

described

limits,

schedules.

the

comparable

distributions




rates
A s

cases,

cases

grades.

Inter g r a d e

sets

m i n i m u m

salaries

the

clerical

into

clerical— professional— a d m i n i s t r a t i v e

lected equivalent levels

annual

highest

m o r e

m o r e

two

of

specific

grades,

represented

ranges

for

schedule

in

m i n i m u m

work,

indicated

Provisions

a m o u n t

m a y

classified

positions,

schedules,

the

and

a

of
in

either

instances

salary

various

coverage

s o m e

in o t h e r

salary

between

grades

Ingrade
to e x a m i n e

at

to

and

studied

clerical positions

salaries

in t h e

f r o m

administrative

to t h e

taken

upper

differences,

In

clerical

within the

13

in

clerical— p r o f e s s i o n a l -

T h e

not

of p r o f e s s i o n a l — a d m i n i s t r a t i v e

the

lowest

w a s

s o m e

Officials

part

the

professional— administrative,

m i n i m u m

with

differentials

ranged

n u m b e r

the

m a n y

w a s

least

of

level.

salary

w e r e

responsibility

established

of g r a d e s

the

salary

in

and

occupational

wher e a s

grade

others,

positions

n u m b e r

added

interrelated.

schedules

There
and

and

are

schedule.

m e d i a n

had

and

bonuses
and

increases

at

tenth

within the

clerical— p r ofessional— a d m i n i s t r a t i v e

in

and

years.

Schedules.

in

a

lower

ranges

covering

schedules

in t h e h i g h e s t

than

grade

professional— administrative
T h e

types

3

offi­
their

provisions.

Salary

schedules

(2)

clerical,

fessional positions,
sified

or

Several

centralize

grades.

salary

reason

as

of

2

salary

these

generally

the

7).

or

w e r e

changes

clerical— professional— a d m i n i s t r a t i v e

on

grades,

grade
for

the

sional— a d m i n i s t r a t i v e .
levels

less

(table

schedules

next

employees

specified

characteristics

coverage

in t h e

a

coverage,

schedules

and

m a d e

schedules

i n d i c a t e d that

Schedules

the

of t h e s e

Effect

these

higher

ranges

design

grades,

the

salary

establishments,

the

automatic

to

to

which

below

occupational

salary

their

eliminate

Their

but

the

in

salary

to

be

salary

in

of

for

of the

officials

professional— administrative

in

salaries

a m o n g

applied

percentage

employees

the

and

schedules,

larger

lishing

plans

m o s t

could

expected

majority

bonuses

half the

T h e

w a s

w a s

a

Bonuses

cash

changes

standardize

provisions

definite

administrative
(table

with

had

if
to

to

relatively f e w

uniformity

change

representing

schedules

desire

desired

m o r e

applying

I960,

desirable

this

companies

plans

before

or

be

the

companies

salary

revised

in

table

presented

6

in

tables

age

12

through

spreads

m a r i z e d

in t a b l e

In t h e s e
i m u m

salary

by

the

Both
selected

the

examining
that

the

n u m b e r

salary

grade,

grades

between

(table

annual
11 ) .

spread
and

m e d i a n

In

tended

the

a

trative

positions,
positions

Starting

with

ferential

cent

at the

ary

6

m e d i a n
f r o m

7

that

spreads

slightly w i d e r

widened

spread

intergrade

In

to

the

$7,000

and

8 percent
10

the

corresponding

grades

w a s

not clear

the

spread

w a s

8

tions
At

to

the

11 ,

the

two

12,

20,

and

13

types

with

s o m e

grades
degree




to

and

and

10

salary

$5,000

the

level.

adminis­
covering
positions.
the

percent

dif­

at

covering

spread

s a m e

w a s

the

p r o ­

43

p e r ­

the

T h e

$ 12, 0 0 0

professional
for

levels

grade

the

at

levels
inter­

usually

smallest
14

levels

p r o ­

between

intergrade

percent

at

necessary

administrative

intergrade

w e r e

and

differentials

It w a s

and

of
the

M e d i a n

clerical

w a s

level.

medians

percent

schedules

largest

sal­

schedules,

level.

separate

levels.
the

9

p o ­

selected

with

salary

level,

clerical

for

levels,

$ 12,000

in

differentials

thousand-dollar

above

the
to

posi­

$ 12, 0 0 0 .

spread

w a s

1 0,

A n

a d ­

respectively.

Differentials

ingrade

representative
of

covering

m i n i m u m

level,

45

to

the

p a t t e r n of w i d e n i n g

the

of

relating

about

$ 12,000

at

m e d i a n

primarily

levels
a

the

level.

the

level a n d

percent

Intergrade
of

to

$5,000

intergrade
30

percent,

Ingrade

$3,000

the

of s c h e d u l e s

m e d i a n
25,

ditional e x a m i n a t i o n
selecting

at

dropping

present
15 ,

at

percent

but

percent

levels

schedules

ingrade

clerical— pro f e s s i o n a l — a d m i n i s t r a t i v e
at

to

30

$ 30, 0 0 0

the
at

to

and

types

to

m e ­

$3,000

at t h e

annual

at

the

$3,000

and

of

the

also

percent

schedules,

combine

w a s

at t h e

types

percent

at

these

level,

combined,
to 4 7

to

on

$ 12,000

professional,

wider

m e ­

relating

the

the

of

the

data

schedules,

professional— administrative

w a s

than

level,

two

f r o m

at

in

next

10.

percent between

percent

percent

of s c h e d u l e s

fessional-administrative

$ 10, 0 0 0

the

spread

$3,000

spread

in

for

35

$6,000

the

of a p p r o x i m a t e l y

limited

the

n u m b e r

primarily

grades

37

s o m e w h a t

of

the

positions

$ 10,000,

to

at

47

exist

to

the

in t a b l e

schedules

f r o m

to

relate

in

noted

selected

not

reasons,

clerical,

largely

spread

level,

level a n d

the

level
cover

spread w a s

schedules

percent

percent.

to

each

did

coupled with

spread

grades

at

in

selected

ingrade

$5,000
used

ingrade

43

an

distributions

It s h o u l d b e

these

s h o w n

which

convenience

schedules

be

salary

for

F o r

schedule

for

at

for

levels

professional— administrative

the

ingrade

intergrade

$6,000

grade

the

f r o m

with

w a s

in

in t h e

s a m e

successive

administrative

m e d i a n

or

the

is

these

11)

differentials

the

necessarily

grade

considerably

represented

levels.

of s a l a r y

spread

m e d i a n

Abo v e

in

the

grades

either

to

$ 15, 0 0 0

A s
sitions,

at

a m e d i a n

level.

fessional a n d

with

than

widened

$ 12, 0 0 0

type

separate

the

clerical

cannot

levels,

schedule

a m o n g

22.

m a x ­

inter g r a d e

given

schedules
of

(table

selected

intergrade

differences

about

salaries

single

the

s u m ­

and

the

the

a

varied

differentials.

the

which

of

salary

medians

grades

thousand-dollar

ingrade

to w i d e n

m a x i m u m

W h e r e

since

in e a c h

salary

inter g r a d e
with

the

w a s

and

T h e

21

grade.

of

tabulation

are

tables

whereas

differentials

19.

percent­

of w o r k

in

salary

higher

because

differentials

positions

$7,000

of

through
s u m m a r y

grade,

types

uniform

reflect

each

next

three

intergrade

the p e r c e n t b y

the

intergrade

and

presented

m i n i m u m

schedules

not

Also,

of g r a d e s

T h e

a

are

of

the

the

the

ingrade

salary

they

inter g r a d e

dian n u m b e r

clerical

of

in

salary

of

ingrade

equivalent levels

represents

which

the

12

in

of

schedules.

higher

dian

and

tables

l e v e l is

spread

by

levels

m e d i a n

selected

distributions

salary

ingrade

in

the

for

m i n i m u m

percent

patterns

thousand-dollar
all

the

separately

the

full

ingrade

salary

presented

presented

the

the

the

grades

m i n i m u m

annual

are

Similarly,

and

exceeds

represents

exceeded

data

20,

tabulations,

spread

are

19-

r e l a t i n g to p a y

uniformity

of

and

various

in t h e

for

Selected

inter g r a d e
levels

salary

spreads

of w o r k ,

schedule

W o r k
w a s

Levels.

m a d e

that c o u l d

in w h i c h

the

possible
be

by

identified

level

existed.

7

The

four

levels

inexperienced
and

the

selected

college

level

for p r o g r a m

ingrade

spread

cessive

level;

for

these

The

m e d i a n

between
the

These

medians

grade

spreads

work,

presented

ingrade

40,

in t a b l e s

21

intergrade

establishment

n u m b e r

of

not possible,

grades
however,

that

had

at l e a s t t w o

sent

separate

data

entry

a

(10,

shown

11

limited

grades

n u m b e r

s a m e

the

n u m b e r

and

are

the

varia­

grade

levels

schedules.

with

It w a s

schedules

studied

schedule,

grades

of

both

interrelated

salary
of

inter­

levels

m a r k e d

selected

of s a l a r y

s a m e

respec­

selected

of v a r i o u s

in t h e

and

percent,

showed

spreads

grades

20).

level,

of i n g r a d e

the

suc­

grades

(table

distributions,

basis

having

m e d i a n

having

clerical

the

these

intergrade

having

and

having

percentage

the

at e a c h

respectively

9,

by

work,
wider

routine

the distributions

selected

of the

the

level for

professionals,

schedules

percent,
at

schedules

and

selected

schedules

43

of

w a s

all s a l a r y

schedules

A s

on

the

because

for

22.

in i n g r a d e

of the

work,

levels

salaries

levels

f r o m

salary

between

and

salary

spread

for

percent

higher

and

the

variations

6

derived

the

T he

42,

w a s

establishment

and

work.

the

w e r e

clerical

four

m a x i m u m

spreads

three

a m o n g

tions
of

in

30,

the

routine

In t h e s e

and

ingrade

spread

at

for

m a n a g e r s . 3

w e r e

intergrade
wider

Level

w o r k i n g l e v e l f o r fully e x p e r i e n c e d

m i n i m u m

m e d i a n

positions

considerably
tively).

were:

graduates,

to

p r e ­

between

these

levels.
N u m b e r
n u m b e r
ule

in

ules

of

of g r a d e s

table

23.

counted

spreads

This

in

21

only

of g r a d e s

college

and

22),

the

schedules

between

graduates

w a s

in

both

in

trative

seven

of

schedules

schedules

accounting

w e r e

tor

salary

schedules

grades

w e r e

there

w e r e

between
over

grades

on

w e r e

the

basis

the

of

25).

a

in

In

those

the

or

m o r e

grades

in

the

level

n u m b e r

of
by

than

the

type
no

T h e

evaluation
the

point

w a s

the

with

schedule.
the

not

and

the

the

highest

established

because
w e r e

or

in

eight

to

grades,
grade

w a s
each

avoid

being

of

for

establishment

by

occupation

existent

each

well

in w h i c h

skipped

grades

type

only

studied

one

schedule.

also

in

established

each

All

having

grades

which

grades

applied

grades

usually

designed

to

e x t e n t to w h i c h

of t h o s e

for

fac­
in t he

of s k i p p i n g

the

in t h e

the

extent

the

grades
grade

m a n a g e r s . 4

A m o n g

schedule

schedules

Unoccupied

needed

to

grades

represented

the

and

position.

o n l y to

schedule

p r o g r a m

are

a

to t h e

unoccupied

lowest

w a s

of

four

additional

Grades.

pattern

rating of the

three-fourths

n u m ­

graduates

w a s

In a m a j o r i t y

due

points,

be

clerical— p r o f e s ­

A n

practice

in

24).

established

O f t e n this

the m e d i a n

in

of g r a d e s

occupations

schedule.

could

schedule.

for i n e x p e r i e n c e d

college

for

differentials

of v a r i o u s

levels

clerical— profes s i o n a l — a d m i n i s -

(table

grade
in

in

of e a c h

schedules

schedules

reach

five
for

employees.

six

represented

c o m m o n l y

lowest

and

m a d e ,

sched­

intergrade

salary

the m e d i a n

E x t e n t of U n o c c u p i e d

in t h e

w a s

and
level

occupations

there

m o r e

could be

in

sched­

salary
and

s a m e

level positions

entry

of i n t e r g r a d e

work.

range

between

professionals,

to

levels

grades

of

" l o w e s t 1 level
1

one

size

determined

establishment
and

the

between

various

level

and

ingrade

schedules

professional

of the

in

in t h e

variations

of s a l a r y

grades

of

entry

the

of the v a r i a t i o n s

schedules

unoccupied,

instances,
at

of

occupied

(table
w a s

and

skipped,

or

level w a s

w e r e

Practices

unoccupied

of the

occupation

and

F r o m

T he

b y - type

n u m b e r

represented

clerical

with

a

variations

comparisons

recognized

s o m e

skipped

levels

half

in

schedules.

Levels.

s h o w n

include

clerical a n d

professional— administrative

Skip-Grade
tors

in w h i c h

are

n u m b e r

w e r e

l e v e l f o r fully e x p e r i e n c e d

types

grades

not

the

W o r k

levels

showing

levels

routine

sional— a d m i n i s t r a t i v e
the w o r k i n g

does

since

two

Selected

selected

tabulations

w h e n

In t h o s e
ber

Bet w e e n

the

tabulation

the

(tables

c o m p a r e d

Grades

between

positions
existed

grade

In

s o m e
ranked

in

c o m p a n y w i d e
of the

s o m e
use

company.

3
Although the title, "level for program managers" is used, this level was identified in each establishment by
reference to definitions for engineers VIII, chemists VIII, or attorney VII as defined in appendix B of National Survey
of Professional, Administrative, T echnical, and Clerical Pay, F ebruary—
March 1963 (BLS Bulletin 1387, 1963).
^ See footnote 3 for an explanation of this level.




8

General Revisions in Salary Schedules
Most companies do not specify a definite period when the schedules are
to be reviewed to determine the need for revisions in rates, but in practice this
review generally is done annually. These reviews do not necessarily result in
annual revisions; however, in the last 4 or 5 years, the average interval b e ­
tween rate revisions was a year, or a year and a few months, for a majority
of the schedules of each type studied (table 26). Only a few schedules of each
type had not been revised within the previous 4 years.
Occasions for Revising Salary Schedules.
Occasions for general adjust­
ments in salary schedules most frequently given by officials were often related
to a policy of paying salaries that are competitive, with other establishments, by
adjusting schedules to reflect general changes in salary levels.
This m a y in­
volve reviewing available salary survey data, conducting or participating in sal­
ary surveys, or exchanging information with other employers on changes m a d e
or contemplated in salary schedules.
A m o n g other occasions often leading to
schedule revision were changes in other schedules of the company and also, col­
lective bargaining, which are interrelated.
Collective bargaining m a y be a di­
rect factor in the revision of schedules of employees covered by a collective
bargaining agreement, or an indirect factor when a bargained increase for e m ­
ployees covered by an agreement is the occasion for revising a salary schedule
covering other employees. M a n y officials pointed out that while a change in one
schedule m a y be the immediate occasion for adjusting another schedule, the s a m e
economic forces that occasioned the change in the bargained rates m a y also apply
to salaries of employees not within the bargaining unit.
Size of Adjustments.
The size of adjustments in salary schedules is determined, likewise, by considering a variety of factors. Increases shown by sal­
ary surveys was the mos t prevalent factor indicated, with increases in other
schedules of the c o m pany and increases in the C o n s u m e r Price Index ranking
next. Direct collective bargaining was indicated as a major factor in determining
size of adjustment only in the case of clerical salary schedules.
Maintaining Ingrade and Intergrade Relationships. Generally, a conscious
effort was m a d e to preserve established relationships within and between grades
when adjusting rates in the schedule (table 27). In most schedules, the attempt
to preserve the ingrade relationship took the form of provision for either a uni­
form percentage spread between m i n i m u m and m a x i m u m salaries for the grades
or a widening percentage spread within successive grades.
Each of these two
patterns was represented in similar proportions in clerical and clerical— profes­
sional— administrative schedules, whereas in professional— administrative sched­
ules, a uniform percentage spread within grades was somewhat m o r e prevalent
than a widening percentage spread.
The relationships maintained between sal­
ary rates for successive grades was m o r e c o m m o n l y a uniform percentage spread
between grades than a widening percentage spread in all three types of schedules.
S o m e flexibility in the patterns of ingrade and inter grade relationships was pro­
vided for in most instances when adjusting schedules.
Adjusting Salaries to Revised Schedules. W h e n the rates in salary sched­
ules had been revised, the practice was to adjust automatically the salaries of
employees in m o r e than half the clerical and clerical— professional— administrative
schedules (table 28).
For employees in professional— administrative schedules,
the mos t prevalent method of adjusting salaries to the revised schedule was
through merit (performance) reviews. This latter method also applied to a m a ­
jority of the clerical and clerical— professional— administrative schedules not cov­
ered by provisions for automatic adjustment of salaries. Adjusting salaries to
the revised schedule through general pay increases, which differed from auto­
matic adjustments in that the amount or timing of the increase did not correspond




9

to the revisions in the schedule, was the practice followed in establishments ac­
counting for 11 of the clerical and 25 of the professional— administrative sched­
ules.
A n u m b e r of officials indicated that general increases had been granted
to white-collar employees in earlier years when salaries were increasing m o r e
rapidly, but that this method of adjusting salaries was not being avoided.
Hiring Rate Provisions
N o r m a l hiring rates of pay were established for hiring n ew employees
in nearly nine-tenths of the clerical schedules, compared with three-fifths of the
professional— administrative and two-fifths of the clerical— professional— adminis trative schedules (table 29).
W h e n established, the normal hiring rate usually
was the m i n i m u m of the applicable grade. Most establishments fixing a normal
hiring rate or rate range also provided for hiring at rates above the specified
normal rate.
The most prevalent of these special provisions related to hiring
in shortage occupations, which usually provided for authorization of above normal
rates. Specific criteria, where established for determining above normal hiring
rates, varied a m o n g establishments and applied m o r e c o m m o n l y to hiring expe­
rienced than to inexperienced workers. The most prevalent criteria for deter­
mining above normal hiring rates for experienced workers was an evaluation of
applicable w o r k experience and education.
Provisions for Advancement Within Grades
Advancement of employees within grade ranges was described as based
solely upon merit (performance) reviews in 162 of the 165 professional— adminis­
trative schedules and 65 of the 76 clerical— profes sional— administrative (table 30).
A m o n g the 136 clerical schedules for which information was available, the basis
for within-grade advancement was merit (performance) reviews in 80 schedules,
merit (performance) reviews and existence of provision for an additional type of
increase (primarily length-of-service) in 38 schedules, and length-of-service
alone in 18 schedules.
Increases based on length-of-service usually are given
automatically after specified periods of satisfactory service. In most instances,
increases based upon merit (performance) reviews were determined separately
where provision was m a d e for an additional type of increase, such as one based
upon length of service.
Merit (Performance) Reviews. Establishments accounting for most of
the salary schedules of each type studied had an established merit (performance)
review program, usually with provisions for periodic reviews (table 31).
Al­
though these programs typically provided for regular annual review, provisions
permitting m o r e frequent reviews applied to approximately half the clerical— pro­
fessional— administrative schedules and to a m u c h higher proportion of the cler­
ical and the professional— administrative schedules.
Recommendations for ingrade salary increases are not necessarily timed
with periodic performance reviews, nor does each favorable periodic review re­
sult in an ingrade salary increase. The proportion of employees receiving in­
grade increases in a year, where periodic reviews were conducted, ranged from
less than 10 to m o r e than 90 percent, with the median at 50 to 60 percent of
the employees.
Under a majority of the provisions for ingrade advancement, the salary
increases were based upon a percent of the employee’s current rate, and both
a m i n i m u m and a m a x i m u m permissible amount for the merit increase was es­
tablished (table 32).
The m i n i m u m and m a x i m u m increases permitted varied
a m o n g the schedules, with a median m i n i m u m of 4 percent in clerical schedules
and 5 percent in the other two types of schedules, and a median m a x i m u m of 10
percent in all three types of schedules. S o m e establishments that did not spec­
ify m i n i m u m and m a x i m u m increases permitted, provided guides as to suggested
amounts or ranges for various performance ratings.



10

Length-of-Service Increases.
As indicated earlier, length-of-service
increases primarily related to employees in clerical schedules.
In a majority
of the 55 clerical schedules with such provision, this type of increase was not
granted beyond the midpoint of the grade range (table 33).
Whe r e length-ofservice increases were given, the m o s t prevalent practice provided for them at
semiannual intervals. Length-of-service increases were m o r e c o m m o n l y spec­
ified in cents per hour than as a percent of current rate, although m a n y of the
schedules providing for cents-per-hour increases gave larger increases at the
higher grades. Length-of-s ervice increases given in cents per hour were within
a 5- to 15-cent range; those given as a percent of current rate varied from 1 to
10 percent.
Limitations on Within-Grade Increases. General controls on within-grade
increases were exercised in m a n y establishments by providing a specific budget
for such increases, or by specifying the proportion of employees whose salaries
could be above a given point in the range of a grade. Such types of controls ap­
plied to well over half of the profes sional— administrative schedules, but to only
approximately two-fifths of the clerical schedules (table 34). The most preva­
lent type of control limiting ingrade increases was the specified budget. A typ­
ical example of this type of control m a y specify a budget of 3 percent of salaries
for a given department for within-grade increases, which m a y be paid to selected
employees in accordance with their performance as determined by the appropriate
officials.
Use of Step Rates. Relatively few of the schedules had established step
rates through which employees advanced within grade ranges. Such rates were
established in a fourth of the clerical schedules, in a fifth of the clerical— pro­
fessional— administrative schedules, and in only 3 of the 165 professional— a d m i n ­
istrative schedules (table 35).
In less than half of the clerical schedules with
established step rates were such rates specified for the full range of all grades
in the schedule.
Anticipated T i m e in Grade.
Relatively few of the schedules, when establishing the ingrade range, contained reflection of an anticipated time period
for employees to advance from the m i n i m u m to the m a x i m u m salary within a
grade. A majority of those so doing related primarily to clerical positions. A n
anticipated time period was considered in approximately a fourth of the clerical
schedules, in less than a fifth of the clerical—profes sional— administrative sched­
ules, and in only 8 of the 165 professional— administrative schedules (table 36).
In a majority of the clerical schedules in which a time ingrade was anticipated,
the period never exceeded 8 years and was less than 6 years in a majority of
these schedules.
Increases Beyond M a x i m u m of Grade Range.
Provision was m a d e for
salary advancement beyoncTthe m a x i m u m of the grade range in establishments
accounting for a fifth of the professional— administrative schedules, and a slightly
lower proportion of the other salary schedules (table 37).
A majority of such
provisions for above m a x i m u m increases were based on merit; the remaining
were based on longevity.
Point in Grade Range Representing Market Value. The advancement of
employees within the grade range m a y be influenced in s o m e schedules by the
concept as to what the ingrade range was designed to represent.
In at least
three-fifths of the schedules of each type, the midpoint within the grade range
was regarded as representative of the market value of a job when fully and c o m ­
petently performed (table 38). Advancement of employees above the midpoint of
these ranges would be expected to be slower than in the relatively few schedules
of each type in which the m a x i m u m of the grade range, rather than the midpoint
was taken as representative of the market value of the jobs.




11

T a b le

1.

N um ber

o f C o m p a n ie s

a n d E s t a b lis h m e n t s

and

Type

C o m p a n ie s

o f S a la r y

R e p re se n te d

S c h e d u le s ,

re p re se n te d

in

by

in

Su rvey,

In d u s t r y

o f W h it e -C o lla r

^ E s t a b lis h m e n t s

su rve y

stu d y

E m p lo y m e n t

In d u s t r y

1 N um ber

P a y

s c h e d u le s

m e e tin g

c o lla r

m e n ts

w o rk e rs

w o rk e rs

su rve y

o f s a la r y

W h ite -

e s t a b lis h ­

c o lla r

T o tal

P ro fe s­
s io n a l—

C le r ic a l

covered

fo r

stru c tu re s

Type

of

W h ite -

N um ber

s e le c te d

of s a la r y

N um ber

d iv is io n

W o rk e rs,

D iv is io n

a d m in is ­
t r a t iv e

c r it e r ia 2

s c h e d u le s 3

C le r ic a lp ro fe s­
s io n a l—

O th e r 4

a d m in is ­
t r a t iv e

A l l d i v i s i o n s -------------------------------

99

2, 9 5 3 . 100

1, 3 1 3 , 3 0 0

239

5 7 5 ,5 0 0

139

165

76

61

M a n u f a c t u r i n g __________________________

71

2, 0 7 9 , 300

9 31 , 100

57

57

873, 800

3 8 2 ,2 0 0

1 4 6 ,9 0 0

119
20

135

28

189
50

4 2 8 ,6 0 0

N o n m a n u f a c t u r i n g ---------------------------------

30

19

4

T r a n s p o r t a tio n ,
tio n ,

c o m m u n ic a ­

e le c t r ic ,

gas,

and
12

3 4 8 ,8 0 0

1 4 0 ,5 0 0

21

3 7 ,9 0 0

4

13

7

3

-

1

4, 0 00

2, 100

2

1, 1 0 0

2

2

R e t a i l t r a d e ----------------------------------------

5

3 0 9 ,8 0 0

69, 300

11

2 0 ,2 0 0

10

11

-

-

9

1 9 7 ,7 0 0

1 6 0 ,8 0 0

14

8 6 ,1 0 0

2

2

12

1

1

1 3 ,5 0 0

9, 5 00

2

1, 6 0 0

2

2

-

-

s a n ita r y
W h o le s a le
F in a n c e ,

s e r v i c e s ----------------------t r a d e _______________
in s u r a n c e ,

and

r e a l e s t a t e -------------------------------------S e le c t e d

1

The

r o p o lit a n
2

4
v is o r y

stu d y

fo r

L im ite d

s e le c te d

in

th e

s c h e d u le s

e s t a b lis h m e n t s

U n it e d
w it h

in

in d u s t r ie s

lis t e d

e m p lo y in g

1, 0 0 0

o r

m o re

w o rk e rs

in

S ta n d a rd

M e t­

S ta te s.

e s t a b lis h e d

pay

grad e s

fo r w h it e - c o lla r

o c c u p a tio n s ,

w it h

m in im u m

and

m a x im u m

s a la r ie s

grad e .

s c h e d u le s

In c lu d e s

to

A re a s

s a la r y

each

S a la r y

p o s it io n s ,
5

r e la te d

S t a t is t ic a l
F o rm a l

s p e c ifie d
3

s e r v i c e s 5_______________

s a la r y
or
to

to p

w ere

c la s s ifie d

s c h e d u le s

o m it te d

m anagem ent

e n g in e e r in g

in t o

th e

fro m

th e

p o s it io n s

and

se p a ra te
3

ty p e s

s p e c ifie d

in d ic a t e d

ty p e s,

on

such

th e

as

b a s is

se p a ra te

of

m a jo r

s c h e d u le s

o c c u p a tio n a l
c o v e r in g

s e r v ic e s ;

and

c o m m e r ic a lly

o p e rate d

re se a rc h ,

la b o r a t o r ie s .




2.

D is t r ib u t io n
L o c a tio n

o f C o m p a n ie s
o f T h e ir

in

th e

S t u d ie d

b y G e o g r a p h ic

E s t a b lis h m e n t s

U n it e d

S ta te s

N um be r
G e o g r a p h ic

of

lo c a t io n

c o m p a n ie s

A ll

c o m p a n ie s

E s t a b lis h m e n t s
2 o r m ore

s t u d i e d ___________________________________________

lo c a te d

99

in —

g e o g r a p h ic

73

d i v i s i o n s L ________________________________

A

s in g le

g e o g r a p h ic

d i v i s i o n s _____________________________________

2

A

s in g le

S t a t e __________________________________________________________

10

A

s in g le

m e t r o p o lit a n

14

1

G e o g r a p h ic

C e n su s,
n e c t ic u t ,

M a in e ,
M id d le

E a st N o rth
W est N o rth
N o rth
lin a ,

M o n ta n a ,
A la s k a ,

and

N ew

Illin o is ,

C e n t r a l—

Io w a ,

So u th

and

N evada,
C a lif o r n ia ,

N ew

as

N ew

by

N ew

N o rth

E a s t S o u th
W est

M e x ic o ,

U ta h ,

O regon ,

Rhode
and

N e b rask a,
D is t r ic t

So u th

A la b a m a ,

C e n t r a l—

W y o m in g ;

and

of

C a ro ­
K e n ­

A rk a n sa s,

C o lo r a d o ,

W a s h in g t o n .

and

W is c o n s in ;

M is s o u r i,

C e n t r a l—

th e

C o n ­

Is la n d ,

D e la w a r e ,

A r iz o n a ,

of

P e n n s y lv a n ia ;
and

C a r o lin a ,

So u th

and

and

B u re au
E n g la n d —

O h io ,

M in n e s o ta ,

S o u th A t la n t ic —

M a r y la n d ,

T e n n e sse e ;

U . S.
N ew

Y o rk ,

M ic h ig a n ,

T e x a s ; M o u n ta in —

H a w a ii,

th e

fo llo w s :

H a m p s h ir e ,

Je rse y,

K a n sa s,

D ak o ta;

G e o r g ia ,

O k la h o m a , a n d

d e fin e d

In d ia n a ,

a n d W e st V ir g in ia ;

M is s is s ip p i,

L o u is ia n a ,

a s

of Sta te s

M a ssa c h u se tts,

F lo r id a ,

V ir g in ia ,

tu cky,

grou p s

A t la n t ic —

C e n t r a l—

D a k o ta ,

C o lu m b ia ,

a r e a ________________________________________

d iv is io n s

re p r e s e n t in g

V e rm o n t;

t e c h n ic ia n s ,

su p e r­

o n ly .

a r c h ite c t u r a l

T a b le

cove rage.

Id a h o ,

P a c ific —

d e v e lo p m e n t,

and

t e s t in g

1
2
Table 3. Distribution of Es tablishment Salary Schedules by Rationale for Occupational Coverage,
N u m b e r of Gr ades, Intergrade Differential Pattern, an d Ingrade R a n g e Provisions
C le r ic a l-

P ro fe s­
It e m

p ro fe s­

s io n a l—

C le r ic a l

It e m

s io n a l—

a d m in is ­

a d m in is -

t r a t iv e

In t e r g r a d e

o f e s t a b lis h m e n t

s a la r y
P a tte rn e d

a fte r

exem pt or

e x e m p t c la s s ific a t io n
F a ir

L a b o r

S e p a ra te

165

139

76

non­

under

S ta n d a rd s

b e tw e e n
116

A c t --------------

128

S im ila r

p e rso n n e l o r

t r a t iv e

p r a c t ic e s

S e p a ra te

44

5

29

40

P r o v id e

n a t io n a l la b o r m a r k e t

p o s it io n s

not covered

cove red

and

14

31

12

fo r

12

12

1

6

3

No

In fo r m a t io n

5

3

9

N u m b e r
N u m ber

D e te r m in e d

jo b

by

num ber
s k ill o r

17

R e w a rd p e rfo rm a n c e
o u t p r o m o t io n
P r o v id e

32

R e c o m m e n d a tio n
N e g o t ia t e d

e m p lo y e r

e x is t in g

8

o r
N o

by

in t e r g r a d e
s p e c ifie d

In fo r m a t io n

5

2

4

4

7

to

13

139

165

76

56

83

40

w it h ­
. .
.

s e t t in g

to

2

4

1

R e s u lt

___

__

3

b e tw e e n

e m p lo y e r

o f f o r m a liz in g

R e c o m m e n d a tio n

r a t i o n a l e --------------------------

5

5

3

n o t a v a i l a b l e --------------------

4

9

4

4.

D is t r ib u t io n

E x te n t
A re

to

W h ic h

s p e c ifie d

U se d

to

o f E s t a b lis h m e n t
F o rm a l

A s s ig n

Job

fo r

p o s it io n s

a s s ig n in g
to

grad e s

5
21

21

9

16

8

S c h e d u le s
P la n s

G rad e s

C le r ic a l

s io n a l—
a d m in is ­
t r a tiv e

C le r ic a lp ro fe s­
s io n a l—
a d m in is ­
t r a t iv e

N u m b e r o f e s ta b lis h m e n t
s a la r y

s c h e d u l e s ----------------------------------------------

139

165

76

u s e d --------------------- --------

130

159

64

n o t u s e d ---------------------

6

6

9

I n f o r m a l r a n k i n g ____________________________________

4

6

9

I n d i v i d u a l q u a l i f i c a t i o n s -----------------------------------------

2

-

-

F o r m a l jo b

e v a lu a tio n

p la n

F o r m a l jo b

e v a lu a tio n

p la n

In fo r m a t io n

n o t a v a i l a b l e ---------------------------------------------

1
_

2
50

P ro fe s­
B a s is

6

o f c o n s u l t a n t ------

S a la r y

to

-

1

r a t i o n a l e -------------------------

E v a lu a t io n

P o s it io n s

3

e x is t in g

t o ta l.

by

4

11

and

n o t a v a i l a b l e ------------------

In fo r m a t io n

T a b le

9
11

in t e r g r a d e

.

1

3
4

3

_______

s t r u c t u r e _______________________________

in g r a d e

21

13

in d u s tr y

_
_

N o




8

13

e m p l o y e e s ------------------------------------------------

s p r e a d --------------------------

U n d u p lic a t e d

6
44

9

s c h e d u l e s 1 ------------------

e x is t in g

N e g o t ia t e d

in d u s t r y

d e s ir e d

in
_

p r a c t ic e R e la t e d

2

3
39

d i f f e r e n t i a l p a t t e r n _________________

p r a c t i c e ------------------------------------------------------D e te r m in e d

5

and

e m p l o y e e s -------------------------------------------------to

41

14

4

fo r m a n a g e m e n t

la t it u d e
s a la r ie s
R e la t e d

o f c o n s u l t a n t --------

b e tw e e n

55

6

7

o f e s t a b lis h m e n t

71

of

-

8

of

p r o v is io n s

s a la r y

stru c tu re

-

2

10

ra n ge

76

re ­

o f fo r m a liz in g

e v is tin g

11

9

____

o f c o n s u l t a n t ____

165

of

18

r a t i o n a l e _______________

139

e v a lu a tio n

-

6

n o t a v a i l a b l e ------------------

N u m be r

o f e s ta b lis h m e n t

by

r e c o g n iz a b le
s p o n s ib ilit y

R e la t e d

s p e c ifie d

In g r a d e

sy fstp m
D e te r m in e d

R e s u lt

f o r m a liz a t io n

R e c o m m e n d a tio n

of grad e s

s c h e d u l e s 1 ____________

1

22

of grad e s

e m p lo y e r
_ _

79

s a la r y

44

17

_

p r o m o t io n

by num ber

In fo r m a t io n

1

_

s t r u c t u r e -------------------------------

O t h e r ________________________________________

c o n t r a c t -------------------------

59

35

in d u s t r y

a d e q u a te

fro m

e x is t in g

n o t a v a i l a b l e --------------------

22

re ­

l e v e l s ------------------------------

N e g o t ia t e d b e tw e e n
a n d e m p lo y e e s _

b y la b o r-

m anagem ent

76

o c c u p a t i o n a l c o v e r a g e -------------

R e s u lt e d

or

165

i n c e n t i v e ________________________________

33

S e p a r a te lo c a l la b o r m a r k e t
p n s iH n n s
.
S e p a ra te

s k ill o r

D e te r m in e d

p o s i t i o n s ________________________:_________

t r a t iv e

139

s c h e d u l e s 1------------------

R e la t e d to e x is t in g
p r a c t ic e - _

50

a d m in is ­

a p p l y ---------------------

s io n a l—
a d m in is ­

b y d iffe r e n c e s

s p o n s ib ilit y

10

p ro fe s­

o f e s ta b lis h m e n t

s a la r y
D e te r m in e d

nonm an agem ent and

a d m in is ­

C le r ic a l-

d iff e r e n tia l p a tte rn

N u m be r

s c h e d u l e s 1 --------------------

P ro fe s­
s io n a l—
tr a tiv e

tr a tiv e

O c c u p a t io n a l c o v e r a g e
N u m ber

C le r ic a l

3

3

13
T a b le

5.

D is t r ib u t io n

o f S a la r y

D iffe r e n c e s

A p p lic a t io n

o f s a la r y

s c h e d u le s

m u lt ie s t a b lis h m e n t

and B a s is

in

C o m p a n ie s ,

o f D iffe r e n c e s

in

A p p lic a t io n

A m o n g

S a la r y

L o c a tio n s ,

R an ge s

C le r ic a l-

P r o fe s s io n a l-

C le r ic a l

c o m p a n ie s

by

E s t a b lis h e d

p r o fe s s io n a l—

a d m in is t r a t iv e

a d m in is t r a t iv e

s c h e d u l e s ---------------------

139

165

8

10

3

131

155

73

29

129
26

31
42

26

42

93

23

41

51

20

o f e s t a b lis h m e n t

M u lt ie s t a b lis h m e n t
s c h e d u le s

a p p ly

S a la r y

s c h e d u le s

c o m p a n y w i d e __________________________

d iff e r b y

e s t a b l i s h m e n t l o c a t i o n -------------

99

n o t a v a i l a b l e __________________________________________

In fo r m a t io n

o f d iff e r e n c e s

s c h e d u le s
o f s a la r y

am ong
E s t a b lis h e d

am ong

in

s a la r y

lo c a t io n s

s c h e d u le s

w it h

d iff e r e n c e s

l o c a t i o n s 1 -------------------------------------------------------------------------

m in im u m

an d m a x im u m

99

s a la r ie s

g r a d e s _________________________________________________________________

N u m ber

o f g r a d e s ------------------------------------------------------------------------------------------

In t e r g r a d e
In g r a d e

d i f f e r e n t i a l s ________________________________________________

s a la r y

76

3

P o in ts

N um ber

s a la r y

c o m p a n i e s -------------------------------------------------------------

S a la r y

r a n g e s __________________________________

16

43

18

24

_____________

37

18

25

g r a d e s ----------------------------------------------

18

2

2

s y s t e m --------------------------------------------------------------------------------

9

d i f f e r e n c e s _________________________________________________________

R u le s
Job

o f M u lt ie s t a b lis h m e n t

L o c a tio n s ,

e s t a b l i s h m e n t c o m p a n i e s ----------------------------------------------------------

N um ber
S in g le

fo r

S c h e d u le s

A m on g

1

3
-

7
-

1

1

fo r

a d v a n c e m e n t w it h in

e v a lu a tio n

O th e r

In fo r m a t io n

n o t a v a i l a b l e ------------------------------------------------------------------------B a s is

o f d iff e r e n c e s

e s t a b lis h e d
N u m ber

o f s a la r y

am on g

s a la r y

s c h e d u le s

in

ran ge s

w it h

d iffe r e n c e s

l o c a t i o n s ________________________________________________

A r e a - o r ie n t e d

a n d in d u s t r y -o r ie n t e d

A r e a - o r ie n t e d

93

O th e r

b a s is

and

ra te s,

in

one

in d u s t r y -o r ie n t e d

D iffe r e n c e s

in

P r o x im it y

to

16

2

lo c a t io n s ,

1

4

1

7

3

1

-

-

2

are a,

r a t e s ---------------------------------------------------------am ong

c o m m u n it ie s ,

r a t e s ------------------------------------------------------------------

la r g e

a r e a -o r ie n t e d
in

o r m ore

c o s t o f liv in g

a r e a -o r ie n t e d

S t a b ilit y

17

5

2

r a t e s ________________________________________________

o f d i f f e r e n c e s ------------------------------------------------------------------------

N e g o t ia t e d

and

41

15

40

r a t e s _____________________________________________________

In d u s t r y - o r ie n t e d

23

47

r a t e s ______________________

c it ie s ,

e m p lo y m e n t ,

in d u s t r y -o r ie n t e d

a re a ,

6.

D is t r ib u t io n

"

o f E s t a b lis h m e n t S a la r y

F ra m e w o rk

b a s ic

of P re se n t

fra m e w o rk

o f p la n w a s

s a la r y

5

1

and

t o ta l.

T a b le

N u m ber

-

r a t e s __________________________________________

U n d u p lic a t e d

Y e a r

-

and

______________________________________________

ra te s

C le r ic a l

a d o p te d

S a la r y

P la n

S c h e d u le s
W as

by

Y e a r

B a s ic

A d o p te d 1

P r o f e s s io n a la d m in is t r a t iv e

C le r ic a l-

O th e r

p r o fe s s io n a l—

s a la r y

s c h e d u le s

a d m in is t r a t iv e

o f e s ta b lis h m e n t
s c h e d u l e s ---------------------------------------------Y e a r

165

139

76

61

18

a d o p te d

1941

th ro u gh

1 9 4 5 _______________________________________

19

14

2

1946

th ro u gh

1 9 5 0 _______________________________________

50

40

46

6

1951 th ro u g h

1 9 5 5 _______________________________________

30

61

14

7

1956

th ro u gh

I 9 6 0 _______________________________________

28

37

10

18

1961

th ro u gh

1 9 6 3 --------------------------------------------------------------

9

13

1

5

n o t a v a i l a b l e ____________________________

3

-

3

7

y e a r ______________________________________________

1950

1954

1948

1954

In fo r m a t io n
M e d ia n

1
v is io n s

R e la t e s
w ere

m ade,




to

th e

r e s u ltin g

ye ar
in

th e
th e

b a s ic
p re se n t

fra m e w o rk
s a la r y

of

p la n .

th e

p re se n t

s a la r y

stru c tu re

w as

a d o p te d ;

or

th e

ye ar

in

w h ic h b a s ic

re ­

14

Table 7.

Distribution of Establishment Salary Schedules b y T y p e s of C h a n g e s D e s i r e d 1
or C o nt em pl at ed 2 in the Basic Salary Pl a n
C hanges

Type

P r o fe s s io n a l”

C le r ic a l

N u m ber

changes

C hanges

t r a liz e

E lim in a t e

76

c o n t e m p l a t e d ------

114

117

60

114

131

57

25

48

16

25

34

19

12

19

-

8

8

6

2

1

-

7

-

8

9
1

4
-

4

-

-

-

-

6

6

-

1

-

5

-

1

-

-

4

-

-

4

-

3

4

-

-

3

1

1

4

-

1

2

1

s c h e d u le s

o r

ce n ­

in c r e a s e

t o t o p o f s c h e d u l e --------------o f s c h e d u l e 3 ---------------

e xce ss

grad e s

fro m

s c h e d u l e ---------------------------------------------------------in t e r g r a d e

percen t

s p r e a d 4 -----------------------------------------------------------In c r e a s e

in g r a d e

pe rcen t

in t e r g r a d e

s p r e a d 5-—
E s t a b lis h

a d m in is t r a t iv e

165

a d m i n i s t r a t i o n --------------

coverage

D e cre a se

C le r ic a lp r o fe s s io n a l—

139

a u t o m a t ic

D e cre a se

a d m in is t r a t iv e

76

o r

o r

s im ila r
t h e ir

grad e s

E x te n d

a d m in is t r a t iv e

P r o f e s s io n a l-

165

p r o v i s i o n s ----------------------------------------------------A d d

C le r ic a l

c o n t e m p l a t e d -------------

d e s ir e d

C o m b in e

p r o fe s s io n a l-

139

s c h e d u l e s ---------------------------------

d e s ir e d

E lim in a t e

a d m in is t r a t iv e

C h a n g e s ' c o n t e m p la te d
C le r ic a l-

o f e s ta b lis h m e n t

s a la r y
N o

d e s ir e d

of change

— —

— —

s p r e a d ------

p e rcen t
--------- ------ ----------- --------

to p m a n a g e m e n t o r
-

4

1

-

3

1

— ------

-

-

-

-

3

1

p r o v i s i o n s -----------------------------------------------------

2

1
-

-

2

-

2

-

2

-

2
-

1

1

-

1

-

-

1

1

-

-

-

-

“

1

~

1

“

s e n io r p r o f e s s io n a l s c h e d u le —
A dopt new
E s t a b lis h
E s t a b lis h
In c r e a s e

p a y p l a n - . - — . - -------- - —

—

m e r it in c r e a s e
t e c h n ic ia n
in g r a d e

E s t a b lis h

s c h e d u l e --------------

percen t

f o r m a l jo b

s p r e a d --------

e v a lu a tio n

s y s t e m -------------------------------------------------------------O th e r

changes

d e s ir e d

or

c o n t e m p l a t e d ------------------------------------------------

1

C hanges

th a t w o u ld

im p r o v e

th e p la n

Changes

th a t w ill be

e ffe c te d

3

B r in g

o c c u p a tio n s

now

4

T h is

a lt e r a t io n

w ill a u t o m a t ic a lly

5

T h is

a lt e r a t io n

w ill a u t o m a t ic a lly d e c r e a s e

in




in

th e

if th e y

2

e x c lu d e d

next
by

c o u ld

2 or

be

in c r e a s e

a d o p te d .

3 ye ars.

a d m in is t r a t iv e

r u lin g .

th e n u m b e r o f g r a d e s

in

th e

s a la r y

s c h e d u le .

th e n u m b e r

in

th e

s a la r y

s c h e d u le .

of grad e s

15
T a b le

8.

D is t r ib u t io n

o f E s t a b lis h m e n t S a la r y

o f P r o v is io n s

fo r

E x te n t

and

N a tu re

C le r ic a l-

P r o fe s s io n a l-

p r o fe s s io n a l—

a d m in is t r a t iv e

a d m in is t r a t iv e

139

165

p a y m e n t s -----------------------------------------

125

76

33

p a y m e n t s ------------------------------------------------

11

89

43

n o t a v a i l a b l e -------------------------------------------------------------------------

3

89

43

11

p r o v is io n s

o f e s ta b lis h m e n t
fo r

fo r

In fo r m a t io n

by

P a y m e n ts

s c h e d u l e s ---------------------

N um ber

P r o v is io n s

S c h e d u le s

Bonus

C le r ic a l

It e m

No

C a sh

cash

cash

bonus

bonus

S a la r y

ran ge s

bonus
N um ber

s a la r y

a ffe c te d b y

p r o v is io n s

o f e s t a b lis h m e n t

p r o v is io n s

fo r

L o w e s t a n n u a l s a la r y

cash

76

s a la r y

b o n u se s

a ffe c te d

s c h e d u le s

to w h ic h

a p p l y ------------------------------------

11

by b o n u se s:

$ 3, 0 0 0

and under

$ 4 , 0 0 0 -------------------------------------------------------------------

10

1

$ 4 , 000

and under

$ 5 , 0 0 0 __________________________________________

-

3

$ 5 ,0 0 0

and under

$ 1 0 , 0 0 0 ---------------------------------------------------------------

1

47

2

$ 1 5 , 0 0 0 -------------------------------------------------------------

-

8

28

$ 2 0 , 0 0 0 -------------------------------------------------------------

-

22

-

$ 1 0 ,0 0 0

and under

$ 15, 0 0 0

and under

H ig h e s t

a n n u a l s a la r y

U nder

-

a ffe c te d b y b o n u se s: 1
10

-

1
-

12

7

24

8

$ 4 0 , 0 0 0 _______________________________________

-

27

20

$ 1 0 , 0 0 0 _________________________________________________________

$ 10, 0 0 0

and under

$ 2 0 , 0 0 0 --------------------------------------------------------------

$ 20, 000

and under

$ 3 0 , 0 0 0 _______________________________________

$ 3 0 ,0 0 0

and under

$ 40, 000

and under

$ 50 , 000

and

-

$ 5 0 , 0 0 0 -------------------------------------------------------------

-

5

2

o v e r -----------------------------------------------------------------------------------

-

13

4

n o t a v a i l a b l e -------------------------------------------------------------------------

-

8

2

a p p l y ------------------------------------

11

89

43

5 ---------------------------------------------------------------------------------------------------------

4

In fo r m a t io n

P e rc e n t b o n u se s
N um ber

p r o v is io n s
M in im u m

add

to

o f e s t a b lis h m e n t
fo r

cash

s a la r ie s

s a la r y

b o n u se s

s c h e d u le s

to w h ic h

p e rcen t added:
5

12

1 0 ------------------------------------------------------------------------------------------

3

5

10 a n d u n d e r

1 5 ________________________________________________________

1

14

1

15 a n d u n d e r

2 0 ________________________________________________________

-

19

2

U nder

5 and unde r

M a x im u m

3

pe rcen t added:
7

3

4

_______________________________________

2

22

2

and under

3 0 ________________________________________________________

7

4

30 a n d u n d e r

4 0 ----------------------------------------------------------------------------------------

-

2

-

U nder

1 0 --------------------------------------------------------------------------------------------------------

10 a n d u n d e r
20

2 0 ______________

40

and und er

5 0 ----------------------------------------------------------------------------------------

50

and under

6 0 ----------------------------------------------------------------------------------------

60

a n d o v e r -------------------------------------------------------------------------------------------------

In fo r m a t io n

n o t a v a i l a b l e -------------------------------------------------------------------------

E x te n t an d n atu re
to
N u m b e r

are

s a la r y

fo r

cash

n o t c o n s id e r e d

s a la r y

b o n u se s
in

are

c o n s id e r e d

in

a d d to
S a la r y
t a k in g
S a la r y

ran ge s

are

s c h e d u le s

are

s a la r ie s
ran ges

r e p r e s e n t in g
p r o v is io n s ,

The

are

e s t a b lis h e d
b o n u se s

e s t a b lis h e d

e s t a b lis h m e n t s




89

43

10

71

36

1

18

7

"

12

1

1

6

e sta b lis h in g
by

am ou n t b o n u se s

fro m
in t o

su rve y

d a ta

a c c o u n t __________________

fro m

su rv e y

h a v in g

d a ta

bonus

b u t e x c l u d i n g b o n u s e s -------------------------------------------

h ig h e s t

11

e s t a b lis h in g

d e p re sse d

and

33

to w h ic h

a p p l y ------------------------------------

s a l a r i e s --------------------------------------------------------------------------------------ran ge s

3
39

g iv e n

r a n g e s -----------------------------------------------------------------------------------------------

S a la r y

2

ra n ge s

r a n g e s ____________________________________________________________

B o n u ses
s a la r y

s a la r y

o f e s ta b lis h m e n t

p r o v is io n s
B o n u ses

o f c o n s id e r a t io n

e s t a b lis h in g

13

a n n u a l s a la r ie s

a ffe c te d b y

b o n u se s

r e la te

6

“

to th e h ig h e s t

s a la r ie s

w it h in

th e

s c h e d u le s

in

a ll in s ta n c e s ,

16
T a b l e 9.
Di s t r i b u t i o n of E s t a b l i s h m e n t S a l a r y S c h e d u l e s b y M i n i m u m A n n u a l R a t e s of L o w e s t G r a d e s
S a l a r y S c h e d u l e s C o v e r i n g C l e r i c a l O c c u p a t i o n s a n d M a x i m u m A n n u a l R a t e s of S a l a r y S c h e d u l e s
Co vering Professional and Administrative Occupations

M in im u m

ra te

o f lo w e s t

A n n u a l s a la r y

grade

M a x im u m

C le r ic a lC le r ic a l

P r o f e s s io n a l-

p r o fe s s io n a l—

a d m in is t r a t iv e

a d m in is t r a t iv e

ra te

of

o f h ig h e s t

grade

C le r ic a lp r o fe s s io n a l—
a d m in is t r a t iv e

$ 2, 2 5 0

and under

$ 2 , 5 0 0 ____________________________

$ 2, 5 0 0

and under

$ 2 , 7 5 0 ---------------------------------------------

13

7

-

_

$ 2, 7 5 0

and under

$ 3 , 0 0 0 ---------------------------------------------

24

16

-

-

_

_

3

3

$ 3, 0 0 0

and under

$ 3 , 2 5 0 ____________________________

$ 3, 2 5 0

and under

$ 3 , 5 0 0 ____________________________

19
14

9
4

$ 3, 5 0 0

and under

$ 3 , 7 5 0 _____________

10

____________

-

_

4

-

_

7

_

_

$ 3, 7 5 0

and under

$ 4 , 0 0 0 ---------------------------------------------

13

$ 4, 000

and under

$ 4 , 2 5 0 ____________________________

22

-

-

_

$ 4 , 250

and under

$ 4 , 5 0 0 ---------------------------------------------

16

-

-

_

$ 4 ,5 0 0

and un der

$ 4 , 7 5 0 ____________________________

5

_

$ 4, 750

and under

$ 5 , 0 0 0 ---------------------------------------------

-

19
-

-

$ 5 ,0 0 0

and under

$ 1 0 , 0 0 0 -----------------------------------------

-

$ 1 0 ,0 0 0

and under

$ 1 5 , 0 0 0 _________________________

-

_

-

3
-

-

4
11

11

$ 1 5 ,0 0 0

and under

$ 2 0 , 0 0 0 _______________________

-

-

19
34

$ 2 0 ,0 0 0

and under

$ 2 5 , 0 0 0 _________________________

-

-

18

$ 25, 000

and under

$ 3 0 , 0 0 0 _________________________

-

-

17

4

$ 30, 0 00

and under

$ 3 5 , 0 0 0 _________________________

-

-

28

-

27
_

8

$ 3 5 ,0 0 0

and under

-

15

$ 40 , 000

and under

$ 4 5 , 0 0 0 __________________

____

-

-

12

$ 4 5 ,0 0 0

and under

$ 5 0 , 0 0 0 _________________________

-

-

$ 5 5 , 0 0 0 ----------------------------------------

-

-

3
-

------

-

-

15

5

N o t a v a i l a b l e _____________________________________________

-

4

4

4

139

76

165

76

$ 2 , 750

$ 5 0 , 000
$55,

000

and under

$ 4 0 , 0 0 0 -----------------------

a n d o v e r -----------------------

N um ber

-------------

-------------------------

o f e s t a b lis h m e n t

2
_
-

s a la r y

s c h e d u l e s --------------------------------------------------------------A n n u a l ra te s:

$ 2 , 750

$ 1 8 ,0 0 0

$ 1 6 ,0 0 0

M e d i a n _________________________________________________

3, 2 5 0

3, 2 5 0

2 7 ,0 0 0

2 9 ,0 0 0

T h ir d

4, 0 00

4, 5 00

3 5 ,0 0 0

3 0 ,0 0 0

F ir s t

q u a r t i l e --------------------------------------------------------------q u a r t i l e ----------------------------------------------------------------

T a b le

10.

D is t r ib u t io n

o f E s t a b lis h m e n t S a la r y

W h it e -C o lla r

N u m b e r

of grad e s

6 -------------------------------------------------------------------------------------------------

6 and

8

under

--------------------------

1 0 ------------------

—

--------

----------

--------------------------------------

—

—

G rad e s

C le r ic a l

4 and under
8 and und er

P a y

-

1

S c h e d u le s
in

E a ch

by N u m be r

P ro fe s s io n a la d m in is t r a t iv e

C le r ic a lp r o f e s s io n a h a d m in is t r a t iv e

3

13

6

15

----------------

of

S c h e d u le

13

2
-

under

1 2 ----------------------- --------------------------------------------------------------------

17

25

12 a n d u n d e r

1 4 --------------------------------------------------------------------------------------------

27

15

2

14 an d

1 6 --------------------------------------------------------------------------------------------

24

16

28

29

7

10 a n d

under

7

16 a n d

und er

1 8 ____________ _________ _______________ _________ ______ ____

20

18 a n d

under

2 0 --------------------------------------------------------------------------------------------

20

8

7

-

12

7

4

4

20

and und er

2 2 --------

-------------------------

----------------------------------------------

2 4 --------------------------------------------------------------------------------------------

-

24 and

under

2 6 ____________ ________ _________ ________________ _

-

5

3

26 a n d

under

2 8 --------------------------------------------------------------------------------------------

1

28 a n d

under

3 0 --------------------------------------------------------------------------------------------

1
-

30 a n d

o v e r ---------------------

22 a n d u n d e r

In fo r m a t io n

N u m ber
N u m b e r
F ir s t

-----------------------------------

not a v a ila b le —

---------------------

o f e s ta b lis h m e n t p a y

of grad e s

in

a

s a la r y

-------------------------------

-------------

------------------

—

s c h e d u l e s -------------------------

11

2
_

1
_

16

6

1

1

139

165

76

10

s c h e d u le :

q u a r t i l e ------------------------------------------------------------------------------------------

11

15

M e d i a n ----------------------------------------------------------------------------------------------------------

13

16

16

T h ir d

17

20

21

q u a r t i l e -------------------------------




----------------------------

-------------

-

17
Table

11.
M e d i a n I n g r a d e 1 a n d I n t e r g r a d e 2 P e r c e n t S p r e a d in E s t a b l i s h m e n t S a l a r y S c h e d u l e s 3 f o r
S a l a r y G r a d e s W i t h M i n i m u m S a l a r i e s N e a r e s t to S e l e c t e d T h o u s a n d D o l l a r L e v e l s 4
P r o fe s s io n a lP r o fe s s io n a l-

S e le c t e d

a d m in is t r a t iv e

C le r ic a l—p r o fe s s io n a l—

a d m in is t r a t iv e

C le r ic a l

a d m in is t r a t iv e

and

d o lla r

c le r ic a l-

p r o fe s s io n a l—
a d m in is t r a t iv e

th o u sa n d
le v e ls

N u m b e r

N u m b e r

of

m ent

N u m b e r

of

M e d ia n

e s t a b lis h ­

M e d ia n

pe rcen t

m ent

p e rcen t

s a la r y

sp read

s a la r y

sp re ad

e s t a b lis h ­

pe rcen t

s a la r y

N u m b e r

of

m ent

M e d ia n

e s t a b lis h ­

sp read

In g r a d e

pe rcen t

M e d ia n

m ent

pe rcen t

s a la r y

spread

s c h e d u le s

s c h e d u le s

s c h e d u le s

s c h e d u le s

of

e s t a b lis h ­

spread

.

40

35

_

_

-

50

35

-

-

$ 3 , 0 0 0 -----------------------------------------------------------

75

31

_

$ 4 , 0 0 0 -----------------------------------------------------------

134

30

-

$ 5 , 0 0 0 -----------------------------------------------------------

135

31

85

37

71

$ 6 , 0 0 0 -----------------------------------------------------------

116

30

161

39

72

43

-

-

$ 7 , 0 0 0 -------------------------- ---------------------------------

84

29

163

40

67

43

-

-

$ 8 , 0 0 0 -----------------------------------------------------------

26

164

41

60

43

-

-

_

156

41

51

43

-

-

-

100

47

47

45

-

-

$ 1 0 ,0 0 0

--------------------------------------------------------

38
_

$ 12, 0 00

--------------------------------------------------------

-

38

$ 1 5 ,0 0 0

--------------------------------------------------------

_

_

_

-

-

-

174

43

$20, 000

--------------------------------------------------------

-

-

-

-

-

-

142

44

$25, 000

--------------------------------------------------------

_

-

-

-

-

-

73

46

$ 3 0 ,0 0 0

--------------------------------------------------------

-

-

-

-

-

-

45

47

In t e r g r a d e

p e rcen t

spread

$ 3 , 0 0 0 -----------------------------------------------------------

75

7

$ 4 , 0 0 0 -----------------------------------------------------------

134

6

_

_

50

9
10

_

_

$ 5 , 0 0 0 -----------------------------------------------------------

135

7

85

8

71

8

_

_

$ 6 , 0 0 0 -----------------------------------------------------------

116

6

161

9

72

11

_

$ 7 , 0 0 0 -----------------------------------------------------------

84

7

163

9

67

11

_

_
_
_

$ 1 0 ,0 0 0

--------------------------------------------------------

164

9

60

12

_

156

9

51

14

_

100

10

47

10

$ 1 2 ,0 0 0

--------------------------------------------------------

-

-

$ 1 5 ,0 0 0

--------------------------------------------------------

_

_

$ 2 0 , 000

--------------------------

1

P e rce n t

next

by

case s
lo w e r

w h e re
grade

3

S a la r y

4
u se d

P lu s

fo r

11

73

12

-

45

13

-

-

exceeded

th o u sa n d

d o lla r

-

-

of a grad e
le v e l

fe ll

th e

m in im u m

w as
in

s a la r y

exceeded

th e

by

h ig h e s t

15

of

a

grad e .

th e m in im u m

grad e

w ere

$500

in

c la s s ifie d

w as

u se d

$15, 000

th ro u gh

in te r g r a d e

t a b le

12.
P a y

10.

s e le c te d

of

th e

s a la r y o f

th e

s c h e d u le , th e

next

h ig h e r

p e rcen t

grad e .

sp re ad

In

fro m

th e

to

p r im a r y

th o u sa n d

o c c u p a tio n a l

d o lla r

le v e ls

cove rage.

$ 3, 0 0 0 t h r o u g h

$12, 000;

p lu s

o r m in u s

$ 2, 500

w as

$ 3 0 , 000.
s iz e s

e x p la n a t io n ,

se e

o f E s t a b lis h m e n t

W it h

percen t

a c c o r d in g

d iff e r e n tia l

F o r

D is t r ib u t io n
G rad e s

fo r

M in im u m

do
p.

not
6 of

n e c e s s a r ily

C le r ic a l S a la r y

A n n u a l S a la r ie s

sp re ad

w it h

S c h e d u le s 1 b y

N e a r e s t to S e le c t e d

$ 3, 000

---------------------------------------------------------------------------------------------

c o m b in e

m e d ia n u s a g e

r e la tiv e

to

th e

num ber

te x t.

$ 4 , 000

In g r a d e

T h o u sa n d

$ 5 , 000

P e rce n t S p re a d 2
D o lla r

L e v e ls

$ 6 , 000

$ 7 , 000

$ 8 ,0 0 0

7

2

1

7

15

18

15

12

15

6

6

-

18

16

23

8

5

8

14

1 0 ------------------------------------------------------------------------------------------------

under

-

u se d .

In g r a d e

under

142

s a la r y

fo r

10 a n d

_
_

s a la r y

T a b le

5 and

_
_

m a x im u m

m e d ia n

show n

_
_

m a x im u m

le v e ls

The

grad e s,

_

th e

m in u s

s e le c te d

10

_

th e

w as

-

174

_

w h ic h

s e le c te d

-

_

_

_

w h ic h
th e

s c h e d u le s

or

N O T E :
of

--------------------------

by

P e rce n t

2
fe w

_

-

- .................................. ....................

a

_

_

-------------------------------------------------

-

$ 2 5 , 000
$ 3 0 ,0 0 0

_

7
_

38
-

$ 8 , 0 0 0 -----------------------------------------------------------

40

15 a n d

under

20

---------------------------------------------------------------------------------------------

20 a n d

under

25

---------------------------------------------------------------------------------------------

9
11

5

---------------------------------------------------------------------------------------------

12

15

13

17

11

30 an d

under

35

---------------------------------------------------------------------------------------------

17

30

28

16

7

16

35

and

under

40

---------------------------------------------------------------------------------------------

13

17

16

21

17

1

40

and

under

45

---------------------------------------------------------------------------------------------

6

12

15

10

6

45

and

under

50

---------------------------------------------------------------------------------------------

2

2

4

8

-

-

50

and

25

and under

30

4

7

6

4

8

-

75

134

135

116

84

38

------------------------------------------------------------------------------------------

25

21

20

22

20

24

M e d i a n -----------------------------------------------------------------------------------------------------------

31

30

31

30

36

38

40

29
37

32

o v e r ------------------------------------------------------------------------------------------------------N u m b e r

In g r a d e
F ir s t
T h ir d

o f e s t a b lis h m e n t

percen t

s c h e d u le s

-------------------

spread :

q u a r t ile
q u a r t ile

S a la r y

s a la r y

------------------------------------------------------------------------------------------

s c h e d u le s

P e r c e n t b y w h ic h




p r im a r ily

r e p r e s e n tin g

th e m a x im u m

s a la r y

36

c le r ic a l o c c u p a tio n s .

exceeded

th e m in im u m

s a la r y

of a

grade .

26

18

Table

In g r a d e

U nder

20

20 a n d

under

13.
D i s t r i b u t i o n of E s t a b l i s h m e n t P r o f e s s i o n a l — A d m i n i s t r a t i v e S a l a r y S c h e d u l e s
b y I n g r a d e P e r c e n t S p r e a d 2 for P a y G r a d e s W i t h M i n i m u m A n n u a l Sala ri es
N e a r e s t to S e l e c t e d T h o u s a n d D o l l a r L e v e l s

p e rcen t

$ 5 , 000

spread

$ 6 , 000

$ 7, 000

$ 8, 000

.

--------------------------------------------------------------------------------25

------------------------------------------------------------------

$ 1 0 ,0 0 0

$ 12, 0 0 0

5

4

4

14

8

2

25

and und er

30

------------------------------------------------------------------

14

10

2

3

7

2
_

30

and

35

------------------------------------------------------------------

12

34

31

26

23

18

35

28

36

under

and u n d e r 40

------------------------------------------------------------------

39

38

38

16

40

and

u n d e r 45

------------------------------------------------------------------

8

16

17

18

17

10

45

and

u n d e r 50

------------------------------------------------------------------

5

16

22

24

18

50 a n d u n d e r

55

------------------------------------------------------------------

4

10

19
8

11

17

17

55 an d

under

60

------------------------------------------------------------------

3

18

15

23

20

11

and und er

65

------------------------------------------------------------------

-

6

10

7

2

60

65 a n d

under

70

------------------------------------------------------------------

2

2

6

3

4

3
1

70 a n d

under

75

------------------------------------------------------------------

1

3

3

1

1

3

75 a n d

o v e r ----------------------------------------------------------------------------

4

3

-

1

1

1

85

161

163

164

156

100

N u m b e r

o f e s ta b lis h m e n t

s c h e d u le s

In g r a d e

pe rcen t

F ir s t

s a la r y

---------------------------------------------------------------

sp re ad :

q u a r t i l e ----------------------------------------------------------------

32

34

34

35

36

37

M e d i a n --------------------------------------------------------------------------------

37

39

40

41

41

47

T h ir d

42

50

51

53

52

53

q u a r t ile

---------------------------------------------------------------

1

S a la r y

2

P e r c e n t b y w h ic h

s c h e d u le s

T a b le

14.

p r im a r ily

r e p r e s e n t in g

th e m a x im u m

D is t r ib u t io n
by

s a la r y

U nder

20

20

under

and

P a y

N e a r e s t to S e le c t e d

$ 3 , 000

of a

o c c u p a tio n s .
grad e .

G rad e s

T h o u san d

$ 4 ,0 0 0

$ 5, 000

W it h

M in im u m

D o lla r

S a la r y

S c h e d u le s 1

A nnual

L e v e ls

$ 6, 000

$7, 000

$ 8 ,0 0 0

$ 1 2 ,0 0 0

3

1

_

1

_

2

3

6

7

2

1

1

-

4

2

2

1

1

6

7

2

2

-

.

4

25

and u n d e r

30

------------------------------------------------------------------

5

9

2

30

and u n d er

35

------------------------------------------------------------------

11

13

10

_

$ 1 0 ,0 0 0

------------------------------------------------------------------

--------------------------------------------------------------------------------25

s a la r y

C le r ic a l— P r o f e s s io n a l—A d m in is t r a t iv e

P e rc e n t Sp re a d 2 fo r

pe rcen t sp read

a d m in is t r a t iv e

th e m in im u m

o f E s t a b lis h m e n t

In g r a d e

S a la r ie s

In g r a d e

p r o fe s s io n a l and

exceeded

35

and

u n d e r 40

------------------------------------------------------------------

10

13

30

10

11

13

7

3

40

and

u n d e r 45

------------------------------------------------------------------

5

7

12

36

33

31

30

30

45

and

u n d e r 50

------------------------------------------------------------------

1

2

5

4

7

8

7

1

1

1

4

4

2

-

2

1

1

1

1

1

2

2

40

50

71

72

67

60

51

47

and under
and

------------------------------------------------------------------

---------------------------------------------------------------------------

50
55

9
2

over

55

N u m ber

o f e s t a b lis h m e n t

s c h e d u le s
In g r a d e
F ir s t

pe rcen t

sp re ad :
30

q u a r t ile

S a la r y

---------------------------------------------------------------

s c h e d u le s

P e r c e n t b y w h ic h




p r im a r ily
th e

r e p r e s e n t in g

m a x im u m

s a la r y

34

36

38

38

40

44

35

38

43

43

43

43

45

40

_______________ - __- _________ ___________ _____ ___

30

35

q u a r t i l e -----------------------------------------------------------------

M e d ia n
T h ir d

s a la r y

---------------------------------------------------------------

40

41

44

44

44

44

46

c le r ic a l,

exceeded

p r o fe s s io n a l,

th e m in im u m

and

s a la r y

a d m in is t r a t iv e
of a

grade .

o c c u p a tio n s .

19
T a b l e 15.
D i s t r i b u t i o n of E s t a b l i s h m e n t P r o f e s s i o n a l — A d m i n i s t r a t i v e a n d Cl e r i c a l — P r o f e s s i o n a l A d m i n i s t r a t i v e Sa l a r y Sc h e d u l e s 1 b y I n gr ad e P e r c e n t S p r e a d 2 for P a y G r a d e s W i t h M i n i m u m
A n n u a l S a l a r i e s N e a r e s t to S e l e c t e d T h o u s a n d D o l l a r L e v e l s 3

In g r a d e

$ 1 5 ,0 0 0

sp read

$ 2 5 ,0 0 0

$ 2 0 ,0 0 0

$ 3 0 ,0 0 0

2

2

35

---------------------------------------------------------------------------------------------

11

9

5

11

and u n d e r 40

---------------------------------------------------------------------------------------------

62

29

24

U nder

30

30 and

under

35

p e rcen t

4

------------------------------------------------------------------------------------------------------------

2

40

and

---------------------------------------------------------------------------------------------

16

47

5

9
-

45

and

under

50

---------------------------------------------------------------------------------------------

42

18

16

3

50 an d

under

55

---------------------------------------------------------------------------------------------

20

20

7

9

under

45

55 a n d u n d e r

60

---------------------------------------------------------------------------------------------

12

11

10

60 a n d

under

65

---------------------------------------------------------------------------------------------

1

1

1

10
_

65

under

70

-

and

70 a n d

---------------------------------------------------------------------------------------------

4

3

2

------------------------------------------------------------------------------------------------------

ove r

2

2

1

1

-------------------

174

142

73

45

N u m b e r
In g r a d e

s a la r y

s c h e d u le s

p e rce n t spread :

F ir s t
T h ir d

1

------------------------------------------------------------------------------------------

36

36

35

34

---------------------------------------------------------------------------------------------------------

43

44

46

47

49

50

50

50

q u a r t ile

M e d ia n

t iv e

o f e s t a b lis h m e n t

q u a r t ile

S a la r y

------------------------------------------------------------------------------------------

s c h e d u le s p r im a r il y

r e p r e s e n t in g

p r o fe s s io n a l

and

a d m in is t r a t iv e ,

and

c le r ic a l,

p r o fe s s io n a l,

and

a d m in is t r a ­

o c c u p a tio n s .
2

P e r c e n t b y w h ic h th e m a x im u m

3

P lu s

o r m in u s

s a la r y

th e m in im u m

s a la r y

of a

grad e .

$ 2 , 5 0 0 .1

T a b le

16.

D is t r ib u t io n

In t e r g r a d e

In t e r g r a d e

pe rcen t

o f E s t a b lis h m e n t

P e rc e n t S p re a d 2 fo r

S a la r ie s

U nder

exceeded

N e are st

P a y

to S e le c t e d

C le r ic a l S a la r y

G rad e s

T h o u sa n d

$ 3 ,0 0 0

sp re ad

S c h e d u le s 1 b y

M in im u m

D o lla r

A nnual

L e v e ls

$ 5 ,0 0 0

$ 4 ,0 0 0

$6, 000

$ 7, 000

$ 8, 000

1

8

5

3

--------------------------------------------------------------------------------------------------

4

4

4

3 and und er 4

--------------------------------------------------------------------------------------------------

10

7

2

_

--------------------------------------------------------------------------------------------------

9
7

20

4 and

12

20

16

11

8

6

22

10

20

2 and

2 ----------------------------------------------------------------------------------------------------------------

W it h

under
under

5 and

under

5

4

-

8

25

5

18

10

17

24

12

30

5

7

11

12

14

12

6

9
13

1

4

10

-

2

5

6

3

6
_

2

1
_

1

_

7 -------------------------------------------------------------------------------------------------8

8 and

under

9

--------------------------------------------------------------------------------------------------

9 and

under

1 0 -------------------------------------------------------------------------------------------------

3

11 a n d

--------------------------------------------------------------------------------------------------

11

2

5

under
under

under

5

14

6 --------------------------------------------------------------------------------------------------

6 and
7 and

10 a n d

15

---------------------------------------------------------------------------------------------

under

12

---------------------------------------------------------------------------------------------

5

11

4

12 a n d u n d e r

13

---------------------------------------------------------------------------------------------

3

7

13 a n d

under

14

---------------------------------------------------------------------------------------------

3

3
_

3

1

-

-

14 a n d

o v e r -------------------------------------------------------------------------------------------------------

4

4

-

1

-

-

75

134

135

116

84

38

5

4

5

4

N u m b e r
In t e r g r a d e
F ir s t

o f e s t a b lis h m e n t

p e rcen t

s a la r y

s c h e d u le s

-------------------

spread :

q u a r t i l e --------------------------------------------------------------------------------------------

T h ir d

q u a r t ile

1
a

S a la r y

2
In

P e rce n t

fe w

cases

th e n e x t lo w e r

------------------------------------------------------------------------------------------

s c h e d u le s
by

grad e




p r im a r ily

w h ic h

w h e re

th e

w as

th e

u se d .

re p r e s e n tin g

m in im u m

s e le c te d

s a la r y

th o u sa n d

c le r ic a l
of

d o lla r

a

6

7

6

7

7

9

8

9

8

8

o c c u p a tio n s .

grade

le v e l

6

6

7
10

M e d i a n -----------------------------------------------------------------------------------------------------------

fe ll

w as
in

exceeded
th e

by

h ig h e s t

th e

grade

m in im u m
of

th e

s a la r y

s c h e d u le ,

of
th e

th e

next

p e rcen t

h ig h e r
sp re ad

grad e .
fro m

2 0

Table

In t e r g r a d e

U nder

p e rcen t

17.

Di st ri bu ti on of E s t a b l i s h m e n t P r o f e s s i o n a l — A d m i n i s t r a t i v e S a l a r y S c h e d u l e s
b y I n t e r g r a d e P e r c e n t S p r e a d 2 for P a y G r a d e s W i t h M i n i m u m A n n u a l
S a l a r i e s N e a r e s t to S e l e c t e d T h o u s a n d D o l l a r L e v e l s

sp read

$ 5 , 000

3 ----------------------------------------------------------

$ 6 , 000

$ 7 , 000

$ 8, 000

$ 1 0 ,0 0 0

$ 1 2 ,0 0 0

3

4

3

3

---------------------------------------------

1

5

1

7

13

3

5 ---------------------------------------------

13

8

10

4

2

2

3 and

under 4

4 and

under

3

4

6 ---------------------------------------------

12

2

1

7 ---------------------------------------------

8

10

9
6

6

6 and und er

11

8 ---------------------------------------------

6

27

14

21

9
13

10

7 and

5 and und er
under

13

3

8 and und er

9

---------------------------------------------

4

23

33

30

9 and

1 0 -------------------------------------------

19

25

31

25

8

13

22

29
12

36

under

10 a n d u n d e r

11

----------------------------------------

5

19
12

11

12

----------------------------------------

5

16

and

under

33

12

19

15

12 a n d

under

13

----------------------------------------

2

6

13

5

3

9
4

13 a n d

under

14

----------------------------------------

1

8

5

1

5

4

14 a n d u n d e r

15

----------------------------------------

1

2

1

5

1

3

o v e r --------------------------------------------------

5

8

11

3

6

1

85

161

163

164

156

100

15 a n d

N u m b e r

o f e s t a b lis h m e n t

s a la r y

In t e r g r a d e
F ir s t

s c h e d u l e s ---------------------

percen t

spread :
5

T h ir d

q u a r t ile

1
In

P e rce n t

fe w

a

th e

S a la r y

2

cases

------------------------------------

s c h e d u le s

n e x t lo w e r

by

p r im a r ily

w h ic h

w h e re
grade

th e

w as

T a b le

th e

8

7

8

8

9
11

9
11

9
10

9
11

10

10

r e p r e s e n t in g p r o f e s s io n a l a n d

m in im u m

s e le c te d

7

8

q u a r t i l e --------------------------------------

M e d i a n -----------------------------------------------------

s a la r y

th o u sa n d

18.

D is t r ib u t io n

grade

le v e l

o f E s t a b lis h m e n t

In t e r g r a d e
S a la r ie s

percen t

d o lla r

a

a d m in is t r a t iv e

w as

fe ll

in

exceeded
th e

by

h ig h e s t

o c c u p a tio n s .
th e

grade

m in im u m
of

th e

s a la r y

of

s c h e d u le ,

th e

th e

next

h ig h e r

pe rcen t

spread

grad e .
fro m

u se d .1

by

In t e r g r a d e

of

11

spread

C le r ic a l— P r o f e s s io n a l— A d m in is t r a t iv e

P e rc e n t S p r e a d 2 fo r
N e a re st

G rad e s

T h o u san d

$ 5 , 000

$ 4 ,0 0 0

$3, 0 00 ‘

P a y

to S e le c t e d

W it h

D o lla r

$ 6 , 000

M in im u m

S a la r y

S c h e d u le s 1

A nnual

L e v e ls

$ 8 , 000

$ 7 , 000

$10, 000

$ 1 2 ,0 0 0

5

2

22

3 and

under

4

---------------------------------------------

3

2

-

-

-

1

-

1

4 and

under

5

---------------------------------------------

1

-

2

3

1

-

1

-

4

4

4

3 ----------------------------------------------------------

U nder

1

1

3

2

6 and

under

7 ---------------------------------------------

6

5

5

1

2

2

2

2

7 and

under

8 ---------------------------------------------

2

3

3

4

5

5

8 and

under

9 ---------------------------------------------

4

9
4

9 and u n d er

1 0 -------------------------------------------

5 and

under

10

and

6 ---------------------------------------------

under

2

1

7

7

6

5

3

8

7

4

6

8

8

9
2

11

----------------------------------------

11

9
3

4

9

2

5

22

8

4

1

2

2

1

1

3

3

21

20

20

-

-

2

2

2

3

and und er

12

----------------------------------------

-

12 a n d u n d e r

13

----------------------------------------

-

13 a n d u n d e r

14

----------------------------------------

3

2

3

3

3

1

14 a n d

under

15

----------------------------------------

1

8

4

3

4

1

under

1 6 ----------------------------------------

_

1
-

6

15 a n d

1

-

2

1

21

_

o v e r --------------------------------------------------

1

3

2

2

2

5

1

4

40

50

71

72

67

60

11

16 a n d

N u m b e r

o f e s ta b lis h m e n t

s a la r y
In t e r g r a d e
F ir s t

q u a r t ile

M e d ia n
T h ir d

s c h e d u le s

1

th e

a

51

47

6

S a la r y

P e rce n t

fe w

case s

next

lo w e r

------------------------------------

s c h e d u le s
by

grade




p r im a r ily

w h ic h

w h e re

th e
w as

th e

u se d .

3

8

9

9

9

10

8

11

11

12

14

10

12

12

13

13

13

15

11

r e p r e s e n t in g

m in im u m

s e le c te d

7

9
10

------------------------------------

---------------------------------------------------

q u a r t ile

2
In

--------------------

p e rc e n t sp re ad :

s a la r y

th o u san d

c le r ic a l,
of

d o lla r

a

p r o fe s s io n a l,

grade

le v e l

fe ll

w as
in

and

exceeded
th e

a d m in is t r a t iv e
by

h ig h e s t

th e

grade

8

o c c u p a tio n s .

m in im u m
of

th e

s a la r y

s c h e d u le ,

of
th e

th e

next

p e rcen t

h ig h e r
sp read

grade .
fro m

21

T a b le

19.

D is t r ib u t io n

o f E s t a b lis h m e n t

S c h e d u le s 1 b y

P r o f e s s io n a l— A d m in is t r a t iv e

In t e r g r a d e

P e rce n t

N e a r e s t to

In t e r g r a d e

U nder

pe rcen t

S p re a d 2 fo r

S e le c t e d

P ay

and

G rad e s

T h o u sa n d

D o lla r

C le r ic a l— P r o f e s s io n a l— A d m in is t r a t iv e
W it h M i n i m u m
L e v e ls 3

$ 15 , 000

sp read

$ 30 , 000

8

3

5

6 ------------------------------------------------------------------------------------------------------

6 and under

$ 25 , 000

$20 , 000

8

5 -----------------------------------------------------------------------------------------------------------------

5 and under

S a la r y

A n n u a l S a la r ie s

7

-

3
-

7 ------------------------------------------------------------------------------------------------------

10

5

2

3

7 and

u n d e r 8 ------------------------------------------------------------------------------------------------------

11

3

4

-

8 and

under

9 ------------------------------------------------------------------------------------------------------

9 and und er

14

27

18

9
2

-

1 0 --------------------------------------------------------------------------------------------------

under

1 1 -------------------------------------------------------------------------------------------------

34

21

14

16

and under

1 2 -------------------------------------------------------------------------------------------------

1

15

7

5

9
5

12 and under

1 3 -----------------------------------------------------------------------------------------------

5

20

2

2

13 and under

1 4 -------------------------------------------------------------------------------------------------

6

7
19

4

-

17

10 a n d
11

14 a n d u n d e r

1 5 -------------------------------------------------------------------------------------------------

4

19
5

15 a n d

1 6 -------------------------------------------------------------------------------------------------

25

4

under

-

1 7 -------------------------------------------------------------------------------------------------

5

6

-

-

under

1 8 -------------------------------------------------------------------------------------------------

-

-

-

-

18 a n d u n d e r

1 9 -------------------------------------------------------------------------------------------------

-

1

2

-

o v e r ---------------------------------------------------------------------------------------------------------

3

4

4

1

174

142

73

45

16 a n d u n d e r
17 a n d
19 a n d

N um ber

In t e r g r a d e

o f e s t a b lis h m e n t

pe rcen t

s a la r y

s c h e d u l e s -----------------------

spread :
9
10

9
11

9
12

11

M e d i a n -----------------------------------------------------------------------------------------------------------T h ir d

13

13

14

15

F ir s t

1

q u a r t i l e --------------------------------------------------------------------------------------------q u a r t ile

S a la r y

--------------------------------------------------------------------------------------------

s c h e d u le s

p r im a r ily

re p r e s e n tin g

p r o fe s s io n a l

and

a d m in is t r a t iv e ,

and

c le r ic a l,

13

p r o fe s s io n a l,

and

a d m in is t r a t iv e

o c c u p a tio n s .
2
fe w

P e rce n t

case s

lo w e r

w h e re

grade
3

P lu s

w as
or

b y
th e

w h ic h

th e

s e le c te d

m in im u m
th o u sa n d

s a la r y
d o lla r

of a grade
le v e l

fe ll

w as
in th e

exceeded by
h ig h e s t

th e

grade

m in im u m

o f th e

s a la r y

s c h e d u le ,

o f th e

th e

p e rcen t

use d .
m in u s




$ 2 , 5 0 0 .1

T a b le

20.

M e d ia n

In g r a d e

1 a n d In t e r g r a d e 2 P e r c e n t S p r e a d

E s t a b lis h m e n t S a la r y S c h e d u le s
R e p r e s e n t in g

S e le c t e d

N um be r

of W ork

of
M e d ia n

e s t a b lis h S e le c t e d

le v e ls

of w ork

in

fo r S a la r y G r a d e s

L e v e ls

pe rcen t

sp re ad

m ent
s a la r y

In g r a d e

In t e r g r a d e

s c h e d u le s
205

30

6

_

176

40

10

e x p e r i e n c e d p r o f e s s i o n a l - ....... ......

229
112

42

9
11

L e v e l fo r
E n try

_
c le r ic a l w o r k _

r o u tin e

le v e l fo r

in e x p e r ie n c e d

c o lle g e

grad u ate

W o r k in g

le v e l fo r

L e v e l fo r

1
s a la r y

th e

fu lly

p ro gra m

m a n a g e r s 3 _____

P e r c e n t b y w h ic h
P e r c e n t b y w h ic h

m in im u m

s e le c te d

p e rcen t
3
to r

____

th e

m a x im u m

th e

m in im u m

43

s a la r y

exceeded

th e

m in im u m

w as

exceeded

of a grade .
2

b y th e

_ _

s a la r y

grade

sp read
L e ve l

fro m
as

of p e rso n n e l

o f th e

le v e l
th e

d e fin e d
V ,

w as

n e x t h ig h e r
th e

fo r

a tto rn e y
V III,

o f P r o fe s s io n a l,

A d m in is t r a t iv e ,

a ry —M a rc h

(B L S

1963

B u lle t in

grade
or

In

grade
w as

V II,

1 9 6 3 ).

in

a fe w
th e

case s

w h e re

s c h e d u le ,

th e

use d.

c h ie f

e n g in e e r

T e c h n ic a l,

1387,

of a grade

grad e .

h ig h e s t

n e x t lo w e r

c h e m is t

s a la r y

and

a cco u n ta n t

V III

in

V ,

N a t io n a l

C le r ic a l

P ay,

next

d ir e c ­
Su rve y
F e b ru ­

h ig h e r

sp read

grad e .

fro m

th e

In

a

next

2 2

Table 21.

Distribution of Es tablishment Salary Schedules b y Ingrade P e r c e n t S p r e a d 1 for
P a y G r a d e s Representative of Selected L evels of W o r k
E s t a b lis h m e n t

s a la r y

s c h e d u le s

______ ___________ r e p r e s e n t a t i v e
In g r a d e

pe rcen t sp read

L e v e l fo r

E n try

r o u tin e

c o lle g e

1 5 ___________________________________________________________

gra d u a te s

11

20

15

20

2 5 ___________________________________________________________

31

and und er
and under

w it h

grade s

_________________
fo r

L e v e l fo r

e x p e r ie n c e d

p ro gra m

p r o fe s s io n a ls

m an age rs

2
1

14

1 0 _____________________________________________________________

15 a n d u n d e r

10

o f—

W o r k in g le v e l
fu lly

in e x p e r ie n c e d

c le r ic a l w o rk

5 and under

le v e l fo r

___________________________________________________________

-

-

-

12
6

16

-

_

4

1

3 0 ___________________________________________________________

42

30 a n d u n d e r

3 5 ___________________________________________________________

44

27

29

17

35 a n d u n d e r

4 0 ___________________________________________________________

33

43

43

40

and under

4 5 _______________

_________________________________________

8

42

41

9
41

45

and under

5 0 ___________________________________________________________

3
-

11

46

19

9

14

1
1
2

20
2
1

21

11
11

7

-

5

_

3

3

3
_

205

176

229

112

25

and under

50

and u nd er

5 5 ___________________________________________________________

55

and und er

6 0 ___________________________________________________________

60

and under

6 5 ___________________________________________________________

65

and under

7 0 ____________________________________

70

a n d o v e r _________________________________________________________________
N um ber

In g r a d e

o f e s t a b lis h m e n t

pe rcen t

s a la r y

_________________

s c h e d u l e s ____________

sp read :
23

35

36

41

M e d i a n ___________________________________________________________________

30

40

42

43

T h ir d

35

46

48

49

F ir s t

q u a r t i l e __________________________________________________________
q u a r t ile

1

P e rce n t

2

L e v e ls

N a t io n a l

------------------------------------------------------------------------------------------

by
as

Su rvey

w h ic h

th e

d e fin e d

m a x im u m

fo r

T a b le

22.

s a la r y

a tto rn e y

o f P r o f e s s io n a l,

V II,

exceeded

c h ie f

A d m in is t r a t iv e ,

D is t r ib u t io n
fo r

P a y

th e

m in im u m

a cco u n tan t

T e c h n ic a l,

V,

o f E s t a b lis h m e n t S a la r y

G rad e s

s a la r y

d ir e c t o r

and C le r ic a l

R e p r e s e n ta tiv e

of

P ay,

S c h e d u le s

o f S e le c t e d

of

a

grade.

p e rso n n e l

V,

c h e m is t

F e b ru a ry — M a rc h

by

In t e r g r a d e

L e v e ls

V III,

1963

(B L S

and

e n g in e e r V I I I

B u lle t in

1387,

in

1 9 6 3 ).

P e rce n t S p re a d 1

of W o rk

E s t a b l i s h m e n t s a l a r y s c h e d u le s w it h g r a d e s
__________________ r e p r e s e n t a t i v e o f — __________________
In t e r g r a d e

p e rcen t

sp re ad

L e v e l fo r

E n try

r o u tin e

U nder

2 ______________________________________________________________________

le v e l fo r

in e x p e r ie n c e d

c le r ic a l w o rk

c o lle g e

W o r k in g
fu lly

gra d u a te s

le v e l fo r

L e v e l fo r

e x p e r ie n c e d

p ro gra m
m an age rs 2

p r o fe s s io n a ls

17

2

2 and under

3 ______________________________________________________________

27

2

1

_

3 and under

4 _______________________

____________________________________

31

1

4

and unde r

5 __________________ ___________________________________________

14

17

9
7

2
_

2

5 and under

6 ______________________________________________________________

25

11

6 and

under

7 __________________

15

7

under

8 _______________________________

____________________________

9
27

10

7 and

13

25

2

8 and under

9 ______________________________________________________________

13

9

28

14

9 and under

10

__________

______

____________________

10

2

7

28

42

18

10 a n d u n d e r

1 1 _______

_____

8

26

29

19

11

1 2 ___________________________________________________________

10

15

31

11

____________________

5

11

6

22

--------------------------------------

4

9

8

and unde r

________________
__

_________________________________________

_____________________________________

12 a n d u n d e r

1 3 ____________________________________

13 a n d u n d e r

1 4 ____________________________

14 a n d u n d e r

1 5 ___________________________________________________________

2

8

7

5

1 5 a n d o v e r _________________________________________________________________

6

14

9

7

205

176

229

112

N um ber
In t e r g r a d e
F ir s t

o f e s t a b lis h m e n t s a la r y

p e rcen t

1
a

fe w

3

7

8

9

____________________

6

10

9

11

_________________________________________________________

8

12

11

12

q u a r t i l e _____________ __________________________ _________________
q u a r t ile

P e rce n t

cases

n e x t lo w e r
2
N a t io n a l

s c h e d u l e s ____________

by

w h ic h

w h e re

grade

L e v e ls
Su rve y

3

sp read :

M e d i a n ____________________________
T h ir d

__

th e

w as
as

th e

______________

m in im u m

s e le c te d

d e fin e d

fo r

a tto rn e y

o f P r o fe s s io n a l,




s a la r y

th o u sa n d

of a grade

d o lla r

le v e l

w as

fe ll

in

exceeded
th e

by

h ig h e s t

th e

m in im u m

grade

of

th e

s a la r y

s c h e d u le ,

of

th e

th e

next

pe rcen t

h ig h e r

grade .

sp re ad

fro m

In
th e

use d .
V II,

c h ie f

A d m in is t r a t iv e ,

a cco u n ta n t

T e c h n ic a l,

V ,

and

d ir e c t o r
C le r ic a l

of

P ay,

p e rso n n e l

V ,

c h e m is t

F e b ru a ry —M a rc h

1963

V III,
(B L S

and

e n g in e e r

B u lle tin

1387,

V III

in

1 9 6 3 ).

23
Table 23.

Distribution of Establishment Salary Schedules b y N u m b e r of G r a d e s
B e t w e e n Selected W o r k Levels and Salary Schedule T y pe s
R o u t in e

N u m ber

of grad e s

E n try

c le r i c a l l e v e l

and e n try

le v e l fo r

enced

b e tw e e n

c o lle g e

P r o f e s s io n a l-

p r o fe s s io n a l—

a d m in is t r a t iv e

a d m in is t r a t iv e

1

7

............ ........

m an age rs
P r o f e s s io n a la d m in is t r a t iv e

C le r ic a lp r o fe s s io n a l—
a d m in is t r a t iv e

2
9

32

12
11
2
1
1
1
2

23

6

2
6

10
12

13

16

-

5

-

9

2

_

-

1
1
1

16

-

19
24

8 _______________ ____________________________________
9 ______________________________________________________
11
12

a d m in is t r a t iv e

lu lly

le v e l fo r p r o g r a m

-

____________

6 ______________________________________________________

in

and

C le r ic a lp r o fe s s io n a l—

le v e l fo r

e x p e r ie n c e d p r o f e s s io n a ls

1
11
11

-

3 ______________________________________________________
____

W o r k in g

and

fu lly

6
6
8

______________________________________________________

4
z,

grad u ate s

le v r e l f o r

e x p e r ie n c e d ] r o fe s s io n a ls
p

§ ra d u a te s
C le r ic a l-

C le r ic a l

f
le v e l ; o r in e x p e r i-

c o lle g e

w o r k in g

in e x p e r ie n c e d

2
6

_

____________________________________________________

-

-

1

5
5

-

-

24

4

22
2
1

6

5

__________________________ __________________________

-

-

1 3 ____________________________________________________

1

1

_

-

1
10

-

___________

72

42

1 06

56

67

35

___________

6

4

4

4

6

5

__________ ________ __________________ ___

7

5

4

4

6

8

6

6

6

8
10

N um ber

o f e s ta b lis h m e n t

s a la r y

s c h e d u le s

______

G rad e s:
F ir s t

q u a r t i l e __________________

M e d ia n
T h ir d

q u a r t ile

_______________________________

T a b le

24.

D is t r ib u t io n

A re

S k ip p e d

fo r

o f E s t a b lis h m e n t S a la r y

C e r t a in

It e m

E x t e n t o f p r a c t ic e
fo r

c e r t a in

O c c u p a t io n s ,

S c h e d u le s b y

and

th e

C le r ic a l

to

s k ip

P a tte rn

E x t e n t to

o f S k ip p e d

W h ic h

6

G rad e s

G rad e s

P r o f e s s io n a la d m in is t r a t iv e

C le r ic a lp r o fe s s io n a l—
a d m in is t r a t iv e

grad e s

o c c u p a tio n s

grad e s

o f e s t a b lis h m e n t

s k ip p e d

in

s a la r y

a n y o c c u p a tio n

in

s c h e d u le s

in

a re

e s t a b lis h e d

b e tw e e n

1 or

m ore

grad e s

p a tte rn

p a tte rn

b e tw e e n

1 grade

le v e ls

o f s k ip p e d

l e v e l s _______________________________

s k ip p e d b e tw e e n
s k ip p e d

In fo r m a t io n

to

le v e ls

s p e c ifie d

33

31

14

20

13

6

_

1

-

6

-

_

5

_

'

'

31

14

of

on

s k ip

p a tte rn

not

n o t a v a i l a b l e _________________________________
a ffe c te d b y

s k ip -g r a d e

in

s a la r y

e s t a b lis h e d

s a la r y

s c h e d u le

b u t n o t a ll o c c u p a tio n s

s c h e d u le s

___________________
in




30
2

3

-

25

20

14

3

8

-

s a la r y

s c h e d u l e ______________________________________________________
a ffe c te d

3

p atte rn

o f e s t a b lis h m e n t

A l l o c c u p a tio n s

O c c u p a t io n s

67

30

o f 2 -le v e l

le v e ls

o n l y ___________________________________

O c c u p a t io n s

m ore

51

o c c u p a tio n a l

a v a i l a b l e ______________________________________________

1 or

47

_________________________________________________

o c c u p a tio n s

N u m b e r

98

s k ip p e d b e tw e e n o c c u p a tio n a l

grade

In fo r m a t io n

29

81

grad e s

o c c u p a t i o n s _________________________________________
1 grade

67

o f s k ip p e d

s k ip p e d b e tw e e n

2 grad e s

55

76

o c c u p a tio n s

l e v e l s _________________________________________

E s t a b lis h e d

1

in

s c h e d u l e ________________________________________

s a la r y
N o

skpp ed

165

s a la r y

s c h e d u l e ______________________________________________________
G ra d e s

139

23

N u m ber
N o

n o t s p e c i f i e d ____________________

24

Table 25.

E x te n t and

re aso n s

u n o c c u p ie d

E x t e n t to w h ic h
N u m b e r
A ll

grad e s

fo r

in

s c h e d u le

C le r ic a lp r o fe s s io n a l”
a d m in i s t r a t iv e

o c c u p ie d

s c h e d u l e s ------------------

139

165

76

106

131

1 or m o re

66

-

30

34

10

16

28

7

9
5

3

2

3

1

3

-

-

10

s c h e d u le

grad e s

1 grade
2 grad e s

are

c u r r e n t ly

n o t c u r r e n t ly

n o t o c c u p ie d —

3 o r m o re
In fo r m a t io n

grad e s

R e aso n s

—

H ig h e s t

grad e

n o t c u r r e n t ly

o p e r a t in g

under

s a la r y

neededin

—

v a c a n t-

26.

-------------

-------------------------

s c h e d u le

30

34

--------------------------

7

23

3

5

5

3

1

3

-

---------------- -

-

-

s c h e d u l e ---------------------

—

------

n e e d e d ------

D is t r ib u t io n

O c c a s io n s

------

-------------

s c h e d u l e s ------------------

—

s a la r y
—

n o t c u r r e n t ly

T a b le

in

—

—

e s ta b lis h m e n t

c o m p a n y w id e

grad e s

-

-----------

needed —

not needed

t e m p o r a r ily

—

grad e s

o f e s t a b lis h m e n t
n o t c u r r e n t ly

grad e s

—

----------------

f o r u n o c c u p ie d

grade

1 or m o re

------

n o t o c c u p i e d ---------------------

Lo w e st

1 or m o re

------------------

o c c u p ie d -

-

n ot a v a ila b le -

N u m b e r

s a la r y

are

a d m in is t r a t iv e

o c c u p i e d -------------------------

in

o f e s t a b lis h m e n t

P r o fe s s io n a l”

C le r ic a l

grad e s

n o t o c c u p i e d ---------------------------------------------------------------------------

gra d e s

1 grade

Distribution of Establishment Salary Schedules by Extent and
R e a s o n s for Un oc c u p i e d G r a d e s in Schedules

fo r

---------------

—

6

-

5

1

-

----------

7

4

1

—

o f E s t a b lis h m e n t S a la r y

G e n e ra l A d ju stm e n ts,

and

S c h e d u le s ,

F a c to rs

by

F re q u e n cy

o r Sta n d a rd s

o f G e n e ra l A d ju stm e n ts,

D e te r m in in g

S iz e

P r o f e s s io n a la d m in is t r a t iv e

F re q u e n cy
N u m ber
1 and under

1

of A d ju stm e n ts

C le r ic a lp r o fe s s io n a l—
a d m in is t r a t iv e

o f g e n e ra l a d ju stm e n ts 1

o f e s t a b lis h m e n t

s a la r y

s c h e d u le s

139

■

2 y e a r s ------------------------------------------------------------------------------------

165

76

77

113

51

2 and under

3 y e a r s ------------------------------------------------------------------------------------

26

28

17

3 and

4 y e a r s ------------------------------------------------------------------------------------

22

10

4

------------------------------------------------------------------------------------------

4

12

4

n o t a v a i l a b l e ------------------------------------------------------------------------

10

2

“

139

165

76

92

136

70

o f c o m p a n y ----------------------------------------

62

95

b a r g a i n i n g --------------------------------------------------------------------------------

under

4 y e a rs

or m o re

In fo r m a t io n

O c c a s io n s
N u m b e r

C h an ges

in

C o lle c t iv e

fo r

g e n e r a l a d ju stm e n ts

o f e s t a b lis h m e n t

o th e r

s c h e d u le s

C h an ges

in

e c o n o m ic

C h an ges

in

C o n su m e r

s a la r y

s c h e d u l e s 2 ----------------

8

66

12

8

----------------------------

3

8

24

I n d e x ---------------------------------------------------

-

-

6

o r b u s in e s s
P r ic e

c o n d it io n s

4

2

1

"

139

165

76

144

72

o f c o m p a n y ------------------------------------

56

105

19

I n d e x -------------------------------------------------------------------------------

47

30

39

b a r g a i n i n g -----------------------------------------------------------------

27

21

-

o c c a s i o n s --------------------------------------------------------------------------------------------

In fo r m a t io n
F a c to rs

n o t a v a i l a b l e ------------------------------------------------------------------------

or

sta n d a rd s

N u m b e r

in

C o n su m e r

o th e r

P r ic e

c o lle c t iv e

P r o d u c tiv ity

d e te r m in in g

o f e s t a b lis h m e n t

In c r e a s e s
D ir e c t

3
4

98

O th e r

s c h e d u le s

s iz e

s a la r y

of a d ju stm e n ts

s c h e d u l e s 2 ----------------

-

-

-------------------------------

6

6

t r e n d s -----------------------------------------------------------------

c h a n g e s ----------------------------------------------------------------------------------

E c o n o m ic

c o n d it io n s

C o lle c t iv e

b a r g a in in g

(g e n e ra l o r

in d u s t r y )

-

6

-

3

O t h e r f a c t o r s ---------------------------------------------------------------------------------------------------

2

13

5

In fo r m a t io n

4

1

-

n o t a v a i l a b l e ------------------------------------------------------------------------

R e la t e s

to

ave rage

U n d u p lic a t e d




t o ta l.

in t e r v a l b e tw e e n th e

la s t

s e v e ra l g e n e ra l a d ju stm e n ts.

25
T a b le

27.
to

P r a c t ic e s

D is t r ib u t io n

P re se rv e

w hen

r e v is in g

R e la t io n s h ip s

N um ber

w it h in

o f e s t a b lis h m e n t

c o n s c io u s

s a la r y

R e la t io n s h ip s

e ffo rt m a d e

S c h e d u le s

W it h in

by

E x t e n t to

an d B e tw e e n

s c h e d u le s

b e tw e e n m in im u m s

m a x im u m s

No

o f E s t a b lis h m e n t S a la r y

E s t a b lis h e d

W h ic h

G rad e s

W hen

C o n s c io u s
S c h e d u le s

E ffo rts
A re

A re

C le r ic a l—

P r o f e s s io n a l-

C le r ic a l

M ade

A d ju ste d

p r o fe s s io n a l—

a d m in is t r a t iv e

a d m in is t r a t iv e

and

grad e s
s c h e d u l e s -----------------------

s a la r y

to p r e s e r v e

165

139

76

e s t a b lis h e d
30

C o n s c io u s

e ffo rt m a d e

to p r e s e r v e

N a tu re

o f r e la tio n s h ip s

U n ifo r m
V a r ia b le

sp re ad

p e rc e n ta g e

grades
In fo r m a t io n

70

49
56

76

30

50

36

fo r

sp re ad

p e rc e n ta g e

3

g r a d e s -------------------------------

fo r

sp read

s u c c e s s iv e

am ong

sp read

fo r

gra d e s—

3

6

_

5

1

1

1

-

139

165

76

g r a d e s -----------------------

s u c c e s s iv e

______________________________________________________________

n o t a v a i l a b l e --------------------------------------------------------------------------R e la t io n s h ip s
fo r

N u m ber
No

6

137

m a in t a in e d :

p e rc e n ta g e

W id e n in g p e r c e n t a g e
N a r r o w in g

27

108

e s t a b lis h e d

r e l a t i o n s h i p s --------------------------------------------------------------------------------------------------

c o n s c io u s

b e tw e e n

s u c c e s s iv e

o f e sta b lis h m e n t
e ffo rt m a d e

to

s a la r y

rate s

grad e s
s c h e d u l e s -----------------------

s a la r y

p re se rve

e s t a b lis h e d
39

42

8

100

123

68

80

73

44

______________________________________________________________

16

41

19

g r a d e s -------------------

3

6

3

1

3

2

r e l a t i o n s h i p s -------------------------------------------------------------------------------------------------C o n s c io u s

e ffo rt m a d e

to p r e s e r v e

e s ta b lis h e d

r e l a t i o n s h i p s --------------------------------------------------------------------------------------------------N a tu re

o f r e la t io n s h ip s

U n ifo r m

p e rc e n ta g e

m a in t a in e d :
spread

W id e n in g p e r c e n ta g e
grad e s
V a r ia b le

p e rc e n ta g e

N a r r o w in g
grad e s

sp read

p e rc e n ta g e

g r a d e s ---------------------

b e tw e e n

sp read

b e tw e e n
b e tw e e n

sp re ad

fo r

s u c c e s s iv e

s u c c e s s iv e

--------------------------------------------------------------------------------------------------

T a b le

28.

D is t r ib u t io n
S a la r ie s

M e th o d

N u m b e r

of

o f a d ju s t in g

e s t a b lis h m e n t

o f E s t a b lis h m e n t S a la r y

o f E m p lo y e e s

W h e n S a la r y

s a la r ie s

76

33

41

n o t a d ju ste d

a u t o m a t i c a l l y ________________________________

58

130

34

r e v i e w s 1__________

41

102

i n c r e a s e s 1 ____________________
2

11

25

29
-

6

3

5

5

2

1

th ro u gh

m e r it

th ro u gh

ge n e ral pay

th ro u gh

o t h e r m e t h o d s ________________________________

n o t a v a i l a b l e ______________________________________________

1

In

a d d itio n ,

s a la r ie s

fa ll

In c r e a s e s

a d m in is t r a t iv e

165

A d ju ste d

2

p r o fe s s io n a l—

a d m in is t r a t iv e

76

A d ju ste d

w h o se

C le r ic a l—

P r o f e s s io n a l—

C le r ic a l

139

S a la r ie s

A d ju ste d

o f A d ju s tin g

R e v is e d

s c h e d u l e s -------------------

a d ju ste d

In fo r m a t io n

b y M e th o d
A re

a u t o m a t i c a l l y ------------------------------------------------------------

S a la r ie s

s a la r y

S c h e d u le s
S c h e d u le s

(p e rfo rm a n c e )

in c lu d e s
b e lo w

s a la r y

th e




s c h e d u le s

r e v is e d

n o t c o r r e s p o n d in g

o f e s ta b lis h m e n ts

m in im u m

of

to a d j u s t m e n t s

t h e ir
in

th e

w it h

s p e c ia l p r o v is io n s

fo r

a d ju s t in g

grade .
ra te

ra n ge s

as

to

am ount or

e ffe c t iv e

d ate .

s a la r ie s '

of

th o se

e m p lo y e e s

26

T a b le

29.

D is t r ib u t io n

o f E s t a b lis h m e n t

N o r m a l H ir in g

P r o v is io n s

P r o v is io n s
N u m ber
N o

N o r m a l h ir in g
M in im u m

ra te s

ra te s

fo u rth

L o w e r

t h ir d

L o w e r

h a lf o f g r a d e

rate s

n o r m a l h ir in g

P r o fe s s io n a la d m in is t r a t iv e

C le r ic a lp r o fe s s io n a l—
a d m in is t r a t iv e

rate s
76

65

43

e s t a b l i s h e d ___________________________________________________

119
112

100

33

____________________________________________________________________________________

79

22

-

1

-

of grade

grade

grade

ran ge

ran ge

-

-

1

_

2

2

1

------------------------------:
______________________________________________________________

5

18

ran ge.

of grade

s c h e d u l e s _______________________________________________________

_____________________________________________________________________________

r a n g e ______________________________________________________________________________
ran ge

-

-

1

-

-

6

-

-

1

3

-

-

119

100

33

o f ra n g e ; h ig h e r

le v e ls —

lo w e r

t e n t h o f r a n g e ------------------------------------

m in im u m

o f ra n g e ; h ig h e r

le v e ls —

lo w e r

t h ir d

C le r ic a l—

lo w e r

s e v e n th o f ra n g e ; h ig h e r

le v e ls —

m in im u m

o f r a n g e _______________________

n o t a v a i l a b l e _____________________________________________________________________________________
P r o v is io n s

N u m b e r o f e s t a b lis h m e n t

fo r

s a la r y

above

n o r m a l h ir in g

s c h e d u le s

to w h ic h

1

_

o f r a n g e __________________________

m in im u m

N o

fo r

165

s a la r y

C le r ic a l—

S h o rta g e

P r o v is io n s
R a te s

C le r ic a l

C le r ic a l—

In fo r m a t io n

b y

r a n g e _________________________________________________________________________________

te n th o f g r a d e

Lo w e r

S c h e d u le s

N o r m a l H ir in g

17

ra n ge

Lo w e r

S a la r y

Above

139

w it h in

w it h in

of grade

fo r

h ir in g

and fo r

e s t a b l i s h e d -------------------------------------------------------------------------

o f e s t a b lis h m e n t

n o r m a l h ir in g

fo r

R a te s

_

rate s

h ir in g

ra te

p r o v is io n s

a p p ly . .

o c c u p a tio n s :

p r o v is io n s

P r o v is io n s
A bove

fo r

fo r

above

above

n o r m a l h ir in g

R e c la s s ific a t io n
Above

r a t e s _________________________________________________________

5

3

1

r a t e s _____________________________________________________________

114

97

32

a u t h o r i z e d ______________________________________________________________

102

n o r m a l h ir in g

n o r m a l h ir in g
rate s

to h ig h e r

n o r m a l h ir in g

grade
or

r e c la s s ific a t io n
s p e c ia l

A bove

n o r m a l h ir in g

rate s

o r

Above

n o r m a l h ir in g

ra te s

and,

ran ge

a u t h o r i z e d ______

In e x p e r ie n c e d —
h ir in g

ra te s

above

93

31

1

1

-

a u t h o r i z e d ___________

2

2

-

a u t h o r i z e d -----------------------------------------

1

1

-

a u t h o r i z e d _____________________________________________________

rate s

fo r

s a la r y

to

h ig h e r

ran ge s

e n g in e e r s ,

ra te s

grade

above

m a x im u m

of grade
-

-

1

8

-

-

r a t e s ------------------------------------------------------------------------------------------

97

68

14

r a t e s _____________________________________________________________

22

32

_________________________________________________________________________________

n o r m a l h ir in g

ra te s

a u t h o r iz e d ;

e x p e r ie n c e d —

no n o rm a l

e s t a b l i s h e d _______________________________________________________________________________

In e x p e r ie n c e d w o r k e r s :
N o

p r o v is io n s

P r o v is io n s
N o

fo r

fo r

s p e c ific

S p e c ific

above

above

c r it e r ia

c r it e r ia

o c c u p a tio n s
M ilit a r y

e s t a b lis h e d

e s t a b lis h e d

in p a y

s e r v ic e

S c h o la s tic

n o r m a l h ir in g

n o r m a l h ir in g

fo r

fo r

d e te r m in in g

d e te r m in in g

11

fo r

one

or

6

15

2

-

13

2
2

9

6

________ ________

8

6

d e g r e e ______________________________________________________________________________

2

6

_
_

E d u c a tio n
L e v e l o f c o lle g e
fie ld

C o lle g e

in jo b

a tte n d e d

_

_______________

___

_____

__

-

5

1

-

4

2

-

2

2

-

2

-

2

-

-

_____________________________________________________________________________________
a c t i v i t i e s ________________________________________________________________________ 1

P e r s o n a l c h a r a c t e r i s t i c s ____________________________________________________________________________

N o

w ork e rs:

p r o v is io n s

P r o v is io n s
N o

fo r

s p e c ific

S p e c ific

fo r

above

above

c r it e r ia

P r e v io u s
M ilit a r y

e s t a b lis h e d

s a la r y
s e r v ic e

_

20

9

3

r a t e s _____________________________________________________________

99
22

91
21

30

r a t e s _______________________________________

fo r

r a t e s _____________________________________________________
d e te r m in in g

r a t e s 1 __________________________________________

77

70

23

74

65

17

32

32

3

h i s t o r y ______________________________________________________________________________

15

15

8

8

-

fo r

d e te r m in in g

c o m p l e t e d ________________________________________________________________________
_

2

2

7

m a r k e t __________________________________________________________________________

5

7

1

__________________________________________________________________________________________

C o m p e t it io n

in jo b

U n d u p lic a t e d

t o ta l.

T a b le

30.

D is t r ib u t io n

o f E s t a b lis h m e n t S a la r y

A d v a n c e m e n t o f E m p lo y e e s

B a s is

N um ber
M e r it

7

e x p e r i e n c e e v a l u a t e d __________________________________________________________
........ ..............

e s t a b lis h e d

w ork

S p e c ia l t e s t s

n o r m a l h ir in g

n o r m a l h ir in g

c r it e r ia

A p p lic a b le
E d u c a tio n

1

-

_________________________________________________________________________________

m a r k e t ___________________________________________________________________________

o f stu d y .

E x t r a -c u r r ic u la r

E x p e r ie n c e d

6

-----------------------------------------------------------------------------

_________________________________________________________________________________

c o m p l e t e d -----------------------------------

s ta n d in g _

C o m p e titio n

22

m ore

s c h e d u l e 1 _________________________________________________________________________

S p e c i a l t e s t s ______________________________________________________________________________________________

M a jo r

10

11

r a t e s _______________________________________

ra te s

19
13

o f e s t a b lis h m e n t

(p e rfo rm a n c e )

o f in g r a d e

s a la r y

W it h in

G rad e

S c h e d u le s
S a la r y

advancem ent

s c h e d u le s

______________

B a s is

C le r ic a l

-------------------------------------------------------------------- ------------------

r e v i e w s . . _____________________________

b y

__

_____

_______

_

_

of

R an ge s

_

P r o fe s s io n a l—
a d m in i s t r a tive

C le r ic a lp r o fe s s io n a l—
a d m in is t r a t iv e

139

165

76

80

162
_

65
2

5

________________________________ ____________________________________________________________ _

18

M e r it

(p e rfo rm a n c e )

r e v ie w s

a n d le n g th o f s e r v ic e

___________________________________________________

35

1

M e r it

(p e rfo rm a n c e )

r e v ie w s

and

i n c r e a s e s ------------------------------------------------ --------------

1

2

-

M e r it

(p e rfo rm a n c e )

r e v ie w s

s p e c ifie d g r a d e s _
_

2

-

4

n o t a v a i l a b l e ________________________________________________________________________________________

3

"

“

L e n g th

o f s e r v i c e ___

In fo r m a t io n




fo r

g e n e ra l s a la r y
a ll g r a d e s

a n d le n g th

o f s e r v ic e

fo r

27
Table 31.

Distribution of Establishment Salary Schedules by Extent and Characteristics of
Me r i t (P er fo rm an ce ) R e v i e w P r o g r a m s , and P e rc en t of E m p l o y e e s
Receiving Ingrade Salary Increases U n d e r T h e s e P r o g r a m s

It e m

E x te n t o f m e r it
r e v ie w
N u m ber
N o

E s t a b lis h e d

m e r it

m e r it

P r o v is io n s

fo r

r e v ie w

r e v ie w

s c h e d u l e s _____________

139

p r o g r a m ---------------------------------------------

s a la r y

18

m e r it

165

76

.

5

118

165

71

r e v i e w s _______________________

105

146

61

M o re

fr e q u e n t r e v ie w s

are

p e r m i t t e d ---------------------------------

82

M o re

fre q u e n t

are

n o t p e r m i t t e d ------------------------

116

30

23

30

31

r e v i e w s __________________

13

19

10

n o t a v a i l a b l e -------------------------------------------------------------------------

3

-

-

P r o v is io n s
In fo r m a t io n

C le r ic a lp r o fe s s io n a l—
a d m in is t r a t iv e

(p e rfo rm a n c e )

p r o g r a m ---------------------------------------------------

p e r io d ic

P r o fe s s io n a la d m in is t r a t iv e

p ro gra m s

o f e sta b lis h m e n t

e s ta b lis h e d

C le r ic a l

fo r

r e v ie w s

n o n p e r io d ic

F re q u e n cy

m e r it

o f p e r io d ic

(p e rfo rm a n c e )

m e r it

r e v ie w s
s c h e d u l e s ---------------------

105

146

61

A n n u a l ------------------------------------------------------------------------------------------------------------------

73

127

47

S e m i a n n u a l ---------------------------------------------------------------------------------------------------------

N u m ber

o f e s t a b lis h m e n t

s a la r y

27

13

_________

2

2

1

l e v e l -----------------------------------------------------------------

1

1

8

O t h e r __________________________________________________________________________

2

3

-

s c h e d u l e s ---------------------------------------------------------------

105

146

1 0 p e r c e n t --------------------------------------------------------------------------------------------

_

2

4 -m o n th
P e r io d

i n t e r v a l s _____________________________________________

v a r ie s

by

grade

P e r c e n t o f e m p lo y e e s
(p e rfo rm a n c e )
P e r io d ic
m ent
U nder

r e v ie w

s a la r y

r e c e iv in g m e r it

in c r e a s e s

p ro gra m s—

5

in

a ye ar

num ber of

e s t a b lis h ­
61
1

10 a n d u n d e r

20

p e r c e n t ________________________________________________

2

11

1

20

3 0 p e r c e n t -----------------------------------------------------------------------------

26

3

3

p e r c e n t ________________________________________________

4

6

4
1

and under

30 a n d u n d e r

40

40

and under

50

p e r c e n t ________________________________________________

12

30

50

and under

60

p e r c e n t ________________________________________________

2

27

1

60

and under

70

p e r c e n t ________________________________________________

7

25

5

70

and under

80

p e r c e n t ________________________________________________

16

13

3

80

and under

8

13

o v e r -------------------------------------------------------------------------------------

17

11

4

n o t a v a i l a b l e -------------------------------------------------------------------------

90

11

5

31

p e r c e n t -----------------------------------------------------------------------------------------------

60

50

60

s c h e d u l e s -------------------------------------------

13

19

10

90 p e r c e n t a n d
In fo r m a t io n
M e d ia n

p e r c e n t -----------------------------------------------------------------------------

N o n p e r io d ic

r e v ie w

e s ta b lis h m e n t

p ro gra m s—

s a la r y

7

num ber of

2 0 p e r c e n t ________________________________________________

6

4

and under

3 0 p e r c e n t ________________________________________________

2

-

30 a n d u n d e r

4 0 p e r c e n t ________________________________________________

1

1

-

40

and under

50

p e r c e n t ________________________________________________

-

1

50

and under

6 0 p e r c e n t ----------------------------------------------------------------------------

_

4
_

1
-

10 a n d u n d e r
20

60

and under

70

p e r c e n t ________________________________________________

70 a n d u n d e r

8 0 p e r c e n t --------------------------------------

80

90

7
-

-

5

p e r c e n t ----------------------------------------------------------------------------

-

3

-

n o t a v a i l a b l e ______________________________________________

4

1

2

p e r c e n t ____________________________________________________________

16

and und er

In fo r m a t io n
M e d ia n

-----------------------------------

-




55

60

2
8
T a b le

32.

D is t r ib u t io n

M in im u m

o f E s t a b lis h m e n t

an d M a x im u m
P ro g ra m s,

In c r e a s e s
and by

m e r it
N u m b e r
N o

m in im u m

M in im u m
B a s is

o f m in im u m

(p e rfo rm a n c e )

o f E s t a b lis h e d
R e v ie w

P r o f e s s io n a la d m in is t r a t iv e

C le r ic a lp r o fe s s io n a l—
a d m in is t r a t iv e

p e r m itt e d

e s t a b l i s h e d ----------------------------------------

25

40

5

92

125

66

81

112

64

11

in c re a s e

165

71

p e r m itt e d :

r a t e ---------------------------------------------------------------

-

9
2

2

-------------------------------------------------------

m a x i m u m -------------------------------------------------------

-

2

-

n o t a v a i l a b l e ______________________________________________

1

-

-

e s t a b l i s h e d --------------------------------------

10

26

5

e s t a b l i s h e d -----------------------------------------------

m i n i m u m ____________________________________

P e rce n t of grad e

m id p o in t

P e rce n t of grade

No

N a tu re

(P e rfo rm a n c e )

P e r m is s ib le

118

s a la r y

P e rce n t of grade

In fo r m a t io n

E x te n t and

M e r it

e s t a b l i s h e d ----------------------------------------------

in c r e a s e

P e rce n t of cu rre n t

by

s c h e d u l e s ---------------------

m e r it in c r e a s e

m e r it

U nder

a n d m a x im u m

in c r e a s e s

o f e s t a b lis h m e n t

o f m in im u m

S c h e d u le s

P e r m it t e d

C le r ic a l

It e m

E x te n t an d n atu re

S a la r y

P e rc e n t of C u rre n t R a te

m a x im u m

m e r it

in c r e a s e

-

108

139

66

r a t e ---------------------------------------------------------------

96

125

64

P e rce n t of grade

m i n i m u m ---------------------------------------------------------

9

2

P e rce n t of grade

m a x i m u m ___________________________________

9
2

4

-

n o t a v a i l a b l e --------------------------------------------------------------------------

1

1

-

M a x im u m
B a s is

m e r it

in c r e a s e

o f m a x im u m

in c r e a s e

P e rc e n t of cu rre n t

In fo r m a t io n

P e r m is s ib le
base d
M in im u m

p e r m itt e d :

a m o u n t o f m e r it in c r e a s e
on pe rcen t

in c r e a s e —

of cu rre n t

w hen

ra te

n u m b e r o f e s t a b lis h m e n t

s c h e d u l e s ---------------------------------------------------------------------------

81

112

64

1 and under

2 p e r c e n t ----------------------------------------------------------------------------------

4

3

_

2 and under

3 p e r c e n t ----------------------------------------------------------------------------------

10

4

1

s a la r y

3 and under

4 p e r c e n t ----------------------------------------------------------------------------------

26

33

4 and under

5 p e r c e n t ----------------------------------------------------------------------------------

13

13

19
12

5 and under

6 p e r c e n t ----------------------------------------------------------------------------------

19

48

29

6 and under

7 p e r c e n t ___________________________________________________

5

6

3

7 and under

8 p e r c e n t ----------------------------------------------------------------------------------

4

1

-

8 and under

9 p e r c e n t ----------------------------------------------------------------------------------

"

4

-

p e r c e n t ______________________________________________

4

5

5

s c h e d u l e s ---------------------------------------------------------------------------

96

125

64

5 p e r c e n t ----------------------------------------------------------------------------------

1

1

M e d ia n

m in im u m

M a x im u m
s a la r y
4 and under

in c r e a s e —

n u m b e r o f e s t a b lis h m e n t

1

5 and under

6 p e r c e n t ----------------------------------------------------------------------------------

10

4

1

6 and under

7 p e r c e n t - __- _______ - ____- __________ ____________ ______ ____

3

-

2

7 and under

8 p e r c e n t ----------------------------------------------------------------------------------

9

2

5

8 and under

9 p e r c e n t ----------------

9 and under

1 0 p e r c e n t _________________________________________________

10 a n d u n d e r

--------------------------------------------------

--------

9
1

1 1 p e r c e n t -----------------------------------------------------------------------------

57

22

2

5

5

63

20

11 a n d u n d e r

1 2 p e r c e n t -----------------------------------------------------------------------------

2

-

-

12 a n d u n d e r

1 3 p e r c e n t -----------------------------------------------------------------------------

-

9

7

13 a n d u n d e r

1 4 p e r c e n t -----------------------------------------------------------------------------

-

14 a n d u n d e r

1 5 p e r c e n t -----------------------------------------------------------------------------

1

1

-

15 a n d u n d e r

1 6 p e r c e n t -----------------------------------------------------------------------------

3

16

21

1

1 6 p e r c e n t a n d o v e r ______________________________________________________

"

1

“

p e r c e n t _____________________________________________

10

10

10

M e d ia n

m a x im u m




29

T a b le

33.

D is t r ib u t io n

P r o v is io n s

fo r

o f E s t a b lis h m e n t S a la r y

In g r a d e

S a la r y

In c r e a s e s

It e m

E x te n t of

p r o v is io n s

o th e r th an

m e r it

b y E x te n t

M e r it

fo r

in g r a d e

and C h a r a c te r is t ic s

of

( P e r f o r m a n c e ) In c r e a s e s

C le r ic a l-

P r o f e s s io n a l—

p r o fe s s io n a l—

a d m i n i s t r a t iv e

a d m in is t r a t iv e

advancem ent

(p e r fo r m a n c e ) in c r e a s e s 1
____________

56

3

11

i n c r e a s e s _________________________________________

55

1

11

1

2

-

55

1

11

G e n e r a l i n c r e a s e s 2_

s a la r y

__________________

C h a r a c te r is t ic s

s e r v ic e

o f in g r a d e

s c h e d u le s

____i _________________________

o f p r o v is io n s

o f e s t a b lis h m e n t

P r o p o r t io n

T han

C le r ic al

N u m b e r o f e s t a b lis h m e n t
L e n g th -o f-s e r v ic e

N um ber

S c h e d u le s

O th e r

fo r

le n g th -o f-

in c r e a s e s

s a la r y

s a la r y

s c h e d u l e s _________________

ran ge

_

covered :

10 a n d u n d e r

30 p e r c e n t .

______________________________

3

Low e r

30 a n d u n d e r

5 0 p e r c e n t _________________________________

26

1

1

L o w e r

50 p e r c e n t

___________________________________________________

2

-

2

Lo w e r

51

1 0 0 p e r c e n t _______________________________

3

-

2

1 0 0 p e r c e n t _____________________________________________________________

21

-

5

3

1

6

Low e r

F re q u e n cy

and under

-

1

o f in c r e a s e s :

A n n u a l ____________________________________________________________________

33

-

3

i n t e r v a l s ____________________________________________________

10

-

1

Q u a r t e r l y ________________________________________________________________

9
-

-

-

-

1

S e m i a n n u a l __________________________________________________________
4 -m o n th

i n t e r v a l s _______________________________________________________

O th e r

P e r c e n t o f e m p lo y e e s
U nder

e lig ib le :

50 p e r c e n t _
_

50 and u n d er
75

______

and

___________

-

-

54

-

2

-

-

2

37
2

-

a m o u n t o f s a la r y

5

-

1 3 c e n t s ____

17

-

-

r a t e ____________________________________________

18

1

11

3

5
2

______________

13

______________________

10 c e n t s

p e r h o u r _______________ ________________________________

15 c e n t s

p e r h o u r ________________________________________________

A m o u n t v a r ie s

by

P e rce n t of cu rre n t

grade

le v e l, f r o m

5 to

in c r e a s e : 3
_________

10

-

______________

2

-

5 p e r c e n t _____________________________________

1

-

1

11 p e r c e n t

1 and under
2 and

7

in c r e a s e :

p e r h o u r _________

M in im u m

-

______________________________

1 0 0 p e r c e n t ____________________________

p e r h o u r ________________________________________________________

5 ce n ts

1
-

n o t a v a i l a b l e __________________________________________

and under

C e n ts

1
-

______________________________________

7 5 p e r c e n t ___________________________________________

1 0 0 p e r c e n t ____________________________
In fo r m a t io n
N a tu re

_

2

1

3

3

-

-

2 p e r c e n t _____________________________________

under

3 p e r c e n t _____________

__________

3 and under

4 p e r c e n t ____________________

4 and under
5 and und er
M a x im u m

__________________________________

-

in c r e a s e :3

2 and und er

3 p e r c e n t _____________________________________

3 and under

4 p e r c e n t _____________________________________

4 and under

5 p e r c e n t _________

__________

1

-

10

_____________

-

3

5 and und er

1

ran ge

-

1

-

-

7

1 1 p e r c e n t ____________________________________

3

1

"

In c lu d e s

p r o v is io n s

fo r

______________

in c r e a s e s

t h e ir

__________

w h e re

to p r o v is io n s f o r m e r it i n c r e a s e s .
E x c lu d e s g e n e r a l in c r e a s e s w h ic h

of
3

1

7 percen t _

7 and und er

a d d it io n
2

6 p e r c e n t _____________________________________

6 and under

no

_____

m e r it

co rre sp o n d

v a ry

am ong

34.

G e n e r a l lim it a t io n s

M e an

s a la r y
th a n

s a la r ie s

D is t r ib u t io n

on

in g r a d e

e x is t s ,

s a la r y

as

s c h e d u le s

w e ll a s

p r o v is io n s

fo r

th at do n o t a d v a n c e

o th e r

in c re a s e s

e m p lo y e e s

w it h in

in
th e

C l e r i c a l—
p r o fe s s io n a la d m in is t r a t iv e

76

___________________________________________________________

43

s p e c ifie d

__

n o t p e r m itt e d

o f e m p lo y e e s
re se rve d

ra n ge

n o t a v a ila b le —




P ro fe s s io n a l—
a d m i n i s t r a t iv e

23

ran ge

of grade

C le r ic a l

advancem ent

66

__

above

fo u rth

by

165

p e r m itt e d

h a lf o f g r a d e

S c h e d u le s

A dvancem ent

79

in c r e a s e s

" N o r m a l d is t r ib u t io n "

o n In g r a d e

139

s c h e d u le s

h a lf o f e m p lo y e e s ’ s a la r ie s

U pper

o f E s t a b lis h m e n t S a la r y
E s t a b lis h e d

______________________________________________________

s a la r y

o f e m p lo y e e s

U pper

In fo r m a t io n

in

e s t a b l i s h e d __________________________________________________________________________

N u m b e r o f e s t a b lis h m e n t
g e n e r a l lim it a t io n s

B u d g e t fo r

p ro gra m

grad e s.

G e n e r a l L im ita t io n s

N ot m ore

r e v ie w

r e v is io n s

grade .

In c r e a s e s

T a b le

N o

to

m a in t a in e d
fo r

re se rve d

82

45

2

5

8

6

-

r a n g e s ___________

-

-

" s a t i s f a c t o r y " -----------------------

m id p o in t o f g r a d e

in w it h in - g r a d e

e m p lo y e e s

fo r

above

m id p o in t o f g r a d e
ra te d

e m p lo y e e s

above

ra te d

s a la r ie s

1

3

3

-

__________

1

1

7

------------------------------------------------------

3

2

"

above

---------------------------------------------------------------------------

r a n g e ______

r a n g e ___________________

"s a tis fa c t o r y "

30

T a b le

35.

D is t r ib u t io n
N a tu re

o f Ste p

o f E s t a b lis h m e n t S a la r y
R a te s

W it h in

It e m

E x te n t o f ste p
N u m ber
N o

ste p

ran ge

P a rt
F u ll

ran ge

139

165

76

162

61

34

3

15

14

3

9

a l l g r a d e s --------------------------------------

17

fo r

som e

w it h in

grad e s

o n l y ---------------------

4

o n l y ----------------------------

1

2

n o t a v a i l a b l e ----------------------------------------------------

3

fo r

so m e

grad e s

of grade

ra n g e

covered

o f e s t a b lis h m e n t

v a r ie s

by

s a la r y

by

ste p

ra te s

s c h e d u le s

34

r a n g e -----------------------

3

15

r a n g e ---------

50 p e r c e n t o f g r a d e

U nder

s c h e d u le s

102

100 p e r c e n t o f g r a d e

M in im u m

1

g r a d e ------------------------

15
3

11

-

1

8

1

-

3

co ve rage:
3 0 p e r c e n t ----------------

lo w e r

-

30

and

60 p e r c e n t

60

and u n d e r 90 p e rc e n t

3

15

Low e r

1

M a x im u m
U nder

under

2

Lo w e r

co ve rage:
lo w e r

3 0 p e r c e n t ----------------

1

L o w e r

30 a n d

under

60 p e r c e n t

60 a n d

under

90 p e rc e n t

1

1

Lo w e r

16

T a b le

36.

D is t r ib u t io n

R a t io n a le

fo r

th e

a n E m p lo y e e

to

o f E s t a b lis h m e n t S a la r y

W it h in - G r a d e
P ro g re ss

N u m ber

o f e s t a b lis h m e n t

a n t ic ip a t e d

A n t ic ip a t e d
L e n g th

t im e

tim e

p e r io d

p e r io d

o f t im e

p e r io d

fo r
is

fo r

R ange

F ro m

It e m *
6
4
2

N o

a d m in is t r a t iv e

2

N um ber

C o ve rage

p r o fe s s io n a l—

a d m in is t r a t iv e

p r o v is io n s

s a la r y

w it h in

C le r ic a l-

P r o f e s s io n a l-

g r a d e s --------------------

fo r

P r o p o r t io n

Lo w e r

ra te

E x te n t and

fo r

of ran ge

In fo r m a t io n

by

G rad e s

g r a d e s --------------------------

ra te s

of ran ge

P a rt

ra te s

fo r

a l l g r a d e s ---------------------------------------------

ste p

F u ll

S c h e d u le s

R an ge s

C le r ic a l

o f e s ta b lis h m e n t

e s t a b lis h e d

E s t a b lis h e d

S a la r y

-

S c h e d u le s

In c lu d e d

an

th e M in im u m

by

E x t e n t to W h ic h

A n t ic ip a t e d

T im e

to th e M a x im u m

C le r ic a l

2

P e r io d

of a

th e
fo r

G rad e

P r o fe s s io n a l—
a d m in i s t r a t i v e

C le r ic a lp r o fe s s io n a l—
a d m in is t r a t iv e

s a la r y

s c h e d u l e s ------------------

139

165

76

in g r a d e

p r o g r e s s i o n -------------

102

155

62

p r o g r e s s i o n -------------------

in g r a d e

id e n t ic a l f o r

35

8

14

a l l g r a d e s -------------

8
-

3
-

5
1
_

2 and under

4 y e a r s ----------------------------------------------------------------------

6

1

4 and u n d er

6 y e a r s ----------------------------------------------------------------------

2

2

1

6 and under

8 y e a r s ----------------------------------------------------------------------

-

-

3

g r a d e ------------------------------------

27

5

9

2 y e a r s -----------------------------------------------------------------------------------

L e n gth

o f t im e

M in im u m
U nder

t im e

p e r io d
fo r

v a r ie s

by

lo w e s t g r a d e :

_

2 and under

4 y e a r s ----------------------------------------------------------------------

19
6

_

1
_

4 and under

6 y e a r s ----------------------------------------------------------------------

2

1

5

6 and under

8 y e a r s ----------------------------------------------------------------------

-

4

3

6

_

M a x im u m
U nder

t im e

fo r h ig h e s t g r a d e :

2 y e a r s --------------- --------------------------------------------------------------------

.
_

2 and

under

4 y e a r s ----------------------------------------------------------------------

13

_

4 and

under

6 y e a r s ----------------------------------------------------------------------

6

_

1

6 and und er

8 y e a r s ----------------------------------------------------------------------

2

1

8 and und er

1 0 y e a r s --------------------------------------------------------------------

-

1

6
_

o v e r ---------------------------------------------------------------------------

-

3

2

n o t a v a i l a b l e ------------------------------------------------------------------------

2

2

10 y e a r s
In fo r m a t io n

and




31
T a b le

37.

D is t r ib u t io n
S a la r y

o f E s t a b lis h m e n t S a la r y

In c r e a s e s

B eyond

beyond

fo r

s a la r y

r e g u la r

No

e s t a b lis h e d

s a la r y

M e r it

P r o v is io n s

fo r

C le r ic a l-

P r o f e s s io n a la d m in is t r a t iv e

p r o fe s s io n a l—
a d m in is t r a t iv e

s c h e d u l e s _____________

in c r e a s e s

139

165

76

beyond
115

132

66

r a n g e s ____________________________________________________________

24

33

10

i n c r e a s e s ______________________________________________________

16

30

7

i n c r e a s e s _________________________________________________

8

3

3

16

30

7

p r o v is io n s

L o n g e v it y

N atu re
beyond
N u m ber
M in im u m

fo r

by

R an ge s

ran ge s

s a la r y

r a n g e s ____________________________________________________________

E s t a b lis h e d
s a la r y

p r o v is io n s

G rade

in c r e a s e s

grade

N u m b e r o f e s t a b lis h m e n t

S c h e d u le s

C le r ic a l

It e m

P r o v is io n s

R e g u la r

fo r

in c r e a s e s

o f m e r it
r e g u la r

in c r e a s e s

s a la r y

o f e s ta b lis h m e n t

s e r v ic e

beyond

ran ges

s a la r y

r e q u i r e d w it h

s c h e d u l e s ---------------------

com pany:

5 y e a r s ___________________________________________________________________

1

-

-

1 0 y e a r s _________________________________________________________________

9

8

-

6

11

_

-

11

7

No

s e r v ic e

r e q u ir e m e n t ,

o r

d e t e r m in e d

on

i n d i v i d u a l b a s i s -----------------------------------------------------------------------------------In fo r m a t io n

n o t a v a i l a b l e ------------------------------------------------------------------

A m o u n t p e r m itte d

p e r in c r e a s e :

3 percen t of grade

m a x i m u m ____________________________________

3

-

5 percen t of grad e

m a x i m u m ----------------------------------------------------------

9
-

8

1

m a x i m u m --------------------------------------------------------

-

D e te r m in e d

o n i n d i v i d u a l b a s i s -----------------------------------------------------

1

10

3
-

In fo r m a t io n

n o t a v a i l a b l e __________________________________________

3

12

2

4

10 p e r c e n t o f g r a d e

U pp er

1

lim it o f a ll in c r e a s e s :

10 p e r c e n t a b o v e

grade

m a x i m u m ______________________________

1

1

12 p e r c e n t a b o v e

grade

m a x i m u m ------------------------------------------------

1

-

-

grade

m a x i m u m ______________________________

2

-

-

12

18

-

-

11

3

20 p e rc e n t a b o v e
No

upper

lim it ,

o r

d e t e r m in e d

on

i n d i v i d u a l b a s i s ------------------------------------------------------------------------------------In fo r m a t io n

n o t a v a i l a b l e _________

T a b le

38.

W it h in

___________________________

D is t r ib u t io n
a

G rade

o f E s t a b lis h m e n t S a la r y

R ange
Job

-

is

R e c o g n iz e d

W hen

F u lly

It e m

N u m b e r
N o

o f e s ta b lis h m e n t

e s t a b lis h e d

E s t a b lis h e d
M a x im u m
R ange

s c h e d u l e s -------------------------------------------------------

by

E x t e n t to

o f th e

W h ic h

a P o in t

M a r k e t V a lu e

of a

P e rfo rm e d

P r o fe s s io n a la d m in is t r a t iv e

139

165

18

C le r ic a lp r o fe s s io n a l—
a d m in is t r a t iv e

76

15

4

111

142

70

r a n g e --------------------------------- ------------------------------------

96

108

47

r a n g e ------------------------------------------------------------------

7

13

13

8

21

10

r a n g e -----------------------------------

2

2

1

r a n g e _____________________

6

19

9

n o t a v a i l a b l e -------------------------------------------------------------------------

10

8

2

o f p o in t s w it h in

M in im u m

grade

r a n g e ____________________________

to m id p o in t o f g r a d e

M id p o in t to m a x im u m
In fo r m a t io n

s a la r y

c o n c e p t s ____________________________________________________
of grade

S c h e d u le s

R e p r e s e n ta tiv e

C le r ic a l

c o n c e p t s --------------------------------------

M id p o in t o f g r a d e

as

a n d C o m p e t e n t ly




of grade

* U.S. GOVERNMENT PRINTING OFFICE :

16 0 70 0
94 4-94
-







BUREAU OF LABOR STATISTICS REGIONAL OFFICES